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ALLAH’S NAME WE BEGIN WITH THE MOST BENEFICIAL

AND THE MOST MERCIFUL

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UNIVERSITY OF THE PUNJAB

Department Of Commerce Gujranwala Campus

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DEDICATION

We

Dedicate Our Project To Our

Parents&

Our Respectable Teacher

Sir “NAVEED IQBAL”&

His Parents

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ACKNOWLEDGEMENT

Proud of being a student of MBA and have been fortunate to have had the

assistance of our teacher SIR NAVEED IQBAL. He guided us on each and

every point; whenever we need help from him he always welcomes us.

First of all thanks to ALLAH and after that to all persons who contributed a lot

to bring this project in its final form. And in this manner Director

Administration and HR of GEPCO (WAPDA) Mr. Col. ® Ghazanfar Ali Khan

help us a lot and provide us all necessary information that we require from

him for the completion of our project. His staff also helps us.

The aim or purpose of our project is to discuss the functions, practices,

policies and other important aspects of HR&ADMIN DIRECTORATE of GEPCO.

Sr. No. CONTENTS Page#1 Acknowledgement 1

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2 Table of Contents 2

3 Introduction of Company 34 Mission Statement 45 Vision of Company 46 History 57 Future Plans 58 Main Product of Company 59 Different Departments of Company 610 HRM Department 711 Job Analysis12 Recruitment and selection process 813 Testing 814 Interview 915 Process of training16 Job rotation 1017 Coaching 1018 Training Courses 1019 Course Policy 11

20 Grading Of Trainees 1221 Apprenticeship 1222 Compensation management23 Salary 1324 Probation period 1425 Promotion criteria 1526 Promotion Exams 1527 Rent or residence facility 1628 Medical care 1729 Transportation 1930 Pension 1931 Classification of Pension 19

TABLE OF CONTENTS

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32 Compensation Pension 2033 Invalid Pension 2034 Superannuation Pension 2035 Retiring Pension 2036 Rate and Scale of Pension 2137 Vacation criteria 2138 Kinds of Leave 2239 Revised Leave Rules For WAPDA

Employees, 198223

40 Transfer 2441 Education of children 2442 Educational Scholarships 2443 Insurance 2544 Group Life Insurance 2645 Health and safety program 2646 Table of Fatal and Non-Fatal Accidents 2647 Performance appraisal 2748 Appraisal Process 2749 Reasons 2750 Steps 2751 Appraisal Form 2852 Flaws in practice 2953 Human Engineering 30

54 Suggestions and Recommendations 31

55 Appendix

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Introduction of company

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GEPCO

GEPCO has been set up over area of jurisdiction and network of former Area Electricity Board, which was created in early Eighties. It encompassed the areas of existing Districts of Gujranwala, Hafizabad, Sialkot, Narowal, Gujrat and Mandi Bahauddin. Gujranwala Electric Power Company was incorporated on 25 April 1998 and obtained certificate for commencement of business on 05 June 1998. This is the distribution company, which purchases the electricity from WAPDA. They have about 20,09,052 connections, Average monthly collection for the year 2005-08 is more than 2.5 billion.

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The #1 Power Distribution Company in Pakistan

The exclusive Electricity Distribution Company in Pakistan having distinction of Winning “#1 Power Distribution Company Award” continuously for last two years.

Mission Statement

To provide quality electric power to the customers of jurisdiction area according  to their needs and satisfaction, in a cost effective, efficient and environment friendly manner through better control over costs, carrying out preventive maintenance, augmenting & expanding the power system and providing training and incentives to the workers. 

Vision

Ministry of Water and Power will plan to meet future Energy and Water requirement of the country. In order to achieve these objectives, plans will be developed in consultation with province, WAPDA (its successor organization), international experts etc., projects will be launched, financing arranged and monitoring system put in place, to implement the plans using all available indigenous resources and I.T. facilities.

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Achieve and maintain the highest degree of efficiency, reliability and responsiveness as a public service organization for variety of customers.

Public and company workers’ safety shall be high on our priority.

Retaining and growing our business, staff and customer base will be of primary importance.

Developing innovative business relationships both inside and outside our local distribution area will be key to our success.

