HUMAN RESOURCES DEPARTMENT

HUMAN RESOURCES MANAGEMENT DIVISION

CORPORATE OFFICE: MANIPAL WING
MANIPAL 576 104

Promotion Policy for General Officers

1. Channel of promotion: There will be two channels of promotion, i.e.,

normal/seniority and merit/fast track channel, for promotion from JMGS-I to
MMGS-II and MMGS-II to MMGS-III. However, there will be only one channel i.e.
merit/fast track channel for promotion to SMGS-IV and above.
Officers who are eligible to be considered under normal/seniority channel
may opt for merit/fast track channel but not vice versa. An officer can opt for
only one channel of promotion, as per his/her eligibility.
2. Eligibility for promotion:
2.1 The channel of promotion and minimum experience requirement at various
levels shall be as under:
Movement Promotion Minimum Minimum Apportionment
Channel service in the Marks in APAR of vacancies
Scale
Minimum avg. 60%
marks in APAR
JMGS-I Normal/ during the
to Seniority 5 Years preceding 5 years 35%
MMGS-II of service eligible
for promotion.
and Min. 75% marks in
Merit/Fast APAR for each of
MMGS-II Track the years of
to 3 Years service eligible for 65%
MMGS-III promotion.
Min. 75% marks in
MMGS-III Merit/Fast APAR for each of
to Track 3 Years the years of 100%
SMGS-IV service eligible for
promotion.
3 Years Min. 75% marks in
SMGS-IV Merit/Fast (Minimum length APAR for
to Track of service in preceding 03
100%
SMGS-V officer cadre 12 years.
years*)
3 Years Min. 75% marks in
SMGS-V Merit/Fast (Minimum length APAR for
to Track of service in preceding 03
100%
TEGS-VI officer cadre 15 years.
years*)
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Movement Promotion Minimum Minimum Apportionment

Channel service in the Marks in APAR of vacancies
Scale
2 Years Min. 75% marks
TEGS-VI Merit/Fast (Minimum length in APAR for
to Track of service in preceding 03
100%
TEGS-VII officer cadre 18 years
years*)

