Reference Book On Staff Matters

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STATE BANK OF INDIA OFFICERS SERVICE RULES : PRELIMINARY
1.1 SHORT TITLE AND COMMENCEMENT

1.2 OFFICERS TO WHOM THE RULES SHALL APPLY
1.3 DEFINITIONS
APPOINTMENT/PROBATION AND CONFIRMATION

2.1 APPOINTMENT
2.2 PROBATION
2.3 CONFIRMATION
2.4 SCREENING FOR CONFIRMATION IN MMGS-II
ANNEXURES
SCREENING FOR CONFIRMATION IN MMGS-II
SUPERVISING STAFF PROMOTION POLICY

3.1 GENERAL
3.2 PROMOTION POLICY FOR GENERAL CADRE OFFICERS FOR PROMOTIONS UPTO
SMGS-V
3.3 EXEMPTION FROM RURAL SERVICE
3.4 DEBARMENT POLICY (SEALED COVER PROCEDURE)
3.5 APPEALS AGAINST NON-PROMOTION
3.6 MISCELLANEOUS ISSUES RELATING TO PROMOTIONS UPTO SMGS-V
3.7 EXECUTIVE SELECTION SYSTEM (ESS)
3.8 STAFF SUPERVISING : SPECIALIST OFFICERS PROMOTION POLICY FOR SPECIALIST
(NON BANKING) CADRE FOR PROMOTIONS UPTO SMGS-V
ANNEXURES
3.1 LETTER TO BE GIVEN TO CANDIDATES QUALIFYING FOR INTERVIEW UNDER BOTH
CHANNELS, VIZ. NORMAL AND FAST TRACK CHANNELS
3.2 LETTER TO BE GIVEN BY ELIGIBLE OFFICERS WHO DO NOT PROPOSE TO TAKE
PART IN THE PROMOTION PROCESS
3.3 LETTER TO BE GIVEN BY OFFICERS WHO REFUSE FURTHER PROMOTIONS
3.4 DETAILS OF SCORING SYSTEM FOR PROMOTION TO MMGS-II
3.5 DETAILS OF SCORING SYSTEM FOR PROMOTION TO MMGS-III/IV/V
3.6 PROMOTING & APPELLATE AUTHORITIES
3.7 PROMOTION POLICY FOR PROMOTION FROM JMGS-I TO MMGS-II EFFECTIVE
FROM THE PROMOTION YEAR 2003-04
3.8 REVISED PROMOTION POLICY FOR PROMOTION FROM MMGS-II TO MMGS-III
EFFECTIVE FROM THE PROMOTION YEAR 2003-04- FAST TRACK
3.9 REVISED PROMOTION POLICY FOR PROMOTION FROM MMGS-III TO SMGS-IV
EFFECTIVE FROM THE PROMOTION YEAR 2003-04- FAST TRACK
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3.10 REVISED PROMOTION POLICY FOR PROMOTION FROM SMGS-IV TO SMGS-V
EFFECTIVE FROM THE PROMOTION YEAR 2003-04
3.11 CONSTITUTION OF INTERVIEW COMMITTEE
3.12 INTER-SE SENIORITY
3.13 UGC RECOGNISED IMPORTANT UNIVERSITIES & INSTITUTIONS
3.14 INSTITUTES ESTABLISHED UNDER STATE LEGISLATIVE ACT
3.15 LETTER TO BE GIVEN BY ELIGIBLE SPECIALIST OFFICERS WHO DO NOT
PROPOSE TO TAKE PART IN THE PROMOTION PROCESS
3.16 LETTER TO BE GIVEN BY SPECIALIST OFFICERS WHO REFUSE FURTHER
PROMOTIONS
3.17 PROMOTION APPRAISAL FORM SPECIALIST (NON BANKING) CADRE
3.18 WORKING SHEET FOR PROMOTION
3.19 SPECIALIST (NON-BANKING) CADRE PROMOTING & APPELLATE AUTHORITIES
3.20 SPECIALIST (NON BANKING) CADRE -REVISED PROMOTION POLICY
3.21 PATTERN OF WRITTEN TEST FOR PROMOTION FROM I TO II NORMAL CHANNEL
3.22 PATTERN OF WRITTEN TEST FOR PROMOTION FROM I TO II FAST TRACK
CHANNEL
3.23 PATTERN OF WRITTEN TEST FOR PROMOTION FROM II TO III NORMAL CHANNEL
3.24 PATTERN OF WRITTEN TEST FOR PROMOTION FROM II TO III FAST TRACK
CHANNEL
3.25 PATTERN OF WRITTEN TEST FOR PROMOTION FROM III TO IV FAST TRACK
CHANNEL
3.26 PATTERN OF WRITTEN TEST FOR PROMOTION FROM SM IV TO SM V FAST
TRACK CHANNEL
3.26.1 PROMOTION APPRAISAL FORM SMGS IV & V
3.27 FAST TRACK CHANNEL FOR PROMOTION TO TEG SCALE-VI
3.28 PROMOTION APPRAISAL FORM PROMOTION TO TOP EXECUTIVE
GRADES (DEPUTY GENERAL MANAGER-FAST TRACK CHANNEL)
3.29 PROMOTION APPRAISAL FORM PROMOTION TO TOP EXECUTIVE
GRADES (DGM/GM/CGM)
SENIORITY
RETIREMENT, VOLUNTARY RETIREMENT AND RELATED MATTERS

5.1 RETIREMENT
5.2 EMPLOYMENT AFTER RETIREMENT
5.2.1 PARAMETERS REQUIRED TO BE CONSIDERED
5.2.2 PROCEDURE
5.2.3 GENERAL GUIDELINES
5.2.4 VOLUNTARY RETIREMENT/RESIGNATION WHILE ON DEPUTATION
5.3 EXPEDITIOUS SETTLEMENT OF TERMINAL DUES

5.4 TIME NORMS IN CASE OF VOLUNTARY RETIREMENTS/RESIGNATION AND EXIT
OPTION
5.5 QUALITY OF WORK LIFE, PRESENTATION OF MEMENTO ON RETIREMENT
5.6 ISSUANCE OF SERVICE CERTIFICATE TO EX-OFFICERS
ANNEXURES
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SANCTION OF RETIREMENT
DESIGNATED AUTHORITY FOR ISSUING APPRECIATION LETTER ON RETIREMENT
AMENDMENT TO RULE 11 OF IMPERIAL BANK OF INDIA EMPLOYEES' PENSION &

GUARANTEE FUND RULES & REGULATIONS
AMENDMENT TO RULE 15 OF SBI EMPLOYEES PENSION FUND RULES STATE BANK

OF INDIA EMPLOYEES PENSION FUND RULES AMENDMENT
VOLUNTARY RETIREMENT/RESIGNATION
FORMAT FOR SANCTION OF VOLUNTARY RETIREMENT I RESIGNATION STATE

BANK OF INDIA
FORMAT OF APPLICATION FOR SEEKING VOLUNTARY RETIREMENT/RESIGNATION

FROM BANK’S SERVICE
PERFORMA FOR SUBMITTING APPLICATION FOR ISSUANCE OF SERVICE

CERTIFICATE
SERVICE CERTIFICATE
SERVICE CERTIFICATE
AMENDMENT TO RULE 19 OF SBI EPF RULES Amendment dated 27.11.1995 STATE BANK
OF INDIA EMPLOYEES PENSION FUND RULES
EXTENSION IN SERVICE
6.1 GENERAL RULES

6.2 STAGES FOR GRANTING EXTENSION
6.3 PROCEDURE FOR REVIEW
6.4 CRITERIA FOR GRANT OF EXTENSION IN SERVICE OR OTHERWISE
6.5 REVIEW COMMITTEE
6.6 SYSTEM OF REVIEW FOR GRANT OF EXTENSION IN SERVICE
6.7 PERIOD FOR WHICH EXTENSION OF SERVICE SHOULD BE GRANTED
6.8 ADVICE TO OFFICERS REGARDING GRANT OF EXTENSION IN SERVICE
6.9 APPEAL AGAINST NON-GRANT OF EXTENSION IN SERVICE OR REVOCATION OF
EXTENSION IN SERVICE ALREADY GRANTED
ANNEXURES
6.1 Structure of review committee/competent authority/appellate authority
6.2 Performa for Extension of Service
6.3 Performa for appeal for extension in service
TERMINATION OF SERVICE AND RESIGNATION

7.1 TERMINATION
7.2 PROCEDURE FOR PROCESSING RESIGNATIONS
7.3 OFFICERS UNDER OBLIGATION
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7.4 MISCELLANEOUS
ANNEXURES
DRAFT LETTER FOR ACCEPTANCE OF RESIGNATION
PLACEMENT, TRANSFER AND JOB FAMILIES
8.1 PLACEMENT OF OFFICERS : SERVICE RULES

8.2 POLICY REGARDING PLACEMENT OF OFFICERS IN JMGS-I ACCOUNTS AND CASH
WINGS
8.2.1 SALIENT FEATURES
8.2.2 CRITERIA FOR POSTING
8.2.3 MISCELLANEOUS
8.2.4 DUTIES OF CASH OFFICERS
8.2.5 TRAINING
8.2.6 CATEGORISATION OF POSITIONS
8.2.7 CUSTODY OF KEYS
8.3 PLACEMENT NORMS

8.3.1 PROMOTIONS FROM JMGS-I TO MMGS-II
8.3.2 PROMOTIONS FROM MMGS-II TO MMGS-III
8.3.3 PROMOTIONS FROM MMGS-III TO SMGS-IV
8.3.4 PROMOTIONS FROM MSGS-IV TO MSGS-V
8.3.5 PROMOTIONS FROM SMGS-V TO TEGS VI
8.4 TRANSFER POLICY

8.4.1 OBJECTIVES OF TRANSFER POLICY
8.4.2 SCOPE OF THE POLICY
8.4.3 DEFINITION OF TRANSFER
8.4.4 TRANSFER POLICY
8.4.5 DIFFICULT CENTRE
8.4.6 ACTUAL POSTINGS
8.4.7 LADY OFFICERS
8.4.8 REQUEST TRANSFERS
8.4.9 ADMINISTRATIVE TRANSFERS
8.4.10 MISCELLANEOUS PROVISIONS
8.5 INTER CIRCLE TRANSFER

8.5.1 15-IN-A-YEAR POLICY
8.5.2 OUT-OF-TURN BASIS
8.5.3 MUTUAL TRANSFERS
8.6 INTER CIRCLE TRANSFER POLICY FOR OFFICERS IN SMG

8.6.1 REPATRIATION OF OFFICERS
8.7 TRANSFER POLICY FOR SPECIALIST OFFICERS

8.8 JOINING TIME ON TRANSFER
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8.9 SPECILISATION IN IDENTIFIED FUNCTIONAL BANKING AREAS IMPLEMENTATION OF
SCHEME OF “JOB FAMILIES”
8.9.1 INTRODUCTION OF CONCEPT OF JOB FAMILIES

8.9.2 IDENTIFICATION OF SKILLED/SPECILIZED ROLES
8.9.3 ELIGIBILITY AND METHOD OF SELECTION
8.9.4 PLACEMENT OF SELECTED OFFICERS
8.9.5 EXIT FROM JOB FAMILY
8.9.6 GENERAL
8.9.7 CONSTITUTION OF CIRCLE LEVEL SELECTION COMMITTEE
ANNEXURES
8.1 APPLICATION FOR INTER MODULE TRANSFER
8.2 PARTICULARS TO BE FURNISHED WHILE APPLYING FOR INTER MODULE
TRANSFER ON COMPASSIONATE GROUND
8.3 FORMAT FOR FURNISHING BIO-DATA OF OFFICERS ELIGIBLE FOR INTER
CIRCLE TRANSFER
8.4 FORMAT FOR SUBMISSION OF RECOMMENDATIONS FOR INTER-CIRCLE
TRANSFER
8.5 FOREIGN OFFICE-WISE DETAILS OF ELIGIBLE POSITIONS INCLUDED AS
QUALIFYING ASSIGNMENTS FOR PROMOTION TO SMGS IV / TEGS VI
8.6 LIST OF SPECIALISED ROLES IN JOB FAMILIES
8.7 FORMAT FOR INDICATING PREFERENCE FOR ABSORPTION IN A JOB FAMILY
8.8 FORMAT FOR SUBMITTING RECOMMENDATIONS FOR SELECTION IN A JOB
FAMILY
8.9 LIST OF OFFICERS HAVING OPTED FOR THE JOB FAMILY
8.10 TO BE COMPLETED IN RESPECT OF OFFICERS PLACED IN A JOB FAMILY
POSITION
8.11 QUALIFICATIONS OBTAINED FROM UNIVERSITIES AND INSTITUTIONS FALLING IN
THE UNDER NOTED CATEGORY SHALL BE CONSIDERED FOR AWARDING SCORE
MISCELLANEOUS MATTERS RELATED TO SPECIALIST CADRE
9.1 CONVERSION FROM GENERAL CADRE TO SPECIALIST CADRE

9.2 CONVERSION FROM SPECIALIST CADRE TO SPECIALIST CADRE
9.4 RATIONALIZATION OF DESIGNATIONS OF SPECIALIST OFFICERS
9.5 RECRUITMENT OF AGRICULTURE SPECIALISTS ON CONTRACT BASIS
9.5.1 TERMS & CONDITIONS OF APPOINTMENT
9.5.2 TECHNICAL OFFICERS – FARM SECTOR/OFFICERS (MARKETING & RECOVERY) –
FARM SECTOR – AUTHORITY STRUCTURE FOR RELEASE OF ANNUAL
INCREMENTS POSTED AT LHO
9.5.3 ANNUAL PACKAGE OF TECHNICAL OFFICER-FARM SECTOR
9.5.4 ANNUAL PACKAGE OF MARKETING & RECOVERY OFFICER
9.5.5 SPECIALIST OFFICERS IN FARM SECTOR – APPOINTMENT AND EXTENSION OF
CONTRACT
ANNEXURES
9.1 RECOMMENDATION FOR CONVERSION FROM OFFICER IN GENERAL CADRE TO
SPECIALIST OFFICER
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9.2 RECOMMENDATION FOR CONVERSION FROM ONE SPECIALIST CATEGORY TO
ANOTHER SPECIALIST CATEGORY
9.3 APPLICATION FORM FOR CONVERSION FROM GENERAL TO SPECIALIST OR FROM
ONE SPECIALIST CATEGORY TO ANOTHER
9.4 RATIONALISATION OF DESIGNATIONS OF SPECIALIST OFFICERS
9.5 TERMS AND CONDITIONS GOVERNING CONTRACTUAL APPOINTMENT OF OFFICERS
(MARKETING & SALES) - FARM SECTOR
9.6 ROLE OF THE MARKETING AND RECOVERY OFFICERS
10 ANNUAL APPRAISAL REPORT (AAR)

10.1 INTRODUCTION
10.2 SALIENT FEATURES OF THE ANNUAL APPRAISAL REPORT SYSTEM
10.3 ANNUAL APPRAISAL REPORT FORMATS (AARF) – SUMMARY
10.4 INSTRUCTIONS FOR FILLING THE FORMAT
10.4.1 AAR FORM I (BIO-DATA)
10.4.2 AAR FORM-II (SELF APPRAISAL)
10.4.3 AAR FORM III/III-A (ANNUAL ASSIGNMENT REPORT)
10.4.3.1 FORM III – PART A (DATA-BASED BUSINESS PERFORMANCE)
10.4.3.2 FORM III-A PART A (KEY RESPONSIBILITY AREAS (KRAS))
10.4.3.3 FORM III/III-A – PAR B (QUALITATIVE ASPECTS)
10.4.4.1 DATA REGARDING RENEWAL/SANCTION OF ADVANCES
10.4.4.2 ADDITION OF COLUMN ON SC/ST/WEAKER SECTIONS
10.4.4.3 AAR FORM IV/IV-A
10.4.4.4 PART A (ATTRIBUTES-BASED APPRAISAL)
10.4.4.5 PART B (GENERAL COMMENTS)
10.4.4.5 INSTRUCTIONS FOR GUIDANCE OF REPORTING AUTHORITY IN RESPECT OF
ATTRIBUTES-BASED APPRAISAL
10.4.5 REPORTING STRUCTURE

10.4.5.1 VARIOUS ROLES AND RELEVANT KEY RESPONSIBILITY AREAS – GUIDELINES
FOR PERFORMANCE BASED APPRAISAL
10.4.5.2 BRANCH LEVEL ROLES
10.4.5.3 ZONAL OFFICE LEVEL ROLES
10.4.5.4 LOCAL HEAD OFFICE LEVEL ROLES
10.5 GUIDELINES FOR REVIEWING AUTHORITY
10.6 BALANCED RANKING
10.7 THE REPORTING AND REVIEW STRUCTURE IN RESPECT OF ALL THE OFFICERS OF
THE BANK POSTED IN VARIOUS OFFICES AND CAPACITIES
10.8 GENERAL
10.8.1 CHANGE OF REPORTING OFFICIAL DURING THE REPORTING YEAR
10.8.2 PROTECTION OF JUNIOR OFFICIALS AGAINST VINDICTIVE ACTIONS
10.9 CONFIDENTIAL REPORTS BY BRANCH INSPECTORS
ANNEXURES
10.1 KRAs for branch level roles
10.2 KRAs for Zonal Office level roles
10.3 KRAs for Local Head Office level roles
10.4 ANNUAL APPRAISAL REPORT
10.5 SELF APPRAISAL
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10.6 Performa of AAR Form III
10.7 Performa of AAR Form III-A
10.8 Performa of AAR Form IV
10.9 Performa of AAR FORM IV-A
10.10 Performa of AAR Form V
10.11 REPORTING STRUCTURE IN RESPECT OF BRANCH MANAGERS
10.12 REPORTING STRUCTURE IN RESPECT OF MANAGERS OF DIVISIONS IN
BRANCHES
10.13 REPORTING STRUCTURE IN RESPECT OF OTHER OFFICERS WORKING AT
BRANCHES (NON DIVISIONAL ISED)
10.14 REPORTING STRUCTURE IN RESPECT OF OTHER OFFICERS IN A
DIVISIONALISED BRANCH
10.15 REPORTING STRUCTURE IN RESPECT OF OFFICERS WORKING IN ZONAL
OFFICES
10.16 OFFICERS WORKING AT LOCAL HEAD OFFICES
10.17 REPORTING STRUCTURE IN RESPECT OF OFFICERS WORKING IN CC AND
CC ESTABLISHMENTS
10.18 REPORTING STRUCTURE IN RESPECT OF OFFICERS WORKING IN
CORPORATE ACCOUNTS GROUP, PROJECT FINANCE (SBU), LEASING
(SBU)
10.19 REPORTING STRUCTURE IN RESPECT OF GENERAL MANAGERS
10.20 REPORTING STRUCTURE IN RESPECT OF CHIEF GENERAL MANAGERS
10.21 REPORTING STRUCTURE IN RESPECT OF DY. MANAGING DIRECTORS &
GROUP EXECUTIVES AND CHIEF VIGILANCE OFFICER
SALARY
11.1 GRADES AND SCALES OF PAY
11.1.1 EFFECTIVE DATE OF THE SALARY AGREEMENT DATED 01.11.2002
11.2 INCREMENTS
11.2.1 INCREMENT/PROFESSIONAL QUALIFICATION PAY ON PASSING CAIIB/JAIIB
11.2.2 INCREMENTS FOR PASSING CAIIB EXAMINATION FOR PO/TO
11.2.3 RELEASE OF ANNUAL INCREMENTS
11.2.4 EFFECT OF PUNISHMENT ON DATE OF INCREMENT
11.2.5 PROFESSIONAL QUALIFICATION PAY/STAGNATION INCREMENT : SANCTION UNDER
DIFFERENT CIRCUMSTANCES
11.2.6 PROCEDURE TO BE FOLLOWED IN CASE OF MALPRACTICES DURING THE
EXAMINATION
11.2.7 STAGNATION INCREMENTS/MOVEMENT
11.2.7.1 STAGNATION INCREMENT FOR OFFICERS IN JMGS-I AND MMGS II
11.2.7.2 SECOND STAGNATION INCREMENT IN SCALE III
11.2.7.3 STAGNATION INCREMENTS/MOVEMENT IN CASE OF OFFICERS WHO HAVE
REFUSED PROMOTION/HAVE BEEN DEBARRED FROM PROMOTION
11.2.7.4 STAGNATION INCREMENT/MOVEMENT IN CASE OF OFFICERS WHO HAVE
SOUGHT REVERSION
11.2.8 RELEASE OF INCREMENTS FOR THE PERIOD UNDER SUSPENSION UPON
REINSTATEMENT
11.3 FITMENT OF SALARY
11.3.1 SALARY REVISION FOR OFFICERS FROM JMGS I TO SMGS IV COMBINED FITMENT
CHART AS ON 01.11.2002
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11.3.1.1 CHART SHOWING THE FITMENT OF PAY SCALES IN RESPECT OF OFFICERS IN
SCALES v TO VII AS ON 01.11.2002
11.3.1.2 FITMENT OF OFFICERS IN TOP EXECUTIVE GRADE SPECIAL SCALE I & II AS
ON 01.11.2002
TEGSS I & II WITHOUT CAIIB QUALIFICATION AS ON 01.11.2002
TEGSS I & II WHO HAVE PASSED CAIIB PART I EXAMINATION AS ON 01.11.2002
TEGSS I & II WHO HAVE PASSED BOTH PARTS OF CAIIB EXAMINATION AS ON
01.11.2002
11.4 FITMENT OF SALARY REVISION WITH EFFECT FROM 01.04,1998
11.4.1 CHART SHOWING THE FITMENT OF PAY SCALES IN RESPECT OF OFFICERS IN SCALES
V TO VII
11.5 PROCEDURE FOR FITMENT OF PAY OF OFFICERS ON PROMOTION FROM ONE SCALE
TO ANOTHER
11.5.1 GRANTING OF ADVANCE COMPUTER INCREMENT/FPP
11.6 FITMENT CHART ON PROMOTION FOR OFFICERS PROMOTED FROM ONE SCALE TO
ANOTHER ON OR AFTER 01.11.2002
11.7 FITMENT FORMULA ON PROMOTION OF CLERICAL CADRE EMPLOYEES TO OFFICERS'
CADRE IN JMGS I EFFECTIVE FROM 01.11.2002
11.7.1 FITMENT CHART ON PROMOTION TO JMGS I W.E.F. 01.11.2002
11.7.2 FITMENT ON PROMOTION TO JMGS I W.E.F. 01.11.1997
11.7.2.1 CHART SHOWING THE FITMENT OF EMPLOYEES HAVING DIFFERENT
PROFESSIONAL QUALIFICATION
11.7.3 FITMENT - CLARIFICATION REGARDING ADJUSTING ALLOWANCE/FIXED PERSONAL
PAY
11.7.4 FITMENT ON HIGHER APPOINTMENT THROUGH DIRECT RECRUITMENT
11.8 PENDENCY/INITIATION OF DISCIPLINARY PROCEEDINGS
11.9 REFUSAL OF PROMOTION
11.10 OFFICERS UNDER SUSPENSION
11.11 FIXED PERSONAL PAY/ADVANCE INCREMENT
11.12 CLARIFICATIONS
11.13 EX-SERVICE OFFICER PENSIONERS JOINING IN OFFICERS CADRE
11.13.1 EX-EMERGENCY COMMISSIONED OFFICER/SHORT SERVICE COMMISSIONED
OFFICER - JOINING IN OFFICERS CADRE
11.13.2 FIXATION OF PAY OF RE-EMPLOYED PENSIONER
11.13.3 ITEM OF EMOLUMENTS ADMISSIBLE IN THE DEFENCE SERVICE WHICH WILL
CONSTITUTE THE PRE-RETIREMENT PAY
ANNEXURE
C1. F6 FITMENT OF EMPLOYEES HAVING DIFFERENT PROFESSIONAL QUALIFICATIONS

11.1 GRADING SHEET
11.2 FITMENT SHEET
11.3 FITMENT FOR PAY FIXATION OF EX-SERVICEMEN/EX-ECOS/SSCOS
REEMPLOYED IN PUBLIC SECTOR BANKS
12 PENSION, PROVIDENT FUND & GRATUITY
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12. PENSION
12.1 PENSION ABLE SERVICE
12.1.1 MEMBERSHIP CLARIFICATION
12.1.2 SERVICE CONDITIONS FOR PAYMENT OF PENSION
12.1.3 PENSIONABLE SERVICE
12.1.4 REMOVAL FROM SERVICE
12.1.5 PAYMENT OF PENSION TO EX-SERVICEMEN EMPLOYEES
12.1.6 PENSION CEILING & COMPONENTS OF PENSION
12.1.7 COMPONENTS OF PENSIONABLE PAY
12.1.8 COMMUTATION OF PENSION
12.1.9 PRORATA OF PENSION
12.1.10 FAMILY PENSION
12.1.11 CALCULATION FORMULA OF DA ON FAMILY PENSION
12.2 MEMBERSHIP
12.2.1 APPLICATION FOR MEMBERSHIP
12.2.2 CHANGE IN THE NAME
12.2.3 CHANGE AFTER MARRIAGE
12.2.4 CONTRIBUTION
12.2.5 RATE OF INTEREST
12.2.6 ADDITIONAL CONTRIBUTION
12.2.7 IN CASE OF REDUCED PAY
12.2.8 PAYMENT OF PROVIDENT FUND BALANCE
12.2.9 CONTRIBUTION OF TRANSFERRED EMPLOYEES
12.2.10 LIABILITY TO THE BANK BY THE EMPLOYEE
12.2.11 MEMBERS WITH LESS THAN 5 YEARS SERVICE
12.2.12 NOMINATION
12.2.12.1 NOMINATION AND CHANGE OF NOMINATION IN FAVOUR OF FAMILY
MEMBERS
12.2.12.2 DISTRIBUTION OF PERCENTAGE OF SHARE AMONG THE NOMINEES
12.2.12.3 NOMINATION IN FAVOUR OF WIFE/HUSBAND
12.2.12.4 CHANGE IN NAME OF SPOUSE
12.2.12.5 NOMINATION IN FAVOUR OF ADOPTED CHILD
12.2.13 LIABILITY BY AN EMPLOYEE AFTER DEATH
12.2.14 NOTING/CANCELLATION OF LINES
12.2.15 ADVANCE AGAINST MEMBER'S OWN CONTRIBUTION TO PROVIDENT FUND
12.2.15.1 AMOUNT OF ADVANCE
12.2.15.2 RECOVERY OF ADVANCE
12.2.16 WITHDRAWAL AGAINST MEMBER'S OWN CONTRIBUTION TO PF
12.2.16.1 WITHDRAWAL UNDER RULE 16(a) BUILDING OR ACQUIRING A HOUSE
12.2.16.2 COST OF HIGHER EDUCATION
12.2.16.3 DAUGHTER'S MARRIAGE
12.2.16.4 SON'S MARRIAGE
12.2.16.5 BUILDING OR ACQUIRING HOUSE UNDER BANK'S HOUSING SCHEME
12.2.17 CLEAN DEMAND LOAN AGAINST BANK'S CONTRIBUTION
12.3 GRATUITY
12.3.1 PROVISIONS
12.3.2 UNDER STATE BANK OF INDIA OFFICERS SERVICE RULES
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12.3.3 CALCULATION OF GRATUITY
12.3.3.1 MINIMUM AMOUNT PAYABLE
12.3.4 WAGES CONSTITUTE
12.3.5 NOMINATION
12.3.6 COMPASSIONATE GRATUITY
12.2.6.1 COMPASSIONATE GRATUITY TO DEPENDANTS OF OFFICIALS WHO HAPPEN
TO DIE WHILE IN SERVICE
12.3.9 MISCELLANEOUS POINTS ABOUT TERMINAL BENEFITS
ANNEXURE
12.1 PROVIDENT FUND FORM B

12.2 PROVIDENT FUND FORM A
12.3 FORM F-NOMINATION
12.4 NOTING OF LIEN
12.5 CANCELLATION OF LIEN
12.6 FORWARDING LETTER OF ADVANCE FROM PROVIDENT FUND
12.7 ADVANCE FROM PROVIDENT FUND
12.8 WITHDRAWAL FROM PROVIDENT FUND
12.9 FORWARDING LETTER OF WITHDRAWAL FROM PROVIDENT FUND
13 ALLOWANCES
13.1 DEARNESS ALLOWANCE
13.2 HOUSE RENT ALLOWANCE
13.2.1 H.R.A. EFFECTIVE FROM 01.11.2002
13.2.2 RECOVERY OF HOUSE/FURNITURE RENT W.E.F. 1.11.1999
13.2.2.1 CALCULATION OF STANDARD RENT
13.2.3 PAYMENT OF HRA ON CAPITAL COST/RENT RECEIPT BASIS
13.2.3.1 COMPUTATION
13.2.3.2 RELATED MATTERS
13.2.3.3 DIFFICULT CENTRE : HRA ON CAPITAL COST BASIS
13.2.3.4 PAYMENT OF HRA ON CAPITAL COST BASIS TO OFFICERS POSTED FROM
OUTSIDE THE CIRCLE TO PATNA/ BHUBANESWAR / NORTH EASTERN CIRCLES
13.2.4 STAY IN HOTEL/LODGING HOUSE : PAYMENT OF HRA
13.2.5 HRA WHERE SPOUSE IS ALSO EMPLOYED IN THE BANK
13.2.6 HOUSE RENT ALLOWANCE ON PERMANENT TRANSFER
13.2.7 HOUSE RENT ALLOWANCE TO OFFICERS ON LEAVE
13.2.8 HOUSE RENT ALLOWANCE TO OFFICERS UNDER SUSPENSION
13.2.9 INCOME TAX ON HOUSE RENT ALLOWANCE
13.2.10 SET OFF OF PERSONAL ALLOWANCE AGAINST HOUSE RENT ALLOWANCE
13.2.11 SANCTIONING AUTHORITY FOR HRA ON RENT RECEIPT BASIS
13.3 CITY COMPENSATORY ALLOWANCE
13.3.1 DEDUCTION OF INCOME TAX ON CCA
13.3.3 PAYMENT OF CCA TO OFFICERS ON LEAVE
13.3.4 PAYMENT OF CCA TO OFFICERS ON TRANSFER
13.3.5 RANKING OF CCA FOR THE PURPOSE OF OTHER ALLOWANCES/RETIREMENT
13.4 SPECIAL AREA ALLOWANCE
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13.4.1 DEDUCTION OF INCOME TAX ON SPECIAL AREA ALLOWANCE
13.5 PROJECT AREA COMPENSATORY ALLOWANCE
13.6 MID- ACADEMIC YEAR TRANSFER ALLOWANCE
13.6.1 DEDUCTION OF INCOME TAX ON MID ACADEMIC YEAR TRANSFER ALLOWANCE
13.7 DEPUTATION ALLOWANCE
13.7.1 DEPUTATION TO TERRITORIAL ARMY
13.7.2 STAFF REQUISITIONED FOR ELECTION DUTY/TRAINING FOR ELECTION.
ADMISSIBILITY TO COMPENSATORY LEAVE,
HALTING ALLOWANCE, OVERTIME AND OTHER FACILITIES
13.8 OFFICIATING ALLOWANCE
13.8.1 OFFICIATING IN HIGHER GRADE
13.8.2 PAYMENT OF ALLOWANCES/EXTENSION OF BENEFITS WHILE OFFICIATING IN
HIGHER POST
13.8.3 CATEGORISATION OF POSITION OF CASH OFFICER AS MMGS II - OFFICIATING
ALLOWANCE
13.8.4 RECOVERY OF OFFICIATING ALLOWANCE ON PROMOTION
13.8.5 GENERAL GUIDELINES FOR OFFICIATING DTCS ORDER 1979 PARA (vi) CA 40/89
13.8.6 WHEN MAY OFFICIATING BE PERMITTED ?
13.8.7 AUTHORITY STRUCTURE FO PERMITTING OFFICIATING
13.9 CLOSING ALLOWANCE
13.10 SPLIT DUTY ALLOWANCE
13.11 HALTING ALLOWANCE
13.11.1 HALTING ALLOWANCE TO JOINT CUSTODIAN
13.11.2 H.A.: OFFICERS IN TEGSS I & II
13.11.3 SUPPLEMENTARY H.A. FOR INSPECTING OFFICIALS
13.11.4 GENERAL GUIDELINES FOR PAYING HALTING ALLOWANCE
13.11.5 HALTING ALLOWANCE ON PERMANENT TRANSFER
13.11.6 HALTING ALLOWANCE IN CASE OF EMERGENT PERMANENT TRANSFER
13.11.7 DEPUTATION/TRANSFER FROM ONE AREA TO ANOTHER
13.11.8 DEPUTATION WITH MUNICIPAL LIMITS
13.11.9 INCLUSION OF PANCHKULA & MOHALI AS PART OF URBAN
AGGLOMERATION OF CHANDIGARH
13.11.10 INCLUSION OF GURGAON URBAN AGGLOMERATION IN DELHI
13.11.11 OFFICERS POSTED AT DIFFICULT CENTRES
13.11.12 DEPUTATION TO RESIDENTIAL TRAINING CENTRE
13.11.13 DEPUTATION FOR OPENING NEW BRANCHES
13.11.14 HALTING ALLOWANCE AND REIMBURSEMENT OF ACTUALS TO PENSIONERS
13.11.15 CUSTODIAN OF VAULT/LOCKER
13.11.16 GRANT OF ADVANCE AGAINST HALTING ALLOWANCE
13.11.17 HA TO BMs APPEARING FOR IIB EXAMINATION AT OUT-STATION CENTRES
13.11.18 HALTING ALLOWANCE FOR PO/TO
13.11.19 HALTING ALLOWANCE PAYABLE WHILE STAYING AT HOUSE OF BANK'S
CLIENTS AND PROSECUTION/DEFENCE WITNESS
13.11.20 HALTING ALLOWANCE PAYABLE ON DEPUTATION FOR CIVIL DEFENCE
WORK
13.11.21 HALTING ALLOWANCE TO DEFENCE REPRESENTATIVES OF CHARGE
SHEETED OFFICIAL
13
13.11.22 HALTING ALLOWANCE : LEGAL PROCEEDINGS - HONOURABLY ACQUITTED
EMPLOYEE
13.11.23 HALTING ALLOWANCE : SUSPENDED EMPLOYEE - HONOURABLY
ACQUITTED
13.11.24 PAYMENT OF HALTING ALLOWANCE DURING LEAVE PERIOD
13.12 HILL AND FUEL ALLOWANCE
13.12.1 DEDUCTION OF INCOME TAX ON HILL AND FUEL ALLOWANCE
13.13 DISCOMFORT ALLOWANCE
13.14 SPECIAL COMPENSATORY ALLOWANCE
13.15 MISCELLANEOUS INSTRUCTIONS
13.15.1 PAYMENT OF ALLOWANCE WHILE ON DEPUTATION
13.16 SPECIAL ALLOWANCE TO EX-DEFENCE PERSONNEL
ANNEXURE
13.1 DECLARATION FOR CLAIMING MID-ACADEMIC YEAR TRANSFER

ALLOWANCE
13.2 STATEMENT OF SPECIAL AREA ALLOWANCE PAYABLE AT VARIOUS
CENTRES EXCEPT NORTH EAST CIRCLE
13.3 NORMS FOR MEASURING LIVING AREA
13.4 COMPUTATION OF STANDARD RENT
13.5 FORMAT OF LETTER TO BE USED BY OFFICERS FOR ADVISING LIVING
AREA
13.6 FORMAT FOR SANCTION OF STANDARD RENT
14 TRAVELING, LODGING AND BOARDING EXPENSES

14.1 MODE OF TRAVEL AND ENTITLED CLASS
14.1.1 TRAVEL BY PRIVATE AIR-TAXI
14.1.2 BOOKING /RESERVATION OF TICKETS : REIMBURSEMENT OF TRAVELLING
EXPENSES
14.1.3 LOCAL TRANSPORT, PORTERAGE, BED ROLL ETC.
14.2 TRAVEL BY OWN VEHICLE
14.3 TRAVEL BY TAXI
14.3.1 CONVEYANCE CHARGES DURING OUTSTATION DEPUTATION
14.4 TRAVEL BY OTHER MODES
14.5 INSURANCE COVER DURING TRAVEL ON DUTY
14.6 REIMBURSEMENT OF TRAVELLING EXPENSES ON PERMANENT TRANSFER
14.6.1. REIMBURSEMENT OF EXPENSES INCURRED ON TRANSPORTATION OF LUGGAGE AT
THE TIME OF TRANSFER
14.6.1.1 AMENDMENT IN RULE 42(2)(ii) OF SBIOSR, 1992
14.6.2 TRANSPORTATION OF BAGGAGE IN CASE OF HILLY AREAS/N.E. CIRCLE
14.6.3 TRANSPORTATION OF VEHICLES
14.6.4 INCIDENTAL EXPENSES ON TRANSFER (W.E.F. 1.5.2005)
14.6.5 SHIFTING THE FAMILY TO A PLACE OTHER THAN THE PLACE OF POSTING
14.6.6 TRANSFER AT REQUEST AND TEMPORARY TRANSFER
14.6.7 REIMBURSEMENT OF TRAVELLING EXPENSES TO PO/TO/SPECIALIST OFFICERS
14.6.8 TRANSFER OF PO/TO ; TRANSPORTATION OF LUGGAGE
14.7 OFFICERS DEPUTED TO INSPECTION DEPARTMENT
14.8 TRANSFER OF OFFICERS FROM INDIA TO FOREIGN OFFICES
14.8.1 STAFF INDIA BASED : REIMBURSEMENT OF TRAVELING EXPENSES PRIOR TO
FOREIGN POSTING
14
14.8.2 STAFF INDIA BASED : REIMBURSEMENT OF TRAVELLING EXPENSES ON
REPATRIATION
14.9 TRAVELLING EXPENSES ON RETIREMENT /DEATH OF THE OFFICER WHILE IN
SERVICE
14.9.1 EXTENSION IN PERIOD FOR AVAILING THE FACILITY
14.10 TRAVELLING ALLOWANCE ON REMOVAL
14.11 RECALL FROM LEAVE
14.12 OFFICERS NOMINATED AS DIRECTORS OF VARIOUS INSTITUTIONS
14.13 OFFICERS DEPUTED TO DISTRICT INDUSTRIES CENTRE
14.14 BRANCH MANAGERS APPEARING IN IIB EXAMINATIONS
14.15 OFFICERS ACQUITTED IN LEGAL PROCEEDINGS
14.16 DEPARTMENTAL ENQUIRIES
14.16.1 EMPLOYEES UNDER SUSPENSION
14.16.2 DEFENCE REPRESENTATIVES
14.16.3 DEFENCE WITNESS
14.17 HALTING ALLOWANCE/REIMBURSEMENT OF LODGING EXPENSES TO
REPRESENTATIVES OF OFFICERS' FEDERATION
14.18 ADVANCE AGAINST TRAVELLING EXPENSES AND SUBMISSION OF BILLS
14.19 SANCTIONING AUTHORITY
14.20 BANK'S VISITING OFFICERS' FLATS/GUEST ROOMS
14.20.1 NOTICE TO BE DISPLAYED IN VISITING OFFICERS' FLATS/GUEST ROOMS
14.21 REIMBURSEMENT OF HOTEL (LODGING) AND BOARDING EXPENSES
14.21.1 REIMBURSEMENT OF HOTEL EXPENSES
14.21.2 REIMBURSEMENT OF BOARDING EXPENSES
ANNEXURE
14.1 LIST OF VISITING OFFICER’S FLATS/GUEST ROOMS

14.2 REGISTER TO BE MAINTAINED AT THE GUEST ROOMS/VISITING OFFICERS’ FLATS
14.3 FORMAT OF RECEIPT
14.4 FORMAT OF TRAVELING EXPENSES BILL(ON ACCOUNT OF DEPUTATION)
14.5 FORMAT OF TRAVELING EXPENSES BILL (ON ACCOUNT OF TRANSFER)
15 REIMBURSEMENT OF CONVEYANCE EXPENSES INCURRED FOR

OFFICIAL PURPOSES
15.0 GENERAL
15.1 REIMBURSEMENT ON MONETARY CEILING BASIS
15.1.1. REIMBURSEMENT OF ACTUAL EXPENDITURE ON HIRED CONVEYANCE
15.2 REIMBURSEMENT ON ACTUAL CONSUMPTION BASIS
15.2.1 REIMBURSEMENT OF COST OF HIGH-OCTANE FUEL/OIL
15.2.2 ACCUMULATION OF UNAVAILED PETROL QUOTA
15.3 REIMBURSEMENT OF CONVEYANCE EXPENSES WHILE OFFICIATING IN HIGHER
CAPACITY
15.4 REIMBURSEMENT OF CONVEYANCE EXPENSES WHILE ON LEAVE/DEPUTATION
15.5 REIMBURSEMENT OF CONVEYANCE EXPENSES WHEN THE JOURNEY EXCEEDS 8
KMS.
15.6 MISCELLANEOUS GUIDELINES
15.6.1 MAINTENANCE OF LOG BOOK FOR CARS/VEHICLES PROVIDED BY BANK
15.7 REIMBURSEMENT OF CONVEYANCE EXPENSES TO SPECIALIST OFFICERS
15.8 REIMBURSEMENT OF SALARY PAID TO DRIVERS HIRED BY GENERAL
MANAGERS/OFFICERS IN TEGSS I & II
15.8.1 RECOVERY OF AMOUNT OF USE OF BANK'S CAR FOR PERSONAL USE
15
15.8.2 PROVISION OF BANK'S CAR FOR PERSONAL PURPOSES OUTSIDE HEADQUARTER
WHEN ON HTC/LTC
15.8.3 USE OF OFFICIAL CAR AT A PLACE OTHER THAN HEADQUARTERS
ANNEXURE
15.1 MONETARY CEILINGS ON REIMBURSEMENT OF EXPENSES TO THOSE

OFFICERS WHO MAINTAIN VEHICLES AND CLAIM ON CERTIFICATE BASIS
15.2 ACTUAL RECEIPT BASIS (REVISED W.E.F 1/11/20006 REIMBURSEMENT OF
PETROL EXPENSES ON PRODUCTION OF ACTUAL RECEIPTS FOR THE
OFFICERS MAINTAINING VEHICLES
15.3 SPECIMEN OF FORM FOR CLAIMING CONVEYANCE EXPENSES
15.4 FORMAT FOR MAINTENANCE OF LOG BOOK FOR CAR/VEHICLES
PROVIDED BY BANK
16 LEAVE RULES
16.0 GENERAL
16.1 KINDS OF LEAVE
16.1 CASUAL LEAVE
16.2 PRIVILEGE LEAVE
16.2.1 ACCUMULATION OF PRIVILEGE LEAVE
16.3 SICK LEAVE
16.4 STUDY LEAVE
16.5 MATERNITY LEAVE
16.6 EXTRAORDINARY LEAVE ON LOSS OF PAY
16.7 SPECIAL CASUAL LEAVE/SPECIAL LEAVE/DUTY LEAVE
16.7.1 SPECIAL CASUAL LEAVE
16.7.1.1 BLOOD DONATION
16.7.1.2 WORKING FOR ST. JOHN AMBULANCE BRIGADE
16.7.1.3 DISABLED EX-SERVICEMEN FOR VISITING ARTIFICIAL LIMB CENTRE
16.7.1.4 FAMILY PLANNING OPERATION
16.7.1.5 FOR JOINING AUXILIARY POLICE ORGANISATIONS
16.7.1.6 FOR EXERCISING FRANCHISE DURING GENERAL/BY-ELECTION TO LOK
SABHA / STATE ASSEMBLIES
16.7.2 FOR SPORTSMEN
16.7.2.1 OTHER SPORTS
16.7.3 SPECIAL LEAVE TO OFFICE BEARERS OF OFFICERS' ASSOCIATION
16.7.4 DUTY LEAVE TO DEFENCE REPRESENTATIVES/WITNESSES: DEPARTMENTAL
ENQUIRY
16.8 RURAL SERVICE LEAVE
16.9 COMPENSATORY LEAVE
16.10 QUARANTINE LEAVE
16.11 ENCASHMENT OF LEAVE WHILE AVAILING LTC/HTC
16.11.1 CALCULATION OF THE PERIOD OF ENCASHMENT
16.11.2 ENCASHMENT OF LEAVE WHERE HUSBAND AND WIFE ARE EMPLOYEES OF
THE BANK
16.11.3 MISCELLANEOUS
16.12 ENCASHMENT OF LEAVE AT THE TIME OF SUPERANNUATION/DEATH
16
16.12.1 OFFICERS WHO DIE WHILE IN SERVICE
16.12.2 RETIRING OFFICERS
16.12.3 OFFICERS FACING DISCIPLINARY ACTION - PAYMENT OF LEAVE SALARY ON
SUPERANNUATION
16.13 LEAVE TAKEN ON FALSE GROUNDS
16.14 LAPSE OF LEAVE
16.15 RECALL TO DUTY
16.16 FURNISHING LEAVE ADDRESS TO THE BANK
16.17 UNAUTHORISED ABSENCE FROM DUTY/OVERSTAYING LEAVE
16.17.1 PROCEDURE TO BE FOLLOWED IN CASE OF UNAUTHORISED ABSENCE
16.18 ABSENCE OF EMPLOYEES ON ACCOUNT OF BUNDHS, STRIKE, CURFEW, ETC.
16.18.1 ABSENCE OF EMPLOYEE S ON ACCOUNT OF CURFEW
16.18.1.1 WHEN A BANK OFFICE IS KEPT CLOSED FOR THE DAY
16.18.1.2 WHEN A BANK OFFICE IS KEPT CLOSED FOR PART OF THE DAY
16.18.1.3 WHERE THE BANK OFFICE REMAINS OPEN
16.18.2 ABSENCE DUE TO NATURAL CALAMITIES OR CIVIL COMMOTION
16.18.3 ABSENCE DUE TO BANDH ETC
16.18.4 ABSENCE OF EMPLOYEES DURING STRIKE/AGITATION ETC
16.18.5 ABSENCE OF EMPLOYEES FOR THE PART OF THE DAY
16.19 MISCELLANEOUS
16.19.1 ELECTION DUTY - LEAVE NOT ELIGIBLE
ANNEXURE
16.1 LETTER IN DUPLICATE TO BE ADDRESSED BY THE BANK TO THE EMPLOYEE
PERMITTING HIM TO PROCEED ON STUDY LEAVE
16.2 PERFORMA OF UNDERTAKING TO BE FURNISHED BY THE OFFICER WHO HAS
BEEN SANCTIONED STUDY LEAVE
16.3 SPECIMEN OF UNDERTAKING FOR TAKING SPECIAL CASUAL LEAVE FOR
EXERCISING FRANCHISE
16.4 SPECIMEN OF 1ST NOTICE TO BE SENT TO AN OFFICER WHO IS
UNAUTHORISEDLY ABSENT
16.5 SPECIMEN OF 2ND NOTICE TO BE SENT TO AN OFFICER WHO IS
UNAUTHORISEDLY ABSENT
16.6 FORMAT FOR ADVISING LEAVE PARTICULARS TO THE CONTROLLING
AUTHORITY OF THOSE EMPLOYEES WHO ARE PROMOTED TO THE
SUPERVISING STAFF CADRE
16.7 FORMAT FOR SUBMITTING RECOMMENDATIONS FOR GRANT OF STUDY
LEAVE TO OFFICERS
17 LEAVE TRAVEL/HOME TRAVEL CONCESSION

17.1 ELIGIBILITY
17.2 NATURE OF LEAVE WHILE AVAILING LTC/HTC
17.3 DESIGNATED PLACE
17.4 LONGER CIRCUITOUS/CONVENIENT ROUTE / TRAVELLING ABROAD
17.5 AVAILING OF LTC/HTC BY FAMILY SEPARATELY/ONLY
17.6 MISCELLANEOUS MODES / METHODS OF TRAVEL
17.6.1 TRAVEL BY HELICOPTER
17.6.2 TRAVEL BY OWN VEHICLE
17
17.6.3 TRAVEL UNDER SEASON/CIRCULAR TICKET
17.6.4 TRAVEL ALONGWITH SIGHTSEEING TOUR
17.6.5 TRAVEL BY AIR BETWEEN PLACES PARTLY CONNECTED BY AIR/STEAMER
17.6.6 USE OF PITHU/DOLI/PALKI
17.7 REIMBURSEMENT OF CONVEYANCE CHARGES
17.8 TRAVEL TO/FROM A PLACE OTHER THAN HEADQUARTER
17.9 AVAILING OF STUDENTS' CONCESSION BY CHILDREN
17.9.1 CONCESSION TO HANDICAPPED PERSONS
17.10 TRAVEL IN HILLY TERRAIN
17.11 ENTITLEMENT IN CASE OF CHILDREN BELOW 5 YEARS OF AGE
17.12 GRANT OF ADVANCE FOR LTC/HTC
17.12.1 ADVANCE FOR LTC/HTC FARE
17.12.2 GRANT OF ADVANCE PAYMENT OF SALARY
17.12.3 SUBMISSION OF BILL
17.12.4 RECOVERY OF ADVANCE GRANTED FOR AVAILING OF LTC/HTC
17.13 WHERE BOTH HUSBAND AND WIFE ARE EMPLOYED
17.13.1 WHERE THEY ARE EMPLOYED IN OUT BANK
17.13.2 WHERE HUSBAND OF A LADY OFFICER IS NOT EMPLOYED IN OUR BANK
17.14 COMPUTATION OF BLOCK PERIOD
17.14.1 IN RESPECT OF OFFICERS WHO JOINED BANK BEFORE 1.10.1979
17.14.2 IN RESPECT OF OFFICERS WHO JOINED BANK AFTER 1.10.1979
17.15 LTC FOR OFFICERS APPOINTED ON CONTRACT BASIS
17.16 LTC FOR INDIA BASED TRAINEE OFFICERS
17.17 AVAILING LTC WHEN FAMILY IS NOT RESIDING WITH THE OFFICER
17.18 AVAILING LTC WHILE TRAVELLING TO FOREIGN COUNTRIES
17.18.1 WHEN THE FINAL DESTINATION IS OUTSIDE INDIA
17.18.2 WHEN THE FINAL DESTINATION IS IN INDIA BUT TRAVEL ABROAD IS
INVOLVED AS PART OF 1 CIRCUITOUS ROUTE
17.19 RECALL FROM LEAVE TAKEN FOR AVAILING LTC
17.20 CARRY OVER OF LTC AND ENCASHMENT BLOCK
17.21 ENCASHMENT OF LEAVE TRAVEL CONCESSION (LTC)
17.22 SUBMISSION OF FALSE BILLS
17.23 CHANGE IN PLACE OF DOMICILE
17.25 INCOME TAX ON LEAVE TRAVEL CONCESSION
17.26 MISCELLANEOUS
ANNEXURE
17.1 FORMAT FOR SUBMITTING LFC/HTCBILL

17.2 FORMAT OF APPLICATION FOR GRANT OF ADVANCE FOR LEAVE
FARE CONCESSION
18 MEDICAL AID
18.1 DEFINITIONS
18.1.1 CLARIFICATION
18.1.1.1 CHILDREN WHO RECEIVE SCHOLARSHIPS ETC
18
18.1.1.2 PARENTS OF MARRIED LADY OFFICERS
18.1.1.3 DEPENDENT PARENTS OF OFFICERS WHOSE BROTHER(S)/SISTER(S) ARE
ALSO SERVING IN OUR BANK
18.1.1.4 OFFICERS WHOSE SPOUSE IS ENGAGED IN BUSINESS
18.2 MEDICAL BENEFITS
18.2.1 WHERE HUSBAND IS OFFICER AND WIFE AN AWARD EMPLOYEE
18.3 TREATMENT BY A DOCTOR OTHER THAN AN AUTHORISED DOCTOR
18.4 VISITING AND CONSULTING CHARGES
18.5 CONSULTATION WITH SPECIALISTS
18.6 HOSPITALISATION
18.6.1 DIET CHARGES NOT REIMBURSABLE
18.7 ENGAGEMENT OF NURSES
18.7.1 MEDICAL EXPENSES OF KIDNEY DONORS
18.8 TREATMENT IN PLACES OTHER THAN THE HEADQUARTERS
18.8.1 SPECIFIED SERIOUS DISEASES OUTSTATION TREATMENT
18.9 TREATMENT BY PERSONS WHO HAVE NO DEGREE FROM RECOGNISED MEDICAL
COLLEGE OR NON-RECOGNISED MEDICAL PRACTITIONERS
18.10 EXCLUSIONS FROM THE SCOPE OF THESE RULES
18.10.1 REIMBURSEMENT OF LABORATORY FEES
18.11 ADVANCE AGAINST MEDICAL EXPENSES
18.11.1 TREATMENT AT HOSPITAL WITH WHICH BANK HAS ARRANGEMENT - PRIOR
SANCTION FOR EXPENSES NECESSARY
18.12 GENERAL INSTRUCTIONS REGARDING REIMBURSEMENT OF MEDICAL EXPENSES
18.14 HOMEOPATHIC/AYURVEDIC TREATMENT
18.15 PHYSIOTHERAPY TREATMENT
18.16 REIMBURSEMENT OF MEDICAL EXPENSES INCURRED ON NATUROPATHY
18.17 REIMBURSEMENT OF EXPENSES ON MEDICAL TREATMENT RELATING TO
ACUPUNCTURE /ACUPRESSURE
18.18 IMPORT OF DRUGS
18.18.1 USE OF CYPHER MEDICATED STENT
18.19 SUBMISSION OF MEDICAL BILLS AND SCRUTINY
18.19.1 SCRUTINY OF MEDICAL BILLS
18.19.2 SCRUTINY OF MEDICAL BILLS BY DIAGNOSTIC CENTRES/BANK'S MEDICAL
OFFICERS
18.20 RECOVERY OF INCOME TAX AT SOURCE
18.21 STANDARDISATION OF MEDICAL CHARGES
18.22 EXECUTIVE HEALTH SCHEME
18.22.1 COST CEILING
18.22.2 PACKAGE OF TESTS UNDER THE SCHEME
18.22.3 VALIDITY OF THE SCHEME
18.23 PROVISION OF GUEST HOUSE FOR OUR EMPLOYEE PATIENTS AND THEIR FAMILIES
AT MUMBAI
18.24 REIMBURSEMENT OF MEDICAL EXPENSES TO RETIRED WHOLE TIME DIRECTORS ON
BOARDS OF PUBLIC SECTOR BANK
18.24.1 ELIGIBILITY
18.24.2 COVERAGE
18.24.3 DATE OF EFFECT
18.24.4 OTHER GUIDELINES
19
18.24.5 MEDICAL BENEFITS
18.24.6 TREATMENT BY A DOCTOR OTHER THAN AUTHORISED DOCTOR
18.24.7 VISITING AND CONSULTING CHARGES
18.24.8 CONSULTATION WITH SPECIALISTS
18.24.9 HOSPITALISATION
18.24.10 ENGAGEMENT OF NURSES
18.24.11 TREATMENT AT A PLACE OTHER THAN THE HEADQUARTERS
18.24.12 GENERAL
18.24.13 EXCLUSIONS
18.25 SBI RETIRED EMPLOYEES MEDICAL BENEFITS SCHEME FORMATION OF TRUST AND
FRAMING OF RULES
18.25.1 BOARD OF TRUSTEES
18.25.2 CHAIRMAN OF THE BOARD OF TRUSTEES
18.25.3 OBJECTS OF THE TRUST
18.25.4 BENEFICIARIES OF THE MEDICAL BENEFIT SCHEME FRAMED UNDER THE
TRUST
18.25.5 AGE OF RETIREMENT
18.25.6 EXCLUSION
18.25.7 TRUST FUND
18.25.8 MEMBERSHIP CONTRIBUTION
18.25.9 BENEFITS UNDER MEDICAL BENEFIT SCHEME FRAMED UNDER THE TRUST
18.25.10 PROCEDURE FOR AVAILING THE BENEFITS UNDER THE SCHEME
ANNEXURE
18.1 SCHEDULE OF CHARGES

18.1(i) LIST OF CHARGES FOR SURGICAL OPERATIONS
18.1(ii) SCHEDULE OF CHARGES(DENTAL)
18.1(iii) TOTAL CHARGES OR IN SOME CASES PACKAGE DEAL CHARGES FOR
MAJOR SURGERIES & PROCEDURES LIKE ANGIOGRAPHY'S ETC. AT
DIFFERENT CENTRES
18.1(iv) GRADATION OF OPERATIONS
18.2 LIST OF HOSPITALS RECOGNISED UNDER CENTRAL GOVERNMENT
HEALTH SCHEME
18.3 APPLICATION FOR REIMBURSEMENT OF MEDICAL EXPENSES
INCURRED IN RESPECT OF A SUPERVISING OFFICIAL AND/OR
MEMBERS OF HIS FAMILY
18.4 SERIOUS DISEASES TO BE CONSIDERED IN TERMS OF PARA 18.2
18.5 REIMBURSEMENT OF ADDITIONAL MEDICAL EXPENSES
18.6 APPLICATION FOR SBI RETIRED EMPLOYEES MEDICAL BENEFIT
TRUSE
19 RESIDENTIAL ACCOMMODATION
19.0 GENERAL
19.1 ELIGIBILITY AND RENTAL CEILINGS
19.1.1 REIMBURSEMENT OF PARKING CHARGES FOR CARS
19.1.2 REIMBURSEMENT OF MAINTENANCE CHARGES
19.1.3 HIRING ACCOMMODATION AT RENTAL BEYOND CEILING
19.1.4 GENERAL PROVISIONS
19.2 CATEGORISATION OF CENTRES FOR THE PURPOSE OF RENTAL CEILINGS
20
19.3 RECOVERY FROM THE OFFICERS FOR RESIDENTIAL ACCOMMODATION PROVIDED
BY THE BANK
19.3.1 RATE OF RECOVERY
19.3.2 CALCULATION OF STANDARD RENT (W.E.F. 01.07.1998)
19.3.3 STANDARD RENT IN CASE OF HOSTEL ACCOMMODATION
19.3.4 STANDARD RENT FOR SERVANT QUARTERS/GARAGE
19.4 PROVISION OF LEASED/BANK'S ACCOMMODATION TO OFFICERS WHO OWN
ACCOMMODATION AT THE SAME CENTRE
19.4.1 HOUSES CONSTRUCTED UNDER COOPERATIVE HOUSING LOAN SCHEME
19.4.2 HOUSES CONSTRUCTED UNDER INDIVIDUAL HOUSING LOAN SCHEME
19.5 LEASING OF ACCOMMODATION OWNED BY RELATIVES
19.6 LEASING OF ACCOMMODATION OWNED BY EMPLOYEES
19.6.1 MAINTENANCE OF LEASED ACCOMMODATION TAKEN ON ECONOMIC RENT FROM
STAFF
19.7 RESIDENTIAL ACCOMMODATION AT VILLAGE/SAB BRANCHES
19.7.1 VILLAGE BRANCHES
19.7.2 SAB BRANCHES
19.8 PROJECT AREA CENTRES, TOURIST CENTRES, ETC.
19.9 RESIDENTIAL ACCOMMODATION FOR POs/TOs (INCLUDING SPECIALISTS)
19.10 RECOVERY OF HOUSE RENT ALLOWANCE: COMPOSITE PREMISES FOR
BRANCH/RESIDENCE
19.10.1 RENT CHARGEABLE FOR RESIDENCE IN CASE OF COMPOSITE PREMISES
19.11 RETENTION OF LEASED RESIDENTIAL ACCOMMODATION UNDER CERTAIN
CIRCUMSTANCES
19.11.1 RETENTION OF OFFICIAL ACCOMMODATION ON RETIREMENT/VOLUNTARY
RETIREMENT
19.11.1.2 TELEPHONE
19.11.1.3 OFFICERS IN TEGS VI & ABOVE: PROVISION OF MOBILE HANDSET AFTER
RETIREMENT
19.11.1.4 NEWSPAPERS, CLEANING MATERIAL, REIMBURSEMENT OF CASUAL LABOUR
19.11.1.5 OFFICE CAR
19.11.1.6 LIEN ON LEAVE ENCASHMENT
19.11.2 RESIGNATION
19.11.3 STUDY LEAVE
19.11.4 EXTRAORDINARY LEAVE ON LOSS OF PAY
19.11.5 DECEASED OFFICER
19.11.6 OFFICERS UNDER SUSPENSION
19.11.7 OFFICERS ON TRANSFER
19.11.7.1 RETENTION OF BANK'S FLAT ON TRANSFER
19.11.8 FACILITY OF LEASED ACCOMMODATION AT A PLACE OF CHOICE IN RESPECT
OF OFFICERS JMGS-I TO MMGS-III
19.11.8.1 FACILITY OF LEASED ACCOMMODATION AT A PLACE FOR OFFICERS SMGS IV
&V
19.11.8.2 PAYMENT OF HRA ON CAPITAL COST BASIS
19.11.9 ON DEPUTATION ON MOBILE DUTY TO INSPECTION & AUDIT OR CREDIT
AUDIT DEPTT.
19.11.10 DISMISSAL/REMOVAL FROM SERVICE
21
19.12 PROVISION OF LEASED ACCOMMODATION TO OFFICERS POSTED AT
RURAL/DIFFICULT CENTRES
19.12.1 NORMS FOR CATEGORISING A CENTRE AS "DIFFICULT" CENTRE
19.13 INCOME TAX : OFFICERS PROVIDED WITH RESIDENTIAL ACCOMMODATION BY THE
BANK
19.14 EXPENSES INCURRED IN SHIFTING RESIDENCE WHEN OFFICIAL RESIDENCE IS NOT
PROVIDED IN THE FIRST INSTANCE
19.15 UNAUTHORISED OCCUPATION OF RESIDENTIAL ACCOMMODATION
19.16 PROVISION OF FURNITURE AND FIXTURES
19.16.1 CLARIFICATIONS
19.16.1.1 AUTHORITY STRUCTURE FOR SANCTION OF ADVANCE AND PASSING OF
ENTRIES IN REGARD TO PURCHASES OF FURNITURE/FIXTURES
19.16.1.2 MISC. CLARIFICATIONS
i) THE RECKONING DATE FOR FURNITURE/FIXTURE
ii) PAYMENT OF THE LUMP SUM AMOUNT FOR REPAIRS ETC
iii) TAXES
iv) COMMON LIST OF ITEMS
v) INSURANCE
vi) OFFICERS ON PROBATION
vii) RETIRING OFFICERS
viii) CURTAINS, MATTRESSES AND CARPETS
ix) TRANSFER OF OWNERSHIP
x) RETIREMENT/EXIT OPTION ETC
xi) NUMBER OF REQUEST FOR PURCHASE OF ITEMS
xii) SUPPLY FROM GODOWN
xiii) REIMBURSEMENT FOR PURCHASES MADE FROM OWN
RESOURCES
xiv) IBTO/IBO
xv) VERIFICATION OF ITEMS WHEN LEASED HOUSE IS
PROVIDED AT A DIFFERENT CENTRE
19.17 ECONOMIC RENT OF HOUSES CONSTRUCTED BY AVAILING BANK'S STAFF HOUSING
LOAN
19.18.1 CALCULATION OF ECONOMIC RENT UNDER CO-OPERATIVE HOUSING LOAN
SCHEME
19.18.2 CALCULATION OF ECONOMIC RENT UNDER INDIVIDUAL HOUSING LOAN
SCHEME
19.18.3 POINTS TO BE NOTED WHILE CALCULATING ECONOMIC RENT
19.18.4 PROCEDURE OF VERIFICATION OF VARIOUS COMPONENTS OF THE
ECONOMIC RENT
19.18.5 CALCULATION OF ECONOMIC RENT IN THE EVENT OF
ADDITIONS/ALTERATIONS IN THE EXISTING BUILDING/FLAT
19.18.6 AUTHORITY COMPETENT TO CHECK AND APPROVE ECONOMIC RENT
19.19 REIMBURSEMENT OF CLEANING/DISINFECTING MATERIAL
19.19.1 LIST OF SUNDRY SANITARY ARTICLES
19.19.1.1 OFFICERS MMGS III & ABOVE
19.19.1.2 OFFICERS JMGS I & MMGS II
19.19.1.3 GENERAL
19.20 TELEPHONE FACILITY
22
19.20.1 RESIDENTIAL TELEPHONE
19.20.2 TELEPHONE SERVICES PROVIDED BY PRIVATE SERVICE PROVIDERS
19.20.3 MOBILE PHONE
ANNEXURES
19.1 NORMS FOR MEASURING LIVING AREA

19.2 CALCULATION OF STANDARD RENT
19.3 FORMAT OF LETTER TO BE USED BY OFFICERS FOR ADVISING LIVING AREA
19.4 FORMAT FOR SANCTION OF STANDARD RENT
19.5 PERFORMA FOR PERMISSION TO RETAIN OFFICIAL ACCOMMODATION AT
PREVIOUS PLACE OF POSTING
19.6 GAZETTE NOTIFICATION NO. 7(9) B.O. III/74
19.7 FORMAT OF UNDERTAKING TO VACATE LEASED ACCOMMODATION
19.8 INDIVIDUAL HOUSING SCHEME FOR THE EMPLOYEES - COMPUTATION OF
COMPENSATION EQUAL TO ECONOMIC RENT
19.9 CALCULATION OF ECONOMIC RENT AFTER GIVING FULL WEIGHTAGE OF
ADDITIONAL INVESTMENT ON 1ST FLOOR
19.10 FORMAT FOR TELEPHONE REGISTER
19.11 FORMAT FOR RECOMMENDATION FOR CATEGORISATION OF A CENTRE AS
"DIFFICULT"
19.12 FORMAT FOR OFFER FOR LEASING OF RESIDENTIAL ACCOMMODATION TO
THE BANK
19.13 TERMS & CONDITIONS
19.14 FORMAT FOR CLAIMING REIMBURSEMENT OF EXPENSES ON CLEANING
MATERIAL
19.15 LIST OF SPECIFIED CENTRES
19.16 APPLICATION FOR ADVANCE FOR PURCHASE OF BANK'S
FURNITURE/FIXTURE AT RESIDENCE
19.17 ANNUAL POSSESSION CERTIFICATE
19.18 LIST OF FURNITURE/FIXTURE ITEMS FOR SCALE I TO SCALE V
19.19 PERMISSION TO AVAIL THE FACILITY OF LEASED ACCOMMODATION AT A
PLACE OF CHOICE
20 ASSETS & LIABILITIES

20.1 SUBMISSION OF STATEMENT OF ASSETS & LIABILITIES
20.2 DATE OF ASSETS & LIABILITIES STATEMENT AND LAST DATE OF SUBMISSION
20.3 CUSTODY OF ASSETS & LIABILITIES STATEMENT
20.4 FORMAT FOR ASSETS & LIABILITIES STATEMENTS
20.5 ACQUISITION OF SHARES/DEBENTURES UNDER PROMOTERS'/EMPLOYEES' QUOTA
20.6 OTHER RULES
20.7 SCRUTINY AND SECRECY
20.8 CONFIRMATION IN BRANCH MANAGER'S MONTHLY CERTIFICATE
20.9 CLARIFICATION
20.9.1 WHAT IS MOVABLE PROPERTY?
20.9.2 NATURE OF INFORMATION TO BE INCORPORATED IN THE RETURN
20.9.3 WHY SHOULD AN OFFICER SUBMIT THE STATEMENTS?
20.10 STEPS TO BE TAKEN IN CASE OF NON-SUBMISSION OF THE STATEMENT
23
ANNEXURES
20.1 STATEMENT OF IMMOVABLE PROPERTY

20.2 STATEMENT OF ASSETS & LIABILITIES
20.3 DETAILED STATEMENT IN RESPECT OF SHARES/DEBENTURES
PURCHASED UNDER PROMOTERS/EMPLOYEES' QUOTA
20.4 FORM FOR GIVING INTIMATION WHERE TOTAL TRANSACTION IN
SECURITIES, DEBENTURES & INVESTMENT IN MUTUAL FUND SCHEMES
ETC EXCEEDS RS. 25,000/- DURING THE YEAR
20.5 LETTER TO BE ADDRESSED TO OFFICIAL WHO HAVE DEFAULTED IN
SUBMITTING THE STATEMENT OF ASSETS & LIABILITIES ETC
21 SBI OFFICERS SERVICE RULES AND SBI GENERAL REGULATIONS

21.1 GENERAL
21.2 ERRATUM IN SBI OSR RULE 5(2)
21.3 ENGAGING IN TRADE, BUSINESS, EMPLOYMENT, ACCEPTANCE OF FEE, ASSOCIATION
WITH NEWSPAPERS, OTHER COMMUNICATION SYSTEMS, ETC.
21.4 USE OF POSITION OR INFLUENCE IN MATTERS OF EMPLOYMENT, SANCTION OF
LOAN, ETC. TO RELATIVES
21.5 EVIDENCE IN ENQUIRY, COMMITTEE, ETC.
21.6 RECEIVING COMPLIMENT ARIES, VALEDICTION, ETC.
21.7 ACCEPTANCE OF GIFT BY SELF AND FAMILY, AND DOWRY
21.8 BRINGING POLITICAL OR OUTSIDE INFLUENCE
21.8.1 HOW TO DEAL WITH SUCH CASES
21.9 BORROWING, INCURRING DEBTS, BUYING AND SELLING SHARES, LENDING
MONEY, GUARANTEE, ETC.
21.10 DRAWING ADVANCE SALARY, DISCOUNTING CHEQUES, ACCEPTING
CONTRIBUTION, COLLECTING SUBSCRIPTION
21.12 SECOND SPOUSE
21.13 DISCIPLINE AND APPEAL
21.13.1 MINOR PENALTIES
21.13.2 MAJOR PENALTIES
21.14 WAVING OF DOMESTIC ENQUIRY IN RESPECT OF MINOR PENALTY PROCEEDINGS
21.15 SUSPENSION
21.16 APPEAL AGAINST PUNISHMENT OR SUSPENSION, REVIEW, SERVICE OF ORDER,
EXTENSION OF TIME LIMIT, ETC.
21.16.1 EFFECT OF DEATH ON APPEAL AGAINST PENALTY OF DISMISSAL, ETC.:
21.17 SBI GENERAL REGULATIONS 1955
21.17.1 AMENDED REGULATION 55 APPROVED BY CENTRAL BOARD AT ITS MEETING
DATED AUGUST 25, 1988
21.18 DISCIPLINARY AUTHORITY IN CASE OF PROMOTEE OFFICERS FOR
MISCONDUCT PRIOR TO PROMOTION
ANNEXURES
21.1 AMENDED POSITION OF OTHER RELATED SERVICE RULES
22 DELEGATION OF ADMINISTRATIVE POWERS

22.1 RULE 2(2) AND 2(3) OFFICERS TO WHOM OSR SHALL APPLY
24
22.2 AUTHORITY STRUCTURE FOR DECIDING DISCIPLINARY CASES IN RESPECT OF
VARIOUS GRADES OF OFFICERS IN TERMS OF RULE 3(1) (H) OF SBI OFFICERS’
SERVICE RULES
22.3 RULE 5(1) SANCTION OF INCREMENTS
22.3.1 RULE 5(1)(B) EFFICIENCY BAR
22.4 RULE 6(1) CATEGORISATION OF POSTS (OTHER THAN SPECIALIST OFFICERS)
22.5 RULE 7(1) PLACEMENT
22.5.1 IN CIRCLES/SBUS
22.5.1.1 OFFICERS IN JMGS I AND MMGS II
22.5.1.2 OFFICERS IN MMGS III
22.5.1.3 OFFICERS IN SMGS IV & V
22.5.1.4 OFFICERS IN TEGS VI & VII AND TEGSS I
22.5.2 IN CORPORATE CENTRE OR AT ESTABLISHMENTS UNDER C.C/GROUPHQ/SBU
22.5.2.1 IN OR UNDER I & MA DEPT.
22.5.3 INTER CIRCLE TRANSFER
22.5.4 PLACEMENT IN FOREIGN OFFICES
22.5.4.1 IBTOS
22.5.4.2 IBOS
22.6 RULE 8 OFFICIATING IN HIGHER GRADE
22.6.1 IN CIRCLES AND OTHER SBUS (ALL POWERS/SPECIFY WHAT POWERS NOT GIVEN)
22.6.2 IN OR AT ANY ESTABLISHMENT UNDER CORPORATE CENTRE/GROUP HQ
22.6.3 AT ALL OFFICES
22.7 RULE OSR 14(1) AUTHORITY FOR APPOINTMENTS IN / PROMOTION
22.7.1 APPELLATE AUTHORITY FOR APPEAL AGAINST NON-PROMOTION
22.8 RULE 15(3) PROBATION
22.9 RULE 16(1) & 16(2) CONFIRMATION IN SERVICE
22.10 RULE 19(1) AUTHORITY TO APPROVE EXTENSION OF SERVICE & AUTHORITY TO
REFUSE EXTENSION AND CONSIDER APPEAL
22.10.1 RULE 19(1) 4TH PROVISO: APPROVAL OF VOLUNTARY RETIREMENT

22.10.2 RULE 19(3) CONTINUATION OF DISCIPLINARY PROCEEDINGS AFTER CEASING
TO BE IN SERVICE
22.11 RULE 20(1) RESIGNATION
22.11.1 RULE 20(2)(A) OFFICERS AGAINST WHOM DISCIPLINARY PROCEEDINGS ARE
PENDING
22.11.2 RULE 20(2)(B) FINAL ORDERS
22.12 RULE 23(VI) OFFICIATING
22.13 RULE 25(4) RETENTION OF RESIDENTIAL ACCOMMODATION ON ACCOUNT OF
TRANSFER
22.13.1 FOR CIRCLES/CAG BRANCHES
22.13.2 FOR C.C. ESTABLISHMENTS
22.13.2.1 FLATS IN MUMBAI
22.13.2.2 FLATS OUTSIDE MUMBAI
22.13.2.3 FOR OFFICERS TRANSFERRED TO CORPORATE CENTRE / CC ESTABLISHMENTS AND
SUBSIDIARIES IN MUMBAI:
22.14 RULE 31 AUTHORITY TO GRANT LEAVE
22.15 RULE 37 SANCTION OF EXTRA-ORDINARY LEAVE ON LOSS OF PAY (NOT COUNTED
AS SERVICE)
22.15.1 CONDONATION OF ABSENCE
22.15.2 RESTORATION OF SENIORITY IN DESERVING CASES
22.15.3 RULE 37(A) GRANT OF SPECIAL CASUAL LEAVE/ SPECIAL LEAVE
22.16 RULE 39 RECALL FROM DUTY
22.17 RULE 40(3) APPEAL AGAINST VOLUNTARY VACATION
22.18 RULE 41 MODE OF TRAVEL AND EXPENSES ON TRAVEL
22.18.1 RULE 41(1)(I) AIR TRAVEL BY JMGS I OFFICERS
25
22.18.2 RULE 41(1)(II) AIR TRAVEL BY MMG OFFICERS FOR SHORTER DISTANCE
22.18.3 RULE 41(1)(V) TRAVEL BY TAXI/OWN VEHICLE
22.18.4 RULE 41(4)(G) PAYMENT OF HALTING ALLOWANCE BEYOND 2 MONTHS OF
DEPUTATION
22.19` Rule 40(4) TAKING OVER PERIOD
22.20 RULE 44(5) AUTHORITY TO PERMIT CARRY OVER OF LTC BLOCK
22.20.1 IN CIRCLES
22.20.2 IN C.C OR ESTABLISHMENTS/GROUP HQ/SBU
22.20.3 ALL OFFICES
22.21 RULE 45 MEMBERSHIP OF PROVIDENT FUND AND PENSION FUND
22.22 RULE 51 ENGAGING IN TRADE, BUSINESS, EMPLOYMENT, ACCEPTANCE OF FEE,
ASSOCIATION WITH NEWSPAPER, OTHER COMMUNICATION SYSTEMS, ETC.
22.22.1 RULE 51(1) ENGAGING IN TRADE, ETC.
22.22.2 RULE 51(2) RECEIVING REPORT
22.22.3 RULE 51(3) PROMOTION OF COMPANY
22.22.4 RULE 51(4) ACCEPTING HONORARIUM, ETC
22.22.5 RULE 51(6) EDITING OF PUBLICATION, ETC.
22.23 RULE 52(2) USE OF POSITION OR INFLUENCE IN MATTERS OF EMPLOYMENT,
SANCTION OF LOAN, ETC. TO RELATIVES
22.24 RULE 54(A)(1) EVIDENCE IN INQUIRY, COMMITTEE, ETC.
22.25 RULE 55(1) RECEIVING COMPLIMENTARIES, VALEDICTION, ETC.
22.26 RULE 56 ACCEPTANCE OF GIFT BY SELF AND FAMILY, AND DOWRY
22.26.1 RULE 56 (2 & 3) RECEIVING OF REPORT OF GIFTS, ETC. IN CASE OF OCCASIONS
22.26.2 RULE 56(4) RECEIVING OF REPORT OF GIFTS, ETC. IN OTHER CASES
22.27 RULE 59 GUARANTEEING PECUNIARY OBLIGATIONS OF OTHERS
22.28 RULE 60 DRAWING ADVANCE SALARY, DISCOUNTING CHEQUES, ACCEPTING
22.28.1 RULE 60(1) ADVANCE SALARY
22.28.2 RULE 60(3) RAISING FUNDS, ETC.
22.28.3 RULE 60(4) CANVASS FOR MEMBERSHIP, ETC
22.29 RULE 62 STATEMENT OF ASSETS AND LIABILITIES
22.29.1 RULE 62(3) RECEIVING INTIMATION REGARDING PROPERTY, ETC
22.29.2 PROVISO TO RULE 62(3) PREVIOUS SANCTION
22.29.3 RULE 62(4) RECEIVING REPORT OF TRANSACTION OF PROPERTY, ETC.
22.29.4 PROVISO TO RULE 62(4)
22.30 RULE 64 SECOND SPOUSE
22.31 RULE 68(A)(7)(I) SUBSISTENCE ALLOWANCE
23 DELEGATION OF ADMINISTRATIVE POWERS MISCELLANEOUS

