(1)
(2)
(3) Any officer aggrieved by a fitment accorded to him in the new scales of pay, may prefer an appeal to the Committee constituted by the Board for this purpose.
Such appeal shall be preferred within 30 days of the receipt of the communication of the fitment accorded to him.
The Committee may, after giving an opportunity to the officer concerned to make his representation in the matter, make such decision as it thinks fit.
Provided that the Board may of its own motion review any such decision and where it reviews any such decision, it shall give an opportunity to the officer concerned to make his representation in the matter.
CHAPTER - IV APPOINTMENT, PROBATION, CONFIRMATION, PROMOTION, SENIORITY AND TERMINATION Appointment 14. All appointments in, and promotions to, the officer grade shall be made by the Competent Authority in the light of the guidelines of the Government, if any.
GUIDELINES OF GOVERNMENT UNDER REGULATION 14 AND 17 (Reference : F. No. 4/1/10/96-IR dated 19th November, 1997) In supersession of the guidelines issued by Government from time to time under Regulations 14 & 17 of the Officers’ Service Regulations stipulating the Competent Authorities for the purpose of promotion in the Officers’ Cadre, it has now been decided to issue revised guidelines as follows:- The Competent Authority for the purpose of promotions to various scales in the Officers’ Cadre (except TEGS VII) shall be decided by the Bank’s Board. However, for promotions of Officers from Scale VI to VII, the promotions will be made by a Committee of Directors consisting of the following:
(i)
(ii)
(iii) Chief Executive of the Bank (Executive Director in case the post of Chairman and Managing Director is vacant) Government nominee Director; and RBI nominee Director.
The selection shall be on the basis of the past performance and assessment of the potential of the eligible Officers.
Probation 15. (1)
(2)
(3) An officer directly appointed to the Junior Management Grade shall be on probation for a period of two years.
An employee of the Bank promoted as an officer in the Junior Management Grade shall be on probation for one year.
An officer appointed to any other grade shall be on probation for such period as may be decided by the Bank.
Provided that the Competent Authority may in the case of any officer, reduce the period of probation or dispense with probation.
Confirmation 16. (1) An officer shall be confirmed in the service of the Bank if, in the opinion of the Competent Authority, the officer has satisfactorily completed the training in any institution to which the officer may have been deputed for training and the in-service training in the Bank.
Provided that an officer directly recruited to the Junior Management Grade may be required also to pass a test in a language other than his mother tongue.
(2)
(3) If in the opinion of the Competent Authority an officer has not satisfactorily completed either or both the trainings referred to in sub-regulation (1) or if the officer has not passed the test referred to therein, the officer's probation may be extended by further period not exceeding one year.
Where during the period of probation including the period of extension, if any, the Competent Authority is of the opinion that the officer is not fit for confirmation ;
(a) In the case of a direct appointee, his service may be terminated by one month's notice or payment of one month's emoluments in lieu thereof ; and
(b) In the case of a promotee from the Bank's services, he may be reverted to the grade or cadre from which he was promoted.
Promotions 17. (1)
(2) Promotions to all grade of officers in the Bank shall be made in accordance with the policy laid down by the Board, from time to time, having regard to the guidelines of the Government, if any.
For the avoidance of doubts it is clarified that this regulation shall also apply to promotions of any category of employees to the Junior Management Grade.
GUIDELINES OF GOVERNMENT UNDER REGULATION 17 (Ministry letter Reference : F. No. 4/5/6/84-IR dated 22.07.1986 4/5/6/84-IR dated 23.07.1986 4/3/15/88-IR dated 08.06.1990 4/3/11/90-IR dated 18.07.1990 4/3/20/90-IR dated 06.12.1990 4/2/1/83-IR dated 21.07.1994
(1) The Board shall formulate the eligibility criteria and details of the processes to be employed for promotion of officers from one Scale/Grade to another, subject to the following provision. This should be done not later than six months from the appointed date. Till such time as the new Promotion Policy is formulated, the Bank may, subject to the approval of the Board, continue with the existing promotion practices.
(2) Subject to the availability of vacancies and the eligibility criteria given below, all promotions whether from one scale to another or one grade to another shall be on the basis of merit with weightages, if any, for service record, educational/professional qualifications etc., as may be prescribed by the Board from time to time, except that the Board shall not provide any weightage for seniority.
