LONG TERM PROMOTION POLICY

FOR PROMOTION TO MMG SCALE-II / III & SMG SCALE-IV

(1)   APPLICABILITY

The Long Term Promotion Policy enumerated below shall be applicable to Officers in Junior Management Grade Scale-I, Middle Management Grade Scale-II & Middle Management Grade Scale-III. The Policy applicable to “Specialists” is also drawn.

(2)   PERIOD

The Long Term Promotion Policy enumerated below shall be in force for three successive applications. Promotions from Junior Management Grade Scale-I to Middle Management Grade Scale-II, Middle Management Grade Scale-II to Middle Management Grade Scale-III and Middle Management Grade Scale-III to Senior Management Grade Scale-IV shall be, as per this Policy for the next three successive applications and also keeping in view guidelines issued from time to time.

(3)   VACANCY

All Promotions shall be made according to the availability of the vacancies in the respective grades or scales.

(4)   RELEVANT DATE AND ELIGIBILITY :

            The “relevant date” shall mean the date for deciding the eligibility criteria in terms of the Qualifying service.  For the purpose of promotions the relevant date shall be the last day of the previous calendar quarter of the commencement of promotion process i.e., 31^st March / 30^th June / 30^th September / 31^st December as the case may be.

  (i)    Promotion  to Middle Management Grade Scale II

In tune with the terms of Canara Bank (Officers’) Service Regulations-1979, all Officers in Junior Management Grade Scale-I, who have completed seven years of satisfactory service in the Junior Management Grade Scale-I, as on the relevant date, shall be eligible for Promotion to Middle Management Grade Scale-II. However, depending upon the number of vacancies and the Government guidelines in force, the Bank shall, in consultation with the recognised Canara Bank Officers’ Association, determine the “Zone of Consideration”.

 (ii)  Promotion to Middle Management Grade Scale-III

In tune with the terms of Canara Bank (Officers’) Service Regulations-1979, all Officers in Middle Management Grade Scale-II, who have completed five years of satisfactory service in the Middle Management Grade Scale-II, as on the relevant date shall be eligible for Promotion to Middle Management Grade Scale-III. However, depending upon the number of vacancies and the Government guidelines in force, the Bank shall, in consultation with the recognised Canara Bank Officers’ Association, determine the “Zone of Consideration”.

(iii) Promotion to Senior Management Grade Scale-IV

In tune with the terms of Canara Bank (Officers’) Service Regulations-1979, all Officers in Middle Management Grade Scale-III, who have completed five years of satisfactory service in the Middle Management Grade Scale-III, as on the relevant date shall be eligible for Promotion to Senior Management Grade Scale-IV. However, depending upon the number of vacancies and the Government guidelines in force, the Bank shall, in consultation with the recognised Canara Bank Officers’ Association, determine the “Zone of Consideration”.

(iv) Basis

All Promotions shall be made on the basis of merit with weightage given to past performance, knowledge, potential & weightage for educational / professional qualification, wherever prescribed.

(v)  Conditions regarding Rural / Semi urban service

The norms for undergoing rural / semi urban services by the Officers having regard to the guidelines under Regulation 17 (Promotions) of Canara Bank Officers’ Service Regulations-1979 have been detailed, as per the Policy approved by the Board of Directors and circulated, vide Circular No 82/99 dated 06.04.1999 by Personnel Management Section, Personnel Wing, Head Office, Bangalore. The guidelines will be applicable, as specified therein and including the Government guidelines dated 20.08.2004 in respect of rural /semi-urban posting subject to changes and all the other guidelines on the subject in vogue and  in future.

(vi)  SC/ST Officers

In the case of Scheduled Caste / Scheduled Tribe Officers, if they are senior enough among the Officers who have undergone the process of Promotion in the “Zone of Consideration” for Promotion, so as to be within the number of vacancies for which the Select List has been drawn up, they will be promoted if they are not considered “unfit for promotion”. This concession shall be applicable for promotions from Junior Management Grade Scale I to Middle Management Grade Scale II and Middle Management Grade Scale II to Middle Management Grade Scale III. The term “unfit for promotion” shall have the same meaning, as prescribed under the relevant paragraphs for Promotion to Middle Management Grade Scale-II and Middle Management Grade Scale-III, as the case may be.

