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3/23/13 AIUCBOF

Saturday, March 23, 2013

PROMOTION POLICY FOR OFFICERS

1. POLICY - THE RATIONALE


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History of AIUCBOF
The Government of India vide their letter No. F.No.4/11/1/2011-IR dated 14.03.2012 in supersession
of their earlier guidelines, has issued revised guidelines with regard to promotion in Public Sector
Constitution Banks for adoption by the respective Banks with immediate effect. Keeping in view the guidelines
received from Government of India and also the aspirations of the Officers of the Bank for career
AIUCBOF Structure progression in the organization and the need to keep pace with the rapidly changing banking
environment, the revised promotion Policy for Officers has been designed.
AIUCBOF Office Bearers

State Affiliates 2. The channel of promotion and minimum experience requirement at various levels shall be as
follows:
Circulars
Scale Promotion Channel Minimum Maximum Minimum
Service Conditions
Experience permissible length of
Transfer & Promotion Policy Requirements relaxation by services
Board
Pension Scheme in Bank (in years) (in years) (in years)
I to II Normal/Seniority Channel 5 1 NA
Communique
Merit/Fast Track Channel 3 1 NA
Class Room
II to III Normal/Seniority Channel 5 1 NA
Merit/Fast Track Channel 3 1 NA
III to IV Merit/Fast Track Channel 3 1 NA
IV to V Merit Channel 3 1 12
V to VI Merit Channel 3 1 15
VI to VII Merit Channel 3 1 18

3. CUT OFF DATE FOR ELIGIBILITY:

I. The cutoff date for determining eligibility as well as completed years of service will be as
on the 1st of April of the financial year ( April – March ) in which the vacancies arise.

II. All vacancies likely to arise in the financial year shall be taken into account for the purpose
of promotion exercise. Vacancies due to deputation of officers for a period of one year and
more should be treated as vacancy during the year.

4. MINIMUM ELIGIBILITY CRITERIA FOR PROMOTION:


4.1 Promotion from JMGS-I to MMGS-II
(a) For Normal/Seniority Channel :
i) 5 years of satisfactory service in JMGS- I
ii) Must have completed two years of continuous service in rural areas subject to
relaxations mentioned under Para 5.
iii) Officers who have put in more than 2 years service in rural areas will get an
advantage of further relaxation of 50% weightage in minimum experience for each
additional completed year of service

(b) For Merit/Fast Track Channel:


i) 3 years of satisfactory service in JMGS-I.
ii) Must have completed two years of continuous service in rural areas subject to
relaxations mentioned under Para 5.
iii) Must have secured minimum average of 75% marks in APAR for last three years
of service required for eligibility for promotion.

4.2 Promotion from MMGS-II to MMGS-III


(a) For Normal/Seniority Channel :

i.
5 years of satisfactory service in MMGS- II.
ii.
Provided the officer must have completed total of three years of service in
Rural/ Semi Urban Areas including the rural service in JMG Scale I subject to
relaxations mentioned under under Para 5
iii. The Officers, who have put in more than two years of service in rural
areas will get an advantage of further relaxation of 50% weightage in minimum
experience for each additional completed year of service while assessing their
eligibility as per para (i) above. This relaxation shall however not be available to the
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eligibility as per para (i) above. This relaxation shall however not be available to the
candidates who have availed the relaxation at the time of promotion from JMG Scale-
I to MMG Scale-II. Further, the relaxation shall be admissible to those
candidates only who complete the additional period of rural posting in MMG
Scale-II.

(b) For Merit/Fast Track Channel:


i) 3 years of satisfactory service in MMGS-II.
ii) Provided the officer must have completed total of three years of service in
Rural/ Semi Urban Areas including the rural service in JMG Scale I subject to
relaxations mentioned under under Para 5.
iii) Must have secured minimum average of 75% marks in APAR for last three years
of service required for eligibility for promotion.

4.3 Promotion from MMGS-III to SMGS-IV


Only Merit/Fast Track Channel:
i) 3 years of satisfactory service in MMG Scale-III.
ii) Provided the officer passes an examination for computer literacy and computer
knowledge.
ii) Provided the officer should have been Branch Head or Branch Experience for at
least three years subject to relaxations mentioned under para 5.

iv) Must have secured minimum average of 75% marks in APAR for last three years of
service required for eligibility for promotion.

4.4 Promotion from SMGS-IV to SMGS-V


Only Merit Channel:

i. 3 years of satisfactory service in SMGS-IV.


ii. Provided the officer passes an examination for computer literacy and computer
knowledge.
iii. Provided that the Officer has put in a minimum service of 12 years in Officer
Cadre in the Bank.
iv. Provided the officer should have been a Branch Head for at least three years
in Scale-III/Scale-IV subject to relaxations mentioned under para 5.

