,'.

INDIA NON JUDICIAL

Government of National Capital Territory of Delhi ---_:~-_._---_.._------~------_._------------------------------

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Purchased by

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Property Description

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Second Party

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IN·DL72246302729300L

28-Jan-2013 12:29 PM

IMPACC (IV)! d1732103! DELHI! DL-DLH

SUBIN·DLDL73210344133734393496L

NISG

Article 5 General Agreement

NA

o (Zero)

NISG

DEPARTMENT OF AGRICULTURE

NISG

100

(One Hundred only)

.)

•••••••••• _••••••••••••••••••••••••••••••••••.Please write or type below this line•• _••••••••••••••••••••••••••••••.••. ", ...... ........

......... . AGREEMENT FOR PROVIDING RECRUITMENT SERVICES FOR DEPARTMENT FOR AGRICULTURE & COOPERATION FOR . '.:-.,

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IMPLEMENTING THE NEGP A PROJECT

This agreement is made on the 24th

day of January 2013 BETWEEN President of India acting through Director (IT),

Department of Agriculture & Cooperation, Ministry of Agriculture Krishi Shavan, New Delhi· 110001, (hereinafter .',' ".., '- ~~-

referred as the "Client" which expression hereof includes its successors, administrators and assigns) known as First

Party AND I'Jationallnstitute for Smart Government (NISG) a Company registered under Section 25 of the Companies

Act, 1956 having its Registered Office at Y,S.R.BHAVAN, Financial District, Nanakramguda, Hyderabad - 500032, AP

(hereinafter referred to as "Agency", which expression hereof includes its successors, administrators andJ U,­a signs) , 1

represented thiOugh the CEO, who is duly authorized to execute this agreement, known as Second Party. !' ~.--:.•> ... I J. ... j~ • IV. II-' f ..... ,

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Statuatory Alert. : " :' "~~"',>..• , ,......-..... J' 1 Th' .u(rcn',o,ly of the Stamp Certlflcale can be verified at Authorised Collectron Centers (ACCs), SHCIL Oft,ces and Sub-registrar Offices (S~l-- " - (: './; 2 Th., Contact Data.ls or ACCs, SHCIL Oft,ces and SROs are available on the Web sile ·www.shcilestamp.com"·.i.;."····.Ii "

A

B

WITNESSETH

WHEREAS the Client has decided to entrust the requirements of setting up a Programme

Management Unit including Pre-Recruitment Phase, Selection Phase and Post­

Recruitment Phase.

WHEREAS the Client is desirous of engaging the services of the Agency for the above

purpose, in accordance with this Agreement.

C. WHEREAS the Agency has agreed to render such services.

NOW THEREFORE BOTH THE PARTIES DO HEREBY AGREE AND AFFIRM HERE AS UNDER

1. Definitions

a) Agreement: Shall mean this Agreement together with all its Appendices and Annexure

and any amendments thereto made in accordance with the provisions herein.

b) Agreement Period: Shall mean two years from the date of signing of the agreement, ---------~ -

extendable for a period of one year by DAC and also includes any further period as may

be mutually agreed upon.

c) Effective Date: Shall mean the date on which the parties sign this Agreement. The

Agreement will also cover the action taken by both the parties from the date of issuance

of Letter of Intent.

;d) Month: Shall mean English calendar month.

e) Parties shall mean NISG and DAC.

f) Force Majeure: For the purpose of this agreement, 'Force Majeure' shall mean an event

that is unforeseeable, beyond the control of the parties and not involving the parties'

fault or negligence. Such events may include: acts of the Government/Government of

India either in its sovereign or its contractual capacity, war, civil war, insurrection, riots,

revolutions, fire, floods, epidemics, quarantine, restrictions, freight, embargoes,

" radioactivity, earthquakes.

2. Role of Agency

a) Agency is being engaged to source and manage personnel requirements of the Client

for specific requirements of the Client as per gUidelines issued by the Client. The

detailed roles and responsibilities of Agency are described in Annexure I in this regard

(hereinafter called "Services"). The details of the PMU composition and resources to be

recruited are provided in Annexure III.

b) Resou.rces listed in the Annexure III shall be hired by the Agency with concurrence

with the Client. The Client shall nominate persons to be a part of the hiring process

including interview panel. In respect of personnel who have been found suitable, the

Agency shall submit for approval a copy of final recommendation.

""-.. \""-'\\"j \ .!

-~~~c) The resources selected will be on the roles of the NISG .The resources will report to , ~

Joint Secretary (IT), DAC through the Director (IT) and administrative control over the

resources will be exercised by DAC during the period of deployment.

d) HR Policy to be issued to these personnel shall clearly indicate that in the exigencies

of work they may sometimes need to work beyond office hours and even on holidays,

No extra payment will be made for it.

e) Removal and/or Replacement of Personnel: Except in case of those personnel where

the Client requires substitution, no changes shall be made by the Agency. In case of

other reasons beyond control of the Agency such as death, disability etc., the Agency

shall provide a replacement with in a period of 3 months.

If the Client

(i) finds that any of the Personnel has committed serious misconduct or has been

charged with having committed a criminal action, or

(ii) has reasonable cause to be dissatisfied with the performance of any of the

Personnel,

the Agency shall provide replacement personnel with requisite qualifications, skills

and experience with in two month period (including one month for selection process).

d) Conflict of Interests: The Agency shall hold the Client interests paramount, without

any consideration for future work, and strictly avoid conflict of interest with. other )

assignments or their own corporate interests. If during the period of this COJ1tract, a

conflict of interest arises for any reasons, the Agency shall promptly disclose the same to

the Client and seek its instructions.

e) Confidentiality: Except with the prior written consent of the Client, the Agency and

the Personnel shall not at any time communicate to any person or entity any

confidential information acquired in the course ofthe Services, nor shall the Agency and

its Personnel make public the recommendations and documents formulated in the

course of, or as a result of, the Services.

3. Role of the Client

The role of the Client, inter alia, includes the following:

a) Providing requisite funding in advance of equal amount to one quarter (3 months)

expenditure to the Agency at a time, for being able to meet expenditure to be incurred

on its behalf as detailed in Annexure II or agreed from time to time.

b) Providing working space, infrastructure and support equipment for the employees

recruited.

c) Issuance of guidelines to Agency for recruitment by indicating the number of personnel~,

..

to be recruited, changes thereof, years of experience, skill set, expertise and otherJA.·~ qualification required of the candidates to suit the work requirements. ~~)"

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Finalising terms and conditions for appointment, including working hours, leave and

compensation package (CTC) of candidates selected.