MATTERS
23.0 GENERAL
23.1 REIMBURSEMENT OF RECURRING EXPENDITURE OF BMS
23.2 RETENTION OF HOUSE/TELEPHONE/CAR ON SUPERANNUATION
23.3 RETENTION OF HOUSE ON DEATH
23.4 PAYMENT OF RENT HIGHER THAN CEILING
23.6 NO OBJECTION CERTIFICATE FOR PASSPORT
23.7 PERMISSION TO APPLY FOR JOB ELSEWHERE
23.8 AVAILING JOINING TIME LATER
23.9 INSTALLATION OF TELEPHONE AT RESIDENCE
23.10 CREATION OF POST OF SUBORDINATE STAFF
26
23.11 SETTLEMENT OF CIRCLE LEVEL STAFF BUDGET
23.13.1 AWARD STAFF
23.13.2 SUPERVISING STAFF
23.14 RAVEL BY TAXI
23.15 PERMISSION TO JOINT COMPUTER/MANAGEMENT COURSES
23.16 PERMISSION TO PURSUE HIGHER STUDIES
23.17 IDENTIFICATION OF DIFFICULT CENTRE
23.18 SANCTION OF LOAN BEYOND DGM’S POWERS
23.19 PROVISION OF FURNITURE FOR OFFICERS IN THEIR OWN HOUSE
23.20 VEHICLE LOAN-WAIVER OF 4 YEARS STIPULATION FOR NEXT LOAN
23.21 COMPASSIONATE APPOINTMENT
23.22 ENCASHMENT OF PRIVILEGE LEAVE BY LEGAL HEIRS
23.23 DEPUTATION OF OFFICERS
23.24 COMPENSATION FOR DEATH WHILE ON DUTY
23.25 APPOINTMENT OF SPORTSPERSON
23.26 GRANT OF SPECIAL LEAVE TO SPORTSPERSONS
ANNEXURES
23.1 FORMAT FOR NO OBJECTION CERTIFICATE FOR PASSPORT

23.2 FORMAT OF FORWARDING LETTER TO BE GIVEN TO OFFICIAL
ALONWITH NOC FOR PASSPORT
24 MISCELLANEOUS PERQUISITES
24.1 REIMBURSEMENT OF NEWSPAPER/MAGAZINE EXPENSES

24.1.1 ELIGIBLE OFFICERS
24.1.2 PROCEDURE AND FORMAT
24.2 REIMBURSEMENT OF ENTERTAINMENT EXPENSES
24.3 REIMBURSEMENT OF OUT-OF-POCKET EXPENSES
24.4 PROVISION OF CARS FOR OFFICIAL/PERSONAL USE
24.4.1 ELIGIBILITY
24.4.2 REIMBURSEMENT OF SALARY PAID TO DRIVERS HIRED BY GENERAL
MANAGERS/OFFICERS IN TEGSS I & II
24.4.3 RECOVERY ON ACCOUNT OF USE OF BANK’S CAR FOR PERSONAL USE
24.4.4 ONLY BANK’S CAR TO BE USED FOR PERSONAL PURPOSES
24.4.5 USE OF OFFICIAL CAR AT A PLACE OTHER THAN HEADQUARTERS
24.4.6 INCOME TAX DEDUCTION AT SOURCE FOR THE PERQUISITE OF CARS
24.5 REIMBURSEMENT OF DAILY WAGES TO OFFICERS IN SMGS IV AND ABOVE
24.6 REIMBURSEMENT OF EXPENSES ON CLOTHING SECURITY AND FIRE OFFICERS
24.7 TELEPHONE FACILITY FOR LIAISON OFFICER
24.8 OUT OF POCKET EXPENSES INCURRED BY SECURITY/LIAISON OFFICERS
ANNEXURES
27
24.1 CERTIFICATE FOR CLAIMING REIMBURSEMENT OF EXPENDITURE
INCURRED ON NEWSPAPER/MAGAZINE (FOR OFFICERS IN JMGS-I TO SMGS-V)
24.2 FORMAT FOR CLAIMING REIMBURSEMENT OF ENTERTAINMENT EXPENSES
25 SCHEME OF DELEGATION OF FINANCIAL POWERS

GENERAL MATTERS-2003
25.1 GENERAL
25.2 GENERAL GUIDELINES FOR EXERCISE OF POWERS
ANNEXURES
25.1 SCHEME OF DELEGATION OF FINANCIAL POWERS: GENERAL MATTERS

OFFICIAL (INCLUDING BRANCH MANAGERS) OF THE GRADES OF ASSTT.
GENERAL MANAGER AND ABOVE
25.2 SCHEME OF DELEGATION OF FINANCIAL POWERS: GENERAL MATTERS
OFFICIAL (INCLUDING BRANCH MANAGERS) OF THE GRADE OF CHIEF
MANAGER TO ASSTT. MANAGER
26 LOANS AND ADVANCES
26.1 NON-SUBMISSION OF STATEMENT OF ASSETS & LIABILITIES RENDERS AN OFFICER

INELIGIBLE FOR ADVANCES
26.1.1. FESTIVAL ADVANCE INTRODUCTION
26.2 CONSUMER LOAN
26.3 VEHICLE LOAN
26.4.78INDIVIDUAL HOUSING LOAN SCHEME
26.5 LOAN AGAINST PROVIDENT FUND
26.6 LOANS TO EMPLOYEES AFFECTED BY NATURAL CALAMITIES
26.7 AGRICULTURAL ADVANCES TO STAFF
26.8 PERSONAL LOAN SCHEME
26.9 LOANS/ADVANCES ON COMMERCIAL RATES
26.10 LOANS AVAILED FROM CO-OPERATIVE CREDIT SOCIETIES
ANNEXURES
CONTROL RETURN FOR STAFF ADVANCES

26.1 FORMAT FOR NOTING / CANCELING LIEN IN CASE OF STAFF
ADVANCES
26.2 FORMAT FOR APPLICATION FOR FESTIVAL ADVANCE
26.4 FORMAT OF APPLICATION FOR CONSUMER LOAN
26.5 HYPOTHECATION AGREEMENT FOR CONSUMER LOAN
26.7 FORM ‘A’
26.8 AGREEMENT FOR WAIVER OF COMPREHENSIVE INSURANCE IN
CASE OF PURCHASE OF CAR
26.9 FORM B
26.10 LETTER OF AUTHORITY ADDRESSED TO TRUSTEES OF PROVIDENT FUND TO
BE OBTAINED FROM THE EMPLOYEE
26.11 APPLICATION FORM FOR HOUSING LOAN
26.12 STATEMENT GIVING/SUBMITTING ALL THE
INFORMATION/PAPERS/DOCUMENTS FOR AVAILMENT OF THE LOAN
28
26.13 LETTER FROM SOCIETY / BUILDER REGARDING TITLE DEEDS, BORROWING,
ETC.
26.14 VALUATION REPORT OF PROPERTY FROM GOVERNMENT APPROVED
VALUERS
26.15 SPECIMEN OF MEMORANDUM OF TERM LOAN AGREEMENT IN RESPECT OF
OFFICERS
26.16 SPECIMEN OF SUPPLEMENTARY MEMORANDUM OF AGREEMENT IN
RESPECT OF OFFICERS
26.17 LETTER OF AUTHORITY FOR DEDUCTION FROM SALARY/PENSION
26.18 LETTER OF CONSENT AND AGREEMENT TO MORTGAGE BY SPOUSE IN CASE
OF JOINT OWNERSHIP OF PROPERTY
26.19 SPECIMEN OF LETTER OF AUTHORITY ADDRESSED TO THE TRUSTEES OF
THE PROVIDENT FUND TO BE OBTAINED FROM THE EMPLOYEE/BORROWER
AT THE TIME OF SANCTION OF LOAN
26.20 SPECIMEN OF LETTER OF AUTHORITY ADDRESSED TO THE TRUSTEES OF
THE PROVIDENT FUND TO BE OBTAINED FROM THE NOMINEE(S) OF THE
EMPLOYEES FOR HIS/HER PROVIDENT FUND BALANCE
26.21 SPECIMEN OF MEMORANDUM OF TERM LOAN AGREEMENT FOR
ADDITIONAL HOUSING LOAN
26.22 LETTER OF AUTHORITY TO BE EXECUTED BY THE SPOUSE / LEGAL HEIR
APPOINTED IN THE BANK FOR DEDUCTION FROM HIS / HER SALARY LOAN
INSTALLMENT OF HOUSING LOAN AVAILED BY THE DECEASED EMPLOYEE
26.23 LETTER OF GUARANTEE FOR CONTINUATION OF HOUSING LOAN TO HEIR(S)
OF A DECEASED EMPLOYEE (TO BE STAMPED AS AGREEMENT)
26.24 LETTER BY HEIR(S) OF DECEASED BORROWER EMPLOYEE UNDER
INDIVIDUAL HOUSING SCHEME
26.25 PERFORMA OF PROPOSAL FOR GRANT OF HOUSING LOANS UNDER
INDIVIDUAL HOUSING SCHEME TO EMPLOYEES WHO ARE OVER 55 YEARS OF
AGE
26.26 PROPOSAL FOR EXTENSION IN THE TIME LIMIT BEYOND STIPULATED
PERIOD FOR COMPLETION OF HOUSING PROJECT
26.27 PERFORMA OF GUARANTEE AGREEMENT TO BE OBTAINED FROM SURETIES
IN CASE OF OFFICERS PLACED UNDER SUSPENSION
26.28 DRAFT OF GUARANTEE AGREEMENT TO BE EXECUTED WHERE THE
SPOUSE IS REQUIRED TO JOIN AS GUARANTOR
26.29 SPECIMEN OF MEMORANDUM OF AGREEMENT EXECUTED BY THE
EMPLOYEE SEEKING VOLUNTARY/PREMATURE RETIREMENT
26.30 LETTER REQUESTING CONTINUANCE OF THE HOUSING LOAN / ADDITIONAL
HOUSING LOAN BY THE EMPLOYEE SEEKING VOLUNTARY / PREMATURE
RETIREMENT
26.31 DRAFT OF SUPPLEMENTARY AGREEMENT IN CASE OF VOLUNTARY /
PREMATURE RETIREMENT OF AN EMPLOYEE (TO BE STAMPED AS
AGREEMENT)
26.32 APPLICATION FORM FOR ADDITIONAL HOUSING LOAN
26.33 APPLICATION FORM FOR RELIEF LOAN
26.34 DECLARATION FORM FOR OBTAINING RELIEF LOAN
26.35 STATEMENT OF FLOOD / CYCLONE / DROUGHT / EARTHQUAKE LOAN
GRANTED TO STAFF
26.36 DRAFT OF CERTIFICATE
29
26.37 APPLICATION FOR PERSONAL LOAN
26.38 SPECIMEN OF LETTER OF AUTHORITY ADDRESSED TO THE
TRUSTEES OF THE PROVIDENT FUND AND GRATUITY FUND TO BE
OBTAINED FROM THE EMPLOYEE / BORROWER
26.39 SPECIMEN OF LETTER OF AUTHORITY ADDRESSED TO THE
TRUSTEES OF THE PROVIDENT FUND AND GRATUITY FUND TO BE
OBTAINED FROM THE NOMINEE(S) OF THE EMPLOYEES FOR
HIS/HER PROVIDENT FUND BALANCE
26.41 LETTER TO BE EXCHANGED IN CASE OF LOANS/ADVANCES TO STAFF ON

COMMERCIAL RATES IN CASE OF EXISTING LOANS)
26.42 DELEGATION OF FINANCIAL & ADMINISTRATIVE POWERS: INDIVIDUAL
HOUSING LOAN SCHEME
27 MISCELLANEOUS MATTERS
27.1 PROVISION OF BRIEFCASES TO OFFICERS FOR OFFICIAL USE
27.2 BANKERS’ CLUBS-MEMBERSHIP
27.3 DEPUTATION OF OFFICERS OUTSIDE THE BANK
27.3.1 GENERAL GUIDELINES
27.3.1.1 MAINTENANCE OF SERVICE FILE, LEAVE RECORD, SANCTION
OF LEAVE INCREMENTS, ETC.
27.3.1.2 GUIDELINES REGARDING PERQUISITES TO BE PROVIDED TO
THE DEPUTATIONISTS
27.3.1.3 PROCEDURE TO BE ADOPTED FOR RECOVERING EXPENSES
FROM BORROWING COMPANIES/ORGANIZATIONS
27.3.1.4 GENERAL
27.3.2 DEPUTATION TO DISTRICT INDUSTRIES CENTRES
27.3.3 DEPUTATION TO REGIONAL RURAL BANKS
27.3.3.1 INCENTIVE TO OFFICERS DEPUTED AS CHAIRMAN AND
GENERAL MANAGER OF REGIONAL RURAL BANK
27.4 PAYMENT OF HONORARIUM FOR PROFICIENCY IN FOREIGN
LANGUAGE
27.5 DUTIES OF RURAL DEVELOPMENT OFFICERS
27.6 PRESENCE OF RETIRED OFFICERS IN COURT CASES-PAYMENT OF
TRAVELING EXPENSES
27.7 RECORDING OF SPECIMEN SIGNATURE NUMBER IN SERVICE SHEET
27.8 CIRCULATION OF SPECIMEN SIGNATURES: AVOIDING
LAPSES/SHORTCOMING
27.9 JOINING OF STRIKE BY OFFICERS IN SENIOR MANAGEMENT GRADE
27.10 IIB DIAMOND JUBILEE FELLOWSHIP
27.11 LORD ALDINTON BANKING RESEARCH FELLOWSHIP
27.12 INDIA BASED TRAINEE OFFICERS
27.13 PRESENCE OF OFFICERS IN COURT CASES:GUIDELINES
27.14 TRAINING OF PROBATIONARY OFFICERS/TRAINEE OFFICERS
27.14.1 TRAINING SCHEDULE OF PROBATIONARY/TRAINEE OFFICERS
27.14.2 SELECT SBLCs FOR INSTITUTIONAL TRAINING
27.14.3 PROJECT WORK IN MARKETING
27.14.4 SUBMISSION OF MONTHLY DIARY BY THE Pos/Tos,
CONFIDENTIAL REPORT AND CONFIRMATION
27.14.5 SELECTION OF BRANCHES AND BRANCH MANAGERS FOR TRAINING
30
27.14.6 ROLE OF ASSTT. GENERAL MANAGER(HR)
27.14.7 COUNSELING
27.14.8 PASSING POWERS
27.14.9 RULES REGARDING SANCTION OF LEAVE ETC. DURING
INSTITUTIONAL TRAINING
27.14.10 POLICY FOR CONFIRMATION OF PROBATIONARY/TRAINEE
OFFICERS AS MMGS-II
27.14.10.1DETAILS OF THE SCHEME
27.14.10.2TESTING PATTERN
27.14.11EXTENSION IN PROBATION PERIOD OF POs/TOs
27.14.12PENALTY TO PO/TO FOR FAILING IN THE FUNCTIONAL KNOWLEDGE TEST
27.14.13 TRAINING IN (A) HINDI AND (B) FUNCTIONAL HINDI TO NEW POs/TOS
27.14.14 PAYMENT OF TA/MEDICAL BILLS
27.14.15 PAYMENT OF SALARY AND ALLOWANCES OF POs/TOs WHILE ON
PROBATION
27.15 LIST OF SUPERVISING STAFF TO BE PUBLISHED ONLY ONCE A YEAR AS ON 1ST
OCTOBER
27.16 REVISED BUSINESS NORMS FOR CATEGORISATION OF BRANCHES W.E.F 01.10.2006
27.17 REVISITING HR ARCHITECTURE
27.18 IDENTIFICATION OF SPOKESPERSON FOR THE BANK
27.19 PERFORMANCE LINKED INCENTIVE SCHEME FOR
BM/MOD/AGM(BRANCH/REGION)/DGM(BRANCH/MODULE)
27.19.1 ORIGINAL SCHEME
27.19.2 REVISED SCHEME FOR THE YEAR 2006-07
ANNEXURE
27.1 MONTHLY DIARY/REPORT OF/ON POs/Tos

27.2 CONFIRMATION OF POs/TO/s AS MMGS-II:TESTING PATTERN
27.3 WEIGHTAGE & MINIMUM QUALIFYING SCORES
27.4 MONTHLY DAIRY/REPORT OF/ON POs/Tos
27.5 FORM ‘B’ MONTHLY REPORT ON PROBATIONARY/TRAINEE OFFICERS
31
CHAPTER 1
STATE BANK OF INDIA OFFICERS SERVICE RULES :

PRELIMINARY
(The rules in this Chapter refer to rules of SBI Officers Service Rules, 1992.)
1.1 SHORT TITLE AND COMMENCEMENT OSR : 1
1. These rules may be called State Bank of India Officers

Service Rules, ''1992''.
2. Except otherwise provided in these rules, they shall come into

force with effect from the 1st day of January 1992.
1.2 OFFICERS TO WHOM THE RULES SHALL APPLY OSR : 2

1. These rules shall apply to all officers of the Bank who are
appointed or promoted to any of the grades mentioned in Rule
4 and also to whom any of the following sets of Rules as
amended or as deemed to have been amended by the
Central Board or the Executive Committee are applicable,
namely :-
i) Rules governing the service of Officers in the Imperial Bank

of India;
ii) Rules governing the service of Assistants in the Imperial

Bank of
India;
iii) State Bank of India (Supervising Staff) Service Rules; and
iv) State Bank of India Officers (Determination of Terms and

Conditions of Service) Order, 1979.
2. These rules shall also apply to such other employees,

officers and advisers of the bank to whom these may be
made applicable by the competent authority to the extent and
subject to such conditions as it may decide.
3. These rules shall also apply to officers

transferred/posted/deputed outside India except to such extent
as may be specifically or generally prescribed by the
competent authority.
4. These rules shall, however, not apply to employees, officers and

advisers appointed/engaged in any country outside India and
permanently serving there.
32
1.3 DEFINITIONS OSR : 3(1)
1. In these rules, unless there is anything repugnant to the

subject or context :-
(a) "Appointing Authority" means such authority as

designated in accordance with Regulation 55 of the
State Bank of India General Regulations, 1955;
(b) "Bank" means the State Bank of India;
(c) "Calendar Year" means the period commencing from 1st

day of January of a year and ending with the 31st day
of December of the same year
(d) "Central Board" means the Central Board of Directors of

the Bank;
(e) "Chief General Manager" means the Chief General

Manager of the Circle in the case of an officer serving
in a Circle and the Chief General Manager in charge of
personnel area in the case of an officer serving in
Corporate Centre establishments;
(f) "Competent Authority" means the authority designated

as such for specific purposes by the Central Board or
the Executive Committee;
(g) "Deputy Managing Director" means a Deputy Managing

Director appointed as such by the Bank;
(h) "Disciplinary Authority", "Appellate Authority" and

"Reviewing Authority" means, respectively, the
authorities specified as such by the Executive
Committee from time to time;
(i) "Emoluments" means the aggregate of salary and

allowances, if any;
(j) "Executive Committee" means the Executive Committee

of the Central Board ;
(k) "Family" means and includes spouse of the officer (if

the spouse is not an employee of the bank) and the
children, parents, brothers and sisters of the officer
wholly dependent on the officer but shall not include
the legally separated spouse;
(l) "Managing Director" means the Managing Director of

the Bank and shall include a Deputy Managing Director;
(m) "Officer" means a person fitted into or appointed to

or promoted to any of the grades specified in rule 4 and
shall also include any specialist or technical person so
33
fitted or promoted or appointed and any other
employee or adviser to whom the provisions of these
rules have been made applicable under rule 2;
(n) "Pay" means basic pay including stagnation increments;
(o) "Probationary Officer" means an officer appointed as

such and fitted in the Junior Management Grade.
(p) "Promoting Authority" means such authority as

designated in accordance with the Regulation 55 of
the State Bank of India General Regulations, 1955;
(q) "Public Servant" means a person defined as such in

Section 21 of the Indian Penal Code as amended from
time to time;
(r) "Salary" means the aggregate of pay and dearness

allowance;
(s) "Trainee Officer" means a person appointed as such

from the staff of the bank and fitted in the Junior
Management Grade;
(t) "Year" means a continuous period of twelve months.
Note : Terms and words not defined in these rules shall have the
meaning assigned to them in the State Bank of India Act, 1955,
and the Regulations framed under Section 50 (2) thereof.
2. The Central Board reserves the right of changing the rules here OSR : 3(2)
laid down from time to time provided that every new rule or
alteration in an existing rule shall take effect, unless
otherwise directed by the Central Board, from the date on
which the new rules or alteration is passed by it in a resolution.
3. When a new rule or alteration in an existing rule is passed by OSR : 3(3)
the Central Board, it shall be issued in the form of a circular.
34
CHAPTER 2
APPOINTMENT, PROBATION & CONFIRMATION
2.1 APPOINTMENT
OSR:14(1)
1. All appointments in, and promotions to, the officers' grades shall be made by the
competent authority in accordance with the policy or guidelines, if any, laid down in
this behalf by the Central Board or Executive Committee.
However, the Corporate Centre has clarified the Executive Committee of the Central Board
at its meeting held on the 6th November 2004 has designated the senior of the two General
Manager as the authority for appointment in and promotion to JMGS-I, MMGS-II and
MMGS-III in the Cicles. In Circles which will have only the General Manager, the lone
General Manager has been designated as the competent authority for the above purpose.
(Corp. Centre Cir No. CDO/P&HRD-CM/40/2004-05)
Note :
i. Subject to such norms as may be prescribed by the Bank, such appointments

and promotions will be subject to medical fitness and sound constitution of the
person concerned to be certified by one or more qualified medical practitioners
approved by the Bank.
ii. Such appointments may be subject to verification of antecedents, as may be

prescribed by the Bank from time to time.
2. A person entering the service of the Bank as a Probationary Officer shall deposit with the
Bank in cash a sum of Rs.1000/- as security for the due observance and performance by
him of the duties of his employment.
Provided that the Bank may in lieu of a cash deposit accept an approved personal surety in
which case the Bank shall deduct every month ten percent of the Probationary Officer's
basic pay during the period of his probationary service until an aggregate of Rs.1000/- has
been so deducted and the amounts so deducted (with interest accrued thereon) shall be
retained by the Bank until dealt with in accordance with sub-rule(3) or sub-rule(5).
3. Should a Probationary Officer who has entered the service of the Bank as such leave the
service in contravention of the provision to sub-rule(1) of rule 20 or should the Bank sustain
a loss occasioned by dishonesty or neglect of duty on the part of the Pobationary Officer,
the Bank shall be entitled to forfeit the cash deposit of Rs.1000/- or a sum total of the
deductions made from the salary (with all interest accrued thereon) and in the latter case
the surety shall be liable to pay to the Bank such amount as is provided for in his security
bond.
4. So long as the security referred to in sub-rule (2) has not been forfeited in terms of the
provisions of sub-rule (3), the Bank shall pay to the Probationary Officer every six months
throughout his probationary period interest on his cash deposit of Rs.1000/- at the rate
applicable to twelve months' staff deposits or, if a personal surety has been accepted in lieu
of cash deposit, shall credit the Probationary Officer every six months with interest at the
aforesaid rate on the sum total of the deduction made from his salary.
35
5. Provided it has not been forfeited in terms of the provisions of sub-rule(3), the cash deposit
of Rs.1000/- (with interest unpaid, if any) or, if a personal surety has been accepted in lieu
of a cash deposit, the sum total of the deductions from salary (plus interest thereon) shall
be returned to the officer on his ceasing to serve the Bank as Probationary Officer or shall
be paid to his representative in the event of his death.
2.2 PROBATION
OSR-. 15(1)
1. A person appointed as a Probationary Officer or a Trainee Officer shall be on probation for a

period of two years.
OSR-. 15(2)
2. Any other employee promoted as an officer to the Junior Management Grade shall be on
probation for a period of one year.
OSR-.15(3)
3. Any other person appointed to any grade including the Junior Management Grade shall be
on probation for such period as may be decided by the competent authority.
4. Provided that the competent authority may, in the case of any officer, reduce or dispense with
the period of probation under this rule.
5. The competent authority for this purpose shall be the concerned appointing/ promoting
authority. The period of probation will be two years in the case of all appointments other
than contract appointments. This provision will also apply to the appointments made in the
Bank for the posts of Law Officer, Security Officer, Engineer etc.
Corp. Centre letter No.ADM/44243 Dt.11.11.1982
2.3 CONFIRMATION
OSR-.16(1)
1. An officer referred in rule 15 shall be confirmed in the service of the Bank, if in the
opinion of the competent authority, the officer has satisfactorily completed the
training in any institution to which the officer may have been deputed for training, and
the in-service training in the Bank. Provided, the Bank may at its discretion, subject to
the merits and suitability of a Probationary/Trainee Officer for future Leadership role,
being determined through a screening process to be prescribed by the Central
Human Resources committee may confirm and give placement (fitment) for such
officers in MMGS - II.
Provided that an officer directly recruited in any grade may be required also to pass a test
in a language other than his mother tongue or a professional course.
The salient features of the scheme are given hereunder :
i) The scheme would be applicable to Probationary Officers/Trainee Officers whose
confirmation is effective after the date of approval of the scheme i.e. Dec. 04, 2003. Thus,
36
Probationary Officers/Trainee Officers who are confirmed after 4th December, 2003 would be
covered under the scheme. However, POs/TOs whose effective date of confirmation is prior
to 4.12.2003 will not be covered under the scheme.
ii) Only the meritorious of the Probationary Officers/Trainee Officers identified through a
screening process would be confirmed in MMGS-II and not all officers as a matter of routine.
The screening process will consist of written test and/or Group Discussion and interview and
will replace the second stage of evaluation test of the Probationary Officers/Trainee Officers
on training.
(Corp Centre No. P&HRD/CM/5/SPL/1033 dt. 20.12.03)
2.4 SCREENING FOR CONFIRMATION IN MMGS-II
It has been decided that the following pattern will be followed for the screening process :
i) A written examination will be conducted to test the functional knowledge of the
officers eligible for confirmation. An officer would have to score 75% overall in
this test which would be of 31/2 hours duration and carry maximum marks of
200. Test pattern is placed at Annexure 2.1
ii)The officers shall be subjected to an exercise to assess certain competencies of the
officers and managerial attributes. The test will be of 20 marks with a minimum
qualifying marks of 50%.
iii) The eligible officers who score the minimum qualifying mark of 75% in the
written test, 50% in the competencies and managerial attributes assessment
exercise and overall 70% would be subjected to a Group Discussion/Interview
in which they will have to score a minimum of 75% marks. The Group
Discussion/Interview will be of 40 marks.
iv) Eligible officers who score the minimum marks laid down in each of the three
exercises mentioned above will be confirmed in MMGS-II.
2. Officers who do not secure the minimum qualifying marks as laid down will be considered
for confirmation in JMGS-I. For confirmation in JMGS-I, an officer will have to score a
minimum mark of 50% in the written test on functional knowledge. Their performance in the
other two processes, viz. simulative exercises and group discussion/interview will not be
considered for the purpose of confirmation in JMGS-I.
3. The screening process will replace the 2nd evaluation test for a batch due after 85 weeks
of training. CRPD will arrange for conduct of the written test on functional knowledge.
(Corp Centre No. P&HRD/CM/5/SPL/5058 dt. 05.03.04)
4. The POs/TOs confirmed as MMGS-II will have to undergo a medical fitness test as
required for other MMGS-II officers.
5. In respect of all POs/TOs who are confirmed as MMGS-II under new policy, it must be
ensured that they complete their mandatory assignments in time to make them eligible for
promotion to MMGS-III.
OSR-.16(2)
2. If, in the opinion of the competent authority, an officer has not satisfactorily completed either
or both the trainings referred to in sub-rule (1) or if the officer has not passed the test referred
to therein or an officer's service is not satisfactory, the officer's probation may be extended by
a further period not exceeding one year.
37
OSR-.16(3)
3. Where during the period of probation, including the period of extension, if any, the competent
authority is of the opinion that the officer is not fit for confirmatio n :-
(a) in the case of a direct appointee, his services may be terminated by one month's
notice or payment of one month's emoluments in lieu thereof, and
(b) in the case of a promotee from the Bank's service, he may be reverted to the grade
or cadre from which he was promoted.
38
ANNEXURE-2.1
Part A :
120 objective type questions carrying half mark each with following break-up
Weight
General Banking (Systems & Procedures, Banking Law & Practice) 20%
Technology 10%
Personal Banking 20%
Development Banking 20%
Commercial & Institutional Banking 10%
General Awareness 20%
Total duration : 1 Hour

Total Marks : 60
Part B :
Part B will be of Descriptive Type and will contain 4 sections as follows:
1. Comprehension of a note/proposal in day to day operations 30 marks

and answering question thereon
(2 Qs. Carrying 15 marks each)
2. A correspondence exercise (Note/letter from a Branch/ 10 marks

Administrative Office)
3. Case studies/situational analysis simulating practical 60 marks

problems in the Banking environment.
4. Rationale for banking practices and Bank's policies 40 marks

(20 Qs.)
Total duration : 21/2 Hours
Total Marks : 140
Note :
a. There will be no options in any of the sections.

b. In Part B, the comprehension and correspondence section would compulsorily have to
be attempted in English. The rest of the paper may be answered in English or Hindi.
39
CHAPTER 3
SUPERVISING STAFF PROMOTION POLICY

3.1 GENERAL
3.1.1. OSR-17 (1)
Promotions to all grades of officers in the Bank shall be made in accordance with the policy
laid down by the Central Board or the Executive Committee from time to time.
3.1.2. OSR-17 (2)
Permanent vacancies in officers grades/scales shall be filled by promotions or otherwise,

but the Appointing Authority reserves the right not to fill all or any such vacancy.
3.1.3. OSR-17 (3)
No permanent vacancy in any grade/scale of officers shall be deemed to have occurred

unless it is in accordance with the guidelines laid down by the Executive Committee in this
regard.
Explanation:
For the avoidance of doubts, it is clarified that the provisions of this rule shall also apply to
promotions of any category of employees to the Junior Management Grade.
3.1.4. Circles have been vested with discretion to carry out promotions from JMGS 1- to MMGS II
commencing from promotions due from 1.8.1986 and MMGS II to MMGS III from 1.8.1987
against sanctioned vacancies.
3.1.5. The promoting and appellate authorities for various scales and grades of officers are as
under:
OSR 14(1)
Appointing Promoting Appellate

Authority Authority Authority
------------ ----------- --------------
JMGS I GM GM CGM
MMGS II GM GM CGM
MMGS III GM GM CGM
SMGS IV & V CGM CGM DMD&CDO
TEGS VI & VII ECCB ECCB No appeal
TEGSS I & II ECCB ECCB No appeal
(Corp Centre Cir. CDO/P&HRD-CM/40/2004-2005 of 13.11.04)
40
3.2 PROMOTION POLICY FOR GENERAL CADRE OFFICERS FOR
PROMOTIONS UPTO SMGS V
3.2.1. The Executive Committee of the Central Board in its meeting held on the
8th September 2003 has approved the revision in the promotion policy for promotions up to
SMGS-V for implementation with effect from the promotion year, i.e. 2003-2004. The policy
has the following objectives:
-To plan and make available suitable and competent officers in various grades for manning
positions as per succession plan;
-To provide career progression and professional growth opportunities to the officers; and
-To identify officers having excellent track record and potential at early stage of their career
and groom them for assuming leadership role in future.
3.2.2. 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.
3.2.3. Vacancies:
In the beginning of each promotion year, an estimate of vacancies to be filled up during that
year in each grade shall be made by the concerned Appointing/Promoting authorities, who
would also finalise the number of vacancies to be filled as per Bank’s needs/requirements,
before the promotion process is completed.
3.2.4. Option:
a) Such of those officers who do not find themselves well equipped to participate in the
Normal Channel or Fast Track promotion process, may opt out of the promotion exercise
for the concerned promotion year, or for more than one year, at their volition, by submitting
an application on the lines of the format given in Annexure 3.2. In absence of the option,
the Bank will presume that the officer wishes to participate in the promotion process and if
he does not later on participate in the entire promotion exercise or absents himself at any of
the stages thereof, he will be deemed to have lost one chance, irrespective of the reason
for which the officer absents himself. For this purpose, a circular will be issued by the
Circles/P&HRD Department, Corporate Centre 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.
b) Officers upto SMGS-IV may also opt out of participating from all future promotions, i.e. from
JMGS-I to MMGS-II, MMGS-II to MMGS-III, MMGS-III to SMGS-IV and from SMGS-IV to
SMGS-V by submitting a letter on the lines of Annexure 3.3. 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 (two) years from the date the option to opt out from promotion process was given. They
will be considered eligible to participate in the promotion process provided they have
completed all the mandatory assignments in terms of the promotion policy in force at the
time from a prospective date, i.e. from a date after they have completed the deficit
mandatory assignments, if any. This would apply to all officers who seek to withdraw their
earlier refusal for promotion, even though given prior to issue of the revised
policy/guidelines.
41
3.2.5. Date of effect of Promotions:
All the promotions under this policy would be effective from the date of declaration of
results or date of approval of the promotions by the Appointing/Promoting Authority.
However, in case of officers eligible for promotion from a retrospective date and found
suitable for promotion, the promotion will be given effect from the date from which other
officers of the relevant grade were promoted.
3.2.6. Date of Eligibility:
The date of eligibility will normally be the date of commencement of the promotion year or a
date notified by DMD & CDO.
3.2.7. 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 various grades will be as under:
Grade No. of Years of Service in the Present Grade
Normal Channel Fast Track Channel

JMGS I – MMGS II * 6 years 2 years
MMGS II – MMGS III* 5 years 2 years
MMGS III - SMGS IV* 5 years 2 years
SMGS IV – SMGS V* 5 years 2 years
* However, the officers considered for promotion as from 1.11.02 will be considered eligible
for promotion during the promotion year 03-04 also even if they do not meet the service
eligibility criteria, provided they meet other eligibility requirements and are not debarred for
any reason.
Note:
While for the purpose of fulfilling service eligibility criteria, probation period served in the
existing grade would also be counted, only officers confirmed as on the date of eligibility
would be eligible to participate in the Promotion Process.
b) Residual service in the Bank
The candidates, to become eligible for promotion, should have a minimum of two years’
residual service with the Bank on the date of eligibility. For the 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) Number of Chances
The officers having exhausted the under noted number of chances will not be eligible for
consideration for promotion:
42
Fast Track - 2
Normal Channel - 4
A chance shall be deemed to have been availed if an officer does not opt out of Fast
Track/Normal Channel promotion and he will be deemed to have availed the chance even if
he absents himself from participating in the entire promotion process or any one of the
prescribed stages of the promotion process for any reason. The chances availed from the
promotion year 2003-04 onwards will only be counted for determining the number of
chances availed.
However, it has been observed that various eligibility/qualifying criteria (AARF score,
written test qualifying score, allocation of vacancies etc.) under the Normal Channel
process are less rigorous than those prescribed under the Fast Track Channel and as such
these officers have a better chance of getting selected under the Nomal Channel than in
the Fast Track Channel. Therefore, effective from the promotion year 2005-2006, there is
no need to consider the offices for promotion under Fast Track Channel, once they become
eligible for consideration under Normal Channel. Accordingly, henceforth, on becoming
eligible for consideration under Normal Channel, the un-availed chances under Fast Track
will not have any relevance and such officers will be eligible to be considered under only
Normal Channel, if otherwise eligible, except in the case of backdated promotions on
account of their being debarred during the relevant period etc. In such cases of backdated
promotions, the officers will concurrently participate in the Fast Track and Normal Channel
till they exhaust their Fast Track Chances.
(Corp Centre Cir. CDO/P&HRD-CM/66/2004-05)
d) Mandatory Assignments
Besides 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 various grades, the
completion of the under noted assignments will be mandatory:
2 years service in Rural/Semi-urban Branch (es) and

For MMGS III* 2 years satisfactory, operational or line assignment or
independent line assignment
For SMGS IV* 3 years service in Rural/Semi-urban Branch (es) and
2 years satisfactory independent line assignment
* Provided that-
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.
Officers will be considered eligible for promotion only after satisfactorily completing the
relative mandatory assignments.
In case an officer has not completed the required mandatory assignment by the date of
eligibility for promotion to the relevant grade, 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.
43
e) AARF Score
The officer should have secured minimum AARF score as given hereunder during the last
four years (for other than MMGS-II Fast Track)/two years (for Fast Track – MMGS –II):
MINIMUM AARF SCORE (EACH YEAR)

i) Fast Track 90 *
ii) Normal Channel 60
* There may be officers due for consideration for promotion to MMGS-II and MMGS-III not
having the required number of AARFs written on them, as the eligibility period includes
probation period of 2 years. Training period reports on such officers may be converted into
equivalent AARF rating marks for the above purpose and preparation of Promotion
Appraisal Form in terms of the system given in Annexure 3.4.
However, to provide for aberrations in the otherwise consistent performance of an officer

and also to ensure that the overall high standards are not diluted, effective from the
promotion year 2005-2006, it has been decided that for promotions to MMGS-III, SMGS-IV
& SMGS-V those officers who have an aggregate AARF score of 380 or more in relevant
four years would also be eligible to be considered under the Fast Track Channel, even
though they have a score less than 90 in one or more years.
Similarly for promotion to MMGS-II under the Fast Track Channel, where only two years
AARFs are considered, officers who have an aggregate AAF score of 190 or more in
relevant two years would also be eligible to be considered even though they have a score
less than 90 in any one year.
f) 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.
3.2.8. Allocation of Vacancies:
For MMGS-II & MMGS-III For SMGS-IV & SMGS-V

Fast Track 35% 35 %
Normal Channel 55% 65 %
3.2.9. Promotion Appraisal Form (PAF):
Promotion Appraisal Form based on the last four years AARFs (two years in case of
MMGS II - Fast Track) will be prepared on all the officers, who are eligible to participate in
the promotion process and have not opted out.
The Promotion Appraisal Form has been redesigned with a view to simplifying the Form as
also to make it objective and transparent. Accordingly, instead of differing weightages
which were hitherto being assigned to marks given under AARF-III/III-A and AARF-IV/IV-A,
the aggregate score awarded in the AARF would be taken in the Promotion Appraisal Form
thus making the conversion simpler.
44
Effective from the promotion year 2005-2006, to provide a more appropriate balance
between the various components of the promotion process, the weightages in the overall
merit for promotions to SMGS-IV & SMGS-V have been realigned as under:
REVISED
(In %age)
AARF Score : 35
CGM Recommendations : 20
Written test : 35
Interview : 10
--------------
Total 100
--------------
The assessment under the CGM's recommendations would be on the following attributers
with a maximum score for each parameter indicated against them :
- Ability for proactive action 4

- Variety of Assignments 4
- Strategic vision & execution capabilities 3
- Problem Solving & Decision Making 3
- Team Building & Motivator 3
- Customer & Marketing Orientation 3
---------------
Total 20
--------------
The amended Promotion Appraisal Form for promotions to SMGS-IV & SMGS-V is placed
at Annexure 3.26.1.
Further, the current system of evaluation of Promotion Appraisal Forms by a team of senior
officers has also been dispensed with. The AARFs and the scores on the above simplified
Promotion Appraisal Forms will be examined by the Recommending Authority and a
certificate on the lines indicated on the revised Promotion Appraisal Form will be
incorporated. The promoting/appointing authorities will take into consideration the reviewed
AARFs of the relevant years and the certificate of the recommending authority on the
Promotion Appraisal Form while deciding the promotion of the candidates and will
incorporate a suitable confirmation to this effect in his orders effecting promotions.
3.2.10. Written test:
For promotions to all grades upto SMGS-V, officers who are otherwise eligible for
promotion on satisfying various eligibility criteria, have not opted out of promotion process
and or are not debarred from taking part in the promotion process due to imposition of
penalty and who have secured in the last four (two in case of Fast Track-MMGS-II) AARFs
minimum stipulated marks will be eligible to write the written test to be held for the relevant
grade. The minimum percentage of marks required in the written test to qualify for being
considered for inclusion in the Zone of Consideration will be as under:
Minimum percentage of marks required

Fast Track
MMGS II, MMGS-III 70%
SMGS-IV & SMGS-V
Normal Channel
45
MMGS II, MMGS-III 50%
SMGS-IV & SMGS-V
In this connection the written test for all promotions will be administered on the following
lines:
There will be a common written test both for Normal channel and Fast Track or separate
tests as deemed necessary for each grade on a pre-appointed date and time in all circles
The preparation of question paper and evaluation of answer books may be arranged by the
Bank internally or through an outside agency like IBPS etc. who have experience in this
area. The engagement of a reputed agency to conduct the written examination would lend
credibility to the examination system and their experience would help the Bank in designing
the written test of a type which takes into account the competencies, knowledge and skills
required for various grades of officers.
The marks and their percentile score in the written test will be advised to the candidates.
The structure of the written test would be designed keeping in view the competencies and
skills required at various grades and roles and responsibilities expected to be discharged.
Accordingly, the test for promotions to MMGS-II & MMGS-III may be of a different pattern
than that’s there in the test for promotions to SMGS-IV & SMGS-V.
3.2.11. 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, are not debarred from promotion on account of rigour of
punishment and have not been declared unfit for promotion in the written examination, shall
constitute the Zone of Consideration. The criteria for becoming unfit for promotion shall be
as under:
- Has not completed mandatory assignments.

- Has exhausted all the chances.
- Has secured less than qualifying marks in AARF.
- Has secured less than qualifying marks in written test.
Although there may be a common test, separate Zones of Consideration will be prepared
for Normal Channel and Fast Track promotions.
3.2.12. Concession to SC/ST officers:
The concession to SC/ST officers in the matter of promotions to the MMGS-II & 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 candidate 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.
3.2.13. Zone of Selection:
All the officers in Zone of Consideration will be listed in the descending order of merit and
number of officers twice (2 times) the number of vacancies taken from top of the merit list
will form the Zone of Selection. In case more than one officer secures the marks equivalent
to cut off mark, all such officers will enter the Zone of Selection even if the number exceeds
the stipulated 2 times. However, if there are common candidates qualifying for inclusion in
the Zone of selection for fast track as well as for normal channel, the Zone of Selection for
Normal channel would be increased by the number of such common candidates.
46
In case less than the requisite number (i.e. less than twice the number of vacancies) of
candidates qualify for inclusion in the Zone of Selection, the select list would be restricted
to not more than half the number (of candidates) in the Zone of Selection to maintain
desired level of selectivity in the process. Also if the required number of suitable candidates
are not available, the vacancies remaining unfilled will be carried over to the next promotion
year.
Effective from the promotion year 2005-2006, the existing stipulation for maintaining the
selectivity ratio at the time of finalizing the select list, i.e. 2:1 for Fast Track and Normal
Channels and 3:1 for Seniority-cum-Merit Channel, has been dispensed with. Accordingly,
the available vacancies may be filled in from the candidates qualifying in the Zone of
Selection, subject to their being founde fit in interview.
For Promotions to MMGS-II and MMGS-III Circle-wise merit lists would be prepared. For
the purpose, eligible officers in the Corporate Centre establishments, departments,
associates, subsidiaries and on deputations will be considered along with their respective
parent Circles, i.e. the Circle where they were last posted. However, for promotions to
SMGS-IV & V, All India Merit list would be drawn.
3.2.14. Interview:
The interviews will be conducted by a Committee appointed by the Promoting/Appointing
Authority. Multiple Committees for the purpose may be formed, if required. The interview
committee(s) for promotion to various grades will be constituted in terms of structure given
in Annexure 3.11.
For promotion to SMGS IV & SMGS-V in addition to individual interview, Group

Discussions may be introduced at the discretion of Central Human Resources Committee.
There will not be any separate marks for group discussion. The interview committee will,
however, give due weightage to the performance of a candidate in the group discussion
while awarding marks for interview. Further, Central Human Resources Committee will also
have the discretion to include an outside expert in the interview panel for promotion to
SMGS-IV and SMGS-V.
The minimum qualifying Group Discussion/Interview marks for promotion to all the grades
will be 40%.
The respective promoting/appellate authorities may permit conduct of interviews of some or

all the candidates through Videoconference.
3.2.15. Process of Selection:
A final merit list based on composite score of Promotion Appraisal Form, written test and
group discussion/interview taken in their assigned proportion, given below, will be drawn on
the basis of marks awarded to all officers in the Zone of Selection who score equal to or
more than the minimum qualifying marks in the interview. While the working sheets in this
regard are given in Annexure 3.4 & 3.5, the proportion in which the various marks will be
taken for the purpose of final merit is summarised hereunder:
Proportions in which scores are to be taken in the

final merit
PAFs Written Test Interview
47
MMGS-II Fast Track 20% 70% 10%
MMGS-II Normal channel

and both fast track and 40% 50% 10%
Normal channels for
promotions to MMGS-III,
SMGS-IV & SMGS-V
In case more than one officer secures marks equivalent to cut off mark, all such officers
should 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 year’s vacancies. However, in case of their
number exceeding by more than 5%, the final selection will be restricted to the exact
number of vacancies and will be determined on the basis of inter-se seniority.
3.2.16. Promoting and Appellate Authorities:
For all grades upto SMGS-V, the Promoting and Appellate authority for various grades
would be as given in Annexure 3.6. However, in case of need, on the recommendation of
Dy. Managing Director & CDO, the Chairman, will have authority to appoint/change
Promoting or Appellate Authority for any of the grades in a promotion year or more
promotion years.
3.2.17. Sealed Cover Procedure:
Sealed cover procedure shall be applicable in respect of promotions upto SMGS-V when
the work and conduct of an officer has been investigated and records of the case have
been duly examined by the disciplinary authority who has decided and ordered initiation of
disciplinary proceedings and to serve a charge sheet under SBI Officers’ Service rules or
CBI or any other investigating agency has filed a charge sheet and commenced trial in the
court of law (after filing of FIR and completion of investigation).
The other instructions related to sealed cover procedure and debarment policy as
amended/modified from time to time will continue to be followed.
3.2.18. Time frame for Submitting Appeal against non-promotion:
An aggrieved officer may prefer an appeal to the Appellate Authority within 30 days from
the date the promotions are circulated, as per extant policy. However, no appeal will lie
against non-promotion under Fast Track channel. In case of Normal Channel promotions,
only the officers qualifying for Zone of Selection can appeal against their non-promotion, as
hitherto.
3.2.19. Medical Examination:
In respect of promotions to MMGS II and above promotion of the officers will be subject to
medical fitness of the officers selected for promotion.
3.2.20. General:
Clarification on the policy, if any, shall be given by the Deputy Managing Director &
Corporate Development Officer in consultation with Central Human Resources Committee
and his decision shall be final and binding on all concerned.
48
3.2.21. Promotions up to SMGS-V – Written Test
Pattern of test for fast track & normal channel:

The pattern of test for promotion to MMGS II , MMGS III, SMGS-IV & SMGS-V under the
Fast Track and the Normal channels are detailed in the Annexures
3.21,3.22,3.23,3.24,3.25,3.26 and 3.27.
3.3 EXEMPTION FROM RURAL SERVICE

(P&HRD/CM/8/35Dt.14.06.2002)
3.3.1. Based on the autonomy given by the Govt. of India to Banks to give exemptions from
rural/semi-urban posting in view of specialised nature of duties of certain officers and the
need for using the services of the officers having professional/specialised qualifications
and/or experience in the related areas for sufficiently long time, a scheme for exemption
from rural/semi-urban assignment and/or line/operational assignments has been formulated
as under:
3.3.2. Officers having undernoted qualifications and/or those who have experience in the
assignments indicated below will be eligible to be considered for exemption from
rural/semi-urban assignment and/or line/operational assignments:
a) EDUCATIONAL QUALIFICATIONS:
i. CA, ICWA, CFA
ii. B.Tech, B.E., M.Tech (Engineering graduates)
iii. M.B.A.
iv. M.C.A.
v. C.I.S.A.
Educational qualifications only from the recognised universities and institutions of repute
recognised as equivalent by the appropriate/Govt. authorities. and as notified by DMD &
CDO at Corporate Centre will be acceptable. The universities/institutions falling in the
undernoted category will be considered acceptable.
i. All Central and State Universities i.e. the Universities formed by the Acts of the Central
Govt./State Governments.
ii. All Indian Institutes of Technology (IITs).
iii. All Regional Engineering Colleges.
iv. All other Institutes/Colleges/Courses recognized by AICTE (All India Council for
Technical Education, New Delhi).
v. All Indian Institutes of Management (IIMs).
vi. All the Institutes/Colleges/Universities recognized and funded by UGC (Universities

Grant Commission).
vii. Institute of Chartered Accountants of India, Institute of Cost and Works Accountants of
India and Institute of Chartered Financial Analysts of India.
49
viii. EDP Auditors Associations Inc. USA (EDPAA) for Certified Information Systems Auditors
Examination (CISA).
A list of the UGC recognised important universities and institutions is given in Annexure
3.14.
b) ASSIGNMENTS:
i. Credit Management
ii. Forex
iii. Treasury
iv. Dealing
v. Marketing
vi. Computer System
vii. Project Finance
viii. Merchant Banking
ix. Investment Banking including merger and acquisition
x. Risk & Asset & Liability Management
xi. Economic Research
xii. IBTOs/IBOs (Returning/Returned to India)
Minimum requirement of experience in the above assignments to qualify for exemption will
be 2 years except such officers who have been specifically selected for training and posting
in any of the identified areas listed in (b) above.
In addition to the above, the Central Human Resources Committee will have discretion to
add/delete any other qualification/ skill in the list depending upon the organisational needs
with the approval of ECCB.
3.3.3. The Circle Management Committee (CMC) and the DMD & CDO in consultation with other
departments will determine the need of skilled officers each year by 30th June and
availability of such officers in the Circles or Corporate Centre. While determining such
need it shall be kept in mind that exemption as proposed in the policy is not extended to a
large number of officers and that such officers will eventually return to conventional/other
banking assignments including posting in rural/semi-urban branches, and after completing
their required assignments, may again be available for skilled assignments.
3.3.4. The Circle Human Resources Committee at LHO & Central Human Resources Committee
at Corporate Centre depending upon the availability of such officers in the Circles and
Corporate Centre may consider, based on the data/ information available to them and if
necessary by means of personal interaction with the concerned officials, shortlist the
candidates who would be granted exemption in that year. The interview committee, if
formed shall consist of one or two members of CHRC at LHO and Corporate Centre and
a member from the department which needs a skilled person can be co-opted to finalise the
list of the personnel who will be considered for listing for exemption. The discretion to
50
grant exemption at Circle level will be vested with the Circle Human Resources Committee
subject to confirmation by the Central Human Resources Committee at Corporate Centre.
3.3.5. In considering grant of exemption the age and experience of the officers as well as career
development will be kept in view. Those who are granted exemption shall be considered
eligible for promotion as per the existing criteria and guidelines except assignment(s) for
which the exemption has been granted. The exemption shall be granted for the period of 6
to 8 years subject to extension upto 10 years at the discretion of the CHRC at Corporate
Centre.
3.3.6. In case an officer granted exemption is not found suitable later on, the Circle Human
Resources Committee at the Circle level and Central Human Resources Committee at the
Corporate Centre will have discretion to withdraw this exemption. The performance of these
officers will be reviewed at half yearly intervals, including once in a year along with their
AARFs and suitable action taken to improve their skills and experience if necessary.
3.3.7. The implementation of the Scheme will be reviewed every 6 months and ECCB kept
advised of the progress.
(P&HRD/CM/8/35Dt.14.06.2002)
3.4 DEBARMENT POLICY (SEALED COVER PROCEDURE)

3.4.1. The Executive Committee of the Central Board has approved the Sealed Cover Procedure
which is as under:
3.4.1.1. Applicability
The Sealed cover procedure shall be applicable in respect of promotion to the next higher
grade/scale and confirmation in the Bank’s service only to the officers in JMGS 1 to SMGS
IV against whom disciplinary action is pending or contemplated.
Disciplinary action shall be deemed to be ‘contemplated’ when
The officer is placed under suspension

OR
The disciplinary authority passes an order to initiate disciplinary proceedings
OR
C B I or any other agency has filed a charge sheet in the court for the purpose of
commencing trial
OR
The Bank has permitted/ has taken decision to permit C B I / other investigating agencies to
prosecute the official.
Disciplinary action shall be deemed to be ‘pending’ when
A charge sheet is served on the officer

OR
The criminal trial on the official has commenced in a court of law.
Whenever a decision is taken by a Disciplinary Authority to initiate disciplinary proceeding

against an officer, the same is communicated, in writing to the officer in a specified format.
It should, however, be ensured that the charge sheet is served on the officer within a
reasonable time of say four to six weeks.
51
In case of officers against whom disciplinary action is pending or contemplated and whose
candidatures are being considered under sealed cover procedure, the following clause
should be incorporated in the call letters to be sent to them:
‘Please note that this call letter to you to attend the interview is without prejudice to the
Bank’s right of initiating /continuing disciplinary proceeding against you’ and ‘does not
revoke /alter the suspension order issued to you vide ------------(if placed under suspension)’
3.4.1.2. Procedure
The procedure is applicable in respect of promotions to the next higher grade/scale and
confirmation in the Bank's service.
i. The findings of the Promoting Authority in case of promotion and those of the competent
authority in case of confirmation are to be recorded separately and attached to the
proceedings in a sealed envelope superscribed 'Finding regarding merit and suitability for
promotion to / confirmation in .... (service / grade / post) in respect of Shri.....' and 'Not to be
opened till after the termination of the suspension/ completion of the disciplinary
proceedings against Shri ...’The order of the Promoting Authority / Competent Authority
need only contain the remark 'the findings are contained in the attached sealed envelope'
(one cover for each officer separately for each promotion /confirmation).
ii. (a) At the time of finalising the promotions, a list of officers found suitable for promotion is
prepared. However, in respect of the officers whose results for promotion cannot be
declared immediately, the findings are held in a sealed cover and recorded separately, and
an indication evidencing that such a cover exists is recorded. If the officer is exonerated of
the charges, the findings of the Promoting Authority, held in sealed cover, are acted upon.
If he is found suitable for promotion, he is promoted thereafter with retrospective effect from
the date he would have been promoted but for the pendency of disciplinary proceedings
against him, against a vacancy in the higher grade that may have arisen in the meantime. If
no such vacancy has arisen, he is promoted to the higher grade with retrospective effect on
a supernumerary basis and absorbed against a future vacancy in that grade.
(b) The procedure stated in ii (a) above is followed, mutatis mutandis, in considering the
confirmation of an officer under suspension and/or against whom departmental
proceedings have been ordered / pending and/or prosecution has been launched in a Court
of Law.
iii.(a) Where the departmental proceedings have ended with the imposition of a minor penalty viz.
censure, recovery of pecuniary loss to the Bank, withholding of increments of pay or
withholding of promotion, the decision of the Promoting Authority, in favour of the
employee, kept in the sealed cover, is not to be given effect to. (Prior to introduction of
'Sealed Cover Procedure', officers punished on the conclusion of the disciplinary
proceedings were not considered during the period of the penalty i.e. during the period of
rigour. This practice is still being followed.)
(b) In the case of imposition of major penalties, all sealed covers are rendered infructuous.
(c) In so far as the confirmation of an officer in similar circumstances is concerned, the

Competent Authority is required to review the case for confirmation immediately after
conclusion of the disciplinary proceedings and if the findings held in sealed cover are in
favour of the officer, he will be confirmed in the relative grade or scale from prospective
date, subject to the provisions of SBI Officers Service Rules.
iv. In respect of officers whose conduct is under investigation or in contemplation of such

investigation either departmentally or by outside agencies, the Sealed Cover Procedure is
applied only after the conclusion of the investigation and where the Competent Authority,
52
on consideration of the report of the investigation, has formed the opinion and has recorded
his orders to the effect that the officer is to be charge-sheeted for departmental action or a
decision is taken and recorded by the Competent Authority to permit prosecution when
such prosecution is proposed. Until the Competent Authority arrives at such a decision and
records his orders in writing, the officer is treated at par with others in the matter of
consideration for promotion and confirmation.
v. If an officer is facing prosecution in a Court of Law on any matter involving moral turpitude
or lack of integrity, his case has also to be dealt with in accordance with the 'Sealed Cover
Procedure' on the lines indicated above.
3.4.2. Effect of debarment on promotion of officers who have been imposed various minor / major
penalties:
Effect of debarment on promotion of officers on whom various minor / major penalties have
been imposed in terms of Rule 67 of the SBI Officers Service Rules 1992 is given below:
(i) Censure: Censure will not be a bar on the eligibility for consideration of the officer for
promotion.
(ii) Withholding of increments of pay with or without cumulative effect: The officer is not eligible
for consideration for promotion for the period his increment(s) is/are withheld.
(iii) Withholding of promotions: The officer will not be eligible for consideration for promotion for
the period specified in the Order of the Disciplinary Authority from the date of his first
eligibility for the next promotion or as otherwise indicated in the Order of the Disciplinary
Authority. In such cases, the finding held in sealed covers, not covered by the period
specified in the order of the Disciplinary Authority, are to be opened and acted upon.
(iv) Recovery of the whole or part of any pecuniary loss from pay or from such other amount as
may be due to him: The officer is not eligible for consideration for promotion until the
amount of the pecuniary loss is fully recovered.
(v) Reduction to a lower stage in a time scale: The officer is not eligible for consideration for
promotion till the rigour period is over i.e. till the pay is restored to the level before the
punishment.
(vi) Reduction to a lower grade or post: The period for which an officer is not eligible for
consideration for promotion is determined depending on the circumstances of each case
and on the decision of the Appointing /Disciplinary Authority.
(vii) Compulsory Retirement, Removal from Service and Dismissal: In all these cases, the
question of eligibility for promotion will not arise.
(CDO/PM/CIR/60 Dt.29.08.2002)
3.5 APPEALS AGAINST NON-PROMOTION

3.5.1. In respect of promotions of officers up to SMGS V, appeal against non-promotion can be
preferred by officers who figure in the Zone of Selection under the Normal Channel for the
relevant promotion. There is no provision for appeal against non-promotion under the Fast
Track Channel
3.5.2. Appeals against non-promotion can be preferred only after declaration of the final results of
the relative promotion.
53
3.5.3. Aggrieved officers may prefer appeals to the appellate authority within 30 days from the
date of the circular after which the appeal would not be entertained.
3.5.4.(a) It is observed that some of the aggrieved officers who submit their appeals against non-
promotion enter into further direct correspondence with Corporate Centre functionaries in
the matter. As the outcome of an appeal is advised to the respective controlling authority
immediately after its disposal by the appellate authority, no purpose is served by such
correspondence with Corporate Centre functionaries. Besides, this leads to considerable
amount of avoidable work load at Corporate Centre.
(b) Members of the supervising staff should, after submission of an appeal against non-
promotion, route correspondence in the matter, if any, only through their controlling
authority, as it is not possible for Corporate Centre to act upon such direct correspondence.
(c) Further, as there is no system of review of the decision of the appellate authority in respect
of an appeal against non-promotion, there should not be any request for such a review
once an appeal has been rejected.
3.5.5. In order to deal with the appeal expeditiously, the following procedure shall be adopted:
(a) The list containing promotions will be circularised to branches as soon as the results are
declared.
(b) An officer who is not promoted but included in Zone of Selection may prefer an appeal
against his non promotion direct to the appellate authority. While preferring the appeal, the
officer should send the original appeal with an extra copy to the appellate authority.
Simultaneously, a copy of the appeal should also be sent to the Asstt. General Manager
(HR) at Local Head Office.
(c) On receipt of the appeal, it will be acknowledged to the appellant at the recorded address,
indicating the date of receipt. A copy of this letter together with a copy of the appeal will be
forwarded by the appellate authority to the P & HR Department for comments.
(d) The appeal will be processed and the General Manager / Chief General Manager will
forward his comments as soon as possible and in any case not later than 30 days from the
date of receipt of the appeal. The decision on the appeal will be communicated to the
officer concerned and, where considered necessary, the officer will also be counselled by
the General Manager / Chief General Manager in regard to the areas of deficiencies as
may be observed by the circle management or as may be communicated by the appellate
authority.
3.6 MISCELLANEOUS ISSUES RELATING TO PROMOTIONS

UPTO SMGS V
3.6.1. Officers who have retired from Bank's service:
Officers who have already retired from Bank's service will not be considered for promotion
to next grade.
(Ref ADM / VB / 507 Dt.04.04.1994)
3.6.2. Clarifications on miscellaneous issues related to promotion policy for general cadre officers
for promotions upto SMGS-V:
3.6.2.1. Eligibility of Officers under ‘Rigour’
54
The new promotion policy provides that officers under rigour as on the date of eligibility will
not be eligible to participate in the promotion process. Whether or not an officer, whose
period of rigour starts after the date of eligibility but before the promotion process is
completed, will be eligible to participate in the promotion process.
Clarification
It is clarified that even where the rigour period starts after the date of eligibility but any time
before the completion of the promotion process, the officer would be rendered ineligible for
consideration for promotion, and will not be eligible to participate in further promotion
process, even if he has participated in a part of the process.
3.6.2.2. It has been advised that Trainee Officers batch of 1997 was confirmed w.e.f. 1.8. 1999 in
July 2000 would be eligible to be considered for promotion to MMGS-II under the normal
channel also. However, as only 3 AARFs are available (as on 31-3-2001, 31-3-2002 &
31.3.2003), the procedure for considering their eligibility for promotion as also for
preparation of the PAF needs to be clarified.
Clarification
It is proposed that the three reports which are available may only be taken for the purpose
of determining the eligibility for participation in the promotion process as also in the
Promotion Appraisal Form. The factor for converting the aggregate score would
accordingly be modified (90/300 for 3 reports instead of 90/400 for 4 reports).
3.6.2.3. Debarment
Authority structure for approval of refusal/revocation of refusal of promotion.
Clarification
There is no need for approval of the refusal. However, the revocation of refusal should be
approved by the controlling authority to ensure that the revocation request is in order and
need for placing such officer on deficit mandatory assignment, if any, is also examined at
this stage itself.
3.6.2.4. Notification of vacancies
Whether notification of vacancies identified for promotion in MMGS-II & MMGS-III is

required to be done?
Clarification
The new policy does not contemplate circularisation of the vacancies for promotion to any
grade.
3.6.2.5 Eligibility of Officers promoted under List-‘B’
In the past, officers who had not completed the requisite assignments were considered for
promotion under List-‘B’. Clarification has been sought as to whether an officer whose
promotion under list-‘B’ from a back date is released after the date of eligibility would be
eligible to participate in the promotion exercise.
Clarification
Officers, whose promotion under List-‘B’ effective from a back date has been released after
the date of eligibility may also be considered eligible to participate in the promotion
exercise. However, it would be the responsibility of the concerned Circle to satisfy that the
concerned officer has satisfactorily completed the deficit assignment and the process of
approval of release of promotion letter to the concerned officer is completed before the
55
promotion test and the officer meets the other eligibility requirement prescribed for his next
promotion.
Where the officer’s promotion under list ‘B’ could not be released in time and he is unable
to participate in the promotion process, he may be considered for promotion as from a back
date in future.
3.6.2.6. Number of Chances
In case an officer does not ‘opt out’ of the promotion process, but is rendered ineligible on
account of low score in the AARF and is thus unable to participate in the promotion
process, will it be counted as a loss of chance?
Clarification
In case an officer is rendered ineligible on account of low score in the AARF it will not count
as loss of a chance.
(Enclosure to Letter No. P&HRD/CM/8/SPL/821 dated 10-11-2003)
3.6.2.7. Officers who qualify for interview under both channels
Clarification
On the basis of legal advice it is clarified that an officer eligible to be considered for
promotion under both the channels, i.e. normal and fast track, who qualifies in the Zone of
Selection under both the channels will be interviewed only once. The marks obtained in the
interview will be taken in both the channels for determination of merit in the final select lists
of the respective channels. However, all such officers should be advised of the same at the
time of advising them of the interview schedule etc. on the lines of draft shown in annexure
3.1.
3.6.2.8. Preparation of Promotion Appraisal Forms on Officers on deputation
Clarification
Promotion Appraisal Form would be prepared by the Circle, in whose area the organization,
to which the officer has been deputed to, is located.
In respect of the officers on deputation to the organizations/departments which have a

functional relationship with Corporate Centre Department (such as ARCIL > Credit
Management Department (Securitisation Cell)), the PAF would be prepared by such
Corporate Centre Department.
(Enclosure to Letter No. P&HRD/CM/8/SPL/760 dated 11.10-2003)
56
3.7 EXECUTIVE SELECTION SYSTEM (ESS)
1. APPLICABILITY
The scope of the Executive Selection System (ESS) would cover all
promotions to the Top Executive Grades, viz.:
Top Executive Grade Scale VI (Deputy General Managers)

Top Executive Grade Scale VII (General Managers)
Top Executive Grade Special Scale I (Chief General Managers)
Top Executive Grade Special Scale II (Deputy Managing Directors)
2. PROMOTION YEAR
The promotion year will be co-terminus with the Bank's financial year i.e. April to March.
The exercise would start immediately after the commencement of the financial year as
business budgets are put in place immediately after the commencement of the financial
year and it would be desirable that new incumbents are in place as early thereafter as
possible. Since confidential reports are also required to be written on the 31st March each
year, compilation of Promotional Appraisal Forms would be facilitated if these are also
compiled as on the 31st March.
3. DIRECTORS' PROMOTION COMMITTEE (DPC)

1. For promotions to TEG Special Scale-II (Deputy Managing Director)
a. Composition:
i) Chairman
ii) Managing Directors in position
iii) Government of India's nominee on the Central Board
iv) Reserve Bank of India's nominee on the Central Board
v) One Director of the Central Board to be nominated by the Central Board
vi) Two outside experts, renowned in the fields of Academics,
Administration/Management to be nominated by the Central Board.
b. Quorum : The minimum quorum for the Directors' Promotion Committee will be six; i.e. five
Board members (i.e. executive/non-executive Directors combined) and one expert.
Provided further that the members mentioned against items 1 (i), (ii), (iii) and (iv) above are
present.
2, For promotions to TEG Special Scale-I (Chief General Manager)
a. Composition:
i) Chairman
ii) Managing Directors in position
iii) Reserve Bank of India's nominee on the Central Board
iv) Two Directors of the Central Board to be nominated by the Central Board
v) Two outside experts, renowned in the fields of Academics,
Administration/Management to be nominated by the Central Board.
b. Quorum : The minimum quorum for the Directors' Promotion Committee will be six; i.e. five
Board members (i.e. executive/non-executive Directors combined) and one expert.
Provided further that the members mentioned against items 1 (i), (ii), and (iii) above are
present.
57
3A. DECISION MAKING RULES :
i) The Directors' Promotion Committee will meet all the candidates in the Zone of Selection, in
individual and group sittings.
ii) The Directors' Promotion Committee will recommend, by consensus, to the Executive
Committee of the Central Board, the Promoting Authority, names of officers found suitable
for promotion. All the members of the Directors' Promotion Committee will have one non-
transferable vote. The DPC will also recommend a panel of names for promotions against
future vacancies in the financial year, as and when they arise. The names recommended
will be in order of inter-se seniority of the officers.
4. SERVICE ELIGIBILITY CRITERIA

The minimum eligibility service for promotions to various Top Executive Grades, which shall
be reckoned as on the 1st April of the relative Promotion Year, shall be as under :
Promotions Service Eligibility Criteria

From/To (as on the 1st April of the relative Promotion Year)
AGM/DGM 3 years
DGM/GM 3 years
GM/CGM 2 years
CGM/DMD 1 year
(Officers under suspension will not be eligible for promotion during the period of
suspension).
2. There shall also be a stipulation regarding the minimum remaining period of service
(residual service). A uniform residual service of 2 years is stipulated in respect of all
promotions to the Top Executive levels. The effective date for reckoning the residual
service will be the 1st April of every year and not the date of promotion. Vacancies shall
also be determined as on the 31st March of the financial year in which the promotions are
being made (i.e. the end of the financial year).
3. Officers who have been called for interview on three occasions for promotion to a particular
grade and are not promoted would be debarred from consideration on one occasion and
thereafter will be called for interview on three more occasions, if otherwise eligible. Not
appearing for interview, for any reason, would however, be counted as a chance. If any of
the officers is not promoted despite giving six chances as above; the officer would be
debarred from further consideration.
5. ZONE OF CONSIDERATION
1. Zone of Consideration will consist of all the repeaters i.e. officials in the qualifying grade
who were not selected earlier, provided that they have not become ineligible in the
meantime on account of lack of residual service, exhausting available chances, plus
candidates from fresh batch(es), if otherwise eligible, taken in order of seniority equal to
twice the number of existing vacancies and vacancies likely to arise in the financial year.
Provided however,
i) if the fresher available are less than twice the number of vacancies, the ECCB/CB
may permit selection of candidates to fill up the existing vacancies and vacancies
likely to arise during the promotion year from the available number of freshers and
repeaters ensuring that the number of freshers are not less than the number of
58
vacancies and the total number of eligible candidates (repeaters and freshers) are
at least equal to twice the number of vacancies to be filled in.
ii) if more than one promotion exercises are conducted during a promotion year and
during the first exercise promotions were made as per (i) above, subsequent
exercise during the same promotion year will also be held on the similar lines, i.e.
by allowing relaxation in the number of freshers if freshers equal to two times the
number of vacancies were not available.
Further, care will be taken to ensure that amongst the freshers, all officers who have
identical seniority as that of the officer standing at the last number representing the Zone of
Consideration are included. Identical seniority would mean officers having identical dates of
promotion not only to the present grade but also to all the previous grade and they should
have enteed/been promoted as an officer on the same date. Because of the stipulation
regarding all officers having identical seniority to be called in, at times, the Zone of
Consideration may go abve the indicative ration of 1:2. The afore said amendments
became effective from the date of appoval of the ECCB i.e. the 11th November 2004.
(Corp Centre Cir No. P&HRD:CM:CIR:41 of 13.11.2004)
2. In addition, there will be a Fast Track Promotion Channel for promotions to TEG Scale-VI,
introduced from promotion year 2003-2004, details of which are given in Annexure 3.27.
The existing system of selection of Deputy General Managers will henceforth be called
“Normal Channel”.
5.1. PROVISION OF OPTING OUT OF THE PROMOTION PROCESS

Effective from the promotion year 2005-2006, a sub para has been included in the
Executive Selection System, with the approval of the Executive Committee of Central
Board, providing thereby a provision for opting out of the promotion process, which reads
as under:
"All officers in Zone of Consideration will be given an option to opt-out of the

promotion process for the particular promotion year before calling for
recommendations on them from their respective controllers. For the candidates
who opt out of the process for a particular year, it will not be counted as a chance
availed and no recommendations on such candidates would be called for from their
controllers for that particular promotion year. Candidates would be required to
submit their irrevocable option within the stipulated period after declaration of Zone
of Consideration, which would remain valid for the particular promotion year."
The aforementioned option will be available to the officers who shall be considered for
promotion to Top Executive Grades from promotion year 2005-2006 onwards. For this
purpose all officers in ZOC would be addressed a letter seeking their option in the matter
and recommendations from the controllers will be called in respect of only those candidates
who do not opt-out of the process for the particular promotion year.
6. PROMOTION APPRAISAL FORMS (PAF)

Promotion Appraisal Forms will be prepared in respect of all officers in the Zone of
Consideration for promotion upto and including the Chief General Manager's grade. The
forms will be submitted by an officer not below the rank of a Chief General Manager.
7. ZONE OF SELECTION
59
For promotions upto and including Chief General Manager's grades, the officers in the
Zone of Consideration who have secured 75% or more marks in the Promotion Appraisal
Form will constitute the Zone of Selection.
In respect of promotions to the grade of Deputy Managing Directors, all officers in the Zone
of Consideration will automatically qualify for inclusion in the Zone of Selection.
8. POTENTIAL/PERSONALITY ASSESSMENT
1. Promotions to Dy. General Manager's and General Manager's grade :

The Interview Committee will meet all the officers in Zone of Selection in interactive
sessions in groups and/or individually to judge their communication skills, leadership
qualities, team playing spirits, general awareness, potential and other skills and will rate
them on the identified parameters under various personality traits in the enclosed interview
sheet. The group interaction will be a part of the interview/interaction and will not carry any
separate marks. The Interview Committee will consist of :
Promotion Constitution of the Interview

From / To Committee
AGM / DGM One Deputy Managing Director,

two Chief General Managers and one
outside expert renowned in the field of
Academics, Administration/Management
to be nominated by the Central Board.
DGM / GM Three Deputy Managing Directors and

one outside expert renowned in the
field of Academics, Administration /
Management to be nominated by the
Central Board.
Individual members including outside expert to be nominated on the Interview Committee will be
decided by the Chairman on the recommendations of the Deputy Managing Director and Corporate
Development Officer.
The Interview Committee will rate the candidates on the laid down traits and candidates securing
less than 60% marks in the interview would be considered ineligible for promotion.
2. Promotions to Chief General Manager's and Deputy Managing Director's

Grades :
In respect of promotions of General Managers to Chief General Managers and Chief General
Managers to Deputy Managing Directors, the members of the Directors' Promotion Committee will
meet the candidates in the Zone of Selection in interactive sessions in groups and/or individually,
and assess the potential and vision of the eligible officers.
9. SELECT LIST
60
(Select list would be the list of officers who are promoted against clear, existing vacancies on the
date of approval of promotions by the ECCB.)
1. Promotions to Deputy General Manager's and General Manager's Grades
The Deputy Managing Director and Corporate Development Officer will draw a final merit list of
officers interviewed on the basis of marks awarded by the Recommending Authority in the
Promotion Appraisal Form and personality judgement (interview) giving a weightage of 75% and
25% to Promotion Appraisal Form and interview respectively. In other words, the aggregate marks
of Performance Appraisal Form would be 75 and interview shall be for 25 marks. Based on the
marks awarded/scored under both the parameters a merit list will be prepared. Total number of
candidates equal to the number of existing vacancies and vacancies likely to arise during the year
taken from the top of the merit list and rearranged as per inter-se seniority, will form the list of
successful candidates. The candidates equal to the number of existing vacancies taken from the
top of this list (rearranged as per inter-se seniority) shall be recommended to the Executive
Committee of the Central Board, the Promoting Authority, for immediate promotion to that grade.
Other successful candidates, equal to the number of expected vacancies in the financial year in
which the promotion is being held will be placed in a panel, in order of inter-se seniority with the
approval of the ECCB. Recommendations to the ECCB will be made by the Central Management
Committee (CENMAC). The names from the panel will be released by the Chairman in order of
seniority as and when vacancies arise.
2. Promotions to Chief General Manager's and Deputy Managing Director's

Grades :
The Directors' Promotion Committee will make its recommendations by consensus regarding
suitable candidates by giving them individual rankings. Total number of candidates equal to the
number of existing vacancies and vacancies likely to arise during the year taken from the top of the
merit list and rearranged as per inter-se seniority, will form the list of successful candidates. The
candidates equal to the number of existing vacancies taken from the top of this list (rearranged as
per inter-se seniority) shall be recommended to the Executive Committee of the Central Board, the
Promoting Authority, for immediate promotion to that grade. Other successful candidates, equal to
the number of expected vacancies in the financial year in which the promotion is being held will be
placed in a panel, in order of inter-se seniority with the approval of the ECCB. Recommendations
to the ECCB will be made by the Directors’ Promotion Committee. The names from the panel will
be released by the Chairman in order of seniority as and when vacancies arise.
10. VIGILANCE CLEARANCE

