Central Bank of India (Officers') Service Regulations, 1979

Page 1 of 301 For Private Circulation only CENTRAL BANK OF INDIA (with amendments / modifications adopted upto 31.12.2015 ) Central Bank of India Human Resources Development Dept (Industrial Relations & Policy Wing) 17th Floor, Central Office, Chandermukhi, Nariman Point, Mumbai. Page 2 of 301 CENTRAL BANK OF INDIA [OFFICERS‟] SERVICE REGULATIONS, 1979 [WITH AMENDMENTS UPTO 31st DECEMBER 2015] Chapter No. Regulation No. Subject Page No. I 1. Short title and commencement 4 2. Officers to whom the regulations apply 4 3. Definitions 4 II GRADES AND CATEGORISATION OF POSTS : 4. Grades and scales of pay 6 5. Increment 10 6. Categorisation 33 III FITMENT OF EXISTING OFFICERS AND PROMOTEES IN THE NEW GRADES AND SCALES OF PAY : 7. Categorisation on the appointed date 36 8. Fitment in the scales of pay 37 9. Adjustment Allowance 49 10. Personal Allowance 50 11. Absorption against future increments and increases 12. Option for existing fitment 54 13. Appeal against fitment 57 CONFIRMATION, PROMOTION, SENIORITY AND TERMINATION : 14. Appointments 58 15. Probation 61 16. Confirmation 62 17. Promotions 65 18. Seniority 85 19. Age of retirement 86 20. Termination of services 92 V ALLOWANCES : 21. Dearness Allowance 96 22. House Rent Allowance 98 23. Other Allowances 108 VI PERQUISITES : 24. Medical Aid 129 25. Residential Accommodation 160 26. Bank‘s car for personal purposes 180 27. Loan for the purchase of conveyance 182 28. Loans for the purchase of houses 186 29. Entertainment expenses & Club Membership fees 30. Preferential interest rates on deposits 216 VII LEAVE : 31. Kinds of leave 217 32. Casual leave 219 Page 3 of 301 33. Privilege leave 222 34. Sick leave 227 35. Additional Sick leave 230 36. Maternity leave 231 37. Extraordinary leave 235 37[a]. Special Casual leave & Special leave 243 38. Lapse of leave 249 39. Recall for duty 250 40. Furnishing the leave address to the Bank 250 VIII REIMBURSEMENT OF EXPENSES ON TRAVEL : 41. Mode of travel and expenses on travel 251 42. Transfer traveling allowance etc. 264 43. Travelling allowance on retirement 272 44. Leave Travel Concession 274 45. Provident Fund and Pension 294 46. Gratuity 296 X TRANSFERABILITY : 47 Transferability 298 48. Availability of every officer for duties at any time on transfer 49. Joining time on transfer 299 XI MISCELLANEOUS : 50. Power to implement regulations 301 51. Government‘s decision to be construed as initial decision of the Board 52. Interpretation of ‗Service‘ 301 53. Revocation of earlier rules, etc. 301 54. Interpretation 301 Note : At the end of this booklet, although they do not part form of these Regulations, certain Appendices containing certain Rules/Schemes/Guidelines/Facilities etc, which are frequently referred by the officers/branches/offices, have been included, only for the purpose of ready reference. At the cost of repetition, it is clarified that these Appendices do not form part of Officers‟ Service Regulations, 1979. Page 4 of 301 CENTRAL BANK OF INDIA (As amended/ modified upto 31.12.2015) In exercise of the powers conferred by Section 19 read with sub-section (2) of Section 12 of the Banking Companies (Acquisition and Transfer of Undertakings) Act, 1970 (5 of 1970), the Board of Directors of Central Bank of India in consultation with the Reserve Bank of India and with the previous sanction of the Central Government hereby makes the following regulations, namely: CHAPTER – I REGULATION – 1: SHORT TITLE AND COMMENCEMENT 1) These regulations may be called Central Bank of India (Officers‘) Service Regulations, 1979. 2) These regulations shall come into force on the 1st day of July 1979. REGULATION – 2: OFFICERS TO WHOM THE REGULATIONS APPLY 1) These regulations shall apply to all officers of the bank and to such other employees of the bank to whom they may be made applicable by the Competent Authority to the extent and subject to such conditions as such Authority may decide. 2) They shall also apply to officers transferred /posted/deputed outside India except to such extent as may be specifically or generally prescribed by the Competent Authority. 3) They shall, however, not apply to employees appointed/engaged in any country outside India and permanently serving there. REGULATION – 3: DEFINITIONS In these regulations, unless there is anything repugnant to the subject or context – a) ―appointed date‖ means the 1st of July, 1979; b) ―Bank‖ means Central Bank of India; c) ―Board‖ means the Board of Directors of the Bank; d) ―Competent authority‖ means the authority designated for the purpose by the Board; e) ―Emoluments‖ means the aggregate of salary and allowances, if any; f) ―Government‖ means the Central Government; g) ―Family‖ means the spouse of the officer (who is not an employee of the Bank), wholly dependent unmarried children (including dependent step and legally adopted children) and parents ordinarily residing with and wholly dependent on the officer‘; h) ―Guidelines of the Government:‖ shall mean such guidelines as may be issued by the Government and shall include the recommendations made in the Report of the Committee constituted by the Government‘s Resolution No. F.4(26)/72/IR dated 19th July 1973, as accepted by Government together with modifications or alterations thereof as may from time to time, have been or be made by the Government; i) ―Managing Director‖ means the Managing Director of the Bank; j) ―Officer‖ means a person fitted into or promoted to or appointed to any of the grades specified in Regulation 4 and any other persons, who immediately prior to Page 5 of 301 the appointed date was an officer of the Bank, and shall also include any specialist or technical person as fitted or promoted or appointed and any other employee to whom any of these Regulations have been made applicable under Regulation 2; k) ―pay‖ means basic pay including stagnation increment; l) ―salary‖ means the aggregate of the pay and dearness allowance; m) ―Year‖ means a continuous period of twelve months; n) ―calendar year‖ means the period commencing from the 1st day of January of a year and ending with the 31st day of December of the same year. o) ―Wholly dependent children or parents‖ mean children or parents having an income not exceeding Rs. 2550 per month‘ Note: If the income of one of the parents exceeds Rs.2550 per month or the Aggregate income of both the parents exceeds Rs.2550 per month, both the parents shall not be considered as wholly dependent on the employee; Page 6 of 301 CHAPTER – II GRADES AND CATEGORISATION OF POSTS REGULATION - 4: GRADES AND SCALE OF PAY : 4 (1) On and from 1/11/1987, the scales of pay specified against each grade shall be as under :- a) Top Executive Grade : b) Senior Management Grade : c) Middle Management Grade : d) Junior Management Grade : 4 (2) On and from 1/7/1993, the scales of pay specified against each grade shall be revised as under :- a) Top Executive Grade : b) Senior Management Grade : c) Middle Management Grade : d) Junior Management Grade : 4 (3) With effect from 1st April, 1998, the scales of pay specified against each grade shall be as under:- a) Top Executive Grade : b) Senior Management Grade: c) Middle Management Grade: Page 7 of 301 d) Junior Management Grade: 4(4) On and from the On and from the 1st day of November 2002, the scales of pay specified against each Grade shall be as under:- (a) Top Executive Grade: (b) Senior Management Grade : (c) Middle Management Grade:- (d) Junior Management Grade: Note: Every officer who is governed by the scales of pay as in force as on 31st October, 2002 shall be fitted in the scale of pay set out as in this sub- regulation as on 1st November, 2002 on stage to stage basis, i.e. on corresponding stages from first stage onwards in the respective scales and the increments shall fall on the anniversary date as usual except where provided otherwise; (4A) Nothing in sub-regulations (1),(2),(3) and (4) shall be construed as requiring the bank to have at all times, officers serving in all these grades.‘ (CO:PRS:2003:04:65 dated 19/07/2003) GUIDELINES OF THE GOVERNMENT ISSUED IN TERMS OF REGULATION 4 (1) : (1) Every Officer who is governed by the scales of pay as in force as on 31/10/1992 shall be fitted in the scale of pay set out in Regulation 4(2) as on 1/7/1993 on stage to stage basis i.e., on corresponding stages from first stage onwards and the increments shall fall on the anniversary date as usual except where provided otherwise. (2) Officers in substantive Scale III i.e. those who are recruited or promoted to Scale III and who are in receipt of first stagnation increment shall be given second stagnation increment w.e.f. 1/11/1994 or three years after having received the first stagnation increment, whichever is later. Administrative Clarifications under Regulation 4 : (in respect of fitment into scales of pay revised as on 1/11/1987) 4.1 The annual increment due to an officer in the month of November will also be taken into account in the old scale of pay for fitment purpose as on 1/11/1987 in the new scale. Page 8 of 301 4.2 In Scale I, where 2 stages in the old scale are combined for fitment with a common stage in the new scale, the next and the subsequent annual increment for those officers in the lower stage will be on the anniversary of 1st November every year. 4.3 The fitment in the new scales will be made after excluding the weightage of one or two increments as the case may be for CAIIB in the old scale and adding them after the initial fitment. The exclusion of the weightage for CAIIB in the old scale will be one or two increments for CAIIB Part I or Part II respectively even if the benefit of the number of increments actually derived by the officer in the clerical cadre was more. 4.4 An officer in Scale I at the last stage in the old scale will move to the next higher stage of new Scale II one year after 1/11/1987 or on the date of completion of 5 years at the last stage whichever is earlier. 4.5 An officer drawing one stagnation increment in Scale I will be fitted at one stage above the maximum of the new scale I in the Scale II i.e. Rs. 4140/-. He will draw the next increment one year after 1/11/1987 or after 5 years of earning the 1st stagnation increment whichever is earlier. 4.6 An officer drawing two stagnation increments in Scale I will be fitted on 1/11/1987 at a stage of Scale II which is two stages above the maximum of the new Scale I in the Scale II i.e. Rs. 4260/- and he will move to the next stage of Scale II one year after 1/11/1987. 4.7 An officer in Scale II fitted at the last stage in the new Scale will move to the next higher stage to Scale III one year after 1/11/1987 or on completion of 5 years stagnation in the old scale whichever is earlier. 4.8 An officer in Scale II drawing a stagnation increment in the old Scale will be fitted at a stage in new scale III which is one stage above the maximum in new Scale II i.e. Rs. 4520/-. He will draw further increments in Scale III on the anniversary dates. Administrative Clarification : Extract from the Joint Note dated 27.04.2010 (yet to be adopted for want of amendments from Govt/IBA but stands implemented on adhoc basis pending adoption of amendments) in respect of Scales of Pay of Officers w.e.f 01.11.2007: Scale VII – 46800 – 1300/4 - 52000 Scale VI - 42000 – 1200/4 – 46800 Scale V - 36200 – 1000/2 - 38200 -1100/2 - 40400 Scale IV – 30600 - 900/4 – 34200 - 1000/2 - 36200 Scale III - 25700 - 800/5- 29700 - 900/2 - 31500 Scale II – 19400 - 700/1 – 20100- 800/10 - 28100 Scale I - 14500 – 600/7 - 18700 - 700/2 - 20100 - 800/7 - 25700 Page 9 of 301 Fitment: Fitment shall be stage-to-stage, i.e. on corresponding stages from 1st stage onwards and the increments shall fall on the anniversary date as usual. Administrative Clarification : Extract from the Joint Note dated 25.05.2015 (yet to be adopted for want of amendments from Govt/IBA but stands implemented on adhoc basis pending adoption of amendments) in respect of Scales of Pay of Officers w.e.f Scale VII – 76520 – 2120/4 - 85000 Scale VI - 68680 – 1960/4 – 76520 Scale V - 59170 – 1650/2 - 62470 -1800/2 - 66070 Scale IV – 50030 - 1460/4 – 55870 - 1650/2 - 59170 Scale III - 42020 - 1310/5- 48570 - 1460/2 - 51490 Scale II – 31705 - 1145/1 – 32850- 1310/10 - 45950 Scale I - 23700– 980/7 - 30560 - 1145/2 - 32850 - 1310/7 - 42020 Fitment: Fitment shall be stage-to-stage, i.e. on corresponding stages from 1st stage onwards and the increments shall fall on the anniversary date as usual. Page 10 of 301 REGULATION - 5: INCREMENT : 5(1) Subject to the provisions of sub-regulation (4) of regulation 4, on and from 1st day of November, 2002, the increments shall be granted subject to the following conditions, namely:- (a) The increments specified in the scales of pay set out in sub- regulation (4) of regulation 4 shall, subject to the sanction of the Competent Authority, accrue on an annual basis and shall be granted on the first day of the month in which these fall due; (b) Officers in Scale I and Scale II, one year after reaching the maximum in their respective scales, shall be granted further increments including stagnation increment(s) in the next higher scale only as specified in clause (c) below subject to their crossing the efficiency bar as per guidelines of the Government; (c) Officers including those referred to in clause (b) above who reach the maximum of the Middle Management Grade Scales II and III shall draw stagnation increment(s) for every three completed years of service after reaching the last stage of the Scale II or Scale III, as the case may be, subject to a maximum of two such increments of Rs. 560 each for officers in the last stage of Scale II and one such increment of Rs. 620 for officers in the last stage of Scale III; Provided that on and from the 1st day of November,1994 the officers in substantive Scale III i.e. those who are recruited in or promoted to Scale III shall be eligible for second stagnation increment three years after having received the first stagnation increment; Provided further that such increment/s in the next higher scale/stagnation increment/s shall not be allowed to an officer who refuses promotion when offered. Note: Grant of such increments in the next higher scale shall not amount to promotion. Officers even after receipt of such increments shall continue to get privileges, perquisites, duties, responsibilities or posts of their substantive Scale I or Scale II as the case may be. 5 (2) An additional increment each shall be granted in the scale of pay for passing Part I of Certifified Associate of Indian Institute of Bankers/Junior Associate of Indian Institute of Banking and Finance and Part II of Certified Associate of the Indian Institute of Bankers Examination. Explanation : (a) In the case of an officer who has passed Part I or Part II of Certified Associate of Indian Institute of Bankers Examination as an officer before the appointed date, the additional increment, or increments as the case may be, shall be given effect to from the appointed date, provided that he has not received any increment or received only one increment, for passing both parts of the said examination. (b) On and from 1st day of November, 1987 officers who reach or have reached the maximum in the pay scale and are unable to move further except by way of promotion shall subject to Government guidelines, if any, be granted professional qualification Allowance in lieu of additional increments as specified in the table below : Page 11 of 301 Those who have passed Only Part I of Certified Associate of the Indian Institute of Bankers. (i) Rs. 100/- p.m. after one year of which Rs. 75/- shall rank for superannuation benefits. Those who have passed both Parts of Certified Associate of the Indian Institute of Bankers. (i) Rs.100/- p.m. after one year of which Rs.75/- shall rank for superannuation benefits. (ii) Rs. 250/- p.m. after two years of which Rs. 200/- shall rank for superannuation benefits. (c) On and from 1st day of November, 1994 other things being equal, the quantum of Professional Qualification Allowance shall stand revised as specified in the table below:- Those who have passed Only Part I of Certified Associate of the Indian Institute of Bankers (i) Rs. 120/- p.m. after one year on reaching top of the Scale. Those who have passed both Parts of Certified Associate of the Indian Institute of Bankers. (i) Rs. 120/- p.m. after one year on reaching top of the Scale. (ii) Rs. 300/- p.m. after two years on reaching top of the Scale. Provided that officers who are eligible to draw Fixed Personal Allowance in terms of clause (b) of sub-regulation (3) of Regulation 5, shall draw Professional Qualification Allowance one year / two years after receipt of such Fixed Personal Allowance respectively for Part I and II as the case may be. d) On and from 1st day of November, 1999, other things being equal, the quantum of Professional Qualification Pay shall stand revised as specified in the table below :- Those who have passed Junior Associate of Indian Instiute of Bankers or Part-I of Certified Associate of Indian Institute of Bankers. (i) Rs. 150/- p.m. after one year on reaching max. of the Scale. Those who have passed Junior Associate of Indian Instiute of Bankers or Part-I of Certified Associate of Indian Institute of Bankers or both parts of Certified Associate of Indian Institute of Bankers. (i) Rs. 150/- p.m. after one year on reaching max. of the Scale. (ii) Rs. 360/- p.m. after two years on reaching max. of the Scale. Provided that officers who are in Scale I and Scale II and are granted further increments in the next higher scale as in clause (b) of sub-regulation (1) shall draw Professional Qualification Pay after one/two years, as the case may be, on reaching the maximum in such higher scales. e) on and from the 1st day of November,2002, other things being equal, the quantum of Professional Qualification Pay shall stand revised as specified in the table below:- Page 12 of 301 Those who have passed Junior Associate of Indian Instiute of Bankers or Part-I of Certified Associate of Indian Institute of Bankers. (i) Rs.300 per month after one year on reaching maximum of the Scale. Those who have passed both parts of Certified Associate of Indian Institute of Bankers. (i) Rs.300 per month after one year on reaching maximum of the Scale; (ii) Rs. 750 per month after two years on reaching maximum of the Scale: Provided that officers who are in Scale I and Scale II and are granted further increments in the next higher scale as specified in clause (b) of sub-regulation (1) shall draw Professional Qualification Pay after one or two years, as the case may be, on reaching the maximum in such higher scales. Note : i. If an officer who is in receipt of Professional Qualification Pay, is promoted to next higher scale, he shall be granted on fitment in such higher scale, additional increment(s) for passing Junior Associate of Indian Instiute of Bankers / Certified Associate of Indian Institute of Bankers to the extent increments are available in the scale, and if no increments are available in the scale, the officer shall be eligible for Professional Qualification Pay in lieu of increment(s). ii. On and from 1st day of November,1994, Professional Qualification Allowance or Professional Qualification Pay, as the case may be, shall rank for Dearness Allowance, House Rent Allowance and Superannuation Benefits. iii. An officer shall not be eligible for Professional Qualification Pay, as above, if he refuses to accept promotion when offered. iv. If an officer acquiring Junior Associate of Indian Instiute of Bankers or Certified Associate of Indian Institute of Bankers (either or both parts) qualifications after reaching the maximum of the scale of pay, shall be granted from the date of accquring such qualification the first installment of Professional Qualification Pay and the release of subsequent installment of Professional Qualification Pay shall be with reference to the date of release of first installment of Professional Qualification Pay. v. If an officers, as on 2nd day of June, 2005 has already acquired any of the said qualifications referred to in clause (iv) and has not earned any increment or Professional Qualification Pay on account of accquring such qualification/s, he shall be, with effect from the 1st day of November,2002 or the date of acquiring such qualification/s, whichever is later, released Professional Qualification Pay as provided herein above. 5.(3) (a) All officers who are in Bank‘s permanent service as on 1st day of November, 1993 shall get one advance increment in the scale of pay. Officers who are on probation on 1st day November 1993 will get one advance increment one year after the confirmation. Note : There shall be no change in the date of annual increment because of advance increment. Page 13 of 301 (b) An officer who is at the maximum of the scale or who is in receipt of stagnation increment(s) as on 1st day of November, 1993 will draw a Fixed Personal Allowance from 1st day of November, 1993, which shall be equivalent to an amount of last increment drawn plus Dearness Allowance payable thereon as on 1st day of November, 1993 plus House Rent Allowance, at such rates as applicable in terms of Regulation 22 and the Fixed Personal Allowance together with House Rent Allowance, if any, as specified in the table below shall remain valid till further revised. TABLE Increment Component Dearness Allowance as on 1/11/1993 on the increment component Total Fixed Personal Allowance accommodation is provided (A) Rs. (B) Rs. (C) Rs. (c ) On and from 1st day of November, 1999 other things being equal, the Fixed Personal Pay with House Rent Allowance, if any, shall be as specified in the table below:- TABLE Increment Component Dearness Allowance as on 1/11/1997 on the increment component Total Fixed Personal Allowance accommodation is provided (A) Rs. (B) Rs. (C) Rs. (d) on and from 1st day of November 2002, other things being equal, Fixed Personal Pay together with House Rent Allowance, if any, shall be as specified in the table below and shall remain frozen for the entire period of service:- TABLE Increment Component Dearness Allowance as on 01.11.2002 on the increment components Total Fixed Personal Pay accommodation is provided. (A) Rs. (B) Rs. (C) Rs. Page 14 of 301 Note : (i) Fixed Personal Allowance/Fixed Personal Pay as indicated under Column (C) in table in clauses (b),(c ) & (d) of sub-regulation (3) of regulation 5 shall be payable to those officers who are provided with bank‘s accommodation. (ii) Fixed Personal Allowance/Fixed Personal Pay for officers eligible for House Rent Allowance shall be (A) + (B) + House Rent Allowance as indicated in clauses (b),(c) & (d) of sub-regulation (3) of Regulation 5 drawn by the concerned officer on the increment component of the relevant scale of pay as specified in sub- regulation (2) & (3) of Regulation 4 is earned. (iii) On and from 1st day of November, 1999 there shall be no change in the schedule of release of Professional Qualification Pay as in explanation (c) under sub- regulation (2) on account of release of Fixed Personal Pay. Provided that where any installment of Professional Qualification Pay which on account of the earlier provisions has been shifted by a year and is scheduled for release on or after 1st day of November, 1999, it shall be released to the officer on and from this date and second installment of Professional Qualification Pay, if any, shall be released on 1st day of November, 2000. (iv) The increment component of Fixed Personal Allowance / Fixed Personal Pay shall rank for superannuation benefits. (e) An officer who has earned the advance increment as specified in clause (a) above shall draw the quantum of Fixed Personal Allowance / Fixed Personal Pay as mentioned in clauses (b),(c) or (d) above, one year after reaching the maximum of the scale. Administrative Clarifications under Regulation 5 : 5.1 Increment in various scales of pay shall accrue on annual basis on the anniversary date except where provided otherwise and shall be given effect to on the first day of the month in which it falls due. 5.2 Normally, the anniversary date of increment of an officer on leave without pay will be deferred permanently to the extent of such leave period. Such anniversary date will be postponed by the number of days the officer was on leave on loss of pay and will be notionally determined. The effect of postponement would be given when the notional date of increment shifts to the next calendar month. The date of increment in each year will be computed by taking into account the leave on loss of pay during the year. In effect, the postponement, unless condoned, will have cumulative effect throughout the career of the officer provided that in the case where the sanctioning authority is satisfied that the leave was taken on account of illness or for any other cause beyond the employee‘s control, then period of extraordinary leave may be condoned, for the purpose of postponement of increment. 