Promotion Policy Change
With reference to new terms of promotion policy for bankers dictated by Ministry of Finance I would like to place my views for consideration of bank employees, for union leaders who are supposed to protect the interest of bank employees and for top executives of bank management who have been directed by MOF to frame new policy of promotion for officers.
I would like to say that until there is system of Interview in promotion processes there is no guarantee that whimsical rejection or arbitrary promotions will not take place in Government Banks. Interview is the root of all maladies in all banks and in all government departments. Members of Interview panel more often than not apply their whims to select or reject a candidate ignoring completely the quality and quantity of work done by any particular officer. Various powerful officials are used by candidates as source called as Godfather to win the hearts of members of Interview panel and this give rise to flattery and bribery. As such I feel the system of Interview must be abolished completely.
I feel there is no benefit in conducting group discussion for promotion of any officer in any scale and neither is there any need for having a separate Merit Channel which gives scope of manipulation. During five to thirty years of service, top executive of banks get hundreds of opportunities like meeting, branch visit, correspondence, audit reports which give ample opportunity to judge the quality of an officer who is candidate for elevation. If the higher executives are not able and do not possess enough capability to assess and ascertain the level of proficiency, efficiency, communication skill, , behavior with customers, work performance, style of working, relationship, innovative and creativeness , level of initiative, loyalty to bank, level of corruption, honesty and integrity etc of an officer in span of five to thirty years , how can interview panel members judge all these in a minute or two of time available in Interview with candidate eligible for promotion?
Interview in my view is undoubtedly a tool given to management to reject good officers and whimsically select bad officers for higher assignment on some plea or the other. Same logic applies for all organization and government offices. This is why most of officers promoted to executive cadres are subsequently found to be guilty of various malpractices and later given non-sensitive assignment. It is different that such evil worker or officers get patronage and protection from his mentors sitting at top echelons and due to which they are never punished but always promoted to higher level.
I would like to say that until there is system of Interview in promotion processes there is no guarantee that whimsical rejection or arbitrary promotions will not take place in Government Banks. Interview is the root of all maladies in all banks and in all government departments. Members of Interview panel more often than not apply their whims to select or reject a candidate ignoring completely the quality and quantity of work done by any particular officer. Various powerful officials are used by candidates as source called as Godfather to win the hearts of members of Interview panel and this give rise to flattery and bribery. As such I feel the system of Interview must be abolished completely.
I feel there is no benefit in conducting group discussion for promotion of any officer in any scale and neither is there any need for having a separate Merit Channel which gives scope of manipulation. During five to thirty years of service, top executive of banks get hundreds of opportunities like meeting, branch visit, correspondence, audit reports which give ample opportunity to judge the quality of an officer who is candidate for elevation. If the higher executives are not able and do not possess enough capability to assess and ascertain the level of proficiency, efficiency, communication skill, , behavior with customers, work performance, style of working, relationship, innovative and creativeness , level of initiative, loyalty to bank, level of corruption, honesty and integrity etc of an officer in span of five to thirty years , how can interview panel members judge all these in a minute or two of time available in Interview with candidate eligible for promotion?
Interview in my view is undoubtedly a tool given to management to reject good officers and whimsically select bad officers for higher assignment on some plea or the other. Same logic applies for all organization and government offices. This is why most of officers promoted to executive cadres are subsequently found to be guilty of various malpractices and later given non-sensitive assignment. It is different that such evil worker or officers get patronage and protection from his mentors sitting at top echelons and due to which they are never punished but always promoted to higher level.
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