dominant Indian leadership and global presence.
MISSION OF ONGC
World Class
Dedicated to excellence by leveraging competitive advantages in R&D and technology with involved people.
Imbibe high standards of business ethics and organizational values.
Abiding commitment to health, safety and environment to enrich quality of Community life
Foster a culture of trust, openness and mutual concern to make working a Stimulating & challenging experience for our people.
Strive for customer delight through quality products and services.
Integrated in Energy Business
Focus on domestic and international oil & gas exploration and production business opportunities.
-
Providing value linkages in other sectors of energy business.
- Creating growth opportunities and maximize shareholder value.
Dominant Indian Leadership
Retain dominant position in Indian Petroleum sector and enhance India's energy availability.
OBJECTIVES OF THE COMPANY
To maximize production of hydrocarbon, self reliance in technology, promoting indigenous efforts to achieve self reliance in technology, promoting indigenous efforts to achieve in all related equipment, material and services.
∙ Assist in conservation of oil, more efficient use energy and development of alter
- nate source of energy.
∙ Environmental protection
∙ Observe 100% safety in work.
Rajasthan forward base, Jodhpur
The Rajasthan forward base is having its base office at jodhpur in the western Rajasthan. It comes under the Western Onshore Basin of Oil and natural Gas corporation with its regional office at Baroda and headquarters at Deharadun.The name Rajasthan Forward Base is given as the ONGC is carrying out its operations in the vicinity of Thar Desert of Jaisalmer.
The Basin is having its at Jodhpur Named KDM Complex, Mandore, jodhpur. The drilling and geophysical activities of Rajasthan Forward Base operating in Indo pak border in jaisalmer District.
DIFFERENT WORKING CONDITION
Employee are working in different set-ups; at the drill sites where days ON/OFF pattern is prevalent and the officers and staff 8 hours duty at base office where apart from normal office hours some services like radio communication etc. are round the clock jobs . The work force is approximately 200 with about 135 Officers and Remaining Staff.
ORGANIZATIONAL SET OF ONGC
From staff strength of 450 employees in the year 1956-57 ONGC staff from grown up to 35000 at present.
There are about 15 broad disciplines under four main heading of
∙ Engineering Services
∙ Drilling Services
∙ Geophysical services and
∙ Administration and other support services.
Up to 1968, there was rapid advancement of individuals due to considerable expansion of work . Thereafter, some stagnation took place in the career advancement of the employees.
GLOBALIZATION
ONGC operations are being internationalized with a view to acquiring exploration acreage and access to oil in other basics world over in line with the over strategy followed by international oil companies .ONGC Videsh Limited .a subsidiary of ONGC , is managing the overseas ventures.
RECOGNITION AND AWARDS
Global ranking/Recognition
-
Ranking 402nd in the Fortune Global 500 list for 2006, up from 454th last year , based on revenues; ONGC is ranked 115th in new list (based on profits ). Leading all Indian corporate
- Topped the list of sensex Indian companies figured in Business Weeks first annual ranking of Asia’s 50 best-performing listed companies drawn from a list of 625 Asian firms, ONGC was ranked ‘third’ among the 50 best Asian firms.
-
Ranked 158th amongst the world’s largest companies as per market capitalization on 31st March 2006 in the 10th annual Financial Times Global listing.
-
Leads the list of Indian corporate titans, in the Forbes Global 2000, with 256th ranking in list of 2000 business entities (including 33indian firms) based on sales, profits Assets and Market Valuation.
- Sole Indian entry into the UNCTAD’s top 50, non financial Transnational Corporations from developing countries ranked by foreign assets.
-
Ranked 18th amongst 50 publicly traded global companies in oil &Gas industry based on market capitalization and 15thy amongst 2 listed integrated Oil & Gas companies.
- Conferred the Golden Peacock Award for the ‘Corporate Governance’ during the International Conference on Corporate Governance.
Indian Ranking/Recognition
- Bagged the prestigious NDTV Profits Business Leadership Award in the Oil & Gas category.
- Topped the Business Today list of Most Valuable companies in India for the second year in a row. In the ranking, ONGC topped all the three categories viz. Market Capitalization, Net Profit and Net Worth.
