Level-III
7 E.6
Dy. Chief Mgr. 6500-250-7500- 14500-350-18700
275-9425
300-9600
12 Executive Director 9000-300-10500 20500-500-26500
(from 19.09.1997)
13 C.M.D
10000-400-12000 22500-600-27300
*
Sl.No.13 appointments made by Govt. of India
Wage Group
Existing scales of pay
Category
(w.e.f. 1.7.97) (Rs.)
4650-140-7870
Jr. Officer Gr. I
4750-150-8500 Jr.
Officer Gr. II
4850-160-9170 Jr.
Officer Gr. III
5300-180-9980 Jr.
Officer (SG)
Unskilled
3760-70-5650
Gr. I
3780-75-5805
Gr. II
3860-78-5966
Gr. III
Semi Skilled 3920-80-6080
IV
4050-90-6480 V
4170-100-6870 VI
Skilled 4300-110-7270
VII
4420-120-7660
VIII
4540-130-7790
IX
“E” denotes “Executives”
“NE” denotes “Non-Executives”
4.2 With the revision of pay scales from time to time the Code Nos. shall remain unchanged. Only the corresponding pay scales shall be deemed to have been replaced.
5.0 The Recruitment & Promotion Policy as approved by the Board of Directors in the 30th Meeting held on 01.06.1979 in respect of Executives and Non-Executives is at Annexure-1 Pay Scales in respect of Executives from time to time are at Annexure-IA and pay scales in respect of Non-Executives from time to time are at Annexure-1B.
5.1 SOURCES OF RECRUITMENT
5.2 The posts under the Company shall be filled in by resorting to one or more of the following sources :
A) DIRECT RECRUITMENT :
i) From outside candidates (through Employment Exchange) as per the provisions of the Employment Exchange (Compulsory Notification of Vacancies) Act, 1959 and by resorting to open market through advertisement in the press or who meet the prescribed job specifications, subject to instructions issued by the Central Government from time to time.
ii) By engagement of Graduate Engineer Trainees and their subsequent absorption in the prescribed scales of pay shall be made in accordance with the approved schemes.
B) INTERNAL RECRUITMENT :
From the internal candidates belonging to different disciplines who meet the prescribed job specifications.
For internal recruitment, the candidates will be subjected to test and/ or interview and their general performance would also be taken into consideration based on their personal records and annual confidential reports in respect of whom the same are maintained.
C) BORROWING :
By deputation of persons from Central / State Govts. Or Public Sector Enterprises with the Company and their absorption.
Promotion of existing employees of the Company from the next lower posts / scales subject to meeting the prescribed standards.
6.0 METHOD AND PRINCIPLES OF RECRUITMENT :
6.1 PERCENTAGE OF VACANCIES TO BE FILLED BY DIRECT RECRUITMENT :
The percentage of posts in each grade and category to be filled in by direct recruitment and promotion shall be as indicated below. As a rule, for filling up vacancies, promotion, quota shall be utilized first and then only direct recruitment quota.
( IN DIFFERENT CATEGORIES)
( EXECUTIVES & NON-EXECUTIVES )
|
Sl. No. |
Category |
Method of Recruitment |
|
|
Direct Rectt. (%) |
Promotion (%) |
||
|
1. |
Non-Executive to Executive Cadre |
66 2/3% |
33 1/3% |
|
2. |
Skilled to Supervisory cadre |
50% |
50% |
|
3. |
Semi-skilled to Skilled cadre |
25% |
75% |
|
4. |
Un-skilled to Semi-skilled cadre |
75% |
25% |
|
5. |
Un-skilled cadre |
100% |
- |
6.2 AGENCY TO SELECT CANDIDATES
Direct Recruitment to all posts shall be made only on the recommendations of the appropriate Selection Committee to be constituted with the approval of the Appointing Authority. Normally the Selection Committee shall consist of atleast 3 Executives the Head of the Department where the vacancy occurs or his representative, Head of the Personnel Department or his representative and Head of the Finance Department or his representative. In case where the selection has to be made in specialized fields, experts from outside may also be associated to assist the Selection Committee in its ……………………..
Note : i) Selection Committee shall also include Executives belonging
to SC / ST and Minority Community to represent these communities.
ii) The level of the members of the Selection Committee should normally be two levels higher than the post for which selections are to be made.
6.3 EXTRA INCREMENTS
The Selection Committee may recommend Advance Increments upto a maximum of five to the selected candidates for reasons to be recorded in writing.
6.4 JOB SPECIFICATIONS
The qualifications, experience, etc., for filling up posts in various cadres shall be as shown in the Annexure-I to these Rules. These may be varied only with the approval of the Chairman-cum-Managing Director.
6.5 NOTIFICATION OF VACANCIES TO EMPLOYMENT EXCHANGES
All vacancies to be filled in by direct recruitment and notifiable under the Employment Exchange Compulsory Notification of Vacancies) Act, 1959 shall be notified to Employment Exchange. (According to Ministry of Industry, Department of Public Enterprises Office Memorandum No. (43)/91-DPE(WC) dated 6.4.1992, at present, recruitment to posts carrying scales of pay, the maximum of which does not exceed Rs.2,500/- per month are to be made only through National Employment Service. Other sources of recruitment can be tapped only after the Employment Exchanges issue non-availability certificates).
6.6 NOTIFICATION OF VACANCIES IN NEWS PAPERS
Posts which are to be filled up through open recruitment and also those for which candidates with requisite qualifications and experience are not available with the Employment Exchange in respect of which “Non-availability Certificate” has been issued by the Employment Exchange (including selection of candidates for engagement as Graduate Engineers), shall be advertised in important Local and / or National Dailies with large circulation.
Note : Selection of suitable candidates for engagement as Graduate Engineer Trainees may also be done by a Selection Committee to be constituted by the Appointing Authority from reputed Engg. / Management Institutes through campus interviews.
Employees in the service of the Company may apply in response to advertised posts if they fulfil the prescribed qualifications and experience. Serving employees are not required to pay fee as prescribed for applying. The prescribed age limits will not apply in such cases.
6.8 RELAXATION IN JOB SPECIFICATIONS
In case of exceptionally qualified candidates, the Appointing Authority may keeping in view the job requirements grant relaxation in respect of age and / or length of experience provided suitable candidates with prescribed qualifications and experience are nor available.
6.9 SCRUTINY OF APPLICATIONS AND NUMBER OF CANDIDATES TO BE CALLED FOR INTERNVIEW FOR EACH VACANCY
All applications received will be registered in the Recruitment section of the Personnel Department. After scrutinizing all applications received in time, such number of candidates as is considered appropriate out of those prima facie suitable will be called for interview / test. The number of candidates called for interview shall ordinarily be 5 to 6 for each vacancy.
6.10 PAYMENT OF T.A. ON ATTENDING INTERVIEW
Candidates attending interviews for any post in the Company may be reimbursed Rail fare as detailed below through the shortest route from their nearest Railway Stations to the place of interview and back subject to their furnishing the ticket numbers issued by the Railways :-
*a) For the posts of Sr. Officers in
E-3 scales of pay and above ……… Ist class
*b) For all other posts ……… IInd class
(*Rail fare will be reimbursed on production
of ticket numbers)
Wherever rail link is not there, actual bus fare will be reimbursed, on the production of bus tickets. No other allowances / expenses of any nature will be reimbursed. No TA will be paid to the candidates who fail to -
i) appear before the Selection Committee :
In case the application is not forwarded through proper channel. This is applicable to the candidates working in Govt. departments or Public Sector Undertakings. (This fact shall be brought to the notice of the concerned candidates in the interview letter itself).
Note : 1) Candidates sponsored by the Local Employment Exchange and called for interview will not be entitled to reimbursement of travel expenses.
2) Departmental candidates called for interview from outstations shall be reimbursed travel expenses as per their entitlement under the T.A. Rules of the Company.
6.11 INTERVIEWS / TESTS
The Selection Committee may hold interviews and / or written tests or trade test as may be considered necessary, to adjudge the suitability of the candidates.
6.12 ASSESSMENT OF SUITABILITY OF CANDIDATES
The Selection Committee shall assess the comparative merits of the candidates on the basis of their qualifications, previous experience, performance in test / interview and all other material information with reference to the suitability of candidates for the post.
6.13 PANEL OF SELECTED CANDIDATES
The Selection Committee shall prepare a panel of candidates considered suitable for employment in the order of merit and submit through Personnel Department to the Appointing Authority for approval.
6.14 AGE
A person who has not attained the age of 18 shall not be admitted into the service of the Company.