The Bank will follow the guidelines issued by the Government from time to time regarding concession and other benefits to be extended to Scheduled Caste / Scheduled Tribe Officers for Promotion from one scale to another.

(5)       PROMOTION TO MIDDLE  MANAGEMENT GRADE SCALE II

(b)   Officers who have completed 10 or more years of service in Junior Management Grade Scale-I as on the relevant date, will also be eligible to undergo the Promotion process by attending the Interview for the vacancies earmarked under this category.

Vacancies

Every Year the Bank shall declare vacancies arising in Middle Management Grade Scale II to be filled by promotions.

(a)        75% of the vacancies (excluding vacancies earmarked for Specialist Officers), shall be filled under Written Test-Cum-Interview process. The vacancies under this process are inclusive of Option Branches.

(b)       25% of the declared vacancies (excluding vacancies earmarked for Specialist Officers), shall be filled under Interview process.

(c)        Vacancies for Specialist Officers shall be identified separately.

Method of Selection

(A)  WRITTEN-TEST-CUM-INTERVIEW PROCESS (TEST, PERFORMANCE APPRAISALS   & INTERVIEW – 75% VACANCIES)

Under the Written Test cum Interview process, the following factors will be taken for evaluation:

                                     Max Marks

(a)              Performance :     50 Marks

(b)              Written Test :     30 Marks

(c)              Interview :     20 Marks

        PERFORMANCE

This will carry 50 marks and the performance during the previous 3 years will be taken up for evaluation. The actual marks secured by the eligible Officers for the previous three years in the OPAS (Ongoing Performance Appraisal System) will be totalled and average will be taken. 50% of the said average marks will be awarded in this trait.

However, for the year 2001-2002, the marks for Performance shall be awarded by converting the ratings under OPAS as below :

WRITTEN TEST

A Written Test will be conducted covering the subjects of Banking Law and Practice, Manuals of Instruction and Circulars & Memos issued by the Bank. The nature of the Test shall be objective cum descriptive. The Test carries 100 Marks out of which, Objective type of questions will be carrying 70 marks (140 Questions) and Descriptive paper will carry 30 marks. Under the Objective Test, for incorrect answers 25% of the marks allotted for that particular question shall be deducted from the total. The Descriptive paper test  questions will be set to carry 45 marks including questions for 15 marks on agriculture. The Officers have to attempt the questions upto a total of 30 marks. Both the question papers will be different and will be administered one after the other.

Out of total 100 marks for Written Test, the Officers shall secure a minimum of 40 marks for a pass. In respect of Scheduled Caste / Scheduled Tribe Officers, the minimum marks for passing is 35.

Officers securing marks below the minimum stipulated marks shall be treated as “unfit for promotion”.

Officers securing more than 40 / 35 marks, as the case be, weightage equivalent to 1/2 mark for every 1 mark secured over & above 40 / 35 marks, respectively, will be provided. For the purpose of awarding weightage if the marks secured in the written test over and above minimum prescribed marks is in fraction, in such cases the fraction of above 0.5 shall be rounded off to the next higher mark and less than 0.5 shall be ignored. 

TEST DURATION: 80 Minutes for Objective type test and 60 minutes for Descriptive type test.

INTERVIEW

The methodology of evaluation of potential will be by way of Interview

The interview will carry 20 marks and marks will be awarded by assessing the potential of the candidate. The potential here means the competency factors of the concerned Officer to take up managerial responsibilities and will be evaluated by a Committee of executives to be nominated for the purpose. One of the Members of the Committee will be belonging to Scheduled Caste / Scheduled Tribe category.

OPTION SCHEME

There shall be option vacancies scheme under the Written-test - cum - Interview process to the extent of Branches identified in the Bank for such vacancies. List of Branches identified for the purpose to be filled up under the Option Scheme shall be declared in consultation with the recognised Canara Bank Officers’ Association. In case all the Option Branches are not filled up from among the Officers who are opting for Promotion under the Option Scheme, the Officers selected by Written-test-cum-Interview process (other than option) shall also be liable to be posted to such option branches, which are not filled up.

