PART I
Company’s
Profile
1
INTRODUCTION TO SNGPL
NATURE OF THE COMPANY
SNGPL was incorporated as a private limited Company in 1963 and converted into a public
limited company in January 1964 under the Companies Act 1913, now Companies Ordinance
1984, and is listed on all the three Stock Exchanges of the Country
HISTORY AND BACKGROUND
Sui Northern Gas Pipelines Limited (SNGPL), is the largest integrated gas company serving
more than 2.5 million consumers in North Central Pakistan through an extensive network in
Punjab and NWFP. The Company has over 42 years of experience in operation and
maintenance of high-pressure gas transmission and distribution systems. It has also
expanded its activities to undertake the planning, designing and construction of pipelines,
both for itself and other organizations. SNGPL operates in a region of the nation that has a
rapidly growing demand for natural gas and power generation due to significant industrial
development.
SNGPL was incorporated as a private limited Company in 1963 and converted into a public
limited company in January 1964 under the Companies Act 1913, now Companies Ordinance
1984, and is listed on all the three Stock Exchanges of the Country.
SNGPL transmission system extends from Sui in Balochistan to Peshawar in North West
Frontier Province (NWFP) comprising over 6121 KM of Transmission System(Main lines &
Loop lines). The distribution activities covering 142 main towns along with adjoining villages in
Punjab & NWFP are organized through 8 regional offices. Distribution system consists of
32,146 KM of pipeline and 42,622 KM of service lines (as at August 2005).
SNGPL has 2,536,700 consumers comprising Commercial, Domestic, General Industry,
Fertilizer, Power & Cement Sectors. Sales to these consumers were 13,616,765 HM3 worth
8,960.79 million rupees during August 2005. Annual gas sale for year 2004-2005 was
151,317,856 HM3 worth 84,710.40 million rupees with Company's earning per share at Rs.
5.52/-.
VISION STATEMENT
To be the leading integrated natural gas provider in the region seeking to improve the quality
of life of our customers and achieve maximum benefit for our stakeholders by providing an
uninterrupted and environment friendly energy resource.
MISSION STATEMENT
A commitment to deliver natural gas to all door steps in our chosen areas through continuous
expansion of our network, by optimally employing technological, human and organizational
resources, best practices and high ethical standards."
OBJECTIVES
Sui Northern Gas Pipelines Limited is committed to providing:
•
Quality Consumer Services.
•
Clean, Efficient and Reliable Gas Delivery.
•
Healthy and Safe Working Conditions.
•
Fair Return to Shareholders.
•
Optimizing the use of Company's resources.
•
Implementation of quality management services.
CORE VALUES
COMMITMENT
We are committed to our vision, mission, and to creating and delivering stakeholder value.
COURTESY
We are courteous-with our customers, stakeholders and towards each other and encourage
open communication.
COMPETENCE
We are competent and strive to continuously develop and improve our skills and business
practices.
RESPONSIBILITY
We are responsible as individuals and as teams for our work and our actions. We welcome
scrutiny, and we hold ourselves accountable.
INTEGRITY
We have integrity-as individuals and as teams our decisions are characterized by honesty
and fairness.
SERVICES
The Company serves a variety of customers ranging from individual homes, restaurants,
hotels, schools and hospitals to large industrial facilities, manufacturers, fertilizer units and
power plants.
Service area encompasses a large diverse terrain throughout most of Punjab and NWFP. The
expertise and experience, as well as the size of the organization, scope and resources,
places SNGPL in a position to fuel about half of the energy used in Country. For the year
ended June 30, 2004, the delivered 1236 MMCFD of natural gas to eight regions viz. Multan,
Bahawalpur, Lahore, Gujranwala, Faisalabad, Islamabad, Abbotabad and Peshawar.
FOCUS
To deliver gas to all doorsteps in our chosen area.
The top management’s focus on providing customers with world class service has been the
key to longevity and success of SNGPL. In today’s dynamic world a lot has changed, but our
commitment to provide our customers with a reliable and safe and clean source of energy to
their homes and business premises has been constant. Our commitment goes beyond
providing natural gas service to our customers. It includes maintaining a diverse work-force
and achieving maximum benefit for our stakeholders.
MOMENTUM
The company firm believes that as partners in progress, the company will continue enjoying
full confidence, cooperation and support from all concerned for development and progress of
the company to achieve even better results and to meet the future challenges in the year
ahead.
The profit of the company is asset base, plans are executed to enhance infrastructure in the
shape of pipeline and compression facilities to meet increasing gas demand. Expansion of
system capacity to transmit more gas in future and to increase gas sales will play a vital role
in boosting nation wide economic activity.
TEAM & TECHNOLOGY
Everyday we work to improve our systems, develop gas technologies, add convenience, and
share useful information to help make it easier for our customers to use gas safely and wisely.
With a focus on achieving high levels of operational efficiency, management information
systems are being developed to facilitate informed decision making for better control.
SNGPL provides 24 hours a day customer support and repair service through a network of
local town offices. The company is staffed by trained professionals who are able to provide a
full array pf natural gas services for all types of application
STRATEGIES
•
Maximize Sale of gas by entering into new areas through development / expansion of
requisite infrastructure.
•
Focus on country’s economic revival by outreaching industries for gas supply.
•
Displace imported liquid fuels to save foreign exchange.
•
Introduce policies and practices leading the company from monopoly to competitive
market thus facilitating privatization.
•
Endeavor to reduce Un-accounted For Gas Loss.
•
Improvement in quality service to customer satisfaction.
•
Emphasis on Human Resource Development (HRD) for quality workmanship.
•
Create awareness and enforce adherence to HSE (Health Safety Environment) policy/
standards.
•
Improve financial discipline through prudent investment/borrowing.
•
Improve internal controls/Risk Management to achieve maximum operational efficiency of
system.
Competitive Analysis
BCG MATRIX
SNGPL is at “STAR” stage, as it has no competitor. It has duopoly in the country, i.e. SNGPL
and SSGC (SUI Southern Gas Company) are the only gas providers in the country.
SWOT ANALYSIS:
Strengths of SNGPL are;

It is government owned corporation.

Its market structure is duopoly.