1. Before, recommending to the Executive Committee of the Central Board, the Deputy .Managing
Director and Corporate Development Officer will obtain and record clearance from vigilance angle,
in respect of all the officers recommended for promotion.
2. The Deputy Managing Director and Corporate Development Officer will also ensure that the
instructions in regard to holdings under Promoters' Quota/Employees' Quota by the eligible officers
are properly carried out.
3. Since “Sealed Cover Procedure” is not extended to promotions to the Top Executive Grades, the
following will be the guiding principles:
(i) If the work and conduct of an officer has been investigated and records of the case have been duly
examined by the Disciplinary Authority who has decided and ordered initiation of disciplinary
proceedings and serving of a charge-sheet under SBI Officers’ Service Rules or CBI or any other
investigating agency has filed a charge sheet and commenced trial in the court of law (after filing of
61
FIR and completion of investigation), his result will be withheld and reviewed by the Promoting /
Appointing Authority upon conclusion of a disciplinary action, depending upon the punishment, if
any awarded and rigour attached thereto.
• The disciplinary action shall be deemed to be “contemplated” when:
a) The officer is under suspension

b) The Disciplinary Authority passes an order to initiate disciplinary proceedings
c) CBI or any other agency has filed a charge-sheet in the court for the purpose of commencing
trial
d) The Bank has permitted / has taken a decision to permit CBI / other investigating agency to
prosecute the official.
• Disciplinary action shall be deemed to be "pending" when
a) a chargesheet is served on the officer

b) The criminal trial on the official has commenced in a court of law
ii) Cases where imputation of lapses has been issued will be treated on a similar footing as if a
charge-sheet has been issued.
4. The effect of imposition of various minor/major penalties in terms of Rule 67 of the SBI
Officers' Service Rules on consideration for promotion/promotion will be as under:
a) Minor Penalties
i) Censure:
Censure will not be a bar on the eligibility for consideration of the officer for promotion.
However, first result withheld will be rendered in fructuous.
ii) Withholding of increments of pay with or without cumulative effect:

The officer is not eligible for consideration for promotion for the period his increment(s)
is/are withheld.
iii) Withholding of promotions:

The officer will not be eligible for consideration for promotion for the period specified in the
Order of the Disciplinary Authority from the date of his first eligibility for the next promotion or
as otherwise indicated in the Order of the Disciplinary Authority.
iv) Recovery of the whole or part of any pecuniary loss from pay or from such other
amount as may be due to him:
The officer is not eligible for consideration for promotion until the amount of the pecuniary
loss is fully recovered.
b) Major Penalties
i) Reduction to a lower stage in a time scale:

The officer is not eligible for consideration for promotion till the rigour period is over i.e. till
the pay is restored to the level before the punishment.
ii) Reduction to a lower grade or post:
The period for which an officer is not eligible for consideration for promotion is determined
depending on the circumstances of each case and decision of the Appointing/Disciplinary
Authority.
iii) Compulsory Retirement, Removal from service and Dismissal:
In all these cases, the question of eligibility for promotion will not arise.
62
11. EMPANELMENT OF SELECTED OFFICERS
1. Officers in the select list equal to the number of vacancies existing as on the date of approval of
promotion results by ECCB will be declared promoted as from that date. However, to meet
vacancies arising out of natural retirements/expected voluntary retirements/creation of posts, etc.
during the financial year in which the promotion is being made, a panel will be maintained of
suitable officers in order of inter-se seniority from which promotions will be released at suitable
intervals, in groups, keeping in view administrative convenience.
2. The entire select list as well as the panel wait-listed will be placed together before the Executive
Committee of the Central Board, the Promoting Authority, for approval. While the promotions of the
officers in the select list will be released as from the date the Executive Committee of the Central
Board approve their promotions, officers will be released from the panel as and when vacancies
arise with due approval of the Chairman.
3. In case of officers who are on deputation to outside organisations including Government of

India/posted abroad/deputation to associates and subsidiaries i.e. those who are in positions not
categorised within the Bank, ideally they should come back to the Bank and get their promotions.
However, as this may not be administratively convenient, it is decided that while the promotion of
officers in the select list who are on deputation/posted abroad etc. will be released alongwith other
officers in the select list, the promotion of such officers who are empanelled will be released only
when the promotion of an officer lower in rank to them in the panel as per inter-se seniority is
released against a vacancy arising within the Bank in India. However, if an officer on
deputation/posted abroad is placed last on the panel, his promotion will be released alongwith that
of the previous candidate on the panel who is released for promotion within India. The panel will
be maintained in order of inter-se seniority.
4. The panel will be valid till the end of the financial year in which the promotion is being made.
5. During the pendency of a panel, fresh promotion exercise for that grade will not be normally taken
up. The officers empanelled once will not be subjected to further exercise as they would have been
absorbed in the vacancies that would have arisen before the financial year was over.
12. GENERAL
Any change required in the Executive Selection System due to administrative/operational reasons
may be done by the Executive Committee of the Central Board and reported to the Central Board in
its next meeting. Recommendations to the Executive Committee of the Central Board shall be
made by the Central Human Resources Committee (CHRC)
(Ref CDO/PM/44/2/SPL/ 7980 Dt.04.03.1997)
63
3.8 STAFF SUPERVISING: SPECIALIST OFFICERS PROMOTION POLICY FOR
SPECIALIST (NON BANKING) CADRE FOR PROMOTIONS UPTO SMGS V
3.8.1. The Executive Committee of the Central Board in its meeting held on the 7th November 2003, has
approved the revision in the promotion policy for specialist (non banking) cadre officers for
promotions upto SMGS-V for implementation with effect from the current promotion year, i.e. 2003-
2004. The policy has the following objectives:
To plan for availability of suitably trained and experienced officers in the specialist (non banking)
cadre in various grades who have kept abreast with the changes and developments in their
respective fields, and
To provide reasonable career progression and professional growth opportunities to these officers.
3.8.2 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.
3.8.3 Vacancies:
In the beginning of each promotion year the number of vacancies in each specialist (non-banking
officers) category for various grades will be determined taking in to consideration the number of
available officers in that grade, and the number of candidates available for consideration for
promotion and immediate and future needs of the Bank for value added jobs.
3.8.4. Option:
Such of those officers who do not find themselves well equipped to participate in the promotion
process, may opt out for the current year’s promotion exercise, or for more than one year, at their
volition, by submitting an application on the lines of the format given in Annexure-3.15. In the
absence of the option, the Bank will presume that the officer wishes to participate in the promotion
process and if he does not later on participate in the entire promotion process or absents himself at
any of the stages thereof he will be deemed to have lost one chance, irrespective of the reason for
which the officer absents himself. For this purpose, a circular will be issued by the Circles/P&HRD
Department, Corporate Centre 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.
3.8.5. Refusal of promotion:
Officers upto SMGS-IV would have the option to refuse further promotions, i.e. from JMGS-I to
MMGS-II, from MMGS-II to MMGS-III, from MMGS-III to SMGS-IV and from SMGS-IV to SMGS-V.
The officers refusing promotion would be debarred from participating in the process for promotion to
next higher grade. The officers would be permitted to revoke the refusal for promotion after 2
years.Officers refusing further promotion would be required to furnish an undertaking as per
Annexure 3.16.
3.8.6. Date of Effect of Promotion:
All the promotions under this policy would be effective from the date of declaration of results or date
of issuance of promotion orders by the Appointing/Promoting Authority.
3.8.7. Date of Eligibility:
64
The date of eligibility will normally be the date of commencement of the promotion year or a date
notified by DMD&CDO.
3.8.8. 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
various grades will be as under: -
Grade No. of years in the Present Grade
JMGS I - MMGS II 6 years
MMGS II - MMGS III 5 years
MMGS III - SMGS IV 5 years
SMGS IV - SMGS V 5 years
However, the officers who were in Zone of Consideration during 2002-2003, will be eligible for
consideration even if they do not meet the above service eligibility criteria, provided they satisfy
other eligibility requirements.
b) Residual Service in the Bank
The candidates, to become eligible for promotion, should have a minimum of two years residual
service with the Bank on the date of eligibility. For the purpose, the normal age of superannuation
(at present 60 years) will be taken into consideration even though to work upto this age, the officer
may require one or more extensions.
c) Number of Chances
The officers having exhausted four chances will not be eligible for consideration for promotion. A
chance shall be deemed to have been availed if an officer does not opt out and he will be deemed
to have availed the chance even if he absents himself from participating in the entire promotion
process or any one of the prescribed stages of the promotion process for any reasons. The
chances availed from the promotion year 2003-04 onwards will only be counted for determining the
number of chances availed.
d) AARF Score
The officer should have secured minimum AARF score of 60 during the last four years.
e) Debarment
Officers who have given refusal for promotion 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.
65
3.8.9. Promotion Appraisal Form (PAF):
PAF based on the last four years AARFs will be prepared on all the officers, who are eligible to
participate in the promotion process and have not opted out.
The Promotion Appraisal Form has been redesigned with a view to simplifying the Form as also to
make it objective. Accordingly, instead of differing weightages which were hitherto being assigned
to marks given under AARF-III/III-A and AARF-IV/IV-A, the aggregate score awarded in the AARF
would be taken in the PAF thus making the conversion simpler and impart transparency. Similarly
the traits rating awarded in the PAFs in respect of promotions to SMGS-IV and SMGS-V has been
done away with and has been replaced with the parameter "overall suitability for promotion" which
will be indicated in terms of score assigned there against. Format of PAF which could be used for
all the grades is given at Annexure 3.17.
Further, the current system of evaluation of PAFs by a team of senior officers, which was not
adding any value, has been dispensed with. The AARFs and the scores on the above simplified
PAFs will be examined by the Recommending Authority and a certificate on the lines indicated on
the revised PAF will be incorporated. The Promoting/Appointing Authority will take into
consideration the reviewed AARFs of the relevant years and the certificate of the recommending
authority on the PAF while deciding the promotion of the candidate and will incorporate a suitable
confirmation to this effect in his order effecting promotion.
3.8.10. Written test:
For promotions to all grades upto SMGS-V, officers who are otherwise eligible for promotion on
satisfying various eligibility criteria and who have secured in the last four AARFs minimum
stipulated marks will be eligible to write the written test to be held for the relevant grade. The
minimum percentage of marks required in the written test to qualify for being considered for
inclusion in the ZOS will be 50%.
In this connection the written test for all promotions will be administered on the following lines:
a) There will be a written test for each grade on a pre-appointed date and time in all circles/centres.
b) The preparation of question paper and evaluation of answer books may be arranged by the Bank
through an outside agency like IBPS, etc. who have vast experience in this area or in-house. The
engagement of a reputed agency to conduct the written examination would lend credibility to the
examination system and their experience would help us in designing the written test of standard of
Bank’s choice.
c) The marks and their percentile score in the written test will be advised to the candidates.
The structure of the written test would be designed keeping in view the knowledge and skills
required at various grades. Accordingly, the test for promotions to each grade may be of a different
pattern.
3.8.11. Waiver of Written Test :

Effective from the promotion year 2005-2006, the requirement of written test will be dispensed with
in respect of the following categories of Specialist Officers for their promotions to various grades up
to SGMS-V :-
i) Archivist
ii) Company Secretary
iii) Catering
iv) Cost Accountant
66
v) Chartered Accountant
vi) Engineer (Fire)
vii) History
viii) Liaison
ix) Librarian
x) Medical
xi) Pricing
xii) Security
xiii) Statistician
However, written will continue to be held in respect of all other categories of specialist officers i.e.
Economist, Engineer (C&C), Engineer (Electrical), Engineer (Civil), Hindi, Law, RDO, Systems,
Technical Officers (SSI) etc.
Weightages for promotion :
In respect of those categories of officers, where written test is waived, the weightages for different
parameters has been realigned as under :
Parameter % Marks
PAFs 80
Interview 20
Total 100
However, in respect of all other categories of specialist officers, weightages for different parameters
will continue to be as follow :
Parameter % Marks
PAFs 40
Written Test 50
Interview 10
Total 100
(Corp Centre Cir. No. CDO/P&HRD-PHRD/21/2005-06)
3.8.12. 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, exhausted all their chances,
debarred from promotion on account of rigour of punishment, and declared unfit for promotion in the
written examination shall constitute the Zone of Consideration.
The criteria for becoming unfit for promotion shall be as under:
i. Has exhausted all the chances

ii. Has secured less than qualifying marks in AARF.
iii. Has secured less than qualifying marks in written test
3.8.13. Concession to SC/ST officers:
The concession to SC/ST officers in the matter of promotions to the 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 candidate 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.
67
3.8.14. Zone of Selection:
All the officers in Zone of Consideration who score equal to or more than the minimum qualifying
percentage of marks in the written test as mentioned above will be listed in the descending order of
merit which would be based on the aggregate of scores of PAF and written examination taken in
their assigned proportions. The number of officers twice (2 times) the number of vacancies taken
from top of the merit list will form the Zone of Selection. In case more than one officer secures the
marks equivalent to cut off mark, all such officers will enter the Zone of Selection even if the
number exceeds the stipulated 2 times, and will be called for interview. However, w.e.f. the
promotion year 2005-06, Specialist (non-banking) cadre officers for promotions upto Scale V, the
existing stipulation of maintaining the selectivity ratio at the time of finalizing the select list i.e. 2:1
has been dispensed with. Accordingly, the available vacancies may be filled in from the candidates
qualifying in the Zone of Selection, if they are found fit in the interview.
(CC No. CDO/P&HRD/CM/6 dt. 20.4.05)

3.8.15. Interview:
The interviews will be conducted by a Committee appointed by the Promoting/Appointing Authority.

Multiple Committees for the purpose may be formed, if required. The interview committee(s) for
promotion to various grades will be constituted in terms of existing guidelines in this regard.
However, at least one of the members of the Committee should have exposure/experience in the
area of specialisation/discipline to which the officer being interviewed belongs. In case this is not
possible, then a suitable officer having such exposure/experience may be inducted on the interview
panel as the fourth member of the Committee. Further, a representative of SC/ST not below one
grade above the grade for which interviews are being conducted, wherever required will also be
inducted as a member of the Interview Committee in case of promotions upto MMGS-III. However,
in the case of Liaison officers, the Promoting Authority may consider not having a representative of
Liaison category as a member of the Interview Committee.
For promotion to SMGS IV & SMGS-V in addition to individual interview, Group Discussions may be
introduced at the discretion of CHRC. There will not be any separate marks for group discussion.
The interview committee will, however, give due weightage to the performance of a candidate in the
group discussion while awarding marks for interview. Further, CHRC will also have the discretion
to include an outside expert in the interview panel for promotion to SMGS-IV and SMGS-V.
The minimum qualifying Group Discussion/Interview marks for promotion to all the grades will be
40%.
3.8.16. Process of Selection:
A final merit list based on composite score of PAF, written test and group discussion/interview
taken in their assigned proportion, given below, will be drawn on the basis of marks awarded to all
officers in the Zone of Selection who score equal to or more than the minimum qualifying marks in
the interview. While the working sheet in this regard is given in Annexure-3.18, the proportion in
which the various marks will be taken for the purpose of final merit is summarised hereunder:
Parameter % Marks
PAFs 40
Written Test 50
Interview 10
Total 100
3.8.16. Promoting and Appellate Authorities:
68
For all grades upto SMGS-V, the structure of Promoting and Appellate Authority for various grades
is given in Annexure 3.19.
However, in case of need, on the recommendations of Dy. Managing Director & CDO, the
Chairman will have the authority to appoint/change Promoting or Appellate Authority for any of the
grades in a promotion year or more promotion years.
3.8.17. Sealed Cover Procedure:
Sealed cover procedure shall be applicable in respect of promotions upto SMGS-V when the work
and conduct of an officer has been investigated and records of the case have been duly examined
by the disciplinary authority who has decided and ordered initiation of disciplinary proceedings and
to serve a chargesheet under SBI Officers’ Service Rules or CBI or any other investigating agency
has filed a chargesheet and commenced trial in a court of law (after filing of FIR and completion of
investigation).
The other instructions related to sealed cover procedure and debarment policy as
amended/modified from time to time will continue to be followed.
3.8.18. Time frame for submitting Appeal against non-promotion:
An aggrieved officer may prefer an appeal to the Appellate Authority within 30 days from the date
the promotions are circulated, as per extant policy. As in the case of General Cadre Officers, only
the officers qualifying for Zone of Selection can appeal against their non-promotion.
3.8.19. Medical Examination:
In respect of promotions to MMGS II and above promotion of the officers will be subject to medical
fitness of the officers selected for promotion.
3.8.20. General:
Clarification on the policy, if any, shall be given by the Deputy Managing Director & Corporate
Development Officer in consultancy with CHRC and his decision shall be final and binding on all
concerned.
A summary of the eligibility norms and other criteria for promotions to various grades are furnished
in Annexure 3.20.
69
ANNEXURE 3.1
(Draft of letter to be given to candidates qualifying for interview under both channels, viz. Normal
and Fast Track Channels)
Shri/Mrs/Miss_______________
C/o State Bank of India,
_____________
_____________
Letter No. Date :
Dear Sir/Madam,
STAFF : SUPERVISING
PROMOTION YEAR __________ - INTERVIEW
PROMOTION TO MMGS-II/MMGS-III/SMGS-IV/SMGS-V
We are pleased to advise that you have qualified for inclusion in the Zone of Selection for
promotion to __________ under both the channels, i.e. Normal as well as Fast Track channel. In
this connection, please arrange to present yourself for the interview as per the following schedule:
1. Date of Interview :
2. Time :
3. Place :
2. Please note there would be only one interview and the score/marks obtained therein would be
taken for determining your merit under both the channels.
3. Please acknowledge this letter on the duplicate thereof.
Yours faithfully,
(BRANCH MANAGER/
DEPARTMENT/SECTION HEAD
CONTROLLER)
(Circular No.CDO/P&HRD/CM/8/2003-04/CIR/75)
70
ANNEXURE 3.2
(Letter to be given by eligible officers who do not propose to take part in the Promotion Process,
to their respective controllers and is to be submitted against acknowledgement)
From :
To,
The Departmental/Branch Head,
State Bank of India,
______________________
______________________
Dear Sir,
STAFF SUPERVISING
PROMOTIONS TO MMGS-II/III/SMGS-IV/V
INTIMATION REGARDING OPTING OUT OF PROMOTION PROCESS
UNDER FAST TRACK/NORMAL CHANNEL/BOTH CHANNELS
FOR THE PROMOTION YEAR .
P.F. Index No. ___________
I have gone through the contents of the Circular No. CirDO/P&HRD/72/2003-04 dated 15.09.2003
and other related instructions and am aware of the provisions of the promotion policy in force for
promotion to __________. After due consideration, I hereby intimate that I am opting out of the
promotion process for the under noted promotion for the promotion year 2006-07:
MMGS-II/III/SMGS-IV/V under * Fast Track/Normal/ under both Fast Track & Normal Channels
Yours faithfully,
(Signature)
Name :
Date :
Place :
Grade :
Branch/Office:
* Please strike out what so ever is not applicable
71
ANNEXURE 3.3
(Format of Letter to be given by officers who refuse further promotions to be submitted
against acknowledgement)
From:
_____________________
_____________________
To
The Departmental/Branch Head
______________________
______________________
Dear Sir,
STAFF SUPERVISING
REFUSAL FOR PROMOTION
PROMOTIONS TO MMGS-II/III/SMGS-IV/SMGS-V
P.F. Index No. ___________
I advise that I am not interested in further promotion and shall not participate in the
promotion process when due. I am aware of the provisions of the promotion policy and
debarment policy in force for promotion to MMGS-II/ III/SMGS-IV/SMGS-V, and
understand that my refusal of promotion will debar me from further promotions. In this
connection, I also understand that:
Refusal for promotion does not bestow upon me any right to seek exemption from any
assignments/postings and the Bank has the right to place me in any assignment as per
administrative requirement.
I can revoke my refusal for further promotion only after the period stipulated in this
regard, presently 2 years, in terms of policy/guidelines in force from time to time.
As and if I revoke my refusal for promotion I shall be eligible to be considered for further
promotion only from a prospective date after completion of the mandatory assignments
requirement as per promotion/placement policy in force at the time. In this connection, I
shall not hold the Bank responsible in any manner whatsoever for delay in
promotion/non-promotion due to non-completion of mandatory assignments.
Yours faithfully,
(Signature)
Date: ______________ Name:
_______________________
Place: ______________ Grade:
_______________________
Branch/Office: _______
72
ANNEXURE 3.4
DETAILS OF SCORING SYSTEM FOR PROMOTION TO MMGS-II

Fast Normal
track
Period for which AARFs are to be 2 years 4 years

considered
Scoring System for arriving a final merit

PAFs 20 40
Test 70 50
Interview 10 10
Total 100 100
Scoring System for Promotion Appraisal Form

AARFs (M) 90 90
Assessment of 10 10
Recommending
Authority
Total PAF marks (P) 100 100
Maximum PAF marks in 20 40

overall merit
Conversion factor for 40

taking PAFs marks in 20 --- * P
overall merit 100
--- * P
1
00
Conversion of marks earned in AARFs

(for taking into PAF)
Maximum Total Marks in AARFs 200 400
(M)
Maximum Marks for AARFs in PAF 90 90
Conversion Factor for taking AARFs Marks 90 90

in PAF total --- * M
--- * M 400
200
Note:
Instead of differing weightages Form III/IIIA and Form IV/IVA as hitherto, the aggregate
score out of 100 as given in Form V of the AARF would be considered.
73
ANNEXURE 3.5
DETAILS OF SCORING SYSTEM FOR PROMOTION TO MMGS-III/IV/V

Fast Nor
track mal
Period for which AARFs are to be 4 years 4 years

considered
Scoring System for arriving a final merit

PAFs 40 40
Test 50 50
Interview 10 10
Total 100 100
Scoring System for Promotion Appraisal Form

AARFs (M) 90 90
Assessment of 10 10
Recommending
Authority
Total PAF 100 100
marks (P)
Maximum PAF 40 40
marks in overall
merit
Conversion 40 40
factor for taking
PAFs marks in --- * P --- * P
overall merit 100 100
Conversion of marks earned in AARFs

(for taking into PAF)
Maximum Total Marks in AARFs 400 400
(M)
Maximum Marks for AARFs in PAF 90 90
Conversion Factor for taking 90 90
AARFs Marks in PAF total
--- * M --- * M
400 400
Note:
Instead of differing weightages Form III/IIIA and Form IV/IVA as hitherto, the aggregate
score out of 100 as given in Form V of the AARF would be considered.
74
ANNEXURE 3.6
Promoting & Appellate Authorities
Promoting Authorities
Circles Corporate Centre

(Establishments,
Departments,
Subsidiaries &
Deputations)
For Promotion to MMGS-II GM GM (Corp. Services) or a
GM designated as
appointing authority by
the Chairman
For Promotion to MMGS-III GM GM (Corp. Services) or a
GM designated as
the Chairman
For Promotion to SMGS-IV CGM CGM (P & HRD) or a
CGM designated as
the Chairman
For Promotion to SMGS-V CGM CGM (P & HRD) or a
CGM designated as
the Chairman
Appellate Authorities
Circles & Corporate Centre

(Establishments, Departments,
Subsidiaries & Deputations etc.)
For Promotion to MMGS-II CGM of the Circle/a CGM appointed as appellate

authority by the chairman.
For Promotion to MMGS-III CGM of the Circle/a CGM appointed as appellate

For Promotion to SMGS-IV DMD & CDO/a DMD appointed as appellate

For Promotion to SMGS-V DMD & CDO/a DMD appointed as appellate

Note:
For promotions to MMGS-II & MMGS-III eligible officers in the Corporate Centre
establishments, departments, Associates, subsidiaries and on deputations will be
considered along with their parent Circles, i.e. the Circle where they were last posted and
similarly the Appellate authority will be the Circle Appellate Authorities.
75
ANNEXURE 3.7
Summary of Revised Promotion Policy for promotion from JMGS-I to
MMGS-II effective from the Promotion Year 2003-04
FAST TRACK
A Eligibility
(i) Service in the existing grade 2 years
(as on the date of eligibility)
(ii) Residual Service 2 years
(iii) Minimum score in AARF in each of3 90 %
the last 2 years
(iv) No. of chances 2
(v) Mandatory Assignment Requirement None
B Minimum Qualifying Score

(vi) Written test 70 %
(vii) Interview 40 %
C Weightage for
(viii) Promotion Appraisal Form 20 %
(ix) Written Test 70 %
(x) Interview 10 %
D Others
(xi) Vacancies (% of the total vacancies in the grade 35 %
for the promotion year)
(xii) Zone of Selection 2
(Times of number of vacancies)
NORMAL CHANNEL
A Eligibility
(iii) Minimum score in AARF in each of 60 %
the last 4 years
B Minimum qualifying Score

C Weightage for
(x) Interview 10 %
D Others
76
ANNEXURE 3.8
Summary of Revised Promotion Policy for promotion from MMGS-II to MMGS-III effective
from the Promotion Year 2003-04
FAST TRACK
A Eligibility
The last 4 years
(v) Mandatory Assignment Rural/Semi Urban -2 yrs and
Requirement Operational/Line –2 yrs
(except in cases where
exemption has been given by
the Bank)
B Minimum qualifying score
C Weightage for
(x) Interview 10 %
D Others
(xi) Vacancies (% of the total vacancies in 35 %
the grade for the promotion year)
NORMAL CHANNEL
A Eligibility
the last 4 years
Requirement Operational/Line –2 yrs
exemption has been given by
the Bank)
(vi) Written test score 50 %
C Weightage for
(x) Interview 10 %
D Others
77
ANNEXURE 3.9
Summary of Revised Promotion Policy for promotion from MMGS-III
to SMGS-IV effective from the Promotion Year 2003-04
FAST TRACK
A Eligibility
(iii) Minimum score in AARF in each 90 %
of the last 4 years
Requirement Independent Line –2 yrs
Assignment
exemption has been givenby
the Bank)
C Weightage for
(x) Interview 10 %
D Others
NORMAL CHANNEL
A Eligibility
(iii) Minimum score in AARF in each of the 60 %
last 4 years
Requirement Independent Line –2 yrs
Assignment
exemption has been given
by the Bank)
B Minimum Qualifying score
C Weightage for
(x) Interview 10 %
D Others
78
ANNEXURE 3.10
Summary of Revised Promotion Policy for promotion from SMGS-IV
to SMGS-V effective from the Promotion Year 2003-04
FAST TRACK
A Eligibility
(iii) Minimum score in AARF in each of the last 4 90 %
years


C Weightage for
(x) Interview 10 %
D Others
NORMAL CHANNEL
A Eligibility

(iii) Minimum score in AARF in each of the last 4 60 %

years

C Weightage for
(x) Interview 10 %
D Others
79
ANNEXURE 3.11
Constitution of Interview Committee
For Promotion to MMGS-II 1. Chairman – DGM

2. AGM
3. AGM of Branch
4.Representative of SC/ST*
For Promotion to MMGS-III 1. Chairman – GM

2. DGMs - two
3. Representative of SC/ST*
For Promotion to SMGS-IV 1. Chairman – CGM

2. Two GMs
For Promotion to SMGS-V 1. Chairman – CGM

2. Two GMs
* Representative of SC/ST should not be less than SMGS-IV
80
ANNEXURE 3.12
Inter-se Seniority
In case more than one officer secures marks equivalent to the cut-off mark, the final
selection will be restricted to the exact number of vacancies and will be determined on
the basis of inter- seniority of such officers determined in terms of provisions contained in
Rule 18 of State Bank of India Officers Service Rules as under:
i) Each year, the Bank shall maintain lists of officers in its service showing their names
in the order of their seniority and containing such other particulars as the Bank may
determine. Such lists will be prepared on a Circle basis in respect of officers
belonging to the Junior Management Grade and Middle Management Grade Scales II
and III, and on an all India basis in respect of officers belonging to other grades.
ii) Seniority of an officer in a grade or scale shall be reckoned with reference to the date
of his appointment in that grade or scale. Where there are two or more officers of the
same length of service in that grade or scale, their inter-se seniority shall be
reckoned with reference to their seniority in the immediately preceding grade or scale
or the previous cadre to which they belonged in the the Bank’s service. Where two or
more officers 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 in the immediately preceding grade or scale or cadre, as the case may be.
iii) 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.
iv) In the case of an officer 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.
v) Nothing herein contained shall affect the seniority among themselves of the officers
who were in the service of the Bank immediately prior to 1.10.1979.
vi) It shall be the duty of the officer to draw attention immediately to any mistake which
he may notice in the list.
81
ANNEXURE 3.14
LIST OF UGC RECOGNISED IMPORTANT UNIVERSITIES &

INSTITUTIONS
Name of the University Name of the University
- Agricultural University, Hyderabad - Agricultural University, Udaipur,
Rajashtan
- Alagappa University, Karaikudi, T.N. - Aligarh-Muslim University, Aligarh, U.P

.
- Allahabad University, Allahabad, U.P. - Amravati University, Amravati,
Maharashtra
- Andhra University, Visakhapatnam. - Annamalai University, Annamalainagar,
A.P. T.N.
- Anna University, Chennai - Arunachal University, Itanagar
- Assam Agricultural University, Jorhat, - Assam University, Silchar, Assam

Assam
- Awadesh Pratap Singh University, - Banaras Hindu University, Varanasi, U.P
Rewa, M.P.
- Bangalore University Jnana Bharathi, - Barkatullah Vishwavidyalaya, Bhopal,
Bangalore M.P
- Berhampur University, Berhampur - Bharathiar University, Coimbatore, T.N
- Bharathidasan University, - B.N.Mandal University, Madhepura

Tiruchirappalli
- Bhavnagar University, Bhavnagar - Bidhan Chandra Krishi Vishwavidyalaya,

Mohanpur, Dist.Nadia.
- Babasaheb Bhimrao Ambedkar, - Birsa Agricultural University, Ranchi

Bihar University, Muzzaffarpur, Bihar.
- Bundelkhand University, Jhansi - Burdwan University, Burdwan
- Kolkata University, Kolkata - Calicut University, Kozhikode
- Central Agricultural University, Imphal - Chatrapati Shahu Ji Maharaj University,

Kanpur
- Chandra Shekhar Azad University of - Choudhury Charan Singh Haryana

Agriculture & Technology, Kanpur Agricultural University, Hisar.
- Chaudhry Charan Singh University, - Cochin University of Science &
Meerut, U.P. Technology, Kochi
- Deen Dayal Upadhayaya Gorakhpur - Delhi University, Delhi
University, Gorakhpur
INSTITUTIONS
- Devi Ahilya Vishwavidyalaya, Indore - Dibrugarh University, Dibrugarh
82
- Dr.B.R.Ambedkar Open University, - Dr.Babasaheb Ambedkar Technological
Hyderabad University, Lonere
- Dr.Babasaheb Ambedkar - Dr.Babasaheb Ambedkar Open

Marathwada University, Aurangabad University, Ahmedabad
- Dr.Punjabrao Deshmukh Krishi - Dr.Ram Manohar Lohia Avadh

Vidyapeeth, Akola University, Faizabad
- Dr. Hari Singh Gour - Dr.Yashwant Singh Parmar University of

Vishwavidayalaya, Sagar Horticulture and Forestry, Nauni
- Fakir Mohan University, Balasore - Govind Ballabh Pant University of
(Orissa) Agriculture and Technology, Pantnagar
- Gauhatii University, Guwahati. - Goa University, Goa
- Gujarat Agricultural University, - Gujarat Ayurved University, Jamnagar

Banaskantha
- Gujarat University, Ahmedabad - Gulbarga University, Gulbarga
- Guru Ghasidas University, Bilaspur - Guru Jambheswar University, Hisar
- Guru Nanak Dev University, Amritsar - Guru Gobind Singh Indraprastha

Viswavidyalaya, Delhi
- Hemvati Nandan Bahuguna Garhwal - Himachal Pradesh Krishi
University, Srinagar Vishwavidyalaya, Palampur
- Himachal Pradesh University, Shimla - Hyderabad University, Hyderabad
- Indira Gandhi Krishi Vishwa - Indira Gandhi National Open University,

Vidyalaya, Raipur New Delhi
- Indira Kala Sangeet Vishwavidyalaya, - Jadavpur University, Kolkata
Khairagarh
- Jamia Millia Islamia, New Delhi - Jammu University, Jammu Tawi
- Jawaharlal Nehru Krishi - Jawaharlal Nehru Technological

Vishwavidyalaya, Jabalpur University, Hyderabad
- Jawaharlal Nehru University, New - Jai Narain Vyas University, Jodhpur
Delhi
- Jiwaji University, Gwalior - Jai Prakash Vishwavidyalaya, Chapra

(Bihar)
- Kakatiya University, Warangal - Kalyani University, Kalyani
- Kannada University, Kamalapura - Kameshwara Singh Darbhangha
University, Darbhangha
83
INSTITUTIONS
- Karnatak University, Dharwad - Karnataka State Open University,

Mysore
- Kashmir University, Srinagar - Kannur University, Kannur
- Kerala Agricultural University, - Kerala University, Thiruvananthapuram

Thrissur
- Konkan Krishi Vidyapeeth, Dapoli, - Kota Open University, Kota

Distt. Ratnagiri
- Kumaun University, Nainital - Kurukshetra University, Kurukshetra
- Kuvempu University, Shankaraghatta - Kavikulguru Kalidas Sanskrit

Viswavidyalaya, Ramtek
- Lalit Narayan Mithila University, - Lucknow University, Lucknow
Darbhangha
- Maharaja Sayajirao University of - Madras University, Chennai
Baroda,
Vadodara
- Madurai Kamraj University, Madurai - Megadh University, Bodh Gaya
- Mahatma Gandhi Antarrashtriya Hindi - Mahatma Gandhi Gramoday

Vishwavidyalaya, Wardha Vishwavidyalay, Ghitrakoot
- Mahatma Gandhi Kashi Vidyapeeth, - Mahatma Gandhi University, Kottayam

Varanasi
- Mahatma Phule Krishi Vidyapeeth, - Maharshi Dayanand University, Rohtak
Rahuri
- Maharshi Dayanand Saraswati - Maharishi Mahesh Yogi Vedic

University, Ajmer Vishwavidyalaya, Jabalpur
- Maharashtra University of Health - Makhanlal Chaturvedi Rashtriya
Sciences, Nashik Patrakarita Vishwavidyalaya Sansthan,
Bhopal
- Managalore University, Mangalore - Manipur University, Imphal
- Manonmaniam Sundaranar - Maulana Azad National Urdu University,

University, Thirunelveli Hyderabad
- Mizoram University, Mizoram - Mohanlal Sukhadia University, Udaipur
- Mother Teresa Women's University, - Marathwada Krishi Vidyapeeth, Parbhani
Kodaikanal
84
INSTITUTIONS
- M.J.P. Rohikhand University, Bareilly - Mumbai University, Mumbai
- Mysore University, Mysore - Madhya Pradesh Bhoj University, Bhopal
- Nagarjuna University, Guntur - Nagpur University, Nagpur
- Narendra Deva University of - Netaji Subhas Open University, Kolkata

Agriculture & Technology, Faizabad
- National Academy of Legal Studies - National Law Institute University, Bhopal

& Research University, Hyderabad
- National Law School of India - North Bengal University, Raja Ram

University, Bangalore Mohanpur, Darjeeling
- North Eastern Hill University, Shillong - North Gujarat University, Patan
- North Maharashtra University, - Nalanda Open University, Patna

Jalgaon
- Nagaland University, Kohima - North Orissa University, Bhubaneswar
- Orissa University of Agriculture & - Osmania University, Hyderabad

Technology, Bhubaneswar
- Pandit Ravi Shankar Shukla - Panjab University, Chandigarh

University, Raipur
- Punjab Technical University, - Patna University, Patna
Jalandhar
- Periyar University, Salem - Pondicherry University, Pondicherry
- Potti Sreeramulu Telugu University, - Pune University, Pune

Hyderabad
- Panjab Agricultural University, - Punjabi University, Patiala
Ludhiana
- Rabindra Bharati University, Kolkata - Rajasthan University, Jaipur
- Rajasthan Agricultural University, - Rajendra Agricultural University,

Bikaner Samastipur
- Rajiv Gandhi University of Health - Ranchi University, Ranchi
Sciences, Bangalore
- Rani Durgavati Vishwavidyalaya, - Sambalpur University, Sambalpur
Jabalpur

INSTITUTIONS
- Sampurnanand Sanskrit - Sardar Patel University, Vallabh
Vishwavidyalay Vidyanagar
85
a, Varanasi
- Saurashtra University, Rajkot - Siddhu Kanhu University, Dumka
- Sher-e-Kashmir University of - Shivaji University, Kolhapur

Agricultural Sciences & Technology,
Srinagar
- Shree Sankaracharya University of - Sh. Jagannath Sanskrit Vishvavidyala,
Sanskrit, Kalady Puri
- Sri Venkateswara University, Tirupati - S.N.D.T. Women's University, Mumbai
- South Gujarat University, Surat - Sri Krishnadevaraya University,

Anantapur
- Sri Padmavati Mahila - Sikkim Manipal University of Health,
Vishwavidydalayam, Tirupati Medical and Technological Sciences,
Gangtok
- Swami Ramanand Teerth - The Babasaheb Bhimrao Ambedkar
Marathwada University, Nanded University, Lucknow
- Tamil University, Thanjavur - Tamil Nadu Agricultural University,

Coimbatore
- The Tamil Nadu Dr. Ambedkar Law - Tamil Nadu Dr. M.G.R. Medical
University, Chennai University, Chennai
- Tamil Nadu Veterinary and Animal - Tilka Manjhi Bhagalpur University,

Sciences University, Chennai Bhagalpur
- Tezpur University, Tezpur - Tripura University, Agartala
- University of Agricultural Sciences, - University of Agricultural Sciences,

Bangalore Dharwad
- University of Health Sciences, - Uktal University, Bhubaneswar
Vijayawada
- Utkal University of Culture, - Uttar Banga Krishi Vishwavidyalaya,

Bhubaneswar District. Cooch Behar, West Bengal
- Uttar Pradesh Technical University, - Veer Kunwar Singh University, Arrah

Lucknow
Vidyasagar University, Midnapore Vikram University, Ujjain
- Visva Bharati, Santiniketan - Veer Bahadur Singh Purvanchal

University, Jaunpur

INSTITUTIONS
- Visveswaraiah Technological - Vinobha Bhave University, Hararibag

University, Belgaum
- West Bengal University of Animal & - West Bengal University of Technology,

Fishery Sciences, Kolkata Kolkata
- Yashwantrao Chavan Maharashtra - Rajiv Gandhi Prodhygik

Open University, Nashik Vishwavidyalaya, Bhopal
86
ANNEXURE 3.14
INSTITUTES ESTABLISHED UNDER STATE LEGISLATIVE ACT
- Indira Gandhi Institute of Medical - Nizam's Institute of Medical Science,

Sciences, Patna. Hyderabad
- Sanjay Gandhi Post Graduate - Sher-e-Kashmir Institute of Medical

Institute of Medical Sciences, Sciences, Srinagar (J&K)
Lucknow
- Shri Venkateswara Institute of

Medical Sciences, Tripati
INSTITUTIONS DEEMED TO BE UNIVERSITIES
- Avinashilingam Institute for Home - Allahabad Agricultural Institute,

Science & Higher Education for Allahabad (U.P.)
Women, Coimbatore
- Banasthali Vidyapith, Banasthali - Bengal Engineering College, Howrah
- Birla Institute of Technology, Ranchi - Birla Institute of Technology & Science,
Pilani
- Bharati Vidyapeeth, Pune - Bhatkhende Institute of Hindustani
Music, Lucknow
- Bihar Yoga Bharati, Munger - Central Institute of English & Foreign
Languages, Hyderabad
- Central Institute of Higher Tibetan - Central Institute of Fisheries Education,
Studies, Varanasi Mumbai
- Dayalbagh Educational Institute, Agra - Deccan College Post Graduate and
Research Institute, Pune
- Dharmsingh Desai Institute of - Forest Research Institute, Dehra Dun
Technology, Nadiad (Gujrat)
INSTITUTIONS DEEMED TO BE UNIVERSITIES
- Gandhigram Rural Institute, - Gokhale Institute of Politics and

Gandhigram Economics, Pune
- Gujarat Vidyapith, Ahmedabad - Gurukula Kangri Vishwavidyalaya,

Hardwar
- Indian Agricultural Research Institute, - Indian Institute of Science, Bangalore
New Delhi
- Institute of Armament Technology, - Indian School of Mines, Dhanbad
Pune
- International Institute for Population - Indian Veterinary Research Institute,

Sciences, Mumbai Izatnagar
- Indira Gandhi Institute of - International Institute of Information
87
Development Research, Mumbai Technology, Hyderabad
- Indian Institute of Information - Indian Institute of Information

Technology, Allahabad Technology
and Management, Gwalior
- Jamia Hamdard, New Delhi - Jain Vishwa Bharati Institute, Ladnun
- Lakshmibai National Institute of - Manipal Academy of Higher Education,

Physical Education, Gwalior Manipal
- National Museum Institute of History - National Dairy Research Institute,

of Art Conservation and Museology, Karnal
New Delhi
- National Institute of Mehta Health & - Rajasthan Vidyapith, Udaipur
Neuro Sciences, Bangalore
- Rashtriya Sanskrit Vidyapeeth, - School of planning and Architecture,
Tirupati New Delhi
- Sri Chandrasekharandra Sarasawathi - Shri Lal Bahadur Shastri Rashtriya

Viswa Mahavidyalaya, Sanskrit Vidyapeeth,
Kancheepuram New Delhi
- Sri Sathya Sai Institute of Higher - Sri Ramachandra Medical College

Learning, Prasanthinilayam & Research Institute, Chennai
- Shanmugha Arts, Science, - Sathyabama Institute of Science and

Technology & Research Academy, Technology, Chennai
Thanjavur
- Tata Institute of Social Sciences, - TERI School of Advanced Studies, New
Mumbai Delhi
- Tilak Maharashtra Vidyapeeth - Thapar Institute of Engineering and
Bhavan, Pune Technology, Patiala
- Vinayaka Mission's Research - Vellore Institute of Technology, Vellore
Foundation, Salem (Tamilnadu)
88
ANNEXURE 3.15
(Letter to be given by eligible Specialist officers who do not propose to take part in the
Promotion Process to their respective controllers and is to be submitted against
acknowledgement)
From
_____________________
_____________________
To
______________________
______________________
Dear Sir,
STAFF SUPERVISING: SPECIALIST

(NON-BANKING) CADRE
PROMOTIONS TO MMGS-II/III/SMGS-IV/V
INTIMATION REGARDING OPTING OUT OF PROMOTION PROCESS
FOR THE PROMOTION YEAR ________
P.F. Index NO. _______________
I advise that I am aware of the provisions of the promotion policy in force for promotion to
MMGS-II/III/SMGS-IV/V. After due consideration, I hereby intimate that I am opting out of
the promotion process for promotion to MMGS-II/III/SMGS-IV/V for the promotion year
____________________.
Yours
faithfully,
(Signature)
Date: _________________ Name:
____________________________
Place: _________________ Grade:
____________________________
Branch/Office: __________
89
ANNEXURE 3.16
(Format of Letter to be given by Specialist officers who refuse further promotions to be
submitted against acknowledgement)
From
_____________________
_____________________
To
______________________
______________________
Dear Sir,
STAFF SUPERVISING: SPECIALIST

(NON-BANKING) CADRE
REFUSAL FOR PROMOTION
PROMOTIONS TO MMGS-II/III/SMGS-IV/SMGS-V
P.F. Index NO. _______________
I advise that I am not interested in further promotion and shall not participate in the
promotion process when due. I am aware of the provisions of the promotion policy and
debarment policy in force for promotion to MMGS-II/ III/SMGS-IV/SMGS-V, and
understand that my refusal of promotion will debar me from further promotions. In this
connection, I also understand that:
-Refusal for promotion does not bestow upon me any right to seek exemption from any
assignments/postings and the Bank has the right to place me in any assignment as per
administrative requirement.
-I can revoke my refusal for further promotion only after the period stipulated in this regard,
presently 2 years, in terms of policy/guidelines in force from time to time.
-As and if I revoke my refusal for promotion, I shall be eligible to be considered for further
promotion only from a prospective date and as per promotion/placement policy in force at the time
Yours faithfully,
(Signature)
Date: _________________ Name:
____________________
Place: _________________ Grade:
____________________
Branch/Office: __________
90
ANNEXURE 3.17
Circle/Department_______________________
PROMOTION APPRAISAL FORM

SPECIALIST (NON BANKING) CADRE
Promotion to Grade/Scale_______ for the Promotion year _____________
BIO-DATA
Name in full: _________ _________ ________

(Surname) (first name) (Middle name)
PF Index Number:________
Date of Birth: ________ Age as on prescribed date : Yrs___ Mnts ___

(dd/mm/yyyy)
SC/ST/OBC/Mino/Gen _______ If Religious Minority specify:____________
Academic Qualifications: _____________________
Area of Specialisation : ___________________________
Entered the Bank as : _____________ on : ______________
Entered Officer's cadre as :_______________ on : ______________
Entered specialist Cadre through: Appointment/Promotion/Conversion

(date………)
Date of Appointment in the present Grade : _____________
Total Service as an officer on prescribed date:
No. of chances : First
Sr. Assignment/Designation Branch/Office From To

No.
1 Current
Extra-ordinary leave on loss of pay

Period of leave Reasons for leave
- counting for service : __________
______________________
- not counting for service : ___________
______________________
Sick Leave taken since last promotion:
91
Year Number of Nature of Illness (to be Enclosures
Days (Full indicated only where period of
Pay) leave exceeds 14 days on one
occasions
Tick here
AARFs
Present State of Health: NORMAL/__________________

Whether health wise able to proceed on transfer: Yes/No
Details of pending/contemplated Vigilance/ Disciplinary Case(s)/ Adverse features, if any

(Please give brief details of the case and the date when initiated)
Sealed Cover Procedure

Date since when the officers promotion is under sealed cover procedure:
Date of charge-sheet/suspension:
Nature of irregularities/ lapses attributed to the officer:
Present position of the enquiry/ disciplinary proceedings:
Any Special Achievements since previous promotion:
Appropriate Authority’s Special Remarks/recommendations, if any
Summary of Annual Appraisal Report

- AARFs of the 4 years starting backwards from promotion year
- Only the total score (out of 100) to be indicated for each year
Years Reporting Review Approval Overall Suitability for PAF SCORE
Promotion à’C’
Most Eminently 10.00 AARF Score after
suitable conversion ‘B’
92
Eminently 7.50 Overall Suitability for
Suitable Promotion ‘C’
Highly suitable 5.00 TOTAL PAF SCORE
(out of 100) ‘P’
Suitable 2.50
TOTAL ‘A’ Not suitable 0.00

à
After normalization of the
above score on a base of 90
à ‘B’ = ‘A’ *90/400)
Reasons for major variations, if any, in AARFS in score -------------------

awarded by Reporting/review/approving authorities --------------------
It is certified that reviewed AARFs of the above years are properly drawn up and these
have been duly considered while compiling PAF scores and recommending promotion.
(APPROPRIATE AUTHORITY)
Note: PAF will carry a Maximum score of 100 out of which:
-- AARFs marks for the relevant years will be converted to out of 90 and
-- Overall suitability for promotion (as recommended by appropriate authority) will carry 10
marks
93
ANNEXURE 3.18
Working Sheet for Promotion to ________
PROMOTION YEAR __________
Circle P.F. No.
Name of Officer Date of Birth
Marks to be
taken for
ZOS/Final
Merit
PAF Marks“P” (Out of Maximum 100*)
P
Conversion of PAF marks (as per assigned

40
proportion)
A = ---- * “P”
“A”
100 A
Written Test Marks “W”(out of a Maximum 100**)

W
Conversion of Written Test Marks (as per 50

assigned proportion) B = ---- *“W”
“B” 100** B
Total (for Zone of Selection)

Z=A+B
“Z”
Z
Interview Marks (Out of Maximum 40) “I”
I
Conversion of Interview Marks (as per assigned 10

proportion) C = ---- *“I”
“C” 40 I
Total Marks (for final merit)

T=Z+C T
* PAF has been designed to be prepared on a base of 100 marks.
** Here it has been assumed that the written test will carry a maximum of 100 marks
which have accordingly been taken in the denominator for taking in the final selection as
per assigned proportion.
94
ANNEXURE 3.19
Specialist (Non-Banking) Cadre
Promoting & Appellate Authorities
Promoting Authorities
For Promotion to MMGS-II GM (Corp. Services)
For Promotion to MMGS-III GM (Corp. Services)
For Promotion to SMGS-IV CGM (P & HRD)
For Promotion to SMGS-V CGM (P & HRD)
Further, in case of need, on the recommendation of Dy. Managing Director & CDO, the
Chairman will have authority to appoint/ change Promoting or Appellate Authority for any
of the grades in a promotion year or more promotion years.
Appellate Authorities
For Promotion to MMGS-II CGM (P&HRD)
For Promotion to MMGS-III CGM (P&HRD)
For Promotion to SMGS-IV DMD & CDO
For Promotion to SMGS-V DMD & CDO
Note:
In case of the Promoting/Appellate Authority not being available, an authority a rank
above the designated Promoting/Appellate authority can exercise necessary powers.
95
ANNEXURE 3.20
SPECIALIST (NON BANKING) CADRE
SUMMARY OF REVISED PROMOTION POLICY
EFFECTIVE FROM THE PROMOTION YEAR 2003-04
a. Eligibility MM-II MM-III SM-IV SM-V
i. Service in the existing grade (as 6 years 5 years 5 years 5 years

on the date of eligibility)
ii. Residual service (as on the date 2 years 2 years 2 years 2 years
of eligibility)
iii. Minimum score in AARF in each 60% 60% 60% 60%

of the last 4 years
iv. No. of chances 4 4 4 4
b. Minimum qualifying score
v. Written test 50% 50% 50% 50%
vi. Interview 40% 40% 40% 40%
c. Weightage for
vii. Promotion Appraisal Form 40% 40% 40% 40%
viii. Written test 50% 50% 50% 50%
ix. Interview 10% 10% 10% 10%
d. Others
x. Zone of Selection (times of 2 2 2 2

number of vacancies)
96
ANNEXURE 3.21
PATTERN OF WRITTEN TEST FOR PROMOTION FROM I TO II
Normal Channel
Paper-I: Objective Type - Multiple Choice Time 75 min.
No. of questions: 100
Maximum Marks : 50
General
Awareness of Banking & Finance : 40
SBI Specific
- General Banking : 10
- Banks products & Schemes : 15
- Different Market Segments : 20
(C&I,SIB,IB,Per., Agl., Etc.)
- Misc. : 15
(Org. structure, Computer
awareness, HRD etc.)
Questions calling for knowledge of specific date(s) or amounts to be avoided
Paper-II: Descriptive
Time:1hr.45 min. Maximum Marks: 50
No. of question M.M.
English Language Comprehension 5(out of 8 10

(to test the understanding and interpretation of questions)
ideas in the passage)
Rationales 5(out of 8 20
Largely related to Systems & Procedures questions)
Short Notes 4(out of 6 10

(Banking related topics of general interest) questions)
Situational Analysis(Simple) 2(out of 3 10

(Problem likely to be faced in branches) questions)
97
ANNEXURE 3.22
PATTERN OF WRITTEN TEST FOR PROMOTION FROM I TO II
Fast Track Channel

Paper-I: Objective Type – Multiple Choice Time: 75 min.
Maximum Marks: 50
General
SBI Specific
- Banks Products & Schemes : 15
(C&I,SIB,IB,Per.,Agl.Etc.)
- Misc. : 15
Paper-II:Descriptive (all questions will be compulsory)

Time: 1hr.45 min. Maximum marks : 50
No. of question M.M.
English Language Comprehension 5 15

(to test the understanding and interpretation of
ideas in the passage)
Rationales 5 15
Largely related to Systems & Procedures
Short Notes 4 10
(Banking related topics of general interest)
Situational Analysis (Simple) 2 10

(Problem likely to be faced in branches)
98
ANNEXURE 3.23
PATTERN OF WRITTEN TEST FOR PROMOTION FROM II TO III
Normal Channel
Paper-I: Objective Type - Multiple Choice Time 75 min.
Maximum Marks : 50
General
SBI Specific
- Banks products & Schemes : 15
(C&I,SIB,IB,Per., Agl., Etc.)
- Misc. : 10
Paper-II: Descriptive
Time:1hr.45 min. Maximum Marks: 50
No. of M.M.
question
Analytical 6 (out of 9 15
(For & Against/Rationales) questions)
Situational Analysis (Simple) 2(out of 3 15

(Situations likely to arise in Branches) questions)
Case Study 2(out of 3 20

(Case Study based on situation calling for questions)
marketing and business orientation)
99
ANNEXURE 3.24
PATTERN OF WRITTEN TEST FOR PROMOTION FROM II TO III
Fast Track Channel

Paper-I: Objective Type – Multiple Choice Time: 75 min.
Maximum Marks: 50
General
SBI Specific
- Banks Products & Schemes : 15
(C&I,SIB,Per., Agl.)
- Misc. : 10
Paper-II:Descriptive (all questions will be compulsory)

Time: 1hr.45 min. Maximum marks : 50
No. of M.M.
question
Analytical 6 15
(For & Against/Rationales)
Situational Analysis (Simple) 2 15

(Situations likely to arise in Branches)
Case Study 2 20
(Case Study based on situation calling for
Marketing and business orientation)
100
ANNEXURE 3.25
PATTERN OF WRITTEN TEST FOR PROMOTION FROM III TO IV
Fast Track Channel

Descriptive Time 3 hours Maximum Marks: 100 All questions would be compulsory.
No. of
Maximum
Questions Marks
SBI Specific
Short Answer Questions 6 30
Banking/Finance/Economy 3 30
Questions - with sub-questions on
any area of interest and current
focus related to banking & Finance
Case Study 4 40
On Marketing, Human Resources,
Management, Administration, Business
Orientation, Technology etc.
Normal Channel
Descriptive Time 3 hours Maximum Marks: 100
No. of Maximum
Questions Marks
SBI Specific
(Out of 10)
Questions - with sub-questions on (Out of 5)
Any area of interest and current
Case Study 4 40
On Marketing, Human Resources
Orientation, technology etc.
101
ANNEXURE 3.26
PATTERN OF WRITTEN TEST FOR PROMOTION FROM SM

IV TO SM V
Fast Track Channel
Descriptive Time 3 hours Maximum Marks: 100 All questions would be compulsory.
No. of Maximum
Questions Marks
SBI Specific
Questions - with sub-questions on
Case Study 4 40
Orientation, Technology etc.
Normal Channel
Descriptive Time 3 hours Maximum Marks: 100
No. of Maximum
Questions Marks
SBI Specific
(Out of 10)
Questions - with sub-questions on (Out of 5)
Case Study
4 40
Orientation, technology etc.
(CIRCULAR NO. CDO/P&HRD/CM/8/2003-04/CIR/65)
102
ANNEXURE 3.26.1
Circle :_____________ Module :

Promotion to Grade/Scale Promotion Year 200_ - ___ CHANNEL
BIO - DATA
Name in full : PF Index Number :
(Surname) (First name) (Middle name)
Date of Birth : Age as on prescribed Years Month

(dd/mm/yyyy) (01-04-2006 for PY 2006-07)
SC/ST/OBC/Mino/Gen : If Religious Minority

Academic Qualifications : Position regarding
Other Professional Qualifications :
Entered the Bank : on :
Entered the Officer's Cadre : on :
Extension in Service, Date when last : Sanctioned upto :
Statement of Assets and Liabilities submitted :
Present Grade : Since :
No. of Chances : Fast : Normal Channel
(including chance for the current promotion year)
Period Served in various

Rural : Years Month Semi- : Years Month
Line : Years Month Independent : Years Month
Opr. : Years Month
Exemption, if any permitted, from rural/semi-urban/line/operational
Period for which exemption Assignment exempted
Foreign Assignment : Years Month
Assignments held, from current to backwards (covering at least 5 years)

Sr. Assignment/Designation Branch/Office From To
No. Assignment/Designation Branch/Office From To
1. To date
2.
3.
4.
5.
Extraordinary leave on loss of
Period of leave Reasons for leave
- counting for service :
- not counting for service
Sick Leave taken since last Promotion

Year No. of Days (full Pay) Nature of illness (to be indicated only where period
of leave exceeds 14 days on one occasions)
Enclosures :
2003 Tick here
2004
103
2005
AARFs
2006
Present State of Health : Whether health wise able to proceed on transfer : Yes
Details of pending/contemplated Vigilance/Disciplinary Case(s)/Adverse features,

(Please give brief details of the case and date when initiated)
SEALED COVER PROCEDURE

1. Date since when the officers promotion is under sealed cover procedure :
2. Date of Chargesheet/Suspension :
3. Nature of irregularities/lapses attributed to the officer :
4. Present position of the enquiry/disciplinary
Any special Achievements since previous
Appropriate Authority's Special Remarks/recommendations, if any
Summary of Annual Appraisal Report Recommendations on attributes

-AARFs of the 4 years starting backwards from promotion year M.M.Score
Years Reportin Review Approval Ability for proactive action 4
2003 Variety of Assignments 4

2004 Strategic Vision & Execution Capabilities 3
2005 Problem Solving & Decision Making 3
2006 Team Building & Motivator 3
TOTAL 'A' (Max. 400) Customer & Marketing Orientation 3
Effective weight for promotion 'B'
(A *35/400) (Max. 35) Total ' C' 20
M.M. Score
AARF Score 'B' 35
Recommendations on attributes 'C' 20
Total PAF Score 55
Reasons for major variations, if any, in AARFs in score :
awarded by reporting/review/approving authorities
It is certified that reviewed AARFs of the above years are properly drawn up and these have been duly considered
while
compiling PAF scores and recommending promotion.
CHIEF GENERAL MANAGER
NOTE : PAF will carry a Maximum score of 55 out of which :

-- AARFs marks for the relevant years will be converted to out of 35 and Recommendations on attributes will carry a weight of 20
-- PAF in respect of Promotion to SMGS-IV/SMGS-V must be signed by an authority not below the rank of Chief General Manager
104
ANNEXURE 3.27
FAST TRACK CHANNEL FOR PROMOTION TO TEG SCALE-VI
Applicability :
Promotion to TEG Scale-VI
Promotion Year :
From April to March (co-terminus with financial year)
Eligibility Criteria :
Officers in SMG Scale-V who have completed a minimum service of three years in the
grade as on the 1st April of the promotion year will be eligible for promotion to TEG Scale-
VI, subject to their meeting the following criteria:
a) Should have scored minimum 396 marks in aggregate in

AARFs of last 4 years.
b) Should have completed all mandatory assignments.
c) Should not be ineligible otherwise on account of residual
service, debarment or number of chances etc. as per existing Executive Selection System.
Number of Vacancies :
30% of the total number of vacancies for the particular promotion year for promotion to
TEG Scale-VI will be filled up by the promotions under this channel.
Number of chances :
Only two chances will be available to officers for promotion under this channel with the
following stipulations :
a) Option to opt-out :
Officers not willing to take part in the process during a particular year may opt out of the
process in which case it will not be counted as an availed chance. This option will be
available until these officers become due under Normal Channel, as thereafter such officers
will be considered under ‘Normal Channel’ only.
b) During the first two years of implementation of the Fast Track promotion scheme i.e. 2003-
2004 and 2004-2005, all the officers who are eligible to be considered under Normal
Channel promotions, will also be eligible to participate in the Fast Track process subject to
their meeting other eligibility criteria.
Selection Process :
The promotion process will be completed in 3 stages and every stage will work as a filter
for the next stage of the process :
STAGE-I :
Under stage-I all candidates, eligible as per the eligibility criteria for Fast Track promotion,
will appear for the written test, which will be used for preliminary screening only. The written
test will be so devised that the candidate will not be required to prepare exclusively for it. A
fixed number of candidates equal to four times the number of vacancies under Fast Track
channel will be picked up for next stage of selection process based on the merit securing
minimum cut-off marks. The minimum qualifying marks in this written test will be 70%.
However, the test marks will not carry any weightage in the further selection process.
STAGE-II :
a) Under stage –II all shortlisted candidates will undergo an
Assessment Centre Process. This process will focus on evaluating the identified core/critical
competencies in an officer. The overall performance of the officer in this process will be quantified
at the end totaling into 25 marks. Minimum qualifying marks in this process will be 60%.
105
b) Promotion Appraisal Forms will be prepared in respect of
all those officers who have qualified for stage-II. The officers will be awarded marks in the
Promotion Appraisal Forms out of total 50. The forms will be submitted by an officer not below the
rank of a Chief General Manager.
c) Marks scored in the Assessment Centre Process will then
be added in their respective proportion (out of total 25) to the marks scored in the Promotion
Appraisal Form (out of total 50) submitted by the Recommending Authority and an overall merit list
will be drawn. Candidates equal to twice the number of vacancies from top of the merit list will
qualify for the third and final stage of the process.
STAGE-III :
The officers shortlisted in the second stage will be subjected to a Group and Individual
interaction with the Interview Committee consisting of one Deputy Managing Director, two
Chief General Managers and one outside expert as per the provisions of the Executive
Selection System applicable to the grade. The candidates will be rated for various traits on
the identified parameters out of 25 marks. Minimum qualifying marks for the interaction will
be 60%.
SELECT LIST :
Based on the marks secured in stage-II and stage-III i.e. out of 75 and 25 marks
respectively, a final merit list will be drawn. Total number of candidates equal to the number
of vacancies allocated for promotions under Fast Track Channel will be taken from the top
of the merit list and re-arranged as per inter-se seniority and recommended to the
Executive Committee of Central Board, the Promoting Authority for promotion to the grade.
Recommendations to the ECCB will be made by the Central Management Committee
(CENMAC).
Vigilance Clearance :
As stipulated in case of Executive Selection System.
106
ANNEXURE 3.28
For promotions to the Grade of the Chief General Manager /General Manager/Deputy
General Manager
PROMOTION APPRAISAL FORM PROMOTION TO TOP EXECUTIVE

GRADES
(DEPUTY GENERAL MANAGER-Fast Track Channel)
PART 1
BIO-DATA
1.Name of the official :
(Name in full with surname first)
2. i) Date of Birth :
ii) Residual service as on the 1st April of the :

promotion year
3. Qualifications :
i) Academic :
ii) Professional (including CAIIB) :
4. i) Joined the Bank on :
ii) Entered Officers cadre as on :
5. i) Date of promotion to the present grade :
ii) Total service in the present grade :
6. Period served in qualifying assignments :

(only for DGM promotions)
Assignment Grade From To
107
7.i.(a) Sick leave availed by the promotion : Official since his last
Ailment Period
i.(b) Details of extra-ordinary leave during entire service :
Reasons Period
ii) Whether the Officer is likely to have any health or

other problem in case of his transfer on promotion
:
8. Positions held :
(covering all assignments in the grade, minimum 4
assignments - current position backwards ) :
Sr. Position Branch/Office From To

No.
108
PART II
SUMMARY OF AARFs
Year Reported Reviewed Approval/SRC Total
(if any) (out of 100)
II I II I II I
I/ V I/ V I/ V
II /I II /I II /I
I V I V I V
A A A A A A
31.03.200__
31.03.200__
31.03.200__
31.03.200__
TOTAL OF 4 YEARS (OUT OF 400)
(TOTAL EQUIVALENT MARKS (OUT OF 40)

(USE CONVERSION FACTOR *0.10) (A)
General Comments (Section B Form IV/IV-A of AARF)
Year IV As on
31.03.200__
Year III As on
31.03.200__
Year II As on
31.3.200___
Year I As on
31.03.200__
A. ADVERSE REMARKS/FEATURES, IF ANY, IN AARFs :
B. BRIEF REPORT ONEXCEPTIONAL PERFORMANCE/

ACHIEVEMEN / RECOGNITION:
Certified that all Confidential Reports compiled for the relevant years have been duly
taken into consideration. All reports are drawn up properly and no inconsistencies
observed therein.
109
______________________________
_
RECOMMENDING AUTHORITY
NAME :
________________________________
PART III
RECOMMENDATIONS ON THE OVERALL SUITABILITY FOR

PROMOTION
(To be rated on a Five-point scale: 10-Eminently Suitable, 8-Most Suitable, 6-Suitable, 4-
Marginally Suitable, Zero-Unsuitable)
MARKS FOR OVERALL SUITABLITY FOR PROMOTION (OUT OF 10) (B)

____________________
_______________________________________________________________________
_______________
TOTAL MARKS SECURED:(A+B) (OUT OF 50)

__________________________________________
_______________________________________________________________________
_______________
RECOMMENDING AUTHORITY Signature ____________________
Name ____________________
Designation ____________________
Date: _________________ Place: _____________________
----------------------------------------------------------------------------------------------------------------------
-----
(For Use at Cadre Management Dept., at Corporate Centre)

Date of Receipt
Checked By
GAPs
110
Entered in Computer by
Verified by
111
ANNEXURE 3.29
PROMOTION APPRAISAL FORM PROMOTION TO TOP EXECUTIVE GRADES (DEPUTY
GENERAL MANAGER/GENERAL MANAGER/ CHIEF GENERAL MANAGER)
PART I
BIO-DATA
1.Name of the official :

(Name in full with surname first)
2. i) Date of Birth :
ii) Residual service as on the 1st :

November of the promotion
year
3. Qualifications
:
i) Academic
ii) Professional (including CAIIB) :
4. i) Joined the Bank as :

on
ii) Entered Officers cadre as :

on
5. i) Date of promotion to the :

present grade
ii) Total service in the present grade :
6. Period served in qualifying :

assignments
(only for DGM promotions)
Assignment Grade From To
7.i.(a) Sick leave availed by the promotion : Official since his last
Ailment Period
i.(b) Details of extra-ordinary leave during entire service :
Reasons Period
112
ii) Whether the Officer is likely to have any
health or other problem in case of his transfer
on promotion :
8. Positions held :
(covering all assignments in the grade,
minimum 4 assignments - current position
backwards ) :
z Position Branch/Office From To
PART II
SUMMARY OF AARFs
Year Reported Reviewed Approval/SRC Total
(if any) (out of
100)
II I II I II I
I/ V I/ V I/ V
II /I II /I II /I
I V I V I V
A A A A A A
31.03.20__
31.03.20__
31.03.20__
31.03.20__
TOTAL OF 4 YEARS (OUT OF 400)
(TOTAL EQUIVALENT MARKS (OUT OF 40)

(USE CONVERSION FACTOR *0.10) (A)
General Comments (Section B Form IV/IV-A of AARF)

Year IV As
on
31.03.20__
Year III As on
31.03.20__
Year II As on
31.3.20__
113
Year I As on
31.03.20__
A. ADVERSE REMARKS/FEATURES, IF ANY, IN AARFs :
B. BRIEF REPORT ON EXCEPTIONAL PERFORMANCE / ACHIEVEMENT /

RECOGNITION:
----------------------------------------------------------------------------------------------------------------------------
-----------
Certified that all Confidential Reports compiled for the relevant years have been duly taken
into consideration. All reports are drawn up properly and no inconsistencies observed
therein.
______________________________
___
RECOMMENDING AUTHORITY
NAME :
114
PART III
REPORT ON MANAGERIAL CAPABILITIES

(To be rated on a Five-point scale:5-Exemplary, 4-Excellent,3-Good,2-Above Average,1-
Poor)
Numerical
marks
1. Creativity/Innovation and Achievement Orientation:
2. Analytical ability and decision making :
3. Communication :
4. Leadership qualities and team building :
5. Inter-personal relations :
6.Industrial Relations and Human Resources Management :
7. Corporate Image Building and Public Relations :
8. Environmental Awareness and Marketing Skills :
9. Emotional Strength :
10. Role in CMC/CirCC and other Structural Committees :
Total marks (Out of 50)
Total Equivalent Marks (Out of 15) (B)

(Use Conversion Factor *0.30)
PART IV
GENERAL COMMENTS ON POTENTIAL OF THE OFFICER TO SHOULDER HIGHER

RESPONSIBILITY WITH SPECIFIC COMMENTS ON LEADERSHIP QUALITIES
(To be rated on a Five-point scale: 10-Excellent Potential, 8-very good potential, 4 Capable,
Zero-not capable)
COMMENTS :
MARKS FOR POTENTIAL & LEADERSHIP (OUT OF 10) (C)
115
PART V
RECOMMENDATIONS ON THE OVERALL SUITABILITY FOR

PROMOTION
(To be rated on a Five-point scale: 10-Eminently Suitable, 8-Most Suitable, 6-Suitable,
4-Marginally Suitable, Zero-Unsuitable)
MARKS FOR OVERALL SUITABLITY FOR PROMOTION (OUT OF 10) (D)

______________________________________________________________________
TOTAL MARKS SECURED:(A+B+C+D) (OUT OF 75)

_______________________________________________________________________
RECOMMENDING AUTHORITY Signature ____________________
Name
Designation
Date: _________________ Place: _____________________
----------------------------------------------------------------------------------------------------------------------
(For Use at Cadre Management Dept., at Corporate Centre)
Date of Receipt
Checked By
GAPs
Entered in Computer by
Verified by
116
CHAPTER 4
SENIORITY
OSR 18(1)
1. Each year, the Bank shall prepare lists of officers in its service showing their names in
the order of their seniority and containing such other particulars as the Bank may
determine. Such lists will be prepared on a Circle basis in respect of officers belonging to
the Junior Management Grade and Middle Management Grade Scale II and III and on an
all India basis in respect of officers belonging to other grades.
(Corp. Centre letter No. CDO:PM:CIR:12:64 dt. 08.02.2006/LHO/HR/160 dt. 21.02.2006)
In view of wide usage of intranet, seniority lists will be placed on the HRD site of the Bank
and to stop printing of these lists henceforth to contain the printing and other cost in this
regard. Seniority lists as on 01.01.2007 in respect of all grades of officers have since
been placed on HRD site of the Bank at Corporate Centre level. However, limited number
of computer printouts/photocopies of the seniority list in respect of Junior Management
Grade Scale-I, Middle Management Grade Scale-II/III officers may be taken at the
modules, for the information of officers posted at Branches, which are not covered by SBI
Connect/Remote Access Services (RAS), as per the need.
OSR 18(2)
2. Seniority of an officer in a grade or scale shall be reckoned with reference to the date of
his appointment in that grade or scale. Where there are two or more officers of the same
length of service in that grade or scale, their inter-se seniority shall be reckoned with
reference to their seniority in the immediately preceding grade or scale or the previous
cadre to which they belonged in the Bank's service. Where two or more officers 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 in the immediately
preceding grade or scale or cadre, as the case may be.
OSR 18(3)
3. 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.
OSR 18(4)
4. In the case of an officer 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.
OSR 18(5)
117
5. Nothing herein contained shall affect the seniority among themselves of the officers who
were in the service of the Bank immediately prior to 1.10.79.
OSR 18(6)
6. It shall be the duty of the officer to draw attention immediately to any mistake which he
may notice in the list.
OSR 18(7)
7. A record of each officer's service shall be maintained at Regional Office/Zonal Office or

Local Head Office of the Circle in which he is serving or in case of an officer serving in or
under Corporate Centre at Corporate Centre or the Central Accounts Office or as may be
decided by the executive committee from time to time.
118
CHAPTER 5
RETIREMENT, VOLUNTARY RETIREMENT AND RELATED MATTERS
5.1 RETIREMENT
5.1.1 Service Rules governing retirement
OSR 19(1)
An officer shall retire from the service of the Bank on attaining the age of sixty years
(CDO/PM/CIR/10 Dt. 29.05.1998) or upon the completion of thirty years' service or thirty
years' pensionable service if he is a member of the Pension Fund, whichever occurs first.
Provided that the Competent Authority may, for reason to be recorded in writing extend the
period of service of an officer who has completed thirty years service or thirty years'
pensionable service, as the care may be, should such extension be deemed desirable in
the interest of the Bank.
Provided further that an office who has attained the age of 60 years shall not be granted
any further extension in service.
Provided further that an officer may, for reason to be recorded in writing be retired from the
Bank's service after he has attained 50 years of age or has completed 25 years' service or
25 years' pensionable service as the case may be, by giving him three months notice in
writing or pay in lieu thereof.
Provided further that an officer who has completed 20 years' service or 20 years'
pensionable service, as the case may be, may be permitted by the Competent Authority to
retire from the Bank's service, subject to his giving three months' notice in writing or pay in
lieu thereof unless this requirement is wholly or partly waived.
5.1.2 OSR 19(2)
Notwithstanding anything to the contrary in the Service Rules, no officer who has ceased
to be in the Bank's service by the operation of, or by virtue of, any provision shall be
deemed to have retired from the Bank's service for the purpose of the Imperial Bank of
India Employees' Pension and Guarantee Fund Rules or the State Bank of India
Employees' Pension Fund Rules unless such cessation of service has been sanctioned as
retirement for the purpose of either of the said pension fund rules as may be applicable to
him.
5.1.3 OSR 19(3)
In case disciplinary proceedings under the relevant rules of service have been initiated
against an officer before he ceases to be in the Bank's service by the operation of, or by
virtue of, any of the said rules or the provisions of these rules, the disciplinary proceedings
may, at the discretion of the Managing Director, be continued and concluded by the
authority by which the proceedings were initiated in the manner provided for in the said
rules as if the officer continues to be in service, so however, that he shall be deemed to be
in service only for the purpose of the continuance and conclusion of such proceedings.
119
An officer will retire from the service on the afternoon of the last day of the month in which
he attains the age of sixty years provided that the officer whose date of birth is first day of
month, shall retire from service on the afternoon of the last day of the preceding month on
attaining the age of sixty years.
The clearance for disciplinary\vigilance cases pending /contemplated against the retiring
official may be obtained only for the period between the date of last promotion and the
date of retirement.
GUIDELINES UNDER OSR 19(3)
The service of an officer can be deemed to continue for the limited purpose of continuance
and conclusion of disciplinary proceedings in terms of the aforesaid provisions even after
he/she otherwise ceases to be in service of the Bank. It has been decided to lay down the
following guidelines for the purpose of administering the aforesaid provisions:
(i) Paragraph 19(3) of OSR relating to continuance of an officer in service for the
limited purpose of completion of disciplinary proceeding, after he ceases to be in the service,
should not be indiscriminately used.
(ii) In order to ensure that invocation of paragraph 19(3) could be kept to the barest
minimum, a list of all the officers’ who would be retiring in the next two years should be got
prepared at the Zonal Offices under which these officers are working and at the LHO in case of the
officers posted thereat. The list should be scrutinized from the following angles:
(a) Reports from the Vigilance Department should be obtained to verify whether any
enquiry/investigation is pending against the officer which is likely to result in disciplinary action
being taken against the officer.
(b) Inspection reports pertaining to the retiring officer’s work should be carefully
examined to see if the officer has committed grave irregularities which may lead to criminal or
departmental action against him, especially if the officer is working at a branch or dealing with
operational matters.
(c) It may be checked whether any other serious complaint or disciplinary

proceedings are pending/contemplated.
(iii) It should be ensured that all cases of irregularities, lapses, etc. alleged to have
been committed by the officer are looked into expeditiously and a decision as to whether to initiate
disciplinary or criminal proceedings is taken one year before the date of retirement of the officer.
Thereafter, it should be ensured that disciplinary proceedings, if any, are initiated and completed
well before the date of superannuation. In cases where departmental proceedings are already
pending, a time-bound programme should be drawn-up to ensure that the proceedings are
completed well before the date of superannuation.
(iv) The list of officers who are due to retire in the next two years’ time where
irregularities or lapses are reported against them should be submitted to the Circle Management
Committee every quarter and the progress of each case should be reviewed by the Circle
Management Committee who will issue such directions as deemed necessary for expeditious
disposal of the cases.
120
(v) Three months before an officer is due for retirement, the Disciplinary Authority
should once again check up with the Circle Vigilance Department and obtain a fresh clearance
from them. At this stage if any fresh case is brought to the notice of the Disciplinary Authority, he
should immediately take a view on the misconduct/irregularities that the officer is reported to have
committed and also whether departmental proceedings should be initiated at this late stage. In the
case of an officer in TEGS VI and above, a report should immediately be made to the disciplinary
authority at Corporate Centre. In all cases where it is decided to initiate disciplinary proceedings a
charge sheet should immediately be issued. Where it is necessary to invoke provisions of
paragraph 19(3), a recommendation should be made to the Managing Director. Depending upon
the gravity of the irregularities committed and sensitiveness of the case, if the Managing Director is
of the view that the proceedings should be continued, an order invoking paragraph 19(3) will be
passed by him. A time bound programme for completion of disciplinary proceedings within the
next six months should be drawn-up in all such cases.
(vi) In order cases where disciplinary proceedings were already initiated, the
disciplinary authority should examine the cases three months before the officer is due for
retirement and submit a report to the Managing Director indicating whether it will be possible to
complete the proceedings before the date of superannuation or not. In case proceedings are not
likely to be completed and are required to be continued beyond the normal date of superannuation,
a decision will be taken by the Managing Director whether the charges are serious enough for
continuing the proceedings by invoking provisions of paragraph 19(3).
(vii) The continuance of the proceedings beyond the normal date of superannuation
should ordinarily be recommended only in respect of those cases where the officer has committed
grave acts involving malafide or acts involving moral turpitude and the Bank has incurred losses or
is likely to incur losses due to the irregularities, lapses, malpractices, frauds, etc. committed by the
officer and the Bank is reasonably certain of recovering the losses, fully or partly, from the officer
concerned out of the officer’s retirement benefits or where a penalty which will not entitle the officer
pension benefit, is likely to be imposed on conclusion. In all other cases, the Disciplinary Authority
should record reasons in writing for not considering it necessary to continue the proceedings
beyond the normal date of his superannuation. In all cases involving vigilance angle Vigilance
Department at Corporate Centre and in non-vigilance cases, HR Department thereat should
continue to be consulted.
(viii) The above guidelines will as well apply for invocation of paragraph 19(3) in cases
where an officer ceases to be in the service by operation of, or by virtue of any other rules other
than the rules relating to retirement/superannuation, to the extent these are relevant to such cases.
5.1.4 Authorities competent to sanction retirement

