Professional Documents
Culture Documents
Personnel By-Rules, 2005: Nirdhan Utthan Bank Limited Central Office, Kathmandu, Nepal
Personnel By-Rules, 2005: Nirdhan Utthan Bank Limited Central Office, Kathmandu, Nepal
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Approved from Nepal Rastra Bank: 2062/2/1 BS (25/05/2005)
Preamble: The Board of Directors of Nirdhan Utthan Bank Ltd. has made this Personnel Bylaw
taking approval from NRB as per authority given to the BOD by Bank and Financial Institution
Ordinance 2005, article 91 to be enforceable to employees of the bank.
Chapter 1
Preliminary
Definition: Unless the subject and context otherwise requires otherwise in the bylaws:
Bank
Board of Directors (BOD)
Chairperson
Chief Executive Officer
General Manager
Departmental Chief
Regional Chief
Branch manager
Staff
Title
Permanent Position
Permanent staff
Temporary Staff
Family
Pay scale
Salary
Year
Fiscal year
Authorized person
As stipulated
Annexure
These 21 terms, words, phrases used in bylaws are defined.
Explanation: The BOD has right to explain the bylaws and if anybody gets suffered from such
explanation can appeal with BOD.
Right to Resolve any problems incurred: The BOD has right to resolve any problem incurred
while implementing these bylaws.
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Chapter 2
Organization Structure, Position, Recruitment and Promotion
The organization structure: The organization structure of the bank will be as spelled in annex 1.
Definition of Title: Every staff will be given a corporate title, in some cases functional title may
also be given.
Managerial Director
Dy. Director
Sr. Manager
Manager
Asst. Manager
Assistant Supervisor
Sr. Assistant
Assistant/ Head Driver
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(2) The senior assistant and other positions above assistant manager in managerial level will
be generally filled through promotion otherwise approved by the BOD.
(3) Few positions in supervisor can be filled through promotion among eligible supervisors.
(4) If there is no eligible competent candidate for promotion, then such position will be filled
through open competition with approval from the BOD. When any position needs to be filled
immediately, the BOD can authorize CEO to recruit such through CV.
(5) (a) The Dy. General Manager will be appointed by the BOD on the recommendation of
the sub-committee headed by any director appointed by the BOD and CEO and GM will be the
member of the sub-committee.
(b) The GM will be appointed by the BOD on recommendation of the sub-committee
headed by a director as chair and other director and CEO as members of the committee. The
directors will be as appointed by the BOD.
(6) The number of position to be filled in through open competition, through promotion or
through internal competition will be decided by CEO.
9. Recruitment Committee
(1) To fill in the vacant position through open competition, promotion or through internal
competition, there will be a recruitment committee as below:
(a) General Manager chairperson
(b) 2 Senior officials nominated by CEO members
(c ) 1 external expert appointed by BOD member
(d) Head HRM Member-secretary.
(2) In the case of senior officials above Sr. manager, the vacant position will be filled
through BOD on the recommendation of sub-committee headed CEO, GM and director/ dy.
director related to HRM being members.
(3) Any person being one-self as candidate for promotion will not be allowed to sit in
committees under (1) and (2).
Restriction of Time frame: The vacant position should be filled in stipulated time.
Age Bar:
For Assistant level: 18 years to 35 years
For managerial level: 21 years to 35 years.
5 years more in upper limit for female candidate.
18. Disqualification
Over or under age limit
Disqualified from the court
Political person
Not a Nepali citizen.
19. Analysis of application and short listing: The recruitment committee can check, analyze
the application forms and can publish short list for further selection tests.
20. Admission Card: Each candidate will be provided with Admission Card who needs to go
through written test, field observation/ practical test as well as interview.
21. Written test: Generally within 30 days from the last date of application
22. Results of written test: Generally within two months, candidates securing at least 40
percent marks in each subject in written test.
Field Observation Test: The candidates after passing the written test must go for field
observation test before interview.
