PROJECT HR PRACTICES IN WAPDA

   

Submitted to Riaz ToorSubject HRCourse MBA – 2nd (N) Submitted by Rana Faisal

Ali

Date 21.09.20131

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MONOGRAM OF WAPDA

WAPDA HOUSE

4

Sr. No.

Content Page / Slide #

1. Introduction of WAPDA2. Organogram of the Department3. Introduction of the Topic4. HR Practices in WAPDA

4a. Hiring 4b. Training4c. Career Advancement4d. Remuneration (Pay Scales)4e. Fringe Benefits4f. Welfare4g. Retirement4h. Removal / Firing

TABLE OF CONTENTS

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INTRODUCTION OF DEPARTMENTThe Water & Power Development Authority acronym WAPDA was created through an Act called WAPDA Act, 1958 and notified on 27 March, 1959. It was assigned to frame schemes on the following subjects applicable throughout Pakistan except Karachi District:-

Assignments• Irrigation, Water Supply & Drainage; and recreational use of water

resources.

• The Generation, Transmission and Distribution of Power; and the Construction, Maintenance and Operation of Power Houses & Grids.

• Flood Control

• The prevention of Water Logging and Reclamation of Water logged and salted lands.

• In Land Navigation

• The Prevention of any ill effects on public health resulting from the operation of the Authority.

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•Composition: o The Authority is headed by a Chairman (5 years tenure)

o Three Members Water, Power & Finance (3 years tenure each) o All nominated by Federal Government.•Work Force:

o During the course of 50 years while carrying out the aforesaid duties WAPDA has accumulated a work force of 175,000/- employees and officers.

o This includes Engineers, Doctors, Accountants, Admn Officers and Technical, Non-Technical, Skilled and Unskilled workers.

o Authority is authorized to set terms and conditions of its work force .

o Generally follows the Federal Government Policies and pay scales to regulate the service matters of its employees. 7

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TARBELA DAM

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500 KILO VOLTTRANSMISSION LINE

Organogram of the Department

CHAIRMAN

Member (P) Member (F)MD (PEPCO) GM / MD (Admn)

Member (W)

12 X CEOs 2 X GMs 3 X GMs 11 x GMs 3 x DGs

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INTRODUCTION OF THE TOPIC• The H.R Practices broadly include the functions of Human Resource Recruitment, its remuneration, retention, termination and retirement.

• However, there are many activities hidden behind the broadly mentioned subjects. • In order to meet with the aforesaid practices each activity is broken down into many sub-activities e.g. the recruitment is not just one activity, it involves:

o Job Advertisement

o Procedure Monitoring

o Written Exam

o Testing Job skills

o Interviews

o SelectionCont’d…….

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Cont’d…….

o Interviewso Selectiono Appointmento Verification of Character and Antecedento Training

• There are similarly lengthy procedures and requirements for:

o Retention o Promotion o Welfare o Termination or retirement

• So the H.R Practices or activities are not only important and sensitive but also lengthy and requiring hard work, integrity and a vast experience of the subject.

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Cont’d…….

H.R PRACTICES IN WAPDATHE RECRUITMENT POLICY: The present Recruitment Policy was adopted by the Department in 1992 from the Federal Government Recruitment Policy. The salient features are:-

•All recruitments are made in February and August every year except for development Projects.

•All recruitments are subject to advertisement in the press giving 30 days time.

•The selection procedure is to be completed as soon as possible but within six months.

•Qualification prescribed for the various posts shall be the same as already approved and prescribed in the Service Rules of the post.

•Adhoc appointments will not be made.

•Prescribed limit already notified for this purpose.13

MODE OF FILLING VACANCIES Each category / cadre is specified for filling vacant posts as to whether from within Deptt: called promotion or from market called direct recruitment by setting aside ratios called quotas e.g,

o A post of Junior Engineer is filled as under:-

30% by Promotion

70% by Direct Recruitment

Cont’d……14

Cont’d…….

Mode of Filling Vacancies (Cont’d…)

PROMOTION: • Criteria for Promotion

o Minimum 3 – 5 years service in the relevant field.

o Having passed the Departmental Promotion Examination.

o Having undergone Departmental Training for the post.

o Senior to his other colleagues in the same field.

o Clear from any punishments during 3 – 5 years.

o No enquiry / disciplinary case / NAB / Court case pending against him.

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DIRECT RECRUITMENT Direct Recruitment is made from open market. However, an employee working on lower / different post can apply for the direct quota post and go through all test / other formalities like an open market candidate.

• Procedure for Recruitmento All recruitments will be made through competitive examination / test. Objective type of tests to determine suitability.

o The prescribed application form for recruitment of officers shall be used.

