Welfare Schemes Summer Project

8/9/2019 Welfare Schemes Summer Project

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|CHAPTER 1}COMPANY PROFILE


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1.1 HISTORY OF ONGC

1947-1960

During the p r e-indepe ndence pe riod, the Assam O il Compa ny in the nor theaste rn and Att ock Oil compa ny in nor thweste rn par t of the undivid ed India we r e the only oil compa nies p roducing oil in the coun try, with m inimal exp lor at ion in put. The maj or par t of Indian sedimentary bas ins wasdeeme d to be unfit for develo pme nt of oil and gas r esourc es. A f ter indepe ndence, the nat ional Government r ealized the impor tance oil and gas for r apid indu strial develo pme nt a nd its st r ategic role in def ense. C onsequently, wh ile fr aming the I ndu strial Policy Stateme nt of 1948 , thedevelo pme nt of pet roleum indu stry in the coun try was consider ed to be of utmost necess ity.

Until 1955 , private oil co mpa nies ma inly carried out exp lor ation of hydroc ar bon r esourc es of India. I n West Be ngal, the I ndo -Sta nvac Pet roleum p ro ject (a j oin t ventur e betwee n Governmentof India and Sta ndard Va cuu m O il Compa ny of USA) was e ngaged in exp lor ation work . Thevast se dimentary tr act in other par ts of India and ad joining off shor e r ema ined largely unexp lor ed.

In 1955 , Government of India decided to develo p the oil and natur al gas r esourc es in the variou sr egion s of the coun try as pa r t of the P u blic Sector develo pme nt. W ith th is o bje ctive, an Oil and

Nat ur al Gas Dir ector ate was set u p t owards the e nd of 1955 , as a s u bordin ate offic e und er thethen Ministry of Nat ur al Resourc es a nd Scientific Resea rch. The depar tme nt was con stituted with a nucl eus of geoscientists from the Ge ologic al surv ey of India.

A delegat ion und er the leader shi p of Mr . K D Ma lviya, the the n Ministe r of Nat ur al Res ourc es, visited sever al Euro pea n coun tries t o study the stat us of oil indu stry in those coun tries a nd to f acilitate the t r aining of Indian prof ess ionals for exp loring potential oil and gas r eserves. F or eign expe r ts from USA , West Ge r many, R omania a nd er stwh ile U.S.S.R visited India and hel pe d thegov ernment w ith the ir expe r tise. I n April 1956 , the G overnment of India ado pted the I ndu strial Policy Res olu tion, wh ich p laced miner al oil indu stry among the s chedule 'A' indu stries, the

futur e develo pme nt of wh ich was t o be the s ole and exclu sive r esponsi bility of the state.

Soon, af ter the for mat ion of the O il and Nat ur al Gas Dir ector ate, it be came appa r ent that it w ould not be p ossi ble for the Dir ector ate w ith its limited financial and administr at ive power s assu bordin ate offic e of the G overnment, to func tion effici ently. S o in Augu st, 1956 , the Dir ector atewas r aised to the stat us of a commission with e nhanced power s, althoug h it con tinued to beunder the gov ernment. In Octo ber 1959 , the C ommission was conv er ted into a stat utory body by


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an act of the I ndian Parliame nt, which e nhanced power s of the commission fur ther . The ma in func tions of the O il and Nat ur al Gas C ommission su bject to the p rovisions of the A ct, wer e "t o

plan, pro mote, org anize and impleme nt progr ammes for develo pme nt of Pet roleum Res ourc esand the p roduc tion and sale of pet roleum a nd pet roleum p roduc ts p roduc ed by it, and to perfor msuch other func tions as the Ce ntr al Government ma y, from t ime t o time, ass ign to it ". The a ctfur ther outlined the a ctivities a nd steps t o be ta k en by ONGC in fulfilling its ma ndate.

1961-1990

Since its incept ion, ONGC has bee n instrumenta l in tr ansfor ming the coun try's limited u pst r eamsector into a large viable p laying field, with its a ctivities sp r ead throug hout India and signific antly in over seas te rritories. I n the inland ar eas, ONGC not only found new r esourc es in Assam b ut a lso estab lishe d new oil provinc e in Camba y bas in (Gu jar at) , while adding new

pet rolif erou s ar eas in the Assam-A r ak an Fold Be lt and East coast bas ins (b oth inland and off shor e).ONGC we nt off shor e in early 70's a nd discover ed a giant oil field in the for m of Bomba y High, now kno wn as M umba i High. Th is discov ery, along with su bseq uent discoveries of huge oil and gas fields in Weste rn off shor e changed the oil scenario of the coun try. Su bseq uently, over 5

billion tonnes of hydroc ar bons, wh ich we r e pr esent in the coun try, wer e discover ed. The m ostimpor tant con tri bution of ONGC , however, is its se lf -r eliance and develo pme nt of cor ecompete nce in E&P a ctivities at a glo bally co mpet itive level.

AFTER 1990

Since its incept ion, ONGC has bee n instrumenta l in tr ansfor ming the coun try's limited u pst r eamsector into a large viable p laying field, with its a ctivities sp r ead throug hout India and signific antly in over seas te rritories. I n the inland ar eas, ONGC not only found new r esourc es in Assam b ut a lso estab lishe d new oil provinc e in Camba y bas in (Gu jar at) , while adding new

pet rolif erou s ar eas in the Assam-A r ak an Fold Be lt and East coast bas ins (b oth inland and off shor e).ONGC we nt off shor e in early 70's a nd discover ed a giant oil field in the for m of Bomba y High, now kno wn as M umba i High. Th is discov ery, along with su bseq uent discoveries of huge oil and gas fields in Weste rn off shor e changed the oil scenario of the coun try. Su bseq uently, over 5

billion tonnes of hydroc ar bons, wh ich we r e pr esent in the coun try, wer e discover ed. The m ostimpor tant con tri bution of ONGC , however, is its se lf -r eliance and develo pme nt of cor ecompete nce in E&P a ctivities at a glo bally co mpet itive leve


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1.2 VISION AN D MISSION OF ONGC

To be a world-class Oil and Gas Company integrated in energy business with dominantIndian leadership and global presence.

W orld Class

1. Dedicated to excellence by lever aging co mpet itive advantages in R&D and technology with involv ed peo ple.

2. Imb i be h igh sta ndards of business eth ics and org anizat ional values.3. Abiding commitme nt to saf ety, hea lth a nd environ ment to enric h quality of community

lif e.4. Foste r a cultur e of trust, o penness a nd mutual conc ern to mak e w orking a st imulat ing and

challenging expe rience for our peo ple.5. Strive for customer delight th roug h quality produc ts and servic es.

Intergrated In Energy Business

1. Focu s on domest ic and internat ional oil and gas exp lor at ion and produc tion businesso ppor tunities.

2. Provid e value link ages in other sector s of energy business.3. Cr eate gro wth o ppor tunities a nd max imize sha r eholder value.

Dominant Indian Leadership

1. Reta in do minant position in Indian pet roleum se ctor and enhance India's e nergy availability.


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1.3 ONGC OBJECTIVES

1) Opt imize p roduc tion of hydroc ar bons.

2) Self -r eliance in technology .

3) Promoting indig enou s effor t in oil and gas r elated equi pme nts, mate rial and servic es.

4) Ass ist in conservat ion of hydroc ar bons, mor e e ffici ent use of energy and develo pme nt of

alternat ive sourc es of energy . 5) Develo p scientific ally oriented and technically component human r esourc es th roug h

motivat ion and tr aining .

6) Environ ment p rotection.

7) Gener ate a dequate r esourc e for r einvestme nt

1.4 ONGC ACTIVITIES

Main activities pe rfor med by ONGC a r e given below:-

1. Exp lor ation

2. Produc tion (Drilling and Ext r action)

3 . Tr anspor tat ion


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Exploration (Finding Oil)

The tas k of finding oil is ass igned to geologi sts , whethe r emp loyed dir ectly by an oil co mpa ny or

under con tr act fro m a p rivate fir m. The ir task is t o find the rig ht condi tions for an oil tr ap the

right sourc e rock, r eservoir rock and entr apme nt.

Meth ods for finding oil:-

Gravity meters

In this meth od geologi st meas ur e t iny change in the ea r ths gr avitat ional field with he l p of gr avity

mete r s that could indic ate flowing oil.

Magnetometers

In this meth od tiny change in ear ths ma gnetic field is meas ur ed with he l p of magnetomete r s

which is caused due to flo wing oil.

Using Sniffers

Sniff er s ar e se nsitive e lectronic device wh ich can detect the sme ll of hydroc ar bon. So these

electronic noses can also used in finding oil.

Seismology

Most commonly geologi st use se ismology, cr eat ing shock waves that pass th roug h h idden rock

layer and inter pr eting the wa ves that a r e r eflected back to the s urf ace.

In seism ic surv eys, a shock wave is cr eate d by follo wing:

Compr esse d-air gun Shoo ts p ulses of air into the wate r (for exp lor at ion over wate r )

Thumpe r truck Slams hea vy plates into the ground (for exp lor ation over land)

Exp losives Drill ed into the ground (for exp lor at ion over land) or thrown over board (for

exp lor at ion over wate r ), and detonated

The sh ock waves t r avel beneath the s urf ace of the Ea r th a nd ar e r eflected back by the variou s rock layer s. The r eflections t r avel at diff er ent spee ds depe nding u pon the t y pe or density of rock layer s

throug h wh ich the y must pass. The r eflections of the sh ock wa ves a r e detected by sensitive

micro phones or vi br ation detector s hydro phones over wate r, seismomete r s over land. The

r eading s ar e inter pr eted by seismologi sts for signs of oil and gas t r aps.


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Exploratory well

Above proc ess of finding oil (survey) gives us p ro bab le locat ion of the oil r eservoir . For finding

actual pr ese nce of oil we ha ve drill a we ll wh ich is kno wn as exp lor atory we ll. With the he l p of

exp lor atory well rock s be neath the ea r th s urf ace a nd tak en ou t and then analyzed for pr esence of

oil.

Development well

Once it is confir med with the he l p of exp lor atory we ll that oil r ese rvoir actually pr ese nt

develo pme nt we ll is drill ed within the p rov ed ar ea of an oil and gas r eservoir to the depth of a

horizon kno wn to be p roduc tive.

Drilling process

Fig: Drilling process


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P reparing to Drill

Once the s ite has bee n selected, it must be s urveyed to dete r mine bound aries, and environ menta l

impa ct st udies ma y be don e. Lease a gr eeme nts, titles a nd right-of wa y accesses for the land must

be o bta ined and evaluated legally.

