promotion policy, rules and procedure applicable to the officers of bank

Promotion Policy, Rules and Procedures applicableto the officers of Allahabad Bank

PREAMBLE

In accordance with the Regulation 17 of Allahabad Bank (Officers') Service Regulations, 1979 and the relevant guidelines issued from time to time and Managerial Autonomy accorded by Government of India , Bank's own promotion policy, Rules and procedures have been framed with the approval of the Board.

1. OBJECTIVE AND GUIDING CONSIDERATIONS :

1.1 The objective set for the Bank's promotion policy, is mainly to provide opportunities of advancement and a career path to the Bank's Officers. Starting from the intake-point at the Junior Management level, the promotional avenue moves progressively upward, giving prime importance to the consideration of merit, performance and potential. The broad guidelines given in this respect which form an integral part of the Officers' Service Regulations, provide the foundation of promotion norms and procedures which follow. The other cardinal point guiding the policy is that the promotion system should provide adequate motivation which would help the officers generally to attain their legitimate aspirations for advancement in career, and particularly those who by virtue of their demonstrated merit and performance, display unmistakable potential for assumption of higher responsibilities and contributing to the Bank's progress.

1.2 Promotion to higher grades and posts have necessarily to be highly selective and chiefly it has to be the performance, merit and potential for contribution which should be the main criteria for promotions. This Promotion Policy has been designed accordingly combining the elements of performance and academic/professional qualifications reflecting ability, merit and the potential of officers as basic criteria for promotions.

1.3 For the purpose of assessment of the various factors relevant to promotion, as indicated below, appropriate WEIGHTAGE has been accorded to the performance in positions of managerial (managing business/people) responsibility including the managerial positions in rural surroundings where conditions of living and work are less attractive and really more arduous and disagreeable.

1.4 Academic/Professional qualifications: For such professional qualifications which are suitable to the needs of the Bank and higher academic qualifications in the relevant knowledge area, marks will be awarded at the first stage only in normal channel for promotion from Scale-I to Scale-II as per Paragraph 9.

1.5 Besides knowledge of Banking Theory and Practice, current trends and developments, broader aspects of banking at national and international level have been given considerable weightage for promotion upto SMG, Scale IV, which will be assessed through Written Test.

1.6 In the matter of assessment of JOB-PERFORMANCE of the officers in the different Grades, it is not possible to do so, except by well-designed reporting system applicable to the distinct and separate Grades, for which a realistic and objective Performance Appraisal System has been introduced. The Ratings given to the officers under this reporting/appraisal system, will signify the basis of evaluation of performance of the individual officer under this factor. The details of marking pattern and parameters have been given in Annexure A.

2. JOB PERFORMANCE

2.1 The weightage given to Job-Performance is uniform for promotion upto Middle Management Grade, Scale III and the same has been increased in case of promotions in higher scales, i.e. Scale IV and upwards.

3. PERFORMANCE POTENTIAL

3.1 The potential or latent abilities of the officer to carry out higher level responsibilities are required to be assessed as a part of the Promotion procedure. For promotion upto SMG, Scale IV, written test and interview method shall apply for assessment of this factor.For promotion to Senior Management Grade, Scale V and upwards, potential appraisal consisting of interview, group discussion etc., will be made in regard to attributes like personality dimensions, leadership orientations, conceptual skills and problem solving.

3.2 However, for the purpose of assessment of potential and suitability of the officers for promotion to Senior Management Grade, Scale V and above, the Chairman & Managing Director or in his absence Executive Director may, at its discretion, dispense with the system of group discussion and, instead, have the assessment made by interview only.

3.3 As provided in Para 3.1 & 3.2 above followings will be taken into consideration for the purpose of assessment, inter alia :

(a) Relevant personal data and service records of officers concerned;(b) Reports, records and other available data which disclose the proven ability of the

individual officer whose performance, ability and potential are under review.

4. SPECIALIST/TECHNICAL CADRE OFFICERS

4.1 In regard to the Specialist/Technical cadre officers, promotion policy is designed to fulfill the policy guidelines given in the Pillai Committee's Report. Accordingly, those categories of officers would in due course, either be integrated with the general line or provided with promotion opportunities as per career path policy, while remaining in their specialised functional areas.

4.2 Existing specialist/technical categories of posts in the Bank include :Chartered Accountants, Agricultural Field Officers, Small Scale Industries Field Officers (Engineers), Management/Personnel Management Specialists, Economists, Statisticians, Civil Engineers, Law Officers, Security Officers, EDP/IT Officers, Merchant Banking and similar other posts as may exist or be created in future.

4.3 All Specialist Officers will be eligible to join the mainstream of banking after appropriate length of service, viz. after 5 years of service, counted from the date of their appointments. Such Specialist Officers would be eligible to move to a banking operational position appropriate to their scale/grade. The specialist officer who have become so eligible may be allowed to come to mainstream after 5 years unless one opts in writing to remain in his existing position as a specialist. The seniority of such officers within the particular specialised cadre would be reckoned as from the date of their initial appointments in the officers' cadre and/or from the date of promotion in the ,respective higher scales.(The Chairman & Managing Director may, however, subject to the approval of the Board of Directors, reduce the period of service in respect of any particular cadre among the specialists from 5 years to 3 years, if the same is considered necessary in the interests of the Bank "

The Specialist Officers may also be exposed by way of occasional deputation to Banking area courses so as to make them acquainted with the General Banking area and functions and to enable them to be more effective on switching over to Generalist cadre.

4.4 Promotion Process for Specialist Officers will be followed in accordance with the career path for such officers, subject to availability of vacancies in their respective fields of specialization.

5. PROMOTION PROCEDURE

5.1 As required under the Allahabad Bank's Officers' Service Regulations, the Bank will prepare each year a list of officers in its service showing their names in the order of their seniority on an All India basis along with the relevant particulars. This will, whenever required, facilitate a ready reference for ascertaining the seniority position in regard to the officers of the different grades and scales.

5.2 The seniority of an officer in a grade or scale shall be reckoned with reference to the date of his appointment in that grade or scale. Where there are 2 or more officers of the same length of service in their scale, their inter-seniority shall be reckoned in the manner and as per the procedure laid down in the Clause 18(2) to 18(5) of the Officers' Service Regulations, 1979.

