Promotion Policy, Rules and Procedures applicable to the officers of Allahabad Bank

PREAMBLE
In accordance with the Regulation 17 of Allahabad Bank (Officers') Service Regulations, 1979 and the relevant guidelines issued from time to time and Managerial Autonomy accorded by Government of India , Bank's own promotion policy, Rules and procedures have been framed with the approval of the Board. 1. OBJECTIVE AND GUIDING CONSIDERATIONS :

1.1

The objective set for the Bank's promotion policy, is mainly to provide opportunities of advancement and a career path to the Bank's Officers. Starting from the intake-point at the Junior Management level, the promotional avenue moves progressively upward, giving prime importance to the consideration of merit, performance and potential. The broad guidelines given in this respect which form an integral part of the Officers' Service Regulations, provide the foundation of promotion norms and procedures which follow. The other cardinal point guiding the policy is that the promotion system should provide adequate motivation which would help the officers generally to attain their legitimate aspirations for advancement in career, and particularly those who by virtue of their demonstrated merit and performance, display unmistakable potential for assumption of higher responsibilities and contributing to the Bank's progress. Promotion to higher grades and posts have necessarily to be highly selective and chiefly it has to be the performance, merit and potential for contribution which should be the main criteria for promotions. This Promotion Policy has been designed accordingly combining the elements of performance and academic/professional qualifications reflecting ability, merit and the potential of officers as basic criteria for promotions. 1.3 For the purpose of assessment of the various factors relevant to promotion, as indicated below, appropriate WEIGHTAGE has been accorded to the performance in positions of managerial (managing business/people) responsibility including the managerial positions in rural surroundings where conditions of living and work are less attractive and really more arduous and disagreeable. Academic/Professional qualifications: For such professional qualifications which are suitable to the needs of the Bank and higher academic qualifications in the relevant knowledge area, marks will be awarded at the first stage only in normal channel for promotion from Scale-I to Scale-II as per Paragraph 9. Besides knowledge of Banking Theory and Practice, current trends and developments, broader aspects of banking at national and international level have been given considerable weightage for promotion upto SMG, Scale IV, which will be assessed through Written Test. In the matter of assessment of JOB-PERFORMANCE of the officers in the different Grades, it is not possible to do so, except by well-designed reporting system applicable to the distinct and separate Grades, for which a realistic and objective Performance Appraisal System has been introduced. The Ratings given to the officers under this reporting/appraisal system, will signify the basis of evaluation of performance of the individual officer under this factor. The details of marking pattern and parameters have been given in Annexure A.

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2.

JOB PERFORMANCE

2.1

The weightage given to Job-Performance is uniform for promotion upto Middle Management Grade, Scale III and the same has been increased in case of promotions in higher scales, i.e. Scale IV and upwards.
PERFORMANCE POTENTIAL The potential or latent abilities of the officer to carry out higher level responsibilities are required to be assessed as a part of the Promotion procedure. For promotion upto SMG, Scale IV, written test and interview method shall apply for assessment of this factor.For promotion to Senior Management Grade, Scale V and upwards, potential appraisal consisting of interview, group discussion etc., will be made in regard to attributes like personality dimensions, leadership orientations, conceptual skills and problem solving. However, for the purpose of assessment of potential and suitability of the officers for promotion to Senior Management Grade, Scale V and above, the Chairman & Managing Director or in his absence Executive Director may, at its discretion, dispense with the system of group discussion and, instead, have the assessment made by interview only. As provided in Para 3.1 & 3.2 above followings will be taken into consideration for the purpose of assessment, inter alia : (a) Relevant personal data and service records of officers concerned; (b) Reports, records and other available data which disclose the proven ability of the individual officer whose performance, ability and potential are under review.

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4. 4.1

SPECIALIST/TECHNICAL CADRE OFFICERS In regard to the Specialist/Technical cadre officers, promotion policy is designed to fulfill the policy guidelines given in the Pillai Committee's Report. Accordingly, those categories of officers would in due course, either be integrated with the general line or provided with promotion opportunities as per career path policy, while remaining in their specialised functional areas. Existing specialist/technical categories of posts in the Bank include : Chartered Accountants, Agricultural Field Officers, Small Scale Industries Field Officers (Engineers), Management/Personnel Management Specialists, Economists, Statisticians, Civil Engineers, Law Officers, Security Officers, EDP/IT Officers, Merchant Banking and similar other posts as may exist or be created in future. All Specialist Officers will be eligible to join the mainstream of banking after appropriate length of service, viz. after 5 years of service, counted from the date of their appointments. Such Specialist Officers would be eligible to move to a banking operational position appropriate to their scale/grade. The specialist officer who have become so eligible may be allowed to come to mainstream after 5 years unless one opts in writing to remain in his existing position as a specialist. The seniority of such officers within the particular specialised cadre would be reckoned as from the date of their initial appointments in the officers' cadre and/or from the date of promotion in the ,respective higher scales.(The Chairman & Managing Director may, however, subject to the approval of the Board of Directors, reduce the period of service in respect of any particular cadre among the specialists from 5 years to 3 years, if the same is considered necessary in the interests of the Bank " The Specialist Officers may also be exposed by way of occasional deputation to Banking area courses so as to make them acquainted with the General Banking area and functions and to enable them to be more effective on switching over to Generalist cadre.

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Promotion Process for Specialist Officers will be followed in accordance with the career path for such officers, subject to availability of vacancies in their respective fields of specialization.

