Project Report

ABOUT NPCIL

Nuclear Power Corporation of India Limited (NPCIL) is a wholly owned Enterprise of the

Government of India under the administrative control of the Department of Atomic Energy

(DAE), Government of India. It has been incorporated in September 1987 as a Public Limited

Company under the Companies Act, 1956 with the objective of undertaking the design,

construction, operation and maintenance of the atomic power stations for generation of

electricity in pursuance of the schemes and programmes of the Government of India under the

provision of the Atomic Energy Act, 1948.Organisation structure in the company, the operating

station, projects, finance and commercial function have been placed under separate

directorates headed by Executive Directors/Directors reporting to the Chairman and Managing

Director(CMD).

Nuclear Power Corporation Of India Limited was earlier known as Nuclear Power Board under

total control of DEPARTMENT OF ATOMIC ENERGY (DAE). On 17th September 1987 the

Government decided to convert the Nuclear Power Board (NPB) into Nuclear Power

Corporation of India Limited (NPCIL) with a view to give fillip to the countries ambitious nuclear

power programme and to expedite achievement of the targets laid down in this respect. The

ultimate idea was to make the power sector more competitive and transparent.

BASIC CONCEPT:-

“GENERATE MORE & MORE ENVIRONMENT FRIENDLY

NUCLEAR ELECTRICITY TO PROVIDE ENERGY SECURITY

TO THE NATION.

~ 1 ~

MISSION:-

The aim of NPCIL is to develop nuclear power technology and produce in a self- reliant manner

nuclear power as a safe, environmentally benign and an economically viable source of electrical

energy to meet the growing electricity needs of the country.

OBJECTIVES OF NPCIL:-

• To maximize the power generation & profitability from nuclear power stations in operation

with a motto of safety first and production next, commensurate with the organisational goal.

• To increase nuclear power capacity in the country consistent with available resources in a

self reliant, safe, economical, & rapid manner in keeping with the growth demand.

• To continue & strengthen Quality assurance (QA) activities relating to nuclear power

programme, within the organisation & those associated with it.

• To develop technical personnel at all levels through an appropriate Human Resources

Development (HRD) programme in the organization with a view of further improving the

skills & performance consistent with the high technology operation.

• To continue & strengthen the environment protection measures & public awareness

activities relating to nuclear power generation.

~ 2 ~

• To share appropriate technological skills & expertise at national & international levels.

• To explore and promote participation of Indian industry, State Electricity Board and other

Public Sector Undertakings in the Nuclear Power capacity addition programme by forming

Joint Venture Projects.

• To coordinate and endeavour to keep the sustained association with R&D units, Fuel and

Heavy Water Units for supplementing these inputs on continuous basis.

CORPORATE VISION:-

NPCIL is pursuing the mandate of expanding the nuclear power base in the country accordance

with the plans and schemes of the Government of India. NPCIL has gained significant

experience in setting up PHWRs and operating them. With the commissioning of RAPS 6,

number of nuclear power reactors in commercial operation in the country, has increased to

nineteen (19) with a total installed capacity 4560 MWe.

Out of total capacity of 4560 MWe, 1180 MWe capacity from six reactors (units 1 to 6)is at a

single site at Rawatbhata , Rajasthan .

DAE’s Vision 2020 envisages setting up 20000 MWe installed capacity by the year 2020.

Considering that the Nuclear Power is a safe and environmentally clean source of power

generation and that India has vast thorium reserves, Nuclear Power Corporation of India Limited

is poised to play a leading role in future to meet the ever-increasing energy demands of the

country.

~ 3 ~

ORGANIZATIONAL STRUCTURE OF NPCIL

~ 4 ~

OPERATING STATIONS:-

Name of the station Location Units Installed

capacity

Unit 1 160 MWe Tarapur Atomic Power

Station

Tarapur

Maharashtra Unit 2 160 MWe

Unit 1 100 MWe

Unit 2 200 MWe

Unit 3 220 MWe

Unit 4 220 MWe

Unit 5 220 MWe

Rajasthan Atomic Power

Station

Rawatbhata Rajasthan

Unit 6 220 MWe

Unit 1 220 MWe Madras Atomic Power Station

Kalpakkam

Tamil Nadu Unit 2 220 MWe

Unit 1 220 MWe Narora Atomic Power station Narora, Uttar PradeshUnit 2 220 MWe

Unit 1 220 MWe Kakrapar Atomic Power

Station

Kakrapar

Gujarat Unit 2 220 MWe

Unit 1 220 MWe Unit 2 220 MWe

Kaiga Generating Station Kaiga Karnataka

Unit 3 220 MWe Unit 4 540 MWe Tarapur Atomic Power

Station Tarapur Maharashtra Unit 3 540 MWe

~ 5 ~

PROJECTS UNDER CONSTRUCTION:-

Name of the Project Location Units Capacity Kaiga Atomic Power Project

Kaiga Karnataka

Unit 4 220 MWe

Unit 1 1000 MWe Kudankulam Nuclear Power Project

Kudankulam Tamil Nadu

Unit 2 1000 MWe

Unit 3 700 MWe Kakrapar Atomic Power Project

Kakrapar Gujarat Unit 4 700 MWe Unit 7 700 MWe Rajasthan Atomic

Power Project Rawatbhata Rajasthan Unit 8 700 MWe

UPCOMING NEW SITES / PROJECTS:-

Name of the Site /State Location

New Projects

Jaitapur Nuclear Power Project Jaitapur

Maharashtra

KKNPP 3&4 Kudankulam,

Tamil Nadu

New Sites

Andhra Pradesh Kovvada

Gujarat Chhaya –Mithi Virdi

Haryana kumharta

Madhya Pradesh Bargi

West Bengal Haripur

~ 6 ~

SOURCES OF FUNDS:-

NPCIL gets financial support from Government of India for its expansion program. During the

year 2005-2006, NPCIL received a budgetary support to the extent of RS. 586 crore towards

capital expenditure. In addition, Russian credit amounts to RS. 134 crore has been received

towards the detailed project report work for KUNDANKULAM project.

NPCIL issued 'Infrastructure Bonds' under section 10(23) (G) of The Income Tax Act to the

extent of Rs.145 crores at an average coupon rate of 10.08 % which is quite reasonable in the

present capital market situation.

State Electricity Boards transfer funds to NPCIL in exchange of electricity transferred.

FINANCIAL PERFORMANCE OF PUBLIC SECTOR

UNDERTAKING:-

On formation of NPCIL, in 1987, the assets worth Rs.1313 Crore (consisting of 967 Crores as

government equity and Rs. 346 Crores as perpetual Government loan) were transferred to

NPCIL. Since then the assets position of the Company has improved significantly having total

assets of Rs. 36,963 crores and Net worth Rs. 21,027 crores as on 31.03.2009.

The authorised share capital of the company is Rs. 15000 crores and paid up share capital is

Rs. 10145 crores as on 31.03.2009.

~ 7 ~

ACHIEVEMENTS OF NPCIL

♦ NPCIL Among Best Performing PSUs

NPCIL achieved the distinction of being among the top ten best performing public sector

undertakings (PSUs) based on completion of various targets of the MOU (Memorandum of

Understanding). The award for the year 2001-02 was given away in Delhi in April 2003.

Honorable President of India, Dr. A.P.J. Abdul Kalam awarded the MOU and Trophy to Dr.

V.K.Chaturvedi, Ex CMD, NPCIL.

♦ WANO Award to NPCIL

The World Association of Nuclear operators (WANO), a global organisation with representation

of all the nuclear power utilities world-over, presented its first ever, “WANO Nuclear Excellence

Awards” to Mr. R. Bhiksham, Station Director of Kakrapar Atomic Power Station (KAPS) and

five others. The award, in recognition of individuals who have made extraordinary contribution to

excellence in the operation of nuclear power plants, or the infrastructure that supports the

nuclear power enterprise, was awarded in Berlin on October 13, 2003 during the Biennial

General Meeting of WANO. KAPS was one of the best performing NPPs (Nuclear Power Plants)

in the world.