5.3 In respect of the promotion process from JMG Scale-I to MMG Scale-II MMG Scale-II to MMG Scale-III and MMG Scale-III to SMG Scale-IV the officers are required to submit the respective application form in the prescribed format for consideration in the promotion process as and when the respective process commences and the applications are invited by the Bank. Officers who fail to submit the filled in application within the scheduled date will not be considered in the concerned promotion process.

6.Computation of service for the purpose of eligibility

6.1 : For the purpose of eligibility in terms of length of service only the completed years of service as an officer shall be taken into account, including the service during probation.

6.2.The date relevant for the purpose of determining the eligibility shall be 31St MARCH immediately before the commencement of the promotion process.

6.3. Leave of absence on loss of pay will not be reckoned for computing length of service.

6.4. Period of suspension will not be reckoned for the purpose of computation of the length of service, unless the alleged act of misconduct for which the officer employee was placed under suspension has not been proved in the departmental enquiry, if held, in terms of Allahabad Bank Officer Employees' (Discipline & Appeal) Regulations 1976 and concluded before initiation of promotion process.

6.5. The period of sabbatical leave will not be reckoned for the purpose of computation of length of service.

7 : Determination of vacancies in various scales :

7.1. The management shall determine the number of vacancies to be filled in on each occasion of promotion from one scale to the next higher scale both for the General Banking Officers and Specialist Officers on all India basis/global basis.

7.2. For Specialist Officers there will not be any vacancies or promotion process beyond Senior Management Grade Scale IV. In other words an officer can continue as a specialist officer provided he/she has been recruited /designated as such only till he/she reaches Senior Management Grade Scale-IV where after he/she will be automatically considered as a General Banking Officer along with other General Banking Officers for further promotions. Accordingly, the existing specialist officers in SMG Sc-IV and above will be considered for promotion process in the Main stream as Generalist Officers.

7.3. While initiating the promotion process, the number of vacancies proposed to be filled in the relevant grade/scale shall be declared. However the competent authority, as specified in the policy, may promote a lesser number of officers than the declared number of vacancies at its sole discretion if adequate number of suitable Officers are not available.

8. Promotion from one Grade/Scale to another Grade/Scale :

8 1 Promotion from Junior Management Grade. Scale-I to Middle Manaaement Grade, Scale II

8.1.1 A. For Mainstream Officers:

No. of channels for promotion: Three channels of Promotion from )MG Scale I to MMG Scale II viz.(i) Seniority -cum- Interview Channel : 10% of the identified promotional vacancies in MMG Scale-II to be filled up.(ii) Normal Channel - 50% of identified Promotional vacancies in MMG Scale II to be filled up.(iii)Fast Track Channel - 40% of identified promotional vacancies in MMG Scale II to be filled up.In case all the vacancies allocated under Seniority -cum- Interview channel are not filled up due to non-availability of suitable candidate/s or candidate/s with requisite eligibility criteria the said vacancy/ies will be filled up in the same promotion process under Normal channel. Similarly , if all the vacancies allocated to Normal Channel including the unfilled vacancy/ies allocated to Seniority-cum-Interview Channel so added are not filled up due to non-availability of suitable candidate/s or candidate/s with requisite qualifications/ eligibility criteria in the respective channel, such unfilled vacancies may be filled up in the same promotion process through Fast Track Channel, and vice versa. Such inter changing of the vacancies in the respective channels will not affect the seniority of the selected candidates as the date of effect of the promotion for all the channels will be from a common date.

8.1.2 Eligibility Norms

For Seniority-cum-Interview Channel :Minimum 9 years satisfactory service in JMG Scale-I with 2 years of active service in a rural branch.

For Normal Channel - Minimum 6 years satisfactory service in 3MG scale I with 2 years active service in a rural branch.

For Fast Track Channel - Minimum 3 years satisfactory service in JMG scale I with CAIIB (both parts passed) qualification and with 2 years active service in a rural branch.

A promotee officer in JMG scale I who has done his CAIIB either in clerical cadre or as an officer shall be eligible under fast track channel only after 3 years of actual service in JMG Scale I with 2 years service as JMG Sc-I officer in a rural branch.

Candidates who fulfill the eligibility criteria under all the Channels, viz.,Seniority-cum-Interview Channel, Normal Channel and Fast Track channel, will have to exercise their option in writing for participation under Fast Track. In such cases, the eligible candidates who opt to participate under Fast Track Channel will not be considered for participation under Normal Channel and Seniority-cum-Interview Channel as the case may be.

8.1.3 B. For Specialist Officers

No. of Channel for promotion Only one channel of Promotion viz. Specialist Channel.

8.1.4 Eligibility NormsMinimum 5 years satisfactory service in JMG Scale-I.

8.1.5 NOTE: An officer who has been recruited as specialist officer should be exposed to service in a rural branch for the requisite period of 2 years as and when such officer switches over to the mainstream of banking.

8.2 Promotion from Middle Management Grade, Scale-II to Middle Management Grade, Scale III

8.2.1 A. For Mainstream Officers

No. of Channels for Promotion: Three channels of promotions from MMG Scale II to MMG Scale III Viz.(i)Seniority-cum-Interview Channel : 10% of identified promotional vacancies in MMG Scale-III to be filled up.

(ii)Normal Channel - 50% of identified Promotional vacancies in MMG Scale III to be filled up.

(iii).Fast Track Channel - 40% of identified promotional vacancies in MMG Scale III to be filled up.

In case all the vacancies allocated under Seniority -cum- Interview channel are not filled up due to non-availability of suitable candidate/s or candidate/s with requisite eligibility criteria the said vacancy/ies will be filled up in the same promotion process under Normal channel.Similarly , if all the vacancies allocated to Normal Channel including the unfilled vacancy/ies allocated to Seniority-cum-Interview Channel so added are not filled up due to non-availability of suitable candidate/s or candidate/s with requisite qualifications/ eligibility criteria in the respective channel, such unfilled vacancies may be filled up in the same promotion process through Fast Track Channel, and vice versa. Such inter changing of the vacancies in the respective channels will not affect the seniority of the selected candidates as the date of effect of the promotion for all the channels will be from a common date.

