City Gas Distribution

Talent Development for City Gas Distribution Business

PETROFED

July 2012

©2012 Deloitte Touche Tohmatsu India Private Limited

Contents

2

Overview of City Gas Distribution in India

Potential model for CGD talent development

1

2

Way forward 3


1. Overview of City Gas Distribution in India

3

City Gas Distribution (CGD) map is limited to approximately 70 cities. Available transportation network of 13000km and 380+ CNG

stations catering to about 6,00,000 domestic, 25,000 commercial and 700 industrial connections

An estimated investment of Rs.400 billion was planned during XIth five year plan (2007-12) in gas sector, 75% of which is for

transmission pipelines and CGD distribution infrastructure combined. CGD coverage is expected to increase to over 250 cities in

the near future

Key players in CGD include GAIL and its subsidiaries with regional players and other PSUs, Reliance Gas, GSPC Gas Co. Ltd.,

Lanco Infratech Ltd, Adani Energy, GGCL, GEECL, DSM Infratech, LMJ Energy Infralogistics Ltd etc.

Regulatory and policy initiatives are being taken to drive growth of city gas distribution networks

City Gas Distribution

Challenges in City Gas Distribution

Infrastructure Safety Regulatory People

Need for creating vast

CGD network with

accelerated pace,

commensurate to public

demand

Developing CGD specific

safety standards

Monitoring the

implementation of safety

standards by an

independent agency

Gas availability / allocation

to CGD entities which are

not gas producers or

marketers

Gas purchase pricing for

CGD

Pipeline connectivity from

pipeline infrastructure

provider

Developing a talent pool

of skilled manpower to

handle the various

activities in the value

chain of CGD

Designing an

institutional framework

for developing,

certifying and employing

skilled manpower

Source: Edelweiss Securities, August 2011 Report


2. Potential model for CGD talent development Talent Requirement for City Gas Distribution

Deloitte 4

Demand

Assessment

Value Chain

Activities

Key Jobs Market Research

Analyst

Sourcing

Natural Gas Sourcing Specialist

Network Design

N/W Simulation Specialist

Construction

Fitter, Rigger, Plumber, Welder

Erection and

Commissioning

Electrical & Instrumentation

Specialist

O&M

O&M Technician, Meter Reader, Bill Distribution and

Collection

CGD Talent Requirements

City gas distribution talent management is unstructured and its capacity building experiential. Opportunity to get the talent development framework on track right from the beginning.

Need for a blue-print for talent development.

Need to learn from skill development interventions in other sectors:

Learning from the interventions by Ministry of Textiles, Ministry of Power, MoRD etc.

Please click for case study of Skill Development in Power Distribution.

Similarities with Power Distribution Sector

Load

Forecasting

Value Chain

Activities

Key Jobs Commercial

Department- Load Management

Network Planning

Corporate Planning Department

Procurement

Centralized Procurement Team

Construction

Linemen, Assistant Linemen, Helpers

Erection and

Commissioning

Linemen, Assistant Linemen, Helpers,

Testing Team

O&M and

Commercial

Operators, Meter Reader, Bill

Distribution and Collection (A/c)


2. Push & the Pull Triangular Model for CGD Talent Development Key Stakeholders in Talent Development for City Gas Distribution

5

Involvement of the following three key stakeholders viz. Industry/ Employers, Certification Authority and

Master Training / Training Delivery Institute necessary for development of talent.

Association of

CGD Industry

Players

Regulator,

Certification

Authority

Master Training

Institute/ Training

Delivery

Institutes

• PULL: Building Respectability for the

profession-Employment Brand

• Provide inputs for training course design

• Facilitate on-the job training

• Placement for trained and certified

candidates – monitor supply and demand

• Establish Quality & Credibility

• Establish Norms for the industry & advise on

curriculum design for courses/ refresher courses

• An Independent body appointed by DGET (or any

other body) to design and implement certification

mechanism for Master Trainer and Training

Institutes

• PUSH: Attract Students for training

programme- employment promise

• Design standardized training course

contents for key jobs

• Train the Master Trainers

• Capacity building of training delivery

institute staff by Master Trainer

• Evaluate the candidates post training

• Provide placement counseling to

candidates

Click here for snapshot of Certification

Framework for CGD in Singapore.


