Apd Hr Manual

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Table of Contents:

1. Introduction

2. Policy Initiatives (Aims, Objective and Assumptions)

3. Scope , Coverage and Structure

4. Organization Structure

5. Authority and Responsibility

6. Processes7. Procedures

8. References

9. Annexures10. Process Support Documents

1. Introduction:

Effective utilization of Human Resource plays vital role in realizing the vision, achievement

of Mission and meeting objectives of any Organization. Composition and behaviour of this

important resource vary with changing environmental scenario and emerging challenges.Systematic management of the HR to enhance its effectiveness in performance, sustainable

growth and development must be ensured. Association of People with Disability (APD),striving consistently for continual improvement in quality and delivery of its services, over a

period of half a century, a comprehensive HR Manual is felt to be of utmost importance.

Background: APD used to adopt need based management approach within the frame work

of Administrative Rules and Regulations, issued from time to time, since its inception in

1959. It was in mid nineties, Mrs. Jean Saterewhite, an administrative specialist form UK,

developed documented management system on Office administration, including personnelmanagement (Employees Handbook).

APD Personnel Policy was placed before the Committee of Management in 2003.Consequently, Administrative Reform and Structural reorganization of APD was planned

and adopted in 2004-05. Delegation of powers and decentralization of operations took place

for their effective implementation. This was facilitated by addition of performing line andstaff personnel.

Subsequent extension of operational areas and enlargement of service activities necessitatedgrowth in staff strength and professionalism in operations. Key posts were created since then,

with specific authority and responsibilities to enhance operational efficiency and

effectiveness of services. Accordingly, APD has been addressing to system development for

systematic and Professional management of its various resources including finance, operativeassets and Human Resource

2. Policy Initiatives

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2.1. Aim:

APD aims to ensure, through HR Development and Management, availability of adequate

and appropriate personnel with requisite awareness, motivation, commitment andcompetence to achieve APDs mission and to realize its Vision, in carrying out its planned

projects and programmes.

2.2 Objectives:

HR Development and Management System is supposed:

2.2.1. To ensure availability of adequate personnel with required skill and competence with

humanistic traits to serve People with Disability (PWD).2.2.2. To improve quality and effectiveness of the services of APD.

2.2.3. To achieve optimum utilization of Human resource in pursuit of organizational goal.

2.2.4. To attract suitable candidates.

2.2.5. To ensure employees are motivated and attain job satisfaction

2.2.6. To meet challenge of attrition and to sustain its level of performance quality2.2.7. To empower the employees to enhance their competence through personality and

career development measures.2.2.8. To empower the employees to share additional responsibilities

2.2.9. To empower the employees to improve their performance consistently by increased

effectiveness and efficiency. .

2.3. Purpose of The HR Manual:

2.3.1 The HR Manual is expected to serve the practitioners as an authenticated systemdocument and source of reference, covering every important aspect of development,

management and administration of Human Resources in APD.

2.3.2 This HR Manual will be a basic document upon which operational strategy and

methodology will be developed at different levels down below, at the pogramme,

department, unit and field levels.

2.3.3 HR Manual is subjected to periodic review for ascertaining its continuing suitability

and to assess requirements of further modification.

2.3.4. Amendments to this manual shall be affected, based on the review finding and

decisions thereon, by adopting appropriate procedure

3. Scope, Coverage and Document Structure

3.1 Formulation and Implementation

The HR Manual, being an authenticated official document on Development, management

and administration of the human resource in APD shall be approved by the Committee ofManagement, the authority for governing the affairs of the APD.

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It will be implemented, after approval by the Committee of Management, by Director(HRD), with the support of Functional Directors, under the supervision of the Executive

Director and the Hon Secretary.

3.2 Coverage of Topics:

The Manual covers important aspects pertaining to Human Resource, including Servicecontractors and volunteers. Its scope is further extended to cover documentation on critical

aspects such as: Policy, Aims and Objectives, Authority and Responsibility, Definitions,

Process, Procedures, References, Review and Revision.(Coverage of Processes is as detailedunder Para 6: Processes).

3.3 Documentation Structure

The HR Manual is structured in 4 parts:

Part I: Text - Containing basic text matter on Policy, Philosophy, Principles, Purpose,

Definition, directions, references, (Meant for Planners, Policy makers, Senior ManagementPersonnel Line Manager. It may be made accessible to the General public on demand and

subjected to the approval of Director concerned.

Part II: Annexure (Addendum and part of the Text)

Part III: Process Support Documents Procedures, Guidelines, Checklists, Datasheets,

Operational forms, formats, registers , drawings, control plan, Process maps, Records. (These

documents are meant for the use of performing personnel /operational staff and with

limited circulation).

Part IV: Reference Materials, Published Literature, Authenticated Documents, PublicDocuments. These are stand alone documents used as source of reference and basis fordecision.

4. Organization Structure

Organizational structure and hierarchy are shown in the Organogram attached as

annexure xxx

Although Hon Secretary, representing the Board (Committee of Management) of APD, is

the chief executive constitutionally, Executive Director is conferred with delegated

powers to act as Institutional Chief.

Three functional Directors (in charge of Finance, Programmes, Communication and

Fundraising) are reporting to the Executive Director. The Director (Finance andAdministration) is also in charge of HR Functions

5. Authority and Responsibility

5.1 Authority:

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The Committee of Management (The Board) is the authority for approval of the HR Manual.Hon. Secretary is which are authorized for approval of the documents (included in Part III of

the HR Manual), prepared, reviewed and recommended for approval by the

Director/Executive Director. He/She is authorized to review and recommend for revision of

the HR Manual, either part or full.

Hon Secretary is authorised to decide on all staff related and HR matters on recommendation

by the ED. /Director (HRD).

