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Appendix- I

__________________________________________________________

Dear Mr./ Mrs.____________________

You are being mailed/sent the two sets of questionnaire to know your

views on the effectiveness of the mentioned items as practices of HRM

in GAIL (India) Limited. Please express your views in the form of

yes/no in the given columns. Your views are to be a part of an

independent research based on HRM practices in GAIL (India)

Limited, It is promised that no where shall it harm your interests in any

form. You are free to disclose your identity or not. Please fill your

designation in the given space. Thanks and regards.

Yours Truly,

Suresh Kumar Sharma.

456

Questionnaire- I ( Recruitment and Training):

Sr

No.

Item Yes No

1 Recruitment Policies of your company are fair

and rational.

2 e-Recruitment system is a transparent system.

3 Reservation policy in recruitment does not effect

the merit.

4 Number of posts are fixed in a way that marks

you feel relaxed at your work place.

5 Your Company matches the best in Recruitment

System.

6 HR Department functioning in recruitment

system is highly appreciable.

7 HR Departmental is prescribed as Key

department besides technical department in the

success of your company.

8 You are satisfied with the recruitment system

planned by HR department.

9 The company needs to relax the eligibility

conditions like age and qualifications.

10 The e-recruitment system of the company in

your opinion is good and innovative.

11 Induction level training helps the

employee in real terms

12 Induction level training has helped you to gain a

clear insight of the objectives of the company.

457

13 Vision and mission of the company is explained

during training.

14 Comfort zone during training at GTI’s was

good.

15 You were given enough study material at GTI

during training.

16 Quantum of training programmes is adequate to

develop the potential and capacities.

17 Planning of training programmes at GTI’s match

with the actual requirements.

18 Content and quality of training modules is

inspiring.

19 Your motivation level is raised after the training.

20 Level of infra structure at GTI’s is the best in its

kind.

21 Level of trainers at GTI’s is up to the mark.

22 Training programmes of GAIL help to create

knowledge capital.

23 Lodging facilities at GTI’s are of good

standards.

24 Trainees are given ample opportunities to

participate in the activities.

25 External training programs are sufficient in

number.

Name- (optional)

Designation- _____

458

Questionnaire- II ( Promotion and Performance Appraisal)

Sr

No.

Item Yes No

1 Promotion policy of the Company provides equal

opportunities for career advancement.

2 Promotion policy helps the employees to raise their

educational qualifications and motivation level.

3 Promotions in the Company are unbiased and

rational.

4 PADR system used in the promotions adds a

scientific approach to the promotion policy.

5 Promotion policy of the Company does not ignore the

merit of the employees.

6 Promotion policy of the Company matches with the

best in the industry.

7 The e-PADR system of appraisal is less time

consuming and its found innovatively employees.

8 Self- Appraisal System in PADR system gives you

459

adequate chance to express your potential and

abilities.

9 PADR system has no bias element.

10 There is a transparent linkage of PADR system with

other HRM practices like training promotion and

transfer in GAIL (India) Limited .

11 PADR system is followed as a formality only.

12 PADR system is GAIL (India) Limited is overall a

very useful HRM practice.

13 PADR system has a scope of improvement .

Name- (Optional)

Designation- ____

460

Questionnaire- III (Working Conditions, HSE Policy, CSR Policy, Pay Structure and Employer-Employee Relations).

Sr

No.

Item Yes No

1 Your working place is convenient and enjoyable.

2 Your working routine and hours of work are not a

constraint in you effectiveness.

3 The infrastructure provided by the Company matches

the best in its class.

4 The townships of the Company have the necessary

facilities for comfortable stay.

5 The residential accommodation provided to you is

good

enough for you and your family

6 The extra facilities like medical centers, schools and

shopping places in your township meet your

requirements.

461

7 Your townships are safe places to live.

8 Your respect and dignity at your working place is not

challenged.

9 Your voice and suggestions are appreciated at your

place of work.

10 Your job design motivates you at your place of work.

11 Canteen facilities in your office are good.

12 You get fair chances to show your experience and

caliber at your working place.

13 Your motivation level generally remains high at your

place of work with the facilities provided.

14 Inter personal relationships at working place are

healthy in nature.

15 You are supported by your colleagues and seniors

when you need some help.

16 You want a change in your job design and find the

work

monotonous.

17 HR Department plans some innovative policies which

benefit the Company and you as individual.

462

18 Vigilance at your work place irritate you.

19 You get quick redress to your grievances if any, by the

Management

20 Your company has given fair amount of representation

to SC/ST Categories.

