Restructuring review of administrative cadres
This presentation is the property of its rightful owner.
Sponsored Links
1 / 27

Restructuring & Review of Administrative Cadres PowerPoint PPT Presentation


  • 42 Views
  • Uploaded on
  • Presentation posted in: General

Restructuring & Review of Administrative Cadres. Idea is to “make it work” and make it work for “Everyone”. Goals. Endeavour is to bring about a remarkable upward shift in the professional competence of the workforce in CSIR

Download Presentation

Restructuring & Review of Administrative Cadres

An Image/Link below is provided (as is) to download presentation

Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author.While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server.


- - - - - - - - - - - - - - - - - - - - - - - - - - E N D - - - - - - - - - - - - - - - - - - - - - - - - - -

Presentation Transcript


Restructuring review of administrative cadres

Restructuring & Review of Administrative Cadres

Idea is to “make it work”

and

make it work for “Everyone”


Goals

Goals

  • Endeavour is to bring about a remarkable upward shift in the professional competence of the workforce in CSIR

  • Focus on clarity of roles, multiskilling, right sizing, team work, collaboration and evidence based performances

  • Review of cadres – with the constitution of a unified professional cadre(UPC)

  • Re-Engineering and automation of processes

  • Intensive capacity building interventions for augmenting functional/ behavioural competencies

  • Institutional mechanisms to reinforce attitudes and behaviours that support a performance culture using Counseling, Mentoring, Peer Observation


Power associated with positions

“Power associated with positions”

“Accomplishing Results

&

Professional Growth ”


Present impediments to progress

Present Impediments to Progress

  • Stagnation beyond acceptable levels

  • Performance management is subjective and not evidence based

  • Career Growth imbalances in different Cadres

  • Limited scope for Job rotation and Job enrichment

  • the required training/ capacity development is not integrated with professional advancement


Unified professional cadre

Unified Professional Cadre

  • UPC would draw progressively the manpower in the 3 existing Admin cadres & Stenographic Cadre

  • Key Positions & Specialist Positions for UPC only;

  • Reduced Residency Requirements at SO & Asst levels ( 8 yrs to 6 yrs)

  • Multi-skilling and Role Rotation

  • Training Opportunities, Mentoring & Counselling

  • Incentive for moving into UPC

  • Less of Hierarchical Relationships and more Collaborative Team work

  • Objective Performance Appraisal (O-APAR)


Restructuring rightsizing

Restructuring & Rightsizing

  • Job Analysis and Clarity of Roles

  • Abolishing lower level positions and augmenting higher level positions

  • Option to switch over – progressive unification of 3 Administrative and Stenographic Cadres

  • Matching Job Requirements to Individual Capabilities

  • Grooming of Talent through Nautical (Counselling & Mentoring)

  • Emphasis on Training and Building Capacities

  • Team work and Learning by doing, observations, feedback


Performance assessment o apar

Performance Assessment O-APAR

  • Consultative Determination of functional areas and tasks whose performance on ERPS would count in O-APAR

  • (Transaction Credits - Functional Competencies)

  • Awareness of Practices to demonstrate progressive behaviors and earn credit that would count for assessment promotion

  • (Behavioral Credits)

  • Requirements for Knowledge spelt out and learning encouraged through counselling, mentoring and eLearning

  • (Knowledge Credits)


Restructuring review of administrative cadres

Open – APAR

SCORE SHEET

Assessment Procedure

Trans. Credit

Behv. Credit

Course Credit:

Total Score:

40%

30%

30%

Transac-tion Elements

Course elements

Behav-ioral elements

O-APAR Functional Competencies

O-APAR

Professional Growth

O-APAR Behavioral Competencies


Restructuring review of administrative cadres

Induction to UPC

Residency

Period

UPC

Sr. Deputy Secretary

40%

weightage

CCPI

> threshold?

Deputy Secretary

Yes

Under Secretary

60%

weightage

Section Officer

Assistant

O-APAR

Assessment

Transaction Credit

Existing 3 Admin & Stenographic Cadres

Opt for UPC ?

