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NirKan

ONGC - Promotion Criteria

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NirKan

I got this reply from ONGC on my RTI query regarding Promotion criteria followed by ONGC

 

 

 

Criteria for selection; E4 to E5/ E5 to E6/ E6 to E7 level from 1.1.2002 onwards

1. Qualification ------ - 5 marks

-

---Q1 - 05

---Q2 - 02

---Q3 - nil

-

2. PAR -------- - 15 marks

-

(old format) ---------------- (new format)

(upto 2003-04) -------------- (from 2004-05)

A+ - 05 ---------------------- A+ - 05

A - 03 ---------------------- A - 04

B - 01 ---------------------- A- - 03

C – Nil --------------------- B+ - 02

D – Nil ---------------------- B – - 01

-------------------------- C&D – Nil

(3 years PARs to be considered)

-

 

3. Potential Assessment - 20 marks

(These marks will be given by DPC as per the ten attributes**, AA – 2 , AV – 1, BA - 0)

-

-

Total (1+2+3) - 40 marks

-

-

4. Minimum eligibility criteria – {70% of Qulf + PAR) + 60% of PA} To qualify separately

-

-

** The ten attributes are:

1. Problem solving and decision making

2. Planning and organizing

3. Result- oriented approach

4. Team building and leadership

5. Personal conduct and discipline

6. Communication skill

7. Diligence and reliability

8. Willingness to accept challenges

9. Professional & Managerial competence

10. Commitment & Dedication

-

-

 

Board in its 183rd meeting held on 26th September 2008 has also approved the following criteria for corporate level promotion:

 

Corporate level executives who have been in the same level for 10 years but are falling short of the eligibility criteria (of PAR & Qualification) be assessed by the DPC for award of grace marks upto a maximum of 4 marks if it is of the view that the executive deserves such consideration in view of his potential etc to take up higher responsibilities. Such dispensation be given only once in the career of the executive.

 

1. - 50% marks in the hands of DPC can be considered too high. No other PSU has such high percentage (50%) of subjective marks as against Objective marks (15+ 5 = 20 or 50%)

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2.-PA marks decided by DPC without any interview or test. Totally on the discretion of the DPC members

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3. Whatever may be one’s score out of 20 (PAR + QUAL). PA marks out of 20 awarded by DPC can change one’s fortune. So only DPC marks become important and PAR and qual marks become irrelevant.

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4.-No marks given for seniority, field posting, awards received, papers written or any other important attribute.

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5.-According to point no 4 one must have Minimum eligibility criteria – {70% of Qulf + PAR) which is 14 out of 20.

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6.-Thus all Q1 qualified employees have 5 marks for qual. And even if they manage A- (3 marks) PAR they get 9 marks out of 15 for PAR. Their total gets to 14 (5 for qual + 9 for PAR). So they are eligible for promotion.

-

7.-It has been seen that those who are not able to get good PAR are also able to get promotion by managing more PA marks by DPC

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8.-Even those who have 18 or 19 marks out of 20 in PAR+ Qual can be denied promotion by giving less than 12 PA marks by DPC.

 

Here is comparison of Coal India and ONGC promotion criteria

ONGC, with 50% DPC marks that too without any Interview or Test has left scope for corruption

I would like some ONGCians to throw light on this aspect, are they satisfied with the promotions in their company

 

Coal India Ltd

ACR marks----------48 (48%) 3 Years, max 16 per year

DPC marks----------32 (32%) By interview

Seniority marks-----20 (20%) 6 marks per year for first 3 years and 1 mark for next two years

Total ------------------100 (100%)

-

-

ONGC

ACR marks ----------15 (37.5%) 3 Years, max 5 per year

DPC marks ----------20 (50%) No test or interview

Seniority marks -----00

Qualificatiion-------05 (12.5%) 5 - Q1, 2 - Q2

Total --------------40 (100%)

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yesican

Thanks for your thread. Most PSUs do not give their promotion criteria in their HR policies.

-

Here are promotion criteria of IOC

-

Promotion Policy in IOC “A” to “F”

A-B : 4 years

B-C : 4 years

C-D : 4 years

D-E:3-5 years.

F -- : 4 years

-

 

25% get progressed in first appearance

45% get progressed in 2nd appearance

Balance in 3rd/4th appearance subject to their being cleared by DPC

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C-D Should have one inter-disciplinary posting with 4 years of field posting.

D-E Two inter-disciplinary posting & 7 years of field posting at 2 locations.

E-F Three inter disciplinary posting with at lease 10 years of field posting three years as in charge.