The Officer may indicate three Branches / States in the order of preference where he/she prefers to be posted as Manager in case he/she wishes to be considered for option branches also.

The Officers selected for Option branch shall put in minimum of three years of active service in the Branch where they will be posted. In case the selected Officers seek transfer from the Branch to which they are posted, before completion of three years for reasons whatsoever, they shall be reverted to Junior Management Grade Scale-I.

(B)       INTERVIEW PROCESS (INTERVIEW & PERFORMANCE APPRAISAL – 25% VACANCIES)

Officers who have completed 10 or more years of service in Junior Management Grade Scale-I as on the relevant date may also undergo promotion process by way of Interview. Such eligible officers shall indicate their willingness to be considered under this process in the bio-data to be submitted.

Under the Interview process, the following factors will be taken into consideration for the purpose of evaluation of eligibility of Officers:

PERFORMANCE

This will carry 50 marks and the performance during the previous 3 years will be taken up for evaluation. The actual marks secured by the eligible Officers for the previous three years in the OPAS (Ongoing Performance Appraisal System) will be totalled and average will be taken. 50% of the said average marks will be awarded in this trait.

However, for the year 2001-2002, the marks for Performance shall be awarded by converting the ratings under OPAS as below :              

           INTERVIEW  

There will be two parts in the Interview:

The interview for assessing the knowledge which carries a maximum of 30 marks will be, an interview in which questions relating to Banking Law & Practice, Manuals of Instructions and Circulars & Memos issued by the Bank and practical banking aspects will be covered. An Officer belonging to General category securing less than 40% of the marks and an Officer belonging to SC / ST category securing less than 35% of the marks in this part of the interview shall be deemed as “unfit for promotion” and will not be ranked.

Potential

The interview for assessing the potential will carry 20 marks and the methodology of evaluation will be by way of Interview.

The potential here means the competency factors of the concerned officer to take managerial responsibilities.

The evaluation will be by a Committee of Executives to be nominated for the purpose. One of the Members of the Committee will be belonging to SC / ST category.

          RANKING

In the first instance, ranking list will be prepared in respect of Officers (excluding those who are found unfit for promotion) eligible to undergo the Interview process taking into account marks secured in the interview and performance appraisal and vacancies under this process shall be filled, as per ranking. If more number of Officers secure equal number of marks, then Officers who come within the ranking taking into account inter-se seniority will be promoted.

Any unfilled vacancies under this process will be added to the vacancies under Written-test-cum-Interview process.

Then, the ranking list of Officers who had come out successful in the Written Test will be drawn up taking into account the weightage for Written Test, marks awarded for Performance and Interview. The vacancies earmarked for Written Test-Cum-Interview process (excluding option branches) will be filled up as per ranking. If more number of Officers secure equal marks, then Officers who come within the ranking taking into account the inter-se seniority will be considered for Promotion.

Thereafter, for the option vacancies, based on the option exercised by the Officers, selection will be made as per the ranking from amongst those who have opted for option branches in the order of preference of the branches/states indicated by them.

The vacancies will be filled as described above subject to concession extended to SC / ST Officers in terms of Government guidelines, in vogue.

(6)    PROMOTION TO MIDDLE MANAGEMENT GRADE SCALE-III

There shall be two channels of promotion i.e. Written Test cum Interview Process and Interview Process.

Vacancies

Every Year the Bank shall declare vacancies arising in Middle Management Grade Scale III to be filled by promotions. Out of the total vacancies declared, separate vacancies shall be identified for Officers depending upon the number of candidates who have completed 10 or more years of service in MMG Scale II as on the relevant date. Besides the above, vacancies for Specialist Officers shall be identified separately within the total vacancies.

The vacancies (excluding vacancies earmarked for Specialist Officers and Officers who have completed 10 or more years of service), shall be filled under Written Test-Cum-Interview process. The vacancies under this process are inclusive of Option Branches.