Behv. Credit

1 Month

L-1 Training

Course Credit

Yes


Restructuring review of administrative cadres

Case :I

Illustrative Scenarios

Gets Aggregate Score

Undergoes Training, Assessment

Opt for UPC

Aggregate Score >Threshold Value for Assessment

Inducted into UPC in the next level/Grade

Composite Score > Cut off for Promotion as per Vacancies

Considered for next level in UPC


Restructuring review of administrative cadres

Case :II

Illustrative Scenarios

Gets Aggregate Score

Undergoes Training, Assessment

Opt for UPC

Eligible for promotion next year, gets +1 year weightage for his residency

Aggregate Score >Threshold Value for Assessment

Inducted into UPC at the same level/Grade with adjusted Residency Period

Considered for next level in UPC

Composite Score < Cut off for Promotion as per Vacancies


Restructuring review of administrative cadres

Case :III

Illustrative Scenarios

Gets Aggregate Score

Undergoes Training, Assessment

Opt for UPC

Aggregate Score >Threshold Value for Assessment

Inducted into UPC at the same level/Grade with adjusted Residency Period


Restructuring review of administrative cadres

Case :IV

Illustrative Scenarios

Gets Aggregate Score

Undergoes Training, Assessment

Opt for UPC

Inducted into UPC at the same level/Grade with adjusted Residency Period

Aggregate Score <Threshold Value for Assessment

Aggregate Score >Threshold Value for Assessment

Gets Aggregate Score

Again undergoes Training, Assessment


Restructuring review of administrative cadres

A. Transaction Credit

40 %

Generic ( All 5 below are mandatory tasks)

Employee Profiler- & generation of ID

Employee Self- Services

Ensuring Electronic Service Book Completion

Maintaining tasks & monitoring logs

Completing and Updating Job Description & Role Profile

eDaks, eFile transaction for day to day activities

Role specific functional competence

(relating to work – to be discussed and decided with supervisor)

( i is mandatory; attempt any three of the remaining tasks)

Performance of Transactions/ activities related to his/her responsibilities

( at least average rating of 3 by supervisor on all func. Competencies over a month)

Activities performed exceeding expectations

Populating Databases with reference data

Documenting performances, analysis, results and outcomes

Implementable suggestion for process improvement in any of the enterprise processes.


Open annual performance appraisal

Open - Annual Performance Appraisal


Transaction credits cont d

Transaction Credits (Cont’d)

Advanced Tasks ( Attempt any five of the undermentioned x tasks)

Perspective planning, goal setting, documenting vision

Uploading and Organizing Policies in electronic repository

Updating past committee agenda, decisions, follow up action

Compilation and uploading of a best practice case study

Making interface formats – to be later integrated with relevant process automation

Developing decision support tables, reports and other visualization of data

Suggesting context sensitive associations in application modules

Making improvements through simplification of processes, enhancing quality of outcomes/ results

Developing Learning Resources

Developing questions for question bank for assessment of Knowledge in certain functional domains


Restructuring review of administrative cadres

B. Behavioral Credit

30 %


Restructuring review of administrative cadres

C. Course Credit

30 %

  • Foundation Modules (Min 35% score)

  • Employee self services – related policies

  • Financial management and accounting,

  • Stores, purchase, facilities management, contracts for goods and services,

  • Works management,

  • HR Management - policy & practices

  • R&D Planning, eOffice and records management,

  • E-Learning Portal

  • Knowledge Repository – referencing & Updation .


Restructuring review of administrative cadres

Course Credit (Cont’d)

Organisation Behavior (Min 35% score)

Attitudes/ value system that auger well with a knowledge based performance culture,

Organizational Behavior concepts,

Leadership, motivation, team building,

Values & Ethics

Emotional intelligence, social networking,

Achievement/ result orientation, continuous learning,

Management of change,

Personality development & proficiency enhancement,

Tools for behavioral assessment,

Case study methodology,

Performance enablers and blockers,

Observing behaviours,

Problem solving skills,

Interpersonal relationships


Restructuring review of administrative cadres

Course Credit (Cont’d)

ERP applications and Office Automation (Min 35% score)

Design, development and implementation of enterprise applications and its testing/ validation,

Employee engagement & Use of Interfaces

Decision support, analytics,

Activity logging, role profiling, metrics and system logs,

e-learning platforms

Configuration management, trouble shooting

Backup, disaster recovery, mirroring and replication

Electronic record management,

Intelligence in applications,

Reporting,

Alerts and escalations,

Continuous improvement,

Interoperability

ePaper & eOffice


Promotion in upc

Promotion in UPC

  • Eligibilitycriteria for the promotion

  • Completion of required residency period

  • Earning prescribed threshold credits/ score for knowledge credits, transaction credits and behaviour credits as evidenced/ logged in the system, for the promotion level within the prescribed period in L3/L4 training and assessment.

  • O-APAR ratings to be V. Good in respect of atleast 3 years during the required residency period.


Electronically enabled systems for speed transparency accountability

Electronically Enabled Systems for Speed, Transparency & Accountability

  • Automating end to end Office Transactions

  • Redefining productivity through collaborative processes

  • Dynamic definition of roles/ goal setting

  • Intelligent dash board of reviewing task execution

  • Activity logging, monitoring transactions

  • Accountability and performance evidences with System Logs and Reports


  • Login