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When should the Employee Engagement Plan for the Council be created? | after the completion of the appraisals |
Who should have an Individual Development Plan (IDP)? | critical roles and those with rating of 1 & 2 |
What is the purpose of job descriptions in the workplace? | To ensure that their job descriptions are accurate and relevant, reflecting the work being done. |
How are half yearly performance evaluations conducted? | Interim evaluations are conducted half yearly basis during the performance cycle for both probationary and confirmed employees through Conference call, with details sent by the Head Office regularly. |
What is the purpose of attaching the performance evaluation form to the annual evaluation form? | To support the rating. |
What is the rating definition for Unacceptable Performance? | 1 - Even with additional coaching and supervision, the employee's performance does not meet expectations. Immediate improvement is required – final notice should be considered for termination of employment. |
When should the Employee Engagement Plan for the Council be created? | after the completion of the appraisals |
Who should receive an Individual Development Plan (IDP)? | critical roles and those with rating of 1 & 2 |
Who should create the Employee Engagement Plan? | after the completion of the appraisals |
For which roles should Individual Development Plan (IDP) be made? | critical roles and for those with rating of 1 & 2 |
After what event should the Employee Engagement Plan for the Council be created? | After the completion of the appraisals. |
Who should approve the Annual Training calendar and the Employee engagement plan? | The Chairman and Vice Chairman, and executed by the HR department. |
What is the maximum marks for the Performance Appraisal Form? | 100 |
What is the rating scale for Competence (Job Knowledge & Skills, attitude)? | 20-70 |
What is the maximum rating for competence, job knowledge & skills, attitude? | 20 |
What is the total marks for the performance appraisal form? | 100 |
When should the Employee Engagement Plan be created? | after the completion of the appraisals |
Who should have an Individual Development Plan? | critical roles and those with rating of 1 & 2 |
After the completion of appraisals, what should be the next step for the Employee Engagement Plan? | The Employee Engagement Plan should be created. |
Who should approve the Annual Training calendar and the Employee engagement plan? | The Chairman and Vice Chairman should approve it. |
What is the maximum rating for performance appraisal? | 100 |
What is the maximum rating for Competence (Job Knowledge & Skills, attitude)? | 20 |
How many marks are assigned to 'Competence (Job Knowledge & Skills, attitude)' in the Performance Appraisal Form? | 20 |
What is the maximum total marks for the Performance Appraisal Form? | 100 |
What is the purpose of conducting a meeting with the Head office and regional office? | To understand the thoughts and suggestions of the Head office and regional office regarding the existing PMS and what changes they would like to make. |
What type of data needs to be collected from the Compensation Survey of the sector? | The percentile position amongst other Councils or salary levels position wise. |
What is one of the key activities covered in the workshops? | Conducting effective review meetings |
What type of meeting is held monthly to address and communicate the situation of the Council? | Town hall meeting |
What was the purpose of understanding the business plan for the previous financial year? | To understand what were and what are the business objectives the Council is trying to achieve. |
Why is it important to conduct a Compensation survey of the sector? | To check the percentile we are at amongst other Councils or gather data about the salary levels position wise. |
What is one of the objectives of conducting monthly review meetings? | to steer the team towards achieving business objectives |
What is the name of the organization facilitating the 'Town hall meeting'? | Universal |
What is the procedure for making amendments to the policies? | The amendments will be communicated to all the employees through a Notice / Circular / Email after receiving approval from the Chairman/Vice-Chairman. |
Who has the final say in the policy amendments? | The Chairman/Vice-Chairman has the final say in the policy amendments. |
What will be the binding policy for all employees of CHEMEXCIL? | The same will be binding on all employees of CHEMEXCIL. |
What is the purpose of the HR Manual? | The HR Manual is POWERED BY UNIVERSAL HR INDEX |
What is CHEMEXCIL's legal status? | A Section 25 Company under the Companies Act 1956 (Now under Section 8 of Companies Act 2013) |
When was CHEMEXCIL incorporated? | In early 1963 |
Who approves the amendments? | The Chairman/Vice-Chairman |
