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?We are on time in 95% of cases?

Public Enterprises Selection Board, which is mandated to work as the government head-hunter for top positions in central public sector enterprises, is always on its toes.

Public Enterprises Selection Board (PESB), which is mandated to work as the government head-hunter for top positions in central public sector enterprises, is always on its toes. The agency has the responsibility to ensure selection of candidates in time so that regular and unforeseen vacancies for top management positions in any of the 240 or so CPSEs are filled without delay. What further complicates matters for the PESB is that it is just a cog in the wheel and not the final authority on the appointment of CPSE officials. There is always the risk that the head-hunter?s recommendation may be spiked by bodies like the Central Vigilance Commission, or the administrative ministry or the Cabinet Committee on Appointment, and things come back to square one, forcing the PESB to start the search process from scratch. Besides, the agency is also mandated to evaluate CPSEs? eligibility for special status like Navratna and Maharatna. The agency has to make do with a skeletal staff of less than a dozen. In an interview with FE?s Noor Mohammad, chairman Atul Chaturvedi discusses the PESB?s functioning and agenda. Excerpts:

Why we have so many top-level vacancies at CPSEs?

We try to provide the best people to the CPSEs. Many a time we succeed in that. But when the response is not satisfactory, we go into the search mode and relax selection criteria. When this method also does not work, we suggest taking people on deputation. For regular vacancies, we initiate the process of selection of candidates one year in advance. Our endeavour is to select and recommend candidate six months prior to the occurrence of vacancies so that a candidate gets notified in time. For unforeseen vacancies, we try to select candidates in three months from the day the vacancy arises. We are on time in over 95% cases. We do this without taking any people on deputation from the PSUs. We work only with in-house personnel.

Does the PESB have any plan to expand its role?

Yes, we want to work on succession planning of major CPSEs. But for that we need to keep a data base of senior and middle level officials. We have secured sanction for recruiting the requisite staff. Appointment is under way. We will start work when new recruits join.

Do you think the CPSEs need to give more decision-making powers to their managers?

PSUs are competing with private companies. They need to be empowered. But the PSEs need to increase the knowledge base of their middle-level managers. The manager should know the industry and competition and understand the legal and regulatory frameworks and macro-economic indicators. They should also understand the relationship between various departments of the company, that is, finance, marketing, HR. We want the PSUs to conduct an intensive exposure programme to broaden the knowledge base of their middle level officials.

There are many CPSEs which continue to remain in schedule ?A? despite a drastic deterioration in their performance. What do you think about that?

Yes, there are guidelines for promoting CPSEs from a lower schedule to a higher schedule. But no such parameters are in place for downgrading a PSU?s schedule. We have written to the department of public enterprises for formulation of verifiable parameters. The DPE has agreed to our request.

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First published on: 17-12-2012 at 03:34 IST
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