Suggestions for Trasfer Policy 2012

Ref. No .NBOA/ 185A    /2011-12                                                          15 February 2012

The Chief General Manager

HRMD

NABARD, HO

Mumbai

Dear Sir

Suggestion for  transfer policy – 20012

This is with reference to the discussion NBOA office bearers had with you on 13 February 2012 on the captioned subject. As decided, we forward herewith the suggestion of NBOA on refinement of the Transfer Policy for 2012. 

We sincerely hope that the suggestions will be favourably incorporated in the transfer policy for 2012.   

Yours faithfully 

Sd/-

(U K Mohanty)

President

Encl: As above

HUMAN RESOURCES MANAGEMENT - TRANSFER POLICY  - SUGGESTIONS

Purpose        
The purpose of this policy is to provide a guideline and procedure to implement redeployment of employees from one location to another necessitated by reasons of organizational needs.  The policy would also serve to fulfill the following objectives;

Objectives     

·         To prepare an officer for taking up higher responsibilities by giving the person concerned an opportunity to acquire an insight into the higher echelons of functions and related issues of various NABARD activities through work experience.       

·         To ensure continuity of management and systematic succession planning for key posts in the middle and senior management level.    

·         To maintain and to sustain the organizational growth.     

·         To gel the needs of employees to have a stable and predictable working conditions with organizational needs as stated above.

Transfer Norms / Criteria

·         An officer may be required to serve at any location as required by NABARD.

·         Transfer to a different location would be synchronized with the end of the academic year so that the education of employees’ children does not suffer.

·         Employees opting for transfer, at any other time and on their own volition, may make a request to HRMD which may consider it on merits of each case.

·         Transfers will be aimed at increasing satisfaction level among the transferee officers with a view to have far reaching positive effects on the productivity and efficiency of the organization.

·         The operational domain of our organization demands almost negligible first hand public dealings; specially in grades A, B and C. Therefore, the argument regarding possibility of developing vested interest due to long stay at a centre is neither valid nor tenable. Hence logically, transfers which are trans-state and often trans-zonal leading to social, economical, cultural and psychological upheavals in an individuals’ life may be kept at minimum.

·          Ample opportunities are available for officers up to middle management to get desired exposure and experience of various facets of organizations functioning within a Regional Office and this can be ensured by a meaningful inter-departmental rotation of officers within the R.O.

·         Transfer of officers also involves huge drain on the resources of NABARD- both financially and by way of actual loss in man days. Hence there is a need to optimize transfers in a cost effective manner vis a vis organizational needs. There is a need to analyze ways and means to keep the transfer to the bare minimum so that avoidable expenditure and inconvenience to officers may be minimized.

·         Total no. of transfers in a year may not exceed 15% of the total strength of officers.

·         Transfers may be done without compromising the operational efficiency and administrative needs of the organization.

Specifics of Transfer Policy for officers in Grades A, B & C (other than DDM)

·         Length of Stay (LOS) for officers in Grade A to C may be kept at 7,6 & 5 years respectively as hitherto. NER repatriates may be allowed normal LOS instead of 05 years at present.

·         Officers may be allowed to opt for a second term in the NE states.

·         Retention may be granted to all the officers who have applied for it on health, education and also on other compulsive ground with suitable documentary evidence.

·         As suggested by the management, the officers may be allowed to exercise option indicating 3 choice centres for transfer. As far as possible, officers may be transferred to their first or second choice centre. In case it is not possible to accommodate any officer in his 3 choice centres, an additional choice (4^th) may be allowed to such officers.

·          Swapping of centres on request may be considered.

·          Officers who are left with only 2 or 3 years of services may be posted to their first choice centre or (in case of extreme administrative exigency) to their second choice centre.

·         Special consideration and a flexible approach towards transfers may be continued for physically challenged officers and also to specific requests of the lady officers arising out of the genuine constraints of a working woman- as outlined by NWC too.

·         No officer whose ward is in class X or XII may be transferred as has been the practice in the past.

·         As suggested by the management, the tenure in the first posting of DR officers may be for 3 years and thereafter the normal tenure of the grade should be applicable to them.

·         The direct recruit officers on their first posting to hardship centres may be treated at par with the other promotee officers in respect of transfer matters and they may be             transferred after completing their tenure.

·          When the Bank accepts request transfer, it is based on the considerations that the                     reasons for transfer are justified and genuine and accommodating the officer in the        centre of his choice is possible. Shifting of family and household effects entails substantial expenditure and if no financial support (by way of transfer benefit) is given, it puts the officers under immense financial distress. That also goes against the spirit of Bank’s acceptance that the grounds for request transfer are genuine. Therefore, the Bank may liberalize the policy and not deprive the officers, granted request transfer, from getting transfer benefits. Incidentally, it may be mentioned that transfer benefits were given on completion of minimum LOS of 3 years in earlier years. During 2006, officers completing even one year at a centre were given partial transfer benefits.