Specimen follows:------

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PAKISTANWATER AND POWER DEVELOPMENT

AUTHORITYSerial No._______________________

(To be filled by office)Post Applied for _______________________________BPS ______________WAPDA advertisement published in ______________ Dated _____________

PHOTOAttested copy of the most recent photograph should be firmly gummed or stapled in this space. The candidate should sign across the photo-graph

a. Name (BLOCK LETTERS)  

b. Father’s Name  

c. Postal Address  

 

d. Permanent Address  

  

e.Telephone No with City Code: Res : _____________ Office ______________

Mobile _______________________ 

f. Email Address   

g. CNIC No. - -

h. Sex Male Female  

i.Religion Muslim Christian Hindu Sikh Qadiani

 

Cont’d…….

Cont’d…

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j. Date of Birth (as per Secondary School/ Matric Certificate) - -

k. Age on closing date of advertisement Years Months Days

l. Place of Birth

m. Domicile Province

Districtn. Marital Status Single Married

o. Spouse Information

(1) Name

(2) Occupation

(3) Service Address

Cont’d…….

Cont’d…18

2. Academic qualification (in descending order)

Certificate / Degree/ Diploma obtained

Year of Passing

Total Marks

Marks Obtained

Division/ Grade/

G.P

Final %age

School/ College/ Institution/ University attended

Board/ University

1 2 3 4 5 6 7 8

Cont’d…….

Cont’d…

3. Computer literacy/other courses

Certificate/Diploma Year of Passing Duration of Course Remarks

Organization/ Department

Designation Grade Pay Nature of post i.e. Permanent/

contract/ Temporary/ Daily Wages

Duration Reason for leavingFrom To

4. Service record (in descending order)

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5. Extra curricular activitiesSr.No. Activity Achievement Remarks

6. If you have been dismissed/removed from Govt. Service by any Provincial, Federal Government Autonomous, Semi-autonomous or State Enterprises, please give below details:

Department/Org/Co Post Held Year Dismissed or removed

7.

If penalized by any court of Law, give details

8. Department Permission Form in case doing Govt. service (attached) Yes No

I hereby solemnly declare that the information given by me in this Application Form are correct to the best of my knowledge and in case of any false entry my application is liable to be rejected without assigning any reason/ prior intimation to applicant.

Cont’d…….

Cont’d….

Date: _______________ Signature of Candidate20

1. (a) Name

(b) Father’s Name

(c) Post Held BPS

(d) Office/Department

(e) Post applied forDated __________________.

Signature of Candidate

2. (This portion should be filled in by the Department/Office)Certified that the above candidate has been permitted to apply for the said post and that:

(a) He is employed in this Department/Office as _______________________________

________________________________ Since _____________________________

(b) He holds this post in permanent/temporary or adhoc capacity.(c) The candidate’s domicile as accepted by this Department/Office and recorded in Official record is

___________ District.(d) There is nothing on record of the Department which may render him ineligible for the post.

Dated:_____________________Signature

Name and Designation of the Appointing Authority or Authorized officer on his behalf

IMPORTANTINCOMPLETE FORM AND INELIGIBLE CANDIDATES

WILL BE REJECTED SUMMARILY

ANNEXURECERTIFICATE OF DEPARTMENTAL PERMISSION

CNIC  

Cont’d…….

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Direct Recruitment (Cont’d….)

• The examination / test shall be carried out by Examination Cell.

• The recruitment shall be made from all over Pakistan (except for lowest grade posts to be filled on local area basis) on the following categories & provincial quota basis:

Categories:o Disabled 1%

o Destitute / Orphan 5%

o Women 5%

o Merit 10%

Cont’d….22

Direct Recruitment (Cont’d….)

Provincial / Regional Quotao Punjab 50%

o Sindh 19% (Rural 11.4 & Urban 7.6%)

o NWFP 11.5%

o Baluchistan 3.5%

o N & FATA 4%

o Azad Kashmir 2%

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RECRUITMENT MONITORING COMMITTEES:

• The Recruitment Procedure shall be monitored by Monitoring Committees constituted for this purpose.

• The committees shall monitor that the recruitment procedure / rules on the subject are being followed

• The procedure is transparent and free of favoritism or corruption.

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EDUCATIONAL CRITERIA:

• The selection criteria is based on the following weightages of %age of marks secured in Matric examination = x 5 100 • %age of marks secured in F.Sc / Diploma = x 15

100 • %age of marks secured in B.Sc / Professional Degree = x 30 100 • Marks obtained in test / exam = x 50

100 • Total Marks: = 100 Marks

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EXAMINATION:

• The written examination is taken for the following knowledge:-

o General Knowledge / Current Affairs

o Professional

• The paper pattern is of quiz, MCQs / fill in the blanks and false / true.

• The passing marks are 50%.

• Both parts viz Professional / Current Affairs are required to be passed.

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INTERVIEWS:

• The successful candidates are interviewed by panel of 3 – 5 officers of the relevant profession.

