Restructuring & Review of Administrative Cadres

1. Restructuring & Review of Administrative Cadres Idea is to “make it work” and make it work for “Everyone”

2. Goals • Endeavour is to bring about a remarkable upward shift in the professional competence of the workforce in CSIR • Focus on clarity of roles, multiskilling, right sizing, team work, collaboration and evidence based performances • Review of cadres – with the constitution of a unified professional cadre(UPC) • Re-Engineering and automation of processes • Intensive capacity building interventions for augmenting functional/ behavioural competencies • Institutional mechanisms to reinforce attitudes and behaviours that support a performance culture using Counseling, Mentoring, Peer Observation

3. “Power associated with positions” • “Accomplishing Results • & • Professional Growth ”

4. Present Impediments to Progress • Stagnation beyond acceptable levels • Performance management is subjective and not evidence based • Career Growth imbalances in different Cadres • Limited scope for Job rotation and Job enrichment • the required training/ capacity development is not integrated with professional advancement

5. Unified Professional Cadre • UPC would draw progressively the manpower in the 3 existing Admin cadres & Stenographic Cadre • Key Positions & Specialist Positions for UPC only; • Reduced Residency Requirements at SO & Asst levels ( 8 yrs to 6 yrs) • Multi-skilling and Role Rotation • Training Opportunities, Mentoring & Counselling • Incentive for moving into UPC • Less of Hierarchical Relationships and more Collaborative Team work • Objective Performance Appraisal (O-APAR)

6. Restructuring & Rightsizing • Job Analysis and Clarity of Roles • Abolishing lower level positions and augmenting higher level positions • Option to switch over – progressive unification of 3 Administrative and Stenographic Cadres • Matching Job Requirements to Individual Capabilities • Grooming of Talent through Nautical (Counselling & Mentoring) • Emphasis on Training and Building Capacities • Team work and Learning by doing, observations, feedback

9. Performance Assessment O-APAR • Consultative Determination of functional areas and tasks whose performance on ERPS would count in O-APAR • (Transaction Credits - Functional Competencies) • Awareness of Practices to demonstrate progressive behaviors and earn credit that would count for assessment promotion • (Behavioral Credits) • Requirements for Knowledge spelt out and learning encouraged through counselling, mentoring and eLearning • (Knowledge Credits)

10. Open – APAR SCORE SHEET Assessment Procedure Trans. Credit Behv. Credit Course Credit: Total Score: 40% 30% 30% Transac-tion Elements Course elements Behav-ioral elements O-APAR Functional Competencies O-APAR Professional Growth O-APAR Behavioral Competencies

11. Induction to UPC Residency Period UPC Sr. Deputy Secretary 40% weightage CCPI > threshold? Deputy Secretary Yes Under Secretary 60% weightage Section Officer Assistant O-APAR Assessment Transaction Credit Existing 3 Admin & Stenographic Cadres Opt for UPC ? Behv. Credit 1 Month L-1 Training Course Credit Yes

13. Case :I Illustrative Scenarios Gets Aggregate Score Undergoes Training, Assessment Opt for UPC Aggregate Score >Threshold Value for Assessment Inducted into UPC in the next level/Grade Composite Score > Cut off for Promotion as per Vacancies Considered for next level in UPC

14. Case :II Illustrative Scenarios Gets Aggregate Score Undergoes Training, Assessment Opt for UPC Eligible for promotion next year, gets +1 year weightage for his residency Aggregate Score >Threshold Value for Assessment Inducted into UPC at the same level/Grade with adjusted Residency Period Considered for next level in UPC Composite Score < Cut off for Promotion as per Vacancies

15. Case :III Illustrative Scenarios Gets Aggregate Score Undergoes Training, Assessment Opt for UPC Aggregate Score >Threshold Value for Assessment Inducted into UPC at the same level/Grade with adjusted Residency Period

16. Case :IV Illustrative Scenarios Gets Aggregate Score Undergoes Training, Assessment Opt for UPC Inducted into UPC at the same level/Grade with adjusted Residency Period Aggregate Score <Threshold Value for Assessment Aggregate Score >Threshold Value for Assessment Gets Aggregate Score Again undergoes Training, Assessment

17. A. Transaction Credit 40 % Generic ( All 5 below are mandatory tasks) • Employee Profiler- & generation of ID • Employee Self- Services • Ensuring Electronic Service Book Completion • Maintaining tasks & monitoring logs • Completing and Updating Job Description & Role Profile • eDaks, eFile transaction for day to day activities Role specific functional competence (relating to work – to be discussed and decided with supervisor) ( i is mandatory; attempt any three of the remaining tasks) • Performance of Transactions/ activities related to his/her responsibilities • ( at least average rating of 3 by supervisor on all func. Competencies over a month) • Activities performed exceeding expectations • Populating Databases with reference data • Documenting performances, analysis, results and outcomes • Implementable suggestion for process improvement in any of the enterprise processes.

18. Open - Annual Performance Appraisal

19. Transaction Credits (Cont’d) • Advanced Tasks ( Attempt any five of the undermentioned x tasks) • Perspective planning, goal setting, documenting vision • Uploading and Organizing Policies in electronic repository • Updating past committee agenda, decisions, follow up action • Compilation and uploading of a best practice case study • Making interface formats – to be later integrated with relevant process automation • Developing decision support tables, reports and other visualization of data • Suggesting context sensitive associations in application modules • Making improvements through simplification of processes, enhancing quality of outcomes/ results • Developing Learning Resources • Developing questions for question bank for assessment of Knowledge in certain functional domains

20. B. Behavioral Credit 30 %

23. C. Course Credit 30 % • Foundation Modules (Min 35% score) • Employee self services – related policies • Financial management and accounting, • Stores, purchase, facilities management, contracts for goods and services, • Works management, • HR Management - policy & practices • R&D Planning, eOffice and records management, • E-Learning Portal • Knowledge Repository – referencing & Updation .

24. Course Credit (Cont’d) Organisation Behavior (Min 35% score) Attitudes/ value system that auger well with a knowledge based performance culture, Organizational Behavior concepts, Leadership, motivation, team building, Values & Ethics Emotional intelligence, social networking, Achievement/ result orientation, continuous learning, Management of change, Personality development & proficiency enhancement, Tools for behavioral assessment, Case study methodology, Performance enablers and blockers, Observing behaviours, Problem solving skills, Interpersonal relationships

25. Course Credit (Cont’d) ERP applications and Office Automation (Min 35% score) Design, development and implementation of enterprise applications and its testing/ validation, Employee engagement & Use of Interfaces Decision support, analytics, Activity logging, role profiling, metrics and system logs, e-learning platforms Configuration management, trouble shooting Backup, disaster recovery, mirroring and replication Electronic record management, Intelligence in applications, Reporting, Alerts and escalations, Continuous improvement, Interoperability ePaper & eOffice

26. Promotion in UPC • Eligibilitycriteria for the promotion • Completion of required residency period • Earning prescribed threshold credits/ score for knowledge credits, transaction credits and behaviour credits as evidenced/ logged in the system, for the promotion level within the prescribed period in L3/L4 training and assessment. • O-APAR ratings to be V. Good in respect of atleast 3 years during the required residency period.

27. Electronically Enabled Systems for Speed, Transparency & Accountability • Automating end to end Office Transactions • Redefining productivity through collaborative processes • Dynamic definition of roles/ goal setting • Intelligent dash board of reviewing task execution • Activity logging, monitoring transactions • Accountability and performance evidences with System Logs and Reports