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Role Of Bank Staff In Success Of XIth Bipartite Settlement
It is known to all bankers that Ministry of Finance has written a letter to Chiefs of all public sector banks to initiate process of wage revision which in due in the month of November 2017. Many of bank staff used to blame current leadership during the course of dialogue for last Xth bipartite settlement. They all should now submit their valued suggestion for forthcoming Bipartite Settlement to current leadership UFBU or their own trade union or they themselves should come forward to lead the trade union of bank staff and do what in their opinion would be best.
But once the process is initiated, it will be foolish and ineffective to use abusive or derogative words for leadership (on facebook or other social sites) who take part in dialogue for wage revision. It is advisable that all talented bank staff sit together daily to finalise Charter of Demand and submit the same in a month to Chiefs of their bank or IBA whichever is assigned the task of finalisation XIth Bipartite Settlement.
Whoever want to submit his or her suggestion for getting best pay structure and other benefits may submit to their leadership or submit on Facebook or to me for sharing the same with others and getting as far as unanimous point of view on any point. UFBU may call a meting of all talented bank staff at one place to discuss all issues related to Bipartite Settlement and finalise a draft paper to be submitted to IBA for initiation of dialogue and process of finalisation of mutually agreeable accord.
Some Bank staff want to bring bank in the jurisdiction of Central Pay Commission, some of them want to continue to stick to existing system of Bipartite Settlement and some of them compare bank scale with that of LIC or other private companies.They all have to collect the position of bank staff which used to be four decades ago and that of subsequent Bipartite Settlement and prove to Central Government that wage structure in Bank has faced continuous erosion.
I should make it clear that Chiefs of Public Sector Bank who are part of negotiating bodies like Indian Bank Association will perhaps think more in favour of Ministers because they are more concerned about their career than future of bank staff or future of bank they serve.
Ministry of Finance and Central Government use to put blame on bank management that due to improper management of manpower , volume of bad assets in bank is continuously increasing .They trust on advices given to them by Chiefs of banks on all issues related to wage revision. They trust them blindly even if false and fraudulently figures are submitted by clever Chiefs of banks.
But leaders have to prove that role of politicians and Government is equally responsible for reckless and unabated rise in stressed assets in public bank compared to that in private banks . Trade union leaders have to convince government that bank staff are not responsible for rise in bad debts and fall in profit of public banks.
Now when health of public banks has become highly critical due to some reason or the other , one of trade unions called AIBOC has written to Ministry of Finance to prove that bank staff are not responsible for current mess in these bank. But in my view writing letters is not going to serve the purpose they want to serve. They have to furnish facts and figures before appropriate authorities to make their position crystal clear. AIBOC try to appear as concerned for growing bad debts and trying to shed Crocodile Tears.
AIBOC has expressed in their letter addressed to MOF that majority of public sector and few private sector banks would be in red on account of asset quality review by the bank. It proves that leaders of trade union also know it very well that game of hiding stressed assets in banks is not uncommon.
Every officers who heads a branch or a Region or a Zone or a bank is habituated and trained to show bad assets as Standard and if any officer do not obey verbal orders coming from higher offices , he or she is taken to task , either by transfer to critical place or by rejection in promotion or by giving him useless work. This culture is well established and deep rooted. Window dressing is inseparable part of bank management .
Fact is that Trade Union Leaders in general ( barring some exceptional devoted leaders ) too are playing the same game as top officials of bank management are playing with the future of bank staff. And both of them want to serve mostly their self interest than the interest of their members or bank staff . Both of them want to pass the days happily sacrificing the interest of staff as well as that of the organisation they belong to. Some of them have retired , still they continue to lead trade unions . This is because young boys and girls or working senior bank staff do not come forward to take the lead.
I do not hesitate in saying that so far as corruption in bank is concerned or that of accumulation of bad debts in concerned , bank management and trade unions are more or less two sides of same coin. Had trade unions been honest and straight forward and had they been real protector of bank staff and bank , these banks could have remained in better position.
As such it will be wrong to remain silent spectator of what trade union leaders propose in Charter of Demand and then abuse them if the settlement goes against the expectation. It is the time that all staff members come together and stand as united like rock and prove that they are as militant for common cause as they used to be in seventies and eighties .On the contrary, if staff continue to remain divided in small blacks and in small groups and continue to voice their own sound in their own tune which not appear to be in same tune , it will crate more noise than a musical and harmonic sound which provides guarantee to best settlement.
Unity is strength and it is necessary that bank staff maintain unity at least on social sites and at the same time remain in close touch with their top leaders which will help them in making a best draft for Charter of Demand. We have seen how LIC trade Union got better wage revision in few months without resorting to any strike whereas our militant leaders in bank failed to achieve satisfactory hike in wage in Xth Bipartite Settlement despite prolonged dialogue and man strikes.
Following is the copy of letter AIBOC has written to Ministry of Finance either to protect bank or to protect guilty officers or to save their own image when RBI is going to expose the evil culture prevalent in public bank for which both management and trade union leaders are responsible. God knows what is true and what is not. But bank is passing through bad days, and it is duty of all bank staff to protect it and to make our image shining once again.
http://aiboc.org/wp-content/uploads/2013/10/aibocltr-2016-04.pdf
Mr. Pannvalan Writes as follows
The communication from GOI to individual banks to start 11th BPS was prompted by the LIC wage revision that was notified by the government on 14-06-2016. At the lowest end (AAO in LIC of India and Officer in JMGS I in banks), the gross salary per month in Metros is Rs.48,800 and Rs.38,703 respectively, signifying a variance of 26.09%. At the highest level (ZM-S in LIC and GM in banks), the gross salary per month in Metros is Rs.140,421 and Rs.197,342 respectively, signifying a variance of 40.54%. That's why I say by the next wage revision, the gap between bank staff and LIC staff may widen further, so that LIC staff will receive twice the salary of bank staff in November, 2017.