• For high number of candidates 3 – 4 panels made.

• The questions generally pertain to the following :-

o Personal Bio-Datao General Knowledge of Current Affairso History of Pakistano Professional Knowledge o Experienceo Job Description • Testimonials are checked with the original Certificates

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SELECTION:

• The selection is made by the relevant HR Deptt: by preparing a merit list of the successful candidates based on the following:-

o Academic Marks

o Marks obtained in the Written Test

o Marks obtained in the Interview

o Recommendations of the Interview Panel

• The top notchs of the merit list are picked according to the vacancies.

• The University toppers are selected directly without interview and selection procedure.

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APPOINTMENT

• The successful candidates are sent with Appointment Letters through post.

• A joining date is given with address where to report.

• A Medical Examination (at own expense) through WAPDA / Government recognized Hospital is necessary to bring while reporting for the joining.

• On fulfilling the above conditions the new appointees are given posting orders for various stations / projects to report for duty.

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VERIFICATION OF CHARACTER & ANTECEDENTS

• On appointment all inductees are asked to give an affidavit that he has not been convicted from a court of law or dismissed from a Govt. Service.

• Those convicted from a court of law or dismissed from a Govt. Service are not eligible for further Govt. Service.

• On appointment all inductees are asked to fill the character and antecedents forms (prescribed by the Govt.) containing his permanent / temporary address and the names and addresses of his parents, brothers, sisters and other immediate blood relations.

• These forms are sent to the Police and Intelligence Depts. for verification as well as checking their record for their character.

• Till the time Police verification is received one remains on probation (1 to 2 years) and in the meanwhile, he is taken on job on two character certificates from Grade-17 officers MNA / MPA.• Services to be terminated if character and antecedents not verified to be acceptable.

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TRAINING

TRAINING

Training is not imparted to those having attained 56 years of age due to weakened learning skills and its short term utility as just four years left to retirement.

Officers• Training is given to all officers up to Grade-20 as under:-

o An orientation training all officers

o Sector specific course for Engineers

o Junior Management Course to all Grade-17 Engineers / Officers

o Middle Management Course to all Grade-18 Engineers / Officers

o Senior Management Course to all Grade-19 Engineers / Officers

o Refresher Management Course to all Grade-20 Engineers / Officers

Cont’d……

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• Professional Education

o Certain officers of HR & Finance Deptt: are nominated for MBA from the accredited Universities at the Deptt: expense

o Doctors and Engineers are nominated for higher professional courses and degrees from the national level institutes / universities at Deptt: expense.

o All professionals are encouraged to take up higher degree studies in the evening classes by bearing the expense of books and tuition fees.

o Special Allowances and promotions are given on obtaining higher professional qualifications.

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TRAINING (Cont’d…..)

• The nature and content of the courses is as under:-

o Management Courses include knowledge of modern management techniques. o Knowledge and orientation of Management techniques of the Dept.

o Knowledge of the Dept. Rules relating to H.R matters.

o The courses are off job courses spanning 10 days to 3 months.

o The participants are discouraged from frequent visit to home visiting friends etc.

o Every participant must play a game full time and regularly.

TRAINING (Cont’d…..)

EMPLOYEES• All employees are given training as under:-

o The trainings are conducted as per schedule prepared and circulated at the beginning of the year.

o Courses related to their profession

o Refresher Courses for technical employees

o Fire and Civil Defence is imparted in house as well as off job o Most of the learning and training of the employees is on job related.

o The emphasis is on the technique of elbidi i.e. learning by doing.

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TRAINING (Cont’d…..) Technical Training

• All employees are given technical training as under:-

o At training centers located at Circle level fully equipped with trainers, training material of both the kinds of books and instruments.

o The training is imparted on the machinery and tools used by the Deptt, in the workshops of the Deptt.

o For the Projects having machinery from outside the employees are sent for training to the countries concerned.

o Organogram of Training--------------- Page No.28336

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Organogram of the GM Training

GM TRAINING

STAFF COLLEGE, ISLAMABAD

ENGG: ACADEMY FAISALABAD

ACCT TRGMGT TRG TECH TRG COMM TRG

T.COM TRG

GEN TRGGSO TRG DIST. TRG WATER TRG

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PROMOTIONS General• The Department has a Promotion Policy on the pattern

of Govt. Policy for regular promotions subject to availability of posts.

• The officers posts in pay scale 17 & above are all promotion based.

• The employees posts in pay scale 1 to 16 are balanced by fixing quota of fresh candidates and promotion amongst the experienced deptt. employees.

• Jr. and Mid. Managers are promoted on seniority and Sr. Managers are selected for their suitability for the post, called selection/non-selection posts.

