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As per provisions ofDPE Guidelines for Performance Related Pay, Competent Authority has approved the Scheme for Performance Related Pay for Board level & below Board level Executives for implementation w.e.f. FY 2007·08 as enclosed. The existing Performance Linked Incentive Scheme (Monthly & Annual) shall be replaced by Performance Related Pay Scheme for Board level & below Board level Executives w.e.f.01.04.2007

This issues with the approval of the competent authority.

~ 1:~::\ Al 1~

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<.mt.3fR. Fhe;cwt» [Link] (mO ~O )

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Heads of Regions : NRTS-I/NRTS-II/ERTS-I/ERTS-II/NERTS/SRTS-I/SRTS-IIIWRTS-II WRTS-II

Heads of RLDCs : NRLDC/ERlDC/NERLDCISRLDCNVRlDC

Heads of HR/Fin : NRTS-I/NRTS-II/ERTS-lIERTS-II/NERTS/SRTS-I/SRTS-IIIWRTS-II WRTS-II/NRLDClERLDCIN ERLDC/SRlDCIWRlDC

ED : HR-IR&Rectt![Link]/[Link]/CommerciaVOS/SO/CS&MM/SEF,CE&ITI

HVDC&QA&I/LAW/BDD&PI/R&DIT elecom/DMS GM I/C(LD&C)

GM : Engg-S/S& TUIB&ESMD1HR-DMS/CMG-Sh .AJ/Sh. RKM/GM(HRD) AGM(HR-Estt&App)/DGM(HR-Admn)

Company Secretary

STA/ES/PS to CMD/Dir(Fin)/Dir(Pers)/Dir(Oprn)/Dir(Proj)/CVO

SCHEME FOR PERFORMANCE RELATED PAY

1.0 Title

The scheme shall be called "Scheme for Performance Related Pay".

2.0 Objective

2.1 Promoting motivation, morale and team spirit among the employees to achieve the goals of the organization.

2.2 Inculcating performance oriented culture across the organization

2.3 Encouraging high level performance by employees linking their performance to pay.

2.4 Motivating employees for maximizing MoV score of the organization and achieving the targets set in MoU

3.0 Factors for Performance Related Pay

Following are the factors for Performance Related pay:

3.1 Rating of Memorandum of Understanding (MoU) entered between POWERGRID and Ministry of Power for the corresponding year: MoD is a performance measuring tool containing no. of performance parameters including weightages assigned to each parameter.

3.2 Profitability of the Company during the corresponding year.

3.3 Incremental profit of the Corporation i.e. increases in profit in comparison to previous year.

3.4 Performance of the Individuals in achievements of the company Targets.

4.0 Scope and Coverage

The improved performance is a result of collective contribution therefore Performance Related PayNariable Pay Scheme is designed covering CMD, Directors and all levels of Executives who are directly and indirectly contributing to the performance of the business.

The Scheme shall be applicable to.-

CMD, Directors, all Executives who are on regular rolls of the Corporation and on fixed tenure basis excluding Trainees, Apprentice, executives on deputation from POWERGRID to other organizations and retired executives on contract unless otherwise specified in their terms and conditions.

5.0 Features of the Scheme

5.1 The PRP has been directly linked to the MoU rating, Profits of the Organization, achievements of the targets and individual performance of the executives. The percentage ceiling of PRP for different levels of Executives expressed as percentage of Basic pay are indicated below:

Grade PRP Percentage of Basic
Pay (l~p)
CMD 200
Director ISO
E-9 to E7 70
E-6 & E-5 60
E-4 & E-3 50
E2A to E-I 40 Basic pay means actual "Basic Pay+ Special pay + Stagnation increment".

5.2 The PRP shall be based on physical and financial performance and will come out of profits of the organization. 60% of the PRP shall be given with the ceiling of 3% of Profit before Tax (PST) and 40% of PRP shall come from 10% of incremental profit. Incremental profit shall mean the increase in profit as compared to previous year's profit. The total PRP, however, shall be limited to 5% of the year's PBT, which shall be for Executives as well as non unionized Supervisors. The Scheme for PRP shall begin from the financial year 2007-08. As per DPE guidelines there shall be no incremental profit for the year 2007 -08 as it will be the first year of introduction of Scheme for PRP. The amount available for PRP for above shall be 3% ofPBT of 2007-08. For the purpose of calculating the incremental profit, the starting year would be 2007-08. The portion of PRP for Variable Pay component coming from incremental profit shall be payable w.e.f 2009-10.

