Bank of India (Officers') Service Regulations, 1979

Bank of India (Officers’) Service Regulations, 1979 PRELIMINARY These Regulations have been amended from time to time and clarification be thereon, if need be obtained from Human Resources / Industrial Relations Department, Head Office. 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 Undertaking) Act, 1970 (5 of 1970) the Board of Directors of 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 Bank of India (Officers’) Service Regulations, 2. These regulations come into force on the 1st day of July, 1979. Clarification Additions / amendments to the regulations will be effective from the date of their approval by the Board unless otherwise specifically provided. 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. The Executive Director is the Competent Authority to make the regulations applicable to such other employees as he deems fit. 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. (Amended to Government guidelines w.e.f. 22nd February 1989 (Board Meeting dated 12.11.94), Br. Circular No. 99/62 dated 07.07.1995. Regulation 3: DEFINITIONS In these regulations, unless there is anything repugnant to the subject or context:- a. “appointed date” means the 1st July 1979; b. “Bank” means 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; ADMINISTRATIVE INSTRUCTIONS REGARDING COMPETENT AUTHORITY 1. All decisions of the Competent Authority involving officers Scale I to VI, where necessary, would be reviewed by the Chairman. For Scale VII, a Committee of three Directors presided over by the Chairman may be formed to review the decisions of the Competent Authority. 2. An Officer higher in the rank than that of the officer designated as competent authority can also act as competent authority in respect of a particular regulation / regulations. In such cases the officer who is the Competent Authority under the regulations cannot again exercise his authority in respect of the same case. (e) “emoluments” means the aggregate of salary and allowances, if any; (f) “Family” means and includes the spouse of the officer (if the spouse is also not an employee of the Bank) and the children, parents, brothers, and sisters of the officer wholly dependent on the officer but shall not include a legally separated spouse; (g) “Government” means the Central Government.” (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 medications 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 person, who immediately prior to 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 has 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. CHAPTER II GRADES AND CATEGORISATION OF POSTS Regulation 4: GRADES AND SCALES OF PAY Joint Note dated 27.04.2010 with effect from 01.11.2007; the scale of pay specified against each grade shall be as under – Scale 4 (1) On and from 01.11.2007, the scale 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 Guidelines of the Government under Regulation 4 (1) (BC 92 / 106 dated 15.09.1997)/ Joint Note dated 27.10.2007 Guidelines issued in terms of Regulation 4 (1) of the Bank of India (Officers) Service Regulation, 1979. 1. Every Officer who is governed by the scale of pay as in force as on 01.11.2007 shall be fitted in the scale of pay set out in Regulation 4 (1) as on 27.04.2010 on stage to stage basis i.e. on corresponding stages from first stage onward and the increments shall fall on the anniversary date usual except where provided otherwise. 2. Nothing in sub-regulation (1) shall be construed as requiring the Bank to have at all times, officers serving in all these grades. Chart showing the fitment of officers in Bank’s service As on 01.11.2007 into new Scale of Pay STAGES JUNIOR MANAGEMENT GRADE SCALE – I MIDDLE MANAGEMENT MIDDLE MANAGEMENT GRADE SCALE – III FITMENT AS ON (RS) BASIC PAY AS ON (RS.) FITMENT AS ON (RS) BASIC PAY AS ON (RS.) FITMENT AS ON (RS) BASIC PAY AS ON (RS. + Indicates Stagnation Increment Stages Senior Management Senior Management Senior Management Senior Management Grade Scale – VII Fitment as on (Rs) Basic Pay as on (Rs) Fitment as on (Rs) Basic Pay as on (Rs) Fitment as on (Rs) Basic Pay as on (Rs) Fitment as on (Rs) Basic Pay as on (Rs) Every Officer who is governed by the Scales of pay as in force as on 31.10.2007 shall be fitted in the Scale of pay set out as on 01.11.2007 on stage to stage basis, i.e. on corresponding stages from 1st stage onwards and the increments shall fall on the anniversary date as usual, except where provided otherwise. 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 ` 800/- each and next two ` 900/- each. Provided that Officers who have completed three years or more after receipt of the second stagnation increments as on 01.11.2007 will get the third stagnation increment on 01.11.2007 and another stagnation increment on or after 01.11.2008 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 ` 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 01.11.2007 will get the next stagnation increment with effect from 01.11.2007 and a subsequent stagnation increment on or after 01.11.2008 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 ` 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 01.11.2007 will get the third stagnation increment on 01.11.2007 and the fourth stagnation increment on or after 01.11.2008 on their completion of six years after receipt of second stagnation increment. Regulation 5 : INCREMENTS Joint Note dated 27.04.2010 and Br. Cir. No.90/135 dated 08.11.1996 Subject to the provisions of Regulation 4(2), on and from 01.11.1992, the increments shall be granted subject to the following sub-clauses :- (a) The increments specified in the scales of pay set out in 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 JM Grade Scale I who have moved to scale of pay for MMG scale II in terms of Regulation 5(1) (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 ` 800/- each and next two ` 900/- each. Provided that Officers who have completed three years or more after receipt of the second stagnation increment as on 01.11.2007, will get the third stagnation increment on 01.11.2007 and another stagnation increment on or after 01.11.2008 on their completion of six years after receipt of second stagnation increment. (c) 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 3 stagnation increments of `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 01.11.2007 will get the next stagnation increment with effect from 01.11.2007 and a subsequent stagnation increment on or after 01.11.2008 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 `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 01.11.2007 will get the third stagnation increment on 01.11.2007 and the fourth stagnation increment on or after 01.11.2008 on their completion of six years after receipt of second stagnation increment. NOTE : Grant of such increments in the next higher scale shall not amount to promotion. Officers even after receipt of such increment shall continue to get privileges, perquisites, duties, responsibilities or posts of their substantive Scale I or Scale II as the case may be. In terms of Branch Circular No. 100/168 of 23.01.2007 (effective from 16.12.2006), an Officer in JM Scale I or MM Scale II refuses promotion, when offered, he/she will not be eligible for the increments/stagnation increments in the next higher (sliding) scale, as available in terms of the aforesaid Reg. 5(1). Besides, such an officer, who refuses to accept promotion, when offered, will also not be eligible for the Professional Qualification Pay, as provided in terms of Regulation 5(2). Professional Qualification Pay Renaming of Professional Qualification Allowance as Professional Qualification Regulation 5 (2) An additional increment shall be granted in the scale of pay for passing each part of Certified Associate of Indian Institute of Bankers Examination on or after the appointed date. Explanation: 1 In the case of an officer who has passed Part I or Part II of Certified Associate of Indian Institute 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. Explanation : 2 On and from 01.11.2007, 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 Government Guidelines, if any, be granted Professional Qualification Pay in lieu of additional increments in consideration of passing CAIIB (JAIIB / CAIIB) Examination as under:- a) On and from 01.11.2007, other things being equal, the quantum of Professional Qualification Pay shall stand revised as under: Those who have passed Only part I of CAIIB (JAIIB) i. Rs.410/- p.m. one year after reaching on the top of The scale Those who have passed Both parts of CAIIB (JAIIB AND CAIIB) i. Rs.410/- p.m. one year after reaching on top of the scale. ii. Rs.1030/- p.m. two years after reaching on Top of the scale. Note : 1. If an officer who is in receipt of Professional Qualification Pay is promoted to next higher scale, he shall be granted, on fitment into higher scale additional increment(s) for passing CAIIB (JAIIB / CAIIB) to the extent increments are available in the scale and if no increments are available in the scale or only one increment is available in the scale the officer shall be eligible for Professional qualification Pay in lieu of increment(s) 2. On and from 01.11.1994 revised Professional Qualification Pay shall rank for Dearness Allowance, House Rent Allowance & Superannuation benefits. Release of Professional Qualification Pay : a. 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 instalment of PQP and the release of subsequent instalments of PQP shall be with reference to the date of release of first instalment of PQP. Provided further that in a case where an Officer, as on the date of this Joint Note 01.11.2007, 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. FIXED PERSONAL PAY Renaming of Fixed Personal Allowance as Fixed Personal Pay w.e.f. 1.11.1999 Regulation 5 (3) (a) All Officers who are in the Bank’s permanent service as on 1st November, 1993, will get one advance increment in the scale of pay. Officers who are on probation on 1st November, 1993, will get one advance increment one year after confirmation. Note : There shall be no change in the date of annual increment because of advance increment. (b) An officer who is at the maximum of the scale or who is in receipt of Stagnation increment(s) as on 1st November 1993 will draw a Fixed Personal Pay from 1st November 1993, which shall be equivalent to an amount of last increment drawn, plus Dearness Allowance payable thereon as on 1st November 1993, plus House Rent Allowance, at such rates as applicable in terms of Regulation 22. The Fixed Personal Pay given hereunder together with House Rent Allowance if any, shall remain frozen for the entire period of services; Increment Component (Rs.) DA as on 01.11.2007 (Rs.) where Bank’s accommodation is provided (Rs.) (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) + House Rent Allowance payable on the last increment of the relevant scale of pay. (iii) The increment component of Fixed Personal Pay shall count for superannuation benefits. (c) An Officer who has earned this advance increment shall draw the quantum of Fixed Personal Pay as mentioned in (b) above, one year after reaching the maximum of the scale. Applicability of the revised FPP to those Officers who were already in receipt of F.P.P. prior to 1.11.1999 The Officers, who were in receipt of FPP before 1.11.1999 and continuing in Banks’ service, would be eligible for payment of corresponding revised FPP in the case of Officers where H.R.A. was included in the quantum of FPP paid to them (i.e those Officers who were not provided with Bank’s accommodation when FPP was first released to them), the revised amount of H.R.A. to be included in FPP would be calculated at the revised rates of H.R.A. corresponding to the area of posting Officers, when FPP was first released to them. For e.g an officer was posted at Lucknow (an Area / Centre) when FPP was first released to him and at that time he was not provided with Banks accommodation, irrespective of his present place of posting. HRA to be included in FPP would be @ 8% on the corresponding revised increment component of FPP Correction in the quantum of FPP The Indian Bank’s Association has also clarified that revision in the quantum of F.P.P. to a promotee officer will also undergo a change and this may depend upon the outcome of industry level negotiations with the workmen unions. Accordingly the FPP drawn by these promotee officers who are drawing the frozen clerical FPP in Officer’s Cadre, will undergo revision only after the wage settlement of Award Staff is finalized. As per the prevailing instructions, the increments could be stopped / withheld only under the following circumstances;- a) As per the Orders of Penalty against an officer; b) As per the guidelines of the Government, on crossing the Efficiency Bar by the Officers in Scale I and II; Competent Authority to sanction annual increments: (B.M.20.10.2000, Br. Cir No.94/161 dated 29.12.2000) & BC 104/124 dated 11.01.2011 Grade of officers Competent Authority to sanction annual increments within the Scale / Grade 1. All officers working in the Branches including Branch Manager in the Zone and those working in LDM office but excluding and Assistant General Manager at Exceptionally Large Branches. 2. Assistant General Managers at Exceptionally Large Branches / Corporate Banking Branches and officers working under the control of Zonal Office including ZTCs, Officers on deputation to RRBs, Ombudsman, etc. a. Officers in Scale I, II and III Chief Manager (HR) at Zonal Office b. Officers in Scale IV Dy. Zonal Manager c. Officers in Scale V Zonal Manager d. Officer in Scale VI General Manager (HR) where Zone is headed by Dy. General Manager 3. Officers working under the control of H.O including Zonal Audit Offices a. Officers in Scale I, II & III Chief Manager of Respective Department. b. Officer in Scale IV & V Deputy General Manager / General Manager of respective Department. c. Officers in Scale VI General Manager in charge of respective Department. 4. All officers in Scale VII Executive Director / Chairman & Managing Director. 5. Zonal Manager in Scale V & VI National Banking GM & in his absence The above revision in the Competent Authorities for release of annual increment to the Officers within respective Grade / Scale is effective from 20.10.2000 & for Sr. No 5 from 11.01.2011. (Administrative Circular No.2011-12/2 dated 02.11.2011 – Delegation of Authority) – Consequent upon reorganisation, the authorities in respect of HR related issues of LCBs, MCBs and Divisional Managers Office are delegated to the following offices as specified below :- Release of annual increment For Officers upto Scale III, the delegated authority will be the Chief Incumbent not less than the rank of Asst. General Manager of the concerned LCB/MCB. In respect of MCBs headed by Scale IV officials, the delegated authority will be the official of the rank of Asst. General Manager and above from the concerned Divisional Manager’s Office. For Scale IV and above, the delegated authority will be the General Manager (HR), Head Office Administrative Instructions: 1. Branch Managers must submit to the appropriate authority at least one month in advance, names of officers whose increment falls due in the following month along with their recommendations. Wherever increments have been stopped by the Disciplinary Authority such facts should be brought out by the Branch Manager when submitting recommendations to the Competent Authority. 2. Where the advice of the Competent Authority is not received in time, the increment may be released as laid down in the regulation excepting where the officer is on Efficiency Bar. However, the concerned officer should be advised that in case the increment is not sanctioned by the Competent Authority, appropriate recovery shall be made in the subsequent month. 3. Increments will not be allowed a. When an officer has reached the maximum of his grade / scale b. When the Efficiency Bar is applied to the officer, and c. When specifically stopped by the Competent Authority / Disciplinary Authority 4. Board norms for imposition of Efficiency Bar (Prior to 1.11.1987) a. The general test should be whether the employee’s work has fallen below that standard of efficiency normally expected of him at that stage of his career when the efficiency at the start has been reinforced by the experience from which he should have been profited. b. The circumstances necessitating the proposed imposition of the Bar will be communicated to the employee and the employee should be given an opportunity to submit an explanation which will be duly considered. c. The Officers so held up at the Efficiency Bar may be counselled to improve his performance and allowed to cross the Efficiency Bar at the end of one year. GUIDELINES FOR EFFICIENCY BAR (w.e.f.1.11.1987) The movement of officers in Scale – I and Scale II to the higher stages in the next scale after reaching the maximum in he respective scales shall be subject to their crossing the Efficiency Bar, which shall be 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 proceeding 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 more be more than three years after which if the disciplinary proceedings are still not concluded the increments shall be released with retrospective effect. b. Where the Efficiency Bar has been applied in terms (iii) above but the rating improves subsequently, the increment shall be released after one year. Average remark or rating shall not be treat shall not be treated as adverse for this purpose. 6. Normally, the period spent as leave on loss of pay shall not count for increments. However, in view of the fact that the increment in the case of Officers is released on the first day of the calendar month in which it falls due, such anniversary date of increment will be postponed and notionally determined. The effect of postponement would be given when the notional date of increment shifts to the next calendar month. In effect, the postponement unless condoned by the Competent Authority, will have cumulative effect throughout the career of the officer. 7. Date of increment of officers who have opted to continue in the old scale of pay. The officer will continue to draw annual increment on the anniversary date of his last increment unless specifically postponed / stopped by the competent Authority / Disciplinary Authority. Increment will be released only from the date on which it falls due. . The annual increments as above will be released in the ordinary course till the officer reaches the maximum of the Grade (old) 8. Increments for Direct Recruit Officers a. The first increment will be due on the anniversary date of joining and will be payable on the first day of the month in which it is due. b. The second increment will be due on the date of confirmation only accordingly, until the confirmation of the officer is advised, the second increment will not be released. Subsequent increments, unless postponed by the Competent Authority, shall fall due on the anniversary date of confirmation. 9. Date of Increment of Promotee officers in terms of Memorandum of Settlement dated 3.10.1980. The annual increment in the scale of pay of an officer will accrue on annual basis from the date of promotion. Increments on promotion from one Scale / Grade to the next higher Scale / Grade Effective from 01.11.2007, as per fitment formula circulated vide HO IOM No.HO:HR:IR:MSS:I-317 dated 20.07.2011. Fitment formula on Promotion to higher scales of pay Modified Annexure ‘A’ of BC 84 / 139 dated 17.9.1990) IBA Circular No. CIR/ HR & IR/76/582A/2011-2012/2999 of April 25.2011 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 i.e. , one increment each for passing JAIIB / CAIIB Examination, as the case may be, shall be first reduced from the existing pay of the concerned officer, prior to his 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 :- a. 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 i.e, one increment for JAIIB / CAIIB, as the case may be, included in his Basis Pay shall be reduced in the existing scale. b. 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/- per month. I 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 Professional Qualification Pay of ` 410/- p.m is for JAIIB only, then no increment need be reduced from the existing scale. 2. If the stagnation at the maximum of the scale is for 2 years or more, the officer who has passed both JAIIB / CAIIB 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 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. 3. After effecting the above adjustments, the fitment of basic pay in the promoted scale will be made.as per the fitment chart enclosed. The fixation so arrived at will be the basic pay in the promoted scale as on the date of promotion. 4. After such fitment in the higher scale of pay one or two increments shall be added to the Basic Pay so fixed in respect of JAIIB or of CAIIB, 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. 5. Normally, where an officer is promoted from one scale to another, the date of his 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 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. 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 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. 6. In the 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. 7. 