By By

AIGETOAAIGETOA

Retirement of employeeRetirement of employee

Up to 2014Up to 2014--20152015

Financial year Grp A Grp B Grp C Grp D Industrial

Strength = 7400 50000 200000 46000 3600

2007-08 303 565 2302 392 113

2008-09 749 1505 6042 870 206

2009-10 855 1794 6670 1013 186

2010-11 779 1814 7170 1064 237

2011-12 825 1958 7894 1043 272

2012-13 663 2163 9266 1326 281

2013-14 438 2015 9299 1403 249

2014-15 361 2028 9874 1605 250

Retired 4973 13842 58517 8716 1794

Suggestions of AIGETOA� Introduction of Cluster Reporting system.

� Transparent Performance Management

� Regular, Fast Promotion schemes.

� Inclusive Growth of All executives of BSNL.

� Introduction of Line of Interactions(boundarySpanner Role)

� Line of Visibility (Cross Functional)

� Back Office Support (No Direct Contact with Customer)

� Intended to improve the Service Gaps in the services of BSNL.

EXECUTIVE

LEVELEXISTING DESIGNATION NEW DESIGNATION

NEW PAY

SCALAS PER 2ND

PRC

E1 FROM FEEDER CADRE EXECUTIVE 16400-40500

E2 JTO / JAO Manager -I 20600-46500

E3 SDE / AO Manager -II 24900-50500

E4 Sr. SDE / Sr. AO Manager -III 29100-54500

E5 DET /CAO Sr. MANAGER /AGM 32900-58000

E6 DGM DGM 36600-62000

E7 DGM (NFG) Addl. G.M 43200-66000

E8 SAG G.M 62000-80000

E9 HAG CGM 65000-75000

CEO - CEO 70000-100000

DIRECTOR DIRECTOR DIRECTOR 75000-100000

CMD CMD CMD 80000-125000

New Designation as per Business Verticals

WITH CLUSTER INTRODUCTION � E1 to E4 CLUSTER A

� E5 CLUSTER B

� E6 and E7 CLUSTER C

� E8 CLUSTER D

� E9 CLUSTER E

Inclusive Career Progression

Cluster-ECluster -DCluster -CCluster -BCluster -A

� Regardless of cadre either Direct Recruited or DOT absorbed Career Progression

−JTO/SDE/Sr.

SDE

−Normal: Time

bound for every

as per policy

− Fast: Perform+

Higher

Qualification+

Internal Exams

−DE

−Qualification Bar

−12 year gap

available for the

dept executives

to upgrade

educational

qualification like

MBA,BE(Part

time)

−Performance

Metrics

−DGM/Addl.GM

Performance

and target

achievement

metrics and

Service quality

Controls

−Consensus

from MR

−GM/PGM

−Performance

and target

achievement

metrics and

Service

quality

Controls

−Consensus

from MR

−

−CGM/ED and

Directors Level

−

Profit OrientationsCluster Reporting

Promotion Model for E2 to E9SL. No. Factor Maximum Marks

i) Performance Appraisal/BBS 50

ii) Service Grade( Experience) 25

iii) Qualifications 25

iv) Interview (E5 and above) 30

Minimum Qualifying marks for promotion (Up to E4)= 75 marksMinimum Qualifying marks for promotion (Up to E4)= 75 marks

Minimum Qualifying marks for promotion (E5 and above)= 95 marksMinimum Qualifying marks for promotion (E5 and above)= 95 marks

Service Grade

The marks for Service Grade will be as under:

5 Marks in each year subject to maximum 25 marks5 Marks in each year subject to maximum 25 marks

Qualifications MarksQUALIFICATION MARKS

BE/B. Tech.+

MBA/ME/M.TECH(Double Prof.

Degrees)

25

BE/BTech/MBA/MCA/CA/ICWA/CS/

PGDBM(Single Prof Degrees)22

Three-year diploma in respective

branch19

Bsc and equivalent 16

ITI/BA and equivalent 13

12th or below 10

Appraisal Scoring System� To link performance appraisal ratings with the To link performance appraisal ratings with the

promotion policy, the Credit points shall be adopted.promotion policy, the Credit points shall be adopted.