Method of Selection

(A)      WRITTEN-TEST-CUM-INTERVIEW PROCESS (TEST, PERFORMANCE  APPRAISALS & INTERVIEW). - Number Of Vacancies will be determined as mentioned above

Under the Test process, the following factors will be taken for evaluation:

                                     Max Marks

            (a) Performance :     50 Marks

  (b) Written Test :     20 Marks

   (c) Interview :     30 Marks

                    PERFORMANCE

This will carry 50 marks and the performance during the previous 3 years will be taken up for evaluation. The actual marks secured by the eligible Officers for the previous three years in the OPAS (Ongoing Performance Appraisal System) will be totalled and average will be taken. 50% of the said average marks will be awarded in this trait.

However, for the year 2001-2002, the marks for Performance shall be awarded by converting the ratings under OPAS as below :

A Written Test will be conducted covering the subjects of Banking Law and Practice, Manuals of Instruction and Circulars & Memos issued by the Bank. The nature of the Test shall be objective type. The Test carries 100 Marks (100 Objective type of questions). For incorrect answers 25% of the marks allotted for that particular question shall be deducted from the total.

 Out of total 100 marks for Written Test, the Officers shall secure a minimum of 40 marks for a pass. In respect of Scheduled Caste / Scheduled Tribe Officers, the minimum marks for passing is 35.

Officers securing marks below the minimum stipulated marks shall be treated as “unfit for promotion”.

Officers securing more than 40/35 marks, as the case be, weightage equivalent to 1 mark for every 3 mark (i.e., Weightage for one mark - 0.33, two marks - 0.66 &  three  marks -1 mark) secured over & above 40/35 marks, respectively, will be provided. For the purpose of awarding weightage, if the marks secured in the written test over and above minimum prescribed marks is in fraction, in such cases the fraction of above 0.5 shall be rounded off to the next higher mark and less than 0.5 shall be ignored. 

TEST DURATION :   90 MINUTES

    INTERVIEW

The methodology of evaluation of potential will be by way of Interview.

The interview will carry 30 marks and marks will be awarded by assessing the potential of the candidate. The potential here means the competency factors of the concerned Officer to take up managerial responsibilities and will be evaluated by a Committee of executives to be nominated for the purpose. One of the Members of the Committee will be belonging to Scheduled Caste / Scheduled Tribe category.

OPTION SCHEME

There shall be option vacancies scheme under the Written Test cum Interview Process to the extent of Branches identified in the Bank for such vacancies. List of Branches identified for the purpose to be filled up under the Option Scheme shall be declared in consultation with the recognised Canara Bank Officers’ Association.

In case all the Option Branches are not filled up from among the Officers who are opting for Promotion under the Option Scheme, the Officers selected by Written Test cum Interview Process (other than option) shall also be liable to be posted to such option branches, which are not filled up.

The Officers may indicate three Branches / States in the order of preference where he/she prefers to be posted as Senior Manager in case he/she wishes to be considered for option branches also.

The Officer selected for Option branch shall put in minimum of three years of active service in the Branch where they will be posted. In case the selected Officers seek transfer from the Branch to which they are posted, before completion of three years for reasons whatsoever, they shall be reverted to Middle Management Grade Scale-II.

       (B)   INTERVIEW PROCESS (INTERVIEW AND PERFORMANCE APPRAISAL) :

Vacancies:

Every year the Bank shall declare vacancies arising in MMG Scale III to be   filled by Promotions. Out of the vacancies declared, separate vacancies shall be identified for Officers depending upon the number of candidates who have completed 10 or more years of service as on the relevant date.

              Method of Selection :

Selection shall be by way of Performance Appraisal and Interview, for the vacancies earmarked for Officers who have completed 10 or more years of service as on the relevant date in Middle Management Grade Scale-II.

 Under the Promotion process, the following factors will be taken into consideration for the purpose of evaluation of eligibility of Officers:

Performance

This will carry 50 marks and the performance during the previous 3 years will be taken up for evaluation. The actual marks secured by the eligible Officers for the previous years in the OPAS (Ongoing Performance Appraisal System) will be totalled and average will be taken. 50% of the said average marks will be awarded in this trait.

However, for the year 2001-2002, the marks for Performance shall be awarded by converting the ratings under OPAS as below :

There will be two parts in the Interview (Knowledge and Potential)

  Knowledge

The interview for assessing the knowledge which carries a maximum of 20 marks will be, an interview in which questions relating to Banking Law & Practice, Manuals of Instructions and Circulars & Memos issued by the Bank and practical banking aspects will be covered. An Officer belonging to General category securing less than 40% of the marks and an Officer belonging to SC / ST category securing less than 35% of the marks in this part of the interview shall be deemed as “unfit for promotion” and will not be ranked.

