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Version 2.0 Released by: Corporate HR Date of Release: December 04, 2012

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Reward and Recognition Policy


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TABLE OF CONTENTS

1) POLICY AIM .............................................................................................................................. 3 2) OBJECTIVES ........................................................................................................................... 3 3) SCOPE .................................................................................................................................... 3 4) PRINCIPLES ............................................................................................................................ 3 5) ELIGIBILTY CRITERIA FOR REWARD & RECOGNITION ........................................................... 4 6) CATEGORIES OF REWARDS ................................................................................................... 4 1. DEPARTMENTAL / INDIVIDUAL LEVEL .............................................................................. 5 a) Thank You note / Certificate of Recognition ................................................................. 5 b) Spot Awards .................................................................................................................. 5 c) Lunch with Divisional Heads / ED .................................................................................. 6 d) Value-able Award………………………………………………………………………………………………………6 2. DIVISIONAL & ORGANIZATIONAL LEVEL .......................................................................... 7 a) Divisional & Organizational Safety Award. ................................................................... 8 b) Divisional & Organizational Customer Service Award ................................................. 9 c) Divisional & Organizational Adarsh Award for the Power Trainee of the year ............ 9 d) Divisional & Organizational Kalpak Award for Power Suggestion .............................. 10 e) Organizational Chetana Award for Best Division on People / HR Practices……..…….. 10 3. PROCESS OF DIVISIONAL EXCELLENCE AWARDS………………………………………………………..11 4. PROCESS OF ORGANIZATIONAL EXCELLENCE AWARDS……………………………………………. 12 7) OTHER GUIDELINES ............................................................................................................. 13


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We at Tata Power believe that our people are our greatest assets and strategic partners in our journey to achieve organizational objective. In furtherance of our stated philosophy, our Rewards and Recognition Policy (R& R Policy) will help recognize superior performance at work in various spheres.

To motivate and foster a productive work culture to achieve organizational objectives. To encourage employees to excel, take initiative, be creative and realize their latent potential

individually and as part of a team in contributing to the organization.

This Policy applies to any R&R schemes designed and implemented for Tata Power employees. This policy defines the boundary conditions of reward and recognition schemes being implemented in the organization. The approach and process should be consistent with these guidelines. The four basic principles underlining the R&R policy are shown below:

Reward &

Recognition

Policy

Recognize efforts

Reward

appropria

tely

Reward in time Reward fa

irly w

ith

a defin

ed objectiv

e

Policy Aim

Objectives

Scope

Principles


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At Tata Power, the Reward & Recognition Policy aims at recognizing the contribution/achievements in the following suggested areas: Team building/Team contributions

Exemplary Inter-departmental collaboration

Outstanding performance in achieving departmental / divisional objectives

Encouraging, contributing and participating in quality, innovation and knowledge

management initiatives

Developing/demonstrating cost consciousness

Demonstrating the organizational values SACRED

Significant contribution in Safety, Health and Environment areas

Exemplary customer focus and responsiveness to customer

Contribution to building competencies of other employees

Practices aimed at achieving Sustainability in all aspects

Exemplary contribution in employee engagement, business excellence and community

engagement initiatives

The awards and categories have been divided into following categories:

1. Individual / Departmental Level Awards

2. Divisional & Organizational Level Awards

Eligibility Criteria for Reward & Recognition

Categories and Rewards


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“Thank you Note” & “Certificate of Recognition”

Purpose: To appreciate any good work done by the employees

To be given by: Immediate Superior / sectional head / HOD

Criteria: Any good work done by employees

Frequency: As and when required

Process: • Immediate Superiors recognize the contribution • The reward will be given on the spot

“Spot Awards (Departmental Level)”

Purpose: To recognize employees on an instantaneous basis and make them feel that their work and ideas are recognized ‘on-the-spot’. This award can be in the form of a Certificate with a memento.