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Reach “ C” grade in 8 yrs in rare cases 9/10 years.

Normally officers reach F in 20 years.

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Marking System:

 

Appraisal :42----------------------------------42%

Seniority :30 ( @ 5 marks per year)------------30%

Qualifications:16------------------------------16%

Field Posting : 3-------------------------------3%

Award/Suggestion:1---------------------------1%

No Mobility Constrains:3-----------------------3%

DPC Marks :5----------------------------------5%

Total:100-----------------------------------100%

_

DPC marks are just 5% as compared to 50% in ONGC. Also seniority has 16% as compared to 0% in ONGC. 7% marks for other attributes also.

More DPC marks always means more subjectivity.

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For more information

Grade----Designation----------------------- Pay Scale

A--------Officer----------------------------Rs. 24900-50500/-

B--------Sr. Officer / Asst. Manager---------Rs. 29100-54500/-

C--------Deputy Manager-------------------Rs. 32900-58000/-

D--------Manager---------------------------Rs. 36600-62000/-

E--------Senior Manager--------------------Rs. 43200-66000/-

F--------Chief Manager---------------------Rs. 51300-73000/-

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yesican

Soon I will post about HPCL promotion policy also .

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NirKan

Thanks for your reply and information.

As per your information D level in IOC corresponds to the E4 level of ONGC and F level to E6 in ONGC

According to ONGC promotion policy

E1 to E2 ---4 years

E2 to E3 ---5 years

E3 to E4 ---4 years

E4 to E5 & successively higher levels ------------Min 3 years and Max 10 or more years depending on the DPC marks

 

Thus one reaches E4 level in 13 years and another 6 to 20 years for E4 to E6 level,

(Total 19 - 32 years to reach E1 to E6 level as against maximum 20 years in IOC)

 

It has been observed in ONGC during last 5-6 years of promotions no E4 executive got promotion after completing 3 years in that level

Minimum experience required at E4 level has been 6 years that too for lucky few. (In 2011 promotions E4 executives with 5 years of experience also got promotion.)

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Also those with 9 years of experience are treated equally with those having 5,6,7,8 years of experience.

If one can manage Good marks by DPC his QUAL+PAR marks are not important.

So some Seniors are denied promotion by giving less marks in DPC, even if they have more or equal marks (PAR+QUAL) to that of their Juniors

-

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yesican

HPCL Promotion Policy For job group A to F

• Assessment is on the basis of total marks of 100.

• 40 marks for seniority & 60 marks for merit.

• 8 marks per year for seniority - Max marks 40.

• 50% of the promotions are for seniors. A ranking list is drawn & progression affected. If the seniors qualify on merit, other seniors are accommodated in 50% positions earmarked for seniors.

• Cut off for consideration - Only 75 marks sufficient to Qualify for progression.

• No subjectivity. Promotion policy is well documented & circulated amongst officers.

--

• Currently IOC and HPCL officers are not stretched beyond 4-5 years in a grade except when they have pending vigilance cases.

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taurus

Though not directly related to RTI, the info got through RTI has given rise to a very informative thread shedding light on the promotion policies of various PSUs. Good information and food for thought.

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NirKan

Thanks Taurus for your reply

Before this RTI, Many in ONGC did not know about company's promotion criteria. ONGC has not disclosed this information on any of its website or manual.

Every year employees waited for promotion list without understanding the reasons for their failure. Every body speculated on various criteria and their associated marks.

This RTI has helped employees immensely as now they understand how seniors and more meritorious can be superseded easily by juniors and even with less PAR marks.

This RTI has also helped employees put up more RTIs to get even more clarity on marking procedures and Merit list etc. We are waiting for the reply of those RTIs and will post them as soon as we get the reply.

Thus this RTI is a great success for us

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taurus

Thanks for putting things in proper perspective so that all can appreciate how RTI has helped to unravel the mystery of promotions! Congratulation for the success achieved so far and best wishes for even more success through RTI!

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NirKan

More RTI Information on ONGC promotion procedure

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1. Information was sought on the procedure followed by DPC for deciding 20 (50%) PA marks. Whether some test /Interview held or any other method adopted by ONGC.

-

Reply by ONGC “beyond the purview of the RTI Act” means there is no laid down procedure, manual, record or guideline on this issue.

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2. Information was sought on the minimum no. of years required at a level to be eligible for inclusion in merit list made for promotion?

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Reply by ONGC- Min 3 Yrs. However considering number of eligible executives and requirement at next higher level, the DPC restricts the selection up to a particular batch.

