CBOA-AP CIRCULAR NO. 28 DATED 30.12.2011

CBOA-AP issued its circular No. 28 dated 30.12.2011 reproducing circular received from AICBOF. We are placing the same here for our readers.

CIRCULAR NO.: GS: 2011: 028                                                      Date: 30.12.2011

TO ALL OFFICERS                                                                          PLEASE CIRCULATE

Dear Friends,

We reproduce hereunder the Circular No. CIRCULAR/GS/2011/28 dated 24-12-2011 received from our Federation for your information.

With best regards                                                                      

Yours sincerely

Sd/-

(C.A. MALLIKARJUNA RAO)

GENERAL SECRETARY

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WELCOME NEW YEAR – 2012

At the outset, I wish you all a very happy and prosperous New Year. Let us wish and hope that the new year ushers in an era of peace, plenty and prosperity. Let us look forward to an eventful 2012 as our trade union activities and the institutional developments are concerned.

“RECOMMENDATIONS OF THE KHANDELWAL COMMITTEE”

In accordance with the decision of the General Secretaries meeting held on 8th Dec, 2011 at Bangalore, the sub-committee of Khandelwal Recommendations presented our views on some of the recommendations of the Khandelwal Committee to the Secretary, Financial services on 22nd Dec, 2011 and requested for a structured forum at Government level for regular interaction on  service matters and to consider our issues pending with Government such as, Compassionate Appointment Scheme, Denial of Second Option Pension to Officers opted VRS/Resignees, Improvements to Staff Loans, Welfare Fund, Promotion Guidelines, RRB merger etc. The Secretary, Financial Services was kind enough to listen to our delegation and responded positively to our suggestions to have a structured consultation forum at Government level on HR matters. He assured to look into our suggestions on Khandelwal Committee Recommendations and also on other suggestions.

We are happy with the response of Shri Mittal, the Secretary, Financial Services and confident that, majority of issues may get resolved through our direct representation to the Government. The gist of the communication to the Secretary, Financial Services conveying our views on the above subject is reproduced hereunder:

An Opportunity to present our views: An opportunity be given to our Confederation to present our views on all the recommendations of the HR Committee, before those are accepted by the Government.

Deferment of the last day: The deadline of 31st December 2011 fixed by Government of India, for approval of the respective Board of the Banks to accept 56 recommendations, may please be deferred, to enable us to make our suggestions.

Manpower Planning: There is an urgent need to review the Man Power Planning in Banks. Adhoc decisions are taken by the Management in assessing and filling up of vacancies. The technology and CBS have not reduced risk, responsibility and accountability of the Bank Officers. In fact, workload on Officers has increased after implementation of CBS. We agree that both short term and long term MPP is essential. In addition to the help of the outside experts, majority Officers’ Association in the Banks shall also be consulted to assess the need of the adequate staff strength. Reduction of clerical staff should not result into officers doing clerical work, resulting in non-adherence of maker checker concept.

Outsourcing: The risk, responsibility of supervising staff in connection with outsourced work has to be specified clearly. The routine banking transactions like, accepting deposits, granting loans, recovery, verifying KYC norms, auditing, inspection etc. by the outsourced agencies are fraught with avoidable financial and also credibility risk.

Recruitment: Present system of recruitment of direct officers up to a maximum of 25% of the vacancies, in Scale-I may be retained to motivate and retain talent in the Bank. Banking requires a proper mix of talent and experience.

Incentive: Appropriate incentives and weightage in promotion for serving in rural branches may be worked out for supervising staff also.

Lateral recruitment: The number of lateral recruitments in specialized jobs at senior level, on permanent basis, shall be kept at a minimum, and internal talent be groomed to manage those sensitive positions also.

HRD Plan: We agree that, there is a need to come out with HRD plan for development of Women, SC/ST and Disabled Employees. To encourage women, on the lines of 6th Pay Commission Recommendations, two years sabbatical leave for them may be considered.

Leadership Development: A comprehensive Leadership Development strategy is required for all categories of staff. HR Departments in consultation with the Officers’ Associations may design the programme.

Grievance Redressal: At present, grievances of Officers are resolved by the HR department in consultation with the recognized Officers’ Association, within the framework of “Bilateral Agreements”. The system is functioning well. Therefore, there is no need to introduce online resolution of grievances. This will be viewed as an effort to deunionize Bank Officers by the managements and may affect the industrial relations in the Banks.

Extension of Service:  There are already laid down instructions as regards extension of service on attaining the age of 50 years or 30 years of service whichever occurs earlier.  Therefore, the clause of pre-mature retirement of non-performers at the age of 55 is unwarranted.  The recommendation may please be rejected.

Testing of computer skill of officers and clerical staff: On the face of it, we will think that this is a good idea, but the report is silent on imparting training where required and utilizing the manpower.

Mandatory rural assignments for clerks: Most of the new recruits may end up in rural and semi-urban branches.  The rural assignment if made compulsory should count for mandatory service in the officer cadre also.

Promotion:  Fast-tracking promotions can be done to a certain extent depending on the shortage in various banks but cannot be common for all banks. There is also the issue on insufficient branch experience before officers reach Senior Management grade, if they are promoted too fast, this may not be possible. A balance has to be arrived at. The frustration level may increase, if stagnation occurs. These officers will join other Private Sector Banks making Public Sector Banks a recruitment ground for the proposed new Generation Private Sector Banks.

Bilateralism:  The existing bilateral understandings and agreements between Bank Managements and Officers’ Organizations in the area of promotions, transfers and service conditions may be allowed to continue.

We hope that, our suggestions will be considered favorably.  We once again pledge our support for implementation of financial inclusion and rural up-liftment programme with all seriousness. 

All our members are requested to await further development in the matter.  

Thanking you,

Yours sincerely,

Sd/-

(A.R. SAIFULLAH)

GENERAL SECRETARY