PER/87 of 1996-97, C.O. CDO/PM/CIR/73 dt. 14.02.1997
The authorities mentioned in Annexure 5.14 have been designated by Central Board as
Competent Authority to sanction retirement to all officers and other employees of the Bank
under the amended pension fund rules.
5.1.5 Procedure
i. The proposals for sanction of retirement (Annexure 5.1) under the rules will need to be put
up only to the Competent Authority who shall consider it in the light of existing instructions.
Where the sanction is to be declined, it can be done only after obtaining the permission of
the Executive Committee of the Central Board.
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ii. It is, however, clarified that the proposals for retirement of officers under the proviso to
para 19 of OSR i.e. where the officer has attained 50 years of age or has completed 25
years' service/pensionable service, and where requests for voluntary retirement from
officers on 20 years' service/pensionable service have been received, will continue to be
referred to the Competent Authority mentioned in Chapter 23 for sanction in the usual
manner.
iii. Recommendations for sanction of retirement of officers to Competent Authority may be put
up on the format given Annexure 5.1. The format, it will be observed, contains brief service
particulars of the officers which are generally available at Local Head Office/Zonal Office
and thus, delays in obtaining particulars from branches etc. will be avoided. The proposals
may be put up 3-6 months in advance of the date of retirement. After the sanction of
retirement, pension papers may be put up to trustees for sanction of pension in the usual
manner through the PF & Gratuity Department at Local Head Office.
Iv However, in case it is possible to collect the particulars pertaining to pension etc. well
before the date of retirement, then a consolidated proposal for sanction of
retirement/pension may be put up on the existing format as hitherto. The intention is that
delay has to be avoided in any case.
5.1.6 Contract Officers subsequently made Permanent: Reckoning of Contract Service
PER/49 of 1994-95
The Executive Committee of the Central Board during their meeting held on 15.01.1995
approved that as a model employer we may treat the past service on contract basis of
officers appointed as such and who were eventually absorbed as regular officers as
continuous service in the Bank and extend the undernoted benefits:
(i) To admit them to the membership of Provident Fund and Pension Fund from the
date of engagement on contract basis if found eligible in terms of relevant fund rules.
(ii) To treat the service spent on contract for the purpose of seniority.
(iii) Officers who have already retired may be made eligible for pension subject to the
eligibility conditions in the Pension Fund Rules as a result of increased length of pensionable
service and in their cases service Gratuity paid by the Bank be recovered.
(iv) The benefit of contract service for refixation in pay also be extended to these
officers.
5.1.7 Treatment of service rendered by officials on deputation from the government
C.O.CDO/PM/CIR/3 dt. 12.04.1996
i. In the past, officials have been taken on deputation to the Bank from State / Central
Government particularly in the field of agriculture to serve as Technical Officer (Agl.) etc.
The majority of these officials were subsequently absorbed in the Bank's service.
ii. The Corporate Centre has since examined whether the past service rendered by these
officials while on deputation from the government could be counted for the purpose of
computing total pensionable service in the Bank and have advised that in cases of mobility
of personnel between the Government and Financial Institutions, the employees shall not
122
be entitled to count their past service on their permanent absorption for pensionary
benefits.
5.1.8 VOLUNTARY RETIREMENT

PER/9 dt. 30.01.1992
In terms of proviso 4 to Rule 19(1) of State Bank of India Officers Service Rules 1992, an
officer who has completed 20 years of service or 20 years' pensionable service as the
case may be, may be permitted by the Competent Authority to retire from Bank's service
subject to his giving three months' notice in writing or pay in lieu thereof unless this
requirement is wholly or partly waived by the Competent Authority.
5.1.8.1 Procedure
The following procedures have been laid down for meticulous compliance:
(i) Request for the voluntary retirement must be addressed to the Competent Authority and
submitted on prescribed format.
(ii) As soon as a request for voluntary retirement 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 the procedure set out in the subsequent paragraphs.
However, if pay in lieu of due notice has been offered or full 3 months' notice has not been
given, the official has to be immediately advised that his application for voluntary
retirement is being processed and forwarded to the Competent Authority for a decision.
Meanwhile, he cannot be deemed to have retired from Bank's service in the absence of
communication of the Competent Authority's express approval which is necessary in terms
of 4th proviso to Rule 19(1) of the SBI Officers Service Rules. This advice should be
communicated by the authority under whom the official is working i.e. Branch Manager in
case of an officer posted at a branch, Dy. General Manager in case of Zonal Office,
concerned Departmental Head in case of any other Administrative Office. The
cheque/payment in lieu of the notice period, if any. tendered should not be encashed. A
draft of the acknowledgement letter is given in Annexure 5.5. Thereafter, following
procedure should be observed.
(iii) The Competent Authority for declining request for voluntary retirement under Rule 19(1) of
OSR, 4th proviso is the same authority which is competent for sanctioning voluntary
retirement. The requirement of placing the matter before the Executive Committee of the
Central Board is under Rules 15 and 11 of the SBI /IBI Employees' Pension Fund,
respectively, and these rules are for an altogether different purpose.
(iv) The authority as stated earlier should acknowledge receipt of the application on the lines
of Annexure 5.5 The request for voluntary retirement should be processed and
recommendations be submitted to Competent Authority on the lines of the Annexure 5.6.
All applications from officers for voluntary retirement have to be processed and necessarily
placed before the Competent Authority for a decision and have to be forwarded through
proper channel. In this regard, for officers working in a Circle or on deputation to
companies/other organisations, the relative Local Head Office will process and forward the
application to Personnel Admn. Department at Corporate Centre, where necessary,
whereas in case of those on deputation to Corporate Centre/ its departments/ Bank's
subsidiaries, the applications will be processed and sent by the concerned Departmental
Heads to Office Admn. Department at Corporate Centre.
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(v) While forwarding the application (Annexure 5.6) to Competent Authority, clearance must
be taken from Vigilance Department/Disciplinary Proceedings Department as regards
pendency/contemplation of any disciplinary case/criminal case / investigation. Further, in
case the official has worked in other Circles/offices, confirmation to this effect must be
obtained from them also. The details of the same must be mentioned in the column
provided in Annexure 5.6. Other points to be noted while submitting the recommendations
besides necessary action to be initiated immediately on receipt of the request for
resignation/retirement from the officer, are as under:
(a) The request from the officers should be addressed to the appointing/competent authority.
(b) The request for resignation should be unconditional/unqualified.
(c) In case request for complete/partial waiver of required notice period of 3 months’ has been
made by the officer, valid reasons/grounds therefore should be given by him and specific
comments and recommendations for the waiver or otherwise are given.
(d) In case of retirement/voluntary retirement whether the officer has completed 20 years’
service or 20 years’ pensionable service, should be clearly stated therein.
(e) If letter/notice from the officer is without date, Bank’s intention as to from which date notice
period will be counted, should be advised to the officer immediately.
5.1.8.2 Interview
Whenever any official is opting for voluntary retirement, he/she should be interviewed so
that the real reason for his/her option could be found and proper counseling could be
given, wherever necessary. It is to be ascertained from such officials during the exit
interview that they firmly decided to retire from the Bank’s service and thereafter the
recommendations should be submitted to the competent authority for approval. Corporate
Centre has clarified that although the official has legally the right to withdraw his request
for retirement any time before expiry of the notice period, efforts should be made to avoid
the unproductive work of processing and subsequent withdrawal of the application of the
official. C.O.CDO/ADM/SPL7610 dt. 14.12.1997
C.O.HRD/62/4553 dt. 30.11.1994
The proposed structure for the purpose is detailed under :-
(a) For officials in the Grades of JMGS 1 to SMGS IV
a. In Branches / Spl. Branches and Zonal Offices Controlling DGM
b. In LHOs One of the GMs
c. In Corporate Centre/Corporate Centre establishments
- in Mumbai DGM (Learning & Development)
Corporate Centre
- Outside Mumbai Controller, if he is of
DGM grade or above,
DGM (Learning & Development),
Corporate Centre
(b) For Officials in the Grade SMGS V:

a. In Circles CGM of the Circle
b. In Corporate Centre/Corporate Centre Establishment CGM (HR) at
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Corporate Centre
or Controller
(c) For officials in the Grade TEGS VI DMD & CDO
In each and every case, the fact that the interview took place should be recorded.
(vii) The above exercise must be completed within a period of 2 weeks from date of receipt
of the application and by the 3rd week the proposal must be sent to Corporate Centre
/Local Head Office for further necessary action.
(viii) At Corporate Centre it is likely that some more clarifications may be required from Local
Head Offices/departments. These clarifications when sought must be furnished
promptly.
(ix) The decision of the Competent Authority should be conveyed to the official in writing
and his dated acknowledgement taken. In a few cases, it was observed that since the
notice was due to lapse shortly, the decision of declining the request of voluntary
retirement was advised to the official over telephone; this was not followed up in writing.
The concerned official subsequently denied having been told anything about the Bank's
decision and claimed to have retired. To avoid situations like this, it is necessary that
decision of the Competent Authority, whether accepting or declining the request, is
communicated in writing to the concerned official and acknowledgement is invariably
taken. In case personal service is not practicable, the same should be sent under
certificate of posting to the last recorded address.
(x) In case an officer, who is already under suspension or is facing disciplinary proceeding,
has put in application for voluntary retirement, with or without notice, his attention
should be drawn to Rule 20(2) (a) of the State Bank of India Officers Service Rules and
advised that he cannot leave Bank's service in the circumstances stated therein. It may
also be ensured that for invoking provisions of Rule 20(2) of State Bank of India Officers
Service Rules, the provisions contained in Rule 20(2)(b) have been complied with
before the expiry of notice period. The acknowledgement letter given in Annexure 5.5
has been drafted with this aspect in mind.
(xi) In case the disciplinary proceedings are likely to be delayed, the official should be
advised suitably and on conclusion of the proceedings, his request can be processed
and forwarded to Corporate Centre/Local Head Office in the above manner for a
decision. Needless to add, a fresh letter for voluntary retirement will have to be taken
from such officials with clear notice period.
Clarifications:
A. Voluntary Retirement
PER/18 dt. 23.02.1991
In regard to requests for voluntary retirement of officers, it is clarified that requests for
voluntary retirement of officers on completion of 30 years of pensionable service or
attaining 58 years of age shall be treated as normal retirement and such requests shall
be required to be put to the Competent Authority only.
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B. Denial of Retirement
Where it is proposed to deny sanction of retirement under either of the Funds’ Rule to
any officer in SMGS IV or above, the matter would be submitted to the Executive
Committee of the Central Board. In case of officers upto MMGS III, the authority for
declining the request will vest with the Dy. Managing Director & CDO. In case of all
other employees where it is proposed to deny sanction for retirement under either of the
said Rules, the matter would be submitted to the Executive Committee or the Local
Board concerned with their employment.
5.1.8.3 Accountability
The procedure followed by the modules should be reviewed and causes for delay at
various levels in dealing with such requests should be carefully analysed and corrective
action taken. In the instances of willful delay or gross negligence in dealing with the
matter, accountability would be fixed and action would be taken on those responsible.
5.1.8.4 Waiver of Notice Period
ADM/SPL/2199 Dt.21.07.1994 & ADM/SPL/4/15/5466 dt. 31.01.1995
The guidelines to be followed in this regard are as follows:-
(i) Normally, the notice period should not be waived for the reason that it takes about 2 to
3 months to identify a replacement and arrange for his posting, etc. Clearance from the
departments/controlling offices under which the official had earlier worked has also to
be taken in the area of disciplinary /vigilance cases and examined. There may also be
various dues from the official owing to the Bank which have to be ascertained and
arrangements made for their adjustment. All this takes time. Hence, the competent
authorities should normally not waive the requirement of notice, whether it is a case of
resignation or voluntary retirement.
(ii) However, where the official is proceeding to join a government service or Public Sector
Company, the Competent Authority may waive fully or partially the notice period after
receiving clearance from vigilance angle in the usual manner and after recovery of all
dues.
(iii) If the officer is leaving the service either by way of resignation or retirement for personal
reasons or for joining any other service, except those at item (ii) above, notice period
need not be waived.
(iv) In extreme cases of compassion, say on the grounds of failing health or joining spouse
posted elsewhere, adverse family circumstances, etc., the Competent Authority may
consider to partially or fully waive the notice period subject to satisfaction about the
genuineness of the reasons adduced for leaving the Bank's service and clearance from
vigilance angle as well as recovery of all dues.
5.1.8.5 Withdrawal of Request during Notice Period
C.O. NBG:P&HRD:13:SPL/17/178 dt. 08.07.2000/LHO/PER & HRD/67 dt. 08.09.2000
Legally an officer has the right to withdraw his request for retirement any time before
expiry of notice period.
5.2 EMPLOYMENT AFTER RETIREMENT
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5.2.1 Parameters required to be considered
1. In terms of Rule 14 and 19 of the Imperial Bank of India and State Bank of India Pension
Fund Rules, respectively, if an officer of the Bank, who is entitled to pension under these
rules, wishes to accept employment in any other Bank, at any time or any other
commercial employment within two years from the date of retirement, he should obtain the
previous sanction of the Competent Authority. If the officer undertakes such employment
without obtaining the sanction, it will be competent for the trustees to withdraw the pension
payable to him either in full or in part, at their discretion.
2. The request for commercial employment after the retirement from service will he
considered within the broad parameters prescribed by the government as listed below:
i) Did the officer, while in service have any such dealings with the proposed employer as
might create the suspicion that he had shown favour to the latter ?
ii) Will his commercial duties be such that his official knowledge and experience could be
used to give the employer an unfair advantage ?
iii) Will his duties be such as might bring him into conflict with the Bank/ government ?
iv) Is the proposed employment of a thoroughly reputable kind ?

v) Are there any exceptional circumstances which would make the refusal of consent a real
hardship ?
3. The term Commercial employment would also include Directorship in Companies even if it
involves only sitting fees for the board meetings and reimbursement of travelling expenses.
5.2.2 Procedure
i. The Central Board at its meeting held on 27.11.1995 approved the proposal for
amendments to Rule 14 of the Imperial Bank of India Employees' Pension and Guarantee
Fund Rules and Regulations and Rule 19 of State Bank of India Employees' Pension Fund
Rules as per Annexure 5.12 and 5.13 respectively. The effect of the proposed amendment
is that the employee may be either permitted to take up employment or, if the permission is
being refused, this may be done after giving the employee a chance of being heard. Also, if
the permission or refusal of such permission is not communicated within ninety days, it
would be deemed that the employee has been permitted to take up the said employment.
This amendment has been carried out on the recommendation of the Committee on
Subordinate Legislation (Rajya Sabha).
ii. Competent Authorities: Pursuant to the decision of the Central Board, the Executive
Committee of the Central Board at its meeting held on 30.1.1997 designated the authorities
mentioned in Annexure 5.14 as Competent Authority to grant permission to accept
employment after retirement to all officers of the Bank for the purpose of the aforesaid
Pension Fund Rules. However, where it is proposed to deny permission to accept
employment after retirement, the matter would be submitted to the Dy. Managing Director
& CDO, in case of officers upto MMGS III, and to the Executive Committee of the Central
Board, in case of other officers.
iii. All requests for permission under the rules may. therefore, he put up only to the Competent
Authority through controlling authority for grant of permission who shall consider it under
127
the existing guidelines and where the permission is to he declined, it will be done only after
obtaining the permission of the Executive Committee of the Central Board.
5.2.3 General Guidelines

i. It is observed that in many cases the queries referred to in Section 5.2.1 are mostly
answered with cursory remarks indicating that the applications are not being subjected to
stringent scrutiny as expected. Permission sought by the retired officials for joining
companies/ firms enjoying substantial credit facilities with us showing unsatisfactory
features, which were handled by the officer while in service at various stages like
processing, recommending and sanctioning, are recommended without critically examining
whether any undue favours have been shown by the officers towards the firm.
ii. It should, therefore, be ensured that the request received from retired officials seeking
permission of the Competent Authority are subjected to strict scrutiny and favourable
recommendation in this regard be made only after the controllers are fully satisfied on all
aspects and not in a routine manner. Where the retired officer was directly involved in the
processing, recommending or sanctioning of credit facilities to the company or its group
concerns where he proposes to join after retirement, discrete enquiries should be made to
ensure that no undue favours had been shown towards the company or its group
companies at any stage especially when such advances are showing unsatisfactory
features. If there is proof that such undue favours had been shown, such requests should
not be recommended favourably.
Clarification:
CDO/PM/1413/spl/1235 dt. 05.01.2007
The matter was reviewed recently and it has been decided by the Executive Committee of
the Central board in their meeting dated the 21st December, 2006 that requests for taking
up employment after retirement in a non banking company may be considered favorably by
the Competent Authority provided that on the date of retirement of the officer/employee, 2
years have elapsed since he last dealt with the accounts of Companies or group
Companies with whom he proposes to take up employment after retirement and in the
meanwhile the accounts that he dealt with have remained standard all through and there
are no indications available to create suspicion that the official had shown undue favour.
It may be clarified that, ‘to deal with’ would mean that the officer/employee was
instrumental in processing/recommending/deciding/allowing/noting, either individually or as
a member of any committee, any kind of exposure, facility, credit limit, drawing power,
margin, rate of interest, security, waiver, settlement or any other benefit where any fund-
based/non fund-based credit facility has been granted, temporary or permanent, to the
proposed employers or their associate/group company Or
processing/recommending/deciding/allowing, either individually or as member of any
committee, award/grant of any kind of work/purchase/service agreement or order or
contract for any work or service in the Bank. It is further clarified that ‘to deal with’ will not
include approving/noting of the routine control returns of any kind. However, each case
would be examined by the competent authority on the individual merits of the case.
5.2.4 Voluntary retirement/resignation while on deputation : Employment after retirement
CC/CDO/P&HRD-pm/55 dt. 08.01.2007/LHO/HR/98 dt. 12.01.2007
128
Our officers/employees will not be allowed to take up employment with our
subsidiaries/joint venture companies within one year after their voluntary
retirement/resignation/exit option from Bank’s service. Such officers/employees may apply
for employment in our subsidiaries/joint ventures, after a gap of one year from the date of
their voluntary retirement/resignation/release under Exit Option Scheme from the Bank.
Needless to add the officers/employees leaving the Bank on superannuation/voluntary
retirement/exit option are not eligible for re-employment in the Bank in any capacity.
Such officers/employees who retired under SBIVRS would not be appointed in the
Bank/our associates/subsidiaries/joint venture companies in any case.
5.3 Expeditious Settlement of Terminal Dues
1. Delays in settlement of terminal dues have in a few cases been represented before
the Court of Law. One Such case of Shri Padmanabhan Nair Vs. State of Kerala, came in
before the Supreme Court in a Special Leave petition No. 9425 of 1984. The Supreme
Court in this case has held “Pension and Gratuity are no longer any bounty to be
distributed by the Government to its employees on their retirement but have become,
under the decision of this Court, Valuable rights and property in their hands and any
culpable delay in settlement and disbursement thereof must be visited with the penalty of
payment of interest at the current market rate till actual payment.” The court has not only
allowed the payment of over-due interest on pension but has also observed that the erring
officials should be taken to task for any culpable lapses resulting in delay in payment of
pension due, so that a sense of accountability to the retired employee/public is generated.
In the light of the aforesaid judgment of the Supreme Court, it has become necessary to
review the existing system to avoid delay in disposal of terminal dues. Following
guidelines should, therefore, be adhered to meticulously:
(i) Arrangement must be made at least 6 months in advance to record the date of
retirement of every employee. The Branches/Controlling Authorities should prepare a list of
officials/employees who will be retiring during next one year.
(ii) Six months before the date of retirement, the concerned Branch/Controlling
Authority should ask from the employee concerned the required papers viz. application for pension
and application for payment of Gratuity, leave encashment, if any. Where the required papers are
not received from the concerned employee then recommendations must be submitted for sanction
of pension, provident fund dues, Gratuity etc. to the competent authority and after sanction, advise
the employee/issue necessary notice to receive payment on completion of necessary formalities.
There is already a provision to this effect in Gratuity Act. There is no such bar in Provident Fund or
Pension Fund Rules in this respect.
(iii) These papers should be processed well in advance by the direct control
Branches/Regional Offices/PF & Gratuity Department at this office so that the retirement of the
employee is approved by the Local Board/ECCB well in time.
(iv) There are already instructions on record that avoid hardship to the pensioners;
sanction may be obtained from the appropriate authority for payment of adhoc pension by debit to
Branch Suspense Account. If the employee so desires, the proposal for sanction of adhoc pension
should be submitted to the appropriate authority well in time.
(v) The Branches should arrange for payment of pension and D.A immediately on
receipt of advices from the Provident Fund Department at this office. Similarly advice for increase
of D.A from time to time should also be acted upon immediately on receipt thereof.
(vi) As soon as the Controlling Authorities come to know the due date of retirement of
the employee (which should be 6 months in advance) the amount of Provident Fund contributions
by the Bank and the employee made after the updated account, should be collected by them from
the Branches involved so that there is no delay in arriving at the final balance of provident fund
dues before the employee retires.
129
2. It is our intention to hand over the following instruments on the date of retirement;
(i) A cheque for 90% Provident Fund due (as on the provisions year ending
date).
(ii) A cheque for the Gratuity amount and/or any other dues.
(iii) A letter showing the amount of pension payable, final or adhoc (as the
case may be).
Circular No. : CDO/P&HR-PM/12/2006 – 07 dt. 01.07.2006
5.4 TIME NORMS IN CASE OF VOLUNTARY RETIREMENTS/

RESIGNATION AND EXIT OPTION
In terms of Rule 33 of SBI Employees Pension Fund Rule, interest on monies standing in
the books of the provident fund to the credit of member ceases on the date he leaves the
service of the Bank or the day on which he dies, whichever happens first. As such all
terminal benefits viz. Provident Fund Balance, Pension, Gratuity and other benefits
should be paid/settled on the date of retirement of the member. Branches/offices should
commence the entire processing of terminal benefits 6 months prior to the date of
retirement of an employee. It has also been advised that in respect of deceased cases,
controller should depute an employee to call on legal heirs of the deceased employee as
early as possible to guide and help them in completing the necessary papers so that the
family of the deceased should receive the payment within three months following
submission of completed application by them.
2. However, in respect of employees seeking voluntary retirement, resignation, or

exit option etc., it is difficult to ensure refund of terminal benefits on the day of
retirement/release from the Bank's service, despite the notice period of three months in
case of officers (maximum four months in case of exit option). As the processing of
terminal benefits starts only after receipt of approval for resignation, exit option, voluntary
retirement, from the competent authority, sufficient time is not left for processing the
proposals before the due date of retirement/release from the service and Bank has to pay
interest on delayed payment of terminal dues. We have to find the ways and means to
avoid this extra cost.
3. It has accordingly been decided with the approval of the appropriate authority
that the following procedure be followed henceforth to reduce the delay in processing of
the proposals in respect of officers/employees retiring under voluntary retirement/ leaving
the Bank's service under exit-option/resignation.
i) On receipt of the application for exit option/voluntary retirement/resignation, while

giving the acknowledgement to the employee as per Annexure 5.5 a suitable clause
has been incorporated therein advising that since the employee is leaving Bank's
service as per his own convenience under exit option/voluntary
retirement/resignation, sufficient time is not available for processing the terminal
benefits in time, therefore, his terminal benefits will normally be settled within 30 days
from the date of his actual release from service provided he has given the required
notice as provided for in State Bank of India Officers Service Rules/instructions under
Exit-option Scheme. Interest on delayed payment of terminal benefits will become
payable only after 30 days from the date of actual exit /voluntary
retirement/resignation. In cases where resignation/voluntary retirement requests are
made by serving only partial notice, interest on settlement of terminal dues shall
become payable only if these are not paid even after lapse of period equal to the
shortfall in notice period and adding thereto 30 more days. Such period shall be
counted from the actual date of release of the employee/officer.
ii) The application for payment of terminal benefits should also be obtained from the
concerned employee by the Branch/ establishment simultaneously and the
130
processing of terminal benefits should begin without waiting for the approval of the
Competent Authority’s sanction for resignation/voluntary retirement/release under exit
option.
iii) PF & Gratuity Department should submit their recommendations to the Trustees for
sanction of the terminal benefits and follow up should be done for obtaining approval
of the Competent Authority.
iv) The sanction of the Trustees/appropriate authority, as the case may be, should be
advised to the Branch/establishment where the employee is posted with the condition
that terminal benefits should be released only after the date on which the voluntary
retirement/exit option, resignation takes effect. The Branch/establishment would have
already received the approval of the voluntary retirement/exit option before that. A
copy thereof should be sent by the concerned department/branch to the PF &
Gratuity Department at LHO/Corporate Centre, as the case may be as also to the
Central Account Office, Kolkata.
v) In case the request of the employee/officer is declined by the Competent Authority for
resignation/voluntary retirement/release under Exit Option Scheme, or if the request
for leaving the Bank's service is withdrawn by the employee/officer before the due
date of his sanctioned release, following steps should be taken immediately.
a. Branch/office concerned should immediately advise his controller and PF & Gratuity
Department at LHO/Corporate Centre (as the case may be) directly by fax/courier
advising that request of the employee/officer for leaving the service has been
declined/withdrawn;
b. Conditional sanction of Trustees for settlement of terminal dues received at the

branch/office wherefrom the employee/officer was due to be relieved under exit
option/voluntary retirement/resignation should not be acted upon. It should be
returned in original to the PF & Gratuity Department at LHO/Corporate Centre, as the
case may be.
c. PF & Gratuity Department at LHO/Corporate Centre should advise Central Accounts

Office, Kolkata regarding non-utilisation of sanction of Trustees for settlement of
terminal dues advising reasons therefore.
5.5 QUALITY OF WORK LIFE, PRESENTATION OF MEMENTO ON RETIREMENT
CC/HRD/CDO/62/511 dt. 29.07.2002/LHO/P&HRD/78 dt. 16.08.2002
Retirement is the most appropriate occasion for recognition of an employee as it

marks a milestone in the career of an employee that carries enormous emotional
importance for the outgoing employee and the gesture of the organisation on such an
occasion has a significant bearing on the motivational level and emotional bondage
between the rest of the employees and organisation. Accordingly, it has been
decided to introduce an institution –wide practice of presenting a memento on Bank’s
behalf, to each of staff member belonging to various cadres, at the time of retirement
on superannuation excluding voluntary retirement or compulsory retirement etc.,
subject to various scales of cost ceilings for different categories of employees, as
follows;-
i) Officers in Junior & Middle Management Rs. 1250/-
ii) Officers in Senior Management Rs. 2000/-
iii) Officers in TEGS VI & VII Rs. 4000/-
The memento on retirement will be in addition to the Silver Jubilee Award on

completion of 25 years of service subject to other stipulations as per extant
instructions. Further, the memento may preferably in form of a Silver/Silver Article
131
with suitable inscription/legend which could be preserved by the retired employee
with pride and cherished memories. A small get-together of staff may be arranged at
unit level in honour of an employee at the time of retirement, as hitherto, in which the
memento may be presented to him/her.
5.6 ISSUANCE OF SERVICE CERTIFICATE TO EX-OFFICERS
CSL/CIR.DO/PER & HRD/20 dt. 05.06.2001
Appreciation letters to those officers who retire from Bank’s service with unblemished
record on attaining age of superannuation should be issued by designated authority
as per Annexure 5.2.
CC/CDO/PM/1413/CIR/43 dt. 22.09.2003/LHO/P&HRDD/85 dt. 22.09.2003
The contents of the appreciation letter issued to officers/employees on the eve of

retirement do not contain reference to experience of the official/employees earned by
him in various fields, some ex-officers requests for issuance of experience certificate
to them. Such officials, who are seeking employment elsewhere usually need a
certificate detailing ‘inter alia’ the experience with length of service put in for the
satisfaction of the prospective employers. Bank may consider issuing service
certificate to officers making such specific request provided,
i) they have rendered satisfactory service in the Bank,

ii) their resignation/voluntary retirement/retirement on superannuation in
normal course has been approved by the Competent Authority.
a) Such requests for service/experience certificate may also be considered in other
cases like dismissal, termination or removal from service or retirement by
invoking rule 19(3). However, the fact of dismissal, termination or removal may
also be mentioned in the certificate.
b) The certificate is to be issued only through official’s Controller under whom he

had last served. If officer is retired under VRS/Voluntary Retirement/dismissed,
etc. this should also be mentioned in the certificate.
c) For this purpose retired officials may be required to submit their request through
proper channel through the last branch/office where he/she was posted. On
receipt of the application the Branch Manager/Departmental Head would
scrutinize the application and submit his recommendations to the designated
authority, through proper channel.
Performa of the service/experience certificate to be issued to officials who retire in

normal course is as per Annexure 5.9. In all other cases i.e., those mentioned in
para a above, Performa to be used will be as per Annexure 5.10. The competent
authority (ies) proposed to be authorized to issue service/experience certificate are
indicated in Annexure 5.11. A copy of Performa of application to be submitted by the
official requesting for issuance of service certificate is as per Annexure 5.8.
ANNEXURE 5.1
STAFF : SUPERVISING
SANCTION OF RETIREMENT
Name of the Officer :

P.F. No. :
Specimen Signature No. :
132
Grade :
Present Assignment :
Date of Birth :
Age as on the date of retirement :
Date of appointment :
Appointed as :
Date of admission to Pension Fund :
Date upto which the Service counts :

for pension
Extra-ordinary leave on loss of :

pay availed during the entire
service
Pensionable service :
Disciplinary /Vigilance case :

pending/contemplated if any
Whether any punishment/penalty was

inflicted on the officer during
his entire service period? If so,
details thereof :
Position regarding submission of

Assets & Liabilities statement by
the officer :
Whether AARF on the officer has :

been complied upto date?
Reasons for retirement. :
We recommend that the retirement of Shri ______, from the Bank's service as at the close of
business on the _____, be permitted in terms of Rule 15 of SBI Employees Pension Fund Rules
subject to Vigilance clearance.
Date : Signature :
133
ANNEXURE 5.2
DESIGNATED AUTHORITY FOR ISSUING APPRECIATION LETTER ON

RETIREMENT
Category Letter of appreciation to be signed by
Scale I /II / III at branches DGM of Branch/Module

at branches/ROs/ZOs
Scale I / II/ III at LHOs Circle Development Officer of the Circle
Scale I / II/ III at Corporate Head of the Department not below the
Centre/Corporate rank of DGM
Centre Establishments
Scale IV at Circles CGM of the Circle
Scale IV at Corporate Centre Head of Department, not below the rank of

Centre/Corporate Centre CGM. In case the department is not headed
Establishments by CGM then by CGM (HR)
Scale V / VI / VII
at branches/administrative MD & GE (NBG)
offices
Scale SS I /SS II Chairman
134
ANNEXURE 5.3
AMENDMENT TO RULE 11 OF IMPERIAL BANK OF INDIA EMPLOYEES'

PENSION & GUARANTEE FUND RULES & REGULATIONS
AMENDMENT PER/18 of
1991
EARLIER RULE AMENDED RULE
11. The retirement of all officers of the Bank The retirement of all officers of the Bank shall
shall be subject to the sanction of the be subject to the sanction by the Competent
Executive Committee of the Central Authority designated by the Executive
Board. The retirement of all other Committee of the Central Board of the Bank,
employees of the Bank shall be subject to from time to time, provided however, that a
the sanction of the Executive Committee decision to deny sanction under these rules to
for the Local Board concerned with their an officer shall need the previous approval of
employment. Any officer or other the Executive Committee of the Central Board.
employee who shall leave the service The retirement of all other employees of the
without sanction as required by this rule Bank shall be subject to the sanction of the
shall forfeit all claim upon the fund for Competent Authority designated by the
pension. Executive Committee of the Central Board of
the Bank from time to time provided however,
that a decision to deny sanction under these.
rules to an employee shall need the previous
sanction of the Executive Committee or the
Local Board concerned with his / her
employment. Any officer or other employee
who shall leave the service without sanction as
required by this rule shall forfeit all claim upon
the fund for pension.
135
ANNEXURE 5.4
AMENDMENT TO RULE 15 OF SBI EMPLOYEES PENSION FUND RULES STATE

BANK OF INDIA EMPLOYEES PENSION FUND RULES AMENDMENT
EARLIER RULES AMENDED RULES

The retirement of all officers of the Bank
shall be subject to the sanction of the The retirement of all officers of the Bank shall
Executive Committee of the Central be subject to the sanction of Competent
Board. The retirement of all other
Authority designated by the Executive
employees of the Bank shall be subject to
the sanction of the Executive Committee Committee of the Central Board of the Bank
or the Local Board concerned with their from time to time, provided, however, that
employment. Any officer or other the decision to deny sanction under these
employee who shall leave the service
rules to an officer shall need the previous
without sanction as required by this rule
shall forfeit all claim upon the fund for approval of the Executive Committee of the
pension. Central Board. The retirement of all other
employees of the Bank shall be subject to the
sanction of the Competent Authority designated
by the Executive Committee of the Central
Board of the Bank from time to time, provided
however, that a decision to deny sanction under
these rules to an employee shall need the
previous sanction of the Executive Committee
or the
Local Board concerned with his / her
employment. Any officer or other employee who
shall leave the service without sanction as
required by this rule shall forfeit all claim upon
the fund for pension.
136
ANNEXURE 5.5
Shri Date :
Dear Sir,
VOLUNTARY RETIREMENT/RESIGNATION
We acknowledge receipt of your letter dated 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 from the service of the Bank.
3. Please note that as you have submitted application for Voluntary Retirement/Resignation from
the Banks’ service as per your own convenience by serving three months notice, sufficient time
is not available for settlement and final payment of terminal dues to you on the date of your
release. Therefore, interest on terminal dues shall become payable if these are not paid even
after lapse of 30 days period from the date of your actual release from the Bank's service.
OR
* Please note that as you have submitted application for Voluntary Retirement/Resignation from
the Banks’ service as per your own convenience by serving only partial notice, sufficient time is
not available for settlement and final payment of terminal dues to you on the date of your release.
Therefore, interest on terminal dues shall become payable if these are not paid even after lapse
of period equal to the shortfall in notice period and 30 more days thereafter from the date of your
actual release from the Bank's service.
4. In view of the pending disciplinary proceedings against you/your suspension from

service, you cannot leave Bank's service in terms of Rule 20(2) of the SBI Officers Service Rules,
until you hear from the competent authority.
5. Please return the duplicate copy of this letter as a token of having noted the contents.
Yours faithfully,
Branch Manager/Dy. General Manager/

Departmental Head.
* Strike out whichever is not applicable. Signature of the employee

with date.
137
/'
ANNEXURE 5.6
FORMAT FOR SANCTION OF VOLUNTARY RETIREMENT I

RESIGNATION STATE BANK OF INDIA
Branch/Office
Circle
VOLUNTARY RETIREMENT I RESIGNATION
A. BIO-DATA
1. Name
2. Grade
3. Date of Birth
4. Provident Fund Index No.
5. S. S. No.
6. Appointment in the Bank as
7. Date of Appointment
8. Date of admission to Pension Fund
9. Date on which Officer completes

30 years of Pensionable Service I
30 years of Service.
10. Voluntary Retirement / Resignation to be

considered from
11. Pensionable service

(after deducting extra ordinary leave
availed by him) Years months
B. SERVICE RECORD
Marks for 3 immediately preceding
years
AARF Part III/III A (out of 60)

AARF Part IV/IVA (out of 40)
Total (out of 100)
Remarks of Reviewing Authorities
138
Adverse Remarks, if any, in the Service Record
with dates & whether these have been pointed
out to him (this should cover the entire 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 & give brief particulars of the action taken.
(b) Has disciplinary action (including those involving

vigilance angle) been taken against the officer during
the last 3 years? If so, give briefly the nature of the
misconduct & punishment inflicted with dates &
whether or not these deficiencies have been
overcome.
(c) Disciplinary action (including those involving vigilance
angle) if any pending I contemplated. If so, details
thereof and present position.
(d) Report from the earlier Circle, if any, where the
official was posted.
D.
(a) Details of loans taken by the official and present
outstanding. Please indicate how these are
proposed to be liquidated.
(b) 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 exit interview was held? State the recommendations of the authority who heard the official.
F. Whether up to date statement of assets and liabilities have been obtained.
G. RECOMMENDATIONS
Please give specific recommendations. (If request of the Officer is not acceptable, reasons should be
given.)
Signature of the Controlling Authority
H. DISCIPLINARY I VIGILANCE CLEARANCE

No disciplinary action is pending No vigilance case is pending I
I contemplated against the contemplated against the
official. official.
ASSTT. GENERAL MANAGER (DPD) ~ DY. GENERAL MANAGER (VIGILANCE)
139
I. RECOMMENDATINS OF THE CIRCLE DEVELOPMENT OFFICER
Signature of the Circle Development Officer
J. RECOMMENDATIONS OF THE GENERAL MANAGER (.....................)
Signature of the General Manager (............)
K. DECISION OF THE COMPETENT AUTHORITY
Place:
Date. (COMPETENT AUTHORITY)
140
ANNEXURE 5.7
FORMAT OF APPLICATION FOR SEEKING VOLUNTARY

RETIREMENT/RESIGNATION FROM BANK’S SERVICE
From: 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 under:
1. Name of the Officer/employee :
2. Grade :
3. Present Posting :
4. Date of Birth : Yrs. Months

Age as on the date of application
5. Date of appointments in the Bank as :
6. Date of admission to Pension Fund :
7. Pensionable Service excluding

Extra Ordinary Leave : Yrs. Months
8. Provident Fund Balance as per : Bank’s Contribution

latest statement dt. : Member’s Contribution
(if supplied)
9. Particulars of last 3 assignments : Designation At From To

Office
1.
2.
3.
10. Brief reasons for retirement/resignation :
11. Whether 3 month’s notice given ? Or willing to

pay 3 month’s emoluments in case of resignation/
3 month’s pay in case of voluntary retirement. :
141
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, under suspension or facing
any disciplinary proceedings) :
Place:
Date: Signature of the Officer
142
ANNEXURE 5.8
PROFORMA FOR SUBMITTING APPLICATION FOR

ISSUANCE OF SERVICE CERTIFICATE
From:
Name:
Address:
Telephone No.
Date:
To,
The_____________

________________
Through : Proper Channel
(To be submitted through the immediate past controller at the time of

retirement/resignation, removal, from service, etc.)
PARTICULARS TO BE FURNISHED BY THE OFFICIAL

SEEKING EMPLOYMENT AFTER RETIREMENT
1. Name of the official :
2. P.F. No. :
3. Grade :
4. Last Assignment during service :
5. Date of Birth :
6. Age as on date of retirement :
7. Date of appointment :
8. Appointed as :
9. Date up to which his service counts for pension :
10. Extra-ordinary leave on loss of pay availed during

the entire service :
11. Pensionable Service/Total Service :
12. Disciplinary/Vigilance proceedings if any during

entire service period
:
13. Reasons for retirement/leaving Bank’s service. :
143
(Please enclose a copy of release letter from Bank’s
Service)
14. Last three assignments or assignments held :

during last 5 years:
15. If Bank’s accommodation was provided, Flat No, Name :

of the Bldg., etc. and date on which vacated.
16. Permanent Address :
17. Pension account No.______________at_______________Branch
I certify that the above particulars furnished by me are correct in all respects.
Date: Signature of the official/employee requesting for

service/experience certificate
Recommendations of forwarding authority:
We have verified the records and certify that:
i) Shri/Smt./Kum____________________S/o, W/o, D/o____________________________

was permanent employee/officer of the Bank and his P.F.No. was _________________
He/she was last posted as___________________at_____________________________
ii) There are no dues which are to be recovered from the employee/official. He/she has
paid all the loans/advances due/payable/outstanding against him/her.
iii) Official/employee has vacated the staff quarter/leased accommodation as also

surrendered car/telephone/furniture etc.
iv) Release of voluntary retirement/resignation/retirement/removal/dismissal has been

approved by the competent authority and communicated to the employee/official vide
letter No.________________dated________________(copy enclosed)
Branch/Office Signature of
Date: Recommending Authority
FOR USE IN ZONAL OFFICE/LHO AT THE LEVEL WHERE SERVICE RECORD/SERVICE FILE
OF THE OFFICER IS MAINTAINED
144
I) All particulars furnished by the employees/official including assignments held in the last 5
years are correct.
ii) No disciplinary/vigilance case is pending/contemplated against the employee/official as

on date. The details of disciplinary/vigilance cases against the employee/officer and
decision of the competent authority in such case is as under (please mention the details
of the case and punishment awarded with dates):
Signature of the Appropriate Authority
FOR OFFICE USE
Recommendations are in order. Issue Service Certificate/Experience certificate in the

prescribed proforma
Signature of the Competent Authority
145
ANNEXURE 5.9
No. Date:
SERVICE CERTIFICATE
This is to certify that Shri/Ms._______________________________________
s/o , w/o, d/o Shri______________________________________________________
(P.F. Index No____________________) had resigned/voluntarily retired/retired on
superannuation from the Bank’s service on______________ and the same was
approved by the competent authority. He/she joined State Bank of India
as___________________on________________and worked in different assignments
as appended during the last five years.
SIGNATURE OF COMPETENT AUTHORITY
SEAL OF DESIGNATION
Assignments
(during last 5 years)
146
ANNEXURE 5.10
SERVICE CERTIFICATE
This is to certify that Shri/Ms.________________________________________
s/o, w/o, d/o Shri____________________________(P.F Index No.______________)
was removed/dismissed/compulsorily retired from the Bank’s service on __________
He/she had joined State Bank of India as_____________on_________________and
had worked in different assignments as appended during last 5 years.
Signature of competent authority
Seal of designation.
Assignments
(during last 5 years)
147
ANNEXURE 5.11
AUTHROITY STRUCTURE FOR ISSUANCE OF

SERVICE/EXPERIENCE CERTIFICATE
Category Service/Experience certificate

Letters to be signed by
1. Scale I / II An authority in hierarchy not below the rank of

at Branches/ROs/ZOs AGM and heading branch/region
2. Scale I / II / III at LHOs and officers Circle Development Officer of the Circle/
Scale III, IV & V working at Authority in hierarchy not below the rank of
Branches/ZOs/LHOs DGM at LHO
3. Scale I / II / III / IV / V at GM (CS) for officers in Mumbai and at State

Corporate Centre/ Bank Bhavan including those on deputation to
Corporate Centre Establishments subsidiaries /SBUs. GM(AB & R) for Belapur
Establishments. At other centres outside
Mumbai, Head of the Department not below the
Rank of GM. If some department is not headed
by GM or GM is not posted thereat then
GM(CS) at Corporate Centre, Mumbai.
4. Scale VI & VII at Circles CGM of the Circle
5. Scale VI & VII at Corporate Centre/ Head of the Department of the officers last
Corporate Centre Establishments/ posting not below the rank of CGM. If some
Officers on deputation department is not headed by CGM or CGM is
not posted thereat then CGM (HR) at Corporate
Centre Mumbai.
6. CGM/DMDs (SS I/ SS II ) MD & GE (NB)
148
ANNEXURE 5.12
AMENDMENT TO RULE 14 OF IBI P & GF RULES AND REGULATIONS

THE IMPERIAL BANK OF INDIA EMPLOYEES' PENSION AND
GUARANTEE FUND RULES AND REGULATIONS
Amendment dated 27.11.1995
Rule 14. :
EXISTING RULE AMENDED RULE
If an officer of the bank who is entitled to 14(1) If an officer of the Bank who is entitled to
pension under these rules wishes to accept pension under these rules wishes to accept
employment in any other Bank at any time or employment in any other Bank at any time or
any other commercial employment within 2 any other commercial employment within 2
years from the date of retirement, he should years from the date of retirement, he should
obtain the previous sanction of the competent obtain the previous sanction of the competent
authority designated by the Executive authority designated by the Executive
Committee of the Central Board from time to Committee of the Central Board from time to
time. The competent authority shall consider time. The competent authority shall consider
such proposals in accordance with the such proposals in accordance with the
guidelines laid down from time to time by the guidelines laid down from time to time by the
executive committee. In exceptional cases Executive Committee. In exceptional
where the proposal does not conform to the circumstances where the proposal does not
guidelines laid down by the conform to the guidelines laid down by the
Executive Committee or the permission is Executive Committee or the
proposed to be declined, it shall be considered permission is proposed to be declined, it should
by the executive committee. Should the officer be considered by the Executive Committee.
undertake such employment without the Should the officer undertake such employment
sanction required under this rule, it shall be without the sanction required under this rule it
competent for the Trustees to withdraw the shall be competent for the Trustees to withdraw
pension payable to him either in whole or in part the pension payable to him either in whole or in
at their discretion. part at their discretion.
Provided that an officer permitted by the Provided that an officer permitted by the
executive committee to take up a particular form executive committee to take up a particular form
of commercial employment during his leave of commercial employment during his leave
preparatory to retirement shall not be required preparatory to retirement shall not be required
to obtain subsequent permission for his to obtain subsequent permission for his
continuance in such employment after continuance in such employment after
retirement. retirement.
NOTE: The term "Officer" herein above shall NOTE: The term "Officer" herein above shall
also cover the Assistants who were governed also cover the Assistants who were governed
by the Rules governing the services of the by the Rules governing the services of the
Assistants in the Imperial Bank of India. Assistants in the Imperial Bank of India.
14(2) Where an officer employee has applied
149
for previous sanction to the competent authority
under sub-regulation(1), it shall either permit the
employee to take up the employment in any
other Bank or commercial employment or
refuse such permission after giving the
employee an opportunity of being heard;
Provided that where the Competent Authority

does not communicate its permission or refusal
to the applicant within ninety days of the receipt
of the application by it, the Competent Authority
shall be deemed to have permitted the
employee to take up the said employment.
Provided further that where the Competent

Authority has called for further information or
clarification from the employee, the period taken
by the employee in furnishing the required
information or clarification shall be excluded for
the purpose of computing the aforesaid period
of ninety days.
150
151
..
ANNEXURE 5.13
AMENDMENT TO RULE 19 OF SBI EPF RULES Amendment

dated 27.11.1995 STATE BANK OF INDIA EMPLOYEES
PENSION FUND RULES
EXISTING RULE AMENDED RULE
Rule 19 Rule 19 (1)

If an officer of the Bank who is entitled to If an officer of the Bank who is entitled to
pension under these rules wishes to accept pension under these rules wishes to accept
employment in any other Bank at any time or employment in any other Bank at any time or
any other commercial employment within two any other commercial employment within two
years from the date of retirement he should years from the date of retirement he should
obtain previous sanction of Competent Authority obtain previous sanction of Competent
designated by Executive Committee of the Authority designated by Executive Committee
Central Board from time to time. The Competent ofthe Central Board from time to time. The
Authority shall consider such proposals in Competent Authority shall consider such
accordance with the guidelines laid down from proposals in accordance with the guidelines laid
time to time by the Executive Committee. In down from time to time by the
exceptional circumstances where the proposal Executive Committee. In exceptional
does not conform to the guidelines laid down by circumstances where the proposal does not
the Executive Committee or the permission is conform to the guidelines laid down by the
proposed to be declined, it shall be considered Executive Committee or the permission is
by the Executive Committee. Should the Officer proposed to be declined, it shall be considered
undertake such employment without the by the Executive Committee. Should the Officer
sanction required under this rule it shall be undertake such employment without the
competent for the Trustees to withdraw the sanction required under this rule it shall be
pension payable to him either in whole or in part competent for the Trustees to withdraw the
at their discretion. pension payable to him either in whole or in part
at their discretion.
Provided that an officer permitted by the Provided that an officer permitted by the
Executive Committee to take up a particular Executive Committee to take up a particular
form of commercial employmer.t during his form of commercial employment during his
leave preparatory to retirement shall not be leave pr6paratory to retirement shall not be
required to obtain subsequent permission for his required to obtain subsequent permission for
continuance in such employment after his continuance in such employment after
retirement. retirement.
19(2) -Where an officer employee has applied

for previous sanction to the Co'mpetent
Authority under sub-regulation (1 ), it shall
either permit the employee to take up the
employment in any other Bank or commercial
employment or refuse such permission after
giving the employee an opportunity of being
heard:
152
153
Provided that where the Competent Authority
AUTHORITY STRUCTURE
does notFOR RETIREMENT
communicate ANDorRELATED
its permission refusal MATTERS
to the applicant within ninety days of the receipt
of the application by it, the Competent Authority
RETIREMENT AND RELEASE OFshall be deemed
BENEFITS UNDERto THE haveIMPERIAL
permittedBANK
the OF INDIA EMPLOYEES'
employee to take up the said employment.
PENSION AND GUARANTEE FUND RULES AND REGULATIONS THE STATE BANK OF INDIA
EMPLOYEES' PENSION FUND RULES THE IMPERIAL BANK OF INDIA EMPLOYEES' PROVIDENT FUND
RULES THE STATE BANK OF INDIA Provided further that
EMPLOYEES' where theFUND
PROVIDENT Competent
RULES THE SBI EMPLOYEES'
Authority
GRATUITY FUND RULES AND REGULATIONS has called for further information or
clarification from the employee, the period taken
by the employee in furnishing the required
Rule No. information or clarification shall be excluded for
Subject Competent Authority
the purpose of computing the aforesaid period
of ninety days.
Rule No.11 of IBI Authority to approve
Employees' Pension retirement on attaining
& Guarantee Fund the age of retirement for
Rules and Regulation the purpose of payment
Rule 15 of the SBI of pension.
Employee's Pension
Fund Rules.
ANNEXURE 5.14
Award Staff For Circles - Excluding LHO Estbs. : Respective

controlling authority not below the grade of
AGM.
For LHO and its establishments including

departments under the Network Heads:
AGM(OAD)
For Corporate Centre & its establishment

located in Mumbai and Navi Mumbai including
CAG branches:
AGM(OAD)
For other Corporate Centre establishments including

CAG branches out side Mumbai : Respective
controlling Authority not below the grade of an
AGM in the Department! Establishment.
154
155
Officers: Scales I to III For Circles (including Deptts. in the Network
HQ and those directly under the administrative
control of CGM) :
Circle Development Officer.
For CO and its establishments/Group HQ/

SBUs including CAG Branches, and for officers
on deputation to outside organisation:
Dy General Manager(PM)
Officers Scales IV & V

For Circles:
An authority not below the grade of GM.
For CO and its establishments:

An authority not below the grade of GM..
For CO and its establishments which are not

headed by a GM or above:
CGM (HR)
TEGS VI & above TEGS VI, VII & TEGSS I

Group Executive NBG/CBG for the units under
their control, DMD & CDO for CO and its
establishments - including deputations.
,
.TEGSS II
Chairman
ECCB
Refusal to approve
retirement for payment
of pension.
156
Rule No.14 of IBI Authority to grant
Employees' Pension permission to accept
& Guarantee Fund employment after
Rules and Regulation retirement:
Rule 19 of the SBI
Employees' Pension Scale I to V For Circles
Fund Rules. Scales I, II and III :
An authority not below the grade of GM
For officials who retired from

CC and its establishments which are not
headed by a GM or above:
CGM (HR) at Corporate Centre.
Scale IV & V :
An authority not below the grade of CGM
For Officials who retired from CO and its

establishments/Group HQs/SBU/CAG branches
which are not headed by a CGM : CGM (HR).
TEGS VI & VII Group Executive/DMD & CDO
TEGSS I Group Executive NBG/CBG/DMD & CDO

,
TEGSS II Chairman
For Ex-Managing ECCB

Directors and
Ex-Chairman
Rule No.17 of IBI Advance /withdrawal For Circles including Deptts. under Network
Employees' Provident against own Provident heads and under the direct administrative
Fund Rules/ Rule 15 & Fund balance. control of CGM :
16 of the SBI Circle Development Officer - Full Powers.
Employees' Provident
Fund Rules
CC and its establishments/Group HQs/SBUI
. CAG branches:
DGM(CAO) - Rs.1 lac.

GM(CAO) - Full Powers
157
Rule 3(e) of SBI Settlement of Terminal For Circles including Deptts. under Network
Employees' Gratuity Benefits. heads and under the direct administrative
Fund Rules and control of CGM :
Regulations. For Award Staff: AGM(PF & GRATUITY) at LHO.
For Officers: Circle Development Officer.
Corporate Centre/Group HQ/SBU in Mumbai :
Award Staff: AGM(OAD)
For Officers: DGM(PF & GRATUITY)
For CC establishments outside Mumbai :
For Award Staff and Officers upto SMGS V :
Authority not below DGM.
For Officers in TEGS VI and above:
DGM(PF & GRATUITY) at Corporate Centre.
Provident Fund/Pension/ Trustees of the Funds through Corporate Centre.
Provisional Pension/Family
Pension.
Note: For the above purpose
(a) In respect of officers in Circles serving at branches, Zonal Offices and Departments at the Network
HQs, General Managers would mean the General Manager in charge of Network in which the
Officer is working. For Officers posted in Local Head Office and its establishments i.e. under the
direct administrative control of Chief General Manager, General Manager refers to the General.
(b) Dy General Manager refers to the DGM of the module under whose control the officer is working at
the material time. For staff at Local Head Office (i.e. Departments under the General Manager as
well as under direct administrative control of CGM), Dy General Manager refers to the Circle
Development Officer
(c) For officers working in Corporate Centre establishment outside Mumbai, Dy General Manager!
General Manager refers to the DGM/GM of the Department where the officer is posted. If no
DGM/GM is posted or if the officer is posted at Corporate Centre establishment or group or SBU
HQs at Mumbai, DGM
refers to DGM (Personnel Management) and GM refers to GM(Corporate Services) at Corporate
(d) Chief General Manager will mean Chief General Manager at Circles, Chief General Manager(CAG)
for CAG, Principals of the Staff Colleges, Chief General Manager(inspection & Audit), Chief
General Manager(Credit Audit) for Credit Audit Department. For Corporate Centre and all its
remaining establishments, Chief General manager will mean Chief General Manager(HR).
(e) Group Executive (GE) means the Group Executive of the Group or SBUs in which officer is
working.
CHAPTER 6
158
6.1 GENERAL RULES
PER/25 dt. 08.06.1998
In terms of paragraph 19(1) of the SBI Officers Service Rules, an officer shall retire from
the service of the Bank on attaining the age of sixty years or upon the completion of thirty
years' service or thirty years' pensionable service if he is a member of the Pension Fund,
whichever occurs first. It is also provided therein that the competent authority may, at its
discretion, extend the period of service of an officer who has attained the age of fifty eight
years or has completed thirty years' service or thirty years' pensionable service as the
case may be.
6.2 STAGES FOR GRANTING EXTENSION
i. The cases of officers will be reviewed for the purpose of grant of extension in service or
otherwise at the following stages :-
First Stage :
On completion of 30 years of service/pensionable service or on attaining 55 years of age
whichever occurs first (for grant of extension in service upto 58 years of age).
Second Stage :
On attaining 58 years of age for grant of extension/continuation in service upto 60 years

of age being the age of retirement.
(CDO/PM/CIR/40 Dt.25.11.1998)/LHO/PER/89 DT, 12.12.1998/

ii. These provisions are effective from 1.4.1998.
6.3 PROCEDURE FOR REVIEW
It shall, however, not be construed that extension/continuation in service shall be

approved automatically in all cases. Where the Bank is of the opinion that the
performance of an officer has not been upto the expected level, the officer may, at the
discretion of the Executive Committee of the Central Board, be retired from the Bank’s
service after he has attained 50 years of age or has completed 25 years of service/or 25
years pensionable service, as the case may be, by giving him 3 months’ notice in writing
or pay in lieu thereof, irrespective of the guidelines contained in para 6.2 above.
i. In order to reduce routine references at higher levels, cases of those officers only where
extension in service is doubtful and/or is to be denied will be put up to a Review
Committee before being decided by the competent authority. In other cases, i.e. where
extension in service is beyond doubt, it will be put up straightaway to the competent
authority. It has also been decided that competent authority in cases where extension in
service is doubtful and/or is to be denied may be different from the one in cases where
such extension is not doubtful, the rationale being that where extension is to be denied,
the competent authority may be sufficiently senior in rank whereas in other cases, even a
controlling authority may take a decision as in such cases grant of extension will be a
routine task.
Accordingly a chart showing the revised competent authority and appellate authority
structure in line with the above procedure is given in Annexure 6.1.
159
ii) Review for grant of extension in service (only where necessary) or otherwise should
be undertaken well in advance, say six months before the date on which the officer is completing
the prescribed age/service or pensionable service as stated above and a suitable diary note
should be recorded with the official who is required to process/submit the review papers to the
Review Committee/Competent Authority. These should also be checked at monthly intervals by
the concerned Head of the Department at Local Head Office/module. Where review is not
considered necessary, the proposal should straightaway be put up to the competent authority.
6.4 CRITERIA FOR GRANT OF EXTENSION IN SERVICE OR OTHERWISE
i. An officer who performs well, is efficient, and possesses good health should be
considered suitable for grant of extension in service. In other words, an officer whose
performance is poor, or otherwise whose integrity is not beyond doubt or who is
inefficient or whose health is poor should not be granted extension in service. However,
the decision should not be based on isolated instances of deficiencies in performance or
average/above average rating in Annual Appraisal Report of a particular year.
ii. An overall assessment of the officer's utility to the Bank should be made while deciding
whether the extension in service should be granted or denied. The guiding factor for
considering an officer suitable for grant of extension in service or otherwise is whether or
not his service will be of continued usefulness to the Bank. Those who have above
average ratings in the Annual Appraisal Reports are considered suitable for grant of
extension in service upto 58 years of age and those who earn 'good' ratings are
considered suitable for grant of extension beyond 58 years of age, respectively.
Extension should not be denied merely for the reason that an officer has earned an
'average' rating or an 'above average' rating in one year or two. All the factors (i.e.
reports, performance, integrity, health, etc.) together should be taken into account to
arrive at the conclusion as to whether the officer is or is not of continued utility to the
Bank. If an officer has been earning 'average' rating or 'above average' ratings, and the
Reporting Authority feels that such ratings are likely to come in the way of granting
extension in service in future, this should be brought to the notice of the officer well in
time. In such cases, the officer should be advised to improve performance. A record of
this advice to the officer should be placed in the officer's service file, under advice to
him/her.
iii. The requirement of prior reference before denial of extension at the initial stage, which,
abinitio, curbs the powers of Competent Authority and renders the appeal system
ineffective, should be withdrawn. Instead, a prior reference would be required to be
made by the Appellate Authority if he proposes to reject the appeal of the officer
concerned at the last stage against denial of extension in service; such a procedure will
provide the Appellate Authority with consultation mechanism at a higher level before
taking the extreme step of denying extension in service. (CDO/PM/1413/CIR/60
Dt.30.09.1999)
6.5 REVIEW COMMITTEE
i. Review Committee will go into only those cases where review is considered necessary in
terms of what is stated in Section 6.3 and record its recommendations whether or not an
officer is considered fit for grant of extension together with reasons therefore. The review
should be undertaken by the Review Committee in a meeting especially convened for the
purpose where at least 2 of the members of the Committee are present.
6.6 SYSTEM OF REVIEW FOR GRANT OF EXTENSION IN SERVICE
160
i. As stated in Section 6.3, review would be necessary only where extension in service is
doubtful and/or is to be denied. In other cases, the procedure outlined below should be
adopted for putting up the proposal to the competent authority.
ii. Particulars relating to the officer's performance, annual appraisal report etc. should be
filled in the prescribed proforma (Annexure 6.2) by the concerned controlling authority
and put up to the competent Authority for consideration. To avoid omissions, a suitable
diary note should be kept in the Asst. General Manager (Region)'s/ Dy. General
Manager's/General Manager's Secretariats and reviewed by the Head of the Department
at monthly intervals. The position relating to pending/contemplated disciplinary cases, if
any, should be ascertained from the Disciplinary Proceedings Department/Vigilance
Department. The Review in respect of officers upto Scale V on mobile inspection duty or
on deputation to other organisations may be conducted by the respective Circles or
Central Office from where the concerned officers were deputed. In respect of officers in
TEGS VI and VII and TEG Special Scale I and II, the review will be undertaken by the
Corporate Centre irrespective of their posting.
iii. Cases where the Review Committee recommends denial of extension in service to
officers upto Scale V at the first or second stage, or the Competent Authority proposes to
revoke extension in service already granted whether before 58 years of age or after 58
years of age, the matter should be referred by the appellate authority to Central Office for
prior administrative clearance as given in c.o. cir. No. CDO/pas11413/CIR/60 dated the
30th September, 1999/LHO/PER/85 dt. 27.10.1999. Local Head Offices' recommen-
dations in this regard should contain the copies of the records/papers put up before the
Review Committee and the reason for which it is considered fit not to grant extension in
service or to annul or revoke the extension in service already granted.
6.7 PERIOD FOR WHICH EXTENSION OF SERVICE SHOULD BE GRANTED
i. Where it is decided to grant extension in service, the extension should normally be

granted for the full term viz. upto 58 years and from 58 years to 60 years. However, short
extension can be considered where disciplinary proceedings and / or prosecution are
pending or are contemplated which in turn means that investigations have revealed a
prima facie case and the Disciplinary Authority/Competent Authority has passed orders for
initiation of disciplinary proceedings / sanction of prosecution. In this connection, it is to be
noted that an extension in service is always granted subject to officer's continued good
health and rendering useful service to the Bank. In case there is a deterioration in an
official's health, or work and conduct, the desirability of retiring such officers may be
examined in consultation with Central Office as provided in C.O. Cir. No.
CDO/Pas11413/CIR/60 dated the 30th september, 1999/LHO/PER/85 dt.27.10.1999.
6.8 ADVICE TO OFFICERS REGARDING GRANT OF EXTENSION IN SERVICE

i. In cases where the officer has not completed 30 years of pensionable service/ 30 years of
service (if he is not a member of Pension Fund), an advice regarding grant of extension
in service to him will not be necessary. However, at the time of officer completing 30
years of pensionable service or 30 years of service (in respect of those who are not
members of Pension Fund), the officer should be advised in writing about the grant of
extension in service indicating clearly that it is subject to his continued good health and
rendering useful service to the Bank. Similarly, all reviews undertaken in respect of
officers who have completed 30 years of pensionable service or 30 years service as the
case may be, an advice to the officers regarding grant of extension in service would be
necessary. For example, if an officer has completed 30 years of pensionable service at
161
the age of 51 years, not only an advice in writing is called for after the review is
completed on this occasion, but again on granting extension 58 years of age or 60 years
of age. If the competent authority has decided not to grant extension in service and all the
formalities as indicated above have been completed, the officer may be advised suitably
in time.
6.9 APPEAL AGAINST NON-GRANT OF EXTENSION IN SERVICE OR REVOCATION OF

EXTENSION IN SERVICE ALREADY GRANTED
i. An officer aggrieved by the decision of the competent authority not to grant extension in
service or to revoke or annul the extension in service already granted, can submit an
appeal against the decision of the competent authority within 15 days of the receipt of
such advice. The Appellate Authority for appeals against non-grant of extension is as
given in Annexure 6.1.
ii. In dealing with such appeals, the following procedure should be adopted:-
(a) The Circle/Competent Authority should forward the appeal to the Component
Authority together with their comments on the proforma given in Annexure 6.3
within 15 days of the receipt of the appeal.
(b) Normally, officers will not be entitled for personal hearing but the Appellate
Authority has the discretion to call an aggrieved officer for a hearing.
(c) Appellate Authority's orders shall be final.
162
Annexure 6.1 Structure of review committee/competent authority/appellate authority
(CDO/PM/CIR/73 Dt.14.02.1997)/PER/59 dt. 25.11.1995
1
COMPETENT AUTHORITY
CATEGORY AUTHORITY TO AUTHORITY TO REFUSE EXTENSION

OF OFFICERS APPROVE AND CONSIDER APPEAL
EXTENSION OF
SERVICE
IN CIRCLES
Scales I, II, III Not below the rank Not below GM on recommendation of
of a DGM review committee consisting of the DGM
concerned and any other DGM(s)
nominated by the CGM. Appeal against
non grant of extension will be decided by
CGM
Scales IV & V Not below the rank CGM of the circle on recommendation of
of a GM review committee consisting of the GMs
at LHO Appeal against non grant of
extension will be decided by GE (NBG)
In CAG
Branches
Scale I, II, III DGM & Chief GM in CAG/Group SBU on

Operating Officer of recommendations of review committee
the branches consisting of DGM (PM) and any other
DGM nominated by the CGM(CAG).
Appeal against non grant of extension will
be decided by the CGM(CAG).
Scale IV & V Not below the rank CGM (CAG) on recommendations of

of GM review committee consisting of GM,
CAG/Group SBU & DGM (PM). Appeal
163
against non grant of extension will be
decided by the GE (CB)
In Central
Office & its
establishments
/Group
HQ/SBU
Scale I, II, III Not below the rank Not below the rank of GM on
of DGM recommendations of review committee
consisting of DGM (PM) and any other
DGM nominated by CGM (HR). Appeal
decided by CGM (HR). GM means
GM(CS) at CO.
Scale IV & V Not below the rank CGM (HR) on recommendations of review
of GM committee consisting of GM (L&D) and
DGM (PM). Appeal against non grant of
extension will be decided by the DMD &
CDO.
All
Officers
Scale VI,
VII &
TEGS I Respective Group MD(s) on recommendation of a committee
Executive. For CO consisting of DMD & CDO and DMD &
& its CCO. Appeal against non grant of
establishments - extension will be decided by the
DMD & CDO Chairman. (Which MD to be specified by
the Chairman)
TEGS II
Chairman Chairman. Appeal against non grant of
extension will be decided by ECCB
164
Proforma for Extension of Service Annexure 6.2
STATE BANK OF INDIA
STAFF : SUPERVISING
REVIEW
A BIODATA
1. Name : P.F. Index No:
2. Grade :
3. Date of Birth :
4. Appointed in the Bank as :
5. Date of Appointment :
6. Date of admission to Pension Fund :
7. Date on which officer completes
a) 30 years of pensionable service/

30 years of service :
b) 55 years of age :
c) 58 years of age :
d) 60 years of age :
8. Extension to be considered :
from (i.e when he will attain

__ years of age. )
B) SERVICE RECORD
For 3 immediately preceding year 200_ 200_ 200_
As per AARF
Reporting
Reviewing
SRC
Remarks of Reporting/Reviewing Authorities
1) 200_
2) 200_
3) 200_
165
Adverse remarks, if any, in the Service Record with
dates & whether these have been pointed out to him
(this should cover the entire period of service)
C PERFORMANCE
a) Assignments held
i) Current Assignment :
From
ii) Immediately preceding assignment :
From :
Areas in which the officer has shown good :

results/he comes upto expectation (to be stated
briefly for both the
assignments separately with data)
Areas in which the officer's performance

has not come upto the expected level
(to be stated briefly with data for both
the assignments separately) and whether
this has been pointed to him, if so,
with what result
b) For Branch Managers and Manager/Dy. Managers at Branches/officers with budgetary

responsibilities
i) Budgetary performance for the last three years
A) Deposits :
B) Advances :
C) Account keeping :
ii) Rating of last/present
Inspection & Audit Report
iii) Overall performance during

the last three years
GENERAL
a) Has the integrity of the officer

been in doubt in the past
If so, please state facts leading
to this inference & give brief
particulars of the action taken.
b) Assets & liabilities statement

submitted upto
c) Has disciplinary action(including

those involving vigilance angle)
been taken against the officer
during the last 3 years? If
166
so give briefly the nature of
the misconduct & punishment
inflicted with dates and whether
or not the officer has since
overcome these deficiencies.
d) Disciplinary action (including those involving vigilance angle) if any

pending/contemplated. If so, details thereof and present position.
D)a) State of the Officer's Health

and particulars of major ailments,
if any, he has suffered from during
the last 3 years based on medical
reports/leave applications.
b) Particulars of leave on medial

grounds/extra ordinary leave taken
during the last 3 years
From To Nature of illness/Reason

for leave.
E) POTENTIAL
Taking into account the past performance of the officer, his ability and attitudes as displayed by
him in meeting challenges please indicate whether or not his continued service in the Bank will be
useful, if not, give reasons.
F RECOMMENDATIONS
Please give specific recommendations. (In case the officer is not considered suitable for
extension, reasons should be given)
The official may be granted an extension from _____ to ___ .
Signature of the recommending authority
II) DECISION OF THE COMPETENT AUTHORITY :
Extension granted from ______ to ______ subject to continued good health and satisfactory
service. However, he will retire from the Bank’s service on
Signature of the Competent Authority

Place:
167
Annexure 6.3
Proforma for appeal for extension in service

STAFF SUPERVISING : EXTENSION IN SERVICE - APPEAL
1. Circle :
2. Name of the Officer :
3. Present Grade :
4. Date of appointment in the Bank :
a) as clerk
b) as Probationary Officer
5. Age:
6. Date on which completed/completing
(a) 30 years of Pensionable :
Service
(b) 50 years of age :
(c) 55 years of age :
(d) 58 years of age
7. Assignments held earlier
(last 2 assignments) :
8. Period for which extension is
due and has not been granted :
9. Reason(s) for non-grant of extension/revocation of extension
(A copy of the proforma on which recommendation was submitted to competent
authority may be enclosed.)
10. Plus points, in brief, brought out by the official in his appeal which are relevant to the
grant of extension in service in question and Local Head Office's comments thereon.
11. Other comments.
12. Other aspects relevant for consideration of the appeal.
Signature of Competent Authority
168
CHAPTER 7
TERMINATION OF SERVICE AND RESIGNATION
7.1 TERMINATION
OSR:20(i)/PER/85 DT. 23.05.1986
i. An officer shall not leave or discontinue his service in the Bank without first giving a notice
in writing of his intention to leave or discontinue the service or resign. The period of notice
required shall be three months and shall be submitted to the competent authority.
Provided that competent authority may at its discretion permit an officer to resign without
notice or payment of three months' emoluments in lieu of notice or reduce the period of
notice.
ii.a) Not withstanding anything to the contrary contained in sub-rule (i), an officer against whom
disciplinary proceedings are pending shall not leave/discontinue or resign from his service
in the Bank without the prior approval in writing of the competent authority and any notice
of resignation given by such an officer before or during the disciplinary proceedings shall
not take effect unless it is accepted by the competent authority.
b) Disciplinary proceedings shall be deemed to be pending against an officer for the purpose
of this rule if he has been placed under suspension or any notice has been issued to him to
show cause why disciplinary proceedings should not be instituted against him or where any
charges-sheet has been issued against him and will be deemed to be pending until final
orders are passed by the competent authority. (OSR:20.2(a)
Explanation:
A show cause notice or order of suspension or charge sheet shall be deemed to have been
issued prior to or during the period of notice, if it has been signed by the authority
empowered in this behalf under the rules and put on a course of transmission prior to or
during the said period whether or not it was actually received by the officer.
iii. The Bank reserves the right to terminate by an order of the Appointing Authority the service
of an officer without notice or notice money in lieu thereof on his being certified by the
Medical Board, appointed by the Bank for the purpose, to be permanently incapacitated for
further continuous service in the Bank.
Note:
For the purpose of this rule, the Competent Authority shall be the same authority as for
paragraph (i) above acting in consultation with the concerned disciplinary authority.
7.2 PROCEDURE FOR PROCESSING RESIGNATIONS
169
i. Applications for resignations should be made on the format given in Annexure 5.7 to the
appropriate authority (refer Section 22.11.1)
ii. On receipt of the resignation letter by the controlling authority, suitable recommendations
(on the format given in Annexure 5.6) addressed to the Competent Authority should be sent
to the HR Department under the signature of the Dy. General Manager concerned in the
case of the officers working at Branches and Regional Office, or of the departmental head
concerned in the case of the officers working at the LHO or through the General Manager
in case of officers in Senior Management Grade working at branches under the direct
control of the General Managers. The recommendations should, inter alia, cover the
following points:
a) Reasons adduced by the officer for his resignation.
b) In case the officer desires for relief from the Bank before the expiry of 3 months' notice
period and if he is willing to pay the emoluments for the unexpired notice period in lieu
thereof, such amount should be advised.
c) In cases, where waiver of 3 months' notice period or part thereof is recommended, valid
reasons for doing so should be put forth and balance of privilege leave standing to the
credit of the officer should be advised. Controlling authorities should note that no privilege
leave should be granted to the officer after the receipt of his resignation letter. In this
connection, please also refer Section 5.1.8.4.
d) A confirmation to the effect that no disciplinary action is pending or contemplated against

the officer should be furnished.
iii. The confidential file of the officer and the letter of resignation should be sent together with
the above recommendations.
iv. The controlling authorities concerned should also take necessary steps to ensure that all
the dues from the officer are recovered in time in terms of the extant instructions in case the
resignation of the officer is accepted,
v. Interview: Instructions detailed in Section 5.1.8.2 should be followed in cases of

resignation also.
vi. The resignation of Probationary Officers / Trainee Officers will be processed by the HR
Department, LHO.
vii. The application of resignation of the official must be acknowledged and the procedure set
out in para (i) of Section 5.1.8.1 should be followed in this case also.
7.3 OFFICERS UNDER OBLIGATION
(I) Officers who have executed the bond
Officers who are granted study leave or are posted abroad as India Based Officers/India
Based Trainee Officers execute an undertaking to pay the Bank some stipulated amount in
case they do not serve the Bank for a minimum prescribed period after the expiry of their
leave/tenure of overseas posting. A few of these officers stay away from their duties thereby
170
violating the terms of the Bond. Some however choose to resign. In these cases, they are
advised that their resignation can be considered only if they pay the amount due to the Bank
under the Bond. Many times the officers do not pay the amount demanded of them. It had
been held by Bank that if any officer who has chosen to resign, stay away from duty without
fulfilling the condition stipulated in acceptance of his resignation, he shall be deemed to be
unauthorisedly absent. This view has resulted in the need to invoke rule 43(3) and passes a
speaking order for forfeiture of appointment by the officer.
The matter has now been reviewed. For resignation to take effect, an officer is only required
to serve 3 months’ notice. The resignation taking effect at the conclusion of the notice period
does not prejudice the Bank’s rights under the bond submitted by the officer. Even where
this condition is not fulfilled, conditional acceptance leaves the door open for an officer to
withdraw his resignation and resume duties. Thus when an officer submits a request for
resignation, it may be accepted without prejudice to the Bank’s rights to receive amounts due
to it under the bond and/or service rules.
In view thereof, the resignation submitted by officials under an obligation to serve the Bank
would be accepted any they would be advised on the lines of the draft enclosed at Annexure
7.1.
(ii) Officers under obligation on account of any loan
If any employee, who is under an obligation to the Bank, submits a letter of resignation, his
resignation may be accepted subject to repayment of Bank’s dues. In case the officer gives
a letter of authority to recover the outstandings from the terminal dues, the resignation may
be finally accepted. On the other hand, if the loan is not repaid, or a letter of authority is not
given, or the amount of such terminal dues are not adequate to adjust all dues, the officer
may be advised that the resignation will not become effective. If the officer concerned just
leaves without waiting for his resignation to be accepted by the Bank, the Bank will have to
recover the outstanding of the loans from the terminal dues like the Bank’s provident fund,
unpaid salary etc. which can be appropriated legally, and claim/initiate civil proceedings for
recovery of the balance still due.
(iii) Officers against whom disciplinary proceedings are pending
As regards, the officers against whom disciplinary proceedings are pending, such officers are
debarred from resigning from the Bank’s service without approval of the Appropriate
Authority, in terms of paragraph 20(2) of State Bank of India OSR, 1992. Whether such an
officer can be permitted by the Appropriate Authority to resign during pendency of such a
case, will depend upon the merits of each case. However, efforts should be made to
conclude such cases before acceptance of resignation.
7.4 Withdrawal of Request during Notice Period
C.O. NBG:P&HRD:13:SPL/17/178 dt. 08.07.2000/LHO/PER & HRD/67 dt. 08.09.2000
Legally an officer has the right to withdraw his request for retirement any time before
expiry of notice period.
171
ANNEXURE 7.1
DRAFT LETTER FOR ACCEPTANCE OF RESIGNATION
Please refer to your letter dated____________advising therein your decision to resign from the
Bank’s service with effect from____________.
a. In this connection, in terms of the Bond executed by you for proceeding on study leave
sanctioned to you/to take up overseas assignment as IBTO/IBO/Junior IBO, you are required to serve
the Bank for a minimum period of 5 years after resuming duties (in India).
Consequent upon your failure to fulfill the undertaking given by you in the Bond, you
are liable to pay the Bank a sum of Rs.______________
b. Further, in terms of para 20 of the State Bank of India Officer’s Service Rule, you are
required to give 3 months’ notice of your intention to resign. Consequent upon your failure to do so,
you are liable to pay emoluments in lieu of the shortfall in the required notice period.
c. It has, therefore, been decided to accept you resignation effective from_______without

prejudice to the Bank’s right to recover the amount(s) mentioned in paragraph 2 and 3 above.
d. You are hereby called upon to pay a sum of Rs.__________towards the aforementioned
amount payable by you within 30 days from the date of this letter. In case you do not do so, the Bank
shall appropriate any amount that may be due to you from the Bank towards (part) satisfaction of the
aforesaid amount(s) without prejudice to its right to initiate civil proceedings for recovery of the
(balance of the ) aforesaid amount.
172
CHAPTER 8
PLACEMENT, TRANSFER AND JOB FAMILIES
8.1 PLACEMENT OF OFFICERS: SERVICE RULES
OSR:7(1)
(i) The post that an officer is to occupy at any time shall be decided by the competent
authority.
OSR:7(2)
(ii) Subject to exigencies of service or availability of posts, an officer shall be placed in a

post corresponding to his grade/scale. However, the mere fact that an officer belongs to
a particular grade or scale shall not by itself entitle him to be posted in a post categorised
as such.
OSR:47
Every officer is liable for transfer to any office or branch of the Bank or to any place or
deputation to any other organisation, in India.
8.2 POLICY REGARDING PLACEMENT OF OFFICERS IN JMGS-I IN ACCOUNTS AND

CASH WINGS
With the implementation of the Pillai Committee Recommendations, Cash Officers (earlier
called as Head Cashiers) became a part of Junior Management Grade. Earlier, they were
perceived as a distinct group having separate promotional channels. Accordingly, steps were
taken for bringing their roles and responsibilities in line with other officers in JMGS I and
providing them with same promotional opportunities. In the first instance, the policy of
conversion of cash officers from Cash Wing to Accounts Wing was introduced. Experience
showed that such conversions could not materialize in time, because of the problem of
replacements. Hence the concept of treating posting in Accounts and Cash Wings as mere
placements was introduced.
8.2.1 Salient Features
The salient features of the policy are as under:-
i. Posting of employees promoted to JMGS I in either Accounts Wing or Cash Wing

would be treated as mere placement. Such officers may be inter-changed, as per exigencies of
service, subject to the provisions contained in the paragraphs that follow here under. In other words,
assignment in Cash Department will be treated as equivalent to an assignment as a desk officer
(JMGS I) in Accounts Wing and vice versa.
ii. Employees promoted to Trainee Officers or recruited as Probationary Officers will not
be covered by the above policy.
iii. To maintain continuity, promotee officers once assigned to Cash/Accounts Wing may
ordinarily be allowed a stay of one to two years. If, however, an officer becomes due for
operational/line assignment in accordance with seniority before completion of such stay, he may be
given change of assignment even earlier.
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8.2.2 Criteria for Posting
i. While making placement of officers from Cash Wing to Accounts Wing, the
following criteria will be followed:
(a) Placement to Accounts Wing would normally be made in order of seniority

and senior-most Cash Officer will be placed in the Accounts Wing first.
Seniority for this purpose will be reckoned Circle-wise.
(b) If a Cash Officer is not inclined to accept placement in Accounts Wing his
request may be considered favourably, subject to the stipulation that he will
not be (i) given further opportunity for placement in Accounts Wing for a
period of 3 years (ii) considered for higher promotion if otherwise due in the
meantime.
(c) Cash Officers will be eligible for being posted to operational/line assignment
at par with officers in the Accounts Wing.
ii Placement of promotee officers from Accounts Wing to Cash Wing will be

done in the following manner:
(a) If an officer (JMGS I) opts for a posting in Cash Department his request may be
considered favourably.
(b) Officers from the junior-most batch of promotee officers will be placed in Cash
Wing. Such officers may be drawn either from Accounts Wing of the same branch where vacancy of
Cash Officer exists or from any other branch. Ordinarily, such posting may be made in replacement
of officers due for placement from Cash to Accounts Wing.
8.2.3 Miscellaneous
i. Officers who have completed their operational/line assignment will not ordinarily be
posted as Cash Officers. However, where the incumbency of Cash Officer is categorized as that of
MMGS II/III, officers of adequate seniority from Accounts Wing may be placed in the Cash
Department as per the existing guidelines.
ii. Where a Cash Officer proceeds on leave or is temporarily away, the

practice/arrangement of giving officiating powers from amongst senior/suitable Cash Department staff
will be continued. If, however, suitable Cashiers are not available at a branch, there may be no
alternative but to draw upon a available officers of appropriate seniority either from Accounts Wing at
the branch or elsewhere.
iii. The earlier policy of considering Cash Officers (who completed 4 years’ services as
such for conversion to Accounts side stands superseded automatically.
iv. Specimen signatures of all the officers-in-charge of cash department will also be
circulated.
8.2.4 Duties of Cash Officers
1. With a view to taking care of their career development, Cash Officers may be
entrusted with anyone or more of the duties/responsibilities being performed by officers in JMGS I in
Accounts Wing with permission in writing of the Controlling Authority who, while taking such decision,
will take into account the volume of work passing through the Cash Department.
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2. In order to enrich the job content of the officers-in-charge of the cash department and
also to give them reasonable opportunity to familiarize themselves with the work of the accounts
department, the officer-in-charge of the cash department may be entrusted with the following duties
while working in the cash department:
(i) Processing of business proposals at a branch where no Field Officer is

posted.
(ii) Inspection of stocks, standing crops, movables and immovables “pledged

’hypothecated to the Bank;
(iii) Passing of Government bills for cash payment as delegation of financial

powers
(iv) Signing of Bank drafts against cash payment.
(v) Day Book/VVR Checking;
(vi) Maintenance of Branch Dossier,
(vii) Checking of interest application in respect of overdrafts, demand loans, cash

credit accounts, saving bank accounts, etc;
(viii) Signing intimations in respect of L.S.Cs, DDRRs, etc. and checking of entries
in the relative registers;
(ix) Coding and decoding of telegrams;
(x) Checking stationery and the relative registers;
(xi) Checking leave records and overtime registers of the employees etc.
(xii) Checking and closing postage book;
(xiii) The officers-in-charge of the Cash Department may be nominated to the

Branch Customer Service Committee and asked to supplement efforts of the Branch Manager in
deposit mobilization.
3. The above duties will be in addition to their normal duties as officers-in-

charge of the cash department; care will have to be taken to ensure that they
are not given any work in the accounts department at the cost of their
responsibility for efficient running of the cash department.
8.2.5 Training
To enable the officers-in-charge of cash department to effectively perform their duties, they
will be given suitable training-both institutional and on the job-in a phased manner.
8.2.6 Categorisation of Positions
The officer-in-charge of cash department has been categorized and designated as under:
Scale of the Manager Scale of the Officer-in-charge Designation

of Cash Department
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TEGS VI MMGS III MANAGER (CASH)
SMGS IV & V & MMGS III MMGS II DY. MANAGER (CASH)
JMG I, MMG II JMGS I ASST. MANAGER (CASH)
8.2.7 Custody of Keys
The practice of the Cash Officer handing over the keys of the receptacles inside the strong-
room to the Deputy Head Cashier when he is busy with cash department and cannot remain
in the strong room for a considerable length of time, is fraught with grave risks and is in
contravention of the Bank’s instructions. The term ‘assistance’ to be rendered to the Cash’
Officer by his deputy should not include handling of the Cash Officer’s keys of the strong
room or the receptacles inside, when the former is on duty.
8.3 PLACEMENT NORMS
In order to lay down suitable career path, keeping in view the increasing zone of eligible
officers for promotion to all grades, and stipulations of rural/semi-urban service and
operational/line assignments, etc., as pre-condition for promotions, the Executive Committee
of the Central Board (ECCB), at its meeting held on 7.3.1991 approved a placement policy for
officers up to SMGS V, which has been amended by the (ECCB) at its meeting held on
8.9.2003. The details of the placement norms are as under :
8.3.1 Promotions from JMGS I to MMGS II :
There is no specific assignment which is required to be completed for promotion from JMGS I
to MMGS II.
8.3.2 Promotions from MMGS II TO MMGS III *** :
2 years service in rural/semi-urban branch (es) and 2 years satisfactory operational or line
assignment or independent line assignment
Note : Operational assignment refers to assignment as Field Officer/Accountant/ Manager/Dy.