Once the legal issues ha ve bee n sett led, the cr ew goes ab out pr epa ring the land it includ es

follo wing activities:

1. The land is clear ed and leveled, and access roads ma y be built.

2. If ther e is no natur al sourc e of wate r then wate r well is drill ed.

3. Rese rve p it is construc ted, which is used to dispose of rock cuttings a nd drilling mud

during the drilling proc ess.

4. A r ectangul ar pit, called a cellar, is dug around the location of the a ctual drilling hole.The cellar provid es a w ork space around the h ole, for the w ork er s and drilling accessories.

Setting up the Rig

Depending u pon the r emoteness of the drill site a nd its a ccess , equi pme nt ma y be t r anspor ted to

the s ite b y diff er ent meth ods e. g. t ruck, helico pte r or barge. O nce the eq ui pme nt is at the s ite, the

rig is set u p.

Drilling

The r e a r e five bas ic steps t o drilling the s urf ace hole:

1. Place the drill bit, coll ar and drill pi pe in the h ole.

2. Atta ch the k elly and turntab le a nd begin drilling .

3. As drilling progr esses , circul ate m ud throug h the p i pe a nd out of bit to float the

rock cutting ou t of the h ole.

4. Add new se ctions (join ts) of drill pi pes as the h oles gets deepe r .

5. Rem ove (t ri p ou t) the drill pi pe , coll ar and bit whe n the p r e-set depth is r eached.

Once the y r each the p r e-set depth , the y must run and ceme nt the casing place casing-pi pe

sections into the h ole to pr event it from coll aps ing in on it. O nce the y have r eached the final

depth , the cr ew


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completes the we ll to allo w oil to flow into the casing in a con trolled manner . Fir st, the y lowe r a

pe rfor at ing gun into the we ll to the p roduc tion depth. The gun has exp losive charges t o cr eate

holes in the casing throug h wh ich oil can flo w. A f ter the casing has bee n perfor ate d, the y run a

sma ll-diamete r pi pe (tu bing) into the h ole as a condui t for oil and gas t o flow u p the we ll. A

device called pack er is rundo wn the outside of the t u bing. Whe n the pa ck er is set at the

produc tion level, it is expa nded to for m a sea l around the outside of the t u bing. Finally, the y

conn ect a m ulti-valve st ruc tur e called a Ch ristmas t r ee to the t o p of the t u bing and ceme nt it to the

to p of the casing. The Ch ristmas t r ee a llo ws them t o con trol the flow of oil from the we ll.

Extracting the oil

Once the oil is flowing, the oil rig is r emoved from the s ite a nd produc tion equi pme nt is set u p to

ext r act the oil from we ll. Af ter the rig is r emoved, a pump is p laced on the we ll head.

Transportation process of Oil from wells to refinery (Crude Journey)

Fig: Crude Journey


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W ells:

We lls a r e used to extr act crud e oil fro m oil r eservoir that is the crud e is ext r acted from field with

hel p of we ll.GGS (Group Gathering Station)

The ext r acted crud e from we lls is se nt to GGS (G rou p Gathe ring Stat ion) th roug h p i pe lines.

In GGS , wate r eliminat ion proc ess ta k es p lace. Nat ur al gas is a lso tak en out at GGS.

Wate r sepa r ated from crud e oil is not p ur e th us it can not be disposed off in environ ment th us th is

impur e wate r goes in ETP (EFFLUENT TREATRMENT PLANT) a f ter which it is disposed off .

CTF (Central Tank Farms)

Af ter eliminat ion of wate r the crud e is se nt to CTF (Ce ntr al Ta nk Far ms) , whe r e it is given

heat ing tr eatme nt to r emove bas ic sediments a long with r esidual amoun t of wate r .

Desalter P lant

At desa lter plant p roc ess of eliminat ion of salt from crud e oil tak es p lace.

Refinery

At r efinery the crud e oil goes und er proc ess of fr actional dist illat ion and as a r esult variou s

pet roleum produc ts s uch as pet rol, diese l, etc ar e sepa r ated from crud e oil.


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1.5 GENERAL ORGANIZATIONAL CHART

Cha irm a n

Boa rd of Director

Ma n a ging Director

President

Production

Fina nce

HRD

ProductionMa n a ger

Engineer

Ma ch inery

Assist a nt

Workers

Fina nce

Fina nce

Account

President

HRDMa n a ger

Personnel

Admin

Officers(Activity)

Refinery

Helpers

Workers

Ma rketing

Ma n a ger

Ma n a ger

Na tion a l

Zon a lMa n a ger

Region a lOfficer

Nort h

West

Sout h

Ea st


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1.6 Ma in Produc ts of ONGC

1. Crud e O il

2. Nat ur al Gas

3. LPG

Othe r Produc ts:

y NGLy C2-C3y Keroseney Aromat ic rich Naphtha


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1.7 SPECIALIZATION OF ONGC

Geologic al and Geo physical Surveys. y Bas in evaluat ion, techno- econo mic analysis a nd pro ject analysis.y Est imat ion of Resourc es a nd Rese rves.y Drilling of wild cat , exp lor atory and develo pme nt we lls.y Ope n hole, cased hole a nd produc tion logging .y Bottom hole r eservoir studies.y Design er ection and maintenance of Oil and Gas p roduc tion insta llat ions.y Ar tifici al lif t design, down-hole compet ition system.y Repa ir and r ehab illat ion of sick we lls.y St imulat ion techniques.y Long distance t r anspor tat ion of Oil & Gas.y Gas p roc ess ing for produc tion of LPG a nd C2/ C3.y Er ection and maintenance of gas sweet ing plants.y Corro sion studies in off shor e st ructur e.y Tr aining of man power .y Computer app licat ion in Pet roleum indu stry.y Engin eering and Construc tion of off shor e p latfor ms a nd pi pe lines.

y Equi pme nt Ma nageme nt a nd Quality assur ance.y Mate rial manageme nt a nd logi stics: O nland, Marine & A ir .y Construction and Maintenance: O nshor e & O ff shor e.y Saf ely Audi ts a nd Environ ment st udies.


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1.9 ACHIEVEMENTS OF ONGC

a) ONGC: India's First National Integrated Oil & Gas Corporate 1

With the a cquisition of the eq uity held by the A ditya B irla G rou p in Ma ngalor e Re fineries a nd

Pet rochem icals L imited (MRPL) , ONGC has be come the fir st I ndian integr ated oil and gas

cor por ate.

b) Energy P acked P erformance 2

Oil and Nat ur al Gas C ompa ny (ONGC) is the largest p roduc er of crud e oil in the coun try. It

accoun ts for nearly four fif ths of the coun try's output, with a s ignific ant pa r t of this p roduc tion

coming fro m the fields of Bomba y High. It has a lso acquir ed rights for sever al new b lock s

off er ed und er the new exp lor ation and licensing policy (NELP). 3

c) CEO Business Leader of the Year Award 4

ONGC's C&M D, Mr . S u bir Raha , was awa rded the CEO B usiness Lea der of the Yea r Awa rd at

the I ndia Lea der shi p S ummit in Mumba i on Nov 21, 2002.

d) Mr. Y B Sinha Elected Director of International Body on Open Software 5

ONGC's Dir ector (Exp lor ation), Mr . Y B S inha has bee n elected Dir ector of Pet rotechnical Ope n

Sof twa r e C or por ation (POSC) , an internat ional body on sof twa r e integr at ion, standardiz at ion and

benchma rking of oil indu stry.

1 . Drilling & Exp lor ation World, Vol 11 , No. 10 , August 20022 . The ET500 , Septembe r 2002 3 . See exh i bit 34 . ONGC News , 25th N ovembe r 2002 5 . ONGC News , 25th N ovembe r 2002


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e)

AG P ramanik Elected Member of European Academy of Science6

ED, Chief, Geo physics Se rvic es, Mr . Anand Go pal Pr ama nik, ONGC has bee n elected as

Membe r to the p r est igiou s E uro pea n Academy of Sciences, Brusse ls, Belgiu m, for his

dist ingui shed servic es t o the Ge osciences co mmunity.

f) ONGC bags three Grreentech Foundation Awards. 7

ONGC has ba gged thr ee G r eentech Ex cellence awa rds for mainta ining the h ighest sta ndards of

saf ety at its insta llat ions and o per ational ar eas.

g) ONGC bags N P M P award in creativity and excellence 8

This was the se cond con secutive year and the th ird year in all, that ONGC has bee n awa rded the

NPMP r ecogni tion for the best financially managed pu blic cor por ation in the pet roleum

indu stry.

h) Four ONGC Scientist Bagged National Mineral Award-2001 9

Four ONGC geoscientists , Dr Anil Bha ndari, DGM (Ge ology ), Mr Nar endr a K umar Ve r ma,

Chief Geologi st, Dr J V S Na r ayana M ur thy, Su ptdg Geo physicist (S) a nd Mr Par tha P r atim

Mitr a, Su ptdg Geo physicist (S) ha ve bagged the Nat ional Miner al Awa rds 2001 for the ir

outsta nding con tri bution in the field of Fund ame nta l/App lied Geosciences.

6 . ONGC News , 26th N ovembe r 2002 7 . ONGC News , 2nd July 2003

8 . ONGC News , 4th J uly 20039 . ONGC News , 24th Decembe r 2002


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1.10 STRATEGIC/BUSINESS ALLIANCES OF ONGC

Oil and Nat ur al Gas C or por ation Ltd. (ONGC) is engaged in E&P a ctivities b oth in Onshor e and

Off shor e. The C or por ation is now venturing out to new a r eas i.e. deepwate r exp lor at ion and

drilling, exp lor ation in fron tier bas ins, margin al field develo pme nt, o pt imizat ion of field

develo pme nt p lan field r ecovery and other allied ar eas of servic e se ctor .

Joint Venture Group

ONGC has r ecogniz ed the need to expa nd its b usiness th roug h p rofi tab le ventur es r elate d to

pet roleum a nd energy sector s by entering into joint ventur es w ith other Indian and for eign

compa nies. ONGC-J oint ventur e grou p (ONGC-JVG) has bee n for med to give impet us t o join t

ventur e activities in ar eas other than E&P.

Excom Group

The EXPLORATION CONTRACT MONITORING (EXCOM) G rou p is the ex clu sive business

f ace of ONGC for join tly o per ated oil & gas exp lor at ion and produc tion ventur es w ithin India. It

is the nod al agency of ONGC for singl e w indo w E&P b usiness co mmunic ation with compa nies

and the gov ernment.


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ONGC Videsh Ltd.

The co mpa ny is ha ving wholly owned su bsidiary i.e. ONGC VI DESH LIMITE D looking af ter

the o per ations ab road. Pr esently it is o per at ing in coll abor ation with B ritish pet roleum of U.K

and state oil of Nor way in off shor e in Vietnam under a pet roleum sha ring con tr act w ith M/s

Pet rovietnam, Vietnam.

