INDEX

o INTRODUCTION
o INTRODUCTION OF WAGE AND SALARY
ADMINISTRATION
o PROFILE OF THE ORGANISATION
o WAGES AND SALARY ADMINITRATION
o FINDING
o SUGGESTION
o QUESTIONNAIRE
o BIBLOGRAPHY

BRIEF NOTE ON UPPER KOLAB HYDRO

ELECTRIC PROJECT
1.

INTRODUCTION: Upper Kolab Hydro Electric Project, located in the district of

Koraput (Orissa). The construction work of power house was taken up in
the year 1976 by the Irrigation and Power Department, Govt. of Orissa at
an estimated cost of Rs. 74.63 Crores. This Project is utilising the water
potential of river KOLAB a tributary of river Godavari. It is a
multipurpose project aimed at Generation of 95 MW (firm) Hydro Electric
Power, providing irrigation facilities to 47,985 H. A. of land by flow
irrigation and 22,267 H. A. by lift canal irrigation and supplying drinking
water to Damanjodi, Koraput, Sunabeda and Jeypore town. The Project
work was completed in two stages i.e. Stage I of 3 nos. of 80 MW Hydro
Generators along with

their auxiliaries, 220 KV Switchyard, water

conductor system, Reservoir etc. and Under Stage II, of one unit of 80
MW. Major Works of Stage I were completed during February 1990 and
that of Stage II during 1993.
II.

HSITORY AND CONSTRUCTION FEATURES: Preliminary investigations of the Project was carried out by the
Government of Madras before April 1936. At that time Koraput district was
a part of Madras Presidency. Subsequently detailed investigations were
carried out by Govt. of Orissa after 1961. Finally, in the year 1966, Govt. of
Orissa decided to set up a dam across river Kolab near Karunga village.
The 1st Stage work of Power Project for installation of 3 nos. 80 MW
Hydro Generator Units along with associated water conductor system,
reservoir, tailrace channel etc. was approved by the Planning Commission
Govt. of India, during August 1975 and that of Irrigation Project in June
1976.

The 2nd Stage work of Power Project for installation of 1 x 80 MW

Hydro Generating Unit was approved by the Planning Commission, Govt.
of India in the year 1987.
Infrastructure works of 1st Stage were started in the year 1976 and
major works of 1st Stage including installation and commissioning of 3 nos.
of 80 MW Generating Units, their auxiliaries, 220 KV Switch Yard etc. were
completed in February 1990 and 2nd Stage was completed in January 1993.
The important event of commissioning of 1st Stage and 2nd Stage works are
given below:
COMMISSIONING OF UNITS

UNIT-I
FIRST SPINNING 19.12.87
SYNCHRONISED 15.03.88

UNIT-II
29.03.88

UNIT-III
24.01.90

UNIT-IV
03.07.92

14.04.88

10.02.90

22.07.92

16.04.88

10.02.90

12.01.93

TO GRID
COMMERCIAL
OPERATION

15.03.88

SALIENT FEATURES
I.

II.

HYDROLOGICAL DATAS:
1.

Catchement Area

1630 Sq. Kilometer

2.

Average Rainfall

1415 mm

3.

Average Run-off

1704 M. Cumt.

DAM & SPILL WAY :

1.

Length

630.5 Mts.

2.

Maximum Height

54.5 Mts.

3.

Overflow Length

169.2 Mts.

4.

Number of Gates

11 Nos.

(12.2 x 12.2 Mt. Radial Gate)

III.

DYKE :
1.

2.

IV.

Landiguda Dyke :
a)

Length

257 Mts.

b)

Height

5.45 Mts.

Jatiguda Dyke :
a)

Length

466 Mts.

b)

Height

9.85 Mts.

& Flood Reservoir Level (F.R.L)

858.0 Mts.

2.

Minimum Draw Down Level

844.0 Mts.

3.

Gross Storage Capacity

1215 M. Cumt

4.

Live Storage Capacity

935 M. Cumt.

5.

Regulated Flow

45.5 Cumecs.

6.

Water Spread Area at Flood Reservoir Level -

RESERVOIR :
1.

Maximum Water Level (M.W.L.)

114.32 Sq. Km.

V.

VI.

MAIN TUNNEL :
1.

Type

2.

Length

3.

Diameter

Open Horse Shoe Type

-

3924 Mts.

6 Mts. Finished

SURGE TANK :
1.

Type

Simple Type

2.

Diameter

15.0 Mts.

3.

Depth

145.0 Mts.

4.

Upper and Lower Expansion Galleries:

(a)

Diameter

(b)

Length

VII. PRESSURE TUNNEL :

1.
No. of Pressure Tunnel

8.0 Mts.
-

80.0 Mts.

02 Nos.

391.0 Mts.

2.

Length

3.

Diameter

5.0 Mts.

4.

Type

Finish Steel line.

VIII. PENSTOCK :

IX.

1.

No. of Penstock

04 Nos.

2.

Length

537 Mts.

3.

Diameter

4.

Length of Terminal Tunnel

3.5 Mts.
-

65 Mts.

HEAD :
1.

Average Working Head

253.0 Mts.

2.

Rated Net Head

241.72 Mts.

3.

Average Gross Head

264.0 Mts.

4.

Head Loss

12.48 Mts.

X.

XI.

LEVELS AT DIFFERENT PLACES :

1.

Top Level of Dam

862.5 mts.

2.

Service Bay Level of Valve House

765.10 Mts.

3.

Bottommost Level of Draft Tube

581.537 Mts.

4.

Deepest foundation of Power House

576.75 Mts.

5.

Centre Line of Turbine

585.3 Mts.

6.

Cooling Water Floor

585.8 Mts.

7.

Turbine Floor

587.35 Mts.

8.

M.I.V. Floor

581.56 Mts.

9.

Cable Gallery Floor

590.45 Mts.

10.

Machine Hall Floor

593.7 Mts.

11.

Service Bay Floor

598.5 Mts.

12.

Conference Room Floor

603.5 Mts.

13.

Top Level of Power House

616.4 Mts.

14.

Maximum Tail Water Level

595.2 Mts.

15.

Minimum Tail Water Level

587.68 Mts.

POWER HOUSE :
1.

Total Width of Power House

51700 mm

2.

Total Length of Power House

85000 mm

XII. SATIGUDA RESERVOIR:

1.

Length

942.5 Mts.

2.

Catchment Area

18.15 Sq. Km.

3.

Maximum Water Level

595.2 Mts.

4.

Full Reservoir Level

593.5 Mts.

5.

Gross Pondage

1.746 M. Cumt

6.

Live Pondage

1.519 M. Cumt.

XIV. VALVE HOUSE :

1.

No. of B. F. Valve

2.

Total Length of Valve House

04 Nos.
-

56000 mm

18750 mm

XV. SWITCHYARD :
33 K. V. Switchyard:
1.

Length

2.

Width

15000 mm

220 K.V. Switchyard:

1.

Length

2.

Width

160,000 mm

78500 mm

ELECTRICAL
1.

Generator

M/s BHEL Make, Rim Segment Type, 80 MW ,

11 KV,
2.

Turbine

428.6 rpm, P.F. 0.9, 50 C/s

-

M/s BHEL Make, Vertical Francis

(Reaction Type); 428.6 rpm

3.

Main Inlet Valve

M/s BHEL Make , 2150 mm dia Valve

4.

Butter Fly Valve

M/s BHEL Make, Lattice Type, Body dia

M/s BHEL Make, 250VA 110 Volt, 1.31

3500 mm
5.

P.M.G.
amps, 50 C/s, 428 rpm

6.

E.H.G.

M/s BHEL Make, G 40 Type

7.

Static Excitation

M/s BHEL Make, 3 , 50 C/s

415 V 10% AC; 220 V 10 to 15% D.C.

8.

Generator Transformer
K.V. / 220 K.V. 3 ,

M/s Crompton & Greaves, 102 MVA, 11

50C/s, Star Delta

BENEFITS FROM THE PROJECT:

Hydro Power Potential is a gift of nature to any country. Hydro Power
comes very handy in load management. Its operating cost is also very low. Upper
Kolab Project has got a potential of producing 95 MW of firm power with an
annual generation of 832.2 MU and power is fed to general grid at Jayanagar grid
sub-station which is 5 km away from the Project, through 2 nos. of 220 KV
Transmission lines. Flow irrigation is provided to an ayacot of 47985 H.A. of
C.C.A. on Jeypore, Borigumma and Kotpad tahasils. Water supply to Damanjodi,
Sunabeda, Koraput, Kolab nagar is done from Dam and water supply to Jeypore
Town, Bariniput and Power House colony is done from Satiguda Reservoir. The
reservoir at Kolab Nagar is ideal for Pisci culture as the water spread area is over
114 sq. km. This reservoir also provides recreational facilities for the people of
Jeypore and nearby towns and villages. The Project also attracts tourist, being so
close to the NH 43 and rail heads. It also gives ample employment opportunities to
the local people besides producing a large number of skilled workers in various
trades. Standard of living of the local people has improved to a great extent due to
this project. No. of large and small industries have developed in nearby areas of
this dam due to availability of water and electricity.
Even though there are some other problems like rehabilitation problems,
socio-economic problem etc.; the overall benefit from the project is very high.
MAIN EQUIPMENTS OF U.K.P.H.
BUTTER FLY VALVE (BFV): At Valve House there are 4 nos. of BHEL Make Lattice type Butter Fly
Valves with one no. of air relief valve vertically mounted flange type and two nos.
of mashroom type with oil damper air valve operate at 0.225 Kg/Cm2 vacuum
pressure are located. The BFV is operated by a single servomotor with 40 Kg/Cm2

pressure. It controls the water flow from Pressure Tunnel to Turbine through
penstock and MIV of Power House.

MAIN INLET VALVE (MIV): It is located just after the Penstock and before spiral casing of Turbine to
control the flow of water in to Turbine. It is operated by 2 nos. of servomotors at
40 Kg/Cm2 oil pressure. Its rated discharge is 40.35 m3/Sec. There is a bye pass
valve and seal valve to operate the MIV. Before opening the MIV, Bye-pass valve
is opened to equalise the before valve pressure and after valve pressure of MIV.
The seal valve is opened for MIV operation. After opening MIV, the Seal valve
and the Bye-pass valve are closed. Generally MIV is opened before running of
Machine and continues till stopping of Machine. Similarly during stopping of
Machine, Seal valve is opened and MIV is closed. Then Seal valve is closed. The
water flow to Turbine is stopped.

M.I.V. OPERATION:
Electrical operation of M.I.V. from UCP / Control Desk.
Keep control switch CSS-X in control desk in manual position.
Ensure D.C. supply in MIV control circuit through energisation of relay
27V (In panel RP2 fuse to MIV to be checked).
The operation OPU is to be checked. The oil pressure in the accumulator
would be normal (40 Kg/Cm2 approx.). The oil pressure valve to MIVHMC (558 both and 598) to be opened.
The OLU unit should be kept in auto operation. The penstock water
pressure to be checked. (Pressure 28 30 Kg approx.
TURBINE: -

The Turbine is of Vertical Francis (Reaction type), BHEL make of

rated out put 82050 KW and discharge 37.15 m3/ Sec with rated net head of
241.72 mtr. and rated speed 428.6 rpm. The water entered through 24 nos.
of guide vanes and Turbine runner blades. There is a runner of dia 2360
mm. with 11 nos. of blades with discharge dia 2060 mm.
Francis Turbine:
Francis turbine is the mixed flow type of reaction turbine named after
James Bichens Francis of England. This turbine suited for medium heads &
medium flow of quantities.

Selection Of Turbine Based On Different Factors:

Operating Head & Discharge:
Sl. No

Type of Turbine

Net Head

Discharge

1.

Pelton

300m & above

Low

2.

Francis

30m to 600m

Medium

3.

Kaplan/Fixed Propeller

10m to 80m

High

4.

Bulb

Below 25m

High

5.

Tubular

Below 20m

--

6.

Reversible Fancis Pump/

Turbine

50m to 600m

--

In our plant plane vertical shaft type Francis turbines are

adopted.

Figure 3
Constructional Details of The Turbine:
a)

Make

M/s Bharat Heavy Electricals Ltd.

Piplani, Bhopal.

b)

Type

Vertical Francis (Reaction Type)

c)

Rated Output

d)

Rated Discharge

e)

Maximum Net Head

f)

Rated Net Head

g)

Rated Speed

h)

Direction of Rotation
Generator Top).

i)

:
:

40.33m3/ Sec
:

265.73 Mts.

241.72 Mts.
:

82050MW

Clock

428.6 rpm
Wise

(Viewed

Turbine discharged at Rated Output & Rated

Net Head
:
Sec

from

37.15m3/

j)

Runner

Dia.- 2360 mm, No. of Blades- 11

Discharge Dia.- 2060

k)

Turbine Shaft

Dia.- 650 mm, Journal Dia.- 900mm

l)

Guide Bearing

Vertical, Submerged Type,

Dia. of Shaft Bearing-300mm,
Cooling Water RequirementQuantity of Oil- 500 Lts.

mm

800lits/min,
m)

Guide Apparatus :

GV Pitch Circle Dia. - 2680mm,

No. of Guide Vanes- 24,
GV Height- 374mm.

n)

Draft Tube Cone

o)

Draft Tube Elbow Liner:

`

Inlet Eclipse- 12951+1057mm,

Height- 2926mm.

p)

Spiral Casing

Inlet Dia. Of DT Cone- 2080mm,

Height- 220mm.

Inlet Dia. - 2150mm,

Velocity at Inlet of

Casing-11.36m/Sec.
q)

Shaft Sealing
:
Dia. Of Shaft Sealing805mm,
Cooling Water
Required- 60Ltrs. /min.
Each vertical shaft Francis type
turbines comprises a draft tube, spiral casing, stay ring, guide apparatus,
shaft, runner, guide bearing, shaft seal & auxiliary items.
Spiral Casing:

The spiral casing is fabricated with steel plates of logarithmic form &
circular cross section for maintaining a constant velocity throughout its passage.
The stay ring of cast steel in quadrant designed to bridge the throat of the spiral
casing to act as a water channel to guide vanes and to transmit the weight of the
machinery to the foundation through the stay vanes. The stay vanes are of smooth
streamline form rigidly connected the upper and lower sections of the stay ring.