    Potential

The Interview for assessing the potential will carry 30 marks and the methodology of evaluation will be by way of Interview.

The potential here means the competency factors of the concerned officer to take managerial responsibilities.

The evaluation will be by a Committee of Executives to be nominated for the purpose. One of the Members of the Committee will be belonging to SC / ST category.

RANKING

Ranking list will be prepared in respect of Officers (excluding those who are found unfit for promotion) eligible to undergo the Interview process under Interview Channel taking into account marks secured in the interview and performance appraisal and vacancies under this process shall be filled, as per ranking. If more number of Officers secure equal number of marks, then Officers who come within the ranking taking into account inter-se seniority will be promoted.

Any unfilled vacancies under this process will be added to the vacancies under Written-test-cum-Interview process.

Then the ranking list of Officers under Written Test cum Interview Channel will be drawn. The Officers who have come out successful in the Written Test will be drawn up taking into account the weightage for Written Test, marks awarded for Performance and Interview. The vacancies earmarked for Written Test-Cum-Interview process (excluding option branches) will be filled up as per ranking. If more number of Officers secure equal marks, then Officers who come within the ranking taking into account the inter-se seniority will be considered for Promotion.

Thereafter, for the option vacancies, based on the option exercised by the Officers, selection will be made as per the ranking from amongst those who have opted for option branches in the order of preference of the branches/states indicated by them.

The vacancies will be filled as described above subject to concession extended to SC / ST Officers in terms of Government guidelines, in vogue

(7)                PROMOTION FROM MIDDLE MANAGEMENT GRADE SCALE-III TO SENIOR MANAGEMENT GRADE SCALE-IV

            Vacancies:

Every year Bank shall declare vacancies arising in SMG Scale IV to be filled by Promotion.

There shall be a Written test for 100 marks consisting of 100 Objective type questions.  The duration of the test shall be 120 minutes.  For every incorrect answer 25% of marks allotted to that question shall be deducted.

Out of total 100 marks for Written Test, the Officers shall secure a minimum of 40 marks for a pass, for all.

Officers securing marks  below the minimum stipulated marks shall be treated as “unfit for promotion”.

Officers securing more than 45 marks the weightage equivalent to ½  mark for every 1 mark secured over & above 45 marks subject to a maximum of 15 marks will be awarded. If the marks secured above 45 is in fraction, proportionate weightage shall be extended for the marks secured in the written test over and above 45 .

The evaluation of Officers shall be made taking into account the following :

              a)   Qualification                                :   5 Marks

b)      Performance : 50 Marks

c)      Interview      : 30 Marks

d)      Weightage for Written Test Marks : 15 Marks

                                                                -------------- 

                                                Total               100 Marks

                                                                          --------------

The written test shall be common for both Generalist and Specialist officers in MMG Scale-III

(a)        QUALIFICATION

        Marks for Qualification shall be awarded as under:

        i)   Graduation                                      :    2 Marks

        ii)  Post Graduation                                      :    3 Marks

        iii) Law Graduation / MBA/BE/MCA/ICWA/

                                        ACS/ACA/CAIIB :    5 Marks

(b)        PERFORMANCE

This will carry 50 marks and the performance during the pervious 3 years will be taken up for evaluation. The actual marks secured by the eligible officers for the previous 3 years in the OPAS (Ongoing Performance Appraisal System) will be totalled and average will be taken. 50% of the said average will be awarded to this trait.

   However, for the year 2002-2003, the marks for Performance shall be awarded by converting the ratings under OPAS as below :

(c)        INTERVIEW

The interview for assessing the potential will carry 30 marks.

The potential here means the competency factors of the concerned Officer to take Senior Management responsibilities and will be evaluated by a Committee nominated by the Chairman & Managing Director for the purpose.

RANKING

The ranking list of Officers who have come out successful in the Written Test will be drawn up taking into account the weightage for Written Test, marks awarded for Performance and Interview. The vacancies earmarked will be filled up as per ranking. If more number of Officers secure equal marks, then Officers who come within the ranking taking into account the inter-se seniority will be considered for Promotion.