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 which shall remain unaltered till revised (please refer to IBA circular No.CIR/HR&IR/90/665/E12/201 0-11/1416 dated 30.9.10.) Fitment Chart on Promotion for Officers promoted from one scale to another on or after 01.11.2007 A. Fitment Chart on Promotion from Scale I to Scale II Stage Scale I Scale II Stage Scale I Scale II + Sliding ++ Stagnation increments B. Fitment Chart on Promotion from Scale II to Scale III Stage Scale I Scale II Stage Scale I Scale II Note : Those who are getting promoted to Scale III after reaching the Basic Pay of ` 33,300/- and ` 34,200/-, their next stagnation increment will be released on the date it was due in the earlier grade. + Sliding ++ Stagnation increments C. Fitment Chart on Promotion from Scale III to Scale IV Stage Scale III Scale IV ++ Stagnation increments D. Fitment Chart on Promotion from Scale IV to Scale V E. Fitment Chart on Promotion from Scale V to Scale VI F. Fitment Chart on Promotion from Scale VI to Scale VII Stage Scale VI Scale VII Regulation 6 : CATEGORISATION 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 the posts in the Senior Management and Top Executive Grades by done by a committee of the Managing Director and such other persons as may be appointed by the Government for the purpose. Regulation 6 (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 Government as Small, Medium, Large, Very Large or Exceptionally Large Category. Explanation : 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 branches and the principle 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 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 case of experts / specialists like Economists, Statisticians, Law Officers, etc. as the role of all these officers vary from bank of Bank, the grade 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 grade 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 official in the new scale bears a reasonable relationship to the aggregate of Basic Pay and D.A. drawn by an Officer immediately prior to the appointed date; vii. Regarding classification of branches for the purpose of categorization of Managers, the following norms shall generally be adopted Guidelines under Regulation : 6 of the Bank of India (Officers’) Service Regulations, 1979 – (Board approval dated 30.10.2013) Category of Branches/ General & Specialised Business criteria (Average Business Mix for last 2 years)# Incumbency a. Small Branches Upto Rs. 7 Crores. Scale – I b. Medium Branches Above Rs. 5 crores and upto Rs. 30 crores Scale – II c. Large Branches Above Rs. 30 crores and upto Rs. 75 crores with minimum advance of 25 % of deposit subject to minimum of Rs. 10 crores; otherwise the branch will be categorized as Medium Branch (Scale II) Scale – III Branches Above Rs. 75 crores and upto Rs. 250 crores with average advances not less Scale – IV e. Exceptionally large Branches Above Rs. 250 crores with average advances not less than Rs. 100 crores. Scale – V Large Branches Rs. 750 crores & above (provided average are not less than Rs. 150 crores. (Otherwise the branches will fall under the next lower category) Scale – VI # Two years average business mix i.e. average aggregate deposits and advances during each of the last two financial years. 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 deposits and advances during each of the last two financial years. Considering the cost VRS developments and the increasing use of technology at the branches, it has been decided to revise the number of designated second line positions at the Branches a follows: Category of Branch Second – line positions Exceptionally Large Branches Chief Manager (Note : 2nd Chief Manager may be provided to the Branch having substantial Credit, Foreign Exchange port folio) Very large Branches Dy. Chief Manager (Credit & Foreign Exchange) Dy Chief Manger (Deposit and Administration & Services) Total – 2 (Note : However where Credit portfolio is less than 10 crores, Credit Department may directly be supervised by the Chief Manager. In such a situation, there would be only one Dy. Chief Manager responsible for Deposits and Administration & Services) Large Branches Dy Manager (Credit & Foreign Exchange) Dy. Manager (Deposit and Administration & Services) Total – 2 (Note : However where credit portofolio is less than 7.5 crores, Credit Department may directly be supervised by the Manager. In such a situation, there would be only one Dy. Manager responsible for Deposits and Administration & Services) Medium Branches Asst. Manager (Deposit and Administration & Services) Total – 1 (Administrative Circular 2001–02/05 dated 11.08.2001). CHAPTER III Fitment of Existing Officers and promotees in the New Grades and Scales 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 places General Managers Top Executive Grade Scale VII Deputy General Managers Top Executive Grade Scale VI Assistant General Managers Senior Management Grade Scale V Chief Managers Senior Management Grade Scale IV Senior Managers Middle Management Grade Scale III Manager Middle Management Grade Scale II Officers Junior 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. 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 under 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 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 cities 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. Clarification: 1. The general principle to be followed for fitment of an officer in the scale (New Scale) as on the appointed date is to work out the aggregate of pay and D.A. drawn by the officer before the appointed date and fit him at such a stage in the new scale of pay where his salary will be equal to or just above the aggregate of pay and D.A drawn by him before the appointed date, subject however, to the following provision :- Explanation : 1. Pay drawn immediately prior to the appointed date shall include besides Basic Pay such other pay / allowances as have the same character as basic pay and reckoned as such for the purpose of both D.A. and superannuation benefits. 2. In respect of officer 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 D.A paid thereon. 3. In respect of officers fitted in Scale II and above in the new scales, the benefits 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. 4. For the purpose fitment in the new scales of pay, the D.A. actually drawn by the officer immediately before the appointed date shall be taken into account subject to the following provisions Where the rate the D.A. is paid in any Bank on a percentage basis subject to a limitation on the maximum basic pay that shall rank for D.A. and such maximum basic pay is less than Rs.641/- this shall be assumed to be Rs.641/- Administrative Instructions (A) Fitment of officers who were in Bank’s service on 30.6.1979 The fitment of officers in the service of the Bank immediately prior to the appointed date i.e. 1.7.79. The fitment is done in such a manner that the salary (BP + DA) in the new scale of pay is equal to or just above the aggregate of pay and D.A. drawn by the officer as on 30.6.1979. Note : 1. In the case of officers who are placed in Junior Management Grade Scale I, i.e. officers drawing basic pay upto Rs.660/- p.m. on 30.6.1979 an amount equal the next increment due in the old scale (but no the D.A. thereon) is added for purpose of fitment in the new scale. 2. Maximum D.A. is notionally calculated on basic pay Rs.641/- for the purpose of fitment. 3. Temporary Adjustable Allowance payable to officers promoted from clerical on (Special Assistants) as well as personal pay wherever it was being paid to considered for the purpose of fitment. (B) Fitment of ‘Pay’ of officers who joined Bank’s service between 1.7.1979 1. All officers taken up in the old ‘D’ Grade i.e. basic pay upto Rs.1000/- shall fitted in Junior Management Grade Scale I. 2. All officers taken up in old ‘C’ Grade, i.e. basic pay of Rs.1050/- to Rs.1200/- shall be fitted in Middle Management Grade Scale II. 3. Their salary to be so fixed that it is atleast equal to BP + DA drawn on the date of appointment as also such as would protect inter-seniority among them. (C) Fitment of Officers promoted from clerical cadre on or after 1.7.1979. The fitment of promotee officers will be done in accordance with the Settlement Federation of Bank of India Staff Unions. 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. Clarification: 1. If on the date of promotion there is an upward revision or downward revision in the Dearness Allowance, the working of the adjustment allowance shall be done appropriately. Similarly, absorption of adjustment allowance on account of release of annual increment when there is also a change in the rate of Dearness Allowance will be carried out suitably. 2. The revised adjustment allowance, as above, will be absorbed against future increment to the extent of 1/3 of the increment or 1/3 of rise in salary on account of such increment, whichever is less. Regulation 10: PERSONAL ALLOWANCE 1. If the salary and allowance, 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 a 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 allowance referred to in this regulation payable before fitment are the following:- i. House Rent Allowance, wherever payable; ii. Special Branch Allowance; iii. Deposit Mobilisation Allowance; iv. Personal Pay / Allowance; v. Regional Manager’s Allowance; vi. Compensatory Allowance to Transferee Officers; vii. Additional Compensatory Allowance for mid-academic year transfer viii. Calcultta and Delhi Allowance ix. Goa Allowance at Panjim x. Instructor’s and Principal’s Allowance xi. Hill and Fuel Allowance xii. Temporary Adjustable Allowance xiii. Additional Compensatory Allowance to officers working at Gramin Banks. Note : 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, 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% pay on fitment in the new scale of pay, whichever 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 and after such set off shall alone be payable to him. 2. For the purpose of computation of the personal allowance provided in sub Regulation (1) above such of the foregoing allowance excluding city compensatory allowance as mentioned in the explanation above would have ceased at any time to be payable to the officer under the rules applicable to before fitment in the new scale shall be excluded. Regulation 11 : ABSORPTION AGAINST FUTURE INCREMENTS 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. Clarification : 1. No allowance other than those listed in Regulation 10(1) shall be considered for protection. 2. In calculating the total emoluments as on 30.06.1979, the emoluments actually drawn by/payable to an officer would alone be taken into account except D.A. As regards, Dearness Allowance, actual D.A. payable upto Rs. 620/- to be reckoned for basic pay of Rs. 660/- and above, the Dearness Allowance shall be calculated notionally at 171% on maximum basic pay of Rs. 641/-. 3. Where an officer has been provided with free housing accommodation, 10% of his new basic pay would be notionally taken into account for the purpose of calculation of emoluments on 30.06.1979. Further, where furniture has been provided, 2 ½ % of new basic pay shall similarly be notionally taken into account for the purpose of calculation of emoluments on 30.06.1979. 4. For the purpose of determining Personal Allowance on 01.07.1979, emoluments on fitment on 01.07.1979 excepting H.R.A. under the Regulation shall be taken into account. Setting of Personal Allowance against House Rent Allowance under Regulation 1. Where an officer is entitled to House Rent Allowance in terms of Regulation 22, the Personal Allowance calculated as above would have to be set off against such House Rent Allowance payable under Regulation 22 and only the balance amount would be payable to the officer as personal allowance. 2. As the House Rent Allowance under Regulation 22 may vary from time to time, depending on the place of posting or provision of accommodation to an officer, it becomes necessary to show the amount of Personal Allowance and House Rent Allowance payable under Regulation 22 in full in the Establishment Book/Pay Sheet till such time as the Personal Allowance is fully absorbed in the future increments as stated in Regulation 10 (1). The amount to be set off should be shown in the Establishment Book/Pay Sheet in red as a deduction from the Personal Allowance. 3. Where the Personal Allowance is less than the House Rent Allowance under Regulation 22 no net Personal Allowance would be payable. Where the Personal Allowance is more than the House Rent Allowance payable under Regulation 22 the Personal Allowance would be reduced by the amount of such House Rent Allowance. 4. The amount of Personal Allowance so calculated as on the appointed date would be reduced by 33 1/3 % of the increment or 33 1/3 % of the increase in the salary as a consequence of such increment, whichever is lower as provided for in Regulation 10 (1). If on the date of promotion there is an upward revision or downward revision in the Dearness Allowance, the working of the Personal Allowance may be done accordingly. Similarly, absorption of Personal Allowance on account of release of annual increment when there is also a change in the rate of Dearness Allowance will be carried out suitably. 5. Where an officer is drawing both Adjustment Allowance and Personal Allowance, the Personal Allowance will be absorbed only after Adjustment Allowance is completely absorbed. 6. The Personal Allowance will be adjusted immediately if the allowances like Compensatory Allowance, Calcutta Allowance, Goa Allowance etc. considered for protection as on 30.06.1979, cease to be payable consequent upon change in the posting / position of the concerned officer on or after However, if an officer drawing compensatory allowance is transferred by the Bank on or after 01.07.1979, the Personal allowance, if any, payable to him will continue to be paid with such adjustment as may be necessary. 7. Where there is a corresponding allowance under the new Regulations, and the amount of the allowance considered for protection is more than what is payable under the new Regulation, the Personal Allowance would be reduced to the extent of such difference consequent upon change in the posting / position. 8. Where the corresponding allowance under the new Regulations is more than the allowance considered for protection, the Personal Allowance would be increased to the extent of such difference consequent upon change in the posting / position. 9. Absorption of Personal Allowance as per Regulation 10 will be made in the aggregate Personal allowance and not in the net Personal Allowance payable to an officer for a particular month. Note : The adjustment / set-off / absorption of personal allowance will be done suitably. 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 that 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 scales 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 correspond in accordance with regulation 7. 2. Same 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 admissible to him under these regulations. 3. Any officer who has exercised option referred to in sub – regulation (1) and continue 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 allowance as applicable under these regulations 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 1.2.84 in accordance with guidelines of the government issued there under. Provided that, if the aggregate of pay and allowances payable under these regulations to the officer after fitment as above is lower than the aggregate of pay and allowance that were payable to him as on 31.1.1984 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 per cent of each such increment or 33 – 1/3 per cent of the increase in the salary as a consequence of such increment, whichever is lower. Amendment to Regulation 12 (B.M. 22.02.2000) - Ref : BC 94 / 4 dated In Regulation 12, after Sub-Regulation (3), the following Sub-Regulation shall be inserted, namely :- (4) any officer, a) who had exercised option referred to in Sub – Regulation (i) and b) who continued even after the first day of February 1984 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 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 01.04.1997 is nearest to his existing salary (i.e pay plus dearness allowance) being drawn in terms of Sub – Regulation (2) on 31.031997. Clarification : 1. Option once exercised will have effect till the officer is promoted to a scale of pay higher than the scale of pay under the new Regulation in which he would have been placed had he not exercised the option to continue in the scale of pay existing immediately prior to 1.7.1979. 2. Officers exercising option would draw pay and all allowance as admissible under the Rules existing prior to 1.7.1979. 3 There will be no grade promotion in the old scale, in other words, an officer’ who has opted to continue in the old scale of pay on reaching the top of grade would remain there till he is considered for promotion under Regulation 17 & promoted. 4. The option is restricted to Pay & Allowance only. Accordingly, the other service conditions not related to pay & allowances applicable to such officers will be as per new Regulations. Further, perquisites as laid down under Regulation 24 to 30 will now be considered to such officers as per rules under Regulation. Accordingly, where residential accommodation is provided by the Bank, 10% of his basic pay (old) will be recovered as compensation for the residential accommodation. And where such accommodation is furnished, additional 2 ½% the basic pay (old) will be recovered towards compensation for the furniture. Note: Consequent upon amendment to Regulation 22 w.e.f. 1.11.1987, compensation for the residential accommodation shall be recovered @ 6% of the first stage of the scale in which the officer is placed. Further, when the accommodation is furnished, additional compensation, @ 1 ½% of the first stage of the scale in which he is placed will be recovered. 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. Competent Authority Grades of officers Committee Junior Management Grade Scale I Middle Management Grade Scale II & III A Committee of Deputy General Managers at Head office Senior Management Grade Scale IV & V A Committee of General Managers Top Executive Grade Scale VI & VII A Committee of the Executive Director & the Chairman 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 review any such decision it shall given an opportunity to the officer concerned to make his representation in the matter. CHAPTER IV Appointment, Probation, Confirmation, Promotion, Seniority and Termination Regulation 14 : APPOINTMENT (Br. Cir. No.105/183 dated 15.02.2012) 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. Competent Authority : While the interview committee will be only for the purpose of carrying out the interviews, the selection for Promotion will be decided by the Departmental Promotion Committee/Directors’ Promotion Committee, as the case may be. Sr. No. Promotion from Committee Comprising 1 Junior Management Grade Scale I to Middle Management Grade Scale II One Deputy General Manager and two Assistant General Managers 2 Middle Management Grade Scale II to Middle Management Grade Scale III Two Deputy General Mangers and one Assistant General Manager 3 Middle Management Grade Scale III to Senior Management Grade Scale IV Two General Managers and one Deputy General Manager 4 Senior Management Grade Scale IV to Senior Management Grade Scale V Two Executive Directors and one General Manager 5 Senior Management Grade Scale V to Top Executive Grade Scale VI The Chairman & Managing Director, one Executive Director, one General Manager. 