Professional Documents
Culture Documents
Preamble
NTPC subscribes to the belief that efficiency, effectiveness and success of the
organisation depends largely on the skills, abilities and commitment of the
employees who constitute the most important asset of the organisation.
1.0 Preliminary
1.1 The policy statement and the rules and procedures made hereunder will be
applicable to recruitment and selection of employee of all classes and
categories irrespective of whether they are against regular, temporary,
casual, or trainee posts, unless specifically stated otherwise.
1.2 Classification of employees into regular, temporary, casual and trainee for
the purpose of this policy will be the same as defined in the Company's
Service Rules and Standing Orders.
2.1 In all Divisions and Projects of the Company, before the end of August every
year, each Department will review the adequacy or otherwise of the available
manpower with reference to the tasks and targets and determine the additional
requirements of manpower in qualitative and quantitative terms for the
immediately following financial year.
2.3 The requirements of casual and other contingent staff will not form a part of
the Manpower Budget as the same will be shown only in terms of estimate of
expenditure to be incurred in respect thereof as a part of the Works Budget.
2.5 On approval by the Board, these manpower plans will constitute sanction for
creation of posts including posts of trainees and form the general basis of
recruitment during the financial year.
3.1 Notwithstanding the Board's overall sanction for the creation of posts as
above, specific sanction for each new post from the competent authority will be
necessary before initiation of action for filling the posts and the competent
authority will issue the necessary sanction depending on the requirements
from time to time during the year within the approved budget sanction and
manpower plans subject, however, to policies and directives that may be
issued by the Board of Directors and/or Chairman and Managing Directors, as
the case may be.
3.2 For the purpose of according sanction to the creation of regular, trainee and
temporary posts in different categories within the approved budget provisions
and approving appointments to such posts, the following will be the competent
authorities to be referred to hereinafter as the Appointing Authority5.
Posts Authority
(a) (a) Top posts, as per Board's resolution Board of Directors
under Agenda item 5-4, other than posts to
which appointments are made by the
President
Chairman & Managing Director
(b) (b) All executive posts in the level of
E7
Director (HR)
(d) All non-executive posts including GM (HR) at Corporate Centre, Head of Division at
trainees Project
3.3 In respect of casual posts for a duration of not more than 30 days. Heads of
Department not below the rank of Deputy General Manager will be the
appointing authority who will, however, consult the HR Department prior to the
issue of such sanctions.
3.4 While the authority competent to sanction creation of posts will have the
flexibility to appropriate posts as between various functions under his control
subject to overall provisions in the budget, no non- executive post shall be
created unless such post is included in the approved budget and manpower
plans except with the prior approval of the Chairman & Managing Director
who may accord the necessary approval only in exceptional cases. Proposals for
creation of such posts not covered by the annual manpower plan will be
accompanied by full justifications and explanation of reasons and circumstances
due to which the necessary provision could not be made at the time of
formulating the annual manpower plan.
4.0 Job Title, job Specifications, Role Outline and Pay scales
4.2 To ensure uniformity and consistency, such job titles, job specifications and
role outlines together with the pay scale applicable in respect of all categories
of posts will be issued by the Corporate Centre from time to time with the
approval of the Chairman and Managing Director.
4.3 No appointment shall be made to any post in the Company unless the person
fulfills the minimum eligibility requirements and conforms to the specifications
prescribed for the post except where general relaxations are made in the
case of reserved vacancies for candidates belonging to Scheduled Castes,
Scheduled Tribes, other backward classes, Ex-servicemen and other special
categories.
5.1 Keeping in view the need for induction of experienced personnel during the
formative stage of a new organization, recruitments in NTPC during the initial
years may take place at levels of the organizational hierarchy but, while
manning the positions it should be ensured as far as possible that the number
inducted in higher grades within a cadre is proportionately smaller than the
number inducted in the lower grades.
5.2 At the appropriate stage of the growth of the organization, recruitments will be
restricted by and large to the induction levels as specified in Schedule I, so as to
ensure that prospects of career growth of existing employees are in no way
impaired.
