CIRCULAR/GS/2013/03

CIRCULAR NO: GS: 2013: 003                  

Date: 28.01.2013

TO ALL OFFICERS                                                             

Dear Friends,

MEETING WITH OUR CHAIRMAN AND MANAGING DIRECTOR

Our Federation leaders met our CMD on 19th Jan 2013.  In this meeting both of our EDs Sri Malay Mukherjee & Sri R K Goyal and GM (HR) also participated.

Eventhough this was not a formal meeting to raise various issues and problems, we mainly concentrated on the aspects like conveyance facility on petrol reimbursement scheme, conveyance on monetary basis and rent free accommodation which are necessarily to be dealt with on priority basis for creating an atmosphere to develop the desired confidence and peace of mind for the officers, so that they can put in their best for the growth of the Bank.  The officer community spends a majority of their lifetime working for our Bank and our administration have the moral responsibility to consider their welfare and other benefits as stated above which are extremely sensitive and have a strong bearing upon the performance of the officers.

Ø  We reiterated our demand of upward revision in the existing conveyance ceiling on petrol reimbursement scheme to all officers including Probationary Officers even during their probation.

Ø  The existing conveyance facility on monetary basis to the officers which was fixed 3 decades back with Rs.166.65 pm is to be enhanced substantially.  Whereas our administration have extended this scheme of claiming Rs.250 to Rs.700/- pm on monetary basis to the award staff friends for which we appreciate the stand of the management in extending the scheme to all our award staff friends. How this anomalous situation is allowed to be continued by the present empathetic HRD department in extending trivial to the officers?

Ø  On hearing the discrimination, our CMD directed the Department to look into the anomaly immediately.

Ø  With regard to the conveyance scheme on Petrol reimbursement, our CMD has assured to consider our request for upward revision shortly within a reasonable time.

Ø  We have also pointed out the urgency of enhancing the rent reimbursement ceilings for Officers. The rent reimbursement ceiling of our bank is nowhere comparable to the comparable banks. The officers are being forced to pay big chunk of their salary for rent due to very low ceiling of rent reimbursement being continued in our bank. On the one side the officers are expected to perform exceedingly well and on the other side they are being forced to bear the burden of the rent and remain busy in commuting long distances and searching the accommodation year after year. Our CMD has directed the department to examine for taking the decision at the earliest.

We are very much thankful to our Chairman & Managing Director and Executive Directors for reacting in a positive and constructive manner.

Friends, we are following up the issues very seriously to protect the status of the officer community and at the same time a lot more is required to be done by all of us.

Ø  There is a need to accelerate the total business of our Bank to the level of Rs.400,000 crores with more emphasis on mobilizing low cost deposits to the level of 36.

Ø  Please concentrate more for the recovery of Bad Debts.

Ø  More importance has to be given to avoid slippage of PA to NPA.

Ø  Our CMD expects more commitment from the Branch Managers and other Officers working in Rural Branches for the growth of Farm Sector by staying together with rural masses.

We are confident that all of us are capable of achieving the goals.  Let us achieve our Goal of bringing the Bank to its Premier Position and make it a Reality.”

WITH FRATERNAL GREETINGS,

Yours Sincerely,

Sd/-                                                    

(A.R. SAIFULLAH)                         

GENERAL SECRETARY

CIRCULAR/GS/2013/02

We reproduce hereunder the Circular No. CIRCULAR/GS/2013/02 dated 23.01.2013 received from our Federation for your information.


Circular No. CIRCULAR/GS/2013/02 

dated 23.01.2013

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“INITIATION OF PROMOTION PROCESS - REQUEST FOR RELAXATION IN ELIGIBILITY

We reproduce hereunder the communication to the management in respect of PPO, for the information of all officers.

"We are thankful to the administration for taking steps to initiate the career advancement process well in time as stipulated by the PPO, for all scales/keeping in mind to provide the required number of Officers strength more particularly to the Branches. No doubt it is desirable that the processes are to be carried out as early as possible but without violating the Policies.

With a view to give opportunities to the maximum number of officers for moving up in their career tracks and to infuse high level of morale among officers, we suggest the following potential points for your considerations:

1.      We understand huge number of Scale-II vacancies are lying vacant. Even most of the vacancies declared last year have been left unfilled because of the less number of applicants participated which caused unbearable hardship and mental agony to the officers mainly in branches.

2.      The Scale-II vacancies are the scarce commodity.  Managers have not been provided adequately to the branches even as per the unilaterally amended staffing pattern. Relaxation in eligibility is the only solution to provide opportunity to more number of Officers to appear in the promotion process who are completing the period within a few days/month from the cut-off date fixed as per the uniform PPO.  The PO batch of the year 2011 may please be considered for the ensuing process so that required number of applicants would be made available.

3.      In the last promotion process, due to unacceptable long distance placements, large number of Scale-I officers have refused to take up the promotion.  Such Scale-I officers may be allowed to participate in the ensuing process keeping aside the debarment clause.

