Company HistoryThe Concept
Sokeo was envisioned as a concept in 2005 bringing together global resources to provide total solutions from concept to commissioning of power plants in India. It was founded with the mission of providing total Engineering, Procurement and Construction (EPC) services with state-of-the-art technology in Power Plant Engineering to the rapidly growing Energy sector in India. Sokeo is committed to Engineering excellence and superior customer service. In a span of 5 years, Sokeo has grown from providing services to small captive power plants to sub critical and super critical power plants in the Independent Power Plant(IPP) market segment.
A Single point solution for all Power Island Requirements
- Procurement of STG island, BTG island, GTG package and Balance of Plant equipment
- World class Design Engineering and Review Engineering services to achieve cost and performance optimization
- Erection and Commissioning services with partners with globally renowned companies to ensure quality and speed
- Cutting edge technology at competitive prices
- Growth from 66 MW in first year to 3000 MW total capacity
- M/s Armstrong Energy (P) Ltd. commissioned in 2008
- M/s Navabharat Ferro Alloys Ltd. commissioned in 2009
- M/s Chiripal Group of Industries Ltd. commissioned in 2008
Our Global Business Associates
Sokeo is an authorized representative of M/s. Nanjing Turbine & Electric Machinery (Group) Co. Ltd., for their Steam Turbine & Generator products, systems and services in India.
Sokeo has close business and technical interaction with premium design institutes in China for system integration and engineering of power block, providing BTG package to Indian customers, handling all issues related to design interface between various OEMs like NTC, Harbin etc.
Sokeo is an authorized representative of M/s. Jiangxi Jianlian International Engineering Company, Nanchang, China for their Steam Generator products, systems and services in India.
Sokeo has business relationships with Sargent & Lundy (S&L) of Chicago, USA, a world class Engineering firm with proven track record providing a variety of Engineering services such as Owners' Engineering, Design Engineering and Review Engineering services for power plants in the subcritical and supercritical space.
Sokeo has strategic tie-up with CNAICO, a trading arm of SINOMACH, focusing on power projects coming up in India. Sokeo has business association with M/s. Harbin for sourcing turbines and boilers in the range of 300 MW and above.
Sokeo has several other strategic MOU's with global players in the Power plant arena enabling us to blend various resources to provide the ideal, complete solution for our customers.
A story of growth, quality and customer service
Since its inception in 2005, Sokeo’s project portfolio has rapidly expanded in a short timeframe from a 6MW captive power plant to 1 x 660MW Supercritical IPP. Our role in these projects ranges from equipment supply to review engineering to total EPC responsibility.
Sokeo has received signed LOI's from its customers for a capacity of over 3000 MW since its inception.
Job Title: Senior Site Manager, Construction Management
- 5-7 yrs related experience in erection and commissioning of STG island (Steam Turbine Generator) With 12-24 months on site experience
- Excellent in overall site execution plan.
- Erection of 2*350 MW STG coal fired thermal power plant
- Knowledge of ISO 9001-200, ISO-14000 quality system.
- Manage site budget & Exp, Commissioning of BTG, do Material management & lead team of 50 people.
Job Title: Asst. Vice President, Construction Management
- 10-15 yrs related experience in erection and commissioning of BTG island (Boiler, Turbine & Generator)
- Excellent in overall site execution plan.
- E & C of large size Boiler Turbine Generator, 200MW & above, person with super critical boiler will be preferred.
- Manage site budget & Exp, Commissioning of BTG able to administer & coordinate site team.
Statement of Policy
Sokeo's Code of Business Conduct was prepared to provide Associates, as well as those with whom we do business and the general public, with a formal statement of our Company's commitment to the standards and rules of ethical business conduct. All Associates are expected to review this Code, and in so doing, agree to comply with its principles. This Code should be considered the basis on which each Associate conducts business on behalf of Sokeo, and is the cornerstone of Sokeo's ethical business practices.
A code of conduct cannot cover all circumstances or anticipate every situation. Associates encountering situations not addressed specifically by this Code should apply the overall philosophy and ethical standards observed by honorable people everywhere. Situations that are not covered may be reviewed with your manager, or as appropriate, senior management of the Company.
1. Conflicts of InterestsWhile the Company has no wish to interfere in any employee's outside activities, the Company has a policy prohibiting conflicts of interest.
