C&B PROJECT

An Overview of Global Engineering Group (Pvt) Ltd

Global Engineering Group (Pvt.) Limited (GEG) is Pakistan’s premier consultancy
organization. Its international stature is well established and it enjoys the reputation
of being one of the top engineering consultancy organizations in Asia and Africa and
is ranked amongst the world’s top 200 consulting firms.

GEG was established in 1973 as a private limited company by the Government of

Pakistan. The objective of its creation was to create a pool of talented engineers,
attain self-reliance in engineering consultancy and replace foreign consultants. The
company has achieved these objectives to a large extent.

GEG is registered with a number of international funding agencies such as IBRD,

ADB, IDB, etc. Today GEG has undertaken 2951 projects out of which 2528 are
domestic and 423 are overseas projects located in Afghanistan, Azerbaijan,
Bangladesh, Bahrain, Benin, Cameroon, Chad, Dominica, Gambia, Ghana, Guinea,
Iran, Iraq, Kazakhstan, Kyrgyzstan, Libya, Nepal, Nigeria, Oman, Pakistan, Qatar,
Republic of Yemen, Saudi Arabia, Senegal, Sierra Leone, Somalia, Sudan, Syria,
Tajikistan, Tanzania, Thailand, Turkey, Turkmenistan, UAE and Uzbekistan. The
cumulative cost of the projects undertaken by GEG is US $ 160 billion.

The Company’s success lies in the hard work of its highly skilled employees and
commitment to quality in every facet of its operation. It was this commitment that led
it to become the first engineering consultancy organization in Pakistan to obtain ISO
9001 QMS certification in 1998. Another landmark has been achieved by GEG in its
endeavors towards quality, through conversion of the existing ISO 9001 Quality
Management System to the latest version of the standard viz. ISO 9001:2000 and
subsequent award of Evergreen Certificates in December 2003.

GEG has evolved a flexible organisational structure suiting its specific needs. The
affairs of the Company are guided by a Board of Directors including a Chairman, a
full-time Managing Director and 9 Directors. The day-to-day functioning of the
Company is looked after by the Managing Director, assisted by a Board of
Management. Various divisions of the Company are broadly divided into project
management divisions, specialty divisions and support divisions.

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Support divisions include the Business Development Division, Overseas Division,
Coordination Division, Finance Division and Human Resources Division. The project
management divisions are cost-centres responsible for the management of projects
from conception to implementation stage. They work within approved budgets and
are required to earn profits.

Mission Statement
Global Engineering Group is committed to provide consultancy services in all facets
of our operations, to the utmost satisfaction of our clients, with the highest level of
professionalism and dedication.

Vision Statement
Global Engineering Group believes and is striving to bring growth not only in
Pakistan but also internationally, by consistently delivering projects that meet
international standards.

LONG TERM OF OBJECTIVES

GEG's Management strives for enhancing excellence at GEG with the sincere
cooperation of its hardworking employees. In order to accomplish this formidable
task, the following are the minimum long term objectives:
 Utmost efforts will be made to gain professional excellence, both at national as
well as international levels by creating environment conducive to professional
growth and interdisciplinary harmony.
 Plans are afoot to enhance professional efficiency and ethics.
 Expertise in the emerging fields of engineering i.e. renewable energy, oil and gas,
industrial engineering, process engineering, software engineering shall be
developed.
 Business managers are carrying out aggressive business development within
Pakistan and overseas, so as to create job security, economic benefits and
enhance professional pride.
 Our outstanding aim is to make optimum utilisation of human resources which are
the backbone of an organisation.
 Long-term steps for the welfare of GEG employees include our list of priorities.

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There is always room for quality improvement and betterment, so there is a dire
need to work together diligently, improve our work habits and modify policies,
enhance work efficiency and enhance professional credibility, which is the hallmark
of GEG.

SHORT TERM OF OBJECTIVES

GEG believes in creating a harmonious working relationship between employees
and clients. In pursuit of this goal, GEG has created the following objectives:
1. Provide an exciting, challenging, and rewarding workplace and experience.
2. Select people on the basis of skill, training, ability, attitude, and character
without discrimination with regard to age, sex, colour, race, creed, national
origin, religious persuasion, marital status, political belief, or a disability that
does not prohibit performance of essential job functions.
3. Respect individual rights, and treat all employees with courtesy.
4. Provide infrastructure that is comfortable, orderly, and safe.
5. Increasing the Clientele domestically as well as internationally.
6. Sharing the experience with the new entrants.
7. Maximising the profits and sharing it with the employees.
8. Acquisition of emerging technology and securing new projects.

Job Description
The purpose of a job description is to set out a fair, clear and mutually understood
statement of the grading and salary of the post held by the employee and the work
and responsibility reasonably attached to that post. Developments in career such as
threshold assessment, performance management and organizational expectation
make it essential for the effective protection of employees’ interests to have clear job
descriptions setting out in writing what reasonably may be expected of them.

