HUMAN RESOURCES DIVISION, HEAD OFFICE

मानव संसाधन प्रभाग, प्रधान कार्ाालर्

PLOT NO. 4, SECTOR 10, DWARKA, NEW DELHI – 110075
प्लाट नं 4, सेक्टर 10, द्वारका, नई दिल्ली – 110075

TO ALL OFFICES 08-10-2024

In supersession of “Promotion
Policy for Officers” contained in
HRMD Circular No. 722/2023
dated 04.10.2023

HRMD CIRCULAR NO. 787/2024

PROMOTION POLICY FOR OFFICERS

Board in its meeting dated 27.09.2024 has reviewed and approved the ‘Promotion
Policy for Officers’ which will be effective for FY 2025-26 & onwards.

This policy supersedes the earlier Promotion Policy for Officers circulated vide
HRMD Circular No. 722/2023 dated 04.10.2023. All promotions from one scale to
another shall be merit based and be made according to the vacancies in respective
scale/grade as per Manpower Assessment approved by the Board.

The policy consists of Part A relating to promotion of Mainstream Officers and

Part B covering provisions for promotion of Technical Stream Officers and the
same is being enclosed for information of all concerned.

CHIEF GENERAL MANAGER

(SURESH KUMAR RANA)

Page 1 of 1
HRMD CIRCULAR NO. 787/2024: PROMOTION POLICY FOR OFFICERS
“Confidential-Strictly for internal circulation only”
 PROMOTION POLICY
FOR OFFICERS

Division : Human Resources Division

Version : 2025-26_HRD_3.0
 Confidential – For Internal Circulation Only

Policy Custodian

Division Human Resources Division

Officer in-charge Divisional Head
Policy Contact hrdselection@pnb.co.in
Last Reviewed On Board Meeting dated 03.10.2023
Approved by Board
Supersedes HRMD Circular No. 722/2023 dated 04.10.2023

Policy Version Control

SN Version Version Summary of Changes

Number Date
1 2025- Refusal/ reversion on promotion will not be a matter of
26_HRD_3.0 right but at the discretion of the Management. Executive
Director (HR) will be the competent authority for
acceptance of refusal/ reversion on promotion.

If refusal/ reversion on promotion is accepted by the

competent authority, there will be no debar and a
candidate can appear for promotion in the subsequent
selection process.

2 Career progression of technical officers under Agriculture

stream shall now be up to MMG Scale II only.

Policy Governance

A. Policy Change and frequency of review

Policy is to be reviewed in the first quarter of every financial year to incorporate

changes, if any, as per feedback received from the field offices/ Association, Bank’s
requirement, instructions from DFS/ IBA/ RBI etc.

B. Approval path

To be placed before the Board through the Steering Committee of the Board on HR

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Contents

1. Policy Overview

2. Objective

3. Policy for Mainstream Officers (Part A)

4. Policy for Technical Officers (Part B)

5. Annexure

5.1 List of Definitions

5.2 Frequently asked questions

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1. Policy Overview

Regulation 17 of Punjab National Bank (Officers’) Service Regulations, 1979

states that promotions to all grades of officers in the Bank shall be made in
accordance with the policy laid down by the Board from time to time having
regard to the guidelines of the Government, if any.

2. Objective

a) The Human Capital of every organization is required to perform different roles

and responsibilities. The level of knowledge, experience and competence
required differs from position to position. The success of any organisation,
more so, organisation like ours in service sector substantially depends on the
capabilities of its workforce. Therefore, it is necessary that all positions are
manned by competent and motivated employees. These positions are filled up
through direct recruitment and promotions.

b) Promotion is a prime motivating factor for the employees since it brings higher
responsibilities, monetary benefits and status. It is also crucial to the
organisation’s growth since, on promotion of an employee, a higher
responsibility is assigned to him/her, the achievement of which, will directly
impact the success of the organisation at large. These aspects underline the
need for a robust selection process that will enable the Bank to place the right
employee in the right position.

c) Promotion Policy provides a defined career path to the officers of the Bank
and illustrates the process and parameters required for career progression.
The policy will also act as a tool to help the Bank in achieving its goals by
promoting talented officers to higher positions. Whereas performance and
potential for shouldering higher responsibility is the main criteria for all
promotions, as the officer moves to senior positions, the expectation on level
of commitment and identification to the organisation and its goals increases
manifold.

d) The policy provides equal opportunity to all officers in a fair and transparent
manner.

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3. Policy for Mainstream Officers (Part A)

1. SELECTION PROCESS FOR PROMOTION FROM JMG SCALE-I TO MMG

SCALE-II

The vacancies in MMG Scale-II shall be filled up by promotion from JMG Scale-I
through Normal Seniority Channel and Merit Fast Track Channel. The Officers will
have option to apply for promotion under only one Channel of their choice as per the
following eligibility criteria:
Normal Seniority Merit Fast Track
Particulars
Channel Channel
Distribution of vacancies 40% 60%
Length of service in JMG Scale I required
5 Years 3 Years
for eligibility
Selection parameters: Marks Marks
- APAR 35 30
- Written Test (online) Qualifying 30
- Interview 50 25
- Job Responsibility/ Branch Experience
Marks 10 10
- Qualification Marks 05 05
TOTAL 100 100

Written Test shall be common for both the channels having 30 marks but it will be
only qualifying in Normal Seniority Channel. Minimum qualifying marks in Interview
as well as in Written Test shall be 40% for SC/ST category candidates and 50% for
other category candidates. The candidates who obtain minimum qualifying marks in
written test shall be called for interview.

2. SELECTION PROCESS FOR PROMOTION FROM MMG SCALE-II TO

MMG SCALE-III

The vacancies in MMG Scale-III shall be filled up by promotion from MMG Scale-II
through Normal Seniority Channel and Merit Fast Track Channel. The Officers will
have option to apply for promotion under only one Channel of their choice as per the
following eligibility criteria:
Normal Seniority Merit Fast Track
Particulars
Channel Channel
Distribution of vacancies 40% 60%
Length of service in MMG Scale II required
5 Years 3 Years
for eligibility
Selection parameters: Marks Marks
- APAR 35 30
- Written Test (online) Qualifying 30
- Interview 50 25
- Job Responsibility/ Branch Experience
Marks 10 10
- Qualification Marks 05 05
TOTAL 100 100
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Written Test shall be common for both the channels having 30 marks but it will be
only qualifying in Normal Seniority Channel. Minimum qualifying marks in Interview
as well as in Written Test shall be 40% for SC/ST category candidates and 50% for
other category candidates. The candidates who obtain minimum qualifying marks in
written test shall be called for interview.

3. SELECTION PROCESS FOR PROMOTION FROM MMG SCALE-III TO

SMG SCALE-IV

Vacancies in SMG Scale-IV shall be filled up by promotion from MMG Scale-III

through Merit Channel only, as per the following criteria:

Particulars Merit Channel

Length of service in MMG Scale III required for eligibility 3 Years
Selection parameters: Marks
- APAR 40
- Written Test (online) 20
- Interview 30
- Job Responsibility/ Branch Experience Marks 05
- Qualification Marks 05
TOTAL 100

Minimum qualifying marks in interview as well as in written test shall be 50% each for
all category candidates.

The candidates securing minimum 70% aggregate cut-off marks in the selection
process shall only be considered for promotion.

4. SELECTION PROCESS FOR PROMOTION FROM SMG SCALE-IV TO

SMG SCALE-V

Vacancies in SMG Scale-V shall be filled up by promotion from SMG Scale-IV

through Merit Channel only as per the following criteria:

Particulars Merit Channel

Eligibility Criteria – Length of service:
- Length of service in SMG Scale IV 3 Years
- Minimum total length of service 12 Years in Officer Cadre
Selection parameters: Marks
- APAR 40
- Written Test (online) 20
- Interview 30
- Job Responsibility/ Branch Experience Marks 05
- Group Discussion 05
TOTAL 100

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Minimum qualifying marks in interview as well as in written test shall be 50% for all
category candidates. The candidates securing minimum 70% aggregate cut-off
marks in the selection process shall only be considered for promotion.

