Professional Documents
Culture Documents
Budget and Budgetary Control
Budget and Budgetary Control
PROJECT REPORT
ON
BUDGET AND BUDGETARY CONTROL
AT
DURATION OF PROJECT
25.05.2009 TO 08.07.2009
For the compulsory vocational training for my course i.e. MBA I have
TO
NUCLEAR POWER
CORPORATION OF INDIA
LIMITED
(NPCIL)
KNOW YOUR ORGANISATION
Organisation History:
The Atomic Energy Act was enacted in the year 1948 with the objective
of providing for the development, control and use of atomic energy for
the welfare of the people of India and for other peaceful purpose. In
pursuance of the Act, the Atomic Energy Commission was set-up in
August 1948. The Atomic Energy Commission was entrusted with the
responsibility of policy making in the matter of atomic energy. It was a
latter decided that a separate Department, with full powers of a Ministry
of the Government of India, should be set up entrusting it with the
responsibility of development of atomic energy for peaceful purpose.
Thus the Department of Atomic Energy (DAE) came in to existence in
August 1954 under the direct charge of the Prime Minister.
D EP A R T M E N T O F A T O M IC E N E R G Y
R & D O R G A N IS A TI O N S P U B L IC S E C T O R IN D U S T R IA L S E R V IC E
B h a b hAato m i c Re s ea rc h U N D E R TA K I N GS F A C IL IT IE S O R G A N IS A T I O N
C e n tr e , M u m b a i
N u c le a r P o w e r C o r p . o f H e a v y W a t e r B o a r d , D ir e c t o r a t e o f
In d i r Ga a n d h i Ce n tr e fo r
A to m ic R e se a rc h , In d ia L t d ., M u m b a i M u m b ai P u rch a se & S t o res
K a lp a kk a m M u m b ai
In d ia n R a r e E a r t h s L td .,
N u c le a r F u e l
M um bai
C o m p le x , H yd e r a b a d D ir e c t o r a t e o f
R aj aRa m a nCn ea n tr e for
A d v a n c e d Te c h n o lo g y, U r a n iu m C o r p . o f In d ia L td . , C o n s t r u c t io n , S e r v ic
In d o r e J a du gu da & E state M an ag em e
B o a r d o f R a d ia t io n & M u m b ai
V a r ia b le E n er g y C yc lo tr o n B H A V IN I Is o t o p e T e c h n o lo g y,
C e n tr e , Ca lc u tta
K a lp a k k a m M u m b ai G e n e r a l S e r v ic e s
A to m ic M in e r a ls O r g a n iz a t io n ,
D ir e c to ra te fo r E x p lor a tioEn le c tr o n i c s C o r p . o f In d ia K a lp a k k a m
& R e s ea rc h , H yd e r a ba d L td . , H yd e r a b a d )
B o a r d o f R e s e a r c h i n N u c l e a r S c ie n c e s AI D E D I N S T I T U T I O N S
N a ti o n a l B o a r d o f H i g h e r M a th e m a ti c s
T a t aI n s t i t u t e o f F u n d a m e n t aI ln s t i t u t e o f P hBy sh iuc bs ,a n e s h w a r I n s t i t u t e o f M a t h e m a t i c a
R esea rch, M um b a i M e h t a R e s e a r c h I n sMt i taut th& es o f S c i e n c e s , C h e n n a i
T a t aM e m o r i a l C e n t r e , M u m M b aai t h e m a t i c a l P h ys i c s , A l l a h a Ibna sdt i t u t eP oh fa r mRae s e a r c h ,
S a h Ia n s t i t u t e o f N u c l e a r P h y s i c s , A h m e d a ,b a d
C a l c u tta A t o m i c E n e r g y E d u c a ti o
S o c i e t y, M u m b a i
Principle objective and working of nuclear
power plants
Nuclear power plants generate electricity. The principle used is same as that
in a thermal power plant, with the difference that a nuclear plant uses
uranium to produce heat whereas a thermal power plant burns coal.
Principle
Nuclear power generation utilizes the heat energy from the atomic fission
of natural uranium U-235 to produce steam. This steam in turn drives the
turbo generator to produce electricity.
