H.

R PRACTICES IN WAPDA

THE RECRUITMENT POLICY:

The present Recruitment Policy was adopted by the Department in 1992 from the Federal Government
Recruitment Policy. The salient features are: -

• All recruitments are made in February and August every year except for development Projects.
• All recruitments are subject to advertisement in the press giving 30 days’ time.
• The selection procedure is to be completed as soon as possible but within six months.
• Qualification prescribed for the various posts shall be the same as already approved and
prescribed in the Service Rules of the post.
• Adhoc appointments will not be made.
• Prescribed limit already notified for this purpose.

RECRIUTMENT SOURCES???

MODE OF FILLING VACANCIES

Each category cadre is specified for filling vacant posts as to whether from within Dept: called promotion
or from market called direct recruitment by setting aside ratios called quotas

e.g,

A post of Junior Engineer is filled as under: -

• 30% by Promotion
• 70% by Direct Recruitment

DIRECT RECRUITMENT

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

• Procedure for Recruitment

 All recruitments are made through competitive examination / test.

 It has objective type of tests to determine suitability.
 The prescribed application form for recruitment of officers is use.
 The examination / test is carried out by Examination Cell.
 The recruitment is made from all over Pakistan (except for lowest grade
 posts to be filled on local area basis) on the following categories & provincial quota
Categories:

 Disabled 1%
 Destitute / Orphan 5%
 Women 5%
 Merit 10%

Provincial / Regional Quota

 Punjab 50%
 Sindh 19% (Rural 11.4 & Urban 7.6%)
 NWFP 11.5%
 Baluchistan 3.5%
 N & FATA 4%
 Azad Kashmir 2%

RECRUITMENT MONITORING COMMITTEES:

 The Recruitment Procedure are monitored by Monitoring Committees constituted for this
purpose.
 The committees monitor that the recruitment procedure / rules on the subject are being
followed
 The procedure is transparent and free of favoritism or corruption.

EDUCATIONAL CRITERIA:

The selection criteria are based on the following weightages

• of %age of marks secured in Matric examination = x 5/100

• %age of marks secured in F.Sc / Diploma = x 15/100
• %age of marks secured in B.Sc / Professional Degree = x 30/100
• Marks obtained in test / exam = x 50/100

Total Marks: = 100 Marks

EXAMINATION:

The written examination is taken for the following knowledge: -

 General Knowledge / Current Affairs

 Professional

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

The passing marks are 50%.

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

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

For high number of candidates 3 – 4 panels made.

The questions generally refer to the following: -

 Personal Bio-Data
 General Knowledge of Current Affairs
 History of Pakistan
 Professional Knowledge
 Experience
 Job Description

Testimonials are checked with the original Certificates

SELECTION:

The selection is made by the relevant HR Deptt: by preparing a merit list of the

successful candidates based on the following: -

 Academic Marks
 Marks obtained in the Written Test
 Marks obtained in the Interview
 Recommendations of the Interview Panel

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

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

APPOINTMENT

The successful candidates are sent with Appointment Letters through post.

A joining date is given with address where to report.

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

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

VERIFICATION OF CHARACTER & ANTECEDENTS

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

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

On appointment all inductees are asked to fill the character and antecedents’ forms (prescribed by the
Govt.) containing his permanent / temporary address and the names and addresses of his parents,
brothers, sisters and other immediate blood relations.
These forms are sent to the Police and Intelligence Depts. For verification as well as checking their
record for their character.

Till the time Police verification is received one remains on probation

PROMOTIONS

General

• The Department has a Promotion Policy on the pattern of Govt. Policy for regular promotions subject
to availability of posts.

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

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

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

Eligibility Conditions

Criteria for Promotion

 Minimum 3 – 5 years’ service in the relevant field.

 Having passed the Departmental Promotion Examination.
 Having undergone Departmental Training for the post.
 Senior to his other colleagues in the same field.
 Clear from any punishments during 3 – 5 years.
 No enquiry / disciplinary case / NAB / Court case pending against him.

Evaluation

Qualifying Marks for promotion are deducted if:

 Adverse remarks in Evaluation Reports.

 Penalty / punishment imposed in the career.

Qualifying Marks for promotion are added if:

 Meritorious Service Awards / Certificate granted.