GEG believes that fair, clear and accurate job descriptions have a vital role to play in
protecting members’ interests. GEG has very clear guidelines to construct a job
description document. It includes a recommended framework for job descriptions
and a series of specimen job descriptions which, although not intended to be
exhaustive, should be used for reference in any discussions on this matter.

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BENEFITS
GEG is committed to sponsoring a comprehensive benefits program for all eligible
employees. In addition to receiving an equitable salary and having an equal
opportunity for professional development and advancement, you may be eligible to
enjoy other benefits. We are certain you will agree the benefits program described in
this Human Resources Manual represents a very large investment by GEG.

A good benefits program is a solid investment in GEG’s employees. GEG will

periodically review the benefits program and will make modifications as appropriate
to the company’s condition. GEG reserves the right to modify, add or delete the
benefits it offers.

Eligibility for Benefits

If you are a regular employee, you will enjoy all of the benefits described in this
Human Resources Manual as soon as you meet the eligibility requirements for each
particular benefit. Coverage is available to you and your dependents as defined in
the benefitsummary plan descriptions.

Employee Old Age Benefit Insurance (EOBI)

All employees in an industry or establishment shall insured in the manner prescribed
by or under this Act. Normally workers become eligible to draw pension after
reaching the age of 60 years provided they complete 15 years as their covered
service.

a) Contributions
The EOBI scheme operates on a partially funded basis. Half of the finances for
the scheme come from the contribution of employers (5 percent of their payroll)
and the other half comes from the government contribution by matching the
contribution of employers.
b) Insurable Employment
Employment of persons to temporary/seasonal basis falls within the purview of
“insurable employment” and as such contribution in respect of such persons is
payable.

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c) Old-Age [Pension]
An insured person shall be entitled to a monthly old-age pension at the rate a
minimum of Rs. 2000/-.
A). he is over [sixty] years of age or [fifty-five] years in the case of a woman; and
B). contributions in respect of him were payable for not less than fifteen years:
d) Survivor’s Pension
1- The parents of an unmarried employee get pension from EOBI for five years
in case of employee’s death.
2- In case of widow, if any employee dies after 36 month of EOBIs insurable
employment, then his widow gets survivor’s pension for the entire life.
3- The benefits to the children of the deceased employee continue even after
remarriage of his widow under the consideration that the stepfather may not
take financial responsibility of catering to the needs of these children.
e) Benefit claims and payment:
All claims for [a benefit] under this Act shall be made in writing and shall be
accompanied by such documents, information and evidence as to entitlement as
may be provided by regulations.

CONTRIBUTORY PROVIDENT FUND (CP FUND)

Contributory Provident Fund

CP Fund is a compulsory comprehensive security savings plan which aims to
provide working GEG employees with a sense of security and confidence in their old
age. All full time employees of the company shall be eligible to become subscribers
to the Fund. Each subscriber shall contribute 10% of his monthly pay to the fund.
This amount along with profit will be paid back to the employee on leaving service.

The company shall also contribute an equal amount to the fund, on behalf of the
employee. This amount along with profit shall also be paid to the employee, on
leaving service provided that he has put in a minimum of three years of satisfactory
service.

The subscriber can obtain an advance for a maximum amount of his own
contribution plus profit there on. This amount shall be deducted from his salary in

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thirty six equal instalments or earlier, at his option. For employees over the age of
fifty five years, the above advance can be non recoverable from salary.

Contribution:
Employee GEG’s Contribution Technical
Contribution
Professional 10% 10% 10% employee
10% GEG
Para 10% 10%
Professional

Non- 10% 10%

Professional

Rules
a) In case of resignation, An employee will be entitled for the full contributory benefit
if he / she has served for three years, and own contribution (employee’s only) if
he / she has served less than three years.

Loan from CP Fund

An employee can obtain a loan out of his/her own contribution savings. This loan
will be adjusted in the future payments from employee contribution.

Gratuity
Gratuity is a payment received by the employee from the employer
 On retirement, after completion of 3 years
 Health (not due to inordinate habits) or died during service - irrespective of
their length of service
 On resignation, after completion of 8 years of service
 No time line for contract employees

GEG pays gratuity to appreciate and recognize the services rendered by its
employee to the company. All full time regular employees of the company shall be
entitled to receive gratuity on leaving service, subject to their services having been
satisfactory, at the rate of last drawn pay times the number of years (and part
thereof) of regular service.

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WELFARE FUND RULE
The purpose of WELFARE fund is to assist employees to maintain their life style.
GEG has a very strong organizational and organizational culture. GEG offers very
generous grants for its regular employees, that vary in senior employees and
workmen.