�� All factors in the scale of 1 to 5 with respective weight All factors in the scale of 1 to 5 with respective weight age shown in the table.age shown in the table.

�� Maximum score will be Maximum score will be 100100..

Sr.

No.Factors (E1 to E4) Weight age

(Performance Factors)

1 Quantity of output 2

2 Quality of output 2

3 Job knowledge and skill 2

4 Team spirit and lateral co-ordination 2

5 Discipline 1

6 Development and quality of assessment of

Subordinates) (or ability to learn)

1

7 Cost Control 1

Potential Factors

8 Communication skill 2

9 Problem analysis and decision making 1

10 Customer Care 4

11 Planning and organizing 1

12 Management of human resources 1

Sr. No. Factors (E5 to E9) Weight age

Performance Factors

1 Quantity of output 1

2 Quality of output 1

3 Job knowledge and skill 2

4 Team spirit and lateral co-ordination 2

5 Discipline 1

6 Development and quality of assessment of

Subordinates) (or ability to learn)

2

7 Cost Control 2

Potential Factors

8 Communication skill 1

9 Problem analysis and decision making 2

10 Customer Care 2

11 Planning and organizing 2

12 Management of human resources 2

Sample Calculation:� Suppose Employee X got the score in Appraisal as

follows:

Total Calculated score=Weighted X Scale mark

Quantity of output (score):2 X 5=10

Customer Care (Score obtained): 4X 3=12

Quantity of output

1 2 3 4 5Customer care

1 2 3 4 5

The sum total of the factor score given by the Reporting The sum total of the factor score given by the Reporting

Officer will indicate the category that the Reporting Officer will indicate the category that the Reporting

Officer would like to put the Appraise in. The following Officer would like to put the Appraise in. The following

range of scores may be used as a guide for the indicative range of scores may be used as a guide for the indicative

grades of the Reporting Officergrades of the Reporting Officer

� 84 and above O

� 68 to 83 A

� 52 to 67 B

� 20 to 51 C

Sample illustrationPromotion from E2 to E3 the Executive with 10th/12th standard Qualification. Grading pick up best 3

out of 4 to 6 performances and Average is taken e.g (O+A+B)/3= 40 marks , If Bench mark for

promotion is decided to be 75 marks all of them get it in four to five years

Name of

Executive

Performance based grading based existing CR

1st 2nd 3rd 4th 5th 6th 7th

Year year year year year year year

Qualification

Marks

Length of

Service

(Per Year 5

marks)

Total marks

obtained

Mr X O O O B - - - 10 4 80

Mr Y O O A B - - - 10 4 76.66

Mr Z A A A B C - - 10 5 75

Mrs A O A B C C - - 10 5 75

The Reporting Officer will differentiate between

performance levels of Appraises under him and to the

extent possible follow distribution pattern as indicated

below, in order of merit (Bell Shape Curve)

� O 10%

� A 25%

� B 45-55%

� C 10-20%

Appraisal Ratings earned

for the year

Appraisal Ratings earned for

the year Approximate % executives.

Credit points earned

O 10 50 points

A 25 40 Points

B 45-55 30 Points

C 10-20 20 Points

C (non-promo table) - 10 Points

Advantages…

� Inclusive Growth of all Executive (DOT absorbed and BSNL recruited)

� Four time bound promotion assured for all executive.

� Reducing reporting system with the help of CLUSTER reporting.

� Performer having an enormous opportunity to grow, everyone will get the assured promotion after reaching upper cut off.

� Easy Integration with BSNL existing CR system to quantified the performance of employee

� Transparent Performance management

Advantages continues…� Promotion Policy force employee to get their own growth

with organisation (i.e. Value addition in qualification, Interpersonal skills, soft skills etc.)

� Time bound Functional promotion to all w.e.f. 01.10.2000

� No Financial Implication on BSNL

� No major functionality change within Cluster

� No need for the LDCE exams and MT external recruitments

� No discrimination between DOT absorbed and BSNL recruited in terms of promotion, equal opportunity to growth.………..Many more

Performance Edu Qualification Merit/ Achievement Experience

Promotion Job Enlargement Job Rotation

EmployeeLoyalty

Inputs

Outputs

Overs

ight

Manag

em

ent

Revie

w/

Ann

ua

l R

evie

w

Satisfaction Recognition