Review of Existing Promotion Policy

I presume that all public sector banks have devised following  policies for smooth functioning of their banks

1. Man Power policy to decide number of staff to be posted in a branch or an administrative office

2. Categorisation of Branch, Region and Zone as per business of the branch or region or zone

3. Scale of Officers and their numbers  to be posted as Branch head or supporting officer at different category of branches or administrative offices

4. Transfer policy and promotion policy for different scale of officers. 

5. What are irregularities or serious charges against an officers due to which an officer can be prevented from taking part in promotion or for posting at rural areas or at critical branch

6. When an officer cannot be promoted only due to less number of vacancies, justification for not releasing increment or keeping such officer under stagnation for three years or six years or more.

Under what circumstances an officer can be transferred to other state , other zone and under what circumstances can an officer be exempted from normal transfer policy or exempted from inter state transfers or inter zone transfers.

Under what circumstances policy can be violated must be past of such policies 

I would like to seek information in attached for format  from each bank to assess and ascertain the extent upto which a bank has violated the existing policies and resorted to whimsical transfers and arbitrary promotion or recruited officers in higher scales at the cost of existing senior and experienced officers only to earn bribe or to give favour officers of their choice or on recommendation from internal or external VIPs.

Such information will help to judge whether the existing policy of interview or group discussion or even written test based promotion policy has helped in growth of bank , in stopping rise in growth of bad assets and  to provide safety to banks. 

Absolute and serious analysis of  consequences of existing policy of flattery and bribery  will be able to speak whether promotions of officers taking place in public sector banks for last one or two decades based on  policy of  so called merit channel or super merit channel to promote an officer from one scale to to other is used by top ranked officer for the growth of bank or for growth of individual wealth or to serve the vested interest of members of such interview panels and assessing committee of a few officers.

It is now necessary to know the real reason for spurt in Volume of Non Performing Assets in government banks.It is now necessary to assess the utility of so called merit and fast track promotion process prevalent in various banks in various shapes which enable top ranked officers to inculcate and perpetuate policy of flattery and bribery at the cost of health of banks and that of future of officers devotedly serving the bank for a decade or two or three.

It is therefore necessary that some officers in all banks seek information in attached formats from their bank and submit to a committee formed by some talented officers to decide the merit and demerit of existing policies and devise seniority based transparent policy for promotion and transfer.