6.15 RESERVATION OF POSTS AND RELAXATION OF AGE LIMITS ETC
Directives of Central Government regarding reservation policy and age relaxation etc. for SC, ST, other Backward Classes, Ex-servicemen, Orthopadically Handicapped persons etc., issued form time to time shall be allowed.
6.16 ISSUE OF OFFERS OF APPOINTMENT
Offers of appointments shall be issued by registered post upto number of vacancies available and the requirement to fill up the same in the order of merit from the approved panel with the approval of the Appointing Authority.
6.17 JOINING TIME
Joining time on first appointment will normally be allowed for a period upto 30 days. On reasonable grounds and on a written request form the candidate this period may be extended by the Appointing Authority for a maximum period of 3 months. In very exceptional circumstances it may further be extended for another 3 months at the discretion of the Appointing Authority.
6.18 WITHDRAWAL AND CANCELLATION OF OFFERS OF APPOINTMENT
In case a selected candidate, to whom an offer of appointment has been made for post in the Company, fails to report for duty within the stipulated time, the offer of appointment issued to him will automatically stand withdrawn and cancelled.
6.19 PAYMENT OF TA ON JOINING FIRST APPOINTMENT
TA is admissible on joining the first appointment under the Company.
6.20 VALIDITY OF SELECTION PANEL
The panel of selected candidates will normally be valid for a period six months from the date it is approved by the Appointing Authority. The panel may be revalidated, wherever considered necessary by the Appointing Authority for a further period not exceeding six months. The panel will, however, stand automatically lapsed, if in the meantime, a departmental candidate(s) eligible for consideration for promotion to the post, against the promotion quota.
7.0 DEPUTATION OF PERSONNEL FROM CENTRAL / STATE GOVERNMENT OR PUBLIC SECTOR ENTERPRISES
7.1 WHEN TO FILL UP A POST BY DEPUTATION
In cases of filling up a particular post where suitable candidates with adequate qualifications and expertise are not available within the Company and further, if in the opinion of the Competent Authority, the post is of such a nature that even the advertisement is not likely to produce the right of candidates.
7.2 HOW TO APPROACH AN ORGANISATION
When a post is to be filled in by deputation, no organization will normally be approached to land a particular person by name but such relevant particulars will be supplied to the concerned organization as will be enable it to suggest name / names of suitable person(s) for the post in question.
7.3 TERMS & CONDITIONS AND LIMITS TO PERIOD OF DEPUTATION
The terms & conditions and period of deputation which shall be mutually settled between the parent department of the deputationist, subject to the guidelines received from Government of India.
7.4 ACTION TO CONTINUE, ABSORB OR REVERT A DEPUTATIONIST
In each individual case of deputation, the Company, atleast 3 months before the expiry of the deputation period shall have to decide whether the deputationist has to be continued deputation or given an option for absorption, depending upon the exigencies of the work of the Company, or otherwise to revert him to his parent department.
8.0 MEDICAL FITNESS
No person shall be appointed in the service of the Company unless such a person has been certified by a Company’s Medical Officer duly qualified and registered medical practitioner or medical board, approved by the Company, to be medically fit to discharge his duties.
9.0 VERIFICATION OF CHARACTER AND ANTECEDENTS
Appointment of any person in the service of the Company or his continuance in service, shall be subject to his character and antecedents being verified and found satisfactory, in the prescribed manner. In case of a person appointed from the Government or other Public Sector Enterprises, the Company may accept the verification of character and antecedents done by his previous employer.
10.0 PROBATION & CONFIRMATION
10.1 PERIOD OF PROBATION
All Executives on appointment other than those on deputation from Govt. or Public Sector Enterprises shall be on probation for a period of one year excepting in the case of non-executive categories of employees for whom the period of probation shall be six months.
10.2 EXTENSION OF PROBATION PERIOD
The period of probation of an employee, based on his performance and / or conduct may be extended by the Appointing Authority beyond the original period by not more than six months at a time for reasons to be recorded in writing. The maximum period for which the probation can be extended shall be upto one year.
10.3 CONFIRMATION
On satisfactory completion of the period of probation, the employee shall be regularized in the post, but shall not be regarded as having been automatically regularized unless an order to this effect is issued to him in writing.
10.4 TERMINATION
If during the probation period or extended period of probation, the performance, progress and / or general conduct of an employee are not found to be satisfactory or upto the standard required for the post, his services will be liable to be terminated at any time without assigning any reason.
11.0 PROMOTION POLICY
11.1 GUIDING PRINCIPLES UNDERLYING PROMOTION POLICY
The guiding principles underlying the promotion policy of the Company air at providing and maintaining appropriate resources and environment for the effectiveness, efficiency and satisfaction of its employees and motivating them to apply and develop their abilities and capacities to achieve the objectives of the Organisation. It will be the policy of the Company to provide its employees with appropriate opportunity, encouragement and career growth, consistent with their contribution to the growth of the Organisation on the basis of the following basic principles.
a) To ensure fairness, consistency and uniformity in the matter of promotion of employees in the Company.
b) To provide broad equality of opportunity in growth and career prospects ; and
c) To create and sustain the morale of the employees by informing them of the kind of career promotion opportunities that exist in the organization and the basis of and the manner in which such promotions will be effected.
11.2 CHANGE IN THE PROMOTION POLICY
Keeping in view the changes in internal conditions and external environments, the Company may at any time and at its discretion make any changes in the promotion policy, if it is satisfied that such changes are necessary in the overall interest of the organization.
12.0 GENERAL GUIDING PRINCIPLES
12.1 WHEN-TO-MAKE PROMOTIONS
Promotions shall be made as and when vacancies occur in the various cadres of the organization against the promotions quota, provided eligible/ suitable departmental candidates are available within the Company and there is requirement to fill up the posts.
12.2 MEANING OF PROMOTION
Promotion shall mean movement of employee from a post in a lower grade to a post in the next higher grade along the promotion channel; skipping of scales is not allowed.
12.3 CONSIDERATION OF COMPANY EMPLOYEES THROUGH DIRECT RECRUITMENT
Employees in the service of the Company who fulfil the prescribed job specifications such as qualifications and experience, shall be eligible for consideration for selection through direct recruitment alongwith outsiders, provided they have satisfactorily completed the period of probation in their present posts and they apply for the same.
13.0 METHODS AND PRINCIPLES OF PROMOTION
13.1 PERCENTAGE OF VACANCIES TO BE FILLED BY PROMOTION
Percentage of vacancies in each grade / category to be filled up by promotion shall be as indicated in Para 6/1 however at the discretion of the Competent Authority the posts, where reserved for direct recruitment, may be filled in by considering promotion of departmental candidates who are ripe enough and fall in the zone of promotion before resorting to direct recruitment over and above the quota fixed for promotion.
13.2 CHANNEL OF PROMOTION
Employees shall be considered for promotion strictly in accordance with the approved channels of promotions for each category of posts.
13.3 QUALIFICATIONS FOR PROMOTION
Employees to be considered for promotion to the next higher posts should have the requisite qualifications and experience as laid down in the schedules annexed to these Rules. The experience may however, be relaxed in certain exceptional cases by the Competent Authority, on the specific recommendations of the duly constituted Departmental promotion Committee which shall record the reasons for such relaxation in its proceedings.
13.4 CONSIDERATION OF DEPARTMENTAL CANDIDATES FOR PROMOTION TO NEXT HIGHER GRADES
The selection of employees who fall in the zone of promotion to posts shall be subject to screening by departmental promotion committee with reference to their performance as reflected in their Annual Appraisal Reports, qualifications, length of service in the present grade, performance in the interview etc., required fro effective functioning in higher posts.
PROMOTION RULES
(WITHIN THE EXECUTIVE CATEGORY)
Board at its 89th meeting held on 11.10.91 approved the revised Organisation structure in respect of Executives with Clusters consisting of 4 levels (Annexure-II). Subsequently, the above clusters have been reclassified to suit the job requirements as also responsibilities at each levels by a circular resolution of the Board approved on 23.07.91 (Annexure-III). The Executives organization structure in the Company w.e.f. 1.1.92 is as follows :
Organisation Grade Revised Scale (Rs.) Level
Jr. Manager Gr.B E.O. 3500-150-6200 Level I
Jr. Manager Gr.A. E.1 4000-175-7150
Asst. Manager E2 10000-275-16050
Dy. Manager E3 10750-300-16750
Manager E4 13000-350-18250 Level II
Sr. Manager E5 13600-350-18500
Dy. Chief Manager E6 14500-350-18700 Level III
Chief Manager E7 16000-400-18500
Dy. General Manager E8 17500-400-22300 Level IV
General Manager E9 18500-450-23900
CGM E10 18500-450-23900
Executive Director E11 20500-500-26500
Besides this, in the above Circular Resolution dated 23.7.92, Board of Directors approved the minimum period of qualifying service normally required to be put up by an Executive before he becomes eligible for promotion to next highest grade as shown below. Further it was also resolved in said Resolution that the above revision shall come into effect from 01.07.1992.
