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PRESENTED BY – SHRI SUBHASIS MUKHERJEE – GENERAL MANAGER (HRM). ANDREW YULE & COMPANY LIMITED. Andrew Yule - Today :. Andrew Yule & Company Limited was established in 1863. Became a Public Sector Undertaking in 1979. AYCL is listed with Bombay Stock Exchange (BSE).
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PRESENTED BY – SHRI SUBHASIS MUKHERJEE – GENERAL MANAGER (HRM) ANDREW YULE & COMPANY LIMITED
Andrew Yule - Today : • Andrew Yule & Company Limited was established in 1863. • Became a Public Sector Undertaking in 1979. • AYCL is listed with Bombay Stock Exchange (BSE). • Government of India holds 93% shares and 7% by Public & FIs.
Shareholding Pattern HPCL – Hooghly Printing Co. Ltd.; TWOL – Tide Water Oil Co. (I) Ltd.
Appraisal Period : The appraisal period is from 1st April to 31st March of the following year i.e. Financial /Accounting Year concept is being followed for employee appraisals.
Organisational Reality : Performance Appraisal (PA) at AYCL is carried out for its Officers as per the following : • Officers in Grade “E-7” & “E-8” as well as Board level appointees. Based on the Memorandum of Understanding between the Company and the Ministry, Divisional MoUs are finalized which sets the performance target prima-facie.
Organisational Reality : 1. Actual performance against the target is measured to quantify the accomplishment. 2. On the basis of accomplishment, performance grading is done with a view to identify peak performers. 3. The entire appraisal exercise is undertaken in the approved format as per DPE guideline contained in the D.O. No. 5(1)/2000-GM dated April 05, 2010. 4. Medical Examination is done as per the guideline of DPE for the Officers at “E-7”, “E-8” and Board level appointees. 5. Personal attributes and functional competencies are also assessed by the Reporting and Reviewing Authority. 6. Apart from basic information the format contains self appraisal and appraisal of the Reporting Authority.
Appraisal Forms of Officers in Grade “E-7” & “E-8” as well as Board level appointees.
Officers in Grade “E-1” to “E-6” : Appraisal Period : The appraisal period is from 1st April to 31st March of the following year i.e. Financial /Accounting Year concept is being followed for employee appraisals.
Features : Appraisal is undertaken by a two step process : • Self Appraisal ; • Management Appraisal ;
Methodology : All the incumbents (Officers in Grade “E-1” to “E-6”) are to submit the instrument (Form on Self Appraisal) duly filled in within a time frame of 15 (Fifteen) Days from the last date of the Appraisal Period i.e. latest by April 15.
Salient features of the Instrument : Management Appraisal : • Performance : • Target/Goals/Responsibilities/Tasks ; • Comments on Achievement ; • Performance Review (Reasons for variance) ;
Salient features of the instrument : • Job Knowledge ; • Personality ; • Management Skills ; • Human Resource Management ; • Ideas & Innovation ; • Attitude : Behavioral Traits : • Potential ; • Any other strong or weak points ; • Training . • Development ;
Salient features of the instrument : 2. Management appraisal is undertaken at two different levels, i.e. one at the level of immediate superior and the other at the level of Divisional head. Divisional head is basically a strategic business unit head.
3. Initially two Gradings emerge due to appraisal being undertaken by superiors at two levels. 4. The rating given by the Divisional Head however becomes the final rating. Divisional heads also rate the individual in respect of his / her potential for future role. 5. Training needs are also suggested in the process based on performance variances. 6. Job improvement plans (through job rotation and enrichment) are also suggested.
2. Self Appraisal : • Responsibilities/ targets / goals / tasks undertaken against the target / goals set. • Description of notable/outstanding/significant contribution made by the appraisee during the period under review. • Description of situation where objectives /targets /tasks/ responsibilities could not be achieved. • Apprising the superior about achievement of targets/goals vis-à-vis facts about non-achievement. • Identification of area where scope of improvement is there. • Suggestion for self improvement and improvement of Company’s performance. • Comments of the immediate superior. • Comments of the Reviewing Officer.
Self Appraisal Form • Management Appraisal Form
Appraisal for non-unionised supervisor : Appraisal Period : • The appraisal period is from 1st April to 31st March of the following year i.e. Financial /Accounting Year concept is being followed for employee appraisals. Features : Employees in this category are assessed at 03 (Three) different layers. • Assessment by immediate superior ; • Assessment by ultimate superior ; • Assessment by the Director ;
Methodology : • Immediate superior assesses the individual incumbent at the level of non-unionised supervisor against the defined targets and other indices as incorporated in the instrument. • Afterwards the ultimate superior reviews the entire assessment as aforesaid and affirms the grading including analysis of the potentiality. Director – in – Charge ultimately goes to the entire exercise and undertakes required performance counselling also.