8.2.2 Eligibility NormsFor Seniority-cum-Interview Channel : Minimum 7 years satisfactory service in MMG Scale II and has put in a minimum mandatory service of 3 years as an officer in rural and/or semi urban branches (inclusive of 2 years service in rural branch in JMG Scale I).For Normal Channel - Minimum 4 Years of satisfactory service in MMG Scale II and has put in a minimum mandatory service of 3 years as an officer in a rural and/or semi urban branch (inclusive of 2 years service in rural branch in JMG Scale I).

For Fast Track Channel - Minimum 3 years of satisfactory service in MMG Scale II and has completed minimum mandatory service of 3 years in rural and/or semi urban branches (inclusive of 2 years service in rural branch) with CAIIB (both Part) qualification or diploma in any of the following subjects conducted by Indian Institute of Banking and Finance:1. Diploma in Treasury, Investment and Risk Management; 2. Diploma in Capital Markets and Merchant Banking;3. Diploma in International Banking and Finance; 4. Diploma in Banking Technology5. Diploma in Advanced Rural Banking

Candidates who fulfill the eligibility criteria under all the Channels, viz.,Seniority-cum-Interview Channel, Normal Channel and Fast Track, will have to exercise their option in writing for participation under Fast Track. In such cases, the eligible candidates who opt to participate under Fast Track Channel will not be considered for participation under Normal Channel and Seniority-cum-Interview Channel as the case may be.


No. of Channel for promotion

Only one channel of Promotion viz. Specialist Channel.


(a) Minimum 8 years of satisfactory service as an officer, out of which at least 2 years of satisfactory service in MMG Scale-II.

(b) In case an officer who joined the Bank's service in MMG Sc - II, minimum 4 years of satisfactory service in MMGS-II.

8.2.5 NOTE : An officer, who has been recruited as specialist officer should be exposed to the service in rural/semi urban branch for the requisite period of 3 years as and when such officer switches over to the mainstream of banking.

8.3 Promotion from Middle Management Grade Scale III to Senior Management Grade Scale IV.

8.3.1 A: For Mainstream Officers

No. of Channels for Promotion

Two channels of Promotion from MMG, Scale-III to SMG, Scale-IV, viz.

Normal Channel - 40% of identified promotional vacancies in SMG, Scale IV to be filled up.

Fast Track Channel - 60% of identified promotional vacancies in SMG, Scale IV to be filled up.

In case all the vacancies allocated to any of the above mentioned channels are not filled up due to non-availability of suitable candidate/s or candidate/s with requisite qualifications/ eligibility criteria in the respective channel, such unfilled vacancies may be filled up in the same promotion process through either Normal Channel or Fast Track Channel as the case may be. Such inter changing of the vacancies in the respective channels will not affect the seniority of the selected candidates as the date of effect of the promotion for all the channels will be from a common date.


For Normal channel - Minimum 4 years of satisfactory service in MMG Scale III.

For Fast Track Channel (i) Minimum 10 years of satisfactory service as an officer in the bank, out of which at least two years satisfactory service in MMG Scale III.

(ii) In case of an officer who joined the Bank's service in MMG Scale II, minimum 7 years of satisfactory service as an officer in the bank, out of which at least two years satisfactory service in MMG Scale III.

(iii) In case of an officer who joined the Bank's service in MMG Scale III, minimum 3 Years of satisfactory service in MMG Scale III.

Candidates who fulfill the eligibility criteria under both the Channels, viz., Normal Channel and Fast Track, will have to exercise their option in writing for participation under Fast Track. In such cases, the eligible candidates who opt to participate under Fast Track Channel will not be considered for participation under Normal Channel.


No. of Channel for promotion

Only one channel of Promotion viz. Specialist Channel.


(a) Minimum 11 years of satisfactory service as an officer, out of which at least 2 years of satisfactory service in MMGS III.

(b) In case an officer who joined the Bank's service in MMGS II, minimum 7 years of satisfactory service as an officer, out of which at least 2 years of satisfactory service in MMGS III.

(c) In case an officer who joined the Bank's service in MMGS III, minimum 3 years of satisfactory service in MMGS III.

8.4 Promotion from Senior Management Grade Scale IV to Senior Management Grade Scale V.

8.4.1. No. of Channel for Promotion - One Channel.8.4.2. Eligibility Criteria - Minimum 3 years of satisfactory service in SMG Scale IV.

8.5. Promotion from Senior Manaaement Grade Scale V to Ton Executive Grade Scale VI.

8.5.1 No. of Channel for promotion - One Channel.

8.5.2. Eligibility Criteria - Minimum 2 years of satisfactory service in SMG Scale V.

8.6 Promotion from Ton Executive Grade Scale VI to Tory Executive Grade Scale VII.

8.6.1 No. of Channel for promotion - One channel.

8.6.2 Eligibility Criteria - Minimum 2 years of satisfactory service in TEG Scale VI.

8.7 Relaxation in minimum length of service & Zone of consideration

8.7.1 The Board of Directors in their discretion may relax the minimum length of service referred to above, if at any time the number of officers becoming eligible for promotion is less than three times the number of vacancies as below :

Promotion from Normal Channel Fast Track ChannelJMG Scale Ito MMG Scale II 1 year No further relaxation

MMG Scale II to MMG Scale III 1 year 1 yearMMG Scale III to SMG Scale IV 1 year 1 yearSMG Scale IV to SMG Scale V 1 year Not ApplicableSMG Scale V to TEG Scale VI 6 months Not ApplicableTEG Scale VI to TEG Scale VII 1 year Not Applicable

8.7.2 The number of candidates to be considered for promotion from one scale to another shall normally be restricted to three to four times the number of vacancies provided the Board of Directors may relax this criteria in exceptional circumstances after recording the reasons there-for in writing. The number of candidates considered for will include all the superseded candidates who are otherwise eligible in terms of the promotion policy of the bank, fresh candidates will have to be always added in the Zone provided they otherwise satisfy the eligibility criteria. In case of non-inclusion of any fresh candidate or inclusion of a lesser number in the Zone, the approval of Board will be required for such non-inclusion of any fresh candidate or inclusion of a lesser number in the Zone.

8.7.3 Consequent upon introduction of separate eligibility criteria for promotion of Specialist Officers upto the level of SMG, Scale-IV, no further relaxation in minimum length of service will be permitted to Specialist Officers for promotion from JMGS I to MMGS II, MMGS II to MMGS III and MMGS III to SMGS IV.