History

There were eight distribution regions in Pakistan, which were called Area Electricity Board. In Punjab there are five and one in each province. Gujranwala was one of the Area Electricity Board. Area Electricity Board Gujranwala declared in 1977 comprising Gujranwala, Sialkot and Sheikhupura Districts. The building was made in 1974. Creation of Gujranwala Electric Power Company declared on 01-07-1998 comprising Gujranwala, Sialkot, Gujrat, Hafizabad, Narowal and M.B.Din districts.

In 25 April, 1998 Privatization board of WAPDA; the distribution board companies under the company’s ordinance in 1984 with their own Board of Directors Area Electricity Board Gujranwala became Gujranwala Electric Power Company (GEPCO).

Future plansTo carry on all or any of the business of purchasing, importing, transforming, converting, distributing, supplying, exporting and dealing in electricity and all other forms of energy and products or services associated therewith and of promoting the conversation and efficiently

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use of electricity and all other forms of energy. Our goal is to relentlessly improve the quality of our products

Main products of companyGepco International, Inc. is a manufacturer and distributor of audio and video cable products. Founded in 1981, the company designs, manufactures, and markets audio cable, video cable, cable assemblies, connectors and specialty products. In addition, Gepco is a distributor for such cable-related products as patch bays, connectors, and tools.

As part of their commitment to the industry and their customers, they continually test and develop new products, manufacture custom cables, and cut cable to specific length requirements. To achieve high quality standards, all Gepco products are manufactured with only premium compounds and materials to their exacting specifications.

To maintain high position as the standard in rapidly changing market, they continue to embrace technology and further their innovation. This fundamental principle will allow them to remain the premier provider to the audio and video industry.

Different Departments of Company

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HRM Department

Organizational architecture is the combination of organizational structure, control systems, culture and a human resource management system that managers developed to use the resources efficiently and effectively. HRM include the

1. Recruitment and selection2. Training and development3. Performing appraisal and feedback4. Pay and benefits5. Labors relations

In GEPCO all the above-mentioned procedures are done but they have shortcomings and deficiencies. They need to make all their procedures efficient and effective so as to utilize the manpower in a better manner to increase the work life at GEPCO.

HR & ADMINDIRECTOR

D.M-TRANSPORT

MANAGER L&L

D.M-L&L

MANAGER ADMN

D.M-TMP

MANAGER HRM

D.M-SECURITY

D.M-PR

D.M-RTC

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D.M-A&SD.M-HRM

A.M-OFFICIALSA.M-OFFICERS A.M-OFFICERS

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JOB ANALYSIS

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Job Analysis

“The procedure for determining the duties and skill requirements of a job and the kind of person who should be hired for it.”

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Recruitment and Selection Process

The process of hiring and selecting new employee in GEPCO consists of both

Testing Interviews

They give weight as under 40% to academic qualification 20% to interview 40% to test

Tests:

Their test criteria consists upon Matriculation 8% Intermediate 12% Graduation 20% Masters 25%

Intelligence test

They mostly conduct intelligence test in which they test the general intellectual abilities of a candidate and measure range of abilities including

Memory Vocabulary Verbal fluency Numerical ability

Aptitude test

They also conduct aptitude test in which they measure specific mental abilities, such as

Inductive and deductive reasoning

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Verbal comprehension Memory Numerical ability

Motor abilities

They also take test of motor abilities in which they measure motor abilities of a candidate e.g. for the job of steno grapier. It includes

Finger dexterity Manual dexterity Reaction time

Interviews:“A procedure designed to obtain information from a person through oral responses to oral inquires.”

Panel interviews

The authority of GEPCO conducts panel interviews in which a group of interviewers questions the applicant.

Mass interviews

They also conduct mass interviews in which a panel interviews several candidates.

Behavioral interview

Management also take behavioral interview in which a series of job-related questions that focus on how they reacted to actual situations in the past.Job-related interview

They give more stress on job-related interview in which a series of job-related questions that focus on relevant past job-related behaviors.

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PROCESS OF TRAINING

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Process of Training

Job rotation

“Moving a trainee from department to department to broaden his or her experience and identify strong and weak points to prepare the person for an enhanced role with the company.”

OR“Systematically moving workers from one job to another to enhance work team performance.”

There is no proper plan of job rotation in GEPCO. Employees may work on their seat for several years and there is no opportunity for the workers to move from department to department to gain experience.

