Canara Bank Officers' Assocaition : Circulars

The powerful performance of Canara Bank is once again revealed in its full bloom. The Financial Year 2008-2009 has come to an end. As we look back and take into cognizance the performance of Canara Bank – the leading nationalized bank in the country, we have a lot of reasons to cheer!

With such positive and powerful performance, we have once again established the tradition of Canara Bank that we are second to none in protecting and promoting the interests of the Bank. But, unexpectedly and unfortunately, in the name of performance, a large number of officer colleagues have been relocated, beyond borders of state and region.

For an employee who has put in more than 25 years of unblemished service and obtained the Milestone Award, receiving a Cross Country Transfer Order for not achieving target for a single quarter, suddenly comes as a bolt from the blue, would result in immeasurable mental pain and turmoil.

There appears to be no logic, rhyme or reason in taking such a stand which shall directly affect the officer concerned and his family to a large extent. Besides, it tends to serve a severe blow on the established norms and standards of transfer policies which are put in place and practiced over the years based on bilateral agreements and mutual understandings.

Of late, it is no more a secret that the branches are functioning with grossly inadequate staff. On introduction of the new technology, it was commonly perceived that the human element of the banking work shall undergo a vast reduction. While the human element with regard to customer orientation is tending to come down, towards the administration and keeping of books apart from updation and validation, the need for human intervention is growing day by day. With grossly inadequate skill at different levels, the burden falls mostly on the branch-in-charge.

The branch-in-charge, in Canara bank, is perceived to be a multi dimensional personality more so a magician to produce whatever results expected by the Management from time to time. With no additional powers or perquisites, thrusting additional responsibility beyond human capacity and competence, can never be justifiable. It is no more a secret that nowadays, there are very few takers for the assignment for branch-in-charge. While the branch-in-charge has no authority even to decide who will be posted in his branch, even at the lowest level, he is made responsible for whatever happens in the branch and outside. The business development component is more a visible dimension of performance; there are lots of invisible factors which require to be looked into very closely, of course with the powerful and positive eye.

With CBS, the problems that are faced by the branches, particularly the branch-in-charge has grown in multiples. Efforts initiated for rectifying the errors and bringing improvements seem to be in vain. The need of the hour is to streamline the existing system before venturing into global banking facility.

Since the Bank’s progress is tied to the blood stream of each canbank man and woman, so much concern has been expressed about the plight and flight of customers on account of CBS. Besides, the all powerful CBS could not take away even a small technological job of updating CDCRM, CIBIL, NRDCSR and Anti Money Laundering packages from the manual hands of the branches. The common man in the branch is unable to understand the power of technology which is day by day thrusting additional work on his hands leaving little time for business development.

With sudden change in the focus in the current year for whatever may be the reason, the people at the branches appear to have been taken for a ride. Similar to writing a test without any syllabus or preparation, and making every one fail in the exam, an effort has been made to enlist non performers and they have been relocated as a measure of chastising and showing to others as to what is in store for the so called future non performers. It has to be understood that the performance is perceived by the people at the branch based on what was rewarded over the years which has been visible for every one. Suddenly, if the trend is to be changed and make people believe that henceforth, this is going to be the norm, without any tenure or document, such an approach is not good for the institution as it will demoralize the officers' community and ultimately affect the efficiency of the concerned staff.

We in Canara Bank cherish our tradition of family culture. If a family member errs, the head of the family does not show him the door. Instead, empathy, understanding would prevail and the erring member will be counseled and helped.

We in Canara bank have got a grand and golden institutional set up. We may not be able to permit or digest efforts at diluting or de-institutionalising the systems practiced in the Bank for business development as well as personnel management. We assure continued good to excellent performance by all and we fervently hope that the pragmatic view will be taken and let us not disturb and destabilize the personnel management paradigm. We still believe institution is supreme and we shall protect and promote the institution simultaneously guarding the interest of all of us in the Bank. Once again, we proclaim that Together only, we can!

C B O A : Z I N D A B A D

A I B O C: Z I N D A B A D

BANK OFFICERS’ UNITY: ZINDABAD

Alleged Non-performance