During exp lor at ion stage gas has bee n found in two structur es a nd pr esence of gas has bee n

confir med on drilling of app r aisal we lls. C omme rcializat ion and mark et ing study for exp lor at ion

of gas field and the te chnoecono mic ar e in progr ess. ONGC V idesh L imited has s igned an MOU

with M/s E nserch I ndia Inc Texas USA in June, 1995 for for mat ion of a join t ventur e compa ny

of a join t ventur e compa ny in India in the exp lor ation and develo pme nt of Hydroc ar bon

r esourc es t o the ir mutual benefit. ONGC V idesh has a ccepte d an off er from B ritish Gas t o f ar m

out agr eeme nt in nor th pa r t of Gulf of Suezx and signed a f ar m out agr eeme nt w ith B ritish Gas in

June 1995. S imilarly the y have s igned an agr eeme nt w ith other private compa nies of many

coun tries lik e T unisia.


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1.11 RESTRUCTURING OF ONGC

ONGC r ecently has bee n conv er ted in pu blic ltd. compa ny. It has bee n incor por ated as O il and

Nat ur al Gas C or por ation ltd. on 23 J une 1993 und er the C ompa nies A ct 1956. The gov ernment

of India issued an ordin ance on 22 J uly 1993 , so that the b usiness of the commission could be

tak en over by the new compa ny. The L ok Sabha on 23 A ugu st 1993 passe d the O il & Nat ur al

Gas C ommission (tr ansf er of und er taking r epea l) B ill 1993 & the Raj ya Sabha on 27 A ugu st

1993 t o provid e for the t r ansf er and vest ing of the under taking of Oil & Nat ur al Gas C ommission

to and in Oil & Nat ur al Gas C ommission ltd. on 1 Feb. 1994.

The new co mpa ny will be expa nding the capita l base a nd dilu ting Government holding s by

off ering fr esh sha r es t o mutual fund s, emp loyees a nd pu blic. As pe r the st i pulat ions, the m oney

thus r aised would be used to meet its own fund s r equir eme nts. It is expe cted that the conv er sion

to a compa ny would enable ONGC t o func tion mor e e ffici ently, with gr eate r flexi bility in r aising

r esourc es fro m the capita l mark et; s uch func tional flexi bility would be he l ping the co mpa ny to

perfor m bette r to meet its p roduc tion targets.

Change of Functional Structure into CRC (Corporate RejuvenationCampaign) Structure

Fir st ONGC pe rfor med its o per ations und er func tional struc tur e, in which the r e we r e four

grou ps, which ar e as und er :

y Exp lor at ion Business G rou p(EBG)y Drilling Business G rou p(DBG)y Te chnical Business G rou p(TBG)

y Ope r ational Business G rou p(OBG) Now the st ructur e has bee n changed into CRC. The cor por ate r ejuvenation campa ign was

crysta llized during the fir st e ver St r ategy Meet of the Na vr atna B oard in July 2001. A f ter for mal

r ectific at ion by the B oard, it o bta ined the app roval of the gov ernment for r est ructuring the b oard


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and the r eass ignment of the dir ector s por tfolio s. W ith th is the campa ign was launc hed on

Augu st 20 , 2001. Ass ignments of the

k ey executives- Asset Ma nager s, Bas in Manager s, Chief s of Servic es, Hea ds of Inst itutes , Chief s

of Cor por ate func tions & hea ds of Region s- we r e a lloc ated on the next day.

The te r m org anisat ional tr ansfor mat ion proc ess was r ename d as C or por ate Rej uvenat ion

Campa ign (CRC). It divid es ONGC into numerou s assets , Bas ins & Se rvic es, each hea ded by a

senior executive, and wh ich in turn became vir tual cor por ate. The diff er ence whe r e it we nt

beyond McK inney is, it t ook a look at its C or por ate & Re gion al struc tur e a nd r educ e the level of

decision making . ONGC sta nds on 5 p illar s- Assets , Bas ins & Exp lor ation, Servic es, Institutes

and Regional & C or por ate O ffic es. O f these , Assets gener ate r evenue today. Bas ins &

Exp lor ation ar e p otential r evenue gener ator s. The other thr ee a r e cost driver s, without wh ich thefir st tw o would work, as the y had to work k eep ing this st ruc tur e in mind.

It is be ing rolled ou t t otally, but in a phase d manner . Fir st, the y have r est ruc tur ed the b oard.

Instea d of (the p ost of ) Dir ector (Ope r ations), ther e is a Dir ector (Onshor e) a nd a Dir ector

(off shor e). I nstea d if Dir ector (drilling ) and Dir ector (Te chnical), the y no have Dir ector

(te chnical & field servic es). The y have cr eate d and new p ost Dir ector (Cor por ate Se rvic es).

Simultaneously, emp ower ment of the Dir ector s and the Ke y Exe cutives was e nhanced

throug h r evision of the Delegat ion of Power s, with the app roval of the B oard. The cor por ate

r ejuvenat ion campa ign is designed to focu s on r esults, r athe r than activities. The func tions ha ve

bee n r egrou ped, to bring focu s on one-step a ccoun tab ility for r esults a nd con tri bution at ea ch

level. C omme nsur ate a uthorities a r e be ing delegate down the h ier archy. Va riou s roles th us ha ve

bee n defined und er this for the Asset & Bas in manager s, the Ch ief s of k ey ar e lik e drilling,

logging, geo physical etc.


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1.12 SWOT ANALYSIS

1. Strength

y ONGC is the only compa ny in India wh o is involv ed in off shor e construc tion activities r elates

to oil and gas p ro jects for mor e tha n two decades.

y It has rich expe rience over the last 25 year s in its exe cution and possesses ab und ant data

associated with these p ro jects.

y ONGC con tri butes 90% of Indian crud e oil produc tion.

y The org anizat ion possesses h ighly skilled man power at a low cost. y Thee o per at ional cost of ONGC is am ong the lowest in the w orld and its r eserve level is

equivalent to 23 year s of produc tion.

y ONGC can boo st of insta lling 28 p roc essor platfor ms, 132 we ll plat for ms a nd mor e tha n

4,000- k m su bma rine p i pe lines.

y Another ar ea of str ength of ONGC is its comm itme nt and quality of maintenance

manageme nt.

2. W eaknesses

y The p urchase p roc edur e of ONGC does not lead to f eas i ble a nd past p urchase decisions.y It is h ighly r egulate d by the gov ernment the r efor e the func tioning of the org anizat ion, as a

comme rcial org anisat ion is r est ricted or constr aint.

y Beha vior s of the cer tain r eservoir s in Mumba i have not bee n in line w ith the expe ctat ion,

which would enroll investme nt in the futur e.

y Ther e has bee n no major discov ery in the past.

y Ther e is lower r ealizat ion per barr en as compa r ed to internat ional prices.


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3. Opportunities

y The numbe r of sedimentary bas ins in India is abou t 26 , out of wh ich 17 ha ve bee n

discov er ed. Mor eover, produc tion has bee n comme nced in 6 of them. He nce, ther e is

tr emendou s o ppor tunity for gro wth in the futur e.

y Oil exp lor at ion and develo pme nt has bee n o pen to the p rivate se ctor, hence ONGC can

overco me r esourc e crunc h by sett ing u p join t ventur e w ith for eign co mpa nies.

y ONGC has a lr eady o bta ined mark eting rights for tr anspor tat ion fuels, this o pens u p the

o ppor tunity to augment ONGCs p rofi tab ility throug h value addi tion consumer and r eta il

mark et ing.

y ONGC is poised to enter downstr eam r efining in a big wa y. Af ter the m ini r efineries in

Tat i pak a, it has s igned a sha r e purc hase a gr eeme nt to acquir e 37.4% eq uity held by M/S

Aditya B irla G rou p in Mangalor e Re fineries a nd Pet roc hem ical Limited (MRPL). Th is is in

the line w ith the glo bal integr ated business m odel in the e nergy indu stry, to insulate the

financial fro m the volatility inher ent in sector al activities.

y On 31.03.02 , Government o India e nded the A dministe r ed Price Me chanism (APM) on crud e

and pet roleum p roduc ts. ONGC is now e ntitled to Mark et Deter mined (MDP) for crud e as

we ll as value a dded produc ts. ONGC has bee n playing internat ionally benchma rk priced for

good s a nd servic es, now ONGC is e ntitled to internat ionally benchma rk price for its ou tput,

except for natur al gas.

4. Threats

y The unemp loyed Bas ins a r e of acr eage a nd would incr ease ONGCs funding as develo pme nt

cost.

y With the o pening of the oil exp lor ation and develo pme nt sector to the p rivate se ctor, ther e

has bee n an incr ease in the international co mpet itiveness..

y Security of the pe r sonnel and pro per ty is the maj or conc ern t ONGC , as in Oct. 2001 amass ive fir e brok e out in Gu jar at field because of tampe ring of a we ll held by miscr eants

engaged in pilf er age, thr ee m iscr eants pe rished in the fir e and the cost of pro per ty loss

exceed Rs. 5 C ror e. The cost of insur ance has incr ease d, pilf er age losses a r e bee n susta ined

and o per at ion has bee n r est ricted in sensitive ar eas.


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|CHAPTER 2}HUMAN RESOURCE

MANAGEMENT


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2.1 HUMAN RESOURCE MANAGEMENT

Human r esourc es a r e a te r m w ith wh ich some org anizat ions descri be the combinat ion of

tr aditionally administr at ive pe r sonn el func tions w ith pe rfor mance, Emp loyee Re lat ions a nd

r esourc e p lanning . The field dr aws u pon conc epts develo pe d in Industrial/Organizat ional

Psychology . H uman r esourc es ha ve at least tw o r elate d inter pr etat ions depending on con text. The

origin al usage derives from p olitical econo my and econo mics, whe r e it was t r aditionally called

labour, one of four f actor s of produc tion. The m or e co mmon usage w ith in cor por ations and businesses r ef er s t o the individu als w ith in the fir m, and to the p or tion of the fir m's org anizat ion

that deals w ith h iring, firing, tr aining, and other per sonn el issues. Th is ar ticle addr esses b oth

defini tions.

The o bjective of human r esourc es is to max imize the r eturn on investme nt from the

org anizat ion's human capita l and minimize financial risk . It is the r esp onsi bility of human

r esourc e ma nager s t o conduc t these a ctivities in an eff ective, legal, f air, and consiste nt ma nner .