Assessment of overall training delivery framework by independent Certification/ Assessment agency

2. Blue Print for CGD talent development

6

Study for the CGD Industry

• Identification of key jobs from CGD value chain

• Good practices of

other Western and

Asian countries

• Demand –side assessment

• Supply-side assessment

Training course design based on…

PNGRB

Requirements Industry Needs

Key input providers: DGET, Certifying

training institutes of CGD

Identification of

Master Training

Institutes

Training of Master

Trainers

Training delivery process…

Identification of ITIs

in key cities Training of ITI Staff

Training of candidates as

part of ITI curriculum

Vocational Finishing/ Refresher Certification Programme

Post Training Processes…

Evaluation and

Certification of

trainees as part of

ITI curriculum

Evaluation and

Certification of

trainees post

Vocational training

Placement Counseling


3. Way Forward…Creation of a Blue Print for CGD Talent

7

Assessment:

Demand Side: involve key stakeholders in Gas industry such as PNGRB, GAIL, GSPL, RIL, etc. to gather information about:

The key jobs that will be required at various levels of the CGD value chain

Quality of workforce required for key jobs in various activities of city gas distribution value chain

The employers’ perspective on the technical skills and behavioural skills possessed by the current workforce

The technical skills and the behavioural skills required for the execution of the job

Frequency of training/ Refresher Programmes

Supply side: Evaluate Institutional framework as well as the Vocational Education and Training (VET) system . Assessment of

existing government policies and regulations that impact skill development in the identified CGD states

Skill development initiatives of other countries: Vocational Education and Training system in developed countries in Asia,

Europe and North America where there is robust CGD network.

Building the Blue Print:

Define the Role of the Triangle and the Institutional Framework- The Push & the Pull: Employers-CGD Association,

Certification Agency, ITI and Training Institutions

Outline the course content of the training & refresher programmes for key field level positions and develop a methodology for

delivery of the programs.

Define certification and talent supply regulation

Build a financially viable model. Examine training costs and fees

Build the employment Brand for the Sector

Success is dependent on the coordinated effort of the three players- Employers, Certification and Training Institutions to build respectability & attract talent to the CGD profession!

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sole basis for any decision which may affect you or your business. Before making any decision or taking any action that might affect your personal finances or business, you should consult a

qualified professional adviser. None of DTTIPL, Deloitte Touche Tohmatsu Limited, its member firms, or its and their affiliates shall be responsible for any loss whatsoever sustained by any person

who relies on this material.

©2012 Deloitte Touche Tohmatsu India Private Limited.

Ajit Mathai

Director

Deloitte Touche Tohmatsu India Private Limited

9th Floor, ASV ‘N’ Ramana Tower, 52, Venkatarayana Road, T.Nagar, Chennai – 600 017, Tamil Nadu, India

Tel: +91 (44) 6688 5000 / Fax: +91 (44) 6688 5400 / Mobile: +91 97899 81495

Email: [email protected]

Website: www.deloitte.com

Prakash Tripathi

Senior Advisor

Deloitte Touche Tohmatsu India Private Limited

7th Floor, Building No. 10-B, DLF Cyber City Complex, DLF City Phase II, Gurgaon - 122002, Haryana, India

Tel: +91 (124) 679 2000 / Fax: +91 (124) 679 2012 / Mobile: +98912 37809

Email: [email protected]

Website: www.deloitte.com

http://www.deloitte.com/

mailto:[email protected]

http://www.deloitte.com/


Case Study : Talent Challenges in Power Distribution (1 of 3)

Deloitte 9

Talent Requirement in Power Distribution Sector

Load

Forecasting

Value Chain

Activities

Key Jobs Commercial


Network Planning


Procurement


Construction


Erection and

Commissioning


Testing Team

O&M and

Commercial



Data from Working Group of the 12th plan proposes an increase in Technical Employees in the Distribution Sector to be 3,28,100.