4. Payment Terms

The total indicative cost of providing "Services" is as per Annexure liar as agreed to in

writing from time to time.,

Staff cost that is market commensurate salary including, DA, PF, HRA, medical benefits,

LTA, leave encashment, etc. The Staff cost is calculated based on a Salary Cap for

particular positions as listed in Annexure II. The Salary cap represents a maximum

salary for the particular position and derived from past experiences with similar

projects. However, the structure allows for flexibility in the anticipated expenditure as

long as it is within the overall sanctioned budget. The billing would be on actual salary

on which the resource is hired. For the second year of operation (Financial Year), the /'

staff cost may increased by appropriate percentages based on performance review to

be done by DAL ­

a) Agency shall charge 15% of manpower salary cost incurred as its management fee for

providing "Services" over and above advances provided by the Client to meet personnel

related costs.

b) The cost of telecommunication & travel is not included in this cost and shall be paid for

by the Client at actuals in keeping with HR policy of NISG .

c) The re-Iocation cost (if any) for the selected candidates shall be borne by the Agency in

the initial lot of selection. Subsequently, relocation expenses, if any, will be. ~aid for by the "

client.

d) All recruitment related cost or any other costs such as travel of the candidates and

other incidental or out of pocket expenses shall be borne by the Client at actual.

e) Service Tax, as applicable, shall be charged extra.

f) Agency shall seek approval of the Client for any other unforeseen costs, which shall be

charged on actual basis.

g) Terms of payment:

(i) The Client shall make an advance payment to Agency in order to pay on behalf of the

Client the expected recruitment and remuneration costs for the personnel deputed to

the Client on a one- quarter (3 months) basis. Advances will be paid against Demand

Note raised by Agency quarterly.

(ii) Agency shall submit quarterly Utilisation Certificate as per Government of India norms

at the end of every quarter for expenditure incurred on its behalf.

(iii) The Agency will raise a quarterly invoice for Management Fee.

(g) It is expressly understood by the Client that timely payment of advances is a

necessary pre-condition for timely payment to personnel recruited and paid on its

behalf by the Agency. Agency will not be in a position to pay salaries / ..

reimbursements of personnel deputed to the Client if requisite advances are not

received in time

(h) Any legal liability arising out of functioning of recruited personnel will be borne by

DAC. However, legal liability relating to recruitment, termination and other related

establishment matters will be borne by the Agency.

S. Provisions for Modifications

The parties agree to make suitable amendments and modifications to this Agreement by

mutual consent as per necessity, provided that no modification, amendment or

variation of any provision of this agreement shall be effective unless the same has been

approved in writing by each of the parties. Any reference to this Agreement shall be

construed as a reference to such Agreement, as the same may from time to time be

amended, varied, modified, supplemented.

6. Approvals I Permissions I Financial Sanctions

The Client shall, wherever required, grant or obtain from concerned competent

authorities the necessary consents, approvals, authorizations, clearances as may be

required from time to time for the functioning of Agency on behalf of the Client.

7. Confidentiality

All proprietary information, correspondence and documentation etc., exchanged

between the Client and Agency in relation to HR Selection Process for the Client shall be

treated as confidential and privileged by the Parties and disclosed only to their

respective officers or members of committees on a need-to-know basis.

8. Informal dispute resolution ,;

The parties agree to attempt to resolve all disputes arlsmg under the Agreement,

equitably, in good faith and using their best endeavours. To this end, the parties agree

to provide frank, candid and timely disclosure of all relevant facts, information and

documents to facilitate discussions between them or their authorised officers.

9. Dispute Resolution between NISG and the Client

In the event of any differences between the parties to this agreement, such differences

shall be first mutually resolved. If such difference cannot be mutually resolved

mediations of a mutually agreed authority will be sought failing which arbitration will be

resorted to. The arbitration shall be conducted under the provisions of the Arbitration

and Conciliation Act, 1996. The arbitration shall be conducted in the English language

and be held in New Delhi. The award of the arbitrator shall be final, conclusive, and

binding upon the Parties. Pending the submission of a difference to the arbitrator and

thereafter until the final decision of the arbitrator, the parties shall continue to perform

all of their obligations under this Agreement, without prejudice to a final adjustment in

accordance with such decision.

10. Force Majeure

Agency shall not be liable if the delay in the discharge of its obligations under this

agreement is the result of an event of force Majeure as defined in the definition clause.

If a force majeure situation arises, Agency shall promptly notify to the Client in writing of

such conditions and the cause thereof. Unless otherwise directed by the Client in

writing, Agency shall continue to perform its obligations under this agreement, as far as

it is reasonably practical.

11. Communication of Notice

Any notice under this agreement shall be in writing and shall either be delivered

personally or sent by registered post, telex, facsimile transmission, electronic mail or

other the Client telecommunication in permanent written form. The addresses and

members for service of notice shall be given to the Parties at their respective addresses

set forth below:

DAC: DIRECTOR (IT),Room No. 355, KRISHI BHAVAN, NEW DELHI, 110001

NISG: CEO, National Institute for Smart Government (NISG), YSR Bhawan, Financial

District, Nanakramguda, Hyderabad-S00032.

12. _Jurisdiction

This agreement shall be governed by and construed by in accordance with the laws of

India and the Courts of Delhi shall have jurisdiction.

13. Miscellaneous Provisions

;

13.1 Affirmation

The parties declare and affirm that neither party nor its directors, employees, any of its

agents have paid nor have undertaken to pay and that in the future not pay any

unlawful commission, bribe, payoff, kick-backs that it has not in any other way or

manner paid any sums, whether in Indian currency or foreign currency and whether in

India or abroad, or in any other manner given or offered to give any gifts and presents in

India or abroad to any person to company to procure this Agreement. The parties

undertake not to engage in any of the said or similar acts during the term of and relative

to this Agreement.

13.2 Third Parties

This Agreement is intended solely for the benefit of the parties hereto. Nothing in this

agreement shall be construed to create any duty, or any liability to, any person not a

party to this agreement.

13.3 Relationship of the Parties

This Agreement shall not be interpreted or construed to create an association, joint

venture, or partnership between the parties or to impose any partnership obligation or

liability upon either party. Neither party shall have any right, power or authorit to ente

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into any agreement or undertaking, or act on behalf of or to act as or to otherwise bind,

the other party.

13.4 Survival

All provisions of this Agreement, which are expressly or by implication to come into or

continue in force and effect after the expiration or termination of this Agreement shall

remain in effect and be enforceable following such expiration or termination.

14. Failure to meet the Obligation: It is explicitly understood that the Agency merely acts

on behalf of the Client and its ability to meet its obligation depends upon the receipt of

timely advances from the Client. Failure by the Client to pay advances on time as

required by Agency may jeopardize the stability of operations and affect the morale of

the personnel hired on behalf of the Client. The Agency will not be in a position to fund

any of the required expenditure on its own and in case of delays in receipt of advances

by the Client, the Agency will have to delay payment to vendors/employees till advances

are received, and any adverse impact of such delays will be the sole responsibility of the

Client.

