ਪੰ ਜਾਬ ਸਰਕਾਰ

ਪੰ ਜਾਬ ਸਟੇਟ ਈ-ਗਵਰਨਸ ਸੁਸਾਇਟੀ

ਦਫਤਰ ਪਾਸਿਨਕ ਸੁਧਾਰ ਿਵਭਾਗ
GOVERNMENT OF PUNJAB
PUNJAB STATE e-GOVERNANCE SOC
CIETY
O/o DEPARTMENT OF GOVERNANCE REEFORMS

Order

The HR Policy of PSeGS as appproved by the Executive Committee inn its 39th meeting held on
b the Board of Governors in its 16th meetting held on 04.07.2023 as
02.06.2023 and further ratified by
per Annexure-A is hereby notifieed with immediate effect.

Dated: -11.08.2023 Girish Dayalan, IAS

CEO & MS, PSeGS

Endst No. DGR-PSeG/17/20222/e-315775/6037-6038 Dated: - 17.08.2023

A copy of above is foorwarded to the following for information and necessary action:-

1. All project Managgers

2. All PSeGS Staff

Digitally Signed
Signed by: SUBHASH CHANDER SHARMA
Designation: General Manager (HR)
Document ID: evweq7i
Date: 17/08/2023 04:37 PM

|| Office: D-241, Sector 74, Mohali,

M Punjab| +91-172-2994838 | ceo.pseg
gs@punjab.gov.in ||
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Annexure - A

PUNJAB STATE e-GOVERNANCE SOCIETY

POLICY FOR HUMAN RESOURCES
2023

(As approved by Executive Committee and further ratified by Board of

Governors in its meeting held on 02.06.2023 & 04.07.2023 respectively)

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Table of Contents

1. Introduction 4

2. Definitions 4

3. Statement, Purpose and Scope 5

3.1. Statement15

3.2. Purpose 5

3.3. Scope 5

4. Contract of Employment 5

4.1. Employment Tenure 5

4.2. Termination of Contract and Notice Period 6

5. Designations 6

5.1. Executive and Administrative Divisions 6

5.2. IT Division (Software, Network, Business Analysis) 9

5.3. Project Specific Staff 10

6. Annual Increase in Remuneration 11

7. Performance Evaluation and PIP 11

8. Leaves and Allowances 12

9. Group Insurance scheme 13

10. Internship 13

11. General Terms and Conditions 14

11.1. Working Hours 14

11.2. Taxation 14

11.3. Employment Conditions 14

11.4. Conflict of Interest 14

11.5. Grievances 15

11.6. Non - Disclosure 15

11.7. Interpretation 15
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11.8. Applicability 15

11.9. Parity & Fitment 16

11.10. Amendment of the Policy 16

11.11. Others 16

Annexures 17

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1. Introduction
This is the Policy for Human Resources for Punjab State e-Governance Society
(PseGS), 2023. PseGS is a society registered under the Societies Registration Act, XXI
of 1860 being an act for the registration of Literary, Scientific and Charitable Societies.

2. Definitions
Unless the context otherwise requires, the following terms whenever used in this document
have the following meanings:
2.1. “BoG” refers to the Board of Governor, PSeGS.
2.2. “Competent Authority” under the policy shall be CEO, PSeGS unless
specially mentioned otherwise.
2.3. “CEO” refers to the Chief Executive Officer, PSeGS.
2.4. “Contractual resources” shall mean the resources hired on contract basis by
PSeGS.
2.5. “Day” refers to any calendar day including a Saturday or Sunday or a public
holiday.
2.6. “DGRPG” means Department of Governance Reforms and Public
Grievances, Government of Punjab. The term shall include the Directorate of
Governance Reforms and Public Grievances, Punjab also, wherever
applicable.
2.7. “EC” refers to the Executive Committee of PSeGS.
2.8. “Government” shall mean Government of Punjab.
2.9. “HR” refers to Human Resources.
2.10. “IT” refers to Information Technology.
2.11. “Resource” refers to a manpower resource who is deemed to be a full-time
resource in terms of any recognized conditions of employment of PSeGS.
2.12. “MS” refers to the Member Secretary, PSeGS.
2.13. “Outsourced resources” shall mean and include the resources not on the rolls
of PSeGS but working for PSeGS and their services having been hired
through a Manpower Services Provider.
2.14. “PSeGS” refers to Punjab State e-Governance Society