- Topped Business India’s 100 listed of Indian companies ,based on a weighted average of several parameters, including Market Capitalization, Profit After Tax(PA), Net Fixed and Net Sales.
-
Ranked 11th in the Economic Times 500 Ranking with the highest Market Capitalization, and Net Profit k, mainly due to lower P/E ratio and Return on Net Worth.
- Ranked as the Most Respected Company in the PSU category in the 2006 Business World Survey released n Business World Magazine (June 2006).
HR AT ONGC
PEOPLE AT ONGC
Today, ONGC is the navratna company of India; and making this possible is a dedicated team of nearly 35,000-40,000 professionals who toil round the clock .It is this toil, which amply reflects in the performance figures and aspirations of ONGC. The company has adapted progressive policies in scientific planning, acquisition, utilization, training and motivation of the team. At ONGC everybody matters, every soul counts.
ONGC has a unique distinction of being company with in house service capabilities in all he activity areas of exploration and production of oil & gas and related oil field services. Company has adapted progressive policies in scientific
The men & women behind this machine made this possible. Over 18,000 experienced and technically competent executives mostly scientists and engineers from distinguished Universities /Institutions of India and abroad from the core of our manpower.Theyinclude geologists,geophysicists,geochemists,drilling engineers ,reservoir engineers ,petroleum engineers ,production engineers ,engineering & technical service providers ,financial and human resource experts IT professionals and so on.
Behind the excellent results achieved is a work force of 35000 strong belonging to various discipline of the company actively in the persistent search of oil and infuse with a new –ethos and productive work culture. The Company is aware that its success is mainly due to its greatest assets –its people a multifaceted, multidisciplinary group with complete n- house capabilities for all activities in the industry. To meet the requirement of manpower ,revised manpower norms for operation of drilling rigs have been approved and implemented .Exercise for other operational utilization of existing human resource special need based studies are being carried out region-wise.
To meet the challenges of the future ONGC has to diversify its activities with zero manpower growth. Attempts have been made to form out the low technology jobs. A major thrust is being given to the introduction of multi-craft manning. This will result in job enrichment.
TOTAL STRENGTH OF RAJASTHAN FORWARD
BASIN AS ON 01.04.2008
1. Class 97
2. Class 37
3. Class 46
4. Class 20
Grand Total 200
P & A STAFF POSITION AS ON 01.04.2008
1. Class 03
2. Class 03
3. Class 02
4. Class 04
Grand Total 12
STRENGTHS OF SC/ST EMPLOYEES AS ON 01.04.2008
CATEGORY
HR VISION, MISSION AND OBJECTIVE
Integrating Employees towards Organization Goals
HR Vision
“To attain organizational excellence by developing and inspiring the true potential of company’s human capital and providing opportunities for growth, well being and enrichment.
HR Mission
“To create a value and knowledge based organization by inculcating a culture of
learning, innovation and team working and aligning business priorities with aspiration of employees leading to a development of an empowered, responsive and
competent human capital.”
HR Objectives
- To develop and sustain core values.
- To develop business leaders for tomorrow.
- To provide job contentment through empowerment, accountability and
responsibility.
- To build and upgrade competencies through virtual learning, opportunities for
growth and providing challenges in the job.
- To foster a climate of creativity, innovation and enthusiasm.
- To enhance the quality of life of employees and their family.
- To inculcate higher understanding of ‘Service’ to a greater cause.
HR Strategy
- To meet challenging demands of the business environment ,focus of the HR strategy is on change of the employees ‘ mind set’.
- Building quality culture and resources.
- Re-engineering and redeployment for maximizing utilization of HR potential .
- To build and upgrade competencies through virtual learning, opportunities for growth and providing challenges in the job.
- Re-strengthening mutual faith, trust and respect.
- Inculcating a spirit of learning & enjoying challenges.
Role of HR
- Alignment of HR vision with corporate vision.
- Shift from support group to strategic partner in business operations.
- HR as a change agent.
- Enhance productivity and performance by developing employee competency and potential.
- Developing professional attitude and approach.
- Developing ‘Global Managers ‘ for tomorrow to ensure the role of global players.