Manager of a division, Branch Manager. For this purpose, positions of Asst. Manager (Cash)
and Asst. Manager (Cash & Accounts) at Simplified Accounting Procedure branches, IBTO in
foreign offices, OIC (Computers), System Administrators, Project Officers posted at C&C
department/ZOCC will also be treated as operational assignments. It will also include
Relatioship Manager (PB), Credit Officer (SECC), (RACPC)
(C.C/P&HRD/CM/8/SPL 76 dated 23.04.2005)
Line assignment refers to Manager of Division in a branch and independent line assignment
refers to the position of Branch Manager. This also include Chief Manager (SECC),
(RACPC). Certain positions in foreign offices are also treated as equivalent to that of Branch
Manager. A list of such assignments is given in Annexure 8.5
8.3.3 Promotions from MMGS III TO SMGS IV *** :
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3 years service in rural/semi-urban branch(es) and 2 years satisfactory independent line
assignment
Assignment on mobile inspection duty for a period for 3 years would be reckoned as
equivalent to the assignment of a Branch Manager for 2 years.
8.3.4 Promotions from SMGS IV TO SMGS V :
There is no specific pre-condition of an assignment for promotion from SMG Scale IV to SMG
Scale V. Depending upon the needs and requirements, the eligible officer maybe posted at
branches/administrative offices taking into consideration the potential and skills of the officer.
*** 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.
ii) Officers will be considered eligible for promotion only after satisfactorily completing the
relative mandatory assignments.
8.3.5 Promotions from SMGS V TO TEGS VI :
a) An officer would be required to complete 2 years experience as Branch Manager,

Regional Manager, Chairman RRB, in MMG Scale III or SMG Scale IV or SMG Scale V,
before becoming due for promotion to TEG Scale VI.
b) Assignment of 3 years (in MMG Scale III or SMG Scales IV or SMG Scale V) on
mobile inspection duty will be treated as equivalent to the above operational assignments
Note : In case of an officer who had been promoted to MMG Scale III on the basis of an
independent line assignment as Branch Manager, a posting as Manager of Division in SMG
Scale IV/SMG Scale V incumbency in branches will also qualify for the purpose of promotion
to TEG Scale VI.
8.4 MODEL TRANSFER POLICY
A Model Transfer Policy, as given below, for transfer of officers in JMG Scale I and MMG
Scale II has been framed by the Corporate Centre.
8.4.1 Objectives of Transfer Policy
Transfers of officials in the Bank’s service are necessitated in the organisation’s interest and
in the interest of career growth of the individual officer. Transfers involve a wide range of
administrative considerations and adjustments by individual officers. It is, therefore,
necessary to spell out, as clearly as possible, what organisational and individual interest are
served by transfers to provide for a system that would besides minimising the hardship to an
officer consequent upon his transfer, also take care of organisational requirements.
8.4.2 Scope of the Policy
The transfer policy described herein-after will cover officers in JMG Scale I and MMG Scale
II.
8.4.3 Definition of Transfer
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(i) Transfer will be taken to mean movement from one station to another.
(ii) Changes in position within the same station / agglomeration would be taken to
mean “posting” and not “transfer”.
(iii) In case of contiguous / twin stations with common amenities and facilities, changes
from one station to another will only mean posting.
8.4.4 Transfer Policy
Provisions of the transfer policy will particularly be under the following categories:
(a) Minimum and maximum period of retention in particular position / centre /

region / module.
(b) Considerations that would be taken into account by the transferring

authorities in deciding individual cases.
(c) Establishing a system that would take care of the problems faced by the
officers on transfer.
8.4.4.1 The normal tenure of an officer in an assignment would be for three years. It should not
normally exceed five years. Circles may, on this basis, follow policy for placements /
transfers.
8.4.4.2 Transfers of officers will be timed as far as possible to coincide with academic session. For
this purpose, necessary exercise should be set in train by the authorities well in time.
8.4.5 Difficult Centre
8.4.5.1 In each Circle, there would be certain centres which can be categorised as “difficult” centres,
in terms of living / locational conditions / educational and medical facilities etc. The criteria
for defining a difficult centre have already been finalised in consultation with All India State
Bank Officers Federation and the guidelines issued in this regard to the LHOs.
8.4.5.2 The period of retention of an officer at a difficult

centre will ordinarily be two years; it may
exceed two years subject to administrative exigencies. In this connection, the period of
retention will be taken to mean “active” service at the difficult centre. If an officer deliberately
delays joining at the difficult centre, his normal stay will be extended by the period by which
he delays going there, and the period of unduly long leave availed of by him after joining at
the centre.
8.4.6 Actual Postings
On promotion to JMG Scale I/MMG Scale II, officers should normally be posted outside the
module. Where this is not feasible, atleast posting outside the Region should be effected.
8.4.6.1 An officer should be considered for posting in another module after a stay of 5-7 years(two
assignments) in a module. He may serve in another module for a minimum period of five
years. The new place of posting should be selected so as to discourage commuting.
8.4.7 Lady Officers
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In the context of guidelines laid down by the Government of India in the matter of transfer of
spouses and keeping in view the administrative requirements of the Bank, it has been
decided:
(a) each case of request for transfer on spouse ground will be considered on merit.
(b) A maximum of two such request transfers will be considered during the entire career of
the officer.
8.4.7.1 If, however, both husband and wife are working in our Bank, as far as possible, they may be
posted at the same centre provided such postings do not come in to conflict with the
placement policy followed by the Circle.
8.4.8 Request Transfers
Request for transfer to a particular module could be considered if an officer attains 57 years
of age where such officers will be retiring at 60 years.
8.4.8.1 Request for posting at a particular centre could be made after 57 years of age provided the
total stay at the centre does not exceed five years and the officer was not posted at that
centre during the last five years
8.4.9 Administrative Transfers
Notwithstanding the provisions contained in the Model Transfer Policy, the Bank may transfer
any officer at any time on administrative grounds, keeping in view the exigencies of service.
Where the transferring authority transfers an officer by making a departure/deviations from
the provisions of the policy, the decision will be approved by the Circle Management
Committee.
8.4.10 Miscellaneous Provisions
Request for inter Circle transfers from officers during their period of probation should not be
entertained.
8.4.11 Transfers from one administrative office to another should normally not be made/entertained.
8.5.1 15-in-a-year policy
The following procedure shall be adopted in considering inter circle transfers under the 15-
in-a-year policy :
1. Requests for inter circle transfer received from officers would be recorded serially in the
chronological order of the receipt of such requests provided the officers concerned have put
in atleast three years of confirmed service in the Circle.
2. Transfers would be considered on the basis of 'first-come-first served' in the order of

registration of requests in a Circle. Exceptions, where sought to be made, would have to
be referred to Central Office for clearance with full details and for sufficiently compelling
reasons.
CO LETTER ADM:49187 27.12.77
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CO LETTER ADM:SPL:4546 22.12.88
Not more than fifteen transfers would be considered in one year from each Circle without
replacement. Due weightage will be given to the number of such officers to be
released/accepted by Circles at the time of settling staff budget. Where replacements are
available, Circles will be at liberty to transfer more than 15 officers in a year.
Clarifications :
CO LETTER ADM:4007 15.01.79
i. All transfers that fall within the norms spelt out in the policy may be made by the Circles
concerned in consultation with the transferee Circles and no prior clearance from Corporate
Centre would be necessary; only those cases that do not conform to the policy need be
referred to Corporate Centre for administrative clearance.
ii. Consents from the transferee Circles are not envisaged and provided for in the policy. It is,
therefore, implied that such consents would not be made prerequisite for effecting the
transfers. However, in those cases where disciplinary action against employees is
contemplated or is pending, such cases need not be considered till the proceedings
are over and an employee is either exonerated or punishment imposed on him, as apart
from the change of disciplinary authority that would be entailed, the disciplinary proceedings
themselves may be jeopardised if the employee is transferred to another Circle.
iii. While officers up to MMG Scale III may be transferred without any reference to Corporate
Centre, the cases of officers in SMG Scale IV & V would have to be referred to Corporate
Centre since the vacancy positions in these scales is monitored by Corporate Centre.
4. Requests for transfer should be submitted in format given in Annexure 8.3
8.5.2 Out-of-turn basis
1. Request for inter circle transfer of officers upto MMG Scale III are being entertained under
15-in-a-year policy on a turn basis as per the serial number of the request registered.
However, cases of out-of-turn basis are required to be referred to Corporate Centre for
approval by the competent authority.
2. In this connection, it is needless to mention that the re-quest for an out-of-turn basis can be
recommended to Corporate Centre on extreme compassionate grounds. While forwarding
such recommendations to Corporate Centre, the following particulars should be
incorporated:
a) Sl.No. at which the request has been registered under 15-in-a-year policy.
b) Current position in 15-in-a-year policy.
c) Whether any such request from the official has been entertained on previous
occasions; if so, how many.
d) Whether the proposed transferee Circle is agreeable to absorb the services of the
officer.
8.5.3 Transfer on grounds of transfer of spouse request for inter circle transfer can be entertained
only twice in the career of an officer. In the case of Bank of India v/s Jagjit Singh Mehta,
the H'ble Supreme Court of India have opined that :
180
a) Posting of husband and wife at the same station cannot be claimed as a matter of
right.
b) Any rule to post husband and wife at the same station upon transfer is not a right.
2. Ordinarily and as far as practicable the husband and wife who are both employed should be
posted at the same station even if their employers be different. The desirability of such a
course is obvious. However, this does not mean that their place of posting should
invariably be one of their choice, even though their preference may be taken into account
while making the decision in accordance with the administrative needs.
3. While choosing the career and a particular service, the couple have to bear in mind the
factor and be prepared to face such a hardship if the administrative needs and transfer
policy do not permit the posting of both at one place without sacrifice of the requirements of
the administration and needs of other employees.
4. After giving preference to the career prospects by accepting a promotion or any

appointment with the incident of transfer to any place in India, subordinating the need of the
couple living together at one station, they cannot as of right claim to be relieved of the
ordinary incidents of All India service and avoid transfer to a place on the ground that the
spouses thereby would be posted at different places.
5. There are instances where some of our officers seek inter circle transfers stating that
request of their spouses are not being considered favourably by other Public Sector
Undertakings / Government Departments as they have already exhausted their 2 chances.
Such reasons, as and when adduced, would not be given weightage for making exceptions
in these matters. Applications under this category should, therefore, be examined on a case
to case basis and put up for approval only when circumstances war-rant any special
consideration.
8.5.4 Mutual transfers
Mutual inter circle transfers may be considered on the merits of individual cases.
8.6 INTER CIRCLE TRANSFER POLICY FOR OFFICERS IN SMG
1. Promotions to SMG Scales IV and V are based on vacancies on an All-India basis. As the
vacancies in each circle and the promotions actually effected there from do not match, an
imbalance in the number of categorised positions vis-a-vis the actual strength of officers
in these two scales has developed over the years. While some circles are having surplus
officers, some are experiencing a perpetual deficit. With a view to rectifying this imbalance,
Corporate Centre have been transferring officers from the surplus to the deficit circles.
2. The broad norms for selection of officers for such transfers are as follows :-
i) Maximum age limit : 50 years for SMGS IV

(As on date of promotion) 52 years for SMGS V
ii) The officer should not have been on inter circle transfer / mobile inspection
duty/away from the parent Circle during last 10 years. Posting in Corporate
Centre establishments / Foreign Offices, however, will not come under its purview.
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iii) Lady officers are also liable to be transferred. In case of lady officers with spouse
working in the Bank, the spouse may be transferred on request or automatically,
as the case may be.
iv) Transfers would be linked with the promotion exercise as also to appeals upheld
during the year.
v) Apart from officers from surplus Circles, some officers promoted from deficit Circles
are also liable to be transferred.
vi) Identification of officers to be approved by Central Office.
vii) Tenure 3-4 years. However, the duration of stay in North Eastern Circle will be 2
years only.
viii) Wherever applicable, promotion letters to be sent to transferee Circle for delivery to
officers on reporting for duty.
ix) Nothing contained herein shall preclude the Bank from transferring any officer to
any place for any reason including administrative reasons.
8.6.1 Repatriation of the officers
Circles may repatriate officers in Senior Management Grade who have been transferred
under the policy mentioned above without seeking prior clearance of Corporate Centre in
case of those officials who :
a) have completed their tenure of stay at the transferee Circle,
b) are being repatriated to Circle from where their services have been drawn,
c) are not facing vigilance proceedings / against whom disciplinary cases are not
initiated / contemplated, and
d) are not identified by Central Office for placement elsewhere.
Specialist Officers (viz. Technical Officers, Engineers, Law Officers, Security Officers, and
Asstt. Manager (System) etc.) would also be subject to transfer after completion of 5 years in a
particular position. Any exception to the above norms will have to be approved by the CMC in
each case. But stay at one centre would in no case exceed 7 years. Transfer of Specialist
Officers within the same centre e.g., from LHO to ZOs or vice versa would not be made.
8.8 JOINING TIME ON TRANSFER
OSR:49(1)
1. An officer is eligible for joining time on one occasion and not exceeding 7 days, exclusive of
the number of days spent on travel, to enable him:
a) to join a new post to which he is appointed while on duty in his old post, or
b) to join a new post on return from leave.
Note:
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Where an officer is transferred on an emergency basis and is not permitted to avail himself of
the joining time for administrative reasons immediately, he may be permitted to charge the
Bank with the cost of his fare as per his entitlement for his journey to and from his
previous headquarters to enable him to bring his family to the new station.
OSR:49(2)
2. During the joining time, an officer shall be eligible to draw the emoluments at the place of
the old or new posting, whichever are less.
OSR:49(3)
3. In calculating the joining time admissible to an officer, the day on which he is relieved from
his old post shall be excluded, but public holidays following the day of his relief shall not
be included in computing the joining time. Provided that if joining time is granted in
continuation of leave, the last day of leave shall be the day preceding the day on which
joining time commences.
OSR:49(4)
4. No joining time will be admissible to an officer when transfer does not involve a posting to a
different place.
OSR:49(5)
5. No joining time will be admissible to an officer when his posting is of a temporary nature,
irrespective of the fact that posting is to a place or station other than the one at which he is
permanently posted.
6. An officer will not be eligible to draw a House Rent Allowance and City Compensatory
Allowance (if payable at both the centres) during joining time and journey period since he is
paid halting allowance.
Clarifications:
i. An officer should normally avail himself of joining time immediately on relief from his previous
station. If for some time for compelling reasons it is not possible to do so, he should be
permitted to avail of the same shortly thereafter, say within a maximum period of 3 months.
Cases where, for genuine reasons, joining time could not be availed of within 3 months
should be referred to the competent authority given in Chapter 23, so that the spirit of the
instructions is not violated.
ii. While computing joining time, the day on which an officer is relieved from his old post,
public holidays, Sundays, following the day of relief should be excluded and joining time will
commence from the 1st working day after relief. The intervening public holidays / Sundays
should not be excluded.
iii. In cases where there is no change of residence consequent on transfer, the official would
also not be entitled to joining time.
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8.9 SPECIALISATION IN IDENTIFIED FUNCTIONAL BANKING AREAS
IMPLEMENTATION OF SCHEME OF “JOB FAMILIES”
Corp. Centre/CDO/P&HRD-CM/76 dt. 01.03.2006
To facilitate and foster development of specialised skills in identified functional banking areas the
Executive Committee of the Central Board has approved a scheme of "Job Families" to be
implemented w.e.f 01.04.2006. A job family would be a cluster of jobs/roles calling for related
skills and knowledge requirements.
8.9.1 INTRODUCTION OF CONCEPT OF JOB FAMILIES
There would be ten job families under the scheme viz.
1. Corporate Banking & Project Finance

2. International Banking
3. Treasury
4. Retail (Personal Banking)
5. Agricultural
6. SME
7. Government Business
8. Information Technology
9. Human Resources
10. Centralized Processing Centre
Corp. Centre/CDO/P&HRD-CM/85 dt. 21.03.2006
However the scheme is proposed to be launched in phases. In the first phase CHRC had
identified roles in four job families viz.
1. Corporate Banking and Project Fiancé

2. Retail
3. Agriculture
4. SME
The above job families to be considered as skilled in grade up to MMGS-III. List of specialized
positions/roles identified as skills in the four Job Families is as per Annexure 8.6
8.9.2 IDENTIFICATION OF SKILLED/SPECIALIZED ROLES
The Central Human Resources Committee (CHRC) would be empowered to approve the
identification of various roles within each job family to be considered as skilled/specialized.
Identification of various roles as skilled or specialized within each Job Family would be done by
HR Department, Corporate Centre in consultation with the concerned Business
Units/departments. On the basis of guidelines approved by the CHRC Job family wise, grade
wise number of positions to be considered as skilled would be finalized by the circles with the
approval of the Circle Human Resources Committee.
To allow for a sufficient number of skilled positions to be available for selection of Officers in the
subsequent year(s) not all the identified specialised positions will be filled in under the scheme in
the first year of implementation. However, to enable the officers to make an informed choice while
giving their option for selection, the number of positions to be filled in under each job family during
the year would be circularised simultaneously with the calling for options for selection from the
eligible officers. In the subsequent year(s) the process of selection of officers would be taken up
only in respect of unfilled skilled positions in each of the job families.
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8.9.3 ELIGIBILITY AND METHOD OF SELECTION
i) Service Eligibility
Initially, the scheme will be applicable to all officers in MMGS-III and below with 2 years
confirmed service as on the beginning of the year in which selection is being considered, i.e. for
the year 2006-07 the relevant date in this regard would be 1 st April 2006. The scheme would in
due course be extended to officers SMGS IV and SMGS V.
ii) Calling for Option from Eligible Officers for Selection
All eligible officers would be called upon to indicate their option for absorption in a Job Family on
the prescribed format given at Annexure –8.7 in this regard. The Officers would rank four job
families in order of their preference. Although their preferences will be considered, final decision
regarding their placement will depend upon their aptitude to work in a particular job family and
vacancies therein and will be at the discretion of the Bank. Even an officer currently placed in the
identified job family position will have to give an option. While the officers selected would continue
in the same job family, those who are not selected will be transferred. Selected officers in JMGS-I
to MMGS-III could be placed by the Bank at any centre within the Circle in an identified position in
the Job Family for which they have been selected depending upon the requirement of the Circle.
Even officers who do not opt for placement to any of the job families may also be considered for
and placed in any of the job families at the discretion of the Bank.
iii) Experience
Work experience in a particular job family will not be a pre-requisite for absorption in the job
family. However, due weightage would be given to officers performance in a particular job family
area, if any, at the time of selection for a job family. Only the experience in the specific job
family/role and/or in the related job family in which the officer has worked together with the
special knowledge of the job acquired through training/educational course will be considered in
this regard.
iv) Selection Process
The Circles would constitute at the Local Head Office a Selection Committee with representatives
from each of the Job Family as detailed in Section 8.9.7. For the purpose, officers up to MMGS-
III in CAG, MCG & SAMG offices would be considered by the respective circle committees in
whose area they are located. The identified roles under Corporate and Project Finance Job
Family are expected to be in CAG, MCG and SAMG. Accordingly, in respect of selection for roles
under this Job Family, an officer each from CAG & MCG nominated by the Region Head would
be included in the selection committee. Controllers will submit recommendations on the suitability
for the officers for selection in a Job Family on format given in Annexure- 8.8. The committees
would consider the options and recommendations of the controllers and will identify suitable
officers for filling in the positions in the respective job families. During the selection process, effort
should be made to allocate officers to the job family of his choice/first option, in case he has
scored high enough in the group. However, in case more than required number of officers apply
for a certain job family and it is not possible to give all of them the job family of their first choice,
such officers who do not get the job family of their first choice would be considered for selection
for their second choice of job family, and so on. For the purpose, job family wise merit list of the
scores allocated to the officers who have given this job family as one of their choice may be
prepared in the format given at Annexure- 8.9. From such lists the required number of officers,
high in the merit list, may be marked for selection to the related job families. However, there
would be some officers whose name will be figuring in more than one job family select list. At this
stage name of the officer should be retained only in the job family of his higher priority and struck
out from the other list(s) and one more officer from the merit list included in the select list in these
185
job families to compensate for the name struck out. This process needs to be carried out till no
officers name figures in more than one list. An illustration of the above is given in Annexure-8.9
In this regard the policy provides that the committees are not to be guided solely by the
evaluation scores and recommendations and they can use their discretion for allocating some
other job family to the officer. While effort would be made to allocate the officers within the area of
their choice, keeping in view the administrative exigencies it may not be possible to
accommodate all officers in the areas of their preference.
8.9.4 PLACEMENT OF SELECTED OFFICERS
i) While making allocations/placement of officers in Job Family positions the extant transfer
policy/placement norms are expected to be adhered to. The Scheme of Job Family per se is not
expected to be used as an excuse for violation of transfer policy/placement norms. As placement
of officers in JMGS-I and MMGS-II is done at Module/Region level. The selected officers in
JMGS-I/MMGS-II would be allocated to module/special branches keeping in view the number of
identified positions in various modules/special branches etc. The identified officers in MMGS-III
would be placed in suitable positions with the approval of respective General Managers. The
Officers identified for Job Family positions in CAG and MCG would be placed at the disposal of
the respective groups for further placement in specific identified positions. Some of the officers
identified for various job families may be already working in that job family and in such cases no
movements will be required. However, in case of long stay at the branch/centre, such officers
may be given suitable change to some other position within the Job Family. However, where an
officer already placed in an identified Job Family position has not opted for selection in the job
family, he may be replaced by some other officer selected for the job family. If in a job family, say
SME job family, sufficient number of officers do not opt to fill in the identified positions, officers
from general pool would be placed to man such positions. These officers would continue to
remain in the general pool and could be replaced in subsequent years with the officers
willing/selected for the particular job family. While an officer who has not opted for selection in a
Job Family, may be placed in an identified position in the Job Family due to administrative
exigencies, he would not be considered as having been absorbed in that Job Family. Such
officers would continue to be in the “general pool” and their further movement would not be
restricted within the Job Family.
8.9.5 EXIT FROM JOB FAMILY
(i) The selected officers are expected to continue in the Job Family for a period of up to 10 years.
The period of 10 years will also include the period already spent, if any, in identified roles.
However, satisfactory level of performance in specialized (Job Family) position is expected from
the selected officers. Where the performance of an officer is not considered satisfactory he may
be shifted out of the Job Family to the general pool. For the purpose, the performance of the
officers would be reviewed annually at the time of writing of AARFs in a separate format to be
attached thereto. The format in this regard is placed at Annexure -8.10. The controllers would
furnish their observations/recommendations as regards the officer’s suitability for continuing in the
job family or otherwise. The scheme also provides for exit from the Job Family at the request of
the officers after a minimum period of 5 years. Such requests would be considered by Circle
CHRC on merits of each case and in case of acceptance, the concerned officers will revert to
general pool. Officers who exit from a Job Family, either at their volition or otherwise, may, if they
desire, apply for selection in another job family for which they would be considered on merit.
186
8.9.6 GENERAL
The policy provides for movement of officers from one assignment to another within the same job
family. The movement could be considered between similar roles in another office or in a different
role within the same Job family. It would be desirable to expose selected officers to a variety of
roles within a Job Family to enable them to develop a wider perspective. In case of promotion, a
selected officer may be shifted to an appropriate position within the Job Family. However, if
considered necessary the promoted officers may be allowed to continue unchanged. The current
promotions process will be continued till such time as the scheme stabilizes and it is expected
that equal opportunity for career progression would be available to officers in various Job
Families and to those in the general pool. It may not be possible for some officers in certain job
families to complete their mandatory assignments. Exemption may be sought in respect of such
officers.
8.9.7 Constitution of Circle Level Selection Committee
- One of the GMs nominated by CGM
- One DGM to be nominated by the CGM
- DGM & CirDO
- One Senior functionary in TEGS-VI/SMGS-V from each of the job families (including one officer
each to be nominated by CAG/MCG for considering selection of officers for Corporate & Project
Finance Job Family.)
- AGM (HR) shall be the Member Secretary
187
ANNEXURE 8.1
APPLICATION FOR INTER MODULE TRANSFER
STAFF: SUPERVISING
Present Module: Desired Module:
1. Name of officer :
2. P.F Index Number :
3. Date of Birth :
4. Present Designation/since :
5. Date of Appointment in the Bank and

the capacity in which appointed :
6. Date of promotion to
JMGS I & MMGS II :
7. Name of the Branch/Office where the

officer is posted/since :
8. Place of Domicile as recorded in the

service file :
9. Preference of 3 centres in
desired module :
10. Whether willing to be posted any

where in the desired module if
vacancies not available at the desired
centres :
11. Specific reasons for seeking transfer :
12. Detailed particulars of Previous postings

as officer :
S.No. Name of Branch/Office Category of Centre Posted as Period

Rural/SU/ U) (from-to)
188
13. Posted in present region since :
14. Posted in present module since :
Place: (Signature of the officer)
Date:
(to be filled up at Controlling Office)
1. Date on which application received:
3. Final marks obtained by the Officer in his AAR for the last 3 years:
200 200 200
4. Recommendations of A.G.M:
(Signature of Recommending Authority)
189
ANNEXURE 8.2
PARTICULARS TO BE FURNISHED WHILE APPLYING FOR INTER MODULE

TRANSFER ON COMPASSIONATE GROUND
1. Name of Officer :
2. Present Grade :
3. Present Posting at/since :
4. Posted in the Module since :
5. Place of Domicile :
6. Name of deceased and relation

with him/her
7. Date & Place of demise of the deceased:
8. Place where the deceased was

normally residing before death :
9. Details of the surviving members in

the family of the deceased :
S.No Name Age Relation Occupation Present Place

of Stay
10. Specific reasons for seeking deferment :

of existing transfer order
OR
Specific Reasons for seeking transfer :

to the desired Centre:
(Strike out whichever is not applicable)
11. Preference for 3 other Centres in case of

vacancy not available at the
desired place
Place:
Date: Signature of the Officer
190
ANNEXURE 8.3
Format for furnishing bio-data of officers eligible

for Inter Circle Transfer
STAFF : SUPERVISING
APPLICATION FOR INTER CIRCLE TRANSFER
2. Date of Birth :
3. PF Index No. :
4. Place of Domicile as
recorded in service file :
5. Present Designation/grade :
6. Date of appointment in the

Bank and capacity in which
appointed :
7. Name of the Branch /

office where the officer is
posted :
8. Date of promotion /
appointment as officer in
JMGS I :
9. Date of confirmation as
officer in JMGSI/GrI/GrII :
10. Family Background
a) Age of Father :
b) Vocation of father :
c) Age of mother :
d) Age of major brothers, their

vocation & where stationed:
e) If spouse is working, name

of institution and place of
posting :
11. Circle to which

transfer is sought :
191
12. Three places of choice
in order of preference :
13. Specific reasons for

seeking transfer :
Place :
Date : Signature of Applicant
192
ANNEXURE 8.4
Format for submission of recommendations for inter-circle transfer
STAFF : SUPERVISING
INTER CIRCLE TRANSFER
2. Date of Birth :
3. PF Index No. :
4. Place of Domicile as
recorded in service file :
5. Present Designation/grade :
6. Date of appointment in the

Bank and capacity in which
in appointed :
7. Name of the Branch /

office where the officer is
posted :
8. Date of promotion /
appointment as officer in
JMGS I :
9. Date of confirmation as
officer in JMGSI/GrI/GrII :
10. Circle to which transfer is sought :
11. Three places of choice

in order of preference :
12. How many times the officer

has availed inter circle transfer :
13. Reasons for which

transfer is being
proposed :
14. a) Extreme compassion, if any :

warranting out of turn transfer
b) How circle has satisfied about

the genuineness of the request :
193
15. Any deviation from the ICT policy
being proposed :
16. Recommendations :
Place :
Date : Chief General Manager
194
ANNEXURE 8.5
Foreign office-wise details of eligible positions included as qualifying assignments for promotion to
SMGS IV / TEGS VI
Sr.No Name of the Office Position
1. Bahrain i) Mgr (Commercial)

ii) Mgr. (Treasury & Services)
2. Dhaka i) Mgr. (Operations)

ii) Mgr. (Credit)
3. Antwerp i) Mgr. (Forex and Money)

ii) Mgr. (Credit)
4. Frankfurt Mgr. (Money & Forex)
5. Paris i) Mgr. (Money & Market & Forex)

ii) Mgr.(Credit& Operations)
6. Hong Kong i) Mgr. (Deposits & Administration)

ii) Mgr. (Money & Forex)
iii) Mgr. (Credit& Operations)
7. Tokyo i) Mgr. (Forex & Funding)

ii) Mgr (Credit& Operations) I
iii) Mgr (Credit & Operations) II
8. Osaka i) Manager
ii) Manager (Credit)
9. Panama i) Mgr. (Credit)

ii) Mgr (Operations)
10. Singapore i) Mgr (Operations & Services)

ii) Mgr (Money & Forex
iii) Mgr (Joint Venture)
The following positions at our foreign offices are also included as qualifying assignment for
promotion to SMGS IV/TEGS VI.
i. Manager (Planning & Development)
ii. Manager (Merchant Banking)
iii. Chief Accountant
195
ANNEXURE 8.6
LIST OF SPECIALISED ROLES IN JOB FAMILIES
CORPORATE BANKING
&
PROJECT FINANCE JOB FAMILY
S.No ROLE GRADE BRANCH/ SKILLS

OFFICE
1 Credit Analyst I/II MCG Sales • Credit Analysis
Hub/Branch • Product Knowledge
2 Trade Finance II/III MCG Sales • Credit Analysis
Analyst Hub/Branch • Product Knowledge
LCs/BGs/Bills
3 Case/Operating I/II/III SAM Branches • Credit Analysis
Officers • Asset Restructuring
• Rehabilitation
RETAIL JOB FAMILY

OFFICE
1 Credit Officer, I/II RACPC • Credit Analysis
RACPC • Product Knowledge
2 Assistant Manager, I Zonal Office • Marketing

Out Bound Sales • Product Knowledge
Force
3 Manager (Personal II Branches at non • Marketing
Banking Division) RACPC centres • Product Knowledge
4 Relationship I/II Branches • Credit Analysis

Manager (Personal • Product Knowledge
Banking)
5 Manager (Retail III LHO • Marketing
Assets) • Product Knowledge
6 New Relations Officer I/II Metro/Urban • Marketing
Branches • Product Knowledge
196
ANNEXURE 8.6contd.
AGRICULTURE JOB FAMILY

OFFICE
1 Team Leader (Mktg. II Region • Marketing
& Recovery Team • Product Knowledge
• Recovery
2 BM (ADB) II/III Branches • Credit Analysis
• Product Knowledge
3 Manager (DBD) III Agri intensive • Credit Analysis
Branches • Product Knowledge
4 BM at select Rural II Branches with • Credit Analysis
Branches predominantly • Product Knowledge
agri. Portfolio/
potential
5 Field Officer (Agri.) I/II Branches with • Credit Analysis
predominantly • Product Knowledge
agri. Portfolio/
potential
SME JOB FAMILY

OFFICE
1 Credit Officer, I/II SMECC • Credit Analysis
SMECC • Product Knowledge
2 Manager (Multi III Zonal Office • Marketing

Product Sales Force) • Product Knowledge
3 Team Leader (Multi II Zonal Office • Marketing
Product Sales Force) • Product Knowledge
4 Team Leader III Zonal Office • Credit Analysis

(Credit Processing • Product Knowledge
Team
5 Manager (DBD) III SME intensive • Credit Analysis
branches • Product Knowledge
6 Case Manager (City III City Recovery • Handling litigation
Recovery Centre) Centre cases/compromise
7 Case Officer (City I/II City Recovery • Handling litigation
Recovery Centre) Centre cases/compromise/
rehabilitation
8 Field Officer (SME) I/II SME intensive • Credit Analysis
branches • Product Knowledge
197
ANNEXURE 8.7
(Format for indicating preference for absorption in a job family to be submitted through
Branch/department head)
The Branch/Asstt./Dy. General Manager

State Bank of India
_______________
_______________
Dear Sir,
OPTION FOR ABSORPTION IN A JOB FAMILY
With reference to the Circular No. dated I do not wish to opt for
selection in any of the job families/I indicate below my preferences for absorption in a job
family ranked in the order of my preference:
Preference Rank
1. Commercial & Corporate Banking & ( )

Project Finance
2. Retail ( )
3. Agriculture ( )
4. SME ( )
In this connection, I understand that
 my absorption in a job family would be subject to my selection for the same by

the committee constituted in this regard.
 The Bank can place me in a job family not opted for.
 if selected, I would continue in the Job family for a minimum period of 5 years.
Yours faithfully
( )
Grade :
Present Assignment :
____________________________________________________________________
198
* To strike-off whichever is not applicable.
Note: Preference for absorption in job families to be indicated by assigning ranks from 1
to 4
ANNEXURE 8.8
FORMAT FOR SUBMITTING RECOMMENDATIONS FOR SELECTION IN A JOB FAMILY
To,
ASSISTANT GENERAL MANAGER/ DY. GENERAL(MODULE)

/CIRCLE DEVELOPMENT OFFICER
1. NAME :
2. PRESENT GRADE : W.E.F. :
3. DATE OF BIRTH : 4. P.F. INDEX NO.:
5. QUALIFICATION :
6. CURRENT ASSIGNEMENT DESIGNATION :
BRANCH/OFFICE : W.E.F:
JOB FAMILY :
Details of previous assignments in skilled positions (since date of joining)
S.No. BRANCH ASSGINMENT FROM TO JOB FAMILY
Officer
Option Job Family Experience Experience Score (Max. 2.00 for

No. (in completed years) (in related area in each option)
completed years)
1st
2nd
3rd
4th
Professional Qualifications
Option Job Family Relevant Professional Qualification Score (Max. 2.00 for
No. each option)
1st
2nd
3rd
4th
199
Annexure 8.8 contd.
Summary of AARF Scores for 3 years

AARF for the Reporting Reviewing Approval (if
year ending any)
Total (out of Score

300) (out of 4.00)
Special remarks in AARFs
AARF for year ending Special remarks
Recommendations on suitability of the officer for placement in job family opted for
Option Job Family Controllers Recommendations Score

No. (Max. 2.00 for
each option)
1st
2nd
3rd
4th
Summary of Scores for various Job Families opted for
Option Job Family Professional Experience AARF Suitability Total

No. Qualification
(max. 2.00) (max. 2.00) (max. (max. (max.
4.00) 2.00) 10.00)
DGM/AGM/CM/BM
200
ANNEXURE 8.8 contd.
10 point scoring pattern for assessing suitability of Officers for selection in Job Family
Maximum Score
1. Professional Qualifications/training 2.00
2. Past Experience 2.00
3. AARF score in last three years 4.00
4. Recommendations of Controller 2.00
Total 10.00
1. Professional Qualifications/training Max. 2.00
A qualification/training in an area of direct relevance would carry 1.00 marks and a qualification in
areas of supporting relevance could carry 0.5 marks.
Educational Qualifications/training only from the universities and institutions of repute recognized
as equivalent by the appropriate/Govt. authorities as per Annexure 8.11
2. Past Experience Max. 2.00
• In job family opted for 0.5 for each year experience

(minimum experience 1 year)
• In related area 0.5 for 2 years experience

(minimum experience 2 years)
3. Officer should have a minimum score of 80 in each of the relevant year’s AARFs
Aggregate score in 3 years Marks
• 290 and above 4.00
• 280 and above but less than 290 3.00
• 270 & above but less than 280 2.00
• 255 & above but less than 270 1.00
• Below 255 nil
4. Recommendations of the Controller Marks
Eminently suitable for the Job Family 2.00

Highly suitable 1.00
Suitable 0.50
Not considered suitable nil
201
On the specified format, along with qualitative comments against each option for job family, the
controller would rate the officer as above on his suitability in this regard.
ANNEXURE 8.9
ILLUSTRATION
LIST OF OFFICERS HAVING OPTED FOR THE JOB FAMILY IN

ORDER OF THEIR SCORES
JOB FAMILY : Retail Banking
GRADE : SMGS-IV
Sl. No. Name Score Preference Remarks, if any

1 A. 10 1
2 B. 10 1
3 C. 10 1
4 D. 9.9 2
5 E. 9.8 3
6 F. 9.8 1
7 G. 9.7 2
8 H. 9.5 1
9 I. 9.0 3
10 J. 8.8 3
11
12
For picking up officers from the above merit list for Retail Banking job family to fill in say 6
vacancies, we shall have to proceed as under:
i) Officers at SL. No. 1,2 and 3 will be taken in to select list as they are high in
the merit and Retail Banking is their first preference.
ii) Officers at Sl. No. 4, though high in merit list, have given Retail Banking as his
second preference. Before including him in Retail banking final list, we shall have to see his merit in his
first preference job family, say SME. On checking SME list, if it is found that his name in the merit list
figures within the number of vacancies in that job family, he will be taken in that (SME) job family and
not included in Retail Banking job family.
iii) Officers at SL. No. 5 have given Retail banking as his third choice. His position
in the job families of his first and second preference will be checked and only if he is not high enough in
the merit list of those job families, he will be included in Retail Banking job family.
iv) The above procedure will be repeated till all the positions are filled in.
202
ANNEXURE 8.10
To be completed in respect of Officers placed in a Job Family Position
Name of the Officer :
Grade :
Job Family : Since:
Present Assignment : Since:
Recommendations supported by reasons in respect of suitability for continuation and

otherwise in the Job Family.
(The performance of the officers commented upon in the AARF against the Key Performance
Parameters should also be viewed in this regard)
1. Overall assessment in respect of Business Performance/KRAs
2. Comments in respect of required skills in the Job Family area
3. Comments in respect of attributes in relation to the requirement for effective

discharge in the Job Family responsibilities.
4. Areas of weaknesses observed, if any (Please specify if the officer can overcome
these by Training (functional/behavioral) inputs
5. Recommendations on overall suitability
203
Date (Reporting Authority)
ANNEXURE 8.11
In this regard, the appropriate authority has approved that the undernoted academic qualifications
obtained from universities and institutions falling in the undernoted category shall be considered
for awarding score under the parameter ‘professional qualification/ training’.
A) Professional qualifications :
i) CA, ICWA, CFA
ii) B. Tech, B.E., M.Tech (Engineering Graduates)
iii) M.B.A.
iv) M.C.A.
v) C.I.S.A.
B) The above professional qualifications obtained only from universities and institutions falling in
the undernoted categories will be considered :
i) All Central and States Universities, i.e., the universities formed by the Acts of the Central/
State Governments.
ii) All Indian Institutes of Technology.
iii) All Regional Engineering Colleges.
iv) All other Institutes/Colleges/Universities recognized by AICTE (All India Council of

Technical Education)
v) All Indian Institutes of Management (IIMs).
vi) All the Institutes/ Colleges/ Universities recognized and funded by University Grants
Commission (UGC).
vii) Institute of Chartered accountants of India, Institute of Cost and Works accountants of
India and Institute of Chartered Financial Analysts of India.
viii) EDP Auditors Associations Inc., USA (EDPAA) for Certified Information System Auditors
CISA) Examination
CHAPTER 9
204
MISCELLANEOUS MATTERS RELATED TO SPECIALIST CADRE
9.1 CONVERSION FROM GENERAL CADRE TO SPECIALIST CADRE

(CC No. P&HRD/CM/6/SPL/806 dt.01.10.02)
The Executive Committee of the Central Board in its meeting held on the 19th September 2002,
approved a scheme of conversion from general cadre to specialist officers, the salient features
of which are given below:-
i. Option of conversion from general category to a specialist category officer will ordinarily
be available to officers upto MMG Scale III. In exceptional cases, such option for conversion as
specialist could be considered in higher scales at the discretion of Central Human Resources
Committee (CHRC).
ii. An officer once converted as specialist shall not have option to revert back to general
cadre.
iii. After conversion, the convertee officer will be governed by the promotion policy
applicable to specialist cadre and his seniority in the present grade in the new (specialist) cadre will be
counted from the date of conversion as specialist.
iv. Officers seeking conversion should have completed the mandatory assignments for
promotions already earned.
v. The Officer must possess or have acquired in the course of working in the relevant
area, qualifications and experience which are prerequisite for direct selection into that cadre. For
specialist cadres wherein there is no direct recruitment viz. Liaison etc, the officer must have working
experience of at least three years in the relevant field and not less than excellent track record. The
DMD & CDO will have the authority to prescribe any other qualifications or experience considered
necessary to improve the quality of specialist cadre. In the case of conversion to Liaison officers, in
view of nature of work, the officer applying for conversion should be reasonably young, and maintaining
good health and should be preferably below 45 years.
vi. The officer shall be subjected to a test and interview if considered necessary by DMD &
CDO to test his acquired skills in the area for which option for conversion is being considered.
vii. The authority structure for permitting such conversion will be as under :
Officers upto SMGS V Chief General Manager (Personnel & HRD)
At Corporate Centre
TEGS VI and above ECCB
viii. Requests for conversion, along with option letters as per Annexure 9.1, may be
sent to Controlling Authority who are requested to forward such requests to the HR Department,
LHO at half yearly intervals (May and November) so that arrangements may be made well in
advance to conduct the aptitude test and/or interview of the officers so identified. Controllers
should, while forwarding the application, also submit the biodata of the applicant officers on Annexure
9.2.
9.2 CONVERSION FROM SPECIALIST CADRE TO SPECIALIST CADRE

205
Till 12th December 2002, there was no laid down scheme for conversion of officers from one
specialist category to another. The Executive Committee of the Central Board in its meeting
held on the 12th December 2002 decided that officers be given freedom to opt for a line of
specialization or shift from one area of specialization to another, subject to their fulfilling the laid
down criteria in respect of qualification for recruitment of such specialist staff in the Bank. The
salient features of the Scheme approved by the ECCB are given below:-
i. Option of conversion from specialist category to another specialist category will

ordinarily be available to officers upto MMG Scale III. In exceptional cases, such option for conversion
could be considered in higher scales at the discretion of Central Human Resources Committee
(CHRC).
ii. The officer must possess or have acquired in the course of working, qualification and
experience in the relevant area which are pre-requisite for direct selection into that cadre. The DMD &
CDO will have the authority to prescribe any other qualifications or experience considered necessary to
improve the quality of specialist cadre.
iii. The officer shall be subject to a test and interview if considered necessary by DMD &
CDO to test his acquired skills in the area for which option for conversion is being considered.
iv. All conversions from one Specialist category to another shall be need-based and
subject to Bank's convenience.
2. The authority to approve conversion would be CGM(HR) at Corporate Centre for officers
upto SMG Scale V. In respect of higher grades the authority will be vested with ECCB.

3. The seniority of an officer converted from one specialist category to another in his present
grade in the new specialist category, will be counted from the date of his conversion to that
specialist category.

Keeping in view the requirements of the Bank in respect of the specialised expertise
provided by Specialist Officers and to facilitate their career development, the following
guidelines have been formulated for transfer of officials in the Specialist Cadre :-
i. Tenure : The maximum period of stay of specialist officers at any one centre / office
will be fixed at 7 years.
ii. Scope of transfer :

a) Transfer of all specialist officials in SMG Scales will be effected on all India
basis.
b) While transfer of officials in JMG/MMG Scales will be effected within the
parent Circle, should the exigencies of service so warrant, such officials will be subjected to transfer
outside the Circle, in case no other position is available within the same Circle or in case of transfers
to CC.
iii. Authority Structure for transfers :

a) Transfer of officials in SMG Scales will be effected by Corporate Centre.
b) Transfer of officials in JMG/MMG Scales posted at Corporate Centre
Departments/establishments and inter-circle transfers will be effected by the Corporate Centre.
iv. Transfer of officials in JMG and MMG Scales will ordinarily be effected by the
Circle Authorities on the basis of the laid down norms.
206
v. To mitigate hardships to the officials, transfers will be effected to coincide with the
academic year to the extent possible.
vi. Officers who have crossed 55 years of age shall ordinarily be exempted from the
purview of the policy.
Notwithstanding the provisions as above, the Bank would not be precluded from effecting
transfers of officials any time earlier to any place at its discretion, keeping in view the
exigencies of service.
9.4 RATIONALISATION OF DESIGNATIONS OF SPECIALIST OFFICERS

The rationalised designations of Specialist Officers are given in Annexure 9.4
9.5 RECRUITMENT OF AGRICULTURE SPECIALISTS ON CONTRACT

BASIS
9.5.1 TERMS & CONDITIONS OF APPOINTMENT

The terms and conditions governing contractual appointment of officers (Marketing & Sales) -
Farm Sector are given in Annexure 9.5. The role of Marketing & Recovery Officers is explained
in Annexure 9.6.
(CC NO. CDO/P&HRD-PM/27/2006-07 DATED 29.08.06)
9.5.2 TECHNICAL OFFICERS – FARM SECTOR/

OFFICERS (MARKETING & RECOVERY) – FARM SECTOR
AUTHORITY STRUCTURE FOR RELEASE OF ANNUAL INCREMENTS

POSTED AT LHO
9.5.2.1 The following authority structure has been approved by the Central Office Human Resources
Committee (CHRC) for sanction and release of annual increments to Technical Officers (Farm
Sector)/Officers – Marketing & Recovery (Farm Sector) posted in Local Head Office.
Designation Members of Evaluation Sanctioning Authority

Committee for release of for
increment increments
Technical Officer (Farm AGM (BPMM) AGM (ABU) DGM &Cir DO At LHO
Sector)/Officer - Marketing AGM (HR)
& Recovery (Farm Sector)
(In case any member of the Evaluation Committee for release of increment is not in
position/away on long leave or on official visit, the Deputy General Manager & Circle
Development Officer may nominate any other officer in his place. If the Deputy General
Manager & Circle Development Officer himself is not in position/away on leave, the Chief
General Manager may nominate another officer in his place for this purpose who will not be
below the rank of TEGS VI.)
9.5.3 Annual package of Technical Officer-Farm Sector
Example (Amount in Rupees)
207
Year Fixed pay Viriable pay Total Package
1st year 1,60,000/- 40,000/- 2,00,000/-
(80%) (20%)
2nd year 1,76,000/- 44,000/- 2,20,000/-

(After annual increment-10%) (80%) (20%)
3rd Year 1,88,000/- 56,000/- 2,44,000/-

(Fixed increase of Rs.24,000) (77.05%) (22.95%)
4th year 2,00,000/- 68,000/- 2,68,000/-

5th year 2,12,000/- 80,000/- 2,92,000/-

9.5.4 Annual package of Marketing & Recovery Officer
Example (Amount in Rupees)
Year Fixed pay Viriable pay Total Package

1st year 1,20,000/- 30,000/- 1,50,000/-
(80%) (20%)
2nd year 1,32,000/- 33000/- 1,65,000/-

(After annual increment-10%) (80%) (20%)
3rd Year 1,41,000/- 42,000/- 1,83,000/-

4th year 1,50,000/- 68,000/- 2,01,000/-

5th year 1,59,000/- 60,000/- 2,19,000/-

9.5.5 SPECIALIST OFFICERS IN FARM SECTOR

APPOINTMENT AND EXTENSION OF CONTRACT
(CC NO. CDO/P&HRD-CM/23/2006-07 DATED 21.08.06)
9.5.5.1The Executive Committee of the Central Board in its meeting held on the 7th August,
2006 has approved the scheme for Appointment and Extension of contract of TOFSs
and MROs. The salient features of the scheme are as under:-
a. Initially, the TOFSs and MROs have been appointed on contract for a period of two
years. The contract may be extended for a further period of three years at the discretion
of the Bank, subject to achieving minimum 60% of the target in each financial year (April
208
to March) during the period of extension. Thereafter, the contract may be renewed again
as per the requirements of the Bank.
b. Extension of contract will be given to those officers who have achieved minimum 60% of
the target for one full year as on the end of the financial year (i.e. 31.03.2006 for this
year).
c. After completion of the initial contract period of two years, the annual package of TOFSs
and MROs may be increased by Rs.24,000/- and Rs.18,000/- respectively. 50% of the
raise will form part of the fixed pay and the remaining 50% that of the variable pay. The
actual amount of variable pay will depend on the performance of the officer as hitherto.
An example to illustrate the scheme is enclosed.
d. If an officer fails to achieve minimum 60% of target in any of the financial years during the
period of extension, his services are liable to be terminated, at the discretion of the Bank,
by giving 3 months notice or 3 months emoluments in lieu there of.
209
ANNEXURE 9.1
RECOMMENDATION FOR CONVERSION FROM OFFICER IN GENERAL
CADRE TO SPECIALIST OFFICER
1. Name, Grade & Designation : Shri/Smt/Kum
Grade : Designation :
2. Date of Birth and age :
3. Whether SC/ST :
4. Academic Qualifications :
5. Specialist Category for :

which option given
6. Whether the officer fulfils :

basic educational qualification
prescribed for the category of
specialisation for which
he/she has opted
7. Entered the Bank as

(in the pay scale of) :
8. Entered supervising :
cadre as
9. Total service as an :
officer
10. Present Grade/Scale :

& with effect from
11. Number of years the officer :

has worked in the area for
which option given and period
thereof
From: To
12. Assignments held in i)

contg. (current to backwards) ii)
iii)
210
13. Position regarding
mandatory assignments :
Completed Assignments Period

(Yes/No) From To
Rural
Semi-urban
Operational
Line
-2-
14. Summary of Confidential Reports for the past four years:
AARF Scores March March March March

2000 2001 2002 2003
Reporting Authority
Reviewing Authority
SRC/Approving
Authority
15. Any adverse remarks/ :

observations in officers file
16. Quality of support lent to :

Controller/Departmental Head
17. Area of specialisation :
18. Reasons adduced for opting :

for conversion
19. Circle's views on the officer's :

work and conduct in the area of
specialisation
20. Whether experience gained :

in the specific area adequate
for being considered for
conversion
21. Whether the official : Yes/No

updates his knowledge in
the area of specialisation
opted? If so, how?
22. Whether any vacancy exists :

in the specialist category for
which option given
23. Will the officer have any : Yes/No
211
problem in moving out to
other centres on conversion
24. Overall suitability for conversion with recommendations
Circle/Deptt. CHIEF GENERAL MANAGER Date:
212
ANNEXURE 9.2
CIRCLE/DEPT.
RECOMMENDATION FOR CONVERSION FROM ONE SPECIALIST

CATEGORY TO ANOTHER SPECIALIST CATEGORY
1. Name, Grade & Designation : Shri/Smt/Kum
2. Date of Birth and age :
3. Whether SC/ST :
4. Academic Qualifications :
5. Present Specialist Category :
6. Proposed Specialist Category :
7. Whether the officer fulfils :

basic educational qualification
prescribed for the category of
specialisation for which
he/she has opted
8. Entered the Bank as

9. Entered supervising :
cadre as
10. Total service as an :

officer
11. Present Grade/Scale :

& with effect from
12. Number of years the officer :

has worked in the area for
which option given and period
thereof
From: To
13. Assignments held in :i) contg.

(current to backwards) ii)
iii)
213
14 Summary of Confidential Reports for the past four years:
AARF Scores March March March March

1999 2000 2001 2002
Reporting Authority
Reviewing Authority
SRC/Approving Authority
15. Any adverse remarks/ :

observations in officers file
16. Quality of support lent to :

Controller/Departmental Head
17. Reasons adduced for opting for :

conversion
18. Whether the official updates : Yes/No

his knowledge in the proposed
area of specialisation, if already
working in the capacity
19. Reasons for having placed the

official in the proposed specialist
area
20. Circle's views on the officer's :

work and conduct in the
proposed area of
specialisation
21. Whether experience gained :

in the proposed area adequate
for being considered for
conversion
22. Whether any vacancy exists :

in the proposed specialist
category for which option given
23. Whether the present specialist :

area would require another
officer to be posted in the event
of conversion
24. Will the officer have any : Yes/No

problem in moving out to
other centres on conversion
25. Overall suitability for conversion with recommendations
Circle/Deptt. CHIEF GENERAL MANAGER Date:
214
ANNEXURE 9.3
(Application form for conversion from General to Specialist or from one specialist category to
another)
The Chief General Manager,

CONVERSION TO SPECIALIST CADRE

(From General Cadre or another Specialist Cadre)
I submit my application for conversion to Specialist Cadre ( ), details of which are
given hereunder :-
i. Name, Grade & Designation : Shri/Smt/Kum
ii. Date of Birth and Age :
iii. Whether SC/ST :
iv. Academic Qualifications :
v. Present Cadre : General/Specialist (Pl.specify if specialist)
vi. Entered the Bank as

vii. Entered supervising :

cadre as
viii. Total service as an :

officer
ix. Present Grade/Scale :

& with effect from
x. Number of years worked in :

the area for which option
given and period thereof
xi. How knowledge has been

updated in the area of
specialisation :
xi. Reasons for seeking

conversion :
2. I hereby exercise my irrevocable option for conversion to the above Specialist Cadre. I agree
to be governed by the promotion policy and other conditions applicable to the above
requested specialist cadre officers and any amendments thereto which the Bank may make
from time to time. I shall not have any claim right whatsoever arising out of my
appointment/promotion in my existing cadre.
215
3. In the event of my application for conversion being accepted, I am willing to be posted in any
office/centre of the Bank.
Circle/Deptt. (NAME OF THE OFFICER)
216
Annexure 9.4
Rationalisation of designations of Specialist Officers
Specialist Cadre Categorisation Designation to be used
Computers MGS I to SMGS V Asstt. Manager (Systems) to

(Programmers,Systems Asstt. General Manager (Systems)
Analysts, Systems
Managers)
Telecommunication EngineersJMGS I to SMGS V Asstt. Manager to Asstt. General Manager
(Computers & Communication Services)
Law JMGS I to SMGS V Asstt. Manager to
Asstt. General Manager (Law)
Engineering JMGS I to SMGS V Asstt. Manager to
Asstt. General Manager (Civil, Electrical)
Security JMGS I to SMGS V Asstt. Manager to
Asstt General Manager (Security)
Official Language MGS I to SMGS V Asstt. Manager to
Asstt General Manager (Official Language)
Rural Development JMGS I to SMGS V Asstt. Manager to
Officers Asstt General Manager (Rural Development)
Economists JMGS I to SMGS V Asstt. Manager to
Asstt General Manager (Economic Research)
Technical Officers JMGS I to SMGS V Asstt. Manager to
-Consultancy Cells Asstt General Manager (Consultancy Services)
-Project Uptech
Fire Officers JMGS I to SMGS V Asstt. Manager to
Asstt General Manager (Fire Safety)
Librarians/Asstt. Librarians JMGS I to SMGS V Asstt. Manager to

(ERD/Colleges/Institutes Asstt General Manager (Library and Information
etc.) Science)
Note :-
a) There will be no change in the existing designations of the following because the positions
are one of their kind and do not have a whole bank connotation :
- Chartist
- Florist
- Officer-in-charge, Officers' Mess, CC.
- Catering Managers
- Officer-in-charge, History Project, Calcutta
b) The following will continue to remain outside the purview of the rationalised structure of
designations because the terms of their appointment are contractual and are not governed
by SBI Officers Service Rules :
i) Medical Officers.
ii) Consultants/Advisers, etc.
217
ANNEXURE 9.5
TERMS AND CONDITIONS GOVERNING CONTRACTUAL APPOINTMENT

OF OFFICERS (MARKETING & SALES) - FARM SECTOR
1. The appointment of officers (M&S)-Fs, in the bank will be on contract for a period of 2 years
and will not conter any right to get permanent absorbed in the bank's service.
2. The contractual appointment may be renewed on completion of the contract period of two
years depending of their performance, suitability and need of the Bank.
3. Compensation package :
Compensation package offiered to the Officers (M&S)-Fs, will be all inclusive Rs.1.5 lacs
per annum on cost to bank basis and will consist of Rs.30,000/- (i.e. 20% of the package)
as variable pay and Rs.1,20,000/- as fixed pay. No other facilities/remuneration/
compensation will be available except those stated in the following paragraphs.
• Payment of actual amount of variable pay will depend on evaluation of their

performance at the end of the year and the quantum will vary depending upon the performance level
achieved by them.
• The fixed pay will consist of monthly pay of Rs.7100/- p.m. besides house rent,
conveyance, medical reimbursement and medical insurance etc.
• Officers (M&S)-Fs. will be entitled for reimbursement of medical expenses upto
Rs.3,000/- p.a. on receipt or certificate basis. The Bank will also purchase a mediclaim policy for you to
cover the expenses of hospitalization or domiciliary expenses for specified disesases covered under the
policy. The meximum premium payable under this head for you and your family would be Rs.2,500/-
• Officers (M&S)-Fs will be also entitled for Leave Travel Concession once in two
yars either on certificate basis or on production of travel tickets/bills subject to the monetary ceiling
prescribed.
The Bank follow a flexible approach to remaining allowances viz. house rent,
conveyance, medical insurance, etc. The Official may indicate his/her preference
as to how you want to split the amount within the fixed pay portion of the
compensation of Rs.1,20,000/- p.a. (apart from the monthly pay which is fixed)
subject to approval of the break up by the Bank. An indicative table showing
tentative break up of the aforementioned amount is given hereunder:
Details of pay of Officer(Marketing & Sales) Farm Sector

Emolument Structure
Monthly Rs.
Basic 7100/-
Conveyance 500/-
Housing 1500/-
a) 9100x12
1,09,200 p.a.
Yearly
LTA 5300/-*
Medical 3000/-
Medical Insurance 2500/-
Subsidy on loan (Amount to be adjusted with in
the total fixed pay)
b) 10800 p.a.
Total Fixed pay (a+b) 1,20,000 p.a.
Annual Variable Pay c) 30,000 p.a.
Package (a+b+c) 1,50,000 p.a.
*(To be availed once in two years. The effective amount will be Rs.10,600/-)
218
Officer (M&S) Fs are not entitled to become member of State Bank of India
Employees Provident Fund/Pension Fund.
Increment:
The increments are strictly performance based and its release and quantum would
be based on assessment of oyour performance at the end of the year.
4. Posting :
After a two weeks induction programme at State Bank Institute of Rural Development
(SBIRD), Hyderabad, Officers (M&S) Fs will report at the Branch/Office allotted to them.
However, they will be liable to frequent transfers to any branch/office of the State Bank of
India. No request for transfer to a specific place will be entertained under any
circumstances.
5. Halting Allowance - Reimbursement of Lodging/Boarding & Hotel expenses while on official
tour.
Officers (M&S) Fs will be entitled to halting allowance and reimbursement of Lodging,
Boarding and Hotel expenses while on official duty outside the headquarters as per Bank's
rules.
Present rates applicable to your post are given below:
Halting Allowance:
At Metro Centre - Rs.270/-
At Non-metro Centre - Rs.240/-
Provided that -
a) where the total period of absence is less than 8 hours but more than 4 hours.
Haling allowance at one-half of the above rates shall be payable.
b) You will be reimbursed the actual hotel expenses restricted to single room
accommodation charges subject to the limits mentioned in the successive paragraphs :
Lodging expenses :
Metro - Rs.1500/- per day
Non-metro - Rs.750/- per day
a) Where lodging is provided at Bank's cost/arranged through the bank free of cost,
3/4th of the Halting Allowance will be admissible.
b) Where boarding is provided at Bank's cost/arranged through the bank free of cost,
1/2 of the Halting Allowance will be admissible.
c) Where lodging and boarding are provided at bank's cost/arranged through the bank
free of cost, 1/4th of the Halting Allowance will be admissible.
Explanation : For the purpose of computing Halting Allowance, "per diem" shall
mean each period of 24 hours or any subsequent part thereof, reconed from the
scheduled time of departure to the actual time of arrival.
Note (i) : All bills for traveling expenses and halting allowance shall be submitted
to the recognized higher authority for verification and approval before being passed
for payment. Travelling and lodging charges will be reimbursed on actual subject to
production of original bills / tickets thereof. Halting allowance can be paid on
certificate basis.
Note (ii) : Officer shall certify in the bill that the claim represents actual cost
incurred. Where a claim is in respect of excess luggage it shall be supported by a
receipt from the railway.
Note (iii) : It must be regarded as a fundamental princple that traveling expenses
and halting allowance bills are not to be a source of profit.
6. Mode of travel : For official visits and tours you would be entitled to travel by AC II tier by
rail and where railway services are not available, by public tansport.
7. Accommodation
You will be required to make your own arrangements for stay and Bank shall not provide
any residential accommodation. Bank mayu however, permit you to take a resideitial house
on lease or may provide Bank's own flat, if available, subject to recovery of market rent,
which will be reduced from the total emoluments to be paid to you. In case you intend to
219
leave the Bank's service, you will be required to vacate the same before your request is
accepted by the Bank.
8. Leave Rules :
Subject to sanction of leave by the competent authority, you will be eligible for following
kinds of leave in one year, as per rules :
a) Casual leave - 12 days (1 days' casual leave for every month of service during first
year of contract).
b) Privilege leave - 1 day for every 11 days on duty. No privilege leave may be availed
of before completion of 11 months of service on duty. Privilege leave will generally be granted only
twice a year upon request with advance notice of one month and sanction will be at the discretion of
controller.
c) Sick leave - 15 days in a year.
d) Maternity leave (only in case of female officers_ - as per rules.
e) You will have to avail compulsory PL of 6 continuous days every year.
f) You will always furnish your leave address to the Bank whenever you are
sanctioned leave and leave the station.
9. Medical Benefit
Medical reimbursement is an annual benefit and can be availed of either on actual or
declaration/certificate basis, subject to a ceiling of Rs.3000/- p.a.
10. Assets & Liabilities Statement
You will be required to submit a return in the prescribed form, of all your assets and
liabilities as on the date of joining the Bank within one month and thereafter as on the 31st
of March every year.
11. Conduct
You will conform to and abide by the terms and conditions and other rules/orders which
may be framed/issued by the Bank from time to time, shall maintain good conduct and
discipline and show courtesy and attention to all persons while discharging your duties in
the Bank.
12. You duties and responsibilities will be explained to you on your joining the Bank. However,
you shall execute and perform all such duties that may be assigned to you by the Bank from time to
time and Bank reserves its right to change these at its discretion. In case your contract is not renewed
on or before the due date of expiry of two years, the contract of service will be deemed to have come to
an end.
13. Notwithstanding anything contained in the abovementioned clauses, the contract of service
will be terminable from both sides at one months' notice or payment of emoluments for 1 month in lieu
thereof during the first year of contract and thereafter on service of three months in lieu thereof.
14. You will not violate the provisions contained in SEBI (Insider Trading) Regulation, 1992 and
will not communicate any information relating to the affairs and business of State Bank of India or any
of its clients or any confidential information to any third party.
220
ANNEXURE 9.6
ROLE OF THE MARKETING AND RECOVERY OFFICERS

(SPECIALIST FARM SECTOR)
Role:
 Responsible for ensuring larger market share in agriculture loan segment and greater
recovery in his assigned territory.
 Assisting the CM (Agriculture) in marketing and relationship building and loan
sanctions, procession, monitoring and recovery in his assigned territory.
Functions:
 To survey the area under his area of operations for assessing the potential for
agricultural/allied agricultural activities/ rural housing, etc.
 Explore potential for agriculture development and promote agricultural advances.
 Maintain contact with tractor and farm machine dealers in the area as well as at the
District HQs for business leads.
 Maintain rapport with State Govt. officials from agriculture/animal husbandry/
fisheries and other related departments for obtaining leads on emerging
opportunities.
 Assess potential for contract farming and liaise with sugar mills, super markets and
other stake holders in the value chain.
 Explore possibilities for agri-export from the region and encourage farmers to migrate
to such cultivation practices.
 Assess credit requirements of villages/area chosen.
 Carry out pre sanction survey in respect of loan proposals and submission of reports/
recommendations.
 Carry out post sanction inspections as stipulated from time to time.
 Visit for Recovery of loans as part of the team and also individually.
 Concentrate on high value/high tech. proposals for agricultural and allied agricultural
activities.
 Process loan proposals of the branches including technical feasibility and economical
viability. Also give reasoned recommendations on the proposals.
 Assist borrowers in filling up the application forms and collection and verification of
other relevant details.
 Verify the title/rent receipt, possession rights/ khasra / khatoni / chittadangal extract
etc with a view to ascertaining the ownership.
 Organise marketing campain with the help of branches and team members.
 Collect data regarding the rates of various commodities/export potential and
competitors' market share in the area of operation. Observe the systems and
procedures adopted by the competing financial institutions, etc.
 Gather market information / intelligence in the field and give feedback to the team
leader.
 Maintain liaison with the village authorities. Organise village meetings for explaining
the bank's scheme to the farmers and render them necessary assistance and
guidance.
 Maintain liaison with the various stake holders namely Govt. organizations, private
players, tractor dealers, local Taluka / BDO, officials of the agriculture and co-
operation department, sub-registrar etc in their area of operations.
 Visit the borrowers whose accounts have been transferred to PB/RD or written off, for
effecting recovery.
221
 Maintain close contact with opinion leaders in the villages and use their influence in
getting over-dues recovered. Arrange for group meeting of farmers, and emphasise
the need for repayment of the overdue loans.
 Visit the agency with which tie-ups arrangement have been made to enquire if the
borrowers have supplied the farm produce to the agency and also whether the
agency has routed the sale proceeds through the bank, in the case of loans
sanctioned under tie-up.
 In respect of chronic defaulters, organize Lok adalat, recovery mela or similar
meetings for groups of villages.
 Do such other works relating to agricultural banking as may be required by the team
leader/Chief Manager (Agriculture).
Activities listed under this head are only illustrative.
222
CHAPTER 10
ANNUAL APPRAISAL REPORT (AAR)
10.1 INTRODUCTION
The present system of writing Annual Appraisal Reports on all officers of the Bank has been
implemented with effect from the 31st March 1993. The Annual Appraisal Reports are
required to be compiled as on 31st March every year and the completed reports are placed in
the service file of each officer.
10.2 SALIENT FEATURES OF THE ANNUAL APPRAISAL REPORT SYSTEM
i. There is only one reporting system covering all officers. The Assignment Appraisal, which
was earlier compiled separately, now forms part of the format.
ii. The format (AARF) is data-based and comprehensive.
iii. The Assignment Appraisal is an annual exercise thereby obviating the need for
compilation of reports years later by officials not knowing the appraisee.
iv. The rating is by marking system. The rating system provides for a range of marks for a
particular rating. For example, in AAR form III / III A (Part A), 'Excellent' stands for a range
of marks from 31 to 40 so that reporting officials could make finer distinction between
degrees of excellence.
v. There is provision for self-appraisal.
vi. The format has been devised in such a way that the reviewing authority will have to
specifically record agree-ments/disagreements and also potentialities and accord final
judgmental rating.
viii. The format will be presented in four sets making it relevant to the role and scale of officers.
The following colour codes will be used to distinguish the sets :
Category Colour Code for Printing

For officers in JMGS I, MMGS II and Blue
MMGS III with budgetary responsibility
For officers in JMGS I, MMGS II and Green
MMGS III not having budgetary responsibility
For officers in SMGS IV with budgetary responsibility Black
For officers in SMGS IV and above not having Pink
budgetary responsibility
ix. Separate parameters have been identified for assessing the performance in respect of
qualitative aspects in respect of officers having budgetary responsibility and for those not
having such responsibility.
x. The AARF is to be compiled on all officers as on 31st March of every year.
223
xi. The AARF on an officer will be written by his Controller as on 31 st March, irrespective of the
period for which the officer had worked under the said Controller.
xii. When there is a change in the Controller during the year, the controller as on 31 st March will
write the report, based on the comments recorded by the earlier Controller. Similarly, when
the officer is transferred mid-year, the Controlling Authority under which the officer had
worked for the longer period during the year, will record his assessment and forward it to the
subsequent Controller.
xiii. The report will be written, based on the actual performance of the officer during the year.
This period may also include periods when the official could have been absent (on leave,
sanctioned or otherwise).
xiv Where an officer had been absent for the entire reporting period, the AARF will be compiled
and a suitable remark made in the report about the absence of the official. However, no
marks will be awarded, since there was no performance by the official during the period. The
marks will, therefore, be considered as –NIL-.
xv. The reporting and review structure to be followed in respect of all officers of the Bank in
various offices and capacities is shown in Annexures 12.1(I to XI). The reporting and
reviewing authority of all officers is detailed therein.
xvi. In this connection, as advised in circular no. P&HRD:CM:5:CIR:92 dated 3rd March 2003, the
system of second review of annual appraisal reports have been dispensed with.
10.3 ANNUAL APPRAISAL REPORT FORMATS (AARF) - SUMMARY
AARF I : For all officers.
AARF II : Self appraisal for all officers.
AARF III : For all officers who have budgetary and

operational responsibility.
AARF III A : For all other officers having no budget-

ary and operational responsibility,
working in branches and at administra-
tive offices.
AARF IV : For JMG I, MMG II and MMG III officers.
AARF IV A : For officers in SMGS IV and above.
AARF V : Overall rating and summary.
10.4 INSTRUCTIONS FOR FILLING THE FORMAT
i. The AARF is an important document. It provides the basic and vital inputs for assessing the
performance of an officer and for his/her further advancement in the career. The officer
reported upon, the Reporting Authority and the Reviewing Authority should, therefore,
undertake the task of filling the forms with high sense of responsibility.
ii. Performance appraisal should be used as a tool for human resource development.
Reporting Authority should realise that the objective is to develop an officer so that he/she
realises his/her true potential. It is not meant to be a fault-finding process but a
developmental one. The various columns in the format should be filled with due care and
224
attention and after devoting adequate time. The Reporting Authority and the Reviewing
Authority should not shy away from reporting shortcomings in performance, attitudes or
overall personality of the officer reported upon.
iii. The Reporting Authority should in the beginning of the year set quantitative / physical /
financial targets in consultation with each of the officers with respect to whom he is
required to report. In the case of those officers who have responsibility for achieving the
budgeted growth of business, the settled budget for the year will be the target. As regards
other officers, quantification of the responsibility in terms of identified Key Responsibility
Areas (KRAs) may be done by the Appraiser in consultation with the Appraisee. Even
otherwise, key responsibilities of every functionary are well known to Appraisee as well as
Appraiser. The targets/goals should be set at the commencement of the year. In the case of
officer taking up a new assignment in the course of reporting year he will take over the
targets set for the officer whom he is replacing. However, while reporting on such officer it
will be necessary to take into con-sideration his performance in the assignment in which
he has spent maximum period. The targets should be clearly known and understood by
the officer who is being reported upon. While fixing the targets, priority should be assigned
item-wise, taking into consideration the nature and the area of work and any special
feature that may be specific to the nature and the area of the work of the officer to be
reported upon.
iv. Although performance appraisal is a year-end exercise, in order that it may be a tool for
human resource development, the Reporting Authority and the officer reported upon
should meet during the course of the year at regular intervals to review the performance and
to take necessary corrective steps.
v. It is desirable that all officers submit the self-appraisal well in time so that their achievements
are brought to notice of the higher authorities.
vi. With a view to providing necessary data for writing an objective report on officers who
do not have budgetary responsibility, the reporting authority and the officer concerned
should evolve an action plan jointly based upon KRAs, at the beginning of the year so
that a criterion will be available to them at the year end to assess the performance. Where
necessary mid-course review may also be done to take care of changing needs. Their
appraisal will be based upon the fulfillment of the action plan and the periodical review
thereof by the controller.
vii. Only those KRAs which are circulated by Corporate Centre are valid. All KRAs/additions or
changes in KRAs have to be approved by the Organisational Planning Department at
Corporate Centre and no KRAs should find place in the report without such approval.
viii. In case of officers having budgetary responsibility, it should be ensured that the business
data on the basis of which the reports are being written is shared with them. The data for
all branches (division-wise data for branches with division(s)), Regional Office, Zonal Office,
etc. should be maintained by the Data Processing Centres at the Z.O/LHO and supplied
to all appraisees and appraisers.
ix. Where an officer is awarded 100 out of 100 marks by the Reporting Authority, it will be
necessary to give atleast three concrete work related examples/data where the officer's
performance has been outstanding.
x. Where Reviewing Authority differs by 10% or more, the rationale should be spelt out.
225
10.4.1 AAR Form I (Bio-data)
The format will be completed on all officers as on the 31st March every year. This format
embodies complete history of the Appraisee in terms of assignments held and other
information.
10.4.2 AAR Form II (Self-Appraisal)
The form has been designed to enable the Appraisee to openly express himself to the
Reporting Authority under 5 critical items on which he should have freedom to write every
year before the AAR is written. It will be necessary to ensure that the forms are provided to
all officers well in time to enable them to compile the report as on the 31st March every year.
Though the Reporting Authority can proceed to record the report without waiting for Self-
Appraisal if it is not received within a month from the due date i.e. before 30th April, it will be
necessary to ensure that sufficient opportunity is given to the Appraisee to submit the
format. This form serves as an additional source of information to the Appraiser. This format
also affords the openness which was envisaged under the KPA-based system.
10.4.3 AAR Form III / III-A (Annual Assignment Report)
Managerial performance needs to be evaluated on the basis of data where available and
also on various qualitative dimensions of performance. The data, the qualitative dimensions
and various Key Responsibility Areas (KRAs) will differ from role to role and, accordingly,
the AARF will have to be filled by the Reporting Authority for each individual appraisee.
Where data covering business performance is concerned, the performance will have to be
judged with reference to the tenure of the appraisee in that assignment, favourable and
unfavorable aspects of environment, facilitating factors or constraints in the work-
environment (such as adequate or inadequate premises, availability of support of Electronic
Accounting Machines etc.), budgeted goal, etc.
While the AARF III is applicable only in respect of officers having budgetary and
operational responsibility such as Regional Managers, Branch Managers, Managers of
Divisions, etc., the AARF III-A is applicable in respect of all other officers working in
branches as well as at Administrative Offices who do not have direct budgetary
responsibility.
10.4.3.1 Form III - Part A (Data-based Business Performance)
i. Details should be filled by adopting the following rating alternatives for expressing by the
Reporting Authority his appraisal of the relevant performance of the Appraisee.
Particulars Rating of Performance
Average Aggregate Deposits Excellent / Good / Above

Personal Banking Deposits Average / Average /Unsatisfactory
C & I Deposits
Agr. Deposits
SIB Deposits
Average Aggregate Advances Excellent / Good / Above

C & I Advances Average / Average /
SIB Advances Unsatisfactory
Agr.Advances
Per.Bkg. Advances
Miscellaneous Business - do -
226
Total of Discount,
Exchange and Commission
International Banking
Sales - do -
Purchase
(Corp. Office letter No./ HRD/CDO/19/889 dt. 03.03.2001/LHO/ PER&HRD/135 dt.