Award: Mementos / Gift vouchers upto a value of Rs. 500, approved by HOD, of a level of atleast Work Level MD2 (earlier WL: F2)

Mementos / Gift vouchers upto a value of Rs. 2000, approved by HOD, of a level of atleast Work Level MB2 (earlier WL: D2)

To be given by: Reporting Manager/Sectional Head/HOD

Criteria: Outstanding contribution in day to day work, knowledge sharing, good role model behavior


Process: •The reporting manager / Sectional Head/ HOD can nominate an employee for getting this reward

•The award shall be given on the spot / in regular departmental meeting.

•The expense for the award will be chargeable to the divisional budget.

INDIVIDUAL/DEPARTMENTAL LEVEL AWARDS


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“Lunch with Divisional Heads/ED”

Purpose: To encourage employees to perform well and keep their morale high by giving them timely recognition from respective Divisional Heads as well as give them the opportunity to present their achievement to Senior Management

To be given by: Divisional Head / Executive Directors

Criteria: Any significant achievement by an employee as verified by the Divisional Head

Frequency: Quarterly / Bi-annually

Process: •The reporting managers shall put forward the nominations to Departmental Heads & Divisional HR

•Departmental Heads along with the Divisional Head will select the winners and lunch will be arranged by Divisional HR with Divisional Heads/ED

“Value-able” Award

Purpose: In order to recognize and promote behaviour in line with the Company’s core values

Award: Mementos / Gift vouchers upto a value of Rs. 500, approved by HOD, of a level of atleast Work Level MD2 (earlier WL: F2)

To be given by: Sectional Head/HOD

Criteria: This award would be given to an employee who best demonstrates exemplary behaviour in line with the core values of the Company (SACRED – Safety, Agility, Care, Respect, Ethics & Diligence)


Process: •The reporting manager / Sectional Head/ HOD can nominate an employee for getting this reward

•The award shall be given on the spot / in regular departmental meeting.

•The expense for the award will be chargeable to the divisional budget.

Reward and Recognition happening at a departmental level should be updated on the local Notice Boards on a regular basis.


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Fig 1: Divisional & Organizational level awards

Kalpak Award for

Best Suggestion

‘Adarsh’ Trainee Award

Chetana Award

Best Safety Practice / Initiative

Award

Customer Service Award

Div & Org Level

Awards

DIVISIONAL & ORGANIZATIONAL LEVEL AWARDS


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“Divisional Excellence Awards”

Purpose of the Award:

Divisional Excellence Awards seek to recognize exemplary contributions at the divisional level. This is an award

driven by at the divisional level, the winners of which will be recognized at the Organizational level.

Frequency: Annually

Categories: The various categories under which the Divisional Excellence Award will be given are:

Best Safety Practice / Initiative Award

Divisional Organizational

Purpose: Safety is a key business imperative whose importance cannot be emphasized

any further. The Excellence Award for Best Safety Practice/Initiative is instituted with the aim of recognizing exemplary efforts with respect to

improving and institutionalizing safety.

Award: Mementoes of upto Rs. 1000 +

Recognition certificates to all members involved in the initiative / practice

Trophy + Certificate of Recognition for the Division

To be given by:

Divisional Head Senior Leaders at the Annual Excellence Awards Function

Criteria: As given in Annexure I

Frequency: Annual

Process: As illustrated in Fig 2 As illustrated in Fig 3


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Customer service Award


Purpose: This award seeks to recognize commitment towards superior Customer Service orientation and setting new benchmarks of Customer-centricity.

Award: Mementoes of upto Rs. 1000 + Recognition certificates

Trophy + Certificate of Recognition for the Division

To be given by:


Criteria: As given in Annexure II

Frequency: Annual


‘Adarsh Award’ For the ‘Power Trainee’ of the year


Purpose: This award is given to a trainee For demonstrating excellence in learning the work from the company

officials. For demonstrating good behavioral qualities and getting well along with

people. For demonstrating ability to apply theoretical concepts to real life

situations at the work place. The performance ratings that the trainee gets.

For participation in various company-wide initiatives.