Measuring HR Performance
HR Parameters have been incorporated in the MOU by ONGC since 1994-95 to systematically and scientifically evaluate effectiveness of HR Systems, which enables and facilitates time bounds initiatives
HR Parameters of MOU for 2008-2009
- Transformation of ONGC –HR as facilitator and change Agent .
- Training and development.
- Action Plan and Implementaion for achieving HR mission and objectives.
- HR audit.
- HR for enhancing efficiency and productivity.
- Introducing the concepts of mentoring and knowledge management.
- Conducing a Climate Survey to identify areas for Organizational development
INCENTIVE SCHEME AT ONGC
1. Incentive for Acquiring Higher Qualification
- INCENTIVE FOR ACQUIRING HIGHER/ADDITIONAL PROFESSIONAL QUALIFICATIONS.
- INCENTIVE FOR ACQUIRING Q-1, Q-2 OR Q-3 QUALIFICATIONS:
2. Scheme for grant of Incentive for Adopting Small Family norms
3. Incentive Scheme For ONGC Territorial Army Personnel
4. Scheme
INCENTIVE FOR ACQUIRING HIGHER QUALIFICATIONS
In suppression of all previous orders on the subject, the Scheme of Incentive for Acquiring Higher Qualifications to employees of the Corporation shall be regulated as follows:
1.OBJECT:
To encourage the employees to enhance their professional competence by acquiring
higher/additional qualifications.
2. NATURE OF INCENTIVE:
(a).Incentive for acquiring higher/additional professional qualifications.
I. SCOPE
This incentive shall be payable to executives who acquire higher/additional professional
Qualifications in their respective disciplines.
II ELIGIBILITY
1. The incentive of two increments shall be given to the executives who attain First
Class or 60% level (where such grades are awarded) in professional qualifications
Higher than the qualifications prescribed at the induction level after joining the
Corporation provided that these qualifications are in line with the discipline in
which the executive is working. However, the condition of securing First Class or
60% level is not applicable in case of CA/ICWA w.e.f. 6.10.1998 and also in such
Cases where the executives had acquired the qualification of CA/ICWA prior to
6.10.1998 but after joining ONGC. However in such cases the increments shall be
admissible only w.e.f. 6.10.1998.
2. Executives who had started their studies for acquiring higher/additional
Professional qualification prior to joining ONGC, but acquired the said qualification
after joining the Corporation are also eligible for benefit under the scheme.
3. ENTITLEMENT:
I. Two increments at the increment rate admissible at the time of acquiring the qualification shall be treated as PERSONAL Pay and shall be carried over by the executive separately. The increments are to be counted for payment of all allowances except Dearness Allowance; and are not to be counted for determining the rate of annual increment and fixation of pay on promotion.
a) Rate of incentive increments to executives granted incentive for acquiring higher qualification prior to 01.01.1997: Executives who had been granted incentive increments prior to 01.01.1997 and were in receipt of these increments in the pre-revised scales will be entitled to draw incentive increments w.e.f. 01.01.1997 in the revised pay scales with reference to the post held by them as on 01.01.1997. The incentive increments for this purpose will be calculated at the rate applicable at the minimum of the revised basic pay of the post.
Illustration : If an executive was granted incentive increment prior to 01.01.1997, when he was at E-2 level, and he is at E-4 level as on 01.01.1997, the amount of incentive increments will be calculated at the minimum of E-4 scale of pay and not repeat not on the actual basic pay being drawn by the individual in E-4 level.
c) Rate of incentive increments to executives granted incentive for acquiring higher qualification after 01.01.1997: Executives who have been granted incentive increments for acquiring higher qualification on or after 01.01.1997, will be entitled to draw the incentive increments on the revised basic pay drawn by the individual at the time of acquiring higher qualification.
d) Executives who have been granted incentive increments w.e.f. 06.10.1998 in terms of Office Orders No. 1(12)/97/Incentive/EP dated 06.10.1998 & 16.11.1998 will draw the increment w.e.f. 06.10.1998 with reference to the level as on 01.01.1997 or actual date of acquiring qualification whichever is later on the same principle as enumerated in para (a) & (b) above.