21 Training imparted by the Company helps you to raise

the quality of work.

22 The social environment and working conditions of

your company Satisfy you.

23 Your Company's HSE policy helps the employees to

have a clear knowledge of HSE objectives and

significance.

24 The HSE policy of the Company actually ensures the

safety of

employees, plant and equipment.

25 The HSE policy of the Company is helpful in

maintaining safety and environment of surrounding

areas and people.

26 Your Company actually ensures compliance with rules

and

regulations of HSE standards prescribed

27 The level of training imparted to employees in HSE

463

standards

maintenance is good.

28 External Safety Audits help the Company in real terms

to maintain its HSE standards.

29 The plants and your working place is safe enough to

work with the help of maintenance of safety standards.

30 The hygiene and cleanliness maintained at your plants,

work areas and township is of very high standards.

31 Medical facilities and regular check ups are meeting

your

Expectations.

32 Your overall perception about your Company's HSE

policy and standards is very good.

33 CSR Policy of your Company does some real good to

the

down trodden classes.

34 The amount fixed as two percent of Profit After Tax

(PAT) for

CSR programs is enough.

35 Your opinion matters at the time of selection of areas

464

for

providing help under CSR programs.

36 You get inspiration to become a socially responsible

citizen

with CSR programs of your company.

37 The CSR program of your company is a genuine socio

economic measure to make it a responsible corporate

citizen.

38 Pay structure and scales of the Company play a good

supportive role in the life of employees.

39 Perks and allowances paid other than salary are very

good.

40 Cafeteria Approach 'designed to club different perks

and allowances is not a rational method.

41 Option and freedom given to employees to choose the

perks of their choice through Cafeteria Approach is

appreciable.

42 Medical Benefits and re-imbursement is always a

hassle free process in the Company.

43 Performance Related Pay (PRP) system helps the

employee to raise the level of his/her efficiency.

44 North East area allowance or Remote/Tribal area

allowance are adequate in their present form.

465

45 House Rent Allowance (HRA) paid to employees in

present form is adequate.

46 Superannuation benefits in the Company are justified

and rational.

47 Pay Scales and benefits provided are enough for an

employee to stay with the company.

48 Employees of the Company get their due respect and

recognition from top management and Board of

Directors.

49 Role of Management is supportive and employee

friendly in the Company.

50 'Open House' System is a very effective tool to

strengthen Management-Worker relation in the

Company.

51 'INSPIRE' program improves management's reputation

from

employee’s perception.

52 Grievance Redress System is effectively used in the

Company,

when required.

53 PAD reports are never biased from the management

side.

54 Open PAD report system helps in trust building and

helps the

employee to improvise himself/herself

55 Transparency and openness is truly found in the

management activities.

466

56 The management takes adequate steps to develop team

building and leadership qualities in the employees.

57 The overall Employer-Employees or Management

Employee relations are very good and cordial in the

Company.

Name- (Optional)

Designation- ______

467

Appendix-II

__________________________________________________________

List of Maharatna, Navratna and Miniratna CPSEs

(As per available information as on 20th July,2011)

Maharatna CPSEs

1. Coal India Limited 2. Indian Oil Corporation Limited 3. NTPC Limited 4. Oil & Natural Gas Coporation Limited 5. Steel Authority of India Limited

Navratna CPSEs

1. Bharat Electronics Limited 2. Bharat Heavy Electrical Limited 3. Bharat Petroleum Corporation Limited 4. GAIL (India) Limited 5. Hindustan Aeronautics Limited 6. Hindustan Petroleum Corporation Limited 7. Mahanagar Telephone Nigam Limited 8. National Aluminium Company Limited 9. NMDC Limited 10. Neyveli Lignite Corporation Limited 11. Oil India Limited 12. Power Finance Corporation Limited 13. Power Grid Corporation 14. Rashtriya Ispat Nigam Limited 15. Rual Electrification Corporation Limited 16. Shipping Corporation of India Limited