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3. Statement, Purpose and Scope

3.1. Statement

PSeGS under the aegis of DGRPG is executing a number of projects for the State,
pertaining to the implementation of IT and e-Governance. The society aims to
engage, hire, train and groom the resources in order to implement the projects for
the State. This Policy is to ensure that terms and processes of engagement are
standardized. The policy aims at valuing diversity and promoting equity across the
cadres.

3.2. Purpose

PSeGS recognizes that its resources are fundamental to its success. Therefore, in
order to be able to engage/hire & retain resources of the highest caliber, a strategic
and professional approach is essential. The purpose of this Policy is to provide a
sound framework for the engagement of resources for the implementation of the IT
projects.

3.3. Scope

The Policy covers all activities that form part of the engagement, retention and exit
process.

4. Contract of Employment
4.1. Employment Tenure

4.1.1. The resource shall be engaged ordinarily for an initial period of 2 years or less
as may be required, subject to yearly performance evaluation being found
satisfactory. However, this initial period of engagement can be increased with
the approval of competent authority.
4.1.2. After the initial period of 2 years, the resource may be considered for a yearly
extension, subject to the condition that the resource has obtained a minimum
annual rating of 3 or higher in each of the preceding years of engagement.
However, an extension of more than 1 year may be given, subject to a

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maximum of 3 years at a time, for reasons to be recorded in writing by
Competent Authority.
4.1.3. Extensions shall also be subject to termination clauses as mentioned in this
Policy and requirements of the project.

4.2. Termination of Contract and Notice Period

4.2.1. The engagement contract may be terminated by either of the parties i.e, the
employer / resource after giving 30 days’ notice or by paying emoluments in
lieu of the notice period on a pro-rata basis.
4.2.2. In case of any document/ testimonial relating to eligibility of the resource being
proven wrong/ incorrect at any stage, the contract of the resource shall
automatically stand terminated without any prior notice and action would be
taken as per the applicable law/ policy.
4.2.3. The resource will conduct himself / herself in a professional manner with
highest ethical, moral and financial standards and will not indulge in any
malpractices of financial misappropriation., In the event of any misconduct,
misbehavior, fraudulent practice, indiscipline, insubordination, dereliction of
assigned duty, inefficiency, causing of financial loss, loss of reputation, willingly
or due to negligence, the contract shall automatically stand terminated and
action would be taken in accordance with terms and conditions of contract.
4.2.4. The Competent Authority reserves the right to review the case and waive off
the notice period in special cases.
4.2.5. All the clearances / NOCs as per the format (Annexure - A) shall be pre-
requisite to the relieving of the official.

5. Designations

5.1. Executive and Administrative Divisions

5.1.1. The various designations of the executive and administrative staff shall be as
under:

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Table - A (Executive Positions)

SN Designation Minimum Qualification Minimum Relevant Monthly

Experience in the Remuneration
respective field (in Rs.)

1. General Manager (GM) Technical & Projects Divisions: 18 years 1,50,000

B.E. / B.Tech. / B.Sc in (IT / Computer
Science / Electronics) / B.C.A from a
recognized university or institution with
minimum 50% in aggregate. Candidates with
2. Deputy General Manager MBA / PGDM / PGDBM / PGP in 13 years 1,25,000
(DGM) Management shall be preferred.

HR / Admin:
B.B.A / PGDM / PGDBM in HR from a

3. Assistant General recognized university or institution with 10 years 1,00,000

Manager (AGM) minimum 50% in aggregate.

Finance:
B.B.A / B.Com / PGDM / PGDBM in Finance
or PSAS or CA from a recognized university
4. Manager 6 years 65,000
or institution with minimum 50% in aggregate.

Legal:
L.L.B from recognized university or institution
with minimum 50% in aggregate.