* Will include minimum number of years of service in respective Scale to be

reckoned from the date of initial appointment in/promotion to and will be
inclusive of probation period, if any.
 Officers who have not completed minimum length of service in officer
cadre i.e. 12, 15 & 18 years for promotion from SMGS-IV to V, SMGS-V
to TEGS-VI and TEGS-VI to TEGS-VII respectively shall be treated as
not eligible for promotion.
 To be eligible for promotion from Scale-VI to VII, the Executive shall
have minimum residual service of one year as on the cut-off date for
promotion.
 To be eligible for promotion from Scale-I to II, Scale-II to III, Scale-III to
IV, Scale-IV to V and Scale-V to VI the Executive/Officer shall have
minimum residual service of two years as on the cut-off date for
promotion.
2.2 Mandatory Rural/Semi-urban service: General Officers in JMGS-I must
have completed two years of total service in Rural areas to become eligible for
promotion to MMGS-II and the general officers in MMGS-II must have
completed three years of total service in Rural/Semi-Urban areas (including
Rural service rendered in JMGS-I) to become eligible for promotion to MMGS-
III.
The stipulation shall however be relaxed with the condition that such
candidates shall be posted in Rural/Semi-Urban areas, as the case may be,
immediately on promotion, to complete the remaining tenure. Failure to
complete the Rural/Semi-Urban service shall make the officer ineligible for
promotion to next higher scale.
2.3 Branch Head or Administrative Office service requirement:
i) Branch head service: For being eligible for promotion from SMGS-IV to
SMGS-V and SMGS – V to TEGS - VI, the candidates should have been a
Branch Head for at least three years during the service as an officer or
should have been a Region Head for at least two years. For this purpose,
exposure as head of RMLC, MCB & LCB, will also be treated as branch
head service. The stipulation shall however relaxed for the promotion
process 2019-20 with the condition that such candidates shall be posted as
head of Branch/RO/RMLC/MCB/LCB immediately on promotion, to
complete the required service.
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ii) Administrative Office Service: For being eligible for promotion from
TEGS-VI to TEGS-VII, the officer should have worked as Regional head
or must have worked in MMGS-III/SMGS-IV/ SMGS-V, in the Regional
/Zonal Office/ Registered Office/ Corporate office/T & IBD/ZIC/ or worked
as Chairman of Regional Rural Banks, for two years.
3. Computer literacy test: For promotion from MMGS-III to SMGS –IV, SMGS-IV to
SMGS-V, SMGS-V to TEGS-VI and TEGS-VI to TEGS-VII it will be mandatory to
pass an examination on computer literacy. The cut-off marks for qualifying will be
50% for general category officers and 45% for SC/ST category officers. The Bank
may conduct the test internally or through external institution like, IBPS, Mumbai.
The Managing Director & CEO and in his absence the Executive Director in-
charge of HR is authorized to take a decision in this regard.
4. Cut-off date: The “cut-off date” for determining the eligibility as well as completed
years of service will be as on the 1st of April of the Financial Year (April- March) in
which the vacancies arise.
5. Zone of consideration: The minimum zone of consideration for promotion shall
be maintained at 1:3 ratio for both the channels. However, in case the required
number of suitable persons is not available, the MD & CEO and in his absence the
Executive Director in-charge of HR may relax minimum required service to have
ZOC at 1:3/1:2. If in case of any further relaxation required, the approval shall be
obtained from the Board of the Bank.
All the officers who are promoted with the same effective date/joined on the same
date (in the case of recruitment in the respective scale), who fulfill the eligibility
criteria shall be included in the promotion process.
6. Vacancies: For all promotions, the Bank shall declare the number of vacancies at
the time of initiation of the promotion exercise.
The unfilled vacancies, if any, due to non-availability of suitable candidates under
merit/fast track channel may be filled up from the normal/ seniority channel and
vice versa. If there are no suitable candidates to fill up the identified vacancies,
such vacancies may be kept unfilled. The unfilled vacancies, if any, will elapse by
31st March or till next DPC meeting.
7. Weightage for different parameters:
a) For promotion from JMGS – I to MMGS –II:
Sl. No. Trait Normal channel Merit channel
1 Performance (APAR) 45 40
2 Online Test 25 35
Educational/Professional
3 05 05
qualification
4 Branch Head Service* 10 05
5 Interview 15 15
Total 100 100
*Two marks for each completed year of service as branch head.
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b) For promotion from MMGS – II to MMGS –III:

Sl. Normal/seniority Merit/fast
Trait
No. channel track channel
1 Performance (APAR) 40 35
2 Online Test 20 30
3 Branch head service * 15 10
4 Educational/Professional
05 05
qualifications
5 Interview 20 20
Total 100 100
*Three marks for each completed year of service as branch head in Scale-II.
c) For promotion from MMGS – III to SMGS –IV:
Sl. No. Trait Weightage

1. Performance (APAR) 40
2. Branch Head* 15
3. Interview 25
4. Online Test 20
Total 100
* Three marks for each completed year of service as branch head in Scale-III.
d) SMGS – IV to SMGS – V, SMGS – V to TEGS – VI & TEGS –VI to TEGS –VII:
Weightage for each Parameter
Sl.
Movement Group
No. Performa Interview Total
Discussion
nce
1 TEGS - VI to TEGS - VII 50 -- 50 100
2 SMGS - V to TEGS - VI 50 -- 50 100
3 SMGS - IV to SMGS - V 50 10 40 100
e) Weightage for educational/professional qualification: For promotion from
JMGS-I to MMGS-II and MMGS-II to MMGS-III, the marks for the professional
qualifications would be as follows:
Sl. No. Qualification Marks
1 JAIIB 01
2 CAIIB 01
Certified credit officer/ FX Operations/ Treasury
3 01*
Operations/ Risk Management
CA/CFA/ACS/ICWAI/CISA/CISSP/CISM/ CCSP by
4 02**
ISC/CEH/ CHFI/ECSA
Maximum 05
* One mark for passing each course subject to a maximum of five
** Two marks for passing each course subject to a maximum of five
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Note: CA-Chartered Accountant, CFA- Chartered Financial Analyst, ACS-