Award: Memento / Voucher of Rs. 1000 + Recognition certificate

Trophy + Voucher of Rs. 3000 + Recognition certificate

To be given by:


Criteria: As given in Annexure III

Frequency: Annual



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Kalpak Award for the Best suggestion

Departmental / Divisional Organizational

Purpose: To encourage employees to come forth with suggestions that can result in tangible benefits to the Company e.g. cost savings, operational efficiencies, improved work place morale etc. This award may be given to an individual or a team

Award: Spot Awards for suggestions as per the ‘Spot Award’ guidelines

Kalpak award for Best suggestion at a Divisional level – Memento / Voucher of Rs. 2000 + Certificate of Recognition

Trophy + Voucher of Rs. 3000 + Certificate of Recognition

To be given by:

Departmental / Divisional Head for Suggestion Spot Awards

Divisional Head for Kalpak Best Suggestion in a Division

Senior Leaders at the Annual Excellence Awards Function

Criteria: As given in Annexure IV

Frequency: Suggestions can be rewarded through Spot Awards instantly

Kalpak Award for Best suggestion in Division at the annual Divisional Excellence Awards function

Annual

Process: For the spot awards category, good suggestions may be rewarded by the departmental / divisional head directly as per the gifting guidelines given under the ‘Spot Awards’ category

For Kalpak Award for Best suggestion in Division, process as illustrated in Fig 2

As illustrated in Fig 3

“CHETANA AWARD’ for the Best Division on People/HR Practices (at an Org level)”

Organizational

Purpose: This award is instituted with the purpose of encouraging the divisions to achieve high engagement levels, promote volunteerism, participation in

work related activities like QC, 5S etc and ensuring discipline

Award: Trophy + Certificate of Recognition for the Division

To be given by: Senior Leaders at the Annual Excellence Awards Function

Criteria: As given in Annexure V

Frequency: Annual

Process: As illustrated in Fig 3


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Process of Divisional Excellence Awards: Timelines

Fig 2: Process of Divisional Excellence awards

Division level Award committee to be setup by Divisional Head

Committee to evaluate the nominations received and declare winners in each category

The list of winners in each category to be forwarded to Corporate HR for consideration for Organizational Excellence Awards

Improvement of process / policy, if required, to be done by divisional HR in collaboration with Corp HR

Capturing improvement feedback, if any, by divisional HR

Divisional Head to seek nominations as per categories defined in R&R policy from all departments

By Dec every year

By Dec every year

By Dec every year

By Dec every year

On a continuous

basis

On a continuous

basis


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Process of Organizational Excellence awards: Timelines

Fig 3: Process of Organizational Excellence awards

Details of winners of all categories of Organizational Excellence Awards shall find a mention in ‘Enerji Talk’ and Sangam intranet portal

Formation of the Awards committee by Head-HR as a cross-functional team (CFT) for the selection of awardees

The winning entries from the Divisional Excellence Award process to be evaluated by committee

Improvement of process / policy, if required, to be done by Corp HR

Decision on the final awardees by the Committee

Winners to be felicitated on The Annual Awards Night

Capturing improvement feedback, if any, by divisional HR

By Jan every year

By Feb every year

By Feb every year

At the annual Long

Service Award function

On a continuous

basis

On a continuous

basis


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The process of identifying, assessing and awarding should be communicated in advance to all (Principle: Reward fairly with a defined objective). All relevant employees must know the criteria before hand.

The spontaneity of recognition (Principle: Reward in time) is very essential and it

should be as soon as the achievement or desired result is achieved. It is important to understand that behind every award there is recognition. But for

recognizing someone, a reward is not always necessary (Principle: Recognize efforts). It is recommended that recognition is done in the presence of employee’s peers,

colleagues and family. Wherever, the achievement is department specific, it is the responsibility of the Head

of the Department to plan and implement the R&R plan in conjunction with Divisional HR. (Guidance may be sought from Corporate-HR if required).

For all department level individual awards the Head of the Department shall ensure

documentation of the scheme and implementation and measuring effectiveness of the same and shall share the same with Corporate-HR.

Wherever usage of Company brand is involved such as certification or merchandise,

prior clearance from Corporate Communications is required. For any exceptional occurrence or any action in public domain, not covered specifically

by the above guidelines, should be taken in consultation with Corporate HR. Any exception of this policy requires the written approval of the Managing Director of

the Company.

General Guidelines

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