SBBJ Handbook

ASSOCIATE BANK'S OFFICERS' ASSOCIATION
UNIT: STATE BANK OF BIKANER AND JAIPUR
Know Your
Service Conditions
(Staff Supervising)
________________________
Quick Reference Book
on Service Matters, Loans, Perquisites
and Other relevant Service conditions
in respect of
officers working in
State Bank of Bikaner and Japur
(updated as on 30.11.2013)
STATE BANK OF BIKANER AND JAIPUR

HEAD OFFICE: JAIPUR
FOREWORD
I am happy to note that the Officers' Association has taken the initiative to
amend/update the compendium on "Know Your Service Conditions
(Supervising Staff)" as on 30.11.2013 covering the spectrum of service rules
and allied matters relating to the officer's cadre and brought out the same in
soft copy with hyper links provided for easy navigation through the Index
Page.
Besides updating the members of the supervising staff about their service
conditions, the latest updated compendium will also be immensely useful as
a reference guide to the officers dealing with staff matters at various levels.
I appreciate and congratulate Shri Vinay Kumar Bhalla, Assistant General
Manager, IT Dept., H.O. Jaipur for accomplishing this task.
I also appreciate the efforts of Sh. Sunil Dutt Bali General Secretary ABOA Unit
SBBJ for undertaking such initiatives for the benefit of its members and sure
that the Association will continue similar efforts in future.
Jaipur
02.12.2013
(B. Sriram)
Managing Director
ASSOCIATE BANK'S OFFICERS' ASSOCIATION

UNIT: STATE BANK OF BIKANER AND JAIPUR
Vinay Kumar Bhalla
FOREWORD
Sunil Dutt Bali
There have been many changes in the Service Conditions of Officers in the recent past since
the 'Last Edition' of this booklet was brought out in the year 2006. Since long, our members of
the Association in the Bank were demanding for bringing out another Edition of the booklet
on 'Know Your Service Conditions (Staff Supervising)' that too in soft copy with hyper links
provided for easy navigation. The booklet is divided in two parts i.e. Part-I and Part-II. The
Part- I consists the latest updated instructions as a ready reckoner and the part II consists of
detailed instructions upto 1st October 2010. The circulars issued by the Bank after 1.10.2010
has been included in Part - I. The Link to navigate to Detailed Booklet (Detailed Reference Book ) is
given at Point No. 90 of the Index of Part-I, however for easy navigation the link is also
available on every page of the Part-I booklet.
Accordingly, we present the "Latest Edition" of the Booklet - "Know Your Service Conditions
(Supervising Staff)". The present Book is a compendium that covers the entire spectrums of
relevant instruction on Service Rules of Supervising Staff in State Bank of Bikaner & Jaipur. The
booklet has been updated on the basis of circular instruction issued by the Bank upto
30.11.2013.
I express my sincere gratitude to our Vice President Shri Vinay Kumar Bhalla for sparing time
out of his busy schedule where he is handling the important position of Assistant General
Manager (IT Projects and Planning) in updating the booklet for the benefit of all our
colleagues and completed the task in a record time.
In spite of the fact that adequate care has been taken in providing the accurate and
updated instructions in the Booklet, mistakes might have crept in the booklet which may
please be brought to our notice for rectification along with the relevant reference and your
suggestions for improvement and updation.
The various instructions shown in the booklet are only indicative. References of relevant
circular instructions are also provided to avoid doubt. It is, further suggested that reference
be invariably made to the respective circulars / relevant instructions while dealing with dayto-day matters on the subject. I hope that the Booklet would be useful for all our officer
members working at different places in State Bank of Bikaner and Jaipur.
Happy and enjoyable reading to all of you.
With Regards
Sunil Dutt Bali
GENERAL SECRETARY
Know Your
Service Conditions
(Staff Supervising)
_________________________________________________
Quick Reference Book on latest updated Service Matters,
Loans, Perquisites and Other relevant instructions updated
as on 30.11.2013 (Part I)
Compiled by:
VINAY KUMAR BHALLA

Vice President ABOA Unit SBBJ
AND
ASSTT.GENERAL MANAGER
(IT Projects and Planning)
State Bank of Bikaner and Jaipur
Detailed Reference Book
INDEX
1. SALARY &ALLOWANCES ADMISSIBLE TO OFFICERS
2. STAGNATION INCREMENTS
3. SANCTION OF ADDITIONAL INCREMENT ON PASSING OF JAIIB/CAIIB
4. FIXED PERSONAL ALLOWANCE AND PROFESSIONAL QUALIFICATION ALLOWANCE
5. PAYMENT OF DEPUTATION ALLOWANCE TO OFFICERS ON THEIR DEPUTATION TO
RUDSETIs
6. RATE OF PAYMENT OF FIXED PERSONAL PAY ON PROMOTION FROM ONE CADRE TO
A HIGHER CADRE OR FROM ONE SCALE TO A HIGHER SCALE::
7. DEARNESS ALLOWANCE
8. HOUSE RENT ALLOWANCE
9. HALTING/DAILY ALLOWANCE:
10. CITY COMPENSATORY ALLOWANCE
11. PROVIDENT FUND
12. PENSION
13. PROJECT AREA ALLOWANCE
14. MID ACADEMIC YEAR TRANSFER ALLOWANCE
15. HILL & FUEL ALLOWANCE
16. CLOSING ALLOWANCE
17. SPLIT DUTY ALLOWANCE
18. OFFICIATING ALLOWANCE
19. SPECIAL AREA ALLOWANCE
20. DISCOMFORT ALLOWANCE
21. ENTITLED CLASS FOR TRAVEL
22. TRAVEL BY OWN VEHICLE
23. CLEANSING MATERIAL REIMBURSEMENT
24. MEDICAL ALLOWANCE
25. HOSPITALISATION EXPENSES
26. REIMBURSEMENT OF ROOT CANAL TREATMENT
27. REIMBURSEMENT OF HOSPITALIZATION EXPENSES - MEDICLAIM
28. SUPPLY OF MOSQUITO NETS
29. ENTERTAINMENT EXPENSES REIMBURSEMENT
30. PROVISION OF BRIEF CASE
31. KIT ALLOWANCE TO OFFICERS ON MOBILE INSPECTION DUTY
32. PROVISION OF NEWS PAPERS \MAGAZINES\CASUAL LA BOUR
33. REIMBURSEMENT OF CABLE NETWORK CONNECTION CHARGES
34. REIMBURSEMENT OF PETROL EXPENSES
35. PAYMENT OF CONVEYANCE ALLOWANCE TO THE BLIND AND ORTHOPAEDICALLY
HANDICAPPED EMPLOYEES
Quick reference Book on ServiceCconditions of Supervising Staff updated as on 30.11.2013
Compiled by Vinay Kumar Bhalla, AGM, SBBJ
36. REIMBURSEMENT OF OUT OF POCKET EXPENSES TO LIAISON OFFICERS
37. OUT OF POCKET EXPENSES(EXPENSES FOR JOURNEY COMPLETED ON THE SAME DAY
5/15 KM
38. OUT OF POCKET EXPENSES TO OFFICERS FOR LATE SITTING
39. ROVISION OF PLASTIC BUCKET, MUGS, DOORMATS, DUSTBIN
40. ANNUAL HEALTH CHECK-UP SCHEME
41. GRANT OF SILVER SUBILEE AWARDS\RETIREMENT GIFT:
42. EXTENSION IN SERVICE
43. MEMBERSHIP OF CLUBS
44. ASSETS & LIABILITY STATEMENT
45. TRANSPORT OF BAGGAGE ON TRANSFER
46. LEAVE RULES
47. LEAVE TRAVEL CONCESSION
48. ENCASHMENT OF FARE ON LFC
49. PROVISIONS RELATING TO AVAILMENT OF LTC / HTC AFTER RETIREMENT
50. LEASED ACCOMMODATION - RENTAL CEILINGS
51. HRA ON CAPITAL COST BASIS
52. ADVANCE RENT PAID
53. LEASED HOUSING ACCOMMODATION - CLOSE RELATIVES
54. LODGING & BOARDING
55. FURNITURE AND FIXTURES
56. PROMOTION POLICY
57. PASSING POWERS
58. FACILITIES TO INSPECTING OFFICIALS
59. LOAN FACILITIES AVAILABLE
60. CANTEEN SUBSIDY
61. TA/DA PAYABLE TO SERVING EMPLOYEES / RETIRED EMPLOYEES OF BANK
ATTENDING THE FOLLOWING CASES
62. PROMOTION TO VARIOUS GRADES : HONORARIUM TO INTERVIEW COMMITTEE
MEMBERS
63. SCHEME FOR EXTENDING LEGAL & FINANCIAL SUPPORT TO OFFICERS OF BANKS
AGAINST WHOM MOTIVATED FALSE COMPLAINT
HAS BEEN MADE BY
PEOPLE/AGENCIES OUTSIDE
64. GRANT OF HINDI INCENTIVES TO EMPLOYEES FOR PROGRESSIVE USE
65. FITMENT FORMULA ON PROMOTION
66. DELEGATION OF POWERS IN DISCIPLINARY MATTERS
67. REIMBURSEMENT OF FUNERAL EXPENSES TO THE DEPENDENTS OF THE RETIRED
EMPLOYEES AND EMPLOYEES, WHO DIE IN HARNESS
68. PROBATIONARY OFFICERS : PAYMENT OF SALARY, FESTIVAL ADVANCES AND
FIXTURES DURING PROBATION PERIOD
69. STAFF SUPERVISING: PLACEMENT NORMS - CLASSIFICATION OF VARIOUS POSITIONS

AS OPERATIONAL/LINE/INDEPENDENT LINE ASSIGNMENTS
70. STAFF SUPERVISING: POLICY GUIDELINES FOR ENTRUSTMENT OF RURAL
71. VARIOUS WELFARE ACTIVITIES OF OUR BANK
72. SCHEME OF HOLIDAY- HOMES FOR THE STAFF AND THEIR FAMILY MEMBERS FOR REST
AND RECUPERATION:
73. SCHOLARSHIP SCHEME
74. EMPLOYEES GROUP INSURANCE (SUPER SURAKSHA) SCHEME:
75. SCHEME FOR ADJUSTMENT OF OUSTANDING HOUSE LOAN ACCOUNT IN THE EVENT
OF DEATH OF AN EMPLOYEEE IN HARNESS, WHILE IN SERVICE:
76. SCHEME FOR RELIEF ON LEAVE WITHOUT PAY ON SICKNESS GROUND
77. SCHEME OF SPECIAL AWARDS FOR THE WARDS OF THE DECEASED EMPLOYEES FOR
THEIR EDUCATION:
78. SCHEME FOR REIMBURSEMENT OF FEES & PAYMENT OF HONORARIUM FOR
COMPLETION OF CERTIFICATE EXAMINATION CONDUCTED BY IIBF IN SME FINANCE
FOR BANKERS
79. REIMBURSEMENT OF MOBILE / TELEPHONE BILLS
80. RETIRAL BENEFITS
81. SECURITY OFFICERS & FIRE OFFICERS: DRESS
82. STAFF SUPERVISING : OFFICERS IN TOP EXECUTIVES GRADE TEGS-VI & ABOVE
PROVISION OF BANK'S CAR FOR PERSONAL PURPOSE OUTSIDE HEADQUARTERS ON
LEAVE
83. ALLOCATION OF FUNCTIONALITIES AMONG CHIEF GENERAL
84. PLACEMENT COMMITTEE FOR TRANSFER AND POSTINGS OF SUPERVISING STAFF
85. PAYMENT OF VARIOUS EXPENSES OF GENERAL MANAGERS -NETWORK/ CORPORATE
BANKING
86. ALLOCATION OF ROLES AND RESPONSIBILITIES OF GENERAL MANAGERS
87. GUIDELINES FOR EXAMINATION OF STAFF ACCOUNTABILITY
88. Miscellaneous issues
89. DISCLAIMER
90. LINK TO EARLIER Detailed Reference Book on Service Matters, Loans, Perquisites
and Other relevant instructions updated as on 01.10.2010
1. SALARY &ALLOWANCES ADMISSIBLE TO OFFICERS:

GRADE
JMGS
SCALE
I
DESIGNATION
Asstt.Manager
MMGS
II
MMGS
SMGS
SMGS
III
IV
V
TEGS
VI
TEGS
VII
Deputy
Manager
Manager
Chief Manager
Asstt.Gen.
Manager
Dy.
General
Manager
General
Manager
PAY SCALE
14500-600/7-18700-700/2-20100-800/7-25700
(Auto switchover to MMGS-II scale)
19400-700/1-20100-800/10-28100
(Auto switchover to MMGS-III scale)
25700-800/5-29700-900/2-31500
30600-900/4-34200-1000/2-36200
36200-1000/2-38200-1100/2-40400
42000-1200/4-46800
46800-1300/4 -52000
(Circular No. PER/31/2010-11 dt. 09.06.2010)
HOME PAGE
2. Stagnation Increments
a.
Officers in JM Grade Scale I who have moved to scale of pay for MMG Scale II in
terms of Regulation 5(b) after reaching maximum of the higher scale shall be eligible
for four stagnation increments for every three completed years of service of which first two
shall be Rs.800/- each and next two Rs.900/- each. Provided that officers who have
completed three years or more after receipt of the second stagnation increment as on
1.11.2007 will get the third stagnation increment on 1.11.2007 and another stagnation
increment on or after 1.11.2008 on their completion of six years after receipt of second
stagnation increment.
b.
Officers in MMG Scale II who have moved to scale of pay for MMG Scale III in
terms of Regulation 5(b) after reaching maximum of higher scale shall be eligible for three
stagnation increments of Rs.900/- each for every three completed years of service.
Provided that officers who have completed three years or more after receipt of the first
stagnation increment as on 1.11.2007 will get the next stagnation increment with effect
from 1.11.2007 and a subsequent stagnation increment on or after
1.11.2008 on their completion of six years after receipt of the first stagnation
increment. Provided further those officers in substantive MMG Scale III i.e. those who are
recruited in or promoted to MMG Scale III shall be eligible for four stagnation increments
of Rs.900/- each for every three completed years of service. Those who have already
received two stagnation increments and completed more than three years of service
after receipt of second stagnation increment as on 1.11.2007 will get the third stagnation
increment on 1.11.2007 and the fourth stagnation increment, on or after 1.11.2008 on their
completion of six years after receipt of second stagnation increment
3. AUTHORITY STRUCTURE: SANCTION OF ADDITIONAL INCREMENT ON
JAIIB/CAIIB
PASSING OF
The competent authority for sanctioning of additional increments on passing of JAIIB/CAIIB

examination from the date of declaration of result, on the basis of memorandum issued by
the institute, may be made same as it is for Annual Grade Increments vide HO Circular No.
PER/54/2007-2008 dated 10.10.2007, which is as under:
(i) Upto SMGS IV: Controller/ Departmental Head of Scale not less than Scale V.
(ii) Others:
Next higher authority to which the official reports.
Format of particulars to be sent for sanction are given in the annexure to cir no. Per/07/20102011
(CIR NO. PER/07/2010-2011 DATED 10.4.2010 Circular No. PER/126/1987 dated 30.11.1987 and
PER/155/ 1988 dated 07.12.1988)
HOME PAGE
4. Fixed Personal Allowance and Professional Qualification Allowance :
Fixed personal pay
JMGS-I
Rs.800/- +58+ HRA*
MMGS
Rs 900/-+ 65+ HRA*
SMGS-IV
SMGS-V
TEGS-VI
TEGS-VII
Rs 1000/-+ 72+ HRA*

Rs.1100\-+ 79+HRA*
Rs.1200\-+ 86+HRA*
Rs.1300\- +94+HRA*
Professional qualification allowance

Rs. 410/-p.m. for passing JAIIB (CAIIB Part I) after
one year on reaching top of scale
Rs.1030/-p.m. for CAIIB (both parts) after 2 years
on reaching top of scale
* Fixed HRA on the date of sanction of FPA
**Payment of FPA to be revised in promoted
grade on completion of one year

5. RATE OF PAYMENT OF FIXED PERSONAL PAY ON PROMOTION FROM ONE CADRE TO A
HIGHER CADRE OR FROM ONE SCALE TO A HIGHER SCALE::
In terms of existing instructions employees, both workmen and officers, who were in service of
st
banks as on 1 November, 1993 were granted one advance increment on account of

computerization and these employees on reaching the maximum of respective scales of pay
are eligible to be granted Fixed Personal Pay (FPP) equal to the last increment drawn by
them in the scale, at rates as in Bipartite Settlement/Joint Note, on completion of one year at
the maximum of the respective scales of pay. The FPP so drawn by the employee is to
remain frozen for the remaining period of his service, in a particular cadre/scale, except
when the rate of FPP is revised consequent to wage revision in the industry.
In this regard, Bank in consultation with Indian Bank's Association (IBA)/Corporate Center,
State Bank of India, Mumbai on the method of treatment of FPP when an employee is
promoted to the next higher cadre/scale. In this connection, IBA has clarified that when an
employee is promoted to a next higher cadre/scale after earning FPP in the lower
cadre/scale, then he would continue to get the same amount of FPP in the promoted scale
(except when FPP is changed on wage revision) till such time he reaches the maximum in the
promoted cadre/scale. On completion of stipulated one year at the maximum of the
promoted cadre/scale, he shall be sanctioned FPP as applicable to the higher cadre/scale
in which he is placed.
(CIRCULAR NO. PER/07/2008-2009 : April 19, 2008 and Circular No.PER/16 &17/2005-2006
dated 28.06.2005)
HOME PAGE
6. Dearness Allowance : 0.15% for every rise or fall of 4 points over 2836 points in the
quarterly average of the All India average Working class CPI Base 1960+ 100 (w.e.f.1.11.2007)
7. House Rent Allowance :

Classification of Place
Major A class cities and Project Centres in Group A
Other places in Area I and Project Centre in Group B
Places in Area II
Other places
House Rent Recovery/Standard Rent at First Stage
Furniture Rent Recovery at First Stage of Scale
Rates
8.5% of pay
7.5%
6.5%
6.5%
1.20%
0.25%

8. Halting/Daily Allowance:
CATEGORY
SMGS\TEGS
SCALE
IV-V-VI-VII
JMGS/MMGS
I-II-III
Less 4 hrs Nil
MAJOR A CLASS
Rs.1000* (Rs.1200\- at 4 Metros Delhi,
Kolkata, Chennai Mumbai)
Rs.800(Rs.1000\- at 4 Metros Delhi,
Kolkata, Chennai Mumbai)
8 hrs & above Full
AREA I
800
OTHER PLACES
700
700
600
4 to less 8
hrs Half
9. City Compensatory Allowance:
Area
Place in Area I and in the State of Goa

Places with population of 5 lacs and over and State
Capitals & Chandigarh, Pondicherry, Port Blair
Rates
Rate
4%
3%
Max. Rs.
540/375/-

10. Provident Fund : 10% of Pay
11. Pension :
50% of Pay i.e. Basic Pay + stagnation increment+PQA+increment

component of FPA will be basic Pension and D.A.
12. Project Area Allowance (W.E.F. 1.11.2007)

Group A Centres
Rs.290/-p.m.
Group B Centres
Rs.255/- p.m.
HOME PAGE
13. Mid Academic Year Transfer Allowance : Rs.700/- p.m. (w.e.f. 1.5.2010)
Deputation Allowance:
Classification
Deputation outside the Bank
Deputation to an Organisation at same place or to
Training Establishment of Bank
Rates
Rate
7.75%
4%
Max. Rs.
2300/1200/-
14. Hill & Fuel Allowance :

Rates
Rate
2%
2.5%
5%
Classification
Places with altitude of 1000-1499 meters
Places with an altitude of 1500-2999 meters
Places with an altitude of 3000 and above
Max. Rs.
550/680/1570/-
15. Closing Allowance
: Rs.250/- per half year closing (where books are closed)
16. Split Duty Allowance
: Rs.165/- p.m.

17. Officiating Allowance :
6% of Basic pay (Officiating allowance payable only if an officer officiates in higher scale for
seven days continues or at least seven days in a calendar month)
18. Special Area Allowance :
Area wise rates as per annexure IV of Joint Memorandum dt 27.4.10
19. Discomfort Allowance : Rs.200/- per day (Officers who are required to work in shifts
involving hardships such as airports)
PAYMENT OF DEPUTATION ALLOWANCE TO OFFICERS ON THEIR DEPUTATION TO RUDSETIs
The officers who are deputed as Directors of Rural Self Employment Training Institutes (RSETIs)
may be paid Deputation allowance payable under Regulation 23 (V) of SBBJ Officers'
Service Regulations, 1979.
st
The deputation allowance, w.e.f. 1 May, 2013, is payable as under:
An officer deputed to serve outside the Bank - 7.75% of Pay with a maximum of Rs.
2300/- p.m.
An officer deputed to an organization at the same place or to the training
establishment of the Bank - 4% of Pay with a maximum of Rs. 1200/- p.m.
(Circular No. Per/18/2013-2014 dated 25.5.2013)

20. Entitled class for travel :
Category
Entitled class by rail
JMGS
1st class or AC-II tier sleeper by train
MMGS
1st class or AC-II tier sleeper by train, By
air (economy) if distance more than
1000 kms.
SMGS- TEGS
AC 1st class or By air (economy)
By steamer
1st class
Ist class or highest class if distance
is more than 500 kms
Highest class by steamer

HOME PAGE
21. Travel by own vehicle:
If journey by own vehicle is duly approved by the competent authority wherever required
Rates w.e.f 30.09.2011

Sr.
No.
Type of Vehicle
Existing
rate
of
reimbursement per
K.M.(Rs.)
Proposed
rate
Reimbursement
K.M.(Rs.)
1.
Four Wheeler;
Engine capacity of 1000 cc or more
5.80
9.00
2.
Four Wheeler;
Engine capacity of less than 1000 cc
4.60
7.00
3.
Motor Cycle and Scooter
2.80
4.50
4.
Mopeds
2.00
3.00
of
per
(PER/81/11-12 DATED 27.1.2012)
22. Reimbursement of disinfecting Material to officers who have been provided with furniture:
Grade/ Scale
Monthly
Reimbursement ceilings revised
w.e.f.1.8.2011
750/950/1050/1250/1550/1950/-
JMGS
MMGS
SMGS-IV
SMGS V
TEGS VI AND VII
TEGSS I & II
(PER/53/11-12 Dated 24.11.2011)
23. Medical Allowance : (w.e.f. 1.11.2007)
Grade/ Scale
JMGS &MMGS
SMGS & above
Medical Reimbursement
Rs. 5100/- per annum
Rs. 6320/- per annum
24. Hospitalisation: 100% for self and 75% for dependants at approved rates
JMGS/MMGS 125% SMGS/TEGS 150% of rates applicable to clerical staff
The officers who cease to be in service as of date 27.4.2010 are also eligible for difference in
medical aid for the year 2007, 2008 and 2009 if they were in service, on their making an
application for reimbursement at the above rates
(CIRCULAR NO. PER/63/2010-2011 DATED 3.9.2010, PER/31/2010-2011 DATED 9.6.2010)
HOME PAGE
25. STAFF MISCELLANEOUS REIMBURSEMENT OF HOSPITALISATION EXPENSES

th
In terms of 8 Bipartite Settlement signed between IBA and workmen unions, Banks may
reimburse tests / investigations charges as per monetary limits stipulated for various
pathological and other investigative procedures prescribed in Schedule V of the Bipartite
Settlement. Officer employees are reimbursed 125% / 150% (as the case may be) of the limits
prescribed for award staff.
Bank in consultation with SBI, have decided to implement the following guidelines, as
advised by IBA, for reimbursement of tests / investigations charges in our Bank with
immediate effect: The monetary limits stipulated for various pathological and other investigative procedures as
in Schedule V to the Bipartite Settlement dated 2.06.2005 are with reference to what
Government / municipal hospitals normally charge for such tests. However, in the case of
tests / investigations etc. which do not form part of the Schedule to the Hospitalisation
Scheme but which are considered as essential part of the treatment (and is so certified by
the hospital authorities and banks medical officer), expenses for such tests / investigations
may be considered by the bank for reimbursement at rates not exceeding lowest paying
bed in AIIMS, New Delhi or CGHS rates.
In respect of officer employees, in view of the Regulation 24{1}{b}{1} of Officers Service
nd
Regulations, 1979/1982 (to the extent modified by the Joint Note of 2 June 2005), the bank
may reimburse claims made by the officer employees, in respect of investigation procedures
and /or operative intervention, that do not form part of Schedule V to the Bipartite
Settlement, at the rate of 125% or 150%, as the case may be, of the rates applicable to
general ward patient (lowest paying bed) in AIIMS but in any case not exceeding the rates
prescribed by AIIMS for private ward patients. This treatment cannot however be extended
to package charges for certain treatments specified as in Schedule V of the Bipartite
Settlement dated 02.06.2005.
HOME PAGE
(Circular No. PER / 16 / 2005-06 dated June 28, 2005PER / 5 / 2008-2009 April 17, 2008)
26. Reimbursement of Root Canal treatment
Root Canal - Anterior Teeth
Rs. 600/- per tooth
Root Canal - Posterior Teeth
Rs. 900/- per tooth
Pulpotomy
Rs. 400/- per tooth
Pulp Capping
Rs. 200/- per tooth
X-Rays (total 3 X-Rays)
Rs. 300/- per tooth
Maximum per tooth - Anterior
Rs. 1500/- per tooth
Maximum per tooth - Posterior
Treatment should be from a qualified registered Dental Practitioner and reimbursement

would be 100% for officers and 75% for dependents.
27. REIMBURSEMENT OF HOSPITALIZATION EXPENSES - MEDICLAIM
Following guidelines be adhered while dealing with cases of hospitalization where mediclaim
policy is also taken by the employee: HOME PAGE
Supervising Staff
An officer claiming reimbursement shall certify that the amount claimed was actually spent
by him and that he has not received nor is he entitled to any reimbursement or contributions
towards such
expenses under a Personal Accident policy or under any claim in respect of an accident or
from any other source. If any amount has been received or is due from such a source, the
benefits admissible shall be reduced by the amount so received or due.
Award Staff
The amount of reimbursement payable to an employee under the Special Medical Aid
Scheme should be reduced by the amount, if any, received by him or is due to be received
by him under a Personal Accident Policy or under any claim in respect of an accident or
from any other source. Accordingly, a certificate to this effect should be obtained on the
medical bills, submitted by the employee confirming that the amount claimed was actually
incurred by him and that he has not received nor he is entitled to any reimbursement or
contribution towards such expenses from any such source.
For claiming reimbursement, employees/officers should have to produce verified copies of all
the medical bills along with the required certificate as detailed above.
Presently Bank is demanding original bills for medical reimbursement to consider payment of
balance amount within eligibility, to the officer where Mediclaim Policy has been taken by
the officer and original bills were submitted to the Insurance Company. Now medical bills will
be considered on the basis of photocopies of the same for payment of balance amount for
the claim of medical reimbursement within eligibility, provide these are attested/verified with
original by the Bank. This should be done before submitting the original bills to the insurance
company.
(PER/2/11-12 DATED 1.4.2011, Per/98/2009-2010 dated12.3.2010)
HOME PAGE
28. SUPPLY OF MOSQUITO NETS

All confirmed officers, who are otherwise eligible for FEF, may be provided mosquito nets up
to an amount of Rs. 2000/- once in three-year over and above the ceiling fixed for FEF. The
triennial period will be reckoned from the date of purchase.
The reimbursement of cost may be made on certificate basis as per the Format as per
Annexure-III with the respective circular. If the officer is already provided with the mosquito
net within the overall ceiling for FEF, his / her eligible amount for FEF will be increased from
that amount and he will be eligible for mosquito nets under this circular only after lapse of
three year from the date of previous purchase.
(Circular No. PER/131/2010-2011 dated 02.03.2011)
29. ENTERTAINMENT EXPENSES REIMBURSEMENT (P.A.): w.e.f. 2011-12
Scale
Officers
with
Budgetary
Assignmen
t
Officers on
operationa
l
assignmen
ts ** (2)
Other
officers
not
covered
in (1) or
(2)
Sundry
expenses
for
other
officers at
HO \ZO \
Other
establishme
nts
BMs (Sundry
expenses)
17000
12000
7000
2000
3000
Other Officers
on operational
assignments**,
MOD,
LBOs,
Distt. Co-ord, &
RDMs,
Relationship
Managers
Sundry
expenses)
2000
20800
14800
8800
3500
2500
(1)
JMGS
(Confirme
d)
MMGS-II
10
3000
MMGS-III
27200
18200
9200
SMGS-IV
SMGS-V
TEGS-VI
TEGS-VII
TEGSS-I
33000
38700
55600
62000
77600
22000
25700
40600
11000
12700
25600
32000
47600
3500
4000
5000
6000
7000
The Revised entitlement of TEGSS-II officers will be 80000/-p.a.
4500
3000
5000
5500
6000
-
3500
4000
5700
Overall annual eligibility of an officer will be considered pro-rata based on their period and
category of assignments and such amount may be made available pro-rata on quarterly
basis. Further, officers retiring on superannuation, the ceiling for the whole year will be
payable irrespective of the date of retirement.
*Officers posted as LBO/DCO/FO/ACCTT/other confirmed officers/confirmed specialist
officers
**Officers of all scales in Operational assignments like Field Officers, Accountants, Cash
Officers, Lead Bank Officers, District Co-ordinators, Credit Officer (Rural CPC), Customer
Support Officer (Support Officer to RM ME), Relationship Manager (Personal Banking
branches New business department outfit) Sr. Marketing Executives (HLST), Team Leader
(MPST), City Case Officer (SARC), CPC Team Leaders, Credit Analyst, COO in MCG / CAG
and at other DGM headed branches, Case Lead Officers, Recovery and Rehabilitation
officers at SAMBs, Customer Relation Officer (in redesigned branches) Relationship Manager
(NRI) other BPR Role Holders etc.,
The discretion is provided to CGM to permit reimbursement of Rs.4500/-p.a. on expenses
incurred on tea/coffee/snacks/cold drinks etc., by officials of BPR initiative etc.,
(Per/52/2011-12 dated 24.11.2011)
HOME PAGE
The Processing Officers in the Credit Department at Head Office and Credit Cells at Zonal
Office would not be treated at par with Credit Analysts under BPR initiatives for
reimbursement of entertainment expenses. (Cir No. Per/17/2011-12 dated 19.5.2011)
Budgetary Assignment: Budgetary Assignment with reference to reimbursement of
entertainment expenses to officials' means the assignments where direct business
developmental budgets are allocated to officials and whose AAR is being written for
budgetary assignments. Only such officers are to be reimbursed entertainment expenses
applicable to officials having Budgetary Assignment.
Operational Assignments: Operational Assignment means the positions of Branch Managers,
Managers of Divisions at branches, Lead Bank Officers, District Co-ordinators and Rural
Development Managers and Relationship Managers only as mentioned in the above
referred circular.
BPR Initiatives: It is to be clarified here that officials' under various BPR initiatives should be
reimbursed only for the initiatives, which have been adopted by the Bank and our BPR
Department at Head Office, Jaipur has issued guidelines regarding these initiatives. Some of
the initiatives mentioned in the circular pertain to the SBI and hence not applicable to our
Bank. Reimbursement of entertainment expenses, for following BPR Initiatives, which are yet
to be implemented in our Bank: viz.Cash officers, Sr. Marketing Executives (HLST), Credit
Analyst, COO in MCG/CAG and at other DGM headed branches, Case Lead Officers,
Recovery & Rehabilitation officers at SAMBs, Relationship Manager (NRI) etc. is not to be
made as per the above referred circular.
11
1. For BPR initiatives no additional ceilings for reimbursement of expenses incurred on

tea/coffee/cold drinks/snacks etc. have been approved by the Bank.
2. Further, Overall annual eligibility of an officer will be considered pro-rata basis for the
period of assignments, except officers retiring on superannuation where ceiling for the
whole year will be payable irrespective of date of retirement.
3. Officers will not be eligible for any other reimbursement of entertainment expenses
except as mentioned in above referred circular and as clarified under this circular
from the Financial Year 2009-2010 and all other terms and conditions regarding
reimbursement of entertainment expenses will remain unchanged.
(Cir No. Per/17/2010-2011 dated 8.5.2010)
HOME PAGE
30. REIMBURSEMENT OF ENTERTAINMENT EXPENSES TO THE OFFICERS WHO ARE OTHERWISE NOT
ELIGIBLE FOR THIS.
Officers on probation also face customers and they may also incur expenses on entertaining
customers. In view of this, such officers may be reimbursed entertainment expenses and
expenses incurred on tea/coffee/cold drinks/snacks etc(wherever applicable) as per the
circular No. Per/52/2011-2012 dated 24.11.2011
All JMGS-I officers who are under probation / training, and who are otherwise not eligible for
reimbursement of entertainment / Business Development Expenses may draw an amount
equivalent to Rs. 3600/- p.a. towards entertainment expenses.
31. PROVISION OF BRIEF CASE : Once in three years (Max. Ceiling w.e.f. 14.9.2011)
JMGS Rs.2400/-
MMGS Rs. 3100/-
SMGS
Rs.4000/-
TEGS-VI/VII
Rs.4700\-
TEGS-I/II
Rs.6700/-
(PER/41/11-12 DATED 19.9.2011)

32. KIT ALLOWANCE TO OFFICERS ON MOBILE INSPECTION DUTY
st
For the 1 year of mobile duty:

For the subsequent years:
Rs.6,000/- per annum.

Rs.3,000/- per annum.
(The monetary ceiling will be effective from 01.03.2010)

(Cir No. Per/105/2009-2010 dated 20.3.2010 and Circular No. PER/68/2005-06 dated
02.12.2005)
HOME PAGE
33. PROVISION OF NEWS PAPERS \MAGAZINES\CASUAL LA BOUR w.e.f. 01/09/2011

Scale
Amount per month (Rs.) ON CERTIFICATE BASIS

w.e.f. 01/08/11
JMGS-I
Rs.450/- p.m.
12
Casual labour (per

day)
Subject to provision of
atleast 50% furniture
Rs.13/- per day
MMGS-II\III
SMGS-IV
SMGS-V
TEGS-VI
TEGS-VII
TEGSS I
TEGSS II
Rs.650/Rs.950/Rs.950/Rs.2750/- on certificate basis and beyond that

on production of bills/receipts for full amount
Rs.3500/- on certificate basis and beyond that
Rs.20/Rs.35/Rs.70/Rs.105/Rs.105/Rs. 140/-*
Rs.175/- *
*
Two
casual
labourers per month
are permitted in our
Bank.
(PER/54/11-12 DATED 24.11.2011 and PER/55/11-12 Dated 24.11.2011)

34. STAFF SUPERVISING: TOP EXECUTIVES
REIMBURSEMENT OF DAILY WAGES PAID TO CASUAL LABOURERS:
The Executive Committee of the Board at its meeting dated 14.07.2011 has approved that
officers in TEG Special Scale I and above will be reimbursed daily wages for two casual
labourers, one for maintenance of furniture / fixtures and the second, for attending clients
/officials etc. calling on them at their residences and also to move files etc from office to
residence & back with immediate effect.
(OFFICE ORDER NO. O/PCR/23/13/2011-12 DATE: 16.07.2011 and HO Circular No.
PER/44/2007-08 dated 27.08.2007)
35. REIMBURSEMENT OF CABLE NETWORK CONNECTION CHARGES REIMBURSEMENT ON

CERTIFICATE BASIS.
All officers of SMGS-V and Executives of TEGS Scale are eligible for reimbursement of Rs. 300/p.m. towards Cable Network charges on certificate basis. (Format as per Annexure-II to
circular)
HOME PAGE
36. REIMBURSEMENT OF PETROL EXPENSES: (w.e.f.1.04.11)

a) Those who do not own any vehicle and using public transport claim reimbursement
on certificate basis:
JMGS
Rs.710/- p.m.
MMGS Rs. 935/-
SMGS Rs.1160/-
b) Owners of four wheelers :

Scale
Area-I
Population
12 lac &
Litre
13
Area- II
1 lac to
less 12
Other
centres
Litre
Litre
above
Four wheelers
lac
Lumpsum
on
certificate
basis
Petrol
on
declaration
basis
Lumpsu
m
on
certificat
e basis
SMGS IV AND V
AGM\CM
1770
105
1560
Petrol
on
declar
ation
basis
95
MMGS-III
MMGSII
JMGS
(all
officers
including POs
and
TOs
irrespective
of
their length of
service
or
position
Two Wheelers
Mgrs
Dy. Mgr.
Asstt.
Manager
1770
1425
980
95
80
60
1560
1360
870
85
75
55
1360
1150
770
75
70
50
All officers
(including
POs
and
TOs
irrespective
of
their
length
of
service
or
position
980
50
870
45
770
40
Lumpsu
m
on
certifica
te basis
Petrol
on
declaration
basis
1360
85
Production of bills have been dispensed with for those who are maintaining the vehicle and
claiming reimbursement on production of money receipt and claiming reimbursement of
conveyance petrol expenses on actual basis. Mopeds category abolished. Presently there
are only two categories i.e. Four Wheelers and Two wheelers and Mopeds owners can claim
reimbursement of petrol as per Two wheelers eligibility.
(PER/102-2009-2010 DT 20.3.2010, PER/2/11-12 DATED 1.4.2011)
CONVEYANCE reimbursement will be made on the basis of the rate prevailing on the last
date of the month and the same will be ascertained by the paying authority. Reimbursement
of petrol may be upto high octane with brand power/Xtra premium. Exotic brands with
higher prices will not be permissible.
(PER/02009-2010 DATED 30.4.2009)
37. STAFF SUPERVISING: TOP
FACILITIES FOR TOP EXECUTIVES
EXECUTIVES
CONVEYANCE
In regard to facility of Bank's car for official use with permission to use the same for personal
purposes to the officers in Top Executive Grade Scale - VI and above Bank examined the
issue in consultation with State Bank of India, Corporate Centre, Mumbai and advise
following modifications / improvements in the scheme for providing conveyance facilities for
Top Executives:
a.
There is no restriction for DMDs and CGMs on use of official car for official
and personal purposes. For officials in TEGS-VI and TEGS-VII, there is no
restriction on mileage for official use. However, for officials in TEGS-VI and
TEGS-VII posted at Head Office, a ceiling of 2000 kms per month has been
fixed up on mileage for use of official car for official purpose.
b.
No charge will be recovered from the officers in TEGS-VI and TEGS-VII for
14
c.
d.
e.
personal use of the vehicle up to 700 kms in a month (in addition to official
use). For personal usage beyond 700 kms in a month, the officer will be
charged @ Rs.3/- per km.
If in a particular month personal use of the vehicle is less than 700 kms, the
balance may be carried over to that particular calendar quarter.
If DGMs GMs, including those at Head Office, require vehicles for official
use to travel more than 150 kms in a particular day, they will be required to
obtain prior/post facto approval from their controller.
When the Top Executive is away from the Head Quarter, he/she can make
use of the official vehicle at the other centre (without surrendering his
vehicle provided at the Head Quarter). Also his/her spouse, on request,
can be provided a vehicle at the Head Quarter (permitted to use the
official vehicle provided at the Head Quarter) for personal use, when the
Top Executive is away from Head Quarters, subject to conditions
governing the personal usage.
The other terms and conditions regarding provision of conveyance facilities to

officers TEGS-VI and above will remain unchanged. (OFFICE ORDER NO. O/PCR/
08 / 06 / 2011-2012 DATE: 02.05.2011, Office Order No. O/1/1998-99 dated
18.04.1998 and No. O/PCR/54/2008-2009 dated 26.12.2008)
38. STAFF SUPERVISING: TEGSS - I (CGMs)REIMBURSEMENT OF EXPENSES ON TRAVEL BY AIR IN

EXECUTIVE CLASS WHILE ON DUTY:
The Executive Committee of the Board at its meeting dated 18.10.2011 has approved that
effective from the date of EC approval, officers in TEG Special Scale I (CGMs) may travel by
air in Executive Class for official purpose.
Office Order No. O/PCR/33/18/2011-12 Date: 20.10.2011
HOME PAGE
39. PAYMENT OF CONVEYANCE ALLOWANCE
ORTHOPAEDICALLY HANDICAPPED EMPLOYEES
TO
THE
BLIND
AND
The conveyance allowance is paid to the blind and orthopaedically handicapped

employees @ 5% of basic pay subject to a maximum of Rs. 400/- per month. In case of
award staff the allowance will be in addition to the transport allowance payable to all
workmen as per Bi partite Settlement, which currently is Rs. 105/- per month.
The Conveyance allowance as stated above would not be admissible to those blind and
orthopaedically handicapped employees who are receiving any kind of separate
conveyance allowance for travel between residence and place of work under bank level
scheme/arrangement (other than the transport allowance under Bipartite settlement), which
is higher than the Conveyance allowance payable to them under this scheme.
15
The eligible employees who are provided with bank's vehicle for use of the same for travel
between office and residence will not be eligible for conveyance allowance. Eligible
employees who are allotted residential accommodation in the same campus as the
branch/office of the bank will not be eligible for the allowance.
(PER/11-2009-2010 DATED 5.5.2009)
40. REVISION OF CEILINGS FOR REIMBURSEMENT OF OUT OF POCKET EXPENSES TO

LIAISON OFFICERS AND DISCOMFORT ALLOWANCE FOR LIASION AND SECURITY
OFFICERS
The ceilings for reimbursement of out of pocket expenses to Liaison Officers, are as under
w.e.f.13.11.2010: (A) REIMBURSEMENT OF OUT OF POCKET EXPENSES TO LIAISON OFFICERS:
(i) During Office Hours: -The Liaison Officers may be reimbursed @ Rs.125/- per day (existing
Rs. 100/- per day) if the period of detention is during lunchtime i.e. between
12.00 and 2.00 p.m. and @ Rs. 75/- per day (existing Rs. 60/- per day) if the duty is other than
between 12.00 noon and 2.00 p.m. during officer hours.
(ii) Before and after office hours:
Period of detention (To be reckoned as
before and after office hours)
Charges reimbursable towards tea /

snacks / breakfast (Rs. per day)
Existing Revised
Up to 3 hours
More than 3 hours but up to 6 hours
Rs. 110/Rs. 220/-
Rs. 270/-
More than 6 hours
Rs. 400/-
Rs. 460/-
Rs. 150/-
(iii) The time spent on journey to / from the airport / railway station may also be reckoned for
arriving at the period of detention. The timing is to be recorded and monitored carefully by
the CM (Liaison) / Manager (Liaison) as the case may be or CM (OAD) as the case may be.
(iv) As hitherto, monthly reimbursement will be made on the basis of certificate to be given
by the Liaison Officers claiming the reimbursement of the expenditure incurred wherein he
will interalia mention (a) purpose of visit to the airport / railway station and
(b) time of flight / train for which they had to attend the airport / railway station for duty, duly
countersigned by CM (OAD) as the case may be.
B) DISCOMFORT ALLOWANCE FOR LIAISON OFFICERS & SECURITY OFFICERS:At present, all Liaison Officers and Security Officers are paid discomfort allowance @ Rs.
1000/- per month. Now, it has been decided to increase the discomfort allowance, being
paid to Liaison Officers and Security Officers, to Rs. 2,000/- per month.
(Circular No.Per/91/2010-2011 dated 25.11.2010, Circular No. PER/09/2008-09 dated
29.04.2008 & PER/22/2008-2009 dated 28.06.2008)
41. Out of pocket expenses(Expenses for journey completed on the same day 5/15 Km rule):
Half of Halting allowance payable or Rs. 400/- per day whichever is lower provided he/she
travels the prescribed distance and remains away for atleast 4 hours including journey
period.(Per/40/11-12 dated 19.9.2011)
16
42. Out of pocket expenses to officers for late sitting ::

The ceiling for reimbursement of out of pocket expenses is Rs.200/- per day maximum for 10
days in a month in case of administrative exigencies so warranted and payable to the
officers who have to sit late . Reimbursement of amount will be on actual basis and will not
exceed for 10 days in a month under any circumstances. No other out of pocket expenses
will be paid on this account as was admissible earlier vide H.O. Cir. NO. Per/8/2005-2006
dated 19.5.2005
(PER/51/2009-2010 DATED 23.9.2009 AND PER/56/2009-2010 DATED 6.10.2009)
HOME PAGE
43. PROVISION OF PLASTIC BUCKET, MUGS, DOORMATS, DUSTBIN AND WATER CONTAINER AT
THE RESIDENCE OF OFFICERS.
Officers are eligible for reimbursement of cost of plastic bucket, mugs, doormats, dustbin and
water container at their residences on the basis of certificate produced by them with a
ceiling of Rs. 1500/- as per Format enclosed with respective circular Circular No.
(PER/131/2010-2011 dated 02.03.2011 and PER/96/2009-10 dated 26.02.2010.)
HOME PAGE
44. Annual Health Check-up Scheme
Grade Scale
MMGS-III & above (Female)
MMGS-III & above (Male)
MMGS-III & above (Both)
JMGS-I & II
With age of 40 years & above
(cir
No.
Per/01/2008-2009
dt.1.4.2008)
Centre
Major A
Major A
Other Centres
All centres
Amount per annum

Rs. 3700/Rs. 3500/Rs. 2250/Rs. 1000/-
45. GRANT OF SILVER SUBILEE AWARDS\RETIREMENT GIFT:

PRESENTATION OF MEMENTO ON RETIREMENT & SILVER JUBILEE AWARD: INCREASE IN
QUANTUM: The quantum of Memento on Retirement & Silver Jubilee Award is as under: The
Existing and the revised quantum for Memento on Retirement of staff members on
superannuation:
Category of Staff
Subordinate Staff
Clerical Staff
JMG & MMG
SMG
TEG. VI & VII
TEG SS I & II
For Silver Jubilee Award:

Category of Staff
Award Staff
JMG & MMG
SMG
Existing Ceiling (in Rs.)

750/1000/2500/4000/6000/6000/-
Proposed Ceiling (in Rs.)

2500/3750/6250/10000/20000/30000/-
Existing Ceiling (in Rs.)

Rs. 5000/-flat for all
categories of staff
17
Proposed Ceiling (in Rs.)

7500/10000/15000/Compiled by Vinay Kumar Bhalla, AGM, SBBJ
DGMs/GMs/CGMs
MD
20000/25000/-
HOME PAGE
Please note that the Silver Jubilee Award should be bestowed on the day the employee
completes 25 years of service and in no case there be a delay beyond one month.
However, if through omission an eligible employee has not been given the award on due
date (i.e. on completion of 25 years of service), he/she shall be eligible for the increased
amount of award.
(Per/23/2011-12 dated 15.6.2011,Per/129/200-2011 dated 28.2.2011,PER/49/2002-2003,
PER/72/2005-06 and PER/38/2008-09 dated 17.10.2002, 07.12.2005 and 12.08.2008
respectively)
46. EXPENDITURE CEILING FOR STAFF RETIREMENT FAREWELL MEETING
The expenses incurred on retirement of an employee now stands revised as under
w.e.f.01.10.2010(Refer, Head Office Circular No. PER/38/2008-09 dated 12.08.2008)
Staff Strength
Upto 5
Upto 10
Upto 25
Present ceiling
` 500/` 1000/` 1800/-
Revised Ceiling
` 600/` 1200/` 2160/
Upto 50
Upto 100
Above 100
` 4000/` 4500/` 6000/-
` 4800/` 5400/
` 7200/
(Per/72/2010-2011 dated 4.10.2010)

HOME PAGE
47. Extension in Service
1st 30 years service or 55 years of age upto 58 yrs

2nd 58 to 60 yrs
48. Membership of Clubs ::

Admission fee Rs.2000/- Annual subscription Rs.1000/(Eligible: SMGS,TEGS & all Br. Mgrs\MOD\LBO (Once eligible always eligible)
Conveyance to Handicapped
5% of B.P. Max.Rs.400/- pm w.e.f. 01.01.2010
49. Assets & Liability Statement:

To be submitted every year on 31st March before 30th June. Every transaction exceeding
Rs.25000/- to be reported to the competent authority.
50. Transfer of Baggage on transfer:

Pay Range
Where officer
has family
18
Where officer
has no family
BP 10000-13820(Revised 14500-19400)
3000 Kg.
1500 kg.
13821 & above (revised 19401 above)
Full wagon
2500 kg.
51. TRANSPORT OF BAGGAGE ON TRANSFER THROUGH APPROVED CARRIER

(REVISED INSTRUCTIONS IMPLEMENTED W.E.F.1.7.2011)
A. Transport Charges:
(I) Hilly Terrain:
The officers may be reimbursed @ RS. 5.50 per km. per tonne for transfers into and out of hilly
terrains: Example Rate @ RS. per km per tonne
Existing (distance 425 kms.)
4.20 x 425 x 12 = RS. 21420/-
Revised (distance 425 kms.)

5.50 425 x 12 = RS. 28,050/-
Here, it is to be noted that if the transfer is from say, Mussoorie to New Delhi, the rates for
Mussoorie to Dehradun would be RS. 5.50 per km. per tonne and for the rest of the distance
the rates mentioned for "other than hilly terrain" will be followed. This example is only
illustrative and not exhaustive. As there are topographical issues involved in this, therefore,
the Zonal Head shall decide which places come under the hilly terrains in their respective
Zones and issue suitable clarifications in this regard. Other Zones/Offices may get clarification
about topographical issues of particular centre from the concerned Zone where the centre
situated.
(II) Other than Hilly terrain:
a) The officers transferred to shorter distance below 300 kms in places other than hilly
terrain may be reimbursed @ RS. 3.70 per km per tonne for minimum 300 km.
Example:
Rate @ RS. per km per tonne
Existing (for 200 kms.)
Revised (for 200 kms.)
RS. 2.80 x 300 x 12= RS. 10,080/-
RS. 3.70 x 300 x 12= RS. 13,320/-
b) The officers transferred to shorter distances in places other than hilly terrain i.e. upto600
kms. may be reimbursed @ RS. 3.70 per km per tonne.
Example:
Existing
Revised
RS.2.80 x 600 x 12 = RS. 20,160/-
RS.3.70 x 600 x 12 = RS. 26,640/-
The officers transferred to distances beyond 600 kms other than hilly terrains may be
reimbursed @ RS.1.85 per km. per tonne beyond 600 kms taken as incremental.
HOME PAGE
Example
(I): Rate @ RS. per km per tonne
Existing (for 1000 kms)
Proposed (for 1000 kms.)
RS.2.80 x600 x 12 = RS. 20,160/-
RS.3.70 x600 x 12 = RS. 26,640/-
RS.1.40 x400 x 12 =RS. 6720/Total RS. 26,880/-
RS.1.85 x400 x 12 = RS. 8,880/Total RS. 35,520/-
Example(II):

Existing (for 3000 kms)
Proposed ( for 3000 kms.)
19
RS.2.80 x600 x 12 = RS. 20,160/-
RS.3.70 x600 x 12 = RS. 26,640/-
RS.1.40 x2400 x 12=RS. 40,320/-
RS.1.85 x2400x 12 = RS. 53,280/-
Total RS. 60,480/-
Total RS. 79,920/-
(III) Revised rates from 1.7.2012:

Revised rates
Hill terrain
Other than hilly terrain

Upto 600 km
Beyond 600
(incremental)
From 1.7.2012
RS. 5.80
RS. 3.90
RS. 1.95
From 1.7.2013
RS. 6.10
RS. 4.10
RS. 2.05
From 1.7.2014
RS. 6.40
RS. 4.30
RS. 2.15
On or after 1.7.2015
RS. 6.70
RS. 4.50
RS. 2.25
km
B. Loading and Unloading Charges:

The officers may be reimbursed actual expenses incurred on loading and unloading of their
belongings, subject to production of receipt, upto the monetary ceiling mentioned as under:
Amount in RS.
Metro
Urban
Semi Urban
Rural
Top Executive
15000
12000
10000
8000
Senior Management
10000
8000
6000
4000
7000
6000
5000
3000
Middle
and
Management
Junior
In case of movement from one category of Centre to another, the officer will be reimbursed
an amount as per the destination to which he is moving.
HOME PAGE
C. Car / Vehicle Transportation charges:

Where the officer owns a car, he/she is eligible to claim the cost of transport of the same at
goods train rate and if the vehicle is transported by lorry, the actual lorry charges upto
40%/35%/30% of his/her entitlement for shifting of household goods by road, as mentioned
below, subject to production of money receipt:
Distance
% of his/her entitlement for shifting of

house hold goods by road as in para
3.A above
Upto 600 kms
40%
More than 600 kms but less than 1000

kms
35%
More than 1000 kms
30%
HOME PAGE
20
However, the transport of scooter and other two wheelers will not be covered under this, and
they will be transported along with other household goods.
D. Lumpsum expenses in connection with transfer:
(i)
Lumpsum expenses in connection with packing, local transportation, insuring

baggage, etc. are proposed as under:
a. Top Executive: RS. 35,000/b. Senior Management: RS. 25,000/c. Middle Management & Junior Management RS. 20,000/-
(ii)
Onetime lump-sum expenses towards admission fee:-
The officer on transfer from one centre to another centre may be reimbursed onetime lumpsum expenses towards admission fee of their ward(s), subject to following conditions:
a. The officer has got his/her ward(s) transferred to a different school/college/institute
etc. at any centre, other than the place where from he/she is transferred.
b. The officer certifies of above admission.
c. Reimbursement of above expenses will be restricted to two wards only.
The amount of onetime lump-sum expenses per ward (but restricted to maximum of two
wards) towards admission fee in school/college/institute etc. is proposed as under:
Officers
Amount (RS.)
Top Executive & Sr. Management
15,000/-
Middle & Junior Management
10,000/-
The officer who are transferred from one Associate Bank to another will be entitled to
additional amount of Rs.10000/- towards lumpsum expenses.
(Per/85/2011-2012 dt 17.2.2012)
E. Transport Charges at the time of Retirement:
On retirement an officer may be allowed to claim baggage transport charges upto 20%
higher rates than the rates proposed in para (A) above, for movement from the last station
he/she is posted to the place where he/she proposes to settle down on retirement. However,
the officer will be eligible to claim traveling allowance for himself / herself and his/her family
from the last station at which he/she was posted to the place where he/she proposes to
settle down on retirement, subject to his/her entitlement.
(CIRCULAR NO. PER/83/2011-2012 DATED 31.01.2012)
(On account of the above revision the relative para of SBBJ (OFFICERS) SERVICE
REGULATIONS, 1979 also stands revised as provided in annexure II to CIRCULAR NO.
PER/83/2011-2012 DATED 31.01.2012)
HOME PAGE
52. LEAVE RULES : (new accounting procedure as on 31st March) AS per OSR
S.NO.
1
TYPE OF LEAVE
Casual Leave
RULE
12 days in a year.
(not more than 4 days C. leave to be availed at any one
time)(Unavailed Casual leave may also be suffixed or
prefixed to sick Leave in the following 3 years. Can be
sanctioned by the Authority competent to sanction Casual
Leave.)
21
P.Leave
Sick Leave
Spl. Leave
One day for 11 days of service. Accumulation upto 240

days
30 days (on half pay) for each completed year of
service.
Total leave during service 540 days(half pay) Further on
completion of 24 years of service additional leave of 90
days on half pay will be admissible
a) Study leave for a max. period of 2 years only after
completion of 5 years service.
b) extra ordinary leave on loss of pay Max. 360 days
in total service.
53. LEAVE TRAVEL CONCESSION :

Block 4 years . Destination anywhere in India.
The officer and family can perform the journey separately within 3 months. Each member
can go to different places within the permissible distance and the members of family can
perform the journey without the officer availing any leave.
54. Home Travel Concession : Block 4 years
(However one can avail LTC in first two years and HTC in other two years and vice versa in
the same block of four years)
(Notional entitlement for MMGS-II By air if distance beyond 1000 Kms)
55. Encashment of fare:
JMGS/MMGS 4500 Kms (one way) SMGS/TEGS 5500 kms (one way) 75% of eligible fare of
entitled class. The mode and class by which an officer may avail of Leave Travel
Concession shall be the same as the officer is normally entitled to travel on transfer
and other terms and conditions subject to which the Leave Travel Concession may be
availed of by an officer, shall be as decided by the Board from time-to-time.
Provided that w.e.f.1st May 2010 an officer in Junior Management Grade Scale-I while
availing LTC will be entitled to travel by air in the lowest fare economy class I which case
the reimbursement will be the actual fare or the fare applicable to AC 1st Class fare by
train for the distance traveled whichever is less. The same rules shall apply when an officer
in Middle Management Grade Scale II and Middle Management Grade Scale III while
availing LTC where the distance is less than 1000 kms.
56. ENCASHMENT OF LEAVE FARE CONCESSION: CLARIFICATION
In terms of the para to Paragraph 19 of Bipartite Settlement dated 27.04.2010 it is provided

that :
"By exercising an option anytime during a block of 2 years or 4 years, as the case may be, an
employee can either undertake travel availing of leave fare concession and claim
reimbursement upto his entitlement or the encash the facility for the concerned block. The
option so exercised shall be irrevocable for the block concerned. On opting to encash the
facility, he will be entitled to receive a lump sum equivalent to 75% of notional train fare for
the admissible distance (depending on a 2 year or 4 year block) by the entitled class, subject
22
to deduction of admissible tax at source." This provision is also available to Officer employees
also in terms of Joint Note dated 27.04.2010
The Railways are charging two types of fares - one for peak season (other than February,
March and August) which is higher than the lean season fare.
In such cases it is clarified that for encashment of LFC, the applicable railway fare during the
month of encashment will be considered.
(PER/82/2012-2013 DATED 19.1.2013, PER/25/2010-11 dated 25.05.2010)
57. STAFF SUPERVISING: LEAVE TRAVEL CONCESSION / HOME TRAVEL CONCESSION:

CLARIFICATIONS:
As per the extant instructions, during each block of 4 years, an officer is eligible for Leave
Travel Concession (LTC) for travel to his / her home town once in each block of two years.
Alternatively, he / she may travel in one block of two years to his / her home town and in the
other block to any place in India by the shortest route. It has also been laid down that an
officer may avail of the facility in a circuitous route. However, he / she shall be reimbursed
the expenses from the Head quarters to the designated place / home town by the shortest
route, which shall be his / her entitlement. These guidelines were relaxed further by stating
that an officer may visit foreign land on the circuitous route while his / her designated place
has to be in India. However, visiting the designated place in India is a necessity.
2. There are queries from different corners regarding determination of entitlement, submission
of bills, carry forward of LTC/HTC etc. Bank in consultation with State Bank of India, Corporate
Centre, Mumbai have issued clarifications regarding Leave Travel Concession / Home Travel
Concession on various issues in the matter are as under :
(i)
(ii)
The cost of inland travel in a foreign country may also be reimbursed subject to
the overall ceiling of the entitlement of the officer. However, cost of local
sightseeing in the foreign country will not be reimbursed.
Entitlement in respect of sectors where national carrier (i.e., Air India) does not
operate:
(a) An officer may reach the designated place by circuitous route or may travel
throughout or partly in a higher or a lower class, or in a taxi (subject to approval
by competent authority). He / She, however, will be reimbursed with the actual
fares / hire charges incurred by him / her or the cost of the fare to the designated
place by shortest route by the entitled class, which ever is lower.
(b) In respect of officers who are eligible for travel by air, their notional entitlement
may be determined by their entitled class by national carrier (i.e. Air India) by the
shortest route. However, in sectors where the national carrier does not operate,
the notional entitlement for the eligible officers may be determined by any other
airline operative in that sector by their entitled class by the shortest route. In those
cases where more than one airline other than national carrier is in operation, for
the purpose of notional entitlement for eligible officers, higher fare by the shortest
and most direct route by the entitled class may be taken.
(iii) Carry forward of LTC / HTC: Permission may be granted by the competent
authority for carry forward of LTC / HTC due to exigency of service, subject to a
maximum of two concessions outstanding at any one time.
A. Submission of Bills:I.
The cost of inland travel in a foreign country may also be reimbursed subject to the
overall ceiling of the entitlement of the officer. The cost of local sightseeing in the
foreign country will, however, not be reimbursed as has been the case in the
domestic travel. To illustrate the point, if an officer takes the route of LondonCambridge-London for his foreign part of the travel, the cost of inland travel from
23
London to Cambridge and back may be reimbursed subject to his overall

entitlement. However, the cost of sightseeing in London or Cambridge will not be
reimbursed.
II. The processing of the bill will be done on the basis of certification of the officer
concerned and he/she shall be solely accountable for the same.
III.
Indian travel agencies / agents who organize the travel are also issuing certificates
stating that foreign inland travel has been undertaken and the amount is also stated
by them. In such cases the statements made by the travel agencies should be
confirmed by the officer concerned. Further, the amount so claimed by the officer
will be reimbursed to him / her (subject to bills found in order and are as per his / her
entitlement), only if he / she submits valid bills supported by boarding passes (in case
of air journey) and tickets if the journey is undertaken by rail / road / water. The
submission of boarding pass / tickets, as applicable, is necessary even in case of
conducted tours through travel agent. Any case of false claims shall be dealt with
strictly in terms of existing instructions and SBBJ Officers' Service Regulations.
IV.
Where payments have been made in foreign currency for the exchange rate, the
date of payment made to travel agency or the service provider should be taken as the date
for calculation of the exchange rate.
V.
The officer concerned will have to certify that the foreign inland travel bill does not
include sightseeing.
B. Entitlement in respect of 'Sectors' where national carrier i.e. Air India does not operate:
I.
An officer may reach the designated place by a longer / circuitous route or may
travel throughout partly in a higher or lower class, or in a taxi (subject to appropriate
approvals for traveling by taxi etc.). He will, however, be reimbursed with the actual
fares / hire charges incurred by him / her or the cost of the fare to the designated
place by the shortest route by the entitled class, whichever is lower.
II.
In respect of officers who are eligible for travel by air, their notional monetary
entitlement may be determined by their entitled class by national carrier (i.e. Air
India) by the shortest route. However, in sectors where the national carrier does not
operate, the notional monetary entitlement in respect of eligible officers may be
determined by any other airline operative in that sector by their entitled class by the
shortest route. In those cases where more than one airline other than national carrier
is in operation, for the purpose of notional monetary entitlement in respect of eligible
officers, higher fare by shortest and most direct route by entitled class may be taken.
However, in respect of JMGS-I, MMGS-II and MMGS-III officers regarding mode and
class of travel, instructions contained in Joint Note dated 27.04.2010 (our EC approval
dated 25.05.2010) (Agenda Item No. D - 4) shall be meticulously followed. Other
instructions shall remain the same.
C. Carry forward of LTC / HTC:

I.
Where the officer is not able to avail himself of the leave travel concession during a
particular two year block because the leave applied for was refused and cannot be
granted at any other time during the two year block due to exigencies of service, the
concession may be permitted by the competent authority to be carried forward
subject to a maximum of two concessions outstanding at any one time.
II.
Competent Authority: - In case the leave applied for by an officer for availment of
the above facility is not granted during the biennial / quadrennial period due to
exigencies of service and not for personal reasons, the above concession may be
extended for not more than six months by the General Manager and beyond six
24
months for genuine reasons by the Chief General Manager subject to the condition
that more than two concessions shall not be outstanding at any point of time.
(PER/90/2011-12 dated16 March 2012.)
HOME PAGE
58. Provisions relating to availment of LTC / HTC after retirement
The provisions relating to availment of LTC / HTC after retirement, in terms of Regulation 47 (3)
of the Officers' Service regulations have been recently modified by the Bank as under: A. Not only Leave Travel Concession but Home Travel Concession is also permitted to be
availed after retirement, subject to the condition that the place where an officer
intends to settle down after retirement and the place of domicile, as declared by the
official, are different. A declaration has to be given by the concerned officer in this
regard that the place where he intends to settle down after retirement and his place
of domicile are different. Where both LTC and HTC are due, only one of the facilities
can be carried forward. This facility is not available in case of officers who seek
voluntary retirement, are dismissed, removed or compulsorily retired from Bank's
service.
B. LTC/HTC is permitted to be carried forward for 4 months beyond retirement. The carry
forward of LTC/HTC beyond 4 months after retirement will not be permitted under any
circumstances.
C. The officer, after retirement but within the period he/she has been allowed to carry
forward the LTC facility, may surrender and encash his/her LTC (other than travel to
place of domicile i.e. the officer will not be eligible to surrender and encash HTC)
upon which he shall be entitled to receive an amount equivalent to 75% of the
eligible fare for the class of travel by train to which he is entitled upto a distance of
4500 kms (one way) for officers in JMGS-I, MMGS-II and MMGS-III and 5500 kms (one
way) for officers in SMGS-IV and above. An officer opting to encash his LTC shall prefer
the claim for himself/herself and his/her family members.
D. Even, if no advance is taken, the relative LTC/HTC bill must be submitted by the officer
at the concerned branch/office within 15 days of completing the last return journey
undertaken by him/her or his/her family member under the LTC/HTC facility and not
later than six months of his/her date of retirement.
E. As the employer-employee relationship ceases to exist after the retirement of an
officer, Bank will not bear any other expenditure relating to any matter other than
reimbursing the bills relating to LTC/HTC (if found in order) and encashment of LTC, as
per extant instructions. The tax liability on the LTC/HTC after retirement, if any, will be
borne by the retiree. (Per/125/2010-2011 dated 11.2.2011, PER/19/2010 DATED
30.5.2009)
59. AVAILING OF LEAVE TRAVEL CONCESSION AFTER RETIREMENT (UPTO TWO MONTHS)
SUBJECT TO AMENDMENT TO SBBJ OFFICERS SERVICE REGULATIONS 1979
In terms of Regulation 47(1) of SBBJOSR, 1979, during each block of 4 years, an officer shall
be eligible for Leave Travel Concession (LTC) for travel to his home town once in each block
of 2 years. Alternatively, he may travel in one block of 2 years to his home town and in the
other block to any place in India by the shortest route. Further, in terms of Rule 38 of SBBJOSR,
1979, all leave to the credit of an officer lapses on resignation, retirement, death, discharge,
dismissal or termination.
In this connection, bank has examined the matter in consultation with SBI Corporate Centre,
25
Mumbai for providing of carrying over of the facility of LTC after retirement in situations where
it is not possible to proceed on LTC, before the date of superannuation either due to
exigencies of services or any other reason. It has also been observed that on many
occasions an officer has to proceed on LTC on the last day of his retirement. Since any
officer on an average works in the Bank for 35-40 years, he has some emotional attachment
to the Bank and therefore, he would like to be in the Bank on the last day of his service. As
such, there should be some provision for carry over of last LTC after retirement, which is not
available at present.
Keeping in view the above stated facts, the Executive Committee of the Board at its meeting
held on 29th May, 2009, approved that the following provisions be implemented in regard to
availment of LTC after retirement: subject to the amendment in the SBBJ Officers' Service
Regulations, 1979.
HOME PAGE
I. Where an officer is not able to avail LTC in the last block of service before
superannuation (which at present is 60 years of age) for any reason, LTC may be
permitted to be carried forward for two months beyond retirement and the retiree
may be allowed to avail of the facility within that period as per the existing rules
relating to the serving officers of the Bank. However, in case two leave travel
concessions are outstanding as on the date of retirement, only one LTC shall be
allowed to be carried forward beyond retirement.
II. The competent authority to permit the carry over of LTC beyond retirement will be the
same authority who has been authorized to allow carry over of LTC to serving officers.
Such carry over may be permitted due to official exigencies or any other genuine
reason.
III. The mode or class of travel by which a retired officer may avail leave fare concession
shall be the same as he was entitled to, as an officer, on the last date of his service in
the Bank.
IV. The LTC after retirement may be availed from the last place of posting (headquarter)
or from a place where the officer has settled down after retirement to the designated
place in India. However, the retiree officer has to come back to the same centre
from where he has started his journey and the entitlement will be calculated
accordingly.
V.
Those who opt for voluntary retirement, plan their exit from the Bank much in
advance and therefore the above facility shall not be extended to them.
VI. Encashment of LTC shall not be allowed after retirement under any circumstances.
VII.
VIII.
Since the privilege leave in the account of any officer is either encashed or lapses on
retirement, there is no question of grant of leave encashment with the facility of leave
travel concession after retirement.
The facility of leave travel concession after retirement shall not be extended to such
retired officers on whom Regulation 19(2) of SBBJ OSR, 1979 has been invoked and
who shall be deemed to be in service only for the purpose of the continuance and
conclusion of the disciplinary proceedings initiated against them.
PROCEDURE FOR AVAILMENT OF LTC AFTER RETIREMENT :

I. Where such carry over of LTC is to be permitted and where advance is availed from
the Bank, the amount equivalent to advance taken should be tendered by way of a
special term deposit receipt (STDR) of the bank for 6 months by the officer in his name
and a lien should be marked by the Bank on it. The lien should be released only after
the LTC bill is fully and finally settled. Where no advance is taken there is no need for
insisting on tendering of STDR as security.
II. The relative LTC bill must be submitted by the officer at the concerned branch/office
within 15 days of completing the last return journey undertaken by him/his family
member under the LTC facility and not later than six months of his date of retirement.
26
In case the officer fails to do so and he has availed advance from the Bank, the
entire amount of unutilized advance shall be adjusted by the Bank immediately from
the amount of STDR held under lien as mentioned in sub-paragraph (i) above for this
purpose. Similarly, if an officer does not undertake proposed journey under LTC even
after taking advance for the same, the interest on STDR will not be paid to him
(instead of recovering interest on amount of advance). Even, if no advance is taken,
the LTC bill must be submitted within 3 months of availing the LTC and in any case
before 6 months from the date of retirement.
III. Where, prima facie, the bill presented against availment of LTC after retirement
appears to be disputed or discrepant, the lien on STDR shall not be withdrawn till such
time as the matter is settled to the satisfaction of the sanctioning authority in the Bank
and the bill remains unpaid. Where the LTC bill is found to be false or fraudulent, the
entire amount of the STDR held under lien shall be adjusted against the advance
given for LTC by the Bank with interest on STDR.
EFFECTIVE DATE : The above scheme has been made applicable for the officers retired on
superannuation (at present 60 years of age) from the date of approval of the Executive
Committee i.e. 29
OSR, 1979.
th
May 2009 subject to the amendment. in the Regulation 47 of the SBBJ
TAX IMPLICATION : The tax liability on the LTC after retirement, if any, shall be borne by the
retiree officer.
Circular No. PER/19/2009-2010 DATED 30.5.2009, PER/86/84 dated 15.11.1984, PER/74/20002001 dated 18.11.2000 and PER/14/2007-08 dated 17.05.2007.
It has been decided that the facility of LFC after retirement may be extended only after
amendment to OSR(CIR NO. PER /26/2009-2010 DT. 19.6.2009)
60. Encashment of leave : One month leave once in four years or 15 days P. leave in Each
HTC/LTC
55. Encashment of one days P. leave for donation to PM Relief Fund
61. INCOME OF DEPENDENTS:
Wholly dependant family members income has been fixed @ Rs.3500/- p.m.
Availment of LFC after retirement (within 2 months) with prior approval
Extension of LFC Block by 6 months on Admn. Grounds in exigencies of service
HOME PAGE
62. JOINING TIME :
Not exceeding seven days exclusive of the number of days spent on journey.
63. LEASED ACCOMMODATION::REVISION IN RENTAL CEILING FOR LEASED ACCOMODATION /
CAR PARKING CHARGES / MAINTENANCE CHARGES:
The rental ceiling for leased accommodation provided to officers in JMGS-I TO SMGS-V were
last revised w.e.f.1.1.2011 and w.e.f. 1.4.2011 for officers in TEGS - VI & VII and same was
circularized vide HO e-Circular No. PER/21/2011-12 dated 13.06.2011. Detailed Reference Book
Recently Bank, in consultation with State Bank of India, Corporate Centre, Mumbai,
examined the issue and observe that after establishment of Networks (B&Os) at centres
categorized as 'A' Category, the officials, of various grades posted there, are finding it
difficult to take houses on lease befitting their status within the present rental ceiling
prescribed for the centres. Further, officers posted in project area centres are also facing the
27
same problems. State Bank of India has also revised leased rentals for all categories of
officers. Therefore, Bank has decided:i)
that the rental ceiling applicable to 'A' Category centre shall be applicable at
centres where Network (B&Os) (if not in major 'A') have been established and also
for Project Area centres.
ii)
that state capitals situated in "other than major 'A' centres", the rental ceilings
applicable shall be that of 'A' category centres.
iii)
In the composite areas of New Delhi (including Gurgaon) consisting Noida,

Gaziabad and Faridabad, the rental ceilings applicable will be of New Delhi and
for Maharajpur, Loni and Ballabhgarh the rental ceilings of Major 'A' category shall
be applicable.
iv)
It has also been decided to club the car parking and maintenance charges
prescribed separately earlier. The revised rental ceilings will be inclusive of car
parking and maintenance charges. Out of the total entitlement, a maximum 25%
of the rental amount will be available for car parking / maintenance charges /
security charges / society charges.
The revised lease rental ceiling for all centres except Mumbai and New Delhi will be as per
Annexue- 'A' and for Mumbai and New Delhi as per Annexure-'B'
It has also been decided to revise lease rental ceiling for officers placed in assignments as
TEGS -VII and TEGS-VI having budgetary allocations, DGM of Zones, DGM heading branches,
AGM Controllers and Branch Managers, Head of CPCs, Manager of Divisions, Relationship
Managers, RMMEs and RMSEs as per their grades as follows:
(i)
Rental ceilings applicable for such officers for all centres except Mumbai and
New Delhi are as per Annexure-'C'.
(ii)
Rental ceilings applicable for such officers for Mumbai and New Delhi are as per
Annexure-'D'.
(iii)
The officers who are entitled to higher rental ceilings by virtue of their posting will
continue to be eligible for the same ceiling if transferred to a different position in
the same centre provided they continue to occupy the same house. In case of
change of house, their entitlement as per their position will be applicable.
(iv)
For officers Scale TEGS-VI and VII posted in Network and Verticals under direct
administration of CGM (Retail Banking) - CGM (Retail Banking) and for officers in
Scale TEGS-VI and VII posted under direct administration of CGM (Corporate
Banking) - CGM (Corporate Banking), will be the competent authority to allow
additional rent of Rs2000/- per month over and above the prescribed rental
ceilings. For TEGSS-I officials, Managing Director will be the competent authority to
approve additional rent of Rs2000/- p.m. over the applicable ceiling. However,
the above discretion shall be exercised only if suitable accommodation befitting
the image of the Bank is not available within the prescribed rental ceilings.The
other instructions issued in the matter earlier from time to time shall remain
st
unchanged. The revision of rental ceilings will be effective from 1 July, 2012.
Detailed Reference
Book
Grade/
Scale
Major'A'*
Exst.@
Rev.#
'A Category'
Exst.@
Rev.#
28
'B' Category
Exst.@
Rev.#
Annexure'A'
(Rs .p.m.)
'C' Category
Exst.@
Rev.#
TEGSS-I
VII
VI
V
IV
III
II
I
35000
30800
18200
16800
15400
14700
14000
52000
50000
40000
29000
26000
23000
21000
20000
24300
18900
12800
12100
11100
10800
10100
37000
35000
30000
23000
21000
18000
16000
15000
29000
27000
20000
16000
14000
12000
11000
10000
18200
13000
7500
6900
6500
6200
5800
NA
NA
5900
5200
4900
4400
4100
22000
20000
17000
13000
12000
11000
9000
8000
*Kolkata, Chennai, Ahmedabad, Bangalore and

Hyderabad # Inclusive of car parking/ maintenance/
security charges. @Exclusive of car parking/
maintenance/ security charges.
MUMBAI
Annexure 'B'
(Rs .p.m.)
Grade/ Scale
Ceiling
TEGSS-I
VII
VI
V
IV
III
II
I
81500
79500
74500
49500
39500
34500
32500
29500
NEW DELHI
(Rs .p.m.)
Grade/ Scale
Ceiling
TEGSS-I
VII
VI
V
IV
III
II
I
76500
74500
64500
39500
32500
29500
27000
26500
HOME PAGE
Annexure'C'
29
Scale TEGS -VII and TEGS-VI having budgetary allocations, DGM of Zones,
DGM heading branches, AGM Controllers and Branch Managers (of all
Scales), Head of CPCs, Manager of Divisions, Relationship Managers, RMMEs
and RMSEs. (Rs .p.m.)
Grade/
Scale
Major'A'*
Exst.@
TEGSS-I
'A' Category
Rev.#
Exst.@
54000
Rev.#
'B' Category
Exst.@
39000
Rev.#
'C' Category
Exst.@
31000
Rev.#
24000
VII
35000
52000
24300
37000
18200
29000
NA
22000
VI
30800
42000
18900
32000
13000
22000
NA
19000
18200
31000
12800
25000
7500
18000
5900
15000
IV
16800
28000
12100
23000
6900
16000
5200
14000
III
15400
24000
11100
19000
6500
13000
4900
12000
II
14700
22000
10800
17000
6200
12000
4400
10000
14000
21000
10100
16000
5800
11000
4100
9000
*Kolkata, Chennai, Ahmedabad, Bnagalore and

Hyderabad # Inclusive of car parking/ maintenance/
security charges. @Exclusive of car parking/
maintenance/ security charges.
Annexure'D'
PROPOSED REVISED RENTAL CEILING FOR LEASED ACCOMODATIONS
(Inclusive of car parking and maintenance charges/ security charges)
Scale TEGS -VII and TEGS-VI having budgetary allocations, DGM of Zones, DGM heading
branches, AGM Controllers and Branch Managers (of all Scales), Head of CPCs, Manager
of Divisions, Relationship Managers, RMMEs and RMSEs
MUMBAI(Rs .p.m.)
Grade/ Scale
Ceiling
TEGSS-I
VII
VI
V
IV
III
II
I
83500
81500
76500
51500
41500
35500
33500
30500
NEW DELHI
(Rs .p.m.)
Ceiling
Grade/ Scale
TEGSS-I
78500
30
VII
VI
V
IV
III
II
I
76500
66500
41500
34500
30500
28000
27500

64. LEASED ACCOMMODATION: PERMISSION OF ADVANCE RENT FOR ACQ. LEASED
ACCOM. AT THE SPECIFIED CENTRES & REIMB. OF BROKERAGE : REVISION IN THE AUTH.
STRU
The leased rent may be paid in beginning of the month if the terms of the lease agreement if
warrant so.
The delegation to sanction reimbursement of brokerage up to a maximum of one month rent
entitlement or actual monthly rent (whichever is lower) at centres notified by State Bank of
India and payment of advance rent up to 12 months vests with the same authority who is
vested with the powers to sanction the leased accommodation.
However, the authority for notification of specified centres for payment of advance rent will
continue to be vested with Chief General Manager, as hitherto.
( CIRCULAR NO. PER/302011-12 DATED 27.6.2011, PER/47/2002-2003 DATED 27.09.2002,
PER/104/2006-2007 DATED 15.03.2007 and PER/21/2011-12 DATED 13.06.2011)
HOME PAGE
Before implementing the above circular guidelines the following ceilings were made
available to the officers:
(w.e.f. 1.1.2011 up to SMGS and 1.4.11 for TEGS)
C
Grade
Mumbai Delhi
Major A*
A
B
pulation 2 lakh to Other
Centres
Population
Rs.
Rs.
Rs.
7.50 lacs & s then 7.50 lacs & centres
)
Rs.
above(Rs.)
JMGS
20000
15000
14000
10100
5800
4100
MMGS-II
20000
15000
14700
10800
6200
4400
MMGS-III
25000
18000
15400
11100
6500
4900
SMGS-IV
30000
20000
16800
12100
6900
5200
SMGS-V
35000
22000
18200
12800
7500
5900
TEGS-VI
60000
50000
30800
18900
13000
NA
TEGS-VII
65000
55000
35000
24300
18200
NA
Car parking
1000
1000
1000
600
300
NA
Society
1250
1250
1250
925
625
300
Maintenance
charges
Brokerage / commission paid by an officer upto a maximum amount not more than
one month rental ceiling applicable to the officer within his entitlement to estate
agents / property dealers may be reimbursed on production of receipts.
In almost all the Zones, few centres which are fast developing due to IT industries / SEZ
/ project areas or of historical / religious / tourist importance / submersible and in spite
of being categorized as 'B' or 'C' category centres, the rental value of residential
houses / apartments are very high. The CGM have the discretion to notification of
maximum five such centres for increasing the leased rental ceiling upto 10% in such
centers.
31
The revised ceilings are the outer limits set by us. All efforts should be made to secure
residential accommodation at lower rates where possible.
The lease rentals of the accommodation already leased to the Bank should not be
revised till the contracted period expire or lease is due for renewal and enhancement
is asked for by the landlord and is in accordance with the prevailing market rent in
the locality.
The officers, who have their own houses/ flats constructed/ purchased under the
Bank's Individual Housing Scheme, at the centres where they are posted, should as far
as possible, occupy their own houses/ flats. They may, however, be permitted leased
accommodation, if they experience any difficulty in occupying their own house.
Further, if the particular assignment has a designated house, the same should be
invariably occupied by the incumbent.
Under the Bank's Co-operative Housing Loan or Individual Housing Loan Schemes, it is
incumbent on the part of employees to offer the houses/ flats constructed/
purchased there under on lease to the Bank. It is imperative that the residential
accommodation available under this arrangement should be effectively
requisitioned and utilized in order to ensure that the expenditure on leased residential
accommodation is kept to the minimum.
Flats/ houses already leased to the Bank by employees/ officers on economic rent
basis should not be released except for the occupation of the employee concerned
till the loan is fully liquidated.
The Premises and Estate Department at HO should draw up a list of residential

accommodations already available (i.e. houses/ flats of employees under lease to
the Bank), and those to be requisitioned in future, including particulars of
accommodation available, etc., and allot these accommodations to the eligible
officers.
The officers posted in Head Office Establishments and Inspection & Audit Department
should also be provided Bank's flats strictly on first come first serve basis at par with
local officers posted at the centre.
The revised lease rental ceiling shall be applicable w.e.f.1.1.2011 in case of officers
upto SMGS V, and w.e.f. 1.4.2011 in case of officers TEG Scales VI and VII.
Advance rental to land lord may be reimbursed upto 12 months in the centres where
the practice of advance-leased rental is in place. Such centres will be notified by the
CGM. Detailed Reference Book
Delegation to sanction society maintenance charges and car parking charges vests
with the same authority who is vested with discretion to sanction the leased
accommodation. (Per/21/11-12 dated 13.6.2011)
32
The lease rent for the concerned month may be paid in beginning of the month if the
terms of the lease agreement warrant so.
The power to sanction reimbursement of brokerage up to a maximum of one month
rent entitlement or actual monthly rent (whichever is lower) at centres notified by
State Bank of India and payment of advance rent up to 12 months to the same
authority who is vested with the powers to sanction the leased accommodation.
The authority for notification of specified centres for payment of advance rent will
continue to be vested with Chief General Manager, as hitherto. (Cir Per/30/20112012 dated 27.7.2011)
65. FACILITY OF LEASED ACCOMMODATION AT A PLACE OF CHOICE
a.
b.
c.
Officers in Scale I to VI may be permitted to avail leased house facility at a place

of choice any where within the country.
The rental ceiling will be that of the centre where the leased accommodation is
availed or the place of posting, whichever is lower. However, if the officer retains
the leased accommodation at the previous place of posting, the lease
entitlement of that place will be applicable for one year from the date of his/her
transfer, if the entitlement is lower at the place of posting. In such cases, after
completion of one year the entitlement will be the rental ceiling applicable to
place of posting or place of leased accommodation whichever is lower.
The revised instructions would be applicable henceforth to all officers in scale I to
VI and would be effective from 18.02.2012.
The authority structure for approving the above facility will be as under:
OFFICERS UP TO SCALE-V POSTED AT
1.
Branches / Zonal Offices
2.
DGM headed branches
3.
Head Office and its establishments
TEGS - VI
APPROVING AUTHORITY
DGM of the Zones
DGM of the Branch
DGM (Per. & HRD)
Respective General Manager
(Cir No. Per/89/2011-12 dt. 25.2.2012, PER/71/2008-2009 DATED 15.12.2008)

HOME PAGE
* Kolkatta, Chennai, Ahmedabad, Banglore, Hyderabad
**Vishakhapatnam,Patna,Vadodra,Kochi,Indore,Bhopal,Ludhiana,Coimbotore,Madurai,Agra
,Varanasi
-Leased accommodation at rental in excess of entitlement also to be sanctioned by same
authority
- Advance rent for leased accommodation for 10 months at Mumbai
-Payment of brokerage for 2 months entitlement of rent at Mumbai and Navi Mumbai
-Leased accommodation for family upto MMGS-III anywhere in India, extended upto SMGSV
-Rent on capital cost basis even if posted outside
-Ceilings for capital cost basis on the rates applicable to the place where house is
constructed
-Rental Ceilings applicable to the centre where leased accommodation is provided
HOME PAGE
66. STAFF SUPERVISING: FACILITY OF LEASED ACCOMMODATION AT A PLACE OF CHOICE

:EXTENSION OF THE FACILITY TO TEGS-VII OFFICIALS
The facility of leased accommodation at a place of choice to TEGS-VII (General Managers)
may be extended subject to the following conditions:
This facility is applicable only for leased accommodation and not for Bank's flat and
designated houses.
Where the officer who has been provided with bank's flat / designated house at the
33
previous place of posting, desires to continue to keep his / her family at the centre he /
she will have to vacate the banks flat / designated house within 30 days of his / her
transfer and himself / herself make alternate arrangements for the lease accommodation
of his / her family within his / her rental ceiling entitlement.
Where the officer opts for and is provided leased accommodation at a place of choice,
the designated house, if available at the new place of posting, shall be made available
for occupation to him / her subject to house rent recovery for both the accommodations
@ 1.75% of the first stage of the scale of pay in which the officer is placed or the standard
rent for the accommodation, whichever is less.
The designated house means banks own house or property taken on long lease for the
official residence of the designated official.
Where an officer has been provided leased house at a place of choice, other than the
place of posting, he / she will be eligible for bank's guest house for a maximum period of
2 months at the place of posting and bank's accommodation will not be provided at the
place of posting. They will have to make their own arrangements for stay at their cost at
the place of posting.
Under no circumstances, an officer is provided with leased accommodation at two

places.
An officer exercising the option of availing the facility of leased accommodation at a

place of choice will be entitled for reimbursement of actual travelling expenses in respect
of self and family members and cost of transportation of household luggage to the place
where he intends to have the leased accommodation facility. However, the
reimbursement will be restricted to his / her entitlement had he / she shifted his / her
family and house hold luggage to the place of posting. This facility will be available only
once during one posting.
HOME PAGE
67 . HRA ON CAPITAL COST BASIS
In order to bring uniformity with the facility of leased accommodation at the place of choice,
HRA on capital cost basis should also be paid at the rate applicable at the centre where the
house (constructed out of Bank's finance under IHL) of the officer is situated and he/she is
permitted to keep his/her family thereat, irrespective of his/her place of posting.
(PER/2009-2010 DATED 20.3.2010 AND PER/84/2004-05 dated March 29, 2005)
68. ADVANCE RENT PAID::

At certain centers payments of advance rent as per trend/custom at that center is
permitted. If such officer is transferred at another center and wants to retain his family at
previous place of posting he is permitted to do so within his entitlement for reimbursement of
leased amount as per ceiling of new place of posting.
The ceiling of leased
34
accommodation at new place of posting may be lower than the ceiling at the than previous
place of posting. The advance rent is treated as security deposit, which is returned by the
landlord after vacation of the leased accommodation. Bank has examined the matter and
it has been decided that the Rent Advance paid by the Bank under leased accommodation
facility to be protected as long as the officer's family continues in the same house/flat. Other
terms and conditions in this regard will remain unchanged.
(CIRCULAR NO. PER/01/2008-2009 : April 01, 2008 )
69. LEASED HOUSING ACCOMMODATION - CLOSE RELATIVES

TERMS AND CONDITIONS
Officers may take houses on lease belonging to their close relatives on case to case basis
depending on merits of each case and if the circumstances so warrant subject to the terms
and conditions as under : The authority to approve such facility need to be one scale higher
than the authority to approve leased accommodation but not below the rank of Dy.
General Manager.
(i)
(ii)
(iii)
(iv)
(v)
If Bank's own residential accommodation is available, it should be offered to the

officer who needs a residence. In such a case, officer should not be permitted to
have leased accommodation.
The house belonging to the officer, should not be permitted to be leased to the
Bank for his own occupation. Further, the house belonging to the officer's spouse
as well as dependent children should also not be permitted to be leased to the
Bank for his own occupation.
In case the house of a relative of the officer is taken on lease for his occupation,
the lease agreement must be entered into with the bank and not with the officer.
While entering into lease agreement in respect of the house, if belonging to the
close relative, Bank should stipulate the condition that when the officer is
transferred to other place the Bank will continue the lease agreement as per its
needs.
The house acquired by the relative should have been acquired by him/her from
his/her own sources (not partly funded by the officer) and that it should be
independent and in full occupation of the officer and not shared with the
relative.
The term "close relative" as defined in the SBI General regulations includes the following:
Spouse
Father
Mother (including step-mother)
Son (including step-son)
Son's wife
Daughter (including step-daughter)
Daughter's husband
Brother (including step-brother)
Brother's wife
Sister (including step-sister)
Sister's husband
Brother (including step-brother) of the spouse
Sister (including step-sister) of the spouse.
(CIRCULAR NO. PER / 16 / 2011-12 DATED 19.05.2011)
HOME PAGE
70. Travel within 15 Kms. Where from the journey started and remained away for atleast 4
hours
Half of the halting allowance or Rs.275\- per day whichever is lower.
35
71. LODGING & BOARDING:

The latest revised the ceilings for reimbursement of hotel expenses to officers, w.e.f.
01.02.2012, are as under:
(i) (a) Metro centre:(i) (b) Major A centres:(i) (c) Area I centres:(i) (d) Other centres:(ii) Officers in Top Executive Grade Scales VI and above, who are unable to stay in
eligible hotels in metro centres within the permissible room tariff, may be reimbursed actual
lodging expenses for staying in other hotels not exceeding 125% of the room tariff of their
entitled class at these centres.
Eligibility
to stay in
ITDC hotels
Metro-Maximum room tariff permissible (Non ITDC Hotels)Revised rates

w.e.f.
1.2.2012
w.e.f.
1.2.2013
w.e.f.
1.2.2014
w.e.f
1.2.2015
On or after
1.2.2016
TEGSS I & II
4* Hotel
12000
12600
13200
13900
14600
TEGS VI & VII
4* Hotel
9000
9500
10000
10500
11000
SMGS IV & V
3* Hotel
6000
6300
6600
6900
7200
MMGS II & III
2*
Hotel
(Non-AC)
3200
3400
3600
3800
4000
JMGS I
1*
Hotel
(Non-AC)
2200
2300
2400
2500
2600
Major A -Maximum room tariff permissible (Non ITDC

Hotels)- Revised rates
Eligibility
to stay in
ITDC hotels
ITDC hotels
w.e.f.
1.2.2012
w.e.f.
1.2.2013
w.e.f.
1.2.2014
w.e.f
1.2.2015
On or after
1.2.2016
w.e.f.
1.2.2012
w.e.f.
1.2.2013
w.e.f.
1.2.2014
w.e.f
1.2.2015
On or after
1.2.2016
TEGSS I & II
4* Hotel
11000
11600
12200
12800
13400
TEGS VI & VII
4* Hotel
8000
8400
8800
9200
9700
SMGS IV & V
3* Hotel
5500
5800
6100
6400
6700
MMGS II & III
2*
Hotel
(Non-AC)
2900
3000
3200
3400
3600
JMGS I
1*
Hotel
(Non-AC)
2000
2100
2200
2300
2400
HOME PAGE
Eligibility
to stay in
ITDC
hotels
TEGSS I & II
4* Hotel
Area I- Maximum room tariff

permissible (Non ITDC
w.e.f.
1.2.2012
w.e.f.
1.2.2013
w.e.f.
1.2.2014
w.e.f
1.2.2015
On
or
after
1.2.2016
6000
6300
6600
6900
7200
36
TEGS VI & VII
4* Hotel
5000
5300
5600
5900
6200
SMGS IV & V
3* Hotel
3000
3200
3400
3600
3800
MMGS II & III
2* Hotel
(Non-AC)
2200
2300
2400
2500
2600
JMGS I
1* Hotel
(Non-AC)
1500
1600
1700
1800
1900
Eligibility
to stay
in ITDC
hotels
Other centres- Maximum room tariff permissible (Non ITDC

w.e.f.
1.2.2012
w.e.f.
1.2.2013
w.e.f.
1.2.2014
w.e.f
1.2.2015
On or after
1.2.2016
TEGSS I & II
4* Hotel
5000
5300
5600
5900
6200
TEGS VI & VII
4* Hotel
4000
4200
4400
4600
4800
SMGS IV & V
3* Hotel
2500
2600
2700
2800
2900
MMGS II & III
2* Hotel
(NonAC)
1* Hotel
(NonAC)
1600
1700
1800
1900
2000
1200
1300
1400
1500
1600
JMGS I
(iii)
The above rates are the maximum ceiling upto which the officer may be
permitted to stay in a hotel, but the Offices / Zones will be advised to arrange for
tie-up with the star category non ITDC hotels and fetch maximum discount
possible. The officer will be reimbursed upto the maximum rates mentioned above
as per his entitlement or the card rates of the hotel whichever is lower.
(iv)
For the purpose of reimbursement of room tariffs to officers while on outstation
duty, all state capitals (other than State Capitals falling in Metro category) may
treated as Major A class cities.
(v)
All officers are advised to stay in Banks guesthouse to the extent possible.
(vi)
GM (Ops) & CDO is authorized to issue clarifications in this regard.
(vii)
The above modification will be effective from 01.02.2012.
(PER/3/2012-2013 DATED 18.4.2012 AND PER/60/2007-2008 dated 01.12.2007)
Major A = Mumbai, Delhi, Kolkata, Chennai, Ahmedabad, Bangalore & HyderabadArea I =
Pune ,Nagpur, Surat, Kanpur, Patna, Jaipur, Lucknow, Visakhapatnam, Patna, Vadodra,
Kochi, Indore, Bhopal, Ludhiana, Coimbatore, Madurai, Agra & Varanasi
HOME PAGE
72. FURNITURE & FIXTURES AT RESIDENCE :

Category
Amount
Annual
Curtains(with
(excluding
repair
in
overall
taxes)
charges
cost
of
( in Jan)
furniture
&
Fixture)
JMGS *
90,000
9,000
9,000
37
Furniture Items: Sofa set, Central

Table, Show Case, Single Bed, Dining
Table, Dining Chairs, Writing Table
&chair, dressing table , Ironing Table
with Iron, Invertor, Computer Table &
Chair,
Kitchen
rack,
RO
System\water
purifier,
Fully
automatic
washing
machine,
MMGS
1,00,000
10,000
10,000
SMGS-IV
1,10,000
11,000
10,000
SMGS-V
1,75,000
12,000
15,000
TEGS VI-VII
4.00,000
By Bank
Included
in
the ceiling
refrigerator(any size), mixer grinder,

vacuum cleaner, LCD TV of any size,
TV trolley, Set Top Box, OTG or
Microwave Oven, Room Heater,
Meat Safe, Garden Chairs(4), Bed
Side Table(2),
AC(any size) ,
Laptop/Notebook, DVD \VCD
\
Home theatre, Sofa-cum-bed, tel.
table, carpet , Shoe rack
Fixtures: Ceiling fan (4), Tube
Light(6), Chandelier(1), Geyser (1),
Steel Almirah (2), Air Cooler (1),
Morning Walker, Foot Massager
(Per\8 dated 29.05.2010)
+Cooking range, dish washer,
wardrobe,
wall unit, Kitchen
Chimney hub, Food Processor
Detail of items & other conditions
(LCD 32, Washing machine 7 Kg)
Curtains: Replacement after 3 years
Dry cleaning every 6 months
Furniture to eligible officers residing in ancestral\house built without bank finance

REPLACEMENT\REPAIR OF FURNITURE\FIXTURES
Maintenance\repair charges will be paid once in a year in the month of January .
No carry forward is allowed.*Annual lump sum amount to be paid in full to those
officers (JMGS to SMGS)who avail furniture to the extent of 50% or more of their
entitlement and no amount is payable to those who avail less than 50% Ist payment
will be made only if January falls 9 months after purchase of furniture
Furniture \fixture will be replaced after 10 years. All electronic and electric consumer
items and equipments running on electricity except physical health equipment to be
replaced after 5 years. Mattresses, curtains and inverter battery to be replaced after
3 years. The life span of all the items shall be reckoned from the date of purchase.
In case of unfortunate death of officer, no recovery from family.
Insurance to be paid by Bank

Replacement of curtains and inverter batteries is permitted after three years within
prescribed ceilings: as per their eligibilities, for furniture and fixtures. (PER/89/2008-2009
DATED 7.3.2009)
The officer will have to utilize 50% of overall entitlement on furniture items
At the time of retirement, if the items are old than 5 years, no cost to be recovered
and in case the period of 5 years from the date of purchase is not complete, book
value to be recovered.
8. Electronic Items, Mattresses that are three years old and Curtains, Inverter battery
being consumable item
may be given
to officer free of cost at the time of
retirement and depreciated book value thereof will be written off.(Per/76/2010-2011
dated 18.10.2010)
Repair\Replacement of Inverter Battery Rs.9000/- once in 3 yrs (Per/77/2010-2011 dt
19.10.2010)
No restriction on quantity from the list of prescribed items applicable as per his scale
within his overall entitlement(Per/35/10-11 dated 24.6.2010).
Saff members has to ensure that the FEF should be purchased on behalf of the Bank and the
same is Bank's property, which he/she should possess and take good care of as a bailee.
Therefore, officers who are purchasing FEF items under this scheme, should purchase the
same in the Bank's name only and all related cash memo(s)/ receipted challan (s) should
also be in the Bank's name only. (Per/47/2010-2011 dated 17.7.2010)
73. PROVISION OF FURNITURE & FIXTURES TO OFFICERS ON PROBATION IN PERMANENT
EMPLOYMENT OF THE BANK
In terms of H.O. Circular No. PER/13/2007-2008 dated 17.05.2007, officers on probation are
38
allowed fixtures up to RS. 20000/- and after confirmation, they are entitled for the balance
amount (i.e. eligibility minus Rs. 20000/-) under the Scheme.
Bank in consultation with State Bank of India, Corporate Centre, Mumbai decided to revise
the provision of furniture & fixtures to officers on probation, which is as detailed below:- The
quantum eligible for JMGS-I may be extended immediately to the officers promoted from
Clerical Cadre to JMGS-I (Both regular promotees and T.Os.) and the same may be
extended to Probationary Officers and other directly recruited officers after they complete 1
year service in the Bank.
Those who intend to resign during the probation period would be required to repay
the entire amount given to them to purchase new furniture/fixture. It should be
advised to them at the time of sanctioning advance towards furniture/fixture that
their resignation will not be accepted till the recovery of entire amount.
A suitable undertaking may be obtained from the officials on probation in this regard.
(Cir.No. Per/88/2011-2012 dated 25.2.2012) HOME PAGE
74. FEF ITEMS FOR OFFICERS SCALE TEGS-VI AND VII
The officers of Scale VI & above may be permitted to carry furniture & fixtures on transfer
upto Rs.3.00 lac. It will be necessary for the officers in scale VI and VII to carry the furniture
and fixtures purchased at the specific requirement / request of the officer up to a total cost
of Rs 3.00 lac on transfer to their next place of posting. If any officer in scale TEGS-VI & above
proposes to purchase items of furniture and fixture, which is not in the prescribed list, the
same may be permitted by the competent authority, provided the item is in the nature of
furniture and fixture. In such case, the officer will necessarily have to carry the item on
transfer/retirement. This would be also applicable in cases where additional number of same
item is purchased by the officer. The competent authority in this regard shall be GM
(Operations) - In respect of officers posted in Zones. Respective GM (- In respect of officers
posted in Head Office and its establishments in Jaipur as well as outside Jaipur. (CIRCULAR
NO. PER/35/2010-2011 DATED 24.06.2010)
75. STAFF SUPERVISING: OFFICERS UPTO SMGS-V FURNITURE PROVIDED TO OFFICERS AT THEIR
RESIDENCES : CLARIFICATIONS FOR VARIOUS DOUBTS
Please refer to our Circular No. PER/110/2006-07 dated 28.03.2007 and PER/13/2007-2008
dated 17.05.2007 wherein details and some clarifications of the new scheme for provision of
furniture/fixtures provided at the residential accommodation of officers in SMGS-V and below
were advised. We are receiving queries seeking certain clarifications on the operation of the
scheme. We have examined the matter in consultation with State Bank of India and it has
now been decided to implement the following guidelines with immediate effect: -
S.N.
EXISTING INSTRUCTIONS
REVISED INSTRUCTIONS
39
1.
As per the existing instructions the

lump sum amount for expenses
on account of repairs etc. shall
be given as per the eligibility of
the officers in the month of
January and thereafter in the
month of January every year. In
this regard a query has been
raised in context of the new
scheme as under: - Whether
annual
lump
sum
amount
towards repairs etc. are payable
to officers
retiring before the
month of January every year?
In the new scheme it is provided that the lump sum

amount for expenses on account of repairs etc. shall be
given as per the eligibility of the officers in the month of
January and thereafter in the month of January every
year. For officers retired/retiring before the month of
January it is clarified that lumpsum amount for the year in
which the officer retires may be paid on pro-rata basis for
the no. of month(s) officer was in service during the year
(February to January taken as 12 months).
2.
As per the extant instructions the

furniture is supplied to the officer
in whose name the bank's flat/
leased
accommodation
is
provided. One of the queries
referred in context of the new
scheme is as under: - If husband
and wife both are working as
officers in our Bank, what will be
the position? (i) If both are
working at the same centre. (ii) If
both are working at different
centers and have been supplied
furniture items separately and
later come to stay at the same
centre.
In the present scheme, it is
provided that the purchase of
furniture should be made through
reputed dealers only. Now some
of sectors have raised a query
that whether the purchases of
furniture items through internet is
permitted.
It is provided in the new scheme
that the lump sum amount for
expenses on account of repairs
etc. shall be given as per the
eligibility of the officers in the
month of January and thereafter
in the month of January every
year. One of the query referred in
context of the new scheme is as
under: - If an officer has not
availed full value of furniture to
which he is entitled whether
he/she will be eligible for full
amount of annual lumpsum
amount towards repair etc.
In this regard it is advised that the furniture is supplied to a

person in whose name the bank's flat/leased
accommodation etc. is provided. Since it will be
operationally inconvenient for the Bank as well as officer
to surrender and purchase fresh set of furniture on each
occasion. Therefore, it has been decided that the officers
in such a situation may be allowed to hold two sets of
furniture. The storage of excess furniture, if any may be
arranged by the officers at their own cost.
3.
4.
It is clarified that the purchase of furniture items through

Internet is not permitted.
It has been decided to follow the under noted guidelines

in this regard. Those who avail furniture to the extent of
50% or more of their entitlement may be paid full annual
maintenance lumpsum allowance applicable to his
substantive grade. Those who avail furniture to the extent
of less than 50% of their entitlement may not be paid any
annual lumpsum amount. The above provisions shall be
effective for the calendar year 2008 and onwards.
40
5.
A query regarding additional

ceiling for fixtures was raised as
under-Whether the fixtures are
part of the furniture entitlement
and whether additional ceiling
for the cost of the fixtures may be
fixed in the new scheme
because there are operational
problems in carrying the fixtures
that are in-built in the premises?
It has been decided that fixtures are the part of the

furniture entitlement and no additional ceiling for the
fixtures is provided in the new scheme. However, if the
officers are residing in the Bank's flat, the items viz. Ceiling
fans, Tube lights and Geysers provided in the flat should
be treated as part of fixed fixture items (such as in-built
almirah, grills etc.) and may not be removed on account
of transfer of the officer. When an officer is transferred to a
centre where he is allotted Bank's flat, he may be
permitted to hold 2 set of such fixtures (one that he may
be carrying from the leased house etc. provided to him at
previous centre) and the storage of such additional set of
fixtures may be arranged by the officer at his own cost.
However, for the purpose of overall ceiling the original
cost of only one set of fixtures of lesser value will be
considered.
6.
It is provided in the new scheme

that on retirement, all the officers
(including
TEGS-VI
and
above)are allowed to purchase
furniture items, which they are in
possession of. The Furniture items
which are more than 5 years old
is given free of cost and for less
than 5 years old, is sold at book
value.
It has now been decided that the furniture items may be

purchased by the officers on retirement, at the following
cost:
Furniture with age more than 5 years - free of cost.
Items with more than 4 years of age - at 20% of the original
cost.
cost.
cost.
cost.
Items with less than 1 years of age - at 100% of the original
cost.
The difference amount if any, in the book value and sale
value should be written off.
Instances have come to notice

that in electronic/electrical items,
the market value diminishes faster
and the book value some times is
far more than that of market
value. Therefore, the officer is
required to purchase at a price
higher than the market price. The
matter has been submitted by
various sectors for review.
The curtains and inverter battery being consumable items may be given to the officers (in all
scales), who retire on superannuation, free of cost irrespective of its age. The book value, if
any, may be written off as per extant instructions.
Per/24/10-2011 dated 25.5.2010 and Per/34/2008-2009 dated 11.8.2008 CIRCULAR NO.
PER/35/2010-2011 DATED 24.06.2010)
HOME PAGE
76. SCHEME OF DELEGATION OF FINANCIAL POWERS: ENHANCEMENT IN THE FINANCIAL
POWERS FOR SANCTION OF FEF TO BE SUPPLIED AT THE RESIDEN ACCOMMOD OF OFFICERS
The Bank has recently enhanced financial powers, as under, for AGMs & above in respect of
purchase of furniture and fixtures by the officers for use at their residence:
(Rs. in lac)
Category
GM
DGM
41
AGM
Purchase
of
furniture including
carpets, curtains
&
electronic
installation
(any
one instance) for
residence
4.00
(Up
entitlement
DGM grade)
to
of
1.75
(Up
entitlement
AGM grade)
to
of
1.10 (Up to entitlement of CM grade)

(At HO, AGM Premises can sanction
up to entitlement of AGM grade)
(Circular No. PER/110/2006-07 dated28.03.2007 and PER/13/2007-08 dated 17.05.2007 and

Per/15/2011-2012 dated 19.5.2011).
HOME PAGE
77. SALE OF FURNITURE AND FIXTURES TO RETIRING OFFICERS IN ALL SCALES:
Presently, the bank is provisioning for depreciation on monthly basis but this benefit is not
passed on to the retiring officer.
We have decided that the depreciation of the furniture and fixtures will be calculated on the
actual age of the items as on the date of retirement of the officer, by calculating the
depreciation on monthly basis for the period over and above the age completed on yearly
basis, for example if the age of the furniture is 4 years and 11 months the depreciation will be
calculated apart from the completed age of four years for 11 months also on monthly basis.
No benchmark price in the scheme is stipulated. It is also clarified that:
All electronic and electrical items and equipments running on electricity are classified as
electronic items except physical health equipments. All other remaining items including
physical fitness/ health equipments are classified as furniture items.
An officer can avail the facility to purchase new electronic items 6 times only during his entire
service and for purchase of furniture the facility will be continue to be availed 3 times only
during his entire service as per existing instructions.
In case of death of an officer while in service, the family of the deceased officer will be given
furniture and electronic items free of cost and the book value of the same will be written off
from bank's books as hitherto.
Owernership of FEF item supplied to officers
The furniture and fixtures provided to officers in TEGS-VI cadre and above are owned by the
Bank, the ownership thereof is not transferred to them on completion of the prescribed life
span of that particular furniture / fixture.
Regarding transfer of ownership of furniture and fixtures to officers up to SMGS-V, on
completion of prescribed life span of an item, the residual book value of that particular item
shall be reckoned as zero by debiting to charges account.
(Per/18/2011-2012 dated 19.5.2011)
HOME PAGE
42
78. SUPPLY OF LAPTOPS TO OFFICERS IN TEGS-VI AND ABOVE
The officers in TEGS-VI and above who have not been provided laptops and wish to
purchase latest laptops within the overall ceiling of Rs. 75000/- may be permitted to purchase
laptops as per their requirement/choice in consultation with the concerned Zonal IT Centres/
ITSD and after obtaining three quotations from the reputed vendors/authorized dealers.
Further, for verifying the prices, sites of major laptop manufacturers should be checked so
that there will be no over quoting of prices by the dealers. The condition regarding
procurement through IT Services Department has now been substituted with
" In
consultation with the Zonal IT Centres / IT Services Department for laptops to be procured at
Zonal Offices and Head Office respectively. "
The technical specifications for procurement of laptops, advised by IT Services Department,
Head Office, Jaipur are detailed as under:
TECHNICAL SPECIFICATIONS OF LAPTOP BEING PROCURED AT PRESENT
1
2
3
4
5
6
7
8
9
10
11
12
13
14
15
16
17
18
19
20
21
22
23
24
Intel Centrino Duo Processor Technology

Intel Core 2 Duo processor 2.4 Ghz. 3 MB L2 Cache, 1066 Mhz FSB or Better
Intel GM 45 Chipset or better Intel Chipset
4 GB DDR2 RAM configured with 2 X 2 GM momery module.
250 GB SATA HDD with 5400 RPM or better.
15.4" WXGA with Resolution 1280 X 800 TFT display or better.
DVD Writer 8 X DVD RW with Double Layer support and Software for
Burning DVD/CD.
Intel Graphic Media Accelerator.
Wireless - Intel 5100 a/g/n or Intel 5300 a/g/n WLAN.
Integrated WEB CAM 1.3 Mega pixel or better.
Integrated Blue TOOTH.
In Built speaker, in built 56 K Modem.
86/87 Keys Keyboard or better. Track point/Touch pad mouse.
10/100/1000 Ethernet LAN.
Ports - Minimum three USB 2.0 ports, RJ11, RJ 45, VGA, MIC, Audio Out/In.
Card Reader-Minimum 4 in 1 Card Reader or better, PCI Express/PCMCIA Card Slot.
Battery - 4/6 cells with minimum three-hour power backup.
Power Management. Instant Data Recovery.
Weight - between 2 and 3 kg.
Carry Bag, Accessories Like power cables etc.
Certification - Certified for Microsoft Windows with Documentary proof.
Genuine Windows VISTA (Business) installed and configured with Recovery
Media (CD/DVD).
Three-Year comprehensive warranty for laptop and two year
comprehensive warranty for battery.
MS Office 2007
The officers of TEGS-VI grade and above, who have been provided with a laptop, will be
eligible for a new laptop, after 3 years from the date of purchase of the laptop, subject to a
monetary ceiling of Rs.75000/-, and the official has to arrange for buy back of the old laptop
with the vendor. The cost of the laptop will be reduced to the extent of buy back cost of old
laptop.
In no case the laptop will be replaced before expiry of 3 years. However, in special
circumstances where the laptop has been damaged beyond repair, it may be replaced
after two years. In such cases, the request for replacement should be supported by a
technical report from the supplier/vendor.
In case of voluntary retirement/ resignation etc., if the officer wants to retain the laptop, he
can retain the same after paying the book value of the laptop.
43
The Bank will bear the cost of repairs/ maintenance and insurance of laptop till 3 years from
the date of purchase. Thereafter, the Bank will not bear the cost of repairs/ maintenance
and insurance of the laptop.
The officer will carry the laptop with him on transfer.
(Per/38/2010.2011 dated 30.6.2011 and Per/79/2009-2010 dated 7.12.2009)
HOME PAGE
79. ONE PERCENT ADDITIONAL INTEREST ON ALL NEW DEPOSIT PRODUCTS:
It has been decided to allow additional one percent interest rate over the prevailing rate for
all deposit accounts of staff including new products. The facility is extended to all categories
of staff members.
(PER/89/2008-2009 DATED 7.3.2009)
80. NEW PROMOTION POLICY ::FOR GENERAL CADRE OFFICERS FOR PROMOTION UP TO SMGSV
Executive Committee of the Board of our Bank at its meeting held on 8th September 2012
has approved the new promotion policy for promotion for general cadre officers for
promotion up to SMGS-V to be implemented from the year 2012-13. The revised promotion
policy applicable for promotion from JMGS-I and up to SMGS-V beING implemented in our
Bank is detailed below :
The proposed promotion policy has the following objectives:
i) To lay down the principles of promotion from JMGS-I to SMGS-V
ii) To ensure that people with the right amount of knowledge and experience are
promoted.
iii) To provide a fair chance for career progression to talented officers.
The details of the policy are as under:
1. Scope: The policy covers all promotions from JMGS-I to SMGS-V in General Cadre.
2. Promotion Year
Each financial year beginning April 1st and ending March 31st will be treated as a promotion
year for conducting promotional exercise subject to availability of vacancies in each grade.
3. Vacancies
At the beginning of each promotion year, an estimate on the number of vacancies to be
filled up during that year in respective grades shall be prepared by the concerned Bank and
notified.
The vacancies in MMGS-II shall be allocated as under:
Grade
Merit Channel*
JMGS-I to MMGS-II
50%
Seniority-cum-Merit
Channel
50%
HOME PAGE
Interchangeability of vacancies between Merit & Seniority channels, for promotions from
JMGS-I to MMGS-II would be permitted only with the approval of the Board/EC. While full
interchangeability of vacancies may be permitted/ from the Seniority channel to the Merit
channel, interchangeability from the Merit channel to the Seniority channel will be decided
by the Board/EC, if and only if a sufficient number of candidates are not available under the
Merit channel.
44
4. Date of effect of Promotions

The date of effect of promotions will be 1st August of the promotion year. However, for the
current year i.e. 2012-13 the date of effect of promotion would be 1st November.
5. Date of Eligibility
The date of eligibility would be the date of commencement of the promotion year i.e.1st
April.
6. Eligibility Criteria
An officer will have to meet minimum requirements under the following parameters to be
eligible for consideration for promotion:
a) Service Eligibility Criteria
The service eligibility criteria, including probation period in the existing grade for promotion to
the grades up to SMGS-V as on the date of eligibility will be as under:
Grade
No. of years of service in the Present Grade *
From
To
Merit Channel
Seniority-cum-Merit Channel
JMGS-I
MMGS-II
4 Years
6 Years
MMGS-II
MMGS-III
4 Years **
MMGS-III
SMGS-IV
SMGS-IV
SMGS-V
4 Years
4 Years
* The minimum service in existing grade can be relaxed by one year with the approval of the
Board/EC, after obtaining in-principle clearance from Corporate Centre.
** The proposal to introduce a merit channel (with written test) for promotion from MMGS-II to
MMGS-III will be reviewed after 2014-15 promotions along with other provisions of the
Promotion Policy.
b) Residual Service in the Bank
It is proposed that to become eligible for promotion, the candidates should have a minimum
of two years residual service as on 1st April of the promotion year for promotions up to SMGSV. However, for a smooth implementation of the policy, there will be 1 year residual service
stipulation for the promotion year 2013-14 and 2 years residual service stipulation from the
promotion year 2014-15 onwards. For the promotion year 2012-13, stipulation with regard to
residual service shall not be applicable.
HOME PAGE
c) Number of Chances
The officers shall be given 6 chances (6 under each channel for promotion from JMGS-I to
MMGS-II). Having availed a total number of 6 chances the officers shall be provided 2 more
chances after a cooling period of 2 years.
The chances availed only from the promotion year 2012-13 onwards would be counted for
determining the number of chances availed, since at present there is no restriction in the
number of chances.
A chance shall be deemed to have been availed if an officer does not opt out of the
promotion process in terms of para 8(b), and he/she will be deemed to have availed the
chance even if he/she absents himself/herself from participating in the entire promotion
process or any one of the prescribed stages of the promotion process for any reason.
HOME PAGE
d) Mandatory Assignments
45
Besides the required number of years service in the existing grade, the officers are expected
to have acquired certain specific work experiences before they are considered for
promotion to the next grade. Therefore, for consideration for promotion to MMGS-III & SMGSIV grade the completion of the undernoted assignments will be mandatory.
For promotion to MMGS- 2 years service in Rural / Semi-urban Branch(es) and 2 years
III*
satisfactory operational or line or independent line assignment.
#
SMGS-IV*
3 years service in Rural / Semi-urban Branch(es) and 2 years
satisfactory independent line assignment.
*Provided that
(i) in cases where exemption from mandatory assignment has been given by the Bank,
the requirement for completion of mandatory assignment for eligibility for
promotion shall stand waived for the period for which exemption has been
granted.
(ii) Officers will be considered eligible for promotion only after satisfactorily completing
the relative Mandatory Assignments.
HOME PAGE
In case an officer has not completed the required mandatory assignment as on the date of
eligibility for promotion to the relevant grade, he / she will not be considered for
promotion in the ensuing promotion exercise. However, such officers who failed to complete
the mandatory assignments for reasons not attributable to them will be considered in future
promotion exercises, after they have satisfactorily completed the mandatory assignments,
from the date they were otherwise eligible.
# Operational / line / independent line assignments as determined
Corporate Centre from time to time.
e) Break up of various components of scores taken into consideration
Promotion to
Written AARF
JAIIB/
Seniority
Sub
test
marks
CAIIB
Total
MMGS-II: Merit
40
30
4/10
NIL
80
channel
MMGS-II: Seniority
cum merit channel NIL
60
4/10
10
80
MMGS-III
NIL
80
NIL
NIL
80
SMGS-IV
NIL
80
NIL
NIL
80
SMGS-V
NIL
80
NIL
NIL
80
and advised by the

Interview
marks
20
Total
marks
100
20
20
20
20
100
100
100
100
HOME PAGE
f) AARF Score
i) Promotion to MMGS-II
Merit Channel
The officer should have secured an aggregate AARF score of 320 or more (with a minimum
of 50 in each) of the last 4 years / best 4 out of last 5 years AARFs, where applicable, in the
present grade.
Seniority cum Merit Channel
The officer should have secured a minimum of 50 in each of the best 4 out of last 5 years
AARFs in the present grade.
ii) Promotion to MMGS-III
The officers should have secured a minimum of 50 in each of the last 4 years/best 4 out of last
5 years AARFs in the present grade, where relaxation in the minimum service criteria has
been approved by the Board, available AARFs would be considered.
iii) Promotion to SMGS-IV & SMGS-V

46
The officer should have secured a minimum AARF score of 80 during the last 4 years / best 4
out of last 5 years AARFs in the present grade. (However, to provide for aberrations in the
otherwise consistent performance, officers who have an aggregate AARF score of 360 or
more among the best 4 out of last 5 years AARFs in the present grade, may also be eligible
to be considered, even though they may have a score of less than 80 in any of the relevant
years)
It is clarified that the score awarded by the Reviewing Authority only shall be reckoned for
the purpose. For officers becoming eligible for the 1st time (4 years service), the best 4 out of 5
would not be applicable and the AARFs available for the past 4 years would be considered.
g) Debarment
Officers who have given option not to participate in the promotion process or are under
rigour of punishment on the date of eligibility due to imposition of penalty as a result of
disciplinary action under the service rules will not be eligible to participate in the promotion
process. (Debarment under this provision will not be considered as an attempt for reckoning
the maximum permissible attempts).
7. Promoting and Appellate Authorities
For promotion to the grades of MMGS-II, MMGS-III, SMGS-IV & SMGS-V, the Promoting and
Appellate Authority for various grades would be as given in the Annexure-B. However, in
case of need, on the recommendations of Managing Director, the Executive Committee of
the Board will have the authority to appoint / change the Promoting or Appellate Authority
for any of the grades in any promotion year, with
in-principle approval of Corporate
Centre.
8. Option to opt out
a) Officers in the grades of JMGS-I to SMGS-IV who fulfils the service eligibility criteria for
promotion to the next grade but do not find themselves well equipped to participate in the
promotion process, may opt out of the promotion process for the concerned promotion
year, at their volition, by submitting an application on the lines of the format given in
Annexure I & IA. In the absence of the option letter, the Bank will presume that the officer
wishes to participate in the promotion process for the year. Having not opted out, if he/she
does not later on participate in the entire promotion exercise or absents himself/herself at
any of the stages thereof, he/she will be deemed to have availed one chance, irrespective
of the reason for which the officer absents himself/herself.
For this purpose, a circular will be issued by the Personnel Administration Department at Head
Office of the Bank before start of the exercise, giving about two weeks time to eligible
candidates to exercise their option to opt out of the promotion process, if they so desire. For
candidates who do not opt out of the promotion process for the year but are found ineligible
for being considered for promotion their
chance for that year shall not be treated as having been availed.
b) Officers in the grades of JMGS-I to SMGS-IV may also opt out from all future promotions, by
submitting a letter on the lines of Annexure-II. The officers exercising such option would not be
permitted to participate in the process for promotion to next higher grade in future. However,
this category of officers may review their option and give willingness to participate in future
promotion process to the next higher grade after expiry of 2 years from the date the option
to opt out from all future promotion process was given. They will be considered eligible to
participate in the promotion process from a prospective date provided they have
completed the mandatory / independent line assignments where necessary in terms of the
Promotion Policy in force at that time. This would apply to all officers who seek to withdraw
their earlier refusal for promotion, even though submitted prior to issue of the revised policy /
guidelines.
c) Candidates who are eligible to be considered under both the channels but desire to be
considered under Merit Channel only would be required to submit an option letter in this
regard on the lines of Annexure-III. Such candidates shall be considered under Merit
Channel, if otherwise eligible and will not be considered under Seniority cum Merit Channel
for that year. In the absence of such an option letter, the candidate will be considered for
promotion under Seniority cum Merit Channel only.
HOME PAGE

47
9. Written Test
For promotion under Merit Channel for promotions to MMGS-II, officers who are otherwise
eligible to be considered for promotion on satisfying various eligibility criteria, have not opted
out of the promotion process and / or are not debarred from taking part in the promotion
process due to imposition of penalty and who have secured minimum stipulated AARF
marks, will be eligible to appear for the test. The minimum percentage of marks required in
the written test to qualify for being considered for inclusion in the Zone of Consideration will
be 40%.
In this connection, the written test will be administered on the following lines:
a) Written test will be conducted on a pre appointed date and time.
b) Preparation of question papers and evaluation of answer books may be arranged by the
Bank internally or through an outside agency such as IBPS, etc., who have experience in the
area.
(The engagement of the reputed agency to conduct the written examination lends
credibility to the examination system and the experience of the outside agency would help
the Bank in designing the written test of a type which takes into account the competencies,
knowledge and skills required for the grade of officers)
HOME PAGE
For promotion to MMGS-II (under Seniority cum merit channel), MMGS-III, SMGS-IV & SMGS-V
there shall be no written test.
10. Declaration of Zone of Consideration
All officers who qualify in terms of service eligibility criteria, residual service requirements,
minimum AARF scores and have not opted out of the promotion process, have not
exhausted all their chances and are not debarred from promotion on account of rigour of
punishment, and who have scored the minimum stipulated marks in the written test wherever
applicable, shall constitute the Zone of Consideration.
Apart from the above, the criteria for becoming ineligible for promotion shall be for any of
the following:
- Has not completed mandatory / independent line assignments
HOME PAGE
11. Concession to SC/ST officers
The concession to SC/ST officers in the matter of promotion to the grade of MMGS-II and
MMGS-III will continue to be available to the eligible SC/ST officers as per Government of
India guidelines as amended from time to time. Accordingly, SC/ST candidates senior
enough in the Zone of Consideration under Seniority-cum-merit channel so as to be within
the number of vacancies will be placed in the select list without interview.
12. Promotion Appraisal Form (PAF)
Promotion Appraisal Forms will be prepared on all the officers who are eligible to participate
in the promotion process and have not opted out as on 31st March of the year preceding the
promotion year.
The format of Promotion Appraisal Forms for promotions to the grade of MMGS-II under Merit
and Seniority cum Merit Channels is given at Annexure IV & V respectively & for promotions to
the grade of MMGS-III is given at Annexure VI. In respect of promotions to the grade of
SMGS-IV and SMGS-V the format is given at Annexure VII & VIII respectively.
13. Zone of Selection (ZOS)
All officers in the Zone of Consideration will be listed in the descending order of merit and
number of officers equal to thrice (3 times) the number of vacancies taken from top of the
merit list will form the Zone of Selection (ZOS). In case more than one officer secures marks
equivalent to the cut off marks, all such officers will enter the Zone of Selection even if the
number exceeds the stipulated 3 times.
The ZOS shall be decided as under:
48
Merit Channel (For promotion from JMGS-I to MMGS-II)

On the composite score of Promotion Appraisal Form Score and written test marks.
Seniority cum Merit Channel (For promotion from JMGS-I to MMGS-II)
On the composite score of Promotion Appraisal Form Score and Seniority marks for
promotion to MMGS II. Under Seniority cum Merit Channel, 2 marks will be awarded for each
completed year of service beyond the minimum service eligibility criteria for promotion under
the channel as on the date of eligibility, subject to a maximum of 10 marks.
For promotions to MMGS-III, SMGS-IV & SMGS-V the ZOS shall be decided on the basis of
Promotion Appraisal Form Score.
In case less than the requisite number (i.e. less than thrice the number of vacancies) of
candidates qualify for inclusion in the Zone of Selection, the available vacancies may be
filled in from the candidates qualifying in the Zone of Selection if they are found fit in the
Interview subject to scoring the minimum qualifying marks in terms of Sl.No.14.
HOME PAGE
14. Interview
The interviews will be conducted by a Committee appointed by the Promoting / Appointing
Authority. Multiple Committees may be formed for the purpose, if required. The Interview
Committee(s) for promotion to various grades will be constituted in terms of the structure
given in Annexure-B. The minimum qualifying Interview marks for promotion will be 40%.
The respective Promoting / Appellate Authorities at their discretion may permit conduct of
Interviews of some of the candidates through Video Conference.
15. Process of Selection
For Promotions to MMGS-II
A final merit list based on composite score of Promotion Appraisal Form, the written test (only
for Merit channel), seniority (for Seniority cum Merit Channel) and Interview, taken in their
assigned proportion, as given in the Annexure IX for promotions to MMGS-II, will be drawn in
respect of officers in the Zone of Selection who score equal to or more than the minimum
qualifying marks in the Interview.
For Promotions to MMGS-III, SMGS-IV & SMGS-V
A final merit list based on composite score of Promotion Appraisal Form and Interview taken
in their assigned proportion, as given in the Annexure X, XI & XII for promotions to MMGS-III,
SMGS-IV and SMGS-V respectively, will be drawn on the basis of marks awarded to officers in
the Zone of Selection who score equal to or more than the minimum qualifying marks in the
Interview. The weightage of marks scored under different parameters for the purpose of final
merit is summarised hereunder:
Promotion to Grade
Weightage
AARF
Interview
MMGS-III, SMGS-IV &

80%
20%
SMGS-V
*Total score in AARF to be normalized for 80%
In case more than one officer secures marks equivalent to the cut off mark, all such officers
to be taken to the final select list provided the total number of officers does not exceed the
vacancies assigned for the particular promotion by more than 5%. These additional
promotions should be adjusted from the next years vacancies. However, in case of their
number exceeding by more than 5%, the final selection will be restricted to exact number of
vacancies and will be determined on the basis of inter-se seniority of such officers.
16. Sealed Cover Procedure

49
Sealed Cover Procedure shall be applicable in respect of promotions to the grades of

MMGS-II, MMGS-III, SMGS-IV & SMGS-V as per existing guidelines in force.
17. Time frame for Submitting Appeal against non-promotion
An aggrieved officer may prefer an appeal against his non promotion, to the Appellate
Authority within 30 days from the date of declaration of result / date of circular, as per extant
policy. Only the officers qualifying for the Zone of Selection can appeal against their nonpromotion. The appeals so received have to be disposed off within 60 days from the date of
receipt of appeals.
HOME PAGE
18. General
Clarification on the policy, if any, shall be given by the Managing Director in consultation
with Corporate Centre. Any modification/amendment to the policy in the interest of the
Bank will be made with the approval of the EC/Board of the Bank, with prior approval from
the Corporate Centre.
HOME PAGE
*****
PROMOTING & APPELLATE AUTHORITIES
Promotion to
MMGS-II
Promoting Authority
General Manager (HR)
MMGS-III
General Manager (HR)
SMGS-IV
Chief General Manager II

(In-charge of HR)
Chief General Manager II
(In-charge of HR)
SMGS-V
Appellate Authority
Chief General Manager - II
(In-charge of HR)
Chief General Manager - II
(In-charge of HR)
Managing Director
Managing Director
COMPOSITION OF INTERVIEW COMMITTEE

Promotion to
MMGS-II
MMGS-III
SMGS-IV
SMGS-V
Interview Committee
DGM+AGM*+CM*+**
GM+DGM+AGM+ **
CGM+GM+GM
CGM+GM+GM
* One officer should be a Branch Manager

** Representative of SC/ST not below SMGS-IV cadre
HOME PAGE
50
HOME PAGE
Su mmary of Revi sed Pr omo tion Po licy for promo tion from
JMGS-I to MM GS-II effective fro m th e Promo tion Year 2012-13
C HA NN EL
A
(i )
(i i )
El igibi lity
S ervi ce i n th e exi sti ng g r ade
(a s on th e date of
e l i gi bi l i t y)
R esi dual Serv i ce
(a s on th e date of
(i i i )
M i ni m um AA RF s c ore
(i v )
N o. of chan ces
(v )
M and atory A ss i gn men t

R equi r emen t
M i n i m u m Q u a li fy i n g S co r e
W ri t t en t es t
I nt e rvi ew
We ig h ta ge f o r
CA I I B (JA I I B 4% , CA I I B1 0 % )
P r o m o ti on a pp rai sa l f or m
W ri t t en Tes t
S eni ority
I nt e rvi ew
Ot hers
Vaca nci es (% of the total
v ac anci es i n th e g rade for
the pr omoti on year )
Z o n e of s el e c ti on (ti me s t h e
n u m b er of v acan ci es )
B
(v i )
(v i i )
C
(v i i i )
(i x )
(x )
(x i )
D
(x ii )
(x i i i )
MER IT
SEN I ORI T Y
C U M MER IT
4 yea rs
6 y ea r s
1 yea r f or th e
p r o m o ti on
year 2013-14
a n d 2 y e ar s
f r o m 20 1 4 -1 5
o nw a rds
To tal of 3 20
(m i ni mum of
50 i n each ) i n
b est 4 out of
l as t 5 yea rs
AA RFs
6 (Two more
c ha nc es af ter
a cool i ng
peri od of 2
yea rs )
N on e
1 year for th e
promoti on
year 2013-14
and 2 year s
from 2014-15
o nw a rds
Minimu m of 50
i n e ach of th e
bes t 4 out of
l ast 5 y e ars
AA RFs
40%
40%
N/A
40%
10%
30%
40%
N/A
20%
10%
60%
N/A
10%
20%
50% *
50% *
6 (Tw o mor e
c ha nc es af ter
a cool i ng
peri od of 2
yea rs )
N on e
* I n te r c h ang e ab i li ty f o r p r om o t io n s f r o m JMGS- I to MMG S - II wo u ld b e

permitted with the approval of the Board/EC . Whi le full i nte rchange ability may
b e pe rm it ted f rom Senior it y to Me ri t ch ann el , int erchan gea bi lit y f rom Merit t o
Sen io ri ty channel will be de ci ded by the Board/EC .
51
HOME PAGE
M M G S -I I to M MG S-I I I ef fe c t i ve f ro m the P ro mot io n Y e ar 2 0 12 -1 3
A
(i )
(i i )
El igi bility
S erv i ce i n th e e xi s ti ng g r a de
(a s on th e da te of
R esi dual Se rvi ce
(a s on th e da te of
(i ii )
Mi ni mum AA RF score
(i v )
N o. of chan ces
(v )
M andatory A s si gn ment
R e q ui r e me n t
B
(v i )
(v i i )
C
(v i i i )
(i x )
(x )
(x i )
D
(x i i )
M i n im um Qu a li fy i n g S co re
W ri t t en t es t
I nt e rvi ew
W e igh ta ge for
P r o m o ti on A pp r ai s al F o r m
W ri t t en Tes t
S eni ori ty
I ntervi ew
Ot hers
Z o n e o f sel ec ti o n (t i m es th e
n umb er of v a ca nci es )
4 yea rs
1 year for the
promotion year 201314 and 2 years from
2 0 1 4 - 15 o n w a r ds
Mi ni mum of 50 i n
e a ch of the l a s t 4/
b est 4 out of last 5
years AARFs
6 (Two more chan ces
a f ter a c o ol i ng
p eri od of 2 years)
R ur al /Semi Ur b a n 2
y ea r s an d
O p era ti onal / Li ne/
I ndep en den t li n e 2
y ea r s (ex c ep t i n
c as es w h er e
e xe mp ti o n h as b een
g iv e n b y th e B an k)
N/A
40%
80%
N/A
NI L
20%
3
HOME PAGE
52
HOME PAGE
MM GS-II I to SMGS-IV eff ectiv e from the Pr omo tion Year 2012-13
A
(i )
Eli gibi li ty
Serv i ce in the exi sti ng grad e
(a s o n th e d a t e of el i gi bil i ty )
(i i )
Res i d ual Serv i c e

(i ii )
Mini mum score i n bes t 4 out of th e l as t
4 years
1 y e ar fo r th e p ro m oti on y e ar
2 0 1 3 - 14 an d 2 y ea rs f ro m 2 0 1 41 5 o n w ar ds )
5 y ea r s A A RFs i n the p r es en t g ra de
(i v )
No. of chances
(v )
M andatory A ss ig n men t
Req ui re ment
80 %
(or a total of 360 or more)
6 (Two more ch an ces af te r a
cooling peri od of 2 yea rs )
3 yea rs s ervi c e i n R u ral / S e mi u r b an B ra n ch (es ) a n d 2 y e a rs
sati sf ac tory in dependent li ne
a ss i g nm e n t (ex c e p t i n c as e s
where exempti on has be en
gi v e n b y th e B an k )
B
C
(v i )
(v i i )
Mi nimum qualifying score for inte rv ie w
40 %
Weightage for
P r om o ti on A ppr ai sa l F o r m (A A RF)
80 %
I nterv i ew
20 %
O t he r s
D
(v i ii )
Z o n e of Sel ec ti on
(ti me s th e n umber of v aca nci es)
HOME PAGE
SMGS-I V to SMGS-V e ffective fro m th e Promo tion Year 2012-13
A
(i )
Eli gibi li ty
Serv i ce in the exi sti ng grad e
(i i )
Res i d ual Serv i c e

(i i i )
M i ni m u m s c or e i n be s t 4 o u t o f th e l as t 5
4 years
1 year for the promoti on
year 2013-14 and 2 years
f r o m 2 0 14 -1 5 o nw ar ds )
53
80 %
y e a rs A AR Fs i n th e p r es e n t g ra de
(o r a t o t al o f 3 6 0 o r
more)
(i v )
No. of chances
6 (Two more ch an ces

a f ter a c o ol i ng p e rio d of
2 years)
(v )
M andatory A ss ig n men t Requi rement
None (s houl d hav e

completed the necessary
assignments b efore
p r o m o ti on t o S c .I V)
Mi nimum qualifying score for inte rv ie w
40 %
Weightage for
C
(v i )
P r om o ti on A ppr ai sa l F o r m (A A RF)
80 %
(v i i )
I nterv i ew
20 %
D
(v i ii )
O t he r s
Z o n e of Sel ec ti on
(ti me s th e n umber of v aca nci es)
(C i r cular N o.Per/39/ 2012.2013 dated 11. 9.2012)

PROMOTION PROCESS 2013-14:

RURAL/SEMI URBAN ASSIGNMENTS
RELAXATION
REGARDING
MANDATORY
The promotion policy upto scale-V for the year 2012-13 onwards, which interalia provides that
the undernoted assignments are mandatory for promotion to MMGS-III & SMGS-IV grade:
For promotion to MMGS-III*
For promotion to SMGS-IV*
2 years service in Rural/Semi-urban Branch (es)

and 2 years satisfactory operational or line or
independent line assignment.
3 years service in Rural/Semi-urban Branch (es)
and
years
assignment
satisfactory
independent
line
*Provided that
(i) in case where exemption from mandatory assignment has been given by the Bank,
the requirement for completion of mandatory assignment is waived for the period for which
exemption has been granted.
(ii) Officers are considered eligible for promotion only after satisfactorily completion of
the relative mandatory assignments.
1. Based on advices received from the Ministry of Finance, Government of India and
State Bank of India, Corporate Centre, Mumbai Executive committee of the Bank's
Board at its meeting held on 6.6.2013 has approved waiver of the requirement of
rural/semi-urban assignment for the current year promotion i.e. 2013-14 only, with the
condition that the officers who have not yet completed the requisite mandatory
rural/semi-urban assignments, on promotion will be immediately posted to such
assignments, post promotion in order to fulfill the mandatory requirement.
2. All other stipulations as laid down in the promotion policy shall remain unchanged.
54
(Circular No. Per/23/13-14 dated 13.6.2013 and PER/39/2012-13 dated 11.09.2012)

HOME PAGE
81. CLERICAL STAFF - NEW PROMOTION POLICY FOR PROMOTION FROM CLERICAL
CADRE TO OFFICERS CADRE
Executive Committee of the bank in its meeting held on 16.08.2012 has approved the new
promotion policy for promotion from clerical cadre to officers cadre in JMGS-I under group
'A', 'B' & 'D' to be implemented from the year 2012-13.
Detailed guidelines for promotion under group 'A', 'B' & 'D' and format to be used for
submission of consent letter, appraisal for promotion and compilation of Annual Performance
Appraisal Report are as per Annexure from I to V enclosed to Circular No. Per/28/12-13 dated
21.8.2012.
Annexure- I
POLICY FOR PROMOTION FROM CLERICAL TO OFFICER CADRE UNDER GROUP A

(i)
(ii)
Eligibility: - All clerical cadre employees fulfilling the following eligibility criteria will
be eligible to appear for the test for promotion to JMGS I under the channel.
Minimum Service: - 6 years for General category and 5 years for SC/ST category
st
as on 1 April of the promotion year.

(iii)
Minimum Qualification: -Matriculation (10
th
Standard pass from a recognized
st
(iv)
Board) as on 1 April of the promotion year.

Upper Age Limit: - General Candidates: not exceeding 50 years and for SC/ST
st
(v)
(vi)
employees not exceeding 55 years as on 1 April of the promotion year.

Number of Chances: - 5 chances for General category and 6 chances for SC/ST
category or till he/she reaches the prescribed age limit whichever is earlier.
Allocation of Marks:
(a) Written test
60 marks
(b) Performance appraisal
05 marks
(c) Additional Qualification viz. JAIIB
04 marks
CAIIB
06 marks
MBA/MCA/CA/ICWA 05 marks
(even if cleared intermediate only)
(d) Personal Interview
20 marks
TOTAL
(vii)
100 marks
Qualifying Marks:- There will be minimum qualifying marks as under:(a) Written Test: - Minimum 50% for General candidates and 45% for
SC/ST candidates (to be reviewed next year i.e.2013-14)
(b) Personal Interview:- Minimum 40% for General candidates and 35%
for SC/ST candidates.
(viii)
No. of Vacancies: - 50% of the total JMGS-I vacancies (Group A, B & C) to be

filled up through this channel. Unfilled vacancies, if any, will be filled up from
Group B in the same promotion year.
(ix)
Zone of Selection: - 5 times the number of vacancies is called for the written test
55
from those who have given their consent. Based on the performance in the
written test, candidates will be called for interview in the ratio of 2 candidates
for every vacancy in the descending order of merit. This will form the zone of
selection.
HOME PAGE
POLICY FOR PROMOTION FROM CLERICAL TO OFFICERS CADRE UNDER TRAINEE OFFICER
CHANNEL (GROUP B)
(i)
Eligibility: All clerical cadre employees (excluding Record Keepers, Record
Keepers-cum-Cashiers, Godown Keepers and Cashiers promoted from Subordinate cadre)
fulfilling following criteria will be eligible to appear for the test for promotion as Trainee
Officer.
(ii)
Minimum Service: For Graduates: Promotion year 2012-13 & 2013-14: 2 years
with JAIIB Promotion year 2014-15 onwards: 4 years with JAIIB or 3 years with CAIIB For
Matriculates: For promotion year 2012-13 & 2013-14: 3 years with CAIIB For promotion year
2014-15 onwards: 4 years with CAIIB
(iii)
Minimum Qualification: - Matriculate with CAIIB or Graduate with JAIIB as on
st
1 April of the promotion year.

(iv)
Upper Age Limit: - General Candidates: not exceeding 40 years, 45 years in
st
case of SC/ST candidates as on 1 April of the promotion year.

(v)
Number of Chances: - 5 chances for General category and 6 chances for
SC/ST category or till he/she reaches the prescribed age limit whichever is earlier.
(vi)
(a) Written test
(b) Performance appraisal
(c ) Additional Qualification viz. CAIIB
60 Marks
05 Marks
05 Marks
MBA/MCA/CA/ICWA
10 Marks even if
cleared intermediate only) even if he has cleared only
intermediate under CA (ICWA)
20 marks
TOTAL
100 Marks
(vii) Qualifying Marks:-There will be minimum qualifying marks as under:(a) Written Test: - Minimum 50% for General candidates and 45% for SC/ST candidates (to be
reviewed next year i.e.2013-14) Personal Interview:- Minimum 40% for General candidates
and 35% for SC/ST candidates.
(viii)
Vacancies: -30% of total vacancies of JMGS-I which may go upto 40% maximum if
required number of candidates are not available under Group A.
(ix)
Zone of Selection: - Based on the performance in the written test, candidates will be
called for interview in the ratio of 2 candidates for every vacancy in the descending
order of merit. This will form the zone of selection.
POLICY FOR PROMOTION FROM CLERICAL TO OFFICERS CADRE IN JMGS-I UNDER

GROUP D
(i)
Eligibility: - All clerical cadre employees fulfilling the following eligibility criteria
56
will be eligible to appear for the interview for promotion to JMGS I under Group D.
(ii)
Minimum Service: - 12 years for General & 10 years for SC/ST employees as on
st
1 April of the promotion year.

th
Minimum Qualification: - Matriculation (10 standard pass from a recognized
(iii)
st
Board) as on 1 April of the promotion year.

st
(iv)
Upper Age Limit: -Not more than 57 years as on 1 April of the promotion year
for General as well as SC/ST employees.
(v)
Number of Chances: -4 for General & 5 for SC/ST employees.
(vi)
(a) Performance appraisal
10 marks
(b) Seniority
05 marks*
(c) JAIIB
04 marks
CAIIB
06 marks
75 marks
TOTAL
100 marks
One mark for each completed year of service after completion of 12/10 years as the
case may be, maximum 5 marks.
(vii)
Qualifying Marks:- Minimum 40% marks for General candidates and 35% marks
for SC/ST candidates.
(vii)
Vacancies: - 15 to 20% of the total JMGS-I vacancies under Group A, B & C
over and above the total vacancies (Not to exceed 20% in any case).
(ix) Zone of Selection: - 4 Times the number of vacancies is called for the interview
based on seniority from those who have given their consent.
GENERAL GUIDELINES APPLICABLE TO PROMOTION FROM CLERICAL TO OFFICER UNDER ALL

CHANNELS)
i)
ii)
iii)
iv)
v)
For all channels of promotion, merit list will be prepared on the basis of aggregate marks
obtained in written test (wherever applicable), performance appraisal, additional
qualification, seniority wherever applicable and personal interview and candidates equal
to the number of vacancies from the top will be selected.
Date of promotion under all channels will be with effect from a date coinciding with the
date of in cadre promotion of officers.
In order to enable the employees to improve their performance, marks secured by
candidates in the written test will be advised.
The candidate will have to appear for both the written test and the interview to qualify for
promotion under Group A & B.
In case more than one candidate secures equal/same marks in the final merit list against
the last vacancy, all such candidates will be promoted. Promotions thus made in excess of
available sanctioned positions, will be adjusted against future vacancies.
57
vi)
(a) The existing debarment policy will be applicable for all promotions. The employees
debarred for promotion as a result of disciplinary action concluded will not be considered
for promotion until the period of rigour is over. Any employee punished for gross misconduct
involving charges of defrauding the Bank or acts of a criminal nature shall be disqualified
for promotion under any of the Groups.
(b) Sealed cover procedure as per extant provisions will be followed.

vii)
The concessions/relaxations available to SC/ST employees etc. for out-of-cadre promotions

in terms of Government/IBA guidelines, as applicable from time-to-time will be adhered to.
However, if any doubt regarding any concession/relaxation on interpretation arises/to be
made, the matter will be referred to Government of India/IBA and their advice will be final
and binding on both the parties. Concession available to Ex-servicemen employees etc. as
per Government guidelines will continue to be available.
viii)
Before start of promotion exercise, Bank will call for consent (on format given in annexure II)
from the eligible candidates under A, B & D.
ix)
If a candidate does not appear for the written test in Group A & B and in interview
under Group D, it will not be counted as having exhausted a chance. He can
appear up to the prescribed number of chances with in the respective age limit as
per his choice.
x)
Eligibility criteria viz. age, minimum service, minimum qualification, additional

st
qualification for the promotion under all the channels will be as on 1

promotion year.
April of
xi)
In case a candidate is eligible under Group A & B both, he will have to exercise the
option to appear in one of the Groups.
xii)
Employees who have accepted (acceptance of fitment to officers cadre)

promotion will not be permitted to seek reversion.
xiii)
Option to opt out : Employees who fulfill the service eligibility criteria for promotion to
the next grade but do not find themselves well equipped to participate in the
promotion process, may opt out of the promotion process for the concerned
promotion year, at their volition, by submitting an application on the prescribed
format. In the absence of the option letter, the Bank will presume that the employee
wishes to participate in the promotion process for the year. Having not opted out, if
he/she does not later on participate in the entire promotion exercise or absents
himself/herself at any of the stages thereof, he/she will be deemed to have availed
one chance, irrespective of the reason for which the officer absents himself/herself.
For candidates who do not opt out of the promotion process for the year but are
found ineligible for being considered for promotion, their chance for that year shall
not be treated as having been availed.
Performance Annual Appraisal Report and other formats are enclosed with the
relative circular .

58
82. STAFF SUPERVISING: MODIFICATION IN EXISTING ANNUAL APPRAISAL SYSTEM

FOR SCALE V AND ABOVE
1
A persistent need has been felt to make the Performance Management System more
transparent and incorporate a system of feed back in it. Feedbacks / suggestions received
from various quarters have emphasized that performance appraisal should be more
participative and representative of the performance round the year.
2
In this background, it has been decided to incorporate features such as feedback
system, midterm review and compilation of final report after discussion in performance
appraisal for SMGS -V and above officers. Needless to add that settlement of KRAs has to be
ensured with in the first month of the new financial year with out exception.
3
The mechanism of "Midyear Review" will provide an opportunity for introspection
and for necessary course correction, if any. However, it will not be an appraisal process but
only a discussion on performance of Reported Officer (RO). It will be a platform for Reporting
Authoriy (REPA) to give feed back to Reported Officer (RO) about RO's performance so far
and to list out areas of improvement, if any. However these feedbacks should not be limited
to pointing out deficiencies in performance but should also highlight superior performance of
the RO. While REPA are encouraged to give written feedback, he may however choose to
give only verbal feedback. However, in all cases of poor and above average rating the
feedback has to be in writing and all extant instructions in this regard must be followed.
Within 15 days of completion of each half year, REPA and RO will submit a single form
(Annexure A & Annexure B) declaring completion of feedback process and recording
feedback ( actual feedback, if written feedback is given otherwise mentioning verbal
feedback was given ). Feedback form will be part of AARF of Reported Officer.
5. Final appraisal report after completion of each financial year will be compiled by
REPA after discussion with RO and on the same day of giving feedback for second half of the
th
year i.e. by 15 April each year. Final Appraisal report for each year will be shared with RO (
including marks) and he may record his disagreement
( Annexure B) with the report, if
any, therein. Reviewing Authority's (REVA) decision will be final in all such cases of
disagreement. Further, REVA will review all the assignment appraisal reports
th
by 30 April or earlier as decided by the Bank. Timelines for the whole process has
been placed at annexure C.
4
Further, for the year 2012-13 feedback may be taken for complete year as on March,
2013 as per Annexure ' B' instead of midterm i.e. half yearly, and for the year 2013-14 system
of midterm review i.e. Half Year as detailed in para 4 above shall be implemented.
(Circular No. Per/106/2012-2013 dated 25.3.2013 , PER / 97/ 2003-04 dated 27. 03. 2004 and
letter No. P/ PRP/ dated 31.03.2009)
83. PASSING POWERS :

Br. Manager /MOD
D.M(A/cs)/ Asstt.
A/cs)
Cash
Transfer
Dy.Mgr.
Asttt. Mgr.
Mgr
Unlimited
Unlimited
Unlimited
Unlimited
2.00 Lacs
5.00 Lacs
84. FACILITIES TO INSPECTING OFFICIALS

A) Supplement daily allowance @ Rs.10\- per day extra + addl. Rs.10\- per day
B) Family residence at place of choice, one 3 minute STD call to family once in a fortnight,
C) Kit all.Rs.6000\- Ist year & Rs.3000\- per year for subsequent 4 yrs
D) Spouse to accompany once in a year
E) Telephone facility at residence
HOME PAGE
59
85. LOAN FACILITIES AVAILABLE:

Facility
Conveyance
-Four
Wheeler(car)
Loan Amount
Limit for interest
Festival advance once in a calendar year equal to one
month gross salary. The gross salary means all the emoluments
payable for leave encashment while availing LFC/HTC by an
employee for the month during which the availment of the
festival advance. However, the maximum eligible amount of
festival advance may be kept upto completed thousands of
rupees for accounting excellence. To illustrate, if an
employee is drawing a gross salary of Rs.34,685/-he will be
eligible for festival advance of Rs.34,000/-.
Festival Advances:
Officers on probation also eligible. Festival loan may be
sanctioned without having any relation to 60% deduction.
Rate of Intt.
Nil
7,00,0000
7.00% p.a.
Margin 10%
Officer drawing B.P.19400/9820/-)and above are eligible
- Com. Rate of
intt.
-Car Repair Loan
As per public scheme

30000
Rs.10000 simple
-Two wheeler
90% of the cost of

vehicle without any
ceiling, but within the
overall ceiling of Car
Loan
20,00,000 margin 10%
or project cost
Margin 10%
House Loan
Repayment 240
months in the
ratio of 7:3 P:I
HL
at
Commercial
Rate of interest
Education Loan
4.
Personal
Loan\OD
LIMIT
subject
to
available
nonencumbered
balance in PF
except lien on
a\c
of
Car
Loan/Vehocle
loan
for
2
wheeler
in
addition
to
Housing
Loan
need not be
reckoned
for
calculating the
unencumbered
450000
(old
Next 20000
com. rate of intt.
6.00% p.a.
(PER/2/2011-12
DT 1.4.2011)
Cost ceilings increased to Rs.50.00

lacsIncome of both spouses can be
counted*
Per/39/2004-2005 dt.14.12.05 Ceiling
of 60% removed
6% simple
(PER/2/2011-12
DT 1.4.2011)
PLR
NO
LIEN
ON
PF
ACCOUNT
FOR
EDUCATION
LOAN
UPTO RS.4.00 Lac
8% simple will be charged to all the

existing and new education loans
w.e.f. 1.4.2011 no incentive will be
given for servicing of interest during
moratorium period.
(PER/2/2011-12 DT 1.4.2011)
JMGS-I to SMGS-V = Service >3 but <5 years
= Rs.1.50 lac
Service >5 but <10 years = Rs.4.00 lac
Service >10 years
= Rs.7.00 lac
TEGS-VI&VII
Service >10 years
= Rs.9.00 lac
Subject to a maximum of 50% of the revised limit as Demand loan payable in 84
(70 + 14 instalments towards principal & intt.). If insufficient balance in PF,
extension of mortgage on house property to avail full loan amount as per
entitlement (PER/18/2009-2010 DATED 30.5.2009)
60
balance of PF
Account(Per/37/
2009-2010
dt.
30.7.2009)
Loan for purchase of Computer\Lap Top Rs.40000/- 5% p.a.
Note:
HOME PAGE
The interest rate on Education Loan is to be charged at 8% p.a.(simple) during the

moratorium period and is to be compounded after the moratorium period as in SBI and as
per the model scheme circulated by IBA.GITC Belapur has made some changes in CBS to
automate the process, as a result of which, switch over from charging simple interest to
compound interest will be done by the system on the next day the moratorium period ends.
However , Branches/CPCs should ensure that correct moratorium period end date is entered
in the system and interest is compounded in case of existing accounts where moratorium is
already over.
It is further clarified that the reduction in interest rate on education loan to wards of staff as
well as waiver of interest on loan accounts of a deceased staff member from the date of
death to date of closure of loan accounts subject to certain conditions as advised are
applicable to all staff members including award and subordinate staff.(Per/8/2011-2012
dated 29.4.2011)
HOME PAGE
HOUSE LOAN (w.e.f. 1.04.2011)

Limit (Max.) 90% of cost of Project or Rs.20 lac which ever is lower.
Rate of Intt. 6% p.a. simple Margin : 10% of project cost
Repayment : 240 months or date of retirement whichever is earlier commencing 24 months
from date of disbursement of 1st instalment or 6 months after completion of project
whichever is earlier. In case of ready built, recovery from the month following the month in
which advance is taken. Instalment in the ratio of P:1 + 7:3).
Primary Security : Equitable Mortgage of House
Collateral : Line on PF will be noted.
Other terms & conditions:
(a)
Add.l Housing Loan for purchasing a bigger house or for repair, renovation or
alterations in existing house, after 5 years @ 6 % p.a. (simple) as against present
tiered rates.
(b)
The process of sale of old house and purchase of new/bigger house to be
completed within 9 months. Delay can be condoned by GM up to 24 months
and beyond 24 months by CGM but up to a maximum of 36 months and in
exceptionally genuine cases upto 60 months by the MD.
(c)
Add. Housing Loan on commercial rate to meet their additional requirements will
continue, in case the amount permissible under IHLS is not sufficient to complete
the project. Employees, who are not eligible under Individual Housing Loan
Scheme for any reason, can also raise home loan on commercial terms as
applicable to public housing loan scheme.
The employees who were sanctioned or availed housing /additional housing loan under
IHLS, in the past, without any cut off date will be permitted enhancement up to
their entitlement with a maximum of Rs.20 lacs, either to complete the housing project
or to repay high cost outstanding debts or housing loan on commercial rates from the
Bank/other Banks/Financial Institutions provided the following stipulations are complied
61
with:
(i)
(ii)
(iii)
(iv)
(v)
(vii)
Initial project cost as submitted at the time of sanction of loan remains

unchanged,
The loans from outside sources (verifiable institutional sources)
The outside loans should have been raised for housing purpose from approved
and verifiable institutional sources like LIC, HDFC, Staff Co-operative Societies,
scheduled commercial banks and any other Govt./Semi-Govt. housing finance
institution etc. and/or Banks housing loan at commercial rate of interest and
should have been indicated as such in the housing loan application.
The eligibility/quantum subject to repayment capacity of the employee i.e.
instalment Present plus future should not exceed 60% of the gross monthly
emoluments/income.
The eligible amount towards liquidating/reducing the loans raised by the
employee should be directly released to the financial institution/bank/staff cooperative society etc.
The amount of enhanced housing loan will be to the extent of the outstanding
amount of the eligible outside/commercial borrowing availed for housing purpose,
subject to the ceiling of the revised limit.
-Loan equal to combined amount calculated on the basis of their individual eligibility or
the maximum permissible to an employee under IHLS, whichever is less.
- Loan for repair\renovation : 50 times of the Basic Pay or Rs.10 lacs, whichever is less.
- Calculation of 60% deductions :Any regular income from other sources like interest
on deposits, dividend income, income or rental income from existing house as
declared by the employee in the last I T Return may also be added to the gross monthly
emoluments of the employee to calculate the percentage of deductions.
- In all existing HLs before the 1 st of April, 2011, interest @ 5%p.a.(simple) will continue to
be charged for the initial principal loan amount outstanding up to Rs.1.10 lacs, till full
and final repayment of such loan
HOME PAGE
PROJECT COST:
It was decided to remove the ceiling on Project Cost and also to revise the authority
structure for grant of administrative clearance to Staff in respect of Housing Loan, which is as
under:
Project cost
Applicable to
Authority structure
a) Where the total cost of the

housing project exceeds 2 times the
Bank's loan but does not exceed
3.5 times b) Where the total cost of
the housing project exceeds 3.5
times the Bank loan
For all Officers

/
Employees -working in
the Branches / Regional
Offfices / Zonal Offices /
BPR outfits / Processing
centres
reporting
to
Zonal Offices -working in
DGM-Headed branches
-working in Head Office
/ Units directly reporting
to HO All Officers /
Employees .
DGM of the concerned Zone. DGM

of the branch. Department Head
not below the rank of DGM GM
heading the vertical under which
the officer/employee is working.

62
COMBINED ELIGIBILITY OF BOTH THE HUSBAND & WIFE:

If both the husband and wife are working in the Bank, as they have separate incomes and
have higher combined repayment capacity, they should be allowed one joint loan under
Individual Housing Loan Scheme (IHLS) upto their combined entitlement for one house or two
loans separately as per their individual entitlements. On the same lines, if one spouse is
working with any other bank/ institution/corporate etc. or Central/ State department/ their
undertakings etc., both the husband and the wife will be eligible to raise concessionary
housing loans as per their individual entitlement from their respective employers. However, if
either of the spouses leaves the service of the bank, the share of his / her liability as
determined by the bank, at the time of sanction, should be liquidated from the terminal
benefits.
(PER/09/2010-2011 DATED 12.4.2010, PER//01/201-2012 DATED 1.4.2011 AMD (PER/09/20102011 DATED 12.4.2010, PER//01/201-2012 DATED 1.4.2011 AND PER/02-2011-2012 DATED
1.4.2011 AND PER/80/2011-2012 DATED 27.1.2012)
INTEREST RATE ON COMMERCIAL TERMS LOANS:
The interest rate charged on the housing Loan on commercial terms to staff should not
exceed the rate of interest charged to public in any case.
Circular No. PER/110/1992-93 dated March 11, 1993, PER/12/2001-02 dated May 18, 2001.
PER/63/1983 dated July 07, 1983, PER/110/1992-93 dated March 11, 1993, PER/12/2006-07
dated May 04, 2006. PER/ 87/ 2004-05 dated March 29, 2005.
86. PERSONAL BANKING ADVANCES: HOUSING LOAN TO INDIVIDUALS:
MORE THAN TWO HOUSING LOANS
Guidelines to sanction one or more home loans are already in vogue in the Bank vide Public
Housing Loan Schme
However, the guidelines did not stipulate any cap on the number of home loans which can
be sanctioned to an individual. The position was reviewed by the Bank and it has now been
decided to clarify as under:
Maximum Three (3) Home Loans can be sanctioned to an individual (s), provided his
(their) income supports the repayment obligations as also EMI/NMI ratio after netting
off the repayment obligations of the existing loans and subject to satisfactory
conduct of existing loan(s) for a minimum period of one year.
The interest for the third home loan would be charged 50 bps more than the normal
rate.
(Circular No. P/ 45 / 2012-13 Date: 03.01.2013 and P / 48/ 2006-07 dated 14.11.2006)
Repayment after Retirement upto 70 years of age

Personal Loan Deductions
Outer limit 60%. Only deductions towards repayment of loan
and statutory deductions like PF, Income tax. Other deductions like Insurance Prem., RD,
Savings/Welfare fund, extra PF, Festival Loan instalment to be excluded.
NO INTEREST to be charged on loan accounts of deceased employees from the date of
death of employee till settlement of terminal dues (MAX. 3 MONTHS) (PER/2/2011-12 DT
1.4.2011)
63
HOUSING LOANS TO STAFF ON COMMERCIAL TERMS:

Additional Housing Loan on commercial rate of interest can be granted to staff on the
following terms and conditions:
Amount of Housing Loan
commercial terms to staff
loan
Up to Rs. 30.00 lacs

Above Rs. 30.00 lacs
on
Linkage with Base Rate for all tenure

At par with Base Rate
0.50% above Base Rate
All the existing housing loan account on commercial terms may be shifted from BPLR to Base
Rate system. However, in case any of the existing employee/officer borrower wishes to
remain in present BPLR system, he / she may submit a request letter to the Branch where the
loan account is maintained through their respective controller on the lines of specimen given
as per Annexure - A to circular 12.6.2012.
HOME PAGE
The staff members may be permitted to avail housing loan on commercial rates on terms
and conditions applicable to public, subject to the following:
a.
b.
c.
d.
To meet additional requirements, in case the amount permissible under Individual

housing Loan Scheme to employees is not sufficient to complete the project.
A Staff member, who is not yet eligible under the Individual Housing Loan
Scheme, due to his / her service being less than minimum length of service
required can be granted Housing loan under the scheme for public, subject to his
/ her being eligible for loan under that scheme.
For acquiring / construction of second house without liquidating the housing loan
sanctioned at concessionary rate of interest under Individual Housing Loan
Scheme for Staff.
Total deductions from the salary should not exceed 60% of gross emoluments.
Gross emoluments include salary, monthly income or rental income from the
existing house etc. as declared by the employee in the last Income Tax Return. To
th
e.
f.
elaborate, 1/12 of such declared annual income from other sources may be
added to monthly emoluments to arrive at gross monthly income and
percentage of deductions be worked out thereafter.
The instalment for the loan under Housing Loan Scheme for public will be
recovered from the salary under check off scheme along with instalment under
IHLS outstanding if any, i.e.instalments towards both the loans have to be
recovered from the salary simultaneously.
All other terms and conditions of the Housing Loan Scheme as applicable for
public viz. margin, quantum of loan, repayment norms etc. shall be adhered to
meticulously.
(Circular
No.
PER/87/2011-12
dated
25.02.2012
and
Per/19/2012-2013
dated
12.6.2012,Per/87/2011-2012 dt. 25.2.2012,PER/04/1994-95 dated 22.04.1994, PER/40/1999-2000
dated 05.08.1999 and PER/75/1999-2000 dated 17.11.1999. )
HOME PAGE
87. STAFF MISC.: IND. / ADD. H / L SCH.: GRANTING OF ADD. H/L AND RELEASE OF TITLE
DEEDS TO SERVING EMP.: DELEGATION OF ADMI. POWER-REVISION IN AUTHORITY
STRUCTURE
As the guidelines regarding authority structure for various administrative powers relating to
Individual Housing Loan to staff members in our Bank were issued long back, when the
capital was scarce and concessional loan was granted to the employees meant for
64
satisfying their genuine need to construct a dwelling unit.