Associate member of Company Secretary, ICWAI-Institute of Cost & Works
Accountants of India, CISA- Certified Information Systems Auditor, CISSP-
Certified Information System Security Professional, CEH- Certified Ethical Hacker,
CISM- Certified Information Security Manager, CCSP- Certified Cloud Security
Professional, CHFI- Computer Hacking Forensic Investigator, ECSA- EC Council
certified Security Analyst.
Any of the additional qualifications referred under Clause 7 (e), acquired by the
officer in the present scale will only be considered for awarding the marks. The
benefit of marks for qualification will not be available for the candidate in the next
promotion unless the officer gets additional qualification in particular Scale.
8. Reservation Provisions: The provisions regarding reservations/ concessions,
etc., in respect of promotion of Scheduled Caste/Scheduled Tribe Officers and any
other category of Employees be followed as per the extant Government
guidelines.
9. Procedure for awarding / aggregating marks under each parameter:
a. Evaluation of performance based on performance appraisal reports:
i. For promotion from JMGS-I to MMGS-II and MMGS-II to MMGS-III:
 Under merit/fast track channel: The average of the APAR marks for the
preceding three years will be taken for evaluation.
 Under normal/seniority channel: The average of the APAR marks for the
preceding five years will be taken up for evaluation.
ii. For promotion to SMGS-IV and above: The average of the APAR marks for the
preceding 3 years will be taken up for evaluation.
The actual marks secured by the eligible officers for the preceding 3/5 years in
the performance appraisal system will be aggregated and average will be taken
for arriving at performance marks.
Note: In respect of officers whose performance could not be assessed for
reasons such as unauthorized absence, suspension, sabbatical leave etc.,
during the assessment period, in such cases, the weightage for performance
would be arrived at by reckoning the available annual performance rating
during the preceding 3/5 years, subject to satisfactory service.
The actual marks secured in APAR for stipulated qualifying years (3/5) will be
aggregated and average will be arrived at. For ranking/merit listing, the final
average marks so arrived at, will be appropriately factored to give effect to the
relative weightage for performance. However, there shall be no rounding off
and the actual marks arrived at after applying the weightage up to two decimal
figures, will be taken into account.
10. Online Test: There will be a online test for promotion of officers from JMGS–I to
MMGS–II, MMGS–II to MMGS – III and MMGS – III to SMGS – IV, under
Normal/Seniority channel and Merit/Fast Track Channel for assessing domain
knowledge of the officers in the respective vertical and also for assessing the
knowledge, aptitude and preparedness/abilities of the officers for taking up the
higher responsibilities.
6

a. The online test consists of following subjects for promotion from JMGS-I
to MMGS-II, MMGS-II to MMGS-III and MMGS-III to SMGS-IV:

Subjects/areas to be covered Max.

marks
For promotion under Normal/Seniority channel
Computer Knowledge, Banking Law & Practice, Manual of Instructions 100
and Circulars
For promotion under Merit/Fast track channel
Computer Knowledge, Banking Law & Practice, Manual of Instructions,
100
Circulars and Current Financial Awareness
Minimum qualifying marks in the online test shall be 40% in aggregate (35% for
SCs/STs) for Normal/Seniority channel and 50% in aggregate (45% for SCs/STs)
for merit/fast track channel.
Candidates securing marks below the stipulated minimum as above shall be
treated as not qualified.
b. Computer literacy test for promotion from MMGS-III to SMGS-IV, SMGS-IV
to SMGS-V, SMGS-V to TEGS-VI and TEGS-VI to TEGS-VII:

Subjects/areas to be covered Max. marks

Computer Literacy 50*

* The cut-off marks for qualifying will be 50% for general category officers and
45% for SC/ST category officers. However, marks secured in Computer literacy
test will not be considered while drawing merit list. Executives/ Officers
securing less than stipulated cut off marks as above, are not eligible for
participating in the promotion process.
The Bank may at its discretion engage outside professional bodies/agencies such
as IBPS, Mumbai for conducting online test. The test will be objective in nature
covering the above mentioned subjects/areas. There may be negative marks for
incorrect answers in the objective test which will be deducted from the total.
After the online test, the names of the officers who qualify to appear for interview
shall be communicated through the in-house portal.
On completion of the promotion process, the marks secured in the online test by
the unsuccessful officers shall be made available in the in-house portal.