5. SELECTION PROCESS FOR PROMOTION FROM SMG SCALE-V TO TEG

SCALE-VI

Vacancies in TEG Scale-VI shall be filled up by promotion from SMG Scale-V

through Merit Channel only as per the following criteria:

Particulars Merit Channel

Eligibility Criteria:
- Length of service in SMG Scale V 3 Years
- Minimum total length of service 15 Years in Officer Cadre
Selection parameters: Marks
- APAR 40
- Written Test (online) 20
- Interview 40
TOTAL 100

Minimum qualifying marks in interview as well as in written test shall be 50% for all
category candidates.

The candidates securing minimum 70% aggregate cut-off marks in the selection
process shall only be considered for promotion.

6. SELECTION PROCESS FOR PROMOTION FROM TEG SCALE-VI TO TEG

SCALE-VII

Vacancies in TEG Scale-VII shall be filled up by promotion from TEG Scale-VI

through Merit Channel only as per the following criteria:

Particulars Merit Channel

Eligibility Criteria:
- Length of service in TEG Scale VI 3 Years
- Minimum total length of service 18 Years in Officer Cadre
- Minimum residual service 2 Years (as on 1st April of relevant
vacancy year)
Selection parameters: Marks
- APAR 50
- Interview 50
TOTAL 100

Minimum qualifying marks in interview shall be 50% for all category candidates.

The candidates securing minimum 70% aggregate cut-off marks in the selection
process shall only be considered for promotion.

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7. SELECTION PROCESS FOR PROMOTION FROM TEG SCALE-VII TO TEG

SCALE-VIII

Vacancies in TEG Scale-VIII shall be filled up by promotion from TEG Scale-VII

through Merit Channel only as per the following criteria:

Particulars Merit Channel

Eligibility Criteria:
- Length of service in TEG Scale VII 02 years*
(*up to 50% relaxation may be accorded
with the approval of Bank’s Board)
- Minimum total length of service 20 years in Officer Cadre**
- Minimum residual service 2 Years (as on 1st April of relevant
vacancy year)
Selection parameters: Marks
- APAR 50
- Interview 50
TOTAL 100
**19 years in case of relaxation of 50% in length of service in TEG Scale VII

Minimum qualifying marks in interview shall be 50% for all category candidates.

The candidates securing minimum 70% aggregate cut-off marks in the selection
process shall only be considered for promotion.

8. COMMON GUIDELINES

A. CUT OFF DATE FOR ELIGIBILITY: The minimum eligibility in terms of

the number of years of service for promotion will be reckoned as on 01st of
April of the Financial Year in which the vacancies arise for promotion.
Further, the candidates should be on active service (not on sabbatical
leave) on this cut-off date and also on the date of release of promotion.

B. EXCLUSION FROM CONSIDERING ELIGIBILITY: Period of suspension

(treated as ‘not on duty’), period spent on loss of pay and sabbatical leave
shall be excluded while considering the length of service for eligibility.

C. RELAXATION IN MINIMUM TOTAL LENGTH OF SERVICE: In case, the

officer who joined as Technical / Specialist Officer at a scale higher than
JMG Scale-I and has opted for mainstream on promotion or otherwise, the
minimum total length of service requirement as stipulated for promotion to
SMG Scale V (12 Years in Officer Cadre), TEG Scale VI (15 Years in
Officer Cadre), TEG Scale VII (18 Years in Officer Cadre) & TEG Scale
VIII (20 Years in Officer Cadre) would be reckoned from the level at which
they enter the service. For example, if an Officer enters at Scale-II, the
minimum length of service for promotion from Scale-IV to Scale-V will be
09 years instead of 12 years.

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D. RURAL INCENTIVE: The mainstream officers in JMG Scale I who have

put in more than two years of service in rural areas in JMG Scale-I will get
an advantage of relaxation in minimum length of service required for
eligibility for promotion under Normal Seniority Channel to the extent of
50% of each additional completed year of service.

Similarly, the mainstream officers in MMG Scale II who have put in more
than three years of service in rural areas in MMG Scale II will get an
advantage of relaxation in minimum length of service required for eligibility
for promotion under Normal Seniority Channel to the extent of 50% of
each additional completed year of service.

This relaxation shall however not be available to the candidates in MMG

Scale II at the time of promotion to MMG Scale III who have availed the
relaxation under the same guidelines at the time of promotion from JMG
Scale-I to MMG Scale-II.

E. RURAL/ SEMI URBAN TENURE/ BRANCH / BRANCH INCUMBENT

TENURE:

(a) Mainstream officers in JMG Scale-I must have completed two years of
total service in rural areas to become eligible for promotion to MMG Scale
II and the officers in MMG Scale II must have completed three years of
total service in rural/semi urban areas (including the rural service rendered
in JMG Scale-I) to become eligible for promotion to MMG Scale III. The
stipulation shall however be relaxed with the condition that such
candidates shall be posted in rural / semi urban areas, as the case may
be, immediately on promotion to complete the remaining tenure.
(b) The mainstream officers in MMG Scale III should have two years
Branch Incumbent experience in any scale to be eligible for promotion to
Scale-IV. However, those officers who do not have two years Branch
Incumbent experience will also be eligible for consideration for promotion
but on promotion to SMG Scale-IV, they will be posted straight away to
branches for completing the required period of two years.
(c) Mainstream candidates in SMG Scale IV should have three years
Branch Incumbent experience in any scale and the candidates who were
recruited in technical streams should have three years branch experience
including two years Branch Incumbent experience to become eligible for
promotion to SMG Scale V. However, the candidates not having Branch /
Branch Incumbent experience will also be eligible to be considered for
promotion and in case of approval for promotion, they will be posted in
Branch/ as Branch Incumbent to complete the requisite tenure.
Candidates with no branch experience, on promotion to SMG Scale IV/ V
will initially be posted in a branch for minimum one year and as a Branch
Incumbent thereafter. MD&CEO may consider allowing exemption to the
candidates with no or less than required Branch/ Branch Incumbent
experience, from posting in Branch/ as Branch Incumbent on promotion to
SMG Scale IV/ V, on case-to-case basis.
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(d) Branch Experience/ Branch Incumbent Experience of all officers who

joined in technical stream, for the purpose of eligibility as well as awarding
marks, will be considered from the date of conversion to mainstream
banking. However, for Agriculture and Credit (incl. Chartered Accountant/
Financial Analyst/ Cost Analyst/ Industry Officer) stream officers, such
experience even before their conversion to mainstream will be considered
for the purpose of eligibility and awarding marks, wherever applicable.

F. WEIGHTAGE OF APAR:

a) The annual performance appraisal reports (APAR) marks for the

preceding three years, excluding the immediately preceding year for
which the vacancies are being filled up, shall be considered for the
purpose of awarding marks for promotion, as indicated above.
b) The officers who become eligible for promotion with less than three
years of service in officer cadre, the marks of performance shall be
considered for the number of years for which the concerned officer
remained in Officer cadre.
c) APAR marks, if any awarded, for working in a particular year for less
than 90 days shall not be considered. In such cases, the APAR marks
of earlier year(s)/ rest of the years shall be considered. In case ‘No
Report Certificate’ is held on record for any relevant year, the marks of
the earlier year(s)/ rest of the years shall be taken into consideration.
d) Average 75% marks in APAR for the eligible years of service (three
years) and not less than 60% marks in any of the eligible years of
service will be reckoned for promotion.
e) Weightage of APAR parameter in selection process shall be calculated
as under:

Aggregate of marks obtained in X Maximum marks allowed to

APARs for the years being considered APAR parameter

Number of years for which APARs are X

100
being considered

G. WRITTEN TEST:

a) The written test shall be objective type.

b) There will be two papers for promotion from JMG Scale I to MMG
Scale II and MMG Scale II to MMG Scale III, one General Banking
Knowledge Test comprising of 100 questions of one mark each and
other CBS Awareness Test comprising of 50 questions of one mark
each. CBS Awareness Test will be qualifying in nature and marks
obtained in General Banking Knowledge Test will be considered for the
purpose of merit. Duration of both the papers will be two hours.