Level Grade Minimum year(s) of qualifying service in
Grade for considering for promotion
I E 0 to E 1 1 year
E 1 to E 2 2 years
E 2 to E 3 2 years
E 3 to E 4 3 years
II E 4 to E 5 2 years
E 5 to E 6 3 years
III E 6 to E 6A 2 years for the post of AGM
2 ½ yrs. for Sr. Manager under stagnation promotion approved by Board in its Sub-committee Meeting held on 10.11.95 (Annexure-IV)
E 6A to E 7 Not stipulated.
IV E 7 to E 8 3 years
E 8 to E 9 Not stipulated
As per the above promotion policy, Executives are considered for promotions only when clear vacancies arise and subject to confirmation, clearance from the vigilance, medical fitness and company’s needs. All promotions made in accordance with this policy will be from one scale of pay to the next, without skipping any scale of pay.
No employee shall be promoted unless he had served for a minimum period of two (2) years, within each level and 3 years subject to availability of vacancy from one level to another.
Any employee not found fit for promotion at the meeting of the DPC, shall be considered afresh at its next meeting.
Promoted candidates will be on probation for a period of 6 months from the date of assuming charge of the promoted post. If the performance of the probationer is not found satisfactory, he shall be reverted to the lower post.
No employee under suspension or against whom disciplinary proceedings have been or are about to be initiated shall be promoted until he is unconditionally reinstated or exonerated.
DPC will be held twice in a year i.e. in the month of April and October.
PROMOTION ON OFFICIATING
Wherever in the interest of the work it is felt necessary to fill a vacancy, the appointing authority may at its discretion fill these posts temporarily by promotion on officiating basis where the vacancy is at the next higher grade and by placing the employee in full additional charge of the vacant post of the same level provided that :
i) the period of such officiating will not be counted for the purpose of seniority in that grade.
ii) if an executive gets regular promotion while officiating for the higher post, his eligibility in the higher scale will be counted from the day he gets his regular promotion.
iii) No officiating will be allowed within each level
iv) On return of the Officer from leave / training, etc., the executive officiating in the higher post will be reverted to his original scale of pay.
APPEAL
Any employee who is aggrieved by an order of promotion in the grade that he has been superseded may appeal and represent his case to the appointing authority through proper channel. The appointing authority may take such action as may be considered necessary to install confidence among the employees regarding the justice and fairness in the Selection process. Decision of the appointing authority shall be communicated within one month from the date of receipt of the appeal.
PROMOTION POLICY FROM NON-EXECUTIVE TO EXECUTIVE POSTS
In order to provide and maintain appropriate resources and environment for the effectiveness, efficiency and satisfaction of employees and to motivate them to apply and develop their abilities and capabilities to achieve the objectives of the Company, Board of Directors at their 52nd meeting held on 12.4.83 approved rules regulating promotion of employees from the non-executive cadre to the executive cadre of the company with a stipulation that 33 1/3% of the vacancies in the induction grade of the Executive cadre be reserved for promotions from non-executive cadre. The Rules of promotion from Non-executive posts are at Annexure-V.
As per the promotion policy from non-executive to executive cadre, an employee has to complete minimum three (3) years service in the principal grade of Supervisory category subject to fulfilling other stipulated conditions i.e., one year pre-selection training, vacancy, test and interview; ACRs and clearance from vigilance angle.
(NON-EXECUTVES)
As per the approved Promotion Policy, employees are considered for promotions only when clear vacancies arise and subject to the Company’s needs.
For each main grade, two subordinate grades are available. To develop local skills to the extent possible, normally recruitment is made in the lowest subordinate grade. After the employee acquires the necessary skill, he is considered for promotion to the next higher subordinate grade. This is continued till the main grade is attained.
An employee may be considered for promotion to the next higher grade in the respective category provided he puts in the requisite years of experience as detailed below :-
(Within the Category)
Category Grade level (Rs.) Eligibility period
I. Unskilled 1880-2930 to 1900-3040 2 years
1900-3040 to 1930-3130 2 years
II. Semi Skilled 1950-3330 to 1970-3530 2 years
1970-3530 to 2100-4575 2 years
III. Skilled 2040-4065 to 2070-4320 2 years
2070-4320 to 2100-4575 2 years
IV. Supervisory 2130-4920 to 2150-5300 2 years
2150-5300 to 2210-5810 1 year
NOTE : As regards promotions from category to category, the same will be dealt as per the Vacancy based promotion policy which is at Annexure-VI.
The employees are considered for promotion from one grade to next grade within the same category subject to fulfillment of the requisite qualifications and after having put in a minimum two (2) years experience in the present grade. The service period will be reckoned from the date of joining the Company against a permanent vacancy and subject to his confirmation as a permanent employee on satisfactory completion of probation period and training.
No employee under suspension or against whom disciplinary proceedings have been made or about to be initiated shall be promoted until he is unconditionally reinstated or exonerated.
The promotion is subject to fulfillment of the required qualifications and experience and subject to passing the departmental training / trade tests or oral tests whichever is applicable.
VACANCY BASED PROMOTION POLICY WIHTIN THE NON-EXECUTIVE CATEGORY
At the request of the Recognised Union (E-245), Management introduced vacancy based promotion policy within the non-executive category with effect from 18.9.91 by signing an Agreement between Management and the then Recognised Union (E-245). The circular issued by Management about vacancy based Promotion Policy within the Non-executive category is at Annexure-IV.
SENIORITY RULES
( Within Non-Executive category)
(upto Supervisory category)
In pursuance of the Memorandum of Settlement signed between Sponge Iron India Limited and Sponge Iron India Limited Employees Union (E-245) (Recognised Union) on 26.5.97 Management introduced “Seniority Rules” within the Non-Executive category vide Circular No.SI/PERS/9299/1539/97, dt.15.11.97. The details of the “Seniority Rules” are furnished below :
Principles regarding determination of inter-se-seniority of employees
where there is a tie in a particular grade / post
Seniority of persons appointed by Direct Recruitment as well as promotees within the Non-Executive category is to be determined with reference to he date of their joining the post for which they are selected / promoted. If two persons join on the same day, one in the forenoon and the other in the afternoon, the one who joined in forenoon becomes senior. If one or more persons join in the same grade on the same forenoon or afternoon, then their inter-se-seniority is to be fixed as follows :
a) If there is a tie, the inter-se-seniority position of the employees concerned have to be looked in the next below grades / posts and, if necessary upto the date of their initial appointment in SIIL.
b) If there is a tie, even on the date of initial appointment in SIIL in the type as mentioned at (a) above, the person senior in age would be considered as senor in service and not by the merit list prepared by the Selection Committee at the time of their initial appointment in SIIL.
c) Between employees appointed to the same grade by direct recruitment and by promotion on the same forenoon / afternoon of the same date, those appointed by promotion are to be deemed as senor to those appointed by direct recruitment.
d) Seniority of employees transferred from one trade to another trade in the same category at the request of the employee, will be reckoned from the date of his transfer to the new trade. This should be made clear to the employee and an undertaking to be obtained.
e) Seniority of employees transferred by the Management on its own from one trade to another in the same category due to exigencies of work will remain unaltered i.e., will be protected.
f) The division / office forwarding the request of employees for transfer from one division to the other should obtain a written undertaking from the employee that he agrees that the transfer, if agreed to will be on loss of seniority in the grade for all purposes. A copy of such undertaking should be enclosed to the request.
g) Employees transferred from one Division to the other at the instance of the Management due to exigencies of work will be eligible for protection of seniority in the grade.
h) Seniority on reversion / demotion
The seniority of an employee demoted / reverted to the lower grade shall in the case of employee directly recruited to the higher grade be reckoned from the date of his appointment to the higher grade and in the case of an employee promoted / appointed to the higher grade from the lower grade from the date of his original appointment to the lower grade to which he has subsequently been demoted.
If such a demoted / reverted employee is subsequently promoted / appointed to the grade from which he was demoted, the service rendered by the employee in the grade prior to reversion / demotion shall be taken into account while fixing his seniority in the higher grade after such promotion / appointment.
