Suggested Promotion Policy

THE IDEAL PROMOTION PROCESS

Suggested by V Subramanian 

The Ideal Promotion Process - Merit Quota
S No	Evaluation Criteria/Stage	Maximum Marks	Minimum Marks	Explanation
1	Academic Qualifications	10	N I L	Graduation: 2 Marks; Post Graduation: 2 Marks; Professional Qualification: 2 Marks; JAIIB - 1 Mark & CAIIB - 3 Marks (Professional Qualifications include ACA, ICWA, CFA, MBA, LLB/BL, Company Secretaryship etc.)
2	Experience in the current Grade/Scale	6	3	1 Mark for each completed year of service in the present Grade/Scale
3	Performance Appraisal	24	15	Last 3 years average is to be reckoned, in order to eliminate the evil effects of subjectivity, bias, favourtism and nepotism.  However, the employee/officer concerned must have worked under not less than 2 appraising officials during the period of reckoning.
4	Managerial Experience	6	4	2 marks per year of managerial experience in the entire banking career
5	Out of State Service	4	N I L	1 mark per year of service outside one's home state in the entire banking career
6	Written Test	40	24	The written test must comprise of only questions suiting the present grade/scale of each staff.  Neither very simple and basic questions are to be asked, nor very complex subjects are to be touched.
7	Interview	10	4	During the interview process, stupid, silly and irritating questions are not to be posed.  Similarly, very simple, superficial and irrelevant questions are to be avoided.  At present, the nature of questions varies depending on the candidate concerned to select or disqualify a person.  This must change.
	T O T A L	100	50	The overall minimum marks to qualify will be 50 out of 100.

The Ideal Promotion Process - Seniority Quota
S No	Evaluation Criteria/Stage	Maximum Marks	Minimum Marks	Explanation
1	Academic Qualifications	10	N I L	Graduation: 2 Marks; Post Graduation: 2 Marks; Professional Qualification: 2 Marks; JAIIB - 1 Mark & CAIIB - 3 Marks (Professional Qualifications include ACA, ICWA, CFA, MBA, LLB/BL, Company Secretaryship etc.)
2	Experience in the current Grade/Scale	20	10	2 Marks for each completed year of service in the present Grade/Scale
3	Performance Appraisal	30	21	Last 5 years average is to be reckoned, in order to eliminate the evil effects of subjectivity, bias, favourtism and nepotism.  However, the employee/officer concerned must have worked under not less than 2 appraising officials during the period of reckoning.
4	Managerial Experience	10	N I L	2 marks per year of managerial experience in the entire banking career
5	Out of State Service	10	N I L	2 marks per year of service outside one's home state in the entire banking career
6	Rural/Semi-Urban Service	10	6	2 Marks for each completed year of service in the entire banking career
7	Interview	10	3	During the interview process, stupid, silly and irritating questions are not to be posed.  Similarly, very simple, superficial and irrelevant questions are to be avoided.  At present, the nature of questions varies depending on the candidate concerned to select or disqualify a person.  This must change.
	T O T A L	100	40	However, the overall minimum marks to qualify will be 50 out of 100.
Note	Common to both the Streams - Merit and Seniority
Vacancies in positions up to MMGS II can be filled up as follows.
Direct Recruitment					20%
Promotions under Merit Quota					50%
Promotions under Seniority Quota					30%
Vacancies in positions in MMGS III and SMGS IV can be filled up as follows.
Promotions under Merit Quota						60%
Promotions under Seniority Quota						40%
There will be no lateral entry for positions in MMGS III onwards and up to TEG VII (GM) level.
Very Important: Where Rural/Semi-Urban Service and/or Managerial Experience has been made mandatory, as a pre-condition for promotion, managements have unfairly made it as a post-promotion condition in a large number of cases, suiting their whims and fancies.  Further, to add insult to the injury, the managements never bother to ensure that this post-promotion condition is complied with in full measure.  In order to avoid misuse of this clause, which works to the advantage of one section of officers and to the detriment of rest of them, it is now stipulated as follows. “Where this pre-promotion condition is imposed on some promoted officers as a post-promotion condition, until and unless such officers complete the term of rural/semi-urban and managerial service as mandated for their latest promotion, their service will not be counted for earning the promotion to the next higher stage.  In other words, they will lose ‘inter se’ seniority.  Thus, certain section of officers will be thwarted from enjoying best of both the worlds (of complying with the mandatory pre-promotion requirement, after getting the promotion and simultaneously getting the benefit of seniority in the post-promotion Grade)”.
Date	12-06-2014                                                                                                                                                                                                   pannvalan