Merit list and recommendation: Written test 60% weightage, field observation 10% and
interview 30%, and where field observation test is not applicable interview test will bear 40%
weightage. The merit list with recommendation to appointment will be published within 7 days
from the interview.
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Health Certificate: Needs to submit health certificate approved by a registered medical doctor
listed in NMC.
Appointment/ Waiting list: Appointment within 15 days, waiting list valid for 6 months only.
Probation period:
(1) Probation period of 1 year, including first 6 months as trainee period.
(2) The trainee should learn and work under direct supervision of permanent employee, and
will be kept under probation period, only if training period performance found satisfactory.
(3) If training period of first 6 months found unsatisfactory such person will be terminated or
given 3 months time for correction.
(4) Once an employee gets permanent appointment letter after successfully completing
training and probation period, the service period is counted from the trainee period.
(5) When an employee gets promoted by open or internal competition, one need not sit for
trainee/ probation period.
(6) A trainee gets only stipend during training phase.
(7) One should read and understand this bylaw and NRB's directives fully and give
commitment letter as prescribed in Annex 2 before entering into probation period. Similarly, one
should take oath as prescribed in Annex 3, at the beginning while taking appointment letter.
Appointment in Contract: CEO can appoint for a maximum period of 2 years at a time.
Eligible candidate: To be eligible candidate for promotion, one should have following years of
service period in immediate lower position:
(a) From Assistant to Sr. Assistant 3 years
(b) From Sr. Assistant to Supervisor 3 years
c) From Supervisor to Asst. Mgr. 4 years
(d) From Asst. Manager to manager 3 years
(e) From manager to Sr. Manager 3 years
(f) From Sr. Manager to Dy. Director 4 years
(g) From Dy. Director to Director 4 years.
Barrier of education: If otherwise approved by the BOD, the minimum academic qualification
for promotion into managerial position is the Bachelors degree and for director level it is
Master's degree.
Barriers to Promotion: None can be promoted more than a position ahead at once.
Bases of promotion: Performance evaluation marks, academic qualification and seniority. The
performance evaluation marks of the last years, whatever required as minimum service period to
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be eligible for promotion, will be taken into consideration and their average is taken. Annex-4
and 5
Restriction for promotion: During suspension, during the promotion forbidden or yearly
increment (grade) forbidden and during the period of salary forbidden.
Recommendation for promotion: On the basis of total marks as obtained as per clause 35 above.
Complaints on Promotion: Within 15 days to complain the BOD through the CEO. The BOD
should check all things and should finalize the case within 3 months.
Transfer: Managerial staff transferred by the CEO and other staff are transferred by CEO or
official delegated by him.
Chapter 3
Salary and Allowances
Dashain Allowance: One months salary is given 15 days prior to Nawadurga as Dashain
Allowance (festival allowance) to all employees who has served at least 6 months till the date.
Employees Provident Fund (EPF): 10% of salary will be deducted and the same will be added
and the amount will be deposited into EPF (A separate institution created by Govt. to manage
EPF of civil servants, army, police force, teachers and the like.)
Yearly Increment (Grade increment): Employees whose performance is at least 50 percent can
have 1 grade increment unless last scale is reached from July 16 each year. The grade amount
will be as decided by the BOD.
Salary and benefits while at transfer and promotion: In case of transfer, salary and allowance
from relieving offices till the date and in the case of promotion, new salary allowance will be
effective from the effective date of promotion.
Chapter 4
Leaves
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46. Types of leaves:
(a) Public holidays,
(b) Casual leaves
(c ) Home leave
(d) Sick leave
(e) Maternity Leave
(f) Kiriya (Funeral) leave
(g) Extra ordinary leave.
Public Holidays: As decided by the bank during April for next calendar year.
Casual leave: 9 days for a year, paid leave, can not be accumulated for next year.
Home leave: 30 days for a year, paid leave, can be accumulated upto 120 days, after being more
than 60 days, one can encash the leave.
Sick leave: 15 days for a year, paid leave, can be accumulated upto 150 days, can be encashed
after 120 days.