6. Process:

Processes covered under the Human Resources Development and Management (HR

D&M), briefly as HRD, are:

6.1 Policy Formulation on HR Development, Management and Personnel

Administration

6.2 Mobilization of Human Resources by Planning , Recruitment, Selection andPlacement through the produce of Indenting, Invitation, Interview, Selection,

Appointment)

6.3 Induction and Orientation6.4 Training on the job, in house, external and out sourcing (skill up gradation,

capacity building , personality development, change management,

adaptation and adjustment)

6.5 Career Development and Capacity building (Guidance, Support andEnablement ,Coaching and Counseling)

6.6 Performance Assessment and Appraisal

6.7 Personnel Administration ( work rule, regulations ,code of conduct anddiscipline )

6.8 Development of work culture and Conducive Work Environment(Social

Security, Personal Safety, Statutory Benefits and Staff Welfare, Motivation

and Morale, Involvement, Participation ,Commitment, Contribution,Accountability, Honesty and Integrity )

6.9 Grievance Redressal

6.10 Management of Voluntary Services

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Process 6.1:

Policy Formulation on HR Development, Management and Personnel Administration

A Purpose:

APD is committed to fair, clearly stated and supportive relationships with its employees. The

personnel policies are established in order to guide the personnel practices and to ensureconsistency of personnel decisions. It is intended to administer the personnel programs in amanner which complies with the letter and spirit of all applicable statutory and institutional

regulations. Policies are designed to provide guidance to all line and supervisory staff

concerned and to serve as guidelines for personnel practices. The Policies pertaining to

Human Resource (development, management and administration) are formulated, modifiedand implemented to cope with the changing environments and emerging challenges for

realizing the vision and achievement of avowed mission and objectives.

Policies serve as basis for planning, mobilization, utilization, improvement in quality of

performance and service delivery.

Provide framework for rules and regulations governing the personnel administration

Enhance transparency, clarity, leading to job satisfaction, loyalty of personnel and retention

of quality personnel

B. Scope:

Human Resource Policies includes all aspects of Human Resource Development,Management and Administration in general, and those pertaining to the processes (indicated

in Section 6 ) ,in particular. For instance:

B.1. Getting the Best Employees

B.2. Benefits and Compensation

B.3. Training Employees

B.4. Ensuring Compliance to Regulations

B.5. Ensuring Safe Work Environments

B.6. Sustaining High-Performing Employees

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C Input:

Policy for development, management and administration of human resources are

formulated based on.

C.1. Changing economic, social, political and market environment- prevalent and

foreseeable future scenario

C.2. Nature and types of services envisagedC.3. Quality standards and specialized services

C.4. Past experience regarding: availability of requisite personnel in the market, employee

behaviour, expectation, turn over,C.5. Output from Attrition survey

C.6. Feedback from Comparable NGOs in Disability sector

C.7. Government Policies on labour related mattersC.8. Continuing suitability of prevalent personnel policy of APD

C.9. Availability of alternative models

D: Process Progression

D.1 Framing the Policy

D.1.1 Policy document is drafted by the Director, HRD, under the guidance of the Hon

Secretary and Executive Director. Discussions are held with different levels to collect

opinion and suggestions to enhance practicability.D.1.2 HRD Manager shall initiate and involve in the process of any HR policy formulation

and implementation

D.1.3 Draft document is circulated among key executives such as Directors, HR specialists,

and representatives of performing personnel.D.1.4 Modification of the Draft is done by incorporating suitable changes and modification

D.1.5 Final Draft is put up by the Director HRD to the Hon Secretary through the ExecutiveDirector

D.1.6 The Draft Policy is placed before the Committee of Management for consideration and

approval

D.1.7 Approved Policy is put into effect by the Hon Secretary, through executive orders anddirectional support.

D.2 Implementation and Enforcement

D.2.1 Accepted Policy is implemented as per the Directions of Hon. Secretary / Executive

Director

D.2.2 Director (HRD) supported by others functional Directors and HRD Manager ensuresthe effective implementation of the Policy /Policies.

D.2.3 Periodic Review is held to ascertain effectiveness of the policy to identify

improvement potential and initiate corrective actions.D.2.4 Modification of the Policy is done as per the original formulation procedure.

D.2.5 Modification shall be communicated to all the concerned promptly.

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E Out put:

Policy on different aspects of Human Resource development .management and

administration are in place and use, as shown below;

E.1 Personnel Policy

E.2 Appointment of persons with disability

E.3 Recruitment PolicyE.4 Remuneration and compensation

E.5 Training and Capacity building

E.6 Promotion and career developmentE.7 Redressal of grievance

E.8 Policy against sexual harassment and exploitation

E.9 Child protection PolicyE.10 Service Rules and Disciplinary action

E.11 Punctuality and Leave

E.12 Staff Welfare and work culture

E.13 Social security and Statutory benefits

E.14 Utilization of Voluntary Services

Process 6.2: Mobilization of Human Resources (Indenting, Invitation, Interview,

Selection, Appointment)

A. Purpose:

This process ensures availability of suitable and adequate personnel with requisite quality

and competence to carry out planned projects and programmes, with expected quality

standards.

B. Scope:

This Process includes activities pertaining to

1. Planning ,2. Recruitment,

3. Selection,

4. Appointment5. Placement

C.Inputs:

C.1. Planning is carried out in accordance with accepted policy and compliance to applicable

statutory and regulatory requirements

C.2. Soundness of the planning is ensured by adopting professional and systematicapproach.

C.3. Practical experience gained in the past shall be utilized to the maximum possible extent

C.4. Proactive and realistic approach is adopted to realize target results, which are ensured tobe practicable and achievable

C.5. Planning is done at Macro and Micro levels .And also, of long term perspective and

short term

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C.6. While recruiting, every possible source is explored to identify suitable candidate inadequate choice of selection. Maximum care is taken to get best persons form the

employment market, in term of competence and experience.

C.7. Realistic ways are adopted to identify, invite, interview and selection procedure.

C.8. Professionalism and expertise are ensured at every stage of interview and selection.C.9. The candidates who are taken on service contract/casual basis are dealt with appropriate

rules and regulation in vogue, stipulated by the statutory authorities/govt.

C.10.Terms of appointment for the selected candidates are made acceptable with clearunderstanding and willingness

C.11. Adherence to applicable statutory and institutional requirements is ensured

C.12. Other things being equal, preference is given to candidates with disabilityC.13. Personal traits such as mindset towards persons with disabilities, aptitude for human

service, attitude to service in NGO sector etc, duly considered while selection, in

addition to professional competence .C.14. Preference is given to the candidate with proven honesty and integrity. Attempts are

made to assess these qualities through available standard methods.

C 15. Preference is given to the candidate who is likely to stay with APD

D .Process Progression:

D.1. Vacancies are publicized through appropriate media /channel/institutions/Agencies afterasserting necessary of manpower

D.2. Applications are invited selectively format, through paid advertisement

D.3. Response received to the above publicity/advertisement are compiled and scrutinized.D.4. Short list is prepared in the specific for inviting the suitable candidates for interview.