Objectives
To maximize generation (2891 Mus or More) and capacity utilization (75% or
more) in a safe manner.
To minimize the number of forced outages to as low as responsible achievable.
• To minimize outage period for planned maintenance and at the same time
achieving the maintenance objectives.
• Planned implementation of conditions monitoring in service inspection,
modification and upgrading program in an optimal manner during planned
maintenance outages.
• To minimize radioactivity release to as low as reasonably achievable.
• To minimize radiation exposures to as low as reasonably achievable.
• To minimize heavy water losses to as low as reasonably achievable.
• To progressively optimise inventory levels.
• To progressively achieving energy conservation in an efficient manner.
• To improve quality in all activities by ensuring adherence to procedures pre-
jobs briefings and training/re-training of personnel.
• To treasure human resources by continuous exposure to training.
• To ensure human resources development quantitatively and qualitatively and
in a sound and cordial industrial relations environment.
AIM
MISSION
"To develop nuclear power technology and to produce
nuclear power as a safe, environmentally benign and
economically viable source of electrical energy to meet
the increasing electricity needs of the country."
VISION
TO
NARORA ATOMIC POWER
STATION
(NAPS)
IMPORTANT DATES
OBJECTIVES OF NAPS
OBJECTIVES
1. To maximize the power generation and profitability from nuclear
power stations in operation with a motto of achieving the
excellence in "safety first and production next".
2. To increase nuclear power generation capacity in the country
consistent with available resources in a safe, economical and rapid
manner in keeping with the growth of energy demand in the
country.
3. To continue and strengthen QA activities relating to nuclear power
program within the organisation and those associated with it.
4. To develop personnel at all levels through an appropriate Human
Resources Development (HRD) program in the organisation with a
view to further improving their skills and performance consistent
with the high technology operations.
5. To continue and strengthen the environmental protection
measures relating to nuclear power generation.
6. To continue and strengthen the public awareness programmes for
enhancing and improving the public perception for Nuclear Power
in the country.
7. To share appropriate technological skills and expertise at national
and international levels.
8. To bring about modernization and technological innovation in its
activities.
9. To explore and promote participation of Indian Industry, SEB's and
PSUs in the nuclear power capacity addition programme by
forming Joint Venture Projects.
(v)SRA-2,SRA-1(Sr. Asstt)
(Assistant Grade)
(vii) Stenographer.
T/G, T/H.
PB-4(Rs 37400-67000)
Grade pay Pay in the Pay Band Total
8700 37400 46100
8900 40200 49100
10000 43000 53000
12000 4700 59100
POLICIES OF NAPS
SAFETY POLICY
Narora Atomic Power Station (NAPS), a unit of Nuclear Power
Corporation of India Limited (NPCIL), engaged in generation of
electricity from Nuclear Energy at Narora, is committed to perform all
its Station operations with high degree of technical competence and
poised fail safe systems to ensure paramount safety at par with
International Safety Standards.
SAFETY OBJECTIVES:
• To maximize safety at all levels and at all stages in day-to-day Station
activities.
• To adhere to commitments made in International Conventions on Nuclear
Safety.
• To maintain effective communication, supervision and control for
enhancing. Safety
QUALITY POLICY
Quality objectives:
ENVIRONMENTAL POLICY
NAPS, a unit of NPCIL, engaged in generation of electricity from
nuclear energy, is committed to operate the plant while striving for old
class environmental performance and safety standards.
o It is committed to be friendly with environment and to pursue
principles of “sustainable development” through environmental protection
and green belt development pro-actively.
• It manages its operations in an environmentally responsible
manner and aim at “prevention of pollution” through continual
improvement in environmental performance by setting, achieving and
reviewing environmental objectives and targets regularly.
• It complies with applicable laws, regulations and other
requirements.
• It reinforces employee’s interest, trust, belief and commitment by
training to achieve continual improvement in environmental performance in
all operations, activities and services.
• It is committed to a cleaner environment.
RADIOLOGICAL POLICY
• Any job in radioactive area shall be carried out only if there is a net
positive benefit.
• All jobs in radioactive areas shall be planned before hand.
MAINTENANCE POLICY
The GOAL of maintenance i.e. SAFE, RELIABLE and EFFICIENT operation
of equipment is only possible when maintenance policy is understood and
effectively Implemented by all maintenance personnel in consistent manner.