There has been a sea change in the circumstances over a period of time and the scheme
has also been substantially liberalized. Accordingly, Bank has recently revised the authority
structure relating to various matters of Housing Loan to Staff as under:
S.NO.
AREA
EXISTING
AUTHORITY
STRUCTURE
REVISED
STRUCTURE
A.
Grant of administrative clearance for

disposal of existing flat/house and
availment of additional loan in case
where 7 years period from the date of
availment of first instalment of housing
loan has since lapsed.
CGM
ZONAL HEADS
B.
Sanction of loans to employees/

officers beyond 55 years of age.
MD
GM (Ops)
C.
Sanction of loan under staff housing

loan scheme.
DGM
Heads)
D.
Extension in validity period for

availment of sanctioned regular
housing loan after lapse of initial
validity period: i. upto one year i.e. 24
months to 36 months from the date of
sanction . ii. Beyond one year.
Extension
in
validity
period
of
additional housing loan after lapse of
initial six months
CGM
instructions
MD
GM (Ops)
If the process of sale and purchase of

the
old/new
house
flat
under
additional
housing loan
is not
completed
with
6
months
as
envisaged, an extension by additional
6 months each may be granted on
two occasions.
No Instructions
GM
(Ops)
(a
further
extension of 3 months may
be considered by CGM
under
exceptional
circumstances on merit of
each case. N.B. Thus a
total period of 2 years may
be made available for
completing the process of
sale and purchase of
house.
E.
F.
AUTHORITY
(Zonal
DGM/AGM at Z.O./R.O.
who are Controllers of
branches where the loan is
to be availed of.
No
GM (Ops) CGM (maximum

up to 36 months from the
date of expiry of initial
validity period.)
Circular No. PER/ 137 / 2010 - 2011 dated 29.03.2011, PER/97/1982 dated 28.07.1982,
PER/108/1983 dated 01.11.1983, PER/47/1985 dated 08.05.1985, PER/117/1988 dated
65
13.09.1988, PER/171/1988 dated 27.12.1988, PER/188/1988 dated 08.12.1989, PER/87/1997-98

dated 31.03.1998, PER/88/1997-98 dated 31.03.1998, PER/44/1998-99 dated 06.08.1998,
PER/62/1999-2000 dated 04.10.1999 and PER/09/2010-11 dated 12.04.2010.
88. STAFF INDIVIDUAL HOUSING LOAN SCHEME: REPAYMENT OF LOAN AFTER

RETIREMENT
HOME PAGE
repayment of outstanding housing loan after retirement may be permitted in cases where
repayment exceeds beyond the age of retirement, up to 70 years of age, by keeping
adequate deposit in the shape of term deposits with the Bank, which should earn interest
atleast equal to the loan installments.
This facility is available only to the staff on retirement or to the legal heirs in the unfortunate
event of death of the staff. In the event of any other form of cessation of service of an
employee, outstanding loan amount must be repaid at the time of cessation of service.
(Circular No. PER/31/2011-2012 dated 3.8.2011,PER/108/1983 dated 01.11.1983, PER/ 62/19992000 dated 01.10.1999 PER/01/2011-12 dated 01.04.2011 and PER/02/2011-12 dated
01.04.2011)
Waiver of Interest on Loan Accounts in Case of death
Waiver of interest on Loan Accounts in case of Death : outstanding in loan accounts of
officers who die in harness, cannot be waived. However, interest on loan accounts of a
deceased officer may be waived from the date of death to date of closure of loan
accounts subject of certain conditions as in SBI.
89. Conveyance Loan Scheme :

Conversion of Commercial Car Loans availed at commercial rate of interest to loans under
Staff Vehicle Loan Scheme may be allowed as and when the official becomes eligible for a
loan under the staff loan scheme.
Margin: Reduced from 20% to 10% for new loans availed under the scheme
Quantum of Loan: Revised from the date of EC approval i.e. 30.03.2010.
Two wheelers: 90% of cost of vehicle may be sanctioned without ceiling, but within the
overall ceiling for car loan i.e. of Rs. 7.00 lacs.
Cars: Maximum limit Rs. 7.00 lacs. (Repayable in 180 monthly installments: 132 for Principal
and 48 for Interest.)
Rate of Interest: Reduced to 7% p.a. simple on vehicle loans w.e.f. 01.03.2010. This will be
applicable to existing loans also w.e.f. 01.03.2010.
(PER/4/2010-2011 dated 7.4.2010, PER/72/2002-03 dated January 28, 2003 & Circular No.
PER/87/2004-05 dated March 29, 2005)
HOME PAGE
66
90. STAFF MISC. : WAIVER OF INTEREST ON LOANS OF DECEASED EMPLOYEE

At present the liabilities of deceased employees towards the Bank are normally liquidated
from the proceeds of terminal benefits payable to the nominee/legal heirs. The settlement of
claims relating to terminal benefits payable in such loan accounts after the death of an
employee may not be a huge sum. Accordingly, it has been decided that interest on loan
accounts of a deceased employee may be waived for the period from the date of death of
the employee to date of closure of loan accounts, subject to the following:
1. There should not be any delay in settlement of terminal benefits for reasons
attributable to the concerned nominee/legal heir.
2. There should not be any legal dispute among the nominee(s)/counter claim for
terminal benefits of the deceased employee.
3. Loan accounts in the name of the deceased employee should get liquidated within 3
months from the date of death of the employee out of his terminal dues or otherwise.
4. The amount of interest applied on loan accounts from the date of death of the
employee till the liquidation of loan may be reversed manually by debit to interest
account, which will be authorized by the Branch Manager.
5. The provision of such gesture may be advised to the spouse/nominee of the employee
in the condolence letter with a request to submit the required papers in time so as to
get the benefit of waiver of interest.
6. The above provision will be available in respect of housing loan under individual
housing loan scheme, conveyance loan, personal loan, computer loan and relief loan
for natural calamities.
The above guidelines will be effective with immediate effect.
HOME PAGE
91. Temporary advance against PF
Particulars
1.
For
self
Marriage/marriage
of
son\daughter\wholly dependent
brother\
sister
2. For marriage of near relative
3. For medical treatment self\family
4. For repair of house
Max. Amount
Repayment
6 months Basic Pay
48 months
3 months Basic Pay

3 months Basic Pay
3 months Basic Pay
24 months
24 months
24 months
67
92. Canteen Subsidy:: Bank has recently revised the canteen subsidy as under: EXISTING GUIDELINES
REVISED GUIDELINES AS PER AGREED ITEMS
S.NO
No.
of
employees
Subsidy(Rs.)
Month
Per
1
2
3
4
5
Upto 20
1000
21 to 50
1200
51 to 75
1700
76 to 100
2300
For the branches / offices having
staff strength above 100, may also
be provided at rates not
exceeding 64% of the existing
rates for the relevant slabs.
S.
NO
No.
of
employees
Subsidy
Month
(Rs.)
Per
1
2
3
4
5
Upto 20
1200
21 to 50
1440
51 to 75
2040
76 to 100
2760
For the branches / offices having
staff strength above 100, may also
be provided Rs.2760+Additional 64%
of the rates for the relevant slabs.For
example- if staff strength is 120 the
canteen subsidy will be Rs.2760+ 64%
of Rs.1200/i.e.Rs.768/-Total Rs.3528/-
The above amount is payable to the Local Implementation Committee, only when a fullfledged canteen, where tea / coffee / snacks are prepared and served to members of staff,
is run by Local Implementation Committee.The revised rates would be effective w.e.f.
19.04.2011.
(Circular NO. Per/7/2011-2012 dated 26.4.2011)
93. TA/DA PAYABLE TO SERVING EMPLOYEES / RETIRED EMPLOYEES OF BANK ATTENDING THE
FOLLOWING CASES
S.No.
Circumstances
Award staff
Officer
In
In
Retired
Retired
service
service
1.
Attending departmental enquiry as
a.
Defense Representative
Yes No*
Yes No
b.
Charge
sheeted
employee
including Yes Yes
Yes Yes
suspended employee
c.
2.
a.
b.
Defense witness
Attending CBI / Court cases
Cases filed As accused**
by Police / As witness on behalf of bank
CBI against
employee
As witness on behalf of
for
official
employee
acts
No
No
No
No
No
Yes
No
Yes
No
Yes
No
Yes
No
No
No
No
Cases filed
by
employee
against the
As a petitioner
No
No
No
No
As witness on behalf of bank
Yes
Yes
Yes
Yes
68
c.
No
No
No
No
As accused
As witness on behalf of bank
Yes
Yes
Yes
Yes
Yes
Yes
Yes
Yes
As witness on behalf of others
No
No
No
No
bank
As witness
employee
Cases filed
by outsiders/
customers,
etc.
pertaining
to
official
acts
on
behalf
of
* However, if the enquiry is held at place other than the place where the incident occurred
at the behest of the Management, TA/DA will be paid to the Defense Representative as per
rules.
** However, if the employee is acquitted honourably, the TA/DA will be reimbursed
as per rules.
P.S. For attending Personal Hearing, TA/DA may be paid, if the Appellate Authority
grants a personal hearing, as part of the process of disciplinary proceedings.
94. REIMBURSEMENT OF TA / DA TO SERVISING EMPLOYEES / EX-EMPLOYEES

(INCLUDING RETIRED, DISMISSED) OF THE BANK:
st
Effective from 1 April 2011 whenever a retired employee is appearing at the bank's behest
as a management witness in a departmental enquiry conducted by the bank, he / she may
be reimbursed with TA / DA at the current rate admissible to the cadre / grade which he /
she was holding at the time of his / her retirement or leaving Bank's service.
(Circular No. Per/43/12-13 dated 5.10.2012 and PER/24/2011-12 dated 16.06.2011)
95. INTEREST RATE ON LOANS GRANTED AGAINST PROVIDENT FUND

The rate of interest payable to the members is 9.5%for the year 2010-11. The provisional
interest rate at 9.50% per annum for the settlement of claims of members retiring during 201112 till rate of interest is declared for 2011-12 by the Government.
Consequent to the above the rate of interest being charged on the loans granted against
Provident Fund balances to the members will be 9.5% on all the PF loan granted to members
during the year 2010-11 and also on PF loan granted to retiring / resigned / deceased
members whose claims have been sent / settled by the Bank for the year 2011-12.
Since interest rate at 9.50% on provident fund for the year 2011-12 has been provisionally
approved for retiring / resigned / deceased members whose claims have been sent / settled
by the Bank for the year 2011-12, interest rate on serving staff members' PF loan will be
charged at 8.50% till final interest rate is declared by the Government on PF balances for the
year 2011-12.
Circular No. PER/35/2011-2012 dated 10.9.2011,PER/72/2008-09 Dated 17.12.2008
96. PROMOTION TO VARIOUS GRADES : HONORARIUM TO INTERVIEW COMMITTEE MEMBERS:

69
Payment of honorarium at the undernoted rates to the serving officials for working as
members of Interview Committee for recruitment / promotion / other approved selection
may be made:
HOME PAGE
CATEGORY OF OFFICR
AMOUNT PER DAY OF INTERVIEW
GMs and above
Rs. 2000/-
DGMs
Rs. 1500/-
AGMs
Rs. 1000/-
Other members
Rs. 500/-
Regarding payment of honorarium to other outside member of the Committee, it will be as

per the Service Conditions of the officials in the respective organizations prevailing at that
st
time. The above instructions will be effective from 1 April 2011.

(Circular No.Per/56/2011-2012 dated 24.11.2011)
97. SCHEME FOR EXTENDING LEGAL & FINANCIAL SUPPORT TO OFFICERS OF BANKS AGAINST
WHOM MOTIVATED FALSE COMPLAINT HAS BEEN MADE BY PEOPLE/AGENCIES OUTSIDE
The Scheme for extending legal and financial support to the executives of the Bank against
whom motivated false complaints have been made by people / agencies out side the Bank,
has following features:
1. Applicability:
"This scheme shall cover all officers on the regular rolls of the Bank and retired from Bank. It
shall also be applicable in case of Officers on deputation within India to Joint Ventures,
Subsidiaries and other Banks/entities within the State Bank Group.
Note : For retired officers, the scheme will be applicable only in respect of bonafide
execution of bank work while in service."
2. Committee & Competent Authority:
All such proposal shall be placed before an Officer Committee at Head Office only
consisting of General Manager (Operations), General Manager (Tech. & Insp.), General
Manager (Treasury) & Chief General Manager. The Convenor of the Committee shall be
General Manager(Operations). The quorum shall be three and in the absence of any
member for any reason, the CGM will nominate another officer of the same rank in the
committee.
The Committee shall examine the gravity of the "Cause of Action", and recommend for grant
or rejection of request for permission to pursue legal action and for reimbursement of
litigation expenses to the Competent Authority within a period of 15 days on receipt of such
proposal.
HOME PAGE
The Competent Authority for Officers in Scale I to III and Sr. Management Scale IV and V shall
be the Screening Committee itself comprising of Chief General manager & three General
Managers, while for Executives in scale VI & VII (Deputy General Managers and General
Managers), the Competent Authority shall be the MD who will consider recommendations of
the Screening Committee of Chief General Manager & General Managers. Since MD and
CGM are more susceptible to slandering, wild allegations made by persons both inside and
outside the Bank, they would be competent to decide and file
a suit (Criminal/Civil or both) against the individual (s) who has made such
allegations/complaints against them.
70
1. OBJECTIVE : To enable officers to initiate legal action in India against outsiders/private

parties who with a malafide intention make baseless allegations, pass derogatory remarks,
lodge motivated false complaints on matters arising out of bonafide execution of Bank's
work. This scheme shall not be applicable in case of a complaint/allegation made by an
employee of the Bank.
2. APPLICABILITY : This scheme shall cover all officers on the regular rolls of the Bank and
retired from Bank. It shall also be applicable in case of Officers on deputation within India to
Joint Ventures and Subsidiaries of the Bank. Note : For retired officers, the scheme will be
applicable only in respect of bonafide execution of bank work while in service.
3. DEFINITIONS : In these rules, unless the context otherwise requires;

3.1 Initiate legal action shall include defending against legal action initiated by
outsiders/private parties with malafide intention on matters arising out of bonafide execution
of Bank's work.
3.1.1 Outsider/Private party means any outsider other than a Government Agency such as
CBI, CVC etc.
3.1.2 A motivated false complaint/ communication shall mean a written complaint /

communication other than anonymous or privileged. For the purpose of this Scheme a
privileged complaint/communication shall mean any written complaint/ communication,
which is protected under law. HOME PAGE
3.1.3 A baseless allegation/ a derogatory remark shall mean so only if it is in writing.
3.1.4 Litigation expenses shall mean court fee and other related miscellaneous expenditure,
advocate fee, TA, DA and accommodation charges per entitlement.
1
Baseless allegation, derogatory remarks, motivated false complaints against officers
of the Bank by an outsider/private party for the purpose of this scheme shall herein after be
referred to as the "Cause of Action."
2
PROCEDURE:
4.1 If an officer desires to initiate any legal action in respect of any "Cause of Action", he/she
may put up the facts along with the relevant documents, seeking permission to initiate legal
action through proper channel.
4.2 All such proposal shall be placed before an Officer Committee at Head Office only
71
consisting of General Manager (Operations), General Manager (Tech. & Insp.), General
Manager (Treasury) & Chief General Manager. The Convenor of the Committee shall be
General Manager (Operations). The quorum shall be three and in the absence of any
member for any reason, the CGM will nominate another officer of the same rank in the
committee. The Committee shall examine the gravity of the "Cause of Action", and
recommend for grant or rejection of request for permission to pursue legal action and for
reimbursement of litigation expenses to the Competent Authority within a period of 15 days
on receipt of such proposal.
4.3 The Competent Authority for Officers in Scale I to III and Sr. Management Scale IV and V
shall be the Screening Committee itself comprising of Chief General manager & three
General Managers, while for Executives in scale VI & VII (Deputy General Managers and
General Managers), the Competent Authority shall be the MD who will consider
recommendations of the Screening Committee of Chief General Manager & General
Managers .
4.4 Once the permission is granted, the Bank's Law Department will identify a suitable
Advocate in each case. The fee and other charges payable shall be as per the scheduled
rates for hiring of Advocates, as prescribed by the Bank. The Officer concerned shall execute
a deed of undertaking as per the format enclosed, agreeing to comply with the provisions of
this scheme.
Since MD and CGM are more susceptible to slandering, wild allegations made by persons
both inside and outside the Bank, they would be competent to decide and file a suit
(Criminal/Civil or both) against the individual (s) who has made such allegations/complaints
against them.
OTHER TERMS AND CONDITIONS
HOME PAGE
5.1 In the event the Court orders for payment of any compensation in favour of the Officer
concerned the amount so received shall be retained by the Officer concerned after
payment to the Bank, of the amount spent by the Bank in connection with the case.
5.2 The Officer concerned shall pursue the case with due diligence and in the event Officer
concerned retires before the culmination of the case, even then the Officer concerned shall
pursue the case till its conclusion at Bank's cost, as mentioned above.
In the event the employment of the Officer concerned with the Bank comes to an end for
whatever reasons except otherwise than by superannuation or on health grounds, the Bank
shall not provide the facility under the scheme any further.
GENERAL :
72
6.1 The decision of the Competent Authority for granting permission to initiate legal action
shall be final and binding.
6.2 The Bank reserves the right to amend, modify or withdraw this Scheme at any time.
HOME PAGE
Deed of Undertaking
This deed executed on day of .by (Name and designation)

(hereunder referred to as the "said officer") and having
permanent residence at
IN FAVOUR OF .Bank, and having its Registered/Head
..(hereinafter referred to as the "Bank").
Office
at
WHEREAS:
A.
Bank has formulated a Scheme under its Circular No. dated
(hereinafter referred to as the "said Scheme" which expression shall include amendments/
modifications thereto, if any) under which an officer of the Bank is entitled to be paid or
reimbursed expenses incurred in connection with legal action initiated in accordance with
the said Scheme. I have read the said Scheme and has made myself aware of the provisions
of the said Scheme.
B.
. has made a baseless allegation against the undersigned in respect of
Since this baseless allegation affects me and it is likely that it could harm
the image of the Bank, I am desirous of initiating legal action against the said
.and avail assistance from the Bank under the said Scheme for this purpose.
C. Bank has agreed to pay or reimburse the expenses in connection with the legal
proceedings proposed to be initiated by me as above, in accordance with the provision of
the said Scheme.
D. Under the said Scheme, I am required to execute an undertaking in accordance with the
provisions of the said Scheme. Accordingly, I have executed this Deed of Undertaking as
hereinafter appearing.
NOW THIS DEED WITNESSETH AS FOLLOWS:
1
I have read the above said Scheme and hereby agreed to be bound by the
provisions of the said Scheme.
2
In the event of any damages, compensation and/or costs being awarded by the
Court at any time in my favour in the legal action initiated by me, I agree to pay back to the
Bank, whatever amount has been spent by the Bank in connection with the case and
balance amount, if any, shall be retained by me.
3
I hereby agree and undertake to pursue the above case diligently till the case
reaches its finality (including the appeal, if any, so advised by the Bank).
IN WITNESS WHEREOF the undersigned has executed this Undertaking cum Indemnity as
. on the date mentioned herein above.
Signature of the Officer.
HOME PAGE
Circular No. Per/26/2010-2011 dated 27.5.2010 and PER/40/2007-2008 dated 11.08.2007
98. GRANT OF HINDI INCENTIVES TO EMPLOYEES FOR PROGRESSIVE USE
OF HINDI REVISION IN RATES
For employees in categories
A & B (RS)
C & D (RS.)
Existing
Revised
Existing
Revised
73
(a) Prabodh Examination of

Hindi Teaching Scheme
250/
2000/
500/
4000/
(b) Praveen Examination of

250/
2500/
500/
5000/
(c) Pragya Examination of

300/
3000/
600/
6000/
d) Examinations which are

conducted by the voluntary
Hindi Organisations and
recognized by the Govt. of
India(Ministry of Education and
Social Welfare) as equivalent to
or higher than the matriculation
examination
300/
3000/
600/
6000/
(e) Hindi Diploma Course

conducted by Central Hindi
Directorate
300/
3000/
600/
6000/
(f) Hindi Typing/Hindi

Stenography Examination
500/
2500/
500/
2500/
(g)Banking Oriented paper in

Hindi of IIBF
300/
3000/
300/
3000/
In addition to the honorarium

paid for acquiring proficiency in
Typing/Stenography in Hindi or
Regional Language,Hindi
incentive allowance to English
Typists and Stenographers who
do typing or stenography work
in Hindi respectively in addition
to English
Enghlish Typists
80/- P.M 160/-
P.M
English Stenographers
120/P.M
(Circular No. Per/56/2010-2011 dated 17.8.2010, PER/38/89-90 dated the 27th June ,1989)
HOME PAGE
99. FITMENT FORMULA ON PROMOTION FROM CLERICAL TO OFFICERS CADRE

Consequent upon the wage revision of workmen staff under Seventh Bipartite Settlement as
also officers under Service Regulations with effect from 01 November 1997, restructuring the
existing formula for salary fitment (post revision) was necessary. It has now been decided to
adopt a new fitment formula. The salient features of the revised fitment formula are given in
the Annexure I. This would be applicable in the light of various provisions of the settlement, to
the promotees of 1st November 1997 and onwards.
Each case of payment of adjusting allowance will have to be approved / sanctioned by
respective Controlling Authorities in future. All fitment on promotion already advised '
Provisionlly ' may be treated as ' Final .
Stage
in the
clerical
scale
Basic Pay in the Clerical cadre

(as advised w.e.f. 1.11.1997)
Fitment at
corresponding stage
in
Junior Management
Grade Scale I
74
1 to 8
Rs.
3020 (1750)
4420 (2725)
Rs.
7100 (4250)
4740 (2920)
7100 (4250)
10
5060 (3115)
7440 (4480)
11
5380 (3310)
7440 (4480)
12
5720 (3525)
7780 (4710)
13
6060 (3740)
8120 (4940)
14
6400 (3955)
8460 (5290)
15
6780 (4185)
8800 (5520)
16
7160 (4415)
9140 (5750)
17
7540 (4645)
9480 (5980)
18
7920 (4875)
9820 (6210)
19
8600 (5270)
10500 (6670)
20
8980 (5500)
10840 (6900)
+1
9360 (5730) (including one stagnation increment)
11180 (7130)
+2
9740 (5960) (including two stagnation increments)
11520 (7360)
+3
10120 (6190) (including three stagnation increments)
11860 (7590)
+4
10500 (6420) (including four stagnation increments)
12200 (7820)
+5
10880 (including five stagnation increments)
12540 (8050)
HOME PAGE
Basic Pay in brackets is the pre-revised pay
Note: Since officers' pay scale have been revised with effect from 1.4.1998 only, in respect of
promotions effected between 1.11.1997 and 31.3.1998 fitment will be as per pre revised pay.
From 1.4.1998 the promotee will be given the corresponding revised pay in the officer cadre.
(2) The promotee officer after fitment as above, will draw his next increment in the Officers'
scale on the anniversary date of his last increment in the clerical cadre and thereafter he will
draw his further increments every year on the same date. However, in view of the clubbing of
stages in the fitment table, the employees in the lower clubbed stage of clerical scale of pay
will get their next increment after promotion on the anniversary date of promotion.
(3) Those who were drawing a basic pay between the 1st and 9th stage in the clerical scale
given in the above table, will be fitted at the minimum of the officers' scale and will draw
their next increment on the anniversary date of promotion.
(4)(a) Those who have completed more than one year at basic pay Rs.8980, Rs.9360, Rs.9740
or Rs.10120, will be given their next increment immediately on fitment at the corresponding
75
stage in the Officers' scale and will draw their annual increment on the anniversary date of
promotion.
(b) Those who have completed more than one year at basic pay Rs.10500 and those who
are at basic pay Rs. 10880 will be given fitment in the officers' scale at Rs.12540 and will earn
their next increment on the anniversary date of promotion subject to their crossing the
Efficiency Bar as per guidelines issued by the Government under Regulation 5 of Officers'
Service Regulations.
(c) In all cases where promotee officers reach the maximum stage in the substantive JMG
Scale I (Rs.12540/-), further increment in the next higher scale will be subject to their crossing
Efficiency Bar as per guidelines issued by the Government under Regulation 5 of Officers
(5) Promotees who are drawing Fixed Personal Pay in terms of Settlement dated 27.3.2000
may continue to draw the same quantum of Fixed Personal Pay even after promotion which
shall remain frozen for the entire period of service.
(6) If the promotee officer has passed CAIIB Part-I or both Parts of CAIIB at the time of his
promotion, notional basic paywill be arrived at after reducing the increments earned for
passing CAIIB, from the clerical basic pay. He shall then be fitted in the officers' scale in
accordance with the above table and appropriate one or two increments in the Officers'
scale shall be added with basic pay so fixed. The date of increment will be determined as
per (2) above, if after reduction of increments in the clerical scale, the basic pay falls in the
lower clubbed stage. This adjustment, however, will not be made where the number of
increments to be reduced is higher than the number of increments
to be granted.
(7) If at any time, the basic pay of an officer is lower than the basic pay corresponding to his
basic pay in clerical scale on account of increment he would have got in the clerical scale,
appropriate adjustment will be made in the Officers' basic pay as per the fitment table.
(8) If despite the fitment as given above, the emoluments (basic pay and dearness
allowance) drawn as on officer of promotion are less than the emoluments (basic pay and
stagnation increment if any, functional special pay on permanent basic and dearness
allowance) drawn as a clerk, the difference may be protected by way of Temporary
Personal Allowance to be wiped off, in three years, at the rate of 1/3 Temporary Personal
Allowance. This allowance will not rank for dearness allowance and superannuation benefits.
100. FITMENT FORMULA ON PROMOTION FROM CLERICAL TO OFFICERS CADRE
Consequent upon the wage revision of workmen staff under Seventh Bipartite Settlement as
also officers under Service Regulations with effect from 01 November 2002, restructuring of
the existing formula for salary fitment (post revision) was necessary. It has now been decided
to adopt a new fitment formula. The salient features of the revised fitment formula are given
in the Annexure I. This would be applicable in the light of various provisions of the settlement,
to the promotees of 1st November 2002 and onwards.
It has to be ensure that each case of payment of adjusting allowance will require to be
approved / sanctioned by respective Controlling Authorities in future.
The under noted Officers may forward their bio-data, through their respective controllers, to
Chief Manager, Personnel Administration Department, Head Office, Jaipur for revision of their
fitment, if necessary, on the format given in Annexure II:
i. Who have been promoted on 01.11.2002 and after and had completed more than one
year at the maximum of clerical scale or at the stagnation increment stage in the clerical
76
scale at the time of promotion, ii. Who have passed CAIIB (Part II) examination of IIB after
their promotion in the officer cadre (JMGS I) and iii. Who are eligible for adjustment as per
fitment table on account of increment which could have fallen due in the clerical scale
(Para 7 of Annexure I)
All other officers to whom fitment on promotion have already been advised 'Provisionally
' may be treated as ' Final '.
HOME PAGE
Fitment Formula on promotion of clerks to officer cadre in JMGS-I on or after

1.11.2002
(1) The promotee officer after fitment as above, will draw his next increment in the Officers'
stages in the fitment table, the employee in the lower clubbed stage of clerical scale of pay
will get their next increment after promotion on the anniversary date of promotion.
77
(2) Those who were drawing a basic pay between the 1st and 9th stage in the clerical scale
given in the above table, will be fitted at the minimum of the officers' scale and will draw
their next increment on the anniversary date of promotion.
(3) a) Those who have completed more than one year at basic pay Rs.16010 and those who
are at basic pay Rs.16570 will be given fitment in the officers' scale at Rs.18240 and will earn
their next increment on the anniversary date of promotion subject to their crossing their
HOME PAGE
b) In all cases where promotee officers reach the maximum stage in the substantive JMG
Scale I (Rs.18240), further increment in the next higher scale will be subject to their crossing
(4) Promotees who are drawing Fixed Personal Pay in terms of Settlement dated 2.6.2005 may
continue to draw the same quantum of Fixed Personal Pay even after promotion which shall
remain unaltered till revised.
(5) If the promotee officer has passed JAIIB or CAIIB at the time of his promotion, notional
basic pay will be arrived at after reducing the increments earned for passing JAIIB/CAIIB,
from the clerical basic pay. He shall then be fitted in the officers' scale in accordance with
the above table and appropriate one or two increments in the Officers' scale shall be added
with basic pay so fixed. The date of increment will be determined as per (1) above, if after
reduction of increments in the clerical scale, the basic pay falls in the lower clubbed stage.
This adjustment, however, will not be made where the number of increments to be reduced
is higher than the number of increments to be granted.
(6) Granting of an immediate increment in fitment. Those who have completed more than
one year at the maximum of the Clerical scale or at the stagnation increment stage in the
Clerical scale will be given their next increment immediately on fitment at the corresponding
stage in the officers scale and will draw their annual increment on the anniversary date of
promotion (ADOP).
(7) Adjustment as per the fitment table on account of increment which could have fallen
due in the Clarical scale. If at any time, the basic pay of an officer is lower than the basic
pay corresponding to that in Clerical scale on account of increment he/she would have got
in the clerical scale, appropriate adjustment may be made in the Officers' basic pay as per
the fitment table.
(8) If despite the fitment as given above, the emoluments (basic pay and dearness
allowance) drawn as an officer on promotion are less than the emoluments (basic pay and
stagnation increment if any, functional special pay on permanent basis and dearness
Allowance. This allowance will not rank for dearness allowance and superannuation benefits.
Circular No. PER/60/2010-2011 dated 26.8.2010,PER/35/1998-99 dated 07.07.1998 & PER/58/
2010-2011 dated 25. 08.2010.
HOME PAGE
101. FITMENT FORMULA ON PROMOTION FROM CLERICAL CADRE TO OFFICERS CADRE:

PROMOTIONS ON OR AFTER 01.11.2007:
Consequent upon the wage revision for workmen staff under Ninth Bipartite Settlement as
also for officers under the Officers' service Regulations w.e.f. 01.11.2007, a review of the
existing fitment formula had become necessary.
Indian Banks' Association has advised that member banks who have not adopted their own
fitment formula on the basis of written agreements / settlements reached with their
78
respective officers' associations / workmen unions or are not required to adhere any court
directives in the matter may consider adopting the new model fitment formula in respect of
promotions effected on or after 01.11.2007.
State Bank of India, Corporate Centre, Mumbai has advised to examine and implement the
fitment formula advised by Indian Banks' Association (IBA) for clerical cadre on promotion to
officer's cadre in respect of promotions effected on or after 01.11.2007. The Executive
Committee of the board at its meeting dated 16.08.2012 has approved to adopt new fitment
formula advised by Indian Banks' Association.
The salient features of the revised fitment formula are given hereunder
Stage
Pay in Clerical Cadre
Fitment at corresponding
stage
in
Junior
Management
Grade
Scale I
From
1.11.2007 to
30.04.2010
6200
7200
14500
6600
7600
14500
7000
8000
14500
7400
8400
14500
7900
8900
14500
8400
9400
14500
8900
9900
14500
9500
10500
14500
From 01.05.2010
onwards
10100
11100
14500
10
10700
11700
15100
11
11300
12300
15700
12
12000
13000
16300
13
12700
13700
16900
14
13400
14400
17500
15
14100
15100
18100
16
14800
15800
18700
17
15500
16500
19400
18
16200
17200
20100
19
17500
18500
20900
20
18300
19300
21700
+1
19100
20100
22500
+2
19900
20900
23300
+3
20700
21700
24100
+4
21500
22500
24900
+5
22300
23300
25700
+6
23100
24100
25700
+7
23900
24900
25700
HOME PAGE
79
Note:
1. The promotee officer after fitment as above, will draw his next increment in the Officer's
Scale on the anniversary date of his last increment in clerical cadre and thereafter he will
stages in the fitment table, the employee in the lower clubbed stage of clerical scale of pay
will get his next increment after promotion on the anniversary date of promotion.
st
th
1
Those who were drawing a basic pay between the 1 and 9 stage in the clerical
scale given in the above table, will be fitted at the minimum of the Officer's Scale and will
draw their next increment on the anniversary date of promotion.
2
(a) Those who have completed more than one year at basic pay of Rs. 18300/19300,
Rs. 19100/20100, Rs. 19900/20900, Rs. 20700/21700, Rs. 21500/22500 will draw their next
increment on the anniversary date of their last increment in the clerical cadre immediately
following the date of promotion and will draw their subsequent annual increment on the
same date.
HOME PAGE
Those who have completed less than one year at basic pay of Rs. 18300/19300, Rs.
19100/20100, Rs. 19900/20900, Rs. 20700/21700, Rs. 21500/22500 will draw their next increment
after fitment, on the anniversary date of promotion and thereafter draw their annual
increments every year on the same date.
(b) Those who have completed more than one year at basic pay of Rs. 22300/23300, Rs.
23100/24100, Rs. 23900/24900 will be given fitment in the Officer's Scale at Rs. 25700 and will
earn their next increment on the anniversary date of promotion subject to their crossing their
(c)In all cases where promotee officers reach the maximum stage in the substantive JMG
Scale I (Rs. 25700), further increment in the next higher scale will be subject to their crossing
1
Promotees who are drawing Fixed Personal Pay in terms of settlement dated
27.04.2010 may continue to draw the same quantum of Fixed Personal Pay even after
promotion which shall remain unaltered till revised.
5. If the promotee officer has passed JAIIB or CAIIB at the time of his promotion,
notional basic pay will be arrived at after reducing the increments earned for passing
JAIIB/CAIIB, from the clerical basic pay. He shall then be fitted in the Officers' Scale in
accordance with the above table and appropriate one or two increments in the Officers'
Scale shall be added with basic pay so fixed. The date of increment will be determined as
per (1) above, if after reduction of increments in the clerical scale, the basic pay falls in the
lower clubbed stage. This adjustment, however, will not be made where the number of
increments to be reduced is higher than the number of increments to be granted.
2
If despite the fitment as given above, the emoluments (basic pay and dearness
stagnation increment if any, functional special pay on permanent basis and dearness
Allowance. This allowance will not rank of dearness allowance and superannuation benefits.
th
3
If an employee has passed CAIIB after reaching the 20 stage of the clerical cadre
and promoted to Officers' Scale subsequently, he/she shall be granted one increment for
passing CAIIB Part-1/JAIIB and another increment for passing CAIIB Part-II after fitment in
Officers' scale as per his/her clerical stage of pay before promotion.
80
(Per/31/12-13 dated 21.8.2012), PER/60/2010-11 dated 26.08.2010)

HOME PAGE
102. Fitment Chart on Promotion for Officers Promoted From One Scale to another on or after
1.11.2007
A. Fitment Chart on Promotion from Scale I to Scale II
Stage
Scale-I
Scale-II
14500]
15100]
15700]
16300]
16900]
17500]
18100]
18700]
19400
19400
20100
10
20100
20900
11
20900
21700
12
21700
22500
13
22500
23300
14
23300
24100
15
24100
24900
16
24900
25700
17
25700
26500
+]
26500
27300
+]
27300
28100
+]
28100
28900
++]
28900
29700
++]
29700
30600
++]
30600
31500
++]
31500
31500
+Sliding ++Stagnation increments

HOME PAGE
81
B. Fitment Chart on Promotion from Scale II to Scale III

Stage
Scale-II
Scale-III
19400]
20100]
20900]
21700]
22500]
23300]
24100]
24900]
25700
25700
26500
10
26500
27300
11
27300
28100
12
28100
28900
28900
29700
29700
30600
30600
31500
31500
31500
++
32400
32400
++
33300
33300
++
34200
34200
Note: Those who are getting promoted to Scale III after reaching the Basic Pay of Rs. 33300/and Rs. 34200/-, their next stagnation increment will be released on the date it was due in the
earlier Grade.
+Sliding ++Stagnation increments
HOME PAGE
82
C. Fitment Chart on Promotion from Scale III to Scale IV

Stage
Scale-III
Scale-IV
25700
26500
27300
28100
30600
28900
31500
29700
32400
30600
33300
31500
34200
++
32400
35200
++
33300
36200
++
34200
36200
++
35100
36200
++ Stagnation increments
D. Fitment Chart on Promotion from Scale IV to Scale V
Stage
Scale-IV
Scale-V
30600
36200
31500
36200
32400
36200
33300
36200
34200
37200
35200
38200
36200
39300
HOME PAGE
83
E. Fitment Chart on Promotion from Scale V to Scale VI

Stage
Scale-V
Scale-VI
1
36200
42000
37200
42000
38200
42000
39300
43200
40400
44400
HOME PAGE
F. Fitment Chart on Promotion from Scale VI to Scale VII
Stage
Scale-VI
Scale-VII
1
42000
46800
43200
46800
44400
46800
45600
48100
46800
49400
103. Procedure for fitment of pay of officers on promotion from one scale to another.
1. At the time of fitment of an officer on promotion to the higher scale to pay, the number of
increment he would have/had earned i.e., one increment each for passing JAIIB/CAIIB
examination, as the case may be, shall be first reduced from the existing pay of the
concerned officer prior to his fitment in the higher scale of pay on promotion. If, however, the
officer is at the maximum of the scale, the following procedure should be adopted:
(i) If the stagnation at the maximum of the scale is less than one year, the officer
would not be drawing any Professional Qualification Pay. Then the number of increments i.e.
one increment for JAIIB/CAIIB, as the case may be, included in his Basic Pay shall be reduced
in the existing scale.
(ii) If the stagnation at the maximum of the scale is for a year or more but for less than
2 years, the officer would be drawing a Professional Qualification Pay of Rs 410/- p.m. In such
cases, if he had passed both JAIIB/CAIIB before the date of promotion, then one increment
shall be reduced in the existing scale. If, however, such Professional Qualification Pay of Rs
410/- p.m. is for JAIIB only, then no increment need be reduced from the existing scale.
2. If the stagnation at the maximum of the Scale is for 2 years or more, the officer who has
passed both JAIIB/CAIIB before the date of promotion, would be drawing a Professional
Qualification Pay of Rs 1030/- p.m. In this case, there would be no scope for reducing the
increments for JAIIB/CAIIB as even without CAIIB increments the officer would be at the
maximum of the scale.
Note: The purpose of the above exercise is to determine as to what stage of scale of pay the
officer would have been, had he not been granted increments for passing JAIIB/CAIIB. HOME
PAGE
1
After effecting the above adjustments, the fitment of basic pay in the promoted
scale will be made as per the fitment chart enclosed. The fixation so arrived at will be the
basic pay in the promoted scale as on the date of promotion.
2
After such fitment in the higher scale of pay one or two increments shall be added to
the Basic Pay so fixed in respect of JAIIB or of CAIIB, as the case may be. If, however, no
increments are available in the scale, or only one increment is available in the scale, after
allowing the available increment/s, the officer shall be allowed Professional Qualification Pay
84
in lieu of such remaining increment(s), if any.

Normally, where an officer is promoted from one scale to another, the date of his increment
shall be the anniversary date in the previous scale of pay. Where however, an officer has
reached the maximum in the previous (pre-promoted) scale of pay or on promotion gets an
increase in the Basic Pay equivalent to two or more increments in the previous (prepromoted) scale of pay, the date of increment shall be the anniversary date of promotion.
However, if the Basic Pay after reduction of JAIIB/CAIIB increments is not at the maximum,
then the date of increment shall be the anniversary date of last increment. Provided further,
that if an officer who is in Scale I, II or III is promoted to higher scale after reaching the
maximum in the previous (pre-promoted) scale of pay but before drawing stagnation
increment, the date of his increment in the higher scale shall be the anniversary date of
promotion or due date of stagnation increment in the previous (pre-promoted) scale
whichever is earlier.
In the case of officer in Scale I and II promoted after moving into higher Scale II and III
because of stagnation movement, the notional increment to be added shall be the
increment drawn by him on the date of promotion and the next and subsequent increment
shall be on the anniversary date on which the member has drawn his increment in the
previous scale. Promotees who are drawing Fixed Personal Pay in terms of Settlement dated
27.4.2010 may continue to draw the same quantum of Fixed Personal Pay even after
promotion which shall remain unaltered till revised.
( CIRCULAR NO. PER/77/2011-12 DATED 24.01.2012)
HOME PAGE
104 . SCHEME OF DELEGATION OF POWERS IN DISCIPLINARY MATTERS: REVISION IN THE
AUTHORITY STRUCTURE IN RESPECT OF DISCIPLINARY ACTIONS RELATING TO THE SUPERVISING
STAFF
Presently, the Directors' Committee in our Bank has been designated as the Appellate and
reviewing Authority in disciplinary cases relating to following category of officers, in addition
to reviewing the disposal of vigilance disciplinary cases and departmental enquiries :Reviewing
Category
of
Disciplinary Authority
Appellate Authority
Officers
Authority
SMGS-IV & V
TEGS-VI,
TEGSS-I
VII
&
Chief General Manager
Managing Director
Directors'
Committee
Managing Director
Directors' Committee
Chairman, SBI
In terms of advices of the State Bank of India, Corporate Centre, Mumbai vide letter No.
BD/JPS/3394 dated 05.01.2010; the Managing Director of the Bank will not participate in the
proceedings of this committee to review a case where he/she was the Disciplinary
Authority/Appellate Authority. A separate committee, comprising the following members, will
be the Appellate/Reviewing Authority, for the above referred categories of officers:
a) Group Head of Associate & Subsidiaries at SBI {(Presently MD & GE (A&S)}.
b) RBI nominee Director on the Bank's Board.
c) Govt. nominee Director on the Bank's Board.
Quorum for the meeting will be two members and it will meet as & when required.
The Committee will be called as "Appellate and Reviewing Committee".
5. Further, the Directors' Committee will continue to review the disposal of vigilance
disciplinary cases and departmental enquiries as laid down vide Govt. of India letter dated
th
24 October, 1990.
(Circular No. Per/67/2010-2011 dated 21.9.2010, Reorg./2/88 dated 12.02.1988 and
Reorg./2/96-97 dated 06.04.1996)
HOME PAGE
85
105. DELEGATION OF POWERS IN DISCIPLINARY MATTERS : REVISION IN THE AUTHORITY

STRUCTURE IN RESPECT OF DISCIPLINARY ACTIONS RELATING TO THE SUP. STAFF
Presently, the Appellate & Reviewing Committee in our Bank has been designated as the
Appellate/Reviewing Authority in disciplinary cases relating to following category of officers:
HOME PAGE
Category of
Officers
SMGS-IV & V
TEGS-VI, VII
& TEGSS-I
Disciplinary
Authority
Chief
General
Manager
Managing Director
Appellate Authority
Reviewing Authority
Managing Director
Appellate &
Committee
Appellate
&
Reviewing Committee
Chairman, SBI
Reviewing
Now, in terms of advices of the State Bank of India, Corporate Centre, Mumbai vide letter
No. A&S/JPS/2067 dated 15.09.2011; there is no need for a separate committee to function
as Appellate/Reviewing Authority. Therefore, Directors' Committee (save MD of our Bank),
comprising of the following members will be the Appellate/Reviewing Authority, for the
above referred categories of officers:
a) Group Head of Associate & Subsidiaries at SBI {(Presently DMD & GE (A&S)}.
b) RBI nominee Director on the Bank's Board.
c) Govt. nominee Director on the Bank's Board.
Quorum for the meeting will be two members and it will meet as & when required.
(CIRCULAR NO. PER/47/2011-2012 DATED 31.10.2011, PER/67/2010-2011 dated 21.09.2010)
106. AUTHORITY STRUCTURE OF DISCIPLINARY MATTERS OF OFFICERS CADRE JMGS-I &
MMGS-II.
Bank has examined the issue in consultation with State Bank of India, Corporate Centre,
Mumbai regarding delegation of authority structure for disciplinary matters in respect of
cases pertaining to JMGS-I and MMGS-II officers in view of increase of number of cases and
requirement of time bound disposal of cases as per CVC guidelines. Accordingly, the
authority structure has been modified as under: Category of officers
Disciplinary
Authority
Authority
to
impose penalty
#
Appellate
Authority
Reviewing
Authority
JMGS-I & MMGS-II

Minor Penalty Major
Penalty
DGM* GM(O) & GM(O) & C.D.O.

DGM* DGM* C.D.O.
CGM
CGM MD
(# in terms of regulation NO. 68(1)(ii) of Officers Service Regulations.) (*-DGM of the zone for
officers working in ROs, ZOs, and branches reporting to the Zonal Head -DGM heading the
Branch for officers working in DGM headed branches -DGM (P&HRD) for officers working in
Head Office establishments.)
The existing authority structure for officers in MMGS-III and above would remain unchanged.
(CIRCULAR NO. PER/26/2011-2012 DATED 2.6.2011, Reorg./2/1988 dated 12.02.1988,
Reorg./2/1996-97 dated 06.04.1996, Reorg./5/1996-97 dated 3.8.1996.)
HOME PAGE
107. REIMBURSEMENT OF FUNERAL EXPENSES TO THE DEPENDENTS OF THE RETIRED EMPLOYEES
AND EMPLOYEES, WHO DIE IN HARNESS
86
Please refer to Head Office in terms of which Funeral Expenses to the extent of 5,000/- are
reimbursable to the dependents of those employees who die in harness and heirs of the
retired employee as a gesture of sympathy out of Lapses and Forfeiture Account of the
Provident Fund.
Now, it has been decided to enhance the Ex-Gratia amount and change the mode of
payment as under: Ex-Gratia Amount:
Mode of payment:
Existing
Reimbursement
by
PPG
Department, Head Office, Jaipur
Revised
Reimbursement shall be made by the
Central Welfare Committee, Head
Office, Jaipur. Effective from date of
circular.
Branch Managers / Departmental Heads will pay the funeral expenses not exceeding Rs.
10,000/- (Rupees ten thousands only) {to the debit of IBIT Account} to the dependent on the
very day of the death of the employee so that the amount can be used for funeral
expenses. Thereafter, the Branch Manager/ Departmental Head will obtain the claim from
the dependents of the deceased employee and submit to the Secretary, Central Welfare
Committee, Head Office, Jaipur for reimbursement as per proforma enclosed with the
circular.
(Circular No. Per/79/2010-2011 dated 20.10.20101,PER/45/1993-94 dated 26.08.1993 and
PER/63/1995-96 dated 27.10.1995)
HOME PAGE
87
108. PROBATIONARY OFFICERS : PAYMENT OF SALARY, FESTIVAL ADVANCES AND

FIXTURES DURING PROBATION PERIOD
The following instructions of various payment viz Salary, Perks etc. are applicable for POs
under probation:Head
Salary
Sanctioning Authority
Branch Manager Reimbursement from Office
Administration Deptt., H.O., Jaipur. (To be
obtained at the end of each calendar quarter) (
Performa Annexed)
Festival Advance
Sanction and disbursement

Manager where PO is posted
Leased Accommodation
Sanction by Controller of the branch where PO is

posted and payment by the branch
Fixture

Plastic Items

L.F.C. / H.T.C.
Sanction by HRD, Head Office, Jaipur and passing

of bills by Office Administration Department, H.O.,
Jaipur
Casual Leave
P.L./Medical Leave/Loss of Pay
Newspaper/T.A. Bill/conveyance
expencses
Sanction by the Branch Manager

Sanction by the HRD, Head Office, Jaipur
Sanction and reimbursement by the Branch
Mobile Hand set

Mobile Bill
Sanction and payment by the Branch Manager

where PO is posted
Medical Aid yearly
Sanction and reimbursement by the Branch
Medical Hospitalization
Annual Increment
HRD/Office Administration , Head Office, Jaipur

Sanction by H.R.D. Department, H.O., Jaipur
by
the
Branch
On transfer to the next branch / department, the LPC/ full particulars of the salary / perks etc.
will be advised to the concerned Branch / Department with a copy of relieving letter under
advise to HRD Department, H.O., Jaipur.
(Circular No. Per/81/2010-2011 dated 21.10.2010, Circular No PER/39/2007-08
07.08.2007)
HOME PAGE
88
dated
109. STAFF SUPERVISING: PLACEMENT NORMS - CLASSIFICATION OF VARIOUS POSITIONS

AS OPERATIONAL/LINE/INDEPENDENT LINE ASSIGNMENTS
HOME PAGE
Following positions are considered as Operational Assignment/Line Assignment/Independent
Line Assignment in our Bank: S.
No.
Name of post & designation
Scale
To qualify for
BRANCH HEADS
ALL SCALES
INDEPENDENT LINE ASSIGNMENT
HEAD OF DIVISION AT BRANCHES
ALL SCALES
LINE ASSIGNMENT
ALL SCALES
OPERATIONAL ASSIGNMENT
2
3
4
5
6
7
ASSIGNMENTS
OTHER
THAN
ADMINISTRATIVE OFFICES
AGM / CM / MANAGER (i.e. HEAD
OF OFFICE) OF RACPC / SMECCC /
RASMECCC / RURAL CPC
CM (SANCTIONS) / MANAGER
SANCTIONS) OF RACPC / SMECCC
/ RASMECCC / RURAL CPC
TEAM LEADER MPST
RELATIONSHIP
MANAGER-ME
(RMME)
MAINTENANCE OFFICER RCPC,
VERIFICATION OFFICER RCPC
10
CUSTOMER
SUPPORT
OFFICER
ATTACHED TO RMME / RM-AMT
(ACCOUNT MANAGEMENT TEAMS)
11
Sr. MARKETING EXECUTIVE / MPST
12
13
SARC OFFICERS OF MMGS-II /

JMGS-I
CUSTOMER
RELATION
OFFICER
(CROs)
14
RELATIONSHIP MANAGER-PB (RMPB)
15
CHIEF DEALERS IN TREASURY DEPTT.
16
DEALERS IN TREASURY DEPTT.
SMGS-IV /
MMGS-III
SMGS-IV
MMGS-III
MMGS-III/II
SMGS-IV
MMGS-III
MMGS-III/II
JMGS-I
MMGS-III/II
JMGS-I
INDEPENDENT LINE ASSIGN
LINE ASSIGNMENT
INDEPENDENT LINE ASSIGN

MMGS-II
JMGS-I
MMGS-II
JMGS-I
MMGS-II
JMGS-I
MMGS-II
JMGS-I
MMGS-II
JMGS-I
SMGS-IV
MMGS-III
MMGS-III/II
JMGS-I
/
/
/
/
/
INDEPENDENT LINE ASSIGNMENT
LINE ASSIGNMENT
Further, many new positions in various BPR initiatives have been created. Therefore, following
positions have also been added as Operational Assignment/Line Assignment/Independent
Line Assignment: All concerned, please note and bring the contents of this Circular to the notice of all
members of supervising staff.
S.
No.
Name of post & designation
Scale
89
To qualify for
HEAD OF LCPC / SARC / TFCPC
SMGS-IV/V
INDEPENDENT
ASSIGNMENT
CHIEF
MANAGER
ADMINISTRATION), SMECCC
SMGS-IV
LINE ASSIGNMENT
CHIEF MANAGER (COMPROMISE /

SARFAESI), SARC
SMGS-IV
LINE ASSIGNMENT
MANAGER (RECOVERY ) SARC
MMGS-III
LINE ASSIGNMENT
MANAGER
(REHABILITATION
RESTRUCTURING) SARC
MMGS-III
LINE ASSIGNMENT
MANAGER (EXPORT) TFCPC
MMGS-III
LINE ASSIGNMENT
MANAGER (IMPORT) TFCPC
MMGS-III
LINE ASSIGNMENT
MANAGER (INLAND) TFCPC
MMGS-III
LINE ASSIGNMENT
(LOAN
&
LINE
CHIEF MANAGER/ MANAGER / DY. SMGS-IV

/
MANAGER (BRANCH OPERATION)
MMGS-III/II
CUSTOMER ACCOUNT SUPERVISOR
10
(CAS) IN RASMECC / SMECC / SARC / MMGS-III/II
RCPC / TFCPC
OTHER
OFFICERS
POSTED
AT
MMGS-III/II OR
11
RASMECC / SMECCC / SARC / RCPC
JMGS-I
/ TFCPC
Circular No. Per/69/2011-12 dated 28.12.2011 and PER/92/2010-2011 dated 30.11.2010
9
HOME PAGE
110. STAFF SUPERVISING: POLICY GUIDELINES FOR ENTRUSTMENT OF RURAL
/ SEMI-URBAN AND OPERATIONAL ASSIGNMENTS (MANDATORY
ASSIGNMENTS) FOR PROMOTION TO HIGHER
As regards officers who have not completed the Operational/Line/Independent Line

assignments, Bank had allowed following relaxations for the promotion year 2010:
a) As a special case, officers may be considered for promotion up to SMGS-V, even though
they have not completed the stipulated Operational/Line/Independent Line assignments, for
the next promotion year viz. 2010, provided they are otherwise eligible for promotion to the
next higher grade.
b) Officers considered for promotion during the promotion year 2010, subject to above
relaxation,
when
promoted,
will
be
placed
immediately
in
the
Operational/Line/Independent Line assignment and the benefits of promotion would be
released only after its completion.
c) The above relaxation would not be available from the promotion year 2011 and officers
90
who have not completed the mandatory assignment would not be considered for
promotion (from the promotion year 2011 onward) till such time they complete all the
mandatory assignments.
d) From the promotion year 2011 onwards, in case an officer has not completed the required
mandatory assignments by the date of eligibility for promotion to the relevant grade, he/she
will not be considered for promotion in the ensuing promotion exercise. However, such
officers who failed to complete the mandatory assignments for reasons not attributable to
them will be considered in future promotion exercises after they have satisfactorily
completed the mandatory assignment, from the date they were otherwise eligible for
promotion but for non-completion of mandatory assignments.
3. In addition to the above, henceforth it will be incumbent on the officers concerned to
make an appeal to the Bank on the format enclosed with circular No. Per/84/2009-2010 in
case of their not being placed on the requisite mandatory assignment(s). A copy of the
appeal should be given by the officer concerned to his controller also for taking necessary
action thereon. The Controller would be required to take suitable action on all such appeals
within a period of 30 days.
HOME PAGE
Further, from now onwards, no functionary would be authorized to delay or postpone

completion of the prescribed mandatory assignment(s).
(Circular No. Per/84/2009-2010 dated 1.1.2010 and PER/59/2009-10 dated the 24.10.2009)
HOME PAGE
111. VARIOUS WELFARE ACTIVITIES OF OUR BANK
Various welfare activities, in force under the auspices of the Banks Central Welfare
Committee, are detailed as under:
112 . CANTEEN FACILITY:
Under Canteen Facility Scheme, the Bank allocate funds for promotion of sports, culture and
other recreational activities, for the benefit of every employee, who contribute for the profit
st
of the Bank at the close of business on 31 March every year, at the rate decided in the
annual meeting of the Central Welfare Committee, which is generally held after Annual
General Meeting of the Bank.
113. SCHEME OF HOLIDAY- HOMES FOR THE STAFF AND THEIR FAMILY MEMBERS FOR REST AND
RECUPERATION:
Our Bank maintains Holiday-Homes at various tourist / important places for rest and
recuperation of the staff and their family members at the following centres, which may be
booked maximum for the days mentioned against them.
91
S. No.
Name of the HH
No. of Rooms
Remarks
1
2
3
4
5
6
7
8
9
10
11
12
Jaipur
Mumbai
Manali
Goa
New Delhi
Bangalore
Mussoorie
Chandigarh
Jaisalmer
Udaipur
Haridwar
Katra
10
03
08
04
07
05
05
05
05
06
04
05
Can be booked maximum

for 5 days
Can be booked maximum

for 3 days
Request for booking rooms should be sent to the Secretary, Central Welfare Committee with
a demand draft/bankers cheque @ Rs.20/- per day w.e.f. 01.02.2012. Rooms will be
available maximum for five days except Haridwar and Katra where it is restricted to three
days only. The booking of rooms can be made for one calendar month in advance. All staff
members are advised for optimum use of facility, as these HHs are maintained by the Bank
by spending huge amount from the funds available for welfare of staff.
Staff members are also advised to cancel their booking if their programme to visit has
cancelled / postponed due to any reasons.
114. SCHOLARSHIP SCHEME:
BRIEF DETAIL The Bank awards scholarships and reimburses tuition fee to the meritorious wards
of the employees from standard IV onwards who secure minimum 60% marks in the last exam
passed (55% marks for the SC/ST candidates) as per the existing instructions. The rate of
scholarship ranges from Rs.45/- to Rs.250/- per month and fixed amount of tuition fee of
Rs.1200/- per annum for maximum two children. In some institutions, marks are awarded in
terms of grades and not percentage. In such cases, conversion of 'grades' in to 'percentage'
should be ascertained from the institution and if these conform to the laid down procedure,
scholarship may be granted accordingly.
115. EMPLOYEES GROUP INSURANCE (SUPER SURAKSHA) SCHEME:
The Group Insurance Scheme (SBI Life Super Suraksha) for SBBJ employees was advised vide
th
Head Office Circular No. PER/16/2003-04 dated 27 May 2003. Details of the scheme are as
under:
Eligibility Criteria:
The existing/newly enrolled or appointed permanent employees of SBBJ who, at the time of
their admission to the scheme, are not more than 59 years of age and are in good health
and do not suffer from any critical illness are eligible to avail benefit under the scheme.
Further, to avail the benefits of the scheme, employee must have submitted his bio-data in
AS-15 form.
Benefits:
a) The maximum amount of benefit payable by the company under the scheme, together
with any other benefit under similar Group Insurance cover obtained at any other branch or
office of the SBBJ shall not in any event exceed Rs. 7,00,000/- upto 28.02.2012. The cover
under the scheme shall stand revised toa maximum of Rs.8,00,000/- w.e.f. 01.03.2012, subject
to availability of allocated funds. In the event of death of the member due to an accident,
benefit under the scheme will be doubled i.e .Rs. 14 lacs & Rs. 16 lacs, respectively.
All other terms and conditions of the scheme will remain unchanged.
92
HOME PAGE
116. SCHEME FOR ADJUSTMENT OF OUSTANDING HOUSE LOAN ACCOUNT IN THE EVENT OF
DEATH OF AN EMPLOYEEE IN HARNESS, WHILE IN SERVICE:
The scheme for adjustment of outstanding in the House Loan Account in event of death of
an officer / employee (including part time employees), who die in harness, were advised
vide Ho circular No. PER/09/2004-05 dated 08.04.2004. As per the extant provisions, the
quantum of assistance is limited to Rs. 3.00 lac.
Now, It has been decided that the coverage of the scheme be enhanced wef 11.08.2011,
i.e. instead of restricting the facility of adjustment of outstanding in the House Loan A/c only,
it will be extended to other loans also i.e. Personal Loan, PF Loan and Conveyance Loan,
upto the maximum ceiling of Rs. 3.00 lac (including interest thereon), irrespective of the
cadre of the employee.
HOME PAGE
117. SCHEME FOR RELIEF ON LEAVE WITHOUT PAY ON SICKNESS GROUND
The scheme for relief on Leave without Pay on Sickness Ground was introduced vide HO
th
Circular No.PER/88/2004-05 dated 7 March 2005. Earlier, the quantum of assistance was
Rs.5000/- per month for 18 months or 50% of the gross salary, whichever is lower, during the
entire service period and same was subsequently revised last year to Rs.7500/- per month for
24 months on the same terms and conditions advised vide Circular dated 07.03.2005.
st
Now, from 1 April 2011, the quantum of assistance has once again been revised to
Rs.15,000/- per month or 50% of the gross salary, whichever is lower, for a maximum of 24
months during the entire service period. It has also been decided that the scheme will also
cover those employees/ officers who are bed ridden due to debilitating injuries caused by
accidents.
All other terms and conditions of the scheme shall remain unchanged.
118. SCHEME FOR ANNUAL HEALTH CHECK-UP:
Scheme for Annual Health Checkup, under Staff Welfare Activities was advised vide HO
th
Circular No. PER/88/2004-05 dated 7 March 2005, for the employees who are in the age
group of 41 to 49 years of age. The benefit of the scheme was further extended to the
spouses of the officers/employees from 01.04.2010. The main features of the scheme are as
under:
a) The scheme is meant for only permanent employees and their spouses (including part
time workers) who are between the age group of 41 to 49 years of age. The spouses shall
remain eligible to avail the facility till the retirement of the officer/employee. b) The
reimbursement of Rs. 1000/- should only be confined to Annual Health Checkup and
should not be utilized for treatment of any regular ailments/diseases.
All other terms and conditions of the scheme shall remain unchanged.
HOME PAGE
119. SCHEME OF SPECIAL AWARDS FOR THE WARDS OF THE DECEASED EMPLOYEES FOR THEIR
EDUCATION:
93
From 01.04.2010, a Special Award is being provided for one child of deceased employee, @
Rs.10,000/- , (one time payment) on production of certificate regarding continuing studies
from the school / college, duly certified by the competent authority of the
Branch/Administrative Office.
(Circular No. Per/67/2011-2012 dated 16.12.2011,PER/88/2004-05 dated 03.07.2005 and
Circular letter No. PER/24/2010-11 dated 08.12.2010)
120.SCHEME FOR REIMBURSEMENT OF FEES & PAYMENT OF HONORARIUM FOR COMPLETION
OF CERTIFICATE EXAMINATION CONDUCTED BY IIBF IN SME FINANCE FOR BANKERS
Indian Institute of Banking and Finance (IIBF), Mumbai is conducting Course of SME Finance
for Bankers.
2. The course objective is intended for our employees to have in-depth knowledge in the
field of SME finance. The examination is held twice in a year in June/July and December. The
fees and other details are as follows:
a)
For members the examination fees is Rs. 1500/-for the first attempt. For subsequent
each attempt the fees is Rs. 1000/-.
b)
For non-members the examination fees is Rs. 2000/-plus registration fees of Rs. 500/. For subsequent each attempt the fees is Rs. 1000/-.
3. As the course covers an area of great current relevance, it has been decided to include
the same under the Banks Scheme for Reimbursement of Examination Fees and Payment of
Honorarium for all bank employees as detailed below who successfully complete the course.
i)
Reimbursement of Rs. 1500/- (at present on actual basis) towards examination
fees and cost of study material after the examination is passed on production of
receipt and reimbursement of registration fees on production of receipt.
ii)
An honorarium of Rs. 1000/- (Rupees One thousand only) may be paid to
employees successfully completing the course.
4.
The Scheme may be extended to cover: All permanent officials/employees and
Contract employees who work in SME Department like Customer Relationship
Executives (Medium Enterprises) and Management Trainees working in SME
Department, if any.
The employee will have to seek prior approval from the Bank before taking up the course.
The competent authority for the purpose will be the controller of the employee, not below
the rank of Asstt. General Manager.
HOME PAGE
121. SCHEME FOR REIMBURSEMENT OF EXAMINATION FEE & PAYMENT OF HONORARIUM:

CERTIFICATE EXAMINATION IN MICRO FINANCE CONDUCTED BY INDIAN INSTITUTE OF BANKING
Indian Institute of Banking and Finance (IIBF) are conducting Certificate Examination in Micro
Finance. The course covers the important aspects relating to Microfinance i.e. Financing Self
Help Groups, Micro Finance Institutes, Delivery Models, Legal and Regulatory frame work
connected with Micro Finance, Risk Management etc.
2. Considering the overall utility of the said course and the bank's exposure to said segment,
it has been decided to include the above course being conducted by Indian Institute of
Banking & Finance in the approved list for reimbursement of examination fee on actual basis
and payment of honorarium of Rs. 2000/- on successful completion of the
course/examination subject to following:
The staff member should obtain prior permission to take up the course from
the controller not below the rank of Asstt. General Manager.
The staff member seeking reimbursement of examination fee (on actual basis)
94
and honorarium should have minimum residual service of 3 years from the
date of seeking reimbursement / honorarium.
Copies of fee receipts paid/certificate should be submitted to obtain
reimbursement.

122. SCHEME FOR REIMBURSEMENT OF FEES & PAYMENT OF HONORARIUM: FINANCIAL
PLANNING & WEALTH MANAGEMENT CERTIFIED FINANCIAL PLANNER (CFP) BY FINANCIAL
PLANNING SERVICES BOARD (INDIA) (FPSB) POST GRADUATE DIPLOMA IN FINANCIAL
ADVISING (PGDFA) BY INDIAN INSTITUTE OF BANKING AND FINANCE(IIBF)
It has been decided to include the Financial Planning and Wealth Management Certified
Financial Planner (CFP) course by Financial Planning Services Board (India) (FPSB) and Post
Graduate Diploma in Financial Advising (PGDFA) course by Indian Institute of Banking and
Finance (IIBF) Mumbai, in the Scheme for Reimbursement of Fees & Payment of Honorarium
on successful completion. Brief details of these courses are as under:
(A) CERTIFIED FINANCIAL PLANNER (CFP) CONDUCTED BY FPSB (INDIA)
i) FPSB (India) is a professional standards setting body that guides the development and
promotion of standards for professional Financial Planning. FPSB (India) is an affiliate of FPSB,
DENVER, USA, which oversees the internationally recognized CFP Certification. FPSB does not
have any training establishment. 37 Private Institutes, in 12 cities provide training for CFP
certification as FPSB's Authorised Educational Providers.
ii) These institutes charge between Rs. 55,000/- to Rs. 85,000/- per candidate for one year. In
addition each candidate will also have to pay membership and examination charges
ranging from Rs. 9,500/- to Rs. 15,500/-. The course is a professional one of a high standard
and has the undernoted 6 modules:
Module I : Introduction to Financial Planning Module II : Risk Management & Insurance
Planning Module III : Retirement Planning & Employee Benefits Module IV : Investment
Planning Module V : Tax & Estate Planning Module VI : Financial Plan Construction
(B) POST GRADUATE DIPLOMA IN FINANCIAL ADVISING (PGDFA) CONDUCTED BY INDIAN
INSTITUTE OF BANKING AND FINANCE (IIBF), MUMBAI
i) IIBF Mumbai has introduced similar course with technical support from the Securities
Institute, Australia, a pioneer in the area of Financial counselling and advising, to create a
cadre of financial advisors in the financial sector.
ii) The examination will be held twice a year in June and December, at six centers viz.
Hyderabad/Bangalore/Mumbai/Chennai/Kolkata and New Delhi. The candidates are
required to pass following six papers within a time limit of three years i.e. six attempts.
Introuction to Financial Planning Managing and Marketing of Financial Services Securities
Markets and Products Insurance Products (Including Pension Products) Mutual Fund Products
and Services Banking Products and Services
The fee for the above course is Rs. 10,000/- + Rs. 300/- as a one time registration
fee (for a non member)
1
The officials who successfully complete CFP/PGDFA course will be reimbursed the
membership fees, tuition fees and the examination fees on actual receipt basis and
each such official also be paid honorarium of Rs. 20,000/- for successfully completing
the CFP course and Rs. 7,500/- for PGDFA course respectively.
95
4
5
Since the reimbursement/honorarium to be paid are quite high, it is stipulated that

the concerned official would be required to execute a suitable undertaking/bond
agreeing to serve the Bank for a minimum period of 3 years from the date of
receiving the reimbursement/honorarium.
As the CFP course would take upto 6 months for completion, it has also been
decided that once an official completes 3 of the 6 modules, an honorarium of Rs.
7,500/- may be paid to the concerned official. This may be adjusted against the final
honorarium of Rs. 20,000/- payable on successful completion of the CFP program. In
case the officer fails to complete the course successfully, the amount may be
recovered from him.
The official will have to seek prior permission from the Bank before taking up the
course. The authority to permit in this case will be Deputy General Manager (Human
Resources), Head Office Jaipur.
As these courses will be a part of the Bank's efforts to build up a cadre of
knowledgeable officials in the area of Financial Planning & Wealth Management, all
the Branch Managers / Chief Managers / Asstt. General Managers / Dy. General
Managers / Controlling Authorities and Departmental Heads will ensure to identify
and motivate the officials working under them to join the above courses.
CIRCULAR NO. PER/52/2008-09 September 29, 2008

HOME PAGE
123. SCHEME FOR REIMBURSEMENT OF EXAMINATION FEES & PAYMENT OF HONORARIUM FOR
COMPLETION OF CERTIFICATE EXAMINATION CONDUCTED BY INDIAN INSTITUTE OF BANKING &
FINANCE (IIBF) IN ANTI MONEY LAUNDERING & KNOW YOUR CUSTOMER (AML & KYC)
Indian Institute of Banking and Finance (IIBF) is conducting Certificate Examination in Anti
Money Laundering and Know Your Customer (AML & KYC).
2
The course objective is to provide advanced knowledge and understanding in
KYC/AML standards and to develop the professional competence of employees of Banks.
The examination is held twice in a year. The fees and other details are as under :
(i)
For individuals members the examination fees are Rs. 1000/- for the first attempt.
For one additional attempt the fees are Rs. 500/-.
(ii)
For non-member individuals the examination fees are Rs. 1250/-plus registration
charges of Rs. 300/-. For one additional attempt the fees are Rs. 500/-.
(iii)
The examination is to be completed in two consecutive attempts. If not
completed in two attempts, fresh enrollment is required.
(iv)
The institute has brought out comprehensive course material to enable
candidates to prepare for the examination. The courseware has been published
by Macmillan India Ltd. and is priced at Rs. 110/- at present.
3. As the course covers an area of great current relevance, it has been decided to cover the
same under the Banks Scheme for Reimbursement of Examination Fees and Payment of
Honorarium for all bank employees as detailed below who successfully complete the course
(in upto two attempts)
(i)
Reimbursement of actual examination fees/ registration fees on production of

receipt.
(ii)
Reimbursement of cost of course material brought out by the Institute

published by Macmillan India Ltd.(presently Rs. 110/-) on actual receipt basis.
An honorarium of Rs. 2000/- (Rupees two thousand only) will be paid to
employees successfully completing the course.
(iii)
The employee will have to seek prior approval from the Bank before taking up the course.
The competent authority for the purpose will be the controller of the employee, not below
96
the rank of Asstt. General Managers.

(CIRCULAR NO. PER / 21 / 2008-2009 dated
June 27 , 2008)
HOME PAGE
124. SCHEME FOR REIMBURSEMENT OF FEES & PAYMENT OF HONORARIUM : CERTIFIED INTERNAL
AUDITOR (CIA) EXAM BY THE INSTITUTE OF INTERNAL AUDITORS, INDIA
Bank has included the Certified Internal Auditor (CIA) course exam conducted by the
Institute of Internal Auditors, India under the Scheme for Reimbursement of Fees and
Payment of Honorarium. The Institute of Internal Auditors (IIA)- India, which is affiliated to its
parent body in Florida, USA, administers the CIA exam. The IIA- India has five chaptersBangalore, Mumbai, Kolkata, Delhi and Chennai. The course contents cover the entire
Internal Audit area and the exam comprises of following four parts as under:
i.
ii.
iii.
iv.
Internal Audit Role

Internal Audit Engagement
Business Analysis & Information Technology
Business Management Skills
The four parts further consist of 10 study units each. The first two parts of the exam focus on
the theory and practice of internal auditing and the remaining two parts ensure that internal
auditors are conversant with topics, methodologies, and techniques ranging from individual
and organizational behaviour to economics.
The fees applicable for the exam are about US $ 625. The required passing score on each of
the four sections is 75%. Acquiring such qualification by our officials will be of immense
relevance while implementing Basel- II and would also be useful in the areas of Internal Audit,
Internal Control, Risk Management and Risk Assessment.
officials who successfully complete the CIA exam/certification be reimbursed the Application
fees, Exam fees (for upto two attempts) and for Professional Recognition Credit on actual
receipt basis. As the qualified officials will have to put in Continuing Professional EducationCPE hours every two years, the annual membership fees will also be reimbursed. In view of
the stringent passing standards, the successful officials will be paid honorarium of Rs.25000/(Rupees twenty five thousand only).
The fees structure at present are as under:
* Conversion rate US $1: Rs. 45/-. Actual prevailing rate at which forex was
purchased may be reimbursed.
Since the reimbursement/honorarium to be paid are quite high, it is stipulated that any
person proposing to resign from the Bank's service within three years of receiving the same
will be required to refund the amount so received to the Bank.
The official will have to seek prior permission from the Bank before taking up the course. The
authority to permit in this case will be Deputy General Manager (Human Resources), Head
Office Jaipur.
HOME PAGE
Application Fees
Exam fees per part/per sitting
US $ 75
US $ 110 * 4
Rs. 3,375/Rs.19,800/-
Professional Recognition
Credit
US $ 110
Rs. 4,500/-
TOTAL
Rs. 27,675/-
97
Continuing Professional
Education (Every two years)
US $ 259
Rs. 11,655/-
Annual Membership Fees

One time
Rs. 500/-
Each year
Rs. 750/-
CIRCULAR NO. PER/23/ 2008-2009 July 01 ,2008

HOME PAGE
125. SCHEME FOR REIMBURSEMENT OF EXAMINATION FEE & PAYMENT OF HONORARIUM:
ONLINE CERTIFICATE COURSE ON RTI CONDUCTED BY THE DEPTT. OF PERSONNEL & TRAINING
The Department of Personnel and Training (DoPT), Ministry of Personnel, Public Grievances
and Pensions, Government of India has launched online certificate course on RTI on a pilot
project basis for various stake holders on both, the demand and supply side of the RTI
implementation regime.
1. The online certificate course is aimed at:
a. Public Information Officers (PIOs) Asstt. Public Information Officers (APIOs)
Appellate AuthoritiesOfficials assisting the above designated officers or other
public officials CitizensRepresentatives of civil society organizations (including
media organizations) Any other person(s) who could be a direct/indirect
stakeholder.
b. 3. Objectives of the course are:
c. Reaching out to those who have not had an opportunity to participate in any
training/sensitization initiatives of RTI Act 2005. Bringing greater clarity on RTI
among designated implementing officials like APIOs/PIOs/FAOs. Ensuring
appreciation for RTI Act 2005 and its mandate among the officials designated
under it and also among the citizens. Facilitating timely delivery of information
by PIOs.
d. 4. The 15 days online certificate course would be concluded with an online
examination, on successful completion of which the candidates would be
issued a "Completion Certificate". Based on performance, a candidate would
be placed in Grades A, B & C the grading would be on the following basis:
e. Grade A: 80% and above Grade B: 60% to 79% Grade C: 52% to 60% Minimum
passing is 50%.
2. The Bank has decided to include the captioned course, in the approved list for the
reimbursement of examination fees if any on actual basis and payment of
honorarium of Rs. 3000/- on successful completion of the course, as this course will be
beneficial for the employees of the Bank in increasing awareness about RTI Act and
its implementation.
3. The official(s) will seek prior approval from the Controller not below the rank of
Assistant General Manager, before taking up the course.
(Per/99/2012-2013 dated 1.3.2013)
126. STAFF SUPERVISING: REIMBURSEMENT OF MOBILE / TELEPHONE BILLS/MOBILE HANDSETS

CHARGES ETC.,:
HOME PAGE
MOBILE: REIMBURSEMENT OF MONTHLY CHARGES
98
(w.e.f. 01.08.2012)
Officers'
Grade
A
JMGS-I
MMGS-II
MMGS-III
SMGS-IV
SMGS-V
TEGS-VI
CEILING ON MONTHLY PLANS

/ RENTALS (EXCLUSIVE OF
TAXES) (Upto Rs ) (p.m.)
CEILING ON MONTHLY CALL CHARGES

EXCLUSIVE OF RENT AND TAXES
(COLUMN-B) TO BE REIMBURSED UPON
PRODUCTION OF BILLS (Rs p.m.)
B
250 (500 for both)
300 (600 for both)
350 (700 for both)
400 (800 for both)
500 (1000 for both)*
No ceiling
C
500
600
700
800
1000*
No ceiling
* For officials of SMGS-V grade holding positions of AGM Controllers, Head of CPCs and other
budgetary assignments, the ceiling on monthly call charges will be Rs. 2000/- p.m.
3. The proposed modification/clarification will be effective for the mobile bills raised on or
after 01.08.2012.
All other terms and conditions will remain unchanged.
(w.e.f. 01.05.2012)
COST CEILING
FOR ONE MOBILE
HANDSET
(EXCLUSIVE OF
TAXES)
COST CEILING
FOR TWO MOBILE
HANDSET
(EXCLUSIVE OF
TAXES)
Officers'
Grade
Existing (Rs. )
Revised for two

handsets (Upto
Rs. )
JMGS-I
MMGS-II
MMGS-III
SMGS-IV
SMGS-V
TEGS-VI
3000
3500
5000
8000
10000
15000
10000
12000
15000
20000
25000
40000
CEILING ON MONTHLY PLANS / RENTALS

(EXCLUSIVE OF TAXES)
Existing
(Rs. ) (Under
CUG Plan)
Revised (Upto Rs. )

(p.m.)
325
500
525
1000
1200 *
No ceiling
250 (500 for both)

300 (600 for both)
350 (700 for both)
400 (800 for both)
500 (1000 for both)*
No ceiling
* For officials of SMGS-V grade holding positions of AGM Controllers, Head of CPCs and other
budgetary assignments, the ceiling on monthly call charges will be Rs. 2000/-p.m.
3. There has been a major shift in the role profile of a large number of position holders, with
emphasis on sales and marketing coverage and with this the requirement of mobile
phones has assumed greater importance. Keeping this in view, we propose as under:
3.a. All the officers who have completed 2 years service in the Bank may be provided with
mobile handset.
3.b. Probationary Officers / Trainee Officers (B Group) or other officers, on completion of one
year of probation, depending upon their nature of work, may be provided with mobile
handset, subject to approval of the Competent Authority.
99
3.c. The mobile phone should be used judiciously and economically for official purpose only.
The grade wise ceiling on cost of mobile handset and monthly call charges will be as
proposed above.
3.d. The authority to sanction mobile phones to officers in JMGS-I grade (other than Branch
Managers) and POs / TOs may be vested with the AGM Controller / Departmental Head
not below the rank of SMGS-V.
3.e. (i) In case of officers of TEGS VI grade:- Roaming may be permitted with the approval
of the controller. The officers should be advised to use such facility judiciously and
economically and they should give a confirmation to this effect while claiming
reimbursement. The above entitlement will also be applicable to officers in grade TEGS VII
and above.
3.e.i.1.
3.e.i.2.
3.e.i.3.
There will be no ceiling on monthly call charges inclusive of rental and

taxes etc.
They will be provided with the facility of STD, ISD, Advanced
GPRS/Blackberry, Multimedia, internet and national roaming on their
request.
While visit to foreign land for official purpose / LTC or HTC, the officer
may be provided with the Matrix or some other similar facility, where
absolutely necessary, subject to approval of the controller. Where such
facility is not available International
3.e.ii. Officers of JMGS I to SMGS V grade:-
3.e.ii.1.
They will be provided with the facility of STD and national roaming subject
to above ceiling on monthly call charges.
3.e.ii.2.
The facility of ISD, Advanced GPRS/Blackberry, Multimedia messaging,

internet and any other additional facility may be provided to them on
their request, depending upon the nature of their work, subject to
approval of the departmental head / controller not below the rank of
AGM. The foregoing facilities will be provided subject to above ceiling on
monthly call charges.
3.e.ii.3.
While visit to foreign land for official purpose / LTC or HTC, the officer may
be provided with the Matrix facility, where absolutely necessary, subject to
approval of the controller. Where Matrix facility is not available
International Roaming may be permitted with the approval of the
controller. The officers should be advised to use such facility judiciously
and economically and they should give a confirmation to this effect while
claiming reimbursement.
100
3.f.Officers on transfer shall carry the handsets with them while the SIM card, which is
invariable to be subscribed in the official capacity, should be surrendered at the
branch/office from where they have been transferred. However, in such cases where
portability of number is allowed by the service provider, the officer on his/her request, may be
permitted for the same, subject to such terms and conditions as may be prescribed.
HOME PAGE
3.g. In cases where the officer is promoted to higher grade and becomes eligible for mobile
handset of higher amount, he /she may be permitted for the same only after completion
of three years of purchase of old handset.
3.h. The officers will themselves arrange for purchase of mobile handsets of reputed make
like Nokia, Sony Ericson, Samsung, LG etc. and seek reimbursement subject to above
ceiling on production of bill / cash receipt, the details of which will be recorded in his /
her service sheet / Personal file.
3.i. After a lapse of 3 years from the date of purchase of mobile handset, the officer will be
eligible for a new handset subject to above ceiling. As buyback of old handset will be
difficult, the officer will be allowed to retain the same. In no case, new handset will be
issued to the officer before expiry of 3 years of the handset. The date of purchase of
mobile handset which is in use by the official will be entered in his /her service sheet /
Personal file. If the handset is older than 3 years, he will be eligible to purchase a new
handset subject to above ceiling.
3.j. The officers will be responsible for safekeeping of the mobile handset. In case of loss /
theft etc. the officer will himself arrange for new handset as in no case new mobile
handset will be given to the officer before expiry of 3 years of the date of purchase of
handset.
3.k. The bank will bear the cost of repairs / maintenance and upkeep of the mobile handset
till 3 years from the date of purchase or the date of retirement, whichever is earlier.
Thereafter, the Bank will not bear the cost for repairs and maintenance of the handset.
3.l. The facility of retention of mobile handsets by officials of TEGS - VI and above grade on
superannuation at the age of 60 years at no extra cost provided the mobile phone is in
use by the official for at least one year, will be extended to all officers. Thus all officers on
superannuation at the age of 60 years will be eligible to retain the mobile handset at no
extra cost provided the same has been in use with the official for atleast one year. The
book value of the mobile phone given to the officer on superannuation will be written
off, if the mobile phone is less than one year old and if the officer wants to retain the
handset with him on superannuation, he can do so after paying the book value of the
handset.
3.m. In case of voluntary retirement / resignation / dismissal etc. if the officer wants to retain
the handset, he can do so after paying the book value of the handset.
3.n. The authority to write off book value, if any will be vested with the DGM Zonal Head,
DGM Branch Head in DGM headed branches and AGM (Estate) in case of Head Office
establishments.
3.o. The proposed Scheme shall replace existing practices being followed by different offices
st
/ departments of the Bank. These instructions shall be made effective from 1 May 2012.
3.p. CGM is the competent authority for issuing any clarification in this regard.
101
HOME PAGE
1
Officers with two mobile handsets will be allowed two connections / SIMs of different
service providers.
2
The above facility shall be effective from 01.05.2012.
127. (3)MONTHLY RENTALS OF LANDLINE PHONES (W.E.F. 01.05.2012)
CEILING ON MONTHLY RENTALS OF LANDLINE PHONES (EXCLUSIVE

OF TAXES)
Officers' Grade
JMGS-I
MMGS-II
MMGS-III
SMGS-IV
SMGS-V
TEGS-VI
TEGS-VII
TEGSS-I
TEGSS-II
Existing (Rs. ) (Including

monthly rent for phone
instrument)
Revised (limit on no. of calls per

month )
Not Provided #
Not Provided #
1000
1250
1750
2500
No ceiling
No ceiling
No ceiling
300
450
450
1200
1200
2100
2800
4200
5600
# Only BMs are provided landline phones with the ceiling of Rs. 1000/- p.m. (Including
monthly rent for phone instrument)
I.
Officers of MMGS II grade and above, irrespective of their positions, may be allowed
the facility of official telephone at their residences. However, the eligibility for availing
telephone facility from the Bank for officers in JMGS I will remain unchanged.
II.
The existing ceiling of monthly telephone calls on official telephones provided to

st
officers at their residences will be revised, as above, with effect from 1 May 2012.
III.
The officers will now be allowed carryover of unused calls in a particular month up to
the end of each calendar quarter.
IV. Presently there are many service providers of base telephones and there is no
similarity in rates and services offered by them. To bring uniformly in call charges, when
service providers are different, it has been decided that for reimbursement purpose to
officers, MTNL/BSNL rates may be treated as base rates.
V.
Nowadays, besides telephone, internet channel has been the most used channel for
communication by the officers to communicate with the customers and also for official
purposes. At present, we do not have provision for payment of internet charges for all cadre
officers. To regularize this, it has been decided that within the total entitlement of telephone
reimbursement (plus rental and taxes) as mentioned above, the internet / broadband
charges may be included.
102
VI.
The AGM (Estate), Head office for Zones at Rajasthan and DGM (Zonal Heads) for
Zones situated outside Rajasthan will take up with all the service providers of base
telephone with whom the Bank has agreement for discounts in respect of charges on
registration, security deposit, installation, shifting etc., and negotiate for extending the
above facilities to the connections taken by Bank officials in their own names and
where the bills are reimbursed. Further, where there is no such agreement, it is advised
to enter into agreement with various service providers on similar lines, as this will entail
economy on expenses on account of call charges, registration, security deposit,
installation, shifting etc.
VII. Other instructions in this regard shall remain unchanged.
The CGM is authorized to issue clarifications on queries relating to residential

telephones.
(Circular No. PER/ 11 /2012-2013 dated 15.05.2012, PER/105/2010.2011 DATED 29.12.2010,
Per/131/2010-2011 dated 2.3.2011, PER/27/2010-2011 DATED 28.5.2010,Per/51/2009-2010
dt.23.9.2009 and Per/33/2009-2010 dt. 16.7.2009,PER/49/2008-09 dated 26.09.2008,
PER/63/2008-09 dated 27.11.2008 and PER/55/2009-10 dated 03.10.2009 ,Per/106/2009-2010
dated 23.3.2010,PER/55/2009-2010 dated 03.10.2009)
Broad Band internet permission is given to all officers within the overall ceiling of telephone
bills rent plus call charge(Per/01/2008/2009 dt. 1.4.2008)
128. STAFF SUPERVISING: PROVISION OF MOBILE PHONES AND REIMBURSEMENT OF
MONTHLY CHARGES ON MOBILE PHONES / LANDLINE PHONES:
HOME PAGE
In terms of extant instructions, the officers may retain the mobile handsets on superannuation
at the age of 60 years at no extra cost provided the mobile phone is in use with the officer for
at least one year. Since, all the officers are now eligible to purchase two mobile sets within
their entitlement on or after 01.05.2012, the mobile handsets purchased on or after 01.05.2012
may not be in use with the officials for at least one year whose residual service is less than
one year on 01.05.2012 i.e. the date from which two handsets are allowed.
Bank, in consultation with State Bank of India, Corporate Centre, Mumbai examined the
matter and with the approval of Executive Committee of the Board at its meeting dated
18.07.2012, decided that the officers whose residual service is less than one year w.e.f.
01.05.2012, may retain both the handsets even if the handsets are in use with the officials for
less than one year. However, this dispensation will be for one time only.
Further, it has also been decided that the second mobile handset to the officers in scale
upto SMGS-V will now be provided with prior approval of the competent authority i.e.
head of the department / controller not below the rank of SMGS-V, on prescribed
format as per Annexure- I.
103
ANNEXURE - I
HOME PAGE
APPLICATION FOR SANCTION OF SECOND MOBILE PHONE
1.
Name of the Officer and PF Index
2.
Scale / Grade
3.
Department / Branch / Office
4.
Price of previous mobile*
5.
Entitlement as on date
6.
Balance available ( i.e. 5-4)
* (If it is more than 3 years old, price should be treated as Zero)

Kindly sanction me second handset as per my eligibility mentioned in Column No. 6 above,
alongwith SIM of different service provider.
Yours faithfully,
( Signature)
Second mobile set approved for Rs. _________________
Controller / Head of the Department

(Per/25/12-13 dated 26.7.2012, PER/11/2012-13 dated 15.05.2012)
104
129. STAFF SUPERVISING: PROVISION OF TWO MOBILE PHONES TO OFFICERS IN THE GRADE OF
GENERAL MANAGERS & ABOVE:
The Executive Committee of the Board at its meeting dated 08.12.2011 has approved to
provide two mobile handsets to the officers in the grade of General Managers and above to
enable them to utilize the services of different service providers for uninterrupted
connectivity, subject to the following conditions:
Both the phones will be for official purpose, and are required to be carried by the
officers at all times,
The service providers for the two mobiles will be different.
The overall maximum cost ceiling of mobile handsets (both), is as under:
i. MD :
Rs. 75,000/ii. CGM : Rs. 60,000/iii. GMs :
Rs. 50,000/Office Order No. O/PCR/42/26/2011-12 Date: 14.12.2011
HOME PAGE
130. PROVISION OF APPLE i-PAD 2 TO ALL
OFFICERS OF TEGS -VII ,TEGSS - I AND TEGSS - II GRADE
Presently, i-PAD 2 to MD, CGMs and GMs is being provided. The Executive Committee of the
Board at its meeting dated 08.09.2012 has approved to provide any Apple i-pad version,
whether 1, 2, 3 or any higher version within the stipulated monetary ceiling to the officers of
the eligible grades as per the undernoted detail & conditions:
1. Price within Rs. 50000/- per set (inclusive of taxes etc.),
2. Additionally, Rs. 10000/- as one time cost towards downloads of applications
for use in the set and accessories including scratch guard, cover etc.,
3. Bank may arrange for supply of Apple i-PADs of above configuration or
reimburse the cost if bought by the officer himself,
4. Such officers will be required to carry the device on transfer and may retain
the same on retirement on superannuation at no cost.
(Office Order No. O/PCR/41/25/2011-12 Date: 14.12.2011,Office Order No. PER / 56 / 41 /
2012-2013 Date: 13.09.2012 and Office Order No. O/PCR/41/25/2011-12 dated 14.12.2011)
HOME PAGE
131. RETIRAL BENEFITS :
132. Pension: 50% of Pay (Basic +stagnation increment+ PQP+increment component of
FPP)+DA
133. -Encashment of leave : Max. 240 days at the time of superannuation (deemed to be
retired in the ordinary course)
-In case of resignation, half of such leave at credit on the date of cessation of service
subject to max. 120 days Gratuity : -As per Gratuity Act 1972, payment of gratuity is
calculated as under :
134. Gratuity: As per Gratuity Act 1972, payment of gratuity is calculated as under:
105
The amount will be payable @ 15 days wages for each completed year of service on the
basis of 26 working days in a month, subject to ceiling of Rs.10.00 lacs and minimum service
for eligibility for payment of gratuity is 5 years.
BP+ D.A. + PQA + FPA + Spl. All x 15 x length of service divided by 26
However, as per Gratuity Regulations1970, one month Basic Pay for each completed year of
service (15 years to 30 years) and 15 days for each completed year of service beyond 30
yrs of service. (Minimum service of 10 years) Income tax exemption is available upto 10.00
lacs
135. Commutation of Pension: An officer is entitled to commute not exceeding 1/3 of his
pension. Arrive at 1/3rd of the basic pension to be multiplied by 12 X age next birthday
factor.
HOME PAGE
Residential Accommodation & Telephone :
May be retained for 2 months from the date of retirement
Holiday Homes : Can be permitted to stay in Holiday Homes
Concessions to Retired Officers : Interest rate 1 % above the current rate of interest allowed
to public on saving Bank deposits\fixed deposits. Interest on loans granted to them will be
charged at the rate fixed from time to time on different type of advances to the members of
staff. These concessions will be available for genuine needs.
136. INTRODUCTION OF NPS FOR THE EMPLOYEES RECRUITED IN BANK ON OR AFTER
01.04.2010: SBBJ EMPLOYEES DEFINED CONTRIBUTION PENSION SCHEME (SBBJEDCPS)
Please refer to Circular No. PER /74/ 2010-11 dated 12.10.2010 regarding introduction of
Defined Contributory Pension Scheme on the lines of New Pension Scheme introduced for
employees of Central Government for Officers / Workmen employees joining services of the
Bank on or after 01.04.2010 in lieu of existing defined benefit pension scheme. The employees
who are covered under the defined contribution pension scheme are not eligible to
become members of the SBBJ Pension Fund which relates to the defined benefit pension
scheme.
1
In this context, the Executive Committee of the Board of the Bank in its meeting
dated 16.08.2012 has accorded approval to the Defined Contribution Pension Scheme for
employees who joined the Bank services on or after 01.04.2010 namely "State Bank of Bikaner
& Jaipur Employees' Defined Contribution Pension Scheme (SBBJEDCPS)", The details are
given in annexure-I to the circular dated 10.9.2012.
The process of registration with Central Record Keeping Agency (CRA) and PFRDA is under
process. The detailed accounting procedure including membership / registration process,
contribution, subscriber maintenance, roles & responsibilities of different departments/ offices
in the Bank will be issued separately by the Bank.
Those employees of the Bank who joined the Bank on or after 01.04.2010 and are covered by
the Scheme and cease to be in Banks service, for whatever reasons, before getting
Permanent Retirement Account Number (PRAN) from PFRDA architecture, will be refunded
contribution along with interest upto the preceding month at the rate as applicable to
Banks Provident Fund balance for the relevant period. Such employees are required to
submit their claim for refund of contribution in the Annexure-IIIA and IIIB through their last
branch / office and its controller to the Chief Manager, Pension, Provident Fund and Gratuity
Department, Head Office, Jaipur.
Ensure to deliver a copy of SBBJEDCPS (Annexure- I and Annexure- II) under

acknowledgements to all categories of officers and employees who have joined the Bank in
permanent scale (including part time) on or after 01.04.2010.A copy of their
acknowledgement should be placed for record in their service files.
106
137. SBBJ RETIRED EMPLOYEES MEDICAL BENEFIT SCHEME (SBBJREMBS)

The Executive Committee of the Board in its meeting held on 26.09.2012 had approved the
Scheme II of State Bank of Bikaner & Jaipur Retired Employees Medical Benefit Scheme to
increase the coverage of the scheme with higher contribution by members. The salient
features of the scheme-II are furnished in the Annexure A
The employees/officers, retiring on /after the date of issue of this circular, will invariably be
required to contribute the requisite amount and acquire membership of the State Bank of
Bikaner & Jaipur Retired Employees Medical Benefit SchemeII by submitting application
form as per annexure B
The existing members of the Scheme-I will be permitted to upgrade the scheme on
submitting the differential amount along with application form as per annexure C and
those who had not opted for Scheme-I earlier will also be permitted to join the scheme II on
submitting the required amount along with the application form as per annexure B within 12
months from the date of this circular.
The Scheme for Top executives in TEGS-VI was extended in our Bank in August, 2009 and was
made applicable to only those who retire/retired on or after 01.07.2008. It has now been
decided that the executives in TEGS VI & above who retired before 01.07.2008 will also be
permitted to join the Scheme for TEGS officials on submitting the application form as per
annexure B along with necessary contribution within a period of 12 months from the date of
this circular.
The Enhanced coverage and the reimbursement under the Scheme II would be with
prospective effect. Any expenditure incurred by the retired employees /officers for treatment
in excess of the earlier ceiling prior to introduction of the revised ceiling would not be
considered.
HOME PAGE
ANNEXURE 'A'
The salient features of the Scheme II are as under:i) Formation of Trust: The Management of fund and administration of the Scheme to be
th
vested with the Trust already constituted vide Deed of Trust dated 30 March, 2005 and
which came into effect on 07.11.1998, namely "STATE BANK OF BIKANER AND JAIPUR RETIRED
EMPLOYEES MEDICAL BENEFIT TRUST".
Administration of Trust
The Trust will manage the fund and administer the same through Board of Trustees consisting
of
(1) Managing Director (2) Chief General Manager (3) General Manager (Inspection and
Finance) (4) Deputy General Manager (Personnel & HRD) (5) Deputy General
Manager (Finance & Accounts) (6) Chief Manager (PPG).
The Managing Director will be Chairman of the Board of Trustees and Chief Manager (PPG)
will be its Member Secretary/ Coordinator.
The aforementioned Trustees shall remain as Trustees so long as they are in the chair. With
transfer / retirement / death or otherwise they will be deemed to have vacated the office.
Any vacancy caused will be compensated automatically by the office bearer occupying
the chair.
ii) Eligibility: All employees ( Officers / Award/ Subordinate) who retire / retired on
107
superannuation at the age of 60 years may apply within 3 months of retirement to become
beneficiary of Medical Benefit Scheme framed under this Trust, provided they fulfill the under
noted eligibility criteria:
a) Retired from the Bank's service in normal course on attaining the age of retirement
which at present is 60 years.
b) had been / are allowed to retire from the Bank's service on medical grounds on being
declared permanently incapacitated by bodily or mental infirmity from further active
service (such infirmity not being the result of irregular or intemperate habits) by a
Medical Board constituted for the purpose by the Bank or
c) had sought / seek retirement from the Bank's service before attaining the age of
retirement for taking up Board level appointments in the Banks/ Financial Institutions
made by the Central Government.
The following categories of the employees will not be entitled for membership of the Trust:a) Such employees who have taken / take voluntary retirement / Exit option under the
applicable rules of service or under special voluntary retirement schemes by
whichever name called.
b) Employees who were / are discharged / dismissed / removed / compulsorily retired /
terminated from service.
c) Such officers in whose case Rule 19 (2) of SBBJ Officers Service Regulations, 1969 was /
is invoked on attaining the age of retirement and they were / are subsequently
discharged / dismissed / removed compulsorily retired from service.
iii) Medical Benefit and Contribution by members: The proposed contribution and benefits
available under various plans of the scheme II are as under:Medical benefit for whole life time (Self/ spouse
/ dependent invalid children) with domiciliary
treatment*
Plan with domiciliary treatment

Plans
Contribution
Plan A
Two months gross pension plus 15%
Plan B
Rs. 42, 600/Plan C
Rs. 50,000/Plan D
Rs. 57,000/Plan E
Rs. 62,000/HOME PAGE
Rs. 2.00 Lac

Rs. 3.00 Lac
Rs. 4.00 Lac
Rs. 5.00 Lac
Rs. 7.00 Lac
*Members of the scheme may be reimbursed expenses incurred under domiciliary

treatment, wherever applicable, in respect of any disease i.e. not restricted to the 20
specified diseases) not exceeding 10% of the aggregate entitlement, subject to a yearly
th
ceiling of 1/10 of the amount i.e. up to a maximum of 1% of the limit.
iv) List of diseases / ailment covered: Expenses covered for treatment of under noted
diseases / ailments during hospitalization, including surgical treatment will be reimbursed in
full, subject, however, to the aggregate claim for life for member / beneficiary as well as his /
her spouse and invalid child / children for life being limited to the ceiling prescribed under
the Plan opted by the member / beneficiary.
a) Cardiac ailments
b) Cancer
c) Kidney failure / transplant
d) Paralysis
e) Retinal detachment or cornear

replacement
f) Major accidents
108
g) Tumor
h) Cerebro-vascular accidents / Brain hemorrhage
i) Total hip / knee replacement
j) Cataract and Glaucoma surgery
k) Tuberculosis
l) Diabilities
m) Appendicitis surgery
n) Prostate
o) Hernia
p) Removal of stone in Gall Bladder
q) Alzheimer's disease
r) Parkinson"s disease
s) Liver Cirrhosis (non-alcoholic)
t) Arthritis
v) In case of paralysis, cancer or kidney transplant / kidney failure, the post hospitalization
expenses will also be reimbursed, subject, however, to the aggregate limit as prescribed for
life under the Plan opted by the member / beneficiary. Further, if the patient was operated /
treated, even while the member / beneficiary was in the service of the Bank, in a hospital for
treatment of such a disease and thereafter the post hospitilisation treatment continues after
retirement at the residence. such post hospitalization expenses will also be reimbursed,
subject, however, to the aggregate limit as prescribed for life under the respective Plan for
medical benefits opted by the member / beneficiary.
vi) Normally expenses on treatment of the above-mentioned diseases / ailments taken in
India only will be considered for reimbursement. In exceptional cases where treatment is not
available in India or it has been taken outside India in the circumstances beyond the control
of the patient, the trustees will decided whether and to what extent the treatment taken
abroad can be reimbursed within the over-all ceiling for life prescribed under the Plan opted
by the member/ beneficiary. The decision of the trustees in this regard shall be final.
vii) A retired employee who has taken up commercial employment after retirement and / or
his/her spouse is employed and if he/ she and / or the spouse is /are eligible for medical
benefits from the current employer(s), will be eligible for medical assistance under the Trust, (if
he has become a member / beneficiary of the Scheme as provided herein) but he/ she or /
and the spouse will have to first exhaust the benefits available from the current employer(s).
viii) If husband and wife both are pensioners and both opt for the membership of Scheme
under the Trust by paying contributions / membership fee individually, they would each be
entitled for reimbursement up to the amount to which they are individually entitled.
ix) All employees who retired on superannuation at the age of 60 years and are members of
Scheme-I or are not members of the Scheme can now become members of Scheme-II (Plan
A/B/C/D/E) by submitting the required application form along with membership subscription
fee (difference amount or the full amount as the case may be) within twelve months from
the date of the circular.
Provided Further: Notwithstanding anything written hereinabove, benefit payable for
medical benefit scheme under the trust each year shall be restricted to the maximum
amount of accumulated reserves plus the income of the trust each year.
APPLICATON FORMS ARE GIVEN IN ANNEXURE B AND C TO THE CIRCULAR DATED 5.10.2012
HOME PAGE
(Circular No. Per/41/12-13 dated
PER/66/1998-99 dated 07.11.1998)
5.10.2012,
PER/48/2011-12
dated
03.11.2011
and
Scheme I Salient features:

109
-Provision of financial assistance upto Rs.2.00 lacs for self and spouse.
-Initial contribution : One gross Pension\notional gross pension within 3 months of the receipt
of first pension
-Eligibility: Officers\employees retired on completion of 30 years of service and also those
who have been retired\will retire from service on attaining the superannuation age of 58 or
60 years with 10 years pensionable service.
138. SBBJ SCHEME FOR PAYMENT OF EX-GRATIA LUMPSUM AMOUNT :
REVISED SCHEME
The Scheme for Payment of Ex-gratia Lumpsum Amount in lieu of Appointment on
Compassionate Appointment was circulated in terms of which ex-gratia lumpsum amount is
paid to the dependent/s of an employee, who dies while in service or prematurely retired
due to incapacitation before reaching 55 years of age, subject to the laid down eligibility.
Most of the dependents of the deceased employees found ineligible for payment of exgratia amount on account of penury norms.
Based on the feedback and representations received from the dependents of the deceased
employees it is observed by the Bank that :
(a) The present scheme is tilted against those employees who were prudent in
investments and cautious in building liabilities. It is benefiting those employees who were
spendthrift and have buildup large liabilities during their lifetimes.
(b) Cases where the gross monthly income is equal to or slightly more than 60% of the
gross monthly salary net of taxes, do not get ex-gratia amount.
(c) Very few members of Supervising and Clerical staff are becoming eligible for exgratia lumpsum amount.
(d) The basic purpose of the scheme was not being achieved to the desired extent
as the dependents are not getting any financial assistance on the death of the bread earner
of the family.
The above scheme for payment of Ex-gratia lumpsum amount has been reviewed in
consultation with State Bank of India, Corporate Centre, Mumbai. The Executive Committee
of the Bank has approved this revised scheme for payment of ex-gratia lumpsum amount
st
applicable to all cases of death on or after 1 April 2012. While revised ex-gratia ceiling shall
st
be payable to all cases of death occurred on or after 1 April 2012, the scheme also provides
for payment of minimum ex-grata amount of 50% of eligibility to all past cases rejected on
penury grounds w.e.f. 20.12.2005. The provisions of the scheme are :
HOME PAGE
A. AMOUNT OF EX-GRATIA
i) The maximum amount of Ex-gratia payable for cases whose monthly income is less than
60% of the last drawn gross salary (net of taxes) under penury norms, payable to all cases of
st
death occurred on or after 1 April, 2012.

cadre
Supervising
Clerical
Subordinate
Amount of Ex-gratia
Minimum Amount
Rs. 10 lacs
Rs. 5.50 lacs
Rs. 9 lacs
Rs. 4.50 lacs
Rs. 8 lacs
Rs. 4.00 lacs
ii) The minimum amount of ex-gratia shall be paid to all cases where the monthly income is
more than 60 % of the last drawn gross salary (net of taxes) under penury norms, so that no
family of the deceased employee is deprived of ex-gratia lumpsum amount.
iii) The maximum amount of Ex-gratia payable shall be subject to the cadre wise prescribed
110
ceilings.
st
iv) The revised ex-gratia ceiling shall be payable to all cases of death occurred on or after 1
April, 2012.
B. PENURY NORMS
The stipulation of monthly income of family less than 60% of last drawn salary(net of taxes)
shall continue as hitherto, the following relaxation in primarycalculation may be made:
i) Income from other sources and presumed notional income from net corpus (other than
terminal benefits received from Bank) not to be reckoned whilecalculating the monthly
income of the family.
ii) SBI Life insurance claim received not be taken into account while calculating
total investments.
iii) Loans raised from officers / employees co-operative credit societies may be included as
liabilities. The effect of the above would be that while determining the financial condition
ofthe family the following income / liabilities will be taken into account :
INCOME:
i)
Terminal benefits :PF, Gratuity and Leave Encashment.
ii)
LIC and other insurance policies.
LIAIBILITIES:
i) Loans and other dues payable to bank.
ii) Loans raised from credit societies and other financial institutions
CALCULATION OF MONTHLY INCOME:

(1) Terminal benefits
i.Provident Fundii
ii. Gratuity
iii. Leave Encashment
SUB TOTAL (A)
HOME PAGE
(2) Liabilities
i) Loans taken from Bank and / or other financial institutions
ii) Any other dues payable to Bank
Sub-total (B)
--------------------------(3) Net terminal benefits C (A - B)
(4) Investments
i) LIC / Other policies
Sub-total (D)
--------------------------Quick reference Book on ServiceCconditions of Supervising Staff updated as on 30.11.2013
111
(5) Net Corpus available (E (C + D)

(6) Monthly income of the family from all sources i) Monthly notional interest at the Bank's maximum term deposit rate
applicable to public on 80% amount of the net corpus available (E)
ii) Weighted Average pension
-------------------------Total monthly income of the family HOME PAGE
C. PAYMENT OF MINIMUM EX-GRATIA AMOUNT OF 50% OF ELIGIBILITY TO ALL PAST CASES

REJECTED ON PENURY GROUNDS
A minimum ex-gratia amount of 50% of the cadre wise eligibility will be paid to all past cases
declined / rejected on account of not fulfilling the penury norms as under :
CADRE
MAX. EX-GRATIA (A) Rs. in

lacs
Min. Amt. of Ex-Gratia (B) Rs. in

lacs
Supervising Staff
Rs. 8 lacs
Rs. 4 lacs
Clerical Staff
Rs. 7 lacs
Rs. 3.5 lacs
Subordinate Staff
Rs. 6 lacs
Rs. 3.00 lacs
(i) The scheme will be applicable to all cases declined on account of not fulfilling penury
norms of monthly income less than 60% of last drawn salary net of taxes
w.e.f. 20.12.2005, the date on which the scheme for payment of ex-gratia lumpsum amount
was implemented by the bank.
ii) The penury norms shall be applicable as per the scheme prevalent at the time of death of
the employee.
D. TIME LIMIT FOR SUBMISSION OF APPLICATION

The time limit for submission of application by the dependents for claim of ex-gratia lumpsum
amount shall be within 9 months from the date of death of the employee with a provision of
condonation of delay of further 3 months in genuine cases. The dependents are required to
apply on application proforma enclosed as Annexure II to circular.
(Circular NO. Per/32/12-13 dated 21.8.2012,PER/79/2005-06 dated 20.01.2006 and Circular No.
PER/80/2005-06 dated 31.01.2006)
New Guidelines for retention of Accommodation/Car/Telephone by the Officers after
retirement.
a) Normal Retirement
:Two months (without any approval)
b) Voluntary Retirement
(with or without re-employment
: One month from the date of VR
c) Resignation
:15 days from the date of resign.
d) Dismissal /Removal from service
:15 days from the date of receipt of
order of dismissal /removal
Retention of leased house/Bank's flat, telephone and car will not be permitted beyond the
stipulated period under any circumstances. However, the officer may vacate the house /
release the car before the permitted period also. The officer will have to advise the date of
vacation of house / flat, releasing of car etc. to the appropriate authority well in advance
before retirement etc. Any retention beyond permitted period will be dealt with as per the
extant instructions like recovery of commercial rent etc.
(Per/128/2010-2011 dated 26.2.2011)
112
HOME PAGE
Staff Supervising: Retirement Of Officer Under Regulation 19(2)
An officer is retired under Regulation 19 (1) of State Bank of Bikaner and Jaipur (Officers')
Service Regulations, 1979 in usual course of business. However, in cases where some
disciplinary proceedings are contemplated / pending against an officer, he is retired under
Regulation 19(2) of State Bank of Bikaner and Jaipur (Officers') Service Regulations, 1979.
When an officer retires under Regulation 19(2), he not only remains deprived of the terminal
dues but also suffers social stigma and mental agony particularly in the cases when the
charges are not so serious. An officer putting in more than 30 odd years of service in the Bank
deserves a better deal. It should be incumbent upon all the Controllers / Zonal Heads /
Departmental Heads to ensure that the disciplinary action case, if any, against an officer is
decided before an officer reaches his superannuation. In this regard, it has now been
decided that:
1
The process for retirement of an officer should be initiated at least six months before
the date of superannuation. The Controlling Authority, under whose control the retiring
Officer is posted, will collect the information regarding officer concerned from the respective
Controllers/Offices where he had worked during last 5 years. The onus for delay beyond a
reasonable time in advising the Controlling Authority will be on the respective offices and
any laxity on their part in responding to such letters will attract punitive action against them.
The Controlling Authority will deal expeditiously with all cases of accountability and under no
circumstances any case should be allowed to drag on till the date of the official's retirement.
Except in cases of fraud where the lapses/irregularities have been observed just before the
retirement, all other cases must be brought to their logical conclusion. In case where the
officer is retired under Regulation 19(2) on account of delay/laxity of the Regional Office,
Zonal Office, and Head Office functionaries, the accountability of the concerned officials will
be fixed for demoralizing the workforce and tarnishing the Bank's image.
Information regarding officers retiring during the financial year shall be collected from P.P.G.
Department/Personnel Administration Department, Head Office well in advance/can be
downloaded from the Bank's Intranet site.
Information relating to contemplation of disciplinary proceedings should be collected from
the respective Zones where the officer had worked during last five years. In turn the Zones
should respond immediately.
Chief Manager (Personnel) posted at Zonal Offices and Departmental Heads at Head Office
and other establishments of H. O. should submit Status Report, on monthly basis regarding
officers retiring in next six months, containing following information, to the Personnel
Administration Department and Disciplinary Proceedings Deptt., Head Office, Jaipur.
a. Name of Officer
b. P. F. No.
c. Grade Scale
d. Present place of posting
e. Date of superannuation
f. Zones / Departments where he had worked during last 5 years
g. Status of the case(s), if any, pending against the officers
h. Remarks
Zones / H. O. Departments will have to submit confirmation to H.O. that no other officer is left
in the status report against whom any lapse has been found in the certificate appended
herein below with this office order.
1
Personnel Administration and Disciplinary Proceedings Department H. O. Jaipur shall
consolidate the information so received and put it up to the Disciplinary Authority / G. M. (O)
Sectt. / Vigilance Deptt. H. O. Jaipur.
2
Disciplinary action, if any, initiated against the officers retiring within next six months
will be closely monitored and it should be the endeavor of the concerned Inquiring Authority
that the enquiry proceedings are completed within the given time frame.
113
3
It is incumbent on all concerned that no delay should occur under any
circumstances at any level.
OFFICE ORDER NO. PER/25/39/2010-2011 NOVEMBER 01, 2010
139. STAFF SUPERVISING: SECURITY OFFICERS & FIRE OFFICERS: DRESS
HOME PAGE
Presently, the dress code for male Security Officers and Fire Officers are different from that of
Liaison Officers and ceiling on reimbursement of expenses on clothing of captioned officers
has not been revised for a long period.
Since Security Officers and Fire Officers have to be always on move and have to interact
with various senior/esteemed functionaries inside/outside the Bank as part of their normal
duties, it is desirable that they should project a befitting image of the Bank. Therefore, we, in
consultation with State Bank of India, Corporate Centre, Mumbai, have decided to dispense
with the requirement of wearing of safari suits by them and replace it by combination of
white shirt, black trousers and navy blue tie with Banks' logo in peacock blue colour silk
embroidery. The female Security Officers and Fire Officers (if any) are also required to follow
the aforesaid dress code.
In view of the change in the dress code of Security Officers and Fire Officers, it has also been
decided to revise the cost ceiling for entire set of dress applicable for them. Accordingly, we
advise as under:
I. Assistant Security / Fire Officers (male / female both) will be provided with 3 pairs of shirt /
trousers / tie in 2 years. All other categories of Security / Fire Officers (male / female both)
shall be provided with 4 pairs of shirt / trousers / tie in 2 years.
II. Woollen suit shall be provided as usual. For climatic reasons, where woollen suit is not
required, an additional pair of white shirt / black trousers and tie will be provided to them in
the same periodicity i.e. once in a 3 years and within the cost ceiling applicable for shirt /
trousers / tie.
III. Further, the cost ceiling for entire set of dress will as under:
(a) White shirt / black trouser / navy blue colour tie (with SBBJ logo in peacock blue silk
embroidery)
(i)
at Mumbai, Kolkata, Delhi and Chennai -Rs. 2500/- per pair of shirt / trousers / tie
(inclusive of stitching charges and all taxes)
(ii)
at places other then (i) above -Rs. 2350/- per pair of shirt / trousers / tie (inclusive of
stitching charges and all taxes)
(b) Woollen suit (once in 3 years).
Where woolen suit is not required for climatic reasons, an additional set of white shirt / black
trousers / contrast colour tie (with SBBJ logo in blue silk embroidery) in lieu thereof may be
provided once in 3 years to the officers with monetary ceiling mentioned in para (a) above.
(c) Shoes: Rs. 1200/- per pair of shoes per year.
Places
Monetary ceiling for woolen suit
(i) at Mumbai, Kolkata, Delhi and

Chennai
Rs. 6000/- per suit (inclusive of stitching

charges and all taxes)
114
(ii) at places other then (i) above
Rs. 5750/- per suit (inclusive of stitching

charges and all taxes)
(Circular no. per/82/2011-2012 dated 27.1.2012)

140. STAFF SUPERVISING : OFFICERS IN TOP EXECUTIVES GRADE TEGS-VI & ABOVE PROVISION
OF BANK'S CAR FOR PERSONAL PURPOSE OUTSIDE HEADQUARTERS ON LEAVE
Please refer our Office Order No. O/1/1998-99 dated 18.04.1998, which provide that officials
(TEGS-VI and above) who have been provided Bank's car for official use, may also use it for
personal use at a place other than the headquarters when they are on leave and the car
may be provided only if available from the pool of cars maintained at that center.
Now, it has been decided to provide hired car to the officers in TEGS-VI and above for
personal use outside headquarters when they proceeds on Leave / LFC / HTC subject to the
following terms and conditions.
1.
The request of the officers in TEGS-VI and above for provision of the Bank's car for
personal use outside headquarters during the period of their leave/LFC/HTC etc. shall
be forwarded to the respective controllers for necessary action after the leave is
sanctioned.
2. The car will be provided from the pool of cars, if any, available at the center and
only for local use, subject to the Official surrendering the Bank's car at the
headquarters.
3. If no pool of cars is available at the center or where no car is available in the pool,
the officer may be permitted to hire a taxi for his personal use at such centers and the
reimbursement will be made on actual basis.
4. The mileage utilized by the officer will be included in the personal use mileage of 500
kms per month of the car provided at headquarters and for excess mileage, recovery
of usual charges, as applicable, will be made.
(OFFICE ORDER NO. O/PCR/54/2008-2009 DATE: 26.12.2008)

HOME PAGE
141. DISCRETIONARY POWERS OF ERSTWHILE GENERAL MANAGER (OPERATIONS) ENTRUSTED TO
RESPECTIVE GENERAL MANAGERS NETWORK/ CORPORATE BANKING AND OF GENERAL
MANGER (CORPORATE BANKING) & CCO TO RESPECTIVE GENERAL MANAGERS- CORPORATE
BANKING
After increase in the positions of General Managers in Bank, portfolio of various General
Managers have been defined by the Bank
The position of General Manager (Operations) no longer exists in the new organizational
structure whereas many discretionary powers still remain vested with General Manager
(Operations). The existing guidelines in respect of discretionary powers are permitted by E.C.
/Board /M.Com. and the circular instructions were issued by respective departments from
time to time.
With the posting of General Managers-Network, as also of General Mangers (Corporate
Banking) in the field, it has been imperative that some of the discretions vested with erstwhile
GM (O) & General Manager (Corporate Banking) & CCO be passed on to the General
Managers Network/ Corporate Banking to ensure smooth operations and quick decision
making.
The General Manager (Operations) was vested with discretionary powers in various matters
which are as under:
1) Concession in interest rate, margin, service charges & improvement in interest rate
on deposits.
2) Transfer to PB other than advances.
3) Written off of entries other than advances.
4) DPD matters in scale I & II for major penalty & scale III.
115
5) Increase in rent of existing residential lease.

6) Extension of joining period & LFC block, alongwith extension in leave encashment
block.
7) Sanction of loss of pay to Award staff and Officers.
8) Permission for allowing leases at the station where officer has his own house
constructed out of Bank finance.
9) Permission to staff to stand Guarantor for loans & advances granted to friends/
relatives and outside borrowing.
10) Authority to grant permission to acquire share out of promoter's quota of a
company.
11) Transfer posting and authorization of financial power upto scale III.
12) Staff loans/ advances to staff.
13) Increment of scale V to VI
14) In principle approval for sanction of IHLS to employees of age 55 years and
above.
15) HRA on capital cost above scale V.
16) Retention of Bank's flats upto 2 months.
It has been decided by the Competent Authority to entrust all the discretionary powers of
the erstwhile General Manager (Operations) & General Manager (Corporate Banking) &
CCO to the respective General Manager-Network/ Corporate Banking with the exception of
item (1) and (4) above as under :
A.
Quoting of higher interest rate than Banks card rate for single deposits of Rs.
15.00 lac to less than Rs. 1 crore. The authority will now be vested with General Manager
(Treasury, F & A) & CFO. This is keeping in view the recent Government guidelines to restrict
deposits procured at rates higher than Banks card rates at 10% of its total deposits as also to
maintain uniformity of quoting.
B.
DPD matters in cases of scale I & II for major penalty and scale-III will be
processed by Disciplinary Proceeding Department at Head Office, Jaipur. The Disciplinary
Authority in such cases will be the General Manager (HR & General Administration).
Cir NO.Reorg/3/12-13 dated 14.8.2012) Reorg/01/2012-13 dated 19.07.2012
142. ALLOCATION OF FUNCTIONALITIES AMONG CHIEF GENERAL
MANAGERS.
An additional post of Chief General Manager has been created in our Bank after obtaining
th
approval from Executive Committee of the Board vide Agenda item No.04 on 26 April,2012.
It has been decided to allocate the functionalities among CGMs as under:-S.No.
1
Name
Chief General ManagerCorporate Banking
Functionalities
Corporate Credit, International Banking,
Treasury, Stressed Assets Management, Loan
Tracking, Integrated Risk Management, Finance
& Accounts (CAD, Share & Bonds, Taxation,
Govt. Accounts, PPG, Currency Management &
Govt.Reconciliation,CPPC,ATM-CRC,IFRS),
Corporate & Institutional Banking / Merchant
Banking/ HOCC and BOD.
116
Chief General ManagerRetail Banking
P&HRD, DPD, STCs, FRM, OAD, Security, Liaison,

SC/ST Cell. Inspection, Credit Audit, Law,
Compliance & RTI, S&P. IT, BPR, Planning & P
Review, Rajbhasha, Organizational Planning,
Public Relations, CSB. P&SB, Premises, CSCD,
LCPC, Cross Selling. Financial Inclusion,
Agriculture, MSME, RRBs, Lead Bank, Govt.
Deposits.
In case, one of the CGMs proceeds on leave or on official tour, the other CGM will look after
both the portfolios and is authorized to sign Board / EC / ACB memorandums.
Office Order NO. 20 /OP/ 03 /2012-13 June 02, 2012
143. PLACEMENT COMMITTEE FOR TRANSFER AND POSTINGS OF SUPERVISING STAFF
Consequent upon posting of CGM (Corp. Banking), CGM (Retail Banking) and GM
(Network), there is need of re-allocation of authority structure to transfer and post Supervising
Staff. Therefore, it has been decided that henceforth composition and functions of the
Placement Committee will be as under: S.
No.
FUNCTIONS
COMPETENT AUTHORITY
1.
Transfer and posting of officers of Scale - V

& above.
2.
Transfer and posting of ScaleIV officers.
3.
4.
5.
i) Inter-Zone allotment of ScaleI, II & III

officers and ii) Transfer and posting of officer
of Scale I, II & III at Head office
establishments and branches under GM
Corporate
Banking
(Jaipur)
&
GM
Corporate Banking (Mumbai).
i) Transfer and posting of ScaleIII officers
within the respective Zones on the basis of
proposals put up by the respective DGM of
the Zone and ii) Transfer & postings of ScaleIII officers within the network area.
i) Allotment/transfer and posting of Scale-I &
II officers among the Regions (Inter-Region)
in consultation with respective Controllers of
the Region and ii) Transfer & posting of
Scale-I & II officers at the establishments
and Branches under DGM's control.
Management Committee comprising of Managing Director,

Chief General
Manager (Corporate Banking),
Chief
General Manager (Retail Banking) and
General
Manager
(HR
&
General
Administration)
Head
Office
Placement
Committee
comprising of -Chief General Manager
(Corporate Banking),
Chief General
Manager (Retail Banking), and General
Manager (HR & General Administration)
General
Manager
Administration)
&
General Manager (Network)
Dy. General Manager
117
(HR
Gen.
6.
Transfer and postings of ScaleI & II officers,

including Branch Managers with in Region.
Asstt. General
Region)
Manager
(Controller
1
Transfers effected by the Controllers are to be submitted to DGM of the Zone for
noting. Similarly, the transfers approved by the DGM of the respective Zones are to be
submitted to GM (Network) for his noting.
2
All such transfers made within network are to be displayed on Network site. While
posting officers at sensitive positions list of ODI/Agreed list prepared by the Vigilance Deptt.
should be taken care of.
Format to be used for transfer and posting of officers of various scale is enclosed with the
office order Copy of Transfer and postings proposals approved by the GM (Network) &
DGM of the respective Zone is also to be submitted to Personnel Administration Deptt.
for updating the records of each officer.
OFFICE ORDER NO: PER/52/38/ 2012-13 SEPT.06, 2012 office order No.O/13/95-96 dated
19.05.1995, O/25/2009-2010 dated 10.07.2009 and PER/19/30/2010-11 dated 17.09.2010
HOME PAGE
144. PAYMENT OF VARIOUS EXPENSES OF GENERAL MANAGERS -NETWORK/ CORPORATE

BANKING
Earlier all General Managers were posted at Head Office and payments relating to TA bills,
Medical bills, salary/ perks, LFC, FEF and Leased accommodation, etc. pertaining to the
General Managers were being paid / reimbursed by the Office Administration Department,
Head Office, Jaipur.
Consequent upon posting of some of the General Managers (Network/ Corporate Banking)
in the field, the system of payment of such expenses as TA bills, Medical bills, salary/ perks,
LFC, FEF and Leased accommodation, etc. needs to be modified and clearly spelt out.
In view of above, it has been decided that the payment of all expenses viz. salary/ perks,
medical expenses, TA bills, LFC, FEF & Leased accommodation etc., related to:I. General Managers (Corporate Banking), Jaipur & Mumbai and staff under them may be
paid/ reimbursed by Office Administration Deptt., Head Office, Jaipur.
II.
General Managers (Network), Jaipur, Jodhpur & Delhi and staff posted under their
control, may be paid/ reimbursed by the respective Zonal Offices at the headquarters of
the respective General Manager through Manager, Office Administration posted
thereat.
Office Order NO. 65 /OP / 10 / 2012-13 dated 9.10.2012
145. ALLOCATION OF ROLES AND RESPONSIBILITIES OF GENERAL MANAGERS

In its meeting dated 24.05.2012, the Board of Directors, approved 7 additional positions of
General Managers in our Bank. Accordingly, the number of positions of General Managers
in our Bank would increase to 12 excluding the position of CVO.
State Bank of India, Corporate Office, Mumbai, has advised that, out of 12 positions of
General Managers, 7 positions are for Head Office of the Bank and 5 General Managers
118
of
should be Field GMs. The indicative portfolio and the areas of responsibilities of 7 General
Managers for posting at Head Office have also been advised. The 5 Field General
Managers should be posted strategically for optimization of business.
The roles & responsibilities of 12 General Managers have been approved by the Executive
Committee of the Board in its meeting held on 18.07.2012.
The details of the zones/departments to be controlled by all the 12 General Managers are
listed in Annexure-A and the reporting structure in Annexure B to the following circular.
(CIRCULAR NO. REORG/1/12-13 DATED 19.7.2012)

146. GUIDELINES FOR EXAMINATION OF STAFF ACCOUNTABILITY ON
SLIPPAGE OF ASSET QUALITY OF ADVANCES
The extent system followed for examination of staff accountability in NPA accounts in our
Bank is circulated vide Circular No. P&C/01/2003-2004 dated 20.11.2003. Due to changes in
the organisation structure recently and in line with BPR initiatives, the said policy was
reviewed by the Bank and the the revised structure of delegations is given in Annexure-A
below.
HOME PAGE
ANNEXURE-A
EXAMINATION OF STAFF ACCOUNTABILITY: ON SLIPPAGE OF ASSETS TO NPA
1. Staff Accountability (SA) exercise is to be undertaken when an asset has slipped from
standard to sub-standard and remains in that category for 6 months continuously. SA
will be examined immediately if the assets deteriorated from standard to doubtful or
loss straightaway.
2. Authority Structure for Examination of SA:
For all advances turning NPA, following authority structure is laid down for examination of
lapses which may have contributed to account becoming NPA at various stages of sanction,
disbursement and follow up of advances.
(A) Non BPR Centres

Cases where advance is sanctioned by
Investigation to be
assigned
by
(Competent
Authority)
Lapses
to
examined
(Prescribed
Authority)
Any functionary of a Branch headed

by an official of up to Scale MMGS-III
including Branch Manager.
Controller
Region)#
(AGM- Region)
119
(AGM-
be
by
Any functionary of a branch headed

by SMGS IV (other than the Branch
Head) Any functionary of a branch
headed by SMGS V (other than the
Branch Head)
Controller
(AGMRegion)# Controller
(DGM- Zone)#
(AGMRegion)
DGM (Zone)
Branch Manager of the rank SMGS IV
DGM (Zone) #
DGM (Zone)
Chief Manager of Region / Zone
DGM (Zone) #
DGM (Zone)
Branch Manager of the rank SMGS V

AGM (Region)
Branch functionaries of a branch
headed by a DGM i.e. branches
directly reporting to GM (concerned).
GM (Network) @
GM (Network)@
Functionaries other
than the Branch
head:
GM
(Network)/
GM
(Corporate)@
GM (Network)
GM (Network)
GM (Network)/ GM
(Corporate)
For Branch head:

CGM
(Concerned)@
CGM (Concerned)
Note: # Investigation to be assigned to an officer in a grade higher than the officer who
sanctioned the loan.
@ Investigation to be assigned to the officer of minimum one scale higher.

(B) BPR Centres
Cases
where
sanctioned by
advance
Investigation
to
be
assigned by (Competent
authority) #
Examining authority
(Prescribed
Authority)
Functionaries other than Head

of CPCs (i.e. SMECCC, RACPC,
RCPC, RASMECC. etc.)
Controller of the CPC

[AGM
(Region)/
DGM
(Zone)] #
Controller of the
CPC AGM (Region)/
DGM (Zone)
Head of CPCs (i.e. officials of the

rank of SMGS IV or SMGS
V)
In case of SMGS-IV, CPC

Head: DGM (Zone) #
DGM (Zone)
In case of SMGS-V CPC

Head: GM (Network) @
GM (Network)
Note: # Investigation to be assigned to an officer in a grade higher than the officer who
sanctioned the loan.
@ Investigation to be assigned to the officer of minimum scale V incumbency.
(C) Sanction by Committees: In respect of proposals sanctioned under the Committee

system, the following structure be adopted.
Advance sanctioned by
Investigation
assigned by
ZOCC
GM (Network) @
to
be
Examining
authority
(Prescribed Authority)
GM (Network)
120
HOCC-III
GM
(Network)
/(Corporate) @
HOCC-II
HOCC-I
CGM (Corporate) @
CGM (Corporate) @
GM
GM (Network)
(Corporate)
GM
CGM (Corporate)
CGM (Corporate)
Note: @ In these cases, the task of actually carrying out the investigation be entrusted to a
suitable official of minimum scale VI incumbency.
Time Norms for examination of SA:
Expeditious processing of staff accountability is in the interests of both, the bank and the
employee. Therefore, time norms (as below) will be adhered to for in-house investigation and
examining of staff accountability for slippage of assets, where no outside agency is involved.
S.No.
Particulars
Time norms
Cumulative
period*
Assignment of the investigation (including

identification of IO)
Completion of the Investigation by the
Investigating Officer (IO)
Submission of report by the Investigating
Officer (IO) to the Prescribed Authority.
After examining the report, if the Prescribed
Authority considers to take further action,
may call for preliminary explanation of the
concerned official, through the Controlling
Authority. The Prescribed Authority will
forward the reply/comments of concerned
official along with his comments on the lapses
observed in tabular form to the Notified
Disciplinary Authority (NDA) for taking a view
on the Disciplinary Action, if any.
15 days
15 days
30 days
45 days
15 days
60 days
30 days
90 days
2
3
4
Note: *Cumulative Period will start from the day the staff accountability became due
Extension of Time Norms
HOME PAGE
Normally no extension in time norms for completion of investigation will be allowed.
However in unavoidable circumstances or complexities involved or any other reason, the
Authority to permit extension in completion of investigation, beyond prescribed time norms
as above, will be the Authority, which had assigned the investigation.
Other stipulations
1. It should be ensured that sanctioning/ recommending officials as well as officers

involved in post-sanction disbursement and follow up advances or those who at
any stage dealt with the account should not be involved in investigation or
examination of staff accountability or in preparation of accountability report.
121
2. The report on the examination of staff accountability will be put up by IO on

prescribed format, applicable as per limit (Annexure I /II /III), ensuring to fill up all
the columns so as to facilitate a better and fair decision on the accountability
aspect by the prescribed authority.
3. After transfer of the stressed asset account to SARC, the controller of the Branch,
which handled the account, will be responsible for ensuring that the transferor office
has carried out the Staff Accountability.
4. List of accounts where Staff Accountability exercise pending beyond the stipulated
period of 90 days will be furnished, by the respective Zonal Heads /IR Deptt/ DGM
(Branches) etc. on monthly basis to the DGM (HR & ADM) for review and follow-up.
a. In respect of NPA accounts with credit limits of Rs.1.00 crore and above
including those that have not been transferred to SARC, report of accounts in
respect of which Staff Accountability exercise is pending beyond prescribed
period, will be consolidated and submitted by DGM (SAMG) to the Vigilance
Department as on 30th September and 31st March, latest by the 10th of the
month following the end of the half year.
b. The Vigilance Department will put up, at half yearly intervals, a report of staff
accountability cases pending beyond prescribed period to the Managing
Director.
5. No disciplinary proceedings will ordinarily lie against any official for any lapse not
detected within two successive internal regular audits/inspections of the same
account or 4 years from the date of event, whichever is later. This time limit, however
will not apply to cases of (i) frauds, (ii) other criminal offences or (iii) cases where
malafides are inferable.
6. It should be ensured that Internal Auditors (last two audits) may not be assigned the
work of investigation of staff accountability into the account of same branch.
7. In case any irregularity is detected subsequent to the second audit/inspection, the
auditors/ inspectors concerned will be held accountable and be liable for disciplinary
proceedings.
147. STAFF ACCOUNTABILITY EXERCISE- A CHECK LIST
LAPSE -PRONE AREAS TO BE LOOKED INTO BY INVESTIGATING OFFICERS WHILE CONDUCTING
THE STAFF ACCOUNTABILITY STUDY (INVESTIGATION REPORT).
PRE SANCTION STAGEWhether pre-sanction inspections had been properly conducted and recorded properly.
HOME PAGE
SANCTION
1.
Whether the advance had been properly recommended by the officers

concerned.
2.
Whether proper sanction had been accorded by the competent

authority, after proper credit appraisal as per the Bank's scheme.
Whether the facilities sanctioned were well within the policy of the Bank
prevailing at the time of sanction.
Whether the required licenses/permits from the concerned authorities had
been obtained and kept on record, before implementation.
Whether the party was accommodated in some way or other, in case of
proposals declined earlier by the Controller/ by the Head Office.
3.
4.
5.
122
DOCUMENTATION
1. Whether loan documents were got executed properly to save the interest of the Bank in
the Court of Law.
2. Whether creation of equitable mortgage/ second charge/ paripassu charge had been
done properly.
POST SANCTION FOLLOW UP / SUPERVISION / DISBURSEMENT1.
Whether all the terms and conditions of sanction had been complied with
at the time of disbursal; deviation if any, has been brought to the notice of
sanctioning authority and got confirmed within a reasonable time
2.
Whether margin required/ assessed for the project had been brought in
by the borrower.
Whether annual balance sheets had been obtained and verified with the
transactions in the account; large variations, if any, were explained
satisfactorily by the parties.
3.
4.
Whether the terms and conditions of sanction were violated; if so, were
they affecting the performance of the unit as a result of which the
account slipped into NPA status; or whether they were only of minor
nature.
5.
Whether inspections were properly conducted; adverse features, if any,

were brought to the notice of the authorities concerned as and when
observed.
6.
Whether excess drawings, if any permitted, were promptly reported to the

Controlling Authority and confirmation received thereon.
Whether
the
bills
discounted/purchased
were
drawn
on
associate/sister/group concerns as per terms of sanction. Were they
promptly paid on earlier occasions Whether opinion reports were
obtained on the drawers of bills.
7.
8.
9.
10.
11.
Whether instances of diversion of funds like transfer of amounts between

associate/sister/group concerns were overlooked.
Whether stock statements were promptly obtained scrutinised and
drawings regulated.
Whether unpaid stocks especially stocks relating to Usance LC bills, etc.,
had been excluded while arriving at the drawing power.
Whether further drawings/purchases were made after an account
became irregular. If so, what were the circumstance therefore and
whether prior approvals/confirmations were received from Controlling
Authorities.
12.
Had the adverse features in the account come to the notice of the
controller at any time? If so, what were the directions given by him to the
branch?
13.
Were the major lapses detectable by the auditor and, if so, the name/s of
the internal auditor/ concurrent auditor who failed to detect the same.
14.
Whether the discounting of bills/purchase of cheques were reflecting

genuine transactions or indicative of accommodative nature. Whether
there were evidences of transportation of goods in case of bills
discounted / purchased.
123
NON-FUND BASE BUSINESS
HOME PAGE
1. Whether Letters of Credit and Bank Guarantees were issued for the specific purpose
for which they are sanctioned and whether these were in the approved format. Did
they contain any adverse clause jeopardizing the interest of the Bank.
2. Whether the devolvement of LCs were properly reported to the Controller and the
funds recovered as well as the disposal of goods covered under the LCs ensured.
Whether future LCs were opened after devolvement of earlier LCs.
(The above list is not at all exhaustive but only illustrative in nature. The investigating officer
has to consider other aspects also which are specific to each unit, industry, region, trade,
etc.).
The format on which the staff accountability is to done is also given in the annexures
enclosed with the following cirucular.
( Circular No. Per/68/2012-13 dated 3.12.2012) HOME PAGE

148. GUIDELINES FOR SUBMISSION OF STAFF ACCOUTABILITY REPORT

At present explanation of concerned staff is called through paper communication and reply
to the same is also submitted by the staff on paper.
In this regard, it is advised that explanation in the matter of Staff Accountability (for the time
being for officers only) will be called only through the official e-mail of the officer concerned
and the reply to which is also mandatorily required to be submitted through e-mail. This will
not only save transit time in dispatch and receipt of paper communications but will also deal
intentional delays effectively and will help close staff side action within a maximum period of
six months from start to finish. All reminders to this will also be followed up through e-mail and
in case the officer does not reply by mail within a stipulated time of one month it shall be
assumed that he has no explanation to offer and he wiil be proceeded against accordingly.
149. SYSTEM OF CUSTODY OF SERVICE FILES OF OFFICERS:

The custody of personal files will remain as under:
1. All TEGS-VII officers irrespective of
Chief General Manager ( Retail
their posting
Banking)
2. All TEGS - VI Officers irrespective of
their place of posting
3. All SMGS - IV & SMGS - V Officers:
GM (HR & General Administration)

DGM (HR & Administration)
124
4. JMGS -I to MMGSIII Officers: (i)

Officers posted at Branches / DGM
Branches / Zonal Offices / Regional
Offices / various BPR Initiatives / ZCCs /
CPCs (ii) Officers posted at Head
Office or its establishment at / or
outside Jaipur / STCs
5. Probationary Officers under

Probation
DGMs of Zones through Chief

Manager, Personnel posted at Zonal
Office. Chief Manager , Personnel
Administration Department
Chief Manager HRD Department

OFFICE ORDER NO. PER/99/69/ 2012-2013 : February 26, 2013 AND OP/27/2009 -10 dated July
20, 2009
150. PROJECT HRMS: ROLL OUT OF NEW SERVICE FROM 31ST MARCH 2013 -ANNUAL APPRAISAL
REPORT FORMAT(AARF)
Annual Appraisal Report Format (AARF) in HRMS has been started w.e.f. 31.03.2013.
st
Accordingly, all officers are required to submit their self appraisal as on 31 March 2013
through HRMS Portal only. In this connection, we refer Circular No.Per/102/ dated 12.03.2013
advising all the Supervisory staff to check their Bio-data details, correctness of their reporting
/ reviewing authority in their respective HRMS Portal and to report to HRMS Team, if any
modifications required.
The following guidelines have to be followed for reporting AARF through HRMS Portal:
(a) Reporting and Reviewing Authority details will be hard-coded in the system, which
st
(b)
(c)
(d)
(e)
cannot be modified once the service is rolled out on 31 March 2013.

All Branch Managers & Departmental heads to ensure that salary register contains
names of employees of that Branch/office only. Individual officers have to check that
their salary slip displays their present branch/office.
An officer cannot Report or Review for another officer of the same grade. The AARF
of officers of the same grade working in branches/offices has to be necessarily written
by the immediate next higher authority only. Wherever required, the report will be
flagged to the immediate senior authority (Reporting Authority) in the Controlling
Office.
For budgetary positions, the budget data for the period of assignment and the
financial data for the pervious years will be fetched directly from the system.
An officer is to be assigned budgetary/non budgetary AARF format based on
st
(f)
(g)
(h)
(i)
chosen for
assignment he/she is posted as on 31 March. Once an officer is
budgetary, it cannot be changed to non-budgetary and vice
versa.
All officers are advised to give their appraisal within the stipulated time i.e.by
07.04.2013. Once the reporting officer starts reporting on any officer, that officer
cannot submit his/her self appraisal after that.
Reporting officer can view all officers reporting to him in HRMS Portal.
Please also refer to the User Manual available in HRMS Portal under AARF option.
Reportee / Reporting and Reviewing Authority is determined based on their posting
st
as on 31 March in the system.

3. The following procedure has to be followed for submitting AARF by reportee officer:
(a) Officer need to check the correctness of reporting and reviewing authority before
125
saving the self appraisal.

(b) Once the self appraisal is saved by the officer the reporting and reviewing authorities
cannot be changed at a later date.
(c) Officer can attach extra sheet (File format should be.doc or .txt ) in self appraisal.
(d) Once self appraisal is submitted it cannot be changed later.
Printout to be taken by the officer and signed hard copy to be submitted to the
reporting authority.
4. The following procedure has to be followed for reporting AARF by reporting officer:
st
(a) Ensure that all officers reporting as on 31 March are shown in the portal of the
reporting authority.
(a) Reporting officer can give reports by selecting an officer and selecting
the
Budgetary / non-Budgetary option. An officer is to be assigned budgetary / nonst
(b)
(c)
(d)
(e)
(f)
(g)
(h)
(i)
(j)
budgetary based on the assignment he/she is posted on 31 March. Once an officer

is chosen for budgetary, it cannot be changed to non-budgetary and vice versa.
For non-budgetary positions appropriate KRAs and comments on each
KRA is to
be given and marks to be given in every parameter.
For budgetary positions the Budget data for the period of assignment is to be fetched
from system in the format and marks to be given.
For officers Scale V and above reporting officer need to give feedback in
Annexure-B of the AARF.
Reports once submitted cannot be changed at a later date.
Once reporting authority submits reports for officers below scale V it will be visible to
reviewing authority.
However, once reporting authority submits reports for officers of scale-V and above
all the reports along with Annexure-B will be visible to the concerned reportee officer.
The reportee officer has to give his views on the report and submit. Once the reports
are submitted by the reportee
officer the whole report along with Annexure-B will be visible to reviewing authority. In
any stage, if the data is submitted it cannot be changed at a later date.
Printout may be taken by the reporting authority or delegation can be given to take
printout. Hard copy is to be signed and kept for future use.
Marks given in the reports are directly taken for promotion process in PAF
(Performance Appraisal Form).
5. Review by Reviewing Authority:

Reviewing Authority can see the names of officer and status of AARF for officers whose
reporting authority has submitted the report. All reports to be reviewed by the reviewing
authority.
(a) Reviewing authority is to give marks and if there is any variance with the reporting
authority, appropriate comments need to be given.
(b) Report once submitted cannot be changed later.
(c) Printout can be taken by the reviewing authority or delegation for taking printout
can be given.
(d) Signed hardcopy is to be kept for future use.
6. For officers in scale-V and above:
The system of reporting & reviewing of AARF for officers in scale-V and above has been
modified with the approval of Executive Committee of our Bank's board and detailed
guidelines has been issued separately vide our Cir. Per/106/ 2012-13 dated 25.03.2013. For the
st
year2012-13 feedback may be taken for complete year as on 31

126
March 2013 as per
Annexure-B and for year 2013-14 system of mid-term review i.e. half yearly will be
implemented. The process flow will be as followsMid-year review for officers of scale-V and above:
(a) Reporting officer should give the mid-year feedback for all officers of scale-V and
above. Also KRAs for current financial year is given by the reporting authority.
(b) Once the feedback is submitted by the reporting authority it will be shown to the
concerned officer.
(c) The concerned officer needs to give his / her views about the feedback.
(d) Feedback once submitted cannot be changed later.
Once the Reporting/Reviewing Authority submits the report; the same cannot be changed
at a later date. Hence, Reporting/Reviewing authorities are advised to verify the correctness
of all the details before submitting. MIS Reports:
For better control and monitoring of AARF, MIS report is being provided in HRMS Portal. HR
functionaries at HO and Zonal Office level will be provided necessary rights to view the
progress of AARF process. The reports are provided in such a way that it cannot be viewed
down up to employee level.
(a) Probationary Officers and Trainee Officers are not included for submission of online
AARF in the existing system. These officers will continue to submit the reports, as is
being done now, to the branch heads where they are posted, manually. On their
final posting to branches, the AARFs of POs/TOs will be written by the respective
authority to whom they report.
th
(b) All reportee officers shall complete their self appraisal reports and submit by 7 April
2013 and 15
th
April 2013 will be the last date for Reporting/Reviewing authorities for
th
filing the report. In case, by 7 April 2013, the reporting Officers do not receive self
appraisal from the reportee officers, he will proceed to submit his report to the
Reviewing Authority and a mention of non submission of self appraisal will be made in
AARF. Please ensure to stick to the timelines.
PROJECT HRMS: ROLL OUT OF NEW SERVICES FROM 1ST APRIL 2013 (I) ANNUAL APPRAISAL
REPORT FORMAT (AARF) (II) ASSET AND LIABLITY STATEMENT (A & L)
Vide Circular Letter No.PERS/5/2012 dated 19th April 2012 roll out of the HRMS services in our
Bank commenced with the salary from April 2012, Reimbursement of monthly expenses from
July 2012 and reimbursement of annual medical reimbursement (all staff) from 01.01.2013,
reimbursement of maintenance charges for FEF items (officers) from 01.01.2013 and
reimbursement of briefcase charges from 01.02.2013.
Bank also rolled out of following more services in our Bank as per the system and procedure
being followed by SBI and other ABs through HRMS from 01 April 2013.
1
2
Annual Appraisal Report Format (AARF)

Assets and liability statement (A & L)
All officers are requested to check their bio data and reporting & reviewing authority in hrms
portal (employee self service -> AARF) and ensure that notonly individual bio-data are
correct in all respect but reporting/reviewing authorities are also being shown correctly as
per extent guidelines of the bank. In case the name of reporting and/or reviewing authority
as reflected by HRMSsite is not correct the discrepancy should be immediately brought to
the notice of HRMS Team at Head Office through respective controlling authority before
127
25/03/2013 positively after which system may not accept the corrections.
Further, as a part of strategy for bio-data cleansing all officers are also advised to check and
download their bio data, sign one copy in confirmation ofcorrection of his/her data and
after duly counter signing the same by therespective controlling authority the same be
placed on record.
DGMs/AGMs/Departmental Heads are advised to ensure that needful is done ina time
bound manner and this exercise must be completed well before25/03/2013 so that roll out of
AARF & A/L is smooth & in the desired direction.
(Cir. No. Per/102/12-13 dated 12.3.2013)

HOME PAGE
DISCLAIMER
The information provided above is essentially for general internal reference only. Details of
each and every matter can be had from the relevant circulars/Regulations etc.,. The
compiler of this booklet does not own any responsibility whatsoever.
Readers/officers are advised that before taking any action in pursuance of the information
given herein, should necessarily consult the relevant circulars/rules/provisions issued by the
Bank from time to time and take a final view after going thru the specific detailed instructions
by cross reference to earlier circular issued by the Bank on the subject wherever required.
The information is being given with the understanding that the officers may get quick
information/reference
on
various
matters
pertaining
to
their
service
rules/regulations/perquisites. Accordingly the compiler of this codified reference book is not
responsible to any person/officer of Bank for the result of any action taken on the basis of the
information given in this Booklet for any error or omission or by misinterpreting the information
given by taking any view in isolation.
HOME PAGE
128
Know Your
Service Conditions
(Staff Supervising)
_________________________________
Detailed Reference Book on Service Matters,
Loans, Perquisites and Other relevant
instructions updated as on 01.10.2010 (Part- II)
Compiled by:
VINAY KUMAR BHALLA

129
Index Page
Scales of pay and increments/FPP/PQP etc.,
Various allowances
Leased accommodation
TA/DA/Conveyance exp. rules
Supply of furniture and fixture
Leave rules
LFC/HTC rules
Reimbursement of medical aid/hospitalisation expenses
Promotion policy
Staff loans/advances
Permission for study/appearing in exams/employment
Compensation to employees injured/death while on duty
Club membership
Cleansing material charges
Provision of plastic bucket etc.,
Casual labour charges
Brief case
Reimbursement of entertainment expenses
Categorisation
New annual performance appraisal and KRAs
Effect of penalty on stagnation increment PQP/FPP/Basic pay
Reimbursement of funeral expenses
Out of turn promotion of outstanding sportsmen etc.,
News paper/Magazines
Terminal benefits
Rural/semi- urban /line assignment
Milestone awards/felicitation of staff on retirement
Suspension
Provision of telephone facility/mobile phone facility
Reimbursement of cost of sports item
Transfer policy
Voluntary retirement/resignation etc.,
Scheme for ex-gratia in liew of compassionate appointments
Scholarship scheme
Incentives facilities extended to the inspecting officials
Executive health check-up scheme
Staff welfare scheme for housing loan borrowers
Miscellaneous matters
SCHEME FOR EXTENDING LEGAL & FINANCIAL SUPPORT TO OFFICERS OF BANKS AGAINST
WHOM MOTIVATED FALSE COMPLAINT HAS BEEN MADE BY PEOPLE/AGENCIES OUTSIDE
130
Index Page
Scales of Pay
Fixed Personal Pay
Professional Qualification Pay
Stagnation Increments
Index Page
Dearness Allowance
City Compensatory Allowance
House Rent Allowance
House Rent Allowance on capital basis
Pension
Closing Allowance
Officiating Allowance
Deputation Allowance
Hill & Fuel Allowance
Project Area Compensatory Allowance
Split Duty Allowance
Discomfort Allowance
Mid- Academic Year Transfer Allowance
Index Page
Rental Ceilings
Classification of Areas
Other Guidelines for leased accommodation
General Guidelines for leased accommodation
Advance Rent
Increase in the rental of the existing houses
Officers who have their own house
Carpet/Covered area of house taken on lease
Accommodation owned by Kith & Kin
Acquisition of Houses
Car Parking Charges
Leased Accommodation to specialist cadre officers
Leased Accommodation having rental in excess of entitlement
Letting out the Leased Accommodation
Leased Accommodation when Housing Loan is repaid
Standard Rent
Recovery of House/furniture
Permitting increase in rent of existing houses
Payment of Brokerage
Classification areas will be as per 2001 census
Leased Accommodation to Probationary Officers
Leased Accommodation to Officers at a place of their choice
Leased Accommodation to Officers posted at Difficult and Rural Center/or at a place of
choice
Leased Accommodation to Officers under suspension
Recovery on account of letting out the house
Maintenance of Leased Accommodation taken by the Bank from Officer/Ex-officer on Rent
Retention of Leased Accommodation on transfer
Retention of Leased Accommodation on Retirement
Recovery for retention of leased house from retired officers
Retention of Leased Accommodation on Resignation
Retention of Leased Accommodation by the family of deceased officer
131
Delegation of powers for leased accommodation

Economic Rent
Maintenance Charges levied by the Societies etc.,
Taking Leased Accommodation in neighboring towns
Retention of Leased Accommodation on transfer by the CGM/MD
Allotment of Staff Quarters to Physically handicapped
Index Page
Boarding/Lodging Expenses
Halting Allowance (Daily Allowance)
Mode of travel and expenses on travel
Halting Allowance (on overseas visits)
TA/DA to Defence Representative/ Defence Witness
TA/DA to Bank Employees summoned
Expenses for Attending and DPD Cases
Recording of evidence- Payment of TA/DA & Out of pocket expenses to Retired officers
Out of pocket expenses
Cash compensation to officers holding joint custodian charge for late sitting
Conveyance Reimbursement
Conveyance Reimb- General guidelines
Accumulation of Petrol quota
Conveyance Expenses when journey exceed 10 kms.
Out of pocket expenses to officers posted in Computerised Branches
Compensation to officers who are called upon to work on holiday/Sunday
Diesel Driven cars
Payment of Conveyance Allowance to Handicapped
Transfer and Travelling Allowance
Travelling Expenses for shifting family on transfer to the place of choice
Incidental Expenses on transfer
Compensation to officers transferred from once place to another
Service tax to travel agents
Travelling Expenses on retirement
Air Insurance for Officers
Travelling Expenses when journey undertaken by own vehicle
Joining time on transfer
Taking Scooter/car etc. to the place of transfer
Travel by Air
Travelling Expenses - Temporary interzone transfer
Index Page
Eligibility
Entitlement Ceilings
PROVISION OF FURNITURE & FIXTURE -INTRODUCTION OF NEW SCHEME::
FURNITURE & FIXTURE - NEW SCHEME- CLARIFICATIONS
Furniture items-common list for officers upto SMGS-V Scale
OLD FEF SCHEME
Furniture Scheme for officers in TEGS-VI & above
Supply of Curtains, Coir Mattresses, Dry cleaning charges
Supply of Exhaust & Cease Fire
Supply of Mosquito Nets
Dessert Coolers
Supply of Laptop to the Branch Managers
Provision for laptop for officers in tegs vi and above
Supply of Fixtures
Bare minimum furniture to JMGS-I at Metro Centres
Supply of water purifier
Sale of furniture to Retired/Deceased officers
Items which can be given on concessional rate
132
Norms for carrying out Repairs/Replacements

Recovery of Rent of furniture
Carryover of residential furniture & fixture on transfer to another center
Index Page
General Leave Rules
Casual Leave
Privilege Leave
Sick Leave
Study Leave
Maternity Leave
Extra-ordinary leave
Lapse of Leave
Encashment of leave in case of VRS/Resignation, Recall for Duty
Leaving Head Quarter
Special Leave
Special Leave during election
Leave on account of curfew etc.,
Special leave to physically handicapped
Special leave for undergoing sterilization operation
Injury Sustained while on duty
Misc. issues
Submission of LPC
Compensatory off
Leave for blood donation
St. John Ambulance Brigade
Special Leave to Union/Association Representatives
Index Page
Eligibility of LFC/HTC block
Encashment on LFC/HTC
Entitled class & class of travel on LFC
Encashment of leave for LFC/HTC
Change of designated place of LFC
Reaching the designated place
Definition of family
Grant of advance against LFC
Reimbursement of conveyance charges
Head Quarter
LFC for working husband & wife
Reimbursement of reservation charges
HTC not permissible when posted in home town, change in domicile place
Travel by family within three months
Payment of advance salary
Travel to foreign land
Concession allowed by railways/airlines
Tickets not available on direct route
Travel by taxi
LFC for visiting different places
Carryover of LFC
LFC without attendance of officer
Income tax on LFC
Travel by own car
Delegation of powers
Entitlement in respect of Helicopter service
Index Page
133
Medical Aid/Hospitalisation Limits

Family
Secure Admission in Government/Municipal Hospital
Time Limit - Medical Expenses
Engaging Nurse
Maternity Expenses Etc.,
Implanted items During Surgery
Treatment abroad
Supply of Aids. Dentures, Spectacles
Model Discharge Certificate
Part Time Employees
Suspended Employees
Submission of Bills
Nepali Family
Verification of Bills
Tonics
Test investigations
Infertility
Lithotripsy
Dog, Snake, Cow, Monkey Biting
Plastic Surgery
Hospitalisation in case of Need
Laproscopic Sterilisation
Surcharge- Tax on Bill
Blood/Kidney Donation
Test Required Before Hospitalisation
Mammography
Imported Medicines
Balloon Angipolasty
Mediclaim Policy
Ambulance Charges
Domicilary Treatment
Reimbursement of CCI/ICU Ward Charges
Laser Treatment of Eyes
Radiotherapy
Reimbursement under other Recognised system
Homeopathy, Naturopathy
Package Charges
Delegation of Powers
Advance against medical expenses
Deviation from the Hospitalisation scheme
Application Form
Banks approved hospitals
of
medicines-
Ayurvedic,
Unani,
Index Page
Promotion Policy for promotion to MM-II,III,IV & V
Effect of unauthorised Absence from duty on promotion to higher grade
Prescription of lower qualifying marks
Minimum Residual Service
Promotion policy from clerical to Asstt. Manager(Computer)
Promotion policy for promotion from SMGS-V to TEGS-VI under specialist cadre
Promotion Policy from clerical to JMGS-I (A,B,D Group)
Index Page
(i) Housing Loan- Regular
(ii) Housing Loan- Additional
(iii) Housing Loan- Second Loan
134
(iv) Housing Loan- Add.Loan for Repairs/Renovation

Festival Advance
Consumer Loan
Vehicle Loan
Additional Loan for purchase of Car
Additional loan for repairs of car at concessional rate
Additional loan for repairs of car at Commercial rate
Personal Loan
Computer Loan
PF Loan
NSC Loan
Security Loan
Gold Loan
TDR Loan
Review/Noting of Staff Loans
Penal interest - staff loans
Loans and advances at commercial rate of interest
Relief loan to employees affected by rains
Index Page
i) Diploma programmes in subjects of interest to the Bank
ii) Computer Appreciation and programming course
iii) Certificate Information System Auditor (CISA)
iv) Diploma in Business Finance, Bancassurance, AMFI
iv) Incentive Scheme for Oracle, Depository etc.,
Forwarding of application seeking employment in Foreign countries
Overseas Studies
Retention of Jobs
Forwarding of applications seeking employment in other organisations
Diploma in treasury investment and risk management (DTIRM)
COURSE OF THE BUREAU OF ENERGY EFFICIENCY CONDUCTED BY THE NATIONAL PRODUCTIVITY
COUNCIL
SCHEME FOR REIMBURSEMENT OF FEES & PAYMENT OF HONORARIUM:
FINANCIAL PLANNING & WEALTH MANAGEMENT CERTIFIED FINANCIAL PLANNER (CFP) BY
FINANCIAL PLANNING SERVICES BOARD (INDIA) (FPSB) POST GRADUATE DIPLOMA IN
FINANCIAL ADVISING (PGDFA) BY INDIAN INSTITUTE OF BANKING AND FINANCE (IIBF)
Index Page
Compensation in the event of death/disability/serious injury/disarrangement/killed/injured in
Robberies/Terrorist attacks suffered while on duty
Payment of Terminal Benefits
Payment of Retiremental Dues when 19(2) is invoked
Ascertaining the Financial Loss caused to the Bank
Encashment of Leave on Removal from Banks Service
Settlement of Dues of Employees whose whereabouts are not known
Various facilities to Retired Officers
Disciplinary proceedings when continued after retirement/death of an employee etc.,
Index Page
Liaison/Security Officer clothing, out of pocket expenses etc.,
Expeditious settlement of retiremental dues
Bringing or attempting to bring outside pressure
135
Report of arrest/detention of superiors

Advance to relative of staff
Requisition of Bank employees for election duty
Reimbursement of salary of Driver paid to GMs
Provision of Bank car for official personal use to TEGS-VI and above
Frequent Flier Scheme of Air India
Provision of hired cars to AGM controllers
Negotiation of Cheque
Conversion of General Cadre officer to Computer
Norms for posting of F.O. (AGRI)
Presentation of momentous
Frauds in staff a/cs
Guidelines to Borrow from outside
Unauthorised absence from duty
Permission to contest/take part in election
Fitment on promotion form one scale to another
Fitment formula for promotion from clerical to JMGS-I
Recovery for changing of locks/wards of the safe
Date of Birth guidelines
Permission to join/engage in trade/business etc.,
Permission to apply for Passport
Change of Surname
Misuse of staff position
SBBJ Employees Group Insurance Scheme
Gratuity calculation formula
Staff welfare: Relief on leave without pay on medical ground
Staff welfare activities: Scheme for annual health check up
STAFF WELFARE: CANTEEN FACILITY
Incentive scheme for meritorious business performance for financial year 2006-2007 :
core bank solution transfer of id's
Scheme for extending legal and financial support to the executives of the bank against
whom motivated false complaints have been made by people / agencies outside the bank
Authority structure for misc staff matters
Disclaimer
136
Index Page
1. SCALES OF PAY (Regulation No. 4 of OSR)
JMGS-I
MMGS-II
MMGS-III
SMGS-IV
SMGS-V
TEGS-VI
TEGS-VII
TEGSS-I
TEGSS-II
14500-600/7-18700-700/2-20100-800/7-25700
19400-700/1-20100-800/10-28100
25700-800/5-29700-900/2-31500
30600-900/4-34200-1000/2-36200
36200-1000/2-38200-1100/2-40400
42000-1200/4-46800
46800-1300/4-52000
60600-1600/4-67000*
67000-2000/4-75000*
(Circular No.Per/31/2010-2011
dated 18.6.2010 & 12.10.2010)
dated 9.6.2010,Per/17/05-06 dated 28.6.05 E.C. Memo
NOTE:
*upon promotion the notional increment will be given in the promoted scale instead of
pre-promoted scale as was done earlier.
Fitment shall be stage to stage i.e. on corresponding stages from 1st stage onwards and
the increment shall fall on the anniversary date as usual.
Officers in JM Grade Scale I who have moved to Scale of pay for MMGS-II in terms of the
Regulation 5(b) after reaching maximum of the higher scale shall be eligible for four
stagnation increments for every three completed years of service of which first two shall
be Rs.800/- each and next two Rs.900/- each.
Provided that officers who have completed three years or more after receipt of the
second stagnation increment as on 1.11.2007 will get the third stagnation increment on
1.11.2007 and another stagnation increment on or after 1.11.2008 on their completion of
six years after receipt of second stagnation increment.
Officers in MMG Scale II who have moved to scale of Pay for MMG Scale III in terms of
Regulation 5(b) after reaching the maximum of higher scale shall be eligible for three
stagnation increments of Rs.900/- each for every three completed years of service.
Provided that officers who have completed three years or more after receipt of the first
stagnation increment as on 1.11.2007 and a subsequent stagnation increment on or after
1.11.2008 on their completion of six years after receipt of the first stagnation increment.
Provided further those officers in substantive MMG Scale III i.e. those who are recruited in
or promoted to MMG Sale III shall be eligible for four stagnation increments of Rs. 900/each for every three completed years of service. Those who have already received two
stagnation increments and completed more than three years of service after receipt of
second stagnation increment as on 1.11.2007 will get third stagnation increment on
1.11.2007 and the fourth stagnation increment on or after 1.11.2008 on their completion
of six years after receipt of second stagnation increment.
2. ADVANCE INCREMENT/FIXED PERSONAL ALLOWANCE (FPP):

One advance increment on account of computerization to all officer employees who were
in service as on 1.11.93 except those promote officer employees who have already received
benefit of such an increment by way of fitment/adjustment in officers scale of pay.
Officers who are granted an advance increment as above shall draw the Fixed Personal Pay
one year after reaching the maximum.
137
The officers, who are at the maximum of scale of pay or in receipt of stagnation increments
as on 1.11.93, shall draw the FPP as from 1.11.93 or one year after reaching the maximum of
pay scale. FPP together with HRA, if any, shall remain frozen for the entire period of service.
On and from 1.11.2007, Fixed Personal Allowance together with HRA shall be at the following
rates and shall remain frozen for the entire period of service.
Index Page
INCREMENT
COMPONENT
(A)RS.
800
900
1000
1100
1200
1300
D.A. AS ON
1.11.2007
(B) RS.
58
65
72
79
86
94
TOTAL
FPA
PAYABLE
WHERE
ACCOMMODATION IS PROVIDED
(C) RS.
858
965
1072
1179
1286
1394
BANKS
NOTE:
FPA as indicated in C above shall be payable to those officer employees who are
provided with banks accommodation.
FPA for officers eligible for HRA shall be A + B plus HRA drawn by the concerned
officer employees when the last increment of the relevant scale of pay.
The increment component of FPP shall rank for superannuation benefits.
PQA, if any, payable in the year of receipt of FPA shall stand shifted to next year.
However, in terms of H.O. circular No. Per/27/2001-2002 dated 6.7.2001 the FPA & PQA
-I falling due on or after 1.11.99 may be sanctioned simultaneously.
The officer who have been promoted from the clerical cadre after receipt of FPA
shall draw the revised FPA as indicated in B.S)
(Cir. No. Per/100/17/2005-06 dated 28.6.2005, Per/19/2000-2001 dated 24.5.2000)

Index Page
3. PROFESSIONAL QUALIFICATION ALLOWANCE (PQA):
On reaching maximum of scale, officers will be granted PQA as under: a) Those who have passed only part-I of CAIIB/JAIIB
b) Those who have passed Both parts of CAIIB
Rs. 410/- p.m. after one year

after reaching top of the scale
Rs. 410/- p.m. one year after
reaching top of the scale
Rs. 1030/- two year after
reaching top of the scale.

NOTE:
PQA shall rank for DA, HRA and Superannuation benefits.