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c) There will be two papers for promotion from MMG Scale III to SMG
Scale IV, SMG Scale IV to SMG Scale V and SMG Scale V to TEG VI,
one General Banking Knowledge Test comprising of 50 questions of
one mark each and other Case Study Based Test comprising of 50
questions of one mark each. Marks obtained in both the tests will be
considered for the purpose of merit. Duration of both the papers will be
two hours.

d) Weightage of marks under Written Test parameter, as prescribed for

each scale of promotion shall be allowed to the candidates who obtain
minimum qualifying marks prescribed as above, out of the total marks
obtained by them while preparing the merit panel.

The broad area of coverage of Written Test for each scale of promotion
shall be CBS, Knowledge of Bank’s Products, Bank’s Book of Instructions,
Manuals, Corporate Credit, Risk Management, Foreign Exchange,
Practice & Law of Banking, General Awareness about Government
Schemes, RBI Guidelines and Acts affecting Bankers etc. The level of
questions to be asked in the written test for each scale of promotion shall
however be different.

H. JOB RESPONSIBILTY/ BRANCH EXPERIENCE MARKS:

Job responsibility/ branch experience marks to mainstream officers for

promotion up to SMG Scale V shall be allowed for each completed year
and in fraction (up to two decimal places) for each completed month of
service in a branch during last 12 years as under:

Scale of Promotion Responsibility level Marks per Max

completed year Marks
Branch Incumbent 2 10
Officers other than 1.5
JMG Scale I to Branch Incumbent
MMG Scale II & working at rural branch
MMG Scale II to Officers other than 1
Scale III Branch Incumbent
working at non-rural
branch
MMG Scale III to Branch Incumbent 2 05
SMG Scale IV & Officers other than 1
SMG Scale IV to Branch Incumbent
Scale V working in branches

For example - An officer (other than Branch Incumbent) in Scale II

with 03 years 06 months of experience in a rural branch during last
12 years will be eligible for awarding 5.25 marks out of 10 in total.

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Marks will be awarded based on whichever is beneficial in Job

Responsibility for a candidate. For eg. an officer is Branch Incumbent and
posted in a rural area, he/she will be awarded marks for Branch
Incumbency.

In all such cases, where a certain number of days of branch experience is

not accounted for (whether as Branch Incumbent or Non-Incumbent in
rural or non-rural area), all such number of days of branch experience will
be added and awarded marks in proportion of respective branch
experience in rural & non-rural area as Non-Incumbent and as Branch
Incumbent for each completed month.

The above marks shall be calculated as on 01st April of the financial year
for which the vacancies are being filled up. The offices eligible for Job
Responsibility/ Branch Experience Marks are any branch of PNB or the
amalgamated Banks or any of its subsidiary located within or outside India,
undertaking the job of normal banking and having customer interface,
CACs/ GBVs, IBBs, Swift Centre, ZRMCs, Circle/ Zonal Verticals (RAMs/
iRAMs/ MCCs and Recovery/Sastra verticals), RCCs/CDPCs, Back
Offices including Depository Back Office, CBOTF (Trade Finance Centre)
and back offices of International branches, International Service Branch,
MICR centres, HUBs (Account opening HUBs / RAPCs etc.), CASA Back
Office, TAB Banking, CKYC, Clearing Houses, ARCs/ ARMBs, Currency
Chest Back Office, Link Cell Nagpur, Centralised Pension Processing
Centres (CPPCs), CLPC and SAMV (Branch).

Period of suspension (treated as ‘not on duty’), period spent on loss of

pay, sabbatical leave, period on deputation and temporary posting shall be
excluded while considering the length of service for job responsibility/
branch experience.

I. WEIGHTAGE FOR EDUCATIONAL/ PROFESSIONAL QUALIFICATION:

Marks for qualification shall be awarded to mainstream officers for

promotion up to SMG Scale-IV and technical officers for promotion up to
SMG Scale-V for the following educational / professional qualifications:

Part I

S.N. Qualification Marks

Post-Graduation (including MBA & two years’ full time Post
1. 01
Graduate Diploma from UGC/AICTE approved institute)
2. CAIIB (Part II) 02
3. Chartered Accountant from ICAI 02
4. Cost and Management Accountant from ICMAI 02
5. Company Secretary from ICSI 02
6. Chartered Financial Analyst from CFA Institute 02
7. Financial Risk Manager Certification (FRM) from GARP 02
8. Professional Risk Manager Certificate (PRM) from PRMIA 02
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Part II

S.N. Certificate / Professional Courses Marks

1. Diploma in Banking & Finance from IIBF Mumbai 01
2. Diploma in Banking Technology from IIBF Mumbai 01
3. Diploma in International Banking and Finance from IIBF Mumbai 01
Diploma in Treasury Investment and Risk Management from IIBF
4. 01
Mumbai
5. Diploma in Advanced Wealth Management from IIBF Mumbai 01
6. Diploma in Retail Banking from IIBF Mumbai 01
7. Certified Banking Compliance Professional from IIBF Mumbai 01
Certified Credit Professional from IIBF Mumbai (earlier Known as
8. 01
Certified Credit Officer)
Certified Treasury Professionals from IIBF Mumbai (earlier known as
9. 01
Certified Treasury Dealer)
10. Certified Accounting & Audit Professional from IIBF Mumbai 01
Certificate Course on MSME from IIBF Mumbai (earlier known as
11. 01
MSME for Bankers)
12. Certificate Course in Project Finance from IIBF Mumbai 01
13. Certificate Course in Foreign Exchange from IIBF Mumbai 01
14. Certificate in International Trade Finance from IIBF Mumbai 01
15. Certified Information System Banker from IIBF Mumbai 01
16. Certificate Course in Digital Banking from IIBF Mumbai 01
Certificate in Prevention of Cyber Crimes and Fraud Management from
17. 01
IIBF Mumbai
18. Certificate Examination in Microfinance from IIBF Mumbai 01
19. Certificate Examination in Risk in Financial Services from IIBF Mumbai 01
20. Certificate Course in Credit Management from NIBM Pune 01
21. Certificate Course in Treasury Management from NIBM Pune 01
22. Certificate Course in Risk Management from NIBM Pune 01
Certificate Course in Accounts and Audit Management from NIBM
23. 01
Pune
24. Certificate Course in Retail Credit Management from NIBM Pune 01
25. Certificate in Commercial Credit (CICC) from Moody’s Analytics 01
26. Certified Information Systems Auditor (CISA) Certification 01
Risk in Financial Services from Chartered Institute for Securities &
27. 01
Investment (CISI)

Qualifications mentioned in Part I, once acquired, will be awarded marks in

each scale of promotion, wherever applicable, while Certificate /
Professional Courses mentioned in Part II will be awarded marks in the
same scale of promotion only, wherever applicable, in which it has been
acquired.

The maximum marks shall be restricted to 05. The above marks for
qualification are to be calculated which have been acquired up to the last
date of receipt of application and entered in HRMS.

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J. Deviation in the minimum qualifying marks: MD&CEO may allow any

deviation in the minimum qualifying marks for any selection parameter, if
required.