6.0 PRP will be based on

1) Company performance trv10U rating (Mo) II) Performance of the Group (Pg)

III) Individual performance (Pi)

6.1 CODlpany PerformancelMoUratiug (Mo)

The PRP shall be payable on the eligibility levels depending on the achievement of Memorandum of Understanding (MoU) rating. Different eligibility of PRP in percentage against different MoV rating is given hereunder:

MoURating Eligibility of PRP Mo
Excellent 100% l.0
Very Good 80% 0.8
Good 60% 0.6
Fair 40% 0.4
Poor -NiI- 0.0 2

6.2 Performance of the Group (Pg)

Performance of the Group (Pg) shall be based on following components

a) O&M of Transmission System

b) Construction of Transmission System

a) Telecom function

b) Consultancy assignments

6.2.1 Performance in O&M of Transmission System

Once the Transmission Lines, lCTs and bays / Sub-stations declared under commercial operation, the same will deemed to be under Operation and Maintenance after six months of declaration under Commercial operation for the purpose of O&M perform ance calcu lation.

The objective of Operation and Maintenance parameter is to maximize availability of Transmission Lines and associated Sub-stations to transfer the power with reliability as well as economy wh i Ie taking Care of safety aspect also. Hence, weightages have been given to the three components ofO&M while calculating the O&M performance. O&M Performance shall depend on achievement in the following components with given weightages.

Component

Maximum points

i) Availability

85

ii) Outage per line

10

iii) Number of fatal accidents during O&M

05

IV) Performance points table for O&M ofTS

Based on actual performance in each of three parameters, the points under O&M performance shall be calculated based on the performance tables of the respective parameter as placed in Annexure-I. The points under the components of each of the three factors shall be added to get total points under O&M performance.

v) Availability and Outage/Line shall be calculated in the same manner as calculated for the purpose of computation ofMOU targets.

vi) Corporate OS Department shall calculate quarterly availability and outage per line figures on Regional basis and forward the same to Corporate HR. Region-wise data of fatal accidents shall be forwarded by Corporate as on annual basis.

3

6.2.2 Performance in construction of Transmission SYstem

The objective of construction parameter is to speed up construction activities of Transmission System.

Factors for measurement of achievement and percentage weightage :

[Link]

i)

Transmission Line construction

a) Foundation (nos.)

b) Tower erection (nos.)

c) Stringing (Ckt Kms)

50% (20%) (40%) (40%)

ii) Substation 1 Switching station construction 30%

a) Switchyard foundation (nos.)

b) Switchyard Structure erection (nos.)

c) Switch yard equipment erection (nos.)

d) Cable Laying (%)

e) Transformer/Shunt Reactor (FoundationlErection in nos.)

iii) Direct Capital Outlay utilization (in Rupees)

15%

iv) Number of fatal accidents during construction

05%

v) Percentage achievement for each activity from i) to iii) shall be calculated as ratio of actual achievement and scheduled target. For Safety factor 'zero fatal accident', achievement shall be taken as 5/5, for one fatal accident it shall be 4/5, for two it shall be 2/5 and above two fatal accidents it shall be taken as 0/5). Construction implementation schedule finalized by CMG with the approval of CMD shall form the basis for measuring the percentage achievement. In case one of the above construction activities is not being undertaken by some Region, the weightage of that activity will be equally distributed among other construction activities. Achievement for safety factor shall be taken separately.

vi) Overall Transmission Line construction percentage achievement = 20% of achievement of factor j(a) + 40% of achievement of factor i(b) + 40 % of achievement of factor iCc)

vii) Overall construction percentage achievement = 50% of achievement of factor (i) + 30% of average achievement of factor (ii) + 15 % of achievement of factor (iii) + 05% of achievement of factor (iv)

viii) Performance points table·for Construction ofTS

Percentage achievement shall be worked out Region-wise on Financial year basis once in a year. The points under Construction performance shall be calculated based on performance table wherein Points are related with % achievement as given in Annexure- 11.

ix) CMG Department will calculate % achievement Region-wise and forward the same to Corporate HR Department, duly approved by CMD.