·         The satisfaction level may be improved by matching the requests of officers with complementary requests.

·         Life line may be made available for two years in one's entire service period as was in vogue earlier.

·         Extension for one or two years may be available to an officer after LOS on education ground like 10th, 12th or extreme medical cases of their own or of their dependents. The genuinity of such cases may be based on the specific recommendations by the OIC concerned based on the medical advice given by BMO or the medical consultant under whose treatment the officer or his/her dependent is. NBOA may be consulted on all such issue before a final decision is taken by the bank. In case bank is unable to accede to the request of retention due to administrative convenience, the officer concerned may be sanctioned special leave up to a maximum period of 180 days to tide over the situation he/she has been catapulted to due to the transfer.

·         There should be no compulsory transfer on promotion unless tenure is completed.

·         The officer should be transferred to his First choice centre after having worked in hardship centre like Jammu & Kashmir, Bihar, Jharkhand, Himachal Pradesh & RTC, Bolpur.

·         Extension up to two years may be considered on specific recommendation of OIC in view of office exigency.

·         Each officer may have the option to be posted to his domicile centre at least once for one full term during his service other than the initial posting or pre-retirement posting.

·         It would be the endeavour of the bank, as far as possible, to post an officer to the place of posting where his/her working spouse may be posted. In case NABARD doesn’t have an office at that place or administrative exigencies don’t permit such a posting then the nearest centre where NABARD has its office may be allotted to the officer.

Specifics of Policy for DDM Posting and Transfer

·         Keeping in view the fact that DDM has to interact with senior level officers such as District Collector, PD, DRDA, RMs of Commercial Banks, LDMs, District level authorities and Chairman of large RRB (after merger of RRBs), an officer of equivalent rank and having adequate experience should be posted to ensure effectiveness of the DDMs. Since LDM and many of the BMs of the CBs are of scale III or above, only grade C officers should be posted as DDM.

·          In case, however, if grade ‘B’ officers have to be posted as DDM, only the willing officers  having at least 3 years of experience in Grade B may be considered.

·         Language (and not the state) may be one of the major considerations for DDM posting as NABARD is a national organization. So in deficit states like Bihar, UP, Jharkhand, etc. officers knowing Hindi language may be considered.

·         For the purpose of DDM posting, faculty tenure may be treated as equivalent of DDM posting as both prove field experiences.

·         Some ROs / states have been classified as hardship centres for posting and LOS in respect of these centres has been reduced. However, the reduced LOS is not applied for districts falling in those states. No district can be better than state capital in terms of law and order situation, infrastructure, educational / health facilities, etc. Therefore, logically, LOS in respect of DDM posting in those states may also be reduced accordingly.

·         Request for DDM posting, even for a second term, may be considered if adequate number of fresh eligible Grade C officers are not available for DDM posting in a particular state.

·          An officer may be allowed to exercise his option for choice of three districts, out of the districts likely to fall vacant. Options may be taken from Grade C officers and willing grade ‘B’ officers every year.

·         Life-Line should be available to DDMs also.

·         Extension on education grounds/ other genuine grounds may be available to DDMs also.

·         Swapping of choice of districts may be allowed.

·         DDMs who opt to complete their full tenure in a difficult district may be repatriated to their first choice centre.

·         Request transfer for DDMs on medical ground or extreme hardship ground may be considered like in case of other officers.

·         In case of non availability of substitute the district may be either tagged to the adjacent district or a DDO may be identified in the RO if the DDM is not willing to continue after completion of his normal LOS.

·         Normally officers above 50 years of age may not be considered for posting as DDM. However, willing officers may be allowed to opt for and complete his DDM tenure by 55/56 years.

·         In respect of DDM posting, districts may be categorized in two groups (normal and difficult) on the basis of attributes like law and order situation, infrastructure, educational / health and communication facilities, etc. LOS for difficult districts should be kept at 3 years.

·         DDMs should be allowed to keep his family at any centre.

·         Lodging and Halting Allowance may be granted to DDM for the duration for which the previous DDM does not vacate the RCO for his occupation.

·         DDM being a one man office and involving a lot of travelling, officers who are physically disadvantaged and also the lady officers may not be considered for a DDMs posting till they otherwise express their willingness, in writing, to be considered for a DDMs' posting.

OTHER POSTINGS

·         The posting of officers to the districts in case of project specific assignment may also be governed by the same considerations as outlined above for the postings of a DDM.

PLACEMENT POLICY FOR SENIOR OFFICERS

·         Senior officers in Grade D, E & F may be transferred on the basis of their length of stay & organisational requirement for giving them adequate exposure and putting in place a suitable team of officers for smooth management of RO.

·         The normal tenure of Grade D & E officers may be kept at 3 years and Grade F officers at 2 years.

·         Grade D & E officers having 2 years service left may be posted to their choice centre depending upon availability of vacancy.

·         Officers in Grade D & E whose children are in class X & XII or who are having serious health problems both for self or their dependents may be granted extension /exemption for one year.