21.03.2001)
ii. The Reporting Authority should give appropriate comments. The overall performance will
have to be judged on the basis of the actual performance in the light of the reasons for
the variance. The rating of the performance may be done as follows :-
E - Excellent Achievement of goals for growth to the extent of 100% and

above.
G - Good 90% and above but below 100%
AA - Above Average 70% and above but below 90%
A - Average 60% and above but below 70%
U - Unsatisfactory Below 60%
Note: Care should be exercised to ensure that, while rating the data-based performance, neither
should the fortuitous achievements be highly commended nor should under-performance due
to hostile or unfavorable environment receive low reckoning. Highest, objectivity should be
maintained in interpreting data-based performance.
10.4.3.2 Form III-A - Part A (Key Responsibility Areas (KRAs))
A set of KRAs for various roles at Branches and Administrative Offices is given in Annexures
10.1 to 10.3 so that appropriate to the role of the individual appraisee, the Reporting Authority
will be able to evaluate the relevant aspects of qualitative performance of the appraisee. 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 all-Bank level. The recommendations
could be furnished to the Organisational Planning Department at Corporate Centre in respect
of variations required in KRAs to suit the changing business environment and the changes
incumbent in the 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 constant review of KRAs
of various roles as to make them relevant to changing situations 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 skillful management of available resources.
SKILL DIMENSION
227
Banking is an area where multi-dimensional skills are required for effective performance.
These are basic skills, advanced skills and special skills and at different levels, different
degrees of skills are required. In fact, it is a combination of these types of skills which
makes certain managerial positions critical.
The skills required at different levels of officers in different job positions are briefly as under :
Level Skills Job Positions

----------- ------------------ -------------
JMG level - Basic Accounting - Desk Officer/
Skills Passing Officer
- Basic Systems & - Accountant
Procedures
- Basic Control - Field Officer
Mechanisms - Manager of Division
- Inter-Personal - BM of a small branch
Skills
- Basic Credit Skills
of SSI,Agl.and C&I
- Basic Marketing Skills
- Basic Forex Skills
MMG level - Advanced Credit - Manager of a Division

Skills (SSI) (Big branch)
- BM (Medium Branch)
- Basic Skills of C&I - Desk Officer (ZO-LHO)
- Merchant Banking Skill
- Supervision and -Manager(Personal)

Control Skills
- Basic (Managerial) - Manager (Trg.)
Man-Management Skills
Including interpreta-
tion of Service Rules
- Planning Skills
- Perspective Building
Senior - Advanced Credit - CM (Large branch)

Management Skills - CM (SMECC)
level - Advanced IB Skills - AGM (IB)
- Special Merchant - AGM (Operations)
Banking Skills -
- Strategic Planning - Regional Manager
- Man-Management Skills – - AGM(HR)/CM(HR)
- Negotiating Skills
- Leadership / Team - Faculty Member
Building/Counseling-
/Training Skills
- Communication Skills
- Conceptual Skills
Top - LRP/Strategic Skills Dy.General Manager
228
Mgt. - Conceptual Skills - General Manager
level - Man-Management Chief General Manager
- High order - Dy.Managing Director
Team Building
- Motivation/Leadership
- Management of Values
- Advanced Skills in
Credit/IB/Specific
Merchant Banking.
The configuration of technical, managerial and conceptual skills (basic + advanced +

special skills) can be juxtaposed to each level of managerial hierarchy (grid) in the Bank on
the basis of market segmentation, viz. PB segment, Development Banking segment, C&I
segment, IB segment, Accounting segment, etc. We may even refine it further based on
special product-specific and transaction-specific divisions created at certain critical and
special branches. In each market segment, depending upon the management level, the
relative emphasis on skills also shifts. For example, in DBD, the skill level - whether
basic/advanced or special - varies with the job position - whether Desk Officer, FO,
Manager of Division (MOD), BM - and managerial level - whether JMG, MMG, SMG, TEG.
Technical skills get more pronounced at lower levels and conceptual skills at higher
levels. As one keeps going up the hierarchy ladder, conceptualisation, perspectives,
macro impact, the corporate significance of decisions, etc. get enlarged. The managerial
skills, particularly in man-management area, command, by and large, equal emphasis,
although there is a perspective shift.
10.4.3.3 Form III/ III-A - Part B (Qualitative Aspects)
This Form should be filled by adopting the following rating alternatives for expressing by
the Reporting Authority his appraisal of relevant performance of the Appraisee.
Area of Performance Comments

------------------- ----------------------------------
i. House-Keeping Always upto-date/Slightly in
arrears but always within control
/Not upto-date/In mess.
ii. Audit Rating Efficiently Run, Well Run, Satisfactorily Run,

(a) Earlier Not Satisfactorily Run
(b) During
incumbency
iii. Follow-up of Audit Prompt/Within stipulated period/

Report(Quality of Indifferent/ No response despite
remarks, timely reminders.
submission and
rectification)
iv. Customer Service Excellent/Good/Above Average

and Complaints /Average/Unsatisfactory.
Complaints are attended to promptly
and efficiently/Reasonably well/Not
much attention is paid.
v. Submission of Prompt/Usually delayed/Many returns

Returns not submitted/Several inaccuracies
229
observed.
vi. Industrial Harmonious and implements personnel/

Relations industrial relations policies effe-
ctively/Cordial and implements
personnel and industrial relations
policies satisfactorily/Satisfactory
but leans heavily on Controlling
Authority for support/Tends to
maintain relations by compromising
the laid down norms and policies /
Strained and lacks initiative to
solve problems.
vii. Credit Appraisal Capable of making comprehensive

and meaningful appraisal/Capable
of making proper appraisal
but not very comprehensive/
needs guidance/a poor appraiser.
viii. Quality of Of a very high order and prompt/

Correspondence Has clarity in expression and
and Promptness precision/Vague/Lacks power of
expression/Several reminders are
required/Poor.
ix. Management of Effective follow-up/Not so

Non-Performing effective follow-up/
Assets (Recalled Assets) Lacking in follow-up.
x. Recovery Excellent/Good/Above Average

Performance Average/Unsatisfactory.
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 as given in Annexure 10.1 to 10.3 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 AAR Form IV/IV-A
Form IV is applicable to officers in JMGS I, MMGS II and III, and form IV-A is applicable to
officers in SMGS IV and above.
10.4.4.1Data Regarding Renewal/Sanction of Advances

PER/94 dt. 29.12.1998
The timely renewal/sanction of advances has assumed critical importance and a need has
been felt to drove-tail this in the Performance Appraisal System. The data relating to total
number of proposals due for renewal/sanction, proposal actually renewed/sanctioned and the
delay factor i.e renewed/sanctioned within a period of 3 months, 6 months, one year, more
than one year should be added and the Reporting Authorities should incorporate their marks
on AARF-III (Qualitative Aspects of Performance) for both officers with an without budget
responsibilities engaged in renewal/sanction of advances.
10.4.4.2Addition of column on SC/ST/Weaker Sections
230
Corp, Centre/HRD/CDO/19/726 dt.18.10.1998
The Working Group on OBCs for the 9th Five Year Plan observed that promotions of officers
should be linked to their sensitivity to OBC/SC/ST issues. In this context, the Government of
India advised the Indian Bank’ Association to include a suitable column in the Annual
Confidential Reports of Public Sector Bank. We have been advised by the IBA to include the
following column in the qualitative part of the Annual Confidential Report which will be filled in
the by the reporting officers:
“attitude towards SCs/STs/Weaker Section of Society (applicable in case of officers with the
development and protection of SCs/STs/Weaker Sections of Society)”.
In the case of officers who do not deal with Credit and Administration, the reporting authority
will indicate non-applicability of the criteria by marking “N.A.” against the column.
It has, accordingly, been decided to include the additional column mentioned above, in our
AARF as item No. 7 in Form III and III A.
10.4.4.3AAR Form IV/IV-A
Form IV is applicable to officers in JMGS I, MMGS II and III, and form IV-A is applicable to
officers in SMGS IV and above.
10.4.4.4 Part A (Attributes-based Appraisal)
AARF IV : For all JMG I, MMG II & MMG III officers
AARF IV-A : For all officers in SMG Scale IV and above.
This form relates to attributes-based appraisal warranting inquiry and report by the
Reporting Authority on certain critical personal qualities. This portion is derived from the
erstwhile COS 220 form and enlarged significantly in order to make the attributes-based
appraisal more broad-based. The guidelines for attributes-based appraisal are given
separately. It will be necessary to take into consideration various factors mentioned in the
guidelines while reporting on the various managerial/performance dimensions. The
Reporting Authority should give narrative comments against each item mentioned in the
Attributes-based Appraisal after giving proper weightage to the relevant factors mentioned
in the guidelines. It will be necessary to ensure that the appraisal is done objectively
based on the data assimilated through interaction/discussions/on-going correspondence
between the Appraisee and the Reporting Authority.
10.4.4.5 Part B (General Comments)
The Reporting Authority should give views on the strengths and weaknesses of the
Appraisee. It should be kept in mind that the AARF is a tool for human resource
development and not meant to be a fault finding process. The Reporting Authority should
always bear in mind that the objective is to develop an officer so that he/she realises his/her
true potential. 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.
231
10.4.4.6 Instructions for guidance of reporting authority in respect of attributes-based
appraisal
A. AAR FORM IV
Note : While rating the performance of an officer, the following factors may be taken
into consideration.
i. Knowledge of work, procedures, rules and regulations :
Knowledge of work, procedures, rules and regulations, their interpretation and application
etc.
ii. Control and supervision :
Ability to get the work done by monitoring and regulating activities and supervising
tasks of subordinates and directing them. Taking corrective measures to accomplish
desired objectives.
Effective use of human and material resources, endeavours to reduce/contain

unproductive expenses, steps taken to increase productivity.
iii. Decision making :
Ability to take decisions considering all pros and cons and after evaluating various related
issues.
Ability to have clear perception of issues, to analyse causes, to appreciate consequences of

adopting alternative solutions and to choose the best. Risk taking ability.
iv. Diligence :
(Motivation, task involvement and focus on goals.)
Ability to apply wholeheartedly and earnestly one's mind to the task. Tenacity, patience,
self-reliance and continuous efforts to do one's best. Ability to appreciate the organisational
goals and co-ordinate one's own activities to achieve them.
v. Sincerity, honesty and integrity :
Commitment to the work and the organisation
Quality of fair dealing and truthfulness.
Conscientiousness and uprightness.
vi. Understanding and awareness of environment :
Awareness about the relevant national, social as well as economic issues/policies,

opportunities for business growth and the local competition. Sensitivity to emerging changes
around.
vii. Sociability, public relations and image building :
Ability to get along with others, be effective member of a team and likable individual.
232
Ability to maintain good social and business contacts and to project proper and good image
of the Bank.
(The source data will be the officer's participation in public functions and suggestions
emanating from him in this area.)
viii. Marketing ability :
Knowledge about the market for business and ability to forecast potential and trends.
Endeavours to develop and implement appropriate strategies for popularizing various Bank
schemes.
ix. Ability to appraise business :
Ability to scan environment, catch business leads and exploit them for the benefit of the
organisation.
Ability to appraise business proposals and take fair banking risks, to distinguish between
fair and unfair business risks, quality of advances sanctioned, etc.
x. Ability to appraise and develop juniors :
Ability to assess subordinates objectively and accurately.
Interest displayed and efforts taken for developing juniors keeping in mind their career
progression.
Guidance and support given to the subordinates.
Implementation of job rotation, on-the-job training etc.
B. AAR FORM IV-A
Note :
While rating the performance of the officer the following factors may be taken into
consideration.
i. Quality of work output :
Ability to understand various dimensions of the role, and add value to the inputs received.
For this purpose, role expectations in terms of business responsibility or Key Responsibility
Areas may be taken into consideration.
ii Conceptual Skills :
(Creativity, analytical and diagnostic ability etc.)
Ability to conceptualise, i.e. ability to conceive ideas, plans etc. Creative bent of mind,
analytical and diagnostic ability etc. are the mainstay of conceptual skills.
Ability to break down data into components, see how various elements fit with each other
and the way they relate to various other elements. Ability to see beyond the written words
and visionary understanding of the issues involved.
233
iii. Decision making skills :
Ability to collect and weigh all available information and relevant facts and within
reasonable time determine the course of action.
iv. Managerial skills :
(Planning, organising, team building, delegating and controlling qualities.)
Capacity and resourcefulness to anticipate problems and plan action in advance to meet
such situations.
Ability to mobilise, coordinate and direct various resources and delegate adequate
responsibility and appropriate authority.
Ability to ensure right deployment and development of staff. To initiate and manage change
for improvement.
Ability to get work done.
v. Interpersonal skills and leadership qualities :
Ability to maintain and develop harmonious relations with others and accessibility to colleagues
and subordinates.
Ability to extend necessary support to others. Capacity for responsive listening and
encouraging communication and sharing relevant information.
vi. Marketing, business development and appraising skills :
Knowledge about the market, ability to forecast potential, catch leads and exploit them for the
benefit of the organisation. Readiness and zeal to attract acceptable business and take fair
banking risks.
vii. Sincerity, honesty and integrity :
Commitment to the work and the organisation.
Quality of fair dealing and truthfulness.
Conscientiousness and uprightness.
viii. Sociability, public relations and image building :
Ability to project a proper and good image of the bank.
Ability to maintain good social and business contacts.
High quality customer service.
Special efforts in improving public relations.
Steps taken for popularising / publicising the Bank's schemes.
234
ix. Emotional stability and ability to manage stress :
Realistic approaches to situations in life. Ability to maintain poise in the steadfast, self-
controlled, calm and patient manner without getting easily perturbed.
Capacity to work effectively even in fluid and unstructured situations. Capacity to cope
with and withstand internal and external pressures causing stress.
x. Contribution to corporate policies / thinking :
Ability to appreciate organisational goals and corporate policies with wider perspective and
initiative taken in translating these into action. Contribution to corporate thinking and policy
making.
10.4.5 Reporting Structure
1. With effect from 31.03.1996, the confidential reports are required to be compiled by an officer at
least one scale above the reporting official, reviewed by an officer at least one scale above the
reporting officer and approved by the Appointing Authority or an equivalent officer, in view of
the directions given by the Hon’ble Supreme Court of India while deciding on a civil appeal in
the case of SBI vs. Kashinath Kher and other.
2. The reporting structure accordingly designed and approved by the Competent Authority is
enclosed as per Annexure which has to be introduced with Annexure 10.4 to 10.10
3. In this connection, on the date of writing the report, the officer writing the report should be
senior in grade (i.e at least one scale above) to the reportee official. Any subsequent changes
regarding the grades of the reportee official with retrospective effect, will not be deemed to affect the
reports written by the senior officer on the date of report. The reports of the officers after subsequent
changes in their grades need not, therefore, be rewritten.
4. Reporting/Reviewing/Approving structure has been given as Annexure 10.11 to 10.21
10.4.5.1 Various roles and relevant Key Responsibility Areas - Guidelines for performance-
based appraisal
The various roles at branches, Zonal Offices and Local Head Offices without budgetary
responsibilities are given below :
10.4.5.2 Branch level roles
1. Manager (Accounts)/Accountant
2. Asst./Dy.Manager (Advances)
3. Desk Officers/Passing Officers at Branch
4. Manager/Chief Manager (Concurrent Audit)
5. Asst./Dy.Manager/Manager (Cash)
6. Chief Manager, Service Branch
10.4.5.3 Zonal Office level roles
1. Chief Manager (Credit Support)

2. Chief Manager (Development & Personal Banking)
3. Chief Manager (Rehabilitation / NPA Mgmt. / Recovery)
4. Chief Manager (Sales)
5. Chief Manager/Manager/Dy.Manager (HR)
6. Chief Manager (General Banking,Budgeting & Performance Monitoring)
235
7. Manager (Verification Audit)
8. Chief Manager, General Section
9. Law Officer
10. Chief Manager (Office Administration)
11. Liaison Officer/Security Officer
12. Manager, Official Language Section
13. Manager/Dy.Manager, IOR & Govt. Accounts Cell
14. Chief Manager, Computerisation
15. Asst. Manager (Programming & Systems)
16. Manager (District Coordination)
10.4.5.4 Local Head Office level roles
1. Asst.General Manager (Organisational Planning and Systems and Procedure)

2. Chief Manager, Chief General Manager's Secretariat
3. Asst. General Manager (MIS/Budget/Performance Monitoring)
4. Asst. General Manager (Business Planning-Comm./Develop./Personal/Lead Bank)
5. Asst. General Manager/Chief Manager ( HR)
6. Asst. General Manager (Public Relations & Community Services)
7. Asst. General Manager (Office Administration)
8. Asst. General Manager (Premises & Estate)
9. Asst. General Manager, Circle Stationery Dept.
10. Manager, Data Processing Centre
11. Asst. General Manager (ITS)
12. Chief Manager (GB)
13. Asst. General Manager, Banking Operations Department
14. Dy. General Manager (Vigilance)
15. Asst. General Manager, Disciplinary Proceedings Dept.
16. Law Officer
17. Asst. General Manager (NPA Management/Rehab. & Recovery)
18. Asst. General Manager, IOR & Govt. Accounts Department
19. Asst. General Manager, Pension, Provident Fund & Gratuity Dept.
20. Desk officers at Administrative Offices
21. Asst. General Manager (Training), SBLC
22. Manager (Training), SBLC
23. Manager (Official Language)
24. Security Officer and Liaison Officer
25. Asst. General Manager (Corporate & I.B. Products)
26. Chief Manager (Verification Audit Cell)
27. Manager (Recruitment Cell)
28. Manager / Dy. Manager functioning as P.S. to General Manager
29. Medical Officer
30. Astt. General Manager (Lead Bank)
The Key Responsibility Areas and Guidelines to Rating of Performance against each are
given Role-wise in Annexure 10.1 to 10.3, seriatim. The rating of performance against all KRAs
will require to be done by the Reporting Authority on the basis of marks corresponding to the
band of Excellent, Good, Above Average, Average or Unsatisfactory.
10.5 GUIDELINES FOR REVIEWING AUTHORITY
The review provided for in the report should not be done as a matter of routine, based
merely on what the Reporting Authority has conveyed in his report; it is necessary for the
reviewing authority to acquire personal knowledge of the official reported upon, so that the
review could effectively serve the purpose. To this end, the Assistant General
236
Manager(Region), Dy. General Manager and General Manager should interview the
concerned official during the periodical visit to branches. The Reviewing Authority will record
on his own the rating against various parts. In case of disagreement he will record
reasons with the Reporting Authority.
The Reviewing Authority should specifically mention about agree-ment or disagreement with
the assessment given by the Reporting Authority and, in the event of disagreement, express
clearly the assessment about the appraisee in the opinion of the Reviewing Authority. The
Reviewing Authority may also write about any meritorious work done by the appraisee and
about the appraisee's potential for advancement or specific placements.
10.6 Balanced Ranking

Corp. Centre CDO/P&HRD-PHRD/58 dt. 18.01.2006
(to be implemented w.e.f 31st March, 2007(Corp. Centre CDO/P&HRD-CM/14 dt. 12.07.06)
For bringing objectivity in reporting so as to distinguish different levels of performance, it is

proposed to introduce the concept of balanced ranking in AARFs. Balanced ranking, in
essence, places a cap on the number of officers who can be rated as excellent by Reporting
Authority.
The salient features of the system to be introduced in the Bank are:
i) To begin with, this system would cover officers in SMGS IV to SMGS V. The coverage
would be extended to other grades in subsequent years on the basis of experience
gained.
ii) Normally, a maximum of 30% of the number of officers working under a reporting
authority are expected to be awarded marks in the range of 91 to 100. For deciding the
number, officers in SMGS IV and SMGS V would be reckoned separately.
iii) The reviewing authority will ensure that not more than 30% officers whose reports he is
required to review are awarded marks in the range of 91 to 100. In order to be able to do this, it is
necessary that all reports are compiled in one go so that the distribution of scores can be maintained
and monitored by the reviewing authority.
iv) Where the reviewing authority changes the score of an officer by more than 20% of the
score awarded, he should discuss the report with the reporting authority as well as with the officer
concerned. He should also record in the AARF reasons for changing the score.
v) Where the change made by the reviewing authority is between 10% and 20%, the
reasons thereof will be recorded in the AARF as per extant guidelines.
vi) The overall implementation of the system will be monitored by the authority under
which the reviewing authority is working. The monitoring authority will take stock of the position of
compilation of Reports periodically and by the end of June every year, submit a compliance certificate
report to Corporate Office. However, where the Circle Chief General Manager is the reviewing
authority, he will also monitor the implementation and certify accordingly. The Assistant General
Manager (HR) at the Circles will provide the necessary support to the reviewing/monitoring authority for
timely accomplishment of the task.
vii) In certain rare cases, where it is felt by the reviewing authority that more than 30% of
the officers working under him deserve a score of 91 and above, individual cases should be examined
critically by the Circle Human Resources Committee. Only the most deserving among the cases should
be recommended for consideration of the Centre Human Resources Committee at this Office. The
case generally envisaged to be covered under this dispensation would be of officers in operations
having budgetary responsibilities who achieve the settled budgetary goals and merit excellent rating.
237
While the balanced ranking systems seeks to set apart the top performers, it has to be borne in
mind that all officers who do not figure among the top 30% under a reviewing authority would
not have shown equally good performance. The ratings given to these officers should also help
in distinguishing different levels of performance. As per extant rating system, a score of 79 and
above is ‘excellent’ while a score 54 to 78 is ‘good’ and efforts should be made to differentiate
between a good performance and an average performance accordingly.
10.7 THE REPORTING AND REVIEW STRUCTURE IN RESPECT OF ALL THE OFFICERS OF
THE BANK POSTED IN VARIOUS OFFICES AND CAPACITIES ARE ENCLOSED AT
ANNEXURES 10.11 TO 10.21
10.8 GENERAL
10.8.1 CHANGE OF REPORTING OFFICIAL DURING THE REPORTING YEAR
An outgoing Branch Manager (reporting official) who has been at a branch (or office) for more
than six 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
the supervising staff, for the guidance of the new incumbent who will normally have to compile
the annual reports. The intention is that such observations should be helpful to the new
Branch Manager (reporting official) who has to submit the annual report in assessing the work
for a whole year.
10.8.2 Protection of Junior Officials against Vindictive Actions
It is possible, in some cases, that officials who, in good faith, report matters detrimental to the
Bank's interest direct to the controlling authority may be subjected to vindictive actions by
their seniors. This may manifest itself in adverse reports being given against such officials.
To safeguard against such eventualities, it is proposed as follows :-
(a) The controlling authorities must treat the reports/complaints emanating directly from
such branch officials in strict confidence.
(b) If the genuineness of the report/complaint is established, any adverse report given
against the complainant officer by his reporting officer should be ignored.
(c) Fresh report should be compiled on the complainant officer by the next higher authority. If
an irregular practice, fraud, etc. could be detected as a result of the report made by the
complainant officer, a special mention thereof should be made in the fresh AARF report so
compiled.
10.9 Confidential Reports by Branch Inspectors
PER & HRD/98 dt. 26.12.2000
Inspecting Official are not required to submit confidential reports on officials equal to or senior
to them in grade i.e a Manager (Insp.) should not submit confidential reports on officers MMGS-
III at Auditee Units; i.e the Inspecting Officials can only report on officers junior to them in
grade.
ANNEXURES 10.1
KRAs for branch level roles
238
1. Manager (Accounts)/Accountant
A. MAN MANAGEMENT RELATED AREAS
a) Administration of Staff-Deployment/Development.
b) Implementation of Personnel Policy/HRD System.
c) Oversee division's administration and provide support to other Managers of
Divisions/Branch Manager and staff working under him including Cash Dept. for
smooth and efficient functioning of the Branch / Division.
d) Role linkages with functionally related role occupants.
B. MAINTENANCE RELATED AREAS
a) House keeping and implementation of the laid down system(s) for free and timely flow
of information between divisions at the branch and Zonal Office.
b) Follow up and proper implementation of systems and procedures including
those relating to control of branch documents, observation of security arrangements,
etc.
c) Control cost and improve income and profitability by controlling income leakages.
d) Upkeep and maintenance of branch books/premises/furniture/fixture
and security arrangements.
e) Follow up of Inspection and Audit Reports, and various other audit reports.
f) Follow up of funds related accounts.
C. CUSTOMER SERVICE RELATED AREAS
a) Monitoring complaints.
b) Improving customer service.
D. CURRENT CORPORATE CONCERN RELATED AREAS
a) Cost control and improvement in productivity.

b) Expeditious disposal of sundry/suspense account entries.
2. Asstt./Dy.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 / non-performing assets, as applicable.
d) Formulation and implementation of strategies for budgeted deposit goals.
B. MAN MANAGEMENT AND RELATED AREAS
a) Training and developing the staff posted under him.

b) Maintaining effective linkages with the functionally connected role occupants.
C. MAINTENANCE FUNCTION RELATED AREAS
a) House-keeping.
b) Income and profitability.
c) Proper conduct/supervision and follow-up of advances/non- performing assets and
promptness in submission of returns.
239
d) Lodging claims in respect of eligible accounts and obtaining refinance in respect of
eligible accounts.
e) Follow up of inspection and audit reports and various other audit reports.
D. CUSTOMER SERVICE RELATED AREAS
a) Providing efficient customer service to enhance Bank's image.
E. PUBLIC RELATIONS RELATED AREAS
a) Liaison with related Govt. functionaries / agencies and functionally related role
occupants and awareness of related Govt. policies.
F. CORPORATE CONCERNS RELATED AREAS
a) Cost control and improvement in productivity.
3. Desk Officers/ Passing Officers at Branch
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
a) Industrial relations.
b) Development of subordinates.
c) Inter role linkages.
d) Control and supervision.
a) Promptness in disposal.
b) Quality of correspondence.
c) Accuracy and timely balancing of books, submission of returns, etc.
d) Follow up of inspection and audit reports and various other audit reports.
a) Complaints.
b) Completion and submission of statements of Accounts/Pass Books etc. in time.
c) Remittances.
d) Promptness in disposal of Inward Mail.
e) Quality of correspondence.
E. PUBLIC RELATIONS RELATED AREAS
a) Liaison with the work related agencies.
F. CURRENT CORPORATE CONCERNS AND RELATED AREAS
a) Awareness of corporate/Branch concerns/Circle policy/schemes/guidelines.
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4. Manager/Chief Manager (Concurrent Audit)
A. MAINTENANCE FUNCTIONS RELATED AREAS
a) Scrutiny of balancing positions, general house-keeping, monitoring disposal of

reconciliation memos (IOA/DRD/RTC/FD)
b) Scrutiny of audit vouchers.
c) Scrutiny of day-to-day branch functioning.
d) Guidance to Branch functionaries on disposal of various other audit reports.
e) Issuance of audit notes on unsatisfactory features.
B. CUSTOMER SERVICE RELATED AREAS
a) Ongoing scrutiny and review of customer service at the branch.

b) Monitoring implementation of various recommendations accepted by the Bank on
customer service.
c) Monitoring time taken for putting through various types of transactions.
d) Issuance of audit notes on unsatisfactory features.
C. CREDIT MANAGEMENT RELATED AREAS
a) Scrutiny of advances accounts, documents, etc.

b) Examination of position relating to inspections, insurance, review and renewal of
advances and submission of DICGC/ECGC claims.
c) Issuance of audit notes on unsatisfactory features.
D. PROFITABILITY RELATED AREAS
a) Conduct of all income-audit tasks e.g. verification of interest receivable/payable,

service-charges, ancillary income, etc.
b) Periodical scrutiny of income accounts, registers, etc.
c) Periodical checking of Forex transactions and Exchange Rates.
d) Monitoring cost effectiveness and productivity.
e) Issuance of audit notes on unsatisfactory features.
5. Asstt./Dy.Manager/Manager (Cash)
a) Contribution made in the development of branch deposits.

b) Steps taken in processing of advances proposals/Recovery of overdues.
c) Steps taken to improve the quality of business and support extended to branch
functionaries.
B. MAN MANAGEMENT RELATED AREAS
a) Delegation of duties amongst the staff in cash department.

b) Control and supervision of cash department staff on the day to day work/functions.
c) Support provided in improving efficiency in staff.
a) Efforts made in maintenance of low cash balance.
241
b) Ability to compile and collate the periodical returns/statements.
c) The manner in which delegated authority is exercised.
d) Quality of business booked by him.
a) Quality of customer service rendered.

b) Average time taken for disposal of cash transactions.
c) Relationship with business clientele at the centre.
E. COST CONTROL PRODUCTIVITY RELATED AREAS
a) Efforts made in reducing overheads.
F. RBI/GOVERNMENT RELATED AREAS

a) Efforts made on removing soiled currency to RBI for decongesting currency
chest.
b) Facility extended to public under note refund rules.
c) Control and supervision of submission of periodical returns to RBI/Government.
6. Chief Manager, Service Branch
1. Awareness of corporate concerns/policies and internal and external environment.
2. Familiarisation with clearing house rules and ensuring strict adherence by member-banks.
3. Effective management of clearing house and control over speedier settlement of inter-bank
clearing transactions.
4. Ensuring quick clearance and settlement of inter-branch clearing transactions.
5. Arranging for reconciliation of inter-bank and inter-branch transactions with utmost speed.
6. Keeping internal house-keeping uptodate (including balancing of branch books of accounts,

monitoring of adjustment of entries in office accounts, reconciliation of Inter-Office
Accounts entries, etc.)
7. Maintaining close liaison with clearing house-members / RBI officials for effective and smooth
functioning of the branch and for resolving issues/irritants.
8. Convening periodical meetings of clearing house members (as per Clearing House Rules).
9. Constant monitoring of accounts of member-banks and ensuring adjustments of overdrafts

created in accounts of banks owing to adverse clearing.
10. Taking up matter with controlling offices of Banks in the event of persistent overdraft in their
accounts.
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Annexure 10.2
KRAs for Zonal Office level roles
1. Chief Manager (Credit Support)
a) The extent and quality of support provided to the AGM (Region)-assisting

AGM (Region) in performing developmental and maintenance functions as well as
control functions relating to advances.
b) Skills in processing advance proposals.
c) Promptness with which advances proposals were processed.
d) The manner in which delegated authority was exercised by him.
e) Efforts made to improve the quality and follow-up of advances.
f) Follow-up and disposal of Inspection and Audit Reports and various other audit
reports.
g) Analysis of NPA accounts and institution of recovery processes.
h) Analysis and review of performance of branches in advances against budgeted
levels and implementation of corrective action plans.
i) Attention to high value proposals and maintenance of information system for credit
portfolio of the region.
j) Attention to man-power development and enrichment of skills in credit management
areas.
2. Chief Manager (General Banking)
a) The extent and quality of support provided to the AGM ( Region)
b) Control and supervision over periodical returns from branches.

c) House keeping functions at branches - monitoring thereof.
d) Reconciliation of accounts and balancing arrears at branches - keeping track of
progress.
e) Assistance to AGM (Region) in processing and disposal of various audit reports on
branches.
f) Control and follow up of remarks sheets to be submitted in prescribed time on
inspection and audit reports on branches.
g) Maintaining track of problems at branches and identification of support to AGM
(Region) and BMs.
h) Ensuring conformity at branches of laid down systems and procedures and
measures for preventing frauds.
i) Arranging timely collection of data/information fro branches.
3. Chief Manager (Rehabilitation / NPA Mgmt. / Recovery)
a) Assisting in drawing up comprehensive nursing programmes for sick units identified as

potentially viable.
b) Coordinating and obtaining sanction from the appropri-ate authority for nursing
programmes.
c) Monitoring implementation of the nursing programmes for sick units already placed
under rehabilitation, and suggesting corrective follow-up actions for the controlling
authority.
d) Facilitating communication to impart pace and direction to rehabilitation programmes.
e) Collecting, updating and making available to the controlling authorities, data and
information related to rehabilitation activities in the Module.
f) Arranging for dissemination of appropriate knowledge, skills and reorienting
attitudes in the operating staff by identifying training needs, in collaboration with
the AGMs (Region) in the Module.
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4. Chief Manager (Sales )
a) Collection and sharing of information on the business growth opportunities of the

market segments concerned with the Deputy General Manager / AGMs (Regional),
Branch Managers and Business Planners, and development of realistic
budgetary goals.
b) Data-based business planning and evolution of a series of action programmes, in
consultation with the AGMs(Region) Branch Managers / other Chief Managers
concerned for accomplishment of budgeted goals.
c) Interpretation of Circle policies, helping AGMs (Region) to develop effective strategies
for their implementation in the context of environment of the Module.
d) Assistance to Deputy General Manager in the review of budgetary performance
of the Module through informed analysis of 'P' Reports and allied data and
suggestion of options to improve performance.
e) Helping the AGMs(Region) 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.
f) Liaising with Government/public bodies/customer groups for maintenance and
development of business/Bank's image.
g) Assistance to Business Planners in areas such as market surveys, development
of customer profiles, collection of market information, conducting customers' meets /
seminars /workshops, etc., in the market segments concerned.
h) Assessment of training and development needs of the staff in the market segments
concerned and arrange with AGM / DGM / CM (HR) for timely intervention.
5. Chief Manager/Manager/Dy. Manager (HR)
a) Provision of support in industrial relations management.

b) Preparation of staff budget, including training budget.
c) Deployment of staff through co-ordination with Regions.
d) Promotion, transfer and placement of staff.
e) Manpower planning and training.
f) Uniform approach to man-management within the Module.
g) Administration of welfare measures and other staff related activities.
6. Chief Manager (General Banking, Budgeting & Performance Monitoring)
a) Performing environmental scanning activities at the Zonal Office level.

b) Building up a data bank consisting of operational, economic and social data relevant to
the Bank's business.
c) Preparing Zonal Performance Reports at monthly intervals and arranging for
performance review.
d) Arranging and undertaking special studies in areas of con-cern/interest for the
Module, having a bearing on its business performance, profitability, etc.
e) Availability of adequate operating and environmental data regarding the Module for
preparation of business forecasts.
f) Quality of review of operating results and analysis of data, to enable Dy.General
Manager/AGMs(Region) to take timely action, and for Business Planners / Sales
Planners to place out strategies for growth and market. penetration/development.
g) Special projects undertaken to study areas of concern.
7. Chief Manager, General Section
a) Extent and quality of support provided by the officer to Dy. General Manager of
Module.
244
b) Control and supervision over periodical returns from branch.
c) Compilation of the statistical data of general banking nature and feed back
provided to the AGM/Dy.General Manager.
d) Issue instructions in respect of General Banking aspects as per guidelines from Head
Office/Corporate Centre.
8. Law Officer
a) Extent and quality of technical support to Dy. General Manager.

b) Whether the officer up-dates his knowledge of legal matters.
c) Performance of time-bound tasks.
d) Industrial relations.
e) Follow up of court cases.
f) Furnishing legal opinion on various matters.
9. Chief Manager (Office Administration)
a) Extent and the quality of support provided by the Officer to the Dy.General Manager.
b) Support provided in improving the efficiency of the staff.
c) The manner in which delegated authority is exercised by the Officer.
d) Cost control and effectiveness.
e) Public Relations.
f) Relationship with the Staff Unions/Associations.
g) Control and supervision.
10. Liaison Officer/Security Officer
a) Extent of support lent to D.G.M.

b) Supervision and control over the staff.
c) Manner in which delegation of authority is exercised.
d) Industrial relations.
e) Public relations and liaison with airline, railways and other transport agencies.
f) Execution of time bound tasks.
g) Smartness and active interest shown.
11. Manager, Official Language Section
a) Co-ordination and evolution/Co-ordination of strategies for implementation of

Govt./Bank's policies relating to Hindi.
b) Monitoring of statutory requirements in regard to increased use of Hindi in the Circle.
c) Initiating appropriate steps for popularising the increased use of Hindi.
d) Compilation and submission of related data.
e) Identification of non-Hindi staff and arranging for impart-ing them institutional training
and training in Hindi typ-ing.
f) Translation of codified instructions/hand outs in Hindi.
g) Popularisation of corporate concerns.
h) Maintenance of effective linkages with functionally connected role occupants as also
with relevant Government agencies/departments/committees.
12. Manager/Dy.Manager, IOR & Govt. Accounts Cell
a) Extent of efforts made in timely receipt of daily statements from branches through
controlling authorities in respect of Branch Clearing General Accounts.
b) Extent of efforts made to computerise the data reported on daily statements received
from branches, processing of the same and forwarding to I.O.R. Department/Drafts
Reconciliation Department.
245
c) Extent of follow up with Branches and controlling authorities regarding reconciliation
of high value entries report-ed by branches in Branch Clearing/Drafts
Accounts/Agency Clearing/RTC Account etc.
d) Extent of efforts made for follow up with the branches regarding memos received
by branches from I.O.R. Department, Central Office, Mumbai.
e) To develop and train staff working under him.
f) Maintain liaison with functionally related role-occupants/outside agencies.
g) Maintain record of individual branch holdings.
h) Maintain record of overdue statements from branches and branches in chronic
default.
i) Informing AGMs/DGM from time to time of more problem areas, progress in
clearance of arrears, frauds detected through reconciliation processes, etc.
j) Monitoring and disposal of relevant items of audit reports.
13. Chief Manager (ZCC)
a) Working out computerisation plan for the Module, keeping information on all
computerisation projects, i.e. implement-ed, under implementation, sanctioned but to
be commenced, etc.
b) Resource planning and development of trained man-power for manning
computerisation projects at all levels.
c) Constant dialogue with Officer-in-Charge (Computerisation) at Regional Office level.
d) Maintaining track of problems in hardware and software areas in branches, assisting
branches in solving problems, moni-toring progress and ensuring maintenance of
proper fall- back systems.
e) Monitoring disposal of computer audit reports, preparation of trend-analyses and
identification of problem solving strategies.
f) Keeping abreast of latest technological developments.
g) Implementation of appropriate data, security measures and disaster control
procedures.
h) Control and monitoring of outside computer-processing agen-cies, cost effectiveness
and developing plans for alternative, in-house processing system.
i) Studying latest technological developments and advising AGMs/ Dy.G.Ms.
j) Monitoring benefits of computerisation in terms of improved customer service,
uptodate house-keeping and accuracy, scope for diversion of time and manpower
resources for developing additional business.
14. Asst.Manager (Systems)
a) Providing support and assistance to the departmental head in identifying new areas
where computerisation is feasible.
b) Shouldering responsibility for the entire systems develop-ment i.e. feasibility
studies, requirements definition, design, coding, documentation, debugging, testing
and maintenance.
c) Organising work routines and managing entire data processing cycle and also liaising
with user departments.
d) Functioning as Systems Administrator if so decided by the departmental head.
e) Coordinating with the Head Operator/Data Entry Operator in the matter of data entry /
modification work-flow.
f) Maintaining system uptime and coordinating with hardware vendors/maintenance
personnel.
g) Ensuring security of DPC installation both physical and logical.
h) Making feasible the maximum availability of the DPC resources by planning,
organising and implementing contingency measures like proper data-backup,
preventive maintenance, fire prevention measures etc.
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17. Manager (District Coordination)
a) To maintain liaison with the concerned Lead Bank of the district, the departments /
agencies of the State Government at the district and other levels as also other banks/
financial agencies to resolve difficulties / bottlenecks in the formulation and
implementation of the credit plans by the Bank's branches.
b) To assist and guide Branch Managers in formulation, finalisation and implementation
of annual credit plans.
c) To ensure and oversee corrective action by the Bank's branches as regards
deficiencies in the implementation of the credit plans pointed out by the District
Consultative Committee / Block Level Bankers' Committee.
d) To represent the Bank at the meeting of the District Consulative Committee and other
fora at the district level.
e) To bring the problems faced by the Bank's branches to the notice of the concerned
lead bank / district level Govt. functionaries for finding solutions therefor.
f) To collect and collate data regarding the implementation of the credit plans by the
Bank's branches in the district for periodical submission to the concerned lead bank
and to the AGM of the Region at Zonal Office and the Lead Bank Department at
Local Head Office.
g) To provide support to the AGM(Region) in various matters concerning the Lead
Bank Scheme for the achievement of annual credit plans by the branches in the
district.
h) To maintain regular contacts with the Lead Bank Officer of the Lead Bank of the
district and to take care of the Bank's interest in the allotment of new centres for
opening branches.
i) To project and promote the Bank's image among the Banks and the government
officials in the district.
j) To provide assistance and support to branches in the district for deposit mobilisation
from institutions and others.
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Annexure 10.3
KRAs for Local Head Office level roles
1. Asst. General Manager (Organisational Planning and Systems and Procedure)
a) Introduction and stabilisation of all changes brought about from time to time in the
Bank's structure.
b) Study and review of the role in the Bank in terms of inter- role linkages, clarity,
aberrations, boundaries, etc.
c) Study the effectiveness of important systems, like operational control

systems, communication system, information sharing system, etc.
d) Review the operation of the Scheme of Delegation of Powers.
e) Review the span of control of Dy. General Managers and Astt. General
Managers(Region).
f) Study of various groups/offices/branches as part of an integral whole.
g) Arrange meetings of the Circle Management Committee/Circle Co-ordination

Committee.
h) Initiate action for appropriate interventions, where necessary for :
i) improving effectiveness of organisational behaviour and processes,
ii) fostering an open culture and promoting the Bank's value sub-systems, comprising
collaboration, mutuality, trust, etc., and
iii) imparting knowledge and skills to line managers in understanding human

behaviour in the Organisation.
i) Reviewing the existing accounting systems and procedures in the wake of emerging
technologies and developing alternative models, wherever warranted.
j) Conducting special studies at branches, Regional Offices, and Local Head Office,
with regard to work-methods, work- flows, office-layouts, etc., in order to rationalise
them for improved efficiency.
k) Reviewing the various forms and registers, systems and procedures and
submitting the recommendations for improvements to Circle Management
Committee/Corporate Centre.
l) Keeping abreast of information on innovations/advancements in systems and

procedures made by other banks with a view to maintaining the Bank's competitive
edge in the market.
m) Monitoring the working of new systems and procedures introduced by the

department with a view to stabilising them.
n) Reviewing the work organisation at large branches, Zonal Office/Local Head Office
for rationalising systems and procedures for eliminating delays, overlaps and
redundancies and also for information and control.
248
o) Furnishing the Circle Management/Central Office with evaluations of systems
and procedures in the light of staff suggestions, inspection reports, customer
complaints, modus operandi of frauds, etc., for appropriate action.
p) Building information on systems and procedures followed by other banks for

comparison with the refinements of Bank's systems and procedures.
q) 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., in close consultation
with AGM (ITS) and AGM (Premises & Estate) at Local Head Office.
r) Review of the system of storage, retrieval and planned destruction of records,

management of stationery and suggestions for improvements, where necessary.
It needs close consultation with AGM (MIS/Budget/Performance Monitoring) at
Local Head Office.
s) 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 (speedline,
facsimile transmission), structural responses (Service Branches), etc.
2. Asst. General Manager (MIS/Budget/Performance Monitoring)
a) Performing environmental scanning activities at the Circle level and building up a

data bank consisting of operational, economic, and social data relevant to the Bank's
business for evolving Circle Policy Guidelines.
b) Disseminating the information collected, with appropriate analysis and

interpretation, to the Circle 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.
c) Bringing to the notice of the Circle 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.
d) Arranging special studies of business trends and the potential for Bank's
business in relation to the environmental conditions in the Circle.
e) Build up a data bank consisting of operational, economic and social data, relevant to
assessing the Bank's business information, as necessary, to the Circle Management
and the operating managers.
f) Provide feedback to the Business Planners, on the basis of information collected, to

help them in identifying areas to be studied and evolve strategies.
g) Make a review of the budgetary process, from time to time, and suggest changes in
the formats of the budget settlement, etc., whenever warranted.
h) Studying the decision-making processes at various levels and determining their

precise information needs.
249
i) Developing systems for supplying the various levels of Management with timely
and accurate information, in a properly analysed form, to aid and improve decision-
making.
j) Identifying the sources - both internal and external of the data that would yield the
necessary information.
k) Rationalising and streamlining the internal reporting systems as to contents,

formats, frequency, etc.
l) Keeping abreast of the latest developments in the sphere of computer technology,

as relevant to management information system.
m) Acting as one point interface between Data Processing Centre and users of MIS
projects.
n) Devising Annual Action Plans and reviewing them quarterly.
o) Providing specialist support to other functionaries in their respective areas of work,

as regards information requirements both at Local Head Office and Zonal Office.
3. Asst. General Manager (Business Planning-Comm./Develop./Personal/Lead Bank)
a) Collection of market information and its dissemination to the Circle Management

Committee/Zonal Offices for timely action to achieve market penetration and retain
market share of the bank in the Circle. It includes assessment of market potential and
evaluation of competition.
b) Interpretation and communication of corporate policies and assistance to the Circle

Management Committee in evolution of realistic budgetary goals of performance,
together with broad strategies for accomplishment by Zonal Offices and the Circle.
c) Initiation of studies/surveys and promotion of campaigns in order to lend the

necessary momentum to Zonal Offices to exploit the market opportunities and bridge
the gaps between the bank and the critical client groups.
d) Analysis of data and review of performance with identification of positive

factors as well as remedial options for the Circle Management Committee/Deputy
General Managers. It includes monitoring of critical projects/schemes in the
market segment and assessing their contributions in terms of results achieved.
e) Support to Central Office in conduct of special studies and provision of feedback,

where needed for evolution of corporate policies and strategies.
f) Identification of training and developmental needs for effective performance of the

market segment, organising training (institutional and on-the-job), seminars,
workshops, etc., for meeting such needs, in co-ordination with the AGM (P & HRD)
and extension of on-the-job guidance, especially to the Sales Planners, where
necessary.
g) Assessment of systems and procedures and making endeavours for rationalisation to

facilitate flow of information and control in the market segment between Zonal
Office/Local Head Office and Local Head Office/Corporate Centre.
250
h) Study of specialised manpower requirements for the market segment and facilitate
timely availability of such trained manpower, at the required levels and centres,
through effective functional co-ordination with the AGM ( HR ).
4. Asst. General Manager/Chief Manager (HR)
a) Identifying the training needs of the personnel at all levels within the Circle, and
finalising the training plan, in consultation with the planning and operational
functionaries concerned, and also the AGMs (Training), in accordance with the
guidelines given.
b) Arranging for the provision of training to match the identified needs, in

conjunction with the Staff Colleges and the AGMs of the Training Centres.
c) Assisting the Circle Management in preparing a detailed manpower plan for the
circle, keeping in view existing/anticipated requirements.
d) Conducting and participating in organisational development studies and

interventions initiated by the Central Office. Also initiating and drawing up his own OD
plans relevant to Circle needs, for example, Quality Circles, Team-building
exercises, etc.
e) Implementing Human Resources Development systems developed at the Central

Office level, developing detailed action plans for effective implementation in the
context of Circle characteristics/needs and providing feedback to the Central office
on the efficiency or otherwise of the system, coupled with suggestions for
improvement.
f) Evolving data based Personnel Plans, (e.g. job position and skill inventories, mirror
images, etc.) in collaboration with MIS/Budget/Performance Monitoring departments.
g) INDUSTRIAL RELATIONS : Preservation of industrial harmony and effective

communication with the trade union organisations - information-sharing and
feedback on personnel issues - anticipatory and proactive measures.
h) ADEQUATE PROVISION AND PROPER DEPLOYMENT OF STAFF RESOURCES:

Budgetary projection of staff requirements in the Circle and placement of personnel in
consonance with requirements of positions and modules in keeping with the agreed
norms.
i) DISSEMINATION OF PERSONNEL POLICIES : Ensuring proper interpretation and

implementation of Awards/ Agreements - modification of circulars, directions, etc. -
conducting workshops in personnel management.
j) UNIFORM PERSONNEL PRACTICES :Proper utilisation of Circle Placement

Committee and co-ordination of personnel administration in the Regions.
k) STAFF WELFARE PROGRAMMES : Creation of awareness about the Bank's

concern for the welfare of the employees - proper administration of the schemes.
l) PROMOTIONS AND PLACEMENTS : Optimum utilisation of human resources and

maintenance of staff morale.
m) Act as channel of communication between the Circle Management and the

recognised Circle Unions/Associations in relation to implementation of personnel
policies in the Circle.
251
n) Deal with operational aspects of placements / transfers / recruitment (in co-
ordination with Regional Recruitment Board), appointments, administration of service
rules, legal matters, etc., to ensure uniformity of approach in the Circle.
o) Provide information to Circle Development Officer and the Circle Management

Committee on the views / concerns / perspectives of the Circle Union /
Association in matters of consequence to the Bank.
p) Interpret the personnel policies of the Circle Management and explain the rationale
to the Circle Union / Association and vice-versa at structured meetings (Bipartite
/ Tripartite).
5. Asstt. General Manager (Public Relations & Community Services)
a) Assisting and advising the Circle 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.
b) Building up a repository of information relevant for formulation and execution of

various public relations programmes and informing the public about the Bank's
schemes/services.
c) Scanning the environment on a continuous basis for exploitation of emerging

opportunities in order to help the operating managers to defend/promote
existing/new markets for existing/new schemes.
d) Passing on to the functionaries appropriate information about the existing/new

markets which the AGM may come to know of through his contacts.
e) Functioning as a window for the Circle in the matter of contacting other

banks/interest groups associated with the industry/media and professionals for
coordination of activities of common interest.
f) Managing in-house communications, as to their contents and periodicity, and

maintaining their educational / motivational / cultural values at the optimum level.
g) Contributions made and support given to CGM in the development of innovative

banking business.
h) Steps taken to formulate Government sponsored poverty alleviation schemes

including IRDP, DIR, SEEUY, SEPUP, etc.,
i) Steps taken for covering borrowers especially from the SC/ST and other Weaker
Section categories.
j) Steps taken for the active co-ordination between the Bank and the Government
officials at the local level for identifying the eligible applicants and organising
recovery camps etc.,
k) Extent and quality of support provided to operating staff in implementing the various
strategies/schemes for the achievement of budgetary goals.
l) Steps taken for formulating non banking schemes such as planting of trees, blood
donation camps, veterinary camps, etc.
252
m) Ability to compile and collate the statistical data and feedback provided to CMC.
n) Monitoring of assistance to weaker sections under the 20 Point Programme of

1986 and Prime Minister's 15-Point Programme and to such target groups like
tribals, Dalits, physically handicapped, prisoners and ex-prisoners (including
dacoits and militants, who surrender), ex-defence personnel, victims of natural
calamities, down trodden and exploited classes, including women and slum dwellers,
etc.
o) Prompt submission of data, supporting information and analysis to Central Office.
p) Related work at the circle level in respect of trusts set up by the Bank in the
community services area (presently SBI Children's Welfare Fund).
q) Identification of projects in the area of research and development suitable for

Bank's assistance, processing of such proposals for consideration by the
appropriate authority and follow-up thereof.
r) Identification of deserving donees in line with the Bank's concern for community
welfare and for being identified as an institution meeting the local aspirations.
Processing of such proposals for consideration by the appropriate authority
and follow-up thereof.
s) Creation of awareness among the circle staff regarding the corporate concern of
the Bank in the field of community services.
t) Highlighting the circle achievements in the area of community services in the

media and other opinion leaders/makers.
u) Liaison with outside agencies, both government and non- government, associated
with Community Service activities.
v) Formulation of timely annual action plan at the Circle level.
w) Providing leadership and motivation to the operating staff for implementation of

action plan.
6. Asstt. General Manager (Office Administration)
a) Management of recruitment / training / deployment / promotion / attendance /

leave of all award staff in the concerned establishment.
b) Disbursement of salaries and all other payments to employees and effecting

recoveries, wherever required.
c) Maintenance of all support services to ensure their smooth operation.
d) Maintenance of vigil over all costs and overheads to ensure that these are kept at the
irreducible minimum.
e) 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 frauds, etc.
f) Administration of staff advances/LFC/Mutual Welfare Scheme.
253
g) Remittance of various contributions/Provident Fund/Pension Fund to the
appropriate authorities and arranging for payment of superannuation dues to retiring
employees.
h) Administration of Improved Medical Benefit Scheme/leased housing facility scheme

(where the position of AGM (Premises & Estate) does not exist).
i) Complete handling of all disciplinary cases against members of the award staff.
j) Arranging for conduct of appropriate post-payment audit and appropriate rectification

of irregularities, if any.
k) Undertaking the annual budgetary exercise.
l) Preparing monthly performance reports, checking variances and plan strategies for
controlling overheads.
7. Asstt. General Manager (Premises & Estate)
a) Maintenance of records in regard to Bank's property and also hired premises, and
the expenses incurred in respect thereof.
b) Arranging purchase / supply / replacement / disposal / hiring / leasing of premises

and dead stock items.
c) 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.
d) Allotment of residential flats to eligible officers and accounting for items of

furniture/fixtures/gadgets etc., provided thereat.
e) Arranging for insurance cover in respect of all properties/assets belonging to

the Bank.
f) Assisting the Circle Management in acquiring suitable buildings required by the

Bank for various purposes (branches, administrative offices, residential
accommodation, etc.) in a cost effective manner.
g) Arranging for prompt renovation/repairs of premises and equipping all new /

renovated buildings with suitable items of furniture/fixtures and other related items of
fixed assets.
h) Reviewing and updating, on a continuous basis, the system of appraisal and control
over on-going projects, making cost- price analysis, vendor evaluation/selection,
tendering, communication with site personnel, etc. with a view to ensuring that
the Bank acquires the most suitable premises/deadstock at the most competitive
rates.
i) Planning, scheduling, implementing and controlling all functions related to

construction and repair of premises.
j) Appraising/vetting the proposals for purchase/renovation of premises, before putting

them up to the Circle Management.
254
k) Retaining the custody of title deeds of all premises owned by the Bank.
8. Asstt. General Manager, Circle Stationery Dept.
a) Projection of stock requirements of stationery for the Circle on the basis of past
experience and estimated demand (indents).
b) Follow-up action with branches/controlling authorities for timely submission of annual

indents.
c) Procurement of stationery and its distribution to branches/offices.
d) Generation of feedback to Circle Management and recommend improvements for

eliminating wastages.
e) Education of the staff on the need for efficient management of stationery - the
implications of funds blocked, and their adverse effects on the Circles's
performance and profitability.
f) 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 on Central Stationery Department.
9. Manager, Data Processing Centre
a) Identifying the sources - both internal and external - of the data that would be of
use to the Managers at various levels.
b) Collecting and storing data related to all aspects of the Bank's operations and
supplying processed data to user departments.
c) Maintaining liaison with external computer agencies to ascertain the services

they can offer to our various offices/departments, whenever required, and
arranging such services.
d) Allocating available resources, both manpower and hardware, to facilitate smooth

functioning of the Data Processing schedule.
f) Keep abreast of the latest in technological developments by attending various

training programmes/seminars/meetings of the Computer Society of India and by
studying related books and journals.
10. Asstt. General Manager (ITS)
a) Working out computerisation plan for the Circle, keeping information on all
mechanization projects, i.e. implemented, under implementation, sanctioned but to be
started, etc.,
b) Resource planning and development of trained manpower for manning

computerisation projects at all levels.
c) Constant dialogue with Officer-in-Charge (Computerisation) at Zonal Office level.
d) Maintaining track of problems in hardware and software areas in branches,

assisting branches in solving them, monitoring progress and ensuring maintenance
of proper fall-back systems.
255
e) Monitoring disposal of computer audit reports, preparation of trend-analyses and
identification of core problem areas and development of problem solving strategies.
f) Keeping abreast of latest technological developments.
g) Implementation of appropriate data, security measures and disaster control

procedures.
h) Control and monitoring of outside computer processing agencies, cost

effectiveness and developing plans for alternative, in-house processing system.
i) Studying latest technological developments and advising GMs/CGM.
j) Monitoring benefits of mechanisation in terms of improved customer service,

uptodate house-keeping and accuracy, scope for diversion of time and manpower
resources for developing additional business.
11. Asstt. General Manager, Banking Operations Department
a) Operation of special schemes of Reserve Bank of India.

b) Compliance with all statutory requirements under Banking Regulation Act,
Companies Act, Reserve Bank of India Act and other Acts relating to Banking
operations.
c) Provision of support services/information to operating units in identified areas.
d) Operation of an effective accounting system for generating up-to-date data on whole
Circle basis, in areas like profit and loss, bad and doubtful debts, statutory and
special information required by Government.
e) Arranging for submission of data/information required at the Circle 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
Local Head Office, not specifically assigned to any other department.
f) Operation of currency chests/government business and special schemes on behalf of
Reserve Bank of India/State/Central Government and submission of relevant
information in respect thereof.
12. Dy. General Manager (Vigilance)
a) To offer effective/proper guidance to other officers working in Vigilance Departments.

b) Submission of complaints and preliminary enquiry reports received from other
departments to Central Office and arranging for their investigation.
c) Processing of the investigation reports and submission thereof to the Disciplinary
Authority.
d) Submission of such reports alongwith Disciplinary Authority's comments to
Central Office for seeking first stage advices/reference from Chief Vigilance
Officer, Central Office.
e) Coordinating the efforts in this area with D.A.C/Corporate Centre in respect of
Vigilance Cases.
f) Submission of periodical returns to C.V.C.
g) Maintenance of liaison with C.B.I., Local Police, C.I.D., etc.
h) Ascertaining progress of vigilance cases and keeping the Disciplinary Authority
informed.
i) Assisting the Disciplinary Authority in the areas of correspondence with
Central Office, C.V.C., C.B.I. etc. on the vigilance matters.
256
13. Asstt. General Manager, Disciplinary Proceedings Dept.
a) Framing of charge sheets/ imputations of lapses which are definite and capable
of being proved in the disciplinary proceedings.
b) Ensuring existence of relevant documentary evidence.
c) Ensuring appointments of Presenting Officers and Inquiry Authorities. Guiding
the POs in the effective discharge of their roles.
d) Monitoring of Disciplinary Cases and Enquiry Proceedings.
e) Submission of periodical returns/statements to concerned authorities.
f) Ensuring submission of tentative decision of Disciplinary Authorities in Vigilance
cases to Central Office for seeking second stage advice from C.V.C.
g) Maintaining role linkages with the functionally related role occupants.
h) Training and developing staff working under him.
14. Law Officer
a) Extent and quality of technical support to CMC.

b) Whether the officer up-dates his knowledge of legal matters.
c) Performance of time-bound tasks.
d) Industrial Relations.
e) Follow-up of court cases.
f) Furnishing legal opinion on various matters.
15. Asstt. General Manager (NPA Management/Rehab. & Recovery)
a) Assisting in drawing up comprehensive nursing programmes for sick units identified

as potentially viable.
b) Coordinating and obtaining sanction from the appropriate authority for nursing
programmes.
c) Monitoring implementation of the nursing programmes for sick units already placed
under rehabilitation, and suggesting corrective follow-up actions for the controlling
authority.
d) Facilitating communication to impart pace and direction to rehabilitation
programmes.
e) Collecting, updating and making available to the controlling authorities, data and
information related to rehabilitation activities in the Module.
f) Arranging for dissemination of appropriate knowledge, skills and attitudes in the
operating staff by identifying training needs, in collaboration with the Regional
Managers and the Sales Planners in the Module.
16. Asstt. General Manager, IOR & Govt. Accounts Department
a) Extent of efforts made in timely receipt of daily statement from branches

through controlling authorities in respect of Branch Clearing General Account,
Drafts Accounts, etc.
b) Extent of efforts made to computerise the data reported on daily statements
received from branches, processing of the same and forwarding to I.O.A.
Department / Drafts Reconciliation Department at Mumbai.
c) Extent of follow-up with branches and controlling authorities regarding
reconciliation of high value entries reported by branches in Branch Clearing / Drafts
Accounts/ Agency Clearing / RTC Account, etc.
d) Extent of efforts made for follow-up with the modules/branches memos
received by branches from I.O.R. Department, Central Office, Mumbai.
e) To develop and train staff working under him.
f) Maintain liaison with functionally related role- occupants/outside agencies.
257
g) Maintain record of individual branch holdings.
h) Maintain record of overdue statements from branches and branches in chronic
default.
i) Informing RMs/DGM/GM/CGM from time to time of core problem areas, progress
in clearance of arrears, frauds detected through reconciliation processes, etc.
j) Monitoring and disposal of relevant items of audit reports.
k) Extent of efforts made to monitor the timely receipt of statements from
Regions/Modules in respect of Govt. transactions, computerisation and
submission to G.A.D. Mumbai.
l) Extent of efforts made to keep a track of the rejected statements, timely
rectification thereof as also of the pending Date wise Monthly Statements.
m) Extent of efforts made for reconciliation of entries by branches in respect of
memos received from G.A.D. Mumbai.
n) Efforts made for building data base in respect of various types of Govt. Accounts
transactions.
o) Monitoring of submission of statements by branches to R.B.I. and receipt/distribution
of commission to the branches.
p) To train and develop staff working under him.

q) Maintain liaison with functionally related role- occupants/outside agencies.
17. Asstt. General Manager, Pension, Provident Fund & Gratuity Department
a) Extent of efforts made for collection, compilation of provident fund contribution

statements from Regions / Modules and submission of funds to C.A.O.
b) Efforts made for scrutinising / processing of withdrawals / advances / loans /
nomination papers of employees.
c) Extent of efforts made for timely preparation/distribution of floppies of Provident
Fund contribution of employees and submission of returns / data / statements.
d) Accrual valuation of Gratuity work and arrangements for getting timely sanctions
for payment of the same from the appropriate authority.
f) Liaison with functionally related role-occupants / outside agencies.
g) Control and supervision.
h) Training and development of staff working under him.
18. Desk officers at Administrative Offices
A) BUSINESS RELATED AREAS :

a) Market orientation & market study.
b) Responsiveness to the timely & accurate completion of assigned tasks.
c) Contribution in improving the overall performance of the department.
B) MAN MANAGEMENT RELATED AREAS :

a) Maintenance of harmonious industrial relations and maintaining discipline &
punctuality.
b) Developing staff working under him.
c) Extent of support to the head of the department.
d) Maintenance of role linkages with the connected func-tionaries.
e) Extent of innovation in thinking and performance.
C) MAINTENANCE FUNCTION RELATED AREAS

a) Promptness in disposal.
b) Quality of correspondence.
c) Timely submission of data/returns etc.
d) Follow up of pending issues with the concerned departments.
e) Extent of job knowledge.
258
f) Responsiveness to perspectives about various audit findings and promptness of
disposal.
D) PUBLIC RELATIONS RELATED AREAS

a) Liaison with important role occupants, related functionaries at LHO/Zonal Office/outside.
E) CURRENT CORPORATE CONCERNS RELATED AREAS

a) Awareness to corporate concerns/Circle policies/related Govt. policies.
19. Asstt. General Manager (Training), SBLC
a) Organising, coordinating and designing courses.

b) Handling sessions in training programmes conducted at the Centre.
c) Coordinating the activities of other Instructors and guiding them.
d) Ensuring smooth and effective functioning of the Training Centre in all respects.
e) Facilitating and participating in preparation/updating of study material, and
ensuring that such material prepared at the Training Centre is of high quality and
use.
f) Collecting audio-visual material and procurement of training kits and facilities/aids
for enhancing the quality and effectiveness of training programmes.
g) Helping the HR Department in preparing the annual training calendar,
coordinating the activities of other instructors and guiding them, whenever
necessary.
h) Undertaking an on-going review/evaluation of the training programmes conducted
at the centre to ascertain whether organisational/employee expectations are
being met and taking steps to reinforce the quality of training, with the feedback
obtained.
20. Manager (Training), SBLC
A. DEVELOPMENT OF TRAINING MATERIAL
a) Preparation of handouts, case studies and audio visual material.

b) Updating of handouts.
c) Preparation/compilation of material required for effective implementation of visiting
faculty scheme.
d) Quality of Project Reports and similar developmental tasks.
e) Extent of interest taken in development of trainees (outside class room).
B) ORGANISING/COORDINATING AND DESIGNING TRAINING COURSES
a) Handling sessions in training programmes conducted at the centre.

b) Extent of efforts made in regard to stabilisation of rationalised
programme/transference of learning.
C) ROLE LINKAGES
a) Extent of support provided to the AGM (Training) in ensuring smooth and effective
functioning of the training centre and quality of inter-action with other trainers.
b) Extent of interest shown and assistance provided during training programmes
coordinated by fellow trainers.
c) Interest shown and effects made in order to improve the quality of infrastructure
at the centre and training techniques in line with practical suggestions made
by trainees.
259
D) PERCOLATION OF ORGANISATIONAL CONCERNS
a) Dissemination of corporate concerns/Circle policies.

b) Providing feedback to AGM (Training) about critical areas identified in training
programmes.
c) Liaison with outside agencies for arranging special talks.
21. Manager (Official Language)
a) Evolution/Co-ordination of strategies for implementation of Govt./Bank's policies

relating to Hindi.
b) Monitoring of statutory requirements in regard to increased use of Hindi in the
Circle.
c) Initiating appropriate steps for popularising the increased use of Hindi.
d) Compilation and submission of related data.
e) Identification of non-Hindi staff and arranging for imparting them institutional
training and training for Hindi typing.
f) Translation of codified instructions/handouts in Hindi.
g) Developing staff working under him.
h) Maintenance of effective linkages with functionally connected role occupants
as also with relevant Government agencies/departments/committees.
i) Popularisation of corporate concerns in the area.
22. Security Officer and Liaison Officer
a) Extent of support lent to the members of the CMC and other staff.
b) Supervision and control over the staff.
c) Public relations and liaison with various travel agencies like Air-lines, Railways,
etc.
d) Execution of time bound tasks.
e) Smartness and active interest shown in various activities.
23. Asst. General Manager (Regional Rural Banks)
a) Functions as a link between the Sponsor Bank and the Regional Rural Banks -
contact point.
b) Is a member of the Board of Regional Rural Banks and takes care of Sponsor
Bank's interest.
c) Guides and counsels the Chairmen of RRBs on operational matters whenever the
Chairmen approach.
d) Renders secretarial assistance to the General Manager in relation to RRBs by :
i) analysing the performance,
ii) monitoring the overall working,
iii) briefing the General Manager (D & PB) on various developments, and
iv) advising Corporate Centre on the various developments and attending to the
correspondence.
e) Co-ordinates and liaises with RBI/NABARD/State Government relating to RRBs in
the State.
24. Asst. General Manager (Corporate & I.B. Products)
a) Awareness of corporate concerns / internal and external environment/policies.

b) Maintenance of data-base on valued customers of IB segment and their
export/imports, foreign currency borrowing, future expansion/ diversification plans.
c) Making systematic and regular calls on customers - both existing and potential
customers.
260
d) Gathering market intelligence on strategies adopted and products developed by
competitors.
e) Organising presentations to customers in the areas of risk management and latest
development in forex markets.
f) Providing counseling services to customers for meeting foreign currency
requirements for setting up projects and suggesting alternative ways of raising
resources with merits/demerits of each option.
g) Structuring customer-specific packages for interest/exchange risks management and
marketing thereof to customers.
h) Maintaining close liaison with heads of Overseas Branches and Industrial
Finance / Commercial Branches for prospecting / scouting of business.
25. Asst. General Manager / Chief Manager (Recovery Cell)
a) Awareness of corporate concerns / policies regarding Bank's non-performing assets.

b) Acting as a one-point centre at LHO for intensifying and accelerating efforts at
Branches / Zonal Offices towards recovery of non-performing assets.
c) Close monitoring and follow-up of recoveries made in 'Interest Not Collected
Accounts'.
d) Liaising with centralised agencies like Recovery Tribunals, Lok Adalats,
Commissioner of Payments for Textiles, etc. in co-ordination with Asstt. General
Manager (Law) at the Circle level.
e) Monitoring and following up recoveries in accounts in 'Advances Under Collection
Account'.
f) Constant liaison with heads of different market segments in order to evaluate
strategies adopted for recovery and suggest measures for improvement to
recovery percentage whenever warranted on the basis of data collected.
g) Submission of recovery data (segment-wise) to Assets Recovery Department
at Central Office at required periodicity.
h) Submission of quarterly reports on 'Recoveries' to Circle Management Committee.
26. Chief Manager (Grievance Redressal Cell)
a) To function as a focal point for receiving all complaints at the Local Head Office
from any quarter and to project the Bank's image as of a Bank which cares for its
customers.
b) To maintain proper record of all complaints, if necessary with the help of a
computer.
c) To organise disposal of complaints within the stipulated time frame. Complaints
pertaining to Overseas Branch, Industrial Finance Branch and CBD to be advised
to GM(C&IB), wherever the position exists.
d) To review, at fortnightly intervals, complaints pending for more than two weeks
from the date of receipt, under advice to the General Manager concerned.
e) To arrange for detailed investigation of complaints pertaining to staff
misbehavior, indiscipline, delayed payment of collections and delays in settlement
of claims to assets of deceased constituents and send prompt interim reply to
the complaints.
f) Based on complaints received, complaint-prone branches to be identified and visit
of CMC members to be arranged to such branches. Wherever necessary, Branch
Managers of such branches to be called for counseling by the General Manager.
Monitoring of improvement in complaint-prone branches by Circle level Customer
Service Committee to be arranged at its meetings.
g) To accord utmost priority to complaints from the Directorate of Public Grievances
and forums under Consumer Protection Act, 1986.
h) To arrange discussion on complaints pending for more than one month in the
GMs' monthly meetings with DGMs.
261
27. Chief Manager (Verification Audit Cell)
a) To plan and organise conduct of audit of direct branches functioning under the
control of the General Managers in a time bound manner and at required periodicity.
b) To arrange for audit of cost centres i.e. expenditure incurring departments and Local
Head Office like Office Administration, Premises & Estate, Circle Stationery, Lead
Bank, Banking Operations, SBLCs, Liaison, etc. as also Circle Welfare
Committee.
c) To exercise effective control over the time taken for audit of various departments by
the Circle auditors.
d) To monitor timely conduct of audit of branches by audit cells at Zonal Offices.
e) To monitor and follow-up rectification of irregularities and expeditious disposal of
audit reports.
f) To organise conduct of spot audit whenever called upon to do so.
g) To collect data for reviewing the concurrent audit undertaken by the concurrent
auditors posted at branches for the purpose of sending the Circle review to the
Central Office.
h) To organise training programmes / workshop for auditors and also for concurrent
auditors atleast once a year and to keep the auditors posted with latest guidelines /
instructions and to bring about improvement in the quality of audit reports.
28. Manager (Recruitment Cell)
a) To organise scrutiny of applications for recruitment of POs in State Bank of India and
in Associate Banks as well as the recruitment of Specialist Cadre officers.
b) To arrange for issuance of letters to candidates for written examination and for
personal interviews.
c) To make proper and adequate arrangements for the conduct of written examination
and personal interviews.
d) To identify and finalise venues for written examination and to arrange for the
required facilities thereat.
e) To arrange for the receipt of test material, its proper custody and return of the
material to the concerned agency after the examination.
f) To mobilise adequate man-power from within / outside for the orderly conduct and
supervision of the examination.
g) To arrange for the credit of application fee received from applicants to the
Collection Accounts opened for the purpose.
h) To effect payment of honorarium to the members of the Selection Board.
29. Manager/ Dy. Manager functioning as P.S. to General Manager
a) Providing secretarial support to the General Manager.