4

6.2.3 P·erformance in Telecom function

The objective of Telecom performance parameter is to maximize availability of telecorn backbone network, development of telecom business and revenue realization. Hence, weightages have been given to the foUowing components while calculating telecom performance:

Component

Maximum points

i)

Availability of Backbone network

50

ii)

EBDIT A achievement

30

iii)

Revenue realization

20

Based. on actual performance in each of these parameters, the points under Telecom Performance shall be calculated.

iv) Performance points table for Availability of Backbone network, EBDIT A achievement and Revenue Realisation

Availability performance points, BBDITA achievement points and Revenue Realisation performance points shall be calculated based on the performance table placed in Annexure-Ill. A committee of ED(Telecom), ED(CP) and ED(Finarice) shall fix annual and quarterly targets for EBDITA with the approval ofCMD at the start of the year.

vi) The points under the components of each of the factors shall be added to get total points under Telecom Performance.

vii) Corporate Telecom Department shall forward to Corporate HR the annual and quarterly EBDIT A target finalized by the committee mentioned above with the approval of CMD at the start of the year. Corporate Telecom shall also calculate organization wide quarterly Availability of Backbone Network, Revenue realisation and EBDlT A and forward the same to Corporate HR Department at the end of each quarter. Annual data for these parameters shall be forwarded with the approval of CMD. Telecom Performance is applicable to all the employees working under Telecom function irrespective of their places of posting I Regions I locations including Corporate Telecom Department.

6.2.4 Consultancy performance

The objective of consultancy performance parameter is to maximize the revenue earned from Consultancy assignments.

Based on percentage achievement of MoD target in terms of revenue earned under consultancy assignments, the points shall be calculated based on the performance table as placed in Annexure-IV.

Corporate Finance Department shall forward the actual revenue from consultancy assignments and Corporate Planning Department shall forward target revenue of a particular year to Corporate HR Department-with the approval ofCMD.

5

6.2.5 In case Transmission Construction activity is not being undertaken in some Regions, the weightage for construction shall be calculated based on the performance of Transmission O&M activity since both are part. of Transmission System function. Telecom being a separate activity and being calculated on the data of all India basis hence it shall remain same for all the Regions. In case there is no consultancy assignment during the year, the weightage for consultancy performance shall be removed from the Group performance. MoU targets/data in the scheme refers to internal MoU wherever available and MoU with Ministry wherever internal MoUis not available.

6.2.6 For the purpose of calculation of Group performance, all employees of the organization are divided into following sets :-

Set-I All the employees posted in CC and RHQs. The employees ofRTSs posted in DMS / Inspection / Liaison Offices and those who are not covered specifically either in Set-2 or Set-S or Set A.

Sct-2 All the employees including common staff of Area Offices (Sub-Stations and Lines) and RLDCs which are under O&M stage.

Set-S All the employees including common staff posted in Construction Offices (Sub-Stations and Lines) and RLDCs which are, under Construction stage.

Sct-4 All the employees including common staff posted in Telecom business including Corporate Telecom Department.

6.2.7 Set-wise points table for Group performance

Set Group Performance parameters Eligible
points
a) Construction performance 70%
Set -1 b) O&M performance 70%
c) Telecom performance 20%
d) Consultancy performance 20%
a) Construction performance 75%
Set~2 b) O&M performance 75%
c) Telecom performance 25%
d) Consultancy performance 25%
a) Construction performance 75%
Set ~3 b) O&M performance 75%
c) Telecom performance 25%
d) Consultancy performance 25%
a) Construction performance 50%
Set-4 b) O&M performance 50%
c) Telecom performance 75%
d) Consultancy performance 25% 6.2.8 Performance of the Group (Pg) shall be calculated as follows:

Pg = Pxy Pz

where

Pg = Performance of the Group (Pg<= 1)

Pxy = Performance points of Set x (Set- l/Set,.2/Set-3/SetM4) of Region y (like NRTS-I, SRTS-ll, NERTS,etc:)

Pz = Maximum performance points ofSet-2/Set-3/Set-4

6

6.2.9 Personnel posted in RLDCs

The performance of the Group of Executives posted in NRLDC, SRLDC, ERLDC and WRLDC shall be calculated on average of Group performance (Pg) of NRTS-I & NRTS-II, SHTS-J & SRTS-lI, ERTS-I & ERTS-Il and WRTS~I & WRTS-II respectively. For NERLDC performance of NERTS shall be taken as basis. In case of further re-organization of Regions, similar principle shall be applicable for concerned RLDCs. For Corporate System Operation Department and NLDC, average ofPg of all the Regions shall be considered. When POSOCO becomes operational the PRP/lncentive Scheme in respect of employees of POSOCO is to be reviewed by both the holding Company POWERGRJD and the subsidiary Company POSOCO.