Coaching“The process of teaching new employees the basic skills they need to perform their job.”Training Courses

a. All officers and staff inducted in WAPDA would be required to undergo courses at various trg institutions at RTC, TSG, and WEA Faisalabad. WAPDA Staff College, Hydel Trade Centre Mangla and Thermal Training Centre Guddu.

b. Maximum offrs and staff must attend courses for up-grading knowledge and qualify for further promotion.

c. The minimum pass percentage on courses is 45%.

d. All those students who do not secure at least 45% marks at training institutes would be shown as “FAIL” on the course report and given 3 marks penalty by CM for promotion purposes.

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e. The forecast of courses will be published on six monthly basis by GM (Trg), GM (Hydel), GM (Thermal), CEO NTDC and CEO DISCOs for their respective training institutions. These must be issued to all concerned by 15 Oct and15 Apr every year. The concerned institute will also reflect the pre-requisite of courses.

f. Training demands hard work and dedication which WAPDA staff/offrs normally avoid it. Usually the nominees either do not report in time or succeed in getting their names deleted. In future following policy will be followed strictly without any discrimination.

Course policy

Based on schedule of courses/training CM Cells, DISCSOs, GENCOs, NTDC and concerned branches/departments of individual will place demand of the vacancies to the following along with reserve nominations:

a. After the receipt of schedule of courses, the demand of offrs will be worked out and intimated to CM Cell by DISCOs and NTDC and GM (Admn)/CE (Admn) Power/CE (Admn) Water/DG (S&GA)/Accounts branch.

b. The CM Cells will forward consolidated list of nominees to Trg institutions with copy to GM (Trg) at atleast 4 weeks in advance. In case of late issuance of list, Director of concerned CM Cell, DISCOs, GENCOs, NTDC,CE (Admn) Power, CE (Admn) Water, DG S&SGA, Accounts branch will be held responsible and subjected to disciplinary action by concerned GM (Admn), GM (C&M) W,CE(Admn) P, CE (Admn) W and DG (S&GA) in consultation with GM (Trg).

c. Before the commencement of course , if some individual falls sick or due to some genuine reasons is un-able to undergo course, the permission will be sought from concerned CM Cell. The CM Cell will process the case and give decision on priority. In case, CM Cell exempts the individual, they will nominate the reserve individual and intimate to all concerned. It will be incumbent on the reserve information/individual to timely join the course.

d. In case the offr/official detailed for the course fails to join and absent himself from the course, severe disciplinary action will be taken against him. The minimum punishment will be one-step demotion, which will be intimated to all concerned within one month of the absentee report. Besides concerned Director CM Cell will also be subjected to disciplinary action by GM

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(Admn) in consultation with GM (Trg), if any lapse is observed. The punishment should only be awarded if the offr/official himself refuses to attend the training course. In case the offer is not relieved by his office in the interest of work, on action should be taken against him but explanation called from the concerned office. How ever, if subsequently it is proved that the offr has not attended the course with the connivance of his superior offrs, action may be taken against both.

e. CM Cells/DISCOs/GENCOs will not post permanent relief for offrs selected for courses. However, acting charge may be delegated for smooth functioning.

f. The details of existing and additional courses is given below:1) Existing Courses/Exams-Offrs Anx A2) Add Courses/Exams-Offrs Anx B3) Existing Courses/Exams-Staff Anx C4) Add Courses/Exams-Staff Anx D

Grading of Trainees

a. All individuals will be graded according to the aggregate of marks secured in theory and practical results and reflected in the report. The shades of grading will be as under. All training institutions must reflect it:

1) A - 75% and above2) B+ - 63 to 74.9%3) B - 50 to 62.9%4) B (Minus) - 45 to 49.9%5) Fail - Less than 45%

b. Those individuals who secure aggregate marks of 80% and

above should be given one point while calculating over-all scores of ACRs and granted one advanced increment to the individual who stands Ist. The duration of such courses should be minimum 6 weeks.

c. The course reports must be comprehensive and cover professional knowledge, ability to apply in the field, strength and weaknesses of individuals, future employment and fit for promotion or otherwise. All heads of Training Institutions must implement it.

d. All course reports must be sent to CM Cells within 2-3 weeks of the course termination by the heads of institutions. The CM

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Cells will send it to the concerned department of the individual for signatures and return within fortnight.

e. All the pre-requisite for courses including tech/civil education, minimum/maximum service and any other criteria be also reflected in the details of schedule of courses etc.

