WHEREAS, the customer wishes to use the services of the agency for the above purposes in accordance with this agreement. The agency is engaged to source and manage the client's staffing requirements for the client's specific requirements according to guidelines issued by the client. Details of the PMU composition and the resources to be recruited are given in Annex III. b) Resources listed in Annex III must be employed by the agency in consultation with the client.
The Client will nominate persons to be part of the recruitment process including the interview panel. If a situation of force majeure arises, the Agency will immediately notify the Client in writing of these conditions and their cause. Failure by the Client to pay advances on time as required by the Agency may jeopardize the stability of operations and affect the morale of personnel employed on behalf of the Client.
The selection committee for interviewing the candidates will be constituted in accordance with the recruitment policy of the client. Performance review of Customer's personnel will be conducted by Customer's respective heads. Manage all necessary legal requirements related to the recruitment and discharge of candidates, including the accounting and administrative process for the period of employment of the candidates seconded to the client.
However, the customer must reimburse all termination costs in accordance with the HR selection process.
COMPOSITION OF THE PMU
- Senior Consultant ICT Project Implementation including 8 years ICT) coordination in software development, supply
- Senior Consultant ( Agriculture ( Back ground in Agriculture and 8 years Agri) ability in software development)
- Consultant (ICT) Experience in appraisal of SRS and conversion of 5 years 2 positions the same into Application Software
- Consultant ( M & E) Experience in Project Implementation & 5 years
- Role and Responsibility
- General Responsibilities
- Specific Responsibilities 1. Principal Consultant
- MBA with basic degree in Engineering I Technology from leading Institutions/ Universities
- 6-8 years of experience in the role of an EA. Admin Coordtnator
- Certificate Diploma in Computer Applications
The exact value of remuneration will depend on the qualification, experience and skills of the successful candidates. The members of the Consultation Evaluation Committee will oversee the selection process to ensure that the most suitable candidates who meet the requirements are selected. Responsible for providing efficient reception services by screening incoming telephone calls, taking accurate messages, handling inquiries from internal/external calls to ensure they are referred to the relevant staff in a timely manner.
Responsible for effectively coordinating Principal Consultant, Senior Consultant and Consultant schedules by maintaining their dia5Y and arranging appointments, meetings, travel and accommodation in accordance with organizational procedures. Independently arranging meetings/appointments for Principal Consultant, Senior Consultant and Consultant with various offices of Government of India, executive agencies and other stakeholders. Preparation of Business Travel Claims, and Business Travel Reimbursement Claims for Principal Consultant, Senior Consultant and Consultant.
At least some of the experience should have been gained in a world-class organization that is a leader in its field. 8+ years of experience in IT management or IT consultancy, at least partly with a world-class organization that is a leader in its field. Experience in preparing office documents such as power point presentations, drafts, notes, circulars, spreadsheets, reports, etc.
Experience in the role of an EA, Admin Coordinator with excellent working knowledge of Power Point, Word and Excel.
Attendance & Working Hours
Process Owner
Confidentiality & Non-Disclosure
Talent Acquisition
Joining & Induction
Objective
Applicability
Guidelines
Mobile Phone
NISG HR PoOHcy-ManUal, llaterals should be sent as e-mail that is defamatory, violates copyright or official confidentiality, or harms JRI DAC I NISG's standing in the community or its relationships with citizens, staff, customers, suppliers, and others. E-mail must not contain material that constitutes gossip about colleagues or that may be offensive, demeaning, persistently irritating, threatening, discriminatory, involves harassment of others or concerns personal relationships. The email records of others may not be accessed except by management (or those authorized by management) who are responsible for compliance with this policy or authorized personnel who have been asked to resolve a bug, upgrade or similar situation.
In each case, access will be limited to the minimum necessary to complete the task. In serious cases, the penalty for a violation, or repetition of a violation, may include termination of employment. Employees should be aware that some forms of email conduct may also be open to criminal prosecution.