468

Miniratna Category- I CPSEs

1. Airports Authority of India 2. Antrix Corporation Limited 3. Balmer Lawrie & Co. Limited 4. Bharat Dyamics Limited 5. BEML Limited 6. Bharat Sanchar Nigam Limited 7. Bridge & Roof Company (India) Limited 8. Central Warehousing Corporation 9. Central Coalfields Limited 10. Chennai Petroleum Corporation Limited 11. Cochin Shipyard Limited 12. Container Corporation of India Limited 13. Dredging Corporation of India Limited 14. Engineers India Limited 15. Ennore Port Limited 16. Garden Reach Shipbuilders & Engineers Limited 17. Goa Shipyard Limited 18. Hindustan Copper Limited 19. HLL Lifecare Limited 20. Hindustan Newsprint Limited 21. Hindustan Paper Corporation Limited 22. Housing & Urban Development Corporation Limited 23. India Toruism Development Corporation Limited 24. Indian Railway catering & Torusism Corporation Limited 25. IRCON International Limited 26. KIOCL Limited 27. Mazagaon Dock Limited 28. Mahanadi Coalfields Limited 29. Manganese Ore (India) Limited 30. Mangalore Refinery & Pertrochemical Limited 31. Mishra Dhattu Nigam Limited 32. MMTC Limited 33. MSTC Limited 34. National Fertilizers Limited 35. National Seeds Corporation Limited 36. NHPC Limited 37. Northern Coalfields Limited 38. Numaligarh Refinery Limited

469

39. ONGC Videsh Limited 40. Pawan Hans Helicopters Limited 41. Rashtriya Chemicals & Fertilizers Limited 42. RITES Limited 43. SJVN Limited 44. Security Printing and Minting Corporation of India

Limited 45. South Eastern Coalfield Limited 46. State Trading Corporation of India Limited 47. Telecommunications Consultants India Limited 48. THDC Indian Limited 49. Western Coalfields Limited 50. WAPCOS Limited

Miniratna Category – II CPSEs

51. Bharat Pumps & Compressors Limited 52. Broadcast Engineering Consultant(I) Limited 53. Central Mine Planning & Design Institute Limited 54. Ed. CIL (India) Limited 55. Engineering Projects (India) Limited 56. FCI Aravali Gypsum & Minerals India Limited 57. Ferro Scrap Nigam Limited 58. HMT (International ) Limited 59. HSCC (India) Limited 60. India Trade Promotion Organization 61. Indian Medicines & Pharmaceuticals Corporation Limited 62. M E C O N Limited 63. National Film Development Corporation Limited 64. National Small Industries Corporation Limited 65. P E C Limited 66. Rajasthan Electronics & Instruments Limited

470

Appendix- III

_____________________________________________________

Financial Assistance in case of Death/Total Permanent Disablement of an Employee in harness

PREAMBLE :

GAIL employees are transferable in any office, establishment etc.

located in different states in India and some of the employees

have to work in remote/disturbed /tribal areas in N.E Region and

Jhabua. As a welfare measure, it has been decided to introduce

this scheme for extending financial assistance to the family

members of the deceased employee in case of death/total

disablement in harness.

TITLE :

The Scheme is called the ' Scheme for financial assistance to the

family members of the employee who dies in harness/ total

permanent disablement." during the service in the Company.

COMMENCEMENT :

The Scheme shall come into effect from 1st December, 1997.

DEFINITIONS :

471

'Employee' in this Scheme shall mean an employee in the

regular pay scale including Company Trainees. The

Depuatationists who opt for GAIL's pay scale may be

included with the consent of their parent department

provided GAIL has not been incurring any expense towards

insurance as applicable in the parent Department. The

Scheme will also be applicable to whole –time-Directors of

GAIL.

'Company 'shall mean GAIL (India) Limited.

'Management ' for the purpose of this Scheme mean the

Chairman & Managing Director and the Director (HR) of

GAIL (India) Limited.

5. AMOUNT OF FINANCIAL ASSISTANCE :

Amount of financial assistance to an employee's family

in case of his /her death/total permanent disablement

while in service shall be as under :

Level/Grade Amount (Rs.)

S-O to S-6 400000

S-7 to E-1 500000

E-2 to E-4 600000

472

E-5 to E-7 700000

E-8 to above 800000

In case of total permanent disablement, employee shall

be assessed by a medical board to be constituted or the

purpose by the Management and which results in loss of

job, amount of financial assistance shall be equal to the

amount payable in case of death.

(NO.Co/HR/Pol/P-102, dated 26.09.2001 and

No.Co/HR/Pol/W-3, dated 18.1.2002)

Financial Assistance Scheme in case of Death/Permanent Disablement

6. ENTITLEMENT OF FINANCIAL ASSISTANCE :

Financial Assistance under the Scheme shall be payable as

per the provisions of the Employees' Deposit-Linked

Insurance Scheme 1976 framed under the Employees'

Provident Funds & Misc. Provisions Act-1952.