4.5 Promotion from SMGS-V to TEGS-VI


Only Merit Channel :
i. 3 years of satisfactory service in SMGS-V.
ii. Provided that the Officer has put in a minimum service of 15 years in Officer
Cadre in the Bank.
iii. Provided that the officer should have worked as Branch/Head/Zonal
Head/Circle Head for atleast three years in Scale-III to V subject to relaxation
mentioned under para 5.

4.6 Promotion from TEGS-VI to TEGS-VII


Only Merit Channel :
i) 3 years of satisfactory service in Top Executive Grade Scale-VI
ii) Provided that the Officer has put in a minimum service of 18 years in Officer
Cadre in the Bank.
iii) Provided that the officer should have worked as Zonal Head/Circle Head or must
have worked in Scale-III to V in the Zonal Office/Circle Office, for two years subject
to relaxations mentioned under under Para 5. The experience as Chairman of RRB
would be treated as equivalent to experience as Zonal Head/Circle Head.

5. RELAXATION FOR PROMOTION

Relaxation for
Promotion
Years
2012-13 2013-14 2014-15 2015-16
Stipulation

Para 4.1a(ii) & 4.1b(ii) – 2 2 years 1 year 3 3 months Nil


years continuous service in rural months
areas
Para 4.2a(ii) & 4.2b(ii) – Total 3 years 2 year 3 1 year 3 3 months
of 3 years service in rural/ semi- months months
urban areas including 2 years in
rural areas in JMG Scale-I
Para 4.3(iii) – Branch Head or 3 years 2 year 3 1 year 3 3 months
Branch Experience for at least months months
three years
Para 4.4(iv) – Branch Head 3 years 2 year 3 1 year 3 3 months
for atleast 3 years in Scale-III/IV months months
Para 4.5(iii) – Branch Head 3 years 2 year 3 1 year 3 3 months
/Zonal Head/Circle Head for atleast months months
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/Zonal Head/Circle Head for atleast
three years in Scale-III to V
Para 4.6(iii) – Zonal /Circle 2 years 1 year 3 3 months Nil
Head or must have worked in months
Scale-III to V in any Zonal/ Circle
Office for 2 years

Officers promoted for the promotion year upto 2012-13 would need to be posted to Rural/Semi-Urban
areas immediately on posting if they do not meet the condition of such posting as mentioned at para 4
of the policy.

6. ZONE OF CONSIDERATION

6.1 The zone of consideration for promotion will be strictly maintained at 1:3 ratio. In case fresh
candidates equal to the number of anticipated vacancies are not available by keeping zone of
consideration at 3 times the anticipated vacancies, the zone of consideration may be extended
to 4 times the number of anticipated vacancies, with the prior approval of the Board.

6.2 In case it is not possible for the Bank to fill all the post under merit quota, the Bank may
at its discretion, decide to fill the remaining posts under Normal/Seniority Channel.

7. RELAXATION FOR ELIGIBILITY CRITERIA


7.1 The eligibility criteria in respect of minimum number of years of service required for
promotion from one scale to another may be relaxed by the Board maximum by one year and
will be as under.

Scale Promotion Channel Minimum Maximum Minimum


Experience permissible length of
Requirements relaxation by services
Board
(in years) (in years) (in years)
I to II Normal/Seniority Channel 5 1 NA
Merit/Fast Track Channel 3 1 NA
II to III Normal/Seniority Channel 5 1 NA
Merit/Fast Track Channel 3 1 NA
III to IV Merit/Fast Track Channel 3 1 NA
IV to V Merit Channel 3 1 12
V to VI Merit Channel 3 1 15
VI to VII Merit Channel 3 1 18

7.2 No officer would be given the benefit of relaxation in the minimum required experience by the
Board at two successive levels of promotion in Scale-III and above. It means if an officer
is promoted to MMG Scale III availing the benefit of relaxation in the minimum
required experience, allowed by the Board, he/she will not be eligible for availing the
benefit of relaxation in the minimum required experience, allowed by the Board under
this policy for promotion to SMG Scale IV and so on.

8. SELECTION AREA

The selection area for promotion in all scales shall be on all India basis inclusive of India based
expatriate officers working at overseas branches/offices of the Bank.
9. INVITING APPLICATIONS FOR PARTICIPATION IN PROMOTION PROCESS
FOR PROMOTION UPTO SMGS-V.

9.1 For promotion up to SMG Scale-V applications will be invited from all eligible officers for
participation in the promotion process in all channels for being eligible for consideration for
promotion to next higher scale.

9.2 The names of officers who have applied for participation in the promotion process and who
have not been found eligible on account of not having obtained required minimum percentage
of marks in APAR for relevant years, shall be communicated to the officers mentioning the
reasons for disqualification.

9.3 An Officer on promotion shall not be allowed to seek Reversion or to refuse Promotion or
posting on such promotion.

10. TWO TRACK PROMOTION SYSTEM FOR PROMOTION UP TO SMGS-III,


NAMELY, NORMAL/SENIORITY CHANNEL AND MERIT/FAST TRACK
CHANNEL.