~ 8 ~

BRIEF HISTORY OF RR SITE

RAPS SITE AND RAWATBHATA AT A GLANCE

Rawatbhata, a small village in the state of Rajasthan came out of the oblivion with the setting up

of a hydroelectric power station, Rana Pratap Sagar (RPS) in 1969, followed by the start of the

first commercial Indian Pressurised Heavy Water Reactor (PHWR) in August 1972. Rawatbhata

owes its significance due to the unique feat of hosting the largest number of operating nuclear

reactors, six till now totalling to an installed capacity of 1180 MWe. Two more reactors of 700

MWe each unit-7&8 are under construction. Conducive topography, suitable grid conditions, a

positive public perception and acceptability of nuclear power in and around Rawatbhata has

encouraged decision makers to envisage an ambitious plan for these new reactors. Heavy

water production plants as well as some of the R&D facilities of Bhabha Atomic Research

Center (BARCs) are also situated at Rawatbhata, which bring to this site an amalgamation of

research and industry in the nuclear field.

RAJASTHAN ATOMIC POWER STATION (RAPS)

RAPS, Rawatbhata site, owe a special and unique status among Indian NPPs as:

♦ The first commercial PHWR of India (RAPS-1)

♦ India marched ahead in indigenisation of Indian nuclear power plants (NPPs) from RAPS-2

onwards

~ 9 ~

♦ It has the biggest cluster of NPPs, RAPS-1&2 (first generation PHWR), RAPS-3&4 and

RAPS–5&6(latest PHWR) in operation and units-7&8 under construction.

EVOLUTION OF RR SITE:-

A joint Indo-Canadian study had been carried out in 1962 about the feasibility of constructing

two units (RAPS 1&2) of PHWRs of 220 MWe each in India and Rajasthan was considered

economically and technically viable for this purpose. RAPS have opened up opportunities for

many Indian companies to enter the nuclear power field and develop sophisticated

technologies indigenously. Unit-1 was first synchronised on November 30, 1972 and declared

commercial on December 16, 1973. Unit-2 was commercialized on April 1, 1981.Next two

units (RAPS 3&4) of 220 MWe each were commercialized in the year 2000. And two more

units (RAPS 5&6) of PHWRs having capacity of 220 MWe increasing total generation

capacity at Rawatbhata upto 1320 MWe came into commercialization from 2010. Two units-

7&8 each having capacity of 700 MWe are under construction.

AWARDS AND CERTIFICATES:-

RAPS have bagged many prestigious awards. A few significant ones are listed below:-

♦ ISO-14001 certificate for Environmental Management System in March 2002 for unit-1&2

and in January 2003 for unit- 3&4.

♦ ISO-9001 certificate for Quality Management System in October 2003 for nuclear training

centre, which is biggest training center in NPCIL with modern equipped shops and

simulators, both for oldest as well as latest plants.

♦ Golden Peacock National Awards for all the areas of environment, training and Quality

Assurance for:

Environment - in 1999

~ 10 ~

Training - in 2001,2002, 2003

Quality - in 2003

♦ Many NPCIL and AERB awards for excellence in industrial safety and fire safety.

SPECIAL ACHIEVEMENTS

RAPS is the biggest nuclear plant site today in India. Expansion at this site speaks of its choice

for being most conducive in all respects. A high quality and safety-cultured team characterizes

the RAPS site. The excellent performance and unique achievements speak of the overall and

turnaround developments made by NPCIL RAPS has always been a cornerstone for growth and

career development for many senior officers of NPCIL, including those who have occupied in

the past and also those currently occupying top positions in the organisation.

RAPS rededicate itself to the ongoing journey towards excellence in all the fields including

expansion, production, quality, safety, environmental protection and public awareness. The

journey towards excellence will continue, like always.

~ 11 ~

~ 12 ~

INTRODUCTION

anagement today has become the most significant part of an organization

and it is the basic function for the application of technology and utilization of

human and material resources in industry. Employee development in public

sector undertakings is very important growth. In view of the huge

investments in PSE’s by the Government, the performance in Public Sectors will have a telling

effect on the socio economic growth of the Nation. Organisational set up of Public Sector

Undertakings should be planned and streamlined keeping in view the following national

objectives of the Public Sector.

1. To promote economic development and growth.

2. To promote self-reliance in strategic sectors and diversify the economy.

3. To reduce regional and social imbalances.

4. To generate surplus for reinvestment.

These objectives can be achieved only when each of the public Sector Units are converted into

profit centers, which is the primary goal of the industry. The attainment of the goal is only

possible through HRD, which in other words means achieving perfection in all areas of

operation.

In a dynamic and fast changing world, organisations also have to be dynamic. Organisations

would like to grow in various ways and possess ability to respond to its environment and may

even like to have considerable impact on them. To be able to do these, they should be able to

induce dynamism through developing human capabilities by applying HRD (Human Resources

Development) strategies to personnel Development strategies and to personnel practices. HRD

system aims at developing and enabling capabilities of people in the organization.

WHAT IS HRD?

~ 13 ~

M

Human Resource Development is a process not merely a set of mechanism and techniques. It

is needed by any organization / industry that want to be dynamic and growth oriented in fast

changing environment and technological advancement. Organisations can become dynamic

and grow only through the efforts and competencies of their human resources.

Successful public enterprises pay adequate attention to their Human Resource Development

functions. If the full benefits of HRD are to be experienced, it must be introduced as a total

system within the organization. In addition, the commitment of the top-level management to the

HRD systems and its willingness to invest time and other resources is crucial; top management

must make it obvious that the human resources of the organizations are its most important

resources. The values like openness, trust, mutuality, collaboration and enthusiasm within the

system should be organized by every member of the organization. If implemented properly,

integrated HRD system can contribute significant positive cultural changes, increased

productivity and excellence in the organization.

In the present scenario of the PE’s and keeping in view the technological and managerial

challenges thrown up by the changing times, the development of the existing human resources

has become a critical activity for the management.

WHY HRD?

The existing system of the personnel management functions in the PE’s has been reviewed

with a view to improve the effectiveness of the system by emphasizing HRD approach to

these systems.

• Development of Human Resources.

• The organizational health and self-renovating capabilities (i.e. “attitudes, knowledge,

skill values) and industrial climate.

• Better utilization of manpower.

~ 14 ~

• To improve quality work life.

• Identification and integration of individual and organizational needs as far as

possible.

• To improve the feeling of commitment and involvement i.e. total employees

involvement.

• To improve productivity.

HRD MECHANISMS

• Performance Appraisal

• Potential Appraisal and development.

• Career Planning and Manpower Planning.

• Succession Planning, job rotation.

• Incentive Schemes, Suggestion schemes, Employee welfare.

• Quality of work life, Training.

• Grievance Mechanisms, Quality Circle.

• Participation in Management.

• Rewards, Feedback.

• House Keeping and Safety Programmes

HRD BENEFITS

~ 15 ~

Following will be the advantages after implementing the HRD system:

• Improvement in productivity.

• Improvement in capabilities of the employees.

• Motivation factor will be high.

• Performance and potential appraisal system will improve.

• Creation of opportunities for advancement.

• Improvement in performance related reward systems.

Human Resource Development (HRD) itself becomes very broad based, it is process

undertaken to promote intellectual, psychological, cultural, social and economic development of

the individual so as to help him to achieve his highest human potential as resources for the

country. It means a total all round development of the person so that he can contribute his best

to the community and the nation. HRD is undoubtedly a universal panacea.