Gas is environmental friendly.
Weaknesses of SNGPL are;
 Pipelines are getting depleted.
 Supply is less than demand.
Opportunities of SNGPL are;
 Petrol prices are increasing as a result gas demand is increasing.
Threats of SNGPL are;
 Gas leakage is an environmental threat.
LOCATION
Head Office
Gas House,
21-Kashmir Road, Lahore (042)
Ph: 92-42-9201451-60, 9201419
Fax: 92-42-9201369, 9201302
Regional Offices Network
Abbottabad
Mansehra Road, Abbottabad (0992)
Ph: 9310071-72 & 93110077-78
Bahawalpur
2-A, Railway Road, Bahawalpur (0621)
Ph: 9255022, 9255023, 9255024
Fax: 9255026
Faisalabad
Sargodha Road, Faisalabad (041)
Ph: 9210033-35, Fax: 9210037
Gujranwala
M.A. Jinnah Road,
P.O. Box # 264,
Gujranwala (0431)
Ph: 9200480-84, Fax: 9200486
Islamabad
28-30, Sector I-9,
Industrial Area, Islamabad (051)
Ph: 9257710-19, Fax: 9257770
Lahore
21 Industrial Area, Gurumangat Road,
Gulberg-III, Lahore (042)
Ph: 5756120-39, Fax: 5710668
Multan
A-7, Piran Ghaib, Multan (061)
Ph: 9220081-86
Peshawar
2-Khalid Road, Peshawar Cantt (091)
Ph: 9212870-73, 9212875
MARKET STRUCTURE
The company is enjoying “DI-OPOLY” in the market as they are having just two corporations
in the entire country and don’t have any competitors neither direct nor indirect.
Other than SNGPL, the second corporation is:
SUI SOUTHERN GAS COMPANY (SSGC)
Sui Southern Gas Company (SSGC) is Pakistan's leading integrated gas Company. The
company is engaged in the business of transmission and distribution of natural gas besides
construction of high pressure transmission and low pressure distribution systems.
SSGC transmission system extends from Sui in Balochistan to Karachi in Sindh comprising
over 2780 KM of high pressure pipeline ranging from 12 - 24" in diameter. The distribution
activities covering over 650 towns in the Sindh and Balochistan are organized through its
regional offices. An average of about 234,553 million cubic feet (MMCFD) gas was sold in
2001-2002 to over 1.7 million industrial, commercial and domestic consumers in these
regions through a distribution network of over 22,890 Km. The company also owns and
operates the only gas meter manufacturing plant in the country, under an agreement with
Schlumberger Industries-France, having an annual production capacity of over 300,000
meters.
The Company has an authorized capital of Rs. 10 billion of which Rs 6.7 billion is issued and
fully paid up. The Government owns the majority of the shares which is presently over 70%.
2 Organizational Structure
DEPARTMENTALIZATION
SNGPL has four main departments (employee groups);
Group I
Engineering
Group II
General Management
Administration
Human Resource
Sales
Legal
Purchase & Storage
Group III
Accounts
Finance
Audit
Billing
Group IV
Information Technology
STAFF CATAGORIZATION
There are two main categories of staff at SNGPL;
 Office Staff
o General Support Staff
o Staff Attendants
 Field Staff
OFFICERS’ POLICY
At SNGPL there are 9 grades of executives; which are as follows in ascending order;
1. GRADE I
Assistant Officer/ Engineer
2. GRADE II
Assistant Officer/ Engineer
3. GRADE III
Assistant Officer/ Engineer
4. GRADE IV
Officer/ Engineer
5. GRADE V
Senior Officer/ Engineer
6. GRADE VI
Deputy Chief Officer/ Engineer
7. GRADE VII
Chief Officer/ Engineer
8. GRADE VIII
General Manager (GM)
9. GRADE IX
Senior General Manager/ Deputy Managing Director (DMD)
10.
MD
MD is the head of all, so no grade is assigned to him.
Administrative Structure
Policy guidelines and overall control is vested in the elected Board of Directors as provided
for in the Companies Ordinance 1984.
Presently, SNGPL's Board comprises 14 members including the Chief Executive. Out of 14
Directors, 9 are nominees of the Government and Government controlled institutions while 5
are from the private sector.
C.E.O
Mr. Altaf M. Saleem (Chairman, Board of Directors)
Mr. Altaf has served as Federal Minister for Privatization and Chairman,
Privatization Commission. He is currently Chairman of Pakistan Industrial
Credit & Investment Corporation (PICIC) and International Housing
Finance Limited. He has thirty years experience of corporate sector and
has served on Boards of several public listed companies both in
manufacturing and service sector. He is a trustee of Lahore University of Management
Sciences, Chairman of Executive Committee of National College of Arts and serves on the
Board of National School of Public Policy.
MEMBERS OF BOARD OF DIRECTORS
M. Altaf M. Saleem
Chairman
Mr. A. Rashid Lone
Managing Director
Mr. Tariq Iqbal Khan
Director
Mr. M. Iqbal Awan
Director
Mian Raza Mansha
Director
Mr. Qasim Rabbani
Director
Mr. Munawwar B. Ahmed
Director
Mr. Abdul Bari Khan
Director
Mr. Amman-ullah Sheikh
Director
Mr. Arif Saeed
Director
Mr. Hussain Dawood
Director
Mr. Shahzada Dawood
Director
Syed Mohd. Asghar
Director
Mr. Saeed-ullah Shah
Director
STRUCTURE OF ORGANIZATION
SNGPL is a “Tall” organization as it extends vertically.
SNGPL is a “Regional” organization which supplies gas to NWFP and Punjab.
TRANSMISSION MAP
3 Human Resource Department
HR HEAD
Mr. Qasim Rabbani (Director)
Mr. Rabbani is the Director, Sui Southern Gas Company, Ltd. and Civil
Aviation Authority. He is the Chairman, Human Resource Committee,
SNGPL. He has been Vice President, Treasurer and Council Member of the Marketing
Association of Pakistan. He is the Member of the Board of Governors of the IBA, University of
Karachi and a Member of their visiting faculty. He has diversified experience in various multinational and local companies. He is an MBA from Institute of Business Administration (IBA),
University of Karachi.
HR COMMITTEE
Mr. Qasim Rabbani
Chairman
Mr. A. Rashid Lone
Managing Director
Mr. Saeed Ullah Shah
Member
Mian Raza Mansha
Member
Mr. Shahzada Dawood
Member
The Human Resource Committee comprises four non-executive directors and the chief
Executive. It is primarily responsible for making recommendations to the Board inter-alia for
maintaining a sound organizational plan of the Company, effective employees’ development,
compensation program and specific succession plans for Senior Management positions.
NUMBER OF EMPLOYEES
Total number of employees – 54
Executives (on Career Term) – 13
Executives (on Contract) – 1
Subordinates (SN) – 34
Subordinates (Contract) – 8
Subordinates (Casual) – 5
CLASSIFICATION OF LABOR
At SNGPL there are mainly two categories of labor;
 Highly-skilled labor, including executives
 Semi Skilled labor, including subordinates
HUMAN RESOURCE INNITIATIVES
The management of SNGPL is fully cognizant of the fact that human resource is the most
valuable asset of the Company. It is the Company’s policy to promote equal employment
opportunities and eliminate discrimination. SNGPL carries out recruitment, mentoring and
training of its employees from diverse backgrounds, including persons with disabilities. There
are female employees in both subordinate and executive cadres and there is no limitation to
their career path. The Company maintains a work environment, free of harassment,
intimidation and coercion in all its offices.
Training and organizational development is one area where continuous work needs to be
done. In this context an In-house Training Institute at Kot Lakhpat, Lahore has been
established. The institute has started conducting in-house training programs, hands-on
training workshops, seminars and conferences. The significant aspect of the institute is that
the infrastructure and expertise required is based on in-house resources. Although, in its
present form, this is a makeshift arrangement, a comprehensive plan for upgrading it to the
level of a professional Institute is underway.
PART II
Human Resource
Model
1 PLANNING
By planning we mean anticipating, that is what the current situation is and what the future will
be. In HRD planning, the organization focuses on the current situation of the organization,
followed by the duties of people and how well they fulfill their jobs.
PLANNING AT SNGPL
At SNGPL the planning is done at the Head office level in view of the requirements of the
other departments. According to the requirements, proper argument is done then forwarded to
the competent authority, which approves it and the final approval is given by the Board of
Directors. For example, if any department needs more labor, then it will request the HR
department, which will then prepare the job description according to the requirement of the
respective department.
JOB DESCRIPTION
Job descriptions for some selected positions are as follows:
2 RECRUITMENT
OBJECTIVE
To identify the right person for the right position on a timely basis, attract and retain a
motivated employee to grow with the organization. The corporation may recruit people
according to the business need. Employment Categories with the corporation are Permanent,
Contract and temporary.
Permanent employees will undergo through an Orientation program, designed to provide
essential information about the corporation and its employee benefits, policies and
procedures.
During probation period, employee’s performance will be closely evaluated by the immediate
supervisor to ensure that employee meets expected standards.
The organization attracts suitable people for suitable job, through 3 important ways;