In other words an officer can continue as a specialist officer provided he/she has been recruited /designated as such only till he/she reaches Senior Management Grade Scale-IV where after he/she will be automatically considered as a General Banking Officer along with other General Banking Officers for further promotions.2.2 The seniority of an officer in a grade or scale shall be reckoned with reference to the date of his appointment in that grade or scale. While initiating the promotion process. 6. . unless the alleged act of misconduct for which the officer employee was placed under suspension has not been proved in the departmental enquiry. 5. including the service during probation. if held. as specified in the policy. 7. Accordingly. Where there are 2 or more officers of the same length of service in their scale. The period of sabbatical leave will not be reckoned for the purpose of computation of length of service. Period of suspension will not be reckoned for the purpose of computation of the length of service. Leave of absence on loss of pay will not be reckoned for computing length of service. The management shall determine the number of vacancies to be filled in on each occasion of promotion from one scale to the next higher scale both for the General Banking Officers and Specialist Officers on all India basis/global basis.2. 7. 6. 5. 6. 6. the existing specialist officers in SMG Sc-IV and above will be considered for promotion process in the Main stream as Generalist Officers. whenever required. 7 : Determination of vacancies in various scales : 7. the Bank will prepare each year a list of officers in its service showing their names in the order of their seniority on an All India basis along with the relevant particulars. Officers who fail to submit the filled in application within the scheduled date will not be considered in the concerned promotion process. 1979. This will. 6.5.1 : For the purpose of eligibility in terms of length of service only the completed years of service as an officer shall be taken into account.Computation of service for the purpose of eligibility 6.1 As required under the Allahabad Bank's Officers' Service Regulations.4.The date relevant for the purpose of determining the eligibility shall be 31St MARCH immediately before the commencement of the promotion process. PROMOTION PROCEDURE 5.1. facilitate a ready reference for ascertaining the seniority position in regard to the officers of the different grades and scales.5. their inter-seniority shall be reckoned in the manner and as per the procedure laid down in the Clause 18(2) to 18(5) of the Officers' Service Regulations. may promote a lesser number of officers than the declared number of vacancies at its sole discretion if adequate number of suitable Officers are not available.3.3. the number of vacancies proposed to be filled in the relevant grade/scale shall be declared.3 In respect of the promotion process from JMG Scale-I to MMG Scale-II MMG Scale-II to MMG Scale-III and MMG Scale-III to SMG Scale-IV the officers are required to submit the respective application form in the prescribed format for consideration in the promotion process as and when the respective process commences and the applications are invited by the Bank. However the competent authority. For Specialist Officers there will not be any vacancies or promotion process beyond Senior Management Grade Scale IV. in terms of Allahabad Bank Officer Employees' (Discipline & Appeal) Regulations 1976 and concluded before initiation of promotion process.

40% of identified promotional vacancies in MMG Scale II to be filled up.2 Eligibility Norms For Seniority-cum-Interview Channel :Minimum 9 years satisfactory service in JMG Scale-I with 2 years of active service in a rural branch.1 A. of Channel for promotion Only one channel of Promotion viz. Specialist Channel.1. In case all the vacancies allocated under Seniority -cum. For Mainstream Officers: No. Such inter changing of the vacancies in the respective channels will not affect the seniority of the selected candidates as the date of effect of the promotion for all the channels will be from a common date. A promotee officer in JMG scale I who has done his CAIIB either in clerical cadre or as an officer shall be eligible under fast track channel only after 3 years of actual service in JMG Scale I with 2 years service as JMG Sc-I officer in a rural branch. and vice versa.50% of identified Promotional vacancies in MMG Scale II to be filled up. will have to exercise their option in writing for participation under Fast Track. Scale-II to Middle Management Grade. 8. Scale-I to Middle Manaaement Grade. the eligible candidates who opt to participate under Fast Track Channel will not be considered for participation under Normal Channel and Seniority-cumInterview Channel as the case may be.Interview channel are not filled up due to non-availability of suitable candidate/s or candidate/s with requisite eligibility criteria the said vacancy/ies will be filled up in the same promotion process under Normal channel. 8. Promotion from one Grade/Scale to another Grade/Scale : 8 1 Promotion from Junior Management Grade.Minimum 3 years satisfactory service in JMG scale I with CAIIB (both parts passed) qualification and with 2 years active service in a rural branch.1. (ii) Normal Channel ..1. In such cases. (iii)Fast Track Channel .Interview Channel : 10% of the identified promotional vacancies in MMG Scale-II to be filled up.5 NOTE: An officer who has been recruited as specialist officer should be exposed to service in a rural branch for the requisite period of 2 years as and when such officer switches over to the mainstream of banking. Similarly . For Normal Channel . 8. 8. if all the vacancies allocated to Normal Channel including the unfilled vacancy/ies allocated to Seniority-cumInterview Channel so added are not filled up due to non-availability of suitable candidate/s or candidate/s with requisite qualifications/ eligibility criteria in the respective channel.1.Minimum 6 years satisfactory service in 3MG scale I with 2 years active service in a rural branch. Scale III .Seniority-cum-Interview Channel.4 Eligibility Norms Minimum 5 years satisfactory service in JMG Scale-I. Normal Channel and Fast Track channel. For Specialist Officers No. (i) Seniority -cum. 8.1. viz. Scale II 8. Candidates who fulfill the eligibility criteria under all the Channels.8. of channels for promotion: Three channels of Promotion from )MG Scale I to MMG Scale II viz.3 B. For Fast Track Channel . such unfilled vacancies may be filled up in the same promotion process through Fast Track Channel.2 Promotion from Middle Management Grade.

(i)Seniority-cum-Interview Channel : 10% of identified promotional vacancies in MMG Scale-III to be filled up.2.4 Eligibility Norms (a) Minimum 8 years of satisfactory service as an officer. Diploma in Capital Markets and Merchant Banking. if all the vacancies allocated to Normal Channel including the unfilled vacancy/ies allocated to Seniority-cumInterview Channel so added are not filled up due to non-availability of suitable candidate/s or candidate/s with requisite qualifications/ eligibility criteria in the respective channel.Fast Track Channel .2. Specialist Channel.40% of identified promotional vacancies in MMG Scale III to be filled up. (ii)Normal Channel . Diploma in Treasury. such unfilled vacancies may be filled up in the same promotion process through Fast Track Channel. For Specialist Officers No. Investment and Risk Management.Similarly . For Mainstream Officers No. out of which at least 2 years of satisfactory service in MMG Scale-II. Normal Channel and Fast Track. 8. 2. of Channels for Promotion: Three channels of promotions from MMG Scale II to MMG Scale III Viz. will have to exercise their option in writing for participation under Fast Track. 8. For Normal Channel . 3.50% of identified Promotional vacancies in MMG Scale III to be filled up. Diploma in Advanced Rural Banking Candidates who fulfill the eligibility criteria under all the Channels. 8.8. 4. For Fast Track Channel .2. Diploma in International Banking and Finance. . Diploma in Banking Technology 5. the eligible candidates who opt to participate under Fast Track Channel will not be considered for participation under Normal Channel and Seniority-cum-Interview Channel as the case may be.Interview channel are not filled up due to non-availability of suitable candidate/s or candidate/s with requisite eligibility criteria the said vacancy/ies will be filled up in the same promotion process under Normal channel.Minimum 3 years of satisfactory service in MMG Scale II and has completed minimum mandatory service of 3 years in rural and/or semi urban branches (inclusive of 2 years service in rural branch) with CAIIB (both Part) qualification or diploma in any of the following subjects conducted by Indian Institute of Banking and Finance: 1. Such inter changing of the vacancies in the respective channels will not affect the seniority of the selected candidates as the date of effect of the promotion for all the channels will be from a common date. viz.Seniority-cum-Interview Channel. In such cases. In case all the vacancies allocated under Seniority -cum. (iii).2.2 Eligibility Norms For Seniority-cum-Interview Channel : Minimum 7 years satisfactory service in MMG Scale II and has put in a minimum mandatory service of 3 years as an officer in rural and/or semi urban branches (inclusive of 2 years service in rural branch in JMG Scale I).3 B. and vice versa.1 A. of Channel for promotion Only one channel of Promotion viz..Minimum 4 Years of satisfactory service in MMG Scale II and has put in a minimum mandatory service of 3 years as an officer in a rural and/or semi urban branch (inclusive of 2 years service in rural branch in JMG Scale I).