Relation between Human Resources and management:

~ 16 ~

Human Resource Management is an integral part of management. It helps the management in

taking a strategic view of a very important resource i.e. Human Resource. It helps management

in identifying key skill sets, knowledge, values required in the employee and the rewards that

are needed to be given to the employees so that the organisation goals are fulfilled. Also like

other management functions, it has to ensure that these resources are available at an optimal

cost. It has to look into various training and development activities to ensure this. This is a key

area for Human Resource Management as it shows their contribution in terms of money. The

money here would be the opportunity cost incurred due to appointing of new employees instead

of developing current employees for the task in hand.

The HR manager has a dual role in the organisation. He performs the role of an executive as

well as a consultant. Managing people is not only a HR area but also part of the job of line

managers. These managers are managers heading various activities like accounts, audit,

production, marketing, sales etc. They have people working under them and have to manage

them too. There are times when line managers have problems handling employees and are

unable to resolve the issue. This is where the HR person steps in as a consultant. The HR

person can provide advice to the line manager to tackle the situation. This is in addition to the

executive role he performs. The executive role of the HR person is his role in carrying out the

routine activities of his area. There are occasions when they have to on both the hats of an

executive as well as that of a consultant. A typical example is the role of the HR person when

recruiting people for line functions, where line managers decide as they have the expertise, they

help the line managers with advice while simultaneously carrying out their executive role of

recruiting.

~ 17 ~

~ 18 ~

~ 19 ~

VARIOUS SECTIONS OF HR IN NPCIL

RR SITE

1. Recruitment section:-

It deals with recruitment of people and promotion.

2. Disciplinary cell:-

It deals with conduct and discipline of the employees

3. Public Relations section: -

It helps to promote outside relations with people and organisation.

4. Official language or Rajbhasa section: -

It deals with promoting the use of Hindi in communication.

5. Legal section: -

It deals with the cases pertaining to court.

6. Employee Relations section: -

It deals with industrial relations.

7. Estate Management section: -

It deals with allotment of homes and shops.

8. General section: -

It deals with liveries, items and furniture.

9. Establishment section: -

~ 20 ~

It deals with pay, personal file, service book, pension, provident fund, Gratuity and all schemes. It helps to promote personnel management.

~ 21 ~

WHAT IS RECRUITMENT?

Recruitment is the process of attracting and obtaining as many applications as possible from

eligible job seekers. Recruitment is the process of identifying the sources for prospective

candidates and encouraging them to apply for a particular job or jobs in an organisation. It

involves policing right person on the right job.

PURPOSE OF RECRUITMENT

Its purpose is to provide a sufficiently large group of eligible candidates in order to have wide

choice for the organisation in the selection of the most suitable candidate. The aim of

recruitment is to develop and maintain adequate human resource upon which an organisation

can depend .It involves seeking and attracting a pool of people from qualified candidates.

OBJECTIVES OF RECRUITMENT

Vacancies in various categories of posts arises either due to additional sanction or due to

resignations, retirement etc., of existing staff. Whenever, new projects are started induction of

large number of persons are necessary. Once the vacancies have been identified, action is

taken for filling the positions either by way of transfer, promotion or induction. Before

commencement of recruitment, the following steps are followed.

~ 1 ~

Check the job specification in terms of qualification and experience needs (norms).

Job description in terms of the work content.

GROUP CLASSIFICATION

THERE ARE TWO WAYS FOR CLASSIFICATION –

1. THE CLASSIFICATION OF POSTS AS PER PAY SCALE IS:

S.No

2.

3. THE CLASSIFICATION OF EMPLOYEES IS :

~ 2 ~

Description of posts Classification

01

A post carrying following Pay Scales & Grade Pays

Pay Scales- Apex Scale Rs 80000 (fixed)

HAG Plus Scale Rs 75500-80000 and

HAG Scale Rs 67000 – 79000

Grade Pays- Rs 10000 , Rs 8900 and Rs 8700 in the scale of pay of Rs

37400-67000 in Pay Band 4 ; and Rs 7600, Rs 6600 and

Rs 5400 in the scale of pay of Rs 15600-39100 in Pay

Band 3

Group A

02

Grade Pays-

Rs 5400, Rs4800,Rs 4600 and Rs 4200 in the scale of pay

of Rs 9300-34800 in Pay Band 2

Group B

03

Grade Pays-

Rs 2800,Rs 2400, Rs 2000 ,Rs 1900 and Rs 1800 in the

scale of pay of Rs 5200-20200 in Pay Band 1

Group C

Permanent employee means an employee who has rendered not less than one

year of continuous service and whose probationary period has been declared as

closed by the Corporation.

On Probation means an employee who is provisionally employed against a long-

term vacancy and is kept on probation for a specified period to adjudge his suitability

for appointment on the regular establishment of the Corporation.

Fixed Term Employee means an employee who has been appointed for doing job

which is likely to be finished within a limited time period or who is employed as an

additional worker in connection with temporary increase in work. The period of

employment can’t be extended.

Casual Employee means an employee who is engaged for a work of an

occasional or casual nature.

Stipendiary Trainee means a learner who may be paid stipend and who is

engaged to undergo training in terms of special agreement. A stipendiary trainee

shall have no claim on the Corporation for employment after completing the period of

training.

NOTE: Apprentices whose terms and conditions of apprenticeship are governed by the

provisions of Apprentices Act, 1961 are not covered under the above definition

~ 3 ~

Normally vacancies in A & B Groups are filled through open advertisements and C & D Groups

are filled through employment exchanges. In case of C & D Groups recruitment notice are

published in the Employment news also. Suitable reservation, relaxation of age and

concessions are given for SC/ST, OBC, Physically Handicapped and Ex-serviceman as per the

provisions contained in the reservation orders issued by the Government of India from time to

time.

RECRUITMENT RULES

Recruitment rules cover the following aspect.

Designation and classification of posts, duration, scale of pay and made of filling up of

the posts such as by direct recruitment, promotion, deputation and absorption.

Qualification, age, experience, length of service.

Reservation for specified categories such as SCs, STs, OBCs, handicapped

personnel etc. And exemptions from reservation.

General condition imposed by the constitution of INDIA such a domicile, bigamous

marriage.

Promotional avenues.

Appointing authority

SOURCES OF RECRUITMENT

~ 4 ~

We have four sources of recruitment which are discussed at below:

1) RECRUITMENT THROUGH EMPLOYMENT EXCHANGE:

All vacancies meant for recruitment of personnel to posts in group C & D (Technical,

Administrative & Auxiliary) are notified to the respective Employment Exchange. In addition, the

recruitment notice are also published in the Employment news published by the publication

division of the Ministry of Information and Broadcasting, Government of India and then consider

the cases of all the candidates who have applied along with those sponsored by the

Employment Exchange. Such recruitment notices are displayed on the office notice boards for

wider publicity.

Such notices shall have to be sent to Central Employment Exchange (only if the vacancy is in

the scale of pay of Rs.1400-2600 (pre-revised) and other recognised SC/ST Associations and

ex-serviceman and Physically Handicapped Associations as notified by Government of India

from time to time.

2) RECRUITMENT THROUGH OPEN ADVERTISEMENTS:

All vacant posts in group A&B are filled through open advertisement. It is necessary to advertise

in Employment News for recruitment of all groups of employees. Steps followed while

recruitment is done through open advertisement are given below.

Identify the promo tent empanelled advertisement agencies in the region.

All identified vacancies are notified to the press through the empanelled

advertisement agency.

While notifying the vacancies the number of vacancies reserved for various

categories like SC/ ST/ OBC/ Ex- servicemen / PH etc. and unreserved vacancies

are clearly indicated.

~ 5 ~

Application from candidate with in one month of notification in the paper.

Send the applications received to the screening committee identified.

Forward the screening committee report to appointing authority and have the

minutes of the committee approved.

Identify appropriate selection committee and take further action.

Conduct the selection and prepare panel.

Selection committee minutes to be approved by appointing authority and clearance

for release of offers of appointing to be obtained.

Carry out the verification of C&A and SSQ.

Issue of offer and conduct medical examination.

Complete joining formalities.