The approximate requirement of staff at Grade A, B & C cities for Construction, Erection and Commissioning, O&M, Commercial

Activities (C&D Employees) is as shown below:

Cities

Category

Cities Approximate number of

registered consumers

Approximate Requirement of

C&D Category Technical

Employees per city

A Bangalore, Chennai, Delhi, Hyderabad,

Kolkata, Mumbai

60,00,000 (Delhi) 8700

B Ahmedabad, Jaipur, Kanpur, Nagpur,

Lucknow, Bhopal, Patna, Pune, Surat,

Visakhapatnam, Vijayawada, Kochi,

Bhopal, Vadodara, etc.

600,000

(Bhopal)

937

(1 employee for 640 consumers)



10

O&M Commercial

Line

Maintenance

Other

Maintenance

New Service

Conn. Disconnections

Meter

Replacement

Meter

Reading Bill

Distribution Collection

A A A A A

B B B

Training of Franchisee

Operator covering a

geography

Training of

Franchisee

Owner

C

Training of C&D Employees and Franchisee who function as extension of C&D Employees

A

Target audience of training programs identified at three levels and included utility employees and franchisees.

Training Delivery Process

Central Agency for coordinating training delivery process. Training delivery through tie-up with regional institutes and ITIs.

Support in designing standard training curriculum, training of ITI staff and training of candidates

Vocational training to candidates.

Evaluation of Creation of Certification Programs post vocational or ITI training.

Placement Counseling



Deloitte 11

Load

Forecasting

Value Chain

Activities

Key Jobs Commercial


Network Planning


Procurement


Construction


Erection and

Commissioning


Testing Team

O&M and

Commercial



O&M Commercial

Line

Maintenance

Other

Maintenance

New Service

Conn. Disconnections

Meter

Replacement

Meter

Reading Bill

Distribution Collection

Training

Modules

Objective of the

training modules

Target Participants Core focus areas of the Training

Meter Reader

Training

To create talent

pool at field

operational level

Persons who have completed

10th standard

Meter Reading, Bill Distribution,

Revenue Collection etc.

Linemen

Training

Persons who have passed ITI

(preferably electrical)

Line Construction, LT Network

Maintenance etc.

Sub Station

Operator

Training

Persons who have passed ITI

(preferably electrical)

Operation of 33/11 KV Sub-station

etc.

Back


Snapshot of the Skill Development Initiatives for CGD in

Singapore (1 of 2)

Deloitte 12

Training Programs for City Gas Distribution in Singapore

Workplace Safety & Health Courses Non-certificate Courses Gas Service Worker License Program

Gas Basic Course Gas Pipe Fitter Course Gas Supply Registration & Practices

Laws, Acts and Regulations

Code of practice for

Manufactured Gas Pipe

Installation

Gas Domestic Utilization

Introduction to Natural Gas

Polyethylene Systems

Gas pipe Construction and

Maintenance

Pipe and pipe fittings

Pipe laying and installation

practices

Handling gas escapes, gas

hazards

Safety precautions

Pressure testing

Purging and charging in

Practical Training

Basic knowledge of

manufactured and natural gas

Composition and

characteristics

Safety precautions on use of

Town Gas

Gas (Supply) Regulations and

Code of Practice

Installation

Commercial: Metering, billing &

collection


Snapshot of the Skill Development Initiatives for CGD in

Singapore (2 of 2)

Deloitte 13

Eligibility

Criteria

• Water Service Plumber License with at

least 2 years‘ experience; or

Licensed Gas

Service

Worker • Builder Certificate in Plumbing/

Pipefitting issued by BCA Academy or

equivalent with at least 2 years‘

relevant experience; or

• NTC-3 Certificate in Plumbing /

Pipefitting (Practical part only) or

equivalent with at least 10 years‘

relevant experience

1

2

3

Gas Basic Course,

Gas Supply

Registration and

Practices and Gas

Service Worker’s

Course

• Refresher Course

for Licensed Gas

Service Workers

Training Programs for City Gas Distribution in Singapore

Workplace Safety & Health Courses Non-certificate Courses Gas Service Worker License Program

Back

City Gas Distribution

Documents

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city gas distribution

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gspc gas

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