Maternity leave: 60 days at a time of pregnancy for female staff, paid leave, two facility during
the total service period.
Kiriya Beeda: 15 days paid leave given to those employees whose father, mother or in-laws or
husband is dead and he/she needs to sit for KIRIYA (religious rituals).
Extra ordinary leave: After 5 years of service, in case of study, relevant to bank and/ or employee
grieved with any extra ordinary disease and no other leaves remained, one can get maximum of 2
years of extra ordinary leave.
Leave encashment: In case of home leave and sick leave if accumulated leaves are more than 60
and 120 days respectively, one can encash additional leaves. While retiring from service, one can
get the encashment of leaves that were accumulated. In case of death the nominee will get the
benefit.
Authorized official to grant leave: The CEO and official delegated by him is the official to grant
leave to employees.
Chapter 5
Retirement, Gratuity and other Benefits
Compulsory retirement: After 60 years of age. Can be appointed for next years in contract by the
decision of BOD on the recommendation of CEO.
Voluntary Retirement: Any time giving one month prior notice can tender resignation to retire
from the organization.
Gratuity: If someone leaves after serving five years one can have gratuity at following rate:
(a) Serving 5-10 years 1 months salary for each year served.
(b) Serving 10-15 years 1.5 months salary for each year served.
(c ) Serving 15-20 years 2 months salary for each year served.
(d) Serving more than 20 years 2.5 months salary for each year served.
However, person who is fired from the bank will not get gratuity benefit.
Group Accidental insurance: Employees group accidental insurance will be implemented. The
insured amount depends as decided by the BOD.
Miscellaneous allowance and benefits: As per profitability of the bank as decided by BOD.
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Incentive, Rewards and Certificate of Appreciation
Calculation of service period from the initial date of joining the bank.
Chapter 6
Characters, Behaviors and Discipline
All times will be under bank: The office chief can call the staff at any time for official jobs and it
is the duty of every individual to perform duty as asked.
Maintain Confidentiality
(1) Without taking prior approval from bank, every employee should keep confidentiality on
information, including client data received, data collected.
(2) No employee is allowed to publish any article in paper or in other media to bring the
bank into controversy.
However, literary, scientific and arts works are not prohibited.
Prohibited to do other business and join in any other profession without prior approval from
bank.
Each employee is prohibited to do business and join other profession without taking prior
approval from the bank.
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Prohibited to take grant, commission or donation
The employee nor his/her family members are allowed to take gift, grant, commission or
donation or grants from others so as to effect on business. However, employee can
participate in social function.
Membership of Trade union: Staff can get membership of trade union and pay levy for such
union, those are registered as per prevailing laws of the country, however, managerial level staff
and office chief cannot be the member of trade union.
Prohibited to influence with external social, political and administrative power and pressure.
Each employee is restricted to give influence from social, economic, political or any power
position centre for his job performance in the bank.
To be honest
Each employee should be honest, obedient and serve the best to institution.
(1) Each employee should comply with institutional mission, policies and principles and
procedures.
(2) Each employee should fulfill given responsibility in time.
(3) Any order issued by supervisor should be complied in time.
(4) Employee should pay respect to each official, employees, clients as well as general
public.
(5) The supervisor and seniors should be respected.
(6) The sub-ordinates should be treated with respect and justifiable manner.
(7) Each employee should respect the transfer order and move accordingly.
(8) Employee should comply with regulations and guidelines, circulars issued from time to
time.
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(9) Each employee should adopt the professional ethics and standards set by central bank and
other national and international bodies.
Will get punishment if not complied with above mentioned characters and behaviours.
Each employee should comply with above-said characters and behavious and anyone failing to
comply as prescribed will be punished as mentioned in chapter 7.
Chapter 7
Punishment
Warning: The immediate supervisor can give warning for minor mistakes like careless in the job,
disobedience of order, false leave, and breach of conduct as stipulated in clause 71, 72,73, 74,75,
76,77,78,79,81 and 82 as mentioned above.