An understanding has been reached between SIIL and SIIL
Employees Union (E-245) (the then recognized
“Minutes of the Meeting with the representatives of the recognized union (SIIL Employees Union, E-245) held at Regd. Office on 18.12.1992 at 1100 hrs. in the office of Chief General Manager”.
Members present :
Representatives of Management Representatives of SIIL
Employees
1. Shri K.P. Patnaik 1. Shri A. Netaji
Chief General Manager President
2. Shri K. Suryanarayana 2. Shri A.Jawahar Babu
DGM (P&A) General Secretary
*******
Further to the Memorandum of settlement dated 11.12.1991 on promotion policy, the following points have been mutually agreed upon :-
i) The seniority of the skilled and Supervisory cadre of the non-technical ministerial employees will be maintained Division-wise i.e. Works, Com, E&P, F&A and P&A separately.
ii) The seniority of the semi-skilled cadre of the non-technical / ministerial employees will be maintained by combination of the following divisions :
- Commercial & F&A as one group.
- Works, E&P and P&A divisions as one group.
(Signatures )
Sd/- Sd/-
1. K.P. Patnaik 1. A. Netaji
Sd/- Sd/-
2. K. Suryanarayana 2. A.Jawahar Babu
Witnesses : Sd/-
(S. Satyanarayana )
Personnel Officer
Board of Directors at their 89th meeting held on 11.10.91 approved the revised organization structure in respect of Executives with cluster system and sanctioned 107 posts in Executive category (Annexure-II) the break-up of which is given below :
1. L - IV - 7
2. L - III - 20
3. L - II - 21
4. L - I - 59
---------
Total 107 Posts
---------
Subsequently, a proposal was submitted to Board for creation of additional posts for the power plant and Sub-merged Arc Furnace Projects. Eleven (11) Executive posts were sanctioned for the 95th & 97th Board meeting held on 29.12.92 & 8.6.1993 respectively.
Thus, the sanctioned strength in the Executive cadre of the Company comprises of a total of 129 posts, the details of which are given below :
1. L - IV - 7
2. L - III - 20
3. L - II - 23
4. L - I - 79
---------
Total 129 Posts
---------
However, Board at its 99th meeting held on 14.12.93 reviewed the Executive cadre and suggested that as against 129 Executive posts sanctioned 6 executive posts be treated as “Held in abeyance” (as detailed below) with a stipulation that filling up of the 6 posts now held in abeyance may be made only with the specific approval of the Board if and when the need for operation of any of these posts arises. Relevant Agenda not and minutes of 99th Board meeting held on 14.12.93 are at Annexure-II(A).
Earlier Revised Difference
Sanction proposal
1. L - IV 7 7 -
2. L - III 20 18 2
3. L - II 23 21 2
4. L - I 79 77 2
-------- --------- ----------
Total 129 123 6
-------- -------- ----------
Board of Directors at their 100th Board Meeting held on 15.02.1994 reviewed the sanctioned strength of Non-Executive cadre in the Company in consultation with the Divisional Heads thereby keeping the total revised strength at 519 besides 46 posts held in abeyance (includes manpower sanctioned for SAF and CPP). However, Board desired that the filling up of the 46 posts now held in abeyance may be made only with the specific approval of the Board if and when the need for operation of any of these posts arises giving full justification for the same.
Relevant Minutes of the 100th Board Meeting held on 15.02.94 is at Annexure II (B).
Subsequently Board at its 106th meeting held on 15.9.95 approved increasing of sanctioned strength in Non-Executive cadre from 519 to 544 in view of the implementation of the order of High Court for induction of 25 Canteen workers in the services of the Company/
Relevant Minutes of the 106th Board Meeting held on 15.9.95 is at Annexure – II (C ).
Sponge Iron India Limited (SIIL) a Public Sector Undertaking of the Government
of India and the Government of Andhra Pradesh (Central Government shareholding
over 53%) is setting up a 30,000 tonnes per year
capacity Demonstration Sponge Iron Plant at Kothagudem
in Khammam District in the State of
2. In order to identify suitable personnel and to develop them for manning various positions in the plant, it is essential to initiate action now so that trained cadres are available by the time the plant starts trial runs. This aspect was considered by the Board of the Company at its 26th meeting held on 17.9.1978 and it was desired that a comprehensive Organisation Chart be prepared and placed before it for consideration. Accordingly, at the 28th and 29th meetings of the Board held on 19.12.1978 and 9.2.1979 respectively. The Board after making certain changes and suggestions desired that the Organisation chart, Scales of Pay and Allowances proposed may be finalized in consultation with the Bureau of Public Enterprises, Ministry of Finance, Government of India.
3.
Accordingly, a discussion was held with the Bureau of Public Enterprises (BPE)
at
4. The personnel of the Demonstration Sponge Iron Plant are organised into four main groups as follows :
a) Metallurgical Department
b) Operations Control Department
c) Engineering Department
d) Administration, Personnel, Finance and Commercial
5. In the working of the Demonstration Sponge Iron Plant it is envisaged that the process and metallurgical requirements with the necessary technical standards would be determined by Metallurgical Department. The Design, Engineering, Planning and Services would be provided by the Engineering Department and the Plant Operations would be controlled by the Operations Control Department. All these inter-related functions would be co-ordinated by the Project Manager who would in turn report to the Managing Director. The Head of Operations Control would be assisted by personnel drawn from the Metallurgical and Engineering disciplines also so that he is able to attaint he objectives with regard to production, maintenance and quality. In such a set up the Heads of Metallurgy and Engineering Departments would be responsible for the technological control of the Engineering and Metallurgical functions and persons of these disciplines attending to operations control department would be responsible to the Head of Operations Control in this day-to-day work. The performance of such persons would be reviewed jointly by the Head of Operations and the Head of the concerned technological discipline.
6. Being a small plant and basically technology oriented, the personnel of the three departments namely Metallurgical, Operations and Engineering would be interchanged from time to time so that a closely knit team of specialists can be developed at the same time ensuring that shift operations are continuously monitored and controlled by competent engineers drawn from operations, Engineering and Metallurgical disciplines.
7. The Engineering department is also to be developed as a nucleus for indigenisation of the engineering know-how and technical documentation being received from foreign equipment suppliers and for its appropriate scale up, so that in line with Government objective, it would be possible to put up bigger plants in the Country with the expertise available in SIIL.
8. The Metallurgical Department has the primary function of laying down the technological regime and control for the process. It would also take up applied and fundamental research with regard to process development.
9. The Administration, Personnel, Finance and Commercial wings have been provided with just adequate strength to meet the basic needs of the organization located in a industrially backward region and at a remote place in the State. In fact effort has been made to keep the strength as low as possible and yet satisfy the minimum needs.
10. The total strength of the organization when fully implemented would be 350. The scales of pay suggested for Executives and Non-Executives are evolved taking into consideration of the prevailing scales of pay in SAIL and NMDC and other Government Organisations in the region. The scales of pay of Executives have been kept identical with those in SAIL. This would facilitate interchange of the personnel from Steel Plants to SIIL as and when required since both the Companies are under the control of the Ministry of Steel and Mines, Government of India. As regards Non-Executives, the scales of pay for skilled and semi-skilled categories are comparable to those of SAIL.
But at each level besides the normal grade, certain intermediate grades are proposed so as to ensure that we take in persons on a lower grade and through suitable training groom them for higher levels of responsibility. It enables a growth-oriented approach and provides opportunities at all levels for recognizing and rewarding merit. Further the approach becomes essential in view of the backwardness of the region and non-availability of the required skills in the respective fields.
CHAPTER – II – SCALES OF PAY
EXECUTIVES
S.No. Designation Scale of Pay (Rs.)
1.
Managing Director – Schedule C of Govt. of
2. Project Manager 1850-100-2350
3. Manager 1600-080-2080
4. Deputy Manager 1350-050-1750
5. Senior Metallurgist, Sr. Process Engineer,
Sr. Planning Engineer, Public Relations Officer,
Sr. Personnel Officer and other equivalent
Designations 1200-50-1600
6. Geologist, Metallurgist, Sr. Chemist, Mechanical,
Civil, Electrical, Instrumentation Engineers, Process
Metallurgist, Refractory Engineer, Process Engineer
(Met. & Chemical), Chemical Engineer, Purchase officer,
Stores Officer, Secretariat Officer, Internal Auditor, A 1000-50-1500
Accounts Officer, Personnel Officer, Welfare Officer,
Medical Officer, Administration Officer, Safety Officer B 850-50-1400
And other equivalent designations
7. Chemist, Training Officer, Asst. Accounts Officer,
Asst. Personnel Officer, Asst. Administration Officer,
Asst. Finance Officer / Cost Accountant, Asst. Security
Officer, Asst. Purchase Officer, Asst. Engineers, Asst.