4.      Large number of Scale-I/II/III specialist officers have given their option for conversion to general category.  All these cases can be considered/ allowed to participate in the ensuing promotion process.

5.      Most of the Scale-I officers have not been given opportunity to work in Rural, which is a pre-requisite for promotion as per the PPO.  All such officers should be allowed to participate in the process.

6.      Due to recategorization of Branches, based on the revised business criteria, the number of medium branches were reduced from 3142 to 1768 which caused serious apprehensions in the minds of Scale-I officers about their promotions and also affected the confidence level. We request the administration for the proper identification of vacancies and filling of all the vacancies to avoid frustration.

7.      As there is no difference between WT & FT channel in respect of eligibility and placement for Scale-I to II, we request for the discontinuation of the FT channel.

8.      In the last process, some of the Officers were given special consideration by exempting from R/SU stint, we have already pointed out and still no corrections were made.  When management is showing such special consideration for a selected few, the officers who were made to refuse the promotion due to their posting for R/SU stint should be allowed to participate in the ensuing process.

9.      As the high age of Scale-III officers is not  permitting them for the preparation of any exam, we request for the introduction of normal channel for Scale-III to -IV, which should be purely based on the seniority.

10.  Promotion process for some of the specialist category officers like AFO and RBO have not been taken place recently. It is not proper and is a great injustice to the officers working in such categories. We once again request the management to initiate the process for the remaining specialist officers.

We request you to consider the above mentioned important points and demand for the improvement in the PPO and the removal of anomalies should be made effective from the ensuing processes."

We shall inform you the developments in due course.”

Kind Regards.            

Sd/-                                                    

(A.R. SAIFULLAH)                         

GENERAL SECRETARY

CIRCULAR/GS/2013/01

We reproduce hereunder the Circular No. CIRCULAR/GS/2013/01 dated 17.01.2013 received from our Federation for your information.

CIRCULAR NO.: GS: 2013: 001                                            

Date: 17.01.2013

TO ALL OFFICERS                                                  

Dear Friends,

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“SUGGESTIONS FOR IMPROVEMENT IN HR INITIATIVES

We reproduce hereunder our communication to the management for the information of all officers.

"The inspiration infused by our Chairman and Managing Director with compassion, exuberance and elan in the rank and file are the guiding factor for the significant improvement in HR functions in our Bank.  Introduction of various pro active HR initiatives have enhanced the industrial relations image of our Bank. To meet the growing challenges, to enhance the commitment level amongst the work force and to motivate the officers to improve the performance for achieving the corporate goal, we bring to your kind notice the suggestions for strengthening the system.

1.    Man Power Planning:

Despite intermittent officers recruitment over the years the officer strength is not improving. The officer strength composition for the last 4 years as detailed below reveals that the man power planning is not scientifically carried out taking into considerations of optimum man power requirement to handle the scale of business, staffing pattern, planned promotions, future business objectives and also attrition and retirements.

                 As On                         No. of Officers

                        Mar-2009                    12441

                        Mar-2010                    12535

                        Mar-2011                    12883

                        Mar-2012                    12414

                        Sep-2012                    12512

Of course, recently 1500 promotees were inducted as Asst. Manager that too belatedly due to various reasons. Another batch of 1000 Pos are also to be inducted shortly.  But, we understand that their services would be available to the branches only after 6 months training.  We are of the opinion that these additions would not be sufficient to manage the attrition rate of 5% and also the revised staffing pattern.  Any how, we are extremely thankful to the administration for continuous recruitment.

2.    Recruitment Process: The recruitment process requires great deal of insight and patience especially where worker retention and employee satisfaction are critical to the growth and success.  We understand in some banks the State wise hiring process is being carried out with the main intention of employee satisfaction. The existing conventional selection norms and procedures will have to be revisited to ensure that the people we take in are those from the local area so that the talent hired can be engaged properly to the expectations of the customers since the language plays a vital role in banking industry where customers contact and inter personal relationship are inevitable part of the profession.

3.    People Soft HRMS:  Only recently, the people soft HRMS have become staff friendly being operated via intranet. Our request is that it should allowed to be operated through internet so that staff members can leisurely operate any time after office hours.

4.    Business development Meeting: In spite of instructions from our corporate office, Regional office and Zonal Offices are reluctant to convene business development meeting.  Our Central office also has not convened the business development meeting for this year.

5.    Performance appraisal system: In order to make appraisal system more effective, the evaluation should be shared with the officers which is not being done at present, since career advancement is based on the same.  We request transparency in the evaluation is to be introduced.

6.    E-Learning Module: E-Learning Module training program which is available in peer banks is to be introduced to access our business products and to create a source for one-stop training shopping.  Instead of giving more emphasis on class room training, coaching and mentoring which is one of the talent development method may be introduced to attain a certain work behaviour that will improve leadership, employee accountability, team work, goal setting, communication etc.

