Charter of Demand - Part D - Personnel Policy

PART D- Personnel Policy

     

1.      Management & NBOA relationship

a) Periodical discussions may be held with NBOA at HO and ROs at least on a quarterly basis.

b) The  Joint Consultative Committee with equal representation from Management and Association should meet at least once in a quarter.

c) The various facilities/ perks/ personnel policy may be discussed in the quarterly JCC meetings.

d) Discussions with the CEC of NBOA may be held by the Chairman and MD on a half yearly basis.

e) No change in the personnel policy to be made without being discussed with the Association.

f) Computer with Internet facility, Laptop and Telephone with STD facilities and modular furniture may be provided in the offices of NBOA at all centres.

g) The President / General Secretary and Secretaries of local units of NBOA may be allowed to attend to Association activities for half day each on any two days in a week.

2        Career Progression

a)The existing staff strength may be restructured to have a more balanced pyramidal structure by 2017 as under

Grade	No. of officers	Span of Control
F	55	1:2
E	110	1:3
D	330	1:3
C	990*	1:2
B	1080	1:1
A	1080

·         Approximately 450 grade ‘C’ officers will be DDM/DDO as such only 450 grade C officers reckoned towards span of control parameter.

b) Accordingly additional posts may be created at all the levels and recruitment undertaken at grade ‘A’ level over a period of 3 years. Officers in Grade ‘A’ may be granted personal promotion Grade ‘B’ on completion of five years service in Grade ‘A’.

c)Officers  in Grade ‘B’ may be granted personal promotion to Grade ‘C’ on completion of five years service in Grade ‘B’.

d)Officers in Grade ‘C ‘may be granted personal promotion to Grade ‘D’ after completion of  five years service in Grade’ C’.

e)Officers in Grade ‘E’ may be granted personal promotion to Grade ‘F’ after completion of  5 years service in Grade ‘E’.

f)Officers in Grade ’F’ on completion of 5 years service in Grade ’F’ may be granted all the facilities available to Regional Directors and Principal CGMs in RBI.

g) An officer who got personal promotion may be eligible to compete for regular promotion for the higher post through normal selection process.

h)Personal promotion may be applicable to all officers in all the services.

i)Personal promotion may be given on the basis of annual review and made effective from 1 January every year.

j)The length of service to the respective grades for the purpose of personal promotions may be reckoned as the date of review indicated above.

     

3       Performance Appraisal Reports

      The appraisal system may be modified to provide for the following

a) A system may be evolved to have a half-yearly review on the various attributes of an officer and having relevance in the PAR.

b) Based on such half-yearly review the officer may be counseled by a Committee comprising of Officer-in- charge (ROs)/ Departmental Heads (HO), reporting officer and a representative of National Bank Officers’ Association.

c) Instead of giving marks for each of the attributes and then totaling for the overall marks, grading on the basis of grading given for each attributes with weightage assigned to each attributes may be introduced for recording PAR.

d) The review committee to finalise the PAR may include the reporting officer also.

e) Any adverse remarks recorded in the annual PAR may be communicated to the officer.

f) The percentile rating may be informed to each officer annually.

g) The Grievance Redressal Committee at Head office may have the powers to examine the grievances on PAR

4.  Promotion Policy

a) The number of vacancies in each grade for which interviews are to be held may be assessed and announced well before the process of interview commences.

b) The number of officers to be considered for promotion may be the eligible officers (as per the eligibility criteria prescribed in the NABARD Staff Rules, 1982) not more than three  times the number of vacancies assessed for the particular year and declared as per (a) above in the order of seniority in the substantive grade including those officers who were not selected in the past by the Selection Board.

c) Selection may be based on the PAR and interview.

d) Performance in interview may be a qualifying criterion for selection.

e) Instead of providing weight-age of PAR marks of the last three recorded PARs an assessment be made an weight-age granted on the basis of the best three PARs of the preceding five PARs recorded.

f) The Selection Board may be the same for the same grade and may be constituted by having a mix of internal and external experts.

g) Special weight-age may be assigned at the time of promotion towards the seniority , DDMs posting , posting in DoS , Training Institutions and NE and difficult centres.

h) Promotion policy and process be uniform for all the streams of services available in the bank.

     

5        Recruitment

a) The recruitment may continue to be at Grade ‘A’ level only.

b) The recruitment may be done on an annual basis and at regular intervals.

c) The number of Grade ‘A’ officers recruited in a year may be such that it ensures a carrier progression for the recruits to reach at least Grade ‘E’ level.

d) Adequate number of support staff in group ‘B’ & ‘C’ be recruited so that required support services are made available to the officers for effectively carrying out their duties and responsibilities.

