HEAI)

lnformation Circular No:16/2020 Aprl! 13,2020

OVERSEAS POSTING POTICY

The Board of Directors in its 305th meeting held on 10-03-2020 approved the Revised Overseas
Posting Policy as under:

1. EFFECTIVE DATE OF POTICY:

The policy is effective from March LO,ZO2O.

2. ANNOUNCEMENT OF OVERSEAS POSTINGS:

a) The Bank's overseas branches/offices will submit their

HR strength, in their o'verall budget
to lnternational
Financial lnstitutions and Remittances Group (IFRG) and Human Resource
Management Group (HRMG) by the end of November each year for the subseq uent year.

b) A separate Human Resource (HR) Plan shall be provided by the Country/ General Managers
to IFRG which will specify the existing staff, employees to be hlred locally by the concerned
Country/ General Managers for expansion of business, Pakistan basecl staff to
be
transferred back to Pakistan in line with Head Office (HO) policy and grade-wise
requirement of Pakistan based employees with related experience for the future.

c) The HR Plan should comply with the host country's laws and regulations and taking into
consideration the local and Pakistan based emptoyees' employment ratio, where appticable.

d) On receipt of future HR Plan from Bank's overseas branches/offices, the IFRG, in

consultation with HRMG will evaluate the proposed HR requirements. The president/CEO
will approve the requirements submitted by HRMG.

e) A circular letter shall be issued by HRMG, advertising the positions along-with defined
criteria and required skill set for the overseas posting. The etigible candidates will apply to
HRMG, in response to this internal advertisement.

f) HRMG in coordination with IFRG will screen the candidates on the basis of fulfillment of
criteria laid down in the circular. After the screening process, a written test will be
conducted for eligible candidates up to VP tevel. (except Country Manager). The list of
successful candidates along-with comments/ recommendations of HRMG and IFRG will be
submitted for interview to the Overseas Posting, Selection and Review Committee
(OPS&RC)- The executives selected for key positions by OPS&RC will be placed
before
BHR&RC for finalization of appointments.

3. FINAT EVATUATIOIII AN D.SE LECTTON:

The successful candidates would be interviewed by OPS&RC, who wil! make the final selection
of
most suitable candidates and approve the destinations of posting of these candidates.

4. FORMATION OF INTERVTEW/ SETECTION COMMITTEE:

a) The President/CEo NBP shall approve the formation of a selection comnrittee titled
"Overseas Posting Selection and Review Committee,, (OPS&RC).

b) The "Overseas Posting Selection and Review Committee (OPS&RC) will be a lllanagement
Committee and members of the Committee shall be nominated by the prersident/CEO,
which inter-alia will include Group Chief IFRG and Group Chief HRMG. The prersident/CEO,
NBP will be the Chairman while respective Wing/Divisional head of HRMG will be
the
Secretary of the OPS&RC.

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 c) The OPS&RC will hold its meeting at least once in a calendar year or more frequently if
required.

d) The OPS&RC will interview and approve most suitable candidates as identified by HRMG &
IFRG for posting to Bank's overseas branches/ offices.

5. ETIGIBIUTY CRITERIA:

a} GRADE:

Executives up to Executive Vice President (EVP) grade in the regular and contract cadre will
be eligible for overseas postings subject to availability of vacancy and suitability of the
employee. However, if employees in higher grades are needed to be posted at any overseas
branches/offices, prior approval of the Board of Directors will be required. The grades for all
positions are benchmarked as per list attached (Annexure A).

i) For General Managers and Deputv General Managers:

Executives applying for the position of General ManaBers and Deputy General Managers
must have at least twelve (12) years total banking experience. Both internal and external
candidates can be considered. They must also possess three (3) years of relevant functional
experience, preferably as Branch Manager. Any exception to above condition shall require
prior approval of the President/CEO.

ii) For Other Positions:

Executives applying for the positions other than General Manager / Deputy General
Manager, having at least three (3) years banking experience in the field of Foreign
Exchange, Trade Finance, Treasury, Compliance, Audit & lnspection, Risk Management,
Corporate Banking, lnformation Technology, Human Resource Management, and any other
advertised field of technical nature, shall be eligible whether internal or external candidate.
b) AGE:

The maximum age of employees to be considered for overseas postings is 54 years. The
enhancement of eligible age limit shall lead to identification of experienced candidates.
Employee due for retirement shall be repatriated before 12 months of his/her retirement
d ate.