5.3 An officer directly recruited in the Bank will get his annual increment on completion of 12 months of service. 5.4 On and from 1/7/1979, Probationary Officers/Directly Recruited officers who have passed CAIIB examination before joining the Bank would be allowed one additional increment for each part of CAIIB examination at the time of their appointment in the Bank. (Ref : Circular CO/90-91/69 dated 18/5/1990) Page 15 of 301 (a) An officer who has opted to continue in the scale of pay and allowances applicable to him immediately prior to the appointed date will draw his annual increment on the date it falls due as per rules in vogue prior to the appointed date. (b) Increment will not be allowed to an officer : -- when he has reached the maximum of his grade/scale -- when he is under suspension -- when efficiency bar is applied to him -- when increments are stopped as a punishment by the Disciplinary Authority (c) On and from 01.06.2002, the regular/stagnation increments/PQP/FPP to Officers shall be sanctioned by the respective Competent Authorities without the need for recommendation by the branches/offices and communicated to the respective branch/office on or before the due date. Hence, it is imperative on the part of concerned controlling office to advise the concerned branch/office in case of stoppage/postponement of increment/PQP/FPP of the officer on account of disciplinary action, loss of pay, extraordinary leave (during relevant increment period) etc., the circumstances which necessitates such course of action based on the existing and future rules. (d) The above is not applicable to Efficiency Bar (EB) increments. As such, the existing system will continue for sanction of EB increments. (e) In view of what has been stated in (c) above, the submission of regular formats/confidential reports for sanction of increments (except for EB increments upto Scale III and all increments for Scale IV and above) stands dispensed with. Needless to clarify that for EB increments upto Scale III and all increments for Scale IV and above, the formats shall continue to be submitted as per the specimen format given in the Annxure-1. (CO/PRS/2002-2003/49 DATED 29.5.2002) 5.5 GUIDELINES RECEIVED FROM GOVERNMENT OF INDIA REGARDING EFFICIENCY BAR UNDER REGULATION 5 : The movement of officers in Scale I and Scale II to the higher stages in the next scale after reaching the maximum in their respective scales shall be subject to their crossing the Efficiency Bar which shall apply only in the following cases :- i) Where an officer employee is under suspension; ii) Where a disciplinary action has been initiated against an officer employee; iii) Where an officer employee has earned an adverse remark from the Reporting Authority in the Reporting year preceding the date on which the officer employee is due to cross the Efficiency bar and the same has been conveyed to the officer employee. Note: a) Where the Efficiency Bar operates in terms of (ii) above, the case of the concerned officer employee shall be reviewed every year well before the next due date for crossing the Efficiency Bar. The delay in crossing the Efficiency Bar under this provision shall not be more than three years after which if the disciplinary proceedings are still not concluded, the increments shall be released with retrospective effect. Page 16 of 301 b) Where the Efficiency Bar has been applied in terms of (iii) above, but the rating improves subsequently, the increment shall be released after one year. Average remark or rating shall not be treated as adverse for this purpose. 5.6 (a) Efficiency Bar has to be applied at the maximum of the scale i.e. at the time of automatic movement of scale I/II to scale II/III as the case may be. Only when the Efficiency Bar is lifted by the Competent Authority then further increment in Scale II / III will be sanctioned like any regular increment/s as hitherto. (b) Officers who are not eligible for stagnation movement in view of application of Efficiency Bar are also not eligible for advance increment on account of computerization. Such advance increment may be released with retrospective effect once the officer is allowed stagnation movement after crossing the Efficiency Bar. [Ref.: Circular CO/PRS/IRP/94-95/1800 dated 22/12/1995) 5.7 An officer who is not eligible for automatic movement to the next higher scale by virtue of application of Efficiency Bar and who acquires CAIIB qualification after imposition of Efficiency Bar may be allowed Professional Qualification Allowance, stagnation increment, provided appropriate adjustments are made on lifting the Efficiency Bar and consequential consideration of increments in the next higher ILLUSTRATION FOR MAKING ADJUSTMENT AFTER LIFTING OF E.B UNDER THE ABOVE PROVISION : Name of the Officer : Mr. X Grade/Scale : I Basic Pay as on 1/11/1987 : Rs. 3900/- Date of Increment : 1st December Basic Pay as on 1/12/1987 : Rs. 4020/-(Maximum) E.B applied on : 1/12/1988 1st Instalment of PQA of Rs. 100/- granted as on : 1/12/1988 2nd Instalment of PQA of Rs. 150/- granted as on : 1/12/1989 1ST Stagnation increment of Rs. 120/- granted 3 years after reaching Rs. 4020(Maximum) i.e. as on : 1/12/1990 E.B. lifted on : 1/12/1991 The following adjustment are to be made after lifting of EB on 1/12/1991 Date Basic Pay, PQA and Stagnation After adjustment Increment already granted a) Increment for passing CAIIB Examination after reaching the top of the scale, but before stagnation movement should be considered only when the officer is allowed to cross Efficiency Bar. However, the CAIIB increment will be given backdated effect from the date of passing the same. Page 17 of 301 ILLUSTRATION FOR GRANT OF INCREMENT TO AN OFFICER PASSING CAIIB AFTER REACHING MAXIMUM UNDER THE ABOVE PROVISION : Name of the Officer : Mr. V Grade/Scale : I Date of reaching Rs. 4020/-(Maximum) : 1/8/1990 Date of passing CAIIB Part II : 31/12/1990 The increment for passing CAIIB will be considered only after lifting of Efficiency Bar falling due on 1/8/1991. However, the date of effect of the increment for CAIIB II will be given from the date of passing. The member will be granted increments after lifting of E.B. on 1/8/1991 as under. Date of increment Basic Pay 1/8/1991 as of 31/12/1990 for passing CAIIB part II with monetary benefits Rs. 4140/- 1/8/1991 .. .. .. .. Rs. 4260/- b) In case of an officer who reaches the top of the scale by virtue of release of CAIIB increment, his next increment be released only after crossing of Efficiency Bar but with effect from the date of his normal annual increment. ILLUSTRATION FOR GRANT OF INCREMENT TO AN OFFICER REACHING MAXIMUM BY VIRTUE OF RELEASE OF INCREMENT FOR PASSING CAIIB UNDER THE ABOVE PROVISION : Name of the Officer : Mr. Z Grade / Scale : I Date of reaching Basic Pay of Rs. 3900/- : 1/11/1990 Basic Pay as on 31/12/1990 for passing CAIIB – I : Rs. 4020/- (Maximum) The next increment which is subject to lifting of Efficiency Bar shall be considered after 31/12/1991 i.e. an year after reaching Rs.4020/- (Maximum). However, the effect of this increment shall be given from the due date of increment i.e. The member will be granted increment after lifting of E.B. on 31/12/1991 as under: Date of increment Basic Pay 31/12/1991 as of 1/11/1991 : Rs. 4140/- 5.8 Where an officer in scale I/II has been automatically fitted on or above Efficiency Bar stage in the new scales of pay as on 1/11/1987, the next or subsequent increment shall not be subject to crossing of Efficiency Bar. Where however an officer in Scale I or II will have to be granted the increment in new scale II or III as the case may be after 1/11/1987, then the guidelines for lifting the Efficiency Bar will have to be strictly enforced. 5.9 Where the disciplinary action was initiated against an officer on or before the due date of the Efficiency Bar increment, the same is subject to crossing the Efficiency Bar. To clarify further, the increment in Scale II/III as the case may be to such an officer shall be considered only after the conclusion of the findings of such enquiry and having regard to the penalty awarded, if any, thereat. Page 18 of 301 5.10 Where the disciplinary action was initiated subsequent to the due date of the Efficiency Bar increment, then the officer may be allowed to move to the next higher stage. 5.11 Where the member was awarded punishment after conclusion of disciplinary action but prior to the due date of the Efficiency Bar increment, then depending upon the order of the disciplinary authority, the officer may be allowed to move up to the next higher stage. To clarify further, the Efficiency Bar increment will not be held up for the disciplinary action taken earlier against such an officer i.e. prior to due date of Efficiency Bar increment. In otherwords, where the due date of Efficiency Bar Increment falls prior to date of initiation of Disciplinary Action, the Efficiency Bar Increment should be released as on the due date, irrespective of the fact that the increment report is received at the office of the Competent Authority at a later date. (CO:HRD:IRP:2000-01:28 dated 26/27.6.2000). 5.12 For the purpose of dealing with ―Efficiency Bar increment‖ disciplinary action is considered to have been initiated when the chargesheet is served. ‗Reporting Year‘ stated under the guidelines for Efficiency Bar increments means and include the year of which performance of the officer is appraised. The reporting year need not coincide with the incremental year of the officer. The reporting year immediately preceding the due date of the increment should be considered for the purpose of ascertaining the applicability of condition (iii) under the guidelines for Efficiency Bar increments. Where Efficiency Bar under Clause (iii) of the guidelines, has been applied to an officer, i.e. adverse remark from the reporting Authority in the Reporting year and the rating improves subsequently, the increment will be released from a prospective date and not backdated with notional effect. Competent Authority for sanction of Efficiency Bar Increments for Officers in Scale I & II : On and from 26.05.2015, the competent Authority for sanction of Efficiency Bar Increments to Officers in Scale I & II : Sanction of Efficiency Bar Increments to Officers in Scale I & II. Officers in Scale I & II working in : (Staff Circular No. 670 dated 26.05.2015) 5.13 STAGNATION INCREMENTS: (i) An officer in Scale III to be eligible for the stagnation increment in the new scale after 1/11/1987, the period of 3 years service will include the period spent at the maximum in the new scale. (ii) Where officers in Scale I and II are already in receipt of Professional Qualification Allowance and/or stagnation increment in the existing scale will have to be fitted at a stage in new scale II and III respectively, the guidelines Page 19 of 301 for Efficiency Bar need not be applied at the time of initial fitment as on 1/11/1987. (Ref : Circular CO/91-92/450 dated 10/1/1992). (iii) An Officer in Scale II who have already completed more than 3 years after receipt of first stagnation increment before promotion to Scale III, on promotion to Scale III, second stagnation increment may be released on the date of promotion. (Ref : CO/PRS/99-2000/783 dated 23.12.1999) (iv) The stagnation increment would be taken into account for the purpose of fixation on promotion to next higher Grade/Scale. (v) Where an officer is granted stagnation increment/s the adjustment allowance/personal allowance, if any drawn by him will stand reduced as provided in Regulation 11 of the Officers‘ Service Regulations, treating such stagnation increments as usual grade increment/s. (vi) In case, the pay of any officer who after reaching the maximum of the scale was subsequently reduced to a lower stage as a punitive measure, the period spent at the stages lower than the maximum, would not be counted for the purpose of determining the 3 years (earlier 5 years) eligibility period. To illustrate: (a) where an officer after reaching the maximum of the scale on 1/6/1990 was awarded punishment of reduction of basic pay by two stages prior to 1/6/1993 as a punitive measure, he shall earn stagnation increment on 1/6/1995 instead of from 1/6/1993. (b) An officer in grade/scale I who had earned first stagnation increment on 1/6/1993 was awarded punishment of reduction of basic pay by one stage as a punitive measure, then he will continue to draw the stagnation increment which he has already earned alongwith the reduced basic pay of Rs. 4260/-. However, the second stagnation increment will be due to him on 1/6/1997 instead of from 1/6/1996. (c) Where an officer who has completed 3 years (earlier 5 years) of actual service, after reaching the maximum in the scale was suspended subsequently, he would be eligible for stagnation increment already earned by him and it should be taken into account for payment of subsistence allowance. (vii) Where an officer is granted extraordinary leave on loss of pay and the annual increment/s have been postponed accordingly, then the period of such leave would not be counted as service for the purpose of sanction of stagnation increment and Professional Qualification Allowance. (viii) Where an officer eligible for promotion process on the basis of eligibility criteria fixed by the Bank does not appear for such promotion/interview and/or fails in such interview, he would be entitled stagnation increments and professional qualification allowance. (ix) An Officer who refuses to accept promotion on or after 29.7.2006, when offered to him/her, shall stand to forfeit movement to next higher scale as also stagnation increment/s provided for at the top of the scale. Consequently, he/she shall not be eligible to PQP also. (Ref. CO/HRD/2006- 07/143 dated 28.8.2006) Page 20 of 301 (x) If an officer who is in receipt of Fixed Personal Pay and/or stagnation increment and/or Professional Qualification Pay, is awarded the punishment of reduction of basic pay, he will continue to be paid the Fixed Personal Pay /stagnation increment/Professional Qualification Pay with reduced basic pay. Provided however, as per the further clarification from Indian Banks‘ Association (IBA), above clarification is applicable only in the context of an officer employee punished with ‗reduction to a lower stage in the same scale of pay‘ and not for an officer inflicted with punishment of ‗reduction to lower Grade/Scale‘. Accordingly, if an officer drawing FPP, PQP and/or Stagnation Increment in a Grade/Scale is awarded punishment of reduction to lower grade or post, these components stand withdrawn and they are to be earned afresh in the prescribed intervals in the reduced grade/scale after he/she reaches the maximum Basic Pay. (CO:HRD:IRP:2008-09:37 dated 5.14 Effect on date of increment in respect of Officers upon inflicting the punishment of “reduction of increments” or “stoppage of increments” : (a) No other penalty like deferment of date of increment, shall be imposed as an administrative consequence, beyond the penalty imposed by the Disciplinary Authority. In other words, the date of future increment will not be changed because of any punishment awarded by the Disciplinary Authority, except in the cases where it is specifically mentioned elsewhere below. However, treatment of officers for promotions as a sequel to such penalties shall be in terms of PPO. (b) Special increments like the ―Computer Increment‖ as per the agreement reached at the Industry level, increment/s for passing the CAIIB etc., may be released during the period of punishment itself. In other words, these increments will be released on the date they are falling due irrespective of the punishment awarded. (c) However, wherever an officer has already reached the maximum in the scale and no further increment is available, upon awarding penalties to such officers the date of next increment shall be reckoned from the date of infliction of the penalties. Thus, if the date of punishment is 1/5/1997 and the punishment of reduction of one increment has been awarded, then the next date of increment shall be 1/5/1998. Further, where an officer is awarded the penalty of reduction in time scale after his reaching maximum of the scale, the period spent at the maximum prior to imposition of penalty would be taken into account while computing total service at the maximum of scale for the purpose of payment of stagnation increment/professional qualification allowance. In such cases, the period spent by an officer at the lower stage would not be counted for determining 3 years or one/two years eligibility period for sanction of stagnation increment or professional qualification allowance respectively. (d) In case the officers are awarded the penalty of reduction to a lower scale, then, upon awarding the said penalty, the member would draw the Basic Pay, which he would have drawn had he not been promoted to the Scale from which he has been so reverted. For this purpose, all Zonal/Regional Offices should also refer to the Illustrations on determining the Basic Pay upon awarding various penalties to officers as given by IBA vide its circular letter No.CIR/PD/76/M1/2006-07/977 dated 27th May 2006 as circulated by DAD Wing vide their circular letter Page 21 of 301 No.CO:HRD:DAD:SR:2006-07 dated 9.6.2006 and reiterated vide our Circular letter No.CO:HRD:IRP:2008-09:37 dated 18th March 2009. For ready reference the extract of the said communication of IBA dated 27th May 2006 is reproduced herein below alongwith the Illustrations : Imposition of penalties under Officer Employees‟ [Discipline & Appeal] Regulations, 1976/1982 and their implementation (Ref. IBA circular No.CIR/PD/76/M1/2006-07/977 dated 27th May 2006) 1. Under Regulation 4 of the Officer Employees‘ [Discipline & Appeal] Regulations, 1976/1982, the disciplinary authority can impose upon an officer employee the penalties of reduction to a lower stage in the time-scale of pay and reduction to a lower grade/post. 2. The penalty of reduction to a lower stage in the time-scale of pay can be either a minor or a major one- (i) Where the reduction to a lower stage in the time scale of pay is for a period not exceeding three years, without cumulative effect and not adversely affecting the officer‘s pension- it is a minor penalty [Clause (e) of Regulation 4]. (ii) Where the reduction to a lower stage in time scale of pay is for a specified period with direction as to whether or not the officer will earn increments of pay during the period of such reduction and whether on expiry of such period the reduction will or will not have the effect of postponing the future increments of his pay, it is a major penalty [Clause (f) of Regulation 3. Reduction to a Lower Stage (a) Disciplinary Authority‘s Orders: An order of the Disciplinary Authority imposing on an officer the penalty of reduction to a lower stage in the time-scale of pay should specifically indicate: (i) the date from which the penalty will take effect and the period for which the penalty shall remain in operation; (ii) the stage in the time-scale to which the officer employee is reduced; (iii) whether the officer will draw his normal increments during the period of reduction; and (iv) the extent, if any, to which the period as in (i) above should operate to postpone future increments (i.e.) whether the reduction will have the effect of postponing his future increments. From the above it follows that:  the penalty can be imposed for a specified period only,  the reduction in pay can be ordered to any lower stage in the time- scale, but cannot be fixed at an amount below the minimum of the scale. Page 22 of 301 The penalty as imposed above can take any one of the following four forms, namely, (i) The officer employee draws his normal increment(s) during the currency of punishment and the period of penalty does not operate to postpone his future increments Or (ii) The officer employee does not draw his increment(s) during the currency of punishment (Basic Pay remains constant during the specified period) but the penalty does not have the effect of postponing his future increments; Or (iii) The officer employee draws his normal increment(s) during the currency of the penalty and the penalty has the effect of postponing his future increments; Or (iv) The officer employee does not draw his normal increment(s) during the currency of the penalty order (Basic Pay remains constant), and the penalty also has the effect of postponing his future increments to that extent. (b) Implementation of the Penalty : a) If the punishment of reduction to a lower stage imposed upon the officer is a minor penalty, the officer during the currency of the punishment will continue to draw his annual increments and the period of punishment will not have the effect of postponing future increments. On the expiry of the period of punishment (which will in no case exceed three years) the pay of the officer will be restored to the stage in the time-scale of pay which he would have reached in the normal course if the punishment had not been imposed upon him. b) If the punishment of reduction to a lower stage in the time-scale imposed upon the officer is a major penalty and if the DA directs that the officer will earn increments during the period of punishment and the period of punishment will not have the effect of postponing the future increments of his pay then on the expiry of the period of punishment, the pay of the officer will be restored to the stage in the time-scale which he would have reached in the normal course had the punishment of reduction in pay not been imposed upon him. In this case, the reduction of pay by the stipulated number of stages is constant throughout the penalty period. If, on the other hand, the DA directs that the officer will earn increments during the period of reduction and on the expiry of the period, the reduction will have the effect of postponing future increments, then on the expiry of the period of penalty the reduction of pay will have the effect even after the period of punishment is over, since the punishment is to have cumulative effect. c) If the punishment of reduction to a lower stage in the time-scale imposed upon the officer is a major penalty and if the disciplinary authority directs Page 23 of 301 that the officer will not earn increments during the period of punishment and on the expiry of the period of punishment, the period of punishment will have the effect of postponing his future increments then on the expiry of the punishment period, the pay of the employee will be restored to the stage in the time-scale from which it was reduced. He will draw his next increment after he has drawn the pay which he was drawing immediately before the implementation of the penalty, for a period of 12 months which shall include periods spent by him at this stage both before the punishment and after the currency of the punishment. If, on the other hand, the disciplinary authority directs that the officer will not earn increments during the period of reduction and on the expiry of the period of reduction, the reduction will not have the effect of postponing his future increments then the officer would continue to draw the revised pay throughout the period of penalty and on the expiry of the period of penalty his pay will be fixed at the stage in the time-scale of pay which he would have reached but for the punishment. 4. Reduction to a lower grade or post : The penalty of reduction to a lower grade or post can be ordered either for a specified period or unspecified period.  