THE IDEAL PROMOTION PROCESS
Suggested by V Subramanian
The Ideal Promotion Process - Merit Quota
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S No
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Evaluation Criteria/Stage
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Maximum Marks
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Minimum Marks
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Explanation
|
1
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Academic
Qualifications
|
10
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N I L
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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.)
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2
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Experience in the
current Grade/Scale
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6
|
3
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1 Mark for each
completed year of service in the present Grade/Scale
|
3
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Performance Appraisal
|
24
|
15
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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.
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4
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Managerial Experience
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6
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4
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2 marks per year of
managerial experience in the entire banking career
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5
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Out of State Service
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4
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N I L
|
1 mark per year of
service outside one's home state in the entire banking career
|
6
|
Written Test
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40
|
24
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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.
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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.
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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
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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.)
|
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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.
|
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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
|
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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.
|
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T O T A L
|
100
|
40
|
However, the overall
minimum marks to qualify will be 50 out of 100.
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Note
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Common to both the Streams - Merit and
Seniority
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Vacancies
in positions up to MMGS II can be filled up as follows.
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Direct Recruitment
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20%
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Promotions under Merit
Quota
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50%
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Promotions under
Seniority Quota
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30%
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Vacancies in
positions in MMGS III and SMGS IV can be filled up as follows.
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Promotions under Merit
Quota
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60%
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Promotions under
Seniority Quota
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40%
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There will be no lateral entry for positions in MMGS III onwards and up
to TEG VII (GM) level.
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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)”.
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Date
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12-06-2014
pannvalan
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