7. REGULATION ON PROMOTION FROM

RETROSPECTIVE EFFECT :

473

In the even of effect of promotion to a higher grade from a

retrospective effect, benefit under the Financial Assistance

Scheme corresponding to promoted grade, shall be

regulated from the date of effect of promotion.

(No.Co/HR/Pol/P-90,dated 24.5.2002)

8. CONTRIBUTION :

No contribution is required to be made by any employee.

9. GENERAL :

Above financial assistance shall be in addition to all

other benefits/relief's available under the statutory

schemes such as EDLI and the Workmen's

Compensation Act- 1923, as applicable.

Financial Assistance will not be admissible in case of

death due to suicide.

(No.Co/HR/Pol/W-3,dated 24.5.2002)

For any clarification and/ or interpretation relating to

this scheme, decision of the Chairman and Managing

Director and / or the Director(HR) of the company shall

be final and binding.

474

Appendix- IV

____________________________________________________

Draft Scheme fro Recognizing & Rewarding Top Performing

Employees & Teams

INSPIRE

ANNUAL REWARD PROGRAM

GAIL (India)LTD

1. Nomenclature : The annual Reward Program of GAIL

(I) LTD would henceforth be referred to as "INSPIRE"

(Identifying & Nurturing Superior Performance In

Recognizing Employees)

2. Objective : INSPIRE aims at creating a appreciation

culture within the organization by providing timely

recognition for good efforts, thereby reinforcing positive

behavior within the organization.

Further, the objective is to institutionalize a yearly award process

for recognizing top performing employees & teams across various

disciplines and levels in the company.

475

3. Eligibility : All regular employees including executive

trainees of GAIL and employees who are on deputation

from GAIL to other organizations are eligible.

4. Classification of Rewards :

Broadly, INSPIRE would facilitate two types of recognition

mechanisms; they are ;

A. Informal Reward Mechanism

B. Formal Reward Program

Informal Reward Mechanism is intended to motivate people

through appreciation, under this, a Thank You Card would be an

appreciation tool available with GAIL, employee, to appreciate

the efforts/acts of the employees which help make a positive

difference in the work & the work environment. With this,

employee would be able to express their gratitude to colleagues

(irrespective of designations and grades) for their simple efforts/

acts, which has helped make a positive difference to the work

they do.

476

All the employees in the Company will be given 12 Thank

you cards in a year (one for each month) & they will have the

freedom to give it to any other employee & make an entry of the

same on Intranet along with a brief mention as to why he/she has

given the thank you card.

Names and photographs of employees receiving the "Thank You"

card during the month along with the reason will be displayed on

INTRANET. The employees receiving max, number of Thank

You Cards in a year (on unit/work centre wise basis) can further

be suitably rewarded through a appreciation letter from concerned

Director.

Formal Reward Program is intended to reward and motivate

employees for excellent job performance through non monetary

means. INSPIRE would facilitate 8 rewards categories for

outstanding 'Performance at Work', 4 reward categories for '

Other than Work' and 2 rewards for 'Team Performance ' as

outlined below.

477

S.No. Reward Category Target

Groups

Objective Max

Number ofRewards

1 Vision and Leadership

Award

(Performance at Work)

E-9 & E8 To recognize and reward outstanding contribution of Executives in Senior Management level, who through their leadership make a direct impact on the organization's growth

1

2 Potential Future

Leader


E5-E-7 To recognize and reward consistent and significant contribution of middle level managers, who have grown with the organization and are budding leaders

1

3 Young Achievers Award


E1- E-4 To recognize and reward significant contributions of junior managers , who act as change initiators and

1

478

have gone a 'extra mile' to serve the organization

4 Lifetime Achievement Award


All levels To recognize the valuable contribution(s) made by the retiring employee, throughout his long career in GAIL

1

5 Non- Executive of the Year Award


Non- Executive

To recognize & reward outstanding performance in the Non- executive cadre to those who are role model's to emulate from , with regard to their work output, attitude, behavior and interpersonal skills etc.