11. Group discussion: For promotion from SMGS-IV to SMGS-V, group discussion
(GD) shall be mandatory. The marks will be awarded by assessing communication
skills, conceptual and leadership capabilities of the candidates.
12.Interview: The marks for interview will be awarded by assessing the potentiality of
the candidate.
For all promotions (i.e. for promotion to MMGS-II and above), the qualifying
benchmark in the interview shall be 50% (45% for SC/ST). Candidates securing
marks below the benchmark shall be treated as not qualified.
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13.Interview and/ or group discussion committee and Departmental Promotion

Committees:
Departmental Promotion Committee (DPC) is the Competent Authority for all
promotions. However, approval of MD & CEO is required for effecting promotions
from SMGS-IV to SMGS-V, SMGS-V to TEGS-VI and approval of Executive
Director in-charge of HR is required for effecting promotions from JMGS-I to
MMGS-II, MMGS-II to MMGS-III & MMGS-III to SMGS-IV. However, no separate
approval would be necessary for effecting promotions from TEGS-VI to TEGS-VII.
The composition of the Committees and Competent Authorities shall be as
under:
Competent
Authority for
Departmental
Interview constitution of
Movement Promotion
Committee interview
Committee
committee/DPC and
effecting promotions
JMGS-I One AGM &
to two CMs One DGM and
MMGS-II (one member two AGMs
shall be SC/ST)
One DGM; two One GM and
Executive Director
MMGS-II AGMs &one CM two DGMs
in-charge of HR
to (one member
MMGS-III shall be SC/ST)
MMGS-III One GM & Two GMs and
to two DGMs one DGM
SMGS-IV

Movement Interview GD Departmental Competent

committee Committee Promotion Authority for
Committee constitution of
interview
committee/DPC and
effecting
promotions
SMGS-IV One ED, One GM & Two EDs and
to two GMs two one GM
SMGS-V & two external
MD & CEO and in his
external experts
absence Executive
experts not below the
Director in-charge of
not rank
HR
below of GM
the rank
of GM
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Movement Interview GD Departmental Competent

committee Committee Promotion Authority for
Committee constitution of
interview
committee/DPC and
effecting
promotions
MD & CEO, MD & CEO MD & CEO and in his
Two EDs No Group and absence Executive
SMGS-V and Two discussion Two EDs Director in-charge of
to External for HR
TEGS-VI Experts not promotion
below the to TEGS-VI
rank of GM

MD & CEO is the competent authority to constitute the

DPC and interview/selection committee by including at
TEGS – VI to least one independent member.
TEGS – VII

MD & CEO- Managing Director & Chief Executive Officer, ED- Executive Director,
GM- General Manager, DGM- Dy. General Manager, AGM- Asst. General Manager,
CM- Chief Manager
Note:
i. Respective Competent Authorities are empowered to change any of the
composition of the above committees.
ii. In the absence of the MD & CEO/ Executive Director in-charge of HR, one
General Manager will be co-opted in the interview/Departmental Promotion
committee.
iii. In the event of non availability of suitable Executive belonging to SC/ST
category for conducting interview for promotion to MMGS-II and MMGS-III,
a suitable SC/ST officer in Scale-III/II may be nominated as one of the
members of interview committee.
14. Preparation of final merit list and filling up of vacancies:
a. Merit list will be prepared in respect of eligible officers under each channel
taking into account the aggregate of marks secured in various parameters
considered for promotion.
b. Vacancies earmarked for each channel shall be filled up as per ranking drawn
for each channel. If more number of officers secure equal marks, ranking will
be done by taking into account their inter-se seniority.
c. The unfilled vacancies, if any, due to non-availability of suitable candidates
under merit/fast track channel may be filled up from the Normal/ Seniority
channel and vice versa. Where sufficient numbers of suitable officers do not
qualify for promotion for filling up of the declared vacancies, the competent
authority may keep the vacancies as unfilled.
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d. All promotions shall be made prospectively and officers shall be promoted in a

batch to fill up the identified vacancies. Promotion to next higher grade/scale
would be subject to the officer reporting to the place of posting on the
stipulated date.