Available vacancies in different scales may be distributed over aforesaid two channels of promotion in
the following proportion:

Movement Normal/Seniority Channel Merit/Fast Track Channel


JMGS-I TO MMGS-II 60 40
MMGS-II TO MMGS-III 60 40

NOTE: The entire promotion process under Normal/Seniority Channel and Merit/Fast Track Channel
will be initiated simultaneously. While preparing the final list, first vacancies under Merit/Fast Track
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will be initiated simultaneously. While preparing the final list, first vacancies under Merit/Fast Track
Channel will be filled up and then the vacancies under Normal/Seniority Channel will be filled up. The
promotion process, however, under both the channels shall be completed simultaneously and promotion
result will be declared on the same date and interse seniority of the promoted candidates will be
maintained as in feeder scale.

10.1 An officer who is not selected through Merit/Fast Track Channel shall not be disqualified for
consideration under Normal Seniority Channel.

10.2 In case it is not possible for the Bank to fill all the post under merit quota, the Bank may at its
discretion, decide to fill the remaining posts under Normal/Seniority Channel.

11. CRITERIA FOR PROMOTION TO MMGS II & III


A Under Normal/Seniority Channel

i) Merit as determined by on the Job performance as reflected in last 2/3 annual


Performance Appraisal Reports (APARs) as the case may be.

ii) Professional Qualifications.

iii) Branch experience and Branch Head experience and posting in Hard Area as
identified by the Central Government.

iv) Interview to assess potential - by Interview Committee(s) to be appointed by the


Chairman & Managing Director.

B. Under Merit/Fast Track Channel

i) Merit as determined by on the Job performance as reflected in last 2/3 Annual


Performance Appraisal Reports (APARs) as the case may be.

ii) Written Test - to be conducted by IBPS/NIBM or any other Institute of similar


repute/standing.

iii) Professional qualifications.

v) Branch experience and Branch Head experience and posting in Hard Area as
identified by the Central Government.

NOTE:

i) Under Normal/Seniority Channel the eligible candidates who shall apply to take part in the
promotion process shall be ranked according to their inter-se seniority and candidates equivalent to
three to four times the vacancies declared under this channel shall be called for Interview. Promotion
will be decided on the basis of aggregate marks secured on all the four factors, namely, Annual
Performance Appraisal Reports, Branch experience/Branch Head experience/Posting in “Hard
Areas” as identified by the Central Govt., Interview and Professional Qualification.

ii) Under Merit/Fast Track Channel for promotion upto MMGS-III, those who fulfill the eligibility
criteria would be eligible to participate in Written Test. Promotion will be decided on the basis of
aggregate marks secured on all four factors, namely, Annual Performance Appraisal Report, Written
Test, Branch experience/Branch Head experience/Posting in “Hard Areas” as identified by the
Central Govt., and Professional Qualifications. There shall be no interview for promotion under
Merit/Fast Track Channel.

Distribution of Marks – Percentage Points:

Movements Professional Performance Branch/ BH Written Interview Total


Qualifications (APAR) Experience/Posting Test
in Hard Area
1 JMGS-I to MMGS-II
Normal/Seniority 5 60 10 - 25 100
Channel
Merit/Fast Track 5 60 10 100 - 175
Channel
2 MMGS-II to MMGS-III
Normal/Seniority 5 60 10 - 25 100
Channel
Merit/Fast Track 5 60 10 100 - 175
Channel

12. CRITERIA FOR PROMOTION TO SMG SCALE IV

There will be only one channel of Promotion from MMGS-III to SMGS- IV i.e. Merit/Fast Track
Channel. Criteria for promotion would be as under.

i) Merit as determined by on the job performance as reflected in last 3 Annual


Performance Appraisal Reports (APARs)
ii) Branch experience and Branch Head experience.
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ii) Branch experience and Branch Head experience.
iii) Written Test - to be conducted by IBPS/NIBM or any other Institute of similar
repute/standing.
iv) Group Discussion to assess the communication, conceptual and leadership
capabilities.
v) Interview to assess potential by Interview Committee(s) to be appointed by the
Chairman & Managing Director.

NOTE:

Under Merit/Fast Track Channel the eligible candidates who shall apply to take part in the
promotion process shall be ranked according to their inter-se seniority and candidates equivalent to
three to four times the vacancies declared under this channel shall be called for Interview.
Promotion will be decided on the basis of aggregate marks secured on all the five factors, namely,
Annual Performance Appraisal Report, Branch experience & Branch Head experience, Written
Test, Group Discussion and Interview.