Determine the positing

3) RECRUITMENT THROUGH DEPUTATION FROM OTHER ORGANISATION

In recruitment through deputation an official from outside NPCIL is appointed for a specified

period by the end of which he/she may have to revert to his parent cadre. Steps to be followed

for appointment by deputation.

1. Accurate assessment of the vacancies to be filled by deputation is made once in a year.

2. Circulation of vacancies is done to different probable sources of eligible candidates.

3. The minimum time allowed for receipt of nomination is two months.

4. The period of deputation is subject to minimum of two years extendable upto a maximum

of five years in all cases except for those posts where a longer period of tenure is prescribed

in the recruitment rules.

5. Minimum age limit for appointment by deputation/absorption should not exceed 56 years

on the closing date of application.

~ 6 ~

4) EXTENSION OF SERVICE OF SUPERANNUATED EMPLOYEE IN NPCIL/ REEMPLOYMENT

If the services of a NPCIL employee are required beyond the age of his superannuation then

either extension of service or reemployment is given to those employees as the case may be.

Criteria for extension/ reemployment are given below.

1. Proposals for extension/ reemployment of service beyond the age of

superannuation are not ordinarily considered.

2. Extension/ reemployment of service can be justified only in very rare and

exceptional circumstances. Even in such cases, 62 years of age is the deadline.

The overriding consideration for the grant of extension / reemployment of service is

that it must be clearly in public interest and in addition satisfy one of the following

two conditions:

That other officers are not ripe enough to take over the job

That the retiring officer is of outstanding merit.

3. Extension/ reemployment of service is considered on the ground that a suitable

successor is not available unless it is established that action to select a successor

has been taken well in advance but the selection could not be finalised in time for

justifiable reasons.

~ 7 ~

4. A proposal for the grant of extension of service/re-employment based merely on

the consideration that the officer’s predecessor had been given extension is not

obviously be accepted.

5. In case of honorary appointments the age limit may be 65 years provided the

appointment does not carry any substantial remuneration.

Other method through which the organisation gets the employees is called probation.

The term can be discussed as under.

PROBATION An employee on Probation means an employee who is provisionally employed with a view to

being considered for appointment on the regular establishment of the Corporation. Unless

otherwise provided in the terms of appointment or any other agreement or award, the following

rules govern the probation and confirmation of employees at NPCIL:

DIRECT RECRUITMENT

Probationary period for all employees on first appointment in the service of the company

including appointment to a higher grade on basis of an open selection is ONE YEAR.

Exemptions

Employees who join initially on deputation/ Foreign Service prior to their

permanent absorption in the service of the Corporation.

Employee who surrenders lieu on their previous post and are absorbed in NPCIL.

Tenure posting.

Contract appointees, reemployed after superannuation.

Extension

~ 8 ~

The period of Probation may be extended at the discretion of the competent

authority but will not be extended by more than one year save for exceptional

reasons.

The shortcomings if any should be brought to the notice of probationer well in

advance for making special efforts at self-improvement.

Action either to confirm or extend probation period should be taken within six to

eight weeks before probationary period ends and decision should be

communicated before hand.

Confirmation

An employee who has satisfactorily completed the period of probation or extended period of probation shall be deemed to have been confirmed in service.

On Promotion

There is NO probation for promotees in the same service and group.

There is ONE-year probation for promotees to higher group which may be

extended upto a maximum of one year.

~ 9 ~

SOME SPECIAL CASES

The other basis on which employees get recruitment at NPCIL can be illustrated as

under.

1. SENIORITY: -

• Direct Recruits

General Procedure- Relative seniority of all direct recruits will be according to the order of

merit in the selection list drawn by the Selection Committees. Persons appointed from an

earlier select list rank senior en bloc to those appointed from subsequent list.

Delay in joining duty- Persons selected are required to join duty within a specified time.

Offer letter will make it clear that the offer will lapse, if they do not join before specified date.

In exceptional cases, there is provision to extend time upto six months. In that case also

seniority will not be affected.

On revival of the lapsed offer- When a lapsed offer is revived person joining after the

revival will be shown as junior to those who have already joined from the select list. If in the

meantime, another selection takes place and some or all of the selected persons join, the

person will be junior to all those of such subsequent list.

2. PROMOTEES: -

~ 10 ~

General Procedure: In the case of promotions by “on merit” basis, seniority will be in the order of merit list drawn by the DPC. In the case of promotions by ‘seniority-cum-fitness’ basis, names of unfit candidates will be removed and the original seniority maintained for the rest.

Persons who have refused promotions and promoted after one year: -Persons on refusal of promotion will lose seniority and will be shown junior to those promoted prior to their subsequent promotion.

Re-employed pensioners

Those re-employed after superannuation will not form part of the cadre. That

retired/discharged before superannuation and re-employed in civil posts are treated as

direct recruits and their seniority fixed accordingly.

Meritorious sportsmen

When recruited through Employment Exchange by direct recruitment along with other

categories seniority is in the order in which they are placed in the select list.

Persons under suspension/disciplinary proceedings

Original seniority is not affected, if completely exonerated and the suspension held

unjustified. Promotion is given against the first available vacancy. He is deemed to

have been promoted from the date junior was promoted, for counting service in the

higher post for eligibility for promotion to the next higher post.

~ 11 ~

PROCEDURE FOR RECRUITMENT

1 ADVERTISEMENT:

All posts in Group A & B should be filled through open advertisement. In case of

Group C&D the recruitment notice may also be published in the Employment news

published by the publication division of the Ministry of 1&B, GOI. Prominent

advertisement agencies in the region should be identified and empanelled based on their

ability to serve the client. All identified vacancies may be notified to the press through

the empanelled advertisement agency.

2 APPLICATION FORM:

Applications are invited from applicants with following details:

1. Post applied for

2. Name (in Block letters)

3. Date of birth (in Christian era)

4. Sex

5. Nationality

6. Religion

7. Category (GEN/SC/ST/OBC)

8. Present and permanent address (in Block letters)

9. Educational qualification (examination passed, name of the institution/ University,

whether full time/part time course, year of passing, subjects and percentage of

marks.)

10. Previous experience [name of the employer with address, period of service with

dates, position held, nature of duties and salary drawn (basic + DA)]

11. Relatives in NPCIL/ DAE

~ 12 ~

3 ELIGIBILITY FOR INTERNAL CANDIDATES:

Internal candidates can apply for the advertised posts if they fulfill the norms.

4 APPOINTING AUTHORITY:

Appointing authority for different levels of post are given below:

S.No Description of Post Appointing Authority

(1) (2) (3)

A. ALL UNITS

1. All group A posts below Board level Managing Director/CMD

2. - - All group B posts in Centralised

Admn. Cadre

Director(P)

- - All group B posts in Centralised

Accts. Cadre

Executive Director(F)

- - All group B posts in Centralised

Cadre (Directorate of C&MM)

Director(CMM)

~ 13 ~

(1) (2) (3)

B. CORPORATE OFFICE/HEAD OFFICE

3. All group B posts not falling in Sr. No. (2)

above.

Director (Personnel)

4. All group C posts. AGM/DGM(HR)/ Sr.Mgr.(HR)

5. All group D posts. Manager (HR)

C. UNITS

6. All group B posts not falling in S.No.2 above Station Director/ Project

Director

7. All group C posts. AGM/DGM(HR)/Sr.Mgr. (HR)

8. All group D posts. Manager (HR)

TRANSFER POLICIES:-

MEANING OF TRANSFER: Transfer refers to moving the employees to similar positions in other work unit. It may involve a

promotion or demotion or no change in the responsibility. The transfer may be helpful in

avoiding replacement, layout, job enrichment, shift change and removing individual grievance

etc.

TRANSFER POLICY AND BENEFITS

~ 14 ~

1. TRANSFER POLICY: NPCIL transfer policy is derived giving due consideration to the organisational

goals, enhancement of knowledge of professional in multiple disciplines, redeployment of

manpower arising out of multi-faceted time bound activities executed by in-house staffs and

periodical rotation of employees holding sensitive posts.