15. Severability and Renegotiation

Should any provision of this Agreement for any reason be declared invalid or un­

enforceable by an order of any court of competent jurisdiction or any arbitral body

pursuant to the provisions of arbitration hereof, such decision shall not affect the

validity of the remaining provisions, while remaining provisions shall remain in full force

and effect as if this Agreement has been executed with the invalid or unenfo.rceable ;

provisions hereof eliminated. In the event any such provision of the Agreement is so

declared invalid or unenforceable, the parties shall promptly renegotiate in good faith

new provisions to eliminate such invalidity or un-enforceability and to restore this

Agreement as near as possible to its original intent and effect.

16. Annexures to the Agreement

The parties agree that the Annexure to this Agreement form part of this Agreement and

will be in full force and effect as though they were expressly set out in the body of this

Agreement. In the event of conflict between main Agreement and Annexure ,the former

shall prevail.

17. Termination

17.1 The Client may terminate this contract in case of occurrence of any of the events

specified in paragraphs (a) to (d) of this clause. In case of such an occurrence, the Client

shall give a not less than 90 days written notice of termination to Agency:

(a) If Agency has engaged in corrupt or fraudulent practices for executing the Agreement.

(b) If, as a result of Force Majeure, Agency is unable to perform the services for a period of

not less than 90 days.

(c) If Agency is in material breach of its obligations pursuant to this Agreement and has not

remedied the same within 45 days (or such longer period as the Client mav halll:>

\ ,

,)Tsubsequently approved in writing) following the receipt by Agency of the Client's notice "'-~r_..__

specifying such breach.

:eI) If the Client, in its sole discretion and for any reason whatsoever, decides to terminate

this Agreement. In that case it may be done after making payments to Agency for the

services actually rendered for carrying out the work till the date of termination and

Agency shall return to the Client the assets or part thereof or gathered under this

Agreement prior to the date of such termination. The total amount of advance, if any,

paid to Agency but unutilized at the time of such termination, shall be returned by

Agency to the Client.

17.2 Agency may terminate this contract by giving not less than 90 days written notice to the

Client. Such notice may be given after the occurrence of any of the following events

specified in paragraphs (a) and (b) of this clause:

(a) The Client fails to pay any money due to Agency pursuant to this Agreement and not

subject to dispute within 45 days after receiving written notice from NISG that such

payment is overdue.

(b) If as a result of Force Majeure, Agency is unable to perform the services for the period

of not less than 90 days.

18. Tenure of Agreement

The Parties agree that this agreement shall come into force on the date it is executed

and shall be valid for a period of (two) 2 years extendable for a further period of one .... year. .......~--_.-~

;

The Parties agree to be bound by the terms and conditions of this agreement in witness'whereof

they have signed it through their authorized representative on this 24th day of January 2013.

Date: 2.~ .0\· ~O~

Place: ~e~ ~t:\...~\

For and on behalf of NISG

Date:

Place:

Witnessed by

1.

2.

,..:-------­,

Jt~NEXURE-1

'Scope of Work of NISG ("Services")

NISG is responsible for the recruitment of the personnel from the open market for setting up of

I'MU for their Client the responsibilities to be borne by NISG can be classified broadly in two

categories, namely:

A. Provisioning of manpower to the Client as per the Client requirements;

B. Effective HR Management and Administration of personnel including compliance with all

statutory provisions

The"detailed roles and responsibilities of NISG under both categories are as follows:

A. Provisioning of manpower to the Client as per the Client requirements;

i. Pre-recruitment phase:

a) Implement Recruitment Strategy, Policies and Practices as per existing procedure.

b) Liaise with the Client to obtain the list of open positions & numbers with Job

Descriptions for the open positions.

ii. Selection phase

a) Manage the interface with the Recruitment Agencies to ensure that the required

activities are done efficiently and effectively. ;

b) Other activities include:

• Co-ordination of the panel(s) creation activity with members of the Client

• Shortlisting candidates in consultation with the Client

• Facilitating Interview of candidates and evaluation of candidates

• CTC Negotiation with the candidates and offer generation.

The activities also include facilitation of all the necessary logistical steps required for

the interview process.

The selection committee for interviewing the candidates will be formed as per the

recruitment policy of the Client. The candidates would be recruited on a fixed term

contract as defined by the Client that may extend up to duration of two years.

iii. Post recruitment- Joining phase

a) Management of the recruitment process, joining and post-joining formalities

B. Effective HR Management and Administration (including Statutory)

i. HR Management & Administration

ii. Implement the HR Policies and arrangements as agreed with the Client. ----=- ViD----~~

r~' ! f III. Ensure smooth functioning of all administrative responsibilities including maintaining

employee records and other routine administrative functions.

iv. Facilitate Performance Appraisal process as per the suggested process of NISG in co­

ordination with the Client.

v. Performance Appraisal of the Client personnel will be done by the respective heads of

the Client

vi. Management of funds received from the Client, towards management of the activities

under this proposal.

Statutory

vii. Ensure all compensation and benefits related processes are handled smoothly.

viii. Ensure that statutory and regulatory compliances, including Taxes are adhered to

consistently

ix. Manage all necessary statutory requirements related to JOining and relieving of

candidates including accounting and administrative process for the period of

employment of the candidates deputed with the Client

Detailing of Assumptions relating to Advance required attached in Annexure II. It is expressly

agreed between the parties that a formal notice/intimation on either side is sent at least 3

months in advance to the other party stating the reasons for termination of the contract.

However the Client has to reimburse all costs to wind up as per the HR Selection Process.of the

Client incurred by NISG at actuals. )

ANNEXURE 11- TOTAL INDICATIVE COST OF PROVIDING SERVICES

1 CTC for one year 7 11000000

2 NISG's 15% service charge 7 1650000

3 12.36% Service Tax on Management fee 7 203940

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p

"' I

; Travel ,~~).._' .'

. I Reimbursement of By Air Travel candidates (if any­ (Economy

, for future class/2nd AC 2 8 120000 interviews) with tier) as per

Iprior approval of requirement

! DAC ---­Logistics Arrangements for ,

6 Interviews with 10000 prior approval of DAC

7 Accident Insurance 7 126000

Assumption - @18000/- per

& Medi-claim employee

Total 13109940.

One Year Indicative Cost: 13109940

*Exact Value of Emoluments shall depend on Qualification, Experience and Skills of

the successful candidates

Note: NISG shall take approval of DepartmeRt of Agriculture and Cooperation after

finalizing the Emoluments. The members of the Consultancy Evaluation Committee

will oversee the selection process in order to ensure that most suitable candidates ,,;

matching the requirements are selected.