Salient features of the instrument : 1. Performance : • Target/Goals/Responsibilities/Tasks ; b) Comments on Achievement ; c) Performance Review (Reasons for variance) ; 2. Job Knowledge ; 3. Personality ; 4. Ability ; 5. Co-Operation ; 6. Attitude : Behavioral Traits ; 7. Potential ; 8. Any other strong or weak points ; 9. Training ; 10. Development ;
Appraisal for Executive Trainee : Appraisal Period : The appraisal period is from the date of joining to completion of training period i.e. one year for Graduate Engineer Trainee and Management Trainee, Two Years for Diploma Engineer Trainee and Tea Management Trainee.
Features : The assessment of Executive Trainees is multi-step structured exercise which includes the following steps : • Assessment of the individual candidate (Role Integration) ; • Potential analysis of the candidate in relation to the new role ; • Assessment of personality & attitude.
Methodology : • Immediate superior assesses the individual incumbent at the level of Executive Trainee against the defined indices as incorporated in the instrument. • Afterwards the Strategic Business Unit Head reviews the entire assessment and spells out the functional identity of each incumbents taking into account the organizational need and perceptual understanding/grasping of the incumbents.
Salient features of the instrument : a) Assessment of the individual candidate : • Performance • Attendamce & conduct • Transference/Degree of Learning • Adaptability with organizational/work practices • Honesty & Reliability
b) Potential analysis of the candidate in relation to the new role (i.e. Role of a Front Line Officer) • Supervisory Skill • Interpersonal Skill • Operational Skill • Cross Functional Skill c) Assessment of Personality & Attitude
Discussions are held on individual appraisal in between the appraiser and the appraisee about the contents of the appraisal. In case appraisee differs with the rating, the same is also recorded in the Appraisal Form with signature. This is as per the guideline of the Government.
Primary Criteria on which value of performance is assessed. • Quality : The degree to which the process or result of carrying out an activity approaches perfection. • Quantity: The amount produced, expressed in such terms such as number of units or number of completed activity cycles. • Timeliness : The degree to which an activity is completed or a result produced, at the earliest time desirable from the standpoints of both co-ordinating with the outputs of others and maximizing the time available for other activities. • Cost Effectiveness : The degree to which the use of the organisation’s resources (Human, Monetary, Technological material) is maximized in the sense of getting the highest gain or reduction in loss from each unit or instance of use of a resource. • Need for Supervision : The degree to which a performer can carry out a job function without either having to request supervisory assistance or requiring supervisory intervention to prevent an adverse outcome. • Interpersonal Impact : The degree to which a performer promotes feelings of self esteems, goodwill and co-operativeness among co-workers and subordinates.
Objectives of the Promotion Policy are – • Motivate and recognise the excellent performers to ensure organisational effectiveness. • Ensure uniformity, consistency and fairness in the promotion. • Promotion is based on merit, efficiency, service in the same grade and suitability. • Promotion is based on the total number of vacancies to be filled by promotion which shall be worked out by Personnel Department and shall also be taken into consideration by the Departmental Promotion Committee (DPC).
Eligibility criteria will comprise the following : • Eligibility Period : Eligibility period represents minimum number of years in the existing grade for consideration for promotion to next higher Grade. • ‘No Average’ Ratings : Employees whose Performance Ratings (as per Annual Performance Appraisal Report) are ‘Average’ or ‘Below Average’ during any of the years under Eligibility Period will not be considered for promotion.
iii) Suitability Criteria : • Factors which are to be taken into account for determining the suitability for promotion against which marks are to be allotted, are as under : • Marks based on Rating under Performance Appraisal. • Grade Service Marks. • Professional Qualification. • DPC Marks. • The employees who meet the eligibility period criteria [Item B(i) & B(ii)] will be evaluated on the basis of the above criteria and marks.
Marks based on Performance Rating Marks performance appraisal rating for each of the year under eligibility period to be assigned as Outstanding (OS) : 10; Very Good (VG) : 8 and Good (G) : 6. In case an executive is in the existing grade for more than the ‘eligibility period’, the performance rating will be taken for the immediate preceding period (equal to eligibility period) • Grade Service Marks Marks for grade service i.e. number of years in the existing Grade are to be allotted
DPC Marks : DPC will interview eligible candidates for promotion (i) from Grade-E4 to Grade-E5, (ii) Grade-E5 to Grade-E6, (iii) Grade-E6 to Grade-E7 and (iv) Grade-E7 to Grade-E8. • Maximum marks for all the above cases will be 10 against which DPC will award the marks on the basis of the interview taken. • Qualifying Marks for Promotion : • The qualifying marks for promotion for all categories will be 80% of the total marks.
Consideration for Fast Track Promotion : • With a view to rewarding employees for sustained outstanding performance and in order to motivate them for further improvement, accelerated promotions can be considered for such outstanding performers from Grade S4 and above. The criteria for outstanding performance will be -
Based on the revelation of performance appraisal promotion decisions are taken by the Departmental Promotion Committee. The different promotional parameters including the impact of performance rating are given hereunder.
ANDREW YULE & COMPANY LIMITED : PERFORMANCE * Includes Sale of Investment in Group Companies of Rs 72.13 Crores