Guide Apparatus:
The guide apparatus regulates the flow of water with the change in
load and also serves as a closing device. 24 Nos. of guide vanes are provided for
this purpose. It includes top cover, pivot ring guide vanes and turning mechanism.
The mechanism for turning the guide vanes is designed to ensure simultaneous
turning of guide vanes during opening or closing of turbine and load change. Two
guide vane servomotors mounted on the spiral casing inside the turbine pit, actuate
the regulating ring which in turn operates the guide vanes through the regulating
gear. The servomotors are identified as Guide vane servomotor with stopper and
Guide vane servomotor without stopper. Stopper lock is provided on
Servomotor with stopper, to hold the guide vanes in closed position. This lock
must be applied before doing any internal maintenance on turbine or during
prolonged shut down. The stopper is designed for maximum hydraulic load which
may occur in the closed position of guide vanes. No oil pressure is allowed to be
fed to the servomotor when the stopper is engaged. A scale has been provided on
Servomotor with stopper for indicating stroke of servomotor.

Runner and Shaft:

The runner is made up of stainless steel casing with streamlined vanes
and provided with a central coupling flange for monitoring on the shaft. The
runner is placed between upper and lower rotating labyrinth for its rotation.
Through holes are provided in the crown of the runner to relieve water pressure in
the space below the top cover and above the runner for balancing. The bearing
surface of the shaft is fine machined and polished. A stainless steel shaft sleeve is
mounted on the shaft, which acts as a bearing surface for the shaft seal. The shaft
sealing prevents leakage of water through clearance between top cover and shaft. It
is located below the turbine guide bearing. The sealing has been done by two layers
of sealing ring made out of rubber. For the cooling of shaft seal filtered water is
supplied at four points near the shaft seal. The cooling water is pumped from the
tailrace.

Guide Bearing:
The function of guide bearing is to guide the shaft while rotating. The
guide bearing is pivoted pad type with a self-contained oil bath for lubrication and
internally mounted oil coolers. It consists of eight numbers of babbit-line pads
arranged a along the outer circumference of the shaft. Each pad is adjustable by

means of studs. In stationary condition the pads are kept immersed in oil bath
approximately up to 40mm above the centerline of the bearing. Rotation of the
shaft induces centrifugal force due to which oil rise along the journal surface thus
lubricating the pads. Temperature of guide bearing pads is monitored by RTDs
and TSDs.

Coupling of Turbine and Generator:

A hydraulic turbine is coupled with electrical A. C generator on the
following two ways:
a) Direct Coupling Direct coupling system is used for low speed turbines. In this
system both the turbine and generator shaft are directly coupled and run at same
speed. Any fluctuation in turbine shaft speed is directly reflected in generator.
b)Gear Drive- In gear drive system spur gear or bevel gear are used to connect
turbine shaft with generator shaft.

Speed and pressure regulation of Turbine:

When the load on generator coupled to turbine changes, the governor comes to
action to regulate the inflow of water in to the turbine. With the sudden closing of
gates there is a pressure rise in penstock.

This pressure rise is counter balance by

a) In stalling surge tanks at the end of penstock near the power station.
b) Providing pressure release opening or valves on the pipe line at suitable places.

GOVERNOR:-

The governor is basically speed sensing type, sensitive to speed variation from a set
of value of speed. The speed signal is produced with a turbine shaft mounted
toothed wheel and magnetic pickup(for unit 2,3 4). In case of unit 1 the speed
signal is derived from a permanent magnet generator directly coupled to the
generator shaft. This signal is compared with speed sensing signal so that at
nominal speed and speed setting the resultant signal is zero volts and varies by
+0.8 v/Hz depending upon weather the speed is above normal or below normal.

Above signal is fed to a control amplifier, which comprises of a phase advance

amplifier and multi input summing amplifier . the phase advance amplifier has a
resistive-capacitive feedback and its output varies with rate of change of input
signal. Thus it provides speed error signal and its rate of change for faster governor
action. In summing amplifier the modified speed error signal is summed with
permanent droop and temporary droop signals. The signal levels and input
resistors are so coordinated that under steady state output of the summing
amplifier is zero volt.
The summing amp. o/p is amplified in a booster amplifier and then applied to ana
electromagnetic transducer located in HMC. The EMT converts the electric signal
into the proportional mechan9ical movement regulates the main distributing valve
MDV which in turn controls the oil flow to the servomotors, causing gate
movement ultimately.

GOVERNOR SYSTEM: For each Generator, there is a Governor system of Electro Hydraulic
Governor type G 40 of BHEL make to regulate the speed of the Machine at
different output. The Governor is basically speed sensing type, sensitive to speed
deviation from a set value of speed. Temporary droop stabilizing technique has
been employed. The speed signal is derived from a Permanent Magnet Generator
(PMG) directly coupled to Generator shaft. Frequency of the PMG output is
directly proportional to the rotational speed of the Turbine Generator set. The
PMG frequency representing Machine speed is measured in a speed measuring
unit, which is so designed that, at normal speed its output is Zero and varies by
0.8 volt per Hz depending on whether the speed is above or below normal.

The Governor is designed to allow power frequency control. The speed

measuring unit and other electronic circuit together with slide valve controls the
movement of the Servomotor. The return motion makes it possible to obtain
steady state position of main gate Servomotor displacement by resetting of the
main slide valve.

GENERATOR: The BHEL make 14 pole Generator is coupled with Turbine, generates 11
KV, 50 Hz frequency and 80 MW. Weight of the Generator is 360 Ton. Rotor is
rotating on Thrust bearing and having upper guide bearing and Lower guide
bearing. The Neutral point of the Generator is grounded through Neutral

Grounding Transformer. The 3 phase buses from Generator connects to

Generator Transformer through 11 KV aluminum alloy bus duct.

Generator floor

Stator (80 MW Generator)

Rotor (80 MW Generator)

The generator used in hydroelectric plants is 3-phase alternating current

synchronous generator. The output of these generators may range from a few
megawatts to hundreds of megawatt & the speed of rotation may vary from about
60 rpm to 1500 rpm. The output, speed inertia & other parameters of hydro
generator vary widely with site conditions. Water turbine rotate at a much lower
speed. As the rotational speed (n) & number of poles (p) along with the frequency
(f) are related by the equation n=120 f / p
Hence if the speed is low the number of poles should be higher such that power
frequency of 50 Hz is maintained.
The total power (S) is given by
Whereas the real power (P) is given by
angle

S = 3 VI. KVA
P = 3 VI cos = power factor

The reactive power factor (Q) is given by Q = 3 VI sin

In addition to frequency requirement being lamination in the choice of
speed of a hydroelectric generator. There is one more factor which limits the
choice of speed of generator this is the specific speed of the turbine driving the
generator. The efficiency on full load varies from about 95%for small machines to
97.5% for larger one.
The standard voltage for generator varies in our country is 3.3, 5 & 11 KV
at 50 Hz. The amount of excitation required for a hydro-electric generator depends
upon speed, load & power factor. The exciter is provided to supply the field
winding of the generator. The capacity of the exciter is about 0.5 to 3 % of the
main generator capacity. The exciter voltage is generally 110 or 300 volts. Modern
practice is to have one exciter for each generator directly coupled to the generator
and the prime mover.

Generator Structure
Generator is a machine which converts Mechanical energy into Electrical
energy by Magnetic Induction Principle. An electro magnet field is induced in a
coil whenever a coil cuts through a magnetic field. A magnetic field cuts through
a coil electro magnet field induction is due to relative motion between two parts
(coil & magnetic field). Relative motion is by Rotation.
Two mechanical parts:

a) Field - Part which produces magnetism (Rotor)

b) Armature part where electro magnet field is induced (Stator)

TYPES
a) Horizontal
b) Vertical
i)
Suspension type
ii) Umbrella type
GENERATOR PARTS
a)
b)
c)
d)

Stator
Rotor
Brackets
Auxiliaries

Braking and Jacking system

Why braking is required?
Rotor is the heaviest part of the hydro generator (185 MT).
It is essential that adequate lubrication exist between the rotating mass and the
fixed bearings. During running condition due to upward thrust creates a gap
between the bearing pads and the thrust collar of the rotor allowing a film of oil in
between. With the decrease in speed this gap narrows restricting the lubrication.
Hence if brakes are not applied, machine will be allowed to crawl for a longer time
with less lubrication. This will damage both the highly polished machine runner
surface and friction bearing pads.
BRAKING ARRANGEMENT
The arrangement consists of

Rotating brake track of manganese steel.Friction pads activated by air pressure.

The

pads are of such material as to produce least metal dust due to braking e.g .

Ferodo
JACKING
As the name suggest it means lifting of the rotor.
Compressed oil at about 60 kg/cm applied through brake pad for lifting of the
rotor.
Purpose of lifting
a) Allowing oil film to enter friction area of thrust bearing pads before starting.
b) Inspection of thrust bearing pads.
Normally when a machine kept idle for a longer time jacking is required. An oil
pump actuated by electric motor gives the necessary pressurized oil to the jacking
cylinders till a limit switch cuts off the supply.
Normally the rotor is allowed to go up by 6-8 mm.

TRANSFORMERS
102 MVA POWER TRANSFORMERS: There are 4 nos. of Crompton Greaves make Generator Transformer of Star
/ Delta, 11 KV / 220 KV, 3 Transformer to step up 11 KV generated voltage to
220 KV, for transmission purpose.
In UKHEP the connection of transformer is Yd11,
In a three phase transformer, the HV winding is indicated by a capital letter (e.g. Y
for star, D for Delta) & LV winding by a lower case letter (e.g. y for star, d for
delta etc) The symbol Yd represents a 3 phase transformer with HV in star &
LV in delta.
The HV line emf & the corresponding LV line emf may or may not have a phase
displacement between them. This time phase displacement can be expressed by
clock method.
According to this method the HV line phasor is considered as the minute hand
always set at 12 Oclock (zero hours) position & the corresponding LV line phasor
is represented by hour hand.

For two winding 3 transformers as per the clock method, first symbol represents
HV winding connection, second symbol represents LV winding connection & the
third symbol is for the phase displacement between hv & lv line emfs expressed as
clock hour number.
Yd11 - HV winding star, LV winding delta and the LV line phasor at 11 O
clock, i.e. 30 ahead of the zero hour position of the HV. line phasor.

4 MVA TRANSFORMERS: There are 2 nos. of GEC make 4 MVA Delta / Star, 33 KV / 11 KV, 3
Transformer for station Auxiliary Consumption. 33 KV supply from Jayanagar
Sub-Station is step down to 11KV for the purpose of Station Service and Colony
Consumption.
1250 KVA STATION AUXILIARY TRANSFORMER: There are 2 nos. of M/s Kalinga Transformers make Delta / Star, 11 KV /
415 V (0.415 KV), 1250KVA Transformer used for Station Auxiliary
Consumption. The Transformers are located at transformer deck.
1000 KVA UNIT AUXILIARY TRANSFORMER: There are 4 nos. of M/s Kirloskar Electricals make Delta / Star, 11 KV /
415 V (0.415 KV), 1000 KVA Transformer used for Unit Auxiliary Consumption.
The Transformers are located at transformer deck.
250 KVA TRANSFORMER (FOR SWITCHYARD AUILIARY): There are 2 nos. of Delta / Star, 11 KV / 415 V (0.415 KV), 250 KVA
Transformer used for Switchyard Auxiliary Consumption, Workshop, Garage and
Store Area. One no. 250 KVA Transformer is also installed at Valve house for area
lighting of Valve House.
MAIN CONTROL ROOM: CONTROL DESK: The Machine Starting, Spinning, Voltage built up, Synchronising, Loading
and Stopping etc. are done at the control desk. All the parameters of Generator,
Excitation can be controlled from the control desk.
DUPLEX PANEL: In Duplex Panel all the facia indications for Machine Tripping and Nontripping alarm are provided. Ampere meter, Volt meter, Energy meter of the
Generator and Temperature indicator of the Generator Transformer are also
provided in the duplex panel. The Feeder protection facia, alarm and trip, metering
are provided in Feeder meter. At the both end the Synchronising panels are there
for synchronisation of the Machine and the Feeder.
UNIT CONTROL PANEL (UCP): Each Generator Unit is having an Unit Control Panel (UCP). The following
provisions are made in UCP for operation of the Unit: MIV operation Relays,
Start / Stop Relays,

 Temperature indication lagometer,

Governor pump operation,
Electro Hydraulic Governor (EHG) panel.
UNIT AUXILIARY BOARD AND STATION SERVICE BOARD (UAB &
SSB): For each Unit, there is one Unit Auxiliary Board (UAB) for supply of
auxiliary powers, such as Cooling Water Pump, OPU Pump, EHG, OLU,
Transformer Oil Pump, Excitation auxiliary, CGU Pump etc. Before starting of
Unit, the auxiliary board is back-charged from SSB supply ( i.e. Jayanagar supply).
After voltage build up the UAB is change over to own auxiliary via UAT.
There are 2 nos. of SSB fed from Jayanagar for station auxiliary supply, such
as Drainage and De-watering pumps, Crane, Compressor, Station lighting, Valve
House auxiliaries, Lift etc. It is also used for starting of the units.

D.C. SYSTEM: There are two sets of 220 Volt D.C. Batteries, Chargers, Distribution Board,
A.C. Panel. Batteries are of AMCO make 600 Ampere-Hour at 10 hours discharge.
The Batteries are charged through Battery Charging Unit, USHA rectifier.

There are 2 sets of D.C. distribution panels for Units, Feeders, Relay panels,
Emergency Lighting etc.

EXCITATION SYSTEM: The Static Excitation equipment regulates the Generator Voltage (the
reactive power flow with parallel operation of Generator) by direct influence on
the excitation current. The S.E.E. can be divided into 4 main sections.
1. Excitation Transformer,
2. Converter,
3. Excitation build up and de-excitation facility,
4. Regulation and Control Unit.
The required excitation power is taken form the Generator it self, supplied
to the thyrister converter via Excitation transformer and from there it is delivered
to the Generator through the Field Circuit Breaker (FCB). This so-called shunt
circuit requires a separate device for excitation build up since the remanance
Voltage of Generator is too low. Excitation build up is effected either form station
battery or from the auxiliary mains and is disconnected by the Circuit Breaker (CB)
on reaching 70% of the generator voltage.