6 Top Executive Grade Scale VI to Top Executive Grade Scale VII The Chairman & Managing Director, the Government Director,the Reserve Bank of India Director. Note : Executive Director (HR) will nominate the Asst. General Managers, Dy. General Managers and General Managers in respective DPC for the desired objective. APPOINTMENT IN OFFICER CADRE - (Recruitment through IBPS – BM No.HO:HR:IR:KVVSP:BM-06 dated 21.04.2011 - approved in Board Meeting dated 2nd May, 2011) Whether promotion from clerical cadre to officer cadre or appointment of the Candidate selected by the IBPS in the officer cadre, as heretobefore. : General Manager Note : Additional officer staff required by the Bank is sanctioned by the Board of Directors. This additional requirement is met by promotion of clerical staff in terms of agreement with Federation of Bank of India Staff Unions as well as from out of the panel of selected candidates provided by the IBPS. The General Manager will be competent authority for appointing the selected candidates as officers. Note issued under the guidelines w.e.f. 21.11.1986 (B.M. 21.11.1986) 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 at Sr.No.1 and 2, However, if a SC / ST Officer of the designation mentioned therein is available within the Bank, he would be included as a member of the Committee. But in case where no Officer of the designated mentioned therein is available within the Bank, he would be included as a member of the Committee. But in case where no Officer of the designation mentioned in the composition of the Committee is availing, the member belonging to SC / ST may be co-opted. In that case, the composition of the Committee would be 4 Officer instead of 3 Officers as mentioned against S.No.1 and 2. The co-opted member may be one scale above the level for which promotion is made and he / she will function like other regular members and participate in all the meetings of the Committee. Regulation 15 : PROBATION (Board Memo No.HO:HR:IR:KVVSP:BM-32 dated 05.12.2008 – approved in Board Meeting dated 22.01.2009) 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. SPECIALIST OFFICERS An officer directly appointed to the Middle Management Grade II shall be on probation for a period of one year. Provided that the Competent Authority may, in the case of any officer, reduce the period of probation or dispense with probation. Competent Authority The Executive Director would be the Competent Authority for reducing / waiving of the probation period as he deems fit. Administrative guidelines regarding Performance & Attendance during probation The performance and attendance of probationary officers is a very important matter and it should be ensured that officers maintain a high standard of performance and discipline, attend the office regularly and that they do not avail of leave too often and on flimsy grounds. The officer should be given every chance to improve his performance and proper guidance / counseling, wherever necessary, should be provided to him / her. It is equally important that the attendance of the officer is satisfactory. If an officer’s attendance is unsatisfactory in any manner (e.g. he avails of leave too often and / or on frivolous grounds, he absents himself at the time of half – yearly closing, he proceeds on leave without prior intimation, he extends leave beyond the sanctioned leave) this should be clearly brought out in the progress reports. Extension of probationary period : Probationary period of an officer may be extended on account of the following a. Unsatisfactory performance c. Availment of leave in excess of prescribed limit The date of confirmation will depend upon the period for which probation has been extended and also on the reason for such extension. Unsatisfactory performance / attendance and extension of probationary period If an officer’s performance is not found upto the required standard and / or his attendance is unsatisfactory, the Branch Manager should bring to his / her attention his / her short comings orally and, if necessary, in writing. Such incidents should be specifically mentioned in the officer’s monthly / quarterly progress reports. While forwarding such progress reports to Head Office, Regional Manager and Zonal Manager should give their own comments on the officer. If the officer’s performance is found to be below the required standard in two consecutive quarters, the Regional Manger should interview the officer and guide him. A report on the interview should be forwarded to Head Office through Zonal Office. On the basis of recommendations of Branch / Regional / Zonal Manager, Head Office may extend the probationary period of an officer whose performance / attendance is unsatisfactory. Such extension will be for a minimum period of three months. The Zonal Manager, on receipt of intimation about extension of probation should advise the officer concerned in writing about such extension. Effect on probation of availment of leave in excess of prescribed limits Probationary period will be extended by the number of days leave – other than Casual Leave – taken in excess of the prescribed limit. Note : However, the foregoing will have no effect on the date of confirmation – the officer will be confirmed on satisfactory completion of extended probationary period with effect from the anniversary date of his joining / promotion and his increment released accordingly. 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 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 the 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. Administrative instructions regarding Confirmation in cases where probation is extended on account of unsatisfactory performance / attendance. Monthly progress reports will have to be submitted during, extended period of probation. If at the end of extended period of probation, it is found that the performance and/ or attendance of the officer is satisfactory, then the officer may be confirmed after the expiry of the extended period or probation. The future date of increment of the officer will be on the anniversary date of confirmation if, on the other hand, the performance during the extended period of probation is also unsatisfactory, the probationary period may be further extended by a period of not less than three months, and the same procedure will be followed. However, as per Regulation 16 (2), the extension of probation shall not exceed one year in total. The effect of extension on account of unsatisfactory attendance / performance will be permanent deferment of date of confirmation and subsequent increments. Confirmation in cases where probation is extended on account of availment of Privilege / Sick / Maternity / Extra-ordinary Leave. 1. In case the total leave taken by an Officer during probation under the various categories of leave except Casual Leave exceeds :- a. 15 days in the case of a promotee officer (probationary period being one year); and b. 30 days in the case of directly recruited officer (probationary period being two years). The probationary period shall be extended by the number of days in excess of 15 days or 30 days, as the case may be, the officer has been on leave during the probationary period. If the officer avails of any leave other than Casual Leave during the extended period of probation also, the probationary period shall be further extended by the number of days such leave is taken. In case the probationary period is extended solely due to availment of excess leave (and NOT DUE to unsatisfactory performance / attendance) the officer shall be confirmed with the retrospective effect from the anniversary date of promotion or the second anniversary date of joining as the case may be, subject to his performance / attendance being found satisfactory during the extended period of probation also. While conveying the sanction of leave to the officer it should be clearly mentioned by the sanctioning authority that the officer’s probationary period shall be extended due to his availment of leave in excess. 3. Where during the period 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 a direct appointee, his service 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 Bank’s services, he may be reverted to the grade or cadre from which he was promoted. Competent Authority : Sr. No. Grade of Officers to be covered Competent Authority for confirming / non confirming probationary officers 1 Junior Management Grade Scale I Middle Management Grade Scale II & III Deputy General Manager 2 Senior Management Grade Scale IV & V General Manager 3 Top Executive Grade Scale VI Executive Director 4 Top Executive Grade Scale VII Managing Director Regulation 17: PROMOTIONS Policy approved by the Board on 27.01.2012) Branch Circular No. 105/183 dated 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 regards to the guidelines of the Government, if any. 2. For the avoidance of doubts, it is clarified that this regulation shall also apply to all Officers of the Bank, including those who are designated as Specialist Officers, whether posted in branches / offices in India or abroad. However, the Policy shall not cover those Officers who are recruited / working in the Bank on contract basis 1. PREAMBLE : Regulation 17 of Bank of India (Officers’) Service Regulations 1979 provides that ‘Promotion 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.’ Keeping in view the said Regulation 17 and the relevant guidelines issued from time to time and Managerial Autonomy accorded by the Government of India, Ministry of Finance, Bank’s Promotion Policy has been framed so as to provide continuous opportunities and motivation to the Bank’s Officers, through a well defined career path, to enable them to fulfill their legitimate aspirations for progressing in the hierarchy of the organisation. 2. COVERAGE: The policy shall apply to all Officers of the Bank, including those who are designated as Specialist Officers, whether posted in branches / offices / in India or abroad. However, the Policy shall not cover those Officers who are recruited / working in the Bank on contract basis. 3. RELEVANCE & Effective DATE: This policy has been designed keeping in view the present manpower scenario in the Bank. The bank has been facing acute shortage of staff at the middle and senior management levels. In spite of several attempts to fill the vacancies by lateral recruitment, it has not been possible to get sufficient number of experienced Officers. Hence the changes, incorporated in this Policy, are required to take care of the gaps occurring in such Scales. This policy shall be applicable to the promotion processes to be conducted after the approval of the Policy by the Board for a period of three years from the date of its approval. Thereafter the Policy will be reviewed and modifications, if any, in the light of requirement be incorporated with the approval of the Board of Directors. However it does not prevent the right of the Board of Directors to review, modify the policy within the period of 3 Years if situation warrants. After coming into effect, this Policy will supersede all the previous Promotion Policies. 4. CHANNELS OF PROMOTION: 4.1 There shall be two channels of promotion Merit Channel and Seniority Channel from Junior Management Grade Scale-I to Middle Management Grade Scale-II and for promotion from Middle Management Grade Scale-II to Middle Management Grade Scale-III . Thereafter, there shall be only one channel of promotion from Middle Management Grade Scale III to Senior Management Grade Scale IV, Senior Management Grade Scale IV to Senior Management Grade Scale V, Senior Management Grade Scale V to Top Executive Grade Scale VI and Top Executive Grade Scale VI to Top Executive Grade Scale VII i.e. Merit Channel. The position can thus be summarised as follows:- Promotion from Channels available Scale I to II Merit & Seniority Scale II to III Merit & Seniority Scale III to IV, IV to V, V to VI and VI to VII Merit 4.2 Different weightages (marks) shall be given to different factors for Merit Channel of promotion, as stated in paragraph 12 below. For Seniority Channel of promotion, Seniority and 60% average marks in APA during the immediate preceding 5 years and minimum 30% marks in Written test shall determine the eligibility criteria. Certain percentage of vacancies will be reserved for Seniority and Merit channel as stated in paragraphs 9.4 & 9.5 below. 5. ELIGIBILITY FOR PROMOTION IN TERMS OF LENGTH OF SERVICE, PERCENTAGE OF MARKS IN APA ETC. 5.1 Under Merit Channel Promotion From Minimum number of years of service and APA marks to be eligible for promotion inclusive of requisite Rural and / or Semi-Urban Branch experience Scale I to Scale II 3 years of satisfactory service in JMGS-I and the officer has secured minimum 75% marks in APA for each of the year of the service eligible for promotion. Provided that the Officer has put in a minimum of 2 years continuous service in a rural branch; Scale II to Scale III 3 years of satisfactory service in MMG Scale-II and the Officer has secured minimum 75% marks in APA for each of the years of service eligible for promotion as on the date of eligibility; Provided that the Officer has put in a minimum service of 3 years in a “rural” and / or a “semi-urban” branch. This is inclusive of the two years rural branch experience prescribed for promotion from Junior Management Grade Scale-I to Middle Management Grade Scale-II. Scale III to Scale IV 3 years of satisfactory service in MMG Scale-III and he has secured of average 70% marks for the years of service eligible for promotion. Scale IV to Scale V 3 years of satisfactory service in SMG Scale-IV with minimum length of 12 years of Service and he has secured of average 70% marks for the years of service eligible for promotion and provided that the officer has worked as Branch Head for at least 3 years. Officers recruited for specialized cadre would be required to have field experience in a branch or as branch head. In case of officers in specialized cadres, this requirement can be complied with over the next three years, beginning with 2013–14 when experience of one year, and two years for the year 2014–15 would be necessary. Promotion From Minimum number of years of service and APA marks to be eligible for promotion inclusive of requisite Rural and / or Semi-Urban Branch experience Scale V to Scale VI 3 years of satisfactory service in SMG Scale-V with minimum length of 15 years of service and he has secured of average 70% marks for the years of service eligible for promotion. Scale VI to Scale VII 3 years of satisfactory service in Top Executive Grade Scale-VI with minimum length of 18 years of service and he has secured of average 70% marks for the years of service eligible for promotion and provided that the officer has worked as Regional / Zonal head or has working experience in Scale III to Scale V in Regional / Zonal /NBG / Head Office for 2 years. The experience as Chairman of RRB would be treated as equivalent to experience as Regional / Zonal head. In case of Specialist Officers, joined at a scale, higher than scale I, the minimum service requirement would be reckoned from the level at which they enter the service e.g. if an Officer enters at Scale – II, the minimum length of service for promotion from Scale IV to V will be 9 years instead of 12 years. It is clarified that the aforesaid modification in reckoning the minimum length of service required is only for Specialist officers, joining at a scale , higher than scale I. There is no change in the minimum length of service requirement for General Banking Officers for promotion to Scale V ,Scale VI and Scale VII. (BM – 24.03.2012) Board has relaxed the requirement of APA marks under merit channel to average 75% marks for the preceding five years of service with minimum 60% marks in each year for performance and the same percentage of marks for eligibility period of service for promotion. (BM 17.04.2013) 5.2 Under Seniority Channel : Promotion From Minimum number of years of service to be eligible for promotion inclusive of requisite Rural and / or Semi- Urban Branch experience Scale I to Scale II Minimum 5 years of completed service as an Officer in the Bank and he has secured average 60% marks in APA for the years of service eligible for promotion. For the seniority channel, officers who have put in more than 2 years’ service in rural areas will get an advantage of further relaxation of 50% weightage for each additional completed year of service while assessing their eligibility in terms of minimum service in Scale-I. Scale II to Scale III Minimum 5 years of completed service in Middle Management Grade Scale-II and he has secured average 60% marks in APA for the years of service eligible for promotion. For the seniority channel, officers who have put in more than 2 years’ service in rural areas will get an advantage of further relaxation of 50% weightage for each additional completed year of service while assessing their eligibility in terms of minimum service in Scale-II NOTE: (Applicable to all channels i.e. Merit and Seniority Channel) Head/Zonal Head & in Administrative Office a) An officer will have to complete the mandatory requirement of two years continuous service in rural areas for promotion from Scale- I to II, and a total of three years in rural/semi-urban areas, including the rural service in Scale-I, for promotion from Scale- II to III. b) For being eligible for promotion to Scale-V, an officer should have an experience as Branch Head for at least three years. c) For being eligible for promotion to Scale-VII, an officer should have an experience as Regional/Zonal Head or working experience in Scale III to Scale V in Regional / Zonal / NBG / Head Office for 2 years. However, these stipulations will come into effect from the promotion process for eligibility date 1st April 2015 to enable the bank to impart requisite exposure/experience to all those officers, who do not fulfill the said criteria of rural/semi-urban exposure or Branch Manager /Regional Head/Zonal Head & in Administrative office experience. Such officers promoted prior to 01.04.2015 will be posted at an appropriate place / office (i.e Rural / Semi-urban or as Branch Head or in administrative office, as the case may be) immediately upon promotion. 6. Computation of service for the purpose of ELIGIBILITY: For the purpose of eligibility in terms of length of service, only the completed years of service as an Officer in the existing Scale, computed from the date of entry therein shall be taken into account, including the service during the period of probation. i) The date relevant for the purpose of determining the eligibility shall be 1st of April of the financial year ( April- March ) in which the vacancies arise. ii) Leave of absence on loss of pay will not be reckoned for computing length of service, unless specifically directed by the leave sanctioning Authority; iii) Period of suspension will not be reckoned for the purpose of computation of the length of service, unless the alleged act of misconduct for which the officer employee was suspended, has not been proved in the departmental inquiry, if held, in terms of Bank of India Officer Employees (Discipline and Appeal) Regulations, 1976 and concluded before initiation of promotion process. iv) The period of sabbatical leave will not be reckoned for the purpose of computation of length of service. v) The period of deputation to other institutions will be reckoned for the purpose of computation of length of service 7. Relaxation in eligibility norms : The Board of Directors may, at their discretion, relax the minimum length of service required for Seniority and Merit Channel of Promotions by maximum one year. Board may further relaxation of three months in minimum requirement of service in each scale. (BM 17.03.2013) 8. Exemptions / Relaxation from Rural / Semi-Urban Service : Following exemptions/relaxation may be given in the eligibility criteria regarding rural / semi-urban branch service for promotions to MMGS–II and MMGS–III in tune with the Government guidelines issued from time to time: I) The provisions that an Officer should serve for two or three years in rural / semi-urban branches for being eligible for promotions to MMGS II & III may be relaxed for physically challenged Officers, who are having the disability above 65% and are in receipt of conveyance allowance as per Government guidelines. In other cases, the Chairman and Managing Director of the Bank may decide in each individual case whether relaxation is to be given or not to the Physically Challenged Officer for posting in rural / semi-urban branches keeping in view whether the handicap is of such a nature that it is not possible for him to serve in such a branch. II) Any Officer of the Bank who is an active national/international player may be exempted from the stipulation of rural/semi-urban service so long as he remains active in the sports field / coaching at the national / international level. However, he shall be required to undergo rural / semi-urban branch exposure as and when he ceases to play / coach 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 a recognised national competition on behalf of the state. The international sportsmen would be those who represent the country in the international competitions. The games which were indicated by the Banks’ Sports Board may be treated as recognised games. Exemptions under this clause would have to be approved by the Chairman & Managing Director of the Bank. 9. Determination of vacancies in various Scales : 9.1 The number of vacancies to be filled in on each occasion of promotion from one Scale to the next higher Scale up to SMG Scale IV both for General Banking Officers and Specialist Officers, on all-India/ global basis & modalities for arriving at such vacancies will be decided by The Chairman & Managing Director along with Executive Director & in respect of vacancies in SMG Scale V and above, the Board of Directors will be the deciding authority. 9.2 For Specialist Officers, there will not be any vacancies or promotion processes beyond Senior Management Grade Scale-IV in the specialist cadre. In other words, an Officer can continue as a Specialist Officer, provided he has been recruited / designated as such, only till he reaches Senior Management Grade Scale-IV, where after he will be considered as a General Banking Officer along with the other General Banking Officers for further promotions. 9.3 Promotions for filling up vacancies will be, as far as possible, in one lot every year. However, the Competent Authority, as specified in the Policy, may promote a lesser number of Officers, compared to the declared number of vacancies, in its sole discretion. 9.4 Vacancies for Promotion from Junior Management Grade Scale-I to Middle Management Grade Scale-II (A) Seniority Channel : For amongst the total number of vacancies in Scale- II, vacancies to the extent of- Replacement of wastages, as represented in the Post-Based Roster; PLUS 60 % of expansion in cadre strength by way of additional post; will be filled in from amongst the eligible officers. Vacancies in Scale-II to the extent of wastages not represented in the post-Based Roster , and any such vacancies as cannot be filled in under Seniority Channel PLUS 40 % of the expansion in the cadre strength shall be filled in on the basis of merit. 