Nasihat: Administered by CEO or any authorized official when the employee becomes absent
without prior notice, does misconduct with client and others, submits false reports, does not
fulfill responsibility assigned and not improved even after giving warning two times.
Annual increment (Grade) Prohibited/ Promotion prohibited/ Demotion to lower position: The
CEO or any authorized official administers this punishment when an employee gets drunk in
office hour, does not submit cash, document, and kinds etc as asked, does not deposit the
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misappropriation amount in time, damages name and fame of the bank, takes loans and advances
submitting false causes, and if not improved when given Nasihat as per clause 86.
Firing from the Job: An employee is fired from the job by CEO when the employees
performance is below 50 percent for consecutive 3 years, embezzled the assets of the bank,
embezzled collection from the client, breaks the confidentiality of the bank, not improved even
after administering punishment as in clause 86 and 87, involved in corruption, involved in
unethical activities and misconduct as stipulated in clause 80.
Official to administer punishment: Firing from the job is administered only be CEO and other
punishment can be administered by any official authorized by him.
Suspension: When further investigation is needed and the concerned official can damage the
proof, the competent authority can suspend the employee. When an employee is under police
custody for more than 48 hours, the employee is said to suspended during the custody period.
Period of Suspension: The suspension period should not be more than 3 months, however, if
more time is needed, the official can extend suspension period taking prior approval from official
deputed for appeal.
Termination of Suspension: Suspension will be terminated when the employee gets clean chit or
fired from the service.
Salary and benefits during suspension period: Only 25 percent of salary and benefits is provided
during the period.
Investigation: The CEO or BOD can hire investigation officer if further investigation is needed
on the charges about employee.
Procedures of Appeal
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The grieved employee can go for appeal within 35 days to competent authority as stated in clause
97 through the official who gave the punishment. The punishment giving official should forward
such appeal to competent authority within 15 days with his/her
recommendation/comment on decision.
Chapter 8
Miscellaneous
CEO:
Permanent official as executive chief of the organization appointed by BOD.
His salary benefits as decided by BOD
Major responsibility is to implement all activities to achieve organizational goals
Can approve casual leave upto 7 days himself.
If more than 7 days leave needed, or while going outside the country, the CEO should take prior
approval from Chairperson of the BOD.
Records of Services: The HRM department at the central office should keep all records of
employees.
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Personal Details: Employees should submit own personal details as stated in annex 7.
Authority in-lieu: An employee will have official authority in-lieu as far someone is the position,
being transferred but not relieved, in leave, while in official tour, while being in acting position.
Official Tour (Kaj): CEO gets Kaj from Chairperson of the BOD and GM gets kaj from the CEO
and other staff gets Kaj from GM or official designated by CEO.
Deputing Officiating Official: The immediate junior officer is deputed as Officiating official
while office chief go for Kaj or needs to take leave.
Deputing as "Acting" Official: If the office chief position goes vacant for more than 15 days,
CEO can appoint from the immediate junior official as Acting Official. If someone needs to kept
under Acting more than 6 months, prior approval of the BOD is needed.
Nomination for Training: CEO nominates for foreign training or exposure and GM for domestic
training or exposure
Taking pledge or collateral while sending to foreign training/ tour for more than stipulated
period.
Authority delegation: The CEO can delegate his authority in writing or verbally to any official to
implement this bye-laws.
Replacement and safeguard: This bylaws has replaced the Personnel Rules, 2000 and activities
done as per that Rules will be taken as done as per this bylaws.
Annexure
Annex 1.
Organization Chart
Attached separately.
Annex 2
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Disclosure and declaration that the employee has read and understood the Personnel Bylaws and
will comply the bylaws.
Letter of Commitment
As per Clause 29
I……………………………………………………………………………………………………
………. hereby declare that I have read and understood the rules regulations prescribed by Nepal
Rastra Bank and stipulated in Bank's Employees Services By-rules and I will obey these rules
and regulations fully.