c) ACADEMIC QUATIFICATION:

At least Master's degree from any with degree preferably in

HEC recognized University
Commerce/ Finance / Accounting/ Economics. A 4-year Bachelor's degree from HEC
recognized foreign universities will also be considered.

dl PROFESSIONAL QUALIFICATION:

Special weightage will be given to employees, who are CA, ACCA, ACMA, CPA, CFA, AIBP,
DAIBP lAlBP, qualified from HEC recognized University/ lnstitute and other. Professional
qualifications, such as in the field of Human Resource, Risk, Compliance, lT, etc. obtained
from locally/internationally accredited institutions.

e) FAMILY SIZE:

Bankwill bear expenses allowed as per rules for spouse and maximum three children.
However, education fee up to three children will be reimbursed by the Bank for the
education from Montessori/ kindergarten up to the age of 18 years or 'A' level whichever is
earlier.

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 c) The OPS&RC will hold its meeting at least once in a calendar year or more frequently if
required.

d) The OPS&RC will interview and approve most suitable candidates as identified by HRMG &
IFRG for posting to Bank's overseas branches/ offices.

5. ETIGIBILITY CRITERIA:

a) GRADE:

Executives up to Executive Vice President (EVP) grade in the regular and contract cadre will
be eligible for overseas postings subject to availability of vacancy and suitability of the
employee. However, if employees in higher grades are needed to be posted at any overseas
bra nches/offices, prior approval of the Board of Directors will be required. The grades for all
positions are benchmarked as per list attached (Annexure A).

i) For Gen eral Managers and Deputv Gen lManasers:

Executives applying for the position of General Managers and Deputy General Managers
must have at least twelve (12) years total banking experience. Both internal and external
candidates can be considered. They must also possess three (3) years of relevant functional
experience, preferably as Branch Manager. Any exception to above condition shall require
prior approval of the President/CEO.

ii) For Other Positions:

Executives applying for the positions other than General Manager / Deputy General
Manager, having at least three (3) years banking experience in the field of Foreign
Exchange, Trade Finance, Treasury, Compliance, Audit & lnspection, Risk Management,
Corporate Banking, lnformation Technology, Human Resource Management, and any other
advertised field of technical nature, shall be eligible whether internal or external candidate.
bI AGE:

The maximum age of employees to be considered for overseas postings is 54 years. The
enhancement of eligible age limit shall lead to identification of experienced candidates.
Employee due for retirement shall be repatriated before 12 months of his/her retirement
date.

c) ACADEMIC OUATIFI CATION:

At least Master's degree from any HEC recognized University with degree preferably in
Commerce/ Finance / Accounting/ Economics. A 4-year Bachelor's degree from HEC
recognized foreign universities will also be considered.

dl PROFESSIONAT QUATIFICATION :

Special weightage will be given to employees, who are CA, ACCA, ACMA, CPA, CFA, AIBP,
DAIBP /JAlBP, qualified from HEC recognized University/ lnstitute and other. Professional
qualifications, such as in the field of Human Resource, Risk, Compliance, lT, etc. obtained
from locally/internationally accredited institutions.

e) FAMILY SIZE:

Bank will bear expenses allowed as per rules for spouse and maximum three children.
However, education fee up to three children will be reimbursed by the Bank for the
education from Montessori/ kindergarten up to the age of 18 years or 'A' level whichever is
earlier.

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 lnformation Ci lar No.16/2020
f} HEATTH:

Only those employees will be considered for overseas postings who themselves or their
eligible family members (i.e. wife and children) do not have a history of prolonged ailments
(as defined in Medical Policy ofthe Bank) or any contagious diseases.
All selected individuals, prior to posting shall undergo a medical examination and receive
clearance from the Bank's Medical Officer to confirm that they do not have a history of
prolonged ailments or any contagious diseases.

g} LANGUAGE / OTHER TRAINING:

i) Preference shall be given to employees having fluency in the native language ofthe country
where the employee is being posted (especially in non-English speaking countries). ln its
absence, the selected candidates will have to take basic language course of no longer than3
to 4 months from the Banks accredited language institutes in case of selection to any
branch / office, where the local language is other than English, before proceeding to
overseas posting. The Bank will bear the cost of such course subject to prior approval of the
Group Chief, IFRG & HRMG,
ii) ln order to meet the current regulatory environment, it is strongly recommended that while
in Pakistan preparing for departure to overseas posting, the selected candidates shall also
take ACAMS examination to become Certified Anti Money Laundering Specialist (CAMS).

hl ANNUAT PERFORMANCE RATINGS:

Due weightage will be given to last three years performance rating of the candidate while
considering for posting/ selection abroad.