5.3 Infusion of new blood to the executive and supervisory cadres will be through the
Executive Trainee and Diploma Trainee Schemes under which training based on
specific requirements of the Company will be imparted to the fresh professional
graduates and diploma holders to be recruited on a regular annual basis.
6.1 All recruitment to the executive cadres inclusive of executive trainees for all
Divisions and Projects of the company will be centralized in the Corporate
Center and dealt with by the Corporate HR Division.
6.2 Until such time as the Company's Projects do not have their separate training
facilities, all recruitments of Diploma training scheme will be done by the
Corporate HR Division.
7.3 In respect of recruitment to non-executive posts carrying a basic pay of above Rs.
2500/- per month, recruitment will be made from the region comprising the
State in which the Division/Project/Establishment concerned is located and
the neighboring States and for this purpose notification for filling the vacancies
will be issued in the newspapers and also to the employment exchanges of
the region through the Central Employment Exchange in addition to the Notice
Board in the Company's premises.
Provided that recruitment may be made to such posts from outside the region
where the appointing authority is satisfied that suitable candidates in
adequate number may not be available within the region. Provided that to
facilitate recruitment to the reserved vacancies, copies of such notifications
will also be issued to the various agencies and associations as stated above.
7.4 In addition to the above induction of executive and specialist non-executive personnel
may be made as deemed necessary and appropriate by the authority
competent to create the posts from one or more of the following sources :
8.1 The internal candidates who fulfill all eligibility requirements may be
considered along with other candidates.
Provided, however, that they should not have been considered for a similar
position in any of the Departments/ Units of the Company and found
unsuitable in the course of one year preceding the time of the current
recruitment.
8.2 For being considered for selection from within the organization on the basis of
internal circulars for a job opening in a particular grade, employees in the
next lower grade only will be eligible.
(a) Comments on the suitability of the candidates for the post applied for.
9.1 Towards the fulfillment of the Company's social and national obligations it
will always be NTPC's endeavour to provide gainful employment on a
preferential basis to the members of the economically backward classes, ex-
servicemen, persons uprooted from the project areas and other unfortunate
sections of the society and for this purpose the directives of the
Government concerning reservation of vacancies and special concession to
be allowed to such candidates will be most strictly and conscientiously
adhered to. Details of the directives currently in force are given in Schedule
II.
10.2 While as a rule, for all recruitments applications should be in the forms
prescribed for different categories from time to time as far as possible,
applications on plain paper may also be resorted to wherever necessary
keeping in view the urgency for manning the post and the lead time involved.
10.3 Unless specifically exempted by the appointing authority, all applications for job
positions in the Company will be accompanied by a Demand Draft of the value
of Rs.50/- for executive posts, Rs.250/- for the posts of executive trainees and
Rs. 10/- for non-executive posts other than those covered by the Employment
Exchanges (compulsory Notification of Vacancies) Act, 1959.Provided that
candidates belonging to Scheduled Castes and Scheduled Tribes and Ex-
servicemen will be exempted from the payment of application fees.
10.4 In the case of all recruitments based on open advertisements and public
notifications, there will be a last date for the receipt of application after which
no application will be entertained for the posts advertised except, with the
approval of the appointing authority who may permit applications to be
entertained after the expiry of the last date in special cases if he is satisfied that
there is good and sufficient cause and justification for such relaxation.
12.1.1 Presently recruitment is banned except in those areas where vacancies are
approved by the Director (HR) after the approval is put up justifying the
requirement.
12.2 The requirements will be examined with reference to the sanctioned manpower in
the budget by the HR Department who, before proceeding with recruitment,
will verify whether the post/ posts can be filled :
requirements.
(e) (e) In the case of candidates from Schedule Castes and Scheduled
Tribes, OBC, Ex-Servicemen etc. application is accompanied by a certificate to that effect from the
competent authority.
13.2 The applications that fulfill the prescribed requirements after preliminary
scrutiny as above will be listed and forwarded to the Department concerned for
further scrutiny with a view to selecting for test/interview only those candidates
who are considered suitable in terms of nature and quality of technical
knowledge and professional expertise required for each specific post.
13.3 On completion of the screening by the function concerned, the Head of the
Department will forward to the HR Department the list of candidates
considered eligible for test/interview, spelling out clearly the criteria adopted for
screening and the basis of rejection of applications in each case.