9. NUMBER OF CANDIDATES TO BE CONSIDERED FOR PROMOTION

a) For promotions up to TEG Scale-VI, applications shall be invited from all

the eligible officers for participating in selection process in all channels.

b) For promotion from JMG Scale I to MMG Scale II, MMG Scale II to MMG
Scale III, MMG Scale III to SMG Scale IV, SMG Scale IV to SMG Scale V and
SMG Scale V to TEG Scale VI under Normal Seniority / Merit / Merit Fast
Track Channel, all eligible applicants will be called for appearing in written
test. The number of written test qualified candidates for group discussion/
interview shall be restricted to three times of the number of vacancies.
However, depending upon the number of vacancies and availability of written
test qualified candidates, MD&CEO may increase the number of candidates
beyond three times the number of vacancies. The merit of such candidates for
the purpose of calling for group discussion/ interview shall be prepared on the
basis of aggregate marks under the parameters of written test and APAR.

c) For promotion to TEG Scale VII & above, the number of eligible candidates
to be considered for promotion shall be restricted to three times the number of
vacancies for which the promotions are being considered. However, in case
fresh candidates equal to the number of anticipated vacancies are not
available by keeping the Zone of Consideration at three times of the
anticipated vacancies, the Zone of Consideration may be extended to four
times of the number of anticipated vacancies. However, all the candidates
promoted on one date, as the case may be, shall be included in the Zone of
Consideration.

d) Cut-off date for calling the candidates for consideration of promotion in the
above manner shall be decided by Managing Director & CEO.

e) The Zone of Consideration as above may be worked out excluding the

number of Officers against whom Sealed Cover Procedure is applicable.

10. RELAXATION IN ELIGIBILITY CRITERIA

The eligibility criteria in respect of minimum number of years of service

required for promotion from one scale to another may be relaxed by MD &
CEO for promotion up to SMG Scale IV and by the Board for promotion to
higher scales up to Scale VII, for a maximum period of one year and three
months. As stipulated in the Govt guidelines, minimum length of service of two
years in TEG Scale VII required for promotion to TEG Scale VIII may be
relaxed up to one year with the approval of Bank’s Board. Officers who are on
probation shall not be eligible to apply or to be considered for promotion.

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11. SC/ST OFFICERS

The SC/ST candidates will be entitled to the benefit of reservations and

relaxations, if any, in accordance with the guidelines received on the subject
from time to time from Government of India, Ministry of Finance, Department
of Financial Services, New Delhi.

12. INTERVIEW AND GROUP DISCUSSION

In all the promotions covered under this policy, the Interview Committee would
make an overall assessment of the candidates on the basis of job knowledge,
communication skills, conceptual ability, leadership qualities, decision making,
achievement of targets and other details relating to Government sponsored
Schemes/ campaigns/ drives, potential for shouldering higher responsibility
and overall personality. However, there shall be no distinct allocation of marks
for these components.

Officers in the process for promotion from SMG Scale IV to V, SMG Scale V
to TEG Scale VI, TEG Scale VI to VII and TEG Scale VII to TEG Scale VIII
may be subjected to psychometric test/ assessment centre review/ behaviour
event interview/ 360o Feed Back.

For promotion from SMG Scale-IV to Scale-V, the Committee of Group

Discussion shall specifically assess the communication skills, conceptual and
leadership capabilities of the candidates.

Deaf and Dumb category candidates can be allowed exemption by the Bank,
on their request, to appear in the Group Discussion in the promotion process,
having parameter of GD. Competent Authority to allow such exemption shall
be Executive Director heading HR. Marks under the parameters of GD in such
cases will be added in Interview parameter.

13. COMPETENT AUTHORITY TO APPROVE PROMOTIONS AND

INTERVIEW & GROUP DISCUSSION COMMITTEES

a) The following is the constitution of Interview Committees for conducting

the interviews: -

Chairperson of the Committee to be

Level Members of the Committee
Committee constituted by
General Manager
a) Asstt. General Manager
JMG Scale-I to Deputy General HR looking after the
b) Chief Manager
MMG Scale-II Manager matter of officers up
c) SC/ST representative
to Scale III
MMG Scale-II a) Deputy General Manager-I
Chief General
to General Manager b) Deputy General Manager-II
Manager (HR)
MMG Scale-III c) SC/ST representative

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Chairperson of the Committee to be

Level Members of the Committee
Committee constituted by
a) General Manager/ Deputy General
MMG Scale-III Chief General
Manager – I Executive Director
to Manager/ General
b) General Manager/ Deputy General (HR)
SMG Scale-IV Manager
Manager - II
a) Chief General Manager/General
Manager – I
SMG Scale IV
b) Chief General Manager/General
to Executive Director MD&CEO
Manager - II
SMG Scale V
c) Outside Expert-I*
d) Outside Expert-II*
a) Executive Director (HR)
SMG Scale V to b) Executive Director-II
MD&CEO MD&CEO
TEG Scale VI c) Outside Expert-I*
d) Outside Expert-II*
TEG Scale VI to a) Government Nominee Director
TEG Scale VII b) RBI Nominee Director
c) Two experts to be nominated with the
approval of Bank’s Board of which;
(i) One should be a former CMD/MD
of a Public Sector Bank other
than the bank concerned,
Managing Director (ii) One from any of the following:
and CEO (Senior a. A former member of an All
most Executive India Service or a Central
TEG Scale VII Director in case of Service Group ‘A’, with -
to TEG Scale vacancy in the office experience at the level of
VIII of Managing Higher Administrative Grade
Director and CEO) or above;
b. An academician from a
premier institute, with at least
5 years of experience at the
level of professor or equivalent
in the field of finance,
economics or business
management.

b) The competent authorities for the purpose of approving promotions to

various scales shall be as under: -

Chairperson of the Members of the Committee to be

Level
Committee Committee constituted by
General Manager HR a) Deputy General
JMG Scale-I to looking after the Manager-I Chief General Manager
MMG Scale-II matter of officers up to b) Deputy General (HR)
Scale III Manager-II

MMG Scale-II to Chief General a) General Manager-I

Executive Director (HR)
MMG Scale-III Manager (HR) b) General Manager-II

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Chairperson of the Members of the Committee to be

Level
Committee Committee constituted by
a) Chief General
MMG Scale-III
Executive Director Manager – I
to MD&CEO
(HR) b) Chief General
SMG Scale-IV
Manager - II
SMG Scale IV
to
a) Executive Director-HR
SMG Scale V MD&CEO MD&CEO
b) Executive Director-II
SMG Scale V to
TEG Scale VI
TEG Scale VI to Managing Director and
TEG Scale VII CEO (Senior most
a) Government Nominee
Executive Director in
TEG Scale VII case of vacancy in the Director -
to TEG Scale office of Managing b) RBI Nominee Director
VIII Director and CEO)

c) The following is the constitution of Committee for conducting the Group

Discussion which shall be constituted by Executive Director (HR): -
LEVEL CONSTITUTION OF COMMITTEE
a) General Manager
SMG Scale-IV to SMG Scale-V
b) Outside Expert(s)*

*Outside Expert may be prominent citizen, Retired/ Ex-Senior Executive of

Bank, Reputed Business School Faculty etc. with domain knowledge.

d) Other Guidelines:

i. Managing Director & CEO is also authorized to change the competent

authority to approve promotions and constitution of Interview Committee
up to TEG Scale-VI having regard to administrative exigencies.

ii. Having regard to the number of candidates to participate in a selection

process, the exigencies of Bank’s work and for other practical reasons, the
Bank may constitute more than one Committee for Group Discussion/
Interview at same / different locations.

iii. The competent authority shall approve the promotions strictly in the order
of merit and on the basis of procedure laid down in this policy.

14. PREPARATION OF MERIT PANEL

a) In all cases of promotion, for the purpose of preparing the merit list in the
order of aggregate marks, only those candidates who secure the minimum
qualifying marks in the parameter of written test and/or interview/overall,
as stipulated hereinabove, will be considered.