5. Deputy Manager (DM) / 3 years 40,000

ADO / District IT Manager
(DITM)

6. Assistant Manager (AM) / 2 years 35,000

Assistant District IT
Manager (ADITM)

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Table - B (Administrative Positions)

SN Designation Minimum Qualification Minimum Relevant Monthly

experience in the Remuneration
respective field (in Rs.)

1. Assistant Technical: 1 year 30,000

B.E. / B.Tech. / B.Sc. in (IT / Computer
Science / Electronics) / BCA from a
recognized university or institution with
minimum 50% in aggregate.

Finance:
B.Com / CA inter from a recognized
university or institution with minimum 50%
in aggregate.

Legal:
LLB from recognized university or
institution with minimum 50% in
aggregate.

2. Clerk-cum-Data Entry Bachelor’s Degree from a recognized 0 Rs. 25,000

Operator University or institution; AND
Should have, before his appointment, has
a typing speed of 30 words per minute
(English/ Punjabi)

3. Driver Valid Driving license (LMV) 3 years Rs. 22,000

Minimum Driving Experience of 3 years

4. Multi-Tasking Staff Skill in the relevant field 0 Rs. 20,000

(Peon / Sweeper / Gardener
/ Security Guard)

Note 1: For positions such as HR, Finance and Admin, preference may be given to candidates having prior
experience in Government of Punjab or its Boards, Corporations, PSUs, etc. Minimum qualifications in such
cases may be considered by the internal committee.

Note 2: Valid relevant experience and equivalence of Minimum Qualifications of similar degree to be decided
by the Selection Committee appointed for the purpose.

Note 3: Existing resources shall be given appropriate parity, fitment and designation as per the Table A and
Table B above (Refer Clause 11.9).
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5.1.2. Hiring of executive positions in Table - A shall be on a contract basis. A

transparent selection process through advertisement shall be followed.
However, the existing resources on outsource basis shall be continued till their
recruitment on contract basis through transparent process.
5.1.3. Hiring of resources on administrative positions in Table - B shall be on an
outsource basis. However, the existing resources on contract shall be
continued till termination of contract, as per the terms and conditions of the
respective contracts.
5.1.4. The hiring process shall be as per the Annexure - B or as amended from time
to time.

5.2. IT Division (Software, Network, Business Analysis)

5.2.1. The various designations in the IT Division shall be as under:

Table - C (Software, Business Analyst, Network)

SN Designation Level Total Relevant experience

9 16+ years
Principal Engineer/
1. 8 14 - 16 years
NE/ BA
7 12 - 14 years
6 10 - 12 years
Sr. Engineer / NE/
2. 5 8 - 10 years
BA
4 6 - 8 years
3 4 - 6 years

3. Engineer NE/ BA 2 2 - 4 years

1 0 - 2 years

Note1: In the software cell, resources are required for Business Process Re-engineering, etc.
Accordingly, resources may be hired for the posts - Manager, Sr. Consultant, Consultant or any other
designation as per requirement and their level and emoluments shall be decided as applicable to IT
division.

Note 2: For specialized IT technologies such as Cyber Security, Emerging Technologies, AI/ ML, Drone
Tech, Block Chain, etc. where experience of the prospective candidate may be lesser but criticality / value
of the resources to PSeGS is higher and essential in nature, Internal Committee for hiring resources, may
recommend placing the concerned resource in up to 3 levels higher. Competent authority for such
approvals shall be as under:
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a. CEO for 1 level higher
b. PSGR for 2 levels higher
c. EC for 3 levels higher

Note 3: Existing resources shall be given appropriate parity, fitment and designation as per the Table C
above (Refer Clause 11.9).