A conflict situation can arise when an employee or officer takes actions or has interests that may make it difficult to perform his or her Company work objectively and effectively. Conflicts of interest may also arise when an employee or officer, or a member of his or her family, receives improper personal benefits as a result of his or her position in the Company. Loans to, or guarantees of obligations of, employees and officers and their family members by the Company may create conflicts of interest and in certain instances are prohibited by law.
It is a conflict of interest for a Company employee or officer to work for a competitor, customer or supplier. You should avoid any direct or indirect business connection with our customers, suppliers or competitors, except as required on our behalf.
Conflicts of interest are prohibited as a matter of Company policy, except as approved by the Board of Directors. Conflicts of interest may not always be clear-cut, so if you have a question, you should consult with your supervisor or follow the procedures . Any employee or officer who becomes aware of a conflict or potential conflict should bring it to the attention of a supervisor, manager or other appropriate personnel.
2. Conduct of Employees Involved in the Purchasing Process: Unlawful Use of Company FundsEmployees may not use corporate assets of funds for any unlawful or improper purpose. The Company does not authorize and will not condone any payment by any employee that is in the nature of a bribe, kickback, or disclosed commission or a commission in excess these required in ordinary course of business to a third party for obtaining any business or otherwise bestowing a special favor on the Company or employee. Gifts or payments may not be offered or given to foreign officials, political parties or candidates. While certain nominal payments or gifts to administrative personnel, who do not exercise discretionary authority, may be customary, any such payments or gifts must be disclosed to senior management in advance to ensure that they are appropriate. Records of any such payment or gift must also be maintained.
3. Discrimination and HarassmentThe diversity of the Company's employees is a tremendous asset. We are firmly committed to providing equal opportunity in all aspects of employment and will not tolerate any illegal discrimination or harassment based on race, color, religion, sex, national origin or any other protected class
4. Health and SafetyThe Company strives to provide each employee and officer with a safe and healthy work environment. Each employee and officer has responsibility for maintaining a safe and healthy workplace for all employees and officers by following environmental, safety and health rules and practices and reporting accidents, injuries and unsafe equipment, practices or conditions. Violence and threatening behavior are not permitted.
Employees and officers are expected to perform their Company related work in a safe manner, free of the influences of alcohol, illegal drugs or controlled substances.
5. Record-Keeping, Financial Controls and DisclosuresThe Company requires honest, accurate and timely recording and reporting of information in order to make responsible business decisions. All business expense accounts must be documented and recorded accurately in a timely manner. If you are not sure whether a certain expense is legitimate, ask your superior.
All of the Company's books, records, accounts and financial statements must be maintained in reasonable detail, must appropriately reflect the Company's transactions, must be promptly disclosed in accordance with any applicable laws or regulations and must conform both to applicable legal requirements and to the Company's system of internal controls.
Business records and communications often become public, and we should avoid exaggeration, derogatory remarks, guesswork, or inappropriate characterizations of people and companies that may be misunderstood. This applies equally to email, internal memos, and formal reports. Records should always be retained or destroyed according to the Company's record retention policies. In accordance with those policies, in the event of litigation or governmental investigation, please consult the Corporate Vice President - Administration.
6. ConfidentialityEmployees and officers must maintain the confidentiality of proprietary information entrusted to them by the Company or its customers or suppliers, except when disclosure is authorized in writing by the Chief Financial Officer or required by laws or regulations. Proprietary information includes all non-public information that might be of use to competitors or harmful to the Company or its customers or suppliers if disclosed. It includes information that suppliers and customers have entrusted to us. The obligation to preserve proprietary information continues even after employment ends.
7. Waivers of the Code of Business Conduct and EthicsAny waiver of this Code for executive officers or directors may be made only by the Board of Directors and will be promptly disclosed as required by law or regulation. 8. Reporting any Illegal or Unethical Behavior Employees are encouraged to talk to supervisors, managers or other appropriate personnel about observed behavior, which they believe may be illegal or a violation of this Code of Conduct or Company policy or when in doubt about the best course of action in a particular situation. It is the policy of the Company not to allow retaliation for reports made in good faith by employees of misconduct by others. Employees are expected to cooperate in internal investigations of misconduct.