COMPARISON OF THE TWO SCHEMES:
THE CHITTARANJAN PATTERN
1.Introduced on workshops in 1958
2.It is individual based incentive scheme
3.The time saved by the worker in performing a work against the allowed time forms the basis for the incentive earned. The maximum time that can be saved to be eligible for incentive is 50% to the prescribed time for an activity.
4. Idle time can be booked on more than one reason like non availability of tools, machine break down, power cut etc
5.Over time is allowed
6.Quality factors are not taken into consideration
7.There are no penalizing factors for the worker in earning the incentive for the poor quality of work, absence from the workplace,
8.There are no equalizing factors for different types of work.
THE TIRUPATHI SCHEME
1.Introduced on workshops in January 2002
2.It is group based incentive scheme.
3. It is directly linked to out turn of the group in eGSCN units, and the attendance factors. The maximum % of additional eGSCN coaches that can be turned out to be eligible for incentive earning is 50%
4.Idle time can booked only on account of power failure more than a hour.( In CRS it seldom happens as power cut is managed by generators.
5. There is no provision for over time in Tirupathi scheme as approved by the Railway board. (Even if Over Time is allowed as per RITES Study, it works against the incentive earning capacity of the worker)
6.Quality factors are taken into consideration and these if factors are adverse they act negative on the incentive earned by the worker.
7.The important feature of this scheme is that it takes into consideration of quality of work, the time spent away from the work place; the rectification man-hours etc and these can act against the amount of incentive earned by the worker.
8.All types of coachwork are converted into eGSCN in case of coach works and in case of the turning of wheels the common factor is ICF wheel sets.
THE WORKING OF THE SCHEME:
The theoretical aspects have been discussed regarding the scheme in the earlier paragraphs. The actual working details of the scheme will be discussed in the following paragraphs:
Prior to the introduction of the incentive scheme CRS had been turning out 40coaches(80 Four wheeler Units) per month on an average i.e., 480 coaches per year. This situation is termed as 100R condition in RITES Study.
The Rly Board approved incentive scheme is designed with an incentive earning of 20% i.e., 120R. With the existing staff strength of 1030 the number of eGSCN that are to be turned out to get 120R incentive is fixed at 50 equated GSCN coaches per month. If less than this target is achieved, it will not be eligible for incentive earning. However the upper ceiling limit of incentive as given in Para 4.02 of Mechanical Code is applicable. i.e., more than 150R incentive is not allowed. As per this, the maximum additional out turn in eGSCN eligible for incentive would be restricted to 50%.
As per RITES study, the Industrial Engineering Department (IED) is made responsible for the calculation of incentive and preparing the bill. While preparing the bill the IED is supplied with inputs from Time office like the total clocked in man -hours of the various groups, and the absentee statements. And IED collects details of various other data directly from the workshop like the rectification man - hours, the out turn. The bill prepared is sent to Accounts Department along with the relevant documents for vetting. The vetted bill is clubbed with the regular salary bill and payment is arranged after due internal check by the Accounts department.
CRS has performed to its optimum and the out turn has increased by 20 coaches per month on an average. Individual shops have achieved maximum out turn to the tune of around150R in terms of eGSCN. As a result the incentive payment was also at 150R.The average incentive earned by workers of various scales:(In Rs, for Carriage Fitting shop for 3 months from Jan to March 2002 would give an idea of the amount of incentive payment to various grades of staff.
THE CHITTARANJAN PATTERN
1.Introduced on workshops in 1958
2.It is individual based incentive scheme
3.The time saved by the worker in performing a work against the allowed time forms the basis for the incentive earned. The maximum time that can be saved to be eligible for incentive is 50% to the prescribed time for an activity.
4. Idle time can be booked on more than one reason like non availability of tools, machine break down, power cut etc
5.Over time is allowed
6.Quality factors are not taken into consideration
7.There are no penalizing factors for the worker in earning the incentive for the poor quality of work, absence from the workplace,
8.There are no equalizing factors for different types of work.
THE TIRUPATHI SCHEME
1.Introduced on workshops in January 2002
2.It is group based incentive scheme.
3. It is directly linked to out turn of the group in eGSCN units, and the attendance factors. The maximum % of additional eGSCN coaches that can be turned out to be eligible for incentive earning is 50%
4.Idle time can booked only on account of power failure more than a hour.( In CRS it seldom happens as power cut is managed by generators.
5. There is no provision for over time in Tirupathi scheme as approved by the Railway board. (Even if Over Time is allowed as per RITES Study, it works against the incentive earning capacity of the worker)
6.Quality factors are taken into consideration and these if factors are adverse they act negative on the incentive earned by the worker.
7.The important feature of this scheme is that it takes into consideration of quality of work, the time spent away from the work place; the rectification man-hours etc and these can act against the amount of incentive earned by the worker.
8.All types of coachwork are converted into eGSCN in case of coach works and in case of the turning of wheels the common factor is ICF wheel sets.
THE WORKING OF THE SCHEME:
The theoretical aspects have been discussed regarding the scheme in the earlier paragraphs. The actual working details of the scheme will be discussed in the following paragraphs:
Prior to the introduction of the incentive scheme CRS had been turning out 40coaches(80 Four wheeler Units) per month on an average i.e., 480 coaches per year. This situation is termed as 100R condition in RITES Study.
The Rly Board approved incentive scheme is designed with an incentive earning of 20% i.e., 120R. With the existing staff strength of 1030 the number of eGSCN that are to be turned out to get 120R incentive is fixed at 50 equated GSCN coaches per month. If less than this target is achieved, it will not be eligible for incentive earning. However the upper ceiling limit of incentive as given in Para 4.02 of Mechanical Code is applicable. i.e., more than 150R incentive is not allowed. As per this, the maximum additional out turn in eGSCN eligible for incentive would be restricted to 50%.
As per RITES study, the Industrial Engineering Department (IED) is made responsible for the calculation of incentive and preparing the bill. While preparing the bill the IED is supplied with inputs from Time office like the total clocked in man -hours of the various groups, and the absentee statements. And IED collects details of various other data directly from the workshop like the rectification man - hours, the out turn. The bill prepared is sent to Accounts Department along with the relevant documents for vetting. The vetted bill is clubbed with the regular salary bill and payment is arranged after due internal check by the Accounts department.
CRS has performed to its optimum and the out turn has increased by 20 coaches per month on an average. Individual shops have achieved maximum out turn to the tune of around150R in terms of eGSCN. As a result the incentive payment was also at 150R.The average incentive earned by workers of various scales:(In Rs, for Carriage Fitting shop for 3 months from Jan to March 2002 would give an idea of the amount of incentive payment to various grades of staff.
No comments:
Post a Comment