This policy is to assure the quality of maintenance work and required reliability
of performance of the equipment. It covers the maintenance activities and forms
the basis of adequate maintenance programme.
Maintenance Objectives:
OBJECTIVES OF STUDY
RESEARCH METHODOLOGY
The methodology employed for the study of the project
INTRODUCTION
WHAT IS HRM?
Human Resource Management is a process not merely a set of
mechanism and techniques. It is needed by any organization / industry
that wants 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.
WHY HRM?
HRM MECHANISMS
To achieve the HRM objectives in the PSU’s have included following
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.
SCOPE
HRM involves long-term perspective, which visualize change through
involvement and ownership of such changes by the participants. The
HRM takes a positive view of the people and their potential and tries to
foster a climate conductive to growth and development. Hence its scope
is vivid to different fields and it fast changing up management principles.
HRM BENEFITS
Following will be the advantages after implementing the HRM 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.
CONCLUSION
1. ESTABLISHMENT SECTION
2. SEVICES SECTION
3. PUBLIC RELATIONS
5. LEGAL CELL
SECTION
ESTABLISHMENT SECTION
The employee in this section maintains the record of around each and
every employee. They maintain the record of the employee personnel
information plus whatever, benefits he has acquired out of the
organization in terms of schemes published by the NPCIL. These records
are maintained in two books i.e.
NOT-APPLICABLE
1. Part time employees.
2. Muster roll, daily rated, casual employees.
3. Persons appointed on contract for less than 2 years.
4. Permanent deputationists, DAE surplus pool employees.
5. Stipendiary trainees such as, tradesmen, scientific assistant, engineer
trainees.
6. Apprentice under apprentice act.
7. Those who are availing LTC from other sources e.g. spouse working in
Railways, air India etc.
CONDITIONS
LTC claim - LTC claim should be settled within a month of advance taken.
LTC claim should be made within 3 months if advance not taken.
LTC encashment –
• Encashment available against ‘visit to any place in India’ for self and
family members to
• the extent of 100% of the fare by entitled class of travel for 1500 kms
each way.
• For Encashment, the employee or any of his family members should not
have availed LTC any place in India.
• Encashment only to the basic fare and not to reservation charges etc.
APPLICABILITY
The subscription so fixed may be reduced once at any time during the
course of the year and enhanced twice during the course of the year.
Company’s contribution to the fund, on or before 10thof the following
month to the fund an amount equal to the amount subscribed by the
member limited to 10% of the monthly emoluments.
(v) For motorcar basic pay should be Rs.10,500/- p.m., for scooter Rs.4600/-
p.m.
EARNED LEAVE:
HPL credited in advance at the rate of 10 days on 1st Jan and 1st July
every year. Half pay leave to be credited every half year will be
reduced at the rate of 1/18 of the period of dies non during the
preceding half-year. HPL can be availed with or without medical
certificate.
COMMUTED LEAVE:
Not exceeding half of the amount of half pay leave due can be taken on
medical certificate.
MATERNITY LEAVE:
180 days admissible only to female employees with less than two
surviving children.
PATERNITY LEAVE:
CASUAL LEAVE:
• Casual leave can be with special casual leave but not with any
other kind of leave such as earned leave/HPL/commuted leave etc.
• Sundays/public Sundays falling during a period of casual leave are
not counted as a part of casual leave.
• Casual leave is normally granted for more than 5 days at a time.
• LTC can be availed during casual leave.
NOTE: -
30
Human resource
Finance
C& MM
Meaning of IBA
An integrated n line wave based system cover different function requirement of contact of
contract and material management) financial management , and Personal & Human
resource management .
Leave LTC
Security service Book
Manpower plant pay fixation
PF Lone
Property stationary
Administration audit or HR audit miscellaneous
Accommodation Attendance
Training Transport
Disciplinary
User level security
ADVANCES
This section is for sanction of loan to an employee.
Festival advances:
Eligibility: Non Executive category of employees whose Grade Pay
does not exceed Rs.4800/-. Official on EL / Maternity leave are eligible.