An officer employee acquiring JAIIB/CAIIB (either or both parts) qualifications after
reaching the maximum of the scale of pay, shall be granted from the date of acquiring
such qualification the first installment of PQP and the release of subsequent installment of
PQP shall be with reference to the date of release of first installment of PQP.
Provided further that in a case where an officer, as on the date of the Joint Note dated
27.4.2010, has already acquired any of the above said qualifications and has not earned
any increment or PQP on account of acquiring such qualification/s, he may be, with
138
effect from 1st November 2007 or the date of acquiring such qualification/s, whichever is
later, released PQP as provided herein above.
In terms of H.O. circular No. Per/27/2001-02 dated 6.7.2001 PQA & FPP may be released
simultaneously on and from 1.11.99 and there shall be no change in the schedule of
release of PQP as in explanation II under sub-regulation (2) of Regulation No. 5 of OSR on
account of release of FPP where any installment of PQP which on account of the earlier
provision has been shifted by one year and is scheduled for release on or after 1.11.99, it
shall be released to the officer on and from this date and second installment of PQP, if
any, shall be released on 1.11.2000.
(Circular No.Per/31/2010-2011 dated 9.6.2010, Cir. No. Per/100/17/2005-06 dated 28.6.2005)

SUPERVISING STAFF: DELEGATION OF ADMINISTRATIVE POWERS REVISION IN AUTHORITY STRUCTURE: SANCTION OF ADDITIONAL
INCREMENT ON PASSING OF JAIIB/CAIIB
Please refer H.O. Circular No. PER/126/1987 dated 30.11.1987 and PER/155/1988 dated
07.12.1988.
It has been decided that the competent authority for sanctioning of additional increments
on passing of JAIIB/CAIIB examination from the date of declaration of result, on the basis of
memorandum issued by the institute, may be made same as it is for Annual Grade
Increments vide HO Circular No. PER/54/2007-2008 dated 10.10.2007, which is as under:
(i) Upto SMGS IV: Controller/ Departmental Head of Scale not less than Scale V.
(ii) Others: Next higher authority to which the official reports.
The particulars for the purpose to be sent to sanctioning authority should be made as per the
Performa enclosed as Annexure-I of this circular.
Circular No. PER/7/10-11 10 April 2010
Index Page
4.STAGNATION INCREMENT IN CASE OF REFUSAL OF PROMOTION, REVERSION, DEBARMENT
PERIOD
It will be in order to grant stagnation movement/stagnation increment /PQA to officers in the
following situations: i/ Where an officer has refused promotion either for the time being or permanently.
ii/ Where an officer has been debarred for further promotion.
Further, officers in JMGS-I and MMGS-II who have been awarded punishment of lowering
down in the scale/stage shall be subjected to efficiency bar before moving to next
scale/stage. Also, officers who have sought reversion should not be allowed to earn
stagnation movement/increment.
(Circular NO. Per/111/90-91 dated 20.3.91)
Index Page
1. DEARNESS ALLOWANCE (REGULATION NO. 21)
On and from 1.2.2007 D.A. shall be payable for every rise or fall of four points over 2836
points in the quarterly average of the All India Average Working Class Consumer Price
Index (General) Base 1960=100 at 0.15% of pay.
139
(Circular No.Per/31/2010-2011 dated 9.6.2010, CIR.No. Per/17/05-06 dated 28.6.05)

2. CITY COMPENSATORY ALLOWANCE (REGULATION 23)
Major A Class cities, Area I centers and entire
state of Goa
Places with population of 5 lacs and above,
State Capitals and Chandigarh, Puducherry
and Port Blair
4% of basic pay
Max. Rs. 540/3% of basic pay
Max. 375/-
(Circular No.Per/31/2010-2011 dated 9.6.2010, CIR.PER/17/05-06 DATED 28.6.05)

Index Page
140
3. PROVIDEND FUND (W.E.F. 1.11.2007):

While the officers who are presently covered under the Pension Scheme and those who will
join the Pension Scheme in terms of the option being made available under Joint Note dated
27.4.2010 shall contribute 10% of Pay towards Provident Fund, and their shall be no matching
contribution.
Officers of SBI will continue to be covered by Contributory Provident Fund Scheme as
hitherto.
Officers who are presently covered under Contributory Provident Fund Scheme and who do
not opt for Pension Scheme being made available under Joint Note dated 27.4.2010shall
continue under the Contributory Provident Fund Scheme as hitherto.
There shall be no Provident Fund to Officers Joining the Services of Banks on or after
1.4.2010.They shall be covered by the Defined Contributory Pension Scheme, where the
officer will contribute 10% of Pay Plus Dearness Allowance and the Bank will make the
matching contribution. The Scheme shall be governed by the Provisions of the Contributory
Pension Scheme as introduced for employees of Central Government w.e.f.1.1.2004 and
modified from time to time.
Index Page
4. HOUSE RENT ALLOWANCE (REGULATION NO. 22)
a) Major A Class cities and Project Area Centers

in Group -A
b) Other places in Area-I and Project Areas in Group- B
c) Other places
(w.e.f. 1.11.2007)
8.5% or Pay
7.5 % of Pay
6.5% of Pay
NOTE: 1
Provided that if an officer produce rent receipt, the HRA payable to him/her shall be
the actual rent paid by him/her for the residential accommodation in excess over
1.2% of first stage of scale of pay in which he/she is placed with a maximum of 150%
of HRA payable at aforesaid rates mentioned in column II above. The claims of officer
employee for house rent allowance linked to the cost of their ownership
accommodation shall also be restricted to 150% of House Rent Allowance as hitherto.
(Circular No.Per/31/2010-2011 dated 9.6.2010, CIR.PER/17/05-06 DATED 28.6.05)
In respect of officers in JMGS-I and MMGS-II who have moved to the higher Scale by
automatic movement, recovery towards residential accommodation/furniture shall
continue to be linked to the scale to which the officer substantively belong.
HRA is not payable during joining time if halting allowance is paid.
HRA on rent receipt basis will be sanctioned at the first instance by the Controlling
Authority thereafter it can be paid by the Branch Manager till there is no change in
the same.
Those, who stay in self-owned accommodation, shall be eligible for HRA on the same
basis as mentioned above as if they were paying by way of monthly rent a sum equal
to 1/12th of the higher of (i) or (ii) below: i)
The aggregate of Municipal Taxes payable in respect of the

accommodation and 12% of the capital cost of accommodation,
including the cost of the land and, if the accommodation is part of
141
building, the proportionate share of the capital cost of the land

attributable to that accommodation, excluding the cost of special fixtures.
ii)
The annual rental value taken for Municipal assessment of the

accommodation.
142
CALCULATION OF HRA, IN THE CASE OF OFFICERS STAYING IN THEIR OWN HOUSE

Example:
A officer with Basic Pay of Rs. 13820/- in MMGS-II at Delhi (Major A class city) staying in his
own house having a capital cost of Rs. 10,00,000/I.
a) Municipal taxes
b) 12% of capital cost
Rs.
4,000.00
Rs. 1,20,000.00
Rs. 1,24,000.00
Total
II. The annual rental value taken for municipal

Assessment of the accommodation
Rs. 60, 000.00
III. Higher of I & II
Rs. 1,24,000.00
IV. 1/12th of III
Rs. 10,333.00
V. 1.75% of 1st stage of Scale-I
Rs.
VI. Excess of IV over V
241.85
Rs. 10,091.15
VII. Actual HRA 8.5% of 13820/-
Rs.
VIII. 150% of HRA payable
Rs.
1,174.70
1,762.05
NOTE-2
In terms of HO circular no. Per/76/91-92 dated 18.9.91 officers posted at difficult

centers are provided leased residential accommodation within their entitlement, for
their families at their previous place of posting and/or place of choice which would
help removing their hardship to a large extent. Further, request are received for
extension of the facility for payment of house rent allowance (HRA) on capital cost
basis also in such cases. Accordingly, it is advised that Officers who are staying in
their own houses prior to the transfer to difficult centers would be permitted to retain
their families thereat and will also be permitted to draw HRA on capital cost basis. In
case an official residence is provided by the Bank at the place of his posting in the
difficult center, the official, if retaining his family in his own house in the circumstances
stated above, will also be permitted to draw HRA on capital cost basis for his own
house and would be subject to a house rent recovery from his salary for the official
residence occupied by him.
For the purpose of payment of HRA/CCA the area wise classification of centers
according to the population are given in H.O. Circular No. Per/55/93-94 dated
13.9.93)
The matter regarding payment of HRA in terms of Regulation 22(3) of SBBJOSR was
discussed with the ABOA when it was pointed out that the HRA under the above
regulation is not paid from the date of transfer or occupation of own house which
ever is later but is paid from the date of approval of HRA on the basis of capital cost.
The matter was examined and it is clarified that the same may be paid in terms of the
above regulation from the date of joining at the center or from the date of
occupying the house, which ever is later.
143
Index Page
Where an officer is staying in a house belonging to his wife or kith and kin and the
Bank is satisfied that the house actually belongs to the spouse or kith and kin, the
Bank may reimburse permissible house rent allowance under Regulation 22(2) relying
on the rent receipt of the spouse or kith and kin for the rent actually paid. Further, if
no rent receipt is produced and the house is owned by the officers wife, children,
father or mother he will be eligible for reimbursement of the minimum house rent in
usual manner.
(CIRCULAR NO. PER/103/87 DATED 1.10.87)
Regulation 22[3] of the SBBJ [Officers] Service Regulations 1979 provides that where
an officer resides in his own accommodation, he shall be eligible for HRA on capital
cost of the accommodation subject to a maximum of 150% of HRA payable to him.
We came across of an instance where a spouse [both officers] in our Bank has
constructed a house by raising loan by the husband. However, the wife is the coowner of the house i.e. the house stands in their joint names. Both of them are residing
in the house and claiming house rent allowance at capital cost basis separately. In
this regard, we clarify that when both the spouses are staying in a house jointly
owned by them, only one of them is eligible to claim HRA on capital cost basis and
the other spouse is eligible for minimum HRA only, at the rate applicable at the place
of posting.
(PERSONNEL ADMN.DEPTT LETTER NO. P/PCR/3997-4003 DATED 18.3.98)
Index Page
STAFF SUPERVISING: REVISION IN RENTAL CEILING FOR LEASED
ACCOMMODATION - HRA ON CAPITAL COST BASIS
Please refer to Head Office Circular No. PER/84/2004-05 dated March 29, 2005.It has been
observed that while the rental ceiling of the centre where the leased accommodation is
provided, is applicable irrespective of the place of posting of the officers, the HRA on capital
cost basis is still being paid at lower of:
i) the rate applicable to the place of posting or
ii) the rate applicable to the place where officer's own house
(constructed out of Bank's finance under IHL) is situated and the officer is permitted to retain
his family at his/her own house being the place of choice.
The Corporate Centre, State Bank of India, Mumbai, on the basis of consensus reached
between Top Management and ABOA at the Bi-partite meeting held at Kumarkom on
22.02.2010, has advised that in order to bring uniformity with the facility of leased
accommodation at the place of choice, HRA on capital cost basis should also be paid at
the rate applicable at the centre where the house (constructed out of Bank's finance under
IHL) of the officer is situated and he/she is permitted to keep his/her family thereat,
irrespective of his/her place of posting.
The above instructions will come in to force with effect from 01.03.2010.
Circular No. PER/104/09-10 20 March 2010
HOUSE RENT ALLOWANCE ON CAPITAL COST BASIS TO OFFICERS POSTED AT DIFFICULT CENTERS
As per extant provisions, House Rent Allowance on capital cost basis is normally payable to
officers who reside in their own houses situated at their place of posting.
144
Keeping in view the hardship being faced by the officers posted at difficult centers, it
advised that HRA to officers may be paid on capital cost basis in the following cases also:
Officers who were staying in their own houses prior to their transfer to difficult
center and retain their families in their own houses.
Officers who, after their transfer to difficult center shift their families to their
own houses.
Further, it is advised that HRA on rent receipt basis as admissible in terms of the SBBJ (Officers)
Service Regulations 1979 may be paid to an officer posted at difficult center if he was
residing in a rental accommodation arranged by himself prior to his transfer to difficult center
and continues to retain his family thereat provided the official/leased accommodation has
not been provided by the Bank to him at the place of his posting.
5. HRA ON CAPITAL COST BASIS
In terms of Head Office Circular No. PER/46/2004-2005 dated 04.10.2004, the facility of
leased accommodation has been extended to the officers to keep their families at a
place of choice on given terms and conditions, one of the conditions being that the
officer availing this facility will be eligible for the lease rental ceiling applicable to the
place of posting or the place where the house is leased, whichever is lower.
In this connection, ABOA have requested the top management in the Bi-partite
Meeting held on 07.08.2004 at Udaipur that the officers who are permitted to retain
their families at their own house constructed out of Bank's finance at a place of
choice may be permitted to draw HRA on capital Cost basis.
Bank have examined the matter after consultation with State Bank of India,
Corporate Center and decided that if an officer has been permitted to retain his
family at his own house constructed out of Bank's finance at a place of his choice, he
will be permitted to draw HRA on Capital Cost basis at the rate applicable to the
place of posting or to the place where his own house is situated, whichever is lower,
subject to the ceiling stipulated in the rules. Other terms and conditions in this regard
are mentioned hereunder: --i)
ii)
iii)
iv)
v)
vi)
This facility will be available only to those officers who had built a house with
Bank's finance.
Officers in all grades are eligible to avail this facility.
The officer availing this facility will be eligible for HRA on Capital Cost Basis at
the rate applicable to the place of his posting or the place where the house is
situated, whichever is lower.
If the officer opts this facility at a place other than his posting place he would
not be eligible for guest house/bank's accommodation at his place of posting
and arrangement for his stay at the place of posting will have to be made by
him at his own cost/expenses.
All officers are required to stay at the place of their posting. As such if an
officer, who has been permitted to avail this facility is found to be commuting
from his place of posting to the place where he has his own house, the
concerned controller (of the rank of AGM & above) will withdraw the facility
without giving notice and without prejudice to Bank's right for initiating
appropriate disciplinary action.
If a designated house is provided at the place where the officer is now
transferred and posted, he must occupy the same. While such officer can
exercise his option for availing the facility of HRA on Capital Cost Basis at his
own house, it will be subject to recovery of usual rent of the designated house.
145
vii)
viii)
ix)
x)
xi)
In the event of an officer exercising the option of availing the facility of HRA
on Capital Cost Basis at his own house outside of his place of posting he
would be entitled for reimbursement of the actual traveling expenses in
respect of self and family members and also the cost of transportation of
household luggage to the place of his own house. Such reimbursement will,
however, be limited to his entitlement had he shifted his family and household
luggage to the place of his posting. This facility will be available only once
during one posting.
For availing the facility of shifting the family to his own house the officers would
be required to vacate the Bank's flat, if occupied at his previous place of
posting.
The officer can exercise the option to carry the furniture and fixtures to his own
house and will be permitted to avail of the facility of reimbursement of
maintenance expenses of furniture on production of receipt/bill or on
certificate basis in terms of laid down instructions vide Circular No.
PER/05/2004-2005 dated 06.04.2004.
This facility will be available only on request made by an officer in writing.
The authority structure to permit the officer to avail the facility of HRA on
Capital Cost Basis at officers own house will be as under: -
S.NO.
PARTICULARS
I OFFICERS UPTO SCALE-IV AT
a)
Branches
b)
Zonal Offices/Branches under the
control of DGM
c)
H.O. and its establishments
II
All officers in Scale V & above
APPROVING AUTHORITY
Concerned Controller minimum AGM
DGM of the Zone
DGM (Personnel & HRD)
General Manager (Operations)
Consolidated details of such permissions granted to officers by the various controlling

authorities will be kept at their end and provided to the Top Managements as and
when required.
As this is the case of extension of the existing facilities, all other terms and conditions
pertaining to existing scheme of leased accommodation will remain unchanged.
(CIRCULAR NO. PER/ 84 /2004-05 DATED March 29, 2005)

Index Page
6. HOUSE RENT ALLOWANCE
AND CITY COMPENSATORY ALLOWANCE AS PER 2001 CENSUS
In terms of the existing provisions of Bipartite Settlement and Officers Service
Regulations, 1979, HRA and CCA are payable to employees / officers with reference to the
official population figures of a center. Bank have received from IBA a detailed list of
places in terms of the official census 2001 figures published by the Registrar General and
Census Commissioner, Govt. of India officers may refer to H.O Circular no. Per/52/200405dated 26th october,2004 for the same
7. Pension (Other than SBI)
In respect of an officer, other than the officer in SBI, who is a member of Pension Fund, who
retires or dies while in service or otherwise ceases to be in employment on or after the 1st of
May, 2005, Pay for the purpose of pension shall be the pay last drawn by the officer
employee prior to his retirement/death. Pending necessary amendment to be made to the
relevant provisions of the Bank (Employees) Pension regulations, 1995 officers retiring or dying
while in service on or after 1st May 2005 shall be granted provisional pension having regard to
the above provisions.
146
8. CLOSING ALLOWANCE (REGULATION NO. 23)

On and from financial year 97-98 a Closing Allowance of Rs. 250/- per half year is payable at
the end of September & March to all officers except Concurrent Auditors (CCA). For CCA
posted at branches closing allowance is payable on and from 30.9.99 Further, officers posted
in administrative offices are not eligible for closing allowance.
(PER/66/99-2000 DATED 12.10.1999)
Index Page
9. OFFICIATING ALLOWANCE (REGULATION NO. 23)
If an officer is required to officiate in a post in higher grade/scale for a continuous period of
not less than 7 days at a time or an aggregate of 7 days during a calendar month, he/she
shall receive officiating allowance equal to 6 % of his/her basic pay, pro-rata for the period
for which he/she officiates. Such allowance will rank for P.F./pension and not for other
purposes.
Prior permission of the competent authority be obtained in all cases for entrustment of
officiating duties/acting chances, as the entrustment of such duties cannot be automatic.
Further, after introduction of SBBJ VRS-2001 certain positions have been withheld by the
Bank, in this regard, it is clarified that officiating chances should not be recommended for
sanction against such positions, nor entrusted.
(CIRCULAR NO. PER/112/2001-2002 DATED 16.3.2001 PER/152/88 DATED 29.11.88 AND
PER/42/95-96 DATED 2.9.95)
GUIDELINES FOR
ALLOWANCE
OFFICIATING
OPPORTUNITIES
AND
FOR
PAYMENT
OF
OFFICIATING
In terms of SBBJOSR 1979 Regulation no. 23(vi), on and from Ist November 1999 if any
officer is required to officiate in a post in a higher scale for continuous period of not less
than 7 days at a time or an aggregate of 7 days during a calendar month, he shall
receive an officiating allowance equal to 6% of his pay, prorata for the period for which
he officiates. Officiating Allowance will rank as pay for purposes of Provident
fund/Pension and not for other purposes.
Provided that where an officer comes to officiate in an higher scale, as a consequence

solely of the review of the categorisation of posts under Regulation 6 of SBBJOSR,79 he
shall not be eligible for the officiating allowance for a period of one year from the date
on which the review of the categorisation takes effect.
Officiating allowance is permissible to only those officers who have been permitted by
the competent authority to act in the higher capacity and should not be considered
automatic. The competent authority should permit the officer concerned in writing
whenever the occasion for officiating arises and this should be kept on record. The
payment as above, be got reviewed by the controlling authority at monthly intervals.
Officiating allowance is not payable to an officer while he is on leave (including casual

leave), on deputation for training or while taking over new assignment etc.
When an officer officiating in a higher post on a regular basis is absent for more than 7
days from his post, officiating allowance for such periods of absence exceeding 7 days in
a month would not be payable.
Where a vacancy is caused on account of leave or training of the Departmental Heads

at Administrative offices for a continuous period of 7 days or more, the next senior but
suitable officer in the concerned department may be allowed the officiating chance
and paid officiating allowance as prescribed and necessary permission from the
competent authority be obtained before entrusting the officiating duties as the
147
entrustment of officiating duties cant be automatic and it always requires to be

entrusted by the competent authority.
Officiating chances should be given strictly based on need and not on any unhealthy
practice prevalent at the branch/office.
An officer who is required to officiate/act in higher capacity, to suit the administrative

convenience, should actually perform the duties that go with the respective post. Under
no circumstances should sleeping benefits of a higher grade or scale be permitted to
be enjoyed.
During the absence of the Branch Manager, the senior most amongst the Managers of
Division will look after both the functions. At branches where there are no Divisions, the
senior most amongst the Accountant, Field Officer or other officers and at other
branches, the senior most officer will discharge both the functions. In the case of
Manager of Divisions, the next senior officer in that Division will attend to both the
functions.
Seniority for purposes of acting chances will be reckoned as laid down in Regulation No.
18 of Officers Service Regulations,79.
Seniority in a grade or scale will be reckoned from the date of appointment in that grade
or scale.
Where there are two or more officers of the same length of service in a grade or scale,
their inter-se seniority shall be reckoned with reference to their seniority in the immediately
preceding grade or scale of the previous cadre to which they belonged in the Banks
service. Where they have the same length of service in such preceding grade or scale, or
such previous cadre their seniority shall be determined with reference to their seniority
immediately preceding grade or scale/cadre, as the case may be.
Where two officers have identical total service (including service as award staff), the age
shall be the deciding factor for providing the acting chance.
The inter se seniority of officers directly recruited in a batch to any grade or scale shall be
reckoned with reference to the rank allotted to them at the time of such recruitment.
In the case of officers whose probation has been extended his seniority shall be reckoned
just below all the officers, if any, recruited or promoted in the same batch along with him.
Whenever an officer is called upon to officiate for a fixed period in a higher grade
position, apart from the officiating allowance payable as above, no other benefits of the
higher grade or post will be extended to the officer since the arrangement is generally of
a temporary nature and for short duration. Where, however, in special circumstances
an officer is called upon to officiated in a higher grade position on more or less on a
regular basis without stipulating any fixed period, he will get such entitlement that go with
the post or the grade to which that post has been categorised . The entertainment
allowance, in such cases, will however, be permitted only on a pro-rata basis. These
benefits should be provided only when an officer is posted in a higher incumbency on
regular basis but not in those cases where one is required to officiate as a stopgap
arrangement when the permanent incumbent is away on leave or otherwise.
Recovery of officiating allowance should be made from the officers on account of

excess officiating allowance paid to them over the arrears on account of promotion.
The delegation of powers to allow officiating chances are as under:-
In case of emergencies the relief arrangements for officers upto MMGS-III [for a limited
period, say upto one month only] the Zonal Heads will exercise this power and in case of
regular relief arrangements upto SMGS -IV Chief General Manager will consider the
same.
148
In case of vacancy of the Zonal Head, the senior most AGM/RM/CM present in
the
zonal office will look after the zone within the limits of his existing discretionary powers for
the absence upto 6 days. When the vacancy is more than 6 days, the senior most
available official amongst Asstt.General Managers /Regional Managers in the Zonal
office will officiate against the vacancy of the Zonal Head and exercise financial and
administrative powers of the Zonal Head after approval of the Managing Director.
In between AGMs/RMs of the Region, the next junior AGM/RM of the Region in the Zonal
office will hold concurrent charge of the AGM/RM who is absent. In case of vacancy of
the junior most AGM/RM of the Region, the senior most available AGM (Region) will hold
the concurrent charge.
(CIRCULAR NO. PER/152/88 DATED 29.11.88, PER/42/95-96 DATED 2.9.95, H.O. OFFICE ORDER
NO. O/12/83 DATED 9.4.83, O/27/90-91 DATED 31.1.91, O/33/99-2000 DATED 4.9.99 &
PER/44/2002-2003 dated 3.9.2002)
ROLL OUT OF 'BPR' INITIATIVES: LEAVE ARRANGEMENT AT RACPC / SECC
In order to de-burden the branches from the work of processing & appraisal of retail and SE
loans, Central Processing Centres have been established at major business centres viz
Bhilwara, Bikaner, Jaipur, Jodhpur, Udaipur, Kota, Delhi and Mumbai with retail wing at Kota
and Udaipur being of end state. The end state model envisages various steps i.e. from presanction, Appraisal & Sanction to Documentation, Creation of account, Post disbursal credit
decisions, Monitoring and supervision, Soft collections, Closure of Account, Release of Title
documents etc.
Each end state CPC has two separate wings i.e. Sanction wing and Maintenance wing,
headed by a Chief Manager/Manager (Sanction) & Chief Manager/Manager
(Maintenance) respectively, with a team of skilled officers, as per the role manual. The Chief
Manager (Sanction) looks after credit appraisal and sanction for new proposals, renewals,
enhancements, ad-hoc requests and
re-assessment of facilities. The Chief Manager
(Maintenance) is responsible for loan documentation, opening and maintenance of
accounts, post sanction credit processes including monitoring and follow up measures
required to be taken as per policy of the Bank from time to time.
While, the Chief Manager (Sanction) is empowered to exercise the sanctioning power, no
such discretion has been vested with Chief Manager (Maintenance). We have been
receiving references as to whether the Chief Manager (Maintenance) can exercise the
discretionary powers vested with the Chief Manager (Sanction) during his absence. The
matter has been examined and accordingly, it is clarified that: (i)
The Chief Manager (Maintenance) has not been given any discretionary powers
for sanction of loan. As such, he cannot hold charge of Chief Manager
(Sanction), when the latter proceeds on leave. Besides, work of maintenance &
sanction wing will be kept separately.
(ii)
Where there are separate Chief Manager (Sanction) for retail wing & SE wing,
each of them may be assigned the job of the other in case of contingencies. In
other cases, AGM (RACPC / SECC) may sanction loans during the absence of
Chief Manager (Sanction), even if, these fall within the discretionary powers of
Chief Manager (Sanction).
(iii)
In maintenance wing, the next senior officer will look after the work of Chief
Manager (Maintenance) in his absence.
(Circular No. BPR / 01 /2007-08 dated June 13, 2007)
Index Page
10.DEPUTATION ALLOWANCE (REGULATION NO. 23)
149
Officers deputed to serve outside the Bank may opt to receive the emoluments attached to
the post to which he/she is deputed. Alternatively, he/she may, in addition to his/her pay,
draw deputation allowance @ 7.75% of pay with a maximum Rs.1500/- p.m. and such other
allowance(s) as he would have drawn had he been posted in the Banks service at that
place. In case, he is deputed to an organisation, which is located at the same place where
he was posted immediately prior to his deputation, he shall receive a deputation allowance
equal to 4% of his pay with a maximum of Rs. 750/- p.m.
Provided further that an officer on deputation to a Training Establishment of the Bank as a
faculty member or to Banking Service Recruitment Board shall be eligible for deputation
allowance @ 4% of his pay with a maximum of Rs. 750/-p.m.
(Cir. No. PER/100/17/2005-06 DATED 28.6.2005)
11. HILL & FUEL ALLOWANCE (REGULATION NO. 23)
a) Altitude of 3000 mts. & above

b) Altitude of 1500-3000 mts.
c) Altitude between 1000-1500 mts
and Mercara Town
(w.e.f. 1/112002)
5% of Pay
-Max. Rs. 1150/- p.m.
2.5% of Pay -Max. Rs. 500/- p.m.
2% of Pay
-Max Rs. 400/- p.m.
(Cir. No. PER/17/2005-06 DATED 28.6.2005)

12. PROJECT AREA COMPENSATORY ALLOWANCE (REGULATION NO. 23)
a) Group A as defined as Group A for

Award Staff
b) Group B as defined as Group B & Group C for
Award Staff
(w.e.f. 1/112002)
Rs. 210/- per month
Rs. 185/- per month
(Cir. No. PER/17/2005-06 DATED 28.6.2005)

13. SPLIT DUTY ALLOWANCE
W.e.f. 1/11/2002, if the working hours of an officer during a day are split with a minimum
interval of 2 hours, Split Duty Allowance @ Rs. 125/- p.m. shall be payable.
(Cir. No. Per/17/2005-06 dated 28.6.2005)
Index Page
14. DISCOMFORT ALLOWANCE (REGULATION NO. 23)
If an officer is required to work in shifts or has to perform onerous duties beyond normal
working hours, he/she be paid Discomfort Allowance of Rs. 75/- p.m. Such allowance will be
paid to the following categories of officers:a) Officers who are required to work in shifts involving hardships. For Example, officers at
Airport offices, Computer Centers or Control Rooms in high raise buildings.
b) Liaison Officers whose duties include receiving dignitaries at the airports, railway station
etc., and whose hours of duty consequently get extended beyond the usual weekly hours as
a regular feature.
15. DISCOMFOR ALLOWANCE TO INSPECTING OFFICIALS
150
In terms of the extant instructions the Inspecting officer on inspection duty outside head
quarters are eligible for supplementary diem allowance of Rs. 10/- per day. Further adhoc
supplementary discomfort allowance of Rs. 10/- per day to inspecting officers on inspection
duty outside head quarter .This will be in addition to the existing Discomfort allowance of Rs.
10/- per day (supplementary diem allowance) and subject to the condition that if permission
for the same declined by the Govt. to SBI then the same shall be discontinued.
Index Page
16. MID ACADEMIC YEAR TRANSFER ALLOWANCE:
On and from 1.1.2004, if an officer is transferred from one place to another in the midst of an
academic year and if he has one or more children studying school or college, in the former
place, a mid academic year transfer allowance of Rs. 500/- p.m. from the date he reports to
the later place upto the end of the academic year in respect of all the children provided
that such allowance shall cease if all the children cease studying at the former place.
(Cir. No. Per/17/2005-06 dated 28.6.2005, Cir NO. Per/15/98-99 dated 8.5.98)
There may be cases where although transfer orders were issued before the commencement
of the academic year but due to administrative reasons, the concerned officers could not
be relieved before the commencement of the academic year. In anticipation of their relief,
such officials might have shifted their families to the places of their next posting and got their
children admitted in schools/colleges thereat. The requests received from such officials for
payment of mid-academic year transfer allowance for the period from the commencement
of the academic year till the officials are actually relieved from the previous station may be
considered by the Bank, having regard to the difficulties experienced in securing admission
during middle of academic sessions due to which they are compelled to shift their families
soon after the orders are served with the result that they have to maintain two establishments
in case they are not relieved of duties in time due to administrative reasons. In such cases it is
advised to pay the mid-academic year transfer allowance to the officers who had been
issued transfer orders before the commencement of the academic year but relieved in the
academic year due to administrative reasons. All efforts should, however, be made to relieve
the concerned officers as early as possible to avoid payment of such allowance.
(Circular No. Per/64/78 dated 6.12.78)
Mid- academic year transfer allowance will be payable to an officer who is transferred from
one station to another at any time during the academic year from the date of his relief on
transfer till the completion of the academic session of that year or till the school/ college
going child of the officer joins him at the place of posting, whichever is earlier.
The concerned officer has at least one school/college going child who is left behind for
receiving education either at the place from which the officer is transferred or at any other
convenient place consequent on the transfer.
The prime reason for the payment of mid-academic year transfer allowance is that when
officers are transferred in the middle of an academic session, they have either to change the
school of their children or maintain separate establishments so that the children could be
allowed to prosecute their studies uninterrupted. When the officer prefers the latter course,
he is to be paid mid-academic year transfer allowance, which is intended to cover these
extra expenses. The position in respect of college-going children is not completely similar
college-going children are older and can be left behind in a hostel. Where, therefore, a
college going child is already in a hostel or is required to be placed in a hostel on the
officers transfer, there is no case for payment of mid academic year transfer allowance
merely because the parents have to move to another station. However, if as a result of his
transfer in the middle of the academic year, an officer is required to maintain separate
establishments to enable a child to continue college studies uninterrupted, there is a case for
151
paying him mid academic year transfer allowance. In respect of college going children, the
facility will, therefore, be allowed only when the officer confirms that he has to maintain two
establishments.
(CIRCULAR NO. SBBJ/159/72 DATED 27.7.72)
Index Page
1.
RENTAL CEILINGS:
PROVISION OF RESIDENTIAL ACCOMMODATION TO OFFICERS-JMGS-I TO TEGS-VII

(w.e.f. 01.01.2005)Amount in Rs.
Grade/Scale
Major 'A' centers*
A category centers
Except
In
Except in
In Gujarat, M.P.
Ahmedabad Ahmedabad
Gujarat, M.P.
Chhatisgarh States
Chhatisgarh States and Daman & Diu
and Daman & Diu
(UT)
(UT)
SMGS-V
8500
7600
6600
6100
SMGS-IV
7800
7000
6100
5600
MMGS-III
7300
6500
5600
5200
MMGS-II
6800
6000
5500
5000
JMGS-I
6600
5900
5100
4700
*Mumbai, New Delhi, Kolkata, Chennai, Ahmedabad, Bangalore and Hyderabad
Grade/Scale
SMGS-V
SMGS-IV
MMGS-III
MMGS-II
JMGS-I
Grade/Scale
TEGS VII
TEGS VI
'B' Category centers

Except in
In
Gujarat,
Gujarat,
M.P.,Chhatisgarh
M.P.,
States
and
Chhatisgarh Daman & Diu
States and
(UT)
Daman & Diu
(UT)
4100
3800
3800
3500
3500
3200
3300
3000
3100
2900
Major* 'A' centers
Except
In Ahmedabad
Ahmedabad
17000
14500
15000
12600
'C' Category centers

Except
in In Gujarat, M.P.,
Gujarat,
M.P. Chhatisgarh
Chhatisgarh
States
and
States
and Daman & Diu (UT)
Daman & Diu (UT)
3500
3100
2900
2600
2500
3200
2900
2600
2400
2300
(w.e.f. 01.04.2005) Amount in Rs.
'A' Category centers
Except in Gujarat,
In Gujarat, M.P.,
M.P., Chhatisgarh
Chhatisgarh States
States and Daman
and Daman & Diu
& Diu (UT)
(UT)
12400
11400
9700
9000
*Mumbai, New Delhi, Kolkata, Chennai, Ahmedabad, Bangalore and Hyderabad

Grade/Scale
TEGS VII
TEGS VI
Other centers
except in Gujarat,
In Gujarat, M.P.,
M.P., Chhatisgarh
Chhatisgarh States
States and Daman &
and Daman & Diu
Diu (UT)
(UT)
9900
9100
6900
6300
152
The rental ceilings for leased accommodation for all categories of centers in Gujarat, M.P.,
Chhatisgarh states and Daman & Diu (UT) are brought on par with other centers as under:GRADE/ SCALE
JMGS-I
MMGS-II
MMGS-III
SMGS-IV
SMGS-V
GRADE/SCALE
TEGS VI
TEGS VII
MAJOR "A"(FOR
AHMEDABAD ONLY)
6600
6800
7300
7800
8500
"A"
(w.e.f. 01.01.2005 ) Amount in Rs. P.M.

"B"
"C"
5100
5500
5600
6100
6600
3100
3300
3500
3800
4100
2500
2600
2900
3100
3500
(w.e.f. 01.04.2005) Amount in Rs. P.M.

"A" CATEGORY
OTHER CENTERS
MAJOR "A" (FOR

AHMEDABAD ONLY)
14500
17000
9700
12400
6900
9900
The effective date for implementation of above ceilings is 01.01.2005 in case of officers in
JMGS-I to SMGS-V and 01.04.2005 for officers in TEGS-VI and VII.
(Circular No. Per/ 50 /2005-2006 dated 10.11.2005, Circular No. Per/52/99-2000 dated
01.09.1999, Per/97/1999-2000 dated 03.02.2000, Per/07/2000-2001 dated 17.04.2000,
Per/12/2002-2003 dated 30.04.2002 and Per/21/2005-2006 dated 12.07.2005.)
Index Page
2. CLASSIFICATION OF AREAS:
MAJOR A Centers- 4
Metros and Ahmedabad, Bangalore & Hyderabad
(depending upon the importance of the places).
Category A- Centers with population of 7.5 lac and above.
Category B Centers with population 2 lacs & above but below 7.5 lac
Category C Centers - All other centers
A B & C depending upon population criteria.
(CIRCULAR NO. PER/ 108 / 2006-2007 DATED March 23 , 2007 Per/16/93-94 dated 25.5.93,
Per/8/94-95 dated 30.4.94 and Per/5/96-97 dated 10.4.96)
The leased accommodation facility to our officers posted at the Tirupur center will be
as applicable to category A Centers.

PLACES NEAR/AROUND DELHI HAVE BEEN TREATED AT PAR WITH DELHI
Following places near/around Delhi have been treated at par with Delhi for residential
accommodation purposes in regard to ceilings of rentals for taking leased accommodation
for officers:
Delhi comprising of New Delhi, old Delhi, Delhi Sahadra, Delhi Cantt. and Loni.
Gaziabad
Gurgaon
Noida
Faridabad
153
Ballabhgarh
(PER/13/98-99 DATED 2.5.98 and IBA letter No. PD/PRS/46/A (I)E(xvii)/476 dated 22.7.98)
It is further advised that the above centers in and/around Delhi will also be treated at
par with Delhi for all purposes ( Per/38/98-99 dated 14.7.98)
Bhopal, Gwalior and Indore would henceforth be treated as A Category centers w.e.f.
4.10.97
(PERSONNEL ADMN. LETTER NO. P/PCR/2575 DATED 22.11.97)
Index Page
3. OTHER GUIDELINES
The revised ceilings are the outer limits set by the Bank. All efforts should be made to
secure residential accommodation at lower rates, where possible.
The officers, who have their own houses/flats constructed/purchased under the
Banks Individual Housing Loan Scheme at the centers where they are posted, should
as far as possible occupy their own houses/flats. They may, however, be permitted
leased accommodation if they, experience any difficulty in occupying their own
houses. Further, if the particular assignment has a designated house the same should
be invariably occupied by the incumbent.
Under the Banks Co-operative Housing Loan or Individual Housing Loan Scheme, it is
incumbent on the part of employees to offer the houses/flats constructed/purchased
there under on lease to the Bank. It is imperative that the residential accommodation
available under this arrangement should be effectively requisitioned and utilized in
order to ensure that the expenditure on leased residential accommodation is kept to
the minimum.
Flats/houses leased to the Bank by employees/officers on economic rent basis should

not be released under any circumstances except for the occupation of the
employee concerned, till the loan is fully liquidated.
The respective controlling authorities should draw up a list of residential

accommodation already available( i.e. house/flats of employees under lease to the
Bank), and those to be requisitioned in future including particulars of
accommodation available etc., and allot this accommodation to the eligible
officers.
Further in view of the substantial increase effected in lease rental ceilings of TEGS-VII
& TEGS-VI officers, no reference should be made to Head Office for permitting lease
rents beyond the ceilings given in para 1 above.
All other terms and conditions of the scheme will remain unchanged.
(CIRCULAR NO. PER/12/2002-2003 DATED 30.4.2002 )
The leased housing facility be extended to all officers at all centers.

Index Page
4. GENERAL GUIDELINES:Quick reference Book on ServiceCconditions of Supervising Staff updated as on 30.11.2013
154
The officers who have their own house/flat constructed/purchased under Banks
individual housing loan scheme at the center where they are posted should as far as
possible occupy their own houses/flats. Further, as per the extant instructions while
permitting reimbursement of house rent allowance, a certificate should be obtained
from the official concerned that no portion of the house has been let out by the
officer.
It is further clarified that there may be a situation where the concerned officer is
allowed by the competent authority to let out a portion of his house depending upon
the circumstances of each case, if such a situation arises than in that case the
amount of HRA payable will be reduced proportionately.
If the Bank has already got its own or leased residential accommodation at a place
and it is allotted to an officer he is required to occupy it. If, however, no
accommodation is available, an officer can, as per practice followed locally,
introduce a flat/house situated in locality of his choice within his entitlement.
(PER/114/87 dated 19.11.1987)
The guidelines already in vogue regarding minimum carpet area in a flat/house

constructed/provided by the bank have been laid down keeping in view the general
position/requirements. However, this stipulation of prescribed carpet area can be
relaxed in cases where on account of high rents and location of house/flat etc. it is
not possible to get a house/flat within the entitled rental ceiling of carpet area. In
such cases, however, reasonableness of the accommodation and rent may be
examined/ensured. Hotel/dormitory accommodation cannot be hired within the
rental ceiling entitlements. However, in some places officers may be staying in hotels/
lodging houses and in such cases the charges paid by the officer for lodging
(excluding boarding) may continue to be taken as actual house rent paid by the
officer for the purpose of reimbursement of house rent allowance on receipt basis as
at present.
(PER/114/87 dated 19.11.1987)
As per the guidelines of the Reserve Bank of India accommodation for

officer/residential purpose is required to be taken by the Bank on long lease basis i.e.
at least for 5 years. Where keeping in view the local position/practice, such premises
are not offered/available on long lease basis, the Zonal Offices may approach the
Head Office for permitting departure in this regard in respect of the entire center
instead of individual rental agreements. Further, if a landlord is not agreeable to sign
lease deed/agreement with the Bank, officers cannot be allowed to take house in
their own name, pay the rent and obtain reimbursement from the Bank. In such cases
the officer is entitled to claim H.R.A. only on the basis of such rent receipts. However,
where a landlord is agreeable to let out his house to the Bank for a particular officer
for the period of his stay at that center he (officer) may be permitted as a special
case to take the house on lease in Banks name for his use. Zonal Heads can examine
such or similar cases on individual merit, keeping in view the spirit and objectives of
the scheme.
(PER/114/87 dated 19.11.1987)
Eligible officers on transfer to specified centers are provided residential

accommodation. It is observed that while initially occupying the house permission of
the Bank is obtained subsequent change in the residential accommodation for one
reason or the other is merely advised to the Bank only after the shifting takes place.
Such instances where the officers have changed the houses without obtaining prior
approval are not viewed with favour.
155
(PER/11/82 dated 29.1.1982)
In order to avoid such recurrence, Branch Manager/Departmental Heads are

advised to inform the officers occupying the residential accommodation provided by
the Bank not to vacate the same without prior approval as also not to take a new
residential accommodation in the name of the Bank without Banks prior approval.
(PER/11/82 DATED 29.1.1982)
156
Index Page
5) ADVANCE RENT FOR ACQUIRING LEASED ACCOMMODATION
As per the extant practice Ten months advance rent at Chennai and Bangalore and at
other centers may be allowed depending upon the merits of each case to facilitate officers
to acquire better-leased accommodation at these centers. The competent authority for this
is :PARTICULARS
In
respect
of
staff
working
administrative control of the zones
For H.O. and its establishments
COMPETENT AUTHORITY
Dy. General Manager of the Zone
under
Allowing increase in the rental of the existing

houses
Permitting an officer to take leased
accommodation at the center where he has
got his own house constructed with the
Banks finance

General Manger (Operations)
( CIRCULAR NO. PER/47/2002-2003 DATED 27.902002 ,PER/97/98-99 dated 21.1.1999,

PER/136/89-90 DATED 5.3.90 AND PER/97/99-2000 DATED 3.2.2002)
ADVANCE RENT PAID::
At certain centers payments of advance rent as per trend/custom at that center is
permitted. If such officer is transferred at another center and wants to retain his family at
previous place of posting he is permitted to do so within his entitlement for reimbursement of
leased amount as per ceiling of new place of posting.
The ceiling of leased
accommodation at new place of posting may be lower than the ceiling at the than previous
place of posting. The advance rent is treated as security deposit, which is returned by the
landlord after vacation of the leased accommodation. We have examined the matter and
it has been decided that the Rent Advance paid by the Bank under leased accommodation
facility to be protected as long as the officer's family continues in the same house/flat.
(CIRCULAR NO. PER/01/2008-2009 dated : April
01, 2008)
INCREASE IN THE RENTAL OF EXISTING PREMISES:

Normally no increase in the rental of the existing premises flats taken on lease should be
permitted. If requests are received in this regard, each case should be examined on merits
and clearance obtained from the Chief General Manager. Increase in rent in such cases
should be permitted only to the bare-minimum and after careful satisfaction that it is fully
justified and advantage is not sought to be taken by the landlord because of the revised
ceilings.
(PER/136/89-90 dated 5.3.1990)
Index Page
7) OFFICERS, WHO HAVE THEIR OWN HOUSES/FLATS:
Officers, who have their own houses/flats constructed, purchased under the Banks Cooperative/ Individual Housing Scheme at the centers, where they are posted, should occupy
157
such houses/flats. If it is for any reason considered necessary to provide leased residential
accommodation to such officers prior clearance from the Chief General Manager should
invariably be obtained.
(PER/136/89-90 DATED 5.3.1990)
8) CARPET /COVERED AREA OF HOUSE TAKEN ON LEASE:

There would be no change in the carpet/covered area of house for various categories of
officers already fixed for the purpose as also the norms for recategorisation of centers.
Further, existing categorization of centers will continue.
(Per/5/96-97, Per/16/93-94 & Per/136/89-90 dated 10.4.96,25.5.93 and 5.3.90)
9) ACCOMMODATION OWNED BY KITH AND KIN

It is not desirable to take on lease the residential accommodation belonging to an officer or
near relatives of an officer and allot the same to him. The close relatives would cover the
following relatives for the purpose of taking residential accommodation by the officers under
the leased residential scheme. Bank would also not take any house for an officer if it is
belonging to any of his relatives mentioned below: 1.
2.
3.
4.
5.
6.
7.
8.
9.
10.
11.
12.
13.
Spouse
Father
Mother (including step mother)
Son (including step son)
Sons wife
Daughters husband
Daughter (including step daughter)
Brother (including step brother)
Brothers wife
Sisters husband
Brother (including step brother) of the spouse
Sister (including step sister) of the spouse
Sister (including step sister)
(PER/142/89-90 dated 19.3.90)

Index Page
10) ACQUIRING HOUSES/FLATS FOR LEASED ACCOMMODATION:
In acquiring house/flats, preference shall be given by the Bank for houses built under the
Banks scheme for financing staff Co-operative housing societies including those under
individual loans irrespective of the fact that such houses belong to supervising or award staff.
The rent for such houses/flats will be paid on the basis prescribed under the Banks schemes
or the economic rent whichever is lower.
(PER/84/80 dated 23.10.1980)
11) CAR PARKING CHARGES:
Since our lease agreement have specific provisions for maintenance of the property by the
landlords there is a case for allowing discretion only in cases where parking charges are
158
levied by the societies. Where flats/houses are located in Major A and A category
centers. It is therefore decided to allow discretion of a maximum of Rs.300/-. However, in
case of genuine hardship, the CGM may permit reimbursement of car parking charges upto
Rs. 400 p.m. In case of B Category centers where the nees is felt, the CGM may notify such
a center for reimbursement of car parking charges upto maximum of Rs. 100 p.m. These carparking charges will be over and above the approved rentals for the purpose of
reimbursement of parking charges levied by societies. The discretion would be used only in
cases where flats/houses are located in major A and A category centers as well as state
capitals. The following guidelines will be kept in mind while recommending for discretion:
Discretion will be used only where the flats/houses is located in an apartment block or a
building/co-operative society or welfare association (unregistered also) as well as owner
of garage space in major A and A category centers, as well as state capitals.
The parking charges reimbursed should relate to parking of cars/four wheelers only
standing in the name of the officer concerned and not for two wheelers.
The payment will be made either to the society or as a reimbursement to the officer
concerned, on production of a receipt issued by the society.
The vehicles for which parking charges are levied should be registered in the name of the
officer claiming reimbursement.
The discretion will be used judiciously.
The authority structure for sanctioning of reimbursement of car parking charges of Rs.300/p.m. over and above the relative rental ceilings, towards car parking charges levied by
societies, co-operatives or welfare Associations (unregistered also) as well as owners of
garage space in Major A and A category centers as well as state capitals is as under:
Officers posted in branches/ZOs

DGM concerned
Officers posted at H.O./ Departments under
administrative control of H.O.
Concerned GM
It is clarified that the provision for car parking charges is not applicable to officers who are
residing in their own houses/flats.
PER/10/97-98 DATED 7.5.97, PER/45/97-98 DATED 3.10.97 AND PER/7/2000-01 DATED 17.4.2000,
Per/12/2002-2003 dated 30.4.2002 and Per/21/2005-06 dated 12.7.2005)
Index Page
12. LEASED ACCOMMODATION TO SPECIALIST CADRE OFFICERS:
Specialist cadre officers be provided with residential accommodation by the bank
immediately on their appointment i.e. including probation period at specified centers at par
with general cadre officers on the usual terms and conditions.
(PER/54/91-92 dated 3.8.1991)
Index Page
13. LEASED ACCOMMODATION HAVING RENTAL IN EXCESS OF ENTITLEMENT:
159
The powers for taking leased accommodation on rentals in excess of entitlement where the
official himself would be bearing the excess amount, lies with the authority empowered to
permit hiring of leased accommodation to various officers based on the merits of each case.
However, cases where rent is paid in advance would continue to be referred to H.O. as per
extant instructions.
(CIRCULAR NO. PER/14/2003-2004 26.5.2003)
14. LETTING OUT OF RESIDENTIAL ACCOMMODATION TAKEN ON LEASE:
Letting out the accommodation provided to an employee by the Bank for his residence
reflects adversely on his integrity and therefore, has the potentiality of having a vigilance
angle. All staff members are, therefore, advised to refrain, from such practices.
(PER/5/87 DATED 27.1.87)
15. LEASED ACCOMMODATION WHERE HOUSING LOAN A/C HAS BEEN REPAID IN NORMAL
COURSE:
In cases where housing loan has been repaid after the normal period of repayment (i.e. 20
years) and title deeds has also been released after complying with the formalities, the
employees will also be eligible for a leased accommodation from the Bank as per his
entitlement.
(PER/24/88 dated 24.2.88)
Index Page
16. CALCULATION OF STANDARD RENT AND ITS RECOVERY:
In the case of any accommodation owned by the Bank the Standard Rent will be calculated
in accordance with the procedure for such calculation: Yard Stick for determination of Living Area: MAIN BUILDING :
Rooms, Kitchen, Bath, Latrine, Store and enclosed Veranda - 100% of floor area
Veranda, Corridors and Barsati
- 25% of floor area
Porch
- 12 1/2% of floor area
Court Yard Pucca
- 5% of floor area
OUT HOUSES :
Rooms
Veranda
- 25% of floor area

- 12 1/2% of floor area
( PER/111/88 dated 19.8.1988)

Index Page
17. CEILINGS OF STANDARD RENT ACCORDING TO AREA:
LIVING AREA
Upto 50 mts.
51-60 mts.
61-75 mts.
76-90 mts.
91-105 mts.
STANDARD RENT
Rs. 113/Rs. 135/Rs. 157/Rs. 209/Rs. 252/-
160
106-120 mts
121-150 mts.
151- 180 mts.
181-225 mts.
226- 300 mts.
301-400 mts.
401-550 mts.
Beyond - 550 mts.
Rs. 296/Rs. 362/Rs. 433/Rs. 510/Rs. 728/Rs. 901/Rs. 1073/Rs. 1250/-
For servant quarters and garage allotted independent of the regular accommodation, the
following flat rates will be recovered:
Servant quarter
Garage
: Rs. 17/- per month

: Rs. 10/- per month

Index Page
18. RECOVERY OF HOUSE/FURNITURE RENT
(i)
(ii)
House rent recovery shall be @ 1.75% of the first stage of the scale of pay in which
the officer is placed or the standard rent for the accommodation, whichever is
less.
Furniture rent recovery shall be @. 40% of the first stage of the scale of pay in
which the officer is placed.
(PER/17/2005-06 DATED 28.6.2005)
Where accommodation has been hired by the Bank, the contractual rent will be
payable by the Bank.
(PER/111/88 dated 19.8.1988)
Where the existing recovery at the prescribed rate of the basic pay in the first stage of
the scale is more than the standard rent, only the standard rent will be recovered.
(PER/111/88 dated 19.8.88)
In terms of Regulation 22(1) of the SBBJOSR 1979 where an officer is provided with
residential accommodation by the bank, the officer shall pay to the bank every
month the certain % of his basic pay or the standard rent for the accommodation
whichever is less. A question has arisen that where the Bank premises and official
residence are situated in the same building and covered by the same lease, what will
be the rent for the official residence.
In this connection it is clarified that the Bank may determine the rent for the space
used for office purposes on the basis of commercial rent applicable at such places.
The rent for the official residence would thereafter be determined by deducting the
commercial rent payable for office premises from the leased rent. To place the
matter beyond doubt we have to further clarify that where a combined lease is
taken for official and residence purposes, the ratio between the commercial rent and
residential rent per square foot should be determined and thereafter rent for office
premises and residence should be calculated in relation to the area occupied by
each. The formula for calculating the standard rent is given in circular no. PER/78/82
dated 7.6.82
Index Page
161
19. PERMITTING INCREASE IN RENT OF EXISTING HOUSES:

Increase in rent is to be permitted only after the existing agreements/present terms are over.
The Chief General Manager has been empowered by E.C. at its meeting held on 23.1.88 to
consider requests received from land lords for increase in rents of the existing flats/houses
before expiry of lease/contract period of examination of each such request strictly on merits.
(PER/26/88 dated 26.2.88)
20. PAYMENT OF BROKERAGE FOR HIRING HOUSES:
In terms of H.O. Circular No. Per/102/1995-96 dated 07.02.1996 brokerage for hiring houses for
leased accommodation may be paid to officers, if absolutely necessary, with a ceiling of
maximum of 30 days entitled rent in Metropolitan and Major "A" class cities and 15 days
entitled rent at other deserving Centers, where such practice is in vogue only against
production of receipt from the broker after the approval of Chief General Manager.
It has now been decided that in exceptional cases a suitable decision may be taken on
case-to-case basis for payment of enhanced amount in line with SBI's approach at the
Center.
(Per/104/2006-200/ dated 15.3.2007 and Per/102/95-96 dated 7.2.1996)
Index Page
21. CLASSIFICATION OF AREAS WILL BE AS PER 2001 CENSUS:
Consequent upon publication of Official population figures of all the centers as per 2001
census, it has been decided, in consultation with IBA that categories of centers be revised as
per 2001 census.
(CIRCULAR NO. PER/ 108 / 2006-2007 DATED March 23 , 2007)
22. LEASED ACCOMMODATION TO P.O.S:
Probationary Officers who desire to keep their family with them during the period of their
probation may be provided unfurnished leased residential accommodation as per the
eligibility of other officers in JMGS-I at such centers subject to the usual recovery of first stage
of the scale or the standard rent whichever is less.
Looking to the problem faced by the Probationary Officers to get residential
accommodation, it has now been decided to allow unfurnished leased accommodation to
all Probationary Officers irrespective of their keeping their family with them during their
probation as per the eligibility of JMGS-I Officers. Recovery of house rent shall be as per
Bank's norms.
(Circular no. Per/ 69 /2006-2007 dated 24.11.2006 and Per/42/86 dated 10.5.86 & PER/54/9192 dated 3.8.91)
PROBATIONARY OFFICERS : REIMBURSEMENT OF EXPENSES DURING TRAINING PERIOD
Probationary Officers are posted at different branches for on the job training during their two
years probation period and during that period sanction/payment/reimbursement of Festival
Loan/Medical/ Leave/ HTC/ LFC/ Leased Accommodation/Newspaper/Conveyance/
Plastic items/Salary etc. are made by Human Resources Development Department / Office
Administration Department, Head Office, Jaipur.
162
Branches are forwarding / submitting the bills/papers/IBIT advices to HRD Department for
sanctioning /passing/responding and HRD Department, after getting sanctioned/passed
from Office Administration Department convey to respective branches. The process
consumes considerable manpower and takes much time in adjustment of entries
outstanding at branches in Suspense/IBIT Accounts.
To overcome this, it has been decided that sanction/payment/reimbursement of Festival
Loan/Medical/ Leave/ HTC/ LFC/ Leased Accommodation/ Newspaper/ Conveyance/
Plastic items/Salary etc. to Probationary Officers during their training period be made as
under with immediate effect.
Newspaper,
conveyance
expenses, plastic items, T.A. Bill
(advance and payment), Casual
Leave
Lease accommodation,
Leave - Privilege, Medical, loss of
pay
HTC, LFC
Festival Loan
Salary
Sanctioned by Branch Manager and payment

at branches (on transfer to next branch, full
particulars will be advised to concerned branch
with copy of relieving letter under advise to HRD
Department).
Sanction by Controller of the branch where PO
is posted and payment by the branch
By Human Resources Development Deptt, H.O.,
Jaipur
Sanction - By HRD Department, H.O., Jaipur
Passing of bills - By Office Administration Deptt.,
H.O., Jaipur
Sanctioned by
Office Administration Deptt.,
H.O., Jaipur and disbursement at branches
where posted.
By Office Administration Deptt., H.O., Jaipur
(CIRCULAR NO. PER/ 39 /2007-2008 DATED 7th AUGUST, 2007).

Index Page
23. FACILITY OF LEASED ACCOMMODATION AT A PLACE OF CHOICE:
Bank has examined the matter of providing leased accommodation at the place of choice,
in accordance with Regulation 25 of SBBJ (Officers?) Service Regulations, 1979 and in
consultation with Corporate Centre, State Bank of India, Mumbai and it has been decided
that rental ceilings applicable to the centre where leased residential accommodation is
provided, irrespective of the place of posting, will be permitted to officers of JMGS-I to SMGSV, when they request for leased residential accommodation at a place of their choice.
3. All other terms and conditions are circulated vide our circular No. PER/46/2004-05 dated
04.10.2004 would remain unchanged. The permission so given to officers in JMGS-I to SMGS-V
to keep their family in lease accommodation (not Bank's quarter/flats etc.) at a place of their
choice subject to the terms and conditions given below:i.
An application-cum-undertaking (As per annexure annexed with Circular No.

PER/46/2004-05 dated 04.10.2004) will be submitted by the officer who wants to retain
his family at the place of his choice.
ii.
If the officer opts for leased accommodation facility at a place other than his posting,
he would not be eligible for guest house/Bank?s accommodation at his place of
posting and arrangement for his stay at the place of posting will have to be made by
him at his own cost/expenses.
163
iii.
All officers are required to stay at the place of their posting. As such if an officer, who
has been permitted to avail this facility is found to be commuting from his place of
posting to the place where he has been provided the leased accommodation, the
concerned controller (of the rank of AGM & above) will withdraw the facility without
giving notice and without prejudice to Bank?s right for initiating appropriate
disciplinary action.
iv.
In the event of an officer exercising the option of availing the facility of leased
accommodation at a place of choice, he would be entitled for reimbursement of
actual traveling expenses in respect of self and family members and also cost of
transportation of household luggage to the place where he intends to have a leased
accommodation. Such reimbursement will, however, be limited to his entitlement had
he shifted his family and household luggage to the place of posting. This facility will
be available only once during one posting if the officer again wants to shift to any
other place, he will have to do so at his own cost and expenses.?
v.
If a designated house is provided at the place where the officer is now transferred
and posted, he must occupy the same. While such officer can exercise his option for
availing the facility of leased accommodation at a place of his choice, he will be
subjected to recovery of usual rent for both houses.
vi.
The facility of shifting the family to the place of choice is applicable only for leased
accommodation and not Bank?s owned flat etc. The officer would be required to
vacate the Bank?s flat, if occupied at his previous place of posting. Bank?s owned
houses/quarters at the place of choice shall not be made available to such category
of officers.
vii.
The officers can exercise the option to carry the furniture to the leased residential
accommodation to a place of choice permitted to taken on lease by him and will be
permitted to avail of the facility of reimbursement of maintenance expenses of
furniture. If he opts to retain the family at the present place of posting and exercise
the aforesaid option, the furniture will be allowed to be retained by him with same
benefits.
4. The officers will be permitted to avail the facility only after they report at the proposed
places of their posting and apply for the same. Needless to add that the power to withdraw
the facility will also vest with the same authorities.
5. The consolidated details of such permission granted to officers by the various controlling
authorities will be reported by the Zonal Heads to our Personnel Administration Deptt. H.O. at
quarterly intervals on the lines of format enclosed with Circular No. PER/46/2004-05 dated
04.10.2004(Annexure II). The Personnel Administration Department will consolidate the
information and provide to the Top Management whenever required.
(CIRCULAR NO. PER/ 71 /2008-2009 dated December 15,2008, . PER/46/2004-05 dated
04.10.2004, PER/16/2008-09 dated 04.06.2008 and PER/37/2008-09 dated 12.08.2008)
In terms of extant instructions leased accommodation at a place of choice is permitted to
officers in following cases: -(i)
(ii)
Deputation to mobile inspection duty.

Transfer to difficult and rural centers.
The ABOA has been requesting for extending the facility of leased accommodation at the
place of their choice to the officers on given terms and conditions as this will facilitate
removing the resistance from officers for moving from place to place on transfer. This will also
minimize representations and improve the motivation level of officers and they will be able to
take care of their family's needs of educational and medical assistance at a canter where it
is convenient to them. The request of the ABOA has been examined by the Management
164
of the Bank and it has since been decided to extend the facility of leased accommodation
(not Bank's own quarters/flats) at a place of choice to officers in Grade-I to III with a
precondition that the officer himself will stay at the place of his posting and will not
commute to the place where he has been provided leased accommodation for retaining his
family. Bank has considered the matter in accordance with Rule 25 of SBBJ (Officers') Service
Regulations. 1979 and in consultation with State Bank of India, Central Office and decided to
permit officers in JMGS-I to MMGS-III to keep their family in leased accommodation (not
Bank's quarters/flats etc.) at a place of their choice subject to the terms and conditions
given below:
(i)
An application-cum-undertaking (As per annexure) will be submitted by the
officer who wants to retain his family at the place of his choice.
(ii)
The officer availing this facility will be eligible for the lease rental ceiling
applicable to the place of his posting or the place where the house is leased,
whichever is lower.
(iii)
If the officer opts for leased accommodation facility at a place other than his
posting, he would not be eligible for guest house/bank's accommodation at
his place of posting and arrangement for his stay at the place of posting will
have to be made by him at his own cost/expenses.
(iv)
All officers are required to stay at the place of their posting. As such if an
officer, who has been permitted to avail this facility is found to be commuting
from his place of posting to the place where he has been provided the
leased accommodation, the concerned controller (of the rank of AGM &
above) will withdraw the facility without giving notice and without prejudice
to Bank's right for initiating appropriate disciplinary action.
(v)
In the event of an officer exercising the option of availing the facility of
leased accommodation at a place of choice, he would be entitled for
reimbursement of the actual travelling expenses in respect of self and family
members and also the cost of transportation of household luggage to the
place where he intends to have a leased accommodation.
Such
reimbursement will, however, be limited to his entitlement had he shifted his
family and household luggage to the place of his posting. This facility will be
available only once during one posting if the officer again wants to shift to
any other place, he will have to do so at his own cost and expenses.
(vi)
If a designated house is provided at the place where the officer is now
transferred and posted, he must occupy the same. While such officer can
exercise his option for availing the facility of leased accommodation at a
place of his choice, he will be subjected to recovery of usual rent for both the
houses.
(vii)
(viii)
The facility of shifting the family to the place of choice is applicable only for
leased accommodation and not Bank's owned flat etc. The officer would be
required to vacate the Bank's flat, if occupied at his previous place of posting;
Bank's owned houses/quarters at the place of choice shall not be made
available to such category of officers.
The officers can exercise the option to carry the furniture to the leased
residential accommodation to a place of choice permitted to be taken on
lease by him and will be permitted to avail of the facility of reimbursement of
maintenance expenses of furniture on production of receipts/bills or on
certificate basis in terms of
laid down instructions vide Circular No
PER/05/2004-2005 dated 06.04.2004 If he opts to retain the family at the
present place of posting and exercises the aforesaid option, the furniture will
be allowed to be retained by him with same benefits. The authority structure
to permit the officer to avail the facility of leased accommodation at the
place of choice will be as under:S.No.
1.
Officers upto Scale-III posted at

Branches
2.
3.
Zonal Offices
H.O. and its establishments
165
Approving Authority
Concerned controller minimum
AGM
DGM of the Zone
DGM (Per. & HRD)
(ix)
(x)
(xi)
(xii)
(xiii)
It has also been decided that Bank may, at its discretion, permit officers in
SMGS-IV and V the facility of leased accommodation at their place of choice
beyond the academic session on case to case basis, depending upon the
merits of each case and if the circumstances so warrant. Such extension will
be on the same terms and conditions as applicable to officers JMGS-I to
MMGS-III. The authority to grant permission to officers SMGS-IV and V for
retaining leased accommodation beyond academic session would continue
to be vested with the Managing Director.
The officers will be permitted to avail the facility only after they report at the
proposed places of their posting and apply for the same. The power to
withdraw the facility will also vest with the same authorities.
The consolidated details of such permissions granted to officers by the various
controlling authorities will be reported by the Zonal Heads to our Personnel
Administration Deptt. H.O. at quarterly intervals on the lines of format
enclosed (Annexure II). The Personnel Administration Department will
consolidate the information and provide to the Top Management whenever
required.
As this is the case of extension of the existing facilities, all other terms and
conditions pertaining to existing scheme of leased accommodation will
remain unchanged.
These instructions will come into effect immediately.
(CIRCULAR NO. PER/ 46 /2004-2005 dated
October 04, 2004)
Index Page
Annexure I
The Dy. General Manager/Asstt. General Manager,

State Bank of Bikaner and Jaipur,
.
Through the Branch Manager/Head of the Department
Date :
Dear Sir,
PERMISSION TO AVAIL THE FACILITY OF
LEASED ACCOMMODATION AT A PLACE OF CHOICE::
branch/office to
branch/office. I am
I have been transferred
presently provided with Bank's accommodation/leased accommodation. Due to family
Distt.
and request that
circumstances, I would like to keep my family at
permission may please be granted to me to have leased accommodation thereat as per my
and
eligibility. The rental ceiling for leased accommodation applicable to my grade at
are Rs.
and Rs.
respectively. In terms
at my present place of posting at
of the extant instructions, I will be eligible for lease rental ceiling for Rs.
i.e. whichever
is lower.
2. I also request that I may be permitted to retain and carry the items of furniture provided to
the place where the permission to have a leased house is granted.
me by the Bank to
being acceded I
3. In the event of my request for provision of leased accommodation at
undertake that I will not commute from the place of my posting to the place where I have
been provided with leased accommodation. In case I am found to be commuting from the
place of posting to the place where the leased accommodation is provided, the Bank may
166
withdraw the facility without notice and without prejudice to the Bank's right for initiating
appropriate disciplinary action against me.
4. I under take to obtain transit insurance cover for book value of the furniture as per Bank's
extant guidelines/instructions.
Please approve.
Yours faithfully,
Signature
Name
PF No.
Grade/Scale
Branch/Office
Residential address:
167
ANNEXURE-II
HEAD OFFICE : JAIPUR/ZONAL/REGIONAL OFFICE:
STAFF SUPERVISING
FACILITY OF LEASED ACCOMMODATION AT A PLACE OF CHOICE
QUARTERLY STATEMENT FOR THE QUARTER ENDED.
Sr.No
.
Nam
e of
the
offic
er
Grad
e
P.F.
Inde
x
No.
Presen
t
Place
of
postin
g
Facility
of
leased
accom
modati
on
availed
at
(place
) since
(date)
Rental ceiling
applicable to
the place of
posting
Rental
ceiling
applicabl
e to the
place
where
leased
accomm
odation
facility
availed
The rental
ceiling
the
officer is
eligible
for
Whether
facility of
carrying
furniture is
availed
of
DY. GENERAL MANAGER

ASSTT. GENERAL MANAGER
168
Index Page
24. PROVISION OF LEASED RESIDENTIAL ACCOMMODATION TO OFFICERS AT DIFFICULT CENTERS
The following parameters may be taken into consideration for the purpose of deciding whether a
center could be categorised as difficult one or not for providing leased residential
accommodation within their entitlement for their families at their previous place of posting and/or
place of choice which would help removing their hardship to a large extent :
a) High altitude above sea - level, resulting in hostile climatic conditions.
b) High security risk, arising from insurgency, tribal, hostility etc. as per Govt. guidelines.
c) Public transport not at all available.
d) Potable drinking water not at all available and the distance from which and the
cost at which it is procured.
e) Educational facilities even up to primary level not at all available.
f)
Basic essentials of life not at all available due to absence of market and the distance
from which these have to be procured.
g) Medical facilities even for ordinary ailments not at all available.

h) Residential accommodation not at all available.
i)
If the branch is situated in a rural center.
Any center which suffers from at least 4 out of the aforesaid disabilities will be categorised as a
difficult center for the purpose of extending leased residential accommodation to officers at the
previous place of posting or a place of their choice.
NOTE : THE LATEST LIST OF DIFFICULT STATIONS ARE GIVEN IN H.O. CIRCULAR NO.PER/77/99-2000
DATED 29.11.1999
(PER/76/91-92 dated 18.9.91 & PER/57/92-93 dated 19.9.92)
Index Page
25. LEASED ACCOMMODATION TO OFFICERS POSTED AT RURAL CENTERS AT THEIR PLACE OF
CHOICE.
The terms and conditions regarding provision of allowing leased accommodation to officers
posted at a rural centers, where suitable residential accommodation is not available for taking on
lease are as under : An officer posted to a rural center i.e. the rural center mentioned herein is according to RBI
definition viz. with a population of 10,000 or less (1991 census) other than a difficult center
already identified as such, may be permitted to retain his family at a place of his choice.
In case, he keeps his family at the previous place of his posting, the rental ceiling applicable
for that center i.e. the previous place of posting shall be applicable.
An officer who wishes to keep his family at a place of his convenience other than the place of
previous posting, shall be eligible for furnished accommodation within the rental ceiling
applicable to his present place of posting i.e. rural center.
Where the Banks flats/leased housing accommodation provided at the previous place of
posting to such an officer is required by the bank and he is desirous of keeping his family at
that center, he may arrange alternative accommodation within his entitlement applicable to
that center i.e. the center of previous posting, such accommodation may be furnished.
An officer living in his own house and drawing house rent allowance on capital cost basis at
the place of his previous posting and who does not shift his family from that place, shall be
permitted to continue to draw it on capital cost basis during his tenure at the rural center.
All officers who are permitted the above facility should necessarily stay at the place of their
posting. Arrangements for stay at Head quarter should be made by them at their own cost.
In respect of officers who are posted, as Branch Managers at rural center where official
residence earmarked for Branch Managers is available, the officer shall occupy that house
and rent will be recovered at the usual rate.
The instruction are applicable with immediate effect.
(PER/54/99-2000 dated 1.9.99 and PER/103/98-99 dated 3.2.99 AND PER/28/2001-2002 DATED
6.7.2001)
26. PERMISSION TO RETAIN/OCCUPY LEASED ACCOMMODATION AT PLACE OF CHOICE
As per extant instruction, officers are permitted to occupy leased accommodation at place of
their posting as provided in Regulation 25 of the SBBJ (Officers) Service Regulation, 1979.
However, officers posted at difficult centers may be permitted leased accommodation at a
place of their choice within the entitlement ceiling according to their place of posting as per
guidelines contained in Circular No. PER/43/95-96 dated 4.9.95
Associate Banks Officers Association has demanded that officers be permitted to occupy/retain
leased housing accommodation at the place of their choice within the entitlement ceiling at the
place of their posting. The matter has been examined by the Bank and it has been decided that
such requests will not be considered in general. These shall be considered and examined on the
merits of each case like serious and prolonged illness of self and/or dependent family member,
specialised education of children etc. However, such requests, will be acceded to by the CGM
after critical examination of the each case.
(PERSONNEL ADMN. LETTER NO. P/PCR/17591 TO 17596 DATED 23.2.96)
Index Page
27. LEASED ACCOMMODATION TO OFFICERS DURING SUSPENSION
The existing guidelines of denying retention of house beyond 4 months results in inconvenience to
an officer who is under suspension. During this period, he is deprived of full salary and other
perquisites and as such asking him to shift to another place would entail dislocation of childrens
education, inconvenience to his family, apart from extra financial burden. The technical position
is that suspension is not punishment and the officer continues to be an employee of the Bank.
Hence, insistence on vacation of residential accommodation is not considered fair. Accordingly,
it has been decided to adopt the broad guidelines for retention of official accommodation by
officers during suspension at par with those in vogue in State Bank of India, as detailed below :REGULATION NO. 69(7)(II) DURING THE PERIOD OF SUSPENSION, AN OFFICER MAY, SUBJECT TO
SUCH GUIDELINES AS DECIDED BY THE M.D. BE ALLOWED OCCUPATION OF SUCH OFFICIAL
ACCOMMODATION AS MAY BE DECIDED BY THE BANK BUT SHALL NOT BE ENTITLED TO FREE USE OF
THE BANKS CAR OR RECEIPT OF CONVEYANCE OR ENTERTAINMENT ALLOWANCE OR SPECIAL
ALLOWANCE.
170
THE BROAD GUIDELINES FOR THIS ARE :
If the suspended officer is residing in the Banks leased residential accommodation, he would
be left undisturbed.
If the officer is residing in a designated flat/house allotted to him by virtue of his posting as
Branch Manager or incumbent of any other post, he should shift to an alternative leased
accommodation.
If the place or residence is Banks own house/flat, the suspended official should shift to a
leased house or to an alternate accommodation as Bank flats are in short supply and there
would be long waiting list of incoming officers.
The leased accommodation can be at the same center from where the official was placed
under suspension or elsewhere, as per his convenience, and Bank finding it feasible and/or
prudent to do so, in the interest of the pending investigation.
The recovery on account of provision of the accommodation will be as per rules, as if the
official was in active service.
The furniture/fixture already provided in the said house will not be withdrawn and usual rent
will be recovered. However, officials who are staying in their own house constructed with
Banks finance or if a new leased accommodation is taken, these will be furnished with
essential furniture only.
The rental ceiling will be as per the place of stay.
The following facilities will be allowed to the officers under suspension: -
a) Residential telephone, if any, will not be withdrawn and may be continued on the same terms
as in active service.
b) Cleansing material for upkeep of furniture and fixtures as per rules.
c) Reimbursement of casual labour charges as per rules.
(PER/1/97-98 dated 1.4.1997)
Index Page
28. RECOVERY OF BANKS SHARE OF RENT RECEIVED BY AN OFFICIAL PROVIDED WITH OFFICIAL
ACCOMMODATION AT THE STATION FOR LETTING OUT HIS HOUSE TO AN OUTSIDER:
If an officer is allowed to rent out its house to an outsider, it would be on market rate and in that
case the official accommodation to the banks official should be :If the rent fetched :
does not exceed Rs.3,000/- p.m., the Banks accommodation provided to him will be at
normal rent (now stands at 4%) as stated in Rule 25(1) of SBBJ Officers Service Regulations
1979, and upon revision in the corresponding rule.
Exceeds Rs.3,000/- p.m. but does not exceed Rs.5,000/- p.m. twice the normal rent.
Exceeds Rs.5,000/- p.m. thrice the normal rent.
171
Standard rent will not apply in such cases.

Index Page
29. MAINTENANCE OF LEASED ACCOMMODATION TAKEN BY THE BANK FROM THE STAFF/EX STAFF
(PENSIONERS) ON RENTAL USE OF OFFICERS.
The component of cost of maintenance of premises/flat is included while calculating the
economic rent. However, this component usually relates only to taxes, share of electric charges
for common usage, water charges for common usage, share of maintenance of common
amenities and other payment made to the society, it does not cover the cost of maintenance
like whitewashing and minor repairs. As a gesture of goodwill to the members of staff whose
flats/bungalows have been taken on lease on economic rent, that where this component of
maintenance viz. white washing/minor repairs has not been taken into consideration for
calculation of economic rent the Bank may carry out oil bound distemper painting internally and
oil painting of doors, windows, grills etc. In case of flats and in case of bungalows external walls
also be distempered, every 4(four) years.
(PER/99/88 dated 6.8.88)
The matter of cost of maintenance of leased accommodation taken by the Bank from the staff/
ex-staff (pensioners) on rental for use of officers to be borne by the bank has been examined and
it has been decided that the following procedure may be adopted in this regard:
Whenever a flat/bungalow is taken on rent from a member of the staff/ ex-staff (pensioners)
by paying economic rent, without taking into consideration the component of white
washing/minor repairs for calculation of economic rent, the Bank may as a gesture of
goodwill, carry out oil bound distemper painting internally and oil painting of doors, windows,
grills etc. in case of flats, and in case of bungalows external walls also be distempered every
four years. In cases where the Bank is paying ceiling rent, the facility referred to above may
be extended to such accommodation also where the lease period exceeds four years.
In this connection, it will be ensured that whenever, flat/bungalow is taken on rental basis, it is
in good/habitable condition and does not require any repairs etc. In ordinary circumstances,
maintenance would mean keeping the leased accommodation in the same condition in
which it was handed over to the Bank and ordinary upkeep (excluding major repairs unless
occurring on account of Banks negligence).
(PER/87/96-97 dated 16.12.96)
The Bank will carry out the same type of distempering, which the landlord has carried out while
leasing the premises to the bank (this should not include the application of plastic emulsion paint
which is very costly). In other words if the land lord had carried out white washing/water bound
distemper etc. before leasing to the Bank, the bank should also carry out white washing/water
bound distemper etc. The periodicity of white washing/distemper should not be earlier than 2
years for white wash and 4 years for distempering from the date of previous white
washing/distempering. However, if the condition of the flat/bungalow is all right, the distempering
may be done on completion of, say 5 years depending upon the merit of each case. The rates at
which the work is to be done should be based on PWD rates applicable at that center.
( PER/88/88-89 DATED 26.12.98, PER/87/96-97 DATED 16.12.96)
Index Page
172
30. RETENTION OF RESIDENTIAL ACCOMMODATION ON TRANSFER:

i) Upto 2 months:
a) For Staff working in the Zones
b) For Staff working in H.O
ii) Upto 4 months
iii) Upto 6 months
iv) Beyond 6 months but not beyond the
academic session
Dy. General Manager

General Manager
General Manager
Managing Director
31. PROVISION OF RESIDENTIAL ACCOMMODATION AT TWO PLACES:
Provision of residential accommodation at both the places for a period beyond two
months will not be permitted as it entails heavy cost to the Bank.
(CIRCULAR NO. PER/102/91-92 DATED 24.12.91 AND PER/77/98-99 DATED
26.11.98)
RETENTION OF BANKS FLAT:
An officer on transfer may be permitted to retain Banks flat for a period of not exceeding
2 months where the competent authority permits an officer to retain family at the place of
previous posting on account of mid-academic session or other compelling reason(s), the
officer will be asked to shift to a leased residential house and shift his family. This will be
stipulated in the sanction letter itself and retention of Banks flat will not be allowed
beyond two months. These instructions will also apply to the officers who are on mobile
duty and residing in Banks flat at their head quarter.
Officers transferred from one place to another in midst of an academic year would not be
eligible for HRA or provision of residential accommodation at both the places in addition
to mid academic year transfer allowance.
(PER/77/98-99 dated 26.11.98)
At best in deserving cases where circumstances so warrant the General Manager, may
exercise discretion and permit to retain the accommodation provided by the Bank at the
previous place of posting for a limited period, besides providing them accommodation, if
eligible, at the transferee place subject to usual recovery at both the places.
(PER/48/86 dated 27.5.1986)
An officer permitted to retain accommodation provided by the bank at the previous

place of posting will not be required to compulsorily take Banks leased accommodation
at the new place of posting.
The officer will be required to pay the prescribed % of the pay in the first stage of the scale
of pay in which he is placed for accommodation provided at the previous place of
posting and he will be entitled to be paid Mid Academic year transfer allowance. The
question of claiming HRA at the new place of posting does not arise.
(PER/106/86 dated 26.12.1986)
173
The Executive Committee at its meeting held on 14.11.1991 has approved that the Zonal
Heads will consider the requests of officers working in branches/offices in their zones for
granting permission to retain the residential accommodation provided by the Bank at the
previous place of posting upto a period of two months. Such requests for periods between
two to four months will be considered by the General Manager(O) and beyond four and
upto 6 months, such requests will be considered by the Chief General Manager. The
requests of officers posted at Head Office will continue to be considered by the
concerned General Manager upto 4 months. However, cases where Banks residential
accommodation is proposed to be retained beyond six months, will be considered by the
Managing Director. In deciding the requests of the above referred nature, the following
factors, should be given due weightage :(i)
(ii)
Mid-academic year transfers should be avoided as far as possible and the annual
transfer exercise should be initiated sufficiently in advance so that officers can shift
their families well before the commencement of the academic session to minimise
the requests for retention of accommodation.
While retention of official residence will be permitted in deserving cases to enable
the officer to identify suitable accommodation at the new place of posting and
settle down, requests for periods beyond two months should be critically examined
keeping in view the following points :a) Requests for retention of residential accommodation on the grounds of
education of children/illness of dependent family members etc. would be
considered on merits of each case.
b) Provision of residential accommodation at both the places (previous and new
place of posting) for a period beyond two months will not be permitted as it
entails heavy cost to the Bank as also double recovery from the officers,
except in those cases where official residence meant for the incumbent (such
as Branch Manager) is available for occupation.
(PER/102/91-92 DATED 24.12.91)
The following factors should also be critically examined while considering request of
officers to retain residential accommodation on transfer with immediate effect :-
Telephone connection, if provided to the official upto SMGS-V should be withdrawn on

transfer. For officers in Scale-VI and above, if telephone is allowed to be retained the call
charges are to be borne by the officer concerned.
In case of designated residences of Branch Managers, Dy. General Managers, General

Managers, these should be vacated by the outgoing officer within 15 days of his getting
relieved and retention beyond this period should generally not be permitted.
(PER/20/96-97 dated 22.5.1996)
Note:
In case of a mid-academic transfer the facility of continuing the furniture items supplied in the
own house of the officer may be allowed to be continued till the end of current academic
session subject to this that he will not be eligible for furniture items at the new place of posting
and the authority for allowing such permission will be as fixed for retention of leased
accommodation.
(PERSONNEL ADMN. DEPTT. LETTER NO. P/PCR/6044 TO 6058 DATED 18.3.2002)
174
STAFF SUPERVISING: PROVISION OF RETENTION OF BANK'S FLAT TO OFFICERS TRANSFERRED IN THE

MID OF ACADEMIC YEAR::
Please refer to H.O. Circular No. Per/77/1998-99 dated 26th November, 1998 regarding permission
to retain bank's flat upto 2 months to the officer on transfer.
It has come to the Banks notice that as per laid down instructions there are instances where some
officers who are permitted to retain the Bank's flat for the period upto 2 months on transfer are not
vacating the flats within the prescribed time frame despite our clear instructions in this regard.
3.In this context, Bank has again reiterated the earlier circular instructions in the matter which
reads as under:
"RETENTION OF BANK'S FLAT ON TRANSFER: An officer on transfer may be permitted

to retain Bank's flat for a period not exceeding 2 months. Where the Competent
Authority permits an officer to retain family at the place of previous posting on
account of mid-academic session or other compelling reason(s), the officer will be
asked to shift to a leased residential house and shift his family. This will be
stipulated in the sanction letter itself and retention of Bank's flat will not be allowed
beyond two months. These instructions will also apply to the officers who are on
mobile duty and residing in Bank's flat at their head quarters."
It is again advised that no officer will be permitted to retain the Bank's flat beyond 2 months under
any circumstances in future. The concerned controlling authority may review the position at all
centers and may ensure that no flat is being retained by any officer after 2 months of his transfer. If
there is any case of retention of Bank's flat beyond two months the same be got vacated within 15
days from issuance to this circular under confirmation to the DGM (Per & HRD) and the officer may
be allowed to shift his family in another leased accommodation, upto the end of academic
session if he is already having the permission of the competent authority to retain his family
members at previous place of posting upto the end of academic session in terms of Circular No.
Per/102/1991-92 dated 24.12.1991.
Further, a moderate change in the aforesaid policy has been made and it has been decided that
in future the requests for retention of Bank's flat even within the period of 2 months must be routed
through the DGM (Per & HRD) for uniformity. Therefore, all concerned officials are advised to
submit such requests to the DGM (Per & HRD) on the enclosed format before granting approval to
any officer to retain the Bank's flat on transfer.
Eviction proceedings may be initiated if the transferee officer stays in the Bank's flat beyond the
permissible period of 2 months. All other terms and conditions in this regard will remain
unchanged.
Any violation of these instructions will be viewed seriously.
(CIRCULAR NO. PER/ 20 /2007-2008 DATED June
01, 2007)
Index Page
32. RETENTION OF RESIDENTIAL ACCOMMODATION AFTER RETIREMENT
At all centers, the designated house of various functionaries must be vacated within 15
days of retirement.
Retention of leased house/Banks flat other than designated house will not be permitted
beyond 2 months of retirement under any circumstances.
175
The authority structure for permitting retention of leased house/Banks flat for 2 months
after retirement will be as under :- For officers working in H.O.
- For officers working in Branches/Zones -

Zonal Head
(PER/77/98-99 dated 26.11.96 and PER/106/98-99 dated 15.2.99)
Since an officer is aware of the fact that he is to retire on a particular date, it is expected
that he will make suitable alternative arrangement well in advance. Therefore, normally
there should be no occasion for permitting an official to retain the residential
accommodation beyond the date of retirement.
In exceptional cases, like where officials own house was leased out to the Bank has not
been able to provide vacant possession of the house or where the official needs to retain
the house for any urgent work like marriage of his child, treatment of serious ailment etc.
permission may be granted for retention of the house for a period not exceeding 2 months
from the date of retirement.
(PER/105/91-92 dated 31.12.91)
Before releasing the terminal benefits, a written undertaking should be obtained from such
officers to the above effect that if the flat is not vacated on expiry of two months,
commercial rent would be recovered from the leave encashment.
Leave encashment, if any should be withheld till such time the official vacates the Banks
residential accommodation.
( PER/105/91-92 DATED 31.12.91)
In case the official does not vacate the official residential accommodation after expiry of
two months period commercial rent should be recovered from him. Exception to this
could be made in those cases where appropriate authority has agreed to do so strictly on
the merits of the case on receiving an application from the official concerned and is
satisfied about the grounds for such a request. The appropriate authority for this purpose
will be G.M.(O). If the accommodation is not vacated during the period beyond two
months to four months and beyond four months to 6 months, the Chief General Manager
will consider such requests.
It should be made clear to the retiring officers that their official residence are to be
vacated on or before the date of retirement and relaxations on the above lines, are
subject to approval depending upon the merits of the case.
Simultaneously, eviction proceedings will also be initiated if the retired officers stays in the
residential accommodation beyond the permitted period.
(PER/105/91-92 dated 31.12.91)
The facility of retention of leased residential accommodation/Banks flat after retirement

on superannuation, is not available to the officers leaving the Bank on Voluntary
Retirement as voluntary retirements are generally sought to take up an employment in
some other organisation.
(PER/112/98-99 dated 10.3.99)
176
Note:
Whenever a retiring official is permitted to retain the Banks car without retention of house
after retirement (where he is staying in his own house) and/or avail advance for availing
LFC/HTC facility just prior to his retirement, the leave encashment can be withheld until the
Banks vehicle is surrendered and/or the relative LFC/HTC advance is adjusted, the leave
encashment be withheld in such cases till the officer surrenders the vehicle and/or LFC/HTC
advance is adjusted.
If a retired officer is allowed to retain the official accommodation after retirement then the
same will be, on charging only such amount as he was paying just prior to his retirement.
Receipt should not be issued by the Bank for the rent paid by the officer.
(CIRCULAR NO. PER/120/87 DATED 25.11.87, PER/101/90-91 DATED 7.3.91 AND PER/51/94-95 DATED
2.12.94)
Index Page
33. DEDUCTION OF HRA FROM THE OFFICERS PROVIDED WITH OFFICIAL RESIDENCE AND CONTINUE
TO OCCUPY THE SAME AFTER RETIREMENT FOR A MAXIMUM PERIOD OF TWO MONTHS
W.E.F. 1.6.94, residence, if provided to a retired employee will be, on charging only such amount
as he was paying just prior to his retirement. Receipts should not be issued by the bank for the rent
paid by the officer.
(PER/51/94-95 dated 2.12.94)
Index Page
34. LEASED ACCOMMODATION IN CASE OF RESIGNATION:
In terms of service regulations, an officer who desires to resign from the Banks service is supposed
to give 3 months notice to the Bank. It is expected that the officer should make his own
arrangements for his alternative accommodation within the notice period. In such cases, there is
no justification to allow them to retain the residential accommodation after the date of
resignation.
When an officer resigns and the notice period is partly or wholly waives, it would be his
responsibility to make proper arrangement for his future stay before deciding to quit the Bank. In
such cases also, there is no justification to allow him to retain the residential accommodation after
the date of resignation.
Officers proceeding on study leave are usually away for a long period of one to two years or
more. They should make their own arrangement for the stay of their family during their absence or
shift the family to their hometown. In such cases also, it is not desirable to block the residence for
such long periods which should, by and large, be made available only for serving officers in the
area, whose needs will have to be taken care of without hindrance at any point of time.
In the case of officers on extra-ordinary leave on loss of pay, other than on medical grounds,
prompt steps should be taken to have the residence vacated once it becomes clear that the
officer is making arrangements to quit the Bank. Where medical grounds are involved, each case
may be reviewed on its merits by the Managing Director.
177
35. RETENTION OF LEASED HOUSE BY THE DECEASED FAMILY:

quests from the dependants of the deceased officer may be considered sympathetically. As it is
not desirable to fix any time limit for the purpose, requests for continuance of the residential
accommodation upto the end of current academic session of the school/college going children
of the deceased officer may be acceded to.
(PER/49/82 dated 21.4.82)
Index Page
178
36. DELEGATION OF POWERS FOR SANCTIONING LEASED ACCOMMODATION

The leased residential accommodation strictly within the ceilings may be sanctioned to the
eligible officers by the authorities mentioned as under :CATEGORY OF OFFICERS
AUTHORITY EMPOWERED TO
SANCTIONED THE FACILITY
A)
ALL OFFICERS WORKING AT

H.O./Z.O.
OFFICER-IN-CHARGE
(OAD I.E. C.M./MANAGER)
B)
ALL OFFICERS AT THE

BRANCHES
RESPECTIVE CONTROLLING
AUTHORITIES I.E. DGM/AGM/RM

37. CALCULATION OF ECONOMIC RENT:
The economic rent should be calculated
i) at the time of initial lease, and
ii) when the rental ceilings for leased accommodation to be provided to officers are revised.
As long as the economic rent is lower than the rental ceilings applicable, it should be calculated
as on 31st March every year. The rent payable shall be the lower of the economic rent and the
rental ceiling applicable to the officer tenant.
38. MAINTENANCE CHARGES
The maintenance charges paid to the housing co-operative societies by the officers staying in
flats may be reimbursed upto a maximum of Rs. 1000/- per month within the overall lease rental
ceilings applicable to them, on a case to case basis, by the CGM satisfying themselves as to the
genuineness of the claims. The landlords of such flats in the housing societies should specify in
writing at the time of offering the flat that the societies concerned charge such maintenance
charges and that these are not included in the lease rent. The officer concerned should obtain a
certificate from the society to the effect that the maintenance charges are being paid by the
occupant. Reimbursement of such charges should be made to the officer concerned on his
producing a receipt for payment thereof.
(CIRCULAR NO. PER/6/2000-01
PER/21/2005-06 DATED 12.7.2005)
DATED
17.4.2000
AND
PER/27/2000-01
DATED
10.6.2000.
Index Page
39. TAKING LEASED HOUSES IN OTHER NEIGHBOURING TOWNS
As per extant instructions, officers are required to occupy leased houses at the center of their
posting. However, officers posted a difficult centers are allowed to occupy leased houses at
places of their choice within their entitlement according to the center of their posting.
Further, Bank may consider requests of officers for taking houses in other neighboring towns on
merits provided adequate transportation facilities are available and this stay arrangement does
not disturb the working of the office in any way. However, in any case, the distance between the
place of work and place of stay should not exceed 15 kms.
179
[PERSONNEL ADMN. LETTER NO. P/PCR/3455-3462 DATED 13.1.97]

Index Page
180
40. RETENTION OF RESIDENTIAL ACCOMMODATION ON TRANSFER FOR CGM AND MD

The authority structure for permitting retention of residential accommodation at the previous
place of posting to offices in TEGSS-I and II are as under:a. Officers in TEGSS-I in the Associate Banks MD of the Abs
b. Officer in TEGSS-II in the ABs
Dy. M.D.[A&S] at SBI C.O.
[CENTRAL OFFICE LETTER NO. SBD/VKS/2301 dated 10.10.96]
41. STAFF MISC. ALLOTMENT OF STAFF QUARTERS TO PHYSICALLY HANDICAPPED PERSONS
The following guidelines may be followed for allotment of staff quarters to physically
handicapped employees who are otherwise eligible for the residential accommodation to be
provided by the Bank at the stations where the Banks own quarters/flats are available.
a) i/ The Blind i.e. those who suffer from either of the following conditions:- Total absence of sight.
- Visual Activity not exceeding 6/60 or 20/200 (Snellen) in the better eye with correcting
lenses.
- Limitation of the field of vision subtending an angle of 20 degrees or worse.
ii/ The Deaf i.e. the deaf are those in whom the sense of hearing is non-functional for ordinary
purposes of life. They do not hear, understand sounds at all even with amplified speech. The
cases included in this category will be those having hearing loss more than 90 decibels in the
better ear (profound impairment) or total loss of hearing in both ears.
iii/ The Orthopaedically Handicapped i.e. those who have a severe physically defect of deformity
which causes undue interference with the normal functioning of the bones, muscles and joints.
b) i/ In case of the blind employees, requests for adhoc allotments will be entertained and
examined on merits of each case.
ii/ As regards the orthopaedically handicapped requests from only those employees who as a
result of their orthopaedic deformity, find it very difficult to move freely, will be entertained and
considered on merits.
iii/ Request from Deaf employees who fulfill the criteria as given in Para a(ii) above will be
considered.
c) All requests for allotments should be accompanied by a medical certificate from a
Government Hospital indicating the nature and extent of physically handicap. Further, it will be
ensured that the applicant was either recruited through the employment Exchange meant for
handicapped persons or recruited as a handicapped person.
Index Page
STAFF SUPERVISING- REIMBURSEMENT OF LODGING EXPENSES TO OFFICERS UNDER REGULATION
41(4)((b) OF THE SBBJ (OFFICERS') SERVICE REGULATIONS, 1979
Please refer to our Circular No. PER/64/1997-1998 dated 01.01.1998 and PER/05/2005-2006 dated
19.04.2005.
In terms of the proviso to Regulation No. 41(4) (b) of the SBBJ (Officers') Service Regulations, 1979
actual hotel expenses are considered for reimbursement, subject to single room occupancy
181
charges in ITDC hotels of the starred category specifically laid down therein. Where, however, an
officer stays in a non-ITDC hotel either because there is no ITDC hotel at the centre or
accommodation in the ITDC hotel of the eligible starred category is not available at the centre,
then the limits upto which hotel reimbursement should be considered are laid down from time to
time.
In this connection, the ceilings for reimbursement of hotel expenses to officers while on duty were
being fixed in our Bank as per advices received from the Indian Banks' Association (IBA). The
ceiling was last revised w.e.f. 7.2.2005. IBA have now advised that on account of boom in the
tourism industry, there has been, of late, a great demand for hotel accommodation all over the
country, particularly in the metros. This has resulted in the hotel industry raising their room tariff
across places. The Personnel Committee of the IBA has now decided that individual banks may,
based on needs, decide on higher ceilings on room tariff for reimbursement of hotel expenses to
officers of various grades, travelling on duty. Accordingly, in consultation with Corporate Centre,
State Bank of India we have examined the matter to arrive at the rates, which are realistic,
reasonable, and cover all major 'A' class cities, Area I and other centres.
The Executive Committee of the Board at its meeting held on the 13th November, 2007 has
decided to revise the rates for reimbursement of hotel expenses w.e.f. 01.06.2007. The revised
rates are mentioned as under:( Amount in Rs.)
Eligibility
Maximum room tariff permissible (Non ITDC Hotels)
Grades
to stay in
Area I
Other place
Major A class cities
ITDC
Hotels
Existing
Revised
Existing
Revised Existing Revised
TEGSS I & II
4* Hotel
#
8500
#
4250
#
3750
TEGS VI & VII 4* Hotel
4000
6800
2000
3400
1750
3000
SMGS IV & V 3* Hotel
2500
4000
1500
2400
1300
2000
MMGS II & III 2* Hotel
1500
2400
1000
1600
800
1200
(Non-AC)
JMGS I
1* Hotel
1000
1600
750
1200
500
800
(Non-AC)
# For TEGSS I & II, the rates applicable for TEGS VI and above were followed hitherto.
Major 'A' class cities for the purpose are Mumbai, Delhi, Kolkata, Chennai, Ahmedabad,
Hyderabad and Bangalore.
Area I centres are Pune, Nagpur, Surat, Lucknow, Visakapatnam, Kanpur, Patna, Jaipur,
Coimbatore,Kochi, Indore, Bhopal, Vadodara, Ludhiana, Madurai, Varanasi and Agra.
Officers in Top Executive Grade Scales VI and above who are unable to stay in eligible ITDC
hotels in Delhi, Kolkata, Mumbai, Chennai and Bangalore within the permissible room tariff, may
be reimbursed actual lodging expenses for staying in other hotels not exceeding 125% of the
room tariff of their entitled class at these centres.
The above rates are the ceilings upto which the officer may be permitted to stay in a hotel, but
the Zonal Heads/Chief Manager, Office Administration Department are advised to arrange for
tie-up with the star category non-ITDC hotels and fetch maximum discount possible as was done
by the IBA earlier. The officer will be reimbursed the maximum rates mentioned above as per his
entitlement or the card rates/tie-up rates of the hotel, whichever is lower.
(CIRCULAR NO. PER/ 60 /2007-2008 DATED DECEMBER 01, 2007)
182
BOARDING EXPENSES( REGULATION NO. 41)

Officer be Reimbursed Boarding expenses at rates given below:Grade/Scale
Eligibility in Boarding Charges 41(4(a)
ITDC Hotels
Major
Area-I
Other
Places
Rs.
Rs.
Rs.
TEGS
(VI & VII)
SMGS
( IV & V)
MMGS II & III
JMGS -I
4 Star AC
600
(w.e.f. 1.6.2005)
550
500
3 Star AC
600
550
500
2 Star Non
AC
1 Star NonAC
550
500
400
550
500
400
(CIRCULAR NO. PER/17/2005-06 DATED 28.6.2005 AND PER/5/2005-06 DATED 19.4.2005)
Major A Centers: Mumbai, Delhi, Calcutta, Chennai, Ahmedabad, Bangalore &

Hyderabad
Area -I Centers: Jaipur, Surat, Lucknow, Kanpur, Pune & Nagpur, vishakhapattanam,
Patna, Baroda, Kochi, Indore, Bhopal, Ludhiana, Coimbtore, Madurai, Agra and varanasi)
Note:
Considering the abnormal increase of room tariff of 4/5 star hotels at Delhi & Mumbai if top
executives in Grade Scale VI ,VII above are unable to stay in ITDC Hotels at Delhi and other
hotels in Mumbai within the tariff limit of ITDC hotels they may be reimbursed tentatively actual
lodging expenses for staying in other hotels not exceeding 125% of tariff of their entitled class at
Delhi and Mumbai.
It is clarified that the tariffs given above are exclusive of taxes. However, the Service charges
levied by hotels in the lodging bills submitted by the officer may be reimbursed, if shown
independently, within the limit of room tariff. However such service charges should not be paid if
they are over and above the admissible limit stipulated for room tariff.
(CIRCULAR NO. PER/94/92-93 DATED 29.1.93 AND PER/125/91-92 9.3.92)
Index Page
2. MODE OF TRAVEL AND EXPENSES ON TRAVEL
Effective from the date of the Joint Note dated 2.6.2005 the following provisions shall apply
wherever an officer is required to travel on duty.
(i)
(ii)
An officer in Junior Management Grade is entitled to travel by 1st Class or AC 2 Tier

Sleeper by train. He may, however, travel by air (economy class) if so permitted by the
Competent Authority, having regard to the exigencies of business or public interest.
An officer in Middle Management Grade is entitled to travel by 1st Class of AC 2 tier
Sleeper by train. He may, however, travel by air (economy class) if the distance to be
183
Deleted:
(iii)
(iv)
(v)
(vi)
traveled is more than 1000 kms. He may, however, travel by air

(economy class)
even for a shorter distance if so permitted by the Competent Authority, having regard
to the exigencies of business or public interest.
An officer in Senior Management or Top Executive Grade is entitled to travel by AC 1st
Class by train or by air (economy class).
An officer in Senior Management or Top Executive Grade may travel by car between
places not connected by air or rail provided that the distance does not exceed 500
km. However, when a major part of the distance between the two places can be
covered by air or rail only the rest of the distance should normally be covered by car.
Any other officer may be authorised by the Competent Authority, having regard to
the exigencies of business, to travel by his own vehicle or by taxi or by the Banks
vehicle.
In terms of H.O. Circular No. Per/8/2005-06 dated 19.5.2005 officers of SMGS-IV and
above are not required to obtain separate permission from the competent authority
to travel by the Taxi for official purpose.
It has been the experience that while traveling by air the tickets on normal economy class are
booked by the officials, whereas, the airlines have offered different categories of fair like Normal,
Apex, Check fair etc.
It, has therefore been decided vide circular no. Per/ 63 /2006-2007 November 07, 2006 that all
concerned officials traveling by AIR on duty will book tickets by Check Fair as per availability
instead of normal economy fair to avoid unwarranted expenditure. Zonal Heads, Controllers,
Departmental Heads and Branch Managers are to ensure strict compliance of this instruction.
The remaining provisions as in Sub-regulations (2) & (3) of Regulation 41 of Officers Service
Regulations shall remain unchanged.
Index Page
184
3. PAYMENT OF HALLTING ALLOWANCE ON TRANSFER:

An officer while on transfer, will, have to make his own arrangements for stay at the place of
transfer and reimbursement of halting allowance on transfer is permissible only for the period
already prescribed for the purpose i.e. journey period, joining time and period of taking over
charge wherever applicable and in exceptional circumstances he may be allowed Halting
allowance subject to a maximum of 15 days for stay at the new station. The reimbursement of
lodging charges in such cases is not permissible as there is no provision in State Bank of Bikaner &
Jaipur(Officers) Service Regulation for such payment.
When the rates of halting allowance are revised under Regulation 41(4), the rates of boarding
charges under proviso to regulation 41(4) would also automatically get revised.
4. HALTING ALLOWANCE (DAILY ALLOWANCE) REGULATION NO. 41(4)(a)
GRADE/SCALE
Officers in Scale IV
& Above
Officers in Scale
I/II/III
MAJOR A
(Mumbai,
Delhi,Calcutta,Chennai,
Ahmedabad,
Bangalore, Hyderabad)
Rs.
600/-
Area-I Centers
(Jaipur,
Surat,
Lucknow,
Kanpur,
Pune, Nagpur)
Other
Centers
Rs.
550/-
Rs.
500/-
550/-
500/-
400/-
Provided that in the case of officers in Scale-IV and above, halting allowance payable per diem
while on outstation work at the four metros, viz. Delhi, Mumbai, Kolkata and Chennair shall be Rs.
700/-.
Provided further that
Where the total period of absence is less than 8 hours, but more than 4 hours, Halting
Allowance is payable @ 1/2 of the above rates.
Where lodging is provided at the Banks cost/ arranged through the Bank free of cost, 3/4th
of the halting allowance will be admissible.
Where boarding is provided at the Banks cost/arranged through the Bank free of cost, 1/2 of
the halting allowance will be admissible.
Where boarding and lodging are provided at the Banks cost/arranged through the Bank free
of cost, 1/4th of the Halting Allowance will be admissible.
Where, however, an officer claims reimbursement of actual expenses on boarding and

lodging, he will also be eligible for 1/4th of the halting allowance. Where, however, an officer
claims boarding expenses on a declaration basis without production of bills for actual
expenses incurred the he shall not be eligible for 1/4 of the Halting allowance.
A supplementary halting allowance @ Rs. 10/- per day for halt outside headquarters on
inspection duty is payable to all inspecting officials.
185
For the purpose of computing Halting Allowance, per diem shall mean each period of 24
hours or any subsequent part thereof, reckoned from the reporting time for departure in the
case of air travel and the scheduled time for departure in other cases, to the actual time of
arrival. Where the total period of absence is less than 24 hours, per diem shall mean a period
of not less than 8 hours.
5. PAYMENT OF HALTING ALLOWANCE ON TRAVEL FROM HIGHER AREA TO LOWER AREA
Referring to Regulation 41(4) of the SBBJOSR 1979, the question as to how the halting
allowance is to be calculated in the case of an official who travels from higher area to a
lower area and vice versa while on tour or on transfer has been examined by the bank it
has been decided that the place of visit or the place of transfer should be taken as the
basis for determining the rate of halting allowance admissible to him irrespective of the
rate applicable to the area of his head quarters. Accordingly, if an officer from a major
A class city is required to visit another place in AREA I, he shall draw halting allowance at
the Area I rate for both the period of outward journey and return journey as also for the
period of halt and the place of visit.
Where however, an officer is required to visit more than one place during the tour, and
makes a halt for 8 hours or more or stays overnight at an intermediate place of visit, he will
be eligible for payment of halting allowance for the period involved at the rate
applicable to the place of halt in question. This provision will also apply if an officer has to
halt at a station other than the proposed place of visit enroot on tour or on transfer.
Halting allowance will be payable to an officer only where the absence from the
headquarters exceeds eight hours a day. Where the place of outstation duty is beyond
the municipal limits of the headquarters, an officer will not be entitled to halting
allowance if the place of outstation duty is less than 5 kms. from the office. Where,
however, the place of outstation duty is within the municipal limits of the headquarters but
is at a distance of more than 15 kms from the office, the officer will be entitled to halting
allowance. Subject to these conditions, halting allowance will also be payable to officers
at half the daily rates provided their absence from head quarters exceeds four hours in a
day but is less than eight hours.
In this connection, we understand that no uniform practice is being followed while

calculating the distance of 5 kms. or 15 kms. in the cases mentioned above. In this
connection it is clarified that for the purpose of payment of halting allowance, the
distance of 5 kms. when the place of outstation duty is beyond the municipal limits and 15
kms. when it is within the municipal limits should be calculated from the office or the
residence depending upon the actual place from where an official travels on temporary
deputation.

Index Page
6. STAFF SUPERVISING : HALTING ALLOWANCE TO OFFICIAL/STAFF FOR OVERSEAS VISITS
In the recent past, officers of our Bank have been undertaking visits abroad on official duty. For
this purpose, they are allowed Halting Allowance in foreign currency. The scale of foreign
186
exchange payable to officials towards per diem Halting Allowance and the mode of calculation
of Halting Allowance is laid down as under:
The proposal for foreign visits will continue to be approved by the E.C of the Bank.
The proposal, interalia, should mention the number of working days for which the official is to
be deputed. The number of days for which the Halting Allowance be paid should not exceed
the number of days for which the visit has been approved plus actual transit period not
exceeding 2 days. The actual transit period would require to be calculated as follows:Upto 4 hours
4 Hours to 8 Hours
Over 8 Hours
Nil
Half day
Full day
After the approval of the visit by the competent authority, the travel plans specifically
indicating scheduled time and dates of departure/arrival as well as the total period of
absence of officer from the headquarters be duly approved by the Controlling Authority/
Head of Department.
In case of any subsequent changes in the itinerary, the approval therefore may be obtained,
as far as possible, before departure.
Halting Allowance on per diem basis be paid on the lines indicated below.
Halting Allowance in foreign currency (currently denominated in US$) * be paid on per diem
basis i.e. for every completed 24 hours of absence from the headquarters to be calculated
from the scheduled time of departure ( from India ) to the scheduled time of arrival in India. In
case of delay, involuntary re-routing and cancellations, since the carrier concerned takes
care of the stranded passengers, no additional Halting Allowance would be payable.
( * For visits to Nepal, H.A. to be paid in equivalent Indian Rupees)
For portions of journeys in the foreign visits performed within India before taking international
flight, the officers would be entitled to halting allowance in Indian rupees on the same rates
as allowance in Indian rupees on the same rates as domestic travel. The calculation of this
portion of halting allowance would be on the same lines as in Para -(ii) above.
For the broken part of day, beyond the completed 24 hour period, no Halting Allowance
would be payable unless the stay exceeds at least 4 hours in which case the calculation
would be on the same lines as indicated in para(ii) above.
The rates of Halting Allowance payable are all inclusive. Separate claims for payment or
reimbursement of expenses on transport, telephone calls, and airport tax lodging and
boarding etc., will not be admissible. However, expenses incurred abroad, on obtention of
visas for official visits will be reimbursed to the officer concerned.
In addition to per diem Halting Allowance the officials are eligible to claim lump sum payment
of US$ 50 or its equivalent as basic quota for each official trip, except to Bhutan, Bangladesh
and Nepal.
DIEM RATES OF HALTING ALLOWANCE FOR OVERSEAS VISITS BY IBOS/IBTOS:

S.NO.
1.
PURPOSE
Business visits for a period not exceeding 45
days in a single trip and participation in
187
PAYABLE W.E.F.1.4.2005
International Conferences/Seminars:a) Chairman/MD/DMD

b) CGM/MD
c) DGM
d) All other officers
US $ 500
US $ 400
US $ 350
US $ 300
NOTES:
i/. In case where visit is against full hospitality only incidental expenses will be payable at the
following rate for the entire period of visit.
a. Business visits:
US $ 500 (lump sum) for
a period not exceeding
10 days where the
period exceeds 10 days:
US$ 50 per day upto
a maximum of 45 days.
b. Participation in International Conference/Seminar
ii/. In case where hospitalitys limited to only free
lodging
2.
Training ( for a period not exceeding

30 days)
3.
Inspection Duty(
where the stay
involved
is
more
than
seven
continuous days)
US$ 500 (lump sum)

60% of the eligible per
diem allowance.
a) In case where free board and lodging

are not provided or costs thereof not fully
metUS$ 300/- per diem.
b) In cases where lodging alone is
provided - 60% of the eligible per diem
rate mentioned in ( a) above.
c)In cases where full hospitality is
extended - US$ 50 per day
( for
incidental expenses) upto a maximum
period of 30 days.
a) In cases where free boarding and
lodging are not provided or cost thereof
not fully met the per diem Halting
Allowance payable will be as follows:CGM/GM US$350
DGM
US$ 300
All other
officials
US$ 250
b) In cases where lodging alone is
provided- 60% of the eligible per diem
rate mentioned in (a) above.
DIEM RATES OF HALTING ALLOWANCE FOR LOCAL BASED OFFICERS

Business visits for a period not exceeding 20
days in a single trip:-
General Scale officials in all

scales
a) GROUP A & B
i. Saudi Arabia , Japan, Kuwait & Nigeria.
ii. U.A.E., Qatar, Sultanate of Oman, Bahrain, W.
Hemisphere( including West Indies), U.K.
188
US$ 240
-do-
Continent of Europe, Iran, Libya and Algeria.

b) GROUP C& D
i. Other Countries
ii. Bilateral Group
US$ 200
-do-
(CIRCULAR NO. PER/25/2005-2006 DATED 4.8.2005, PER/9/98-99 DATED 17.4.99, AND PER/6/20012002 DATED 23.4.2001)
Index Page
7. REIMBURSEMENT OF TA/DA TO DEFENCE REPRESENTATIVES/DEFENCE WITNESSES AT THE TIME OF
ENQUIRY PROCEEDINGS :
DEFENCE REPRESENTATIVE IN DEPARTMENTAL ENQUIRIES:
An officer who acts as defense representative will be eligible for grant of TA/DA and special
leave subject to the condition that he comes from an outstation branch within the same
state. An exception, however, may be made to the effect that a defense representative from
outside the state may be paid TA/DA provided that the bank is satisfied that it is not
reasonably possible for the charge sheeted official to get an experienced defense
representative from within the same state. No such TA/DA shall be paid when the enquiry is
adjourned at the instance of the delinquent officer or his representative.
Where an officer who defends another officer against whom departmental enquiry is
pending, may be paid T.A./D.A. as per Banks Officers Service Regulations for the period the
enquiry is in session. Such Officer is also entitled for special leave. The above will be subject to
the condition that no T.A./D.A. shall be paid when the enquiry is adjourned at the instance of
the delinquent officer or his representative.
(CIRCULAR NO. PER/118/80 DATED 26.12.80 AND PER/35/87 DATED 13.4.87)

DEFENCE WITNESS:
Every, bank employee/officer who is called to give evidence in a departmental enquiry either
by the bank or the employee against whom the enquiry is being held, will be entitled to
payment of TA/DA.
The officer or authority holding the enquiry shall furnish a certificate, to every person
appearing before him to give evidence. The number of witnesses to be called, may be left to
the judgment of the enquiry officer.
Where a prosecution witness is an employee of the bank, he shall be entitled to receive, in

respect of the attendance before the authority holding the departmental enquiry, payment
of a traveling allowance, halting allowance as if he was on tour. If such witness is an officer
then he shall be considered reimbursement of hotel expenses in lieu of halting allowance, as
per his eligibility.
Defense witness, may be paid TA/DA as per entitlement. Reimbursement of lodging and
boarding expenses in lieu of halting allowance should not be considered.
Where a bank official is called to the departmental enquiry to give evidence as to the facts
which came to his knowledge in the discharge of his duties, the minimum time required to be
spent by him on the journey to and from the place where the enquiry is held and the days on
which he is required to remain present before the authority holding the enquiry, shall be
treated as duty. However, if the bank official is on leave, the entire time spent by him shall be
treated as a part of the leave and he shall not be deemed to have been recalled on duty.
189
Where a bank official is called by an authority holding the departmental enquiry to give
evidence as to the facts which have come to his knowledge, at a time when he was not in
the banks service, he may be paid traveling allowance as provided in Para (i) above

NOTE:
TA/DA expenses reimbursed to the Union representatives whenever they are called upon to
represent any member of staff in disciplinary case/enquiry proceedings on the basis on the TA bills
submitted by them, and it is necessary that all T.A. Bills of the officer attending enquiry
proceedings, whether as delinquent employee or in a representative capacity or bipartite talks
with the representatives of the Bank should invariably accompany a certificate by the concerned
authority disclosing the exact dates of participation and the time at which they were relieved for
proceedings back to the headquarters. Such employees must, therefore, obtain this certificate
from the concerned Enquiry Officer/concerned Head Office department conducting the
negotiations and attach the same with the respective T.A. Bills which may be forwarded to the
concerned controlling authority for sanction by the respective Branch Managers who will also
scrutinize the same. The Branch Managers should ensure that the absence from the
headquarters/branch should be only for the duration of the enquiry/negotiations and the normal
transit period and absence beyond that will have to be treated as leave for which purpose leave
application must be submitted by the concerned employee. The TA bills as above be submitted
to the controlling authority for sanction be passed for payment by the Branch Manager after
getting the approval from the controlling authority.
Index Page
8. PAYMENT OF TA AND H.A TO BANK EMPLOYEES SUMMONED TO GIVE EVIDENCE IN A CIVIL OR
CRIMINAL CASE OR DEPARTMENTAL ENQUIRY IN WHICH THE GOVERNMENT IS A PARTY
The members of staff summoned to give evidence in a civil or criminal case or in a departmental
enquiry in which the Government is a party should be treated to be on duty during the period
spent in complying with the summons. Further, such employees are eligible for TA and HA, as per
Bank rules. However, any amount received by the employee from the authorities concerned
should be credited to the Charges A/c T.A.
The employees who are summoned to give evidence in their official capacity, or at the instance
of special police establishment (CBI) in a civil or criminal case or in a departmental enquiry shall
be treated as on duty and for the period spent in complying with summons and shall be eligible
for traveling allowance as per Rules.
190
9. REIMBURSEMENT OF EXPENSES FOR ATTENDING AND DEFENDING DISCIPLINARY CASES

The matter in regard to reimbursement of expenses for attending and defending disciplinary
cases to retired officers has been examined by the Bank in consultation with State Bank of India,
Central Office and it has been decided to prescribe the following guidelines for the purpose:i.
If the presence of the retired officials is required by the Bank or Government agencies like CBI
in departmental/judicial proceedings for confirming documents signed by them in their
official capacity/as witness, etc., they may be reimbursed with the travel and incidental
expenses as would have been paid had they been in active service.
ii.
When departmental proceedings are initiated against an officer under provisions of Rule
19(2)of State Bank of Bikaner and Jaipur Officers Service Regulations 1979, before he reaches
superannuation, he shall be deemed to be in service even after the date of superannuation
for the purpose of continuance and conclusion of such proceedings. As such he is entitled for
travel expenses, halting allowance and lodging / boarding charges as paid to the official
inactive service.
iii. If the Government agencies propose to initiate criminal proceedings against an official of the
Bank, they can do so only after the Bank accords necessary sanction for prosecution. In such
cases, the official proceeded against is eligible for the travel expenses and other incidental
charges for attending the judicial proceedings from the Bank. However, he is not eligible for
reimbursement of expenses, if any, incurred by him on engaging services of a lawyer or other
professionals. If such an officer retires during pendency of the proceedings, he would
continue to get reimbursement of eligible expenses as if he is in active service.
iv. An official may have to face judicial proceedings after retirement when sanction from the
Bank for prosecution is not required. Accordingly, these officials against whom judicial
proceedings are instituted after retirement and have to attend such cases in the Court of Law
form outstations may be allowed T.A. on tour ( including daily allowance for halts), for the
journey they have to perform from their home town/place of residence to the place of
judicial proceedings in terms of the Government guidelines as under , as in the case of
departmental enquiry, if they are honorably acquitted by the Court.
Index Page
10. GOVERNMENT GUIDELINES: TA FOR ATTENDING DEPARTMENTAL
RETIREMENT
ENQUIRY INSTITUTED AFTER
A retired Central Government servant required to attend Departmental Enquiry instituted

against him may be allowed traveling allowance as on tour by the shortest route for the
journey in connection with the enquiry from his home town ( declared as such for the
purposes of the Leave Travel Concession to Central Government servants) to the place of
enquiry and back. Alternatively, in case the person concerned has taken up residence after
retirement at a place other than his home town he may be allowed traveling allowance for
journeys from such place of residence to the place of enquiry and back. The place of
residence means the place for which post retirement T.A. claim was drawn or the place
(Bank/Treasury) from which pension is being drawn. However, if at the time of receipt of
summons, the retired Government servant is at a place different from his home town or
place or residence, the traveling allowance should be restricted to the shorter of the two
journeys between that place to the place of enquiry and the home town place of residence
to the place of enquiry.
The traveling allowance shall be regulated in accordance with the pay of the post held by
the retired Government servant immediately prior to retirement.
191
No advance of traveling allowance should, however, be paid in connection with such

journeys.

Index Page
11. RECORDING OF EVIDENCE- PAYMENT OF TA/DA AND OUT OF POCKET EXPENSES TO RETIRED
OFFICER OF THE BANK
Whenever retired officers are being called for recording of their evidence on behalf of the Bank
in court cases/disciplinary proceedings etc; they incur some expenses. At present there are no
specific instructions regarding reimbursement of such expenses to the retired officers of the Bank.
It is clarified that TA/DA to retired officers of the Bank, whenever they attend on behalf of the
Bank, the court, disciplinary proceedings, domestic enquiries may be allowed TA/DA on the
following lines:
the retired officers, if called by the Bank, for evidence at places other than the places where
they have settled after retirement, may be paid halting allowance, reimbursement of actual
lodging and boarding expenses in addition to the reimbursement of actual conveyance
expenses as applicable to their grade on the date of their retirement.
the retired officers attending local court cases/disciplinary cases on behalf of the Bank may,
in addition to reimbursement of actual conveyance expenses as above, be also paid a
lumpsum amount of Rs. 60/- per day.
the provision of reimbursement as contained in (a) and (b) above will also hold good when
retired officers are summoned by CBI as prosecution witness on behalf of the Bank in their
offices/Courts.

Index Page
12. OUT OF POCKET EXPENSES
I) DEPUTATION WITHIN MUNICIPAL LIMITS: FOR JOURNEYS COMPLETED ON THE SAME DAY::
An officer may be permitted to claim reimbursement of out of pocket expenses subject to half the
halting allowance or Rs.275/- per day whichever is lower provided he travels for the following
distance and remains away for atleast 4 hours including journey period.
Particulars
i) Where an officer proceeds from office
ii) Where an officer proceeds from residence
Distance
At least 15 kms away from office and 5 kms
away from residence
At least 15 kms away from residence and 5
kms away from office
These instructions will be effective from the 17th February, 2007. Other terms and conditions will
remain unchanged.
17.11.1997)
dated March 15, 2007
192
and Per/56/1997-1998 dated
II) Others
Officers posted at Airport offices, Service Branches, MICR Branches and SWIFT Centers and are
required to work before 8 AM or after 8 PM may be reimbursed out of pocket expenses upto
Rs.200/- per day for the days they work before 8 a.m. or after 8 p.m. . Further, officers at branches
having extended business hours, i.e. Branches which remain open for business before 8 a.m. or
after 8 p.m. in accordance with working hours, may also be reimbursed out of pocket expenses
for the days they work before 8 a.m./after 8 p.m.
(CIRCULAR NO. PER/43 /2007-2008 DATED AUGUST 27, 2007, PER/ 49 /2001-02 DATED 11.9.2001)
13. CASH COMPENSATION TO OFFICERS HOLDING JOINT CUSTODIAN CHARGE FOR LATE SITTING
Officers holding charge of joint custodian are eligible for reimbursement of Rs. 75/- per day
whenever Head cashier is required to work overtime in connection with cash work.
(Per/13/2004-2005 dated 15.4.2004)
STAFF SUPERVISING: IMPLEMENTATION OF AGREED ITEMS OF THE BIPARTITE MEETING HELD WITH
ABOA UNIT SBBJ ON 22.08.2009 AT THE HEAD OFFICE
Based on the discussions held in the Bi-partite meeting with the representatives of the Associate
Banks' Officers' Association unit State Bank of Bikaner and Jaipur on 22nd August 2009, it has been
decided to extend the following facilities
to the officers with effect from 1st September, 2009.
OUT OF POCKET EXPENSES PAYABLE TO OFFICERS FOR LATE SITTING
1. In terms of Head Office Circular No. PER/58/1997-98 dated 17.11.1997 and Per/45/2004-2005
dated 30.09.2004 a sum of Rs.75/- per day is being paid as out of pocket expenses towards dinner
and transportation to officers who sit late beyond 8.30 p.m. The above sum of Rs.75/- was revised
to Rs.100/- per day vide
Head Office Circular No. Per/8/2005-2006 dated 19.05.2005.
2. In this regard, it has now been decided to revise the ceiling of reimbursement of out of pocked
expenses to Rs.200/- per day maximum for 10 days in a month in case of administrative exigencies
so warranted and payable to the officers who have to sit late. Reimbursement of amount will be
on actual basis and will not exceed for 10 days in a month under any circumstances. Further,
notwithstanding contained herein above referred circulars, it is to be ensured that
no other out of pocket expenses will be paid otherwise payable under this circular
and this circular's instruction will supersede all above referred circular instructions in this regard.
3. The authority structure to sanction the out of pocket expenses, maximum for 10 days in a
month, is as under: For officers posted at Head Office and its Establishments
Chief Manager, Office Administration (after due verification by Head of respective Departments,)
For officers posted at Zonal Offices and its Establishments (Including spin of Regions)
Office Manager (after due verification by Chief Manager, DGM Sectt / AGM Sectt)
For officers working at Branches Branch Head (For Branch Head Chief Manager(G.B.) /Controller
of the Branch)
193
4. The Controllers/Departmental Heads at Head Office/ Administrative Offices/Branch Managers

to ensure that bare minimum officer(s) is/are required to sit late and the expenses are kept at the
minimum possible level.
Circular No. Per/51/2009-2010 dated 23.9.2009
STAFF SUPERVISING: IMPLEMENTATION OF AGREED ITEMS OF THE BIPARTITE MEETING HELD WITH
ABOA UNIT SBBJ ON 22.08.2009 AT THE HEAD OFFICE : CLARIFICATION OUT OF POCKET EXPENSES
PAYABLE TO OFFICERS FOR LATE SITTING
We refer to H.O. Circular No. PER/51/2009-2010 dated 23.09.2009 wherein out of pocket expenses
payable to officers for late sitting was advised. 2. In this regard, we further clarify that Circular No.
PER/51/2009-2010 dated 23.09.2009 will also supersede the provision of Circular No. PER/13/200405 dated 15.04.2004 vide which cash compensation @ Rs. 75/- per day is being reimbursed to joint
custodian for late sitting whenever Head Cashier is asked to work overtime.
3. Further, the authority to sanction the out of pocket expenses, maximum for 10 days in a month,
for Head Office Establishments situated out side the Head Office will be the salary disbursing
authority of that establishment.
Circular No. PER/56/09-10 dated 06 October 2009
Index Page
194
14. CONVEYANCE ALLOWANCE/REIMBURSEMENT OF CONVEYANCE EXPENSES:

REIMBURSEMENT OF PETROL EXPENSES ON PRODUCTION OF ACTUAL RECEIPTS FOR THE OFFICERS
MAINTAINING VEHICLES:
Limit for reimbursement of petrol cost per month (subject to production of bills) for use of own
vehicle (figures in litres p.m.) is as under:(i)
OFFICERS OWNING CARS
The Corporate Centre, State Bank of India, Mumbai, on the basis of consensus reached between
Top Management and ABOA at the Bi-partite meeting held at Kumarkom on 22.02.2010, has
advised that the ceiling of reimbursement of conveyance expenses on actual receipt basis for
the supervising staff owning cars be revised. The revision has been effected at the following rates:
ACTUAL RECEIPT BASIS:
Reimbursement of petrol expenses on production of actual receipts for the officers maintaining
vehicles:
Limit for reimbursement of petrol cost per month (subject to production of bills) for use of own
vehicle (Figures in litres p.m.)
TABLE I
Officers owning cars
Category
of
Particulars
A) SMGS IV & V
Existing limit
Revised limit
B) MMGS-III
Existing Limit
Revised Limit
C) MMGS-II
Existing Limit
Revised Limit
Officers
Area - I
Area - II
Other Centres
100 lts.
105 lts.
90 lts.
9580 lts.
80 lts.
85 lts.
92 lts.
95 lts.
82 lts.
85 lts.
72 lts.
75 lts.
77 lts.
80 lts.
72 lts.
75 lts.
67 lts.
70 lts.
(Circular No. PER/102/09-10 dated 10 March 2010 , and Circular No. PER/10/2009-10 dated
30.04.2009 & Circular No. PER/28/2009-10 dated 30.06.2009)
JMGS-I : BMs / MANAGER OF DIVISION / ASSTT. MANAGER (ACCOUNTS) / ASSTT. MANAGER
(ADVANCES) / SYSTEM ADMN./PROJECT OFFICER AND OTHER OFFICERS WHO HAVE PUT IN AT
LEAST SEVEN YEARS OF SERVICE IN THAT GRADE.
Existing Limit
45 lts.
40 lts.
35 lts.
Revised Limit
55 lts.
50 lts.
45 lts.
(ii) OFFICERS OWNING SCOOTERS / MOPEDS
Category of Officers / Particulars
Area - I
Area - II
ALL OFFICERS OWNING SCOOTERS REFERRED TO IN (i) ABOVE
Existing Limit
35 lts.
30 lts.
Revised Limit
45 lts.
40 lts.
ALL OFFICERS OWNING MOPEDS REFERRED TO IN (i) ABOVE
195
Other Centres
25 lts.
35 lts.
Existing Limit
Revised Limit
30 lts.
35 lts.
25 lts.
30 lts.
20 lts.
25 lts.
Monetary ceilings on reimbursement of expenses to those officers who maintain vehicles and
claim the expenses on certificate basis (Revised w.e.f. 1/11/2006)
Category of Officers / Particulars
Area - I
Rs. P.M.
Area - II
Rs. P.M.
Other Centres
Rs. P.M.
(A)CAR OWNERS
SMGS-IV & V
Existing limit
1325
1150
980
Revised limit
1475
1300
1130
MMGS-III
Existing Limit
1325
1150
980
Revised Limit
1475
1300
1130
MMGS-II
Existing Limit
1035
980
805
Revised Limit
1185
1130
955
JMGS-I : BMs / MANAGER OF DIVISION / ASSTT. MANAGER (ACCOUNTS) / ASSTT. MANAGER
(ADVANCES) / SYSTEM ADMN./PROJECT OFFICER AND OTHER OFFICERS WHO HAVE PUT IN AT
LEAST SEVEN YEARS OF SERVICE IN THAT GRADE.
Existing Limit
665
575
490
Revised Limit
815
725
640
B) OWNERS OF TWO WHEELERS ALL CATEGORIES OF OFFICERS REFERRED TO IN (A) ABOVE
Existing Limit
665
575
490
Revised Limit
815
725
640
Monetary ceilings on reimbursement of conveyance expenses incurred on hired conveyance for
officers who do not own vehicles. (Revised w.e.f. 1/11/2006)
CATEGORY OF OFFICERS
REVISED LIMIT
Rs. P.M.
960
785
610
EXISTING LIMIT
Rs. P.M.
810
635
460
SMGS IV & V
MMGS-II & III
JMGS-I
OFFICERS JMGS I WHO HAVE PUT IN 5 YEARS OF SERVICE OR DRAW BASIC PAY OF RS 13820/-OR
ABOVE BUT LESS THAN 7 YEARS OF SERVICE (Revised w.e.f. 1/11/2006)
Limits for reimbursement of petrol expenses on production of actual receipts for the officers
maintaining vehicles:
For Use of Own Vehicle
i) Officers owning car

ii) Officers owning scooters
(Figures in litres per month)

Area-I
40 lts.
50 lts.
30 lts.
Existing
Revised
Existing
196
Area-II
35 lts.
45 lts.
25 lts.
Other Centres
30 lts.
40 lts.
20 lts.
iii) Officers owning mopeds
Revised
Existing
Revised
40 lts.
25 lts.
30 lts.
35 lts.
20 lts.
25 lts.
30 lts.
20 lts.
25 lts.
OFFICERS JMGS I WHO HAVE PUT IN 5 YEARS OF SERVICE OR DRAW BASIC PAY OF RS 13820/- OR
ABOVE BUT LESS THAN 7 YEARS OF SERVICE (Revised w.e.f. 1/11/2006)
Monetary ceilings on reimbursement of expenses to those officers who maintain vehicles and
claim the expenses on certificate basis
Amount in Rs. per month
Area-II
Area-I
i) Officers owning
car
ii) Officers owning
two wheelers
Existing
Revised
Existing
Revised
575
725
575
725
500
650
500
650
Other Centres
425
575
425
575
The ceiling of Rs. 460/- P.M. for all officers in JMGS I including Probationary Officers and promotee
officers who have put in less than 5 years of service in terms of H.O. Circular No. Per/44/2006-2007
dated 04.09.2006 has also been revised to Rs. 610/- P.M. w.e.f. 01.11.2006.
Henceforth, executives in TEGS VI and above shall not be entitled for availment of this facility
because they are provided with official car with permission to use for personal purposes also.
The above increase in ceiling of reimbursement of conveyance expenses will be effective for the
expenditure-incurred w.e.f. the 1st November 2006.
(Circular No. Per/ 85 /2006-2007 December
20, 2006, Circular No. PER/55/2004-2005 dated
05.11.2004, Per/85/2004-2005 dated 29.03.2005, Per/10/2006-2007 dated 27.04.2006 and
Per/44/2006-2007 dated 04.09.2006)
RATIONALISATION OF REIMBURSEMENT OF CONVEYANCE EXPENSES
As per the extant instructions, the eligible Officers in JMGS-I to SMGS-V are being reimbursed
conveyance expenses as per the ceiling stipulated from time to time. There are 3 ways of
claiming reimbursement of such expenses:
Officers maintaining vehicle claim reimbursement on production of money receipt,

Officers maintaining vehicle claim reimbursement on certificate basis,
Officers not maintaining vehicle and using public transport claim reimbursement on
certificate basis.
The ceilings in respect of the above have been lastly revised vide our Circular No.PER/85/2006-07
dated 20.12.2006.
In this connection, SBI, Corporate Centre Mumbai has advised that in view of practical difficulties
faced by the officials in claiming reimbursement of conveyance expenses as stated in 1(i) above,
the bank may dispense with the requirement of production of money receipt.
Bank has examined the matter in view of the foregoing, and it has been decided that officers
claiming reimbursement of conveyance expenses on production of money receipt, as mentioned
at 1(i) above may be permitted to claim on declaration basis. Reimbursement will be made on
the basis of the rate prevailing on the last day of the month and the same will be ascertained by
the establishment paying the bill. Reimbursement of petrol may be upto high octane with the
brand Power / X-tra premium . Exotic brands with higher prices will not be permissible. The
197
aboveinstructions will be effective for expenditure incurred during the month of April 2009 and
onwards.
Those officers who are at present claiming reimbursement on certificate basis as mentioned in 1(ii)
and 1(iii) above, will continue to get the existing eligible amount until they change their vehicle or
change their residence or join a new place of posting in terms of our Circular No. PER/23/83
dated 09.03.1983.
Circular No. PER/10/09-10 30 April 2009 ,PER/94/1990-91 dated 20.02.1991, Circular
No.PER/44/2001-02 dated 05.09.2001, Circular No. PER/30/2001-02 dated 07.07.2001, Circular No.
PER/55/2004-05 dated 05.11.2004.
Keeping in view that high-octane fuel is now being recommended for use in case of new fuelefficient models of four wheelers as it provides better mileage. Besides it also creates lesser
pollution. Accordingly, the eligible officers may be reimbursed petrol expenses within their
entitlement the cost of high-octane fuel on actual consumption basis w.e.f. 1.3.2004
(CIRUCULAR NO. PER/88/2003-2004 DATED 25.2.2004
Index Page
15. Joining time cannot be treated as on duty for the purpose of reimbursement of conveyance
expenses.
16. MINIMUM ELIGIBILITY FOR CONVEYANCE REIMBURSEMENT:
Officers completing 5 years service or drawing a basic pay of Rs. 13820/- (old 9820/-) will be
eligible to draw reimbursement on consolidated basis. Thus TOs fitted at Rs. 13820/- (old 9820/-)
will be eligible for the same during their probation period also.
Index Page
17. GENERAL GUIDELINES FOR CLAIMING CONVEYANCE REIMBURSEMENT:
With the coming into force of SBBJOSR 1979 determining the service conditions of officer of
our Bank, all other rules/practices in respect of reimbursement of conveyance expenses will
stand revoked. Hereafter, expenses incurred by any officer on conveyance at the place of his
posting for official purposes will need to be reimbursed only on an actual basis, However,
having regard to the past experience and with a view to eliminating avoidable administrative
work in scrutinizing the bills submitted by the officials both before payment and at the time of
audit, it would be in order to make reimbursement of such actual expenses for short journeys
within a radius of 8 kms (now revised to 10 Kms.). on a consolidated basis to officers , who are
required in performance of their duties to incur expenses on conveyance. For this purpose,
the officers have been divided into two categories (1) Those who do not own vehicle and (2)
those who own vehicle
It should be noted that such reimbursement on consolidated basis will be subject to the
specified conditions that the claims within limits represent actual expenses and should not
become source of profit . It is also the intention that such practice or reimbursement of actual
expenses should not degenerate into an automatic payment of a fixed amount on a
certificate basis.
[CIRCULAR NO. PER/17/80 DATED 31.3.80
It is clarified that reimbursement of conveyance expenses on consolidated basis may be

claimed by eligible members of supervising staff only within the specified ceilings. Where,
however, the officers do not fall under the specified categories or where the actual expenses
198
in performance of official duties exceed the prescribed ceilings such expenses may be
considered on submission by the concerned officer of detailed bills.
[CIRCULAR NO. PER/107/80 DATED 16.12.80]
Those officials who have given the option for reimbursement of conveyance expenses on the
basis of having maintained a car, scooter and motor-cycle , are usually unable to use their
self driven vehicle for going to the railway station/air port/transport terminal while proceeding
outstation on official duty although these may be within a radius of 8 kms ( now revised to 10
Kms)It has, therefore, been decided that officials who have given the option for
reimbursement of conveyance expenses on the basis of having maintained a vehicle are also
eligible for the reimbursement of the expenses to a reasonable extent incurred by them for
going to the railway station/air port / transport terminal, although these might be within a
radius of 8 kms ( now revised to 10 Kms.)

Index Page
For the second category of officers viz. those who maintain vehicles, reimbursement is made
on a different scale i.e. can claim reimbursement of conveyance expenses incurred while on
duty either by way of specified monetary amounts or petrol charges [ against production of
actual receipts]. This option can be exercised only once and is not allowed to be changed
unless there is a change in [i] residence of an officer or [ii] vehicle or [iii] place of posting.
However, as no guidelines have been laid down as to the maximum time within which an
officer can exercise the aforesaid option it has been represented that specific period for the
same be prescribed. Accordingly, the matter was examined and it was decided that a
period of one month from the date of occupying a new residence or change of posting or
acquiring of new mode of transport, would be sufficient for an officer to exercise his option.
Accordingly, if an officer does not exercise option within stipulated period of one month it
may be presumed that he is content with the existing option and no change may be
permitted thereafter.
Officers can be reimbursed cost of ordinary petrol only (and not high-octane fuel, whose cost
is substantially higher than ordinary petrol)).Further, cost of Mobil/motor oil is also not
reimbursable by the Bank, under the above scheme.
[CIRCULAR NO. PER/26/90-91 DATED 13.7.90]
For the purpose of reimbursement of conveyance expenses the categories of centers be

decided as per 1991 population figures.
The officer may opt for either monetary amount or petrol reimbursement. The option can be
exercised only once and will not be allowed to be changed unless there is a change in the
residence of the officer or change in vehicle, or when the place of posting is changed.

On account of substantial increase in the cost of petrol since 1989, the officers were given
one more opportunity to change their option, as a special case. Such revised option will be
effective from the date of request and it must be exercised latest by the 31st March 1993.
199
Officers opting for reimbursement of petrol charges will be required to produce receipts,
vouchers along with the monthly certificate claiming reimbursement. Further, the cost of
petrol will not include cost of engine oil.
All officers who have put in at least 5 years of service irrespective of their incumbencies and
basic pay will be eligible for reimbursement.
As regards the entitlement of officers who are called upon to officiate in higher scale/ grade
positions, whenever an officer is called upon to thus officiate for a fixed period, he will not be
entitled to claim reimbursement at a rate applicable to the higher scale/grade post.
However, where under special circumstances he is required to officiate on a more or less
regular basis without stipulating any fixed period, he may claim reimbursement at a rate
applicable to the scale/grade in which the relative post has been categorised, Further,
officers who are otherwise not entitled to reimbursement of conveyance expenses will be
eligible to claim such reimbursement if they act in the position of a Branch Manager or
Manager of a division, provided the acting arrangement continues for a minimum period of
one calendar month. Where the arrangement is for less than one month, the concerned
officials should claim the actual expenditure incurred by them on official visits etc. in the usual
manner.
Eligible officials who maintain a vehicle, which requires both registration under the Motor
Vehicle Act as also taking out of a driving license, may be permitted to claim reimbursement
of conveyance expenses incurred by them in the discharge of the official duties on a
consolidated basis.
No conveyance expenses are payable to any officer for local deputation as they are
required to go directly to the place of deputation.

18. REIMBURSEMENT OF CONVEYANCE EXPENSES - ASSIGNMENT OF ASSTT. MANAGER (SYSTEMS)
One year's operational experience as Field Officer/Accountant/ Dy. Manager/Manager of a
Division/Branch Manager is required for promotion from JMGS-I to MMGS-II and the position of
System Administrators are included as operational assignments respectively. Accordingly, Asstt.
Managers (Systems) in specialist cadre and officers in general cadre working as project officers
be considered as operational assignments and accordingly are eligible for the benefit of
reimbursement of conveyance expenses.
(Circular No. PER/ 11 /2006-2007 dated May 04, 2006)
The above guidelines will be implemented with immediate effect
Index Page
19. ACCUMULATION OF THE PERMISSIBLE QUOTA OF PETROL:
Officers who are obtaining reimbursement of petrol charges are in some months unable to take
full reimbursement because of lack of official visits. However, in the following months when they
have to pay larger number of visits, they stand to lose for the reason that the petrol quota proves
inadequate. Accordingly, if an officer owns a vehicle [4 wheelers or 2 wheelers] and has opted
200
for reimbursement of petrol charges, he may be permitted to accumulate the permissible quota
of petrol subject to the following:
Such accumulation will be permissible only upto the end of each calendar quarter [i.e. upto
the end of March, June, September and December each year] and thereafter it will stand
lapsed. For example quota of petrol unavailed in January/February can be carried over upto
the month of March whereafter it will lapse. However, it will not be permissible to carry over
the quota to the month of April.
Where an officer proceeds on long leave [say exceeding two weeks in a month], it will not be
permissible to carry over the unavailed quota in respect of that month.

Index Page
20. REIMBURSEMENT OF CONVEYANCE EXPENSES TO OFFICERS POSTED AT RURAL BRANCHES WHEN
THE JOURNEY EXCEEDS 10 Kms.
A question has arisen whether an officer posted as Manager of rural branch is eligible for traveling
expenses and halting allowance for visiting a place within 8 kms. from his headquarters but
outside the village/municipal limits.
It is clarified that the concerned official is not entitled to reimbursement of travelling
expenses/conveyance expenses in respect of journeys undertaken by him within a radius of 8
kms. (now revised to 10 Kms) from the branch as he is already being reimbursed the conveyance
expenses on consolidated basis. As for payment of halting allowance is concerned, the same
may be considered on the lines indicated in head office circular no. Per/56/97-98 dated 17.11.97
which, interalia, stipulates to pay out of pocket expenses subject to a ceiling of half of halting
allowance or Rs. 100/- per day whichever is lower to an officer who is deputed locally and
proceeds from the office to a distance of at least 15 kms. from office and 5 kms from residence
and vice-versa. The payment will be subject to the condition that the absence is of a period of at
least 4 hours and on furnishing a certificate that the amount has been actually incurred
[CIRCULAR NO.PER/34/82 DATED 13.3.82, PER /29/83 DATED
17.11.97]
24.3.83 and PER/56/97-98 DATED
21. Such of the technical officers who are drawing a basic pay of Rs.1200/- p.m.[9820/- being the
basic pay in revised scales] and above and who have been specifically designated as F.O. and
are performing the duties including cash collection and who are not using Banks vehicles for the
purpose may be reimbursed conveyance expenses on consolidated basis even when they do
not own vehicles.
Index Page
22. SCHEME FOR REIMBURSEMENT OF OUT-OF-POCKET EXPENSES TO OFFICERS INVOLVED IN
BRANCH COMPUTERISATION PROCESS
It is observed that during the process of computerisation of Branches, the officers at many
a times are required to sit late at the branch for computer related work as the deadlines
for completing the process are required to be met. To this effect, the officers are out of
pocket towards the expenses incurred by them for dinner/transport.
201
The matter has been examined and it has been decided that in case, the officers
involved in computerisation process are required to sit late, say beyond 8.30 p.m. they will
be reimbursed with the cost of dinner/transport not exceeding Rs.100/- per day say for 1 or
2 weeks before and after the branch goes live. This provision would be applicable to other
officers on such other days also when they have to sit beyond the stipulated hours as
aforesaid to sort out the problems,. However, such instances should not normally exceed 2
to 3 days in a month.
[CIRCULAR NO. PER/58/97-98 DATED 17.11.97, PER/8/2005-06 DATED 19.5.2005]
It is observed that during the process of implementation of core banking solution at

Branches, the officers at many a times are required to sit late for core banking solution
related work as the deadline for completing the process are required to be met. The
matter has been examined by the Bank and it has been decided to reimburse the out of
pocket expenses to offcers involved in process of Core Banking Solution in the same
manner as was provided to officer involved in computerization process. Accordingly, the
out of pocket expenses towards dinner/transport not exceeding Rs.100/- per day may be
reimbursed to officers sitting late beyond 8.30 p.m. for 1 or 2 weeks before and after the
implementation of Core Banking Solution at branches depending upon the business and
availability of supervising staff at the Branch.
(CIRCULAR NO. PER/45/2004-2005 DATED 30.9.2004. PER/8/2005-06 DATED 19.5.2005 AND

CIRCULAR NO. PER/58/97-98 DATED 17.11.97)
Index Page
23. COMPENSATION TO OFFICERS WHO ARE CALLED UPON TO WORK ON HOLIDAY/SUNDAY
Rs. 750/- may be reimbursed to officers towards expenses on conveyance, out-of-expenses/lunch
expenses to those officers who are called by the Bank to attend seminars/special conference or
on any othe rexigencies of work on Sundays/Holidays/weekly-off-days. Further:i)
ii)
iii)
iv)
For working on Sundays/Holidays/Weekly-off days, prior permission in writing of the

controlling authority not belowthe rank of Asstt. General Manager must be obtained.
The Officers eligible to be reimbursed out-of-pocket expenses as mentioned above will
be entitled for compensatory off too, in lieu of working on Sundays/ Holiday/Weeklyoff-days.
When an officefr attends seminar/attending special conference or on any other
exigencies of work on Suday/Holiday/Weekly-off day at a place other than his/her
place of posting as he/she is being on official tour, the rofficer will not be reimbursed
out-of-pocket expenses of Rs. 750/Such expensesmay also be reimbursed when the Branch is kept open at the instance
of RBI/Govt./IBA on a Sunday/Holiday/Weekly-off days.

Index Page
24. REIMBURSEMENT OF CONVEYANCE EXPENSES FOR DIESEL DRIVEN VEHICLES
In the case of diesel driven cars the cost of prescribed quantity of diesel, instead of petrol, will be
reimbursed i.e if an officer is eligible for reimbursement of 35 litres of petrol per month, he will be
also entitled to be reimbursed the cost upto 35 litres of diesel. There will however be no change in
the amount reimbursable to those who opt for consolidated cash amount.
Index Page
202
25. PAYMENT OF CONVEYANCE

HANDICAPPED EMPLOYEES
ALLOWANCE
TO
THE
BLIND
AND
ORTHOPAEEDICALLY
Conveyance allowance @ 5% of Basic pay subject to a maximum of Rs. 200/- p.m. may be paid
to the blind and orthopaedically handicapped employees . This allowance would not be
admissible to those blind and orthopaedically handicapped employees who are receiving any
kind of separate conveyance allowance for travel between residence and place of work under
bank level scheme/arrangement ( other than the transport allowance under bipartite
settlement), which is higher than the conveyance allowance payable to them under this scheme.
The eligible officer who are provided with banks vehicle for use of the same for travel between
office and residence will not be eligible for conveyance allowance. Eligible officers who are
allotted residential accommodation in the same campus as the branch/office of the bank will
not be eligible for allowance.
Index Page
26. TRANSFER,
TRAVELLING
ALLOWANCES
ETC. ( REGULATION NO. 45(2)(i)(a) AND
REIMBURSEMENT OF EXPENSES TOWARDS TRANSPORT OF PERSONAL EFFECTS ON TRANSFER TO AN
OFFICER : AMENDMENT IN REGULATION NO. 45 (2) (ii) OF SBBJ (OFFICERS') SERVICE REGULATION,
1979.
In terms of HO Circular No. PER/5/2007-2008 dated 18.04.2007 guidelines were issued regarding
reimbursement of expenses towards transport of personal effects on transfer to an officer which
provides that an officer on transfer is eligible for being reimbursed expenses for transporting his
baggage on goods train upto the following limits:
Pay Range
i.
ii.
Rs.10,000/- per month to Rs.13,820/p.m.

Rs.13821/- p.m. and above
Where an officer has

family
3000 kgs
Where an officer has

no family
1500 kgs
Full wagon
2500 kgs
In terms of Regulation 45 (2) (ii) of SBBJ (Officers') Service Regulations, 1979 if an officer eligible for
full wagon avails of the 'container service' by Railways, he will be reimbursed actual charges for
one container if he is in the Junior or Middle Management Grade and for two containers if he is in
Senior or Top Management Grade. If the baggage is transported by road between places
connected by rail, the reimbursement will be limited to the actual freight charges against
submission of bills subject to the cost not exceeding the cost of transport of the maximum
permissible quantity by goods train. It was also advised that the maximum limit in cases where 'full
wagon' is applicable shall normally be 60 quintals (6 tonnes) by goods train. However, if the
expenses incurred are beyond such maximum, the Bank may, keeping in mind the hardships
involved to the officer concerned reimburse the actual expenses incurred on the basis that the
minimum charges for transport of goods in an 8 wheeler wagon which would be 120 quintals (12
tonnes) provided the baggage is transported through approved transport operators. Further, it was
advised that freight rates being quoted by the Railways w.e.f. 01.04.2005 is for weights of goods
transported in tonnes relative to the distance as against in quintals as hitherto. Consequently the
rates of reimbursement of expenses on transfer to an officer in shifting his personal effects
between the two places by approved lorry transport, even if the two places are connected by
train, was revised as under subject to the weight stipulations mentioned in the officers' Service
Regulations:
i.
ii.
Distance in kilometers
Upto 2000 kms
Beyond 2000 kms
Rate in Rupees per tonne per kms.

Rs. 1.40
Rs. 1.10
203
(Note : The above rates do not apply on a slab basis. This means that for a distance of 2500 kms
the rate will be Rs. 1.10 for entire 2500 kms and it will not be @ Rs.1.40 for first 2000 kms and @
Rs.1.10 for the rest 500 kms.)
Keeping in view the fact that above prescribed rate is below the present prevailing market rate as
a result of which the officers are being rendered out of pocket while transporting of goods
through an approved transport operator, we have examined the matter in consultation with
Corporate Center, State Bank of India /IBA and observed that the revision has been necessitated
due to the following reasons:
(i)
The IBA rates have been fixed on the principle that distance and tariff have
inverse relationship. But for shorter distances the transport operators are
generally charging higher rates than the one fixed by the IBA as the rates do
not appear to be profitable for them.
(ii)
The IBA has fixed the rates taking into account various tonnages and distances.
The maximum entitlement of an officer is of 12 tonnes. Therefore, if an officer is
transporting luggage at a distance of 1000 kms, he is being reimbursed
maximum of Rs.12 X 1000 X 1.40 = Rs.16,800/-. But the IBA has not taken into
account the fact that furniture and fixtures in our Bank are required to be
carried by the officer to the next place of posting. The charges of transport
operators for container services increases with the increase in carrying
capacity. For increased number of items, higher container capacity is needed.
(iii)
For hilly terrains, IBA has agreed that the Bank may, having regard to number
of transfers that take place annually into and out of such places take an
informed decision.
(iv)
An officer on transfer is eligible to draw a lumpsum amount for expenses

connected with packing, local transportation and insurance of baggage. At
present, officers in Top and Senior Management are reimbursed Rs.8,750/- and
officers in Middle and Junior Management are reimbursed Rs.7,000/- towards
such expenses. Due to introduction of new furniture and fixtures scheme the
expenses on packing, insurance etc. have increased substantially. Nowadays,
good quality packing materials are being supplied by the packers and the
charges thereon have gone up considerably. Therefore, the lumpsum transfer
allowance needs revision.
Accordingly, the Executive Committee of the Banks Board at its meeting held on 10.01.2008 has
decided to modify Regulation 45 (2) (ii) and Regulation 45 (3) of SBBJ (Officers') Service
Regulations, 1979 as under subject to weight stipulation as mentioned in para 2 & 3 above:
(i)
Hilly terrain : The officers may be reimbursed @ Rs.4.20 per k.m. per tonne i.e. three times
the present rate for transfers into and out of hilly terrains :
Example :
1.40 X 425 X 12 = Rs.7140/-

4.20 X 425 X 12 = Rs.21420/-
Here, it is to be noted that if the transfer is from say, Mussoorie to New Delhi, then the rates for
Mussoorie to Dehradun would be Rs.4.20 per tonne per km. and for the rest distance the rates
mentioned for "other than hilly terrain" will be followed. This example is only illustrative and not
exhaustive. As there are topographical issues involved in this, therefore, the Zonal Head shall
decide which places come under the hilly terrains in their respective Zones and issue suitable
204
clarifications in this regard. Other Zones/Offices may get clarification about topographical issues
of particular center from the concerned Zone where the center situated.
(ii)
Other than Hilly terrain :
a) The officers transferred to shorter distances in places other than hilly terrain may be reimbursed
@ Rs.2.80 per k.m. per tonne i.e. two times the present rate upto 600 kms:
Example :
1.40 X 600 X 12 = Rs.10,080/-

Rs.2.80 X 600 X 12 = Rs.20,160/-
b) The officers transferred to shorter distance below 300 kms in places other than hilly terrain may
be reimbursed @ Rs.2.80 per km per tonne for minimum 300 km.
Example :
Rs.1.40 X 200 X 12 = Rs.3,360/-

Rs.2.80 X 300 X 12 = Rs.10,080/-
c)
The officers transferred to distances beyond 600 kms other than hilly terrains may be
reimbursed @ 1.40 per km. per tonne beyond 600 Kms taken as incremental.
Example (i) :
Rs.1.40 X 1000 X 12 = Rs.16,800/-

Rs.2.80 X 600 X 12 = Rs.20,160/Rs.1.40 X 400 X 12 = Rs. 6,720/Total = Rs.26,880/-
Example (ii)
Rs.1.10 X 3000 X 12 = Rs.39,600/-

Rs.2.80 X 600 X 12 = Rs.20,160/Rs.1.40 X 2400 X 12 = Rs.40,320/Total = Rs.60,480/-
The above modification in rates will be effective from 1.8.2006 and the modification in lumpsum
expenses in connection with transfer will be effective from 1.11.2007.
(CIRCULAR NO. PER/88/2007-2008 dated : February 01, 2008)
The octroi charges collected by the Mumbai Municipal Corp.for transportation of house hold
goods/baggage consequent to transfer of official are reimbursable over and above the ceiling
of cost of transportation of goods.
CIRCULAR NO. PER/48/98-99 DATED 17.8.98
27. TRAVELLING EXPENSES ON TRANSFER- SHIFTING OF LUGGAGE TO A PLACE OTHER THAN THE
PLACE OF TRANSFER
At present officers are reimbursed travelling expenses on transfer in terms of Regulation 45 of the
SBBJ (Officers) Service Regulation, 1979.
205
There may be a probable query as to whether an officer may be reimbursed travelling expenses
who shifts his house-hold luggage to a place other than the place of his transfer due to his
domestic circumstances.
The matter has been examined in consultation with IBA and it has been decided that request of
the officers for shifting of his house-hold goods and luggage of family to another place may be
considered provided the actual charges of transporting his luggage and luggage of his family
does not exceed the notional charges he would have been reimbursed had he shifted the whole
luggage to his place of transfer. Further, on subsequent transfer, the concerned officer shall be
eligible to claim transporting charges only from the place of posting to the designated place and
not from the place where his family was shifted before his present posting.
Index Page
28. INCIDENTAL EXPENSES ( ON PERMANENT TRANSFER) REGULATION NO. 45 (3) (a)
It has also been decided to modify Regulation 45 (3) of SBBJ (Officers') Service Regulations, 1979
and increase the lumpsum expenses in connection with transfer to Rs.18,000/- for officers in Top
and Senior Management and Rs.14,000/- for Officers in Middle and Junior Management
respectively from Rs.8,750/- and Rs.7,000/- being presently paid.
The above modification in rates will be effective from 1.8.2006 and the modification in lumpsum
expenses in connection with transfer will be effective from 1.11.2007.
(CIRCULAR NO. PER/88/2007-2008 dated : February 01, 2008, CIRCULAR NO. PER/17/2005-2006
DATED 28.6.2005)
29. ENTITLEMENT OF RAILWAY WAGON
An officer, on transfer, transports his baggage by lorry for the purpose of reimbursement of actual
charges, the maximum limit in cases where full wagon is applicable shall normally be 60 quintals
by goods train. However, where the expenses incurred are beyond such maximum, the Bank
may, keeping in mind the hardship involved to the officer concerned, reimburse the actual
expenses incurred on the basis that the maximum charges for transport of goods in an 8 wheeler
wagon would be 120 quintals provided the baggage is transported through approved transport
operator and their receipt is produced for the charges. Further, it is also clarified that the
maximum permissible limit ot 60 quintals is applicable irrespective of the gauge involved i.e. meter
gauge or broad gauge and the above guidelines are also applicable in cases where the two
stations are either not connected by rail or are partly connected by rail and partly connected by
road.
A number of places are not served by approved transport operators and as such the officers
serving at such centers experience a lot of difficulty in transporting their luggage. In such cases
the controlling authorities may consider the cases of transportation of luggage by un-approved
operators and where the claims are found to be genuine the same may be admitted on the basis
as if the goods have been transported by approved transport operators. The reimbursement will,
however, be limited to the actual cost of transporting the goods or freight charges for 120 quintals
by goods train in a 8 wheeler wagon whichever is lower. The claim will be considered on
furnishing a certificate by the concerned officer that the approved transport operators are not
available in that particular area on the prescribed proforma enclosed with the relevant circular.
The lumpsum amount of Rs. 4000/- (revised 7000/-)and Rs. 5000/- (revised 8750/-) would include
charges on packing, local transportation and insurance of luggage only. Loading and unloading
206
charges at the Railway station or at the residence, to a reasonable extent, actually incurred by
an officer, may be reimbursed in addition to the lumpsum amount.
Lumpsum amount will not include expenses incurred as conveyance charges from residence to
Railway station/Airport or vice versa for self and family members and portage for baggage
carried with them, which may b e reimbursed as a part of travelling expenses.
Local transportation charges by rickshaw/cart/van from residence to railway station/transport
head in respect of transportation of house hold luggage transported by Rail/Lorry will be included
in the lumpsum amount and will not be reimbursed separately.
The reasonableness and genuineness of the claim should be properly assessed to the satisfaction
of the sanctioning authority.
Index Page
30. COMPENSATION TO THE OFFICERS TRANSFERRED FROM ONE PLACE TO ANOTHER
In terms of the extant instructions whenever an officer is transferred from one place to another
often finds in difficult to secure leased accommodation/Banks flat etc., at the transferee place
immediately and thereby lot of inconvenience is caused to such officers.
In this regard reimbursement may be made to officers for expenses incurred by the officer
maximum to the extent of one month lease entitlement of the officer concerned at the transferee
place. In respect of officers in SMGS-V and above there will be a further cap of maximum upto
one months lease entitlement of SMGS-IV officer i.e. officers in SMGV and above will only be
eligible for the maximum of one month lese entitlement of SMGS-IV at that center only.
Such expenses are reimbursable on undertaking basis on the Performa enclosed with the circular
and respective controlling authorities have to ensure that the officer has actually incurred the
expenses at the above instance. Wherever required the controlling authority may ask the officer
concerned to submit sufficient proof in support of having incurred the expenses. No such
expenses reimbursed from the date the residential accommodation facility is provided by the
Bank at the transferee place.
The officers who secure accommodation in the Banks Guest House/holiday homes situated at
the center and also those officers having their own/spouse/parental house at the transferee
place and officers who are already keeping their families at there at center will however not be
eligible for the facility. (PER/13/2004-2005 DATED 15.4.2004)
Index Page
31. SERVICE TAX TO TRAVEL AGENTS:
Service Tax/Charges levied by the Government of India for booking the tickets through the travel
agents are reimbursable over and above the eligibility ceiling.
(PER/8/2005-06 DATED 19.5.2005)
32. AIR INSURANCE FOR OFFICERS
The ceilings for the purpose of reimbursement of premia on air insurance covery bought by our
officer while traveling by air for official purposes:-
207
a) Officers in Top Executive Special Scale I & II

a) Officers in Top Executive Grade Scale VI & VII
a) Officers in Senior Management Grade Scale-V
a) Officers in Middle Management Grade Scale II & III
a) Officers in Junior Management Grade Scale I
Rs. 15.00 lakh

Rs. 12.50 lakh
Rs. 10.00 lakh
Rs. 7.50 lakh
Rs. 5.00 lakh

Air Insurance cover to the extent of prescribed ceiling for an officer has to bought by the
concerned officer himself for a particular journey on the specific date of the journey. The
insurance premiaon such Air Insurance cover bought by the officer while traveling by air for
official purpose (not for LFC/HTC) has to be claimed by him alongwith the TA bill of a particular
journey for which the Air Insurance had been bought and be reimbursed with the charges for the
same. For officers in TEGS-VI and above as the Bank arranges personal accident nsurance,
therefore, in respect of such officers it would not be necessary for such officers to take separate
individual policies for theofficial journeys undertaken by Air. The work relating to obtaining
insurance cover forofficers in TEGS-VI and above shall continue tobe handled by the concerned
Department as hitherto before.
Index Page
33. TRAVELLING EXPENSES ON RETIREMENT
On retirement, an officer will be eligible to claim travelling allowance, baggage and other
expenses for himself/herself and his/her family as on transfer from the last station at which he/she
is posted to the place where he/she proposes to settle down on retirement. Officers taking
voluntary retirement either under pension regulation or under officers service regulation will also
be eligible for the facility.
There have been instances where some of the retired officials have requested to permit them to
avail of the above facility after unduly long period from the date of their retirement.
In this regard it is clarified that only in exceptional cases, in case an officer decides to settle at a
place other than the place of his last posting, he is entitled for reimbursement of all travelling
expenses. Generally, requests to avail of the above facility must come to the Bank immediately
after retirement but in no case after a period of two months for which an officer can retain the
official accommodation after retirement in terms of H.O. Circular No. Per/105/91-92 dated
31.12.1991. Having regard to the above position, it is considered desirable to stipulate a maximum
time limit within which a retired official should avail of the facility for reimbursement of travelling
expenses due to his shifting to a place of choice after retirement. It has, therefore, been decided
to fix the time limit of 3 months within which a retired official can avail of the above facility.
The eligibility of an officer who is compulsorily retired in terms of Discipline and Appeal Regulations
for Travelling Allowance in terms of Regulation No. 46 , it is advised that only such officers who
retire under circumstances mentioned in Regulation 19 of the OSR would be entitled for the
facility of Travelling Allowance on retirement in terms of Regulation No. 46. An officer whose
services are terminated or who is compulsorily retired as a punishment as per Regulation 4 of the
Officer Employees(Discipline and Appeal) Regulation will not be entitled for Travelling Allowance
on retirement. However, the said benefit is available to those who opt for voluntary retirement in
terms of Regulation 29 of the Bank (Employees) Pension Regulation, 1995.
208

The family of the deceased officer may also be reimbursed with the above expenses incurred on
travelling, transport of baggage etc. from the place of last posting of the deceased officer to the
place where the family of the proposed to settle down.
Index Page
34. REIMBURSEMENT OF TRAVELLING EXPENSES BY OWN CONVEYANCE
a) CarCapacity 1000 cc or more
Capacity less than 1000 cc
b) Scooter
c) Moped
Rates
Rs. 5.80 per km.
Rs. 4.60 per km.
Rs. 2.80 per km.
Rs. 2.00 per km.
( CIRCULAR NO. PER/3/2004-05 DATED 2.4.2004 AND PER/22/97-98 DATED 29.5.97)

35. JOINING TIME ON TRANSFER
Officers are eligible for joining time in terms of the provisions of Regulation No. 44 of State Bank of
Bikaner and Jaipur ( Officers) Service Regulation, 1979 and the joining time is admissible on one
occasion and not exceeding seven days, exclusive of the number of days spent on travel to
enable the officer to join a new post.
Recently, we have come across a few cases where the officer concerned did not get relieved for
quite some time even after receipt of transfer orders and, in some case, even availed leave
thereafter, but did not avail the joining time then and has availed it subsequently. In such cases,
there were no grounds for not availing the joining time at the time when the official was relieved
from the branch or before joining at the new place of posting.
In this context, it is reiterated that all officers should as a rule avail permissible joining time on
transfer on being relieved. The permission to avail joining time later, may be granted only when
the Bank is fully satisfied that there are good and sufficient reasons for the officer to go and fetch
the members of his family later. Such cases would be by way of exceptions and on grounds of
exigencies of service only and should not be permitted in a routine way. No officer will, however,
be entitled as of right to claim travelling allowance for himself for fetching his family if he had left
them behind for his convenience.
In order that practice of availment of joining time after a couple of months or more does not
become a routine affair, the following procedure may be adopted:
Officers desirous of availing joining time subsequently, should make a request to his controlling
authority, stating therein the exceptional circumstances/exigencies of service requiring him to
take up an assignment without availing the joining time.
The controlling authority will examine each such request on merits and determine whether the
request should be acceded to or not.
The permission should be communicated by the Controlling Authority in writing to the
concerned official, with a specific time period, within which the Joining time is to be availed.
(CIRCULAR NO.PER/8/2002-2003 DATED 23.4.2002)
209
The authority structure for various periods within which an officer may avail joining time who is
permitted on his own request/required by the Bank to avail the joining time subsequently i.e. after
joining at his new place of posting will be as under:S.NO.
1
2
3
PERIOD
UPTO 3 MONTH
BEYOND 3 MONTHS UPTO
6 MONTH
AFTER 6 MONTHS
COMPETENT AUTHORITY
RESPECTIVE CONTROLLING AUTHORITY
GENERAL MANAGER (OPERATIONS)
CHIEF GENERAL MANAGER
However, such permission will be considered strictly on merits and not as a matter of routine and
has to be in case of exigencies of service, which should be few and far between.
(PER/74/2004-2005 DATED 23.2.2005)
When an officer proceeds to the place of transfer, he finds it difficult to secure housing
accommodation immediately in view of the prevailing conditions of acute shortage of houses
and, therefore, he may not be able to take his family to his new place of posting immediately. In
such cases the Bank may, if it is satisfied that there are good reasons for the officer to go to his
previous place of posting to fetch his family members , permit him to utilise for the purpose so
much of joining time to which he is entitled as might not have been availed of by him. Such cases
would, however, be only by way exceptions and on the ground of exigencies of service only.
Respective Controlling authorities may, in such cases, grant travelling expenses at the rate
prescribed apart from the travelling expenses to which the family is entitled. The officer shall not
be entitled to halting allowance for such period of travel.
Index Page
36. REIMBURSEMENT OF EXPENSES FOR DRIVING THE CAR/SCOOTER/MOTOR CYCLE OR ANY OTHER
VEHICLE OWNED BY AN OFFICER TO THE PLACE OF POSTING
When a car/scooter etc., is taken by road with or without officer and/or any member of his
family travelling in it, irrespective of by whom it is driven, the officer be reimbursed at
prescribed rate .
Where the vehicle is not taken by road and is transported by means other than a rail, the
existing provision be continued, i.e. reimbursement of actual expenses will be restricted to the
amount that would have been incurred had the vehicle been transported by goods train.
(CIRCULAR NO PER/73/83 DATED 2.8.83)

When the goods are transported by lorry, the lorry charges are paid subject to notional amount
calculated on the basis as if the goods had been transported by the goods train, While this
arrangement is, by a large, working satisfactorily, difficulties are being experienced in hill areas
where at most of the places rail link is not available. If charges for the distance covered by road
in such areas are paid on comparison with freight charges by goods train, the officers are quite
often rendered out of pocket because the charges by lorry are invariably higher in these areas
than the rates by the goods train. There has been a persistent demand to allow payment of
actual charges incurred on such transfers. While we appreciate that the officers, who are
subjected to transfer in the aforesaid areas, should not be put to any financial loss on account of
transfer, it has to be ensured that the facility is not put to any misuse. Having regard to all the
aspects, it has been decided to adopt the following procedure for transporting personal luggage
by lorry in the case of the officers, who are transferred to/from hill areas, where rail link is not
available:Quick reference Book on ServiceCconditions of Supervising Staff updated as on 30.11.2013
210
Index Page
Some areas in hills are connected by rail. If the charges by goods train are higher in these
areas than in plains, the higher rate may be taken for the purposes of comparison.The
Railways have out- agencies in some areas and they themselves arrange to transport goods
beyond the point upto which the rail link is available . The rate charged by the Railways for
transporting the goods by lorry through their out-agencies may be taken for comparison.
Where non of the above alternatives covers expenses incurred by an officer, the rate paid by
the Bank for transporting its own articles by lorry may be allowed.
In all cases claims will, of course, be supported by acceptable vouchers/receipts.

