Promotion Policy, Rules and Procedures applicable
to 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 Norms
Minimum 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.