Apprenticeship“Apprenticeship or internship is always offered before the job for training of a new employee. During internship no salary will be paid to the candidate.”

GEPCO offer internship to Technical Non-technical

Persons. They prefer mostly persons (students) of public sector for training in their organization.

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Compensation management

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Salary

“Fixed compensation for services, paid to a person on a regular basis.”

OR“A salary is a form of periodic payment from an employer to an employee, which is specified in an employment contract.”

It is found that in GEPCO a big chunk of resources is consumed by salary and allowances. Ever increasing number of employees are directly proportional to the salary expenditure. In current financial year the figure may touch the magic numbers of Rs. one billion.The salary package of new employee in GEPCO is as under from 1__22 scale

S/No YEAR PAY SCALE1 2004

20081870-55-35202150-65-4100

2 20042008

1915-65-38652200-75-4450

3 20042008

1980-75-42302275-85-4825

4 20042008

2040-85-45902345-100-5345

5 20042008

2100-100-51002415-115-5865

6 20042008

2160-110-54602485-125-6235

7 20042008

2220-120-58202555-140-6755

8 20042008

2310-130-62102655-150-7255

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9 20042008

2410-145-67602770-165-7720

10 20042008

2490-160-72902865-185-8415

11 20042008

2590-175-78402980-200-8980

12 20042008

2745-195-85053155-225-9905

13 20042008

2925-215-93753365-245-

1071514 2004

20083100-240-

103003565-275-

1181515 2004

20083285-265-

112353780-305-

1293016 2004

20083805-295-

126554375-340-

1457517 2004

20086210-465-

155107140-535-

1784018 2004

20088135-585-

198359355-675-

2285519 2004

200812400-615-

2470014260-705-

2836020 2004

200814710-950-

2801016915-1095-

3224521 2004

200816305-1070-

3128518750-1230-

3597022 2004

200817440-1250-

3494020055-1440-

40215

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Probation period

The word probation simply means, “testing” or “proof” and probationer is a person who is on trial.

“A process or period in which a person's fitness, as for work or membership in a social group, is tested.”

Basically almost every organization recruits young or first time employees on probation. GEPCO hire Officers (Grade-17 and above) on 1-year probation period and Officials or Operations on 3-year probation period for testing his/her abilities. If during probation period employee does not fulfill the requirements of the organization then trial period may be extended or organization may fire the employee from the organization due to his/her unsatisfactory performance. At the end of probation period, if employee’s performance is satisfactory then employee automatically considered to be a permanent employee of the organization.

Promotion criteria“The act of promoting or the fact of being promoted;

advancement.”OR

”Encouragement of the progress, growth, or acceptance of something; furtherance.”

But here in GEPCO promotion of an employee from one scale to another scale is not performance based. It is normally depends upon employee whether he/she applied for it or not. It is further based upon four factors

1. 5-year experience2. Seat availability3. Passed departmental exam4. Pre-promotion training

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In above factors the most important is the availability of seat because without it promotion is impossible.

Promotion Exams

a. All promotion exams for various category of WAPDA offrs and staff up to Grade 19 will be conducted by Director Exam.

b. Minimum Pass Percentage for Prom Exam is 50%. All those who do not qualify Prom Exam in three attempts in three consecutive years would be declared unfit for further prom and recommended for weeding out by the CM Cell/CE (Admn) respectively.

c. Director Exam to issue schedule of Prom exam for offrs and staff on calendar year basis by 15 Oct each year. There must be one exam each for Grade 16, 17, 18 & 19. Schedule for the year 2001 are at Anx F to F2.

d. All Prom Exam result on finalization will be put up to Chairman in summarized from for each DISCO/Wing. The result must be compiled within 4 weeks and published.

e. It is responsibility of every offrs/staff to apply and qualify in concerned prom exam. They must apply timely and appear in the prom exam.

f. All offrs/staff will get maximum of three chances to qualify in prom exam in three successive years. All those who fail to appear will lose one chance every time/year. No exemption will be given even on medical grounds.

g. In the past there has been practice to charge Rs.50/- and Rs.20/- from offrs and staff respectively as Exam fee. This fee is immediately dispensed with and in future no amount will be charged from WAPDA employee.

h. All the pre-requisite for promotion exam including tech/civil education, minimum/maximum service and any other criteria be also reflected in the schedule by Director Exam.