6.2.10 Corporate Personnel

Group performance points for eligible employees posted at Corporate Centre shall be calculated by taking average of Group performance points of Set-I of all the Regions except Corporate Telecom where calculation shall correspond to Set -4.

6.2.11 In case employees are doing the job of mote than one Set, they may be considered for Group performance in the Set where their involvement is maximum. Head of the Region may decide such cases.

6.3 KRAJ AAR Rating of Individuals

6.3.1 KRA score of performance rating shall come from the Performance Management System (PMS) and shall be converted to Score of 100 as given below:

SN KRA Score Individual
(Max Marks-IOO) Performance rating
(Pi)
1 100.00 to 80.00 1.00
2 79.99 to 60 .. 00 0.95
3 59.99 to 50.00 0.80
4 49.99 to 40.00 0.45
5 Below 40.00 0,0 Company Performance shall be taken as Performance rating of eMD and Directors

6.3.2 Wherever KRA scores as mentioned above are not available, instead, AAR ratings in the form of Outstanding, Very Good, Good, Satisfactory and Unsatisfactory are available, following criterion shaJi be followed:

SN AARRating Individual
Performance rating
(Pi)
1 Outstanding 1.00
2 Very Good 0.95
3 Good 0.80
4 Satisfactory 0.45
5 Unsatisfactory 0.00 7

7.0 Methodology of calculation & Quantum ofPRP Payment

7.1 The PRP shall be worked out based on following formula for all levels of executives :

F

I ~

I I' PRP

ormu a or ca ell 'atm!!
1= (O.80xMo+O.15xPg+O.05xPi} x P~ x (60xR60+40xR40)
100
I = Percentage of Basic pay ofan Individual (rounded off to two digits)
Mo = MoV rating of the Organization (1.0 for Excellent. /
0.8 for Very Good / 0.6 for Good / 0.4 for Fair / 0 for Poor)
Pg = Group performance (as mentioned at [Link]. 6.2)
Pi = Individual performance (as mentioned at [Link]. 6.3)
Pp = PRP percentage of the grade of the individual (as mentioned at [Link]. 5.1)
R60= Share ofPBT from current year's Qrofit available for PRP <=1
Amount required for 60% component of PRP (current vear component)
R40= Share ofPBT available from incremental 12rofit for PRP <=1
Amount required for 40% component of PRP (incremental component)
(R60 and R40 to be taken as mentioned at 5.2. Procedure for calculation given at 7.2) 7.2 Calculation ofR60 and R40

7.2.1 Calculation of R60

R60 = Share ofPBT from current year's profit available for PRP / Amount required for current year PRP «=1)

Amount Required

• PRP amount of each individual is calculated taking maximum entitled percentage of PRP of each level defined by DPE on the actual performance of Company, Group and Individual.

• Total PRP amount required is calculated for all the Executives and Supervisors by adding individual's PRP amount

• This total PRP amount is divided in the proportion of 60% and 40%

• 60% portion of total PRP amount is taken as 'Amount required for 60% component of PRP (current year component)'

Amount avaiJable

.• 03% of current year's PST is taken as 'Share of PBT from current year's profit available for PRP'

lllustration

• Total amount required for the year: 118 Cr.

• 60% portion of total amount required out of the above: 71 Cr.

• 3% of current year's PST available for the year: 66.86 Cr.

• R60= 3% of current year's PBT available / 60% portion of the total amount required = 66.86/71 = 0.942

8

7.2.2 Calculation of R40

R40 = Share ofPBT available from incremental profit for PRP / Amount required for incremental PRP «=1)

Amount Required

• Total PRP amount is calculated as mentioned above at 7.2.1

• 40% portion of total PRP amount is taken a..<; 'Amount required for 40% component ofPRP (incremental component)'

Amount available

• 10% of incremental PBT is calculated

• Total amount available needs to be restricted to 5% ofPBT of current year, hence in case 10% of incremental PBT is more than 2% of PBT of current year then the amount whichever is less (I 0% of incremental PST or 2% of current year's PBT) is taken as 'Share ofPBT available from incremental profit for PRP'

III ustration

• Total amount required for the year: 118 Cr.