Distribution of Marks - Percentage Points:

Performance Branch/ BH Written Group Interview Total


Experience Test Discussions

Merit / Fast 60 10 80 20 30 200


Track
Channel

13. CRITERIA FOR PROMOTION TO SMG SCALE-V

There will be only one channel of Promotion from SMGS-IV to SMGS- V i.e. Merit Channel. Criteria
for promotion would be as under:

i) Merit as determined by on the Job performance as reflected in last 3 Annual


Performance Appraisal Reports (PARs).

ii) Branch experience and Branch Head experience.

iii) Group Discussion to assess the communication, conceptual and leadership


capabilities.

iv) Interview – to assess potential by the Interview Committee.

For promotion from SMGS-IV to SMGS-V, the eligible candidates who apply to take part in
the promotion process shall be ranked according to their inter-se-seniority and candidates
equivalent to three to four times the vacancies declared shall be called to participate in the
Group Discussion & Interview. Promotion will be decided on the basis of aggregate marks
secured on all the four factors namely, Annual Performance Appraisal Reports, Branch
experience & Branch Head experience, Group Discussions and Interview.

Distribution of Marks – Percentage Points.

Performance Branch/ BH Group Interview Total


Experience Discussions
Merit 60 10 20 30 120
Channel

14. CRITERIA FOR PROMOTION TO TEG SCALES VI & VII

i Merit as determined by on the job performance as reflected in last 3 Annual


Performance Appraisal Reports (APARs)

ii Interview – to assess potential by the Interview Committee.

All promotions to TEGS VI and VII would be guided by the guidelines issued by the
Government of India from time to time.

All promotions to TEGS VI would be decided by the Departmental Promotion Committee


constituted by the Board of Directors of the Bank, on the basis of the evaluation of past
performance, assessment of potential of the eligible Officers by such Committee.

All promotions to TEGS-VII will be made by a Committee of Directors comprising the


Chairman and Managing Director, the Government Directors and the RBI Director on the
Board of the Bank on the basis of evaluation of past performance and assessment of potential
of the eligible officers by such Committee.

Distribution of Marks – Percentage Points

Promotions: Performance Potential Total


(Interview)
SMGS-V to TEGS-VI 60 40 100
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SMGS-V to TEGS-VI 60 40 100

TEGS-VI to TEGS-VII 60 40 100

15. PERFORMANCE

Performance marks will be awarded through performance appraisal system in force from time to time.
Performance Appraisal Reports for the last three appraisal periods immediately preceding the
accounting year of commencement of promotion process shall be taken into account.

Performance Report should not be appraised by an Officer in the same Scale as that of the Appraisee
officer.

Calculation of PAR marks is on basis of maximum marks for performance provided in the promotion
policy multiplied by total marks obtained in 3 relevant performance appraised divided by 300 excepting
for Officers who have completed only 2 years service (if eligible) and for them the calculation of PAR
marks is on the basis of maximum marks for performance provided in the Promotion Policy multiplied
by total marks obtained in 2 relevant performance appraised divided by 200.

Note In respect of Officers who remained under suspension for more than 6 months in any
financial year (s) no marks will be awarded for the said year (s) under Performance Appraisal
(PAR). In case the period of suspension is for six months or less the performance marks shall be
allotted for that year. While calculating the average PAR marks, the calculation for arriving at the
average marks will be uniform, irrespective of the fact that an officer may be under suspension
during the period under reckoning. That is, a common denominator of three years will adopted for
every officer.

Example:

In case Mr. X was under suspension for one year period, he will be awarded zero marks in PAR for
that year. If he is awarded 77 and 75 marks in PAR in other two years, his average marks in PAR
will be 77 + 75 = 152 divided by 3.

16. WRITTEN EXAMINATION

16.1 Written Test in respect of Promotion in different scales as mentioned in this Promotion Policy will
be conducted by IBPS/NIBM or any other outside agency of similar repute or standing. Written Test
will be mainly of objective type and job oriented for promotion from JMGS-I to MMGS-II & MMGS-
II to MMGS-III. Written Test (objective type) for promotion from MMGS-III to SMGS-IV will be (i)
job oriented, (ii) practice and Law of banking (iii) Current affairs in finance and banking. Suitable
circular will be issued giving outline of the written examination well in advance. Request for
revaluation of written test shall not be entertained.

16.2 For Promotions upto SMGS-IV : In case more than one officer secures marks equivalent to the
marks of the last candidate within the zone of consideration, all such officers will be taken under the
consideration zone even if the number exceeds the stipulation of 3 to 4 times of the vacancies and all
such officers will be called for Interview.

17. BRANCH / BRANCH HEAD/POSTING IN “HARD AREA” EXPERIENCE


Marks for Branch Experience / Branch Head Experience shall be reckoned as follows:

17.1 For Promotion from JMGS-I to MMGS-II & MMGS-II to MMGS-III

2 marks for each completed year of service as Branch Head/Posting in “hard areas” as identified by
the Central Govt. and/or 1 mark for each completed year of service in a branch as on cut-off date in
feeder scale subject to maximum of 10 marks.