9.5 Vacancies for Promotion from Middle Management Grade Scale-II to Middle Management Grade Scale-III : (A) Seniority Channel : For amongst the total number of vacancies in Scale- III, vacancies to the extent of- Replacement of wastages, as represented in the Post-Based Roster; PLUS 50 % of expansion in cadre strength by way of additional vacancies, will be filled in from amongst the eligible officers. Vacancies in Scale-III to the extent of wastages not represented in the post-Based Roaster, and any such vacancies as cannot be filled in under Seniority Channel PLUS 50 % of the expansion in the cadre strength shall be filled in on the basis of merit. 9.6 Vacancies for Promotion from MMG Scale III to SMG Scale IV, SMG Scale IV to SMG Scale V, SMG Scale V to Top Executive Grade VI and Top Executive Scale VI to Top Executive Scale VII : Number of vacancies will be as decided by the Chairman and Managing Director/ Board of Directors as mentioned in para 9.1 above.. There will be only Merit Channel for Promotion from MMG Scale III to SMG Scale IV, SMG Scale IV to SMG Scale V, SMG Scale V to Top Executive Grade VI and Top Executive Grade Scale VI to Top Executive Scale VII. 10. Selection process for promotion : 10.1 Selection Process for Promotion from Junior Management Grade Scale - I to Middle Management Grade Scale-II under Merit Channel Written / On-Line Test : All Officers in JMG Scale-I, who are eligible for promotion to MMGS-II under Merit Channel, will be required to appear for a Written Test / On- line Test, which will be administered primarily to test their banking and allied knowledge. Selection Process : A merit list will be prepared in the order of aggregate marks obtained by the Officer in the following factors / parameters – (a) CAIIB/AIB (London) Qualifications Max. 5 marks Accountant, Company Secretary, Cost & Works Accountant, Chartered Financial Analyst, CISA or Post Graduate Degree / Diploma in Management of minimum 2 years’ duration in subjects related to Banking from a recognised University or Institute 5 mks. Performance (average of marks obtained in APA for the immediate preceding 3 years) Max.30 marks Banking Knowledge (Written Test / On-Line Test) Max. 30 marks Interview Max. 30 marks TOTAL : 100 marks Final Selection : i) In order to be eligible for promotion, wherever provided the officer employee shall secure minimum 40% marks each in both Written / On-Line Test and Interview in case of Merit Channel. ii) The final merit list will be prepared in the order of aggregate marks secured by the Officer, under the various factors/ parameters. The cut of mark will be determined by the actual number of vacancies and the Officers securing equivalent to and above the cut-off mark will qualify for promotion; iii) In case more than one Officer secures marks equivalent to the cut- off mark, the final selection will be restricted to the exact number of vacancies and will be determined on the basis of inter-se seniority of such Officers, determined in terms of Regulation 18 of the Bank of India (Officers’) Service Regulations, 1979. iv) Marks for qualification will be given only for those qualifications which are above the basic criteria / eligibility Criteria for service as an officer in that cadre. Further, qualifications obtained through distant learning program / correspondence course by government / UGC recognized institute will also be considered for the marks. 10.2 Selection Process for Promotion from Junior Management Grade Scale-I to Middle Management Grade Scale-II under Seniority Channel Written / On-Line Test : All Officers in JMG Scale-I, who are eligible for promotion to MMGS-II under Seniority Channel, will be required to appear for a Written Test / On-Line Test, which will be administered primarily to test their banking and allied knowledge. There will be no Interview for seniority channel but the candidates who desire to compete in merit channel will be required to appear for interview. The Officers will be required to obtain minimum 30 % qualifying marks in the Written test for promotion in Seniority channel. Final Selection : The final selection will be restricted to the exact number of vacancies and will be determined on the basis of inter-se seniority of eligible Officers, determined in terms of Regulation 18 of the Bank of India (Officers’) Service Regulations, 1979. 10.3 Selection Process for Promotion from Middle Management Grade Scale-II to Middle Management Grade Scale-III under Merit Channel Written / On-Line Test : All Officers in Middle Management Grade Scale-II, who are eligible for promotion under Merit Channel, will be required to appear for a Written Test / On-Line Test, which will be administered primarily to test their banking and allied knowledge. Selection Process : A merit list will be prepared in the order of aggregate marks obtained by the Officer in the following factors / parameters – (a) CAIIB/AIB (London) Qualifications 05 marks Accountant, Company Secretary, Cost & Works Accountant, Chartered Financial Analyst, CISA or Post Graduate Degree / Diploma in Management of minimum 2 years’ duration in subjects related to Banking from a recognised University or Institute 5 mks. Performance (average of marks obtained in APA for the immediate preceding 3 years) Max. 30 marks Banking Knowledge (Written Test / On-Line Test) Max. 30 marks Interview Max. 30 marks TOTAL : 100 marks Final Selection : i) In order to be eligible for promotion, wherever provided the officer employee shall secure minimum 40% marks each in both Written / On-Line Test and Interview in case of Merit Channel. ii) The final merit list will be prepared in the order of aggregate marks secured by the Officers, under the various factors / parameters. The cut-off mark will be determined by the actual number of vacancies and the Officers securing equivalent to and above the cut-off mark will qualify for promotion. iii) In case more than one Officer secures marks equivalent to the cut- off mark, the final selection will be restricted to the exact number of vacancies and will be determined on the basis of inter-se seniority of such Officers, determined in terms of Regulation 18 of the Bank of India (Officers’) Service Regulations, 1979. iv) Marks for qualification will be given only for those qualifications which are above the basic criteria / eligibility Criteria for service as an officer in that cadre. Further, qualifications obtained through distant learning program / correspondence course by government / UGC recognized institute will also be considered for the marks. 10.4 Selection Process for Promotion from Middle Management Grade Scale-II to Middle Management Grade Scale-III under Seniority Channel Written / On-Line Test : All Officers in MMG Scale-II, who are eligible for promotion to MMGS-III under Seniority Channel, will be required to appear for a Written Test / On-Line Test, which will be administered primarily to test their banking and allied knowledge. There will be no Interview for seniority channel but the candidates who desire to compete in merit channel will be required to appear for interview. The Officers will be required to obtain minimum 30 % qualifying marks in the Written test for promotion in Seniority channel. Final Selection : The final selection will be restricted to the exact number of vacancies and will be determined on the basis of inter-se seniority of eligible Officers, determined in terms of Regulation 18 of the Bank of India (Officers’) Service Regulations, 1979. 10.5 Selection Process for Promotion from MMGS III to SMGS IV The Selection Process for Promotion from MMGS III to SMGS IV shall comprise of Test for Computer Knowledge (only once), Professional Qualifications, Group Discussion, Interview and Performance in Scale III. However, test for computer knowledge will be of qualifying nature only, Chairman and Managing Director will be authorized to decide qualifying marks for the computer test. The eligible Officers shall be listed in the order of merit determined by the total number of marks obtained by them under the following heads:- Particulars Maximum Marks allocable under Merit channel (a) CAIIB/AIB (London) Qualifications Accountant, Company Secretary, Cost & Works Accountant, Chartered Financial Analyst, CISA or Post Graduate Degree / Diploma in Management of minimum 2 years’ duration in subjects related to Banking from a recognised University or Institute 5 marks (d) Group Discussion 10 marks (e) Performance (average of marks obtained in APA for the immediate preceding 5 years/ no. of years completed for DROs) 50 marks Potential (Interview) 30 marks TOTAL : 100 marks Marks for qualification will be given only for those qualifications which are above the basic criteria / eligibility criteria for service as an officer in that cadre. Further, qualifications obtained through distant learning program / correspondence course by government / UGC recognized institute will also be considered for the marks. 10.6 Selection Process for Promotion from SMG Scale IV to SMG Scale V The selection process for Promotion to SMGS IV to SMGS V shall comprise of Test for Computer Knowledge (only once), Interview, Group Discussion and Performance in Scale IV. However, test for computer knowledge will be of qualifying nature only, Chairman and Managing Director will be authorized to decide qualifying marks for the computer test. The eligible Officers shall be listed in the order of merit determined by the total number of marks obtained by them under the following heads – Particulars Maximum Marks allocable Performance (average of marks obtained in APA for the immediate preceding 5 years/ no. of years completed for DROs) Group Discussion 20 Potential (Interview ) 30 TOTAL : 100 Candidates who qualify in Computer Knowledge test once will not be required to appear in the said test again for promotion from Scale III to Scale IV and / or Scale IV to Scale V. (BM 17.04.2013) 10.7 Selection Process for Promotion from SMG Scale V to TEG Scale VI and TEG Scale VI to TEG Scale VII The selection process for Promotion from SMGS V to SMGS VI and from TEGS VI to TEGS VII shall comprise of Interview and Performance in respective Scale and the eligible Officers shall be listed in the order of merit determined by the total number of marks obtained by them under the following heads – Particulars Maximum Marks allocable Performance (average of marks obtained in APA for the immediate preceding 5 years/ no. of years completed for DROs) Potential (Interview) 30 TOTAL : 100 11. Determination of SUITABILITY FOR PROMOTION : Suitability of the Officers for promotion shall be determined on the basis of performance, potential for shouldering higher responsibilities, banking knowledge, professional qualification, etc. as detailed below :- (a) Performance : Performance of an eligible Officer will be assessed through the Annual Performance Appraisal Reports. (b) Potential : Potential for shouldering higher responsibilities will be assessed in the interview, wherever provided for. The Interview Committee shall interview the Officers and assess them on the basis of the following parameters – i) Personality, ii) Job Knowledge, iii) Communication Skills, Iv) General Awareness and v) Aptitude and willingness to shoulder higher responsibilities. During interview for Scales - V, VI and VII, weightage will be given to the following:- i) Whether the officer has worked in different specialized areas of the banks. ii) Whether officer has been posted to different parts of India or has been in only one / few Zones / NBG. iii) Whether the officer has experience of working in the field as well as working in Regional / Zonal / NBG and Head Office. iv) Whether the officer has professional qualifications and has the officer acquired additional qualifications after joining the service. (c) Banking and Computer Knowledge : For promotions from Junior Management Grade Scale-I to Middle to Middle Management Grade Scale-III, banking knowledge will be assessed through a Written/On-Line Test. For promotion from Scale – III to IV and IV to V, an officer will have to pass an examination to test for computer literacy and computer knowledge. Marks for professional qualifications will be given weightage for promotions from Junior Management Grade Scale-I to Middle Management Grade Scale-II, Middle Management Grade Scale-II to Middle Management Grade Scale-III and from Middle Management Grade Scale-III to Senior Management Grade Scale-IV. For Promotions from Middle Management Grade Scale-III to Senior Management Grade Scale-IV & from Senior Management Grade Scale- IV to Senior Management Grade Scale-V to assess the communication, conceptual and leadership qualities. For Group discussion, a Board consisting of outside experts and officers of the Bank will be constituted with the approval of the Board. 12. WEIGHTAGES FOR DIFFERENT FACTORS UNDER MERIT CHANNEL OF PROMOTIONS: Based on the aforesaid criteria, as stated in paragraph 11 above, the weightages for the relevant factors for promotion from one grade/Scale to the next higher grade / Scale, under Merit Channel, shall be as follows: Sr. No. Promotion from [under merit channel] Allocation of marks (Maximum) Total APA Prof. Qual Inter- view Written Test Group Disc. Scale V 5. SMG Scale V to TEG Scale VI and TEG Scale VI to TEG Scale VII 13. Number of Officers to be considered for Promotion: For promotion to all scales, the number of candidates eligible for promotion shall be restricted to 3 times of the number of vacancies. In case, within the zone of consideration, adequate number of fresh candidates are not available the same can be extended beyond 4 times with prior approval of the Board. However, Bank with the approval of the Board can relax the zone of consideration beyond 4 times so as to include all officers promoted on the same date / in the same batch. (BM 17.04.2013) 14. Promotion of Officers against whom disciplinary/ court proceedings are initiated/ pending or a penalty has been imposed : Officers against whom disciplinary /court proceedings have been initiated/ pending, including those under suspension, will also be eligible for consideration for promotion as under. Disciplinary action/court proceedings will be deemed to have been initiated/ pending against an Officer in the following circumstances – a) where the Disciplinary Authority has issued Articles of Charges or Statement of Imputation of Lapses to the Officer concerned on specific acts of misconduct / irregularities; OR b) where the Competent Authority has accorded sanction for prosecution to CBI Authorities against the Officer concerned or filed complaint to Police Authorities or the Officer is being prosecuted for any criminal offence. 14.1 CONSIDERATION FOR PROMOTION : At the time of promotion, details of the Officers, who are eligible for promotion and falling under the following categories, should be specifically brought to the notice of the Departmental/Directors Promotion Committee (DPC), as the case may be - i) Officers under suspension; ii) Officers who have been issued Articles of Charge/Statement of Imputation of Lapses, pursuant to which disciplinary proceedings are pending against them; iii) Officers in respect of whom prosecution for a criminal charge is pending. 14.2 PROCEDURE TO BE FOLLOWED BY DPC IN RESPECT OF SUCH OFFICERS : The DPC shall assess the suitability of the Officers coming within the purview of the circumstances mentioned above alongwith other eligible candidates without taking into consideration the pending disciplinary/criminal prosecution case. However, the assessment of the Committee and the grading awarded by it, will be kept in a sealed cover. The cover will be superscribed `Findings regarding suitability for promotion to the grade/post of …………………………in respect of Shri ………………………………………. (Name of the Officer). Not to be opened till the termination of the disciplinary case/criminal prosecution against Shri ………………….’. The proceedings of the Committee need only contain a note to this effect, and the findings should be kept in a sealed cover. The authority competent to fill the vacancy should be separately advised to fill the vacancy in the higher grade only in an officiating capacity when the findings of the Committee in respect of the suitability of an Officer for his promotion are kept in a sealed cover. 14.3 PROCEDURE TO BE FOLLOWED BY THE SUBSEQUENT DPCS : The same procedure outlined in paragraph 14.2 above will be followed by the subsequent DPCs, till the disciplinary/criminal prosecution case against the Officer concerned is concluded. 14.4 ACTION AFTER COMPLETION OF DISCIPLINARY/CRIMINAL PROSECUTION CASE : On the conclusion of the disciplinary/criminal prosecution case, which results in dropping of allegations against the Officer, the sealed cover or covers shall be opened. In case the Officer is completely exonerated, the due date of his promotion will be determined with reference to the position assigned to him in the findings kept in sealed cover/covers and with reference to the date of promotion of his next junior on the basis of such position. The Officer may be promoted, if necessary, by reverting the junior-most officiating person. He may be promoted notionally with reference to the date of promotion of his junior. However, whether the Officer concerned will be entitled to any arrears of pay for period of notional promotion preceding the date of actual promotion, and if so, to what extent will be decided by the Appointing Authority by taking into consideration all the facts and circumstances of the disciplinary proceedings/criminal prosecution. Where the authority denies arrears of salary or part of it, it will record its reasons for doing so. It is not possible to anticipate and enumerate exhaustively all the circumstances under which such denials of arrears of salary or part of it may become necessary. However, there may be cases where the proceedings, whether disciplinary or criminal, are for example delayed at the instance of the employee or the clearance in the disciplinary proceedings or acquittal in the criminal proceedings is with benefit of doubt or on account of non-availability of evidence due to the acts attributable to the employee, etc. These are only some of the circumstances where such denial can be justified. If any penalty is imposed on the Officer as a result of the disciplinary proceedings or if he is found guilty in the criminal prosecution against him, the findings of the sealed cover/covers shall not be acted upon. 14.5 SIX MONTHLY REVIEW OF ‘SEALED COVER’ CASES : It is necessary to ensure that the disciplinary case/criminal prosecution instituted against any Officer is not unduly prolonged and all efforts to finalise expeditiously the proceedings should be taken so that the need for keeping the case of an officer in a sealed cover is limited to the barest minimum. Therefore the Appointing Authorities concerned should review every six months the cases of the officers, whose suitability for promotion to a higher grade has been kept in a sealed cover. The review should, inter alia, cover the progress made in the disciplinary proceedings/criminal prosecution and the further measures to be taken to expedite their completion. 14.6 PROCEDURE FOR AD-HOC PROMOTION : In spite of the six monthly review referred to in para 14.5 above, there may be some cases, where the disciplinary case/criminal prosecution against the officer is not concluded even after the expiry of two years from the date of the meeting of the first DPC which had kept its findings in respect of the Officer in a sealed cover. In such a situation, the Appointing Authority may review the case of the officer, provided he is not under suspension, to consider the desirability of giving him ad-hoc promotion keeping in view, the following aspects :- (a) Whether the promotion of the Officer will be against public interest; (b) Whether the charges are grave enough to warrant continued denial of promotion; (c) Whether there is any likelihood of the case coming to a conclusion in the near future; (d) Whether the delay in the finalisation of proceedings, departmental or in a court of law, is not directly or indirectly attributable to the officer concerned; and (e) Whether there is any likelihood of misuse of official position, which the officer may occupy after ad-hoc promotion, which may (f) Adversely affect the conduct of the departmental case / criminal prosecution. The Appointing Authority should also consult the `Central Bureau of Investigation’ and take their views into account where the departmental proceedings or criminal prosecution arose out of the investigations conducted by the Bureau. In case the Appointing Authority comes to a conclusion that it would not be against the public interest to allow ad-hoc promotion to the Officer, his case should be placed before the next Committee held in the normal course after the expiry of two year period to decide whether the Officer is suitable for promotion on ad-hoc basis. Where the Officer is considered for ad-hoc promotion, the Committee should make its assessment on the basis of the totality of the individual’s record of service without taking into account the pending disciplinary case / criminal prosecution against him. After a decision is taken to promote an Officer on an ad-hoc basis, an order of promotion may be issued making it clear in the order itself that– i) the promotion is being made on purely ad-hoc basis and the ad- hoc promotion will not confer any right for regular promotion; and ii) the promotion shall be `until further orders’. It should also be indicated in the order that the Bank reserves the right to cancel the ad-hoc promotion and revert at any time the Officer to the post from which he was promoted. If the Officer concerned is acquitted in the criminal prosecution on merits of the case or is fully exonerated in the departmental proceedings, the ad-hoc promotion already made may be confirmed and the promotion treated a regular one from the date of ad-hoc promotion with all attendant benefits. In case the Officer could have got his promotion on merit from a date prior to the date of his ad-hoc promotion with reference to the findings of the Committee kept in the sealed cover(s) and the actual date of promotion of the person ranked immediately junior to him by the same Committee, he would also be allowed his due seniority and benefit of notional promotion as envisaged in paragraph 14.4 above. If the officer is not acquitted on merits in the criminal prosecution but purely on technical grounds and the Bank either proposes to take up the matter to a higher Court or to proceed against him departmentally or if the officer is not exonerated in the departmental proceedings, the ad- hoc promotion granted to him should be brought to an end. 14.7 APPLICABILITY OF SEALED COVER PROCEDURE AFTER THE CASES HAVING BEEN RECOMMENDED FOR PROMOTION : An Officer, who is recommended for promotion by the DPC but in whose case any of the circumstances mentioned in paragraph 14.1 above arises after the said recommendations are received but before he is actually promoted, will be considered as if his case had been placed in a sealed cover by the DPC. He shall not be promoted until he is completely exonerated of the charges against him and the provisions contained herein above will be applicable in his case also. 15. INTERVIEW COMMITTEE / committee for group discussion Competent Authority for promotion of officers from one Scale to the next higher Scale: GROUP DISCUSSION : The committee shall comprise of outside experts and officers of the bank approved by the Board. INTERVIEW COMMITTEE : The Interview Committee shall comprise of the following minimum designated authorities. The Chairman and Managing Director may prescribe higher designated authorities as and when required. Sr. No. Promotion from Committee comprising 1. Junior Management Grade Scale I to Middle Management Grade Scale II One Asst. General Manager, two Chief Managers. 