6. SECOND OVERSEAS POSTING:

The second overseas posting will be considered, if approved by OPS&RC, subject to meeting the
regulatory requirements eligibility criteria along-with following conditions:
- Only in rare / exceptional cases.
- For the post of Country Manager only.
- Provided that the candidate has adequate experience and exposure for the assignment.

7. SBP FIT & PROPER TEST (FPTI & HOST COUNTRY REGULATIONS:

a) For the following (key) positions the SBP Fit & Proper clearance shall be conducted as per
SBP directives:
i) Country Manager ii) General Manager

b) The overseas posting on key positions are also subject to clearance /approval of the
candidate from host country regulators.

8. TENURE OF POSTING

For all overseas postings, the period of overseas posting of any Pakistan based employee shall
be for a maximum period of five years from the date of joining at Bank's overseas
branch/office. The performance of the employee will be monitored after three years for
extending the tenure of posting for another two years. The president/CEO will approve the
recommendations for extending the tenure from 3 to 5 years. After completion of five years
employee will be repatriated except in retirement cases. (see 5b).

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9. RELIEV ING PROCEDURE TO PROCEED FO R OVERSEAS POSTING:

The relieving procedure of employees who have been selected for overseas postings will be as
follows:
a) After approval of final selection list, by OPS&RC, the HRMG Group jointly with IFRG shall
/
issue transfer posting orders of the selected candidates for relieving by the concerned
Region / Group.
b) The concerned Region/Group shall direct these candidates to report to Head Office for
necessary briefing at HRMG and IFRG as and when called for. However, it will be necessary
for the selected candidates to obtain on job train ing/orientation at IFRG prior to their
departu re for overseas posting.
c) An employee selected for the overseas postings will sign and submit all the required
documents/bond to the Bank as per current practice prior to his/her departure for taking up
the overseas assignment.
d) ln case of spouse being an NBP employee, he/she should also be allowed to accompany in
case any one of them is selected for overseas posting, by granting ex-Pakistan leave without
pay as a special case, subject to the approval of the President/CEO.

10. DISCIPTINARY MATTERS:

a) Disciplinary action will be initiated against the Pakistan based employees as per Bank's rules
who have completed overseas tenure at Bank's overseas branches/offices and do not return
/
to Pakistan upon being transferred back repatriation. HRMG and tFRG will be jointly
responsible for ensuring timely repatriation of the employees.

b) Executives who have been penalized and awarded listed punishment in any disciplinary/
criminal conduct shall not be eligible for overseas posting.

c) lf any disciplinary case/ fraud forgery, committed at Bank's local office in Pakistan, by an
employee posted abroad comes to light, the concerned employee shall stand suspended. ln
case the presence of the concerned employee is necessary at any time during its course of
investigation/ inquiry in Pakistan, the employee shall immediately be transferred back to
Pakistan and report to the HR Overseas Wing, HRMG, HO, Karachi.

d) Pakistan based Employees posted at

overseas branches/offices applying for
citizenship/imm igration of the host country must obtain prior approval from the
President/CEO.

e) Any employee who fails his/her obligation intentionally or otherwise either in respect of
Legal/Regulatory/Ethical or other duties assigned to him/her during the currency of his/her
employment will be subject to punishment as per the relevant Laws/Rules/Direction/Policy
or Decision of the Board as the case may be.

11. TRANS FER WITHIN OVERSEAS BRANCH ES / OFFICES:

A Pakistan-based employee posted overseas may be rotated within overseas branches/offices

during his/her overseas tenure subject to approval of President/CEO.

12. REPATRIATION TO PAKISTAN:

The IFRG will have authority to recall Pakistan based employees prior to expiry of their term for
business, performance and/or, regulatory reasons. lf a Pakistan based employee is recalled
prior to completion of term, his/her repatriation will be approved by the president/CEO.