Application form

Media

Source
RECRUITMENT POLICY
The purpose of this policy is to identify possible sources of manpower which may be considered
by the Human Resource function in generating applicants for a particular position. Key policies in
this regard are summarized below:
a) Preference shall be given to qualified candidates from within the Corporation, but external
applicants will be considered from time to time to infuse new blood.
b) HR Function shall maintain a database of skill inventories of its staff. Whenever an opening
comes up, internal database shall be checked first to identify possible candidates within the
organization.
c) Human Resource function will be the sole custodian of the Application Register and may
refer to it for identifying any eligible candidate for any requisitioned position. Other
department heads and senior executives may be given access to applications for their
specific needs on request.
PERSONNEL REQUISITION POLICY
The significant policies related to raising of personnel requisitions and generating applicants to fill
a vacancy are summarized below:
a) Recruitment is undertaken on the strength of duly approved Personnel Requisitions initiated
by the concerned function for which the position is required.
b) Personnel Requisition is raised on the prescribed format which is duly approved by the
concerned functional head.
c)
Personnel requisitions should be in conformity with the approved Manpower Budget.
d) Personnel Requisitions outside the approved budget are processed only as special cases if
approved in writing by the Competent Authority.
e) A lead-time of 2 months for non-Management and Supervisory, and 3 months for
Management position candidates must be given if the post is to be filled from external
sources.
d) Advertisement will be placed in at least one national and one local daily newspaper seeking
applications from interested candidates for particular positions.
APPLICATION FORM
The Application form on the following page is for the following posts;

Sub Engineer Mechanical

Sub Engineer Drafting & Designing

Sub Engineer Civil

Sub Engineer Electrical

Sub Engineer Electronics

GIS/ CAD Operator/ Technician/ Assistant

Tracer
MEDIA
SNGPL uses reputed national newspapers to advertise jobs. For example;
Nawa-e-Waqt
Jung
Dawn
The Nation
Khabrain
SOURCE
They don’t prefer any sort of sources for recruitment.
3 SELECTION
OBJECTIVE
To select the right person for the right job at the right time, at the right place, is selection. The
company matches the person to be hired and the job criteria. Various selection criteria
(standards) are used, like tests, interviews, and practicals.
SELECTION POLICY
The significant policies related to conduct of tests; interviews and selection of suitable candidates
are summarized below:
a) Candidates are evaluated using approved Person Specifications and Selection criteria. Wherever
considered necessary, Interview panel may conduct multiple interviews of a candidate.
b) The interview panel for conducting interview of executive grades should be comprised of at least
three persons; head of requisitioning function and head of Human Resource function. For NonManagement and Supervisory grades, they may nominate their juniors in management cadre to
form the interview panel.
c) For positions in Management and Supervisory grades, the interview panel is required to shortlist
and recommends at least three candidates for each position and specifies the order of priority to
the Competent Authority. For positions in other grades, Head of requisitioning function is
authorized to approve or reject a candidate.
d) Interview Panel should always indicate ‘stand-by’ candidate(s); this practice would save time and
efforts if a selected candidate does not accept the offer.
e) Wherever possible, appropriate tests should be conducted for benchmark positions like
Computer Operator, Secretaries, Typist, Welders, and Stenographer etc. in order to validate their
fitness for the respective positions.
SELECTION PROCEDURE
Representative of HR function

Prepare interview/test schedule for interviewing short-listed candidates.

Discuss schedule with members of the interview panel, obtain confirmation of their
availability and co-ordinate with Administration function for arrangement of test/interview.

Prepare Test/Interview Letter and obtain approval from Head of Human Resource function.

Issue Interview Letter to the short-listed candidates specifying date, time and venue of the
interview.
Head of Human Resource function

Ensure that proper arrangement for conducting test/ interviews have been finalized. In case
of any change in venue and/or time, make necessary arrangements for informing the
candidates promptly.
Representative of HR function

Receive candidates on the date of interview. Obtain filled Employment Application form from
each candidate and check for completeness.

Prepare photocopy of Employment Application form and forward it to the members of the
Interview Panel for their review before interview along with Interview Assessment form.

Provide assistance to interview panel when desired during the conduct of interviews.
Members of Interview Panel

Interview each candidate and individually, record assessment and recommendation.

If desired, inform the Head of Human Resource function to call specified candidate(s) for
additional interview if necessary.

In case suitable candidates are not found from amongst the short listed candidates, inform
Head of Human Resource function to generate additional applicants.
Head of Human Resource function/(for Management staff)
Representative of HR function (for Non-Management staff)

Prepare summary of interview assessment and forward it to the Competent Authority.
4 HIRING
OBJECTIVE
Hiring is to make selected people actual part of the organization and sending them joining
letters.
HIRING POLICY
The significant policy guidelines relating to hiring and orientation of new employees are
summarized below:
a)
Newly appointed employees are issued the corporation’s standard letter of Appointment
as specified for particular categories of staff i.e. Permanent Management employees,
Permanent Non-Management employees, Temporary employees, etc.
b)
This appointment letter is either sent to the new employee by registered post/courier or
handed over to him / her on the day he / she reports for joining duty (in case an offer letter
was sent earlier).
c)
Newly appointed employees are generally required to serve probation period as follows:
Category
Executives
Subordinates
d)
Probation Period
1 year
3 Months
Employment is confirmed on the basis of performance during the probationary period. In
exceptional cases, the length of probationary period of management staff may be
changed or waived with the prior written approval of the Competent Authority.
HIRING PROCEDURES
Representative of HR function

Draft appropriate Appointment Letter(s), stating general terms and conditions of the
Employment Contract. Specific terms and details of emoluments being offered to the
candidate are also noted on the Appointment Letter.