e) Rate of Increments in case of retrospective promotion/pay fixation: In both these cases, the amount of incentive increments shall be regulated as per (a) or (b) above depending upon the effective date of promoted post deemed to be held or the basic pay deemed to have been drawn on the date of grant of incentive increments for higher qualification as the case may be taking into account whether the executive was granted incentive increment on or after 01.01.1997 or prior to it. II The rate of increment is dynamic i.e. on subsequent pay revisions the increment rate gets revised to an amount to be calculated on the minimum of the revised pay scale of the relevant post held at the time of grant of such increment. Employees who are actually drawing incentive increments at a higher rate than that admissible on the lowest scale of pay continue to draw incentive increment at the old rates
III. TREATMENT OF PERSONAL PAY(HQ)
The personal pay on account of grant of incentive increment for acquiring higher qualification would count for all purposes at par with Basic Pay except Dearness Allowance and would not be counted for determining the rate of annual incentive and fixation of pay on promotion
III a. ENTITLEMENT (For qualification acquired on or after 01/03/2008):
The revised monthly monetary incentive amount for qualification acquired on or after 1.3.2008 is as follows:
The above amounts are fixed and would have no bearing on change in pay scales.
However, employees drawing incentive increments till 28.02.2008, as per the earlier scheme would
continue to draw the same amount during the entire service.
IV QUALIFICATIONS RECOGNISED FOR GRANT OF INCENTIVE INCREMENTS
(upto 28/02/2008)
S.No. Qualification Discipline Effective Date
i) Ph.D./D.Sc. (in respective All disciplines 28.12.1981
Disciplines)
ii) Masters Degree in Industrial All disciplines 11.12.1991
Engineering & Management
iii) MBA All disciplines 28.12.1981
other than P&A
iv) Post Graduate Diploma in -do- 21.12.1987
Management recognized by
Govt. of India as equivalent
To Post Graduate Degree in
Management
v) Master in Admn. Management/ -do- 14.12.1992
Master in Management Studies
vi) M.E./M.Tech. Engineering disciplines 28.12.1981/29.07.1987
vii) C.A./I.C.W.A. F&A discipline 28.12.1981
viii) Company Secretary F&A, P&A, Legal 30.08.1982
Disciplines
ix) L.L.M. Legal & IR discipline 08.09.1990
x) Master in Financial Management F&A discipline 14.12.1992
V QUALIFICATIONS RECOGNISED FOR GRANT OF INCENTIVE INCREMENTS, (on or after 01/03/2008)
B) INCENTIVE FOR ACQUIRING Q-1, Q-2 OR Q-3 QUALIFICATIONS:
1. SCOPE:
This incentive is payable to employees who acquire Q-1, Q-2 or Q-3 qualifications in their respective disciplines.
2. ELIGIBILITY:
The incentive in the form of lump sum award is given to such employees, who attain Q-1, Q-2 or Q-3 qualifications prescribed at induction level after joining the Company, provided that these qualifications are in line with the discipline in which the employee is working.
3. ENTITLEMENT (For qualification acquired upto 28/02/2008):
This scheme is meant for employees who do not possess Q-1, Q-2 or Q-3 qualifications. The scheme includes:
i) An incentive of Rs.7, 500/- For executives and Class-III employees
who acquire Q-1 qualification for E-1
level induction post.
ii) An incentive of Rs.5, 000/- For executives and Class-III employees
who acquire Q-2 qualification
prescribed for induction of top of
Class-III.
iii) An incentive of Rs.2, 000/- For Class-IV employees who acquire Q3 qualification prescribed for induction at bottom of Class-III.
4. ENTITLEMENT (For qualification acquired on or after 1/03/2008):
i) An incentive of Rs.15, 000/- For executives and Class-III employees
who acquire Q-1 qualification for E-1 level induction post.
ii) An incentive of Rs.10, 000/- For executives and Class-III employees
who acquire Q-2 qualification
prescribed for induction of top of
Class-III.
iii) An incentive of Rs.5, 000/- For Class-IV employees who acquire
Q3 qualification prescribed for induction at bottom of Class-III.