1

6 Suggestion of the Year

Award


All Employees

To recognize employees for providing innovative suggestions which lead to significant improvements in cost, quality productivity ,etc

1

7 Woman Employee of the Year Award


All Women

Employees

To rcognize and encourage the contribution made by the women employees towards the growth &

1

479

success of the organnizations

S.No. Reward Category Target

Groups

Objective Maximumnumber of Rewards

8 The Fittest Fire & Safety personnel of the

year Award


All Non-Executives in

F & S department

To recognize and encourage the fitness to purpose in the area of Fire & Safety

1

9 Outstanding contribution in

Emergent situation Award

(Other than Work)

All levels included

(Max 3 in a year)

To recognize extraordinary performance in emergent situations in GAIL or elsewhere resulting in saving of life, property and /or company image.

1

10 GAIL Sports Idol of the Year Award

(Other than Work)

All Employees, except those

appointed through

Sports Quota

To encourage the spirit of sportsmanship amongst employees, an award in recognition of an employee's outstanding contribution in the field of sports by representing GAIL in various events/ tournaments etc.

1

11 GAIL Quiz Idol of the Year

All employees

To recognize talents through open

1

480

(Other than Work) competitions

12 GAIL Singing Idol of the Year (Other than

Work)

All Employees

To recognize talents through open competitions

1

13 TEAM AWARD

Corporate Challenge

Scheme

All Employees

(Team of 4-6 members)

To recognize talents through open competitions

Revival of existing scheme

14 TEAM AWARD : Best Performing team

All Employees

(Team of 4-6 members)

Completing a significant task identified by themselves during the year

5. Modalities of Operation : Modalities of operations for the

three categories namely a) Performance at Work b) Other

than Work c) Team Awards is detailed below.

i. The entire process would comprise of sub-steps like

nominations, preliminary screening, short listing and final

selection.

ii. Each of these sub-steps except final selection would be

online.

481

iii. Employee once awarded in any category shall not be

eligible for consideration in the same category for the next

3 years.

Category- A : PERFORMANCE AT WORK :

The Steps involved in the process of evaluation would be as

follows :

1. Nomination :

i. 'INSPIRE" functions on the premise of nomination through

colleagues for all ' Performance At Work' related awards.

The baseline is to foster an appreciative cultural through

acts of recognition from colleagues/ peers

ii. The nomination process would be a simple online process

through a web based interface.

iii. There will be no self nominations. Nominations can be

made by peers/ colleague only.

iv. Nomination form is appended as Annexure A.

2. Pre Qualifications Criteria :

482

i. This refers to a set of pre-defined criteria to ensure a first

level screening. This screening is aimed at ensuring an

alignment between recognition and Core Values of GAIL.

ii. This would be applicable only to' Performance At Work'

related awards.

iii. The criteria includes :

A. PADR Rating for the previous three years should not

be less than ' Very Good',

B. There should be no disciplinary/ vigilance case

pending against the nominate.

C. Attendance should be regular; no instance of EOL in

the year during which he/she has been nominated,

other then on medical grounds, if any.

D. Should have rendered at least.

a. 3 yrs of service for Vision & Leadership,

Potential Future Leader, Non-Executive of the

year, Women Employee.

b. 10 yrs of uninterrupted service in GAIL (I)Ltd

for Life Time Achievement Award.

483

c. 1 Yrs for Young Achiever of the year Award.

d. No minimum service is required for Best

Suggestion award.

e. Suggestion of the year would be finalized

through the existing suggestions scheme.

i. The above criteria are uniform for all ' Performance At

Work' reward categories except iv(b) above.

3. Consent for Participation :

i. This constitutes the third step in the rewarding process.

ii. This step would be applicable to only ' Performance At

Work' related awards.

iii. The employee who is nominated would receive a system

generated invite to participation in 'INSPIRE'.

iv. The step concludes with the applicant giving his/her

consent for participation.

v. Acceptance Form appended as Annexure B.

4. Short listing of Applications :

484

i. Out of 50 marks assigned for short listing, 25 marks would

be assigned to system based marking and 25 marks to

internal jury evaluation on the basis of documentation

which would include Employee profile, details of peer

nomination.

ii. While marking , the first 25 marks would be system

generated based on factors outlined in Annexure C and the

marking on the remaining 25 marks would be done by jury.

iii. Only those applicant , who get an 'excellent score' in any

three of the five short listing factors , would qualify for jury

evaluation on quality of documentation. Jury at this stage

could be a team of GAIL TMT/ independent, directors/

retired GMs /ED/ Directors.

iv. The total of both the above marks would be used to obtain

a ranking list of short listed applicants. The intent of this

ranking is only to facilitate quicker decision making at the

jury level. In case the numbers of applicants are more than

15 in any of the categories, then this list may be used to

limit the number of participants to max of 15 in each

category.