D.5. Panel of interview is formed; ensuring required expertise is available for selection for

the specified post. Finalization of the Panel is done in consultation with Hon Secretary/

Executive Director.D.6. Interview Schedule is finalized and informed to the concerned with sufficient advance

notice. .D.7. Interview intimation is sent to the short listed candidates well in advance allowing them

adequate time for preparation

D.8. Confirmation of participation by the Interview Panel members is ensured. Alternative

arrangement is made, if necessaryD.9. Interview is held as per the Schedule. Each member of the panel evaluates the

candidates independently and objectively

D.10. Prior to the interview the candidates provided a chance to get exposed to the workingenvironment of APD main campus. In case of field staff, exposure is arranged to the

activities based on the instant needs.

D.11. Evaluation is carried out broadly as per the guidelines specified in C12 through C.15.

And also the feed back by the candidates after the exposure is also taken into account todecide their ability to understand.

D.12.The Interview sheet shall clearly indicate the terms mutually agreed to; details of offer

made; joining time allowed etc.D.13.The Interview Panel finalizes the list of selected candidates in the order of merits and

preference.

D.14.The consolidated list shall be authenticated by the signature of each member of theSelection Panel

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D.15. Offer appointment is prepared by Manager (HRD), covering all important terms andconditions of appointment, such as joining time, remuneration, responsibilities, place of

work, etc. The Letter of offer appointment is approved by the Director (HRD), and

issued in case of staff. In case of Officers /Managers the letter is issued by Executive

Director/ Hon. Secretary. The letter is sent through any suitable mode ensuring dueacknowledgement.

D.16. Reminder is sent to the candidate who failed to respond or report within the specified

time, in order to providing one more a chance to respond.D.17. On reporting by the candidate, the Manager (HRD) ensures compliance to the

formalities to be fulfilled by the appointed candidate, as per the Checklist no

D.18.The appointed candidate is made comfortable and briefed about his/her role andresponsibility, in the context of APDs Vision, Mission, objectives and importance of

its services to the Disability Sector. Relevant literature is provided to reinforce the

briefing.D.19. Regular appointment order along with specific job chart and roles and responsibility,

accountability, obligation is issued

D.20. In case of candidate taken on service contract/casual basis service agreement is entered

into in the specified format. (Refer form)

D.21. Appointed candidate, who has completed admission procedure as per D18, is taken tothe actual working spot escorted by a stable employee of APD. The candidate is

introduced to the Head of the functioning Unit/Programme/Section concerned.

E. Output:

E.1 Short List of candidates selected for Interview.

E.2 Interview Panel Members particulars

E.3 Evaluation Sheet of each panel member

E.4 Consolidated final list of selected candidatesE.5. Offer Appointment letter to the selected candidates.

E.6. List of candidates, who accepted the offer and reported, with particulars of placement.E.7. Service Record of individual candidates appointedE.8.Appointment order with the specified job chart

E.9 Indent of manpower, duly approved by the Director concerned/ ED

Process 6.3. Induction and Orientation

A. Purpose:

A.1.Newly appointed candidates are enlightened, enabled and empowered to render service

to fulfill aspirations of APD in realizing its vision and achievement of its mission.

A.2 They are impressed upon the APDs service and core disability sector and treasure ofpractical experience gained in the past 50 years.

A.3. The candidates are motivated for commitment to the philosophy, culture, ethical values

while rendering services as per allotted duties and responsibilities.A.4. To build up capabilities to stand by the quality standards and to uphold the to standards

institutional image.

A.5. They are acquainted with organizational structure, nature of activities and functioning ofall departments of APD.

A.6. They are oriented to the new work environment and institutional culture

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A.7. They are made quite conversant with all aspects related to their job such as , rules,regulation, obligations, provisions, and consequences of lapses.

A.8. They are made aware of provisions for improving their career path and facilities for

enrichment of knowledge

A.9. They are informed about possibilities for redressal of their grievance and resolution ofemotional problems

B .Scope:

Coverage of induction, orientation and Counseling envelopes the following:

B.1. Induction programme to the newly appointed candidates.

B.2. Visits to different functioning units/programmes in various locations

B.3. Institutional information on APD-history, philosophy, values, culture, specialty ofservices, concept of rehabilitation as an integrated part of work culture, focus areas and

activities, community based approach, utilization of local resources

B.4. Rules and regulations of service in APD, working conditions, work environment,

importance of inter personal relationship, rights and responsibilities.

B.5. Facilities to overcome personal problems, resolution of complaints and grievances,B.6. Availability of Staff welfare measures and provision of Statuary benefits

C. Inputs:

C.1 Method of Induction programme comprises of visual, audio, lectures, exercises, fieldvisits and case studies.

C.2 Coverage of topics in the programme varies depending on category and level of

candidates.

C.3 Faculties are drawn from department/ programmes concernedC.4 Services of external faculty may be considered, if necessary.

C.5 At the end of the programme the candidates should be well conversant with functioningof the APD. They should be proud of entering into the services of APD.

C.6 Orientation programme should embolden and enthuse them to carry out their assigned

duties confidently.

C.7 They must be able to reorient their mindset and attitude to adjust with workingenvironment and persons to be served.

C.8. Awareness is reinforced by impressing upon the opportunity for elevation and growth in

the career path.C.9. Trained candidate is able to carryout SWOT analysis for their future growth and

elevation in the career path.

D.Process Progression:

D.1 Schedule for Induction programme is drawn by the Manager (HRD), in consultation with

Director (HRD) and functional heads concerned. Proper planning is ensured to achieveeconomy of operation and derive optimum benefits.

D.2. Training Course materials are ensured to be up to date.

D.3. Consultation with concerned line manages is held to enhance effectiveness of theprogramme.

D.4. The candidates who are unable to cope with, are identified and special attention is

endowed to them. Counseling session is held to make them compatible with others

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D.5. Effectiveness of the orientation is further enhanced by providing opportunity to gain onthe job experience in the actual work environment by the department concern.

D.6. Evaluation of the on the job performance is carried out by the head of the department.

The evaluation report is forwarded to the HR department as feedback.

D.7. Feed back, particulars obtained from the Head of departments to whom the trainedcandidates were allotted are utilized to enhance effectiveness of induction and

orientation.

D.8. Documentation of the performance and remarks by the trainer is done for futurereference and action

B. Out Put

E.1. Schedule for Induction and Orientation programmes

E.2. List of faculty for the programmesE.3 Course material for the programme with up to date contents

E.4 List of candidates who have undergone induction and orientation programme with

particulars of their performance

E.5 Feedback on the usefulness of the programmes by the end users of the Programmes

E.6 Periodic reports on Performance of the programmes during the period.