After the 7th CPC recommendations are notified, bank staff will be exposed to greater shock.
What is to be done now, I leave it to the wisdom of all concerned.
Friday, January 15, 2016
Suggested Charter OF Demand For XI Bipartite Settlement
Eleventh Bipartite Settlement - By Pannvalan
Pay Scales to be Demanded
We are all aware that the Department of Financial Services, Ministry of Finance has set the ball rolling for commencement of 11th BPS and they have issued a notification to all the banks that are part of the process, advising them to complete the whole process well before the due date i.e. 1st November, 2017.
So, I have now been tempted to initiate the process, by making these suggestions.
Before proceeding further, we must remember that the implementation of new pay scales for central government employees under 7th CPC is already under way. Their new pay scales are expected to be implemented with effect from 1st January, 2016.
Their new basic pay is expected to vary from 2.57 to 2.78 times their present pay.
Even at the pre-revised level (i.e. 6th CPC level), their Basic Pay is higher than the revised Basic Pay of the bank staff, after 10th BPS.
Alright, let us now proceed to arrive at the new Basic Pay to be fixed in 11th BPS.
Assumptions:
The average All India Consumer Price Index for Industrial workers (Base: 1960=100) is expected to be at 6777 for the quarter ending 30th September, 2017(assuming that the annual inflation will be 6% for the next 2 years).
Accordingly, the DA as on 31-10-2017 on the exiting basic pay will be at 58.40%.
Unlike last time, it is expected that the full amount of D.A. outstanding as on 31.10.2017 will be merged, as is being done in the case of Central Government Employees.
So, the whole D.A. at 58.40% will be merged with the existing basic pay, at the time of next wage revision.
Then, the Special Allowance with applicable D.A. thereon (introduced in 10thBPS) is also to be merged with the existing basic pay.
Then, on this amount, an increase of 40% (additional load factor) is given and fixed as the revised Basic Pay. It is then rounded off to the next higher 100.
Now, let us see how much it translates to, so as to arrive at the revised Basic Pay for each staff, depending on his cadre/grade. Variation occurs here, only because of the difference in the rates of Special Allowance fixed for officers in different grades and scales.
(Amount in Rupees)
S No | Components of Revised Basic Pay | Sub-staff to Officer MMGS III | Officer SMGS IV & SMGS V | Officer TEGS VI & TEGS VII |
1 | Present Basic Pay(Notional) | 100.00 | 100.00 | 100.00 |
2 | Special Allowance as per 10th BPS (excluding D.A. thereon) | 7.75 | 10.00 | 11.00 |
3 | Total of (1) and (2) above | 107.75 | 110.00 | 111.00 |
4 | D.A. as on 31.10.2017(Projected) calculated on (3) above | 62.93 | 64.24 | 64.82 |
5 | Total of (3) and (4) above | 170.68 | 174.24 | 175.82 |
6 | Revised Basic Pay,after adding 40% additional load on (5) above | 238.95 | 243.94 | 246.15 |
S No | Rank/Grade | Existing Basic Pay (Rupees) | Revised Basic Pay(Rupees) | Annual Increment - New(Rupees) | ||
Starting | Closing | Starting | Closing | |||
1 | Sub-staff | 9560 | 18545 | 24000 | 44200 | 900/8 - 1100/8 - 1400/3 |
2 | Clerk | 11765 | 31540 | 30000 | 68900 | 1500/3 - 1900/8 - 2400/8 |
3 | Officer - JMGS I | 23700 | 42020 | 57000 | 104100 | 2400/7 - 2900/2 - 3500/7 |
4 | Officer - MMGS II | 31705 | 45950 | 73800 | 111100 | 2900/2 - 3500/9 |
5 | Officer - MMGS III | 42020 | 51490 | 97100 | 123000 | 3500/5 - 4200/2 |
6 | Officer - SMGS IV | 50030 | 59170 | 114600 | 141400 | 4200/4 - 5000/2 |
7 | Officer - SMGS V | 59170 | 66070 | 131400 | 153400 | 5000/2 - 6000/2 |
8 | Top Executive - TEG VI | 68680 | 76520 | 159400 | 185800 | 6000/2 - 7200/2 |
9 | Top Executive - TEG VII | 76520 | 85000 | 185800 | 217000 | 7200/2 - 8400/2 |
Note:
The new Basic Pay is arrived, by multiplying the present Basic Pay by the factor as stated above.
Then, the new basic pay so arrived at is raised to the next higher 100 Rupees.
This figure will be the new Basic Pay.
The Basic Pay mentioned above is exclusive of the Stagnation Increments, wherever applicable.
Amount of new increment is slightly lower than 4% of the revised Basic Pay at each stage.
It must be noted that even the revised Basic Pay at this level is far below the proposed Basic Pay of the Central Government staff, as per 7th CPC.
Since the entire D.A. outstanding as on 31.10.2017 is to be merged with the existing Basic Pay, the new D.A. as on 01.11.2017 will be 'Nil'.
Therefore, we are fully justified in demanding the revised Basic Pay at this level and we need not feel guilty that our demand may sound unreasonable, impractical and excessive.
Unless we convince ourselves regarding the justification in our demands, we cannot go the bargaining table with total confidence. This we must remember.