Where the period is specified, the Disciplinary Authority‘s order should also specify as to whether on restoration, the period of reduction will operate to postpone future increments or not. In such cases, on the expiry of the punishment period, the officer will automatically be restored to the higher post from where he was reduced. If it is ordered that on restoration the period of reduction shall not have the effect of postponing the officer‘s future increments, then on restoration his pay in the higher post will be fixed at the stage which he would have reached if the punishment had not been imposed upon him. If, on the other hand, it is specified that the period of reduction shall operate to postpone the officer‘s future increments, then his pay in the higher post will be fixed at the stage at which he was drawing the pay at the time of his reduction to the lower post/grade. He will then draw his next increment after drawal of pay at that stage for 12 months both (in the aggregate) before and after the punishment period.  Where the period of reduction to the lower post/grade is not specified then the question of the officer‘s restoration to the higher post from which he was reduced does not arise. He will continue to serve in the lower grade/post till such time he is found fit for promotion & promoted to the higher post. His seniority in this higher post will then be determined with reference to the date of his re-promotion to the higher post.  An officer who is imposed the penalty of reduction to a lower grade/post would have his pay in the lower grade/post fixed in such a way that- Page 24 of 301 a. His pay in the lower post does not exceed the maximum of the scale of pay of the lower post; and b. also does not exceed the stage in the time-scale as applicable to the lower grade which is equal to his pay in respect of the grade held by him prior to the imposition of the penalty.  While imposing the penalty of reduction to a lower grade or post, the Disciplinary Authorities may keep in view the fact that a person appointed directly to a higher grade or post cannot be reduced by way of punishment to a post in a lower time-scale or grade which he never held before. (See Annexure – X for illustrative examples to amplify the contents of para No.5.14 above) 5.15 Administrative clarification on payment of FPP on Promotion : As per the clarification given by Indian Banks‘ Association (IBA), when an officer is promoted to a next cadre/scale after earning Fixed Personal Pay (FPP) in lower cadre/scale, then he/she would continue to draw the same amount of FPP in the promoted scale (except when the FPP is changed on account of wage revision) till such time he/she reaches the maximum in the promoted cadre/scale. On completion of stipulated one year at the maximum of the promoted cadre/scale, he/she shall be sanctioned FPP as applicable to the higher cadre/scale in which he/she is placed. This provision comes into effect from 20th October 2007 and benefits, if any, to past cases be passed on from the said date. (Ref. Circular Letter No.CO:HRD:IRP:2008-09:03 dated 2nd May 2008 & (CO:HRD:IRP:2008- It is clarified by Indian Banks‘ Association (IBA), ―An officer staying in quarters when transferred to another place on promotin or otherwise, the quantum of FPP will remain the same. The quantum of FPP will undergo change only when the officer completes one year after reaching the maximum of the promoted scale/grade. When such change in quantum of FPP takes place, the amount may be fixed based on whether the officer is staying in quarter or otherwise at that point of time.‖ (Staff Circular No 711 dated 26.10.2015) 5.16 Clarification received from Indian Banks‟ Association on granting Increment for passing the Associateship Examination of the Chartered Institute of Bankers, London : (CO:HRD:IRP:2005-06:13 dated 6.7.2005, CO:HRD:IRP:2005-06:31 dated 15.09.2005) : It is clarified that officers of banks who pass both parts of the Associateship Examinations conducted by the Chartered Institute of Bankers, London may be given one increment for each part, provided the officer has taken the examinations and passed them. It is further clarified that the officer who successfully completed the Part II of the said examination after obtaining exemption from appearing for the Part I of the Associateship Examination of the said Institute may be granted advance increment in the scale equal to the number of such increments, he/she would have otherwise got for passing CAIIB examination conducted by the Indian Institute of Banking and Finance ie., two increments in the scale. Such increments may be released from the date of passing of the Associateship Examination conducted by the Charted Institute of Bankers, London. Page 25 of 301 While on the subject, it is also clarified that an officer is eligible to receive such advance increments whether for passing CAIIB examinations conducted by the Indian Institute of Banking and Finance or the Associateship examination conducted by the Chartered Institute of Bankers, London. It is further clarified by Indian Banks‘ Association (IBA) (as informed vide our Circular letter No.CO:HRD:IRP:2005-06:48 dated 7.2.2006) that if the banks have released the number of advance increments to employees from the date of their passing the said examination only after 21st June 2005 (ie., the date of the communication of IBA based on which our Circular letter dated 6.7.2005 was issued), then the Banks may pay interest to such employees for the period from the date of passing the examination to the date of actual payment of consequent arrears at rates as was applied to PF accounts from time to time compounded half- yearly. 5.17 In respect of Directly Recruited Officers for whom JAIIB/CAIIB was an essential/preferable/desirable qualification, the advance increment for passing JAIIB/CAIIB shall be allowed prospectively w.e.f. 01.04.2013. (Ref: Circular No. 532 dated 05.06.2013) 5.18 On and from 26.05.2015, the competent Authority for sanction of Normal Increments/advance Increments for passing JAIIB & CAIIB/Stagnation increments/PQP/FPP shall be as under: (Staff Circular No. 670 dated Sanction of PP & sanction of increments to Staff for passing Examinations. Officers upto Scale II working in - (ii) VLB/ELB – Sr. Manager of the Staff Dept. of concerned Branch. Officers in Scale III working in - (ii) VLB/ELB – Chief Manager of the concerned branch. Officers upto Scale III working at ZAO Office- Incharge of ZAO. Officers in Scale IV : Officers in Scale VI & VII – GM (HRD), CO. Page 26 of 301 Note : (i) Where the applicant himself is the sanctioning authority, then such case should be considered by next higher authority. (ii) If the post of competent authority is vacant/absent or in case on leave or on official tour, the cases should be considered by the immediate higher authority next to the prescribed competent authority. Administrative Clarification : Extract from the Joint Note dated 27.04.2010 (yet to be adopted for want of amendments from Govt/IBA but stands implemented on adhoc basis pending adoption of amendments) in respect of Scales of Pay of Officers w.e.f Stagnation Increments : a. Officers in JM Grade Scale I who have moved to scale of pay for MMG Scale II in terms of Regulation 5(b) after reaching maximum of the higher scale shall be eligible for four stagnation increments for every three completed years of service of which first two shall be Rs.800/- each and next two Rs.900/- each. Provided that officers who have completed three years or more after receipt of the second stagnation increment as on 1.11.2007 will get the third stagnation increment on 1.11.2007 and another stagnation increment on or after 1.11.2008 on their completion of six years after receipt of second stagnation increment. b. Officers in MMG Scale II who have moved to scale of pay for MMG Scale III in terms of Regulation 5(b) after reaching maximum of higher scale shall be eligible for three stagnation increments of Rs.900/- each for every three completed years of service. Provided that officers who have completed three years or more after receipt of the first stagnation increment as on 1.11.2007 will get the next stagnation increment with effect from 1.11.2007 and a subsequent stagnation increment on or after 1.11.2008 on their completion of six years after receipt of the first stagnation increment. Provided further those officers in substantive MMG Scale III i.e. those who are recruited in or promoted to MMG Scale III shall be eligible for four stagnation increments of Rs.900/- each for every three completed years of service. Those who have already received two stagnation increments and completed more than three years of service after receipt of second stagnation increment as on 1.11.2007 will get the third stagnation increment on 1.11.2007 and the fourth stagnation increment, on or after 1.11.2008 on their completion of six years after receipt of second stagnation increment. Administrative Clarification : Extract from the Joint Note dated 27.04.2010 (yet to be adopted for want of amendments from Govt/IBA but stands implemented on adhoc basis pending adoption of amendments) in respect of Scales of Pay of Officers w.e.f On and from 1st November 2007, Fixed Personal Pay together with House Rent Allowance shall be at the following rates and shall remain frozen for the entire period of service. Page 27 of 301 Increment Component DA as on where bank‘s accommodation is provided (A) (B) (C) Note: (i) F.P.P. as indicated in ―C‖ above shall be payable to those officer employees who are provided with bank‘s accommodation. (ii) F.P.P. for officers eligible for House Rent Allowance shall be ―A‖ + ―B‖ plus House Rent Allowance payable on the last increment of the relevant scale of pay. (iii)The increment component of F.P.P. shall rank for superannuation benefits. (a) Officers shall be eligible for professional qualification pay as under : Those who have passed only CAIIB – Part I / JAIIB Rs.410/- p.m. one year after reaching top of the scale. Those who have passed both parts of CAIIB – Rs.410/- p.m. one year after reaching top of the scale. Rs.1030/- p.m. two years after reaching top of the scale. (b) An Officer employee acquiring JAIIB/CAIIB (either or both parts) qualifications after reaching the maximum of the scale of pay, shall be granted from the date of acquiring such qualification the first installment of PQP and the release of subsequent installments of PQP shall be with reference to the date of release of first installment of PQP. Provided further that in a case where an officer, as on the date of this Joint Note, has already acquired any of the above said qualifications and has not earned any increment or PQP on account of acquiring such qualification/s, he may be, with effect from 1st November 2007 or the date of acquiring such qualification/s, whichever is later, released PQP as provided herein above. Page 28 of 301 Administrative Clarification : Extract from the Joint Note dated 25.05.2015 (yet to be adopted for want of amendments from Govt/IBA but stands implemented on adhoc basis pending adoption of amendments) in respect of Scales of Pay of Officers w.e.f (A) Stagnation Increments : a) Officers in JM Grade Scale I who have moved to scale of pay for MMG Scale II in terms of Regulation 5(b) after reaching maximum of the higher scale shall be eligible for four stagnation increments for every three completed years of service of which first two shall be Rs.1310/- each and next two Rs. 1460/- each. b) Officers in MMG Scale II who have moved to scale of pay for MMG Scale III in terms of Regulation 5(b) after reaching maximum of higher scale shall be eligible for three stagnation increments of Rs.1460 /- each for every three completed years of service and a fourth stagnation increment of Rs. 1460/- two years after receipt of third stagnation increment. Provided that officers who have completed two years or more after receipt of the third stagnation increment will get the fourth stagnation increment with effect from 1.5.2015. c) Officers in substantive MMG Scale III i.e. those who are recruited in or promoted to MMG Scale III shall be eligible for four stagnation increments of Rs.1460/- each for every three completed years of service and a fifth stagnation increment of Rs.1460/- two years after receipt of fourth stagnation increment provided that the officers who have completed two years after receipt of the fourth stagnation increment will get the fifth d) Officers in SMGS-IV shall be eligible for one stagnation increment of Rs. 1650/- three years after reaching the maximum of scale w.e.f. 1.5.2015. On and from 1st November 2012, Fixed Personal Pay together with House Rent Allowance shall be at the following rates and shall remain frozen for the entire period of service. Increment Component Rs. DA as on Rs. where bank‘s accommodation is provided Rs. (A) (B) (C) Page 29 of 301 Note: (i). F.P.P. as indicated in ―C‖ above shall be payable to those officer employees who are provided with bank‘s accommodation. (ii). F.P.P. for officers eligible for House Rent Allowance shall be ―A‖ + ―B‖ plus House Rent Allowance payable on the last increment of the relevant scale of pay. (iii). The increment component of F.P.P. shall rank for superannuation benefits. (iv). Only officers who were in the service of the bank on or before 01.11.93 will be eligible for F.P.P one year after reaching the maximum scale of pay they are placed. (A) Officers shall be eligible for professional qualification pay as under : (i) Those who have passed only CAIIB - Part I / JAIIB Rs. 670/- p.m. one year after reaching top of the scale. (ii) Those who have passed both parts of CAIIB – a. Rs. 670/- p.m. one year after reaching top of the scale. b. Rs. 1680/- p.m. two years after reaching top of the scale. (B) An Officer employee acquiring JAIIB/CAIIB (either or both parts) qualifications after reaching the maximum of the scale of pay, shall be granted from the date of acquiring such qualification, the first installment of PQP and the release of subsequent installments of PQP shall be with reference to the date of release of first installment of PQP. Page 30 of 301 ANNEXURE – 1 CONFIDENTIAL Increment Report (Applicable only in respect of sanction of Efficiency Bar Increment for Scale I & II and normal increments for Scale IV and above) Name : Employee No : Designation : Qualification : Date of promotion/appointment: Present Grade/Scale : -- in Officer grade________________ Present Basic Pay : -- in present grade_______________ Last increment drawn on : Date of Birth : Amount of Last increment : Date of increment : Scale in which last increment drawn : Any disciplinary action pending /contemplated : Yes / No Number of days of leave on loss of pay availed during the incremental period :- If yes, enclose details. We recommend for sanction of the normal increment/EB increment of the above named officer in grade/scale __________which falls due on ________for Rs.___________ Recommending Authority (Name & Designation) 1) We endorse the recommendations of the Recommending Authority 1) We endorse the views expressed by the Recommending Authority and Regional Manager OR OR 2) We do not agree with the Recommending Authority. Our detailed comments are enclosed. 2) We do not agree with the views expressed by Recommending Authority and Regional Manager. Our detailed comments are enclosed. Regional Manager Regional Office Zonal Manager Zonal Office We sanction the annual increment of Rs. ________________to Officer in Grade / Scale _____________from ________________________________as proposed by the Recommending Authority. Competent Authority (Sign) Name : Designation : Page 31 of 301 ANNEXURE – „X‟ ILLUSTRATIONS ON EFFECT OF PENALTIES AND THE PROCEDURE FOR DETERMINING THE DATE OF INCREMENT AFTER INFLICTING THE PENALTY (See Para 5.14) A. Illustration – 1 : Minor Penalty as in Regulation 4 (e) of D&A Regulations : Penalty : Reduction in pay by two stages for a period of Two years Normal date of increment : 1st September Date of Penalty : 1.02.2004 Date Basic Pay in the normal course Basic Pay after Penalty B. Illustration – 2 : Major Penalty as in Regulation 4 (f) of D&A Regulations : Penalty : Reduction in pay by two stages in the time scale for a period of two years with further directions as in Sub-regulation (f) Normal date of increment : 1st September Date of Penalty : 1.02.2004 Under the four possibilities as in Regulation 4 (f), the Basic Pay movement of the Officer during the currency of the penalty would be as follows: Case 1 : (Officer earns increments during the period of punishment – without cumulative effect) Date Basic Pay in the normal course Basic Pay after Penalty (reduced basic pay restored) It should be noted that the reduction of pay by two stages is constant throughout the punishment period; on the expiry of the period of punishment the officer‘s pay will be restored to the stage in the time scale which he would have reached in the normal course but for the punishment. Implementation of this punishment is similar to that in Regulation 4 (e). Page 32 of 301 Case 2 : (Officer earns increment during the period of punishment – with cumulative effect) Date Basic Pay in the normal course Basic Pay after Penalty The reduction of pay by two stages is constant throughout the punishment period and will have the effect even after the period of punishment is over, since the punishment is to have cumulative effect. Case 3 : (Officer will not earn increments during the period of punishment – without cumulative effect) Date Basic Pay in the normal course Basic Pay after Penalty The officer would continue to draw the reduced pay of Rs.11410/- throughout the period of punishment and on the expiry of the punishment period his pay will be fixed at the stage in the time scale which he would have reached but for the punishment as it has been ordered that the period of reduction will not have the effect of postponing his future increments. Case 4 : (Officer will not earn increment during the period of punishment – with cumulative effect) Date Basic Pay in the normal course Basic Pay after Penalty On the expiry of the period of punishment, i.e. on 1.02.2006 the officer‘s pay will be restored to the same stage in the time scale from which he was reduced i.e.Rs.12350/-. The period from 1.09.2003 to 31.01.2004 during which he drew the pay of Rs.12350/- will be taken into account for determining the date of his next increment and he will draw his next increment to the stage of Rs.12820/- from 1.09.2006 (i.e.) 2 years will be ignored in arriving the date of next increment. Page 33 of 301 REGULATION - 6: CATEGORISATION : (1) Having regard to the responsibilities and functions exercisable, every post of an officer in the Bank shall be categorized by the Board or any Authority specified by the Board in this behalf as falling in any one of the grades or scales mentioned in Regulation 4 and such categorization may be reviewed by the Board or such authority. Provided that the categorization of the posts in existence on the appointed date shall be done before the expiry of two years from that date in accordance with guidelines of the Government, if any, and shall in respect of posts in the Senior Management and Top Executive Grades, be done by a committee of the Managing Director and such other persons as may be appointed by the Government for the purpose. (2) For the purpose of categorization of posts under sub-regulation (1) every branch of the bank shall be classified by the bank, in accordance with the criteria to be approved by the Board of the Bank. (Ref : CO:HRD:2006-07:35 dated The following guidelines were issued by the Government in terms of provision to Regulation 6 of the Central Bank of India Officers‟ Service Regulation - 1979. The categorization of posts in existence on the appointed date shall be done keeping the following criteria in mind : i) The Top Executive Grade would normally include all executives under the Managing Director such as General Managers, Joint General Managers, Deputy General Managers etc. The main criterion for this categorization will be their share in the policy-making, Review and Control functions of the Bank as a whole. ii) The Senior Management grade would include Assistant General Managers and heads of functional departments in the Head Office exercising either operational or advisory responsibilities in both, policy making and areas reserved for Head Office functions. Officers having full functional responsibilities for certain large geographical areas with supervision over a sizeable portion of the Branches of the Bank, Managers of Exceptionally Large Metropolitan Branches and Very Large branches and the principal officer responsible for training will also be at this level. iii) The Middle Management Grade would include Managers of Large and Medium size branches. Second line officers in Large branches as well as in Region/ Area/Division/District and like officers will also fall in this category. iv) The Junior Management Grade would comprise all other officers. It would include Managers of Small Branches and Pay Offices, Accountants or second line officers in Small and Medium branches and other offices. v) In the cases of experts/specialists like Economists, Statisticians, Law Officers etc., as the role of all these officers vary from Bank to Bank, the grades of these officers will have to be determined by the Board on the basis of their experience, expertise and standing in their respective professions. vi) The categorization of posts as on the appointed date in each of the Grades and Scales (including that of the experts/specialists) should be done in such a manner that as far as possible the aggregate of Basic Pay and D.A. of an officer in the new scale bears a Page 34 of 301 reasonable relationship to the aggregate of Basic Pay and DA drawn by an officer immediately prior to the appointed date. Administration Clarifications / guidelines under Regulation 6 : Till 14.5.2006, the classification of branches for the purpose of categorization is governed by Government guidelines under Regulation 6(2) of Officers‘ Service Regulations. However, in furtherance of the managerial autonomy granted to Banks, the Reg. 6(2) of Officers‘ Service Regulations has been amended w.e.f 15.5.2006 providing the freedom to empower the Board of Directors of the Banks to lay down criteria on categorization of the branches of the Bank (Cir No.CO:HRD:2006-07:35 dated 29.5.2006). (Accordingly, the criteria for classification of branches was adopted by the Bank, with the approval of the Board of Directors, in two spells ie., w.e.f 1.4.2007 & w.e.f 1.4.2011. But the details of these criteria is not been enumerated in this edition for want of space. However, readers may refer the relevant Circular bearing Nos. 120 dt.23.8.2007 issued by MPT wing & Staff Circular No.263 dt.4.7.2011 issued by IRP wing, in case of need.) On and from 1.4.2015 the criteria for classification of branches based on the average business mix of the preceding two years stands revised as under: Category of Branch Business Criteria (Average aggregate deposits and advances during last two calendar years) Incumbency Large Rs.30 crore and above but below Rs.75 crore subject to minimum Rs. 10 crore average advances (*) Scale III Very Large Rs.75 crore and above but below Rs.250 crore out of which a minimum of Rs.25 crore average advances (*) Scale IV Exceptionally Large Branches Rs.250 crore and above out of which a minimum of Rs.100 crore average advances Scale V (*) - In these cases, in respect of any branch, if the total business is complied with but the advances are below the threshold level prescribed, then such branches should be categorized under the immediate lower category.  All SME/MSME branches have been removed from the category of specialized branches and re-categorized as per business criteria. This is only for the purpose of posting incumbent Branch Manager. However, the special staus of SME/MSME of these branches will continue for the purpose of business and finanace to SME/MSME i.e. these branches will continue to be classified as SME/MSME branches irrespective of their business volume. Branches) shall be headed by officers in Scale IV, V or VI, having regard to total business mix etc. as may be decided administratively based on the various factors which the Management may deem appropriate to consider from time to time. (Planning & Development Department Information Circular No. 617 dated Page 35 of 301 Note : 1. There will be no staff linkage to the above norms. 