5.2.2. Profiles of various levels in Table C shall be - Mobile App, DevOps, Database,
Cloud, UI / UX, etc for Software Development development, QA (for Quality
Assurance) and Network (for Network division). Accordingly, an Engineer in the
Software Cell shall be referred as “Engineer (Software)”.
5.2.3. The Incharge / Head of IT Division may add more roles as per project
requirements.
5.2.4. Qualifications for all posts in Table - C (except Network Profile): (B.E. / B.Tech.
/ B.Sc.) in (IT / Computer Science / Electronics) / B.C.A from recognized
university or institution with minimum 50% in aggregate.
5.2.5. Qualifications for all posts of Network profile: (B.E. / B.Tech. / B.Sc. / 3 years
Diploma) in (IT / Computer Science / Electronics) / B.C.A / from recognized
university or institution with minimum 50% in aggregate.
5.2.6. All posts shall be filled on an outsourced basis. However, the existing
contractual resources may be continued till termination of contract, subject to
other provisions of this policy and as per their contract.
5.2.7. Experience shall be as per the division / relevant field of engineering.
5.2.8. The hiring process shall be as per Annexure - B or as amended from time to
time.
5.2.9. The hierarchy and applicable scales for the IT division are placed at Annexure
C.

5.3. Project Specific Staff

5.3.1. Project specific staff and their hierarchy shall be kept as per requirements of
the concerned project/ Department/ Organization, in line with this policy and as
per the approved rates; whether PSeGS is implementing the project or only
providing the resources; subject to administrative and financial approval of the
sponsoring Department / Organization.
5.3.2. The engagement of such resources shall be co-terminus with the project.

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6. Annual Increase in Remuneration

Annual increase in remuneration (cumulative) upon renewal of contract shall be
payable, effective from the date of approval of the policy as per criteria mentioned
below:

● Executive and Administrative Staff - 6%

● IT Division - 10%

The annual increase in emoluments shall be subject to performance evaluation as

specified in Clause 7.

The annual increase shall henceforth be accorded to all eligible resources(who have
completed minimum 1 year of engagement with PSeGS)on January 1 or July 1 every
year.

7. Performance Evaluation and PIP

7.1. The annual performance report of the resources shall be prepared on receipt of the
feedback from the concerned Project Manager as per Annexure D. The ratings
shall be as under:

Rating Marks

Outstanding 5

Very Good 4

Good 3

Average 2

Below Average 1

7.2. Average rating of minimum 3 for the past 3 years (if available) shall be required for
increase in emoluments / extension of services / consideration for hiring against a
higher vacant position.
7.3. Ratings of “below average” or “average”, the resource shall be put under the
Performance Improvement Plan and his / her increase / renewal shall be put on
hold during this time period.

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7.4. After 3 months of PIP are completed, an interim report shall be obtained. In case
the report is still not improved, the resource shall be liable to be terminated by
giving a notice of 30 days.
7.5. Once the resource gets cleared from the PIP after recommendation from the project
manager and approval by the Competent Authority, his / herwithheld emoluments/
increases would be released with the orders of competent authority.

8. Leaves and Allowances

8.1. Leave cannot be claimed as a matter of right. Any kind of leave due has to be
applied in advance and can be availed after prior sanction. In exceptional
circumstances beyond the control of the applicant, such as sudden illness, leave
can be applied for post facto approval with sufficient proof to the satisfaction of the
sanctioning authority.
8.2. Casual Leaves: 12 days in a calendar year to be restricted up to the proportionate
service rendered during the calendar year. Casual Leavecan be sanctioned by the
Project Manager / Reporting Officer.
8.3. Maternity Leave: As per The Maternity Benefit Act, 1961 or as amended from time
to time.
8.4. Paternity Leave: Maximum period of 15 days for the first two children.
8.5. Medical Leave: 12 days of medical leave during a calendar year may be granted
subject to submission of relevant medical proof to the satisfaction of the Competent
Authority.
8.6. Ex-India Leave: On leave admissible and due, permission from the Competent
Authority may be taken.
8.7. Extra Ordinary Leave (without pay): Extraordinary leave may be granted by
Competent Authority in special circumstances when no other leave is admissible or
when other leave is admissible, is applied specifically for. EOL shall be without pay
and cannot be sanctioned beyond the period of engagement of the resource.
8.8. Public Holidays: All public holidays, as may be declared by the Government of
Punjab.
8.9. Any unauthorized leave availed without prior sanction shall be liable for disciplinary
action.