6.4. Training:

A.Purpose:

A.1. Exposure to technological, market, managerial and business development related to the

disability sector.

A.2. Widening perspective out look on the disability sector, soft skills to enhance

interpersonal relationship, presentation skills and cope with real life situation.A.3. Behavioral improvement leading to accomplishment of life goals

A.4. Self analysis and strengthening self confidence.A.5.Enhancing efficiency in service provisionA.6.Strengthening moral and ethical commitment to accountability and responsibility

A.7.Enhancing involvement, participation for improvement of service quality

A.8.Need based working knowledge and skillA.9.Enhance capability of the institution and organization with whom partnership is entered

into by APD.

B. Scope:

B.1.Team work and coordination

B.2.Enhancing creativity, productivity and innovative thinking and actionB.3.The process of training includes the following training activities

B.3.1. Internal training such as skill up gradation, young leadership and need based training

for implementation of specific schemes or projects.B.3.2. System training: such as HR, finance, computer volunteer management fund raising

etc.

B.3.3. External training: seminars, workshops, conferences, professional, technical trainingorganized by external trainers.

B.4.To enhance appraisal, auditing and evaluation skills.

B.5.Organizing training programs at the state, regional and national level.

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B.6.Experience sharing in workshop and conference.

C. Inputs:

C.1. Identify training needs for individual and groups, subject wise training on the basis ofperformance appraisal and feedback from superior and self indent.

C.2. Annual plan for the training scheduling the training programs.

C.3. Conducting of the trainingC.4. Documentation and reporting on training performance.

C.5. Evaluation of the training by the candidates, organizer, and trainer based upon the

feedback and performance report.C.6.Review of improvement and training process

D. Process Progression:

D.1. Training activities are planned based on the training policy, past performance, identified

needs financial implication and availability of resources.

D.2. The finalized plan is presented for approval with substantiating the necessity andavailable resources.

D.3. The schedule for training is prepared as per approved plan and in consultation with

department concern regarding sparing time and staff.

D.4. Faculties for the training are identified and finalized. Inventory of the empanelled of

faculty is maintained, and ensured to be up to date.

D.5 Training time table is prepared in consultation with and as per the direction of authorityconcerned.

D.6 Trainees and faculties are informed well in advance.

D.7. Communication and publicity of the training program made effectively to enhance

utility of the program.

D.8.The program is organized effectively, professionally and systematically, so as to derive

expected benefits.

D.9.Arrangements for accommodation, logistics and knowledge delivery are ensured to be

effective.

D.10. On completion of the program, feedback is obtained in the specific format designed forthe purpose.

D.11. Evaluation of the feedback is made to improve quality by avoiding deficiencyobserved.

D.12. Usefulness of the program is assessed based on the feedback from the trainees andusers of their services and supervisors.

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D.13. The feedback is ensured from employees who attended external training to assessusefulness and exploring possibility of implementing the experience gained.

E.Out put:

E.1.Statement of identified training needs

E.2. Training plan approved competent authority

E.3. list of faculty members with necessary individual particularsE.4. List of trained employees batch wise

E.5. Records of training imparted to partner NGOs in capacity building

E.6. Financial performance of the training program.E.7. Feedback information from the employees who have undergone various types of

training.

E.8. Review and evaluation records with particulars of the learning and possibleimprovement.

6.5. Career Development and Capacity Building:

A. purpose of the process is to:

A.1. To motivate staff to serve the PWDs with zeal and enthusiasmA.2. Strengthen confidence and motivation by realizing vast scope for activities of APD.

A.3. To encourage better performance continuously and consistently to create awareness on

opportunity for career growth and development, elevation to higher level.A.4. To enhance the sense of ownership and responsibility in their performance.

A.5. To widen the knowledge base and general exposure, so as to enable them to envision

wider areas and aspects

A.6. Empowering them to contribute to their maximum for overall achievement of theorganization.

A.7. To retain competent and experienced personnel to ensure uninterrupted service deliveryA.8. To encourage employees to come forward with suggestions for improvement andenhance efficiency in the service delivery

A.9.To develop loyalty to the organization

B. Scope:

B.1. Establishing standard career pathB.2. Recognition and nurturing of special skills, talents and traits.

B.3. Soliciting suggestion and rewarding meritorious best ones.

B.4. Rewarding outstanding achievements.

B.5. Evaluating the career development programs for assessing their effectiveness

C. Input:

C.1. Employees are screened to identify and nurture special talents

C.2. Assessment of individual and their potentiality to shoulder higher responsibility.C.3. Deficiency if any individual of the selected personnel is bridged by specific counseling

and corrective measures

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C.4. Potential employees are encouraged to widen their perspective on overall functioning ofAPD.

C.5. Leadership quality is developed to lead the working team and achieve better result

through team work.

C.6. Encouragement given to upgrade their skill and knowledgeC.7. To keep abreast of the latest developments in their field of performance.

C.8. Consistent efforts are made for retention of meritorious personnel

C.9. Reasonable chance is provided for elevation in the employment ladder, equally andequitably.

D. Process Progression:

D.1. Output of the performance appraisal procedure is scanned for identifying scope for

career development of individual employeeD.2 Special strengths and merits depicted in the performance report are culled out for further

action.

D.4. Measures for fostering special merits are worked out suitably.

D.5. Training for upgrading special skills and talents is provided to strengthen the skill and

identified potentiality.D.6. Standard career path is applied for provision of promotion and assign higher

responsibilities.D.7. Opportunity for improving career is provided even with employee of an average merits

D.8.Schemes for involvement, participation and contribution to demonstrate extraordinary

merits are formulated and implemented systematicallyD.9 Measures are taken for rehabilitation of individual with disability and to bridge

identified gape.

D.10. Threat of attrition is tackled timely and appropriately.

D.11. Rewarding for best workable suggestion resulting, in economy and efficiency iscarried out properly.

D.12. The feedback system to measure level of job satisfaction and loyalty to the institutionis developed and implemented effectively.D.13. Review and analysis of the feedback and appraisal reports is made regularly to assess

effectiveness of career development program.

E. Output:

E.1. List of identified employees with special skills and talents potential for furtherdevelopment.

E.2. Policy document on standard career path.