b) Maintaining proper record of folders / files received from various departments for
the GM's approval / information including date of disposal and return to
concerned departments.
c) Co-ordination and assistance in regard to the conduct of structured meeting of
the General Manager with DGMs of modules / branches.
d) Recording minutes of discussions held in meeting convened by the General
Manager and communicating action points to concerned Departments / Offices for
information / action / compliance etc.
e) Review of action points of various meetings at periodical intervals and briefing
the General Manager regarding the status thereof.
f) Maintaining proper record of appointments, meetings to be attended by the
General Manager and placing the background papers before him for his perusal
well in advance.
262
g) Monitoring submission of control returns, list of letters pending for disposal, etc. by
various departments under the administrative control of the GM.
30. Medical Officer
a) To conduct medical examination of new recruits for appointment in the Bank and
submit reports to the appointing authorities.
b) To render medical services to the staff members and prescribe line of treatment /
medicines.
c) To arrange for admission of staff members to hospital whenever warranted.
d) To scrutinise and certify medical reimbursement bills of staff members for
payment.
e) To examine the Executive Health check-up reports of eligible officials and
recommend treatment wherever necessary.
f) To suggest medicines etc. to be procured and stocked in the Bank's dispensary for
dispensing against the prescriptions.
g) To scrutinise the bills of suppliers of medicine and to recommend for payment.
h) To attend emergency calls from staff members at their houses against payment of
usual visiting charges.
i) To oversee the working of the staff attached to the dispensary and the proper up-
keep and maintenance of the dispensary.
31. Astt. General Manager (Lead Bank)
a) Formulation/implementation of District Credit Plan/Annual Action Plan.

b) Liaison with State Government Departments and other functionaries.
c) Convening D.C.C./Standing Committee meetings.
d) Rapport with Branch Managers within the district.
e) Rapport with Zonal Office.
f) Implementation of Service Area Approach.
g) Submission of data regarding progress under various Government sponsored
programmes.
h) Monitoring and disposal of relevant expenditure audit reports.
Annexure 10.4
263
Proforma of AAR Form I
ANNUAL APPRAISAL R EPORT
AS ON..................
Name _________________________________________________________________
Date of birth ________________________Age:_______ Years_____Months____
Provident Fund Index No.----------------------------------------------
Present grade_____________________________________Since_______________
Educational Qualifications ___________________________________________
Position regarding CAIIB/ JAIIB Position : Part I ________ Part II ________

(Date) (Date)
Current Assignment_______________________________ Since_______________
Assignment reported upon (state period)_______________________________
Joined the Bank on ________________________________ as________________
Working under the reporting authority since___________________________
PREVIOUS ASSIGNMENTS
MINIMUM 3 ASSIGNMENTS COVERING MINIMUM PERIOD OF 5 YEARS
Position Grade Br./office From To

-------- ---- ---------- ---- ---
(a) __________________________________________________________________
(b)___________________________________________________________________
(c) __________________________________________________________________
TRAINING PROGRAMMES ATTENDED DURING THE YEAR

(Name of the Programme and the Institute)
1.____________________________________________________________________
2.____________________________________________________________________
3.____________________________________________________________________
Annexure 10.5
Proforma of AAR Form II
264
SELF APPRAISAL
(For the year ended 31st March ...................)
Name of the officer___________________________________________________
Grade/Scale_____________________ Branch/Office_______________________
In case space for writing comments is not sufficient, extra sheet(s) may be
used.
__________________________________________________________________
1. Highlights of my performance during the year (with supporting data).
___________________________________________________________________________
___________________________________________________________________________
___________________________________________________________________________
___________________________________________________________________________
___________________________________________________________________________
___________________________________________________________________________
2. Areas where I feel I have not achieved (with supporting data and reasons).
___________________________________________________________________________
___________________________________________________________________________
___________________________________________________________________________
___________________________________________________________________________
3. Constraints faced
___________________________________________________________________________
___________________________________________________________________________
___________________________________________________________________________
___________________________________________________________________________
4. What according to me would enable me to perform better.
___________________________________________________________________________
___________________________________________________________________________
___________________________________________________________________________
___________________________________________________________________________
5. Special tasks and achievements outside the bank (not covered by the above.)
___________________________________________________________________________
___________________________________________________________________________
___________________________________________________________________________
___________________________________________________________________________
Name : ____________________ Signature :_________________________
Designation : __________________________ Date :__________________
Annexure 10.6
Proforma of AAR Form III
AN N U AL AP PR AISAL REPORT
AS O N _------------------------_____
265
Name of the Officer Grade/Scale
(Applicable in respect of officers having budgetary and operational

responsibility such as Managers of Divisions, Branch Managers. Regional
Managers, Deputy General Managers, General Managers, etc.).
(A) BUSINESS PERFORMANCE Amounts in round lacs (00,000's omitted)
ParticularsAvg. aggregate business level Avg. aggregate business level Growth

for the year earlier to which for the period of the assignmentActual as on the last Friday
this report relates (average reported upon of the year or of the month of
of 12 months based on P assignment
report figures)
(I) (II) (III)
B A BV A B
V A
% Achievement
l. P.B.
Deposits
2. C&I
Deposits
3. Agr.
Deposits
4. SIB
Deposits
Avg.
Aggre-
gate
Deposits
(1 to 4)
6. C&I
Advances
7. SIB
Advances
8. Agr.
Advances
9. Per
Bkg.Adv.
10. Avg.
Aggregate
Advances
(6to9)
BUSINESS INFORMATION ACTUAL AS ON THE LAST FRIDAY

PREVIOUS YEAR YEAR UNDER REVIEW
Budget Actual Budget Actual
Income from Misc. Business (Total of
discount, exch. and commission earned)
266
International Banking
Sales
Purchases
Net Working results (For B.Ms., AGMs
(Region), Dy.GMs. & GMs) Profit/Loss
QUALITY OF LOANS & % TO TOTAL AD VANCES

ADVANCES LAST YEAR PERIOD UNDER REVIEW
a) Standard Assets
b) Sub-std. Assets
c) Doubtful Assets
d) Loss Assets
TOTAL 100 % 1 00%
Recovery performance (%)
Agri. Advances Last year Period under

review
Overall assessm ent of perform ance (Marks to be stated ) :
Excellent Good Above Average Poor
(31 to 40) (21 to 30) (11 to 20) (10 and below)
If the performance data as mentioned above is not in consonance with the overall rating given,
the Reporting Authority should give suitable explanation with reasons for the same.
REPORTING AUTHORITY
Nam e____________
Designation____________
267
B: QUALITATIVE ASPECTS OF PERFORMANCE (AAR III continued)
AREAS OF PERFORMANCE COMMENTS
1. House Keeping
2. Inspection & Audit rating

a) For BMs and
Managers of Division.
Previous :
Present :
b) For RMs/Dy.GMs/GMs :
No. of Branches.
a) Upgraded:
b) Down-graded
c) Maintained:
_______________________________________________________________________________________
3. Customer Service (Including disposal of complaints etc.)
_______________________________________________________________________________________
4. Submission of returns and quality and promptness of correspondence.
_______________________________________________________________________________________
5. Appraisal, supervision and follow-up of credit

_______________________________________________________________________________________
6. Industrial relations
For the purpose of Audit Rating, the period commencing from 2 months after the take-
over and upto 2 months after handing over will be reckoned, in normal circumstances.
However, the Reporting Authority may take into account special circumstances, if any.
Overall Assessment of Performance (Marks to be slated) :

(16 to 20) (11 to 15) (6 to 10) (5 and Below)
STATE BANK OF INDIA REPORTING AUTHORITY

DATE: NAME: _________________
DESIGNATION: __________
Annexure 10.7
Proforma of AAR Form III-A
268
ANNUAL APPRAISAL REPORT AS ON _____
Grade/Scale
Name of the Officer. Branch/Office___
--------------------------------------------------------------------------------------------------------------------------
---------A) KEY RESPONSIBILITY AREAS (KRAs)
Applicable in respect of all officers not covered under AARF III.
KRA Particulars
Comments (based on the Action Plan)
Overall Assessment of Performance (Marks to be stated):

(31 to 40) (21 to 30) (11 to 20) (10 and Below)
STATE BANK OF INDIA

DATE :
REPORTING AUTHORITY
Name: ________ Designation : _____
(B) QUALITATIVE ASPECTS OF PERFORMANCE (AARIII-A continued)

Areas of performance Comments
1. House-keeping
(Maintenance of data, files, records, etc.)
2. Quality of Correspondence
3. Follow up of various actions initiated
Compilation of data and information
5. Support to the controller
6. Any other significant performance. (Give specific comments on the quality

of performance)
Overall assessment of performance (Marks to be stated ) :

(16 to 2 0) (11 to 15) (6 to 10 ) (5 and B e low )
STATE BAN K O F IND IA REPO RTING AU TH O RITY

D ATE : Nam e:
Designation:
269
Annexure 10.8
Proforma of AAR Form IV

(For all JMGS I, MMGS II and III Officers)
ANNUAL APPRAISAL REPORT AS ON ______________ Name of the

Officer___________ Grade / Scale_________
Branch/Office___________________
(A) ATTRIBUTES BASED APPRAISAL COMMENTS
1. Knowledge of work,
procedures, rules and regulations
2. Control and supervision
3. Decision making
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
Overall Assessment of Performance (Marks to be stated) :
(16 to 20) (11 to 15) (6 to 10) (5 and below)
REPORTING AUTHORITY
270
(B) GENERAL COMMENTS (Strength, potential and suitability for promotion). Examples
and data in support of comments are to be furnished wherever

possible.________________________________________________________________________________
_________________________________________________________________________________________
____________________________________________________________________
(16 to 20) (11 to 15) (6 to 10) (5 and below)

DATE: Name
Designation
271
Annexure 10.9
Proforma of AAR FORM IV-A
(For Officers in SMGS IV and above)
ANNUAL APPRAISAL REPORT
(as on __________)
Name of the Officer____________ Grade/Scale________
Branch/Office ________________________________
(A) ATTRIBUTES BASED APPRAISAL COMMENTS
1. Quality of work output
2. Conceptual skills
(Creativity, analytical and
diagnostic ability etc.)
3. Decision making skills
4. Managerial skills
(Planning, organising, team building,
delegating and controlling qualities)
5. Interpersonal skills and leadership qualities
6. Marketing, business development
and appraising skills
7. Sincerity, honesty and integrity
8. Sociability, public relations and
Image building
9. Emotional stability and ability
to manage stress
10. Contribution to Corporate
policies/thinking
272
(16 to 20) (11 to 15) (6 to 10) (5 and below)
REPORTING AUTHORITY
(C) GENERAL COMMENTS (Strength, potential and suitability for promotion).

Examples and data in support of comments are to be furnished wherever
possible._______________________________________________________________________________
________________________________________________________________________________________
________________________________________________________________________________________
_________________
(16 to 20) (11 to 15) (6 to 10) (5 and below)

DATE: Name
Designation
273
Annexure 10.10
Proforma of AAR Form V

Nam e of the Officer — — — — — — — — — —— — — — — — — Grade/Scale ______
Branch/Office ______________________________
Self Appraisal Report received YES / NO

Self Appraisal Report taken cognisance of YES / NO
FORM/RATING REPORTING REVIEWING
AUTHORITY AUTHORITY
FORM I1I/III-A
A. Business Performance /
KRAs (Maximum marks : 40 )
B. Qualitative aspects
(Maximum marks : 20)
FORM IV/IV-A
A. Attributes based appraisal
(Maximum marks : 20)
B. General Comments
(Maximum Marks : 20 )
TOTAL
In case 100 marks are given, 3 concrete data-based examples of outstanding

performance to be quoted.
1.
2.
3.
SIGNATURE REPORTING REVIEWING

AUTHORITY AUTHORITY AUTHORITY
Comments by Reviewing Authority on areas of disagreement with Reporting Authority.
SIGNATURE OF REVIEWING AUTHORITY
274
ANNEXURE 10.11
REPORTING STRUCTURE IN RESPECT OF BRANCH MANAGERS
RETAIL/COMMERCIAL NETWORK BRANCHES/

FOREIGN OFFICES
Branch Report
Manager's
to be compiled by Report to be
incumbency reviewed
by
Domestic
Offices
JMGS I AGM of the Region DGM of the module
MMGS II AGM of the Region DGM of the module
MMGS III AGM of the Region DGM of the module
SMGS IV AGM of the Region DGM of the module
In case the AGM of the Region is a SMGS IV officer GM

officiating as AGM the report will be compiled by
DGM of the module.
SMGS V DGM of the module, if he is a permanent TEGS VI GM)

officer and not SMGS V offg. as DGM
In case DGM of the module is SMGS-V CGM

officer officiating as TEGS-VI, GM
TEGS VI GM CGM
(DGM)
If a SMGS V is officiating in the capacity of DGM CGM of the Circle.
(TEGS VI) - in charge of the Branch, the reports will
be compiled by GM.
Foreign
Offices
SMGS - V CGM (F.O.) DMD (I.B.)
TEGS VI CGM (F.O.) DMD (I.B.)
TEGS VII CGM (F.O.) DMD (I.B.)
TEG DMD (I.B.) Chairman

Spl. Sc. I
275
ANNEXURE 10.12
REPORTING STRUCTURE IN RESPECT OF MANAGERS OF DIVISIONS IN
BRANCHES
Branch Division Report to be compiled by Report to be reviewed
incumbency Incumbency by
Domestic
Offices
MMGS II JMGS I Branch Manager, Branches AGM of the Region
If the Branch Manager is JMGS I DGM of the module

officiating in MMGS II capacity the
report will be written by AGM at the
Controlling Office
MMGS III MMGS II Branch Manager AGM of the Region
If the Branch Manager is MMGS II DGM of the module

officiating in MMGS III capacity the
report will be written by AGM at the
Controlling Office
SMGS IV MMGS III Chief Manager, Branches AGM of the Region
Chief Manager at Branches DGM
If the Branch Manager is MMGS III

officiating in SMGS IV capacity,
the report will be compiled by:
AGM of the Region DGM of the Module
SMGS V SMGS IV AGM in charge of the Branch DGM of the module
If the Branch Manager is SMGS IV

officiating in SMGS V capacity,
the reports will be compiled by:
AGM of the Region DGM of the Module
276
ANNEXURE 10.12 (CONTD.)
DGM SMGS V DGM (TEGS VI) in charge of the GM
(TEGS VI) Branch.
DGM (TEGS VI) in charge of the GM

branch.
If a SMGS V is officiating in the CGM of the Circle

capacity of DGM (TEGS VI) - in charge
of the Branch, the reports will be
compiled by GM
Foreign Offices
TEGS VI SMGS V DGM (TEGS VI) in charge of the office CGM (F.O.)
TEGS VII TEGS VI GM (TEGS VII) in charge of the office CGM (F.O.)
TEG Spl. Sc. I TEGS VII CGM (TEG Spl Sc. I) in charge of the DMD (I.B.)
office.
277
ANNEXURE 10.13
REPORTING STRUCTURE IN RESPECT OF OTHER OFFICERS WORKING AT
BRANCHES
(NON DIVISIONAL ISED)
RETAIL/COMMERCIAL NETWORK BRANCHES
Incumbency of Grade of the Report to be compiled by Report to be Reviewed by
the Branch Reportee Officer
JMGS I JMGS I AGM at the Region DGM of the Module
MMGS II (a) JMGS I (a) Branch Manager (a) AGM of the Region
if he is MMGS II
(b) MMGS II (b) AGM of the Region (b) DGM of the Module
at the Controlling Office
MMGS III (a) JMGS I (a) Branch Manager (a) AGM of the Region
If he is MMGS II or above
(b) MMGS II (b) Branch Manager (b) AGM of the Region

if he is MMGS III or above
(c) MMGS III (c) AGM of the Region (c) DGM of the Module
at the Controlling Office
SMGS IV (a) JMGS I (a) Chief Manager of the (a) AGM of the Region
Branch
(b) MMGS II (b) Chief Manager of the (b) -do-

Branch
(c) MMGS III (c) Chief Manager of the (c) -do-

Branch
(d) SMGS IV (d) AGM of the Region if he (d) DGM of the Module
is a SMGS V Grade Officer.
(e) If the AGM of the Region is (e) GM

a SMGS IV Officer officiating as SMGS V, the
report will be compiled by DGM
of the module
278
ANNEXURE 10.13 (CONTD.)
SMGS V (a) JMGS I (a) Asst. General Manager of the (a) DGM of the Module
Branch
(b) MMGS II (b) Asst. General Manager of the (b) -do-

Branch
(c) MMGS III (c) Asst. General Manager of the (c) -do-
Branch
(d) SMGS IV (d) Asst. General Manager of the (d) DGM of the Module
Branch
(e) SMGS V (e) The report will be written by (e) GM

DGM of the Module
NOTE :
The Annual Confidential Reports will have to be written by an officer at least one
scale
above the Reportee Officer. This principle to be followed in writing of the
Confidential
Reports of all the officers including Divisional Managers at the Branches. The
Reviewing Authority shall be at least one scale above the Reporting Authority.
In the Divisionalised Branches also this principle will be followed so that at no time
an
Annual Confidential Report is written by an officer of the same scale as the
Reportee
Officer.
279
ANNEXURE 10.14
REPORTING STRUCTURE IN RESPECT OF OTHER OFFICERS IN A
DIVISIONALISED BRANCH
Incumbency Incumbency of Grade of Report to be compiled by

Report to be Reviewed
of the Branchthe Division the by
Reportee
Officer
MMGS II JMGS I JMGS I Branch Manager AGM of the Region at

the controlling office.
MMGS III MMGS II JMGS I Divisional Manager if he B.M.

is at least MMGS II officer
and not officiating in the
capacity.
SMGS IV MMGS III JMGS I Manager of the Division Chief Manager at the
Branch
MMGS II -do- -do-
SMGS V SMGS IV JMGS I Chief Manager of Division Asst. General Manager

at the Branch
MMGS II -do- -do-
MMGS III -do- -do-
TEGS VI SMGS V JMGS I Asst. General Manager of Dy. General Manager at

the Division the Branch
MMGS II -do- -do-
MMGS III -do- -do-
SMGS IV -do- -do-
NOTE :
The AARFs will have to be written by an officer at least one scale above the Reportee Officer.
This principle will be followed in writing of the Confidential Reports of all the officers including
Divisional Managers at the Branches. The Reviewing Authority shall be atleast, one scale
above the Reporting Authority.
In the Divisionalised Branches also this principle will be followed so that at no time an AARF is
written by an officer of the same scale as the Reportee Officer.
280
ANNEXURE 10.15
REPORTING STRUCTURE IN RESPECT OF OFFICERS WORKING IN ZONAL
OFFICES
Designation of Reportee Officers

Report to be compiled by Report to be reviewed by
Dy. General Manager GM CGM
All Departmental Heads Dy. General Manager of the module GM

working in the Zonal
Offices upto SMGS V including
AGM in charge of Regions.
Desk Officers working in Zonal Departmental heads DGM of the module

Offices.
i. Desk Officers and i. Departmental Heads like CM i. AGM of the Region

Departmental heads working (Advances), CM (GB)
in Regions upto SMGS IV
ii. SMGS IV ii. AGMs of Regions ii. DGM of the module
Liaison Officer C.M. (OAD) D.G.M.
Law Officer D.G.M. GM
Security Officer DGM of module GM
Medical Officer C.M. (OAD) D.G.M.
NOTE :
The AARFs will be written by an officer at least one scale above the Reportee Officer. The
Reviewing Authority shall be atleast one scale above the Reporting Authority.
281
ANNEXURE 10.16
OFFICERS WORKING AT LOCAL HEAD OFFICES
Designation of ReporteeReport to be compiled by

Report to be reviewed by
Officers
GM Chief General Manager M.D. & G.E. (NBG).
All Departmental Heads Chief General Manager M.D. & G.E. (NBG).
working in the LHO
under Chief General
Manager
All Departmental Heads GM Chief General Manager

working under GM
All Departmental Circle CC & FO Chief General Manager

Heads working under
Circle Credit Officer &
Circle Financial Officer
All Departmental Heads Circle Development Chief General Manager

working under Circle Officer
Development Officer
All Departmental Heads DGM GM

working under DGM
Other officers Departmental Heads The functionaries under whom the

working in various relative department is functioning
Departments at LHO
NOTE :
The AARFs will be written by an officer at least one scale above the Reportee Officer. The
Reviewing Authority will be atleast one scale above the Reporting Authority.
282
ANNEXURE 10.17
REPORTING STRUCTURE IN RESPECT OF OFFICERS WORKING IN
CENTRAL OFFICE AND CENTRAL OFFICE ESTABLISHMENTS
INCLUDING TRAINING COLLEGES/INSTITUTES
Designation of Reportee
Report to be compiled byReport to be reviewed by
Officers
Officers Departmental The authority under whom the

working in Heads Departmental Head is functioning
various
departments at
Central Office
NOTE :
i. The AARFs will be written by an officer at least one scale above the Reportee Officer. The
Reviewing Authority will be atleast one scale above the Reporting Authority.
ii. For officers working in Central Office establishments and the Business Groups the reports
will be compiled by the Departmental Head and will be submitted for review to the
authority under whom the Departmental Head is functioning. The departmental head
does not mean head of a section in a Department.
iii. Chief General Manager will mean Chief General Manager at Circles/Chief General
Manager (CAG). Chief General Manager for Staff College will mean the Principal of
the College. Chief General Manager will mean Chief General Manager (I&A), for
Inspection & Audit Dept., CGM (Credit Audit) for Credit Audit Dept. For Corporat Ce
remaining establishments including departments under the Group
Executives and Staff functionaries at Corporate Centre, SBUs, Foreign Offices &
officers on deputation/to outside organisation Chief General Manager will mean Chief
General Manager of the concerned establishment/Dept./Chief General Manager (HR).
iv. For Corporate Accounts Group the reports of GMs/DGMs working under CGM (CAG)
will be compiled by CGM (CAG) and will be reviewed by M.D. & G.E. (C.B.).
v. Group Executive (GE) means Group Executives of the 4 business groups and includes
SBUs under the business group in which the officer is working.
vi. The reports of P.S. to Chairman and Secretary, Central Board will be written by Chairman
for which review will not be necessary. The reports of P.S. to M.D. & G.E. will be written by
the concerned M.D. and will be reviewed by Chairman.
283
ANNEXURE 10.18
REPORTING STRUCTURE IN RESPECT OF OFFICERS WORKING IN
CORPORATE
ACCOUNTS GROUP, PROJECT FINANCE (SBU), LEASING (SBU)
Designation of Reportee Officers Report to be compiled by
Report to be reviewed by
CAG (Central) Mumbai
CGM (CAG) MD & GE (CB) Chairman
Relationship Manager, CAG CGM MD & GE (CB)

(Central)
(TEGS VI/SMGS V) and other
officers working under CGM
Other officers working in Relationship Mgrs. (SMGS CGM - CAG (Central)

the Accounts Mgt. Team/Mgrs. V)
in CAG Central (SMGS IV &
below)
CAG Kolkata/Ahmedabad/Chennai/
Mumbai
DGM CGM (CAG Central) MD & GE (CB)
AGM & COO DGM CGM, CAG - Central
Div. Heads working under AGM & AGM & COO DGM
COO (Scale IV & below)
Officers working under Div. Head Div. Head AGM & COO
(Scale IV & below)
Relationship Manager DGM CGM (CAG – Central)
CAG Delhi
GM (CAG) CGM (CAG Central) MD & GE (CB)
Relationship Mgrs./Chief Operating GM CGM

Officer SMGS V at CAG Delhi
Officers working under Relationship Relationship Mgrs./ i. GM

Mgrs./Chief Operating Officers Chief Operating Officers ii. CGM
(SMGS IV and below)
Project Finance/Leasing (SBU)
GM (Project Finance & Leasing) MD & GE (CB) Chairman
284
DGM (Leasing) GM (Project Finance & MD & GE (CB)
Leasing)
Other officers in Leasing SBU DGM (Leasing) GM (Project Finance &

below DGM (Leasing) Leasing)
285
ANNEXURE 10.19
REPORTING STRUCTURE IN RESPECT OF GENERAL MANAGERS
Place of posting of General Report to be compiled by Report to be reviewed

Managers by
Posted at Central Office The Group Executive Chairman
CGM if the GM is working under D.M.D.

him.
Group Executive
DMD if the GM is working under Chairman

him.
M.D. if the GM is working under Chairman
him.
286
ANNEXURE 10.20
REPORTING STRUCTURE IN RESPECT OF CHIEF GENERAL MANAGERS
Managing Director and Group Executive in respect of CGM Chairman

reporting to him.
Dy. Managing Directors and Group Executives in respect of Chairman

CGM reporting to him.
287
ANNEXURE 10.21
REPORTING STRUCTURE IN RESPECT OF DY. MANAGING DIRECTORS
& GROUP EXECUTIVES AND CHIEF VIGILANCE OFFICER
Chairman No Review
288
CHAPTER 11
SALARY
11.1 GRADES AND SCALES OF PAY
(C.C/CDO/P&HRD/IR/17 dt. 07.07.2005/LHO HR/55 dt. 13.07.2005)
(a) Scales of Pay (w.e.f. 01/11/2002)
Scale I = Rs.10000 – 470/6 - 12820 – 500/3 – 14320 – 560/7 – 18240
Scale II = Rs.13820 – 500/1 – 14320 – 560/10 – 19920
Scale III = Rs.18240 – 560/5 – 21040 – 620/2 – 22280
Scale IV = Rs.20480 – 560/1 – 21040 – 620/5 – 24140
Scale V = Rs.24140 – 620/4 – 26620
Scale VI = Rs.26620 - 680/4 – 29340
Scale VII = Rs.29340 – 680/2 – 30700 – 900/1 – 31600 – 1000/1 – 32600
TEGSS I= Rs. 32600-1000/3-35600
TEGSS II= Rs. 35600-1100/3-38900
(b) The Probationary Officers (POs) and Trainee Officers (TOs) who were appointed as such
before 01.11.2002 (and were still on probation on that day) may be given stage-to-stage
provisional fitment as on the said date in the revised pay scale for JMGS I. Similarly, POs
and TOs who were appointed as such on or after 01.11.2002 may be provisionally fitted
on the date of their appointment 4 stages above the starting basic pay in the revised
JMGS I. In other words, such officers may be fitted at a basic pay of Rs.11,880/-
(corresponding to Rs.8,460/- in the old scale.
(c) Nothing in sub-rule (1) shall be construed as requiring the Bank to have at all times
officers serving in all these grades.
(d) Subject to the provision of sub-rule (2) and unless otherwise directed by the Executive
Committee, the pay of an officer on his appointment to a grade or scale shall be the pay
of that grade or scale.
Provided that the officer shall enter that grade or scale either at the minimum or at a
stage in accordance with any fitment formula laid down by the Executive Committee.
11.1.1 Effective Date of the Salary Agreement dated 01.11.2002
The date of effect of the salary agreement dated 01.11.2002 between the Indian Bank’s
Association and the Officer’s Organizations for the benefit under various provisions given
in this Chapter shall be the dates specified hereunder:
289
w.e.f
(i) Scales of Pay and Dearness Allowance 01.11.2002
(II) House Rent Allowance, CCA, Provident Fund, 01.11.2002

PQP, Hill and Fuel Allowance, Special Area Allowance,
Compensation on transfer, Project Area Allowance,
Split Duty Allowance, Recovery of House/Furniture
Rent wherever applicable
(iii) Fixed Personal Pay, 01.11.2004
(iv) Mid-academic year transfer Allowance 01.01.2004
(iv) Compensation of transfer 01.05.2005
(iv) Deputation Allowance, Halting Allowance 01.06.2005
11.2 INCREMENTS
OSR:5(1)
(i) The increments shall be granted subject to the following :-
(a) The increment specified in the various scales of pay set out in rule 4 (1) of OSR shall
accrue on an annual basis but subject to the sanction of the competent authority and
shall be effective on the first day of the month in which it falls due.
(b) Officers in Scale I and Scale II, one year after reaching the maximum in their respective
scales, shall be granted further increments including stagnation increment(s) in the
next higher scale only as specified in (c) below.
(c) Officers including those referred to in (b) above who reach the maximum of the Middle
Management Grade Scales II and III shall draw stagnation increment(s) for every
three completed years of service after reaching the last stage of the Scale II or Scale
III as the case may be subject to a maximum of two such increments of Rs.560/- each
for officers in the last stage of Scale II and one such increment of Rs.620/- for
officers in the last stage of Scale III.
Note : Grant of such increment in the next higher scale shall not amount to promotion.
Officers even after receipt of such increments shall continue to get privileges,
perquisites, duties, responsibilities or posts of their substantive Scale I or Scale II as
the case may be.
11.2.1 Increment/Professional Qualification Pay on passing CAIIB/JAIIB
An additional increment shall be granted in the scale of pay for passing each part of
CAIIB/JAIIB examination.
Provided that officers who reach or have reached the maximum in the pay scale and
are unable to move further except by way of promotion shall, subject to the terms and
conditions laid down by the Executive Committee, be granted Professional Qualification
Pay in lieu of additional increments in consideration of passing CAIIB/JAIIB
examination at the rates prescribed below.
290
Officers who have already reached the maximum in the pay scale or hereafter reach the
maximum in the pay scale shall be eligible for Professional Qualification Pay as under
(with effect from 1.11.2002) :-
i) Those who have passed only Part I CAIIB/JAIIB, Rs.300/-per month after
one year on reaching top of the scale.
ii) Those who have passed both parts of CAIIB/JAIIB
a) Rs.300/- p.m after one year on reaching top of the scale.
b) Rs.750/- p.m after two years on reaching top of the scale.
Note:
(i) Revised Professional Qualification Pay shall rank for Dearness

Allowance, House Rent Allowance and Superannuation benefits.
(II) 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 installments of PQP shall be with reference to the date of release of
first installment of PQP.
(ii) Provided further that in a case where an officer, as on the date of this Joint Note,
has already acquired any of the above said qualifications and has not earned any
increment of PQP on account of acquiring such qualification/s, he may be, with
effect from 1st November 2002 or the date of acquiring such qualification/s,
whichever is later, released PQP as provided herein above.
(iv) If an officer who is in receipt of Professional Qualification Pay is promoted to

next higher scale, he shall be granted, on fitment into such higher scale,
additional increment(s) for passing CAIIB to the extent increments are
available in the scale and if no increment is available in the scale, the officer
shall be eligible for Professional Qualification Pay in lieu of
increment(s).
(v) Details regarding the grant of CAIIB and stagnation increments and
Professional Qualification allowance available to officers prior to 01.11.87
are given in Schedule IV of OSR.
11.2.2 Increments for passing CAIIB examination for Probationary/Trainee Officers
(i) If a Probationary Officer has passed Part I or both parts of the Associate Examination
before his appointment as such in the Bank, either as a Clerk in the Bank or as an
Officer / Clerk in another bank, he may be granted one or two additional
increment(s), as the case may be, from the date of his appointment as such.
(ii) Trainee Officers may also be granted additional increment(s) for the Associate
Examination (already passed while in clerical cadre) on the date of appointment /
promotion as such, provided they are fitted in the starting stage (for POs/TOs) of pay
viz. Rs. 11880/-. In other words, if on account of his higher basic pay in clerical cadre,
(which would be inclusive of additional increment(s) for passing the Associate
Examination), a Trainee Officer is fitted in the officers' scale at a stage higher than the
starting stage (viz. Rs. 11880/-.) it would reflect increment(s) / benefit in respect of the
291
said qualification : in such cases, the benefit of additional increment(s) in the officers'
scale will not be applicable / necessary.
11.2.3 Release of Annual Increments
i. In terms of Rule 5(1)(a) of the SBI Officers Service Rules, the increments specified in
the various scales of pay shall accrue on annual basis, but would be subject to
sanction of the competent authority. The competent authority as approved for the
purpose of release of annual increment is as under:
(PER/84 of 1988 and PER/24 of 1996-97)

Competent Authority
a) Officers posted at a branch, The head of the branch,

department or an office. department or the office
concerned.
b) In case of the head of the The next higher authority.

office, department or branch.
ii. In case any disciplinary proceedings are pending against the officer concerned, the
increment shall not be released without the approval of the disciplinary authority.
Corporate centre have examined the matter as to whether clearance would be required
in each case for the release of annual increment. The competent authority as given
above for the release of annual increment to officers would be aware of the pendency
of any disciplinary proceedings against them. He would consequently be able to
sanction the annual increment accordingly or refer to the disciplinary authority for
sanction as the case may be. However, in case of doubt, the competent authority must
seek DPD/Vigilance clearance as required.
iii. When officials are transferred from one branch/office to another, the transferring
branch/office should while forwarding the service sheet, etc. indicate to the office to
which the official is being transferred whether any disciplinary proceedings have
been initiated against the officer.
11.2.4 EFFECT OF PUNISHMENT ON DATE OF INCREMENT
Query: What will be the date of increment when penalty of reduction to a lower stage in the time
scale is imposed by the competent authority on any date other than the first date of the
month and in terms of the order a direction is given that the date of increment will
be shifted to anniversary date of the date on which the punishment order is served?
Reply: In such cases there are two aspects which have to be kept in mind: one, the date of next
increment and second, the effect of rigour for the purpose of promotion. When the
penalty of reduction to a lower stage in the time scale is imposed and the relative order
spells out that the date of increment will be shifted as stated in para (i) above, the next
increment will be payable from the first day of the anniversary month in which the
punishment order is served. This is so because annual increment is effective from the
first day of the month in accordance with the provision in Rule 5(1)(a) of OSR. Thus, the
date of increment will be first day of the month concerned. However, the rigour period
of punishment for the purpose of promotion would be linked to the anniversary date of
imposition of punishment and eligibility for promotion in such cases will be governed
by extant instructions on debarment policy.
If the competent authority's order does not give any direction on shifting of the date of
increment, the official's date of increment prior to imposition of punishment will
292
remain undisturbed. However, rigour period for the purpose of promotion will be
governed by the extant debarment policy.
11.2.5 PROFESSIONAL QUALIFICATION PAY/STAGNATION INCREMENT: SANCTION

UNDER DIFFERENT CIRCUMSTANCES: (PA/CIR/179 03.09.1987)
Professional Qualification Pay already sanctioned to an officer on account of passing of

CAIIB examination 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 Professional
Qualification Pay at all. Further, reduction of pay does not automatically mean
withdrawal of Professional Qualification Pay.
(i) In case an officer is imposed a penalty of withholding of increments or reduction of

pay before reaching the maximum or thereafter, but before Professional Qualification
Pay becomes due, the question of sanction of the pay would arise only after he
reaches maximum and completes the required years of stay at the maximum prior to
or after the imposition of penalty taken together.
(ii) The Stagnation Increments are treated as increments for all purposes. These also
rank for superannuation benefits. Therefore, the Stagnation Increments earned by
an 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 therefore 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
Increment for a particular period, the Stagnation Increment will be sanctioned on
completion of three year 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 three years’ period will be reckoned afresh. The dates on
which the Stagnation Increments are to be sanctioned and/or become due will be
determined by excluding the period for which the officer was not on the maximum in
calculating the three year period. Same principle will apply while sanctioning second
stagnation increment.
11.2.6 Procedure to be followed in case of malpractices during the examination

(CO/PER/54 dated 20.04.1989)
1. The Indian Institute of Bankers have advised that in case of a complaint of adoption of
malpractices at the Institute's Examination is received, the results of all candidates will
be declared in the normal course, except the results of those candidates against
whom specific complaints of adoption of malpractices is received. In case where a
candidate has adopted malpractices, the declaration of result should be considered to
be only provisional subject to be cancelled in the event of adoption of malpractices
being established. The result advice should not be considered to be a certificate of
completion of any of the Institute's examination/s. Candidates would be considered to
have completed any examination of the Institute only if separate completion
memorandum for having completed the said examination is issued by the Institute.
2. The Institute have also advised that the above decision has been made effective from
the date of declaration of results of associate examination held in November 1988. In
the light of the above decision, candidates will be permitted to appear at the
subsequent examinations of the Institute during the period of investigation into the
complaint of adoption of malpractices en masse at the Institute's examinations.
293
3. In the context of the above decision of the Institute, it has been decided to adopt the
following procedure in respect of granting financial incentives / benefits to the
employees for passing any part of the examination :
(i) No increment / cash incentive / weightage for promotion etc. should be given to the
employees on their producing the Result Advice in support of their having completed
the Institute's examination.
(ii) Increment / cash incentive / weightage for promotion, etc. should be given to the
employees only on production of completion memorandum issued by the Institute.
(iii) The above procedure would be followed with effect from the date of declaration of
results of the Associate Examination held in November 1988.
11.2.7 STAGNATION INCREMENTS/MOVEMENT PER/82 DT. 22.07.89

PER/29 DT. 20.03.91
Stagnation movement from pay scales of JMGS I to MMGS II and MMGS II

to MMGS III
Officers in JMGS I, who have reached the maximum of the scale of pay in JMGS I,
shall draw the subsequent increments of MMG Scale II till they reach the maximum of
MMG Scale II and officers in MMGS II, who have reached the maximum of the scale of
pay in MMGS II, shall draw the subsequent increments of MMG Scale III till they
reach the maximum of MMG Scale III.
Stagnation movement means the movement in scale of pay of officers who are in JMGS I
to pay scale of MMGS II and officers who are in MMGS II, from pay scale of MMGS II to
pay scale of MMGS III, as mentioned in Section 11.2.(i)(b) . Stagnation increment means
the increment(s) released to an officer three years after he reaches the maximum of his
scale of pay as mentioned in Section 11.2(i)(c).
11.2.7.1 Stagnation Increment for Officers in JMGS I and MMGS II

PER/31 dated 31.03.1996
PER/134 dated 08.12.7989
A provision was made for grant of stagnation increments for every five completed years
of service after reaching the maximum in the scale of pay, subject to a maximum of two
increments for officers in JMGS I and one increment for officers in MMGS II and III. The
first stagnation increment was given to eligible officers on or after 1 st January 1985 and
the second one was given to officers on or after 1 st January 1987. Stagnation increments
are now payable after completing three years of service after reaching the maximum of
scale in terms of Rule 5(1) of OSR (refer Section 11.2 (i) © and Circular No. PER:134
dated 08.12.1989 w.e.f 1st November 1987.
PER/69 dt. 15.11.2006
Officers who reach the maximum of the Middle Management Grade Scales II and III shall
draw stagnation increment (s) for every three completed years of service after reaching
the last stage of the Scale II or Scale III, as the case may be, subject to a maximum of
two such increments of Rs. 560/- each for officers in the last stage of Scale II i.e Rs.
21660/- and one such increment of Rs. 620/- for officers in the last stage of Scale III i.e
Rs. 22900/-. To amplify, officers in JMGS I who draw salary in MMGS II and thus
reaching the maximum of MMGS II will be eligible for stagnation increments meant for
294
that scale. Similarly, officers in MMGS II, who draw salary of MMGS III and thereby
reach the maximum of MMGS III, will be eligible for stagnation increment meant for that
scale except the second stagnation increment referred to in Section 11.2.7.2. Also,
officers in MMGS on reaching the maximum of the scale shall be eligible for the
stagnation increment after the prescribed period and also the second stagnation
increment referred to in Section 11.2.7.2.
Note:
i) Grant of such increments in the next higher scale shall not amount to
promotion. Officers even after receipt of such increment shall continue to
get privileges, perquisites, duties and responsibilities of posts of their
substantive scale or scale II, as the case may be and will continue to be
designated as such.
ii) Officers in JMGS I, who after reaching the maximum thereof, are allowed
to draw salary of MMGS II, will not be eligible to draw salary of MMGS III
on drawing maximum salary of MMGS II and stagnation increments for
the scale, unless they are promoted to MMGS II.
iii) Similarly MMGS II officers, who after reaching the maximum of the scale
are allowed to draw salary of MMGS III, will not be eligible to salary of
scale higher than MMGS III on reaching maximum of MMGS III and
stagnation increment for that scale as there is no provision for officers in
MMGS III to draw salary higher scales on reaching maximum thereof of
unless they are promoted.
For sanction of stagnation increment under different circumstances such as punishment

of reduction in pay/withholding of increments, pendency/initiation of disciplinary
proceedings, refusal of promotion and in case of officers under suspension, please refer
section 11.2.5.
11.2.7.2 Second Stagnation Increment in Scale III
A second stagnation increment after three years of receiving the first stagnation
increment but not before 01.11.1994 shall be given to only such officers who are in
substantive scale III i.e. those who are promoted or recruited in Scale III.
11.2.7.3 Stagnation Increment/Movement in case of Officers who have Refused Promotion/

have been debarred from Promotion
It will be in order to grant stagnation movement/stagnation increment/PQP to officers in

the following situations:
(a) Where an officer has refused promotion either for the time being or permanently.
(b) Where an officer has been debarred from further promotion. Refer Section 11.7.4
also.
11.2.7.4 Stagnation Increment/Movement in case of Officers who have Sought

Reversion
Officers who have sought reversion should not be allowed to earn stagnation movement
increment.
C.O. PA/CIR/68 dt. 07.8.1992
and PA/CIR/51 dt. 26.6.1993
295
11.2.8 Release of Increments for the Period Under suspension upon Reinstatement
(i) In terms of the provisions of Sastry and Desai Awards, if upon conclusion of the
enquiry it is decided to take no action against the suspended employee, then he
shall be deemed to be on duty and shall be entitled to full wages, allowances and
all other privileges for the period of suspension. If some punishment other than
dismissal is inflicted, the whole or part of the period of suspension may, at the
discretion of the Management, be treated as on duty with right to a corresponding
portion of wages, allowances, etc.
(ii) It was contended that the non-release of notional increments for the period of
suspension tantamount to double punishment. Further, the disciplinary authority
imposes punishment depending upon the gravity of the issue, etc., and the
question of increment(s) withheld, so to say, during the period of suspension is
never borne into by the disciplinary authority.
(iii) The Personnel Committee of the Indian Bank’s Association looked into the matter
and decided as under:-
“The Disciplinary Authority should invariably specify while passing orders

regarding the punishment, as to whether the increment(s) 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.
(iv) Regarding whether past cases are required to be reopened and fixation of pay
done accordingly on the basis of the above decision, the Personnel Committee of
the IBA has decided as follows:
(v) “Penalties awarded on or after 13.06.1992(date of issue of Indian Bank’s

Association circular to member banks conveying the above decision) should be
interpreted in terms of clarifications given by the personnel Committee.
Decisions taken on past cases (penalties awarded prior to 13th June, 1992) as
per the prevalent practice in the respective banks should not be reopened, for
practical considerations.”
(vi) The question of applicability of the above decisions of the IBA to Supervising
Staff also was raised. In their reply vide Letter No. ADM:SPL: 2551 dated August
27,1993, Central Office advised that since the decision mentioned in para (iii)
above is based on the principal of natural justice and is meant to clear the
ambiguity on the relevant issue, it would be equally applicable to officers also..
11.3 FITMENT OF SALARY
OSR:11
(i) Absorption Against Future Increments and Increases: For the purpose of absorbing
the allowances mentioned in rules 9 and 10 of OSR, the amount equivalent to 33-1/3%
referred to therein shall be applied firstly for absorbing the adjustment allowance, if so
necessary, and then the personal allowance.
OSR:12
(ii) Option
296
Notwithstanding anything contained in these rules, an officer in the service of the Bank
prior to 01.10.1979, who has opted for continuing in the old scale of pay shall continue
to be governed by such option in accordance with the guidelines issued by the
Executive Committee from time to time.
(ii) OSR:13(1)
Appeal against fitment
(a) Any officer aggrieved by a fitment accorded to him in the new scales of pay, may prefer
an appeal to the Committee constituted by the Chairman for this purpose.
OSR:13(2)
(b) Such appeal shall be preferred within 30 days of the receipt of the communication of the
fitment accorded to him.
(c) The Committee may, after giving an opportunity to the officer concerned to make his
representation in the matter, make an order and the decision in such order shall be final.
Provided that the Executive Committee may, of its own motion, review and such decision
and where it reviews any such decision, it shall given an opportunity to the officer
concerned to make his representation in the matter.
HR/55 dated: 13.07.2005
The Executive Committee of the Central Board in their meeting held on the 7th July 2005 resolved
to implement the provisions of salary package w.e.f 01.11.2002. The salient features of this
revision are as under:
(iii) In case of an officer promoted to next higher grade/scale any time after 01.11.2002,
he may be first fitted provisionally in the new scale of pay on stage-to-stage basis as
on 01.11.2002 and, thereafter, he will be fitted in the new scale on the date of
promotion. In case of a clerical employee promoted to JMGS I on or after 01.11.2002,
he will be given provisional fitment in the new scale on stage-to-stage basis as per
Section 11.7. In this connection, the new fitment formula (on promotion from clerical
to JMGS I) has not yet been finalised by the IBA.
(iv) As on 01.11.2002, personal allowance/adjusting allowance, if any, is payable to the

officers, it shall not be reduced on account of initial fitment in the new scales. Such
adjustment, however, shall be made on account of any increment or Professional
Qualification Allowance on or after 01.11.2002.
(iv) As regards payment of arrears in respect of officers who ceased to be in service of the
Bank on or after 01.11.2002, they may be paid arrears of salary revision on adhoc
basis, pending amendment of SBI Officers' Service Rules.
(v) Officers in service who had encashed Privilege Leave between 01.11.2002 and
30.06.2005 may be paid arrears on eligible components for the relevant period.
(vi) Officers who were placed under suspension prior to date of salary revision (i.e.
01.11.2002) should not be given the benefit of allowance. In other words, the officer
placed under suspension prior to 01.11.2002 shall continue to draw subsistence
allowance on the pre-revised salary only. However, where an officer was placed
under suspension on or after 01.11.2002, his provisional fitment in the revised scale
may be done as on 01.11.2002. Consequently, the subsistence allowance payable to
him may also be recalculated on the basis thereof and resultant arrears of salary and
subsistence allowance, if any, should be paid to him.
297
(vi) Medical Officers and officers on contractual service in the Bank are governed by
separate/special salary scales. As such, the above guidelines will not be applicable in
their case
(vii) Officers who are on deputation to other organisations within the country but are
drawing salary and allowances from the Bank, are also eligible for the provisions as
mentioned above. Where the salary and allowances are being paid by the
organisation where they have been deputed to, the revised salary and allowances
payable to them may be suitably advised to the organization concerned.
(viii) The Probationary Officers (POs) and Trainee Officers (TOs) who were appointed as
such before 01.11.2002 (and were still on probation on that day) may be given stage-
to-stage provisional fitment as on the said date in the revised pay scale for JMGS I.
Similarly, POs and TOs who were appointed as such on or after 01.11.2002 may be
provisionally fitted on the date of their appointment 4 stages above the starting basic
pay in the revised JMGS I. In other words, such officers may be fitted at a basic pay
of Rs.11,880/- (corresponding to Rs.8,460/- in the old scale).
11.3.1 SALARY REVISION FOR OFFICERS FROM JMGS I TO SMGS IV

COMBINED FITMENT CHART AS ON 01.11.2002
SCALE I SCALE II SCALE III SCALE IV

STA- OLD REVISED OLD REVISED OLD REVISED OLD REVISED
GES BASIC BASIC BASIC BASIC BASIC BASIC BASIC BASIC
PAY PAY PAY PAY PAY PAY PAY PAY
1 7100 10000 9820 13820 12540 18240 13900 20480
2 7440 10470 10160 14320 12880 18800 14240 21040
3 7780 10940 10500 14880 13220 19360 14620 21660
4 8120 11410 10840 15440 13560 19920 15000 22280
5 8460 11880 11180 16000 13900 20480 15380 22900
6 8800 12350 11520 16560 14240 21040 15760 23520
7 9140 12820 11860 17120 14620 21660 16140 24140
8 9480 13320 12200 17680 15000 22280
9 9820 13820 12540 18240 15380+1 22900
10 10160 14320 12880 18800 15760+2 23520
11 10500 14880 13220 19360
12 10840 15440 13560 19920
13 11180 16000 13900 20480
14 11520 16560 14240 21040
15 11860 17120 14620 21660
16 12200 17680 15000 22280
17 12540 18240 15380 +1 22900
18 12880 18800
19 13220 19360
20 13560 19920
+1 13900 20480
+2 14240 21040
+ indicates Stagnation increment.
298
SCALES V TO VII AS ON 01.11.2002
Stages Scale V Scale VI Scale VII

Old Scale Revised Old Scale Revised Old Scale Revised
Scale Scale Scale
1 16140 24140 17660 26620 19340 29340
2 16520 24760 18080 27300 19760 30020
3 16900 25380 18500 27980 20180 30700
4 17280 26000 18920 28660 20700 31600
5 17660 26620 19340 29340 21300 32600
11.3.1.2 FITMENT OF OFFICERS IN TOP EXECUTIVE GRADE SPECIAL SCALE I & II

AS ON 01.11.2002
In the revised scales of pay w.e.f 01.11.2002, provision of three increments has been made.
There was provision of only one increment in the earlier scales. Accordingly, fitment of officers
in the new Scale w.e.f 01.11.2002 will be done as under:
(CDO/P&HRD-PM/27 dt. 22.07.2005)
11.3.1.3 CHART SHOWING THE FITMENT OF PAY SCALES IN RESPECT OF OFFICERS

IN TEGSS I & II WITHOUT CAIIB QUALIFICATION AS ON 01.11.2002
Stages PERIOD AFTER PERIOD AFTER

PROMOTION PROMOTION
TO TEGSS I TEGSS
TO TEGSS
I II
PRE- REVISED PRE- REVISED BASIC
REVISED BASIC REVISED PAY
BASIC PAY PAY BASIC PAY
1 Officers without CAIIB and have not 21900 32600 23100 35600
completed one year in the existing
scale as on 01.11.2002
2 Officers without CAIIB who have 22500 33600 23700 36700
completed one year in the existing
3 Officers without CAIIB who have 22500 34600 23700 37800
completed 2 years in the existing
4 Officers without CAIIB and have 22500 35600 23700 38900
completed 3 years in the existing
299
IN TEGSS I & II WHO HAVE PASSED CAIIB PART I EXAMINATION
AS ON 01.11.2002
PERIOD AFTER PERIOD AFTER

PROMOTION PROMOTION
TO TEGSS I TO TEGSS II
PRE- REVISED PRE- REVISED
REVISED BASIC REVISED BASIC
BASIC PAY PAY BASIC PAY PAY
1 Officers with Part I of CAIIB and 22500 33600 23700 36700
have not completed one year in the
existing scale as on 01.11.2002
2 Officers with Part I who have 22500 34600 23700 37800
completed one year in the existing + 150 (PQP) + 150 (PQP)
completed 2 years in the + 150 (PQP + 150 (PQP
completed 3 years in the scale + 150 (PQP + 300 (PQP) + 150 (PQP + 300 (PQP)
( officer will draw Rs. 300 as PQP)
as on 01.11.2002

IN TEGSS I & II WHO HAVE PASSED BOTH PARTS OF CAIIB EXAMINATION
AS ON 01.11.2002
PERIOD AFTER PERIOD AFTER

PROMOTION PROMOTION
TO TEGSS I TO TEGSS II
PRE- REVISED PRE- REVISED
REVISED BASIC REVISED BASIC
BASIC PAY PAY BASIC PAY PAY
1 Officers with both parts of CAIIB who 22500 34600 23700 37800
have not completed one year in the + 150 (PQP) + 150 (PQP)
existing Scale as on 01.11.2002
2 Officers with both Parts of CAIIB 22500 35600 23700 38900
who have Completed one year in the existing
+ 360 (PQP) + 360 (PQP)
3 Officers with both Parts if CAIIB who 22500 35600 23700 38900
have Completed 2 years in the + 360 (PQP) + 300 (PQP) + 360 (PQP) + 300 (PQP)
4 Officers with both Parts of CAIIB who 22500 35600 23700 38900
have Completed 3 years in the scale + 360 (PQP) + 750 (PQP) + 360 (PQP) + 750 (PQP)
as on 01.11.2002
Anniversary date of increment where due shall remain unchanged.
300
In case of officers promoted to TEGSS I/TEGSS II on or after 01.11.2002, he/she will be first fitted
Provisionally in the erstwhile Grade/Scale of TEGS VII/TEGSS I and thereafter he/she will be fitted
In the new scale of TEGSS I/II on the date of promotion as per existing fitment formula on promotion
to higher grades.
11.4 Fitment on salary revision with effect from 1.04.1998
SALARY REVISION FOR OFFICERS FROM JMGS I TO SMGS IV
Combined Fitment Chart for Officers as on 1.04.1998

---------------------------------------------------
Stages Scale I Scale II Scale III Scale IV

------------------- ------------------- ------------------ --------------
Old Revised Old Revised Old Revised Old Revised
Basic Pay Basic Pay Basic Pay Basic Pay Basic Pay Basic Pay Basic Basic
Pay Pay
-- --------- --------- --------- --------- --------- --------- --------- -------------------------------------
1. 4250 7100 6210 9820 8050 12540 8970 13900
2. 4480 7440 6440 10160 8280 12880 9200 14240
3. 4710 7780 6670 10500 8510 13220 9450 14620
4. 4940 8120 6900 10840 8740 13560 9700 15000
5. 5290 8460 7130 11180 8970 13900 9950 15380
6. 5520 8800 7360 11520 9200 14240 10200 15760
7. 5750 9140 7590 11860 9450 14620 10450 16140
8. 5980 9480 7820 12200 9700 15000
9. 6210 9820 8050 12540 9950* 15380
10. 6440 10160 8280 12880 10200** 15760
11. 6670 10500 8510 13220
12. 6900 10840 8740 13560
13. 7130 11180 8970 13900
14. 7360 11520 9200 14240
15. 7590 11860 9450 14620
16. 7820 12200 9700 15000
17. 8050 12540 9950 15380
18. 8280 12880
19. 8510 13220
20. 8740 13560
1* 8970 13900
2* 9200 14240
Note : 1. Officers in Scale III will be eligible for second

stagnation increment three years after receiving the first
stagnation increment.
2. Fitment shall be on stage to stage basis i.e. on

corresponding stages from 1st stage onwards and increments
shall fall on the anniversary date as usual.
* Stagnation Increment.
** Stagnation Increment for only those substantively in

MMGS III.
301
11.4.1 CHART SHOWING THE FITMENT OF PAY SCALES IN RESPECT OF
OFFICERS IN SCALES V TO VII
Stages Scale V Scale VI Scale VII
--------------------------------------------------------------------------------------------------------------
Old Scale Revised Old Scale Revised Old Scale Revised
Scale Scale Scale
--------------------------------------------------------------------------------------------------------------
1. 10450 16140 11450 17660 12650 19340
2. 10700 16520 11750 18080 12950 19760
3. 10950 16900 12050 18500 13250 20180
4. 11200 17280 12350 18920 13600 20700
5. 11450 17660 12650 19340 14000 21300
TEGSS I & TEGSS II:
Old Scale New Scale
TEGSS I: Rs.14,400/- (fixed) Rs.21900-600-22500

TEGSS II: Rs.14,800/- (fixed) Rs.23100-600-23700
Provision of one increment has been made in the new scales. Accordingly, fitment of the
officers in the Scales as on 1.4.1998 will be done as under:
TEGSS I TEGSS II
Officers without CAIIB and have not Rs 21,900/- Rs 23,100/-

completed one year in the existing Scale
(Officers will draw increment of Rs 600/-
from the anniversary date of promotion)
Officers without CAIIB and have Rs 22,500/- Rs 23,700/-

completed one year in the existing Scale
Officers with part I of CAIIB and have not Rs 22,500/- Rs 23,700/-

completed one year in the existing scale
(Officers will draw Rs 120/-* as PQA from the
anniversary date of promotion)
Officers with part I and has completed one Rs 22,500/- Rs 23,700/- + Rs 120/-
year in the scale + Rs 120/- PQA * PQA *
Officers with Both Parts of CAIIB and have Rs 22,500/- Rs 23,700/- + Rs 120/-
not completed one year in the existing Scale + Rs 120/- PQA PQA
(Officers will draw Rs 300/-** as PQA from the
anniversary date of promotion)
Officers with Both Parts of CAIIB and have Rs 22,500/- Rs 23,700/- + Rs 300/-
completed one year in the scale + Rs 300/- PQA ** PQA **
* will be revised to Rs 130/- w.e.f. 1.11.1999

** will be revised to Rs 340/- w.e.f. 1.11.1999
302
11.5 PROCEDURE FOR FITMENT OF PAY OF OFFICERS ON PROMOTION FROM ONE
SCALE TO ANOTHER
HR/69 dt. 15.11.06
1. At the time of fitment of an officer on promotion to the higher scale of 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
300/- 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 300/- 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 750/- 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.
3. Thereafter, one increment shall be notionally added in the old scale i.e., the scale from
which the officer is being promoted and his pay shall be fixed at the appropriate stage in the
higher 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 pre-promoted scale. The fixation so arrived will be the Basic Pay in
the promoted scale as on the date of promotion.
4. 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 in
lieu of such remaining increment(s), if any.
5. 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 (pre-promoted)
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
303
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.
6. 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.
The fixation of pay on promotion in respect of non-CAIIB officers promoted from one scale to
another on or after 1.11.2002 shall be done by referring to Fitment Tables.
7. It shall be noted that in terms of SBIOSR 1992 the Fixed Personal Pay (FPP) together
with House Rent Allowance (HRA) which he was drawing shall remain frozen for the entire period
of service. Accordingly, in respect of the officers promoted on or after 1.11.2002 with Fixed
Personal Pay (FPP), the amount of FPP which they were drawing prior to the date of promotion
shall be continued to be paid (without any change in the quantum) even upon fixation of pay in
the promoted scale as above.
11.5.1 Granting of Advance Computer Increment/FPP
CDO/IR/3087 dt. 14.08.1996
Such officers who were promoted to Scale I, II & III on or after 01.11.1993 and fitted at first stage
of pay scale on promotion would be eligible for grant of an increment w.e.f 01.11.1993 or date of
promotion whichever is later provided they were in the service on 01.11.993.
CDO/P&HRD-PM/52 dt. 16.12.2006
With the introduction of fast track channel in the promotion policy, officers in Scale IV and above
are being fitted at the minimum of the next scale on promotion and, therefore, the dispensation
given to officers Scale I to III as mentioned above may be extended to officers Scale IV and
above also. Thus from the promotion year 2003-04 onwards, officers on promotion to Scale IV
and above would be eligible for grant of an additional increment on the date of promotion
provided they were in service on 01.11.1993 and are fitted at the minimum of the next scale of
promotion.
Query: On promotion if an officer gets an increase in the basic pay equivalent to 2 or more
increments in the previous scale of pay, his date of next increment shall be anniversary date of
promotion. A doubt has arisen as to whether the computer increment being added in the scale on
promotion if the fitment is at the lowest of scale should be treated as a normal increment in scale.
Reply: Computer Increment being added to the scale of an officer on promotion if the fitment is at
the lowest of the stage as mentioned above is a kind of protection given to him, should not
treated as an additional increment for fixing the date of his next increment.
304
11.6 FITMENT CHART ON PROMOTION FOR OFFICERS PROMOTED
FROM ONE SCALE TO ANOTHER ON OR AFTER 1.11.2002
A. PROMOTION FROM JMG SCALE I TO MMG SCALE II
Stage No. Pay in JMG Pay in MMG Date of increment on promotion

Scale I Scale II
1. 10000 13820 Anniversary date of promotion to Scale II
2. 10470 13820 -do-
3. 10940 13820 -do-
4. 11410 13820 -do-
5 11880 13820 -do-
6 12350 13820 -do-
7 12820 13820 -do-
8 13320 13820 Anniversary date of increment in Scale I
9 13820 14320 -do-
10 14320 14880 -do-
11 14880 15440 -do-
12 15440 16000 -do-
13 16000 16560 -do-
14 16560 17120 -do-
15 17120 17680 -do-
16 17680 18240 -do-
17 18240 18800 -do-
Scale I officers drawing increments in Scale II due to Automatic switchover
18800 19360 Anniversary date of increment in Scale I

19360 19920 -do-
19920 20480 Anniversary date of promotion to Scale
II or the due date of first stagnation
increment in Scale I whichever is earlier
+1 20480 21040 Anniversary date of promotion to Scale
II or the due date of first stagnation
increment in Scale whichever is earlier
+2 21040 21660 Anniversary date of Promotion to Scale II
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B. PROMOTION FROM MMG SCALE II TO MMG SCALE III
Stage No. Pay in MMG Pay in Date of increment on promotion

Scale II MMG Scale
III
1 13820 18240 Anniversary date of promotion to Scale III
2 14320 18240 -do-
3 14880 18240 -do-
4 15440 18240 -do-
5 16000 18240 -do-
6 16560 18240 -do-
7 17120 18240 -do-
8 17680 18240 Anniversary date of increment in Scale II
9 18240 18800 -do-
10 18800 19360 -do-
11 19360 19920 -do-
12 19920 20480 -do-
Scale II officers drawing increments in Scale III due to automatic switchover
20480 21040 Anniversary date of increment in Scale II
21040 21660 -do-
21660 21660 -do-
22280 22280 Due date of first stagnation increment
+1 22900 22900 Second stagnation increment shall be
sanctioned 3 years after receiving of the
first stagnation increment
C. PROMOTION FROM SCALE III TO SCALE IV
Stage No. Pay in MMG Pay in SMG Date of increment on promotion

Scale III Scale IV
1 18240 20480 Anniversary date of promotion to Scale IV
2 18800 20480 -do-
3 19360 20480 -do-
4 19920 20480 Anniversary date of increment in Scale III
5 20480 21040 -do-
6 21040 21660 -do-
7 21660 22280 -do-
8 22280 22900 Anniversary date of promotion to Scale IV
or due date of first stagnation increment in
Scale III whichever is earlier
+1 22900 23520 Anniversary date of promotion to Scale
IV or due date of second stagnation
increment in Scale III whichever is earlier
+2 23520 24140 Reached maximum
306
D. PROMOTION FROM SMG SCALE IV TO SMG SCALE V
Stage No. Pay in SMG Pay in SMG Date of increment on promotion

Scale IV Scale V
1 20480 24140 Anniversary date of promotion to Scale
V
2 21040 24140 -do-
3 21660 24140 -do-
4 22280 24140 -do-
5 22900 24140 -do-
6 23520 24140 Anniversary date of increment in Scale
IV
7 24140 24760 Anniversary date of promotion to Scale
V
E. PROMOTION FROM SMG SCALE V TO TEG SCALE VI
Stage No. Pay in SMG Pay in TEG Date of increment on promotion

Scale V Scale VI
1 24140 26620 Anniversary date of promotion to Scale VI
2 24760 26620 -do-
3 25380 26620 -do-
4 26000 26620 Anniversary date of increment in Scale V
5 26620 27300 Anniversary date of promotion in Scale VI
F. PROMOTION FROM TEG SCALE VI TO TEG SCALE VII
Stage No. Pay in TEG Pay in TEG Date of increment on promotion

Scale VI Scale VII
1 26620 29340 Anniversary date of promotion to Scale VII
2 27300 29340 -do-
3 27980 29340 -do-
4 28660 29340 -do-
5 29340 30020 -do-
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11.7 FITMENT FORMULA ON PROMOTION OF CLERICAL CADRE EMPLOYEES TO
OFFICERS' CADRE IN JMG SCALE-I EFFECTIVE FROM 01.11.2002
(1) The basic pay of an employee on promotion to the Junior Management Grade Scale-I shall
be determined on the basis of the following table:-
Basic Pay in the Clerical Cadre Fitment at corresponding stage in

Junior Management Grade Scale-I
6060 10,000
6530 10,000
7000 10,000
7470 10,470
7940 10,470
8440 10,940
8940 11,410
9440 11,880
10000 12,350
10,560 12,820
11120 13,320
11680 13,820
12650 14,880
13210 15,440
13770 16,000
(including 1st stagnation increment)
14330 16,560
(including 2nd stagnation increment)
14890 17,120
(including 3rd stagnation increment)
15450 17,680
(including 4th stagnation increment)
16010 18,240
(including 5th stagnation)
16570 (including 6th stagnation increment) 18,800

(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
308
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 are drawing a basic pay in the clerical scale lower than the stage 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) Those who were at the maximum of the clerical scale or had earned stagnation increment(s)
but had not completed one year after receiving the last increment in the clerical scale, shall on
fitment in the Officers' Scale, will get their next increment in the Officers' Scale on the anniversary
date of the last increment in the clerical scale.
(5) Those who have completed more than one year at basic pay of Rs.13,210/-, Rs.13,770/-,
Rs.14,330/-, Rs.14,890/-, Rs.15,450/-, Rs.16,010/- and Rs.16,570/- 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.
(6) If an employee has passed CAIIB Part-I/JAIIB or both Parts of Associate Examination (CAIIB)
at the time of his promotion to JMGS-I, his notional basic pay will be arrived at after reducing the
increments for passing CAIIB from his clerical basic pay. He shall then be fitted in the Officers'
scale in accordance with the above table and appropriately one or two increments in the Offices'
scale shall be added with basic pay so fixed. The date of increment will be determined on the
basis of reduced basic pay in clerical cadre as per clauses (2) to (5) above. This adjustment,
however, will not be made if it results in lower fitment.
(7) If an employee has passed CAIIB after reaching the 20 th stage of the clerical cadre and
promoted to Officers' scale subsequently, he shall be granted one increment for Passing CAIIB
Part-I/JAIIB and another increment for passing CAIIB Part-II after fitment in Officers' scale as per
his clerical stage of pay before promotion.
(8) If at any time, the basic pay of an Officer is lower than the basic pay corresponding to his
basic pay in the clerical scale on account of increments he would have got in the clerical scale,
appropriate adjustment will be made in the Officers' basic pay as per the fitment table.
9.(i) In case of an officer who at the time of promotion is already at the maximum of clerical
scale or who notionally would reach the maximum stage of clerical scale thereafter and be eligible
for stagnation relief’s (viz. fixed personal allowance, professional qualification/graduation
allowance and stagnation increments), if at any time the difference between the basic pay as an
officer and the aggregate of clerical basic pay, PQP and FPP, that he would have been actually in
receipt of or notionally entitled to, is lower than Rs.2,230/- w.e.f. 01.11.2002 to 30.06.2005 and
Rs.2,500/- w.e.f. 01.07.2005, an Adjusting Pay equal to the shortfall shall be paid to him. The
Adjusting Pay so arrived on or after 01.11.2002 will be reckoned for DA and superannuation
benefits.
(ii) Adjusting Pay, where applicable as above will be determined annually on the anniversary
date of the annual increment in the officers' scale or when on account of acquiring
professional/educational qualification etc., there is a change either in the Basic Pay as officer or
notional stagnation relief(s) in the clerical pay. Further, the exercise of re-determination of
Adjusting Pay will be done till an officer is notionally in receipt of the last stagnation relief in
clerical emoluments or when there is no shortfall as stated above and till Adjusting Pay becomes
zero.
(iii) Further, in the case of those officers who are promoted to officers JMGS I on or after
reaching the maximum or would notionally reach maximum of clerical pay scale and/or on receipt
of one or more stagnation relief viz. FPP, PQP and stagnation increments, in addition to the
309
Adjusting Pay worked out as stated above, an amount of Rs.560.00 will be paid as Personal
Allowance (which will not qualify for DA, HRA, CCA etc. and superannuation benefits) from the
date of promotion or 01.11.2002, whichever is later. This Personal Allowance of Rs.560.00 will
be payable till the officer reaches the basic pay of Rs.22,900.00. Thereafter, the Personal
Allowance of Rs.560.00 will be tapered off at the rate of 1/2 of the allowance in two installments
against future increments.
(10) The inter se anomalies, if any, on account of the revised fitment/protection formula would be
looked into at case-to-case basis.
(11) The fitment formula will be implemented in the Bank in respect of the employees promoted
on or after 1.11.2002. The provisions of Adjusting Pay and Personal Allowance will be effective
from 01.11.2002.
11.7.1 Fitment Chart on Promotion to JMGS I - Fitment Scheme

w.e.f. 01.11.2002
An
niv
Stage of Anniversary for for
for non- Anniversary ers
pay date of employees employees
CAIIB date of annual ary
promoted annual passed Part passed both
employees increment date of
from increment I CAIIB only parts CAIIB
annual
increment
6530 10000 ADOP 10470 ADOP 10940 ADOP
7000 10000 ADCI 10470 ADOP 10940 ADOP
7470 10470 ADOP 10470 ADCI 10940 ADOP
7940 10470 ADCI 10940 ADOP 10940 ADOP
8440 10940 ADCI 10940 ADCI 10940 ADCI
8940 11410 ADCI 11410 ADCI 11410 ADOP
9440 11880 ADCI 11880 ADCI 11880 ADCI
10000 12350 ADCI 12350 ADCI 12350 ADCI
10560 12820 ADCI 12820 ADCI 12820 ADCI
11120 13320 ADCI 13320 ADCI 13320 ADCI
11680 13820 ADCI 13820 ADCI 13820 ADCI
12650 14880 ADCI 14880 ADCI 14880 ADCI
13210 15440 ADCI 15440 ADCI 15440 ADCI
310
13210 + 1yr 16000 ADOP 16000 ADCI 16000 ADCI
13210 +2yr 16000 ADOP 16560 ADOP 16560 ADOP
13770 16000 ADCI 16560 ADOP 16560 ADCI
13770 + 1yr 16560 ADOP 16560 ADCI 17120 ADOP
13770 +2yr 16560 ADOP 17120 ADOP 17120 ADOP
14330 16560 ADCI 17120 ADOP 17120 ADCI
14330 + 1yr 17120 ADOP 17120 ADCI 17680 ADOP
14330 +2yr 17120 ADOP 17680 ADOP 17680 ADOP
14890 17120 ADCI 17680 ADOP 17680 ADCI
14890 + 1yr 17680 ADOP 17680 ADCI 18240 ADOP
14890 +2yr 17680 ADOP 18240 ADOP 18240 ADOP
15450 17680 ADCI 18240 ADOP 18240 ADCI
15450 + 1yr 18240 ADOP 18240 ADCI 18800 ADOP
15450 +2yr 18240 ADOP 18800 ADOP 18800 ADOP
16010 18240 ADCI 18800 ADOP 18800 ADCI
16010 + 1yr 18800 ADOP 18800 ADCI 19360 ADOP
16010 +2yr 18800 ADOP 19360 ADOP 19360 ADOP
16570 18800 ADCI 19360 ADOP 19360 ADCI
16570 + 1yr 19360 ADOP 19360 ADCI 19920 ADOP
16570 +2yr 19360 ADOP 19920 ADOP 19920 ADOP
16570 +3yr 19360 ADOP 19920 ADOP 19920 ADOP
16570 +4yr 19360 ADOP 19920 ADOP 19920 ADOP
ADCI = Anniversary date of clerical

NOTE : ADOP = Anniversary date of promotion
increment
11.7.2 Fitment on Promotion to JMGS I - Fitment Scheme w.e.f.
01.11.1997 (CirDo/P&HRD:37 dated 02.07.2003
The basic pay of an employee on promotion to JMGS-I shall be determined on the basis
of following table:
311
Basic pay in Fitment in corresponding stage in
Clerical cadre Junior Management Grade Scale – I
3020 7100
4420 7100
4740 7100
5060 7440
5380 7440
5720 7780
6060 8120
6400 8460
6780 8800
7160 9140
7540 9480
7920 9820
8600 10500
8980 10840
9360 11180
(including first
stagnation increment)
9740 11520
(including second
stagnation increments)
10120 11860
(including third
10500 12200
(including fourth
10880 12540
(including fifth stagnation
increments)
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11.7.2.1 The chart showing the fitment of employees having different professional
qualifications is as under:
Stage of for non- Anniversary for Anniversary For Anniversary

pay CAIIB date of employees date of employees date of
promoted employ annual passed annual passed annual
from ees increment part-I increment both parts increment
CAIIB only CAIIB
4420 7100 ADOP 7440 ADOP 7780 ADOP
4740 7100 ADCI 7440 ADOP 7780 ADOP
5060 7440 ADOP 7440 ADCI 7780 ADOP
5380 7440 ADCI 7780 ADOP 7780 ADOP
5720 7780 ADCI 7780 ADCI 7780 ADCI
6060 8120 ADCI 8120 ADCI 8120 ADOP
6400 8460 ADCI 8460 ADCI 8460 ADCI
6780 8800 ADCI 8800 ADCI 8800 ADCI
7160 9140 ADCI 9140 ADCI 9140 ADCI
7540 9480 ADCI 9480 ADCI 9480 ADCI
7920 9820 ADCI 9820 ADCI 9820 ADCI
8600 10500 ADCI 10500 ADCI 10500 ADCI
8980 10840 ADCI 10840 ADCI 10840 ADCI
8980 + 1yr 11180 ADOP 11180 ADCI 11180 ADOP
8980 + 2yr 11180 ADOP 11520 ADOP 11180 ADCI
9360 11180 ADCI 11520 ADOP 11520 ADCI
9360 + 1yr 11520 ADOP 11520 ADCI 11860 ADOP
9360 + 2yr 11520 ADOP 11860 ADOP 11860 ADOP
9740 11520 ADCI 11860 ADOP 11860 ADCI
9740 +1yr 11860 ADOP 11860 ADCI 12200 ADOP
9740 +2yr 11860 ADOP 12200 ADOP 12200 ADOP
10120 11860 ADCI 12200 ADOP 12200 ADCI
313
10120 + 1yr 12200 ADOP 12200 ADCI 12540 ADOP
10120 + 2yr 12200 ADOP 12540 ADOP 12540 ADOP
10500 12200 ADCI 12540 ADOP 12540 ADCI
10500 + 1yr 12540 ADOP 12540 ADCI 12880 ADOP
10500 +2 yr 12540 ADOP 12880 ADOP 12880 ADOP
10880 12540 ADCI 12880 ADOP 12880 ADCI
10880 + 1yr 12880 ADOP 12880 ADCI 13220 ADOP
10880 +2yr 12880 ADOP 13220 ADOP 13220 ADOP
10880 + 3yr 12880 ADOP 13220 ADOP 13220 ADCI
10880 + 4yr 12880 ADOP 13220 ADOP 13220 ADOP
Note: ADOP= Anniversary date of Promotion

ADCI= Anniversary date of clerical increment
11.7.3 Fitment - Clarification regarding Adjusting Allowance/Fixed Personal Pay

(payable to clerical staff)
For the purpose of calculations of adjusting allowance, total emoluments as shown in

