Question : Transfer Policy in ONGC

(a) whether executives in ONGC are being promoted on a mass scale to the Chief Level (E-5) without going through the compulsory North East posting first, if so, the number of promotions made in the last five years along with the reasons for deviation from the policy;
(b) whether many executives are being kept in sensitive postings in CMD and Director’s office for 30-35 years, if so, the reasons for deviation from the stated Transfer Policy for those chosen executives;
(c) whether some executives in Delhi, Mumbai and Dehradun have not been transferred even once during their service periods, if so, the total number of such cases along with the reasons therefor; and
(d) whether merit-cum-fitness criteria are being misused in ONGC promotions by giving a handle of 15 marks to the Directors to pick and choose candidates?

MINISTER IN THE MINISTRY OF PETROLEUM & NATURAL GAS
(SHRI DHARMENDRA PRADHAN)
(a): In Oil and Natural Gas Corporation (ONGC) Limited, corporate level promotions including promotions to E-5 level are done on the basis of well defined criteria approved by the ONGC Board, which includes assessment by the Departmental Promotion Committee (DPC) taking into account the condition of compulsory posting in North-East Region. However, during the last five years, 536 (Five hundred thirty six) level-4 Executives, who have not served 3 Sectors including North East Region, have been promoted to E-5 level owing to exigency of work and operational constraints at a particular location.
(b): 5 (Five) employees are posted for more than 30 years as Personal Secretary in the offices of CMD and Directors, which are not categorized as sensitive postings.
(c): 484 (Four Hundred Eighty Four) officers posted in Delhi, Mumbai and Dehradun have not been transferred even once during their service period, due to operational constraints and requirement of specialized skill at a particular location.
(d): Promotion to these levels are merit based on marks obtained by the executives in all parameters, viz., qualification, experience, Performance Assessment Reports (PAR) and assessment by the Departmental Promotion Committee (DPC).
*****