How will amendments be communicated to employees? | Through a Notice / Circular / Email |
What is the scope of the employee code of conduct? | The employee code of conduct, arm’s length policy & prevention of Sexual Harassment Policy |
Where can you find the complete list of policies under the HR Manual? | Page 4 /64 (HR Manual) |
What type of organization is CHEMEXCIL? | A Section 25 Company under the Companies Act 1956 (Now under Section 8 of Companies Act 2013) |
What is CHEMEXCIL's vision for the basic chemicals, cosmetics & dyes exports? | To excel in Positioning Basic Chemicals, Cosmetics & Dyes exports from India as products of choice in the regional and global markets |
What is the primary purpose of presenting the revised appraisal form to HODs? | To explain the design and how to execute the appraisal process and rate performance. |
What is the next step after collecting completed appraisal documents? | To check department-wise and Council 'Bell Curve', and make corrections if required based on curve results. |
What should be checked first for salary bill corrections? | Check ‘if what’ method |
What document should be kept in each employee’s personnel file or in the HRIS after appraisal? | Completed appraisal document |
What is the purpose of CHEMEXCIL's training policy? | CHEMEXCIL encourages employee development & intends to provide periodical training for development of the employees, which will enhance their specific job skills & their overall professional strengths, as well as their personal development. |
Who is responsible for planning and managing the training budget? | The Training Budget is a centralized budget which will be initiated by HR, approved by ED. |
What is the primary purpose of the presentation to HOD's? | To explain the design and process of the revised appraisal form. |
Who is assisted/facilitated to conduct one on one meetings with their departmental staff? | Supervisors |
What is the process for making corrections to department-wise and Council 'Bell Curve'? | Make corrections if required based on curve results. |
What is the purpose of revising the new CTC (Cost to Company) structure? | To revise the new CTC structure. |
What is the purpose of the completed appraisal document? | The completed appraisal document should be kept in each employee’s personnel file or in the HRIS, then saved through the same. |
What are the three main areas of focus for the training budget? | The focus will be mainly on three aspects: equipping employees to perform their daily tasks and jobs effectively, ensuring adequate training in their functional areas, and keeping employees updated with the latest trends. |
What are the three main areas of focus for the learning initiatives? | The focus will be mainly on three aspects: To equip employees to perform their daily tasks and jobs effectively, To equip employees to be personally effective at their job and grow as an individual, For the Council to transform and achieve its vision. |
What will learning initiatives at CHEMEXCIL be derived from? | This will form the basis for all learning related initiatives at CHEMEXCIL |
What is the basis for all learning related initiatives at CHEMEXCIL? | The Council’s direction and strategy |
How often will the Functional/Technical Training Needs be identified? | Once a year, but can be conducted if there are some changes generated by the changing business needs |
Is the employee facing any disciplinary action? | No, S/He is not facing any disciplinary action related either to performance or behavior. |
Is the employee serving the notice period? | No, S/He is not serving notice period. |
What is the main area of focus for the learning initiatives? | The focus will be mainly on three aspects: to equip employees to perform their daily tasks and jobs effectively, to equip employees to be personally effective at their job and grow as an individual, and for the Council to transform and achieve its vision. |
What will learning initiatives at CHEMEXCIL be derived from? | Learning initiatives will also be derived from the Council’s direction and strategy. |
What are the two levels of training needs identification process? | The training needs identification process will be done at two levels: Behavioral Training Needs and Functional/Technical Training Needs. |
Who has the final authority on nominating an individual/team for training programs? | The Head of respective department, ED will have the final authority on nominating an individual/group. |
Is the employee facing disciplinary action related to performance or behavior? | No, the employee is not facing any disciplinary action related to performance or behavior. |
Is the employee serving notice period? | No, the employee is not serving notice period. |
Who has the final authority for selecting training resources? | The ED |
What are the parameters used to evaluate the training program? | Content of the training program, Coverage of the topic, Presentation of the subject matter |