Index Page
37. TRAVEL BY AIR
From the TA bills submitted for sanction, it is observed that while travelling by air, members of the
supervising staff resort generally to the use of taxis for journeys to and from airport. As at most of
the airports arrangements exists for coaches which ply between the city office of the Indian
Airlines Corporation and the airport, it should be feasible for our officers to use it rather than hire
taxis thereby incurring heavy expense. Accordingly, unless in exceptional circumstance, which
shall be explained in the relative TA bills, officers should undertake journeys to an from airport in
the coaches provided for the purpose.
Further, as a measure of austerity, members of the supervising staff should, as far as possible, limit
their personal baggage to the extent of free allowance permitted by the Airlines.
38. TEMPORARY INTERZONE TRANSFER : TRAVELLING ALLOWANCE
As you are aware, the services of officers are transferable to any place in India. On transfer the
officers are entitled to reimbursement of expenses as laid down in the SBBJ(Officers) Service
Regulation, 1979
In this regard, it is advised that temporary transfer can be restricted to six months only and no
diem and halting allowance are payable for the same. However, only travelling expenses for self
i.e. for officer may be reimbursed.
It is clarified that temporary transfer should not be effected except on request of an officer and
requests for such transfers should be acceded to where it is administratively feasible having
regard to the compelling circumstances/reasons therefore.
Index Page
STAFF SUPERVISINGPROVISION OF FURNITURE & FIXTURE -INTRODUCTION OF NEW SCHEME::
211
In terms of Regulation 25 of State Bank of Bikaner and Jaipur (Officers') Service Regulations, 1979
the Bank is providing essential furniture to eligible officers at its discretion on such scale as may be
prescribed from time to time, subject to recovery of a monthly rental of 0.40% of the pay in the
first stage of the pay in which the officer is placed. In addition to this, certain essential fixture items
(viz., almirahs, fans, tube-light fitting, geysers etc.) are also being provided with the
accommodation.
In the present scheme of supply of furniture/fixtures at the residence of officers in our Bank, cost is
involved in supply, upkeep, storage and maintenance of furniture/fixtures. In addition to this, the
Bank has to hire costly storage space for unused furniture and has to guard against pilferage also.
Further, there is large-scale dissatisfaction amongst the officers because of the quality of supply
and the time taken in actual delivery of furniture. Officers who are posted in semi-urban or rural
areas are the worst affected. Therefore, it was felt that a new scheme should be introduced
which should reduce the burden of unproductive work at various levels, minimize the recurring
maintenance cost to the bank, release the costly storage space and increase the employees
satisfaction level. Accordingly, in its meeting held on the 10th March, 2007, the Executive
Committee of the Board has approved a new scheme for officers in SMGS V or below which
seeks to eliminate unproductive work, reduce maintenance cost, release manpower resources
for productive work and address the concerns of the officers.
FEATURES OF THE NEW SCHEME
i)
The scheme is for providing furniture/ fixtures at the residence of all confirmed officers
upto SMGS-V (Banks residence/ leased residence/ residence owned by the officers
and/ or residence taken by the officers on rent).
ii)
All confirmed officers, including officers in specialist category, in JMGS I to SMGS V

who are governed by the
State Bank of Bikaner and Jaipur (Officers') Service
Regulations, 1979 will be eligible for availing of the facility. Accordingly, officers who
have joined the Bank on contract and/ or whose remunerations have been fixed on
CTC basis will not be eligible for availing of the facility.
iii)
Officers in TEG Scales VI and above will continue to be governed by the existing
provisions.
iv)
Under the proposed scheme, officers will henceforth be allowed to purchase the
essential items of furniture/ fixtures of their choice within the cost prescribed herein for
each grade from reputed dealer at the place of residential accommodation/nearest
big centre if the residence is at rural and semi urban centre. However, the items to be
purchased shall be from the standard list of items (Annexure VI TO IX) permissible by
the Bank.
v)
The Officers who have already been provided with the Banks furniture at their
residence will not be permitted to surrender the same. However, their entitlement for
purchase of furniture/fixtures under the new scheme will be decided by reducing the
original cost (original purchase price) of furniture/fixtures which they are holding from
the new monetary ceiling fixed for their respective grade in clause (viii) below. The
officers in such cases can purchase new items of furniture as per their choice within
their residual fresh entitlement. Further in case some of the items of furniture/fixtures
which they are holding are more than 10 years old, the original cost of such items will
be reduced from the aggregate original cost of furniture which they are holding while
working out their fresh entitlement.
vi)
Once the officer purchases the essential items of furniture/ fixtures as per his choice, he
will not be permitted to surrender the same to the Bank. He will carry the
212
furniture/fixtures on his transfer to the new place of posting within his eligibility of
transportation of household goods and no additional claim for transportation of Banks
furniture/ fixtures will be entertained.
vii)
Various ceilings for metro/ non-metro will be removed and there will be only one
ceiling for a particular grade because an officer may move from one kind of a centre
to another.
Index Page
viii)
Monetary ceilings for purchase of furniture/ fixtures for various grades will be as under:
Grade/scale
SMGS V
SMGS IV
MMGS II & III
JMGS I
Present entitlement for furniture

(fixtures not included) excluding
taxes and transportation
Non-metro
Rs 1,33,000/Rs 55,000/Rs 42,000/Rs 37,500/-
Metro
Rs 1,33,000/Rs 70,000/Rs 53,000/Rs 47,500/-
Proposed at all centres

(furniture/fixtures inclusive
of taxes, transportation &
cost of curtains)
Rs 1,75,000/Rs 1,10,000/Rs 1,00,000/Rs 90,000/-
At present, we are providing curtains to officers every three years and fixtures are
supplied in additional ceiling of FEF items. After the implementation of this Scheme, this
facility will be withdrawn because the amounts of eligibility mentioned above also
include reimbursement for curtain and fixtures and other misc. items.
ix)
No repairs of the furniture/ fixtures, minor or major, will be undertaken by the Bank.
However, annually, the officers will be eligible for reimbursement of expenses on
account of repairs, charges for washing of curtains, insurance (including transit
insurance, whenever furniture/ fixtures are required to be transported for any reason)
etc. on certificate basis as under:
JMGS I
MMGS II & III
SMGS IV
SMGS V
Rs 9000/- p.a.
Rs 10000/- p.a.
Rs 11000/- p.a.
Rs 12000/- p.a.
The officers will have to claim this amount every year in JULY and no carry over of such
claim to the next year will be permitted. However, no reimbursement of this amount
will be made within one year from the purchase and the officer shall have to arrange
for the repairs/ insurance at his own cost during that period.
Index Page
x)
On promotion, an officer may become eligible for higher ceiling for purchase of
furniture/ fixtures. In such an eventuality, he may purchase the additional items of
furniture within the ceiling prescribed for his new grade and claim that additional
amount from the Bank. However, if an officer continues to remain in the same grade
and the entitlement of that grade is enhanced for any reason e.g. price rise, he will
not be entitled to claim the enhanced amount.
xi)
After purchasing the furniture/ fixtures from reputed dealer, the officers will have to use
the same for 10 years. Thereafter, the ownership of the furniture / fixtures will be
transferred to the officers. They would be eligible for availing of the facility for second
time, subject to the condition that this facility would be given a maximum of three
times in entire service career. However, every subsequent time they avail this facility,
their eligible amount for this purpose shall be reduced by the residual book value of
the furniture/fixture supplied last time. If the officer is promoted to TEGS VI at any stage,
213
this facility of reimbursement of the cost of essential furniture/ fixtures will not be
available to him thereafter and his entitlement for physical supply of furniture/ fixture in
his new scale of TEGS VI will be reduced by the book value of the furniture/ fixtures
provided to him when he was SMGS-V officer.
xii)
An officer joining Banks service, and on his eligibility for supply of furniture, will give an
application for purchase of furniture and fixture as per the specimen placed at
Annexure II. The officer will then be paid the amount as per his entitlement by debit
to Suspense A/c. Thereafter, within a fortnight, the officer will give a certificate to the
Bank on a standard format (annexure III) enclosing therewith the cash
memo(s)/receipted challan(s) indicating the purchase and delivery of the those items.
On receipt of this certificate, the advance given to him earlier will be adjusted by
debit to Banks Furniture & Fixtures Account. A copy of this certificate and the
enclosed list/ cash memo(s)/ receipted challan(s) will be kept in his service file and the
date of purchase and the amount of the items should be noted in the service sheet
also. If the officer does not buy the furniture/fixtures within a month from the date of
advance taken by him for this purpose, it will be deemed that he has misutilised the
fund and the amount will be recovered from his salary in 10 installments together with
interest at the prevalent rate for clean overdraft and the officer will not be given the
benefit of this Scheme in his entire service. The Branch Manager/Designated officer will
verify furniture purchased by an officer and a certificate to the effect will be kept on
record at the branch/office. An officer may be designated for the purpose by the GM
(Operations) for Head Office establishment /DGM of the Zone for ZO/RO establishment
respectively.
xiii)
The furniture/ fixtures, provided at the officers residences under the scheme, will be
Banks property.
xiv)
The officers shall not let out or otherwise part with the possession of the furniture/
fixtures to any one in whole or in part till the time the ownership thereof is transferred in
their names.
xv)
Once the officer has been paid the amount for purchase of furniture/fixtures from the
next month onward, 0.40% of the pay in the first stage of the scale of pay in which the
officer is placed will be recovered from his monthly salary towards the rent.
xvi)
As on the 1st March every year, every officer shall submit the possession certificate
(Annexure IV in duplicate duly signed in token of acknowledgement) to the branch/
office where he is posted. On transfer of an officer, the book value of furniture/ fixtures
provided to him will be debited to the transferee branch/ office and the amount of
reimbursement for furniture/ fixtures and the date of reimbursement will be mentioned
in the LPC. This will also be mentioned in the service sheet.
xvii)
At the time of retirement/ voluntary retirement/ exit/ removal/dismissal of the officer, if

an officer has put in more than five years of service from the date of reimbursement
for furniture/ fixtures, no recovery shall be made from him and the ownership of Banks
furniture/ fixtures will be transferred to him. However, if an officer is retired/ voluntarily
retired/ removed/ dismissed or allowed to exit from the service within 5 years from the
date of reimbursement for furniture/ fixtures, the book value of the furniture/ fixtures will
be recovered from his terminal dues. In case of death of the official while in service,
the family of the deceased officer will be given the furniture/ fixtures already
purchased by that officer free of cost and the book value of the same will be written
off from Banks book.
Index Page
MERITS OF THE SCHEME: The new scheme will have the following merits:
214
a. The Bank will be absolved of the responsibility of supply, upkeep, storage and
maintenance of furniture/fixtures. Consequently, it will save cost, voluminous
administrative work and wastage of manpower resources.
b. It will release costly storage space.
c. The satisfaction level of the officers will be high because they will purchase the
items of their own choice (to be selected from a standard list of items).
The above new scheme will come into force with immediate effect and all instructions pertaining
to the old schemes in respect of providing furniture, fixtures and curtains and their
repairs/maintenance, insurance etc. shall stand withdrawn.
On receipt of this Circular, the Chief Manager, Office Administration Deptt. H.O./Office Manager
of the Zone/Concerned Official/Branch Manager where the FEF records are held shall advise the
list of items (inventory) supplied to the officers to him alongwith the date of purchase and original
purchase price of each item (Annexure-I), on the basis of which the fresh entitlement will be
calculated.
Index Page
(ANNEXURE OF CIRCULAR NO. PER/110/2006-2007 DATED 28.03.2007)
ANNEXURE-I
DEPTT./OFFICE/BRANCH
(CODE NO.
)
No./
Dated:./ / 2007
To,
Shri/Smt.
State Bank of Bikaner & Jaipur,
P.F. A/C NO.__________

GRADE:
----------
----------------------- - - - - - - - - - - - - - -- - - -- - - - ------- - - -- - - - - - - - - Dear Sir/Madam,

FEF - POSSESION
In terms of Head Office Circular No. Per/ 110 /2006-2007 dated

the details of furniture and fixture items held by you on _________
Sr.No
1.
2.
3
4
5
7
8
9
10
11
Code
No.
Items
Date of
Purchase
28.03.2007, we give hereunder
Quantity
Purchase
Price
Remarks
3 Piece Sofa Set

Air conditioner
Bed Side Table
Carpet
Ceiling Fans
Colour TV
Computer chair
Computer table
Cooking Range
Deevan
215
12
13
14
15
16
17
18
19
20
21
22
23
24
25
26
27
28
29
30
31
32
33
34
35
Sr.No
Code
No.
Desert Cooler
Dining Chairs cushioned
Dining chairs with cane
seat and cane back
Dinning table
Dressing table with stool
Emergency light
Exhaust Fan
Fire Extinguisher "Cease
Fire"
Garden Chairs
Geyser (Electric/LPG)
Inverter
Ironing table with iron
Meat Safe
Mixer grinder
Nivar Coat
Oven Toaster Grill
Padestrial Fan
Peg Table
Refrigerator
Room Heater
Show Case
Single Bed
Single Decker Centre
Table
Sofa cum Bed
Items
Date of
Purchase
Quantity
Purchase
Price
Remarks
36
37
Steel Almirah/Cupboard
Steel/Aluminum kitchen
rack
38
T.V. Cabinet
39
Telephone table with
seating arrangement
40
Tube lights
41
TV trolley
42
Vacuum Cleaner
43
Washing Machine
semi/fully Automatic
44
Water Purifier
45
Writing Chair with cane
seat and cane back
46
Writing table
(CIRCULAR NO. PER/ 110 /2006-07 dated March 28, 2007, Per/87/80 dated 01.11.1980, Per/26/81
dated 07.04.1981, Per/30/88 dated 29.02.1988, Per/4/1990-91 dated 18.04.1990, Per/30/2002-2003
dated 24.06.2002, Per/62/2005-2006 dated 02.12.2005 )
FURNITURE & FIXTURE - NEW SCHEME- CLARIFICATIONS::
Please refer to Circular No. Per/110/2006-2007 dated 28.03.2007 wherein details of the new
scheme for provision of furniture/fixtures provided at the residential accommodation of officers in
SMGS-V and below were advised. In this connection, the Corporate Center, State Bank of India
has received several suggestions, references, queries and doubts from various sources.
Accordingly, in terms of clarification advised by the Corporate Center, State Bank of India and
216
approved by the Competent Authority it has been decided to implement the following guidelines
with immediate effect in our Bank.
(i) The following procedure and authority structure for sanction of advance and passing of entries
in regard to purchases of furniture/fixtures be followed:
Index Page
For officers posted in:
(a)
BRANCHES: The advance may be sanctioned by the Branch Manager. On receipt of
bills/vouchers the entry will be reversed and furniture and fixtures A/c /Charges A/c (as the case
may be for various items as per the existing instructions) will be debited by the Branch Manager.
Records of all the purchases will be maintained in the respective branches. In case of the Branch
Manager himself, the advance and debit to Furniture & Fixtures A/c / Charges a/c will be made
with the prior approval of the Controlling Authority.
(b)
ZONAL OFFICE/SPINNED-OFF REGIONAL OFFICES.: The advance may be sanctioned by
the DGM on recommendation of the Manager, Office Administration of Zonal Office/ AGM on
recommendation of the Chief Manager (General Banking) of the Regional Office having
headquarter outside. The entry will be reversed on receipt of the bills by Office Manager of the
Zone/Region. Records of all the purchases will be maintained in the Z.O./Regional Office.
(c)
HEAD OFFICE & ITS ESTABLISHMENTS: The advance may be sanctioned by CM (OAD) on
the recommendation of Departmental Head and the entry of Suspense A/c will be reversed by
OAD on receipt of bills/vouchers in regard to purchases of items. Records of all purchases made
by individual officers will be maintained by Office Administration Department, H.O. as hitherto.
Records/Bills/Vouchers of all purchases made will be maintained individual officer-wise by the
branch/respective office.
(ii)
Writing off:
The following authority structure for writing off the book value of the furniture/fixtures for the
serving officers and retirees/exit optees may be followed in respect of the items to be written off
from the book value of the items as per the New Scheme:
For officers posted in:
Branch / ZO : Zonal Heads
H.O. :
The above powers regarding supply/writing off of FEF items are vested only for furniture and
fixture items provided at the residence of officers.
A doubt has arisen whether the date
(iii)
THE RECKONING DATE FOR FURNITURE/FIXTURES:
of supply of furniture/fixtures at the officers residence or the date of original purchase is to be
reckoned for calculating the holding period of furniture/fixtures. In this connection, it is clarified
that the date of purchase of the item of furniture/fixtures should be the base for calculating the
number of years while transferring the ownership to the concerned officer/retirees.
Index Page
In terms of Circular No.
(iv)
PAYMENT OF THE LUMPSUM AMOUNT FOR REPAIRS ETC:
Per/110/2006-2007 dated 28.03.2007, the lumpsum amount for reimbursement of expenses on
account of repairs, annual maintenance charges etc., will be payable to the officer on
certificate basis every year in July. It has now been decided that those officers who avail the
facility of the new scheme on or before the 30th September 2007, as also those officers who are
already in possession of furniture/fixtures supplied by the Bank, shall be given the lumpsum
amount as per the eligibility in January 2008 and those officers who will avail the facility for the first
time from October 2007 onwards shall be paid the lumpsum amount in January 2009. Thereafter,
the next lumpsum amount shall be payable every year in January provided that where the
217
reimbursement for furniture/fixtures is made for the first time to an officer in any year, the first
payment of the lumpsum amount will be made in the month of January that falls at least 9 (nine)
months after the date of purchase of furniture/fixtures.
(v)
TAXES: In terms of Circular No. Per/110/2006-2007 dated 28.03.2007 the revised ceilings for
purchase of furniture/fixtures for various grades of officers have been made inclusive of taxes. It is
now clarified that such revised ceilings (viz., Rs. 1,75,000/-, Rs. 1,10,000/-, Rs. 1,00,000/- & Rs.
90,000/- etc.) shall be exclusive of taxes.
(vi)
COMMON LIST OF ITEMS:
In terms of Circular No. Per/110/2006-2007 dated 28.03.2007,
standard lists of items for purchase of furniture/fixtures were furnished for different grades of
officers. It was stated that as an officer has to purchase within the ceiling specified, wider choice
may be given to him. Therefore, it has now been decided to have a common standard list of
items for purchase of furniture/fixtures for all grades of officers in SMGS-V or below. However,
some additional items have been mentioned separately only for the officers in Scale-V. The list is
exhaustive and an officer has to purchase within the ceiling stipulated for his grade/scale. The list
is enclosed as Annexure to this circular.
(vii)
INSURANCE: In terms of Circular No. Per/110/2006-2007 dated 28.03.2007 an officer is
required to insure the items of furniture/fixture in his possession at his own cost. It has now been
decided to do away with this requirement and the existing arrangement of insurance cost to be
borne by the Bank shall continue. The officer will not be required to insure the items at his own
cost. However, in case of transfer/shifting of furniture/fixtures, the officers will have to bear the
cost of transit insurance.
The new scheme applies to all the confirmed officers,
(viii)
OFFICERS ON PROBATION:
including officers in specialist category in JMGS-I to SMGS-V who are governed by the SBBJOSR,
1979. However, it was pointed out that officers on probation were earlier supplied with fixtures at
leased house accommodation. Accordingly, it has been decided that such officers on probation
may be given upto Rs. 20,000/- towards fixtures and after confirmation, they will be entitled for the
balance amount (i.e. eligibility minus Rs. 20,000/-) as per their eligibility under the scheme.
However, if an officer resigns/or his services are terminated before confirmation of service, the
entire purchase cost of fixtures given to him will be recovered from him.
In terms of our above mentioned Circular No. Per/110/2006-2007
(ix)
RETIRING OFFICERS:
dated 28.03.2007 all the retiring officers after the issuance of circular are to be governed by the
new scheme. It was pointed out that some retiring officers may face hardship on this count
because they were not mentally prepared for this. Therefore, it has been decided that any officer
retiring on or before the 31st March 2008 will have an option to either join the new scheme or
to continue with the old scheme. If he joins the new scheme, he shall have to purchase all the
items supplied to him at the book value including the old ones if the items are less than 5 years old
(from the date of purchase) as is envisaged in the new scheme. If the officer does not opt for the
new scheme, his old entitlement shall continue and the previous instructions for purchase or return
of furniture/fixtures shall apply to him. The concerned officers should submit their option on or
before the 30th June, 2007 for this purpose. If they fail to opt within the stipulated time, it will be
deemed that they have opted for the new scheme.
It has been decided that the value of existing
(x)
CURTAINS, MATTRESSES AND CARPETS:
curtains and netlons that are more than 3 years old, existing mattresses which are more than 3
years old and existing carpets which are more than 6 years old may be treated as Nil. However,
these instructions are meant only for the existing curtains/carpets/mattresses supplied under the
old scheme and not for the curtains/carpets/mattresses supplied/to be supplied under the new
scheme.
218
REPLACEMENT OF CURTAINS AND INVERTER BATTERIES AFTER THREE YEARS WITHIN PRESCRIBED
CEILINGS:
Based on the discussions held in the Bi-partite meeting with the representatives of ABOA on
29.08.2008 at Udaipur, it has been decided to implement the following items in our bank with
immediate effect: As per the extant instructions, in terms of Circular No. PER/110/2006-07 dated 28.03.2007, the
officers are allowed to purchase curtains and inverter batterieswithin the overall ceiling
prescribed as per their eligibilities, which can be
replaced after 10 years from the date of its purchase. Now, it has been decided to permit
replacement of curtains and inverter batteries after three years from the date of purchase within
the overall ceiling, as per their eligibilities, for furniture and fixtures. All other terms and conditions
of the existing scheme will remain unchanged.
Circular No. PER/89/08-09 DATED 07 March 2009
Please refer to Head Office Circular No. PER/89/2008-09 dated 07.03.2010 vide which
the overall ceilings of FEF to officers up to SMGS-V under New Scheme were advised. Since, no
ceiling on the cost of battery for inverter was fixed under the New FEF Scheme, it has been
decided to fix a sub-ceiling of Rs. 9000/- on the cost of inverter battery for all officers up to SMGSV. Accordingly, the battery will be allowed to be replaced after every three years up to Rs. 9000/within the overall scale-wise ceiling prescribed for furniture & fixture under the New FEF Scheme. In
other words, officers up to Scale - V will be allowed to purchase inverter battery after 3 years, not
exceeding Rs. 9000/-, from the date of purchase within the sub-ceiling and overall ceilings
prescribed under the New FEF Scheme.
(Per/77/2010-2011 dated 19.10.2010)
(xi) TRANSFER OF OWNERSHIP: A doubt has been raised in regard to items of furniture/fixtures
which are more than 10 years old and the matter regarding transfer of ownership in the name of
the officer. In this regard our above mentioned Circular No. Per/110/2006-2007 dated 28.03.2007
clearly mentions that officers who are holding the furniture/fixtures, which are more than 10 years
old, will be vested with the transfer of ownership of such furniture/fixtures. The original cost of such
items shall be reduced from the aggregate cost of the furniture, which they are holding while
working out their fresh entitlement.
(xii)
RETIREMENT/EXIT OPTION ETC. A doubt has been raised in regard to items of
furniture/fixtures supplied to the retiree/exit optees etc. It is clarified that where the date of
purchase of furniture/fixtures is less than 5 years on the date of retirement, the book value is to be
recovered from the terminal dues under the new scheme. If the date of purchase is more than 5
years for such items on the date of retirement/exit etc. the items will be given to the officer free of
cost and the book value of the same will be written off from the Bank's book under the new
scheme. The book value will be written off by debiting the Charges A/c.
In terms of our above mentioned
(xiii) NUMBER OF REQUESTS FOR PURCHASE OF ITEMS:
Circular No. Per/110/2006-2007 dated 28.03.2007 as the cycle of 10 years for furniture/fixtures is to
be maintained, the officer is eligible to claim his fresh entitlement as and when the tenure of 10
years of the furniture/fixtures items is completed. As only accounting entry is to be passed, it will
not cause extra burden to the operating functionaries. The officer concerned, who opts for
purchase of items, if he so desires, may keep Xerox copies of purchase vouchers with them for
ready reference. However, as per the new scheme, the stipulation of purchase of items for a
maximum of 3 times in the entire service career will continue to apply.
219
Index Page
No item of furniture/fixtures is to be supplied from the
(xiv)
SUPPLY FROM GODOWN:
godown. The existing furniture/fixtures lying in Bank's godown should be auctioned at the book
value or the estimated market value whichever is higher as the floor price. The amount received
on sale/auction will be credited to Bank's furniture and fixtures account or charges account as
the case may be. Usual precautions for the sale of such old items will have to be taken by the
concerned functionaries.
(xv)
REIMBURSEMENT FOR PURCHASES MADE FROM OWN RESOURCES:
Normally an officer should purchase the items after taking advance from the Bank. At the time of
sanctioning the advance, the eligibility of officers will be subjected to scrutiny and thereby the
transaction will be as per the norms. However, in exceptional cases where an officer has
purchased some items from his own resources after issuance of the Circular No. Per/110/20062007 dated 28.03.2007 from a centre stipulated in that Circular and it is found that the
purchase(s), and eligibility etc. are in order, such reimbursement may be permitted on a case to
case basis by the Controlling Authority/General Manager (Operations) for H.O. and its
establishments.
Like other officers, they will also be required to keep the furniture/fixtures.
(xvi)
IBTO/IBO:
During the period they remain posted abroad, this scheme shall not be applicable to them.
However, if some items of furniture/fixtures get more than 10 years old during their posting abroad,
they shall be entitled to purchase new items in lieu thereof after they are repatriated and posted
in India.
(xvii) VERIFICATION OF ITEMS WHEN LEASED HOUSE IS PROVIDED AT A DIFFERENT CENTRE:
In cases where an officer has been provided with a leased house accommodation at a centre
other than his place of posting and he purchases the item after taking advance from his
branch/office of posting, he will be required to purchase items from the centre of his leased
accommodation as mentioned in the new scheme and submit bills/vouchers as usual to reverse
the Suspense A/c entry. An officer of the branch nearest to the residential accommodation
provided to the officer should be entrusted by the controllers to verify the items and submit his
report.
COMMON LIST OF ITEMS OF FURNITURE AT RESIDENTIAL ACCOMMODATION OF OFFICERS FROM
SCALE I TO SCALE V
Sr. No.
Items
1.
2.
3.
4.
5.
6.
7.
8.
9.
10.
11.
12.
13.
14.
15.
16.
17.
18.
3 piece sofa set

Centre table
Show case
Single bed/double bed(with/without mattresses)
Dining table
Dining chairs
Writing table
Writing chair
Dressing table with/without stool
Ironing table
Iron
Inverter
Computer table
Computer chair
Steel/Aluminium kitchen rack
Water purifier
Washing machine
Refrigerator
220
No. of items not to

exceed
1
1
1
4/2
1
6
1
1
1
1
1
1
1
1
1
1
1
1
19.
20.
21.
22.
23.
24.
25.
26.
27.
28.
29.
30.
31.
32.
33.
34.
35.
Mixer grinder
Vacuum cleaner
Colour TV
TV trolley
Set Top Box (Conditional Access System/DTH) wherever
applicable
OTG/Microwave oven
Air conditioner
DVD/VCD/MP3/Home theatre
Meat safe
Peg table
Bed side table
Sofa cum bed
Telephone table with/without seating arrangement
Garden chairs
Carpet
Shoe rack
Room heater
ADDITIONAL ITEMS FOR OFFICERS IN SCALE V

1
Cooking range
2
Dish washer
3
Wardrobe(Wooden)
4
Wall unit
5
Kitchen chimney hub (metallic)
6
Food processor
Items of fixture:
Air cooler (1)
1
1
1
1
1
1
1
1
1
2
2
1
1
4
1
1
1
1
1
1
1
1
1
Ceiling fan (4), Tube light (6), Chandelier (1), Geyser (1), Steel Almirah (2),
Curtain worth Rs 10,000/- or less may also be purchased within the ceiling.
The above lists are exhaustive. However, reimbursement of furniture/fixture will be made upto the
ceiling as follows:
JMGS I :
MMGS II& III
SMGS IV
SMGS V
Rs
:
:
:
90,000/Rs 1,00,000/Rs 1,10,000/Rs 1,75,000/-
(CIRCULAR NO. PER/ 13 /2007-2008
DATED : May 17, 2007)
OFFICERS IN SCALE-V AND BELOW: EXISTING INSTRUCTIONS

REVISED INSTRUCTIONS
At present officers in all scales are provided with furniture and fixtures as
per prescribed scale wise lists.
A. It is decided that an officer may purchase an item without restriction on quantity from the list of
prescribed items applicable as per his scale within his overall entitlement.
B. It is decided to include the following electronic items in the prescribed list of furniture and
fixtures:
221
a. LCD TV any size

b. AC any size
c. Laptop/Note book
d. Fully Automatic Washing Machines
e. Refrigerator any size
f. RO Systems
C. It is decided include the under noted fitness items in the prescribed list of furniture and fixtures:
a. Morning Walker
b. Foot Massager
The above items and changes shall be within the overall entitlement of the officer. However the
officer will have to utilize 50% of overall entitlement on furniture items.
THE ABOVE CHANGES WOULD ALSO BE APPLICABLE TO OFFICERS IN SCALE TEGS-VI AND ABOVE
At present the prescribed life span of furniture and fixtures is as follows:
1. Furniture & Fixture: 10 years
2. Curtains & InverterBattery: 3 years
1. The 10 years life span fixed for furniture and fixtures does not require change and shall continue
as hitherto.
2. The life span of electronic consumer items has been fixed as 5 years.
The life span of mattresses has been fixed as 3 years. 3. The life span of curtains and inverter
battery shall continue to be 3 years as hitherto.
4. The life span of all the items shall be reckoned from the date of purchase
(PER/35/2010-2011 DATED 24.06.2010)
REPLACEMENT OF CURTAINS AND INVERTER BATTERIES
AFTER THREE YEARS WITHIN PRESCRIBED CEILINGS:
immediate effect: As per the extant instructions, in terms of Circular No. PER/110/2006-07 dated 28.03.2007, the
officers are allowed to purchase curtains and inverter batterieswithin the overall ceiling
prescribed as per their eligibilities, which can be
replaced after 10 years from the date of its purchase. Now, it has been decided to permit
the overall ceiling, as per their eligibilities, for furniture and fixtures. All other terms and conditions
of the existing scheme will remain unchanged.
Index Page
222
OLD FEF SCHEME IS ONLY FOR REFERENCE PURPOSE AS AFTER INTROCUTION OF NEW SCHEME OLD
SCHEME FOR OFFICERS UPTO SMGS-V GRADE STANDS WITHDRAWAN (UNDERNOTED PARA NO. 1 TO
17)
1. ELIGIBILITY:
Officers in JMGS-I, who have put in a minimum of 5 years of service including specialist cadre
officers/officers in MMGS-II & above (including specialist cadre officers) and all Branch
Managers/Managers of Divisions including the incumbents in the post of Field
Officer,
Accountant, Dy. Manager, incumbents who have already worked as Branch Manager, SubManagers, and Managers of Division in permanent vacancies and who are provided with Banks
own/leased accommodation. etc., in the JMGS-I and all officers in the Middle Management
Grade Scale II and above, who have been provided with Banks own, leased accommodation
or living in their own flats/houses acquired/constructed with Banks finance under Individual
Housing Loan Scheme and officers who are residing in their ancestral houses or house built
without availing Banks finance are eligible for the above facility.
Incumbents in the post of FO who have already worked as such will continue to be eligible for the
facility of furniture by virtue of their seniority even after they cease to work in such position and
are posted as ordinary officer at the Branch or in administrative office.
(CIRCULAR NO. PER/ 30/88 DATED 29.2.88, PER/4/90-91 DATED 18.4.90 AND PER/81/95-96 DATED
18.12.95, Per/42/97-98 dated 29.9.97 AND PER/115/2001-2002 DATED 21.3.2002)
Officers residing in the house owned by their spouses and/or other family members are not
eligible for supply of FEF articles.
Index Page
2. ENTITLEMENT:
SCALE
JMGS-I
MMGS-II & III
SMGS-IV
SMGS-V
SMGS-VI & VII
TEGSS-I
METRO CENTER OTHER CENTER

CURTAINS *
Rs. 47,500/Rs. 37,500/Rs. 5,500/- + Stitching Charges
Rs. 1,33,000/-(inclusive of curtains & stitching charges)
Rs. 2,39,000/-( inclusive of curtains & stitching charges)
Rs. 4,00,000/-( inclusive of curtains & stitching charges)
Note:
While each list comprises a number of items, an officer may not get all the items in a given list
because of the monetary ceiling. An officer is permitted to choose the items of furniture
required by him from within the list and the overall monetary ceilings applicable to his
grade/scale.
Further, inasmuch as the ceilings have been revised to neutralise inflation, new items will not
be provided if the existing ceilings(pre-revised ) has already been exhausted even if there is a
request for replacement of some of the existing items already provided with new items now
included.
The following officers are eligible for supply of furniture at their residences:-
i)
Officers in MMGS -II and above ( including specialist cadre officers).
223
ii)
Officer in JMGS-I who are working as or have worked as Branch Manager/Manager of

Division/ Field Officers/ Accountant or equivalent post in permanent vacancy; and
iii) Officers in JMGS-I who have put in a minimum of 5 years of service ( including
specialist cadre officers)
The following may be regarded as the minimum wooden furniture to be supplied to officers in
JMGS-I to SMGS-V before they can avail consumer durable:
Two beds with mattresses + a 3 piece sofa set or Dining set.( This requirement has since waived
in respect of those officers who become eligible for furniture henceforth it will not be
necessary for them to avail the minimum wooden furniture before any consumer durables, out
the list of items for which they are eligible, are supplied. However, officers who have already
been provided furniture in accordance with the existing provisions will not be permitted to
surrender any item of furniture). (E.C. Memo dated 28.8.2002)
Over a period, a large number of consumer durables are accumulated in the godown as
some officer insist that they be provided new items. In this context, it has been advised also
that new item should be purchased only if the old item in stock is irreparable. Therefore,
purchase of new items will not be allowed till items out of the existing stock in godowns can
be supplied after repairs. In exceptional cases, purchase of a new item, though the items is
stock in the godown, will be permitted with the approval of the Managing Director.
224
Index Page
3. LIST OF FURNITURE ITEMS AT RESIDENTIAL ACCOMMODATION OF OFFICERS JUNIOR MANAGEMENT
GRADE SCALE-I
No. of items not to exceed
1
1.
3 piece sofa set
2.
Single Decker center table (3-0 x 16)
3.
Show case 5-0x1-6 x 1-9 ( height)
4.
Single bed 6-6 x 3-0 x 1-9(with cotton mattresses)
5.
Dining table 5-0x3-0 x 2-6
6.
Dining chairs with cane seat and cane back
7.
Writing table 3-0x2-0 x 2-6 (height)
8.
Writing chair with cane seat and cane back
9.
Dressing table 2-6 x 1 -3 x 1-4 (height) with stool
10.
11.
T.V. Trolley
12.
Computer table
13.
Computer Chair
14.
15.
Water purifier
16.
Washing Machine (Semi-automatic)
17.
Refrigerator- Upto 165/175 litres
- single door( non frost free model)

18.
Mixer grinder
19.
Vaccum Cleaner
20.
Colour T.V. 21
21.
Inverter
Index Page
4. LIST OF ITEMS OF FURNITURE AT RESIDENTIAL ACCOMMODATION OF OFFICERS MIDDLE
MANAGEMENT GRADE SCALES II AND III
1.
3 piece sofa set
2.
3.
4.
Single bed 6-6 x 3-0 x 1-9(with cotton mattresses)
5.
Dining table 5-0x3-0 x 2-6
225
6.
Dining chairs with cane seat and cane back
7.
8.
Writing chair with cane seat and cane back
9.
Dressing table 2-6 x 1 3 x 1-4 (height) with stool
10.
11.
T.V. Trolley
12.
Computer table
13.
Computer Chair
14.
15.
Water purifier
16.
Washing Machine (Semi-automatic)
17.
Refrigerator -Upto 165/175 litres
- single door
- non frost free model
18.
Mixer grinder
19.
Vaccum Cleaner
20.
Colour T.V. 21
21.
Inverter
Index Page
5. LIST OF ITEMS OF FURNITURE PROVIDED FOR OFFICES IN SENIOR MANAGEMENT GRADE SCALES IV
1.
3 piece sofa set
1
2.
3.
4.
Single bed 6-6 x 3-0 x 1-9(with coir mattresses)
5.
Dining table
6.
Dining chairs cushioned
7.
8.
Writing chair
9.
10.
Meat safe (3-0 x 1-6 x 1 -6)
11.
Bed side table
12.
Sofa cum bed
13.
Telephone table with seating arrangement
14.
15.
T.V. Trolley
226
16.
Computer table
17.
Computer Chair
18.
19.
Water purifier
20.
Washing Machine (Fully-automatic)
21.
Refrigerator-Upto 250 litres
22.
Mixer grinder
23.
Garden Chair
24.
Airconditioner upto 1 ton
25.
Oven Toaster Grill
26.
27.
28.
29.
Vacuum cleaner
Carpet 6x9
Colour T.V. 21
Inverter
1
1
1
1
Index Page
6. LIST OF ITEMS OF FURNITURE PROVIDED FOR OFFICES IN SENIOR MANAGEMENT GRADE SCALES -V
1.
2.
3.
4.
5.
6.
7.
8.
9.
10.
11.
12.
13.
14.
15.
16.
17.
18.
19.
20.
21.
22.
23.
24.
25.
26.
27.
28.
29.
30.
31.
32.
3 piece sofa set

Single bed 6-6 x 3-0 x 1-9(with coir mattresses)
Dining table
Dining chairs cushioned
Writing chair
Meat safe (3-0 x 1-6 x 1 -6)
Bed side table
Sofa cum bed
T.V. Cabinet
Computer table
Computer Chair
Water purifier
Washing Machine (Fully-automatic)
Refrigerator-Upto 250 litres
Mixer grinder
Garden Chair
Airconditioner upto 1 ton
Oven Toaster Grill
Vacuum cleaner
Carpet 6x9
Peg Table (1-3 x 1-0 x 1-3)
Cooking range
Colour T.V. 21
Inverter
Curtains, mosquito curtains and/or netlon screens+stiching
227
1
1
1
4
1
6
1
1
1
1
2
1
1
1
1
1
1
1
1
1
1
1
4
1
1
1
1
2
1
1
1
Charges
(CIRCULAR NO. PER/4/90-91 DATED 18.4.90 PER/18/96-97 DATED 17.5.96 PER/27/96-97 DATED 8.7.96
, PER/2/99-2000 DATED 8.4.99 AND PER/42/97-98 DATED 29.9.97 AND PER/30/2002-2003 DATED
24.6.2002, PER/8/2005-06 DATED 19.5.2005)
Index Page
228
STAFF SUPERVISING - REVISION IN CEILINGS FOR FURNITURE: OFFICERS IN SCALE TEGS-VI & ABOVE::
Presently, Bank is providing essential furniture to the officers in TEGS & TEGSS within the monetary
ceiling fixed on the cost of the furniture, which is revised from time to time. Considering the price
rise that has taken place over the last few years, the matter has been reviewed by the Bank us in
consultation with Corporate Center, State Bank of India and it has now been decided to raise the
cost ceiling for furniture to be provided to officers in TEGS & TEGSS. The revised scale-wise
monetary ceilings are as under: SCALE
TEGSS-II
TEGSS-I
TEGS-VI & VII
NEW CEILINGS*
Rs.6.00 lac
Rs.5.00 lac
Rs.4.00 lac
*These ceilings are exclusive of taxes.

2. With the enhancement in monetary ceilings on the cost of furniture, some new items have also
been included in the list of items to be supplied. The revised lists of items of furniture, which may
be supplied to officers in TEGS VI & above are given in Annexures A, B & C. An officer may
choose the items of furniture required by him from the items mentioned in the list within the overall
monetary ceiling applicable to his grade/scale. The periodicity norms for replacement/cleaning
of some of the items have also been changed as mentioned in Annexures A, B & C. The
periodicity norms for the other items shall remain unchanged.
3. It has also been decided to transfer the ownership of the Bank's furniture/fixtures supplied to an
officer at the time of his retirement/ voluntary retirement/ exit/ removal/dismissed without making
any recovery from him if the date of purchase of the items of furniture/ fixtures to be given to him
precedes the date of his leaving the Bank by more than five years. However, if the date of
purchase of furniture & fixtures is less than 5 years as on the date of his retirement, etc. and he
wishes to purchase some items, the book value of the furniture/ fixtures to be purchased by him
will be recovered from him. In case of death of the official while in service, the family of the
deceased officer will be given the furniture/fixtures free of cost and the book value of the same
will be written off from Bank's book. The authority structure for writing off the book value of the
furniture/fixtures shall remain the same as mentioned in our Circular No. PER/13/2007-2008 dated
17.05.2007.
4. As per the provisions of the new scheme for supply of furniture and fixtures for officers in SMGS
V, if an officer is promoted to TEGS-VI, he/she will have to carry the furniture & fixtures provided to
him in the scale of SMGS-V and his/her entitlement for additional supply of furniture/fixtures (in the
scale of TEGS-VI) will be reduced by the book value of the furniture/fixtures already provided to
him. The matter has been re-examined and it has been decided that on promotion to TEGS VI,
the officers may be given an option to either carry or surrender all the furniture & fixtures provided
to them when they were in the lower scale. If an officer proposes to carry the entire set of furniture
and fixtures supplied to him prior to their promotion to TEGS-VI, the procedure laid down in
Circular No. PER/110/2006-2007 dated 28.03.2007 shall be followed and the items being carried by
him shall not be provided to him in higher scales till those items do not become more than 10
years old. However, no annual lumpsum amount will be paid to such officers for
repairs/maintenance of furniture & fixtures carried by them as the same will be repaired/
maintained by the Bank for the full set of furniture & fixtures.
5. The above revised instructions will come into force with immediate effect 28.7.2007.
OFFICERS SCALE TEGS-VI AND VII PROVISION OF FURNITURE & FIXTURE MODIFICATION TO THE EXISTING SCHEME : :
229
We refer to Head Office Circular No. PER/110/2006-07 dated 28.03.2007, PER/13/2007-08 dated
17.05.2007, PER/34/2008-09 dated 11.08.2008, PER/36/2007-08 dated 28.07.2007, PER/89/2008-09
dated 07.03.2009 & PER/24/2010-11 dated 25.05.2010 vide which the detailed scheme of the
revision in ceilings for furniture & fixtures to be provided at the residential accommodation of
officers in scale TEGS-VI & above and the new scheme for provision of furniture and fixture to the
officers in scale I to V and modifications in this scheme were advised. Now, We have, in
consultation with State Bank of India, Corporate Centre, Mumbai, reviewed the above scheme
and advise amendments in the existing scheme as per Annexure A enclosed with Per/35/201011 dt. 24.6.2010, the terms are :
1. The officers of Scale VI & above may be permitted to carry furniture & fixtures on transfer upto
Rs.3.00 lac. It will be necessary for the officers in scale VI and VII to carry the furniture and fixtures
purchased at the specific requirement / request of the officer up to a total cost of Rs 3.00 lac on
transfer to their next place of posting.
2. If any officer in scale TEGS-VI & above proposes to purchase items of furniture and fixture, which
is not in the prescribed list, the same may be permitted by the competent authority, provided the
item is in the nature of furniture and fixture. In such case, the officer will necessarily have to carry
the item on transfer/retirement. This would be also applicable in cases where additional number
of same item is purchased by the officer.
3. The competent authority in this regard shall be as below:
GM (Operations) - In respect of officers posted in Zones.
Respective GM (- In respect of officers posted in Head Office and its establishments in Jaipur as
well as outside Jaipur.
(PER/35/2010-2011 DATED 24.06.2010)
Index Page
ANNEXURE- A
LIST OF FURNITURE FOR OFFICERS IN TOP EXECUTIVE GRADE SCALE VI & VII
Sr.No.
Items
1.
2.
3.
4.
5.
6.
7.
8.
9.
10.
11.
12.
13.
14.
Sofa set (3 piece) with Soft Cushions (as per requirement)

Centre Table
Peg Table
Sofa cum Bed with 2 Sofa Chairs and 2 Bolsters
Folding Partition between living/dining room (wooden)
Carpet (centre piece)
Wall Unit (H 7' - L 6')
Show case
Corner Piece/Show Case (wooden/wrought iron/brass)
Rocking Chair (wooden)
Dining Table + 6 Chairs
T.V. Cabinet
Single Bed/Double Bed with Box/ without box (with/ without
mattresses and Pillows)
Folding Cot (Plywood top)
Coat Stand
Bed side Table
15.
16.
17.
230
Max. no. of
items not to
exceed
1 Set
1
2
1 set
1
2
1
1
1
2
1 set
1
1
4/2
2
1
4
18.
19.
20.
21.
22.
23.
24.
25.
26.
27.
28.
29.
30.
31.
32.
33.
34.
35.
36.
37.
38.
39.
40.
41.
42.
43.
44.
45.
46.
47.
48.
49.
50.
51.
52.
53.
54.
55.
56.
57.
58.
59.
60.
61.
Wardrobe (wooden)
Towel Stand
Garden Chairs (4) + Table + Soft Cushions
Nest of Tables (wooden)
Divan with head rest + Bolster
Divan + Mattress (for servant)
Linen Box
Side Table
Book Case
Writing Table + Chair
Computer Table
Computer Chair
Secretary Unit (wooden)
Side Board
Stool
Shoe Rack
Tea Trolley
Kitchen Rack/ Cabinet
Meat Safe
Ironing table with Iron (steam cordless/with cord)
Colour TV (LCD 26")
DVD (with recording facility of video to DVD + R/+RW,
capable of playing JPEG format)
Home Theatre (5.1 channels or more)
Music System (5000 W PMPO or more)
Washing Machine (Fully Automatic - Top Loading - 7 KG
load or more) with Trolley and Rat Mesh
Refrigerator (550 Ltrs. approx.)
Air Conditioner - Window/ Split 1.5 Tonne
Massage Chair
Foot Massager
Treadmill (Manual/Electronic)
Pedestal Fan
Microwave Oven (30 Ltrs or larger - with convection, grill,
multi stage cooking, auto defrost, child safety lock, variable
cooking power levels)
Food Processor/Wet Grinder
Cooking Range (with rotisserie, separate oven and grill
compartments, 4 gas burners with automatic ignition
system, timer, safety switch etc.)
Vacuum Cleaner
Water Purifier (with reverse osmosis technology)
Dish Washer
Kitchen Chimney Hub - Metallic (with Charcoal and Grease
Filter)
Electric Gadgets like Table Lamp, Toaster, Oven, Room
Heater, Blower, Electronic Clock, Coffee/ Tea Maker, Rice
Cooker etc.
Special Decorative - Light Fittings/Bed Lamps/ Standing
Lamps
Inverter
Curtains, Netlon Screens & Mosquito Curtains + Stitching
Charges
Plants + Containers
231
2
2
2 sets
1 set
1 set
1 set
1 set
1
6
1
2 sets
1
1
1
2
2
1
1
1
1
1 set
1
1
1
1
1
1
2
1
1
1
2
1
1 each
1
1
1
1
1
As per
requirement
As per
requirement
2
As per
requirement
6
Overall monetary ceiling - Rs. 4,00,000/Index Page

IMPORTANT:
The above list is exhaustive. An officer may choose the items of furniture from the list within
the overall monetary ceiling fixed for his grade.
All the items, including wooden furniture, should be of reputed brand. Where, in case of
small items, it may not be possible to get a branded item, purchase should be made of
items of good quality from reputed dealers/suppliers.
The cost of curtains shall be within the ceiling fixed for furniture.
In addition, the other standard items of fixtures shall continued to be provided as hitherto.
Periodicity norms:
S.No.
1.
Item
Replacement of curtains
2.
Replacement of Pillows & Bolsters
3.
Replacement of upholstery for sofa set,

sofa-cum-bed, dining/writing chairs, soft
cushion etc. (including replacement of
foam)
Dry cleaning of curtains
Dry cleaning of upholstery & cleaning of
carpet
4.
5.
Periodicity
Change of
occupancy/ 3 years
Change of
occupancy/ 3 years
Change of
occupancy/ 2 years
6 months
3 months
ANNEXURE B
LIST OF FURNITURE FOR OFFICERS IN TOP EXECUTIVE GRADE SPECIAL SCALE I

Sr.No.
Items
1.
2.
3.
4.
5.
6.
7.
8.
9.
10.
11.
12.
13.
14.

Centre Table
Peg Table
Carpet (centre piece) for living room & bedroom
Show Case
T.V. Cabinet
Coat Stand
Bed side Table
Wardrobe (wooden)
Towel Stand
15.
16.
17.
18.
19.
232
Max. no. of
items not to
exceed
2 sets
2
4
1 set
1
2+2
2
1
2
2
1 set
1
1
6/3
2
1
6
2
3
20.
21.
22.
23.
24.
25.
26.
27.
28.
29.
30.
31.
32.
33.
34.
35.
36.
37.
38.
39.
40.
41.
42.
43.
44.
45.
46.
47.
48.
49.
50.
51.
52.
53.
54.
55.
56.
57.
58.
59.
60.
61.
62.
63.

Linen Box
Side Table
Book Case
Computer Table
Computer Chair
Side Board
Stool
Shoe Rack
Tea Trolley
Kitchen Sideboard Service Cabinet
Meat Safe
Ironing table with iron (steam cordless/with cord)
Colour TV (LCD 32")
Refrigerator (600 Ltrs. to 650 Ltrs)
Water Cooler
Air Conditioner - Window/ Split 1.5 Tonne
Massage Chair
Foot Massager
Pedestal Fan
Vacuum Cleaner
Dish Washer
Filter)
Cooker etc.
Lamps
Inverter
Charges
Plants + Containers
233
3 sets
1 set
1 set
1 set
1 set
1
6
1
2 sets
1
1
1
2
2
1
1
1
1
1
1 set
1
1
1
1
1
1
1
3
1
1
1
2
1
1 each
1
1
1
1
1
As per
requirement
As per
requirement
2
As per
requirement
8

IMPORTANT:
Periodicity norms:
S.No.
1.
Item
2.
3.

foam)
carpet
4.
5.
Periodicity
Change of
occupancy/ 3 years
Change of
occupancy/ 3 years
Change of
occupancy/ 2 years
6 months
3 months
ANNEXURE C
LIST OF FURNITURE FOR OFFICERS IN TOP EXECUTIVE GRADE SPECIAL SCALE I I

Sr.No.
Items
1.
2.
3.
4.
5.
6.
7.
8.
9.
10.
11.
12.
13.
14.

Centre Table
Peg Table
Carpet (centre piece) for living room & bedroom
Show case
T.V. Cabinet
Coat Stand
Bedside Table
Wardrobe (wooden)
Towel Stand
15.
16.
17.
18.
19.
234
Max. no. of
items not to
exceed
2 sets
2
4
1 set
1
2+2
2
1
2
2
1 set
1
1
6/3
2
1
6
2
3
20.
21.
22.
23.
24.
25.
26.
27.
28.
29.
30.
31.
32.
33.
34.
35.
36.
37.
38.
39.
40.
41.
42.
43.
44.
45.
46.
47.
48.
49.
50.
51.
52.
53.
54.
55.
56.
57.
58.
59.
60.
61.
62.
63.

Linen Box
Side Table
Book Case
Computer Table
Computer Chair
Side Board
Stool
Shoe Rack
Tea Trolley
Kitchen Sideboard Service Cabinet
Meat Safe
Ironing table with iron (steam cordless/with cord)
Colour TV (LCD 32")
Refrigerator (630 Ltrs. or larger)
Water Cooler
Air Conditioner - Window/Split 1.5 Tonne
Massage Chair
Foot Massager
Pedestal Fan
Vacuum Cleaner
Dish Washer
Filter)
Cooker etc.
Lamps
Inverter
Charges
Plants + Containers
235
3 sets
1 set
1 set
1 set
1 set
1
6
1
2 sets
1
1
1
2
2
1
1
1
1
1
1 set
1
1
1
1
1
1
1
3
1
1
1
2
1
1 each
1
1
1
1
1
As per
requirement
As per
requirement
2
As per
requirement
8

IMPORTANT:
Periodicity norms:
S.No.
1.
Item
2.
3.

foam)
carpet
4.
5.
Periodicity
Change of
occupancy/ 3 years
Change of
occupancy/ 3 years
Change of
occupancy/ 2 years
6 months
3 months
(CIRCULAR NO. PER/ 36 /2007-2008 : July 28, 2007, PER/110/2006-2007 dated 28.03.2007 and
PER/13/2007-2008 dated 17.05.2007)
Index Page
9. SUPPLY OF COIR FOAM MATTRESSES AT THE RESIDENCE OF OFFICERS
In terms of the extant instructions officers upto the grade scale MMGS-III are supplied cotton
mattresses. However, such officers may be supplied coir foam mattresses within their entitlement. (
PER/13/2004-05 DATED 15.4.2004)
10. SUPPLY OF CURTAINS :
Curtains will provided to those officers who are eligible for furniture and fixture and who actually
avails of atleast the required minimum of 1/3rd of the items of furniture . Curtains will be replaced
after three years.
Further, having regard to the short life of curtains, the cost of curtains be debited to charges a/c
Misc Exp. And these need not be returned to Bank at the time of their replacement/on transfer of
the officer as is being done in case of supply of Brief Case.
Mosquito curtains and/or netlon screens may be supplied within the ceilings stipulated for supply
of curtains.
(CIRCULAR NO. PER/21/99-2000 PER/72/99-2000 DATED 6.11.99)
236
Index Page
11. DYR CLEANING CHARGES FOR CURTAINS
In terms of the extant instructions eligible officers are supplied curtains/Mosquito curtains and or
netlon screens once in three years. Further, such officers are reimbursed charges paid by them for
cleaning of the curtains once in a year on production of bills. The ceiling for dry-cleaning charges
has been fixed maximum upto Rs. 1250/- once in a financial year on certificate basis .
(PER/13/2004-2005 DATED 15.4.2004)
12.SUPPLY OF EXHAUST FAN AND CEASE FIRE:
One exhaust fan be provided to such officer who are eligible for fans. The exhaust fan so
provided will be in lieu of the fans. Further, it has also been decided that a Cease Fire
extinguisher be provided to the officers outside the limit of furniture/fixtures.
Index Page
13. SUPPLY OF DESERT COOLERSAll officers who are eligible for fixtures at their residence will be eligible for one desert cooler.
However a desert cooler will be supplied at the residence of officers on request in lieu of one steel
almirah. Officers in MMGS-II and above are eligible for supply of two steel almirah at present.
14. SUPPLY OF MATTRESS AT THE RESIDENCE OF OFFICERS
In terms of the extant instructions cotton mattresses/coir mattresses supplied to officers are
changed with the transfer of the officer to whome it was supplied are at an interval of 3 years
whichever is earlier. Such returned mattress are of no use to the Bank, looking to this the cost of
mattresses may be debited to charges account and there is no need to return these mattress
upon transfer/replacement as is being the practice in respect of mosquito nets.
(CIRCULAR NO. PER/05/2003.2004 DATED 16.4.2003)
Index Page
15. LIST OF FIXTURES
The following items of fixtures may be provided to officers who are otherwise eligible for the
same:S.No. ITEMS
JMGS-I
MMGS-II
MMGS-III
SMGS-IV &
SMGS-V
1.
Geyser (Electric or LPG)
1(15/25ltr)
1(15/25ltr)
1(15/25ltr)
1(35 ltr)
2.
Ceiling Fans
3
3
3
As per
requirement
3.
Tube lights $
3
As per req.
As per req.
As per
requirement.
4.
Steel Almirah/Cup board 1
1+1
1+1
1+1
237
5.
6.
Pedestal/Table Fans
Desert Cooler
7.
Water purifier (ultra violet

type) to the extent of
Rs.6000/- of a standard
makes.
Mosquito nets only to
officers who are eligible
for supply of furniture &
fixtures both within the
overall
ceiling
of
Rs.2000/Exhaust fan
8.
9.
10.
Fire Extinguisher
Cease fire
11.
Room Heater (in terms of

circular No. Per/96/20032004)
Emergency Light
Per/08/2005-2006
12.
1
In lieu of
steel
almirah
1
1
In lieu of one
steel almirah
1
1
1
In lieu of
one steel
almirah
1
4
Once in
three years
4
Once in
three years
4
Once in
three years
4
Once in three
years
1
In lieu of
one ceiling
fan
1
Outside the
limit of FEF
articles
1
1
In lieu of one
ceiling fan
1
In lieu of one
ceiling fan
1
Outside the
limit of FEF
articles
1
1
In lieu of
one ceiling
fan
1
Outside the
limit of FEF
articles
1
Rs.1500/-
Rs.1500/-
Rs.1500/-
Rs.1500/-
1
Outside the
limit of FEF
articles
1
$ CFL Tube may be provided within the existing eligibility norms fixed for supply of tube lights
based on a request letter to be furnished by the officer or alternatively for supply of some CFL
Tubes and some Tube lights within the overall eligibility of the officer.
One room heater/Heat Convector costing upto Rs. 1000/- as a part of fixture may be supplied to
officers posted at cold places where average maximum temperature is recorded below 20 C
during winter.
(Circular No. Per/63/2005-2006 dated 2.12 2005 and H.O. Circular No. Per/04/1990-91 dated
18.04.1990, Per/27/1991-92 dated 07.06.1991, Per/103/1996-97 dated 04.02.1997, Per/03/2001-2002
dated 19.04.2001, Per/96/2003-2004 dated 26.03.2004, Per/62/2004-2005 dated 02.12.2004 and
Per/08/2005-2006 dated 19.05.2005 and Personnel admn. deptt. letter P/Pcr/6044 to 6058 dated
18.3.2002)
Where eligible officers who are residing in the houses acquired/constructed with Bank loan
requests for supply of fixture items then the same may be provided only if Furnitures have been
provided to the aforesaid officers.
Index Page
16. BARE MINIMUM FURNITURE TO THOSE WHO ARE OTHERWISE NOT ELIGIBLE FOR FURNITURE:
Some bare minimum furniture items may be provided to those confirmed officers who are
otherwise not eligible, if they are posted at metro centers/Major A class cities and are provided
with Banks own/leased accommodation. The details of the items to be provided, are as under:Quick reference Book on ServiceCconditions of Supervising Staff updated as on 30.11.2013
238
S.No.
NAME OF ITEM
1.
2.
3.
4.
5.
Sofa-cum-bed
Niwar
Dining Table
Dining Chairs
Center Table
QUANTITY
1
2
1
6
1
( overall cost ceiling- 50% of the cost ceiling for eligible officer i.e. Rs. 14,500/- for metro centers
and Rs. 11,225/- for major A class cities)
(PER/27/96-97 DATED 8.7.96)
Note:
1. Curtains will be provided only to those officers, who are eligible for furniture & fixture and who
actually avail of at least the required minimum of 1/3rd of the items of furniture.
Index Page
239
17. SUPPLY OF WATER PURIFIER:

The cost of Water Purifier has increased substantially during past few years. Therefore the matter
was examined by the Bank in consultation with State Bank of India, Corporate Center and it has
now been decided to increase the ceiling for supply of branded water purifier to Rs.6000/including installation charges as fixture items.
(CIRCULAR NO. PER/ 63 /2005-2006 dated December 02, 2005 and CIRCULAR NO. PER/3/200102 DATED 19.4.2001)
18. SUPPLY OF MOSQUITO NETS:
Mosquito nets may be supplied to officers who are eligible for furniture/fixture once in three years
within the overall ceiling of Rs. 2000/- (excluding local taxes) for four mosquito nets.
SUPPLY OF LAPTOP TO THE BRANCH MANAGERS::
As per extant instructions, Laptop is to be provided to the Branch Head of AGM/DGM headed
branches after getting prior approval from General Manager (Operations). Bank has re-examined
the matter in light of Bank's IT Procurement Policy wherein it is stipulated that purchase of
specialized computer equipment like laptops, notebook PCs etc, should be approved in principle
by an appropriate authority not below the rank of Chief General Manager.
3.Therefore, it has now been decided to amend the existing instructions as under: "Presently Laptop is being provided at controlling office level. It has now been decided that the
Laptop may also be provided to the Branch Head of AGM/DGM headed branches selectively on
business consideration and actual need after getting prior approval from the Authority not below
the rank of Chief General Manager."
The executives are required to carry important data/information for discussions in different
meetings/seminars at different places/branches. While recommending for supply of laptop, it
should be ensured that Laptop is given only on selectively basis and should be used extensively
for office work.
(Circular No. PER/ 37 /2007-2008 July 28, 2007 and Per/104/2006-07 dated 15.3.2007)
STAFF SUPERVISING: PROVISION OF LAPTOP FOR OFFICERS IN TEGS-VI AND ABOVE:
In terms of Circular No. PER/104/2006-2007 dated 15.03.2007 and PER/37/2007-2008 dated
28.07.2007 it was advised that the branch head of the branches headed by AGM/DGM
selectively on business consideration and actual need may be provided with Laptop.
2. Nowadays, our executives are required to carry important data/information for discussions in
different meetings/seminars at different places. As a result, laptops (note book computers) have
been found to be a handy and useful device for performing these jobs.
3. We have reviewed the position in consultation with the Corporate Center, State Bank of India,
Mumbai and now it has been decided that Laptop may be provided to all the officers in TEGS-VI
and above. Some of the officers may have already been provided with the laptop by the Bank
for their position. These may be issued to them in their individual capacity. The laptop will not be a
part of the furniture and fixtures provided at their residential accommodation. Where a new
laptop is to be purchased for this purpose, the monetary ceiling for the hardware and the
240
software is fixed at Rs.50,000/- and Rs.25,000/- respectively with the permission for fungibility within
the maximum monetary ceiling of Rs.75,000/- per laptop. The IT Services Department will arrange
for bulk purchase and thereby get suitable discount from the Company in the interest of the Bank.
4. It has also been decided that the laptop given to the officers may be allowed to be retained
by them after retirement provided the laptop is in use with the official for atleast one year. The
Bank will not charge any cost to them and the book value of the laptop given to an officer on
retirement shall be written off. These instructions will be made effective for the retirees on or after
the 31st December, 2006.
(CIRCULAR NO. PER/ 45 /2007-2008 DATED
August 27, 2007)
SUPPLY OF LAPTOPS TO OFFICERS IN TEGS-VI AND ABOVE.

Please refer to H.O. Circular No. PER/79/2009-2010 dated 07.12.2009 wherein conditions and
technical specifications for procurement of laptops for supply to officers in TEGS-VI and above
was advised.
Now, IT Services Department has advised that the matter was deliberated by the Technical
Evaluation Committee of the Bank in its meeting dated 04.02.2010 and the committee has
recommended the revised bare minimum technical specifications.
The condition regarding procurement of laptops for supply to officers in TEGS-VI and above as
substituted with vide our above referred circular - " In consultation with the Zonal IT Centres / IT
Services Department for laptops to be procured at Zonal Offices and Head Office respectively "
will remain unchanged.
The revised bare minimum technical specifications for procurement of laptops, advised by IT
Services Department, Head Office, Jaipur are detailed in Annexure of this circular.
ANNEXURE
REVISED TECHNICAL SPECIFICATIONS OF LAPTOP FOR OFFICERS
IN TEGS-VI AND ABOVE.
Intel Centrino Duo Processor Technology or Better / AMD.
Intel Core 2 Duo processor / AMD or better with 3 MB L2 Cache, 1066 Mhz FSB or Better.
Intel / AMD Chipset.
4 GB DDR2 / DDR3 RAM or better.
250 GB SATA HDD or better.
DVD Writer 8 X DVD RW with Double Layer support
and Software for Burning DVD/CD or better.
Wireless, Integrated Blue Tooth, in Built speaker, SB port.
Integrated WEB CAM 1.3 Mega pixel or better.
Monitor, Keyboard and Touch pad / Track Point mouse.
Ethernet LAN.
Card Reader.
Carry Bag, Accessories Like power cables etc.
Genuine Windows 7 Home Premium or higher version / Linux / Mac OS or any other
Operating
System installed and configured.
One-Year Warranty.
MS Office 2007 or any other application software for office purpose.
Circular No. PER/95/09-10 dated 11 February 2010
241
19. SUPPLY OF FURNITURE TO THE RETIRING OFFICERS/FAMILY OF DECEASED OFFICERS: OPERATIVE

GUIDELINES:
STAFF SUPERVISING: PROVISION OF FURNITURE & FIXTURE AT THE
TIME OF RETIREMENT: MODIFICATIONS:
We refer to Head Office Circular No. PER/24/2010-2011 dated 24.05.2010 & Circular No.
PER/35/2010-2011 dated 24.06.2010, vide which the instructions regarding purchase of furniture
and fixture by the officer on the retirement were advised.
Now, it has been decided that the electronic items and mattress that are three years old at the
time of retirement of the officer may be provided free of cost to the retiree officer and the
depreciated book value thereof will be written off in the books of the bank. The existing
instructions of providing five year old furniture items free of cost to the retiring officers shall
continue as hitherto.
(PER/76/10-11 dated 18.10.2010)
242
SALE OF FURNITURE AND FIXTURES TO RETIRING OFFICERS IN ALL

SCALES:
Presently, the bank is provisioning for depreciation on monthly basis but this benefit is not passed
on to the retiring officer. We have decided that the depreciation of the furniture and fixtures will
be calculated on the actual age of the items as on the date of retirement of the officer, by
calculating the depreciation on monthly basis for the period over and above the age completed
on yearly basis, for example if the age of the furniture is 4 years and 11 months the depreciation
will be calculated apart from the completed age of four years for 11 months also on monthly
basis. No benchmark price in the scheme is stipulated.
We further clarify that:
1. All electronic and electrical items and equipments running on electricity are classified as
electronic items except physical health equipments. All other remaining items including physical
fitness/ health equipments are classified as furniture items.
2. An officer can avail the facility to purchase new electronic items 6 times only during his entire
service and for purchase of furniture the facility will be continue to be availed 3 times only during
his entire service as per existing instructions.
3. In case of death of an officer while in service, the family of the deceased officer will be given
furniture and electronic items free of cost and the book value
of the same will be written off from bank's books as hitherto.
(PER/35/2010-2011 DATED 24.06.2010)
STAFF SUPERVISING: PROVISION OF FURNITURE & FIXTURE - NEW
SCHEME : MODIFICATION :
Please refer to Head Office Circular No. PER/34/2008-09 dated 11.08.2008 & PER/89/2008-09
dated 07.03.2009.
2. As per the extant instructions the officers may purchase the furniture items on retirement, at the
following cost:
Furniture with age more than 5 years - free of cost.
Items with more than 4 years of age - at 20% of the original cost.
Items with less than 1 years of age - at 100% of the original cost.
The difference amount if any, in the book value and sale value should be written off.
3. Bank in consultation with State Bank of India, Corporate Centre, Mumbai, reviewed the above
scheme and it has now been decided that the curtains and inverter battery being consumable
items, may be given to the officers (in all scales), who retire on superannuation, free of cost
irrespective of its age. The book value, if any, may be written off as per extant instructions.
4. All other terms and conditions of new scheme regarding provision of FEF will remain
unchanged.
5. All the Branch Managers/Chief Managers/AGMs/DGMs/Departmental Heads at
PER/24/10-11 dated 25 May 2010
243
The term retiring officers for the purpose of this facility will be taken to mean only those officers
who retire from the Banks service after attaining the superannuation age of 58 or 60 years as
the case may be or upon the completion of 30 years service, whichever occurs first.
Items of antique value would be strictly outside the purview of this facility. Antique would
mean any furniture or a carved item or an object of art made from rose wood, teak wood or
any other material of value. It is not possible to lay down any specific age or date of
manufacture of such items but generally this should cover items which are at least 30 years
old and are so connected with the history of the Bank or the place where the office is located
that Bank would like to preserve them.
An officer would be entitled to purchase only out of that furniture which has been provided at
his residence.
The intention behind the scheme is that on retirement an officer should not have to invest
large sums on purchase of furniture. As such, we may allow only such items and number of
furniture to be sold which should be sufficient for the needs of a retied person for himself and
occasional guests calling on him. A list of such items has accordingly been prepared a copy
of which is enclosed.
The above list has been prepared on the basis of eligibility of the offices under extant
instructions for furniture in different scales and also to meet his needs in post-retirement life. He
will, however, be allowed to take only those its for which he was eligible at the time of his
retirement/death and was actually provided in his house.
In implementation of these guidelines a situation may arise where an officer on retirement
may take away all eligible items as per the enclosed list as a result of which the next
occupant of the house will have to be provided with new furniture as replacement. In case
the new occupant is also to retire shortly i.e. before expiry of 5 years(which is the minimum
age of furniture for sale), he will be deprived of an opportunity to purchase any useful furniture
at the time of his own retirement. To overcome this situation, the new occupant may be
supplied with a mix of old and new furniture which will be drawn from Banks godowns or if
necessary from other flats.
Our officers who retire from service while remaining on deputation to State Bank of India/other
associate banks / Gramin banks will also be entitled to this benefit.
Officials on deputation from state bank of India and other associate banks under the scheme
or cross-deputation or otherwise and retiring from service while remaining on deputation in
our bank be also permitted to purchase the furniture under the captioned scheme from the
deputee bank.
The scheme would be effective from the date it was initially approved by the executive
committee i.e. 29.6.93.
To begin with, the competent authority to approve the sale will be Chief General Manager in
our Bank. After the scheme stabilises, the feasibility of delegating the powers to other
functionaries will be examined. The competent authority can refuse permission for, among
others, the reasons that the furniture is intimately connected with the history, location or has
specific use in the official residence. If for this reason a retiring official is deprived of essential
items of furniture from the permissible list, he may be allowed by the competent authority
access to furniture kept in godowns or elsewhere which can be spared.
In the case of a retiring Chief General Manager, sale of FEF items at concessional rates as
aforesaid will be approved by the Managing Director and in the case of retiring Managing
Director, by the E.C. of the Board.
Index Page
20. LIST OF FURNITURE FOR THE PURPOSE OF SALE TO RETIRING OFFICERS/FAMILY OF DECEASED
OFFICERS
An officer may be given items within the limits prescribed based on his eligibility for provision of
furniture at the time of retirement:
LIST OF FURNITURE ITEMS
244
1. 3 seater sofa
2. 1 seater sofa
3. Center Table
4. Dining Table
5. Dining Chairs (Cane seat and back or cushioned seat)
6. Bed Stead
7. Cotton Mattresses
8. Dressing Table
9. Dressing Stool
10. Niwar Cots
11. Peg Table
12. Study Table
13. Study Chair
14. Dewan
15. Side Board (show case)
16. Garden Chairs
17. Garden Table
18. Shoe Rack
19. Towel Stand
20. Telephone Stand (Who have been provided telephone)
21. Aluminium kitchen Rack
22. Meat safe
23. Sofa-cum -double bed
24. Bed side table
25. T.V. Cabinet
26. Telephone table with seating arrangement
27. Carpets
28. Sofa -cum bed with sofa chairs
29. Side table
30. Wall unit
31. linen box
32. Tea trolley
33. Refrigerator
34. Air conditioner
35. Plants & containers
36. Stools
LIST OF FIXTURES
1. Geyser
2. Steel Almirah/cup board
3. Water filter(steel)
NOTE:
1. In terms of the above scheme, furniture is to be sold to the retiring officers only if it is in use for 5
years or more. However, the date on which the above furniture is to be reckoned as 5 years or
more, it is clarified that the retiring officer who vacates his accommodation after being duly
authorised to do so up to 2 months or such extended period as permitted after his retirement,
may be allowed to purchase the furniture provided at his residence and the age of the furniture
would be reckoned on the date he vacates his accommodation.
2. During the bipartite talks with the Associate Banks Officers Organisation, it was pointed out
that many officers are being deprived of the facility of purchasing furniture items because they
have been supplied with new furniture items. In this regard, it is advised that the facility of
245
purchasing furniture at concessional rate at the time of their retirement may be extended out of
the general pool of furniture, provided it is available at the same center.
(CIRCULAR NO. PER/12/94-95 DATED 9.6.94, PER/15/94-95 DATED 25.6.94, PER/103/96-97 DATED
4.2.97, PER/66/94-95 DATED 7.1.95 PER/16/98-99)
Index Page
246
21. NORMS FOR CARRYING OUT REPAIRS/REFURBISHMENT

After introduction of New FEF Scheme for eligible officers the under noted norms will only be
applicable for those who continue to be governed by the Old FEF Scheme.
Description of work
1. Repainting of flats
2. Repolishing
3. Curtains replacement
4. Carpet replacement
5. Mattress replacement
6. Upholstery replacement
7.Furniture
items
replacement (when existing
are non-repairable)
8. Fans replacement
9. Refrigerator
10.Air conditioner
11.Dry cleaning of curtains
12.Dry
cleaning
of
upholstery /carpet
Norms
3 years
At the request of the occupant living room, kitchen &
bathrooms could be repainted after a period
of
1
1/2 years, if there is change of occupancy.
1 1/2 years.
3 years
6 years
On change of occupancy subject to a minimum period of
3 years
3 years
8 years
10 years
6 years
8 years
1 year
6 months

Index Page
22. RECOVERY OF RENT ON ACCOUNT OF SUPPLY OF FURNITURE
(i) Furniture rent recovery shall be @ 0.40% of the first stage of the scale of pay in which the officer
is placed.
(PER/17/2005-2006 dated 28.6.2005)
Index Page
23. CARRYOVER OF RESIDENTIAL FURNITURE & FIXTURE ON TRANSFER TO ANOTHER CENTER BY THE
OFFICERS UPTO MMGS-III SCALE
At present the officers who are residing in the leased accommodation/Banks flat/House built with
Banks finance under Individual Housing Loan Scheme and Officers living in their own house built
without Bank's finance or living in their ancestral houses are eligible for supply of FEF articles. All
officers in Middle Management and Junior Management Grades are required to carry the items
of furniture provided at their residences on transfer to the next place of posting on experimental
basis subject to review at the periodical intervals. The details of the scheme are as under:ELIGIBILITY
Officers JMGS-I to MMGS-III who are otherwise eligible for Bank's furniture will be permitted to carry
FEF articles supplied to them at present, within the applicable cost ceiling (original cost) to their
247
next place of posting on transfer, with the permission of the appropriate authority as prescribed
by the Bank and mentioned hereunder. However, the officer's living in Bank's own flats will not be
eligible to carry the fixtures supplied to offices at their residences viz. tube-lights, fans, geyser,
bulbs, steel almirah, desert cooler, water filter etc., Further, the items of furniture provided at the
Bank's flat which are to be carried over to the next place of posting shall also be subject to the
discretion of the Bank.
248
APPLICATION
On transfer, an eligible officer shall apply in the prescribed format as per annexure-II to the
appropriate authority for permission to carry furniture provided to him at his residence to the next
place of posting. The appropriate authority's decision shall be final.
REFUSAL BY AN OFFICER
i)
The scheme will be universally applicable for all concerned officers & there will not
be any element of exercising of option by the officers concerned.
ii)
Officers sent on deputation to other organization(s) will not be covered under the
scheme.
ENTITLEMENT ON PROMOTION
On promotion, an officer shall be entitled only to the items equivalent to the difference in entitled
ceilings at the time of his promotion.
RECOVERY OF RENT
Deduction of rent as per State Bank of Bikaner and Jaipur(Officers') Service Regulation, 1979 (as
amended) shall be made from the salary as per existing rules/Bank's guidelines from time to time.
RECORDS AND ACCOUNTING PROCEDURE
i)
ii)
iii)
iv)
v)
vi)
Officer-wise records, Indexed on PF Index number, with details on date and cost of
acquisition of individual items of furniture and consumer durables to be carried under
the scheme be checked and updated at the branch/RO/ZO/HO, as the case may
be, if possible on computer before the scheme is operationalised.
A list of the furniture items provided to and in the possession of an officer should be
duly acknowledged by him before the permission to carry the furniture on transfer is
granted.
As on the 31st December every year, every officers shall be required to submit the list
of items in his possession. Further, on the date of relieving also from one Branch/office
to another every officer is required to submit the list of items in his possession as per
annexure-III, in duplicate, duly signed in token of acknowledgement at the
branch/office where he is posted; of these, one list shall be sent by the branch to the
controllers duly checked and verified. In case of officers posted at administrative
officers, the list in duplicate as on the 31st December shall be submitted to the Office
Administration Department in the same manner.
A copy of the acknowledged list should form part of the LPC sent to transferee
branch/office. A suitable noting should be made in the LPC incorporating the original
as well as book value (annexure-IV)
The accounting procedure prescribed at present for maintaining FEF A/c and passing
depreciation entries on account of the furniture provided to officers at residences shall
continue unaltered.
In the case of FEF articles transferred from one branch/office to another the
accounting procedure presently prescribed by the Bank in terms of H.O. Circular No.
Misc/49/99-2000 dated 13.1.2000 will have to be followed i.e.
a) No originating debits (through schedule 19) should be raised by the
Branches/offices while transferring FEF items to another branch/office.
b) Full details of the FEF articles transferred to the transferee branch/office will be
advised as per enclosed 'FEF OUTWARD MEMO' proforma (annexure-V)and credits
will be obtained from the Branch/office where these items have been transferred
for credit of the FEF a/c of the branch/office transferring the articles.
c) The SBBJ General a/c entries in respect of Inter-branch transfer of FEF articles
should be passed/vouched well before the 31st January i.e. FEF A/c closure date.
Index Page
INSPECTION
The furniture items provided to the officers shall be inspected from time to time by
an authorized official at the discretion of the Bank.
250
REPAIRS AND MAINTENANCE

Routine maintenance like polishing of furniture (once in 3 years), re-canning (once
in 3 years) and minor repairs/breakages etc., shall not be undertaken by the Bank
hereafter. An officer may be reimbursed expensed not exceeding Rs. 1200/- p.a.
for JMGS-I and Rs. 1800/- p.a. for MMGS-II & III on production of bills for the
aforesaid purpose. As far as possible, minor repairs on consumer durables should
be got carried out by the officers through the manufacturer's service
network/authorized dealer. Further, the norms for refurbishment/replacement of
Bank's furniture/fixture at the residence of the officers continue to be as laid down
in H.O. circular No. Per/71/96-97 dated 18.10.1996 and be followed wherever
requested by the officers.
SURRENDER OF FURNITURE
i)
ii)
Normally, the officers provided with the Bank's furniture would not be permitted to
surrender the same. However, it may be surrendered in case an officer:
a) is promoted to SMGS-IV or
b) is posted to foreign office or
c) acquires his own furniture and consumer durables, and does not want to avail of
the facility from the Bank or
d) Ceases to be in the Bank's service in any manner e.g. in the event of dismissal,
discharge, resignation or retirement or
e) at any time earlier when called to upon to do so by the Bank at its discretion.
f) In respect of an officer who has been allotted the Bank's flat subsequent to his
posting at the new place posting shall be required to surrender those items which
are already available in the Bank's flat.
An officer shall be required to surrender the furniture provided in good condition
whenever called upon to do so by the Bank.
TRANSIT INSURANCE
Officer concerned should obtain transit insurance policy for the FEF items
gtransported by him on transfer and the reimbursement of the insurance premium
paid for FEF items may be obtained alongwitgh the transfer TA bill. A suitable
undertaking should be obtained from the officer concerned that the
reimbursement soughgt by him is only in respect of the furniture items supplied to
him by the Bank and not in respect of his personal belongings for insuring which he
is not entitled to reimbursement.(PER/33/2004-05 DT. 1437.2004)
APPROPRIATE AUTHORITY UNDER THE SCHEME
The permission to carry furniture on transfer and compliance with the terms of the
scheme shall be within the powers of present controlling authority (i.e. controlling
authority from where the officer is being transferred) for the officers posted at the
Branches and present Zonal Heads for Z.O. staff. In respect of H.O. staff/H.O.
establishments staff being transferred such permission will be given by the Chief
Manager (OAD), H.O. Jaipur.
GENERAL
i)
The officer concerned has to carry furniture within the ceilings prescribed for
transportation of his luggage in terms of the provisions of State Bank of Bikaner and
Jaipur(Officers) Service, Regulation, 1979 (as amended).
251
ii)
iii)
In the case of an officer transferred from Metro center to Other Center Category,
since the officer has to carry entire lot of furniture items he may be allowed the benefit
of higher entitlement. However, it should be ensured that no fresh items over and
above the entitlement of the new place of posting be supplied at the new place of
posting.
In the case of an officer transferred from Other Center Category to Metro Centers, he
may be supplied the furniture items as per his eligibility at the new place of posting
and only the extra items as per the revised eligibility/ceilings may be supplied at the
new place posting.
Index Page
iv)
v)
vi)
vii)
viii)
ix)
x)
xi)
xii)
In the case of an officer who is presently residing in a designated house meant for a
particular incumbent then he shall not be allowed to carry furniture to the new place
of posting.
The officer concerned will have to carry entire furniture provided at his/her residence
and not a part of the furniture provided. In case the officer desire to carry a part of the
furniture items, then the items returned by him at the previous place of posting will not
be issued again at the new place of posting. If any officer, having once carried the
allotted furniture, refuses to carry it at any subsequent stage, he will not be provided
furniture thereafter.
It should be ensured by the concerned controlling authority that the officer will not
become ineligible for residential furniture, for any reason whatsoever, at his/her new
place of posting if enjoying any restricted eligibility. For example, officers of Scale-I
who are otherwise not eligible for the furniture facility and supplied with bare minimum
furniture by virtue of their posting at Metro Centers will become ineligible on their
transfer to other center not categorized as Metro center etc.,
If any officer does not carry the existing furniture provided at his residence after the
scheme becomes operational, he shall be entitled only to unfurnished
accommodation at his next place of posting.
The furniture will continue to be the Bank's property.
Before placing order for new furniture, the existing items of furniture stored in the
godowns should first be got repaired/refurbished to the extent necessary and allotted
to eligible officers.
All new purchases must be sanctioned in advance. No post facto approvals shall be
permitted.
The officer shall not let out or otherwise part with the possession of the furniture to
anyone in whole or part thereof.
No change is proposed in entitlement for shifting household effects as per Regulation
No. 45(2) of State Bank of Bikaner and Jaipur (Officers) Service Regulations, 1979 (as
amended).
252
The Dy General Manager/Asstt. General Manager

Chief Manager (OAD)
Head Office/Zonal Office/Region Office,
State Bank of Bikaner & Jaipur
_____________
ANNEXURE-II
__________
THROUGH THE BRANCH MANAGER/DEPARTMENTAL HEAD
Dear Sir,
PERMISSION TO CARRY FURNITURE ON TRANSFER
I
have
been
transferred
from
________________Branch/Office
to
_______________Branch/Office. I want to carry the entire lot of furniture/fixture
provided to me by the Bank at my residence to the transferee
place_________________. The details of the various furniture/fixture items in my
possession are as under:2. Please accord you necessary approval.
Yours faithfully,
SIGNATURE
NAME
P.F. INDEX NO.
GRADE/OFFICER
BRANCH/OFFICE
RESIDENTIAL ADDRESS:
253
ANNEXURE-III
POSSESSION CERTIFICATE AS ON THE 31ST DECEMBER 200 _____/Date of relieving.
I hereby certify that the following items of furniture provided to me by the Bank are
in my possession as on date:
S.NO.
ITEM
NUMBER
SIGNATURE
NAME
PF INDEX NO.
GRADE/SCALE
BRANCH/OFFICE
For office use

1.
2.
3.
4.
Tallied with the office record.

Depreciation entries passed on
Original cost of furniture
Book value as on 31st March 200__.
___________________.
___________________.
___________________.
Signature of Branch Manager/Controlling Authority/

Chief Manager (OAD)
Date:
ANNEXURE-IV
NOTATION IN LAST PAY CERTIFICATE (LPC)
On reverse of the LPC, the particulars at presently given in the top right hand corner should be
amended as follows:
Income Tax Permanent Account No. (PAN)
_____________________
Original cost of the furniture provided by the Bank.
_____________________
Book value of the furniture provided by the Bank
______________________
List of furniture being carried by the officer on transfer is enclosed.

Hiring charges of furniture (rent paid) by the officer
254
as from ___________Rs._____________
Index Page
24. CARRYOVER OF RESIDENTIAL FURNITURE & FIXTURE ON TRANSFER TO ANOTHER CENTER BY THE
OFFICERS OF SMGS-IV & SMGS-V:
Keeping in view the difficulties being faced by the Bank to store the furniture and expenses to be
incurred for proper up keep of the same vis--vis inconvenience to the officer in returning back
the FEF articles at the previous place of posting and getting the same allotted at the new place
of posting, it has now been decided to allow the officers upto the grade scales SMGS-V to carry
the furniture & fixtures provided at their residences on transfer to another center.
Accordingly, officers upto the grade scale V who are transferred within the Bank should now
compulsorily carry furniture with them on transfer to another center irrespective of whether the
officer is residing in leased accommodation/Bank's flat/Own house etc. subject to following
conditions:
The officer concerned will have to carry entire furniture provided at his/her residence and
not a part of the furniture. In case the officer desires to carry a part of the furniture items,
then the items returned by him at the previous place of posting will not be issued again at
the new place of posting.
transportation viz. his luggage.
Full particulars of furniture items will be incorporated in the officer's last pay certificate viz.
date of purchase of FEF articles etc.
Value of furniture provided, with full particulars, will be transferred to his/her designated
branch/Office.
The norms for carrying out repairs/refurbishment/ replacement of Bank's furniture/fixtures

at the residences of the officers of SMGS-IV & SMGS-V as laid down in H.O. Circular
Per/71/1996-97 dated 18.10.1996 will be applicable and may be followed wherever
requested by the officers.
In the case of an officer transferred from Metro Center to other center category, since he
is carrying the entire lot of furniture items he may be allowed the benefit of higher
entitlement. However, it should be ensured that no fresh items over and above the
entitlement of the new place of posting is supplied.
In the case of an officer transferred from Other Center category to Metro Centers, he may
be supplied the furniture items as per his eligibility at the new place of posting and only
the extra items as per the revised eligibility /ceilings may be supplied at the new place of
posting (Similar would be the case for officers going out on promotion).
In the case of an officer who is residing in a designated house meant for a particular
incumbent then he shall not be allowed to carry furniture to the new place of posting, it
shall also apply to an officer who is being transferred to such station.
255
The officer's living in Bank's own flats will not be eligible to carry the fixtures supplied to
officers at their residences viz. tube lights, fans, geyser, bulbs, steel almirah, desert cooler,
water filter etc. The items provided at the Bank's flat, which are to be carried over to the
next place of posting, shall also be subject to the discretion of the Bank.
scheme becomes operational, he shall be entitled only to unfurnished accommodation at
his next place of posting.
Index Page
256
ELIGIBILITY
Officers in SMGS-IV & SMGS-V who are otherwise eligible for Bank's furniture will be
permitted to carry FEF articles supplied to them at present, within the applicable cost
ceiling (original cost) to their next place of posting on transfer, with the permission of the
appropriate authority as prescribed by the Bank and mentioned hereunder. However, the
officer's living in Bank's own flats will not be eligible to carry the fixtures supplied to officers
at their residences viz. tube-lights, fans, geyser, bulbs, steel almirah, desert cooler, water
filter etc., Further, the items of furniture provided at the Bank's flat which are to be carried
over to the next place of posting shall also be subject to the discretion of the Bank.
APPLICATION
On transfer, an eligible officer shall apply in the prescribed format as per annexure-II to the
appropriate authority for permission to carry furniture provided to him at his residence to
the next place of posting. The appropriate authority's decision shall be final.
REFUSAL BY AN OFFICER
i)
ii)
The scheme will be universally applicable for all concerned officers & there
will not be any element of exercising of option by the officers concerned.
Officers sent on deputation to other organization(s) will not be covered
under the scheme.
ENTITLEMENT ON PROMOTION
On promotion, an officer shall be entitled only to the items equivalent to the difference in
entitled ceilings at the time of his promotion.
RECOVERY OF RENT
Deduction of rent as per State Bank of Bikaner and Jaipur (Officers') Service Regulation,
1979 (as amended) shall be made from the salary as per existing rules/Bank's guidelines
from time to time.
RECORDS AND ACCOUNTING PROCEDURE
i)
ii)
iii)
Officer-wise records, based on PF A/C number, with details on date and cost
of acquisition of individual items of furniture and consumer durables to be
carried under the scheme be checked and updated at the
Branch/RO/ZO/HO, as the case may be, if possible on computer before the
scheme is operationalised .
A list of the furniture items provided to and in the possession of an officer should
be duly acknowledged by him before the permission to carry the furniture on
transfer is granted.
As on the 31st December every year, every officers shall be required to submit
the list of items in his possession. Further, on the date of relieving also from one
Branch/Office to another every officer is required to submit the list of items in
his possession as per annexure-III, in duplicate, duly signed in token of
acknowledgement at the branch/office where he is posted; of these, one list
shall be sent by the branch to the controllers duly checked and verified. In
case of officers posted at administrative offices, the list in duplicate as on the
31st December shall be submitted to the Office Administration Department in
the same manner.
257
iv)
v)
vi)
A copy of the acknowledged list should form part of the LPC sent to transferee
Branch/Office. A suitable noting should be made in the LPC incorporating the
original as well as book value (annexure-IV).
The accounting procedure prescribed at present for maintaining FEF A/c and
passing depreciation entries on account of the furniture provided to officers at
residences shall continue unaltered.
In the case of FEF articles transferred from one Branch/Office to another the
accounting procedure presently prescribed by the Bank in terms of H.O.
Circular No. Misc/49/99-2000 dated 13.1.2000 will have to be followed i.e.
a) No originating debits (through schedule 19) should be raised by the
Branches/Offices while transferring FEF items to another Branch/Office.
b) Full details of the FEF articles transferred to the transferee Branch/Office will
be advised as per enclosed 'FEF OUTWARD MEMO' proforma (annexure-V)
and credits will be obtained from the Branch/office where these items
have been transferred for credit of the FEF A/C of the Branch/Office
transferring the articles.
c) The SBBJ General A/c entries in respect of Inter-Branch transfer of FEF
articles should be passed/vouched well before the 31st January i.e. FEF A/c
closure date.
INSPECTION
An authorized official at the discretion of the Bank shall inspect the furniture
items provided to the officers from time to time.
REPAIRS AND MAINTENANCE
Routine maintenance like polishing of furniture (once in 3 years), re-canning
(once in 3 years) and minor repairs/breakages etc., shall be undertaken
by the Bank as per existing instructions. hereafter. Further, the norms for
refurbishment/replacement of Bank's furniture/fixture at the residence of
the officers continue to be followed as laid down in H.O. circular No.
Per/71/96-97 dated 18.10.1996 , wherever requested by the officers.
Index Page
SURRENDER OF FURNITURE
i)
Normally, the officers provided with the Bank's furniture would not be permitted
to surrender the same. However, it may be surrendered in case an officer:
a) is promoted to TEGS-VI or
b) is posted to foreign office or
c) acquires his own furniture and consumer durables, and does not want to
avail the facility from the Bank or
d) Ceases to be in the Bank's service in any manner e.g. in the event of
dismissal, discharge, resignation or retirement or
e) at any time earlier when called to upon do so by the Bank at its discretion.
f) In respect of an officer who has been allotted the Bank's flat subsequent to
his posting at the new place posting shall be required to surrender those
items which are already available in the Bank's flat.
ii)
An officer shall be required to surrender the furniture provided in good

condition whenever called upon to do so by the Bank.
TRANSIT INSURANCE
258
The officer concerned should obtain transit insurance policy for the FEF items transported by him
on transfer and the reimbursement of the insurance premium paid for FEF items may be obtained
alongwith the transfer T.A. Bill. A suitable undertaking should be obtained from the officer
concerned that the reimbursement sought by him is only in respect of the furniture items supplied
to him by the Bank and not in respect of his personal belongings for insurance which he is not
entitled to reimbursement (Ref. PER/33/2004-2005 dated 14.7.2004).
APPROPRIATE AUTHORITY UNDER THE SCHEME
The permission to carry furniture on transfer and compliance with the terms of the scheme shall be
within the powers of present controlling authority (i.e. controlling authority from where the officer is
being transferred) for the officers posted at the Branches and present Zonal Heads for Z.O. staff. In
respect of H.O. staff/H.O. establishments staff being transferred such permission will be given by
the Chief Manager (OAD), H.O. Jaipur.
GENERAL
i)
transportation of his luggage in terms of the provisions of State Bank of Bikaner and
Jaipur (Officers) Service, Regulation, 1979 (as amended).
ii)
In the case of an officer transferred from Metro Center to Other Center Category, since
the officer has to carry entire lot of furniture items he may be allowed the benefit of
higher entitlement. However, it should be ensured that no fresh items over and above
the entitlement of the new place of posting be supplied at the new place of posting.
iii)
In the case of an officer transferred from Other Center Category to Metro Centers, he
may be supplied the furniture items as per his eligibility at the new place of posting
and only the extra items as per the revised eligibility/ceilings may be supplied at the
new place posting.
iv)
In the case of an officer who is presently residing in a designated house meant for a
particular incumbent then he shall not be allowed to carry furniture to the new place
of posting.
v)
The officer concerned will have to carry entire furniture provided at his/her residence
and not a part of the furniture provided. In case the officer desire to carry a part of
the furniture items, then the items returned by him at the previous place of posting will
not be issued again at the new place of posting. If any officer, having once carried
the allotted furniture, refuses to carry it at any subsequent stage, he will not be
provided furniture thereafter.
vi)
It should be ensured by the concerned controlling authority that the officer will not
become ineligible for residential furniture, for any reason whatsoever, at his/her new
place of posting if enjoying any restricted eligibility.
vii)
scheme becomes operational, he shall be entitled only to unfurnished
accommodation at his next place of posting.
viii)
The furniture will continue to be the Bank's property.
ix)
Before placing order for new furniture, the existing items of furniture stored in the
godowns should first be got repaired/refurbished to the extent necessary and allotted
to eligible officers.
x)
All new purchases must be sanctioned in advance. No post facto approvals shall be
permitted.
xi)
The officer shall not let out or otherwise part with the possession of the furniture to
anyone in whole or part thereof.
xii)
No change is proposed in entitlement for shifting household effects as per Regulation
No. 45 (2) of State Bank of Bikaner and Jaipur (Officers) Service Regulations, 1979 (as
amended).
259
260
Index Page
The Dy General Manager/Asstt. General Manager
Chief Manager (OAD)
Head Office/ Zonal Office/Region Office,
State Bank of Bikaner & Jaipur
_________________________
_________________________
THROUGH THE BRANCH MANAGER/DEPARTMENTAL HEAD
Dear Sir,
PERMISSION TO CARRY FURNITURE ON TRANSFER
I
have
been
transferred
from
________________Branch/Office
to
_______________Branch/Office. I want to carry the entire lot of furniture/fixture provided to
me by the Bank at my residence to the transferee place_________________. The details of
the various furniture/fixture items in my possession are given in Annexure-III enclosed with
this letter.
2. Please accord you necessary approval.
Yours faithfully,
SIGNATURE
NAME
P.F. A/C NO._______________________________
GRADE/OFFICER___________________________
BRANCH/OFFICE___________________________
RESIDENTIAL ADDRESS :
STATE BANK OF BIKANER & JAIPUR
B/O /R.O./DEPTT.
Forwarded to the.for necessary action.
BRANCH MANAGER/DEPTT.HEAD
(Signature with Seal)
Dated:
261
ANNEXURE-III
POSSESSION CERTIFICATE AS ON THE 31ST DECEMBER 200 _____/DATE OF
RELIEVING.
I hereby certify that the following items of furniture provided to me by the Bank are in my
possession as on date:
SIGNATURE
NAME__________________________________
PF A/C NO._____________________________
DESIGNATION & GRADE_________________
BRANCH/OFFICE________________________
FOR OFFICE USE
1.
2.
3.
4.
Tallied with the office record.

Depreciation entries passed on
Original cost of furniture
Book value as on 31st March 200
SIGNATURE OF BRANCH MANAGER/CONTROLLING AUTHORITY/
CHIEF MANAGER (OAD)
Date:
262
ANNEXURE-IV
NOTATION IN LAST PAY CERTIFICATE (LPC)
On reverse of the LPC, the particulars at presently given in the top right hand corner
should be amended as follows:
Income Tax Permanent Account No. (PAN)
_____________________
Original cost of the furniture provided by the Bank. _____________________
Book value of the furniture
provided by the Bank
______________________
List of furniture being carried by the officer on transfer is enclosed.
Hiring charges of furniture (rent paid) by the officer
as from ___________Rs._____________
( CIRCULAR NO. PER/ 62 /2005-06 December 02 , 2005)

Index Page
1. GENERAL LEAVE RULES :(REGULATION NO. 31)
All kinds of leave will be reckoned with reference to the financial year i.e. April to March,
w.e.f. from 1.4.2003 and credit will be afforded on the first day of April every year. However,
where an officer joins service or is due to retire in the middle of a financial year the
proportionate credit in respect of pro-rata privilege leave and sick leave will be allowed to
him.
An officer who desires to obtain leave of absence, other than casual leave, shall apply in
writing to the Competent Authority. Generally, such applications for leave, shall be made not
less than one month before the date from which the leave is to commence, except in urgent
cases or unforeseen circumstances including illness when it is not possible to do so. The
Competent Authority shall communicate the decision as soon as practicable and in case of
an urgent nature immediately. When the leave is sanctioned, the date of commencement of
the leave and the date on which the officer will have to resume duty shall generally be
intimated to the officer.
If an officer after proceeding on leave desires an extension thereof, he shall make an

application in writing to the Competent Authority. Such application should state the full postal
and telegraphic address of the officer and should be made in sufficient time to enable the
Competent Authority to consider the application and send a reply to him before the expiry of
the leave desired to be extended. A reply either of grant or refusal of extension shall be sent
to the officer at the address given by him.
Leave of any kind cannot be claimed as of right. When the exigencies of the service so
required discretion to refuse/defer or revoke leave of any kind is reserved by the Authority
empowered to grant it.
263
An officer who overstays his leave (except under circumstances beyond his control, for which
he tenders a satisfactory explanation) shall not be paid his salary and allowances and shall
further render himself liable to such disciplinary action as the bank may deem fit.
An officer on leave will not be entitled to return to duty before the expiry of the period of
leave granted to him, unless he is permitted to do so by the Authority which granted him
leave.
An officer on leave shall, unless otherwise instructed to the contrary, return for duty to the
place at which he was last posted (at the time of granting the leave).
The Competent Authority may require an officer who has availed himself of leave for reasons
of health to produce a medical certificate of fitness before he resumes duty.
No leave shall be granted to an officer under suspension. However, if any suspension period is
treated as period spent on duty by specific order of Disciplinary Authority, the officer will be
eligible to accumulate privilege leave in excess of the prescribed limits, subject to the
condition that such accumulated leave in excess of prescribed limit should be proportionate
only to the period spent under suspension by the officer, until such time the bank is in a
position to grant him privilege leave.
The bank for this purpose shall mean and include Competent Authority empowered to
grant leave to officer staff.
On promotion from clerical cadre, an officer will be permitted to carry over accumulated
leave balance as on the date of promotion.
An officer proceeding on leave shall hand over the charge of his post at the close of last
working day preceding the day on which he proceeds on leave. His leave shall be
considered to commence from the next succeeding working day and end on the last working
day preceding that upon which he reports for duty.
(CIRCULAR NO. PER/117/82 DATED 27.9.82, PER/85/2002-03)

Index Page
LEAVE PROCEEDING RETIREMENT INCLUSIVE OF THE DATE OF RETIREMENT
Leave may be granted by the Competent Authority even for the period just prior to the date of
retirement, subject to exigencies of service. Leave Travel Concession may only be availed during
leave granted as above subject to the relative LTC block not having lapsed.
[SBI C.O. LETTER SBD/SKD/866 DATED 9.5.94]
2. Casual Leave (REGULATION NO. 32)
An officer shall be eligible for casual leave on full emoluments for 12 working days in a year
provided that not more than four days casual leave may be availed of at any one time.
(SBBJ OSR Reg.32(1))
Public holidays and Sundays may be prefixed or suffixed to such leave. If casual leave is
extended beyond 4 days, it shall be treated as privilege leave, sick leave or extraordinary
leave as the case may be for entire period at the discretion of the Competent Authority.
Casual leave shall not be granted in combination with any other kind of leave.
Casual leave is intended to meet special or unforeseen circumstances. Ordinarily the previous
permission of the competent authority shall be obtained before taking such leave. Casual
leave shall be non-cumulative. However, unutilized casual leave in any calendar year may be
suffixed or prefixed to the sick leave or availed of as sick leave in the following three years.
264
Public Holidays and weekly off falling within the period of sanctioned casual leave will not be
treated as part of casual leave.
For an officer, who has joined Banks service at any time during the calendar year, the Casual
leave entitlement would be at one day per month for the first calendar year. Fraction of a
month will also be treated as full month to calculate entitlement of the leave.
Casual leave not availed of and converted into Sick Leave as on 31st December, 1978 shall
not lapse in the next following years but shall be allowed to be availed of as per the rules
prevailing in the bank in that behalf immediately prior to the 1.10.79.
The casual leave to the Probationary officers may be permitted @ one days casual leave for
each completed month of service or part thereof in the first calendar year. In the next
calendar year on 1st January, their leave account may be credited with 12 days casual
leave.
( CIRCULAR NO. PER/7/81 DATED 28.1.81)
As the officers are eligible for casual leave only for working days, the intervening holidays
falling between the period of casual leave are not to be accounted for.
Casual leave not availed of in any year may be suffixed or prefixed to sick leave in the
following three years.
(CIRCULAR NO. PER/15/98-99 DATED 8.5.98 and SBBJOSR Reg. 32(2)
In terms of regulation 34(1) sick leave can be granted only on production of medical
certificate. However, in respect of unavailed casual leave when requested in connection
with sickness, the production of medical certificate may be waived at the discretion of the
sanctioning authority.
The unavailed casual leave may be granted even without prefixing or suffixing the same to
sick leave, the latter being granted only on production of medical certificate.
In terms of the extant instructions the officers promoted from clerical cadre are eligible to
carryover the Unavailed Casual Leave in addition the their sick leave entitlement as
applicable to the officers. It is clarified that the unavailed portion of casual leave carried over
in the leave account of the officers promoted from clerical cadre would continue in terms of
the extant instructions, to be available to them in addition to their sick leave entitlement,
under a separate head as distinct from their respective sick leave/privilege leave entries to
their credit even now notwithstanding the provisions contained in regard to accumulation of
sick leave consequent upon the implementation of the Officers Service Regulations.

Index Page
3. Privilege leave( REGULATION NO. 33)
An officer shall be eligible for privilege leave computed at one day for every 11 days of
service on duty provided that at the commencement of service no privilege leave may be
availed of before completion of 11 months of service on duty.
265
An officer on privilege leave shall be entitled to full emoluments for the period of leave.
The period of privilege leave to which an officer is entitled at any time shall be the period
which he has earned, less the period of leave availed of.
Privilege leave may be accumulated upto not more than 240 days except where leave has
been applied for and it has been refused. Provided that where an officer was under the terms
and conditions of service applicable to him immediately before the date of coming into force
of the Officers Service Regulations, eligible to accumulate privilege leave for a period longer
than 240 days, he shall be eligible to accumulate leave for such longer period.
An officer desiring to avail of privilege leave shall ordinarily give not less than one months
notice of his intention to avail of such leave.
Fraction of a day of earned leave, if any, shall be taken as a full day. Privilege leave
encashed if any, shall not be deducted from the period of service on duty for the purpose of
calculations of privilege leave.
In case of officers promoted from clerical cadre, the entire balance, if any, in their privilege
leave account as on the date of their promotion, may be carried over.

4. ACCUMULATION OF PRIVILEGE LEAVE BEYOND EIGHT MONTHS
In terms of Regulation 33(4) of the State Bank of Bikaner and Jaipur (Officers) Service
Regulations, 1979 it is advised that, Regulation ibid. is silent on the maximum period upto which
the appropriate authority may allow accumulation of privilege leave beyond 8 months. It merely
states that Privilege Leave may be accumulated upto not more than 240 days except where
leave has been applied for and it has been refused. Normally, occasion to deny leave and
permit accumulation of privilege leave beyond 8 months should not arise. In extreme
circumstances, if such occasions arise the period of leave that is allowed to be carried over
should necessarily be allowed to the officer to be availed of as early as possible , say within 3
months of the following year. While advising carry over of leave, the officer should also be asked
to advise the proposed date from which he would be availing carried over leave so that
necessary relief arrangements may be finalised well in advance. In extreme emergent situations
such carry over of leave may be extended upto a period of 6 months.
Index Page
5. COMPUTATION OF P.L. AND ITS CREDIT:
As per the existing practice, privilege leave due to an employee is computed at the end of every
calendar year and the leave account credited on the 1st day of January of the following year.
Where an employee is due to proceed on leave during the calendar year and the leave to be
availed falls partly in the current year and partly next year, the leave account may be debited
as on the date on which the leave will start. However, for the sake of administrative convenience
the posting may be done at the time of sanction itself. In the event of any change in the
quantum or period of leave sanctioned/availed of, the necessary corrections may be carried out
later. Consequently, where an employee applied for leave to be availed in the next calendar
year, the leave account may be debited after the usual credits are posted on January 1 of the
year in which leave is to be availed.
266

6. PRIVILEGE LEAVE FOR TEMPORARY PERIOD OF SERVICE TO EMPLOYEES ABSORBED AS A
PERMANENT EMPLOYEE
An employee who worked on temporary basis and appointed on probation either without a
break or with a nominal break in service may be given the benefit of accumulation of
privilege leave earned by him during the period of his temporary service even though such
service was for a period of less than one year.
This benefit is available only to those employees who have been taken in employment in the
bank on permanent basis either without break or with nominal break after termination of
temporary service just before their absorption in the bank on permanent basis.
The nominal break envisaged in the aforesaid circular would ordinarily mean a break of only
one or two days. Wherever benefit of privilege leave for the temporary service in terms of the
aforesaid circular has been extended contrary to the above clarifications, steps be taken to
rectify the position under confirmation to their respective controlling authorities.
Those temporary employees who have completed one year temporary service either without
break or with a break not exceeding 7 days at a time, the total break, however, not
exceeding 21 days in a calendar year, may only be given the benefit of privilege leave for
temporary service rendered by them.

Note
An officer will not earn privilege leave only for the number of days he actually remains absent.
As such, pro-rata privilege leave will accrue to him for the number of days of leave debited to
his leave account on account of encashment of leave.
An officer voluntarily retiring in terms of Regulation 29 of Pension Regulation as also an officer

so retiring under specific provisions under Service Regulations would be eligible to receive a
sum equivalent to the emoluments of any period of privilege leave that he had accumulated
subject a maximum period of 240 days.
(Per/ 108/2001-2002 dated 6.3.2002)

7. NOTIONAL HOUSE RENT ALLOWANCE FOR LEAVE ENCASHMENT AT THE TIME OF RETIREMENT
The benefit of notional house rent allowance on certificate basis be extended to officers
provided with leased residential accommodation for the purpose of leave encashment at the
time of their retirement.
Index Page
8. SICK LEAVE (REGULATION NO. 34)
267
On and from 1.1.89, an officer shall be eligible for 30 days of sick leave for each completed
year of service subject to a maximum of 18 months during the entire service. Such leave can
be accumulated upto 540 days during the entire service and may be availed of only on
production of medical certificate by a medical practitioner acceptable to the bank or at the
Banks discretion nominated by it at its cost.
In respect of the period of sick leave, an officer shall be eligible to receive one half of the full
emoluments. Provided that if an officer so desires, the bank may permit him to draw full
emoluments, in respect of any portion of the sick leave granted to him , twice the amount of
such period on full emoluments being debited against sick leave account.
The Bank may require any officer desiring to resume duty on the expiry of sick leave, to
produce medical certificate saying that he is fit for duty.
(SBBJ OSR REGULATION NO. 34.1,34.2,34.3 & 34. 4)

On and from 1.1.89 , where an officer has put in service of 24 years, he shall be eligible to
additional sick leave at the rate of one month for each year of service in excess of 24 years
subject to a maximum of three months of additional sick leave and officer shall be eligible to
receive one half of the full emoluments in respect of the period of sick leave. Provided that if
an officer so desires, the Bank may permit him to draw full emoluments, in respect of any
portion of the sick leave granted to him, twice the amount of such period on full emoluments
being debited against sick leave account. The benefit of commutation of additional sick
leave is granted w.e.f. 29.6.99 and accordingly, the past cases before 29.6.99 need not be reopened.
(SBBJ OSR REGULATION NO. 34(4) and PER/24/2000-2001 31.5.2000 AND PER/61/91-92 DATED
14.8.91)
An officer may be granted sick leave during the first year of his service on pro-rata basis at
the discretion of the Competent Authority.
The definition of completed year of service for the purpose of calculation of sick leave
would include the period spent on duty as well as on leave including extraordinary leave.
In the case of existing officer on the appointed date, the accumulated balance of sick leave
upto 30th September 1979 as per the then service rules, may be converted into leave on half
pay by multiplying by two and carried over as on the 1st October, 1979, subject to the
stipulation that wherever accumulated sick leave on half pay is in excess of 360 days, no
further sick leave will accrue in such cases till such time as the balance comes to less than 360
days and thereafter accruals will be allowed only to the extent the balance does not exceed
360 days.
As for employees promoted from clerical cadre to the JMGS -I on or after 1.10.79, In their
case the Unavailed casual leave carried over as special sick leave should continue to be
made available to the employees promoted to the officer cadre over and above the usual
sick leave balance.

Index Page
268
9. STUDY LEAVE (REGULATION NO. 35)
An officer may be granted study leave for such period and on such terms and conditions as
may be decided by the Board or the Executive Committee.
(SBBJ OSR REGULATION NO. 35 )

Study leave will be granted at the discretion of the Bank to an official for the purpose of
prosecuting higher studies or undergoing any specialised training in India or abroad in any
specialist functions and which will be useful in his future career in the Bank depending upon
merits of each case.
The official applying for such study leave should have not less than 5 years service in the Bank
as an officer and such leave shall not be considered unless he is perceived to be having
adequate stake in future service in the Bank and is deemed to be having a good service
record and good performance to his credit consistently.
Study leave shall be granted ordinarily for 12 months at any one time. Longer period may be
considered depending upon requirements of each case, subject to the overall ceiling of 24
months.
An official will be eligible to be granted this leave only on one occasion for this purpose during
his entire service.
During the study period the concerned officer will be entitled to only 50% of the salary,
emoluments which shall accrue and be payable as follows:
i. 1/4th of the same shall be payable on resuming duty on the expiry of the study period
and
ii. the balance thereof in equal annual installments in the next following period of 3 years
of active service in the Bank. Thus the entire amount would be paid within three years of
his resuming duty and that should serve the banks purpose.
An official sanctioned study leave under these provisions will be permitted at the discretion of
the Bank to retain the official residence if any provided to him during the leave period for the
use of himself/members of his family, subject to the recovery of normal monthly rental, and
that too on specific request being received from the official to this effect.
Reimbursement of study fees, living expenses to be incurred in this connection, travelling

expenses to be incurred, etc. will not be admissible save under exceptional circumstances
and that too at the discretion of the Bank. In case an official is in receipt of any scholarship
/fellowship etc. in regard to such study/training he will be permitted to retain the same.
An officer sanctioned study leave under these provisions shall be required to execute a
bond/undertaking to serve the Bank on return from such leave for a minimum period of 5
years or to pay to the Bank a sum of Rs. 1 lac. A specimen of the drafts of undertaking and
bond to be executed by the concerned employees proceeding on study leave are given in
the relevant circular.
Study leave shall be counted as service for the purpose of seniority, sanction of increments,
etc. Consideration of promotion of an official during the period he is on study leave or
immediately on his return, shall, however, be subject to his her fulfilling the various criteria laid
down by the bank for such promotion.
Even on such study leave being sanctioned an official may be eventually relieved from
his/her official duties only depending on the exigencies of service.
269
An officer sanctioned study leave, on returning to duty at the expiry of such leave, shall submit
a full report to the Bank on the nature of study/training undergone by him/her, with supportive
evidence, commenting on its usefulness to himself/herself and in turn to the bank.
Keeping in view the above referred guidelines, each case will be considered and if found
expedient to grant such leave the matter will be put up before the Executive Committee for
its approval and then its decision conveyed.
To cover the cases where an official desires to take up a doctoral (Ph.D.) programme
normally extending to a minimum period of three years, study leave may be granted to
officers who seek admissions to doctoral programmes in prestigious universities in
India/abroad in subjects which have direct and close relevance to Banks various functions
and are likely to be useful in the further carrier of the concerned officials, Accordingly,
sanction of study leave upto maximum of 36 months may be permitted where officers desires
to pursue a doctoral programme in an area of interest to the bank subject to other terms and
conditions as mentioned above remaining unchanged.
(CIRCULAR NO. PER/1/81 DATED 2.1.81, PER/81/84 DATED 19.10.1984 AND PER/128/88 DATED
3.10.88)
Index Page
10. MATERNITY LEAVE (REGULATION NO. 36)
On and from 1st day of April 2000 Leave upto a period of six months at a time may be
granted by way of maternity leave including in respect of post - natal period or at the time of
mis-carriage or abortion or medical termination of pregnancy, so however, that not more
than 12 months of such leave shall be available during the entire period of service of the
officer.
In view of the above a female officer who was on maternity leave any time on or after
1.4.2000 and to whom on the expiry of the Maternity Leave (of 3 months) originally
sanctioned, further leave of appropriate kind was granted on application, may now be
permitted to have such extended leave (sanctioned as PL/SL/EOL as the case may be)
treated as Maternity Leave. This is subject to the condition that the total maternity leave
originally sanctioned and the extended leave do not exceed 6 months. Any period in excess
of 6 months will be treated as leave of appropriate kind.
On and from 1st day of April, 2000 leave may also be granted once during service to a
childless female employee for legally adopting a child who is below one year of age till the
child reaches the age of one year, subject to a maximum period of two months on the
following terms and conditions:(i) leave will be granted for adoption of only one child.
(ii) The adoption of a child should be through a proper legal process and the employee
should produce the adoption deed to the bank for sanctioning such leave.
If there be any case of female officer employee who has legally adopted a child as above
and has availed of leave for the purpose on or after 1.4.2000, such leave may be set off
against leave admissible under this provision.
(SBBJ OSR REGULATION NO. 36 and Circular No. Per/27/2001-02 dated 6.7.2001)
Maternity Leave will be available for pre-natal and post-natal period or at the time of
miscarriage or abortion, on production of medical certificate. Medical leave on account of
miscarriage or abortion shall not exceed six weeks at a time.
270
An officer on maternity-leave shall be entitled to full emoluments for the period of leave.
Competent Authority may grant leave of any kind admissible to the officer in combination
with or in continuation of Maternity Leave if the request for its grant is supported by a medical
certificate acceptable to the bank.
A female officer employee shall be eligible for Maternity Leave even in the first year of
service.

In regard to the Maternity Leave Indian Banks Association has advised that several banks have
sought their clarification on the following:
whether maternity leave upto 6 months is to be allowed in each and every case of
miscarriage/MTP/abortion.
whether maternity leave in such cases may be sanctioned for a shorter period after taking
into consideration the medical report/ certificate.
In view of the above Indian Banks Association has clarified that:
In case of miscarriage/MTP abortion, maternity leave may be granted to a female

employee/officer as a rule upto 6 weeks, on the basis of medical certificate/advice of a
competent medical practitioner, i.e. qualified gynecologist.
In special/exceptional cases involving medical complication associated with

miscarriage/MTP/abortion, maternity leave may be granted to a female employee/officer
beyond 6 weeks if advised by a competent medical practitioner (qualified gynaecologist)
but upto 6 months only on any one occasion, within the overall limit of 12 months during the
entire period of service.
CIRCULAR NO. PER/ 11 /2002-2003 Dated April 26, 2002)

Index Page
11. EXTRA-ORDINARY LEAVE (REGULATION NO. 37)
An officer shall be eligible for extraordinary leave on loss of pay for not more than 360 days
during the entire period of service. Such leave may not be availed of except for sufficient
reasons on more than 90 days at a time. Provided that in very special circumstances the
Board or the Executive Committee may grant extra-ordinary leave on loss of pay to an officer
upto a total period of 720 days.
(SBBJ OSR REGULATION NO. 37)
Extra-ordinary leave may not be availed of except for sufficient reasons for more than 90 days
at a time.
A doubt has arisen about the competent authority to grant extra ordinary leave on loss of pay
to an officer beyond 720 days. The matter was examined by the bank and is clarified that
there is a clear cap of 720 days extra ordinary leave in SBBJ (officers) Service Regulations
1979 and as the Regulation is statutory accordingly, the extra-ordinary leave beyond 720 days
can not be granted to officers As such the question of the Competent Authority to grant
extra ordinary leave beyond 720 days does not arise.
271
An officer shall be eligible for extra-ordinary leave on loss of pay ( i.e. loss of full emoluments)
when no other kind of leave is due to him. Such leave may be granted in combination with or
in continuation of any kind of leave except casual leave admissible to him.
The period spent as leave on loss of pay shall not count for increments. In view of the fact that
the increments in the case of officers is released on first of the calendar month in which the
date of increment falls due, such anniversary date will be postponed and notionally
determined. The effect of postponement would be given when the notional date of
increment shifts to the next calendar month. The incremental date in each year will be
computed by taking into account the leave on loss of pay during the year. In effect the
postponement, unless condoned, will have cumulative effect throughout the carrier of the
officer, provided that in the cases where the Competent Authority is satisfied that the leave
was taken on account of illness or for any other cause beyond the officers control, it may
direct that the period of extraordinary leave may count for increments.

Index Page
12. LAPSE OF LEAVE (REGULATION NO. 38)
I. All leave shall lapse on the death of officer or if he ceases to be in the service of the Bank,
provided that where an officer dies while in service, this shall be payable to his legal
representative sums which would have been payable to the officer if he had availed of the
privilege leave that he had accumulated at the time of his death.
Provided further that where an officer retires from the Banks service, he shall be eligible to be
paid a sum equivalent to the emoluments of any period of privilege leave that he had
accumulated.
Provided further that where an officer dies while in service, there shall be payable to his legal
representatives, a sum equivalent to the emoluments for the period, not exceeding 240 days, of
privilege leave to his credit as on the date of his death.
Note:(SBBJ OSR REGULATION NO. 38)
ii. Also an officer who retires from the Banks service shall be eligible to be paid a sum equivalent
to the emoluments ( i.e. salary and allowances) of any period of privilege leave that he had
accumulated as on the date of retirement not exceeding 240 days.
iii. For the purpose of paragraph 1 and 2 above, the emoluments payable at the time of death or
retirement will be taken into account.
(iv) Encashment of accumulated leave over 240 days cant be permitted. (Per/47/99-2000 dated
18.8.99)
v. The eligibility of an officer who is compulsorily retired in terms of Discipline and Appeal
Regulations for Leave encahsment, it is advised that only such officers who retire under
circumstances mentioned in Regulation 19 of the OSR would be entitled to encash accumulated
privilege leave in terms of Regulation No. 38. An officer whose services are terminated or who is
272
compulsorily retired as a punishment as per Regulation 4 of the Officer Employees (Discipline and
Appeal) Regulation will not be entitled for leave encashment. However, the said benefit is
available to those who opt for voluntary retirement in terms of Regulation 29 of the Bank
(Employees) Pension Regulation, 1995.
Index Page
13. ENCASHMENT OF P.L. IN CASE OF AN OFFICER RESIGINING FROM BANKS SERVICE:
The officer resigning from bank service may be allowed encashment of privilege leave to the
extent of half of such leave at his credit on the date of cessation of service subject to a maximum
of 120 days.
14. ENCASHMENT OF P.L. IN CASE OF VOLUNTARY RETIREMENT FROM FROM BANKS SERVICE:
Officers who have opted for pension and have completed 20 years of pensionable service may
be permitted to retire from the Banks service and also be allowed encashment of leave in
accordance with Regulation 29 of the Pension Regulations pending amendment to the State
Bank of Bikaner and Jaipur (Officers) Service Regulation, 1979
15. RECALL FOR DUTY (REGULATION NO. 39)
An officer on leave may be recalled to duty by the competent authority wherever the Bank
deems fit to do so but if the officer is at that time out of station, he shall be eligible to be paid the
actual expenses incurred by him and the members of his family for coming back to the station,
and if the officer and the members of his family go back to the same station from which he was
called, for the return journey also. In such an event, the journey period (both inward and
outward) shall be taken as period spent on duty. If he is availing of leave travel concession during
that period it will be allowed to be carried over. However, the Bank will as far as possible offer him
leave, so as to enable him to avail of leave travel concession during the same span of LFC block.
In addition to traveling expenses in such cases, the officer concerned will be eligible to halting
allowance as may be applicable to him for the inward journey to his place of posting. The family
members should generally accompany the officer when he is recalled to duty otherwise travelling
expenses for members of his family will not be reimbursed .Advance against LTC if any, shall be
adjusted by the officer immediately on his reporting for duty.
(SBBJ OSR REG. 39 AND CIRCULAR NO. PER/117/82 DATED 27.9.82)
Index Page
273
16. LEAVING HEADQUARTERS AND AVAILMENT OF LEAVE AND FURNISHING THE LEAVE ADDRESS TO
THE BANK
An officer who has been sanctioned leave and leaves his place of duty shall furnish to the
Bank the address at which he can be contacted while out of station.
(SBBJ OSR REGULATION NO. 40)
Regulation 58 (1) of the State Bank of Bikaner and Jaipur (officers) Service Regulations, 1979
interalia , provides that no officer shall leave the station without having obtained the
permission of the authority empowered to sanction leave. During the surprise inspections of
the branches, it was noticed that some of the Branch Managers/officers posted in rural area
branches do not stay at all at their headquarters and come to the nearby urban centers daily
where they are keeping their families. In their anxiety to catch the bus/rail to the respective
urban centers, they reportedly close the branch even before the scheduled timing. Leaving
headquarters unauthorisedly is not only a violation of the service regulations, but also the
concerned officers precious time is wasted outside headquarters as a result of which
developmental activities suffer. Any violation in this regard will hereafter be severely dealt
with.
Similarly, it was also noticed that the Branch Managers/officers frequently proceed on casual
leave for petty reasons and that too without any prior intimation, resulting in dislocation of
smooth working at the branch and necessitating relieving arrangements at short notice. It was
also observed that at times privilege leave is utilised as casual leave. These practices have
been viewed with concern and henceforth casual leave shall be granted only for cogent
reasons/emergent circumstances.
During the surprise inspections of the branches, it was noticed that in many instances, the
number of officers found on leave was disproportionately high vis--vis the sanctioned staff
strength which leads to believe that the branches are enjoying more than comfortable/
surplus supervising staff strength. In other words , it would appear that a very casual/liberal
attitude is being adopted while recommending /sanctioning leave to the officers thus totally
overlooking the interests of the Bank. This attitude has adversely affected the smooth
functioning of the branches and growth of business. Availment of privilege leave with prior
notice, for genuine reasons may, however, be considered but frequent leave for petty
reasons can hardly be appreciated. It is, therefore, enjoined upon the recommending
/sanctioning authorities that a more rational view should be taken while sanctioning leave
rather than treating it as a routine matter. Even grant of casual leave/station leave should be
sanctioned with more circumspection so that matters concerning business growth, such as
deposit mobilisation, recoveries etc., are not affected by untimely/frequent leave taking.
No officer shall leave the station without having obtained permission of the authority
empowered to sanction leave.
(CIRCULAR NO. 83/63)

Index Page
16. GRANT OF SPECIAL LEAVE (REGULATION NO. 37 (A) )
To recognise excellence of our staff in fields like classical music, dance, stage acting, painting,
literature etc. the following guidelines for grant special leave to our staff members
participating in these activities be ensured:-
274
a) The event should be recognised one at National /Regional level.

b) There should be official invitation from the organisers.
c) The leave depending on the event, should not exceed 7 days including time used for
travel to and fro.
d) The employees will not be eligible for any other monetary benefits or time-off facility for
practice.
e) The leave should be treated as non-cumulative special leave.
f) An individual employee may be granted such non - cumulative leave upto 7 days at
any one instances and not more that 30 days in a year. Maximum entitlement of an
employee during his entire career will be 300 days.
g. The competent authority for sanctioning the Special leave will be the respective
General Managers.
Bank employees who sustain injuries during the course of bank robberies/dacoities or as a
result of terrorist attack on bank premises, may be given special leave for the period of
treatment on production of a certificate from the Station House officer in whose jurisdiction
he/she was injured in a bank robbery/dacoity or as a result of terrorist attack on bank
employees.
The General Manager has been vested with the powers to grant special sick leave when
injuries are suffered by an employee as a result of his/her taking part in any sports event on
behalf of the Bank.
If an employee receive injury while representing the Bank or Banks Sports Board in a
tournament or practising as a part of the Bank Team or Banks Sports Board team and not as a
part of any other team or as an individual, he should be extended all the benefits as are
available to employees who sustain injuries in course of duty. In all other cases, it should be
examined on a case to case basis.
Special casual leave may be allowed to our employees who participate in the activities of
Central Secretariat Hindi Parishad . The guidelines for this purpose are:-
An office bearer of the Parishad may be granted Special Casual leave upto five days in a
year including journey period for participating in the General Meeting of the Parishad and
prize distribution programme, provided further that the Special Casual leave will be restricted
for the period of actual days of meeting/programme and time taken in travelling.
An office bearer who comes from outside Delhi to participate in the Central Committee
Meeting held in Delhi, may be granted Special Casual Leave upto 5 days which depend
upon the distance of his place of duty from Delhi; and
275
The office bearer working in our Branches/offices at Delhi may be granted Special Casual
Leave upto 20 days in a year to participate in the activities of Parishad for going to and
coming back from different places in addition to meetings mentioned in (a) and (b) above
provided that :-
Special casual leave shall be restricted for the actual period spent in travelling; and
Special casual leave availed under condition (a) and (b) above shall be within the limit of 20
days as mentioned hereinabove.
Following the recommendations of the Government of India that employees of the Public
Sector Banks/Financial Institutions etc. appearing at Hindi Examinations under the Hindi
Teaching Scheme may be sanctioned special casual leave for the days of such examinations,
accordingly the facility in question may be extended to our bank employees.

Index Page
276
17. GRANT OF SPECIAL CASUAL LEAVE TO BANK EMPLOYEES DURING ELECTION

To grant special leave to bank employees during election the following guidelines be followed:i. General election to Lok Sabha/State assemblies and Bye- elections to Lok-Sabha
In connection with General Elections/Bye-elections to Lok Sabha or a State Assembly a
local holiday is usually declared by the State Government on the date(s) of polling, if held
on day(s), other than Sunday or other holidays. When such a holiday is declared the Bank
offices located in such places should also be closed on the polling day(s). In some cases,
it may happen that the employees residing and enrolled as a voter, in a particular
place/constituency (where the election is to be held) may be employed in a any office
located at some other place. In such cases the employees may be granted special
casual leave after obtaining an undertaking from them in the proforma enclosed with the
relevant circular. If his branch/office does not happen to be closed on that particular day
to enable him to exercise his franchise.
ii. Election to Panchayat/Corporation/Municipalities or other Local Bodies and Bye-election to
State Assemblies
In connection with election to these bodies the Bank may not be closed. The employees
who are bonafide voters and desire to exercise their franchise should, however, be
offered reasonable facility subject to the normal exigencies of service, either by way of
coming late to office or by being allowed to leave office early or a short absence on that
day. Special casual leave may be granted to employees desirous of casting their vote in
bye-election to State Assemblies if enrolled as bonafide voters in that constituency and
working at a different place where no holiday has been declared after obtaining an
undertaking from them in the proforma enclosed with the relevant circular .
iii. So far as staff on election duty are concerned they may be permitted to remain away from
their normal duties on polling day(s) as also on the day(s) required for performing journeys which
might be undertaken in order to perform such election duty.
Index Page
18. GRANT OF SPECIAL LEAVE ON ACCOUNT OF CURFEW/BAND ETC.,
i) Absence of employee on account of curfew
a)Where bank office is kept closed for the day.
If a bank office remains closed on account of curfew order imposed during the entire
working hours, the employees should be given special casual leave for the day.
b) Where a bank office is kept closed for part of the day.
If curfew is imposed only for part of the day and therefore the bank office is kept closed
for part of the working hours , the employees who attend office during the hours the
office is kept open should be treated as having attended the office for the full day . The
absence of employee who do not attend office during the time it is open should be
adjusted against their appropriate leave account.
c) Where bank office remains open
277
Where an employee is unable to attend office on account of imposition of curfew at the

place of residence or at the place which falls on way to the Bank office, his absence
could be treated as a special casual leave. Special Casual leave in such cases would be
permissible only if it is physically impossible for him to reach the office by a circuitous route
avoiding curfew bound area or if special permission has been given by the Government
authorities to move through the curfew bound areas for to and from journeys to the
bank/office ,on production of identity cards etc.,
ii) Absence of bank employees due to natural calamities or civil commotion or any other cause
beyond the control of the Bank
If the closure of the bank is necessitated for reasons of natural calamities such as fire, rains,
deluge or civil disturbances such as riots or any other cause beyond the control of the
Bank, only appropriate leave including casual leave, but not special leave, should be
granted to Bank employees in terms paragraph 511 of the sastry award.
iii.) Absence of employees due to Bundh, Morcha, Strike, Rail/Rasta Roko, etc. organised by
various political/religious and other parties, unconnected with the Banking Industry.
a) In all cases where the Bundh etc., is supported /co-sponsored or actively assisted by
bank employees or their affiliated Union/Association action should be taken against
employees who absent themselves from duty by effecting wage cut on the basis of the
principal No work No pay in addition to any action the management may like to take
as per the Service Rues
b) In all cases where the Bundh etc. is not supported /co-sponsored or actively assisted by
bank employees or their affiliated Union/Association, if an absenting employee gives a
letter stating that he was not a member of any Union/Organisation which gave a call for
the Bundh due to non-availability/disruption of transport facilities, physically obstruction or
other legitimate reasons, his appropriate leave account may be debited.
d) Absence of employees during strike/agitation etc.,
If there is a call for strike given by any union of bank employees and an employee remains
absent on the strike day he should be deemed to be on strike and his wages for the day
should not be paid on the principle of no work no pay in addition to any action the
management may like to take as per the service rules.
If on the day of the strike, a particular office of bank remains locked, the absence of the
employees who were on the strike should be regularised as special casual leave by an
authority not lower than the General Manager subject to fulfilment of the following
conditions:i) If the employee is a member of the union which has given a call for strike, he should
advise the bank in writing before the strike day that although he is a member of the union
which has given a call for strike, he has no intention to go on strike.
ii) A letter by the employee, even if he is covered by (a) above stating that he was not on
strike and he had come to attend the office in the usual manner but could not do so as all
the doors were locked.
iii) If it is established that even one or two employees were able to enter the office and the
doors were opened any time before the close of business hours, special leave should be
given to those who did not enter the office.
e) Absence of employees for part of the day
278
Wherever employees without prior permission of the management go on agitation of any form
during office hours, they will have to be treated as having committed breach of contract of
service and the principal of No work No pay should uniformly apply subject to the decision of
the court if any. Even where an employee is in breach of his contract for part of the day, he not
earn wages for the full day subject to the condition that the Bank does not acquiesce in the
breach by taking work from such employee for the rest of the day. In such a case, care should be
taken to give an intimation to the employee sufficiently in advance, through a notice which may
be displayed or circulated, that no further work is expected of them for the rest of the day. In a
No work No pay situation, the question of deduction of wages does not arise as the employees
have not earned wages, as normal work in the normal manner in accordance with the contract
of employment which is a condition precedent for earning wages has not been satisfied. Banks
should also ensure that appropriate adjustments are made at the time of disbursing the salary for
the month.
Index Page
279
19. SPECIAL CASUAL LEAVE TO PHYSICALLY HANDICAPPED EX-SERVICEMEN EMPLOYED IN BANKS
The Government of India , Ministry of Defence memorandum O.M. No.

11(5)/72/3392/d(civ-ii) dated 11.4.72 issued with the concurrence of Ministry (Defence)
member banks may grant 15 days special casual leave to the disabled ex-servicemen
who have been provided with artificial limbs as a result of injuries sustained in operation
and employed in the banks and who have to report to artificial limb center and in hospital
as and when artificial limb required replacement/treatment.
Special casual leave may be granted to such of the employees of our bank for appearing
before the Medical Re-survey Boards for assessing their disability pension on the existing
terms and conditions. However, , the special casual leave facility as above as also for the
purpose reporting to artificial limbs center and in hospital as and when the artificial limb
requires replacement/treatment shall be restricted to an overall maximum period of 15
days in a calendar year.

Index Page
20. GRANT OF SPECIAL CASUAL LEAVE FOR UNDERGOING STERILISATION OPERATION/ IUD
PLACEMENT
The following facilities may be extended to the employees for family planning :a. Employees who undergo sterilization operation i.e. Vasectomy or Salipingectomy are
eligible for Special Casual Leave ( in addition to the regular Casual leave of 12 days in the
calendar year) to give the rest required immediately after the operation, subject to
production of Surgeons Certificate as under:b. Special casual leave not exceeding 6 working days for male employees undergoing
vasectomy operation.
c. Special Casual leave not exceeding 14 working days for female employees who
undergo non-puerperal tubectomy operation.
d. One days special casual leave to female employees who had IUD insertions.
e. Upto 7 days special casual leave to male employees whose wives undergo non
puerperal tubectomy operation, subject to the production of medical certificate from the
doctor who performed the operation, to the effect that the presence of the employee
was essential for the period of leave to look after his wife during her convalescence, after
operation.
f. Sundays and other holidays falling in between the period of special leave should be
taken into account for calculation of this special leave.
g. This special leave should not be prefixed to any other kind of leave.
Special casual leave connected with sterilisation, recanalisation under family welfare
programme may be suffixed as well as prefixed to regular leave or casual leave. However,
special casual leave should not be allowed to be prefixed both to casual leave and regular
leave . Special casual leave should either be prefixed to regular or to casual leave and not
both. Similarly, special casual leave may be suffixed either to regular leave or to casual leave
280
and not both. The intervening holidays and/or Sundays may be prefixed /suffixed to regular
leave as the case may be.
The grant of incentives for family planning is subject to the following conditions:
The employee must be within the reproductive age group. In the case of male he should
not be over 50 years and his wife should be between 20 to 45 years of age. In the case of
a female employee she must not be above 45 years and her husband must not be over
50 years of age.
The employee should have two or three living children.
The sterilization operation must be conducted and the sterilization certificate must be
issued by an authorized competent authority of the hospital or under the auspices of the
Central Government , Health Scheme. Where this is not possible, the sterilization certificate
issued by a State Government hospital or an Institution recognized by the central
Government for the purpose will suffice.
The sterilization operation can be undergone either by the employee or his/her spouse
provided the conditions at S. No. a to c above are fulfilled.
The concession will be admissible only to the employee who undergoes the sterilisation
operation on or after 31.12.80
For the purpose of granting incentives for promoting small family norms, apart from the
Certificates of hospitals covered under the Government Scheme, the Certificates of
hospitals and reputed nursing homes may also be considered for the purpose. The
incentives may be disbursed after getting the medical certificate duly authenticated by
the Banks authorised doctor, if any, and after obtaining prior approval of the Controlling
Authority.

Index Page
21. SPECIAL LEAVE FOR INJURY SUSTAINED WHILE ON DUTY :
Special leave to the permanent employees of the Bank may be granted in cases of accidents
resulting death/disability/serious injury/disarrangement suffered while on duty with the approval of
Competent Authority.
(PER/25/94-95 DATED 11.8.94)
22. MISCELLANEOUS
At the time of computerisation of branches, officers are often required to work on Sundays
and Holidays to complete the task on time. In view of the time bound programme for
computerisation of branches, it has not been possible to grant compensatory off during
the week following the Sundays/Holidays on which these officers had worked.
In this regard, in case it is not possible for the Bank to grant compensatory off to these
officers in the following week, the officers may be allowed to avail compensatory off
during the following three months. Further, in cases, where it has not been possible to
permit an official to avail of compensatory off during the next three months , the same
may be credited to his privilege leave account with the approval of appropriate
authority. However, before allowing credit to privilege leave account, the sanctioning
281
authority should fully satisfy itself that official could not be permitted to avail of
compensatory off during the three months period due to exigencies of services.
Index Page
23. SUBMISSION OF LEAVE RECORD IN L.P.C.
At the time of transfer, the Last Pay Certificate should not be handed over to the concerned
employee personally and the balance of leaves in Last Pay Certificate be mentioned in words
and figures both and the LPC be despatched by post only so as to avoid the possibility of
manipulations in the leave record by the concerned employee.
24. COMPENSATORY OFF FOR WORKING ON SUNDAYS/HOLIDAYS
It is clarified that for attending seminars/conferences etc., on Sundays/holidays no compensatory
off is to be granted.
Officers required to work as custodians of vaults or lockers on holiday are not entitled to any
compensatory off, but for halting allowance, in terms of Regulation no. 23(IX) of SBBJ (officers)
Service Regulations, 1979.
Officers whenever called upon to do invigilation work connected with examination conducted
by the Regional Recruitment Boards on Sundays/Public holidays may opt for either the scale of
honorarium or avail themselves of compensatory facilities in terms of extant instructions.
However, with a view to minimising inconvenience to our officials, it would be necessary to ensure
that they are called upon to work on Sundays/holidays only when it is absolutely necessary.
Further, wherever possible, the officials may be detained to perform work on Sundays/holidays by
rotation.
25. COMPENSATORY OFF FOR WORKING ON HOLIDAYS/SUNDAY
If an officer is called upon to work on a Sunday/holiday, he should be granted compensatory

off during the week following the Sunday/holiday on which he has been required to work.
As it is not possible to grant compensatory off to a Branch Manager/Accountant, for

performance of any routine duty on a Sunday/holiday in connection with the inspection of
sub-offices and/or godowns at the outstations attending despatch of remittance, etc., leave
in lieu of compensatory off should be added to his privilege leave accountant subject to the
maximum permissible limit. Each case of work on a Sunday/holiday should be referred to the
Controlling Authority for sanction to add to the privilege leave.
In unavoidable circumstances, the facility of credit to privilege leave account within the
maximum permissible limit may be permitted to an official who is not allowed to avail of the
compensatory off due to exigencies of services with the approval of the General
Manger/Deputy General Manager in the case of staff working at H.O./Z.O.s. In respect of
officers of the rank of Dy. General Manager and above the permission of the next higher
authority shall be obtained.
282
No compensatory off shall be given to the officers who are attending seminars, discussions,
etc., on a Sunday/holiday.
Compensatory off may be given to faculty members/instructors who are required to conduct
short duration courses/programme at the college/Training Centers during intervening
Sunday/holidays. Such compensatory off should, however, be availed of during succeeding
week.
The supervising staff who are required to work on intervening Sundays/holidays while on
deputation may be granted compensatory off or credit to leave account in addition to the
usual halting allowance for which they are eligible.
At the time of computerisation of branches, officers are often required to work on Sundays
and Holidays to complete the task on time. In view of the time bound programme for
computerisation of branches, it has not been possible to grant compensatory off during the
week following the Sundays/Holidays on which these officers had worked. In this regard, in
case it is not possible for the Bank to grant compensatory off to these officers in the following
week, the officers may be allowed to avail compensatory off during the next three months ,
the same may be credited to his privilege leave account with the approval of appropriate
authority, However, before allowing credit to privilege leave account , the sanctioning
authority should fully satisfy itself that official could not be permitted to avail of compensatory
off during the three months period due to exigencies of services.
Further, for allowing eligible officer other than the officials mentioned in para no. (vii) above to
avail compensatory off within one week is inadequate and more often than not, it has not
been possible for the controllers to allow officers to avail compensatory off during the
following week. Accordingly, the officers may be allowed to avail compensatory off during
the month following the Sunday/holiday on which he was required to work.
Officers required to work as custodians of vaults of lockers on holiday are not entitled to any
compensatory off but they may be allowed for halting allowance, in terms of Regulation NO.
23(ix) of SBBJ(Officers) Service Regulation, 1979
Officers whenever called upon to do invigilation work connected with examination

conducted by the Regional Recruitment Boards on Sunday/Public holidays may opt for either
the scale of honorarium or avail themselves of compensatory facilities in terms of extant
instructions.
With a view to minimising inconvenience to our officials, it would be necessary to ensure that
they are called upon to work on Sunday/holidays only when it is absolutely necessary. Further,
wherever possible, the officials may be detained to perform work on Sundays/ holidays by
rotation.
The competent authority to permit credit of compensatory off to privilege leave account to
the official who are not allowed to avail of the compensatory off due to exigencies of work,
within the maximum permissible limit of 240 days will be as under:Offices posted at
Authority
Branches/ZOs/H.O.
Officers in hierarchy immediately above the leave

sanctioning authority but not below the rant of DGM.

Index Page
283
26. BLOOD DONATION:

An officer who donates blood on a working day may be granted special casual leave for that
day on production of satisfactory evidence of his having donated blood on that day.
(CIRCULAR NO. SBBJ/386/65 DATED 16.11.65)
27. ST. JOHN AMBULANCE BRIGADE:
Officers enrolling themselves as members of St. John Ambulance Brigade may be allowed special
casual leave, subject to the following:
Prior permission will have to be obtained from the controlling authority;
The grant of leave should not interfere with the effective discharge of their official duties;
If the officers are required to undergo the necessary training etc. during office hours, their
absence will be treated as casual leave to the extent such leave is due and to the extent
such leave is not due, as special casual leave;
Where the officers are detained for any special duties by the brigade , special casual leave
not exceeding 3 days per annum will be allowed to them to cover their absence.

Index Page
28. SPECIAL LEAVE TO OFFICE BEARERS/CENTRAL COMMITTEE MEMBERS OF ALL INDIA BANK
OFFICERS CONFEDERATION ETC.,
The Indian Banks Association issue from time to time the list of eligible Officers who are Office
bearers/Central Committee members of various recognised Association/Unions etc. for the
purpose of grant of special leave in terms of Clause 13.39 of Bipartite Settlement dated 1966.
1. ELIGIBILITY:
a. During the block of 4 years, an officers shall be eligible for leave travel concession for
travel to his place of domicile once in each block of 2 years. Alternatively, he may travel
in one block of 2 years to his place of domicile and another block of 2 years to any place
in India by the shortest route.
b. Alternatively, an officer, by exercising an option anytime during a 4 year block of two year
block, as the case may be, surrender and encash his LTC(other than travel to place of
domicile) upon which he shall be entitled to receive an amount equivalent to 75% of the
eligible fare for the class of travel by train to which he is entitled upto a distance of 4500
Kms. (one way) for officers in JMG Scale I and MMG Scale II & III and 5500 Kms (one way)
for officers in SMG Scale IV and above . An officer opting to encash his LTC shall prefer the
claim for himself/herself and his/her family members only once during the block /term in
which such encashment is availed of. The facility of encashment of privilege leave while
availing of leave fare concession is also available while encashing the facility LFC.
c. The mode and class by which an officer may avail of Leave Travel Concession shall be the
same as the officer is normally entitled to travel on transfer and other terms and conditions
subject to which the Leave Travel Concession may be availed of by and officer, shall be
as decided by the Board from time to time.
284
(Per/17/2005-06 dated 28.6.2005)
REPLY TO SOME QUERY RELATING TO ENCASHMENT OF LEAVE TRAVEL CONCESSION

i) Query: Whether an officer employee can exercise the option to avail LTC or
encashment during a block period?
Reply: An officer employee by exercising an option during a 4 year block or two year
block, as the case may be, surrender and encash his LTC (other than travel to place of
domicile)
ii) Query: On opting to encash the facility, what will be the entitlement of amount payable
to the officer employee ?
Reply: He will receive an amount equivalent to 75% of the eligible fare for the class by train
to which he is entitled upto a distance of 4500 kms.(one way) for officers in JMG Scale I
and MMG Scale II & III of 5500kms (one way) for officers in SMG Scale IV and above.
iii) Query: Whether availment of facility of encashment is available for travel to place of
domicile?
Reply: No leave travel concession for travel to place of domicile is not encashable
iv) Query : Whether the option to encash Leave Fare Concession facility can be claimed
separately by the employee for himself & his family members?
Reply: No, an officer opting to encash his LTC shall prefer the claim for himself/herself and
his/her family members only once during the block/term in which such encashment is
availed of.
v) Whether the facility of encashment of Privilege Leave is also available with encashment
of facility of LTC.
Reply: Yes, is available.
vi)Query: Whether officer employee can avail the LTC Encashment facility, if Block period
expiring before 02.06.2005 has been extended by the Competent Authority?
Reply: No, this facility will not be available to such officer employees.
The Discretionary powers to allow the above facility rests with the sanctioning authority.
(CIRCULAR LETTER NO.P/GEN/10/2005-2006 DATED 1.8.2005)
Index Page
2. ENTITLED CLASS:
JMGS-I
MMGS- II & III
1st class or AC-II class sleeper by train.

1st class or AC-II class sleeper by train. By air
( economy class) if the distance to be
travelled is more than 1000 kms.
To update the aforesaid instructions of class of travel by water transport/steamer for LFC/HTC
purposes and bring it on par with the eligibility to travel by air. Accordingly, the eligibility of class
of travel by steamer/water transport for various grades scales of officers for LTC/HTC purposes will
be as under:-
285
Officer in JMGS-I
Officers in MMGS-II and III if the distance to
be traveled is less than 500 kms
Officers in MMGS-II and III if the distance to
be traveled is more than 500 kms
Officer in SMGS-IV and above
First class by steamer

First class by steamer

LFC ENTITLEMENT OF MMGS OFFICER
a. In terms of Regulation 47(3) of State Bank of Bikaner and Jaipur (Officers) Service Regulations,
1979, the mode and class by which an officer of Middle Management Grade Scale may avail of
Leave Travel Concession shall be the same as in the case of travel on transfer , which reads as
under : An officer in MMGS may travel by Ist class or AC sleeper by train. He may, however, travel by air
(economy class) if the distance to be travelled is more than 500 kms.......(as per latest salary
revision this is revised to 1000 kms.)
Some doubts have been expressed in this regard. The matter was, therefore, referred to Indian
Banks Association (IBA) who have clarified as follows:Issue- To consider whether air fare can be taken into account for computation of entitlement for
the purpose of leave travel concession in case of officers in Middle Management Grade.
Decision- Entitlement will be determined by Ist class/ A.C. sleeper rail fare only. If distance to be
travelled is more than 500 kms(since revised to 1000 kms.) by the most direct route and an officer
also covers a minimum 500 kms.(revised to 1000 kms) of such distance by air, then, he shall be
reimbursed actual air fare. If he does not travel by air, then reimbursement will be limited to 1st
class/ AC sleeper fare.
(CIRCULAR NO. PER/29/93-94 DATED 29.6.93 )
Index Page
b. LFC ENTITLEMENT OF MIDDLE MANAGEMENT GRADE SCALE OFFICERS
In terms of SBBJOSR 79 Regulation no 47(3) , the mode and class by which an officer of MMGS
may avail of leave travel concession shall be the same as in the case of travel on transfer.
In terms of circular no. Per/29/93-94 dated 29.6.93, entitlement of an officer in MMGS for leave
travel concession is determined by 1st class A/C sleeper rail fare only. If the distance to be
travelled is more than 500 kms. (since revised to 1000 kms.) by the most direct route and an
officer also covers a minimum 500 kms. (since revised to 1000 kms.) of such distance by air, then,
he shall be reimbursed actual air fare. If he does not travel by air, or travels partly by air or partly
by other mode of conveyance or by circuitous route, by higher or lower class, then
reimbursement will be limited to actual fares or the 1st class/A.C. sleeper fare by most direct route
whichever is lower.
The matter has been re-examined in consultation with the C.O. of SBI and it has been decided to
revise the entitlement of MMGS officer for leave travel concession w.e.f.1.2.95 as under:The LTC entitlement of officers in the MMGS will be determined by 1st class/A.C. sleeper rail fare
only. If the distance to be travelled is more than 500 kms. (since revised to 1000 kms.) by the most
direct route, then the eligibility will be as per air, economy class.
286
287
NOTE:
Officers in substantive grade/scales of MMGS-II and MmGS-III, if the distance to be

traveled is more than 500 kms, (since revised to 1000 kms.) as also officer in SMGS-IV and
above are entitled to travel by air; officers in JMG- I are not entitled to travel by air.
While the LTC entitlement of officers in the Middle Management Grade ( II & III) will be
determined by 1st class/AC sleeper rail fare only, it has been further decided that if the
distance to be travelled is more than 500 kms. (since revised to 1000 kms.) by the most
direct route, then the eligibility will be as per air ( economy) class.
SMGS-IV to TEGS-
An officer may also travel by his own car with prior permission and will be reimbursed at
the per km. rate for travel on duty upto the place of domicile/designated place, subject
to a maximum of the train fare by the entitled class by the shortest route.
The commencement of block of four years or two years as the case may be in respect of
an existing officer shall be computed from the commencement of triennial period current
on the appointed date, so however, that if a period of two years has already lapsed from
such commencement , and if the officer has not availed of the facility during such period
in terms of the rules obtaining immediately before the appointed date, he will be eligible
to avail of the facility before the completion of the block of four years as if the first block of
two years has not expired.
AC-1st class by train or by air ( economy class).
In case an officer has already availed of leave fare concession during the current triennial
period under the existing rules, this will be set off against the home travel concession.
[CIRCULAR NO PER/32/80 DATED 20.5.80]
In the event of an officer not having availed of leave travel concession/home travel
concession during the relevant triennial period prior to the 1st October, 1979, he can now
avail either twice the home travel concession or one leave fare concession and one
home travel concession as the case may be before the expiry of the current quadrennial
period, so however, that the first such concession should be availed of before the end of 3
years.
The HTC/LFC facility in respect of supervising staff is effective from 4.5.66

[CIRCULAR NO. PER/44/82 DATED 15.4.82 AND SBBJ/138/66 DATED 4.5.66]
The distance stipulation has been done away with and in a block of four years two
concession will be admissible each in a block of two years as under:1. both of them of home town, or
2. first block to any where in India and the second block to home town ,or
3. first block to home town and second block to anywhere in India.
The concession may be availed by an officer when on leave of any kind, including casual
leave.
288
In the case of Probationary Officer, the block of two years for the purpose of availing of
leave travel concession or home travel concession will commence from the date of
joining. Accordingly, Probationary Officers will be eligible for availing of the facility of
leave fare concession or home travel concession even while on probation. Further,
regulation 33(1) prohibits an officer from availing privilege leave before completion of 11
months of service. Consequently a Probationary Officer can not encash his/her leave
during the first 11 months of service.

Index Page
3. LEAVE ENCASHMENT ON LFC/HTC
On and from 1.6.91, once in every four years, when an officer avails of leave travel
concession, he may be permitted to surrender and encash his privilege leave not
exceeding one month at a time. Alternatively, he may while travelling in one block of two
years to his home town and in other block to any place in India, be permitted
encashment of Privilege leave with a maximum of 15 days in each block or 30 days in one
block. For the purpose of leave encashment all the emoluments payable for the month
during which the availment of the Leave Travel Concession Commences shall be
admissible.
[REGULATION NO. 47(2) OF SBBJOSR 1979]
As amended Regulation 47(ii) of the OSR, provides that for the purpose of leave
encashment all the emoluments payable for the month during which the availment of
the leave travel concession commences shall be admissible, an anomalous position exists
inasmuch as while an officer who is not provided with residential accommodation by the
bank gets the benefit of including house rent allowance for the purpose of leave
encashment , another officer who is provided with residential accommodation is deprived
of the HRA element for the purpose of leave encashment. With a view to rectifying this
anomalous position it has been decided to include w.e.f.1.1.87 notional house rent
allowance equivalent to an amount payable on certificate basis for the purpose of
computing the emoluments for leave encashment in the case of officers who have been
provided with leased accommodation by the Bank.
A month should be treated as of 30 days for the purpose of leave encashment.
Accordingly, when one months leave is to be encashed the leave account should be
debited by 30 days . If an officer wants 20 days and 15 days leave be encashed he
should be paid 2/3rd and 1/2 salary respectively.
The four year period for the encashment facility will commence in respect of the existing
officers with effect from 1st october,1979
[CIRCULAR NO. Per/32/80 dated 25.5.80]
In respect of officers appointed on or after the 1st October 1979, the first four year period
will commence from the respective dates of their appointment.
[CIRCULAR NO. Per/32/80 dated 20.5.80]
In case of an Officer promoted from the clerical cadre on or after the 1st October 1979,
the quadrennial period of leave enacashment shall be deemed to have commenced
from the expiry of the last quadrennial period in the clerical cadre i.e. in case of an officer
289
promoted on or after 1st October 1979, who has not availed himself of the facility of leave
enactment in the clerical cadre, he would be eligible to encash his leave as an officer for
the current quadrennial period ending the 30th September 1983 and his next quadrennial
period would commence from the 1st October 1983.
[CIRCULAR NO.Per/76/81 dated 11.8.81 and Per/107/81 dated 26.1.81]
Provided that an officer at his option shall be permitted to encash one days additional
privilege leave only once in every calendar year for donation to the Prime Ministers Relief
Fund without linking it to availment of LTC subject to his giving a letter to the Bank to that
effect and authorising the Bank to remit the amount to the Fund.
The question as to whether encashment of P.L. can be permitted to an officer in case only
his family members avail of the LFC facility was examined and it is clarified that in case an
officer is not availing leave fare concession , the facility of leave encashment will not be
available to the family.
Encashment of P.L. upto a maximum of one month while proceeding on LFC falls within
the discretionary powers of Respective Controlling Authority.
One months privilege leave can be encashed once in every block of four years at the
time of availing of LTC/HTC or 15 days encahsment of leave in each block of 2 years while
availing of LTC/HTC. For such encashment, Basic Pay, Dearness Allowance and House
Rent Allowance( actual or notional), CCA and all other regular allowance are admissible.
Note:
For the purpose of computing leave encashment of an officer, who is staying in his own house
and is being paid HRA on capital cost basis, the notional HRA admissible at the place of his work
is to be taken into account.
An official can avail of the leave encashment facility only at the time of proceeding on LFC/HTC
block has been permitted by the competent authority, the official ,may also be permitted
extension in the leave encashment block period.
In this regard, the instructions presently in vogue in State Bank of India are as under: As the leave encashment facility can only be availed of at the time of availment of
leave travel concession/home travel concession facility, it has been decided that the
carry over of leave encashent facility may also be permitted by the competent
authority,............ upto the period an officer has been sanctioned carry over of leave travel
concession/home travel concession facility, not exceeding six months, in any case
(C.O LETTER NO. SBD/VKS/2526 DATED 15.11.95)
Leave encashement facility is available to officers at the time of availing of LTC/HTC facility only,
carry over of leave encashment block is, therefore, permissible only in case of extension is
corresponding HTC/LFC block is permitted. Extension of leave encashment block in isolation of
HTC/LFC block will not be in order.
[C.O. LETTER NO. SBD/VKS/540 7.3.1996]
290
Index Page
4. ELIGIBLE MODE AND CLASS OF TRAVEL ON LFC :
The mode and class by which an officer may avail of leave travel concession shall be the
same as in the case of travel on transfer, and other terms and conditions subject to which
the leave travel concession may be availed of by an officer, shall be as decided by the
Board or E.C. from time to time.
[ SBBJ OSR REGULATION NO. 47(3) ]
Officers may travel by any acceptable mode of transport to any place in India(even if
they touch the same place more than once) so long as the reimbursement is within the
fare to which the officer is entitled upto the designated place. Both inward and outward
journeys may be combined for the purpose of reimbursement.