17.2 For Promotion from MMGS-III to MMGS-IV & SMGS-IV to SMGS-V

2 marks for each completed year of service as Branch Head/Posting in “hard areas” as identified by
the Central Govt. and/or 1 mark for each completed year of service in a branch as on cut-off date in
feeder scale subject to maximum of 10 marks.

Note: The marks for Branch experience / Branch Head experience/ Posting in “hard areas” as
identified by the Central Govt. will be awarded for each completed year of service.
Incomplete year of six months or more will be reckoned as one year and marks will be
awarded accordingly.

18. GROUP DISCUSSION

18.1 It shall be mandatory to have a Group Discussion to assess the communication, conceptual and
leadership capabilities for promotion to Scale-IV and Scale-V. For this purpose, a Board
consisting of outside experts and officers of the Bank would be constituted with the approval of
the Board.

19. INTERVIEW

19.1 Potential of Officers shall be assessed through a process of interview. In the case of promotions
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19.1 Potential of Officers shall be assessed through a process of interview. In the case of promotions
upto SMGS IV, interview shall be by a committee to be formed by the Chairman & Managing
Director. The Chairman and Managing Director may form as many Committees as are necessary
depending upon the number for Officers to be interviewed. The Interview Committee shall evaluate
the potential of Officers to shoulder higher responsibilities and other relevant functions.

19.2 For Promotion from JMGS-I to MMGS-II and from MMGS-II to MMGS-III, there will be no
qualifying marks in the interview.

19.3 For Promotion from MMGS-III to SMGS-IV in order to be eligible for promotion, a candidate
must secure 30% marks in the interview.

19.4 For Promotion to SMGS-V and above, in order to be eligible for promotion, a candidate must
secure 50% marks in the interview.

19.5 The interview committee for promotion to Scale-V, VI and VII will be having two outside
expert with domain knowledge approved by the Board of Directors for each year.

19.6 During interview for promotion to Scale-V, VI and VII, weightage will be given to the
following.

a) Whether the officer has worked in different specialized areas of the banks.

b) Whether officer has been posted to different parts of India or has been only one /few Region
/ Circle.

c) Whether the officer has experience of working in the field as well as working in Regional
/Zonal and Head Office.

d) Whether the officer has professional qualifications and has the officer acquired additional
qualifications after joining the service.

20. PROFESSIONAL QUALIFI CATIONS

i) JAIIB/CAIIB Part I of IIB/ AIB (London) Part -I - 2 marks


ii) CAIIB Part II of IIB/AIB (London) Part-II - 3 marks
iii) CA/ICWAI/MBA/CFA/CISA awarded by the - 3 marks
Institutes recognised by the Govt. of India

Maximum marks will be 5 marks. Marks for one particular Qualification will be awarded only on one
occasion in the entire service career in the Bank.

It may be clarified by the following example.

Example – 1: An Officer passed JAIIB/CAIIB Part-I in clerical cadre and got benefit of such
qualification in promotion from clerical cadre to officers’ cadre. He will not get any marks for such
qualification in inter-scale promotion from JMGS-I to MMGS-II or from MMGS-II to MMGS-III.

Example – 2: An Officer passed JAIIB/CAIIB Part-I in JMGS-I. He will get 2 marks for such
qualification in promotion from JMGS-I to MMGS-II, but will not get any marks for the same
qualification in promotion from MMGS-II to MMGS-III.

Example – 3: An Officer qualified as Chartered Accountant before promotion to JMGS-I. He will not
get any marks on account of the said qualification in promotion from JMGS-I to MMGS-II or from
MMGS-II to MMGS-III if he has got promotion by virtue of having qualified as Chartered
Accountant. However, if he acquires new qualification like MBA/ICWA while in JMGS-I he will get
marks for such new qualification in promotion from JMGS-I to MMGS-II.

Example – 4: An officer in JMGS-I has acquired Professional Qualification beyond 5 marks in while
JMGS-I. He can not have the benefit of residual marks for promotion from MMGS-II to MMGS-III
on the plea that in Scale-I he did not get the benefit of a particular Professional Qualification because
of overall restrictions of 5 marks on this count.

21. COMPUTER LITRECY AND COMPUTER KNOWLEDGE TEST:

21.1 In case of promotion from Scale-III to IV and Scale-IV to V it is mandatory to pass a test on
‘Computer Literacy and Computer Knowledge’ preferably conducted online.

21.2 The test will be of qualifying nature and will not rank for merit listing.

21.3 The candidates will be required to obtain minimum 40% marks in order to qualify the said test.

21.4 Suitable guidelines will be issued giving outline/modalities of the test in advance.

22. PREPARATION OF FINAL LIST

22.1 The Competent Authority appointed under Regulation 14 of UCO Bank (Officers’) Service
Regulations, 1979 may review the marks awarded for Performance, Interview.
22.2 All promotions to Top Executive Grade Scale VII will be made by a Committee of Directors
consisting of the CMD, the Government Director and the RBI Director on the Board of the
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consisting of the CMD, the Government Director and the RBI Director on the Board of the
Bank, on the basis of the evaluation of past performance and assessment of potential of the
eligible Officers by such Committee.