Eligibility Conditions• The minimum experience / length of service is 3 years for

employees and 5 years for officers.• Good evaluation reports at least during last 3 – 5 years

are necessary.• Having passed Departmental Promotion Examination and

Training / Management Course is necessary.

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Promotion Cont’d…. •Not under penalty / punishment or enquiry pending when considered for promotion.•For Sr. Managers (Grade-20) no examination but Management Course. Evaluation• Qualifying Marks for promotion are deducted if:o Adverse remarks in Evaluation Reports.o Penalty / punishment imposed in the career.

• Qualifying Marks for promotion are added if:o Meritorious Service Awards / Certificate granted.o Served in training institute for 2 years..

Promotion Board• Promotion is made by a Promotion Board generally comprising as under:-

Employeeso Head of the office Convenero Deputy Manager, HR Membero Deputy / Assistant Manager Member Finance or related field

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Promotion Cont’d….

Officers (Jr. / Middle Managers)o General Manager, HR Convener or related disciplineo Two General Managers / Chief Engineers Membero Director Career ManagementMember

Officers (Sr. Managers)o Chairman Convenero Members of Authority Memberso General Manager (Admn) Member

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CAREER MANAGEMENT• On appointment data of an officer is collected and kept for:o Suitable postings

o Rotation on various assignments for necessary experience

o Nomination for various technical training courses

o Nomination for Management Courses

o Nomination for higher professional education

o For recording punishments / awards data to be considered for promotion / retention / early retirement.

o To maintain seniority for promotions.

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1. BPS - 2007BPS Min Incr Max01 2475 75 472502 2530 85 508003 2615 100 561504 2700 115 615005 2780 135 683006 2880 145 721007 2940 160 774008 3055 175 830509 3185 190 888510 3295 215 974511 3430 230 1033012 3630 260 1143013 3870 285 1242014 4100 315 1355015 4350 350 1485016 5050 390 1675017 8210 615 2051018 10760 775 2626019 16400 810 3260020 19455 1260 3709521 21563 1415 4137522 23065 1655 46235

PAY & ALLOWANCES

• All the employees and officers are given Federal Govt. Pay scales as under:-

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P&A Cont’d…..• Allowanceso Conveyance Allowanceo Medical Allowance or Medical Treatmento Dearness Allowanceo House Rent Allowanceo Higher Qualificationo Hard Area Allowanceo Generation Allowanceo Travelling Allowanceo Overtime Allowanceo Honoraria

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• Other Facilities

o Free Electricity Units according to pay scale.o WAPDA Accommodation or House Acquisition Facility.o Free Medical Treatment for self, children and parents.o Community Transport for office as well as school childreno Hiring of Wapda Transport at subsidized rates.o Free education in WAPDA Schools / Colleges.o Scholarships to the employees’ children on securing top positions.

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Leave• Paid leave is earned @ 48 days per year.• This leave can be availed up to 96 days on half pay.• Medical leave up to 180 days on each occasion of illness.• Medical leave up to 365 days once in entire service.• Medical leave up to 720 days in case of injury during performance of duty (not debited to employee’s leave account).• Maternity leave up to 90 days (not debited to employee’s leave account).• 130 days leave to female employee on death of her husband.• Study leave up to 2 – 4 ½ years.• •

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PENSION

• Grant of Pension on retirement on 25 years service.• Grant of gratuity on retirement of 5 years service.• Grant of family pension in case of death after 10 years service.• Grant of gratuity to family in case of death after 5 years service.• Grant of pension to widow on death of a serving or retired employee.• Grant of pension to children on death of employee or widow (son up to 21 years and daughters till marriage or for life if unmarried).•

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• Insuranceo All employees are insured under Group Life Insurance with SLIC compulsorily at Wapda expense.

o All officers are insured under Group Life Insurance with SLIC compulsorily at nominal charges.

o The insurance policy lapses on retirement of employee / officer.

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• Welfareo Industrial Homes for the girls / wives of Wapda employees.o Marriage grant for employee’s self / daughters marriage.o Free education facility to an employee died on duty.o Recruitment of employees children against 20% posts reserve.o Monthly Welfare grant to the employees retired on medical grounds.o Welfare fund grant for the widows of employees.o Funeral expenses on the death of employee and his family member.o 50% of the entitlement of employees free electricity units to widows.o Expenses for carriage of dead body to home town.o Grant for mentally retarded children of Wapda employees.o Grant of artificial limbs to the employees met with accident.o Advances for purchase of House / Plot / Motor car / Motor cycle o Free diet to employees and their dependents admitted in the hospital up to BPS-11.o Encashment of 6 months lumpsum pay to the family of a deceased employee.

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Bibliography

• WAPDA Act, 1958• WAPDA Manual of General Rules• WAPDA Promotion Policy• Compendium of important Instructions• WAPDA Annual Reports• WAPDA Pension Rules• WAPDA Insurance Policy

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