• 40% of amount required out of the above: 47 Cr.

• 10% of incremental PBT available for the year: 50 Cr

• 02% of current year's PBT : 44.6 Cr

• R40= 10% of incremental PBT available or 02% of current year's PBT (whichever is less) /40% portion of the total amount required= 44.6/47 = 0.94

7.3 "Profit Before Tax" for the purpose of calculation is "Profit Before Tax" and "incentive" charged to Profit & Loss Account, if any.

7.4 Performance Related Pay shall be paid on the pay scales revised w.e.f. 01.01.2007 and the scheme shall be implemented w.e.f. 2007-08.

8.0 Procedure

8.1 MoU rating of the organization of corresponding year shall be provided by the Corporate Planning Department.

8.2 Corporate HR-AppraisaI Group shall provide level wise KRAJ AAR Score I Rating of the individuals (all Executives and all non-unionized Supervisors) of corresponding year.

8.3 'Annual Basic pay' of individuals (all Executives and all non-unionized Supervisors), 'Profit before Tax' of Corresponding and previous year shall be provided by Corporate Finance department.

8.4 Data for Group performance shall be provided by respective departments as mentioned above in the Group Performance part ([Link].6.2).

8.5 Corporate HR-Industrial Engineering Group shall compile all the aforementioned Data and calculate the PRP in the form of percentage of Basic Pay of individuals (all Executives) and the same shall be forwarded to Corporate-Finance department for payment after approval of the Competent Authority.

8.6 The payment through this Scheme shall be made quarterly on the basis of data of previous quarter, wherever available, and on the basis of assumption wherever annual data is required after taking approval of competent authority. Final adjustments shall be made after receipt of final data of the year for each function/parameter.

9

8.7 Total performance related payments in a financial year shall be limited to ceillng specified by DPE from time to time. Presently limit /ceilingofPRP prescribed by DPE is defined vide their OM No.2(70)/08-DPE(WC) dated 26th November, 2008.

9.0 General Conditions for PRP

9.1 The period of Training in India / Abroad for not more than six weeks continuously shall be counted for the purpose of PRP. In case the Training period is more than six weeks continuously, then employees shall be eligible for PRP on pro-rata basis.

9.2 Employees sponsored to full time courses such as PGDBM, [Link]., etc. shall be paid PRP on the basis of Company performance only. No PRP on the basis of Group and Individual performance shall be payable in such cases.

9.3 The PRPshall not be paid for the period of leave without pay (L WP)/ Extra Ordinary leave (EOL)/ unauthorized absence. In case of unauthorized absence, PRP shall not be paid for that period even if it is regularized after 30 days of unauthorized absence.

9.4 In case of resignation or lien, PRP amount of corresponding year already paid shall be recovered from the employees who have resigned or left retaining lien with POWERGRID, during the year and shall be paid proportionately for the period worked in the organization during that year on finalization of PRP of corresponding year. In case of superannuation and death, final payment of PRP shall be made on final ad j u stment of that year. However, recoveries, if any, shall not be made in death cases.

9.5 The payment of PRP to the executives who are suspended pending enquiry shall be withheld till conclusion of enquiry. The period of suspension shall not be counted for the calculation ofPRP unless exonerated after conclusion ofdisciplinary proceedings.

9.6 The amount of PRP shall neither be termed as pay nor allowance, nor wages.

Accordingly, this amount shall not count for any service benefits i.e. computation of House Rent Allowance, Compensatory Allowance, cash compensation, encashrnent of leave, pay fixation, Provident Fund, Pension or Gratuity etc.

9.7 The figures of achievement and other records as maintained by the management shall be final and binding based on the experience of running the scheme.

9.8 The scheme may be reviewed, if required, and the management reserves the right to revise formula, eligibility criterion, payment criterion, methodology, assumptions, etc. appearing in the scheme, as appropriate.

9.9 The power to modify procedural aspects of the components of the scheme vests with the CMD and the decisions given by CMD in this regard will be final and binding.

9.10 In case of any ambiguity in defining and explaining the provisions of the scheme, the matter shall be referred to Corporate Centre.

9.11 The management reserves the right of withdrawing the Scheme for Performance Related Payments for reasons beyond its control.