E.3.Special program and bridge course are evolved for career development

E.4. Measures are taken timely for redressed of grievance preventing turnover of meritoriouspersonnel

E.5. Beneficiaries of career development program

E.6. Rewarded outstanding achievements and suggestions.E.7 Feed back on job satisfaction and level of loyalty to APD

E.8. Review reports on the performance of career development program and its learning for

future improvement.

6.6. Performance Appraisal:

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A. Purpose:

A.1. To assess efficiency of an employee in discharging assigned duties and responsibilities.

A.2. To identify potential strength and weakness of an individual employee

A.3. To extend rehabilitation measures to over come observed deficiency.

A.4. To provide opportunity for self assessment and awareness of scope for improvement.A.5. To obtain feedback from the superiors on attitude, aptitude, behavior, knowledge and

level of actual performance

A.6. Identification training needs to further strengthen the capabilitiesA.7. To Assess suitability to assign higher responsibility with better incentives

A.8. To assess suitability of special increment and promotion, based on appraisal.

B. Scope

B.1. All the employees areassessed for their job performance

B.2. Appraisal of merits in terms of efficiency, involvement, commitment, accountability,

integrity and honesty.

B.3. Administration of annual appraisal process by planning, scheduling and imparting

required training.B.4. Compilation and consolidation of annual appraisal reports.

B.5. Review, analysis and drawing action plan.B.6. Maintenance of periodical assessment carried out for specific assessment. ( during the

period of probation, observation and training).

C. Input

C.1. Appraisal plan and schedule

C.2. Guidelines and formats for appraisalC.3. Periodical appraisal reports

C.4. Trained personnel for appraisal work.C.5. Creating awareness and alertness among appraisee

D. Process progression:

D.1. Action plan for annual appraisal is drawn in case of regular employees.

D.2. Periodical assessment is carried out in case of employees on probation, observation and

training.D.3. Training schedule for assessors/appraisers at different level and is prepared and

conducted.

D.4. Time schedule for carrying out appraisal procedure is fixed.

D.5. All the appraisers are briefed to emphasis importance and methods of appraisal.D.6. Required clarity is ensured for the appraisal to be effective and purposeful.

D.7. Appraisal is carried out by the assessors as per the schedule, adhering to the norms and

guidelines.D.8. Appropriate environment is created to ensure objectivity, openness and realistic

environment during the appraisal.

D.9. Appraisal is done by the next higher level than the appraisee, by adherence tomethodology and guidelines.

D.10. All the appraisal reports of the employees falling under specific directorate are

reviewed by the Director concerned.

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D.11. The Directors are appraised by the Executive Director who in turn, by the Hon.Secretary.

D.12. The Appraisal reports are preserved as records in the respective personal files of the

appraisee. This will serve as evidence of the performance, merits, strength, competence

demonstrated during the service period.D.13. Due consideration of the output of the appraisal is ensured while upgrading the career

path in terms of increment, promotion and reward.

Output

E.1. Schedule for training and time frame for completion of appraisal procedure .

E.2. Source materials for training and appraisalE.3. Filled up appraisal format

E.4. Review records at different levels indicating the compliance and scope for improvement.

E.5. Appraisal reports filed in the personal service records.

E.6. Action plan based on the Learnings of the administration of appraisal process andnecessary correction measures

6.7 PERSONNEL ADMINISTRATION

A. Purpose

A.1. To ensure compliance to applicable statutory, regulatory and institutional requirements

A.2.Establishing transparency and social justice in, administration with due care forprotecting individual privacy and confidentiality

A.3. Ensuring clear understanding of entitlements, obligations and responsibility required tobe fulfilled by the individual imployee

A.4. Ensuring discipline and adherence to rules and regulation

A.5. Ensuring provision of statutory benefits and compliance to the applicable requirements

A.6. Management of pay role and related issues to the satisfaction of employees andcompliance to accounting and audit requirements.

A.7. Maintenance of services records of every employ with up to date information

A.8. Furnishing up to date information required by the statutory authorities and different

levels of management

A.9. Enforcing disciplinary action as per the decision of competent authorities

B. Scope

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B.1. Build up and maintenance of personal records of every individual employee with up todate particulars

B.2. Compliance to statuary of regulatory requirements

B.3. Administration of salary, allowance and payments of individual bills, ensuring

compliance to applicable requirementsB.4. Maintenance of attendance, leaves records and monitory punctuality.

B.5. Provision of statutory benefits

B.6. Handling legal matters related to personnel administrationB.7. Maintenance of data base of employees and furnishing on demand

B.8. Handling disciplinary proceedings and problematic individuals

B.9 Compliance to employee exit procedureB.10. Provision of loans and advances, and their recovery

B.11. Correspondence and communication related to personnel matters.

C Input

C.1. Individual personal files contain full particulars and history of services, training,

promotion, disciplinary action etc of the individual employee.

C.2. Transparency in dealing, justification of action, must be ensured as per the accepted

institutional policy and statutory authorities to the satisfaction of the employee.

C.3. Necessary confidentiality and secretmustbe maintained

C.4. Legal matters are dealt efficiently to avoid adverse impact on administration

C.5. Care should be taken to avoid causing financial inconvenience and constraints to the

employee by ensuing promptness in disbursementof entitled payments

C.6. Disciplinary measures should commensurate with offence committed and result in boostof employee morale

C.7. Complaints and grievanceof individual employees is dealt promptly and convincingly.

C.8. Certificates required by the employee and those statutoryauthorities are issued in time.

D. Process progression

D.1. New file is opened on appoint of an employee sustaining after compliance to the

reporting formalities of different category Personal file starts with particular appointment

order, service contract, individual identification, location, qualification, services, bond, Oathon secretary etc. File is updated with passage of time, the personal file shall carry a event,

performance records and indemnity incidence of an variation in emolument, change in

designation, evaluation, appraisal, promotion, disciplinary action etc., checklist for contentsof personal file.

D.2.Attendance monitoring records, together with leave records are preserved for thespecified retention period.

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D.3. Pay bill is prepared with particular of deduction and net amount payable. This billindicates deduction particulars and remittance of the deducted amount to the particular

authority must be ensured.

