Performance MANAGEMENT System

IEISL has a performance management system (PMS) in place to effectively evaluate and measure current performance levels of an employee in a way that will encourage innovation, cost consciousness, quality improvement and promote organizational growth, development & harmony. The PMS of IEISL seeks to fulfill the following objectives: Assess the current level of job performance. Counsel the officer on areas for improvement and ways to address them. Assess the training and development needs. Identify potential for undertaking higher responsibility. Develop a system of increment and rewards based on performance.

Productivity improvement resulting in value addition

The Corporate Human Resources Department initiates the administration of the annual performance appraisal. The time frame for completion of various procedures in the appraisal process is conveyed to the appraisees, appraisers and the reviewing officers along with the distribution of performance appraisal forms. Salary increments of employees under IEISL structure are considered based on performance and decided by the management once in a year effective from 1st of April of every financial year. Promotion The guidelines for awarding promotions in NDPL are based on the following objectives: . To provide opportunity to personnel, from within aspiring to grow with the company, provide a clear career ladder that enthuses employees to seek high level of leadership, ownership and business acumen. . To ensure consistency, fairness, uniformity and transparency.

To

. To provide internal growth to the aspirants possessing requisite business acumen,

leadership traits, suitability, take ownership and have a high merit order for taking up senior positions. .
I n context of the above objectives, promotion in respect of employees in NDPL -FRSR structure' is regulated as per the R&P rules. In respect of NDPL structure, employees promotions are purely on merit and based on vacancies.

The ultimate gaal af training is to' improve custamer satisfactian through reductian in cost of delivered pawer, supply af reliable & quality pawer and improving levels of efficiency and accauntability.

Job Rotation & Job Enrichment

Job Rotation is a taal to' develap individuals by providing an all round expasure to' variausdepartments and functians. NDPL provides maximum passible exposure to' all emplayees far their averall deveiapment and growth. While carrying aut :emplayees' job rotatian, the desires expressed by individuals far jab rotation through their appraisals is alsO' cansidered when a particular pasitian is vacant. Emplayees are assigned tasks in additian to' their narmal jab descriptian as a part of jab enrichment, sa as to' make their jab more fulfilling and meaningful and alsO' to' equip them to cape with future challenges.

Mentoring
.'

The mentaring process links an experienced person (mentor) with a less experienced persan. 11 facilitates an environment in which the mentee grows both professionally and personally. The purpose is to make the mentee feel comfortable. make quickly familiar with the organizational' culture and feel wanted in the organization.
The mentoring process requires that the mentor and mentee work together, to' reach specific goals and to provide each other with sufficient feedback to ensure that these goals are reached. Participating in a mentoring progtGm requires commitment and hard work. Mentaring is used in NDPL in canjunctian with training, special assignments, cross training, and other learning app_rtunities for integrating emplayees intO' the warkfarce.

Reward & Recogrtition

The Reward and Recognitian scheme recognizes individual as well as team contributiqns af the employee(s) in achieving objectives of the arganization and rewards deserving emplayees. Variaus rewards & recognitions covered under the schemes are as under: .

Name of the Award Shining Star of the Quarter

Description of the Award Employee of the Quarter

Frequency

Eligible Designations

Award Details i Gift Coupons + Certificate

2 per Quarter 2 per Quarter 2 per Quarter

Managers I Asst. Managers I Exec.! Officers Supervisors Workman Workmen

,

Champion Workman of the Year Champion Officer of the Year Champion Manager of the Year Samridhi Merit Award The CEO Award
of Excellence Consumer Confidante Award

Best Workman I Lady Workwoman Award Best Officer Award Best Manager Award Best Lady Workwoman Award The CEO Award
Customer Service Recognition Award

1 per Year

Holiday for 2+2

1 per Year 1 per Year 1 per Year 1 per Ye!3r

1 Bi-Annually

Officers Sr. Managers I Managers Asst. Managers Lady Workwomen All Employees
Employees of Consumer Care Cells

International Holiday Package for 2 Gift Voucher

l i
I

Gift Coupons + Certificate

Dinner for the employees of the cell and their Spouses. with GM (Comm.)

i i

Spariding

Overall Excellence

1+1 (Runner up)

Departments I Zones I

Lunch for all team members.

WOf1q>lace

in Discipline and
Housekeeping .' Performing Zone

per Quarter
Bi-Annually

Grids I Districts

plus a memento

Shining Zone

1+1 (Runner up)

All Zones

Trophy for the winning zone.

The runner's up zone will

., Award per Quarter Bi-Annually

Shining Grid Power System

All Grids

get a medallion
Trophy for the winning Grid.

: i
I

1+1 (Runner up)

Awatd for Business Mission Accomplished Breakthrough Idea Units Project Excellence Award Employee Suggestions Award

per Quarter

Project Teams

The runner's up Grid Win get a medallion Books I CDs I Cassettes I

I

Bi-Annually 1 on completion of Project On merit of Suggestion(s} received

I All Employees Flexible Scheme Awards. Commensurate with the impact of the suggestion and a CertifICate of Recognition All Employees Employees representing the Company in sports Stay for 2+2 at an adjoining resort An NDPL Sports Blazer and a Gift Voucher for Westside
Visit to a TATA Group of

, j j

Valeur Award Sportsperson of the Year

Catalyst Award

BraveWork.Awaaf Outstanding Sports Performance Award

,

1 per Year 1 per Year . events

1 per Year

j
!

I
!

Focus Group of

TBEM Focus Group

the Year Change Agents . Award Preferred Associate of the Year Sterling Performance Best Engineer Trainee (ET) I Management Trainee (MT) I Techn. Quality Initiative Award Focusing on best Vendor I Associate Impromptu Recognition Focusing on first three in overall performance As and when on merit 2 ETs. 2MTs & 2 TIs on year1y basis' All ETS, MTs & TIs Managers and below 1 per Year 1 per Year Employees who have undertaken QIP Associate Staff I Company

Company Books I CDs I Cassettes, a Certificate and Medal Certificate of Appreciation and a plaque Dinner for two Gold and Silver Medals respectively and a letter of commendation

Trainee (TT).of the year

in the batch