6        Capacity Building and Skill Upgradation

      In the changing environment there is a need to develop specialisation in certain areas and necessary skills are imparted to the identified officers. The HRD policies are to be revamped so that the skills are upgraded to take up the challenges as and when called upon. The areas where specialized skill upgradation is required may be identified in consultation with NBOA. Some of the areas that can be considered for specialization may be the following

i.   IT related operational skills

ii. Marketing skills

iii.           Project appraisal skills

iv.           Microfinance sector

v. Infrastructure development

vi.           Managerial skills

vii.         Cooperative management

viii.       Supervisory skills

7        Training

a) Every officer should be deputed for a training programme once in a year and for a foreign training programme atleast once in service.

b) Age stipulation may be dispensed with.

c) Bank should bring out a transparent well defined policy for deputing officers for training/ attending seminar etc abroad.

d) Officers opted for Non-transferability may also be considered for foreign training.

e) Training programmes conducted by reputed institutions/ organisations in India and Abroad on topics of importance and useful to NABARD may be identified and officers may be deputed for such programmes. A transparent well defined policy for deputing officers for such training may be evolved in consultation with NBOA.

f) Officers may be considered being temporary posted to institutions of importance to NABARD like Cooperative Banks, RRBs, Commercial Banks, MFOs so as to gain practical experience.

g) Officers undertaking inspection of banks may be considered for being associated with the inspection of commercial banks undertaken by RBI

8        Transfer and Placement  Policy

a) Transfer policy in respect to officers in grades ‘A’ to ‘C’ may be a long term policy and it should be an officers friendly process with an objective of having minimum numbers of displacements every year.

b) A well defined transparent Placement policy in respect to senior officers too may be put in place and it should too be a long term and officers friendly process.

c) The total transfers including placement of senior officers and request transfers shall not exceed 10 % of the total officers strength.

d) The policy of first in first out should be followed.

e) DDMs posting may be made mandatory for all officers before being considered for promotion to senior officers cadre. Exemptions from such postings may be granted on request only to lady officers (DDM being a single man and having travel involving job profile posting) and to officers who have attained an age of 58 years or above.

f) Request transfers may be given preference while considering transfers.

g) Postings in ROs has to be done in such a way that apart from the DDMs, 80 % of the Officers know the local language and can correspond in local language

h) Officers, including senior officers ,  whose wards are studying in IX to X and XI to XII standards may be considered for being transferred to or retained at the centre where their wards may be studying. In case bank is not having an operational office at the place of study of the ward he/she may be posted to the his/her nearest choice centre from the place of study of ward.

i) Officers attaining the age of 55 may be posted/ transferred to centre where they propose to settle after retirement on request at any time after attaining the age.

j) The transfers including request transfers should be at bank’s cost irrespective of the tenure at the centre.

k) The tenure in NE States, Sikkim , Srinagar and A&N Island should be only 2 years.

l) Jammu, Shimla, Patna, Ranchi , Raipur and Bolpur may be treated as hardship centres and the tenure in these centres may be only 3 years. The DDMs tenure in a hardship district may be fixed at 3 years and in other districts at 5 years. Bank may , in consultation with  AINBOA , draw up a list of hardship and non hardship districts.

m) The transfer policy should provide for each officer to 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.

n) The zone for transfer has to be the same as that adopted by the bank for classification of Regional Offices

o) In case of physically handicapped officers the GoI policy may be followed.

p) All facilities available to officers transferred to NE states may be made available to officers transferred to the hardship centres.

9        Deputation

a) NABARD officers may be deputed to those institutions in which NABARD has taken share in proposition to the shares.

b) NABARD may draw up a plan for lateral movement of officers by deputation of officers to other institutions in India and Abroad, connected with agriculture and rural development.

c) The Core staff from NABARD posted to all the subsidaries of NABARD may be paid Deputation Allowance at the rate of 15 % of the basic pay.

d) A transparent well defined policy may be evolved for giving assignment of work relating to NABCONS to the serving officers of NABARD and when such additional work is assigned, incentives/ fees may be paid for the assigned work.