ANNEXURE III - COMPOSITION OF THE PMU

1. Principal Consultant 12 yearsProgramme Management

2. Senior Consultant ICT Project Implementation including 8 years

ICT) coordination in software development, supply

chain management and monitoring) r::----f-:---:----:-----;------:-+-------c-----~--~-----+-~----____i

3. Senior Consultant ( Agriculture ( Back ground in Agriculture and 8 years

Agri) ability in software development)

4. Consultant (ICT) Experience in appraisal of SRS and conversion of 5 years

2 positions the same into Application Software

5. Consultant ( M & E) Experience in Project Implementation & 5 years

... \

r~ ,• Monitoring

!', Executive Assistant Experience in Office Automation skills and office

records

5 years

A. Role and Responsibility

The duties of the PMU resources may be grouped into two:

I. General Responsibilities

i. Provide assistance to DAC in implementing, Monitoring and Assessing at

centre and

ii. state

iii. Day to day monitoring of the monitoring and evaluation of the project

iv. Monitoring of progress reports

v. Issue management. Decision Management and Meeting Management

vi. Monitoring training of users and project managers

vii. Creation of specific milestones for the projects assigned to the PMU

II. Specific Responsibilities

1. Principal Consultant

i. Responsible for overall functioning of the PMU

ii. Provides strategic guidance to respective functional heads in PMU

iii. Plan the strategy and oversee the implementation of the projects in

consultation with DAC

iv. Monitor the performance of the implementation vendor including

Contracting & Relationship Management.

v. Interacts and reports to DAC on a periodic basis

vi. Coordinate with state governments on project implementation

vii. Support DAC in coordinating with agencies outside DAC

2. Senior Consultant ( Agriculture domain)

i. Provides agriculture domain expert guidance to PMU

ii. Monitor and guide the implementation vendor on agriculture domain

iii. Help the implementing states to focus on providing services to farmers

iv. Facilitate interactions with DAC, state governments. agriculture

universities, farmer associations and private sector to enhance project

implementation..

r f

v. Coordinate with state governments, agriculture universities, farmer

association and private sector to ensure and enhance project

implementation

VI. Monitor the performance of the implementation vendor with respect to

agriculture content service levels

3. Senior Consultant (ICT)

i. Provides guidance and technical support to states on use of ICTs in the

sector

ii. Coordinate with IT departments of state governments to roll out

agriculture services through CSCs

iii. Explore the feasibility of providing services through various forms of leTs

like internet, telephone/mobile, radio, TV etc.

iv. Oversee procurement of services, infrastructure, hardware, application

etc.

v. Monitor the technical service levels of the implementation vendor

vi. Design the Program Management tool in consultation with the Vice

President

4. Consultant (ICT) ;

i. Provide Support in procurement of services, infrastructure, h'ardware,

application etc.

ii. Provide support in SRS evaluation and Development of application

iii. Provides technical support to DAC and states on hardware and software

related issues.

iv. Monitor the performance of the implementation vendor with respect to

technical service levels

v. Implement the Program Management tool to generate dashboard reports

vi. Implement the Knowledge Management tool at the PMU

5. Consultant (Monitoring & Evaluation)

i. Contract & Relationship Management with the vendor

ii. Plan the M&E strategy for project implementation

iii. Plan and conduct the baseline and end line survey with support from state

governments

iv. Coordinate monitoring visits to the states

v. Coordinate with state governments for submission of periodic reports

vi. Prepare Case Studies highlighting lessons learnt, and documenting good

and bad experiences

vii. Preparation of quarterly and annual progress reports for submission to

Ministry

6. Executive Assistant

i. Ensures that all correspondence and documents for supervisors are

correctly typed, prepared and submitted on time in compliance with

organizational standard. Ensures all the incoming mails are logged,

properly distributed and brought to the attention of concerned staff, and

that outgoing mails/faxes are delivered on time.

ii. Oral Communications/Internal & External Contacts

iii. Responsible for providing efficient reception services by screening

incoming telephone calls, taking accurate messages, dealing with queries

from internal/external calls to ensure they are referred in a timely manner

to the concerned staff.

iv. CalendarlTravel

v. Responsible for effective coordination of Principal Consultant's, Senior

Consultant's and Consultant's schedules by maintaining their dia5Y and

arranging appointments, meetings, travel and accommodation in

accordance with organizational procedures.

vi. Office Administration

vii. Independently arranging meetings/appointments for the Principal

Consultant's, Senior Consultant's and Consultant's with the various

Government of India offices, executing agencies, and other stakeholders.

viii. Preparation of Business Travel Requests, and Request for

Reimbursement of Business Travel for the Principal Consultant's, Senior

Consultant's and Consultant's.

ix. Responsible for arranging required logistic facilities such as

transportation, workshops, seminars, visas, shipments, custom clearances

etc.

x. Ensures the office filing systems and records are properly maintain~d and

updated in accordance with an existing framework for easy retrievalhU~

B. Qualifications I Experience Required: /~ 10"7 ~'~~ 1. Principal Consultant I~( V",

1 <I : 1'-1

/ I. MBA with basic degree in Engineering I Technology from leading

Institutions/ Universities.

ii. PMI certified

iii. 12+ years experience of which 3+ years in #1 or #2 position in managing

a portfolio of major projects in publicI government! private sectors

involving PPP/ Outsourcing. At least a part of the experience should have

been acquired in a world-class organization that is a leader in its field

b) Experience

i. Experience in eGov or Service Industry

ii. Relevant Experience in IT Industry/Private Sector

iii. Experience in major organizational turnaroun~s/ transformations

iv. Experience in Quality Management Systems

v. Experience in design of Organizational Performance Management

vi. Systems and monitoring

2. Senior Consultant (leT)

a) Qualifications

i. M.Tech in eSE/IT along with the basic degree B.Tech in

ii. CSEIIT/ECE/EEE

iii. PMI certification preferred

b) Experience

i. 8+ years experience in IT management or IT consultancy, at least partially

with a world-class organization that is a leader in its field

ii. Experience in IT Architectures/ Software Engineering

iii. Implementation of Large IT Projects, including IT infrastructure projects

iv. Experience in designing IT Security systems

v. Experience in monitoring implementation of e gov projects

3. Senior Consultant (Agriculture domain)

a) Qualification

MSc (Agriculture)/PhD in Agriculture with MBA

b) Experience

i. 8+ years experience in Agriculture domain involved directly in monitorin~~ t Agricultural Production . !\"1 Ni~~

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ii. Experience in Farm Management

iii. Implementation of Large Agricultural Projects, including Agricultural

infrastructure projects

iv. Experience in monitoring implementation of e gov/IT projects in

Agriculture

4. Consultant ( ICT)

a) Qualification

i. B Tech in IT/CSE/ECE

ii. PMI certification preferred

b) Experience

i. 5+ years' experience of which at least 2 yrs. in reputed Level 5 IT

company

ii. Experience in IT program/ project management e.g. IT implementation in

a large multi-location organization

iii. Experience in Delivery function of software organization

iv. Experience/ qualifications in Risk Management IT Projects

v. Experience in monitoring implementation of e gov projects

5. Consultant ( Monitoring & Evaluation)

a) Qualification

i. MBA from top tier academic institution preferably with engineering

background

ii. PMI certification desirable

b) Experience

i. 5+ years of experience in project management with IT / Consulting finns

ii. Communication/ Public Relations/ Liaison experience

iii. Experience in conducting Surveys/ Market Research Agriculture

iv. Monitoring of the standards and security policies

v. Developing and managing Project Management Tool

6. Executive Assistant

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(( I \ '.,'--" I

II. 6-8 years of experience in the role of an EA. Admin Coordtnator

III. Certificate Diploma in Computer Applications

iv. Excellent working knowledge of Powerpoint, Word, Excel

v. Diploma in Secretarial Practices from a recognized institute would be

preferred.