In NPCIL the transfer can be either inter unit or intra unit. The inter unit transfers

would normally be of personnel belonging to group A and B. In respect of Group C staff, the

reason for such a transfer need to be specifically recorded while seeking approval for such

transfer.

2. HORIZONTAL TRANSFER:

1. When the transfer of an employee is made either in the same post or any post equivalent

to the post held at the time of transfer (hereafter referred to as “old post”) and continues to draw

the pay as that of the old post is known as Horizontal transfer.

Horizontal Transfer can result due to the following circumstances:

(a) For filling the same position at a new location,

(b) Functional requirement of other directorate,

(c) Functional requirement of multi-disciplinary changes,

(d) Administrative exigency,

(e) Redeployment of personnel of time bound activities,

(f) Routine job rotation plan not linked with promotion,

(g) Rotational transfer of persons working in service sections/areas

2. Horizontal transfer can be one unit to another, within the unit, or within the same

Directorate.

3. TRANSFER ON SELECTION TO HIGHER POST: On selection/Promotion to higher post due to functional requirement transfer can be made from

one unit to another unit. Such of those who are not willing to be posted to another place may

have to forego their promotion.

~ 15 ~

4. JOINING TIME:

• All regular employees of the NPCIL are entitled to the joining time as admissible except

in the following cases:

(a) Temporary transfer not exceeding 180 days,

(b) Transfer on one’s own request.

• In cases involving transfer from one station to another and also involving change of

residence, an employee may be allowed joining time with reference to the distance

between old headquarters and the new headquarters by the shortest route and ordinary

modes of travel as indicated below:

Distance between the old

headquarters and the

new headquarters

Joining time admissible

Joining time admissible

where the transfer involves

continuous travels by road

for more than 200 KMs.

1000 KMs or less 10 days 12 days

More than 1000 KMs but

less than 2000 KMs

12 days 15 days

MORE THAN 2000 KMS 15 days except in case

of travels by air for

which the maximum will

be 12 days

15 days

PROMOTION IN NPCIL

MEANING OF PROMOTION

~ 16 ~

Promotion refers to moving the employees to positions of higher authority and responsibility.

Promotion may be based on employee’s seniority or merit.

PROMOTION POLICY AND RULES

OBJECTIVE OF PROMOTION

1. To enhance the moral of employees through informing them the avenues in growth and

career prospects.

2. To devise and implement a promotion policy which ensures equity of opportunity,

fairness to all employees in the matters of promotion in NPCIL.

3. To motivate the employees through suitable reward in recognition to their augmentation

to the growth of the Organisation.

PROMOTION RULES FOR VARIOUS CATEGORIES

(A) GROUP A AND GROUP B

i) Non- scientific and Non- Technical: Promotion to all managerial positions in Group ‘a’ and Group ‘B’ in centralised

positions and C&MM Directorates shall be vacancy based as each position is vested with

definite accountability. Such positions are required to be manned by persons with demonstrated

high competence and adeptness f the subject matter in the areas concerned.

~ 17 ~

Corporate HRD group shall work out details of vacancies. Crucial dates for considering

filling up of vacancies shall be 1st January every year. NPCIL has a fast track promotion for the

employees on completion of a specified length of service along with the specified CR ratings as

proscribed for the purpose for each grade to reward the employees for achieving outstanding

performance and to motivate them to enhance their performance. The number of officers who

shall be considered out of those eligible in the feeder grades for promotion by selection by merit

which solely on the basis of merit which will be assessed through a selection process which

may include performance appraisal, and a structured test and / or interview designed to

determine the employees’ ability, adeptness and competence for effective functioning in the

higher group / grade shall be computed as follows:

Number of clear Normal Zone Extended Zone for SC/ST

Vacancies

1 to 4 5 times 5 to 7

5 and above 3 times 5

ii) Scientific and Technical Category:

In scientific category for promotion to grade SO/SB (equivalent) and above up to

grade SO/E merit promotion scheme is followed based on the orders/ norms issued by length of

Trombay Council from time to time. The criteria for promotion is length of service, CR rating and

performance in the interview conducted by the selection committee appointed by the competent

Authority.

Corporate HRD group, on receiving the information about the list of people in the zone of

consideration for promotion from various units submits the consolidated list to screening

committee as appointed by the competent authority.

(B) GROUP C

iii) Non- Scientific & Non-Technical:

~ 18 ~

• Up- gradation Scheme –

The promotions for Group C non-scientific and non- technical staff in personnel, Finance and C

& MM Directorates are (non-vacancy based) under up gradation scheme for the lowest two

grades of group C vacancy based promotions for other.

The crucial date be 1st April every year under up-gradation scheme.

The units shall conduct the up gradation examination in the month of March every year and

necessary sped test and / or interview, etc. shall be completed in the last week of March to

ensure that the promotion orders could be issued effective from 1st April.

The employees who have completed ten years of service in the existing grade and maintain

required CR grades in the preceding five-year might be promoted under the up gradation

scheme irrespective of whether the concerned candidate qualify in the up gradation

examination. However, it is obligatory for the employee to appear for the examination and make

effort to qualify.

• Vacancy based promotions –

Promotions, which are vacancy based, will be effective from the date of

assumption of charge of the vacant post.

Wherever prescribed, the candidates have to qualify in the written examination / speed/

proficiency test and interview to become eligible for promotion.

Zone of consideration for vacancy based promotion shall be computed as follows:

Number of clear Normal Zone Extended Zone for SC/ST

Vacancy

1 to 4 5 times 5 to 7

5 and above 3 times 5

~ 19 ~

Minimum performance rating required to be possessed by a candidate shall be the

benchmarked grade and above for the prescribed period for being considered as eligible for

promotion. For calculation of marks five year CR rating shall be considered.

RESERVATIONS FOR SC/ST/OBC/PH:

Government directives on reservation e.g. for SC/ST/OBC/PH candidates in award of

promotions are incorporated so far based on their applicability in the context of NPCIL

promotion policy.

• SENIORITY:

Seniority, in case of ‘ selecting on merit’ basis will in the order of the merit list drawn by

selection Committee an approved by competent authority, In case of promotions by ‘ seniority-

cum- fitness’ names of unsuitable candidate will be removed and there original seniority shall be

maintained for the rest.

In case where separate quote arte fixed for different feeder cadres separate

select list should be prepared for each feeder cadre and selection shall be made from each list

to the extent of quota. Selected candidates will be placed in a consolidated list in the order of

merit keeping in view the prescribed quota. Among persons in the feeder grades given the same

grading those in the higher scales of pay will rank senior to those in the lower scales of pay. If

separate quotas have not been prescribed, the combined list will be in the order of merit

decided by DPC.

• DEBARRING: If an Officer refuses promotion and he is debarred he shall loose the seniority and

seniority will be reckoned below all the persons in the current panel. Standing government

orders for promotees under disciplinary proceedings or major penalty shall be followed.

~ 20 ~

• SEALED COVER PROCEDURE:

The sealed cover procedure shall be adopted where disciplinary/vigilance/criminal cases are

pending as per the extant orders on the subject. At the time of consideration such cases of

employees for promotion where sealed cover procedure will be applicable, details of employees

in the zone of consideration for promotion falling under the following categories should be

specifically brought to the notice of the Selection Committee:-

i) Employees under suspension

ii) Employees in respect of whom a charge sheet has been issued and the

disciplinary proceedings are pending.

iii) Employees in respect of whom prosecution for a criminal charges is pending.

• CONSTITUTION OF SCREENING AND SELECTION COMMITTEE: To ensure that the suitability of the candidates for promotions is considered in an objective and

impartial manner, Selection Committees are formed for various categories for making promotions.

The Selection Committee so constituted shall judge the suitability of employees for promotions

matters.