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b) In case two or more candidates secure same number of aggregate marks,

their ranking in the merit list shall be decided on the basis of their inter-se
seniority in the existing grade/scale.
c) In case number of eligible candidates available for approval for promotion
in either Channel is not sufficient as per the vacancies identified, the
remaining vacancies shall be filled up by approving equal number of
candidates from other Channel to the extent of available panel.
d) From the merit list, the Bank may prepare a panel of selected candidates
up to 125% of the identified vacancies. However, for promotion from TEG
Scale VII to VIII, Bank may keep a panel of three to four (3-4) officers
against the contingency plan (in case of subsequent elevation to ED or
due to deputation outside the Bank) which will be over and above the
panel of 125% of selected candidates.
e) The promotions will be offered to the extent of the number of vacancies, in
the order of merit. The inter-se seniority of the candidates promoted shall
remain unchanged in the next higher scale irrespective of their ranking in
the merit list.
f) Promotion from JMG Scale-I to MMG Scale-II, MMG Scale-II to MMG
Scale-III and MMG Scale III to SMG Scale IV shall be released in one lot.
However, promotion from SMG Scale IV to SMG Scale V & above shall be
released month wise against the vacancies available. The candidates from
the panel who are offered promotion subsequently against
superannuation, other exits etc. shall rank junior to the candidates who
have been promoted in the first instance and the inter-se seniority
amongst these candidates will be maintained in the same manner as in the
former case.
g) The panel shall be valid till the end of Financial Year i.e. 31 st March for
which the promotion process has been held. Managing Director and CEO,
at his discretion, may extend the validity of the panel keeping in view the
exigencies.
h) The candidature of promotion in respect of all such candidates who are
reported to have resorted to unfair means in the written test and whose
cases have been identified in the technical analysis of IBPS Mumbai as
“Established beyond all reasonable doubts” shall be cancelled. Further,
Bank will reserve the right to take appropriate disciplinary / administrative
action against such officers as deemed fit.

15. COMMUNICATION OF MARKS

Break up of aggregate marks scored by every candidate under various

parameters shall be uploaded in HRMS within 10 days of declaration of final
result of promotion which will be accessible only to the concerned officer
through ‘Self Service’ in HRMS. However, marks will not be uploaded in
respect of those candidates whose cases are covered under Sealed Cover
Procedure and whose cases have been identified as resorted to unfair means
in the written test.
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16. REVIEW OF PERFORMANCE OF PROMOTEE OFFICERS

It is expected from the promotee officers to perform as per the requirement of
the higher cadre. The reporting authority will closely oversee the performance
of the promotee officer, at least for a period of six months from the date of
promotion and communicate to the concerned officer the weak areas, if any,
so that the officer may improve to shoulder higher responsibility.

17. REFUSAL/ REVERSION ON PROMOTION

a) Refusal/ reversion on promotion will not be a matter of right but at the
discretion of the Management. Executive Director (HR) will be the
competent authority for acceptance of refusal/ reversion on promotion.

b) Cases where a mainstream officer, approved for promotion to Scale II/ III,
himself/ herself or his/ her spouse, dependent children/ parents/ parents-
in-law is diagnosed with a terminal/ critical illness - Cancer, Paralytic
Stroke, Renal Failure, Coronary Artery Disease, Thalassaemia and
Parkinson’s disease, after the concerned officer has appeared in the
interview then, his/ her case shall be considered for refusal on promotion.
c) Further, an officer on promotion to next higher scale/grade can seek
reversion only on medical grounds (terminal/ critical illness of self or
dependents covered in para 17(b) above but diagnosed after joining at the
allocated Circle) or on extreme compassionate grounds within 03 months
from date of joining at the allocated Circle on promotion.

d) A Committee of Executives comprising of CGM (HR) & both GMs (HR)

shall recommend the proposal for acceptance of refusal/ reversion on
promotion to the competent authority based on merits found in the
proposal.

e) If refusal/ reversion on promotion is accepted by the competent authority,

there will be no debar and a candidate can appear for promotion in the
subsequent selection process.
f) The consequences of refusal/ reversion on promotion shall be applicable
on the candidates seeking such refusal/ reversion i.e.restrictions in release
of increments at automatic switchover stage, PQP and stagnation
increments, as circulated in HRD Division Circular No. 344 dated
20.09.2006 read with PAD Circular No. 175 dated 17.09.2013 shall apply,
wherever applicable.

18. CONSEQUENCES ARISING OUT OF IMPOSITION OF PENALTY

a) There will not be any rigor or debar on account of imposition of minor
penalty(ies). As such, an officer who has been imposed minor penalty(ies)
will be eligible to participate in the promotion process.

b) An officer who has been imposed major penalty, other than ‘Reduction to a
Lower Grade’, will not be eligible for promotion for a period of one year
from the date the major penalty was imposed.
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c) An officer who has been imposed major penalty of reduction to a lower

grade shall be considered for promotion only after completion of
prescribed length of service, as prescribed for other candidates, from the
date of order for reduction to lower grade or post.

d) The eligibility or otherwise, on account of imposition of major penalties

referred to above, shall be reckoned as on 01st of April every year in which
the vacancies arise for promotion.

e) In case an officer who has been imposed minor penalty of ‘withholding of

promotion’ is approved for promotion by the Competent Authority, the
promotion will be released only after the expiry of the stipulated period for
which the promotion has been withheld by the Disciplinary Authority.

19. SEALED COVER PROCEDURE

(1) Officers who are otherwise eligible for promotion but are either:

− under suspension; or
− in respect of whom a charge sheet has been issued and the
disciplinary proceedings are pending; or
− in respect of whom prosecution for criminal charge is pending. The
judicial proceedings in case of criminal proceedings shall be deemed
to be instituted on the date on which the complaint or report of a
Police Officer, of which the Magistrate takes cognizance, is made;

will be eligible for participating in the selection process but their result
shall be kept in Sealed Cover.

(2) Sealed cover procedure shall be followed as under:

2.1) An officer in whose case ‘Sealed Cover Procedure’ is attracted, the

findings of the Interview Committee shall be recorded in respect of
such officer in a separate Interview Evaluation Sheet, which shall
be signed by all the members of the Interview Committee and the
Interview Evaluation Sheet shall be kept in a Sealed Cover which
shall be super scribed as……

SEALED COVER FOR PROMOTION FROM SCALE ___ TO SCALE ____ - CHANNEL-______
SELECTION NO. & YEAR
WRITTEN TEST HELD ON
INTERVIEW HELD ON
NAME OF OFFICER
EMPLOYEE ID
DESIGNATION
PLACE OF POSTING
CIRCLE
REASONS FOR SEALED COVER:
(Details of pending DA Case/pending Criminal Case i.e. Date of Charge Sheet, Major/
Minor, Vigilance Reference No., Date of Suspension, Criminal Case No. with Date
and Court where pending etc. be given)
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2.2) In the main Interview Evaluation Sheet, the entry against the name
of the officer falling under any of the above categories, shall be
recorded as ‘Interview Evaluation Sheet attached in sealed
envelope’. The Sealed Cover shall be kept under the custody of
the AGM/ CM of HRD, Head Office, New Delhi.

2.3) The procedure outlined above, will be followed for the subsequent
Selections also till the disciplinary / criminal proceeding against the
officer concerned, is concluded.

2.4) Opening of Sealed Cover:

a) As and when disciplinary or other proceedings instituted against
such an officer are completed, resulting in his exoneration or
minor penalty of ‘Censure’, the Sealed Cover(s) shall be opened
one by one, in seriatim and after adding the marks obtained by
him in various parameters. If his merit position falls above the
cut-off point in the panel pertaining to any of the concerned
Selections, his case shall be considered by the Competent
Authority at Head Office to approve promotion and if finally
approved for promotion, he shall be given notional promotion at
par with officers of his seniority in the concerned Selection.
However, he will not be entitled to receive any arrears on
account of his notional promotion.
b) If the proceedings culminate in imposition of any penalty (i.e.
minor or major) other than ‘Censure’, the sealed cover shall not
be opened and shall be cancelled. The debar period of one year
in case of imposition of major penalty in sealed cover cases also
shall be counted from the date of penalty.