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8.10. The benefit of any other leave (such as Quarantine Leave etc.) prescribed by the
Government from time to time, may be extended to all resources by the Competent
Authority.
8.11. TA/ DA rules shall be applicable to the resources as prescribed by EC from time to
time. The present set of applicable rules are as per Annexure - E.
8.12. No HRA, CCA or other special allowances over and above the emoluments, unless
stated otherwise in the terms of engagement, shall be payable to the resources.
8.13. Leave during Notice Period: Any resource hired under this policy will have to
serve a notice period of 30 days wherein the resource shall be entitled to casual
leaves only (for maximum 3 days, subject to entitlement). In case casual leaves
exceeding the entitlement are availed, the notice period shall stand extended by the
number of extra leaves availed by the resource after tendering the resignation. The
relieving of the resource can further be extended for knowledge transfer or non-
compliance of other conditions laid down in 4.2.5, wherever required, as per the
orders of the Competent Authority.

9. Group Insurance scheme

9.1. PSeGS shall endeavor to cover all contract resources under a group insurance
policy with health coverage of Rs. 5,00,000 and accidental and death coverage of
Rs. 10,00,000.
9.2. Additional coverage for the dependent family members can also be opted by the
resources, upon co-payment of additional premium by themselves for the additional
risk coverage.

10. Internship
PSeGS may onboard interns of the relevant discipline for a period upto 6 months from
recognised universities / colleges at a monthly stipend upto Rs. 15,000. This shall, in no
way, create a liability on PSeGS for hiring them on rolls in future and each intern shall
have to sign an indemnity bond to this effect.

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11. General Terms and Conditions

11.1. Working Hours

Resources shall be required to work eight (8) hours a day in accordance with the
office timings inclusive of half an hour lunch. The PSeGS practices a forty (40)
hours work week. Subject to the applicable law, work timings, schedules and shifts
may vary from time to time based on DGR/ PSeGS requirements and depending
upon exigencies of work. Resources may be required to work additional hours as
appropriate to fulfill the responsibilities of their role.

11.2. Taxation

Any amount payable to the resource towards compensation, other entitlements and
/ or any other payment shall be subject to deduction of withholding taxes and / or
any other taxes under applicable law. All requirements under Indian tax laws,
including tax compliance and filing of tax returns, assessment etc. of the resource’s
personal income, shall be fulfilled by the resource only.

11.3. Employment Conditions

Resources shall not undertake any full-time or part-time contract, as a director /

partner / member / employee / consultant of any other organization / entity engaged
in any form of business activity without the written consent of PSeGS during the
validity of their engagement contract.

11.4. Conflict of Interest

The Resources are bound not to work with any vendors of the PSeGS having
conflict of interest for at least 6 months from the date of completion of engagement.
Further, resources shall be required to disclose if any of his / her immediate family
member is working with a vendor of PSeGS so that the concerned resource may
not be assigned to the related project to avoid conflict of interest.

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11.5. Grievances

Any personnel/administrative matters shall be reviewed by the GM (HR). In case

the resource is not satisfied and represents for review, the Competent Authority
shall reserve the right to either form a committee or take a decision on its own.

11.6. Non - Disclosure

The manpower resource must maintain secrecy about the information, documents,
procedural processes or details and other confidential information about the
organization, that may have come to the knowledge or record during service with
the organization and would not disclose, use or allow it to be used by any other
interested party at any point of time during the service duration or thereafter. Any
such disclosure or misuse of the proprietary information of PSeGS would be liable
for legal action.

11.7. Interpretation

The decision of the Competent Authority in all matters relating to the decision and
interpretation of this policy and its provisions shall be final and binding on all the
resources.