13.4 While the applications will be screened at the appropriate executive level
depending upon the grade of the post to be filled, it is advisable for the Head of
the Department concerned to ensure as far as practicable that the scrutiny is
carried out by the Officer of the Department who will be participating in the
selection process as the expert member in the Selection Board representing the
Department.
13.5 After the applications are finally screened, HR Department will prepare a final list of
eligible candidates in order of merit based on the criteria determined in the
course of earlier scrutiny and other relevant factors keeping in view the reserved
vacancies and the special relaxation for candidates belonging to Scheduled
Castes and Scheduled Tribes etc. and this short list after approval by the
appointing authority or the officer to whom powers in this behalf are delegated
will form the basis for candidates being called for selection test and/or interview.
13.6 Relaxation in advertised criteria, in critical areas, is allowed based on the merit
and requirement with the approval of the competent authority as per Delegation
of Powers.
14.1 Various selection methods like trade tests, written tests, group discussions
etc. may be employed depending on the requirements of the job for which
selection is being made and for this purpose, the HR Department
14.2 All direct appointments to every post in the Company, whether regular,
temporary, trainee or casual, except appointments on deputation from
Government organisations and public sector undertakings, will be made only,
on recommendation of a duly constituted Selection Board/ Committee.
NOTE: It should be ensured while constituting selection committees that the members
of the selection committee are not related (close or distant) to the candidates
appearing in the interview.
15.2 All candidates called for interview who come from places beyond a
distance of 32 kms will be reimbursed actual expenses incurred on
travel to and from the place of interview on production of money receipt,
or any other supporting documentary evidence in respect of the onward
journey, limited to :
I class/ACC I class return rail For all executive posts in the salary
fare/return air fare by the shortest grade of Rs.19500- 25600 and above
route
I class/II class AC Sleeper return rail For executive posts in the salary grade
fare by the shortest route of Rs.12000-17500 and above
Second class return rail fare by the For executive posts in the salary grade
shortest route of Rs.10750-16750 Including Executive
Trainees and all non- executive posts
including Diploma, and other Trainees
under company's Training Scheme
The shortest route for this purpose will be from the place to which the
interview call letter was mailed to the appointed place of interview or the
place from where the actual journey commenced, whichever is nearer.
15.3 The call letters to the candidates for appearing for interview before the
Selection Board, to be issued by registered post or under certificate of
posting, not later than ten clear days before the date of interview should,
inter alia state clearly the post and the grade/grades for which the
candidate will be considered and other formalities that he will be
required to comply with prior to the interview.
15.4 In the case of recruitment for vacancies reserved exclusively for the
Scheduled Castes/Schedule Tribes and OBC separate interviews
exclusively for candidates belonging to these communities will be held
before the Selection Board which should include, whenever possible, a
member of Scheduled Castes and Scheduled Tribes or a Manager of the
Corporation belonging to any of these communities as required under the
Presidential directives issued in this regard.
(e) At the end of each interview he will review and seek feedback on
availability/non-availability of adequate number of proper kind of
candidates for the particular job and the need for development and
training of such personnel internally.
Provided that when two or more candidates secure equal marks they will be
empanelled in the chronological order of their dates of birth, the oldest being
placed first among them.
Provided also that in respect of the reserved vacancies, the Board will draw
up and recommend a separate panel of names of suitable candidates belonging
to Scheduled Castes, Scheduled Tribes and other Backward Classes.
(a) The amount of starting basic salary in cases where initial pay is to
be fixed above the minimum of the grade.
The Central Selection Board, based on the merit and performance of the
candidate during the interview, awards marks to them by consensus. Based on
fulfilling the criteria for length of service advertised for each level and also on
the marks awarded by the CSB, the candidates are placed on the panel at
appropriate level, Separate panels are drawn for General, SC/ST and OBC
categories. The minimum qualifying marks required for placement in panel for
different categories of candidates are :
16.2 The functional panel of selected candidates will normally remain valid and
operative for a period of six months from the date of approval and on expiry of
this period it will cease to operate unless decided otherwise by the appointing
authority for reasons to be recorded in writing.