2. Each year in the month of May, the bank may undertake an exercise in the matter of classification of branches on the basis of the above criteria and upgrade or downgrade branches taking into account two years of average business i.e. average aggregate deposits and advances during each of the last two financial years. Page 36 of 301 CHAPTER III FITMENT OF EXISTING OFFICERS AND PROMOTEES IN THE NEW GRADES AND SCALE OF PAY REGULATION - 7: CATEGORISATION ON THE APPOINTED DATE : Subject to the provisions of Regulation 6, the various posts of officers in the Bank on the appointed date shall be categorized as specified in the Table below : TABLE Posts Grade in which placed General Managers Top Executive Grade - Scale VII Joint General Managers / Deputy General Managers Top Executive Grade - Scale VI Assistant General Managers Sr. Management Grade - Scale V Officers in Grade A, Grade B and Grade C Middle Management Grade - Scale III Officers in Grade D and Grade E Middle Management Grade - Scale II Officers in Grade F Jr. Management Grade - Scale I Provided that any difficulties and anomalies arising out of the above categorization shall be referred to a committee consisting of the Managing Director and such other persons as may be appointed by the Government for this purpose for its decision. Administrative Clarifications / guidelines under Regulation 7 : On and from 1st September 1996, the designations of officers in JMG Scale I, MMG Scale II & III have been rationalized/changed as under : (Ref. Circular No.CO:PRS:96-97:118 Scale of the Officer Designation existed upto Revised Designation w.e.f 1.9.1996 (a) JMG Scale I : - Incharge of the Small Branch Branch Manager Branch Manager - Second man in Medium Branch Accountant Deputy Manager - Other Scale I officers Sub-Accountant Assistant Manager - Incharge of the Medium Branch Branch Manager Branch Manager - Other Scale II officers Deputy Chief Officer Manager - Incharge of the Large Branch Branch Manager Senior Manager - Other Scale III officers Chief Officer Senior Manager Page 37 of 301 REGULATION - 8: FITMENT IN THE SCALES OF PAY : 1. Every officer of the Bank who immediately before the appointed date holds a post specified in column 1 of the Table below Regulation 7 and whose post has been categorized in the grade specified in column 2 thereof, shall be fitted in the scale of pay applicable to that grade in such a manner that his salary in that scale shall have relation with the aggregate of pay plus dearness allowance payable to him immediately before the appointed date in accordance with the guidelines of the Government. 2. Subject to sub regulation (3) on being so fitted in the new scale of pay; such officer shall be eligible to draw the next increment, if any, in such new scale on the date on which he would have been eligible to draw an increment immediately prior to the appointed date unless intimated to the contrary. 3. Where two or more officers of different seniorities in the scales of pay immediately prior to the appointed date are fitted at the same stage in the new scale of pay, different dates may be fixed for the eligibility of such officers for the next increment in the new scale of pay. 4. Where in the course of aforesaid scheme of fitment, officers have to be fitted in two different scales depending on whether they are located in the Head Office or in the field or metropolitan areas or other areas, the mere fact that on the appointed date they happen to be posted at a particular place or office shall not by itself entitle them to a fitment in a particular grade and the bank may make suitable changes in placements so as to fit them in an appropriate grade, having due regard to their inter-se seniority. The following guidelines are issued by the Government in terms of Regulation 8(1) of the Central Bank of India Officers‟ Service Regulations 1979 : 1. The general principle to be followed for fitment of an officer in the new scale as on the appointed date is to work out the aggregate of pay and DA drawn by the officer before the appointed date and fit him at such a stage in the new scale of pay where his salary be equal to or just above the aggregate of pay and DA drawn by him before the appointed date, subject however, to the following provisions. Explanation : Pay drawn immediately prior to the appointed date shall include besides basic pay such other pay and allowances as have the same character as basic pay and reckoned as such for the purpose of both DA and super-annuation benefits. 2. In respect of officers fitted in the Junior Management grade i.e. Scale I under the new scales, an amount equal to the next increment due to him in the scale applicable to the officer immediately prior to the appointed date ( existing scale ) should be added to the pay in the existing scale and fitment in the new scale worked out accordingly. Where an Officer has already reached the maximum in his existing scale the amount of increment to be added shall be the last increment drawn by him. The amount to be added shall be the actual quantum of increment alone and not the DA paid thereon. 3. In respect of officers fitted in scale II and above in the new scales, the benefit of additional increment referred to in para (2) above would be available provided their basic pay in the existing scale is equal to the basic pay in the existing scale of an officer fitted into the Scale I. Page 38 of 301 4. For the purpose of fitment in the new scales of pay the DA actually drawn by the officer immediately before the appointed date shall be taken into account subject to the following provision. Where the rate of DA is paid in any bank on a percentage basis subject to a limitation on the maximum basic pay is less than Rs. 641/-, this shall be assumed to be Rs. Administrative Clarifications under Regulation 8 : 8.1 Pay of an officer as on the appointed date is fixed in accordance with the provisions of Regulation 8 and 9. The process of such fitment of pay as on the appointed date i.e. as on 1/7/1979 is as under : 8.2 Pay and allowance in the nature of basic pay actually drawn by an officer as on the date immediately prior to the appointed date i.e. June 30, 1979 are taken into account for fitment of pay as on the appointed date i.e. July 1, 1979 under New Service Regulations. 8.3 The principle followed for fitment in the new scales as on the appointed date is to work out the aggregate of pay and dearness allowance actually drawn by an officer as on June 30, 1979 and to fit him at such a stage in the new scale of pay in which he is categorized whereby his salary i.e. basic pay plus dearness allowance is equal to or just above the aggregate of pay and dearness allowance drawn by him as on June 30, 1979. Pay and allowances having the characteristics of basic pay i.e. ranking for dearness allowance and superannuation benefits are included in the basic pay for the purpose of fitment in the new scales of pay. Such allowances are : a) Special Pay/allowance for acquiring Degree and / or CAIIB qualification after becoming an officer. c) Temporary Adjustment Difference Allowance.(attracting DA and P.F.) 8.4 In respect of officers fitted in Junior Management Grade-Scale I under the New Service Regulation, an amount equal to the next increment (exclusive of dearness allowance) due to him in the existing scale is added to the aggregate of pay and fitment in the new scale is to be worked out accordingly. Where an officer has already reached the maximum in his existing (old) grade/Scale, an amount equal to the last increment drawn by him is to be added. 8.5 In respect of officers fitted in Middle Management Grade/Scale II & III in the new scales, the benefit of an amount equal to the next increment referred to in para 8.4 above is to be allowed where the basic pay of officers in the existing scale is less than or is equal to the maximum basic pay (in the old scale) of an officer fitted into Scale I (i.e. Rs.1,120/-) But to avoid anomalies, if any, the benefit of an amount equal to the next increment is to be allowed to officers drawing basic pay upto and including Rs. 1,180/- immediately prior to the appointed date. Where an officer has reached maximum basic pay of Rs. 1180/- an amount equal to the last increment drawn by him is to be added. 8.6 The sum total of Basic Pay, Dearness Allowance and an amount equal to the next increment in the existing scales wherever applicable, gives the total eligible salary as on June 30, 1979 based on which the basic pay under New Service Regulations as on the appointed date i.e. July 1, 1979 is to be worked out. Page 39 of 301 8.7 Where the difference of one stage between two officers in the scale of pay prior to the appointed date has increased to three or more stages on fitment in the same scale of pay under the New service Regulations, the officer in the lower stage is to be granted the increment on 1-7-1979 instead of anniversary date of last increment. 8.8 In case of clerical staff promoted to officer cadre prior to the appointed date (i.e. 1st July 1979) and accorded fixation of basic pay of Rs. 1,320/- and less as on 1st July 1979 they should be notionally fitted in officer cadre as on 1st July 1979, as if they were promoted to officer cadre as on that date. If the actual basic pay falls short of the revised basic pay, the benefit of higher basic pay would be given effect from 1st January 1983. 8.9 In the process of fitment of pay and allowances of officers in Scale I and II as on 1- 7-1979 under New Service Regulations drawing the basic pay of Rs. 640/-, Rs.680/, Rs.720/-,Rs.800/-,Rs.950/-,Rs. 1000/- in the erstwhile grades of the officers categorized in MM Grade/Scale II are getting fitted at a lower basic pay as compared to officers in JM Scale I. Likewise, in case of officers categorized in MM Grade/Scale III at some stages, are getting similar fitment at a lower stage vis-à- vis officers categorized in MM Grade/Scale II. The fitment of such officers would be revised as provided in MASTER CHART as per Annexure 2 enclosed. 8.10 During the process of fitment, officers drawing different basic pay in the old scale were accorded fixation, in some cases, at the same stage in the new scale of pay. In some cases officers drawing different basic pay in old scale were accorded fixation at the minimum of Grade/Scale under New Service Regulation. Such stages are known as ―clubbing stages‖. In such cases preponement/postponement of increment will be made as given in Annexure 3. 8.11 If the total of pay and dearness allowance payable as on the appointed date i.e. July1, 1979 is less than the pay and dearness allowance drawn by an officer together with an amount equal to the next increment immediately prior to the appointed date i.e. June 30, 1979 then the difference amount is payable by way of Adjustment Allowance (AA), which will be absorbed as provided in Regulation 9. Consequent to revision in the pay scales from 1/2/84, there will be no change in the adjustment allowance, if any, drawn by an officer as on 1/2/84. However, adjustment allowance will be absorbed to the extent of 33 1/3% of each future increments or 33 1/3% of the increase in the salary, as a consequence of such increments, whichever is lower. 8.12 The following Fitment Charts are given the Annexures at the end of this provision : Annexure No. Details 2 Combined Fitment Chart of officers in Bank‘s service as on 31.1.1984 into revised scales of pay as on 1.2.1984 (on account of wage revision – Note on Agreed views dt.24.9.1985 ) 3 Combined Fitment Chart of officers in Bank‘s service as on 31.10.1987 into revised scales of pay as on 1.11.1987 (on account of wage revision – Joint Note dated 11.6.1989) 4 Combined Fitment Chart of officers in Bank‘s service as on 31.10.1992 into revised scales of pay as on 1.11.1992 (on account of wage revision – Joint Note dated 23.6.1995) 5 Combined Fitment Chart of officers in Bank‘s service as on 31.3.1998 into revised scales of pay as on 1.4.1998 (on account of wage revision – Joint Note dated 14.12.1999) Page 40 of 301 6 Combined Fitment Chart of officers in Bank‘s service as on 31.10.2002 into revised scales of pay as on 1.11.2002 (on account of wage revision – Joint Note dated 2.6.2005 - The provisions under this revision are yet to be adopted for want of amendments from Govt/IBA) 7. Combined Fitment Chart of officers in Bank‘s service as on 31.10.2007 into revised scales of pay as on 1.11.2007 (on account of wage revision – Joint Note dated 27.4.2010 - The provisions under this revision are yet to be adopted for want of amendments from Govt/IBA) 8. Combined Fitment Chart of officers in Bank‘s service as on 01.11.2012 into revised scales of pay as on 01.11.2012 (on account of wage revision – Joint Note dated 25.05.2015 - The provisions under this revision are yet to be adopted for want of amendments from Govt/IBA) Note : The following Charts are not repeated in this Booklet. Hence, for any reference of these charts, the readers may refer the pre-revised compendium upto 30.6.1999 : (a) Chart indicating New Basic Pay as on 1.7.1979 under different scales based on corresponding Basic Pay and Dearness Allowance only as on 30.6.1979 in different erstwhile Grades. (b) Chart showing date of next increment at clubbing stages arising out of revision of fixation in respect of new scales as on 1.7.1979. (c) The Charts indicating conversion of Basic Pay and allowances having characteristics of Basic Pay prior to the appointed date into new Basic Pay and D.A on the appointed date ie., 1.7.1979. (d) Fitment of officers (as on 1.11.1987) whose basic pay under the salary revision w.e.f 1.11.1987 in respect of critical cases of officers ie., officers falling in clubbing stages, stagnation cases with/without CAIIB etc. Page 41 of 301 ANNEXURE - 2 CHART SHOWING THE FITMENT OF OFFICERS IN BANK’S SERVICE AS ON 31.01.1984 INTO REVISED SCALES OF PAY AS ON 1-2-1984 Stages Scale-I Old New Basic Basic Pay Pay Old New Basic Basic Pay Pay Old New Basic Basic Pay Pay Scale –IV Old New Basic Basic Pay Pay Scale –V Old New Basic Basic Pay Pay Old New Basic Basic Pay Pay Scale – VII Old New Basic Basic Pay Pay It will be observed that officer with higher basic pay is fitted at a lower basic pay compared to another officer in lower scale of pay. Hence his basic pay will have to be adjusted to the next higher stage and date of his next increment will be shifted to 1st February,1985 and his subsequent increments on the anniversary of that date. Therefore wherever *mark is against the basic pay, then revised fitment has to be accorded as given below. Page 42 of 301 Basic pay as on 31-1-1984 Revised basic pay as on 1-2-1984 Date of next increment 1625 2525 1st February 1985 1700 2625 1st February 1985 1775 2725 1st February 1985 MIDDLE MANAGEMENT GRADE/SCALE III 1800 2750 1st February 1985 2100 3135 1st February 1985 2200 3240 1st February 1985 2300 3345 1st February 1985 Page 43 of 301 ANNEXURE - 3 CHART SHOWING THE FITMENT OF OFFICERS IN BANK’S SERVICE AS ON 31.10.1987 INTO REVISED SCALES OF PAY AS ON 1-11-1987 Stages Scale-I Old New Basic Basic Pay Pay Old New Basic Basic Pay Pay Old New Basic Basic Pay Pay Scale –IV Old New Basic Basic Pay Pay Scale –V Old New Basic Basic Pay Pay Old New Basic Basic Pay Pay Scale – VII Old New Basic Basic Pay Pay 100PQA) 4140 or 2775) 200PQA 4260 or 2875) 100PQA) 4390 or 2875) 100PQA)4520 200PQA) 4650 100PQA 200PQA) 100PQA 100PQA 100PQA 100PQA) Page 44 of 301 ANNEXURE - 4 CHART SHOWING THE FITMENT OF OFFICERS IN BANK’S SERVICE AS ON 31-10-1992 INTO REVISED SCALES OF PAY AS ON Old Basic Pay New Basic Pay Old Basic Pay New Basic Pay Old Basic Pay New Basic Pay Old Basic Pay New Basic Pay Old Basic Pay New Basic Pay Old Basic Pay New Basic Pay Old Basic Pay New Basic Pay Note : Officers in Scale III will be eligible for second stagnation increment three years after receiving the first stagnation increment or on 1-11-1994 whichever is later. Page 45 of 301 ANNEXURE – 5 CHART SHOWING THE FITMENT OF OFFICERS IN BANK’S SERVICE AS ON 31.3.1998 INTO REVISED SCALES OF PAY AS ON Old Basic Pay New Basic Pay Old Basic Pay New Basic Pay Old Basic Pay New Basic Pay Old Basic Pay New Basic Pay Old Basic Pay New Basic Pay Old Basic Pay New Basic Pay Old Basic Pay New Basic Pay Page 46 of 301 ANNEXURE – 6 CHART SHOWING THE FITMENT OF OFFICERS IN BANK‟S SERVICE AS ON 31.10.2002 INTO REVISED SCALES OF PAY AS ON 01.11.2002. ( Yet to be adopted) Old Basic Pay New Basic Pay Old Basic Pay New Basic Pay Old Basic Pay New Basic Pay Old Basic Pay New Basic Pay Old Basic Pay New Basic Pay Old Basic Pay New Basic Pay Old Basic Pay New Basic Pay Page 47 of 301 ANNEXURE – 7 CHART SHOWING THE FITMENT OF OFFICERS IN BANK‟S SERVICE AS ON 31.10.2007 INTO REVISED SCALES OF PAY AS ON 01.11.2007. ( Yet to be adopted) Old Basic Pay New Basic Pay Old Basic Pay New Basic Pay Old Basic Pay New Basic Pay Old Basic Pay New Basic Pay Old Basic Pay New Basic Pay Old Basic Pay New Basic Pay Old Basic Pay New Basic Pay Page 48 of 301 ANNEXURE – 8 CHART SHOWING THE FITMENT OF OFFICERS IN BANK‟S SERVICE AS ON 31.10.2012 INTO REVISED SCALES OF PAY AS ON 01.11.2012. ( Yet to be adopted) Old Basic Pay New Basic Pay Old Basic Pay New Basic Pay Old Basic Pay New Basic Pay Old Basic Pay New Basic Pay Old Basic Pay New Basic Pay Old Basic Pay New Basic Pay Old Basic Pay New Basic Pay Page 49 of 301 REGULATION - 9: ADJUSTMENT ALLOWANCE : If the pay of an officer after fitment in the new scale of pay in the manner referred to in Regulation 8 is at the maximum of that scale and even then the salary of such officer is lower than the aggregate of pay and dearness allowance payable to him immediately before such fitment, together with additional increment, if any, that may be taken into account for fitment of an officer in the category to which he belongs, the difference shall be paid to him by way of Adjustment Allowance till such time as he is promoted to a higher scale. If salary on such promotion is still less than the aggregate of salary and adjustment allowance payable to him immediately before such promotion, the difference shall continue to be paid to him as Adjustment Allowance, so, however, the Adjustment Allowance payable after such promotion shall be absorbed in the future increments to the extent of 33 1/3% of each such increment, or of 33 1/3% of the increase in salary as a consequence of such increment, whichever is lower. PERSONAL PAY In case of officers categorized in Senior Management Grade/Scale IV and V who were drawing a basic pay as on 30th June, 1979 higher than the maximum of the new scale and were fitted at the maximum of the new scale and in which they were categorized as on 1st July 1979, the difference between the old basic pay and maximum of the new scale shall be payable to such officers by way of Personal Pay. Personal Pay will rank for terminal benefits (Provident Fund and Gratuity) as also for Dearness Allowance and Adhoc Dearness Allowance. Aggregate of Basic Pay and Personal Pay will be taken into account for calculating Dearness Allowance and adhoc Dearness Allowance in such cases. Absorption of Personal Pay will be made in the same manner as is done in the case of Adjustment Allowance. Administrative Clarifications under Regulation 9 : 9.1 If on the date of promotion, the salary (Basic Pay + DA) is higher than the salary (Basic Pay + DA) and Adjustment Allowance immediately prior to the date of promotion, the Adjustment Allowance will be fully liquidated. 9.2 If on the date of promotion, there is an upward revision in the Dearness Allowance, the increase in the salary (Basic Pay + DA) as a result of Dearness Allowance will be ignored and only the increase in the basic pay will be adjusted towards Adjustment Allowance. 9.3 Likewise, on the date of promotion there may be downward fluctuation in Dearness Allowance as a result of which there may not be increase in the salary (Basic Pay + DA) though there is increase in the basic pay of an officer. In such circumstances the difference between the salary (Basic Pay + DA) on the date of promotion and salary (Basic Pay + DA) plus Adjustment Allowance immediately prior to the date of promotion will be adjusted towards Adjustment Allowance. 9.4 When the next increment is granted, the Adjustment Allowance will be adjusted at the rate of 33 1/3 % of the increment or 33 1/3 % of the increase in salary (Basic Pay + DA) as a consequence of the increment, whichever is lower. Page 50 of 301 REGULATION -10: PERSONAL ALLOWANCE : (1) If the salary and allowances, if any, payable under these regulations to an officer after fitment in the new scale of pay in the manner referred to in Regulation 8 is lower than the aggregate of pay and such allowances as are set out in the explanation to this regulation and were payable to him immediately before such fitment, the difference shall be paid to him as Personal Allowance which shall be absorbed in the future increments to the extent of 33 1/3 % of each such increment or of 33 1/3 % of the increase in the salary as a consequence of such increment, whichever is lower. EXPLANATION: The allowances referred to in this regulation payable before fitment are the following: i) House Rent Allowance, wherever payable ii) Temporary Adjustment Allowance (not attracting D.A. and P.F) iii) Compensatory Allowance iv) Higher Area Compensatory Allowance vi) Split Duty Allowance vii) Hill Allowance viii) ½ Fuel Allowance ix) Project Area Allowance Note: (i) The House Rent Allowance, wherever payable shall mean: (a) Where a House Rent Allowance was payable to the officer immediately before such fitment, the amount of such allowance; OR (b) Where immediately before such fitment in accordance with the rules of service then applicable, an officer had been provided with a rent free accommodation or allowed to hire accommodation on reimbursement basis, such allowance only as would have been payable to him under those rules, as house rent allowance or 10% of pay on fitment in the new scale of pay, whichever is higher. Provided that where an officer is eligible for House Rent Allowance in terms of Regulation 22 the amount of Personal Allowance; if any, payable to him under clause (a) or (b) above shall be set off against such House Rent Allowance and difference, if any, after such set off shall alone be payable to him. (ii) Where immediately before such fitment in accordance with the rules of service then applicable, an officer had been provided with furniture at the residence by the Bank, 2.5 % of pay on fitment in the new scale of pay will be taken into account for calculation of Personal Allowance. (2) For the purpose of computation of Personal Allowance provided in sub-regulation (1) above such of the foregoing allowances excluding City Compensatory Allowance as mentioned in the explanation above would have ceased at any time Page 51 of 301 to be payable to the officer under rules applicable to him before fitment in the new scale shall be excluded. Administrative Clarifications on Computation of Total emoluments and Personal Allowance under Regulation 10 : 10.1 The concept of Personal Allowance as contemplated in Regulation 10 is that where the total emoluments of an officer as on 30/6/1979 are more than the total emoluments as on the appointed date i.e. 1/7/1979 under the New Service Regulation, the difference shall be paid by way of Personal Allowance. 10.2 While calculating the total emoluments drawn by an officer immediately prior to the appointed date besides Basic Pay, Post Allowance, Special Pay, TAA (attracting D.A. and P.F.) and Dearness Allowance, the allowances referred to under explanation in this regulation alone shall be taken into account. 10.3 Where the total emoluments as on 30/6/1979 are more than the total emoluments excluding H.R.A. under Regulation 22 as on 1/7/1979 under New Service Regulation, the difference amount will be paid as aggregate personal allowance. 10.4 As provided in Regulation 10 (i) (b) where an officer is eligible for H.R.A. in terms of Regulation 22, the amount of Aggregate Personal Allowance, if any, payable to the officer as mentioned above, should be set off against HRA and the difference, if any, should be paid as Net Personal Allowance. 