b) Experience

i. Experience in preparing office documents such as power point

presentations, drafts, notes, circulars, spreadsheets, reports, etc

ii. Experience with and demonstrated knowledge of government

documentation standards as appropriate to the assignment.

iii. Experience in the role of an EA, Admin Coordinator with excellent

working knowledge of Power point, Word and Excel

iv. Excellent interpersonal/ communication skills.

v. MaillWritten Communication/Follow-up

Objective

Applicability

NISG HR Policy Manual .

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1. General Management

Attendance & Working Hours

The purpose of this policy is to stipulate the aspects relating to Working Hours, Working Days and Attendance and

pnsure discipline and uniformity amongst the workforce with regard to the same.

All employees of PMU - DAC (Dept. of Agriculture & Cooperation)

Process Owner

HR NISG

Guidelines

The official working hours are as per the timings of Dept. of Agriculture & Cooperation, from Monday to Friday. Employees can take a break of up to 30 minutes for lunch. However, job exigencies might require that the employee sometimes works beyond the official working hours

If, in case of unforeseen circumstances, the employee is not able to report on time, he/ she should inform the ,J

manager at reporting location of the same as soon as possible

All employees are required to register their attendance through the attendance register/ in-house Human Resource Information System. However this provision may be waived off at the discretion of competent authority in DAC. W>'......-," ••­

Employees traveling on business are required to intimatetheir reporting manager and get an approval prior to the travel. The intimation as well as the approval can be through email. In the absence of such intimation, it will be assumed that the person is absent or has arrived late or has left the office early and appropriate leave will be deducted

If due to whatever reasons, employees miss marking their attendance, the attendance for the same should be . regularized by the last day of that week. The employee .needs to send an e-mail to the reporting authority with a

copy to HR NISG to effect regularization

If an employee is away for work-related reasons and does not come to office for an entire week, he needs to get an approval over email for the same from the reporting authority and send approval copy to HR NISG.

Employees shall be granted the flexibility to work from home in exceptional cases with reason explained and approved by Reporting authority.

The PMU resources will observe the gazette holiday calendar of Dept. of Agriculture & Cooperation.

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NISG HR Policy Manual

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Confidentiality & Non-Disclosure

Objective

The purpose of the policy is to put down guidelines to ensure confidentiality of data and information.

:1 Applicability

I All employees of PMU - DAC

Process Owner

Reporting Authority

Definitions

"Confidential Information" shall mean and include, but not be limited to the company's schematic drawings, data, database, product and property plans, designs, protocols, prices, finances, marketing plans, business opportunities, personnel related information, sales and customer information, business policies, practices and strategies, information received from other entities which the company is obligated to keep confidential, and research and

development results which have not been:

o Previously published or disclosed to the general public

o Previously available without restrictions and

o Which information the company desires to protect against unrestricted disclosure or use

"Confidential Materials" shall mean all tangible materials containing Confidential Information, including without limitation drawings, schematics, written or printed documents, computer disks, tapes, and compact disks (CD), floppy drives, pen drives and other electronic data storage devices, Whether machine or user readable

Guidelines

Employees should not disclose any confidential information! material, to third parties without the prior written authorization of a Vice President level or above in the company.

Employees should not use any confidential information! materials of NISG and Dept. of Agriculture & Cooperation for any purposes except for those explicitly authorized by the reporting authority and NISG.

Employees should not reproduce, store in a retrieval system or transmit in any form or by any means - electronic, mechanical, photocopying, recording, scanning or otherwise - any copyrighted material or other confidential Information, for his / her own benefit or for the benefit of any third party, either during the term of employment or thereafter.

Employees should also take reasonable security precautions to keep secure the confidential information.

Employees shall notify NISG HR immediately upon suspicion or discovery of any unauthorized use or disclosure of confidential information or materials, or any other breach of this policy by them, and will cooperate with the company in every reasonable way to help the company regain possession of the confidential information and!or materials and prevent further unauthorized use or disclosure.

Upon expiry or termination of emplovment with NISG. all pmnln "--- •

• • NISG HR Policy Manual

and video tapes, floppies and discs and any other knowledge databases that came to his / her possessiop··.-Oi,

f:, were entrusted to him / her in the course of employment and shall not retain any copy. (/\~~)

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NISG HR Policy Manual

2. Talent Acquisition

Joining & Induction

Objective

The purpose of the joining & induction process for new employees is to familiarize them with the organization and

assimilate them into the culture of the organization.

Applicability

This policy is applicable to all new recruits of NISG for PMU - DAC.

Process Owner

HR

Guidelines

Joining Formalities

On the day of joining, the employee would need to submit the following documents to HRj

o Acceptance of the offer cum appointment letter duly signed

o Certified copies of educational certificates

o Relieving letter from past employer, if applicable

o Passport-sized photographs (4 nos.)

o Insurance application form

o Provident Fund declaration form

o Provident Fund transfer/nomination form

o Permanent Account Number

HR will verify that all documents required are complete and file the same in the individual file of the employee.

Induction

All joinees shall be provided with the HR Manual. The formal induction process shall be conducted periodically.

It is compulsory for all new recruits to attend the induction process organized by DAC.

NISG HR Policy Manual

r'robation & Confirmation

Objective

The purpose of this policy is to ensure that good talent is retained in the organization.

Applicability

This policy is applicable to all new recruits of NISG for PMU - DAC.

Process Owner

HR NISG

Guidelines

On joining NISG, an associate will undergo a probationary period of six months during which both parties may assess the sUitability of the engagement. ;

HR will collect feedback on the associate's performance from his/ her manager at the end of six months.

Upon satisfactory completion of the probationary period, their employment with NISG would be confirmed. It will be the duty of HR to issue a confirmation letter to the employee.

In case, the performance is found to be not satisfactory, the organization may, at its sole discretion extend the probationary period for a further period of 3 more months, in writing. During the probationary period, all policies and regulations set out in the manual shall apply.

Employees who choose to leave the organization during the probationary period shall serve a notice period of one month failing which the employee shall be liable to pay the corresponding period's gross salary in lieu of the notice period.

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~. Work Infrastructure

Mobile Phone

Objective

This policy lays down the entitlement for work infrastructure, procedures for claiming reimbursement of these expenses and defines the eligibility criteria for providing laptops, data- cards etc to employees on the need of the

organization.