Index Page
5. CHANGE OF DESIGNATED PLACE OF LFC:An officer proposing to avail of leave travel concession should designate the place of visit. It will,
however, be open for him to change the place for any valid reason, which may be acceptable
to his controlling authority. However, if the change is made even before the commencement of
journey and if the officer has obtained a higher advance fare related to the place earlier
designated, he should refund the excess amount immediately. With regard to home travel
concession, the declaration regarding the place of domicile will be already on record.
6. REACHING THE DESIGNATED PLACE:
An officer may reach the designated place by a longer/circuitous route or may travel
throughout or partly in a higher or lower class, or in a taxi. He will, however, be reimbursed
with the actual fares/hire charges incurred by him or the cost of the fare to the
designated place by shortest route by the entitled class, whichever is lower.
Under the extant instructions the charges incurred in connection with the undertaking of
journey in a circuitous route either on onward journey or return journey by an officer while
availing of leave travel concession is reimbursable within the entitlement of the officer
concerned. A doubt has arisen whether on such a journey, if the officer breaks his journey
at one or more points and visits one or more places nearby touching the same point more
than once before reaching the designated place/place of domicile/head quarter, if
charges incurred on such journey could be reimbursed within his overall entitlement. For
example, if the charges incurred by an officer on his way to designated place say,
Kanyakumari from Bhubaneswar first follows the circuitous route Bhubaneswar-BombayGoa - Bangalore- Madras - Kanyakumari and on his way he breaks journey at (I) Panaji
and visits Panaji- Vasco-Panaji, Panaji- calangute- Panaji.(ii) at Bangalore and visits
Bangalore-Mysore- Banagalore.(iii) at Madras and visits Madras-Mahabalipuram - Madras
before reaching designated place Kanyakumari, whether all the charges for journeys
mentioned at (I), (ii) and (iii) would be reimbursed within the overall entitlement.
In this regard it is clarified that as travel by longer/circuitous route by higher or lower class
is permissible provided the expenditure incurred by the official is within his entitlement ( i.e.
expenditure that would have been incurred in reaching the designated place/place of
291
domicile by shortest route by the entitled mode of travel), the expenditure incurred in
visiting places enroute with deviations- touching the same place more than once could
be permitted within overall entitlement. However, the head quarter or the designated
place cannot be touched more than once because as soon as one reaches the
designated place/place of domicile/head quarter, the journey is terminated and cannot
be revived.
7. If the designated place and the head quarter are connected by air and the officer is entitled
to travel and actually travel by air, he will be reimbursed with the air fare incurred. If the
designated place and the head quarter are partly connected by air and partly by rail /road, he
will be entitled for reimbursement of rail/road and air fare for the distance covered by air. For this
purpose, the nearest airport on the shortest air route, generally accepted as the connecting link
enroute will only be considered. If the place is partly connected by steamer, an officer in MMGS-II
and above may travel by the highest class by steamer and an officer in JMGS-I by the first class.
8. If an officer entitled to travel by air/air-conditioned first class by train but travels by air and/or
by a different mode of transport or lower class by a longer/circuitous route, he will be entitled for
reimbursement of actual fair incurred by him or the amount calculating on the following basis,
whichever is lower:a. Train fair by the air conditioned first class from head quarters to the designated place by the
shortest route, or at his option.
b. Air fair for the distance for which air travel is available by the normally accounted shortest air
route and for the remaining distance air-conditioned first class far by rail.
c. In terms or the extant guidelines regarding reimbursement of expenses on travel on duty/leave
fare concession , officers who are entitled to travel by first class by train on travelling by second
class A.C. sleeper are being reimbursed first class train fare only. The matter has been examined
and it has been decided that in such cases reimbursement of second class A.C. sleeper fare may
be permitted to the concerned officers.
Index Page
9. DEFINITION OF FAMILY:
The concession shall be admissible for self and family which shall have the same definition
as contained in regulation no. 45 of SBBJOSR,79 i.e. Family for the purpose of this
regulation will be limited to the spouse, wholly dependent unmarried children (including
dependent step children and legally adopted children) and wholly dependent parents
ordinarily residing with and wholly dependent on the officer . The term wholly dependent
child/parents shall mean such relative having a monthly income not exceeding 2550/p.m. If the income of one of the parents exceeds Rs 2550/- or aggregate income of both
the parents shall not be considered as wholly dependent on the employee.
[ SBBJ OSR Regulation No. 47 (NOTE) and Circular No.Per/17/2005-06 dated 28.6.2005]
The facility of leave fare concession and medical aid may be allowed in case of a
married daughter of the employee only in exceptional circumstances such as where she
292
has been divorced, abandoned, or separated from the husband, and is residing with and
is wholly dependent on the employee.
[CIRCULAR NO.Per/7/98-99 dated 15.4.98]
The matter regarding extension of the facility of Leave Fare Concession to cover
widowed/deserted daughters/sisters of employees has been examined and it has been
decided that an employee will be eligible for Leave Fare Concession in respect of his
widowed/deserted daughters/sisters provided they are residing with and wholly
dependent upon him.
The question as to whether a widowed sister if wholly dependent on the employee, could
form part of the family has been considered in all its aspects and it has been decided that
wherever the family includes dependent sister in terms of SBBJOSR 1979 regulation
no.45(1) (i)(ii) regarding transfer and LTC the widowed sister if fully dependent on the
employee could be deemed to be part of the family. To determine whether a widowed
sister is dependent on the employee for the purposes(s) stated in the relevant service rules,
the following points, as suggested by the IBA be considered: That the widowed sister is wholly dependent on the employee.
That she has no independent source of income.
That she is staying permanently with the employee.
That she has no earning member i.e. her sons or daughters for support.
Whether a female married employee whose parents are dependent on her would be
eligible for the facility of LFC and whether the definition of family for the purpose of
medical aid has been defined to include wholly dependent parents, spouse and children.
In this regard it has been decided that if, however, a married female employee
establishes to the satisfaction of the Bank that notwithstanding the fact that her parents
are living separately from her are still dependent on her, Branch Manager/Departmental
Heads may decide each case on its merits and reimburse claims in respect of the parents
either for medical aid or for LFC but the normal rule should be as laid down hereinbelow:(i) The parents of the female employee should ordinarily be residing with her.
(ii) The female employee should be the only earning member in that family. If there are
other members earning but they are married daughters, banks may consider on
merits the claim of the employee for inclusion of the parents. Either parent of the
female employee should not be in receipt of a monthly income exceeding Rs.1500/-
[CIRCULAR NO. PER/115/80 DATED 24.12.80 AND PER/47/82 DATED 17.4.82 AND
PER/15/98-99 DATED 8.5.98]
Daughter- in-law and grand children are not covered under the definition of the family.
[IBA LETTER NO. PD/ASK/46/F/1129 DATED 29.8.91]

Index Page
10. GRANT OF ADVANCE AGAINST LFC/ PASSING OF LFC BILLS ETC:
Advance may be obtained ordinarily 30 days before the journey. However, if advance
earlier than 30 days is required, the officer should undertake to produce evidence to the
sanctioning authority within 7 days of availing the advance to the effect that the amount
has been utilised for booking journey tickets. Wherever possible, the onward tickets may
be booked through the Bank.
293
As soon as possible, on return from leave and in any case not later than 15 days after
return, the officer should submit his final bill. The bills should be accompanied by money
receipts or tickets. If no money receipts are available or tickets are surrendered, details of
journey tickets, as also some evidence in support of visit to the designated place should
be furnished. In the case of travel by own vehicle, cash memos or vouchers for purchase
of petrol, toll tax receipts, if any, etc., should be furnished .
In such cases a signed declaration be obtained from the employee giving the details of
ticket number, date and name of the issuing station we feel that no other information is
required for passing T.A. bill as the information required is given in the T.A. Bill itself .
However, where feasible in cases advance reservation is made by the employee they
may give satisfactory evidence by showing the tickets before the journey commences. If
the reservation tickets are not necessary to be surrendered at the destination, the
employees may produce the same for evidence .
In the bills in respect of the advance taken from the Bank by staff members on account of
L.T.C./transfer etc. are not submitted within one month from the date of reporting to the
place of posting/completion of L.T.C. the amount of the advance together with the
interest at the penal rate from the date the advance was taken will be recovered from
the salaries of employees in maximum 3 instalments depending on the amount involved.
The penal rate at which the interest should be charged in the applicable cases is 2%
above SBAR with a minimum of 15% p.a. The H.O. is anxious that a strict monitoring
arrangement about the compliance of these instructions is devised by the concerned
officials i.e. B.M./Departmental Heads so that delinquent staff can be held accountable
for non-compliance both insofar as an individual employee is concerned in the matter of
submission of relative bills as also the concerned Controlling Authorities in not having the
relative items adjusted.
(CIRCULAR NO. PER/57/78 DATED 7.1.78, PER/61/78 DATED 20.11.78 AND PER/26/80 DATED
7.5.80)
The following guidelines be followed for advance to staff against/TA/LFC/HTC:i.
The amount of advance availed by the members of staff against TA/LFC/HTC should
commensurate with the actual journey charges to be incurred.
ii.
The amount of advance remaining unutilised must be deposited back immediately on

the day of resuming duty and this should not await the submission/passing of the
relative bills.
iii. The TA/LFC/HTC Bills must be submitted immediately on return and in no case later
than 15 days of resuming duty.
Any violation of the above instructions will be deemed to be a misconduct and will render
the concerned member of staff liable for appropriate disciplinary action.
BM/Departmental Head /Controlling Authorities should devise an appropriate monitoring
arrangement to ensure that these instructions are strictly complied with at all levels. Noncompliance of any of these instructions should be promptly brought to the notice of the
Competent Authority for initiating disciplinary action.
[CIRCULAR NO. PER/86/84 DATED 15.11.84
The officers are required to submit a signed declaration giving the following details while
submitting the LFC Bill.
294
i. ticket number, and

ii. name of issuing station.
However, wherever feasible, in cases advance reservation is made, they may give
satisfactory evidence by showing tickets before the journey commences. If the reservation
tickets are not necessary to be surrendered at the destination, the employees may
produce the same for evidence.
Now the railway tickets are being issued through computers at many of the centers are
particulars are indicated by PNR No. These PNR No. should be furnished in the LFC/HTC bill
where the tickets are issued through computer system to make the checking of the bills
more effective.
With a view to avoiding delays in passing LFC/HTC bills, which occur mainly on account of
non furnishing of relevant information by the forwarding authorities, it has been decided
that the following information should invariably be furnished by way of a covering letter
while forwarding such bills:-Option given by the employee,
i. Commencement and expiry dates of the period/block for LFC/HTC,
ii. When the facility was last availed,
iii. Certificate regarding dependants,
iv. Details of the enclosures, such as ticket number etc.,
STAFF MISCELLANEOUS: LEAVE FARE CONCESSION

TIME LIMIT FOR SUBMISSION OF LFC BILLS FOR RETIRED EMPLOYEES
Please refer to our Circular No. PER / 86 / 84 dated November 15, 1984 and PER/ 74 / 2000-01
dated November 18, 2000.
It has been observed that the advance made to staff at the time of retirement against L.F.C bills
remain unadjusted in large number of cases, therefore the entries continue to remain outstanding
in suspense account for a long time.
With a view to avoid such situation, it has been decided to lay down the following guidelines: (i)
The Leave Fare Concession facility should be completed by the retiring

employee within three months of the date of retirement and the relative bills
should be submitted immediately on return to the concerned authority. The
time period for submission of LFC bills to the concerned passing authority will be
strictly three months in all cases even if the concerned employee has not
availed the LFC advance from the Bank. The Bank will have the right to refuse
to accept the LFC bills submitted to the Bank after expiry of three months.
(ii)
The unutilized amount of advance remaining, if any, must be deposited back

immediately on completion of journey.
(CIRCULAR NO. PER/ 14 / 2007-2008 May 17 , 2007)

AVAILING OF LEAVE TRAVEL CONCESSION AFTER RETIREMENT (UPTO TWO MONTHS) SUBJECT TO
AMENDMENT TO SBBJ OFFICERS SERVICE REGULATIONS 1979
295
Please refer to H.O. Circular No. PER/86/84 dated 15.11.1984, PER/74/2000-2001dated 18.11.2000
and PER/14/2007-08 dated 17.05.2007.In terms of Regulation 47(1) of SBBJOSR, 1979, during each
block of 4 years, an officer shall be eligible for Leave Travel Concession (LTC) for travel to his
home town once in each block of 2 years. Alternatively, he may travel in one block of 2 years to
his home town and in the other block to any place in India by the shortest route. Further, in terms
of Rule 38 of SBBJOSR, 1979, all leave to the credit of an officer lapses on resignation, retirement,
death, discharge, dismissal or termination.
2. In this connection, we have examined the matter in consultation with SBI Corporate Centre,
Mumbai for providing of carrying over of the facility of LTC after retirement in situations where it is
not possible to proceed on LTC, before the date of superannuation either due to exigencies of
services or any other reason. It has also been observed that on many occasions an officer has to
proceed on LTC on the last day of his retirement. Since any officer on an average works in the
Bank for 35-40 years, he has some emotional attachment to the Bank and therefore, he would like
to be in the Bank on the last day of his service. As such, there should be some provision for carry
over of last LTC after retirement, which is not available at present.
3. Keeping in view the above stated facts, the Executive Committee of the Board at its meeting
held on 29th May, 2009, approved that the following provisions be implemented in regard to
availment of LTC after retirement: subject to the amendment in the SBBJ Officers' Service
Regulations, 1979.
I.
II.
III.
IV.
V.
VI.
VII.
VIII.
Where an officer is not able to avail LTC in the last block of service before
superannuation (which at present is 60 years of age) for any reason, LTC may be
permitted to be carried forward for two months beyond retirement and the retiree
may be allowed to avail of the facility within that period as per the existing rules
relating to the serving officers of the Bank. However, in case two leave travel
concessions are outstanding as on the date of retirement, only one LTC shall be
allowed to be carried forward beyond retirement.
The competent authority to permit the carry over of LTC beyond retirement will be the
same authority who has been authorized to allow carry over of LTC to serving officers.
Such carry over may be permitted due to official exigencies or any other genuine
reason.
The mode or class of travel by which a retired officer may avail leave fare concession
shall be the same as he was entitled to, as an officer, on the last date of his service in
the Bank.
The LTC after retirement may be availed from the last place of posting (headquarter)
or from a place where the officer has settled down after retirement to the designated
place in India. However, the retiree officer has to come back to the same centre from
where he has started his journey and the entitlement will be calculated accordingly.
Those who opt for voluntary retirement, plan their exit from the Bank much in advance
and therefore the above facility shall not be extended to them.
Encashment of LTC shall not be allowed after retirement under any circumstances.
Since the privilege leave in the account of any officer is either encashed or lapses on
retirement, there is no question of grant of leave encashment with the facility of leave
travel concession after retirement.
The facility of leave travel concession after retirement shall not be extended to such
retired officers on whom Regulation 19(2) of SBBJ OSR, 1979 has been invoked and
who shall be deemed to be in service only for the purpose of the continuance and
conclusion of the disciplinary proceedings initiated against them.
4. PROCEDURE FOR AVAILMENT OF LTC AFTER RETIREMENT :

I.
Where such carry over of LTC is to be permitted and where advance is availed from
the Bank, the amount equivalent to advance taken should be tendered by way of a
special term deposit receipt (STDR) of the bank for 6 months by the officer in his name
296
II.
III.
and a lien should be marked by the Bank on it. The lien should be released only after
the LTC bill is fully and finally settled. Where no advance is taken there is no need for
insisting on tendering of STDR as security.
The relative LTC bill must be submitted by the officer at the concerned branch/office
within 15 days of completing the last return journey undertaken by him/his family
member under the LTC facility and not later than six months of his date of retirement.
In case the officer fails to do so and he has availed advance from the Bank, the entire
amount of unutilized advance shall be adjusted by the Bank immediately from the
amount of STDR held under lien as mentioned in subparagraph (i) above for this
purpose. Similarly, if an officer does not undertake proposed journey under LTC even
after taking advance for the same, the interest on STDR will not be paid to him (instead
of recovering interest on amount of advance). Even, if no advance is taken, the LTC
bill must be submitted within 3 months of availing the LTC and in any case before 6
months from the date of retirement.
Where, prima facie, the bill presented against availment of LTC after retirement
appears to be disputed or discrepant, the lien on STDR shall not be withdrawn till such
time as the matter is settled to the satisfaction of the sanctioning authority in the Bank
and the bill remains unpaid. Where the LTC bill is found to be false or fraudulent, the
entire amount of the STDR held under lien shall be adjusted against the advance
given for LTC by the Bank with interest on STDR.
5. EFFECTIVE DATE : The above scheme has been made applicable for the officers retired on
superannuation (at present 60 years of age) from the date of approval of the Executive
Committee i.e. 29th May 2009 subject to the amendment. in the Regulation 47 of the SBBJ OSR,
1979.
7. TAX IMPLICATION : The tax liability on the LTC after retirement, if any, shall be borne by the
retiree officer.
8. All other terms and conditions will remain unchanged.
(Circular No. PER/19/09-10 dated 30 May 2009 ,Circular No. PER/26/09-10 dated 19 June 2009 and
Circular No. PER/40/09-10 dated 17 August 2009)
Index Page
11. REIMBURSEMENT OF CONVEYANCE CHARGES ON LFC:Conveyance charges incurred for reaching airport/railway station and the place of residence,
both at the points of commencement and termination of the journey including conveyance
charges at connecting points between the transport terminus, may be reimbursed on actual
basis. If the officer actually travels by the shortest route on which there is connecting place where
he has to change over e.g. he gets down from the place and than goes to a Railway Station,
then expenses incurred for such transport should be paid as part of the entitlement . When an
officer takes a circuitous route or undertakes a round tour, such charges at connecting points will
not be payable as an entitlement but if these actually are within the entitlement by the shortest
route, they may be permitted to be included as actuals.
[CIRCULAR NO. PER/55/80 DATED 16.7.80 AND PER/76/81 DATED 11.8.81 AND PER/15/98-99]
12. HEAD QUARTER:Head quarters means the place from where as officer proceeds on leave. If an officer or a
member of his family travels to his home town or any other place in India from a place other than
his head quarters or travels from his home town or any other place in India to a place other than
his head quarters, the place where the former journey commences and the later journey
terminates shall be regarded as the head quarters of the officer and his claim for travelling
297
expenses in respect of such journey shall be regulated accordingly. The claim will, however, be
limited to the amount admissible had the journey been made from or to the actual head quarter
of the official .
Index Page
13. ABSENTING FROM HEAD QUARTER
In terms of H.O. Circular No. Per/89/2003-04 dated 26.2.2004 Bank has time and again observed
that despite repeated advice that officers should not leave the station without having first
obtained permission of controlling authorities, no appreciable improvement is visible in this
respect. Further, some officers of the Bank do not stay at all at their head quarters at Semi
Urban/Rural Centers and instead commute daily from nearby towns where they reside with their
families. It is needless to mention that leaving Headquaters unauthorisedly is not only breach of
prescribed instructions/service regulations but it tends to affect Banks Business tremendously due
to lack of follow up both in House keeping front, as also for customer service, control on the loan
accounts. Etc., Consequently, both business development as well as the standard of customer
service are adversely affected. No serious efforts are made either in the matter of recovery of
NPAs which is a prime concern of the Bank, and extension and popularization of Banks schemes
in Rural/Semi Urban areas which continue to be in low key. Computerisation is also another
critical area, which is neglected in its early implementation, as it requires sustained application for
being a total success, as envisaged in corporate policy.
Bank has therefore advised that all the officers/employees should reiside at their place of posting
and in no case leave their Headquarters without prior permission. Controlling Authorities should
ensure the compliance of the above instructions meticulously and engage the officials/staff in
executing the tasks/goals to be achieved by March end. Disciplinary action shall be taken
against those found flouting the above instructions.
14. TOUCHING THE HEAD QUARTER DURING LFC:During the course of the journey under Leave Fare Concession/HTC, an officer and family
members cannot break the journey at Head Quarters but if they have to pass through the Head
Quarters without a stopover to reach the designated place, the Bank may permit such facility
under special circumstances.
Index Page
15. LFC FOR WORKING HUSBAND & WIFE:
If husband and wife are both working in the Bank, although each will be entitled to Leave
Travel Concession in his/her own right, the family including the husband and wife taken
together will not be eligible for the concession more than once in the relative period.
Where both husband and wife avail leave fare concession together, the concession will
be admissible to the family on the scale admissible to the husband or the wife and not
both. In case each spouse prefers to avail leave fare concession in his/her own right, only
one of them would be entitled to claim leave fare concession in respect of their
dependent children but the wife will not be eligible for leave fare concession in respect of
any other dependants except for her dependent parents, subject to the following
conditions:-
298
i.
ii.
iii.
The parents of the female employee should ordinarily be residing with

her.
The female employee should be the only earning member in that
family. If there are other members earning but they are married
daughters, we may consider on merit the claim of the employee for
inclusion of the parents.
Either parent of the female employee should not be in receipt of a
monthly income exceeding Rs.1500/-
[CIRCULAR NO. PER/55/80 DATED 16.7.80 AND PER/151/82]
If both husband and wife are working in different banks, each of them can avail LTC/HTC
separately for different journeys. However, there should not be two payments by both the
employers in respect of the same journey, In this regard it is further reiterated that where
the husband and wife are both working in our bank, although each will be entitled to
LTC/HTC in his/her own right, the family including the husband and wife taken together will
not be eligible for the concession more than once in the relative period as already
advised above.
[CIRCULAR NO.PER/106/88 DATED 16.8.88]
Index Page
16. REIMBURSEMENT OF RESERVATION CHARGES:Reservation charges may be reimbursed over and above the amount of the actual fare.
17. HTC NOT PERMISSIBLE WHEN POSTED IN HOME TOWN
AND GUIDELINES FOR CHANGE IN PLACE OF DOMICILE
The facility of leave travel concession in one block of two years is available only to an officers
declared home town. The implication of this provision is that where officers get posted over a
quadrennial period either in their home towns or somewhere nearby their own home state, either
the officers would not be eligible for one concession when they are posted in their home towns or
the benefit accruing to them would be minimal when they are posted in their home state .
Although the declaration of place of domicile once made by an employee should ordinarily be
final, there may be exceptional cases warranting justification for a change . With a view to
ensuring uniformity, the following norms/guidelines should be adopted for considering requests for
a change in the place of domicile:i.
ii.
iii.
The place declared as home town should be the place where the
employee would normally reside but for his/her absence from such
place for service in the Bank or it should be one which requires his/her
physical presence at intervals for discharging various domestic or social
obligations and for which purpose the employee should have been
visiting that place regularly.or
The employee should own a residential property in that place or be a
member of a joint family having such properties there or
His/her relatives should be permanently resident in that place .
The objective of above guidelines is primarily to enable an employee change his/her place of
domicile on account of developments taking place in his/her career in the Bank and such a
facility will be extended for only valid reasons and that too only once in ones service in the Bank.
299
It will also be necessary to satisfy the genuineness of the reasons adduced by the employees to
change their places of domicile.
While one or more of the guidelines mentioned above will need to be satisfied in cases where the
husband and wife are both in the Banks service, the couple will be treated as a single family unit
and allowed to declare only one place to be their home town which should be the same place
for both of them. It will be open to them to choose the home town of either the husband or wife
or the town of parents of the husband or wife or an entirely different place consistent with the
guidelines spelt herein above.
[CIRCULAR NO. PER/34/81 DATED 5.5.81 and Per/119/96-97 dated 25.3.97]
Index Page
18. TRAVEL BY FAMILY WITHIN 3 MONTHS:The family of an official may travel for the purpose of leave travel concession/home travel
concession three months prior to or after the date on which the official himself avails the leave
ravel concession/home travel concession. For this purpose:a) the time gap between the commencement of the onward journey by a member
of the family and that of the officer should not be more than 3 months. The family
members may undertake the journey prior to or after the commencement of the
onward journey by the officer subject to the time gap stipulated.
b) the time gap between the termination of return journey by a member of the family
and that of the officer should not be more than 3 months . The family members
may terminate the return journey prior to or after the termination of return journey
of the officer but between the termination of such journeys the time gap should
not be more than the stipulated 3 months. Failing above the unavailed portion will
be deemed to have lapsed.
c) It must be ensured that the onward journeys by the officers as well as the family
members start within the block concerned so that it does not result in automatic
carryover to the next block.
[CIRCULAR NO. PER/23/81/ DATED 2.4.81 AND PER/64/88 DATED 22.4.88]
Index Page
19. PAYMENT OF ADVANCE SALARY:a. Officers proceeding on leave and availing leave travel concession may be given advance
salary accruing during the leave period .
[CIRCULAR NO. PER/65/81 DATED 27.7.81, CIRCULAR NO. PER/98/81 DATED 1.10.81]
20. REIMBURSEMENT OF EXPENSES ON TRAVEL TO FOREIGN LAND:Reimbursement of expenses on travel to a foreign land, if it falls in the circuitous route adopted by
an officer to go to the designated place or his home town may be made to him for his entire
journey by the circuitous route so long as the officers designated place is any where in India and
he actually visits that place provided reimbursement to be made to him will be limited to the
actual fare/hire charges or the cost of fare to the designated place/home town by the shortest
route by the entitled class, whichever is lower.
300

Index Page
21. CONCESSION ALLOWED BY RAILWAYS/AIRLINES TO STUDENTS:The Railway, Indian Airlines and State Transport Authorities extend student concession facilities in
terms of which concessional fares are allowed to students vis--vis other passengers. The benefit
in such cases does not go at present to our officers in entirety as in their cases reimbursement for
their children is not allowed if the children travel to centers beyond the designated place even if
the concessional fares for these centers work out to be cheaper than the normal fares for
journeys to the designated places. It has been represented that the full benefit of such
concessional fares be extended to our officers in respect of their children as no additional cost
will be involved on this score.
The matter is examined and it has been decided that our officers may be permitted to avail
themselves of such concessionary facilities in respect of their children in entirety whether travelling
on transfer or while on home/leave Travel. In other words, even if an officer travels with his family
beyond the designated place/place of domicile, reimbursement will be made in full in respect of
his children provided the concessionary fares enjoyed by them do not exceed the normal fares
they would have had to pay for travelling to the designated place. The officer will, of course,
have to bear the additional travelling expenses for himself and his wife as well as other members
of his family except for his children as permissible by the Service Regulations. For example, a
calcutta based officer posted at H.O. while on HTC to calcutta may go to Guwahati with his
family and the fares from Jaipur to Guwahati will be reimbursed in respect of his children,
provided the latter avail themselves of student concession and the concessionary fares do not
exceed the normal fares from Jaipur to Calcutta.
Index Page
22. CONCESSION ALLOWED TO HANDICAPPED PERSONS BY RAILWAYS:Handicapped persons are extended by the Indian Railways certain concessions in the fares. In
such cases the reimbursement be made to officers treating the normal fare as their entitlement,
as no additional cost will be involved on this score. In other words, even if a handicapped officer
or a handicapped dependant of an officer travels to the designated place/place of domicile, by
a circuitous route in an eligible/higher/lower class, reimbursement of actual expenses will be
made upto the normal fare by entitled class he would have had to pay for travelling to the
designated place. The officer will of course have to bear himself the additional travelling
expenses in respect of other non- handicapped members of his family who perform the journey in
excess of their entitlement. For example, when an officer posted a Bombay proceeds to Calcutta
on HTC/LFC via New Delhi or a circuitous route, the normal fares between Bombay and
Calcutta[not the concessional fare] be reckoned as entitlement in respect of handicapped
member(s) even though they may avail of concessions extended to them by the Indian
Railway/Indian Airlines. Thereby, the handicapped officer or the handicapped dependant of the
officer would be able to travel for longer distance in a circuitous route in the eligible/lower or
higher class within the normal entitlement of fare.
Index Page
23. WHEN TICKETS NOT AVAILABLE BY MOST DIRECT ROUTE:A question has been raised that whenever direct bookings/ boogies trains are available between
two places, whether actual fares may be reimbursed even if the route taken is not the shortest
route, in view of the difficulties faced by the officer. In this regard is advised that where the
301
officers have to face difficulties in getting direct bookings by train by the shortest route while
availing leave fare concession , reimbursement by a convenient route which is considered
shortest in point of time though it may be little costlier than the shortest route in terms of distance,
may be permitted.
24. TRAVEL BY TAXI ON LFC:As per the extant instructions Officers may, interalia travel on LTC/HTC journey by taxi after
obtaining prior approval of the Competent Authority. However, several instances have come to
light where officers have travelled on LTC/HTC journey by road by hiring private vehicles not
registered as taxis with the Transport Authority. In this connection, all officers are cautioned to
ensure, while proceeding on LTC journey by hired vehicles, that they engage vehicles registered
as taxis and not to travel by unauthorised vehicles plying as taxis.
For travelling in Taxi separate sanction for Taxi in case of LFC will not be required. This may be
approved by the Controller/Departmental Heads on the LFC application itself, which may be
reviewed by the next higher authority.
[CIRCULAR NO. PER/64/86 DATED 29.7.86, CIRCULAR NO. PER/8/2005-06 DATED 19.5.2005]
Index Page
25. LFC FOR VISITING DIFFERENT PLACES BY FAMILY:An officer and/or members of his family may visit the same place or different place of their
choice under LFC journey. In case the officer and his family visit different places of their choice,
reimbursement will be regulated with reference to the different places so visited. In case of HTC
the facility for travelling to different places by the officer and his family would not be available.
26. CARRYOVER OF LFC BLOCK:In terms of the OSR there is no provision for carry over of the unavailed LTC/HTC to the next block .
Normally the facility should be availed of within the prescribed block as provided for in the
Regulations. Thus the facility of LTC/HTC not availed of within the prescribed block will
automatically expire. The matter is examined and it is clarified that in exceptional cases where
an officer could not be sanctioned leave due to exigencies of service, the question of carry over
of the facility could arise and such carry over may be permitted upto a maximum period of 6
months subject to prior approval of the Competent Authority. However, in order to keep such
cases to the bare minimum, it has been decided that only in case of extreme necessity where
the Bank is unable to sanction leave and relieve an officer to avail of LTC/HTC within the block
period, carry over of the unavailed LTC/HTC to the next block may be permitted for a shorter
period instead of for the full period of 6 months and it may be ensured that the officer concerned
is sanctioned leave during that period.The authority for considering request of officers for carryover of unavailed LTC/HTC to the next block is delegated to the concerned General Manager.
[CIRCULAR NO. PER/11/89-90 DATED 2.5.89 AND PER/94/95-96 DATED 22.1.96]
Index Page
27. LFC WITHOUT THE ATTENDANCE OF OFFICER:
An Officers family members may be permitted to avail of leave fare travel concession without
the attendance of the officer subject to the following guidelines:-
302
a. In terms of the extant instructions an officer is entitled to travel once in

block of two years to his home town and in other block to any place in
India by the shortest route during each block of 4 years. Thus there is no
restriction of distance to be covered by an officer when he is entitled to
visit a designated place other than the home town. The facility of visiting
different places may be permitted only when the officer is entitled to visit a
place other than the home town under leave travel concession and in
such cases the designated place of the officer and the designated place
for the family members could be different.
b. In cases where the journey is commenced either by the officer or by a
member of his family from a place other than the officers place of posting,
the claim will continue to be limited to the amount admissible, had the
journey been made from or to the actual head quarter of the official. In
case of a visit to a place other than the home town as the designated
places can now be different for the officer and the family members, the
expenditure reimbursable would be limited to the notional fare by the
entitled class from the place of posting of the officer to the designated
place(s) and vice versa.
c. Under the extant instructions, an officer may claim expenses in respect of
members of his family (if they do not ordinarily) reside with him at the place
of work or travel from his place of domicile to the place of his work and
return with the officer and vice versa. Since separate journeys without the
attendance of the officer are now being permitted, the present restriction
of return of the officer with the family or vice versa need not be insisted
upon.
d. Further, if the journeys are undertaken separately by the officer and the
members of his family, the existing time gap not exceeding 3 months
should continue to be followed ensuring that the journeys by the officer as
well as the family members start within the block concerned.
As an officer and his family members may now like to visit different places when entitled, it will be
necessary to ensure that the LTC bills of the officer and his family members are passed properly
within their respective entitlements and that the journeys by the officer and his family members
are completed within the permissible time limit of 3 months. To this end, when the officer applies
for LTC facility or when he applies for advance for undertaking separate journeys or visiting
different places by the officer and his family members, these should be duly taken note of.
Thereafter, it should be ensured that the officer submits the bills in time and passed for
appropriate amounts. It should also be followed up that all members of the family avail of the
facility within the prescribed time, failing which the unavailed facility should be treated to have
been lapsed.
Index Page
28. INCOME TAX ON LEAVE FARE CONCESSION
The Central Board of Direct Taxes has now made certain amendments to Rule 2B of the Income
Tax Rule 1962, vide the notification no. 10502 dated 12.1.98. The implication of the amendment
which come into effect from 1.4.97 for the assessment year 1997-98 on wards in regard to
exemption of Income Tax shall be as under:-
303
a)
The officer/employees who are eligible to avail of LFC by air are now not
required to pay tax on the amount of LFC reimbursed to them in case the journey is
performed on or after the 1st october, 1997 by air by the shortest route to the place of
destination provided the amount does not exceed the air economy fare of the
national carrier.
b)
Where place or origin of journey and destination are connected by rail and
an officer who is eligible for LFC by air performs the journey on or after 1st October,
1997 by any mode of transport other than by air, an amount not exceeding the A.C.
first class rail far, by the shortest route to the place of destination shall be exempt from
tax.
c)
Where the place of origin of journey and destination or part thereof are not
connected by rail and the journey is performed on or after the 1st october, 1997
between such places, the amount eligible for exemption shall be:
i.
Where a recognized public transport system exists, an

amount not exceeding the 1st class or Deluxe class fare, as the case may
be on such transport by the shortest route to the place of destination; and
ii.
Where no recognized public transport system exists, an

amount equivalent to the air-conditioned First class rail fare, for the
distance of the journey by the shortest route, as if the journey had been
performed by rail.
The exemption referred to above shall not be available to more than two children of an individual
after the 1st october, 1998 provided that this sub-rule shall not apply in respect of children born
before 1st October, 1998 and also in case of multiple births after one child.
The above relaxations in the Income Tax Rules regarding exemption shall not be applicable to
those employees who have performed the relative journeys prior to the 1st October 1997
Income Tax will have to be deducted in respect of privilege leave encashed during the service
of the employee. However, income tax need not be deducted in respect of leave encashed
after retirement or on termination of service by death.
Index Page
304
29.TRAVEL BY OWN CAR ON LFC/HTC:

An officer with the prior approval of the competent authority, may travel in his own car under
LFC/HTC facility, in which case, he will be paid on the basis of the railway fare by the first class by
the shortest route to the place of domicile or designated place in respect of himself and the
eligible members of his family, who travel with him.
In order to adequately compensate the wear and tear of the vehicle on account of long
journeys, bad roads and diverse climatic conditions, it has been decided that when an officer
travels in his own car, he may be reimbursed at the per kilometer rate for travel on duty upto the
place of domicile/designated place. This reimbursement would, however, be subject to a
maximum of railway fare of the entitled class from head quarter to the place of
domicile/designated place by the shortest route in respect of himself and the eligible members of
his family, who travel with him.
30. DELEGATION OF POWERS FOR PASSING LFC/HTC BILLS
The LFC/HTC bills of all categories of staff at the branches will be scrutinized and passed for
payment at the Controlling Office.
31. LFC ENTITLEMENT FOR REIMBURSEMENT OF TRAVELLING EXPENSES ON OTHER MODES OF
TRANSPORT THAN THE RAILWAYS IN RESPECT OF OFFICERS CHILDREN BELOW 5 YEARS
An officer would be eligible to claim the actual expenses incurred by him for his child, on other
modes of transport such as bus, steamer, air or half of the notional adult fare by the entitled class
whichever is less.
Index Page
32. REIMBURSEMENT OF FARES IN RESPECT OF CHILDREN OF OFFICERS
Where children of an officer, who in the ordinary course are not charged any fare by the Railway,
undertake the journey under leave fare concession by bus, the bank may reimburse to the officer
full train fares for the journey of such children by the class to which the officer is entitled to or
actual bus fare incurred or the prescribed road mileage whichever is less. It is further clarified that
if the place of destination is not accessible by air, the same principle may be followed i.e. the
journey of such children by the class to which the officer is entitled to or the actual airfare or road
mileage whichever is less.
It is clarified that the same principle as is applicable to employees children in the age group of 512 years (railways charge half fare in such case), be extended to children below the age group
of 5 years. In other words, the position would be as under:a.
Where children below the age of 5 years are charged bus fare, the bank
may reimburse an employee train fare for the journey of such children by the
class to which he is entitled or the actual fare incurred or prescribed road
mileage which even is less.
b.
If the place of destination is not accessible by train or steamer and such

children undertake journey by AIR the bank may reimburse an employee train
305
fare for the journey of such children by class to which he is entitled or the
actual fare incurred or prescribed road mileage whichever is less.
[CIRCULAR NO. PER/40/84 DATED 26.4.84 and PER /95/88 DATED 30.7.88]
Index Page
306
33. LTC REIMBURSEMENT OF THE FARE FOR HELICOPTER TRAVEL BETWEEN JAMMU & VAISHNO DEVI
Queries have been received as to whether the officers eligible to travel by air may be reimbursed
the fare for helicopter travel between Jammu and Vaishno Devi under LFC. In this regard, it is
clarified that eligible train fare for the actual distance from Jammu to Vaishno Devi may be
reimbursed to the officers eligible to travel by air, if they travel by helicopter from Jammu to
Vaishno Devi under LTC.
34.SUBMISSION OF LFC/HTC DETAILS IN LPC:Biennial period of LFC/HTC last availed by the officer, and the date when leave encashment was
last allowed to the officer be included without fail in the last pay certificate of an officer when
transferred one place to another.
35. AIR TRAVEL:Indian Airlines have introduced an executives class in their airbus flights. The fare for this class will
be higher as compared to the normal fare. In this regard, the facility to travel by Air in executive
class is permissible only to the Chief Executive of the Bank and not to any other officer of the
Bank.
Index Page
1. Medical Aid
On and from 1.2.2004, reimbursement of medical expenses shall be as under:
a) Officer in JMG and MMG Scales Rs. 3,750/- p.a.
b) Officer in SMG and TEG Scales Rs. 5,000/- p.a.
Note:
For the year 2004, the reimbursement of medical expenses under the Medical Aid scheme shall
be enhanced proportionately for eleven months, i.e. 1.2.2004 to December 2004.
2. REIMBURSEMENT LIMITS OF HOSPITALISATION EXPENSES
On and from 1.5.2005, reimbursement of hospitalisation expenses under Regulation 24(1(b)(i) of
Officers Service Regulations, 1979/1982, shall be in terms of the Hospitalisation Scheme laid down
under Bipartite Settlement dated 2.6.2005 for workmen employees subject to the following limits: Reimbursement to the extent of 100 % in case of self and 75 % in case of members of family;
subject to limits prescribed under Seventh Bipartite Settlement for award staff and 6th Bipartite
Settlement for supervising staff as under: -
307
3. CEILINGS OF HOSPITALISATION EXPENSES FOR VARIOUS ITEMS

Reimbursement in the case of officer employees shall be restricted to the following limits: (Circular No.PER/56/94-95 dated the 16th October, 1995 & PER/84/95-96 dated the 26th
December, 1995).
Grade
Bed charges
a. Junior & Middle

Management II &
III
other limits
Self :
Rs.600/125% of the
Family : Rs.450/limits laid down under
the hospitalisation scheme applicable for workmen
employees.
b. Senior
Self:
Rs.800/150% of the
Management and
Family : Rs600/- limits laid down under the
Top Executive
Hospitalisation Scheme
applicable to workmen.
(Details of other charges/limits are given in appendix)
Index Page
4.
FAMILY i) Family shall mean the employee's spouse, wholly dependent children and wholly
dependent parents but brothers/ sisters are not included.
(Circular No.Per/34/2000-01 dated 5th July, 2000)
ii) WHOLLY DEPENDENT CHILD / PARENT
The term wholly dependent child/parent shall mean such relative having a monthly
income not exceeding Rs.2, 550/- p.m. If the income of one of the parents exceeds Rs.2,
550/- p.m. or the aggregate income of both the parents exceeds Rs.2, 550/- p.m., both
the parents shall not be considered as wholly dependent on the employee.
(Circular No.Per/34/2000-01 dated 5th July, 2000 and Per/17/2005-2006 dated 28.6.2005)
iii) CHILDREN
'Children' shall include stepchildren and legally adopted children but shall not include
married daughters including widowed daughters.
iv) MARRIED DAUGHTER
The facility of medical aid may be allowed in case of a married daughter of the
employee only in exceptional circumstances such as where she has been divorced,
abandoned or separated from her husband, and is residing with and is wholly dependent
on the employee.
(CIRCULAR NO. PER/7/98-99 dated the 16th April, 1999).
308
v) STEP FATHER / MOTHER

'Parents' shall include stepmother wholly dependent on the employee but shall not
include stepfather.
vi) A married female employee may include her natural parents or parents in law under
the definition of family but not both, provided that the parents/ parents in law are
ordinarily residing with and wholly dependent on her.
Index Page
5.
EMPLOYEES WILL SECURE ADMISSION IN GOVT./MUNICIPAL HOSPITAL
Employees or members of their families will secure admission in a Government/ Municipal Hospital
or any private hospital (i.e. hospitals under the management of a trust, charitable institution or a
religions mission). However, if they feel, that it is unavoidable to seek service of a private nursing
home/ hospital, they can do so in one of the hospitals/ nursing homes approved by the Bank.
Reimbursement in such cases will, however be restricted to the extent of the amount which
would have been reimbursable in case of admission to a public or private hospital.
Further, if for any reason, the employee takes treatment in any other hospitals not provided in the
scheme, he must take prior permission from the Competent Authority.
(Circular No.PER/83/90-91 dated the 17th December,1990)
Index Page
6.
TIME LIMIT - MEDICAL EXPENSES
Medical expenses incurred within 30 days of pre and post hospitalisation period on medical
advice on account of the ailment/diseases for which the person was hospitalised will be
considered as hospitalisation expenses for reimbursement purpose.
7.
ENGAGING NURSE
Charges for engaging a NURSE/ ATTENDANT will not be reimbursed.

Index Page
8.
MATERNITY EXPENSES i/ Hospitalisation charges for maternity will not be reimbursable. However, the expenditure
incurred by an employee in cases involving operative interference because of
complicated labour and caesarean operation and subsequent hospitalisation thereto will
be reimbursed, to the extent of expenditure incurred in excess of normal maternity
charges and consequent hospitalisation thereto. In such cases 30 % of the amount
determined as above shall be reduced from the admissible amount towards normal
delivery charges while arriving at the amount eligible for reimbursement.
309
(Seventh Bipartite Settlement)

ii/ Operation charges may be reimbursed in MTP (medical termination of pregnancy)
cases as in the same way as caesarean operation/ operative interference because of
complicated labour.
iii/ FORCEPS DELIVERY Forceps delivery should be treated as normal delivery and there should be no
reimbursement of any charges towards it except where all the following conditions are
met: a) Forceps have been used as a part of 'episiotomy' (cut made to widen the
opening).
b) Where the patient has been given general / local anesthesia.
c) Stitches have been put.
(Circular No.Per/54/1985 dated 30th May, 1985)
The purchase of drugs/ medicines will be restricted to those purchased from approved chemists.
Banks have the discretion to refuse payment of bills in cases where they are not satisfied about
the genuineness of the bills.
Index Page
9/
IMPLANTED ITEMS DURING SURGERY -
DIALYSIS/ BLOOD TRANSFUSION/ HEART VALVE REPLACEMENT

Expenses for dialysis, blood transfusion, Heart valve replacement, implanted items during surgery,
Angiography and Pacemaker, may be reimbursed @ 75 % for family members and 100 % for
workmen himself as per the rates applicable to lowest paying bed of AIIMS, New Delhi.
(Seventh Bipartite Settlement - Annexure-II Operation).
In terms of 8th Bipartite Settlement, signed between IBA and workmen unions, Banks may
reimburse the actual cost incurred by the employees for implanted items at the rate of 100 % for
self and 75 % for dependent family members, at rates not exceeding the rates applicable to
lowest paying bed of All India Institute of Medical Sciences, New Delhi.
Bank in consultation with SBI, have re-examined the matter and it has now been decided that in
the absence of prescribed rates of AIIMS, reimbursement of the expenses of the implanted items
to the extent of 100 % for self and 75 % for dependent family members, at rates as stipulated
under Central Government Health Services Scheme (CGHS) will be considered. An indicative list
of rates stipulated under CGHS as provided by IBA is as follows: S.No
1.
Name of the item

Coronary stent
Maximum ceiling per item

Rs.60,000/-(per stent) subject to a maximum of
two stents in a patient or the actual cost
whichever is less
310
2.
3.
5.
Rotablator
Pacemaker (single chamber) without
rate response
Pacemaker (single chamber) with rate
response
Pacemaker (dual chamber)
6.
Knee implant
7.
Hip implant
8.
Intra-Ocular Lens
4.
Rs. 50,000/- or the actual cost, whichever is less

Rs. 1,15,500/- or the actual cost, whichever is
less
Rs. 60,000/- plus Rs. 5,000/- as the cost of bone
cement
Rs. 35,000/- plus Rs. 5,000/-as the cost of bone
cement
(CIRCULAR NO. PER/ 38 /2007-08 July 30, 2007, PER/16/2005-06 dated June 28, 2005)
10/ TREATMENT ABROAD As a rule, reimbursement of expenses incurred on treatment abroad will not be allowed. In
exceptional case, may be authorised by the Board of Directors of the Bank subject to certain
conditions stipulated in Annexure-III of Seventh Bipartite Settlement.
Index Page
11/ SUPPLY OF AIDS. DENTURES, SPECTACLES Medical facilities need not include supply of spectacles, hearing & other aids dentures etc.
(Para 450(10) Sastry Award & Para 11.20 Desai Award).
12/ MODEL DISCHARGE CERTIFICATE In terms of H.O. Circular No.PER/95/91-92 dated the 2nd December 1991 a model discharge
certificate and a proforma of the application to be submitted by the employee and the
certificate to be signed by the hospital authorities are prescribed.
The model discharge ticket should contain Indoor Patient Number, Date and time of admission/
discharge, Investigations, Ward & Bed Numbers, Diagnosis, date of operation, treatment advised.
13/ PART-TIME EMPLOYEES W.e.f. 1st November, 1999 part-time employees drawing scale wages are also
reimbursement of hospitalisation expenses on pro-rata basis.
entitled for
(Seventh Bipartite Settlement).

Index Page
14/ SUSPENDED EMPLOYEES A)Suspended officers are also eligible for hospitalisation expenses and Medical Aid.
(Per/34/2001-2002 dated 18th July, 2001).
B) Award employees under suspension will be entitled to the facility of medical aid and
hospitalisation.
(Paragraph 18(iii) Bi-partite Settlement dated 31st October, 1979).
311
15/ TIME LIMIT FOR SUBMISSION OF BILLS

The bills should be submitted for reimbursement within six weeks of the expenses having been
incurred or of the workman's return to duty from sickness whichever is later. (PER/102/83 dated the
19th October, 1983).
(CIRCULAR NO.PER/3/82 DATED 8TH JANUARY, 1982 and PER/182/88-89)
16/ NEPALI FAMILY - REIMBURSEMENT OF EXPENSES Employees who are Nepalese by birth or domiciled in Nepal may be working in our Bank while
their family members continue to stay at their place of domicile therefore, in such cases it would
be in order to consider medical expenses for reimbursement within the provision of the
Hospitalisation scheme.
(Per/118/96-97 dated the 22nd March, 1997).
Index Page
17/ VERIFICATION OF BILL The bills should be got verified from the treating doctor and countersigned by the Bank's
authorised medical officer.
18/ TONICS
Tonics are not reimbursable under the hospitalisation schemes.
19/ TEST / INVESTIGATION
Only those tests/ investigations, which are mentioned in the schedule of expenses, are
reimbursable under the hospitalisation scheme.
20/ EXPENSES INCURRED ON INFERTILITY Hospitalisation expenses are reimbursed in case of all ailments and major accidents, which
require hospitalisation. As infertility is not an ailment, the expenses for the treatment of infertility are
not reimbursable under extant hospitalisation scheme.
(IBA letter No.PD/DHC/SBBJ/J/1267 dated the 18th October, 2000).
Index Page
21/ LITHOTRIPSY Lithotripsy treatment has been considered and included for reimbursement.
(Circular No.Per/68/1994-95 ).
22/ DOG, SNAKE BITING Expenses incurred for Dog and Snake biting are reimbursable to employees (PER/83/95-96 &
PER/55/96-97). As the treatment for dog & snakebite does not entail hospitalisation, it may be
reimbursed under the scheme for domiciliary treatment.
(PER/18/97-98 dated 21st May, 1997).
312
23/ Cow/Monkey biting is not reimbursable.

24/ PLASTIC SURGERY Plastic surgery for beautification is not reimbursable. (Circular No.Per/44/1986).
25/ HOSPITALISATION IN CASE OF NEED ONLY In cases, where the employee/ officer has remained Indoor Patient for short duration, the opinion
of the Bank's Medical Officer should be obtained, whether it was essential for the employee/
officer to undergo hospitalisation or the treatment was possible by way of out door patient. In
other words, hospitalisation should be only in case of need and not for facilitating for
reimbursement of medical bills.
Index Page
26/ LAPROSCOPIC STERILISATION Reimbursement of laproscopic sterilisation operation is allowed as minor operation.
(Per/74/97-98 dated the 10th February, 1998).
Index Page
27/ SURCHARGE - TAX ON BILL
The reimbursement of hospitalisation expenses scheme provides that sur-charge or tax paid by
the employee on hospitalisation bills should be reimbursed to him in the proportion in which he is
reimbursed the expenses vis--vis the payable amount of the bill.
(PER/88/89-90 dated the 2nd November, 1989).
28/ BLOOD/ KIDNEY DONATION Blood donation and kidney donation are not ailments. As such, expenses incurred on such
donations are not reimbursable under the Hospitalisation Scheme.
(PER/88/89-90).
29/ TEST REQUIRED BEFORE HOSPITALISATION Reimbursement of expenses incurred on test required to be carried out on pre-hospitalisation
may be reimbursed along with reimbursement of other hospitalisation expenses.
(PER/88/89-90).
Index Page
30/ MAMMOGRAPHY Expenses incurred for mammography may be reimbursed as
in the schedule of charges under the Hospitalisation Scheme.
per the rates specified for X-rays
(REF: IBA LETTER NO.PD/DFC/SBBJ/J/1017 DATED 12TH NOVEMBER, 2001)

31/ IMPORTED MEDICINES Medicines prescribed by the competent authority which are not available in India and have to
be necessarily imported, the Bank may subject to certificate by the Bank's Doctor that import of
313
medicine was imperative, reimburse the charges. The reimbursement may be restricted to the
listed price excluding packing charges and custom duty.
(PER/57/2001-02 dated the 4th October, 2001).
32/ BALLOON ANGIOPLASTY The cost of implanted items which form a necessary part of the specialised treatment for diseases
pertaining to heart, kidney may be reimbursed wherever they are not provided by the hospital
under the "Package" and that Banks may consider reimbursement of their cost upto 100 % or 75
% as the case may be of the rates applied by AIIMS for the lowest paying bed.
Further in case of Balloon Angioplasty, where balloon type catheter used in angioplasty is
withdrawn after the operative intervention, it may be taken as a disposable item and hence is not
to be treated as an implant. If the employee claims reimbursement of expenses under package
scheme, the cost of balloon, which already forms part of the package charges for angioplasty,
no separate reimbursement may be considered. However, if expenses for angioplasty are
claimed separately under the schedule of charges of Hospitalisation Scheme, the cost of balloon
may be reimbursed as per AIIMS rates applicable to the lowest paying bed, considering it as a
disposable item provided the Hospital Authorities certify
reasonableness of expenses and
consider it essential for the specific surgery / investigation.
(PER/26/2001-2002 DATED 4TH JULY, 2001)
Index Page
33/ MEDICLAIM POLICY
REIMBURSEMENT OF HOSPITALIZATION EXPENSES
CLARIFICATION REGARDING MEDICLAIM POLICIES
Please refer our Circulars No.PER/116/85 dated 21.12.1985, PER/16/2005-06 dated 28.06.2005 and
PER/17/2005-06 dated 28.06.2005, wherein, inter alia scheme for reimbursement of Hospitalization
expenses was advised.
At present there is no specific guideline in our Bank regarding payment of difference amount of
Hospitalization expenses, after obtaining reimbursement from Insurance Companies.
Now we have, in consultation with State Bank of India, Corporate Office, Mumbai, examined the
matter and advise that the reimbursement of Hospitalization expenses should be made on the
following guidelines: Supervising Staff
An officer claiming reimbursement shall certify that the amount claimed was actually spent by
him and that he has not received nor is he entitled to any reimbursement or contributions towards
such expenses under a Personal Accident policy or under any claim in respect of an accident or
from any other source. If any amount has been received or is due from such a source, the
benefits admissible shall be reduced by the amount so received or due.
314
Award Staff
The amount of reimbursement payable to an employee under the Special Medical Aid Scheme
should be reduced by the amount, if any, received by him or is due to be received by him under
a Personal Accident Policy or under any claim in respect of an accident or from any other
source. Accordingly, a certificate to this effect should be obtained on the medical bills, submitted
by the employee confirming that the amount claimed was actually incurred by him and that he
has not received nor he is entitled to any reimbursement or contribution towards such expenses
from any such source.
For claiming reimbursement, employees/officers should have to produce verified copies of all the
medical bills along with the required certificate as detailed above.
Circular No. PER/98/09-10 dated 12 March 2010
Where employee has a mediclaim policy for reimbursement of hospitalisation expenses, the
insurance company shall defray the expenses upto the extent of the insured amount. The Bank
may work out the entitlement of the employee for being reimbursed expenses for hospitalisation
on the balance amount of the bill subject to limits laid down under the hospitalisation scheme.
The Bank must also ensure that the original bills of the hospitalisation expenses are lodged with the
Bank and kept on Bank's record only. In any case reimbursement from the Insurance Company
together with reimbursement from the Bank should not exceed hospitalisation expenses actually
incurred.
(IBA letter No.PD/DFC/SBBJ/J/929 dated the 31st August, 2000).
34/ AMBULANCE CHARGES (Circular No.Per/34/2000-01 dated 5th July, 2000)
Ambulance charges from residence to hospital/ nursing home or from hospital, nursing home to
residence may be reimbursed in full. Actual expenses incurred on conveyance by mode other
than ambulance shall be reimbursed subject to the maximum as under :i/ By Public Taxi - Actuals subject to maximum of
Rs.150/- per trip.
ii/ By Auto Rickshaw - Actuals subject to maximum of

Rs.75/- per trip.
In case the patient is to be moved to a hospital/nursing home outside the urban
agglomeration/municipal limits, then the expenses incurred on conveyance may be reimbursed
at the rate of Rs. 5.00 per milometer, with a maximum of Rs. 1000/- per trip or the amount actually
incurred, whichever is the least.
NOTE a) Normally service of ambulance should be availed of. Where ambulance is not available or the
facility of ambulance is not available or the facility of ambulance is not established, public mode
of transport i.e. taxi/auto-rickshaw could be used. The Management shall consider such claims on
merits and facts.
b) Reimbursement of expenses on ambulance or public taxi/ auto-rickshaw is admissible within
the municipal limits/ urban agglomeration/ nearest hospital.
c) In emergency, the patient may be shifted to another city but the reimbursement of the
ambulance/ other mode in lieu thereof will be restricted to agglomeration/municipal limits of the
original city.
315
(Circular NO.PER/41/92-93)
d)
ABUSE OF FACILITY -
Abuse of the facility will be dealt with treating such claims as acts of gross misconduct.
Index Page
316
35/ DOMICILIARY TREATMENT Medical expenses incurred in respect of the following diseases which need domiciliary treatment
may be certified by the recognised hospital authorities and Bank's Medical Officer, shall be
deemed as hospitalisation expenses and reimbursed to the extent of 100 % in case of a workmen
and 75 % in the case of his family.
Cancer, Leukemia, Thalasamea, Tuberculosis, Paralysis, Cardiac Ailment, Pleurisy, Leprosy, Kidney
ailment, Epilepsy, Parkinson's disease, Psychiatric disorder and Diabetes, Hepatitis-B, Hemophilia
and Myaestheniagranvis, Wilsons disease, Ulcerative colitis, Epidermolysis Bullosa, Deep vein
Thrombosis (not caused by smoking), Aplastic Anaemia, Psoriasis and Third Degree Burns.
NOTE The cost of medicines etc. in respect of domiciliary treatment shall be reimbursed for the period
stated in the specialist's prescription. If no period is stated, the prescription for the purpose of
reimbursement shall be valid for a period not exceeding 90 days.
The bills relating to domicillary treatment must be submitted within 6 week from the date of
expenditure.
(Circular No.PER/182/88-89)
REIMBURSEMENT OF PHYSIOTHERAPIST EXPENSES UNDER DOMICILIARY TREATMENT
Please refer to Circular No. PER/16/2005-06 dated June 28, 2005.
2.
In terms of 8th Bipartite Settlement signed between IBA and workmen unions, Banks may
reimburse the expenses of medicines in case of domiciliary treatment of Quadreplegia (paralysis)
and Physiotherapist expenses are not reimbursable.
3.
Bank, in consultation with SBI, have examined the matter and decided to implement the
following guidelines with effect from 10th July 2007 : Reimbursement of expenses for physiotherapy under domiciliary treatment for quadreplegia
(paralysis) will be considered, provided it is essential part of the treatment. Bank may insist on
necessary certificate from hospital authorities / doctor, periodically, say, at least once in 3 months
/ 6 months for continued coverage under domiciliary of treatment
(CIRCULAR NO. PER/ 48 /2007-08 September 3, 2007)
In terms of 8th Bipartite Settlement signed between IBA and workmen unions, Banks may reimburse
the expenses of medicines in case of domiciliary treatment of Quadreplegia (paralysis).However,
Physiotherapist expenses are not covered under the scheme.
We, in consultation with SBI, have examined the matter and decided to implement the following
guidelines with effect from 10th July 2007 : In the treatment of Quadreplegia (paralysis), where physiotherapy becomes an essential part of
the treatment, reimbursement of Rs. 100/- (Rupees One hundred only) per sitting may be made as
per the number of sittings prescribed by hospital / doctor subject to a maximum limit of 3 sittings
per day. This will be subject to the condition that necessary certificate from the hospital / treating
doctor is obtained at least once in 3 months / 6 months for continued coverage. The scheme will
be applicable in cases related to hospitalization and domiciliary treatment.
317
(CIRCULAR NO. PER/ 63 /2007-08 DATED DECEMBER 7, 2007)

Index Page
318
36/ SUPERVISING STAFF-REIMBURSEMENT OF CCU/ICU WARD CHARGES

CCU/ICU ward charges can be considered for reimbursement to the extent of bed charges
specified for officers. As regards other services rendered in CCU/ICU, the reimbursement of
expenses can be considered to the extent such service charges are covered in the scheduled of
charges to the Hospitalisation Scheme.
(SBI C.O. letter No.SBD/OS/835 dated the 26th July, 2001).
37/ LASER TREATMENT OF EYES Laser treatment of eyes included in the list of Hospitalisation Scheme subject to reimbursement
being restricted within prescribed ceilings as per IBA scheme.
( CIRCULAR NO. PER/90/2000-2001 DATED 17TH JANUARY, 2001)
38/ RADIOTHERAPY Expenses for Radiotherapy for treatment of cancer are not included in the Schedule of charges.
Bank may consider reimbursement of the relevant charges as per rates available for
chemotherapy under the hospitalisation scheme.
(IBA letter No.PD/DFC/SBBJ/J/926 dated the 31st August, 2000).
Index Page
39/ REIMBURSEMENTS UNDER OTHER RECOGNISED SYSTEM OF MEDICINES - AYURVEDIC, UNANI,
HOMEOPATHY, NATUROPATHY
i/The medical aid and reimbursement of expenses is also available under the recognised systems
of medicine viz.Ayurvedic, Unani, Homeopathy and Naturopathy, if such treatment is taken in a
Clinic/ Hospital recognised by the Central/ State Government. Further, reimbursement shall be
limited to such expenses within the prescribed ceilings as would have been reimbursable in case
the treatment was taken in a Government/ Municipal Hospitals, subject to the overall limits under
the scheme i.e. 100 % of approved expenses for self and 75 % in case of family.
ii) The opinion from the Bank's Medical Officer should also be obtained where the treatment has
been taken under the other recognised systems of medicines viz. Ayurvedic, Unani Homeopathy
and Naturopathy to the extent that the employee/ his dependent was suffering
from the
disease. He will, however, not verify the bills etc.
40/ PACKAGE CHARGES - FOR OFFICERS
In the following cases package charges will be reimbursed to the extent of 100 % in case of self
and 75 % in case of members of family, subject to the limits specified herebelow:a/ Coronary By pass Surgery.
Rs. 1,40,000/b/ Coronary Angiography.
Rs. 15,000/c/ Angioplasty.
Rs. 70,000/d/ Kidney transplant.
Rs. 1,60,000/f/ Liver Transplant
Rs. 2,00,000/NOTE The above rates include bed charges from the date of admission to the date of discharge,
service charges, nursing/ medical care, surgeon's and anaesthetist's fees, operation theatre
319
charges etc. No further

considered.
reimbursement over and above the package charges shall be
For the above ailments workmen employees can claim either as per schedule of expenses
prescribed or package charges whenever the treatment is taken under package charges
scheme.
The expenses of laboratory tests/ medicines during hospitalisation will form part of package
charges.
(CIRCULAR NO.PER/60/96-97 dated the 10th September,1996).
Cost of consumable used during operation is not reimbursable over and above package
charges.
(Circular NO.PER/47/98-99)
The package charges are reimbursable only in respect of the special ailments which are listed
in the hospitalisation scheme. As regards all other ailments for which no reimbursement limits
have been specified under package charges of Bank's hospitalisation scheme the
reimbursement may be considered on the basis of schedule of charges in the hospitalisation
scheme, after obtaining full details of treatment from the concerned hospitals.
(I.B.A. letter No.PD/PRS/46/J/1221 dated 30th November,1998)

Index Page
41/ DELEGATION OF POWERS REIMBURSEMENT OF HOSPITALISATION EXPENSESCircular NO. REORG/6/96-97 dated 9th September,1996 and Circular NO. REORG/14/98-99 dated
the 13th February,1999.
Hospitalisation scheme COMPETENT AUTHORITY
AWARD / SUPERVISING
AGM (Controller)
DGM/GM/CGM
RS. 5,000/FULL
NOTE Hospitalisation bills of all staff members will be passed only at the Controlling Office level.
(Circular NO.REORG/7/1999-2000 dated the 23rd August,1999).
42/ ADVANCE AGAINST MEDICAL EXPENSES (Per/56/95-96 dated 16th October, 1995).
Advance against medical expenses may be considered in the following cases :i/ When the estimated expenditure involved therein is outside the normal means
of the employees/ officers.
320
ii/ Normally, cases of serious ailments involving high expenditure or prolonged

treatment such as By pass surgery, kidney transplant, major operations etc. will
only be considered.
iii/ Estimate from the hospital, produced by the employee should be examined
by the Bank's Medical Officer. He will certify about reasonableness of the
expenditure and certificate to this effect will also be obtained from the Bank's
Medical Officer.
iv/ The amount will be disbursed directly to the hospital concerned.
v/ Delegation of power (REORG/1/96-97 dated 5th April, 1996)
Grant of advances against medical expenses on the estimates received from the hospital
authorities a) Zonal Offices
:
DGM - Full.
b) Head Office/Establishments/ :
GM - Full.
Departments.
NOTE
The advance shall be restricted to the amount reimbursable under the special medical aid
scheme.
(Circular No.PER/28/86 dated 22nd March, 1986).
Index Page
43/ DEVIATION FROM THE HOSPITALISATION SCHEME Where relaxation in prescribed rates ceilings or deviation from the hospitalisation scheme is
involved, the discretionary powers stand delegated as under :AUTHORITY
AMOUNT OF BILL

Managing Director
Executive Committee / Board
upto Rs.15,000/upto Rs.25,000/Full
(Circular No. REORG/1/1996-97 dated 5th April, 1996)

NOTE It is clarified that the above delegation relates to the total amount of the bill and not to each
item of the bill separately. The bill may contain several items but the aforesaid delegation is
applicable to the total amount of the bill. (Circular NO. REORG/07/1997-98 dated 13th August,
1997)
Circular No.Per/95/1991-92 dated 2nd December, 1991
44. REIMBURSEMENT OF ROOT CANAL TREATMENT:
It has been decided that the Scheme of reimbursement of Root Canal Treatment in our Bank is to
be extended in line with Central Govt. Health Scheme by including it in the list of reimbursement
of hospitalization expenses scheme subject to a maximum ceiling of the amount prescribed
321
under CGHS. However, deviation, if any, from the Indian Banks Association guidelines, not to be
quoted as precedence.
(CIRCULAR NO. PER/01/2008-2009 dated : April 01, 2008)
STAFF SUPERVISING: REIMBURSEMENT OF EXPENSES ON ROOT CANAL TREATMENT OF TEETH
Bank has examined the matter in consultation with State Bank of India and it has been decided to
made applicable the following rates to officers and their dependents towards reimbursement of
expenses on Root Canal Treatment: Root Canal - Anterior Teeth
Root Canal - Posterior Teeth
Pulpotomy
Pulp Capping
X-Rays (total 3 X-Rays)
Maximum per tooth - Anterior
Maximum per tooth - Posterior
Rs. 600/- per tooth

Rs. 900/- per tooth
Rs. 400/- per tooth
Rs. 200/- per tooth
Rs. 300/- per tooth
Treatment should be from a qualified registered Dental Practitioner and reimbursement would be
100% for officers and 75% for dependents.
CIRCULAR NO. PER/ 53 /2008-2009 dated: October 06, 2008
Index Page
322
MODEL DISCHARGE CERTIFICATE

1.INDOOR PATIENT
REGISTRATION NO.
: _____________________________
2.DATE
: _____________________________
3.NAME
: _____________________________
4.AGE
: ________________
: SEX _______________________
5.WARD & BED
: _____________________________
6.DIAGNOSIS
: _____________________________
7.DATE AND TIME OF ADMISSION
: _____________________________
8.DATE AND TIME OF DISCHARGE : _____________________________

9.INVESTIGATION WITH DATE
: _____________________________
10.OPERATIONS IF ANY,
WITH DATE
: _____________________________
11.POSITIVE FINDINGS /
TREATMENT GIVEN
: _____________________________
SEAL & SIGNATURE OF THE TREATING DOCTOR

Circular No.Per/95/1991-92 dated 2nd December, 1991
323
The Office Manager /

Branch Manager,
_______________________________
_______________________________
Dear Sir,
REIMBURSEMENT OF HOSPITALISATION EXPENSES
With reference to above, I have to state that I / my wife/son/daughter/father/mother,
Name________________________
age___________years
old,
wholly
dependent
upon
me,
was
suffering
from
__________________________________ and have taken domiciliary treatment for the disease during
the
period
from___________________to
__________________as
suggested
by
Dr.______________________of______________________ hospital, a recognised hospital / was admitted
in the ___________________
_______________(date) at___________________________(time).
I have incurred a sum of Rs._____________________ on my his/her treatment.
It is therefore, requested to please reimburse me the medical expenses as per Bank's scheme for
reimbursement. The break-up of the expenses is as under :1. Admission charges
Rs.____________
2. Bed charges
Rs.____________
3. Name of operation and its

types viz. Minor/Major/Spl.
a) Operation charges (Surgeon's fee)
b) Operation theatre charges
c) Aneasthetist's charges
Rs.____________
Rs.____________
Rs.____________
4. Investigation (Give details of each test)

a) X-rays (No. of plats)
_____________________________________________________
b) ECG/ Sonography
_____________________________________________________
c) Pathological & Bio-chemical tests
_____________________________________________________
d) Any other test, if any _____________________________________________________
5. Consultation Fee (State whether it is visit at Chamber/ Residence/ Specialists visit during
day/night/routine).
324
Name of
visit
Period
No. of Per visit Total
--------------- visits charges
From
To
----------------------------------------------------------------------------------------------------------------
325
6. Medicine Bills
S.No. Bill No.
7. Conveyance charges
(Ambulance / Public Van/
Auto Rikshaw)
(State To and Fro distance)
8. Charges for Spl. Nurse etc.
9. Tax on hospital bills
10.Any other
--------------------------------------------------------Date
Amount
Rs. p.
---------------------------------------------------------------------------------------------------------------Rs.
Rs.
Rs.
Rs.
The discharge certificate of hospital is enclosed. Bills/ money receipts are enclosed in original,
duly verified by the concerned doctor and countersigned by Bank's Medical officer.
Yours faithfully,
Name
:
Designation
:
Officer's Grade : JMGS/MMGS/SMGS
Deptt./ Branch :
Forwarded to the Office Manager/ Controller for necessary action.
CONTROLLING AUTHORITY
I
326
ndex Page
REIMBURSEMENT OF HOSPITALISATION EXPENSES:
SEEKING OF ADMISSION IN THE BANKS APPROVED NURSING HOMES
SCHEME OF INDOOR TREATMENT FACILITY TO STAFF MEMBERS IN
APPROVED HOSPITALS/NURSING HOMES
At present the criteria agreed for approval of a hospital under the scheme is as under:
" A multi-speciality private hospital / nursing homes having a minimum strength of 50 beds or
more, well equipped operation theatre, facility for latest pathological, microbiological, biochemical investigations and X-ray, Sonography, CT Scan etc. There should be provision for ICU
unit and 24 hrs. emergency services. The services of specialists, well qualified experienced and of
repute in the area be available in the hospital (both in OPD and Indoor)."
Bank has reviewed the position of all the hospitals empanelled at Jaipur centre in our list so far
and based on the criteria fixed for approval the under noted hospitals/nursing homes were found
eligible under the scheme:
S.N
1
2
3
4
5
6
7
8
9
10
11
12
13
14
15
16
17
18
19
Name and address of the Hospital

Sahay Hospital & Research Centre, Bhabha Marg,
Moti Doongari, Jaipur
Jaipur Hospital. Lalkothi Near SMS Stadium, Opposite
Nagar Nigam, Jaipur
Soni Hospital, 38- Kanaota Bagh, JLN Marg, Jaipur
Monilek Hospital & Research Centre, Sector- 4,
Jawahar Nagar, Jaipur
Heart & General Hospital, 7,Vivekanand Marg, Rs.C'
Scheme, Jaipur
Santokba Durlabhji Memorial Hospital cum Medical
Research Institute, Bhawani Singh Marg, Jaipur
Mahatma Gandhi Medical College & Hospital,
RICCO Ind. Area, Sitapura, Tonk Road
Saket Hospital, Sector 10, Meera Marg, Agarwal
Farm, Mansarovar, Jaipur
Bhagwan Mahaveer Cancer Hospital & Research
Centre, JLN Marg, Jaipur
Imperial Hospital & Research Centre, Near Main
Circle, Shastri Nagar, Jaipur
Apex Hospital. P.Ltd., SP- 4 & 6, Malviya Ind. Area,
Malviya Nagar, Jaipur
S.K. Soni Hospital Pvt. Ltd., Sector 5, Vidyadhar
Nagar, Jaipur
Gopinath Hospital P. Ltd., Sector 8, Chetak Marg,
Pratap Nagar, Sanganer, Jaipur
Marudhar
Hospital,
A-93-99.
Singh
Bhoomi,
Khatripura, Jaipur
Bhandari Hospital & Research Centre, 138-A,
Vasundhara Colony, Gopalpura Bye-pass, Tonk
Road, Jaipur
K.M.S. Mother & Child Hospital, B-2, Dhruv Marg, Tilak
Nagar, Jaipur
Rungta Hospital, Malviya Nagar, Jaipur
Amar Jain Hospital, SMS Highway, Jaipur
Sewayatan Maternity & General Hospital, Sodala,
327
Telephone/Mobile No.
2621444, 2621888, (M) 9829363336
2742266, 2741465 (M) 9414073387
2571122, 2562028
2653021
2370271
2566251-08 (M) 9929607041
2771777, 2771001-03
(M) 9001890254
2785074-75
2700107, 2702106, 2702120
2300111, 2302300
2751877, 4101111(M) 9829212808
2232409-11 (M) 9829344408
2793334, 2793333 (Fax)
2356944, 2357570
2703851, 2703852, 2705122
2622282, 9799766000
4039999, 9784011299
2314022, 2313099
2220240, 2220250
20
21
Ajmer Road, Jaipur

Rajputana Hospital & Research Centre P.Ltd., A-16,
Hanuman Nagar, Khatipura, Jaipur
Amar Medical & Research Centre, Kiran Path,
Mansarovar, Jaipur
2351973,4022001
2390787, 9828810854
(Circular No. PER/2/10-11 dated 02 April 2010 and Circular No. PER/14/2001-2002 dated 26 May,
2001)
JODHPUR CENTER
1.
2.
3.
4.
5.
6.
7.
8.
Suncity Hospital and Research Center, Paota Main Road, Jodhpur

Rajdadiji Hospital ( Managed by Appollo Hospital Group), Sojti Gate, Jodhpur
Asha Hospital and Research Center, Pvt. Ltd., Pali Road, Bhagat ki Kothi, Jodhpur
Kamla Nagar Hopital, Pal Link Road, Jodhpur
L.N. Memorial Hospital and Research Center, (Rathi Hospital) E-109, Shastri Nagar, Jodhpur
Goyal Hospital and Research Center Pvt. Ltd., 961/3 Residency Road , Jodhpur
Manidhari Hospital and Maloo Nuro Center, Residency Road, Jodhpur
Jeevan Jyoti Nursing Home, Chopasani Road, Jodhpur
UDAIPUR CENTER
1. Aravali Hospital Pvt. Ltd., 332, Ambamata Main Road, Opp. Charak Hostel, Udaipur
2. Udaipur Hospital and Medical Research Center Pvt. Ltd., Gulab Bagh Road, Udaipur
3. JB Hospital 22, Hiran Magri, Sector-6 Udaipur
DELHI CENTER
1. Tirth Ram Shah Hospital, 2, Batrtery Lane, Rajpura Road, Delhi
2. Mata Chanan Devi Hospital, C-1, Janak Puri, New Delhi
EXTENSION OF FACILITIES TO RETIRED EMPLOYEES OF THE BANK TREATMENT AT BANKS DISPENSARIES

At present Bank are running dispensaries under the staff welfare scheme to enable the working
employees/retired employees and their dependants to get treatment at the following
centers/places: i/
ii/
iii/
iv/
iv/
v/
vi/
vii/
viii/
Head Office, Jaipur

SMS Highway, Jaipur
Jyoti Nagar Officers Flats, Jaipur
Mansarovar, SFS, Jaipur (added later on)
Calcutta
Sriganganagar
Kota
Patna
All Zonal Offices

SBBJ RETIRED EMPLOYEES MEDICAL BENEFIT SCHEMEMODIFICATION/
IMPROVEMENT
328
Please refer to our Head Office Circular No.PER/66//98-99, PER/06/2003-04,PER/49/200304,PER/27/2008-09,&

PER/32/2008-09
dated
07.11.1998,16.04.2003,14.11.2003,16.07.2008
&04.08.2008 respectively issued on the captioned scheme.
The Executive Committee of the Bank at its meeting held on 24.07.2009 approved further
modification/ improvement to the scheme for top Executives of the Bank as under:
1. The Retired Dy. Managing Directors (DMDS) (TEGSS II) retired on or after 01.07.2008) shall be
eligible for an aggregate limit up to Rs. 20 lac (Non Revolving) for whole life time (For self, spouse
and invalid children). Their one time contribution amount has been increased to Rs. 1 lac. Out of
the aggregate facility of Rs.20 lac, an amount not exceeding 10% has been earmarked for the
domiciliary treatment, at their option. The expenditure on domiciliary treatment shall be capped
at Rs. 20000/- p.a.
2. The limit for medical reimbursement for retired Chief General Managers (TEGSSI), General
Managers(TEGS-VII) and Dy. General Managers (TEGS-VI) (retired on or after 01.07.2008) has also
been increased with commensurate increase in their one time contribution amount. The increase
in the facility and members contribution shall be the following:
(i)
Chief General Manager Rs. 15 lac ( Contribution amount Rs. 90000/-)
(ii)
General Manager/Dy. General Manager Rs. 10 lac ( Contribution amount Rs. 75000/-)
Out of the aggregate facility mentioned above, an amount not exceeding 10% is earmarked for
the domiciliary treatment, at their option. The expenditure for domiciliary treatment shall be
capped at Rs.15000/-p.a. for Chief General Manager and Rs. 10000/ p.a. for the General
Managers/ Dy. General Managers respectively.
1. The above modification is effective w.e.f. 01.06.2009 and the officers (TEGSVI and above)
retiring/ retired on or after 01.07.2008 shall only be covered under such modified scheme. The
eligible officers who have retired between 01.07.2008 and 31.05.2009 and registered as members
of the existing scheme shall be required to deposit the difference amount of membership
contribution within 3 months from the date of issuance of this Circular, if they desire to become
members of the new plan.
2. Officers in Dy. General Managers grade and above opting for the new plan would be eligible
for medical assistance as per plan opted by them, reduced to the extent they had availed of the
medical assistance under the existing scheme(s) for the retired employees.
1. Officers in Dy. General Manager's grade and above retiring on or after 01.06.2009 will invariably
be required to contribute the requisite amount and acquire membership of the new modified
scheme. Therefore, for them, there will be only one plan.
2. The following two diseases are also added to the specified diseases already available under
the scheme, effective from 01.06.2009 for the members of the modified scheme only. These
diseases are:
(a) Alzheimers disease
(b) Parkinsons disease
3. Expenses under the domiciliary treatment will be subject to the same procedure, inclusion and
exclusions as mentioned in the relevant Officers Service Regulations with the stipulation that
reimbursement shall be 100% of the expenditure for all eligible members under the scheme along
with their spouse and invalid children. The cap of the reimbursement of the domiciliary treatment
will be as mentioned in para (1) and (2) above.
(Circular No. PER/41/09-10 dated17 August 2009)
329
Index Page
ELIGIBILITY AND OTHER TERMS:
Effective date for promotion and reckoning service eligibility is 1st December each year.
Service eligibility for promotion from SMGS-IV to SMGS-V is 4 years.
Officers who get less than 40 % marks in written test and/or performance appraisal will be
considered unfit for promotion.
Distribution of marks between appraisal and interview has been restructured.
Zone of selection will consist officers upto 4 times of the number of vacancies.
A committee of senior officials will be constituted for evaluation of performance appraisal

forms.
Sealed cover procedure as per the guidelines issued from time to time will be followed.
Officer may file as appeal/representation against his non promotion ( including appeal
against non-inclusion in the zone of selection).
Promotion policy will remain in force for a period of 5 years, subject to review after 3 years
or earlier, if warranted.
Government of India/Reserve Bank of India/State Bank of India guidelines should be

complied with wherever applicable.
If an officer fails to participate in the promotion process for reasons attributable to him,
except on medical grounds or reasons beyond his control or advises the bank in writing about
his unwillingness for further promotion, he may be debarred for further promotion and
officiating in higher capacity for a period of two years.
With a view to enabling the officers to be aware of the level of competition, the
approximate number of vacancies available/ likely should be notified at the time of
commencement of promotion process.
1. Effective Date
a) For promotions & for reckoning Service Eligibility.

1st December each year. However, Board of Directors/ Executive
Committee of the Board of the Bank may, for sufficient reasons, permit
promotion with effect from some other date in any particular year.
b) For giving effect to appeals against Non-promotion:
2. Reckoning
vacancies:
the
Same date as the effective date for the batch. In other words, if the
appeal is favorably considered at a later date, the effective date of
promotion will be the same as that of the batch.
i) All clear vacancies that have arisen in the Bank as on 1st December
of that year, plus vacancies that are likely to arise upto March of the
next year due to retirements, likely deputations, promotions to next
higher grades, wastages, etc. to be worked out as per prescribed
format. ( New positions to be created/ upgraded for the first time
during the next promotion year will not be included).
330
ii) The distribution of vacancies between the Fast Channel and the
Regular Channel for promotion to MMGS-II will be 40:60 . In case of
SBIR it will be 50:50 as per present practice.
3. Service Eligibility:
PARTICULARS
FAST CHANNEL
EXISTING
REVISED
NORMS
NORMS
REGULAR CHANNEL
EXISTING
REVISED
NORMS
NORMS
a) Service
Eligibility norms.
6 years.
4 years.
8 years.
7 years.
b) Relaxation in
service that can
be permitted by
the
Board
of
Directors.
As
per
Government of
India guidelines,
minimum
service
is
7
years. One year
relaxation can
be given
by
the
Board,
which
is
incorporated in
the
minimum
years of service
stipulated.
No
further
relaxation
will
be
permitted
beyond
the
above
stipulated
norms.
1 year.
No
further
relaxation
will
be
permitted
beyond
the
above
stipulated
norms.
CIRCULAR NO. PER /53/2006-2007 SEPTEMBER 29, 2006
331
S.No.
Promotion from/to
A
B
C
D
Scale I to Scale II
Scale II to Scale III
Scale III to Scale IV
Scale IV to Scale V
Minimum
service
required in years
As above
5
5
4
Relaxation in service that can be

permitted by the Board of Directors
As above
1 year
1 year
1 year
NOTE ; IF ADEQUATE NUMBER OF
CANDIDATES
ARE
ALREADY
AVAILABLE, NO RELAXATION SHOULD
BE GIVEN IN SERVICE ELIGIBILITY
CRITERIA.
4. Zone of consideration:
All such officers who qualify in terms of service eligibility criteria for promotion, as prescribed
above, will form the zone of consideration. However the officers who get less than 40% marks in
written test and/or performance appraisal ( i.e. confidential report and performance appraisal
but excluding Marks for CAIIB, if any) will be considered unfit for promotion.
For promotion from MMGS II to MMGS-III, there will be a weight age of 2 marks for each extra year
of service (beyond the eligibility criteria of minimum of 5 years of service in MMGS-II) subject to a
maximum of 10 marks on this account. However, aggregate of marks secured by an officer in
Performance Appraisal ( out of 60 marks) and the marks awarded for extra years of service (
beyond minimum prescribed service of 5 years) shall not exceed the total marks allotted for
performance appraisal i.e. 60.
5(a) CONCESSION TO SC/ST OFFICIALS FOR PROMOTION TO MMGS-II/III
A list of such candidates (who are not declared unfit for promotion as above in the Zone of
consideration will be arranged in order to seniority and if any SC/ST candidate(S) fall(s) within the
number of vacancies for which select list is to be drawn, he will be included in the select list.
5(b) Zone of Selection
All other officers having scored 40% or more marks in written test and or performance appraisal (
including SC/ST officers not included in the select list on the basis of seniority) in the Zone of
consideration will be ranked in descending order of marks obtained in the Written Test and
Performance Appraisal ( Fast Channel - scale I to Scale II) and performance appraisal ( for all
other categories). Thereafter, a list of officers upto 4 times the number or less ( 40% minimum
marks) of remaining vacancies ( viz. number of vacancies available minus number of SC/ST
candidates included in select list on the basis on seniority, as above) will be prepared which will
form the zone of selection.
In case more than one officer has secured marks equal to the cut off marks so determined, all
such officers will be included in the Zone of selection even if it results in increasing the number of
candidates beyond 4 times of vacancies.
6. Select list:
A final merit list ( separately for both the two channels in case of promotion to MMGS-II) will be
drawn up on the basis of total marks obtained under written test/performance appraisal and
interviews and the officers securing marks equivalent to or above the cut-off marks corresponding
to the number of vacancies will be included in the select list. In case of promotion from Scale I to
Scale II, in order to give the benefit of appearing in both the channels to the seniors amongst the
candidates, the result of Regular Channel should be declared first, effective from the prospective
332
common date, so that those officers who do not qualify in the Regular channel may get a
chance to appear in fast channel also, if eligible.
7. Evaluation Committees : composition
The respective promoting authority will constitute the following Committees for evaluation of
appraisal forms:
For Promotion from/to
Scale I to Scale II
(1)
(2)
COMPOSITION OF COMMITTEE
AGM
1
CM
2
(1)
(2)
(3)
DGM
AGM
CM
1
1
1
Scale to III to Scale IV
(1)
(2)
(3)
GM
DGM
AGM
1
1
1
Scale IV to Scale V
(1)
(2)
GM
DGMs
1
2
NOTES:
(i)
Evaluation Committee will ensure the correctness of marks given against confidential
reports and assignment appraisal. The committee may give their observations to the Interview
committee on a separate sheet in case of glaring discrepancies noticed by them.
(ii)
Representative of SC/ST will be included as per GOI guidelines, if any.
8.
Interview Committees : Composition
The promoting authority will constitute the following committees:For Promotion from/to
Scale I to Scale II
(Both the Channels)
Scale to III to Scale IV
Scale IV to Scale V
COMPOSITION OF COMMITTEE
(1)
DGM
1
(2)
AGM
1
(3)
CM
1Out of 2 and 3, one committee
member should be a Branch Manager
(1)
GM
1
(2)
DGM
1
(3)
AGM
1
(1)
CGM
1
(2)
GM
1
(3)
DGM
1
(1)
MD
1
(2)
CGM
1
(3)
GM
1
Notes:
(i)
(ii)
No member of the Evaluation Committee will serve on the Interview Committee.

Representatives of SC/ST will be nominated as per GOI guidelines, if any.
333
9. PROCESSING OF CONFIDENTIAL REPORTS AND PERFORMANCE APPRAISAL:

The Personnel Administration Deptt. of the respective Associate Bank will prepare the relevant
papers and put up to the Evaluation Committee for scrutiny. The distribution of marks against
various parameters will be as under: A
a.
b.
c.
d.
e.
#
$
B
Distribution
(General)
of
Marks
Scale I to Scale II
Fast
Channel
30
10
Scale II
Scale III
Regular
Channel
10
Written Test
CAIIB - Both Parts (For
Part-I- 4 marks)
Confidential Reports
20#
20$
20$
Assessment
of 20#
50$
60$
Assignment/Performance
Appraisals
Interview
20
20
20
TOTAL
100
100
100
For Last 4 years
For last 5 years but for promotion from SMGS-IV to V for last 4 years.
Distribution
(Specific)
of
Marks
Scale I to Scale II
Fast
Channel
Scale II
Scale III
to
to
Scale III to
Scale IV and
Scale IV to V
20$
60$
20
100
Scale III to Scale

IV and Scale IV to
V
Regular
Channel
Confidential Reports:
Excellent
20
20
20
20
Good
18
18
18
18
Above Average
14
14
14
14
Average
10
10
10
10
II
Performance Appraisal
Excellent
20
50
60
60
Good
18
45
54
54
Above Average
14
35
42
42
Average
10
25
30
30
The aforesaid distribution of marks would apply when the confidential report/performance
appraisal system is not quantitative. The performance in interview will be recorded in a sheet with
following details:S.No.
1.
2.
3.
4.
Parameter
Job Knowledge
Knowledge
of
Corporate
Goal/Objectives
Initiative and Resourcefulness
General Awareness
Total
Max. Marks
5
5
Marks obtained
-
5
5
20
10. Sealed Cover Procedure:

The Sealed Cover procedure as per the guidelines issued from time to time will be followed.
NOTE:Quick reference Book on ServiceCconditions of Supervising Staff updated as on 30.11.2013
334
In view of the judgment of the Honble Supreme Court of India in the case of Union of India v/s
K.V. Jankiraman and others, Sealed Cover Procedure in respect of promotion to next higher
grade/scale will be applicable in Bank only to the following cases of officers:1. Officers against whom charge sheet has been issued in a disciplinary case and/or criminal
prosecution has been launched in Court of Law.
2. Officers who have been placed under suspension.
It is further clarified that while the guidelines laid down by the Honble Supreme Court of India in
Jankiramans case form the basis of sealed cover procedure, however, the sealed cover
procedure in regard to contemplated cases may also be resorted to in exceptional
circumstances only, where the offence/misconduct is of a grave nature and glaring on the facts
of the case.
11. PUNISHMENT SHOULD NOT BE MENTIONED AFTER RIGOR PERIOD IN THE APPRAISAL FORM AT THE
TIME OF PROMOTION
In terms of H.O. Circular no. Per/13/2004-05 dated 15.4.2004, respective controlling authorities
while submitting the appraisal form of the officers only mention the punishment and rigor
operative in the period of appraisal.
12. PROCEDURE FOR PROMOTION OR CONFIRMATION OF THE OFFICIAL WHO ARE UNDER
SUSUPENSION AND/OR AGAINST WHOM DISCIPLINARY ACTION PROCEDDINGS ARE INPROGRESS
The following procedure will be followed in the matter of considering promotion or confirmation
of the officials who are under suspension and/or against whom disciplinary action proceedings
are in progress or are contemplated:i/ The Interview Committee/Staff Committee shall also consider for promotion the cases of
all officers under suspension and/or against whom disciplinary proceedings are in progress
or are contemplated. Whereas in so far as an officer whose conduct is under an inquiry is
concerned, the fact that inquiries are under way or there is a secret note or report
about/against him, should not affect his chance of promotion unless there is a prima facie
case established for proceeding against him in a departmental proceedings or launching
criminal prosecution against him. In other words, only after the conclusion of an
investigation and when the Competent Authority on consideration of the result of the
investigation either by the Bank or CBI or otherwise has formed the opinion that a charge
sheet may be issued to the officer concerned on specific imputations or that sanction for
prosecution may be accorded where prosecution is proposed the Sealed Cover
Vacancies Procedure should be resorted to deeming such an officer as the one against
whom disciplinary proceedings are contemplated.
ii/ The findings as to the suitability of the officers under suspension and/or against whom
disciplinary proceedings are in progress or contemplated should be recorded separately
and attached to the proceedings, in a sealed envelope super scribed Findings regarding
suitability for promotion to/confirmation in (service/grade/post) in respect of Shri(name of
the officer), and Not to be opened till after the termination of the suspension/disciplinary
proceedings against Shri (name of the officer) . The proceedings of the Interview
Committee/Staff Committee need only contain the note The findings are contained in
the attached sealed envelope.
iii/ The authority competent to fill the vacancy should be separately advised to fill the
vacancy only in an officiating capacity, where the findings as to the suitability of the
officer are for his promotion.
iv/ The results thus held in the sealed cover(s) can be opened only upon conclusion of the
disciplinary proceedings against the concerned officer(s).
335
v/ Where an officer upon conclusion of the disciplinary proceedings is exonerated the

promotion/confirmation if the recommendations of the Competent Authority/Interview
Committee/Staff Committee are in his favour, kept in the sealed cover, will be released
with retrospective effect i.e. from the same date from which the promotions of other
officers involved in the relative promotion process were made effective or the date on
which he was due for confirmation in the relative grade or scale as the case may be.
vi/ Where the disciplinary proceedings have ended with imposition of a penalty specified
in Regulation 67 of the OSR including Censure the recommendations of the Competent
Authority/ Interview Committee/Staff Committee kept in the sealed cover will not be given
effect to.
vii/ However, where the disciplinary proceedings have ended in imposition of a penalty of
Censure or recovery of pecuniary loss caused to the Bank the concerned officer will
become eligible for promotion whenever promotions are considered after the conclusion
of the disciplinary proceedings. In so far as the confirmation of an officer in similar
circumstances is concerned, the Competent Authority will review his case for confirmation
immediately after conclusion of the disciplinary proceedings and if the findings are in
favour of the officer, he will be confirmed in the relative grade or scale from a prospective
date.
viii/ In case, where the disciplinary proceedings end with imposition of a penalty of
withholding of promotion for a specified period, withholding of increments or reduction
to a lower stage in the time scale, the concerned officer will become eligible for
promotion only after expiry of the penalty.
However, in terms of H.O. Circular no. Per/146/89-90 dated 27.3.90 the sealed cover procedure
would not apply in the following circumstances:a/ Where only a complaint has been received and it is being investigated by an
internal/external agency.
b/ Where the investigation is pending.
13. Appeals/Representation:
As hitherto, an official may file an appeal/representation wherever prescribed as per GOI
guidelines, against his non-promotion and including appeal against non-inclusion in the Zone of
selection to designated appellate authority/promotion committee within one month of the date
of announcement of results, which may be disposed of within six months.
14. DELETION OF PROVISION OF PROBATION CLAUSE IN ALL IN-CADRE PROMOTION POLICIES
There will be no probation period clause for all in-cadre promotions in officers grade. (Probation
clause deleted vide circular no. Per/11/2005-06 dated 24.5.2005).
15. General:
(i) The promotion policy will remain in force for a period of 5 years subject to review after 3
years or earlier, if warranted.
(ii) The officer promoted in appeal will be on probation for a period of one year from the
date of acceptance of his appeal. However on successful completion of probation
period, the official will be confirmed from the same back date from which date the
promotions were originally given effect to.
336
(iii) The stipulations regarding acquiring of operational experience, completion of

rural/semi urban service, etc., for promotion from one grade to another will be followed.
(iv) The promoted officers will be on probation for a period of one year from the effective
date of promotion, which can be extended by a further period of one year subject to,
laid down instructions in this regard. ( In terms of H.O. Circular No. Per/11/2005-2006 dated
24.5. 2005 it has been decided to amend the extant promotion policies for all in-cadre
promotions in officers grade be deleting the probation clause)
(v) With a view to enabling the officers to be aware of the level of competition, the
approximate number of vacancies available/likely should be notified at the time of
commencement of promotion process.
(vi) The promotions effected on account of opening of sealed cover and upholding of
appeals against non-promotion etc will be adjusted against future vacancies.
(vii) In the final Merit List, in case more than one officer scores marks equivalent to the cut
of marks, the final selection will be restricted to the exact number of vacancies and will be
determined on the basis of inter-se seniority of such officers, as per Service Regulations.
(viii) An office memorandum should be recorded to declare candidates unfit for
promotion at each stage. The office memorandum is to be signed by designated
promoting authority.
(ix) GOI/RBI/SBI guidelines should be complied with wherever applicable.
(x) The competent authority for promotion, appeal and review will be as decided by the
Banks board/executive committee from time to time.
(xi) If an officer fails to participate in the promotion process due to reasons attributable to
him except on medical grounds or reasons beyond his control, subject to the satisfaction
of the appropriate authority or advises the Bank in writing about his unwillingness for further
promotion, he may be debarred for further promotion and officiating in higher capacity
for a period of two years. However, the Bank reserves the right to ask such an officer to
officiate in higher capacity for short periods in exigencies of service.
( CIRCULAR NO. Per/19/9091 dated 25.5.1990, Per/32/91-92 dated 17.6.1991, Per/63/93-94 dated
9.10.1993, Per/2/98-99 dated 2.4.1998, Per/53/98-99 dated 8.9.99 , Per/67/98-99 dated 7.11.98
Per/31/2001-02 dated 9.7.2001, Per/8/2000-2001 dated 18.4.2000, Per 83/82 dated 25.6.82)
Index Page
16. OBTENTION OF CONSENT FROM SC/ST OFFICERS WHO ARE BY VIRTUE OF SENIORITY ARE
REQUIRED TO BE INCLUDED IN THE SELECT LIST FOR PROMOTION FROM JMGS-I TO MMGS-II UNDER
REGULAR/FAST CHANNEL AND FROM MMGS-II TO MMGS-III
The promotion policy, inter alia, provides that for promotion from JMGS-I to MMGS-II and from
MMGS-II to MMGS-III the officers belonging to SC/ST category who are senior enough and who
fall within the number of the identified vacancies for the particular year will have to be included
in the select list and will not be subjected to interview process along with other candidates. Some
of these officers refuse to accept the promotion after completion of the promotion exercise and
thus vacancies remain unfilled. In this regard, consent of SC/ST officers, who by virtue of seniority
are required to be included in the select, be obtained n advance so as to complete promotion
exercise in one go. Further, at the time of obtaining such a consent, it will also be clarified that in
case of refusal to accept the promotion, the debarment clause for ineligibility of promotion for 2
years will be applicable.
(EC MEMO DATED 4.3.2003)
337
The policy provides the following in regard to officer fails to participate in the promotion process: If an officer fails to participate in the promotion process for reasons attributable to him, except
on medical grounds or reasons beyond his control or advises the Bank in writing about his
unwillingness for further promotion, he may be debarred for further promotion and officiating in
higher capacity for a period of two years.
In this connection, queries have been received as to who will be the Competent Authority for
passing the order of debarment.
In this regard is advised that their is no need to make any specific order and only suitable noting
should be made in the service record of the official concerned. Such a noting may be made
under authentication of the Controlling Authority/ Head of Department where the service record
is maintained. However, whether the officer has failed to participate in the promotion process
due to reasons beyond his control/medical ground and as such need not be debarred, should
be decided by the Promotion Authority in respect of the grade for which promotion of the said
officer is being considered.
Accordingly, all controlling authorities/departmental heads should make suitable noting
regarding debasement for promotion in the service record of those officers who fail to participate
in the promotion process except for reasons beyond his control/medical grounds. Further, the
information on officer(s) who could not participate in the process due to reasons beyond his/their
control/medical ground should be suitably advised to the DGM(Pers. & HRD) to enable them the
put up to the respective promoting authority.
Index Page
17. EFFECT OF UNAUTHORISED ABSENCE FROM DUTY ON PROMOTION TO HIGHER GRADE
At present there are no specific instructions in regard to treatment of period of unauthorised
absence from duty for determining qualifying period of service for promotion to higher grade.
In consultation with SBI, it has been decided to adopt the following procedure for unauthorised
absence from duty on promotion to higher scale in our Bank:i/ The final view taken by the appropriate authority in respect of treatment to be given to
unauthorised absence should be examined.
ii/ Since total period (in the present grade) is one of the eligibility criteria for promotion (to
next grade), period of un authorised absence, not counted for the purpose of service,
should be excluded while determining the minimum qualifying service for promotion to
next grade.
Index Page
18. PRESCRIPTION OF LOWER QUALIFYING MARKS/LESSER STANDARD OF EVALUATION FOR
SCHEDULED CASTES AND SCHEDULES TRIBES IN PROMOTION
In terms of H.O. Circular No. Per/9/99-2000 dated 10.2.2001 it was advised regarding withdrawal of
provision of lower qualifying marks/lesser standards of evaluation to candidates of Schedules
Castes and Scheduled Tribes in the matter of promotion and keeping assessment of all
candidates for this purpose with reference to the uniform standards.
Government of India , Ministry of Personnel Public Grievances & Pension has advised vide its
Office Memorandum No. 36012/23/96-Estt.(Res.) Vol.II dated the 3rd October, 2000 that the
338
matter has been reviewed, consequent to which following proviso to Article 335 has been
incorporated in the constitution by the Constitution (Eighty Second Amendment) Act 2000: Provided that nothing in this article shall prevent in making of any provision in favour of the
members of the Scheduled Castes and Scheduled Tribes for relaxation in qualifying marks in any
examination or lowering the standards of evaluation, for reservation in matters of promotion to
any class or classes of services or posts in connection with the affairs of the Union or of a State.
In pursuance of the enabling proviso of Article 335 of the Constitution, it has now been decided
by the Government of India to restore, with immediate effect the relaxations/concessions in
matters of promotion for candidates belonging to SCs/STs by way of lower qualifying marks, lesser
standards of evaluation that existed prior to 22nd July, 1997. The Personnel and Trainings O.M. No.
36012/23/96-Est. (Res.) dated the 22nd July, 1997 becomes inoperative from the date of this
Office Memorandum.
Therefore, the provision of lower qualifying marks/lesser standards of evaluation for the
candidates of Scheduled Castes and Scheduled Tribes in the matter of promotion as prevailing
before 22nd July, 1997 has been restored in our Bank in ensuing promotion exercises.
Index Page
19. PRESCRIPTION OF MINIMUM RESIDUAL SERVICE IN ELIGIBILITY FOR PROMOTION TO TEGS - VI AND
ABOVE
At present there is no stipulation in the promotion policies of officers in regard to any minimum
residual service for promotion from one grade to next higher grade.
In light of age profile of senior officers and their utility on promotion to higher grades at the fag
end of their services the matter has been reviewed and it has been decided to introduce the
following minimum residual service criteria in eligibility for promotion to certain grades:PROMOTION TO
TEGS-VI,TEGS-VII
AND TEGSS-I
TEGSS-II
MINIMUM RESIDUAL
SERVICE PRESCRIBED
ONE YEAR
ONE YEAR
W.E.F.
JANUARY 2002
With immediate effect.
The minimum residual service will be reckoned from the date of interview or date of vacancy,
whichever is earlier.
Index Page
STAFF SUPERVISING :PROMOTION POLICY FOR SPECIALIST CADRE OFFICERSFOR PROMOTION UP TO

TEGS-VI
The Executive Committee at its meetings held on the 18.03.2010, has approved promotion policy
for Specialist cadre officers for promotion up to TEGS-VI for implementation in our Bank with
immediate effect. Accordingly it has been decided to implement the policy as detailed in the
enclosed Annexure. The general guidelines in respect of the promotions to be effected under this
policy are as under:-
339
st
1) Effective date for promotion up to SMGS-V would be 1 December of relevant promotion

year and the common date decided for promotion of General cadre officers in TEGS-VI,
for the relevant promotion year or the date of declaration of results (for specialist cadre)
whichever is later, would be the effective date for promotion to TEGS-VI.
st
2) Reckoning service eligibility would be 1 April of relevant promotion year.

3) There is a provision of merit channel (written + interview) and seniority cum merit channel
(interview) for promotion from JMGS-I to MMGS-II. Service eligibility criteria for merit
channel & seniority channel would be 4 years & 8 years respectively as against the 7 years
earlier. For all other grades, the service eligibility criteria is same as provided in promotion
policy for General cadre officers except for promotion to TEGS-VI which is 5 years.
4) For promotion from JMGS-I to MMGS-II, the distribution of vacancies between merit &
seniority channel would be ratio of 75:25.
5) Minimum AARF score for promotion from JMGS-I to MMGS-II under seniority channel &
MMGS-II to MMGS-III, should be 60 for each year in preceding 5 years and 80 score for all
other grades up to TEGS-VI.
6) All Officers who qualify in terms of eligibility criteria, residual service requirements, minimum
AARF scores, are not debarred for promotion due to rigor of punishment and have
scored 40% or more marks in written test (where applicable) shall constitute Zone of
consideration.
7) There is a provision of residual service in bank.
8) Officers who are under rigor of punishment on date of eligibility will not eligible for
promotion.
9) Sealed cover procedure as applicable for General cadre officers.

10) Officers may file an appeal/representation against his non promotion.
11) Concession to SC/ST officers in the matter of promotion to grades of MMGS-II & MMGS-III
will continue to available to eligible officers as per guidelines of Govt. of India.
12) Promotion of officers will be subject to Medical fitness of the Officers found suitable for
promotion.
13) Clarification on the policy if any shall be given by the Corporate Center, SBI and the
decision shall be final & binding on all concerned.
ANNEXURE
340
PROMOTION POLICY FOR SPECIALIST (NON-BANKING) CADRE OFFICERS FOR PROMOTIONS UPTO
TEGS-VI
To provide adequate promotion opportunities to all specialist cadre officers so that they are kept
motivated and a reasonable career progression path is available.
2. Specialist Cadre: Specialist Cadre Officers generally mean officers recruited / promoted as
such to perform functions, other than those relating to main stream banking activity. These,
inter-alia, would include:(i)
(ii)
(iii)
(iv)
Computer / I.T.Specialists : Viz. Software Engineers, Hardware Engineers,

Analysts / System Officers / System Managers / Programmers.
Civil & Electrical Engineers.
(v)
(vi)
Technical Officers
Economists,
Chartered
Accountants,
Secretaries etc.
Rajbhasha Adhikari (Hindi Officers).
Liaison Officers.
(vii)
(viii)
(ix)
(x)
Security Officers.
Fire Officers
Law Officers
Rural Development Officers.
3.
Cost
Accountants,
System
Company
Effective Date: For Promotion & Reckoning Eligibility
For promotions upto SMGS V :

st
Promotion would be effective from 1 December of the relevant promotion year. Under no
circumstances, the effective date of promotion shall be made retrospectively.
For promotions to TEGS VI:
Promotion would be effective from the common date decided for promotion of General
Cadre Officers to TEGS-VI in the relevant promotion year or the dateof declaration of results
(for Specialist cadre), whichever is later.
However, Board of Directors/Executive Committee of the Board of the Bank may, for sufficient
reasons, permit promotion with effect from some other date in any particular year.
st
The eligibility would be reckoned as on 1 April of the relevant promotion year for
1) determining the length of service i.e. the officials should fulfil the service eligibility criterion
st
as on 1 April of the relevant promotion year.

1) determining the residual service i.e. the officials should have the stipulated residual service
st
as on 1 April of the relevant promotion year.

a. Service eligibility Criteria :
341
The service eligibility criteria (including probation period) in the existing grade for promotion to
various grades will be as under:-
Grade
JMGS-I to MMGS-II
MMGS-II to MMGS-III
MMGS-III to SMGS-IV
SMGS-IV to SMGS-V
SMGS-V to TEGS-VI
No. of years in the present grade

Merit channel -4 years service in JMGS- I
Seniority cum -8 years service in JMGS- I Merit
channel
5 years service in MMGS-II
5 years service in MMGS-III
4 years service in SMGS-IV
5 years service in SMGS-V
Except for promotion to TEGS-VI and under Merit Channel for promotion to MMGS-II, for all other
grades the relaxation in service eligibility criterion by a maximum of one year may be given with
the approval of the Corporate Centre and Banks' Boards / ECs.
b. Residual Service in the Bank:
The candidates, to become eligible for promotion, should have a minimum of two year of residual
service with the Bank on the date of eligibility.
(In the first year of introduction of the revised policy i. e. 2010-11 officers having residual service
between 1 and 2 years may also be considered for promotion provided they fulfil the other
eligibility criteria)
For this purpose, the normal age of superannuation (at present 60 years) will be taken into
consideration even though to work up to this age, the officer may require one or more extensions.
c. Debarment :
Officers who are under rigour of punishment on the date of eligibility due to imposition of penalty
as a result of disciplinary action under the service rules will not be eligible to participate in the
promotion process.
4. Vacancies :
st
For promotion upto SMGS-V all clear vacancies that have arisen in the Bank as on 1 December
of the relevant year, plus vacancies that are likely to arise up to March of the next year due to
retirements, likely deputations, promotions to next higher grades, wastages, etc. to be worked
st
st
out. New positions created/upgraded during the promotion year (1 April to 31 March of the
relevant year) will also be reckoned.
-3 -
In respect of promotion from SMGS-V to TEGS VI, the results relating to vacancies arising in future
i.e. after the date of interview / the effective date of promotion, will be kept in the wait list and
st
released as and when vacancies arise. The wait list would be valid upto 31 March of the relevant
promotion year or the date of next promotion exercise whichever is earlier. In such cases, the
st
effective date of promotion would be either 1 December of the relevant year or the date of
occurrence of vacancy whichever is later.
342
For promotion from JMGS-I to MMGS-II the distribution of vacancies would be as under:
Merit Channel
75% of the vacancies
Seniority com merit channel
25% of the vacancies
The vacancies will be allocated under seniority cum merit channel, provided the total number of
vacancies for promotion to a grade in a category is five or more. In case the number of
vacancies is less than 5 all the vacancies will be allocated to merit channel. Further unfilled
vacancies under seniority cum merit channel in a particular year will get transferred to merit
channel in the same promotion year.
5. Written Test : (for Merit Channel only)
Officers eligible for promotion from JMGS-I to MMGS-ll under Merit Channel would be subjected
to written test for all the categories except the following:
a. Company Secretary
b. Cost / Chartered Accountants
c. Rajbhasha Adhikari
d. Liaison Officer
e. Security Officer
f. Fire Officer
Where there is no written test for certain categories, for consideration under merit channel the
officers eligible should have scored minimum 80% average marks in last four years AARS.
Officers scoring less than 40% in the written test and/or 80% average in the last four years' AARs will
not be considered for promotion.
6. AARF Score:
For promotion from JMGS-I to MMGS-II under Seniority-cum-Merit Channel and for promotion from
MMGS-II to MMGS-III the minimum AARF score should be 60 for each year in the immediately
preceding 5 years.
For all other grades upto TEGS-VI the minimum AARF score should be 80 for each year in the
immediately preceding 5 years.
-4 7. Concession to SC/ST officers:
The concession to SC/ST officers in the matter of promotions to the grades of
MMGS-II and MMGS- III will continue to be available to the eligible SC/ST officers as
per Govt. of India guidelines as amended from time to time. Accordingly, SC/ST
candidates senior enough in the Zone of Consideration so as to be within the
number of vacancies will be placed in the select list without interview.
8. No. of chances:
For promotions upto SMGS-V, there would be no restriction on the number of
chances. However, for promotion to TEGS-VI, an officer would have 6 chances for
promotion. In case of non-promotion within the given 6 chances he/she will be
debarred from further promotions. This is in line with the policy for the General
343
cadre officers in ARRFs introduced recently. Chances availed after introduction of

this policy would only be counted for the purpose.
Zone of consideration:
All officers who qualify in terms of eligibility criteria, residual service requirements, minimum AARF
scores, are not debarred from promotion on account of rigour of punishment and have scored
40% or more in the written examination (where applicable) shall constitute zone of consideration.
The criteria for not considering an official for promotion shall be as under;
i) has secured less than qualifying marks in AARF ii) has secured less than qualifying marks in
written test (where applicable)
10. Promotion Committee:
For promotions upto SMGS-V: The composition of the promotion committee would be the same as
applicable to General cadre officers for the respective grades. However, at least one of the
members of the Committee should have exposure / experience in the relevant area of
specialisation / discipline. If this is not possible, a suitable officer from within the group having such
exposure / experience may be inducted on the interview panel as the fourth member of the
committee.
For promotion from SMGS-V to TEGS-VI :
a) Group Executives(A&S), State Bank of India, Corporate Centre
b) MD of the respective Associate Bank
c) Senior most in TEGSS-II among the MDs of the other Associate Banks
d) One official not below the rank of DGM of the concerned department at Corporate
Centre of SBI.
-5 11. Sealed Cover Procedure:
Officers against whom disciplinary proceedings are initiated in terms of Officers' Service
Regulations shall be kept in a sealed cover following the same procedure as applicable to
Officers in General cadre. The other instructions related to sealed cover procedure as amended /
modified from time to time will continue to be followed.
2
Medical Examination :
Promotion of Officers will be subject to medical fitness of the officers found suitable for promotion.
13. The Provision for Appeal ( Representation against non promotion for Specialist Cadre Officers
would be as under:
For
Promotions
upto
SMGS
IV
a) An aggrieved officer may prefer an appeal against his non promotion to the appellate
authority within 30 days from the date of declaration of the results.
344
b) Efforts should be made to dispose off the appeals expeditiously preferably within a period of 3
months. c) The Promoting and Appellate Authority for considering the appeals are as under:
Promotion to Grade
MMGS-II
MMGS-III
SMGS-IV
Promoting Authority
General Manager (Ops)
General Manager (Ops)
CGM
Appellate Authority
CGM
CGM
MD
For promotions to SMGS-V and TEGS-VI :

In the case of non promotions to SMGS-V and TEGS-VI, provision for appeal has not been
proposed. However representations if any may be submitted by any aggrieved officer, which will
be considered by the Internal Promotion Committee and Promotion Committee respectively.
Promotion to Grade
SMGS-V
TEGS-VI
Promoting Authority
MD
Promotion Committee
Appellate Authority
Internal Promotion Committee
Promotion Committee
14. General :
Clarification on the policy if any shall be give by the Corporate Centre, State Bank of India and
the decision shall be final and binding on all concerned.
(PER/29/10-11 Dated 3.6.2010)
20. PROMOTION POLICY FOR PROMOTION FROM CLERICAL TO ASSTT. MANAGER (COMPUTER) IN
SPECIALIST CADRE
In terms of the agreement entered with the State Sector Bank Employees Association (SSBEA), it
has been decided to give promotional opportunities to the clerical staff employees for Computer
and Data Entry Operators in supervising cadre in JMGS-I. Accordingly, the promotion policy from
clerical cadre to Asstt. Manager ( Computer) in specialist cadre has been laid down as under:
The Vacancies will be filled up in the following manner with immediate effect:i. 80% from among the eligible staff members through aptitude test.
ii. 20% through open selection.
S.No.
Particulars
Employees (other than DEO/C.O.)
a)
Minimum
Educational
Qualification
Service
in
the Bank
Graduation from a recognised

university.
Graduation
4 years service in the clerical

cadre (it could be reduced to 3
years at the Banks discretion, if
adequate number of candidates
are not available)
Work
Experience
Successful completion of a course

in computer appreciation and
programming. The course should
4 years service as DATA Entry

Operator ( it could be reduced
to 3 years at the Banks
discretion, if adequate number
of
candidates
are
not
available).
Same as for general employee.
b)
c)
345
DEO/C.O.
offer proficiency in atleaset one

computer language on modern
computer system and should
include a minimum of 120 hours
tuition the maximum duration
thereof not being more than one
year.
d)
e)
f)
Relaxation in
maximum
age limit
Other
conditions
Selection
Procedure
Minimum 2 years as full time

programmer/console
operator/computer operator in
any outside computer installation
40 years (45 years in respect of
SC/ST)
45 years
In regard to maximum number of chances and debarment from

promotion etc., the extant guidelines applicable to general
employee for promotion to JMGS-I would be applicable. Further,
employees, who are appointed as Programmer-cum-Operators, will
be eligible for further promotional opportunities, as per provisions for
specialist staff only.
The selection will be on the basis of an aptitude test.
Candidates, who qualify in the aptitude test, will be interviewed by a
board. The constitution of the interview board will be as under:i. General Manager (Operations/Planning)
ii. Chief Manager (Computer Services)
iii. Chief Manager (Personnel)
Those finally selected will be appointed in JMGS-I on probation as
per service rules, and would be treated as specialist staff.
(CIRCULAR NO. PER/11/96-97 DATED 19.4.96 , CIRCULAR LETTER NO. P/PRP/18/99-2000 DATED
25.2.2000 , P/PRP/07/2000-01 DATED 7.9.2000 AND CIRCULAR NO. PER/52/2001-2002)
Index Page
21. STAFF SUPERVISING - PROMOTION POLICY FOR PROMOTION FROM SENIOR MANAGEMENT
GRADE SCALE -V TO TEGS-VI UNDER SPECIALIST CADRE:
a/ Eligibility Criteria:
i/ Service Eligibility
Minimum Service of 5 years in Scale-V as on the date of interview.
ii/ Residual Service
Minimum residual service of 1 year, as in the case of
promotion, from the Scale-V to Scale-VI in
Generalist cadre.
b/ Selection procedurei/ Composition of the Departmental promotion Committee:
a/ DMD (A&S Group),SBI
b/ One MD representing the Associate Banks.
c/ The MD of the concerned Associate Bank.
d/ RBI Nominee.
346
e/ One official not below the rank of DGM of the concerned deptt. ( i.e. security, law,
engineering etc.,) at the corporate center of SBI.
ii/ The procedure for preparation of the select list, distribution of marks between interview and
service record and other details will be the same as in the case of promotions to scale-VI in the
general cadre.
All promotion are to be vacancy linked and no automatic promotion may be granted merely
because of the officer(s) concerned having put in the minimum prescribed service, Prior sanction
of SBI, corporate center/Govt. of India, as per extant instruction, is to be obtained in case a fresh
vacancy is proposed to be created.
(CIRCULAR NO. PER/2002-2003 DATED 17.5.2002)
Index Page
22. PROMOTION POLICY FROM CLERICALS/ CASHIERS TO
MANAGEMENT GRADE SCALE -I UNDER GROUP 'A', 'B' AND 'D'
OFFICER CADRE
IN
JUNIOR
With a view to provide promotional opportunities to the clerical staff for promotions to the
officer's cadre in Junior Management Grade Scale -I, the promotion policy agreed with
SSBEA on the 28th June, 1994, along with certain modifications in the policy under Groups 'A','B'
& 'D' as per recommendations of Shri P.C. Joshi Committee are given for the immediate
reference as under:In terms of the agreement for promotions of clericals, reached with the State Sector Bank
Employees Association, on the 28th June, 1994 along with certain modification in the policy
under Groups 'A','B'&'D' as per recommendations of Shri P.C. Joshi Committee, promotions are
to be effected shortly. All eligible candidates are hereby called upon to submit their
consents for promotions to officers cadre in Junior Management Grade Scale -I under Groups
'A', 'B' and 'D' latest by the 29.4.2006. Branch Managers/Chief Managers/ Asstt.General
Managers will immediately forward the consents to the Controlling Authority. The Controlling
Authority after scrutinising, will forward these applications in one lot to the Chief Manager,
Personnel Administration, at Head Office, Jaipur latest by the 6.5.2006 positively. Consents
may be given for one or more Groups. Candidates will be considered only for the Groups for
which they consent. If they consent for and are eligible for more than one Group, they will be
considered first for Group 'D' then for Group 'A' or Group 'B'. Candidates eligible and
consenting for Groups 'A' and 'B' will be considered for Group 'A' first. Un-filled vacancies
under Group 'C' will be transferred to Groups 'A'&'B' in 50:50 ratio.
2. Consents must be given on prescribed proforma, which must be filled up correctly. Incorrectly
filled up consent forms and also consents not submitted on prescribed format will liable to be
rejected.
3. Consents received by the Personnel Administration Department
Jaipur after the 6.5.2006 will be rejected.
Index Page
4. DEBARMENT CLAUSE -
at
Head Office,
Employees who have been awarded any punishment in the past are governed by the
debarment policy circulated vide our Circular No.PER/55/83 dated the 13th June, 1983.
Employees against whom disciplinary action is pending are also eligible in terms of the ' SEALED
COVER PROCEDURE' enumerated therein.
347
5. NON-ACCEPTANCE FOR PROMOTION / REQUEST FOR REVERSION In the case of an employee who is selected and thereafter does not accept the promotion
he/she will be debarred from promotion in future under that particular Group. Those employees
who have accepted promotion shall not at all be permitted to seek reversion.
6. Relaxation in qualifying marks are made for SC/ST and Sportsmen candidates to the extent of 5
% in written test and 10 % in interview.
7. The eligibility criteria and other details for promotions under various Groups are as under
G R O U P 'A'
PROCESSEmployees who have completed 8 years of service but are not above 55 years of age as on
1ST APRIL, 2006 are eligible. Promotions will take place on the basis of performance
through a written test and interview . The ratio between written test and interview marks will
be 4:1 ( 80 % for written test and 20 % for interview). The number of eligible employees upto
EIGHT TIMES( MODIFIED FROM FIVE TIMES TO EIGHT TIMES) the number of vacancies from out of
those who have given consent letters will be called in order of their seniority for the written
test. Further, when the number of employees upto eight times the number of notified vacancies
from out of those who have given consent letters, have not completed eight years of required
service, in order to provide opportunities for the required number of candidates to be
considered for promotion, the requirement of eight years service will be marginally reduced
from eight years to the extent required, but in any case, not below six years of service. For SC/ST
candidates it will be reduced to 5 years. The number of successful candidates called for the
interview will be 1 -1/2 times (one and half times) the number of vacancies notified in order
of their performance in the written test.
Minimum passing marks in written test shall be 40 % .
Minimum passing marks in interview shall be 5 .
Relaxations in qualifying marks are made for SC/ST and sportsmen candidates to the extent
of 5 % in written test and 10 % in interview. An employee is eligible to appear for the written test
five times. Employees belonging to SC/ST category are provided six chances. All such chances
will have to be availed on a consecutive basis. The batch concept for the promotion purposes
will be on the following lines :a/ In the case of employees joining on the same date and later becoming eligible in a group,
all such employees will be given a chance to appear for written test.
b/
Once an employee is called for written test, he or she would continue to be called in
subsequent years also till he or she exhausts all the chances available to him or her, even if the
later exercise would lead to calling up of the employees for the written test in excess of 1:8
ratio. The cut off date for determination of eligibility for promotion will be 1ST APRIL, 2002.
Index Page
G R O U P 'B'
Employees who have completed 4 years of service, but are not above 40 years (modified from
35 years to 40 years) of age as on
1ST APRIL, 2006 are eligible, provided they are
Matriculate with CAIIB or Graduates with CAIIB Part -I as on 31ST MARCH, 2002. The upper
age limit is relaxable by 5 years for SC/ST and Physically Handicapped candidates. For Exservicemen the upper age limit is relaxable to the extent of relaxations granted to them at
the time of their recruitment subject to the maximum age of 45 years as on 1ST APRIL, 2002.
Promotions will be on the basis of performance through a written test and interview. All eligible
348
employees, who have given consent letters, will be called for the written test and they can
appear for a maximum of 5 times consecutively.
Six chances are available to SC/ST
employees on consecutive basis. The ratio between the written test and the interview marks
will be 4:1 ( 80 % for written test and 20 % for interview). The number of successful candidates
called for the interview will be 1- 1/2 (one and a half) times of the number of notified
vacancies. Minimum passing marks in written test shall be 40 % . Minimum passing marks in
interview shall be 5. The cut off date for determination of eligibility for promotion is 1ST APRIL,
2006.
G R O U P 'D'
Promotions will be made on the basis of interview only. Candidates should not be more than 57
years (modified from 55 years) of age as on 1st APRIL, 2006. Candidates should have put in a
minimum of 15 years of service as on 1ST APRIL, 2006. For SC/ST candidates this is relaxed by 2
years. If necessary, in order to get the required number of candidates, namely 4 times the
number of vacancies, the minimum service limit under this group may be reduced from 15 years
to the extent required but not less than 13 years. The eligible employees equal to 4 times the
number of vacancies from out of those who have given consent letters will be called for
interview and from amongst those called, the notified vacancies will be filled up. A period of 2
years should have elapsed from the time of previous appearances for selection under Group
'A' The number of chances will be restricted to three, on consecutive basis. Four chances
are available to SC/ST employees on consecutive basis. 15-20 % of the total vacancies notified
(including Group 'C') will be filled under Group 'D'. No extra weightage will be given for seniority.
SYLLABUS FOR PROMOTION TO OFFICERS IN JUNIOR MANAGEMENT GRADE SCALE -I UNDER GROUP
'A' AND 'B'
A/
UNDER GROUP 'A'
There will be only one question paper on the lines as for officers in Junior Management Grade
Scale -I in the State Bank of India on banking comprising three parts, viz.
PART - I
40 QUESTIONS with several probable answers indicated against each question. The
candidates will have to indicate the correct answer in the space provided therefore.
Each question will carry 1/2 mark making a total of 20 Marks.
PART - II
25 STATEMENTS. The candidates will be expected to give reasons for the statements in the
space provided after each statement. Each question will carry 2 marks, making a total
of 50 Marks.
PART - III
10 PROBLEMS. The candidates will have to explain how they will tackle 6 of these
problems. Each question will carry 5 marks, making a total of 30 Marks.
Index Page
THE DURATION OF THE TEST WILL BE 2 1/2 HOURS.
B/
UNDER GROUP 'B'
PART - I
349
GENERAL KNOWLEDGE The question paper will be on multiple-choice formats. There will be 100 questions and
each question will carry 1/2 mark. For each question, alternative answers will be
indicated and the candidate will be expected to select the most appropriate answer
from amongst the answers indicated by making a cross mark in the appropriate
space on the separate answer sheet to be provided. The questions would generally
relate to banking, trade, commerce etc.
Index Page
PART -II
-----------BANKING CONTENTS
QUESTIONS TO
BE ATTEMPTED
SECTION A
Multiple choice questions on the
Bank's procedures, standard
instructions and banking law and
practice (no choice). Candidates
will have to select and mark the
correct answer out of the
alternatives indicated in the
question paper.
SECTION B
This section will contain some
of the Bank's policies, standard
instructions and banking practices.
The candidates will be required
to state the rational (i.e. reasons)
underlying these policies/
instructions/practices in the space
provided in the question paper.
MAXIMUM
MARKS
40
20
20
(No choice)
SECTION C
10
of the Bank's general policies
(No choice)
and the current trends in the
banking industry. The candidate
will be expected to give one
reason for and one reason against
the given proposition.
SECTION D
05
specific problems and the
(Out of 8)
candidates will be required to
examine the facts carefully and
indicate how they will tackle them.
The duration of the test will be 3 hours.
40
20
20
NOTE
350
The question paper under both the group will be bilingual i.e. Hindi and English. Candidate
may opt either Hindi or English.
ANNEXURE IV
BRANCH/DEPARTMENT
REF:
DATE :________________
The Chief Manager,

Personnel Administration,
Head Office,
JAIPUR
----------Dear Sir,
PROMOTION FROM CLERICALS TO OFFICERS IN
JUNIOR MANAGEMENT GRADE SCALE -I (2006)
We acknowledge receipt of your Circular Letter No.P/PRP(A,B&D)/02/2006-2007 dated the 4th
April, 2006 and note contents. We have displayed the notice (ANNEXURE -I) on our Branch/
Department Notice Board for information of the eligible employees.
Yours faithfully,
BRANCH MANAGER/CHIEF MANAGER/
ASSTT.GENERAL MANAGER/DEPARTMENTAL HEAD
351
ANNEXURE -IV
________________BRANCH/DEPARTMENT
REF:
DATE :________________
The Chief Manager,

Personnel Administration,
Head Office,
JAIPUR
----------Dear Sir,
PROMOTION FROM CLERICALS TO OFFICERS IN
JUNIOR MANAGEMENT GRADE SCALE-I (2006)
We acknowledge receipt of your Circular Letter No. P/PRP(A,B&D)/02/2006-2007 dated the 4th
April, 2006 and note contents. We have displayed the notice (ANNEXURE -I) on our Branch/
Department Notice Board for information of the eligible employees.
Yours faithfully,
BRANCH MANAGER/ CHIEF MANAGER/

ASSTT.GENERAL MANAGER/DEPARTMENTAL HEAD
352
ANNEXURE- V
BRANCH / DEPARTMENT ___________________________________
(Forwarding letter to be used by Branch Managers or Departmental Heads).
--------------------------------------------------REF:
DATE
:______________
The Regional Manager/

Asstt.General Manager/
Dy. General Manager/
Chief Manager,
Office Administration,
Dear Sir,
PROMOTION FROM CLERICALS/ CASHIERS TO OFFICERS IN JUNIOR MANAGEMENT GRADE SCALE -I
UNDER GROUPS 'A', 'B' AND 'D'(2006)
Please refer to Circular Letter No.P/PRP(A,B&D)/02/2006-2007 dated the 4th
Personnel Administration Department, Head Office, Jaipur.
April, 2006
of
2. The required Notice was duly displayed on the Notice Board and all employees on leave
advised through post to submit consents on prescribed proforma.
3. The under noted candidates have submitted their consents for Groups 'A', 'B' and 'D' and the
same are enclosed along with reports on prescribed format (ANNEXURE -II) :S.NO. NAME OF THE CANDIDATE(S)
CONSENTS FOR GROUP
S/SHRI
1.
2.
4/ The following employees who were on leave have been advised to submit their consents by
the prescribed date.
S.NO. NAME OF THE CANDIDATE (S)
CONSENT FOR GROUP
----- ----------------------------------- ----------------S/SHRI
1.
2.
5/ The particulars entered in the consent letter have been carefully verified and it is certified that
all consents received have been listed above and enclosed.
353
Yours faithfully,
BRANCH MANAGER/CHIEF MANAGER/
ASSTT.GENERAL MANAGER/
DEPARTMENTAL HEAD
ENCLS : AS ABOVE
Index Page
ANNEXURE - II
CONSENT LETTER FOR BRANCH/DEPTT.________________ZONE_________
GROUP :__________
DATE:_______________________
CATEGORY :__________ SC/ST/GENERAL)
APPLICATIONS ARE TO BE FORWARDED TO THE CONTROLLING AUTHORITY
------------------------------------------------------------The Chief Manager (Per. Admn.),
P.F.A/C NO.
GROUP
Head Office,
CATEGORY
JAIPUR
D.O.B.
-----D.O.J.
Dear Sir,
|ZONE
|_____________|
|_____________|
|_____________|
|_____________|
|_____________|
|
|
PROMOTION FROM CLERICALS TO OFFICERS IN JMGS -I

UNDERGROUP - (2006)
I hereby give my consent to appear in the proposed written test /interview to be held for
promotion from clericals to officers cadre in JMGS-I, for which I am eligible. Accordingly, I give
my consent for promotion under Group_____.The required particulars are given below :1. Name (IN CAPITAL LETTERS)
: ___________________________
2. Present Designation
: ___________________________
3. P.F. Account No.
: ___________________________
4. Date of birth
: ___________________________
5. Age as on 01.04.2006
: _______Years ________Months
6.A)Date of joining in
Clerical cadre
: ___________________________
B)Date of promotion from

Sub.staff cadre to
:
Clerical
:
: ___________________________
C)Date of confirmation in clerical cadre
: ___________________________
7. Academic Qualification
8. Period of un-authorised
absence / Extra ordinary
leave on loss of pay not
: ___________________________
: ___________________________
: ___________________________
354
counting for service seniority.

9. Position regarding JAIIB / : PART - I ______(Month/Year)
CAIIB :PART-II______(Month/Year)
10. Information relating
GROUP 'A' GROUP 'B'GROUP 'D'
previous appearance(s)
for promotion.(Year-wise).
:Yr.______ _______ ______
Yr.______ _______ ______
Yr.______ _______ ______
Yr.______ _______ ______
Yr.______ _______ ______
11.A) Name of category i.e.
:____________________________
GENERAL/SC/ST
11.B)Whether Physically Handicapped ?.
Write Yes/ No
(If Yes, please enclose the certificate)
12.A)Whether Ex-serviceman ?. :
Write Yes/ No.
(Circular No.PER/55/88
dt.11.4.1988, PER/87/90-91
dt.23.1.1991,PER/56/91-92
dt.7.8.1991 & PER/6/92-93 dt.23.4.1992):
B)In earlier promotion
whether any benefit of
weightage is taken for
being an ex-serviceman,
If yes, please give detail
thereof.
13.A) Date of charge sheet issued/
punishment awarded, if any
B)Details of punishment, :
if awarded.
:____________________________
:____________________________
: (If Yes, number of years of
:service put in the
:Armed Forces_______________)
: ___________________________
: ___________________________
: ___________________________
14. Particulars of relatives :

working in the Bank with his/
her place of posting as well:
as nature of relationship.
: ___________________________
15. Place of domicile.
: ___________________________
I hereby certify that the above information given by me is true and correct to the best of my
knowledge. I am also aware that if any information is found to be incorrect, apart from my
candidature being treated as invalid, I may be proceeded against as per the award / Bi-partite
Settlements.
(_________________________________)
SIGNATURE OF THE CANDIDATE
REPORT OF THE BRANCH MANAGER/ CHIEF MANAGER/
DEPARTMENTAL HEAD ON THE CANDIDATE
------------------------------------------------------------1. Remarks in service :YEAR- 31.03.2004 31.3.2005 31.3.2006
record during the :----- ---------- --------- --------- last 3 years.
:
(i.e. Performances :REPORT-
355
ASSTT.GENERAL
MANAGER/
reported in the :------confidential reports:

on the employee). :
2. Other information if any. :_______________________________
It is certified that all the information given by the candidate have been verified by me and found
to be correct.
PLACE :________________
BRANCHMANAGER/CHIEFMANAGER/
DATE :________________
ASSTT.GENERAL MANAGER /
DEPARTMENTAL HEAD
(Please also affix seal of Branch /Department)
(CIRCULAR LETTER NO.P/PRP(A,B&D)/02/2006-2007 dated the 4th April, 2006 )
Index Page
1) HOUSING LOAN
I/ Individual Housing Loan Scheme ( w.e.f. 1.9.99)
Officers are granted housing loans for the purpose of acquisition/construction of flat/house at
concessional rate of interest on the following terms & conditions:ELIGIBILITY
QUANTUM
less.
: 5 years continuous service

: For Officers in all grades-Rs. 7.5 lacs or
estimated project cost, whichever is
RATE OF INTEREST
(loans sanctioned prior to 1.10.2001)
- Upto Rs. 1.10 lacs
- Loan exceeding Rs. 1.10 lacs
and upto 5 lakh
- Above 5 lacs
: 5% ( simple)
: 11% ( simple)
: 12% (simple)
(loans sanctioned after to 1.10.2001)

- Upto Rs. 1.10 lacs
- Loan exceeding Rs. 1.10 lacs
and upto 5 lakh
- Above 5 lacs
: 5% ( simple)
RECOVERY
interest)
: In 240 instalments ( 180 for principal and 60 for
: 10% ( simple)
: 11% (simple)
The loan is repayable in 240 monthly installments from salary & allowances drawn by officers
during service
THE OVERALL COST CEILING
: RS. 18 lacs
356

Index Page
ENITLEMENT ON ACCOUNT OF SUBSEQUENT PROMOTION
In terms of Head Office circular No. Per/113/95-96 dated 23.2.96 an employee subsequently
promoted to higher cadre is eligible for the difference in the quantum of housing loan available
between his lower and higher entitlement subject to certain conditions.
An employee, on his promotion in officers grade, may also be permitted to avail of housing loan
upto entitlement of the grade/scale to which he is promoted for repayment of approved outside
borrowings from sources like, LIC Housing Finance, HDFC, Staff Co-operative Credit Societies etc.
and/or loan from our Bank at commercial rate of interest. The benefit may be extended from the
date of such request or promotion, whichever is later. The loan will be repaid in 240 months as per
original repayment schedule by suitably stepping up the amount of installment.
( Per/4/2004-05 dated 2.4.2004)
INDIVIDUAL HOUSING LOAN SCHEMEGRANTING LOANS WHERE HOUSE /SITE/ PLOT IS IN THE NAME OF SPOUSE OF EMPLOYEE:
In terms of the existing provisions of Individual Housing Loan Scheme for staff, the housing loan is
sanctioned for purchase/construction / renovation /extension of house/flat/apartment when the
housing property is in the name of the employee or in the joint names of the employee and
his/her spouse only. With the recent modification now housing loan under Individual Housing
Loan Scheme may be sanctioned to staff even if the house/flat/apartment/plot is in the name of
spouse only, subject to fulfillment of under noted additional terms and conditions:(i)
The spouse of the employee will be a co-borrower.
(ii)
The employee and his/her spouse will be jointly and severally liable for
repayment of the loan with interest and other dues.
(iii)
The spouse of the employee will mortgage the housing property to the Bank as
security for the loan.
(CIRCULAR NO. PER/ 12 /2006-2007 dated May 04,2006)
Index Page
II/ ADDITIONAL HOUSING LOAN( Concessional Rate)
Eligibility
After a lapse of minimum period of 7 years from the date of sanction of
original loan, for acquiring bigger accommodation/house/flat by selling the
existing, or for additional construction to the existing house. The additional
accommodation should be bigger at least by 120 sq. ft. and one more
room. Additional loan will be granted only under the individual housing loan
scheme and will be available only once during the entire service.
Amount
Difference between the present entitlement under the Individual Housing
Loan Scheme and the amount of the loan sanctioned earlier.
OR
Cost of extension/excess of purchase price over sale price, whichever is
lower.
Repayment
240 installments- 180 for principal and 60 for interest.
Rate of Intt.
Upto Rs. 50,000
7.00%( simple)
Rs. 50,001 to Rs. 1,00,000/8.00%(simple)
Rs. 1,00,001 to Rs. 1,50,000/9.00%(simple)
Rs. 1,50,001 to Rs. 2,00,000/10.00%(simple)
Rs. 2,00,001 to Rs. 2,25,000/10.50%(simple)
Rs. 2,25,001 to Rs. 5,00,000/11.00%(simple)
Note: The interest rate to be applied on additional housing loan to the staff
members would be determined by including the total outstanding amount
in the existing housing loan account + the sanctioned advance.
357
Index Page
II/ ADDITIONAL HOUSING LOAN (a) ( Commercial Rate):
The amount of loan to be sanctioned, as additional housing loan at commercial rate of interest
will be determined by the cost of the project and the condition that the total deductions on
account of all borrowings from the Bank and other sources including deductions on account of
Provident Fund, Income Tax etc. do not exceed 60% of the gross emoluments. (Circular no. Per/
66 /2005-2006 dated December 02, 2005)
The rate of interest on this loan will be as applicable to public. ( Circular NO. Per/40/99-2000
dated 5.8.99, Per/75/99-2000 dated 17.11.99 and Per/4.94-95 dated 22.4.94)
Index Page
III/ LOAN FOR EXTENSION OF HOUSES ALREADY OWNED BY OFFICERS NOT CONSTRUCTED WITH
BANKS FINANCE:
Quantum
Rate of interest
50 times of monthly pay or Rs. 2.00 lac or estimated

cost of construction, whichever is least.
(LOANS SANCTIONED PRIOR TO 1.10.2001)
upto 1.10 lac
5% ( simple)
above 1.10 lac
11% (simple)
(LOANS SANCTIONED AFTER 1.10.2001)
upto 1.10 lac
5% ( simple)
above 1.10 lac
and upto 5 lac
10%(simple)
above 5 lac
11%(simple)
(CIRCULAR NO. PER/12/2001-02 DATED 18.5.2001 AND PER/114/2001-2002 19.3.2002)

STAFF SUPERVISING: INDIVIDUAL HOUSING LOAN SCHEME:
MODIFICATIONS:
Top Management and ABOA at the Bi-partite meeting held at Kumarakom on 22.02.2010, has
advised following amendments in the Individual Housing Loan Scheme (IHLS) for officers which
has been approved by the Executive Committee of the Board at its meeting held on 30.03.2010.
PROJECT COST:
Please refer to Head Office Circular No. PER/110/1992-93 dated March 11, 1993 & Circular No.
PER/12/2001-02 dated May 18, 2001.It has been decided that the ceiling on project cost be
increased to Rs. 50.00 lacs subject to the stipulation that the officer would have to seek & obtain
administrative clearance if the project cost exceeds 3.5 times the Bank loan. The Competent
Authority to give such administrative clearance, based on the merit is Chief General Manager, as
hitherto.
COMBINED ELIGIBILITY OF BOTH THE HUSBAND & WIFE: Please refer to Head Office Circular No.
PER/63/1983 dated July 07, 1983, Circular No. PER/110/1992-93 dated March 11, 1993 & Circular
No. PER/12/2006-07 dated May 04, 2006.
It has been decided that if both the husband and wife are working in the Bank, as they have
separate incomes and have higher combined repayment capacity, they should be allowed one
joint loan under Individual Housing Loan Scheme (IHLS) upto their combined entitlement for one
house or two loans separately as per their individual entitlements. On the same lines, if one spouse
is working with any other bank/ institution/corporate etc. or Central/ State department/ their
358
undertakings etc., both the husband and the wife will be eligible to raise concessionary housing
loans as per their individual entitlement from their respective employers.
However, if either of the spouses leaves the service of the bank, the share of his / her liability as
determined by the bank, at the time of sanction, should be liquidated from the terminal benefits.
INTEREST RATE ON COMMERCIAL TERMS LOANS:
Please refer to Head Office Circular No. PER/ 87/ 2004-05 dated March 29, 2005. It should also be
ensured that the interest rate charged on the housing Loan on commercial terms to staff should
not exceed the rate of interest charged to public in any case. All other terms and conditions of
scheme will remain unchanged.
(Circular No. PER/9/10-11 dated 12 April 2010)
Index Page
IV/ SECOND HOUSING LOAN TO STAFF :
Staff members have been permitted to avail of a second housing loan from the Bank under the
Banks housing finance scheme for the public at commercial rate of interest and on the same
terms and conditions as applicable for the public, subject to the following guidelines:a) Loan may be extended to the employee even if the employee/spouse of the
employee already owns a house.
b) Confirmed employees having put in five years of total service ( including
probationary period but not temporary service) would only be eligible for the loan.
c) Total deductions from salary on account of all borrowings from the Bank as well as other
sources, provident fund , income tax etc., do not exceed 60% of gross emoluments. In
other words, loans shall not be granted if the take home pay of any employee falls below
40% of gross emoluments.
d) The loan in such case would be sanctioned by the controllers of the branches where
the loan is to be availed of. After introduction of RACPC such loan may be sanctioned by
them.
e) The instalment for the loan under Housing Loan Scheme for public should be recovered
from the salary under Check off facility along with instalment under staff housing loan
scheme, outstanding if any, i.e. instalments towards both the loans have to be recovered
from the salary simultaneously.
f) All other terms and conditions of the Housing Loans Scheme as applicable for public viz
Margin, quantum of loan, repayment norms, rate of interest etc. would be applicable for
these loans also.
g) In addition, a lien on the provident fund of the employee would also be noted.
(CIRCULAR NO. PER/92/99-2000 DATED 18.1.2000, PER/87/2003-2004)
Index Page
359
V/ SCHEME FOR GRANT OF ADDITIONAL HOUSING LOAN FOR REPAIR/RENOVATION/ALTERATIONS

ON COMMERCIAL RATE OF INTEREST TO STAFF:
ELIGIBILITY:
Employees who have acquired residential accommodation by availing Banks housing scheme.
This facility is available only after 5 years of availment of Banks Housing loan sanctioned at
concessional rate. 5 years period to be reckoned from the date of completion of the house or the
date of occupation of the house, whichever is later. Employees who have availed additional
housing loan at commercial rate
of interest to meet margin requirement for
acquisition/construction of house, will not be eligible for this loan.
PURPOSE:
To meet the expenses incurred for repairs, alterations & renovations of the residential property
acquired by availing loan under Banks housing scheme.
AMOUNT OF LOAN:
80% of the estimated cost of repairs, alterations and renovations subject to 60% of the original
loan sanctioned under Banks housing loan scheme at concessional rate of interest. The estimate
submitted by the employee must be verified and certified by the Banks Civil Engineers.
RATE OF INTEREST
: PLR ( QUARTERLY COMPOUNDING), it is further

clarified that as and when there is change in PLR of
the Bank the rate of interest applicable to this loan
would also change accordingly.
REPAYMENT
: Entire loan together with interest will be repayable in

within a maximum period of 10 years EMIS or
remaining period of service whichever is less. In case
it is not possible to liquidate the loan on
superannuation, the employee will be required to
deposit adequate amount in Banks long term
deposits so as to yield sufficient interest to cover the
installment of loan.
(CIR. NO. PER/74/95-96 DATED 22.11.95 AND PER/35/2000-01 DATED 6.7.2000)

Index Page
2. FESTIVAL ADVANCE (Supervising Staff) :
Please refer to H.O.circular No.PER/36/2005-06 dated 21.09.2005, in terms of which quantum of
advance salary payable to staff for a festival was last revised.
State Bank of India, Corporate Centre, Mumbai has advised that the quantum of festival
advance may be reviewed due to steep rise in prices of all common goods to enable our officers
/ employees to celebrate the festivals of their choice.
In view of the advices received from the Corporate Centre, Mumbai, it has been decided to
enhance the maximum limit of festival advance for all categories of staff. Accordingly, it has
been decided to do away with the monetary ceilings on the amount of festival advance for all
categories of staff and allow the employees to avail festival advance once in a calendar year
equal to one month gross salary.
360
The gross salary means all the emoluments payable for leave encashment while availing LFC/HTC
by an employee for the month during which the availment of the festival advance. However, the
maximum eligible amount of festival advance may be kept upto completed thousands of rupees
for accounting
excellence. To illustrate, if an employee is drawing a gross salary of Rs.34,685/- he will be eligible
for festival advance of Rs.34,000/-.
A specimen of revised application for festival advance is given hereunder.
(Circular No. PER/9/09-10 dated 30 April 2009)
The _________________
State Bank of Bikaner & Jaipur, Book No. Sr.No.
______________________
Through _________________Dept.
Date : _____________
APPLICATION FOR FESTIVAL ADVANCE
Name of the Employee : Employee No. :
Designation : Grade/Scale :
Department/Section : Intercom No. :
Gross Salary : Rs. Date of Appointment :
Bank Account No. :
Basic Pay : Rs.
Special Pay : Rs
PQP : Rs
FPP : Rs
D.A. : Rs
HRA/Notional HRA : Rs
CCA : Rs
Others, if any : Rs
Total : Rs ____________Say
Rs._____________(in completed thousand)
________________________________________________________________
Dear Sir,
I shall be glad if you will kindly sanction me, in terms of the extant instructions, a
festival advance of
Rs.__________Rs._____________________________(Rupees in words) for
__________________ festival which falls on __________________ (date).
2. I hereby authorise the Bank to recover the amount of advance in ten monthly
instalments from the salary and allowances payable to me, commencing from the
month following the month in which the festival falls. In case this could not be
recovered from my salary and allowances, the same may be recovered from
such other sums that may be due to me from the Bank.
3. I undertake to abide by the rules and regulations governing the sanction of
advance.
4. I confirm that I have not availed of this facility during the current year and that
there are no outstanding of any festival advance taken by me earlier.
5. I confirm that the assets and liability statement for the year _______________
has already been submitted by me on _______________ at ______________
office.
Yours faithfully,
(Signature)
________________________________________________________________
361
FOR OFFICE USE

SANCTIONED Rs.___________
A.G.M./C.M./B.M.
Eligibility
All officers, for any festival of choice, once in a year.

Employees on probation and also permanent part-time
employees drawing not less than 1/3 salary
( in proportion to the part salary drawn by them)
may be extended this facility.
Rate of Intt.
Repayment
following that in which
: NIL( free of interest)

:10 monthly installments beginning from the salary paid in the month
the festival falls.
The advance will be disbursed only once in a calendar year not before one month from
the date of the main festival day. The advance will be granted for any festival of the
employees choice. However, next advance may be granted after the previous advance
has been repaid in full in 10 equal monthly installment . In other words it may not be
necessary to insist that next advance will be granted after one year from the date of
disbursement of the pervious loan.
Formal list of festivals discontinued. Employees may avail this facility for any recognised
festival once in a year.
No festival advance to be granted to officers under suspension.
Festival advance may be sanctioned without having any relation to 60%limit of
deductions placed on recoveries. In other words, even if the deductions exceed the limit
of 60% of gross salary, festival advance may be sanctioned as the same is a short terms
advance deductible from salary.
(Circular NO. Per/ 36 /2005-06 dated September 21, 2005, Per/101/2000-01 dated 7.2.2001 and
Per/59/2000-01 dated 30.9.2000, Per/65/2003-2004 dated 27.12.2003)
Index Page
3. CONSUMER LOAN
(A) FOR OFFICERS JOINING THE BANK BEFORE 1.4.91
Eligibility
Quantum
Rate of Interest
Repayment
Mode
: Officers who have completed 3 years total and

continuous service.
: 80% of the cost of article(s) with a max. of 8 months Basic Pay
or Rs. 20,000/- whichever is lower.
: Simple interest @ 11% p.a. w.e.f. 1.4.2000
: 84 monthly instalments.
: By way of Demand Loan and can be availed in 2
installments with an interval of 3 months
( 6 months with General Managers permission)
(B) FOR OFFICERS JOINING BANK AFTER 1.4.91:

Eligibility
Quantum
Rate of intt.
: 3 years confirmed service

: 90% of the cost of article(s) with a max. of Rs.15000/: PLR
362
Repayment
Mode
: 60 monthly instalments
: same as above
Further, w.e.f. 1.4.94 the officers will be eligible to avail the loan of Rs. 15,000/- on PLR rate for
meeting the cost of consumer durable or for meeting expenses on marriage of
self/children/dependent sister etc., or other religious/social obligations as per discretion of the
Bank.
i)The loan will be given for purchase of the following items mainly:a/ T.V. Set
b/ Radio
c/ Record Player/Music System
d/ Furniture
e/ Refrigerators and other kitchen appliances/gadgets
f/ Washing and Cleaning equipments
g/ Fans
h/ Sewing Machines
ii) Payment will be ordinarily made by the Bank direct to the suppliers.
Departure in respect of i) and ii) above i.e. permitting purchase of an item other than those listed
in the scheme and making advance payment to the employee direct may be made only by the
General Manager(Operations) in respect of employees working in the branches/Regions and the
General Manager (P&D) for those working at the H.O.
Requests from officers that due to erratic supply of electricity in the places where they are staying
the consumer loan may be granted for portable generators also for use at residences. The need
for consumer loan in respect of consumer durable items, being dependant upon a persons
status, taste and local compulsions it is not possible to draw an exhaustive list of items. The matter
has been considered by the Bank and it has been decided that the competent authority
mentioned above may examine the reasonableness of the employee request for particular item,
including portable generators and decide upon the need for sanction or otherwise.
(CIRCULAR NO. PER/69/83 DATED 26.7.83 PER/142/88 DATED 1.11.88, PER/47/90-91 DATED 6.9.90,
PER/58/91-92 DATED 7.8.91 AND PER/30/95-96 DATED 20.7.95 AND PER/9/99-2000 DATED 17.1.2000)
Index Page
4. VEHICLE LOAN
advised following amendments in the vehicle loan scheme for officers which has been approved
by the Executive Committee of the Board at its meeting held on 30.03.2010.
a) Motor car
Eligibility
: Officers having Basic Pay of Rs. 9820/- (old) and above.
(B) Margin: Reduced from 20% to 10% for new loans availed under the scheme from the date of
EC approval i.e. 30.03.2010.
(C) Quantum of Loan: Revised from the date of EC approval i.e. 30.03.2010.
(i) Two wheelers: 90% of the cost of vehicle subject to maximum of Rupees 1.00 lac.
363
(ii) Cars: Maximum limit Rs. 7.00 lacs. (Repayable in 180 monthly installments: 132 for
Principal and 48 for
Interest.
(D) Rate of Interest: Reduced to 7% p.a. simple on vehicle loans w.e.f. 01.03.2010. This will be
applicable to existing loans also w.e.f. 01.03.2010.
(E) Conversion of Commercial Car Loans: It has been decided to permit conversion of car loans
availed at commercial rate of interest to loans under Staff Vehicle Loan Scheme as and when the
official becomes eligible for a
loan under the staff loan scheme.
These new products for car loan and two-wheeler for staff supervising have been made available
in CBS to the branches.
1. 6359-3002 DL CAR STAFF SUP > 030410.
2. 6359-3102 DL 2-WHEEL STF SUP > 030410.
Circular No. PER/4/10-11dated 07 April 2010
PER/72/2002-03 dated January 28,2003 & Circular No. PER/87/2004-05 dated March 29, 2005.
Note:
In case where employees officers have been sanctioned conveyance loans as per their prerevised entitlement and where the shortfall was met by raising funds from verifiable sources their
request for additional loan to the extent of the difference between loan availed and maximum
permissible amount under revised provisions for repaying the outstanding debts from other
agencies/institutions may be considered as in the past.
A physically handicapped officer drawing a Basic Pay of less than Rs.9820/- p.m. shall be eligible
for a loan for purchase of special motor car marketed by M/s Maruti Udyog Ltd., provided he has
completed 5 years of continuous service in the Bank.
NOTE:
The term price of vehicle will include: all initial taxes including, wherever applicable, lump sum/lifetime vehicle tax.
initial insurance amount,
octroi,
Essential accessories.
Further, where the state Government have made it obligatory that payment of road tax in
respect of new vehicles shall be made in lumpsum at the time of purchase of vehicle, the amount
of lumpsum road tax may also be included in the price of vehicle for the purpose of calculating
the loan entitlement of eligible employees for purchase of new vehicle .
[CIRCULAR NO. PER/202/88-89 DATED 11.3.89 AND PER/14/89-90 DATED 8.5.89]
Where an employee applies for a fresh loan after fully repaying the loan in the normal course,
the condition regarding utilization of sale proceeds of the earlier vehicle need not be insisted
upon. However, this concession will not be available to those who liquidate the earlier loan prematurely and apply for a fresh loan. In order to check misuse of the Banks finance, it has been
further decided that no employee will be permitted to avail himself of a fresh loan within four
years of disbursement of the earlier loan even on utilization of the sale proceeds in the manner
stipulated in the present scheme. This stipulation will be applicable in cases where advance is
granted for purchase of a new vehicle only and not for second hand vehicle.
[CIRCULAR NO. PER/76/76 DATED 20.11.76 AND PER/80/76 23.11.76]
364
No employee will be permitted to avail himself of a fresh vehicle loan within four years of
disbursement of the earlier loan even on utilisation of the sale proceeds for purchase of new
vehicle, in cases, where an officer wants to switch over from a two wheeler to a car, a fresh
conveyance loan for purchase of a car may be granted in the case of eligible officers even
where the earlier loan for purchase of a scooter/motorcycle has not run for four years provided
that the entire sale proceeds of the two wheeler loan are brought in by the officer as his
contribution for purchase of the car apart from fully liquidating the old loan.
Second hand motor cars may be acquired by officers under the staff loans scheme without any
age stipulation but subject to a certificate by a competent authority for road worthiness of the
vehicle till the currency of the bank loan. Further, the stipulation in regard to comprehensive
insurance be waived in case of such second hand motor cars acquired under the loan scheme.
In cases, where an officer, who had availed of a loan for purchase of a second hand car, desires
to dispose of his car, liquidates the existing loan, and wishes to avail of a fresh loan for purchase
of a new car of any make within four years of disbursement of earlier loan, the Managing Director
may examine and consider the officials request and waive the stipulation of four years provided:
a] the new car has been allotted in the officials name and
b] entire surplus of sale proceeds of old car is brought in as margin for purchase of new car .
However, once this concession is availed of, the officer will not be eligible for another
conveyance loan for a period of ten years. However, keeping in view, a suitable column may be
incorporated in the car loan application form as per specimen enclosed with the relative circular
to ensure that the same is not lost sight of, while sanctioning a fresh loan for purchase of a new
car before the expiry of four years period after availment of the earlier loan.
[CIRCULAR NO . PER/33/87 DATED 11.4.87 AND PER/196/88-89 DATED 8.3.89]
The motor car will be hypothecated to the bank and the official will be responsible for the
maintenance of the vehicle and will pay all taxes, insurance premium and other charges on the
vehicle from time to time. The motor car should stand covered by a comprehensive insurance
policy to the extent of the amount advanced by the Bank.
A motor car purchased by an officer with the advance granted by the Bank should stand
covered by a comprehensive insurance policy to the extent of the amount advanced by the
Bank. In view of the heavy financial burden the question of waiving the requirement for
comprehensive insurance has been considered and where an officer requests for waiving the
above provision, his request may be considered subject to fulfillment of : The unencumbered balance [Banks and his own contribution] in an officials
Provident Fund account should be sufficient to cover the loan amount. He will be
required to execute an undertaking in favour of the Trustees of the Fund on the
lines of proforma enclosed with the relative circular and the lien on the Provident
Fund of the officer concerned [Banks and his own contribution] will be noted in
the usual manner and provident fund department advised accordingly, For this
purpose, a copy of the undertaking obtained from the officer concerned will also
be sent to Provident Fund Department for their information and record,
In case the unencumbered balance in the officials Provident Fund Account
inclusive of his own contribution, is not adequate to cover the entire loan
requested for, the officials request should not be entertained.
365
Insurance against third party risks as defined under Motor Vehicles Act,1988 should
be obtained under all circumstances.
In case of officers who have already availed of car loans, if the request for waiver
of stipulation regarding comprehensive insurance is considered, the official may
be required to execute an undertaking along with a letter of authority for trustees
of the Provident Fund. This will be stamped as an agreement. The discretion to
waive the comprehensive insurance vests with the sanctioning authority of the
loan subject to the above conditions.

Vehicle loan may normally be not granted to any employee for purchase of a vehicle from his
near relative. Further, to meet exceptional situation, it has been decided that the Controlling
Authorities may be vested with suitable discretion to permit sanction of such loans, where they
are satisfied with the end use of the Banks loan.
Eligible officers may be permitted to acquire Maruti Van under the Staff Conveyance Loan
scheme, provided it is not utilised for commercial purposes and the Van has been allotted in the
name of the officer applying for the loan.
[CIRCULAR NO.PER/76/87 DATED 28.7.87]
STAFF MISCELLANEOUS: CONVEYANCE LOAN
Please refer to Circulars No. PER/76/76 dated November 20,1976, PER/ 75 /2000-01 dated
November 20, 2000 and PER/88/2001-02 dated December 21, 2001 vide which terms and
conditions to avail conveyance loan were stipulated. On scrutiny of CIS data base, the following
irregularities in opening and conduct of conveyance loan accounts have been observed despite
of clear instructions in the circulars referred as above:(a)
Existence of multiple staff conveyance loan accounts (with concessional interest
rate) i.e one staff member has more than two staff conveyance loan accounts.
(b)
Availment of car loan before closing the earlier conveyance loan account of
motor cycle/scooter.
(c)
Availment of motor cycle / scooter loan before closure of conveyance loan for
cycle.
(d)
Improper / incorrect migration of conveyance loan accounts as both / all the
conveyance loan accounts of the staff member carry same rate of interest.
The sanctioning authority therefore should personally ensure that the earlier conveyance loan
account of any of the staff members, if outstanding, is closed invariably before sanction of fresh
conveyance loan subject to fulfilling the other conditions stipulated in the scheme. It will also be
mandatory for the sanctioning authority to mention the same in the sanction letter.
(Circular No.Per/ 94 / 2006-2007 dated February 1, 2007 )
Index Page
5. REPAYMENT OF CONVEYANCE LOAN AFTER RETIREMENT
Retired employees are extended the facility of continuing the repayment of conveyance loans
even after their retirement from the Bank in installments for the period as originally stipulated at
the time of sanction of the loan or till they reach the age of 70 years whichever is earlier, provided
366
the officer places an adequate amount in the long term deposit with the Bank which will earn
monthly interest at least equal to the loan installment and interest. A lien may be marked on the
deposit to be placed with the bank and the deposit receipt will be kept with the Bank duly
discharged by the depositor. In case of death of an officer during the currency of the loan, the
same may be adjusted against the deposit and in case of cessation of service other than by
way of retirement, the entire outstanding in the loan accounts are required to be adjusted at the
time of cessation of service.
Recently there has been a big rise in the number of employees seeking voluntary/premature
retirements for getting more lucrative positions elsewhere. Applications are received from these
retiring employees/ officers to continue there above loans with the Bank in post retirement period
as per the present dispensation. There is, however, little justification for them to enjoy the facility of
subsidized conveyance loan [at concessional rate of interest] in the post retiral period. It has,
therefore, now been decided that distinction be drawn between those who retire in the normal
course [i.e. on completion of 30 years service or 30 years pensionable service or on attaining
the age of 58/60 years whichever occurs first] and those who seek voluntary retirement [before
completion of 30 years of service or 30 years pensionable service or attaining 58 years of age
whichever occurs first]. It has, therefore, been decided that henceforth the facility of repayment
of above loan beyond retirement will also be allowed to employees seeking voluntary retirement
on medical grounds. All other employees should be asked to liquidate the outstanding in their
above loan accounts on the date of retirement. In exceptional circumstances where, however,
employees find it difficult to adjust the outstanding on the date of retirement, such requests for
continuance of the loan may be considered by charging commercial rate of interest from the
date of retirement. In such cases the documents as per the specimen enclosed with the relative
circular may be obtained after making necessary amendment i.e:a] Memorandum of agreement executed by the employees seeking voluntary/ premature
retirement
b] Letter requesting continuance of the conveyance loan from employees seeking
voluntary/premature retirement
The facility of concessional rate of interest will, however, be extended in cases of normal
retirements and voluntary retirement on medical grounds.
Further, while sanctioning fresh/additional housing loans to staff , a supplementary agreement as
enclosed with the circular be obtained in all cases.
NOTE:- In regard to the above a query has been raised as to whether the employee seeking
voluntary retirement after completion of 30 years of service or 30 years of pensionable service
can be extended the facility of continuing the repayment of housing loan/conveyance loan on
concessional terms although they have not reached the superannuation age.
The Bank in consultation with Central Office, State Bank of India has examined the matter. Normal
retirement in this regard would mean cessation of service after reaching the age of
superannuation or the Bank retiring a person without granting extension after 30 years of service
or 30 years of pensionable service. Voluntary retirement after 30 years of service or 30 years of
pensionable service before reaching the superannuation age cannot be deemed as normal
retirement. Thus as already advised in paragraph 2 of H.O.Circular No. Per/46/97-98 dated
6.10.97, the facility of repayment of housing loan/conveyance loan beyond retirement should not
be allowed to employees seeking voluntary retirement except on medical ground and therefore
such employees should be required to liquidate the outstanding n their housing loan
accounts/Conveyance Loan on the date of voluntary retirement.
[CIRCULAR NO. Per/86/2000-2001 dated 2.1.2001 and Per/46/97-98 DATED 6.10.97 AND PER/67/9596 DATED 2.11.95]
Index Page
367
NOTE:
As per the extant guidelines Housing Loan of Officers/Award Staff, Car loan of Officers and
Conveyance loan to officers/Award Staff may be allowed to repay after retirement but before
they attain the age of 70 years, provided they keep in term deposit an amount equal to the
outstanding loan amount and give letter of authority to the Bank for recovery of monthly
installment out of interest of the TDR.
It is clarified that the employees, before they retirement/cessation of service with the Bank, are
required to repay in full all the outstanding in their staff loan accounts as also other dues to the
Bank. Regulation 49 of the Pension Regulations is only an enabling provision to deal with cases
where due to extra-ordinary circumstances an employee is not in a position to clear off his dues
to the Bank on his retirement(including Voluntary retirement). The provisions of Regulation 49 are
not intended to be used to give the benefit of an extended repayment schedule to the
employees who have got outstanding dues to the Bank in their loan accounts at the time of their
retirement.
An employee in clerical cadre will be eligible to avail car loan on concessionary terms and
conditions on promotion as officer in JMGS-I from the date of his request or becoming eligible for
car loan as an officer, whichever is later. The entire loan should, however, be repaid in 200
months from the date of original disbursement (i.e. in clerical cadre), the quantum of installment
after becoming eligible for concessionary terms and conditions should be so fixed that the
balance outstanding and interest thereon are repaid in the ratio of 2:1 as applicable to officers.
(Per/4/2004-05 dated 2.4.2004)
Index Page
6. ADDITIONAL LOAN FOR PURCHASE OF CAR
A scheme for granting an additional car loan to the eligible officers has been introduced in our
bank . The salient features of additional car loan scheme are as under:a] Eligibility:-
All officers eligible for a conveyance loan for purchase of a car.
b] Amount:
Minimum Rs. 10,000/- and maximum Rs. 1.00 lakh

subject
to
the
following ceilings:i. The additional car loan should not exceed 75% of the shortfall, viz.
cost of the car less Banks conveyance loan and margin thereon.
ii. The total deductions should not exceed 25% of the salary
25% for additional car loan.
c] Margin:
d] Repayment:
In equated monthly installments within a maximum period of 84 months

or the remaining period of the service, whichever is less.
e] Rate of interest
As applicable to public. ( In future as and when there is change in the

rate of interest for such loans to public he rate of interest for our officers
may be changed in relation to that of public)
f] Security:
Hypothecation of the vehicle
Noting of the Banks lien on the RTOs books.
Lien on employees provident fund with the Bank.
g] Discretion
To be sanctioned by the authority sanctioning conveyance loan.
h] Documentation
i.Loan application form.
ii.Hypothecation agreement .
iii.Letter authorising the bank to deduct instalments from salary.
[CIRCULAR NO.PER/50/94-95 DATED 2.12.94
AND PER/71/94-95 DATED 30.1.95 AND
PER/18/2000-2001 DATED 24.5.2000)
368
Index Page
7. MOTOR CYCLES/SCOOTER
Eligibility
: All officers ( except Probationary Officers during probation)
Quantum
: 90% of the cost of vehicle subject to maximum of Rupees 1.00 lac.
Rate of Interest:
Reduced to 7% p.a. simple on vehicle loans w.e.f. 01.03.2010. This will
be applicable to existing loans also w.e.f. 01.03.2010.
Repayment
: 84 monthly instalments - 70 for principal & 14 for interest
(Circular No. PER/4/10-11dated 07 April 2010, and

20.11.2000)
CIRCULAR NO. PER/75/2000-01 DATED
NOTE:
An officer is eligible for only one vehicle loan at a time, either car loan or two wheeler loan may
be outstanding at the time of retirement of the officer. It has, therefore, been decided to extend
the facility of repayment of two wheeler loan also after retirement by allowing repayment of the
loan with interest as per original repayment schedule to officer until the loan is fully repaid, subject
to fulfilment of stipulation as applicable in repayment of car loan after retirement.
Index Page
8. SCHEME FOR SANCTIONING DEMAND LOANS TO OFFICERS FOR CARRYING OUT REPAIRS TO CARs
In view of the ever increasing cost of maintenance of cars, heavy expenditure on account of
major repairs has to be incurred by the officers owning such vehicle. Accordingly, loan may be
sanctioned to officers who own cars, purchased with or without Banks finance, upto a maximum
of Rs. 10000/- for carrying out major repairs once in every five years subject to the following terms
and conditions:a] The amount of advance will be 80% of the cost of repairs or Rs. 10000/- whichever
less.
is
b] Simple interest @ 8.5% shall be charged on the amount of advance.

c] The advance along with interest thereon shall be repayable in 36 months.
d] The official will have to produce, within six weeks of availment of the loan, evidence of
expenditure incurred by submitting cash memos/garage receipts, etc.
e] The scheme is basically for carrying out only major repairs and is not for replacement of
parts in the ordinary course. Loans for replacement of major parts as well as painting work
involving large expenses could, however, be sanctioned by the appropriate authority. The
purchase of tyres is not permissible under the above scheme.
(CIRCULAR NO. PER/72/2002-2003 DT. 28.2.2003, PER/151/88 DATED 29.11.88 AND PER/31/89-90
DATED 14.6.89]
Index Page
369
9. SCHEME FOR ADDITIONAL CAR REPAIR LOAN TO OFFICERS AT

COMMERCIAL RATE OF INTEREST
A scheme of car repair loan with a maximum of Rs. 10000/- at simple rate of interest is already in
vogue in our Bank. Keeping in view all-round increase of prices.
The matter has been examined and it has been decided to formulate a scheme of additional car
repair loan of Rs. 20000/- to officers at commercial rate of interest in our Bank as per the following
terms and conditions:a] Purpose of advance
:For carrying out repairs or replacement of tyres of car.
b] Eligibility criteria
:Those officers who are eligible for car repair loan

under the existing scheme in vogue
[interest @ 8.5% p.a.]
d] Amount of advance
Rs. 20,000/- this is in addition

to car repair loan available to officers at
concessional rate of interest.
20% of estimated cost of repair/replacement.
4.5% above PLR plus interest tax.
d] Margin
e] Rate of interest
f] Repayment
g] Periodicity of loan
h] Other conditions
In 36 equal monthly instalments, repayment to start one

month after the initial disbursement .
Loan can be sanctioned once in 5 years .
a] Total deductions from the salary including
instalments towards this loan should not exceed
25% of the Gross salary and 50% in case of those
who have availed housing loan.
b] The officer will have to produce within 6 weeks of
availment of loan, evidence of expenditure incurred , by
submitting Cash Memos/Garage receipts.
c] Loan application should be accompanied by a
quotation obtained from the garage.
[CIRCULAR NO. Per/104/2006-07 dated 15.3.2007 and Per/52/96-97 daetd 4.9.96]

Index Page
10. PERSONNEL LOAN
Please refer to H.O. Circular No.PER/45/2002-03 dated 14.09.1992, PER/65/2003-04
dated27.12.2003 and also refer Circular NO. PER/61/2004-05 dated 02.12.2004 vide which the
Personal Loan limits were last revised.
The Personal Loan limits of employees with less than 12 years of service have not been revised
since 2002. Employees with less than 5 years are atpresent not eligible for this facility at all.
Therefore, in consultation with State Bank of India, Corporate Centre, Mumbai, it has been
decided to revise Personal Loan limits for all categories of employees in view of the overall
increase in prices of consumer goods/durables, improved standard of living of an average Indian,
370
wide spread consumerism, increased expenditure on medical care/education, increased

availability of Personal Loans to members of the public etc.
It was, therefore, decided to review the Personal Loan scheme. The Executive Committee of
Board, at its meeting dated 29.05.2009 has approved revision in the Personal Loan Scheme as
under:
PERSONAL LOAN SCHEME:
(B) Supervising Staff
PARTICULAR
Length
of
Service
in
years
(only
confirmed
permanent
employees
who
are
members
of
Banks PF)
Quantum of
Loan
(Rs. In lacs):
Rate
of
Interest
EXISTING FOR ALL

OFFICERS FROM JMGS-I TO
TEGSS II
5 and
8 and
12 and
above above above
but < 8 but
< 12
1.50
2.25
4.50
1.75% below BPLR i.e. 11%

p.a. at present. (Circular
No.
PER/87/2004-2005 dated
29.03.2005)
REVISED
JMGS-I to SMGSV
TEGS VI
& VII
TEG SS
I&
II
= or
>3
but <
5
= or
>5
but
<10
= or
>
10
= or > 10
= or >
10
1.50
4.00
7.00
9.00
12.00
(i)
(ii)
8% p.a. (monthly compounded)

for Overdraft component. and/or
8% p.a. (simple) for the Demand
Loan component under fixed
repayment.
4. The following other operational guidelines relating to the Personal Loan Scheme have also
been approved:
(a) With a view to inculcating financial discipline as also to reduce employees loan liability
towards superannuation, it is proposed to give an option to the employees to avail the Personal
Loan as a combination of Overdraft (OD) and Demand Loan (DL) subject to a maximum of 50%
of the revised Personal Loan limit as Demand Loan under fixed repayment programme.
(b) To encourage our employees to opt for fixed repayment plan, a simple interest @ 8% p.a. will
be charged for the Demand Loan component of the Personal Loan.
(c) The Demand Loan shall be recovered in monthly installments spread over 84 months in the
ratio of 5:1 i.e. 70 monthly installments for principal and 14 monthly installments for interest,
371
commencing from the month following the month in which disbursement of D/L is made. After
liquidation of Demand Loan, the employee can again avail the facility as per his/her eligibility.
However, an employee will not be allowed to have more than two demand loan accounts at
any given time. In case of Overdraft, the interest applied monthly will be recovered from the
salary every month.
(d) Employees may retain the existing sanctioned OD limit and avail the enhanced component in
the form of Demand Loan, as per their convenience and repaying capacity. In this case, a fresh
application for Personal Loan (D/L component) may be submitted separately for sanction by the
competent authority.
(e) It has been decided to waive requirement for extension of EM of the house charged under
H/L to Personal Loans. However, lien on the PF balance of employee will be noted. The
unencumbered balance in PF (both Banks and employees share) must be equal to or more
than the Personal Loan limit as per the last PF statement of the employee.
(f) For calculating the unencumbered balance in PF account for noting lien on account of
Personal Loan, lien to the extent of Housing Loan may not be reckoned as housing loans are
primarily secured by way of EM of the house.
(g) Both the existing Consumer Loan schemes, which have lost their relevance due to low limits,
are withdrawn. Any outstanding in the existing Consumer Loan a/c will have to be necessarily
liquidated either from enhancement in personal loan limit or from own sources. Those employees
who do not want enhancement in Personal Loan limit may, however, be allowed to continue with
the existing Consumer Loan A/c. But new Consumer Loan accounts will not be opened.
(h) The rationalization in interest rates will be effective immediately to all new Personal Loans and
to the existing loans with effect from 01.06.2009.
(i) Employees who intend to avail of the Personal Loan for the revised limit, may get the loan
sanctioned as a fresh case. Enhanced Overdraft limit may be allowed in the existing account.
The two components of Personal Loan i.e. CA/Overdraft and/or Demand Loan, as required by
the employee, may be mentioned separately in the Personal Loan Application appropriately and
sanction recorded accordingly by the competent authority. Documentation will, however, be
separate for CA/OD and D/L accounts.
5. All the other existing terms and conditions under the Personal Loan
scheme, including the stipulation that total deductions should not exceed 60%
of the gross monthly salary, will remain unchanged.
(Circular No. PER/18/09-10 dated 30 May 2009)
STAFF MISCELLANEOUS: PERSONAL LOAN SCHEME: MODIFICATION
STAFF MISCELLANEOUS : PERSONAL LOAN SCHEME : MODIFICATION
Please refer to our Circular No.PER/18/2009 -10 dated 30.05.2009, vide which the revised Personal
Loan Scheme has been circulated in our Bank.
2. The Scheme, interalia, provides that the unencumbered balance in PF (both Banks and
employees share) must be equal to or more than the Personal Loan limit as per the last PF
statement of the employee, and for calculating the unencumbered balance in PF account for
noting lien on account of Personal Loan, lien to the extent of Housing Loan may not be reckoned
as housing loans are primarily secured by way of Equitable Mortgage of the house.
372
3. In consultation with State Bank of India, Corporate Centre, Mumbai, it has now been decided
that the lien on account of Car Loan / Vehicle Loan for 2-wheeler, in addition to the Housing
Loan, need not be reckoned for calculating the unencumbered balance in PF account.
4. All the other existing terms and conditions will remain unchanged.
(Circular No. PER/37/09-10 dated 30 July 2009)
OBJECTIVE
To discourage borrowings by staff members from sources other than State Bank of Bikaner and
Jaipur and other public financial institutions.
1. Purpose for which the loan may be sanctioned:- For any bonafide need of
officers/employees as per existing scheme, which is not speculative in nature viz.,:
To meet the expenses on children higher education abroad or in

professional college in India and their marriage(s)
To meet shortfall in the cost of house/flat proposed to be purchased as also

to meet the expenditure on major repairs to/renovation of house/flat.
To meet expenses connected with treatment for serious illness of
self/dependants/close relatives.
To finance, partly or fully, purchase of Motor Vehicle/Scooter/Motor Cycle

etc. and also for meeting shortfall in the cost of Motor Vehicle proposed to be
purchased under Banks existing vehicle loan scheme.
Meeting expenses on major repairs to Motor vehicle/Scooter/Motor Cycle.
Purchase of
computers etc.,
audio/video
equipment,
home
appliances,
personal
To meet the travelling expenses of self/dependants to visit a place outside

India.
To repay the loans availed of from other institutions for the above
mentioned purposes.
To meet the expenditure connected with the marriage of the employee

himself or herself and also dependent sisters/brothers.
To meet the expenditure, such as deposit/donation for childrens admission

to schools/college.
2. Eligibility:- The loan can be availed by permanent officers having 5 years of total service in
the Bank.
Note: Permanent part time employees will be eligible for loan as per existing scheme.
3. Terms and conditions:
Index Page
Note:
373
1. The amount of loan eligible to be sanctioned, however, will be

determined subject to the stipulation that aggregate deduction from
salary on account of instalments for various loans, provided
fund(excluding the extra contribution made by the member), Income Tax
and other statutory deductions, do not exceed 60% of gross salary. In
other words the carry home pay of an employees under no
circumstances should be less than 40% of his gross emoluments.
Deductions towards savings, such as insurance premium, RD accounts,
savings/welfare fund of society, extra deductions towards PF etc., should
be excluded for the purpose. Festival advance which is by way salary
advance should also not be reckoned for computing 60% deductions.
2. The intention of 40% take home salary should be observed during the
currency of personal loan except to the extent the deductions on
account LIC premium, RD account, Savings/welfare fund of society, extra
deduction towards Provident Fund as well as deduction on account of
festival advance should not be reckoned.
3. Few staff members, to become eligible for personal loan, deposit loan
instalments in cash so that the eligible deductions do not appear
correctly in the salary slip and take home amount is increased. It is
therefore reiterated that before sanction of Personal loan to staff, the
sanctioning authority and disbursing authority should invariably scrutinize
the eligible deductions as per scheme and ensure that the carry home
pay of an employee in any case is not less than 40% after taking into
account the interest accrued on the proposed Personal Loan. To ensure
compliance of this it is suggested that salary slips of the preceding 3
months may be perused.
4. The facility may able granted by way of clean overdraft. The overdraft
account will be required to be maintained at the salary paying branch
and salary shall be credited to the overdraft account.
5. It should be ensured that the overdraft account is regular and not
overdrawn for any reason at all times. For this purpose, the salary and
allowances should be credited to the overdraft account and the
drawings allowed in such a way that at no point of time the account is
overdrawn. Though no specific repayment programme for repayment of
principal loan amount, is being insisted upon, officers and employees are
advised to fix repayment programme so that entire loan is repaid by the
time he/she retires. It is, however, mandatory that interest wherever
applied is fully serviced and the account kept regular at all times. Also
the overdraft account should be reviewed at annual intervals and any
serious irregularity should be rectified under advice to the controlling
authority. The entire outstanding should be recovered when the
employees cease to be in service, for any reason whatsoever.
6. The employee will be eligible for enhancement in the existing limit as and
when his eligibility on the basis of length of service changes.
7. The overdraft should not be used for any investment in shares or equities
etc., for speculative purpose and in case of any misuse, the
official/workmen staff will render himself liable to repay the entire loan
plus interest, if any, and ineligible for further facility under this scheme or
any other staff loan schemes and also attract appropriate disciplinary
action as may be decided by the Bank. The applicant will furnish an
undertaking to this effect at the time of applying for the loan.
8. The employee will have the option to continue with the existing facilities
already availed and not avail overdraft facility, but once overdraft
facility is availed, all existing staff loans(including the personal loan
already availed) other than housing loan, vehicle loan, festival loan,
consumer loan (old scheme), gold loan and loan against under securities
374
like TDR,NSCs, LIC Policy, Magnums, relief loan and loan against P.F. will
cease to be available and should be closed while availed of the
overdraft. In any case the provision contained in Note to clause 3(i) of
the scheme is condition precedent to sanction of the loan under this
scheme.
Index Page
4. Security and Documentation:
i)
Application Form, (including an undertaking that the loan will not be utilized for
investment in shares or equities etc., for speculative purposes and authorizing
credit of salary and allowances to overdraft account).
ii)
D.P. Note
iii)
D.P. Note delivery letter.
iv)
Arrangement/Sanction letter containing the terms and conditions duly
acknowledged by the employee.
v)
Lien against Banks and Members contribution to the Provident Fund. Letters
addressed to the Trustees of the Provident Fund/Gratuity Fund of the Bank by
the employee and nominee of the employee should be obtained for
appropriating the Banks and memberss contributions to the Provident Fund,
Gratuity payable and amount of leave encashment on the lines of proforma
given in the circular and retain with the documents. The letter for marking lien
should be sent to the PPG Department immediately after disbursement.
vi)
Extension of charge on house property in respect of which housing loans has
been availed from the Bank.
vii)
A declaration/undertaking from the employee (incorporated in application
form) should be obtained stating that:a) He/she has understood all the terms and conditions of Personal Loan
scheme and shall abide by the same failing which he/she will render
himself/herself liable to repay the entire loan plus interest and will be
ineligible for further facility under this Scheme or any other staff loan
schemes,
b) He/she has no external borrowings other than those for which specific
written approval has been obtained from the Bank.
c) He/she shall not avail of any loan from sources outside the State Bank of
Bikaner and Jaipur including loans from co-operative societies and shall
also not issue any letter of authority for recovery of dues and interest to
an external agency as well as credit society without the written prior
permission of the Bank. Approval in such cases will be given by an
authority, as per details given below:
i) Officers posted at Branches
DGM at Z.O.
ii) Officers posted at Zonal office
DGM
iii)H.O. and its all establishments
Respective GM
Index Page
375
5. Sanctioned Authority:
OFFICEFRS EMPLOYEES POSTED
AT
Branches
upto
SMGS-IV
incumbency
Staff working at Z.O.

