Improper Reward & Punishment System: Inequity

1. Improper Reward & Punishment System: Inequity Think Tanks: Nilay Meshram, Rakesh Kumar, Phoolchand Mahato, Sanchit Rastogi, Sujay K Sikdar, Vinesh Chauhan

2. No reward to performer = Punishment No Punishment to non-performer = Reward People are not our real asset….. Best people are

3. Phase -1 PILOT PROJECT AT MH-ASSET LEVEL INDIVIDUAL INCENTIVES & PUNISHMENTS AT DEPARTMENT / INSTALLATION LEVEL

4. OBJECTIVE To strengthen the existing reward & punishment system at local department/ Installation level in MH - Asset Some positive points • Awards will motivate employees to perform their duties with vigor and enthusiasm which will in turn help in growth of the employees and the organization as well. • Punishment will make employees more organized, regular and sincere in achieving organization goals and target. • Implementation procedure for the above is quick and easy as approval required for them can be sought easily at local level.

5. SUGGESTIONS AWARDS • Employee of the Quarter • Award for Maximum Attendance • Performer of the year • Trainer of the year PUNISHMENT • Punishment for irregularity

6. Employee of the Quarter Objective – is to increase involvement of every employee towards the achievement of common target set for installation / department. Eligibility – (E5 or below) level employees working at installation/ department in MH-Asset. Distribution – if nos. of employee’s at a particular installation or group is < 70 than only 1 award (which includes staff & officer) > 70 than 2 awards (1 for staff & 1 for officer)

7. Distribution Offshore Platforms PlatformTotal Personnel’sNo. of Awards • SHP 166 2 • ICP 120 2 • BHS 144 2 • SCA 32 1 • NQO 136 2 • MNW 116 2 • WIN 96 2 Base GroupsTotal Personnel’sNo. of Awards • Surface Team 103 2 • SST + RDAG 94 2 Other Group -1 (FEG, HSE, Fin, ES) 73 2 Other Group – 2 (MM, HR, D (O) off, ED off) 86 2 Total Number of Awards per Quarter = 21

8. Selection Parameter • Voting will be carried out via WEBICE. • Every employee working on installation / department will vote for anybody else for both categories (staff & Officer) except himself/ herself. • Voting window in SAP will be opened during last week of every quarter. • Any employee who didn’t participate in voting will become disqualified for the award even after he received maximum votes. • Any employee who had already won this award will not be eligible for the same in the current financial year.

9. Award 50 gmSilver Coin with ONGC monogram Certificate of Excellence Recognition by display on notice boards, intranet and a letter to family.

10. Financial Burden Cost of 50 gm silver coin will be around Rs 1500 including miscellaneous expenses Rs 1500 X 21 = Rs 31,500/- Per Quarter 31,500 X 4 = Rs 1, 26, 000/- Per Annum

11. Webice Format Employee of the Quarter_Page 1 Last Voting Results New Voting

12. Webice Format continued…. Employee of the Quarter_Page 2 Officer Staff Name CPF Reason Submit

13. Maximum Attendance Award Objective – is to increase total working man hours from the existing strength of employees at a particular installation/ department. Number – all those who qualify every year with maximum of 25 Eligibility – (E5 or below) level employees working at particular installation/ department. Distribution – List of eligible employee will be generated via SAP yearly utilizing PRAVESH Data.

14. Selection Parameter • Employees with > 90% attendance. • No leave of any type (Half pay leave / Earned Leave / Complimentary leave/ Medical leave or any other) excluding Casual Leave should be availed during this period. • For office going employees up to 30 minutes delay in reporting or relieving at work will be pardoned only twice per week, more than that will be counted as absence. • For offshore going employees date of reporting and allotted chopper sortie will be considered and change of chopper sortie from the allotted one due to delay due to any reason will be considered only once in six months. • Pravesh data will be utilized to generate list of eligible employees yearly. In addition, Controlling officer/ section head will also be submitting attendance along with time of reporting & relieving of every employee working under them every month to HR. • If any employee leave early or late from the stipulated office time due to any official reason, then controlling officer should justified the same by informing to HR at end of every month.