Obtain signature of the Competent Authority on the Appointment Letter.

Dispatch Appointment Letter to the candidate along with all necessary forms and
documents (e.g. nomination forms for Pension, Gratuity Fund, and Provident fund Group
Life Insurance, etc.) through courier and file a copy.

Forward a copy of the Appointment Letter to the Finance and Accounts function.

On the date of joining issue Joining Report to the employee and ensure that it is properly
routed through the concerned functional heads and file original in the respective file.
5 ORIENTATION
OBJECTIVE
Orientation is a socialization process for the new employees to understand the need and
importance of organization culture and the importance of their job for the organization.
All new employees hired by the corporation will be taken through an Orientation Program on
joining unless specifically waived by the Competent Authority. The main objective of
orientation is to help new employees clearly understand the corporation's environment,
values, working of their division / department and work related policies. This process, if
carried out correctly, ensures that the new employees would settle in comfortably in the new
environment and integrate relatively quickly with their co-workers.
ORIENTATION POLICY
All permanent employees of SNGPL undergo through an Orientation program, providing them
essential information about the corporation and its employee benefits, policies and procedures.
The significant policy guidelines relating to orientation of new employees are summarized below:
a) The scheme of orientation program is planned in co-ordination with the respective head of
user divisions. Generally, the following aspects should be highlighted in the orientation
session

Overview of operations of corporation

Organization Structure

Summary HR policies

General rules pertaining to Conduct and discipline.

Job descriptions and functional relationships with other departments/ divisions

Overview of systems and procedures.
b) The Head of Department evaluate the information needs of the employee and provide
guidelines to the Head of HR function regarding the depth of coverage to be given to the
areas mentioned above.
ORIENTATION PROCEDURE
Formal orientation
The new employees are given dinner before joining their positions. They are been told about
the culture, behavior, values, objectives of the organization. (N.B. orientation for executives
and sub-ordinates differ)
Informal Orientation
Informal orientation is held in the concerned departments of the newly hired employees. All
the employees are enlightened by the functions of the department and their respective duties.
5 TRAINING AND PLACEMENT
TRAINING
Training requires total alignment with the Corporation vision and strategic objectives and the
competencies required of its people. Each functional head has a responsibility for his/her own
development and for the development of his subordinates. Training needs are identified at the
work place and through performance management. Basically, this involves
(i)
Identifying competencies (knowledge, skills and abilities) required to perform the job
successfully
(ii)
Assessing employees current performance quality, skills and knowledge and
(iii)
Identifying the gaps between requirements and actual competencies to arrive at the
training needs to close the gaps.
Training normally comprises of;
a)
On-the-job training in the initial phases either to a new employee or when an employee
changes a job functionally within the SNGPL.
b)
Functional and specialized training to existing employees to perform more effectively in
their present jobs.
c)
Functional and specialized training to employees who have been identified for
promotion.
d)
Identify good training institutes and trainers and advise to send their training schedule for
the year.
e)
Advise Representative of HR Function to prepare a summary of training needs and
desired courses.
TRAINING PROCEDURE
Representative of HR Function

Search data in Performance Appraisal database and prepare a summary of training
needs and courses identified by the Head of Department and immediate superiors.
Head of HR Function

Obtain training program/schedules from various institutions/trainers.

Obtain summary of recommended training needs and evaluate the courses offered in
training institutions or by the trainers to identify appropriate courses, and advise to
develop list of participants.
Representative of HR Function

Prepare
list of
participants
mentioning name of
employees, department and
recommended course(s), and forward it to Head of Human Resource function
Head of Human Resource Function

Receive list of participants specifying recommended courses, check and send it to
concerned functional head with copy (details) of training schedule for review.
Functional Head

Receive list of employees and considers the suitability of recommended training programs
and exigencies of work. Discuss the training need with subordinate(s), and recommend
course(s) to the Head of Human Resource function which can effectively achieve the
desired objectives.
Head of HR Function

Receive the recommendation of head of user department and nomination of employee(s)
for training program(s).

Compare the estimated expenditure with budget allocation. Unless considered necessary,
ensure training proposals do not exceed budget.

In consultation with Representative of HR Function identify training courses which are
delivered through internal resources (in-house training) and those for which external
organization/trainer are required.

Forward the recommendation to the Competent Authority for review and approval.
Competent Authority

Receive and review the recommendations for training. Discuss it with respective functional
heads and make changes where considered necessary.

Approve or reject the recommendations for in-house training, or external training program.
Communicate the decision to the Head of Human Resource function.
Head of Human Resource Function

In case of approval, ask Representative of HR Function for registering nominees for the
approved training programs.
Representative of HR Function

Prepare letter for training institutions for the registration of nominated employees, obtain
signature from Head of Human Resource function and arrange for delivery to the training
institution.

Receive letter of acceptance from training institution and forward to Head of Human
Resource function.
Head of HR Function

Advice concerned functional head to ensure attendance of nominated staff in the course.
IN-HOUSE TRAINING

In house training at SNGPL is carried out at SNGTI (Sui Northern Gas Training Institute)
Representative of HR Function

In case of in-house training prepare training schedule in consultation with the concerned
functional heads. If resourcing from outside is required, prepare invitation letter for instructor
along with training schedule.

Forward training schedule to administration function for arrangement of venue, and other
facilities to conduct the training session.

Forward relevant training schedule to all nominated staff through their functional heads in
order to ensure their availability for attendance in training course.
Head of Human Resource function

Review bill, approve the payment and return to Representative of HR Function.
Representative of HR Function

Attach necessary support documents to trainer’s bill and forward to Finance and Accounts
function for payment.

Record training cost in relevant database and monitor to-date expenditure on training vis-àvis budgeted figures. Anticipate likely unfavorable variance in budget and advise Head of
Human Resources.
Representative of HR Function

In case of overseas training, prepare a letter to the identified training institutions for
registration of nominated staff, obtain signature of Head of Human Resource function and
fax it to the institution.