Amount of Advance: Rs.3000/-
Sanctioning Authority:Head of Office
Not Eligible: Officials under suspension are not eligible. Officials on
HPL or EOL or LPR are not eligible.
Employee transferred during the year should certify
non-drawl of advance in the previous office in that year.
Conditions:
1. Admissible only once in a financial year even if the festival falls twice in
the same year.
2. Earlier advance, if any should have been recovered in full.
3. Should be drawn before the festival. Time lag between dates of drawl
and disbursement to be reduced to the minimum.
4. Surety of a permanent Government Servant is necessary in cases of
temporary officials but can be waived if the authority is satisfied about
full recovery / adjustment during temporary service.
Recovery:
1. Should commence with the issue of pay for the month following that in
which the advance is drawn.
2. Not more than 10 monthly instalments.
Motorcycle advance
Eligibility –
Nos. of installments- 70
Conditions-
Eligibility –
Amount of advance-
• For NPCIL employees having basic pay 5000/- and above but
below 10500/-, PC advance is Rs. 50000/-
Eligibility –
Conditions-
Nos. of installments- 30
Conditions –
Equipment advance
Nos. of installments- 60
Conditions –
• Only new articles to be purchased.
• Surety to less than 5 years experience employees.
• Receipt to be produced.
House Building Advance
If both husband and wife are working, then only one of them is eligible
for HBA.
Purpose of HBA:
Amount of advance:
Interest rate:
Conditions:
• The official should not have availed of any loan or advance from the
government source, housing board etc.
• The official should not already own a house in the town.
• The title of the land should be clear.
GENERAL ADMINISTRATION
CHSS SCHEME
Applicability
• Those who are referred outside Narora will be entitled to TA/DA as per
NPCIL TA Rules. [Only for chronic diseases].
MEDICINES
CONTRIBUTION
IMPRESTS
ENTITLEMENT
Public relations and welfare activity are embedded part of the personnel
management. Public relation covers the area related with personals
engaged with organization as well as outside of the organization, which
involves liaison work and co-ordination etc. welfare activities are being
provided in this organization.
The NPCIL is involved in part stated as under:
INDUSTRIAL RELATIONS
• Unions / associations
• Grievance handling
• Dispute settlement
Contract labors
• Strike related matters
• Workman’s compensation
• Monitoring activities
WELFARE ACTIVITIES
• Housing
• Education
• Health and family welfare
• Recreation, sports and cultural activities
Transport facility
Canteen and hostel
• Marketing, banking, postal facilities etc.
• Amenities co-operative
PROTECTIVE SERVICES
With regard to radiation safety atomic energy regulatory board (AERB) has the
power to frame rules and regulations and enforce. They are under atomic energy
act, 1962, for radiation safety in the country.
ESTATE MANAGEMENT
Accommodation Criteria:
For providing accommodation there are two factors, which are considered. One
is type of accommodation & another is eligibility of employees. When we talk
of the type of accommodation, area and facilities in a type of accommodation
are considered. In the other hand to consider the eligibility of employees their
pay, date of joining, date of becoming eligible for certain type of
accommodation, date of birth and the important factors that are considered.
While considering accommodation for an employee his eligibility and type of
accommodation are correlated
DIARY AND DISPATCH
Diary means to receive the dak of different place, make entry about it in a
register, get it sorted out and distributed among reciepent. On the other hand in
the work of dispatch, the dak is entered in to a register, after that posted stamps
are pasted on the dak which send to the out of station places. It is send through
post office, private courier. the dak meant for different section of the
organization are delivered by hand & it does not need and postage stamp.
At NAPS entries about received dak & the dak meant for dispatch are made in
computer, instead of paper & register besides posting of postage stamps on the
dak to be dispatch is done through with a machine called Franking machine.
LEVRIES
Liveries are the general facilities given to the employee besides the salary. Such
as dresses, safety shoes, soaps, socks etc.
LEGAL CELL IN HR SECTION
• To interact with corporate office regularly for advice and keep the
corporate office posted of the important legal cases and implement the
decision of the corporation involving legal issues at station level.
• To defend the legal cases arising in the corporation in the best interest of
the corporation.