16.4 Where there is a separate panel of selected candidates from the Scheduled
Castes and Scheduled Tribes in respect of vacancies exclusively reserved for
them, the model roster prescribed by the Government (see Schedule IV
Appendix I & II) will be followed while making offers of appointment.
17.1 HR Department will issue the offers of appointment in the prescribed form in
duplicate and the contract of appointment will be completed on receipt of the
letter of acceptance along with the copy of offer duly signed by the candidate.
17.2 Based on the length of notice period, for release from the present employment
as indicated in the application form or during interview and depending on the
urgency of filling the vacant post, the offer of appointment will state the last
date by which the candidate must join the Company failing which the offer of
appointment will be deemed to have been withdrawn unless an extension of
the last date has been granted by the appointing authority prior to the expiry
of the joining time as indicated in the offer appointment.
17.3 Upon approval by the competent authority, offers of appointments are sent by
Registered Post giving 30 days time for joining. However, extension in joining
upto four months based on the merit of the case, after approval of the
competent authorities, is also allowed.
18.1 Nobody will be appointed to any post in the Company whether regular,
temporary, trainee or casual unless he is declared physically fit as per the
medical fitness standards prescribed for the post after a medical examination by
the Company's authorised medical officer/officers at the time of appointment in
the Company's service.
19.1 Employees on the first appointment to the Company's service will furnish to
the HR Department copies of documents and other details and particulars as
given in Schedule V.
20.1 In case of any doubts arising with regard to any of the provision in the
Recruitment Policy and Procedures and in the cases not covered by these
rules, final authority of interpretation will vest in the Chairman and Managing
Director whose decision will be final.
21.1 Despite our efforts to induct personnel through regular employment, need
arises in critical areas to induct personnel on ad-hoc basis to meet the shortfall of
personnel in exigencies of work.
21.3 The main areas to meet the requirement of short durations are Medical,
Resettlement and Rehabilitation, MGR and Sociologist.
21.4.1 The appointment on ad-hoc basis is done initially for a period of six month to
one year and can be extended upto a maximum period of two years on merits
of each case with the approval of the Competent Authority. However, in
exceptional circumstances, engagement on ad-hoc basis beyond a period of
two years can be made with approval of Director (HR).
21.4.3 With respect to the cases not covered above, CMD would be the Competent
Authority.
• • Doctors engaged on ad-hoc basis may also be given medical facilities for
self and rent free accommodation (bachelor’s accommodation at Project)
SCHEDULE -1
Induction Levels :
Non-Executives
Executives
Executive E1 / E 2 level
SCHEDULE-II
a) By open competition (i.e through UPSC or by means of open competitive test held
by any other authority) Scheduled Casts 15% Scheduled Tribes 7 1/2 % and OBCs
as per the roster given in Appendix-I.
b) Otherwise Scheduled Casts 16 2/3%, Schedule Tribes 7 1/2% and OBCs as per the
roster given in Appendix II.
ii) For direct recruitment made on local regional basis, as in the roster given in Appendix III.
The upper age limit will be enhanced by 5 years in case of all cadres/groups for SC/ST
categories and by 3 years for OBC Categories.
Though the level of qualifications shall not be lowered, the degree of attainment in these
qualifications shall be lowered, for SC/ST categories only e.g. if the prescribed standard is a
first class degree, it will be relaxed to a degree.
In case of written test and interview, 10% relaxation in marks is allowed to candidates
belonging to SC/ST/OBC categories.
Under no circumstances will the units exceed these limitations unless the Chairman &
Managing Director directs to alter these limitations depending on whether or not the
possibilities of fulfilling obligations in this regard are remote.
Concessions To Persons Displaced From The Areas Acquired For the Project:
In lower scales preference should be given to persons displaced as a result of setting up new
units, particularly in backward and tribal areas specially to SC/ST.
2. 2. Relaxation regarding age limits and educational qualifications will be as per the
directive of the Governement.
SCHEDULE III
NTPC Central Selection Board will be set up with the following constitution :
e) Representative of HR Department
Chairman of the Board will be the member from (a) above or in his
absence in special cases, Chairman of the Corporation or any of his
nominees not below the rank of Deputy General Manager.