2. Middle Management Grade Scale II to Middle Management Grade Scale III One Deputy General Manager, one Assistant General Manager and one Chief Manager. 3. Middle Management Grade / Scale-III to Senior Management Grade / Scale-IV. One General Manager, one Deputy General Manager and one Assistant General Manager. 4. Senior Management Grade / Scale-IV to Senior Management Grade / Scale-V. One Executive Director, One General Manager, One Deputy General Manager and two outside experts with domain knowledge approved by the Board each year. 5. Senior Management Grade / Scale-V to Top Executive Grade / The Chairman & Managing Director, one Executive Director, one General Manager and two outside experts with domain knowledge approved by the Board each year. 6. Top Executive Grade / Scale-VI to Top Executive Grade / Scale-VII. The Chairman & Managing Director, the Government Director, the Reserve Bank of India Director and two outside experts with domain knowledge approved by the Board each year. For the purpose of interviews for promotion from JMGS I to MMGS II, MMGS II to MMGS III, MMGS III to SMGS IV, the Executive Director (HR) and in his absence, the General Manager (HR) shall constitute the requisite number of Interview Committees. For the purpose of interviews for promotion from SMGS IV to SMGS V and from SMGS V and TEGS VI, the Chairman and Managing Director and in his absence Executive Director (HR) shall constitute the requisite number of Interview Committees. Departmental /Directors’ Promotion Committee: While the Interview Committee will be only for the purpose of carrying out the interviews, the selection for promotion will be decided by the Departmental Promotion Committee / Directors’ Promotion Committee, as the case may be. Sr. No. Promotion from Committee comprising 1. JMG Scale-I to MMG Scale-II One Deputy General Manager and two Assistant General Managers. 2. MMG Scale-II to MMG Scale-III Two Deputy General Managers and one Asst. General Manager. 3. MMG Scale-III to SMG Scale-IV Two General Managers and one Deputy General Manager. 4. SMG Scale-IV to SMG Scale-V Two Executive Directors and one General Manager 5. SMG Scale-V to TEG Scale-VI The Chairman & Managing Director, one Executive Director and one General Manager. 6. TEG Scale-VI to TEG Scale-VII The Chairman & Managing Director, the Government Director and the Reserve Bank of India Director. Note: Executive Director (HR) will nominate the Asst. General Managers, Dy. General Managers and General Managers in respective DPC for the desired objective. 16. Promotion Policy for Specialist Officers : 16.1 The Specialist Officers will have career path up to SMG Scale IV in their respective disciplines. 16.2 ELIGIBILITY FOR PROMOTION IN TERMS OF LENGTH OF SERVICE: There shall be Seniority and Merit channel of promotion for Specialist Officers as below:- Promotion from Channels available Scale I to II Merit & Seniority Scale II to III Merit & Seniority Scale III to IV Merit Under Merit Channel From Minimum number of years of service and APA marks to be eligible for promotion Scale I to Scale II 3 years of satisfactory service in JMGS-I and has secured minimum 75% marks in APA for each of the year of the service eligible for promotion. Scale II to Scale III 3 years of satisfactory service in MMG Scale-II and has secured minimum 75% marks in APA for each of the year of the service eligible for promotion. Scale III to Scale IV 3 Years of satisfactory service in MMG Scale-III and has secured average 70% marks for the years of service eligible for promotion. Under Seniority Channel : From Minimum number of years of service and APA marks to be eligible for promotion Scale I to Scale II Minimum 5 years of completed service as an Officer in the Bank and he has secured average 60% marks in APA for the years of service eligible for promotion. Scale II to Scale III Minimum 5 years of completed service in Middle Management Grade Scale-II and he has secured average 60% marks in APA for the years of service eligible for promotion. 16.3 Eligibility Date The cut-off date for determining eligibility as well as completed years of service will be 1st of April of the financial year ( April- March) in which the vacancies arises. 16.4 Relaxation in eligibility norms : The Board of Directors may, at their discretion, relax the minimum length of service required for Seniority and Merit Channel of Promotions by maximum one year. No officer would be given the benefit of relaxation in the minimum required experience by the Board at two successive levels of promotion in Scale-III and above. 16.5 DETERMINATION OF VACANCIES IN VARIOUS SCALES : Vacancies will be in same ratio for promotion from Scale I to II and Scale II to III as applicable in case of GBOs. To elaborate if there are 100 vacancies in Scale II and 400 Scale I officers based on inter se seniority come in zone of consideration which comprises 20 specialist officers, the vacancies for Specialist Officers will be 20/4 i.e. 5. For promotion from MMG Scale III to SMG Scale IV, the vacancies shall be need based, to be sanctioned by the Chairman and Managing Director. Apart from this, the Chairman and Managing Director is authorized to declare the number of vacancies in any scale on a need based manner. (BM 17.04.2013). 16.6 SELECTION PROCESS FOR PROMOTION : For promotion of Specialist Officers up to MMG Scale III, Merit and Seniority in the Scale will be given due weightage. For the Promotion of Specialist Officers to SMG Scale IV, only Merit will be considered However, the factors for consideration and weightage thereof will be as under:- Promotion from JMG Scale I to MMG Scale II SENIORITY CHANNEL:– I. The final selection will be restricted to the exact number of vacancies and will be determined on the basis of inter-se seniority of eligible Officers, determined in terms of Regulation 18 of the Bank of India Officers’) Service Regulations, 1979. II. There will be no Written Test / Interview for seniority channel but the candidates who desire to compete in merit channel will be required to appear for interview. MERIT CHANNEL: The selection process for Specialist Officers for Promotion from JMGS I to MMGS II shall comprise of Interview, Professional Qualifications and Performance in Scale I and the eligible Officers shall be listed in the order of merit determined by the total number of marks obtained by them under the following heads: Performance (average of marks obtained in APA for the immediate preceding 3 years) 55 marks Professional Qualifications (*) 05 marks Potential (Interview) 40 marks TOTAL : 100 marks (i) Promotion from MMG Scale II to MMG Scale III : SENIORITY CHANNEL:– i) The final selection will be restricted to the exact number of vacancies and will be determined on the basis of inter-se seniority of eligible Officers, determined in terms of Regulation 18 of the Bank of India (Officers’) Service Regulations, 1979. ii) There will be no Written Test / Interview for seniority channel but the candidates who desire to compete in merit channel will be required to appear for interview. MERIT CHANNEL: The selection process for Specialist Officers for Promotion from MMGS II to MMGS III shall comprise of Interview, Professional qualifications and Performance in Scale - II and the eligible Officers shall be listed in the order of merit determined by the total number of marks obtained by them under the following heads – Performance (average of marks obtained in APA for the immediate preceding 3 years) 55 marks Professional Qualifications (*) 05 marks Potential (Interview) 40 marks TOTAL : 100 marks * Marks for qualification will be given only for those qualifications which are above the basic criteria / Eligibility Criteria for service as an officer in that cadre. Further, qualifications obtained through distant learning program / correspondence course by government / UGC recognized institute will also be considered for the marks. * Professional Qualifications marks for Specialist Officers: a) For IT related professional qualifications Sr. No. Professional Qualifications Max marks 1. “A” level of DOEACC or its equivalent i.e. Advanced Diploma in PGDCA 2. “B” level of DOEACC or its equivalent i.e. Graduate course in technology i.e. AMIE/ 3. “C” level of DOEACC or its equivalent i.e. Post Graduation in technology 4. CISA, CISSP & CISM 5 b) For MBA, CAIIB and other professional qualifications Professional Qualifications Marks Other professional qualifications i.e. Chartered Accountant, Company Secretary, Cost & Works Accountant, Chartered Financial Analyst, Post Graduate Degree / Diploma in Management of minimum 2 years’ duration in subjects related to Banking from a recognized University or Institute (5 marks) Max. 5 mks Promotion from MMG Scale III to SMG Scale IV : The selection process for Specialist Officers for Promotion from MMGS III to SMGS IV shall comprise of Test for computer literacy and computer knowledge, Group Discussion, Interview and Performance in Scale III, However, test for computer knowledge will be of qualifying nature only, Chairman and Managing Director will be authorized to decide qualifying marks for the computer test. The eligible Officers shall be listed in the order of merit determined by the total number of marks obtained by them under the following heads– Performance (average of marks obtained in APA for the immediate preceding 5 years/ no. of years completed for 50 marks Group Discussion 10 marks Potential (Interview) 40 marks TOTAL : 100 Marks 16.7 Vacancies for Promotion from Junior Management Grade Scale-I to Middle Management Grade Scale-II The procedure for allocation of vacancies between Seniority and Merit channels for General banking Officers as given in Para 9.4 will be followed for Specialist Officers also. 16.8 Vacancies for Promotion from Middle Management Grade Scale-II to Middle Management Grade Scale-III : The procedure for allocation of vacancies between Seniority and Merit channels for General banking Officers as given in Para 9.5 will be followed for Specialist Officers also. 16.9 SPECIALIST OFFICERS : The term ‘Specialist Officer’ includes all those Officers with specialized professional qualifications, with or without experience, recruited in Bank’s service as Specialist Officers or converted as Specialist Officers through a process of selection from General Banking Category. They may be broadly categorised as under: (i) Agriculture Officers Officers with Degree in Agriculture and/or allied subjects and recruited / promoted / converted as such. (ii) IT Officers Officers (with or without professional qualification in IT) recruited / promoted / converted as IT/Computer Officers, System Analysts, IT Security Officers etc. Officers with specialized qualifications in HR/IR areas and recruited/ promoted / converted as such. Officers recruited / promoted / converted as Security Officers to work in General Security / Fire / Disaster Management Departments (v) Official Language Officers Officers recruited / promoted / converted as Official Language Officers. Officers with degree in law and recruited / promoted / converted as Law Officers. (vii) Investigation Officers Officers recruited / promoted / converted as Investigation Officers. (viii) Economists/Statisticians Officers with Professional qualifications in Economics / Statistics and recruited / promoted / converted as such. Officers with Professional Qualifications like MBA/CA/ CFA either with or without engineering qualifications such as B.E. / B. Tech, specially recruited / promoted as such to work in Corporate Credit / Loan Syndication / Risk Management / Treasury / Forex Operations etc. and also converted as such. Officers with Professional Qualification i.e. ACS from the ICSI, recruited / promoted / converted as such. Officers with Professional Qualifications in Marketing e.g. MBA (Marketing) and / or relevant experience and recruited/ promoted / converted as such. (xii) Corporate Communication Executives/Managers Officers with specialized qualifications in Corporate Communication / Mass Communication / Journalism and recruited / promoted / converted as such. (xiii) Technical Officers a) Officers with Engg. Qualifications (B.E. / B.Tech.) and recruited / promoted / converted as such for handling / Civil / Mechanical/ Electrical works. b) Officers with Engg. Qualifications (B.E. / B.Tech.) and recruited /promoted / converted as such for Project Appraisal / Technical Appraisal of loan proposals etc. Note: 1) The condition regarding completion of the requisite rural/semi-urban tenure, as mentioned in Para 5 is not applicable to the Specialist Officers except for Agriculture Officers. The weightage for rural service will be given to agricultural officers as per para 5.2 (a) above. 2) Whereas the Departmental Promotion Committees will be the same as for General Banking Officers as mentioned in Para 15, the Interview Committee will comprise of one additional member having knowledge in the specialised field, if available, apart from the Interview Committee members mentioned therein. 16.10 CONVERSION OF SPECIALIST OFFICERS TO GENERAL BANKING OFFICERS : A Specialist officer will have to remain in the specialist cadre for at least 5 completed years of service. Thereafter, the officer should gain experience of at least two years in field operations. The Specialist Officers will be permitted to take conversion to General Banking Officers’ category up to MMG Scale III after completion of minimum 5 years of service as a Specialist Officer. The request of the Specialist Officer for such conversion shall be examined by a Committee of three General Managers to be nominated by the Executive Director (HR). The decision of the Committee shall be final. A Specialist Officer, who has got himself converted to general category, cannot seek conversion back to Specialist Category at any time thereafter. The General Manager (HR) will issue necessary administrative guidelines for such conversion in future as per the requirement of the Bank from time to time. A Specialist Officer shall be deemed to be a General Banking Officer on his / her promotion to SMG Scale IV. 16.11 Officers not more than the number of vacancies in the specialist category shall be selected for promotion in the order of merit. The cut-off marks will be determined by the actual number of vacancies in Specialist Category and the officers securing equivalent to and above the cut-off marks will qualify for promotion. In case more than one officer secures marks equivalent to the cut-off marks, the final selection will be restricted to the exact number of vacancies, and will be determined on the basis of interse seniority. 17. General : (i) Eligible officers in all Scales, willing to participate in Promotion Process will submit particulars as per the prescribed format, to Head Office through Zonal Office. The Zonal Office will verify and certify the correctness of the particulars submitted by the Officers. (ii) If an eligible officer does not submit the application or does not participate in any of the promotion processes (i.e. does not appear for Test or for Interview before the Interviewing Committee), it shall be deemed that he has, of his own free will and volition, opted out of the promotion process. No correspondence in this regard will be subsequently entertained from him. However, if an officer is unable to appear for an interview for reasons beyond his control, he should inform the Management well before the scheduled date for the interview, about his inability to appear for the same, giving reasons therefor. In such cases, he may be given only one more chance at the discretion of the Management for appearing for interview at such place and time as the Management may decide. (iii) The Promotion Process will be conducted every year, subject to the availability of vacancies. The Officers, who had failed to get promotion in the previous promotion process in terms of (ii) above, will also be eligible to participate, in the subsequent processes. (iv) Officers not selected for promotion will be advised the total marks obtained by them. In the event of an application by the officer for re- checking the marks, the Management shall have the marks re-checked for arithmetic accuracy, provided such an application is made within 30 days from the date of advice to him. (v) Fitment in the higher Scale of pay on promotion will be determined as per the guidelines issued by the Management from time to time. (vi) Filling up of Vacancies in SMG Scale V and above, arising on account of retirement, resignation, death, voluntary retirement etc.: A waitlist of candidates for promotion to Scale V and above will be prepared and promotions in respective Scales will be released as and when vacancies arise on account of expected retirements / elevation to higher Scales, if any. In addition to the said waitlist, the Chairman and Managing Director is authorized to release the promotion of candidates appeared for promotion but not selected in the main list or waitlist but standing immediately after the name of the last candidate in the waitlist, so as to fill the vacancies, if any, arising on account of resignation, death, voluntary retirement, superannuation etc. who was/were promoted in the main list/ wait list of the concerned promotion process. (vii) An Officer, against whom a Major Penalty has been imposed, will not be eligible to participate in any promotion process initiated during a period of one year from the date of effect of such penalty. The date of issuance of circular inviting applications shall be the date of initiation of promotion process in respect of all such officers. (viii) The Chairman & Managing Director is the authority to issue the administrative guidelines/instructions for removal of any doubts and / or difficulties arising during the course of implementation of this policy. (ix) The reservation and relaxation for SCs/STs/OBCs/Ex-Servicemen/ Physically Handicapped candidates, as the case may be, shall be provided as per the Government guidelines in force from time to time. (x) Where APA marks of an Officer are not available due to i) sabbatical leave, ii) EOL, iii) unauthorized absence and iv) suspension, the APA marks shall be treated zero for that particular year/s. However, APA marks for the number of preceding years for which he rendered service and was rated for his performance excluding the period of Sabbatical Leave etc. will be included and taken into consideration for the purpose of promotion, subject to the condition that he has rendered minimum required service in that particular Scale, in terms of para 5 and 16 above. (xi) In case an Officer employee is alleged to have resorted to unfair means/ copying in the Written/On-line Test, his result will be withheld subject to the outcome of disciplinary action, if any, to be initiated against him. (xii) If a candidate is selected in both Seniority Channel as well as Merit Channel, he will be treated as selected only in Seniority Channel. (xiii) In order to be eligible for promotion, wherever provided the officer employee shall secure minimum 40% marks each in both Written / On- Line Test and Interview in case of Merit Channel, and minimum 30% marks in Written / On-Line Test in case of Seniority Channel. (xiv) Marks for qualification will be given only for those qualifications which are above the basic criteria / Eligibility Criteria for service as an officer in that cadre. Further, qualifications obtained through distant learning program / correspondence course by government / UGC recognized institute will also be considered for the marks. (xv) An officer who applies for promotion and gets selected, cannot refuse promotion. (xvi) In case more than one Officer secures marks equivalent to the cut- off mark, the final selection will be restricted to the exact number of vacancies and will be determined on the basis of inter-se seniority of such Officers, determined in terms of Regulation 18 of the Bank of India (Officers’) Service Regulations, 1979 (xvii) The Board reserves its rights to change, alter, amend, modify or vary in any manner whatsoever, from time to time, all or any of the terms and conditions incorporated in this policy, recording reasons thereof. The provisions of this policy are subject to changes in accordance with the guidelines received from the Government from time to time and such guidelines shall be deemed to be a part of this policy and given effect to subject to adoption by the Board of Directors. 