e. Departmental Promotion Committee is the competent authority for all

promotions. However, the approval of the respective promotion effecting
authority is required for releasing promotions.
f. The vacancies will be filled up as described above, subject to
concession/relaxation extended to SC/ST officers, in terms of
guidelines/directives issued by the Government of India from time to time.
g. If the competent authority (MD & CEO/Executive Director in-charge of HR as
the case may be) in his decision perceive that notwithstanding the order of
merit of an officer, he/she is not fit for promotion on the grounds arising from
perversity of the performance report and/or such other specific reasons, he/she
may, after recording specific reasons for reaching such decision either exclude
the name of the officer from the merit list or keep his/her promotion in
abeyance.
15. Procedure to be followed in the case of officers against whom disciplinary
proceedings/vigilance cases are pending:
a. Officers falling under the following categories will be eligible to participate in the
promotion process:
i. Officers under suspension,
ii. Officers in respect of whom a charge sheet has been issued and the
disciplinary proceedings are pending and
iii. Officers in respect of whom prosecution for criminal charge is pending.

b.The competent authority shall assess the suitability of the officers coming within
the purview of the circumstances mentioned above [15(a)] along with other
eligible officers without taking into consideration the disciplinary case/criminal
prosecution pending. The assessment of the DPC and the grading awarded by
it will be kept in a sealed cover. The cover will be superscripted:
"Findings regarding suitability for promotion to the grade/scale of...........in
respect of Shri/Smt....……….............. (Name of the Officer). Not to be
opened till the termination of the disciplinary case/criminal
prosecution against Shri/Smt ........………....."
The proceedings of the DPC need only contain the note.
"The findings are contained in the attached sealed cover."
c. On the conclusion of the disciplinary proceedings/ criminal prosecution, which
results in dropping of allegations against the officer, the sealed cover or
covers shall be opened. In case the officer is completely exonerated, the due
date of his/her promotion will be determined with reference to the position
assigned to him/her in the findings kept in the sealed cover/s and with
reference to the date of promotion of his/her next junior on the basis of such
position.
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d. If any penalty is imposed on the officer as a result of the disciplinary

proceedings or if he/she is found guilty in the criminal prosecution against
him/her, the findings of the DPC will not be acted upon. If such officer comes
within the ranking he/she will forfeit the promotion.
e. Where an officer is recommended for promotion by the DPC and in whose
case any of the circumstances mentioned in Para 15 (a) above arise after the
recommendations of the DPC but before the officer is actually promoted,
his/her result will be withheld. He/she will not be promoted until he/she is
completely exonerated of the charges against him/her and the provisions
contained in Para 15 (b) to 15 (d) will be applicable.
f. Findings kept in sealed cover will be valid till the initiation of next promotion
process.
16. Appeals: An officer aggrieved with the decision of the Departmental Promotion
Committee may make a representation to the Appellate Committee within a
period of 15 days from the date of announcement of promotion result. The appeal
must be on specific grounds with supporting facts. The committee will review the
representation and may modify the decision, if considered necessary. The
decision of the Appellate Committee will be communicated to the respective
officer.
Competent Authority for constitution of Appellate Committee is respective
promotion effecting authority.

