PPR Rule 96 — Experience Requirements (Works) Explained

PPR Rule 96 establishes mandatory experience and qualification standards for key personnel in works contracts. Understanding these requirements is essential for bidders to avoid disqualification and demonstrate genuine project delivery capacity.

What Is PPR Rule 96?

Rule 96 prescribes the experience requirements for key personnel proposed by the bidder in works contracts. The rule ensures that procuring entities can verify the technical competence and availability of the individuals who will directly manage and execute project work. This requirement applies across most works contracts and forms a critical part of bid evaluation under the PPR 2008 framework.

The rule operates on the principle that personnel qualifications and experience must be substantiated through documented evidence. Bidders cannot make unverified claims about their team's capabilities; instead, they must provide detailed CVs that allow the procuring entity to assess whether nominated personnel meet the contract's technical demands.

Key Personnel Requirements Under Rule 96

For most works contracts, the procuring entity requires nominated CVs for four core positions:

• Project Manager — responsible for overall project coordination and delivery
• Site Engineer — manages day-to-day site operations and technical supervision
• Quality Control Engineer — ensures compliance with specifications and standards
• Named Technical Specialists — required for specialised works (e.g., structural engineering, electrical systems, or geotechnical expertise)

Each nominated individual must be identified by name and role in the bid submission. The procuring entity uses these nominations to assess whether the bidder has assembled a team capable of delivering the contract scope. Vague or generic personnel descriptions do not satisfy Rule 96 requirements.

CV Content and Documentation Standards

Each CV submitted under Rule 96 must demonstrate:

Educational Qualifications — Relevant degrees, diplomas, or certifications in engineering, construction management, or related disciplines. The procuring entity expects qualifications to align with the personnel's proposed role.

Professional Registration — Where applicable, evidence of membership in recognised professional bodies (e.g., IEB—Institution of Engineers, Bangladesh). Professional registration strengthens credibility and demonstrates adherence to ethical standards.

Years of Experience — The CV must clearly state the total years of experience in similar roles. The procuring entity compares this against the contract's complexity and scale to determine adequacy.

Projects of Comparable Scale — Specific examples of previous projects that demonstrate the individual's capability to handle the current contract. A Project Manager bidding for a large infrastructure project should have managed projects of similar magnitude and complexity.

CVs must be current, detailed, and verifiable. Generic or outdated CVs are grounds for rejection. The procuring entity may request supporting documents (certificates, reference letters, project completion reports) to validate claims.

Verification and Disqualification Procedures

Rule 96 grants the procuring entity authority to verify experience claims made in CVs. This verification may include:

• Contacting previous employers or clients listed in the CV
• Requesting certified copies of educational qualifications
• Reviewing project completion certificates or performance reports
• Cross-checking professional registration status with relevant bodies

If the procuring entity discovers misrepresentation—such as inflated experience, false qualifications, or non-existent projects—the bidder faces disqualification. Misrepresentation is treated as a serious breach of bid integrity and can result in bid rejection and potential debarment from future tenders.

Bidders must ensure all CV information is accurate and can withstand scrutiny. Exaggerating experience or listing projects in which the individual did not actually participate creates significant risk.

Personnel Substitution and Availability

Once a bid is accepted and the contract is awarded, the nominated personnel become contractually bound to the project. Rule 96 establishes two critical constraints:

No Substitution Without Consent — Personnel may not be substituted after award without prior written consent of the procuring entity. This prevents bidders from proposing experienced, qualified staff during bidding and then deploying less-qualified replacements during execution.

Bidder Responsibility for Availability — The bidder is responsible for ensuring that all nominated personnel remain available for the duration of the contract. If a key team member becomes unavailable (due to illness, other commitments, or departure), the bidder must notify the procuring entity immediately and seek written approval for a replacement.

This requirement protects the procuring entity's interests by locking in the quality and continuity of the delivery team. Bidders must confirm personnel availability before submitting bids and plan for contingencies.

Practical Implications for Bidders

To comply with Rule 96 and strengthen bid competitiveness:

1. Nominate Real, Available Personnel — Ensure all proposed staff are genuinely available and committed to the project for its full duration.

2. Prepare Comprehensive CVs — Include all relevant qualifications, certifications, and detailed project experience. Use a consistent CV format across all nominated personnel.

3. Match Personnel to Contract Requirements — Align the experience and expertise of nominated staff with the specific technical demands of the works contract. A mismatch signals weak bid preparation.

4. Obtain Supporting Documentation — Gather certificates, reference letters, and project completion documents before bid submission. Be ready to provide these if the procuring entity requests verification.

5. Plan for Contingencies — Identify backup personnel who could step in if a nominated individual becomes unavailable, and obtain their CVs in advance.

6. Understand Procuring Entity Expectations — Different procuring entities may have varying standards for experience. Review the tender document carefully to identify any entity-specific requirements.

For works contracts managed by entities such as LGED, RHD, or PWD, Rule 96 compliance is non-negotiable. These organisations routinely verify personnel credentials and disqualify bids with unsupported claims.

Relationship to Other PPR Rules

Rule 96 operates within a broader framework of bid evaluation and eligibility. It complements PPR Rule 95, which addresses general eligibility criteria, and PPR Rule 98, which covers bid evaluation procedures. Understanding how Rule 96 integrates with these related rules helps bidders prepare comprehensive, compliant submissions.

FAQ

Q: Can I submit a CV for a Project Manager who is not yet confirmed to work on the project?

A: No. Rule 96 requires that nominated personnel be genuinely available for the contract duration. Submitting a CV for someone who may not be available constitutes misrepresentation and risks disqualification. Confirm availability before bid submission.

Q: What happens if a nominated Site Engineer leaves the company after contract award?

A: The bidder must immediately notify the procuring entity and request written approval for a replacement. Rule 96 prohibits substitution without prior written consent. Proceeding without approval breaches the contract and may result in penalties.

Q: How far back should experience be documented in a CV?

A: CVs should cover the individual's entire relevant career, typically 10–20 years depending on seniority. Focus on projects and roles that demonstrate capability for the current contract. The procuring entity will assess whether the depth and recency of experience justify the proposed role.

Conclusion

PPR Rule 96 ensures that works contracts are delivered by genuinely qualified, available personnel. Bidders who invest in preparing detailed, accurate CVs and confirming personnel availability significantly strengthen their competitive position. Use TenderPulse to analyse tender documents and identify specific Rule 96 requirements for each opportunity, ensuring your bid meets procuring entity expectations from the outset.