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 previous 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 an 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. Regulation 19 : AGE OF RETIREMENT (B.M. 21.10.1986) 1. The age of retirement of an officer employee shall be determined by the Board in accordance with the guidelines 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, as 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. (Refer Br. Cir No. 91/145 of 2011.1997) Provided further that before retiring, an officer employee, atleast three months’ notice in writing or an amount equivalent to three months’ substantive salary / pay and allowance, shall be given to such officer employee. 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 rules in the Bank. Provided further than 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 decided 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. Explanation: An officer employee will retire on the last day of the month in which the he completes his age of retirement. 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/s 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 recommend in writing to the Competent Authority the retirement of the officer employee”. Amendment to Regulation 19 – Age of Retirement In supersession of the existing guidelines issued by the Government from time to time regarding age of retirement by the officer employee in the Bank, the Board in its meeting dated 29.07.1998 has approved revised guidelines conveyed by the Government under Regulation 19 (1) as under :- “w.e.f. 22.05.1998 the age of retirement of all the officers in the Bank will be 60 years.” It is also clarified that: a. Subject to the provisions 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 Officers whose date of birth is 1st of month, shall retire from the service on the afternoon of the last day of preceding month on attaining the age of 60 years. b. No extension shall be given to any Officer beyond 60 years of age. (Board Meeting dated 28.04.1980) Competent Authority: Officers Covered Competent Authority i. Junior Management Grade/Scale I II & III iii. Senior Management Grade/Scales IV & V General Managers The Review Committee would be the Board. Rules regarding voluntary retirement for officer employees (BM dated 16.06.1990) i) An Officer employee may be permitted by the Competent Authority to voluntarily retire from Bank’s service any time after the completion of 55 years of age or 30 years of total service as an officer employee or otherwise, whichever is earlier, after giving the Bank 3 month’s notice in writing, unless the requirement is wholly or partly waived. ii) An officer employee may be allowed to withdraw a notice of voluntary retirement subsequently; only with the approval of the Competent Authority provided the request for such withdrawal is made before the expiry of the notice. An officer employee retiring voluntarily shall be entitled to all benefits under the normal retirement as per the service Regulations. (The Competent Authority for the purpose of this scheme would be same as in case of ‘Age of Retirement’ - Regulation 19). Procedure for compulsory retirement of Officer employee (Ref. Branch Circular Regulation 19 (1) inter alia provides that the Bank may, at its discretion, on review by the Special Committee as provided in proviso (2) to the Regulation, consider retiring an officer employee on or at any time after completion of 60 years of age. However, before compulsorily retiring an officer employee, atleast 3 months’ notice in writing or an amount equivalent to 3 months’ substantive salary / pay and allowances shall be given to an officer employee. Sub – clause (2) to Regulation 19 lays down that the Bank shall constitute a Special Committee consisting of not less than 3 members to review whether an officer employee shall be retired in accordance with proviso (1) to the Regulation. Such Committee shall, from time to time, review the cases of each officer employee. No order of retirement shall be made unless the Special Committee recommends in writing to the Competent Authority the retirement of the officer employee. Proviso (3) to Regulation 19 (1) further provides 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. The underlying idea is to examine the desirability / suitability or otherwise vis-à- vis efficiency / fitness of an officer employee who has completed the specified age or put in the specified number of years’ service for his being continued in Bank’s service. In view of this, it is understood that these provisions shall not be used - a. To retire an officer employee on grounds of specific act of misconduct as a shortcut to initiate formal disciplinary proceedings, or b. For reduction of surplus staff as a measure of general economy, or c. On the grounds that the officer employee may not be suitable for promotion to higher scale for which he might be eligible on his attaining age of 55 years or completing 30 years’ total service. Constitution of the Special Committee / Competent Authority – Special Committee: Following shall be constitution of the Special Committee Officers in Member of Special Committee Scale I to Scale IV Committee of General Managers to be appointed by the Chairman & Managing Director Scale V to Scale VII Committee comprising of Chairman and Managing Director, Government Director and Reserve Bank of India Director Competent Authority : Officers in Member of Special Committee Scale I to Scale IV Chairman & Managing Director Scale V to Scale VII Procedure to be followed :- i. Every year in June and December, a list will be drawn and submitted to the Special Committee of all Officers who will be completing 55 years of age or 30 years of total service in the Bank, in the first / second half of the following year, i.e. January to June and July to December respectively. ii. The Special Committee shall review the cases of officers included in the list, excepting the cases of officers who are under suspension, to determine the desirability, suitability or otherwise of continuing them in the Bank’s service, taking into account the following :- a) Broad service profile of the officer. b) Performance Appraisal Reports of the previous 3 years. c) Specific recommendations of the Senior Authority under whose direct control the officer worked. d) Leave record, with particular reference to long absence due to illness, which might have impaired the capability / efficiency of the officer. The Special Committee may seek the opinion of the specialist Doctor, if considered necessary. As regards Officers under suspension, the Special Committee shall consider their cases only after a period of one year has elapsed from the date for conclusion of enquiry proceedings and the order of Disciplinary Authority. iii. The Special Committee shall submit its findings in writing to the Competent Authority. iv. The Competent Authority, on examining the recommendations of the Special Committee, shall issue an order of retirement on the officer, who, according to it, may be compulsorily retired from the Bank’s service. In the notice, the grounds for compulsorily retiring the officer shall be specifically brought out. Further, the officer may be informed therein about his right of representation to the Board of Directors within 30 days against the decision of the Competent Authority. v. The aggrieved officer’s representations shall be considered by the Board of Directors and a decision thereon be taken within a period of 3 months. Where it is decided by the Board of Directors 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 of retirement. vi. An officer employee who is compulsorily retired shall be eligible to all the benefits under the Regulation available to an officer employee who retires in the ordinary course, on reaching the date of superannuation. vii. The foregoing shall not preclude the officer employee from seeking voluntary retirement on completion of 55 years age or 30 years’ total service as an officer employee or otherwise. Regulation 20 : TERMINATION OF SERVICE 1. Subject to Sub – regulation (3) of Regulation 16, the Bank may terminate the services of any officer by giving him three months’ notice in writing or by paying him three months’ emoluments in lieu thereof. 2. No officer shall resign from the service of the Bank otherwise than on the expiry of three months from the service of the Bank of a notice in writing of such resignation. Provided further that the Competent Authority may reduce the period of three months, or remit the requirement of notice. ADMINISTRATIVE INSTRUCTIONS Procedure to be followed on resignation being submitted by an Officer against whom disciplinary proceeding are initiated / contemplated. (Ref. Branch Circular No.83/317 dt. 5.1.1990) a. Where an officer against whom a departmental enquiry or prosecution is pending (whether he has been placed under suspension or not), submits his resignation, then such resignation should not be accepted and the officer should be advised accordingly, after obtaining instructions from the Competent Authority. b. Where an officer, against whom disciplinary proceedings are contemplated, but the charge sheet is not served, tenders his resignation, immediate steps should be taken by the Disciplinary Authority to get the charge sheet cleared by the Chief Vigilance Officer (in cases having vigilance angle) and to serve the same on the officer before expiry of the notice period of three months. In the meantime, instructions from the General Manager, Head Office, Personnel Department, for advising the officer about non-acceptance of his resignation should be obtained. c. It is of utmost importance to take immediate steps to ensure that before the expiry of notice period the officer is served with the charge sheet, in addition to non-acceptance of resignation having been communicated to him. d. Where the charge-sheet could not be served on the officer before the expiry of the Notice period due to the circumstances beyond the control of the Disciplinary Authority, then the officer should be advised about the non- acceptance of his resignation before the expiry of notice period and issued atleast a memorandum narrating his main misconducts. This is required to be done without fail. There after, the charge sheet should be served on the officer without further delay. e. Head Office should be immediately informed when resignation is submitted by an officer against whom disciplinary proceedings are contemplated / initiated. Amendment to Regulation 20 Notification in the Gazette of India (Part III Section 4 page No.13098 – 13099) dated 26.06.1993 Annexure to BC 87 / 152 dated 06.10.1993 Amendment to Regulation 20 BM (31.10.2001) Annexure to BC 95 / 116 dated Regulation 20 (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 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 service of an Officer employee under sub- regulation (a) above will be taken only by the Chairman & Managing Director. d. The Officer employee shall be entitled to appeal against any order passed under sub – regulation (a) above 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. Whether 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 has been 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 continued hereinabove will affect the Banks right to retire an Officer employee under regulation 19 (1). Regulation 20 (2) An Officer shall not leave or discontinue his service in the Bank without first giving notice in writing of his intention to leave or discontinue is service or resign. The period of notice required shall be three 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 three months or remit the requirement of notice. Regulation 20 (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 or 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 not be instituted against him and will be deemed to be pending until final order are passed by the Competent Authority. iii) The Officer against whom disciplinary proceedings have been initiated will cease to be in service on the date of superannuation but the disciplinary proceeding 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 the payments of retirement benefits till the proceedings are completed and final order is passed thereon except his own contributions to CPF. Sr. No. COMPETENT AUTHORITIES UNDER REGULATION 20 (Modified w.e.f. 30.10.2001) Competent Authority for the purpose of both Regulation 20 (2) and 20 (3) 1 In the case of Officer in Junior Management Grade Scale I General Manager2 In the case of Officer in Middle Management Grade Sale II & III 3 In the case of Officer in Senior 4 In the case of Officer in Top Executive Grade Scale VI & VII The Executive Director / Chairman & Managing Director The decision of the Competent Authority upto the level below the rank of Chairman & Managing Director will be put up to the Chairman & Managing Director – for his information only. ANNEXURE II GUIDELINES ISSUED BY GOVERNMENT IN TERMS OF REGULATION 20 (1) (a) OF THE OFFICERS’ SERVICE REGULATIONS 1979 / 1982 Vide Ministry of Finance (Banking Division) - Letter No.F.4 /10/1/89–IR Dated10th April 1992. (B.M.23-2-1993) 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 an officer employee has put the Bank to monetary loss though no misconducts 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, cease to possess such an 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. iv) Situation is such that due to violence, insurgency or general indiscipline, insubordination, holding an enquiry against the officer employee is not possible. v) The evidence to be relied upon to prove the misconduct gets destroyed or the principle witness (es) becomes unavailable for reasons beyond management’s control. vi) There is such other cause as would reasonably lead the Bank to believe that the retention of the officer employee would prejudice the Bank’s interest. Amendment to Regulation 20 - BM (04.12.1993) (Annexure to BC 87 / 226 dated In order to ensure compliance of the provisions of Regulation 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:- - 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 complaints are pending. CHAPTER V ALLOWANCES Regulation : 21 DEARNESS ALLOWANCE (Joint Note dated 27.04.2010) On and from 01.11.2007, Dearness Allowance shall be payable for every rise or fall of 4 points over 2836 points in the quarterly average of the All India Average Working Class Consumer Price Index (general) Base 1960 = 100 at 0.15% of pay. Regulation 22 : HOUSE RENT ALLOWANCE 1. Where an officer is provided with residential accommodation by the Bank, on and from 1.11.2007, a sum equal to 1.2% of the pay in the first stage of the scale of pay in which he is placed or the standard rent of the accommodation, whichever is less, will be recovered from him. 2. Where an officer is not provided any residential accommodation by the Bank, he shall be eligible on and from 1.11.2007 for House Rent Allowance at the following rates- Column I Column II Where the place of work is in HRA payable shall be I Major ‘A’ Class Cities and Project Area Centres in Group ‘A’ 8.50% of the pay p.m. ii Other places in Area I and Project Area Centres in Group ‘B’ 7.50% of the pay p.m. iii Other Places 6.50% of the pay p.m. Provided that if an officer produces a rent receipt, the House Rent Allowance payable to him / her shall be the actual rent paid by him / her for the residential accommodation in excess over 1.2% of the pay in the first stage of the scale of pay in which he / she is placed with a maximum of 150% of the House Rent Allowance payable as per aforesaid rates mentioned in Column II above. Note : i. “Pay” for the purpose of House Rent Allowance shall mean basic pay including stagnation increments in terms of revised pay scales as on ii. Professional Qualification Allowance shall rank for House Rent Allowance w.e.f. 1.11.2007. iii. The claims of Officer employees for House Rent Allowance linked to the cost of their ownership accommodation shall also be restricted to 150% of House Rent Allowance hitherto. (Br. Cir. No.99/202 dated 17.03.2006) Clarification - Determination of “Standard Rent” in respect of accommodation owned / hired by the Bank. In terms of the provisions under Regulation 22(1) of Bank of India (Officers’) Service Regulations, 1979, as proposed to be amended in terms of the Joint Note dated 27.04.2010 signed between the Indian Banks’ Association and the Banks’ Officers’ Associations whenever an Officer is provided with residential accommodation by the Bank, a sum equal to 1.20% of the Basic Pay in the first stage of the scale of pay in which he is placed (it was 1.75% of the Basic Pay in the first stage of scale of Pay, as per the pre-revised Regulation), or the Standard Rent for the accommodation, whichever is less is recovered from him. In this regard, it is clarified that in the case of an office in JM Scale I & MM grade Scale II, who would draw increments in MM Grade Scale II and III respectively, eventhough not promoted to the respective Grade/Scale, on or after 01.11.1987, he shall pay to the Bank every month 1.20 % of the basic pay of the 1st stage of the scale in which he is placed. Further, where the accommodation is furnished , additional compensation @ 0.25 % of the first stage of the scale of pay in which the officer is placed will also be recovered. The norms for areawise classification of branches for payment of H.R.A. will be as under :- (BC 91/90 dated 19.08.1997) A) A or ‘A’ Class cities will mean cities, which have been notified by the Central, Government from time to time. For the present, the following will be the Major ‘A’ class cities : - Ahmedabad, Bangalore, Mumbai, Kolkata, Delhi, Hyderabad and Chennai. B) Area I : Places with population of 12 lakhs and over. C) Area II : Places with population of 1 lakh and over but upto 12 lakhs and State Capitals and Capitals of Union Territories not covered by (A) and (B) above. D) Area III Places with population below 1 lakh. Note : (a) Population as per census of 2001 shall be taken as basis for the above purpose. (b) Unless specifically advised, classification of branches shall not be altered on the ground that the population of a place has subsequently undergone change. (c) All places falling under an urban agglomeration shall be taken as one unit and classification of branches falling under the urban agglomeration will be on the basis of population of the urban agglomeration. (d) Areas, which are treated as higher area under the Bipartite Settlement for award staff on the principle of contiguity shall be treated as higher areas. (e) There is no change in the existing instructions regarding - i) Determining standard rent for the above purpose. ii) Determining house rent where an officer resides in his own accommodation. Obtaining documentary evidence for claiming H.R.A. Regulation 22(3) (B.M.22-02-1990) Where an officer resides in his own accommodation he shall be eligible for a House Rent Allowance on the same basis as mentioned in proviso to sub-regulation (2) as if he were paying by way of monthly rent a sum equal to one twelfth of the higher of A or B below; (A) The aggregate of i. Municipal taxes payable in respect of the accommodation; and ii 12% of the capital cost of accommodation including the cost of the land and if the accommodation is part of a building the proportionate share of the capital cost of the land attributable to that accommodation, excluding the cost of special fixtures, like air-conditioners or (B) The annual rental value taken for municipal assessment of the accommodation. Explanation: 1. For the purpose of this Regulation “standard rent” means a. In the case of accommodation owned by the Banks, the standard rent calculated in accordance with the procedure for such calculation in vogue in the Government. b. Where accommodation has been hired by the Bank, contracted rent payable by the Bank, or rent calculated in the accordance with the procedure in (a) above, whichever is lower. 