Staff working at H.O.
APPROVING AUTHORITY
Controller concerned in respect of branches
upto SMGS-IV incumbency and AGM and above
in respect of other branches. The DGM shall be
the sanctioning authority in respect of branches
under the control of Regional Managers of SMGSIV incumbency.
Concerned AGM/DGM
Respective DGM; where there is no DGM
incumbency, DGM (Per & HRD)
Index Page
6. Supervision and Follow-up
a) The monthly salary will be credited to the overdraft account and
drawings will be thereafter regulated in such a way that the account
would not be overdrawn beyond the drawing power. In the unlikely
event of the account remaining overdrawn for any reason including on
account of interest debit, the employee should be notified to adjust the
overdrawn amount promptly failing which penal interest should be
applied and recovered.
b) It shall be ensured that the interest applied in the account is promptly
recovered so that the amount remains regular at all times. A separate
ledge/section if the number is large, should be maintained for these
loans. It shall be the direct responsibility of the Branch Manager/Manager
of the division to ensure proper conduct of these accounts.
7. GENERAL INSTRUCTINS
i)
Ths loan will be granted provided, total deductions from salary after deducting
instalments for various loans as permissible/approved by the Bank, Provident
Fund(excluding the extra contribution made by the member), Income Tax and
other statutory deductions do no exceed 60% of the gross salary. In other words
carry home pay of an employee under no circumstances be less than 40% of
gross emoluments.
ii)
In order to ensure bonafide end use of the funds, the employee has to certify
that the money would not be used for investment in shares/equities etc., for
speculative purposes. Wherever necessary, it shall be open for the Bank to insist
on documentary proof evidencing the utilisation of the loan for the purpose
declared in the application form.
iii)
With the transfer of the employee/officer, the loan account should be
transferred to the branch concerned. In case of transfer to any administrative
office, the account should be transferred to the Branch linked to that office for
the purpose of salary payment.
iv)
All loans sanctioned under this scheme should be reported to the next higher
authority for control purpose in the ususal manner for the purpose of review of
the scheme a half yearly return should be submitted to the controlling office.
v)
The loan will be sanctioned on written undertaking that he/she will not avail
any loan from outside sources including co-operative credit societies without
prior permission of the Bank and/or request the Bank to deduct installments
from his/her salary and remit to external agencies.
vi)
The loan and interest will be serviced from the salary and allowances of the
employee, which will be credited every month in the loan account.
376
vii)
viii)
ix)
In respect of employees who are placed under suspension, this facility will not
be extended. If already extended, the delinquent employee should not be
allowed to withdraw from overdraft account during the period of suspension,
till the suspension is revoked. Subsistence allowance will be credited to SB
account (not to O/D account). The interest charged to OD account has to be
rescheduled and such amount should be recovered in 12 monthly installments
commencing from one month after the revocation of suspension.
Application of those who have remained on frequent leave without
pay/extraordinary leave on loss of pay (in the last one year) and of those who
have issued Cheque without maintaining sufficient balance in their account (
in the last one year) will not be eligible for the facility.
In case where disciplinary action is pending/initiated/contemplated, the
overdraft facility will be considered by the authority mentioned in para 5 (vii (
of the scheme.
(CIRCULAR NO. PER/45/2002-2003 DATED 14.9.2002, PER/65/2003-2004 DATED 27.12.2003,

PER/61/2004-2005 DATED 2.12.2004, PER/78/2004-2005 DATED 12.3.2005)
Index Page
Note:
a) The outstanding, if any, in the loan account in respect of retiring employees shall have
to be fully recovered from superannuation dues.
b) A subsequent loan may be sanctioned after a lapse of six months from the date of
closure of the previous loan.
c) The loan will be granted provided total deductions from salary on account of all
borrowings from the Bank as well as other sources, Provident Fund and Income Tax etc. do
not exceed 60% of gross emoluments. In other words the loan shall not be granted if the
take home pay of any employee falls below 40% of gross emoluments.
d) The monthly installments in respect of existing personal loan already availed of by the
employee should continue to be recovered as per original terms of sanction and should
be closed within 60 months from the date of original sanction.
(CIRCULAR R NO. PER/60/2000-01 DATED 5.10.2000)

e) The eligibility criteria in case of Ex-servicemen is relaxed from five years of total service
to two years for availment of personal loan.
f) To ensure the end use of the funds, the articles purchased will be subject to inspection
during the currency of the loan and the employee has to certify that the money would
not be used for investment/speculative purposes. In respect of loans taken for the purpose
of childrens education/marriage/medical treatment, travel abroad, documentary
evidenced in the form of letter from University/college/Institutions etc. granted
admission/marriage invitation card/document evidencing medical treatment/and foreign
travel etc., will have to be produced. The evidence could be produced either with the
application for the loan or within a maximum period of one month after disbursement.
g) With the transfer of the employee/officer, the loan account should be transferred to the
branch concerned. In case of transfer to an administrative office, the account should be
transferred to the branch linked to that office for the purpose of salary payment.
h) All loans sanctioned under this scheme should be reported to the next higher authority
for control purposes in the usual manner.
i) It may be specifically noted that Branch Managers upto the level of Chief Managers are
not vested with any discretion of sanction the personal loans and all application from the
377
staff members working in branches/offices upto SMGS-IV incumbency will have to the
submitted to the controlling authority.
Index Page
11. STAFF MISC. COMPUTER LOAN SCHEME ON CONCESSIONAL RATE
There has been increasing use of computers in ones day to day life both at home and office.
Government departments, its agencies and local bodies as well as most private sector service
providers have facilities for online payment of utility bills like electricity, water , telephone , school
/ college fee payment and so on. Booking of rail / air tickets can now be done online, saving a lot
of time and money. At home, there is now wide use of internet and e-mail facility by all
individuals.
There are several products of the Bank like HRMS, e-learning, internet banking etc. which can be
gainfully accessed by employees if they have computers at their disposal at their homes.
In order to have maximum coverage and by relaxing some norms in the existing scheme, we, in
consultation with State Bank of India have formulated a new Computer Loan Scheme to enable
all categories of employees of the Bank to purchase a personal computer or a Laptop for use at
home by them and their family members. Details of the new Computer Loan Scheme are as
follows: 1.
Eligibility
All permanent employees with 2 years of service including

probation period.
2.
Type of facility
Demand loan
3.
Amount of loan
Upto a maximum of Rs. 40,000/-
4.
Repayment
5.
Security
Deduction from salary in monthly instalments

spread over 36 (Minimum) to 60 (Maximum)
months beginning from the month subsequent
to disbursement of the loan.Total number of
monthly instalments will be fixed in the ratio of
5:1 for recovery of principal and interest
respectively.
(ii)
The employee will have the option to choose
the number of monthly instalments within the
range of 36 to 60 months.
1. For employee retiring in less than 36 Months, the
number / amount of monthly instalment should
be suitably adjusted so as to ensure liquidation
of the entire loan outstanding before the
employee retires.
2. In case of cessation of service, the outstanding
loan will be recovered from the terminal
benefits.
Hypothecation of the PC / Laptop / hardware purchased
6.
Rate of interest
@ 5 % p.a (simple)
7.
Deduction
Total deductions, including the monthly instalment of this loan,

should not exceed 60 % of gross salary.
(i)
378
8.
9.
Documentation
DP Note, DP Note delivery letter & hypothecation agreement
Sanctioning
Authority
(i) Branch Manager / Head of the Department / RACPC wherever

established.
(ii) For Head Office / Zonal Office / Spin- off Regions Chief
Manager
(Office
Administration)
/
Manager
(Office
Administration) Z.O / RACPC wherever established
(iii) For outstation departments of Head Office- Chief Manager
(Office Administration) / RACPC wherever established
10.
Margin
Nil
The eligible employees, who want to avail of the loan to purchase a PC / Laptop should submit
the application (Annexure I) alongwith quotation from the vendor who should be reputed /
reliable. The sanctioning authority shall sanction the required loan amount based on the
quotation and will be responsible, alongwith the employee, for end-use of the loan amount. Any
useful peripherals like UPS, printer, modem etc. may also be financed within the overall
permissible limit of Rs. 40000/-. Employees intending to purchase a PC / Laptop with higher
configuration, may contribute the extra costs over Rs. 40000/- out of their own resources, but
payment of the entire cost will be made by the Bank direct to the vendor. Second loan for
replacement of the PC / laptop will be available five years after disbursement of the first loan and
on liquidation of the first loan.
(CIRCULAR NO. PER/ 74 / 2007-2008 DATED DECEMBER 27, 2007)
STAFF MISCELLANEOUS : COMPUTER LOAN SCHEME
EXISTING PROVISION AS PER CIRCULAR
NO.
PER / 74 /2007-08 DATED 27.12.2007
Sanctioning Authority(i) Branch Manager / Head of the
Department
/
RACPC
wherever
established.
(ii) For Head Office / Zonal Office / Spinoff Regions Chief Manager (Office
Administration)
/
Manager
(Office
Administration) Z.O / RACPC wherever
established
(iii) For outstation departments of Head
OfficeChief
Manager
(Office
Administration)
/
RACPC
wherever
established
PROVISION REVISED
Sanctioning Authority(i) Branch Manager / Head of the

Department
(ii) For Head Office / Zonal Office /
Spin- off Regions Chief Manager
(Office Administration) / Manager
(Office Administration) Z.O
(iii) For outstation departments of Head
OfficeChief
Manager
(Office
Administration)
All other terms and conditions of Computer Loan Scheme will remain unchanged.
(CIRCULAR NO. PER / 79 / 2007-2008 dated January 10, 2008, PER / 74 / 2007-08 dated December
27, 2007)
379
STAFF MISC. COMPUTER LOAN SCHEME ON COMMERCIAL RATE

1. Eligibility
2. Quantum of loan
Officers )
3. Margin
4. Rate of Interest
5. Purpose
6. Repayment
7. General
8. Others
9. Sanctioning Authority
: 3 years confirmed service (as applicable for consumer loans)

: 12 times of Basic Pay ( subject to a maximum of 1,00,000/- for
: 10%
: PLR ( quarterly compounding basis)
: to purchase computer including accessories.
: Principal 84 and interest 24 months.
: Total deductions towards loan installment including this loan
(excluding Housing loan deductions should not exceed
25% of salary and allowances).
: Loan be granted for upgrading the system already purchased by
Bank finance within the overall limit prescribed under the scheme
for grant of loan for purchase of computer.
: Loan will be sanctioned by the authority competent to
sanction consumer loans.
(CIRCULAR NO. PER/102/2000-01 DATED 9.2.2001 AND PER/86/97-98 DATED 26.3.98 and
Per/61/2000-01 dated 5.10.2000)
Index Page
12. LOAN AGAINST PROVIDENT FUND BALANCE
In terms of Regulation 14(i)(a) of the SBBJ Employees Provident Fund, a temporary advances may
be granted to a member for the following purposes: To Pay expenses incurred in connection with the illness of the member or any
person actually dependent on him.
To pay obligatory expenses on a scale appropriate to the applicants status in
connection with marriages, funerals or ceremonies which by his religion or social
custom it is incumbent on him to perform.
To meet any other expenses or liability which, in the opinion of the trustees, is
unforeseen and extra-ordinary and beyond the ordinary mans of the member and
in respect of which a subscriber would have been eligible for an advance under
the Income Tax Rules in force from time to time.
As per extant provisions of the Regulations 14(i)(a)(iii) of the employees Provident
Fund Regulations quoted above, loan from the Provident Fund cannot be granted
for housing purpose because it can not be treated as unforeseen. However, in
view of the rising cost of houses and repairs thereto, it is considered necessary that
loan from PF may be extended to the members for housing also. Therefore, it has
become necessary to remove the word Unforeseen and from the Regulation
14(i)(a)(iii).
Accordingly, the Regulation has been amended as under:To meet any other expenses or liability which, in the opinion of the Trustees, is extraordinary
and beyond the ordinary means of the member and in respect of which a subscriber
would have been eligible for an advance under Income Tax Rules or the contributory
Provident Fund Rules in force from time to time.
The facility of granting demand loan against Banks contribution to Provident Fund be made
available to the members of staff for a second time when they avail an additional housing loan
under the Banks scheme, subject to the condition that such a loan availed earlier by the
member for housing purpose has been fully liquidated before submitting the application for the
second loan.
380

The repayment of the demand loan sanctioned to our staff members against the Banks
contribution for the purpose of construction of house, be made by the members in monthly
installments not exceeding 60 months.
The rate of interest on the above loan may be charged @ 9.5% p.a. w.e.f. 1.4.2001
Index Page
13. INTEREST RATE ON LOANS GRANTED AGAINST PROVIDENT FUND
Please refer to Circular No. PER/ 72 /2008-09 dated 17.12.2008 on the above subject.
The change in the rate of interest at 8.5% at product level has been made effective w.e.f.
17.12.2008. There is no functionality in the system to apply back dated interest. Therefore, all the
Branches are advised to calculate and apply the interest difference on P.F.loan accounts for the
period 01.04.2008 to 16.12.2008 manually.
Circular No. PER/ 77 /2008-09 Dated: 03.01.2009
The Trustees of the State Bank of Bikaner and Jaipur Employees' Provident Fund at their meeting
held on 25.01.2006 have decided to reduce the rate of interest payable to the members from
9.5% to 8.5% w.e.f. 01.04.2005 .
As a corollary to the aforesaid revision, the rate of interest being charged on the loans granted
against Provident Fund balance to the members shall also stand revised by the Bank at 8.5% per
annum w.e.f. 01.04.2005.
(Circular No. PER/89/2005-2006 dated 09.03.2006 and PER/107/2001-2002 dated 4.3.2002)
WAIVEMENT FOR NOTING OF LIEN ON P.F. FOR EDUCATION LOAN:
In terms of H.O. Circular No. Per/87/2004-2005 dated 29.03.2005 noting of lien on Bank's and
Member's contribution to the Provident Fund is required. In light of Government of India
guidelines regarding education loan no security upto Rs. 4.00 lacs should be insisted upon.
Keeping in view of guidelines issued by the Government of India it has now been decided that
noting of lien on Employee's Provident Fund may be waived on Education Loan to staff members
and/or their children upto the limit of Rs. 4.00 lacs only. Other terms and conditions will remain
unchanged.(Circular No. Per/104/2006-07 dated 15.3.2007)
Index Page
14. LOANS/ADVANCES GRANTED AGAINST THE SECURITY OF NATIONAL SAVING CERTIFICATES
PURPOSE:
Marriage of Children
Medical Expenses
381
Expenses incurred/to be incurred in purchase of land/building or construction of a house.

Educational expenses in India and abroad and
To meet genuine individual/family requirements of the employees.
TYPE OF ADVANCE
Security
Amount of loan
Rate of Interest
Demand Loan/OD
Pledge of Security
90% of the face value of NSCs pledged.
As applicable from time to time.
REPAYMENT:
a/ Loans granted for the following purposes are repayable in a maximum of 60 monthly
installments( inclusive of interest).
Marriage of Children
Medical expenses.
Expenses incurred/to be incurred in purchase of land/building or construction of a
house and
Educational expenses in India & abroad.
b/ Loans granted for purposes other than above, to meet genuine individual/family requirements
of the employees are repayable in a maximum of 24 monthly installments (inclusive of interest)
Repayment in monthly programme from the salary of borrower employees will be so fixed that it
will take care of recovery of quarterly interest regularly.
The loan sanctioning authority will satisfy itself that the purpose of loan is to meet genuine
individual/family requirement of the employee.
In terms of the extent instructions the NSC Loan amount outstanding including (Principal) should
be liquidated on redemption of the matured value of the NSC pledged to the Bank from the
concerned Post Office. However, in case any staff member prefers to repay the Principal,
including interest, prior to maturity of the relative NSCs. he may be given the option to do so.
Further, repayment of loan may be allowed to continue even after their retirement and it may be
recovered out of the maturity amount of NSCs, provided recovery of interest is assured by
keeping a TDR good for the amount of interest payable.
Index Page
15. INTEREST RATES APPLICABLE TO ADVANCES AGAINST VARIOUS CATEGORIES OF SECURITIES TO
MEMBERS OF STAFF/ EX-STAFF
There should be a differential between the yield rate on securities offered as cover for loans and
the interest charged by the Bank for the loans unless otherwise specified by RBI. At no point of
time interest rate for loans should be less than the yield on the securities against which the loans
are given.
Interest rates in respect of loans against securities should not be less than the rate of interest on
long terms deposits of Banks staff/ex-staff.
(CIRCULAR NO. P/02/96-97 DATED 3.4.96)
382
Index Page
16. DEMAND LOANS AGAINST THE SECURITY OF GOLD ORNAMENTS
Gold ornament purity
Normal Gold
(keeping 35% margin)
22 carrot
5450/20 carrot
4950/18 carrot
4450/(Circular No. P/5/2006-2007 dated 6.5.2006)
For silver ornaments/wires of 0.999 purity -Rs. 3500 per kg.
Hall Mark Gold

(keeping 25% margin)
5840/5310/4770/-
The demand loan granted to members of staff for the purpose of meeting
Medical expenses
Educational expenses in India and abroad and,
Meeting expenses on marriage of their sole dependants may be made in 60 monthly
installments ( inclusive of interest). Gold loan sanctioned for other purposes will be
recovered in 24 monthly instalments.
Further, Gold loan sanctioned for housing purposes to all categories of employees be recovered
in 100 monthly installments on the undernoted conditions:It must be ensured that the monthly installments and the periodical interest are recovered
directly form the salary and allowances payable to such employees.
The documents should be kept alive by reviving the same as per extant instructions.
Sources of finance for completion of the housing projects should be scrutinised properly
and if there be a need then only request for sanction of Gold loans for housing purposes
be acceded to.
The total repayment obligations in all respects against the gross salary of the employees
should not become onerous; in other words, this must not exceed 50% of the gross
emoluments excluding the statutory deductions viz. provident fund, income tax, LIC
premiums and professional tax.
In the vent of employees retiring before completion of the repayment period, the resultant
repayment burden on pension, if entitled for payment of pension from the Bank, should
not be onerous. In the event of non-fulfillment of this condition, the employee will have to
liquidate the outstanding at the time of his retirement, out of the terminal dues payable to
him.
Rate of Interest: As applicable from time to time.
(CIRCULAR NO. PER/86/93-94 DATED 15.2.94, Per/ 82/90-91 dated 10.12.90, Per/128/87 dated
3.12.87)
Index Page
17. STAFF LOAN GRANTED AGAINST BANKS OWN TERM DEPOSIT RECEIPTS- MODIFICATIONS IN THE
REPAYMENT PROGRAMME
Margin
Interest
Repayment
exceed
: No margin.
: Same rate as allowed on deposits.
: Interest to be only recovered as and when due and
under no circumstances the outstanding should
the DP.
383
The existing terms and conditions in regard to grant of loans/advances to members of staff
against security of Banks own term deposit receipts, interalia, provide for repayment of loans or
overdrafts granted to the members of staff against the security of Banks own deposit receipts in
monthly installments subject to that advance should be repaid within 24 months.The matter has
been re-examined by the Bank and it has been decided to waive the stipulation of repayment
programme in case of loans to award staff employees against the security of Banks own Term
Deposit Receipts with immediate effect. However, the monthly repayment programme from the
salary of the borrower employee will be so fixed as to taken care of recovery of quarterly interest.
(CIRCULAR NO. PER/23-95-96 DATED 7.7.95)
Index Page
18.STATEMENT OF ADVANCES/LOANS TO STAFF MEMBERS-MODIFIED FORMAT
Branches are required to report the particulars of all type of loans/advances sanctioned to staff
members to the respective Controlling Authority at monthly intervals for review/observations at
their level on the format enclosed with H.O. Circular No. Per/47/97-98 dated 6.10.97.
19. PROVISION OF PENAL INTEREST STAFF LOANS
As per the extant instructions, the outstanding in the staff loans at the time of cessation of service
of the employee either by retirement or other reasons, becomes payable immediately. In other
words, an employee is required to adjust the outstanding in all loan accounts as soon as he
ceases to be in service.
In this regard, it is clarified that normally, installments of loans are stipulated in such a manner that
an employee is able to meet repayment liabilities during active service, and therefore, there is no
question of any outstanding remaining in the account at the time of his retirement. It may be in
cases of cessation of service other than normal retirements there would be outstanding in loans
accounts. It has, therefore, been decided that if the outstanding in staff loans which are granted
interest free or otherwise, are not adjusted by an employee soon after the cessation of his service
( including superannuation), penal interest as required may be charged thereon @ 1 1/2 % above
State Bank Advance Rate as under:
When an employee retires from service, outstanding loans/advances should be cleared

by him on the date of retirement ( unless repayment of a loan can be continued after
retirement, as per the terms and conditions thereof): In the event of default, penal interest
@ 1 1/2% above SBAR may be levied, as stipulated.
If an employee dies in harness, the following guidelines may be followed:

Where the Bank has to pay some dues to heirs/nominees of a deceased
employee, and the amount thereof exceeds the dues to be recovered from him
(deceased employee), and nominees/ legal heirs authorise the Bank to recover the
dues from amount payable to them/deceased employee, penal interest in addition to
the normal interest on unpaid/dues, may not be levied.
Where dues payable by the Bank to a deceased employee are less than the
amount to be repaid by him to the Bank, nominees/ legal heirs should be asked to
undertake (backed by two securities acceptable to Bank) to make good the deficit
within the next 6 months. If they default in doing so, penal interest may be charged
after expiry of the said period of 6 months. In each such case, notice of levy and
advice of levy of penal interest should be sent to nominees/legal heirs, the idea being
to expedite settlement through the deterrent rather than continue to levy penal
interest arising from default.
(Circular no. Per/91/87 dated 8.9.87)
Index Page
EDUCATION LOAN TO WARDS OF STAFF
384
advised following amendments in the education loan scheme for wards of staff which has been
approved by the Executive Committee of the Board at its meeting held on 30.03.2010.
A. Terminal benefits to staff should not be appropriated towards education loan, therefore,
education Loan to the wards of the staff to be continued even after retirement subject to
availability of satisfactory collaterals, if the loan limit is above Rs. 4.00 lakhs, as applicable to
public.
B. Interest rate on Education Loan will be:
(i) Upto Rs. 4.00 Lacs - 1.50% below BPLR.
(ii) Loans above Rs. 4.00 Lacs - 1% below BPLR.
(iii) It should also be ensured that the interest rate charged on Education Loan to wards of staff
should not exceed the rate of interest charged to public in any case.
The above instructions will be applicable to all new as well as existing accounts.
Branches should use increment/decrement option for effecting 0.5% concession to girl student in
all the eligible exiting accounts as well as new accounts.
All other terms and conditions of scheme will remain unchanged.
Circular No. PER/5/10-11dated 07 April 2010, Circular No. PER/87/2004-05 dated March 29, 2005 &
Circular No. PER/30/2008-09 dated August 01, 2008
STAFF MISC. : WAIVER OF INTEREST ON LOANS OF DECEASED EMPLOYEE
At present the liabilities of deceased employees towards the Bank are normally liquidated from
the proceeds of terminal benefits payable to the nominee/legal heirs. The settlement of claims
relating to terminal benefits payable in such loan accounts after the death of an employee may
not be a huge sum. Accordingly, it has been decided that interest on loan accounts of a
deceased employee may be waived for the period from the date of death of the employee to
date of closure of loan accounts, subject to the following: i)
ii)
iii)
iv)
v)
vi)
vii)
There should not be any delay in settlement of terminal benefits for reasons
attributable to the concerned nominee/legal heir.
There should not be any legal dispute among the nominee(s)/counter claim for
terminal benefits of the deceased employee.
Loan accounts in the name of the deceased employee should get liquidated within 3
months from the date of death of the employee out of his terminal dues or otherwise.
The amount of interest applied on loan accounts from the date of death of the
employee till the liquidation of loan may be reversed manually by debit to interest
account, which will be authorized by the Branch Manager.
The provision of such gesture may be advised to the spouse/nominee of the employee
in the condolence letter with a request to submit the required papers in time so as to
get the benefit of waiver of interest.
The above provision will be available in respect of housing loan under individual
housing loan scheme, conveyance loan, personal loan, computer loan and relief loan
for natural calamities.
385
(Circular No. PER/63/09-10 dated 07 November 2009)
1. LOANS & ADVANCES AT COMMERCIAL RATE TO STAFF

ANNEXURE-I
CIRCULAR NO. PER/ 87 /2004-2005 DATED MARCH 29, 2005
SCHEME
INTEREST RATES FOR

PUBLIC
RATE OF INTEREST
PROPOSED INTEREST RATES FOR SBBJ
STAFF
HOUSING LOAN
(A) FLOATING RATES LOANS
Upto 5 years
3.25% below BPLR

i.e.minimum 7.50%
p.a.
Above 5 years and upto 15 years
2.75% below BPLR

i.e.minimum 8.00%
p.a.
2.50% below BPLR

i.e.minimum 8.25%
p.a.
HOUSING LOAN
(B) FIXED RATE LOANS
Upto 5 years
9.50% p.a.
10.00% p.a.

CAR LOANS
(A) FLOATING RATE LOANS
10.50% p.a.
Below 8 8 lacs &
Lacs
above
Upto 3 years
8%
7.50%
8.25%
8.25%
Above 5 years to 7 years
8.50%
8.50%
386
2.75% below BPLR i.e. 8.00% for all

tenures
2.25% below BPLR i.e.8.50% for all

tenures
Upto 3 years 3.50% below BPLR i.e. 7.25% p.a.

Above 3 years and upto 7 years 3.00% below BPLR i.e. 7.75% p.a.
Above 7 years- 2.50% below BPLR
i.e. 8.25% p.a.
CAR LAONS
(B) FIXED RATE LOANS
Fixed rates will be
Upto 3 years
50
basis
higher
points
than
the
corresponding
floating rates
Above 7 years
PERSONAL LOANS
IBA
MODEL
SCHEME
EDUCATION LOAN
Upto Rs. 4.00 Lacs
3.10% above BPLR

i.e.
minimum
13.85% p.a.
Upto 3 years
3.00% below BPLR i.e. 7.75% p.a.
Above 3 years and upto 7 years 2.50% below BPLR i.e. 8.25% p.a.
Above 7 years 2.00% below BPLR i.e. 8.75% p.a.
FOR
BPLR i.e. minimum

10.75% p.a.
Loan above Rs. 4 Lacs

1% above BPLR i.e.
minimum
11.75%
p.a
Upto Rs. 4 Lacs

Loans above Rs. 4 Lacs 1% below BPLR i.e. 9.75% p.a.
In terms of H.O. Circular No.Per/45/2002-03 dated 14th September, 2002 and Per/61/2004-05 dated
2ndDecember, 2004 Personal Loan is granted to staff and Circular No.Per/90/2003-04 dated 5th
March, 2004 provides guidelines to permit the officers/employees in our Bank to avail loan for
purchase of car or two wheeler on the terms and conditions as applicable to general public
subject to fulfillment of certain conditions.
The matter has been examined by State Bank of India, Corporate Office, Mumbai in the light of
Government of India guidelines and it has been decided that the officers/employees of our Bank
be also extended Housing Loan, Vehicle Loan, Education Loan and Personal Loan as made
available by the Bank to employees of top rated public/private sector companies as per details
in Annexure-I and II.
Please note that the above facilities are subject to following terms and conditions:(i)
Lien against BankRs.s and MemberRs.s contribution to the Provident Fund. Letters
addressed to the Trustees of the Provident Fund/Gratuity Fund of the Bank by the
employee and nominee of the employee should be obtained for appropriating the Banks
and Members contribution to Provident Fund, Gratuity payable and amount of leave
encashment and kept with documents.
(ii)
Extension of charge on house property in respect of which housing loan has been availed
from the Bank.
(iii)
Maximum deductions (i.e) on account of all borrowings from the bank and other sources
and statutory deductions viz. PF and Income Tax) including deductions on account of the
proposed loan from salary should be restricted to 60% of the gross emoluments.
(iv)
This scheme will be available only in respect of fresh loans and not in the case of existing
loans. However, a one time option is hereby given to prepay the existing loans in case an
387
employee is desirous of availing any facility under the above scheme. The one-time offer
shall be for 60 days from the date of issue of circular.
(v)
Interest application will be on compounding basis with monthly rests, as in the case of
public. The effective rate of interest will be linked with Banks BPLR and the spread
above/below BPLR would be maintained as decided. The interest rates linked with BPLR
(presently 10.75 % p.a.) and concession regarding Repayment Period, Processing fee and
Margin to be offered to our staff is given in annexure-I &II. Other terms and conditions of
the relevant scheme as offered to public will be applicable.
As regards Personal loan, it has been decided to provide one time option to staff for
availment of loan under any of the following forms: (i)
(ii)
(iii)
To avail personal loan as per the above scheme i.e to avail the loan in the form of
Demand/Term Loan repayable in 84 equal monthly installments.
Or
To continue their existing personal loan if already availed as overdraft under the existing
Personal loan Scheme for staff along with the benefit of lower rate of interest as per
Annexure I.
As closing existing accounts and opening new under Personal Loan would entail
additional administrative work, it has been decided to allow the benefit of lower rate of
interest as per Annexure-I on existing personal loan accounts with a suitable letter for
availing the new interest rate to be exchanged with the staff.
All the terms and conditions including security and documentation as per existing Personal
Loan scheme in our Bank shall remain unchanged.
It has also been decided to offer concession in educational loans raised by our Staff under
IBA MODEL SCHEME FOR EDUCATION LOAN as enumerated in circular.
The date of implementation of scheme will be March 24,2005 i.e the date of approval of the
scheme by Executive Committee of the Bank.
A quarterly statement ending June, September, December and March on the lines of Annexure-II
in respect of new loans sanctioned to the staff will be submitted by branches to their controlling
office with consolidated information to be submitted by Zonal offices to Personnel Department
Head Office, Jaipur.
The Zonal Authorities/departmental Heads/Branch Managers will please note accordingly and
bring the contents of this circular to the notice of all the staff working under them.
Index Page
21. RELIEF LOAN TO EMPLOYEES AFFECTED BY RAINS IN STATE OF MAHARASHTRA
The heavy rains in Maharashtra during the month of June/July 2005 had caused widespread
damage to property. Bank in consultation with State Bank of India, have formulated a scheme for
granting relief loans to affected employees residing in Mumbai,Thane and Raigad districts of
Maharashtra. The terms and conditions of the scheme are detailed in Annexure A and the
format of application form to be obtained from the employees desirous of availing the loan is
given in AnnexureB.
388
ANNEXUREA
RELIEF LOANS TO EMPLOYEES IN MUMBAI, THANE & RAIGAD DISTRICTS AFFECTED BY HEAVY RAINS
1.
PURPOSE
(a)
(b)
To undertake repairs of the damaged houses.

To purchase / repair personal effects, furniture and fixtures.
2.
ELIGIBILITY
(i)
All categories of permanent employees, whose houses and/or personal effects

have been damaged by recent heavy rain and water logging.
(ii)
Employees should be permanent employees of the Bank. Permanent part-time

employees would also be eligible, but the amount of loan shall be in proportion to
their scales of pay.
(3)
QUANTUM OF LOAN
Relief loan for employees who suffered loss/damage to their property and/or personal
effects.
(i) Officers : Rs.40,000/(ii) Clerks
: Rs.30,000/-
(iii)Sub-staff : Rs.20,000/Index Page

(4)
MODE OF DISBURSAL
Demand Loan.
(5)
RATE OF INTEREST
9% p.a(Simple)
(6)
REPAYMENT
The loan will be repayable in 60 monthly installments. The principal will be recovered in 45
equal monthly installments and interest in 15 installments commencing from the salary
following the month of disbursement of the loan.
In case of cessation of service for whatever reason, the outstandings, if any, in the loan
accounts would be liquidated from the superannuation benefits of such employees.
(7)
SECURITY AND DOCUMENTATION

(i)
(ii)
(iii)
(iv)
Index Page
D.P. Note
D.P.Note delivery letter
Lien against the Provident Fund (the letter for marking lien should be sent to the
PPG Department immediately after disbursal)
Application form as per specimen
389
(8)
SANCTIONING AUTHORITY
(9)
AGM (Region) in respect of staff posted at branches. The loans in respect of staff posted
at zonal office will be sanctioned by DGM(ZONE).
In case of other employees posted in outstation departments of Head Office or other
Departments functioning in Mumbai, the sanctioning authority will be the Controller of
concerned branch where the employee will intend to avail loan.
Branches functioning under the direct control of DGM, the loan will be sanctioned by
concerned branch head i.e AGM.
SUPERVISION AND FOLLOW-UP
(10)
It should be ensured that the loan installments are recovered and credited to the loan
account promptly so that the account remains regular. It shall be the personal
responsibility of the Branch Manager / Manager of the division concerned to ensure
proper conduct of these accounts.
GENERAL INSTRUCTIONS
(i)
(ii)
Applications for loans under the schemes should be submitted latest by the
October 31, 2005. No application received after this date shall be considered.
The loan amount should be released in only one installment and no subsequent
debits are to be raised.
(iii)
The loan shall be sanctioned on self-declaration by the employee in regard to the

damage caused. The declaration will be countersigned by the Branch
Manager / immediate controller.
(iv)
All loans sanctioned under the scheme should be reported to the next higher
authority for control purpose in the usual manner.
(v)
The loans granted under the scheme shall be subject to the usual restrictions on
maximum permissible level of deductions from salary on account of
repayments towards loans, statutory deductions etc. including the present one
i.e. the net take-home-pay of an employee after deductions from the salary
towards all loans, statutory deductions etc. shall not be less than 40% of the
gross salary and allowance.
( CIRCULAR NO. PER/ 37 /2005-06 DATED 23.9. 2005)
Index Page
390
ANNEXURE B
APPLICATION FOR RELIEF LOAN TO EMPLOYEES AFFECTED BY HEAVY RAINS
1. Name of the Applicant :
2. Designation :
3. Date of appointment :
4. P.F.No.
5. Branch/Deptt :
6. Gross emoluments drawn during November 2005 :
The Dy. General Manager / Asstt. General Manager
State Bank Of Bikaner & Jaipur,
-------------------------THROUGH: THE BRANCH MANAGER/HEAD OF THE DEPTT.
Dear Sir,
1. I shall be obliged if you will please grant me relief loan to Rs.------------(Rupees ------------------------------) on account of damage caused /loss suffered by me due to heavy rains in June/July 2005.I
enclose a declaration in regard to the damage suffered by me. (The declaration to be obtained
on the proforma enclosed)
SCHEME/PURPOSE
AMOUNT
Relief loan for repair to house property/

Purchase of personal effects
2. I hereby authorize the Bank to recover the amount of the loans in 60 monthly instalments
together with interest from the salary and allowances payable to me. I undertake to abide by the
rules and regulations governing the sanction of the loan. I solemnly affirm that the amount would
be used only for the purpose for which I am availing the loan. I also know that misuse of the loan
for purposes other than those applied for is misconduct & the Bank may take appropriate action
against me in such an event.
3. A lien may be noted against my Provident Fund balance for the amount .In the event of my
ceasing to be in the service of the Bank before the loan is liquidated for whatsoever reason, the
balance outstanding and the interest due, if any, will be adjusted out of the Banks contribution
to the fund, if payable to me/my nominees in terms of the relevant fund rules. If the Banks
391
contribution is not payable to me/my nominee, the outstanding may be recovered from my own
contribution to Provident Fund and I hereby authorize the Trustees accordingly and to that extant
it shall be a good discharge to the Trustees against all claims whatsoever in respect of the said
fund.
Date Place:
Signature of the applicant
DECLARATION FORM
PLACE :
Index Page
DATE :
STATE BANK OF BIKANER & JAIPUR
----------------------------------------------------------------------------------------------------Dear Sir,
RELIEF LOAN
I have to state that, during the recent heavy rains in Mumbai, Thane and Raigad, I have suffered
damage to my house/property, the details of which are furnished below. My house/property
was/is situated at----------------(name of place). This area has been affected by heavy rains. As a
result of this damage, I have suffered a loss of Rs.------------.
Details of damage to house/property
2. I ------------------------------- do hereby declare that the statements furnished above are correct.
3. I, request you to grant me a loan of Rs.------------.I agree to abide by all the conditions stipulated
by the Bank in this regard.
Yours faithfully,
(SIGNATURE)
Name-------------------------Designation-------------------
392
Department-------------------Counter signed
Branch Manager/Controller
Index Page
1. Our employees are eligible for reimbursement of tuition fees & payment of honorarium in
respect of diploma programme in management subjects of interest to the bank, the details are
as under:
Only those courses with a duration of not more than one and half year are covered in the
scheme.
One year diploma courses conducted by the following institutions only are covered under
the Scheme:i/ Indian Institute of Management.
ii/ Indian Society for Training & Development.
iii/Bhartiya Vidya Bhawan.
iv/Recognised Universities.
Further, one and half year duration correspondence courses(inclusive of project work) for
the Post Graduate Diploma in management of Personnel & Industrial Relations offered by
the All India Management Association ( New Delhi) is also covered under the scheme.
The scheme of reimbursement of tuition fee and payment of honorarium has undergone
certain modification since its inception in 1971. For convenience of staff members the
summarised terms and conditions are as under:Index Page
2. DIPLOMA PROGRAMME IN SUBJECT OF INTEREST TO THE BANK
A scheme was announced in 1971 in our Bank for reimbursement of tuition fees, examination and
other prescribed fees/ charges etc., and payment of an honorarium of Rs.2000.00 to all eligible
officers/clerical staff who successfully complete Diploma Programmes in subjects of interest to the
Bank. The terms and conditions are as under:a) The scheme covers all officers and clerical staff who have put in a minimum total service
of 5 years in the Bank. ( Per/26/84 dated 10.3.84).
b) Only those courses with a duration of not more that 1 1/2 years are covered in the
scheme.
c) One year diploma courses conducted by the following institutions only are covered under
the scheme:
Indian Institute of Management
Indian Society for Training & Development
Bhartiya Vidya Bhawan
Recognised Universities
Indira Gandhi National Open University
Further, one and half year duration correspondence course( inclusive of project work) for the Post
Graduate Diploma in Management of Personnel & Industrial Relations offered by the All India
Management Association (New Delhi ) is also covered under the scheme.
393
The part time courses should be available at the center at which the eligible staff member
is working and the classes should be held outside the office hours.
The Bank may decline permission for pursuing a course, without assigning any reason.
No relaxation in working hours of the staff member will be permitted for attending the
course.
Regular courses for graduate/post graduate degree will not be covered under the
scheme.
Eligible members of staff successfully completing the above diploma/certificate courses

will be entitled to claim reimbursement of tuition/examination fees paid by them on
production of receipts. They will also be eligible for receiving an honorarium of Rs.2000/from the Bank.(Per/58/96-97 dated 4.9.96)
The Managing Director has been vested with discretionary powers to permit relaxations in
eligibility criteria within the approved policy.
Index Page
Competent Authority to grant such permission
All staff members desirous of taking up part time / correspondence diploma/certificate courses in
Management subjects of relevance to the Bank must obtain prior permission from the respective
Controlling Authorities i.e. Dy. General Manager of the Zone/Asstt. General Manager of Region
and Dy. General Manager (Pers. & HRD) for Head Office departments, as per application form
enclosed with the circular. (Per/77/97-98 dated 19.2.98)
This scheme can be availed of by an employee only once in his/her career ( Per/3/87 dated
13.1.87 and Per/26/84 dated 10.3.84).
Index Page
3. SHORT TERM CERTIFICATE/DIPLOMA COURSES IN COMPUTER APPRECIATION AND PROGRAMMING
Eligibility:
Both supervising and clerical staff of the bank are eligible under the scheme.
Reimbursement of tuition fees : On successful completion of computer courses employees
would be reimbursed with the tuition fees, with the maximum ceiling of Rs. 3,500/-. An
employee can take up a course costing more than Rs. 3500/- but in such case the
reimbursement of fees etc., will be restricted to Rs. 3500/- only. The above ceiling would
not include the cost of books/study material which will have to be borne by the employee
him self.(Per/107/86 dated 30.12.86)
Honorarium: Rs. 500/- (Per/69/85 dated 12.8.85)

Other stipulations:
An employee may avail of the benefits under this scheme only once. But this is in addition
to the other management programmes.
Only courses offered by institutions specifically recognised under the scheme would be
covered. A list of such institutions is given hereunder
394
The course should include a minimum of 120 hours tuition and the maximum duration
should not be more than one year.
The course should offer proficiency in at least one computer language on modern
computer system.
The certificate/diploma issued by the institution should indicate the proficiency acquired
by the employee and should not merely be a certificate of attendance.
The course should be part time and outside the employees working hours.
Employees sponsored by the Bank for any computer course will not be eligible for benefits
under the scheme in respect of such course.
The concerned employees will also submit their consent letter to the effect that they are
willing to be transferred to any branch where their specialised services are needed. In the
absence of fulfilling the above requirements the employees will not be eligible for getting
reimbursement of tuition fees but are eligible for the prescribed honorarium only. (Circular
Per/69/85 dated 12.8.85 and Per/54/88 dated 6.4.88)
Competent Authority to grant such permission: Respective controlling authority i.e. DGM
of Zones, AGM of Regions and DGM(Per & HRD) for H.O. Departments. (Circular NO.
Per/77/97-98 dated 19.2.88)
Index Page
It has been decided to include the following institutions in the approved list of institutions for the
pupose:i/
ii/
iii/
iv/
APTECH
NIIT
CISTEMS
STG
395
4. CERTIFIED INFORMATION SYSTEM AUDITOR (CISA) CONDUCTED BY

EDPAA-USA
With a view to encouraging the officials of the Bank to acquire proficiency to computer Audit, it
has been decided that the Certified Information System Auditor (CISA), course conducted by EDP
Auditors Association Inc. (EDPAA), USA be recognised as one of the courses for reimbursement of
examination fee etc.,
a) Eligibility:The scheme is open to all confirmed officers of the Bank subject to the conditions given below:
Cost of books/study materials have to be borne by the officers themselves.
To and fro travel expenses to the place of examination will not be reimbursed.
The facility can be availed of by an official only once i.e. eligible reimbursement and
payment of honorarium would be limited only to the successful attempt.
Remittance in foreign exchange towards examination fees etc., would have to be

arranged by the officers themselves in terms of the Exchange Control Regulations and Bank
will not take any responsibility therefore.
No advance will be granted by the Bank for the purpose.
No special leave will be sanctioned for completing the CISA Examination.
Reimbursement of Examination fee/Annual Maintenance fee.
Registration fees for CISA examination is reimbursed on actual basis.

Reimbursement of Annual Maintenance Fee payable by CISA qualified, officials to keep
their certification alive and current till their retirement/cessation of service with the Bank.
Index Page
Honorarium:
One time honorarium of Rs. 10000/- will be paid to the officer on successful completion of
the course. ( Per/45/99-2000 dated 17.8.99)
To keep the officials updated and technically competent, Bank has allowed CISA qualified
officials to become members of Information System Audit and Control Association (ISACA), USA
and Local Chapters of ISACA in India and reimburse them the membership cost, as an additional
incentive, with effect from the current year i.e. 2003
Presently membership costs are as under:(ISACA,USA: US $ 120 (US Dollar One Hundred Twenty only) Per Annum Local Chapter of ISACA in
India: varies between Rs. 500/- to Rs. 1000/- p.a.)
ISACA, USA is the organization which conducts CISA examination and it is the only world wide
body recognized for creation, maintenance and continuous improvement in framework in the
area of IT controls, security and IS audit. Hence its membership will be of considerable value to
our CISA qualified officers to keep themselves abreast of latest developments in this technical
area of high relevance to the Bank. On becoming members of ISACA, our officials will be entitled
to the following benefits:-
396
Discount in Annual Maintenance Fee ( currently US $ 35 for ISACA members against US $

50 for Non-members)
Discount in examination fee (currently US $ 345 for ISACA members as against US $ 465 for
Non-members)
A free bi-monthly journal containing valuable information and analytical reports on the
latest techniques on IS security and audit matters.
Substantial discounts for attending ISACAs seminars/conferences.
Facility to attend various technical sessions organized by the Local chapter in India.
(CIRCULAR NO. PER /25/2003-2004 DATED 26.6.2003)

Index Page
It is clarified that an official will be eligible for reimbursement of fee etc., and honorarium
for both CISA as well as the 120 hour course for computer appreciation as these are
mutually different courses and have been approved under two separate schemes. While
CISA has been approved under the Scheme for reimbursement of Tuition Fees etc., in
respect of courses in Management subjects of interest to the Bank, the Incentive
Scheme for Computer Appreciation is a separate scheme altogether. An official will,
therefore, be eligible for pursuing a course each, under both the schemes.
The officers who desire to undertake the course, may submit their applications as per
Annexure-A ( Per/59/95-96 and Per/104/96-97 dated 6.2.97)
Competent Authority to grant such permission: Prior permission will have to be obtained
from the appropriate authority i.e. the Managing Director, for appearing in the
examination. In respect of the employees working in branches and zonal offices, Zonal
Heads/Controllers and in respect of employees working in Head Office, Dy. General
Manager, Personnel & HRD will be the competent authority to approve the payment of
honorarium. Claim for honorarium will have to be submitted in the form of a simple
application along with a verified copy of the form A-2(IRDA corporate agent form). The
payment of honorarium will be made to the debit of charges account Sundry expenses.

Index Page
5. ICENTIVISING ACQUISITION OF QUALIFICATIONS
HONORARIUM TO THE OFFICERS/STAFF OF THE BANK
IN
BANCASSURANCE
PROGRAMMA-
In terms of H.O. Ciricular No. Per/91/20003-2004 dated 8.3.2004 an honorarium amount of

Rs.2500/- has been fixed by the Bank for all employees, who qualify as CIFs after training and
testing process by way of an incentive for promoting cross-selling of non life insurance products.
Our Bank has entered into Bank assurance by way of selling life Insurance products of SBI Life
Insurance Co. Ltd., and General Insurance products of National Insurance Company ltd., In terms
of guidelines of IRDA, the regulator in the field of insurance, only certified Insurance Facilitators
(CIFs), can sell individual insurance products. Therefore, it has been decided that officers/clericals
staff who completes 50/100 hours training conducted by SBI Life and qualify the examination
conducted by Insurance Institute of India will be eligible to get one time honorarium of Rs. 2500/from the Bank.
Index Page
397
6. DIPLOMA IN BUSINESS FINANCE DBF

The diploma in Business Finance (DBF) Programme, restructured by the Institute of Chartered
Financial Analysts of India ( ICFAI) Hyderabad is also recognised as one of the eligible courses
under the scheme of reimbursement of Tuition Fee etc.,and payment of honorarium in respect of
Diploma Programme in subject of interest to the Bank.
( Per/57/95 -96 dated 16.10.95)
Enrolment fee
Tutition fee
Examination fee
(Rs.250/- per group
group alpha,beta and gamma)
-Rs. 750/-Rs.2250/-Rs. 750/-
Further, the annual subscription of Rs.500/- and expenditure relating to attending to work shops at
identified cities, were not reimbursable under the scheme. However, examination fee was
reimbursable only once i.e. for the successful attempt.
The matter has been considered further and it has been decided to make the following
modifications in the scheme:
To reimburse the Admission Fee, Programme Fee and Examination Fee upon successful
completion of DBF Programme of ICFAI on actual basis without any ceiling and on
production of satisfactory and acceptable proof of the payment of fees. The present
schedule of fees is Rs. 20,100/- The fees for training classes are not to be reimbursed.
To pay the differential in the amount of actual fees paid and the amount reimbursed by
the Bank as per extant instructions, as a special case to those who have passed the
examination after April, 2001.
To pay an honorarium of Rs. 5,000/- for successful completion of the DBF programme of
ICFA effective from 1.12.2002(CIRCULAR NO. PER/70/2002-2003 DATED 27.1.2003)
Other terms and condition as under will remain unchanged:
Eligibility Criteria: Same as mentioned in I above.
Reimbursement of Examination fee/Enrolments fee/Tuition fee etc.,
The Bank would reimburse the enrolment, tuition/course and examination fees to eligible
members of staff on successful completion of the course and on production of receipts.
The examination fee would be reimbursed only once i.e. for the successful attempt.
The annual subscription/service charges and expenditure relating to attending workshops

would not be reimbursed. (Per/57/95-96 dated 16.10.95)
Honorarium: Rs.2000/-
Competent Authority: All staff members desirous of taking up Part Time/Correspondence

diploma/certificate courses in management subject of relevance to the Bank must obtain
prior permission from the respective controlling authority i.e. DGM of Zone AGM or Region
and DGM(Pers. & HRD) for H.O. departments as per application form enclosed (
PER/77/97-98 dated 19.2.98)
Index Page
List of Computer Training Institutes Recognised by the Bank:
398
1. Computer Society of India, Bombay ( and other centers)

2. National Institute for Training & Industrial Engineering Mumbai.
3. CMC, Ltd., Mumbai ( and other centers)
4. Tata Institute of Fundamental Research, Mumbai
5. Indian Institute of Technology, Mumbai, Kanpur, Kharagpur, Madras, New Delhi.
6. Regional Computer Center, Pune, Chandigarh, Calcutta
7. Indian Institute of Science, Bangalore,
8. Indian Statistical Institute, Calcutta,
9. Birla Institute of Technology & Science, Pilani.
10. Electronics Corporation of India Ltd., Hyderabad,
11. Indian Institute of Management, Ahmedabad, Bangalore, Calcutta.
12. Jamnalal Bajaj Institute of Management Studies, Mumbai
13. Aligarh Muslim University, Aligarh.
14. Jadhavpur University, Calcutta.
15. Jawaharlal Nehru University, New Delhi.
16. University of Roorkee.
17. Administrative staff college of India, Hyderabad.
18. University of Mumbai.
19. All Universities in India provided the course offered by them satisfy our criteria in
regard to minimum tuition hours, proficiency in at least one computer language
etc.,
20. Maharashtra Board of Technical Examination for one year part time post graduate
diploma Computer Programming Systems Analysis and its Application The
Boards of Technical Examination of other states offering the similar diplomas may
also be considered.
21. Department of Electronics Accreditation of Computer Course ( DOEACC ) Society.
(Circular No. Per/31/ 2000-2001 dated 26.6.2000)
It has been decided to include the following institutions in the approved list of institutions for the
purpose:i/
ii/
iii/
iv/
APTECH
NIIT
CISTEMS
STG

Index Page
399
7. FORWARDING APPLICATIONS OF BANK EMPLOYEES SEEKING EMPLOYMENT IN FOREIGN

COUNTRIES
Instances have come to light where bank employees have been negotiating employment in
foreign Banks without seeking the requisite permission from the Management.
All employees are, therefore, advised in their own interest to negotiate employment with other
institutions whether in India or abroad only through proper channel. Any lapse in this regard will
be viewed seriously by Bank.
Index Page
8. OVERSEAS STUDIES
With a view to providing incentives to officers of the Bank within the age group 35-45 to pursue
further studies in subjects the knowledge of which may prove useful to them in the discharge of
their duties and which would also be beneficial to the Bank, the Bank may extend certain
assistance to the officers proceeding to Universities/Institutions abroad for PhD/Master
Degree/Other specialised studies in cases where fellowships/assistantships have been arranged
by the officers on their own initiative. Such assistance may comprise:
bearing of cost of passage;

granting special leave without impairment of seniority and promotions;
payment of certain emoluments during the period of special leave for subsistence
of the family in India and the continuance of occupation by the family of the
residential accommodation provided by the Bank;
granting ad hoc loans, where essentially required for outfit, etc., and/or for
supplementing (subject to exchange clearances) the fellowships/assistantships
amounts.
Appropriate safeguards would, however, be taken by the Bank to ensure that officers assisted by
the bank for approved overseas studies return to the Bank and serve it long enough thereafter for
the Bank to derive full benefits of the assistance provided. Suitable bonds/undertakings, in this
behalf with adequate financial stakes may also be prescribed. Such requests for assistance will be
considered by the bank on merits.
Index Page
9. STAFF MEMBERS SELECTED FROM BANK TO OTHER GOVERNMENT DEPARTMENTS- RETENTION OF
LIEN ON JOBS
The question of retention of lien on job in the Bank in respect of members of staff selected from
the Bank to other Government Department/Organisation has been considered and it has been
decided that no lien should be retained in the bank when a staff member is selected for job in a
Government Department/other organisation etc., The person so selected should resign from
his/her job in the Bank before taking up the job with Government Departments or other
Organisation.
(CIRCULAR NO. PER/37.87 DATED 17.4.87)
10. FORWARDING APPLICATIONS FOR SEEKING EMPLOYMENT IN OTHER ORGANISATION
400
The bio-data of the employee/officer as per proforma given in the office order O/31/93-94 dated
17.11.93 (specimen given at page no. 301) be furnished alogwith the note submitted by the Zonal
Office / Departmental Heads for taking a view by the competent authority in the matter.
[CIRCULAR NO. PER/17/82,PER/51/82,PER/37/88 AND PER/57/93-94 DATED 11.2.82,26.4.82,2.3.88
AND 8.9.93 AND OFFICE ORDER NO.O/31/93-94 DATED 17.11.93]
11. STAFF SUPERVISING: FORWARDING APPLICATIONS FOR SEEKING EMPLOYMENT IN OTHER
ORGANISATION
All such applications will be forwarded only after taking prior approval of the Appointing Authority
in case of Supervising Staff and by Controlling Authority in the case of Award Staff.
Applications received for taking up another job from officers, other than P.O. may be forwarded
to the concerned authority without any certificate, comment or recommendation, etc., on the
condition that, in the event of the employee being selected for the post applied for, he will be
required to resign from the Banks service in terms of the service rules and no request for a lien in
the Banks service or re-employment in the Bank subsequently will be entertained.
Index Page
As for the P.O., such application need not be forwarded by the Bank except in the case of P.O.
belonging to SC/ST communities.
The application of the employees/officers may be forwarded without any comments. In the
advice to the employees/officials it should be made clear that in the event of their resigning from
the Banks services, their requests for re-employment in the Bank will not be considered under any
circumstances.
In case any employee against whom disciplinary case is pending or contemplated, it would not
be appropriate to forward his application to the prospective employer. These cases should be
examined carefully by the Z.O. and their recommendations( along with a self-contained note
detailing the nature of irregularities, progress of disciplinary action etc.) should be forwarded to
H.O. for prior approval.
When applications are forwarded at the request of the officer it should be clarified to the outside
organisations that release of the officer/employee concerned would be subject to, interalia to
giving the usual notice of three months from the date of tendering the resignation in writing and
that the bank reserves the right to itself to take a decision in the matter either way depending on
the circumstances of the case.
The said guidelines would be equally applicable in case of workmen staff except that the notice
period in case of letter of resignation would be one month and the appropriate authority will not
be below the rank of AGM.
The controlling authorities while forwarding such applications to H.O. in addition to the
compliance of the existing guidelines, will submit full details pertaining to the employee viz.,place,
period, position, if the applicant had ever been deputed abroad by the Bank earlier should be
specifically mentioned. In case the applicant had never been deputed abroad, the Controlling
Authorities will invariable append a certificate the It is certified that the applicant has never
been deputed abroad by the Bank so far
401

Index Page
12. INCENTIVISING ACQUISITION OF QUALIFICATIONS IN AMFI CERTIFICATION
PROGRAMME HONORARIUM TO THE OFFICERS / STAFF OF THE BANK
.
There is a distinct trend towards bank branches offering their customers the entire gamut of
financial products and services under one roof. In this connection, it has been decided to take up
the sale of Mutual Funds of SBI Funds Management Pvt. Ltd. through our branches to augment
fee-based income and increase profitability. The products are proposed to be marketed by our
all branches.
As per guidelines of SEBI only AMFI certified agents are allowed to sell Mutual Funds. As such at
least one officer or staff member of each potential branch will need to pass AMFI certification
test. Therefore, Bank has been decided to select members of staff and provide them training in
the Mutual Fund Sales. Arrangement would be made for administering the AMFI test to the staff at
the end of the training
To encourage members of staff to pass the AMFI certification test, Bank has introduced an
incentive scheme, on successful completion of the test, as under:i)
Reimbursement of Rs.800/- towards examination fees and cost of study
materials.
ii)
iii)
Payment of one time honorarium of Rs.2,500/The incentive scheme is effective from 01.01.2004.
The members of staff will have to obtain requisite certificate from AMFI before claiming the
incentive. The process of obtaining the AMFI certification will be facilitated by SBI Mutual Fund.
In respect of the employee working in branches / zonal offices, Controlling Authorities/ Zonal
Heads and in respect of employees working in Head Office, Dy. General Manager, Personnel &
HRD will be the Competent Authority to approve the payment of honorarium. Claims for
honorarium will have to be submitted in the form of a simple application alongwith a verified
copy of the certificate issued by AMFI and duly verified by the Concerning Head. The payment of
honorarium will be made to the debit of Charges Account (Sundry Expenses).
(CIRCULAR NO. PER/ 27 /2004-05 dated June 09, 2004, PER/39/2004-05 dated June 30, 2004)
Chaitra 14, 1929
REIMBURSEMENT OF ACTUAL EXAMINATION FEE & COST OF STUDY MATERIAL FOR PASSING AMFI
CERTIFICATION EXAMINATION AND PAYMENT OF HONORARIUM
In terms of H.O. Circular No. PER/ 27 / 2004-05 dated June 9, 2004 scheme to encourage members
of staff to pass the AMFI certification test was circularised.
Presently AMFI examination is conducted through offline mode by Indian Institute of Capital
Market (IICM) and online mode through National Stock Exchange(NSE). Since the examination
fee is being revised by the concerning agency from time to time therefore, it has been decided
402
that the actual examination fee be paid upfront to the staff members who have been identified
for training to pass AMFI certification exam for both the mode i.e online as well as off-line.
However reimbursement of cost of study material upto Rs. 300/- and payment of one time
honorarium of Rs. 2500/ will be made to the concerned staff members only after successfully
passing the certification examination.
(CIRCULAR NO. PER/ 01/ 2007-2008 April 4, 2007)
Index Page
13. INCENTIVE SCHEME FOR PROFESSIONAL QUALIFICATIONS ORACLE CERTIFIED PROFESSIONAL
EXAMINATIONS- REIMBURSEMENT OF EXAMINATION FEES AND PAYMENT OF HONORARIUM
Currently, ORACLE is being used successfully in various areas/projects in the Bank, viz., MISLA,
Pension and Provident Fund, State Bank Electronic Payment System (STEPS). The new core Banking
solution Asset liability Management and Trade Finance applications are also ORACLE based. In
the above context of Banks roll over to ORACLE RDBMS as the, main plat form for all major
database applications, ORACLE knowledge and expertise will enhance the quality of functioning
of the officials in these fields. Further, the ORACLE Certifications establish a standard or
competence in specific job roles and are a valuable; Industry- recognized credential that signifies
a proven level of knowledge and skill in these areas.
It has therefore, been decided to intensifies acquisition to ORACLE Certified Professional
Qualifications.
The salient features of the Incentive Scheme are:
1. The following two certifications by ORACLE will be eligible for incentives under the
scheme.
ORACLE Certificated Professional Data Base Administrator (OCPDBA) (any
version).
2. Incentives on acquisition of the certification:
i)
reimbursement of examination fees on actual basis upto a
maximum of Rs. 30,000/- ( Rs. Thirty thousand only), on production of
receipts/satisfactory documentary evidence.
ii)
Honorarium of Rs. 5000/- (Rs. Five thousand only)
3. The scheme is effective from 20.5.2003
Discount coupons of substantial value are allowed by ORCALE if the candidate obtains training
from ORACLE Corporation itself or its educational partners.While effecting reimbursement of
examination fees, a suitable declaration should be obtained from officer/employees regarding
amount of discounts availed of by him/her, if any.
As usual prior permission from the competent authority as per the extant structure laid down for
granting permission to pursue any part time management course has to be obtained by the
concerned employee for pursuing the course.
No computer institute has been recognized for training / preparation for the said examination.
However, it is clarified that the ORCALA Certified Professional Examination should be undertaken
only at an Authorises Prometric Testing Center (APTC). The details of which can be obtained
from the sites www.orcale.com or www.prometri.com.
403

Index Page
14. SCHEME FOR REIMBURSEMENT OF EXAMINATION FEE AND PAYMENT OF HONORARIUM IN RESPCT
OF DIPLOMA IN TREASURY INVESTMENT AND RISK MANAGEMENT (DTIRM) EXAMINATIONS
CONDUCTED BY THE INDIAN INSTITUTE OF BANKERS
The related courses are as under:9. Diploma in Treasury, Investment and Risk Management
10. Diploma in Capital Markets and Merchant Banking
11. Diploma in International Banking and Finance
12. Diploma; in Banking Technology
13. Diploma in Advanced Rural Banking
The Scheme Provides for:
a) Reimbursement of the examination fee to the successful candidates who
pass the diploma course within the time frame stipulated by the IIB.
Employees who complete the Diploma Examination in Banking Technology
may be reimbursed additional fees for project work.
b) Payment of Honorarium of Rs. 2000/- (Rupees two thousand only) to
employees who complete the Diploma course as per the guidelines
prescribed by the IIB. Employees who pass the examination in one attempt
with the distinction (as defined by IIB) may be paid a higher honorarium of
Rs. 3000/- only. (Rupees three thousand only).
15. DEPOSITORY SERVICES
NSDLS CERTIFICATION PROGRAMME: REIMBURSEMENT OF FEES
Our Bank is one of the Depository Participants linked to NSDL and our D.P. Services are now
operational in some of the centers and are expected to be introduced in few more centers in
due course. As part of its quality improvement programme for the staff of the Depository
Participants, NSDL has introduced a certification programme and has made it mandatory for a
DP to ensure that each of its DP units has a least one employee who has successfully cleared the
certification programme.
The certification programme is titled NSDL- Depository Operations Module in NCFM (NCFMs
Certification in Financial Markets). In addition, NSDL is having two modules- Capital Market
Module and Derivatives Module. Other particulars of the examination are as under:
Is is an on line examination system where testing, assessing, scores reporting and

invigilation are automated.
There are no restrictions of age or qualifications for registration to the NCFM programme
for taking the NSDL-Depository Operations Module.
The NCFM test will be conducted at Mumbai, Delhi, Calcutta, Chennai, Hyderabad,
Ahmedabad and Pune at NSE offices.
The test will be conducted on a daily basis at all centers. The test days and timing have
been kept flexible for maximum convenience.
To keep the scores current, the candidate will have to reappear for the same module
after 3 years.
To join the NCFM programme, the candidate has to register with NCFM by filling up a
registration from. For taking a test on the NSDL Depository Operations Module, the
candidates should enroll for the same.
Certificate will be awarded only to candidates securing 60% or more marks.
404
The Fee structure for the NCFM Programme is asunder:-
Registration fees
Rs. 200/Test Fees
Rs. 500/The registration fee is a onetime payment. Once the candidate is registered in the NCFM
programme, the candidate can take as many modules and number of attempts as
desired, by paying the Test fees for every attempt. Fees once paid will not be refunded.
Accordingly, we may reimburse the Registration Fees and Test Fees for the successful completion
of The NCFM- Depository Operations Module Examination to the staff.
Pay one time honorarium of Rs. 2500/To reimburse the test fees for the successful completion of the test every three years to
keep the scores current.
On payment registration fees and enrollment fees, NSDL would provide the candidate a
set of books and study material. Hence cost of books and other study material would not
be reimbursed.
Since NSDL instructions are effective from 1.1.2000, some of the staff members may have
completed the examination successfully before Banks instructions are issued. It has been
decided to reimburse, as one time measure, the Registration fees, Test Fees and one time
honorarium of Rs. 2,500/- for the successful completion of the test during th4 intervening
period i.e. 1.1.2000 to the date of issue of the instructions.
Members of staff desirous of appearing for the examination would be required to seek
prior approval from the concerned controlling authority. This is in line with the structure for
permission to appear for the computer course examination Management courses as laid
down vide H.O. circular No. Per/82/93-94 dated 22.1.1994 and Per/16/2002-2003 dated
10.5.2002
Index Page
INTRODUCTION OF SCHEME OF REIMBURSEMENT OF PREPARATORY TRAINING COURSE (PTC) AND
EXAMINATION FEE ON COMPLETION OF CERTIFICATE COURSE OF THE BUREAU OF ENERGY
EFFICIENCY CONDUCTED BY THE NATIONAL PRODUCTIVITY COUNCIL
Energy audit for large buildings will be a necessity as per Energy Conservation Act. (2001) and our
accredited auditors will go a long way for compliance of the provisions of the act.
Therefore abovementioned course conducted by the National Productivity Council has been
included under the Banks extant scheme for reimbursement of Preparatory Training Course (PTC)
and examination fee subject to the following guidelines: i)
The scheme is applicable to Banks Engineers and Fire Officers only.
ii)
The official will have to seek prior permission from the Bank before taking up the course.
The authority to permit in this case will be DGM (Personnel & HRD), Head Office, Jaipur.
iii)
Reimbursement of the Preparatory Training Course (PTC) of Rs.10000/examination fee of Rs. 10500/- on successful completion of the course.
iv)
No honorarium will be paid by the Bank to the officials on completion of the course.
and the
(CIRCULAR NO. PER/ 47 /2006-07 September 13, 2006)

SCHEME FOR REIMBURSEMENT OF FEES & PAYMENT OF HONORARIUM:
405
FINANCIAL PLANNING & WEALTH MANAGEMENT CERTIFIED FINANCIAL PLANNER (CFP) BY

FINANCIAL PLANNING SERVICES BOARD (INDIA) (FPSB) POST GRADUATE DIPLOMA IN FINANCIAL
ADVISING (PGDFA) BY INDIAN INSTITUTE OF BANKING AND FINANCE (IIBF)
It has been decided to include the Financial Planning and Wealth Management Certified
Financial Planner (CFP) course by Financial Planning Services Board (India) (FPSB) and Post
Graduate Diploma in Financial Advising (PGDFA) course by Indian Institute of Banking and
Finance (IIBF) Mumbai, in the Scheme for Reimbursement of Fees & Payment of Honorarium on
successful completion. Brief details of these courses are as under:(A) CERTIFIED FINANCIAL PLANNER (CFP) CONDUCTED BY FPSB (INDIA)
i) FPSB (India) is a professional standards setting body that guides the development and
promotion of standards for professional Financial Planning. FPSB (India) is an affiliate of FPSB,
DENVER, USA, which oversees theinternationally recognized CFP Certification. FPSB does not have
any training
establishment. 37 Private Institutes, in 12 cities provide training for CFP certification as FPSB's
Authorised Educational Providers.
ii) These institutes charge between Rs. 55,000/- to Rs. 85,000/- per candidate for one year. In
addition each candidate will also have to pay membership and examination charges ranging
from Rs. 9,500/- to Rs. 15,500/-. The course is a professional one of a high standard and has the
undernoted 6 modules:
Module I : Introduction to Financial Planning
Module II : Risk Management & Insurance Planning
Module III : Retirement Planning & Employee Benefits
Module IV : Investment Planning
Module V : Tax & Estate Planning
Module VI : Financial Plan Construction
(B) POST GRADUATE DIPLOMA IN FINANCIAL ADVISING (PGDFA) CONDUCTED BY INDIAN INSTITUTE
OF BANKING AND FINANCE (IIBF), MUMBAI
i) IIBF Mumbai has introduced similar course with technical support from the Securities Institute,
Australia, a pioneer in the area of Financial counselling and advising, to create a cadre of
financial advisors in the financial sector.
ii) The examination will be held twice a year in June and December, at six centers viz.
Hyderabad/Bangalore/Mumbai/Chennai/Kolkata and New Delhi. The candidates are required to
pass following six papers within a time limit of three years i.e. six attempts. Introuction to Financial
Planning Managing and Marketing of Financial Services Securities Markets and Products
Insurance Products (Including Pension Products) Mutual Fund Products and Services Banking
Products and Services The fee for the above course is Rs. 10,000/- + Rs. 300/- as a one time
registration fee (for a non member)
2. The officials who successfully complete CFP/PGDFA course will be reimbursed the membership
fees, tuition fees and the examination fees on actual receipt basis and each such official also be
paid honorarium of Rs. 20,000/- for successfully completing the CFP course and Rs. 7,500/- for
PGDFA course respectively.
3. Since the reimbursement/honorarium to be paid are quite high, it is stipulated that the
concerned official would be required to execute a suitable undertaking/bond agreeing to serve
the Bank for a minimum period of 3 years from the date of receiving the
reimbursement/honorarium.
406
4. As the CFP course would take upto 6 months for completion, it has also been decided that
once an official completes 3 of the 6 modules, an honorarium of Rs. 7,500/- may be paid to the
concerned official. This may be adjusted against the final honorarium of Rs. 20,000/- payable on
successful completion of the CFP program. In case the officer fails to complete the course
successfully, the amount may be recovered from him.
5. The official will have to seek prior permission from the Bank before taking up the course. The
authority to permit in this case will be Deputy General Manager (Human Resources), Head Office
Jaipur.
6. As these courses will be a part of the Bank's efforts to build up a cadre of knowledgeable
officials in the area of Financial Planning & Wealth Management,
all the Branch Managers / Chief Managers / Asstt. General Managers / Dy. General Managers /
Controlling Authorities and Departmental Heads will ensure to identify and motivate the officials
working under them to join the above course.
(CIRCULAR NO. PER/52/2008-09 September 29, 2008)
Index Page
In accordance with the Workmen compensation Act, 1923 and/or Scheme framed by the Bank,
compensation is payable to family of an employee in the event of his death while on duty or as a
result of dacoity/robbery/attack by terrorists, and to an employee in case of disability/serious
injury etc., suffered by him while on duty. The definition of family is the same as prescribed in the
respective service rules of officers and workmen staff. The salient features of the scheme are as
follows:SCHEME NO. 1 PAYMENT OF COMPENSATION IN THE EVENT OF DEATH/DISABILITY/SERIOUS INJURY
SUFFEFRED BY EMPLOYEES WHILE ON DUTY
i) Coverage: The compensation shall be payable only in cases of accidents resulting in death,
serious injury etc., to the permanent employees (including part time sub ordinate staff) arising
out of and in the course of performance of official duties. It shall not cover accidents/death or
injury in the following cases
when the employee is not on duty OR when the accident has been caused due to his
own negligence OR while he was traveling from or to his place of duty at permanent
headquarters from residence or vice/versa;
while he was under influence of liquor or drugs;

because of intentional self injury, suicide or attempted suicide;
due to employees committing breach of law with a criminal intent;
by an act which a normal person would not commit and/or of his failure to perform a
statutory obligation and because of any disease, illness, preganancy etc., whether
directly or indirectly;
407
Cash compensation and other incentives

In the event of death an permanent disablement/serious injury resulting in cessation of service,
cash compensation up to the amount mentioned below may be considered:
Supervsing staff
Rs. 5 lakh
These ceilings are effective from the 29th May, 2002. In case, the employee concerned is
covered by a Group Accident Insurance, then the compensation amount shall be either
as indicated above are available under the insurance cover, whichever is higher.
In case of serious; injury causing loss of limbs etc., not resulting in cessation of service, cash
compensation within the abovementioned limits may be considered depending on the
nature of injury and the extent of partial disablement in each case.
In addition to the payment of compensation, the injured employee may also be granted
the following facilities:
(i)
(ii)
Index Page
Special leave for the period of medical treatment and recuperation as may be
advised by the Banks authorized Medical Officer and
Reimbursement of medical expenses to the full extent.
SCHEME NO. 2 PAYMENT OF COMPENSATION TO EMPLOYEE/GENERAL PUBLIC/POLICE PERSONNEL

WHO ARE KILLED/INJURED IN DACOITIES/ROBBERY / ATTACK & REWARD TOTHOSE WHO ACTIVELY
RESIS THEM
A. In case of Bank Employees
i) Eligibility: Officers and workmen staff including permanent or temporary employees who are
killed as a result of or during bank robbery or terrorist attack on the Bank/Bank employees or those
who actively resist Bank Robbery/terrorist attack.
ii) In case of death of employee:
Cash compensation: In case of death of an employee as a result of or during Bank robbery or
attack by terrorists on Bank employees during as well as after office hours in any part of the
country, the family of the deceased will be given compensation by the Bank as follows:
Executives in Scale IV onwards

Officers Scale I to III
Clerical staff
Subordinate staff
Rs. 5 lakh
Rs. 3 lakh
Rs. 2 lakh
Rs. 1 lakh
a) Other incentives: The Bank will consider giving employment to one member of the family
of the deceased in accordance with the guidelines for compassionate appointments. If
any compassionate employment is given, the loans for housing etc., which might have
been availed of by the employee maybe transferred to the family member, irrespective of
his/her normal eligibility. In case compassionate employment is not taken up:
b) the pay and allowances last drawn by the deceased may be extended to the family of
the deceased till one of the children of the family of the deceased reaches the age of 21
years or the date on which the deceased would have retired in normal course, whichever
is earlier. Such payment of pay and allowances will be available only if the dependent is
not gainfully employed elsewhere.
408
The interest part of the loan may be waived and the principal amount recovered from the
compensation, other dues payable.
Index Page
ONLY ONE OF THE BENEFITS VIZ COMPASSIONATE APPOINTMENT OR PAYMENT OF SALARY WILL BE
AVAILABLE.
Reimbursement of educational expenses of the dependent children of the deceased up to and
inclusive of graduation.
3. In other cases:
i) Cash Reward: A cash reward not exceeding Rs. 50,000/- will be considered for employees who
actively resist bank robberies and terrorists attacks on Banks. This will be in addition to the
compensation, if any, to which the person may be entitled to under the provisions of various
Acts/Rules governing him/her.
ii) Other incentives:
a) Consideration for out of turn promotion if they satisfy the minimum conditions of eligibility
prescribed for direct recruits to the post but without reference to the number of years of service
rendered. Such employees will be interviewed by a committee duly constituted for the purpose
by the Bank;
OR
Where the employee does not fulfill the minimum eligibility criteria prescribed for promotion to the
next higher grade/scale, he may be paid fixed personal pay (with immediate effect) equivalent
to three increments with DA thereon. Such Fixed personal pay shall, however, not be reckoned for
other benefits including terminal benefits. It is clarified that fixed personal pay shall be equal to:
In the case of an employee drawing pay at the maximum, 3 times the amount of
increment last drawn;
When he is at one stage lower than the maximum, next increment plus twice the last
increment;
When at 2 stages lower, next 2 increments plus one increment equal to last increment
drawn.
b) Full reimbursement of medical expenses for treatment of injury, including hospitalization

expenses, and cost of artificial limbs.
c) Special leave for treatment and convalescence as per the recommendations of the Banks
authorized doctor.
d) It is clarified that an employee who is to be given out of turn promotion, has to be considered
for promotion to the immediately next cadre e.g. if a clerk has to be given such promotion, he
has to be given out of turn promotion; he can be promoted to MMGS-II only.
GENERAL
Index Page
a) In case of employees covered by the Workmens Compensation Act. 1923, viz watch and
ward staff, drivers and electricians, in the event of death or disability ( as defined in the Act)
suffered during or as a result of bank robberies or attack by terrorists, besides the compensation
payable under Scheme-II, additional compensation may be paid either under the Act. Or under
Scheme-I whichever is higher.
409
b) In case of other employees not covered by the Workmen Compensation Act, 1923, in the
event of death or disability; suffered during or as a result of Bank robberies or attack by terrorists,
besides the compensation payable under Scheme-II, additional compensation may be paid
under Scheme-I
FOR CUSTOMERS/MEMBERS OF PUBLIC/POLICE FORCE
Eligibility
Compensation, incentives and/or rewards under this scheme are payable to customers, members
of public and members of police force who resist Bank robbery or terrorist attack on the Bank.
IN CASE OF DEATH
In respect of persons other than the Bank employee who may get killed as a consequence of or
during Bank robberies and terrorist attacks on the Bank, the Bank will pay a lump sum
compensation of Rs. 1 lakh to the family of deceased.
In other cases
a) Cash reward
A customer, member of public or member of the police force who actively resists Bank robberies
and terrorist attack on Banks, may be considered for a cash reward not exceeding Rs. 50,000/b) Other incentives
Full reimbursement of medical expenses to a customer, member of public or the police force,
where necessary, where necessary, for treatment of injury including the cost of hospitalisation and
artificial limbs, etc.,
The workmen compensation act, 1923
In case of Banks, the Workmen compensation Act, 1923 covers watch & Ward staff, drivers and
electricians. For the purpose of computing monetary compensation payable under the Act to
employees who die while on duty or suffer injuries/disability as defined in the Act while on duty,
the monthly wages shall be Rs.4000/- p.m. The quantum of compensation payable shall be
computed as follows:
a) in case of death:
An amount equal to 50% of the monthly wages of the deceased multiplied by the factor given in
Schedule IV of the Act corresponding to his age at the time of death or Rs.80,000/- whichever is
more.
Index Page
b) In case of permanent total disablement:
An amount equal to 60% of the workmens monthly wages multiplied by the factor give in
Schedule IV of the Act corresponding to his age or Rs. 90,000/- whichever is more
These provisions shall be effective from the 8th December, 2000. A table showing compensation
payable is enclosed with the circular.
INTERPRETATION OF PROVISIONS
410
The decision of the Bank in regard to interpretation of any provision of this Scheme shall be final
and no appeal shall lie against it.
COMPETENT AUTHORITY
The competent authorities for sanction of cash compensation, reward, medical expenses, etc.,
based on the recommendations of respective Controlling Authorities on the prescribed proforma
(enclosed with the circular) under the schemes are enclosed with the circular.
Index Page
In the cases of accidents resulting in death or permanent disability/serious injury resulting in

cessation of service of a permanent employees ( including part time) cash compensation
upto the amount mentioned below may be considered.
Supervising Staff
Clerical Staff
Subordinate Staff
(including watch & ward)
Rs. 1,00,000/Rs. 70,000/Rs. 50,000/-
No compensation will be payable if the employee is not on duty when the accident
occurs or it has been caused due to his own negligence, under the influence of liquor, drugs,
or as a result of intentional self injury, suicide or attempted suicide.
In case of serious injury causing loss of limbs etc. not resulting in cessation of service, cash
compensation within the above mentioned limits may be considered depending on the
nature of injury and the extent of partial disablement in each case.
In addition to the payment of compensation the injured employees may also be granted
the following facilities:-
Special leave for medical treatment and recuperation as may be recommended by the
Banks authorised Medical Officer, and;
Reimbursement of medical expenses to the full extent as is permissible under
improved/special medical aid scheme in respect of Award Staff and with the approval of
Executive Committee in respect of Supervising Staff.
The under noted officers will be the competent authorities for sanction of cash
compensation, medical expenses etc. under the above scheme:-
Index Page
Cash compensation
Medical expenses
Special leave:
Managing Director
As per existing authority structure
a/ For all employees of the Bank

upto the level of General Manager
b/ CGM
c/ MD
MD
E.C.
CGM
411
The grant of cash award under the above scheme is exempt from income tax under sub.clause
(ii) of clause 17(A) of Section 10 of the Income Tax Act.
Index Page
CLUB MEMBERSHIP
Officers in specified positions i.e. All Branch Managers, Manager of Divisions and officers in SMGSIV & above, may be allowed to avail the facility of joining one club in their area. Admission fee of
Rs. 1000/- and membership subscription not exceeding Rs. 1000/- per annum, may be reimbursed
in such cases. Excess of annual subscription may be borne by the officer or claimed through his
personal entertainment quota (PEQ). In addition, local Bankers club membership may be
allowed depending on the merit of each case.
In case the facility of Club Membership is once allowed to an officer, he may be permitted to
enjoy the facility even after change of his assignment.
The membership subscription in case of officer of our Bank, who are permitted to become
members of the club, be paid to the debit of Banks Charges Account.
(Circular No. Per/103/81 dated 15.10.81, Per/47/93-94 dated 27.8.93 and Per/29/96-97 dated
15.7.96)
The ceilings of entrance fee for club membership for Branch Manager will however be Rs.2000/and there will be no change in the annual fee of club member ship.
(CIRCULAR NO. Per/70/2003-2004 dated 8.1.2004)
Index Page
SUPPLY OF CLEANSING,DISINFECTING MATERIALS
Cleansing/disinfecting materials are supplied to officers provided with leased housing
accommodation as well as those officers staying in their own houses/flats (constructed /acquired
with Banks finance) and supplied with furniture items. The items( specified by the Bank) are to be
supplied at a reasonable cost within the under-noted monetary ceilings:Scale
JMGS-I
MMGS-II & III
SMGS-IV
SMGS-V
TEGS- VI & VII
TEGSS-I & II
Existing instructions
Rs. 400/Rs. 500/Rs. 550/Rs. 650/Rs. 800/Rs. 1000/-
Revised Ceiling (Increase of

50%)
Rs. 600/Rs. 750/Rs. 825/Rs. 975/Rs.1200/Rs.1500/-
The above ceiling will be effective from the 1st June, 2007 and will remain in force for at least 3
years thereafter. All other terms and conditions mentioned in our above referred circulars will
remain unchanged.
Further, as the amount of reimbursement of cost of cleansing material received by the officers is
now taxable in their hands, henceforth the reimbursement of such expenses be made on
412
certificate basis without insisting for production of bills. However, the officer will have to purchase
the items as per the list prescribed by the Bank for the purpose and give a declaration in their
certificate to this effect. The cash memos of the items purchased by the officer should be
preserved by themselves
(Circular No. Per/ 26 /2007-2008 dated June 23, 2007, PER/43/77, PER/45/2001-2002, PER/79/20012002 and PER/79/2003-2004 dated 08.09.1977, 06.09.2001, 26.11.2001 and 28.01.2004 respectively
whereby we had advised revised
Effective from 1.10.89 the exact items of cleansing/dis-infecting material will be supplied to the
officers who have been provided with the Banks furnished residential accommodation. List of
items for the various categories of officers is as under:Index Page
OFFICERS IN SMGS-V, SMGS-IV, MMGS-III
i/ 3 Tins Vim (Standard size)
ii/ 1 litre Finit
iii/ 2 bottles while cleaner ( 2 litres)
iv/ 3 floor swabs
v/ 2 yellow dusters
vi/ 3 Table dusters
vii/ 2 Soft Brooms ( alternative month)
viii/ 2 lavatory brush ( quarterly)
ix/ 1 scrubbing brush ( quarterly)
OFFICERS IN MMGS-II AND JMGS-I
i/ 2 Tins Vim (Standard size)
ii/ 1 litre Finit
iii/ 1 bottles while cleaner ( 1 litres)
iv/ 2 floor swabs
v/ 1 yellow dusters
vi/ 2 Table dusters
vii/ 1 Soft Brooms
viii/ 1 lavatory brush ( quarterly)
ix/ 1 scrubbing brush ( quarterly)
x/ 1 packet cleaning powder ( one kg)
RATIONALE: Due to continuous fluctuations in the cost of cleansing /dis-infecting material it has
been considered necessary to provide/supply exact identified items.
Officers who are provided with unfurnished residence accommodation or no accommodation
irrespective of their grades/cadre will not be entitled for this facility.
Index Page
PROVISION OF PLASTIC BUCKET, MUGS, DOORMATS, DUSTBIN AND WATER CONTAINER AT THE
RESIDENCE OF OFFICERS
In view of the decisions arrived at in the Bipartite meeting held with ABOA on 18.08.2005 at
Hyderabad, the Executive Committee of the Bank at their meeting held on 26.04.2006 has
approved supply of the following items for use at the residence of officers every year, as under:-
413
(i)
(ii)
(ii)
(iii)
Plastic Buckets and 2 Mugs costing

Doormats (2 Nos)
costing
Dustbin (One) costing
Water Container (1) (250 lts) costing
Rs.200.00
Rs.300.00
Rs.100.00
Rs.500.00
Considering the problems faced by the officers, it has been decided that the above mentioned
items will be purchased by the officers themselves and cost thereof will be reimbursement on
certificate basis as per the annexure enclosed. The date of supply should be properly recorded in
the service sheet / personal file of the official.
Since the expenditure is of recurring nature, it will be debited to Charges A/c 'Misc.'
The year for the purpose will be financial year and the time gap between the two supplies of
items shall be minimum of one year.
The following authorities are empowered to sanction the Bills who will ensure that the payment is
made directly to the supplier:Officers posted at H.O. and its establishments
Officers posted at R.O./Z.O.
Officers posted at Branches
Chief Manager, Office Administration

Manager, Office Administration
Branch Managers

CLAIM FOR REIMBURSEMENT OF EXPENSES INCURRED FOR PURCHASE
OF SUNDRY ITEMS FOR THE YEAR----------------
ANNEXURE
1. Name of the officer: -----------------------------------P.F. / Employee No.--------------2. Designation: -----------------------3. Grade Scale: -----------------------4. Department: -----------------------5. Account No.: -----------------------It is certified that I have availed the facility of furniture at my residence from the
Bank.
Address: --------------------------------------------------------------------------I confirm that the sundry items purchased by me are as per list prescribed by the
Bank for the purpose. I, therefore, request that an amount of Rs.1100/- (Rupees
one thousand and one hundred only) may please be reimbursed to me.
The facility last availed on: ----------------------------------------Date: -------------------------Signature of officer
Scrutinized and found in order. Necessary noting has been made in the service
sheet / personal file of the official.
HEAD OF THE DEPTT.
-----------------------------------------------------------------------------------------------------------FOR USE OF OFFICE/BRANCH MAKING THE PAYMENT
414
Sanctioned Rs._________ (Rupees__________________________________)

to Shri__________________________ (by debit to charges a/c sundries)
towards reimbursement of expenses for purchase of sundry items in terms of
circular no. PER / 96 / 2009-2010 dated 26.02.2010.
Sanctioning Authority
Date: --------------(Circular No. Circular No. PER/96/09-10 dated 26 February 2010 and Per/ 15/2006-2007 Dated
May 11, 2006)
Index Page
CASUAL LABOUR / DOMESTIC SERVANT
In terms of existing instructions, officers in the Senior Management Grade Scale V and above are
reimbursed an amount of Rs 25.00 per day and officers in Scale IV are being reimbursed an
amount of Rs 10 per day, for employing a casual labour for attending the maintenance of
furniture, fixture etc., provided by the Bank at the residence. Due to a steep increase in the cost
of living and consequential increase in the labour charges, the officers are experiencing
difficulties in engaging casual labour for the aforesaid purposes within the existing monetary
ceilings. Moreover, furniture and fixtures are now provided to all categories of officers. In view of
the above, the Executive Committee of the Board, in its meeting held on 11th August, 2007, has
decided to revise the existing monetary ceilings and also to extend the benefit to officers in Scale
I, II & III. The revised ceilings of reimbursement of daily wages paid to casual labour by the officers
is given below:
CATEGORY
OF OFFICER
JMGS I
MMGS II & III
SMGS IV
SMGS V
TEGS VI & VII
TEGSS I
TEGSS II
AMOUNT PER DAY (RS)

EXISTING
NA
NA
10
25
25
25
25
REVISED
10
15
25
50
75
100
125
3. We reiterate that in terms of Circular No. PER/29/2001-2002 dated 06.07.2001 the aforesaid
reimbursement can be made only when furniture is provided to the officer by the Bank to the
extent of atleast 1/3rd of value of his entitlement, at the residence, provided by the Bank in the
Bank's own house/flat/designated house or leased accommodation or officers own house
constructed with the Bank's finance under Individual Housing Loan Scheme where the officer is
staying/ permitted to retain his family in terms of Circular No. PER/84/2004-2005 dated 29.03.2005.
If value of the furniture provided by the Bank is less than 1/3rd of entitlement of the officer, the
reimbursement is not to be considered.
4. The revised instructions are effective from the 1st June 2007.
(CIRCULAR NO. PER/ 44 /2007-2008 August 27, 2007)
Index Page
415
SUPPLY OF BRIEF CASE

1. Brief case will be provided to officers for their official use, subject to the following ceilings:Grade
JMGS-I
MMGS-II & III
SMGS-IV & V
TEGS-VI & VII
TEGSS I & II
Existing Amount
1400
1800
2200
2600
3500
Amount in Rs.
Revised Ceilings
1800
2300
3000
3500
5000
The above ceilings come into force with effect from 22.2.2010. Further, as hitherto, brief case will
continue to be supplied once in 3 years only to such officers who are required to carry official
papers on a regular basis.
(Circular No. PER/103/09-10 dated 20 March 2010, PER/ 65 /2005-2006 dated December 02 ,
2005 and CIRCULAR NO. PER/51/99-2000 DATED 31.8.99 and EC memo dated 28.8.2002)
2. In all cases, supply of Brief case is made after a gap of not less than 3 years, subject to
confirmation that old one supplied by the Bank is unserviceable.
3. Officers who are required to carry official papers/files beyond the Banks premises are supplied
with brief cases.
Index Page
REIMBURSEMENT OF ENTERTAINMENT EXPENSES, BUSINESS DEVELOPMENT
In this connection, we advise that officers in the Bank, depending upon their Grades/Scales and
positions, are being reimbursed with entertainment expenses incurred on entertaining customers
upto the prescribed ceilings.
Further, they are also reimbursed expenses incurred on tea, coffee, cold drink, snacks, etc. upto
the ceiling as per the scheme.
Keeping in view the all round increase in general price level, the Corporate Centre, State Bank of
India, Mumbai, on the basis of consensus reached between Top Management and ABOA at the
Bi-partite meeting held at Kumarakom on 22.02.2010, has advised that the existing ceilings of
reimbursement of entertainment expenses and expenses incurred ontea/coffee/cold
drinks/snacks shall be revised from the financial year 2009-10, as under:
(A) Entertainment Expenses
Category of officers
Existing (Rs.)p.a.
Revised (Rs)p.a.
TEGSS II
27,000
38,000
(ii) Officials having budgetary assignments, irrespective of their positions:

416
Category of officers
TEGSS I
TEGSS VIII
Existing (Rs.)p.a.
______________________
Earlier they were not
identified under
"Budgetary assignment
and were kept under
"Other" category.
Revised (Rs)p.a.
37,000
35,500
TEGS-VI
24,700
34,600
SMGS V
16,200
21,900
SMGS IV
14,300
19,300
MMGS III
11,700
15,800
MMGS II
10,100
13,150
JMGS I
8,500
11,050
iii) Officers of all scales in Operational assignments like, Field Officers, Accountants, Cash officers,
Lead Bank Officers, District Coordinators, Credit Officer ((Rural CPC), Inspection Officer (Rural
CPC), Customer Support Officer (Support Officer to RM-ME), Relationship Manager (Personal
Banking branches - New business deptt. outfit), Sr. Marketing Executives (HLST), Team Leader
(MPST), City Case Officer (SARC), CPC Team Leaders, Credit Analyst, COO in MCG/CAG and at
other DGM headed branches, Case Lead Officers, Recovery & Rehabilitation officers at SAMBs,
Customer Relation Officer (in redesigned branches), Relationship Manager (NRI), other similar BPR
Role Holders etc.:Category of officers
Existing (Rs.)p.a.
Revised (Rs)p.a.
SMGS V
SMGS IV
MMGS III
MMGS II
JMGS I
15,000
13,200
10,800
9,400
7,800
20,250
17,850
14,600
12,250
10,150
(iv) Other officers i.e. other than those mentioned above in para (ii) and (iii): Category of officers
Existing (Rs.)p.a.
Revised (Rs)p.a.
TEGSS I
TEGSS VII
TEGSS VI
SMGS V
SMGS IV
MMGS III
MMGS II
JMGS I
26,000
17,500
14,000
7,200
6,200
5,200
5,200
4,100
36,400
24,500
19,600
9,750
8,400
7,050
6,750
5,350
(B) Reimbursement of expenses incurred on tea/coffee/cold drink/snacks etc. (i) It has also been
decided to revise the ceiling on reimbursement of expenses incurred on tea, coffee, cold-drinks,
snacks etc. as under: Grade
officers
of
Managers
of
Divisions
at
branches, Lead Bank Officers,
District Co-ordinators and Rural
Development
Managers,
Relationship Managers (Rs.)
417
Branch Managers (Rs.)
I
Existing
(Rs.)
Revised (Rs.)
p.a.
II
Existing
(Rs.)
Revised (Rs.)
p.a.
TEGS-VI
NA
NA
NA
4,550
SMGS V
SMGS IV
MMGS III
MMGS II
JMGS I
3,000
2,900
2,400
2,400
1,800
3,500
3,000
2,500
2,000
1,500
3,250
3,100
2,600
2,600
2,000
4,000
3,500
3,000
2,500
1,600
(ii) The discretion provided to CGM to permit reimbursement of expenses incurred on tea, coffee,
snacks, cold drinks etc. by officials in BPR initiatives etc. as under: Existing (Rs.)p.a.
Revised (Rs)p.a.
3000
4000
(III) Further, the ceilings to incur expenditure for the purpose for officers in JMGS I to TEGS VII at
Head Office, Zonal Offices and other establishments may also be revised as under: Category of officers
Existing (Rs.)p.a.
Revised (Rs)p.a.
TEGS-VII
SMGS VI
SMGS V
MMGS IV
MMGS III
MMGS II
JMGS I
4,800
3,600
3,000
2,400
NIL
NIL
NIL
6,000
4,500
3,700
3,000
2,400
1,800
1,200
4. Those officers who have claimed reimbursement of entertainment expenses as well as

expenses on tea/coffee/cold drinks/snacks etc. in FY2009-10 at the then prevailing rates, will be
entitled to claim the differential amount within FY 2009-10.
5. Overall annual eligibility of an officer will be considered pro-rata based on their period of
assignments other than officers retiring on superannuation where ceiling for the whole year will be
payable irrespective of date of retirement.
6. It may be noted that reimbursement of entertainment expenses are not taxable if they are
incurred for wholly and exclusively for the performance/discharge of official duties supported by
bills/cash memos. During the Financial Year 2009-10 the employees of the Bank have claimed
such reimbursement on certificate basis, which are taxable in the hands of the employees as per
Income Tax Rules. The Bank will bear the same for the Financial Year 2009-2010 only, therefore, it
has been decided that all the employees of the Bank who are claiming reimbursement of
entertainment expenses on production of certificate are advised to produce bill / cash memo to
claim reimbursement of entertainment expenses from financial year 2010- 2011 (i.e. Assessment
Year 2011-12).
7. Officers will not be eligible for any other reimbursement of entertainment expenses except as
mentioned above from the Financial Year 2009-2010 and all other terms and conditions regarding
reimbursement of entertainment expenses will remain unchanged.
(Circular No. PER/101/09-10 DATED 20 March 2010 and Circular No.PER/ 62 /2006-2007 dated
October 30, 2006)
418
At present, the officers in our Bank, depending upon their grades/scales and positions,
are being reimbursed with the personal entertainment expenses incurred on entertaining
customers upto the specified ceilings as under:-
In respect of the ceilings fixed for Branch Managers, the above entertainment quota shall
be available to the eligible officers on pro rata basis only for the period they hold the
position of Branch Manager.
Further, the officials under the initiatives of the Business Process Re-engineering as
mentioned hereunder, which is designed to focus not only on the retention of the existing
customers but also to grow business through relationship by up selling/cross selling of
various Bank's Products:
Relationship Manager (ME) Scale MMGS-III and SMGSIV

Relationship Manager (Per. Bkg.) JMGS-I and MMGS-II
AGM (SECC)/Marketing Officer in SECC Scale III
AGM (RACPC)
AGM, OSF (Home Loan)/Sr. Mkg. Executives Scale I/II
Marketing Manager (MPSF) Scale III/Sr. Mkg. Executive Scale I/II.
These officials have to frequently interact with the customers, for marketing,
designing various products, Cross Selling, pre-sanction survey, appraisal and
documentation. In nutshell, the work profile of these officers is very much similar to
Branch Managers.
The officials mentioned in Point No. (i) to (vi) above under Business Process Reengineering initiatives as well as heads of other Central Processing Cells, like
Pension Cells, Cash Administration Cell (CAC) etc. (who have also to deal with
authorities like AG Office, Police, District Administration etc. in addition to the
customers) are also eligible for reimbursement of entertainment expenses at the
same level as is the entitlement of the Branch Manager of their grade/scales.
(Circular No. PER/64/2005-2006 dated December 02, 2005 ,Per/74/2003-2004 dated 28.01.2004
and Per/24/2005-2006 dated 03.08.2005).
Officers in JMGS-I posted as LBO/Distt. Co-ordinator/FO/Acctt./cash officer in a branch where no
F.O. posted/all confirmed officers/confirmed specialist officers are eligible for this facility.
(CIRCULAR NO. PER/113/98-99 DATED 12.3.99 AND PER/3/2001-02 DATED 19.4.2001 AND
PER/113/2001-2002, PER/24/2005-06 DATED 3.8.2005)
The facility of reimbursement of entertainment expenses as available to JMGS-I Officers posted as
F.O./Acctt. be also extended to such of those officers who have completed the assignments of
BM/FO/ACTT. And specialist officers whose seniority is equivalent the officers in JMGS-I posted as
above.
The facility of entertainment allowance may be extended to all confirmed officers in JMGS-I.
(PER/113/2001-2002 DATED 19.3.2002).
REIMBURSEMENT OF ENTERTAINMENT EXPENSES ON CERTIFICATE BASIS
Such expenses can be reimbursed to eligible officers on certificate basis in which case 100%
amount would be taxable. The officer willing to claim the same on production of bills may
continue to do so by submitting the details as prescribed by the vide H.O. Circular No.
Per/92/2003-2004 dated 11.3.2004.
419

Index Page
CATEGORISATION
The norms of categorisation of branches, are under:CATEGORY
AVERAGE AGGREGATE
DEPOSITS & ADVANCES
DURING THE LAST TWO
YEARS
Small Branches
Below Rs. 2 crores
Medium/Main Branches
at State/District
Capitals
Rs. 2 crores and above

but below Rs. 15 crores
Large Branches

but below Rs. 50 cores
Very Large Branches
Rs. 50 cores and above

but below Rs. 150 crores
Exceptionally Large
Branches
INCUMBENCY
Scale -I
Scale-II
Scale-III
Scale-IV
Scale-V
Further, the divisions are created/categorised on the basis of same business norms as that
applicable.
CATEGORISATION OF POSTS:
In terms of Regulation 6(1) of SBBJ (Officers) Service Regulation 1979, the Competent Authority
has approved the categorisation on the basis of extant guidelines, position of officers in MMGS-II
and upto TEGS VI. The details are given in H.O. Circular No.
(CIRCULAR NO. PER/ 61 / 2007 - 2008 DECEMBER 07, 2007)
ENTRUSTEMENT OF DUTIES TO OFFICERS AT BRANCHES
In terms of H.O. CIRCULAR LETTER NO. P/PCR/01/2002-2003 dated May 22 ,2002 it has been
advised to refer to Booklet on Divisionalisation - 1985 and the instructions regarding
Divisionalisation as laid down in the Book of Instructions ( Amended upto 31.3.1999) and clarified
as under:-
420
At certain Divisionalised Branches, the instructions regarding entrustment of duties to officers

working thereat are not meticulously followed and the other officers are entrusted with the duties
of a Segmental Manager which is not a categorised post at that branch resulting in unauthorised
use of delegation of power.
In view of the above, it is reiterated that in a divisionalised branch, all types of overdrafts/demand
loans/term loans etc., be handled by the respective Divisions to the extent of discretionary
powers allocated, in terms of the extant Delegation of Powers and the rest of the business of other
departments should be the direct responsibility of the Branch Manager including positions
withheld, for some Divisions.
It is also clarified that no powers for entrusting the duties of a segment which is not created at a
Branch to other officers are vested with Branch Manager/Controlling Authorities/Dy. General
Manager of the Zone as the various positions at branches are categorised based on certain
parameters with the prior approval of following authorities :i/
ii/
iii/
Posts in JMGS -I , MMGS-II & MMGS-III

Posts in SMGS-IV
Posts in SMGS-V, TEGS-VI & TEGS-VII

Managing Director
Executive Committee
Index Page
NEW ANNUAL PERFORMANCE APPRAISAL REPORT (AARF)
AND KEY RESPONSIBILITY AREAS
GUIDELINES FOR FILLINGTHE ANNUAL APPRAISAL REPORT FORM (AARF)
In terms of H.O. Circular No.PER/97/2003-04 dated the 27th March 2004 Bank has inter alia,
introduced New Appraisal System in our Bank w.e.f. 1st April, 2004 for the reporting period 31st
March, 2004 and onwards.
In this context, necessity has been felt for consolidation of some sort of guidance for proper
compilation of the AAR Forms. Accordingly, Bank has evolved guidelines for compiling the
captioned forms. The Reporting Authorities may refer the same before filling up the Annual
Performance Appraisal Report.
The new annual performance appraisal and report form (AARF) will provide essential inputs for
assessing the performance of an officer which in turn will be useful for further advancement in the
career of the officer. Therefore, it is important that the officer reported upon, the Reporting
Authority and the Reviewing Authority should show their high sense of responsibility for filling the
forms.
The Reporting Authority should realise the importance of human resources and AARF should
be used as a tool for human resources development. This is not meant to be a faultfinding
process but a developmental one, so that an officer must realise his/her true potential. The
various columns in the format should be filled with due care and attention and after devoting
adequate time. It is expected that the Reporting Authority and the Reviewing Authority should
report any shortcomings in performance, attitudes or overall personality of the officer reported
upon. Although the performance appraisal is a year-end exercise the Reporting Authority / the
Reviewing Authority and the officers reported upon should meet during the course of the year at
regular intervals to review the performance and to take necessary steps for the improvement.
The Reporting Authority should in the beginning of the year set quantitative / physical / financial
targets in consultation with each of the officers who is required to report to him. In the case of
421
officers having budgetary assignments, the settled budget will be the target. In regard to other
officers, quantification of responsibility in terms of the identified Key Responsibility Areas (KRAs)
may be done by the Reporting Authority with the officer concerned. The role and responsibilities
of each officer are well defined and are well known to the Reporting Authority and the officer
reported upon. The target/goals/action plan based on KRAs should be set at the beginning of the
year to be reported on. While fixing the targets, priority should be assigned item-wise, taking into
consideration the nature and the area of work and any special features that may be specific to
the nature and the area of the work of the officer to be reported upon. In the case of officer
taking up a new assignment in the course of reporting year, he/she will take over the targets set
for the officer whom he is replacing. However, while reporting on such officer it will be important
to take into consideration his/her performance in the assignment in which he has spent maximum
period.
Index Page
FORM- I - ANNUAL APPRAISAL REPORT This form contains basic data of appraisee i.e. the officer on whom the report is compiled in
terms of assignments held and other information. Care should be taken to fill all the columns in
the form. It is advisable that the appraisee should fill this form.
FORM -II - SELF-APPRAISAL
Self-appraisal is an opportunity provided to the officer to openly express

his/her
performance during the period under review. It will be necessary to ensure that the forms
are provided to all officers well in time to compile the report as on 31st March every year.
Appraisee officer is expected to be frank and objective in making his/her own appraisal.
In case space for writing comments is not sufficient, extra sheet(s) may be used.
It is necessary to ensure that sufficient opportunity is given to Appraise. This form serves as
an additional source of information to Appraisor. If Appraisee officer does not submit the
completed Self-appraisal form to the specified Reporting Authority within a month from
the due date of the report, the Reporting Authority will proceed to record the Report
without waiting for Self-Appraisal.
Item 1- Highlight of my performance Business performance / Performance under KRAs

Officers should highlight their performance based on their assignments -budgetary and nonbudgetary. Performance under KRAs (i.e. role and responsibilities) by the officer having nonbudgetary assignments (e.g. officers working at HO/ZOs and officers other than Branch Manager
/ Managers of Divisions at Branches etc.) should be highlighted based on 'role and
responsibilities' outlined in the AAR Form-III A under "KRAs particulars".
House-keeping Apart from highlighting positions of balancing of accounts, it must include positions of IBIT entries,
dispatch of IBR/IBD/AGCL/ABSOT schedules, maintenance of files/data/records, up-keeping of
premises etc.
Branch Inspection & Audit Report / System Audit Officer should highlight his/her contribution towards improvement of rating of the
branch/department and any special steps taken for rectifying the irregularities and bringing the
422
branch to a state of normal efficiency or any other matter related to audit the officer wish to
highlight.
Index Page
Any other area
Officer should highlight his performance in the area which are not covered under the above.
(b) Item 2 - Areas where I feel I have not achieved Officer should write the areas where he feels, he could not achieve. These include branch
business, industrial relations, controlling of overheads etc.
(c) Item 3 - Constraints faced
Officer should point out the constraints, if any, faced in performing his duties as assigned.
(d) Item 4 - What according to me would enable me to perform better
Officer should mention the kind of support he needs from the Management e.g. infrastructure,
staff, training etc.
(e) Item 5 - Special tasks and achievements outside the Bank
Officer should highlight his achievements outside the Bank i.e. organising blood donation camp,
any literary, sports or academic awards etc. or any other tasks which reflects officer's creativity /
innovation.
FORM III & III-A AARF-III is applicable only in respect of officers having budgetary and operational responsibility
such as Dy. General Manager (Zones), Assistant General Managers (Regions), Branch Managers,
Managers of Divisions etc., while AARF III-A is applicable in respect of all other officers working in
Branches as well as a Administrative Offices who do not have direct budgetary responsibility.
FORM III - PART-A - BUSINESS PERFORMANCE Details should be filled as per instructions given below A- Data-based particulars DEPOSITS Average Aggregate Deposits
Personal Banking Deposits
C&I Deposits
Agricultural Deposits
SIB Deposits
Guidelines for filling up By averaging 12 months figures of 'P' Form.
423
Figures under deposits for 'P', 'C&I', 'Agri.' & 'SIB' Divisions to be filled in respect of Divisional
Managers 'P', 'C&I', 'Agri.'& 'SIB' Divisions.
ADVANCES Average Aggregate Advances
C&I Advances
SIB Advances
Agricultural Advances
Personal Banking Advances
Guidelines for filling up
By averaging 12 months figures of 'P' Form.

Figures under Advances for 'C&I', 'P', 'Agri.' & 'SIB' Divisions to be filled in respect of Divisional
Managers of 'C&I', 'P', 'Agri. '& 'SIB' Divisions.
BUSINESS INFORMATION Income from Miscellanious Business (Total of Discount, Exchange and Commission)
Guidelines for Filling up Total of all income should be filled up in the relevant columns.
INTERNATIONAL BANKING Sales.
Purchases.
Guidelines for Filling up Foreign Exchange turnover under sales and purchases should be filled up.
NET WORKING RESULT - PROFIT/LOSS Guidelines for Filling up Gross Profit / Loss figures to be reported here.
QUALITY OF LOANS & ADVANCES Assets (SA/SSA/DA/LA) Guidelines for Filling up Only percentage to total advance be reported under each asset.
AGRICULTURAL ADVANCES RECOVERY Guidelines for Filling up Recovery under Agricultural advances to be reported under Item(ii), wherever it is applicable.
424
Index Page
NOTE The performance will have to be judged with reference to the tenure of the appraisee in that
assignment, favorable and unfavorable aspects of environment, factors, affecting the work
environment (captive or project area branch, rural or metro branch, adequate infrastructure
etc.), budgeted goal etc. The Reporting Authority will have to maintain
highest sense of
objectivity while interpreting data based performance.
The Reporting Authority must give appropriate comments under the 'comments' on the variance
due to. The overall performance will have to be judged on the basis of the actual performance in
the light of the reasons for the variance and be done on 4-point scale i.e. Excellent, Good, Above
Average and Poor.
Finally the rating will be converted to marks as follows Excellent
Good
Above Average
Poor
- 31-40
- 21-30
- 11-20
- 10 & below
Index Page
FORM III - PART-B : QUALITATIVE ASPECTS This Form should be filled by adopting the following rating alternatives by the Reporting Authority.
Reporting Authority may use his own words or expression to comment on the performance of the
appraisee. However, the overall assessment of the performance will be done on 4-point scale as
under :AREA
PERFORMANCE
1. House-keeping.
OF
COMMENTS
Always up-to-date / slightly in arrears but always within
control/not up-to-date / in mess.
2. Inspection & Audit

a)
For
Branch
Managers
&
Managers
of
Division- Previous
- Present
Efficiently Run, Well Run, Rating, Fairly Well Run, Satisfactory

Run or the ratings given based on new system of Audit
Ratings.
b)
For
RMs/DGMs/GM(O)s -1No.
of
Branches
upgraded
2-No. of Branches
Downgraded.
Here No. to be given out of total branch audited during the

reporting period. Only figures to.be reported. Any adverse
feature should be commented upon.
No. of Branches
maintained.
425
3. Customer Service
(Including disposal of
complaints etc
4. Submission of returns
and
quality
of
correspondence
Excellent/Good/Above
Average/Poor./Complaints
are
attended to promptly and efficiently/ remarkably well / not
much attention is paid.
Prompt / usually
delayed / many and returns not
submitted/inaccuracies observed.
Correspondence of very high order & prompt/ Has clarity in
expression and precise/ Vague & Lacks power of expression /
Every time to be reminded.
5.
Appraisal,
Supervision and follow
up of Credit
Capable of making comprehensive and meaningful

appraisal,supervision & follow-up/ Satisfactory but require
more knowledge & guidance / A poor appraiser but effective
in follow-up of credit / Lack initiatives.
6. Industrial Relations.
Harmonious and implements personnel & industrial relations

policies effectively / cordial and implements personnel &
industrial
relations
policies
satisfactorily/
satisfactorily but leans heavily on Controlling Authority for
support / tends to maintain relations by compromising the laid
down norms and policies/ strained and lacks initiatives to solve
problems.
7. Appreciable work
done in Rajbhasha
Correspondences in Rajbhasha made with Government

Departments/ Institutions/ Customers etc. should be
commented. Also any remarkable work done in Rajbhasha
may be reported.
8. Attitude towards To be commented wherever applicable. Most of the branches

SC/STs/weaker Section are having target to finance under
priority sector for these
of Society (applicable categories.
in case of officers
dealing
with
the
development
and
protection
of
SCs/STs/Weaker
Sections of Society).
# For the purpose of audit rating, the period commencing from two months after the take over
and up to two months after handing over will be taken into account in normal circumstances.
However, the Reporting Authority may take into account special circumstances, if any. Apart
from highlighting the actual accountability of the officer reported upon, extenuating
circumstances leading to the nature of irregularities pointed out in the report should be stated.
Besides mentioning the final rating in the inspection / audit reports, special steps taken by the
officer concerned for rectifying the irregularities and bringing the branch to a state of normal
efficiency should also be commented upon.
Index Page
It will be observed that the qualitative aspects for evaluating various roles are same. While
evaluating the performance for different roles, it will be necessary to keep in mind the role
dimensions of the officer reported upon. For this purpose Key Responsibility Areas of various roles
circularised should be taken into consideration. The KRAs would help bring in sharp focus various
dimensions of the role. Wherever a particular aspect is not applicable, suitable note may be
made.
426
The overall assessment of the performance will be done on 4-point scale :Excellent
- 16-20
Good
- 11-15
Above Average
- 06-10
Poor
- 05 & below
Index Page
FORM III - A PART-A : KEY RESPONSIBILITY AREAS (KRAs) The role and responsibilities (KRAs) of officers have already been circularised. In this context, it is
necessary to bear in mind that KRAs are not necessarily static. These have been broadly defined
to assist qualitative appraisal by the Reporting Authority every year on the individual appraisee. It
shall be the responsibility of the Reporting Authority, therefore, to critically review KRAs and
maintain dialogue with the appraisee both for guiding him and monitoring his performance under
laid down KRA norms. The revision of KRAs can be done for specific roles from time to time only at
the Head Office level. The recommendations could be furnished to the Organisational Planning
Department at the Head Office, in respect of variations required in KRAs to suit the changing
business environment and the changes incumbent in responsibility dimensions. The Reporting
Authority should bear in mind always that the Organisation looks to Branches as the main
outlet/points of delivery of banking services and business development making "customer
orientation" the principal focus of service and business strategies. The Bank has to conduct and
maintain the competitive edge. The Reporting Authority should therefore, have a full grasp of the
Bank's commitments and the various corporate concerns so that the subordinates can be
properly guided and appraised in their performance. The Reporting Authority should also have
clear perception of skill-dimensions required for various roles in the Bank, because the Reporting
Authority should be able to comment meaningfully on appropriateness of placements,
identification of potential and skilful management of available resources.
- 31-40
Good
- 21-30
Above Average
- 11-20
Poor
- 10 & below
Index Page
FORM III - A PART-B : QUALITATIVE ASPECTS This Form should be filled by adopting the following rating alternatives by the Reporting Authority.
Reporting Authority may use his own words or expression to comment on performance of the
appraisee. However, the overall assessment of the performance will be done on 4-point scale as
under :-
427
AREAS OF PERFORMANCE
1House-keeping
(Maintenance of data, files,
records etc.)
2. Quality of correspondence.
COMMENTS Systematic/ Less systematic /Haphazard/ Poor

Of very high order and prompt / Has clarity in expression
and precise / Vague & lacks power of expressions / Every
time to be reminded / Poor quality.
3- Follow-up of various actions

initiated.
4. Compilation of data and
information
Prompt / Within stipulated period/ .Lack initiatives / Poor

response.
Excellent analytical ability / Good analytical ability /
Satisfactory / Poor.
5. Support to the Reporting

Authority/Controller.
Excellent support / Good support/ Satisfactory / Poor.
6.
Any
other
significant
performance- Give specific
comments of the quality of
performance
7. Appreciable work done in
Rajasthan
Comments with supporting data should be furnished.
8.
Attitude
towards
SCs/STs/Weaker Sections of
Society. (Applicable in case
of officers dealing with the
development and protection
of SCs/STs/Weaker Sections of
society
To be commented wherever applicable. Most of the

branches
are having target to finance under priority
sector for these categories.
Correspondences in Rajbhasha made with Government

Departments / Institutions / Customers etc., should be
commented. Also any remarkable work done in Rajbhasha
may be reported.
Good
Above Average
Poor
- 16-20
- 11-15
- 06-10
- 05 & below
FORM IV PART-A : ATTRIBUTES BASED APPRAISAL

This Form should be filled by adopting the following rating alternatives by the Reporting Authority.
Reporting Authority may use his own words or expression to comment on performance of the
appraisee. Refer to the write-up on various attributes enclosed with the Form-IV. However the
overall assessment of the performance will be done on 4-point scale as under:AREAS OF PERFORMANCE
COMMENTS 1- Knowledge of work, procedures and Excellent/Good/Above Average / Poor
regulations.
2. Control and Supervision
Effective
in
control
and
supervision/
Satisfactory performance in control &
supervision / Less inclined to shoulder
responsibility and to increase staff productivity
/ Lacks initiative.
3. Decision making
Takes decision effectively and within his
428
4. Diligence- (Motivation, task involvement

and focus on goals)
5. Sincerity, honesty and integrity.

6- Understanding and awareness of
environment.
7. Sociability, Public Relations and Image
Building
8- Marketing Ability.
9- Ability to appraise business
10. Ability to appraise and develop juniors.
financial powers/ Lack confidence in decision

making/
Passes buck / Poor in
decision
making.
Very enthusiastic and committed to achieve
organizational goals /Conservative in taking
challenging
for achievement / Lack
initiative towards realization of goals / Poor in
approach.
Sincere, unbiased & of high integrity / Biased
& irresponsible. (If, integrity is doubtful - it
should be reported separately).
Excellent/Good/Satisfactory/Poor.
Social, possesses excellent public Relations
and Image building skills / Maintain good
relationship with public / Confined to his/her
area of work/ Poor in public relationships.
Excellent business contacts and marketing
skills/ Good in marketing Bank's scheme / Lack
in
endeavour
towards
effective
of
business/Poor
in
marketing
marketing skills.
Excellent understanding of business trends.
Competition, corporate goals & policies /
Good understanding of business and
corporate policies/ Routine work oriented/
Poor appraiser of business trends.
Excellent motivator, trainer and delegator/ A
good motivator but lack ability to train and
delegate to juniors / Confined to his/her
work/Poor motivator.
Index Page
Good
Above Average
Poor
- 16-20
- 11-15
- 06-10
05 & below
FORM IV - PART-B : GENERAL COMMENTS The Reporting Authority should give views on the strengths and weaknesses of the appraisee. The
general comments under this head should help the management to take decisions regarding
necessary training to the appraisee, his career path and his suitability for posting in various
positions and so three areas have been defined i.e., Strength, Potential, and Suitability for
promotion.
* Strength - Here officer's strength should be judged based on his skills, attributes and
competency, which again differs from JMGS level to TEGS level.
*
Potential - Potential should be judged on functional competency, managerial
competency and behavioral competency.
429
*
Suitability for promotion - Apart from commenting on suitability for higher position,
comment may be given on general health of the officer. Any disciplinary or vigilance
action initiated / contemplated / pending during the year should be mentioned.
Good
Above Average
Poor
- 16-20
- 11-15
- 06-10
- 05 & below
FORM IV - A - PART -A : ATTRIBUTES BASED APPRAISAL This Form should be filled by comparing the following suggested extreme rating by the Reporting
Authority. Reporting Authority may use his own words or expression to comment on performance
of the appraisee. Refer to the writeup on various attributes enclosed with the Form IV-A.
However, the overall assessment of the performance will be done on 4-point scale as under:Index Page
(A)
ATTRIBUTES
BASED
APPRAISAL 1. Quality of work output.
2.
Conceptual
skills(creativity, analytical and
diagnostic ability, etc.,
3. Decision making skills.
4. Managerial skills.
5. Inter-personal skills and

leadership qualities.
6.
Marketing,
development
appraising skills.
business
and
7. Sincerity, honesty and

integrity.
8.
Sociability,
Public
Relations
and
image
COMMENTS Excellent job knowledge, due diligence, achieved business targets,

audit rating improved, house-keeping up-to-date, excellent
customer service/public relations and improved overall cost
effectiveness.
Excellent knowledge in Credit / Foreign Exchange / Treasury /
Personnel Administration, etc. Possesses excellent analytical skills,
makes clear and realistic recommendations to superiors on the
basis of comprehensive analysis of problems.
Takes decisions considering all pros and cons/takes decision on
matters within his competence/has the habit of making reference
on matters within his discretion/is able to take independent
decisions/enquires guidance.
Resourcefulness in handling unforeseen situations, developing
new area of business and activities. Ensure affective use
of staff resources through work organization, appropriate
placements. Open to change, appreciate problems of change,
willing to take reasonable risks. Initiate change process with
involvement and detailed planning and organizations.
Get tasks achieved in collaborative way, extends support/help to
colleagues. Believe in and practices inter dependence. Set
examples and takes responsibilities. Promote team spirit.
Has ability to scan environment to appraise business proposals and
take fair banking risks, readiness to and zeal to attract acceptable
business to distinguish between fair and unfair business risks and
quality of advances. Has capacity to define targets, objectives of
business to assess competitions, competitor strategies, to
anticipate changes and to adopt specific effective methods of
marketing.
Sincere, unbiased and of high integrity (If, integrity is doubtful -it
should be reported separately).
Social, possesses excellent public Relations and image building
skills.
430
building.
9. Emotional stability and
ability to manage stress.
10.
Contribution
to
corporate policies/thinking
Not easily upset over problems/issues, able to remain calm and

dispassionately approach/evaluate problems, welcomes and
withstands critical evaluation of his views/performance by
colleagues and seniors. Capacity to cope with and withstand
internal and external pressures causing stress.
Highlight ability to appreciate organisational goals / corporate
policies and initiative taken in translating them into action.
Index Page
Good
Above Average
Poor
- 16-20
- 11-15
- 06-10
- 05 & below
FORM IV - A - PART-B : GENERAL COMMENTS Same as mentioned in Part 'B' of Form No. IV.
FORM V - ANNUAL APPRAISAL REPORT
Over all rating converted into marks awarded by the Reporting Authority are consolidated to be
reviewed by the Reviewing Authority, with their comments, if any.
( Circular Letter No.P/PRP/01/2004-2005 dated 24.4. 2004)
KEY RESPONSIBILITY AREAS (KRAs)
In terms of H.O. Circular No. Per/97/2003-2004 dated the 27th March, 2004 Bank has inter alia,
advised introduction of the New Performance Appraisal System in our Bank w.e.f. 1st April, 2004
for the reporting period ended 31st March, 2004 and onwards.
In this connection, various roles and relevant Key Responsibility Areas (KRAs) are enumerated
herein below as guiding factor for compiling performance based appraisal of different officers
not having budgeted responsibilities and are posted at Branches, Regional / Zonal Offices and
Head Office.
Role and responsibilities (KRAs) outlined below are illustrative and all the KRAs may not be
applicable on all the officers working in that particular department. The role and responsibilities of
each officer are well defined and known to the Reporting Authority as well as the officer reported
upon. Therefore, the Reporting Authority should compile the appraisal report of such officials on
the basis of the target / goals / action plan set at the beginning of the year based upon such
KRAs and achievement of potential thereof.
Department / positions whose KRAs not find place in the under mentioned list may refer to
Organisation Planning Department at Head Office and get their KRAs worked out with the
approval of their Controlling Authorities.
Index Page
431
BRANCH LEVEL ROLES 1- MANAGER / DY. MANAGER / ASSTT. MANAGER (ACCOUNTS) A- MAN MANAGEMENT RELATED AREAS 1.
Administration, Deployment of staff & Development.
2.
Implementation of Personnel Policy / HRD System.
3.
Oversee divisions administration and provide support to other Managers of Divisions /

Branch Manager and staff working under him including Cash Department for smooth
and efficient functioning of the Branch / Division.
4.
Role linkages with functionally related role - occupants.
5.
Allocation of duties amongst the staff in Cash Department.
6.
Control and supervision of Cash Department staff for day-to-day work / functions.
7. Support provided in improving efficiency in staff.

B- MAINTENANCE RELATED AREAS 1.
House keeping and adherence to the laid down system(s) for free and timely flow of
information inter se divisions the branch and Regional / Zonal Office.
2.
Follow-up and proper implementation of systems and procedures including relating

to control of branch documents, observation of security arrangements.
3.
Control costs and improve income and profitability by Controlling income leakages.
4.
Up keep and maintenance of branch books /premises/ system / furniture / fixture

and security arrangements.
5.
Follow up of Inspection and Audit Reports, and various other audit reports.
6.
Follow up of funds related accounts.
7.
Maintenance of low cash balance.
8.
Compile and collate the periodical returns /statements.
9.
Exercise of delegated authority.
Index Page
C- CUSTOMER SERVICE RELATED AREAS 1. Redressal of complaints.
2. Improving customer service.
Index Page
D- CURRENT CORPORATE CONCERN RELATED AREAS -
432
1.
2.
Cost control and improvement in productivity.

Expeditious disposal of sundry / suspense account entries / IBIT / IBR / IBD / AGCL
unreconciled entries.
E- RBI / GOVERNMENT RELATED AREAS 1.

2.
3.
Index Page
Remitting
soiled currency to RBI for avoiding congesting of
currency chest.
Facility extended to public under note refund rules.
Control and supervision of submission of periodical returns to RBI /
Government.
F- BUSINESS / MARKETING RELATED AREAS 1.

2.
3.
Contribution made in development of branch deposits.

Formulation and implementation of strategies for budgeted deposit goals.
Steps taken to improve the quality of business and support extended to branch
functionaries.
Index Page
2- MANAGER / DY. MANAGER / ASSTT. MANAGER (ADVANCES) A- BUSINESS / MARKETING RELATED AREAS a.
Market survey and identification of potential growth areas.
b.
Contribution to achievement of Divisional / Branch Business goals / sub goals.
c.
Appraisal / Documentation / Insurance /Inspection/ Follow-up / recovery / timely

renewal of advances / follow-up / non-performing assets, as applicable.
d.
Steps taken in Recovery of overdues / NPAs / AUC Advance Accounts.
B- MAN MANAGEMENT AND RELATED AREAS 1.
2.
Training and developing the staff posted under him.

Providing effective linkages with the functionally connected role occupants.
C- MAINTENANCE FUNCTION RELATED AREAS 1.
House-keeping.
2.
Income and profitability.
3.
Proper conduct / supervision and follow-up of advances / non-performing assets

and promptness in submission of returns.
Lodging claims in respect of eligible accounts and obtaining refinance in respect of
eligible accounts.
4.
5.
Follow-up of inspection and audit reports and various other audit reports.
433
D- CUSTOMER SERVICE / PUBLIC RELATIONS RELATED AREAS 1. Liaison with related Govt. functionary / agencies and functionally related role
occupants and awareness of related Govt. policies to enhance Bank's image.
Index Page
E- CORPORATE CONCERNS RELATED AREAS 1. Cost control and improvement in productivity. NPA Management.
3- DESK OFFICERS / PASSING OFFICERS AT BRANCH A- BUSINESS / MARKETING RELATED AREAS a) Marketing orientation and contribution to branch business.
b) Contribution to improve the overall performance of the branch.
c) Responsiveness to the timely completion and accuracy of the assigned tasks.
B- MAN MANAGEMENT RELATED AREAS 1.
2.
3.
4.
Industrial relations.
Development of subordinates.
Inter role linkages.
Control and supervison.
C- MAINTENANCE FUNCTION RELATED AREAS 1.

2.
3.
4.
Promptness in disposal.
Quality of correspondence.
Accuracy and timely balancing of books, submission of returns etc.
Follow up of inspection and audit reports and various other audit reports.
D- CUSTOMER SERVICE RELATED AREAS a)

b)
c)
d)
e)
Redressing of customer grievances and preventing occurrence of complaints.

Completion and submission of Statement of Accounts/ Pass Books etc. in time.
Prompt Remittances.
Promptness in disposal of Inward Mail.
E- PUBLIC RELATIONS RELATED AREAS
Liaison with the work related agencies / persons.
F- CURRENT CORPORATE CONCERNS & RELATED AREAS a)
Awareness of corporate/ Branch Concerns/ Bank's Policy/ Schemes/ Guidelines /

Competitive environment.
4- CONCURRENT AUDITORS A- MAINTENANCE FUNCTIONS RELATED AREAS
Scrutiny of balancing positions, general house-keeping, monitoring disposal of

reconciliation memos (IBR/IBD/ABSOT/AGCL etc.)
Scrutiny of vouchers.
434
Scrutiny of day-to-day branch transactions.

Guidance to Branch functionaries on disposal of various other audit reports.
5.Issuance of audit notes on unsatisfactory features
and their follow-up.
Ensuring that the branch operations are conducted in desirable manner and in the
interest of the Bank.
B- CUSTOMER SERVICE RELATED AREAS
Ongoing scrutiny and review of customer service at the branch.

Monitoring implementation of various recommendations accepted by the Bank on
customer service.
Monitoring time taken for putting through various types of transactions.
Index Page
C- CREDIT MANAGEMENT RELATED AREAS
Scrutiny of advances accounts, documents & conduct.

Examination of position relating to inspections insurance, review and renewal of
advances, submission of DICGS/ECGC claims.
Issuance of audit notes on unsatisfactory features
Index Page
D- PROFITABILITY RELATED AREAS
Conduct of all income-audit tasks (E.g. Verification of interest receivable /

payable, service charges, ancillary income etc.)
Periodical checking of income accounts, registers etc.
Periodical checking of Foreign Exchange transactions and Exchange Rates.
Monitoring cost effectiveness and productivity.
Issuance of audit notes on unsatisfactory features
ZONAL OFFICE LEVEL ROLES

Index Page
1-
ADMINISTRATIVE SECRETARY TO DEPUTY GENERAL MANAGER 1.

2.
3.
4.
5.
2-
Quality of secretarial support extended to Deputy General Manager.

Efficacy in maintaining liaison with Government Departments and outside agencies.
Handling of work relating to the branches under the control of Deputy General
Manager.
Administrative control over Secretariat.
Maintenance of effective linkages with functionally connected role occupants.
ADMINISTRATIVE OFFICER (ADVANCES)
The extent of quality and support provided to the Regional Manager / Asstt.
General Manager - assisting Regional Manager /Asstt. General Manager in
performing development and maintenance functions as well as control functions
relating to advances.
Skills in processing advance proposals.
435
Promptness in processing advances proposals.

Exercise of delegated authority.
Efforts made to improve the quality and follow-up of advances.
Follow-up and disposal of Inspection and Audit Reports and various other audit
reports.
Analysis of PB & AUC Accounts and Institution of Recovery Processes.
Analysis and review of performance of branches in advances against budgeted
levels and implementation of corrective action plans.
Attention to high value proposals and maintenance of information system for
credit portfolio of the region.
Manpower development and skills enrichment in credit management areas.
3- ADMINISTRATIVE OFFICER (GENERAL BANKING)

Index Page
The extent and quality of support provided to the Regional Manager / Asstt.
General Manager.
Control and supervision over periodical returns from branches.
House-keeping functions at branches & monitoring thereof.
Reconciliation of accounts and balancing arrears at branches - keeping track of
progress & follow-up measures.
Assistance to Regional Manager / Asstt. General Manager in processing and
disposal of various audit reports on branches.
Control and follow-up of Remarks sheets to be submitted in prescribed time on
inspection and audit reports on branches.
Maintaining track of problems at branches, identification of support to Regional
Manager /Asstt. General Manager and Branch Managers.
Ensuring conformity at branches of laid down systems and procedures and
measures for preventing frauds.
Arranging timely collection of data/information from branches.
Index Page
4-
PERSONNEL OFFICER 3.
4.
5.
6.
7.
8.
5-
Provision of support in industrial relations management.

Preparation of staff budget, including training budget.
Deployment of staff though coordination with Regions.
Handling process related to promotion, transfer and placement of staff. Manpower
planning and training.
Uniform approach to man-management within the Zone.
Administration of welfare measures and other staff related activities.
DEVELOPMENT MANAGERS (SIB/C&I/P&SB/AGR/IB)
Collection and sharing of current marketing information on the business growth

opportunities of the market segments concerned with the Deputy General
Managers / Asstt. General Managers / Regional Managers, Branch Managers and
allocation of realistic budgetary goals.
Data based business planning and evolution of a series of action programmes, in

consultation with the Asstt. General Manager / Regional Managers/Branch
Managers/ Other Development Officers for accomplishment of budgeted goals.
436
Interpretation of Bank's policy, helping Dy. General Manager / Asstt. General

Manager / Regional Managers to develop effective strategies for their
implementation in the context of environment of the Zone.
Assistance to Deputy General Manager in the review of budgetary performance

of the Zone through informed analysis of 'P' Reports and allied data and suggestion
of options to improve performance.
Helping the Regional Managers in evolving appropriate strategies for improving

the quality of assets held at the branches and the advances portfolio, in general,
through effective and timely action planning for recovery of loans, overdues etc.
Liaison with Government/Public Bodies/Customer groups for maintenance and

development of business and improving Bank's image.
Assistance in areas, such as, market surveys, development of customer profiles,

collection of
market information, conducting customer's meets/ seminars/
workshops, etc. in the market segments concerned.
Assessment of training and development needs of the staff in the market segments
concerned and arranging with Regional Manager / Asstt. General Manager / Dy.
General Manager / Personnel Officer for timely interventions thereof.
6- MANAGER (PLANNING)2. Performing environmental scanning activities at the Zonal Office level.
3. Building up a data bank consisting of operational, economic and social data relevant to
the Bank's business.
4. Preparing Zonal Performance Reports at monthly intervals and arranging for performance
review.
5. Arranging and undertaking special studies in areas of concern/interest for the Zone,
having a bearing on its business performance, profitability, operational efficiency etc.
6. Availability of adequate operating and environmental data regarding the Zone for
preparation of business forecasts.
7. Quality of review of operating results and analysis of data to enable DGM/AGMs/RMs to
take timely action, and for Development Managers to plan strategies for growth and
market penetration /development.
8. Special projects undertaken to study areas of concern.
Index Page
7-
MANAGER (OFFICE ADMINISTRATION)
8-
Extent and the quality of support provided by the Officer to the Deputy General
Manager.
Support provided in improving the efficiency of the staff.
Proper exercise of delegated authority.
Cost control and effectiveness.
Maintaining public relation.
Maintaining cordial relationship with the Staff Unions/ Associations.
Control and supervision of the affairs and expenditure.
MANAGER (DPD) -
437
Framing of charge sheets / imputation of lapses, which are definite and capable of
being proved in the disciplinary proceedings.
Ensuring appointments of POs and IAs, guiding the POs in the effective discharge of his
role.
Monitoring disciplinary cases and enquiry proceedings.
Submission of periodical returns / statements of concerned authorities.
Ensuring submission of tentative decision of Disciplinary Authority in vigilance cases to
Head Office or seeking second stage advice from CVC.
Maintaining role linkages with the functionally related role occupants.
Training and developing staff working under him.
Index Page
9- MANAGER (EDP) 1. Working out mechanisation plan for the Zone, keeping information on all mechanisation
projects, i.e. implemented, under implementation, sanctioned but yet to be started etc.
2. Resource planning and development of trained manpower for manning mechanisation
projects at all levels.
3. Constant dialogue with officer-in-charge mechanisation at Zonal Offices.
4. Maintaining track of problems in Hardware and Software in branches, assisting branches in
solving them, monitoring the process and ensuring maintenance of proper fallback
systems.
5. Monitoring disposal of computer audit reports, preparation of trend-analyses and
identification of core problem areas and development of problem solving strategies.
6. Keeping abreast of latest technological developments.
7. Implementation of appropriate data, security measures and disaster management
procedures.
8. Control and monitoring of outside computer processing agencies, cost effectiveness and
developing plans for alternatives in house processing system.
9. Studying latest technological developments and advising RMs/AGMs/DGMs.
10. Monitoring benefits of mechanisation in terms of improved customer service, up-to-date
house keeping and accuracy scope for diversion of time and manpower resources for
developing additional business.
Index Page
10- MANAGER (OFFICIAL LANGUAGE) Coordination and evolution of strategies for implementation of Government / Bank's policies
relating to Rajbhasha.
1. Monitoring statutory requirements in regard to increased use of Rajbhasha in the Zone.
2. Initiating appropriate steps for popularising the increased use of Rajbhasha.
3. Compilation and submission of related data.
4. Identification of non-Hindi staff and arranging for imparting them institutional training and
training in Hindi typing.
5. Translation of codified instructions / handouts in Hindi.
6. Maintenance of effective linkages with functionally connected role occupants as also
with relevant Government agencies / departments / committees.
7. Popularisation of corporate concerns.
10- MANAGERS (LEAD DISTRICT) 1. Formulation and implementation of District Credit Plan, Annual Action Plan etc.
2. Liaison with State Government Departments and other functionaries.
DCC/Standing Committee Meetings.
3. Coordination with Branch Managers of all the Banks within the District.
438
Convening
4. Coordination with Regional Office / Zonal Office.

5. Implementation of Service Area Plan.
6. Submission of data and providing support regarding progress under various Government
sponsored programmes.
7. Monitoring and disposal of relevant expenditure audit reports.
11- LAW OFFICER Index Page
1. Extent and quality of functional support to Asstt. General Manager / Deputy General
Manager in dealing matters relating to various laws and enactments.
2. Updation of knowledge about legal matters and decisions. Time bound performance of
allotted tasks.
3. Providing support in maintaining industrial relations.
4. Follow-up of court cases and interaction with Bank's Advocates.
5. Furnishing legal opinion on various matters.
6. Apprising Management about legal decisions affecting Banks.
7. Providing support in dealing cases with DRTs and actions initiated under SERFAEST Act
2002.
HEAD OFFICE LEVEL ROLES
Index Page
1- CHIEF MANAGER, ORGANISATIONAL PLANNING DEPTT.
2-
Review the operation of the Scheme of Delegation of Powers.

Review of the span of control of DGMs / AGMs and Regional Managers.
Arrange meeting of the Head Office Management Committee and Coordination
Committee.
Introduction and stablisation of all changes brought about from time to time in the Bank's
structure.
Study and review of the roles in the Bank in terms of inter-role linkages, clarity, aberrations
boundaries etc.
Study of various groups / offices/ branches as part of an integral whole.
Head Office initiate action for appropriate interventions, wherever necessary.
Improving effectiveness of organisational behaviour.
Fostering an open culture and prompting the Bank's value sub.systems, comprising
collaboration, mutuality, trust etc.
Improving knowledge and skills to line managers in understanding human behaviour in the
Organisation.
CHIEF MANAGER, M.D.'S SECRETARIAT
Quality of secretarial support extended to the Managing Director.

Quality of secretarial support extended CMC/Board of Directors.
Efficacy in maintaining liaison with Government Departments and
agencies.
Administrative control over Secretariat.
Maintenance of effective linkages with functionally connected role
occupants.
Holding of meetings, recording of minutes and follow-up of observations
of the meetings of Board of Directors, Executive Committee of the Board of
Directors, Audit Committee of the Board of
Directors, S.G.C. of Board
of Directors, Directors Committee.
Index Page
3- CHIEF MANAGER, HUMAN RESOURCES DEVELOPMENT DEPTT.
439
4-
Identifying the training needs of the personnel at all levels, and finalising the
training plan, in consultation with the planning and operational functionaries
concerned and also the Asstt. General Managers(Training), in accordance with
the guidelines given.
Arranging for the provision of training to match the identified needs, in conjunction
with the staff College and the Asstt. General Manager (Training) of the training
centers.
Conducting and participating in human resources development studies and

interventions initiated by the Head Office. Also initiating and drawing up his own
Plans relevant for example Quality Circles, Team building exercises, etc.
Implementing Human Resources Development Systems. Developing detailed

action plans for effective implementation in the context of zone characteristics /
needs and providing feedback to the management on the efficiency or
otherwise of the system, coupled with suggestions for improvement.
Evolving data based Personnel Plans (e.g. job position, skill inventories, mirror
images etc.) in collaboration with MIS and Personnel Departments.
CHIEF MANAGER, PUBLIC RELATIONS
Assisting and advising the Management in formulating strategies for better

public relations by all the Bank's officers, stance/approach to be taken on
specific issues and review/evaluation to be made of the effectiveness of such
strategies for evoking the desired response from the public.
Building up a repository of information relevant for formulation and

execution of various public relations programs and informing the public about
the bank's schemes/services.
Scanning the environment on a continuous basis for exploitation of emerging
opportunities in order to help the operating managers to defend/promote
existing/new schemes.
Passing on to the planning and operating functionaries, appropriate
information about the existing/new markets which the Public Relations
Manager may come to know of through his contacts.
Functioning as a window for the Bank in the matter of contacting other
Bank/Interest groups associated with the industry/media and professionals for
consideration of activities of common interest.
Managing in-house communications, as to their contents and periodicity, and
maintaining their educational / motivational / cultural values at the optimum
level.
Undertaking image-building activities for the Bank.
Arranging calendars, diaries, gifts, souvenirs & mementos on various occasions
of importance for the Bank.
Index Page
5- CHIEF MANAGER, SYSTEMS AND PROCEDURES DEPTT.
Reviewing the existing accounting systems and procedures in the wake of emerging
technologies and developing alternative models, wherever warranted.
Conducting special studies at branches, Regional Offices / Zonal Offices and Head Office
with regard to work-methods, work-flows, office-layouts etc. in order to rationalise them for
improved efficiency.
440
6-
Reviewing the various forms of registers, systems and procedures and submitting the
recommendations for improvements of the Management Committee / Head Office.
Keeping abreast of information on innovations / advancements in systems and

procedures made by other bank with a view to maintaining the Bank's competitive edge
in the market.
Monitoring the working of new systems and procedures introduced by the department
with a view to stabilizing them.
Reviewing the work organisation at large branches, Zonal Offices/ Head Office for
rationalising system and procedures for eliminating delays, overlaps and redundancies
and also for information and control.
Furnishing the Management with evaluations of systems and procedures for eliminating
delays, overlaps and redundancies and also for information and control.
Building information on systems and procedures followed by other Banks for comparison
with the refinements of Bank's systems and procedures.
Examination of proposals/ provision of specialist advice relating to extension/coverage

range
of
mechanical
aids,
office
layout,
new
office
equipment
at
branches/administrative offices etc, it needs close consultation with Chief Manager CSD)
and Premises at Head Office.
Review of systems of storage, retrieval and planned destruction of records, management

of stationary and suggestions for improvements,
where necessary through close
consultation with Manager (MIS Deptt.) Head Office.
Examination of intra-bank/inter-city and intra-city clearance of instruments with a view to

expediting/improving collection process through removal of delays. It includes
rationalisation of procedures, technological adaptations (speed line, facsimile
transmission), structural responses (service branches) etc.
Study of effectiveness of important systems, like operational systems, communication

systems, information sharing system etc.
Compiling and updating Bank's Book of Instructions for manual and computerised
operations.
CHIEF MANAGER, M.I.S.
Studying the decision-making processes at various levels and determining their precise
information needs.
Developing systems for supplying the various levels of Management with timely and
accurate information, in properly analysed form to aid and improve decision-making.
Identifying the sources- both internal and external of the data that would yield the
necessary information.
Rationalising and streamlining the internal reporting systems as to contents, formats,

frequency, etc.
Keeping abreast of the latest development in the sphere of computer technology, as

relevant to management information system.
441
Acting as one point interface between Data Processing Center and users of MIS Projects.
Devising Annual Action Plans and review them quarterly.
Providing specialist support to other functionaries in their respective areas of work, as

regards information requirements both at Head Office and Zonal Offices.
Index Page
7-
CHIEF MANAGER, OFFICE ADMINISTRATION DEPTT.
Management of deployment of all award staff in the concerned establishments of Head

Office.
Disbursement of salaries and all other payments to employees and effecting recoveries
wherever requirement.
Maintenance of all support services to ensure their smooth operation.
Maintenance of vigil over all costs and overheads to ensure that these are kept at the
irreducible minimum.
Rationalisation improvement / innovation in the areas of work systems and methods for
making payments / providing services at the optimum speed without losing the control
required for prevention of perpetration of frauds, etc.
Administration of staff advances / LFC /Mutual Welfare Schemes.
Remittance of various contributions Provident Fund/ Pension Fund to the appropriate

authorities and arranging for payment of superannuation dues to retiring employees.
Arranging TDS from salary, issuing F-16 and submitting statutory returns to Income Tax
Department.
Arranging for conduct of appropriate post payment audit and appropriate rectification of
irregularities if any.
Undertaking the annual budgetary exercise.
Preparing monthly performance reports, checking variances and plan strategies for
controlling overheads.
Index Page
8-
CHIEF MANAGER (ESTATE) -
Maintenance of records in regard to Bank's property and also hired premises and the expenses
incurred in respect thereof.
Arranging acquisition of flats on lease for residential accommodation and taking action in
respect of notices received from landlords for rent enhancement, release of hired premises etc.
Arranging purchase /supply /replacement disposal /hiring leasing of premises and dead stock
items.
442
Allotment of residential flats to eligible officers accounting for items of furniture fixture gadgets
etc. provided thereat.
Arranging for insurance cover in respect of all properties/assets belonging to the Bank.
Maintenance of Bank's Flats.
Providing supply of FEF items for Head Office Departments.
Index Page
9-
CHIEF MANAGER, STATIONERY DEPARTMENT Projection of stock requirements of stationery for the Bank on the basis of past experience
and estimated demand (indents).
Follow-up action with branches / controlling authorities for timely submission of annual
indents.
Procurement of stationery and its distribution to branches / offices.
Generation of feedback to Management on the utilisation of stationery resources and

recommend improvements for eliminating wastages.
Education of the staff on the need for efficient management of stationery - the
implications of
funds blocked, and their adverse effects on
performance and
profitability.
Devising methods / strategies to achieve the objective of self-sufficiency so that only

orders for bulk purchases of paper and other special stationery and security forms are
placed.
Ensuring that Stationery Depot. perform effectively in arrangements of stationery.
10- CHIEF MANAGER (COMPUTER SERVICES)
Working out mechanisation plan for the Bank, keeping information about all
mechanisation projects i.e. implemented, under implementation, sanctioned but yet to
be started etc.
Resource planning and development of trained manpower for manning mechanisation

projects at all levels.
Constant dialogue with Manager (EDP) at Zonal Offices.
Maintaining track of problems in Computer Hardware and Software in branches, assisting

branches in solving them, monitoring the process and ensuring maintenance of proper
fallback systems.
Monitoring disposal of computer audit reports, preparation of trend analyses and
identification of core problem areas and development of problem solving strategies.
Keeping abreast of latest technological developments.
Implementation of appropriate data, security measures and disaster control procedures.
Control and monitoring of outside computer processing agencies, cost effectiveness and
developing plans for alternative in house processing system.
443
Studying latest technological developments and advising

thereof.
Top Management suitably
Monitoring benefits of mechanisation in terms of improved customer service, up-to-date

house-keeping and accuracy scope for diversion of time and manpower resources for
developing additional business.
11- CHIEF MANAGER, GENERAL MANAGER (OPERATIONS)' SECTT.

Index Page
Quality of secretarial support extended to General Manager (Operations).
Efficacy in maintaining liaison with Government Departments and agencies.
Maintenance of harmonious industrial relations and development of staff.
Administrative control over the staff of Secretariat.
Maintenance of effective linkages with functionally connected role occupants.
Analyses of reports and statements.
Compilation and submission of data regarding branch operations.
Handling work related to branches under direct control of General Manager (Operations).
Holding of the meetings of Regional Conslutative Committee and First Tier Committee, recording
of minutes thereof and follow-up of action points emerged therein.
12- CHIEF MANAGER, BANKING OPERATIONS DEPTT.
Operation of special schemes of Reserve Bank of India.
Compliance with all statutory requirements under Banking Regulation Act, Companies
Act, Reserve Bank of India Act and other Acts relating to Banking Operations.
Provision of support services / information to operation units in identified areas.
Control of specimen signature books, correction memos, check signal etc.
Scrutiny of Priority Sector Statements.
Issuing circular memos on branch opening etc.
13- ASSISTANT GENERAL MANAGER / CHIEF MANAGER (VIGILANCE)
To offer effective/proper guidance to other officers working in Vigilance Department.
Submission of complaints and preliminary enquiry reports received from other

departments to the Management and arranging for investigation thereof.
Processing of the investigation reports and submission to the Disciplinary Authority.
Submission of such reports along with Disciplinary Authority's comments to appropriate

authority for seeking first stage advices/reference from CVO.
Coordinating the efforts in this area with DPD in respect of vigilance cases.
444
Submission of periodical returns to CVC.
Maintenance of liaison with CBI, Local Police, CID etc.
Ascertaining progress of vigilance cases and keeping the Disciplinary Authority informed.
Assisting the Disciplinary Authority in the area of correspondence CVC; CBI etc. on the
vigilance matters.
14- CHIEF MANAGER, PERSONNEL ADMINISTRATION DEPTT.
Adequate provision and proper deployment of staff resources
Budgetary projection of staff requirements in the bank and placement of personnel in

consonance with requirements of positions and regions and in keeping with the agreed
norms.
Dissemination of personnel policies -
Ensuring proper interpretation and implementation of Awards / Agreements - modification

of circulars, directions etc. and conducting workshops in personnel management.
Uniform personnel practices
Proper utilisation of Placement Committee and coordination of personnel administration in

the Regions / Zones.
Index Page
PROMOTIONS AND PLACEMENTS Optimum utilisation of human resources and maintenance of staff morale.
Act as channel of communication between the management and the recognised Unions
/ Associations in relation to implementation of personnel policies.
Deal with operational aspects of placements / transfers / recruitment, appointments,

administration of service rules, legal matters, etc. to ensure uniformity of approach in the
Circle.
Provide information to General Manager (Operations) and the Management Committee

on the views / concerns / perspectives of Union / Association in matters of consequence
to the Bank.
Assisting the management in preparing a detailed manpower plan for the Bank, keeping
in view existing / anticipated requirements.
15-ASSTT.GENERAL MANAGER MANAGER, DISCIPLINARY PROCEEDINGS DEPARTMENT
Framing of charge sheets / imputations of lapses, which are definite and capable of
being proved in the disciplinary proceedings.
Ensuring existence of relevant documentary evidences.
Appointments of presenting officers and Inquiry Authorities guiding the Presenting Officers
in the effective discharge of their roles.
Monitoring of disciplinary cases and enquiry proceedings.
445
Submission of periodical returns / statements to concerned authorities.
Ensuring submission of tentative decision of Disciplinary Authorities in vigilance cases to

appropriate authority for seeking second stage advice from CVC.
Maintaining role linkages with the functionally related role occupants.
Training and developing staff working under him.
16.CHIEF MANAGER / MANAGER, LAW DEPARTMENT
Extent and quality of technical support provided to the Management.
Updating knowledge of legal matters.
Performance of time bound tasks.
Maintaining industrial relations.
Follow-up of Court cases.
Awareness of corporate concerns/ internal and external environment / policies.
Assistance in furnishing legal opinion on matters referred to the department.

Index Page
17.ASSTT.GENERALMANAGER / MANAGER, PREMISES DEPTT.
Assisting the Top Management in acquiring suitable buildings required by the Bank for
various purposes (branches, administrative offices, residential accommodations etc.) in a
cost-effective manner.
Arranging for prompt renovatoin / repairs of premises and equipping all new / renovated
building with suitable items of furniture / fixtures and other items of dead stock.
Reviewing and updating on a continuous basis the system of appraisal and control
analysis, vendor evaluation / selection, tendering, communication with site personnel etc.
with a view to ensuring that the Bank acquires the most suitable premises / dead stock at
the most competitive rates.
Planning, scheduling, implementing and controlling all functions related to construction

and repair of premises.
Retaining the custody of title deeds of all premises owned by the Bank.
Appraising / vetting the proposals for purchase / renovation of premises before putting
them up to the Top Management.
Arranging for insurance cover in respect of all properties / assets belonging to the Bank.
Receipt and control of FEF Statement from branches.

Index Page
446
18- ASSTT. GENERAL MANAGER / CHIEF MANAGER / MANAGER,

DEPTT.
INDUSTRIAL REHABILITATION
Assisting in drawing up comprehensive nursing programmes for sick units identified as

potentially viable.
Co-ordinating and obtaining sanction from the appropriate authority for nursing
programmes.
Monitoring implementation of the nursing programmes for sick units already placed under
rehabilitation and suggesting corrective follow-up actions for the Controlling Authority.
Facilitating communication to impart pace and direction to rehabilitation programmes.
Collecting, updating and making available to the Controlling Authorities, data and
information related to rehabilitation activities in the Zones.
Arranging for dissemination of appropriate knowledge, skills and attitude in the operating
staff by identifying the training needs, in collaboration with the Controllers and the
Development Managers (SIB) in the Zones.
19- ASSTT. GENERAL MANAGER / CHIEF MANAGER / MANAGER
(CENTRAL ACCOUNTS) -
Extent of efforts made in timely receipt of daily statements from branches through
Controlling Authorities in respect of reconciliation of entries.
Extent of efforts made to computerise the data reported on daily statements received
from branches and processing of the same.
Extent of follow-up with branches and Controlling Authorities regarding reconciliation of

high value entries reported by the branches in Branch Clearing/ Drafts Accounts/ Agency
Clearing etc.
Extent of efforts made for follow-up with the Zones/ Branches.
To develop and train staff working under him.
Maintain liaison with functionally related role occupants/outside agencies.
Maintain record of individual branch holdings.
Maintain record of overdue statements from branches and branches in chronic default.
Information AGMs/DGM/GM from time to time of core problem areas, progress in

clearance of arrears, frauds detected through reconciliation processes etc.
Monitoring and disposal of relevant items of audit report.
20- CHIEF MANAGER / MANAGER (GOVERNMENT ACCOUNTS)
Extent of efforts made to monitor the timely receipt of statements from Regions / Zones in
respect of Government transactions, computerisations and submission of Link Cell,
Mumbai and Nagpur.
Extent of efforts made to keep a track of the rejected statements, timely rectification
thereof as also of pending date-wise monthly statements.
447
Extent of efforts made for reconciliation of entries by branches in respect of memos

received from Link Cell, Mumbai and Nagpur.
Efforts made for building database in respect of various types of Government Accounts
transactions.
Monitoring and submission of statements by branches to R.B.I. and receipt / distribution of

commission to the branches.
To train and develop staff working under him.
Maintain liaison with functionally related role occupants / outside agencies.
Operation of currency chest / government business and special schemes on behalf of

Reserve Bank of India / State / Central Government and submission of relevant
information in respect thereof.
21- CHIEF MANAGER/ MANAGER (PENSION, P.F. & GRATUITY)
Extent of efforts made for collection, compilation of provident fund contribution

statements from Regions/ Zones and submission of funds. Efforts made for scrutinizing /
processing of withdrawals/ advances / loans / nomination papers of employees.
Index Page
Extent of efforts made for timely preparation / distribution of floppies of P.F. contribution of
employees and submissioin of data, statements, and returns.
Actual valuation of Gratuity work and arrangements for getting timely sanction for
payment of the same from the appropriate authority.
Liaison with functionally related role-occupants / outside agencies.
Control and supervison over the staff of the Deptt.
Training and development of staff working under him.
Preparing of Balance Sheets for P.F. Trust, Pension Trust and Gratuity Trust.
Index Page
22- DESK OFFICERS AT HEAD OFFICE / ZONAL OFFICES /
REGIONAL OFFICES BUSINESS RELATED AREAS
Responsiveness to the timely & accurate completion of assigned tasks.

Contribution in improving the overall performance of the department.
Market Orientation & Market study.
MAN MANAGEMENT RELATED AREAS

Maintenance of harmonious industrial relations and maintaining discipline and punctuality.
Developing staff working under him.
Extent of support to the head of the Department.
448
Maintenance of role linkages with the connected functionaries.

Extent of innovation in thinking and performance.
MAINTENANCE FUNCTION RELATED AREAS
Promptness in disposal.
Timely submission of data/returns etc.
Follow-up of pending issues with the concerned departments.
Extent of job knowledge.
Responsiveness to perspectives about various audits findings and promptness of disposal.
PUBLIC RELATIONS RELATED AREAS

Liaison with important role occupants, related functionaries at H.O. / Zonal Office / Outside.
CURRENT CORPORATE CONCERNS RELATED AREAS Awareness to corporate concerns / Bank's policy / related Government policies.
23- ASSTT. GENERAL MANAGER (TRAINING)
Organising, co-coordinating, designing and conducting courses.
Handling sessions in training programmes conducted at the Center.
Co-coordinating the activities of other Instructors and guiding them.
Ensuring smooth and effective functioning of the Training Center in all respects.
Facilitating and participating in preparation / updation of study material, and ensuring

that such material prepared at the Training Center is of desirable quality and utility.
Collecting audio-visual material and procurement of training kits and facilities /aids for
enhancing the quality and effectiveness of training programmes.
Helping the HRD Department in preparing annual training calendar, co-coordinating

the activities of other Instructors and guiding them, whenever necessary.
Undertaking an on-going review / evaluation of the training programmes conducted at

the Center to ascertain whether organisation / employee expectations are being met
and taking steps to reinforce the quality of training with the feedback obtained.
24- MANAGER (TRAINING) DEVELOPMENT OF TRAINING MATERIAL
Preparation of handouts, case studies, audio visual material.
Periodic updating of handouts.
Preparation / compilation of material required for effective implementation of visiting

faculty Scheme.
Quality of Project Reports and similar developmental task.
449
Extent of interest taken in development of trainees through outside class room activities
and support.
ORGANISING /CO-ORDINATING AND DESIGNINGTRAINING COURSES Handling sessions in training programmes conducted at the center.
Extent of efforts made as regards stabilisation of Rationalised programmes / transference of
learning.
ROLE LINKAGES
Extent of support provided to the Chief Instructor in ensuring smooth and effective
functioning of the training center and quality of inter-action with other trainers.
Extent of interest shown and assistance provided during training programmes coordinated by fellow trainers.
Interest shown and effects made in order to improve the quality of infrastructure at the
center and training techniques in line with practical suggestions made by trainees.
PERCOLATION OF ORGANISATIONAL CONCERNS
Dissemination of corporate concerns / Bank's policies amongst participants.
Providing feedback to Chief Instructor about critical areas identified in training

programmes.
Liaison with outside agencies for arranging special talks.
Index Page
25- MANAGER, COMMUNITY SERVICES BANKING DEPARTMENT
Contribution made and support given to Top Management in the development and
conduct of innovative banking activities.
Extent and quality of support provided to operating staff in implementing the various
strategies / schemes for innovative banking activities.
Steps taken for formulating non-banking schemes such as planting of trees, blood
donation camps, veterinary camps etc.
Ability to compile and collate the statistical data and feedback provided to
Management.
Publication of Nevonmesh Banking Sandesh, House Magazine.
26- ASSTT. GENERAL MANAGER / MANAGER (RAJBHASHA)
Evolution/ Coordination of strategies for implementation of Government/ Bank's policies

relating to Rajbhasha.
Monitoring of statutory requirements in regard to increased use of Rajbhasha in the Bank.
Initiating appropriate steps for popularising the increased use of Rajbhasha.
450
Compilation and submission of related data and statements.
Identification of non-Rajbhasha staff and arranging for imparting them institutional training
and training for Rajbhasha typing.
Translation of codified instructions / handouts in Rajbhasha.
Developing staff working under him.
Maintenance of effective linkages with functionally connected role occupants as also

with relevant Government agencies / departments / committees.
Popularisation of corporate concerns in the area.