Some Important Points
Already we are far behind the central government employees in pay and perks and if we fail to bridge the gap between them and us at the time of 11th BPS, the gap will keep on widening further and further, with each wage revision.
Already the bank jobs have lost their charm, for the highly qualified and meritorious candidates and the attrition rate is also very high as compared to any other sector or industry.
Moreover, we must remember that nearly 40% of the existing staff in the banking industry retire in the normal course (on attaining the age of superannuation), in the next 4 years. The exodus will be like a deluge between 2018 and 2020.
With the recruitment not taking place at the desired levels, the staff position will only deteriorate, with the indiscriminate branch expansion by all banks in general and public sector banks in particular. With the introduction of new products every now and then, the situation will turn precarious.
Therefore, unless we make the bank job a more lucrative and interesting profession, banks especially in the public sector cannot attract good talent and retain it.
If the revised basic pay is not at the level projected hereinabove, it will only reflect upon our weak bargaining power and the inability of our union leaders to feel the pulse of the staff especially those in the public sector banks.
If we cannot achieve revision as projected here, we must demand CPC scales or a separate Banking Pay Commission. For that to happen, disbanding of UFBU is a sine qua non.
Date: 14-01-2016 pannvalan
11th BPS - Population Group - New Classification Proposed
It is proposed to reclassify the places/centres, according to the latestpopulation figures of such places/centres. It is as follows.
S No | Population of the Place/Centre | Classification |
1 | Up to 50,000 | Rural |
2 | 50,001 to 200,000 | Semi-Urban |
3 | 200,001 to 20,00,000 | Urban |
4 | 20,00,001 to 50,00,000 | Metropolitan |
5 | Above 50 Lakhs | Megalopolis |
H.R.A. Payable on the basis of Population Groups
S No | Population of the Place/Centre | H.R.A. Payable (as % of Basic Payplus other allowances ranking for P.F.) |
1 | Up to 50,000 | 7.00 |
2 | 50,001 to 200,000 | 8.00 |
3 | 200,001 to 20,00,000 | 9.00 |
4 | 20,00,001 to 50,00,000 | 10.00 |
5 | Above 50 Lakhs | 12.00 |
Note: There is no ceiling on the HRA Amount payable.
C.C.A. Payable on the basis of Population Groups
S No | Population of the Place/Centre | C.C.A. Payable (as % of Basic Pay plusother allowances ranking for P.F.) |
1 | 500,001 to 15,00,000 | 5.00 |
2 | 15,00,001 to 50,00,000 | 6.00 |
3 | Above 50 Lakhs | 8.00 |
Note: There is no ceiling on the CCA Amount payable.
Hill Allowance Payable on the basis of the Altitude of the Place
S No | Altitude of the Place/Centre (in Metres) | Hill Allowance Payable (as % of Basic Pay plus other allowances ranking for P.F.) |
1 | 1500 to 3000 | 4.00 |
2 | 3001 to 6000 | 6.00 |
3 | Above 6000 | 10.00 |
Note: There is no ceiling on the Hill Allowance payable.
Date: 14-01-2016 pannvalan
Eleventh Bipartite Settlement - Charter of Demands of Officers on Other Allowances
Allowance | EXISTING | REVISED |
D. A. | 0.10% per slab on the pre-revised basic pay | 0.07% per slab on the revised basic pay |
H.R.A. | 7%/ 8%/ 9% of the present basic pay depending on the population group | 7% to 12% of the revised basic paydepending on the revised classification of the centres (please see attachment for further details),without any ceiling |
C.C.A. | 3% for lower CCA centres and 4% for higher CCA centres with a maximum of Rs.600 and Rs.870 respectively. | 5% to 8% of the revised basic pay depending on the revised classification of the centres (please see attachment for further details),without any ceiling |
PQP - 1 | Rs.670 | Equal to one increment in the last stage of the scale |
PQP - 2 | Rs.1,680 | Equal to 2 increments in the last stage of the scale |
FPP | In case of FPP, the current FPP is protected and on promotion to the next higher grade/scale only, on reaching the maximum of the scale, FPP equivalent to the last increment in the scale is granted with DA thereon, basing on the index prevailing at the beginning of the settlement period (01-11-2012). This will remain frozen till the settlement period ends. | FPP is proposed to be fixed at the amount equal to the previous increment drawn plus DA thereon, basing on the index prevailing at the beginning of the settlement period (01-11-2012). This way, the anomaly in FPP will vanish. On reaching the maximum of the scale, FPP equal to one increment in the last stage of the revised scale plusDA (as on 01-11-2012) thereon is granted. This will remain frozen till the settlement period ends. |
Medical Aid | Up to MMGS III - Rs.8,000 SMGS IV and above - Rs.9,050 | Up to MMGS III - Rs.12,000 SMGS IV and above - Rs.15,000 |
LFC - Home Town | Frequency - Once in the sub-block of 2 years, in the main block of every 4 years. Effectively, it is once every 4 years only. Distance - There is no restriction on the distance between the present place of work and the home town. | If the distance between the place of work and the home town is 500 KMs and above, home town LFC is permitted every year. Otherwise, no home town LFC is allowed. |
LFC -Anywhere in India | Distance - Without restriction on the distance, any place in India can be reached by the shortest route and eligible mode of travel. But, the place of destination must be mentioned beforehand and such place must be touched, even if a roundabout journey is undertaken.(Reimbursement will however be restricted to the distance by the shortest railway route by the eligible class). | 4500 KMs one way for officers up to MMGS III and 6000 KMs one wayfor SMGS IV and above (It is not compulsory to touch the intended destination). Circuitous journey is also allowed within the overall distance (both ways) of 9000 KMs/12000 KMs as the case may be. Within the overall eligibility, expenditure on travel to foreign countries may also be reimbursed, provided proper proof is submitted. |
Halting Allowance | Up to MMGS III - Rs.800/Rs.950/Rs.1,100/Rs.1,300 SMGS IV & SMGS V - Rs.950/Rs.1,100/Rs.1,300/Rs.1,500 TEGS VI & TEGS VII - Rs.950/Rs.1,100/Rs.1,300/Rs.1,800 | Up to MMGS III - Rs.1,000/Rs.1,200/Rs.1,400/Rs.1,600 SMGS IV & SMGS V - Rs.1,200/Rs.1,400/Rs.1,600/Rs.1,800 TEGS VI & TEGS VII - Rs.1,200/Rs.1,400/Rs.1,600/Rs.2,000 |
Split Duty Allowance | Rs.200 per month | Rs.400 per month. |
Date: 14-01-2016 pannvalan
Charter of Demands for Eleventh Bipartite Settlement
-----------------------Other than Pay and Allowances--By Pannvalan
REGULATION OF WORKING HOURS
Working Hours shall not exceed 40 hours per week and 8 hours per day(which does not include lunch break of 30 minutes duration).