Applicability

This policy is applicable to all resources deputed at Dept. of Agriculture & Cooperation whose work entails them to i- be accessible at all times. The Mobile phone reimbursement is applicable to employees who are required tof

frequently travel for work and need to be accessible for business,

Process Owner

HR NISG

Guidelines

The monthly rentals and the total bill amount will be paid by the employee same will.f>e reimbursed as per entitlement. ---"-------".-,

No late payment fees will be reimbursed by the company.

An employee shall be eligible for reimbursement of phone charges (Mobile) as per the entitlement defined

The organization shall not provide handset / SIM card / Landline connection to Staff. It shall only reimburse

monthly expense.

Monthly mobile phone reimbursement includes all costs including Rentals, Taxes, Roaming charges (National), value added services charges etc. incurred on mobile connection.

( In respect of mobile phone reimbursement only post-paid connections reimbursements are allowed. Employee shall p~ythe bfll;"as~p-etThecfue'''(fate 'an'tforward'the'claim'athictiing thereto the original self-paid bill for reimbursement. All mobile claims for reimbursements must be submitted to Accounts with completed mobile ( reimbursement form within one month of the billing period. These claims shall be verified and reimbursed to the \ employee by the next reimoursement cycle by the NISG - Delhi accounts section,

Employee should be jUdicious in the use of the communication devices.

I ­ The employee can claim reimbursement for business calls subject to the maximum limits shown in the table ,I i below. Amount, in excess of the limits shall be borne by the employee.

° Principal Consultant - Rs 2000

,0 Senior Consultant & Consultant - Rs 1500

Data card will be provided by DAC .

Any approvals above the stated amount should be treated as an exception, and shall be reimbursed subject to the approval ofthe re-porting aufhority. " - ...------,.,~- ...- --- ­

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laptop and Datacard

Objective

The objective of this policy is to define eligibility criteria for providing laptops and datacards to employees based on

business needs of the organization.

Applicability

All NISG PMU resource for DAC

Process Owner

HR NISG

Guidelines

NISG can purchase, and provide laptops of appropriate configuration to all employees on project work, if required by Dept. of Agriculture & Cooperation, for which the procurement and Insurance cost of Laptop will be

borne by DAC.

On separation, the employee shall surrender the laptop to DAC.

In case of theft or breakage, the grounds for the same will be looked into by DAC/NISG and the decision will be made, if the cost of the same needs to be recovered from the employee. ; NISG can provide Data Cards with appropriate plans for business related data communications based on requirements by DAC. The cost of procurement and monthly bills to be borne by DAC.

All payments of bills for the data card within applicable limits shall be made directly by NISG. Any approvals above the stated amount should be treated as an exception, and shall be reimbursed subject to the approval of the concerned authority in DAC.

Email

Email has legal status as a document and is accepted as evidence in a court'of law. Even when it is used for private purposes, organizations can be held responsible for the contents of email messages, including any attachments. Access to emailscan be demanded as part of legal action in some circumstances. It is therefore important that email is used as per the following guidelines:

E-mail should mainly be used for formal official correspondence and care should be taken to maintain the confidentiality of sensitive information.

Limited private use of email is permitted, provided it does not interfere with or distract from an employee's work. However, management has the right to access incoming and outgoing email messages to determine whether staff usage or involvement is excessive or inappropriate

Non-essential email, including personal messages, should be deleted regularly from the 'Sent Items', 'Inbox' and 'Deleted Items' folders to avoid congestion

All emails sent should include the approved organization disclaimer

In order to protect the organization from the potential effects of the misuse and abuse of email, the Following instructions are to be observed by all users.

, '\, ';) ) NISG HR pOHcy-ManUal

,llaterial is to be sent as email that is defamatory, in breach of copyright or official Confidentiality, or prejudicial to the Jri standing of the DAC I NISG in the community or to its Relationship with citizens, staff, customers, suppliers and any

!lcr person or business with whom it has a relationship.

Email is not to contain material that amounts to gossip about colleagues or that could be offensive, Demeaning, persistently irritating, threatening, discriminatory, involves the harassment of others or concerns personal relationships.

The email records of other persons are not to be accessed except by management (or persons authorized by management) engaged in ensuring compliance with this policy, or by authorized staff that has been requested to attend to a fault, upgrade or similar situation. Access in each case will be limited to the minimum required to complete the task.

o When using email a person must not pretend to be another person or use another person's Computer without permission.

o Excessive private use, including mass mailing, "reply to all" etc. that are not part of the person's duties, is not permitted.

o Failure to comply with these instructions is a disciplinary offence and will be subject to appropriate investigation. In serious cases, the penalty for an offence, or repetition of an offence, may include termination of employment. Employees need to be aware that some forms of email conduct may also be open to criminal prosecution

Internet

The internet is a facility provided by the organization for office use. limited private use is permitted provided the private use does not interfere with or distract from a person's work.

NISG Management has the right to access the system to determine whether private use is excessive or jnappropriate. The following activities, using official internet access are not permitted: )

Attending to personal activities of a business nature

Viewing, other than by accident, sites of incoming emails portraying obscene, violent, defamatory and unlawful material and material that could cause Java Systems to be in breach of equal opportunity or anti-discrimination legislation, verbally, In writing or pictorially

Downloading or printing material as described above

Showing to others, or allowing to be seen by others, items as described above Repeated or prolonged use that is not directly relevant to the user's work Introducing computer viruses by failing to follow organization IT procedures

Organization Purchased Software:

Employees are not authorized to share the key and organization purchased software MS Office 2010, outside the office.

Failure to comply with these instructions is a disciplinary offence and will be subject to appropriate investigation. In serious cases, the penalty for an offence, or repetition of an offence, may include termination of employment. Employees need to be aware that some forms of internet conduct may also be open to criminal prosecution.

Exceptions/Deviations:

• Any exceptions/deviations shall be approved by the Reporting officer with due justification and rationale. • Management reserves the right to modify or terminate this policy without prior notice.

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NISG HR POIi~Y-Mah~al

I. Talent Management

Performance Management

Objective

1he objective of this policy is to define and articulate measures and guideline of Performance Appraisal System for all pmployees to facilitate objective, fair and transparent evaluation of an individual's performance on pre-defined

parameters.

Applicability

All employees of NISG

Process Owner

HR and Project Heads

Guidelines

All employees shall be covered under the Performance appraisal system and their performance will be evaluated on pre-defined and decided parameters and accordingly the overall performance on an individual will be rated on 5 point scale. ;.

Performance review shall be done based on the feedback received from the concerned Reporting Managers annually. DAC has the right to take a decision with respect to salary review as per the Project requirements and Performance Review report of the employees;

Rating Scale:

Rating 5 Excellent and significantly exceeds expectations Rating 4 Very Good and exceeds expectations Rating 3 Good and met expectations Rating 2 Below Expectations Rating 1 Below Threshold

Variable Pay:

Variable compensation at expected performance level - 60% of the Variable Pay shall be paid to the employee on quarterly basis whereas 40% of the variable pay shall be paid at the end of the year based on individual and organization performance.