Medical Officer and other equivalent designations 725-40-1125-50-130
NON-EXECUTIVES
S.No. Designation Scale of Pay (Rs.)
1. Librarian, Photographers, Kiln Operators, Met. Asst. 540-30-930
Tech. Asst. / Sr. Draughtsman / Process Controllers/ 475-25-900
Sr. Purchase Asst. / Sr. Store Keeper / Sr. Secretarial 450-20-770
Asst. / Cashier / Sr. Accounts Asst. / Security Inspector
and other equivalent designations.
2. Lab Asst. / Dark Room Asst./ Fitters / Instrument Mechanic/
Electrician / Welder / Audio Visual Operator / Machinist /
Canteen Asst. / Medical Asst./Stenos / Telex operators / 390-20-750
Safety Attendants / Jr. Secretarial Asst./Jr. Purchase Asst./ 360-20-700
Jr. Store keeper / Jr. Accts. Asst./Office Asst. and other 330-15-600
Equivalent designations
3. Sampler / Lab Technician / Stock House Despatch Man/
Fuel Oil / Weigh Bridge Operator, Payloader operators,
Dumper operators, Plumber, Carpenter, Masons, Drivers 310-15-550
Head Guards, Horticultural Asst., Despatch Clerk, 280-10-480
Receiptionist, Cook and other equivalent designations 250-10-430
4. Lab operation / Maintenance Attendants / Security Guards 230-5-280
Auto Repairers, Sweepers, Malies / Messengers and 210-5-260
Other equivalent designations. 170-5-250
160-5-220
1. This applies to all posts of Assistant Officer, Senior Officer and other equivalent designations in respect of scales in all Administration, Accounts, Purchase and other Services departments.
2. The years of experience shown against each scale of pay is the minimum experience stipulated. The total length of experience shall include general and specific experience in the line. A minimum of 2 years experience is considered to be essential. A relaxation of one year in total length of experience may be given to holders of First Class Post Graduate Degree in the respective field. The figures in the bracket indicates minimum experience to be put in by Officers on pay roll for considering against the respective grade.
3. The composition of Selection Committee for recruitment for different executive posts would be as follows :
i) For categories upto Assistant Officer :
Manager (Department)
Senior Personnel Officer
Dy. Manager (Finance)
ii) For categories Senor Officer and Dy. Chief :
Managing Director
Manager (Department)
Manager (Finance)
Manager (Personnel)
An expert in the line from outside
iii) For categories of Manager :
Chairman
Managing Director
One Government Director
One Expert in line
Manager (Finance)
Manager (Personnel)
4. The guidelines for recruitment / promotion are given in chapter 4 and these are to be taken into consideration before the vacancy is processed for filling up.
5. The guidelines for recruitment / promotion are given in chapter 4 and these are to be taken into consideration before the vacancy is processed for filling up.
1. This applies to all posts similar / equivalent designation in the respective non-technical equivalent designation in the respective non-technical departments outlined in the Organisation chart. For all posts the minimum years of experience required is indicated. The figures in the bracket gives the years of experience required for departmental candidates for considering against the respective grades. A minimum of two years line experience would be essential.
2. The Selection Committee should consist of one member from Personnel Department, one from concerned Department in which the vacancy occurs and from another department, preferably from the Training Department. A representative of State Government will also be associated in the Selection Board.
3. The guidelines for recruitment are given in Capter 4 and these are to be taken into consideration before processing for recruitment.
1. RECRUITMENT
Normally about 75% of the vacancies in the grade of Rs……………. occurring during a calender year will be filled by direct recruitment, the remaining 25% being reserved for promotion in from non-executive levels subject to the provision that selection for promotion to this grade shall be made in accordance with the qualification required and passing of departmental tests if any.
Direct recruitment to executive posts will be made by advertising on All-India basis in national dailies. Recruitment of executives from other Public Undertakings or Government Departments on deputation or transfer may also be considered by the recruitment authority by negotiation.
The qualifications and experience generally required for appointment are given in Chapter-3.
Employees in the service of the Company would also be eligible for consideration for advertised post if they possess the prescribed qualification and minimum total experience stipulated for the post and have put in minimum two to three years service in the grade immediately below that of the advertised post. Such applications should be submitted to the Personnel department through the respective departments and are to be screened by a Screening Committee constituted for the purpose and the candidates most suitable for the posts would be considered for recruitment.
The Selection committee for recruitment would be constituted as laid down in Chapter-3.
The Selection committee will assess the comparative merits of the candidates on the basis of their qualifications, previous experience, record of service, confidential reports and on interview. The selected candidates are to be placed on a panel in order of merit and the panel will be subject to the approval of the Managing Director / Project Manager. The panel will be valid for a maximum period of six months.
2. PROMOTIONS
Employees will be considered for promotion only when clear vacancies arise and subject to the Company’s needs.
An employee will be eligible for his first promotion only if he has put in a minimum service of three years. The service period shall be reckoned from the date of joining the Company against a permanent vacancy an subject to his confirmation as a permanent employee on satisfactory completion of probation period.
An employee who had one promotion in the Company as per 2.2 above, will be eligible for the next promotion only if he has served for a minimum of two years in his present grade.
No employee under suspension or against whom disciplinary proceedings have been or are about to be initiated, shall be promoted until he is unconditionally reinstated or exonerated.
Promotion Committee for selecting candidates for promotion to various grades will be constituted as follows :
Grade Committee
i) Upto Rs.1200-50-1600 Managing Director
Manager (Department)
Manager (Personnel)
Manager (Finance)
ii) Rs.1350 and above Chairman
Managing director
Manager (Personnel)
Manager (Finance)
NON-EXECUTIVE (TECHNICAL & NON-TECHNICAL)
1. RECRUITMENT
All recruitment for posts up to basic pay of Rs.800/- and below is made from candidates sponsored by the concerned employment exchange. When suitable candidates from employment exchange are not available, the posts are advertised in newspapers. Recruitment is made by means of open competition by a test (written or practical) or by interview or by both.
1.1 All recruitments for posts above basic pay of Rs.800/- are made by advertising in newspapers and / or through open competition by a test or by interview or both. All such vacancies are notified to the relevant employment exchange.
2. Recruitment procedure
Posts which cannot be filled through normal promotion channel are notified for recruitment. As a first step towards recruitment, vacancies are notified to the employment exchange giving the specification for posts for sponsoring suitable candidates. The selection is made through a Selection Committee set up for the purpose. If the candidates sponsored by employment exchange are not found suitable, open advertisement through newspaper is resorted to for selection after obtaining the relevant clearance from Employment Exchange.
2.1 Reservation of Vacancies
In respect of the posts / vacancies to be filled by direct recruitment, reservation for SC / ST and Ex-servicemen will be made as per the instructions issued by Central Government from time to time.
The Selection Committee for recruitment of all category of posts shall comprise of the following :
i) For category : Manager (Department)
Senior Personnel Officer
Representative of State Govt. and
Representative from another Deptt.
ii) For category : Deputy Manager (Deptt.)
Senior Personnel Officer
Representative from State Govt. and
Representative from another Deptt.
iii) For category 3&4 : Representative from concerned Deptt.
Representative from Personnel Dept.
Representative from State Govt. and
Representative from another Deptt.
2.2 Assessment of the candidates shall be made by the Selection Committee taking into account of the following factors.
i) Qualification & experience as Outlined in Chapter 3
ii) Physique and personality
iii) Interview
iv) Performance in the practical or written test or trade test
2.3 Where the number of candidates selected are more than the number of vacancies, a panel is generally formulated and is kept operated for six months initially. The panel is reviewed after six months and generally operated unless meantime the posts have been upgraded or specifications have been changed.
2.4 Appointment
Appointment should be made in the order in which names appear in the panel approved by the Appointing Authority. The appointment offers will be issued subject to candidates satisfying Nationality and clearance from vigilance as regards to character and antecedents and subject to medical fitness.
2.5 PROMOTION
Employees may be considered for promotion only when clear vacancies arise and subject to the Company’s needs.
For each main grade two subordinate grades are available. To develop local skills to the extent possible normally recruitment is made in the lowest subordinate grade. After the employee acquires the necessary skill he is considered for promotion to the next higher subordinate grade. After the employee acquires the necessary skill he is considered for promotion to the next higher subordinate grade. This is continued till the main grade is attained.