(a) From Junior Management Grade Scale 1 to Middle Management Grade Scale II :
7 years of Satisfactory service in JMG Scale I. Provided that the officer has put in a minimum of 2 years service in rural branch. As regards Specialist officer, he should take the requisite rural branch experience as and when he switches over to the main stream of banking.
(b)
(c)
(d)
(e)
(f) Note : The proviso to the above guidelines will become operative in respect of promotions to be made w.e.f. 1-6-1988.
From Middle Management Grade Scale II to Middle Management Grade Scale III:
5 years of satisfactory service in Middle Management Grade Scale II.
Provided that the officer has put in a minimum service of 3 years as an officer in a "rural" and /or "semi urban" branch. This is inclusive of the two years rural branch experience prescribed for promotion from JMG Scale l to MMG Scale II. As regards the Specialist Officer, he should take the requisite rural/semi urban branch experience as and when he switches over to the main stream of banking.
Note : The proviso to the above guideline will become operative with effect from 1-6-1988.
From Middle Management Grade Scale III to Senior Management Grade Scale IV:
5 years of satisfactory service in MMG Scale III.
From Senior Management Grade Scale IV to Senior Management Grade Scale V:
3 years of satisfactory service in SMG Scale IV.
From Senior Management Grade Scale V to Top Executive Grade Scale VI:
2 years of satisfactory service in Senior Management Grade Scale V.
From Top Executive Grade Scale VI to Top Executive Grade Scale VII:
3 years of satisfactory service in Top Executive Grade Scale VI.
(3)
(4) The above eligibility criteria may be relaxed suitably in case where the number of eligible officers is less than 3 times the number of posts available in the next higher grade/scale.
The number of persons to be considered for promotion from one scale to another shall normally be restricted to 3 to 4 times the number of posts for which the promotions are being considered.
Provided that the Board of Directors may relax this criterion in exceptional circumstances after recording the reasons therefor in writing.
(4) (A) All promotions will be made only prospectively. In case, the implementation of promotions is delayed due to unavoidable reasons, promotions can be effected from a date not earlier than the date on which DPC/Competent Authority cleared the promotions.
(5) All promotions to Top Executive Grade Scale VI and VII will be made by a Committee of Directors consisting of the Managing Director, the Government Director and the RBI's Director on the Board of the Bank, on the basis of evaluation of the past performance and the assessment of the potential of the eligible officers by such Committee.
(6) (a)
(b) There shall be no appeal against the decision of the Committee of Directors (indicated at para 5 above). However an officer aggrieved with the decision of the Committee may make a representation to the said Committee within a period of 3 months from the date on which the promotion was announced. The Committee should consider such representations as soon as they are received and, in any case, not later than six months from the receipt of the representation and review or modify its earlier decisions if considered necessary. The decision of the Committee shall be recorded in writing.
The decisions of the Committee have to be placed before the Board of Directors for ratification before being implemented.
(c) The aforementioned guidelines notwithstanding an officer employee of the bank, whether he/she is recruited as a sports person or otherwise, be considered for one out-of-turn promotion in his/her entire career, after he/she wins a medal for the country or is awarded a National Award by the Government of India or a prize in an individual event or in a team event as a playing member of the team in Olympics, Asiad or any other international event in which either all the nations are eligible to participate or a few, selected on the basis of their performance and past record, have been invited to participate.
If an officer employee wins an award, prize, medal in any other international event, or in exceptional cases, if an officer employee has been continuously performing well and winning tournaments, championships, prizes, medals, etc. at the National level, and the bank considers the Officer's case fit for out-of-turn promotion, the bank may promote him/her after seeking the views of the Banks' Sports Board.
Further, as a onetime measure, those sports persons who have given repeated outstanding performances at the International level in the past, after joining the Bank's service and have won medals/trophies/tournaments/championships in major international events but have not been given any out-of-turn promotion, may also be considered by the bank for out-of-turn promotion, if necessary, in consultation with the Bank's Sports Board.
Government Guidelines Reference : F. No. 4/3/12/93-IR dated
19.11.1997 The Board of each Bank may formulate a transparent and well defined policy for ensuring that each officer in the Bank has sufficient exposure of rural/semi-urban service, at least for three years, before his promotion to SMGS - IV. It should also be assured that all the rural/semi-urban branches are adequately manned.
In case any bank wishes to give exemptions from rural/semi-urban posting in view of specialised nature of duties of certain officers, they may do so subject to laying down a well-defined and clear-cut policy in this regard so as to ensure that there is no discrimination in giving such exemptions.
Seniority