(a) Non-scientific and Non-technical

The composition of Screening/Selection Committee for various grades is as follows:

• Screening Committee for Group A and B officer’s posts

The screening Committee shall be chaired by Director (Personnel). The members shall

be constituted by any two among Director (C F), Director (C & MM) and DGM (HRD). A

representative of Director (Engg.) 220 MWe Directorate in SO/G grade will also be a member of

the Screening Committee.

• Selection Committee Group A and B officer’s posts:

~ 21 ~

The Selection Committee shall be chaired by any one among Director (P),ED(F),

Director (C&MM), Director (CF) depending on the Cadre directorate. The members will include

one representative each from the cadre directorate, Engineering, HRD and one SC/ST

representative. For Sr. Mgr and above one member from the Finance is also included in the

Selection Committee. All the members shall be at least one grade ahead of the post in which

promotion is to be made.

In all the interviews the Selection Committee shall be provided approved job

specifications of the posts recommended for promotion, by the recommending authority.

(b) Scientific and Technical:

The composition of standing Screening and Selection committees for grades SO/E,

SO/D, SO/C, SO/B and equivalent are as follows :

• SCREENING COMMITTEE: The screening committee chaired by Director (Personnel) and comprising a nominee of

Director BARC, and one nominee each from NPCIL, HQ, TAPS ,RAPS ,MAPS, NAPS,

KAPS,TAPP-3&4,KAIGA, RAPP-3&4

• SELECTION COMMITTEE:

For the grades SO/B (equivalent) upto SO/E the guidelines for constitution of selection

committee is as follows:

The Selection Committee will be chaired by either Director or Chief Engineer and the

members include the Scientific Officers at least two grade higher than the grade for which the

selection is taking place. The committee will also include one member from P&IR who will be at

least one grade higher than the selection grade, a member of SC/ST and two experts for each

of the candidates for SO/E & SO/D whereas for SO/C one expert is required for AMIE cases.

~ 22 ~

FORMATION OF PANEL AND APPROVAL OF APPOINTING AUTHORITY: -

The panel is the list of candidates in order of merit and made out of eligible candidates found fit

by the Selection Committee for the post concerned. This is distinct from seniority based panel

for which no interviews are necessary.

The panel for promotion drawn up by selection Committee for `selection’ posts would normally be

valid for one year. It should cease to be in force on the expiry of a period of one year and six

months or when a fresh panel is prepared, whichever is earlier.

Selection Committee recommendations stand accepted unless the Appointing Authority

disagrees within three months.

EX-GRATIA SCHEME FOR FAMILIES OF EMPLOYEES WHO DIE WHILE IN SERVICE

The ex-gratia amounting to Rs. 5 lakhs is paid to the families of NPIL employees who die while

in service and missing employees, where the family’s condition justify grant of such assistance

in accordance with the Scheme. Ex-gratia scheme was started in 2007.

The recruitment cell and HR senior managers conduct meeting in every 3 months to discuss

about the scheme and deserving cases. The amount is not directly given to the family. The

family is given interest of the ex-gratia amount per month upto 10 years from the sanction date.

~ 23 ~

PREPARATION OF MIS (Management Information System ) REPORT

The MIS report highlights the ongoing activities and strength available and vacant positions in

the RR site.

NPCIL, RR Site makes the MIS report monthly, quarterly, half yearly and annually.

MONTHLY REPORT

• Staff strength at the end of the month.

• Vacancy data at the end of the month

• Progress of recruitment section (Post Wise)at the end of the month.

• Proforma enclosing lists of persons enclosed / recruited in category ‘C’ and ‘D’ posts

through recruitment.

• Statement of House Allotment at the end of month.

• Data Redressal of Public Grievances at the end of the month.

• Monthly return on manpower –category wise at the end of the month.

• Personal achievement or sorrow of DAE employees.

• Monthly report of change of event during the month.

• Monthly Manpower Information (Sci./Tech./Non –Tech/ Aux.)

• Krishnan Committee Report

• Manpower Information of Trainees and FTA

QUARTERLY REPORT

• Reservation for OBC in service in PSUs

• Representation of SCs / STs in service to National Commission.

~ 24 ~

• Rehabilitation of STs displaced by Major Projects

• Recruitment in Group ‘C’ and ‘D’ trough Selection Committee

• Redressal of Public Grievances

• Representation of Minority Community

• Report on Casual Labour Employees

• Report on for implementation of PM’s new 15 point programme for the welfare of

minorities – Half yearly

• Report for implementation of PM’s 15 point programme for welfare of minorities – Yearly.

HALF YEARLY REPORT

• Reservation of Ex- servicemen in Group ‘C’and ‘D’ posts

• Inspection report of Liaison officer for SCs/STs

• Reservation for Group ‘C’ and ‘D’ posts of Physically handicapped

• Redressal of Public grievances appearing in Newspapers columns – By ER

• Report on Category- wise and Grade- wise

ANNUAL REPORT

• Appointment of Non Indian in Govt. services

• Reservation for SCs/STs in services under the Public enterprises

• Cases of suppression of SC/ST employees in Central Govt. services

• Date of Recruitment of OBC

• Sexual harassment of women – Compliance of Guidelines

~ 25 ~

• Number of Disabled persons employed in the Group ‘A’, ’B’,’C’&’D’.

• Inspection report of Liaison officers for SCs/STs

• Reservation of SC/ST/OBC for Central Govt. services.

ROLE OF ESTABLISHMENT SECTION

IN NPCIL

The establishment section maintains the service books and personal files of the employees

working in NPCIL, RR Site.

It helps to process and sanction following employee benefits and advances:-

• Bicycle advance

• Festival advance

• Scooter / motor cycle advance

• Car advance

• General purpose

• HBA(House Building Advance)

• Encashment of LTC

• Encashment of leave along with LTC

• NPCIL(Sponsorship for Higher Education) Scheme

• NPCIL Scheme for Membership in Professional Institutions

• NPCIL(Children Education Assistance) Scheme

• NPCIL (Award of Scholarship to the Children of Employees) Scheme

~ 26 ~

• Interest free advances

• Interest bearing advances

~ 27 ~

BIRTHDAY BASH IN HR SECTION

The HR section in RR site has the unique practice of celebrating birthday party per

month for the HR employees whose birthday falls in the particular month. It’s a great

gathering full of fun and frolic for the HR family. Each HR section manager gets an

opportunity to present a quiz round and the winners are awarded prizes. The party

refreshes the employees from the tired work and boosts them to achieve high for the

organisation.

~ 28 ~

Design & Development of Financial Accounting:

SL. NO.

TITLES

1. FAIS (Financial Accounting Information System)

PURCHASE SECTION

WORKS SECTION

CASH & BANK SECTION

MISCELLANEOUS

COMPILATION

2. MAIS (Material Accounting Information System

3. PPPS (Pay Personnel Roll & Provident Fund System)

4. Format of Trial Balance, P&L A/C and Balance Sheet

5. AUDITING

~ 29 ~

FINANCIAL ACCOUNTING IN PUBLIC ENTERPRISES

Financial Accounting Information System (FAIS), Material Accounting Information System (MAIS) and Personnel, Payroll and Provident Fund System, (PPPS).

These systems are operated independently and then MAIS and PPPS entries are integrated into

FAIS periodically / Monthly / Quarterly / Yearly.

(A) FAIS (Financial Accounting Information System):

It is the main system relating to accounting. It is said to be the heart of accounting.

FAIS is segregated into different sections, like:

Purchase.

Works.

Cash & Bank.

Miscellaneous.

Compilation.

~ 30 ~

(B) MAIS (Material Accounting Information System):

Material Accounting Information System as the headings says, that it is related with the

Accounting of Material in the department.

(C) PPPS: (Personnel Payroll Provident Fund System)

It deals with personnel records and their Accounting and generation of payroll and provident

fund accounts.

(A) FAIS:

As FAIS is handling 5 major sections. They are described as under:-

1. Purchase Section:

It includes those transaction related with the purchase of materials. In purchase section

Supplier Accounting Bill is prepared. This voucher is used for booking of purchase Bill

and adjustments of advance and other items against a purchase order.