Signature:
Name:
Position:
Date:
Witness
1.
2.
Annex 3
Oath for the staff as per Clause 29
I……………………………………………………………………….being appointed as
employee of Nirdhan Utthan Bank Ltd. take this oath of office and confidentiality to comply
with bank's mission and serve accordingly and I will comply with NRB regulations and policies,
rules and regulations of the bank. I will keep the information and data confidential during my job
and even after leaving the organization.
Signature:
Name:
Position:
Date:
Witness
1.
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2.
Annex 4
Evaluation
(As per Clause 35)
Evaluation Details
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And staff working in other than branch offices performance evaluation 80 marks as below
4. Seniority
(1) Existing position 1.5 marks served for each year and 1.55 for female staff.
(2) For immediate lower position 0.5 for each year served.
Total should not exceed 5 for (2) and total not 15.
Annex 5
Guidelines for Performance Evaluation
1. Performance evaluation should be done by Supervisor. The marks should be given based
on achievements against target. The performance marks should be shown to subordinate and
should take his/her signature.
2. After taking performance evaluation, one should proceed for management evaluation and
it should be confidential.
3. While taking management evaluation one should consider overall performance,
discipline, commitment towards institutional values and mission, relation with clients and
general public, non-financial services, etc.
4. Management evaluation is taken through supervisor, observer and evaluation committee.
5. The supervisor and observer are as below:
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The employee's Signature Supervisor's Signature
Name Name
Position Position
Date Date
Justification to give <40% and >80% Justification to give <40% and >80%
Supervisor Observer
Signature Signature
Name Name
Date Date
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Signature Signature Signature Signature Signature
Annex 6.2
Performance Evaluation sheet
Management Evaluation Form for Staffs other than working in Branch Offices
Name: Code No:
Position:
From 20……………………………………………..to 20…………………………………….
Justification to give <40% and >80% Justification to give <40% and >80%
Supervisor Observer
Signature Signature
Name Name
Date Date
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Signature Signature Signature Signature Signature
Annex 7
Personal Details (To be filled by Employee one-self)
Photo of
1. Name (in Nepali) Employee
Name (Use Block Letter):
5. DOB
dd/mm/yyyy (BS)
dd/mm/yyyy (AD)
9. Identification
Photo of Nominee
Zone Dist VDC/ Muni. Ward No:
Tole House No
Relation with Nominee
…………………….
(in Nepali)
……………………
(in English)
R L
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Approved By
Office Chief
Name
Seal
Computer entered by:
1. We all the employees are well aware about Mission, Vision, Principles, Values and
Norms of Nirdhan Utthan Bank Ltd. We take these into full consideration while delivering our
services to target group.
2. We treat each client with full responsibility without any discrimination.
3. We treat clients with professionalism and with due respect.
4. We inform all the terms and conditions of our products and services in transparent
manner. While making loan deed and other documents we clearly spell the interest rate, service
charges applicable and other terms and conditions.
5. We are always aware on utilization and repaying capacity of clients and the loan should
be within their capacity.
6. We will not use unethical practices and coercion in collection. We expect all clients could
mobilize loans properly, have regular savings and pay back installments regularly.
7. We expect our clients to put grievances with branch manager and we will redress the
grievances in time.
8. We keep the clients data and information in confident and such information will not be
released to any unauthorized person or institution unless legal provision mandates.
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Annex 6.3
Date:
Subject: Disclosure
Dear Sir,
(1) Neither myself nor any member of my family have entered/ entering into any contract
with this bank.
(2) I have no vested personal interest in appointment of CEO, Managing Director or
Company Secretary or General Manager and Auditors.
(3) I and my family members have taken……….shares of this bank, besides we have neither
invested in Debentures nor in shares.
(4) I am not in Director position in any other licensed (from NRB) institution.
(5) No family member is working as office bearer/ employee in the organization, if
yes…………….