220 K.V. & 33K.V. SWITCHYARD: After Generation, the voltage is step up to 220 KV by Generator Transformer and
are connected to 220 KV Bus via 220 KV C.T, isolator and BHEL make MOCB.
There are 2 nos. of Bus Bars Bus A & Bus B. The Generators can be connected
to either Bus A or Bus B. There is a set of Bus PTs for each Bus for measuring
bus voltage, protection and measurement.
Then power is evacuated to GRID by 2 nos. of 220 KV Feeders connected to
Jayanagar Sub-station via MOCB, Isolators, CT and LA. The distance is about 8
Kms.
For black start of Units we need auxiliary powers from Jayanagar Substation
(GRIDCO) on 33KV feeder I & II. There is a 33 KV Switchyard for the purpose.
There are 2 nos. 33 / 11 K.V. 4 MVA Transformers for Station Auxiliary
Consumption. Upper Kolab Power House is not having any alternate provision for
black start.

MAIN AUXILIARIES OF GENERATOR: 1. COOLING WATER PUMP (C.W. PUMP): Cooling Water is required for cooling of Thrust Bearing oil bath, UGB,
LGB and TB oil bath, Generator air cooler, Generator Transformer cooling and
Shaft Seal cooling. For this purpose there are 2 nos. of C.W. Pump (Main and
Stand by) of 250 H.P. for each Unit. Water is pumped from Tailrace through
Motorised Operated Valve (MOV) and Strainer to the Generator bearings,
coolers, Transformer and Shaft seal.

2. OPU PUMP: There are 2 nos. OPU pumps of 55 KW 3, 415 Volt, 1460 RPM for each
Unit. From sump, oil is pumped to accumulator at 40 Kg / cm2 at normal oil
level. High Pressure air (40 Kg / cm2 ) is charged /

released from the

accumulator to maintain the level. From accumulator oil is supplied to MIV

servomotor, Governor, Guide Vane servomotor for Machine operation.
3. OIL LEAKAGE UNIT (OLU): During Machine operation the leakage oil is collected in a sump of oil
leakage unit. Then the oil is pumped to OPU sump in auto mode. Each Unit is
having separate OLU.
4. CENTRALISED GREASE UNIT (CGU): Greasing is required for each moving part, such as Guide Vanes,
Servomotors etc. There is a 2 H.P., 1410 RPM, 415 Volt greasing unit pump

motor, to transfer grease to moving parts of MIV and Turbine. The unit is run
daily for 3 minutes through each path.

5. FIRE FIGHTING EQUIPMENT: i)

MULSIFIRE SYSTEM: -

Mulsifire system is provided for all the Generator, Transformer, UAT, SST
and Cable gallery with 3 zones. For the above purpose there are 10 nos. are deluge
valves. These valves are automatically operated by Heat Detector / Smoke
Detector (cable zones only). In case of fire, high velocity water spray occurs with
alarm at emulsifier panel. For the above purpose there is a 110 KW Fire Fighting
Pump to meet the hydrant system. Besides there are two nos. of make up pumps
to store the water up to 8 Kg / cm2 in a tank near penstock slope at E.L. 675.0
mtr.
Besides there are hydrant cabinets in all the floor of the Power house. The
hydrant are charged water pressure at 8 Kg / cm2.
ii)

CO2 SYSTEM: -

There are two sets of Battery of CO2 cylinders of 36 Kg capacity for

Generator fire fighting protection. Main Battery contains 16 nos. of cylinders
which discharges if any type of fire occurs in Generator winding. Stand by Battery
contains 16 nos. of cylinders for quick change over in case of main battery has
discharged. Presently the operation is kept on manual release mode located on
Generator floor near the machine.
STATION AUXILIARIES: 1. DE-WATERING PUMP: There are 3 nos. of 35 HP, Jyoti make Vertical Turbine pumps, 3 stage
bronze impeller with oil lubricator and strainer. Capacity of the pump is 4500
LPM at 18 mtr. and 4000 LPM at 22 mtr. head with discharge 200 mm. These
motors are used to de-water the draft tube water during machine shut down.
2. DRAINAGE PUMP: -

There are 3 nos. of 10 H.P, Jyoti make six stage vertical turbine pump. Capacity
1200 LPM at 18 meter. and 1000 LPM at 22 meter. head with discharge size 100
mm. these pumps are used to drain the leakage water at MIV and Turbine floors.
Besides there are 2 nos. of 40 HP drainage pumps located at turbine floor for the
same purpose.
3. COMPRESSORS: i) H.P. COMPRESSOR: There are 2 nos. of BHEL make 15 HP, 3 stage high pressure air cooled
stationary splash lubricated, intermittent duty, belt driven compressor. Discharge
pressure 55 Kg/Cm2,650 RPM. There is an air receiver tank for 40 Kg / Cm2. The
compressor starts in auto mode when pressure falls to 38 Kg / Cm2 and stops at a
pressure of 42 Kg /Cm2. The compressor air is used for OPU accumulator tank
and the reduced air pressure 4 Kg / Cm2 is used for braking purpose of Generator
through reducer valve.

TECHNICAL DATA OF HP AIR SYSTEM

max. working pressure

No. of stages

Type

-55kg/cm2
-3
- Model 15 T2 x 15 Type 30 ,

belt driven

Make

- Ingersol Rand

Speed

- 650 rpm

F.A.D

- 760 LPM (26.81 CFM)

Duty

- Intermittant duty

Cooling

- Air cooled cylinder with air cooled

intercoolers
After coolers

- Air cooled

ii) L.P. COMPRESSOR: There are 2 nos. of ELGI make, 1 5 KW reciprocating type L .P.
compressor with speed 800 RPM and capacity 100 / hour at 27 0C. This
compressed air is used for general cleaning of equipments, painting, under water
works etc.

4. CENTRALISED AIR CONDITIONING SYSTEM: There are 2 nos. 30 Ton capacity M/s Batilboi & Co. Ltd., Calcutta makes
Air Condition. Each unit consists of condensing unit, compressor, condenser,

circular pump for multi PACs condenser, cooling tower, air handling unit,
insulation, controls, ducts ceiling diffusers, condenser water system and piping,
refrigerant piping, electrical motors for compressors and air handling unit. The
Air Conditioning system is fed to Main Control Room, Testing Laboratory, and
Carrier Room. In addition to the above, 2 nos. 5 Ton capacities Packaged Air
Condition system is also provide for Conference Room and 8 nos. 1.5 Ton
capacity Air Condition Machine are also provided for 4 nos. UCPs and 4 nos.
Excitation Cubicles.
5. VENTILATION SYSTEM: There are 3 nos. pumps of M/s Batilboi & Co. Ltd., Calcutta make, for
supply of air fans with total exhaust air quantity 1,46,000 m3 / hour, so as to
provide adequate ventilation to all the floors. The system consists of supply air
system fans, exhaust fans, dampers, ducts, grills, filters, motors and panels.
PASSENGER LIFT: The Elevator is M/s OTIS make, with loading capacity of 884.0 Kg, speed is
1.5 meter / Sec. It travels 16.15 mtr. (5 nos. of floors). There is a Motor
Generator set to control the Lift drive unit by D.C. motor of 20 H.P. The lift is
operating on Auto / Manual mode operation. The main supply is fed from SSB to
Motor Generator set.
CRANES: There are 2 nos. of 125 / 25 Ton capacity EOT Crane at power house. Main
hook is 125 Ton and Auxiliary hook is 25 ton. Cranes are used for lifting of
Machine and other auxiliary Equipment during maintenance. There are 2 nos.
bridge travel motors, 1 no. trolly cross travel motor, 1 no. main hoist motor, 1 no.
auxiliary hoist ring for creep speed motor. 1 no. motor for main hoist and 1 no. for
auxiliary hoist. There is a master controller, 5 steps for hoist and 4 steps for C.T.
and L.T. Deadmans handle is provided. Tandem operation of two cranes is done
during lifting or lowering of Rotor.
Similarly there is a 40 / 10 Ton EOT Crane at Valve house and 10 Ton
EOT Crane at Equipment Store.

There is a Gantry Crane near Transformer deck for operation of Draft tube
gate during maintenance of Turbine of Units.
OPERATION OF GENERATING UNITS: For Power generation in U.K.P.H., the potential energy from Reservoir is
utilised at Power House by using the head. The water of the Reservoir is taken in a
closed water conductor system to Turbine. Up to Surge tank there is one Horse
Shoe Tunnel. Then from Surge Shaft there are two Pressure Tunnel up to Valve
house. Then before Valve house by Y piece, there are 4 nos. Penstock valve
(BFV) control for filling up of penstock valve is opened to fill up the penstock,
which takes 2 hours time (approx.). After filling up of Penstock, BFV is opened
either in Auto or in Manual mode. Then bye-pass valve is closed.
After filling up of Penstock MIV before valve pressure is 26 Kg / Cm2
(approx.). The Generator should be jacked before starting of the Unit. Then for
starting of Unit MIV bye-pass valve is opened. Then after equalisation of pressure
between before valve pressure and after valve pressure seal valve is opened. Then
MIV is opened. After opening of MIV, Seal and bye-pass valves are closed. The
MIV operation is done on Remote / Local panel. MIV operation is done by
servomotors with oil pressure of 40 Kg / Cm2. These pressures are maintained in
OPU system in auto mode. The Cooling Water pump is started and flows to all
bearings, Generator Transformer, Shaft seal etc. are checked.
Then for spinning of Unit, Guide Vane is opened from control desk. The
limiter is opened up to 25%. Then Governor picks up when the Machine speed is
80%. When the Machine comes to rated speed, Excitation supply given by closing
Field Circuit Breaker (FCB). Then the voltage is build up to 11KV. Then the
auxiliary supply is changed over to its own auxiliary of the Unit, from Station
auxiliary system.
Then the Synchronisation of the Unit is done with the Grid by comparing
Voltage and Frequency. The voltage and frequency of the Machine are adjusted
with the Grid from control desk by means of adjusting the Excitation current and
guide vane opening / closing. When synchronisation limit attains, MOCB

(Minimum Oil Circuit Breaker) is closed. Then load is raised as per the grid
demand as per instruction of SLDC (State Load Despatch Center). Machine
MVAR loading is also controlled as required by SLDC to control the system
voltage. Loading of Generator is done as per BHEL (Manufacturer)
recommendation, i.e. loading at 20 MW and loading in between 60 MW to 80 MW.
Load between 20 MW to 60 MW is considered as unstable zone. In this zone of
operation, the vibration of the Machine increases. So while loading the Machine,
loading in unstable zone is avoided. The Generator Units are designed to take 15%
over load continuously. But this over load is always avoided.
During fault condition of the Machine, Unit trips on relay operation for
turbine generator protection Electrical Lock out, Electrical Non-Lock out and
Non-Electrical (Machine) Lock out relays are provided in UCP / MCR. The details
are shown in Unit tripping order chart. During normal stopping of Machine, load
is gradually reduced to 6 MW and Machine is de-synchronised. Then unit auxiliary
supply is changed over to SSB. The FCB is hand tripped and stop command is
given from CD. Then Guide vane and MIV are closed in auto to stop the Unit.
Then at 14% of speed, brake is applied to stop (stand still) the Unit.

INTRODUCTION
One of the most important factors in Human Resource Management is
Compensation Management. The soundness of compensation management
depends upon the amount of wage or salary is paid to an employee for a fair days
work.

Wage

and

Salary

administration

refers

to

the

established

and

implementation of sound policies and practices employee compensation. Wage and

salary administration is one of the vital areas of the personnel administration. For
sound wage and salary policies and programs are essential. To procure, maintain,
develop, promote and transfer employees and to get effective results from them.

An organization has to balance fairly financial and non financial rewards

extrinsic awards. Effective awards and intrinsic awards. Effective reward system
requires not only that the absolute level of compensation paid by an organization
compares favorably but also enquires that it satisfies the principles of internal
equity and equity with the job content. The employees gets pay satisfaction of the
perceived salary is equal to actual salary received and actual salary is less than
perceived salary the employee is dissatisfied with the salary. The remuneration paid
by the employer for the services of hourly, daily, weekly and fortnightly employees.

The remuneration paid to the clerical and managerial personnel employed

on monthly or annual basis. It is the amount of remuneration for unit of time
excluding incentives, overtime pay etc. Is the amount of wage fixed for the unit of
time fixed on the basis of job evaluation standards? Is an assembly of all properly
evaluated standard wage rates set from in the sequence according to the job and
size of the rate. Refer to compensation given to the employees over and above

wage rates which often is not directly related to output performance of time
worked. Refer to special rates to certain period such as over time, Sundays and
holidays. The objective of wage and salary administration is numerous and
sometimes conflict with each other. Candidates decide upon their career in a
particular organization mostly on the basis of the amount of remuneration the
organization mostly on the basis of the amount of remuneration the organization
offers qualified and competent people join the best paid organization. The
organization should aim at payment of salaries at that level where they can attract
competent and qualified people. If the salary does not present compare favorable
with that of other similar organization. Employees quit the present one and join
the other organization.

The organization must keep the wage levels at the competent level, in
order to prevent quite. Internal equity does mean payment of similar wages for
similar jobs within the organization. External equity implies payment of similar
wages to similar jobs in comparable organization.

To protect in public as progressive employers and to comply with the

wage legislations. To pay according to comply with wage legislations. To pay
according to the content land difficulty of the jobs and in tune with the effort and
merit of the employees. To facilitate pay role administration of budgeting and wage
and salary control. To Simply collective bargaining procedure and negotiations. To
promote organization feasibility.

Over all salary range for all the jobs in an organization is arranged. Each
job grade will be assigned salary range. These individual salary ranges will be filled
into an overall range Overall salary grades of the organization may be adjusted on

the data information collected about the salary levels of similar organizations.
Individual salary may also be adjusted based on the performance of the individual
employees
NEED FOR THE STUDY

Many organizations today, in order to competent enough to meet the

challenges need to continuously changes to develop wage and salary
administration.
Thus Companys are supposed to adopt well built wage and salary
administration.
Need for the study is that the performance of wage and salary
administration is to be studied in order to make changes if any, in order to
retain the employees and also to attract.
The new employees to meet the challenges of the organization.
The study also aims at evaluating the practical wage and salary
administration under taken by the organization in their work environment to
improve their working skills.

OBJECTIVES OF THE STUDY

The present study has been conducted with the following objectives:
To study the fluctuations in wage and salary policies of OHPC management
and employee satisfaction.
To compare the wage and salary administration practices between workers
and officials of M/s OHPC.