Normal Channel 40% of identified promotional vacancies in SMG. (iii) In case of an officer who joined the Bank's service in MMG Scale III. Scale IV to be filled up. 8.2 Eligibility Norms For Normal channel .3. Scale IV to be filled up. the eligible candidates who opt to participate under Fast Track Channel will not be considered for participation under Normal Channel.5 NOTE : An officer.1 A: For Mainstream Officers No. Specialist Channel.II. will have to exercise their option in writing for participation under Fast Track. Scale-III to SMG. 8. In case all the vacancies allocated to any of the above mentioned channels are not filled up due to non-availability of suitable candidate/s or candidate/s with requisite qualifications/ eligibility criteria in the respective channel. such unfilled vacancies may be filled up in the same promotion process through either Normal Channel or Fast Track Channel as the case may be. of Channel for promotion Only one channel of Promotion viz. 8.3. viz. who has been recruited as specialist officer should be exposed to the service in rural/semi urban branch for the requisite period of 3 years as and when such officer switches over to the mainstream of banking. minimum 4 years of satisfactory service in MMGS-II. out of which at least two years satisfactory service in MMG Scale III. Fast Track Channel .60% of identified promotional vacancies in SMG.3.(b) In case an officer who joined the Bank's service in MMG Sc . 8. 8. out of which at least two years satisfactory service in MMG Scale III. Such inter changing of the vacancies in the respective channels will not affect the seniority of the selected candidates as the date of effect of the promotion for all the channels will be from a common date. minimum 7 years of satisfactory service as an officer in the bank.4 Eligibility Norms .2.3. of Channels for Promotion Two channels of Promotion from MMG. For Fast Track Channel (i) Minimum 10 years of satisfactory service as an officer in the bank. For Specialist Officers No.3 Promotion from Middle Management Grade Scale III to Senior Management Grade Scale IV. minimum 3 Years of satisfactory service in MMG Scale III. viz. Scale-IV. (ii) In case of an officer who joined the Bank's service in MMG Scale II..3 B. Normal Channel and Fast Track. 8.Minimum 4 years of satisfactory service in MMG Scale III. Candidates who fulfill the eligibility criteria under both the Channels. In such cases.

if at any time the number of officers becoming eligible for promotion is less than three times the number of vacancies as below : Promotion from JMG Scale Ito MMG Scale II MMG Scale II to MMG Scale III MMG Scale III to SMG Scale IV SMG Scale IV to SMG Scale V SMG Scale V to TEG Scale VI TEG Scale VI to TEG Scale VII Normal Channel 1 year 1 year 1 year 1 year 6 months 1 year Fast Track Channel No further relaxation 1 year 1 year Not Applicable Not Applicable Not Applicable 8.7.1. 8. 8. 8. out of which at least 2 years of satisfactory service in MMGS III.4 Promotion from Senior Management Grade Scale IV to Senior Management Grade Scale V.4. 8.1 The Board of Directors in their discretion may relax the minimum length of service referred to above. Scale-IV.7. of Channel for Promotion . 8.Minimum 2 years of satisfactory service in SMG Scale V.1 No.2. 8. No. of Channel for promotion . out of which at least 2 years of satisfactory service in MMGS III. no further relaxation in minimum length of service will be permitted to Specialist Officers for promotion from JMGS I to MMGS II. MMGS II to MMGS III and MMGS III to SMGS IV. fresh candidates will have to be always added in the Zone provided they otherwise satisfy the eligibility criteria.6. the approval of Board will be required for such non-inclusion of any fresh candidate or inclusion of a lesser number in the Zone.3 Consequent upon introduction of separate eligibility criteria for promotion of Specialist Officers upto the level of SMG. 8.One channel. Promotion from Senior Manaaement Grade Scale V to Ton Executive Grade Scale VI.7. Eligibility Criteria .4. 8. of Channel for promotion . (c) In case an officer who joined the Bank's service in MMGS III.6. 8.Minimum 2 years of satisfactory service in TEG Scale VI.5.2 Eligibility Criteria . minimum 3 years of satisfactory service in MMGS III.One Channel. The number of candidates considered for will include all the superseded candidates who are otherwise eligible in terms of the promotion policy of the bank.Minimum 3 years of satisfactory service in SMG Scale IV. 8. (b) In case an officer who joined the Bank's service in MMGS II. minimum 7 years of satisfactory service as an officer.One Channel. In case of non-inclusion of any fresh candidate or inclusion of a lesser number in the Zone.5.7 Relaxation in minimum length of service & Zone of consideration 8.(a) Minimum 11 years of satisfactory service as an officer.1 No.2 The number of candidates to be considered for promotion from one scale to another shall normally be restricted to three to four times the number of vacancies provided the Board of Directors may relax this criteria in exceptional circumstances after recording the reasons therefor in writing.2.5.6 Promotion from Ton Executive Grade Scale VI to Tory Executive Grade Scale VII. . 8. Eligibility Criteria .