Human r esourc e ma nageme nt se rves these k ey func tions:

1. Selection

2. Tr aining and Develo pme nt

3. Perfor mance E valuation and Manageme nt

4. Promotions

5. Redund ancy

6. Industrial and Emp loyee Re lat ions

7. Record k eep ing of all per sonal data.

8. Compe nsat ion, pension s, bonu ses et c in liaison with Pa yroll

9. Confid ential advic e to internal 'customer s' in r elat ion to pro blems at w ork

10. Car eer develo pme nt


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ONGC con sider s the h uman r esourc e to be its gr eatest asset in its st ride to achieve cor por ate

excellence. The s ucc ess of the compa n7y is due to its 41 ,000 st rongly, highly motivated,

prof ess ionally co mpete nt comm itte d multidisci plinary workforc e comprising of scientist,

technologi sts , engin eer s a nd other su ppor t pe r sonn el. Se ver al initiatives a nd meas ur es ha ve bee n

tak en to ensur e that h uman r esourc es is ma naged and develo ped offic e lively.

ONGC b y its e ffor t in the a r ea of human r esourc es p lanning and r edeployment of its ex ist ing

man power on the zero base d studies, has a chieved a 2.23% r educ tion in man power over the

pr eviou s financial year .

ONGC is r e-e ngin eering its HR s ystem a nd pr actices t o meet internat ional standard and

scientific ally evaluate the e ff ectiveness of the HR s ystem. HR pa r amete r s we r e incor por ated in

MOU s igned with the M inistry of Pet roleum a nd Nat ur al Gas , Government of India. In 1998-99

ONGC a chieved Ex cellent r ating in HR.

Integr ated System for Human Resourc e Automate d Ma nageme nt Infor mat ion for Ka izen

(SHRAMIK) base d on SAP R / 3 was launc hed in ONGC w ith a view t o harness I nfor mat ion

Te chnology for enhancing the e ff ectiveness of HR s ystem a nd move towards introduc tion of

world class s ystem, proc ess a nd pr actices b y impleme nting app ro priate be nch ma rk .

SHRAMIK is a n attempt t o addr ess k ey issues of HRM , SAP R / 3 as a n Enter prise Res ourc e

Planning (ERP) s of twa r e system wh ich w ill enable compr ehe nsive proc ess Re-e ngin eering and

Re-m odeling of HR func tion and bench ma rking with the indu stries best p r actices.


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2.2 MAJOR FUNCTIONS OF HRG

Assessme nt of man power r equir eme nt in variou s p ro jects a nd disci plines at variou s levels.

This is don e on the bas is of deta iled zero-base st udies a nd HRG's r ecomme ndat ions ar e

su bm itte d to the ma nageme nt for app rov al. Th us for deciding the r ecruitme nt HRG p lays a

nod al role.

Evaluat ion of man power nor ms a nd pr actices in diff er ent a r eas. Studying and r ecomme nding the needs of internal r edeployment of man power with the view

to enhance p roduc tive utiliz at ion of man power .

Providing primary data in puts for success ion planning of cor por ate level executives.

Mainta ining co mputerized man power databases , Work centr e-w ise, disci pline-w ise a nd

level-wise et c along with deta ils lik e numbe r of women and SC/ST emp loyees.

Compiling and dissem inat ion of 'Perfor mance G rowth pa r amete r s' in the a r ea of Huma n

Resourc e Ma nageme nt -a n annual r epor t from HRG is a n esse ntial in put for providing annu al

r epor t.

Acting as a nod al agency for co mputerization of per sonnel func tions in the e ntir e cor por ation

also co-ordin ates the t r aining of per sonn el on computer in this r egard with IM D.

Acting as a nod al agency for administe ring the pe rfor mance incentive scheme. Its a nnual r evision and making ame ndments/p roviding clarific at ions fro m t ime t o time t o

r egion /pro jects.

Coordin at ing cor por ate change p rogr ams , lik e r evision of perfor mance app r aisal system in

the cor por ation and cor por ate r estructuring /tr ansfor mat ions.

For mulat ion and modific at ion of Volun tary Ret ir eme nt S cheme. Providing periodic in puts for org anizing tr aining s by IM D and RTI's for P & pe r sonnel. Carrying out system st udies / o pt imizing studies, whe never ass igned by manageme nt or at

HRG's own initiat ion.

Involv e in cor por ate G rievance Ha ndling Committee for r edr essa l of emp loyee's grievances. Pu blicat ion of HRM , quar terly cor por ate journ al on HRM. Carrying out miscellaneous jo bs in the a r ea of HRM ( lik e providing summe r tr aining to

students of variou s fields). Rep lying to man power r elate d quest ionn air es from exte rnal


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agencies a nd Govt. a nd providing infor mat ion to in-house a gencies as a nd whe n r equir ed and

taking u p ass ign ments as pe r dir ectives from Dir ector (p) CM D from t ime t o time.

2.3 HUMAN RESOURCE DEVELOPMENT

In ter ms of r ecrui tme nt and selection it is impor tant to consider carrying out a th oroug h jo b

analysis to deter mine the level of skill s/te chnical abilities, co mpete ncies, flexi bility of the

emp loyee r equir ed etc. At th is poin t it is impor tant to consider both the internal and exte rnal f actor s that can have an eff ect on the r ecruitme nt of emp loyees. The exte rnal f actor s ar e those

out-w ith the p ower s of the org anizat ion and includ e issues s uch as curr ent and futur e t r ends of

the labor mark et e. g. skills, education level, gov ernment investme nt into indu stries et c. On the

other hand internal influ ences a r e eas ier to con trol, pr edict and moni tor, for examp le

manageme nt st yles or even the org anizational cultur e.In order to kno w the b usiness e nviron ment

in wh ich any org anizat ion o per ates , thr ee maj or tr ends sh ould be consider ed:

y Demogr aph ics the char acterist ics of a p o pulat ion/workforc e, for examp le, age, gender or social

class. Th is t y pe of tr end may have a n eff ect in r elation to pension off ering s, insur ance pa ck ages

etc.

y Diver sity the variat ion with in the p o pulat ion/work place. Cha nges in society now mea n that a

larger pro por tion of org anizat ions ar e ma de u p of "bab y-boo mer s" or older emp loyees in

comparison to thir ty year s ago . Tr aditional advoc ates of "work place diver sity" s imply advoc ate

an emp loyee base that is a m irror r eflection of the ma k e-u p of soci ety insof ar as r ace, gender,

sexual orientat ion, etc.

y Skill s a nd qualific at ions as indu stries m ove from ma nual to mor e ma nagerial prof ess ions s o does

the need for mor e highly skilled gr aduates. I f the ma rk et is "t ight" ( i.e. not enoug h sta ff for the

jo bs) , emp loyer s w ill have to compete for emp loyees b y

y


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y Geogr aph ical spr ead how f ar is the j o b fro m the individu al? The distance to tr avel to work

should be in line w ith the pa y off er ed by the org anizat ion and the t r anspor tat ion and

infr ast ructur e of the a r ea w ill also be a n influ encing f actor in deciding who will app ly for a post.

y Occu pat ional struc tur e the nor ms a nd values of the diff er ent car eer s w ith in an org anizat ion.

Mah oney 1989 develo ped 3 diff er ent t y pes of occu pat ional structur e name ly cr af t ( loyalty to the

prof ess ion), org anizat ion car eer (promotion throug h the fir m) a nd unstruc tur ed (lower /unskill ed

work er s wh o work whe n needed).

y Gener at ional diff er ence diff er ent age categories of emp loyees ha ve cer tain char acterist ics, for

examp le the ir beha viour and the ir expe ctat ions of the org anizat ion.

While r ecruitme nt meth ods ar e w ide a nd varied, it is impor tant that the j o b is descri bed corr ectly

and that a ny per sonal specific at ions ar e state d. Jo b r ecrui tme nt meth ods can be th roug h jo b

centr es, emp loyment agencies/con sultants, headhunting, and local/nat ional newspape r s. It is

impor tant that the corr ect media is chosen to ensur e an app ro priate r esponse t o the a dver tised

post.H uman Res ourc es H uman Res ourc es Develo pme nt is the st ruc tur e that a llo ws for individu al

develo pme nt, potentially sat isfying the org anizat ions goals. The develo pme nt of the individu al

will benefit both the individu al and the org anization. The H uman Resourc es Develo pme nt

fr amew ork views emp loyees, as a n asset t o the e nter prise wh ose value w ill be e nhanced by

develo pme nt, Its p rimary focu s is on gro wth a nd emp loyee develo pme nt. The pe o ple w ith in an org anizat ion ar e its human r esourc e. H uman Resourc es Develo pme nt fro m a b usiness

per spective is not entir ely focu sed on the individu als gro wth a nd develo pme nt, develo pme nt

occur s to enhance the org anizat ion 's value, not solely for individu al improv eme nt. Individu al

education and develo pme nt is a t ool and a mea ns t o an end, not the e nd goal itse lf . (E lwood F.

Holton II, James W. T rott J r ).


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2.4 OBJECTIVES OF HR D

The o bje ctives of Human Resourc e Develo pme nt a r e as follo ws:-

y To pr epa r e emp loyees t o tak e u p challenges in aspe ct of u pst r eam se ctor .y To contri bute in improveme nt of managerial eff ectiveness a nd leader shi p develo pme nt.y To carry out ma nageme nt develo pme nt st udies, to hel p in u pgr ading systems a nd proc edur es.y To cater the spe cial needs in r egard to managing and tr ansf er and develo pme nt of

technologi es for ensuring an org anizat ional cultur e, r esponsive to the e nviron ment.

y The se lection and tr aining of the pe r sonn el, man power for ecast ing, success ion planning and

car eer develo pme nt needs to be car efully studied.

2.5 ONGC HR VISION , MISSON & OBJECTIVES

HR VISSION

T o atta in org anizat ional excellence b y develo ping and inspiring the t rue potential of compa nys

human capita l and providing o ppor tunities for growth , well being and enric hme nt.

HR MISSION

T o cr eate a value and kno wledge base d org anizat ion by inculc ating a cultur e of learning,

innov at ion and team w orking and aligning business p riori ties w ith asp ir at ion of emp loyees

leading to a develo pme nt of an emp ower ed, r esponsive and compete nt human capita l.


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HR OBJECTIVES

y

To develo p a nd susta in cor e values.y To develo p b usiness leader s for tomorro w.y To provid e jo b con tentme nt th roug h emp ower ment , accoun tab ility and r esponsi bility.y To build and u pgr ade co mpete ncies th roug h vir tual learning o ppor tunities for gro wth a nd

providing challenges in the jo b.

y To foste r a climate of cr eat ivity , innov at ion and enthusiasm.y To enhance the q uality of lif e of emp loyees a nd the ir f am ily.y

To inculc ate h igher under sta nding of Servic e to a gr eater cause.