485

Detailed Process Flow chart for ' Performance at Work' related

rewards are appended as Annexure D.

Category -B : OTHER THAN WORK:

1. Nomination : Same as the category " Performance at

Work".

2. Pre Qualification Criteria :

i. There should be no disciplinary/ vigilance case pending

against the nominee (not applicable for the outstanding

contribution in Emergent situation award)

ii. For GAIL Sports Idol of the year, the PMS rating must no

be less than very good in any of last three years.

iii. Attendance should be regular; no instance of EOL in the

year during which he/she has been nominated, other than

on medical grounds, if any.

iv. No minimum service is required for Best Sportsperson,

Outstanding contribution in Emergent situation award,

Fittest Fire & Safety personnel award and GAIL Idol

awards.

486

v. GAIL Quiz & Singing idol awards would be done through

open competitions.

3. Consent for Participation :

i. This constitutes the third step in the rewarding process.

ii. The employee who is nominated would receive a system

generated invite to participate in ' INSPIRE'.

iii. The step concludes with the applicant giving his/her

consent for participation.

iv. Application Form appended as Annexure B.

4. Short listing of Applications :

i. For Outstanding contribution in Emergent situation award,

Fittest, fire and Safety Personnel & Sports person of the

year awards, separated jury consisting respective, domain

experts from within/outside GAIL would be constituted

which will finalize the awards.

Detailed Process Flow chart for 'Performance at Work' related

rewards are appended as Annexure D.

Category -C : TEAM AWARDS

487

1. Corporate Challenge Scheme :- Under this Scheme, GAIL

Corporate Management shall notify top organizational

challenges. The employees need a form teams preferably

cross. functional ones & register for a challenge. All teams

completing the given challenge as per given guidelines &

timelines to be given goodies like a challenger watch/ Cap/T-

shirt/Pen etc. All the successful teams will then compete

against each other & the best of these teams to be given a

certificate/ trophy etc. The steps would be as under .

1. Step-1 : Notification of challenges :- At the start of

financial year, the Management (A committee of EDs)

shall notify top corporate challenges.

2. Step-2 :- Registration :- A team needs to be registered

through an online process.

3. Step-3 :- Finalization of challenges :- After due

deliberation within the team and /or with

seniors/subordinates, one challenge needs to be finalized.

4. Step-4 :- Submission of Solution & Implementation road

Map :- a detailed road map containing the solution outcome

488

& the implementation program with the envisaged benefits

to the organization shall be filled on-line.

Best Performing Team :- Under this scheme, at the end of the

financial year, a team of 4-6 employees may apply for this award

illustration the task accomplished , its significance & tangible

benefits (financial and /or systemic) to the organization. Final

decision shall be done by the duly constituted Jury for final

evaluation.

6. Constitution of Jury and their role :-

i. The final decision on rewards for the various categories

would be taken by an independent panel of jury comprising

of at least 4 members.

ii. The panel may vary depending on reward category. The

jury may be respective domain experts from in/outside

GAIL.

iii. The jury would be responsible for evaluating the

applications on a total score of 50 through interviews.

7. Reward Cell :-

489

A separate reward cell would be constituted for the purpose of

coordination and administration of annual rewards in GAIL (I)

Ltd. The employee posted in the above cell would be responsible

for the following:

1. Coordination related to processing of rewards.

2. Constituting the Jury based on guidelines.

3. Communications the Judgment parameters/

criteria/weightages to jury members for decision making.

Weightages may be assigned to 'adherence to system

discipline (FMS/BWS/ Attendance), documents submitted

in support of nomination etc. These would be subject to

review from time to time.

4. Designing / amendment of forms/ formats required for the

scheme and introducing amendments to scheme as per

requirement.

5. Preparing the ranking of applications received for review

by jury.

6. Maintaining the communication link with employees on the

scheme and ensuring transparency in administration .

490

7. Identifying 'Recognition Champions' in work centers who

would be responsible for propagating the Scheme,

obtaining feedback on the scheme and drumming up the

nominations.

8. Assisting in organizing the reward distribution event.

9. Maintaining records of proceedings.

8. Award details :-

Each award shall consist of :-

a. A Certificate

b. A Trophy

c. Non-Monetary Awards based on Award Category

d. Citation for each award.

9. Reward Assessment Year and Reward Distribution :

The reward assessment year would be from April to March of

every year. The window for inviting nominations/ applications for

the reward assessment year would be open throughout the year

491

except for the period July 1st to August 16th of any year. The

period from July 1st up to August 16th would be utilized for

subsequent screening final evaluation by jury and distribution of

rewards for the previous reward assessment year.