11.8. Applicability
11.8.1. This Policy shall cover contract and outsourced resources (including existing
resources) as per the relevant provisions applicable.
Note: However, the outsourced resources deputed by the Manpower Service
Provider (MSP) will remain the employees of MSP only and shall have no claim
for adjustment in any project and/ or contract/ regularization with PSeGS.
PSeGS will not be a party to any legal case/claim/dispute etc. raised by the
outsourced resource.
11.8.2. Applicability of this Policy for the resources engaged in the specific projects,
which are being handled on behalf of the Government / Organizations, shall
require the specific approval from the concerned Authority before making any
provision for change of designation and remuneration revision.
11.8.3. The Policy shall be in force from the date of notification by Competent
Authority. Any benefits shall be only prospectively applicable.

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11.9. Parity & Fitment

For resolving the matters pertaining to the parity, fitment and nomenclature of
existing resources with the proposed designations, an Internal Committee shall be
formed and the committee’s recommendations based on keeping in view relevant
experience, eligibility criteria and profile / expertise which shall be subject to further
approval by the Competent Authority.

11.10. Amendment of the Policy

11.10.1. All salaries shall be subject to review every 5 years to keep up with the industry
standards. EC, PSeGS shall be competent to amend, add, modify, revise this
Policy.
11.10.2. The policy shall come into existence from the date of notification and shall
remain valid till it is further amended or rescinded by the EC/BoG.

11.11. Others

11.11.1. The Competent Authority shall have the power to relax the requirement of
educational qualification of Punjabi language for positions such as those which
are purely technical in nature i.e. IT / Software, etc. However, working
knowledge of the Punjabi Language will be essential in all cases.
11.11.2. The reservation provisions shall be continued as per the prevailing regulations
for all contractual resources.
11.11.3. The Competent Authority may extend the benefit of any special allowance to a
category of personnel, in case such allowance is extended by the Government
to a similar category of personnel.
11.11.4. PSeGS shall not pay lesser than the minimum wages as per the Labour Laws.

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Annexures

Annexure - A (Exit Checklist)

Administrative

1. ID Card HR

2. Email ID PAWAN Project Manager

3. eOffice account eOffice Project Manager

Departmental Clearance

4. Laptop Project Manager Procurement

5. Data Card Project Manager concerned

6. Finance Finance wing

7. HR including exit interview HR

8. Any other -

Project Related

9. Knowledge Transfer Controlling officer / Project Manager

10. Relevant project documents Project Manager

(online backup)

11. File handover Project Manager

12. Official letters / Project Manager

correspondence, hardcopies

13. Relevant email forwarded Project Manager

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Annexure - B

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Note: - Further, that only in the case of recruitment to Senior contractual positions such as GM/ DGM/
AGM andin cases of hiring domain experts such as Cyber Security & Emerging Technologies etc. where
written test may not be feasible – the CEO, PSeGS may amend the hiring process accordingly.

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Annexure - C (No of Posts)
Executive Positions
Designation Technical Projects HR Finance Legal Total Positions

GM 1 1 1 1 1 5

DGM 4 1 1 1 1 8

AGM 2 1 1 1 1 6

Manager 6 1 1 1 1 10

DM / ADO / DITM 29 0 3 2 1 35

AM / ADITM 29 0 3 2 1 35

Note 1: One DITM and One ADITM per district.

Note 2: The positions shall be filled as per requirement / need only.
Note 3: Technical vertical includes one post for DGM (Cyber Security) & one for DGM
(Network).

IT Division
Software Cell
Total Relevant No of Monthly Remuneration
S.N Designation Level
experience Posts Range
1. Principal 16+ years 1 9 Rs. 1,20,000 - Rs. 1,45,000
Engineer/ BA 14 - 16 years 4 8 Rs. 1,10,000 - Rs. 1,40,000
12 - 14 years 6 7 Rs. 90,000 - Rs. 1,35,000
2. Sr. Engineer/ BA 10 - 12 years 8 6 Rs. 80,000 - Rs. 1,35,000
8 - 10 years 10 5 Rs. 70,000 - Rs. 1,30,000
6 - 8 years 15 4 Rs. 60,000 - Rs. 1,10,000
3. Engineer/ BA 4 - 6 years 20 3 Rs. 50,000 - Rs. 90,000
2 - 4 years 20 2 Rs. 40,000 - Rs. 70,000
0 - 2 years 20 1 Rs. 30,000 - Rs. 50,000
Network Profile
Total Relevant No of Monthly Remuneration
SN Designation Level
experience Posts Range
1. Principal Engineer 16+ years 1 9 Rs. 90,000 - Rs. 1,20,000
(Network) 14 - 16 years 2 8 Rs. 80,000 - Rs. 95,000