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|CHAPTER 3} WELFARE SCHEMES

IN ONGC


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3.1 HOUSING FACILITIES

A) COLONY ACCOMO DATION:

In ord er to have unifor m s ystem in ONGC , the exe cutive co mmittee in its 161 st meet ing held on 27.11.1997 at New Delhi app roved the meth odology as giv en below for dete r mining theseniori ty for allo tme nt of variou s ty pes of r esidential/ colony acco mmod ations.

D TY P E:

y The exe cutives sha ll be p laced in ord er of seniori ty as pe r eff ective date of promotion to the p ost of DGM (E-6).

y In case , ther e is mor e tha n one exe cutive ha ving the same e ff ective date of pro motion, the y sha ll be p laced in ord er of seniori ty with r espe ct to the ir date of joining in ONGC.

y In case , the e ff ective date of pro motion and date of joining in ONGC a r e the same in r espe ct of mor e tha n one exe cutive the n the se niori ty of executives sha ll be decided as

pe r the ir date of joining in that PLACE.y In case a ny executive has dir ectly join ed the p ost of DGM or the h igher post, his se niori ty

sha ll be consider ed from the date of joining of that p ost.

C TY P E:

y The exe cutives sha ll be p laced in ord er of seniori ty as pe r eff ective date of promotion to the p ost of E-3.

y In case , ther e is mor e tha n one exe cutive ha ving the same e ff ective date of promotion, the y sha ll be p laced in ord er of seniori ty with r espe ct of the ir date of joining in ONGC.

y In case , the e ff ective date of pro motion and date of joining in ONGC a r e the same in r espe ct of mor e tha n one exe cutive the n the se niori ty of executives sha ll be decided as

pe r the ir date of joining in that P lace.y In case, any exe cutive has dir ectly join ed the p ost of E-3 or higher u pto E-5 , his se niori ty

sha ll be consider ed from the date of joining of that p ost.

B TY P E:

y Since exe cutives (E-0 t o E-2) a nd the emp loyees of the unioni sed category ar e entitled for B t y pe a cco mmodat ion, the se niori ty sha ll be dete r mined on the bas is of atta ining the pa y of Rs.7000/- (p r e-r evised) or eff ective date of promotion to E-0 , whichever is ea rlier .


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y In case , ther e is m or e tha n one emp loyee ha ving the same e ff ective date of promotion to E-0 or atta inment of bas ic of Rs.7000/- the y sha ll be p laced in ord er of seniori ty withr espe ct to the ir date of joining in ONGC.

y In case , the e ff ective date of pro motion or atta inment of bas ic pay of Rs.7000/- a nd dateof joining in ONGC a r e the same in r espe ct of mor e tha n one emp loyee the n the ir

seniori ty sha ll be decided as pe r the ir date of joining in that p lace.y In case a ny emp loyee has j oin ed dir ectly the p ost (E-0) or the h igher post (E-2) , his

seniori ty sha ll be con sider ed from the date of joining of that p ost.

ALLOTMENT P ROCEDURE

Every emp loyee wh o desir es t o have an allotme nt, sha ll app ly to the Estate O ffic er in the pr escri bed for mat s o as to r each the Estate O ffic er not late r than 30th J une of the year .The se niori ty list for the p ur pose of allotme nt of house w ill be dr awn on 1st J uly of the year

RESERVATION IN ALLOTMENT OF ACCOMMODATION TO SC/STEM P LOYEES:

Ty pe of Acco mmodat ion% a geRat io SC/STA ty pe 10% 2:1B ty pe 10% 2:1C ty pe 5% 2:1D ty pe 5% 2:1

y No backlog is to be carried for ward to next a llo tme nt year .y In case, in a pa r ticul ar allo tme nt year, the number of app licants be longing to SC category is less or nil, the r ese rved quo ta of SC category may be t r ansf err ed to ST app licants a nd

vis-- vis. I f ther e a r e no app licants e ither from SC or ST category, fr esh app licat ions a r eto be invited from SC/ST emp loyees.

y Rese rvat ion is t o be base d on actual accepta nce of allotme nt off er and actual occu pat ion ther eon and not on the bas is of allotme nt ord er both for gener al as we ll as r ese rved cate gories.

B) LEASING SCHEME:

ONGC ta k es houses on lease for its emp loyees

COM P ANY LEASE SCHEME

1. Th is scheme sha ll cover all work centr es of the O il and Nat ur al Gas C or por ation Ltd.,


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a) 30% over exist ing r ent. b) Re nta l value of the h ouse as on the e ff ective date of r evision.c) Re nt entitleme nt of the a llo tte d offic er as on the date of eff ective r evision.

LEASE AGREEMENT:

The owner of a house to be ta k en on lease sha ll have to enter an agr eeme nt w ith the C ompa ny on the p r escri bed agr eeme nt for m. The a gr eeme nt sha ll be ma de on non-judici al stamp pape r of r equisite value at h ouse owner s cost. I nitially it sha ll be valid for a pe riod of 11 m onths , af ter which the a gr eeme nt ma y be exte nded by mutual con sent.

REIMBURSEMENT OF MAINTENANCE CHARGES TO THE OCCU P ANT OFLEASED ACCOMMODATION

MAINTENANCE AND RE P AIRS:Ordin arily, maintenance and r epa ir s including white wash ing etc. of the h ouse sha ll be the

liability of the owner . However, if the owner given his consent or f ails or neglects t o carry ou tthe necessa ry work, an amoun t not exceeding one months r ent pe r lease year may be a d justed from the r ent bill towards such w ork, carried out by the a llotte d offic er . A clause t o this e ff ectsha ll be includ ed in the A gr eeme nt w ith the landlord .

NOTE: Lease year sha ll be ta k en as the 11 m onths lease pe riod .

REIMBURSEMENT :

Executives wh o ar e r esiding in the lease d acco mmodat ion and incurring expe nditur e from t imeto time on minor r epa ir s a nd maintenance a r e r eimbur sed the ma intenance charges eq uivalent to two month e ntitled lease r ent or the a ctual lease r ent t o be pa id to landlord wh ichever is less a f ter complet ion of one year stay in lease d acco mmodation.i) The pe riod of one year stay sha ll be ta k en into accoun t w.e. f . the a ctual date of taking over lease d acco mmodat ion.ii) The r eimbur seme nt of maintenance charges w ill be ma de on the bas is of self -cer tific atesu ppor ted along with deta ils of expe nditur e incurr ed during the year su bje ct to the follo wing:-Reimbur seme nt w ill be a dmissi ble only whe r e ma intenance is not done b y ONGC or any other agency or the lessor and his agent.

b) The expe nditur e is incurr ed on minor r epa ir and maintenance only excluding wh ite wash ing and painting.c) A ny expe nses incurr ed on major ty pe of jo bs a nd limited to one m onths r ent e ntitleme nt sha ll not be a llowed for r eimbur seme nt.d) I f the h ouse is occu pied for less tha n a year pror ata r eimbur seme nt w ill be a llo wed.e) The condi tions of pror ata r eimbur seme nt sha ll app ly to the cases of r esignat ion, Volun tary r et ir eme nt, su per annuat ion, tr ansf er etc. The pe riod of sta y for 15 days or mor e in a month sha ll

be coun ted as one full month for the p ur pose of calcul at ion and period of stay less tha n 15 daysin a month w ill be ignor ed.f ) The claim of r eimbur seme nt in the p r escri bed for mat w ill be e nter tained once in a year i.e.a f ter complet ion of one year . The claim sha ll not be carried over to the next year .


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C) BACHELOR ACCOMMO DATION SCHEME

APP LICABILITY:

This S cheme sha ll app ly to emp loyees of the compa ny on the ir tr ansf er /posting fro m one w ork centr e to an other as a lso to fr esh app oin tees , until such t ime the y arr ange f am ily acco mmodat ion at the new p lace of posting und er any of the compa ny scheme on acco mmodat ion.

NOTE: The f acility will not be a vailab le if an emp loyee is posted at a p lace, which is h is/he r declar ed home t own.

ENTITLEMENT:

The f acilities t o be ma de a vailable w ill be as und er :The emp loyees in the pa y scale of Rs.7000/- a nd above w ill be e ntitled to one cot, one chair, onesma ll tab le a nd a cu pboard whe r e cu pboards/wa rdro bes a r e not built in.

RECOVERY:

The emp loyees p rovid ed with Ba chelor Acco mmodation will be charged a nominal r ent of 3% of bas ic pay su bject to max imum of Rs.25/-p.m. Ge ner ally no Electricity charges for nor mal consumpt ion ar e r ecover ed fro m the occu pa nts of Bachelor Acco mmod ation. Howe ver in caseswhe r e the occu pants use hea vy electricity app liances sha ll pay actual electricity con sumpt ion charges. I n such cases sepa r ate e nergy mete r sha ll be p rovid ed by such occu pa nt for whichinsta llat ion charges of energy mete r sha ll be born e b y such occu pant.

HOUSE RENT ALLO W ANCE:

Considering non-availability of f am ily acco mmodation at the p lace of posting, the emp loyees proc eeding on tr ansf er /posting from one w ork centr e to another will be e ligi ble for dr awa l of house r ent allo wa nce for the f amily lef t beh ind as pe r the compa nys HRA R ules wh ich w ill ber egulate d as under :a) at the r ate app licable to the w ork centr e if the compa ny has a n offic e/estab lishme nt the r e.

b) Upt o the r ate app licable t o the emp loyee at the new p lace of post ing, if the f amily r esides at athird place i.e. neithe r the p lace of posting nor the w ork centr e, whe r e the compa ny has a n offic e/estab lishme nt.


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d) Cases involving expe nditur e be yond seven months curr ent monthly emolu mentsof the emp loyee conc erned would con tinue to be r ef err ed to Hea dquar ter s for app rov al of the Dir ector conc erned.

e) However, medical expe nditur e incurr ed by the Emp loyees t owards indoor tr eatme nt in a r ecogniz ed hospita l sha ll not be ta k en into accoun t wh ile

calcul at ing and limiting the financial power s of the Re gion al Dir ector s.f ) The r est rictions for thr ee m onths , six months a nd seven months em olu ments of the I ndividu al will comprise of the follo wing ingr edients:

i) Pa y, ii) Dearness A llowance

iii) Interim r elief / ad-hoc if any iv) C ity Compe nsat ory Allowa nce / DSCAv) F ield Estab lishme nt A llo wance

TRAVELING ALLO W ANCE:

i) The emp loyees of the C ompa ny and the ir f am ilies sha ll be e ntitled to tr aveling allowance atthe r ate a nd condi tions spe cifi ed below, for journ eys und er tak en by them t o o bta in app ro priatemedical atte ndance a nd tr eatme nt for which the y ar e entitled und er the rules a nd ord er s issued by the C ompa ny;

Journey by rail:

(i) For the employees : Fa r e of the e ntitled class or of the lower class b y wh ich the y actually tr avel plus daily allowa nce at ordin ary r ate for the journ ey period sha ll be a dmissi ble as p rovid ed in TA rules b ut no daily allo wance sha ll be a dmissi ble during the pe riod of ha lt.(ii) For the members of their families : Fa r e of the class b y wh ich the emp loyee is e ntitled to tr avel on tour under these r egulat ions or the lower class b y wh ich the y actually tr avel.