22.3 The marks of eligible officer on different factors so arrived at under the Policy. shall be
aggregated and the final merit list shall be prepared in the descending order of such aggregate
marks, provided that the officers obtaining equal number of aggregate marks shall be ranked
on the basis of their inter-se-seniority.

22.4 The panel in order of rank so prepared for officers in respective scales will be placed before
the Competent Authority as per Regulation 14 of UCO Bank (Officers’) Regulations, 1979 for
approval. Subject to what is stated below, the Competent Authority shall release promotions
from the merit list in order of Merit to the extent of vacancies in the next higher grade/scale.
Where, however, the Competent Authority considers in their judgment that notwithstanding
the order of merit of an officer, he is not promotable on the grounds of moral turpitude,
criminal offence and or such other reasons etc. they may, after recording specific reasons for
reaching such judgment either exclude the name of the officer concerned from the merit list or
hold his promotion in abeyance. If the Competent Authority does not include the Chairman
and Managing Director, the Chairman and Managing Director’s specific approval shall be
obtained in all such cases.

22.5 Officers equal to the number of actual vacancies notified would be promoted in one lot to the
next higher grade/scale as on a common date.
22.6 All promotions will be made only prospectively. In case implementation of promotion is delayed
due to unavoidable reasons, promotions can be effected from a date not earlier than the date
on which the Competent Authority has cleared the promotions.

22.7 Where number of officers equivalent to the number of vacancies notified does not qualify for
promotion, the bank management may keep the vacancies unfilled.

22.8 The number of vacancies in all grades/scales shall be determined by the Chairman and
Managing Director from time to time subject to the guidelines as may be issued by the Govt.
in this regard.
23. WAIT LIST

For promotion in all scales a panel of waiting list of the candidates as determined by the Bank
may be prepared and the vacancies that may arise during the accounting year in which
promotions are effected or during the period upto the date of initiation of next promotion
process whichever is earlier shall be filled up from such waiting list. Such waiting list shall
lapse thereafter.

The maintenance of wait list at the time of declaration of promotion result will be governed by
Government guidelines.

24. SEALED COVER SYSTEM AND AD-HOC PROMOTION

Promotion/Adhoc Promotion of Officers under suspension or against whom disciplinary


proceedings or prosecutions are pending shall be governed by Government guidelines issued in
this behalf from time to time as circularized by means of separate circular(s).

25. APPELLATE PROCEDURE

25.1 For promotions upto SMGS-V any officer who feels that his case for promotion has not been
properly dealt with has a right of appeal. The appeal should be made within 45 days from the
date on which promotion results are announced. The appeal should be addressed to the
Chairman and Managing Director.

25.2 To deal with the cases of appeal for promotion, the Chairman and Managing Director may
constitute a Committee consisting of three members not below the rank of General Manager
to process the appeal and submit recommendations to him. The Chairman & Managing
Director may consider the appeal taking into account the recommendations submitted by the
Committee and may, if necessary, review or modify the decision of the Competent Authority.
The decision of the Chairman & Managing Director shall be final and the same shall be
communicated to the concerned officer within a period of 6 months from the date of
declaration of results.

NOTE:
In case the Competent Authority for promotion comprises of the Chairman & Managing
Director in respect of promotion to SMGS-IV and above, such appeals will be dealt with by a
Committee of Directors, comprising of the Chairman & managing Director, Government
Director and RBI Director and decision of the said Committee shall be final.

25.3. There shall be no appeal against the decision of the Competent Authority for promotion to Top
Executive Grade/Scale –VI and VII. However, an officer aggrieved with the decision of the
Competent Authority may make a representation to the Competent Authority within a period
of three months from the date on which promotions are announced. The Competent Authority
as soon as it may and in any case not later than six months from the date of receipt of the
representation consider the representation and review or modify the earlier decision, if
necessary. The decision of the Competent Authority shall be recorded in writing and shall be
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placed before the Board of Directors for ratification before being implemented.

26. CONCESSION/RELAXATIONS ETC. FOR SC/ST, PHYSICALLY


HANDICAPPED, EX-SERVICEMEN AND OTHER CATEGORIES OF
OFFICERS.

26.1 The guidelines/directives/administrative instructions issued by the Government of India from


time to time regarding relaxation/concession/reservation etc. for SC/ST, Physically
Handicapped, Ex-Servicemen and such other special categories of Officers in the matter of
scale to scale promotions within the Officers’ Grade shall be deemed to be part of the Policy
and given effect to accordingly.

