Career Growth in ONGC

The career growth and HRD policies adopted by ONGC provide opportunities to the employees for consistent and comprehensive growth to realize their potential. Any candidate, joining in executive cadre can dream of growing through the organization and occupying a position in the top management including the Board level. The Junior Officer Promotion Policy allows candidates joining in non-executives cadre also to enter into the executive cadre at an early age and to realize their aspirations matching with their potential.

As far as the Graduate Trainee is concerned, the post falls in the category of Executive Grade 1, i.e. E1 grade. The ONGC has dynamic promotion policy and the average years of service required for promotion lies in the range of 3-5 years. So, one has to be sure of some reward in the ladder of promotion if one does their job honestly and productively.

One notable aspect of the ONGC promotion policy is that they would not make any differentiation between employees recruited directly through on-campus placement and the one through competitive exams like the GTT. In fact some PSUs are complained of showing such bias towards the employees recruited directly from IITs/NITs as against the ones recruited through open exams.

However there is a catch. The promotion process considers your higher qualifications and not just your experience. Since this a Graduate Trainee Test, one need to upgrade their career prospects of they want to secure higher managerial posts. In fact, the ONGC has good provisions to support the career prospects of its employees if they wish to pursue higher education. At the higher end of the ladder, nomination into working executive committees or advisory committees would be vested with considerable discretionary powers and also sees direct interactions with the ministries concerned.

Pay scale structure of ONGC

The following table lists the pay scale structure of different categories of employees of the ONGC. Beside it the regular remuneration the ONGC introduces some attractive incentives for the employees.

  1. Residential quarters, including facilities like schools and recreation centres.
  2. Medical insurance and facilities availed to employees.
  3. Provident fund and post retirement benefits.
  4. A provision to swap certain portion of income earned for owning shares and stocks in the company. The employees are allotted certain preferential shares when the company makes any IPO or FOP offers thus, it is highly beneficial to be shareholders of the company.

Executive Grade                                           Pay band

E9                                                                62000-3%-80000

E8                                                                51300-3%-73000

E7                                                               ——–

E6                                                                ——–

E5                                                                43200-3%-66000

E4                                                                36600-3%-62000

E3                                                                32900-3%-58000

E2                                                                24900-3%-50500

E1                                                                20600-3%-46500

E0                                                               12600-3%-32500

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