RECRUITMENT
CONCEPT OF RECRUITMENT:
or groups have their own yardstick to decide the utility of a post for the
corresponding group at the unit. The Annual plan proposal for creation of
posts is thus referred to a nodal agency, i.e. The HRD group which has an
expert cell processes the proposal for a decision for approval or otherwise
of the competent authority.
Conditions of Delegation
RECRUITMENT RULES:
Recruitment rules will cover the following aspects.
1. Designation and classification of posts, duration, scale of pay and
mode of filling up of the posts such as by direct recruitment,
promotion, deputation and absorption.
2. Qualification, age, experience, length of service etc.
3. Reservation for specified categories, such as SC’s/ST’s, OBCs
handicapped personnel, etc., and exemption from reservation.
4. General conditions imposed by the constitution of India such a
domicile, bigamous marriage.
5. Promotional avenues.
6. Appointing authority.
7. Recruiting authority.
SOURCES OF RECRUITMENT
1 RECRUITMENT THROUGH EMPLOYMENT EXCHANGE:
If the services of a NPCIL employee are required beyond the age of his
superannuating then either extension of service or reemployment is given
to those employees as the case may be. Criteria for extension/
reemployment are given below.
Proposals for extension/ reemployment of service beyond the age of
superannuating should not be ordinarily considered.
Extension/ reemployment of service can be justified only in very rare and
exceptional circumstances. Even in such cases, 62 years of age should be
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.
2 LAND AFFECTED
Land affected persons are also known as Project Affected Persons
(PAPs). PAPs are those whose lands/houses/other immovable properties
are acquired by the Project/Department for establishing the Power
Station, exclusion zone and associated facilities.
Towards the rehabilitation of PAPs no assurance shall be given that the
one person of each family of project affected persons would be engaged.
The titleholder of the land/house, his spouse and dependants form a
family. But preference in employment will be given for PAPs for Group
C & D posts. Group A & B posts shall be filled on all India basis
through open advertisements. It may be noted that relaxation in
3.COMPASSIONATE APPOINTMENTS
Categories:
• Blindness or low vision;
• Hearing impairment;
• Locomotors disability or cerebral palsy. [Includes all cases of
orthopaedically handicapped persons.]
Each category is divided into four groups: -
(a) Mild ... less than 40%
(b) Moderate ... 40% and above
Reservation admissible only to those falling under the groups (b), (c) and
(d) above. The minimum degree of disability for any concession is 40%.
2 APPLICATION FORM
Applications are invited from applicants with following details:
1. Post applied for
2. Name (in Block letters)
Internal candidates can apply for the advertised posts if they fulfil the
norms.
4 APPOINTING AUTHORITY
Appointing authority for different levels of post are given below:
All group A posts – DIRECTOR/CMD
All group B posts – DIRECTOR (PERSONNEL)
All group C posts – DGM (P&IR)
All group D posts – MANAGER (P&IR)
SELECTION
2 SELECTION COMMITTEE
Constituting authority of Selection Committee for different groups of
employees are the same as that of Screening Committee. Selection
Committee is responsible for the recruitment of right candidate for the
organisation. Size of the Selection Committee shall be generally 5
members. One or two outside experts are also called from outside
organisations. It is mandatory to have one member belonging to SC/ST
community and one member from minority community.
3 FORMATION OF SELECT PANEL
Once the selection formalities are completed select panel should be prepared
after considering the reservation position. The number of candidates in
the select panel should be equal to the number of vacancies. More
candidates can be listed under the title ‘waiting list’ to take care of
rejections of appointment, if any, by regular panellists.
APPOINTMENT
4 MEDICAL FITNESS
• HRA Form
• Residential Address Form
• Identity Card Form
• Transport Pass Form
• DAE-FRS (family relief scheme)
• Group insurance
• Application form for allotment of residential
Nomination Forms for-Gratuity, Provident fund, Insurance
TRAINING & DEVELOPMENT
According to a Chinese scholar, ‘if you want to plan for a year sow
seeds, if you wish to plan for ten years plant trees, if you wish to plan for
life time develop man.’ This statement highlights the importance of training
man.
NAPS also provides the safety training to its employees i.e. engineers,
supervisors, technicians, contract workers etc. there is
- Half day industrial safety training in every six months for 100%
contract workers.
- Radiation protection training for all radiation workers before
putting them on job.