2.5) Deemed Sealed Cover Case:

a) An officer in whose case any of the circumstances mentioned in

Clause 19(1) supra above arises after being interviewed by the
Interview Committee but before release of promotion in
accordance with the approval accorded by the Competent
Authority for approving promotions, the case shall be treated as
deemed sealed cover case. Release of promotion in such a
case shall be subject to outcome of the proceedings as on the
date. The case shall be dealt with in terms of para 19(2.4) above
on final decision of the disciplinary action/ criminal case.
b) In case an Officer participates in a promotion process and is
approved for promotion but any penalty (i.e. minor or major)
other than ‘Censure’ is imposed before actual release of
promotion, the case will be treated as deemed sealed cover
case and promotion will be cancelled. In case of imposition of
minor penalty of ‘Censure’, the case shall be dealt with in terms
of para 19(2.4) above on final decision of the disciplinary action
case.
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2.6) If suspension of an Officer whose result has been kept under

sealed cover is revoked, the sealed cover shall be continued till the
final decision of the staff side case, if any, on account of which he
was placed under suspension. The case shall be dealt with in terms
of para 19(2.4) above on final decision of the staff side case.

2.7) If an Officer whose result has been kept under sealed cover is
acquitted on merit or by allowing benefit of doubt in the criminal
proceedings but any disciplinary action case is pending in the
matter, the sealed cover shall not be opened. The case shall be
dealt with in terms of para 19(2.4) above on final decision of the
disciplinary action case.

20. PERIODICAL REVIEW OF SEALED COVER CASES

(1) Human Resources Division at Head Office shall ensure that the
disciplinary or criminal proceedings instituted against any officer are not
unduly prolonged and all efforts to finalize expeditiously the proceedings
should be made so that the need for keeping the case of an officer in a
Sealed Cover is limited to the barest minimum. HRD should review
comprehensively the cases of officers whose cases for promotion to a
higher grade have been kept in a Sealed Cover on the expiry of six
months from the date of conclusion of Selection process. Such review
shall be placed before the Competent Authority who shall take decision
as to continuance or otherwise of the Sealed Cover. The review shall
continue until the case is finally decided. The review should, inter-alia,
cover the progress made in the disciplinary / criminal proceedings and
further measures to be taken to expedite their completion.

(2) In spite of half yearly review referred to above, there may be some cases
where the disciplinary / criminal proceedings against the officer are not
concluded even after the expiry of two years from the date of completion
of Selection process in which the result was kept in Sealed Cover. In
such a situation, the Competent Authority to approve promotion to higher
grade may review the case of an officer, provided he is not under
suspension, to consider desirability of giving him provisional 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;
c. Whether there is any likelihood of the case coming to a conclusion in
the near future;
d. Whether the delay in the finalization of the proceedings, departmental
or in a court of law, is not directly or indirectly attributable to the
officer concerned; and
e. Whether there is any likelihood of misuse of official position which the
officer may occupy after provisional promotion which may adversely
affect the conduct of the departmental case or criminal prosecution.
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(3) The authority concerned shall consult the Central Bureau of Investigation
or the other prosecuting agency and take their views into account where
the disciplinary proceedings or criminal proceedings arose out of the
investigations conducted by the Bureau/ other prosecuting Agency.

(4) In case the Competent Authority comes to the conclusion that it would
not be against the public interest to allow provisional promotion to the
officer concerned, his case may be considered in the normal course in
the next Selection after the expiry of two years period to decide whether
the officer is suitable for promotion on provisional basis. If the officer is
considered for provisional promotion, the Competent Authority should
make its assessment on the basis of the totality of the individual’s record
of service without taking into account the pending disciplinary / criminal
proceedings against him.

(5) After a decision is taken to promote the officer on provisional basis, the
order of promotion may be issued making it clear in the order itself that:

a. the promotion is being made on purely provisional basis and the

provisional promotion will not confer any right for regular promotion;
and
b. the promotion shall be ’until further orders’. It should also be indicated
in the order that the bank reserves the right to cancel the provisional
promotion and revert the officer at any time to the post from which he
was promoted.
c. However, after provisional promotion, if the officer is exonerated in
the departmental proceedings or acquitted in the criminal
proceedings, he shall be treated in the same manner as if he was
exonerated earlier and the procedure as indicated at para 21(2.4)
shall be followed in his case.

(6) In case if the officer concerned is not acquitted on merits in the criminal
proceedings but purely on technical grounds and if the bank either
proposes to take up the matter to higher court or to proceed against him
departmentally or if the officer is not exonerated in the departmental
proceedings, the provisional promotion granted to him will be cancelled
and he shall be reverted to the post from which he was promoted on
provisional basis.

21. VIGILANCE/DAC CLEARANCE:

Vigilance/DAC clearance shall be obtained at the time of release of promotion.

22. APPEAL AGAINST NON SELECTION:

a) In respect of promotions up to SMG Scale IV, an officer who has not been
approved for promotion may submit appeal only through online mode in
HRMS to the Executive Director heading HR, within 45 days from the date
of declaration of the result. No offline appeal against non-selection shall be
entertained.
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b) On receipt of online appeal, the Appellate Authority shall constitute a

three-member Committee not below the rank of the Interview Committee,
to process the appeal. The processing committee, so constituted, if
necessary, may call the appellant for a personal hearing. The processing
committee will submit its recommendations to the Appellate Authority.

c) The appeals shall be decided preferably within a period of three months

from the last date of receipt. The decision of the Appellate Authority in
respect of the appeal will be final and there shall be no review of the
decision.

d) An Officer approved for promotion to the grade / scale on appeal may be

fitted in that grade / scale with effect from the notional date of placement of
that batch in which he was approved. However, such officer will not be
entitled to receive any arrears on account of his notional promotion.

e) In respect of promotion to SMG Scale V and above, there shall be no

appeal against non-selection. However, an officer who has not been
approved for promotion may make a representation to the following
Committee within a period of three months from the date on which the
result of promotion was announced –

Committee to
Chairperson of
Level Members of the Committee be constituted
the Committee
by
SMG Scale IV to
SMG Scale V a) Executive Director – HR
MD&CEO MD&CEO
SMG Scale V to b) Executive Director - II
TEG Scale VI
TEG Scale VI to
TEG Scale VII
Board
TEG Scale VII to
TEG Scale VIII

f) The Committee shall consider such representations as soon as they are

received preferably within six months from the receipt of the
representation. The decision of the Committee shall be final. In case of
acceptance of representation, promotion will be considered from the
prospective date and not from back date.

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4. Policy for Technical Officers (Part B)

1. OBJECTIVE

The Promotion Policy for Technical Officers has been designed with the
objective to bring out an excellent performance culture across the Bank which
recognizes merit and rewards good performance. The Policy is aimed to meet the
career aspirations of performing and talented officers for faster career progressions
as well as for best utilization of potential of the Technical Officers in tune with
requirement of the Bank.

2. SCOPE AND APPLICABILITY

Technical Officers in the Bank shall be those who have been recruited as Technical
Officers in the following streams - Agriculture, Credit, Chartered Accountant,
Financial Analyst, Cost Analyst, Industry, Library, Marketing, Information Technology
including Information Technology-Banking Domain and Data Analyst, Human
Resource (HR), Security, Law, Rajbhasha, Economic, Printing Technology,
Engineering (Civil/ Mechanical/ Electrical), Architect, Fire Safety, Risk Management,
Treasury (including Equity and Debt), Forex, Company Secretary, Public Relation,
Data Scientist, Cyber Security etc.

MD&CEO may add or delete any other stream/area of specialization to be covered

under Technical Stream, having regard to the Bank’s requirement.