All Saturdays will be holidays. In other words, banks will work only on 5 days in a week.
All double sessional offices must be converted into single sessional offices in phases.
In case of bigger cities - 'A' Class cities and Metros - banks may have staggering business hours. They may start functioning between 8-00 AM and 10-30 AM and will have customer transactions for not less than 5 hours a day.
Including pre-lunch and post-lunch business hours and lunch interval, the total number of hours a staff is required to be physically present at the branch/office and on outside duty shall never exceed 9 hours a day.
If a staff member (Award Staff/Officer) is made to work beyond the stipulated time, additional amount of compensation calculated in a fair, reasonable and equitable manner must be paid in cash.
In case many staff members are advised to sit late quite often, it must be recorded.
If staff members are required to work for late hours on a regular basis, arrangements must be made to notify and fill the additional vacancies of permanent nature within 6 months period.
Staggering of duty hours may be effected with 15 days advance notice to the staff concerned.
Any changes in the daily working schedule shall be through written office order only. Oral instructions issued in this regard will not bind the staff concerned.
There shall be fair play, non-partisan behavior and transparency on the part of the branch head/immediate superior in every staff-related issue.
PUBLIC HOLIDAYS
'5 day week' is to be implemented within a specific time frame, but not exceeding 6 months from the date of the settlement.
Number of Public Holidays under N.I. Act at present varies from state to state. It is proposed to fix it at 8 (Eight) uniformly throughout the country.
In addition, 4 optional/restricted holidays on notified festival days (national/state/local) may be given.
However, this is subject to the proviso that more than 1 optional/restricted holiday cannot be allowed to a person, in a month. Rules governing Casual Leave will apply to 'optional/restricted holidays' too.
No staff must be forced to work for more than 7 calendar days continuously, under any circumstances.
In case a staff member is forced to work on a Sunday/Public Holiday, compensatory off must be given within 30 days. This is in addition to the monetary compensation payable.
LEAVE PROVISIONS
Casual Leave up to 1 day shall be permitted to be availed without prior sanction. Nonetheless, prior intimation is needed. Prior intimation may be through email and also SMS to the mobile phone of the leave sanctioning authority.
Sick Leave not availed at the end of each year will be credited to the Privilege Leave account automatically, without the staff asking for it.
Privilege Leave must be allowed to be accumulated up to 300 days.
Privilege Leave accumulated above the maximum of 300 days must be allowed to be encashed, without linking it to L.F.C(availment/encashment).
At the time of retirement, encashment of PL up to 300 days is to be allowed and it is to be totally tax free, on the lines of the same facility available for central government employees.
For this purpose, superannuation or VRS under pension regulations after putting in a minimum service of 20 years shall be treated alike.
HEALTH
Health Insurance premium for the serving personnel aged 50 years and above must be borne by the individual banks. Ceiling for each staff will depend on his/her rank/grade.
No upfront payment must be demanded at the time of treatment. It must be 100% 'cashless treatment' in its true sense. No sub-limits must be stipulated.
Even for out-patient treatment, tie-up with good hospitals nationwide must be established for the staff in service and also those who have retired.
For all retired personnel - retired on superannuation, VRS or CRS - health insurance premium must be remitted by the banks in which they served.
LOANS ON CONCESSIONAL RATES OF INTEREST
For staff children, rate of interest on education loans must be brought down uniformly to 6% p.a. up to the priority sector ceiling. Beyond that level, 3% extra interest may be collected. The entire interest payable on Education Loans must be simple, till the originally fixed due date of the loan.
Interest on Vehicle Loans shall not exceed Base Rate minus 1% (Simple).
Interest on Staff Housing Loans must be 6% p.a. (simple).
After the housing loan is fully repaid, second housing loan may be given, provided at least two thirds of the first housing loan repayment period has elapsed. Another condition is the amount of first and second housing loans put together shall not exceed Rs.30 Lakhs for Sub-staff, Rs.40 Lakhs for Clerks and Rs.50 Lakhs for Officers.
Repayment period for different loans may be fixed as follows:
Vehicle Loan - 2 Wheeler - 84 months or until the date of retirementwhichever is earlier.
Vehicle Loan - 4 Wheeler - 180 months or until the date of retirementwhichever is earlier.