5.. GENERAL CONDITIONS:
I) The Scheme is applicable only to those who acquire qualification after 01.11.1988 while in service.
ii) The employee should have completed at least one year of service in the Corporation.
iii) The employee should have appeared in the examination for acquiring the qualification after appointment and during service in the Corporation and not prior to initial appointment in the ONGC.
iv) The qualification which will be taken into consideration for grant of incentive, under the scheme, will be those which are relevant in the respective discipline in which the employee is working. For this purpose, qualifications as prescribed under R&P Regulations will be taken into consideration. For example, Q-1 qualifications will be the same as prescribed for the various E-1 induction level posts under these regulations as amended from time to time and Q2 qualifications will be the qualifications as prescribed in the regulations ibid for direct recruitment to the top of Class-III posts in various disciplines. However, if an employee attains the qualifications of a discipline other than the discipline in which he/she is working, he/she will not be entitled to payment in incentive, under the scheme.
v) MBA which is a Q-1 qualification for P&A discipline is considered Q-1 qualification for other disciplines as well for grant of incentive under this scheme to non-executives.
2(A). SCHEME FOR GRANT OF INCENTIVES FOR ADOPTING SMALL FAMILY NORMS
PREAMBLE
(a) To motivate the employees to adopt small family norms in keeping with the national objectives.
(b) To encourage employees to have an "Ideal family" with a view to improving quality of life.
(c) To promote small family norms on voluntary basis.
1. SHORT TITLE AND COMMENCEMENT
This scheme may be called as Oil and Natural Gas Corporation Limited Scheme for grant of Incentives for adopting small family norms.
2. APPLICABILITY
This scheme shall be applicable to all employees in Regular Scales of pay in the Company.
3. LANGUAGES
The Regional Languages like MARATHI, GUJARATI, TAMIL, TELUGU, BANGLA, PUNJABI, ASSAMESE etc.
4. TEACHING COURSES
Each language will consist of the following teaching courses:
5. ELIGIBILITY :
For Prabodh of the respective Regional Language employees of the categories of drivers, technicians etc. in Class-III provided the mother tongue is not the respective regional language.
For Praveen of the respective Regional Language, all employees in Class-III categories excluding Class-IV, provided their mother tongue is not the respective regional language.
6. INTERPRRETATION
In case of any doubt regarding interpretation of any of the provisions of this scheme, the matter shall be referred to the Director (HR), who shall decide the same in consultation with Finance.
7. POWER TO RELAX
The power to relax any of the provisions under this scheme shall vest in the Head of the Region/Institute, (now Asset/ Basin Services/ RO) who shall exercise such powers in consultation with the associated Finance. At Headquarters, these powers shall be exercised by the Head of the Business Group in consultation with the associated Finance.
8. POWER TO AMEND
The Company may from time to time amend, modify or add to this scheme and all such amendments, modifications or additions shall take effect from the date stated therein.
9. REPEAL AND SAVING
10.1 The Existing instructions on "Oil and Natural Gas Commission Scheme on Incentives for Learning Regional Languages" are hereby repealed.
10.2 Nothing in this scheme or any repeal affected thereby shall affect or be deemed to affect any thing done or action taken under the said scheme before commencement of this scheme.
2(B). SCHEME FOR GRANT OF INCENTIVES FOR ADOPTING SMALL FAMILY NORMS
INCENTIVES
The following incentives are provided to the employees for adopting small family norms subject to the condition
(a).CASH INCENTIVE
A lump sum cash incentive of Rs.300/- may be granted to employees where the employee himself or his spouse undergoes sterilization operation. This cash incentive is payable irrespective of the fact whether such employees are entitled to draw any cash or other type of incentive from any other source for undergoing sterilization operation.
(b) SPECIAL INCREMENTS
Employees who undergo sterilization after having one surviving child and not more than two or three surviving children may be granted a special increment in the form of personal pay.
- The personal pay would be equal to the amount of next increment due at the time of grant of the incentive and will remain fixed during the entire service except as stipulated in Rule 4.3(v) However, where the employee is drawing the pay at the maximum of the pay scale the rate of personal pay would be equal to the amount of increment last drawn.