“Purchase Order “is the order against which order rate and quantity of material is

placed to the suppliers. It is issued to the supplies for the supply of materials:

Equipments, Components, Spare Parts or any other funerary items without involving any

for issue of material.

~ 31 ~

Procedure for Placing Purchase Order:

1. Indent Raised :

Indent is raised by user section.

2. Registration:

Indent is registered in C & MM (Contract & Material Management).

3. SPIC:

Spare Purchases Inventory Committee reviews the requirement by checking

inventory in stores & clears indent in SPIC committee.

4. CMM : (Purchase Wing)

For floating tender to various parties.

5. Types of Tender:

Limited Tender Public Tender Single Tender

(LT) (PT) One party for

5-10 Parties More than 50 Proprietary

Lacs Published Item

In News paper

~ 32 ~

6. Contract & Material Management wing sends enquires to various parties at

taking proper approval by giving sufficient time for tender filling

7. Tender Opening :

After receipt of tender, tender is opened in presence of Accounts representative.

8. CST is prepared by Contract & Material Management wing & send to Engg.-in-

Charge for recommendation.

9. Accounts Concurrence :

Engineer-in-charge send file to Accounts to review and concurrence. The

Accounts officer gives concurrence & sends the file to competent authority for

approved.

10. Purchase Order is placed by CMM:

After approval of file, the PO is placed by Contract & Material Management wing

giving to following clauses.

Freight rate:

Road Permit:

Name of nearest Railway Station:

~ 33 ~

Delivery Period :

CHECK PARAMETERS FOR PURCHASE ORDER: -

1. Payment Terms :

All items must be dispatched with in the delivery period specified otherwise

extension time should be requested by supplier. In case PO is more than 5 lakhs

than following extra conditions are applicable

2. Liquidated Damages :

Liquidated Damages @ 1.0% per week delay subject to maximum 5% will be

charged.

3. Performance Bond :

The supplier shall give a performance bond in the form of Bank Guarantee. The

bond will be refunded of the completion of the warranty / guarantee period.

4. Security Deposit:

Parties are asked to gives 10% of order value as bank guarantee for the security

deposit or money is deducted from bill.

~ 34 ~

SAB (Supplier’s Account Bill)

Payment to suppliers made through SAB

Check parameter at the time of passing of the supplier Accounting Bill (SAB).

1. Material Receipt Voucher:

It is the primary element on the basis of which SAB can be the basis of which SAB

can be made MRV receipt from store for accepting quantity rate and other things.

2. Consignee Copy:

Slip, which is issued by the transport company

3. Excise Duty (Included Cess):

Normally rate of excise duty is 10.30 %.

4. Sales Tax:

Value Added Tax Central Sales Tax

Generally, the rate for capital goods 2% against form ‘C’ is given

is 12.5%, but for plant use the VAT by purchaser to supplier. The supplier

is 5%. will submit to Sales tax authority.

~ 35 ~

Dr - Liability for supply of material.

Cr - Recovery if any.

Cr - Net (supplier control A/C).

Whenever payment released, bank payment voucher is made, the entry is as follows

At BPV:

Dr - Supplier control A/C.

Cr - Bank.

5. Payments:

Payments are prepared as per payment terms given purchase order. Liquidated ledger &

security deposit to etc are deducted, if applicable.

6. In case of advance payment through bank for PO following documents are

required:

1. Bill in triplicate.

2. Original for buyer copy of invoice cum delivery challan.

3. Shipping release.

4. Original copy of LR/RR

5. A Copy of letter of insurance.

6. Guarantee certificate.

7. Appendix-A & Appendix-B.

However normally payments terms are made within 30 days after receipt of materials in

store & acceptance by user.

~ 36 ~

2. Works Section:

It includes works which are awarded to outside agencies which can not be done departmentally.

There are 3 types of contracts.

1. Works Contract.

2. Service Contract.

3. Miscellaneous type of Contract.

Procedure of works Contract:

1. Technical Sanction:

It includes departmental estimates and approval from competent authority is taken.

There are 3 types of tenders (a) Single (b) Limited (c) Public.

2. NIT: Notice inviting Tender:

A tender is prepared and published or local circulation as per approvals. The contracts

has to purchase tenders documents, in which all conditions, labour & material involved,

column for schedule for quantities and rates are published.

3. Opening of Tender:

Contractors submit the tender along with earnest money deposit and the tender is

opened in presence of Account representative, Engineer-in-charge.

~ 37 ~

4. Comparative Statements:

The CST is prepared by the Engineer-in-charge

5. Checking of CST:

It is being done by accounts and sent back to Engineer-in-charge

6. Recommendations:

Recommendations L1 (lowest one) normally is given by engineer in charge and sent to

Account for its concurrence.

7. Concurrence: The recommendation are received by Accounts and if found in order and

concurred and sent back to engineer-in-charge.

8. Approval of Work Order:

The work order is approved by competent authority.

9. Draft Work Order:

It is prepared by Engineer-in-Charge and sends to Accounts for vetting.

~ 38 ~

10. After vetting the work order is issued to the contractor.

11. Execution of Work:

There after parties start carrying out work and present its bill from time to time

12.

Types of Tender:

Public Tender Limited Tender Single Tender

Condition

Public tender should normally be called in all cases where estimate cost of the work is

above 10 lakhs.

Limited Tender: In case of limited tender minimum 5 parties should be identified and

tender to be issued to them. In case the estimated cost more than Rs. 10 lakhs, for

limited tender approval of competent authority to be obtained. It is given only to

registered parties.

Single Tender : On approval of the competent authority to call single tender as per

power delegated single tender can be called in any of the following conditions :

1. Work of proprietary nature.

2. There is only one source of supply / contractor.

3. Replacement and addition to existing equipments.

4. Work requires specialization.

5. Emergency shutdown work.

~ 39 ~

Contractor Accounting Bill. (CAB)

Whenever a bill is passed for the contractor, it is passed through CAB.

Check parameter at the time of payment of CAB.

a. Arithmetical accuracy of the measurements that have been entered by engineer-in-

charge in measurement book.

b. Security deposit 10%, or bank guarantee of equivalent amount income tax 2.05%+

education cess, , sales tax Water Charge 0.1% and Electricity Charge, Conservancy

Charges Rs 1.00 per person/month these are checked for calculations.

c. Group Insurance of labour.

d. IR certificate for proper payment to workers.

e. Medical of workers.

f. Safety of workers.

Running Bills & Final Bill:

RA Bills: It is prepared in between of work after checking measurement of work done.

Final Bill: It is prepared after completion of the work

~ 40 ~

Contractor Accounting Bill (CAB)

(Entries to be passed at the time of passing bill)

Gross bill value : Dr

Security Deposit : Cr

Incomes tax : Cr

Sales Tax : Cr

Contractor control A/C : Cr

Bank payment vouchers

Contractor control A/C : Dr

Bank : Cr

3. CASH & BANK SECTION:

All cash & bank related transactions are done in this section.

Important activities of cash and bank section:

Fund management site:

The required fund for the department expenditure are sanctioned from head office and received

by this section.

Cash & bank section held two types of accounts.

1. Special term deposit.

~ 41 ~

2. Current Account.

Special term deposit (STD)

STD is utilized in order to minimize interest LOSS.

All the payment made to the outside contractor and supplies are done by this section through

cheque and in cash in case of small amounts.

But before making cheque or draft they confirm proper address and checking of calculation of

vouchers i.e. BPV, CPV, BRV, and CRV).

Bank reconciliation statement:

Bank reconciliation statement is prepared at every month end of each bank by this section. For

this checking they prepare days book and cross check with bank statements.

4. MISCELLANEOUS SECTION:

Miscellaneous bills other than works and purchase come under this category.