Journey by road:

(i) For the employees : For the road por tion of the journ ey or for journ eys betwee n stat ionsconn ected by road only actual f ar e pa id for the j ourn ey by Bus or other Pu blic conv eyance or road mileage as on tour admissi ble und er these r egulat ions wh ichever is less.(ii) For the members of their families : Actual f ar e pa id for the journ ey by Bus or other Pu blic conv eyance or road mileage at the r ates a dmissi ble to the emp loyee on tour under theser egulat ions, wh ichever is less , but no daily allowance w ould be a dmissi ble to the membe r s of thef am ily for the pe riod of journ ey/ha lt.

c) Journey by Air:

Tr aveling Allowance b y air is not admissi ble for the j ourn eys und er tak en to r eceive me dical atte ndance and tr eatme nt authorised und er the rules, However, the C ompa ny may con sider r efund of air f ar e pa id in individu al cases on merits p rovid ed the y ar e sat isfied that a ir tr avel wasabsolu tely esse ntial and that t r avel by any other mea ns, i.e. , r ail or road etc., would have


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defini te ly endanger ed the lif e of the pat ient or involv ed risk of seriou s aggr avat ion of his/he r condi tion. In any case , an emp loyee or a membe r of his f amily tr aveling by air for the p ur pose athis/he r discr et ion is entitled to claim t r aveling allowance.

The offic er s e ntitled to tr avel by air or by 1st class ACC (T r ain) on tour, or /the ir f am ily membe r swho ar e r ef err ed by the compete nt Me dical Authori ty, for medical Consultat ion/tr eatme nt to outstat ion, can tr avel by the ir entitled class of tr avel.

Journey by other means of conveyance: If the pat ient tr avels by mea ns of conv eyance other than specified in these r egulat ions or by his/he r private conv eyance, tr aveling allo wa nce sha ll beadmissi ble to the exte nt other wise a dmissi ble und er this su b-r egulat ion.

Conveyance charges : Whe n the journ eys ar e und er tak en within the same C ity-M unici pa l or Cor por ation Ar ea, Military Stat ion and Ca ntonment B oard ar ea et c., - and the distance t r aveled ismor e tha n 8 Kms. ea ch wa y, the emp loyees a nd membe r s of the ir f amilies w ill be e ntitled to

conv eyance a llowance only at the follo wing r ates p rovid ed it is cer tified by the A uthori sed Medical Atte ndant in writing that it was necessa ry for the emp loyee or membe r s of his/he r f am ily to tr avel by a conv eyance :

(i) For the employee : Actual conv eyance charges limited to mileage a llowance at t our r ates(w ithout daily allo wa nce); a nd (ii) For the members of their families : Actual conv eyance charges limited to half mileageallo wance at t our r ates (w ithout daily allowance) a dmissi ble t o emp loyees themse lves.

Note: The conc ess ion in par agr aph (e) ab ove w ill not be a dmissi ble to C.H.S. be neficiaries whe n the y r ef err ed to Spe cialists/H ospita ls for medical atte ndance and tr eatme nt.

TA FOR ATTENDANT/ESCORT:

An atte ndant/es cor t w ill be e ntitled to tr aveling allowance both wa y at the r ates a dmissi ble t o amembe r of the f amily of the emp loyee conc erned provid ed it is cer tified in writing by the AMAthat it is unsaf e for the pat ient to tr avel unatte nded and that a n atte ndant/es cor t is necessa ry to acco mpa ny him/he r for the p lace of tr eatme nt. S imilarly tr aveling allowance w ill also admissi bleif it becomes necessa ry for an atte ndant/es cor t to tr avel again to f etch the pat ient on produc tion of the necessa ry cer tific ate. Tw o escor ts a r e not pe r missi ble in gener al. In except ional cases p rior

per mission of compete nt a uthority is necessa ry

TRAVELING ALLO W ANCES TO THE MEMBERS OF THE FAMILY OF ANEM P LOYEE W HO DIES W HILE IN SERVICE:

(a) In case a n emp loyee dies wh ile in servic e of the C ompa ny, the membe r s of his f amily sha ll be pa id tr aveling allowance as on tr ansf er to proceed to the ir Home-t own or the

place whe r e the y want to sett le, su bje ct to the am oun t be ing limited to an amoun tadmissi ble for home-t own. The am oun t ma y be w ork ed out base d on the e ntitleme nt of the decease d emp loyee a nd paid to the w idow/w idower or any other membe r of the


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f amily, who is maj or and of sound mind. The decision of the sa nctioning authority as t o whom pa yment ma y be ma de sha ll be final.

(b) In case a n emp loyee dies at w ork place and the b ody is to be cr emate d at the stat ion of death , the e ntir e expe nses for burial etc. ar e to be b orne by the C ompa ny. H is f amily membe r s wh o wish t o atte nd the funer al/cr emat ion from a ny third stat ion ar e a lso paid

TA.(c) In case a n emp loyee dies at w ork place / H ospital and his f amily membe r wishes t o cr emate h is body at a p lace other than work stat ion, his body is to be t r anspor ted to that

place at the cost of Compa ny.(d) No ad justme nt bill for the am oun t pa id sha ll be insisted and the am oun t charged to the

final head of accoun t a f ter o bta ining an und er taking from the pa yee that the j ourn ey will be pe rfor med in the class of acco mmodation for which the f ar e has bee n claimed.

The ab ove f acility is, however, not admissi ble to the depe ndent f amily membe r s of theEmp loyee.

TREATMENT OUTSIDE INDIA:(i) Ha ving r egard to the improv ed medical f acili ties a vailable in India, the ma nagerial per sonn el should o bta in specialised tr eatme nt ab road only in except ional and deserving cases. A ll

pro posals for r eimbur seme nt on special medical tr eatme nt ab road must invariably beacco mpa nied by an esse ntiality cer tific ate issued and signed by Dir ector Gener al of Hea lthServic es of the conc erned State G overnment./ U nion Te rritory ;(ii) The ceiling on r eimbur seme nt of medical expe nses on specialised medical tr eatme nt ab road (inclu sive of air f ar e, boarding /lodging for the pat ient and the atte ndant, whe r e the DGHSconsider s it necessa ry that the atte ndant sh ould acco mpa ny the pat ient) is Rs.9.00 lak hs only .(iii) The p ro posal for incr ease in the r emuner at ion by wa y of r eimbur seme nt of medical expe nseson specialised tr eatme nt ab road is con sider ed in r espe ct of the ma nagerial per sonn el himse lf /her self and not h is/he r f am ily membe r s or dependents;(iv) It sh ould be noted that a ny claim for an am oun t in excess of Rs.9.00 lak hs w ould not beenter tained by the Ce ntr al Government.(v) The app licat ion und er section 310 of the C ompa nies A ct, 1956 , in this r egard, should be

pr ef err ed with in the curr ency of the te nur e of the ma nagerial per sonn el conc erned.(vi) Emp loyees a r e pe r mitte d to o bta in medical tr eatme nt outside India for himse lf or for amembe r of his f amily for any tr eatme nt spe cifi ed below:-(1) Ca rdio Vas cular Surg ery;(2) K idney tr ansplant;(3) Othe r org an tr ansplants;(4) J oint r eplaceme nts a nd surg ery;(5) B one ma rro w tr ansplant;(6) Ce r tain ty pes of medical and oncologic al disord er s such as Le uk em ia and neo plast ic condi tions;(7) M icro vascular surg ery and Neuron surg ery;(8) T r eatme nt w ith Lase r wh ich o bviates the need of o pen surg ery;(9) T r eatme nt w ith A rgon, K ry pton and Ya g Lase r in Ophtha lmic cases;(10) Ext r a cor por eal stone disintegr at ion by Ultr asonic shock waves.


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(vii) CHECK-LIST FOR TREATMENT OUTSIDE INDIA:Since the cases of tr eatme nt outside India involv e lot of back -u p data of the pat ient, thefollo wing check s sh ould be exe rcised wh ile exam ining and r eco mme nding the cases of theemp loyees a nd the ir dependent f am ily membe r s for tr eatme nt in a coun try other than India:-(1) Whethe r it is a case of emp loyee h imse lf or it is for the dependent f am ily membe r s;

(2) P ost h istory of the case;(3) S ince whe n dete cted;(4) Me dical expe nditur e a lr eady incurr ed;(5) Whethe r thoroug h me dical exam inat ion was don e at the t ime of entry to the C ompa ny in caseit is for emp loyee h imse lf ;(6) Whethe r the emp loyee conc erned has bee n periodic ally medically exam ined. I f so, whethe r the a ilment was detected or not. I f yes, what t r eatme nt/coun selling was given;(7) Whethe r the a ilment could be att ri buted due to any neglig ence inspite of affording tr eatme nt;(8) A ge of the pat ient;(9) Whethe r outs ide t r eatme nt be ing afford ed is in the inter est of the C ompa ny or in the inter estof pat ient or for the sa k e of humanity;

(10) Whethe r with r apid advanceme nt of medic-science the t r eatme nt is pr escri bed with in thecoun try. The ab ove check -list has bee n evolv ed only to f acili tate the internal exam inat ion of thecases b ut BPEs guid elines issued on the s u bje ct from t ime t o time a r e t o be follo wed. In case of any con tr adiction, it ma y be dealt in accord ance w ith the BPE guid elines only .

(viii) HEALTH INSURANCE COVER:(i) The O ffic er s p roc eeding abroad may tak e out hea lth insur ance cover on the ir arriv al

abroad;(ii) Pr emium/f ee pa id in this r egard is r eimbur sab le t o the individu al;(iii) Any special case involving major sickn ess going beyond insur ance cover, may be

consider ed on merits, on the r ecomme ndat ions of app ro priate a uthority including Indian Embass y / H igh Commission / Consulate conc erned.

(ix) IM P ORTED MEDICINES & REIMBURSEMENT THEREOF:Reimbur seme nt of impor ted medicin es, esse ntially r equir ed for lif e sa ving and other pur poseswhe r e cash mem o/cash r ecei pts ar e not issued by the chem ists , has t o be ma de as be low in r elaxat ion of CSMA R ules:

(i) A cer tific ate from the emp loyee that the p urchase of medicin e was t ried fro m theChem ist p ossess ing Imp or t License of the r elevant Act., but either medicin e was notavailable or the cash-mem o is not be ing issued.