Rent or residential facility“Payment, usually of an amount fixed by contract, made by a tenant at specified intervals in return for the right to occupy or use the property of another.”GEPCO provides House Rent Allowance or residential facility to all the employees of the organization. The amount of which vary from scale to scale.

S/No YEAR H/RENT1 2004

2008414968

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2 20042008

425991

3 20042008

4391025

4 20042008

4521056

5 20042008

4661087

6 20042008

4791118

7 20042008

4931149

8 20042008

5131196

9 20042008

5331247

10 20042008

5541289

11 20042008

5741341

12 20042008

6101421

13 20042008

6461514

14 20042008

6891604

15 20042008

7291700

16 20042008

8441969

17 20042008

12913213

18 20042008

16944210

19 20042008

25836417

20 20042008

30647612

21 20042008

33918437

22 20042008

36349025

Medical care

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“Professional treatment for illness or injury.”

Located at camping ground, WAPDA Hospital |GEPCO provides the basic medical facilities to the employees of GEPCO under the Pakistan Wapda employees Medical Attendance Rules, 1979. These Rules shall apply to all Wapda Employees both

Serving Retired

Including government servants of Old Electricity Department i.e. from the Civil Government or the Armed Forces who are on deputation whether they are on duty or leave or under suspension. Cash medical allowance shall be admissible only to serving Wapda Employees in grade 1-15.

Employee’s wife/husband, unemployed legitimate and step children up to the age of 25 years and unmarried and unemployed daughters and parents residing with and dependent on the employee. Parents of WAPDA employees shall be allowed treatment available only in WAPDA Hospital/Dispensary and not otherwise. Only one wife is entitled to avail of these facilities.

Medical facilities will be provided to the employees of the Authority at Lahore and other stations in Pakistan, where Wapda’s Hospitals/dispensaries exist. They will be entitled to consult Government Doctors only when advised by the authorized medical attendant/Director General Medical Services. Employees on extraordinary leave (without pay) when it extends over six (6) months, will not be entitled to avail of these benefits unless the Authority agrees to extend the facilities in cases where illness is directly attributable to the employee’s official duties.Wapda Employees in Grade 1-15 will be allowed to draw Cash Medical Allowance during leave, if otherwise admissible except during E.O.L. (Extra Ordinary Leave) when pay and allowances are not admissible.

All retired Wapda Employees will get themselves registered with nearest Wapda Hospital/Dispensary under the same procedure as applicable to Wapda Employees. The reimbursement of medical charges to retired Wapda Employees, duly verified by the Wapda Authorized Medical Attendant (Medical Officer) will be made by the office from where the retired Wapda Employees receives pension. Employees who get pension from Banks/Treasury will be attached to a Wapda Division/Office nearest to the place of residence of the retired employee.

Employees are provided with two kinds of books Green Book and White Book. Green book is issued to employees who avail medical facility and

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white book is issued to those employees who take cash as medical allowance, number of books issued to employees varies from year to year.

Table below shows some statistics

Till Feb.2008

Till June2007

Till June2006

WHITE BOOK HOLDERS

2302 2302 2416

GREEN BOOK HOLDERSServing employees

956 957 852

Retired persons

701 701 565

Widows 158 158 133

Out stationed 09 09 07

Number of Patients who availed medical facility from WAPDA hospital.

(C.Y) ORDINARY PATIENTS CHRONIC PATIENTS2002 41568 123182003 49376 214822004 71296 295122005 41253 16189

Trend shows that people are satisfied with medical facilities, provided by WAPDA hospital. And in past years they have shifted from cash medical allowance towards medical facilities from WAPDA hospital.Daily attendance is more than 150 patients in hospital.

Transportation Transportation simply means “REMOVAL”.

“The act or an instance of transporting.”OR

“A means of conveyance.” Gepco provides transport facility only to its officers. Following is the complete information about the transportation facility provided to GEPCO employees.

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Approved Yardstick

Proposed Yardstick

Chief Executive 2-Pajero1-Car

Chief Engineer 1-Pajero1-Car

1-Pajero/4-D P.up/4-D Jeep1-Car

Secy: GEPCO 1-Pajero 1-PajeroDirectors 1-Pajero 1-Pajero/4-D P.up/4-D

JeepDy: Directors/Pool 11-Jeep

2-Vans1-Jeep

Pension“Pension is an allowance for retired state servant.”