10.5 With the change in amount of H.R.A. payable at any point of time as also the change in Aggregate Personal Allowance, the actual amount of Personal Allowance payable will have to be worked out as a difference between Aggregate Personal Allowance and HRA at that particular point of time. 10.6 Readjustment of Aggregate Personal Allowance : Personal Allowance requires readjustment if there is a change in the circumstances under which one or more of the allowances included for calculation of total emoluments, immediately prior to the appointed date ceases to become payable to an officer in accordance with the rules of Service applicable to him immediately prior to the appointed date. The readjustment of aggregate personal allowances will be made in respect of officers who were drawing following allowances immediately prior to the appointed date (i.e. on 30/6/1979) and subsequently transferred to a place where these allowances are not payable. i) City Compensatory allowance. ii) Special Area Allowance. iii) Deputation Allowance payable to officers deputed to District Industries Centers. In such cases, the Aggregate Personal Allowance as on the date of transfer will be increased to the extent of such allowance. It may also be noted that where no personal allowance was payable as on the appointed date, personal allowance was payable as on the appointed date, personal allowance payable notionally from the appointed date will have to be recalculated after removing the allowance which ceases to be payable under New Service Regulations. Personal Allowance payable from the date of transfer can be derived from such personal allowance payable Page 52 of 301 notionally from the appointed date (by absorption of increments released during the intervening period). 10.7 Circumstances under which readjustment of Aggregate Personal Allowance is not required are :  Where an officer is transferred from non-Project Area to Project Area after the appointed date i.e. 1-7-1979.  Where an officer transferred after the appointed date to a Project Area, is retransferred to non-Project Area.  Where after the appointed date i.e. 1-7-1979 an officer is transferred from a branch where split-duty allowance is not payable to a branch where it is payable.  Where an officer transferred after the appointed date to spilt-duty branch is retransferred to a non-split duty branch/office.  Where an officer is transferred after the appointed date from a place where Hill and Fuel Allowance is not payable to a Hill and Fuel Allowance Area.  Where an officer transferred after the appointed date to a Hill and Fuel Allowance Area is retransferred to a place where Hill and Fuel Allowance is not payable.  Where an officer becomes entitled to draw Deputation Allowance after the appointed date.  Where an officer becomes entitled to Deputation Allowance after the appointed date is transferred from post attracting Deputation Allowance.  Where an officer is transferred after the appointed date from a place where Special Area Allowance is not payable to a place where it is payable.  Where an officer transferred after the appointed date to a place where Special Area Allowance is payable is retransferred to a place where Special Area Allowance is not payable.  Where an officer is transferred from non-CCA area to a CCA area after the appointed date.  Where an officer transferred after the appointed date to a CCA area is retransferred to a non-CCA area. 10.8 Aggregate Personal Allowance from the date of transfer/change in circumstances will be arrived at by reducing the Aggregate Personal Allowance calculating notionally from the appointed date to the extent of 33 1/3 % of increments granted between the appointed date and the date of transfer/change in circumstances requiring adjustment of personal allowance. 10.9 Absorption of Personal Allowance/Readjustment of Personal Allowance would be done by the office/branch where the officer is working/posted. Net Personal Allowance would be worked out by the branch/office and communicated to Regional Office for confirmation. 10.10 In respect of officers promoted on or after 1/9/1978 the Personal Allowance will not be readjusted/adjusted strictly as per Regulation 10. Their personal allowance will be adjusted strictly in the manner as laid down in the respective settlements. Page 53 of 301 REGULATION - 11: ABSORPTION AGAINST FUTURE INCREMENT AND INCREASES For the purpose of absorbing the allowances mentioned in Regulation 9 and 10, the 33 1/3 % referred to therein shall be applied firstly for absorbing the Adjustment Allowance, if so necessary and then the Personal Allowance. Administrative clarifications under Regulation 11 : 11.1 Aggregate Personal Allowance will be adjusted against future increments in the same grade/scale and/or on promotion also at the rate mentioned below :- i) 33 1/3 % of each such increment; OR ii) 33 1/3 % of increase in the salary (Basic Pay + DA) as a consequence of such increment. whichever is lower. 11.2 Absorption of Personal Allowance will be made in the aggregate Personal Allowance and not in the Net Personal Allowance payable to an officer for a particular month. 11.3 Where both Adjustment Allowance and Personal Allowance are payable after fitment of pay and allowances as on the appointed date, adjustment allowance will be first liquidated and thereafter aggregate personal allowance will be liquidated. 11.4 Where 33 1/3 % of increment or increase in salary as a consequence of the increment is more than the Adjustment allowance outstanding on the date of granting the increment, the appropriation out of increment or increase in salary will be restricted to the extent of adjustment Allowance outstanding only. Appropriation towards aggregate personal allowance will not be made out of the remaining increase but will be made out of the next increment/increase only. 11.5 Where an officer is at the maximum of the basic pay in a particular scale, there will not be any absorption of adjustment allowance or aggregate personal allowance till he is promoted to the next higher grade / scale. 11.6 Where an officer who is at the maximum of the basic pay in a particular scale is promoted to the next higher grade/scale, the adjustment allowance and/or Aggregate Personal Allowance, if any, drawn by him will be adjusted @ 33 1/3 % of the last increment earned by him in the erstwhile grade/scale. Page 54 of 301 REGULATION – 12 : OPTION FOR EXISTING OFFICERS : 1) Notwithstanding anything contained in these Regulations, an officer in the service of the Bank immediately before the appointed date shall have the option to continue even after the appointed date in the scale of pay applicable to him immediately before the appointed date by communicating to the Bank within 30 days of the receipt of the intimation regarding his fitment in the new scale of pay. Provided that such option shall continue to have effect only till the officer is promoted to a scale in the scale of pay set out in Regulation 4 higher than the scale of pay to which the scale of pay under his entitlement immediately before the appointed date corresponds in accordance with Regulation 7. 2) Save as provided in sub-regulation (3), where an officer has exercised such option, he shall continue to draw pay and allowances according to his entitlement in the service of the Bank immediately prior to the appointed date. Provided that in any case the officer shall not be eligible for the perquisites under such entitlement but shall be entitled only to such perquisites as are admissible to him under these regulations. 3) Any officer who has exercised option referred to in sub-regulation (1) and continues to draw pay and allowances according to his entitlement in the service of the Bank immediately prior to the appointed date in terms of sub-regulation (2) shall be allowed to opt for pay and allowances as applicable under these regulation on and from 1-2-1984. On exercising such option, he will be fitted notionally on the appointed date into the new scale of pay in the manner referred to in Regulation 8 and after granting him the increments he would have received in terms of these regulations upto 31-1-1984, he shall be fitted in the scale of pay set out in Regulation 4 (1) as on 1-2-1984 in accordance with the guidelines of the Government issued thereunder. Provided that if the aggregate of pay and allowance payable under these regulations to the officer after fitment as above is lower than the aggregate of pay and allowances that were payable to him as on 31-1-1984 before such fitment, the difference shall be paid to him as a Personal Allowance which shall be absorbed in the future increment to the extent of 33 1/3 % of each such increment or 33 1/3% of the increase in the salary as a consequence of such increment whichever is lower. 4) Any officer, - (a) who had exercised option referred to in sub regulation (1); and (b) who continued even after the first day of February, 1984 to draw pay and allowances applicable to him immediately before the appointed date; and (c) who continues in regular service of the Bank on or after the first day of April, 1997. may be allowed to opt for pay and allowances as applicable under these regulations on and from the first day of April, 1997; On exercising such option, he Page 55 of 301 will be fitted on the pay in such a manner that the pay as set out in Regulation 4(2) along with the dearness allowance payable thereon as on 1.4.1997 is nearest to his existing salary (i.e.pay plus dearness allowance) being drawn in terms of sub-regulation (2) on 31/3/1997. (CO:PRS1999:2000:124 DATED Administrative clarifications ( in respect of Sub Regulation 4 of Reg.12 above) : 12.1 It may be observed that the effect of the proposed amendment to this Regulation is that the officers who have exercised their option to remain in Pre-Pillai scales and allowances (colloquially called as ―Old Scale‖) as on 1/7/1979 and continued even after 1/2/1984 to draw such scales but continued in the regular service of the bank on or after 1/4/1997 will be allowed one more option to be governed by the pay and allowances applicable to new scales which came into being on or after 1/7/1979 i.e. Officers‘ Service Regulation, 1979 with effect from 1/4/1997. 12.2 Accordingly, the Regional Offices under whose jurisdiction such Officers are still working in the bank as on the date of the circular issued in this regard shall be sent a communication individually enclosing a copy of the said circular along with a copy of fixation sheet indicating the basic pay and other allowances which he would be eligible to draw as on 1/4/1997 as per the Officers‘ Service Regulations in case of his eventual option to be governed by the pay scales under Officers‘ Service Regulations. In the said communication, it should be made clear that he, if so desires, may exercise his option to be governed by the pay and allowances of OSR within a period of 30 days from the date of such communication. 12.3 Upon receipt of the option letters from such individual officers in the prescribed format within the stipulated timeframe, the branches/offices should forward the original of the option letter to the concerned Regional Office within 7 days from the date of receipt of such option letter by simultaneously retaining a copy of the same at their end to be filed in the 12.4 Upon receipt of the option letters from the concerned officers through the Branch/Office, the concerned Regional Office should send a communication to the Branches/Offices confirming the fixation of pay and allowances which has already been communicated to the member with instructions to calculate and pay the adhoc amount equal to arrears w.e.f.1/4/1997 to the end of the month in which such option letters have been received and continue to pay the adhoc amount equal to difference between the Basic Pay and allowances of new scale and existing scale thereafter till the formalities for amendments to the said Regulation are completed. 12.5 The adhoc amount shall be paid to the debit of C/D Nominal A/c with name & style ―Adhoc amount being the amount equal to net arrears on account of option to new scale under impending amendment to Regulation 12 of OSR‖. 12.6 It should also be noted that as a consequence of the option which will be effective from 1/4/1997, there could be changes in the following entitlement of the officer which have been sanctioned on or after 1/4/1997 on the basis of ‗pay‘ drawn by him under ‗Old scales‘ : Page 56 of 301 Housing Loan, Conveyance Loan, Medical Aid (w.e.f.1/1/1998), Diem/Traveling Allowance, Transfer Traveling Expenses etc. which are linked to Scale and/or Basic Pay under New Service Regulations. Since the option is effective from 1/4/1997, the officer concerned shall be paid the difference in the loan amounts against his specific written request provided that such difference amount of loan falls within the original estimate. Further, the difference amount in other allowances as stated above shall be paid to the member on adhoc basis to the debit of separate Nominal A/cs to be opened distinctively, for each such purpose. 12.7 Officers who now become eligible for reimbursement of conveyance expenses in terms of our circular No. CO/PRS/POL/84/195 dated 12/4/1984 and subsequent circulars, as a sequel to their option in favour of Officers‘ Service Regulations in terms of this circular, shall be eligible for reimbursement of conveyance expenses w.e.f. 1/12/1997 on adhoc basis to the debit of a separate Nominal A/c, to be opened for this purpose. 12.8 In respect of such officers who have not opted for pension, the arrears of Provident Fund so deducted and the bank‘s contribution (to be debited to a Nominal A/c to be opened for this purpose) thereon should be remitted by means of a consolidated draft along with relevant statements prepared at the time of salary directly to P.F. Deptt. Central Office. Needless to state that in respect of such officers who have opted for pension, the arrears of Provident Fund so deducted, being the member‘s own contribution, should alone be remitted to P.F. Deptt., Central Office. 12.9 The nominal A/cs so opened for various purposes under this circular for payment of adhoc amounts shall be reconciled at periodical intervals and the branches should ensure to exercise utmost control on these accounts by maintaining a separate register for posting of the adhoc amounts so paid, officer-wise and purpose-wise. 12.10 While paying the arrears on adhoc basis to such officers the provision for Income Tax and other statutory deductions shall be fully taken into account and the same should be remitted to the concerned authorities, within the stipulated time frame. 12.11 In case of transfer of officers in between of the payment of adhoc amounts, the full details of adhoc amounts paid so far along with the manifold showing the outstanding balances in the Nominal A/cs attributable to such members be sent to the transferee Branch/office. Page 57 of 301 REGULATION – 13 : APPEAL AGAINST FITMENT : 1) 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. 2) Such appeal shall be preferred within 30 days of the receipt of the communication of the fitment accorded to him. 3) 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. Page 58 of 301 CHAPTER IV APPOINTMENT, PROBATION, CONFIRMATION, PROMOTION, SENIORITY AND TERMINATION REGULATION – 14 : APPOINTMENTS : 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. Having regard to the guidelines issued from time to time by the Government under Regulation 14 and 17 of the Central Bank of India (Officers) Service Regulations, 1979, the Competent Authority for the purpose of promotion to various Scales in the Officers Cadre shall be as follows as on 01.04.2014 : S.No For Promotions from Interview Committee comprising Competent Authority to approve the promotions 1. Junior Management Grade Scale I to Middle Management Grade Scale II. One Asst. General Manager and two Chief Managers. 2. Middle Management Grade Scale II to Middle Management Grade Scale III. One Deputy General Manager and two Asst. General Managers. 3. Middle Management Grade Scale III to Senior Management One General Manager and two Deputy General Managers. Executive Director looking after HR portfolio. 4. Senior Management Grade Scale IV to Senior Management One Executive Director and two General Managers and two outside experts with domain knowledge as approved by the Board of Directors for each process. Chairman & Managing Director. 5. Senior Management Grade Scale V to Top Executive Grade Scale VI. The Chairman and Managing Director, Two Executive Directors and two outside experts with domain knowledge as approved by the Board of Directors for each process. In case second Executive Director is not available, then one General Manager will be included. Chairman & Managing Director. Page 59 of 301 6. Top Executive Grade Scale VI to Top Executive Grade Scale VII. Chief Executive of the Bank (Executive Director in case the post of Chairman & Managing Director is vacant), Govt. Nominee Director and RBI Nominee Director and two outside experts with domain knowledge as approved by the Board of Directors for each process. Directors‘ Promotion Committee ie., Chairman & Managing Director, Govt. Nominee Director & RBI Nominee Director. Note: For promotion from Scale I to Scale II and from Scale II to Scale III, the composition of the Committee would be as mentioned above. However, if the SC/ST officer of the designation mentioned is available in 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 with the Bank, member belonging to SC/ST would be co-opted. In that case, the composition of the Committee would be 4 officers instead of 3 officers. The co- opted member would be one scale above the level for which promotion process is made and he/she will function like other regular members and participate in the meetings of the Committee. RULES / GUIDELINES RECEIVED FROM IBA : Service conditions of new appointees in the Bank : 1. In the appointment letter to the employees joining the bank herein after, it should be made clear that they are bound by the service conditions and rules and other facilities, such as model schemes of housing loan, vehicle loan, festival advance, distress relief (flood, earthquake etc.) loans, consumer loans as conveyed / circulated by the Government from time to time. (Ref. Circular letter CO/PRS/IRP/93-94/CIR/1419 dt. 2. On and from 1.12.1982, all Directly Recruited officers (including those recruited under specialist category) shall be permitted to become members of the Bank‘s Provident Fund from the date of their joining service. As such, the decution towards Provident Fund shall commence from the date of their joining the Bank. (Circular letter No. CO:PRS:REC:84:C-7 dated 31.08.1984) 3. In terms of Para No.6 of the Joint Note dated 27.4.2010, There shall be no Provident Fund to officers joining the services of banks on or after 1st April 2010. They shall be covered by a Defined Contributory Pension Scheme, where the officer will contribute 10% of Pay plus Dearness Allowance and the bank will make a matching contribution. The Scheme shall be governed by the provisions of the Contributory Pension Scheme as introduced for employees of Central Government w.e.f. 1st January 2004 and modified from time to time. For this purpose, the New Pension Scheme and the guidelines/instructions etc which are being circulated, from time to time, by Retiral Benefits Department, Central Office should be followed. Consequently, the contents of the above two paras ie., Para No.1 & 2 need to be read with this para in respect of those officers joining the Bank on and from 1.4.2010. Page 60 of 301 Guidelines received from IBA on appointment of serving employees in higher grade in the Bank through Direct Recruitment Process (w.e.f 7.02.2012) : 1) An employee in clerical cadre selected as Probationary Officer in the same bank through direct recruitment should resign from his/her earlier post and join the new position as a fresh candidate. He/She will not be eligible for any benefits attached to his/her earlier post in the new position. 2) An officer employee selected to join in a higher post in the same bank through direct recruitment, should resign from his/her earlier post and join the new post as a fresh candidate like any other candidate selected from outside. All the terminal benefits attached to the earlier post should be settled as per the prevailing guidelines. He/She will not be eligible for any benefits of his/her earlier post in the new position. 3) No protection of last pay drawn in the earlier position should be considered. (Staff Ciruclar No. 403 dated 7.02.2012) Page 61 of 301 REGULATION – 15 : PROBATION : 1) An officer directly appointed to the junior management grade shall be on probation for a period of two years. 2) An employee of the Bank promoted as an officer in the Junior management grade shall be on probation for one year. 3) 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. Administrative Guidelines (Under Regulation 15) : In respect of inter-scale promotions of officers which are taking place on or after 12/12/1997 the practice of prescribing probation period has been dispensed with.(CO:PRS:IRP:1999-2000:05 dated 8/12/04/1999). Page 62 of 301 REGULATION – 16 : CONFIRMATION : 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. If in 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 a further period not exceeding one year. 3. 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 direct appointee, his services 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. Administrative Clarifications under Regulation 16 : 16.1 The Competent Authority would assess the suitability in all respects of an officer on probation before confirmation of his services in the Bank. 16.2 The Incharge of the Office/Department should submit a quarterly report as given in Annexure - 8 in respect of the officers on probation till the completion of the probation period to the Competent Authority through proper channel. 16.3 On and from 26.05.2015, the competent Authority for confirmation of services of Directly Recruited Officers shall be as under: (Staff Circular No. 670 dated 26.05.2015). Confirmation of services of Directly recruited officers. Officers in Scale I working in: Officers in Scale II & III working in : Officers in Scale IV- GM(HRD), CO Officers in Scale V, VI & VII – ED/CMD Page 63 of 301 16.4 The Competent Authority will take appropriate decision from the information made available to him whether the officer should be confirmed or his probation should be extended. 16.5 If it is decided that the probation period should be extended further, then specific reasons/shortcomings should be communicated to the concerned officer before the expiry of such probationary period with instructions to improve in the respective areas upto the desired level. 16.6 If the work, conduct, attendance, etc. of directly recruited officer is not found satisfactory, even after extending the probationary period then his services may be terminated under this regulation. 16.7 In respect of promotee from within the Bank, if the services are not found satisfactory even on completion of the extended period of probation he may be reverted to the grade or cadre from which he was promoted as provided in Regulation 16 (3) (b). 16.8 Notwithstanding what is stated above, in respect of inter-scale promotions of officers which are taking place on or after 12/12/1997, the practice of prescribing probation period has been dispensed with. Page 64 of 301 ANNEXURE – 8 QUARTERLY REPORT TO BE SENT BY THE CONCERNED AUTHORITY IN RESPECT OF PERFORMANCE ETC OF THE NEWLY RECRUITED OFFICERS DURING THEIR PROBATIONARY PERIOD CENTRAL BANK OF INDIA Quarterly Report for the period of probation from _______to ______ 1. Name of the employee : 2. Employee No. : 3. Designation : 4. Date of joining : 5. Punctuality : Reported late for duty on _____ days during the reporting period Left office early on ______days during the reporting period. 6. Attendance : Did not attend office on _____ days. Prior sanction obtained/not obtained. Reasons for absence. 7. Department : (Nature of duties allotted) 8. Application to work : 9. Job knowledge : 10. Performance : (Please specify here the state of affairs of the department) Is the department‘s work kept up-to-date ? Is the balancing of books etc. up-to-date ? Excellent Very good Good Average Poor 11. Dependability : 12. Integrity : 13. Behaviour/Relationship with a) Customers : b) Staff : c) Superiors : Excellent Very good Good Average Poor 14. OVERALL RATING : Place : Date : BRANCH MANAGER / DEPARTMENTAL HEAD Page 65 of 301 REGULATION – 17 : PROMOTIONS : 1) Promotions to all grades 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. 