- Mock up training for specialized jobs.
INDUCTION TRAINING
1. Induction training is an essential constituent in providing the relevant
exposures to the employee who is either new to the organisation or new to a
department through orientation of the employee with the Organisation policy
and goals, Organisation structure and functions of various departments of the
Organisation.
2. Induction Training is also a useful source of appropriate inputs and
experiences from a person who has come from a different set-up. The
induction training can also help the concerned department in learning
from the past experience of the employee’s previous organisation and
embrace positive suggestion at the work place.
3. Corporate Training Group shall be responsible for providing
structured induction training for newly recruited engineering and other
non-technical employees.
4. For new recruitees belonging to other group either Corporate
Office or the respective unit shall provide the induction training
depending on the place of initial posting of the incumbent.
3. In case of non- scientific and non-technical also where the job calls
for relevant specific skills to be developed the necessary on the job
training shall be provided to the incumbent.
4. The performance of the employee on the job shall be assessed and
monitored through a structured system.
STIPENDARY TRAINING
TRAINING ABROAD
NPCIL also nominates employees for training abroad. A Deputation Committee
has been constituted by CMD to review and examine the proposals submitted for
nomination for seminar/training/workshop abroad.
The Deputation Committee shall submit its recommendation to CMD
after examining the proposals.
Nominations may be approved by CMD based on the recommendation of the
Deputation Committee.
Employees nominated for training abroad where the duration does not exceed
six months are required to serve the Corporation for 3 years and where the
duration exceeds six months, are required to serve the Corporation for 5 years
after the completion of the training. In addition employee will also be required
to sign an agreement/bond.
HR INFORMATION SYSTEM :
HR Information system refer to database that can be used for better human
resource management (HRM); which broadly also includes HR Development
(HRD) and related aspects. Various aspects covered by Human Resource
Information system module are:
PERFORMANCE APPRAISAL
AREA OF APPLICABILITY
1. As the performance of an organisation depends on the performance
of its employees, it is therefore incumbent upon the management
of NPCIL to embrace a system, which can effectively appraise the
employee’s performance. In NPCIL, the performance of every
employee is assessed annually through Confidential Report (CR),
which provides the documentary evidence of the basis for appraisal
c) The third goal of the system is to generate reliable data for training or
such other developmental efforts and to offer assistance to the employees
for their improvement.
3. Confidential Reports which is the sole means of Performance appraisal in
NPCIL requires to be consulted at the time of consideration of the cases
of employees for
a) Promotion
b) Confirmation
c) Deputation including deputation abroad
d) Transfer
GENERAL INSTRUCTIONS
d) Where justified, the Reporting officer shall record adverse remarks in the
confidential report.
g) Where a reviewing officer is not sufficiently familiar with the work of the
official reported upon, it is the onus of the reviewing officer to verify the
veracity of the remarks of the reporting officer so as to ensure the
objectivity of the confidential report.
COMMUNICATION OF DEFICIENCIES:
APPEAL:
CONFIDENTIAL REPORTS
Purpose
To assess every year the performance of every employee of NPCIL every year.
Scope
Overall Responsibility
Details Of Procedure
Head under whom the employee is working with a copy to the custodian
of CRs and put up the same for signature of AM/DM.
Asstt. Manager / Dy. Manager: Signs on the covering letter with due
issues the letter along with the blank CRs forms in a sealed cover.
Enters the event of forwarding of blank CR in the register and also post
entry in the reminder diary in order to inform the same to the Section
Head when called for.
Reporting Officer: Ensure that Self Appraisal portion (wherever
Reviewing officer: Ensure that the Reporting Officer has completed all
custodian.
Custodian: On receipt of the CRs, check whether the Reviewing Officer
At the end of the report following names and numbers are required: -
• Prepared by
• Reviewed by
• Approved by
• Issued by
• Issue No.
• Revision No
A+ EXCEPTIONALLY
BRILLIANT
A1 OUTSTANDING
A2 VERY GOOD
A3 GOOD
B+ AVERAGE
B BELOW AVERAGE
C INDIFFERENT BUT JUST
WORTH RETAINING IN
SERVICE
D NOT WORTH RETAINING IN
SERVICE