492

Appendix- V

__________________________________________________________

GAIL TOTAL QUALITY MANAGEMENT PHILOSPIES

With growing global competition, Quality Management is

becoming increasingly important to the leadership and

management of all organizations. Quality Management

Philosophies provide understanding of and guidance on the

application of Quality Management By applying following eight

Quality Management Philosophies, organizations will produce

benefits for customers, owners, people, suppliers and society at

large.

Customer-Focused Organization:

Organizations depend on their customers and therefore should

understand current and future customer needs , meet customer

requirements, and strive to exceed customer expectations.

Leadership :

493

Leaders establish unity of purpose and direction of

organization. GAIL has already created and maintained the

internal environment in which people can become fully

involved in achieving the organization's objectives.

Involvement of People :

People of all levels are the essence of an organizations and

their full involvement enables their abilities to be used for the

organization's benefit.

Process Approach :

A desired result is achieved more efficiently when related

resources and activities are managed as a process.

System Approach to Management :

Identifying understanding and managing a system of

interrelated process and activities are managed as a process.

Continual Improvement :

494

Continual improvement should be a permanent objective of

the organizations in our LPG and Petrochemical Product

Quality and Services.

Factual Approach to Decision Making :

Effective decisions and actions are based on the analysis of

data and information.

Mutually Beneficial Supplier Relationship :

An organization and its suppliers are independent and a

mutually beneficial relationship enhances the ability to

creative value.

495

Appendix- VI

__________________________________________________

GAIL (India) Limited (Performance Appraisal and

Development)

(Annual Assessment)

(For S-3, S-4, S-5, S-6 & S-7 grades only)

SELF ASSESSMENT

CPF NO : Date of Joining

GAIL :

Name : Joining Grade :

Present Grade : Existing

Location :

Date of Present Grade : Date of Joining in

existing location :

Designation : Directorate :

Function : Date of birth :

Department : Qualifications :

496

Reporting Officer :-

Name : CPF NO :-

Reporting Period

01/JAN/2010-31/DEC/2010

Attributes

Self Assessment

A- WORK RELATED (WRA)

1. Job Performance

(Max. Score-30)

30

2. Job Knowledge 15

3. Initiative & Acceptance of

Responsibility

10

4. Regularity & Punctuality 10

5. Work Habit & Safety

Consciousness

10

497

6. BEHAVIOURAL (BA) 10

1. Attitude

(Max. Score -10)

10

2. Co-operation

(Max. Score-5)

5

3. Communication Skill

(Max. Score-5)

5

4. Inter-personal Relation

(Max. Score-5)

5

Total (Max. Score-100) 100

1. Major Assignments/Responsibilities handled during the Assessment Period

498

Any Training/ Development areas identified

and Achievements

Major Assignments/Responsibilities Achievement (s)

1. Dealing with all metering problem of complex, Daily monitoring, calibration, Rectification, Reconciliation, data collection especially fuel gas and steam

2. Continuous checking of nitrogen, Flare, Passing of PSV etc.

3. Looking After man power placement of Instrumental AMC so manpower problem does not occur.

4. Checking of inventory at stores as guided this reduced both inventory and spare requirement.

5. Material follow-up for shut down.

6. Inter and intra –departmental co-ordination for day to day maintenance activities.

7. Various Miscellaneous Jobs related to CEC.

8. Assistance in material procurement activities

9. Contributed with practical field suggestion towards preparation of inst AMC tender.

1. Achieved undisputed co-ordination at Inter and intra- departmental level for daily maint. activities i.e arranging employee utilities, supervision of contract manpower, and provided proactive assistance to all seniors.

2. Assisted all seniors & issue from checking, inspection& statutory requirements i.e Tools & tackle PPE

3. Physically checked non moving, O & M spare, surplus instruments in store, informing seniors ,saving many purchase.

4. Successfully expedited made materials reach in time for S/D.

5. Collecting Data for flow metering , manpower during s/d.

6. MIS Jobs: Assisting & coord./collection with diff. sections for reports attendance, ECO, shift allowance, coord. HR related dept. jobs, preliminary checking & draft prep. of SES & assisting in AMC bills, proc. & followup jobs. All types of misc. jobs as required .