An employee may be considered for promotion to the next higher grade level in the respective category provided he puts in the requisite years of experience as detailed hereunder :
(Ref: Non-Executive DPC Meeting held during January, 1982)
Grade Level Minimum No. of yrs. of
Category (Tech. & Non-Tech.) experience to be put in
for consideration of promotion
I B to A & A2 to A1 One year
C to B & A3 to A2 Two years
II B to A & B2 to B1 Two years
C to B and B3 to B2 Two years
III B to A and C2 to C1 Two years
C to B and C3 to C2 Two years
IV B to A & D2 to D1 Two years
C to B & D3 to D2 Two years
D to C (N.T. only) Two years
* one year for those who joined prior to 1.7.80
(Ref. DPC Meeting held in the month of Jan. 82).
The employee may be considered for promotion from one grade to the next grade subject to fulfillment of the requisite qualifications and after having put in a minimum of two years experience in the present grade. The service period shall be reckoned from the date of joining the Company against a permanent vacancy and subject to his confirmation as a permanent employee on satisfactory completion of probation period and training.
No employee under suspension or against whom disciplinary proceedings have been made or about to be initiated shall be promoted until he is unconditionally reinstated or exonerated.
Promotion Committee for selecting candidates for promotion to various grades will constitute as follows :
Managing Director
Project Manager
Manager (Personnel)
Manager (Department)
Manager (Finance)
CHAPTER - 7
ORGANISATION CHART & SUMMARY OF SCALES OF PAY
AND NUBMER OF POSTS
|
Sl. No. |
Designation |
Scale of pay (Rs.) |
SIIL Grade code |
No. of posts |
||
|
Tech |
Non. Tech. |
Total |
||||
|
1. |
Managing Director –
Schedule C of Govt. of |
2500-100-3000 |
|
1 |
- |
1 |
|
2. |
Project Manager |
1850-100-2350 |
M1 |
1 |
- |
1 |
|
3. |
Manager |
1600-00-2880 |
M2 |
3 |
3 |
6 |
|
4. |
Deputy Manager |
1350-50-1750 |
M3 |
4 |
2 |
6 |
|
5. |
Sr. Metallurgist, Sr. Process Engineer, Sr. Planning Engineer, Public Relations Officer, Sr. Personnel Officer and other equivalent designations. |
1200-50-1600 |
S1 |
3 |
2 |
5 |
|
6. |
Geologist, Metallurgist, Sr. Chemist, Mechanical, Civil, Electrical, Instrumentation, Engineers, Process Metallurgist, Refractory Engineer, Process Engineer (Met. & Chemical) Chemical Engineer, Purchase Officer, Stores Officer, Secretarial Officer, Internal Auditor, Accounts Officer, Personnel Officer, Welfare Officer, Medical officer, Administration officer, Safety officer and other equivalent designations. |
1000-50-1500
850-50-1400 |
S2
S3 |
30 |
11 |
41 |
|
7. |
Chemist, Training Officer, Asst. Accounts Officer, Assistant Personnel Officer, Asst. Admn. Officer, Asst. Finance Officer / Cost Accountant, Assistant Security Officer, Asst. Purchase Officer, Assistant Engineers, Asst. Medical Officer & other equivalent designations |
725-40-1125-50-1325 |
S4 |
21 |
03 |
24 |
PAY SCALES OF NON-EXECUTIVES
GRADE |
W.E.F. 01.07.1979 |
W.E.F. 01.07.1980 |
W.E.F. 01.07.1984 |
W.E.F. 01.07.1988 |
W.E.F. 01-07.1992 |
|
UNSKILLED Sub-Grade – III Sub-Grade – II Sub-Grade – I |
160-5-220/- 170-5-250/- 210-5-280/- 230-5-280/- |
300-5-350/- 320-7-404/- 350-8-446/- 380-9-515/- |
470-9-560/- 500-10-620/- 520-10-640/- 550-11-715/- |
1130-18-1400/- 1150-19-1435/- 1180-20-1480/-
|
1880-35-2930 1900-38-3040 1930-40-3130 |
|
SEMI-SKILLED Sub-Grade – II Sub-Grade – I Principal Grade |
250-10-430/- 280-10-480/- 310-15-550/- |
400-10-500/- 420-12-540/- 450-15-660/- |
570-13-726/- 590-15-760/- 620-18-990/- |
1200-22-1354-26-1562 1220-27-1409-30-1649 1250-31-1467-34-1739 |
1950-44-2610-48-3330 1970-50-2720-54-3530 2000-56-2840-60-3740 |
|
SKILLED Sub-Grade – II Sub-Grade – I Principal Grade |
330-15-600/- 360-20-700/- 390-20-750/- |
490-16-692/- 520-20-760/- 550-21-844/- |
660-20-900/- 690-24-978/- 720-25-1095/- |
1290-35-1535-40-1855 1320-41-1607-44-1969 1350-45-1665-46-2033 |
2040-65-3015-70-4065 2070-72-3150-78-4320 2100-80-3300-85-4575 |
|
SUPERVISORY Sub-Grade – II
Sub-Grade – I
Principal Grade |
450-20-770/-
475-25-900/-
540-30-930/- |
580-22-866/-
600-25-925/-
660-30-900-35-1110 |
750-27-1101/-
770-30-1160/-
830-35-1110-40-1350/- |
1380-47-1709-52-2125/- 1400-53-1771-60-2251
1460-61-1887-70-2447 |
2130-90-3480-96-4920
2150-100-3650-110-5300 2210-115-3935-125-5810 |
|
Selection Grade
Special Grade |
|
|
|
1700-70-2190-85-2870 |
2450-130-4400-135-5885 |
Item No.89-IV-18 any other item with the permission of the Chair.
i) To note the decision of the Sub-committee on Organisational Structure of the Company at the Executive level
The Board at its 86th meeting held on 22nd March, 1991 considered the Organisational Structure of the Company at the Executive level and decided to remit the proposal to a Sub-Committee comprising (1) Shri Chiranjiv Singh, CMD (2) Shri S. Nautiyal, Director and (3) Dr. H.S. Aswal, Director for consideration and decision. Accordingly, the organizational structure at the Executive level as proposed was placed before the Sub-committee. The Sub-committee after due consideration approved the Organisational chart at the Executive level. A copy of the Organisational chart as approved by the Sub-committee is enclosed.
2. Under the Organisational Chart as approved by the Sub-committee the total Executive strength to man the present level of operations (excluding the new projects) is fixed at 107, the break up of which is given below :
1) L IV - 7
2) L III - 20
3) L II - 21
4) L I - 59
------
Total 107
------
3. Based on the Organisational Structure at the Executive level as approved by the Sub-committee action is being taken to re-deploy the personnel and any surplus / deficiency would be corrected.
4. The matter is placed before the Board for information.
BY ORDER OF THE MANAGING DIRECTOR
Sd/-
SECRETARY
Annexure-II (A)
Extracts from the Board Minutes of 99th Board meeting held on 14.12.1993.
93/IV.99/B-10 : To review the Executive Cadre of the Company
Board considered the proposals contained in the agenda note. After some discussions, Board approved the proposal to retain the existing approved strength of executive cadre at 129, but that the 6 posts suggested for being abolished be treated as “held in abeyance”. Board took note of the proposed revision made in the executive cadre at 123 and desired that the filling up of the 6 posts now held in abeyance may be made only with the specific approval of the Board if and when the need for operation of any of these posts arises.
Agenda Item No.12/93/IV.99/B-10
In the early days of the formation of the Company, there was no formal sanction taken on a “block” basis for Executive / Non-Executive posts. Proposals were submitted to Board for sanction on a piece-meal basis as and when the need for creation of additional posts was felt.
A comprehensive proposal was submitted to Board at its 86th meeting held on 22.03.1991 on the status in regard to the executive cadre of the Company and for sanction of the required number of posts on a “block” basis. Board decided to refer the matter to a Sub-committee a total of 107 executive posts (below board level) were sanctioned by Board at its 87th Board meeting held on 11.06.1991.
Subsequently, a proposal was submitted to Board for creation of additional posts for the Power Plant Submerged Arc Furnace projects. Eleven (11) Executive posts were sanctioned for each of these two projects (i.e. total 22 additional posts) at eh 95th and 97th meetings of the Board held on 29.12.1992 & 08.06.1993 respectively.