What are the key aspects used to evaluate the training program? | Content of the training program, Coverage of the topic, and Presentation of the subject matter. |
Who collates the feedback form submitted by trainees? | HR |
What does 'Basic Salary' refer to in the context of the Compensation Policy? | The amount received by the employee in lieu of the work done by him/her for a certain period, say a day, a week, a month, etc. |
What is the purpose of reckoning 'Basic Scale' in the Compensation package? | For the purpose of PF (Provident Fund) and ESIC (Employees' State Insurance), Gratuity. |
What criteria are used to select external training resources? | The final authority of selecting the training resources both faculty and the institutes shall be vested with ED. A few aspects like the cost effectiveness, training effectiveness and availability of training resources for a continuous period shall form the basic tenets for selection of an external framing resource. |
How are trainees' feedback collected? | Those employees who attend the training programs shall fill the feedback form, soon after the completion of their respective sessions, on the above parameters. The same shall be collated by HR. |
What are the main aspects of the evaluation of the training program? | The evaluation of the training program shall be done with the feedback from the trainees based on the following aspects: content of the training program, coverage of the topic, and presentation of the subject matter. |
What is the method of payment for salaries in the organization? | Salaries are credited on the 30th of every month, except under unavoidable circumstances that shall be communicated to employees and salary slips generated. |
What is the purpose of basic salary? | Basic Salary is the money an employee receives from his/her employer by rendering his/her services. |
How is basic salary reckoned? | The basic scale would be as per the terms of employment and revisions from time to time and is reckoned for the purpose of PF and ESIC, Gratuity. |
What is the basic scale for the work done by an employee for a certain period? | The basic scale would be as per the terms of employment and revisions from time to time. |
What is the entitlement for Leave Travel Concession (LTC) for employees? | All employees of the Council whose services are confirmed in writing and who have completed at least one year of uninterrupted service are eligible for LTC. |
What is the governing act for this provident fund? | Employee Provident Fund and Miscellaneous Provisions Act, 1952 |
What is the maximum reimbursable limit for Grade M1 and M2 employees under the Group Mediclaim Policy? | Rs. 10 lacs |
What is the purpose of calculating the basic scale for an employee's work? | The basic scale is reckoned for the purpose of PF and ESIC, Gratuity. |
Who is eligible for Leave Travel Concession (LTC) and how is it calculated? | All employees of the Council whose services are confirmed in writing and who have completed at least one year of uninterrupted service are eligible for LTC, which will be paid as one month of Basic salary in a block of two years. |
What is the governing Act for the provident Fund? | Employee Provident Fund and Miscellaneous Provisions Act, 1952 |
What is the maximum reimbursable limit for Grade M1, M2 employees under the Group Mediclaim Policy? | Rs. 10 lacs |
What is the maximum reimbursement for Children Education Allowance per child per annum? | Rs 27,000/- |
What is the upper age limit for Special children of the employee? | 22 years |
What is the age limit for children in other cases? | 20 years or till the time of passing 12th class whichever is earlier. |
Who is eligible for three sets of uniform? | Office Assistants only. |
What is the purpose of the Laptop/Data Card Policy? | To improve accessibility and effectiveness of employees for better availability & connectivity. |
Who needs to lodge a police complaint (FIR) in case of theft of Laptop? | The user employee will be required to lodge a police complaint (FIR) & forward the same to IT department through Functional Head. |
When is the LAPTOP / DATACARD & MOBILE PHONE POLICY effective? | The LAPTOP / DATACARD & MOBILE PHONE POLICY is effective from 08/01/2024. |
Who approves the LAPTOP / DATACARD & MOBILE PHONE POLICY? | The LAPTOP / DATACARD & MOBILE PHONE POLICY is approved by the Director General, Vice-Chairman, Chairman & CoA. |
What is the maximum annual reimbursement amount for Children Education Allowance per child? | Rs 27,000/- |
What is the maximum age limit for Special children for reimbursement of Children Education Allowance? | 22 years |
What is the age limit for children in other cases? | 20 years or till the time of passing 12th class whichever is earlier. |
Who is eligible for three sets of uniform (Cloth, Stitching charges) yearly? | Office Assistants only. |
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