7. Succeeded in making jobs of CEC officers comfortable & by giving my maximum every time.

499

Operational , Technical , Safety & IT Development ) O & M of Turbines

DCS- O & M

Behavioral Programs for Non Executive work life Balance

English Speaking and Personality Development

Preferred places of posting other than existing place of posting

(Optional) :

(Any 3 locations , in the order of preference)

Name-

Designation

500

Appendix- VII

Grievance Redressal Procedure

_______________________________________________________

_

GAIL (INDIA) LIMITED Form - I

(To be submitted to Section Head in duplicate)

STAGE- I : GRIEVANCE

Employee No : Name :

Department :

Section :

Designation :

Location :

Nature of Grievance :

____________________________________________________________________________________________________________________________________________________________________________________________________________________________________________

Date :________________ (Signature of

Employee)

501

For use of Sectional Head

Grievance No : Received on :

Whether interviewed the Employee : (Yes/No)

Results of the Examination :

(Please also mention the source relied upon/procedure followed in brief)

_______________________________________________________________________________________________________________________________________________________________________________________

Replied vide Reference No : _____________ Date :___________

Date :_______________________ (Signature of Sectional Head )

Name :___________________

Designation_______________


________________________________________________________

GAIL (INDIA) LIMITED Form – II

(To be submitted to Head of Department in duplicate)

STAGE- II :RIEVANCE

502


Department :

Section :

Designation :

Location :

Reply to Grievance at Stage-I, Whether received :Yes/No

If Yes,

Reference No :Date :

Reasons for Appeal in brief:

_________________________________________________________________________________________________________________________________________________________________________________

Date :_______________ (Signature of Employee)

________________________________________________________

____

For use of Head of Department

Whether interviewed the Employee : (Yes/No)

503

Results of the Examination :

(Please also mention the source relied upon/procedure followed in brief)

_______________________________________________________________________________________________________________________________________________________________________________________

Replied vide Reference No : _____________ Date :___________

Date :_______________________ (Signature of Head of Department)

Name :___________________

Designation_______________


_________________________________________________________

GAIL (INDIA) LIMITED Form - III

(To be submitted to Secretary, Grievance Committee in

duplicate)

STAGE- III : GRIEVANCE


504

Department :

Section :

Designation :

Location :

Reply to Grievance at Stage-II, whether received : Yes/No

If Yes,

Reference No :Date :

Reasons for Appeal in brief:

_________________________________________________________________________________________________________________________________________________________________________________

Date :________________ (Signature of Employee)

For use of Secretary, Grievance Committee

Grievance No : Received on :

Results of the Examination at Stage – I & II (Salient Points :

____________________________________________________________________________________________________________________

505

_________________________________________________________________

Grievance put up to Grievance Committee on : _____________

Whether Hearing given to the Employee : Yes/No

Dates of Hearings :_____________________________________

Decision of the Grievance Committee :_____________________________

Replied vide Reference No :___________________ Date :______________

Date :_______________________ (Signature of secretary , Grievance Committee) )

Name :_______________________

Designation____________________

Long Service Award

506

Appendix- VIII

__________________________________________________________

GAIL (INDIA) LIMITED

Name of Work Centre

Certificate for Long Service

< Applicable in respect of Superannuated employees only>

This Certificate is awarded to Shri/ Smt.

______________________

<Name>_________________________<Designation>______________

___<Employee No.> and posted at _________________<Designation>,

__________________<Employee No.> and posted at

_________________ < Name of Work Centre>, in recognition of

his/her long association of ______________ <fifteen /twenty/twenty

five/ thirty/ thirty five or actual number of years of service> years with

the Company on the occasion of GAIL Day Celebrations. GAIL looks

forward to a continuing and mutually satisfying association.

Place : (Signature of

CMD/Director/OIC)

Date : Date/Month/Year

Name:________________________

507

Designation:___________________

Long Service Award

_____________________________________________________________

GAIL (INDIA) LIMITED

Name of Work Centre

Certificate for Long Service

< Applicable in respect of serving employees only>

508

This Certificate is awarded to Shri/ Smt.

______________________

<Name>_________________________<Designation>______________

___<Employee No.> and superannuated from _______________<

Name of Work Centre>, in recognition of his/her attaining the age of

superannuation after long association of

__________<fifteen/twenty/twenty five/ thirty/thirty five or actual

number of years of service> years with the Company. GAIL wishes

him/her her a peaceful superannuated life.

Place : (Signature of CMD/Director/OIC)

Date : Date/Monthe/Year

Name:________________________

Designation:___________________

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