10    Scheme of Grant of Sabbatical

a) Sabbatical leave for a period not exceeding 5 years may be granted to all officers once in the entire service without attaching any conditions.

b) During the period of Sabbatical, the officer will be free to undertake any activity in India or Abroad.

c) When Sabbatical is availed  for pursuing courses/ research projects/ programmes of importance to NABARD the officer shall be entitled for the normal pay, allowances and all facilities as applicable to the officer on duty.Tuition fees etc, if any, for pursuing courses/ research projects/ programmes of importance to NABARD may be reimbursed. Two and fro fare, once in a year from the place of sabbatical to the place of posting may be paid by the bank.

11    Infrastructure

a) Bank should acquire/ construct buildings at all centres for office.

b) Arrangements should be made for periodic maintenance of office building and review thereof at Head Office by a Committee with representatives of recognized Associations of officers and employees on a yearly basis.

c) All offices should be centrally air conditioned.    

d) All officers should be provided with PC with internet facility at Office and laptop

12    Facilities for District Development Offices

a) The concept of DDM as a singleman office needs serious re-consideration .The present workload of DDM warrants provision for supporting officer in Grade A/B level,which may be provided.

b) DDM should be provided with Printer -cum- Fax- cum-Xerox- cum- Scanner machine for smooth functioning of district office.

c) Broadband connection over & above the landline telephone/mobile eligibility should be provided.

d) Telephone eligibility for DDMs be 30000 calls per annum.

e) Mobile usage ceiling be increased to Rs.2000/- per month.

f) Claims both under Landline and Mobile may be allowed within the overall combined ceiling.

g) Additional Broadband facilities be allowed with a ceiling of Rs.1000/- per month.

h)Restriction on tour for 120 days in a year may be modified to hiring vehicle for 120 days in a year and 150 days for tagged district.

i) Drivers salary @ Rs.5000 per month should be provided to all DDMs.

j) Taxi hiring charges should be on the basis of per day fixed hiring charge prevalent in the concerned district plus diesel consumption @ 8 km per litre.Detention charge  @ Rs.50 per hour may be paid for hiring of taxi for more than 5 hour per day.

k) Use of own car for official tour should be re-imbursed @ Rs.10/- per km in plain area and @ Rs.15/- per km in hilly area.

l) Maintenance expenses for the District Office be increased to Rs.7500/- per month.

m)Entertainment expenses be increased to Rs.1750/- per month.

n) Personal advance to DDMs be increased to Rs.25000/- .

o) Lease rent eligibility for the residence cum office of DDM should be the prevailing eligibility of the grade of the officer plus Rs.2000/- towards office premises portion..

p) The office room of the DDM should be provided with Air Conditioner.

q) Inverter/s of sufficient capacity should be provided in the office cum residence of DDM to ensure power to the office,pc/printer etc and reasonable number of light points/fans etc.Wherever power problem is there,Generator of sufficient capacity to be provided.The fuel consumption for the generator may be paid on declaration basis @ Rs.3000/- per month.

r) Provision for Aquaguard should be made in the residence cum office of DDM.

s)Furniture of the District Office should be befitting to the status of District level Revenue Officer.

t) The monetary limit for purchase of furniture may be Rs.1.50 lakh.

u) Replacement of furniture may be done every 10 years.

v) Laptop,in addition to PC,should be provided to the DDMs.

w) Re-imbursement of Lunch subsidy @ Rs.130 per day may be paid to the DDMs as admissible to officers of RO/HO.

x) DDMs on tour outside the district may be allowed to travel by own car or hired vehicle and re-imbursement may be made at the rate as indicated above.

Y) In case the DDM is keeping his family at any other centre/place in India,he may be paid enhanced HRA at 200 %.

z) DDM may be allowed to keep his family at any place of his choice with bank’s leased accomodation.

aa) DDM after completing his tenure  be given posting/transfer to the first choice centre. .

bb) The Districts may be categorised as difficult districts or otherwise on the basis of health care facilities, Education & communication facilities. DDM posted to these difficult districts may be given a tenure of 3 years with transfer to his choice centre.

cc) In view of  tremendous work load DDMs should be given special allowance of 15% of  pay.

dd) Training and exposure programme for DDMs to different types of training course both inside & outside NABARD should be organised every year.

ee) Hiring of stenographer / word processor should be allowed to DDMs.

ff) Voice recognition software should be provided to all DDMs.

gg) Zonal Office headed by Grade D Officer for supervision of 8/10 District Offices should be established.

hh) Only Grade “Cofficers should be posted as DDMs

ii) Grade “C” DDMs posted in the Head Quarter District of RRBs should be nominated as the director in the Board of RRB.