APPEAL PROCEDURE:

APPEAL PROCEDURE FOR PROMOTION TO MIDDLE MANAGEMENT GRADE SCALE-II AND MIDDLE MANAGEMENT GRADE SCALE-III

Any Officer aggrieved by non-promotion and who is desirous of preferring an Appeal may prefer an appeal within 45 days from the date of announcement of results. The appeal must be on specific grounds with supporting facts to the Appellate Authority i.e., General Manager, Personnel Wing. through the Concerned Staff Section, by duly marking an advance copy to the General Manager, Personnel Wing.

APPEAL PROCEDURE FOR PROMOTION TO SENIOR MANAGEMENT GRADE SCALE-IV

In case of Promotion from Middle Management Grade Scale-III to Senior Management Grade Scale-IV, if any Officer is aggrieved by non promotion, he / she may prefer an appeal to the General Manager, Personnel Wing, Head Office, Bangalore within 45 days of the date of the announcement of the Promotion List. The appeal will be placed before the Committee of General Managers nominated by the Chairman and Managing Director for this purpose.

OTHER CONDITIONS FOR PROMOTIONS TO MIDDLE MANAGEMENT GRADE SCALE-II / III & SENIOR MANAGEMENT GRADE SCALE-IV

ANY CHANGE IN THE PROVISIONS OF THIS PROMOTION POLICY INCLUDING RELAXATION IN ELIGIBILITY CRITERIA IN SERVICE FOR PROMOTION TO MMG SCALE II / III AND SMG SCALE IV, IS TO BE CONSIDERED, THE SAME SHALL BE SUBJECT TO THE APPROVAL FROM THE BOARD OF DIRECTORS FROM TIME TO TIME.

Disability Clause on account of suspension and chargesheet:

      (i)       Such of those Officers against whom chargesheets are pending or are under suspension or against whom criminal proceedings are pending will be assessed, but results will be withheld till the final outcome.

    (ii)       If he/she is exonerated and if he/she comes within the ranking, he/she will be considered for promotion from the date on which he / she would have otherwise been considered on the basis of his/her ranking but for the chargesheet/other proceedings. Arrears of salary, etc., in such cases shall be decided by the competent authority keeping in view the government guidelines in this regard.

   (iii)       If any penalty / punishment of “Censure”, reduction in stage/s, withholding of future increment/s etc., is imposed after enquiry, promotions withheld if any, will not be released.

  (iv)       In the case of Officers who have been chargesheeted and who come within the ranking and in whose cases it is subsequently decided not to proceed with the same, promotion shall be effective from the date of issuance of proceedings informing the Officer concerned that the chargesheet is not being proceeded with or the cut-off date whichever is later.

    (v)       While computing the eligibility period as well as while assessing the performance, the period of suspension of an Officer shall be ignored unless he/she is exonerated of the charges or the competent authority specifically directs to treat the period as on duty.

  (vi)       If during the review period, an Officer was under suspension and later if the suspension is revoked and the period is treated as on duty, the Officer’s performance for the three years’ period immediately preceding the suspension period may be assessed as per the promotion norms applicable and on this basis, the question of his/her promotion considered under the new ranking. However, during the period of appraisal if he/she has worked for at least a period of one year or more, the performance during the said period will be taken into account for the purpose of appraisal.

 (vii)       If the period of suspension is treated as not spent on duty during the review period no marks shall be awarded for the corresponding year.  However, if the period of suspension is less than 6 months in the corresponding year, the performance of the Officer for that year shall be taken into account.

(viii)       If the Officer was on Sabbatical leave during the review period no marks shall be awarded for the corresponding year.  However, if the sabbatical leave period is less than 6 months in the corresponding year, the performance of the Officer for that year shall be taken into account.

OTHER CONDITIONS FOR PROMOTION TO MIDDLE MANAGEMENT GRADE SCALE-II AND MIDDLE MANAGEMENT GRADE SCALE-III

Any Officer who declines to go on posting to higher scale shall not be considered for promotion in the subsequent two applications of the formulae. This disability clause applies to both who either seeks reversion after reporting in transferee place or before getting relieved from the transferor place.