3. CAREER PATH

a) Technical Officers will be allowed career progression in the respective

streams as under:

S.No. Stream Career progression up to

I. Law
Risk Management
Information Technology (incl. IT-Banking Domain,
Data Analyst, Data Scientist, Cyber Security) TEG Scale VI
Treasury (including Equity & Debt) and Forex
Economics
Company Secretary
Credit (incl. Chartered Accountant/ Financial Analyst/
Cost Analyst/ Industry Officer)
Security
Fire Safety
II. Human Resource SMG Scale V
Civil Engineering / Architecture/ Other Engineering
Marketing (including Public Relation)
Rajbhasha
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S.No. Stream Career progression up to

Library
III. MMG Scale III
Printing Technology
Agriculture
IV. MMG Scale II
Any other stream not specified above

b) All existing Technical Officers will have an option to convert to mainstream

banking after completion of five years in technical stream from the date of
their appointment as technical officers.

c) Such officers, after conversion to mainstream can apply in the promotion

process as a mainstream candidate. Requests for conversion will be
recommended by the respective owner Divisions, keeping in view the
availability of substitutes and other factors. The final decision for
conversion to mainstream for Officers up to MMG Scale III will be with
General Manager (HR) looking after the matters relating to officers up to
Scale III, Chief General Manager (HR) for Officers in SMG Scale IV and
Executive Director (HR) for Officers in SMG Scale V and above.

d) All such officers who were recruited in technical stream and opt for
mainstream shall be provided necessary on-the job training as per Bank’s
guidelines. Such officers will cease to be technical officers immediately on
acceptance of their request to join mainstream. They shall be posted for at
least 2 years in field operations after joining mainstream of banking. Such
officers should preferably be posted as second man of the branch, initially
for one year. This provision will not be applicable to Agriculture Officers
whose job requirement is already closely related to mainstream field
operations. The decision on conversion to mainstream will be on the basis
of administrative need and no right will be vested in the officer for joining
the mainstream.

e) Further, Bank reserves the right to convert any technical stream officer to
mainstream, based on performance, after completion of five years in
technical stream. Decision in this regard shall be taken on case to case
basis, which shall be put up through HRD on the recommendations of
owner Division. Competent Authority for allowing such conversion shall be
Executive Director heading HR.

The owner Divisions for the Technical Streams will be as under:

Technical Stream Owner Division

Agriculture Agriculture Division
Company Secretary Board & Coordination Division
Chartered Accountant / Cost Analyst/
Corporate Credit Division
Credit/ Financial Analyst
Marketing including Public Relation BA&RM Division

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Technical Stream Owner Division

Architect/ Engineering
(Civil/Mechanical/Electrical)/ Printing GSAD
Technology
Rajbhasha GSAD – Rajbhasha Vibhag
Fire Safety / Security GSAD - Security Division
Human Resource (HR) HRD
Risk Management IRMD
Information Technology (incl. IT-Banking
IT Division
Domain)
Law Law Division
Industry MSME & Mid Corporate Division
Economics/ Library SMEAD
Data Analyst/ Data Scientist Analytics Centre of Excellence (ACoE)
Forex/ Treasury (incl Equity & Debt) Treasury Division
Cyber Security Cyber and Information Security Division

The services of Technical Officers converted to mainstream on promotion or

otherwise may be utilised as per Bank’s requirement.

4. SENIORITY

Inter-se seniority of technical stream officers shall remain the same as in the
common seniority list of Officers in their respective scale being prepared and
displayed by the Bank.

5. VACANCIES

a) Bank shall identify number of positions in SMG Scale IV / V & TEG Scale
VI under specified technical streams in which career progression is
allowed upto SMG Scale V / TEG Scale VI and officers will be considered
for promotion in vacancies against such identified positions. MD&CEO
may increase or decrease the positions depending upon the requirement
of Bank.
b) Vacancies in all the technical streams in MMG Scale II and MMG Scale III
shall be identified by GM HR (looking after affairs of officers up to Scale
III). Further vacancies in all technical streams in SMG Scale IV shall be
identified by CGM HR and in SMG Scale V & TEG Scale VI by ED-HR
every year. These vacancies will be within the overall vacancies identified
under Human Resources Plan.
c) In compliance of Hon’ble Gauhati High Court order dated 02.02.2023,
number of vacancies in technical streams in MMG Scale II & above to be
filled through internal promotions should be at least 05% of the total
identified vacancies in that particular stream every year.
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d) Vacancies for promotion of Technical Officers to TEG Scale VII shall be

included in the vacancies identified for mainstream officers and they will
appear in the common promotion process along with mainstream officers.

6. SELECTION PROCESS

Promotion from one scale to another against the identified vacancies shall be
filled up through Merit Channel on all India merit basis.

7. ELIGIBILITY AND CHANNEL OF PROMOTION

SCALE/ GRADE CHANNEL ELIGIBILITY
JMG Scale-I to MMG Scale-II Merit 3 years of service in JMG Scale-I
MMG Scale-II to MMG Scale-III Merit 3 years of service in MMG Scale-II
MMG Scale-III to SMG Scale-IV Merit 3 years of service in MMG Scale-III
3 years of service in SMG Scale-IV and total
SMG Scale-IV to SMG Scale-V Merit
length of service of 12 years in Officer Cadre
3 years of service in SMG Scale-V and total
SMG Scale-V to TEG Scale-VI Merit
length of service of 15 years in Officer Cadre

8. SELECTION PARAMETERS
Scale/ Grade APAR Written Interview Educational Group Total
Test Qualification Discussion
JMG Scale-I to
30 35 30 05 NA 100
MMG Scale-II
MMG Scale-II to
30 35 30 05 NA 100
MMG Scale-III
MMG Scale-III
30 35 30 05 NA 100
to SMG Scale-IV
SMG Scale-IV to
40 20 30 05 05 100
SMG Scale-V
SMG Scale-V to
40 20 40 NA NA 100
TEG Scale-VI

a) Written test for promotion will comprise of one paper containing 75

questions of specialized domain and 75 questions on General Banking.
Duration of the Test shall be 120 minutes.

b) Minimum qualifying marks in written test as well as in interview shall be

40% for SC/ST candidates and 50% for other category candidates in case
of promotion from JMG Scale-I to MMG Scale-II and MMG Scale-II to
MMG Scale-III.

c) The minimum qualifying marks in written test and interview for promotion
from MMG Scale-III to SMG Scale-IV, SMG Scale-IV to SMG Scale-V and
SMG Scale V to TEG Scale VI shall be 50% for all category candidates.

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d) The candidates who appear in the promotion process from MMG Scale-III
to SMG Scale-IV and onwards shall be considered for promotion only if
they secure minimum 70% aggregate cut-off marks in the selection
process.

e) Final merit list of the candidates obtaining minimum qualifying marks in

written test and interview as well as in aggregate, as stated above, shall
be prepared on the basis of aggregate marks and the candidates to the
extent of number of vacancies shall be considered for promotion.

f) For technical streams with career path up to TEG Scale VI, the criteria for
promotion to TEG Scale VII and onwards will be same as that for
mainstream officers.

g) MD&CEO may allow any deviation in the minimum qualifying marks for
any selection parameter, if required.

9. COMPETENT AUTHORITY TO APPROVE PROMOTIONS AND

INTERVIEW & GROUP DISCUSSION COMMITTEES

a) The following is the constitution of Interview Committees for conducting the

interviews. The Committee shall have members having background of the
respective stream.