Thus the present sanctioned strength in the Executive Cadre of the Company comprises of a total of 129 posts, details of which are given below :
|
|
Level I |
Level II |
Level III |
Level IV |
Total |
|
|
a) |
Works Division |
49 |
8 |
4 |
2 |
63 |
|
b) |
Comml. Division (excluding Civil Engg.) |
10 |
2 |
3 |
1 |
16 |
|
c) |
E & P Divn., (incl RM at |
7 |
4 |
5 |
2 |
18 |
|
d) |
F & A Division |
3 |
3 |
2 |
1 |
9 |
|
e) |
P & A Division |
6 |
3 |
3 |
1 |
13 |
|
f) |
Special Services -Civil Engg -Secretarial & Legal -EDP -CMD’s Sectt. (incl. Corporate planning) - |
2 - - 1 |
2 1 1 1 |
1 1 - - |
- - - - |
5 2 1 2 |
|
|
Total |
78 |
25 |
19 |
7 |
129 |
2. The Executive Cadre has now been reviewed in detail. This review was done with a view to eliminating if possible, some of the sanctioned posts; the need for this review arose out of two factors :
a) When proposals were submitted to the Board for sanction of 22 additional Executive posts for the Power Plant and SAF Projects, it was indicated in the proposal that some rationalising of work would be attempted and if possible some of the additional posts would not be operated.
b) The fortunes of the Company have taken a down-turn with effect from the current year the Company is running into large operational losses; there is thus an imperative need for cutting costs in all possible ways.
As a result of this review, it has been found that a total of 6 posts in the Executive Cadre (below Board level) could be eliminated largely as a result of rationalizing of work. As a result, the sanctioned Executive cadre would now be as follows :
|
|
Level I |
Level II |
Level III |
Level IV |
Total |
|
|
a) |
Works Division |
49 |
8 |
4 |
2 |
63 |
|
b) |
Comml. Division (excluding Civil Engg.) |
10 |
2 |
3 |
1 |
16 |
|
c) |
E & P Divn., (incl RM at |
7 |
4 |
4 |
2 |
17 |
|
d) |
F & A Division |
3 |
2 |
2 |
1 |
8 |
|
e) |
P & A Division |
5 |
2 |
3 |
1 |
11 |
|
f) |
Special Services -Civil Engg -Secretarial & Legal -EDP -CMD’s Sectt. (incl. Corporate planning) - |
1 1 - - |
2 1 1 1 |
1 - - - |
- - - - |
4 2 1 1 |
|
|
Total |
76 |
23 |
17 |
7 |
123 |
One alternative would have been that the sanctioned strength (of 129) be allowed to remain but some posts be kept vacant. However, it was felt that it would perhaps be more appropriate if some reduction in the number of Executive posts is formally approved by the Board,
Board may kindly note, however, that should there be a need to revive any of the posts now proposed for abolition, the matter would be brought up again before the Board.
The revised Executive cadre strength as proposed above is submitted for Board’s consideration and approval.
ORDER OF THE MANAGING DIRECTOR
Sd/-
COMPANY SECRETARY
Annexure-II (B)
94/I.100/B-5 : To consider and take note of revision in the sanctioned
strength of Non-executive cadre in the Company
The agenda note was discussed in detail and in consultation with the Divisional Heads certain reworking was done and the posts proposed to be cut down after reconsideration was taken as 46 instead of 53 as mentioned in the Agenda note; thus, the 16 posts as detailed below were retained for filling up to meet the present requirements thereby keeping the total revised strength actually required for operation as of now at 519.
Cadre Works E&P P&A No. of
Divn. Divn. Divn. Posts
1. Supervisory 5 2 - 7
2. Skilled 4 - 1 5
3. Semi-skilled - - - NIL
4. Un-skilled 4 - - 4
------- ------- ------- -------
13 2 1 16
------- ------- ------- -------
Thus the position of sanctioned posts in the Non-Executive Cadre would now be
Cadre No. of posts
Supervisory 100
Skilled 154
Semi-skilled 107
Un-skilled 158
-----------
Total 519
----------
Detailed break-up of the 519 sanctioned posts is given here under :
|
Division Department |
Supervisory |
Skilled |
Semi Skilled |
Un Skilled |
Total |
||||||||||
|
S |
A |
T |
S |
A |
T |
S |
A |
T |
S |
A |
T |
S |
A |
T |
|
|
Works |
48 |
-1 |
47 |
81 |
8 |
89 |
63 |
16 |
79 |
112 |
5 |
117 |
304 |
28 |
332 |
|
Commercial |
13 |
1 |
14 |
25 |
1 |
26 |
12 |
3 |
15 |
11 |
- |
11 |
61 |
5 |
66 |
|
Engg. & Proj. |
13 |
- |
13 |
8 |
3 |
11 |
8 |
1 |
9 |
8 |
- |
8 |
37 |
4 |
41 |
|
P & A |
7 |
- |
7 |
17 |
1 |
18 |
6 |
4 |
10 |
17 |
- |
17 |
47 |
5 |
52 |
|
P & A |
7 |
- |
7 |
10 |
- |
10 |
4 |
- |
4 |
3 |
- |
3 |
24 |
- |
24 |
|
Special Service Groups : |
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
Library Services |
1 |
- |
1 |
- |
- |
- |
1 |
- |
1 |
1 |
- |
1 |
3 |
- |
3 |
|
|
1 |
- |
1 |
- |
- |
- |
1 |
- |
1 |
- |
- |
- |
2 |
- |
2 |
|
Computer Services |
4 |
- |
4 |
- |
- |
- |
- |
- |
- |
- |
- |
- |
4 |
- |
4 |
|
Civil Engineering |
3 |
1 |
4 |
6 |
1 |
7 |
7 |
2 |
9 |
5 |
- |
5 |
21 |
4 |
25 |
|
Hindi Cell |
2 |
- |
2 |
- |
- |
- |
1 |
- |
1 |
- |
- |
- |
3 |
- |
3 |
|
Medical |
- |
- |
- |
6 |
- |
6 |
4 |
- |
4 |
1 |
- |
1 |
11 |
- |
11 |
|
Corp. Planning & CMD office |
1 |
- |
1 |
1 |
- |
1 |
- |
- |
- |
- |
- |
- |
2 |
- |
2 |
|
Total |
100 |
1 |
101 |
154 |
14 |
168 |
107 |
26 |
133 |
158 |
5 |
163 |
519 |
46 |
565 |
KEY : S = SANCTIONED
A = HELD IN ABEYANCE
T = TOTAL
Board further desired that the filling up of the 46 posts now held in abeyance may be made or with the specific approval of the Board if and when the need for operation of any of these posts arises giving full justification for the same.
Annexure-II (C)
EXTRACT
FROM THE MINUTES OF THE 106TH MEETING OF THE BOARD OF DIRECTORS OF
THE COMPANY HELD ON 15TH SEPTEMBER, 1995 AT 1030 HRS. AT THE
REGISTERED OFFICE OF THE COMPANY,
8.95/III.106/B-9 : To consider proposal for revision in the sanctioned
strength of non-executive cadre in the Company
Board approved increasing of sanctioned strength in Non-executive cadre from 519 to 544 in view of the implementation of the order of the High Court for induction of 25 canteen workers in the services of the Company.
“Resolved that the Revised Executive Organisational Structure as shown below, duly specifying the minimum period of qualifying service normally required to be put up by an Executive before he becomes eligible for promotion to next higher grade, be and is hereby approved.
Further, Resolved that the above revision shall come into effect from 01.07.92”.
|
Level |
Grade
|
Minimum Year(s) of Qualifying in Grade |
|
IV. |
E8 E7 |
- 3 |
|
III. |
E6 |
2 |
|
II. |
E5 E4 |
3 2 |
|
I |
E3 E2 E1 E0 |
3 2 2 1 |
Since the approval of the Majority of the Directors has been received on 23.07.1992, the Resolution is passed on 23.07.1992.
// Certified //
Sd/-
Company Secretary
To consider and approve some modifications in the Executive Organisational structure earlier approved by the Board
1. Board is aware that till very recently there was no formal organizational structure either for the Executive cadre or for the Non-Executive cadre and that the promotion policy followed by the Company so far was, by and large, purely time-based. Since it was felt that this system could not be continued indefinitely without resulting in a state of chaos a formal Executive organizational structure was proposed and placed before the Board for approval.
Board had approved the said structure at its 89th meeting held on 11.10.91, a copy of the proposal as was approved by the Board is appended herewith for convenience of ready reference and marked as Annexure II.
The Company has also recently made a formal organizational structure for the Non-executive cadre also.