 To know the strategies adopted in the wage and salary administration

practices of OHPC during the challenging situation faced by it and to come
out if such situations.
To know the level satisfaction of the employees regarding the wage & salary
administration in OHPC.
SCOPE OF THE STUDY
The Scope of the study covers with extent of help to check all the activities
of salary administration against the company polices.
An attempt was made to know the pleasure of employees regarding their
wages and salary administration.
Hence this study specially is focused on wages and salary administration
which is a key factor for employee job satisfaction.
METHODOLOGY

In study the primary data collected by means of personal interview with the help of
questionnaire.

PRIMARY DATA:
The information consists of data gathered from the differnt source.
Primary data is the refresh data. This has been collected from various sources. The
sources adopted to get data is questionnaire and through observation.
Questionnaire is designed in such way that every employee can
understand. It consists of 16 questions which are sample and close and open end
question.

SAMPLING:
In order to get data a sample size of 100 is taken and employee
selected on random base.

SECONDARY DATA:
The data is collected from published reports, unpublished reports,
annual reports, unpublished manuals and materials etc.

THE SOURCES ARE:

Interview with assistant personal manager.
Collecting necessary information by conducting survey through
questionnaire.
Annual reports of OHPC
Bulletins
Files ( DA files, Bonus files )
LIMITATIONS OF THE STUDY
The study made by me in OHPC PVT.LTD was confined to determine wage and
salary method and practices being followed:
The lack of availability of information.
The collected one does not give the complete information.
As time period is 2 months, it is very difficult to get a clear picture.
The sample size taken for the research is small due to constraints of
time.
Some of the employees had not co-operated in filling of questionnaire.

PROFAIL OF THE ORGANISATION

INCORPORATION OF OHPC :
As a result of Orissa Electricity Reforms Act, 1995 and the Orissa Electricity
Reforms (transfer of Undertakings, Assets Liabilities, Proceedings and Personal)
Scheme Rules, 1996, the OHPC was registered under ICA on 21st April, 1995,
which became operational with effect from 1st April 1996 as per notification No.
335 and 336. Initially all the assets, liabilities, liabilities and proceedings (in respect
of Hydro Projects) were transferred to the State Government. The state
Government thereafter classified to the assets; liabilities and proceeding acquired
by the State Government as well as those owned by it into Generation,
Transmission and Distribution undertaking. Those, which could not be classified
as above, were treated as residuary assets, liabilities and proceedings.
Subsequently, the undertakings together with residuary assets, liabilities and
proceedings, related to Hydro Projects were transferred to OHPC through a State
Government notification as on 1st April 1995. After formation of OHPC, M/s
MECON Limited (A Govt. of India Undertaking) was entrusted for a detailed
assessment of OHPC Assets. But the report submitted by M/s MECON did not
contain the detailed records of the land, buildings, other assets and rights. Thus,
necessity for a detailed assessment of the movable and immovable properties was
felt and an Estate wing headed by Manager (Estate) was created at the Corporate
Office. Similarly, at Unit level, Estate officers were identified and Estate Wings
were created.
Consequent to the formation of OHPC, the organizational structure was annexed
and professionals were inducted into the Organization. Initially personal employed
with the OSEB of on deputation to the board were classified and transferred to
OHPC. State Government employees working on deputation to the board were
reverted back to their services. And the State Government employees related with
hydroelectric generation, transmission and distribution works were deputed to the
service of OHPC. The transferred personal were employed in the post, scale of pay
and seniority in accordance with schedule C&G of the Orissa Electricity Reforms
(Transfer of Undertakings, Liabilities, Assets, Proceedings, and Personnel) Scheme
Rule, 1996 and section 24 of the OERA. Service terms and conditions applicable
to them were in accordance with those laid down under the transfer scheme and
care was taken that these terms and conditions were any less favourable then those
applicable to them at the time of transfer. Upon such transfer of personnel, OHPC
was entrusted with the job of framing the rules and regulation governing their
conditions of service. Until OHPC framed its service conditions, it was stipulated
that the personnel so transferred would be governed by the Orissa Civil Service
(Classification, Control and Appeal) Rules, 1962.

All these transfers (I.e. transfer of undertakings, Assets, Liabilities and

personnel) of OHPC were provisional for a period of twelve months from the date
of its formation and where final only upon the expiry of those twelve months.
However, before the transfer of personnel became final, the Department of
Energy, Go invited the personnel so transferred to send their willingness and
preference for permanent absorption into OHPC after notifying the service
conditions and other packages. Thus, the permanent absorption was finalizes, only
after taking into account the preference furnished as well as the ability; knowleged;
skill and experience of the personnel; the nature and number of vacancies; seniority
and necessity. Finally, the transfer of all undertakings, assets, liabilities, proceedings
and personnel became absolute on 1st April, 1997 and the personnel were
permanently absorbed into OHPC from the said effective date.
Being a newly set up corporation with employees from erstwhile OSEB, Exemployees of State government and also employees directly recruited by OHPC,
The HRD wings was being faced with various challenges to meet the multifarious
problems of interaction of such employees into a cohesive group of achieve the
organizational goals. And OHPC has been successful in accomplishing its goals.
For sale of power from Hydro Units to GRIDCO, a commercially enforceable
interim PPA existed between OHPC ad GRIDCO, which was converted into a
long term from 1998-99 on guidelines set by Govt. of India.
OBJECTIVES OF OHPC :
1. To acquire, establish, operate, maintain, renovate, modernize in the State of
Orissa and else while hydro electric generating stations, thermal & nuclear
electric generating stations and any other electric generating stations based
on any non-conventional sources of energy.
2. To carry on the business of purchasing, selling, importing, exporting,
producing trading, manufacturing or otherwise dealing in hydro electric
power, thermal and nuclear electric power based on any non-conventional
sources of energy.
3. To study, investigate, collect information and date, review operations, plan,
research, design, prepare feasibility reports, prepare project reports, diagnose
operational difficulties and weaknesses and advise on the remedial measures
to improve and modernize existing stations and facilitate and to undertake
for and on behalf of others the setting up of hydro electric power plants,
thermal and nuclear electric power plants and any other power plants based
on any nonconventional source of energy.
4. The objectives incidental or ancillary to the attainment of the main objects
are to acquire business / companies for carrying on business of electric
power, to acquire know-how, to carry on consultancy services in any field of
activity in which it is engaged, to act as an entrepreneur on behalf of the
Central or any State Govt.

CORPORATE MISSION
OHPC shall be responsible for the operations and maintenance of the
existing power plants taken over from the goO and erstwhile OSES as well as
their expansion, wherever feasible and viable.
TRADE UNION
Trade union is an association of employees or workers it is organised by the
workers to get united strength to high against injustices which are inflicted on
them. The main goal of trade unions is protection and promotion of the
interest of the working class.
There are total 2 numbers of trade union functioning in UKHEP, OHPC
ltd one is the Orissa hydro power corporation employees union, upper kolab
unit, bariniput and other one is the upper kolab power plant workers union
barinigput.
Both the union are registered under trade union act 1926 the OHPC employees
union having registration no. is 197-jyp and the upper kolab power plant union
has been also registered and having registration no. is 41-jyp.
OHPC employees union barinigput is the recognised under recognition is
normally for a period of three yrs the members of both trade union is 7 for
registration.
The membership of both trade unions are verify through secret ballot system.
Only insider that means any person also employes as on employee under
OHPC bariniput unit under regular establishment (not be a member of any
other trade union) and not below 15 years of age irrespective of caste, colour,
and creed is eligible for a member of the union subject to the terms of the
constitution and upper kolab power plant union also have inside employees as
member.
The Total member of both trade union is 288 out of that the OHPC employees
union is 185 and rest is the upper kolab power plant union.
OBJECTIVES OF TRADE UNION
The main objectives of trade union is OHPC office Bariniput is as follows :
To improve the status and condition of the life of the members
To faster the co-operation among the members.
To Faster the co-operation among the members.
To obtain and maintain a fair adequate scale of wages reasonable hours of
work.
To conduct trade disputes and to provide relief to members during trade
disputes
METHOD OF CONDUCTING SECRET BALLOT :

In case of single union : There shall be no verification of union membership for

recognition of the union where only one registered union is functioning is an
industry for at least a period of one year after its registration.
In case of multiple unions in an industry, where recognition in form A in case
of unions and form B in case of employers prescribed under the state rule in
triplicate along with prescribed fees have been received of the state implication
and evolution officer term any of the unions or, the employer and after
preliminary enquiry if union is to be fulfilling the criteria for recognition he
shall
1. A) Order for verification of union membership through secret ballot
B) Appoint the returning officer.
C) Forward a copy of the orders to the employer the union (s) concerned
and the returning officer.
2. The returning officer on receipt of the order and with in a period of 30 days
shall notify the date, place and time of voting by secret ballot with copy to
all concerned and shall appoint the observers.
3. A) The returning officer shall collect the names and particulars of employees
working in the industry or establishments and shall display the Same in the
notice boards of the employer.
4. B) The final list of eligible workmen to participate in secret ballot voting
shall be placed in the notice boards with copy to the employer and the
unions at least 15 days before the date of ballot.

LOCATION OF UPPER POWER STATION;OHPC LTD

Upper Kolab Hydro Electric Project, Located in the district of Koraput (odisha)
was taken up for excavation in the year 1976 by the Irrigation and Power
Department, Govt .of odisha at an estimated cost of Rs. 74.63 Crores . This
Project is utilising the water potential of river 'KOLAB'a tributary of river
Godavari. It is a multipurpose project amied at Generation of 95MW(firm) Hydro
Electric Power, providing irrigation facilities to 47,985 H.A. by lift canal irrigation
and suppling drinking water to Damonjodi, Koraput,sunabeda and jeypore
The Project work was completed in two stages i.e. STAGE-I & STAGE-II. In
stage -I,3 nos. of 80MW Hydro Generators along with their auxiliries, 220 KV
Switchyard, water conductor system, Reservior etc.were completed and
commissioned;Under Stage-II,only the Installation and commissioning of Unit IV
was completed. Major Works of Stage-I were completed during 1993. The total
revised expenditure for completion of major electrical works under stage-I and
stage-II comes out to be 8880 lakhs (Approx)
BRIEF HISTORY OF PROJECT

The Government of Madras carried out preliminary investigations for the project
before April 1936. At that time Koraput district was a part of Madras Presidency
and Govt. of orissa carried out subsequently detailed investigations after 1961. The
present proposal was finalized after investigating systems. The Planning
Commission during August 1975 and irrigation project approved the power project
in June 1976.
PROJECT COST : Estimated cost of the project at different time is shown below (in Lakhs).
I)Power Development

Original
Revised
Estimate as per estimate 1979
A.A. 1976

Reviesed
estimate 1983

a) Dam & Apput 1497.89

works
2051.72
b) Power (Civil)

5790.27

8062.18

3777.65

5322.14

2283.00

5729.00

5729.00

5832.61

15296.92

19613.32

6774.85

10477.46

22071.77

30090.76

c) Power
(Electrical)
Sub Total

II)
Irrigation 1631.32
Developments
Grand Total

7643.93

PROJECT FEATURES OF UPPER KOLAB POWER STATION

The Project has got a Potential of producing 95 MW of firm power with a
generation of 832.2 million units and power is fed to the general grid at the jeypore
sub-station. Flow irrigation is provided to an ayacut of 47985 H.A. of C.C.A. in
Jeypore. Borigumma & Kotpad tahsils Jeypore main canal is designed to carry
additional discharge for irrigation 22267 H.A. of C.C.A. at higher contours up to
Telengiri River. This lift ayacut will be developed in 2nd stage. Drinking water
supply for jeypore town is pumped form the Satiguda Pond by the State Public
Health Engineering Organisation. The reservoir is ideal for the development of
pisciculture as the water spread area of over 114 sq km is provide recentional
facilities for people of Jeypore, Koraput and Sunabeda towns. The Project also
attracts tourists, being so close to the national highway and railheads.

Major Constructional activities of the project will continue uo to 1985-86 with a

peak daily requirement of 6000-8000 workman. Almost the entire bulk of unskilled
labours are available locally and the project gives them ample employment
opportunities.
Upper Kolab project will change the complexion of backward area with more
agricultural production through continuous irrigation facilities and rapid
industrialization with the growth of small and large-scale industries and pave the
way of prosperity and happiness for future generation.
UPPER KOLAB POWER STATION
SALIENT FEATURES
1. Name of the Power Station
2. Name of the River
3. Location
I)
State
II)
Nearest Town
III) Distance
4. Total Installed Capacity
I)
No. of existing Units
II)
Capacity of each Unit
III) Total capacity
5. Reservoir / Poundage
I)
Name of the Dam
II)
Type of Dam
III) Height of Dam
IV) Lenght of Dam
V)
Catchments area
VI) Average Annual Inflow
VII) FRL / MWL
VIII) MDDL
IX) Gross Storage capacity
a) Gross
b) Dead
c) Live
6. Wate Turbine
I)
Numer
II)
Type

Upper Kolab Power House

Kolab

Orissa
Jeypore
5 Kms. From Jeypore

4 (Four)
80 MW
320 MW

Kolab Dam
Straight Masonry Gravity
54.50 Mts.
630.5 Mts.
1630 Sq. Km.
1803 M cum.
858 Mts.
844 Mts.

1215 M cum.
280 M cum.
935 M cum.

4 (Four)
Vertical Francis

III)
IV)

Make
Net Head
a) Max. Head
b) Minimum
c) Rated
d) Design Head
V)
Normal Speed
7. Tail race
Type of Tunnel / Channel
8. Generators
I)
No. of Units
II)
Type
III) Make
IV) Voltage
V)
Current
VI) Power Factor
VII) Speed
VIII) Excitation System

BHEL, India

265.73 Mts.
241.72 Mts.
241.72 Mts.
253.0 Mts.
428.6
-

Channel

4 (Four)
Suspension
M/s BHEL, India
11 KV
4665 Amp.
0.9 lag
428.6 rpm
Stat

UPPER KOLAB (HYDROLOGY)

Catchments Area-1630sq.kilometer
Average Rainfall-1415mm
Average Run-off-1704M.Cumt.
Maximum Designed Flood-10020 cumecs
High Flood Dischrge-7650cumes
UPPER KOLAB (DAM & APURTEMENT WORK)
DAM & SPILLWAY
Length-630.5 mts.
Maximum Height 54 mts.
Over flow Length 169.2 mts.
Number of Gates 11 Nos. (12.2 x 12.2 mt. Radial Gate)
RESERVOIR
Maximum Water Level & Fuel Reservoir Level 858.0 mts.
Minimum draw Down Level 844.0 mts
Gross Storage Capacity 935 M. Cumt.