Whenever any bill is settled which does not relate to contractor, supplier, it is routed through a

separate voucher which is said to be expenses voucher (EVR).

At EVR

Dr - Gross payment (total bill value)

Cr - Recovery if any

Cr - Net amount (Sunday creditors A/C)

At - BPV

~ 42 ~

Dr - Sunday creditors A.C

Cr - Bank

5. COMPILATION & AUDITING

All the data get compiled and integrated in compilation like MAIS, FAIS and other accounts

heads on consolidated basis for the generation of trail balance, profit & loss A/C and balance

sheet.

The main activity of the compilation section is the finalization of account but before finalization

following activities taken into consideration.

(i) Capitalization:

It includes: -

Review of capital work is progress

All additions & deletions made on assets.

Depreciation adjustment

Review of MAIS capital issue.

Put to use of Assets.

Calculation of cost of asset:

~ 43 ~

The purchase price will be determined by adding to the material price paid and

expenditure incidental to its acquisition.

Production cost of a fixed asset is the Total of the price of raw materials and

consumables used and directly attributed cost in making the fixed assets in working

condition for its intended use at its intended location.

(ii) Reconciliation of Inter unit A/C

It includes: -

“Payment made / income received on the behalf of the head office”/other unit Entries to be

passed on IUA from head office.

1. For transfer of funds (IUA)

a. IUA Credit – Inter unit A/C code

Debit: inter unit clearing A/C.

b. BRV: Debit - Bank A/C

Credit: Inter unit

Clearing A/C.

2. For capital expenditure / fixed assets:

Credit - Inter unit code

Debit - CWIP (Assets)

3. For other intersectional adjustments:

Credit: Inter unit A/C

~ 44 ~

Debit: Expenses

Entertainment

TA advance

Printing & Stationary

Entries to be passed at the different units:

1. Debit: inter units A/C

Credit: Concerned expenditure.

All the credit of the head office must match with the debit of the unit on whose behalf fund is

paid.

(iii) Break-up of Account Code :

The major activity of compilation section is preparation of age-wise analysis of control account

and break-up of non control account which is essential for audit purpose

(iv) Review of Account Code and Description:

Account code is a 5 digit numeric field for specific use in Public Enterprises. The following codes

are: -

~ 45 ~

Account Code series Account description

10000 Fixed asset capitalized

12000 Accumulated depreciation on fixed assets

14000 Capital work in progress

15000 Expenses during construction

18000 Deferred revenue expenses

19000 Formulation expenses

21000 Free issue Material

22000 Inventory

23000 Chargeable material issued to contractor

24000 Advances

25000 Sundry debtors

26000 Loan and advance to staff

27000 Advance to Govt. department

28000 Interest & other deposits

29000 Cash & bank Balances

41000 Liabilities –fabrication

42000 Liability –other

43000 net salary payable

48000 Earnest deposited/security

49000 Provision for doubtful debts

50000 Share capital

61000 Sale of power

62000 Income

70000 Expenses

80000 Inter unit advice

90000 Inter unit clearing

~ 46 ~

(v) Generation of Report:

For report generation following activities are involved

1. Preparation of voucher.

2. Date entry.

3. Edit List Checking.

4. Modification.

5. Processing.

6. Report Generation.

7. Reconciliation / Rectification.

8. Record maintenance.

Input Documents Preparation of Voucher:

The following are the input documents / vouchers streams available in FAIS.

Cash payment Voucher CPV

Cash receipt Voucher CRV

Bank Payment voucher BPV

Bank receipt voucher BRV

Expenses voucher EVR

Supplies Account Bill SAB

Energy Bill Voucher EBV

Sales Debit Note SDN

Sales credit Note SCN

Standard journal voucher SJV

Non standard journal voucher NJV

~ 47 ~

Travel expenses Voucher TEV

Other Debit Note ODN

Other credit note OCN

Contractor Account Bill CAB

Inter Unit Account IUA

Capitalization Journal Voucher CJV

Impress Adjustment Voucher IAV

Depending on the nature of transaction suitable documents are prepared. Due care should be

taken before preparation of these documents. Every field in the input document has a definite

use in FAIS. Therefore, each field is required to be furnished with appropriated information.

~ 48 ~

A

PROJECT REPORT

ON

HR AND FINANCE PRACTICES

IN NPCIL

NUCLEAR POWER CORPORATION

OF INDIA LIMITED

AT RAWATBHATA RAJASTHAN SITE

~ 49 ~

Under the Guidance of: Deputy Managers(HR) & Deputy Managers(F&A) RR SITE

A comparative study by:

Swati Mohan I Year B.Sc.(ISM), 1004163

M.O.P Vaishnav College For Women Chennai

PREFACE

For the vocational training required during summer 2011 for my course i.e. B.Sc (Information Systems Management), I have selected Rawatbhata Rajasthan Site, a

unit of Nuclear Power Corporation of India Limited for this purpose. It is a reputed

electricity generating company. Though in Power sector, India has achieved a

remarkable improvement, but still it requires a lot of advancements. In this situation the

role of Nuclear Power Station becomes more important.

During my training I have been associated with different areas of FINANCE &

ACCOUNTS GROUP and HR GROUP of Nuclear Power Corporation of India Limited at RR-SITE. I have studied the working of all sections and made the final

project report. I learnt how to bridge the gap between theoretical and practical working.

I would like to extend my sincere thanks to AGM(F&A) and AGM(HR) for allowing me

for this training & Deputy Managers(F&A) and Deputy managers(HR) for sparing their

valuable time for this purpose.

Swati Mohan

~ 50 ~

~ 51 ~

ACKNOWLEDGEMENT

I express my sincere thanks to all the Deputy Managers of Finance group and HR group

for guiding me right from the

inception till the successful completion of the project.

I sincerely acknowledge

them for extending their valuable guidance, support for literature,

critical reviews of the report and above all the moral support

they had provided to me during all the stages of this project.

I would also like to thank

Shri R.K.Sharma ,

Training Coordinator(NTC)

who made the necessary arrangements for my training and sent me to

HR and Finance & Accounts section of the organization.

I feel very obliged

to all the members of HR group and Finance group

for their timely help and moral support.

~ 52 ~

Swati Mohan

CONCLUSION

First and foremost, I feel that that the recruitment and selection of the HR Group plays a

vital role in choosing the best of the best members for the NPCIL team. The whole

policies and rules related with the recruitment and selection are very effective. The

Establishment section bears a great responsibility in proper sanctioning of loans and

advances to the employees at proper time. The HR Group rightly called as a family is

the reason for cordial employee relations and NPCIL’s good image in the public sector.

Secondly, the company uses the financial analysis techniques. It shows that there is still

a room for improvement in the future formulation and monitoring part, which is a bit of

concern for the management. It should be noted that the company is making constant

efforts to improve the system, in making the forecasts more accurately and timely. The

organization has a very good system of accounting and all the accounts of various

sections are well maintained here by office members. As discussed above various

vouchers and documents are prepared to regulate the day-to-day work of the

organization. I think the whole process is abort from any loophole.

Finally, I would say that NPCIL, RR Site has a good system of administration policies.

The tremendous effort and cooperation of the NPCIL employees is truly commendable.

The practical training has proved a great success in throwing light upon the HR and

Finance practices in NPCIL.

~ 53 ~

CONTENTS

S.No Description Page No.

1 About NPCIL 1

2 Human Resource Management 12

3 HR Practices in NPCIL 18

4 Recruitment Section 20

5 Establishment Section 46

6 Finance and Accounts Section 47

7 Conclusion 68

8 Bibliography 69

~ 54 ~

BIBLIOGRAPHY

• ORGANISATIONAL BEHAVIOR – Robbins

• HUMAN RESOURCE MANAGEMENT- K.Aswathappa

• HR HANDBOOK OF NPCIL

• ANNUAL REPORT OF RR SITE

• HANDBOOK ON WORKS CONTRACT

~ 55 ~

• NPCIL SITE WEB SITE