On the basis of above mentioned ratings the variable pay will be disbursed to respective employees as per following guidelines:

Rating 5 Excellent and significantly exceeds expectations 1.4 multiplied Variable Pay Amount Rating 4 Very Good and exceeds expectations 1.2 multiplied Variable Pay Amount Rating 3 Good and met expectations 1.0 multiplied Variable Pay Amount (ating 2 Below Expectations 0.8 multiplied Variable Pay Amount tating 1 Below Threshold 0.6 multiplied Variablp P:w ~--

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NISG HR Poliey MMlola\

Leaving the Organization

Objective

The objective of this policy is to protect individual as well as organizational interest when the relationship between

the employee and the organization ends.

Applicability

All employees deployed at Dept. of Agriculture & Cooperation

Process Owner

HR NISG and Accounts NISG

Guidelines

The separation process must be dealt with appropriate levels of decorum and honor to ensure a smooth exit of the separating employee. )

All concerned employees handling this process should recognize that the separating employee is a potential future 'Brand Ambassador' of the Company and should be treated as such. It is therefore against the policy to deliberately inconvenience employees at the time of their exit.

All premature and non-planned exits need to be investigated to understand the reasons for the separation.

Full and Final Settlements should be managed by the Accounts Department. Accounts will ensure that all receivables from the employee are taken care of and then process the Full and Final payment.

NISG employees deployed in DAC should be relieved by NISG only after the issue of NOC by DAC

Voluntary Separation

The employee desiring to leave the services of the company will need to submit a written resignation to his/ her manager indicating the last date of employment and reason for resignation.

The manager will discuss the reasons for resignation with the employee and try to evaluate different options with him/ her. If the employee decides to reconsider the resignation, he will need to withdraw the resignation letter. If, however, after full consideration the employee decides to leave, the manager will forward the resignation to the HR and the Accounts department for acceptance.

Employees who have successfully completed their probation are expected to serve a notice period of 3 months from the date of resignation.

Employees who are still on probation are expected to serve a notice period of 1 month from the date of resignation.

Employees who fail to serve the notice period shall be liable to pay the corresponding period's gross salary in lieu of the notice period.

t I eporting authority along with NISG will identify other employees who will take responsibilitv for ongoing oJCcts being managed by the employee. It is the responsibility of the employee to hand over the necessary list

I documents, contact details and all other relevant information before he leaves the organization.

f /le HR department needs to ensure that the Exit Checklist form is complete before the last day of the employee In the organization. Accounts Department can release payments only on completion of the Exit Checklist.

On the last day of employment, the HR department will conduct an exit interview, to include discussions on the reason for resignation & areas of improvement in function/ organization.

Involuntary Separation

The organization can initiate the involuntary separation process for the following reasons

1. If it is found that an employee is unable to meet the organization's policy or performance standards,

the employee's reporting authority will discuss the matter with the HR department and arrange for

a counseling session with them. If no change is observed in employee behavior after the counseling

session, the HR can take the decision of termination of employment.

2. HR can take the decision of termination if the employee has violated the code of conduct or

confidentiality & non-disclosure policy. Under such circumstances, the notice period can be lesser

than the period mentioned below.

A notice period or salary in lieu of the notice period shall be provided.

For termination of employment of any employee, a notice will be given in writing. HR will communicate the last

date of employment of the employee to the Accounts department.

HR needs to ensure that the Exit Checklist form is complete before the last day of the employee in the

organization. Accounts Department can release payments only on completion of the Exit Checklist.

Death

In case of the death of an employee, the HR department will communicate with the beneficiaries/relatives of the

deceased for any outstanding matter pertaining to the settlement of the dues. After receiving the deceased

death certificate, the accounts department will process all dues within 7 working days.

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NISG HR Policy Manual!

i Employee Benefits

,leave Policy

Objective

111(' objective of this policy is to ensure that employees are able to balance work and professional life without

,on1promising business continuity and discipline.

Applicability

1\11 employees deployed at Dept. of Agriculture & Cooperation

Process Owner

HR NISG

Guidelines

Leave entitlement and computation are linked to the calendar year i.e from January 1 to December 31.

An employee can avail the following types of leave based on the need and reason of absence:

o Earned Leave

o Casual Leave

..o Sick Leave

o Maternity Leave

o Paternity Leave

Employees are eligible to avail casual! sick leave during the notice period.

Leave, other than Maternity Leave, cannot be claimed as an employee's right. Except in case of emergencies, all

leave will be granted subject to Business Requirements. A situation will be considered an emergency on a case­

by-case basis and will be decided by the reporting authority. Leave, except for medical reasons, must be planned

in advance.

The sanctioning authority in case of all types of leave will be the Immediate Manager. An employee can proceed

for leave only after approval by the Immediate reporting Manager.

In the first year of service, an employee will be eligible for leave proportionate to the period of service computed

from the date of joining.

In the event of cessation, all forms of Leave that accrue on an annual basis will be computed on a pro-rata basis.

(\~~~) NISG HR POlic;yManual

J Leave

rHigibility All employees t •I EntItlement 24 days per year

Purpose Earned leave may be used for personal reasons

Process Can be availed with prior approval of the immediate superior. HR must be notified

of the approval

Extension Extension of leave beyond the entitlement at that time during the year will be permitted only for emergencies and will be dealt with in accordance with the general guidelines The extended leave will be treated as leave without pay

Encashment In case an employee ceases to be in employment for any reason, earned leave to his credit will be en-cashed and paid along with dues

Accumulation Privilege leave standing to the credit of an employee can only be carried over and can be accumulated for up to 60 days. Encashment shall be only at the time of separation or retirement.

Casual Leave

Eligibility All employees

Entitlement 8 days per year - cannot be carried over

Purpose Casual leave may be used for personal reasons

Process Can be availed with prior approval of the immediate superior. HR must be notified of the approval

Extension Extension of leave beyond the entitlement at that time during thl! year will be permitted only for emergencies and will be dealt with in accordance with the general gUidelines

Encashment Not permitted Accumulation Not permitted

Sick Leave

Eligibility All employees Entitlement 10 days per year Purpose Sick leave may be used for medical purposes supported by a medical certificate Process Can be availed with prior approval of the immediate reporting authority

HR must be notified of the approval Extension Extension of leave beyond the entitlement at that time during the year will be

permitted only for emergencies and will be dealt with in accordance with the general guidelines

Encashment Not permitted Accumulation Sick leave standing to the credit of an employee can only be carried over and can

be accumulated for up to 20 days.