Live Storage Capacity-1215 M. Cumt.

Regulated Flow 45.5 Cumecs.
Water Spray Area at Flood Reservoir Level 114.32 Sq. Km.
Average Evaporation Loss 158.0 M. Cumt.
Average Reservoir Level 853.33 Mts.
Top Level of Dam 862.5 Mts.
UPPER KOLAB (WATER CONDUCTOR SYSTEM)
MAIN TUNNEL
Type Open Horse Shoe Type
Length 3924 Mts.
Diameter 6 Mts. Finished
Size of Intake Gate 5.0 x 6.0 Mts.
Design Discharge 120 Cumecs.
Length of Head Race Channel 109.78 Mts.
SURGE TANK
Type Simple Type
Diameter 15.0 Mts.
Depth 145.0 Mts.
Upper and Lower Expansion Galleries :
a) Diameter 8.0 Mts.
b) Length 80.0 Mts.
PRESSURE TUNNEL
1. No. of pressure tunnel 02 Nos.
2. Length 391.0 Mts.
3. Diameter 5.0 Mts.
4. Type Finish Steel line.
PENSTOCK
No. of Penstock 04 Nos.
Length 537 Mts.
Diameter 3.5 Mts.
Length of Terminal Tunnel 65 Mts.

UPPER KOLAB (WATER TURBINE)

PICTURE OF TURBINE GUIDE BEARING HOUSING I

TURBINE
Nos. 4 : (Four)
Make : M/s Bharat Heavy Electrical Limited, Piplani and Bhopal
Type : Vertical Francis. (Reaction Type)
Rated Output : 82050 m3 / Sec.
Maximum Net head : 265.73 Mts.
Rated Net Head : 241.72 Mts.
Rated Speed : 428.6 rpm
Dircetion of Rotation : Clock wise (Viewed from Generator top)
Turbine discharge at Rated Output & Rated Net Head : 37.15 M3 / Sec
Runner : Dia 2360 mm, No. of blades 11, Discharge Dia 2060 mm.
Turbine Shaft : Dia-650 mm, Journal Dia 900 mm
Guide bearing Vertical, Submerged type, Dia of shaft bearing 300 mm, cooling
water requirement 800 lits/min. Qty. Of Oil 500 Lts.
Guide Apparatus : GV Pitch circle dia 2680 mm, No. of guide vanes 24, GV
Height 374 mm.Draft Tube Cone : Inlet of DT Cone 2080 mm, Height 220
mm.
Draft Tube Elbow Liner Inlet eclipse 12951 + 1057 mm, Height 2926 mm
Spiral Casing : Inlet Dia 2150 mm, Velocity at Inlet of casing 11.36 m/Sec.
Shaft Sealing : Dia of Shaft Sealing 805 mm, Cooling water required : 60
Ltrs/min.

UPPER KOLAB (GENERATOR)

Nos. 4 (four)

a)
b)
c)
d)
e)
f)
g)
h)
i)
j)
k)
l)

Make : M/s Bharat Heavy Electricals Limited, Ranipur, Haradwar.

Tupe : Suspension
Power : 88900 KVA / 80000 KW + 15 % Continuous over load
Voltage : 11,000 Volt.
Current : 4665 Ampts.
Power Factor : 0.9 Lag
Frequency : 50 C/S.
Rated speed : 428.6 rpm, (run away speed 750 rpm)
Direction of Rotation : Clock Wise (as seen from PMG end)
Fly Wheel Effec GD 2 : 1300 TM2
No. of Pole : 14
Weight of each generator : 360 Ton.

PIC OF REPAIR OF GENERATOR TRANSFORMENR (102 MVA)

(m) Thrust bearing : Pivoted pad type, Pad size 250 x 300 mm, water for air
cooler 1500 Lts/Min, Outer dia 1650 mm, Inner dia 750 mm, Qty. Of oil
3000 lits
(n) Bottom Guide Bearing : Pivoted pad type, Pad size 250 x 300 mm, No. of pads
8; Qty. Of Cooling Water for Oil Cooler 270 lits / min.Qty. Of oil 750 lits.
(o) Top Guide Bearing : Pivoted pad, size 250 x 300 mm. No. of pads 8 Qty. Of
Oil 850 litrs / Min Qty. Of cooling water for oil cooler 240 lits/min.
UPPER KOLAB (SET UP TRANSFORMERS & SWITCHYARDS)
Number : 4
Voltage : 11 / 220 KV
Capacity 102 MVA, 11K.V/220K.V 50 C/S, STAR DELTA
Phase 3 PHASE
Cooling ODWF system
Make Crompton Greaves
Switchyard Arrangements
220 KV Reserved Bus (Double bus bar)

No. of outgoing feeders 3

IMPORTANT EVENTS
The important events of commissioning of 1st Sage and 2nd stage works are given
below.
COMMISSIONING OF UNITS
UNITI
FIRST SPINNING

UNITII

UNITIII

UNITIV

19.12.87 29.03.88 24.01.90 03.07.92

SYNCHRONISED
TO 15.03.88 14.04.88 10.02.90 22.07.92
GRID COMMERCIAL
OPERATION

15.03.88 16.04.88 10.02.90 12.01.93

COMMISSIONING DATES
STAGE 1 (3 UNITS)
Approval by planning commission : August 1975
Commencement of work : 1976
Completion of work : 1990

STAGE 2 (4TH UNIT)

Approval by planning commission : 1987
Completion of work : 1995
Date of Commissioning
Unit 1 : 15.03.1988
Unit 2 : 14.04.1988
Unit 3 : 10.02.1990
Unit 4 : 12.01.1993

GENERATION
Year
2007-08
2006-07
2005-06
2004-05
2003-04
2002-03
2001-02
2000-01
1999-2000
1998-99
1997-98
1996-97

Generation (IN Mu
1107.963
1026.468
623.693
896.017
656.509
497.392
657.378
520.024
808.198
434.321
469.290
726.667

POWER PLANT ECONOMICS : the For

the For
the For
INCOME Sch. For
No. year 2006- year 2005- year 2004- the
year
07
06
05
200304
Sale
Power

of

For the
year 200203

163953199

83873692

248494754

17417 12318040
8752 2

3974773

3856441

19318700

27809 1995296
12

Total
EXPENDIT
URE

167927972

87730133

267813454

17695 12517569
9664 8

Repair and 11
maintenanc
e expenses

14199857

22614383

15168388

17067 12330017
070

Operational 12
Expenses

6960513

7137820

5713252

56024 3681832
53

Other
Income

10

Employee
13
&
other
relatd cost

100754266

56234102

53237013

52629 47720935
852

Administrat 14
ive
&
General
expenses

13612522

12802053

1279118

91781 8604477
83

Interest & 15
Financial
Charges

10636234

10636234

10636234

10636 10636234
234

Depreciatio 5
n

127906547

127932734

126892131

12969 12891388
4369 3

Less
: 16
Expendiutr
e
during
constructio
n

-13020946

-3868241

-5096554

-4296624
46634
82

Total

261048993

233489085

219349582

22014 20759075
4679 4

Loss on sale
of assets
Preliminary
expenses
written off

STAFF STRENGTH OF UKHEP, OHPC LTD

Executive
Sanctioned Strength
Reseve Strength Man in Positon (MIP) As on
(S.S)
(R.S)
01/06/2009
86
59
Administrative Non-Executive (ANE)

Sanctioned Strength
(S.S)
163

Reseve Strength
(R.S)
102

Man in Positon (MIP) As on

01/06/2009
72

Technical Non-Executive (TNE)

Sanctioned Strength
(S.S)
227

Reseve Strength
(R.S)
290

Man in Positon (MIP) As on

01/06/2009
214

UNIT AVAILABILITY
Unit availability in % from 1996-97 to 2006-07
Year

Unit-I

Unit-II

Unit-III

Unit-IV

2007-08

91.43

90.36

94.63

91.59

2006-07

92.23

87.46

97.51

46.35

2005-06

90.89

94.59

90.55

29.95

2004-05

95.35

93.37

94.21

92.65

2003-04

98.37

91.35

97.99

92.09

2002-03

99.11

94.39

92.61

94.98

2001-02

94.05

93.56

93.83

95.48

2000-01

94.96

93.45

90.26

94.67

1999-2000

87.05

94.53

93.29

97.54

1998-99

82.43

90.21

90.20

95.61

1997-98

86.15

92.33

92.94

83.63

1996-97

78.63

87.54

91.40

95.16

PERFORMANCE OF OHPC LTD AT A GLANCE : 1. Incorporated under companies Act.

21.04.1995
2. Year of starting of commercial operation
1996-1997
3. Date of transfer of Hydropower Assets. (Excluding Machhkund)
01.04.1996
4. Transfer of Orissa share of Machhkund. (34.5 MW) 01.04.1997
5. Installed capacity at the time of transfer of assets
1272 MW
6. Present installed capacity
2062 MW
7. Average Annual Generation Capability
5976 MU
8. Peak capability
Between
800MW
to 1800 MW
Summary of Performance of OHPC is indicated below : Design Energy for
sale (MU)
Old unit
= 3676.86
UIHEP
= 1942.38
Total
= 5619.24
Tariff
Turnov Profit/ Net
Cumul
Year Energy Sold
Loss
Profit/ ative
(MU)
(paise/kwh)
er
before
Loss
Profit
deprn.
after tax / Loss
Old
PS

UI
HE
P

Tot
al

Old
PS

UIHE
P

1996 3585 0
-97

358
5

38.00 -

137-79

114.26

69.86

69.86

1997 3210 0
-98

321
0

49.00 -

173.73

122.05

77.78

147.64

1998 3280 0
-99

328
0

48.11 -

160.05

99.93

55.21

202.85

1999 3892 486

-00

437
8

49.64 59.45

219.75

100.19

50.38

253.23

2000 2705 173

444

50.02 58.63

233.76

65.92

-27.44

225.79

(Rs. Crores

-01

2001 3387 292

-02
0

630
7

24.99 65.40

215.25

92.70

-3.89

221.90

2002 2236 790

-03

302
6

24.73 63.82

171.41

59.11

-41.92

179.98

2003 3686 211

.04
0

579
6

27.35 64.96
(PE)

230.34

118.50

5.70

185.68

2004 3899 282

-05
7

672
6

28.67 62.86
(PE)

274.94

169.90

59.05

244.73

208.46

89.70

(-) 24.17 220.56

46.38
(SE)
2005 3177 175
-06
1

492
8

33.69 65.50
(PE)
46.38
(SE)

2006 4059 300

-07
7

706
6

33.69 65.50

303.65

178.21

53.93

274.49

2007 4786 294

-08
8

773
4

44.10 67.16

386.04

254.43

121.39

395.88

2008 2754 164

-09
1

439
5

46.00 67.28

PS = Power Station
As on
Paid up equity capital

Loan (Rs. Crores)

PFC

State Govt.

Total Loan

31.03.2004 320.80

274.26

1801.60

2075.86

31.03.2005 320.80

252.09

1801.60

2053.69

31.03.2006 320.80

228.62

1782.60

2011.22

31.03.2007 320.80

254.63

1782.60

2037.23

31.03.2008 320.80

203.62

1743.40

1947.02

SHIFT SYSTEM
Upper kolab power plant runs in three shifts a day and it has designed three relays
to carry out the work process round the clock in the organization. For
administrative function, upper kolab plant has designed a general shift for its
employees.
Shift A : Starts from 6.00 A.M. to 2.00 P.M.
Shift B : Starts from 2.00 P.M. to 10.00 P.M.
Shift C : Starts from 10.00 P.M. to 7.00 A.M.
General Shift : Start from 8.00 A.M. to 5.30 P.M. with launch break of two & half
an hours.
STANDING ORDER OF OHPC LTD
The standing orders have applied to all the workers in the organization but Deputy
Labour Commissioner at Bhubaneswar implements these orders.
TRADE UNION OF UKHEP; OHPC LTD
A Trade Union is the result of growth of the modern industrial establishment
involving employment of large number of workers under such conditions, which
make them helpless in bargaining individually for their terms of contract. A trade
union is continuous and voluntary association of employees formed mainly for the
purpose of safeguarding the social economical interest of members.
There are 2 numbers of trade unions registered and functioning in OHPC office of
upper kolab power plant namely i.e. OHPC Employee Union (recognized union)
and other one is Upper Kolab Power Plant Workers Union.
ACHIEVEMENTS & REWARDS OF OHPC LTD
ACHIEVEMENTS IN 2007 08
OHPC achieved an all time record power generation of 8025 MU and sale
of 7909 MU, which represents 43% of the total consumption of the State.
OHPC earned a record net profit of Rs. 121.39 Crores after meeting its
liabilities and income tax.
The ministry of Coal, Govt. of india allotted Baitarini West Coal Block (602
MT) to OHPC; GPCL & KSEB vide letter dtd. 25.07.2007 a new company
namely Baitarini West Coal Company ltd. Was incorporated on 22/04/2008.

ACHIEVEMENTS IN 2006-07
OHPC achieved a record generation of power of 7541 MU. UIHEP
achieved record generation of power of 3019 MU.
Cash profit achieved during the year was Rs. 171.16 Crores.
A joint venture company namely Orissa Thermal Power Corporation Ltd.
(OPTCL) was incorporated on 29.01.2007 OHPC and OMC hold 50%
share capital of the JV company.
ACHIEVEMENTS IN 2005-06
RM & U of Unit 3 & 4 of Burla after renovation and modernization started
commercial operation on 01.01.2006 with capacity addition of 16 MW.
The rotor pole repair works of all the four units of UIHEP were completed
before the schedule.
The high interest bearing APDP loan of Rs. 19 crores plus interest accured
has been fully paid to the state govt. in January 2006.
ACHIEVEMENTS IN 2004-05
Record Power Generation of 6868 MU is highest in the history of OHPC.
Power Generation in Balimela H.E. Project (1526MU) is the 2nd highest
since its inception.
Energy sold (6726MU), Turnover (Rs 274.94 cr.) and profit before
depreciation (Rs. 169.90 cr.)
The Corporation has earned a profit (before tax) of Rs. 64.08 crores.
Realization from GRIDCO (exceeding Rs. 280 crores) is the highest since
inception of OHPC.
ACHIEVEMENTS IN 2003-04
Capacity additions of 600 MW by commissioning 4 x 150 MW Upper
Indravati Project.
Capacity addition of 24 MW during 1998 by Renovation Modernization and
up rating of Unit II of Burla Power House & I.
Establishment of VSAT communication link from corporate office to
Upper Indravati, Rengali and Balimela Project sites.
OHPC has been able to mobilize internal resources from its operation to
the extent of Rs. 280 Crores for the completed and on going projects and
towards other capital expenditures.