8.8 Exposure to mandatory Rural/Semi Urban Branch services will be dealt with as prescribed in Annexure - B.

8.9 Out of Turn Promotion

The aforementioned guidelines not-withstanding, 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 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 Bank's Sports Board.

Further, as a one time 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.

9. Weightage for Qualifications9.1 Weightage for Marks on account of

a) Professional qualification (suitable to the needs of the Bank), andb) Higher educational qualifications (in the relevant knowledge area) will be given in the merit list for promotion from JMG Scale I to MMG Scale II in Normal Channel only as below:

Professional Qualifications MarksJAIIB (CAIIB Part-I) 2CAIIB (Part-II) 4Chartered/Cost Accountants 4M.B.A. 4Engineering 4Post Graduate qualification inPersonnel Management

3

L.L.B. 3

Educational Qualifications MarksB.A./B.Sc./B.Com. 2M.A. (Economics/Statistics) 3M.Com. 3M.Sc.(Agriculture) 3M.A./M.Sc. (in any other subject) 2

Weightage for above qualifications will be restricted upto 10 marks.

9.2 Marks will be awarded only for the highest educational degree. Similarly in the professional qualification group, an officer will be given the highest marks admissible for prescribed professional qualification or qualifications.

10. Basis and Evaluation for Promotion

10.1 In case of mainstream Officers , promotions upto SMG, Scale-IV and for Specialist Officers promotion up to MMG Scale-III will be on the basis of written test (except Seniority-cum-Interview Channel in Main stream), performance appraisal and interview. In respect of Seniority-cum-Interview Channel under Main stream promotions will be on the basis of Performance Appraisal and Interview.

Weightage for qualifications upto 10 marks will be given for promotion from JMG Scale-I to MMG Scale-II through normal channel only in addition to written test, performance appraisal and interview.

Provisions for weightage for different factors are given in Annexure-A.

10.2 The Written Tests will be conducted by outside agencies. The subjects and nature of tests will be as decided by the Bank at the time of each promotion process and may vary from one process to another.

10.3 Minimum qualifying marks for written test will be 40%. The Competent Authority will, however, have the discretion to lower the cut off points in case the required number of

officers fail to qualify in the written test.

11. Job Performance

On the basis of the annual performance appraisal report (APA), appropriate marks will be awarded to the officers. The ratings will be done on the basis of the scale indicated below Order of Rating Equivalent to the marks in the RangeOutstanding (A) 80-100 Good (B) 60-79 Average (C) 40-59 Below Average/Poor (D) 40

Officers securing less than 40% marks in average in performance appraisal reports of the preceding 3 financial years, will not be considered suitable for promotion and accordingly their names will not be included in the list of successful candidates of the promotion process.

12. INTERVIEW SYSTEM AND NORMS FOR ASSESSING ABILITY AND POTENTIAL

12.1 For promotion upto SMG Scale IV, for the purpose of assessment of the ability, potential for development and suitability of the officers under consideration for promotion Interview Committee will be constituted.

Assessment of the ability, personality dimension, leadership orientations, conceptual skills, problem solving, potential for development and suitability of the officers under consideration for promotion for SMG, Scale V and above, will be done through interview and/or group discussion etc. For promotion from SMG Scale V to TEG Scale VI and TEG Scale VI to TEG Scale VII assessment of the officers under consideration will also include organisational understanding, strategic thinking, competence to handle policy level issues etc. The Interview Committees will be constituted by the Bank from time to time and in setting up such Committees, the Government directives will be complied with.

12.2 Ratings of assessment made by Interview Committees in respect of each participating officer, will be as per the rating standard given in Para 11.

12.3 The marks obtained by the individual officer in Interview will, in each case, be treated in terms of the weightages specified in the Annexure - A.

12.4 Officers securing less than 40% marks in Interview, will not be considered suitable for promotion and accordingly their names will not be included in the list of successful candidates of the promotion process.

13. FINALISATION OF MERIT LIST FOR PROMOTION

13.1 On conclusion of the various Test/Appraisal Processes involved, the marks secured by the individual officer against the respective factors will be given the prescribed weightages ratio, as laid down in Annexure -A referred to Para 10.1 and 12.3.The final merit list will be prepared based on the aggregate marks so obtained by the individual officer.

13.2 SC/ST Officers whose names fall within the number of vacancies in the seniority list, may be included in the Merit List of successful candidates for promotion upto Scale III provided they participate in the promotion process and are not found unfit for promotion in accordance with the norms and standards laid down in this Promotion Policy. Their position in the Merit List would, however, be the same as assignable to them on the basis of their ranking. The remaining number of candidates will be included in the Merit List in accordance with the normal procedure for selection as laid down in this Promotion Policy.

13.3 The promotions will then be made by the Competent Authority from the merit list strictly in the order of ranking of the officers in the list and against the vacancies in the next higher scale/grade. The promotions will be made on a common date. Supplementary Waiting List/Panel to the extent of 25% of the identified vacancies (fractions to be treated as one whole number) may be made for the purpose of meeting exigencies of the Bank as and when necessary.

However, the Board of Directors may approve supplementary waiting list more than 25% of the identified vacancies if the requirement /situation so warrants. The preparation of this supplementary waiting list will be subject to the availability of candidates suitable for promotion strictly according to their ranking. The supplementary waiting list will lapse when the next promotion process is taken up or on the expiry of one year from the date of panel, whichever is earlier. Those who are not successful in the preceding promotion process may participate in the next process when held.

14 APPEALS AND PROCEDURE OF APPEALS :

4.1 Any officer in Scale I, II, III, IV & V, who may feel that his case under the promotion processes has not been dealt with correctly or properly, will be entitled to appeal to the Competent Authority, as given below:

Level of Officers Competent AuthorityFrom Scale I to Scale II General Manager

From Scale II to Scale III From Scale III to IV From Scale IV to Scale V and From Scale V to Scale VI

--- | | | | | |---

Chairman and Managing Director

14.2 The Chairman & Managing Director or the General Manager, as the case may be, may constitute a Committee consisting of Senior Executives of appropriate rank, to examine the individual appeal cases and submit to him necessary recommendations. The decision of the Chairman/General Manager in respect of all such appeals shall be regarded as final.

14.3 Notwithstanding the provision of appeal inserted in Para 14.1, an officer shall submit such appeal so as to reach the Competent Authority within a period of 30 days from the date of publication of Merit List and on expiry of the said period of 30 days no further appeal shall be accepted or considered.