(6) As per clause 18 (e) of Bank and Financial Institution Act 2006, I am not involved as
Director, Employee or Auditor or Advisor in any other institutions involved in saving credit
business, including cooperatives. And I will not take position of Director in any other institution
involved in saving credit business.
(7) I have not taken loan against promoter shares of this bank. If yes……………
(8) The above mentioned information and disclosure are true and correct, if found wrong I
will bear any legal consequences.
Signature
Name
Father's name
Grand father/ Husband's name
Address
Citizenship No., date and dist. issued
(This disclosure should be submitted in concerned bank within 7 days of appointment and the
bank should forward the same to NRB within 7 days of receipt of the same)
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Annex 28
Date:
Signature of Director:
Name:
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Nirdhan Utthan Bank Ltd.
(Class D institution licensed from Nepal Rastra Bank)
Central Office
Kathmandu, Nepal
Appointment Letter
Date:
Mr/Ms………………………..
…………………………………,
……………………………………
This Appoint letter of Trainee/ Probation/ Permanent position is given to you as per decision of
the bank dated……………….as you have successfully passed all examination set under
Advertisement No……. I welcome you as member of the institution.
While working in the said position you need to stay in rural area and serve the hard core poor
people who are striving to survive, your major duty is to serve these poverty burdened people
and helping them to uplift from vicious circle of poverty. I hope you will be successful in the
mission of uplifting the poor from poverty.
With thanks,
…………….
DGM/ GM/ CEO
cc.
1. Nirdhan Utthan Bank Ltd. Central Office Funds & Accounts Dept.
2. Nirdhan Utthan Bank Ltd. Regional Office……………..
3. Nirdhan Utthan Bank Ltd., Branch Office…………………..
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Vacancy Announcement
Nirdhan Utthan Bank Limited (NUBL), a national level microfinance development
bank, invites applications for following position from qualified Nepali citizens who
are highly motivated, creative and competent with a strong desire to excel in
microfinance sector.
Recruitment Committee
Nirdhan Utthan Bank Ltd.
Central Office, Kathmandu
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Nirdhan Utthan Bank Ltd.
Kathmandu, Nepal
Recruitment Committee
Job Application Form
Relevant Trainings (maximum 3 most recent and relevant for said position)
S. No. Course Focus Area Organized by Duration Year
Employment History (maximum 3 most recent and relevant for said position)
S. Employer (s) Position From To Major
No. responsibilities
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Justification for the said Position (Write either in English or in Nepali, however writing in
English is encouraged)
Explain in brief, how you justify yourself as suitable candidate for the said position:
Explain your Competencies in following area (in objective manner as far as possible):
(a) Working with rural, deprived and marginalized communities
(b) Communication skills
(c) Motivating and monitoring others’ performance
(d) Analytical and problem solving skills
(e) Coaching and counseling subordinates
(f) Computer (IT )skills and efficiency
Declaration:
I hereby declare that the above mentioned information is filled by me and are correct to best of
my knowledge. I can provide evidences of the above information as and when required.
Signature:
Date:
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Position: Assistant Manager
Job Description:
Reporting to Regional Office, the assistant manager plays critical role in managing and
controlling operation of the branch office. More over it is the entry point for managerial level
and the senior positions are filled through internal promotion, therefore the assistant manager
need not to limit oneself into branch operation only, one should be capable to bear further
responsibilities while moving upward in management hierarchy. Therefore the assistant manager
is expected to develop oneself in overall aspects of management.
Oversee all accounts, ledgers, and reporting systems, ensuring compliance with
guidelines set by bank.
Maintain internal control, safeguards and coordinate all financial resources and activities.
Supervise and verify all branch level transactions and ensure proper security, back up
mechanisms and timely reporting to concerned official.
Managing the funds of the branch with the view from short term and medium term
prospective.
Planning and implementation of branch level annual plan thereby to achieve set targets.
Oversee and control branch saving, credit, insurance and remittance business.
Motivating, coaching and counseling subordinates to achieve the targets set by the branch
office.
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