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The Ideal Promotion Process -
Merit Quota |
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S No |
Evaluation Criteria/Stage |
Maximum Marks |
Minimum Marks |
Explanation |
|
1 |
Academic Qualifications |
10 |
N I L |
Graduation: 2 Marks; Post Graduation: 2 Marks; Professional
Qualification: 2 Marks; JAIIB - 1 Mark & CAIIB - 3 Marks (Professional
Qualifications include ACA, ICWA, CFA, MBA, LLB/BL, Company
Secretaryship etc.) |
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2 |
Experience in the current Grade/Scale |
6 |
3 |
1 Mark for each completed year of service in the present Grade/Scale |
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3 |
Performance Appraisal |
24 |
15 |
Last 3 years average is to be reckoned, in order to eliminate the evil
effects of subjectivity, bias, favourtism and nepotism. However, the
employee/officer concerned must have worked under not less than 2
appraising officials during the period of reckoning. |
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4 |
Managerial Experience |
6 |
4 |
2 marks per year of managerial experience in the entire banking career |
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5 |
Out of State Service |
4 |
N I L |
1 mark per year of service outside one's home state in the entire
banking career |
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6 |
Written Test |
40 |
24 |
The written test must comprise of only questions suiting the present
grade/scale of each staff. Neither very basic and fundamental questions
are to be asked, nor very complex subjects be touched. |
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7 |
Interview |
10 |
4 |
During the interview process, stupid, silly and irritating questions are
not to be posed. Similarly, very simple, superficial and irrelevant
questions are to be avoided. At present, the nature of questions varies
depending on the candidate concerned to select or disqualify a person.
This must change. |
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T O T A L |
100 |
50 |
The overall minimum marks to qualify will be 50 out of 100. |
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The Ideal Promotion Process -
Seniority Quota |
|
S No |
Evaluation Criteria/Stage |
Maximum Marks |
Minimum Marks |
Explanation |
|
1 |
Academic Qualifications |
10 |
N I L |
Graduation: 2 Marks; Post Graduation: 2 Marks; Professional
Qualification: 2 Marks; JAIIB - 1 Mark & CAIIB - 3 Marks (Professional
Qualifications include ACA, ICWA, CFA, MBA, LLB/BL, Company
Secretaryship etc.) |
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2 |
Experience in the current Grade/Scale |
10 |
5 |
1 Mark for each completed year of service in the present Grade/Scale |
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3 |
Performance Appraisal |
40 |
25 |
Last 5 years average is to be reckoned, in order to eliminate the evil
effects of subjectivity, bias, favourtism and nepotism.
However, the employee/officer concerned must have worked under not less
than 2 appraising officials during the period of reckoning. |
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4 |
Managerial Experience |
10 |
4 |
2 marks per year of managerial experience in the entire banking career |
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5 |
Out of State Service |
10 |
N I L |
1 mark per year of service outside one's home state in the entire
banking career |
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6 |
Rural/Semi-Urban Service |
10 |
3 |
1 Mark for each completed year of service in the present Grade/Scale |
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|
7 |
Interview |
10 |
3 |
During the interview process, stupid, silly and irritating questions are
not to be posed. Similarly, very simple, superficial and
irrelevant questions are to be avoided. At present, the nature of
questions varies depending on the candidate concerned to select or
disqualify a person. This must change. |
|
|
|
|
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|
|
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T O T A L |
100 |
40 |
However, the overall minimum marks to qualify will be 50 out of 100. |
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Note |
Common to both the Streams - Merit and Seniority |
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10 Months and above in a year will be counted as a whole year for this
purpose. However, this relaxation will not apply in case the
employee/officer concerned was abruptly transferred because of any
proven impropriety/misconduct. Moreover, this relaxation cannot be
claimed/granted under more than 2 parameters. |
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Vacancies in positions up to MMGS II can be filled up as follows. |
|
Direct Recruitment |
20% |
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Promotions under Merit Quota |
50% |
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Promotions under Seniority Quota |
30% |
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Vacancies in positions in MMGS III and SMGS IV can be filled up as
follows |
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Promotions under Merit Quota |
60% |
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Promotions under Seniority Quota |
40% |
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There will be no lateral entry for positions in MMGS III onwards and up
to TEG VII (GM) level. |
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