7.    Leadership training: Enhancing the attitude of the field functionaries to make them realize the need to adapt appropriate changes in their behaviours and mind sets are the need of the hour as some of the field functionaries/RMs are treating the officers particularly the branch managers very shabbily.  We firmly believe that only caring superiors who are part of the team can play significant role in making the staff, involving more for growth.

8.    Officer welfare is a matter of officer relation, building and sustaining good relationship, still some of the very important issues like enhancement in rent reimbursement ceiling, upward revision in conveyance reimbursement scheme and conveyance on monetary, improvement in transfer policy and PPO are yet to see the light of the day.

We are confident that the aspirations of the officers of our bank reflected here in above would be considered favorably”

We shall inform you the developments in due course.”

Yours Sincerely,                    

Sd/-                    

(A.R. SAIFULLAH)

GENERAL SECRETARY 

HAPPY PONGAL TO ALL OUR VIEWERS

PENSION OPTION TO OFFICERS RETIRED ON VRS ON OR AFTER 29.09.95

Pension option to Officers/Family members of deceased officers who retired Voluntarily from Bank’s service on or after 29.09.1995 under Regulation 19.7 of Central Bank of India Officers’ Service Regulations 1979.

FOR THE CIRCULAR : -            PLEASE CLICK HERE

FOR THE FORMS        :-             PLEASE CLICK HERE

CHRISTMAS / NEW YEAR GREETINGS

We reproduce hereunder the Circular No. CIRCULAR/GS/2012/38 dated 21.12.2012 received from our Federation for your information.
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CHRISTMAS / NEW YEAR GREETINGS

We convey our heartiest greetings and best wishes to all the officers and their families for a “MERRY CHRISTMAS” and “PROSPEROUS NEW YEAR”.  Let us wish that the year 2013 ushers in an era of peace and prosperity for all those around us. Let us march on with our trade union perspectives intact while willing to take on the challenges ahead of us.

The developments in the Banking industry are more and more unambiguously clear that further offensives would be mounted in the days to come.  The prime agenda of the Government is merger of Banks.  The struggle against this warrants unity and strength.  Coming days would be quite challenging.  Important issues being pursued by AIBOC in the days to come are as follows:-

1.Honorable salary revision commensurate with the Risk and Responsibility.

2.Revision of Compassionate Appointment Scheme.

3.Improvements in Pension/Family Pension Scheme, updation as per Government scheme. Pension at 50%

    of last drawn basic pay without linking to number of years of service.

4.Improvement in commutation formula at 40% of Basic pension. Payment of Family Pension at enhanced  

    rate for the first 10 years.

5.Five days week and defined working hours for officers.

6.Commercial Bank Allowance of Rs.5000/- be paid to all officers as available in RBI.

7.Insurance covering the lending Risk.

8.Reintroduction of Post allowance to all BMs and RMs.

9.Child care leave to women officers to be extended to 2 years as is being done in case of Central

    Government women employees.

    10.Setting up of an exclusive CAT & CVC for Bank Officers.

Friends, Let us imbibe and promote a true sense of belonging amongst our members which will pave way for strengthening our Organizational image as a trade union.  Let us not rest on our laurels nor bask in our past glory.  It is time to realize the harsh realities and act accordingly. Each and every step we take should also be aimed at protecting our image.  Let us work hard towards achieving our goals as a true representative body taking into account the ambitions and aspirations of the large section of officers we represent.”

Yours Sincerely,                       

Sd/-                             

(A.R. SAIFULLAH)

GENERAL SECRETARY

WAR AGAINST NPA

We reproduce hereunder the Circular No. CIRCULAR/GS/2012/37 dated 17.12.2012 received from our Federation for your information.

“WAR AGAINST NPA

Growing NON PERFORMING ASSETs of our Bank is a major cause of concern.  Presently Gross NPA stands at 5.4% leading others in the Industry, making us to bow our head down in shame.  When we met our Chairman and Managing Director, he expressed concern over the higher level of NPAs in our Bank vis-à-vis the other peer banks and appealed to the Federation leaders to consider themselves as "change agents", motivate the officers and share with them about the Bank mainly NPA recovery so that all round involvement will be generated.

We understand that more than 4.3 lakh NPA borrowers are having the outstanding below Rs. 1.00 lakh, spread over in each and every Branch of our Bank signaling alarming situation and should be targeted on priority by each one of us.

Good efforts in cash recovery are being overshadowed by a higher level of slippages. We request all our members to strength the monitory and recovery mechanism and arrest the cascading slippages. Even though remaining period of 2012-13 will be turbulent for all of us, we made an assurance that the entire members of our FEDERATION takes these challenges as an opportunity and prove to the top echelon that we are second to none in taking our great institution for an impressive performance.

We request all our members to rededicate our sincere, honest, committed and involved services mainly focusing on NPA recovery for our beloved institution and ensure its unhindered progress in the days to come in spite of the challenges ahead of us.”

Yours Sincerely,                    

Sd/-                            

(A.R. SAIFULLAH)

GENERAL SECRETARY