OR“A sum of money paid regularly as a retirement benefit or by way of patronage.”

Pension is given by Gepco to all of its employees after their retirement from job against at least 10 years of his/her qualifying services.

Classification of pension

Pensions are divided into four classes:

i. Compensation pensionii. Invalid pensioniii. Superannuation pensioniv. Retiring pension

1. Compensation pension

a. If a wapda employee is selected for discharge owing to the abolition of a regular post, he shall, unless he is appointed to another post the conditions of which are acceptable to him, have the option:

i. Of taking any compensation pension to which he may be entitled for the service he has already rendered; or

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ii. Of accepting another post or transfer to another Division/Organization of wapda even on a lower pay, if offered, and continuing to count his previous service for pension.

b. If a wapda employee is retired from service under section 17 (I-A) of Wapda Act, 1958, compensation pension may be allowed to him as would have been admissible to him under the rules applicable to his service or post on the date of such retirement if he had been discharged from service on account of the abolition of his regular post without alternative suitable employment being provided to him.

2. Invalid pension

(i) An invalid pension is awarded on his retirement from wapda service, before reaching the age of Superannuation, to a wapda employee who by bodily or mental infirmity is permanently incapacitated for further service on production of a medical certificate prescribed in Sub-Rule (ii) below.

(ii) A Wapda employee who wishes to retire on invalid pension, should apply to his General Manager/Chief Engineer or Head of Division who should direct him to present himself before a Medical Board or an Invaliding Committee constituted by the Authority in this behalf for obtaining a medical certificate of incapacity for further service.

3. Superannuation pension

A Superannuation pension is granted to a Wapda employee who retires or is retired from wapda service, on or after attaining such age as may have been fixed as Superannuation age by the Authority from time to time.

4. Retiring pension

A retiring pension is granted to a Wapda employee who not being eligible for Superannuation pension:(i) Opts to retire after 25 years qualifying service or(ii) Is compulsorily retired from service by the Authority competent to remove him from service on grounds of inefficiency, misconduct, corruption or any other service.

Rate and Scale of Pension

Pension shall be calculated at the rate of 70 per cent of average emoluments on completion of 30 years qualifying service. Where

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qualifying service is less than 30 years but not less than 10 years, proportionate reduction in percentage shall be made. Any amount of pension in excess of Rs. * 1,000 shall be reduced by 50 per cent.

Vacation criteria“Vacation means holiday or leave.”

OR“A period of time devoted to pleasure, rest, or relaxation, especially one with pay granted to an employee.”

Vacation criteria of Gepco is as under:

Casual Leaves = 20 per year Earned Leaves = 4___5 per month

Gepco also provides following leaves other than casual and earned leaves.

Recreation leave

Leave not due

Special leave

Maternity leaves

Disability leaves

Extraordinary leaves (without pay)

Leave ex-Pakistan

Leave for study abroad/within Pakistan

Leave on medical certificateKind Of Leave Time Period PurposeRecreational Leave 15 days It may be granted for

recreational purposes.Leave Not Due 365 days in the entire

period of service, subject to the condition that during first 5 years, it shall not exceed 90 days.

It shall be granted only when there are reasonable chances of the WAPDA employee resuming duty.

Special Leave 130 days A female WAPDA

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employee, on the death of her husband, may be granted special leave on full pay.

Maternity Leave Up to the end of 90 days from the date of its commencement or to the end of 45 days from the date of confinement.

It may be granted to a female WAPDA employee on full pay. It may not be granted for more than 3 times in the entire service except in the case of employee employed in WAPDA School/College.

Disability Leave 720 days It may be granted to WAPDA employee who is disabled by injury, ailment or disease contacted in course or in consequence of duty or official position.

Extraordinary Leave Maximum of 2 years Extraordinary leave without pay may be granted in special circumstances.

Leave ex-Pakistan Maximum of 120 days It may be granted on full pay to employee who posted abroad or is otherwise on duty abroad, and makes a specific request to that effect.

Leave for Study Abroad/within

Pakistan

2 years. For Ph. D 4 ½ yearsFor Doctors 3 years

It may be granted for the purpose of higher studies.

Leave on Medical Certificate

30 days It may be given in case of illness of an employee.