Housing Loan - 300 Months or until the staff attains 70 years of agewhichever is earlier.
Staff Children's Education Loan - 60 months for inland studies and 96 months for studies abroad, excluding the period of study and gestation.
If the interest on education loans of staff children is serviced during the period of moratorium, a further concession of 0.5% p.a. in the interest is to be allowed.
TRANSFERS
Transfer shall ever used as a weapon to threaten the staff and to punish the honest and dedicated staff, due to ego conflicts or any other inexplicable reasons (vague reasons like 'exigencies of service' or 'transfer is the prerogative of the management' etc.).
Sub-staff can be transferred every 10 years, provided the distance between their place of domicile and the new place of posting is not more than 200 KMs in the same linguistic area.
Clerical staff can be transferred every 10 years provided the distance between their place of domicile and the new place of posting is not more than 300 KMs in the same linguistic area.
But any transfer exercise must be a regular one, not restricted to a particular area/Zone and a select few individuals. This condition will not apply to transfers made on the grounds of major misconduct like frauds, financial impropriety etc.
However, if the charges made cannot be proved within 12 months, the transfer made will become null and void and the management is duty bound to transfer the employee/officer to his previous place of work, immediately on the expiry of 12 months. For this, no written request from the staff concerned is required to be obtained.
All periodical transfers including the promotion related ones must be completed by 15th May, every year. To facilitate this, the general transfer exercise must commence in February itself and the orders are to be released in the 3rd week of April.
Annual transfer exercise must be completed between April and June of every year at any cost. A transfer process is said to be complete, when releasing of orders, relieving and the staff concerned reporting at the new place are all over within 90 days from the date of the transfer order.
Any transfer order kept in abeyance for more than 6 months will get cancelled automatically.
Request transfers can be considered only once in 10 years and a maximum of only 4 request transfers in the entire career in the bank will be entertained.
All transfer requests must be properly recorded and individual staff members must be notified on their waiting list serial number and it must be displayed in the individual banks' portals too.
Regular updation of this wait list must be done in the banks' portals every quarter.
A person shall not be transferred from one place before he/she completes 3 years. For local transfers within 20 KMs distance, this period of minimum stay is kept at 1 year. However, this condition will not apply to staff involved in frauds and other criminal activities.
Similarly, a staff member shall not be transferred more than 10 times in his/her entire career in the bank. This condition is sought to be introduced to provide adequate protection to staff from the possible onslaught of the management and to provide relief and comfort to the family of the staff.
However, this rule will not apply to officers in SMGS V and above. In their case, the maximum number of transfers is kept at 15 in the entire career with an assured term of 1 year at one place/post.
A person shall not be transferred merely on a complaint from a customer. In such circumstances, an open house enquiry must be conducted and its proceedings recorded properly. Other staff of the same branch/office also must participate in that enquiry and their submissions are to be recorded too. If necessary, the version of important and long standing customers may be taken on record, to arrive at the truth.
An officer shall not be retained in the same linguistic area for more than 30 years, even with breaks. The main objective is to encourage the officers to go and work in other linguistic areas.
PROMOTION
Promotion shall be a totally transparent exercise. The promotion test must be conducted on line and the results must be out within 30 minutes.
Ideally, the promotion exercise must start in January every year and will end in April.
At every stage of the screening process, marks and ranks of every individual candidate must be displayed in the respective bank's portal to ensure transparency and to enhance the credibility of the whole promotion process.
The marks allotted to the Annual Performance Appraisal Reports shall not exceed 40 out of 100 for the whole promotion process.
The performance appraisal activity must be a transparent one and it is to be preceded by quarterly feedback from the appraising authority. Obviously, such feedback in the form of suggestions must be in writing.
The performance appraisal is to be completed by 30th June, every year.
An officer who has scored not less than 60 % on an average during the past 5 years will be eligible to participate in the promotion process. In the present scheme of things, a bad appraisal score of one single year will ruin the prospects of promotion of an officer for 3 continuous years. Thus, it is tantamount to awarding a major penalty!
In case of an officer staff stagnating in one grade/scale for 10 years without promotion, he/she shall be automatically moved on to the next higher grade/scale.
However, this is only for the purpose of paying the monthly emoluments and the superannuation benefits. All other attendant benefits and executive powers will not automatically accrue to him/her, unless otherwise specified.
Because of this new provision, stagnation increments for officers will cease to accrue after 10 years of service in a particular grade/scale.
If any officer staff is denied this 'automatic switch over', he/she must be notified in writing with the reasons thereof. Appeal against this decision can be made to the competent authority. Any appeal must be disposed of within 90 days. Else, it will be deemed that the appeal has been allowed.
If the appeal has been turned down, another appeal for review to the next higher authority can be made. This must be disposed of within 30 days. Else, it will be deemed that the appeal for review has been allowed and accordingly, the original decision is annulled.
Management cannot appeal against its own decision by taking up the matter at yet higher levels.
In case of officer staff who are denied 'automatic switch over' to the next higher grade/scale, one stagnation increment equivalent to the last drawn increment will be granted for every 2 years of service till they are formally 'promoted' to the next higher grade/scale or till they retire from bank's services.
Stagnation increments will not be granted to those who refuse promotion after being offered promotion and those who opt for reversion to the previous grade/scale, after accepting promotion.
Reversion to a lower grade/scale can be permitted any time during one's career, but only once. In case of such reversion, they will be fitted in the appropriate scale of pay.
PENSION
Pension is to be fixed basing on the last drawn pay or the average of the last 10 months' pay, whichever is higher.