SCHEDULE -IV
APPENDIX -I
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Points in Whether Points in Whether
the Roster Unreserved the Roster Unreserved
or Reserved or Reserved
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NOTE : 1. If there are only two vacancies to be filled in a particular year, not more
thanone may be treated as reserved and if there be only one vacancy, it would
betreated as unreserved. If, on this account a reserved point is treated
asunreserved, the reservation may be carried forward to the subsequent three
recruitment years.
APPENDIX -I (A)
APPENDIX-III
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Sl.No. Name of State/Union Territory Actual points to be reserved in a 100 point roster for SC/
Percentage of reserva- ST/OBC
tion of SC/ST/OBC
1, 2. 3. 4.
5. Haryana SC 1,5, 11,15, 21,25, 31, 35, 41, 45, 51, 55,61, 65, 71, 5,81,85,89(19) Points.
19 SC/Nil ST Nil
ST/27 OBC OBC 3,7,9,13,17,19,23,27,29,33,37,39,47,49,53,57,63,67,69,73,77,79,83,
87, 89,93, (27) Points
6. Himachal SC 1,5,9,13,17,21,25,29,33,37,41,45,49,53,57,61,65,69,73,77,81,85,89,93,97(25)
Pradesh ST Points
25 SC/5 OBC 3,23,43,63,85(5) Points
ST/20 OBC 7, 11, 15,19,27,31,35,39,47,51, 55,59,67,71,75,79,87,91,95,99(20) Points
1. 2. 3. 4.
10. Madhya SC 3, 11, 19, 23,31, 35,43, 51, 59,63, 71,75,83, 87(14) Points
Pradesh ST 1,5,9,13,17,21,25,29,33,37,41,45,49,53,57,61,65,69,73,77,81,85,
14 SC/23 89(23) Points.
ST/13 OBC OBC 7,15,27,39,47,55,67,79,91,93,95,97,99(13) Points
1. 2. 3. 4.
Union Territories
5. Pondicherry SC 1,7, 11, 19, 25, 31, 37, 45, 51, 57, 63,69, 75, 81, 87,93(16) Points
16 SC/Nil Nil
ST/27 OBC 3,5,13,15,21,23,27,33,35,39,41,43,47,49,53,59,61,65,67,73,77,79,
ST 85,89,91,95,99(27) Points.
OBC
N.B.
2. For Goa, the reservation rosters will be the same is given in respect of the Union
Territory of Daman and Diu.
3. For Delhi, the rosters as prescribed for recruitment on all-India basis is to be followed. SC
—Scheduled Castes, ST—Scheduled Tribes, OBC—Other Backward Classes
SCHEDULE -V
Joining Formalities:
i) Joining report
)
Spouse in any
c) Immovable property d) Embassy or Foreign mission
1. 1. PREAMBLE
1.1 1.1 The magnitude of Executive Manpower requirements along
with the imperatives of highly sophisticated technical and professional know-how pioneered and
utilized by NTPC necessitates induction of fresh graduates, post graduates in different disciplines in
response to the existing and emerging needs of different functional areas on a long-term basis.
Also the professional management systems and styles introduced by the organization requires, for
furtherance and sustenance a core of home-grown professionals, equipped with the requisite role-
related skills and imbued with a sense of commitment.
1.2 It is felt that in areas where the experienced personnel from other organizations
meeting the needs of potential assignments on the job cannot be recruited, it
would be desirable to initiate company's own Executive Trainees Scheme, subject
to obtaining a critical size for the trainee batches by bunching requirements.
1.3 NTPC subscribes to the belief that a personnel Selection Programme combining
the different types of tests, group tasks along with the normal selection method of
personal interviews will go a long way in strengthening the objectivity and fairness
of recruitment efforts.
The Company has got three broad training schemes - Engineering Executive
Trainees, Finance Trainees & HR Trainees. Depending on the needs identified by
the Corporate HR department on a long-term basis and based on responses to
the feedback as to the availability on the recruitment front, Trainees in various
other areas like EDP, Satellite Communications, Civil, Chemistry etc. may also be
inducted.