- The personal pay is granted from the 1st of the month following the date of sterilization.
- The personal pay can be drawn at their choice by either the husband or the wife where both of them are in the employment of ONGC, so that they can avail the higher rate of increment available to them.
- The personal pay shall be admissible at the same rate even if the employee is held up at efficiency bar, or he is reduced to a lower grade/post by way of penalty.
- The rate of personal pay upon Revision of pay scales:
- Employees who have adopted small family norms prior to pay revision will be entitled to draw the personal pay equivalent to the increment fixed at the rate of increment in the revised scales of pay of the post held as on 1.1.1997. However employees who were actually drawing the personal pay at a rate higher than the lowest rate of increment in the Revised scales may continue to draw at the old rates.
(b)Employees who have adopted small family norms on or after the date of Revision of pay scales wef 1.1.1997 will be entitled to personal pay of the rate admissible in the actual revised basic pay of an amount equal to the amount of next increment due at the time of grant of the concession.
The Incentive increments on revised rates due to pay revision w.e.f. 1.1.97 are admissible to the employees who do not get any issue during the first four years of marriage as per the terms and conditions as laid down in the O.O.No.11(3)/2000-Welfare dt. 7.8.00. (ClarificationNo. 11(3)/2000-Welfare date 26.2.2001).
vi) The rate of personal pay consequent upon preponment of promotion/deemed promotion with retrospective effect: sterilization operation.
.
3. INCENTIVE SCHEME FOR ONGC TERRITORIAL ARMY PERSONNEL
In supersession of all earlier circulars / office orders issued on the subject matter, the incentive scheme for the benefit of the ONGC (Territorial Army) personnel will be regulated as follows:
- INITIALLY AT THE TIME OF JOINING T.A. :
ORs Rs. 4, 000/-
JCOs Rs. 6, 000/-
Officers Rs. 7, 500/-
2. SUBSEQUENT LUMPSUM AMOUNT AFTER ATTENDING TWO CONSECUTIVE TRAINING EMBODIMENTS (FULL 30 DAYS CAMP) :
ORs Rs. 3, 000/-
JCOs Rs. 4, 000/-
Officers Rs 5, 000/-
3. REIMBURSEMENT FOR MUFTY DRESS:
At the time of joining TA & after every four consecutive training embodiments (full training Camps)
ORs Rs. 1, 500/-
JCOs Rs. 3, 000/-
Officers Rs. 5, 000/-
- OUT-FIT ALLOWANCE :
At the time of recruitment and after seven training embodiments including basic military training
ORs Free uniform plus Rs. 1, 000/-
JCOs Free uniform plus Rs. 2, 000/-
Officers Rs. 7,500/-
- NON-MONETARY INCENTIVES :
- House Allotment
One year notional seniority will be given after three consecutive training embodiments subject to fulfillment of eligibility criteria.
ii) House Building and Conveyance Advance
One year notional seniority will be given after three consecutive training embodiments subject to fulfillment of eligibility criteria.
- BENEFITS DURING ANNUAL TRAINING EMBODIMENTS :
i) Salary as admissible in the Organization:
They will draw ONGC Salary including all applicable allowances which were being drawn in the organization prior to TA duty.
- Basic Pay of the equivalent Rank in Army:
In addition to above ONGC salary, they will draw Basic Pay, as admissible to corresponding rank in the Army (V th Pay Commission rates will now apply).
- Lump sum payment for Annual Training Embodiment (full 30 days camp):
ORs Rs. 4,000/-
JCOs Rs. 6,000/-
Officers
- Lieutenant Rs. 7,500/-
- Captain Rs. 9,000/-
- Major & Above Rs.10,500/-
iv) Ration:
Free food as admissible to corresponding rank in army.
v) Preparatory Time (Special casual leave) :
Six days time (excluding Sundays and Holidays) which may be split into two parts at the discretion of the employee, at the time of joining embodiment or on termination of embodiment for attending to personnel and family requirements. This period of six working days shall be treated as “Special Casual Leave”.
vi) Annual Awards:
(a) Best all rounder of the year
Officer - Rs. 5, 000/-
JCOs - Rs. 3, 000/-
ORs - Rs. 2, 000/-
(b) Best annual performance for various events
- Battle proficiency & efficiency test Rs. 1, 000/-
- Physical proficiency test Rs. 750/-
- Turnout, Drill & Word of Command Rs. 750/-
-
- BENEFITS DURING SERVICE EMBODIMENTS:
- Salary as admissible in the Organization:
They will draw ONGC Salary including all applicable allowances which were being drawn in the organization prior to TA duty.