All pensioners, regardless of their date of retirement, must be given the same pension uniformly, basing on their length of service, last drawn pay etc. by invoking the principle of 'One Rank, One Pension' (OROP).
D.A. on pension must be revised quarterly, as in the case of 'in service' staff.
Pension must be granted to those who voluntarily retired after 15 years ofcontinuous service in a bank, as per the clarification given by Government of India and RBI.
Pension must also be granted to those who resigned after 20 years of continuous service in a bank.
Commutation of pension must be permitted up to 40% of the basic pension.
BONUS
Bonus must be paid to each and every staff up to General Managers (TEGS VII) level. But, there may be a ceiling on the amount of bonus payable. It is suggested that this ceiling be fixed at the total monthly emoluments payable to an officer in MMGS II at the maximum of the scale. 'Bonus Act' must be suitably amended for this purpose. For this, amendment to 'Bonus Act' in the parliament is necessary.
Date: 14-01-2016 pannvalan
SIDBI Officers in Grade 'A' 2016 - exam
The Small Industries Development Bank (SIDBI) has successfully conducted an online examination to recruit 150 candidates for the Assistant Manager Grade 'A' position. You must be very curious about the questions asked in the exam, the difficulty level and the expected cut-offs. In this article, we will provide you with a detailed & topic-wise analysis for each section in both the examination slots. We will also look at the expected overall and sectional cut-offs for this exam.
Exam analysis :
The online exam is divided into two parts, which are as follows:
1. Objective Test:
This is a 2-hour test comprised of 200 questions, spread across 5 sections. The sections are as follows:
Reasoning aptitude :
Total Marks: 50
Topic No. of questions
Syllogism 05
Arrangements 05
Puzzle 10
Input-Output 05
Logical Reasoning 10
Inequality 05
Coding decoding 05
Miscellaneous 05
The difficulty level of this section was easy to moderate. There was a single set of questions based on seating arrangement of about 8 people sitting in a circle while facing the centre. There were 2 sets of puzzles worth 10 marks in total. The sets/ puzzles were not very simple and were time-consuming. Further, questions based on
ii) Quantitative Aptitude
Total marks: 50
Topic No. of questions
Data Interpretation 10
DI Caselet 05
Number series 05
Data sufficiency 05
Approximation 05
Miscellaneous 20
The difficulty level of this section was moderate. Total 10 questions out of 50 were asked on data interpretation in 2 sets. Out of these two sets, one was based on line graph whereas
iii) English language
Total
Topic No. of questions
Fill in the blanks 05
Para Jumbles 05
Cloze Test 10
Reading Comprehension 10
Sentence Improvement 10
The difficulty level of this section was easy to moderate. This year's RC was of moderate level. It was based on 'Hitachi's growth and the issues being faced by the company. A large number of questions were asked on vocabulary such as cloze test, fill in the blanks & antonym-synonym from RC. Questions based on sentence improvement were quite easy and quick to solve. The set of questions based on para jumbles were of
iv) General awareness :
Total
In this section, questions based on current affairs and banking awareness were asked. The current affairs questions were based on last 3-6 months current affairs news. The difficulty level of this section was moderate to tough. Many students have indicated that this section was the toughest one compared to all other sections.
v) Computer awareness :
This section was the easiest among all the sections. Questions were based on basic computer operations and topics like computer basics, hardware & software, operating systems, MS Word & Excel, short cuts, Internet, abbreviations, etc. As per the exam experience of many candidates, this section could fetch around 14-15 marks out of 20 marks in total.
As we have analysed each section topic-wise along with their level of difficulty, let's now look at the expected overall and sectional cut-offs for this exam.
Online descriptive
This test has two sections worth 50 marks and has to be solved within 45 minutes.
i) Essay :
These are the essay topics asked in
a) Virtual Learning is the need of an hour. (Morning shift)
b) Micro finance as a tool for poverty alleviation. (Morning shift)
c) What is a need of retaining an employee in
d) Benefits of net neutrality (Evening shift)
e) Why smart phones are smarter (Evening shift)
f)
ii) Letter
a) Write a letter to a bank's branch manager to complain about
b) Write a letter to consumer forum to request them to expedite redressal for a digital camera you have ordered online. (Morning shift)
c) Write a letter to National Highway Authority of India about improper use of
d) Write a letter to an owner of
Overall Cut-offs:
Category Cut-off Marks
General 120+
OBC 112-114
SC 105
ST 95
Sectional Cut-offs: (SIDBI Officers in Grade 'A' 2014)
Section General OBC/SC/ST
Quantitative aptitude 08 05
Reasoning 13 09
English language 12 08
General Awareness 13 10
Computer awareness 11 09
Ideal number of Attempts:
Let us now consider the minimum number of questions that candidates should have attempted to secure their chances of clearing SIDBI Officers in Grade 'A' 2016 written exam and get selected for interview-round.
If you need to score 120 marks, out of 200 questions, you should attempt at least 150 -155 questions with 80% accuracy (to be on the safe side). Candidates from other categories can accordingly calculate the required number of attempts.
So, we can conclude that the difficulty level of this exam was easy to moderate. However, you should be confident that your hard work and practice will surely pay off.
Best of Luck!!!
Is there any prob if biometric data is not verified??because my thumb impression didn't match today
what is the last date for interviews?
The written marks would be disclosed by 7th Feb as per the last year's trend.