2. PROJECTION OF REQUIREMENT
3. 3. ADVERTISEMENT
3.4 3.4 Along with this, to attract more talent and enlarge
choice of selection ET Group will approach colleges of repute in relevant fields to
display advertisement prominently in their campus. Art pull of the ET advertisement
will be sent to SC/ST agencies also so as to enlist a large response from candidates
belonging to SC/ST categories.
5.2 Call letters will be despatched in such a manner that those for farther
areas are despatched first and gradually the nearer areas are covered.
7. QUESTION BANK
8. TEST VENUES
The ET Group will approach various institutions for using their infrastructure
such as building, staff etc. for the test as soon as the Advertisement is released.
ET Group will communicate its requirements and on finalization of center
allocation of candidates enrolled send confirmation to the venues along with ,
roll number summary and 50% advance.
ET Group will identify Chief Test Co-coordinators and Test Coordinators for
venues for ET selection tests. These Coordinators will be informed of their
functions in detail at the Corporate Center before test. Test Coordinators' Manual
will be issued to them containing all necessary information and guidelines to
conduct the test in desired and effective manner. Coordinators will be handed
over bundles of question and answer sheets as well as other test material to be
carried to test venues.
10.1 The All India Selection Test will be held in various cities as decided depending on
the previous years enrolled numbers.
10.2 The test will be administered both in Hindi and English i.e. the test booklets will be
bilingual.
10.3 The duration of test for answering 170 questions will be 2 hours from 10.00 a.m.
to 12.00p.m.
10.4 To ensure uniformity in the conduct of test clear guidelines along with
announcements etc. for test invigilators have been framed which shall be strictly
followed in each venue.
11.1 All the test material will be returned to the ET Group along with the used
answer sheets by the Chief Test Coordinators for various venues. The answer
sheets will be opened and counted, after segregation into disciplines.
11.2 The merit lists will be drawn discipline wise and cut-off scores will be marked for
determining the number of candidates to be called for Interview. The general
principles to be followed in this regard are as under :
1. All questions carry equal marks. The weightage ascribed to the answers will
be as follows :
(i) (i) No response 0
(ii) (ii) Correct response +1
(iii) Wrong response -1/3
(iv) Multiple response -1/3
3. Those securing less than 40% in TKT/FKT/HRKT as the case may be and
30% in EAT will be eliminated from the zone of consideration for
interview, for SC/ST candidates this criterion will be relaxed to the tune of
25% relative to that for general category candidates.
5. The cut off point in each discipline will be determined keeping in view
5:1 ratio and the number of drop outs from the zone of eligibility on
account of a score lesser than the threshold scores.
1 HR representative
1 SC/ST/representative
The CSB members will be provided inputs on interviewing techniques with special
emphasis on assessment of Personality Traits identified for ETs. The CSB will
specifically allot marks for individual personality traits and the total aggregate will
constitute the marks obtained by a candidate. The total marks alloted to the Interview will
be 30. The traits identified for ETs are as under :
(b) (b) Ability to influence and direct the activities of the team towards
3. Communication
Ability to put across one's ideas adequately with ease and clarity. It comprises of
logical presentation of ideas and capacity to put across ideas precisely and
convincingly
4. Initiative:
5. Learning Capabilities :
6. Physical Agility :
The candidates will be asked to give a feedback of the interview they had with the
CSB, highlighting the major facets probed and offering a self-critique of their
performance. The feedback will be passed on to the CSB, for their information.
(1) No candidate securing less than 40% marks in the interview will be
empanelled. SC/ST candidates will be given a relaxation of 25% relative to
that of General category candidates.
(2) In case of a tie in the overall score, the order will be determined on the
basis of their scores in Objective Test, if the tie still persists, the order will
be determined on the basis of dates of birth or the percentage of marks
secured at graduation, as may be decided by the competent authority.
15 ISSUANCE OF OFFERS
The number of offers of appointment that will be issued will bear a relationship to
the past years figures regarding acceptance of offers and final joining status.
The final place of posting after successful completion of training will be mentioned
in the offer of appointment based on the vacancies at various projects / stations
given by the Industrial Engineering group of Corporate Center.