In case an officer against whom disciplinary action was in process and whose result of the promotion process was accordingly withheld in terms of Para 15.3 of this Policy and kept in Sealed Cover, and who has not been found selected for promotion on opening the Sealed Cover, the period of 30 days for submisson of appeal will be reckoned from the date of communication to the officer concerned by the Bank about his non-selection on opening the Sealed Cover.

There shall be no appeal against the decision of the Directors' Promotion Committee. However, an officer aggrieved with the decision of the Directors' Promotion 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 as soon as it may be and in any case not later than six months from the date of receipt of the representation consider the representation and review or modify its earlier decision, if considered necesssary. 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.

15. DEBARMENT FROM PARTICIPATION IN THE PROMOTION PROCESSES

15.1 The officers who have been inflicted with minor punishments (except Censure) in the past, would not be permitted to participate in promotion process for a period of one year reckoned from the date the punishment was inflicted.

In case of minor punishment of withholding of promotion, the officer concerned will be allowed to participate in the promotion process after one year from the date of punishment. In the event of being selected, the promotion of the officer concerned will be effective only from the date the punishment period gets over.

15.2 The officers who have been imposed with major penalty in the past would not be permitted to participate in the promotion process for a period of one year and one promotion process held

subsequently during the next one year subject to a maximum of 2 years from the date of imposition of the punishment.

15.3 An officer against whom Disciplinary/Court proceedings have been initiated/pending or on whom penalty has been imposed, such cases will be dealt with as per procedure prescribed in Annexure - C.

16. REFUSAL BY AN OFFICER TO ACCEPT PROMOTION OR PARTICIPATE IN PROMOTION PROCESS

It is not permissible for any officer, unless there is an exceptional circumstance and reason which are acceptable to the Management, to refuse promotion after he has participated in the promotion processes. This reflects his unwillingness to move to a higher level position in the Bank involving higher responsibility. The concept of promotion Unquestionably implies that individual officer is inclined and agreeable to carry out the responsibility of higher position in the officer cadre, as and when vacancies occur, Leading to the promotion of the officers who were successful in the promotion processes. Such cases of refusal will be subject to appropriate action that may be decided by the Management.

17. INTERVIEW COMMITTEE/COMPETENT AUTHORITY FOR THE PURPOSE OF PROMOTIONS

17.1 The constitution of the Interview Committee and Competent Authority in accordance with the revised Govt. guidelines in terms of Regulation 14 of Officers' Service Regulations, 1979, for the purpose of promotions to various scales in the officers' cadre will be as under:

For promotion fromInterview

CommitteeCompetent Authorityto approve promotion

1. JMG, Scale Ito MMG Scale II One DGM/AGM & one CM Not below the rank of GM

2. MMG, Scale II to MMG Scale III One GM, one DGM/AGM & one CM Not below the rank of

3. MMG, Scale III to SMG, Scale IV 3 GMs ED4. SMG, Scale IV to SMG, Scale V C&MD, ED & one GM

OR C&MD & 2 GMs ORED & 2 GMs(Depending upon the number of candidates, the Bank, if the CMD deems fit may constitute more than one panel to expedite the process)

C&MD or in his absence

5. SMG, Scale V to TEG, Scale VI C&MD, ED & one GM (in case of non-availability of either CMD or ED, another GM)

C&MD or in his absence

17.2 For promotion of officers from Scale VI to VII, the promotions will be made by a committee of directors consisting of the following:

i) Chief Executive of the Bank (Executive Director in case the post of Chairman & MD is vacant);ii) Government nominee director; and iii) RBI nominee director.

The selection shall be on the basis of the past performance and assessment of potential of the eligible officers.

17.3 For promotion from Scale-I to Scale-II and from Scale-II to Scale-III, the composition of the Interview Committee would be as mentioned at SI. No. 1 and 2. Wherever it is mandatory to induct a member of SC/ST and/or Minority Community, such member/s will be inducted in the Interview Committee. However, if a SC/ST and/or Minority Community Officer/s of the designation mentioned therein is available within the Bank he would be included as a member of the Committee. But in case where no officer of the designation mentioned in the composition of the Committee is available, member belonging to SC/ST and/or Minority Community may be co-opted. In that case the composition of the Interview Committee as mentioned against SI. No. 1 and 2 would stand increased by one or more Officer/s.

The co-opted member/s may be one scale above the level for which promotion is made, if from within the bank and he/she will function like other regular members and participate in all the meetings of the Committee.

17.4 Constitution of the interview committee, for promotion upto the level of SMG, Scale IV will be approved by the Chairman & Managing Director. As regards promotion from SMG Scale IV to SMG Scale V and SMG Scale V to TEG Scale VI, the name of the General Managers to be nominated as member of respective interview committees will be approved by the Chairman & Managing Director.

18. PROBATION AND CONFIRMATION

18.1 An officer promoted from Junior Management Grade, Scale I to Middle Management Grade, Scale II, Middle Management Grade, Scale II to Middle Management Grade, Scale III and Middle

Management Grade, Scale III to Senior Management Grade, Scale IV shall be on probation for a period of one year.

18.2 If in the opinion of the Competent Authority, the performance of the officer is not found satisfactory, his probation may be extended for such period as deemed fit by the competent authority.

18.3 Where, during the period of probation, including the period of extension, the Competent Authority is of the opinion that the officer is not fit for confirmation, he may be reverted to the Grade/Scale from which he was promoted.

18.4 The Competent Authority for the purpose of confirmation/reversion to the previous scale shall be as under:

Level of Officers

Officers promoted from 3MG, Scale I General Managerto MMG, Scale-II; (Human Resources)Officers promoted from MMG, Scale II or an authority above him.to MMG, Scale-III;Officers promoted from MMG, Scale-III to SMG, Scale-IV.Competent Authority

19. EFFECTIVE DATE OF PROMOTION

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.