The above disability clauses are also applicable to Officers who opt for promotions for Option branches.

PROMOTION POLICY FOR SPECIALIST OFFICERS

The promotion policy for Specialist Officers shall be as furnished hereunder:

APPLICABILITY

The promotion policy for Specialist Officers shall be applicable to the Specialist Officers categorised by the Bank from time to time. An Officer who has been recruited for Specialist post directly, is treated as Specialist Officer and have exceptions as specifically provided for.

TO WHOM THIS POLICY IS APPLICABLE

(a)             Law Officers

(b)             Hindi Officers

(c)             Security Officers

(d)             Technical Officers / Engineers

(e)             Junior Economists

(f)               Chartered Accountants

(g)             Financial Analysts

(h)             Computer Programmers

(i)               Systems Managers

This policy shall not be applicable to Agricultural Extension Officers.

CAREER PATH

This Policy shall be applicable for vacancies upto Scale III. The Specialist Officers would move normally to a maximum of Scale III under Specialist category. The vacancies arising upto Scale III in the concerned Specialist area shall be announced by the Bank every year at the time of announcing the vacancies for promotions for the year. After a Specialist Officer reaches the maximum scale prescribed in the Specialist Category, he/she may be considered for higher promotion depending upon the requirement of the Bank in the area of specialization.

PROMOTION OF SPECIALIST OFFICERS TO HIGHER CADRE

The Bank may consider promotion / up-gradation of position of Specialist Officers who have already been recruited / promoted to Middle Management Grade Scale III to higher scales depending upon the qualification experience, performance and potential of Officers and also requirements of the Bank.

All the eligible officers in MMG Scale III are also required to undergo the Common Written test administered for both the Generalist and Specialist Officers and qualify in the same, for being considered for promotion to SMG Scale IV.

SWITCH OVER OF SPECIALIST OFFICERS TO GENERAL CATEGORY

Specialist Officers may be allowed to switch over to General Category, subject to the discretion of the Management on the following terms and conditions:

(a)             A Specialist Officer in Scale I who wishes to opt for switchover to Generalist category should have put in a minimum of 7 years of service as Specialist Officer and after permitting him to switchover to the Generalist category he/she should work as General Officer for a minimum period of 2 years. Only after working for two years as General Officer he/she is eligible for promotion from Scale I to II earmarked for General Officers.

(b)             Specialist Officer in Scale II and above can opt to Generalist category after they have put in a minimum of 5 years of service as Specialist Officer in the grade. A Specialist Officer who is directly recruited in Scale II can opt to Generalist category only after he has put in a minimum of 5 Years service in Scale II. Only after working for two years as General Officer, after switch over, they can compete for promotion to Scale III earmarked for General Officers :

(c)             An Officer who gets promoted from one scale to another scale under Specialist category can switch over to the Generalist category only after the period of working stipulated as above in the respective scale;

(d)             The maximum number of Specialist Officers who may be allowed to switchover to the General category would be restricted to an extent of annual recruitment in the respective specialized category.

(e)             A Specialist Officer can exercise his/her option to become Generalist Officer only once in his career and after his/her option having been considered, he/she cannot opt to become Specialist Officer again.

SENIORITY LIST:

The Bank shall maintain a separate seniority list for Specialist Officers.

VACANCIES:

Each year, the Bank shall declare the vacancies available in each scale. Eligibility Zone for the promotion for such vacancies shall also be declared each year in consultation with Canara Bank Officers’ Association

NORMS FOR PROMOTION POLICY FOR THE SPECIALIST OFFICER FROM ONE SCALE TO ANOTHER – FROM SCALE I TO SCALE II AND SCALE II TO SCALE III:

Norms prescribed for promotion of Generalist Officers under interview process will apply to the Specialist Officers. Their valuation will be done on the following traits:

The methodology of the evaluation will be the same as detailed in the promotion under interview process for Generalist Officers.

DATED AT BANGALORE THIS THE FIRST DAY OF JANUARY, TWO THOUSAND FIVE.

    For CANARA BANK                For CANARA BANK OFFICERS' ASSOCIATION

* Did not sign as he left the station.

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