Chairperson of the Committee to be

Level Members of the Committee
Committee constituted by
General Manager
JMG Scale-I a) Asstt. General Manager
Deputy General HR looking after the
to b) Chief Manager
Manager matter of officers
MMG Scale-II c) SC/ST representative
upto Scale III

MMG Scale-II a) Deputy General Manager-I

Chief General
to General Manager b) Deputy General Manager-II
Manager (HR)
MMG Scale-III c) SC/ST representative

a) General Manager/ Deputy

MMG Scale-III Chief General
General Manager – I Executive Director
to Manager/ General
b) General Manager/ Deputy (HR)
SMG Scale-IV Manager
General Manager - II
a) Chief General
Manager/General Manager – I
SMG Scale IV
b) Chief General
to Executive Director MD&CEO
Manager/General Manager - II
SMG Scale V
c) Outside Expert-I*
d) Outside Expert-II*
a) Executive Director (HR)
SMG Scale V
b) Executive Director-II
to MD&CEO MD&CEO
c) Outside Expert-I*
TEG Scale VI
d) Outside Expert-II*
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b) The competent authority for the purpose of approving promotions to

various scales shall be as under: -

Chairperson of the Committee to be

Level Members of the Committee
Committee constituted by
General Manager
JMG Scale-I to HR looking after the a) Deputy General Manager-I Chief General
MMG Scale-II matter of officers up b) Deputy General Manager-II Manager (HR)
to Scale III
MMG Scale-II
Chief General a) General Manager-I Executive Director
to
Manager (HR) b) General Manager-II (HR)
MMG Scale-III
MMG Scale-III
Executive Director a) Chief General Manager – I
to MD&CEO
(HR) b) Chief General Manager - II
SMG Scale-IV
SMG Scale IV
to
a) Executive Director-HR
SMG Scale V MD&CEO MD&CEO
b) Executive Director-II
SMG Scale V to
TEG Scale VI

c) The following is the constitution of Committee for conducting the Group

Discussion which shall be constituted by Executive Director (HR): -

LEVEL CONSTITUTION OF COMMITTEE

a) General Manager
SMG Scale-IV to SMG Scale-V
b) Outside Expert(s)*

*Outside Expert may be prominent citizen, Retired/ Ex- Senior Executive of

Bank, Reputed Business School Faculty etc. with domain knowledge.

d) Other Guidelines:

i. Managing Director & CEO is authorized to change the competent authority

to approve promotions and constitution of Interview Committee having
regard to administrative exigencies.

ii. Having regard to the number of candidates to participate in a selection

process, the exigencies of Bank’s work and for other practical reasons, the
Bank may constitute more than one Committee for interview at same /
different locations.
iii. The competent authority shall approve the promotions strictly in the order
of merit and on the basis of procedure laid down in this policy.

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10. OTHER PROVISIONS

a) Technical Officers on reaching in the last Scale up to which their career

path is restricted may participate in the promotion to higher Scale/Grade, if
otherwise eligible and will appear in the online written test, as mainstream
candidates. However, the selection parameters of such candidates shall
be as per the technical stream candidates mentioned in above clauses eg.
Technical Officers in Agriculture stream whose career progression is up to
MMG Scale II, will appear in online written test for promotion to MMG
Scale III as mainstream candidates but their maximum marks for written
test will be taken as 35 instead of 30. On promotion, they will cease to be
technical officers and will be treated as mainstream officers.

b) Any technical stream candidate who is waitlisted/ empanelled for

promotion in his/ her respective technical stream and opts for conversion
to mainstream after his name appears in the waitlist/ empanelled list but
before actual release of promotion, shall continue in the mainstream upon
approval of conversion to mainstream. In case of actual release of his/ her
promotion from the waitlist/ empanelled list, he/ she shall have the choice
to opt for promotion in higher scale in the respective technical stream or
forego promotion and remain in the mainstream upon conversion.
However, he/ she can appear in the promotion process, if any initiated,
before actual release of promotion, as a mainstream candidate.

c) All technical stream officers (except Agriculture Officers) shall be

exempted from mandatory rural/ semi urban posting.

d) Transfer of officers in technical streams (administrative or on request) shall

be effected against the positions identified in their respective verticals and
against sanctioned vacancies only.

e) All other provisions of the Promotion Policy with regard to weightage of

APARs, relaxation in eligibility criteria, reservations/relaxations to reserved
category candidates, preparation of merit panel, sealed cover procedure,
consequences arising out of imposition of penalty, consequences of
seeking reversion, appeal procedure etc., as applicable to mainstream
candidates, shall be applicable on technical stream candidates also except
wherever specifically mentioned otherwise.

Any decision on operational issues of this Promotion Policy (Part A & B) shall
be taken by MD&CEO (Executive Director-HR in absence of MD&CEO).

Contd.
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5. Annexure

5.1 List of Definitions

i) ‘Bank’ means Punjab National Bank.

ii) ‘Board’ means Board of Directors of the Bank.

iii) ‘Competent Authority’ means the authority designated for the purpose
by the Board.

iv) ‘Government’ means the Central Government.

v) ‘Guidelines of the Government’ shall mean guidelines issued and/or

may be issued by the Government and shall include the guidelines
issued by the Government vide its letter F.No.4/11/1/2011-IR dated
14.03.2012 in supersession of the earlier guidelines issued by the
Government in this regard and subsequent relaxations allowed from time
to time. It takes care of the letter F.No.4/11/3/2013-IR dated 07.01.2016
issued by Government of India, Ministry of Finance vide which Banks
have been permitted to decide promotion policy with the approval of the
Board and be guided accordingly in the best interest of the Bank. It also
takes care of Ministry of Finance, Department of Financial Services,
Govt. of India letter No. F.No.4/1/8/2015-IR dated 30.08.2019 vide which
the guidelines on PSB Governance Reforms – Empowerment of Bank
Boards - Flexibility to introduce Chief General Manager level as per
Bank’s business needs were issued. Govt of India letter F.No.4/3/1/2012-
IR dated 01.02.2023 in respect of guidelines/ instructions regarding
composition of Selection Committee for promotion from Scale VI to VII
and Scale VII to VIII has also been complied.

vi) ‘Managing Director and CEO’ means the Managing Director and Chief
Executive Officer of the Bank.

vii) ‘Executive Director’ means the Executive Director(s) of the Bank.

viii) ‘Officer’ means a person fitted into or promoted to or appointed to, in

any of the grades specified in Regulation 4 of PNB (Officers’) Service
Regulations, 1979 and any other person, who immediately prior to the
appointed date was an Officer of the Bank and shall also include any
Specialist or Technical person as fitted or promoted or appointed and
any other employee to whom any of the Regulations under PNB
(Officers’) Service Regulations, 1979 has been made or may be made
applicable under Regulation 2 of the said Service regulations.

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Within the above definition of ‘Officer’,

Technical Officers in the Bank shall be those who have been recruited as
Technical Officers in the following streams - Agriculture, Credit,
Chartered Accountant, Financial Analyst, Cost Analyst, Industry, Library,
Marketing, Information Technology including Information Technology-
Banking Domain and Data Analyst, Human Resource (HR), Security,
Law, Rajbhasha, Economic, Printing Technology, Engineering (Civil/
Mechanical/ Electrical), Architect, Fire Safety, Risk Management,
Treasury (including Equity and Debt), Forex, Company Secretary, Public
Relation, Data Scientist, Cyber Security etc.

MD&CEO may add or delete any other stream/area of specialization to

be covered under Technical Stream, having regard to the Bank’s
requirement.

ix) ‘Financial Year’ means the period commencing from the 01st day of
April of a year and ending with the 31st day of March of the next year.

x) ‘Regulations’ means PNB (Officers’) Service Regulations, 1979, as

amended from time to time.

5.2 Frequently asked questions

Q) What is the duration of job responsibility / branch experience to be

considered for awarding marks?
A) For the current promotion process (FY 2025-26), job responsibility/ branch
experience (officer cadre only) during the period ranging from 01.04.2013 to
31.03.2025 will be considered for awarding job responsibility/ branch
experience marks.

Q) Are mainstream candidates awarded marks for job responsibility/ branch

experience for complete year of service only?
A) No, the mainstream candidates are awarded marks (in fractions up to two
decimal places) for every complete month of job responsibility / branch
experience as well.

Q) Can a mainstream officer opt for both the channels for promotion from
JMG Scale I to MMG Scale II and MMG Scale II to MMG Scale III?
A) No, a mainstream officer can opt for only channel of his/ her choice (either
Merit Fast Track or Normal Seniority) for promotion to MMG Scale II/ Scale III.

Q) Who is the competent authority for acceptance of refusal/ reversion on

promotion?
A) Executive Director (HR).

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