2) 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 the Government issued under Regulation 17 of the Officers‟ Service Regulations, 1979. 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, the new Promotion Policy is formulated, the Bank may, subject to the approval of the Board, continue with the existing promotion practices. Note : All the Guidelines as are being received by Government of India on inter-scale promotions of officers are being adopted by the Board of Directors and are accordingly being incorporated in the ‗Careerpath-cum-Promotion Policy for Mainstream Officers‘ & ‗Careerpath-cum-Promotion Policy for Specialist Category Officers‘, as the case may be through proper amendments/additions etc. 17.1 Administrative Clarifications on Rural / Semi-Urban Branch Experience (to the extent they are applicable to the officers in Scale I & II in respect of promotions on or after 1.4.12 as per the Government of India guidelines on requirement of continuous period of 2 years rural service for Scale I) : 17.1.1 In respect of the promotion processes that take place for the vacancies relating to the promotion year 2013-14 and onwards, the officers in Scale I who complete continuous 2 years rural service and officers in Scale II who complete 3 years rural/semi-urban service as an officer, shall alone be allowed to participate in the promotion process to Scale II & III, as the case may be, [subject to the relaxations allowed by the Government of India under the revised guidelines], if they being otherwise eligible in terms of various provisions of the Policy, as amended from time to time. 17.1.2 General guidelines/clarifications received earlier with regard to treatment of officers to rural service (to the extent they relate to the present context) : (a) For the purpose of classification of the branch, the norms followed by Reserve Bank of India for classifying a branch as rural/semi-urban etc. should be followed and that the aspect of urban agglomeration need not be applied for this purpose. To clarify further the classification of branches as rural/semi-urban, as given by the Reserve Bank of India, should be treated as final on the basis of the licence issued at the time of the opening of the branch or re-classification made if any, thereafter, irrespective of the fact whether at that place higher CCA, HRA is payable under Officers‘ Service Regulations. Page 66 of 301 It is also clarified that this information on the classification and/or reclassification of a branch received at the branch/Regional Office/ Zonal Offices from Planning & Development Department, Central office on the advice of Reserve Bank of India should only be followed and reclassification of the branch as semi-urban etc. shall have prospective effect i.e. from the date of receipt of the communication at the branch. (b) The specialist officers have to undergo the requisite experience only when they switch over to mainstream i.e. there is no need for the specialist officers to undergo rural/semi-urban branch experience as long as they continue as specialist officers. (c )The experience gained by the officer at Gramodaya Kendras set up by the Bank at semi-urban centers will be considered as semi-urban branch experience only. (d) The service rendered by an officer in rural/semi-urban area while on deputation to Regional Rural Banks/District Industries Centers/Farmers Service Societies etc. may 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. (e) As Reserve Bank of India treats satellite/mobile offices as rural bank centers irrespective of character of the base offices to which these are attached, the service rendered at satellite offices will be counted as such provided they are located at rural/semi-urban areas. (f) As the Extension Counters are like extended arms of the base branches and carry on restricted banking transactions, service rendered at such extension counters located in rural/semi-urban places of the base offices situated in Urban/Metropolitan places will not be treated as rural/semi-urban service. (g) The service rendered by an officer at Regional Offices locate at rural/semi-urban areas will not be counted as rural/semi-urban service. (h) The rural/semi-urban service rendered by an officer in his previous employment would be counted as such if he has gained such experience during the course of his service in the requisite scale in some other public sector bank only. However, such service rendered by the officer even in the private sector bank be reckoned for the purpose of promotion to next higher Grade/Scale after merger of such Private Sector Bank with Public Sector Bank, like in the case of Purbanchal Bank. (i) Temporary postings of officers in Scale I in rural branches may also be reckoned for the purpose of rural stint for promotion to Scale II, provided that such temporary postints to such rural branches be for a continuous period not less than 2 years. (j) In respect of officers in Scale II, the temporary postings in rural/semi- urban branches shall reckon for remaining period of rural/semiurban stint provided that such temporary posting be for a period of not less than 6 months at a stretch. (k) The Chairman & Managing Director may decide in each individual case whether relaxation is to be given or not to a physically handicapped Page 67 of 301 officer for posting in rural/semi-urban branch, keeping in view whether the handicap is of such a nature that it is not possible for him to serve in a rural/semi-urban branch. The Chairman & Managing Director may, if deemed necessary, consult the Chief Medical Officer for this purpose. As the discretion rests solely with the Chairman and Managing Director, the Regional Managers may forward such cases through the Zonal Office with their specific recommendations alongwith the medical certificate from the Chief Medical Officer/Civil Surgeon and full particulars of the various positions held and place of work of the officer since joining the bank. (Ref : CO/90-91/596 dated 20/2/1991.) (l) An officer of the bank who is an active National/International player may be exempted from stipulation of rural postings 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 play/comes at the level indicated if he is working in the relevant scales. For this purpose an active National player would be a sportsman who plays in recognized National competitions on behalf of the State. The international sportsmen would be those who represent their country in the International competitions. The following games, which are indicated by the Banks‘ Sports Board, shall be treated as recognized games. (1) Football (2) Hockey (3) Volleyball (4) Basket ball (5) Cricket (6) Athletics (7) Table Tennis (8) Tennis (9) Badminton (10) Body building (11) Weight lifting (12) Aquatics (13) Kabbadi (14) Kho Kho (15) Chess (16) Wrestling (17) Music Competition (18) Drama competition (19) Carrom (20) Bridge. The Chairman & Managing Director is the competent authority to grant exemption from rural/semi-urban branch service to the concerned sports persons during the period they remain active in the sports Note : In terms of the IBA Communication No.CE/194/08 dated 31st May 2008, the Banks‘ Sports Board stands dissolved with effect from 31.5.2008. Accordingly, IBA informed that the activities of Banks‘ Sports Board including sponsoring teams to various National/International events has been discontinued forthwith. In future, decisions regarding participation of sportspersons in banks in National/International events may be taken at the bank level. (m) OUT OF TURN PROMOTION : An officer employee of the Bank, whether he/she is recruited as a sportsperson 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 Page 68 of 301 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 performance at the international level in the past, after joining the Bank‘s Service and have won medals/trophies/tournaments/championship 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 Banks‘ Sports Board. The Chairman & Managing Director is the competent authority to approve one out of turn promotion to such sports persons. (Circular Note : In terms of the IBA Communication No.CE/194/08 dated 31st May 2008, the Banks‘ Sports Board stands dissolved with effect from 31.5.2008. Accordingly, IBA informed that the activities of Banks‘ Sport Board including sponsoring teams to various National/International events has been discontinued forthwith. In future, decisions regarding participation of sportspersons in banks in National/International events may be taken at the bank level. 17.2 Administrative clarifications on other matters relating to Reg.17: (a) In terms of clause No. 13.3 of the amended Promotion Policy for Officers (PPO) which came into being from 12/12/1997, it will not be open for any officer to seek reversion to erstwhile scale after having accepted such promotion. (b) FITMENT ON PROMOTION : Note : For the procedure for fitment of officers governed by Officers‘ Service Regulations on their promotion from one scale to another between the period 1/7/1979 to 31.3.1998 and the charts thereof, please refer to the relevant pages/annexures of the pre-revised compendium of Officers‘ Service Regulation booklet amended upto 30/06/1999. However, the chart in respect of the officers promoted on or after 1.4.1998 upto 31.10.2002 is repeated as Annexure - 9 at the end of this Regulation, for ready reference of the readers. (A) Fitment Procedure in respect of the officers Promoted on or after 1.11.2007 : (on adhoc basis as the pay scales are yet to be adopted) : (Staff Circular No. 347 dated 20.05.2011) Procedure for Fitment: 1. The Fixation of Pay and the date of increment in respect of non-JAIIB(CAIIB- I)/non-CAIIB(CAIIB-II) officers promoted from one scale to another on or after 1.11.2007 shall be arrived at by referring to Annexure-II enclosed herewith. Page 69 of 301 2. In respect of Fitment of Basic Pay of officers with JAIIB(CAIIB-I)/CAIIB(CAIIB- II) promoted from one scale to another on or after 1.11.2007, the following procedure shall be followed : 2.1 At the time of fitment of an officer on promotion to the higher scale of pay, the number of increment/s he/she would have/had earned ie., one increment each for passing JAIIB(CAIIB-I)/CAIIB (CAIIB-II) Examination, as the case may be, shall be first reduced from the existing pay of the concerned officer prior to his/her fitment in the higher scale of pay on promotion. If, however, the officer is at the maximum of the scale, the following procedure should be adopted : (i) If the stagnation at the maximum of the scale is less than one year, the officer would not be drawing any Professional Qualification Pay. Then the number of increments ie., one increment each for JAIIB(CAIIB-I)/CAIIB(CAIIB-II), as the case may be, included in his/her Basic Pay, shall be reduced in the existing scale ie., pre-promoted scale. (ii) If the stagnation at the maximum of the scale is for a year or more but for less than 2 years, the officer would be drawing a Professional Qualification Pay of Rs.410/- p.m. In such cases, if he/she had passed both JAIIB(CAIIB-I) & CAIIB(CAIIB-II) before the date of promotion, then one increment shall be reduced in the existing scale ie., pre-promoted scale. If, however, such Professional Qualification Pay of Rs.410/- p.m. is for JAIIB(CAIIB-I) only, then no increment need be reduced from the existing scale. (iii) If the stagnation at the maximum of the scale is for 2 years or more, the officer who has passed both JAIIB(CAIIB-I) & CAIIB(CAIIB-II) before the date of promotion, would be drawing a Professional Qualification Pay of Rs.1030/- p.m. In this case, there would be no scope for reducing the increments for JAIIB(CAIIB-I)/CAIIB(CAIIB-II) as even without CAIIB increments the officer would be at the maximum of the scale. Note : The purpose of the above exercise is to determine as to what stage of scale of pay the officer would have been, had he/she not been granted increments for passing JAIIB(CAIIB-I)/CAIIB(CAIIB-II). 2.2 After equating the officer‘s Basic Pay in pre-promoted scale at par with those of non-JAIIB(CAIIB-I)/non-CAIIB(CAIIB-II) in the pre-promoted scale as arrived at as per the procedure enumerated in Para 2.1, (i), (ii) & (iii) above, as the case may be; the Fitment of Basic Pay and the date of increment in the promoted Scale shall be decided by simply referring to Annexure-II enclosed. The fixation so arrived will be the Basic Pay in the promoted scale as on the date of promotion and the date of next increment so arrived shall be the date of increment, in the promoted scale. 2.3 After such fitment in the higher scale of pay, as arrived at under Para (2.2) above, one or two increments shall be added to the Basic Pay so fixed in respect of JAIIB(CAIIB-I) or of CAIIB(CAIIB-II), as the case may be. If however, no increments are available in the scale, or only one increment is available in the scale, after allowing the available increment/s, the officer shall be allowed Professional Qualification Pay in lieu of such remaining increment(s), if any. 3. Normally, where an officer is promoted from one scale to another, the date of his/her increment shall be the anniversary date in the previous scale of pay. Where however, an officer has reached the maximum in the previous (pre- promoted) scale of pay or on promotion gets an increase in the Basic Pay equivalent to two or more increments in the previous (pre-promoted) scale of Page 70 of 301 pay, the date of increment shall be the anniversary date of promotion. However, if the Basic Pay after reduction of JAIIB(CAIIB-I)/CAIIB(CAIIB-II) increments in the pre-promoted scale is not at the maximum, then the date of increment in the promoted scale, shall be the anniversary date of last increment drawn in the pre- promoted scale. Provided further that if an officer who is in Scale I, II or III is promoted to higher scale after reaching the maximum in the previous (pre-promoted) scale of pay but before drawing stagnation increment, the date of his/her increment in the higher scale shall be the anniversary date of promotion or due date of stagnation increment in the previous (pre-promoted) scale whichever is earlier. The date of increment in the promoted scale as indicated in the charts under Annexure-II has been arrived at on the above methodology read with certain clarifications received from Indian Banks‘ Association (IBA), from time to time. 4. Promotees who are drawing Fixed Personal Pay in terms of Settlement dated 27.4.2010 may continue to draw the same quantum of Fixed Personal Pay even after promotion. Provided however, as conveyed in our Circular letter No.CO:HRD:IRP:2008-09:03 dated 2.5.2008 which were reiterated in our Circular Letter No.CO:HRD:IRP:2010-11:18 dated 21.7.2010 based on the IBA clarifications; such promotees shall be allowed the higher quantum of Fixed Personal Pay (FPP) as applicable to the promoted scale (wherever applicable), on completion of one year of reaching maximum in the promoted scale. Note : The following existing clarification on preponing the date of increment in promoted scale in respect of promotees who spent more than one year at the maximum in the pre-promoted scale, shall continue to be in vogue and as such the same should continue to be followed in respect of promotees on and from 1.11.2007 as well : As narrated above, where an officer who is at the maximum in the scale of pay is promoted to higher scale, the date of his increment on promotion would normally be the anniversary date of promotion However, if such an officer gets promotion, after more than one year after reaching the maximum in the scale of pay and gets an increase which is not more than the amount of last drawn increment (in previous scale), then his date of increment will be preponed as under : Completed years at the maximum of the previous scale Date of increment on promotion to be preponed by More than one year and upto and inclusive of two years One month More than two years and upto and inclusive of three years Two months More than three years and upto and inclusive of four years Three months Beyond four years Four months While doing so, the following points should be noted : a) The date of increment will be determined on the basis of difference between basic pay drawn in previous scale and basic pay payable on promotion. b) In case of officer having CAIIB qualification the date of increment will be determined on the basis of difference between reduced basic pay (after reduction of increment of CAIIB examination one each for part I and part II except in case Page 71 of 301 where CAIIB qualification has been acquired after reaching the maximum in the scale) and basic pay payable in higher scale before adding increment/s for CAIIB qualification. c) For removal of doubts, it is clarified that the preponement of increment as stated under this provision is applicable only for the purpose of regular increment but not for PQP or Stagnation Increments. For abundant clarity, it is also clarified that if an officer on his/her promotion is fitted at maximum (ie., last stage) in the scale of pay of the promoted scale, then he/she is not eligible for preponement of increment under this provision. In other words, the benefit of preponement is not applicable for FPP/PQP/Stagnation Increments in the promoted scale. FITMENT CHART ON PROMOTION FOR OFFICERS PROMOTED FROM ONE SCALE TO ANOTHER ON OR AFTER 1.11.2007 (the pay scales under this revision are yet to be adopted for want of amendments from Govt/IBA but stands implemented on adhoc basis pending adoption of amendments) : [Note : In respect of officers promoted with JAIIB(CAIIB-I)/CAIIB(CAIIB-II) qualifications, the below charts in this Annexure should be read with the fitment procedure enumerated in Para No.17.2(B) in preceding pages.] STAGE NO. PAY IN JMG SCALE – I PAY IN MMG SCALE – II DATE OF INCREMENT IN PROMOTED SCALE 1 14500 19400 Anniversary date of promotion to MMG Scale - II 2 15100 19400 Anniversary date of promotion to MMG Scale - II 3 15700 19400 Anniversary date of promotion to MMG Scale - II 4 16300 19400 Anniversary date of promotion to MMG Scale - II 5 16900 19400 Anniversary date of promotion to MMG Scale - II 6 17500 19400 Anniversary date of promotion to MMG Scale - II 7 18100 19400 Anniversary date of promotion to MMG Scale - II 8 18700 19400 Anniversary date of increment in JMG Scale - I 9 19400 20100 Anniversary date of increment in JMG Scale - I 10 20100 20900 Anniversary date of increment in JMG Scale - I 11 20900 21700 Anniversary date of increment in JMG Scale - I 12 21700 22500 Anniversary date of increment in JMG Scale - I 13 22500 23300 Anniversary date of increment in JMG Scale - I 14 23300 24100 Anniversary date of increment in JMG Scale - I 15 24100 24900 Anniversary date of increment in JMG Scale - I 16 24900 25700 Anniversary date of increment in JMG Scale - I 17 25700 26500 Anniversary date of increment in JMG Scale - I Scale – I officers drawing increments in Scale – II due to automatic switchover 26500 27300 Anniversary date of increment in JMG Scale - I 27300 28100 Anniversary date of increment in JMG Scale - I 28100 28900 Anniversary date of promotion to MMG Scale – II or the due date of first stagnation increment in JMG Scale – I whichever is earlier. +1 28900 29700 Anniversary date of promotion to MMG Scale – II or A. PROMOTION FROM JMG SCALE – I TO MMG SCALE – II : Page 72 of 301 the due date of second stagnation increment in JMG Scale – I whichever is earlier. +2 29700 30600 Anniversary date of promotion to MMG Scale – II or the due date of third stagnation increment in JMG Scale – I whichever is earlier. +3 30600 31500 Reached Maximum +4 31500 31500 Reached Maximum B. PROMOTION FROM MMG SCALE – II TO MMG SCALE – III : STAGE NO. PAY IN JMG SCALE – II PAY IN MMG SCALE – III DATE OF INCREMENT IN PROMOTED SCALE 1 19400 25700 Anniversary date of promotion to MMG Scale - III 2 20100 25700 Anniversary date of promotion to MMG Scale - III 3 20900 25700 Anniversary date of promotion to MMG Scale - III 4 21700 25700 Anniversary date of promotion to MMG Scale - III 5 22500 25700 Anniversary date of promotion to MMG Scale - III 6 23300 25700 Anniversary date of promotion to MMG Scale - III 7 24100 25700 Anniversary date of promotion to MMG Scale - III 8 24900 25700 Anniversary date of increment in MMG Scale - II 9 25700 26500 Anniversary date of increment in MMG Scale - II 10 26500 27300 Anniversary date of increment in MMG Scale - II 11 27300 28100 Anniversary date of increment in MMG Scale - II 12 28100 28900 Anniversary date of increment in MMG Scale - II Scale – II officers drawing increments in Scale – III due to automatic switchover 28900 29700 Anniversary date of increment in MMG Scale - II 29700 30600 Anniversary date of increment in MMG Scale - II 30600 31500 Anniversary date of increment in MMG Scale - II 31500 31500 Due date of first stagnation increment +1 32400 32400 Second stagnation increment shall be sanctioned three years after receiving of the first stagnation increment either in MMG Scale – II or in MMG Scale - III +2 33300 33300 Third stagnation increment shall be sanctioned three years after receiving of the second stagnation increment either in MMG Scale – II or in MMG Scale - III +3 34200 34200 Fourth stagnation increment shall be sanctioned three years after receiving of the third stagnation increment either in MMG Scale – II or in MMG Scale - III NOTE: IBA has clarified that, the officer in MMG Scale II (who has already completed more than three years after receipt of first stagnation increment before promotion to Scale III) on promotion to MMG Scale III may be released the second stagnation increment on the date of his promotion. C. PROMOTION FROM MMG SCALE – III TO SMG SCALE – IV : STAGE NO. PAY IN MMG SCALE PAY IN SMG SCALE – IV DATE OF INCREMENT IN PROMOTED SCALE Page 73 of 301 – III 1 25700 30600 Anniversary date of promotion to SMG Scale - IV 2 26500 30600 Anniversary date of promotion to SMG Scale - IV 3 27300 30600 Anniversary date of promotion to SMG Scale - IV 4 28100 30600 Anniversary date of promotion to SMG Scale - IV 5 28900 31500 Anniversary date of promotion to SMG Scale - IV 6 29700 32400 Anniversary date of promotion to SMG Scale - IV 7 30600 33300 Anniversary date of promotion to SMG Scale - IV 8 31500 34200 Anniversary date of promotion to SMG Scale – IV or due date of first stagnation increment in MMG Scale – III whichever is earlier. +1 32400 35200 Anniversary date of promotion to SMG Scale – IV or due date of second stagnation increment in MMG Scale – III whichever is earlier. +2 33300 36200 Reached maximum +3 34200 36200 Reached maximum +4 35100 36200 Reached maximum D. PROMOTION FROM SMG SCALE – IV TO SMG SCALE – V : STAGE NO. PAY IN SMG SCALE – IV PAY IN SMG SCALE – V DATE OF INCREMENT IN PROMOTED SCALE 1 30600 36200 Anniversary date of promotion to SMG Scale - V 2 31500 36200 Anniversary date of promotion to SMG Scale - V 3 32400 36200 Anniversary date of promotion to SMG Scale - V 4 33300 36200 Anniversary date of promotion to SMG Scale - V 5 34200 37200 Anniversary date of promotion to SMG Scale - V 6 35200 38200 Anniversary date of promotion to SMG Scale - V 7 36200 39300 Anniversary date of promotion to SMG Scale - V E. PROMOTION FROM SMG SCALE – V TO TEG SCALE – VI : STAGE NO. PAY IN SMG SCALE – V PAY IN TEG SCALE – VI DATE OF INCREMENT IN PROMOTED SCALE 1 36200 42000 Anniversary date of promotion to TEG Scale - VI 2 37200 42000 Anniversary date of promotion to TEG Scale - VI 3 38200 42000 Anniversary date of promotion to TEG Scale - VI 4 39300 43200 Anniversary date of promotion to TEG Scale - VI 5 40400 44400 Anniversary date of promotion to TEG Scale - VI F. PROMOTION FROM TEG SCALE – VI TO TEG SCALE – VII : STAGE NO. PAY IN TEG SCALE – VI PAY IN TEG SCALE – VII DATE OF INCREMENT IN PROMOTED SCALE 1 42000 46800 Anniversary date of promotion to TEG Scale - VII 2 43200 46800 Anniversary date of promotion to TEG Scale - VII 3 44400 46800 Anniversary date of promotion to TMG Scale - VII 4 45600 48100 Anniversary date of promotion to TEG Scale - VII 5 46800 49400 Anniversary date of promotion to TEG Scale - VII Page 74 of 301 Note: It is clarified that the coloumn of date of Increment in Promoted Scale mentioned in Annexure II will be applicable only in case of regular increments. However, date of release of PQP-I will be one year after reaching maxmimum in Pay Scale and PQP-II will be released after one year of release of PQP-I. Example: An officer in Scale-II with CAIIB has reached maximum after switchover i.e Rs.31500/- in July 2010. Subsequently, he got promoted to Scale-III w.e.f 1st October 2010. His fixation on promotion shall be as under: As the concerned officer is at the maximum of the scale for less than one year, he is not drawing any PQP. In terms of the Staff Ciruclar No. 347 dated 20.05.2011 two increments shall be reduced in the existing scale. Basic Pay prior to Promotion : Rs. 31500 Less : Two increments on account of CAIIB : Rs. 1800 : Rs. 29700 Fitment in Promoted Scale before taking into a/c the CAIIB : Rs.30600 (Corresponding stage in Scale-III as per Annexure-II) Add : Two increments for CAIIB : Rs.31500 + 410 (As only one increment is available in Scale-III, PQP-I will be allowed in lieu of second increment) Basic Pay as on 1st October 2010 in promoted Scale, i.e. Scale-III, after taking into account the CAIIB qualification is Rs.31500 +410. The date of increment in promoted scale will be anniversary date of increment in Scale-II i.e. July . The date of increment is to be determined before adding increments for CAIIB qualification as per Annexure II enclosed to Staff Circular No. 347 dated 20.05.2011. Further, FPP amounting Rs.900 (increment component) shall be released in July 2011 i.e. one year after reaching maximum. PQP-II will be released one year after release of PQP-I i.e in October 2011. Ist Stagnation will be released in July 2013 i.e. 3 years after reaching maximum. (B) Fitment Procedure in respect of the officers Promoted on or after 1.11.2012 : (on adhoc basis as the pay scales are yet to be adopted) : (Staff Circular No. 715 dated 07.12.2015) Procedure for Fitment: 1. The Fixation of Pay and the date of increment in respect of non-JAIIB/CAIIB officers promoted from one scale to another on or after 01.11.2012 shall be arrived at by referring to Annexure-II enclosed herewith. 