after he/she wins a medal for the country or is awarded a National Award by the Government of India or a prize in an individual event or in a team event as a playing member of the team in Olympics.8. if an officer employee has been continuously performing well and winning tournaments. at the National level. 9. championships. an officer employee of the Bank. Further. Asiad or any other international event in which either all the nations are eligible to participate or a few.L. be considered for one out of turn promotion in his/her entire career.Sc. Engineering Post Graduate qualification in Personnel Management L./M.1 Weightage for Marks on account of a) Professional qualification (suitable to the needs of the Bank).A. whether he/she is recruited as a sports person or otherwise. prize. and the Bank considers the Officer's case fit for out of turn promotion. as a one time measure. prizes.B.Sc.A.9 Out of Turn Promotion The aforementioned guidelines not-withstanding. have been invited to participate.(Agriculture) M.2 Marks will be awarded only for the highest educational degree. may also be considered by the Bank for out of turn promotion./B. medal in any other international event./B.Com. If officer employee wins an award. those sports persons who have given repeated outstanding performances at the international level in the past. Basis and Evaluation for Promotion . selected on the basis of their performance and past record.A. 10. an officer will be given the highest marks admissible for prescribed professional qualification or qualifications. or in exceptional cases. (in any other subject) Marks 2 4 4 4 4 3 3 Marks 2 3 3 3 2 Weightage for above qualifications will be restricted upto 10 marks. if necessary in consultation with the Bank's Sports Board.B. M. and b) Higher educational qualifications (in the relevant knowledge area) will be given in the merit list for promotion from JMG Scale I to MMG Scale II in Normal Channel only as below: Professional Qualifications JAIIB (CAIIB Part-I) CAIIB (Part-II) Chartered/Cost Accountants M. the Bank may promote him/her after seeking the views of the Bank's Sports Board.A. Educational Qualifications B. 9. Weightage for Qualifications 9. (Economics/Statistics) M.Sc. M.B.Com.8 Exposure to mandatory Rural/Semi Urban Branch services will be dealt with as prescribed in Annexure . 8. Similarly in the professional qualification group. after joining the Bank's service and have won medals/ trophies/tournaments/ championships in major international events but have not been given any out of turn promotion. medals etc.

strategic thinking.3 The marks obtained by the individual officer in Interview will.A. 10. conceptual skills. be treated in terms of the weightages specified in the Annexure . . The Competent Authority will.2 The Written Tests will be conducted by outside agencies.1 In case of mainstream Officers . Scale-IV and for Specialist Officers promotion up to MMG Scale-III will be on the basis of written test (except Seniority-cumInterview Channel in Main stream). 12. For promotion from SMG Scale V to TEG Scale VI and TEG Scale VI to TEG Scale VII assessment of the officers under consideration will also include organisational understanding. INTERVIEW SYSTEM AND NORMS FOR ASSESSING ABILITY AND POTENTIAL 12. 12. Provisions for weightage for different factors are given in Annexure-A. will be done through interview and/or group discussion etc. problem solving. for the purpose of assessment of the ability. will not be considered suitable for promotion and accordingly their names will not be included in the list of successful candidates of the promotion process. Weightage for qualifications upto 10 marks will be given for promotion from JMG Scale-I to MMG Scale-II through normal channel only in addition to written test.10. The Interview Committees will be constituted by the Bank from time to time and in setting up such Committees. 10. Assessment of the ability. Scale V and above. will be as per the rating standard given in Para 11.2 Ratings of assessment made by Interview Committees in respect of each participating officer. In respect of Seniority-cum-Interview Channel under Main stream promotions will be on the basis of Performance Appraisal and Interview. potential for development and suitability of the officers under consideration for promotion for SMG. promotions upto SMG. in each case. the Government directives will be complied with. 12. competence to handle policy level issues etc. Job Performance On the basis of the annual performance appraisal report (APA). potential for development and suitability of the officers under consideration for promotion Interview Committee will be constituted.3 Minimum qualifying marks for written test will be 40%. however. performance appraisal and interview. leadership orientations. personality dimension. will not be considered suitable for promotion and accordingly their names will not be included in the list of successful candidates of the promotion process. 12.1 For promotion upto SMG Scale IV. performance appraisal and interview. appropriate marks will be awarded to the officers. 11.4 Officers securing less than 40% marks in Interview. The subjects and nature of tests will be as decided by the Bank at the time of each promotion process and may vary from one process to another. The ratings will be done on the basis of the scale indicated below Order of Rating Equivalent to the marks in the Range Outstanding (A) 80-100 Good (B) 60-79 Average (C) 40-59 Below Average/Poor (D) 40 Officers securing less than 40% marks in average in performance appraisal reports of the preceding 3 financial years. have the discretion to lower the cut off points in case the required number of officers fail to qualify in the written test.

may be included in the Merit List of successful candidates for promotion upto Scale III provided they participate in the promotion process and are not found unfit for promotion in accordance with the norms and standards laid down in this Promotion Policy. However. the Board of Directors may approve supplementary waiting list more than 25% of the identified vacancies if the requirement /situation so warrants.3 The promotions will then be made by the Competent Authority from the merit list strictly in the order of ranking of the officers in the list and against the vacancies in the next higher scale/grade. The promotions will be made on a common date.3 Notwithstanding the provision of appeal inserted in Para 14. to examine the individual appeal cases and submit to him necessary recommendations. may constitute a Committee consisting of Senior Executives of appropriate rank. Supplementary Waiting List/Panel to the extent of 25% of the identified vacancies (fractions to be treated as one whole number) may be made for the purpose of meeting exigencies of the Bank as and when necessary.1 Any officer in Scale I. Their position in the Merit List would. The preparation of this supplementary waiting list will be subject to the availability of candidates suitable for promotion strictly according to their ranking. who may feel that his case under the promotion processes has not been dealt with correctly or properly. as given below: Level of Officers Competent Authority From Scale I to Scale II General Manager From From From From Scale Scale Scale Scale II to Scale III III to IV IV to Scale V and V to Scale VI --| | | | | | --- Chairman and Managing Director 14. however.1. The remaining number of candidates will be included in the Merit List in accordance with the normal procedure for selection as laid down in this Promotion Policy. whichever is earlier. FINALISATION OF MERIT LIST FOR PROMOTION 13.3 of this Policy and kept in Sealed Cover. 14.3. . an officer shall submit such appeal so as to reach the Competent Authority within a period of 30 days from the date of publication of Merit List and on expiry of the said period of 30 days no further appeal shall be accepted or considered. be the same as assignable to them on the basis of their ranking. Those who are not successful in the preceding promotion process may participate in the next process when held. as the case may be. the marks secured by the individual officer against the respective factors will be given the prescribed weightages ratio.2 The Chairman & Managing Director or the General Manager. The supplementary waiting list will lapse when the next promotion process is taken up or on the expiry of one year from the date of panel. 13. 14 APPEALS AND PROCEDURE OF APPEALS : 4.1 and 12.The final merit list will be prepared based on the aggregate marks so obtained by the individual officer. The decision of the Chairman/General Manager in respect of all such appeals shall be regarded as final. and who has not been found selected for promotion on opening the Sealed Cover.2 SC/ST Officers whose names fall within the number of vacancies in the seniority list. III. IV & V. will be entitled to appeal to the Competent Authority. 13.1 On conclusion of the various Test/Appraisal Processes involved. the period of 30 days for submisson of appeal will be reckoned from the date of communication to the officer concerned by the Bank about his non-selection on opening the Sealed Cover. In case an officer against whom disciplinary action was in process and whose result of the promotion process was accordingly withheld in terms of Para 15. II. as laid down in Annexure -A referred to Para 10.13.