(ii) The p r escri pt ion of such me dicin e should be fro m spe cialist/a uthorised Medical atte ndant in the r espe ctive spe cialty in Hospita l/Inst itute/spe cialist in ONGCHospita l/Dispe nsaries in dir ect need only .

(iii) The dosage and the st i pulated period of administr ation of the me dicin e is a lso to beclearly cer tified by the AMA (Spe cialist).


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(iv) The claim sh ould invariably be s u ppor ted by a cer tific ate fro m the AMA (Spe cialists)that the use of impor ted medicin e is unavoid able for saving the lif e of the pat ient and that no su bst itute ha ving equal the r apeutical value a r e a vailable in the coun try.

(iv) The M.O. I n charge at the Hq r s./ Re gion al Offic e has t o cer tify the r esponsi bility of the cost of drug / me dicin e a f ter confir ming it from the a vailable sourc es in the centr e.

(v)

The s u bseq uent pr escri pt ion of the me dicin e a nd its p urchase w ill be ma de only af ter cer tifying the improv eme nt in the condi tion of the pat ient from the p r eviou s dosagesand fur ther use of sti pulated quantity is abs olu te ly necessa ry for the r ecovery/lif esaving of the pat ient.

(vi) All such cases a r e to be ma inta ined/enter ed in the ledger sepa r ate ly for special sanction of compete nt a uthority.

(vii) The emp loyee sh ould also produc e empt y phial, car tons et c. to the AMA (Spe cialist)who should dest roy them a nd r ecord a cer tific ate t o this e ff ect,on the claim pape r s.

ISSUE OF MEDICINES:

i) Me dical Offic er s of ONGC a r e authori sed to issue me dicin es p r escri bed by Authori sed Medical Atte ndants of ONGC a nd Government whe never any pat ient is r ef err ed for outsidetr eatme nt;ii) Emp loyees a r e issued medicin es for a pe riod which w ill be decided by the ONGC A uthori sed Medical Offic er ; as he is the best j udg e in pr escri bing the me dicin e and dur ation;iii) N o medicin es w ill be issued against the p r escri pt ion of Private Me dical Pr actitioner s.

MEDICAL ADVANCE:In case of eme rgency, In charges of Medical br anches ha ve bee n authori sed to sanction medical advance of Rs.4 ,000/- in each case. H owever, such advance sha ll be deposited dir ectly with the

hospita l on the bas is of the r ecomme ndat ions of the conc erned doc tor of the h ospita l. The Hea d of Regions/Inst itutes/B usiness G rou ps a nd the GGM (A dmn.) at HQ sha ll sanction such advance.

AVAILING MEDICAL FACILITIES BY A NON-BENEFICIARY:In case of a non-be neficiary impe r sonating, as a be neficiary whe never noticed, should be broug htto the notice of Vigil ance B r anch dir ectly the Me dical Offic er conc erned sugg est ing disci plinary action against the emp loyee conc erned. The me dic al f acilities t o such emp loyees sh ould also be

per manently sto ppe d if the y ar e found guil ty.

P ERIODICAL MEDICAL EXAMINATION OF EM P LOYEES:Guidelines on PME a r e:

y Fr equency of PME u pto 45 year s of age sh ould be onc e in 5 year s, betwee n 45-51 , oncein 3 year s, betwee n 51-55 onc e in 2 year s and above 55 year s of age onc e in every year ;

y Each w orkc entr e is r equir ed to mak e age w ise grou ping of emp loyees a nd pr epa r e datesfor PME as pe r the ab ove fr equency cycl es (I);

y Emp loyees appea ring for PME t o be t r eate d on duty;y All PME data be given for IBM PC for progr amm ing and mainta ining the r ecord s in IBM

compat i ble PC in the r espe ctive w orkc entr e;


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3.3 LOANS AN D ADVANCES

The follo wing ty pes of loans a nd advances a r e ma de available by the C ompa ny for itsemp loyees:

A) HOUSE BUIL DING A DVANCE:

a) First HBA : 75 m onths Bas ic Pay + D.A. OR app roved est imate d cost of con struction including cost of land OR Rs.7.5 lak hs wh ichever is least.

b) Second HBA : App rov ed est imate d cost for exte nsion OR Rs.3 lak hs wh ichever is less.

Note : The fir st HBA a nd second HBA t ogethe r should not exceed 75 m onths bas ic pay+ D.A.OR Rs. 7.5 lak hs wh ichever is less

ELIGIBILITY FOR HBA

House B uilding Advance ma y be gr anted to the Emp loyees of the C ompa ny, who have put in aminimum of 7 year s con tinuou s se rvic e or have completed 10(te n) year s t otal servic e including servic e r ender ed in Government/P u blic Sector Under taking and have co mpleted pro bat ion period sat isf actorily .

Provid ed that the ab ove st i pulat ion sha ll not be app licable in r espe ct of suchemp loyees of Government/P u blic Sector Under taking /Stat utory Cor por ations/ Q uasi-

Government Bodies, who in con tinuat ion of the ir deputat ion/lien servic e in the compa ny ar eabsor bed in the se rvic es of the co mpa ny or joined the compa ny afr esh from s uch org anizat ion af ter app lying throug h p ro per channel and agr eed by ONGC for r epa yment of the ba lanceamoun t of House B uilding Advance dr awn from the ir par ent org anizat ion/depa r tme nt and inter est a ccru ed ther eon.

The pe riod of tr aining in r espe ct of all those emp loyees wh o ar e abs or bed in the C ompa nys r egular servic e imme diate ly af ter success ful tr aining will be coun ted for the

pur pose of eligi bility of the a dvance p rovid ed ther e is no br eak in tr aining / se rvic e.In r espe ct of ad-hoc emp loyees wh o have bee n appoin ted in

the C ompa nys r egular servic e, the ir period of ad-hoc emp loy ment w ill be coun ted for the pur pose of eligi bility for the a dvance p rovid ed the r e is no br eak in the ir ad-hoc appoin tme nt a nd

the ir r egular app ointme nt is in con tinuat ion of the ir ad-hoc appointme nt w ithou t any br eak .In case b oth husba nd and wif e ar e emp loyed in the C ompa ny, and ar e other wise e ligi ble for the gr ant of advance, only one of them sha ll beeligi ble for the gr ant of advance, at the ir o pt ion.

House B uilding Advance ma y be gr anted to the Emp loyees of the C ompa ny, who have put in a minimum of 7 year s con tinuou s se rvic e or have co mpleted 10(te n) year s t otal servic e including servic e r ender ed in Government/P u blic Sector Under taking and have co mpleted pro bat ion period sat isf actorily .


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Provid ed that the ab ove st i pulat ion sha ll not be app licable in r espe ct of such emp loyees of Government/P u blic Sector Under taking /Stat utory Cor por ations/ Q uasi-Government Bodies, who incon tinuat ion of the ir deputat ion/lien servic e in the compa ny ar e abs or bed in the se rvic es of thecompa ny or join ed the co mpa ny afr esh from s uch org anisat ion af ter app lying throug h p ro per channel and agr eed by ONGC for r epa yment of the ba lance amoun t of House B uilding Advance

dr awn fro m the ir par ent org anisat ion/depa r tme nt and inter est a ccru ed ther eon.The pe riod of tr aining in r espe ct of all those emp loyeeswho ar e abs or bed in the C ompa nys r egular servic e imme diate ly af ter success ful tr aining will becoun ted for the p ur pose of eligi bility of the a dvance provid ed ther e is no br eak in tr aining /servic e.

In r espe ct of ad-hoc emp loyees wh o have bee n appoin ted in the C ompa nys r egul ar servic e, the ir period of ad-hoc emp loyment w ill be coun ted for the p ur pose of eligi bility for the a dvance

provid ed ther e is no br eak in the ir ad-hoc appointme nt and the ir r egular appoin tme nt is in con tinuat ion of the ir ad-hoc app ointme nt w ithout any br eak .

In case b oth h usband and wif e ar e emp loyed in theCompa ny, and ar e other wise e ligi ble for the gr ant of advance only one of them sha ll be e ligi ble

for the gr ant of advance, at the ir o pt ion.

RATE OF INTEREST:

Amount of HBA Rate of Interest Fir st Rs.30 ,000/- 5.5%30,001 - 3 ,00,000/- 6%3,00,001 - 7.5 lak hs 8%

Provid ed that a r ebate of % in the inter est is admissi ble to theemp loyees und ergoing ste riliz at ion und er sma ll f am ily nor ms s cheme.

P ENAL INTEREST:Penal inter est@15% over and above the nor mal inter est is charged in case of non-utilizat ion of HBA w ithin the st i pulated period as r equir ed under ONGC HBA rules.

DISBURSEMENT OF LOAN : is made in installments as per details given below:

Purchase of plot and con struction of house the r eon

a) 20% of total advance is r elease d for purchase of plot; a nd b) the ba lance advance of 80% is r elease d in thr ee insta llments of 30% ,40%a nd30% for construction

Construction of house on existing plot

3 insta llments of 30% , 40% , 30%

Outright p urchase of house/ flat In one lump s um insta llment Second Advance for exte nsion of house.

Tw o insta llments of 50% ea ch


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B) CONVEYANCE A DVANCE:

MODE OF RECOVERY :

a) The a dvance for the p urchase of a motor car and motor cycl e sha ll be r ecov er ed a state d be low:-

Car a) F ir st O ccasion 200 eq ual monthly insta llments for new a nd old car

b)Second /Su bseq uentOccasion

150 eq ual monthly insta llments for new a nd old car

Scoo ter /Motor Cycle/M o ped

a) F ir st O ccasion b) Se cond occ asion

100 eq ual monthly insta llments

a) Recovery should be ma de dir ectly at sourc e for m the fir st pa y bill of the emp loyee a f ter the a dvance is dr aw n.

b) The a uthority sanctioning an advance ma y per mit r ecov ery to be ma de in a sma ller numbe r of insta llments, if the emp loyee- r eceiving advance so desir e.

NOTE:The date of dr awa l of the a dvance w ill be the date of issue of the cheque by finance, whe n

per sonal cheques a r e dr awn in f avour of an emp loyee.

REFUND OF AMOUNT NOT S P ENT:If the a ctual price pa id for the p urchase of the conv eyance is less tha n the am oun t of the a dvancedr awn the emp loyee sha ll for th-w ith r efund the ba lance in a lump-s um.