 Served in training institute for 2 years.

ORIENTATION

Purpose of Socialization in WAPDA

• The employment situation

WAPDA socialize its employees in order to make them productive as soon as possible. It provides
specific information about the job at early point of time.

• Company policies and rules

Every job in the organization must be performed considering the guidelines and constraints provided by
policies and rules. In socialization WAPDA tells employees about the rules and regulations they must
follow during job.

• Compensation and benefits

WAPDA provide all the information about the reward and compensating systems to their newly hired
employee

• Corporate culture

Socialization helps employees to adjust to the new culture of workplace. Socialization is helping
employees to know about the culture of WAPDA through socialization new employees are able to know
the rules.

• Team membership

At WAPDA most of the work is done in teams’ socialization is done to help new hires to know how to
work in teams. They emphasize on the importance of becoming a valued member of the organization.

• Employee development

Socialization helps employees to know what is expected of them and what is required by the firm for
advancement in the job via promotion.

• Dealing with change

Socialization is making the employees able to learn how to deal effectively with change in order to
survive in their job. WAPDA is doing that by preparing individuals fir change by developing and
expanding their skills

• Reduce anxiety

In order to reduce anxieties, the new employee may suffer WAPDA makes attempts to integrate the
person into the organization.

WHO SOCIALIZE NEW HIRES IN WAPDA?

 HRM Department
• Supervisor
• Peers

TRAINING

performance and efficiency of an organization depends upon the quality of the available manpower.
Being conscious of this fact, WAPDA gives importance to the training of employees in a very systematic
manner. To achieve this objective, the WAPDA has established a number of training institutes. The main
areas of training being pursued include; technical, managerial are commercial.

The training program of WAPDA is administered by the office of the General Manager/Chief Engineer
(Training) located at WAPDA House Lahore. The functions of this office are;

• To propose and implement training policies of WAPDA Staff.

• To propose and implement policies for departmental examinations.
• To coordinate all training activities.
• To prepare yearly training programs.
• To conduct all departmental promotion examinations.
• Notification of training results.
• Monitoring of training schedules of various training institutes.
• To look after all administrative and financial matter of training institutions.

WAPDA Training Institutes

• WAPDA Staff College, Islamabad.

• WAPDA Engineering Academy (Water & Power), Faisalabad
• Thermal Generation Training Center, Guddu
• Hydel Training Center, Mangla
• Technical Services Group, Lahore
• Regional Training Centers (RTCs), one at each DISCO

Regional Training Centers

Regional Training Centers (RTCs) are working at present for providing distribution training. The control
of these Training Centres is with GM (Training) through Staff College Islamabad.

RTC Lahore The Sr Instructor/Sr Engr RTC

WAPDA near 132 /220 KV Grid
Station, Sabaza Zar Scheme,
P.O. Awan Town Bund
Road,Lahore.

RTC Faisalabad Regionl Training Centre,

WAPDA, Factory Area, Grid
Station,Cotton Mill
Road,Faisalabad.

RTC Multan The Sr Instructor/Sr Engr

Regional Training Centre,
WAPDA P.O. Jharian Wala near
132 KV Gid Station Khanewal
Road, Multan.
RTC Quetta The Sr Instructor/Sr Engr
Regional Training Centre,
WAPDA Nawa Killi near Zarghoon Road,Quetta
RTC Gujranwala The Sr Instructor/Sr Engr,
 Regional Training Centre
WAPDA Nandi Pur (Near Power
House) Gujranwala.

RTC Islamabad The Sr Instructor/Sr Engr,

Regional Training Centre,
WAPDA, Staff College, H-8/1,
Islamabad.

RTC Hyderabad The Sr Instructor/Sr Engr

Regional Training Centre,
WAPDA Old MCP Colony,
Jamsshoro, Hyderabad.
RTC Peshawar The Sr Instructor/Sr Engr,
Regional Training Centre
WAPDA, Mardan Road,
Charsadda Peshawar.

Each RTC has its own independent Training Building with sufficient class rooms, hostel facilities etc. It
conducts training for: -

 LS in supervision, technical, commercial and financial fields.

 General clerks, Commercial clerks, Meter Reader and Bill Distributor
 Line men and Assistant Line men

COURSES