D.4. Salary is paid either in cash/ cheque/ credited to bank a/c as per the request of the

individual employeeD.5. Acquaintance is maintained up to date and ensured to be error free

D.6. Certificate for Tax deducted at source is issued as required

D.7. Complaint handling and redressal of grievance is carried out as per the specifiedprocedure

D.8. Disciplinary proceeding is carried out as per the guidance and discretion of the

competent authorities.D.9. Annual increment/ promotion procedure is carried out as to complete the process within

specified time frame of the year. Necessary inputs guidance, recommendations areobtained

for taking decision on increment/ promotion.D.10. Statutory benefits applicable to employees of APD is indentified and provision is

ensured

D.11. Provision of application and approved staff welfare benefits are ensured to be

administered

D.12. Counseling support to individuals with emotional and behavior problem is provided

E Output

E.1. Up to date personal file for every individual employee

E.2. Documents and records related to personal administration in various aspectsE.3. Documented evidence for provision of statutory benefits and compliance there on

E.4. Documented evidence for compliance to the statutory and regulatory requirements

E.5. Records on staff welfare activity

E.6. Data base on employee, past and present optimal and prospectiveE.7. Feed back information on service delivery and functional performance of employees

together with review remarks and corrective actions.E.8. Analytical report on employee turn over and attrition feed back

6.8. Development of work culture & Conducive work environment

A. Purpose

A.1. Sustenance of a avowed philosophy, value and culture

A.2. Development of service spirit for welfare of mankind and disability sector in particular

A.3. Foster concern for protectiveenvironment and conservation of natural resources

A.4. Promotion of comradureand fraternity among employees and their family members

A.5. Development of team spirit and strive for unity of purpose

A.6. Ensuring safety of person, working assets, and preventing occupational hazards

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A.7. Enhance institutional image by self imposed standard of presentation, appearance,attitude, behavior, is manner and ethics during service delivery with accepted standards.

A.8. Demonstrate loyalty to the institution and commitment to service to the disabled

A.9. To keep the environment clean, hygienic, orderly, safe and attractive.

B. Scope

B.1. Staff welfare measures.

B.2. Safety and security measures-Insurance

B.3. Provision of Statutory BenefitsB.4. Personality Development- Physical, intellectual, spiritual,behavioral,cultural and social

B.5. Promotion of fraternity and sense of belonging

B.6. House keeping, maintenance and environmental safety

B.7. Presentation to the visitors

B.8. Measures to overcome emotional problems and personal deficiencies

C.Input

C.1. Awareness of vision, mission and objectives of APD is strengthened consistently

through appropriate channels and media

C.2. Importance of services provided by APD to the Disability sector is emphasised and

communicated to the employees, Volunteers and public comprising of person with disability,

administrators, policy makes and opinion leaders

C.3. Feed back and suggestion from employees and users of services of APD are obtainedand utilized for accessing effectiveness of measures adopted.

C.4. Opportunities are created for sharing experience and exchange of ideas for

improvement.

C.5. Involvement of service providers, supervisors, volunteers and field force is optimized to

improving service delivery with true service spirit

C.6. Periodic assessment of effectiveness of the measures being adopted for achieving the

purpose must be ensured

C.7. Observations on the level of efficiency and quality of service delivery must to ensured

by the Board member, senior management, volunteer and professionals for assessing the

ground reality

D. Process Progression

D.1. Arrangements for maintence of work place are planned and implemented

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D.2 .Environment of office, workplace and campus is ensured to be conducive to enhanceefficiency

D.3. Proper house keeping renders the campus / working premises, clean, hygienic, safe,

attractive and promotion of good will

D.4. Safety of persons, working assets and estate is ensured by suitable safety measures and

insurance plans

D.5. Personality Development (physical, intellectual,cultural,spiritual, social) measures for

employees are planned and provided

D.6. Staff welfare package is evolved and administered to enhance, mutual understanding,

respect and fraternity among employees and their familymembers (by way of get togethercamps, tours workshop etc.)

D.7. Promotion of team work and leadership is ensured to achieve effective communication

and coordination in service delivery

D.8.Schemes are designed to boost morality and ethics among employees and implemented

by celebration of national and regional festivals

D.9. Employees with requisite skill and talent are selected in each functionalarea of APD

and deployed for entertaining visitors and dignitaries.

D.10. Team of propagaters, suitably trained in communication are deployed for Projecting

APD image impressively and develop rapports with community, outside agencies and

potential donors.

D.11. Institutional loyalty and sense of belonging among employees enhanced and run forcedthrough appropriate measures.

D.12. Measures are taken to create awareness of the philosophy, values, purpose, ethical

standards for which APD is committed. Employees are enabled to realize the importance andpractice in their personal and service career.

E. Out Put

E.1. Enhancing the sense of safety and security in the minds of employees

E.2. Well versed personel to boost institutional image by their attitude, action and service

delivery

E.3. Well established leadership and team spirit

E.4.Loyalty to institution is enhanced consistently by attaining job satisfaction and

opportunity forattaining self esteem

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E.5. Employees are satisfied by the welfare and development facilities together withconducive work environment.

E.6. Employees family members are brought into the fold of functional areas of APD

enabling them to enhance the pride of association with APD

E.7. Maintenance of premises, work environment and campus is improved to enhance

present status and emitting brighter image of APD to visiting dignitories

E.8. Employee, morale is boosted by working in such a conducive environment

E.9. Availability of committed and competent personnel to carry out any assigned task to

meet the specific requirement

E.10. Retention of meritorious personnel required for service delivery with consistently

improved quality

E.11.Enhanced sense of involvement, participation and contribution to build distinct

institutional image with their integrity, accountability, responsibility, commitment to thevalue and devotionto the service.

E.12. Well trained personnel to spread APD message and propagatespirit of service to the

Disability sector.

6.9. GRIEVANCE HANDLING PROCESS

A Purpose:

A.1 To provide a healthy environment that is safe, fair and free from discrimination and

harassmentA.2 To ensure fair and equitable treatment for every employee of the OrganizationA.3 Resolution of all work related problems, by use of mediation and compromise between

employees and supervisors

A.4 To enhance faith and belief of employees that they are heard and treated to come out oftheir difficulties

A.5 To justify the action taken convincingly in case of the employees whose services are

terminated for unsatisfactory performance or for indiscipline.A.6 To relieve employees from personal problems

A.7 To prevent potential injustice, harassment and unwarranted treatment which are detriment

to the institutional image

A .8 To convince and console the employee with genuine grievance and justified complaint Note: 1.GRIEVANCE is a lingering ill will towards a person for a real or imagined wrong

.It applies to a circumstance or condition that constitutes an injustice to the

sufferer and gives just ground for complaint

2. COMPLAINT is an expression of dissatisfaction, pain, or resentment. The

grievance is communicated in the form of a complaint. It may either be

verbal or writing or any suitable form, expecting its resolution

B. Scope:

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This process is applicable to all the employees irrespective of their category, nature, status,and their grievance brewed as the result of:

B.1 Work related problems

B.2 Prejudicial treatment in the work place

B.3 Discrimination and harassment to employeesB.4 Personal problems-emotional, family, financial and social

B.5 Wrecked inter personal relationship

Complaints against:B. 6 Non compliance against social injustice during the service delivery

B.7 Failure to extend entitled benefits and facilities

B.8 Deprival of opportunity to career growthB.9 Deficiency in service delivery caused by non provision of facilities /source

materials/resources

B.10 Occurrence of unpleasant incidence during the job performance/ work placeB.11 Grievance/complaint expressed and communicated through verbal or in writing;

preferably in writing.