REVISED LEAVE RULES FOR WAPDA EMPLOYEES, 1982

Categories of

Employees

Kinds of Leave Competent Authorities

Grade 1 to 11 (i) EOL/Disability leave & all kinds of leave = 90 days

Appointing authority/Head of office not below the rank of a

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Haj leave=45 days (by air)75 days (by land/sea)except LPR/Leave ex-Pakistan

(ii) EOL/Disability leave beyond 90 days and LPR/Leave ex-Pakistan.

Grade-19 officer who so ever is lower in grade.

Appointing authority/Head of office not below the rank of a Grade-19 officer who so ever is higher in grade.

Grade 12 to 16 (i) EOL/Disability leave & all kinds of leave =90 daysHaj leave=45 days (by air)75 days (by land/sea)except LPR/Leave ex-Pakistan

(ii) EOL/Disability leave beyond 90 days and LPR/Leave ex-Pakistan.

Appointing authority/Head of office not below the rank of a Grade-19 officer who so ever is lower in grade.

Appointing authority/Head of office not below the rank of a Grade-19 officer who so ever is higher in grade.

Grade 17 and 18

(i) EOL/Disability leave & all kinds of leave =90 daysHaj leave=45 days (by air)75 days (by land/sea)except LPR/Leave ex-Pakistan

(ii) Leave ex-Pakistan up to 90 days and LPR

(iii) All kinds of leave beyond 90 days

(i) Appointing authority/Chief Engineer or Officer of equivalent status, who so ever is lower in grade.

(ii) Appointing authority/Chief Engineer or Officer of equivalent status, who so ever is higher in grade.

(iii) Respective Member/ Managing Director.

Grade -19 (i) EOL/Disability leave & all kinds of leave =90 daysHaj leave=45 days (by air)75 days (by land/sea)except LPR/Leave ex-Pakistan

(ii) Leave ex-Pakistan up to 90 days and LPR

(iii) All kinds of leave beyond 90 days

(i) General Manager or a Grade-20 Officer if there is no General Manager.

(ii) Respective Member/ Managing Director.

(iii) Respective Member/ Managing Director.

Grade - 20 (i) EOL/Disability leave & all (i) Respective Member/

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kinds of leave =90 daysHaj leave=45 days (by air)75 days (by land/sea)including Leave ex-Pakistan LPR

(ii) All kinds of leave beyond 90 days

Managing Director.

(ii) Respective Member/ Managing Director.

Transfer“To move oneself from one location or job to another.”

OR“To convey or cause to pass from one place, person, or thing

to another.”

The policy of GEPCO regarding transfer of an employee from one station to another is that an employee must be transferred after at least 2 or 3 years of his/her service.

Education of children”Education means systematic instructions”

ORThe act or process of educating or being educated.

ORThe knowledge or skill obtained or developed by a learning

process.

Company is well aware about the importance of employee’s children education. For this purpose 246 children of employees are awarded financial scholarship amounting Rs.184, 000.

Following is the detail of these scholarships according to class/course.

Sr.No

Class/Course of studies Rates per annual [Rs.]

1 Ist___5th 5002 6th___8th 5003 9th___10th 10004 FA/F.Sc/I.COM/D.COM 10005 BA/B.Sc/B.COM 2000

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6 MA/M.Sc/M.COM 2000Teachers Training

7 P.T.C 4128 C.T 6529 B.Ed. 930

Engineering/Computer Science

10 Degree 240011 Diploma (B.Tech) 1200

Medical12 Degree 240013 Diploma 1200

Agriculture14 Degree 240015 Diploma 1200

Industrial16 Certificate 36017 Diploma 1200

Misc18 Tibb 60019 P.H.A 60020 Welding 60021 Machinist 60022 M.B.H.S. 60023 L.L.M., Lib.Sc. 60024 ACMA (per term) 60025 Dentistry 1080

Insurance"The act, business, or system of insuring.”

OR“Coverage by a contract binding a party to indemnify another against specified loss in return for premiums paid.”

Business is not free from risk of loss. Many business units face risk but some of these suffer the losses. The business units depend upon insurance companies for sharing the risk of loss while the insurance companies depend upon other business units for successful working.

Insurance in GEPCO: Gepco offer GLI (Group Life Insurance) to all of its employees including

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Officers Officials Operations

Life insurance is a plan under which large groups of individuals can equalize the burden of loss from death by distributing funds to the beneficiaries of those who die.