All executives who are transferred back to Pakistan will first report to IFRG. ln case of
planned/unplan ned premature repatriation the bank may post out of those candidates
approved by OPS&RC who have already cleared /qualified the process of overseas posting or

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may at its discretion to initiate a fresh exercise as prescribed in the Bank's overseas posting
policy.

lnformation Circular No.16/2020

After reporting back to Head Office, the repatriated employees may be required to serve the
bank at further suitable posting /assignment in view of his/her overseas performance.

Upon repatriation, an employee shall be allowed to avail repatriation leave up-to maximum 30
days out of his/her PlL,if available, at salary & allowances in foreign exchange from his/her last
place of posting.

13. PROMOTION:

Promotion of Pakistan based employees posted abroad shall be considered as and when due
subject to the condition that they fulfill the eligibility and qualifying criteria as per NBP
Promotion Policy applicable at the time for domestic operations.

14. HR REI.ATED INFORMATION:

All HR related information/ matters pertaining to loca!-based / Pakistan based employees

including regulatory issues shall invariably be reported to HRMG, on regular basis. The line
responsibility will be of IFRG but HRMG shall be informed subject to all local regulations and
labor laws.

Asma Shaikh Saad Ur Rahman khan

SEVP/Group Chiel HRMG SEVP/Group Chief, IFRG

Note: The circulor hos been opproved bv comoetent outhoritv and the sioned version of the
circulor will be ovailoble ofter lock down due to pondemic COVID-L9.

Copy to:

t. PSO to President, President's Secretariat, NBP Head Office, Karachi.

2. All SEVPs/Group Chiefs /Group Heads/Divisional Heads/Wing Heads at Head Office.
3. All Network Monitoring Heads/Regional Heads (Conventional and lslamic)/
RE-Business/RE-Operations/RE-Support Services/RE-lC&SEl/RE-Credit & Processing/ RE-
Credit Admin istration.
4. All Regiona! Audit Chiefs/Directors Staff Colleges.
5. All Chief Managers/Branch Managers/Operations Managers (Corporate/Domestic/
lslamic Branches)
6. All Country Managers/General Managers/Managers at lnternational Branches/ Offices.

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 Annexure "A"

POSIT!ON BENCHMARKIN G FOR OVERSEAS POSTING

L New York, USA Country Head EVP EVP SEVP

2 Deputy General Manager SVP EVP

3 Head of Credit Management VP VP SVP

4 Washington, USA Branch Manager VP VP SVP

5 Branch Operations Manager VP AVP VP

5 Paris, France General Manager SVP SVP EVP

7 Deputy General Manager AVP VP SVP

8 Frankfurt, Germany General Manager VP SVP EVP

9 Bahrain, KOB General Manager SVP SVP EVP

10 Deputy General Manager VP VP SVP

11 Dealerfireasury Officer VP AVP VP

t2 Riyadh, KSA General Manager SVP SVP EVP

13 General Manager, Operations VP VP SVP

t4 Hong Kong Main, Hong Kong Country Manager EVP SVP EVP

15 Kowloon, Hong Kong General Manager SVP VP SVP

16 Tokyo, Japan Country Manager VP SVP EVP

77 Osaka, Japan Branch Manager VP VP SVP

18 Seoul, S.Korea General Manager VP SVP EVP

19 Beijing Rep Office, China Chief Rep. Officer VP VP SVP

20 Bangladesh Control Office Country Manager SVP SVP EVP

2t Deputy General Manager, Credit VP VP SVP

22 Main Branch, Dhaka, Bangladesh Chief Manager AVP VP SVP

23 Almaty, Kazakhstan General Manager VP VP SVP

24 Deputy General Manager AVP AVP VP

25 Bishkek (Kyrgyzstan) General Manager VP VP SVP

26 Deputy General Manager AVP AVP VP

27 Baku, Azerbaijan General Manager VP VP SVP

28 Dushanbe, Tajikistan General Manager VP VP SVP

29 Ashgabat, Turkmenistan General Manager VP VP SVP

30 Kabul, Afghanistan Country Manager VP VP SVP

31 Chief Operating Officer VP AVP VP

32 cFo AVP AVP VP

33 Credit Manager/officer AVP AVP VP
34 Compliance Manager/Officer AVP AVP VP
35 lnternal Auditor oG-l AVP VP
36 Jalalabad, Afghanistan Branch Manager AVP AVP AVP
37 EPZ Karachi, Pakistan Branch Manager AVP AVP VP
38 Branch Operations Manager oG-[ oG-[ AVP

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