Receive confirmation of registration, communicate confirmation to nominated staff through
his / her concerned functional Head.
Head of Finance and Accounts function

Arrange payment to overseas Training Institution under advice to Human Resource
function.
PLACEMENT
OBJECTIVE
To adjust the right person, for the right job at the right time, is placement. After training, HR
department evaluates the employee’s level and then sends recommendations to the
concerned department for adjustment.
6 PERFORMANCE MANAGEMENT
POLICY
a) Performance appraisal system is an integral part of the performance management
objective to ensure that the organization has competent human resources who can
respond positively to the current and future organizational needs. In order to achieve this
objective, the performance appraisal and performance management systems aim at
optimum utilization of employees’ knowledge, skills and abilities while providing them
opportunities for their career growth and development.
b) The performance appraisal objectives focus on:

Continually improving employee performance

Compensating employees on performance related criteria

Taking placement decisions

Identifying training and development needs

Planning staff careers

Having in place a performance management process through continuous coaching
and counseling
c) It is critical that the employee understands exactly what is expected of him/her. Periodic
objectives provide a direction for the appraisee to move forward. This aspect emphasizes
the important role of the appraiser (the supervisor/manager).Initially, by setting/agreeing
objectives and then by continuous feedback and counseling, a strong appraiser/appraisee
relationship is built up.
d) Performance Appraisal

The performance appraisal period extends from January 1 to December 31. An
employee must be in service for a minimum period of 6 months in order to be eligible
for performance appraisal in the stipulated appraisal period.

An employee’s appraisal may be required on special occasions outside the normal
performance appraisal schedule. These occasions include:
(i) Probationary Period: When a final report is required for the new employees’
performance during his probationary period.
(ii) Promotion:
Normally, promotion recommendations are made along with the
Annual Appraisal Report at the end of the 12-month appraisal period. However,
there may be occasions, although rarely, that a mid-year promotion is
recommended. A special performance appraisal, incorporating a promotion
recommendation would then be required.
(iii) Temporary Assignments: When an employee is given another assignment
temporarily for more than 3 months, the new supervisor, for whom the employee
will be working, will be asked by the lending office to write a special performance
report relating to the period of the assignment.
PROCEDURE
Performance appraisal form is filled by the representative of concerned department and then
forwarded to the HR department for evaluation.
PERFORMANCE APPRAISAL
(GRADE I-V)
PART-I
Employee No: _________________________________________________________
Name: _______________________________________________________________
Date of Birth: _________________________________________________________
Qualification: _________________________________________________________
Date of Joining: _______________________________________________________
Present Grade: _______________________________ w.e.f: ____________________
Present Post: __________________________ Department: _____________________
Present Location: ___________________ Date of Present Location: ______________
Present Basic Salary: _________________ Pay Structure: ______________________
Posting Status during the year under review:
a) No Change
b) Change as follows:
From ________ to ________ as ________ in ________ at _________
QUANTITATIVE & QUALITATIVE ASSESSMENT
PART – A
1) Dependability:
Sense of responsibility
Time & cost consciousness
5
5
10
Ability to organize work
Ability to get work done
Ability to guide & train
Resourcefulness
Decisiveness
Ability to keep others informed
3
3
2
2
3
2
15
2) Leadership:
3) Creative Ability & Initiative
5
4) Demotion to Duty
10
5) Attitude:
Towards HSE
Towards Superiors
Towards Juniors
Towards Colleagues/Public
Towards Adaptability
5
3
3
2
2
15
6) Emotional Stability
5
7) Expression in Writing & Speech
10
8) Knowledge of Profession
15
9) Performance:
HSE related
Planning
Quality of work
Output of work
5
4
4
2
15
Total Marks
100
Points awarded for performance/promotion: Tick ( ) the relevant box.
75 & Above
Excellent
60-74
45-59
Exceeds
Expectation
Meets
Expectation
44 & Below
Below
Expectation
Increment Percentage Recommended: Please encircle the relevant box.
10%
7%
5%
Nil
Any other %
PART – B
PEN PICTURE
Integrity: _____________________________________________________________
Organizational Loyalty: _________________________________________________
Punctuality: ___________________________________________________________
Moral Character: _______________________________________________________
Personality: ___________________________________________________________
Intelligence: __________________________________________________________
HSE consciousness: ____________________________________________________
PART – C
Name of Reportee:__________
i.
Comment by reporting Officer on individual
on individual Performance Object:
___________________________________________________
___________________________________________________
___________________________________________________
ii.
Specific area/field in which reportee requires
Training:
____________________________________________________
____________________________________________________
Signature:-____________
(Not below grade-VII Executive)
Name:-_______________
Designation:-__________
PART–D
COMMENT BY REPORTEE:
 I agree with the performance appraisal and rating
Assigned to me and confirm that this is a fair
Evaluation of my performance during the period
Under review

Please Tick
I disagree with the above performance appraisal
(Give reasons)
________________________________________________________
________________________________________________________
________________________________________________________
Signature:-____________
(Reportee)
Name: _______________
Designation: __________
PART–E
COMMENT BY REGIONAL INCHARGE/GENERAL MANAGER
________________________________________________________
________________________________________________________
________________________________________________________
Signature: _____________
Name: ________________
Designation: ___________
COMMENT BY HEAD OF DEPARTMENT:
________________________________________________________
________________________________________________________
________________________________________________________
Signature: ____________
Name: _______________
Designation: __________
COMMENT BY SENIOR GENERAL MANAGER/DEPUTY
MANAGING DIRECTOR:
_________________________________________________________
_________________________________________________________
_________________________________________________________
Signature: __________
Name: _____________
Designation: ________
FINAL ASSESMENT/REPORT BY MANAGING DIRECTOR:
_________________________________________________________
_________________________________________________________
_________________________________________________________
Signature: __________
Increment percentage
%
Approved
Name:_____________
Designation: ________
PERFORMANCE APPRAISAL
(GRADE VI-IX)
PART-I
Employee No: _________________________________________________________
Name: _______________________________________________________________
Date of Birth: _________________________________________________________
Qualification: _________________________________________________________
Date of Joining: _______________________________________________________
Present Grade: __________________________________ w.e.f: _________________
Present Post: __________________________ Department: _____________________
Present Location: ___________________ Date of Present Location: ______________
Present Basic Salary: _________________ Pay Structure: ______________________
Posting Status during the year under review:
c) No Change
d) Change as follows:
From ________ to ________ as ________ in ________ at _________
QUANTITATIVE & QUALITATIVE ASSESSMENT
PART – A
10) Dependability:
Sense of responsibility
Time & cost consciousness
5
5
10
Ability to organize work
Ability to get work done
Ability to guide & train
Resourcefulness
Decisiveness
Ability to keep others informed
3
3
2
2
3
2
15
11) Leadership:
12) Creative Ability & Initiative
5
13) Ability to asses Seniors
10
14) Attitude:
Towards HSE
Towards Superiors
Towards Juniors
Towards Colleagues/Public
Towards Adaptability
5
3
3
2
2
15
15) Communication Skills
10
16)
Expression in Writing & Speech
10
17)
Knowledge of Profession
15
18)
Performance:
HSE related
Planning
Quality of work
Output of work
5
4
4
2
15
Total Marks
100
Points awarded for performance/promotion: Tick ( ) the relevant box.
75 & Above
Excellent
60-74
45-59
Exceeds
Expectation
Meets
Expectation
44 & Below
Below
Expectation
Increment Percentage Recommended: Please encircle the relevant box.
10%
7%
5%
Nil
Any other %
PART – B
PEN PICTURE
Integrity: _____________________________________________________________
Organizational Loyalty: _________________________________________________
Punctuality: ___________________________________________________________
Moral Character: _______________________________________________________
Personality: ___________________________________________________________
Intelligence: __________________________________________________________
HSE consciousness: ____________________________________________________
PART – C
iii.
iv.
Name of Reportee:__________
Comment by reporting Officer on individual
on individual Performance Object:
___________________________________________________
___________________________________________________
___________________________________________________
Specific area/field in which reportee requires
Training:
____________________________________________________
____________________________________________________
Signature:-____________
(Not below grade-VII Executive)
Name:-_______________
Designation:-__________
PART–D
COMMENT BY REPORTEE:
 I agree with the performance appraisal and rating
Assigned to me and confirm that this is a fair
Evaluation of my performance during the period
Under review