27. ACCOUNTING YEAR


27.1 The term “year” in this policy shall mean accounting year from 1st April to 31st March.

28. COMPETENT AUTHORITY

The list of Competent Authorities for the purpose of promotion to various scales in the
Officers’ Cadre as per guidelines issued by the Government in terms of Regulation 14 of
UCO Bank (Officers’) Service Regulations, 1979 has been revised as per Circular No.
CHO/POS/23/2010-11 dated 17.01.2011 and is as follows:

Level Competent Authority


JMGS-I to MMGS-II One Deputy General Manager and two Asstt.
General Managers.
MMGS-II to MMGS-III One General Manager, One Dy. General
Manager and one Asstt. General Manager.
MMGS-III to SMGS-IV Two General Managers and one Deputy General
Manager.
SMGS-IV to SMGS-V Executive Director and two General Managers.
SMGS-V to Top Executive Grade Chairman & Managing Director, Executive
Scale-VI Director and one General Manager
Top Executive Grade Scale-VI to Committee of Directors consisting of Chairman &
Top Executive Grade Scale-VII Managing Director, Government nominee
Director and RBI nominee Director.

29. While forwarding the application for participation in the promotion process, the authority
forwarding such applications shall certify on the application that the candidate concerned has
already submitted the required Performance Appraisal Reports.

30. Promotion affected upto SMGS-IV on account of opening of sealed covers and upholding of
appeals against non-promotions etc. will be adjusted against future vacancies.

31. REMOVAL OF DOUBTS/DIFFICULTIES

31.1 Chairman and Managing Director shall have the authority to issue the administrative
guidelines/instructions for removal of any doubts and/or difficulties arising during the
implementation of this policy.

31.2 If any question arises regarding the application and interpretation of any of the provisions
contained herein, a reference shall be made to the Chairman and Managing Director and his
decision shall be final.

32. POLICY SUBJECT TO GOVERNMENT GUIDELINES

The provisions of this policy shall be subject to any guidelines/instructions/ /directives etc. as
may be issued by Central Government or Reserve Bank of India from time to time. Wherever
the provisions herein contained do not explicitly stipulate the norms for promotions, the extent
guidelines issued by Government of India will be applicable.

33. POLICY SUBJECT TO APPROVAL OF BOARD

The Promotion Policy as laid down hereinabove will be subject to approval by the Board of
Directors of the Bank. The Review of the Policy will be preferably undertaken after two
years.

34. Any amendment to the Promotion Policy will be made after mutual discussion between the
parties.

35. The number of vacancies in all grades / scales shall be determined by the Chairman &
Managing Director from time to time subject to the guidelines as may be issued by the Govt.
in this regard. Actual number of vacancies and in which specialized area, these vacancies will
be utilized, would be decided by the CMD.

36. PROMOTION POLICY FOR SPECIALIST OFFICERS


36.1. The following categories are to be treated/covered as specialist categories:
a) Security Officers
b) Law Officers
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b) Law Officers
c) Hindi (Official Language) Officers
d) Engineers
e) HR Specialist
f) Executive Secretary
g) IT Officers
h) Risk Management Officers
i) Economist
j) Chartered Accountants
k) Marketing Officers
l) Company Secretary
m) Dealers/Forex
n) Wealth Management
o) Credit

The Bank reserves the right to identify any other disciplines in specialist category in case of
administrative exigencies of the Bank.

36.2 : The channel of promotion in Specialist Cadre and minimum experience requirement at various
levels shall be as follows:

Scale Promotion Channel Minimum Maximum Minimum


Experience permissible length of
Requirements relaxation by services
Board
(in years) (in years) (in years)
I to II Merit/Fast Track Channel 3 1 NA
II to III Merit/Fast Track Channel 3 1 NA
III to IV Merit/Fast Track Channel 3 1 NA
IV to V Merit Channel 3 1 12

36.3 : CUT OFF DATE FOR ELIGIBILITY:

III. The cutoff date for determining eligibility as well as completed years of service will be as
on the 1st of April of the financial year ( April – March ) in which the vacancies arise.

IV. All vacancies likely to arise in the financial year shall be taken into account for the purpose
of promotion exercise.

V. No officer would be given the benefit of relaxation in the minimum required experience by
the Board at two successive levels of promotion in Scale-III and above.

36.4. MINIMUM ELIGIBILITY CRITERIA FOR PROMOTION:


36.4(i) Promotion from JMGS-I to MMGS-II
Only Merit/Fast Track Channel:

iv) 3 years of satisfactory service in JMGS-I.

v) Must have secured minimum average of 75% marks in APAR for last 3-years of
service required for eligibility for promotion.

36.4.(ii) Promotion from MMGS-II to MMGS-III


Only Merit/Fast Track Channel:
iv) 3 years of satisfactory service in MMGS-II.
v) Must have secured minimum average of 75% marks in APAR for last 3-years of
service required for eligibility for promotion.