INTEREST RATE:-The inter est chargeab le on the a dvance sha ll be at the r ate decided by the C ompa ny for suc hadvances fro m t ime t o time a nd sha ll be r ecov er ed in one or mor e insta llments a f ter the a dvancehas bee n r ecover ed in one or mor e insta llments in full, each such insta llment be ing notapp r eciably gr eate r than the insta llment by wh ich the P rinci pa l was r ecover ed. The r ecovery of inter est sha ll be ma de from the m on th follo wing that in wh ich the r epa yment of the P rinci pa l has

bee n completed. The ex ist ing r ate of inter est on conv eyance advance is 5 % pe r annum.However, in case a n emp loyee does not purchase the vehicle

within one month fro m the date of withdr awa l of the a dvance and f ails t o r efund the t otal amoun t, the pa nel inter est @ 18% ( over and above the app licable r ate of inter est) w ill becharged.The exte nsion of one mon th for purchase of vehicle can be gr anted in except ional circu msta nces b y the C ontrolling Offic er .


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NOTE:i) Inter est sha ll be calculated on balance outsta nding on the last day of each month.

ii) The r ate of inter est t o be charged on any advance gr anted under these instruc tions sha ll bementioned in the ord er sanctioning the a dvance, and sha ll r ema in unalter ed during the e ntir e

period of the r ecovery of the a dvance.

CONDITIONS:An emp loyee of the C ompa ny may be gr anted an advance for the p urc hase of a conv eyance

provid ed i) He s u bm its a n app licat ion in the p r escri bed for mii) He completes h is pro bat ion period success fully on initial appoin tme nt;iii) The C ompete nt Authori ty sha ll sat isfy himse lf that the emp loyee is lik ely to con tinue in servic e t ill such t ime as the a dvance is complete ly r ecover ed.iv) In the e vent of an emp loyee be ing discharged befor e the a dvance s complete ly r ecov er ed, the

balance of the a dvance including inter est sha ll be r ecover ed in one lump-s um.

AVAILABILITY OF FUNDS:A Ce r tific ate that necessa ry fund s ar e available out of the sa nctioned budg et est imate for theyear, sha ll be o bta ined from the app ro priate financial authori ties b y the sa nctioning authori ty on every app licat ion for an advance for the p urchase of Conv eyance.

P RIORITY OF DISBURSEMENT of conveyance advance for purchase of car will be asunder:-i) E-4 a nd above level offic er sii) E-1 t o E-3 level offic er s w ith at least 5 year s of servic e lef t.iii) E-0 level offic er siv)O ffic er s dr awing second advance.

DRA W AL OF ADVANCE DURING LEAVE:An emp loyee of the C ompa ny who is on leave or is about to proceed on leave and for whom an advance has bee n app rov ed sha ll not be a llo wed to dr aw the a dvance ea rlier than a wee k befor ethe exp iry of the leave.

EM P LOYEES ON DE P UTATION EX-INDIAThe gr ant of an advance for the p urc hase of car /motor cycl e/scoo ter to an emp loyee wh o

proc eeds on deputat ion out of India is not admissi ble.

CERTIFICATION OF P URCHASE:An emp loyee, who tak es a n advance under these instruc tions, sha ll, with in one mon th a f ter dr aw ing the a dvance furni sh t o the co mpete nt authori ty with a cer tific ate giving full par ticular sof the conv eyance purc hase d with the a dvance and the cash r ecei pt o bta ined for the am oun tactually paid for it.


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TRANSFER OF CAR/SCOOTER/ MOTOR CYCLE TO ANOTHER EM P LOYEE:If an emp loyee w ishes t o tr ansf er the car / scoo ter / motor cycl e purc hase d with the a id of an advance sa nctioned by the C ompa ny, wh ich, with the inter est a ccru ed, has not bee n fully r epa id, to another emp loyee, who perfor ms the duties of a kind that r ender s the p ossess ion of theconv eyance necessa ry, he ma y be pe r mitted by the C ompete nt Authority to tr ansf er the liability

atta ching to the car / scoo ter / motor cycl e t o the latte r emp loyee p rovid ed the t r ansf er ee r ecord s adeclar at ion that he a ccepts that the conv eyance t r ansf err ed to him r ema ins su bje ct to themor tgage bond and that he is bound by its te r ms a nd provi sions a nd that he und er tak es theliability to r epay the ba lance of advance outsta nding togethe r with inter est a ccru ed ther eon.

RESALE OF CAR/SCOOTER / MOTOR CYCLE:Except as p rovid ed in par a 14 ab ove, the car / scoo ter / motor cycle purchase d with the a id of an advance sha ll not be s old/tr ansf err ed, mor tgaged or other wise disposed of without the w ritten

per mission of the a uthori ty sanctioning the a dvance be for e the a dvance w ith inter est a ccru ed has bee n fully r epa id. In cases whe r e the sa nctioning authority has pe r mitte d the sa le, the sa le proc eeds must be app lied, so f ar as ma y be necessa ry, towards the r epayment of such outsta nding

amoun ts, provid ed that whe n vehicle is sold only in ord er that a nother similar vehicle ma y be purchase d, the a uthority sanctioning the sa le ma y per mit the app licat ion of sale p roc eeds t o such purchase , su bje ct tot the follo wing condi tions:-i) The cost of new car / scoo ter /motor cycl e sha ll not be m or e tha n the ba lance of the a dvance, unless emp loyee is h imse lf pr epa r ed to pay addi tional cost;ii) The am oun t outsta nding sha ll con tinue t o be r epa id at the r ate p r eviou sly fixed.iii) I n the case of a car / scoo ter / motor cycl e, the new vehicle sha ll be insur ed as r equir ed und er this instruc tions and in all cases the new vehicle sha ll be m or tgaged to the C ompa ny.

REFUND ON FAILURE OF P URCHASE:(a)A n emp loyee wh o dr aws a n advance for the p urchase of a conv eyance is expe cted to completehis negotiations for the p urchase of the conv eyance and pa y finally ther e for within one mon th of the date on which he dr aws the a dvance; f ailing such complet ion and payment, the full amoun t of the a dvance dr awn with inter est the r eon for one m onth sha ll be r efund ed to the compa ny, unlessthe pe riod r egarding purc hase in exte nded by the C ompa ny at the r equest of the emp loyee. Th iscondi tion sha ll alwa ys be me ntioned in lette r s sanctioning such advances.(b)Whe r e an Executive dr aws a n advance for purc hase of a new car and he deposits the e ntir eamoun t w ith the a uthorised dealer within 15 days, the t ime limit for purchase of a new car isexte nded to the a ctual date of delivery or six months wh ich-so-ever is ea rlier ; su bje ct to:-i) The a ctual inter est ea rned on the am oun t dr awn from the ONGC b y depositing with the dealer will be passe d on to ONGC;ii) He w ill con tinue to pay nor mal inter est on the conv eyance advance as app licable to other cases , during the sa id period ;iii) I n case the Exe cutive f ails t o get delivery of a new car within a pe riod of six m onths , he w ill

be liab le to pay penal inter est for the pe riod beyond six months.(c) The te r ms a nd condi tions me ntioned at clause (b) ab ove ar e a lso app licable for purchase of new s coo ter /motor cycl e but it w ill not be app licable to the cases , whe r e the r e is no waiting

period in the delivery of Scoo ter / Motor Cycle.


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C) LUMP-SUM INTEREST FREE A DVANCE:

EXECUTIVES:

y A lump s um advance is gr anted to all Exe cutives on annual bas is.y All exe cutives ha ving one year servic e in ONGC w ill be e ligi ble for payment of Lump

sum a dvance of Rs.7 ,500.00 pe r annu m wh ich sha ll be r ecover able in 10 eq ual monthly insta llments.

y Incase whe r e both husband and wif e ar e emp loyees of ONGC a nd ar e stat ioned at same place, the a dvance sha ll be gr anted to only one of them on the cer tific at ion that thef acili ty has not bee n availed by the other .

y Su bseq uent advance sha ll be a dmissi ble only af ter the ea rlier advance has bee n fully r ecov er ed and af ter 12 m onths of payment of the p r eviou s advance.

y Exe cutives, who su bm it r equests for volun tary r et ir eme nt or r esignat ions, sha ll not beeligi ble for payment of the a dvance during the Pe ndence of such r equests.

NON-EXECUTIVES:

y A lump s um inter est fr ee a dvance of Rs.7 ,500/- is gr anted to the non-exe cutives once in acalendar year, u pon the ir r equest.

y The A dvance is r ecover able in ten con secutive eq ual monthly insta llments.y Su bseq uent a dvance is admissi ble only af ter the p r eviou s advance is fully r ecov er ed.y The a dvance ma y also be gr anted to fr esh app oin tees during the ir pro bat ion period on

furni sh ing a sur ety bond from a r egular emp loyee of equal or higher r ank .


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3.4 CHIL DREN E DUCATION ASSISTANCE

Under the O.N.G.C. Ch ildr en Educat ion Ass istance scheme the follo wing benefits a r e exte nded to the wa rds of O.N.G.C. emp loyees:

REIMBURSEMENT OF TUITION FEE

An emp loyee sha ll be e ligi ble for r eimbur seme nt of actual expe nditur e incurr ed on Tuition Fee(including compulsory charges pa id to the s chool covering admission f ee a nd exam inat ion f ee)except charges for food, clothing, book s and stat ionery su bje ct to a max imum of Rs.250/- pe r child per month, and covering admission f ee a nd, fur ther su bje ct to a max imum of Rs.625/-(max imum th r ee childr en) pe r emp loyee pe r month, to those emp loyees wh o joined theComm ission/Compa ny prior to 11.9.87 , and Rs.500/- (max imum tw o childr en) pe r emp loyee pe r

month t o those emp loyees wh o join ed the C ommission/Compa ny on or af ter 11.9.87.

MULTIPLE BIRTHS/TWINS:If the numbe r of childr en exceeds tw o as a r esult of second child bir th r esulting in multi ple

bir ths , then all such childr en would be con sider ed as dependent on the emp loyee a nd benefitsadmissi ble to dependent childr en would be a vailab le t o them. H owever, if af ter fir st confin eme ntitse lf multi ple childr en/tw ins a r e b orn then the f acilities for dependent childr en will be limited to such multi ple numbe r of childr en i.e. tw ins / t ri plets et c. only .

Conditions for reimbursement of tuition fee:y The ass istance sha ll be a dmissi ble for educ at ion in r ecogniz ed inst itutions in India in Pr e-

Univer sity classes , or the F ir st Yea r classes of an Inter mediate C ollege or of a Te chnical College provid ed that the childr en in r espe ct of whom the r eimbur seme nt of f ees isclaimed have passe d the Se cond ary, High S chool, Mat ricul at ion or equivalentexam inat ion, but not the H igher Second ary or equivalent exam inat ion. Provid ed that theass ista nce would also be a llowed in all classes u pto the sta ge wh ich ma k

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