 Out of the term loan of Rs. 495.37 Crores availed for the projects, it has
repaid Rs. 263.15 Crores to the lender PFC.
REWARDS OF UKHEP
Upper kolab power plant has achieved 2nd Award as a best performing unit
2010 where there is no industrial dispute till the date that is awarded by
CMD on the occasion of the OHPC foundation day.
Factories & Boiler Officer awards another 2nd & 3rd Prize for safety.

WAGE & SALARY ADMINISTRATION

REVISED SCALE/PAY BAND, 2008 OF OHPC W.E.F.
(EXECUTIVES)

01.01.2008

Sl. No.

POST/GRADE REVISED CORRESPONDING REVISED

PAY
REVISED
SCALE GRADE
BAND
OF PAY RS.
PAY

E-2JM SO/PA

PB-2

RS-9300-34800

RS-4200

E-3AM
SO(SG)/PS

PB-2

RS-9300-34800

RS-4600

E-4DM

PB-2

RS-9300-34800

RS-5400

E-5MGR.

PB-3

RS-15600-39100

RS-6600

E-6AGM

PB-3

RS-15600-39100

RS-6600

E-7DGM

PB-3

RS-15600-39100

RS-7600

E-8GM

PB-4

RS-37400-67000

RS-8700

E-9SGM

PB-4

RS-37400-67000

RS-8800

E-10CGM

PB-4

RS-37400-67000

RS-9000

REVISED SCALE OF PAY OF THE NON-EXECUTIVE EMPLOYEES

OF OHPC LTD. WITH EFFECT FROM 01.04.2005
GRADE
GRADE
Sl. No
PAY BAND REVISED
SCALES OF PAY
CODE/CATEGORY
PAY AS ON

01.04.2005
1

NE1

S-1

RS-444010,200/-

RS-1750/-

NE-2

PB-1

RS-520020,00/-

RS-1900/-

NE-3

PB-1

RS-520020,00/-

RS-2100/-

NE-4

PB-1

RS-520020,00/-

RS-2400/-

NE-5

PB-1

RS-520020,00/-

RS-2500/-

NE-6

PB-1

RS-520020,00/-

RS-2800/-

NE-7

PB-1

RS-520020,00/-

RS-3300/-

NE-8

PB-2 NE

RS-930034,800/-

RS-4200/-

NE-9

PB-2 NE

RS-930034,800/-

RS-4200/-

10

NE-10

PB-2 NE

RS-930034,800/-

RS-4200/-

WINGS OF OHPC LTD

ADMINISTRATIVE
OFFICE (SGM)

TECHNICAL WING

GENERATION
DIVISON

MAINTANCE
DIVISION

PRPTECTION &
CONTROLLING
DIVISION

HRD WING

FINANCIAL WING

UTILITY DIVISION

1. TECHNICAL WING
On Introduction of Availability Based Tariff with effect from April 2003
and application of Electricity Act 2003 it has become important on the part
of generators to maintain high level of machine availability and plant load
factor. Hydropower generation has special place in the load management
under the ABT regime.
Activities
For efficient running of their Hydro Power stations, the technical wing of
OHPC has been reorganized to carry out the following activities.
Monitoring the functioning of Power Plants.
Preparation of database.
Monitoring of Renovation and Modernization Programs.
Planning for future R&M Programs and new projects.
Inventory & Procurement Monitoring.
Generation and maintenance Planning and monitoring.
Traiff and PPA including coordination with GRIDCO and OERC
Computerization and online communication.
Coordination with Govt. and SemiGovt. Bodies.
Corporation Organization (Head Quarters)

DIRECTOR OPERATION
SGM (ELECTRICAL PROJECT)
OPERATION & MAINTENACE
IVERTORY & PROCUREMENT
DESIGN, PLANNING : DATABASE
PPA, TARIFF & COORDINATION
ONGOING S & M ENTENTION
PROJECT
FUTURE R & M NEW PROJECTS
COMPUTER & COMMUNICATION

2. FINANCIAL WING
After formation of OHPC under the Reform Act a separate Finance wing with
experienced and qualified executives has been created to manage the Corporate
finance.
Activities
Resource Management
Budget & Allocation
Banking
Loan and Investment
Accounts & Audit
Taxation
Personnel Entitlement
Provident Fund, Pension and Gratuity Fund

Corporation Organization (Head Quarters)

DIRECTOR (Finance)

DGM (Res)

Sr GM-Cum-Company

DGM (F & A)

DGM (Funds)

AGM (Fin.)
DM (Fin.)

WASES AND SALERY ADMINITRATOREMPLOYMENT

1.1 CLASSIFICATION OF POSTS
i)
Executive
Post

Grade

GET/MT/DET

E-1

Jr. Manager

E-2

Asst. Manager

E-3

Dy. Manager

E-4

Manager

E-5

Asst. General Manager

E-6

Dy. General Manager

E-7

General Manager

E-8

Sr. General Manager

E-9

Chief General Manager

E-10

ii)

Administrative Non-Executive
Post

Grade

Peon/Helper/Watchman/Choukidar/Sweeper/Office
Attendant/Watchman-cum-Sweeper/ Night Watchman

ANE-1

Zamadar/Daftary

ANE-2

Diarist-cum-Dispatcher/Photo Copier/Record Supplier

ANE-3

Storekeeper-C/Receptionist

ANE-4

LD Asst./Computer Asst. Gr-III / Jr. Clerk/Caretaker/Teacher ANE-5

(Matric CT) / PET (Trained)
Sr. Clerk/Cashier/Draftman-B/Driver-B / Jr. Lab. Tech/ ANE-6
Pharmacist
Gr-II Asst. Steno-cum-CA Gr-II/Typist-cum-CA-II/ CA Gr- ANE-7
II/Darftsman-A/ Asst.Teacher (IA CT)/ Classical Teacher/Hindi
Teacher
Gr-I Asst./Sr.Asst./Steno-cum-CA Gr-I/Typist-cum-CA-I/ CA ANE-8
Gr-I/Sr. Draftsman/ Asst. Teacher (TGT)
Head Asst. / Head Draftsman / Head Master
iii)
Post

ANE-9

Technical Non-Executive
Grade

Helper/IB Attendant / Hospital Attendant / Khalasi / Seeper / TNE-1

W.M / N.WM. / Attendant / Mali / Errand Boy / Mulia /
Choukidar / Man / Driller
Jr. Cook / Telephone Attendant / Jr. Artisan B / Gardener / Jr. TNE-2
Artsian B (Rigger) (others) / Scavener / Store Asst. / Cleaner /
Greaseman / Hammerman
Carpenter C / Plumber C/ Blacksmith C / Painter C / TNE- 3
Turner C /Auto Electrician C/Machinist C/ Mason-C /
Cook/ T.O. cum-Mech- C / Jr. Artisan A

Electrician C/ Fitter C/Welder-C/Lineman-C/Wireman-C/ TNE-4

Crane Opt-C/ Opt(Elect)-C/Opt. (Mech)-/Store keeper-C/
Rigger-C/Driver-C/ Plumber-B/Blacksmith-B/Turner-B/ Auto
Electrician-B/Machinist-B/Mason-B/Khansama/Lift
Operator/T.O. cum-Mech-B/ Flowerist/Computer Opt-C/Lift
operator/Work Sarkar
Electrician-B/Lineman-B/Wireman-B/Fitter-B/Crane
Opt-B/ TNE-5
Welder-B/Ot-B(Elect)
/
Opt-B(Mech)/
Storekeeper-B/
Carpenter-B/Rigger-B/Driver-B/Computer
Opt-B/PlumberA/Turner-A/Machinist-A/Carpenter-A/ Instrument(Mech)/ Opt.
(Axuliary)/Masson-A/
Caretaker/T.O.-cum-Mech-A/
Time
Keeper-B/ Computer Opt-B/Work Sarker Gr.I/Opt-B
(Lift)/Meter Reader / Computer Opt-B/Telex Opt./ Progress
recorder / Cable Jointer
Electrician-A/Linema-A/Wireman-A / Fitter-A / Crane Opt-A/ TNE-6
Welder-A/Opt-A (Elect) / Opt-A (Mech) / Storekeeper-A/ Spl.
Gr. Carpenter Spl. Gr. Masson/ Rigger-A/ Driver-A/ Computer
Opt-A/Trailer Opt./ Tele Printer Opt.
Sr. Electrician / Sr. Welder / Sr. Fitter/ Sr. Crane Opt. / Sr. Opt. TNE-7
Spl/ Sr. Store Keeper/ Sr. Lineman/Sr. Wireman
Foreman- (Electrical) / Sr. Gr. Welder/ Forman (Mech) / Forman TNE-8
Crane Spl/Forman (Store)
Superintendent

TNE-9

1.2 STAGE OF RECRUITMENT

Generally, recruitment is made at the entry level in various cadres in both
Executive and non-executive. However, in Technical non-executive cadre,
the Recruitment is generally made at the bottom level in TNE-1 (Non ITI)
and in TNE-4 (ITI Category).
In Case of Executive cadre, the recruitment is made at the entry level as
DET, GET & MT in E-1 grade and on successful completion of training
are confirmed in E-2 (DET) & E-3 (GET & MT) grade respectively.
1.3 NORMAL INDUCTION LEVEL

Non Executive
CATEGORY

SCAL OF PAY & GRADE PAY

ANE/TNE (Un-skilled)

Rs. 4,440-10,200/-, GP-1750/-

ANE-TNE (Skilled)

Rs. 5,20-20,200/-, GP-2400/-

Executive
DET

Rs.12,000/- (consolidated)

GET & MT

Rs. 18,000/- (consolidated)

Jr. Manager

Rs. 9,300-34,800/-, GP-4200/-

Asst. Manager

Rs. 9,300-34,800/- GP-4600/-

1.4 AGE AT ENTRRY LEVEL

Non-Executive
Executive

18 Years
21 Years

1.5 JOINING FORMALITIES

Documents to be submitted for acceptance of Jointing :

Unconditional acceptance of offer of appointment

Joining report
Attestation form for character & antecedents verification
Proof of Age
Character Certificate
Medical fitness certificate from competent medical authority
Surety bond/service agreement bond as applicable
Relieving order from the previous employer in case of service in
Govt. / PSU
Certificate of SC/ST/SEBC/OBC/PH/Ex serviceman, etc, if
applicable.
1.6 PROBATION & CONFIRMATION
All appointments in the Corporation shall be on probation for a
minimum period of Twelve months from the date of joiningPeriod of
probation may be extened for individual cases at the discretion of
Competent Authority on the basic of performance, conduct & attendance of

the probationer. On satisfactory completion of period of probation, the

employee shall be regularized after issuance of an order in writing.
1.7 PROMOTION (Career Growth)
All promotions are subject to availability of vacancies and needs of the
company in respective grades and disciplines. An Employee in respective
grades and disciplines. An Employee can be consider for promotion to the
next higher grade only if he/she has minimum qualifying experience per
promotion rules of the corporation.
1.8 FORWARDING
OF
APPLICATION
FOR
OUTSIDE
EMPLOYMENT
The application by Executives for employment outside the Corporation may be
allowed at the discretion of the Competent Authority and subject to the following.
Category

Number of
forwarded

applications

to

be

Officer under probation on intial Nil

appointment or on promotion or on
appointment as GET/MT/DET and
officers under service agreement bond
Officers other than GET/MT/DET 1 (One) application during the first year
who have been confirmed to a of service after confirmation and two
applications in a calendar year
grade/post
thereafter.
Officers in service for 6 years or more Any number of applications
in a grade or who have been reverted to
a lower grade.
No Employee shall directly submit any application to the authority outside the
corporation in the matter of seeking employment without taking permission from
the competent authority. Further the application of the Employees who have
executed a bond to serve the company for a specific period will not be forwarded
during the bond period.

PAY & ALLOWANCES

2.1 SCALE OF PAY
The Corporation has the following Scales of pay for employees.
i)
Executive
Grade
Pay
Grade Scale of Pay
Annual increment
Pay
Band
(GP)
E-1

Consolidated

Nil

Nil

Nil

E-2

Rs. 9300-34800/-

4200

PB-2

3% (Basic Pay+GP)

E-3

Rs. 9300-34800/-

4600

PB-2

3% (Basic Pay+GP)

E-4

Rs. 9300-34800/-

5400

PB-2

3% (Basic Pay+GP)

E-5

Rs. 15600-39100/-

6600

PB-3

3% (Basic Pay+GP)

E-6

Rs. 15600-39100/-

6600

PB-3

3% (Basic Pay+GP)

E-7

Rs. 15600-39100/-

7600

PB-3

3% (Basic Pay+GP)

E-8

Rs. 37400-67000/-

8700

PB-4

3% (Basic Pay+GP)

E-9

Rs. 37400-67000/-

8800

PB-4

3% (Basic Pay+GP)

E-10

Rs. 37400-67000/-

9000

PB-4

3% (Basic Pay+GP)

ii)
Grade

Administrative Non Executive

Grade
Pay
Scale of Pay
Pay
Band
(GP)

Annual increment

ANE-1

Rs. 4400-10200/-

1750

S-1

3% (Basic Pay+GP)

ANE-2

Rs. 5200-20200/-

1900

PB-1

3% (Basic Pay+GP)

ANE-3

Rs. 5200-20200/-

2100

PB-1

3% (Basic Pay+GP)

ANE-4

Rs. 5200-20200/-

2400

PB-1

3% (Basic Pay+GP)

ANE-5

Rs. 5200-20200/-

2500

PB-1

3% (Basic Pay+GP)

ANE-6

Rs. 5200-20200/-

2800

PB-1

3% (Basic Pay+GP)

ANE-7

Rs. 9300-34800/-

3300

PB-1

3% (Basic Pay+GP)

ANE-8

Rs. 9300-34800/-

4200

PB-2

3% (Basic Pay+GP)

ANE-9

Rs. 9300-34800/-

4200

PB-2

3% (Basic Pay+GP)

Pay
Band

Annual increment

iii)
Grade

Technical Non Executieve

Grade
Scale of Pay
Pay
(GP)

TNE-1

Rs. 4400-10200/-

1750

S-1

3% (Basic Pay+GP)

TNE-2

Rs. 5200-20200/-

1900

PB-1

3% (Basic Pay+GP)

TNE-3

Rs. 5200-20200/-

2100

PB-1

3% (Basic Pay+GP)

TNE-4

Rs. 5200-20200/-

2400

PB-1

3% (Basic Pay+GP)

TNE-5

Rs. 5200-20200/-

2500

PB-1

3% (Basic Pay+GP)

TNE-6

Rs. 5200-20200/-

2800

PB-1

3% (Basic Pay+GP)

TNE-7

Rs. 9300-34800/-

3300

PB-1

3% (Basic Pay+GP)

TNE-8

Rs. 9300-34800/-

4200

PB-2

3% (Basic Pay+GP)

TNE-9

Rs. 9300-34800/-

4200

PB-2

3% (Basic Pay+GP)

2.2

INCREMENT
The annual increment @ 3% of (Basic Pay+GP) which is rounded off to the
next multiple of 10/- (ten rupees) specified in the various scale of pay as amended
from time to time shall be payable to any employee & shall be effective on the first
day of the month in which it falls due.
2.3

DEARNESS ALLOWANCES (PM)

DA is payable to the employees as per the order of the state Govt. as
amended from time to time. The present DA is 58% on 01.07.2011.
2.4 HOUSE RENT ALLOWANCE (PM)
HRA is payable to its employees who are not provided with residential
accommodation y the Corporation (at places whre the company has its
Project/Units / Offices).
Burla & Bhubanswar
20% of (Basic Pay+GP)
Other Places
- 18% of (Basic Pay+GP)
2.5 ENTITLEMENTS FOR COMPANY ACCOMMODATION
Type
Area
Grade / Post

F-2RA-

390 sqft.