- Basic Pay of the equivalent Rank in Army:
In addition to above ONGC salary, they will draw Basic Pay, as admissible to corresponding rank in the Army on pro-rata basis (Vth Pay Commission rates will now apply).
- Lump sum payment during Service Embodiment period:
Double of the ATC rate, as given in Para 6(iii) above and on pro-rata basis, since the service embodiment period is variable based on actual exigencies.
- Special Casual Leave:
As given in Para 6(v) above. However, in the case of exigencies the same will be availed after the completion of service embodiment.
- INCENTIVES / BENEFITS PROVIDED BY ARMY / TA UNIT:
- Canteen Facilities
Canteen facilities provided to TA personnel during training and service embodiment period, as available to Army.
- Medical facilities
Free medical and dental treatment as entitled to corresponding rank in the Army.
- Leave Travel Concession
Leave travel concession to the extent admissible to regular Army personnel.
- Money Order facility
Pay and allowance will be paid free of charge to the families of TA personnel through Registered Bank Draft TMO and through courier then situation demands so, at the discretion of the unit / Coy Officer commanding.
- Miscellaneous Allowances:
Miscellaneous allowances like Kit maintenance / cleaning & washing allowance, camp allowance, bounty and free hair cutting shall be available as per rates / facilities fixed by Army authorities from time to time.
- Grant of Regular Army commission to TA personnel:
Commissioned officers, Junior commissioned officers and Non commissioned officers of Territorial Army are eligible to compete for admission to Indian Military Academy against the percentage fixed for them.
- TA Decoration & TA Medal:
TA officers are eligible for award of TA decoration and junior commissioned officers and other Ranks for TA medal on completion of prescribed period of meritorious service, as per Army Rule.
- OTHER BENEFITS AND INSTRUCTIONS
- Advance of pay / lump sum
In addition to normal advance for TA / DA for the journey period, as per ONGC Regulations, the TA personnel can also draw 50% of the lump sum payment as given in para-6(iii) above as advance; these personnel may draw one months’ advance pay when called for Training/ Service Embodiment, to be recovered in ten monthly installments.
ii. Treating the period of embodiment as ONGC duty.
The period of training service embodiment including journey period shall be treated as on ONGC duty.
iii. Drawl of lump sum payment for training and service embodiment period:
The lump-sum payment permissible under para-6(iii) & 7(iii) above will be admissible to all ONGC TA personnel on training/ service embodiment irrespective of their place of posting i.e. the individual embodied in ONGC (TA) at the station of his posting will also be entitled to draw lump sum payment for that period.
iv. Special instructions
a) The above instructions are in supersession of all the earlier orders on the subject. Any clarifications interpretation may be referred through the Head of Security & Vigilance at HQs, Dehradun to the Head of Corporate Personnel Department at Dehradun.
b) Reimbursement for Mufti Dress shall be claimed on a contingent bill form, as per entitlement.
c) The periodical benefits where condition of consecutive embodiments has been prescribed will not be relaxed under any circumstances.
4. INCENTIVE SCHEME FOR HINDI WORK. TITLE :
OIL AND NATURAL GAS CORPORATION LIBERALISED COMPREHENSIVE INCENTIVE SCHEMES FOR HINDI WORK.
1. SCOPE: All Offices of the Corporation irrespective of their place of location.
2. COMMENCEMENT : From the date of its adoption i.e. w.e.f. 21.6.1991.
3. INCENTIVES: The various incentives covered under the Scheme are:
- Incentive for original Hindi Noting and drafting in official work.
- Grant of Hindi Incentive Allowance to Stenographers and Typists for doing their official work in Hindi in addition to English.
