Equitable Salary Structure for Power and Energy Sectors

The demand for equitable salary and fringe benefits is gathering momentum as companies of the energy sector are getting a pay structure which is well below that of the power sector companies. The consequent frustration among the employees is affecting the energy companies. The Ministry of Power, Energy and Mineral Resources had advised the Petrobangla companies to introduce a pay scale which would be similar to the power sector companies. We have learned through discussions with senior officials of EMRD that they also have a positive attitude about it. Companies of Petrobangla are registered under the companies act. Their boards of directors are mandated for taking such decisions. They can adopt this very easily as most of the boards have major representations from the Energy and Mineral Resources Division (EMRD). The delays have made adverse impacts on the performances of Petrobangla companies as a serious primary fuel supply crisis has emerged and in the wake of world fuel market volatility, uncertainties of long term energy security would frustrate the government vision for growing as a mid-income country and developed economy. For the greater national interest, required actions must be taken as soon as possible to introduce a salary structure for the energy sector companies similar to that of the power sector.

Since the emergence of Bangladesh, the power and energy sectors of Bangladesh working hand in hand have contributed commendably for the economic growth and development of Bangladesh. The energy sector explored, discovered and developed natural resources, supplied primary fuel for power generation and industries, and the power sector utilizing the primary fuel supplied by energy sector generated power. Until the mid-1990s the two sectors complemented and supplemented each other. They were under one division under the MoPEMR. After 1998, considering the massive development of the sector, two divisions – Power Division and EMRD were created. Till 2000, the two sectors have been competing fairly with each other amid complementarities. During 1996-2001, The power and energy sectors recovered tremendously from the evil impacts of a huge theft and pilferages, system losses and black outs. Things started getting rosy. But from 2001-06 all the gains were reversed. From 2009 things started getting better again. While the power sector proceeded smoothly, the energy sector failed to keep pace with it.

Comparison of Pay Structure

Changes in Salary Structure of NWPGCL

The employees would get festival bonus and other usual benefits. The employers on roster duties would get usual shift allowances and overtime. There are no reasons for competent and performing employees to lose jobs as rumors spread around by some quarters.

It has been noticed that the power sector from 2009 to 2021 has made tremendous strides as the officials of all power sector companies on two steps once in 2013 and then from 2016 have been provided with the market’s higher salary structures. Power generation capacity has been increased by almost 5 times from the level of 2009. The entire nation has been brought under the coverage of power supply grid and off grid. The quality of power supply is also growing better and better. The power sector can attract talented fresh young professionals and retain their services. On the other hand, the performance of Petrobangla companies failed matching with the power companies. Coal mining is growing uncertain, gas production from proven reserves is fast depleting. Not much has been achieved in exploration for new gas resources as exploration campaigns from both onshore and offshore prospects remained well below minimum threshold requirements. Fresh graduates recruited in different Petrobangla companies leave jobs after a few years of recruitment for better opportunities in equivalent positions creating a huge brain drain.

There is no reason why, being officials working under the same ministry, Petrobangla companies cannot ensure a similar pay scale for their employees. It has been gathered that a minority section of the employees, mostly the senior officials and some members of the staff, are apprehensive that they may lose pension benefits and others. It is alleged that they are not taking the initiative. But with almost 90% of the employees very keen to get the benefits as soon as possible, the ministry must set a time frame within which Petrobangla companies must introduce similar pay scales now in practice in the power companies. Otherwise in the business as usual process, Petrobangla management would continue dilly-dallying and performances of Petrobangla companies would remain abysmal. Companies cannot attract and retain quality new executives and the government would struggle in finding quality professionals for the technically-sensitive energy sector.