2. The Executive organizational structure has been introduced but there have been some difficulties in its implementation. The main difficulty is a human problem since the introduction of the new set-up resulted in an immediate blockage of all promotions. This has naturally caused a certain degree of resentment amongst our officers.
With a view to find some via-media to overcome the problems discussions have been held at various levels and with the Officers Association. The Division Heads have also been consulted. The idea was to arrive at a workable arrangement which would satisfy to a reasonable degree the aspirations of the executives in the Company, particularly so the Junior Executives, and at the same time to permit the introduction of the new system without altering its basic structure and purpose.
3. The main modifications proposed in the new structure are :
- Grade E3 would be brought down from Level II to Level I.
- Grade E5 would be brought down from Level III to Level II.
A comparison of the organizational structure as was approved earlier and as now proposed is summarized and enclosed Annexure I to this Board note. This statement also give the minimum number of years in each grade which would specified before the executive become eligible for promotion to the next higher grade.
4. The advantage that are perceived in this revision to the organsational structure are :
- A fresh executive who joins the Company (in E0 grade) could be reasonably sure of his career growth for the next 8 years.
- A large number of executives presently in grades E2 and E4 and who have already fulfilled the requirements of service would be able to be accommodated for their next promotion provided they are otherwise found suitable.
- The level of Manager in the Company which is an important operational level as he is head of his operational area or a department would be separate and distinct (Level III) and not concluded with any other grade as a cluster.
5. The above proposals do not envisage any change either in the total number of Executive posts as already sanctioned by the Board or in the distribution thereof in the various levels of the Organisation structure, in so far as the present operations of the Company are concerned. Separate proposals would be brought before the Board for additional posts required for operation of the Power Plant and the Sub-merged Arc Furnace when these projects are commissioned.
6. Submitted for consideration of the Board and approval. If approved, the enclosed Circular Resolution may be signed a token of acceptance and the same may kindly be arranged to be sent to the Company.
BY ORDER OF THE MANAGING DIRECTOR
Sd/-
COMPANY SECRETARY
At : a) Circular Resolution
b) Statement (Annexure-I)
c) Copy of earlier Agenda Note (Annexure-II)
“RESOLVED THAT the Revised Executive Organisational Structure as shown below, duly specifying the minimum period of qualifying service normally required to be put up by an Executive before he becomes eligible for promotion to next higher grade, be and is hereby approved.
FURTHER RESOLVED THAT the above revision shall come into effect from01.07.92”.
|
Level |
Grade
|
Minimum Year(s) of Qualifying in Grade |
|
IV. |
E8 E7 |
- 3 |
|
III. |
E6 |
2 |
|
II. |
E5 E4 |
3 2 |
|
I |
E3 E2 E1 E0 |
3 2 2 1 |
APPROVED
Name of the Director
Date :
Annexure – I
EXECUTIVE ORGANISATION STRUCTURE
|
As already approved by Board |
As now proposed for approval |
||||
|
Level |
Grade |
Minimum year(s) of Qualifying service in Grade |
Level |
Grade |
Minimum year(s) of Qualifying service in Grade |
|
IV. |
E8 E7 |
- 3 |
IV.
|
E8 E7 |
- 3 |
|
III. |
E6 E5 |
2 3 |
III. |
E6 |
2 |
|
II. |
E4 E3 |
2 3 |
II. |
E5 E4 |
3 2 |
|
I. |
E2 E1 E0 |
2 2 1 |
I. |
E3 E2 E1 E0 |
3 2 2 1 |
Grade Scale of pay (Rs.)
E0 2200-100-3600
E1 2500-120-4300
E2 2900-125-4775
E3 3100-130-3750-140-5150
E4 (Asst. Manager) 3700-140-5800
E5 (Dy. Manager) 4000-150-5950
E6 (Manager) 4600-150-5350-160-6790
E7 (Dy. GM) 5600-175-7175
E8 (Gen. Mgr.) 6250-175-7475
Annexure-IV
Sponge Iron India Limited
Note : November 16, 1995
Sub-committee of the Board in its meeting held on 10th November, 1995 and accorded approval for reducing the minimum period of qualifying service for Managers to be considered for the post of Sr. Managers under stagnation promotions from 3 to 2 ½ years.
A copy of the note as approved by the Sub-committee is sent herewith for your information and necessary action.
Sd/-
( S. KOTESWARA SARMA)
Chief General Manager
Sr. Manager (P&PR)
To consider proposal for revision in the minimum period of qualifying service for Managers to be considered for posts of Sr. Managers
Board in their meeting held on 21st March, 1995 approved the following proposals:
a) Operating the post of AGM in case vacancies exist subject to the incumbents completing the qualifying period of 2 years as Managers.
b) Managers who have also completed the qualifying period of service and who could not be promoted for lack of vacancies can be considered for the post of Sr. Managers as stagnation vacancies in pursuance of the policy approved by the Board in their meeting held on 25th December, 1992.
However, while considering and approving the above proposals the Board also approved the proposal to revise the criteria for the Managers to be considered for the post of Sr. Managers as stagnation vacancies from the earlier period of 2 years to 3 years. Infact revision in the promotion criteria has been made only in this category.
Due to the above revision the Managers are forced to wait one extra year beyond the qualifying period of 3 years in case of stagnation i.e. for want of vacancies.
Though an internal administrative decision was taken that all the promotions due are to be postponed by 6 months in view of the present status of the Company. However, if this policy is to be applied to Managers for consideration to the post of Sr. Manager also they would have to wait for extra period of 6 months which may not be justified as their eligibility is already shifted by one year as per revision in the earlier policy as explained above.
In view of the above it is proposed that the minimum qualifying period of service for Managers to be considered as Sr. Managers in case vacancies do not exist would be taken as 2 ½ years instead of 3 years as proposed and approved earlier, so that the total waiting period for the managers to be drafted to the post of Sr. Managers as a stagnation vacancy would be 3 years only including the internal administrative decision of postponement of promotions by 6 months.
The revision as proposed above fixed 3 years to 2 ½ years would come into effect from 21st March, 1995 the date of the earlier Board decision.
Sd/-
( S. KOTESWARA SARMA)
CHIEF GENERAL MANAGER
The above proposal is approved.
Sd/- Sd/- Sd/-
( S. PRASADA RAJU ) ( N.J. YASASWY ) ( K.P. PATNAIK )
DIRECTOR DIRECTOR CHAIRMAN-CUM-M.D.
MEMBERS OF THE SUB-COMMITTEE
SPONGE IRON INDIA LIMITED
SITE OFFICE
Extract
from the Minutes of the 52nd meeting of the Board of Directors of
the Company held on Tuesday the 12th April, 1983 at 1500 hrs. at
52-II-10 To consider and approve the Promotion Policy of Non-Executive to Executive
“RESOLVED THAT THE Rules regulating promotion of employees from the non-executive cadre to the executive cadre of the Company as annexed to the Board Note with the modification that 33 1/3% of the vacancies in the induction grade of the Executives be reserved for promotees be and hereby approved”.
// True Extract //
Additional Item No. : To consider and approve the policy of Non-Executive
to Executive
Proposals for consideration of the above were placed before the Board of Directors at their 48th meeting held on 4.9.1982 when the Board had directed that the following clarification be provided for further consideration.
1. Feasibility of Organising training for those who do posses the necessary Professional Qualification.
2. Raising the minimum service from 3 to 5 years and
3. Fixing a certain percentage of vacancies to be filled up by Promotion.
A Survey was made and information was collected from various Public Sector Undertakings on the practices adopted by them. Based on the Survey, the points raised by the Board have been considered and are hereby clarified.
1. Feasibility of Organising training for those who do not posses the necessary Professional Qualification :
It is understood that except SAIL, other Public Sector Undertakings do not have any specific Training Programme for consideration of promotion from Non-Executive Cadre to Executive cadre. Since SIIL is a unique Project and the first of its kind in India, to maintain the quality and standards of the Executive Cadre of the Company and to provide learning opportunities to the Non-Executives who are all in line it is proposed to organize an Intensive Pre-selection Training Programme in line with that of SAIL for a period of one year. Further it is proposed to fix the eligibility period for consideration of training as 3 years service in the present Supervisory grade of Rs.660-1110. Upon satisfactory completion of one year pre-selection training, the eligible employees will be subjected to written, practical and oral tests as may be applicable and if they qualify in the above tests, they will be considered for promotion to Executive cadre in the present scale of Rs.750-45-1335. The actual promotions would be subject to vacancies and upon completion of all other connected formalities such as interview, suitability, CRs etc. On approval of the above proposal, detailed Training Programme will be formulated in li