***************

10

Annexure·1

O&M linked Performance Table

[Link]
Availabilitv Outaze accidents
No. of
[Link] fatal
Ava ila bility Trippmgs/ accidents/
(%) Points TL (Qtriy) Points year Points
95.0 0.000 4 & above OlIO 3 & above 0
95.1 2.125 ,I 3.9 0.25 2 2
95.2 4.250 3.8 0.50 1 4
95.3 6.375 3.7 0.75 0 5
95.4 8.500 3.6 1.00
95.5 10.625 3.5 1.25
95.6 12.750 3,4 1.50
95.7 14.875 33 1.75
95.8 17.000 3.2 2.00
95.9 19.125 3.1 2.25
96.0 21.250 3.0 2.50
96.1 23.375 2.9 2.75
96.2 25.500 2.8 3.00
96.3 27.625 2.7 3.25
96.4 29.750 2.6 3.50
96.5 31.875 2.5 3.75
96.6 34.000 2.4 4.00
96.7 36.125 2.3. 4.25
, 96.8 38.250 2.2 4.50
96.9 40.375 2.1 4.75
97.0 42.500 2.0 5.00
97.1 44.625 1.9 5.30
97.2 46.750 1.8 5.60
97.3 48.875 1.7 5.90
97,4 51.000 1.6 6.20
97.5 53.125 1.5- 6.50
97.6 55.250 1.4 6.80
97.7 57.375 1 " 7.10
.,)
97.8 59.500 1.2 7,40
97.9 61.625 1.1 7.70
98.0 63.750 1.0 8.00
98.1 65.875 0.9 8,40
98.2 68.000 0.8 8.80
98.3 70.125 0.7 9.20
98.4 72.250 0.6 9.60
98.5 74.375 0.5 10.00
98.6 76.500
98.7 78.625
98.8 80.750
98.9 82.875
99.0 85.000 Note: Points for the achievement ill between the aforementioned performance shall be calculated on pro-rata basis.

Annexure-II

Con strueti:on Perform anee Table

Const Perf~rmaoee(';/o) Points
50 0.000
51 2.000
52 4.000
53 6_000
54 8000
55 10.000
56 12.000
57 14.000
58 16.000
59 18.000
60 20.000
61 22.000
62 24.000
63 26.000
64 28.000
65- 30.000
66 32_000
67 34.000
68 36.000
69 38.000
70 40.000
71 42.000
72 44.000
73 46.000
74 48.000
75 50.000
76 52.000
77 54.000
78 5-6.000
79 58.000
80 60.000
81 62.000
82 64.000
83 66.000
84 68.000
8S 70.000
86 72.000
87 74.000
88 76.000
89 78.000
90 [Link]
91 82.000
92 84.000
93 86.000
94 88.000
95- 90_000
96 92.000
97 94.000
98 96.000
99 98.000
100 or above 100.000 Note : Points for the achievement m between the aforementioned performance shall be calculated on pro-rata basis.

12

Annexure-III

Telecom Availability Performance Table

Availability Points
%
99,40. 0..0.0.
99,45 5.0.0.
99.50. 10..0.0.
99.55. 15.0.0.
99.60. 20..0.0.
99.65 25.0.0.
99.70. 30..0.0.
99.75 35.0.0.
99.80. 40..0.0.
99 . .85 45.0.0.
99.90 or above 50.00 Telecom EBDITA achievement Table

%EBDITA
achievement Points
80 00
82 0.3
84 06
86 09
88 12
90 15
92 18
94 21
96 24
98 27
100 'I 30 Note : Points for theaehievement in between the aforementioned performance shall be calculated on pro-rata basis.

13

Telecom Revenue Realisation Performanc·e. Table

% Revenue
realization (qtrly) Points
75.0 0
77.5 2
80.0 4
82.5 6
85.0 8
87.5 10
90.0 12
92.5 14
95.0 16
97.5 18
100.0 20 Note : Points for the achievement in between the aforementioned performance shall be calculated on pro-rata basis.

14

Annexure-IV

Consultancy Performance Table

% Achievement
of Consultancy
targets as per Points
MoU in terms of
Revenue
50% 0.0
60% 20
70% 40
80% 60
90% 80
100% or above 100 Note: Points for the achievement in between the aforementioned performance shall be calculated on pro-rata basis.

***************

15