- Hindi Incentives for in-service Training Courses.
- Lump-Sum Award and (V) Personal Pay.
(a) INCENTIVES FOR ORIGINAL HINDI NOTING AND DRAFTING IN OFFICIAL WORK:
i. ELIGIBILITY
- Officers/employees of the categories who are expected to do original noting/drafting in official work can participate in this scheme.
- Stenographers/Typists who are covered under some other incentives for encouraging the use of Hindi in official work under this scheme will not be eligible for incentives for original Hindi noting and drafting. Stenographers and Typists can opt for Hindi incentive allowance to Stenographers and Typists for doing their official work in Hindi in addition to English as stipulated in para 4.2 of this scheme. Stenographers and Typists can opt only for one type of an incentive.
- Hindi Officers and Translators who generally do their work in Hindi will not be eligible to participate in the scheme. However, Hindi Stenographers and Hindi Typists doing English work in addition to their Hindi work to meet out the bilingual preparation of the documents to be issued under Sec.3 (3) of the Official Languages Act, 1963 may opt for the incentives under para I91)(b).
ii. PRIZES
The following cash prizes in each Asset/Basin/Services/Institutes/Regional Offices or work centers may be given to the participants every year according to the work done by them in Hindi :
iii. CRITERIA
- For facilitating assessment, a total of 100 marks will be allotted. Out of this, 70 marks will be earmarked for the quantum of work done in Hindi and 30 for the quality of noting and drafting in Hindi.
- A person who writes a minimum of Twenty Thousand words in Hindi in Regions ‘A’ & ‘B’ and Ten Thousand works in Region ‘C’ in an year will be eligible to compete for the prizes. The prizes will be awarded to the first ten persons in order they stand on the basis of the marks allotted by the Assessment Committee referred to in para (iv) below. Consolation prizes will be awarded on the recommendation of the Assessment Committee to such persons who do work in Hindi meritoriously but are not covered under First, Second and Third prizes.
- The competitors will maintain a record of the words written by them every day in the Performa (given below). Each week’s record will be verified and countersigned by the next higher officer. If Section Head himself keeps a record then it won’t be necessary for employee to maintain such record. At the end of the year, every competitor will submit the record of his/her work done in Hindi to the Assessment Committee through the countersigning officer. If countersigning officer or Section Head himself keeps an overall watch and account of work, then this would not be necessary and he would furnish details.
- The willing participants will apply in advance of their being participants to the scheme.
iv. CONSTITUTION OF ASSESSMENT COMMITTEE
The Assessment Committee in each Asset/Basin/Services/Institutes/Regional Offices or Work centers may consist of the following:
(a) An officer not below the level of E-4.
(b) A Senior P&A Officer
(c) A Senior P&A Officer (Hindi)/Hindi Officer/PAO looking after Hindi work.
v. PROFORMA
WEEKLY STATEMENT OF THE HINDI NOTING/DRAFTING WORK
DONE BY SHRI/SMT./KM.______________________________
DESIGNATION_____________________ C.P.F. No._________
FOR THE WEEK ENDING ON __________
DRAWBACKS OF PROJECT
Although the project was carried out with the motive of ensuring most exhaustive and comprehensive coverage of the facts but still it suffers through certain limitations, these are the followings:
- The training was carried out in the prescribed time frame of 8 weeks, which is a short time span to carry out a full training in a large organization.
- Though the sample size was small it was ensured that almost all the departments were covered and equitable representation was taken from each departments by covering various grade. Also, the research was limited to Refineries Jodhpur head office of ONGC.
Source of Data Collection:
- Library
- Office Files
- Journals
- Internet
- Different departments
BIBLIOGRAPHY
Books
- ‘Personnel Management’ by C.B.Memoria.
- Human Resource Management’ by L.M.Prasad.
- ‘Personnel Management’ by S.P.Subba Rao.
Published Reports:
- Annual Reports of ONGC Ltd.
- Financial report of ONGC Ltd.
- Various News letters of ONGC
ONGC POLICY MANUAL:
News Papers:
- Economic Times of India
- Financial Express
Websites:
Miss Dimple Sharma
M.B.A.