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Reply Suggests no fixed policy. Things are decided without any clear cut guideline. Totally on the discretion of DPC. Further it was informed it was minimum 8 years in 2006 to minimum 7 years in 2007 and only minimum 5 years in 2011.

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What is the fault of those E4s who had 5/6/7 years of experience but were not considered for promotion in years before 2011? Why they got less opportunity?

 

3. Another Startling Information

To advance to E5 level, although it is essential for executives, to have postings in 3 regions and North-East. But this policy exists only on papers.

-

Gateway is opened for those executives who do not qualify due to this criteria by increasing cutoff marks by 2 marks ie if others qualify by securing 30 out of 40, such executives need 32 marks.

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Executives who could evade transfers and NE, one can imagine very well how difficult or easy it would be for them to manage those 2 extra marks.

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RJAN

Congratulations NirKan for all the findings through RTI

It is an interesting discussion.

You have pointed to many irregularities in the promotion procedures followed by ONGC.

I wonder if this is the condition of a Maharatna PSU, what would be other organizations’ condition? Doesn’t ONGC have any union or association to take up these issues with management?

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NirKan

More revelations : It was seen in a RTI document that -

Cut off marks to get promotion (out of 40), is different for different disciplines. For example in 2011 it was 29 to 31.5 (They did not inform how many for which discipline). This information raises few important questions-

Question 1- According to promotion criteria as given in first post- Mathematically, only whole number marks are possible (ie only ….28, 29, 30 ,31… ). There is no scope for marks in fraction (0.5mark). Then how one gets 31..5 marks? This suggests DPC awards marks without assessing executives on ten attributes as given in promotion criteria. Marks are awarded arbitrarily without following prescribed procedure and given policy is just EYEWASH.

Question 2- If Executive ‘x’ from Discipline A has 31 marks, but due to cut off for his discipline being 31.5 denied promotion that year. Another executive ‘y’ from Discipline B with 29 marks gets promotion. Executive ‘x’ gets promotion may be next year or 2-3 years later. As seniority list for E5 is common and not Discipline wise, therefore “x’ becomes junior to ‘y’ forever despite being more meritorious. In higher promotions also promotions are not granted discipline wise, so ‘x’ is at loss by several years forever.

Question 3 –Which are the lucky and which are unlucky disciplines, (a difference of 2.5 marks)? Why this discrimination at this stage when there was no discrimination in service conditions mentioned while recruiting the officers?

It has been seen during last four years that in certain disciplines executives with even two A+ PAR’s are denied promotion whereas in other disciplines those without even a single A+ get promotion.

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NirKan

More Queries and replies from ONGC

Query- Role of seniority in promotions? Is 3 years experience treated equally with 8/9/10/11/12 yrs experience at a level?

Query – Any Criteria for officers with 10 yrs in same level, having 17-20 marks in PAR+ Qual, thus do not require grace marks (in the same lines as is for those who are falling short of eligibility criteria due to less marks ).

Reply for both- “Beyond purview of RTI” – indicates no policy for seniors or more experienced. No surety of promotion even after 10 years in a level even if having 17-20 marks in PAR+qual

10 Year criteria is a back door entry for those officers only who have less than 14 marks in Qual +PAR (minimum eligibility). But No such criteria for those officers who have sufficient and good marks.

 

RTI queries by employees to find out their own PA marks by DPC during last year have revealed that to deny promotion they were awarded only 7-8 marks even when their PAR+ Qual marks are 17/18/19.

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Here, it is suggested- those who put up RTIs to find their DPC marks, should also ask for break- up of marks on 10 attributes. The ten attributes are same as given in PAR form. So one can also ask for PA marks as given in PAR form by immediate bosses, so that marks from both the sources could be compared.

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More RTIs are in the process. Keep checking. More information will be posted as and when available. Till then Happy Information Seeking !!

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NirKan

@RJAN, Thanks ! You are right, there is an association for officer’s in ONGC. Since your question is not related to RTI, neither I have any authentic RTI information about them.

But yes, even association never disclosed officers about the promotion criteria on its website or otherwise. Promotion policy is not in their agenda. It has never been heard that they took up the case of any officer with management on promotion issue.

Also association office bearers get promotion in the very first chance they become eligible for promotion.