Such cases of refusal will be subject to appropriate action that may be decided by the Management. to refuse promotion after he has participated in the promotion processes. The decisions of the Committee have to be placed before the Board of Directors for ratification before being implemented. if considered necesssary. Leading to the promotion of the officers who were successful in the promotion processes. 15. an officer aggrieved with the decision of the Directors' Promotion Committee may make a representation to the said Committee within a period of 3 months from the date on which the promotion was announced. In the event of being selected. However. The concept of promotion Unquestionably implies that individual officer is inclined and agreeable to carry out the responsibility of higher position in the officer cadre. the promotion of the officer concerned will be effective only from the date the punishment period gets over. REFUSAL BY AN OFFICER TO ACCEPT PROMOTION OR PARTICIPATE IN PROMOTION PROCESS It is not permissible for any officer. 15. would not be permitted to participate in promotion process for a period of one year reckoned from the date the punishment was inflicted. The Committee as soon as it may be and in any case not later than six months from the date of receipt of the representation consider the representation and review or modify its earlier decision.C. The decision of the Committee shall be recorded in writing.There shall be no appeal against the decision of the Directors' Promotion Committee. 15. the officer concerned will be allowed to participate in the promotion process after one year from the date of punishment.3 An officer against whom Disciplinary/Court proceedings have been initiated/pending or on whom penalty has been imposed.1 The officers who have been inflicted with minor punishments (except Censure) in the past. as and when vacancies occur. In case of minor punishment of withholding of promotion.2 The officers who have been imposed with major penalty in the past would not be permitted to participate in the promotion process for a period of one year and one promotion process held subsequently during the next one year subject to a maximum of 2 years from the date of imposition of the punishment. DEBARMENT FROM PARTICIPATION IN THE PROMOTION PROCESSES 15. 16. unless there is an exceptional circumstance and reason which are acceptable to the Management. . such cases will be dealt with as per procedure prescribed in Annexure . This reflects his unwillingness to move to a higher level position in the Bank involving higher responsibility.

such member/s will be inducted in the Interview Committee. for the purpose of promotions to various scales in the officers' cadre will be as under: For promotion from 1. SMG.3 For promotion from Scale-I to Scale-II and from Scale-II to Scale-III. INTERVIEW PROMOTIONS COMMITTEE/COMPETENT AUTHORITY FOR THE PURPOSE OF 17. 1 and 2 would stand increased by one or more Officer/s. However. No. Scale IV to SMG. 17. if the CMD deems fit may constitute more than one panel to expedite the process) C&MD. ED & one GM OR C&MD & 2 GMs OR ED & 2 GMs (Depending upon the number of candidates. As regards promotion from SMG Scale IV to SMG Scale V and SMG Scale V to TEG Scale VI. The selection shall be on the basis of the past performance and assessment of potential of the eligible officers. In that case the composition of the Interview Committee as mentioned against SI. Scale VI 17. for promotion upto the level of SMG. Scale IV 4. But in case where no officer of the designation mentioned in the composition of the Committee is available.2 For promotion of officers from Scale VI to VII. Scale III to SMG.4 Constitution of the interview committee. the composition of the Interview Committee would be as mentioned at SI. if a SC/ST and/or Minority Community Officer/s of the designation mentioned therein is available within the Bank he would be included as a member of the Committee. one DGM/AGM & one CM 3 GMs C&MD.1 The constitution of the Interview Committee and Competent Authority in accordance with the revised Govt. .17. the Bank. Scale Ito MMG Scale II 2. Scale V to TEG. JMG. MMG. and iii) RBI nominee director. SMG. Wherever it is mandatory to induct a member of SC/ST and/or Minority Community. another GM) Competent Authority to approve promotion 5. guidelines in terms of Regulation 14 of Officers' Service Regulations. Scale V Interview Committee One DGM/AGM & one CM One GM. Scale IV will be approved by the Chairman & Managing Director. if from within the bank and he/she will function like other regular members and participate in all the meetings of the Committee. The co-opted member/s may be one scale above the level for which promotion is made. ii) Government nominee director. 1979. ED & one GM (in case of non-availability of either CMD or ED. the name of the General Managers to be nominated as member of respective interview committees will be approved by the Chairman & Managing Director. the promotions will be made by a committee of directors consisting of the following: i) Chief Executive of the Bank (Executive Director in case the post of Chairman & MD is vacant). No. member belonging to SC/ST and/or Minority Community may be coopted. 17. 1 and 2. Scale II to MMG Scale III 3. MMG.

Scale II to Middle Management Grade. during the period of probation. PROBATION AND CONFIRMATION 18. Scale-III. 18. Scale IV shall be on probation for a period of one year.1 An officer promoted from Junior Management Grade. the performance of the officer is not found satisfactory. Officers promoted from MMG. Scale-IV.2 If in the opinion of the Competent Authority. Scale II to MMG. Scale I to Middle Management Grade. Scale III and Middle Management Grade. Officers promoted from MMG. Scale III to Senior Management Grade. Competent Authority General Manager (Human Resources) or an authority above him. including the period of extension. Scale-III to SMG. Scale I to MMG. the Competent Authority is of the opinion that the officer is not fit for confirmation.4 The Competent Authority for the purpose of confirmation/reversion to the previous scale shall be as under: Level of Officers Officers promoted from 3MG. 18. his probation may be extended for such period as deemed fit by the competent authority. . he may be reverted to the Grade/Scale from which he was promoted.3 Where. Middle Management Grade. Scale-II. 18. Scale II.18.