2. In respect of Fitment of Basic Pay of officers with JAIIB/CAIIB promoted from one scale to another on or after 01.11.2012, the following procedure shall be followed : 2.1 At the time of fitment of an officer on promotion to the higher scale of Pay, the number of increments he would have/had earned ie., one increment each for passing JAIIB/CAIIB examination, as the case may be shall be first reduced from the exiting pay of the concerned officer prior to this fitment in the higher scale of pay on promotion. If, however, the officer is at the maximum of the scale, the following procedure should be adopted : Page 75 of 301 (i) If an officer is on the maximum of the scale for less than one year, he/she would not be drawing any PQP. Then the number of increments ie., one increment for JAIIB/CAIIB, as the case may be, included in his Basic Pay shall be reduced in the existing scale. (ii) If an officer is on the maximum of the scale for a year or more but for less than 2 years, the officer would be drawing a PQP of Rs.670/- p.m. In such cases, if he had passed both JAIIB/CAIIB before the date of promotion, then one increment shall be reduced in the existing scale. If however, such PQP of Rs.670/- p.m. is for JAIIB only, then no increment need be reduced from the existing scale. (iii) If an officer is on the maximum of the scale for 2 years or more, the officer who has passed both parts of CAIIB before the date of promotion, would be drawing a PQP of Rs.1680/- p.m. In this case, there would no score for reducing the increments for JAIIB/CAIIB as even without CAIIB increments the officer would be at the maximum of the scale. Note : The purpose of the above exercise is to determine as to what stage of scale of pay the officer would have been, had he not been granted increments for passing JAIIB/CAIIB. 2.2 After effecting the above adjustments the fitment of Basic Pay in the promoted scale will be made as per the fitment chart enclosed (Annexure II). The fixation so arrived at will be the Basic Pay in the promoted scale as on the date of promotion. 2.3. After such fitment in the higher scale of pay, as arrived at under para (2.2) above, one or two increments shall be added to the Basic Pay so fixed in respect of JAIIB (Part- I) or of CAIIB (Part-II), as the case may be. If however, no increments are available in the scale, or only one increment is available in the scale, after allowing the available increment/s, the officer shall be allowed PQP in lieu of such remaining increment(s), if any. 3. Normally, where an officer is promoted from one scale to another, the date of his/her increment shall be the anniversary date in the previous scale of pay. Where however, an officer has reached the maximum in the previous (pre-promoted) scale of pay or on promotion gets an increase in the Basic Pay equivalent to 2 or more increments in the previous (pre-promoted) scale of pay, the date of increment shall be the anniversary date of promotion. However, if the Basic Pay after reduction of JAIIB/CAIIB increments is not at the maximum, then the date of increment shall be the anniversary date of last increment drawn in the pre-promoted scale. Provided further than if an officer who is in Scale I, II or III is promoted to higher scale after reaching the maximum in the previous (pre-promoted) Scale of pay but before drawing stagnation increment, the date of his/her increment in the higher scale shall be the anniversary date of promotion or due date of stagnation increment in the previous (pre-promoted) scale whichever is earlier. The date of increment in the promoted scale as indicated in the chart under Annexure-II has been arrived at on the above methodology read with certain clarifications received from IBA from time to time. 4. In case of officer in Scale I and II promoted after moving into higher Scale II and III because of stagnation movement, the notional increment to be added shall be the increment drawn by him on the date of promotion and the next and subsequent increment shall be on the anniversary date on which the member has drawn his increment in the previous scale Page 76 of 301 5. Promotees who are drawing Fixed Personal Pay (FPP) in terms of Settlement dated 25.05.2015 may continue to draw the same quantum of FPP even after promotion. Further, certain aspects of FFP payable to officers were clarified as per our Staff Circular No.711 dated 26.10.2015. Note : The following existing clarification on preponing the date of increment in promoted scale in respect of promotees who spent more than one year at the maximum in the pre-promoted scale, shall continue to be in vogue and as such the same should continue to be followed in respect of promotees on and from 01.11.2012 as well : As narrated above, where an officer who is at the maximum in the scale of pay is promoted to higher scale, the date of his increment on promotion would normally be the anniversary date of promotion. However, if such an officer gets promotion, after more than one year after reaching the maximum in the scale of pay and gets an increase which is not more than the amount of last drawn increment (in previous scale), then his date of increment will be preponed as under : Completed years at the maximum of the previous scale Date of increment on promotion to be preponed by More than 1 year and upto and inclusive of 2 years. 1 month More than 2 years and upto and inclusive of 3 years. 2 months More than 3 years and upto and inclusive of 4 years. 3 months Beyond 4 years 4 months While doing so, the following points should be noted : a) The date of increment will be determined on the basis of difference between basic pay drawn in previous scale and basic pay payable on promotion. b) In case of officer having CAIIB qualification the date of increment will be determined on the basis of difference between reduced basic pay (after reduction of increment of CAIIB examination one each for JAIIB and CAIIB except in case where CAIIB qualification has been acquired after reaching the maximum in the scale) and basic pay payable in higher scale before adding increment/s for CAIIB qualification. c) For removal of doubts, it is clarified that the preponment of increment as stated under this provision is applicable only for the purpose of regular increment but not for PQO or Stagnation Increments. For abundant clarify, it is also clarified that if an officer on his/her promotion is fitted at maximum (i.e., last stage) in the scale of pay of the promoted scale, then he/she is not eligible for preponement of increment under this provision. In other words, the benefit of preponement is not applicable for FPP/PQP/Stagnation Increment in the promoted scale. Page 77 of 301 FITMENT CHART FOR OFFICERS PROMOTED FROM ONE SCALE TO ANOTHER ON OR AFTER 01.11.2012 (the pay scales under this revision are yet to be adopted for want of amendments from Govt/IBA but stands implemented on adhoc basis pending adoption of amendments) : [Note : In respect of officers promoted with JAIIB(CAIIB-I)/CAIIB(CAIIB-II) qualifications, the below charts in this Annexure should be read with the fitment procedure enumerated in Para No.17.2(B) in preceding pages.] A. PROMOTION FROM JMG SCALE – I TO MMG SCALE – II STAGE NO. PAY IN JMG SC-I PAY IN MMG SC-II DATE OF INCREMENT IN PROMOTED SCALE 1 23700 31705 Anniversary date of promotion to MMG Scale-II 2 24680 31705 Anniversary date of promotion to MMG Scale-II 3 25660 31705 Anniversary date of promotion to MMG Scale-II 4 26640 31705 Anniversary date of promotion to MMG Scale-II 5 27620 31705 Anniversary date of promotion to MMG Scale-II 6 28600 31705 Anniversary date of promotion to MMG Scale-II 7 29580 31705 Anniversary date of promotion to MMG Scale-II 8 30560 31705 Anniversary date of increment in JMG Scale - I 9 31705 32850 Anniversary date of increment in JMG Scale - I 10 32850 34160 Anniversary date of increment in JMG Scale - I 11 34160 35470 Anniversary date of increment in JMG Scale - I 12 35470 36780 Anniversary date of increment in JMG Scale - I 13 36780 38090 Anniversary date of increment in JMG Scale - I 14 38090 39400 Anniversary date of increment in JMG Scale - I 15 39400 40710 Anniversary date of increment in JMG Scale - I 16 40710 42020 Anniversary date of increment in JMG Scale - I 17 42020 43330 Anniversary date of increment in JMG Scale - I Scale – I officers drawing increments in Scale II due to automatic switchover 43330 44640 Anniversary date of increment in JMG Scale - I 44640 45950 Anniversary date of increment in JMG Scale - I 45950 47260 Anniversary date of promotion to MMG Scale – II or the due date of 1st stagnation increment in JMG Scale-I whichever is earlier. +1 47260 48570 Anniversary date of promotion to MMG Scale – II or the due date of 2nd stagnation increment in JMG Scale-I whichever is earlier. +2 48570 50030 Anniversary date of promotion to MMG Scale – II or the due date of 3rd stagnation increment in JMG Scale-I whichever is earlier. +3 50030 51490 Reached maximum +4 51490 51490 Reached maximum Page 78 of 301 B. PROMOTION FROM MMG SCALE –II TO MMG SCALE – III STAGE NO. PAY IN II PAY IN III DATE OF INCREMENT IN PROMOTED SCALE 1 31705 42020 Anniversary date of promotion to MMG Scale-III 2 32850 42020 Anniversary date of promotion to MMG Scale-III 3 34160 42020 Anniversary date of promotion to MMG Scale-III 4 35470 42020 Anniversary date of promotion to MMG Scale-III 5 36780 42020 Anniversary date of promotion to MMG Scale-III 6 38090 42020 Anniversary date of promotion to MMG Scale-III 7 39400 42020 Anniversary date of promotion to MMG Scale-III 8 40710 42020 Anniversary date of increment in MMG Scale -II 9 42020 43330 Anniversary date of increment in MMG Scale -II 10 43330 44640 Anniversary date of increment in MMG Scale-II 11 44640 45950 Anniversary date of increment in MMG Scale-II 12 45950 47260 Anniversary date of increment in MMG Scale-II Scale – II officers drawing increments in Scale III due to automatic switchover 47260 48570 Anniversary date of increment in JMG Scale - II 48570 50030 Anniversary date of increment in JMG Scale - II 50030 51490 Anniversary date of increment in JMG Scale - II 51490 51490 Due date of 1st Stagnation increment +1 52950 52950 2nd stagnation increment shall be sanctioned 3 years after receiving of the 1st stagnation increment either in MMG Scale – II or MMG Scale- III +2 54410 54410 3rd stagnation increment shall be sanctioned 3 years after receiving of the 2nd stagnation increment either in MMG – II or MMG - III +3 55870 55870 Next stagnation increment shall be sanctioned on the date, it was due in MMG-II +4 57330 57330 Next stagnation increment shall be sanctioned on the date, it was due in MMG-II C. PROMOTION FROM MMG SCALE –III TO SMG SCALE – IV STAGE NO. PAY IN III PAY IN SMG SC-IV DATE OF INCREMENT IN PROMOTED SCALE 1 42020 50030 Anniversary date of promotion to SMG Scale-IV 2 43330 50030 Anniversary date of promotion to SMG Scale-IV 3 44640 50030 Anniversary date of promotion to SMG Scale-IV 4 45950 50030 Anniversary date of promotion to SMG Scale-IV 5 47260 51490 Anniversary date of promotion to SMG Scale-IV 6 48570 52950 Anniversary date of promotion to SMG Scale-IV 7 50030 54410 Anniversary date of promotion to SMG Scale-IV 8 51490 55870 Anniversary date of promotion to SMG Scale –IV or due date of 1st stagnation increment in MMG Scale III – whichever is earlier. +1 52950 57520 Anniversary date of promotion to SMG Scale –IV or due date of 2nd stagnation increment in MMG Scale III – whichever is earlier. +2 54410 59170 Reached maximum Page 79 of 301 +3 55870 59170 Reached maximum +4 57330 59170 Reached maximum +5 58790 59170 Reached maximum D. ROMOTION FROM SMG SCALE –IV TO SMG SCALE – V STAGE NO. PAY IN SMG SC-IV PAY IN DATE OF INCREMENT IN PROMOTED SCALE 1 50030 59170 Anniversary date of promotion to SMG Scale-V 2 51490 59170 Anniversary date of promotion to SMG Scale-V 3 52950 59170 Anniversary date of promotion to SMG Scale-V 4 54410 59170 Anniversary date of promotion to SMG Scale-V 5 55870 60820 Anniversary date of promotion to SMG Scale-V 6 57520 62470 Anniversary date of promotion to SMG Scale-V 7 59170 64270 Anniversary date of promotion to SMG Scale-V +1 60820 66070 Reached maximum E. ROMOTION FROM SMG SCALE –V TO TEG SCALE – VI STAGE NO. PAY IN PAY IN TEG SC-VI DATE OF INCREMENT IN PROMOTED SCALE 1 59170 68680 Anniversary date of promotion to TEG Scale-VI 2 60820 68680 Anniversary date of promotion to TEG Scale-VI 3 62470 68680 Anniversary date of promotion to TEG Scale-VI 4 64270 70640 Anniversary date of promotion to TEG Scale-VI 5 66070 72600 Anniversary date of promotion to TEG Scale-VI F. ROMOTION FROM TEG SCALE –VI TO TEG SCALE – VII STAGE NO. PAY IN TEG SC-VI PAY IN TEG SC-VII DATE OF INCREMENT IN PROMOTED SCALE 1 68680 76520 Anniversary date of promotion to TEG Scale-VII 2 70640 76520 Anniversary date of promotion to TEG Scale-VII 3 72600 76520 Anniversary date of promotion to TEG Scale-VII 4 74560 78640 Anniversary date of promotion to TEG Scale-VII 5 76520 80760 Anniversary date of promotion to TEG Scale-VII 17.3 Administrative Clarification on FPP on promotion from one scale to another : As per the clarification given by Indian Banks‘ Association (IBA), when an officer is promoted to a next cadre/scale after earning Fixed Personal Pay (FPP) in lower cadre/scale, then he/she would continue to draw the same amount of FPP in the promoted scale (except when the FPP is changed on account of wage revision) till such time he/she reaches the maximum in the promoted cadre/scale. On completion of stipulated one year at the maximum of the promoted cadre/scale, he/she shall be sanctioned FPP as applicable to the higher cadre/scale in which he/she is placed. This provision comes into effect from 20th October 2007 and benefits, if any, to past cases be passed on from the said date. (Ref. Circular Letter No.CO:HRD:IRP:2008-09:03 dated 2nd May 2008 & (CO:HRD:IRP:2008- It is clarified by Indian Banks‘ Association (IBA), ―An officer staying in quarters when transferred to another place on promotin or otherwise, the quantum of FPP Page 80 of 301 will remain the same. The quantum of FPP will undergo change only when the officer completes one year after reaching the maximum of the promoted scale/grade. When such change in quantum of FPP takes place, the amount may be fixed based on whether the officer is staying in quarter or otherwise at that point of time.‖ (Staff Circular No 711 dated 26.10.2015) 17.4 Competent Authority for confirming fixation of Basic Pay on Promotion shall be as under : (Ref. Staff Circular No.670 dt.26.05.2015) : Fixation of salary of Officers, on promotion and approval thereof. For Promotions upto Scale III in respect of Officers Posted at (upto Scale III) : Regional Office & Branches (Small, Medium & Large) : (i) Clerical to Officer (Scale I) & Promotions to Scale II – Fixation sheet to be prepared by Branch Manager (in respect of staff posted in Branches) and HRD Dept of Regional Office & to be approved by SM (ii) Promotions to Scale III – Fixation sheet to be prepared by Senior Manager (HRD), RO and to be (i) Clerical to Officer (Scale I) & Promotions to Scale II – Fixation sheet to be prepared by HRD Dept. of VLB/ELB and approved by In charge of Staff Dept (not below the rank of Senior Manager) of the concerned branch. (ii) Promotions to Scale III – Fixation sheet to be prepared by In charge of Staff Department of the concerned Branch and to be approved by the In charge of the Branch/CM of ELB. ZAO : Clerical to Officer (Scale I) and Promotions to Scale II & Scale III – Fixation sheet to be prepared by the officer handling Staff matter at ZAO and to be approved by Incharge of ZAO. Zonal Office: Clerical to Officer (Scale I) and Promotions to Scale II & Scale III – Fixation sheet to be prepared by the officer handling Staff matter at Zonal Office and to Central Office : (i) Clerical to Officer (Scale I) & Promotions to Scale II Page 81 of 301 – Fixation sheet to be prepared by the CSD and approved by Senior Manager (CSD), CO. (ii) Promotions to Scale III – Fixation sheet to be prepared by Senior Manager (CSD) and to be For Promotions from Scale III to IV in respect of officers posted at : (i) Regional Office/VLBs/ELBs – Fixation sheet to be prepared by Senior Manager (HRD) at R.O and to (ii) Zonal Office – Fixation sheet to be prepared by the officer handling Staff matter at Zonal Office and to (iii) Central Office – Fixation sheet to be prepared by Senior Manager (CSD) at C.O and to be approved For Promotions from Scale IV to V and above: Fixation sheet to be prepared by Senior Manager (SAD), C.O and to be confirmed by GM, HRD, CO. Page 82 of 301 Annexure - 9 FITMENT CHART ON PROMOTION FOR OFFICERS PROMOTED FROM ONE SCALE TO ANOTHER ON OR AFTER 01/04/1998 BUT UPTO 31.10.2002 : [ Note : The fitment procedure as stated in respect of officers promoted on or after 1.11.2002 is equally applicable to promotee (from one scale to another) promoted on or after 01.04.1998 with the corresponding change wherever necessary] : A. PROMOTION FROM JMG SCALE I TO MMG SCALE II ; Stage No. Pay in JMG Scale I Pay in MMG Scale II Date of increment on promotion 1. 7100 9820 Anniversary date of promotion to Scale II 2. 7440 9820 -- do -- 3. 7780 9820 -- do -- 4. 8120 9820 -- do -- 5. 8460 9820 -- do -- 6. 8800 9820 -- do -- 7. 9140 9820 -- do -- 8. 9480 9820 Anniversary date of increment in Scale I 9. 9820 10160 -- do -- 10 10160 10500 -- do -- 11. 10500 10840 -- do -- 12. 10840 11180 -- do -- 13. 11180 11520 -- do -- 14. 11520 11860 -- do -- 15. 11860 12200 -- do -- 16. 12200 12540 -- do -- 17. 12540 12880 -- do -- Scale I Officers drawing increments in Scale II due to Automatic Switchover 12880 13220 Anniversary date of increment in Scale I 13220 13560 -- do -- 13560 13900 Anniversary date of promotion to Scale II or the due date of first stagnation increment in Scale I whichever is earlier +1 13900 14240 Anniversary date of promotion to Scale II or the due date of second stagnation increment in Scale I whichever is earlier. +2 14240 14620 Anniversary date of promotion to Scale II. B. PROMOTION FROM MMG SCALE II TO MMG SCALE III : Stage No Pay in MMG Scale II Pay in MMG Scale III Date of increment on promotion 1 9820 12540 Anniversary date of promotion to Scale III 2 10160 12540 -- do -- 3 10500 12540 -- do -- 4 10840 12540 -- do -- 5 11180 12540 -- do -- 6 11520 12540 -- do -- 7 11860 12540 -- do -- 8 12200 12540 Anniversary date of increment in Scale II Page 83 of 301 9 12540 12880 -- do -- 10 12880 13220 -- do -- 11 13220 13560 -- do -- 12 13560 13900 -- do -- Scale II officers drawing increments in Scale III due to automatic switchover 13900 14240 Anniversary date of increment in Scale II 14240 14620 -- do -- 14620 15000 1st Stagnation increment shall be sanctioned on the usual due date i.e. after 3 years from the date of maximum. +1 15380 15380 Second stagnation increment shall be sanctioned 3 years after receiving of the first stagnation increment or on 1/11/1994 whichever is later. NOTE: IBA has clarified that, the officer in MMG Scale II (who has already completed more than three years after receipt of first stagnation increment before promotion to Scale III) on promotion to MMG Scale III may be released the second stagnation increment on the date of his promotion. C. PROMOTION FROM SCALE III TO SCALE IV : Stage No. Pay in MMG Scale III Pay in SMG Scale IV Date of increment on promotion 1. 12540 13900 Anniversary date of promotion to Scale IV 2. 12880 13900 -- do -- 3. 13220 13900 -- do -- 4. 13560 13900 Anniversary date of increment in Scale III 5. 13900 14240 -- do -- 6. 14240 14620 -- do -- 7. 14620 15000 -- do -- 8. 15000 15380 Anniversary date of promotion to Scale IV or due date of first stagnation increment in Scale III whichever is earlier. +1 15380 15760 Anniversary date of promotion to Scale IV or due date of second stagnation increment in Scale III whichever is earlier. +2 15760 16140 Reached maximum. D. PROMOTION FROM SMG SCALE IV TO SMG SCALE V : Stage No. Pay in MMG Scale IV Pay in SMG Scale V Date of increment on promotion 1. 13900 16140 Anniversary date of promotion to Scale V 2. 14240 16140 -- do -- 3. 14620 16140 -- do -- 4. 15000 16140 -- do -- 5. 15380 16140 -- do -- 6. 15760 16140 Anniversary date of increment in Scale IV 7. 16140 16520 Anniversary date of promotion to Scale V E. PROMOTION FROM SMG SCALE V TO TEG SCALE VI : Stage Pay in SMG Pay in TEG Date of increment on promotion Page 84 of 301 No. Scale V Scale VI 1. 16140 17660 Anniversary date of promotion to Scale VI 2. 16520 17660 -- do -- 3. 16900 17660 -- do -- 4. 17280 17660 Anniversary date of increment in Scale V 5. 17660 18080 Anniversary date of promotion to Scale VI F. PROMOTION FROM TEG SCALE VI TO TEG SCALE VII : Stage No Pay in TEG Scale VI Pay in TEG Scale VII Date of increment on promotion 1. 17660 19340 Anniversary date of promotion to Scale VII 2. 18080 19340 -- do -- 3. 18500 19340 -- do -- 4. 18920 19340 -- do -- 5. 