Internet
Organization Purchased Software
Exceptions/Deviations
Talent Management
1 The aim of this policy is to define and articulate the measures and guidelines of the work performance evaluation system for all employees, in order to enable an objective, fair and transparent evaluation of the individual's performance according to predetermined parameters. All employees will be included in the job performance appraisal system and their performance will be evaluated based on pre-defined and defined parameters and accordingly the overall performance of the individual will be rated as 5. Performance review will be done on the basis of feedback received from the respective Reporting Managers annually .
DAC has the right to take a decision regarding salary revision according to the project requirements and performance appraisal report of the employees;. Variable remuneration based on expected performance level - 60% of the Variable Remuneration will be paid to the employee on a quarterly basis, while 40% of the variable remuneration will be paid at the end of the year based on individual and organizational performance.
Leaving the Organization
It is the employee's responsibility to submit the required schedule I documents, contact details and all other relevant information before leaving the organization. HR will communicate the employee's last date of employment to the Accounts department. HR must ensure that the exit checklist form is complete before the employee's last day with the organization.
In the event of the death of an employee, the HR department will communicate with the beneficiaries/next of kin of the deceased regarding any outstanding issues related to settlement of liabilities. A situation will be considered an emergency for a case. as the case may be and will be decided by the reporting authority. The sanctioning authority in case of all types of leave shall be the Immediate Manager.
In the first year of service, an employee will be entitled to leave in proportion to the period of service calculated from the date of joining. In the event of termination, all forms of Leave accrued on an annual basis will be calculated on a pro rata basis. Extensions Extensions of leave beyond entitlement at that time during the year will only be permitted in urgent cases and will be dealt with in accordance with general guidelines.
In the event that an employee ceases to work for any reason, the earned leave will be deducted in his name and paid along with the dues. Accrual Privilege leave that is credited to an employee can only be transferred and can be accrued for a maximum of 60 days. Extension Extension of leave outside the right at that time during this! years is only allowed for emergency cases and is handled according to general guidelines.
Purpose Sick leave can be used for medical purposes, supported by a medical certificate. Process May be used with prior approval of the immediate reporting authority. Accrual Sick leave in favor of an employee can only be transferred and can be accrued for a maximum of 20 days. Paternity leave can be used for pre- and postnatal care during pregnancy.
4wel & Relocation
The reimbursable expense limits for accommodation and per diem, applicable during the business trip and corresponding to each location category, are set out in a tiered eligibility matrix set out below. For cities and towns where the company has tie-up with guesthouses/hotels, employees are encouraged to use the same as a first preference. Any exceptions to the above rights must be processed subject to the approval of a Vice President or above.
All employees are entitled to claim a business travel advance to cover the cost of accommodation and local travel. For any journey between locations that can be covered in 6 hours or less by train, the default mode of travel for all employees is AC Chair Car or II Tier AC as applicable. The objective/(' of the relocation policy is to provide adequate assistance to candidates joining NISG from abroad or in existing organizations, in case of transfer to another location of the Company due to business needs.
Po,I,:,lnization is committed to the health and well-being of its employees and their loved ones. NISG offers Group Medi-c1aim coverage for the employee, spouse and up to 2 dependent children. The premium amount for the coverage is divided equally between the employee and the employer (50% of the premium amount is paid by the employee and 50% is to be paid by the company ("Company" stands for the project to which it is transferred).
However, employees who wish to include their parents in covering the secondary requirements must bear all. Each associate and his/her spouse and children are insured for a maximum of INR 3 lacs per annum. This policy is intended to reimburse associates for eligible expenses that may have been incurred by them or any member covered by the policy, due to hospitalization of at least 24 hours and involving treatment during the course of such admission.
In such cases, the policy will pay for such expenses as are reasonably and necessarily incurred due to such treatment, subject to certain terms and conditions as covered by the insurance company. There is no waiting period for female members (employee or spouse) and can avail this maternity benefit from the date the employee/employee's spouse is covered by the policy. In case of unforeseeable death, 100% of the Sum Assured is payable to the nominated dependent/so that In case of any accident resulting in temporary or permanent disablement, a weekly sum of money (depending on