10.40. promotions can be effected from a date not earlier than the date on which DPC/Competent Authority cleared the promotions.40 . Interview . MMG Scale III to SMG Scale IV Particul ars Normal Channel From Junior Manage ment Grade Scale I to Middle Manage ment Grade Scale II Written Test (for main stream officers) comprising Objective Test – 80 (Banking & Finance.3) Promotion from 3MG Scale I to MMG Scale II MMG Scale II to MMG Scale III.Operational Assignments Key Responsibility Areas Managerial Dimension & Managerial Experience Judicious exercise of discretionary powers Outstanding Performance including Creative and Innovative quality 10 ----100 50 35 5 10 Total 100 Weightaae Table (Maximum %age Points) For Normal Channel Written Test .60 . the implementation of promotions is delayed due to unavoidable reasons. Descriptive Test – 40 Covering broader aspects and applications of specialized knowledge in banks Outstanding Performance including creative and innovative quality 5 Total For non.100 marks Marks for Performance Appraisal may be distributed as below: For Operational Assignment Business Dimensions Qualitative Aspects of business Managerial Dimensions & Managerial Experience Exercise of Judicious Discretionary Powers 30 20 35 Written Test (for Specialist Officers) comprising Objective Test – 60 Covering specific Specialized functional knowledge and latest developments in the field of national & international level. Performance Appraisal .A Provisions for weiahtaaes for different factors (Para 10.19. Interview .20 16 .40 For Specialist Officers: Written Test .40 . Current Trends and Developments) Descriptive Test – 20 (Broader aspects of banking and finance at national level) ----Total 100 Written Test Fast Track Channel Written Test (for main stream officers) comprising Objective Test – 60 (Banking & Finance. In case. Performance Appraisal . ANNEXURE . Educational Qualification . Interview .20 For Fast Track Channel :Written Test . Performance Appraisal .20 For Seniority-cum-Interview Channel : Performance Appraisal . Interview .40 . EFFECTIVE DATE OF PROMOTION All promotions will be made only prospectively.30. Current Trends and Developments) Descriptive Test – 40 (Broader aspects of banking and finance at national level) ----Total 100 Performance Appraisal of preceding 3 financial years(Maximum marks 100) For all Channels (Seniority -cum-Interview Normal & Fast Track Channel) Performance Appraisal .40.1 & Para 12.

20 For Seniority-cum-Interview Channel : Performance Appraisal .40. problem problem solving. Interview . Interview . Performance Appraisal .100 marks stream officer) main stream officer) Marks for Performance Appraisal may be distributed comprising Objective comprising as below: Test – 50 Objective Test – 30 For Operational Assignment (Current (Higher level Business Dimensions 30 Trends. Key Responsibility current trends.70 Dimensions & Descriptive (Conceptual skills) Managerial Test .50 Total 100 covering specific For non-Operational functional Assignments knowledge. Areas 50 problem solving Managerial Dimension in the respective & Managerial specialised Experience 35 functions. Interview .40 . Performance Appraisal .40 For Specialist Officers: Written Test .50 Outstanding (to assess Performance conceptual including creative skills in the and innovative respective quality 10 specialised ----functional Total 100 area).40. Interview . Performance Appraisal .20 For Fast Track Channel Written Test .50 ----Experience 35 (To assess Total 100 Judicious exercise conceptual skills of discretionary in banking and powers 5 finance ----Outstanding Total 100 Performance Written Test (for including creative Specialist Officers) & innovative quality 10 comprising ----Objective Test .40 . Judicious exercise & of discretionary Descriptive powers 5 Test .20 . Weiahtage Table (Maximum %ape Points) For Normal Channel : Written Test .40. Qualitative Aspects Solving in the areas of Current Trends) of business 20 banking Descriptive Managerial and finance) Test .Particul ars Normal Channel Written Test Fast Track Channel Performance Appraisal of preceding 3 financial years(Maximum marks 100) For all Channels (Seniority -cum-Interview Normal & Fast Track Channel) From Middle Manage ment Grade Scale II to Middle Manage ment Grade Scale III Written Test (for main Written Test (for Performance Appraisal .60 .40 .

100 marks Marks for Performance Appraisal may distributed as below: For Operational Assignment Business Dimensions 30 Qualitative Aspects of business 20 Managerial Dimensions & Managerial Experience 35 Judicious exercise of Discretionary Power 5 Outstanding Performance including creative and innovative quality 10 -----Total 100 be For non – Operational Assignments Key Responsibility Areas 50 Managerial Dimension & Managerial Experience 35 Judicious exercise Of discretionary Power 5 Outstanding Performance Including Creative & innovative quality 10 Total 100 Weightaae Table (Maximum %aae Points) For Mainstream Officers (Normal & Fast Track ): Performance Appraisal .50 (To assess conceptual skills in banking and finance ----Total 100 Written Test (for main stream officer) comprising Objective Test . Assessment will be made in regard to the 60 marks attributes like personality dimensions.40 From Senior Management Grade Scale IV to Senior Management Grade Scale V: a) Interview/Potential Appraisal through Assessment Centre This will be a part of interview process). b) Performance Appraisal 40 marks TOTAL 100 marks From Senior Management Grade Scale V to Ton Executive Grade Scale VI and Top Executive Grade Scale VI to Top Executive Grade Scale VII a) Interview/Potential Appraisal through Assessment Centre (This will be a part of interview process).40 . Interview .30 (Higher level problem solving. Written Test .20 For Specialist Officers Performance Appraisal .60. To assess organisational understanding 60 marks Strategic thinking.50 (Current Trends. communication & conceptual kills and problem solving). problem Solving in the areas of banking and finance) Descriptive Test . competence to handle policy level issues etc b) Performance Appraisal (Performance Records of earlier assignments) 40 marks TOTAL 100 marks .Particulars Normal Channel Written Test Fast Track Channel Performance Appraisal of preceding years(Maximum marks 100) 3 financial From Middle Manageme nt Grade Scale III to Senior Manageme nt Grade Scale IV Written Test (for main stream officer) comprising Objective Test . leadership orientations. Current Trends) Descriptive Test – 70 (Conceptual skills) -----Total 100 For both Channels (Normal Channel & Fast Track Channel) Performance Appraisal .40. Interview .