C. Inputs:

C.1.Grievance resolution is an integral part of line managerial duties, which also include

responsibility for identifying, preventing, responding to and redressing problems in the

institution.

C.2. Grievances should be treated seriously, expeditiously and sensitively, having due regard

to procedural fairness, confidentiality and potential for victimization.

C.3 Grievances should be handled quickly and as close as possible to their source.

C.4 Employees should raise concerns as early as possible after the incident relating to the

complaint has occurred.

C.5 Wherever possible, grievances should be resolved by a process of discussion, co-

operation and conciliation. The aim is to reach an acceptable outcome that minimizes

any potential detriment to ongoing work relationships.

C.6 Both the complainant and the respondent will receive appropriate information, support

and assistance in resolving the grievance.

C.7 Employees should not instigate grievances that are frivolous or malicious.

C.8 Employees are expected to participate in the grievance resolution process in good faith.

C.9 Individuals who have opted to resolve grievance will not be reprimanded or

discriminated for initiating an inquiry or complaint

C 10. The complainant can appeal to the Management if the complainant has strong reason to

believe that he/she did not get justice at the senior management level.

D. Process Progression

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D.1 An employee makes out clearly the incidence/situation for the complaint /grievance

before communication. Communication may be verbally or in writing. (Preferably in

writing in the prescribed format.). The complaint is duly acknowledged and kept

informed about the progress and status frequently. Due confidentiality and secrecy isensured .

D.2 An employee who has complaint, first discusses the problem with his/her immediatesuperior. In case of the complaint itself is against the immediate superior, next higher

authority shall be resorted to.

D.3 Superior concerned shall extend supportive environment to resolve the problem; and shallreview the grievance, obtains and verifies facts and if required consults higher

management.

D.4 In case the complaint qualifies for disciplinary action the same is referred directly to theDirector (HRD). In other cases, the complaint is forwarded to Grievance Handling

Committee/ Authority

D.5 Grievance redressal /complaint handling is carried out as per the specified guidelines

annexed hereunder.

D.6 If the problems are not resolved with the immediate superior, the individual may chooseto discuss the situation with the higher authorities. .

D.7 If the problem persists or remains unresolved, the grievance shall be referred to theExecutive Director for final decision. He shall resolve and direct appropriate action. In

case of necessity due to seriousness of the instant case, he shall consult the Hon

Secretary and act as per his direction.D.8 The Director (HRD) takes disciplinary action against the complained/respondent

necessitated by the decisions of the final authority for resolution.

D.9 Proceedings of the Complaint handling/ Grievance redressal is documented. Final

Resolution is recorded in the specified Format and preserved with personal forDocuments and records are preserved for minimum retention period of 5 years from the

date of resolution.

E Out Put:

E.1 Statement of Grievance /Complaint Report andAcknowledgement thereof

E.2 Proceedings of the Grievance/Complaint handling procedure

E.3 Data on facts and figures generated during the investigation procedure.E.4 Report on Resolution of Grievance/ dealing with the complaint

E.5 Action needed to be initiated for implementation of the decision/resolution

E.6 Satisfaction of the Complainant is achieved. Aggrieved employee is convinced and

consoled by solving the stated problems. Relief from emotional problems results inenhancement of capability and work efficiency

E.7 Faith and belief of the Employee in getting justice and equitable treatment is restored and

reinforcedE.8 Retention of meritorious employee is facilitated by strengthening the motivation and

boosting up morale.

E.9 Learning out of grievance handling to initiate proactive measures to enhance capacitybuilding and improve service quality

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6.10. Management of Voluntary Services

A. Purpose:

A.1.To realizes vision and achieve mission through services of volunteer infrastructure.

A.2. To facilitate employees to enhance their efficiency and effectiveness in carrying out the

assigned tasks

A.3. To achieve cost effectiveness and quality improvement of the performance of various

events, programme, projects and tasks.

A.4. To achieve value addition to the organization by enhancing quality and variety of

services provided by APD

A.5. Optimum utilizationof volunteers potentiality, skills, services spirit, enthusiasm that

they sacrifice. Their time and skill utilized not for monetary consideration to achieve

independent outlook but a fresh perspective to service design & delivery. Also for

revolutionize by mobilize large masses towardssingle cause

A.6. Volunteers are managed and handled efficiently to derive maximum advantage to theorganization.

A.7. To ensure effective coordination between the performing personnel of APD and thevolunteers

A8 Strive for continual improvement in service delivery and goal accomplishment by

enhanced improvement of voluntary force

A.9. To achieve economy of operations in projects, programmes and planned special events.

B. SCOPE:

B.1. Development of documented volunteer management system

B.2. Identification, selection and registration of volunteers

B.3. Assigning tasks to volunteers based on their capabilities and needs of APD

B.4. Monitoring the progress of volunteers performance

B.5. Review of voluntary management system based on service performance report and

feedback from the volunteers

B.6. Affect continual improvement plan formulated on the outcome of review and feedback

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C. INPUT:

C.1. Volunteering is defined as a form of social behavior undertaken freely, which benefits

the community and society at large as well as the volunteer, and which is not driven byfinancial consideration ( UNDP 2005 Developing a volunteer infrastructure)

C.2. Volunteering must be a choice that is freely made and encouragement to becomevolunteer should not results in coercion or compulsion

C.3. Reciprocal relationship should result in non-financial benefits such as feeling ofworthwhile achievement, useful skills, experience, social contacts and inclusion into APDs

fold

C.4. The contribution made by the volunteers to the social economy and to the wider social

objectives must be valued and recognized explicitly

C.5. Opportunity must be created for inclusiveness to help diversity of people to feel usefully

involved. The principle of equal opportunities must be adopted to support diversity