Along with the offers of appointment, the service agreement bond Proforma
(cyclostyled on Rs. 100/- non judicial stamp paper and water mark paper) will be
sent with detailed guidelines on how to fill up the bond. The non-judicial stamp
paper will be bought in the name of the individual trainee for the purpose of
executing service agreement bond with NTPC Proforma is given in Annexure.
Basic pay of the internal candidates who have become eligible to be offered
appointment will be fixed as per relevant provisions in pay fixation rules.
2. 2. An ophthalmologist
3. 3. ENT Specialist
17. JOINING
17.1 Personal files for each trainee will be created by the ET Group with the original
bio-data form seen by the CSB and other forms including attestation form
submitted by them at the time of joining. The service agreement bond
will be accepted by the dealing officer with proper witnesses and will be
passed on to the Establishment Group, after issue of appointment orders
indicating the employee numbers of trainees.
17.2 The personal files of the trainees issued appointment order will be passed
on to the Training Group at PMI.
19 INDUCTION
After completing all the recruitment formalities, the trainees report at the
Power Management Institute and on joining they will be given a detailed
briefing about the training plan. Training Kits, ties/scarves will also be
distributed.
(A minor variation from the above in the period of modules for HR &
Finance)
Depending upon the module objectives and contents, the methodology consists of:
(vi) Practical
22.2 The trainee has to secure a minimum of 50% marks in each of the modules, Mid Term
Appraisal and Final Appraisal. If the trainee does not clear the modules
(common/specific) in first attempt, one more opportunity will be given for re-
appearing in the modules he has failed. If he does not clear even after re-appearing
or fails during the Final Appraisal, the training will be extended by a minimum of
3 months.
22.3 The feedback of performance will be intimated to the trainees after every module in
terms of Grades. The grading system will be as follows :
22.4 The total marks evaluated in the entire training period is 2000 and the broad break-
up of these marks under different components are :
22.5 Mid Term Appraisal will be conducted after about 6.5 months of the initial
training, wherein ETs will be appraised by a Board consisting of GM/AGM and
members from OS, Engineering and Projects (HR and Finance for PETs and
FETs respectively) to decide their area for Directed on Job Training.
22.6 Directed on Job Training provides valuable hands-on experience for building
job confidence in the trainee. The trainees will be given specific assignment/
project work to complete during the DOJ training and their performance will be
evaluated during the above period.
22.7 The trainees will be appraised by the Interview Committee headed by GM/
AGM, members from OS, Engineering and Projects (HR and Finance for PETs
and FETs respectively). The ranking of the trainees will be done discipline wise
on merit determined by marks obtained in various modules, Directed on Job
Training and Final Appraisal. The trainees will be informed about their
performance (Rank) after the Final Appraisal in the respective discipline before
issue of the Absorption Orders as executives in their relevant disciplines.
23.2 In order to have a balanced mix of ETs, for each project, 50% of the requirement
will be met by ETs belonging to the same Region and the rest 50% will be met
by ETs of other Regions.
23.3 There will be no mutual transfer for 3 years or till next promotion whichever is
later,
24. Extension of training
2 4. 1 If the trainee does not secure minimum marks as mentioned in para 21 above the
training will be extended by a minimum of 3 months.
24.3.1 24.3.1 If a trainee avails of Extra Ordinary Leave on medical grounds his
training will be extended by an equal number of days of EOL taken. While
requesting for EOL the trainees will have to submit all the medical treatment
papers. In cases where EOL is availed on grounds other than medical the
training period will be extended by double the EOL period.
25.1 To generate healthy competition amongst the trainees, Gold and Silver medals
will be awarded to the Best and 2nd Best trainee of the group. Other meritorious
trainees will be awarded with merit certificates.
25.2 For selection of merit holders amongst the trainees who have been regularised
as executives, the total marks scored by them out of 2000 will be aggregated.
The first ten, in case the total number of trainees is more than 100 and first
five in case the number is less than 100 (not more than 2 ETs from one group)
will be selected and evaluated based on performance rating, group discussion
followed by an interview by the Committee of Directors. The trainees assessed
to be Best and 2nd Best will be eligible for awarding Gold and Silver medals
respectively and the remaining merit holders will be awarded merit certificates.