17. General:
a. Managing Director & CEO and in his absence the Executive Director in-charge
of HR is the competent authority to decide on filling up the vacancies within the
total number of posts sanctioned by the Board for each grade/scale and to
decide about holding promotion exercise for any grade/scale in any particular
year.
b. For eligibility purpose, the actual satisfactory service put in by the officer in the
grade/scale as on the 1stof April of the financial year (April - March) in which
the vacancies arise shall be considered and there is no batch/year concept for
this purpose.
c. Satisfactory/qualifying service for becoming eligible for promotion shall mean
active service in the Bank, which shall include all kinds of leave but exclude
the following:
i. Any period of unauthorized absence.
ii. The period of suspension, if any, which has not been treated as period
spent on duty, by the disciplinary /appellate authority.
iii. Period of sabbatical leave, etc., if any.
d. The vacancies will be identified based on the actual requirement/need in the
respective vertical & as decided by the competent authority and also based on
the available eligible officers in the respective vertical to maintain the minimum
zone of consideration at 1:3/1:2.
e. The provisions regarding relaxations/concessions, etc., in respect of
Scheduled Caste/Scheduled Tribe officers and any other category of
employees shall be followed as per the extant government guidelines.
 11

f. Officers who are on special leave may be permitted to participate in the

promotion process during the leave period, if they are otherwise eligible.
However, the officer employees on sabbatical leave shall not be eligible
to participate in any promotion exercise during the sabbatical leave
period, even if otherwise eligible.

g. i. “Officers who are imposed with major penalty which leads to reduction to a
lower stage in the time-scale of pay for a specified period are not eligible for
participation in the promotion process for a period of 12 months or till the
rigor of punishment is in force, whichever is earlier, from the date of
proceedings”.
ii. “Officers who are imposed with major penalty which leads to reduction in
grade or post are not eligible for participation in the promotion process for a
period of 36 months, from the date of proceedings”.
h. Every officer is liable to be transferred on promotion. The promotion of officers
will be effective from a specified date provided; the officers join the place of
posting. Availment of leave shall not provide them additional time to join.
However, the respective Competent Authority may permit additional time in
exception cases.
i. Any declining of promotion shall be done within 07 days from the date of
announcement of promotion result. Officers who decline promotion
shall not be considered for Promotion for a period of 24 months from the
date of announcement of promotion result. Further, as per Syndicate
Bank (Officers’) Service (Amendment) Regulations, 2006 circulated vide
Cir. No. 18-2007-BC-PD-06-IRD dated 19.01.2007 increment/s in the next
higher Scale/ stagnation increment/s and Professional Qualification pay
shall not be allowed to an Officer who decline promotion when offered.
j. The vacancy created on account of forfeiture/declining etc. will be filled
up by promoting the Officers next in the rank/merit list submitted by the
DPC, so as to ensure that all the identified vacancies are filled up.
k. Officers who are coming within the zone of consideration shall submit the
application (wherever applications have been called for) for consideration for
promotion in the prescribed format within the stipulated time.
l. It shall be the responsibility of every officer to submit his/her self-appraisal
Report (APAR) within the timeline. Due to non-submission of self appraisal
report, an officer may lose an opportunity for promotion to next scale.
m. SC/ST officers who are eligible for concession/relaxation as per government
guidelines shall have to participate in the promotion process by submitting
applications, appearing for written/online test/interview etc., and shall have to
qualify in online test and interview (wherever applicable) for availing the
concessions available to them. Failure to do so will render them ineligible for
promotion.
n. In case an officer employee is found to have resorted to unfair means/copying
in the online test, he/she shall be debarred from the promotion process for 2
years including the current process, apart from initiating disciplinary action
deemed fit against him/her.
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o. In case of non availability of sufficient number of suitable candidates in any

particular channel/scale for filling up the identified vacancies, the Managing
Director & CEO and in his absence the Executive Director in-charge of HR is
authorized to reduce the number of vacancies for the promotion under the
respective channel/Scale or may keep the vacancies unfilled.
p. The respective Competent Authorities may fix the threshold limit of total
qualifying aggregate marks for promotion, below which a candidate may not
be eligible for promotion.
q. Out of turn promotion to outstanding sports persons and employees
apprehending dacoits/robbers etc., shall be made in accordance with the
government guidelines.
r. In case of any doubt regarding interpretation of any of the provisions
contained under this policy, the decision of the MD & CEO and in his absence
the Executive Director in-charge of HR shall be final.
s. The provisions of this policy are subject to changes, in terms of the
government guidelines received and changes approved by the Board from
time to time.
t. This policy is in supersession of all earlier policies for promotion within
officers’ cadre (for promotion to Scale-II, III, IV, V, VI, VII) with immediate
effect.
u. The policy will be in force until altered or changed by the Board of Directors.