Upto NE-5

E-2RB-

580 sqft

NE-6 to E-2

D-3R-

900 sqft

E-3 & E-4

C-4R-

1600 sqft

E-5

B-5R-

2300 sqft

E-6 to E-8

A-6R-

3700 sqft

E-9 & above.

2.6 COMPANY LEASED ACCOMMODATION

Executive grade E-5 & above are eligible for leased / self leased accommodation as
per Rules.
2.7

LICENSE FEE
License fee as per OHPC Residential Accommodation Rules shall be paid
the concerned employees who were provided with accommodation.
2.8 REIMBURSEMENT
EXPENDITURE
Sl.
Types of Conveyance
No.

OF

MONTHLY

CONVEYANCE

Rate per month

Eligibility

Four Wheelers

Rs. 1,800/-

E-4 & Above

Two Wheelers

Rs. 600/-

For all

Cycle & Others

Rs. 300/-

-do-

2.9 SHIFT ALLOWANCE

5% of (Basic Pay + GP) for employees in the units working in Shifts subject to
maximum Rs. 800/- p.m.
2.10 DESIGN ALLOWANCE
The Technical Executive have been allowed design allowances @ Rs. 200/- p.m.
for Grade E 7 and @ Rs. 150/- p.m. upto Grade-E-6 who are entrusted with
the designing works.
2.11 HYDRO ALLOWNACE (PM)
At Units : Non-Executive : - Ne-1 to NE-2 Rs. 250/-, NE-3 to NE-7 Rs. 375/- NE-8 to
NE-9 Rs. 500/-

At Corporate Office : - 50 % of the amount paid at the units of respective

categories of employees.
2.12 REMOTE AREA ALLOWANCE (PM)
UIHEP (Mukhiguda & Khatiguda)
- @ 15% of (Basic Pay + GP)
BHEP, Balimela
- @ 20% of (Basic Pay + GP)
PSHEP, Potteru
- @ 20% of (Basic Pay + GP)
RHEP, Rengali
- @ 7.5% of (Basic Pay + GP)
CHEP, Chiplima
- @ 7.5% of (Basic Pay + GP)
This is subject to
Maximum of
- Rs. 6,000
2.13 SPECIAL ALLOWANCE (PM)
UKHEP
- @ 4% of (Basic Pay + GP)
HHEP
- @ 4% of (Basic Pay + GP)
This is subject
To Maximum of
- Rs. 1,200
2.14 MEDICAL ALLOWANCE (PM)
5% of (Basic Pay +GP) for all employees.
2.15 WASHING ALLOWANCE
Only for TNEs and Class-Iv employees @ Rs. 20/- per month.
2.16 TRAVELLING ALLOWANCE (TA & DA)
A.
Travelling Allowances :
An employee avails Travelling Allownaces and Local Conveyance for official tour
performed beyond a radius of 15 Kms outside municipal limits of his/her
headquarters. For journey period an employee is entitled for daily allowances as per
the following.
Table I (Executive)
Sl. Grade
Entitlement mode / class of Travel
No.

Rail/Air

Road

Local
Use of own car / Two
Journey (By wheeler with prior
approval of competent
Road)
authority

E-8 and ACC

1st Actual
Actual
Class/Air
above
Taxi Fare Fare
(Economy
class)

Taxi Car @ Rs. 7.00 per

K.M.

E-7
E-6

& 1st Class / Actual

2nd
Class Taxi Fare
AC Sleeper limited to
Rs. 7.50
per K.M.

Actual Taxi
Fare limited
to Rs. 500/per day

Car @ Rs. 7.00 per

K.M. Scooter / Motor
Cycle @ Rs. 3.00 per
K.M.

E-5

1st Class / Actual

2nd Class / Taxi Fare
AC Sleeper limited to
Rs. 7.50
per K.M.

Actual Taxi
Fare limited
to Rs. 400/per day

Car @ Rs. 7.00 per

K.M.
Scooter/Motor
Cycle @ Rs. 3.00 per
K.M.

E-4
E-3

& 1st Class / Actual

2nd
Class bus fare
AC Sleeper

Actual
Scooter Motor Cycle @
charges by Rs. 3.00 per K.M.
(3)
three
wheelers or
fare of a
single seat in
Taxi limited
to Rs. 300/per day

E-2
E-1

& 1st class / Actual

III Tier AC bus fare
Sleeper

Actual
Scooter Motor Cycle @
charges by Rs. 3.00 per K.M.
(3)
three
wheelers or
fare of a
single seat in
Taxi limited
to Rs. 200/per day

Table II (Non Executive)

Sl. Grade
Entitlement mode / class of Travel
No.

Rail/Air

NE-8

Road

1st Class/III Actual

Local
Use of own car / Two
Journey (By wheeler with prior
approval of competent
Road)
authority
Actual

Scooter Motor Cycle /

and
above

tire
AC Bus Fare
Sleeper

Charges by 3 Moped @ Rs. 2.00 per

(three)
K.M. limited to Rs.
wheelers
100/- per day
limited to Rs.
175/- per day

Table II (Non Executive)

Sl. Grade
Entitlement mode / class of Travel
No.

Rail/Air

Road

Local
Use of own car / Two
Journey (By wheeler with prior
approval of competent
Road)
authority

NE-3 to 1st Class / Actual

III tire AC Bus Fare
NE-7
Sleeper

Actual
Charges by 3
(three)
wheelers
limited to Rs.
150/- per day

Scooter Motor Cycle /

Moped @ Rs. 2.00 per
K.M. limited to Rs.
100/- per day

NE-1 & 1st Class / Actual

III tire AC Bus Fare
NE-2
Sleeper

Actual
Charges by 3
(three)
wheelers
limited to Rs.
125/- per day

Scooter Motor Cycle /

Moped @ Rs. 2.00 per
K.M. limited to Rs.
100/- per day

B. Daily Allowance
Table I (Executive)
Grade

Rate in Rs.

Inside the State

Out side the State Outside the State

in A Class cities in other cities

E-6 & above

Rs. 400.00

Rs. 600.00

Rs. 500.00

E-5

Rs. 300.00

Rs. 500.00

Rs. 450.00

E-4, E-3 E-2

Rs. 250.00

Rs. 400.00

Rs. 350.00

E-1

Rs. 200.00

Rs. 300.00

Rs. 250.00

Table I (Non - Executive)

Grade

Rate in Rs.

Inside the State

Out side the State Outside the State

in A Class cities in other cities

NE-8 & above

Rs. 200.00

Rs. 300.00

Rs. 250.00

NE-3 to NE-7

Rs. 150.00

Rs. 250.00

Rs. 175.00

NE-1 & NE-2

Rs. 100.00

Rs. 200.00

Rs. 150.00

The above daily allowance admissible to Executives and Non-Executives shall be

regulated as follows : Absence from
Percentage of
Headquarters
daily allowance
Less than six hours fixed
30%
Less than 12 hrs.
60%
But exceeding 6 hrs fixed
More than 12 hrs &
Full
Less than 24 hrs.
C.
Accommodation Charges (Inside the State)
Wherever possible the Executive and Non-Executive Employees should utilize
Govt. / Corporation accommodation. Wherever such accommodation is not
available. The Employees shall be entitled to reimburse the cost of a single room
accommodation in hotel as follows.
Table I (Executive)
Grade

Inside the State

E-8 & above

Rs. 1500.00 per day

E-7 & E-6

Rs. 900.00 per day

E-5

Rs. 700.00 per day

E-3 & E-4

Rs. 400.00 per day

E-2 & E-1

Rs. 300.00 per day

Table I (Non-Executive)
Grade

Inside the State

E-8 & above

Rs. 300.00 per day

NE-3 to NE-7

Rs. 200.00 per day

NE-1 & NE-2

Rs. 150.00 per day

Outside the State (Executive)

Wherever possible the executive and Non-executive employees utilize Govt. /
Corporation accommodation. Wherever such accommodation is not available,
Executive Employees shall be entitled to reimburse the Hotel accommodation
within the limits of their entitlement as may be prescribed from time to time.
Outside the State (Non- Executive)
Non-executive employees shall be entitled to reimburse the Hotel accommodation
limited to Rs. 570/- per day in A class and Rs. 700/- in other than A Class
cities.
D. Baggage Allowance
Cost of transportation of baggage and personal effect by Train/Road up to the
maximum given below :
Table I (Executive)
Grade

Entitlement

E-8 & above

Rs. 6/- per MT per KM for 16 MT

E-3 and E-7

Rs. 6/- per MT Per KM for 16 MT

E-1 and E-2

Rs. 6/- per MT per KM for 16 MT

Table I (Non - Executive)

Grade

Entitlement

E-8 & above

Rs. 6/- per MT per KM for 8 MT

E-3 and E-7

Rs. 6/- per MT Per KM for 8 MT

E-1 and E-2

Rs. 6/- per MT per KM for 8 MT

2.17 TRANSFER TA ON RETIREMENT / DEATH & TRANSFER

TTA shall be granted when a transfer is effected. Whereas no TA/DA is allowed

when a transfer is on request of the converned employee. Cost of transportation of
baggage and personal effects is also allowed subject to limits prescribed in the rules
of Corporation.
EMPLYEE BENEFITS /
4.1 LEAVE TRAVEL CONCESSION
Leave Travel Convession (LTC) is granted to the regular employees of
the Corporation once in every 10 (Ten) years subject to maximum 3
(three) times in the entire service period to travel anywhere within India.
The LTC is allowed for self and his/her dependant family members as
per the prevailing rules of the Corporation.
4.2 MEDIAL ATTENDANCE RULES
i)
Medical Advance :
In case of emergency, OHPC has extended the facility of Medical
Advance to the employees covered for treatment of self or his/her
dependant family members as indoor/ outdoor patient in any Hospital /
Nursing Home Inside / Outside State for medical treatment on
reference of converned Govt. / OHPC Dispensary Doctors. Release of
medical advance shall be limited to the ceiling in respect of the specified
diseases as prescribed by the State Govt. Adcance beyond Rs. 2 Lakhs
are sanctioned in receipt of recommendation of the Medical Board.
i)
Medical Expenses.
The employees or hsi/her dependant family members, if, admitted as an
indoor patient in any Hospital / Nursing Homes inside / outside State
for a period of 72 hours or more are eligible for reimpursement of
medical expenses. Only for Cataract Surgery, 72 hrs. Hospitalisation is
not mandatory. Employees working at Corporate Office are issued with
a Health Card for availing medical facilities for self & their dependant
family members at OPTCL Dispensary / Hospital. Release of
reimbursement of medical expenses against the bills shall be limited to
the ceiling in respect of the specified diseases as prescribed by the State
Govt.
4.3 LEAVE RULES
4.3.1 Casual Leave
15 days in a calendar year inclusieve of 05 days special leave.
4.3.2 Earned Leave
30 days in a calendar year credited in advance in two phases i.e. 15
days each in 1st January and 1st July respectively.
Accumulation limit is 300 days.
Encashment of leave is allowed in full on superannuation /
resignation / death.
4.3.3 Half Pay Leave / Sick Leave / Commuted Leave
20 Half days for every completed years of service.

4.3.4

4.3.5

4.3.6

4.3.7
4.3.8

No ceiling on accumulation for HPL.