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\ .-/NISG HR Policy Manual

... .I!nnily leave

.~.. Eligibility All female employees Entitlement 90 days Purpose Maternity leave can be availed of for pre & post natal care during pregnancy &

confinement Process Can be availed (or extended) with prior approval of the immediate superior.

HR must be notified of the approval. Employee needs to ensure that the necessary forms as per the Maternity Benefit Act are filled

E)(tension An extension of up to 90days of unpaid leave may be permitted for medical reasons with approval from the superior. If an employee suffers a miscarriage she will be entitled to 45 days leave

Encashment Not permitted Accumulation Not permitted

Paternity Leave

Eligibility All male employees Entitlement 1 Week

Paternity leave can be availed of for pre & post natal care during pregnancy & confinement ,; Can be availed of with prior approval of the immediate superior. HR must be notified of the approval. Not permitted

Not permitted

Not permitted

Purpose

Process

Extension

Encashment

Accumulation

NISG HR Policy Manual

{4wel & Relocation

Travel

Objective

The obJCctlve of this policy is to facilitate a uniform and consistent practice with regard to the business travel.

l Applicability

I I

1\11 employees deployed at Dept. of Agriculture & Cooperation

Process Owner l

Accounts, Admin and HR

Guidelines

All business related travels should be approved by the concerned approving authority in Dept. of Agriculture & Cooperation

All expenses shall be reimbursed on production of bills as per the entitlements defined.

Local Travel

Local travel, both in-station and outstation, for business purposes all levels are entitled to AC Taxi

An employee has to place a request to Travel Desk for booking of taxi with the prior approval of the authorized

approver.

To claim reimbursement for local travel an employee is required to submit bills and vouchers (wherever

applicable) along with Travel Expense Claim Form to the Travel Desk along with approval from the authorized

approving authority within 5 working days.

In case of road travel for any official purpose/client meeting, an employee using his/her own vehicle can claim Rs.

8 per km (for usage of personal four wheeler) or Rs.5 per km (for usage of personal two wheeler)

Employees are requested to be judicious while using company provided transport.

Domestic Travel & Stay

The m~_~ of air travel for all employees is mandated as Economy Class. Any exception will be based on business

exigency and with an approval from the travel authorizing authority in Dept. of Agriculture & Cooperation.

Travel bookings / cancellations are required to be done through Travel Desk

To claim reimbursement, an employee needs to submit the Travel Expense Claim Form to the Travel Desk along

with the relevant bills/vou chers, boarding passes, r~lc~ke~t~s~a~n~d~h~o!!te~1 Jb~ill:llsuaLOnd-;ilIll1l"O~Lfr:nnLJ:ho--=dohori~L----~

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~'. ,th a view to factor in the relative cost differentials in traveling to vJrious locations across the country,

.lrresponding bOdrding and lodging expense entitlement limits have been set by classifying them into 3 broad

categories. The classification is as follows:

o Category 'A; - Mumbai, Delhi, Chennai Kolkata, Bangalore, Hyderabad, Ahmedabad and Pune

o Category 'B' - Other State Capitals and major cities - Nagpur, Baroda, Kanpur, Cochin, Ludhiana,

Ajmer, Agra, Allahabad.

o Category 'e' - All other locations

The reimbursable expense limits on lodging and Daily Allowance, applicable during the business trip and

corresponding to each location category, are set out in a level wise entitlement matrix provided below.

Designation lodging ,------.,.

Daily Allowance

~5 600/-1. _...... ­ ... '

Rs 400/­

Principal Consultant Rs 5000/­./----­

Senior Consultant Rs 4000/­

Consultant Rs 3750/- Rs 350/­;

Executive Assistant Rs 3000/- Rs 250/­

All expenses are inclusive of applicable taxes.

Expenses on telephone calls from the hotel and alcohol shall not be reimbursed.

For cities and towns where the Company has tie-up with Guest Houses/ Hotels, the employees are encouraged

to use the same as a first preference.

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Any exceptions to the above entitlements shall be processed subject to the approval from a Vice President or

above.

All employees are entitled to claim a Business Travel Advance for meeting the cost of stay and local travel. All

Business Travel Advance requests reqUire approvals from the authorized approver.

For any travel 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 the case may be. Travel by air will be based on business exilJPnr" ",,,,,.I

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/The objectil/(' of the relocation policy is to ensure proper assistance to candidates joining NISG from outside or

to existing ,I·.·.ociates, in case of transfer to another location of the Company due to business needs. In case an

i inti." n.ll tl .Hl,fer is initiated by the associate on account of personal reason, he/she will not be entitled for this(

11I'11l'111.

{ ll<'lncation entitlements is as follows:;

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Level Stay Travel Baggage

Level 4 Rs.6000/- per day for 7 days Air - Economy

(spouse+2 children) Rs.30000/­

Level 3 Rs.4000/- per day for 7 days Air - Economy

(spouse+2 children) Rs.25000/­

.. Level 2 Rs.3500/- per day for 7 days

Air ­ Economy (spouse+2 children)

Rs.20000/-

Levell Rs.3000/- per day for 7 days Train A/C 2 TIer ­ Economy

(spouse+2 children) Rs.l5000/­

\SO NISG HR p~ficyManual

/fi1nce

Po ,I,:,lnization is committed to the health and well-being of its associates and their close ones. The objective of t . policy is to provide sl!itable medical and accident insurance covers with a view to safeguard the health and safety

, :,,',(, employees.

Applicability

;111 I'mployees with NISG

Process Owner

HR

Guidelines

~ed;callnsurance

NISG shall provide Group Medi-c1aim cover for the employee, spouse and up to 2 dependent children. The

premium amount for the coverage is shared equally between the employee and employer (50% of the Premium

amount is paid by Employee and 50% is to be paid by the company ("Company" stands for the project deputed

to)

However, employees who wish to include their parents in the medi-claim cover shall.have to bear the entire, additional premium as communicated by HR in consultation with the insurance partner.

Each associate and his/her spouse and children are insured for a maximum of INR 3 lacs per annum.

This policy is meant to reimburse associates for eligible expenses that may have been incurred by them or any

member covered under the policy, on account of Hospitalization for a minimum of 24 hours and involving some

treatment during the course of such admission. In such cases, the policy will pay for such expenses as are

reasonably and necessarily incurred on account of such treatment, subject to certain terms and conditions as

covered by the insurance company.

All non-medical expenses like telephone/fax charges, registration charges, service charges, food charges for

relatives, etc. are not payable.

There is no waiting period for female members (employee or spouse) and can avail this benefit of maternity

from the day employees/spouse of employees are covered under the policy.

Accident Insurance

All employees on long term contract are covered under accident insurance. Sum insured is up to INR 3 lacs per

person.

In the unforeseen event of death 100% of the amount insured is payable to the nominated dependent/so In case

of any accident which results in temporary or permanent d,isablement, a weekly sum of money (depending upon

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l /"'" weekly benefit is restricted to 1% of sum insured subject to maximum of INR. 3000/-.

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