ANNEXURE - AProvisions for weiahtaaes for different factors (Para 10.1 & Para 12.3)

Promotion from 3MG Scale I to MMG Scale II MMG Scale II to MMG Scale III. MMG Scale IIIto SMG Scale IV

Particulars

Written TestPerformance Appraisal of preceding 3 financial years(Maximum marks 100)

Normal Channel Fast Track Channel For all Channels (Seniority -cum-Interview Normal & Fast Track Channel)

From Junior Manage ment Grade Scale I to Middle Manage ment Grade Scale II

Written Test (for main stream officers) comprising Objective Test – 80 (Banking & Finance, Current Trends and Developments) Descriptive Test – 20 (Broader aspects of banking and finance at national level) ----- Total 100 Written Test (for Specialist Officers) comprisingObjective Test – 60Covering specificSpecializedfunctionalknowledge andlatest developmentsin the field of national & international level.DescriptiveTest – 40Covering broaderaspects andapplications ofspecializedknowledge in banks

Written Test (for main stream officers) comprising Objective Test – 60 (Banking & Finance, Current Trends and Developments) Descriptive Test – 40 (Broader aspects of banking and finance at national level) ----- Total 100

Performance Appraisal - 100 marks Marks for Performance Appraisal may be distributed as below:

For Operational Assignment Business Dimensions 30 Qualitative Aspects of business 20 Managerial Dimensions & 35 Managerial Experience Exercise ofJudiciousDiscretionary Powers 5Outstanding Performance including creative and innovativequality 10 ----- Total 100

For non- Operational Assignments Key Responsibility Areas 50Managerial Dimension& ManagerialExperience 35 Judicious exerciseof discretionarypowers 5Outstanding Performance including Creative andInnovative quality 10 Total 100

Weightaae Table (Maximum %age Points)For Normal ChannelWritten Test - 40 ; Educational Qualification - 10; Performance Appraisal - 30; Interview - 20For Fast Track Channel :Written Test - 40 ; Performance Appraisal - 40; Interview - 20For Seniority-cum-Interview Channel : Performance Appraisal - 60 ; Interview - 40For Specialist Officers: Written Test - 40 ; Performance Appraisal - 40; Interview - 20

16

Particul Written Test Performance Appraisal of preceding 3 financial

ars years(Maximum marks 100)Normal Channel Fast Track Channel For all Channels

(Seniority -cum-Interview Normal & Fast Track Channel)FromMiddle Management GradeScale IItoMiddle Management Grade Scale III

Written Test (for main stream officer) comprising Objective Test – 50(CurrentTrends, problemSolving in the areas of bankingand finance)DescriptiveTest - 50(To assessconceptual skillsin banking andfinance -----Total 100Written Test (forSpecialist Officers)comprisingObjective Test - 50covering specificfunctional knowledge,

current trends, problem solvingin the respective specialisedfunctions.&DescriptiveTest - 50(to assessconceptualskills in therespective specialised functional area).

Written Test (for main stream officer) comprising Objective Test – 30(Higher levelproblem solving,Current Trends) DescriptiveTest - 70(Conceptual skills) ----- Total 100

Performance Appraisal - 100 marks Marks for Performance Appraisal may be distributedas below:For Operational AssignmentBusiness Dimensions 30Qualitative Aspectsof business 20Managerial Dimensions &ManagerialExperience 35Judicious exerciseof discretionarypowers 5OutstandingPerformanceincluding creative& innovative quality 10-----Total 100For non-OperationalAssignmentsKey ResponsibilityAreas 50Managerial Dimension& ManagerialExperience 35Judicious exerciseof discretionarypowers 5OutstandingPerformanceincluding creativeand innovativequality 10-----Total 100

Weiahtage Table (Maximum %ape Points)For Normal Channel : Written Test - 40 ; Performance Appraisal - 40; Interview - 20For Fast Track ChannelWritten Test - 40 ; Performance Appraisal - 40; Interview - 20For Seniority-cum-Interview Channel : Performance Appraisal - 60 ; Interview - 40For Specialist Officers: Written Test - 40 ; Performance Appraisal - 40; Interview - 20

Particulars Written TestPerformance Appraisal of preceding 3 financial years(Maximum marks 100)

Normal Channel Fast Track Channel For both Channels(Normal Channel & Fast Track Channel)

From Written Test (for Written Test (for Performance Appraisal - 100 marks

MiddleManagementGrade Scale III to Senior ManagementGrade Scale IV

main stream officer)comprisingObjective Test - 50(Current Trends, problemSolving in theareas of bankingand finance)Descriptive Test - 50(To assess conceptual skillsin banking and finance ----- Total 100

main stream officer)comprisingObjective Test - 30(Higher level problem solving,Current Trends)Descriptive Test – 70(Conceptualskills) -----Total 100

Marks for Performance Appraisal may be distributedas below:

For Operational AssignmentBusiness Dimensions 30Qualitative Aspects of business 20Managerial Dimensions & Managerial Experience 35 Judicious exercise of Discretionary Power 5Outstanding Performance including creative and innovative quality 10 ------ Total 100

For non – Operational AssignmentsKey Responsibility Areas 50Managerial Dimension & Managerial Experience 35Judicious exercise Of discretionaryPower 5Outstanding Performance Including Creative & innovative quality 10Total 100

Weightaae Table (Maximum %aae Points)For Mainstream Officers (Normal & Fast Track ):Performance Appraisal - 40; Written Test - 40 ; Interview - 20For Specialist OfficersPerformance Appraisal - 60; Interview - 40

From Senior Management Grade Scale IV to Senior Management Grade Scale V:a) Interview/Potential Appraisal through Assessment Centre This will be a part of interview process). Assessment will be made in regard to the attributes like personality dimensions, leadership orientations, communication & conceptual kills and problem solving).

60 marks

b) Performance Appraisal 40 marksTOTAL 100 marks

From Senior Management Grade Scale V to Ton Executive Grade Scale VI and Top Executive Grade Scale VI to Top Executive Grade Scale VIIa) Interview/Potential Appraisal through Assessment Centre (This will be a part of interview process). To assess organisational understandingStrategic thinking, competence to handle policy level issues etc

60 marks

b) Performance Appraisal (Performance Records of earlier assignments) 40 marksTOTAL 100 marks

ANNEXURE - BMANDATORY RURAL/SEMI URBAN BRANCH SERVICES FOR OFFICERS (PARAGRAPH 8.8 OF

PROMOTION POLICY)

To be eligible for promotion from JMG Scale Ito MMG Scale II and from MMG Scale II to MMG Scale III, an officer should put in a minimum of two years' service in a rural branch or three years' service as an officer in rural and/or semi urban branch respectively.