Please Tick
I disagree with the above performance appraisal
(Give reasons)
________________________________________________________
________________________________________________________
________________________________________________________
Signature:-____________
(Reportee)
Name: _______________
Designation: __________
PART–E
COMMENT BY REGIONAL INCHARGE/GENERAL MANAGER
________________________________________________________
________________________________________________________
________________________________________________________
Signature: _____________
Name: ________________
Designation: ___________
COMMENT BY HEAD OF DEPARTMENT:
________________________________________________________
________________________________________________________
________________________________________________________
Signature: ____________
Name: _______________
Designation: __________
COMMENT BY SENIOR GENERAL MANAGER/DEPUTY
MANAGING DIRECTOR:
_________________________________________________________
_________________________________________________________
_________________________________________________________
Signature: __________
Name: _____________
Designation: ________
FINAL ASSESMENT/REPORT BY MANAGING DIRECTOR:
_________________________________________________________
_________________________________________________________
_________________________________________________________
Signature: ___________
Increment percentage
%
approved
Name: _____________
Designation: _________
6 COMPENSATION AND BENEFITS
OBJECTIVE
SNGPL has lots of expectations from its employees, so they provide them with lots of
compensations and benefits, which make them more efficient.
LIST OF COMPENSATIONS AND BENEFITS PROVIDED BY SNGPL

Group Life insurance

Medical benefits

Profit bonus

Annual increment

Promotion in upper grades

Gratuity Provident fund facility

Pension Facility

Educational scholarships

Loans

Uniform for workers

Leaves
GROUP LIFE INSURANCE
INSURANCE POLICY
a) The SNGPL provides group life cover to employees. Premium is paid by the organization.
The HR department is responsible for coordinating settlement proceedings and providing
assistance to an employee in lieu of any claim filed under the scheme.
b) This benefit becomes effective from the date of becoming the member of the group
insurance scheme. On confirmation, employee is required to nominate names of
beneficiaries who would be entitled to receive payments in event of his/her death.
c) Payment is made only in case of in-service death of an employee. Death after retirement
would not entitle the surviving spouse or family members, as the case may be, to any
benefits. One time lump sum payment is made equal to the sum assured.
INSURANCE PROCEDURE
Head of HR function

Receive written consent from the employee for becoming member of the life insurance
scheme.

Coordinate with the employee intending to avail group insurance facility to fill out and sign
the insurance documents.

Receive the signed insurance application form stating the name of persons nominated by
the applicant as beneficiaries.
Head of HR function

Receive written consent from the employee for becoming member of the life insurance
scheme.

Coordinate with the employee intending to avail group insurance facility to fill out and sign
the insurance documents.

Receive the signed insurance application form stating the name of persons nominated by
the applicant as beneficiaries.

In case of death on duty coordinate with the Insurance Company for the payment of claim
to the beneficiaries nominated by the employee.

In case of disability arrange the payment of the insurance claim, as per the insurance
coverage, to the concerned employee.
MEDICAL BENEFITS

SNGPL provides medical cover for all employees and their beneficiaries, which includes
self, spouse, dependent children, parents, and sons with age limit 21 years under its
medical/hospitalization insurance scheme.

The scheme provides comprehensive coverage for outpatient and inpatient medical
requirements including maternity and critical diseases, and the reimbursement limits vary
according to the management and non-management grade.
PROFIT BONUS
SNGPL awards profit bonus to executives on completing a task. The amount of bonus
depends on the type of task assigned.
ANNUAL INCREMENT
Annual salary increment is effectively linked to the performance of the employee. A certain
amount of salary increment is given across the board to all employees to enable them to cope
with national inflationary trends. However, additional increments are awarded in recognition of an
individual’s effectiveness; accomplishment, competence and superior performance in his/her job
assignment and serve as an incentive for greater achievement.
PROMOTION IN UPPER GRADES
In addition to basic criteria of specific academic/professional qualification, an employee
should also have superior ratings in the following areas in order to be considered as eligible
for promotion:

job knowledge

communication skills

leadership qualities

interpersonal skills

adherence to policies and procedures

financial discipline
GRATUITY PROVIDENT FUND
A contributory Gratuity Provident Fund scheme is maintained where monthly contribution to the
Provident Fund is made by deducting a specified amount from the employee’s salary and equal
contribution is made by the employer as per the terms and conditions of the scheme.
Accumulated balance (contribution and profit accrued thereon) in the Gratuity Provident Fund
account of an out going/retiring employee is payable to the leaving employee or to beneficiaries
nominated by the employee in case of his/her death.
The employee would not be entitled to get the contribution from the corporation and profits
accrued thereon in case his services are terminated due to misconduct.
An Employee is entitled for provident fund from the date of joining.
If any employee has been with SNGPL for 5 years he/she is given an additional amount in
Gratuity Provident fund.
PENSION FACILITY
Pension facility is provided to all retired employees of SNGPL. Another condition for enjoying
pension facility is that the person has been the employee of SNGPL for at least 10 years.
There is a specific percentage for pension specified at SNGPL.
EDUCATIONAL SCHOLARSHIPS
The children of employees (non-executives) are given educational scholarships up to Rs.1500
per month and Rs.30000 per year is the standardized maximum amount given to an
employee’s child for getting admission in an institute.
LOANS
UNIFORM FOR WORKERS
Free uniform is provided to subordinates like peon, attendants, guards, etc.
LEAVES
The following types of leaves can be availed by employees of SNGPL.
1.
2.
3.
4.
5.
6.
7.
8.
Sick Leave
Casual Leave
Maternity Leave
Special Leaves
Hajj leave
Study leave
IDDAT leave
Privilege leave
9. Minorities leave
1. SICK LEAVE
Sick leave is granted for 30 days per year, in which 2 days leave is without medical certificate
and of that rest of the days is with medical certificate.
2. CASUAL LEAVE
Casual leave is for 18 days per year (maximum 6 days leave) no accumulation is allowed.
3. MATERNITY LEAVE
Any female employee is granted maternity leave for 3 months for which a medical certificate
is required (maximum for six maternities a year).
4. SPECIAL LEAVE
It is the expansion of sick leave. If the subordinate is not physically fit after normal 30 days
leave, his leaves of 3 years will be accumulated to 90 days leave. If an employee doesn’t
recover his health then special 90 days leave is granted to him. Even then if he is unable to
work, a medical board of company grants him a further 90 days leave (three hundred leaves
in accumulation).
5. HAJJ LEAVE
Employees get this opportunity only once the tenure of service. 55 employees are sent to Hajj
each year.
6. STUDY LEAVE
Employees can get a leave for 3 months so that they can study abroad.
7. IDDAT LEAVE
Female employees get 2 months leave on the death of their husbands (God forbade).
8. PRIVILEGE LEAVE
Employees get 30 days per year (minimum 5 days leave is allowed)
9. MINORITIES LEAVE
Minorities are allowed to enjoy a 2 days leave on Christmas and Easter every year.
7 CAREER DEVELOPMENT
OBJECTIVE
Career development is the process of improving the career of employees. Career
development is a collective name for career development, career planning and career
management. Career development is not possible without the participation of the “employee”
and the “employer”.
Career planning of employees at SNGPL is seen in the following ways;
 Promotions
 Transfers / Postings
 Retirements
1. PROMOTIONS
Normally, promotion recommendations are made along with the Annual Appraisal Report at
the end of the 12-month appraisal period. However, there may be occasions, although rarely,
that a mid-year promotion is recommended. A special performance appraisal, incorporating a
promotion recommendation would then be required.
PROMOTION POLICY
A special promotion committee decides about the promotion cases. Promotion eligibility from
grade I to IX is given as follows;
Grade I to Grade II
An executive is on probation for 1 year, and then he/she becomes eligible for promotion.
Grade II to Grade III
An executive is on probation for 3 years, and then he/she becomes eligible for promotion.
Grade III to Grade IV
An executive is on probation for 4 years, and then he/she becomes eligible for promotion.
Grade IV to Grade V
An executive is on probation for 3 years, and then he/she becomes eligible for promotion.
Grade V to grade VI
An executive is on probation for 3 years, and then he/she becomes eligible for promotion.
Grade VI to grade VII
An executive is on probation for 3 years, and then he/she becomes eligible for promotion.
Grade VII to grade VIII
An executive is on probation for 3 years, and then he/she becomes eligible for promotion.
Grade VIII to grade IX
An executive is on probation for 2 years, and then he/she becomes eligible for promotion.
2. TRANSFERS/ POSTINGS
Posting is the change of place as far as the job activities are concerned. At SNGPL mostly
“parallel posting” and “upward posting” takes place.
TRANSFER POLICY
Significant policies related to staff transfers are summarized below:
a) A transfer is affected by the SNGPL mainly for operational reasons to fill a vacancy in a
department. Mutual consent of the heads of the transferor and transferee departments is
obtained.
b) As part of the job rotation program to groom and develop employees for higher posts, the
Corporation may post an employee in another department with the consent of the concerned
departmental heads and approval of the Competent Authority.
c) The need for progressive exposure should be indicated by the functional head on the
Performance Appraisal form.
d) An employee may be placed in other locations of the Corporation temporarily or permanently
by the functional head according to the requirement.
e) All travel and associated relocation expenses will be paid by the Corporation according to the
entitlement of the concerned employee.
f) When under transfer, an employee cannot apply for leave until such time as he/she has
joined the place of new postings.
TRANSFER PROCEDURE
Representative of HR function





Receives list of surplus staff available in other departments/ CRO from the concerned
functional head.
Receives a request from the departments/ CRO for the vacant positions to be filled out.
Compiles the lists and forward it to the Head of HR function for review.
Receives and reviews the recommendations of Head of Human Resource function. If
necessary, requests Head of Human Resource function for interviewing the candidate(s) for
transfer.
Approves or disapproves proposed transfer(s) and informs the decision to Head of Human
Resource function. Forwards approved transfer case(s) to the Competent Authority for final
approval.
Competent Authority
 Receives and reviews the recommendations for employee(s) transfer. Approves the
recommendations after careful consideration and returns the same to the Head of Human
Resource function.
 Works out total cost of travel and associated relocation expenses to be paid to the employee
as per entitlement and with the approval of Head of HR function forwards it to the Finance
and accounts function for payment.
 Handovers original Transfer Letter to employee and obtains acknowledgement on the
photocopy and files it in the personal file of the employee.
 Forwards a copy of Transfer Letter and a copy of Joining Report to Finance and Accounts
function for making necessary changes in the payroll system.
7 DEPARTURE
OBJECTIVE
Departure is to say good-bye to the organization’s employees in a friendly manner, so that the
employee leaves the organization with happy memories and live heart, and that the organization
also remembers the services rendered by the employee.
RETIREMENT
POLICY
Key policies are as under:
a) The compulsory retirement age of the employees of the SNGPL is 60 years.
b) The Corporation has power to retire any of its employees on such date after
he has completed twenty five years of service, qualifying for pension or other
retirement benefits as the Corporation may direct.
c) Employee who has completed twenty five years of service and qualifies for
the terminal benefits has option to seek early retirement.
d) Employee will always be informed about the grounds on which he/she is
asked to retire and shall be given a reasonable opportunity of show cause
against the retirement.
e) Pension, Gratuity/Provident Fund, and accumulated leave balance are
payable on retirement for those qualifying for these benefits under SNGPL’
rules.
Procedure
Representative of HR function
1.
At the beginning of each quarter, review employee database and generate a list of
employees whose mandatory retirement is due in the next quarter.
2.
Generate a list of employees who have completed twenty five years of service with the
Commission and have become eligible for the terminal benefits as per the SNGPL rules to which
the Commission may intend to retire.
3.
Receive written request from the employees seeking early retirement from the services
upon completion of the twenty five years of service.
4. Check person files of the retiring employees to ensure that no case is pending against
the retiring persons.
5. Forward the lists to the Head of HR function for review.
6. Prepare retirement letter for retiring staff two months prior to the retirement, and forward
it to Head of Human Resource function to obtain signature of Competent Authority.
Competent Authority
Receive retirement letter, review, and sign and return it to Head of Human Resource
function.
Head of Human Resource function
 Forward approved letter to the representative of HR function for completion of remaining
formalities.
 File a copy of the Retirement letter in the employee’s personal file and forward a copy to
the Finance and Accounts function.
 Send stop salary advice to the payroll section to stop processing salary of the retiring
employee.
 Ensure that on the date of retirement, Identity card is retrieved and name of the retiring
employee is removed from the attendance system.
 Receive copy of final pay certificate from the Finance and Accounts function and file it
in the personal file of the retiring employee.
Resignations
POLICY
a) Permanent employees, in management and non-management cadres, leaving the SECP are
required to notify in writing to the management of their decision to resign and serve notice
period or pay equivalent salary in lieu of notice period as per the terms and conditions stated
in their appointment letter.
b) The period of notice of resignation shall commence from the date of submission of notice in
writing.
c) No resignation shall become effective during the pendency of any disciplinary proceedings
against the employee.
d) The employee, who tenders his resignation from the service, has to serve Commission till
his/her resignation is accepted and cannot absent from his duty without proper leave.
e) The competent authority is empowered to either accept or reject resignation
Procedure
Head of Human Resource function