Maximum commuted/sick leave allowed for 240 (full days) 480
(half days) in their total service period on self medical ground
which will debited to the HPL account.
Extra-Ordinary Leave
In exceptional circumstances, Extra-ordinary leave is sanctioned by the
competent authority without any pay and allowances when on other kind
of leave is due or when the employee specifically applies for
extraordinary leave.
Extra-ordinary leave is not counted as period of service or for
increments, pension and gratuity.
Except in the case of a permanent employee and an employee who has
rendered not less than three years of service.
1) Duration of exraordianry leave on any one occasion shall not exceed
2 (two) months.
2) In special cases it can exceed 4 (four) months when such leave is
supported by a medical certificate.
3) Similarly for 18 (Eighteen) months for undergoing treatment for TB,
Leprosy & Cancer.
Special Disability Leave
The Special Disability Leave can be sanctioned to an employee
who is disabled by injury unintentionally inflicted or caused or in
consequence of the due performance of his official duties or in
consequence of his official position.
Total period of such leave shall not in any case exceed 24 (twenty
four) months.
Maternity Leave
Maternity Leave is granted to a female employee by the authority
empowered to grant ordinary leave to the employee concerned.
The period of maternity leave in all cases shall not be more than
90 days from the date of confinement.
The maternity leave may also be sanctioned incase of miscarriage/ abortion as per rules subject to the condition that :
a) Leave does not exceed 6 weeks and the application for leave is
supported by a Medical Certificate.
b) Maternity Leave shall not be debited against the Leave account of the
employees.
Special Leave
An employee is granted special leave upto 7 days for himself or his
her spouse to undergo vasectomy/Tubectomy.
Study Leave
The authority may grant Study Leave to an employee to enable
him to study or to undergo a special course of instruction to gain

4.4

knowledge releavant to his current position or probable career

progression.
Such leave is not debited against the leave account of the
Employee.
Study Leave may be granted to an Employee, to whom the
authority is of the opinion that such leave is in the companys
interest.
The Study Leave will be granted with due regard to the exigencies
of Companys Service. In no circumstances will the grant of study
leave be.
During Study Leave an Employee will draw half average monthly
pay for the purpose of study and subject to the maxima and
minima. An Employee may, subject to the approval of the Board
undertake or commence a course of study during leave on average
monthly pay.
(Average Monthly pay would mean pay on during the 12
complete months immediately preceedings the month in
which the leave commences).
Study leave will not ordinarily be granted to an Employee
with less than 5 years service or to Employees within 3
Years of the date at which they are to retire or have the
option of retiring.
All applications for Study Leave should be submitted
through the proper channel to the Head of Function. Who
in consultion wth Director (HRD) will issue the appropriate
orders. The application must contain full details of the
course or courses of study contemplated and any
examination which the candidate proposes to undergo.
An Employee granted Study Leave is ordinarily required to
meet the cost of study. In exceptional circumstances, the
Director (HRD) may recommend to the Board for payment
of fees by the Company.
Employee has to execute Bond with the corporation in lieu
of sponsorship by the corporation for a period of at least
three years to serve the Corporation.
Study leave will count as service and for pension, but not
for leave, it will not affect any leave which is already due to
an Employee. It will be treated as extra leave.
HOLIDAYS
Notification in connection with list of Public Holidays and Optional
Holidays for Corporate Office and Field Unit Offices is issued in each
year during the end of a calendar year to be implemented for the next

year, in line with Goverment of Odisha notification being issued from

time to time.
Another notification is issued in connection with list of Public Holidays
and Optional Holidays for the workman of OHPC, working in different
Power Houses towards the end of a year to be implemented for the next
calendar year as per the Provisions under the Model Standing Orders and
the Provisions of the Odisha Industrial Establishments (national &
festival) Holidays Act 1969.
4.5 EMPLOYEES CHILDREN SCHOLARSHIPS
Payment of one-tiem scholarship is made to the children of the eligible
employees who have secured a certain percentage of marks in the ClassX in the Class-X and above examinations.
Minimum qualifying Marks :
Class-X 75%, +2 Sc. 70%, +2 Arts/Com.-65% and higher
qualification if any.
If one child qualifies for two examinations in one academic year, the
higher among the eligible scholarships is to be considered.
4.6 BEST EMPLOYEE AWARD
To motivate the employees considering his/her performance,
punctuality, honesty, sincerity, integrity & above all his/her behaviour
and attitude towards the Organisation, the Corporation has introduced
Best Employee Award at corporate office in the following categories.
1. Best Employee in Executive category
2. Best Employee in Non-Executive category
3. Best Employee in Women category
The Best Employees are felicitated on the occasion of OHPC Foundation Day
with a memento and certificate of merit.
3.7 BEST EMPLOYEE AWARD
Two pair of uniforms are provided to the employees in a year to wear in the work
places.
4.1

EMPLOYEES EDUCATION / DEVELOPMENT SCHEME

EMPLOYEES SUGGESTION SCHEME (ESS)
OHPC Employees Suggestion Scheme has been implemented with a
view to encourage & channelize ideas & innovative suggestions, to bring
in tangible improvement, promote/enhance problem solving orientation
among employees of the corporation. The scheme provides for
appreciation & recognition for individual creativity & thus participation
along with development & growth of the Corporation.

ADVANCE
5.1 PUJA / FESTIVAL ADVANCE
Normal & Special interest free Puja advance are paid to the employees as
per OHPC & State Govt. Rules.

INCENTIVE
FAMILY PLANNING INCENTIVE
Employee who are in possession of Green Card having one child are
entitled to incentive amount equal to twice the amount of last drawn increment in
their existing scale of pay and with two children will be entitled to incentive
amount equal to the amount of one increment.
6.1

Provided that the employees in NE-1 & NE-2 grades who are in possession of
Green Card having one or two children will be entitled to incentive amount
equal to twice the amount of increment.
Such incentive once sanctioned a particular rate shall not be enhanced or reduced
under any circumstances. The Eligible employees will be granted one-time cash
incentives at the following rates:
For sterilisation of a male employee / his spouse with one child Rs. 300/For sterilisation of a female employee / her spouse with one child Rs. 300/6.2 ANNUAL / PERFORMANCE INCENTIVE
Annual incentive is given to employees based on financial performance of the
corporation.
TERMINAL / INSURANCE BENEFITS
7.1

PERSONAL ACCIDENT INSURANCE

This Scheme covers employees against consequence of personal accident at
any place or time resulting in death / permanent ( Total / partially/temporary
disablement in the event of accident while on duty in service. The monetary ceiling
is inclusive of the benefits if any payable under the Employee Compensation Act,
1923.
Executives
- Rs. 10.00 lakhs
Non-Executives
- Rs. 6.00 lakhs
7.2

GROUP INSURANCE SHEME

The Group Insurance Scheme is applicable to all employees of the
corporation excluding those covered under the EDLI Scheme under the EPF &
Misc. Provision Act, 1952. The premium for taking insurance coverage for the
Scheme from the insurer (s) is borne by OHPC. All employees are insured for a
sum of Rs. 62,00/- in case of death while in the employment of the Corporation.
7.3

PROVIDENT FUND & PENSION SCHEME

The employees who are not covered under OHPC Pension Scheme are
entitled to get pension under EPF Act & Misc. Provisons Act, 1952.
The employees covered under OHPC Pension Scheme are governed under GPF
Odisha Rules / OSEB PF Rules as the case may be.

7.4 RATUITY
Gratuity is payble under payment of Gratuity Act 1972 to the employees not
covered under OHPC Pension Scheme. The employees under OHPC pension
Rules are paid gratuity as applicable to State Govt employees.
7.5 FUNERAL EXPENSES
Where an employee dies in service, his family members are given the following
amount as funeral expenses.
Rs. 5,000/- for performance of obsequies
Reimbursement up to Rs. 1000/- for transportation of the body subject to
change from time to time.
Benefits under Rehabilitation assistance Scheme (RAS) & any other Scheme
as applicable from time to time.
7.6

LEAVE ENCASHMENT
The leave encashment permissible to an employee is equal to the (Basic Pay
+ Grade Pay + DA) of the employee for the month preceding the date of
encashment and available on retirement / superannuation or resignation or death.
The maximum Leave encashment is 300 days Earned Leave.
GENERAL RULES
8.1 PERFORMANCE APPRAISAL (KPA)
Prevailing Executive Performance Appraisal System (EPAS) introduced in
1998 have been modified in line with the power sector appraisal system of the
Central PSUs. Modified appraisal form is objective based and provides scope for
measuring competencies, values & potential of executives through indicators of
Key Performance Area (KPA). Similarly the performance appraisal system for the
non-executive employees is in operation since the inception of OHPC and is based
on the 5 point scale on the relevant attributes for the different type of jobs.
8.2 CONDUCT, DISCIPLINE & APPEAL RULES
Every employee of the Corporation shall at all times.
i)
To Maintain absolute Integrity, Transparency,
ii)
To Maintain devotion to duty and the Organisaon,
iii)
Should avoid which is unbecoming of an employee of the Corporation
and conduct himself at all times in a way which will enhance the
reputation of the Corporation.
8.3 GRIEVANCE PROCEDURE
There is a Grievance Committee in this Corporation. The Corporation has laid
down a detailed grievance procedure for all categories of employees with the

sole objective of speedy redressal of individual grievances. Without prejudice to

the Rules & Regulations dealing with disciplinary proceedings, an aggrieved
employee shall first present his grievance in person to the Grievance
Committee.
SEPARATION
9.1 RESIGANTION
Employees may leave the services of the Corporation by submission of
proper resignation addressed to the appointing authority by giving notice as per
the terms & conditions of his employment or as amended from time to time.
The period of notice required shall be three months (one month notice if the
officer is on probation on first appointment with the Company) & shall be
submitted to the competent authority. The company reserves the rights to
withhold acceptance of resignation of any employee in case disciplinary
proceedings are pending against him.
9.2 TERMINATION OF SERVICE
The company reserves the right to terminate by an order of the appointing
Authority, the services of an employee with notice period or notice money in
lieu thereof on his being certified by the Medical Board. Provided that the
Board (CoB) may review any such decision of termination of services of an
employee and pass such orders as it considers appropriate. The company
reserves the right to terminate by an order of the appointing authority, the
services of an employee without notice if the employee gives misleading
information or fails to give information in an application or at an interview for
an initial appointment with company.
9.3 RETIREMENT,
SPERANNUATION
&
VOLUNTARY
RETIREMENTS (VR)
The age of retirement / superannuation of an employee other than an
employee in NE-1 & NE-2 category is 58 years.
The age of retirement / superannuation of an employee in NE-1 & Ne -2 grade
is 60 years.
An employee whose date of birth is the 1st day of the month shall retire from
service in the afternoon of the last day of the preceding month on attaining the
age of 58/60 years as case may be.
An Employee who has completed 50 years of service may be allowed by the
competent authority to retire voluntarily from the company service.
9.4 THE VOLUNTARY SEPARATION SCHEME (VSS) &
VOLUNTARY RETIREMENT SCHEME (VRS)
The V.S.S. was first introduced in the year 1999 for NMRs and CKs category
with a view to reduce redundant man power and to achieve optimum
manpower utilisation who had put in 5 years of continuous service or more or

who had completed 40 years of age with an ex-gratia of Rs. 1,25,000/alongwith other benefits. Under the above Scheme 962 nos. Of NMRs & CKs
were separated. No such scheme is in force at present.
The VRS was first introduced in the year 2003-04 to the Non-Executive
Employees only borne in pensionable establishment having 10 years of
qualifying service with a view to reduce surplus and un-productive labour with
an ex-gratia equipment to 21 (twenty one) days emoluments for each completed
years of qualifying service or monthly emoluments at the time of voluntary
retirement multiplied by the balance months of service left up to the date of
superannuation whichever is less alongwith all other terminal benefits. Under
the Scheme 22 nos. Of Non-Executives were separated.
The said scheme is not in force at present.
Voluntary Retirement Scheme 2009 was extended to all regular executive
and Non-Executive employees whose minimum age for applying the Scheme
should be 50 years with the compensation equivalent 2 (two) months
emoluments for each completed year of qualifying service or monthly
emoluments at the time of voluntary retirement multiplied by the balance
months of the service left up to the date of superannuation, whichever is less
alongwith all other terminal benefits. The Voluntary Retirement Scheme
2009 is still in force.
N.B : - For further reference / details to the above may be referred to the
relevant clauses of Regluations / Rules / Circulars / Orders of the
Corporation.
FINDINGS
Most of the employees satisfied with their job.
Many of the employees agreed that their salary is providing good feeling and
accomplishment.
Most of the respondents agreed that rewards should be given on the basis of
performance.
Maximum number of respondents agreed with the compensation.
Most of the employees agreed with the organization policies.
Mostly all the employees agreed that company is much concern about
employees.
Many of the respondents agreed recognition of employees contribution.

 Most of the agreed that wages, Salaries and increments are followed every
year.
Maximum number of the respondents agreed about the Wages and Salary
system in OHPC is Satisfactory.
Many of the employees agreed that Wage and Salary structure implemented
according to qualification and experience.
Many of the respondents agreed that Bonus and Incentives are relative to
the employees contribution.
Mostly all the employees responded positively that they are getting their pay
as per the laws
All the employees reacted positively that they are paid for overtime.
Maximum of the respondents agreed that they are getting benefits on time
and when needed.
Above of the employees agreed that they are getting gratuity according to
laws while leaving the job.

SUGGESTIONS

The Wages and Salary policy adopted by management is not up to standard

level.
The management is paying acting allowance if a person acts in place of
another and plays additional expenditure. The additional expenditure can be
avoided by employing multi skilled workers.
The management may announce efficiently based increments to attract
deficient, skilled, committed and personal. So that the experienced skilled

employee do not go to other small industries and create a competition to

this organization.
Standard safety precautions are not followed at the work spot.
In order to solve the power problem management started a power plant but
is not in use today it become a dead weight.
QUESTIONNAIRE
A STUDY ON EVALUATION OF WAGE & SALARY
ADMINISTRATION

NAME:

DESIGNATION:

1) Are you happy with your job

a) Yes b) No

2) Which factor is here important to have job satiesfaction

(a)Salary (b) Management (c) Welfare benefits (d) Working conditions

3) The salary gives good feeling & personal accomplishment.

a) Strongly Agree b) Agree c) Disagree d) Strongly Disagree

4) Rewards should be given on the basis of better performance of the

employee.
a) Strongly agree b) Agree c) disagree d) Strongly disagree
5) Compensation commensurate with all levels of employee
a) Strongly agree b) Agree c) disagree d) Strongly disagree
6) Are you getting the salary on time every month
a) Yes b) No
7) Whether wages, salaries and increments are followed every year.
a) Strongly agree b) Agree c) disagree d) Strongly disagree

8) The Wages and salary system for all Employees in OHPC is satisfactory.
a) Strongly agree b) Agree c) disagree d) Strongly disagree

9) Wage & Salary structure implemented according to Qualification &

Experience.
a) Strongly agree b) Agree c) disagree d) Strongly disagree

10) Bonus & Incentives are they relative to the employees contribution.
a) Strongly agree b) Agree c) disagree d) Strongly disagree

11) Are you getting your pay as per the laws?

a) Yes

b) No

12) Are Employees paid for overtime if their work overtime above their
contracted hours?
a) Yes

b) No

13) How frequently your wages &salary structure is modified

a) Yearly

b) Half yearly

c) Quarterly d) More than 1 year

14) Dose the company change DA as per the changes taking place in the
environment
a) Yes

b) No

15) What is your opinion in comparing salary/wage with similar industries?

a) Very Good

b) Good

c) Bad

16) Suggestions
a) You want better salary
b) More monitory benefits are expected
BIBLIOGRAPHY

Human Resource Management.

- V.S.P. Rao

 Human Resource Management.

- K.

Aswathappa

Human Resource Management, Excel publications.

- N.K. Singh

HRD and Management.

- Ghosh

Human Resource management, Oxford university press.

- Jyothi