19340 19760 -- do -- Page 85 of 301 REGULATION –18 : SENIORITY : (1) Each year, the bank shall prepare a list of officers in its service showing their names in the order of their seniority on an All India basis and containing such other particulars as the Bank may determine. A copy of such list shall be kept at every branch or office of the Bank. (2) 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 two or more officers of the same length of service in that grade or scale, their inter-se seniority shall be reckoned with reference to their seniority in the immediately preceding grade or scale or the previous cadre to which they belonged in the Bank‘s service. Where two or more officers have the same length of service in such preceding grade or scale or such previous cadre, their seniority shall be determined with reference to their seniority in the immediately preceding grade or scale or cadre, as the case may be. (3) Subject to the provision of sub-regulation (2) a) The inter-se seniority of officers directly recruited in a batch to any grade or scale shall be reckoned with reference to the rank allotted to them at the time of such recruitment. b) If officers recruited under the general category and reserved category are allotted to any bank, the seniority inter-se amongst the candidates so allotted who join on the same date shall be determined in accordance with the marks obtained by such candidates without adding notional marks for the reserved candidates. c) If, however, two or more categories of officers such as Technical Field Officers, Agricultural Field Officers and general officers join on the same date and if there is no system of maintaining separate seniority list for the different categories of officers, seniority in the common seniority list shall be determined on the basis of their date of birth. (4) In the case of an officer whose probation has been extended his seniority shall be reckoned just below all the officers, if any, recruited or promoted in the same batch along with him. (5) Nothing in this regulation shall affect the seniority among themselves of the officers as existing immediately prior to the appointed date. Administrative clarification (Under Regulation 18) : 18.1 Seniority list of officers in respective scale shall be prepared on All India basis every year. However, in respect of Scale I officers working in the Region including those working in the administrative offices (ZONAL OFFICE etc.), seniority list shall be prepared as on 1st January every year and circulated among all branches/offices within the Region for the purpose of placement of Branch Manager (Small), Dy.Manager (Medium Branch)/Incharge of Extension Counter. (Ref : CO/91- 92/238 dt. 30/8/1991). Page 86 of 301 REGULATION -19 : AGE OF RETIREMENT : (1) The age of retirement of an officer employee shall be as determined by the board in accordance with the guideline issued by the Government from time to time. Provided that the bank may, at its discretion, on review by the Special Committee/Special Committees as provided hereinafter in sub-regulation (2) retire, if it is of the opinion that it is in the public interest, an officer employee on or at any time after the completion of 55 years of age or on or at any time after the completion of 30 years of total service as an officer employee or otherwise, whichever is earlier; Provided, further that before retiring an officer employee, at least three months‘ notice in writing or an amount equivalent to three months‘ substantive salary/pay and allowances, shall be given to such officer employee; Provided, further that an officer aggrieved by the order of the Competent Authority, as provided in Sub-Regulation (2), may, within one month of the passing of the order, give in writing a representation to the Board of Directors against the decision of the Competent Authority, and on receipt of such representation from the concerned officer, the Board of Directors shall consider his representation and take a decision within a period of three months. Where the Board of Directors decides that the order passed by the Competent Authority is not justified, the concerned officer shall be reinstated as though the Competent Authority has not passed the order. Provided also that nothing in this regulation shall be deemed to preclude an officer employee from retiring earlier pursuant to the option exercised by him in accordance with the rules in the Bank. EXPLANATION An officer employee will retire on the last day of the month in which he completes his age of retirement. Provided that an officer employee whose date of birth is on the first day of a month shall retire from service on the afternoon of the last day of the preceding month on attaining the age of retirement.(CO:PRS:2000-01:103, dated (2) The Bank shall constitute a Special Committee/Special Committees, consisting of not less than three members, to review, whether an officer employee should be retired in accordance with the first proviso to this regulation. Such Committee/Committees shall, from time to time, review the case of each officer employee and no order of retirement shall be made unless the Special Committee/Special Committees recommends in writing to the Competent Authority the retirement of the officer employee. The following guidelines are issued by the Government in terms of proviso to Regulation 19(1) of the Central Bank of India (Officers‟) Service Regulations, On and from 22/5/1998 : Page 87 of 301 The age of retirement of an officer in the Bank shall be determined in accordance with the following conditions :- a) The age of retirement of all officers will be 60 years. b) Subject to the provision of the rules, every officer shall retire from the service on the afternoon of the last day of the month in which he attains the age of 60 years provided that the officer whose date of birth is 1st of the month, shall retire from the service on the afternoon of the last day of the preceding month on attaining the age of 60 years. c) No extension shall be given to any officer beyond 60 years of age. Administrative clarifications (Under Regulation 19 ) : 19.1 An officer would retire on the last day of the month in which he completes his age of retirement. Where the date of birth of an officer is first day of the month he shall retire from the service of the Bank on the last day of the preceding month e.g. if date of birth of an officer is say 1st April, then he will retire on 31st March. 19.2 Rules for premature retirement : a) The Special Committee/Special Committees would review the cases for premature retirement of those officers who have completed 55 years of age or have completed 30 years of service as an officer employee or otherwise whichever is earlier. The purpose of review is to identify the officers who are no longer fit to be continued in service in view of the deterioration in work; conduct or physical or mental health. b) The constitution of Special Committee for deciding premature retirement of officers and the Competent Authority for retiring officers prematurely is as under : Grades of officers Special Committee Competent Authority For officers in the Grades of Junior Management Scale I and Middle Management Scales II and III. If 4 General Managers are available then the Committee would constitute of 4 General Managers. In case the number of General Managers falls short of 4 then the committee should consist of at least 3 General Managers. Managing Director For officers in the grade of Senior Management Scale IV Managing Director, Executive Director and a General Manager. In the event if there is no Executive Director then senior- most General Manager would be in the Committee along with Managing Director and other General Manager. Board of Directors For officers in the grade of Senior Management Scale V Managing Director, RBI Director and Government Director. In Board of Directors. Page 88 of 301 and for officers in Top Executive Grade Scale VI and VII case RBI/Government Director is not available then any other Director. c) The Special Committee shall take into consideration the following criteria/guidelines while reviewing the cases for premature retirement of officers under Regulation 19.3 Criteria : a) Officers whose integrity is doubtful would be recommended for premature retirement. b) Officers who are found to be ineffective/inefficient in performing their duties would be recommended for premature retirement. The basic consideration in identifying such officers would be fitness/competence/efficiency of the officer concerned to perform the duties of the post which he/she is holding. c) Officers who are absent for long period from duties on grounds of ill health/sickness or otherwise absent when no leave is due to them may also be recommended for premature retirement. 19.4 Guidelines : (a) The Special Committee/s would be required to specify the work effectiveness of the officer concerned, medical fitness together with leave report and the report on the integrity of the officer concerned. While entire service record of an officer would be considered at the time of review, no officer should ordinarily be retired on the grounds of ineffectiveness if his/her services during last three years has been found satisfactory or he/she is promoted during last 3 years and his/her performance in the higher post has been found satisfactory. (b) Ordinarily no officer would be retired on the grounds of ineffectiveness if in any event he/she would be retiring on superannuation within a period of one year from the date of consideration of his/her case. (c) The rules relating to premature retirement would not be used: i) To retire an officer on the grounds of specific acts of misconduct as a shortcut of initiating formal disciplinary action OR ii) For reduction of surplus officers OR iii) As a measure of effecting general economy. (d) In case where it is found that an officer is not keeping good health or is not in a position to give his best, the Bank may, in his sole discretion, call for medical report on the officer from Bank‘s doctor (or from the doctor nominated by the Bank for this purpose) and submit the same to the Special Committee for its consideration. 19.5 Procedure : The procedure to be followed for premature retirement of officers under Regulation 19(1) of Central Bank of India (Officers‘) Service Regulations, 1979 would be as under : Page 89 of 301 (a) The Special Committee constituted for this purpose would review the cases for premature retirement under Regulation 19(1) twice in a year or at such intervals as may be decided by the Management from time to time. (b) The Special Committee after reviewing such cases would submit its recommendations to the Competent Authority who would take into consideration the recommendations of the Special Committee and decide whether an officer is to be retired prematurely or not. If there is no such case a ―Nil‖ report would be sent. (c) If the Competent Authority decides to retire an officer prematurely, he would record that he has formed an opinion based on the confidential reports of the Bank and other relevant information in respect of the officer concerned that it is necessary to retire such officer in pursuance to the provisions of Regulation (d) The officer who is required to be retired prematurely under provisions of Regulation 19(1) would be served with a written notice of 3 months or he/she be paid an amount equivalent to 3 months salary / pay and allowances. The officer concerned shall retire on the last day of the month in which the notice period expires. (e) Where an officer is advised about his/her premature retirement, he/she would also be informed that he/she may, if he/she so desires, make a representation against his/her premature retirement to the Special Committee itself within a period of 15 days from the date of receipt of the order for his/her premature retirement. (f) On receipt of such representation, the Special Committee would consider such representation only on the grounds of new facts or new aspects that may be brought out by the concerned officer and in that event the Special Committee may, if thought fit, make fresh recommendations to the Competent Authority. (g) If the representation of the officer concerned is not considered favourably by the Special Committee the officer would be advised in writing accordingly and thereafter the officer concerned would stand retired prematurely from the last day of the month in which the notice period expires as mentioned in the order of premature retirement issued to him/her earlier. (h) If the representation of the officer concerned is considered favourably by the Special Committee, who has made fresh recommendations to the Competent Authority and if the Competent Authority has come to the conclusion that the order of premature retirement of the officer concerned was unjustified, the Competent Authority may, at its sole discretion order to reinstate such prematurely retired officer and the period from the date of premature retirement to the date of his reinstatement be treated as on duty or leave or otherwise as may be considered appropriate by the Competent Authority. (i) On and from 26.05.2015, the competent Authority for deciding premature retirement of officers (after recommending by the Special Committees constituted under Regulation 19 of OSR) shall be as under: (Staff Circular No. 670 dated 26.05.2015): Page 90 of 301 For deciding premature retirement of officers (after recommending by the Special Committees constituted under Reg.19 of OSR) For officers upto Scale III – CMD For officers in Scale IV to VII – Board of Directors 19.6 Review of Cases: The cases of officers would be reviewed by the Management only once at any time on or after completion of the stipulated age or length of service. In case where the officers concerned are due for retirement on superannuation within 1 year then their cases would not be reviewed during the last year of their services. 19.7 RULES REGARDING VOLUNTARY RETIREMENT OF OFFICERS UNDER PROVISO TO SUB REGULATION (1) OF REGULATION 19: a) An officer employee of the Bank may be permitted to retire voluntarily from the service of the Bank at any time if he/she has completed 30 years of service as an officer or has attained the age of 55 years, whichever happens earlier, after giving the Bank 3 months‘, notice in writing. b) The Competent Authority may reduce the period of 3 months notice or remit the requirement of notice entirely at his discretion. c) The officer may withdraw the notice of voluntary retirement subsequently only with the prior approval of the Competent Authority, provided the request for such withdrawal is made before the expiry of the notice period. Subject to the rules laid down herein an officer employee who has served on the bank a notice of voluntary retirement shall retire on the last day of the month in which the notice period expires unless the Competent Authority issues an order to the contrary before the expiry of the period of notice. d) Notwithstanding anything contained herein an officer employee shall not be permitted to voluntarily retire ; (i) If disciplinary proceedings are pending or contemplated against him/her for the imposition of a major penalty and the Competent Authority having regard to the circumstances of the case is of the view that the imposition of penalty of removal or dismissal from the services would be warranted in his/her case where such proceedings are pending or contemplated against him/her in regard to his/her misconduct which in the opinion of the Competent Authority has resulted in or likely to result in monetary loss to the Bank. OR (ii) If criminal prosecutions are pending or contemplated against him/ her in a Court of Law. e) An officer employee retiring voluntarily shall be entitled to all benefits as available under the normal retirement in accordance with the provisions of Central Bank of India (Officers‘) Service Regulations, 1979 including encashment of accumulated privilege leave as also all other terminal benefits. f) An officer employee who has served the Bank with the notice of his intention of voluntary retirement from Bank‘s service may also apply, before the expiry of the notice, for the leave standing to his/her credit. The authority Page 91 of 301 competent to sanction his/her leave may grant him/her leave so applied and permit it to run concurrently with the period of notice. In no event, however the period of leave shall go beyond the date on which he/she stands to voluntarily retire. g) The absence of any refusal to accept the voluntary retirement within the notice period of 3 months will be deemed as acceptance of the voluntary retirement and the retirement becomes effective from the date of expiry of the notice period. (Judgement of High Court Jabalpur in the matter of VRS application under Pension Regulations.) An officer employee who has served on the bank a notice of voluntary retirement shall retire on the last day of the month in which the notice period expires unless the Competent Authority issues an order to the contrary before the expiry of the period of notice. It means that the refusal to grant permission for the Voluntary retirement should be conveyed in writing within the notice period given by the officer. (Circular letter No. CO/HRD/IRP/2009-10/33 dated 2.02.2010) h) On and from 26.05.2015, the competent Authority for acceptance of VRS under Regulation 19 of OSR shall be as under: Acceptance of VRS of Officers under Reg. 19 of OSR. Officers in Scale VI & VII – E.D. (Incharge of HRD). (Staff Circular No. 670 dated 26.05.2015) Page 92 of 301 REGULATION – 20 : TERMINATION OF SERVICE : (1) (a) Subject to sub regulation 3 of regulation 16, where the Bank is satisfied that the performance of an officer is unsatisfactory or inadequate or there is a bonafide suspicion about his integrity or his retention in the Bank‘s service would be prejudicial to the interests of the Bank, and where it is not possible or expedient to proceed against him as per the disciplinary procedure, the Bank may terminate his services on giving him three months‘ notice or emoluments in lieu thereof in accordance with the guidelines issued by the Government from time to time. (b) Order of termination under this sub regulation shall not be made unless such officer has been given a reasonable opportunity of making a representation to the Bank against the proposed order. (c) The decision to terminate the services of an Officer employee under sub- regulation (a) above will be taken only by the Chairman and Managing Director. (d) The Officer employee shall be entitled to appeal against any order passed under sub regulation (a) above by preferring an appeal within 15 days to the Board of Directors of the Bank. If the appeal is allowed, the order under sub-regulation (a) shall stand cancelled. (e) Where an officer employee whose services have been terminated and who has been paid an amount of three months emoluments in lieu of notice and on appeal his termination is cancelled, the amount paid to him in lieu of notice shall be adjusted against the salary that he would have earned, had his services not been terminated and he shall continue in the bank‘s employment on same terms and conditions as if the order of termination had not been passed at all. (f) An officer employee whose services are terminated under sub-regulation (a) above shall be paid Gratuity, Provident Fund including employer‘s contribution and all other dues that may be admissible to him as per rules notwithstanding the years of service rendered. (g)Nothing contained herein above will affect the Bank‘s right to retire an officer employee under Regulation 19(1). (2) An officer shall not leave or discontinue his service in the Bank without first giving a notice in writing of his intention to leave or discontinue his service or resign. The period of notice required shall be 3 months and shall be submitted to the Competent Authority as prescribed in these regulations. Provided further that the Competent Authority may reduce the period of 3 months or remit the requirement of notice. (3)(i)An officer against whom disciplinary proceedings are pending shall not leave/discontinue or resign from his service in the bank without the prior approval, in writing of competent authority and any notice of resignation given by such an officer before or during the disciplinary proceedings shall not take effect unless it is accepted by the Competent Authority. (ii) Disciplinary proceedings shall be deemed to be pending against any employee for the purpose of this regulation if he has been placed under suspension or any notice has been issued to him to show cause why disciplinary proceedings shall Page 93 of 301 not be instituted against him and will be deemed to be pending until final orders are passed by the Competent Authority. (iii) The officer against whom disciplinary proceeding have been initiated will cease to be in service on the date of superannuation but the disciplinary proceedings will continue as if he was in service until the proceedings are concluded and final order is passed in respect thereof. The concerned officer will not receive any pay and/or allowance after the date of superannuation. He will also not be entitled for payment of retirement benefits till the proceedings are completed and final order is passed thereon except his own contributions of CPF. The option to terminate the services of an officer shall be exercised only where :- (i) Decisions taken by the officer employee in his capacity as on officer employee has put the bank to monetary loss though no misconduct as such can be proved against him. (ii) The officer employee for any reasons, has not been attending to his duties in the bank continuously for a period of 90 days after exhausting all leave due to him or after his request for leave or extension of leave has been refused in writing. (iii) The officer employee employed on the basis of a particular expertise or skill or qualification, ceases to possess such as, expertise or skill or qualification, for any reason whatsoever. (iv) The officer employee, for three consecutive years in annual appraisal of his performance, has received ratings of less than average and despite the appraisal reports of the first two years having been communicated to him there has been no improvement or insufficient improvement in his performance. (v) Situation is such that due to violence, insurgency or general indiscipline, insubordination holding an enquiry against the officer employee is not possible. (vi) The evidence to be relied upon to prove the misconduct gets destroyed or the principal witness(es) becomes unavailable for reasons beyond management‘s control. (vii) There is such other causes as would reasonably lead the Bank to believe that the retention of the officer employee would prejudice the Bank‘s interest. Ground rules for Regulation 20 (3) of the Officer‟s Service Regulations: In order to ensure compliance of the provisions of Regulations 20(3) for continuing the disciplinary proceedings against an officer who has reached superannuation, it has been decided to lay down certain ground rules. A list of all those officers who are retiring in the next two years should be got prepared at the beginning of every year by the disciplinary / competent authority. Thereafter the disciplinary/competent authority should get the following scrutiny done in the case of each officer. Page 94 of 301 - Reports from the vigilance department should be obtained to verify whether any enquiry/investigation is pending against the officer which is likely to result in disciplinary action being taken against the officer. - Inspection reports pertaining to the retiring officer‘s work should be carefully examined to see if the officer has committed grave irregularities which may lead to criminal/departmental action against him, especially if the officer is working in a branch or dealing with operational matters. - Check whether any other serious complaint is pending. It should be ensured that all cases of irregularities, lapses, etc., alleged to have been committed by the officer are looked into one year before the retirement of the officer. There after, it should be ensured that disciplinary proceedings, if any, are initiated and completed well before the date of superannuation. In cases, where departmental proceedings are already pending, a time-bound programme should be drawn up to ensure that the proceedings are completed well before the date of superannuation. The Chief Executive should once in a period of three months call for the list of officers against whom disciplinary proceedings are contemplated/pending and who are due to retire in the next two years and check the progress of the cases of these officers, and issue such directions as deemed necessary for expeditious disposal of the cases. Three months before an officer is due for retirement the competent authority should once again check up with the vigilance department and obtain a fresh clearance from them. At this stage if fresh case is brought to the notice of the competent authority, he should immediately submit a report to the Chief Executive of the bank giving the details of the misconduct/irregularities that the officer is reported to have committed and also whether in his view departmental proceedings should be initiated. The Chief Executive should take a view regarding continuation of disciplinary proceedings beyond the date of superannuation as if the officer was in service, depending upon the gravity of the irregularities committed and sensitiveness of the case. If the Chief Executive is of the view that action should be taken against the officer even if it results in continuation of disciplinary proceedings beyond the date of superannuation, the officer should be immediately advised by a proper order and disciplinary authority should be ordered