Syndicate Bank PGDBF Written Exam 2016 - Preparation & time-management strategy
Syndicate Bank has invited prospective students for its Post Graduate Diploma course in Banking & Finance (PGDBF), which will be offered in Manipal Global Education Services Pvt Ltd. (MaGE), Bangalore and NITTE Education International Pvt. Ltd. (
On completion of PGDBF course, candidates would be appointed in the bank as Probationary Officer in Junior Management Grade / Scale-I.
The pattern and syllabus of this online test
Let us first go through the exam pattern:
Exam Pattern:
The online objective test is a 120-minute exam with 200 questions that carry 200 marks. These questions will be asked from four sections. The section-wise pattern of the test is as follows:
Section No. of Questions Maximum Marks
i) English Language 50 50
ii) General Awareness 50 50
iii) Reasoning Ability 50 50
iv) Quantitative Aptitude 50 50
Total: 200 200
Negative Marking: For every wrong answer, 0.25 marks will be deducted from the total score.
I) English Language:
Topics:
Cloze Test
Fill in the Blanks
Para Jumbles
Spot the Error
Sentence Correction
Reading Comprehension (RC)
II) Reasoning Ability:
Topics:
Arrangement (Circular & Linear)
Puzzle
Inequality
Syllogism
Data Sufficiency
Input-output
Miscellaneous (Direction, Blood Relations, etc.)
III) Quantitative Aptitude:
Topics:
Data Interpretation
Approximation
Number Series
Arithmetic
Permutations & Combinations
IV) General Awareness:
This section comprises questions based on last 3-6 months' current affairs.The GA syllabus also includes Indian & international economy, important institutions, summits, awards & honours, sports, books & authors, finance, agriculture, etc. In this section, a few questions might be based on important developments in the banking industry, history of banking, fundamental terms and concepts, etc.
Time-management Strategy:
General Awareness:
i) This section tests your understanding of current affairs and general knowledge besides your command over news related to the banking industry.
ii) To ace this section, you should be prepared
http://www.pagalguy.com/articles/the-december-2015-general-knowledge-bullet-38582115
iii) Usually, questions asked in this section are
English Language:
i) In this section, a lot of questions from topics like Cloze Test, Fill in the Blanks, Synonym-Antonyms (in RC), etc. test your vocabulary skills. Therefore, you should prepare for them by reading newspapers and magazines, especially editorial articles. This practice will enable you to enhance your vocabulary skills.
ii) Sentence Correction & Spot the Error questions are based on grammar topics like Tenses, Subject Verb Agreement, Prepositions, etc. A daily 10-15 minute revision of basic grammar rules would help you score well in this area.
iii) Para Jumble questions are often asked in groups and are quite time-consuming and confusing.
iv) Lastly, you should move on to Reading Comprehension. The difficulty level of passages in this exam is easy to moderate. Candidates with good reading speed and capability to grasp the ideas discussed quickly will thus have no
v) Ideally, you should complete the English Language section within 25-30 minutes.
Reasoning Ability:
i) After completing your General Awareness & English Language sections, you can move on to either Reasoning Ability or Quantitative Aptitude section, depending on your strengths.
ii) Questions from topics like Inequality, Syllogism, Data Sufficiency & Input-output are based on basic logical reasoning concepts and are easy to solve. With sufficient practice, these topics will easily fetch you maximum marks and save a lot of time.
iii) Questions based on Arrangements (linear & circular) and Puzzles appear in a set of 5 questions and are usually tough to solve. But if you are able to arrange the given data in order, you can score maximum marks in one go. Candidates are advised to practise at least 2 sets of each of these topics daily. It will help you reduce the time you take to solve such questions.
iv) Miscellaneous questions based on Directions, Blood Relations, etc. are worth 5 marks in total. Using the diagram approach, you can easily solve these questions.
v) You should not take more than 35 minutes to complete this section.
Quantitative Aptitude:
i) Almost 50% of this section comprises questions from Data Interpretation. These are based on simple mathematical processes that test your calculation speed. Solve at least 2-3 DI sets of different types daily to increase speed and accuracy.
ii) Arithmetic is one of the most important topics as a large number of questions are based on basic arithmetic. As they are generally direct and not time-consuming, you can tackle such questions with a good command
iii) Questions based on Number Series & Approximation are quite easy and help you save time that can be utilised for topics like DI.
iv) Interestingly, you might face 1-2 questions based on Permutations & Combinations. Go for them only if you are well-versed with the formulas. Otherwise, do not waste time figuring out their answers.
General Tips:
a) From now till the day of the exam, focus on revision rather than delving into new topics.
b) Try to devote maximum time to taking speed tests and increasing accuracy.
c) Spend enough time on each section and attempt at least 35 (to be on safe side) questions per section.
d) Do not try to answer questions that you are not sure about just to maximise your number of attempts. You need to ensure speed as well as accuracy. You could lose 0.25 marks for every incorrect answer.
Start your final preparation as early as possible. Simple strategies discussed in this article will help you score maximum marks to clear the exam and progress to the final round. If you have any queries regarding the Syndicate Bank PGDBF Written Exam 2016, feel free to post them in the comment box below this post. We are here to guide you.
Best of Luck!!!