15. Award • Monetary award of Rs 10000/- to be given maximum of top 25 employees, and in case of tie between two or more than the amount will be shared. • Recognition by display on notice board; intranet and a letter of appreciation will be sent to family. • Further, written answers should be sought from those controlling officers/ sectional heads under which any employee work for more than the total stipulated duty period.

16. Financial Burden 25 x 10000 = Rs. 2, 50, 000 yearly

17. Performer of the year • Objective – is identification of performers and motivation of other employees for the same. • Number - One every year for each department/installation. • Eligibility – (E5 or below) level employees working at particular installation / department

18. Distribution Offshore Platforms PlatformNo. of Awards SHP 1 ICP 1 BHS 1 SCA 1 NQO 1 MNW 1 WIN 1 Base GroupsNo. of Awards Surface Team 1 SST + RDAG 1 Other Group -1 (FEG, HSE, Fin, ES) 1 Other Group – 2 (MM, HR, D (O) off, ED off) 1 Total Number of Awards per Quarter = 11

19. Selection Parameter • Every employee will submit his achievements whichever he thinks should be awarded to respective controlling officer by 15th of April every year. Controlling officer after evaluation & their comments, forward it to Sectional Head. Final winner to be decided by Sectional Head in consultation with controlling officer on basis of the following: • Achievement in terms of time saved in job completion, record performance, accomplishing special task in shortest time, performance with respect to utilization, refurbishment of equipment, performance of a seismic surveys etc. • Tasks, which have elate gains like salvaging, recovery of an equipment in repair. • Fabrication of equipment, development of a chemical, in house development of software. • Involvement in saving the corporate property, human life etc. or the action, which has lead to prevention of huge losses to the organization • Prevention of pollution, Utilizing 3 R’s i.e. Reduce, Reuse & Recycling of waste, innovative techniques to treat pollutants / waste, procurement of products with eco-label etc. • In case any employee found controlling officer judgement partial or compromised than he can make plea for the same to authority one level above the controlling and his decision will be final. • Due to transfer constraints, the time period considered for this award will be between July to March.

20. Award 10 gmGold Coin with ONGC Monogram Certificate of Excellence Recognition by display on notice boards of all other department / installations in the region, intranet and letter of appreciation to family. Name of winner should be forwarded for Asset Level Award.

21. Financial Burden Cost of 10 gm Gold coin will be around Rs 20000 including miscellaneous expenses Rs 20000 X 11 = Rs 2,20,000/- Per Annum

22. Trainer of the Year Objective – The objective is to enhance the sharing, training & presentation capabilities of an individual. This will motivate him to share his knowledge acquired by training of by experience to his peers, colleagues & juniors. This will also motivate an individual to learn maximum out of a training program & be updated of the current technologies. Number – One for every Department/Installation Eligibility – All employees working at any level in particular installation / department.

23. Distribution Offshore Platforms PlatformNo. of Awards SHP 1 ICP 1 BHS 1 SCA 1 NQO 1 MNW 1 WIN 1 Base GroupsNo. of Awards Surface Team 1 SST + RDAG 1 Other Group -1 (FEG, HSE, Fin, ES) 1 Other Group – 2 (MM, HR, D (O) off, ED off) 1 Total Number of Awards per Quarter = 11

24. Selection Parameter For Offshore • Shift I/c‘s to nominate officers / staff working under them to OIM if they find eligible candidates. • OIM to forward 4 names to LM & LM to decide the final winner in consultation with OIM & Shift I/c For Base In case of ST & SST • Controlling officers to nominate employees working under them to Sectional Head, if they find eligible candidates. • Surface Manager / Sub Surface Manager to decide the final winner in consultation with Sectional Heads In case of other group - 1 &2 • A committee to be formed with representation from all the sections comprising the Groups. The committee to decide the final winner. The following points to be kept in mind while nominating the candidates • Sharing his knowledge with peers, colleagues & juniors • Presentation & training skills • Keeping himself updated with current technologies • How he has utilized the skills acquired in routine activities • Number of person he is able to train after acquiring the knowledge

25. Award • Monetary award of Rs 10000/- • Recognition by display on notice boards of all other department / installation, intranet and letter of appreciation to family. • Name of winner to be recommended for specialized training in India or abroad.