as stated above. at least for three years before his promotion to SMG Scale IV. will be treated at par with the service in rural/semi urban branch of the bank provided the posting of the officer was actually in a rural/semi urban area.B MANDATORY RURAL/SEMI URBAN BRANCH SERVICES FOR OFFICERS (PARAGRAPH 8. In exceptional circumstances where it is fact that a main stream officer has gathered sufficient exposure and expertise matching with well with the directly recruited specialists in the field of Foreign Exchange/Dealing Room Operations. Investigation and such other areas as per Bank's needs and requirements with the appropriate background and their services in the interest of the bank. the national/international recognition for such games would be kept in mind along with popularity of the games in the banking fraternity.8 OF PROMOTION POLICY) To be eligible for promotion from JMG Scale Ito MMG Scale II and from MMG Scale II to MMG Scale III.ANNEXURE . Continuous posting on permanent basis at rural/semi urban branch/es at a stretch for a period of at least six months will be treated as effective rural/semi urban service for the purpose of this policy. he will be required to acquire rural branch experience as and when he ceases to be active in the sports field/coaching at the national/ international level. Any officer of the bank who is an active national/international player may be exempted from stipulation of rural posting so long as he remains active in the sports field/coaching at the national/international level. the experience they gain in rural/semi urban branches will be counted for the purpose of rural service. on permanent basis. the Chairman and Managing Director and in his absence the Executive Director may allow exemption of rural/semi urban branch exposure for such officers altogether or defer the placement at rural/semi urban branches as deemed appropriate. are required to be utilised at locations other than rural/semi urban branches. an active national player would be a sportsman who plugs in recognised national competitions on behalf of the State. an officer should put in a minimum of two years' service in a rural branch or three years' service as an officer in rural and/or semi urban branch respectively. Merchant Banking. The national/international games/ tournaments will be those approved by IBA. In considering such games. The international sportsmen would be those who represent their country in recognised international competitions. The necessity for the player to remain at specific locations because of the need for some specific infrastructure for continued practice or availability of sufficient competition to retain the standard which he possesses. In respect of Agricultural Field Officers. However. Information Technology/Computer. 8. Investment and Treasury functions. In case of deferment of such rural/semi urban branch exposure. For this purpose. The games which are indicated by the IBA/ Bank's Sports Board may be treated as recognised games. the officers will have to undergo necessary rural/semi urban branch exposure immediately after . who has been directly recruited as a specialist officer in JMG Scale I should be exposed to the service in a rural branch for the requisite period of 2 years as and when such officer switches over to the main stream of banking. Each officer of the bank (other than specialist officers) must have sufficient exposure of rural/semi urban service. An officer. who has been directly recruited as specialist officer in MMG Scale II or MMG Scale III should be exposed to the service in rural/semi urban branch for the requisite period of 3 years as and when such officer switches over to the main stream of banking. may also be assessed carefully in each case separately. The service rendered by an officer in rural/semi urban area while on deputation to Regional Rural Banks/District Centres/Farmers Service societies etc. An officer.

completion of such specified tenure of deferment. 10.The provision for mandatory rural/semi urban branch services of an officer for being eligible for promotion as enumerated above may be relaxed by the Chairman and Managing Director and in his absence the Executive Director in case of a physically handicapped officer after being satisfied that the handicap is of such nature that it is not possible for the concerned officer to serve in a rural/semi urban branch. earnings. will not be excluded from normal transfer.The officers.e. 9. and before he is considered for promotion to SMG Scale IV. The exemption as stated above will be considered only with a view to using the talents. effectiveness and improvement of the bank. . potentials in the interest of business. as the case may be. who may be exempted from rural/semi urban assignment by the Competent Authority i. the Chairman and Managing Director or the Executive Director.

If any penalty is imposed on the officer as a result of the disciplinary proceedings or if he is found guilty in the criminal prosecution against him. 4. the sealed cover or covers shall be opened.   Officers in respect of whom a charge sheet has been issued and the disciplinary proceedings are pending. and if so. The authority competent to fill the vacancy should be separately advised to fill the vacancy in the higher grade only in an officiating capacity when the findings of DPC in respect of the suitability of an officer for his promotion are kept in a sealed cover. details of officers in the consideration zone for promotion falling under the following categories should be specifically brought to the notice of the Departmental Promotion Committee –  Officers under suspension. The findings are contained in the attached sealed cover. whether disciplinary or criminal. and Officers in respect of whom prosecution for a criminal charge is pending. However. The cover will be superscribed 'Findings regarding suitability for promotion to the grade/post of______________ in respect of Shri __________________ (name of the officer). are for example delayed at the instance of the employee or the clearance in the disciplinary proceedings or acquittal in the criminal proceedings is with benefit of doubt or on account of non-availability of evidence due to the acts attributable to the employee etc. Procedure to be followed by DPC in respect of officers under cloud The Departmental Promotion Committee shall assess the suitability of the officers coming within the purview of the circumstances mentioned above along with other eligible candidates without taking into consideration the disciplinary case/criminal prosecution pending. Procedure by subsequent DPCs : The same procedure outlined in para 15. . Cases of officers to whom sealed cover procedure will be applicable at the time of consideration of the cases of Officers for promotion. by reverting the junior-most officiating person. Where the authority denies arrears of salary or part of it. Not to be opened till the termination of the disciplinary case/criminal prosecution against Shri _____________The proceedings of DPC need only contain the note. The officer may be promoted. whether the officer concerned will be entitled to any arrears of pay for period of notional promotion preceding the date of actual promotion.3.2 above will be followed by the subsequent Departmental Promotion Committees conveyed till the disciplinary case/criminal prosecution against the officer concerned is concluded.ANNEXURE -C PROCEDURE IN CASE OF AN OFFICER AGAINST WHOM DISCIPLINARY/COURT PROCEEDINGS HAVE BEEN INITIATED/PENDING OR ON WHOM PENALTY HAS BEEN IMPOSED (PARAGRAPH 15. the due date of his promotion will be determined with reference to the position assigned to him in the findings kept in the sealed cover/covers and with reference to the date of promotion of his next junior on the basis of such position. it will record its reasons for doing so. It is not possible to anticipate and enumerate exhaustively all the circumstances under which such denials of arrears of salary or part of it may become necessary. the findings of the sealed cover/covers shall not be acted upon. However. Action after completion of disciplinary case/criminal prosecution : On the conclusion of the disciplinary case/criminal prosecution which results in dropping of allegations against the Officer. 3. His case for promotion may be considered by the next DPC in the normal course and having regard to the penalty imposed on him. The assessment of the DPC including 'Unfit for Promotion'. if necessary. 2. there may be cases where the proceedings. He may be promoted notionally with reference to the date of promotion of his junior. to what extent will be decided by the appointing authority by taking into consideration all the facts and circumstances of the disciplinary proceedings/criminal prosecution. and the grading awarded by it will be kept in a sealed cover. These are only some of the circumstances where such denial can be justified. In case the officer is completely exonerated.3 OF PROMOTION POLICY) 1.