O
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Promotion Policy for Specialist Officers

1. Applicability: The promotion policy for specialist officers shall be applicable to:
a. All directly recruited specialist officers (excluding Rural Development officers,
Credit officers, Chartered Accountants and FX officers) in the Bank and
presently working in the respective specialist vertical.
b. Officers who are inducted into the IT stream upon their promotion from clerical
cadre by executing the bond and who are presently working in IT stream.
c. Officers who are integrated from the general Banking officer cadre, duly
executing the bond and are presently working in IT stream.

Sl. Specialist vertical Sl. Specialist vertical

No. No.

1 Economist Rajbhasha Adhikari

7
(OL officers)
2 Credit officers* 8 HR/IR officers
3 Law officers 9 Marketing officers
4 Chartered Accountants* 10 Security officers
5 IT officers 11 Technical officers
6 FX officers*
[

* For the purpose of posting, the Credit officers, Chartered Accountants

and FX officers will be treated as specialist officers and for career
progression, these officers shall be considered under the general
Banking stream.
The Managing Director & CEO and in his absence the Executive Director in-
charge of HR may add, delete or modify specialist officer vertical/category having
regard to the Bank’s needs /requirements from time to time.
As per the industry level practice, rural development officers would not be treated
as specialist officers for the purpose of promotion.
2. Career Path: A specialist officer who has joined in Scale I, II and III shall be
deemed to be a general banking officer on his/her promotion to SMGS-IV.
Those executives who have been directly recruited in Scale-IV, V and VI will
continue in the respective specialist vertical. However, upon promotion to
immediate higher scale they will be treated as general officers.
3. Vacancies: The Managing Director & CEO and in his absence the Executive
Director in-charge of HR is the competent authority to declare vacancies in each
specialist vertical ensuring ZOC at minimum 1:2, depending upon the
organizational needs and subject to the availability of vacancies in the respective
specialized verticals/government guidelines/Bank’s promotion policy prevailing at
the time of initiation of the promotion process.
Competent authority may declare the vacancies in each scale in the respective
vertical maintaining minimum ZOC at 1:2 or scale-wise consolidated vacancies
may be declared for specialist officers in the best interest of the Bank and its
employees.
14

4. Rural/Semi Urban Service: Specialist officers are exempted from the mandatory
requirement of rural/semi urban service. However, in respect of specialist officers
below SMGS – IV, if they opt for general stream, after their integration into
general banking stream they shall complete the mandatory rural/semi urban
service.
5. Weightage for different parameters for considering promotion:
a. JMGS – I to MMGS – II and MMGS – II to MMGS – III: The promotion shall
be made on the basis of points secured in the Annual Performance Appraisal
Reports (APAR), online test and /or interview to assess their potential.
The weightage for different parameters for consideration for promotion are as
follows:

Sl. Trait Channel of promotion

No. Normal/Seniority Merit/Fast Track
Maximum marks
1 Performance (APAR) 50 40
2 Professional
05 05
Qualification
3 Online test 20 30
4 Interview 25 25
Total 100 100
b. MMGS – III to SMGS – IV:
Weightage for each parameter
Performance Online Test Interview Total
45 (APAR) 25 30 100
6. Online Test: There will be online test for promotion of officers from JMGS–I to
MMGS–II, MMGS–II to MMGS – III and MMGS – III to SMGS – IV, under
Normal/Seniority channel and merit/fast track channel for assessing domain
knowledge of the officers in the respective vertical and also for assessing the
knowledge, aptitude and preparedness/abilities of the officers for taking up the
higher responsibilities.
The Online test consists of following subjects:

Sl. No. Maximum

Subjects/areas to be covered
marks
For promotion from JMGS-I to MMGS-II and MMGS-II to MMGS-III under
Normal/Seniority Channel
Computer Knowledge, Banking Law &Practice, Manual
1 50
of Instruction and Circulars
Professional Knowledge (respective specialized
2 50
subjects)
Total 100
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Sl. No. Maximum