The insurance here is centralized and is provided by the State Life Insurance Company. The insurance premium is deducted from the salary of every employee monthly and contributed to a common fund. The management of insurance companies uses the fund in such a way that there is reasonable return on it. The insurance company can pool, share and spread the risk of loss. The amount of insurance premium contributed by the employees varies from scale to scale. This amount ranges from 29____290.In case of any extra-ordinary/uncertain circumstances, State Life Insurance Company that ranges from 70,000(min)____5,20,000(max) pays the insured amount.

Health and safety program

“Health means Soundness, especially of body or mind; freedom from disease or abnormality.”

AND“The condition of being safe; freedom from danger, risk, or injury.”

Death is the master of all, even fate. In services death of employees is sad to mention. Authority has increased the compensation from Rs. One Lac to two Lac for an employee if his death occurs due to fatal accident on live line.

Following table shows the data.

Year Fatal Non-Fatal Total 7/2005To /2006 6 8 147/2005To /2006 9 14 23

7/2007To Feb.2008

8 5 13

Total 23 27 50

Performance appraisal

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“Performance appraisal is the end of a process that goes on all the time - a process that is based on good communication between manager and employee.”

“ The assessment of an employee's effectiveness, usually as undertaken at regular intervals.”

In simple words performance appraisal means evaluating an employee’s current or past performance relative to the person’s performance standards.

The Appraisal process in GEPCO:1. Setting work standards.2. Assessing the employee’s actual performance relative to these

standards.3. Providing feedback to the employee with the aim of motivating

that person to eliminate deficiencies.

Reasons:1. Appraisals provide information upon which organization

make promotion and salary decisions.

2. They provide an opportunity to review his or her work related behavior.

3. Appraisal helps us to better manage and improve firm’s performance.

Appraising Steps:

In GEPCO performance appraisal involves three steps Define the job Appraise performance Provide feedback

Defining the job means making sure you and your subordinate agree on his or her duties and job standards.Appraise performance means comparing your subordinate’s actual performance to the standard that have been set.The performance appraisal usually requires one or more feedback sessions. Here there is a discussion about the subordinate’s performance and progress, and make plans for any development required.

In GEPCO the ACR (Annual Confidential Report) of an employee is prepared annually. Next senior officer prepares this performance appraisal report.

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Flaws in practice

It is the major problem faced by the consumers that the cable provided by the department is usually damaged and destroyed after almost the period of two years. The wires are seen hanging in the streets and roads. GEPCO should take special care to handle this problem so as to facilitate and reduce the danger of death through exposed wires.

In HR department, the work is not computer based. There is a file system (manual work) even for a vary little task there must be a written piece of paper. It causes time wastage and slows down the process of work.

There is a lack of educated employees.

They did not made plans for the refreshment of employees just like recreational trips.

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Human Engineering

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Human Engineering

Communication, an essential element measuring the efficiency of an organization is functioning smoothly, here in GEPCO. Communication is telephony. A significant number of telephones are installed in the company to ensure hundred percent links with management. There are also face-to-face discussions between managers and subordinates on various issues or matters.

After studying the workplace design we come to know that they create a healthy environment in which they work together in groups as a team and efficiently accomplish effective tasks. There is overall a good relationship between boss and subordinates.

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Suggestions and Recommendations

Large organizations, usually, contains procurement/purchase unit which increases its efficiency, effectiveness and economy. A complete purchase unit should be established for purchase purposes with proper scrutiny.

Medical facility, medical bills, rent assessment cases of private building to be hired by company, welfare cases including marriage, widow’s welfare grant, educational scholarships, advances and purchase for offices are managed by a single official. Another person deputed for this will ease the situation.

Public relation is, now, an essential tool for propagation of performance of an organization. All services and welfare activities should be made public after a regular span of time through print and electronic media. Cable broadcasting is common now, everywhere in company premises. Most of cable operators are using WAPDA poles for transmission of their cables. This propagation by cable networks can be used for shut

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down notice, and for other important announcements of welfare activities. This may increase the efficiency of company and moral of employee, ultimately. WASA is successfully using this technique.

A pragmatic and rational policy is required for allotment of cellular phones to officers.

Networking down to sub-division level will make the administration effective, boosting its efficiency and making it economical.

Monthly report should be demanded from all administration unit and admin directorate about their work efficiency. This will enhance the work quality.