Each officer of the bank (other than specialist officers) must have sufficient exposure of rural/semi urban service, at least for three years before his promotion to SMG Scale IV.

An officer, who has been directly recruited as a specialist officer in JMG Scale I should be exposed to the service in a rural branch for the requisite period of 2 years as and when such officer switches over to the main stream of banking.

An officer, who has been directly recruited as specialist officer in MMG Scale II or MMG Scale III should be exposed to the service in rural/semi urban branch for the requisite period of 3 years as and when such officer switches over to the main stream of banking.

In respect of Agricultural Field Officers, the experience they gain in rural/semi urban branches will be counted for the purpose of rural service.

The service rendered by an officer in rural/semi urban area while on deputation to Regional Rural Banks/District Centres/Farmers Service societies etc. on permanent basis, will be treated at par with the service in rural/semi urban branch of the bank provided the posting of the officer was actually in a rural/semi urban area.

Continuous posting on permanent basis at rural/semi urban branch/es at a stretch for a period of at least six months will be treated as effective rural/semi urban service for the purpose of this policy.

Any officer of the bank who is an active national/international player may be exempted from stipulation of rural posting so long as he remains active in the sports field/coaching at the national/international level. However, he will be required to acquire rural branch experience as and when he ceases to be active in the sports field/coaching at the national/ international level. For this purpose, an active national player would be a sportsman who plugs in recognised national competitions on behalf of the State. The international sportsmen would be those who represent their country in recognised international competitions.

The games which are indicated by the IBA/ Bank's Sports Board may be treated as recognised games. In considering such games, the national/international recognition for such games would be kept in mind along with popularity of the games in the banking fraternity. The necessity for the player to remain at specific locations because of the need for some specific infrastructure for continued practice or availability of sufficient competition to retain the standard which he possesses, may also be assessed carefully in each case separately. The national/international games/ tournaments will be those approved by IBA.

8. In exceptional circumstances where it is fact that a main stream officer has gathered sufficient exposure and expertise matching with well with the directly recruited specialists in the field of Foreign Exchange/Dealing Room Operations, Investment and Treasury functions, Merchant Banking, Information Technology/Computer, Investigation and such other areas as per Bank's needs and requirements with the appropriate background and their services in the interest of the bank, are required to be utilised at locations other than rural/semi urban branches, the Chairman and Managing Director and in his absence the Executive Director may allow exemption of rural/semi urban branch exposure for such officers altogether or defer the placement at rural/semi urban branches as deemed appropriate. In case of deferment of such rural/semi urban branch exposure, as stated above, the officers will have to undergo necessary rural/semi urban branch exposure immediately after completion of such specified tenure of deferment, as the case may be, and before he is considered for promotion to SMG Scale IV.

9.The provision for mandatory rural/semi urban branch services of an officer for being eligible for promotion as enumerated above may be relaxed by the Chairman and Managing Director and in his absence the Executive Director in case of a physically handicapped officer after being satisfied that the handicap is of such nature that it is not possible for the concerned officer to serve in a rural/semi urban branch.

10.The officers, who may be exempted from rural/semi urban assignment by the Competent Authority i.e. the Chairman and Managing Director or the Executive Director, will not be excluded from normal transfer.

The exemption as stated above will be considered only with a view to using the talents, potentials in the interest of business, earnings, effectiveness and improvement of the bank.

ANNEXURE -CPROCEDURE IN CASE OF AN OFFICER AGAINST WHOM DISCIPLINARY/COURT

PROCEEDINGS HAVE BEEN INITIATED/PENDING OR ON WHOM PENALTY HAS BEEN IMPOSED(PARAGRAPH 15.3 OF PROMOTION POLICY)

1. Cases of officers to whom sealed cover procedure will be applicable at the time of consideration of the cases of Officers for promotion, details of officers in the consideration zone for promotion falling under the following categories should be specifically brought to the notice of the Departmental Promotion Committee – Officers under suspension; Officers in respect of whom a charge sheet has been issued and the disciplinary proceedings

are pending; and Officers in respect of whom prosecution for a criminal charge is pending.

2. Procedure to be followed by DPC in respect of officers under cloud The Departmental Promotion Committee shall assess the suitability of the officers coming within the purview of the circumstances mentioned above along with other eligible candidates without taking into consideration the disciplinary case/criminal prosecution pending. The assessment of the DPC including 'Unfit for Promotion', and the grading awarded by it will be kept in a sealed cover. The cover will be superscribed 'Findings regarding suitability for promotion to the grade/post of______________ in respect of Shri __________________ (name of the officer). Not to be opened till the termination of the disciplinary case/criminal prosecution against Shri _____________The proceedings of DPC need only contain the note. The findings are contained in the attached sealed cover. The authority competent to fill the vacancy should be separately advised to fill the vacancy in the higher grade only in an officiating capacity when the findings of DPC in respect of the suitability of an officer for his promotion are kept in a sealed cover.

3. Procedure by subsequent DPCs :The same procedure outlined in para 15.3.2 above will be followed by the subsequent Departmental Promotion Committees conveyed till the disciplinary case/criminal prosecution against the officer concerned is concluded.

4. Action after completion of disciplinary case/criminal prosecution :On the conclusion of the disciplinary case/criminal prosecution which results in dropping of allegations against the Officer, the sealed cover or covers shall be opened. In case the officer is completely exonerated, the due date of his promotion will be determined with reference to the position assigned to him in the findings kept in the sealed cover/covers and with reference to the date of promotion of his next junior on the basis of such position. The officer may be promoted, if necessary, by reverting the junior-most officiating person.

He may be promoted notionally with reference to the date of promotion of his junior. However, whether the officer concerned will be entitled to any arrears of pay for period of notional promotion preceding the date of actual promotion, and if so, to what extent will be decided by the appointing authority by taking into consideration all the facts and circumstances of the disciplinary proceedings/criminal prosecution. Where the authority denies arrears of salary or part of it, it will record its reasons for doing so. It is not possible to anticipate and enumerate exhaustively all the circumstances under which such denials of arrears of salary or part of it may become necessary.However, there may be cases where the proceedings, whether disciplinary or criminal, are for example delayed at the instance of the employee or the clearance in the disciplinary proceedings or acquittal in the criminal proceedings is with benefit of doubt or on account of non-availability of evidence due to the acts attributable to the employee etc. These are only some of the circumstances where such denial can be justified.

