Chief General Manager (HRMD) 28/03/2014
NABARD, Head office
Mumbai
Dear Sir,
Transfer Policy 2014 - Guiding Principles
thereof
We request a reference
to the captioned subject matter and we would like to express our gratitude to
the bank for initiating steps to evolve an officers friendly transfer and
posting policy with a human face without compromising on the aspects of organizational
requirements. In order to further refine
the process we would request you to consider the following suggestions from
AINBOA-
- Postings at Srinagar Cell of the office may be
delinked from Jammu and it may be considered at par with NE postings in
view of the drastically different situations (geographical, weather based,
political and social) prevailing in the Srinagar region.
- The DR officers who have completed their first
posting tenure of 3 years and are desirous of being considered for a
posting at the choice centre as per the old policy may not be denied this
opportunity in all fairness of things as their batch mates have already
got benefited on this aspect under the old policy.
- GoI Instructions to banks and PSUs on
placement/posting of physically challenged officers be made part of the
policy.
- The LOS and/or tenure of DDM posting may be made
at par with that of the LOS applicable for their governing RO. Ex. the
tenure of a non domiciled DDM posted in a remote district of Bihar or
Jharkhand is 5 years but that of an non domiciled officer posted at Patna
or Ranchi is for 4 years.
- We feel happy to note that our long pending
request of NOT to post grade ‘A’ officers as DDMs has been accepted by the
bank. On similar analogy we request removal of all contract officers
posted as DDMs under the designation of Project Managers.
- Only those lady officers be posted as DDMs who
are willing to take up this primarily field level responsibility and in
order to broad base their choice for DDM posting they may be given a
choice of opting for the district/s (instead of state).
- Preference may be given to Senior officers (grade
D and above) who have NOT spent even a single posting in their home centre
for being posted to their centre of choice.
- In order to have a workable and conducive
operational environment between bank and AINBOA, bank may consider posting
of at-least one principal office-bearer (President or GS) at Mumbai.
Thanking You
Yours Sincerely,
(Dr D S Chauhan)
General Secretary
Dear Sir,
ReplyDeleteSub:- Transfer Process 2014- issues of concern
As you are well aware, transfer process for Grad 'A', 'B' &'C is going on/completed (not sure). In this write up the First transfer list published in NABNET is referred to as 'I list' & individual orders being issued based on representations is referred to us 'individual orders'. I am very eager to know association's stance on the following issues pertaining to the said Transfer process:
1. LACK OF TRANSPARENCY
After the publishing of I list in NABNET, Representations were called for and subsequently HRMD has been issuing individual orders of transfers to ROs. What is the harm in making the transfers of its own staff transparent through publishing in NABNET as was the procedure followed in last few years. Is this practice of secret orders advisable for an organization known for its transparency and accountability ?
2. ABERRATIONS IN THE APPLICATION OF TRANSFER NORMS
a. LENGTH OF STAY :Though the Transfer guideline dated 28 February stipulated 'Length of Stay' for Grade A, B & C as 5 years, it was evident from the I transfer list that '5 year policy' was not uniformly followed.
b. GROUND OF TRANSFER
Discrepancies were observed in consideration of the 'Grounds of transfer'. For example in case of DRs of 2010 batch, many were granted transfer on the ground of 'Joining working Spouse', while few others were denied. If lack of vacancy for Grade 'A' in the destination ROs was the reason for said denial, how other 'Grade A's were transferred to these same ROs through 'individual orders', later ?
Is there any model to calculate vacancy in ROs? If yes, can't it made transparent to ?
3. ROLE/VOICE OF AINBOA IN HR matters like Transfer
Association's efforts in ensuring employee friendly HR policies over years is well appreciated. However, how far it was effective in ensuring equitable justice for all its officers in Transfer process 2014.?
It is humbly requested that AINBOA take RO wise feedback on the issues concerning Transfer process 2014 , consolidate and communicate the same to the management, URGENTLY, to ensure equitable justice for all its staff in HR matters including transfer.