Index Page
27- SECURITY OFFICER / LIAISON OFFICER
Extent of support lent to the members of the MC and other staff.

Supervision and control over the staff.
Public relation and liaison with various travel agencies like Airlines, Railways etc.
Execution of time bound tasks.
Smartness and active interest shown in various activities.
28- ASSTT. GENERAL MANAGER / MANAGER (PLANNING)
Performing environmental scanning activities at the Head Office level and building up a
data bank consisting of operational, economic and social data relevant to the Bank's
business for evolving Bank's Policy Guidelines.
Disseminating information collected with appropriate analysis and interpretation to the

Top Management and the operating managers and being vigilant that the monthly
performance data are received in time from the latter and made available duly
processed to the former.
Bringing to the notice of the Management Committee important trends in business, costs,
income, profitability, lost opportunities/grounds, as revealed from the analysis of the
data/reports submitted by the Regions / Zones.
Arranging special studies of business trends and the potential for Bank's business in relation
to the environmental conditions.
Build-up a data bank consisting of operational, economic and social data, relevant to
assessing the Bank's business information as necessary to the Management and the
operating managers.
Provide feedback to the Development Managers on the basis of information collected to

help them in identifying areas to be studied and in evolving suitable marketing plans and
strategies.
Assessment of system and procedures and making endeavors for rationalization to

facilitate flow of information and control in the market segment between Zonal Office/
Head Office.
451
Study of specialized manpower requirement for the market segment and facilitate timely
availability of such trained manpower at the required levels and centers through effective
functional coordination with the Chief Manager (Personnel) and the Chief Manager
(HRD).
Index Page
29- FUNDS MANAGEMENT
Collecting and collating weekly figures sent by the branches.
Arriving at the demand and time liabilities at fortnightly intervals.
Ensuring proper provision for CRR and SLR requirements as per regulatory requirements of
RBI.
Apprising the top Management once in a fortnight the position relating to CRR.
Operation of an effective accounting system for generating up to date data on which in

areas like profit and loss, bad and doubtful debts, statutory and special information
required by the Corporate Office / Reserve Bank of India / Government.
Arranging for submission of data / information required at the Bank level for preparation of
Balance Sheet, accounting for bad debts and making of provisions, obtaining benefits of
deduction for the purpose of taxation, working out the demand and time liabilities and
all other residual functions related to banking operations at the Head Office, not
specifically assigned to any other department.
Collecting data on quarterly basis relating to OSMOS returns of DSB tranche I from
different department and Zones, and getting them collated and validated through the
OSMOS Software, preparation of relevant returns for RBI and submission within one month
after relevant quarter.
Collection at quarterly intervals, of 10 statements relating of 4 OSMOS returns of DSB

trancheII on quarterly basis, from different departments, and after collating and validating
them preparing of a final return for submission to RBI, within one month after relevant
quarters.
Submitting annual statement on the Bank's profile to RBI.
Submitting annual statement containing Balance Sheet analysis to RBI.
Index Page
30- CHIEF MANAGER (SHARES & BONDS)
Managing issue of equity & bonds for the Bank.
Managing distribution of dividend to shareholders & issue duplicate thereof.
Managing distribution of interest to bondholders.
Complying with requirements of RBI, SEBI and Stock Exchanges in the matters of Shares &
Bonds of the Bank. Transfer and transmission of Shares & Bonds.
Reconciliation of unclaimed dividends & interest and issue duplicate thereof.
452
Monitoring price movement of shares of the Bank.
Maintaining share transfer register, register of shareholders, bond transfer register and
register of bondholders.
Timely printing, preparation & despatch of dividend warrants / interest warrants.
Arranging dispatch of Annual Reports to the Shareholders & other agencies.
Arranging holding of the Annual General Meeting.
Providing support in election of Shareholder Director on the Board of the Bank.
Index Page
31- FOREIGN DEPARTMENT
Managing Bank's foreign exchange resources.
Supervision of forex business.
Calculation and transmission of rates to 'B' category branches.
Offering competitive rates on request.
Maintenance of Bank's Nostro accounts and their reconciliation.
Maintenance of FCNR (B)Accounts and profitable deployment of the funds generated.
Providing Forex related technical support to branches dealing in Forex.
Distribution of profits to branches.
Exercising proper control over various aspects of dealing operations as per guidelines.
Co-ordinating the activities of dealing department, accounts department and
reconciliation department.
Devising policy on behalf of the Bank for rate quotations in consultation with Head Office
functionaries.
Profit planning in respect of exchange profit.
Establishing and nurturing correspondent relationship.
To act as an extended arm to the top management in Mumbai for interacting with
outside agencies viz. RBI, ECD, EXIM Bank, ECGC, FEDAI, CCI & E, Export promotion
council etc.
Extending consultancy services to the customers.
Overseeing the working of the International Banking Division at the branches.
Guiding and advising the authorised branches on operational matters relating to foreign
exchange business.
453
Reviewing the systems & procedures of the Bank in the area of foreign exchange business
on an ongoing basis to detect the loop holes in the system, if any, as also to improve upon
the present system.
Appraising the top Management in the matter of developments in FERA / Foreign Trade
Policy, etc. affecting the Bank's interest and issuing of instructions / clarifications to
branches / Zonal Offices / other functionaries.
Index Page
32- NPA MANAGEMENT
Implementation of RBI guidelines regarding IRAC norms and classification of Assets.
Provisioning for NPAs.
Upgradation of classification of Assets.
Preparing strategies, monitoring and effecting recovery in NPA and AUC Accounts.
Dealing with compromise proposals and one time settlement schemes.
Preparing strategies, monitoring and arranging writing off of identified assets.
Effective recovery in AUC Accounts.
Following up of civil suits other than those before DRT.
Reporting to RBI.
33- ALM DEPARTMENT
Reviewing the interest rates on domestic time deposits / FCNR (B) deposits from time to
time and fixing the interest rates thereof.
Effecting revision in Prime Lending Rates of Bank / Fixing deferent tenor linked PLRs.
Fixing specific rates for high value deposits and reviewing of high value (Bulk Deposit)
booked by the Bank and its profitability to decide Bank's strategy in taking such deposits
and avenues available for deploying them.
Finalising policy matters, setting up procedures to be followed in matters relating to ALM.
Taking decisions to ensure compliance with RBI directives, received from time to time.
Submitting fortnightly statements to RBI.
Holding of Meeting of ALCO.

Index Page
34- CREDIT AUDIT
Improving quality of commercial credit portfolio.
Ensuring that the laid down policies of the Bank are complied with in all areas of credit
approval, delivery, credit appraisal and administration.
Contribution in reducing non-performing asset.
454
Enhancing process efficacy to mitigate risk and thus minimize losses.
Issuing warning signals for checking slippage of advance accounts.
Certifying that the process of credit appraisal and sanction are as per the Bank's
approved guidelines.
Index Page
36- COMPLIANCE DEPARTMENT
Receipt of RBI circulars / directives, recording them and following them up with respective
departments for action.
Placing monthly Memorandum to the ECB giving a list of circulars and important letters
received from RBI and Government of India during the previous months, enclosing copies
of the relevant communications.
Collecting Action Taken Report on each communication and placing Memorandum to

the Audit Committee of the Board, after getting it approved from the Audit Committee of
the Executive.
Submission of Quick Disposal Report to the Top Management on pending urgent and
important communications.
Collection of compliance certificates from various departments / offices (including the

Zones) at the end of every quarter, confirming the compliance of instructions received
from Reserve Bank of India / Government of India, the ECB / the Bank's Board of Directors.
Placing a quarterly Memorandum to the Executive Committee by the Managing Director,
certifying the compliance of instructions enclosing copies of the Compliance Certificates
submitted by the Compliance Officers.
Obtaining a quarterly certificate from the departmental heads and zonal offices to the
effect that 'no statutory approval of State Bank of India was required under Regulation 45
to 49 of Subsidiaries Banks' General Regulations, 1959' and sending a certificate, on the
basis of the above, to State Bank of India, Corporate Center, Mumbai.
Submission of DSB Return-XII, compiled at quarterly interval to State Bank of India.
Half-yearly returns on performance to be compiled and submitted to RBI.
Maintenance and updation of circulars received from RBI under five heads viz., DBOD,
DBS, IECD and Miscellaneous.
Index Page
35- A.G.M. (DEVELOPMENT & RURAL BANKING)
Coordinating the work of SIB, Agricultural Banking, Lead Bank, Community Service
Banking Department and Regional Development and Regional Rural Bank and providing
guidance to them as also the Development Officers at Zonal Offices.
Providing the top Management / Management Committee with current market

information in the related market segments for making effective marketing thrusts.
455
Providing strategic support in all areas of immediate and long-term concerns.
Developing and maintaining proper

coordination and liaison with Government
department / agencies with particular reference to lead districts in implementation of
Government sponsored anti-poverty programmes in all market segments and their
integration with lead bank authorities for deriving maximum business advantage and also
for the desired image building.
Formulating more pragmatic and effective strategies to achieve targets and meet the
Government & Public expectations.
Ensuring implementation of various community

Bank's social responsibilities.
Monitoring the successful implementation of annual action plans under priority sector
lendings.
Developing and monitoring service area approach.
development scheme for discharging
36- A.G.M. (MARKETING)
Developing system(s) to gather economic intelligence by keeping in close touch with the
industry.
Scanning the environment and disseminating market information to Top Management /

Zonal / Regional Heads with analysis of competitions strategies and devising moves to
counter them.
Planning and implementing strategies to have marketing thrusts in order to improve upon
our share of credit portfolio and deposits at urban / metropolitan centers / branches.
Developing strategies for deeper market penetration to exploit potential available and
ensuring their implementation at the centers.
Initiating studies / surveys and arranging campaigns to exploit market opportunities and
bridging the gaps between Bank and critical client groups.
Reviewing performance of the critical centers with emphasis on identifying positive factors
for development and remedial measures for arresting negative trends.
Providing feedback for planning strategies to improve business to controlling authorities /

segment chiefs.
Visiting branches for on-the-spot assessment of market situations and contacting valued
clients whether existing or prospective.
Interpreting and communicating corporate policies with particular reference to

development of business at the key urban / metropolitan centers.
Liaisoning with the important and influential Government officials / Top Executives of
important corporate clients to canvass business as also to develop contact points
through them for contacting other critical clients and arranging for visits of Top
Management, if necessary.
Exploring emerging business opportunities by entering with SBI Capital Market and other
such agencies.
456
Constantly interacting with Zonal Heads / AGMs / RMs / CMs / BMs of critical urban /
metropolitan branches to ascertain their needs for improving quality and quantity of
business of the target branches / groups, formulating required plans / strategies and
modifying them in the light of feedback received / experience gained.
Keeping close watch on the deposit schemes, their implementation and removing
bottlenecks to improve performance particularly under C&I and P&S segments.
Planning and coordinating the efforts of various market specialists, remaining in direct
touch with the segment chiefs to coordinate their efforts and strengthening the strategies
planned / devised to improve performance.
Communicating with client groups on the package of service offered by Bank.
Arranging publicity campaigns and planning customer meets / calls at the critical centers.
Arranging for meetings of Top Executives with the corporate clients in a planned manner.
Identifying training needs of the staff for improving customer service and suggesting ways
to strengthen the efforts made by Bank in educating the customers.
Index Page
37-A.G.M. (MOBILE DUTY) ,CHIEF MANAGER, MANAGER ,
DY. MANAGER (VERIFICATION AUDIT)
Conducting special audits/spot audit of the branches depending upon the seriousness of
the irregularities/frauds amount, and person involved in such frauds, etc.
Inspecting and auditing branches/offices including Zonal/Regional Offices and

departments at Head Office as also the critical branches allotted by General Manager
(I&F).
Coordinating and
strengthening
audit/inspection reports.
Evaluating the present system of audit/inspection and suggesting measures for

improvement in the quality.
Evaluating the functioning of the branches and offices in order to judge the overall health
and vitality and keeping the Top Management continuously appraised of above.
the hands of
DGM
(Inspection) in finalising
Undertaking special survey of large advances as regards their post-sanction disbursement,

compliance of the terms and conditions, documentation and position of charges etc.
Index Page
38- CHIEF MANAGER (INSPECTION)
Allotment of verification audit to the auditors according to prescribed periodicity.
Monitoring receipt and disposal of verification audit reports.
Support and guidance given to operational functionaries at branches and Zonal Office.
Monitoring of income audit exercises. Preventing of frauds through timeliness of

verification audit process and follow up of fraud cases detected thereby.
Index Page
457
39- LIAISON DEPARTMENT
Extent and quality of support lent senior functionaries.
Manner in which delegation of authority is exercised.
Public relations and liaison with Government /Airlines/ Railway and other transport
agencies.
Execution of time bound tasks.
Smartness and active interest shown in various activities.
Maintenance of the Bank's Transit Houses.
Maintenance of the Bank's vehicles and monitoring hired vehicles.
Maintenance of records and monitoring duties of drivers.
Making travel arrangement for Bank's functionaries and other VIPs, Govt. officials, auditors
etc. Maintenance of records of expenditure of the department.
Index Page
40- SECURITY DEPARTMENT
Control and supervision over staff and inter personal competence.
Promptness and quality of correspondence, follow-up of the letters emanating from the
departments and efficiency in ensuring disposal of letters received. Extent and quality of
support provided to the Controlling Authority / Top Management.
Efforts made to build up liaison/rapport with the Government Authorities / officials of the
Government and other agencies like Police / Defence etc.
Contribution made in designing of training courses pertaining to security of branches.
Fact finding attitude in security of the Bank and tendency to avoid fault finding.
Capacity to write factual, clear and dis-passionate reports, if any.
Extent and quality of guidance given to the security staff posted at the branches.
Contribution made towards periodical visits of branches in regard to security of branches.

Index Page
41- DY. GENERAL MANAGER (CREDIT)
Control aspects covering advances portfolio, administered by the HOCC -
Analysis of performance reports / compilation and submission of data -
Processing selection and sanction of credit proposals.
Post sanction administration of credit.
Maintenance of quality of credit portfolio.
458
Maintenance of quality of service provided to the customers; ongoing customer relations.
Attention to inspection and audit findings and findings conveyed in other audit reports
about advances at branches.
Index Page
B- Business Development Providing support to Management Committee in identifying business opportunities and marketing
financial service to the prospects.
Specialist services
Providing support to Management Committee in developing lending policies appropriate
within the overall guidelines. Initiating action, where necessary, through Management
Committee, for seeking modification of the policies prescribed by Head Office or Reserve
Bank of India, imparting on the growth and quality of business of credit area.
Advising Management Committee on developing appropriate infrastructure at branches
(creation of division / commercial branches, manpower training and placement etc.) in
line with the need of the market.
Coordination with other functionaries.
With DGMs of Zones regarding problems in achieving business development and

supervision of Credit in their area of control.
With G.M. (C & IB) in evolving appropriate plans and strategies for development of
business and for solving generic operational problems.
Index Page
42- CHIEF MANAGER (INDUSTRIAL RELATIONS)
Interpret the personnel policies of the Top Management and explain the rationale to the
Union /Association and vice-versa at structured meeting (Bipartite /Tripartite).
Preservation of industrial harmony and effective communication with the Trade Union
Organisation, information sharing and feedback on personnel issues, anticipatory and
proactive measures. Creation of awareness about the Bank's concern for the welfare of
the employees, proper administration of the schemes. Attending to the court cases / ALC
cases filed by an staff of our Bank.
(Circular no.per/16/2004-2005 dated April
28, 2004)
2. NEW SYSTEM OF ANNUAL CONFIDENTIAL REPORT AND PERFORMANCE APPRAISAL

The Executive Committee, at their meeting held on the 18th march 2004 has approved
introduction of a new Performance Appraisal System in our Bank replacing the present system of
compilation of annual confidential reports (CRs) and Performance Appraisal Form. The new
system is effective from 31.3.2004 i.e. from the report year 2003-2004. The salient Features of the
new system (AARF) are as under:1.
There is only one reporting system combining both the

confidential reports and the assignment appraisal.
459
2.
3.
4.
5.
6.
7.
8.
9.
10.
11.
The format (AARF) is data based and comprehensive

covering business perormance, qualitative aspects,
attribute based appraisal and general comments.
The Assignment Appraisal is an annual exercise thereby
obviating the need for compilation of reports at the time
of promotion, years later by officials not knowing the
appraise.
The rating is by marking system.
There is provision for self appraisal.
The format has been devised in such a way that the
reviewing authority will have to specifically record
agreements/disagreements and also potentialities and
accord final judgment rating. Where Reviewing Authority
differs by 10% or more, the rationale will have to be spelt
out.
The model ACR formats circulated by the Government,
modified by SBI keeping in view Government
guidelines/IBA advices are in 4 sets making it relevant to
the role and scale of officers.
With a view to providing necessary data for writing an
objective report on officers who do not have budgetary
responsibility, it is required that such officials prepare at
the beginning of the year, an action plan based upon
the KRAs. Their appraisal will be based upon the
fulfillment of the action plan. Periodical review may also
be done, where necessary, to take care of changing
needs.
Only those KRAs which are approved and circulated will
be valid.
The rating system has been changed. Instead of having
specific marks for a particular rating i.e. 40 marks for
excellent rating, a range of marks from 31 to 40 and so
on, is provided under the revised system.
Reports will be compiled and marks will be awarded
based on officers performance/skills/ability as follows:a) Business performance/KRA : Max. Marks 40
b) Qualitative Aspects
: Max. Marks 20
c) Attributes based appraisal
: Max. Marks 20
d) General Remarks
: Max. Marks 20
12.
13.
If an officer is awarded 100 out of 100 marks by the

Reporting Authority, it will be necessary to give atleast
three work related examples/data where the officers
performance were outstanding.
The Appraisal will help the Management in the following
areas1. Assessment of job performance and future
placements.
2. Deciding on training needs of officers.
3. Effective and efficient use of human resources to
suit the present need of the Bank.
Proformas and detailed instructions regarding AARF are given in H.O. Circular No./ Per/97/20032004 dated 27.3.2004
Index Page
460
ANNUAL REPORTS
There has been instances of variation in the rating of an officer in the annual confidential report
as compared to the previous year without any apparent reason being assigned for the change.
As you are aware, the annual confidential report is an important document and forms the basis
on which major decisions effecting the career of officer are taken. It is, therefore, incumbent
upon the reporting authority to ensure that due and proper care is taken while writing the report.
In case, the reporting authority decides to lower or enhance the rating as compared to the
previous year he should do so after careful consideration. Further, the Reporting and Reviewing
Authorities must ensure that any adverse remark entered in the Annual Confidential Report is
advised to the concerned officer and he is counselled to overcome his shortcomings.
It has been observed that in cases where Average rating is awarded under certain parameters
of the confidential Reports by the Reporting Authority, the officer concerned is not advised or
counselled to make efforts for improvement. The officer is thus not advised of his
deficiency/weakness, and hence such rating, if any, would not produce the desired impact on
the Banks performance.
All officer should ensure that whenever average rating is awarded under any parameter of the
confidential report, the concerned officer should be advised regarding the areas of his
deficiencies/weaknesses and be counselled/guided for improvement.
Index Page
GUIDELINES FOR WRITING CONFIDENTIAL REPORTS OF OFFICERS IN THE EVENT OF CHANGE OF
REPORTING OFFICIAL
An outgoing Branch Manager/Reporting official who has been at the branch /office for more
than 6 months since the date of the previous report will, at the time of handing over charge,
leave a record of his observations on the work of all employees, including members of Supervising
Staff, for the guidance of the new incumbent, who will normally have to compile the annual
reports. The intention is that such observations would be helpful to the BM/Reporting official, who
has to submit the annual report, in assessing the work for a whole year.
Index Page
EFFECT UPON IMPOSITION OF PENALTY
1. STAFF SUPERVISING: RELEASE OF INCREMENTS(S) FOR THE PERIOD OF SUSPENSION UPON
REINSTATEMENT
In terms of Regulation 69 (8)(ii) of the SBBJ (Officers) Service Regulation, 1979, in all cases where,
after finalisation of disciplinary action proceedings, the officer has not been subjected to penalty
of dismissal, the period spent under suspension is to be dealt with in such a manner as the
Disciplinary Authority may decide and the pay and allowance of the officer during the period
adjusted accordingly.As per extant instructions, in the event of an officer having been subjected
to a punishment other than by way of dismissal, the Disciplinary Authority has to pass a specific
order in regard to the treatment of the period of his/her suspension.
The matter has been examined and it has been decided as under:-
461
The Disciplinary Authority should invariably specify, while passing orders regarding the
punishment, as to whether the increments for the period of suspension are to be released or
withheld. If the order is silent in this regard, then it should be construed that increment(s) fallen
due during the period of suspension are to be released from the date the suspension is lifted.
Index Page
2. WITHHOLDING/REDUCTION OF STAGNATION INCREMENTREDUCTION OF PAY
The stagnation increment due to an officer can as well be withheld before its sanction or can be
reduced by way of imposition of penalty after its sanction. However, sanction of such increments
thereafter will depend upon the nature of the imposition of the penalty. It has also been
indicated as to when the next increment would be due in such cases.
However, few cases have come to notice, where difficulty has been experienced to ascertain
the date from which the stagnation increment would become due again after the same has
been withheld or reduced by way of penalty. The difficulty has been so experienced because, in
the order passed by the Disciplinary Authority, the period for which stagnation Increment was to
be withheld or a reduction thereof would operate had not been stipulated.
As already made known unlike a normal increment which in terms of Regulation 5 of
SBBJ(Officers) Service Regulations accrues annually, the stagnation increment accrues after an
eligible officer has stayed for required years at the maximum stage of the scale of pay. Therefore,
in the order of the penalty if the period for which the stagnation increment is to be withheld or the
period for which the reduction of stagnation increment will operate is not indicated, it will be
difficult to ascertain without ambiguity, the date from which the officer would become eligible to
earn the stagnation increment again after implementation of the penalty of withholding or
reduction of stagnation increment.
It is therefore, suggested that in all cases where withholding of stagnation increment or reduction
of stagnation increment is ordered, the period for which such withholding or reduction operates,
should also be indicated in the order.
It has also been noticed in a few cases where the reduction to a lower stage in the time scale of
pay has been awarded as penalty in terms of Regulation 67(e) of SBBJ(Officers) Service
Regulations, the date on which the officer will earn his next increment has not been indicated. As
stated in Regulation 5 of the SBBJ(Officers) Service Regulations, 1979 increments accrue on
annual basis on due date. Therefore, in the absence of any specific mention in the order, an
officer who has been awarded the penalty of reduction of pay would be eligible for his next
increment after the reduction, on the next due date of his increment. Even in a case, where the
officer has already reached the maximum stage in the scale the date of increment does not
automatically change. After an officer is awarded a penalty of reduction in his basic pay, he
would normally become eligible for the next increment on the due date of his increment as was
operative prior to his reaching the maximum unless provided otherwise in the order. Therefore, if
the date on which the affected officer will earn his next increment is not indicated in the order of
reduction of pay, the effect of the penalty may not have the desired rigor. It has, therefore, been
decided that in all cases where a reduction of pay is ordered, it must be indicated as to when the
officer will be due for his next increment so that the period for the reduction of pay that will be
operative becomes clear from the order.
( CIRCULAR NO. PER/27/88 DATED 26.2.88)
462
Index Page
3. SBBJ OSR PQA/STAGNATION INCREMENTS:
Doubts have arisen as to whether, our officer, who is at the maximum of the pay scale and is
drawing stagnation increment and/or professional qualification allowance if subsequently
imposed a penalty of reduction of his basis pay to a stage below his basic pay at the maximum
of the scale, would continue to enjoy these facilities.
In this regard it is advised that PQA already sanctioned to an officer on account of

passing CAIIB examinations after reaching maximum of the scale may continue to be drawn
by an officer when his basic pay is reduced to a lower stage as a consequence of the
penalty. It is based on the rationale that reduction to a lower stage of pay does not mean
that the officer did not reach the maximum in the scale or that he was not sanctioned PQA at
all. Further, reduction of pay does not automatically mean withdrawal of PQA.
In case an officer is imposed a penalty of withholding of increment(s) or reduction of pay
before reaching the maximum, or thereafter but before PQA becomes due, the question of
sanction of the allowance would arise only after he reaches the maximum and completes the
required years of stay at the maximum prior to or after the imposition of penalty taken
together.
The stagnation increments are treated as increments for all purposes. These also rank for
superannuation benefits. Therefore, the stagnation earned by the officer can as well be
withheld before its sanction or be reduced by way of imposition of penalty after its sanction.
Sanction of such increment thereafter would depend upon the nature of imposition of the
penalty. To quote an example if an officer at the maximum stage is inflicted a penalty of
withholding of stagnation for a particular period, the stagnation increment will be sanctioned
on completion of required years period after he reached the maximum plus the period for
which the stagnation increment was withheld. Similarly when the stagnation increment is
reduced, such reduction would not mean that the increment was not sanctioned at all or
that the required years period will be reckoned afresh. The dates on which stagnation
increment are to be sanctioned and/or become due will be determined by excluding the
period for which the officer was not one the maximum in calculating the required years( say
3 years) period. Same principle will apply while sanctioning second stagnation increment.
When disciplinary proceedings are pending against an officer, the question of sanction of
stagnation increment can be considered on the same basis as is applicable to sanction of
normal increment during the pendency of such proceedings. Under extant instructions
sanction of annual increment due to an official can be withheld upto a period of 9 months
consequent upon initiation of disciplinary proceedings. Where the disciplinary case cannot be
concluded within the period, stagnation increment due to an official may be sanctioned
without prejudice to the result of the disciplinary proceedings as in the case of annual
increment.
In regard to the question whether the benefit of PQA for passing CAIIB examination could
be made available to the officers against whom disciplinary proceedings have been/are
likely to be initiated, we wish to clarify that PQA for passing CAIIB becomes due and payable
as soon as the officer completes one year or two years after reaching the maximum of pay
scale. Therefore, pendency of disciplinary proceedings does not come in the way of sanction
of PQA like any other allowance.
If an officer is under suspension, who was in receipt of PQA or stagnation increment, these
will also be included in salary and allowances, taken for the purposes of calculating
subsistence allowance, But where the officer under suspension was not due for PQA or
Stagnation increment, no such allowance or stagnation increment will be sanctioned during
the period of suspension or taken for calculating subsistence allowance. After the
proceedings are over, the sanction of such allowance/increment would depend upon the
outcome of the proceedings and how the period of suspension has been treated.
463
4. STAFF SUPERVISING: STAGNATION INCREMENT/ PQA

EFFECT UPON IMPOSITION OF PENALTY
Index Page
Query : Whether stagnation increments/professional qualification allowance would rank for
superannualtion benefits i.e. PF and Gratuity.
Clarification- Stagnation increments would rank for superannuation benefits i.e. P.F. and Gratuity
and wherever applicable pension, and also for D.A. H.R.A., CCA and other allowances subject to
the appropriate ceilings stipulated.
Query- Whether stagnation increment/PQA allowance being drawn by an officer will continue to
be paid if he is subsequently awarded the punishment of reduction in the basic pay in the same
scale of pay.
Clarification - Stagnation increment/PQA being drawn by an officer will continue to be paid even
if he is subsequently awarded the punishment of reduction in the basic pay in the same scale of
pay.
Query- Whether stagnation increment/PQA (CAIIB) being drawn by an officer will be
discontinued if he is subsequently promoted to the next higher scale.
Clarification: Stagnation increment/PQA (CAIIB) being drawn by an officer will be discontinued if
he is subsequently promoted to the next grade and he will have to complete three years/one or
two years at the maximum of higher scale to become eligible once again for the stagnation
increment/professional qualification allowance.
Query- Whether professional qualification allowance will continue to be drawn by an officer who
has been awarded punishment by way of demotion to the lower grade scale.
Clarification- If an officer is demoted to the lower Grade/scale as a result of punishment, his basic
pay in the lower scale should be fixed as if he was not promoted to the higher scale, unless the
Disciplinary Authority has stated in its order for a lower fitment. On such refitment, if he is placed at
the maximum of the scale pay, he may be allowed to draw the professional qualification
allowance if it was payable to him in the event of his non promotion unless it has been stated
otherwise in the order of the Disciplinary Authority.
Note:
EFFECT OF PUNISHMENT MINOR PENALTIES CENSURE:
Censure is a warning. It is entered in service sheet. It has no rigor period. It does not debar the
official from consideration for promotion.
WITHHOLDING OF INCREMENTS OF PAY WITH OR WITHOUT CUMULATIVE EFFECT
WITHHOLDING WITH CUMULATIVE EFFECT
The future annual increment(s) including stagnation increment would be withheld for a specified
period and the withheld increments would be postponed permanently.
Example: 1
Name of the officer
A JMGS-I
464
Present Basic pay

Date of annual increments
Punishment
Date of effect
Basic Pay the official would have drawn
in the normal course
1.11.97
1.11.98
1.11.99
1.11.00
Rs. 12540
Rs. 12880
Rs. 13220
Rs. 13560
Index Page
Rs. 12540/Ist Nov each year

Withholding of two increments with
cumulative effect
31.8.98
Basic pay the official will draw on a/c of
punishment
1.11.97
31.8.98
1.11.98
1.11.99
1.11.00
1.11.01
1.11.02
12540
12540
12540
12540
12880
13220
13560
The effect of the punishment is that the official was not granted increments which were due on
1.11.98 & 1.11.99 in the normal course and the withheld increments got postponed by 2 years.
WITHHOLDING WITHOUT CUMULATIVE EFFECT
The future annual increment(s) including stagnation increment would be withheld for a specified
period and the withheld increments would not be postponed permanently.
Index Page
Example: 2
Name of the officer
Present Basic pay
Punishment
cumulative effect
Date of effect
Basic Pay the official would have
drawn in the normal course
1.11.97
Rs. 14240
1.11.98
Rs. 14620
1.11.99
Rs. 15000
1.11.00
Rs. 15000+FPP
1.11.02
Rs. 15380+FPP
B MMGS-II
Rs. 14240/Ist Nov each year
Withholding
of
two
increments
without
10.9.98
Basic pay the offical will draw on a/c of punishment
1.11.97
10.9.98
1.11.98
1.11.99
1.11.00
1.11.02
14240
14240
14240
14240
15000+FPP
15380+FPP
The effect of the punishment is that the official was not granted increments which were due on
1.11.98 & 1.11.99 . However , as on 1.11.00 he would have reached in the normal course without
punishment would be restored.
Note:
When an officer is punished by way of withholding of promotion for a specified period, the
concerned officer would not be considered for promotion during the period.
Reduction to lower stage in time scale of pay for a period not exceeding 3 years, without
cumulative effect and not adversely affecting the officers pension.
The basic pay of the official would be brought down by the number of stages ( as specified in the
order) in the scale of pay, in any case, not exceeding 3 stage. The original pay shall be restored
465
on the expiry of the specified period together with the annual increments accrued during the
period. The subsequent increments shall be granted in the normal course.
Example: 3
Name of the officer
Present Basic pay
Punishment
Date of punishment
C MMGS-II
Rs. 13900
Ist Nov each year
Reduction to a lower stage by 2 stages without
cumulative effect.
8.5.98

1.11.97
1.11.98
1.11.99
1.11.00
1.11.01
1.11.03
Basic pay the official will draw on a/c of

punishment
Rs. 13900
Rs. 14240
Rs. 14620
Rs. 15000
Rs. 15000+FPP
Rs. 15380+FPP
1.11.97
13900
8. 5.98
13220
1.11.98
13220
1.11.99
13220
1.11.00
15000
1.11.01
15000+FPP
1.11.03
15380+FPP
The effect of the punishment is that the official would draw basic pay 2 stages lower for 2 years
and the basic pay would be restored on expiry of 2 years. On the next increment date (after
restoration) he would draw the basic pay he would have drawn, in the normal course.
Example: 4
Name of the officer
Present Basic pay
Punishment
cumulative effect
Date of effect
of
1.11.97
Rs. 13900
1.8.98
Rs. 13900
1.11.98
Rs. 14240
1.11.99
Rs. 14620
1.11.00
Rs. 15000
1.11.01
Rs. 15000+FPP
1.11.03
Rs. 15380+FPP
D MMGS-II
Rs. 13900
Ist Nov each year
Reduction in the time scale by 2 stages with
1.8.98
Basic pay the official will draw on a/c
punishment
1.11.97
1.8.98
1.11.98
1.11.99
1.11.00
1.11.01
1.11.02
1.11.03
1.11.05
The effect of the punishment is that the official would draw a basic pay 2
he would have drawn in the normal course, permanently.
13900
13220
13220
13220
14240
14620
15000
15000+FPP
15380+FPP
stages lower than what
Index Page
REIMBURSEMENT OF FUNERAL EXPENSES
REIMBURSEMENT OF FUNERAL EXPENSES TO THE DEPENDANTS OF THE EMPLOYEES WHO DIE IN
HARNESS AND RETIRED EMPLOYEES
466
Funeral expenses to the extent of Rs. 5000/- are reimbursable to the dependants of those
employees who die in harness as a gesture of sympathy out of lapses and Forfeiture Account of
the Provident Fund. The facility of reimbursement of funeral expenses has also been extended to
the heirs of the retired employees besides those who die in harness.
With a view to make prompt payment of funeral expenses to the dependants of the deceased, it
has been decided that Branch Manager/Departmental Heads will pay the funeral expenses to his
dependants (wife or major sons) on the very day of the death of an employee so that the
amount can be used for funeral expenses to the debit of suspense account. Thereafter, as usual,
the Branch Managers will obtain the claim from the dependants of the deceased employee and
submit through their controlling Authority to P.F.and Gratuity Department, H.O. Jaipur for
reimbursement. On receipt of reimbursement of the claim from P.F. & Gratuity Department H.O.
Jaipur the outstanding entry in suspense account will be got adjusted. Branch
Managers/Departmental Heads will ensure that such entries outstanding in suspense account is
adjusted within a period of one month.
(CIRCULAR NO. PER/45/93-94 DATED 24.8.93 AND PER/63/95/95-96 DATED 27.10.95)
Index Page
GUIDELINES FOR OUT OF TURN PROMOTION OF OUTSTANDING SPORTSMEN
GAMES
Sportsmen proficient in the following games only be considered for recruitment in the Bank:
Acquits, Athletics, Basketball, Chess, Cricket, Football,, Hockey Kabbadi, Shuttle Badminton, Table
Tennis, Volleyball.
Eligibility
Subordinate :
AgeEducational qualification
Sports Performance
participated in All India School event.
18 to 26 years
From Vth Standard passed to a non-matriculate.
Should have represented District as State level or
Clerical
Sports Performance
participated at Inter- University level.
18 to 26 years
A pass in SSC/SSLC/Matriculation or equivalent.
Should have represented at National level or
Officers:
Sports Performance
level.
18 to 26 years
Minimum Graduation of any discipline.
Should have represented the country at International
SUITABILITY AND SELECTION

There is no written examination, provided the sportsmen fulfill the eligibility criteria in respect of
educational standards, age etc. and the application is received through the President, Central
467
Welfare Committee and is sponsored by the recognised state level organisation of the
concerned game/sport. Application so received will be scrutinised by a Committee comprising of
Chief Manager, Personnel Administration, Secretary, CWC and eminent sportsmen of the
concerned game/sport. The candidate should be a current player i.e. he/she should have
played in the matches held in the last tournament or the one just before that and should have
potential to play for atleast another four/five years.
Vacancies in team games/sports will not be more than 1/3 of the number of players in a team in
the recognised games who can be replaced by new recruits in any one recruitment year.
Authority
i/ The Managing Director is the Competent Authority to appoint sportsmen in subordinate and
clerical cadre.
ii/ Approval of the E.C. will be essential for appointment of sportsmen in officers cadre.
Index Page
Interview
The candidates cleared by the above authorities to be interviewed by the CGM and two GMs.
The candidates so selected may be offered appointment in the Bank subject to their completing
the other formalities such as satisfactory reports from two referees, medical examination and
verification of antecedents.
PROMOTION
Sportsmen employees who are recruited under sports consideration are given the following
relaxations wherever such promotion involves written examination and/or interview. As the
sportsmen employees remain actively engaged in the pursuit of sports throughout the better part
of the year, they cannot be reasonably expected to compete with others in academic or even
job-oriented tests for promotions. Applications of extent standards severely hamstrings their
normal advancement in the service career due to involvement in sports. Accordingly, as in the
case of recruitment, the standards for promotion for sportsmen employees by relaxed by 5% in
the written examination ad 10% in the interview for promotions upto officers JMG Scale-I level.
Since the major contribution of the sportsmen to the Bank is in the form of creditable
representation in various sports events, due weightage needs to be given to outstanding
performance on the field and considered equivalent to excellence in the Bank, for promotion.
Out of Turn Promotions
Sportsmen representing the country at international level or representing the state continuously
for a minimum period of 5 years after joining the Bank at the National level in any recognised
sport will be considered for out of turn promotion. Such promotions are given only once in the
entire service of the sportsmen employee.
Rural or Semi-Urban service
Sportsmen employees are not required to fulfill the obligation of completing rural or semi-urban
service wherever necessary as long as they are active national/international players and/or
playing for the Bank. However, these stipulations are to be fulfilled once they cease to be active
players.
Index Page
468
GENERAL
i/ The recruitment or promotions of sportsmen should be absolutely need based and restricted to
minimum. Such recruitment should be out of the permitted increase in the total staff strength in
the Bank.
ii/ For appointment of those who are already working in some other organization/bank unless the
application is routed through the respective employer/bank, such requests will not be
entertained.
(E.C. MEMO DATED17.11.92)
Index Page
PROVISION OF NEWSPAPER AND MAGZINES
REIMBURSEMENT OF THE COST OF NEWSPAPER/ MAGAZINE::
In the light of increase in competitive environment in which the bank is operating, our officers
must keep themselves abreast of the developments in technology, human resources, finance,
marketing and commercial matters so that they become well equipped to face challenges and
deal with the issues in a professional manner. To enable them to do so, it is imperative that they
are encouraged to read more of financial news and increase their knowledge of computer, IT,
marketing, banking etc.
Bank has therefore examined the matter in consultation with Corporate Center, State Bank of
India, Mumbai and it has now been decided to revise the limit for reimbursement of cost of
newspapers/magazines. It has also been decided to club together the cost of newspapers and
magazines and reimburse the expenditure on a certificate basis each month upto the ceiling
specified. This clearly means that henceforth, separate reimbursement for newspaper and
magazine will not be made. Further, the system of submitting bills/vouchers for
newspaper/magazine is being replaced by the system of reimbursement on certificate basis. The
revised ceilings of reimbursement of the cost of newspapers
/magazines are given as under :Scale
JMGS-I
MMGS-II & III
SMGS-IV & V
TEGS-VI
TEGS-VII
above
and
Existing instructions
Revised instructions
(i)All officers in JMGS-I:- one general Rs. 350/- p.m. (payable to all
newspaper & one financial newspaper
officers
in
JMGS-I)
(For
(ii) Magazines upto Rs. 60/- p.m.
newspapers,
periodicals,
(iii) B.M. Magazines upto Rs. 750/- p.a.
magazines etc.)
(i)All officers in MMGS-II & III:-one general Rs. 500/- p.m. (payable to all
newspaper & one financial newspaper
officers in MMGS-II & III) (For
(ii) Magazines upto Rs. 60/- p.m.
newspapers,
periodicals,
(iii) B.M.: Magazines upto Rs.750/- p.a.
magazines etc.)
(i)All officers in SMGS-IV & V: one Rs. 700/- p.m. (payable to all
national, one general newspaper & one officers in SMGS-IV & V) (For
financial newspaper
newspapers,
periodicals,
(ii) Magazine upto Rs.750/- p.a.
magazines etc.)
Reimbursement upto Rs.2,000/- per month on certificate basis and beyond
that against production of bills/receipts for full amount.
Reimbursement upto Rs.2,500/- per month on certificate basis and beyond
that against production of bills/receipts for full amount.
The above revision in the amount of newspapers/magazines for officers upto SMGS V it will be
effective for expenditure-incurred w.e.f. 1st November, 2006 and in respect of Officers in TEGS-VI
469
and above this will be effective from 1.7.2007 The above revision is applicable for officers in Scales
I to V. The terms and conditions applicable to TEGS VI and above will remain unchanged. A
proforma
of
certificate
for
claiming
reimbursement
of
expenditure
towards
newspapers/magazines is given in Annexure- I to this circular.
CERTIFICATE FOR REIMBURSEMENT OF EXPENDITURE INCURRED ON

NEWSPAPER/MAGAZINE
I certify that I have incurred an expenditure of Rs . towards purchase of
newspapers/magazines during the month of which may please be reimbursed to me
as per my entitlement.
Signature
Name:
Grade/Scale:
Branch/Office/Department:
Date:
(CIRCULAR NO. PER/51/2007-2008 DATED 26.9.2007, Per/ 86 /2006-2007 December
20,2006,Per/65/1995-96 dated 30.10.1995, Per/48/1997-98 dated 13.10.1997, Per/76/2003-2004
dated 28.01.2004, Per/13/2004-2005 dated 15.04.2004, Per/08/2005-2006 dated 19.05.2005 and
Per/69/2005-2006 dated 02.12.2005)
Officers under suspension will, however, not be eligible for this facility.
(CIRCULAR NO. PER/31/91-92 DATED 17.6.91)]
Index Page
TERMINAL BENEFITS
PAYMENT OF RETIREMENTAL/TERMINAL DUES AND EXTENSION OF OTHER FACILITIES TO RETIRED
OFFICERS
Index Page
1. EFFECT OF DISMISSAL, REMOVAL FROM SERVICE, COMPULSORY REIIREMENTS ETC., ON TERMINAL
BENEFITS
PARTICULAR
S
PF
(O
WN
)
PF
(BANKS)
GRATUITY
UNDER
(ACT)
GRATUITY AS
PER
PAYMENT
OF
GRATUITY TO
EMPLOYEES
AS
PER
REGULATIO
470
PENSION
IN
TERMS
OF SBBJ
(EMPLOYEE
S) PENSION
REGULATIO
N 1995
LE
A
VE
EN
C
AS
H
M
TRAVELLIN
G
EXPENSES
N 1970
DISMISSAL
YES
YES(
IF AS PER SEC.
COMPLETED
4(6)(A)/(B) OF
5 YEARS OF ACT
SERVICE
SUBJECT TO
RECOVERY
OF
FINANCIAL
LOSS
AS
ASCERTAINED
BY THE BANK)
YES(
IF YES
COMPLETED
5 YEARS OF
SERVICE)
YES
YES
(
IF (UNLESS SEC.
COMPLETED
4(6)(A)/(B)
5 YEARS OF IS
APPLICSERVICE
ABLE)
YES(
IF YES
COMPLETED 5 (UNLESS
YEARS
OF SEC.
SERVICE)
4(6)(A)/(B)
IS APPLICABLE)
COMPULSO
RY
RETIREMENT
YES
REMOVAL
FROM
SERVICE
YES
DISCHARGE
UNDER
PARA
521(5)(e) of
Sastry
Award
YES
DISCHARGE
SIMPLICITOR
UNDER
522(1)
OF
AWARD
YES
YES
( IF COMPLETED
5 YEARS OF
SERVICE
RESIGNATIO
N
YES
YES
( IF COMPLETED
5 YEARS OF
SERVICE
VOLUNTARY
RETIREMENT/
CESSATION
OF SERVICE
YES
YES
( IF COMPLETED
5 YEARS OF
SERVICE
YES
(UNLESS
SEC.
4(6)(A)/(B)
IS APPLICABLE)
YES(IF
COMPLETE
D 5 YEARS
OF
SERVICE)
YES(IF
COMPLETE
D 5 YEARS
OF
SERVICE)
EN
T
N
O
NO
NO
YES
NO #
YE
S
YES
NO
(BUT ACT
TO BE
FOLLOWED)
NO
YE
S
YES
NO
(BUT ACT
TO BE
FOLLOWED)
YES ( IF
REQUIRED
YEARS OF
SERVICE
RENDERED
OTHERWISE
)
YE
S
YES
YES
(IF
COMPLETED
10 YEARS OF
SERVICE)
YES
AS
WOULD BE
DUE
OTHERWISE
AT
THAT
STAGE @
NO
YE
S
YES
N
O,
%
NO
YES(
IF
COMPLETE
D
REQUIRED
YEARS OF
SERVICE)
YE
S
YES
YES
(IF
COMPLETED
10 YEARS OF
CONTINUOU
S SERVICE,
OTHERWISE
ACT)
YES
(IF
COMPLETED
10 YEARS OF
CONTINUOU
S SERVICE,
OTHERWISE
ACT)
NO
Index Page
471
# PENSION MAY BE GRANTED ONLY BY THE AUTHORITY HIGHER THAN THE AUTHORITY COMPETENT
TO IMPOSE SUCH PENALTY AT A RATE NOT LESS THAN TWO THIRD AND NOT MORE THAN FULL
PENSION ADMISSIBLE ON THE DATE OF COMPULSORY RETIREMENT IF OTHERWISE
HE WAS ENTITLED TO SUCH PENSION ON SUPERANNUATION DATE.
@ There is no guidelines on this penalty in pension regulation.
%
HOWEVER,IN RESPECT OF EMPLOYEES RESIGNING AFTER 1.4.2001 AFTER GIVING DUE NOTICE
MAY BE PAID A SUM EQUIVALENT TO THE EMOLUMENTS IN RESPECT OF P.L. TO THE EXTENT
OF HALF OF SUCH LEAVE TO HIS CREDIT ON THE DATE OF CESSATION OF SERVICE, SUBJECT
TO A MAXIMUM OF 120 DAYS.
Index Page
2. STAFF SUPERVISING: PAYMENT OF SUPERANNUATION OF BENEFITS - OFFICERS PROCEEDED
AGAINST UNDER REGULATION NO. 19(2) OF THE SBBJOSR,79
In terms of H.O. Circular No. Per/82/81 dated 25.8.81 the guidelines for payment of Provident
Fund, Gratuity and Leave encashment to the officers who are deemed to be in service for the
limited purpose of the continuation and conclusion of disciplinary proceedings initiated against
them in terms of Regulation 19(2) of the SBBJ Officers Service Regulation 1979 are circularised.
In this regard, requests are received from the officers for payment of interest on delayed refund of
the terminal benefits released by the Bank after the proceedings have come to an end and
penalty other than dismissal has been imposed. On completion of the disciplinary proceedings
the officer may be penalised if the charges are proved. It will not be fair if this penalty is
compounded by denying interest on their terminal benefits. The funds have also remained with
the Bank during this period. It is, therefore, equitable to compensate the officer for not releasing
his terminal benefits in time. It has therefore been decided that if disciplinary proceedings against
and officer are continued after reaching the age of superannuation in terms of Regulation 19(2)
ibid, he may be paid on completion of the proceedings, interest on the terminal benefits at the
rate prevailing at the end of one month after retirement, payable to staff members on term
deposit for the period for which the release of his terminal benefits were delayed . This is subject to
condition that the proceedings have not been delayed on account of the officer and a penalty
other than dismissal has been imposed .This interest would be payable from one month after
retirement to account for the processing time till the date of payment.
Since the Bank is likely to pay considerable amount by way of interest in such case, it should be
the endeavor of all concerned to ensure that cases under Regulation 19(2) are disposed of as
expeditiously as possible.
Index Page
3. STAFF MISC: DESIGNATION OF COMPETENT AUTHORITY TO ASCERTAIN AND DETERMINE THE
FINANCIAL LOSS CAUSED TO THE BANK BY A MEMBER OF STAFF FOR APPROPRIATION OF THE BANKS
CONTRIBUTION TO PROVIDENT FUND OF THE CONCERNED STAFF MEMBER
The Board of Director at their meeting held on the 1st June 1991 had approved the amendment
to Sub. Regulation 2 of Regulation 17 of SBBJ Employees Provident Fund Regulations as under:Where the member has been dismissed from his employment on account of misconduct
causing financial loss to the Bank, the whole amount of such financial loss, as ascertained by the
Bank in its absolute discretion, or such part thereof as the Bank may direct (not exceeding in any
case the total amount of contribution made by the Bank to his account together with interest
472
credited in respect thereof) shall be deducted from the amount payable to the member and
paid to the Bank by the trustees.
In this connection, the CGM has been designated as authority competent to ascertain and
determine the financial loss by a staff member and to set off the Banks contribution to P.F. and
interest thereon of the concerned.
(CIRCULAR NO. PER/92/91-92)
Index Page
4. STAFF SUPERVISING : ENCASHMENT OF LEAVE ON REMOVAL FROM BANKS SERVICE
The officers who retire under circumstances mentioned in Regulation No. 19 of State Bank of
Bikaner and Jaipur (Officers) Service Regultions, 1979 would be entitled to encash accumulated
privilege leave and for the facility of traveling allowance on retirement in terms of Regulation No.
38 and 46 of State Bank of Bikaner and Jaipur (Officers) Service Regulations, 1979.
The purport of the above clarification is that the officers whose services are terminated by way of
Dismissal, Removal, Compulsory Retirement etc., as a punishment as per Regulation No. 67 of
Discipline & Appeal Regulation of State Bank of Bikaner and Jaipur(Officers) Service Regultion,
1979 will not be entitled for leave encashment and traveling allowance on retirement as per
Regulation no.38 and 46 of State Bank of Bikaner and Jaipur (Officers) Service Regulations, 1979.
The said benefits are however available to those who opt for the voluntary retirement in terms of
Regulation no. 29 of State Bank of Bikaner and Jaipur (Employees) Pension Regulations, 1995
Further an officer resigning from the Bank service on or after 1.4.2001 is also eligible for leave
encashment subject to the provisions of Regulation No. 38 of State Bank of Bikaner and Jaipur
(Officers) Service Regulations, 1979 (as amended). However an officer resigning from the Bank
service is not eligible for traveling allowance in terms of Regulation No. 46 of State Bank of Bikaner
and Jaipur (Officers) Service Regulations, 1979.
(CIRCULAR NO. PER/37/2003-2004 DATED 25.8.2003, (CIRCULAR NO.
29.5.2001)
PER/16/2001-2002 DATED
The officers removed from the Banks service as consequence of punishment are also eligible for
encashment of leave to the maximum extent as is laid down in OSR.
Index Page
5. SETTLEMENT OF TERMINAL DUES OF EMPLOYEES WHOSE WHEREABOUTS ARE NOT KNOWN
There have been cases where employees of the Bank have been found missing or their
whereabouts are not known for a pretty long time. Although their names are struck down from
the Banks roll after completion of necessary formalities, their terminal dues are not paid to their
families before expiry of seven years. This is so as in terms of Section 108 of the India Evidence Act,
unless a period of seven years has elapsed since the date of disappearance, a person cannot be
deemed to be dead. The Bank accordingly been withholding settlement of terminal dues of such
employees payable to the dependent family members/legal heirs till the lapse of a period of
seven years from the date of disappearance of an employee, in compliance with the provisions
of the Act.
473
In order to mitigate the hardship of the family members who would already be hard pressed for
lack of financial support with the disappearance of their bread earner, it has been decided to
follow the following procedures similar to those followed by the Government in such cases:
When an employee disappears leaving his family, the family can be paid in the first
instance the amount of unpaid salary, leave encashment dues and provident Fund balance
having regard to the valid nominations, if any, made by the employee in accordance with
the provident fund rules.
After elapse of period of one year, other benefits like the gratuity under service rules,
provident fund dues, if any, may be paid to the family.
The above benefits may be sanctioned on completion of the following formalities in

addition to other usual formalities:
a/ The family must lodge a report with the concerned police station and obtain a report
that the employee has not been traced after all efforts had been made by the police.
b/ an affidavit signed by the major claimants that the employee has suddenly
disappeared and has not been heard of since then and had he been alive he would not
have failed to communicate with them, should be obtained.
c/ an indemnity bond should be taken from the nominee(s) dependants of the employee
that all payments will be recovered from them or be adjusted against payment due to the
employee in case he reappears the scene and makes any claim. The date of the police
report will be treated as date of death of the employee for settlement of terminal dues.
d/ adjustment of the employees liability to the bank will made as provided in the
rules/laws/extant instructions.
e/ approval of the trustees, would need to be taken in each case where the payments
are to be made from the provident fund. In cases of other payments the same authority
who is authorised to make payment of usual unpaid salary, leave encashment, gratuity
should exercise the powers in these cases as well.

Index Page
6. NORMS FOR PERMITTING CERTAIN FACILITIES TO RETIRED OFFICERS OF THE BANK
The following facilities to retired officers of the Bank for a period of two months only:
Leased accommodation may be allowed to be retained by an officer an recovery for the

same may be effected in the same manner as it was being made prior to his retirement.
Telephone, if provided during the service period may be allowed to be continued on the
condition that telephone bills will be paid by the officer.
The leave encashment of salary at the time of retirement of the officer will not be released to him
until he vacates the leased premises and pays the telephone bills for the period for which the
facility is allowed to him. The amount of leave encashment to be released to a retired officer who
has been allowed certain prescribed facilities may be kept in TDR as a security so that the
concerned officer does not loose on account of interest on his leave encashment. Further, the
gratuity amount may be released and simultaneously the retiring officer be asked to deposit the
amount in TDR duly discharged as a security with a specific undertaking to the effect that he
would pay the telephone bills, stipulated percentage of first stage of the pay scale towards
leased accommodation and vacate the premises adjust the arrears of payment out of the
amount of TDR.
474

Index Page
7. SBBJOSR PAYMENT OF PROVIDENT FUND AND GRATUITY AND ENCAHSHMENT OF LEAVE WHERE
DISCIPLINARY PROCEEDINGS ARE CONTINUED AFTER RETIREMENT ETC.,
In terms of proviso to Regulation 38 of the SBBJOSR 1979 when an officer retires from the Banks
service, he will be eligible to be paid a sum equivalent to the emoluments for the period of PL
that he has accumulated . In case of an officer when the disciplinary proceedings under rules of
service have been initiated against him before he ceases to be in the Banks service, he may be
deemed to be in service only for the purpose of the continuation and conclusion of such
proceedings in terms of Regulation 19(2) at the discretion of the MD. A doubt has arisen whether,
in such cases, such an officer be paid the sum equivalent to the emoluments for the period of PL
that he may have accumulated before reaching the superannuation age.
In this regard it is advised that in case of any officer who has already reached the age of
superannuation, while payment of Banks contribution, towards PF of such an officer be held in
abeyance, depending on merit of each case, pending the outcome of such disciplinary
proceedings, the emoluments for the period of accumulated leave be paid to him if there is no
liability which warrants recovery from the concerned officer.
In case of termination of service of an employee by dismissal for any misconduct committed by
him involving financial loss, the gratuity admissible to him in terms of provisions of the SBBJ
(Payment of Gratuity to Employees)Regulation can be appropriated to the extent of such
determinable loss. Further, more, in terms of Regulation 49 of SBBJOSR, no gratuity is payable to an
officer on termination of service by dismissal. Consequently, in the cases of the nature referred to
above, depending on the gravity of the charges framed against the delinquent official if the
competent authority is of the opinion that these could warrant imposition of a major penalty and
appropriating of amount of gratuity then the payment of gratuity as well may be held in
abeyance pending outcome of the disciplinary proceedings initiated prior to the officials
attaining the age of superannuation.
Index Page
8. DISCIPLINARY PROCEEDINGS DEATH OF AN EMPLOYEE
Of late, several references, enquiring whether terminal benefits of a deceased employee can be
released to legal heirs where disciplinary proceedings were pending at the time of his death. This
and some other related issued have been clarified as under:ISSUES:
i/ Whether any disciplinary enquiry against legal heirs or action is possible after death when an
employee-workman or officer- died while under suspension or pending completion of disciplinary
proceedings?
ii/ What would be the position regarding terminal benefits payable to the employees heirs when
he died during the pendency of departmental/criminal proceedings for misconduct ?
iii/ What proceedings or recourse to the Bank are possible when there is a clear case of
misappropriation, theft or breach of trust on the part of an employee but he died before initiation
or completion of criminal or departmental proceedings?
BANKS OPINION
475
i/ Regarding the first issue, the views are that if an employee has been under suspension and he
died during suspension, he has to be treated as having died on duty and the period of suspension
till his death has to be treated as on duty. This follows from the maxim that only after conclusion of
disciplinary proceedings, there is a jurisdiction vested on the Disciplinary Authority to decide as to
how the period of suspension has to be treated. In view of the death of the employee before
completion of the disciplinary proceedings, whether initiated or not, the stage at which the
authority gets jurisdiction to treat the suspension as one of suspension does not arise. Therefore,
the employee has to be treated as on duty till his death.
ii/ On the second issue, it is considered that disciplinary proceedings abate with the death of an
employee. Neither the Banks Provident Fund Rules nor the pension fund rules contemplate holing
of an enquiry for fixing the liability of a deceased employee to be adjusted against his terminal
dues. The payment of Gratuity Act as well as Gratuity Rules of the Bank do not provide for any
enquiry to be held after the death of the employee to determine the liability which can be set off
against the gratuity. In the case of an employee who died before the completion of disciplinary
of criminal proceedings pending against him, all retiral benefits have to be paid to the nominee
under the Provident Fund Rules or to his legal heirs. There is no provision in any of the Awards,
Bipartite Settlements or the Service Rules for the Bank to hold an enquiry or continue the enquiry
after the death of a charged employee. Bank view is supported by the decision of the Bombay
High Court reported in 1986 LIC 248. All terminal benefits are, therefore, liable to be paid to the
nominee/legal heirs of the deceased employee who died during the pendency of disciplinary/
criminal proceedings and there is no scope for the Bank to hold or continue any enquiry by
issuing a show cause notice to his legal heirs after his death.
iii/ Regarding the third issue while the misconduct alleged against the deceased employee has
no significant effect on the release of terminal benefits, the only recourse the Bank can have if
there is a clear case of misappropriation is to file a suit in a court of law for the recovery of the
embezzled amount as against the assets of the deceased impleading his legal heirs. The said
action is possible only if it is within the period of limitation.
Index Page
RURAL AND SEMI URBAN ASSIGNMENT

STAFF SUP : POLICY GUIDELINES FOR ENTRUSTMENT OF RURAL /SEMI-URBAN AND OPERATIONAL
ASSIGNMENTS (MANDATORY ASSIGNMENTS) FOR PROMOTION TO HIGHER GRADES
Please refer to Circular No. PER/63/93-94 dated the 09.10.1993,PER/02/98-99 dated the 02.04.1998
and PER/51/2001-2003 dated the 17.09.2001, advising, inter alia, the Government guidelines
relating to rural/semi-urban assignments and operational assignments for an officer for promotion
to higher grades.
2. In this context, it has been decided to amend and implement with immediate effect (including
in the forthcoming promotion exercise) the following norms of mandatory assignments for
considering an officer for promotion to higher grade:1 For Promotion to MMGS-III *
2 years service in Rural/Semi-urban Branch (es) and
2 years satisfactory, operational or line assignment or Independent line assignment.
476
2 For Promotion to SMGS-IV *

3 years service in Rural/Semi-urban Branch (es) and
2 years satisfactory Independent line assignment. 3 For Promotion to SMGS-V *
3 years service in Rural/Semi-urban Branch (es) and 2 years satisfactory Independent line
assignment.
* Provided that:(a) In case where exemption from mandatory assignment has been given by the Bank (it will not
include exemption given in terms of request made by the officer), the requirement for completion
of mandatory assignment for eligibility for promotion shall stand waived for the period for which
exemption has been granted.
(b) In all other cases, officers will be considered eligible for promotion only after satisfactorily
completing mandatory assignments.
(c) In case an officer has not completed the required mandatory assignment by the date of
eligibility for promotion to the relevant grade (including due to exemption given in terms of
request made by the officer), he will not be considered for promotion in the ensuing promotion
exercise. However, such officers who failed to complete the mandatory assignments for reasons
not attributable to them will be considered in future promotion exercises after they have
satisfactorily completed the mandatory assignment, from the date they were otherwise eligible
for promotion but for non-completion of mandatory assignment.
Further, following guidelines will continue along with aforesaid norms:(i)
Temporary posting/deputation of an officer in rural/semi-urban branches may be
taken into account provided his/her stay in any case is not less than 1 month at
one stretch.
(ii)
Lady Officers and physically handicapped officers will also not be precluded from
rural/semi-urban branch experience.
(iii)
The following categories of specialist cadre officers will be exempted from
mandatory rural/semi-urban service: (a) Law Officers.
(b) Civil/Electrical/Mechanical Engineers.
(c) Security Officers/Fire Officers.
(d) Technical Officers.
(e) Computer specialist cadre officers.
(f) Any other officer who has been appointed/converted as a specialist officer.
The officers who opt once for conversion to specialist cadre from general cadre will continue to
remain in that cadre and any request for their reconversion to the general cadre would not be
entertained. The officer has to submit an irrevocable consent to this effect at the time of their
conversion.
(iv) Sportsmen employees are not required to fulfill the obligation of completing rural or Semiurban service wherever necessary as long as they are active National/International players and
are playing for the Bank. However, the stipulations are to be fulfilled once they cease to be active
players.
Circular No. PER/59/09-10 dated 26 October 2009
477
Further to above Circular No. PER/59/2009-10 dated the 24.10.2009, it was advised that as regards
officers who have not completed the Operational/Line/Independent Line assignments, it has
been decided to allow following relaxations for the promotion year 2010: a) As a special case, officers may be considered for promotion up to SMGS-V, even though they
have not completed the stipulated Operational/Line/Independent Line assignments, for the next
promotion year viz. 2010, provided they are otherwise eligible for promotion to the next higher
grade.
b) Officers considered for promotion during the promotion year 2010, subject to above
relaxation, when promoted, will be placed immediately in the Operational/Line/Independent
Line assignment and the benefits of promotion would be released only after its completion.
c) The above relaxation would not be available from the promotion year 2011 and officers who
have not completed the mandatory assignment would not be considered for promotion (from
the promotion year 2011 onward) till such time they complete all the mandatory assignments.
d) From the promotion year 2011 onwards, in case an officer has not completed the required
mandatory assignments by the date of eligibility for promotion to the relevant grade, he/she will
not be considered for promotion in the ensuing promotion exercise. However, such officers who
failed to complete the mandatory assignments for reasons not attributable to them will be
considered in future promotion exercises after they have satisfactorily completed the mandatory
assignment, from the date they were otherwise eligible for promotion
but for non-completion of mandatory assignments.
In addition to the above, henceforth it will be incumbent on the officers concerned to make an
appeal to the Bank on the enclosed format (Annexure-I) in case of their not being placed on the
requisite mandatory assignment(s).
A copy of the appeal should be given by the officer concerned to his controller also for taking
necessary action thereon. The Controller would be required to take suitable action on all such
appeals within a period of 30 days.
Further, from now onwards, no functionary would be authorized to delay or postpone completion
of the prescribed mandatory assignment(s).
ANNEXURE- I
FORMAT FOR APPEAL FOR PLACEMENT ON MANADATORY ASSIGNMENT
-------------------------------------------------------------------------------------------------------------------------The Managing Director,
State Bank of Bikaner and Jaipur
Head Office, C-Scheme,
Tilak Marg,
Jaipur
Dear Sir,
PLACEMENT ON MANDATORY ASSIGNMENT
I give below my particulars and request for being placed on the assignments as
mentioned hereunder: Sr. No. Particulars
(i) Name of the officer :
(ii) P. F. Index No. :
478
(iii) Date of Birth :

(iv) Last promotion
a) To which grade :
b) As from :
(v) Present posting :
(vi) Since when :
(vii) Deficit assignment for next promotion
:
(viii) Deficit period :
I am willing to be posted anywhere in the Bank for completing the above assignment and request
for being placed for the same at the earliest.
Yours faithfully,
(
)
Name of the officer:
Place:
Dated:
-----------------------------------------------------------------------------------------Copy forwarded for information to the Controller Asstt. General Manager/ Dy. General
Manager/ G.M. / C.G.M., State Bank of Bikaner and Jaipur,
(
)
Name of the officer:
P. F. No. _______
Circular No. PER/84/09-10 01 January 2010
EARLIER POLICY GUIDELINES FOR ENTRUSTMENT OF RURAL/SEMI-URBAN ASSIGNMENT PRIOR TO
ABOVE REVISED GUIDLINES
The guidelines for entrusting rural/semi-urban assignment to officers in our Bank:
The officer will put in a minimum of 2 years service in rural branch to become eligible for
promotion from JMGS-I to MMGS-II.
The officer will put in a minimum service of 3 years in a rural and/or semi-urban branch to
become eligible for promotion from MMGS-II to MMGS-III. This is inclusive of 2 years rural
branch experience prescribed for promotion from JMGS-I to MMGS-II.
Those officers who have not completed their rural/semi-urban assignments and have
otherwise become eligible for promotion to MMGS-II/MMGS-III will be treated as eligible for
promotion, but after promotion they would straightway be posted in a rural/semi-urban
branch for completion of stipulated assignment. Confirmation of such officers will be after
completion of the stipulated assignment. However, confirmation will be effective from
retrospective date.
Temporary posting/deputation of an officer in rural/semi-urban branches may be taken

into account provided his/her stay in any case is not less than 1 month at one stretch.
479
Rural/ Semi-urban branch experience gained by an officer could be counted as such if

he/she has gained such experience during the course of his/her service in the requisite scale
in some other Public Sector Bank.
Lady officers will not be precluded from rural/semi-urban branch experience.
Officer who is an active National/International player will be exempted from the

stipulation of rural/ semi-urban branch experience so long as he remains active in the
sports/coaching of the recognised games at the National/International level. For this purpose,
an active national player would be a sportsman who plays in recognised National
competitions on behalf of the state. The International sportsmen would be those who
represent the country in International competition . The games recognised by Banks Sports
Board will be treated as such.
The posting of officer-in-charge of an extension counter established in a rural area

attached to a branch located at a semi-urban area will not be treated as a rural posting.
Index Page
In case, for any reason, the promoted officer has to leave the rural/semi-urban areas at his
own accord before completing the requisite period of posting, the Bank has every right to
revert him to his earlier grade.
In case any of the officer in view of self/family ailment and advance years of his age say
55 years or above, seek exemption from rural/semi-urban postings, and if his request is
acceded to, he will be debarred from promotion for two years from the date he otherwise
becomes eligible for the first time for promotion or refused rural/semi-urban posting,
whichever is later.
The physically handicapped officers whose handicap is of such a nature that it is not
possible for them to serve in a rural/semi-urban branch may be exempted from rural/semiurban assignment. The feasibility of granting relaxation will be examined on case-to-case basis
on medical reports of recognised/ Government hospitals.
The request for exemption from rural/semi-urban posting for more than two years in one
instance will not be acceded to. It will be limited to a maximum number of two times.
In order to ensure availability of officers for rural branches as well as completion of rural
assignment before an officer becomes due for promotion, atleast 2nd posting of the officer in
JMGS-I should be at rural center invariably.
General Manager will be the competent authority to accede to the request for grant of
exemption from rural/semi-urban posting.
The following categories of specialist cadre officers be exempted from mandatory

rural/semi-urban service :a. Law Officers.
b. Civil/Electrical/Mechanical Engineers.
c. Security Officers.
d. Technical Officers.
e. Computer specialist cadre officers.
f. Any other officer who has been appointed/converted as a specialist officer.
The officer who opts once for conversion to specialist cadre from general cadre will continue to
remain in that cadre and any request for their re-conversion to the general cadre would not be
480
entertained. The officer has to submit an irrevocable consent to this effect at the time of their
conversion.
Index Page
2. INCLUSION OF POSITION OF SYSTEM ADMINISTRATORS AS OPERATIONAL ASSIGNMENT
In terms of the extent instructions, one years operational experience as F.O./Accountant/Dy.
Manager/Manager of a Division/Branch Manager is required for promotion from JMGS-I to
MMGS-II.
To keep pace with the computerisation taking place in the banking industry, our Bank has
adopted the Bank Master software for computerisation. In order to ensure smooth functioning
of computerised branches, one officer is identified as System Administrator for upkeep of the
computer system thereto. In view of the job content of the System Administrators, which is
specialised in nature, they may not be in a position to undertake other operational assignments.
To overcome this situation, it has been decided that the position of System Administrators be
included as operational assignments
3. RECKONING DEPUTATION PERIOD AS LINE ASSIGNMENT
The matter regarding reckoning of deputation period of officers as line assignment was recently
examined and it has now been decided that where the officiating period of an officer as BM
exceeds one year. Such period may be treated as part of his line assignment.
(PER/25/89-90 DATED 5.6.89)
4. STAFF SUPERVISING : PROMOTION POLICY UNDER REGULATION 17 OF THE STATE BANK OF BIKANER
AND JAIPUR(OFFICERS) SERVICE REGULATION 1979
Recently a doubt has arisen whether or the rural branches falling in urban agglomeration can be
treated as rural branches for the purpose of rural assignment in as much as these branches are
placed in an advantageous position as regards better facilities compared to other rural branches
situated in the interior. The matter was examined by the IBA and its has been clarified that
branches are classified as rural/semi-urban by the Reserve Bank of India and as such a distinction
cannot be made between branches which come under urban agglomeration of a place and
other rural/semi-urban branches.
Accordingly, it has been decided that if the branches established in urban agglomerations are
classified by the RBI as rural or semi urban on the basis of the population of the respective places,
officers working thereat should be deemed to have worked in a rural/semi-urban branch
irrespective of the fact that they are in receipt of HRA/CCA.
Index Page
SILVER JUBILEE MILESTONE AWARDS AND FELICITATION
OF STAFF ON RETIREMENT
HUMAN RESOURCES DEVELOPMENT : MODIFICATION IN THE SCHEME FOR GRANT OF SILVER JUBILEE
AWARD TO THE EMPLOYEES OF OUR BANK.
481
In terms of H.O. Circular No. PER/60/95-96 dated the 19th October, 1995, and PER/52/2000-01
dated the 13th September, 2000 Bank has been bestowing upon its employees a token gift of Rs.
2000/- on completion of 25 years of unblemished service.
Now, it has been decided to enhance the silver jubilee award amount from Rs. 2000/- to Rs,
5000/- w.e.f. 11.08.2007.
Complete details of the scheme is given in under mentioned annexure.
All
Branch Managers/Departmental Heads/Zones shall furnish a certificate
controllers/HRD, H.O., Jaipur as mentioned in the scheme.
ANNEXURE TO CIRCULAR NO. PER/46 /2007-08 DT- 03.09.2007
to their
'ANNEXURE'
GRANT OF SILVER JUBILEE AWARD TO THE EMPLOYEES OF THE BANK - STIPULATIONS
1. The honour should be bestowed on an employee on completion of 25 years of service,
provided no penalty/punishment (other than censure/warning) has been imposed upon him/her
during the immediately preceding three years. If the rigour of penalty is in operation, the Award
could be released after the debarment period is over.
2. The leave record of the employee should be non-assailable in the sense that all leave availed
by him/her should be duly sanctioned by the concerned authorities.
3. The Award may be presented in the form of a gold coin of an intrinsic value of Rs. 5000/- or in
the form of gift vouchers worth Rs. 5000/- of some prominent store with a wide range of choice of
gift items. The choice may be left to the employee. However, at small centers, employee may be
allowed to purchase any gift article at his choice available at that center. The award should,
however, not be given in cash. The award will be given uniformly to all employees irrespective of
the status of the recipient, i.e. whether he/she is an officer, clerk or subordinate staff.
4. As far as possible, the award should be bestowed on the day the employee completes 25
years of service and in no case should there be a delay beyond one month.
5. The departmental head/Branch Manager should take initiative and under no circumstances
the employees should be asked to apply, make a claim, or purchase and produce
receipts/quotations etc.
6. There are cases where employees have already completed the stipulated period of service
before the effective date of enhancement of amount of award (date of approval by E.C. of the
Board), but have not been given the award. In such cases, they shall be given the enhanced
amount of award.
7. The onus for ensuring that the Award is presented to an employee within one month of his
completing 25 years service lies on the employer. As there have been many delays in the past in
giving the Award, all Branch Managers/Departmental Heads should ensure that every employee
working under his control who has completed 25 years' service has already received the Award.
In the case of any employee who has not received the Award the Branch
Manager/Departmental Head should immediately arrange to bestow the award and record the
same in the employees service file.
8. On or before 30.09.2007 all Branch Managers/Departmental Heads will furnish a certificate to
their controllers in the following format:
482
"CERTIFIED that all eligible employees on the rolls of this Branch/Department, as on 31.08.2007
who have completed 25 years service have received the Silver Jubilee Award. We have noted
that in future every employee who is due for the Award should be given the same within one
month of his/her completing 25 years of service".
A similar certificate should be sent by each Zone to H.R.D. Department by 31.10.2007 in respect of
all eligible employees in the Zone.
(CIRCULAR NO. PER/46 /2007-2008
DATED 3.9.2007 )
Index Page
2. HRD: SCHEME FOR GRANT OF SILVER JUBILEE/OTHER MILESTONE AWARDS TO THE EMPLOYEES OF
OUR BANK RETIRING BEFORE COMPLETION OF 25 YEARS OF SERVICE:
AMOUNT
RS.1000/-
ELIGIBILITY
The honor to be bestowed on an employee retiring before completion of 25 years of unblemished
service, provided no penalty/punishment (other than censure/warning) has been imposed upon
him during the immediately preceding years or the rigor of penalty was in operation, whichever
was longer. The award could be released after the debarment period was over. The temporary
service rendered by an employee will not be taken into account for the purpose of calculation of
25 year of service. However, those opting for VRS shall not be eligible for this award.
The leave record of the employees should be non assailable, in the sense that all leave availed
of by him should be duly sanctioned by the concerned authorities.
TERMS
The award may be in the form of an article like wristwatch, silver salver, or any other article of the
employees choice.
PRESENTATION
The presentation of the award may be made by the Branch Manager or Head of the Department
if the employee is attached to a Controlling office like Head Office, Zonal office, Regional Office
etc., A simple function may be held for the purpose in which the other employees may
participate and light refreshments served.
(CIRCULAR NO. PER/82/95-96 DATED 22.12.95 and PER/69/2000-01 DATED 10.10.2000)
3. FELICITATION OF STAFF MEMBERS ON THE EVE OF THEIR RETIREMENT
Index Page
In terms of H.O. Circular No. PER/51/91-92 dated 19.7.1991 retired employees were presented of
memento and arrangement of a function for presentation of the same was being done prior to
introduction of silver Jubilee/other milestone awards on completion of 25 years of unblemished
service by an employee.
As the retirement of an employee may take place after a considerable time from the grant of
silver jubilee Award, a need was felt to reintroduce the scheme to felicitate the officer/employee
retiring from the Banks service upon attainng the age of superannuation. Retirement is an
483
occasion of profound emotional importance and an important milestone in the life of an

employee. It is also an occasion to appreciate the contribution made by the employee to the
organization and express solidarity with him. A suitable gesture on the eve of the retirement of an
employee can go a long way in developing a sense of belonging to the organization and
develop emotional bondage within the employee of the Bank.
A scheme has, therefore, been introduced to felicitate officer/employee on the eve of retirement
with immediate effect as detailed below:
i)
Eligibility
All permanent officers/employees, whether full time or part time, who retire from the
Banks service in the normal course upon attaining the age of superannuation
excluding voluntary retirement or compulsory retirement.
ii)
Cost of Memento
A memento should be presented to each of our retiring member on Banks behalf
subject to cost ceilings for different categories of employees as follows:
CATEGORY OF STAFF
COST CEILING
Officers in Scale-I/II/III
Officers in senior management
TEGS VI and VII
1250/2000/4000/-
Memento may preferably be in the form of a Silver Salver article with suitable
inscription / legend which could be preserved by the retired employee with the pride.
iii)
Expenditure on get-together:
An expenditure of get-together may be incurred for serving tea and light snacks to the
gathering depending on the strength of staff working at the branch/region in
z.o./Department at H.O. wherefrom the employee is retiring (minimum Rs.250/-)
STAFF STRENGTH
EXPENDITURE
Upto 5
Upto 10
Upto 25
Upto 50
Upto 100
Above 100
250/500/1000/2500/3000/4000/-
This is in addition to the silver Jubilee/milestone award given on completion of 25 years of service.
The retiring employee will, as usual, be given a letter of appreciation on that occasion as per
proforma enclosed with the circular.
(CIARCULAR NO. PER/49/2002-2003 DATED 17.10.2002)
Index Page
ANNEXURE-I
RESOLUTION
484
This gathering places on record its appreciation of the long and valuable service rendered by
Shri/Smt.,___________________________________________________ to the Bank and wishes him/her a
happy and long life.
PRESIDENT OF FAREWELL MEETING

PLACE:
DATE:
ANNEXURE II
D.O. NO.
My dear
years in the Bank, you are retiring on
I note that having completed your long innings of
.While I appreciate your close association with the Bank, I wish you and your family all the
happiness in your future life. You should continue to keep in touch with us wherever you may
settle down.
With regards,
Yours sincerely,
(
)
Shri/Smt.,________________
________________________
Index Page
SUSPENSION
1. DEDUCTION FROM SUBSISTENCE ALLOWANCE OF EMPLOYEES/OFFICERS UNDER SUSPENSION
The permissible deductions from the subsistence allowance payable to officers/employees may
be classified under the following two categories:a) Compulsory deductions, and
b) Optional deductions
485
Accordingly, the following items which fall under category(a) above should be deducted from
the subsistence allowance:i/
Income Tax and surcharge (Provided the officers yearly income calculated with reference to
the subsistence allowance is taxable).
ii/ Recovery towards House Rent and allied charges i.e. Rent for furniture etc.
iii/ Installments of loans and advances granted under various liberalised scheme of the Bank viz.
Housing Loan, Festival Advance, Conveyance Loans, Consumer Loans etc.
The deductions on account of following items falling under category (b) above should be made
with the written request of officers/employees:i/
Premium due on LIC policies.
ii/ Amount due to the Consumer Co-operative Store and Co-operative Credit Societies;
iii/ Installments of loans and advances granted against the security viz. FDR/STDR/NSC/GOLD
ornaments etc.,
iv/ Installments on account of temporary advance against provident Fund.
v/ The deductions on account of contribution to Provident Fund and Court attachments may
not be made from subsistence allowance. The fact that the officer/employee is under
suspension and is paid only a subsistence allowance, should be intimated to the court and
fresh instructions may be sought in the matter. As regard any over payments made to the
officer/employee, a decision may be taken on the basis of facts and circumstances of each
case.
2. COMPUTATION OF SUBSISTENCE ALLOWANCE IN CASE OF OFFICERS AND WORKMEN ON
REVISION IN SALARY
Subsequent to the salary revision the question of computation of subsistence allowance and
payment of arrears on account of revised subsistence allowance as a consequence of revision of
pay scales has been considered and it has been decided to pay the same as per guidelines
given below.
If the date of suspension is prior to the date of salary revision, there will be no change in the
Subsistence Allowance arising out of the salary revision, and accordingly no arrears will be
payable unless the period of suspension is treated as on duty. If however the date of suspension is
subsequent to the date from which the salary revision is effective, the concerned employee will
be given the salary revision on the due date and his subsistence allowance will be fixed as per his
revised salary. The arrears of salary and subsistence allowance shall be paid to him accordingly.
3. SBBJ OFFICERS SERVICE REGULATIONS, 1979 : REGULATION 69(7) : SUBSISTENCE ALLOWANCE
DURING THE PERIOD OF SUSPENSION
Index Page
486
For the purpose of calculating subsistence allowance ( only those regular allowances) which an
officer would have drawn if he had been on leave should be taken into account. Accordingly,
subsistence allowance will include professional qualification allowance, house rent allowance,
city compensatory allowance, split duty allowance, special area allowance, project area
allowance, mid academic year transfer allowance, hill & fuel allowance subject to the fulfillment
of other conditions laid down for drawl of such allowances but it will not include conveyance
allowance, entertainment allowance and any special allowance like half yearly closing
allowance, deputation allowance, officiating allowance etc.,
At present officers under suspension are being paid subsistence allowance as under:
i/
At 50% of Basic pay and allowances for the first 12 months.
ii/ At 50% of basic pay+ full allowance after one year of suspension, where the delays in
completion of proceedings are not attributable to the officers concerned subject to approval
by the Managing Director.
( ECM dated 25.1.84)
In addition to allowances mentioned in the aforesaid circular, which an officer was entitled to at
the time of suspension, deputation allowance, if any, should also be taken into account for the
purpose of calculation of subsistence allowance provided the deputation is not terminated( i.e.
provided the suspended officer continues to report to the place/office of his deputation).
No loans like P.F. Loan, Festival Loan etc. are to be extended to suspended officers.
Index Page
4. CHANGE OF HEAD QUARTERS DURING THE PERIOD OF SUSPENSION
As per extant instructions the last Branch/Office/Station where the employee worked is treated as
the headquarter of the employee who is under suspension and in case he wants to leave the
headquarters, he is required to taken prior permission for the same from the Competent Authority.
In case the employee who is under suspension wishes to change the headquarters and seeks
approval for the same, the competent authority may grant permission for change of
headquarters/residence subject to the explicit condition that the employee will make himself
available for investigation/enquiry at the headquarters and that Bank will not be required to pay
travelling expenses etc. for coming to the headquarters for investigation/enquiry from his new
place of residence.
Index Page
487
RESIDENTIAL TELEPHONES MOBILE PHONE FACILITY TO OFFICERS

OFFICIAL TELEPHONE AT THE RESIDENCE OF OFFICERS
Official telephone is provided at the residence of officers depending upon the need of the Bank,
subject to the under-noted ceilings:a) Upto Grade Scale MMGS-III
b) SMGS-IV
c) SMGS-V
d) TEGS-VI
e) Administrative Secy./ Private Secretary
Rs. 2,000/- per bill

STAFF SUPERVISING : REIMBURSEMENT OF MOBILE TELEPHONE BILLS - REVISION IN MONTHLY

CEILINGS
Presently all DGM's at Head Office are being reimbursed Rs. 1500/- per month for mobile bills
connection with roaming facility and AGMs posted at Head Office/as Controller are being
reimbursed Rs. 1200/- per month.
Looking to the business needs and to obviate need for special sanction for reimbursement of
mobile phone bills in excess of monthly limit fixed for, it has been decided that limits for
reimbursement of monthly mobile bills may be revised w.e.f. 22.09.2009 as under:
DGM (All) No upper ceiling
AGM (Controllers) Up to Rs. 3000/- p.m. + service Tax
(Without clubbing with landline)
(Circular No. PER/55/09-10 03 October 2009)
NOTE:
Providing STD Telephones:
1. Officers eligible for residential telephones are eligible to avail the facility of STD at their official
residential telephones within the overall entitlement fixed by the Bank. (vide H.O. Circular No.
Memo/32/95-96 dated 4.1.96 and Memo/36/2002-203 dated 6.11.2002 and H.O. circular No.
Per/50/2003-2004 dated 17.11.2003. )
2. All RMs and Scale -IV officer (departmental heads to whom STD facility has been provided in
office).
3. All Personal Assistants/Private Secretary attached with MD,CGM,GMs irrespective of their
grades and scales.
Providing of telephones
1.
2.
3.
4.
All officers in Scale-IV and above are eligible for telephones at residence.
All officers in Scale III irrespective of the position they are holding.
All Branch Managers irrespective of their grades/scales.
All security officers and liaison officers in H.O./Z.O. irrespective of their grade /scale (including
security officer-Fire)
( MEMO NO. 32/95/96 DATED 4.1.96 AND ORGANISATION PLANNING DEPARTMENT NOTE DATED
3.10.96 and 23.10.96)
488
BROADBAND INTERNET PERMISSION::

To inculcate the habit of Internet Banking amongst the officers of our Bank and to improve their
knowledge, it has been decided to provide Broadband facility on residential landline telephone
provided to the officers who want to access Internet at their residence within the overall ceiling of
rent plus call charges for respective grades. Other terms and conditions in this regard will remain
unchanged.
(CIRCULAR NO. PER/01/2008-2009 dated : April
01, 2008)
STAFF SUPERVISING : REIMBURSEMENT OF MOBILE TELEPHONE

BILLS
Please refer to our Circular no. PER/55/2009-2010 dated 03.10.2009 on the above subject vide
which limits for reimbursement of monthly mobile bills were revised.
To bring uniformity in respect of reimbursement to pre-paid connection holders, it has been
decided that in case where there is no upper ceiling in reimbursement of mobile bills, the mobile
connection should necessarily be converted to post paid connection immediately. The payment
of the bills will be made as earlier.
Circular No. PER/106/09-10 23 March 2010
PROVISION OF MOBILE PHONE FACILITY TO SMGS-IV OFFICERS:

In terms of H.O. Circular No. Per/13/2004-2005 dated 15.4.2005 mobile phone (roaming) is
provided to all SMGS-IV officers who are posted at Metro and Urban centers. The facility will be in
addition to the residential phone facility provided to such officers at their residences subject to
the ceiling on handset upto Rs. 5000/- and monthly bill Rs. 1000/- . Further it has been decided to
extent the facility to all SMGS-IV officers irrespective of their place of posting on the same terms
and conditions as mentioned in above referred circular. The Service Tax will be over and above
the ceiling of rent plus charges.
Index Page
PROVISIONS OF MOBILE PHONE FACILITY TO MMGS-III OFFICERS:
MMGS III OFFICERS POSTED AS BRANCH MANAGERS
a) It has been decided to provide mobile phone facility to the MMGS-III officers
posted as Branch Managers. The facility will be in addition to the residential phone
facility provided to such officers at their residence subject to the ceiling of handset
cost upto Rs. 3000/- and monthly bill of Rs. 500/- including all charges. The hand
set along with SIM Card will be purchased in the name of the Bank/Branch and the
authorised officials will use the same subject to reimbursement of the bills within the
stipulated ceilings. As far as possible only voice communication facility will be used
and the set shall not ordinarily be used for personal SMS, Internet, E-Mail getting
news, tunes and other information from service provider etc., It must be ensured
that in case of such uses other than for official uses the relevant charges are
invariably recovered from the officials.
489
b) At the time of purchase of Mobile Phone, proper entries should be made in the
relevant columns of furniture and fixture register and set should be insured against
theft, fire, transit loss etc., and the insurance policies kept on the Bank record. Cell
phones should be utilised within the stipulated ceilings for payment of bills . At the
time of payment/reimbursement of bills, the re-charge coupons should be
attached along with charges voucher in case of prepaid cards. At the time of
transfer the official should hand-over mobile set along with SIM Card, against
hand-over mobile set along with SIM Card, against acknowledgement, to the
person to whom the charge is being handed over. A copy of the
certificate/acknowledgement letter to this effect should be retained on the Bank
record.
OFFICERS IN MMGS-III OTHER THAN BRANCH MANAGERS:
All other officers in MMGS-III may avail both land line and mobile phone facility within the present
ceiling of Rs.2000(bi-monthly) plus service tax but the cost of hand-set has to be borne by the
officers themselves. The other relevant terms and conditions will remain same as stated above.
MOBILE PHONE FACILITY TO OFFICERS
In terms of Head Office Circular No. Per/49/2008-2009 dated 26.09.2008 and Per/63/2008-09
dated 27.11.2008 mobile phone facility to the officers was advised and the ceiling of mobile
handset was revised for officers of MMGS-III to TEGS-VII respectively . Now it has been decided to
revise the ceilings for cost of mobile handset for the officers of MMGS-II and JMGS-I officers as
mentioned against their grade: MMGS-II Rs.3500/JMGS-I Rs.3000/However, the revised ceiling of cost of mobile handset will be applicable only for new purchases /
in case of eligible replacement after prescribed period of 3 years as circulated earlier.
Circular No. Per/51/2009-2010 dated 23.9.2009
Index Page
PROVISION OF MOBILE TELEPHONE FACILITY TO ALL THE OFFICERS WORKING AS TROUBLE SHOOTERS
BSNL mobile phone facility may be allowed to troubleshooters of Bank master on case to case
basis by the respective Dy. General Manager of Zone/H.O.
PROVISION FOR RETENTION OF MOBILE HAND SET AT THE TIME OF RETIREMENT:
Please refer to H.O. Circular No.PER/8/2005-2006 dated 19.05.2005, interalia, advising that officers
may retain the mobile handset at the time of retirement on specific request.
Bank has reviewed the matter and decided the following modifications in above scheme: Only those handsets will be given which are already in use for atleast one year. The
mobile phone will be given without charging the officer any cost and new handset will
not be purchased for this purpose.
490
If the SIM Card is in the name of the Bank or in the name of any other officer of the bank,
the same should be surrendered invariably on retirement. However, in case an officer in
TEGS-VI and above has surrendered the SIM Card, then a new SIM Card will be
purchased by the bank in the name of the retiring officer.
As hitherto, call charges and fixed charges will not be borne by the Bank after retirement.
(CIRCULAR NO. PER/ 47 /2007-2008 DATED SEPTEMBER 03, 2007)
RETENTION OF MOBILE HANDSET AFTER RETIREMENT UNDER VRS OR EXIT OPTION::
In terms of H.O. Circular No. Per/8/2005-2006 dated 19.05.2006 it is provided that mobile handset
provided to officers is allowed to be retained at the time of retirement on specific request.
Bank has examined the matter in light of extant guidelines and it is clarifiecd that the officers who
have taken retirement other than usual retirement (i.e. superannuation) will not be eligible to get
mobile handset
(CIRCULAR NO. PER/ 84/2006-2007 December 18, 2006)
PROVISIN FOR REPLACEMENT OF MOBILE HANDSET:
Keeping in view the short life of the handset requiring replacement after a certain period, it has
been decided that mobile hand set may be replaced after 3 years if old handset is
unserviceable.
Index Page
REIMBURSEMENT OF COST OF SPORTS ITEM
To maintain the physical fitness of officers, it has been decided that cost of sports items such as
Track Suit/Sports shoes may be reimbursed to all the officers with a maximum cost of Rs. 1000/- on
production of bill(s).
Index Page
STAFF SUPERVISING TRANSFER POLICY

TRANSFER POLICY
Bank have evolved a transfer policy for transfer of officers in consultation with the Officers
Association to provide for a periodical turnover of officers in any particular position as a
safeguard against frauds and other malpractices as also to ensure, as a policy, that no officer is
ordinarily retained in the same center for more than 5 years except in genuine cases of hardship.
Rationale for a Transfer Policy
491
1.1 Transfers of officials in the Banks service are necessitated in the organisations interest as also
in the interests of the individual growth of the official himself. Transfers do involve a wide range of
problems for the official, as a person. The objective of a transfer policy would be to spell out,
therefore, as clearly as possible, what organisational and individual interests are served by
transfers and to provide for a system that would minimise the hardship to an official consequent
on transfer.
1.2 Transfers would be taken to mean a movement from on station to another. Changes in
position within the same station would be taken as coming under the term postings.
1.3 The transfer policy described hereinafter would cover all grades of officers below the rank of
AGM.
2.1 The factors which impinge on organisational interest and which give rise to the necessity for
transfers, are:
a/ To provide for adequate on the job training to officials to enable them to develop the needed
skills for the performance of various jobs;
b/ To cover the needs of new branches/activities arising from expansion and growth of the Banks
operations;
c/ Reasons of unsatisfactory performance in any particular position, and with a view to provide
opportunity for further improvement of the needed skills.
d/ To ensure periodical turnover of officials in any particular position as a safeguard against frauds
or other malpractice.
2.2 The individual interest which transfers seek to serve are:
a/ To provide for career advancement of the individual officials in accordance with the
provisions of a placement policy or carrier development policy that may be in force;
b/ To provide job opportunities for the individual officials in line with their specific attitude or skills.
2.3 The problems faced by an individual in the matter of transfers would be:
Ill health of the official or member of his family, requiring special medical facilities;
Education of his children on account of non availability of adequate facilities for
education in the regional language;
A working spouse, in or outside the Bank, and transferability or otherwise of the spouse;
Other personal reasons, such as, large number of dependants, and parents etc.,
3.1 A factor relevant to the issue of transfers in the bank needs to be spelt out initially. The
expansion in the Banks activities covers a wide range of centers where, admittedly, the
educational, health or entertainment facilities are sub-standard. This is a problem that will have to
faced equally by all officials in the interest of the countrys development; certain aspects of this
principle are spelt out later in this note, vide 5.3 and 5.4 but it will have to be clearly appreciated
that a majority of the official will have to face this problem in their carrier.
3.2 A second factor that has relevance is that the transfer, placement, promotion and gradation
policies will have to be viewed as a set of personnel practices; all are inter connected in some
aspects and no individual policy can be formulated in isolation.
TRANSFER POLICY:
492
4.1 The actual provisions of the transfer policy will deal with guidelines for harmonising the
different factors indicated above in paragraph 2.1 & 2.2 and 2.3 The guidelines will broadly be
under the categories:a/ The minimum and maximum period of retention of an official in a particular position.
b/ The considerations that would be taken into account by the authority empowered to effect
transfers in deciding on individual cases.
c/ Establishing an agreed order of priorities of the hardships faced by officials as a result of
transfers and developing a system that would enable hardship considerations to be taken into
account while effecting transfers.
5.1 The minimum and maximum period s of retention of an official in any particular position would
be as follows:Position
Minimum period of retention Maximum
period
of
in any one position at the retention
same office
Asstt.Accountants ( i.e. positions 1 Year
3 Years
below the level of Accountants,
Field Officers and Sub-Managers)
Field Officers, Accountants and 1 Year
3 Years
Sub-Managers
Branch Managers or positions in 2 Years
3 Years
Departments of H.O.
Chief cashiers
2 Years
5 Years
5.2 There is no transfer policy for Award Cadre Head Cashiers in the Bank so. We, however,
propose to discuss this in the next bipartite talks with the representatives of the Co-ordination
Committee.
5.2(a) The maximum period of retention of any official in the same position, other than Branch
Manager and Head Office assignments, may be extended upto 5 years if the concerned official
indicates his disinterest in career advancement owing to his nearness to age of superannuation or
other personal reasons.
5.2(b) Officer once transferred out of a particular center should not be brought back to the same
station within a period of 3 years and even when he is brought back on administrative grounds,
he should posted in a different position and at a different Branch/Department.
5.3 There would be certain branches in each Region which are generally accepted as difficult
stations in terms of non-availability of Any three of the following basic facilities:Index Page
a/ Educational,
b/ Electricity,
c/ Filtered Water,
d/ Medical facilities and
e/ Basic transport facility
In such cases, which are to be listed for each Region separately, the maximum period of
retention of an official in any position would be two years only. Besides, the management would,
as far as possible, entertain requests from such officers for their transfers to stations of their choice
on expiry of two years stay at difficult stations. For this purpose, the concerned officers will be
required to advise at least three places of their choice in the preferential order.
5.4 So that the hardship involved in transfers are faced equally by all officials, as a policy, no
official should be retained in the same center for a period more than 5 years. It is, however,
493
appreciated that a strict application of this rule may involve hardship to certain categories of
officers particularly those posted at Head Office Departments. A realistic policy may, therefore,
have to take note of not only the need for equalisation of hardships involved in transfers but the
hardship likely to result in the uprooting of certain officials who have long been settled in some
centers and the inconvenience likely to be caused to the new entrants to such centers due to
lack of accommodation, etc., Manager, Personnel Administration, will, therefore, finalise in
consultation with the officers Association, the circumstances in which exemptions from the above
rules can be permitted. Any such policy should, however, provide for sufficient discretion to the
Management to effect transfers even from the exempted category should the strength of staff at
any center turn out to be surplus to the banks requirements.
6.1 Transfers will, generally, be initiated in terms of the placement or career development plan in
operation and this plan will be the over riding consideration.
6.2 Transfers of officers will be timed as far as possible in May/June every year to coincide with the
academic year. In respect of Branch Managers, however, to facilitate the budget preparations,
transfers should be timed to take place only during the months of July/August/September.
6.3 In regard to transfers for the purpose of opening new branches, no official will be required to
work as the first incumbent Branch Manager of a new Branch (other than branches in urban
areas or special branches, such as, Agricultural Development branches) on more than two
occasions in his career.
Index Page
7.1 In regard to minimising the hardships caused to officials consequent upon transfers, a system
of recording transfer preference for any personal reasons, as detailed in later paragraphs, will be
developed. The transferring authority, while effecting transfers in accordance with the placement
policy, will see to what extent can the transfer preferences indicated by the official be
accommodated, subject, however, to the constraints spelt out in paragraphs 5.1 to 5.4 above.
Also, as already indicated in 6.1 above, the placement policy will be the over riding consideration
in affecting all transfers.
7.2 The priorities for consideration of hardship would be :
a/ Sickness of a serious nature of the official or a member of his family, i.e. parents, wife or
children, which would require some special treatment, facilities for which are available only at
specified centers.
b/ Working spouses, either within or outside the Bank.
c/ Obligations arising out of a large number of dependants or aged parents, etc.,
(Explanation: If there are two or more officials who have expressed their preference for a
particular center and the opportunity vacancy, career plan of the individual official, etc., permits
the accommodation of only one of them, the choice would be made on the basis of the priorities
listed above. If there are two or more officials similarly placed in all respects, preference would be
given to the senior most official in terms of age).
System for implementing the policy:
8.1. All officials will be required to submit, once in three years, a Transfer preference Form,
(Annexure I enclosed with the relevant circular) listing three centers in order of their preference, at
which they would like to work, giving brief reasons for their preference. These forms will be
recorded at the H.O. in two registers maintained as under:-
494
a/ A register, indexed branch-wise, with names, grade and date of confirmation of the officials in
the respective branch folios, for which preference has been indicated; the order of preference
and the reasons will also be noted;
b/ A register, indexed alphabetically, with the names, grade and date of confirmation of the
officials in the respective folios, and the names of the branches for which preference has been
expressed.
Index Page
8.2 Change of preference centers, due to change in the personal circumstances of the officials,
may also be advised to the controlling authority, as and when desired by the officials. The fresh
preference form will be in substitution of any earlier form, and the transfer preference record will
be completely modified in accordance with the particulars in the latest form submitted.
8.3 The Transfer Preference Record will be maintained at a control point as the H.O. may
decide.
8.4 Transferring authorities will consider all transfer decisions, other than emergency postings, with
the help of a form a specimen of which is given in Annexure -IV enclosed with the relevant
circular. The transfer decision will be recorded on the form. Communication of the transfer will be
as hitherto.
Index Page
Transfer Policy regarding Lady Officers:
9.1 The general policy regarding the transfer of officials necessitated in the organisations interest
and in the interests of individual growth of the official herself, will apply to the lady officers as well.
9.2 Without infringing the rule contained in paragraph 9.1 individual cases of hardships in case of
married lady officers will be examined on the merits of each case and, depending on the
administrative convenience, due considerations will be given to their preference.
9.3 The cases of married lady officers could be broadly classified in two:a/ Where both the spouses are employed in the Bank; and
b/ Where one of the spouses is employed in the Bank and the other is employed in some other
Department/Institution.
In case of (A), both the husband and wife shall not be posted at the same office/Branch. Subject
to the condition contained in paragraphs 9.1 and 9.2 , efforts will be made to post both the
spouses at the same station. In the case of (b) although periodical transfers will effected in the
ordinary course, priority considerations as contained in paragraph 7.2 may be given due
weightage while deciding the placement of lady officers.
Review of the policy:
10.1 Review of the system of transfers will have two objectives:
a/ Review of individual transfer decisions;
b/ Review for the purpose of introducing modifications in the policy to reflect the changing
circumstances.
10.2 The individual transfer decision of each transferring authority will be reviewed by the
immediate superior. For this purpose, only the decisions that are not in accordance with the
policy (such decisions will also be made by the transferring authority) will be reported to the
immediate superior once a month; it would suffice if the transfer forms relating to such decisions
are submitted and no separate consolidation is required.
495
10.3 The review for introducing policy changes will be made once a quarter by the Management
Committee. For this purpose, again, only the decisions not in accordance with the policy will be
submitted to the committee.
Grievances:
11.1 The grievances of individual officials in the matter of their transfer will be processed through
the machinery under the Grievance Procedure or such other procedure that is in vogue for this
purpose.
POSTING OF HUSBAND AND WIFE AT THE SAME STATION
The requests of working spouses would be considered by the Bank on merits subject to
administrative convenience and exigencies of services within the overall guidelines laid down by
the Govt. of India.
The following type of cases may be covered under the guidelines:a/ Where the spouse belongs to the same Bank.
The spouse should be posted, as far as possible, to an office/branch within the same city/town,
but not at the same office/branch. Where there is only one office/branch at the center where
the senior spouse is posted the junior one may be posted at a center which is near to the place
where the senior spouse is working. Where an officer is posted at a rural/semi-urban branch to
enable him to put in a minimum of 2 years service in rural branch or 3 years in a rural and/or semi
urban branch to be eligible for promotion to MMGS-II/MMGS-III as the case may, the spouse may
be posted to a nearby center.
b/ Where the spouse belongs to another public sector Bank:
If the spouses are employed in two different public sector Banks, the junior of the two may apply
to the competent authority in his/her Bank and the said authority may post the said officer to the
office/branch of the Bank at the station where the senior spouse is working and if there is no
office/Branch of the Bank at the station, then to the state where he/she is posted. However, the
provision of an officer serving for 2/3 years in rural/semi urban branches for being eligible for
promotion from scale I to Scale II or from Scale II to Scale III should not be relaxed and the
concerned officer should take the requisite rural/semi urban branch experience when called
upon to do so. Such transfers for the Junior spouse however, should be restricted to a specified
number of times only.
Index Page
To sum up briefly:i/ Spouse of the same Bank may be posted in the nearby branches but not in the same Branch;
when one of them is under rural posting, the other may be posted to a neighbouring centers.
ii/ Spouses of the different public sector Banks : the Junior of the two should seek the transfer,
which would normally be granted within the constraints of administrative convenience.
iii/ Officers in Senior Management/Top Executive cadres
As these officers are transferred freely to all parts of the country due to exigencies of service and
in the interest of smooth and efficient functioning of various controlling offices and large
branches, it is not considered feasible to cover their cases under these guidelines. Banks, may
however, consider their requests sympathetically bearing in mind the spirit of these guidelines
496
subject, of course, to administrative convenience. In other words, the case of officers in Senior
Management and Top Executive scales the guidelines may not apply automatically in view of
restricted number of posts, but the Bank will sympathetically consider the applications and
accommodate the request as far as possible, subject to administrative convenience.
Guidelines in respect of cases where on spouse belongs to one of the public sector banks and
the other spouse belongs to Government/semi government /public sector undertaking will be
issued in due course.
While the controlling authorities should ensure that the above guidelines do not interfere with the
smooth functioning of our transfer policy and compliance of existing instructions of Government
regarding agreement with the unions etc. they are advised to deal with the cases of spouses
employees in public sector banks not covered under the above guidelines keeping in mind the
spirit in which these guidelines have been laid down and larger objective of ensuring that
husband and wife are, as far as possible and within the constraints of administrative convenience
posted at the same station.
(CIRCULAR NO. PER/20/89-90 DATED 19.5.89 AND PER/87/87 DATED 2.9.87)
Index Page
VOLUNTARY RETIREMENT RESIGNATION / EXIT POLICY AND
VOLUNTARY ABANDONMENT
VOLUNTARY RETIREMENT/RESIGNATION
In terms of guidelines issued by the Government of India regarding age of retirement of the
officers/employees in the Bank, the age of retirement of all the officers in the Bank henceforth will
be 60 years instead of 58 years as hitherto. No extension shall be given to any officer/award staff
employee beyond 60 years of age.
In terms of Regulation 19(1) of SBBJ(Officers) Service Regulations, 1979 an officer who has
completed 25 years service may be permitted by the E.C. to retire from the Banks service,
subject to his giving 3 months notice in writing or pay in lieu thereof unless this requirement is
wholly or partly waived. Further, in terms of Regulation 20(2), no officer shall resign from the service
of Bank otherwise than on the expiry of 3 months from the service on the Bank of a notice in
writing of such resignation.
The following procedure may be followed:i/ All the applications for voluntary retirement/resignation must invariably be submitted in the
prescribed proforma Annexure-I enclosed with the relative circular(specimen at page no. 302
& 303 of this booklet).
ii/ As soon as request for voluntary retirement/resignation is received, it must be examined
whether due notice of 3 months has been given or not. In case due notice has been given,
the request should be handled as per procedure set out in the subsequent paragraphs.
However, if pay/ emoluments in lieu of due notice has been offered or full 3 months notice
has not been given, the official concerned has to be immediately advised that his
application for voluntary retirement/resignation is being processed and forwarded to the
Competent Authority for decision. Meanwhile, he cannot be deemed to have relieved from
the Banks service in the absence of communication of the Competent Authoritys express
approval which is necessary in terms of the provisions of the aforesaid Regulations. The advice
to the concerned officer should be communicated, in the proforma enclosed as Annexure-II
(specimen at page no. 304 of this booklet) with the relative circular, by the authority under
whom the official is working, viz. Branch Manager in case of an officer posted at a branch,
497
Regional Manager/Asstt./Dy. General Manager in case of Regional/Zonal Office and

concerned Departmental Head in case of any other Administrative office/H.O. The
Cheque/payments tendered, if any, in lieu of notice period, should not be encahsed. Care
should be taken in cases of requests received from Probationary Officers for resigning from the
Banks service and who have not completed their probation period. Such requests be
required to be processed according to the proviso to Regulation 20(2) . In all such cases
necessary steps should be initiated for invoking the provisions of Regulation 14(3).
iii/ After acknowledging the application as per Annexure-II, the request for voluntary
retirement/resignation should be processed and recommendations be submitted to the
Competent Authority on the lines of Annexure-III attached with the relative circular(specimen
at page no. 305 to 307 of this booklet). All the applications from officers for voluntary
retirement/resignation have to be processed quickly and necessarily be placed before the
competent authority for a decision. In this regard, for officers working in a Zone, the relative
Z.O. will process the application and for those working in Departments of H.O./on deputation
to companies and other organisation will be processed by the H.O.Departments concerned
and sent to the Personnel Administration Departments at H.O.
iv/ While forwarding the application as per Annexure-I to the Competent Authority, clearance
must be taken from Vigilance Department/Disciplinary Proceeding Department as regards
pendency/contemplation of any disciplinary case/criminal case/investigation. Further, in
case the official has worked, right from his appointment/promotion to officers grade, in other
zones/offices, a confirmation to the above effect must be obtained from them also . The
details of the same must be mentioned in the columns provided in the format enclosed as
Annexure-III with the relative circular.
v/ The time schedule in the whole process is of utmost importance. Therefore, the above
exercise must be completed within a period of 2 weeks from the date of receipt of the
application and the proposal must be sent to H.O. by the 3rd week for further necessary
action.
vi/ At H.O. it is likely that some more clarifications may be required from Z.O./Deptt. These
clarifications when sought must be furnished promptly.
vii/ The decision of the Competent Authority, whether accepting or declining the request, is to be
communicated in writing to the concerned official and acknowledgement invariably be
taken from him. In case personal service is not practicable, the same should be sent under
Registered(AD) post to the last recorded address of the official concerned.
viii/ In case an officer who is already under suspension or facing disciplinary proceeding and has
put an application for voluntary retirement/resignation with or without notice, it should be
ensured that appropriate steps have been taken for invoking provisions of Regulation 19(2) of
SBBJ (Officers) Service Regulation, 1979.
ix/ In case the disciplinary proceedings are likely to be delayed, the official should be advised
suitably as per the Annexure -II for acknowledging the application. On conclusion of the
proceedings, his request can be processed and forwarded to H.O. in the above manner for a
decision. Needless to add, a fresh letter for voluntary retirement/resignation will have to be
taken from such official mentioning therein clear notice period.
An officer can opt for voluntary retirement after putting in 20 years pensionable service. Such
officer will be eligible for proportionate pension & usual terminal benefits.
(PER/32/94-95 DATED 28.9.94)
Index Page
RESIGNATION/VOLUNTARY RETIREMENT EXTENSION OF VARIOUS FACILITIES DURING NOTICE PERIOD
498
Leave to an employee during notice period after tendering resignation/request for voluntary
retirement, is to be sanctioned by the controlling authority and other facilities can be availed
subject to sanction of leave only.
[SBI C.O. LETTER NO. SBD/VKS/1548 DATED 18.7.1995]
VOLUNTARY
RETIREMENT/RESIGNATIONOBTENTION
OF
PENDING/CONTEMPLATED DISCIPLINARY CASES/VIGILANCE ANGLE
REPORTS
REGARDING
At present the reports regarding pending/contemplated disciplinary cases/vigilance angle in

respect of an officer who submits his resignation/seeks voluntary retirement are called from the
Zones/Departments where he was posted during the last five years. This may lead to some delay
in the eventual approval of the request of the official.
Index Page
Accordingly, the clearances for disciplinary/vigilance cases pending/contemplated against such
officers may, henceforth, be obtained only for the period between the date of last promotion
and the date of retirement.
(CIRCULAR NO.PER/81/98-99 DATED 9.12.98)
499
FORWARDING OF APPLICATIONS TO OUTSIDE INSTITUTIONS FOR EMPLOYMENT

INFORMATION ON THE OFFICER / EMPLOYEE
1. P.F. A/c No.
2. Full Name (Block letters)
;
3. Academic Qualifications
4. Position regarding
CAIIB Exam.
5. Present Grade
6. Designation
7. Specimen Signature No.
8. Place of present posting
:
;
: _____________Since_____________
:
; Branch/Office _________________
: Code ________ Since ___________

;
:
: SC/ST/Physically Handicapped/
: Ex-servicemen
12. Details of assignments held in the officer cadre 9. Date of Birth
10. Date of joining
11. Category
------------------------------------------------------------------------------------------------------S.No. Date
Branch
Category
Designation
of centers
From
To
R/S/U/M
------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------13. Details of Promotions --------------------------------------------------------------- --------------------------------------S.No.
Grade
With effect from
------------------------------------------------------------------------------------------------------------------------------------------------------------------------ ------------------------------------14.(a) Reasons for applying outside
(b) Whether deputed abroad by the Bank.
If so, name of the Center(s), details
of period(s) and the assignment(s) held
15. Disciplinary action, if any
pending or due against him
SIGNATURE OF THE OFFICER
PLACE :___________
DATE :___________
SIGNATURE OF CONTROLLER
ANNEXURE -I
From :
________________________
________________________
________________________
500
To,
________________________
________________________
_______________________
Index Page
Through proper channel
APPLICATION FOR VOLUNTARY RETIREMENT/RESIGNATION FROM BANK'S SERVICE

I wish to tender my voluntary retirement / resignation from the Bank's service as from the close
of business on _________________.
My service particulars are as follows 1. Name of the officer
2. Grade
3. Present posting
4. Date of birth
:__________Age as on_____________
:the date of application
:__________Yrs.___________ Months
5. Date of appointment in the
Bank as __________________
:
6. Date of admission to Pension
Fund (if applicable)
:
:
7. Pensionable service excluding

the Extra Ordinary Leave
(if applicable)
:
:__________ Yrs.__________ Months
:
8. Provident Fund Balance

: Bank's contribution __________
as per latest statement dated
____________________
: Member's contribution__________
(if supplied)
:
9. Particulars of assignments
held since appointments /
promotions to the officers
cadre
:
10. Brief reasons for retirement/:
resignation
:
11. Whether 3 months' notice
given ? or willing to pay 3
months' emolument in case of
resignation / 3 months' pay
in case of voluntary
:
retirement
:
: Designation at office
: ------------------------:
From
-------
To
-------------
:
:
:
501
12. Details of the obligations

to the Bank viz. loan /
liabilities to the Bank or
Bond executed
:
:
:
:
13. How these are proposed to be

liquidated .
:
:
14. Other information

:
(drawing pension
:
(if applicable) under
:
suspension or facing any
disciplinary proceedings)
:
:
PLACE :_______________
DATE :_______________
Index Page
SIGNATURE OF OFFICER
ANNEXURE -II
Shri ____________________
________________________
_______________________
Ref. No.________________
Date
________________
Dear Sir,
VOLUNTARY RETIREMENT / RESIGNATION

We acknowledge receipt of your letter dated the __________________ requesting for voluntary
retirement / resignation from Bank's service w.e.f. _____________________ on service of due
notice / without / partial notice.
2.* Please note that your application is being forwarded to the Competent Authority through
proper channel for consideration. Meanwhile, unless and until approval of the Competent
Authority is
communicated to you, you will continue to be in the Bank's service and
report for duty as usual. You shall not be deemed to have retired / resigned from the service of
the Bank.
3.* In view of the pending disciplinary proceedings against you / your suspension from service,
your request can not be considered till the completion of the disciplinary proceedings against
you.
Yours faithfully,
502
Branch Manager / Regional Manager /

Departmental Head / Dy. General Manager /
Asstt. General Manager
* Strike out whichever is not applicable
503
ANNEXURE
_______________ BRANCH / OFFICE
__________________________ ZONE
A. BIO - DATA
VOLUNTARY RETIREMENT / RESIGNATION
1. Name
2. Grade
3. Date of Birth
4. Appointed in the Bank as
5. Date of appointment
6. Date of admission to
Pension Fund,
if applicable
:
:
:
7. Date on which officer

completes 30 years of
Pensionable service /
30 years of service
:
:
:
:
8. Voluntary Retirement /
Resignation to be
considered from
:
:
:
9. Pensionable service,
if applicable (after
deducting extra ordinary
leave availed by him
:
:
:
: __________Years ___________Months
B. SERVICE RECORD ----------- ---------------For 3 immediately

preceeding years
:
:
a) General intelligence
b) Job knowledge
c)Initiative & Resourcefulness
d) Remarks of Reviewing
:
Authorities
2000
2001
2002
:
:
:
:
e) Adverse Remarks, if any,

in the
f) Service Record with dates
and
:
:
:
:
g) Whether these have been

pointed out to him (this
should cover the entire
:
:
:
504
period of service)
C. GENERAL -------------a) Has the integrity of the
officer been in doubt in
the past. If so, please
state facts leading to
this inference and give
brief particulars of the
action taken
:
:
:
:
:
:
:
b) Has disciplinary action (including those involving vigilance angle) been taken against the
officer since his appointment / date of promotion to officers' cadre?. If so, give briefly the nature
of the misconduct & punishment inflicted with dates and whether or not the officer has since
overcome these deficiencies.
c) Disciplinary action (including those involving

contemplated, if so, details thereof and present position.
vigilance angle)
if any pending /
_____________________________________________________________________
_____________________________________________________________________
_____________________________________________________________________
d) Report from the earlier Zone / Deptt., if any, where the official was posted. (Right from his
appointment / promotion to officers' cadre).
_____________________________________________________________________
_____________________________________________________________________
_____________________________________________________________________
e) Details of loans taken by the official and present outstanding. Please indicate how
these are proposed to be liquidated.
_____________________________________________________________________
_____________________________________________________________________
_____________________________________________________________________
D. Details of other liabilities such as Bond, if any, executed by the official in favour of the Bank. If
so, the liability and how this is proposed to be adjusted.
_____________________________________________________________________
_____________________________________________________________________
E. Whether uptodate statement of Assets & Liabilities have been obtained ?.
_____________________________________________________________________
505
F. RECOMMENDATIONS OF THE CONTROLLING AUTHORITY Please give specific recommendations (if request of the officer is not acceptable, reasons
should be given).
_____________________________________________________________________
_____________________________________________________________________
SIGNATURE OF THE CONTROLLING AUTHORITY
G. RECOMMENDATIONS OF THE ZONAL HEAD / GENERAL MANAGER
_____________________________________________________________________
_____________________________________________________________________
SIGNATURE OF THE ZONAL HEAD / GENERAL MANAGER
H. DECISION OF THE COMPETENT AUTHORITY _____________________________________________________________________
_____________________________________________________________________
SIGNATURE OF THE COMPETENT AUTHORITY
PLACE :_____________
DATE : _____________
Index Page
VOLUNTARY ABANDONMENT OF SERVICE IN TERMS OF REGULATION NO. 40(2) AND 40(3)
In terms of SBBJ (Officers) Regulations, 1979 Regulation no. 40(1( an officer who has been
sanctioned leave and leaves his place of duty shall furnish to the Bank the address at which he
can be contacted while out of station.
Further, in terms of Regulation No. 40(2) an officer who overstays his leave, except in
circumstances beyond his control, shall not be entitled to any salary or allowances for the period
of his absence without leave and shall also be liable to any of the penalties specified in rule 67.
Further, in terms of Regulation No. 40(3) where an officer who has not submitted an application
for leave or where an officer having submitted his application was refused sanction of leave,
absents himself for a period of 90 or more consecutive days notwithstanding the provisions of rule
(2), The Bank may at any time thereafter give a notice to the officer at his last known address
available with the Bank calling upon him to report for duty within 30 days of the notice. If the
officer does not report for duty within 30 days of the notice. If the officer does not report for duty
within the stipulated period, he may, by an order of the appointing authority, be deemed to have
voluntarily vacated his employment on the expiry of the said period set out in the notice. In such
cases the officer shall also be liable to pay to the Bank such notice moony as are payable in case
of resignations if he has been permitted to pay the emoluments in lieu of notice.
Provided, however, that an officer may appeal to the competent authority within a period of
three years from the date of order recording voluntary vacation under the aforesaid rule. The
Competent authority shall consider such appeal to treat the said order as rescinded if its is
satisfied that the officer was prevented by any sickness incapacitating him from reporting for any
506
other for duty within the prescribed time or for any other sufficient cause, and pass such orders as
it may deem fit in the circumstances of the case.
The draft notice to be served upon the officer in cases of unauthorized absence from duty should
be obtained as contained in Circular No. Per/81/2002-2003 dated 28.202003
Index Page ANNEXURE-I
By- Registered A.D. Post
Shri______________________
__________________________
__________________________
Dear Sir,
Sub: Voluntary Vacation of Employment
It is observed that you are absenting from duty w.e.f.______________without submitting any
application for leave/despite your leave being refused/beyond the period of sanctioned leave(*)
2. That in terms of the Regulation 40(3) of the State Bank of Bikaner & Jaipur (Officers) Service
Regulation, 1979 you are hereby informed to report for duty within 30 days from the receipt of this
notice and submit satisfactory explanation for your absence.
3. Please not that, if you fail to comply as aforesaid it will be deemed that you have voluntarily
vacated your employment without giving the requisite notice for resignation.
Yours faithfully,
BRANCH MANAGER/DEPARTMENTAL HEAD
Index Page
*STRIKE OUT WHICHEVER IS NOT APPLICABLE.
ANNEXURE-II
BY-REGISTERED A.D.
SHRI_____________________
__________________________
Dear Sir,
Sub: VOLUNTARY VACATION OF EMPLOYMENT
It has been observed that you are absenting from duty w.e.f._______________without submitting
any applicaton for leave/despite your leave being refused/beyond the period of sanctioned
leave(*). In this connection, please refer to our notice dated_____________with acknowledgement
sent to you on your last known address available with the Bank, calling upon you to report for
duty and submit satisfactory reasons/explaination for your absence within 30 days from the
receipt of above notice. It is , however, observed that you have so far not complied with the
instructions, contained therein.
507
2. As you have not reported for duty inspite of receipt of the aforesaid notice, therefore, it is
deemed that you have voluntarily vacated your employment in the Bank w.e.f._______________in
terms of Regulation 40(3) of the State Bank of Bikaner & Jaipur (Officers) Service Regulation, 1979.
3. You are advised to pay 3 months emoluments in lieu of notice, which is required in case of
resignation, to the Bank within 15 days from the date of receipt of this notice, failing which the
Bank will take appropriate steps for the recovery of the same without prejudice to its right to set
off terminal dues and any other amounts payable to you.
Yours faithfully,
(APPOINTING AUTHORITY)
*Strike out which is not applicable.
N.B. In the case of a Probationary officer, Para 3 may be, replaced with the following:The security deposit together with accrued interest has been forfeited and/or your surety shall be
liable to pay Rs._________________towards the security bond executed by him.
(In the last case, notice to surety for the amount due from him should also be issued.
Index Page
PROCEDURE TO BE ADOPTED IN CASES OF SUPERVISING STAFF REMAINING ABSENT FROM DUTY IN
AN UNAUTHORISED MANNER
If an officer has remained absent in an unauthorized manner for, a period exceeding 90 days,
the authority empowered to sanction leave should send him a letter by registered A.D. post at
his last recorded local/permanent address, asking him to report for duty and submit
satisfactory explanation for his absence within 30 days from the date of the letter (as per
Annexure- I). The salary for unauthorized absence should also be withheld.
In case the officer resumes duty within the stipulated period, the terms on which his
unauthorized absence should be treated, should be decided after carefully going into the
reasons adduced by the officer. Leave should not be sanctioned as a matter of course, even
if it was due. Where the officer is in the habit of absenting himself unauthorized, appropriate
action in terms of Regulation No. 67 of the State Bank of Bikaner & Jaipur (Officers) Service
Regulation 1979 should be initiated.
If the officer does not report for duty even after the expiry of the notice period or the letter
addressed to him is received back undelivered, final notice calling upon the officer, who is
unauthorisedly absent should be sent to him indicating the period of his unauthorized
absence and advising him that as he has failed to report for duty in spite of the above notice,
he has been deemed to have voluntarily vacated his service, amounting to voluntary
resignation from the service of the Bank.
NOTE: Prior clearance from Disciplinary Proceedings, H.O. Jaipur, vigilance Department, H.O.
Jaipur and other zones in terms of H.O. Circular No. Per/81/98-99 dated 9.12.98 be obtained
before issuing notice of forfeiture of appointment. Further, before sending the letter as per
Annexure II approval of the appointing authority should be obtained.
508
In the case of officers who were granted study leave for studies abroad or in India or who have
not reported for duty after the foreign assignment is over, the notices should include claim for the
Bond amount and such notices be issued in consultation with the Law Department.
After sending the notice/letter as mentioned in Annexure-I & II, the Branches should in
consultation with the Controlling Office initiate proceedings for recovery of the loans, if any,
availed by the officer, such as Housing Loan, Festival Advance, Vehicle Loan, Consumer Loan
etc.,
Index Page
SBBJ EXIT OPTION SCHEME 2005
In consultation with State Bank of India, Corporate Center, Mumbai and with approval of the
Executive Committee of the Board of Directors of the Bank, a scheme has been formulated for
the officers of the Bank who feel frustrated and demotivated due to lack of career prospects in
the bank namely "STAFF SUPERVISING-SBBJ EXIT OPTION SCHEME, 2005".
The Salient features of the Scheme are as under:ELIGIBILITY:
Officers in JMGS-I and above to whom SBBJ (Officers') Service Regulations, 1979 are applicable,
who are over 45 years and below 58 years of age as on the date of application and have missed
one chance of promotion in the existing grade and superseded by their juniors shall be eligible.
INELIGIBLE OFFICERS:
Officers serving abroad under special arrangement(s) or those who have executed bond and
obligations there under are yet to be discharged or those who are appointed on contract basis.
Officers against whom Disciplinary Proceedings are contemplated/pending or who are under
suspension. This will also include officers against whom action has been initiated by Government
Agencies/other law enforcing agencies.
EX-GRATIA
Besides eligible terminal dues, an officer exercising the Exit Option shall be eligible for
ex-gratia payment of salary last drawn for 50% of service remaining up to the age of
60 years as on the date of his exit from the Bank (Complete months) subject to a
maximum of 36 months.
For the purpose of calculation of ex-gratia, salary last drawn will include the following
components:
Basic Pay + Stagnation increment + Professional Qualification Pay + Increment
component of Fixed Personal Pay + DA thereon.
The amount of ex-gratia will be added to the income of the officer for the year and
income tax recovered at the applicable rate at source.
d) APPLICATION:
An officer desirous of exercising the Exit Option shall apply on the prescribed format
(Annexure -1) at any time during the existence of the Exit Option Scheme after becoming
eligible.
509
e) NOTICE PERIOD:
An officer opting for the exit option shall have to give 3 months' notice. However, the
notice period should not exceed four months in any case. Salary in lieu of shortfall in
notice period will not be accepted.
He can withdraw the application for Exit Option till the last date of his/her service in
terms of approval of Exit Option conveyed to him by the Bank.
f) OTHER BENEFITS:
Retention of residential accommodation, telephone and car etc. after release from
the Bank under Exit option, for a period not exceeding two months. In cases where
retention of any of these facilities is allowed, 50% of the amount of ex-gratia payable
will be released only after the facilities are surrendered.
He will be eligible to claim traveling allowance, baggage and other expenses for
himself and his family from the last station at which he is posted to the place where he
proposes to settle down anywhere in India, as per entitlement.
Encashment of balance of privilege leave to the extent of 100% in case of completion
of 20 years of pensionable service and 50% of balance of privilege leave in case the
officer has not completed 20 years of pensionable service.
Gratuity as per Rules.
Provident Fund as per Rules.
Pension (if minimum pensionable service as per Pension Fund Rules is completed),
including commuted value of pension. Officer will be eligible for pension only if he has
put in 20 years of pensionable service.
The concerned sanctioning authority, at his discretion, may allow the exit optees to
repay the housing loan under Individual Housing Loan Scheme after their exit from the
Bank in the same manner, and on similar terms and conditions, as permitted in case of
retiring officers. An exit optee may also be permitted conversion of this loan into a
housing loan with the terms and conditions applicable to general public at the
discretion of the sanctioning authority.
All other outstanding loans/advances will have to be repaid.
The officer will have to give an authorization for recovery of such outstanding loans
and advances from the amount payable to him as ex-gratia/all his terminal dues, in his
application.
ACCEPTANCE OF THE APPLICATION AT BANK'S SOLE

DISCRETION:
Exit Option Scheme is voluntary in nature. The designated authority of this Scheme will
have the sole discretion as to the acceptance or rejection of the request for release
under the Exit Option. Officers can not claim it as a matter of right.
Release of officers from the service of the Bank under the Exit Option shall become
effective only after approval of the Designated Authority is communicated to the
officer.
The Exit option Scheme shall be a distinct scheme and it shall not be construed as a
revision of the SBBJ VRS introduced in 2000-2001, and as such no claim from any officer
who have retired/will be retiring under any other existing or past scheme(s) shall be
entertained.
The Bank reserves the right to cancel any or all of the aforesaid clauses and to give
effect thereto from any dates it may deem fit, and to terminate the Scheme at any
time.
510
h) GENERAL CONDITIONS:
The Exit Option Scheme will be introduced initially for a period of three years and may
be withdrawn or modified by the Bank at any time after watching the response. If it is
decided to withdraw the Scheme the Bank would give a notice of minimum three
months notice.
The exit-optees shall not be precluded from taking up assignments in any of the
subsidiaries/joint venture companies of the Bank/State Bank of India.
If an officer, who has not completed the mandatory rural or semi-urban assignment
(either wholly or partly), submits an application for exit under Exit Option his
promotions, which were granted subject to completion of such mandatory
assignment, would stand withdrawn.
As leaving the Bank's service under Exit Option Scheme is optional, it shall not be
negotiable and shall not be deemed or construed as a subject matter of right or
contract of service. It shall not be cited as precedent, custom, convention, usage or
practice anytime in future.
As leaving the Bank's service under Exit Option Scheme is optional, the officers seeking
release under the Scheme will not be eligible for any salary in lieu of notice.
Release under Exit Option Scheme is independent of and without prejudice to the
rights of the Bank to retire/remove/dismiss etc. an officer under the provisions of the
SBBJ (Officers') Service Regulations, 1979.
Except to the extent provided specifically in this scheme, the provisions of SBBJ
(Officers') Service Regulations, 1979 and other instructions issued by the Bank from time
to time will continue to apply in this respect.
Officers opting for this scheme will not be eligible to become members of Retired
Employees Medical Benefit Scheme.
Ex-gratia will be paid within a period not exceeding 4 weeks from the relevant date.
The term "Service" for the purpose of Exit Option Scheme shall mean the period during
which an employee is/was on duty or on leave of any kind authorized by the
Competent Authority.
The Officer seeking release from Bank's service under Exit Option Scheme will not be
entitled to dispute the payments received under the Scheme on any ground
whatsoever. The exit optees and/or their nominees or legal heirs shall have no
right/claim/demands against the Bank on any matter relating to the Scheme or claim
appointment in the Bank on any ground whatsoever.
i)VACANCIES
Inasmuch as the Exit Option is aimed at improving the level of morale in the Bank, and not
at rightsizing, the Bank will have the discretion to fill up the vacancies caused by release of
officers under the Exit Option.
j) DESIGNATED AUTHORITY
The Designated Authority for release under Exit Option would be as under :GRADE SCALES
For Officers in JMGS-I and MMGS-II
For Officers in MMGS-III to SMGS-V
For officers in TEGS VI & VII
For Officers in TEGSS I & II
COMPETENT AUTHORITY
General Manager (O)
Managing Director
Executive Committee
The Scheme is effective from 01.12.2005 and will remain in force for 3 years with an option for the
Bank to close early/extend the date without assigning any reason by giving 3 months notice. The
511
specimen of application forms to be submitted vis--vis other instructions under the Scheme are
given as per annexures enclosed.
i.
Salient feature of the Scheme
ANNEXURE
FORMS TO BE SUBMITTED BY THE APPLICANT:

i.
ii.
Iii
iv.
v.
Application for Exit Option

Application for payment of Gratuity
Application for refund of P.F.
Application for payment of Pension
Application for Encashment of P.L.
ANNEXURE-I
ANNEXURE-A
ANNEXURE-B
ANNEXURE-C
ANNEXURE-D
OTHER FORMS/INFORMATION FOR BRANCH/ZONE/HEAD OFFICE USE:

i.
ii.
iii.
iv.
v.
vi.
vii.
Acknowledgement to be given to the applicant

Information
of
acceptance/rejection
of
the
application
Operative Guidelines
Specimen of the Register to be maintain by the
Branch/C.A./H.O.
Progress report of receipt of applications to be
submitted by Controlling Authority to Head Office
Calculation Sheet
Acknowledgement in regard to receipt of the Circular
ANNEXURE-II
ANNEXURE-III
ANNEXURE-IV
ANNEXURE-V
ANNEXURE-VI
ANNEXURE-VII
ANNEXURE-VIII
Officers who seek Voluntary release of service under the SBBJ Exit Option Scheme 2005 will submit
duly completed application (in triplicate by keeping a photocopy with them for their record)
addressed to the Designated Authority and hand over it to respective heads of
Branch/Region/Zone/Department as the case may be (through proper channel) before the close
of the Exit Option Scheme.
The applications for voluntary release under the Scheme will be processed as per requirement of
the Bank and the acceptance/relief will be conveyed to the officer.
Further, it is expected from the Branch Managers/other officials that they would be alert to allay
any misconception in the mind of general public and customer in regard to the scheme or its
implications.
STAFF SUPERVISING-SBBJ EXIT OPTION SCHEME, 2005
OBJECTIVE
To bring overall reduction in the staff strength of the Bank by providing an exit route to the eligible
officers in JMGS-I and above who feel frustrated and demotivated due to lack of career
prospects.
ELIGIBLITY
AGE:
Officers who are over 45 years and below 58 years of age as on the date of submission of
application shall be eligible.
512
NUMBER OF CHANCES FOR PROMOTION

a) Only those officers who have not been promoted to the next higher Grade/Scale within
one chance and were also superseded by their juniors shall be eligible. Number of
chance for non-promotion will be counted in the present grade only. Non-promotion, if
any, in the previous grade will not qualify for counting the one chance of non-promotion.
a) For this purpose, a chance shall mean that the officer has completed the required service
in the present grade for consideration of further promotion but has either not been
considered for any reason or has been considered and not promoted and, thus, has been
superseded by his juniors.
b) An officer will also be deemed to have missed a chance and superseded by his juniors if
he does not appear for interview or abstains himself from participating in the promotion
exercise or where he had given his refusal in writing for promotion to the next higher grade
or scale or remains absent or submits medical certificate for the date of interview and in
the process official(s) junior to him is/are promoted and become(s) senior to him. The
officer who was in the Zone of Consideration but was not included in the Zone of Selection
would also be taken as having missed an opportunity or chance for promotion.
INELIGIBLE OFFICERS:
The following categories of Officers are ineligible to exercise the Exit Option:(i)
(ii)
(iii)
Officers serving abroad under special arrangement(s) or those who have

executed bond and obligations there under are yet to be discharged.
Officers
against
whom
Disciplinary
Proceedings
are
contemplated/pending or who are under suspension. This will also include
officers against whom action has been initiated by Government
Agencies/other law enforcing agencies.
Officers appointed on contract basis.
EX-GRATIA:
Besides eligible terminal dues, an officer exercising the Exit Option shall be eligible for ex-gratia
payment of salary last drawn for 50% of service remaining up to the age of 60 years as on the
date of his exit from the Bank (Complete months) subject to a maximum of 36 months. It is
clarified that only for the limited purpose of calculation of ex-gratia the remaining service shall
be treated upto 60 years. The designated authority would also ensure that at the time of
granting Exit Option, there is no impediment at the relevant date in the matter of granting
extension of service, if required.
However, pension shall be payable to only those officers who are eligible for the same, in
terms of SBBJ (Employees') Pension Regulation, 1995/SBBJ (Officers') Service Regulations, 1979.
It is further clarified that officers exercising option under Exit Option Scheme and those who
would be permitted to exit, would not be eligible for pension, unless they have completed 20
years of pensionable service under the applicable rules.
"Relevant date' means the date on which officer ceases to be in service of the Bank as a
consequence of his request under Exit Option.
For this purpose, salary last drawn will include the following components:
Basic Pay + Stagnation increment + Professional Qualification Pay + Increment

component of Fixed Personal Pay + DA thereon.
513
The amount of ex-gratia will be added to the income of the officer for the year and
income tax recovered at the applicable rate at source.
Ex-gratia will be paid within a period not exceeding 4 weeks from the date of exit.
The Officers seeking release under Exit Option Scheme will not be entitled to dispute the
payments received under the Scheme on any ground whatsoever. The officers released
under exit option and/or their nominees or legal heirs shall have no right/claim/demands
against the Bank on any matter relating to the Scheme or claim appointment in the Bank on
any ground whatsoever.
APPLICATION
(i)
An officer desirous of exercising the Exit Option shall apply on the prescribed
format (ANNEXURE -1) at any time during the existence of the Exit Option
Scheme after becoming eligible.
(ii)
An acknowledgement on the lines of ANNEXURE-II will be given to the officer of

having received his application under Exit Option Scheme by his Controller.
(iii)
The decision of the designated authority will be conveyed by a letter signed by

the Branch Manager/Head of the Department on the lines of AXXUEXURE-III.
(iv)
Operating guidelines for implementation of Scheme have been given as

ANNEXURE-IV.
NOTICE PERIOD:
(i)
An officer opting for the Exit Option shall have to give 3 months' notice.
However the notice period should not exceed four months in any case. Salary in
lieu of shortfall in notice period will not be accepted.
(ii)
On acceptance of an officer's application by the designated authority

to approve his release under exit option, his date of relieving from service will be
decided by the Controller in keeping with administrative exigencies/convenience
and he will be advised in writing. He can withdraw the application for exit option
till the last date of his/her service in terms of approval of Exit Option conveyed to
him by the Bank.
OTHER BENEFITS:
Officer exercising the Exit Option may be allowed other benefits as follows provided they are
otherwise eligible under the Service Rules.
(i)
Retention of residential accommodation, telephone and car etc. where

provided, after release from the Bank under Exit option, for a period not
exceeding two months from the relevant date. The concerned officer must
make an application to avail of this facility, together with the application to
exercise Exit Option, to the designated authority to approve release under the
Scheme (as mentioned in paragraph 15 below) and the designated authority
will take a decision in this regard. In case where retention of any of these
facilities is allowed, 50% of the amount of ex-gratia payable will be released
only after the facilities are surrendered.
514
(ii)
An officer will be eligible to claim traveling allowance, baggage and other

expenses for himself and his family from the last station at which he is posted to
the place where he proposes to settle down anywhere in India, as per
entitlement in terms of the scale to which he belonged on the relevant date.
(iii)
Encashment of balance of privilege leave to the extent of 100% in case of

completion of 20 years of pensionable service and 50% of balance of privilege
leave in case the officer has not completed 20 years of pensionable service.
Gratuity as per Rules.
Provident Fund as per Rules.
(iv)
(v)
(vi)
Pension (if minimum pensionable service is put in), including commuted value
of pension. Officer will be eligible for pension only if he has put in 20 years of
pensionable service.
(vii)
In case the officer has availed of any loans and advances from the Bank or
any amount is due owing and payable by him to the Bank, the Bank will be
entitled to recover the outstanding amount of such loans/advances/dues
together with interest accrued thereon from the amount of ex-gratia and
terminal dues payable. The officer will have to give an authorization for
recovery of such outstanding loan and advances from the amount payable to
him as ex-gratia/all his terminal dues, in his application.
(viii)
While all other loans/advances availed of by the officer would be required to

be liquidated/closed in full as mentioned above, with regard to housing loan
under Individual Housing Loan Scheme, the concerned sanctioning authority,
at his discretion, may allow the exit-optees to repay the housing loan after their
exit from the Bank in the same manner, and on similar terms and conditions, as
permitted in case of retiring officers. Alternatively, the sanctioning authority, at
his discretion, may also convert the housing loan account under Individual
housing Loan Scheme into a Housing Loan account with all the terms and
conditions applicable to general public. This may be done by closing the
existing housing loan account (under Individual Housing Loan Scheme) and
opening a new account.
The applicant may request for in-principle approval of conversion of their Individual
Housing Loan account to a Housing Loan account on terms and conditions as applicable
to members of public even before submitting their formal application for Exit-Option
Scheme so that once the competent authority's approval for exit-option is conveyed, it
does not remain conditional.
ACCEPTANCE OF THE APPLICATION AT BANK'S SOLE

DISCRETION:
Exit Option Scheme is voluntary in nature. However the designated authority(ies) as

specified in paragraph 15 of this Scheme will have the sole discretion as to the
acceptance or rejection of the request for release under the Exit Option. Officers can not
claim it as a matter of right.
The acceptance or non-acceptance of an officer's application will be subject to the said

designated authority's decision thereon, which will be final and communicated to the
officer in writing, after due scrutiny.
515
The Bank retains the discretion to limit the number of officers who may be allowed to exit
under the Scheme in each grade. The release of officers under this Scheme shall not
deem to have come into effect unless the decision of the designated authority has been
communicated in writing. If the number of applications received is more than the
anticipated number, the Managing Director, being the Competent Authority shall
determine the cut-off age in each grade.
EXERCISING DISCRETION WITHOUT DISCRIMINATION:

(i)
While exercising discretion to decline applications under Exit Option Scheme, the
decision shall not be discriminatory among officers who are similarly placed and
the reasons therefore shall be recorded in writing.
(ii)
In case more requests for release under the Scheme are received, the Managing
Director being the authority competent to take decision for limiting the number of
officers who may be allowed to exit the service under the Scheme, may release
category-wise lists of eligible applicants which would be prepared in descending
order of their age and applications of officers coming in higher age groups above
cut-off age would be accepted; the cut-off age in each category will of course
depend upon the acceptable number of officers who can be permitted to exit.
This proposal has the following advantages:a) It helps in exercising the discretion without discrimination.
b) It is simple to operate.
c) The reasons for rejection are objective and hence there is no scope for being challenged.
d) It will enable the Bank to keep the number of employees retiring under SBBJ Exit Option
within the acceptable limits.
INCOME TAX-TDS:
As the proposed scheme does not comply with Rule 10(10C) of Income Tax Act 1961 and no
benefit of exemption of ex-gratia from income tax is intended in this scheme, there is no legal
requirement for obtaining prior approval of Income Tax Department.
SELECTIVE APPLICATION OF THE SCHEME:

Managing Director is delegated with powers to extend the Exit Option Scheme to any selected
category or grade/scale of officers based on the needs of the Bank and as of now, he has
approved application of the Scheme to officers of all grades. While deciding selective
application of the Scheme for officers, following points were considered:
a)
b)
c)
d)
The level of frustration and demoralization perceived in any category/grade/scale

of employees/officers.
The impact, the level of frustration and demoralization will have on the business
development, profitability, efficiency etc. of the Bank.
Age group and number of employees serving in the category/grade/scale who
will be extended an option.
Ability of the Bank to fill up the positions vacated by the employees/officers
deciding to take exit option.
516
GENERAL CONDITIONS:
(i)
The Exit Option Scheme will be introduced initially for a period of three years for
officers in all grades, subject to review and may be withdrawn or modified by the
Bank at any time after watching the response. If it is decided to withdraw the
Scheme, a notice of minimum three months would be given.
(ii)
An officer who exercises the Exit Option will not be eligible for re-employment in
the Bank. He shall not be precluded from taking up assignments in any of the
subsidiaries/joint venture companies of the Bank/State Bank of India. However,
prior approval of the Competent Authority will be required to take up employment
after retirement, without prejudice to his pension as required under SBBJ
(Employees') Pension Regulation, 1995.
(iii)
If an officer, who has not completed the mandatory rural or semi-urban

assignment (either wholly or partly), submits an application for exit under Exit
Option his promotions, which were granted subject to completion of such
mandatory assignment, would stand withdrawn.
(iv)
The Bank reserves the right to modify, amend or cancel any or all of the aforesaid
clauses and to give effect thereto from any dates it may deem fit, and to
terminate the Scheme at any time.
(v)
As leaving the Bank's service under Exit Option Scheme is optional, it shall not be
negotiable and shall not be deemed or construed as a subject matter of right or
contract of service. It shall not be cited as precedent, custom, convention, usage
or practice anytime in future.
(vi)
As leaving the Bank's service under Exit Option Scheme is optional, the officer
seeking release under the Scheme will not be eligible for any salary in lieu of
notice.
(vii)
Release under Exit Option Scheme is independent of and without prejudice to the
rights of the Bank to retire/remove/dismiss, etc. an officer under the provisions of
the SBBJ (Officers') Service Regulations, 1979.
(viii)
The Exit Option Scheme shall be a distinct Scheme and it shall not be construed as
a revision of the SBBJ VRS introduced in 2000-2001, and as such no claim from any
officer who has retired/will be retiring under any other existing or past scheme(s)
shall be entertained.
(ix)
Except to the extent provided specifically in this scheme, the provisions of SBBJ
(Officers') Service Regulations, 1979 and other instructions issued by the Bank from
time to time will continue to apply in this respect.
(x)
Officers opting for this scheme will not be eligible to become members of Retired
Employees Medical Benefit Scheme.
(xi)
Ex-gratia will be paid within a period not exceeding 4 weeks from the relevant
date.
(xii)
The term "Service" for the purpose of Exit Option Scheme shall mean the period
during which an employee is/was on duty or on leave of any kind authorized by
the Competent Authority.
517
(xiii)
The Officer seeking release from Bank's service under Exit Option Scheme will not
be entitled to dispute the payments received under the Scheme on any ground
whatsoever. The exit optees and/or their nominees or legal heirs shall have no
right/claim/demands against the Bank on any matter relating to the Scheme or
claim appointment in the bank on any ground whatsoever.
DATE OF EFFECT:
Release of officers from the service of the Bank under the Exit Option shall become effective only
after approval of the Designated Authority is communicated to the officer.
VACANCIES:
Inasmuch as the Exit Option is aimed at improving the level of morale in the Bank, and not at
rightsizing, the Bank will have the discretion to fill up the vacancies caused by release of officers
under the Exit Option.
DESIGNATED AUTHORITY
The Designated Authority for release under Exit Option would be as under:
For Officers in JMGS-I and MMGS-II

For Officers in MMGS-III to SMGS-V
For officers in TEGS VI & VII
For Officers in TEGSS I & II
: General Manager (O)

: Chief General Manager
: Managing Director
: Executive Committee
AUTHORITY TO CHANGE THE SECHEME:

(i) The Managing Director, being the Competent Authority, reserves the right to modify or
amend any or all of the aforesaid clauses and to give effect thereto from any date it may
deem fit.
(ii) In case of disputes as to the interpretation of any of the terms and conditions of the
Scheme, the decision of Managing Director shall be final and binding on all the parties
concerned. He will also be authorized to issue clarifications and modifications to the scheme.
518
ANNEXURE I
(TO BE SUBMITTED IN DUPLICATE)
FROM,
Name
Designation
Branch/Deptt.
Date
TO,
The______________________
(Designated Authority)
Head Office,
Tilak Marg,
JAIPUR 302005
THROUGH PROPER CHANNEL
Dear Sir,
APPLICATION FOR EXIT OPTION
I ________________________________son/daughter/wife of Shri _________________hereby apply for
permission to exercise the Exit Option and get voluntarily released from Bank's service as from the
close of business on the _____________(Date). (This date should not be less than 3 months from the
date of application).
MY SERVICE PARTICULARS ARE AS FOLLOWS :
SL.
NO.
1
PARTICULARS
DETAILS
Name
P.F. A/c No.
Specimen Signature No.
Grade / Cadre
Designation
Category
Present Posting
Date of Birth
Age as on the Date of Application
GENERAL / SC / ST / OBC
Years
519
Month(s)
10
Joined the Bank on
11
Joined the Bank as
12
Provident Fund Balance as per

latest statement dated _________
13
Sl. No.
(i)
Bank's Contribution -
Rs.
Member's Contribution - Rs.
ASSIGNMENTS HANDLED IN LAST 5 YEARS

Branch/Deptt.
Designation
From
To
(ii)
(iii)
(iv)
14
Reason(s) for seeking exit from the Bank
15
Details of loans/liabilities to Bank/Co-Operative Societies

(Please enclose latest salary slip and PF statement)
Particulars of Loan
Amount Outstanding as on the Date of
Application i.e.
Housing Loan (Staff)
Rs.
Housing Loan (Under Public
Rs.
Scheme)
P.F. Loan
Rs.
Personal Loan (OD/TL)
Rs.
Conveyance Loan
Rs.
Consumer Loan
Rs.
Festival Loan
Rs.
Computer Loan
Rs.
Education Loan
Rs.
Security Loan
Rs.
Co-operative Society Loan
Rs.
Others (Please Specify)
Rs.
TOTAL Rs.
How are these to be liquidated
Sl.No
(i)
(ii)
(iii)
(iv)
(v)
(vi)
(vii)
(viii)
(ix)
(x)
(xi)
(xii)
16
17
Whether allotted Bank's flat/leased

accommodation, if so details
thereof
18. I declare that:

i)
I have not availed of the benefit of any of the Voluntary Retirement/ Exit Option in the
past, in any organization before joining the Bank;
ii)
No disciplinary action is pending or contemplated against me to the best of my
knowledge.
In the event of Bank acceding to my request for voluntary release of service under Exit Option, I
undertake to liquidate all loans/advances granted to me, before the effective date of my
release from the Bank. In the event of my failure to do so, I authorize the Bank to appropriate all
the dues payable to me by the Bank towards the liquidation of these loans/advances. I further
520
declare that such appropriation would be deemed as valid discharge of Bank's obligations to
that extent. I also understand that in case the total amount of terminal dues/ex-gratia amount
payable to me is insufficient to liquidate/repay the aggregate loan amount/outstanding dues of
the Bank, my application for Exit Option will not be considered.
In the event of the Bank acceding to my request for voluntary release of service under Exit
Option, I undertake to immediately vacate the residential accommodation; surrender the
vehicle, the telephone and other facilities provided to me by the Bank.
I am aware that the acceptance or rejection of my request for voluntary release under Exit
Option is at the absolute discretion of the Bank.
I am aware that no voluntary release of service under Exit Option shall be deemed to have come
into effect unless the decision of the Competent Authority as to the acceptance of the request
has been communicated in writing and I have been relieved from my duties to the satisfaction of
the bank.
I undertake that on account of my release from the Bank under Exit Option, I will have no further
claims and/or rights on the Bank except for the payment of benefits under Exit Option.
I undertake that on account of my voluntary release of service from the Bank under Exit Option, I
have no right to claim for compassionate appointment.
I am aware that in case of dispute as to the interpretation of any of the terms and conditions of
the SBBJ Exit Option Scheme - 2005, the decision of the Managing Director shall be final and
binding on me.
I agree that the Managing Director has right to modify, amend any or all of the clauses of the
SBBJ Exit Option Scheme - 2005 and to give effect thereto from any date.
I declare that no case/action has been initiated against me by Government Agencies/Law
enforcing agencies.
I declare that the particulars/information furnished herein above are true and correct. Further, I
am aware, should any of these particulars/information turn out to be incorrect/false, I am liable to
be declared ineligible under Exit Option, without prejudice to Bank's other rights in this regard.
Yours faithfully,
Signature
(Name______________________)
Place :
Date :
Permanent Address After Release from Bank's
Service
Telephone Numbers With STD Code

Office
Residence
Mobile
521
INSTRUCTIONS FOR FILLING UP THE FORMS

(i)
(ii)
(iii)
(iv)
(v)
Incomplete forms are liable for rejection.

Name should be spelt as it appears on Provident Fund statement.
All the particulars must be filled in correctly and properly.
Overwriting and/or obliteration not allowed.
The particulars such as General/SC/ST/OBC are for statistics only.
FOR USE BY THE HEAD OF THE DEPARTMENT

SL.
NO.
I
II
III
IV
V
VI
PARTICULARS
DETAILS
Date of admission to Pension Fund

Date up to which his/her service counts
for pension
Extra-ordinary leave on loss of pay
availed throughout service period
Pensionable service excluding extra
ordinary leave
Disciplinary/Vigilance case
pending/contemplated, if any
Particulars of salary
Basic Pay
Rs.
Stagnation Increment
Rs.
Rs.
Increment component of FPP
Rs.
TOTAL
VII
Balance of privilege leave as on ________
VIII
Particulars of special training/skills

imparted
Whether the officer has executed any
Bond on account of posting
abroad/Study Leave
Date of first non-selection for promotion
in present grade
Ex-gratia amount payable
X
XI
Month(s)
Rs.
DA thereon
IX
Years
Rs.
Yes / No
Rs.
Certified that:
a) The officer is not from the category of ineligibles.
b) The particulars mentioned in the application by the officer have been checked and are
found to be correct as per Bank's record.
c) Bank's record as well as the discreet enquiries in this regard indicate that the officer has
not availed of the benefit of voluntary retirement scheme in any other organization in the
past.
d) No disciplinary action is pending/contemplated against the officer nor the officer is
placed under suspension.
522
e) As per information available there is no case/action against the officer instituted by any
Government agency.
f) In case of officers who have completed 30 years of service/pensionable service or those
who have attained 55 years of age, review of grant of extension in service has been
carried out and communicated to the officer.
Recommendations
(A)* We confirm that Shri/Smt/Kum._______________________ satisfies the eligibility norms and
recommend that his/her request for leaving the Bank's service under Exit Option may be
acceded to and he/she be permitted to leave the Bank's service as at the close of business on
the_______________(Date) under Exit Option.
(B)* The request of the officer may be declined for the following reasons:
(*Strike out whichever is not applicable, under authentication.)
Signature of the Head of the Deptt./Branch Manager
(With Seal)
Name:_________________________
Signature No. ____________
Place:
Date:
Signature of the Controlling Authority

(With Seal)
Name:_________________________
Place:
Date:
ANNEXURE - A
FROM,
Name
Designation
Branch/Deptt.
P.F. A/c No.
Telephone No.
Date
TO,
The Managing Director,
Head Office,
Tilak Marg,
JAIPUR - 302005
Dear Sir,
PAYMENT OF GRATUITY
523
I have applied for voluntary release of service under the SBBJ Exit Option Scheme - 2005. In case
the Bank accedes to my request, I request you to please arrange to pay me the gratuity in terms
of extant instructions on the relevant date.
Thanking you,
Yours faithfully,
(Name_______________________)
(Enclosure to H.O. Circular No. Per/61/2005-06 dated 02.12.2005)ANNEXURE - B
FROM,
Name
Designation
Branch/Deptt.
P.F. A/c No.
Telephone No.
Date
TO,
The Trustees of the
SBBJ Employees' Provident Fund,
Head Office,
Tilak Marg,
JAIPUR - 302005
Dear Sir,
SBBJ EMPLOYEES' PROVIDENT FUND ACCOUNT NO._____________
the Bank accedes to my request, I request you to please arrange to refund the balance
outstanding to my credit in the above Fund to me alongwith interest thereon as per SBBJ
Employees' Provident Fund Rules.
Thanking you,
Yours faithfully,
524
(Name ______________________)
(Enclosure to H.O. Circular No. Per/61/2005-06 dated 02.12.2005)
ANNEXURE -C
FROM,
Name
Designation
Branch/Deptt.
P.F. A/c No.
Telephone No.
Date
TO,
The Trustees of the
SBBJ Employees' Pension Fund,
Head Office,
Tilak Marg,
JAIPUR - 302005
Dear Sir,
SBBJ EMPLOYEES' PROVIDENT FUND ACCOUNT NO.___________
the Bank accedes to my request, I request you to please arrange to pay me the monthly pension
if I am eligible for the same in terms of SBBJ Employees' Pension Rules - 1995.
2. I wish to draw my pension from ________________________________ Branch, Code No.___________
through SB/CD account No. ______________________.
3. I also opt to commute 1/3 rd of my pension. (___________________)
Thanking you,
Yours faithfully,
(Name_______________________)
525
ANNEXURE - D
FROM,
Name
Designation
Branch/Deptt.
P.F. A/c No.
Telephone No.
Date
TO,
The______________________
(Salary Disbursing Authority)
________________________________
________________________________
________________________________
Dear Sir,
ENCASHMENT OF LEAVE
the Bank accedes to my request, I request you to please sanction encashment of the privilege
leave due to me at the time of my release under the scheme as per extant instructions.
Thanking you,
Yours faithfully,
(Name_______________________)
526
ANNEXURE - VII
CALCULATION SHEET
SL.
NO.
1
PARTICULARS
DETAILS
Name of the officer
Branch/Deptt.
P.F. A/c No.
Grade / Cadre
Date of Birth
Particulars of monthly salary as on the date of submitting application under the scheme
Basic Pay
Rs.
Stagnation Increment
Rs.
Rs.
Increment component of FPP
Rs.
DA
Rs.
TOTAL
7
8
9
Age as on date of release under the SBBJ

Exit Option Scheme - 2005
50% of service remaining upto the age of
60 years (in complete months)
Ex-gratia payable is A X B (Maximum 36
Months)
Sanctioned
ex-gratia
payment
of
Rs.
Rs.
(A)
_________Years ________Month(s)
_________Months
(B)
Rs.
___________
(Rs
_________________________
_____________________). Income-tax to be deducted at source at the applicable rate.

Signature of the Head of the Deptt./Branch Manager
(With Seal)
Name:_________________________
Signature of the Controlling Authority
(With Seal)
Name:________________________
Signature No. _____________
FOR USE AT HEAD OFFICE

NAME: ____________________________ P.F. ACCOUNT NO. ___________
527
VIGILANCE CLEARANCE
Please furnish the details of disciplinary action (including those involving vigilance angle) if any,
pending/contemplated. If yes, details thereof and present position.
Report from the Zone, if any, where the officer was posted previously.
---------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------Report in respect of Vigilance cases, if any.
---------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------Chief Vigilance Officer
In respect of non vigilance cases
------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------Asstt. General Manager
(Disciplinary Proceeding Deptt.)
=============================================================
Shri/Smt./Kum._____________________________ P.F. Account No.__________is eligible for Exit Option.
His/her application for release under Ext Option is accepted. #
The application is declined for the following reason(s): #
(a)
The officer is ineligible in terms of the Scheme.
(b)
Any other (to be specified)
______________________________________________________________________________________________
__________________________
(# Strike out whichever is not applicable, under authentication)
(SIGNATURE OF THE DESIGNATED AUTHORITY)
Place:
Name:
Date:
Designation:
528
ANNEXURE II
ACKNOWLEDGEMENT
Received an application from Shri/Smt./Kum. _______________________________P.F. Account No.

________ for voluntary release of service under SBBJ Exit Option Scheme - 2005 on
____________(Date). He/She is requested to please note that the application is being forwarded to
the Competent Authority through proper channel for consideration. Meanwhile unless and until
decision of the Competent Authority is communicated to him he will continue to be in the Bank's
service and report for duty as usual.
BRANCH MANAGER/HEAD OF DEPTT.

(Signature with seal)
Place:
Date:
ANNEXURE III
LETTER TO BE ADDRESSED TO THE APPLICANT UNDER SBBJ EXIT OPTION SCHEME - 2005
To,
No.
Date:
Shri/Smt._________________________
C/o State Bank of Bikaner and Jaipur,
_________________________________
_________________________________
Dear Sir/Madam,
YOUR APPLICATION DATED
OPTION SCHEME - 2005
FOR VOLUNTARY RELEASE OF SERVICE UNDER SBBJ EXIT
With reference to your application for voluntary release of service under SBBJ Exit Option Scheme
- 2005 we advise as under :
$ Your request for release of service under Exit Option has been accepted by the
designated authority and you will be relieved of your duties as at the close of the business of
________________(Date).
529
OR
$ You are ineligible for the following reason(s) :
----------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------($ Strike out whichever is not applicable, under authentication)
2. Please acknowledge receipt of this letter.
Yours faithfully,
(Branch Manager / Head of the Department)
ANNEXURE IV
SBBJ EXIT OPTION SCHEME-2005
OPERATING GUIDELINES
RECEIPT OF APPLICATION FORM
Please peruse the Exit Option Scheme and the application form and the instructions to fill up
the form.
Undertake preliminary scrutiny to see that applications are properly filled in and are complete
in all respects.
The application form should be obtained in duplicate.
On receipt of application, an acknowledgement should be given to the officer by the Branch
Manager/Head of the Deptt./other official who has been designated for this purpose.
Immediately on receipt, applications should be entered in a separate register maintained for
the purpose. (format at ANNEXURE -V)
Write the serial number at which the application is entered at the top right hand corner
alongwith Department stamp on both copies.
SCRUTINY OF APPLICATION FORM AT BRANCH/DEPARTMENT
Please accord top priority for scrutiny with speed.

Verify the correctness of the particulars in all respects from service and other records.
Please ensure that the applicant officer is not from the category of 'ineligibles'. For this
purpose, we invite your special attention to paragraph 3 of the SBBJ Exit Option Scheme 2005. Eligibility/Ineligibility should be recorded on the form at appropriate place.
Please scrutinize the application form and service records thoroughly in the context of the
certificates to be furnished by the Branch/Deptt. (Refer page No. 4 of ANNEXURE - I).
For Head Office and its establishments the applications should be forwarded to the
Personnel Administration Department, Head Office, Jaipur, by the respective
departmental heads/Controllers after due scrutiny.
The application forms duly scrutinized should be forwarded to the Controlling Authority
under the cover of a list, in duplicate, containing serial number, name and designation of
the applicant on the day following the day of receipt of application by courier/special
messenger or any other arrangement which is speedier.
One copy of the application form to be retained at branch/department where it is
received.
Verify whether the officer is eligible for pension/leave encashment.
530
3.SCRUTINY OF APPLICATION FORM AT CONTROLLING OFFICE
Verify the correctness of the particulars in all respects from service and other records and
fill up the particulars that can not be filled up at Branch/Deptt.
One copy of the application form to be retained at Controlling Office. Immediately on
receipt, applications should be entered in a separate register maintained for the purpose.
(format at ANNEXURE -V)
The application forms duly scrutinized and signed by the controller should be forwarded to
the Personnel Administration Department, Head Office, Jaipur under the cover of a list, in
duplicate, containing serial number, name and designation of the applicant on the day
following the day of receipt of application by courier/special messenger or any other
arrangement which is speedier.
4. SCRUTINY AND SANCTION
Record the receipt of application.

Scrutinize the applications in the context of the certificates to be recorded i.e.
status of vigilance and/or non-vigilance/disciplinary action angles.
Confirm that the officer is eligible for the Exit Option.
Maintain separate record in respect of applications that do not satisfy the
eligibility norms.
Applications of eligible offices should be approved by the designated
authority.
5. MONITORING
During the period the Exit Option is open, all the Controllers should submit a report on monthly
basis as per ANNEXURE 'VI' to the Personnel Administration Department at Head Office, Jaipur.
6.COMMUNICATION ABOUT ACCEPTANCE OR REJECTION
a) The office/department/unit which has received the application, should ensure that they
receive the communication as to the acceptance/rejection in respect of all applications
received and forwarded by them well within the notice period. In case of non-receipt of such
advice, the matter should be immediately taken up with the controllers. This would ensure that
the decision in respect of all applications received under the Exit Option has been taken and the
applicants have been suitably advised.
b) On receipt of the advice of the designated authority, the Head of Department who had
originally received the application, will communicate the decision of the designated officer to
the officer against acknowledgement, which may be kept in service file/forwarded to the
authority where his service file is maintained. The format of the letter to be addressed to the
officer in this connection is enclosed as ANNEXURE III. These authorities should note to advise :
i)
ii)
the eligible officers who are permitted to leave the Bank under Exit Option, about the
acceptance of their request, the date of their relief from the duties.
the ineligible officers with specific reason for the ineligibility.
c) In case, disciplinary action is contemplated/pending, the officer should be advised of the

same.
d) In case of administrative offices, the Head of the Department and the Salary Disbursing
Authority are different. In such cases, the Head of the Department should endorse a copy of the
communication addressed to officers mentioned at serial No. 6(b)(i) above, to the Salary
Disbursing Authority to enable the latter to arrange for the payment of ex-gratia, leave
encashment, Provident Fund, Gratuity and Pension, wherever applicable.
531
7.
ACCOUNTING PROCEDURE
The officers permitted to be released under Exit Option will receive following benefits:
Ex-gratia amount
Encashment of balance of privilege leave as per rule, i.e. 100% of balance in case of
20 years of pensionable service and 50% of balance in case he has not completed 20
years of pensionable service.
Gratuity as per gratuity rules
Provident Fund as per PF rules
Pension (if minimum pensionable service of 20 years is put in), including commuted
value of pension.
Reimbursement of transportation of baggage, traveling expenses for self and family
from the last station where posted to a place where he proposes to settle down in
India as per the entitlement in terms of the scale to which he belonged on the
relevant date.
Purchase of furniture subject to eligibility as per rules applicable in case of normal
retirement
All the above benefits will be available only if the officer is otherwise eligible under the service
Rules/extant instructions as in the case of normal retirement.
There is a laid down system of accounting for the payments to be made to the officers on
account of retirement which should be followed.
As the ex-gratia is to be paid with reference to the salary for the month in which the officer will be
relieved from the Bank under this scheme, the 'salary disbursing authority' shall be the competent
authority to compute, sanction and pay the amount of ex-gratia under the Exit Option Scheme.
8.
MODE OF PAYMENT
(a) The amount of ex-gratia, leave encashment should be credited to the Current/Savings Bank
account of the officer. The payment should be effected within 4 weeks from the date of exit from
the Bank. Income Tax is to be deducted at applicable rate. However, before effecting the
payment the salary disbursing authority should ensure that all the loans and advances have been
fully liquidated by the officer, including the housing loan or a suitable letter of undertaking for
repayment of loan from terminal benefits has been given by the officer and that the outstandings
in his housing loan account and all other loan accounts including of interest are fully recoverable
from the terminal dues payable to him by the Bank. It is to be ensured that all the dues/loans are
repaid/recovered in full when the terminal dues are released.
(b) If the concerned sanctioning authority, at his discretion has allowed the exit-optees to repay
the housing loan under Individual Housing Loan Scheme, after their exit from the Bank in the same
manner, and on similar terms and conditions as permitted in case of retiring officer "OR" The
sanctioning authority, at his discretion, converted the housing loan account under Individual
Housing Loan Scheme into a housing loan account with all the terms and conditions applicable
to general public the housing loan under Individual Housing Loan Scheme will be repaid as per
the terms and conditions applicable to retiring officers.
9.
ACCOUNTING FOR RETENTION OF 50% OF EX GRATIA
In respect of the officers whose request for retention of the physical facilities such as house/flat,
vehicle, phone etc. for a period of two months after exit from the service under the scheme has
been acceded to, 50% of the amount of ex-gratia shall be withheld. The amount should be
retained as a term deposit on staff rate in the name of the officer for 2 months and Bank's lien
532
marked over the account. The lien shall be vacated when the physical facility is surrendered to
the Bank.
10.
DEDUCTION OF INCOME TAX AT SOURCE
Income Tax at source should be deducted, wherever applicable. We give below the extant
provisions for ready reference:
Ex-gratia
Leave encashment
: TDS at the applicable rate.