If any penalty is imposed on the officer as a result of the disciplinary proceedings or if he is found guilty in the criminal prosecution against him, the findings of the sealed cover/covers shall not be acted upon. His case for promotion may be considered by the next DPC in the normal course and having regard to the penalty imposed on him.

It is also clarified that in a case where disciplinary proceedings have been held under the relevant disciplinary rules, 'Warning' should not be issued as a result of such proceedings. If it is found, as

a result of the proceedings, that some blame attaches to the officer at least the penalty of 'Censure' should be imposed.

5. Six monthly review of 'Sealed Cover' cases:It is necessary to ensure that the disciplinary case/criminal prosecution instituted against any officer is not unduly prolonged and all efforts to finalise expeditiously the proceedings should be taken so that the need for keeping the case of an officer in a sealed cover is limited to the barest minimum.

It has, therefore, been decided that the appointing authorities concerned should review comprehensively the cases of officers, whose suitability for promotion to a higher grade has been kept in a sealed cover on the expiry of 6 months from the date of convening the first Departmental Promotion Committee which had adjudged his suitability and kept its findings in the sealed cover. Such a review should be done subsequently also every six months. The review should, inter alia, cover the progress made in the disciplinary proceedings/criminal prosecution and the further measures to be taken to expedite their completion.

6. Procedure for ad-hoc promotionIn spite of the six monthly review referred to in paragraph 15.3.5 above, there may be some cases, where the disciplinary case/criminal prosecution against the officer is not concluded even after the expiry of two years from the date of the meeting of the first Departmental Promotion Committee which kept its findings in respect of the officer in a sealed cover. In such a situation, the appointing authority may review the case of the officer, provided he is not under suspension, to consider the desirability of giving him ad-hoc promotion keeping in view the following aspects :

a) Whether the promotion of the officer will be against public interest;b) Whether the charges are grave enough to warrant continued denial of promotion;c) Whether there is any likelihood of the case coming to a conclusion in the near future;d) Whether the delay in the finalisation of proceedings, departmental or in a court of law, is not

directly or indirectly attributable to the officer concerned; and e) Whether there is any likelihood of misuse of official position which the officer may occupy after

ad-hoc promotion, which may adversely affect the conduct of the departmental case/criminal prosecution.

The appointing authority should also consult the Central Bureau of Investigation and take their views into account where the departmental proceedings or criminal prosecution arose out of the investigations conducted by the Bureau.

In case the appointing authority comes to a conclusion that it would not be against the public interest to allow ad-hoc promotion to the officer, his case should be placed before the next DPC held in the normal course after the expiry of two years period to decide whether the officer is suitable for promotion on ad-hoc basis. Where the officer is considered for ad-hoc promotion, the Departmental Promotion Committee should make its assessment on the basis of the totality of the individual's record of service without taking into account the pending disciplinary case/criminal prosecution against him.

After a decision is taken to promote an officer on an ad-hoc basis, an order of promotion may be issued making it clear in the order itself that

I. The promotion is being made on purely ad-hoc basis and the ad-hoc promotion will not confer any right for regular promotion; and

II. ii) The promotion shall be until further orders. It should also be indicated in the orders that the Bank reserves the right to cancel the ad-hoc promotion and revert at any time the officer to the post from which he was promoted.

If the officer concerned is acquitted in the criminal prosecution on merits of the case or is fully exonerated in the departmental proceedings, the ad-hoc promotion already made may be confirmed and the promotion treated a regular one from the date of ad-hoc promotion with all attendant benefits. In case the officer could have normally got his regular promotion from a date prior to the date of his ad-hoc promotion with reference to his placement in the DPC proceedings kept in the sealed cover(s) and the actual date of promotion of the person ranked immediately

junior to him by the same DPC, he would also be allowed his due seniority and benefit of notional promotion as envisaged in para 13.3.5 above.

If the officer is not acquitted on merits in the criminal prosecution but purely on technical grounds and the Bank either proposes to take up the matter to a higher Court or to proceed against him departmentally or if the officer is not exonerated in the departmental proceedings, the ad-hoc promotion granted to him should be brought to an end.

7. Sealed cover proceedings for confirmation:The procedure outlined in the preceding paragraphs should also be followed in considering the claim for confirmation of an officer under suspension etc. A permanent vacancy should be reserved for such an officer when his case is placed in sealed cover by the DPC.

8. Sealed cover procedure applicable to officers coming under cloud after holding of DPC but before promotion:

An officer, who is recommended for promotion by the Departmental Promotion Committee but in whose case any of the circumstances mentioned in paragraph 15.3.2 above arise after the recommendation of the DPC are received but before he is actually promoted, will be considered as if his case had been placed in a sealed cover by the Departmental Promotion Committee. He shall not be promoted until he is completely exonerated of the charges against him and the provisions contained hereinabove will be applicable in his case also.

.............................................................................................................................................

ALLAHABAD BANKPersonnel Administration Department

Head Office : 2, Netaji Subhas Road, Kolkata – 700001……………………………………………………………………………………………………………………………..

Instruction Circular No. 11161/PA/2010-2011/28 Date : 28.09.2010……………………………………………………………………………………………………………………………..

To All Branches and Offices

CIRCULAR

Amendment to Promotion Policy, Rules and Procedures applicable to the OfficersReference is invited to Head Office Instruction Circular No. 10992/PA/2010-11/06dated 12.05.2010 enclosing the amended Promotion Policy, Rules and Procedure applicableto the Officers of the Bank.

2. Bank's Board of Directors in the meeting held on 24.09.2010, have approved the following amendment to the said Promotion Policy for Officers :

Paragraph For Promotion from

Existing Provision Amended ProvisionInterview Committee

Competent Authority to approve promotion

Interview Committee Competent Authority to approve promotion

17.1 (3) MMG, Scale-III to SMG, Scale-IV

3 General Managers.

Executive Director.

Executive Director & 2 General Managers (Depending upon the number of candidates, the CMD may constitute more than one Interview Committee to expedite the promotion process).

Chairman & Managing Director or in his absence the Executive Director.

3. All concerned are advised to take a note of the above amendments.

Hindi version of this Circular will follow.

(V. S. Krishna Kumar)

General Manager (HR)

promotion policy, rules and procedure applicable to the officers of bank

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