which may adversely affect the conduct of the departmental case/criminal prosecution. If it is found.5 above. the appointing authority may review the case of the officer. In case the appointing authority comes to a conclusion that it would not be against the public interest to allow ad-hoc promotion to the officer. ii) The promotion shall be until further orders. 6. The appointing authority should also consult the Central Bureau of Investigation and take their views into account where the departmental proceedings or criminal prosecution arose out of the investigations conducted by the Bureau.It is also clarified that in a case where disciplinary proceedings have been held under the relevant disciplinary rules. and e) Whether there is any likelihood of misuse of official position which the officer may occupy after ad-hoc promotion. and II. cover the progress made in the disciplinary proceedings/criminal prosecution and the further measures to be taken to expedite their completion. therefore. Six monthly review of 'Sealed Cover' cases: It is necessary to ensure that the disciplinary case/criminal prosecution instituted against any officer is not unduly prolonged and all efforts to finalise expeditiously the proceedings should be taken so that the need for keeping the case of an officer in a sealed cover is limited to the barest minimum. provided he is not under suspension. departmental or in a court of law. 5. an order of promotion may be issued making it clear in the order itself that I. as a result of the proceedings. 'Warning' should not be issued as a result of such proceedings. . It should also be indicated in the orders that the Bank reserves the right to cancel the ad-hoc promotion and revert at any time the officer to the post from which he was promoted. c) Whether there is any likelihood of the case coming to a conclusion in the near future. where the disciplinary case/criminal prosecution against the officer is not concluded even after the expiry of two years from the date of the meeting of the first Departmental Promotion Committee which kept its findings in respect of the officer in a sealed cover. After a decision is taken to promote an officer on an ad-hoc basis. there may be some cases. to consider the desirability of giving him ad-hoc promotion keeping in view the following aspects : a) Whether the promotion of the officer will be against public interest. b) Whether the charges are grave enough to warrant continued denial of promotion. whose suitability for promotion to a higher grade has been kept in a sealed cover on the expiry of 6 months from the date of convening the first Departmental Promotion Committee which had adjudged his suitability and kept its findings in the sealed cover. d) Whether the delay in the finalisation of proceedings. is not directly or indirectly attributable to the officer concerned. that some blame attaches to the officer at least the penalty of 'Censure' should be imposed. In such a situation. his case should be placed before the next DPC held in the normal course after the expiry of two years period to decide whether the officer is suitable for promotion on ad-hoc basis. Procedure for ad-hoc promotion In spite of the six monthly review referred to in paragraph 15.3. The review should. It has. Such a review should be done subsequently also every six months. inter alia. The promotion is being made on purely ad-hoc basis and the ad-hoc promotion will not confer any right for regular promotion. Where the officer is considered for ad-hoc promotion. been decided that the appointing authorities concerned should review comprehensively the cases of officers. the Departmental Promotion Committee should make its assessment on the basis of the totality of the individual's record of service without taking into account the pending disciplinary case/criminal prosecution against him.

... . In case the officer could have normally got his regular promotion from a date prior to the date of his ad-hoc promotion with reference to his placement in the DPC proceedings kept in the sealed cover(s) and the actual date of promotion of the person ranked immediately junior to him by the same DPC.........3....................5 above......... the ad-hoc promotion already made may be confirmed and the promotion treated a regular one from the date of ad-hoc promotion with all attendant benefits. An officer.... If the officer is not acquitted on merits in the criminal prosecution but purely on technical grounds and the Bank either proposes to take up the matter to a higher Court or to proceed against him departmentally or if the officer is not exonerated in the departmental proceedings...................... Sealed cover proceedings for confirmation: The procedure outlined in the preceding paragraphs should also be followed in considering the claim for confirmation of an officer under suspension etc......... A permanent vacancy should be reserved for such an officer when his case is placed in sealed cover by the DPC.3... . who is recommended for promotion by the Departmental Promotion Committee but in whose case any of the circumstances mentioned in paragraph 15...........2 above arise after the recommendation of the DPC are received but before he is actually promoted........... 7..... Sealed cover procedure applicable to officers coming under cloud after holding of DPC but before promotion: 8..... He shall not be promoted until he is completely exonerated of the charges against him and the provisions contained hereinabove will be applicable in his case also............... will be considered as if his case had been placed in a sealed cover by the Departmental Promotion Committee.... he would also be allowed his due seniority and benefit of notional promotion as envisaged in para 13.................. the ad-hoc promotion granted to him should be brought to an end......If the officer concerned is acquitted in the criminal prosecution on merits of the case or is fully exonerated in the departmental proceedings..

the absence the CMD may constitute more Executive than one Interview Director. 11161/PA/2010-2011/28 Date : 28. Instruction Circular No. have approved the following amendment to the said Promotion Policy for Officers : Paragraph For Existing Provision Amended Provision Promotion Interview Competent Interview Committee Competent from Committee Authority Authority to to approve approve promotion promotion 17.2010 ……………………………………………………………………………………………………………………………. To All Branches and Offices CIRCULAR Amendment to Promotion Policy.2010. General Managers Managing to SMG.09. 3. Bank's Board of Directors in the meeting held on 24. Rules and Procedure applicableto the Officers of the Bank.. (V. 3 General Executive Executive Director & 2 Chairman & Scale-III Managers. Rules and Procedures applicable to the OfficersReference is invited to Head Office Instruction Circular No.2010 enclosing the amended Promotion Policy. Hindi version of this Circular will follow. S.1 (3) MMG.ALLAHABAD BANK Personnel Administration Department Head Office : 2.09. All concerned are advised to take a note of the above amendments. Committee to expedite the promotion process)..05. Kolkata – 700001 ……………………………………………………………………………………………………………………………. 2. (Depending upon the Director or in his Scale-IV number of candidates. Krishna Kumar) General Manager (HR) . Director. Netaji Subhas Road. 10992/PA/2010-11/06dated 12.