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12 - 14 years 3 7 Rs. 70,000 - Rs. 85,000
2. Sr. Engineer 10 - 12 years 5 6 Rs. 60,000 - Rs. 75,000
(Network) 8 - 10 years 7 5 Rs. 50,000 - Rs. 65,000
6 - 8 years 10 4 Rs. 40,000 - Rs. 55,000
3. Engineer 4 - 6 years 25 3 Rs. 35,000 - Rs. 50,000
(Network) 2 - 4 years 30 2 Rs. 30,000 - Rs. 40,000
0 - 2 years 35 1 Rs. 25,000 - Rs. 35,000

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Annexure - D (Performance Report Format)

The indicative performance report format is as under. However, it may be changed as per
requirements by the competent authority.

Performance Report (202_-202_)

1. Name of the resource

2. Designation

3. Date of joining

4. Name of the District / Section

5. Field of work & Duties assigned

6. Conduct & Character

7. Punctuality & Discipline

8. Initiative and willingness to work

9. Behavior with
a. Superior Officers

b. Colleagues

c. Subordinates

10. Dependability

11. Attitude towards work

12. Ability to dispose off the work

13. Quality of work

14. Intelligence & keenness to learn

15. Are there any adverse remarks on

the work and conduct of the
resource? (‘Yes’ or ‘No’)
If Yes, specify details.

16. Teamwork and ability to get along

others

17. Overall Grade

(Outstanding / Very Good / Good /
Average / Below Average)
i.e5/4/3/2/1 respectively.

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Performance Report (202_-202_)

18. Recommendation of the Controlling

Officer for extension of contract

Date:
Place: Signature, Designation and stamp of the Controlling
Officer

Comments of the reviewing and approving authority:

Date:
Place: Signature, Designation and stamp of the Approving
Authority

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 Policy for Human Resources
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Annexure - E (TA / DA Rates)

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PSeGS/HR_policy/2023 Page 26 of 26
Rules/Guidelines as approved and adopted for the purpose of Fitment as per HR
policy:
a. The fixation of Contractual manpower shall be done at the level of PSeGS.
However, provisions of Clause 11.8.1 shall apply to the outsourced manpower.
b. The provisions as per clause 11.8.2 shall apply to the Project specific staff.

c. Relevant experience shall refer to prescribed experience at the time of selection

of the resource, in addition to experience gained in PSeGS. Only completed
years shall be considered.
d. There shall be no movement of resources from Executive positions to
Administrative positions and vice versa.
e. Experience in PSeGS shall be calculated up to the date of notification of policy
i.e. 13-06-2023.
f. The existing pay as on the date of notification shall be protected in all cases.
g. In the IT division, all resources to be granted initial pay in the range
irrespective of experience of intervening year within the range viz someone
with 3 years’ experience in the IT division falling within the range of “2 years-
4 years” will be granted initial pay applicable to L-2 i.e. Rs. 40,000.
h. Fitment in the relevant level shall be subject to availability of posts at that
level. For the purpose of determining seniority, the following formula shall be
applied:
I. The first criteria will be that a person with an earlier date of joining with
PSeGS shall be given precedence.
II. In case the position is tied as per A) above, a person of higher age in terms
of years and months as on the date of notification shall be given
precedence.
III. The official who does not qualify for a particular level shall be fitted in the
lower level with the initial pay of the lower range or existing pay,
whichever is higher.
i. The resources on the post of Manager Process Re-engineering have been
included in the IT division. Further, the no. posts of Engineer, Business
Analysis and Manager Process Re-engineering shall be fixed at each level.
j. While considering fitment to the remaining resources, more rules / guidelines
may be required to be adopted by the internal committee in addition to the
aforesaid list of basic guiding principles.