C.6. Effective communication is ensured to enable the persons with vague initial interest buthigh motivation, moved to the next step

C.7. Formality for admission of volunteer are made so simple as to avoid possible demotivation. Communication and conversation should be so impressive and pleasant to

enhance motivation and spirit of volunteership

C.8. systematically and purposefully designed induction programme is offered to the newvolunteers to reinforce their motivation and gain requisite knowledge for voluntary services

C.9. Experience sharing with senior volunteers is ensured during the induction, withpurposeful participation, exchanging of ideas

C.10. Proper measures are adopted to appreciate, value their feedback and recognize theircontribution in order to sustain volunteers motivation, enthusiasm and commitment

C.11. Need analysis of the volunteers, contribution is made professionally based on the

SWOT analysis on the volunteer

C .13. Tasks which are expected to be carried out by the volunteer are defined clearly andcommunicated effectively. This information is incorporated in Volunteer registration

document for further monitoring and assessment document of recruitment, impact on the

service delivery of APD

C.14. Documentation of volunteers placement and, description of the work assigned is made

with clear indication of function, assignment etc

C.15. On closure of voluntership, volunteers must be communicated promptly APDs

gratitude, appreciation and open invitation to come back to APD at any time.

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D. PROCESS PROGRESSION

D.1. Individuals who are prepared for carrying assigned tasks are invited through a

communication containing general information on organization vision, mission, objectivesfunction and operational details.

D.2. This communication should highlights areas in which volunteers can take active partbased on a need analysis carried out systematically and professionally

D.3. Enquiries by the interested candidates are encouraged through proper and promptresponse

D.4. Enquiries are dealt with effective communication and conversation by the experiencedexecutives who take care to encourage the candidates to get enrolled as volunteer

D.5. Registration of candidates is carried out by collecting particular, as per the specially

designed format for the purpose, on skill, competence, back ground, resource to spare, areas

of interest etc.

D.6. Screening of registered candidates is carried out by concerned senior managementpersonnel of APD. Services of outsider may also be sought if necessary.

D.7. Personal interview is held to access suitability of the candidate for the specific tasksevent/ programme in terms of attitude, aptitude,field of specialization, resources.

D.8. On finding the candidate suitable, a formal assignment letter which entails as a bonafide

volunteer with authentic identification to represent APD is given

D.9. Detailed dialogue is held with the volunteer assignee (volunteer) to determine terms ofreference to carry out the assigned task. Information on privileges and obligations on the partof the volunteer is furnished with clarity and precision

D.10. Volunteer is introduced and entrusted to the functional head concerned to get the taskscarried out effectively and efficiently

D.11. Need based induction and orientation programme is considered depending on thenature, type and group size of the volunteer enrolled

D.12. Support services and monitoring are ensured by the concerned functional head to

provide conducive work environment to the volunteer

D.13. Feedback from the volunteer is obtained, by analyzing which necessary corrective

action in carried out. A suggestion for improvement is given due attention and care.

D.14. Grievances and complaints received from the volunteer are handled to prevent brewing

of dissatisfaction and adverse effect on their services

D.15. Recognitions and appreciation of meritorious services rendered by the volunteers are

accorded in public get together party, as token of appreciation may be considered depending

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on individual merit. Appreciation letter may be issued liberally to giving away mementoevery deserving volunteer

D.16. Option for terminating voluntary ship may be on either side. The closure of

voluntership should/ be through issue of thanking letter/ certificate with offer for sentry atany later date.

D.17. Support services of knowledgeable and professional organizations are obtained todevelop and maintain volunteer management system effectively

D.18. A team of coordinators reporting every furnished area, lead by volunteer manager atthe institutional level the team prepares plan for utilization of voluntary service monitor the

progress and initiate corrective and preventive measures for carrying out the assigned task

successfully.

E. OUT PUT

E.1. Volunteer management system manual is kept up to date and ensured to be in place and

use by the concerned

E.2. The manual is made available to the volunteer on request for reference

E.3. Review of the manual to ascertain suitability of its continuation with passage of time

and changing environment is done by the senior management under the supervision of theHon. Secretary

E.4. Documentation of voluntary services including particulars of placement of volunteers,

tasks assigned, duration of completion, review remarks and learning for further improvementetc.

E.5. Volunteers with outstanding performance are recognized and rewarded

E.6. structured statement of volunteers task wise, function wise, period wise, event wise etc

are maintained

E.7 Progress report on availing volunteer services is prepared periodically (quarterly) and

presented to the Board for its review and direction.

E.8. Perspective plan for availing voluntary services is prepared and is broken into short and

medium term sub plans

E.9. Efficiency of the functional heads in utilization of voluntary services is considered as a

component of performance appraisal on managerial capability

E.10. Reduction in cost of manpower (employees) is achieved

E.11. Enhancement of quality of service provision and brightening of instructional image ismade.

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References:

A Statutory Requirements

A.1 Income Tax Act 1961A.2 Employees Provident Fund Act

A.3 Gratuity Payment

A.4 Government Rules and Regulations related to Labour ( including Minimum Wages ,Child labour, Harassment to Women, Persons belonging to Socially priority sector.)

A.5 Employees State Insurance (ESI)/ Medical Benefits

A.6 Government Taxes and levies

B Institutional Documents

B.1 Bye laws of APD

B.2 Finance Manual

B.3 Manuals and Handbooks related to HR (including Employees Hand Book, Safety andHealth standards,

B.4 Voluntary Management System ManualPersonnel Policy and Staff Regulations

B.5 Cadre and Recruitment Rules

B.6 Pay, allowances and emolumentsB.7 Regulations on Services on Contract basis

C. Procedures pertaining to HR D&M

C.1 Recruitment and Selection (Indent, invitation, interview, Selection and Placement)C.2 Probation (Induction, Orientation, on- the- job Training and confirmation)

C.3 Career Development and capacity buildingC.4 Performance Assessment and AppraisalC.5 Gap Analysis and skill/capacity upgradation

C.6 Improvement of work Environment

C.7 Staff Welfare including inter personal relationship and employee moraleC.8 Placement, promotion and Career growth

C.9 Utilization of Voluntary Services of Outside professionals/Persons

C.10 Administrative reforms to enhance effectiveness of HR administration andefficiency.

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