Are we compatible to work together?

Intent of public good: BT is a registered Trust and a non-profit. This registration implies that we will work with intent to maximize our contributions to public good in the field of mental health and advocacy. Our work means more than just a job to us. People with genuine public service intent are welcome to join us.

Freedoms: As an NGO, we realize that our role in society is to provide learning spaces to address mental health needs, particularly in urban areas. We have taken up challenging projects, and experimented. BT is for people who are not only passionate, but also studious about mental health, who want to innovate in this field with self discipline, perseverance, and who want to excel in their work.

Containment: We enjoy working with people who have a ‘live and let live’ philosophy, who give to the world and its people, as well as those who have an everyday practice of peace and well being.

What is the function of BT administration?

  • The function of administration is primarily to provide support to the Trust, and its objects, including taxation, legal compliances, maintaining admin systems, salaries and benefits, vendor contracts, purchase, leave and license contracts, stocks, etc. Since statutory requirements change from time to time, our systems are also changed from time to time to comply with extant legal expectations.
  • Organizational support for programs [photocopying, printing, travel, events organizing, etc.], office maintenance, computer maintenance, day to day project procurements, communications, etc. are managed by project staff. Staff on projects is also responsible for managing the budgets and spending on that project, other than various administrative obligations.

What are Bapu Contracts?

All appointments are contractual. All contracts are made by the Director on behalf of the Bapu Trust. A new recruit will receive a service contract letter after the probation period, stating clearly the obligations of staff in the program under which recruitment was made, designation, tenure, remuneration, role definition, job function, leaves, specific expectations if any, and the notice period. Project contracts are dependent on project availability, resource allocation, duration, and may vary from time to time. After a year of work, if extension is considered, evaluation will be conducted and an appraisal letter will also be given. Increments are based on project duration and project budgets, in any case not before 18 months of full time work in BT.

What is a Probation interview?

All new recruits on a one year contract or more will be on probation for 2 months. During the probation period and at its end, the project director, or any one else delegated by her, will share feedback, so that there are opportunities for mutual feedback and growth. At the end of probation period and successful interview, the service contract will be confirmed, and contract letter given. There is no notice period linked with probation, as probation period itself serves as the notice period. Confirmation of work contracts after the probation period will be done by the Director on behalf of the Trust. We may extend probation period depending on outcomes of probation interview.

What are the office timings ?

Projects have to deliver. Teams have to work in co operation to achieve this. That is the bottomline. Work practices may be custom built on project basis and to increase team effectiveness. This is at the discretion and initiative of the Project Director. Establishing routine work practices for the team is the responsibility of the team and project leaders and seniors on the project.

The working hours are from 10.00 AM to 6.00 PM including half an hour lunch break from Monday to Saturday. The 2nd and 4th Saturdays of every month are non-working days.

  • There are no ‘flexi time’ contracts. Full time staff is expected to report to office for work.
  • For people with disabilities, such contracts will be considered.
  • Part time contracts, assignments, consultations, fellowships, internships, and volunteering may be considered as other valuable contributions that people can make, other than full time contracts.

What is yearly evaluation?

The work of all contracted employees will be evaluated every year on the basis of performance. Performance review will include self growth, self care, work practices, systems accountability, commitment to mental health work, outcomes, team work, personal initiative and skills built. Evaluation is a sacrosanct process and prejudicing it in any way is considered improper.


The organization pays a monthly gross salary on the basis of categories, availability of project resources, and based on experience.

How many Public Holidays in a year?

There are 17 public holidays in a year.

  • January (2) – Makar Sankranti, Republic Day
  • February (1) – Mahashivratri
  • March – (2) Holi, Gudi Padwa
  • April – (1) Good Friday
  • May – (1) Labour day
  • August – (1) Independence day
  • September – (3) Id, Ganesh Chaturti and Visarjan
  • October – (3) Id, Gandhi Jayanti, Dusshera
  • November – (2) Diwali
  • December – (1) Christmas

Professional development:

Self development an important aspect of work at the center. All staff must utilize opportunities for learning and professional development during their tenure by submitting a plan of content as well as cost to the Project Director. Approval is subject to these main factors 1) that assigned work is not jeopardized 2) feasibility of scope of assistance 3) link with project and organizational work. Partial subsidy may be considered if work is directly related to assigned work of staff.

Use of Library:

We have an excellent collection of books, movies and other resources. Staff has to pay a refundable deposit of 500/- INR and also an annual fee of 500/- to borrow books. It is usual to budget for the annual fee in project budgets. Our books have been collected with great care and patience, and we hope that all readers will treat them with respect.

Code of conduct:

We expect staff to maintain professionalism in their work practices, peer and public interactions. We have instantly sacked staff for malicious gossip and bullying, which we consider as a kind of moral corruption and violence. We have zero tolerance for aggression. We encourage peace practice among staff. We even support people to attend programs that will help develop their composure and free thinking spirit.

Other than these, we have various rules about leave, travel, reimbursement of expenses, etc. You may write us at camhpune@gmail.com with further inquiries.

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