Date - 27/1/2016 Name -sumit swain Venue - chhattisgarh chamber of comerce raipur. After document verification my interview started at 3.30 pm. Aftter entering the room i greeted them all. There are 5 members 4 males and 1 female M1- tell about somethig Me- told my name educatuon bla bla bla... M1- Asked about my family backgroung my attempts in mains exam and expected marks in written. Me- told M1- asked aam admi ka adhikar is tag line of what Me- aadhar card. M1 - then asked about the originator of adhar card and some department about adhar card. Me - as not knowing the answer said sorry dont know. M2 - have u seen yesterday republic day parade. Me - said no Two of them asked why not. Me- as not having any answer said sir dhyan nai tha parade k bare me. M1 - iska matlab tumhe republic day me interest nai hai.. Me- i said no sir not like that but then M2 interrupted and asked which republic day was this and who is the cheif guest. Me- answered. M3 - asked what is term endorsement in banking. Me- sorry sir dont know. M3 - chlo hint deta hu. Said some section 158c and related to negotiable instrument. Me - thinking a while said dont know .. M2 - ok tell me merchant banking. Me- thinking a while said sir pira to pta nahi jo pta hai thoda btatata hu . M2 - ok tell. Me- it means i think putting customers deposit in stock market( wrong answer) M3 - then it is mutual fund. M1_- do banks invests in stock markets.. Me- without confidence said no..( i think this is the biggest blunder i made) M4 - what is term deposit and demand deposit. Me- answered in detail. Female - asked me what is the purpose of banking. Me- told accepting deposits granting loans depositing golds and providing insurance . But she not look satisfied and asks for more. Me- said mam aur to yaad nai aa rha. F- why bank is called service sector. Me- told .look somewhat satisfied. Then said thankyou .. I also said thanks to all and move out of room. But while coming i by mistake the door is closed by me by making sound. That republic day answer and merchant banking answer and door close i think will make some negative impact.. I am very frightened what will happen .. Frnds what do you think how was my interview and how much would i get.
Ibps po 5 final expected cutt off for general...??
. po4 was--49.6 ...
I think po5 paper was also bit tuff than previous...so should be less...
Any guesses.....??
Let me 1st share my background here and then tell how useless these interviews are.Highly dejected.I think interviews r only for namesake.They decide beforehand only whom to select.
10-92,12-86,Grad-86 with more than 9 GPA in all semesters(Was college topper.My college is among top 3 private colleges of country),CAT-99.27,XAT-99.1,IIFT-99.92,GMAT-740(Converted ISB Hyderabad).Have been reading about economy,financial markets(NSE certified market professional-85.85%),international economics since 2012.
So the interview:TPS Jaipur Panel 4:
Me enter-did formalities like good morning etc..:
M1-Chai pee tumne?U got the coupon right?
Me-No sir.I was waiting for the interview.
M1-But u should have gone.This shows u were in tension so did'nt had anything.
Me-No sir,I believe that sabr ka fal meetha hota hai.So I was waiting.
M1-Par mere hisab se to mehnat ka fal meetha hota hai.
Me-Yes sir,patience combined with hardwork yield desired results.While waiting I was studying also.
M1-I am not satisfied with u.
M1-Why do u want to join banking?U have a job of 6 lakh.
Me-Sir I believe that US is just starting to increase rates.It had ultra low interest rates for a decade,Europe has 0 rates and china is also slowing down so I believe that recession can be around the corner and bank job is relatively stable compared to my job.Also I have interest in banking and economy since my 2nd year due to which I did NSE's certification.
M1-No no I m not asking this.Ok leave this.Did u see republic day yesterday.
Me-Yes sir.There were discussions about 36 rafale jets,solar alliance.Before I could say more M1 interrupted
M1:No that is all discussion.What did u see?
Me-Sir there was hawamahal from rajasthan.M1 interrupted.
M1:Why hawamahal only.
Me:Sir its because its the most famous in Jaipur and Rajasthan and the highest number of tourists in jaipur come here.M1 again
M1:Give me in 2 lines why was hawamahal shown..
Me:Same answer.
M1:I m not satisfied
M2:What do u believe what r the good things in our economy.
Me:Told about fastest growing,semi account convertibility,world market etc.
M2:I m not satisfied,u did'nt tell about youth,labour land
Me:Yes mam we have 64% youth and with schemes like startup india and mudra we can fund..M2 interrupts..
M2:Fullform of NITI and who is there in it from jaipur..
Me:Told
M3:Tell me about ur job.
Me:Told.
M3:Ur salary is more than bank's then still u want to come to bank.
Me:Stability..M1 interrupts..OK thank u..
I m sure to fail although attempted 128 questions in mains. Will never attempt any govt. exam in future other than UPSC and will see then how well these bank officials who took my interview are : disappointed: 😞 😞
Cut off prediction for this year's PO exam -
In 2014 -
written cut off = 82
Overall cut off after adding interview marks = 49.6
Total vacancies = 16721
lets find the maximum marks in interview-
(82 * 0.4) + (i * 0.2) = 49.6
i = 84, hence maximum marks in interview is 84
Lets calculate the same for this year, 2015 -
written cut off = 76
let us assume the maximum marks in interview to be 85
(76 * 0.4) + (85 * 0.2) = overall cut off = 47.4
But in 2014 number of vacancy was 16721. This year it will be around 13500. Hence the cut off will be higher than 47.4.
I guess, It would be around 48.5.
Please give your views !!
Guyz NRE NRO FCNR accounts k baare mei bata do plz
Cut offs link for IBPS PO 2014
http://www.bankexamsindia.com/2014/04/ibps-po-allotments-waiting-list-cutoffs.html
IBPS ka director abhi Hospital me Admit hai isliye Clerk ka ka result sayad delay ho raha hai ...
Fnds Total How many candidates selected for IBPS PO interview in OBC and vacancies?
in most cases the interview panel is pretty nonchalant about the interviewee(especially in Noida) ...Do they really judge at all or give a damn about what we are answering or blindly put a 11-12 in most cases!
according to carrier anna website vacancy figure of ibps po this time 24166 !!!!!