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NirKan

A friend sent me more RTI documents:

DPC proceedings for E4 executives for the year 2006 and 2007 showed some interesting findings

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For promotion wef 1.1.2006 - batches 1.1.98 and earlier, cut off mark - 30

For promotion wef 1.1.2007- batches 1.1.99 and 1.1.2000, cut off mark - 31

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Also those of 1998 or earlier batches who do not qualify for promotion wef 1.1.2006 but qualify for 2007 are to be considered for promotion wef 1.1.2007

How this happened is mysterious

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1. Those who did not qualify for 2006 promotion means those who had less than 30 marks. They may be having 29 or less marks. How they qualified for 2007 promotions when cut off was even higher ie 31 marks? Where did they get those extra 2 or more marks required for promotion?

2. Were they given 2 or more marks for seniority? But there is no criterion for seniority, nor any marks associated with it. Under which rule or clause were they awarded promotion?

3. Why this provision only in year 2006- 2007 promotions? Why not for 2008 or later years?

4. Cut off was different for two years, Why? – no justification given.

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NirKan

Another observation sent to me by another learned friend:

Every year DPC proceedings have a NOTING-

“In case of non-availability of PAR grades, the DPC decided to take average of available PAR gradings of the relevant years.”

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1. Under which rule and clause does DPC decide this noting?

2. How do the PAR gradings become unavailable?

3. Is HR department so inefficient to not being able to trace unavailable PARs?

(PAR of three previous years are considered. PARs are filled atleast one year before promotion procedure starts ie for E4 promotion wef 1.1. 2011, DPC met thrice in Dec 2011. PARs filled in May 2010, May 2009, May 2008 were considered. Thus there was a gap of atleast one and a half years. One and a half year is not a small time to retrieve a missing PAR.)

4. What is the hurry of awarding promotion? Cant DPC wait for few days and instruct HR section to make available missing PAR? Isnt there any mechanism to trace PARs?

5. Can it not be misused by some employees or their mentors to get rid of one or more of their UNDESIRABLE PAR by making it unavailable and thus get promotion on the basis of selected few desirable PARs only?

6. Can it not be misused by some to make one or more of good PAR of some meritorious employees become unavailable and thus deny promotion to them?

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karira

NirKan,

 

While appreciating your RTI related efforts, please remember that this portal is dedicated to issues and discussions ONLY related to the RTI Act 2005.

 

Please avoid making posts regarding promotion policies of ONGC under RTI.

 

If you want, you can consolidate all the information obtained from ONGC (under RTI) or scan the replies received and upload them in the Directory section:

 

Directory

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yesican

Basic essence of RTI ACT is --“enhance transparency to arrest corruption”. You have tried to uncover the irregularities going on in a reputed PSU's promotion procedures. I personally feel this is the real success of RTI ACT. Keep it up NirKan!

Thanks!!

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NirKan

Two more blogs have come up on the subject of ‘ONGC promotions’ along with the master charts for E4-E5 promotions WEF 2011 for the two disciplines – Drilling and Chemistry, obtained through RTI.

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First entitledONGC Promotions: A Q2 qualified Driller worth more than a Q1 qualified Chemist !” at http://www.rtiindia.org/forum/blogs/nirkan/3731-ongc-promotions-q2-qualified-driller-worth-more-than-q1-qualified-chemist.html

Comparison and discussion between the two disciplines leave many questions unanswered.

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Second entitledONGC Chemistry promotions: Mystery solved through RTI !” at http://www.rtiindia.org/forum/blogs/nirkan/3733-ongc-chemistry-promotions-mystery-solved-through-rti.html

Batch wise discussion on the DPC marks, PAR marks etc has been explored.

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mahapushkar

Dear @Nirkan,

I also want to file a RTI at ONGC. Could you please guide me regarding the procedure, whom to send the request, application fees, application format, mode of payment etc.?

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mahapushkar

Dear @Nirkan,

I also want to file a RTI at ONGC. Could you please guide me regarding the procedure, whom to send the request, application fees, application format, mode of payment etc.?

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rtiindia

As this is the success story section, it is requested from members of this thread to kindly upload both the RTI query and the reply for the authenticity of the content as early as possible.

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karira
As this is the success story section, it is requested from members of this thread to kindly upload both the RTI query and the reply for the authenticity of the content as early as possible.

 

The member has uploaded these with his blogs:

 

RTI INDIA- Right to Information - NirKan - Blogs

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NirKan

Dear mahapushkar

Thanks for your interest. I tried to send you detailed information in your inbox but it seems you have disabled your inbox.

Where should I post the information?

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karira
Dear mahapushkar

Thanks for your interest. I tried to send you detailed information in your inbox but it seems you have disabled your inbox.

Where should I post the information?

 

mahapushkar does not have a PM facility as yet.

That facility is available only after 20 or 25 posts.

You will have to post the reply here in this thread itself.

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