: Exempted from income tax for
payments upto Rs.3,00,000/-
Payment of Gratuity, Provident fund as well as commuted value of Pension are in the nature of
terminal benefits and hence, are exempted.
11.
PAYMENT OF SALARY AND ALLOWANCES
The officer who has been permitted to leave the Bank under Exit Option will draw salary and
allowances upto the date of his discharge from the duties.
12.
GENERAL
If, before the relevant date i.e. the date of release under the Exit Option, it comes to the notice,
of the Bank that any disciplinary action is warranted against the officer, the Bank has a right to
withdraw the acceptance advised earlier to the officer. In such cases, the officer should be
advised on or before the relevant date that, in view of the contemplated disciplinary action
against the officer, the acceptance stands withdrawn and the officer continues to be in the
service of the Bank and that appropriate action will be initiated against him.
ANNEXURE - VI
SBBJ EXIT OPTION SCHEME - 2005
PROGRESS REPORT OF RECEIPT OF APPLICATIONS
AS ON________________
Grade
No. Of Application(s)
Received During the Month
Cumulative No. Of Application(s)

Received
TEGS VI
SMGS V
SMGS IV
MMGS III
MMGS II
JMGS I
TOTAL
SIGNATURE OF THE CONTROLLER

(With Seal)
Place:
Date :
533
ANNEXURE - VIII
BRANCH/DEPARTMENT/________________________ZONE____________
ACKNOWLEDGEMENT OF CIRCULAR RECEIVED AND FOR ITS COMPLIANCE
PLACE : _______________
DATE : _______________
NO.
: _______________
TO,
THE DY. GENERAL MANAGER
(PERSONNEL & HRD),
STATE BANK OF BIKANER AND JAIPUR,
HEAD OFFICE,
JAIPUR - 302005
Dear Sir,
STAFF SUPERVISING : SBBJ EXIT OPTION SCHEME - 2005
We acknowledge receipt of your circular No. PER/ / 2005-2006 dated __.12.2005 and note the
contents. We have displayed the Notice (ANNEXURE) on our Branch/Department Notice Board
for information of all the employees.
Yours faithfully,
BRANCH MANAGER/
CHIEF MANAGER/
ASSTT. GENERAL MANAGER/
DY. GENERAL MANAGER/
DEPARTMENTAL HEAD
(Signature With Seal)
(Circular. Per/ 61 /2005-2006
December
02 , 2005)
Index Page
SCHEME FOR PAYMENT OF EX-GRATIA IN LIEW OF
534
COMPASSIONATE APPOINTMENT
SCHEME FOR PAYMENT OF EX-GRATIA LUMPSUM AMOUNT IN LIEU OF APPOINTMENT ON
COMPASSIONATE GROUNDS IN
The Scheme for appointment of dependents of deceased employees/ employees retired
prematurely on account of incapacitation was circulated vide Circular No Per/29/87 dated
28.03.1987 . Further amendments / modifications to the scheme were issued vide Circular No.
Per/115/96-97 dated 11.03.1997 and Per/26/1999-2000 dated 21.06.1999.
As per extant
instructions the Bank has been considering employment on compassionate grounds to the
dependents of employees dying while in service and also to the dependents of employees
retiring on medical grounds provided they are below 55 years of age at the time of retirement.
The scheme for appointment of dependents of employees dying in harness / retired on medical
grounds has been throwing up some unanticipated problems for the Bank as also for the
dependent family members. While the Bank does not generally get employees who satisfy the
requirements of working in computerized environment, many a time, the families of our deceased
employees also do not get immediate support because the process of employment takes some
time. In some cases, no dependent of the deceased employee is eligible to take up the job
immediately and as such, there is no immediate support to the dependent family.
To over come these problems, immediate monetary assistance in lieu of compassionate
appointment may be the best alternative. It has been decided after consultation with State Bank
of India, Corporate Center to implement a new Scheme of payment of ex-gratia lumpsum
amount in lieu of appointment on compassionate grounds named as "State Bank of Bikaner and
Jaipur scheme for payment of ex-gratia lumpsum amount." The new scheme has come into
force with effect from 20th December, 2005. This scheme will replace our existing compassionate
appointment Scheme (referred in paragraph 1 above) and no request for compassionate
appointment shall be entertained or considered by the Bank under any circumstances with effect
from 20th December, 2005.
Index Page
Details of "State Bank of Bikaner and Jaipur Scheme for payment of Ex-Gratia Lumpsum amount"
is enclosed for your information and necessary action. The Scheme will be applicable in the
following cases :(i)
(ii)
Employees dying in harness.

Employees seeking premature retirement due to incapacitation before reaching the
age of 55 years.
Applications pending under the Compassionate Appointment Scheme as on date will be

dealt with in accordance with the new Scheme for payment of the ex-gratia lumpsum
amount provided they fulfill all the terms and conditions of this Scheme. Fresh applications will
be called for payment of ex-gratia in lieu of compassionate appointment on the prescribed
format.
The concerned Branch Manager / Departmental Head should counsel the spouse / dependent
family member nominated by the family to receive the ex-gratia lumpsum amount to invest the
same as Term Deposit / Special Term Deposit with the Bank or in any annuity scheme of SBI Life /
SBI Mutual Fund.
NAME :
"State Bank of Bikaner and Jaipur Scheme for Payment of Ex-Gratia Lumpsum Amount".
This scheme replaces the existing Scheme for Appointment on Compassionate Grounds.
535
BACKGROUND
i)
ii)
iii)
iv)
A Scheme for appointment of dependents for deceased employees on

compassionate grounds to be uniformly implemented by public sector banks was
advised by the Banking Division, Government of India on 12.9.1978. The Scheme
was introduced in our Bank with effect from the 1st January, 1979. In May, 1982,
Government permitted banks to modify the Scheme so as to extend the benefit of
compassionate appointment even to the dependents of those who demit office
on medical grounds subject to certain guidelines in this regard.
The Supreme Court of India in a landmark judgement concerning Umesh Kumar
Nagpal vs. State of Hyaryana and other (JT 1994(3) SC 525) has laid down the
following principles in the matter of compassionate appointments :
As a rule, appointment in the public services should be made strictly on the basis of
open invitation of applications and merit. However, to this general rule, there are
some exceptions carved out in the interest of justice and one such exception is in
favour of the dependents of an employee dying in harness and leaving his family
in penury and without any means of livelihood. The whole object of granting
compassionate employment is thus to enable the candidate to tide over the
sudden crisis. The object is not to give a member of such family a post much less a
post for post held by the deceased. What is further, mere death of an employee
in harness does not entitle his family to such source of livelihood. The Government
or the public authority concerned has to examine the financial condition of the
family of the deceased, and it is only if it is satisfied, that but for the provision of
employment, the family of the deceased will not be able to meet the crisis, that a
job is to be offered to the eligible member of the family".
Compassionate employment can only be offered in posts in Class III and IV.
Compassionate employment cannot be granted after a lapse of a reasonable
period which must be specified in the Rules.
The Government had advised all the public sector banks in August 1996 to keep
the above principles in view while deciding compassionate appointments in the
Banks.
Notwithstanding the objective of the Scheme, over a period of time, Bank has
been facing several difficulties in administering the Scheme viz :
(a)
Building up of excess manpower due to appointments on compassionate

grounds in supernumerary positions.
Index Page
(b)
Compulsion to appoint dependents despite their not possessing the
competency required for the job in the emerging competitive and
technological environment when business models and strategies are
undergoing constant change.
(c)
Litigations for employment by the dependents, even when their requests
were turned down on the grounds of family not facing the penurious
conditions.
(d)
Practical difficulties in determining indigent conditions of the family of the
deceased employee.
The system creates problems for the families too as the process for
recruitment under the scheme takes quite some time, during which period
the family needs to take care of itself out of the terminal benefits received.
In some cases, none of the dependents of the family is eligible to take up
the job immediately and as such there is no immediate support to the
dependent family.
v)
Bank had revised its scheme for appointment on compassionate grounds based
on the Supreme Court's judgement in the Umesh Kumar Nagpal vs. State of
536
Haryana and others (JT 1943(3) SC 525) case and Ministry of Finance letter
F.NO./18/139/95/IR dated 7.8.1996 and Indian Banks' Association letter NO.
PD/CIR/76/532/813 dated 23/8/1996.
vi)
Bank's scheme on compassionate appointment circulated vide circular No.

PER/115/96-97 dated 11th March, 1997 amended from time to time and last
amended vide circular No. PER/26/1999-2000 dated 21.6.1999. It prescribed the
method of determining financial condition of the dependents of the employees,
took into account.
a)
b)
c)
d)
e)
f)
g)
h)
i)
Pension (including family pension),

Amount of gratuity
Provident fund which include employer's and employee's contribution,
Any compensation paid by the Bank or it's Mutual Fund.
Proceeds of LIC Policy,
Other investments of the deceased employees,
Income of other family members,
Employment of other family members and other income,
Verifiable liabilities if any,
The size of the family was also considered. The above scheme of the Bank and method of
determining penury was upheld by the Supreme Court in the case of SBI vs. Kanti Tiwary.
OBJECTIVE
i)
The Banking scenario in India is undergoing transformation with introduction of

modern and state of the art technology, on-line banking, new and technology
based products and services. The customers expect world class banking services
at their convenience any time and anywhere. The State Bank of Bikaner and
Jaipur has been facing stiff competition from other players in the market and
consequently its market share of business has been adversely affected. In the light
of the changes in the market place and State Bank's aspiration to be one of the
world class international bank offering world class services and products to Indian
community and with a view to maintaining its leadership position in the industry
and financial sector, it is migrating its operating platform to core banking solution
and has redesigned its processes, system and procedure, to be able to offer-top
end technology based products and services to its customers any time any where.
The branches are being converted into sales and service platforms fully wired and
networked with State of the art technology support from centralized processing
centers to handle back end processes on a pre determined turn around time. Our
customers are now being offered access to multiple channels, besides branches
like ATMs, net-banking, mobile banking and home banking to choose from
depending as per their need and convenience. State Bank of Bikaner and Jaipur
has also adopted new business model focusing on its core strength and is in the
process of reforming its performance management system and is introducing
specialization to improve the skill and productivity of its employees.
ii)
The aforesaid changes have resulted in number of manual interventions becoming

redundant leading to need for less workforce. The new way of doing business has
thrown up need for specialization and newer skills. While the need for fresh
induction of the staff in future would be nominal, the new entrants at various levels,
will have to have the relevant qualifications, and skills which will be pre-requisite for
the jobs that will emerge. In the circumstances, the system of compassionate
appointment as per the existing scheme does not serve the Bank's needs and
requirements and results in supernumerary manpower.
537
iii)
The Supreme Court in their above referred judgement in U.K. Nagpal vs. State of
Haryana and others, interalia, observed that the object is not to give a member of
such family a post, much less a post for a post held by the deceased, but to
provide relief to the family of a deceased employee to tide over the sudden crisis
brought about by his/her premature death. The relief envisaged could be of
nature which would provide the distressed family immediate succour and financial
assistance to recover from the unexpected deprivation of the income of the sole
bread winner of the family.
iv)
Keeping the above in perspective and with a view to bringing about a balance
between the business objectives of Bank and its concern towards the families of
employees dying in harness, we have devised the following scheme of payment of
Ex-Gratia Lumpsum Amount in lieu of appointment on compassionate grounds.
The revised Scheme would be in supersession of the earlier Compassionate
Appointment Scheme circulated vide our letter No. PER/115/1996-97 dated the
11th March, 1997 or any other connected Scheme circulated prior to that. As per
the Scheme, request for appointment on compassionate grounds will not be
entertained under any circumstances even in the cases of death while on duty /
death due to dacoity / robbery / terrorist attact etc; instead, ex-gratia lumpsum
amount will be paid to the dependent/s of the employee who dies while in service
or prematurely retired due to incapacitation before reaching the 55 years of age,
subject to eligibility as laid down in the subsequent paragraphs. Financial relief
would provide the distressed family immediate succour and financial support to
help them recover from the sudden deprivation of the income of the deceased
employee. In this connection the Indian Bank's Association vide their letter No.
PD/CIR-76/532/153 dated 31.7.2004 has circulated Government of India, Ministry of
Finance letter F.NO. 18/89/2001-IR dated the 14th July, 2004 and letter F.NO.
18/89/2001-IR dated the 30th October, 2003 containing a model scheme for
payment of monetary assistance in lieu of appointment on compassionate
grounds and has suggested that Bank may frame its own scheme based on the
aforesaid scheme.
4.
DEFINITION :Unless the context, otherwise require in the scheme :(a)
(b)
(c)
(d)
(e)
(f)
(g)
(h)
"Bank" means : The State Bank of Bikaner and Jaipur

"Board" means - The Executive Committee of the Bank's Board of Directors
of State Bank of Bikaner and Jaipur.
"Managing Directors" of the Bank means - The Managing Director of State
Bank of Bikaner and Jaipur.
CGM means Chief General Manager of State Bank of Bikaner and Jaipur
"Employee" means and includes only a confirmed regular employee who
was serving full time or part time on scale wages at the time of death in
harness / premature retirement on medical grounds before attaining 55
years of age and does not include any one engaged on contract,
temporary, casual/part-time on consolidated wages or any person who is
paid commission fee or service charges etc.
"Family" / Dependents : dependents or the "family" means and include
spouse, wholly dependent children (son, including legally adopted son /
unmarried daughter including legally adopted unmarried daughter). In
case of an unmarried employee parents who are wholly dependents on
the employee will constitute "family".
Gross salary would means - last drawn gross salary (including all
allowances) of the employee.
Gross salary (net of taxes) would mean :Gross salary minus taxes payable thereon by him/her and recoverable by
the Bank on the date of death or retirement on the grounds of
538
incapacitation in discharge of its statutory obligations each month or

annually. Where tax is not recovered each month, the total taxable
income for the current year will be calculated to arrive at tax payable after
considering notional maximum allowable deductions and then divided by
twelve to arrive at monthly tax payable.
Index Page
5)
APPLICABILITY :
The Scheme will be applicable in the following cases of employees :
i)
ii)
6)
Employees dying in harness

Employees seeking premature retirement due to incapacitation before reaching
the age of 55 years.
ELIGIBILITY :
a)
b)
7)
Ex-gratia relief in lieu of compassionate appointment under the scheme is

not an entitlement but may be granted at the sole discretion of the Bank in
deserving and eligible cases of death in harness and
incapacitation
leading to premature retirement before 55 years
of age, where
dependents of such employees are left in penury and without any means
of livelihood and that unless some immediate financial succour is provided,
a family would not be able to tide over the financial crisis caused by the
sudden deprivation of the income of the deceased employee.
Only Indian citizens will be considered eligible.
EXCLUSION :
i) Employees who had attained age of 60 years at the time of death and had
not actually retired on account of the provision regarding retirement on the
last day of the month or for any other reason shall not be eligible for ex-gratia
relief.
ii)
Employees seeking premature retirement due to incapacitation before 55

years of age and whose service records are blemished on account of
disciplinary action having been taken against them, will be ineligible for
payment of ex-gratia lumpsum amount under this Scheme.
8)
EX-GRATIA :
9.
Ex-gratia on compassionate grounds in lieu of compassionate appointment may be

granted to the family of the employee and subject to the ceilings specified below, if the
monthly income of the family from all sources calculated in the manner shown below in
paragraph 9 (B) is less than 60% of the last drawn gross salary (net of taxes) of the
employee. The family shall be deemed to be eligible for ex-gratia payment if the income
so arrived at is below 60% of the gross salary (net of taxes) last drawn, and ineligible if it is
60% or more of the gross salary (net of taxes). Ex-gratia will be paid to the family of the
deceased employee or the employee who has retired due to incapacitation if eligible
under the Scheme within three months of the receipt of application, complete in all
respect.
Index Page
FINANCIAL CONDITION OF THE FAMILY:
A)
The following sources of income / liabilities of the family of the deceased/ retired
employees shall be taken into account for determining financial condition of the family :i)
Pension including family pension, if any
539
ii)
iii)
iv)
v)
vi)
vii)
viii)
ix)
Terminal benefits like gratuity, encashment of leave, employees and employers

contribution to provident fund etc.
Compensation / amount paid by the Bank or Bank's Mutual Fund.
Proceeds of LIC / any other company's life or other (with accident) insurance
policies.
Investments / deposits in State Bank of Bikaner and Jaipur or other organisations
like public sector banks / other banks / post offices / mutual funds etc. and income
therefrom.
Income of dependents from rent, employment, profession or vocation or any
other source.
Moveable assets and immovable property (including agricultural land, groves
etc.) and income therefrom.
Loans taken from the Bank, other dues payable to the Bank and/or other financial
institutions with the prior approval of the Bank.
Any other income of the family.
NOTE : Compensation paid under clause 9 A (iii) above will not include the following
compensations
(a)
The compensation paid to employees based on Government's guidelines in the

event of death / disability / serious injury suffered by the employee while on duty,
(b)
Compensation paid to employees who are killed / injured in dacoities / robberies /

terrorist attacks and rewards introduced under Government of India's guidelines.
Monetary compensation paid to Award employees such as watch and ward staff,
drivers and electricians under Workmen Compensation Act, 1923.
B.
CALCULATION OF MONTHLY INCOME OF THE FAMILY :
(1)
Terminal benefits :
i)
Provident Fund
ii)
Gratuity
iii)
Leave Encashment
iv)
Any other amount paid under Bank's Scheme(s)
v)
Compensation etc*
Sub-total (A)
*other than those paid in terms of column
NO. A(a)(b) and (c) above
(2)
-------------------------
Liabilities
i)
Loans taken from Bank and/or other financial

institutions with the prior approval of the Bank
ii)
Any other dues payable to Bank

Sub-total (B)
3.
Net terminal benefits
(4)
Investments
C (A-B)
540
------------------------
i)
ii)
iii)
iv)
v)
vi)
Deposits
NSCs
PPF
LIC / other policies
Shares
Others
Sub Total (D)
E ( C + D)
-------------
(5)
Net Corpus available
(6)
Details of movable property, if any, held and monthly

income derived therefrom
(7)
Details of immovable property, if any, held and

monthly income therefrom.
(8)
Monthly income of the family from all sources :

i)
Monthly notional interest at the Bank's
maximum term deposit rate applicable to
public on 80% amount of the net corpus
available (E) @
ii)
Weighted Average Pension #
iii)
Monthly income from movable and
immovable property
iv)
Monthly income of dependent family members
v)
Any other monthly income
Total monthly income of the family
-------------
-----------------------
The comparison is being made with 80% of the income on net corpus available in order to
allow for certain immediate expenses viz. funeral, medical, Children's education etc.
which the family has to spend from out of the monies available after death.
Average of full pension and family pension (including dearness relief) payable up to the
date of superannuation of the deceased. In case of employees retired on medical
grounds. Only full pension (including dearness relief) will be taken into consideration. For
the calculation of weighted average pension, as the dearness relief of the future date will
not be known, the amount of dearness relief applicable at the time of death for the
amount of applicable family pension will be taken into account.
10)
AMOUNT OF EX-GRATIA :
Index Page
If the total monthly income of the family arrived at as above is less than 60% of the last
drawn gross salary (net of taxes) of the employee, ex-gratia amount as under will be
payable :
i)
In case of monthly income of the family as calculated above is less than 60% of the
last drawn gross salary (net of taxes) of the employee, an ex-gratia amount
calculated @ 60% of the last drawn gross salary (net of taxes) for each month of
remaining service of the employee (i.e. up to the age of superannuation in terms
of extant service rules / conditions) at the time of his death / incapacitation
subject to the cadre-wise ceiling of "maximum Amount" mentioned under (ii) and
(iii) below, will be payable.
541
ii)
The cadre wise ceiling on ex-gratia amount payable will be as follows :

MAXIMUM EX-GRATIA AMOUNT
CADRE
Supervising Staff
Clerical Staff
Sub-ordinate Staff
iii)
Rs.8.00 lacs
Rs.7.00 lacs
Rs.6.00 lacs
Ex-gratia in case of permanent part time subordinate cadre employees (drawing

scale wages) will be calculated on prorata basis as under :a)
b)
c)
3/4th scale wages

1/2 scale wages
1/3rd scale wages
Rs.4.50 lacs
Rs.3.00 lacs
Rs.2.00 lacs
11)
TIME LIMIT FOR SUBMITTING APPLICATION FOR EX-GRATIA RELIEF
Index Page
Payment of ex-gratia relief will be considered provided a request in writing is made on the
prescribed application form (annexure-I) by dependent within 6 (six) months of date of
death. In case of employee retiring on medical grounds before completing 55 years of
age with Bank's approval, the applications must be submitted within two months from the
date of retirement. The application must be made on prescribed format (Annexure-I)
supported with letter of authorisation on annexure-II and an affidavit as to the fact stated
therein on enclosed format (annexure-III).
Delay in submission of application :
The Managing Director may condone delay for not exceeding 3 (three) months in
deserving cases and on merits of each case.
12.
13.
TO WHOM EX-GRATIA RELIEF WILL BE PAID

(a)
Amount of Ex-gratia relief if payable, shall be paid to spouse or the dependent

family member nominated by the family. Where there is dispute amongst the
claimant(s), the claimant(s) will be required to produce necessary court order from
a competent Court of Law.
(b)
In case of employees retiring prematurely due to incapacitation, the ex-gratia

relief shall be payable to him only. In the event of his death before receipt of exgratia relief, the payment will be made as per procedure detailed above in (a).
COMPETENT AUTHORITY
Ex-gratia payment under the scheme shall be made only with the prior sanction of
the Managing Director in all types of cases.
14.
DATE OF EFFECT OF THE SCHEME AND DISPOSAL OF PENDING APPLICATIONS :

The Scheme will come into force with effect from the date it is approved by the
Executive Committee of the
Board.
Applications pending under the
Compassionate Appointment Scheme as on the date on which this new Scheme
is approved by the Executive Committee of the Board will be dealt with in
accordance with the new Scheme for payment of ex-gratia lumpsum amount
provided they fulfill all the terms and conditions of this scheme.
15)
MISCELLANEOUS PROVISIONS OF THE SCHEME :
542
Index Page
i.
The ex-gratia relief under the Scheme does not confer any right or entitlement on/
to any claimant for any reasons whatsoever. The grant of ex-gratia relief is purely
at the sole discretion of the Bank on being satisfied that dependents of the
employees dying in harness or employees retired due to incapacitation to work
are eligible in all respects as per provisions of the Scheme.
ii.
The dependents of employees, who have died and whose service records were
blemished on account of disciplinary action having been taken against them, will
be considered under the scheme as this is a welfare measure and the families
should not suffer for their acts. Similiarly, where the employees were facing
disciplinary action at the time of death, the case will be treated as abated. The
payment of ex-gratia will be considered in such cases also. However, employees
seeking premature retirement due to incapacitation before 55 years of age and
whose service records are blemished on account of disciplinary action having
been taken against them, will be ineligible for payment of ex-gratia lumpsum
amount under this scheme.
iii.
The Executive Committee of the Bank reserves its right to substitute, amend or vary
from time-to-time any provision of the Scheme mentioned above. The Executive
Committee of the Bank also reserves its right to abolish the scheme if it is found
financially unviable or otherwise including any Govt./RBI guidelines / instructions to
abolish the scheme.
iv.
The applicant(s) shall state only the facts and it shall be supported by records.
Such application enjoins a duty on the person(s) who is/are making the
application to truly represent all the facts within his knowledge. Misrepresentation
or non-disclosure of any material facts will have the effect of committing a fraud
and as soon as it is discovered, the entire compensation (ex-gratia) under the
scheme shall be withdrawn. Applicant(s) shall swear to an affidavit as to the facts
stated in the applications. Bank shall have the right to verify the facts / assets /
income of the family and in case of need, may call the applicant(s) alongwith the
relevant documents for verification.
v.
The families of missing / absconding employees are not eligible under the Scheme.
However, Bank's Executive Committee may consider and take a view on a case
to case basis in the cases of employees missing for more than 7 years and
declared dead by the Court.
With effect from the date the "SBBJ Scheme for Payment of Ex-gratia Lumpsum
Amount" comes into force the Bank's scheme of compassionate appointments
shall be deemed abolished / withdrawn and no request for compassionate
appointment shall be entertained or considered by the Bank under any
circumstances.
The incapacitation to work because of reasons of accident, injury or illness
including blindness will be decided by the Bank as per its rules and systems and
procedures prescribed therefore. The premature retirement of an employee due
to incapacitation to work should be effective before his completing 55 years of
age and should have approval of the competent authority as per Bank's rules.
In the cases of employees seeking premature retirement due to incapacitation
before reaching the age of 55 years, the payment of ex-gratia lumpsum amount
under the scheme would be subject to deduction of tax at source.
vi.
vii.
viii.
ix.
The recommendation for payment of ex-gratia lumpsum amount on

compassionate grounds has to be submitted to the appropriate authority on
Annexure-IV.
543
*****
Index Page
APPLICATION TO BE SUBMITTED FOR PAYMENT OF EX-GRATIA LUMPSUM AMOUNT ON

COMPASSIONATE GROUNDS
(To be obtained in substitution of the requests for compassionate appointment pending as
on 20th. December, 2005)
FROM :
----------------------------------------------------------------------------------------------------------------------------------------To,
Head Office,
JAIPUR.
Through :
----------------------------------------------------------------------(Branch / Office)
Dear Sir,
SUB : REQUEST FOR PAYMENT OF EX-GRATIA LUMPSUM
AMOUNT ON COMPASSIONATE GROUNDS IN LIEU OF
COMPASSIONATE APPOINTMENT
With reference to the application dated ---------------for appointment on compassionate
grounds of Smt. / Shri -----------------------------------------w/s/d/o late Shri / Smt. -------------------------------------------- submitted by --------------------- (applicant) / nominated by ---------------------------------------, I /
We hereby request you to consider above referred application, for payment of ex-gratia
lumpsum amount on compassionate grounds in lieu of compassionate appointment in terms of
"SBBJ Scheme for Payment of Ex-Gratia Lumpsum Amount."
2.
* I request you to make payment of ex-gratia lumpsum amount to me after recovering
the dues to the Bank, if any,
or
544
*
We authorize Shri / Smt. ---------------------------- to receive ex-gratia lumpsum amount on our
behalf. We hereby request you to make the payment of the lumpsum amount to the said
authorized person after recovering the dues to the Bank if any. We also declare that the this
authorization is final, irrevocable and binding on us.
In consideration of your acting on my / our instructions, I / we hereby release you from any claim
or interest in the said ex-gratia lumpsum amount in favour of authorised person.
*Strike our whichever is not applicable.
3.
I/We hereby declare that the information / documents submitted by me / us are correct.
If it is revealed that the information and particulars furnished in the application or any other
documents submitted for the purpose of claiming the ex-gratia lumpsum amount are materially
incorrect or false, it will tantamount to committing a fraud and I/we am/are liable to pay back
the entire amount received by me/us to the Bank with interest and bank may take appropriate
legal / criminal action against me/us.
4.
I/We undertake that the ex-gratia lumpsum amount, if any, received shall be utilised for
the benefit of the minor(s) and / or all other dependents. Bank shall not be liable for misutilisation
of the fund by me / us / authorised beneficiaries mentioned above.
Yours faithfully,
Place :
Date :
Name(s) in Block letters

with address
Witness :
1.
Signature
Name
Address
Signature(s)
(Signature of spouse / prematurely
retired employee and other dependents /
Natural Guardian or Legal Guardian of the Minor(s)
Witness
:
:
2.
Signature
Name
Address
:
:
:
Note :
1.
Signature(s) of the claimant should be witnessed at least by two reputed persons well
known to the Bank.
2.
The application should be submitted to the branch / office where the employee had last
worked.(Circular No. Per/ 80 /2005-06dated 31.1. 2006)
ANNEXURE-I
APPLICATION TO BE SUBMITTED FOR PAYMENT OF EX-GRATIA LUMPSUM AMOUNT ON
COMPASSIONATE GROUNDS
(To be submitted by the dependents jointly)
FROM :
-----------------------------------------------------------------------------------------------------------------------------------------
545
To,
Head Office,
JAIPUR
Through :
----------------------------------------------------------------------(Branch /Office)
Index Page
Dear Sir,
SUB : REQUEST FOR PAYMENT OF EX-GRATIA LUMPSUM
AMOUNT ON COMPASSIONATE GROUNDS
I/We hereby submit my/our application for payment of ex-gratia lumpsum amount on
compassionate grounds in terms of "SBBJ Scheme for Payment of Ex-Gratia Lumpsum Amount"
and furnish here below the required particulars :
1.
2)
3)
4)
5)
6)
Name/s of the applicant (in capital)

:
i)
Present Address
ii)
Telephone No.
:
i)
Name of the deceased /
prematurely retired employee
ii)
Designation last held
:
iii)
Branch / office last worked
:
iv)
Marital status of the deceased employee
:
v)
Date of death / retirement on medical grounds:
(Certified copy of Death Certificate / approval
by the competent authority of premature
retirement should be enclosed)
vi)
Date of the birth and age of the employee
As on the date of death / retirement
vii)
Service particulars as on death/retirement :
Total Service
: Y
M
D
Remaining Service
: Y
M
D
viii)
Salary last drawn
: Gross Salary
Gross Salary (net of taxes)
:
Whether died in harness
:
A.
Cause of death
:
B.
Ailment(s) from which the employee was
:
Suffering (in respect of employee retired
On medical grounds)
In case of retirement on medical grounds
whether the employee had been subject
to examination by a Medical Board constituted
546
7)
8)
SR
NO.
at the State Capital, if so copy of

Medical Board's report to be enclosed)
Full address of the house / flat acquired under
Bank's Housing Loan Scheme / other Loans
Details of the dependents of the
deceased / prematurely retired employee #
Name
Age
Matrial
Status
Relationship
with the
deceased /
prematurely
retired
employee
Vocation
:
:
:
If
employed
give
details of
Employer
Income per
month (copy
of Income/
Salary
certificate to
be enclosed)
1.
2.
3.
4.
5.
6.
#
9)
proof to be enclosed.
Details of assets / liabilities / monthly income of the dependents from all sources:
(1)
(2)
Terminal benefits :
i)
Provident Fund
ii)
Gratuity
iii)
Leave Encashment
iv)
Any other amount paid under Bank's Scheme(s)
v)
Compensation etc*
*other than those paid in terms or our
circular PER/74/2002-03 dt.11.2.2003
Liabilities
i)
To Bank
ii)
To other financial
institutions with the prior approval of the Bank @
iii)
Any other dues payable to Bank

Total
@ certificate to be submitted
-------------------------
------------------------
(3)
Investments
i)
Deposits
ii)
NSCs
iii)
PPF
iv)
LIC / other policies (claim received/surrender value@
i/
Shares (details and Market value)
ii/
Others
Total
------------------------@ Certificate to be enclosed
(4)
Details of movable property, if any, held and monthly

income derived therefrom
547
(5)
Details of immovable property, (land / building/flat with

address and market value) if any, held in the name of deceased/
retired employee or any other dependent family members and
monthly income therefrom.
(6)
i)
ii)
iii)
Amount of full pension, if payable :

Basic
(full pension payable from------- to---------)
Amount of family pension
Basic
(payable from-----------------)
Monthly income of dependent family members
Any other monthly income (with details) :
D.R.:
D.R.:
10.
* I request you to make payment of ex-gratia lumpsum amount to me after recovering
the dues to the Bank, if any,
or
*
We authorize Shri / Smt. ---------------------------- to receive ex-gratia lumpsum amount on our
behalf. We hereby request you to make the payment of the lumpsum amount to the said
authorized person after recovering the dues to the Bank if any. We also declare that the this
authorization is final, irrevocable and binding on us.
In consideration of your acting on my / our instructions, I / we hereby release you from any claim
or interest in the said ex-gratia lumpsum amount in favour of authorised person.
*Strike our whichever is not applicable.
11.
I/We hereby declare that the information / documents submitted by me / us are correct.
If it is revealed that the information and particulars furnished in the application or any other
documents submitted for the purpose of claiming the ex-gratia lumpsum amount are materially
incorrect or false, it will tantamount to committing a fraud and I/we am/are liable to pay back
the entire amount received by me/us to the Bank with interest and bank may take appropriate
legal / criminal action against me/us.
12.
I/We undertake that the ex-gratia lumpsum amount, if any, received shall be utilized for
the benefit of the minor(s) and / or all other dependents. Bank shall not be liable for misutilisation
of the fund by me / us / authoised beneficiaries mentioned above.
Place :
Date :
Name(s) in Block letters

with address
Witness :
1.
Signature
Name
Address
:
:
Yours faithfully,
Signature(s)
(Signature of spouse / prematurely
retired employee and other dependents /
Guardian
Natural
Guardian
or
Legal
the Minor(s)
Witness
2.
Signature
Name
Address
:
:
:
of
Note :
1. The application for payment of ex-gratia lumpsum amount should be received by the
Bank within 6 months from the date of death and within two months from the date of
premature retirement of the employee
2 The Signature(s) of the claimant should be witnessed atleast by two reputed persons well
known to the Bank.
3. All required enclosures should be submitted along with the application.
548
4. The application should be submitted to the branch / office where the employee had last
worked.
5. In case of minor dependents - application should be signed by the natural guardian /
legal guardian.
Enclsoures : (State No(s) and details)
Index Page
SCHEME FOR GRANT OF SCHOLARSHIP FOR EMPLOYEES CHILDREN
1. OBJECTIVE:
To promote staff welfare and thus motivate the employees to become better employees.
2. COVERAGE:
The scholarship would be available provided the children of Bank employees secure marks as
under in the IVth, Vth, VIth, VIIIth, IXth, Xth, XIth or XIIth standard under the primary, middle,
matriculation/ 10+2 or higher secondary system of education:CLASS OF EMPLOYEES
Supervising staff ( other than SC/ST)

Supervising Staff ( SC/ST)
All categories ( Blind, deaf, dumb and
mentally retarded children)
AGGREGATE
OF
MARKS FOR INITIAL
SANCTION
OF
SCHOLARSHIP
60%
55%
40%
FOR RENEWAL SANCTION
55%
50%
40%
In some institutions, marks are awarded in terms of grades and not percentage. In such cases,
conversion of grades into percentage should be ascertained from the institution and if these
confirm to the laid down procedure as above, scholarship may be granted accordingly. The
Other terms and conditions of this scheme will equally be applicable in such cases also.
The scholarship would be available from the next class onward and for any full time degree,
diploma or certificate course recognised by the Government. Besides the ordinary degree/ PostGraduate courses like B.A., B.Com., B.Sc. and M.A., M.com., M.Sc., professional courses in
medicine, engineering, architecture, law, management studies etc., would also be covered
under the scheme. Subject to the sustained good academic performance as mentioned above
in each qualifying examination, scholarship would be granted upto post-graduate level but not
for doctorate level courses.
3. AMOUNT OF ADMISSION AND TUITION FEE ETC:
The reimbursement of Admission and Tuition fees will be available to All Officers irrespective of
basic pay. The maximum amount payable under reimbursement of admission and tuition fee
restricted to Rs. 1,200/- p.a. per child.
4. AMOUNT OF SCHOLARSHIP :
S.NO.
CLASS
a)
For 4th, 5th standard
FOR DAY SCHOLAR

(P.M.)
45/-
549
FOR BORDER (P.M.)

150/-
b)
c)
d)
e)
f)
g)
For 6th, 7th, & 8th standard

For 9th and 10th standard
At intermediate level i.e. XI & XII
standard
At Graduate level for ordinary
courses- B.A., B.Com.,, B.Sc., L.L.B.,
and other courses where Bachelor]s
degree is awarded.
Diploma/Certificate courses where
minimum qualification for admission is
graduate.
At post-graduate level M.A.,M.Com.,
M.Sc., etc.,
At graduate/post graduate level for
professional
courses
in
Medicines/engineering/Management
studies and B Pharma degree
course (duration 4 years)
60/75/90/-
150/200/375/-
105/-
375/-
150/-
450/-
200/-
525/-
Scholarship at boarders rate may be sanctioned to even such of the students who have not
been able to get admission in the hostel of the institution/school/college concerned or in a hostel
run by a reputed organisation, or they have made their own residential and boarding
arrangements because the college/institution concerned does not have hostel facility.
The wards who are staying with their relatives, friends, etc. will not be eligible for the scholarship at
the boarders rate. Further, where the child is studying at the same place where the employee is
posted, the scholarship at boarders rate will be payable only if the child stays in a hostel
recognised/owned by the school/college/institute or its is run by the reputed bodies under
YMCA/YWCA etc.,
The requirement of production of vouchers/ bills etc., has been done away with. A certificate
however, may be obtained from the employee to the effect that(A) child is staying in the hostel
owned/recognised by the school/college/institute or is run by the reputed bodies like
YMCA/YWCA etc. or where the child has made his own arrangements, the ward is not staying
with his relatives/friends etc., and (B) the expenses incurred on boarding and lodging are equal to
or exceed the amount of scholarship payable under the scheme.
Some of our employees are facing difficulty in getting receipts separately for admission and
tuition fees because schools/colleges refuse to give the bifurcation. Therefore, in such cases of
reimbursement of tuition fees will be considered if otherwise eligible within the ceiling subject to
the employee giving a declaration to this effect.
Index Page
5. DURATION AND RENEWAL OF SCHOLARSHIP: - The scholarship would be awarded for one year
initially and shall be renewed annually if the child shows consistently good performance and
conduct. For this purpose he/she should secure in each subsequent qualifying examination not
less than the minimum percentage of marks as stated above.
6. MODE OF SELECTION:
Initially the selection in respect of scholarship was made by the central welfare committee, but it
has now been decentralized to Zones from the academic session 1993-94.
7. NUMBER OF SCHOLARSHIPS:
550
No employee will be given more than 2 scholarships for his children at one time.
8. PAYMENTS:
As per decentralised system, the payment of scholarship will be made by the zonal heads as per
the scheme after scrutiny of the applications by the Manager, Personnel of the Zone. The zonal
head will request for release of the funds on the basis of eligible applications from the CWC who
will release the funds to the zones after seeking approval from the General Manager
(Operations). The payment of scholarship will be deemed to begin from the month an admission
is obtained. In the event of renewal of scholarship for succeeding year, the scholarship will be
paid from the same month from which the scholarship was paid during the previous year if the
course of study perused is continued.
9 Inability to take examination due to illness:- If a scholar is unable to appear for the annual
examination due to sudden or prolonged illness or any other compelling circumstances, the
scholarship maybe renewed at the discretion of the CWC, subject to an acceptable medical
certificate having been submitted in this regard and the circumstances compelling absence from
examination having been fully explained. The exemption, however, would be available only
once in one class and if some body falls sick again, the scholarship would be discontinued. But it
can be sanctioned again for the next class if the percentage of marks obtained is 40,45,50 or 55
as the case may be.
9. Disciplinary Cases:
a) Scholarship may be granted in the prescribed manner to the eligible children of all employees,
the fact that the concerned employee is under suspension or disciplinary action has been
initiated against him for charges involving vigilance angle or otherwise should be ignored for the
purpose of grant of such scholarships.
b) On conclusion of Disciplinary Proceedings, in cases, where the penalty imposed results in
cessation/termination of service of an employee, the scholarship would cease to be payable
from the date of award of such punishment. If , however, the scholarship has already been paid,
the same would be stopped after the current academic session is over.
Index Page
10. Cessation of service or death of an employee:a) In the event of cessation of service including retirement of an employee, scholarship would
continue till the end of the current academic year of the choice of the employee.
b) If a Bank employee dies while in service, the scholarship amount permissible under the scheme
including reimbursement of tuition fees, admission fees etc. shall be payable in respect of his/her
children should the spouse of the deceased employee be not employed in the Bank and subject
to the observance of the usual terms and conditions on which the scholarships are awarded. The
scholarship under this provision can be claimed by the spouse or the deceased employee or the
guardian appointed by the court, as the case may be. The children of such a deceased
employee will remain eligible for the facility upto the time the deceased employee would have
attained the superannuation age i.e. 58 or 60 years, as the case may be . Where the employer of
spouse of the deceased employee pays any amount in the shape of educational allowance,
scholarship etc., scholarships to be granted under our scheme will be reduced to the extent of
such an amount being paid on account of the child. Where the amount paid by the employer of
the spouse is more than the amount of scholarship from the Bank no amount would be payable
under our scholarship scheme.
11. Time for submission of the applications is six months from the commencement of the
academic session for which scholarship is being considered.
551
(Circular No.Per/01/2003-2004 dated 3.4.2003, Per/63/2004-05 dated 2.12.2004, Per/76/2000-2001

dated 24.11.2000, Per/97/86 dated 11.11.86 Per/106/90-91 dated 11.3.91, Per/54/95-96 dated
13.10.95, Per/68/91-92, Per/134/83, Per/115/92-93, Per/33/92-93, Per/53/92-93, Per/55/95-96,
Per/107/91-92, Per/34/92-93, Per/134/83, Per/84/84 , Per/108/85, Per/14/87, Per/100/90-91,
Per/70/96-97, Per/65/92-93)
Index Page
INCENTIVES
FACILITIES EXTENDED TO THE INSPECTING OFFICIALS
CEILINGS OF KIT EXPENSES TO MOBILE INSPECTING OFFICERS
The existing monetary ceilings on reimbursement of kit expenses to mobile inspecting officers is
revised vide Circular No. PER/68/2005-2006 dated 02/12/2005 as under: 1.Existing Ceiling
a)
b)
For the Ist year of mobile duty

For the subsequent 4 years of mobile duty
Rs.3000/Rs.1500/-
2. Revised Ceiling
a)
b)
For the Ist year of mobile duty

For the subsequent years of mobile duty
Rs.4000/Rs.2000/-
Accordingly, an increase of Rs.1000/- has been distributed among various kit items within overall
ceiling of Rs.4000/- effective from 02.12.2005 as detailed below:S.No.
Kit Items
Suitcase of Standard make moulding quality

(Once in two years)
Box/suitcase of other standard quality
Blanket-woolen. (Once in two years)
Quilt
Bedding
Rain Coat
Umbrella
Shoes
Socks
2
3
4
5
6
7
8
9
Amount
1600
700
800
600
600
600
200
600
100
Besides above, Inspecting Officials are also permitted to purchase a pocket calculator upto
Rs.200/- and torch upto Rs. 50/- once in full tenure of their mobile duties.
In this context, mobile inspecting officials may please ensure to maintain record of kit items
purchased yearly at their end so as to obtain reimbursement of expenses only on completion of
one or two years (as the case may be) from the date of purchase of relative kit items instead of
completion of twelve months every year from the date of joining Inspection Deptt. It is further
clarified that the usual supply of brief case to Supervising Officials is a separate provision and
should not be claimed under kit expenses.
(Circular Letter No.:Insp/ 23 /2005-06 dated: 8th March 2006)
552
In terms of the extant instructions the Inspecting officer on inspection duty outside head quarters
are eligible for supplementary diem allowance of Rs. 10/- per day. Further adhoc supplementary
discomfort allowance of Rs. 10/- per day to inspecting officers on inspection duty outside head
quarter .This will be in addition to the existing Discomfort allwnace of Rs. 10/- per day
(supplementary diem allowance) and subject to the condition that if permission for the same
declined by the Govt. to SBI then the same shall be discontinued.
1. The facility of reimbursement of lodging and boarding expenses on the Banks usual terms
and conditions be also available to the inspecting officials.
2. Halting allowance be paid even when the inspecting officials are on casual leave.
3. The inspecting officials joining the inspection department on mobile duty be permitted, if they
so desire, to shift their family to any place convenient to them for the duration of their
deputation to inspection department. Actual expenses incurred on such shifting be also
reimbursed to them to the same extent to which they would have been eligible if they had
been transferred to that place and joined the inspection department from there.
4. An inspecting official, if he so desires at the time of his joining the inspection department or
within six months from the date of joining, may be provided a residence on the Banks usual
terms and conditions at any place of his choice.
5. During their tenure in the inspection department, the inspecting officials will continue to draw
salary and allowances as applicable to the place of their last posting. However, CCA is
payable to them in case they shift their residence from a non-CCA center to a center where
city compensatory allowance is payable. Likewise, he is eligible to draw house rent allowance
at the rate applicable to the area where his family has been shifted.
6. When inspecting officials fall sick while on mobile duty and continue to stay at the same
station or shift to a nearby place where proper medical facilities are available, halting
allowance be paid up to 6 days and, in deserving cases, the payment of halting allowance
may be extended upto one month.
7. In case the services of an inspecting official are required at the place to which he has shifted
his family, or the last place of his posting in case the family has not been shifted therefrom, he
will continue to draw halting allowance during his stay at that place, up to a maximum period
one month.
8. An inspecting official, while on mobile duty is permitted an additional fare equivalent to the
fare of the lowest class in the railway/bus/steamer if he is accompanied by a servant or
member of his family.
9. Travelling expenses for spouse:
The existing provisions in this regard may be continued subject to the following stipulations:
a/ The travelling expenses of the spouse may be paid in accordance with the entitlement
of the official.
b/ The spouse may join the official and return once a year, rather than only once in entire
tenure.
c/ When an inspecting official is deputed for training to any of the staff colleges and in
case where his/her spouse is accompanying him/her at that time, the to and from
553
expenses for the spouse to go back to his/her place of residence during the training
period and joining back shall be reimbursable.
10. Where inspecting officials proceed on leave from one station and report for duty at another
place they be reimbursed with the travelling expenses actually incurred by them for travelling a
longer distance (by a lower class) provided that the amount/claimed does not exceed the
amount reimbursable by the entitled class by the direct route from the last place to the next
place of duty.
11. In addition to the usual home travel and leave fare concession facilities as per the service
rules, the inspecting officials be permitted to taken leave and visit the place where their family is
stationed at the Banks expenses in the block of 12 months when HTC/LFC is not due to expire.
12. Conveyance expenses incurred for daily commuting between the temporary residence and
the branch under inspection be reimbursed to inspecting officials.
13. Suitable insurance cover is provided to the mobile staff in respect of personal accident risks to
which they may be exposed while travelling on duty.
14. Reimbursement of expenses for the purchase of essential items required for mobile duty such
as woollen garments, blankets, suitcases, rain coat etc., be permitted to inspecting officials within
an over ceiling of Rs. 9000/- spread over 5 years. For carrying official papers/inspecting articles
etc., the bank provides trunks and brief cases/bag to inspecting staff. (Rs. 3000/- for the first year
of mobile duty and Rs. 1500/- per annum for the subsequent 4 years of mobile duties).
15. a/Inspecting officials in SMGS-IV and above be entitled to the facility of a telephone
connection at their residence.
b/ STD/Trunk Call facility: One STD/Urgent Trunk call for 3 minutes duration for a fortnight may be
allowed to be made by the inspecting officials from the Branch/office, where they are
conducting inspection, to their residence at the Banks cost to enable them to keep in touch with
their family.
16. Inspecting officials may claim reimbursement of entertainment expenses as per their
entitlement in the scale.
17. i/ Cost of two daily newspapers be reimbursed on certificate basis to all inspecting officials
belonging upto MMGS-III.
ii/ Cost of three daily newspapers be reimbursed to all inspecting officials belonging to SMGS-IV
and above.
iii/ Inspecting officials in SMGS-IV and above are also entitled to purchase magazines dealing with
Management / Business /HRD /Personnel/Commercial /Computers etc., upto a total cost of Rs.
750/- per annum.
18. The inspecting officials preference for the next place of posting will be favourable considered
when they go back after completion of their inspection assignment.
19. In the matter of granting leave, etc., to inspecting staff a sympathetic view will be taken and
requests received from them be generally acceded to except in cases, of emergencies. Their
requests for transfer from one zone to other also be considered favourably, subject to
administrative convenience.
20. While the normal tenure on mobile duty is three years in case the official suffers genuine
hardship his request for reversion before completion of the normal tenure be considered
sympathetically.
554
21.The inspecting officials should not stay at the centers other than those where they are
conducting audit without obtaining prior approval of the inspection deptt. A list of Rural/semi
urban branches where the accommodation is not available vis-a-vis the nearest center where
the stay facility is available is given in the Annexure-VIIIA given in the Audit manual for information
of the inspecting officials.
(Circular No. Per/123/88, Per/82/94-95, Per/65/95-96, Per/111/95-96, Per/57/96-97, Per/89/96-97,
Per/48/97-98)
Index Page
EXECUTIVE HEALTH CHECK-UP SCHEME
iii/ An Executive Health Scheme for officers in SMGS-V and above is operating in our
Bank since 1977. Annual Medical Check-up facility is available to all the Officers
subject to the following annual monetary ceilings:CEILINGS FOR MMGS-III AND ABOVE OFFICERS
S.NO
1.
2.
EXISTING CEILING
Major A class cities-Rs.
2300/- p.a
Other cities- Rs. 1500/- p.a
(Including state capitals
other than metros)
REVISED CEILING
Rs. 3500/- p.a ( For Male)
Rs. 3700/- p.a ( For Female)
1. Rs. 2300/- p.a (For centres in Rajasthan state)
2. Other centres (except in Rajasthan state)- The limits as
per norms fixed by State Bank of India. Limits to be fixed
by Delhi zone & Mumbai zone in consultation with State
Bank of India and to be implemented accordingly.
ANNUAL HEALTH CHECK UP SCHEME:

As per extant instructions the facility of Executive Health Check up is provided to all the officers in
Scale-III and above irrespective of age group and in terms of Circular No. PER/88/2004-2005
dated 29.03.2005 a sum of Rs. 550/- p.a. is reimbursed to all officers/employees above the age of
41 years.
It has now been decided to reimburse the expenses incurred on annual health check up to all
officers/employees who are not covered under Executive Health Check up Scheme and above
40 years of age subject to a ceiling of Rs. 1,000/- on expenditure. The charges under Annual
Health check up would be reimbursed by debiting the Suspense Account, which in turn will be
adjusted through IBIT advices (only once in a financial year per branch/administrative office)
received from the Central Welfare Committee as reimbursement of the relative amount. All
other terms and conditions remain unchanged.
CIRCULAR NO. PER/01/2008-2009
: April
01, 2008
Officer may be permitted to undergo health check up under the Scheme at the place /center
convenient to him even if such center is located outside jurisdiction of his office/controlling office.
However, no special leave and also no traveling expenses shall be sanctioned for the purpose to
officer.
555
[Circular No. Per/20/2003-04 dated 6.6.2001 Per/28/2001-02 dated 6.7.2001, Per/26/98-99 dated
6.6.98 and Per/101/98-99 dated 3.2.99]
2. The rates of reimbursement of expenses for medical/health check-up scheme are linked to the
place of posting and not with the rates prevailing in other cities where an officer may visit for
health check-up.
[CIRCULAR NO. Per/27/98-99 dated 6.6.98]
3. The increase in ceilings for conducting the tests covered under the Executive Health Check-up
scheme should not automatically increase the amount paid to the hospitals and if the package
of tests available at lower rate they should be fixed up accordingly.
4. If additional tests are suggested by the examining consultant during the health check-up , they
may be carried out and paid for by the Bank as part of the Executive Health Check-up scheme.
Note: In this regard it is clarified that additional tests as suggested by the Doctor will also be
within the prescribed ceilings of the Scheme and in no case the ceilings already prescribed under
the scheme be allowed to be exceeded.
5. Arrangements with reputed and well-equipped hospitals may be made for undergoing the
following tests as a package. Further, bills received from the hospital submitted by the executives
may be approved to the extent of the ceiling prescribed for medical tests undergone to the debit
of Charges A/C.
Index Page
COMMON LIST OF TESTS FOR ALL
1.
Two consultations
a) Physician / Cardiologist
b) Surgeon
2.
X ray chest (full size plate)
3.
E.C.G
4.
Pathology Tests:
(a)
C.B.C
(b)
E.S.R
(c)
Blood sugar- Fasting with urine sugar
P.P.with urine sugar
(d)
Cholesterol
(e)
H.D.L Cholestrol/Chol. + Triglycerides + LDL + VLDL ratio
(f)
Urea
(g)
Creatinine
(h)
Uric Acid (males)
(i)
S.G.O.T
(j)
S.G.P.T
(k)
Alkaline Phosphatase
(l)
Urine routine
(m)
Stool examination
(n)
Blood grouping
(o)
Pap smear for female patients
5.
Dental Checkup
556
6.
7.
8.
Ultra Sonography of abdomen & pelvis

Stress test
Eye checkup
We propose to add following tests in the list of tests mentioned above which may be carried
out on the recommendation of Banks Medical Officer.
1.
2.
3.
4.
5.
Echocardiogram
T3, T4, TSH
Pulmonary function test
Bone Densitometry
Mammography

Index Page
STAFF WELFARE SCHEME FOR ADJUSTMENT OF OUTSTANDING IN HOUSE LOAN ACCOUNTS IN THE
EVENT OF DEATH OF AN EMPLOYEE WHILE IN SERVICE
Banks Central Welfare Committee has approved a new Welfare Scheme named as Scheme for
adjustment of outstanding in House Loan Account in the event of death of an employee while in
service.
Under the said scheme the benefit will accrue to the family of all the permanent employees/
Officers of the Bank who die in harness. The benefit will not exceed Rs.2.00 lacs (Rs. Two lacs only)
or 50% of the outstanding in the House Loan A/c including interest thereon (whichever is less) of
the deceased employee as on the date of his/her death and will be paid to the credit of his/her
outstanding House Loan A/c.
Objective: The survival benefits received by the family of the deceased employee are generally
not enough to meet out various liabilities that include House Loan. The main objective of the
Scheme is to let this fund flow to the families of all the permanent employees (including part-time
workers)/officers of the Bank, who unfortunately die in harness. The Scheme will be implemented
out of the allocation made in the budget of Central Welfare Committee.
Eligibility: The facilities of the scheme would be available to all the permanent employees
(including part-time/full time workers) of the Bank, who continue to be in service till death.
Quantum of Assistance: The benefit will not exceed Rs.2.00 lacs or 50% of the outstanding in the
House Loan including interest thereon (whichever is less) of the deceased employee as on the
date of his/her death. Housing loans sanctioned on commercial rate of interest will also be
included to arrive at the total outstanding on the relevant date.
Tax Liability: If on account of assistance provided under the scheme, any tax or penalty or interest
thereon, is demanded from the Bank by Income-tax authorities, the same shall be payable by the
employees.
Procedure: The nominee or the legal heirs of the deceased employee will make an application
to the Secretary, Central welfare Committee for assistance from the fund.
Sanction:
A Sub-Committee consisting of Dy. General Manager (Per. And HRD), Secretary,
Central Welfare Committee and two of the members of Central Welfare Committee will scrutinize
the applications and will accord its approval or rejection as the case may be. The application
557
received under the scheme will be entertained on first come first served basis. In case, fund
allotted in the scheme in any financial year falls short then the remaining claims will be
entertained in the next financial year, subject to the allocation made in the annual welfare
budget by the Central Welfare Committee. However the unutilized fund under this head for any
financial year will be transferred to the credit of the Banks Charges A/c.
Index Page

BRANCH/RO/ZO/HO
FOR
ADJUSTMENT
OF
HOUSE
LOAN
IN
RESPECT
OF
PROPOSAL
SHRI/SMT.IN TERMS OF CIRCULAR NO.PER/
05 DATED.
1.
2.
3.
4.
5.
6.
7.
8.
9.
10.
11.
Name of the deceased employee

Designation
P.F.No.
Name of Branch/Department
Date of Joining the Bank
Date of death of the Employee
Date of Sanction Housing Loan
Name of the branch from where the loan has
availed
Amount of Housing Loan sanctioned including
House Loan on Commercial rate of inteRs.
Amount of Housing Loan disbursed
Amount of Housing Loan outstanding as on the
date
Of death of the employee
- Principal
- Interest upto date
- Total
LATE
/2004-
-----------------------------------------------------------------------------------------------------------
Certified that the above information is correct.

Branch Manager/Head of the Department
(PER/9/2004-05 DATED 8.4.2004)
Index Page
MISCELLANEOUS MATTERS
REIMBURSEMENT OF EXPENSES ON CLOTHING TO LIAISON/ASSTT. LIAISON OFFICERS & SECURITY
OFFICERS
STAFF SUPERVISING: REIMBURSEMENT OF EXPENSES ON CLOTHING TO LIAISON OFFICERS /
SECURITY OFFICERS / FIRE OFFICERS:
558
Following substantial and continuous acceleration in the price level of consumer goods including
clothing/dress materials during last few years, the above officials are finding it difficult to purchase
good quality dress materials within the prescribed rates.
The matter was, in consultation with State Bank of India, Corporate Centre, Mumbai, examined
and found merit for revision in the light of the fact that there has been a steep increase in the
price of essential items including clothing/dress materials during last few years. Accordingly, it has
been decided to revise the cost ceiling of entire set of dress materials provided to Liaison /
Security / Fire Officers. Further, considering the special nature of responsibilities of such categories
of officials as well as the desirability to project a befitting image of the Bank, it has been decided
to bring about following modifications in dress codes of these categories of officers:
I. Additional provision for 1 Blazer (Navy blue colour), to these categories of officers once in 3
years;
II. Replace the existing provision for "contrast colour tie with SBBJ logo in peacock blue colour
silk embroidery" with "contrast colour formal tie."
III.
Dispense with the existing separate cost ceiling for different centres and introduce a
uniform cost ceiling of dress materials for metros as well as non-metro centres.
The revised cost ceiling which has been worked out on the basis of current cost of readymade
dress materials of branded clothing is being furnished in ANNEXURE - I. The above instructions will
be applicable from 01.04.2013,
Circular No. PER/16/2013-2014 dated 22.5.2013 and PER/96/2006-07 & PER/82/2011-12 dated
16.02.2007 & 27.01.2012
ANNEXURE -1
TYPE OF
OFFICIAL (S)
A. i) Liaison
Officer ii) All
other
categories of
Security/Fire
Officers (male /
female)
DRESS SPECIFICATIONS
EXISTING
i) White Shirt / Black
Trouser / contrast
Color tie with the
Bank's logo in blue silk
embroidery - 4 sets in
two years. ii) White
Shirt / Black Trouser /
Navy blue tie with the
Bank's logo in
peacock blue silk
two years.
REVISED
a) White Shirt /
Black Trouser /
contrast color
formal tie - 4 sets in
two years. b) 1
Blazer - once in 3
years
559
AREA/LOCATION AND
MONETARY CEILING
EXISTING
REVISED
a) At Mumbai,
a) At all
Kolkata, Delhi
centres - Rs.
and Chennai - Rs. 3750/- per
2500/- per pair of
set of Shirt /
Shirt / Trousers /
Trousers / tie
tie (inclusive of
(inclusive of
stitching charges
stitching
and all taxes) b)
charges
At other places
and all
other than (a)
taxes) b) At
above -Rs. 2350/all centres per pair of Shirt /
Rs. 6000/Trousers / tie
per Blazer
(inclusive of
(inclusive of
stitching charges
stitching
and all taxes)
charges
and all
taxes)
B. i) Assistant
Liaison Officer ii)
Assistant
Security / Fire
Officers (male /
female)
TYPE OF
OFFICIAL (S)
C. i) Liaison
Officer /
Assistant Liaison
Officer ii)
Security /
Assistant
Security & Fire /
Assistant Fire
Officers
(male/female)
i) White Shirt / Black

Trouser / contrast
Color tie with the
Bank's logo in blue silk
two years. ii) White
Shirt / Black Trouser /
Navy blue tie with the
Bank's logo in
peacock blue silk
two years.
a) White Shirt /
Black Trouser /
contrast color
formal tie - 3 sets in
two years. b) 1
Blazer - once in 3
years
DRESS SPECIFICATIONS
EXISTING
i) Woolen suit (once
in 3 years) - (where
woolen suit is not
required for climatic
reasons an
additional set of
white shirt/black
trousers / contrast
color tie with the
Bank's logo in blue
silk embroidery may
be provided once in
a 3 years. ii) Woolen
suit (once in 3 years)
- (where woolen suit
is not required for
climatic reasons an
additional set of
white shirt/black
trousers / Navy blue
tie with the Bank's
logo in peacock
blue silk embroidery
may be provided
once in a 3 years.
REVISED
Woolen suit (once
in 3 years) - (where
woolen suit is not
required for
climatic reasons an
additional set of
white shirt/black
trousers / contrast
color formal tie (as
above) may be
provided once in a
3 years.
560
Same as above.
Same as
above.
AREA/LOCATION AND MONETARY

CEILING
EXISTING
REVISED
a) At Mumbai,
a) At all
Kolkata, Delhi
centres - Rs.
and Chennai - Rs. 10000/-per
6000/- per suit
suit (inclusive
(inclusive of
of stitching
stitching charges charges and
and all taxes) b)
all taxes).
At other places
Where
other than (a)
woolen suit is
above -Rs. 5750/- not required
per pair of Shirt /
for climatic
Trousers / tie
reasons an
(inclusive of
additional set
stitching charges of white
and all taxes)
shirt/black
trousers /
contrast color
formal tie as
per above
rate (i.e. Rs.
3750/-).
D. i) Liaison
Officer /
Assistant Liaison
Officer ii)
Security /
Assistant
Security & Fire /
Assistant Fire
Officers (male /
female)
One pair of shoes per

year
One pair of shoes

per year
a) At all centres Rs. 1200/- per pair

of shoes.
At all centres
- Rs. 2000/per pair of
shoes.
3. PERIODICITY OF UNIFORM TO SECURITY OFFICERS

CATEGORY
1.Chief
Manager/Manager/
Dy.Manager
security
SAFARI SUITS
4 suits once in 2
years
2. Asstt. Manager
Security
3 suits once in 2
years
WOOLLEN SUITS
One suit once in 3 years.
where woollen suits are not
required
for
climatic
reasons, an additional
safari suit in lieu thereof.
-Do-
SHOES
One pair of shoes
every year costing
not more than Rs.
800.00 per pair.
-Do-
(Circular No. PER/ 96 / 2006-2007 February 16 , 2007 PER/108/98-99 dated February 22,1999 &
PER/53/1999-2000 dated September 01,1999)
Index Page
2. REIMBURSEMENT OF OUT OF POCKET EXPENSES TO LIAISON/ASSTT. LIAISON OFFICERS
S.S.:REVISION OF CEILINGS FOR REIMBURSEMENT OF OUT OF POCKET
EXPENSES TO LIAISON OFFICERS AND DISCOMFORT ALLOWANCE FOR
LIASION AND SECURITY OFFICERS
Please refer to Head Office Circular No. PER/09/2008-09 dated 29.04.2008 &
PER/22/2008-2009 dated 28.06.2008.
Due to steep increase in the price of essential commodities, which led to rise in charges of tea /
snacks etc. at restaurants at airports / railway stations, the Executive Committee of the Board has
approved revision in ceilings for reimbursement of out of pocket expenses to Liaison Officers, at
the following rates, w.e.f. date of its approval i.e.13.11.2010: (A) REIMBURSEMENT OF OUT OF POCKET EXPENSES TO LIAISON OFFICERS:
(i) During Office Hours: The Liaison Officers may be reimbursed @ Rs.125/- per day (existing Rs. 100/- per day) if the period
of detention is during lunchtime i.e. between 12.00 and 2.00 p.m. and @ Rs. 75/- per day (existing
60/- per day) if the duty is other than between 12.00 noon and 2.00 p.m. during officer hours.
(ii) Before and after office hours: Period of detention (To be reckoned as before and after office hours) Charges reimbursable
towards tea / snacks / breakfast (Rs. per day)
561
Existing
Revised
Up to 3 hours
Rs. 110/Rs. 150/More
than
3
hours
but
up
to
6
hours
Rs.Rs.Rs.Rs.Rs.Rs.Rs.Rs.Rs.Rs.Rs.Rs.Rs.Rs.Rs.Rs.Rs.Rs.Rs.Rs. 270/More than 6 hours
Rs. 400/Rs. 460/-
Rs.
220/-
(iii) The time spent on journey to / from the airport / railway station may also be reckoned for
arriving at the period of detention. The timing is to be recorded and monitored carefully by the
CM (Liaison) / Manager (Liaison) as the case may be or CM (OAD) as the case may be.
(iv) As hitherto, monthly reimbursement will be made on the basis of certificate to be given by the
Liaison Officers claiming the reimbursement of the expenditure incurred wherein he will interalia
mention (a) purpose of visit to the airport / railway station and (b) time of flight / train for which
they had to attend the airport / railway station for duty, duly countersigned by CM (OAD) as the
case may be.
(B) DISCOMFORT ALLOWANCE FOR LIAISON OFFICERS & SECURITY

OFFICERS: At present, all Liaison Officers and Security Officers are paid discomfort allowance @ Rs.1000/- per
month. Now, it has been decided to increase the discomfort allowance,being paid to Liaison
Officers and Security Officers, to
Rs. 2,000/- per month.
(Circular No. PER/91/10-11 DATED 25 November 2010)
Index Page
4. SETTLEMENT OF EMPLOYEES RETIRAL BENEFITS
P.F., PENSION, GRATUITY - A RECAP OF GUIDELINES
The delay in timely payment of retiral benefits i.e. refund of Provident Fund balance, payment
of gratuity , pension and commutation has been one of the serious concerns of the bank.
Despite clear instructions we are still receiving claim forms very late . To ensure expeditious
settlement of retiral benefits the Branch Managers / Controlling Authorities at Zonal Offices /
Head Office are advised to take the following measures The Controlling Authorities / Departmental Heads have been advised vide H.O. Circular No.
PER/34/84 to diaries the dates of retirement of employees working under them and retiring during
the next 12 months and advise Chief Manager PPG Department at Head Office every year . The
Controlling Authority / Zonal Office/ Head Office/ Branch Managers were advised vide circular
No. Misc /47/83 dated 11th October1983 to take up the cases of employees retiring during the
year at least 6 months in advance so that their dues can be paid on the date of their retirement .
P.F. , Pension and gratuity claims duly checked, signed and recommended by the controlling
authority are to be submitted one month before the date of retirement of employee concerned .
The salary for the month in which the employee is retiring should be calculated on the first day
of relative month and kept in sundry deposit account and the relative advice pertaining to P.F.
Contribution must immediately be mailed to PPG Deptt. at H.O. Jaipur to facilitate timely
refund of Provident Fund balance .
The information regarding loss of pay if any and whether it is sanctioned or not by the
Competent Authority is to be clearly mentioned in the gratuity claim and form is to be filled
completely with all the required information , properly checked and sent to PPG Deptt.
562
An affidavit to be taken from the employee that loan availed from any branch of the bank
including those availed under Public Scheme is reported in the annexure to claim form.
(2)
In the case of dismissed/discharged / terminated employees the Controlling Authorities /
Departmental Heads will process the case and advise Chief Manager PPG Department , Head
Office, Jaipur in clear terms the amount of Bank's Contribution to be appropriated against
financial loss if any caused to the bank by the employee and the extent to which the amount
of gratuity is to be forfeited if any. Necessary approval in terms of Circular No. PER/92/91-92
dated 25.11.1991 from Chief General Manager should be obtained by them for this purpose
and copies thereof sent to PPG Deptt. at H.O. Jaipur alongwith claim forms .
In the case of supervising staff where Bank decides to invoke the provisions
of regulations 19(2)
of SBBJ (Officers) Service Regulations 1979 claim papers in respect of member's own contribution
to PF must promptly be forwarded and on finalisation of the Disciplinary Proceedings the claims
for Bank's contribution of PF ( if the employee is PF Optee ) and Gratuity must be sent if the same
are payable under Gratuity Act, 1972 ,Service Regulation as the case may be. Controlling
Authorities after obtaining approval from Competent Authorities must advise Chief Manager PPG
Department , specifically as to whether Bank's Contribution of PF and Gratuity is partially or fully
payable to the concerned employee .
Clearance from Vigilance /Disciplinary Proceedings Deptt. in the case of Supervising staff who will
be retiring after attaining the age of Superannuation is to be obtained and a note to this effect
should be given by Controlling Authorities on PF , Gratuity claim forms as per Cir.No. PER/20/19992000 dated 2.6.1999.
Branch Managers/ Controlling Authorities were advised vide Bank Cir.No.PER/28/1999-2000 dated
2.7.1999 to ensure that all employees working under their control have filled in proper nomination
to avoid inconvenience and undue delay caused to family members of deceased employee in
the absence of nomination / defective nomination etc.
Branch Managers/ Controlling Authorities were advised vide Bank Cir. No. PER/36/1999-2000
dated 31.7.1999 to mention in the Last Pay Certificate (LPC) on transfer of the employee to the
Branch / Department concerned whether such employee have opted for Pension or not.
The information regarding death / dismissal / discharge / removal / compulsory retirement etc.
are to be reported to PPG Deptt. at H.O. Jaipur promptly .
Please also be guided by H.O. Cir No. PER/67/2001-2002 dated 25.10.2001 for expeditious
settlement of Employees Retiral Dues .
(Circular No. Per/72/2004-05 dated : 05.02.2005 and Circular NO. Per/67/2001-02 dated
25.10.2001)
Index Page
5. SBBJ OFFICERS SERVICE REGULATIONS BRINGING OR ATTEMPTING TO BRING OUTSIDE PRESSURE
Of late a number of representations are being received by the Bank from various sources such as
Central and State Govt. Deptts/offices/establishments, public sector undertakings, leaders of
local political parties, MLAs, MPs etc., regarding postings, transfer/promotions of officers and other
matters in the Personnel Administration area.
In this context, the Rule No. 57 of SBBJ Officers Service Regulations provides as under:No officer shall bring or attempt to bring any political or other outside influence including
that of individual directors or members of the Local Board to bear upon any superior
authority to further his own interest in respect of matters pertaining to his service in the
Bank.
563
It follows that if an officer of the Bank attempts to bring such influence it amounts to violation of
the above service rule and can be termed a misconduct, vide Regulation No. 66 which states as
under:A breach of any of the provisions of these rules shall be deemed to constitute misconduct
punishable under Regulation No. 67.
Further the officers are bound by SBBJ Officers Service Regulations in terms of the declaration
signed by them stating that they have read and understood the rules and they subscribe and
agree to be bound by the said rules.
The officers are, therefore, cautioned that violation of the above rules will be dealt with seriously
and will attract disciplinary action. Further, instances of attempts, if any, made to influence the
Executives at any level as above should also be brought to the knowledge of the Personnel
Administration Department at H.O. while doing so the particulars of action taken against the staff
concerned or whether such an attempt/influence had been made without the knowledge of the
employee may also be advised to H.O.
Notwithstanding these specific and prohibitive provisions/guidelines instances of employees
approaching members of Parliament or of State Legislature for sponsoring their individual cases
are on the increase, which leads to avoidable correspondence in the matter and results in
diminution of efficiency and productivity of staff.
With a view to control the undisciplined behaviour shown by the employee in this regard, it has
been decided that:iv/ For the first instance of violation of these guidelines, the Disciplinary Authority may advise the
concerned employee to desist from it. A copy of such letter need not be placed in the
service file but a separate record may be kept.
v/ If the employee violates the rule for the second time despite advices as above, it should be
made a subject of minor penalty proceedings/minor misconduct and a penalty of censure
be awarded, after following the prescribed procedure for such minor penalties. A copy of the
letter awarding the penalty will be kept in service file/records.
vi/ If despite aforesaid action, and employee is found violating the said rules again disciplinary
action may again be initiated against him either for minor penalty proceedings/minor
misconduct or for major misconduct/major penalty depending upon the seriousness of the
charge as per Service Rules. If the employee is punished the letter may be placed in the
service file/record.
Index Page
6. STAFF SUPERVISING : REPORT OF ARREST/DETENTION TO SUPERIORS BY OFFICER EMPLOYEES
At present there are no provisions in the OSR making it obligatory on officer employees to report
the fact of their arrest/detention to their superiors and it is possible that whenever officer
employees are arrested by police, they remain absent from duties and upon release they rejoin
duty and submit leave application without disclosing the fact of their arrest.
In the absence of any provision making it obligatory on the part of the officer to report the fact of
his arrest/detention, Head of Departments/Branch Managers have to necessarily await details of
the officers arrest from the Police/CBI etc. or from other sources.
564
In view of the above, it has been decided to make it obligatory on the part of the officer
employee to report his arrest/detention to his superiors and decided to bring to the notice of all
officers that it shall be the duty of an officer employee who may be arrested/detained for any
reasons, to intimate the fact of his arrest/detention and the circumstances connected therewith
to his immediate superiors or the Head of Department/Branch promptly even though he might
have been subsequently released on bail/or otherwise. Failure on the part of the officer
employee to so inform his superiors will be regarded as suppression of material information and
may render him liable to disciplinary action on this ground alone, apart from the action that may
be called for on the outcome of the police case if any, against him.
Index Page
7. ADVANCES TO RELATIVES OF STAFF
Some Bank employees indulge in unethical practice of running some trade or business by
securing credit facilities from Banks in the name of spouse/close relative etc. Few such employees
also taken undue advantage of the contacts developed through bank/clients of the Bank and
engage in profit ventures. It has therefore, been decided in consultation with Indian Banks
Association and State Bank of India that normally no credit facility should be granted to
spouse/close relatives of the employees for the purpose of any trade/business. Only in
exceptional circumstances, with the prior permission of the Controlling Authority, depending upon
the genuineness of the case, such credit facility may be granted.
All cases where loans and advances of any kind sanctioned to any relative of an officer of the
Bank where scale of pay starts from Rs. 2000/- or above are required to be reported to the
controlling Office for eventual reporting to the E.C. While this should continue to be followed, all
cases will require prior administrative clearance of the Controlling Authority. The present mode of
obtention of declaration will continue and information not only about the relationship of the
borrower applicant with Senior Officers, but also about the relationship of borrower applicant with
any of the officers and staff members will have to obtained.
The term relative has been defined in Annexure-A enclosed with H.O. Circular No. Reorg/4/86
dated 11.7.86
It is reiterated that whenever contract/work order/purchase order is given to a relative of an
employee of the Bank, committee system, maintenance of records, recording and reporting or
obtention of administrative clearance/approval where required, should be followed strictly and
meticulously to ensure against any irregularities in award of contract/sanction of loans etc. In
addition, with a view to pre-empting any complaints in this connection, it has been decided in
consultation with State Bank of India that in cases where a contract etc.,. is awarded or loan is to
be sanctioned to relative of an employee, the decision making authority should be at one level
higher than the authority with whom the powers are vested in the normal course.
(CIRCULAR NO. PER/74/94-95 DATED 9.2.95, PER/149/89-90 DATED 31.3.90 AND PER/44/99-2000
DATED 17.8.99)
Index Page
8. REQUISITION OF SERVICES OF BANK EMPLOYEES FOR ELECTION DUTIES
In accordance with the amended provisions of Section 159 of the Representation of the People
Act, 1951, employees of local authorities, Universities, Nationalised Banks, LIC, Government
Undertakings, etc., can now be requisitioned for deployment on election duties. It is, however,
reiterated once again that the bank employees may be drafted on election duty to the minimum
extent possible, only in a constituency where sufficient number of Government employees are not
available and/or in emergent circumstances such as strikes, etc., by the Government employees.
565
Care should be taken to see that normal functioning of the banks are not interrupted. Further, if
practicable, their posting to any polling station outside their normal place of duty may be
avoided. It is however, clarified that whenever employees are drafted by election commission for
sovereign duty, they are only eligible for such compensation as offered by the Election
Commission/state Govt./Local authorities. They are not eligible for any halting
allowance/overtime and or compensatory off from the Bank for having performed poll related
work.
CIRCULAR NO.PER/70/99-2000 DATED 29.10.99, PER/58/99-2000 DATED 23.9.99 AND PER/73/98-99
DATED 1.11.98
Index Page
9. STAFF SUPERVISING: CEILING ON REIMBURSMENT OF SALARY PAID BY TOP EXECUTIVES TO THE
DRIVERS:
As per the extant guidelines, the officers in TEGS-VI & above who are provided with hired car are
permitted reimbursement of driver's salary where the Bank's car/driver is not provided. Now, the
competent authority has decided to revise the ceiling on reimbursement of salary paid by
officials in Top Executive Grade VI & above to the drivers in our Bank with effect from 01.01.2013.
The revised reimbursement ceiling for all centres will be Rs. 6000/- p.m.
(PER/83/12-13 DATED 21.1.2013. PER/35/2007-2008 DATED 28.7.2007)
In terms of the extant instructions officers in TEGS-VI and VII who are provided with the Bank's car,
with the permission to use it for personal purposes, are reimbursed the driver's salary paid by them.
The Chief General Manager of the Bank who is provided with Bank's car with hired driver is also
being reimbursed the driver's salary at the same rate as is being reimbursed in respect of General
Manager's.
Dy. General Managers, who have been provided with the Bank's own car for official purpose,
with the permission to use it for personal purpose, may also be permitted to hire personal driver to
drive the Bank's car where the Bank's driver is not available and be reimbursed with the driver's
salary subject to the aforesaid ceilings. Further, it has been decided to provide only hired cars to
our Executives and no new car shall be purchased for the purpose. Therefore, Bank's own cars
provided to the General managers/ Dy. General Manager need to be replaced on expiry of their
useful life with suitable hired cars with drivers so that the need for reimbursement of driver's salary
to such officers does not arise thereafter.
(Circular No. PER/ 35 /2007-2008 July 28 , 2007 , PER/ 19 /2004-05 dated 3.5.2004 Central Office SBI
Letter No. SBD:JM:2696 dated 15.12.97 AND E.C. Memo dated 27.7.2001]
Index Page
10. PROVISION OF BANKS CAR FOR OFFICIAL PURPOSES WITH PERMISSION TO USE THE CAR FOR
PERSONAL PURPOSES
The use of cars for private purposes is restricted to visits within the city limits or places contiguous
to the place of posting . While the city limits are generally well understood , there is some
confusion as to what would constitute places contiguous to the place of posting. The executives
are therefore, not clear as to the distance from the city limits to which the car can be taken for
private purposes. Apart from this confusion , the restriction not to take the car outside the place
of posting creates genuine difficulties The executives who have been provided with the Banks
cars do not maintain their own cars for obvious reasons. Therefore, when they have to undertake
journeys outside the place of posting, they are put to a lot of inconvenience and hardship as they
have to seek some other mode of transport. Having regard to this aspect a provision for using the
car outside the place of posting/contiguous areas for private purposes has been made in our
566
Bank, with the approval of the Executive Committee of the Central Board. The revised
arrangement is as under:i.
ii.
The present limit of 500 kms. within the place of posting /contiguous areas on payment of
Rs.150/- p.m. and recovery of charge for journeys beyond 500 kms. within the place of
posting/contiguous areas will remain unchanged.
All the places falling within the Urban agglomeration of the place of posting will be
treated as contiguous.
iii. The executives who are permitted use of the Banks car for private purposes may, if
necessary, use the car outside the place posting/contiguous areas. The distance in such a
case will be calculated from/upto the point the urban agglomeration limit ends.
iv. The recoveries from the executives who use the car outside the place of
posting/contiguous areas will be made at the rate of Rs.1/- per k.m. for the distance
covered on such journeys.
Further, in accordance with the extant instructions, the officers in Top Executive Grade Scale VII
[GMs] who have been provided official car with permission to use it for personal purposes are not
provided with the Banks Drivers and these officers could either drive the car themselves or
engage their own drivers. It has also been provided that if an officer engages a driver of his own ,
reimbursement of the actual salary of the driver subject to a maximum of prescribed ceiling as
stated above would be made by the bank.
[CENTRAL OFFICE LETTER NO. SBD/VKS/939 DATED 20.5.94]
The officers in TEGS-VI to whom the Banks car is attached may also be permitted to use the same
for personal purposes upto a distance not more than 500 kms. during a month and payment of
Rs.150/- p.m. to the Bank as are being allowed in the cases of the officers of the rank of General
Managers in our Bank.
Further, the broad guidelines for the above purpose are as under:a. The car will be provided by the Bank and the cost of maintenance, repairs, insurance etc.
will be borne by the Bank
b. The officer may drive the car himself or may engage a driver of his own, in the latter case,
the Bank will reimburse to the officer that actual salary of the driver, subject to the
maximum ceilings stated above.
c. All purposes other than official purposes shall be personal purposes in connection with the
use of the Banks car, the trips from residence to office and back being treated as official.
d. The private use of the car will be restricted to visit within city limits or to places contiguous
to the place of posting.
e. The Executives who are permitted use of the Banks car for private purposes may, if
necessary, use the car outside the place of posting/contiguous areas. The distance in
such a case will be calculated from/upto the point the urban agglomeration limit ends.
As per the extant instruction, the Executives who are permitted use of the Banks car for private
purposes, may, if necessary, use the car outside the place of posting/contiguous area at the rate
of Rs. 1/- per k.m. for distance covered on such journeys. DGM (TEGS- VI) are also provided hired
cars for official use with the permission to use it for personal purpose on recovery of usual charges.
The officials TEGS-VI and above may also be permitted to avail the facility of personal use of
Banks car at a place other than the Head Quarter when on leave, subject to the approval of the
567
competent authority, on a cases to case basis. In such cases the car may be provided only if
available from the pool of cars maintained at that center and proportionate recovery will be
made from the officers entitlement of petrol.
(E.C. MEMO AGENDA ITEM NO. 24 DATED 22.8.1991 AND HEAD OFFICE ORDER NO. O/1/98-99)
Index Page
11. WAIVING OF RECOVERY ON ACCOUNT OF USE OF OFFICIAL CAR FOR PRIVATE PURPOSES
Recovery of usual charges for private use of car from officers who are provided with Banks car for
official purposes with permission to use it for personal purposes, should not be made when they
are on long leave/away on Banks work for a minimum one full calendar month. Such recoveries
should, however, be waived only when the car is actually not used for personal/private purposes
by them /their families during such period of leave/ absence on account of Banks work For
instance, if an official is on leave/ deputation etc. for 40 days and has not used the car for
private purposes , recoveries will be waived only for one month as one calendar month has to be
taken into account for this purpose.
In case an officer, opts to use the car for official purposes only and not for personal use, then the
recovery for personal use of car shall not be made. However, in such cases a letter should be
obtained from the officer that he will not use the official car for personal purposes. Further, such
option to use the official car for private purposes or not should be exercised by the official initially
when the car is place at his disposal and should not be subject to change . However,
reimbursement of conveyance allowance either on certificate or actual basis would not be
made to such officers who have been provided with Banks car.
( E.C. MEMO DATED 8.10.1991 OFFICE ORDER NO. O/1/98-99)
Index Page
12. STAFF SUPERVISING: FREQUENT FLIER SCHEME OF AIR INDIA AND INDIAN AIRLINES
Air India and Indian Airlines have introduced a joint Frequent Flier Scheme for Indian travellers
who fly often within India and abroad. Under the Scheme, the traveller has to log certain mileage
points within a specified period of time and these are redeemed for free tickets on either of the
airlines. On payment of membership fee of Rs. 1,000/- the traveller is enrolled as a member of the
Flying Returns Scheme. The above scheme has been examined in consultation with the State
Bank of India and it has been decided that Banks officers who are required to visit paces on
official tour frequently, may be permitted to become members of Frequent Flier Scheme of the
Air India and Indian Airlines by paying Enrolment Membership fee of Rs.1,000/- on their own [not
reimbursable by the Bank], so that the mileage points for the journey undertaken by them get
accrued to their credit and they could avail free ticket at their convenience at a later date Any
officer desiring to become member of the Frequent Flier Scheme, and avail a free ticket at their
convenience, would however, be required to obtain the Banks permission. For this purpose, the
Competent Authority would be the authority in hierarchy not below the rank of an Asstt. General
Manager. As there were no existing guidelines earlier in this regard, those offices who have
already become members and/or availed free ticket may inform the authority as described
above about this for information only. Please note that the permission as above would only be
applicable to Frequent Flier programme/air travel by Air India and Indian Airlines alone and not
for other Frequent Flier programmes/carriers.
[PERSONNEL ADMN. DEPTT. LETTER NO. P/PCR/2934 DATED 4.2.98]
13. THE FACILITY OF PROVIDING HIRED TAXI CARS FOR OFFICIAL PURPOSE TO ALL ASSTT. GENERAL
MANAGERS FUNCTIONING AS CONTROLLING AUTHORITIES AT THE REGIONS/ZONES
In the bipartite meeting held with ABOA at pondicherry on the 17.2.98, it was agreed to provide
hire taxi cars to all Asstt. General Managers functioning as Controlling authority at the
568
Regions/Zones. Accordingly, it has been decided that the facility of providing hired taxi cars for
official use may be extended to all Asstt. General Managers functioning as Controllers at
Regions/Zones with immediate effect.
[HEAD OFFICE ORDER NO. O/22/98-99 DATED 15.10.98]
Index Page
14. STAFF ACCOUNTS: NEGOTIATION OF CHEQUES
It has been observed by the inspecting officials that the instances of staff members purchasing
cheques under DD purchase facility without keeping sufficient funds in their accounts are on the
increase. Such practices tantamount to misuse of the facilities by the employees of the Bank and
are therefore punishable in terms of Service Rules/Award . In order to deal sternly with such a
situation all the controlling authorities are advised to take severe action against the erring staff in
terms of respective Service Rules/Award.
(CIRCULAR NO. PER/109/83 DATED 3.11.83 AND PER/46/98-99 DATED 7.8.98)
15. STAFF SUPERVISING: POLICY GUIDELINES FOR CONVERSION OF GENERAL CADRE OFFICERS INTO
SPECIALIST CADRE- COMPUTER ( SYSTEM )
As you are aware there has been a pronounced shift towards information technology in various
facts of Banking industry. Notwithstanding the rapid pace of mechanisation, growth in the
number of available software personnel in the field of computers has been inadequate. Having
regard to the future plans drawn up by the Bank in the area of computerisation, a need has been
felt to induct more personnel in the field of specialist cadre- Computers (Systems).
In view of the above it has been decided to introduce a policy of conversion from general cadre
officers to specialist cadre- Computers in our Bank in the field of computer technology with
immediate effect. The norms for conversion of officers from general cadre to specialist cadreComputer (Systems) are as under:
i/
Conversion will ordinarily by applicable in JMGS-I and MMGS-II . In exceptional cases, such
conversion could be considered in higher scales also.
ii/ Options for conversion will be irrevocable. Proforma enclosed with the relevant circular.
iii/ After conversion, the convertees will be governed by the promotion policy applicable to
specialist cadre.
iv/ Officers seeking conversion should have completed the mandatory requirement
(rural/semi-urban service and operational/line assignments as applicable) for promotions
already earned.
v/ The officers should have either the requisite academic qualification in the field of
computers or should have an exposure of 1 to 2 years in the field. Here, requisite
academic qualification would be equated to
vi/ Any programme in computers recognised by the Bank for purposes of reimbursement of
fees paid; and
vii/ the candidate should have obtained a graduate degree from a recognised University.
viii/ All candidates would be required to qualify in an aptitude test and interview.
ix/ The conversion exercise will be done once in a year w.e.f. 1st December.
Officers who fulfill the eligibility criteria and desirous to seek conversion from general cadre to
specialist cadre- computers will submit their application as per proforma enclosed through proper
channel.
Index Page
16. PRESENTATION OF MEMENTOES
569
With a view to meet out our organisational requirements in the different areas, we have been
organising seminars/ conferences. It has been our endeavor that such seminars/ conferences be
attended by the Banks Executives.
In this context, it is advised that no mementoes should be presented to the participating officers/
employees in the seminars or conferences organised by the Bank.The seminar- conferences when
conducted, should be business like, arranged at modest expenditure and should be devoid of
pomp and extra vagance. Further, our offices should also refrain from extending excessive
hospitality to Banks Executives who visit branches/offices on official work. Excessive hospitality
would mean lavish reception, video photography presentation of mementoes, sight seeing etc.,
Any violation of the aforesaid instructions and encouragement of such practices would be
viewed very seriously and appropriate action will be taken against the concerned officials.
17. FRAUD AND MALPRACTICE IN BANKS: FRAUD IN THE STAFF ACCOUNTS
a. No member of the staff should be permitted to have account at a branch other than
that where he is serving.
b. Whenever an employee of one bank opens an account with another Bank, a
reference is to be made to the employer bank informing the latter of the fact thereby
putting it on guard.
A confirmation in this regard by the Zonal Heads/ Departmental Heads will be furnished to the
AGM, Vigilance, H.O. Jaipur as on 31st March each year.
Index Page
18. NORMS FOR POSTING OF F.O.(AGRICULTURE)
i/
Area of Operation: The controllers will ensure that the area of operation is reallocated
through sharing of villages among recently opened rural branches supported by proper
redeployment of Field staff.
ii/ Service Area Approach: Service Area Approach (SAA) will be adopted and implemented
at the earliest with suitable reallocation of non-SAA villages.
iii/ Number of villages: For agriculture intensive branches in rural/semi-urban areas, an
independent F.O. will serve 10-12 SAA villages, together with an equal number of nontarget villages. While allocating the villages, the distance among villages, their contiguity,
transport facilities etc., should be kept into consideration.
iv/ Number of accounts: (a) A F.O. will handle 500-800 accounts comprising of 350-400
borrowers. (B) In branches where Branch Manager alone is posted, the F.O. will be
provided after attaining approximately 50% of above norms. (c) Where more than one
officer is posted at the branch, first F.O. will be provided when minimum number of
accounts/borrowers (i.e. 500/350) are on the books of the branch.
v/ The posting of additional F.O. will be considered when the number of accounts/borrowers
reaches 1000/600 respectively.
vi/ Training needs of F.O. be assessed an the training be imparted well in advance, Officials
identified for taking over as F.O. be given on the job training before they take up their new
570
assignment. At the time of change of incumbency, sufficient time should be given to the
incoming & outgoing F.O. to go through the documents & get acquainted with the
borrowers and inspect the units.
vii/ F.O. is authorised to sanction loan( all categories upto Rs. 5000/-) in government
sponsored schemes other than clean loans. This arrangement is subject to review after
one year. Control return will be put up to the next higher authority.
viii/ Inter-se seniority at branch level: Hierarchical position of F.O. and Accountants will be the
same. The annual confidential report of F.O. will be written by the BM/MOD.
ix/ Distribution of work of F.O. among other officers. Work relating to advances will also be
attended by other officers.
x/ Cash collection by F.O. This will be implemented but only after taking necessary
precautions and ensuring that these cash collections are covered by insurance policy.
xi/ Custody of Loan Documents. Loan documents will be held in F.Os. custody subject to
usual precautions of safety/verification etc.,
xii/ Designation of F.Os. New designation of F.O. as Asstt. Manager(Advances)/Dy.
Manager(Advances) will be implemented. This will highlight his role in general which is not
only Field work.
xiii/ The creation of the position of F.O. (Agri) will, however, be within the overall supervising
staff strength of the branches and no new intake of officers will take place.
Index Page
19. GUIDELINES RELATING TO PERMISSION TO BORROW FROM OUTSIDE
Regulation 59 of the State Bank of Bikaner and Jaipur Officers Service Regulations, 1979 prohibits
an officer and members of his/her family from borrowing money or otherwise placing themselves
under any pecuniary obligation to a broker or a money lender. At the same time, proviso to the
said regulation permits an officer to borrow money from the Bank, LIC of India, Co-operative
Societies or any other financial institution including a Bank, subject to such terms and conditions,
as may be laid down by the Bank.
With an objective to avoid excessive borrowings or indebtedness in any form, it has been
decided to formulate specific guidelines, as per annexure, for considering permission to the
supervising staff to borrow from outside:i/
ii/
iii/
Who
borrow.
Sources
borrowings
can
Purpose
borrowings
for
of
All confirmed officers in the Bank can borrow except those under
suspension.
Borrowings can be made from LIC, Banks Registered Staff Cooperative Credit Societies, Govt/Semi-Govt. Corporations, Financial
Institutions, Scheduled Banks, HDFC. Borrowings from private money
lenders or sources specified in Rule (59) of the SBBJOSR are strictly
prohibited.
Borrowings can not be for commercial or industrial venture.
Borrowings
under
this
rule
can
be
resorted
to
for
construction/acquisition of house/land, repair of house(singly or
jointly in the name of the officer), education of children, marriage of
dependents, medical treatment of dependents or other compelling
circumstances to the satisfaction of the competent authority .
571
iv
Quantum
Borrowings
v/
Procedure
vi/
Competent
Authority
vii/
Conditions
of
Taking credit cards of other Banks is also permitted subject to what is

stated below.
i/ The borrowing should not be onerous and must be within the
repayment capacity of the employee
ii/ As already prescribed under Bank,s scheme for the individual
housing finance, if the maximum amount of loan falls short of the
requirements of a staff, he/she may borrow from a Govt./SemiGovt./Public Sector Organisation/Housing Development Finance
Corp. Quantum of Loan in these cases should not exceed 60% of
the loan taken from the Bank.
iii/ The quantum of borrowing should be such that the aggregate
monthly repayment on account of all the loans taken by the official
should not exceed 50% of the gross salary. Deductions on account
of Provident Fund, Income Tax, Life Insurance Premium or other
statutory deductions are excluded for this purpose. If the repayment
is proposed to be made from sources other than salary, then the
details of such sources should be disclosed by the official and the
sanctioning authority should be satisfied that the income from such
sources is independent, identifiable and adequate for meeting the
liability.
iv/ An employee can be permitted to take credit card of other
Banks subject to the condition that if that card provides a
borrowing facility, the quantum thereof shall be within the overall
ceiling laid down in item iv(iii) above.
The officer has to advise the competent authority the purpose of
borrowing, the amount, and agency/source from which it is
proposed to borrow and details of the sources from which
repayment is proposed to be made. The competent authority may
advise the employee not to borrow if this is in excess of the limits
stated above or the means of repayment are considered
inadequate. Permission may be granted subject to the condition at
item no. vii. below.
For officers working in branches, the Regional Managers/AGM/DGM
of the Zonal office. In Regional/ Zonal Offices, the concerned
AGM/DGM. In administrative office, the Chief Manager, Office
Admn., At other H.O. establishments/ the head of establishment will
be competent authority provided he is in SMGS-V and above.
i/ Bank shall accept no liability whatsoever in respect of the loan
taken by the employee from outside sources.
ii/ Officer concerned should correctly show the transactions in his
statements of assets and liabilities required to be submitted under
Service Rules.
iii/ In the event of an official furnishing an incorrect disclosure of his
borrowings at the time of seeking permission, he will be liable for
disciplinary action under Rules.
iv/ Employees are discouraged to live beyond their means. Should
such indications be available to the Bank, the particular officer shall
be called upon the repay all the loans taken from the Bank or from
outside forthwith.

Index Page
20. UNAUTHORISED ABSENCE FROM DUTY
572
The cases of officers relating to unauthorised absence from duty or overstaying of leave should
be dealt with in terms of the provisions of the OSR Regulation No. 40 & 58(1).
(CIRCULAR NO. PER/130/89-90 DATED 17.2.90, PER/11/91-92 DATED 26.4.91)
21. PERMISSION TO CONTEST/TAKE PART IN GENERAL ELECTION
The permission to contest elections by the members of staff may be granted by the CGM on the
under noted c conditions:i/
His/her contesting elections will not interfere with his/her duties in the Bank and he/she will
not take undue advantage of his position in the Bank.
ii/ He/she will not get any remuneration and/or funds for fighting the elections.
iii/ In case he/she gets elected to the said office, he/she will immediately resign from the
Banks service, failing which he/she will be discharged from the service of the Bank or the
Bank would be free to treat his/her letter, seeking permission, as a letter of resignation from
the day he/she is declared elected.
Bank in consultation with the State Bank of India and Govt. of India that pending
modification/amendment to officers service regulations/bipartite settlements, Bank employees
are prohibited from participating in the following activities:a) to be an office bearer to political party or an organization which takes part in politics;
b) to take part in or assist in any manner in any movement/agitation or demonstration or a
political nature;
c) to take part in an election to any legislature or local authority and
d) To canvass in any election to any legislature or local authority etc.,
The concerned employee should be informed of the aforesaid conditions by means of a letter.
The signature of the employee should obtained on the duplicate copy thereof for having
received such a communication.
(Circular No. Per/31/2004-05 dated 25.6.2004, Per/41/90-91 dated 23.8.91 and Per/49/90-91 dated
7.9.90)
Index Page
22. FITMENT FORMULA ON PROMOTION TO HIGHER SCALES OF PAY (W.E.F. 1.7.89)
At the time of fitment of an officer on promotions to the higher scale of pay, the number of
increments he would have earned for passing each part of CAIIB shall be first reduced from the
existing pay of the concerned officer, prior to his fitment in the higher scale of pay . If however the
officer is at the top of the scale, the following procedure be adopted.
a/ If the stagnation at the top of the scale is for less than one year, the officer would not
be drawing any professional qualification allowance . The number of increments as the
case may be for CAIIB, included in his basic pay should be reduced in the existing scale.
b/ If the stagnation at top of the scale is for a year or more but for less than 2 years, the
officer would be drawing Ist PQA. In such cases, if he has passed both parts of CAIIB, then
one increment should be reduced in the existing scale. If, however, such PQA if for CAIIB
Part -I only, then no increment need be reduced from the existing scale.
573
c/ If the stagnation at the top of the scale is for 2 years or more, the officer who has
passed both parts of CAIIB would be drawing max. PQA per month. In his case, there
would be no scope for reducing the increments for CAIIB as even without CAIIB
increments the officer would be at the ceiling of the scale.
NOTE:- The purport of the above exercise is to determine as to what stage of scale of pay
the officer would have been, had he not been granted increments for passing CAIIB.
Thereafter, one increment shall be notionally added in the old scale from which the officer is
being promoted and his pay shall be fixed at the appropriate stage in the new scale, which is
equal to or just above it. Where in the pre-promoted scale, the officer has already reached the
maximum, the notional increment to be added would be equal to the last increment drawn by
him in the scale.
After such fitment in the higher scale of pay one or two increments shall be added to the basic
pay so fixed in respect of Part-I or both parts of CAIIB as the case may be. If, however no
increments are available in the scale or only one increment is available in the scale, the officer
shall be eligible for professional qualification allowance in lieu of such increments.
Normally where an officer is promoted from one scale to another, the date of his increment shall
be the anniversary date in the previous scale of pay. Where, however, an officer had reached
the maximum in the previous scale of pay or on promotion gets an increase in the basic pay
equivalent to two or more increments in the previous scale of pay, the date of increment shall be
the anniversary date of promotion. However, if the basic pay after reduction of CAIIB increments
is not at the maximum, then the date of increment shall be the anniversary of last increment.
Provided further that if an officer is promoted to higher scale after reaching the maximum in the
previous scale of pay but before drawing stagnation increment, the date of his increments in the
higher scale shall be the anniversary date of promotion or due date of stagnation increment in
the previous scale whichever is earlier.
NOTE:In the case of officers in Scale-I and Scale -II promoted officer moving into higher scale -II and III
because of stagnation movement, the notional increments to be added shall be the increment
drawn by him on the date of promotion and the next and subsequent increment shall be on the
anniversary date.
Index Page
23. Fitment formula on promotion of Clerks to Officer Cadre in JMGS I
1) A clerk on promotion would be fitted in the officers scale of pay as per the following table:
Stage
in
the clerical
scale
1
2
3
4
5
6
7
Basic Pay in the Clerical

cadre
(as
revised
w.e.f.
1.11.2002)
Rs.
4410 (3020)
4625 (3155)
4840 (3290)
5055 (3425)
5390 (3650)
5725 (3875)
6060 (4100)
Stages in the
Officers Scale of
pay
Fitment at corresponding stage in

Junior Management Grade Scale
I(W.E.F.1.11.2002)
Rs.
574
8
9
10
11
12
13
14
15
16
17
18
19
20
+1
+2
+3
+4
+5
+6
6530 (4420)
7000 (4740)
7470 (5060)
7940 (5380)
8440 (5720)
8940 (6060)
9440 (6400)
10000 (6780)
10560 (7160)
11120 (7540)
11680 (7920)
12650 (8600)
13210 (8980)
13770 (9360) (including
one
stagnation
increments)
14330 (9740) including two
stagnation increments)
14890 (10120) (Including
three
stagnation
increments)
15450 (10500) ((Including
four
stagnation
increments)
16010
(10880)
(Including five stagnation
increments)
16570
3
4
5
6
7
8
9
11
12
13
10000
10000
10470
10470
10940
11410
11880
12350
12820
13320
13820
14880
15440
16000
(7100)
(7100)
(7440)
(7440)
(7780)
(8120)
(8460)
(8800)
(9140)
(9480)
(9820)
(10500)
(10840)
(11180)
14
16560
(11520)
15
17120
(11860)
16
17680
(12200)
17
18240
(12540)
17
18240
(ABOVE FITMENT FORMULA (W.E.F. 1.11.2002)IS PROVISIONAL AND IS BASED ON IBA INSTRUCTIONS
Basic Pay in brackets is the pre-revised pay
(1)
The promotee officer after fitment as above will draw his next increment in the officers
stages in the fitment table, the employees in the lower clubbed stage of clerical scale of pay will
get their next increment after promotion on the anniversary date of promotion.
(2)
Those who were drawing a basic pay between the 1st and 9th stage in the clerical scale
given in the above table, will be fitted at the minimum of the officers scale and will draw their
next increment on the anniversary date of promotion.
(3) (a) Those who have completed more than one year at basic pay Rs.13210, 13770,
14330,14890, 15450, will draw their annual increment on the anniversary date of his last increment
in the clerical cadre immediately following the date of promotion and will draw the next annual
increment on the same date.
(b) Those who have completed more than one year at basic pay Rs.16010 and those who are
at basic pay Rs. 16570 will be given fitment in the officers scale at Rs.18240 and will earn their
next increment on the anniversary date of promotion subject to their crossing the Efficiency Bar as
per guidelines issued by the Govt. under Regulation 5 of Officers; Service Regulations.
(c) In all cases where promotee officers reach the maximum stage in the substantive JMG
Scale I (Rs.18240), further increment in the next higher scale will be subject to their crossing
575
Efficiency Bar as per guidelines issued by the Govt. under Regulation 5 of Officers Service
Regulations.
(5)
Promotees who are drawing Fixed Personal Pay in terms of Settlement dated 2.6.2005 may
continue to draw the same quantum of Fixed Personal Pay even after promotion, which shall
remain, unaltered till revised.
(6)
If the promotee officer has passed JAIIB Part I or CAIIB at the time of promotion, notional
basic pay will be arrived at after reducing the increments earned for passing JAIIB/CAIIB, from the
clerical basic pay. He shall then be fitted in the officers scale in accordance with the above
table and appropriate one or two increments in the officers scale shall be added with basic pay
so fixed. The date of increment will be determined as per (1) above, if after reduction of
increments in the clerical scale, the basic pay falls in the lower clubbed stage. This adjustment,
however, will not be made where the number of increments to be reduced is higher than the
numbers of increments to be granted.
(8)
If despite the fitment as given above, the emoluments (basic pay and dearness
stagnation increment if any, functional special pay on permanent basis and dearness allowance)
drawn as a clerk, the difference may be protected by way of Temporary Personal Allowance to
be wiped off, in three years, at the rate of 1/3 Temporary Personal Allowance. This allowance will
not rank for dearness allowance and superannuation benefits.
(IBA LETTER NO. PD/CIR/76/582/295 DATED 18.6.2001)
Index Page
24. SBBJ OFFICERS SERVICE REGULATION 1979 RECOVERY FOR CHANGING THE WARDS OF THE
SAFE/STRONG ROOM REGULATION NO. 67(d)
Officers of the Bank, who are joint custodians of the cash and other valuables, are required to
keep the strong room keys in the safe provided to them and carry the safe keys with them. The
cash officer who is holder of the other set of strong room keys is required to keep the strong room
keys in the safe if provided or in one of the drawers of the safe given to another official of the
Bank and carry with him only the key of the drawer of the safe. Only when this arrangement is not
feasible, the strong room keys are carried by the officers concerned on their person.
However, in view of the increasing number of incidents of loss of keys by the custodians of the
Banks safe keys or strong room keys it has been suggested to take action against the erring
officials and to impose punishment as per service Regulations.
In the event of the loss of the keys, if it is proved that the keys were lost due to the negligence of
the officer or that the loss was not beyond his control and if on conclusion of the disciplinary
proceedings, the officer is found negligent for the loss, recovery of the expenditure incurred by
the Bank for changing the wards of the safe/strong room door could be recovered under
Regulation 67(d) of the SBBJ ( Officers) Service Regulations 1979, as the loss has been caused to
the Bank by the negligence or breach of extant orders/instructions However, in cases where the
loss is caused due to circumstances beyond the control of the officer and if he had taken
adequate precautions for the custody of the Banks keys, depending upon the merits of each
case, instead of recovery of loss, some other prescribed penalty could be considered. In case it is
decided to recover the cost of the keys/ expenses for changing the wards of the lock the
prescribed procedure for imposing the penalty under Regulation 67 (d) read with Regulation
68(1) & (2) should be complied with. However without following the prescribed procedure the
recovery should not be resorted . In any case the merits of each case should be analysed having
regard to the circumstances under which the keys have been lost and action as deemed
appropriate should be taken.
576
Further, a reference may be made to the instructions in this regard prescribed in paragraph 47,
chapter 9 of the Banks Book of Instructions.
Index Page
25. DATE OF BIRTH: GUIDELINES
Once the date of birth furnished by an employee at the time of his appointment is accepted and
entered in the service record by the appropriate authority, the same shall not be subjected to
any alteration.
Moreover, in future employee may furnish the following documents as proof of age at the time of
joining the service.
i/ His matriculation or school leaving certificate granted by the Board of secondary
education or similar educational authority; or
ii/ A certified copy of his date of birth as recorded in the registers of a municipality, local
authority or Panchayat or Registrar of Births.
iii/ In the absence of either of the aforesaid two categories of certificates, the Bank may
require the workman to supply a certificate from a Govt. Medical Officer not below the
rant of an Assistant Surgeon or by the Banks authorised medical officer indicating the
probable age of the workman provided the cost of obtaining such certificate is borne be
the Bank.
Note:- Where exact date of birth is not available and the year of birth is only established then the
1st July of the said year shall be taken as the date of birth.
The personal committee also recommended that Baptism Certificate may be adopted as one of
the documents as proof of the employees age if any other documents in support of the age of
an employee as approved by the Personnel Committee is not available at the time of joining of
the service.
(CIRCULAR NO. PER/103/83 DATED 24.10.83 AND IBA LETTER NO. PD/76/Z/451 DATED 6.3.84)
Index Page
26. SBBJOSR 1979 CRITERIA TO PERMIT OFFICERS TO ENGAGE IN TRADE/BUSINESS/DIRECTORSHIP
BASIS
Regulation 5 1(1) of the SBBJOSR 1979 stipulates that no officer shall, except with the previous
sanction of the competent authority, engage directly or indirectly in any trade or business or
undertake any other employment.
In this regard, IBA has clarified that
i/
It will not be permissible for an officer to join the firm of the spouse as a non working
partner even where the firm is not having any official dealings with the Bank.
ii/ It will not be permissible for an officer whose spouse is having official dealings with the
Bank to join the business as a partner.
iii/ Where an officer inherits his family business, then he may be permitted to associate himself
as a non working partner in the family business.
577
STAFF MISCELLANEOUS: ENGAGING IN ANY TRADE OR BUSINESS OUTSIDE THE SCOPE OF DUTIES
Index Page
In terms of para 5(a) of Circular No. PER / 40 / 2002-03 dated August 14, 2002 and as per
provisions of Regulation 51(1) of State Bank of Bikaner & Jaipur (Officers) Service Regulations, 1979
no officer / employee may engage directly or indirectly in any trade or business outside the
scope of his duties except with the written permission of the Bank. Few instances have come to
our notice that some staff members themselves are engaged in the trade or business in the name
of their own or manage an agency of insurance company or commission etc. conducted by their
family members without specific permission of the Bank.
It is therefore reiterated that no officer / employee may engage directly or indirectly in any trade
or business outside the scope of his duties except with the written permission of the Bank.
(CIRCULAR NO. PER/ 12 / 2007-2008 dated May 11, 2007)
27. NO OBJECTION CERTIFICATE FOR ISSUANCE OF PASSPORT FOR GOING ABROAD
As and when an employee of any cadre applies for No Objection Certificate for obtention of
passport, the same may be issued to him by the concerned controlling authority, subject to the
undernoted stipulations:
The Bank will not arrange for his repatriation in the event of any untoward happening
abroad.
The Bank will not be liable for any of his acts outside India.
He/She will be entitled to availed sanctioned leave only, as per his/her service rules
and no further extension in leave will be permitted.
In case the employee overstays without the leave having been sanctioned, it will be
treated as unauthorised absence and render him/her liable for action under
Regulation No. 40 of SBBJOSR,79 or to any of the penalties specified in Regulation No.
67 ibid. and as per the provisions of B.S. for award staff.
The employee shall keep the Bank informed of any subsequent change of leave
address immediately, otherwise the Bank shall be within its right to have the notices
and/or other correspondence served upon the employee at his/her address recorded
on the leave application.
Where various loans & advances granted to an employee intending to go abroad, are backed
by tangible securities, the concerned employee may be issued the No objection Certificate,
with the relevant stipulations explained above. However, the employees against whom
disciplinary proceedings are either contemplated or are likely to be contemplated shall not be
issued No Objection Certificate for the above purpose.
General Conditions which may be imposed while grating such permission may be as under:
Date of journey is to be advised well in advance to the Bank .

No employment is to be sought and no involvement in any business activity;
Permission will be subject to availability of sufficient leave to his credit;
Permission to travel abroad can be withheld at any time considering exigencies of Banks
requirements;
578
Bank is to be intimated before departure the address of stay at abroad and also to advise
change of address, if any and
During his stay abroad, he should not involve himself in any anti-national/ anti/social/antiinstitutional activities.
( Source SBI Booklet on staff matters and Personnel Admn. Deptt. Note dated 23.1.92
Index Page
STAFF MISCELLANEOUS: NO OBJECTION CERTIFICATE FOR ISSUANCE OF PASSPORT FOR GOING
ABROAD
As and when an employee of any cadre applies for No Objection Certificate for obtention of
passport for going abroad to GM(O)/ the concerned controlling authority there is no uniformity of
applying to the Competent Authority. In order to have a uniform system of obtaining requests
regarding no objection certificate for issuance of passport for going abroad from staff members,
it has been decided to implement a format of application, which will be used henceforth for
applying / forwarding to the Competent Authority. The format of the application is enclosed
herewith.
ANNEXURE
The ____________________,
________________________
THROUGH PROPER CHANNEL
APPLICATION FOR ISSUE OF NO OBJECTION CERTIFICATE FOR ISSUANCE OF PASSPORT FOR GOING
ABROAD
I require No objection certificate for issuance of Passport for going abroad. In this connection, I
confirm to abide by all the rules and regulations of the Bank and agree to abide by following
stipulations: (a)
The Bank will not arrange for my repatriation in the event of any untoward
abroad.
(b)
The Bank will not be liable for any of my acts outside India.
(c)
I will be entitled to avail sanctioned leave only as per my service rules and I will not extend
already sanctioned leave.
(d)
In case I overstay without the leave having been sanctioned, it will be treated as
unauthorized absence and render me liable for action under Regulation No. 40 of
SBBJOSR 79 or to any of the penalties specified in Regulation No. 67 ibid. / as per the
provisions of B.S. for award staff.
(e)
I shall keep the Bank informed of any subsequent change of leave address immediately.
(f)
I shall advise date of journey well in advance to the Bank.
(g)
My purpose of foreign visit will be tourism/______ only and my intention of foreign visit will
not be to get any other employment and also I shall not involve in any business activity
thereat.
579
happening
(h)
Permission granted to me will be subject to availability of sufficient leave to my credit.
(i)
Permission granted to me to travel abroad can be withheld at any time considering

exigencies of Banks requirements.
(j)
I shall intimate the Bank before departure the address of stay at abroad and also the
change of address, if any.
(k)
During my stay abroad, I shall not involve myself in any anti-national/anti-social/ anti
institutional activities.
(l)
Bank may sanction leave to me for going abroad depending upon the exigencies of
services. Issue of No objection certificate will not be treated as right for sanction of leave.
As per CVC guidelines before proceeding for visit I would declare the private purpose of
the visit and sources of funds and also the details of earlier visits to foreign country.
(m)
Please arrange to issue No Objection Certificate to me.

(SIGNATURE)
DATE -
NAME OF OFFICER/EMPLOYEE ________________________

PF A/C NO
________________________
DESIGNATION
________________________
BRANCH/DEPARTMENT
_________________________
Forwarded to the _________, State Bank of Bikaner & Jaipur, Zonal/Head Office______
with a recommendation to accept request of Shri ___________ for issue of No Objection
Certificate for issuance of passport for going abroad.
(CIRCULAR NO. PER/ 76 /2006-07 November 29, 2006)
Index Page
28. CHANGE OF SURNAME:
In case of request of lady employee for change in her surname due to her marriage the
procedure as detailed below should be followed :
2.The reason for change in surname should be ascertained and recorded in writing. It should
also be found convincing.
3.The employee should affirm an affidavit before a Magistrate/Notary Public.
4.The employee should notify the change in surname in State Government Gazette ( in the
State in which the employee serves) and in one Newspaper.
5.The employee should submit a letter of request and furnish changed specimen signature for
Banks records.
Further request for a change in the surname may be accepted in case of :
of any name in consequence of the grant of, or succession to, any rank or title;
of any name in such circumstances as may be specified by order of Central Government

or the State Government
If the request is received from a female employee who desires to adopt the surname of her
husband consequent upon her marriage, a simpler procedure may be followed . It will be
adequate if the following procedure is followed in such cases:
580
A letter of request for change of her surname should be obtained together with a
declaration/proof of her marriage.
A fresh specimen signature should be obtained and recorded in Banks record.
In cases of doubt, the procedure prescribed in paragraph 2(i) above may be followed .
In case the request is from a female employee for change of her surname due to her marriage,
the permission may be accorded by the Concerned Controlling Authority. In other cases, the
change may be permitted by the Appointing Authority.
In all cases where change of surname is permitted, the PPG Deptt. should be advised to enable
them to make necessary change in PF a/c, Pension Fund A/c. In case of Supervising Staff a fresh
specimen signature should be obtained and circulated through H.O.
For the purpose of changing the name of an employee, the employee should publish a notice in
the local Gazette and also in the local newspaper and give the State Government in the Home
Department intimation of such change. Once such notice has been given and a period of one
month has expired there would appear to be no need to any permission from the State
Government or nay other authority. Accordingly, it would be in order to accept a change in
name if public notice has been given in this regard one month before the name is changed and
the employee concerned has sent a copy of the notice to the State Government in the Home
Department.
(Source Per/47/84 dated 8.6.84 and SBI Booklet on staff matters)
Index Page
29. MISUSE OF POSITION BY STAFF MEMBEFRS
Contract for hiring of vehicles, generator sets, book binding, supply of furniture and coolers,
printing, courier services, data entry work, catering at hostels/guest houses etc.,etc., at branches
are being given to individuals who are relatives of the staff members. In all such cases the laid
down procedures in regard to inviting applications through sealed tenders, newspapers
advertisements, approval by the rate committee are being bypassed and decisions to award
such contracts are being taken at the level of Branch Mangers/Controllers without prior scrutiny of
offers in the prescribed manner. In the process, malpractices might have crept in resulting in
benefits to individuals who are neither technically equipped nor are they in the profession of
rendering above mentioned services. In some cases, the same individual could be providing
these services under different names, which is a criminal offence.
i)
ii)
iii)
No service contract be extended without inviting competitive quotations as

per procedure prescribed by the Bank and ensuring that the contractor so
engaged has more than 3 years experience in the line of activity and his
service has been reported good by other organizations where he had
previously served.
Near relative as defined by the Bank ( list mentioned hereunder) shall be
barred from getting any work of hiring/obtaining contract and hiring
vehicles/generator sets/book binding, furniture suppliers etc., This should be
made clear in the notices inviting quotations very emphatically.
All applicants/bidders shall have to disclose relationship with a member of staff,
if any, in their competitive bids along with experience they have in the line of
activity supported by certificate from the organization where such jobs were
done. No contract should be extended to a relative or a firm where the
relative is partner, without specific approval from the controlling authorities, In
such cases a committee headed by DGM and 2 AGM(including controllers)
will grant/reject the proposal.
581
iv)
In cases where full/correct disclosure is not made Bank shall have the right to
terminate the contract without notice immediately on such matters coming to
notice.
LIST OF CLOSE RELATIVES

a.
b.
c.
d.
e.
f.
g.
h.
i.
j.
k.
l.
Spouse
Fater(including step father)
Mother (including step father)
Son (including step son) and /or his wife
Grandson
Daughter (including step daughter) and/or her husband
Brother (including step brother) and/or his wife.
Sister and or her husband.
Father in law
Mother in law
Brother in law and /or his wife
Sister in law and /or her husband
ONE PERCENT ADDITIONAL INTEREST ON ALL NEW

DEPOSIT PRODUCTS:
immediate effect: It has been decided to allow additional one percent interest rate over the prevailing rate for all
deposit accounts of staff including new products. The facility is extended to all categories of staff
members.
Index Page
30. SBI LIFE SBBJ EMPLOYEES GROUP INSURANCE SCHEME-(SUPER SURAKSHA POLICY)
The Banks central welfare committee has taken a Life Insurance policy encompassing all
permanent employees of the Bank (including permanent workers). The detailed salient features of
the policy obtained by the Bank are as under:1. Scheme
State Bank of Bikaner and Jaipur Employees Group Insurance ( Super Suraksha
Scheme)
2. Members
The employees of the SBBJ fulfilled the eligibility criteria that have been admitted
to the Scheme.
3. Eligibility Criteria
582
The existing or newly enrolled or appointed employees of the SBBJ who, at the time
of their admission to the scheme, should not be less than 18 years and not more
than 59 years of age, and are in good health and do not suffer from any critical
illness.
4. Beneficiary
SBBJ or such persons as authorized by the Bank
5. Benefits
a) In the event of the death of the Members at any time after the date of
commencement of Risk, subject to the policy being in full force, but not
later than the member completing the age of 60 years to pay the SBBJ or
beneficiary the basic sum assured.
b) The maximum amount of benefit payable by company under (a) above,
together with any benefit payable to same member under similar group
insurance cover obtained at any other branch or office of the SBBJ shall
not in any event exceed Rs. 2,00,000/c) In the event of the death of the member at any time after
commencement of the Risk due to any accident, subject to the policy
being in full force, but not later than the member completing the age of 60
years, to pay the SBBJ or beneficiary, an additional amount of Basic sum
assured.
d) The maximum amount of benefit payable by the company under above,
together with any benefit payable to same member under similar group
insurance cover obtained at any other branch or office of the SBBJ shall
not in any event exceed Rs. 4,00,000/6. Basic Sum Assured
Basic Sum assured shall mean the life assurance benefit to each member, as
stipulated in the scheme, i.e. Rs. 2 lakh for death due to any clause except suicide
and additional 2 lakh for death due to an accident in respect of which the
premiums are payable.
7. Date of commencement of Risk
March 01, 2003
8. Claim procedure
In the event of a claim, a simple claim form is required to be submitted by
branches/zones/regional/departments giving particulars as per Annexure-I to the
central welfare committee, H.O. Jaipur enabling them to forward the same to SBI
life Insurance company ltd., Mumbai. SBI life would send the settlement Cheque to
SBBJ who in turn will make the payment to the legal heirs after adjustment of
outstanding loan accounts of the deceased employee through the
Branch/department where last posted.
9. Procedure
Index Page
All staff joining the Bank after the payment of annual premium shall be covered
under the scheme from the next premium payment date or anniversary date.
All Branch Managers and Departmental Heads at H.O./ R.O. are advised to submit the
claims on the prescribed proforma along with complete desired documents to
Secretary, Central Welfare Committee H.O. Jaipur
583
31. FILING OF ADMINISTRATIVE WARNING IN THE PERSONAL FILES

In terms of extant instructions, written administrative warning is being filed in the service file of the
officer when charge sheet has been issued and after conclusion of the enquiry, the Disciplinary
Authority decides to give administrative warning instead of awarding any formal punishment.
In cases, where no charge sheet has been issued and Disciplinary Authority takes view to issue an
administrative warning, copy of administrative warning will not be kept in the personal file of the
officer concerned till the Disciplinary Authority specifically directs so. However, any warning issued
by an authority other than the Disciplinary Authority is not to be kept in the personal file of the
officer in any case.
CIRUCLAR NO. PER/84/2003-2004 DATED 16.2.2003
MAINTENANCE OF SERVICE FILES : NO NEED FOR KEEPING THE DPD PROCEEDINGS LETTERS IN
PERSONAL FILE IF OFFICER IS EXONERATED
In all cases where an employee has been exonerated of the charges, the relative papers of the
DPD proceedings need not be kept in the personal file of the officer concerned.
(OFFICE ORDER NO. O/PER/24/13/2013-14 DATE 16.07.2013 AND O/31/83 dated 04.07.1983)
Index Page
32. FORMULA FOR ARRIVING AT THE AMOUNT OF GRATUITY PAYABLE TO AN OFFICER AT THE TIME OF
HIS RETIREMENT FROM BANKS SERVICE
UNDER SBBJ (OFFICERS) SERVICE REGULATION, 1979
6.A sum equal to one months basic pay+PQP+FPP for every completed year of service
subject to a maximum of 15 months basic pay.
7.An additional amount at the rate of one half of a months basic pay+PQP+FPP for each
completed years of service beyond 30 years.
8.Service rendered beyond completed years of service shall also be reckoned for gratuity
purpose on prorate basis if it is 6 months and more but less than one year for the purpose
referred to in above Para(s).
UNDER THE ACT:
Payable at the rate of 15 days wages (as per formula given herein below) for each year of
service (more than 6 months should be counted as one year) upto wages drawn as on the date
of leaving Banks service subject to maximum of Rs. 3,50,000/- (wages include Basic Pay+FPP+PQP
and dearness allowance).
584
FORMULA FOR GRATUITY CALCULATION UNDER SBBJ OSR 1979

Pay = Basic Pay drawn as on the date of leaving Banks Service+ PQP + FPP
1. Upto 30 years of service = Pay x 15
Rs.
2. For additional over 30 years of service: Pay X additional Rs.
completed year of service divided by 2
3. For service rendered over six months and more but less than Rs.
one year (prorate basis)
Total = 1+2+3
Rs.
FORMULA FOR GRATUITY CALCULATION UNDER GRATUITY ACT, 1972
Wages= Basic Pay+FPP+PQP+DA
Length of Service = date of leaving Banks Service minus date
of joining (more than 6 month to be counted as full year
under Act)
Formula: Wages x 15 x length of Service (in years) divided by
26
Maximum Payable: Rs. 3,50,000/- under Act.
Rs.
_____years
Rs
AMOUNT OF GRATUITY PAYABLE:

1. Under Gratuity Act, 1972
Rs.________________
2. Under SBBJ OSR
Rs._________________
Amount of Gratuity Payable under____________
Rs._________________
585
Index Page
33. STAFF WELFARE ACTIVITIES: SCHEME FOR RELIEF ON LEAVE WITHOUT PAY ON SICKNESS GROUND
i) The employees who fulfill the following eligibility criteria are considered eligible for assistance
under the Scheme:
1. Should have exhausted all Privilege/Sick leave.
2. Should have remained on leave without pay for at least 30
continuous days on medical grounds due to prolonged illness.
3. Should have been covered under Banks hospitalization scheme for
ailments involving special/major operations and serious ailments
including domiciliary treatment.
4. Should be certified by the treating doctor that employee cannot
attend to duties within the next 3 months (from the date of
exhausting privilege/sick leave)
ii) The individual cases may be referred by the Bank to the Medical Officer of the Bank at Head
Office, Jaipur to testify the bonafides of sickness.
iii) The quantum of assistance would be 50% of Gross salary subject to a maximum of
Rs.
5000/- p.m. for not more than 18 months during the whole service. Assistance shall be provided
only if recommended by the Asstt. General Manager of the Region/Controller.
iv) The assistance would be available to an employee only once in entire service.
All the applications received by the Controllers under the Scheme would be forwarded to the
secretary, CWC at H.O. for consideration along with the recommendations for granting relief to
the applicants.
Index Page
34. STAFF WELFARE ACTIVITIES: SCHEME FOR ANNUAL HEALTH CHECK UP
i) Any employee/official enjoying the benefit of Health Check-up under any other scheme would
be ineligible under the scheme:
ii) The scheme would benefit only permanent employees including part time employees including
part-time employee who are in the age group of 41 to 49 years of age.
iii) The reimbursement of Rs. 550/- would be confined only to Annual Health Check-up from
authorized hospitals in the panel of the Bank and would not be utilized for treatment of regular
ailments/diseases.
iv) To the extent feasible, payment would be made directly to the Hospitals concerned.
Further, the introduction of the Schemes are, inter alia, subject to the following general conditions
also:i) Tax liability, if any would be borne by the beneficiary.
ii) The scheme will be effective from 1.4.2005
The Charges under Annual Health Check-up would be made by the debiting the suspense
account, which in turn will be adjusted through IBIT advices (only once in a financial year per
586
branch/administrative office) and the Central welfare committee will reimburse the relative
amount to the debiting branch/office.
(CIRCULAR NO. PER/88/2004-2005 DATED 29.302005)
STAFF WELFARE: CANTEEN FACILITY
REVISION IN SUBSIDY
Please refer to our circular No. PER / 20 / 98-99 dated May 20,1998 advising revision in the rates of
canteen subsidy.
2.
It has been agreed with the State Sector Bank Employees Association (SSBEA) in the
Bipartite meeting held on the 21st August 2007 to revise the canteen subsidy as under: EXISTING GUIDELINES
No. of employees Subsidy (Rs.)
in an office /
Per month
branch
Upto 20
500
21to 50
700
51to 75
1050
76 to 100
1400
S.NO
1.
2.
3.
4.
For the branches / offices with staff strength

above 100, the existing rates will be revised
upwards by 40%.
REVISED GUIDELINES AS PER AGREED ITEMS

S.NO
No. of employees in
Subsidy (Rs.)
an office / branch
Per month
1.
Upto 20
1000
2.
21to 50
1200
3.
51to 75
1700
4.
76 to 100
2300
For the branches / offices having staff strength
above 100, may also be provided at rates not
exceeding 64% of the existing rates for the
relevant slabs.
The above amount is payable to the Local Implementation Committee, only when a full-fledged
canteen, where tea / coffee / snacks are prepared and served to members of staff, is run by
Local Implementation Committee.
3.
The revised rates would be effective w.e.f 11th March 2008.
(CIRCULAR NO. PER/ 3 / 2008-2009 dated April 4, 2008)

Index Page
INCENTIVE SCHEME FOR MERITORIOUS BUSINESS PERFORMANCE
FOR FINANCIAL YEAR 2006-07
Please refer our circular No. PER/18/2005-06 dated 01.07.2005, PER/14/2006-07 dated 04.05.2006
and PER/26/2006-07 dated 23.06.2006 vide which we have introduced captioned incentive
scheme for the financial year 2005-06 for Branch Managers, Manager of Divisions, AGMs
(Region/Branch) and Dy. General Managers (Zone/Branch).
To keep the momentum of growth intact and to enthuse the operating functionaries, bank has
formulated a similar scheme for Branch Managers, Asstt. General Managers of Regions/Branches
and Dy. General Managers of Zones/Branches for the performance of financial year 2006-07 after
incorporating some modifications.
The details of the new scheme and a chart showing changes in the terms and incentive amount
of the previous scheme are enclosed as annexure I & II respectively.
587
All Zones shall submit data of all eligible performers under the scheme for the performance of the
financial year 2006-2007 in the prescribed Performa to HRD Department, Head Office for
selecting the top 20-25 % performers on the basis of performance. The data must reach Head
Office by 31st May 2007 positively so that performers are rewarded during the first quarter of the
financial year 2007-08.
Index Page
Annexure -I
INCENTIVE SCHEME FOR MERITORIOUS BUSINESS PERFORMANCE FOR FINANCIAL YEAR 2006-2007 :
DETAILS
i.
ii.
iii.
iv.
v.
vi.
vii.
viii.
ix.
The scheme aims at rewarding the performers.

The incentives will be given to the following categories of officers:
a. Branch Managers.
b. Asstt. General Managers of Regions/Branches.
c. Dy. General Managers of Zones/Branches.
For the year 2006-2007, the incentives are proposed to be given based on the business
performance for the year ended the 31st March, 2007 provided that as on 31st March,
2007, the concerned official has been in position for 6 months or more.
The scheme operates on the principle of achieving certain benchmarks of
performance and at the present juncture achievement of business and profitability
budget for the branch is considered as the most non-controversial and acceptable
benchmark. The inclusion of profit as one of the criteria will ensure that the concerned
official will not be eligible just because he achieves budgetary goals in deposits and
advances. Profit is a derivative of proper mix of the interest rate that is paid on
deposits and received on advances. Moreover, profitability also reflects the concern
of the Branch Manager/Assistant General Manager / Dy. General Manager in
controlling costs and improving other incomes by increasing non-fund based business.
The scheme will therefore operate on the principle of achievement of budgeted goals
on 3 out of 4 parameters. The 4 parameters are quarterly average deposits, avearage
advances, net result and NPA reduction.
BMs/AGMs (Region/Branches)/DGMs (Zones/Branches) who shall achieve 75% of the
budgeted growth in three out of four parameters or on all four parameters shall be
eligible for incentive. Those who will achieve 100% or more than 100% in three out of
four parameters or on all four parameters shall be given higher incentive. Budget and
achievement for this purpose will be defined as quarterly average of deposits,
advances and net result for the whole year. However, bulk deposits obtained above
card rate will not be taken into consideration for measurement of performance.
For 2007-2008 and onwards, we propose that the targets for incentive and parameters
may be decided every year latest by 15th of May, based on the thrust area of
performance for the year and the scheme will be given wide publicity so that the
Branch Managers, AGMs of regions/branches and DGMs of zones/branches can gear
themselves up for achieving the targets during the remaining part of the year. The
parameters for evaluation will also undergo a change every year so as to keep an
element of challenge therein. The Managing Director will decide these parameters
and eligibility criteria.
The incentive will be in cash and it is proposed to be given to those who meet the
requirements as mentioned below. We have also devised a format (enclosed) in
which the Branch Managers, AGMs of Regions/branches and DGMs of the
zone/branches will submit the details of their performance for the year to the
sanctioning authority to claim the incentive.
The controlling authority (AGM-Region / DGM - Zone) will be the sanctioning authority
for grant of incentive to Branch Managers. Similarly DGM of Zone will be the
sanctioning authority for AGMs of Regions and AGMs of branches. The General
588
x.
xi.
Manager (Operations) will be the sanctioning authority for the DGMs of Zones /
branches.
The incentive will be confined to 20 to 25 percent of top performers. All Zones (
Special Branches Cell for DGM headed Branches) shall submit data of all eligible
performers under the scheme in the prescribed proforma to HRD Department, Head
Office for selecting the top 20-25 % performers on the basis of performance. The
data must reach Head Office by 31st May, 2007 positively so that performers may be
rewarded during the first quarter of the financial year 2007-08.
The incentives are proposed to be given on the following scales:
Index Page
Incumbency of
Branch
TEGS-VI
SMGS-V
SMGS-IV
MMGS-III
MMGS-II
JMGS-1
Incumbency of
Branch
Branch
Manager
Budget
Achievement
2006-07
75% to less than
100% in 3 out of
4 parameters
Rs.50000/Rs.40000/Rs.35000/Rs.30000/Rs.25000/Rs.20000/-
Branch
Manager
Budget
achievement
2006-07
75%
to
less
than 100% in all
4 parameters
Rs.55,000/Rs.45,000/Rs.40,000/Rs.35,000/Rs.30,000/Rs.25,000/-
Branch Manager
Budget
achievement
2006-07
Branch Manager
Budget
achievement
2006-07
100% or more in 3
out
of
4
parameters
Rs.60000/Rs.50000/Rs.45000/Rs.40000/Rs.35000/Rs.30000/-
100% or more in all

4 parameters
Budget
Achievement
2006-07
75% to less than
100% in 3 out of
4 parameters
Budget
achievement
2006-07
75% to less
than 100% in all
4 parameters
Budget
achievement
2006-07
100% or more in 3
out of 4
parameters
Budget
achievement
2006-07
100% or more in
all 4 parameters
AGMs
of
Rs.50000/Rs.55,000/Rs.60000/Region
DGMs Zones
Rs.65000/Rs.70,000/Rs.75000/The above incentives will be subject to the following conditions:
Rs.65000/Rs.55000/Rs.50000/Rs.45000/Rs.40000/Rs.35000/-
Rs.65000/Rs.80000/-
a.
In respect of Branch Managers, for achievement in deposits and advances,

budgeted growth and actuals calculated as quarterly average for the entire year
are to be reckoned. For profit, year end achievement of the budget is to be taken
(benefit of transfer pricing for bulk deposits/CD will not be reckoned for calculation
of profit). Annual NPA reduction budget will also be an attribute required to be
achieved for getting the incentive.
b. Branches which have dropped to 'B' or 'B' (-) ratings in the Internal Audit held
between April, 2006 to March, 2007 will not be eligible for above incentives.
c. Branch Managers of branches which are loss making as on 31st March, 2007 in
metropolitan and urban centres will not be eligible.
d. For DGMs of Zones and AGMs of Regions, if 10% or more of their branches are
having 'B' or 'B'(-) ratings in the Internal Audit as on the 31st March, 2007 or less
than 75% of branches are profit making as on 31st March, 2007 or if 25% branches
have registered negative growth or 25% or less of budget in P Segment deposit as
on 31st March, 2007 will not be eligible.
589
e. The DGMs, AGMs, BMs, must have remained in that position on 31.03.2007 for 6
months or more.
f. The General Manager (Operations) will monitor proper implementation of the
scheme.
* Bulk deposits obtained above card rate will not be taken into consideration for measurement
of performance.
** Benefit of transfer pricing for bulk deposits/CD will not be reckoned for calculation of profit.
PERFORMANCE
MEASUREMENT
Index Page
1. Name of the Branch Manager/
Asstt. General Manager of
Region/branches /DGM (Zone) /branches:
(Posted since)
2. Name of the Branch/Region/Zone
3. Grade/Scale of the Branch
Manager/Asstt. General Manager of
Region/branches /DGM (Zone)/branches
4. Category of the Branch:
(Metro/Urban/semi-urban/rural)
5. Inspection and Audit Rating:
Previous
Date
Present
Date
6. Business Development data as on 31.03.2007.
JUNE
SEPT.
DEC.
B
A. Total
deposits
(Excluding
SDBC and
Inter-bank
& C&I*
Deposits)
B. Total
advances
(Excluding
DDRR)
C. Annual
NPA
reduction
NPA as on
31.03.2006 Rs.
31.03.2007 Rs.
7. Net Profit
**
Previous Year budget
SHEET -FORMAT
Rating
Rating
MAR.
A
Reduction
Budget for
2006-07
Achievement
(000 omitted)
AV. OF 4
QTRS.
A
B
A
Achievement
% ACH.
% Achievement
% Achievement
This year
budget
Achievement
% Achievement
8. I certify that the above data have been taken from the records of the branch and are
correct.
Signature of AGM (Region)/DGM (Zone)
Index Page
590
* Bulk deposits obtained above card rate will not be taken into consideration for
measurement of performance.
** Benefit of transfer pricing for bulk deposits/CD will not be reckoned for calculation of
profit.
Annexure-II
CHART SHOWING CHANGES IN TERMS AND INCENTIVE AMOUNT
Existing Parameters (2005-06)
Revised Parameters(2006-07)
The scheme will operate on the principle of The scheme will operate on the principle of
achievement of 100% budgeted goals on achievement of budgeted goals on 3 out of 4
any three parameters out of four parameters parameters. The 4 parameters are quarterly
viz. quarterly average of deposits, advances, average deposits, average advances, net result
net result and NPA reduction. However, if and NPA reduction. BMs / AGMs /
( Region /
achievement of 100% is recorded in three Branches ) / DGMs (Zoncs / Branches) who shall
parameters and the fourth parameter achieve 75% of the budgeted growth in three
happens
to
be
reduction
in
NPA, out of four parameters or on all four parameters
achievement of at least 75% of budgeted shall be eligible for incentive. Those who will
reduction in NPA will be required. Those who achieve 100% or more than 100% in three out of
shall achieve more than 110% of the four parameters or on all four parameters shall
budgeted parameters be awarded 15% extra be given higher incentive.
incentive.
Managers of Division are eligible in the
scheme
incumbency Branch
Branch
of Branch
Manager
Manager
Budget
Budget
achievement Achievement
(Existing)
2006-07
2005-06
100% to 110%
75% to less
in 3 out of 4
than 100% in 3
parameters
out of 4
parameters
TEGS-VI
Rs.45000/Rs.50000/SMGS-V
Rs.35000/Rs.40000/SMGS-IV
Rs.30000/Rs.35000/MMGS-III
Rs.25000/Rs.30000/MMGS-II
Rs.20000/Rs.25000/JMGS-1
Rs.15000/Rs.20000/Incumbency
of Branch
AGMs
Region
DGMs Zones
Managers of Division are not eligible in the

scheme
Branch
Branch
Branch
Manager
Manager
Manager
Budget
Budget
Budget
achievement
achievement
achievement
2006-07
2006-07
2006-07
75% to less
than 100% in
all 4
parameters
Rs.55,000/Rs.45,000/Rs. 40000/Rs.35,000/Rs.30,000/Rs. 25000/-
100% or more
in 3 out of 4
parameters
100% or more
in all 4
parameters
Rs.60000/Rs.50000/Rs.45000/Rs.40000/Rs.35000/Rs.30000/-
Rs.65000/Rs.55000/Rs.50000/Rs.45000/Rs.40000/Rs.35000/-
Budget
Budget
Budget
Budget
Budget
achievement Achievement
achievement
achievement
achievement
(Existing)
2006-07
2006-07
2006-07
2006-07
2005-06
100% to 110%
75% to less
75% to less
100% or more
100% or
in 3 out of 4
than 100% in 3
than 100% in
in 3 out of 4
more in all 4
parameters
out of 4
all 4
parameters
parameters
parameters
parameters
of
Rs.45000/Rs.50000/Rs.55,000/Rs.60000/Rs.65000/Rs.50000/-
Rs.65000/-
Rs.70,000/-
Rs.75000/-
Rs.80000/-
Index Page
591
(CIRCULAR NO. PER/ 95 /2006-2007 dated 5.2.2007)

CORE BANKING SOLUTION : TRANSFER OF USER ID FROM BRANCH TO ZO/HO
In terms of H.O. Circular No. CBS/03/2005-06 dated 22.06.2005 detailed guidelines regarding User
ID and User administration were advised.
It has been observed by the Bank that at the time of transfer from branches to administrative
offices (Head Office, Zonal Office, Regional Office, Staff Training Center, Link Office, Link Cell,
ABSOT Office, Treasury, IBD, Lead Bank Office, RUDSETI etc.) usually the branches transfer the ID of
the Officer/Award Staff, without changing the capability features of the ID, which results in the
accessibility to all the CBS menu, whereas the Officer/Award Staff posted at administrative offices
are required to have ID with enquiry option only.
In view of the above, it has been decided to implement the following instructions with immediate
effect.
(i) While issuing the transfer and posting orders of the officers/award staff from branches to
administrative offices, the Controlling Authorities should ensure to incorporate instructions
regarding amendment in their IDs, in the transfer orders, as per instructions given in the Circular
No. CBS/03/2005-06 dated 22.06.2005 {i.e. User Capability = (0), Group Capability = (1) & User
Type = (10)} before transferring the IDs to administrative offices.
(ii) The Branch Manager/Chief Manager/Assistant General Manager/Dy. General Manager of the
branch will ensure to transfer the IDs of such officers/award staff from branches to administrative
offices only after getting it amended from the Centralized Data Center (CDC), Belapur, Mumbai
as per instructions given in the Circular No. CBS/03/2005-06 dated 22.06.2005 {i.e. User Capability
= (0), Group Capability = (1) & User Type = (10)}.
(CIRCULAR NO. PER/ 31 /2007-2008
dated JUNE 29, 2007)
Index Page
SCHEME FOR EXTENDING LEGAL AND FINANCIAL SUPPORT TO THE EXECUTIVES OF THE BANK
AGAINST WHOM MOTIVATED FALSE COMPLAINTS HAVE BEEN MADE BY PEOPLE / AGENCIES
OUTSIDE THE BANK
It has been observed that many baseless complaints with malafide intentions/ulterior motives are
made against Bank Officers just to harass them. The matter was under consideration since long to
provide safeguards against such complaints and to enable such officers to initiate legal action
against private parties, who with malafide intention, make baseless allegations, pass derogatory
remarks, lodge false complaints, etc., in matters arising out of bonafide execution of Banks work.
Bank's Board, in its meeting held on 22nd June 2007, has approved a scheme for extending legal
and financial support to officers of the Bank against whom motivated false complaints have been
made by people / agencies outside the Bank.
The scheme shall come into force with immediate effect. The details of the scheme are as under:
OBJECTIVE:
To enable the Officers of the Bank to initiate legal action in India against outsiders/private parties
who with a malafide intention make baseless allegations, pass derogatory remarks, lodge
592
motivated false complaints on matters arising out of bonafide execution of Bank's work. This
scheme shall not be applicable in case of a complaint/allegation made by an employee of the
Bank.
APPLICABILITY:
This scheme shall cover all Officers on the regular rolls of the Bank. It shall also be applicable in
case of officers on deputation within India to SBI/Associates of the Group.
Index Page
DEFINITIONS:
In these rules, unless the context otherwise requires:
a) "Initiate legal action" shall include defending against legal action initiated by outsiders/private
parties with malafide intention on matters arising out of bonafide execution of Bank's work.
b) "Outsider/Private party" means any outsider other than a Government Agency such as CBI,
CVC, etc.
c) "A motivated false complaint / communication" shall mean a written complaint /
communication other than anonymous or privileged. For the purpose of this Scheme a privileged
complaint/communication shall mean any written complaint / communication which is
protected under law.
d) "A baseless allegation/a derogatory remark" shall mean so only if it is in writing.
e) "Litigation expenses" shall mean court fee and other related miscellaneous expenditure,
f) Baseless allegation, derogatory remarks, motivated false complaints against Officers of the
Bank by an outsider/private party for the purpose of this scheme shall herein after be referred to
as the "Cause of Action".
PROCEDURE:
a) If an officer desires to initiate any legal action in respect of any "Cause of Action", he/she may
put up the facts along with the relevant documents, seeking permission to initiate legal action
through proper channel.
Index Page
b) All such proposals shall be placed before the Committee constituted for the purpose at Head
Office for all officers as under: The Committee consists Deputy General Manager (Law), Deputy General Manager (Per & HRD),
General Manager (Operations), General Manager (P&D), Chief General Manager. The Convenor
of the Committee shall be the General Manager (Operations). The quorum shall be three and in
the absence of any member for any reason, the Chief General Manager will nominate another
officer of the same rank in the Committee.
The Competent Authority for grant of permission or otherwise for Officers up to the level of TEGS-VI
shall be the General Manager (Operations). For Officers in Scale-VII the Competent Authority shall
be the Chief General Manager and in the case of Chief General Manager, the Competent
Authority shall be the Managing Director.
593
The Committee shall examine the gravity of the "Cause of Action", and recommend for grant or
rejection of request for permission to pursue legal action and for reimbursement of litigation
expenses to the Competent Authority within a period of 15 days on receipt of such proposal.
Once the permission is granted, the Bank's Law Department will identify a suitable Advocate in
each case. The fee and other charges payable shall be as per the scheduled rates for hiring of
Advocates, as prescribed by the Bank. The Officer concerned shall execute a deed of
undertaking as per the format enclosed, agreeing to comply with the provisions of this scheme.
Since Managing Director is more susceptible to slandering, wild allegations made by persons both
inside and outside the Bank, he would be competent to decide and file a suit (Criminal/Civil or
both) against the individual (s) who has made such allegations/complaints against him.
Index Page
OTHER TERMS AND CONDITIONS
1. In the event the Court orders for payment of any compensation in favor of the officer
concerned, the amount so received shall be retained by the Officers concerned after payment
to the Bank, of the amount spent by the Bank in connection with the case.
2. The Officer concerned shall pursue the case with due diligence and in the event Officer
3. In the event the employment of the Officer concerned with the Bank comes to an end for
whatever reasons except otherwise than by superannuation or on health grounds, the Bank shall
not provide the facility under the scheme any further.
GENERAL:
I. The decision of the Competent Authority for granting permission to initiate legal action shall be
final and binding.
II. The Bank reserves the right to amend, modify or withdraw this Scheme at any time.
594
Index Page
ENCLOSURE TO CIRCULAR NO. PER/40/2007-08
Deed of Undertaking
This
deed
executed
onday
of..by
(Name
and
designation)(hereinafter referred to as the "said

executive") and having permanent residence at.
IN FAVOUR OF
State Bank of Bikaner & Jaipur, a body corporate constituted under the State Bank of India
(Subsidiary Banks) Act, 1959 having its Head Office at Tilak Marg 'C' Scheme Jaipur (hereinafter
referred to as the 'Bank' which expression unless repugnant to the context or meaning thereof
shall include its successors and assigns)
WHEREAS:
Index Page
A) Bank has formulated a Scheme under its Circular No. PER/40/2007-08 dated 11.08.2007
(hereinafter
referred
to
as
the
"said
Scheme"
which
expression
shall
include
amendments/modifications thereto, if any) under which an Executive of the Bank is entitled to be

paid or reimbursed expenses incurred in connection with legal action initiated in accordance
with the said Scheme. I have read the said Scheme and have made myself aware of the
provisions of the said Scheme.
B) .has made a baseless allegation against the undersigned in respect
of.Since this baseless allegations affects me and it is likely that it could
harm the image of the Bank, I am desirous of initiating legal action against the
said.and avail assistance from the Bank under the said Scheme for this
purpose.
C) Bank has agreed to pay or reimburse the expenses in connection with the legal proceedings
proposed to be initiated by me as above, in accordance with the provision of the said Scheme.
595
D) Under the said Scheme, I am required to execute an undertaking in accordance with the
provisions of the said Scheme. Accordingly, I have executed this deed of Undertaking as
NOW THIS DEED WITNESSTH AS FOLLOWS:
1. I have read the above said Scheme and hereby agreed to be bound by the provisions of the
said Scheme.
2. In the event of any damages, compensation and/or costs being awarded by the Court at any
time in my favour in the legal action initiated by me, I agree to pay back to the Bank, whatever
amount has been spent by the Bank in connection with the case and balance, if any, shall be
retained by me.
3. I hereby agree and undertake to pursue the above case diligently till the case reaches its
finality (including the appeal, if any, so advised by the Bank).
________________________________________________________________
IN WITNESS WHEREOF the undersigned has executed this undertaking cum Indemnity
ason the date mentioned herein above.
Signature of the Executive
Index Page
DATED AUGUST 11, 2007)
DELEGATION OF ADMINISTRATIVE POWERS- REVISION IN AUTHORITY STRUCTURE: MISCELLANEOUS

MATTERS::
The Executive Committee of the Board at its meeting held on 13.09.2007 has revised the authority
structure in respect of delegation of certain administrative powers as under:S.
NO
1.
PARTICULARS
Receiving reports of
transactions
concerning movable
property owned or
held either in his own
name or in the name
of his family, in case
the value of property
exceeds Rs. 25,000/-
REVISED AUTHORITY STRUCTURE

(i)For Officers serving at branches:
: Controlling Authority
(ii)For Officers serving at DGM
headed branches/RO/ZO
upto
Grade Scale-IV
: DGM/ Controller
EARLIER REFERENCES
Circular No.
(i) PER/77/80 dated
10.10.1980
(ii)
Reorg/2/88
dated 12.02.1988
(iii)For Officers serving at H.O. upto

Grade Scale IV
: Respective DGM
(iv)For officers in Grade Scale V
596
irrespective of Posting
: DGM (PER & HRD)
(v)Officers in TEGS-VI & above:
:
Concerned
Controlling
Authority
2.
Annual
Grade
Increments- Supervising
Staff
(However, the same has to be kept in

the service files of the officials)
(i) Upto SMGS IV
:
: Controller/Departmental
Head of Scale not less than
Scale V
(ii)Others : Next higher authority to
which
the official reports.
3.
4.
5.
Pay
fixation
supervising staff
of
Permitting an officer in
SMGS, the facility of
leased
accommodation
at
their place of choice
beyond the academic
session
Silver Jubilee Award:
(i)Upto MMGS-III
HRD)
: DGM (PER &
(ii)SMGS-IV & V
: G.M. (O)
(iii)TEGS-VI & VII
: C.G.M.
(iv)TEGSS-I
C.G.M.
Circular No.
(i) PER/77/80 dated
10.10.1980
(ii)
Reorg/2/88
dated 12.02.1988
: M.D.
Circular
No.
PER/46/2004-2005
dated 04.10.2004
(i)For Award staff posted at branches

: Branch Head
(ii)For Supervising Staff posted at
Branches:
: Controller
(iii)For employee/officer posted at
DGM Headed Branches/R.O./Z.O
: DGM/Controller
(iv)For Employee/Officers upto Grade
Scale-IV posted at H.O.
: Departmental Head
Circular No.
(i)PER/51/1991-92
dated 19.07.1991
(ii) PER/116/1992-93
dated 30.03.1993
(iii)
PER/52/20002001
dated
13.9.2000
(iv)PER/46/20072008
dated
03.09.2007
(v) For officers in Grade Scale -V

irrespective of their posting
: DGM (Per & HRD)
6.
Authority to permit
additional housing loan
(vi) For officers in TEGS -VI & above:

: Concerned Controller
G.M. (O)
597
Circular
No.
PER/62/1994-95
7.
where
request
for
relaxing the stipulation
that the new house/flat
should be bigger by
atleast 120 sq. ft. and it
should have one more
room than the existing.
Scheme for grant of
additional housing loan
for repairs, alteration
and renovation.
dated 24.12.1994
DGM
(CIRCULAR NO. PER/54/2007-2008 DATED 10.10 2007)

SCHEME FOR EXTENDING LEGAL & FINANCIAL SUPPORT TO OFFICERS OF BANKS AGAINST WHOM
MOTIVATED FALSE COMPLAINT HAS BEEN MADE BY PEOPLE/AGENCIES OUTSIDE
Please refer to Head Office Circular No. PER/40/2007-2008 dated 11.08.2007 executives of the
Bank against whom motivated false complaints have been made by people / agencies out side
the Bank, was advised.
Now, the Bank's Board of Directors at its meeting dated 21st May 2010 has approved some
amendments and revision in the Scheme which are being annexed to this circular as Annexure - I,
Annexure - II. The Deed of Undertaking to be obtained from the officer is also being enclosed.
The Scheme will come in to the force with immediate effect and will supersede the existing
Scheme.
(Circular No. PER/26/10-11 dated 27 May 2010 eCircular
ANNEXURE -I
Applicability:
"This scheme shall cover all officers on the regular rolls of the Bank and retired from Bank. It shall
also be applicable in case of Officers on deputation within India to Joint Ventures, Subsidiaries
and other Banks/ entities within the State Bank Group.
Note : For retired officers, the scheme will be applicable only in respect of bonafide
execution of bank work while in service."
2. Committee & Competent Authority:
All such proposal shall be placed before an Officer Committee at Head Office only
consisting of General Manager (Operations), General Manager (Tech. & Insp.), General Manager
(Treasury) & Chief General Manager. The Convenor of the Committee shall be General Manager
(Operations). The quorum shall be three and in the absence of any member for any reason, the
CGM will nominate another
officer of the same rank in the committee.
The Committee shall examine the gravity of the "Cause of Action", and recommend for grant or
rejection of request for permission to pursue legal action and for reimbursement of litigation
expenses to the Competent Authority within a period of 15 days on receipt of such proposal.
The Competent Authority for Officers in Scale I to III and Sr. Management Scale IV
and V shall be the Screening Committee itself comprising of Chief General manager
598
& three General Managers, while for Executives in scale VI & VII (Deputy General Managers and
General Managers), the Competent Authority shall be the MD who will consider
recommendations of the Screening Committee of Chief General Manager & General Managers.
Since MD and CGM are more susceptible to slandering, wild allegations made by
persons both inside and outside the Bank, they would be competent to decide and file a suit
(Criminal/Civil or both) against the individual (s) who has made such
allegations/complaints against them.
ANNEXURE II
Scheme for extending legal and financial support to Officers of Banks against whom motivated
false complaint has been made by people/agencies outside the Bank
1.0 OBJECTIVE :
To enable officers to initiate legal action in India against outsiders/private parties who with a
malafide intention make baseless allegations, pass derogatory remarks, lodge motivated false
complaints on matters arising out of bonafide execution of Bank's work. This scheme shall not be
applicable in case of a complaint/allegation made by an employee of the Bank.
2.0 APPLICABILITY : This scheme shall cover all officers on the regular rolls of the Bank and retired
from Bank. It shall also be applicable in case of Officers on deputation within India to Joint
Ventures and Subsidiaries of the Bank.
Note : For retired officers, the scheme will be applicable only in respect of bonafide execution of
bank work while in service.
3.0 DEFINITIONS : In these rules, unless the context otherwise requires;
3.1 Initiate legal action shall include defending against legal action initiated by outsiders/private
parties with malafide intention on matters arising out of bonafide execution of Bank's work.
3.1.1 Outsider/Private party means any outsider other than a Government Agency such as CBI,
CVC etc.
3.1.2
A
motivated
false
complaint/
communication
shall
mean
a
written
complaint/communication other than anonymous or privileged. For the purpose of this Scheme a
privileged complaint/communication shall mean any written complaint/ communication, which is
protected under law.
3.1.3 A baseless allegation/ a derogatory remark shall mean so only if it is in writing.
3.1.4 Litigation expenses shall mean court fee and other related miscellaneous expenditure,
3.2 Baseless allegation, derogatory remarks, motivated false complaints against officers of the
Bank by an outsider/private party for the purpose of this scheme shall herein after be referred to
as the "Cause of Action."
4.0 PROCEDURE:
If an officer desires to initiate any legal action in respect of any "Cause of Action", he/she may put
up the facts along with the relevant documents, seeking permission to initiate legal action
through proper channel.
599
4.2 All such proposal shall be placed before an Officer Committee at Head Office only consisting
of General Manager (Operations), General Manager (Tech. & Insp.), General Manager (Treasury)
& Chief General Manager. The Convenor of the Committee shall be General Manager
(Operations). The quorum shall be three and in the absence of any member for any reason, the
CGM will nominate another officer of the same rank in the committee. The Committee shall
examine the gravity of the "Cause of Action", and recommend for grant or rejection of request for
permission to pursue legal action and for reimbursement of litigation expenses to the Competent
Authority within a period of 15 days on receipt of such proposal.
4.3 The Competent Authority for Officers in Scale I to III and Sr. Management Scale IV and V shall
be the Screening Committee itself comprising of Chief General manager & three General
Managers, while for Executives in scale VI & VII (Deputy General Managers and General
Managers), the Competent Authority shall be the MD who will consider recommendations of the
Screening Committee of Chief General Manager & General Managers .
4.4 Once the permission is granted, the Bank's Law Department will identify a suitable Advocate in
each case. The fee and other charges payable shall be as per the scheduled rates for hiring of
Advocates, as prescribed by the Bank. The Officer concerned shall execute a deed of
undertaking as per the format enclosed, agreeing to comply with the provisions of this scheme.
4.5 Since MD and CGM are more susceptible to slandering, wild allegations made by persons
both inside and outside the Bank, they would be competent to decide and file a suit
(Criminal/Civil or both) against the individual (s) who has made such allegations/complaints
against them.
5.0 OTHER TERMS AND CONDITIONS
5.1 In the event the Court orders for payment of any compensation in favour of the Officer
concerned the amount so received shall be retained by the Officer concerned after payment to
the Bank, of the amount spent by the Bank in connection with the case.
5.2 The Officer concerned shall pursue the case with due diligence and in the event Officer
5.3 In the event the employment of the Officer concerned with the Bank comes to an end for
whatever reasons except otherwise than by superannuation or on health grounds, the Bank shall
not provide the facility under the scheme any further.
6.0 GENERAL :
6.1 The decision of the Competent Authority for granting permission to initiate legal action shall be
final and binding.
6.2 The Bank reserves the right to amend, modify or withdraw this Scheme at any time.
600
Deed of Undertaking
This deed executed on day of .by (Name and designation)
(hereunder referred to as the "said officer") and having
permanent residence at IN FAVOUR OF .Bank, and having
its Registered/Head Office at .. (hereinafter referred to as the "Bank").
WHEREAS:
A. Bank has formulated a Scheme under its Circular No. dated (hereinafter
referred to as the "said Scheme" which expression shall include amendments/ modifications
thereto, if any) under which an officer of the Bank is entitled to be paid or reimbursed expenses
incurred in connection with legal action initiated in accordance with the said Scheme. I have
read the said Scheme and has made myself aware of the provisions of the said Scheme.
B. . has made a baseless allegation against the undersigned in respect of
Since this baseless allegation affects me and it is likely that it could harm the
image of the Bank, I am desirous of initiating legal action against the said .and
avail assistance from the Bank under the said Scheme for this purpose.
C. Bank has agreed to pay or reimburse the expenses in connection with the legal proceedings
proposed to be initiated by me as above, in accordance with the provision of the said Scheme.
D. Under the said Scheme, I am required to execute an undertaking in accordance with the
provisions of the said Scheme. Accordingly, I have executed this Deed of Undertaking as
NOW THIS DEED WITNESSETH AS FOLLOWS:
1. I have read the above said Scheme and hereby agreed to be bound by the provisions of the
said Scheme.
2. In the event of any damages, compensation and/or costs being awarded by the Court at any
time in my favour in the legal action initiated by me, I agree to pay back to the Bank, whatever
amount has been spent by the Bank in connection with the case and balance amount, if any,
shall be retained by me.
3. I hereby agree and undertake to pursue the above case diligently till the case reaches its
finality (including the appeal, if any, so advised by the Bank).
___________________________________________________________________
IN WITNESS WHEREOF the undersigned has executed this Undertaking cum Indemnity
DISCLAIMER
The information provided in this Booklet is essentially for general reference only. Details of each
and every matter can be had from the relevant circulars/Regulations etc.,. The author of this
booklet does not own any responsibility whatsoever. Readers are advised that before taking any
action in pursuance of the information given herein, should necessarily consult the relevant
circulars/rules/provisions issued by the Bank from time to time. The information is being given with
the understanding that the Bank and/or author of this Booklet are not responsible, for the result of
any action taken on the basis of the information given in this Booklet for any error or omission, to
any person.
601

SBBJ Handbook

Uploaded by

Document Information

Copyright

Available Formats

Share this document

Share or Embed Document

Sharing Options

Did you find this document useful?

Is this content inappropriate?

Copyright:

Available Formats

SBBJ Handbook

Uploaded by

Copyright:

Available Formats

ASSOCIATE BANK'S OFFICERS' ASSOCIATION

UNIT: STATE BANK OF BIKANER AND JAIPUR

STATE BANK OF BIKANER AND JAIPUR

ASSOCIATE BANK'S OFFICERS' ASSOCIATION

Vinay Kumar Bhalla

Sunil Dutt Bali

VINAY KUMAR BHALLA

Detailed Reference Book

Compiled by Vinay Kumar Bhalla, AGM, SBBJ

Detailed Reference Book

36. REIMBURSEMENT OF OUT OF POCKET EXPENSES TO LIAISON OFFICERS

Compiled by Vinay Kumar Bhalla, AGM, SBBJ

Detailed Reference Book

69. STAFF SUPERVISING: PLACEMENT NORMS - CLASSIFICATION OF VARIOUS POSITIONS

Quick reference Book on ServiceCconditions of Supervising Staff updated as on 30.11.2013

Compiled by Vinay Kumar Bhalla, AGM, SBBJ

Detailed Reference Book

1. SALARY &ALLOWANCES ADMISSIBLE TO OFFICERS:

The competent authority for sanctioning of additional increments on passing of JAIIB/CAIIB

Quick reference Book on ServiceCconditions of Supervising Staff updated as on 30.11.2013

Compiled by Vinay Kumar Bhalla, AGM, SBBJ

Detailed Reference Book

Rs 900/-+ 65+ HRA*

Rs 1000/-+ 72+ HRA*

Professional qualification allowance

(Circular No. PER/31/2010-11 dt. 09.06.2010)

banks as on 1 November, 1993 were granted one advance increment on account of

Quick reference Book on ServiceCconditions of Supervising Staff updated as on 30.11.2013

Compiled by Vinay Kumar Bhalla, AGM, SBBJ

Detailed Reference Book

7. House Rent Allowance :

(Circular No. PER/31/2010-11 dt. 09.06.2010)

Less 4 hrs Nil

Place in Area I and in the State of Goa

(Circular No. PER/31/2010-11 dt. 09.06.2010)

50% of Pay i.e. Basic Pay + stagnation increment+PQA+increment

12. Project Area Allowance (W.E.F. 1.11.2007)

Detailed Reference Book

14. Hill & Fuel Allowance :

Compiled by Vinay Kumar Bhalla, AGM, SBBJ

15. Closing Allowance

: Rs.250/- per half year closing (where books are closed)

16. Split Duty Allowance

(Circular No. PER/31/2010-11 dt. 09.06.2010)

The deputation allowance, w.e.f. 1 May, 2013, is payable as under:

(Circular No. Per/18/2013-2014 dated 25.5.2013)

(Circular No. PER/31/2010-11 dt. 09.06.2010)

Detailed Reference Book

21. Travel by own vehicle:

Compiled by Vinay Kumar Bhalla, AGM, SBBJ

Rates w.e.f 30.09.2011

Motor Cycle and Scooter

(PER/81/11-12 DATED 27.1.2012)

Detailed Reference Book

25. STAFF MISCELLANEOUS REIMBURSEMENT OF HOSPITALISATION EXPENSES

Compiled by Vinay Kumar Bhalla, AGM, SBBJ

Rs. 600/- per tooth

Root Canal - Posterior Teeth

Rs. 900/- per tooth

Rs. 400/- per tooth

Rs. 200/- per tooth

X-Rays (total 3 X-Rays)

Rs. 300/- per tooth

Maximum per tooth - Anterior