SENIOR EMPLOYEES
Any employee at or above grade eight (8) is considered senior employee. The
following grants are payable to GEG Regular employees from the WELFARE FUND.
1. Scholarship grant
Scholarship grant is paid at the following rates:
i) Grant of Rs.6300 for one child of an employee having at least two years of
regular service on April 01 of each year.
ii) Grant of Rs.12600 for two children (i.e. 6300*2), to employees having at
least five years of regular service on April 01 of each year.
iii) Scholarship may be awarded to the children of members who die or are
invalidated while in service.
2. Monthly Aid to deceased employee’s widow
Monthly aid paid on Annual/Bi-Annual basis to the widow, of an employee who
dies while in service, at 50% of the initial of the pay scale the employee last
served in, for the maximum period of TEN years, provided the widow does not
remarry during the currency of that period. This grant is also paid to a company
employee in case of invalidation while in service.
3. Funeral grant
Rs. 15000 as Funeral expenses is paid to the heirs of an employee who dies
while in service. Similarly, Rs.7500 is paid to an employee on account of the
death of a dependent family member (including dependent parents).
4. Marriage grant
A lump sum of Rs. Twenty Thousand per daughter, for a maximum of:
a) One daughter during his entire service period provided he / she has put in a
minimum of five years of regular service.
b) Two daughters, during his / her entire service period, provided he / she has
put in minimum of ten years of regular service.

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5. Leave without Pay, grant
A grant equal to half monthly basic pay of an employee, who goes on leave
without pay due to illness. Such grant shall not be paid for a period exceeding
six months.
6. Retirement grant
A lump sum amount of last basic pay is paid to an employee having a minimum
of TEN years of regular and satisfactory service.
7. Hardship Cases
Rs. 10,000 to an employee in case of extreme financial distress. This grant is
paid only ONCE, during service.
8. Natural Calamity Damage Assistance
Rs.8, 000 for damage done to own property due to natural calamity. Sufficient
proof required for such damage. This grant is also paid ONCE during service.
9. Medical Reimbursement grant
Medical facility is provided by GEG to all employees. If the amount of medical
expense exceeds the prescribed limit, the employee has to pay from his/her own
sources. If the non-reimbursed amount exceeds Rs. 10,000 the employee can
approach the FUND and the Fund can reimburse 25% of such amount or Rs.
50,000 whichever is less.
10. Other Schemes
The Trust can also introduce schemes for granting loans or advances to the
members for specific purpose, or any other beneficial scheme, such as housing
societies, educational institutions, fair price shops, recreational activities etc

INITIAL COMPENSATION
The initial appointment of a candidate is to a classification with a corresponding
salary range. The salary actually offered to a candidate is based on the candidate’s
skills and abilities in relation to a number of factors including the
position/classification requirements, internal and external considerations, as well as
budgetary considerations. Specifically, the following factors shall be considered in
determining an appropriate starting salary.
 The salary range or skill level sub-range established for the position
 An assessment of the candidate’s knowledge, skills, and abilities against the
overall requirements for the position and classification and/or skill level

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  An internal assessment of salaries of existing employees in comparable
positions
 An analysis of applicable market data, if appropriate

Appointment Salary
Appointment salaries are commensurate with a candidate’s experience and
capabilities in relation to the salary range established for the position, as well as
internal and external considerations. Following are the approved practices for
determining a starting salary. The salary range quartiles and mid points referred to
for hiring ranges are calculated using the minimum and maximum rates for the
classification’s salary range or for the skill level sub-range for classifications with skill
levels.
First Quartile
Hiring within the first quartile of a salary range is appropriate when the candidate is
qualified for the position, but still requires a training period to become fully familiar
with the requirements of the position. Hiring managers are given the discretion to
hire in the first quartile.
Second Quartile
Highly skilled candidates who need minimal training are most often hired in the
second quartile of the range up to the mid-point. This is most common with career
level professional positions.
Above Mid-point
In rare operational circumstances, highly qualified individuals with exceptional
expertise may need to be hired in excess of the salary range mid-point.
Red-Circle Rate
A red-circle rate is a salary rate above the maximum rate of a position's salary range.
It is authorized in certain situations to reduce the adverse financial impact on an
employee resulting from the reclassification of his or her current position to one with
a lower salary range. When a red-circle rate is granted, the employee retains the
salary currently being paid. The employee remains at that salary rate until the
maximum rate of the lower class equals or exceeds the red-circle rate

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OVERTIME COMPENSATION
Overtime Pay
All eligible employees shall receive overtime pay after eight (8) hours in any workday
and after forty (40) hours worked in a workweek. All overtime work by an employee
must be authorized in advance by an employee’s supervisor. Overtime must be
recorded on the Attendance Report.
Holiday Pay
Full-time employees who work on a holiday shall be entitled to receive monetary
payment on a double-time basis. The employee will be compensated with eight
hours of holiday pay in addition to one-hour regular pay for each hour worked on the
holiday.
Call-back Pay
Non-exempt employees are entitled to call-back pay if ordered to work after
completing a normal work shift, or if called back on an authorized day off.
COST OF LIVING ALLOWANCE
A cost of living allowance is a periodic increase made to all current salaries in an
effort to offset the effects of external economic factors, such as inflation.

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