Receive resignation letter from the employee duly approved by his/ her functional head
along with comments.
Ensure that no inquiry /case is pending with the resigning employee.
Check personal file of the employee and assess the total outstanding amount to be
recovered, if any, from the employee.
Check that the permanent employee has properly served the notice period as per the
terms and conditions of the employment letter.
Compute the total salary to be recovered in lieu of notice period from a permanent
employee who intends to leave service without completing notice period.
Forward the notice along with comments to the competent authority for review and
approval.

Prepare resignation acceptance letter instruct the employee to deposit the amount to be
payable to the commission in lieu of notice period or any outstanding loans/sureties, if
any.

Obtain signature of the Competent Authority

File a copy of the resignation acceptance letter in the personal file of the employee and
forward a copy to Finance and Accounts function for processing of final settlement.

Ensure that on the date of leaving service Identity Card is retrieved and name of the
leaving employee is removed from the attendance system.

Receive copy of the Final settlement certificate from the Finance and Accounts function
and file it in the personal file of the retiring employee.
Termination
Policy
a)
The services of an employee on probation can be terminated without assigning any
reason and without any advance notice or pay in lieu of notice.
b)
The services of regular employees, in management and non-management cadres, can
be terminated by serving notice period or paying salary in lieu of notice period as per the terms of
the appointment letter.
c)
Any employee (i.e. Permanent, Temporary or Contract) found in breach of the code of
conduct may be dismissed depending on the gravity of his or her conduct (refer to policies and
procedures, under DISCIPLINE).
d)
The Commission may terminate the services of a bonded employee without assigning
any reason.
Procedure
Head of Human Resource function

Receive written request along with the reasons /allegations of misconduct for terminating
the services of an employee.

Ensure that all pre-termination procedures are adhered and this request shall not have
any legal implications for the SNGPL

Obtain legal advice from legal advisor, if deemed necessary and forward the request
along with remarks to Competent Authority for final decision.

Receive written approval from the competent authority regarding the acceptance or
rejection of the termination request. Mark the request to the Representative of HR
function for preparation of Termination letter.

Prepare Termination Letter, obtain signature of Competent Authority

Deliver termination letter to employee and obtain acknowledgement on a copy of
termination letter.

File a copy of the termination letter in the personal file of the employee.

Ensure that the name of the leaving employee is removed from the attendance system
and Identity card is retrieved.

Receive copy of Final settlement certificate and file it in the personal file of the outgoing
employee.
Labor issues
Labor unions
Labor union in SNGPL is very strong and well established. But there are no conflictions between
management and labor union because politics is not being involved in the unions.
There are two main labor unions in the corporation. After every two years elections are being
conducted and the winner is elected as CBA (central bargaining agent). After election an
agreement of wages is being set between management and labor union.
The benefits, which workers get, are as follows:
 Educational scholarships
 Free medical facilities
 Group insurance
 Loans
 Gratuity Provident fund facility
Child labor
SNGPL strongly discourages child labor in the corporation. And none of the employee of
corporation is under age 18.
Ethical and Social Responsibilities
Level of labor satisfaction
The labor at SNGPL
Ratio of labor working in fresh environment
Discrimination
Gender Discrimination
At SNGPL there is no concept of gender discrimination. Female workers are always being
welcomed. Females are being provided with more facilities as compared to male. They are
provided with pick and drop facilities at very economical charges, i.e. for executives it’s
Rs.300/month and for subordinates these charges are Rs.150/month.
Religious Discrimination
Non-Muslims are also being welcomed in corporation and they are also equally being treated
and facilitated as other Muslim workers.
Suggestions
Exit interviews
There are not exit interviews of the employees. Exit interviews with outgoing employees serve as
an input for reviewing not only current policies and procedures regarding hiring, orientation,
motivation, training, compensation but also serve as a guide in career development and
providing job satisfaction to existing employees.
Future Projects
The conceptual study of Project-IX is underway
 To carry maximum gas beyond Multan ,
 To facilitate gas consumers from all walks of life in central Punjab and Northern areas of
the country.
The basic intent of Project-IX is the elimination of bottle necks in SNGPL’s existing transmission
network and to transport gas to independent Power Plants in Punjab province, through system
up-gradation with loop lines and system compression enhancement, beside construction of
pipelines to absorb additional gas available from gas sources of Potohar region and newly
discovered Gurguri-Makori field in Karak District of NWFP province.
Future outlook
The company has been directed by the Government of Pakistan to extend its network to Muree
Hills, Southern districts of NWFP and Punjab with a total capital cost over Rs 5 billion. The
Company is planning to complete gas supply to Muree during the next 12 to 14 months and the
mega projects in NWFP and Punjab during the next 3 to 5 weeks. The have a target to provide
200,000 connections (all types) every year, within their area of activity. To supplement local
production of gas, they are proceeding with import of gas in collaboration of M/S Sui Southern
Gas Company Limited, from Iran, Qatar, or Turkmenistan; which-ever source is more feasible.
Imported gas will enable the Company to continue its expansion plan, even if domestic gas
supplies are exhausted or started downloading.
Privatization Commission of Pakistan is also actively perusing to invite bids, to initiate the
privatization process for this company. The company has envisaged project –IX, which includes
replacement of old lines, which have outlived their life. Revamping of compression facilities,
establishment of customer service points, proper training of manpower, consumer facilitation for
payment of monthly bills, and catering for the industry’s progress to facilitate national annual
growth of 8%. Furthermore, the company is introducing the Uniform System of Accounts
prescribed by the Regulator for the industry.
SPECIAL LEAVES
CAREER DEVELOPMENT