Subjects/areas to be covered
marks
For promotion from JMGS-I to MMGS-II and MMGS-II to MMGS-III under
Merit/Fast track Channel
Computer Knowledge, Banking Law & Practice,
1 Manual of Instruction, Circulars and Current 50
Financial Awareness
Professional Knowledge (respective specialized
2 50
subjects)
Total 100
For promotion from MMGS-III to SMGS-IV
Computer Knowledge, Banking Law & Practice,
1 Manual of Instruction, Circulars and Current 75
Financial Awareness
Professional Knowledge (respective specialized
2 25
subjects)
Total 100

For promotion from JMGS-I to MMGS-II, MMGS-II to MMGS-III and MMGS-III to

SMGS-IV minimum qualifying marks in the online test shall be 40% in aggregate
(35% for SCs/STs) under Normal/Seniority channel and 50% in aggregate (45%
for SCs/STs) under merit/fast track channel, subject to securing a minimum 40%
marks (35% for SC/ST) in the test on respective specialized subjects.
Candidates securing marks below the stipulated minimum as above shall be
treated as not qualified.
Computer literacy test for promotion from MMGS-III to SMGS-IV:

Subjects/areas to be covered Max. marks

Computer Literacy 50*

* The cut-off marks for qualifying will be 50% for general category officers and
45% for SC/ST category officers. However, marks secured in Computer
literacy test will not be considered while drawing merit list. Executives/ Officers
securing less than stipulated cut off marks as above, are not eligible for
participating in the promotion process.
The Bank may at its discretion engage outside professional bodies/agencies such
as IBPS, Mumbai for conducting online test. The test will be objective in nature
covering the above mentioned subjects/areas. There may be negative marks for
incorrect answers in the objective test which will be deducted from the total.
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7. Specialist officers switching over to general banking cadre:

a. The directly recruited specialist officers and specialist officers integrated from
the general officer cadre and still continuing as specialist officer may opt for
switching over to general officer cadre, any time after completion of 5 years of
their induction into specialist vertical and the consideration of request for
switching over is at the sole discretion of the competent authority (i.e. MD &
CEO and in his absence the Executive Director in-charge of HR) and also
keeping in view the staff requirement in the respective specialized vertical.
Upon conversion to general officer cadre he/she has to complete minimum
required service (3/5 years as the case may be) in the Scale in general officer
cadre from the date of conversion to become eligible for promotion to next
higher scale in general officer cadre.
b. In case of need, the specialist officer may be shifted to the general officer
cadre by MD& CEO and in his absence the Executive Director in-charge of
HR, which shall be final and binding.
c. Requests, if any, by the specialist officers for switching over to the general
officer cadre after completion of 5 years service in the respective vertical shall
be submitted to HRD:HRMD during the month of February. Requests
submitted before or after February in the particular year will be ignored.
d. As soon as such specialist officers (upto Scale-III), join the general stream, all
the rules applicable to general officers will apply.
8. General:
a. The specialist officers defined under this policy would be eligible for promotion
only under specialist promotion channel and in the respective specialist
vertical, if the vacancies are declared specialist vertical-wise. The specialist
cadre for recruitment and promotion is restricted upto Scale-IV. However,
vacancies under specialist cadre above the Scale-IV for either internal
promotion or through direct recruitment shall be undertaken with the specific
approval of the Board.
b. All the directly/laterally recruited officers in specialist cadre and integrated IT
officers will be treated as specialist officers and all the terms and conditions
enumerated in the policy are applicable.
c. In case, the specialist officers joins at a scale higher than Scale-I, the minimum
service requirement would be reckoned from the level at which they enter the
service. For example, if an officer enters at Scale-IV, the minimum length of
service for promotion from Scale-IV to V will be 3 years instead of 12 years.
d. All other terms and conditions applicable for the promotion process of general
officers as detailed in this policy Annexure – I are also applicable for the
promotion of specialist officers.
e. The policy will be in force until altered or changed by the Board of Directors.

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