26. Financial Burden 11 x 10000 = Rs. 1, 10, 000 yearly

27. Punishment for Irregularity In this case punishment can be divided in two categories • Not reporting on duty at time • Not reporting on duty at Date

28. Not Reporting at Duty on Time Objective – to help employees to understand importance of reporting duty on time and increasing total man hours devoted by him/her for achieving organization goals & target. In this case employees have to be divided in two category • Offshore posted employees • Onshore posted employees

29. Recommendations Onshore Posted Employees • Condition - if any employee report half an hour late or leave half an hour prior to stipulated office time thrice in any week. • Punishment - 1 day salary (Basic + DA) should be deducted. • Implementation - List of such employees will be generated by SAP after registering their reporting and leaving time electronically and deduction will be made accordingly. Offshore Posted Employees • Punishment can not be implemented for offshore going employees.

30. Not Reporting at duty on Date Objective – to prevent employees from remaining absent on crucial working days or without prior knowledge of controlling officer or sectional head. In this case employees have to be divided in two category • Offshore posted employees • Onshore posted employees

31. Onshore Posted Employees • Condition: if employee remains absent from work without prior permission of his controlling officer. • Punishment: deduction of salary for the absent period. • Implementation: List of such employees will be generated by SAP after registering their reporting electronically and deduction will be made accordingly on monthly basis. • Leaves - Employees will be entitled for leave such as (Half pay leave / Earned Leave / Complimentary leave/ Medical leave) but with new guidelines.

32. Availing Leaves • Casual leave - should report his controlling officer within 3 hrs after reporting time and controlling officer should certify for the same in SAP within 24 hrs, after that no change will be permitted. • Medical leave - leave period applied for should be at least 5 days. Employee or his near relative should report his controlling officer within 2 days from reporting time and controlling officer should certify for the same in SAP within 5 days, after that no change will be permitted. Further, employee is also required to submit proof of illness and type of treatment which he received duly certified from the registered medical practitioner to concerned P&A. • Half Pay/ Earned Leave - should apply for it via Webice and get it certified by his/ her controlling officer before beginning of leave otherwise it will be considered as absence without information. • Complimentary Leave - any such leave earned should be entered in SAP by controlling officer along with valid reason for doing it. No employee can have more than 10 such leave in his account at a time and any extra leave earned should be credited in form of 1-day salary. Other rules for availing the sameare similar to that of casual leave.

33. Offshore Posted Employees To be Decided

34. Format for Appreciation Letter to Family “Let your light so shine that God will see your Good Works” [Date] [Name] [Address] [City], [State] [Zip] Dear Family Members of Shri ____________________________, We truly appreciate the dedication and all the hard work put by Shri ……………………… for receiving the award towards The Employee of the quarter XXXXX and hope you recognize, as we do, the valuable role he/she plays in building brighter futures for ONGC Ltd. We wish to Thanks you for your continuing support to him/her. We wish him/her much success in all his/her future endeavours. Sincerely, [Authorised Signatory]

35. Name Name Name Format For Notice Board Display Winners of the Employee of the quarter April-09 to June-09 Department: Votes Received: Total Votes: % votes: Photo Department: Votes Received: Total Votes: % votes: Photo Department: Votes Received: Total Votes: % votes: Photo

36. Certificate for Excellence OIL & NATURAL GAS CORPORATION LTD MUMBAI HIGH ASSET PRESENTS Employee of the Quarter Award At ____________________________________________ To EMPLOYEE NAME 04 October 2014 Mr. Apurba Saha, ED, Asset Manager-Mumbai high Asset

37. OIL & NATURAL GAS CORPORATION LTD MUMBAI HIGH ASSET PRESENTS Employee of the Year Award to EMPLOYEE NAME 04 October 2014 Mr. Apurba Saha, ED, Asset Manager, Mumbai –High Asset

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