36.4.(iii) Promotion from MMGS-III to SMGS-IV


Only Merit/Fast Track Channel:
v) 3 years of satisfactory service in MMG Scale-III.
vi) Provided the officer passes an examination for computer literacy and computer
knowledge.
vii) Must have secured minimum average of 75% marks in APAR for last 3-years of
service required for eligibility for promotion.

36.4.(iv) Promotion from SMGS-IV to SMGS-V


Only Merit Channel:
v. 3 years of satisfactory service in SMGS-IV.
vi. Provided the officer passes an examination for computer literacy and computer
knowledge.
vii. Provided that the Officer has put in a minimum service of 12 years in Officer
Cadre in the Bank.

36.5. ZONE OF CONSIDERATION

The zone of consideration for promotion will be strictly maintained at 1:3 ratio. In case fresh
candidates equal to the number of anticipated vacancies are not available by keeping zone of
consideration at 3 times the anticipated vacancies, the zone of consideration may be extended to 4
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consideration at 3 times the anticipated vacancies, the zone of consideration may be extended to 4
times the number of anticipated vacancies, with the prior approval of the Board.

36.6 SELECTION AREA

The selection area for promotion in all scales shall be on all India basis inclusive of India based
expatriate officers working at overseas branches/offices of the Bank.

36.7. INVITING APPLICATIONS FOR PARTICIPATION IN PROMOTION PROCESS


FOR PROMOTION UPTO SMGS-V.
36.7 (i) For promotion up to SMG Scale-V applications will be invited from all eligible
officers for participation in the promotion process in all channels for being eligible for
consideration for promotion to next higher scale.

36.7 (ii) The names of officers who have applied for participation in the promotion process and
who have not been found eligible on account of not having obtained required minimum
percentage of marks in APAR for relevant years, the names of such ineligible officers shall
be communicated to the candidates.

36.7 (iii) An Officer on promotion shall not be allowed to seek Reversion or to refuse
Promotion or posting on such promotion.

36.8. Distribution of Marks for Promotion from JMGS-I to MMGS-II & MMGS-II to
MMGS-III & MMGS-III to SMGS-IV & SMGS-IV to SMGS-V

Distribution of Marks – Percentage Points:

Movements Professional Performance Interview Group Total


Qualifications (APAR) Discussion
1 JMGS-I to MMGS-II
Merit/Fast Track 5 60 35 NA 100
Channel
2 MMGS-II to MMGS-III
Merit/Fast Track 5 60 35 NA 100
Channel
3 MMGS-III to
SMGS-IV
Merit/Fast Track NA 60 20 40 120
Channel
4 SMGS-IV to
SMGS-V
Merit Channel NA 60 20 40 120

36.9. Special Provisions :

1. The officers in specialist category shall have career path upto to Senior Management Grade Scale-
V.

2. For Specialist Cadres, namely forex, credit, Technology, HR, Wealth Management and all other
categories as mentioned in Clause 36.1 of this Policy, it shall be mandatory that prior to joining
mainstream cadre, such officers should remain in specialized cadre for at least five years for atleast
five completed years of service. Thereafter the officers should experience of at least two years in
filed operations. There will be exemptions for posting to rural areas for these officers subject to
relaxations as noted in Clause 5 of the Promotion Policy for the Generalist Officers

3. Those officers who opt for conversion will be eligible for promotion only after completion of 2-years
of Field Operations.

4. Officers recruited in Specialist Cadre would be eligible for promotion in their respective cadre as
per the eligibility and experience mentioned at para 5 above and shall be allowed to join mainstream in
the event of completion of service as mentioned in para 2 above.

5. In case the specialist officers joins at a Scale higher than Scale-I, the minimum service requirement
in para 4 of this policy would be reckoned from the level at which they enter the service. For example
if an officer enters in Scale-II, the minimum length of service for promotion from Scale-IV to Scale-V
will be 9 years instead of 12 years.

6. Bank would ensure that before moving the officer to a field position or to main stream cadre, it
would develop the capacities of other officers of the bank in order to ensure proper functioning of that
specialized vertical. No officer shall be moved to the mainstream cadre/field positions without ensuring
this.

7. The Seniority of the Specialist Officer converted to Generalist stream will be reckoned from the
date of such conversion. In case of conversion in a batch on a common date, there seniority will be
reckoned as per the interse seniority in the segment prior to conversion and just below the Generalist

officers on that date.

NOTE: All other provisions as laid down in Clause 15, 18, 19, 20, 21, 22, 23, 24, 25, 26, 27,
28, 29, 30, 31, 32, 33,34,35 of Promotion Policy for Generalist Officers in the above
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28, 29, 30, 31, 32, 33,34,35 of Promotion Policy for Generalist Officers in the above
mentioned paragraphs shall also be applicable in inter-scale promotions of Specialist
Officers if and as and when required.

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