2. In this Regulation and in Regulation 23, Area I, Area II and Area III shall mean as under :- Area I Places with a population of more than 12 lakhs. Area II All cities other than those included in Area I which have a population of 1 lakh and more Area III All places not included in Area I and Area II. Clarification: In terms of Regulation 42(4), an officer transferred to any station shall be eligible to claim halting allowance if no residential accommodation is made available by the Bank at the new place of posting and where such an officer may incur additional expenses in the process of taking over charge for reasons beyond his control, the halting allowance so payable will be restricted to the period of taking over charges of the new post. Accordingly when officers who are transferred and posted as Branch Managers of first (Main) Branch at a Centre claim halting allowance during the period of taking over charge of a Branch, they will not be eligible for House Rent Allowance for that period. Clarification : Items which could be considered as generally forming part of capital cost of accommodation are: a. Cost of land – in case accommodations is part of a building the proportionate share of the capital cost attributable to that accommodation – excluding the cost of special fixtures like air – conditioners. b. Expenses on items generally provided for in the house / flat and of permanent nature such as kitchen platform, lofts and permanent enclosure to the balcony. Documentary Evidence for claiming H.R.A. a. Rent receipt or Agreement with the landlord, if any. b. Purchase Agreement / Deed / any other documentary evidence or where the officer is member of a Co-operative Housing Society, the certificate from the Society about the allotment of the flat to the officer and its purchase price. (Architect’s certificate, bills of materials purchased and those of labour contractors in the case of own house). c. Municipal / local authority bills for annual taxes. Administrative instructions: In terms of Regulation 22, when an officer is not provided with residential accommodation by the Bank, he shall be eligible for House Rent Allowance being a sum equivalent to the excess of the actual rent paid by him for his residential accommodation over 1.20% of the 1st stage of the scale of pay in which he is placed subject to the ceiling stipulated in the Regulation. The documentary evidence for this purpose shall be either the rent receipt issued by the landlord or where the rent receipt cannot be produced for some reason, declaration by the officer about the actual rent paid by him (Where the rent is paid by cheque on our Bank the same may be verified). Where the officers is staying in a lodge or as a paying guest, the receipt of such lodge / paying guest representing lodging charges shall be obtained. The evidence of actual rent paid as above shall be obtained immediately when the officer claims House Rent Allowance. Thereafter, once in a year the same shall be again verified. An officer has option to change the basis for claiming House Rent Allowance. Thus, on acquiring and occupying new premises, the officer may like to claim revised House Rent Allowance. For administrative reasons such option shall be given effect to once in a quarter i.e. in the months of March / June / September / December, However, it will be effective from the date of exercising option. Note i. The existing instructions regarding obtaining declaration from the concerned Officer continue to be operative. ii. While H.R.A. would change with change in Basic Pay on promotion, it should not go below the minimum H.R.A. payable at the centre. iii. H.R.A. is payable on the basis of place of posting, (Where an officer who is eligible for the Bank’s accommodation at the place of posting, has been specifically allowed by the Competent Authority to have accommodation temporarily at nearby centre / place, H.R.A. as applicable to that centre / place of posting will be payable) Clarification Where an Officer is not provided with residential accommodation by the Bank, the Officer shall be eligible for minimum House Rent Allowance in following manner without production of evidence of actual rent paid and without reference to the quantum of rent actually paid by him or rental value of own house, the rate prescribed under Regulation 22(2) (effective from 01.11.2007) :- I II i) Major “A” Class Cities and Project Area Centres in Group A 8.5% of Pay ii) Other places in Area I and Project Area Centres in Group B 7.5% of Pay iii) Other Places 6.5% of Pay Provided that if an Officer produces a rent receipt, the House Rent Allowance payable to him / her shall be the actual rent paid by him / her for the residential accommodation in excess over 1.2% of Pay in the first stage of the Scale of Pay in which he / she is placed with a maximum of 150% of the House Rent Allowance payable as per aforesaid rates mentioned in Column II above. The claims of Officer Employees for House Rent Allowance linked to the cost of their ownership accommodation shall also be restricted to 150% of House Rent Allowance as hitherto. Note: 1. Where an officer claims minimum House Rent Allowance without reference to the actual rent paid / rental value of his own house, he shall furnish a certificate to the Bank as per specimen certificate given in Annexure. 2. Where an officer has claimed House Rent Allowance on production of rent receipt and his / her spouse who is also working as an officer request for payment of minimum House Rent Allowance, such request may be considered on merit. In this connection, the concerned officer shall give a certificate to the Bank as per specimen given in Annexure . 3. For the purpose of calculation of H.R.A. where accommodation is owned by the officer / where an officer resides in the house / flat / accommodation rented / hired by him, please be guided by the illustrations given on page No.9 and 10 of BC No.83 / 159 dated 10.7.1989. General i. House Rent Allowance changes with the change in basic pay. However, it shall be ensured that House Rent Allowance payable to an officer does not go below the minimum HRA payable at that centre. ii. House Rent Allowance is payable on the basis of place of posting an not on the basis of permanent residence of the officer. However, where an officer has been specifically allowed by the Competent Authority to take accommodation at the nearby centre / place, House Rent Allowance as applicable at that centre may be considered. 1. DETERMINATION / CALCULATION OF HRA WHERE ACCMMODATION IS OWNED BY THE OFFIER Mr.’X’ an officer of Mumbai (Main) Branch, in scale I with Basic pay of Rs.17500/- owns a flat, details of which are as under: a. Capital cost of the flat Rs.8,40,000 i. 12% of the capital cost of the flat Rs.1,00,800 Add : Annual Municipal Taxes Rs. 9,840 Rs.1,10,640 (A) 1/12 of (A) Rs. 9,220.00 (B) ii. 1/12 of the annual rental value Taken for Municipal assessment Rs. 820.00 (C) iii. Monthly rent of the accommodation Being higher of (B) & (C ) Rs. 9,220.00 Less : 1.20% of the first stage of Rs. 9,046.00 (D) The ceiling on H.R.A at Mumbai being lower of (i) and (ii) below:- i. 150% of normal HRA payable to Mr. ‘X’ ii. 12% of the annual rental value Less 1.2% of the first stage of BP In the scale Rs. 9046.00 H.R.A. being lower (i) and (ii) Rs. 2,231.25 (E) The actual amount of H.R.A. payable will be CALCULATION OF HRA WHERE AN OFFICER RESIDES IN THE HOUSE FLAT / ACCOMMODATION HIRED BY HIM. Mr. ‘Y’ an officer at Muzzafarpur (Other Places) with basic Pay of Rs.24100/- in Grade Scale II Pays monthly rent of Rs.6000/- for his accommodation. i. Actual rent paid per month Rs. 6000.00 Less : 1.20% of first stage in the scale of pay In which the officer is placed (i.e. Rs.19400/-) Rs. 232.80 Rs.5767.20 (A) ii. Ceiling on H.R.A. being lower of (a) and (b) below i. 150% of normal HRA payable to Mr.”Y” (b) Actual Rent paid Less : 1.20% of first stage in the scale pay In which the officer is placed Rs.5767.20 H.R.A. being lower of (a) and (b) Rs.2349.75 (B) Actual amount of HRA payable is lower of CALCULATION OF STANDARD RENT IN RESPECT OF ACCOMMODATION OWNED BY THE BANK. (The revised rates of Standard Rent as stated above, is effective in our Bank w.e.f. The “Standard rent” is defined by way of an explanation to the Regulation give below: iii. In the case of accommodation owned by the Banks, the standard rent calculated in accordance with the procedure for such calculation in vogue in the government iv. Where accommodation has been hired by the Bank, contracted rent payable by the Bank, or rent calculated in the accordance with the procedure in (a) above, whichever is lower. Vide Br. Circular No. 91/90 dated 19.08.1997, circulated the flat rates for calculation of standard rent in respect of owned accommodation provided to officer employees, in terms of Regulation 22. The Personnel Committee of Indian Banks’ Association, at its meeting held on 16th November, 2005 considered modification in standard rent in respect of owned / hired accommodation provided to officer employees of Public Sector Banks, taking into account the revision in rates of licence fees for Government servants and approved the revision in Standard Rent, as follows :- LIVING AREA (Sq. Meters) LIVING AREA (Sq. Feet) MONTHLY LICENCE Fees (Rs.) Up to 050 0538.20 183 051 to 060 0549 to 0646 241 061 to 075 0657 to 0807 279 076 to 090 0818 to 0969 387 091 to 105 0980 to 1130 520 106 to 120 1140 to 1292 632 121 to 150 1302 to 1615 773 151 to 180 1625 to 1938 924 181 to 225 1948 to 2422 1087 226 to 300 2433 to 3229 1557 301 to 400 3239 to 4305 1924 401 to 550 4316 to 5920 2290 Beyond 550 Beyond 5920 2672 The “Living Area” will be determined on the following basis :- MAIN BUILDING : a) Rooms, Kitchen bath, latrine, store and closed veranda 100% of the floor area b) Veranda, corridors and Barsati 25% of the floor area c) Porch 12.5% of the floor area d) Courtyard pucca 5% of the floor area OUT HOUSES a) Rooms 25% of the floor area b) Veranda 12.5% of the floor area For servant quarters and garages, allotted independent of the regular accommodation, the following flat rate may be recovered :- a) Servant Quarters Rs. 36/- per month b) Garage Rs. 22/- per month Note : w.e.f. 01.04.1990 the aforesaid procedure is applied for calculation of Standard Rent in respect of leased/Rented accommodation provided by the Bank to Officers. The accommodation acquired by the Bank to on lease/monthly tenancy or the accommodation hired by the Officer may also be taken into account for the purpose of calculation of Standard Rent as per procedure laid down. ANNEXURE CERTIFICATE FOR CLAIMING MINIMUM HOUSE RENT ALLOWANCE. (A) Specimen of the certificate to be given by the officer claiming minimum House Rent Allowance in terms of Regulation 22 of the Bank of India (Officers’) Service Regulations, 1979 when his/her spouse has claimed House Rent Allowance on production of rent receipt. “I certify that I have not been provided with residential accommodation by the Bank. 1. I certify that I am residing in a house hired/owned by my wife/husband. 2. I certify that I am incurring expenditure on the rent/contributing towards the rent or property tax. 3. I may therefore be reimbursed with such amount of House Rent Allowance as is reimbursable without production of rent receipt.” (B) Specimen of the certificate to be given by an officer who is claiming minimum House Rent Allowance in terms of Regulation 22 of the Bank of India (Officers’) Service Regulations, 1979 without reference to the actual rent paid/rental value of the house. “I certify that I have not been provided with residential accommodation by the Bank. 2. I certify that I am residing in a house hired/owned by my wife/husband/ child/parent/Hindu Undivided Family in which I am a coparcener. . 3. I certify that the house has not been provided to my wife/husband/ undertaking or Semi-Government undertaking such as municipality, 4. I further certify that I am incurring expenditure on the rent/contributing towards the rent or property tax. 5. I may therefore be reimbursed with such amount of House Rent Allowance as is reimbursable without production of rent receipt.” *Delete if not applicable. Regulation 23 : OTHER ALLOWANCES An officer shall be eligible for the following other allowances 1. City Compensatory Allowance (Joint note dated 27.04.2010) On and from 01.11.2007, if he is serving in a place mentioned in column 1 of the Table below, a City Compensatory Allowance at the rate mentioned in column 2 thereof against that place shall be payable. Joint Note dated 27.04.2010 with effect from 01.11.2007; the scale of pay specified against each grade shall be as under – Places Rate Maximum Amount a. Places in Area I and in the State of Goa 4% of Basic Pay Rs.540/- p.m. b. Places with Population of 5 lakhs and over and State Capitals and Chandigarh, Puducherry and Port Blair 3% of Basic Pay Rs.375/- p.m. 2. Special Area Allowance (w.e.f. 01.11.2007) A Special Area Allowance at such places and at such rates as may be decided by the Board from time to time having regard to the guidelines of the Government (Please see below for the various places where special area allowance is payable and the rates thereof). Special Area Allowance Sr. No. Area Allowances (Rs.) Pay below Rs.14,700/- Pay above Rs.14,700/- 1. Mizoram a) Throughout Lunglei District excluding areas beyond 25 kms. from Lunglei town of Mizoram c) District of Mizoram 1200 1500 Sr. No. Area Allowances (Rs.) Pay below Rs.14,700/- Pay above Rs.14,700/- 2. Nagaland 1600 2100 3. Andaman & Nicobar Islands a) North Andaman, Middle Andamans, Little Andaman, Nicobar & Narcondum Islands b) South Andaman (including Port Blair) 1600 2100 4. Sikkim 2000 2600 5. Lakshadweep Islands 2000 2600 6. Assam 320 400 7. Meghalaya 320 400 8. Tripura a) Difficult areas of Tripura 1600 2100 b) Throughout Tripura except difficult areas 1200 1500 9. Manipur 1200 1500 10. Arunachal Pradesh a) Difficult areas of Arunachal Pradesh 2000 2600 b) Throughout Arunachal Pradesh other than difficult areas 11. Jammu & Kashmir 1) Kathua District : Niabat Bani, Lohi, Malhar and Machhodi 2) Udhampur District : a) Dudu Basantgarh, Lander Bhamag Illaqa other than those included in Part 2(b) b) Areas upto Goel from Kamban Side and areas upto Arnas from Keasi side in Tehsil Mohre 3) Doda District : Illaquas of podder and Niabat Nowgam in Kishtwar Tehsil Sr. No. Area Allowances (Rs.) Pay below Rs.14,700/- Pay above Rs.14,700/- 4) Leh District : All places in the District 2000 2600 5) Baramulla District a) Entire Gurez – Nirabhat, Tangdar Sub-Division and Keran Illaqua b) Matchill 1600 2100 6) Poonch and Rajouri District : Areas in Poonch and Rajouri District excluding the towns of Poonch and Rajouri and Sunderbani and other urban areas in the two districts. 7) Areas not included in (1) to (6) above, but which are within the distance of 8 kms. from the line of Actual Control or at places which may be declared as qualifying for border allowance from time to time by the State Government for their own staff. 12. Himanchal Pradesh 1) Chamba District a) Pangi tehsil, Bharmour Tehsil, Panchayats: Badgaun, Bajol, Deol Kugti, Nayagam and Tundah, Villages : Ghantu of Gram Panchayat Jagat, Kanarsi of Gram Panchayat Chouhata. b) Bharamour Tehsil, excluding Panchayats and Villages included in (a) above. c) Jhandru Panchayat in Bhatiyat Tehsil, Churah Tehsil, Dalhousie Town (including Banikhet proper). Sr. No. Area Allowances (Rs.) Pay below Rs.14,700/- Pay above Rs.14,700/- 2) Kinnaur District : a) Asrang, Chitkul and Hango Kuno/ Chrang Panchayats, 15/20 Area comprising the Gram Panchayats of Chhota Khambha, Nathpa and Rupi, Pooh Sub-Division, excluding the Panchayat Areas specified above. b) Entire district other than areas included in (a) above. 3) Kullu District : a) 15/20 areas of Nirmad Tehsil, comprising the Gram Panchayats of Kharga, Kushwar and Sarga. b) Outer-saraj (excluding villages of jakat khana and burrow in Nirmad Tehsil) and entire district excluding outer Seraj Area and pargana of Pandrabis but including villages Jagat-Khana and Burrow of Tehsil Nirmad). 4) Lahaul and Spiti District : Entire area of Lahaul and Spiti 5) Shimla District : a) 15/20 area of Rampur Tehsil comprising of Panchayats of Koot, Labana-Sadana and b) Dora – Kawar Tehsil, Gram Panchayat of Darkali in Rampur, Kashapath Tehsil and Munish, Ghori Chaibis of Pargana Sarahan. Sr. No. Area Allowances (Rs.) Pay below Rs.14,700/- Pay above Rs.14,700/- c) Chopal Tehsil and Ghoris, Panjgaon, Patsnau, Naubis and teen Koti of Pargana Srahan, Deothi Gram Panchayat of Teklesh Area, Pargana Barabis, Kasba Rampur and Ghori Nog of Pargana Rampur of Rampur tehsil, Simla Town and its suburbs (Dhali, Jagtog, Kusumpti, Mashobra, Taradevi and Tutu). 6) Kangra District : a) Areas of Bara Bhangal and Chhota Bhangal 1600 2100 b) Dharamshala Town of Kangra District and the following offices located outside the Municipal limits but included in Dharamshala Town-Women’s ITI, Dari, Mechanical Workshop, Ramnagar, Child Welfare and Town and Countary Planning Offices, Sakoh, CRSF Office at lower sakoh, Kangra Milk supply scheme, Dugiar, HRTC Workshop, Sadher, Zonal Malaria Office, Dari, Forest corporation office, Shamnagar, Tea factory, dari, I.P.H. Sub Division, Dan, settlement Office, Shamnagar, Hinwa Project, Shamnagar. Palampur Town of Kangra District including HPKVV Campusat Palampur and the following offices located outside its municipal limits but included in Palampur Town – H.P. Krishi Vishwavidhalaya Campus,Cattle Development Office/ Jersy Farm, Banuri, Sericulture Office/ Indo- German Agricultuer Workshop/ HPPWD Division, Bundla, Electrical Sub-Division, Lohna, D.P.O. Corporation, Bundla, Electrical HESEE Division, Ghuggar. Sr. No. Area Allowances (Rs.) Pay below Rs.14,700/- Pay above Rs.14,700/- 7. Mandi District : Chhuhar Valley of Jogindernagar Tehsil, Pancayat in thunag Tehsil of Bagraa, Chatri, Chhotdhar, Garagushiain, Gatoo, Garyas, Janjehli, Jaryar, Johar, Kalhani, Kalwan, Kholanal, Loth, Siligagi, Somachan, Thachdhar, Tachi Thana, Panchayats of Dharampur Block-Binga, Kamlah, Saklana, Tanyar and Tarakholah, Panchayats of Karsog Tehsil – Balidhar, Bagra, Gopalpur, Khajol, Mahog, Mehudi, Manj, Pekhi, Sainj, Sarahan and teban, Panchayats of Sundernagar Tehsil – Bohi, Batwara, Dhanyara, Paura-Kothi, Seri and Shoja. 8. Pamchayats of Bani, Bakhali (Pachhad Tehsil),Bharog Bheneri (Paonta Tehsil), Birla (Nahan Tehsil), Dibber (Pachhad Tehsil) and Thana Kasoga (Nahan Tehsil) and Thansgin Tract. 9. Solan District : Mangal Panchayat 10. Remaining Areas of Himanchal Pradesh not included in (1) to (9) above. 13. Uttar Pradesh : Area under Chamoli, Pithoragarh and Uttar Kashi Districts 14. Uttaranchal (Uttarakhand): Areas under Rudraprayad and Champavat Districts. 3. Project Area Allowance Amendment to Regulation (w.e.f. 01.11.2007) On and from 01.11.2007, Project Area Compensatory Allowance shall be payable at the following rates :- Project Areas falling in Group A - Rs.290/- per month Project Areas falling in Group B - Rs.255/- per month (Please see table below for branches classified as Project Area branches falling in Group A and Group B.) List of Existing Project Area Centre Group ‘A’ Sr. No. Name of Centre 1. Bheemarayangudi (Gulbarga District, Karnataka) 2. Bhilai 3. Bokarao 4. Burnpur (West Bengal) 5. Dapchari (Thane District, Maharashtra) 6. Durg (Madhya Pradesh) 7. Durgapur 8. Heavy Electricals, Kailaspuram (Tiruchirapalli) 9. Jamshedpur 10. Pong Dam (Punjab) 11. Rajghat (Madhya Pradesh) 12. Ramagundam (Andhra Pradesh) 13. Reasi (Jammu & Kashmir) 14. Rourkela 15. Sundarnagar (Mandi District, Himachal Pradesh) 16. Tirthapuri (Aurangabad District, Maharashtra) 17. Visakhapatnam (Andhra Pradesh) Group ‘B’ Sr. No. Name of Centre 1. Agali Attapady Irrigation Project 2. Almatti Dam (Karnataka) 3. Ambikanagar (Karnataka) 4. Ankleshwar (Bharuch District, Gujarat) 5. Balimela (Koraput District, Orissa) 6. Bhadravati (Chandrapur District, Maharashtra) 7. Bhopal Heavy Electricals (Madhya Pradesh) 8. Cambay (Gujarat) 9. Chakranagar (Shimoga District) 10. Chas 11. Chattargarh (Rajasthan – Rajasthan Canal) 12. Dandeli (Karnataka) 13. Deola (Chankapur Project, Nasik) 14. Dharoi Village (Ahmedabad CIrcle) 15. Donimalai (Karnataka) 16. Durv 17. Farakka Barrage 18. Gajuvaka 19. Ganeshgudi (Giant Kali Project, Supa Dam) 20. Gunupur (Koraput District, Orissa) 21. Haldia (West Bengal) 22. Hatia 23. Idikki 24. Jagdalpur 25. Jeypore (Koraput District, Orissa) 26. Jog Falls (Karnataka) 27. Jyotipuram (Salal Hydro Electric Project, Jammu & Kashmir) 28. Kalpakkam (Tamil Nadu) 29. Kankar (Bastar District) Sr. No. Name of Centre 30. Kashipur (Koraput District, Orissa) 31. Kasimpur (Aligarh, Uttar Pradesh) 32. Kargal (Karnataka) 33. Khetri 34. Koraput (Koraput District, Orissa) 35. Kotpad (Koraput District, Orissa) 36. Kudremukh Iron Ore Project (Malleswara) 37. Kulamavu 38. Machhakund (Koraput District, Orissa) 39. Mahi (Rajasthan – Dam Project) 40. Maithon (Bihar – DVC Project) 41. Malkangiri (Koraput District, Orissa) 42. Mandi (Himachal Pradesh) 43. Munsar (Pench Electrict Project, Maharashtra) 44. Nagarjunasagar 45. Nangal Township 46. Narora Atomic Power Project 47. Nawrangpur (Koraput District, Orissa) 48. Neyveli 49. Pandoh 50. Pochampadu (Andhra Pradesh) 51. Pophali (Maharashtra) 52. Ramchandrapuram 53. Ranchi (Bihar) 54. Rawat Bhata 55. Rayagada (Koraput District, Orissa) 56. Sileru (Andhra Pradesh) 57. Srisailam (Andhra Pradesh) 58. Sunabeda (Koraput District, Orissa) 59. Surangani (Himachal Pradesh) 60. Talwara Sr. No. Name of Centre 61. Umarkote (Koraput District, Orissa) 62. Wedigodri (Jayakwadi Project, Aurangabad) 63. Obra (Uttar Pradesh) Subject to verification of 64. Renukoot (Uttar Pradesh) Government Notification 4. Mid-academic Year Transfer Allowance (Change in amount w.e.f. 1st May, 2010 as per Joint Note dated 27.04.2010) If an officer is transferred from one place to another in the midst of an academic year and if he has one or more children studying in school or college, in the former place, a Mid-academic Year Transfer Allowance of Rs.700/- p.m. from the date he reports to the latter place upto the end of the academic year in respect of all the children, provided that such allowance shall cease if all the children cease studying at the former place. Clarification: 1. a. to officers (including promotee officer if they are posted away from their former place of posting) who have one or more children who are residing with him and studying at the place from where they are transferred (Payment of the allowance will not be admissible in respect of any other relations residing and studying at the former place of posting with the officer). b. If the officer has been transferred after the commencement of academic year or before the completion of the academic year. 2. Payment of the allowance will be restricted to studies undertaken in recognized schools and colleges whether private or public (If a particular course or class, does not form integral part of the education in that State, e.g. student in K.G. no mid-academic year transfer allowance will be payable). 3. The officer shall produce alongwith his application for payment of the allowance, a certificate from the school / college / institution where his child is studying clearly indicating the commencement and completion of the academic year. 4. Payment of the allowance will commence from the actual date of reporting of the officer to the new place of posting and cease on; i. conclusion of that academic year (and not completion of the course) OR ii. the last date on which his last child ceases studying at the place from where he is transferred. whichever is earlier. Note : Where the last child of the officer ceases studying at the former place of posting before the completion of the academic year, the officer shall inform in writing to Bank accordingly. GENERAL 1. The material point while deciding payment of mid-academic year transfer allowance is non-shifting of child / children to the new place of posting on account of their studies – shifting of other family members to the new place of posting has no relevance in this connection. 2. The allowance will be restricted in respect of children who are dependent upon the officer. 3. The allowance will not be payable where the place of new posting and the place of former posting are taken as one unit. 4. The allowance will not be admissible where the officer has been transferred at his own request. Regulation 23 (v) Deputation Allowance (Change in amount w.e.f. 1st May, 2010 as per Joint Note dated 27.04.2010) On and from 01.05.2010, if an officer is deputed to serve outside the Bank, he may opt to receive the emoluments attached to the post to which he is deputed. Alternatively, he may in addition to his pay, draw a deputation allowance of 7.75% of pay – maximum Rs.2300/- p.m. and such other allowance as he would have drawn had he been posted in the Bank’s service at that place. Provided that where he is deputed to an organization which is located at the same place where he was posted immediately prior to his deputation or to the training establishments of the Bank, he shall receive a deputation allowance @ 4% of his Revision in Deputation Allowance (w.e.f.1.11.2012) Deputation Allowance shall be at the following rates:- a. An officer deputed to serve outside the Bank of Pay with a maximum of Rs.2300/- p.m. b. An officer deputed to an organisation at the same place or to the training establishment of the Bank of Pay with a maximum Clarification Where an officer on deputation opts to draw pay & allowance applicable to the place of his deputation, he may in addition to the pay and allowances, draw 7.75% / 4% of his basic pay subject to a maximum of Rs.2300/- / Rs.1200/- as the case may be, as Deputation Allowance till such time he is on deputation. Regulation 23 (vi) Officiating Allowance On and from 01.11.1987, if he is required to officiate in a post in a higher scale for continuous period of not less than 7 days at a time or an aggregate of 7 days during a calendar month, he shall receive an officiating allowance equal to 6% of his pay, on pro rata basis for the period for which he officiates. Officiating Allowance will rank as pay for purpose of Provident Fund and not for other purposes. Provided that where an officer comes to officiate in a higher scale, as a consequence solely of the review of the categorization of posts under Regulation 6, he shall not be eligible for the Officiating Allowance for a period of one year from the date of which the review of the categorization take effect. Guidelines for payment of Officiating Allowance and assignment of officiating duties 1. Eligibility for Officiating Allowance In order to be eligible for Officiating Allowance, an officer must work in a post in a higher grade / scale. either For a continuous period of not less than 7 days at a time Or For an aggregate of 7 days during a calendar month For the purpose of computing ‘Officiating period’, the following points shall be kept in mind i. The day on which charge of ‘Officiating post’ is taken shall be counted in the ‘Officiating period’ provided the charge is taken at the start of business hours; ii. Sundays / Holidays falling in between shall be included in the ‘Officiating period’ iii. Leave taken during ‘Officiating Period’ except ‘Casual Leave’ shall be excluded 2. Calculation of officiating Allowance Officiating allowance may be calculated in the individual cases keeping in view the following - a. Where an officer officiates for a full calendar month (i.e. 1st day of the month to the last day of the same month), officiating allowance payable to him shall be equal to the difference between his salary and the salary applicable at the start of the scale / grade in which he officiate subject to the limits with regards to the minimum and maximum as laid down in the Regulation. b. where the officiating period is less than one month, pro-rata Officiating Allowance will be payable. For this purpose, the month shall be taken to consist of 30 days c. Where the officiating period is spread over two (or more) calendar months, the entire period shall be taken as one unit. In such cases, officiating allowance shall be calculated on the basis of salary payable at the time when the officiating period concludes. However, officiating allowance may be paid on month to month basis in cases where the officiating period is not pre-determined. Norms for assignment of officiating duties i. Where the officiating period is for a short duration say, for a month or so, arising out of the permanent incumbent proceeding on leave, normally the senior most official in the Branch or Office would be entrusted with the officiating responsibility. Where the senior most official is not suitable to hold charge, the Zonal Office may depute another suitable official from some other office or branch to officiate during this period. ii. Where the officiating period is fairly long and the placement authority has no immediate plans for posting an official in the appropriate scale on a permanent basis, the selection of the official to be posted on an officiating basis must be made taking into consideration. a. Seniority b. Suitability & c. Availability. iii. The normal rule in such cases would be that the official selected for the officiating position should be eligible for promotion to the higher scale at least in the next promotion process. In exceptional cases this rule can be waived subject to prior approval of the Head Office. It may also be noted that i. Generally, Specialist Officers should not be assigned officiating duties in the generalist post and vice versa except in special circumstances. ii. While officiating, duties should generally be assigned to officer confirmed in the Bank’s service, probationary officers may be considered for assignment of officiating duties depending on circumstances of each case. (Please see Annexure for Letter to be issued when assigning officiating duties.) GENERAL i. An Officer to whom officiating duties have been assigned may have to perform the same over and above his normal duties; ii. Officiating in a post in higher scale will not ipso facto make an officer eligible for promotion. iii. An officer to whom officiating duties have been assigned shall not be immune from transfer during the officiating – period. iv. An officer who has opted scales of pay existing prior to 1.7.1979, will not be eligible for officiating allowance; v. During the officiating period, the concerned officer will be entitled to exercise lending & non-lending powers enjoyed by the permanent incumbent; vi. Officiating allowance shall rank for Provident Fund only. vii. For the purpose of officiating allowance, classification of branches and categorization of posts will be advised by Head Office from time to time. Competent Authority to assign officiating duties (Br. Cir. No.107/163 dated A delegate cannot exercise powers vested with a higher authority unless it is duly authorized in writing by the Competent Authority as given below :- Authority who can authorize Scale I Officer officiating in Scale II position Zonal Manager Scale II Officer officiating in Scale III position Zonal Manager Scale III Officer officiating in Scale IV position Zonal Manager (Scale VI) In case of ZM (Scale V) – then Scale IV Officer officiating in Scale V position General Manager – NBG Scale V Officer officiating in Scale VI position Executive Director Note : Where suitable officer is not available, Competent Authority will refer to the next higher Competent Authority for deputing suitable officer ANNEXURE Specimen letter for assignment of officiating duties BANK OF INDIA ______________________ Branch Date : Officiating Duties You are hereby informed that with effect from ______________ to ____________ or until instructed otherwise, you are assigned duties attached to the post of ______ ___________________________ in the absence of Shri. / Smt. / Kum.______________ _______________ permanent incumbent. Such duties will be over and above your normal duties and functions. 2. By virtue of the duties required to be performed and the corresponding responsibilities to be shouldered by you in discharge of the assignment referred to above, you will be entitled to draw officiating allowance as laid down in Regulation 23 (vi) of the Bank of India (Officers’) Service Regulations, 3. The officiating allowance so payable shall rank as “Pay” for the purpose of Provident Fund contribution only. 4. Please return the duplicate copy of this letter duly signed by you. Signature & Name of the Competent Authority I agree to officiate in the post of _________________________________ Place ___________ Signature ____________________ Date ___________ Name ________________________ Regulation 23 (vii) - Closing Allowance Amendment to Regulation (w.e.f.1.4.1997) - Ref BC 94 / 4 dated 22.4.2000 On and from financial year 1997–98, if he is posted at a Branch where books are closed on 31st March and 30th September a closing allowance of Rs.250/- for each of the two closings. Rules for Payment of Closing Allowance w.e.f.1.2.1989 (B.M.25.3.1989) i. Officers upto and including Senior Management Grade Scale IV will be eligible to receive closing allowance; ii. Cases of Officers who were on leave on ‘No Pay & No Allowance’ basis during March and / or September, to be referred to Head Office, Personnel Department with full facts and recommendations through Regional Office / Zonal Office for consideration of payment of Closing Allowance to them; iii. Promotee / Direct Recruit Officers joining the Bank’s service in the month of March / September will be eligible for payment of Closing Allowance PROVIDED they have been in the service of the Bank for full month of March / September; iv. Closing Allowance for September half yearly closing will be payable in October and for March half yearly closing in April v. The Branch which has paid salary for March / September shall pay Closing Allowance to the concerned Officer. Administrative Instructions : Officers working at administrative offices will not be eligible for Closing Allowance. Administrative Instructions regarding payment of closing Allowance - (C.C.C. Meeting - 3.9.1990) It has been decided that Officers deputed from Administrative Offices to Branches for a minimum, continuous period of a one month (in the month of March/ September) for doing closing work shall be paid closing allowance of Rs.250/- for that half year. It may please be noted that deputation of officers from Administrative Offices to Branches for doing the closing work, if warranted, may be considered only in the exigencies of services, keeping in view the actual strength and the volume of work prevailing at the Branch/es to which the officers are deputed. These instructions are effective from the half year ended 30.9.1990. (viii) Split Duty Allowance - Amendment to Regulation (w.e.f. 1.11.2007) On and from 01.11.2007, if an Officer’s working hours during a day are split with a minimum interval of 2 hours, a Split Duty Allowance of Rs.165/- p.m. shall be payable. If an officer is required to work as custodian of a vault or locker on a holiday, a Diem Allowance at the rate to which he is entitled. Clarification: All the officers who are required to attend vault on holidays will be entitled to Vault Allowance as above. (For Diem Allowance please see Regulation 41(4). (x) Hill & Fuel allowance On and from 01.11.2007, if an employee is serving in a place mentioned in column 1 of the table below, a hill and fuel allowance at the rate mentioned in column 2 shall be payable to him, thereof: Place Rate I Place with an altitude of 1000 metres and above but less than 1500 metres and Mercara Town. 2% of pay subject to a maximum Ii Place with an altitude of 1500 metres and above but less than 3000 metres 2.5% of pay subject of maximum iii. Place with an altitude of 3000 metres and above. 5% of pay subject to a maximum Note : a. Officers posted at places with an altitude of not less than 750 metres and which are surrounded by hills with higher altitude which cannot be reached without crossing an altitude of 1000 metres or more, will be paid hill and fuel allowance, at the same rate as is payable at centres with an altitude of 1000 metres and above. b. Hill and Fuel Allowance presently paid at any centre not covered by the above classification shall stand withdrawn. Regulation 24 : MEDICAL AID An officer shall be eligible for reimbursement of medical expenses actually incurred by him in respect of himself and his family on the following basis, viz : (a) Medical Expenses – Reimbursement of medical expenses of an officer in all pay range and his family may be made on the strength of the officer’s own certificate of having incurred such expenditure supported by a statement of accounts for the amount claimed. The Officers will be eligible to get Rs.3,550/- per year towards the domiciliary treatment and Rs.450/- per year towards ‘Medical Aid’, which can be permitted to be accumulated for a maximum period of 3 calendar years, i.e. upto a maximum amount of Rs.12,000/-. (effective from .1.1.2011). i. On and from 01.05.2010, Hospitalisation charges will be reimbursed to the extent of 100% in the case of an officer and 75% in the case of his family members in respect of all cases which require hospitalization. Reimbursement on the basis of bills, vouchers, etc. of expenses incurred shall be subject to ceilings determined from time to time in accordance with the guidelines of the Government Hospitalisation Expenses under ex-gratia Scheme for dependent family members On and from 01.05.2010, reimbursement of hospitalization expenses under Regulation 24(1)(b)(i) shall be in terms of Hospitalisation Scheme laid down under the Bipartite Settlement dated 27.04.2010 for workmen employees, subject to the following limits:- Scale of Officer Limits a. Junior Management Grade Scale I and Middle Management Grade Scale II and III i) Bed charges Family : Rs.525/- At the scale of 125% of the limits laid down under the Hospitalisation Scheme applicable to workmen employees. Scale of Officer Limits b. Senior Management Grade Scale IV and V and Top Executive Grade Scales VI and VII i) Bed Charges Family : Rs.675/- At the scale of 150% of the limits laid down under the Hospitalisation Scheme applicable to workmen employees. Note : The actual reimbursable amount would be 75% of the actual amount incurred or the amount of such revised ceiling. ii) The reimbursement will be restricted to the following charges : a) Charges for bed limited to a maximum as stated above. b) Hospital charges excluding charges for board. c) Diagnostic material charges, X-rays, Pathological tests, ECG etc. d) Medicines and drugs except tonics. e) Surgeon’s fees including Anaesthetists, Blood Transfusion and Dialysis f) Operation Theatre charges. g) Physician’s and Consultant’s fees. iii) The Officers or members of the families (as the case may be are expected to secure admission in a Government or Municipal hospital or any private hospital, i.e. hospitals under the management of a Trust, Charitable Institution or a religious mission. But in unavoidable circumstances, the officers or the family members or both may avail themselves of the services of one of the approved private nursing home or private hospitals approved by the Bank. Reimbursement in such cases should, however be restricted to the amount which would have been reimbursable in case the patient was admitted to one of the hospitals mentioned above. iv) In the case of hospitalization expenses, reimbursement will be on the basis of bills, vouchers etc. of expenses incurred. v) On and from 01.05.2007, medical expenses incurred in respect of the following diseases which need domiciliary treatment as may be certified by the recognized hospital authorities and Bank’s medical officer shall be needed as hospitalization expenses and reimbursement to the extent of 100% in the case of an officer and 75% in the case of his family members:- Cancer, Leukaemia, Thalassemia, Tuberculosis, Paralysis, Cardiac Ailment, Pleuresy, Leprosy, Kidney Ailment, Epilepsy, Parkinson’s Disease, Psychiatric Disorder, Diabetes, Hepatitis –B, Hepatitis – C, Haemophilia, Myastheniagravis, Wilson’s disease, Ulcerative Colitis, Epidermolysis bullosa, Venous Thrombosis (not caused by smoking), Aplastic Anaemia, Psoriasis, Third Degree Burns, Rheumatoid Arthritis, Hypothyroidism and Hyperthyroidism. The medical aid and reimbursement of expenses under the hospitalization scheme under this Scheme will also be available for medical treatment under the recognized systems of medicines viz. Ayurvedic, Unani, Sidha, Homeopathy and Naturopathy if such treatment is taken in a clinic / hospital recognized by the Central / State Government. Further, reimbursement shall be limited to such expenses within the prescribed ceilings as would have been reimbursable in case the treatment was taken in a Government / Municipal hospital, subject to the overall limits under the Scheme i.e. 100% of approved expenses for self and 75% in case of family. Note : (i) The cost of medicines etc, in respect of domiciliary treatment shall be reimbursed for the period stated in Specialist’s prescription. If no period is stated the prescription for the purpose of reimbursement shall be valid for a period not exceeding 90 days. (ii) Expenses incurred on radiotherapy and chemotherapy in the treatment of cancer and leukaemia shall be considered for reimbursement under domiciliary treatment to the extent of 100% in case of a workman and 75% in the case of his family. Regulation 24 (2) Not withstanding the medical benefits (including hospitalisation etc.), listed in sub-regulation (1) above and in complete substitution of the same, the Board may decide to retain in an unaltered form medical benefits (including hospitalization etc.) as available in the Bank on the appointed date and if the Board so decided, all officers shall be eligible for reimbursement of medical expenses only as per the terms and conditions obtaining in the Bank on the appointed date for grant of medical benefits (including hospitalisation etc.) As per regulation 24(2) , the board has decided that the medical and rules in force as on 30.6.79, in an unaltered form, shall continue to be in force as rules under the new Regulations. The rules are given hereunder : (Board approval dated RULES FOR MEDICAL AID TO OFFICERS AT INDIAN BRANCHES All officers of the Bank, including officers on probation as well as officers suspended from the Bank’s service, shall be eligible for reimbursement of medical expenses actually incurred by them in respect of themselves and their family on the following basis. 1. Medical aid for self: i. The Bank will consider for reimbursement of individual claims / bills submitted at one time subject to their being certified, wherever necessary, as reasonable and in order by a Registered Medical Practitioner acceptable to the Bank, full amount of the claim upto Rs.100/- where the claim exceeds Rs.100/- reimbursement thereof shall be limited to 90% of the claim. ii. Normally, the claims for reimbursement of medical expenses should be made once in a quarter. 2. Medical Aid for family i. Every officer shall be entitled to reimbursement of medial expenses in respect of his family members provided they are considered reasonable by the Bank. gratia Medical Aid reimbursable to the Officers towards hospitalization expenses incurred on the medical treatment of their dependent family members is as under:- (a) The ceilings of reimbursement under different heads shall be @ 125% for the Officers in Junior Management and Middle Management