Annexure C-1 to C-6, D-1 to D-6, E-1 to E-6 and F-1 to F-6 will have to be computed
whenever the variable factors viz. increment, FPP/PQP undergo change notionally. The
adjusting allowance which is adjustable against future increments shall be increased,
decreased or withdrawn as the case may be. For the purpose of calculation of total
emoluments, the increment portion of FPP i.e Rs. 340/- has been considered while
calculating total emoluments.
11.7.4 FITMENT ON HIGHER APPOINTMENT THROUGH DIRECT RECRUITMENT
The pay of a service officer, appointed to a higher grade/scale through direct recruitment,
should be protected/fixed in the appointed grade/scale in such a manner that he does not
draw less than he would have drawn had he been promoted to the appointed grade/scale
within the Bank. However, all such cases, where an officer is required to be placed in the
pay of the appointed grade/scale at a stage higher than the one on which he would have
been placed in the normal course in terms of advertisement, should be referred to the
corporate centre.
CDO/PM/16/CIR/5 Dt.19.04.2002.
11.8 Pendency/initiation of disciplinary proceedings
i) 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. The
sanction of stagnation increment can also be withheld upto a period of 9 months only
314
consequent upon initiation of disciplinary proceedings. Where the disciplinary case
cannot be concluded within this 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.
ii) In regard to the question whether the benefit of Professional Qualification Pay for
passing CAIIB examination could be made available to the officers against whom
disciplinary proceedings have been/are likely to be initiated, it is clarified that Professional
Qualification Pay for 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 Professional
Qualification Pay like any other allowance.
11.9 Refusal of promotion
i) Refer Section 11.2.7.3 Where an officer has refused promotion to next higher scale,
in principle it will not be in order to consider him for grant of stagnation increment(s);
in such cases, stagnation in the existing scale will be self-inflicted and there would
be no justification to grant officers concerned stagnation increment(s). However, it has
become necessary to keep in abeyance the implementation of the instructions. In
cases where the instructions have already been implemented and officers were not given
stagnation increment for reasons of their refusal of promotions, they will also have to be
given stagnation increments as and when due. However, it should be made clear to
them that the grant of the increment will be subject to the result of the Writ Petition No.
6972 of 1988 in Chennai High Court.
11.10 Officers under suspension
Officers who were placed under suspension prior to date of salary revision
(i.e.01.11.2002) should not be given the benefit of revised salary for the purpose of
calculating subsistence allowance. In other words, the officer placed under suspension
prior to 01.11.2002 shall continue to draw subsistence allowance on pre-revised salary
only. However, where an officer was placed under suspension on or after 01.11.2002,
his / her provisional fitment in the revised scale may be done as on 01.11.2002.
Consequently, the subsistence allowance payable to him / her may also be recalculated
on the basis thereof and resultant arrears of salary and subsistence allowance, if any,
should be paid to him / her.
If an officer is under suspension and was in receipt of Professional Qualification Pay

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 professional qualification allowance 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.
11.11 FIXED PERSONAL PAY/ADVANCE INCREMENT

PER/30 dt. 28.07.1995
PER/115 dt. 16.02.2000
1. One advance increment on account of computerisation has been given to all officer
employees who were in service as on 1.11.1993 except those promotee officer
employees who have already received benefit of such an increment by way of
fitment/adjustment in officers' scale of pay.
315
2. Officers who are granted an advance increment as above shall draw the Fixed Personal
pay one year after reaching the maximum. The FPA comprises increment drawn on
the top in the scale, plus D.A thereon as on 1.11.1993 plus HRA payable at the rates
mentioned in Section 14.2.1.
3. Officers who are at the maximum of scale of pay or in receipt of stagnation increment(s)
as on 1.11.1993 shall draw the Fixed Personal pay as from that date i.e. 1.11.1993.
4. In respect of officer employees who are not provided with Bank's accommodation, the
House Rent Allowance component of Fixed Personal pay shall be the increase in
quantum of House Rent Allowance drawn by the officer employee concerned when the
last increment of the relevant scale of pay as specified in Section 13.1 is earned.
5. The FPP shall continue to be paid as was paid prior to the imposition of penalty of
reduction of pay by the disciplinary authority. However, the other variable allowance like
DA, CCA, HRA etc. will be paid in relation to the reduced basic pay as per the
punishment awarded.
5. Fixed Personal Pay given hereunder together with House Rent Allowance, if any, shall
remain frozen for the entire period of service:-
Increment DA as on Total F.P.A

Component 1.11.2002 payable where
Bank's accommodat-
ion is provided
(A) (B) (C)
--------- --------- ------------------
Rs. Rs. Rs.
560 23 583
620 25 645
680 28 708
1000 41 1041
Note :-
(i) FPA as indicated in (C) above shall be payable to those officer employees who are
provided with Bank's accommodation.
(ii) FPA for officers eligible for House Rent Allowance shall be (A) + (B) + House Rent
Allowance drawn by the concerned officer employees when the last increment of the
relevant scale of pay is earned.
(viii) The increment component of Fixed Personal Allowance shall rank for
superannuation benefits.
11.12 Clarifications
Query 1 :
Employees promoted after 31st August 1989 at a stage where they had reached 20th
stage in clerical cadre, prior to 1st November 1987, were not the beneficiary of
computer increment on 1st November 1987. As such, the benefit of computer
increment is not passed to them.
Reply :
These officers are eligible for grant of computer increment with effect from 1st
November 1993 as provided in circular PER:IR:9:95 (Section 13.7).
316
Query 2 :
Trainee Officers promoted on or after 1st November 1993 and fitted at minimum basic
pay permissible to TOs, if he has completed CAIIB both parts), the benefit of
computer increment gets nullified on promotion. Similarly, in case of officers
promoted to Scale I, II and III on or after 1st November 1993 and fitted at 1st stage of
pay scale on promotion, the benefit of computer increment gets nullified, although they
were in service as on 1.11.1993.
Reply :
As the officers having been fitted at the lowest stage in the pay scale on promotion are
being denied the benefit of continuance of computer increment, these officers
would be eligible for grant of an increment with effect from 1st November 1993, or
date of promotion, whichever is later provided they were in service on 1st November
1993.
Query 3 :
In terms of salary package effective from 1st November 1992, one advance
increment on account of computerisation would be given to all officer employees who
were in service as on 1st November 1993 except those promote officers who have
already received benefit of such increment by way of fitment / adjustment in officers'
scale of pay and further, officers who are granted an advance increment as provided
above would draw FPA one year after reaching maximum. A clarification has been
sought as to whether the officers who have received the computer increment by
way of fitment / adjustment in officers' scale before 1.11.93 would be eligible for payment
of FPA one year after reaching maximum.
Reply :
Such officers would be eligible for FPA one year after reaching maximum in as much as
the maximum stage has been reached one year earlier on account of advance computer
increment by way of fitment / adjustment.
Query 4 :
Whether employee promoted to JMGS I before or after 1st November 1987, would be
eligible for computer increment as on 1.11.1993.
Reply :
Employees promoted to JMGS I before or after 1st November 1987, if they are fitted
one stage higher on account of notional computer increment in clerical cadre, shall
not be eligible for computer increment in officers' scale again on 1st November 1993.
Query 5 : Whether employees promoted to JMGS I between 1.11.87 and 31.8.89 if

fitted in terms of our Circular No.PER:IR:21:89 dated 25.7.89, if not disturbed, would
be eligible for advance increment on account of computerisation w.e.f. 1.11.1993.
Reply :
Yes, such officers would be eligible for advance increment on account of
computerisation w.e.f. 1.11.93.
Query 6 :
Whether an officer who has been fitted as per our Circular No.PER:IR:12:92 dated
20.4.92 (revised fitment formula) without taking into consideration notional
increment on account of computerisation, would be eligible for computer increment
w.e.f. 1.11.1993.
Reply :
317
Yes, such officers are eligible for computer increment w.e.f. 1.11.1993.
Query 7 :
A number of promotee officers (promoted to officers' cadre prior to circulation of
fitment scheme in 1992) did not opt for refitment of their salary in terms of the scheme.
However, they were paid adjusting allowance without altering their basic pay and thus
they did not derive benefit of a computer increment given to award staff as on 1.11.87.
Whether such officers will be paid computer increment w.e.f. 1.11.93?
Reply :
Yes. Such officers will be given benefit of one increment / FPA w.e.f. 1.11.93.
Query 8 :
Whether such officers who opted for the fitment scheme and were benefited by one
stage higher fitment on account of computer increment granted on 1.11.87 will be
granted one additional increment as on 1.11.93?
Reply :
No. They will not be granted additional increment as on 1.11.93.
Query 9 :
Whether such officers who opted for the fitment scheme and were benefited by way of
Adjusting Allowance only and not one stage higher fitment will be paid one additional
increment as on 1.11.93?
Reply :
Yes, they will be granted additional increment/ FPA as on 1.11.93.
11.13 EX-SERVICE OFFICER PENSIONERS JOINING IN OFFICERS CADRE

PER&HRD/91 dt. 18.10.2003
Pay fixation of an ex-service officer pensioner on his re-employment will be in

accordance with the following:
a) The basic pay would be fixed at the minimum of the pay scale of the post in which the
ex-service officer is re-employed.
b) If the emoluments (excluding HRA, CCA, if any,) of the officer with reference to the
minimum of the scale of pay in the Bank fall short of the emoluments (i.e basic pay +
DA etc. excluding HRA & CCA) drawn by him at the time of his retirement, his pay on
re-employment will be fixed in such a manner that such emoluments are protected.
If, however, it does not workout to an exact stage in the pay scale, the pay will be
fixed at stage immediately below the stage at which the pre-retirement emoluments
are protected.
c) After the pay has been arrived at in terms of (a) and (b) above, the total emoluments
will be reduced by the total pension after ignoring the first Rs. 1500/-, wherever
applicable. The detail instructions for ignoring the pension while fixing pay of re
employed pensioner and the amount to be ignored are given in Section 11.9.2.
318
In addition to the pay so fixed as mentioned above, pension and other retirement benefits
may be allowed to be drawn subject to the limitation that the re-employment pay plus
pension excluding ignorable part of pension of Rs. 1500/-p.m., does not exceed last pay
drawn or minimum of the scale of pay of General Manager.
11.13.1 EX-EMERGENCY COMMISSIONED OFFICER/SHORT SERVICE COMMISSIONED

OFFICER-JOINING IN OFFICERS CADRE
Pay of an ex-ECO/SSCO will be fixed at the minimum of the pay scale. Thereafter, he
will be allowed as many increments as the completed years of service he has put in the
armed forces subject to the conditions that the total emoluments in the re-employed post
do not exceed the total emoluments (PAY+DA+ ADA+IR) he was drawing at the time of
his release from the Armed Forces. In case this total exceeds the total emoluments
drawn at the time of release from armed forces, the basic pay in the re-employed post will
be fixed at such a stage, where the total emoluments would be either equal or just less
than the total emoluments he was drawing at the time of his release from the Armed
Forces. The benefits of pay fixation will be available to those ex-ECOs/SSCOs who join
in Junior Management Grade Scale I (i.e the lowest rank in officer’s cadre). If the officer
is inducted in a higher pay scale as compared to the lowest pay scale applicable to
officers in the Bank, it may ensured that he gets at least the benefit in pay which would
have accrued to him by giving him the weightage of the number of years of service put in
as ECO/SSCO with reference to the minimum of the lowest scale.
ECO/SSCOs during the pre-commissioned training period are neither given the rank of
commissioned officer nor they are allowed the scale of pay. Therefore the period spent
on pre-commissioned training by ECOs/SSCOs cannot be taken into account for the
purpose of pay fixation on their re-employment.
11.13.2 FIXATION OF PAY OF RE-EMPLOYED PENSIONER
In the case of persons retiring before attaining the age of 55 years and who are re
employed, pension (including pension equivalent of gratuity and other forms of retirement
benefits) shall be ignored for initial pay fixation to the following extent:
i) In the case of Ex-servicemen who held post below Commissioned Officer rank in
the Defence Forces and in the case of civilians who held posts below Group ‘A’
posts at the time of their retirement, the entire pension and pension equivalent to
retirement benefits shall be ignored.
ii) In the case of service officers belonging to the Defence Forces and Civilian
pensioners who held Group ‘A’ posts at the time of their retirement, the first Rs.
1500/- of the pension and pension equivalent of retirement benefits shall be
ignored.
11.13.3 ITEMS OF EMOLUMENTS ADMISSIBLE IN THE DEFENCE SERVICE WHICH WILL

CONSTITUTE THE PRE-RETIREMENT PAY
i) Army
319
1) Pay (including deferred pay) and rank pay
2) Increments of pay for length of service
3) Classification pay
4) Good Service/Conduct Pay
Note: ‘Rank Pay’ forms part of pre-retirement pay in respect of all Ex-Service Officers
including SSCOs who retired on or after 01.01.1986 (in the revised scale) from Armed
Forces. However, in respect of those who retired/or were released before 01.01.1986,
the ‘Rank Pay’ drawn by them would not be taken into account for fixation of pay on their
re-employment in public sector banks.
ii) Navy
1) Pay (including deferred pay)
3) Higher Pt. II-Qualification Pay
4) Classification pay
Note:
a) ‘Sub Marine Pay’ admissible to officers and sailors for Indian Navy may be reckoned
towards pre-retirement pay in respect of officers/sailors who retired/or were released
from Indian navy prior to 01.01.1986.
b) In respect of officers/sailors who retired or were released from Indian Navy on or after
01.01.1986 ‘Sub-marine pay’ as well as other elements of pay which are not
reckoned for determining pension will not count towards pre-retirement pay.
iii) Air Force
1) Pay (including deferred pay)
2) Badge Pay
3) Classification Pay
ANNEXURE C1
Appointed in the
Bank: Before 01.01.1980
320
Educational/Professio
nal Qualification: Non Graduate Non CAIIB
Period: From 01.11.2002 to 30.06.2005
Adjusting
Fitment Personal Allowance
Pay
in not qualifying
Basic Pay in Clerical qualifying
Differ officer for D.A., HRA,
Pay Scale at the FPP PQP Total for D.A. &
ential scale CCA &
time of promotion Super-
as per Superannuation
annuation
Annexure II benefits etc.
benefits
1 2 3 4 5 6 7 = 5-6 8
13210 2230 15440 15440 0 560
13210 + 1 Year 95 2230 15535 16000 0 560
13210 +2 Years 190 2230 15630 16000 0 560
13770 750 2230 16750 16000 750 560
13770 + 1 Year 750 2230 16750 16560 190 560
13770 +2 Years 750 2230 16750 16560 190 560
14330 750 2230 17310 16560 750 560
14330 + 1 Year 750 2230 17310 17120 190 560
14330 +2 Years 750 2230 17310 17120 190 560
14890 750 2230 17870 17120 750 560
14890 + 1 Year 750 2230 17870 17680 190 560
14890 +2 Years 750 2230 17870 17680 190 560
15450 750 2230 18430 17680 750 560
15450 + 1 Year 750 2230 18430 18240 190 560
15450 +2 Years 750 2230 18430 18240 190 560
16010 750 2230 18990 18240 750 560
321
16010 + 1 Year 750 2230 18990 18800 190 560
16010 +2 Years 750 2230 18990 18800 190 560
16570 750 2230 19550 18800 750 560
16570 + 1 Year 750 2230 19550 19360 190 560
16570 +2 Years 750 2230 19550 19360 190 560
ANNEXURE C2
Appointed in the Bank: Before 01.01.1980
322
Educational/Professional
Qualification: Non Graduate
CAIIB Part I
Period: From 01.11.2002 to 30.06.2005
Adjusting
Pay
in not qualifying
ential scale CCA &
Time of promotion Super-
annuation
benefits
1 2 3 4 5 6 7 = 5-6 8
13210 2230 15440 15440 0 560
13210 + 1 Year 95 200 2230 15735 16000 0 560
13210 +2 Years 190 200 2230 15830 16560 0 560
13770 750 200 2230 16950 16560 390 560
13770 + 1 Year 750 200 2230 16950 16560 390 560
13770 +2 Years 750 200 2230 16950 17120 0 560
14330 750 200 2230 17510 17120 390 560
14330 + 1 Year 750 200 2230 17510 17120 390 560
14330 +2 Years 750 200 2230 17510 17680 0 560
14890 750 200 2230 18070 17680 390 560
14890 + 1 Year 750 200 2230 18070 17680 390 560
14890 +2 Years 750 200 2230 18070 18240 0 560
15450 750 200 2230 18630 18240 390 560
15450 + 1 Year 750 200 2230 18630 18240 390 560
15450 +2 Years 750 200 2230 18630 18800 0 560
323
16010 750 200 2230 19190 18800 390 560
16010 + 1 Year 750 200 2230 19190 18800 390 560
16010 +2 Years 750 200 2230 19190 19360 0 560
16570 750 200 2230 19750 19360 390 560
16570 + 1 Year 750 200 2230 19750 19360 390 560
16570 +2 Years 750 200 2230 19750 19920 0 560
ANNEXURE C3
324
Appointed in the
nal Qualification: Non-Graduate
CAIIB Both Parts
Period: From 01.11.2002 to 30.06.2005
Adjusting
Pay
in not qualifying
ential scale CCA &
annuation
benefits
1 2 3 4 5 6 7 = 5-6 8
13210 2230 15440 15440 0 560
13210 + 1 Year 95 200 2230 15735 16000 0 560
13210 +2 Years 190 400 2230 16030 16560 0 560
13770 750 600 2230 17350 16560 790 560
13770 + 1 Year 750 600 2230 17350 17120 230 560
13770 +2 Years 750 600 2230 17350 17120 230 560
14330 750 600 2230 17910 17120 790 560
14330 + 1 Year 750 600 2230 17910 17680 230 560
14330 +2 Years 750 600 2230 17910 17680 230 560
14890 750 600 2230 18470 17680 790 560
14890 + 1 Year 750 600 2230 18470 18240 230 560
14890 +2 Years 750 600 2230 18470 18240 230 560
15450 750 600 2230 19030 18240 790 560
15450 + 1 Year 750 600 2230 19030 18800 230 560
15450 +2 Years 750 600 2230 19030 18800 230 560
325
16010 750 600 2230 19590 18800 790 560
16010 + 1 Year 750 600 2230 19590 19360 230 560
16010 +2 Years 750 600 2230 19590 19360 230 560
16570 750 600 2230 20150 19360 790 560
16570 + 1 Year 750 600 2230 20150 19920 230 560
16570 +2 Years 750 600 2230 20150 19920 230 560
ANNEXURE C4
326
Appointed in the
nal Qualification: Graduate
Non-CAIIB
Period: From 01.11.2002 to 30.06.2005
Adjusting
Pay
in not qualifying
ential scale CCA &
annuation
benefits
1 2 3 4 5 6 7 = 5-6 8
13210 2230 15440 15440 0 560
560
13210 + 1 Year 95 200 2230 15735 16000 0
560
13210 +2 Years 190 400 2230 16030 16000 30
560
13770 750 400 2230 17150 16000 1150
560
13770 + 1 Year 750 400 2230 17150 16560 590
560
13770 +2 Years 750 400 2230 17150 16560 590
560
14330 750 400 2230 17710 16560 1150
560
14330 + 1 Year 750 400 2230 17710 17120 590
560
14330 +2 Years 750 400 2230 17710 17120 590
560
14890 750 400 2230 18270 17120 1150
560
14890 + 1 Year 750 400 2230 18270 17680 590
14890 +2 Years 750 400 2230 18270 17680 590 560
15450 750 400 2230 18830 17680 1150 560
327
15450 + 1 Year 750 400 2230 18830 18240 590 560
15450 +2 Years 750 400 2230 18830 18240 590 560
16010 750 400 2230 19390 18240 1150 560
16010 + 1 Year 750 400 2230 19390 18800 590 560
16010 +2 Years 750 400 2230 19390 18800 590 560
16570 750 400 2230 19950 18800 1150 560
16570 + 1 Year 750 400 2230 19950 19360 590 560
16570 +2 Years 750 400 2230 19950 19360 590 560
ANNEXURE C5
Appointed in the
328
CAIIB Part I
Period: From 01.11.2002 to 30.06.2005
Adjusting
Pay
Basic Pay in in not qualifying
qualifying
Clerical Differ officer for D.A., HRA,
FPP PQP Total for D.A. &
Pay Scale at the ential scale CCA &
Super-
time of promotion as per Superannuation
annuation
benefits
1 2 3 4 5 6 7 = 5-6 8
13210 2230 15440 15440 0 560
13210 + 1 Year 95 200 2230 15735 16000 0 560
13210 +2 Years 190 400 2230 16030 16560 0 560
13770 750 600 2230 17350 16560 790 560
13770 + 1 Year 750 600 2230 17350 16560 790 560
13770 +2 Years 750 600 2230 17350 17120 230 560
14330 750 600 2230 17910 17120 790 560
14330 + 1 Year 750 600 2230 17910 17120 790 560
14330 +2 Years 750 600 2230 17910 17680 230 560
14890 750 600 2230 18470 17680 790 560
14890 + 1 Year 750 600 2230 18470 17680 790 560
14890 +2 Years 750 600 2230 18470 18240 230 560
15450 750 600 2230 19030 18240 790 560
15450 + 1 Year 750 600 2230 19030 18240 790 560
15450 +2 Years 750 600 2230 19030 18800 230 560
329
16010 750 600 2230 19590 18800 790 560
16010 + 1 Year 750 600 2230 19590 18800 790 560

+2
16010 750 600 2230 19590 19360 230 560
Years
16570 750 600 2230 20150 19360 790 560
16570 + 1 Year 750 600 2230 20150 19360 790 560

+2
16570 750 600 2230 20150 19920 230 560
Years
ANNEXURE C6
330
Appointed in the
CAIIB Both Parts
Period: From 01.11.2002 to 30.06.2005
Adjusting
Pay
in not qualifying
ential scale CCA &
annuation
benefits
1 2 3 4 5 6 7 = 5-6 8
13210 2230 15440 15440 0 560
13210 + 1 Year 95 200 2230 15735 16000 0 560
13210 +2 Years 190 400 2230 16030 16560 0 560
13770 750 600 2230 17350 16560 790 560
13770 + 1 Year 750 795 2230 17545 17120 425 560
13770 +2 Years 750 995 2230 17745 17120 625 560
14330 750 995 2230 18305 17120 1185 560
14330 + 1 Year 750 995 2230 18305 17680 625 560
14330 +2 Years 750 995 2230 18305 17680 625 560
14890 750 995 2230 18865 17680 1185 560
14890 + 1 Year 750 995 2230 18865 18240 625 560
14890 +2 Years 750 995 2230 18865 18240 625 560
15450 750 995 2230 19425 18240 1185 560
15450 + 1 Year 750 995 2230 19425 18800 625 560
15450 +2 Years 750 995 2230 19425 18800 625 560
331
16010 750 995 2230 19985 18800 1185 560
16010 + 1 Year 750 995 2230 19985 19360 625 560
16010 +2 Years 750 995 2230 19985 19360 625 560
16570 750 995 2230 20545 19360 1185 560
16570 + 1 Year 750 995 2230 20545 19920 625 560
16570 +2 Years 750 995 2230 20545 19920 625 560
ANNEXURE D1
332
Appointed in the
nal Qualification: Non Graduate
Non CAIIB
Period: 01.07.2005 onwards
Adjusting
Pay
in not qualifying
ential scale CCA &
annuation
benefits
1 2 3 4 5 6 7 = 5-6 8
13210 2500 15710 15440 270 560
13210 + 1 Year 95 2500 15805 16000 0 560
13210 +2 Years 190 2500 15900 16000 0 560
13770 750 2500 17020 16000 1020 560
13770 + 1 Year 750 2500 17020 16560 460 560
13770 +2 Years 750 2500 17020 16560 460 560
14330 750 2500 17580 16560 1020 560
14330 + 1 Year 750 2500 17580 17120 460 560
14330 +2 Years 750 2500 17580 17120 460 560
14890 750 2500 18140 17120 1020 560
14890 + 1 Year 750 2500 18140 17680 460 560
14890 +2 Years 750 2500 18140 17680 460 560
15450 750 2500 18700 17680 1020 560
15450 + 1 Year 750 2500 18700 18240 460 560
15450 +2 Years 750 2500 18700 18240 460 560
333
16010 750 2500 19260 18240 1020 560
16010 + 1 Year 750 2500 19260 18800 460 560
16010 +2 Years 750 2500 19260 18800 460 560
16570 750 2500 19820 18800 1020 560
16570 + 1 Year 750 2500 19820 19360 460 560
16570 +2 Years 750 2500 19820 19360 460 560
ANNEXURE D2
334
Appointed in the
CAIIB Part I
Adjusting
Pay
in not qualifying
ential scale CCA &
annuation
benefits
1 2 3 4 5 6 7 = 5-6 8
13210 2500 15710 15440 270 560
13210 + 1 Year 95 200 2500 16005 16000 5 560
13210 +2 Years 190 200 2500 16100 16560 0 560
13770 750 200 2500 17220 16560 660 560
13770 + 1 Year 750 200 2500 17220 16560 660 560
13770 +2 Years 750 200 2500 17220 17120 100 560
14330 750 200 2500 17780 17120 660 560
14330 + 1 Year 750 200 2500 17780 17120 660 560
14330 +2 Years 750 200 2500 17780 17680 100 560
14890 750 200 2500 18340 17680 660 560
14890 + 1 Year 750 200 2500 18340 17680 660 560
14890 +2 Years 750 200 2500 18340 18240 100 560
15450 750 200 2500 18900 18240 660 560
15450 + 1 Year 750 200 2500 18900 18240 660 560
335
15450 +2 Years 750 200 2500 18900 18800 100 560
16010 750 200 2500 19460 18800 660 560
16010 + 1 Year 750 200 2500 19460 18800 660 560
16010 +2 Years 750 200 2500 19460 19360 100 560
16570 750 200 2500 20020 19360 660 560
16570 + 1 Year 750 200 2500 20020 19360 660 560
16570 +2 Years 750 200 2500 20020 19920 100 560
ANNEXURE D3
Appointed in the
336
CAIIB Both Parts
Adjusting
Pay
in not qualifying
ential scale CCA &
annuation
benefits
1 2 3 4 5 6 7 = 5-6 8
13210 2500 15710 15440 270 560
13210 + 1 Year 95 200 2500 16005 16000 5 560
13210 +2 Years 190 400 2500 16300 16560 0 560
13770 750 600 2500 17620 16560 1060 560
13770 + 1 Year 750 600 2500 17620 17120 500 560
13770 +2 Years 750 600 2500 17620 17120 500 560
14330 750 600 2500 18180 17120 1060 560
14330 + 1 Year 750 600 2500 18180 17680 500 560
14330 +2 Years 750 600 2500 18180 17680 500 560
14890 750 600 2500 18740 17680 1060 560
14890 + 1 Year 750 600 2500 18740 18240 500 560
14890 +2 Years 750 600 2500 18740 18240 500 560
337
15450 750 600 2500 19300 18240 1060 560
15450 + 1 Year 750 600 2500 19300 18800 500 560
15450 +2 Years 750 600 2500 19300 18800 500 560
16010 750 600 2500 19860 18800 1060 560
16010 + 1 Year 750 600 2500 19860 19360 500 560
16010 +2 Years 750 600 2500 19860 19360 500 560
16570 750 600 2500 20420 19360 1060 560
16570 + 1 Year 750 600 2500 20420 19920 500 560
16570 +2 Years 750 600 2500 20420 19920 500 560
ANNEXURE D4
Appointed in the
338
Non-CAIIB
Adjusting
Pay
in not qualifying
ential scale CCA &
annuation
benefits
1 2 3 4 5 6 7 = 5-6 8
13210 2500 15710 15440 270 560
13210 + 1 Year 95 200 2500 16005 16000 5 560
13210 +2 Years 190 400 2500 16300 16000 300 560
13770 750 400 2500 17420 16000 1420 560
13770 + 1 Year 750 400 2500 17420 16560 860 560
13770 +2 Years 750 400 2500 17420 16560 860 560
14330 750 400 2500 17980 16560 1420 560
14330 + 1 Year 750 400 2500 17980 17120 860 560
14330 +2 Years 750 400 2500 17980 17120 860 560
14890 750 400 2500 18540 17120 1420 560
14890 + 1 Year 750 400 2500 18540 17680 860 560
14890 +2 Years 750 400 2500 18540 17680 860 560
15450 750 400 2500 19100 17680 1420 560
339
15450 + 1 Year 750 400 2500 19100 18240 860 560
15450 +2 Years 750 400 2500 19100 18240 860 560
16010 750 400 2500 19660 18240 1420 560
16010 + 1 Year 750 400 2500 19660 18800 860 560
16010 +2 Years 750 400 2500 19660 18800 860 560
16570 750 400 2500 20220 18800 1420 560
16570 + 1 Year 750 400 2500 20220 19360 860 560
16570 +2 Years 750 400 2500 20220 19360 860 560
ANNEXURE D5
Appointed in the
340
CAIIB Part I
Adjusting
Pay
in not qualifying
ential scale CCA &
annuation
benefits
1 2 3 4 5 6 7 = 5-6 8
13210 2500 15710 15440 270 560
13210 + 1 Year 95 200 2500 16005 16000 5 560
13210 +2 Years 190 400 2500 16300 16560 0 560
13770 750 600 2500 17620 16560 1060 560
13770 + 1 Year 750 600 2500 17620 16560 1060 560
13770 +2 Years 750 600 2500 17620 17120 500 560
14330 750 600 2500 18180 17120 1060 560
14330 + 1 Year 750 600 2500 18180 17120 1060 560
14330 +2 Years 750 600 2500 18180 17680 500 560
14890 750 600 2500 18740 17680 1060 560
14890 + 1 Year 750 600 2500 18740 17680 1060 560
14890 +2 Years 750 600 2500 18740 18240 500 560
15450 750 600 2500 19300 18240 1060 560
15450 + 1 Year 750 600 2500 19300 18240 1060 560
15450 +2 Years 750 600 2500 19300 18800 500 560
341
16010 750 600 2500 19860 18800 1060 560
16010 + 1 Year 750 600 2500 19860 18800 1060 560
16010 +2 Years 750 600 2500 19860 19360 500 560
16570 750 600 2500 20420 19360 1060 560
16570 + 1 Year 750 600 2500 20420 19360 1060 560
16570 +2 Years 750 600 2500 20420 19920 500 560
ANNEXURE D6
Appointed in the
342
CAIIB Both Parts

Adjusting
Pay
in not qualifying
ential scale CCA &
annuation
benefits
1 2 3 4 5 6 7 = 5-6 8
13210 2500 15710 15440 270 560
13210 + 1 Year 95 200 2500 16005 16000 5 560
13210 +2 Years 190 400 2500 16300 16560 0 560
13770 750 600 2500 17620 16560 1060 560
13770 + 1 Year 750 795 2500 17815 17120 695 560
13770 +2 Years 750 995 2500 18015 17120 895 560
14330 750 995 2500 18575 17120 1455 560
14330 + 1 Year 750 995 2500 18575 17680 895 560
14330 +2 Years 750 995 2500 18575 17680 895 560
14890 750 995 2500 19135 17680 1455 560
14890 + 1 Year 750 995 2500 19135 18240 895 560
14890 +2 Years 750 995 2500 19135 18240 895 560
15450 750 995 2500 19695 18240 1455 560
15450 + 1 Year 750 995 2500 19695 18800 895 560
15450 +2 Years 750 995 2500 19695 18800 895 560
16010 750 995 2500 20255 18800 1455 560
343
16010 + 1 Year 750 995 2500 20255 19360 895 560
16010 +2 Years 750 995 2500 20255 19360 895 560
16570 750 995 2500 20815 19360 1455 560
16570 + 1 Year 750 995 2500 20815 19920 895 560
16570 +2 Years 750 995 2500 20815 19920 895 560
ANNEXURE E 1
Appointed in the Bank: On or after 01.01.1980
344
Educational/Profession
al Qualification: Non Graduate
Non CAIIB
Period: From 01.11.2002 to 30.06.2005
Adjusting
Pay
in not qualifying
ential scale CCA &
annuation
benefits
1 2 3 4 5 6 7 = 5-6 8
13210 2230 15440 15440 0 560
13210 + 1 Year 560 2230 16000 16000 0 560
13210 +2 Years 560 2230 16000 16000 0 560
13770 560 2230 16560 16000 560 560
13770 + 1 Year 560 2230 16560 16560 0 560
13770 +2 Years 560 2230 16560 16560 0 560
14330 560 2230 17120 16560 560 560
14330 + 1 Year 560 2230 17120 17120 0 560
14330 +2 Years 560 2230 17120 17120 0 560
14890 560 2230 17680 17120 560 560
14890 + 1 Year 560 2230 17680 17680 0 560
14890 +2 Years 560 2230 17680 17680 0 560
15450 560 2230 18240 17680 560 560
15450 + 1 Year 560 2230 18240 18240 0 560
15450 +2 Years 560 2230 18240 18240 0 560
345
16010 560 2230 18800 18240 560 560
16010 + 1 Year 560 2230 18800 18800 0 560
16010 +2 Years 560 2230 18800 18800 0 560
16570 560 2230 19360 18800 560 560
16570 + 1 Year 560 2230 19360 19360 0 560
16570 +2 Years 560 2230 19360 19360 0 560
ANNEXURE E 2
346
Appointed in the
Bank: On or after 01.01.1980
CAIIB Part I
Period: From 01.11.2002 to 30.06.2005
Adjusting
Pay
in not qualifying
ential scale CCA &
annuation
benefits
1 2 3 4 5 6 7 = 5-6 8
13210 2230 15440 15440 0 560
13210 + 1 Year 560 200 2230 16200 16000 200 560
13210 +2 Years 560 200 2230 16200 16560 0 560
13770 560 200 2230 16760 16560 200 560
13770 + 1 Year 560 200 2230 16760 16560 200 560
13770 +2 Years 560 200 2230 16760 17120 0 560
14330 560 200 2230 17320 17120 200 560
14330 + 1 Year 560 200 2230 17320 17120 200 560
14330 +2 Years 560 200 2230 17320 17680 0 560
14890 560 200 2230 17880 17680 200 560
14890 + 1 Year 560 200 2230 17880 17680 200 560
14890 +2 Years 560 200 2230 17880 18240 0 560
15450 560 200 2230 18440 18240 200 560
15450 + 1 Year 560 200 2230 18440 18240 200 560
15450 +2 Years 560 200 2230 18440 18800 0 560
347
16010 560 200 2230 19000 18800 200 560
16010 + 1 Year 560 200 2230 19000 18800 200 560
16010 +2 Years 560 200 2230 19000 19360 0 560
16570 560 200 2230 19560 19360 200 560
16570 + 1 Year 560 200 2230 19560 19360 200 560
16570 +2 Years 560 200 2230 19560 19920 0 560
ANNEXURE E 3
348
Appointed in the
CAIIB Both Parts
Period: From 01.11.2002 to 30.06.2005
Adjusting
Pay
in not qualifying
ential scale CCA &
annuation
benefits
1 2 3 4 5 6 7 = 5-6 8
13210 2230 15440 15440 0 560
13210 + 1 Year 560 200 2230 16200 16000 200 560
13210 +2 Years 560 400 2230 16400 16560 0 560
13770 560 600 2230 17160 16560 600 560
13770 + 1 Year 560 600 2230 17160 17120 40 560
13770 +2 Years 560 600 2230 17160 17120 40 560
14330 560 600 2230 17720 17120 600 560
14330 + 1 Year 560 600 2230 17720 17680 40 560
14330 +2 Years 560 600 2230 17720 17680 40 560
14890 560 600 2230 18280 17680 600 560
14890 + 1 Year 560 600 2230 18280 18240 40 560
14890 +2 Years 560 600 2230 18280 18240 40 560
15450 560 600 2230 18840 18240 600 560
15450 + 1 Year 560 600 2230 18840 18800 40 560
15450 +2 Years 560 600 2230 18840 18800 40 560
349
16010 560 600 2230 19400 18800 600 560
16010 + 1 Year 560 600 2230 19400 19360 40 560
16010 +2 Years 560 600 2230 19400 19360 40 560
16570 560 600 2230 19960 19360 600 560
16570 + 1 Year 560 600 2230 19960 19920 40 560
16570 +2 Years 560 600 2230 19960 19920 40 560
ANNEXURE E 4
350
Appointed in the
Non-CAIIB
Period: From 01.11.2002 to 30.06.2005
Adjusting
Pay
in not qualifying
ential scale CCA &
annuation
benefits
1 2 3 4 5 6 7 = 5-6 8
13210 2230 15440 15440 0 560
13210 + 1 Year 560 200 2230 16200 16000 200 560
13210 +2 Years 560 400 2230 16400 16000 400 560
13770 560 400 2230 16960 16000 960 560
13770 + 1 Year 560 400 2230 16960 16560 400 560
13770 +2 Years 560 400 2230 16960 16560 400 560
14330 560 400 2230 17520 16560 960 560
14330 + 1 Year 560 400 2230 17520 17120 400 560
14330 +2 Years 560 400 2230 17520 17120 400 560
14890 560 400 2230 18080 17120 960 560
14890 + 1 Year 560 400 2230 18080 17680 400 560
14890 +2 Years 560 400 2230 18080 17680 400 560
15450 560 400 2230 18640 17680 960 560
15450 + 1 Year 560 400 2230 18640 18240 400 560
15450 +2 Years 560 400 2230 18640 18240 400 560
351
16010 560 400 2230 19200 18240 960 560
16010 + 1 Year 560 400 2230 19200 18800 400 560
16010 +2 Years 560 400 2230 19200 18800 400 560
16570 560 400 2230 19760 18800 960 560
16570 + 1 Year 560 400 2230 19760 19360 400 560
16570 +2 Years 560 400 2230 19760 19360 400 560
ANNEXURE E 5
352
Appointed in the
CAIIB Part I
Period: From 01.11.2002 to 30.06.2005
Adjusting
Pay
in not qualifying
ential scale CCA &
annuation
benefits
1 2 3 4 5 6 7 = 5-6 8
13210 2230 15440 15440 0 560
13210 + 1 Year 560 200 2230 16200 16000 200 560
13210 +2 Years 560 400 2230 16400 16560 0 560
13770 560 600 2230 17160 16560 600 560
13770 + 1 Year 560 600 2230 17160 16560 600 560
13770 +2 Years 560 600 2230 17160 17120 40 560
14330 560 600 2230 17720 17120 600 560
14330 + 1 Year 560 600 2230 17720 17120 600 560
14330 +2 Years 560 600 2230 17720 17680 40 560
14890 560 600 2230 18280 17680 600 560
14890 + 1 Year 560 600 2230 18280 17680 600 560
14890 +2 Years 560 600 2230 18280 18240 40 560
15450 560 600 2230 18840 18240 600 560
15450 + 1 Year 560 600 2230 18840 18240 600 560
15450 +2 Years 560 600 2230 18840 18800 40 560
353
16010 560 600 2230 19400 18800 600 560
16010 + 1 Year 560 600 2230 19400 18800 600 560
16010 +2 Years 560 600 2230 19400 19360 40 560
16570 560 600 2230 19960 19360 600 560
16570 + 1 Year 560 600 2230 19960 19360 600 560
16570 +2 Years 560 600 2230 19960 19920 40 560
ANNEXURE E 6
354
Appointed in the
CAIIB Both Parts
Period: From 01.11.2002 to 30.06.2005
Adjusting
Pay
in not qualifying
ential scale CCA &
annuation
benefits
1 2 3 4 5 6 7 = 5-6 8
13210 2230 15440 15440 0 560
13210 + 1 Year 560 200 2230 16200 16000 200 560
13210 +2 Years 560 400 2230 16400 16560 0 560
13770 560 600 2230 17160 16560 600 560
13770 + 1 Year 560 795 2230 17355 17120 235 560
13770 +2 Years 560 995 2230 17555 17120 435 560
14330 560 995 2230 18115 17120 995 560
14330 + 1 Year 560 995 2230 18115 17680 435 560
14330 +2 Years 560 995 2230 18115 17680 435 560
14890 560 995 2230 18675 17680 995 560
14890 + 1 Year 560 995 2230 18675 18240 435 560
14890 +2 Years 560 995 2230 18675 18240 435 560
355
15450 560 995 2230 19235 18240 995 560
15450 + 1 Year 560 995 2230 19235 18800 435 560
15450 +2 Years 560 995 2230 19235 18800 435 560
16010 560 995 2230 19795 18800 995 560
16010 + 1 Year 560 995 2230 19795 19360 435 560
16010 +2 Years 560 995 2230 19795 19360 435 560
16570 560 995 2230 20355 19360 995 560
16570 + 1 Year 560 995 2230 20355 19920 435 560
16570 +2 Years 560 995 2230 20355 19920 435 560
ANNEXURE F 1
356
Appointed in the
Non CAIIB
Adjusting
Pay
in not qualifying
ential scale CCA &
annuation
benefits
1 2 3 4 5 6 7 = 5-6 8
13210 2500 15710 15440 270 560
13210 + 1 Year 560 2500 16270 16000 270 560
13210 +2 Years 560 2500 16270 16000 270 560
13770 560 2500 16830 16000 830 560
13770 + 1 Year 560 2500 16830 16560 270 560
13770 +2 Years 560 2500 16830 16560 270 560
14330 560 2500 17390 16560 830 560
14330 + 1 Year 560 2500 17390 17120 270 560
14330 +2 Years 560 2500 17390 17120 270 560
14890 560 2500 17950 17120 830 560
14890 + 1 Year 560 2500 17950 17680 270 560
14890 +2 Years 560 2500 17950 17680 270 560
15450 560 2500 18510 17680 830 560
15450 + 1 Year 560 2500 18510 18240 270 560
15450 +2 Years 560 2500 18510 18240 270 560
357
16010 560 2500 19070 18240 830 560
16010 + 1 Year 560 2500 19070 18800 270 560
16010 +2 Years 560 2500 19070 18800 270 560
16570 560 2500 19630 18800 830 560
16570 + 1 Year 560 2500 19630 19360 270 560
16570 +2 Years 560 2500 19630 19360 270 560
ANNEXURE F 2
358
Appointed in the
CAIIB Part I
Adjusting
Pay
in not qualifying
ential scale CCA &
annuation
benefits
1 2 3 4 5 6 7 = 5-6 8
13210 2500 15710 15440 270 560
13210 + 1 Year 560 200 2500 16470 16000 470 560
13210 +2 Years 560 200 2500 16470 16560 0 560
13770 560 200 2500 17030 16560 470 560
13770 + 1 Year 560 200 2500 17030 16560 470 560
13770 +2 Years 560 200 2500 17030 17120 0 560
14330 560 200 2500 17590 17120 470 560
14330 + 1 Year 560 200 2500 17590 17120 470 560
14330 +2 Years 560 200 2500 17590 17680 0 560
14890 560 200 2500 18150 17680 470 560
14890 + 1 Year 560 200 2500 18150 17680 470 560
14890 +2 Years 560 200 2500 18150 18240 0 560
15450 560 200 2500 18710 18240 470 560
15450 + 1 Year 560 200 2500 18710 18240 470 560
15450 +2 Years 560 200 2500 18710 18800 0 560
359
16010 560 200 2500 19270 18800 470 560
16010 + 1 Year 560 200 2500 19270 18800 470 560
16010 +2 Years 560 200 2500 19270 19360 0 560
16570 560 200 2500 19830 19360 470 560
16570 + 1 Year 560 200 2500 19830 19360 470 560
16570 +2 Years 560 200 2500 19830 19920 0 560
ANNEXURE F 3
360
Appointed in the
CAIIB Both Parts
Adjusting
Pay
Basic Pay in in not qualifying
qualifying
Clerical Differ officer for D.A., HRA,
FPP PQP Total for D.A. &
Pay Scale at the ential scale CCA &
Super-
time of promotion as per Superannuation
annuation
benefits
1 2 3 4 5 6 7 = 5-6 8
13210 2500 15710 15440 270 560
13210 + 1 Year 560 200 2500 16470 16000 470 560
13210 +2 Years 560 400 2500 16670 16560 110 560
13770 560 600 2500 17430 16560 870 560
13770 + 1 Year 560 600 2500 17430 17120 310 560
13770 +2 Years 560 600 2500 17430 17120 310 560
14330 560 600 2500 17990 17120 870 560
14330 + 1 Year 560 600 2500 17990 17680 310 560
14330 +2 Years 560 600 2500 17990 17680 310 560
14890 560 600 2500 18550 17680 870 560
14890 + 1 Year 560 600 2500 18550 18240 310 560
14890 +2 Years 560 600 2500 18550 18240 310 560
15450 560 600 2500 19110 18240 870 560
15450 + 1 Year 560 600 2500 19110 18800 310 560
15450 +2 Years 560 600 2500 19110 18800 310 560
361
16010 560 600 2500 19670 18800 870 560
16010 + 1 Year 560 600 2500 19670 19360 310 560
16010 +2 Years 560 600 2500 19670 19360 310 560
16570 560 600 2500 20230 19360 870 560
16570 + 1 Year 560 600 2500 20230 19920 310 560
16570 +2 Years 560 600 2500 20230 19920 310 560
ANNEXURE F 4
362
Appointed in the
Non-CAIIB
Adjusting
Pay
in not qualifying
ential scale CCA &
annuation
benefits
1 2 3 4 5 6 7 = 5-6 8
13210 2500 15710 15440 270 560
13210 + 1 Year 560 200 2500 16470 16000 470 560
13210 +2 Years 560 400 2500 16670 16000 670 560
13770 560 400 2500 17230 16000 1230 560
13770 + 1 Year 560 400 2500 17230 16560 670 560
13770 +2 Years 560 400 2500 17230 16560 670 560
14330 560 400 2500 17790 16560 1230 560
14330 + 1 Year 560 400 2500 17790 17120 670 560
14330 +2 Years 560 400 2500 17790 17120 670 560
14890 560 400 2500 18350 17120 1230 560
14890 + 1 Year 560 400 2500 18350 17680 670 560
14890 +2 Years 560 400 2500 18350 17680 670 560
15450 560 400 2500 18910 17680 1230 560
15450 + 1 Year 560 400 2500 18910 18240 670 560
15450 +2 Years 560 400 2500 18910 18240 670 560
363
16010 560 400 2500 19470 18240 1230 560
16010 + 1 Year 560 400 2500 19470 18800 670 560
16010 +2 Years 560 400 2500 19470 18800 670 560
16570 560 400 2500 20030 18800 1230 560
16570 + 1 Year 560 400 2500 20030 19360 670 560
16570 +2 Years 560 400 2500 20030 19360 670 560
ANNEXURE F 5
364
Appointed in the
CAIIB Part I
Adjusting
Pay
in not qualifying
ential scale CCA &
annuation
benefits
1 2 3 4 5 6 7 = 5-6 8
13210 2500 15710 15440 270 560
13210 + 1 Year 560 200 2500 16470 16000 470 560
13210 +2 Years 560 400 2500 16670 16560 110 560
13770 560 600 2500 17430 16560 870 560
13770 + 1 Year 560 600 2500 17430 16560 870 560
13770 +2 Years 560 600 2500 17430 17120 310 560
14330 560 600 2500 17990 17120 870 560
14330 + 1 Year 560 600 2500 17990 17120 870 560
14330 +2 Years 560 600 2500 17990 17680 310 560
14890 560 600 2500 18550 17680 870 560
14890 + 1 Year 560 600 2500 18550 17680 870 560
14890 +2 Years 560 600 2500 18550 18240 310 560
15450 560 600 2500 19110 18240 870 560
15450 + 1 Year 560 600 2500 19110 18240 870 560
15450 +2 Years 560 600 2500 19110 18800 310 560
365
16010 560 600 2500 19670 18800 870 560
16010 + 1 Year 560 600 2500 19670 18800 870 560
16010 +2 Years 560 600 2500 19670 19360 310 560
16570 560 600 2500 20230 19360 870 560
16570 + 1 Year 560 600 2500 20230 19360 870 560
16570 +2 Years 560 600 2500 20230 19920 310 560
ANNEXURE F 6
366
Appointed in the
CAIIB Both Parts
Adjusting
Pay
in not qualifying
ential scale CCA &
annuation
benefits
1 2 3 4 5 6 7 = 5-6 8
13210 2500 15710 15440 270 560
13210 + 1 Year 560 200 2500 16470 16000 470 560
13210 +2 Years 560 400 2500 16670 16560 110 560
13770 560 600 2500 17430 16560 870 560
13770 + 1 Year 560 795 2500 17625 17120 505 560
13770 +2 Years 560 995 2500 17825 17120 705 560
14330 560 995 2500 18385 17120 1265 560
14330 + 1 Year 560 995 2500 18385 17680 705 560
14330 +2 Years 560 995 2500 18385 17680 705 560
14890 560 995 2500 18945 17680 1265 560
14890 + 1 Year 560 995 2500 18945 18240 705 560
14890 +2 Years 560 995 2500 18945 18240 705 560
15450 560 995 2500 19505 18240 1265 560
15450 + 1 Year 560 995 2500 19505 18800 705 560
15450 +2 Years 560 995 2500 19505 18800 705 560
367
16010 560 995 2500 20065 18800 1265 560
16010 + 1 Year 560 995 2500 20065 19360 705 560
16010 +2 Years 560 995 2500 20065 19360 705 560
16570 560 995 2500 20625 19360 1265 560
16570 + 1 Year 560 995 2500 20625 19920 705 560
16570 +2 Years 560 995 2500 20625 19920 705 560
Annexure 11.1
GRADING SHEET
368
(A) Fitment on promotion to JMGS I on or after 01.11.2002
1. 1. Name :
2. 2. Date of joining the Bank :
3. 3. Date of promotion to JMGS I :
4 (I) Educational Qualifications:
(ii) Position regarding Associate Examinations: Part I passed on:
(CAIIB)Part II passed on:
5. Date of annual increment in clerical cadre:
6(I) Basic pay drawn immediately before

promotion:
(ii) The date of reaching maximum stage of

clerical pay scale:
(iii) The position regarding FPP PQP
receipt of Professional
Qualification Pay, Amount …….. ………
Fixed Personal Pay Date …….. ………
(indicate : amount and

date) :
7) Fitment in the officers’ scale (As per Annexure II)
(a) Basic Pay as Officer Rs. _________
(b) Date of Annual increment in officer Scale : ________________

(B) Determination of Adjusting Pay:
(On account of an officer who at the time of promotion was already at the maximum of clerical
scale or who notionally would have reached the maximum stage of clerical scale thereafter.)
Adjusting Pay payable on date of promotion: Rs…………

(To be reckoned only for DA and superannuation benefits)(Adjusting Allowance, if any, already
paid in terms of our letter No.CDO/IR/SPL/127 dated 10th June 2003 should be
adjusted/recovered as the case may be.)
(C) Personal Allowance: Rs.560/-(will not qualify for DA, HRA, CCA, etc. and
Superannuation Benefits) (The Personal allowance will be payable in case of an officer
promoted on or after reaching maximum or would notionally reach maximum of clerical
pay scale. The allowance will be payable till the officer reaches Basic Pay of Rs.22, 900/-
and thereafter will be tapered off at the rate of 1/2 of the allowance in two installments
369
against future increments.)
Manager (HR)/Departmental Head
SANCTIONED
Sanctioning-Authority
Annexure 11.2
370
FITMENT SHEET (FOR PROMOTION ON OR AFTER 01.07.1989)
NAME OF THE OFFICER:
1. Promotion from SMG/MMG

Scale_____________as on :
2. Date of increment in the

previous scale :
3. Reached maximum in :
previous scale on Rs. On
4. Position regarding CAIIB :
5. Basic Pay as on date : Basic_______PQP_______FPA_______

promotion to i.e____________
6. Less: Increments for

CAIIB/JAIIB/
7. Notional Basic Pay on the date of :

promotion
(without weightage of CAIIB/JAIIB
increments
6. Add: 1 Notional Increment on promotion :

to (SMGS/MMGS)
9. Corresponding scale in the :

promoted scale
(SMGS/MMGS)
10. Add: Increment of :

CAIIB/JAIIB
11. Effective Basic pay on promotion to

SMGS/MMGS on 01.11________ :
15. Date of next increment/PQP :
DATE: SANCTIONING AUTHORITY
ANNEXURE-11.3
371
FITMENT FOR PAY FIXATION OF EX-SERVICEMEN/EX-ECOS/SSCOS RE-EMPLOYED IN
PUBLIC SECTOR BANKS ON OR AFTER 01.11.1997 IN CASE OF AWARD STAFF AND ON
OR AFTER 01.01.1998 IN CASE OF SUPERVISING STAFF
1. Name of the officer/ex-employee :
2. Present Designation in the Bank :
3. Date of Birth :
4. Age as on date of joining the Bank’s service :
5. Retired from armed forces/Defence services

(to be verified from the release certificate)
a) as :
b) on :
c) Total defence service: _______yrs_________months
(excluding the period of pre-commissioned training

period in case of commissioned officers)
6. Joined the Bank on :
7. Age as on date of joining Bank’s service :
8. Last pay drawn in Defence service

(as per certificate)
a) Basic Pay
b) Dearness Allowance
c) Rank Pay
d) Classification pay
e) Good service/conduct pay
f) Higher Pt. II qualification pay
g) Badge pay
9. Corresponding Basic pay in supervising :

cadre/clerical grade in the Bank
10. Less: Ignorable pension (where applicable) :
Amount to be deducted from pay :

+ D.A payable in Bank
Pay + D.A payable in Bank :
Minimum Basic pay of GM (Sc. VII in Bank :
11. Revised basic pay of employee/ :

Officer (ex-servicemen/ex-ECOs/SSCO)
372
12. Revised Basic Pay structure: Rs. w.e.f
Rs. w.e.f
Rs. w.e.f
Particulars scrutinized and fixation recommended for approval as above
Branch Manager
Fitment as proposed above, approved.
STATE BANK OF INDIA

___________DEPT. Controller/Head of Deptt.
DATE:
373
CHAPTER 12
PENSION, PROVIDENT FUND & GRATUITY
12. PENSION
12.1 Pensionable Service
Employees who have completed a minimum of 10 years of pensionable service at the

time they attain the age of superannuation shall be eligible for pension, effective from
1.11.1993. Consequently, the employees who were in service as on 01.11.1993 and not
over 48 years of age are now eligible to become members of the pension scheme, in lieu
of service gratuity. They are now required to submit a fresh option. Employees who
have retired on or after 01.11.1993 and retired on superannuation and completed 10
years of service at the age of 58 years are allowed to submit a fresh option for pension.
They are required to surrender the amount they have received as service gratuity in
excess of Statutory Gratuity with interest at the rate earned by the SBI Employees
Pension Fund from time to time, which is the same rate as applicable to provident fund
account from time to time.
12.1.1 Membership Clarification:
i) The officers appointed on contract basis as Technical Officer, Engineer and

Rural Development Officer and subsequently absorbed as regular officer in
continuous service of the Bank are also eligible from the date specified in the
terms and conditions of his appointment (Corp.Centre Circular No./PA/CIR/15 dt.
11.06.1994)
ii) All the Bank’s permanent full time and part-time Medical Officers with effect from
the date of their permanent appointment as such, subject to their fulfilling other
terms and conditions of the Pension Fund Rules such as age, etc on the date of
joining are eligible to become members of the State Bank of India Employees
Fund (Corp.Centre Circular/PA/CIR/15 dt. 11.06.1994)
12.1.2 Service conditions for payment of pension
A member of the State Bank of India Employees Pension Fund shall be entitled for
pension under Rule 22(i) while retiring from the Bank’s service:-
a) After having completed 20 years pensionable service provided that he has

attained the age of 50 years; or
b) If he is in the service of the Bank on or after 01.11.1993 after having completed

10 years pensionable service provided that he has attained 58 years of age.
Further, if he is in the service of the Bank on or after 22.05.1998, after having
completed 10 years pensionable service provided that he has attained the age of
60 years(Corp.Centre Memo No./CDO/PM/16/M/246 dt. 19.07.2001 &
Corp.Centre Circular No./CDO/PM/16/CIR/51 dt. 08.11.2001.
c) After having completed 20 years pensionable service irrespective of age he shall

have attained, if he shall satisfy the Authority Competent to sanction his
374
retirement by approved medical certificate or otherwise that he is incapacitated
for further active service,
d) After having completed 20 years pensionable service, irrespective of the age he

shall have attained at his request in writing if accepted by the Competent
Authority w.e.f 20.09.1986 (Corp. Centre Circular No./PA/CIR/140 dt.
20.09.2006)
e) After 25 years pensionable service.
f) A member who has attained the age of 55 years or who shall be proved to the
satisfaction of the authority empowered to sanction his retirement to be
permanently incapacitated by bodily or mental infirmity from further active
service, and not as a result of irregular or intemperate habits, may, at the
discretion of the Trustees, be granted a proportionate pension.
12.1.3 Pensionable Service
a) No period of leave granted without leave salary or absence without leave shall count as
pensionable service. The period of suspension shall count as pensionable service only
to such extent as the authority which reinstates him declares it to be pensionable at the
time of reinstatement or the authority which sanctions his retirement declares it to be so
as at the time of according the sanction.
b) A clerk selected as probationary officers is required to resign from the Bank’s service and
join afresh as Probationary Officer. However, his past service in the Bank in the clerical
cadre is being reckoned for all benefits except for seniority.
c) With effect from 01.11.1993 service rendered by an employee from the date of his
admission to the fund up to the date of retirement shall be reckoned as service for
pension.
12.1.4 Removal from service
To become eligible for sanction of pension, the removed employee should have
completed 20 years pensionable service with 50 years of age or 25 years of pensionable
service irrespective of age. If the removed employee does not fulfill any one of these
criteria he will not eligible for pension (Rule 22(i)(a) and 22(i)(d) of SBI Employees
Pension Fund Rules.
12.1.5 Payment of pension to ex-servicemen employees
In terms of extant instructions, ex-servicemen continue to draw defence pension after

their re-employment in the Bank. These re-employed ex-servicemen are not entitled for
count in their military service as qualifying service for the purpose of calculation of
pension in the Bank. These re-employed ex-servicemen may be admitted to the Pension
Fund, if eligible, as per SBI Employees Pension Fund Rules. They will be eligible to draw
defence as well as Bank’s pension for their service with the Bank. No separate ceiling on
pension, which may be drawn by them, has been prescribed (Corp. Centre letter
No./CDO/PM/16/24146 dt. 14.03.2000).
12.1.6 Pension Ceiling & Components of Pension
375
(i) The employees/officers of SBI who retire or retired while in service or otherwise cease to
be in employment on or after 1st May 2005, the pension would be determined with
reference to the pay scales effective from 1.11.2002 as under:
LHO/CIRDO/PPG/03 dt. 16.10.2006
(a) Employees/Officers having 50% of the average pay of last 12

pensionable pay upto Rs 21,040/- + months
Professional Qualification Pay, if any
(b) Employees/Officers having 40% of the average pay of last 12

pensionable pay exceeding (a) above months, subject to a minimum of Rs
10,520/- plus half of PQP, if any.
12.1.7 Components of Pensionable Pay
Basic Pay(incl. Stagnation increment) + Incremental component of FPP + PQP
(ii) The pension of the retirees for the period from 1.11.2002 to 30.4.2005 will also be revised
w.e.f. 01.05.2005 on the same basis as stated above but no arrears of pension and
commuted value of pension is payable on account of such re-fixation of Pension prior to
1.5.2005. However, arrears in pension payable w.e.f. 1.5.2005 onwards shall be
released. Two examples of calculations of pension for the retirees on or after
01.11.2002 are given hereunder to explain the calculation of revised pension.
PENSION CALCULATION
EXAMPLE 1:
1. Name of the employee: X

2. Date of birth 14.03.1959
3. Age as on 30.09.2006 47 yrs 06 months 16 days
4. Date of joining service as PO on 14.12.1981
5. Date from which service counts for pension 14.12.1981
6. Length of pensionable service 24 years 09 months 16 days
297 months
7. Date of retirement under Exit Option 30.09.2006
Date from which pension due 01.10.2006

8. Substantive salary at the time of retirement Basic: Rs. 24140/-
(Basic pay+ eligible allowance) as defined in PQP: Rs. 300/-
Rule (2) OF SBI Employees’ Pension Fund Incr. Comp. of FPP:
376
Rules and as decided by various Bipartite Nil
Settlement and Joint Notes. This is also
called pensionable pay. This is different for
officers and award staff. Total Rs. 24440/-
Monthly substantive salary drawn during the last 12 months pensionable service:
Month Basic Increm. PQP Personal Spl. Special Pay CCA TOTAL
& Year FPP Allowance Allow.
Oct.05 24140 Nil 300 24440
Nov.05 24140 Nil 300 24440
Dec.05 24140 Nil 300 24440
Jan.06 24140 Nil 300 24440
Feb.06 24140 Nil 300 24440
Mar.06 24140 Nil 300 24440
April 06 24140 Nil 300 24440
May 06 24140 Nil 300 24440
June 06 24140 Nil 300 24440
July 06 24140 Nil 300 24440
Aug.06 24140 Nil 300 24440
Sep.06 24140 Nil 300 24440
GROSS: 293280
1. Average substantive salary for the last 12 months pensionable service:
Rs. 293280
---------------- = Rs. 24440/-
12
2. Pension admissible:
(a) Pension admissible as per Rule 23(1) of SBI Employees’ Pension Fund Rules:
Average substantive salary * length of pensionable service in months

60 * 12
Rs. 24440 * 24 yrs 9 months (297month) 7258680

_____________ = ________
=
60 * 12 720
= 10081.50 say Rs. 10082/- …………….(A)
(b) (i) 40% of the average substantive salary= 40% of Rs. 24440/-
= Rs. 9776/-
377
(ii) Minimum pension payable = Rs. 10520 + ½ PQP
= Rs. 10520 + Rs. 150
= Rs. 10670/-
(c) Greater of (b) (i) and b (ii) = Rs. 10670/-
(d) Pension Payable (least of a& c) = Rs. 10082/-
EXAMPLE II:
1. Name of the employee Y

2. Date of birth 07.08.1946
3. Date of joining service 18.11.1966
4. Date of confirmation 18.5.1967
5. Date from which service counts for pension: 18.5.1967
6. Age as on 31.8.2006 (Dt. of retirement) 60 yrs 0 months 24 days
7. Length of pensionable service: 39 yrs 9 months 14 days
Monthly substantive salary drawn during the last 12 months pensionable service:
Month Basic Increm. PQP Personal Spl. Special Pay CCA TOTAL
& Year FPP Allowance Allow.
Sep.05 29340 620 750 30710
Oct.05 29340 620 750 30710
Nov.05 29340 620 750 30710
Dec.05 29340 620 750 30710
Jan.06 29340 620 750 30710
Feb.06 29340 620 750 30710
Mar.06 29340 620 750 30710
April 06 29340 620 750 30710
May 06 29340 620 750 30710
June 06 29340 620 750 30710
July 06 29340 620 750 30710
Aug.06 29340 620 750 30710
GROSS: 368520
1. Average substantive salary for the last 12 months pensionable service:
Rs. 368520
---------------- = Rs. 30710/-
12
2. Pension admissible:
(a) Pension admissible as per Rule 23(1) of SBI Employees’ Pension Fund Rules:
Average substantive salary * pensionable service in months

60 * 12
378
Rs. 30710 * 477 Rs. 14648670
_____________ = ______________
=
60 * 12 720
= Rs. 20345/-
(b)(i) 40% of the average substantive salary = 40% of Rs. 30710/-

= Rs. 12284/-
(ii) Minimum pension payable = Rs. 10520 + ½ PQP

= Rs. 10520 + ½ (750)
= Rs. 10520 + Rs. 375
= Rs. 10895/-
(c) Greater of (b) (i) and b (ii) = Rs. 12284/-
(d) Pension Payable (least of a& c) = Rs. 12284/-
12.1.8 Commutation of pension
i) An employee who retires from the Bank’s service on or after 01.01.1986 shall be
entitled to commute for a lump sum payment, a fraction, not exceeding one-third, of
his pension with effect from 01.11.1994 or on any subsequent date, from which he
becomes eligible for commutation.
ii) An employee who retires from the Bank’s service shall indicate the fraction of
pension which he desires to commute and may either indicate the maximum limit of
one-third pension or such lower limit as he may desire to commute.
iii) If fraction of pension to be commuted results in fraction of rupee, such fraction of a

rupee shall be ignored for the purpose of commutation.
iv) It has also been decided to give effect to the following provisions for commutation
of
pension after revision of pension w.e.f 01.11.2002. (LHO/CirDO/PPG/3 dt.
16.10.06)
(a) The pensioners who had opted for commutation prior to 1.5.2005, shall not be
eligible for additional commutation on account of increase in pension.
(b) The pensioners who have opted for commutation on or after 1.5.2005, shall be eligible
for commutation upto lump sum payment of the fraction not exceeding 1/3rd of the
revised pension. However, if a pensioner had availed of commutation upto a
particular fraction of the pension within the overall ceiling, as above, he will be
entitled to avail of the additional amount of commutation to the extent of the
difference on the basis of the fraction so specified earlier. Accordingly, the
pensioners eligible for additional commutation value would be advised of their
eligibility and shall be asked to inform the bank about their option for such
commutation within 90 days from the date of receipt of the advise about their
379
eligibility. If the pensioner does not inform the Bank about his option within the
stipulated period as above, he will forgo his right to claim commutation.
iv) The lump-sum payable to an applicant shall be calculated in accordance with the
Table give below:
COMMUTATION VALUE FOR A PENSION OF Re ONE PER MONTH
380
Age next Birthday Commutation value Age next Birthday Commutation value
expressed as number expressed as number
of years purchase of years purchase
17 18.21 18 18.07
19 17.93 20 17.78
21 17.62 22 17.46
23 17.29 24 17.11
25 16.92 26 16.72
27 16.52 28 16.31
29 16.09 30 15.87
31 15.64 32 15.40
33 15.15 34 14.90
35 14.64 36 14.37
37 14.10 38 13.82
39 13.54 40 13.25
41 12.95 42 12.66
43 12.35 44 12.05
45 11.73 46 11.42
47 11.10 48 10.78
49 10.46 50 10.13
, 51 09.81 52 09.48
53 09.15 54 08.82
55 08.50 56 08.17
57 07.85 58 07.53
59 07.22 60 06.91
61 06.60 62 06.30
63 06.01 64 05.72
65 05.44 66 05.17
67 04.90 68 04.65
69 04.40 70 .04.17
71 03.94 72 03.72
73 03.52 74 03.32
75 03.13 76 02.94
77 02.75 78 02.56
79 02.38 80 02.20
81 02.02 82 01.84
83 01.67 84 01.50
85 01.33
Notes:
381
i) The table above indicates the commuted value of pension expressed as number of
years purchase with reference to the age of the pensioner as on his next birthday.
The commuted value in the case of an employee retiring at the age of fifty eight years
is 7.22 years purchase and, therefore, if he commutes rupee one hundred from his
pension within one year of retirement, the lump-sum amount payable to him works
out to Rs. 100*7.22*12=Rs. 8664.
ii) An employee who had commuted the admissible portion of pension is entitled to have
the commuted portion of pension restored after the expiry of a period of fifteen years
from the date of commutation.
iii) No medical examination shall be necessary, if the application for commutation is

made within one year from the date of his retirement from the Bank’s service, the
same will be permitted, subject to medical examination, by a Competent Authority as
designated by the Executive Committee of the Central Board of the Bank.
iv) The commutation of pension shall become absolute in the case of an employee.
(a) Who submits an application for commutation of pension before the date of
retirement, on the date following the date of retirement.
(b) If he applied for commutation of pension after one year from the date of
retirement but before the completion of one year from the date of retirement, on
the date application for commutation is received by the Competent Authority.
(c) If he applies for commutation of pension after one year from the date of
retirement, on the date of the medical certificate given by a medical officer
approved by the Bank.
12.1.9 Prorata of pension
For the purpose of calculation of basic pension, an average of the salary for 12 months
immediately preceding the date of retirement is taken into consideration. Several
pensioners have retired drawing partly pre-revised (pre 1.11.2002 salary scales) and
partly revised pay (effective from 1.11.2002) during the 12 months immediately preceding
their retirement. For these pensioners it has been decided to abide by the IBA formula for
updation of pension subject to pension ceiling specified above. The implementation of
this IBA formula is subject to formal amendment to the SBI Employees’ Pension Fund
Rules.
As per the above mentioned IBA formula for pro-rata calculation of pension for the
months during which an employee has drawn pre-revised salary out of the last 12 months
of his service, the ‘Pay’ plus Dearness Allowance, if any, actually drawn in the pre-
revised scale of pay during the last 12 months before retirement or the dearness
allowance up to 2288 points, whichever is less would be treated as salary (as defined in
Pension Fund Rules) for the purpose of calculation of pension benefits. For the rest of
the months after 01.11.2002 only the revised ‘Pay’ will be taken into consideration.
However, the updated pension should in no case be more than the pension ceiling as
stipulated as mentioned above.
12.1.10 Family Pension
Family pension is payable to the family of deceased employee if he/she;
a) die while in service after putting in a minimum pensionable service of one year, or
382
b) die after retirement from service and on the date of death were drawing pension.
i) The minimum amount of family pension payable will be Rs. 300/- and the maximum will
be Rs. 1000/- (proportionate in case of part-time employees).
ii) When a member dies, while in service, after completion of 20 years of pensionable
service the family will be eligible, for the first five years after the date of death, for a family
pension at the full rate of normal pension to which the deceased employee would have
been entitled to, had he actually survived and retired on that date. Thereafter, the
eligibility will be at the rate prescribed for the family pension.
iii) When a member dies after retirement but before the expiry of five years after
retirement, the family will be eligible for a family pension at the full rate of normal pension
for a period of five years minus the actual period during which he has drawn pension
following the date of a retirement and thereafter at the rate prescribed for family pension.
iv) Family pension will be payable:
a) To the widow or widower of the deceased employee up to the date of her/his

death or remarriage whichever is earlier.
b) Failing (a) above, to the eldest surviving children in order of their birth up to
the age of 25 years or he/she is gainfully employed whichever is earlier.
c) In case the beneficiary is an unmarried daughter, until she attains 25 years of

age or is married or is gainfully employed whichever occurs first.
d) This process will continue till the last beneficiary attains the age of 25 years
or is gainfully employed or married in case of daughter, whichever is earlier.
e) If the son or daughter of the employee is suffering from any disorder or

disability of mind or is physically crippled or disabled so as to render him or
her unable to earn a living even after attaining the age of 25 years, the family
pension is payable to such son or daughter for life.
f) In case of twin children, family pension will be payable to both in the

proportion of 50:50.
g) Family pension will be payable if the widow/widower is working in the Bank

on compassionate grounds.
h) If the pensioner leaves two legally wedded wives, the family pension is
payable to both the wives in equal proportions.
12.1.11 Calculation formula of DA on Family Pension
The Executive Committee of Central Board in its meeting held on the 8th
December 2005 has decided to change the mode of computation of dearness
relief for family pensioners w.e.f. 1.5.2005. Hitherto, family pensioners were paid
variable dearness relief as per Government rate after 1.11.1987 on the basic
family pension and Fixed Dearness Relief (FDR) wherever applicable. It has
now been decided that w.e.f. 1.5.2005, in the case of family pensioners,
dearness relief shall be payable for every rise or be recoverable for every fall as
the case may be, of every 4 points over 600 points in the quarterly average of the
All India Average Consumer Price Index for Industrial workers in the series
383
1960=100, subject to necessary adjustment suitably upto 600 points. Such
increase or decrease in dearness relief for every said four points shall be
calculated in the manner given below:
The rate of dearness relief as a per cent of

Scale of basic family pension + FDR basic family pension + FDR
(wherever applicable) per month (wherever applicable) per month
(a) upto Rs 1250 0.67 per cent.
(b) Rs 1251 to Rs 2000 0.67 per cent of Rs 1250 plus 0.55 per cent
of basic pension in excess of Rs 1250.
(c) Rs 2001 to Rs 2130 0.67 per cent of Rs 1250 plus 0.55 per cent
of the difference between Rs 2000 and Rs
1250 plus 0.33 per cent of basic pension in
excess of Rs 2000.
(d) above Rs 2130 0.67 per cent of Rs 1250 plus 0.55 per cent
of the difference between Rs 2000 and Rs
1250 plus 0.33 per cent of the difference
between Rs2130 and Rs 2000 plus 0.17 per
cent of basic pension in excess of Rs 2130.
(b) Dearness relief shall be payable for the half year commencing from the 1st day of February
and ending with the 31st day of July on the quarterly average of the index figures published for
the months of October, November and December of the previous year and for the half year
commencing from the 1st day of August and ending with the 31st day of January on the quarterly
average of the index figures published for the months of April, May and June of the same year.
(c) Since the revision of rates of dearness relief to family pensioners has been made effective
from 1.5.2005, there will be no occasion to pay arrears to existing family pensioners for the period
prior to 1.5.2005.
384
PROVIDENT FUND
OSR:45
Unless otherwise directed by the competent authority and subject to the provisions of
the rules of the State Bank of India Employees' Provident Fund and the State Bank of
India Employees' Pension Fund, every officer shall become a member of each of the
said funds, if he is not already a member, and shall subscribe and agree to be bound
by the rules of these funds.
12.2 Membership
(a) All full time permanent employees are eligible to become member of the fund on
the date of confirmation (i.e after 6 months from the date of joining in the Bank)
(b) Part time employees who serve the Bank for more than 6 hours a week are
eligible to become members of the fund with effect from 01.09.1978 or the date of
confirmation whichever is later vide Corp. Centre Circular No./PA/CIR/166 dt. 10.09.85.
(c) Probationary Officers, Rural Development Officers, Liaison Officers and other
specialist officers (direct recruits) are eligible for admission to the fund from the date of
their joining in the Bank.
(d) Bank Medical Officers are also eligible for the membership of the fund w.e.f
01.01.1983 or the date of their joining whichever is later provided that they are not
members of Provident Fund of any other Organisation.
12.2.1 Application for membership
The eligible employee will apply to the Trustee of the fund through his/her Controlling
Authority on the under noted forms:
i) Provident Fund Application COS 433

II) Pension Fund Application COS 548
III) P.F Nomination on Form ‘B’ if the member
Has no family (ANNEXURE 12.1)
iv) P.F Nomination on Form ‘A’ if the member
has family (ANNEXURE 12.2)
NOTE
(a) All the above forms will be filled in duplicate, duly completed and verified from the original
data available, service sheet, etc.
(b) The applicant should not verify the data as verifying officer.
12.2.2 Change in the name
In case of change in the NAME of an employee, a photocopy of the affidavit together with
a copy of the Court Order, a photocopy of paper cutting of advertisement in this regard
duly verified by the branch manager along with an application on COS 433, PF
nomination on Form ‘A” or ‘B” as the case may be, COS 548 will be sent to the PF &
Gratuity Department for making necessary changes in their records.
385
12.2.3 Change after marriage
(In case of female employee)
In case of a female employee, after her marriage, she should submit an application to the
PPG Department through her controlling authority for change of her name along with
marriage certificate (if any) and nomination on Form ‘A”.
12.2.4 Contribution
i) In case of full salary

Rule 12(1), (2) & (3)
Provident Fund shall be deducted from the salary at the rate of 10% of pay w.e.f
01.11.1993. The same amount will be subscribed by the Bank also.
Pay for the purpose of Provident Fund shall mean basic pay including stagnation
increments and professional qualification allowance and increment component of fixed
personal allowance and officiating allowance.
12.2.5 Rate of Interest
(i) The rate of interest payable on the Provident Fund Account of the members of the IBI
Employees’ Provident Fund and the SBI Employees’ Provident Fund has been fixed at
8.5% for the period from 01.04.2005.
(ii) The amount of interest calculated on the Provident Fund balances of the members of
both the Funds shall be rounded off to the next higher rupee, if it contains an element of
paisa.
12.2.6 Additional contribution

Rule 12.C (1), (2) & (3)
If a member desires to subscribe additional contribution in his P.F account he shall have
to advise in writing to the officer responsible for paying his salary the rate expressed in
percentage of his salary he desired to subscribe. Such changed rate shall not be less
than 5% and more than 25% (i.e. 10% already deducated+15% additional).
12.2.7 In case of reduced pay

Rule no. 12 (D)
During any period in which the salary of any member is reduced, such as absence on
medical leave on half pay, P.F deduction will be calculated on the full basic pay eligible
allowances but inn case of leave without pay or no pay, P.F contribution should not be
deducted and no contribution will be paid by the Bank for the period of such leave.
Each member shall be supplied a statement of his account at Half Yearly intervals as on
30th Sept. and 31st March every year.
12.2.8 Payment of provident fund balance

(dismissed employee)
Rule 24
If any member shall be dismissed from the service of the Bank for any fault or other
cause justifying dismissal, he shall not be entitled to receive, unless permitted to do so by
the Trustee, the sums contributed by the Bank to his provident fund account, or any
386
interest credited to that account on the sums so contributed. Provided that when any
member is so dismissed, any amount due under a liability incurred by the member to the
Bank (not exceeding in any case the sums so contributed by the Bank and interest
thereon) shall be paid by the Trustees to the Bank out of the sum standing to the credit of
the member’s account.
12.2.9 Contributions of transferred employees
If any arrears are paid to a staff member and any amount is credited in the Trustees’
Account after his transfer from the branch, the amount is to be remitted to the branch
where the employee is presently posted. The amount of contribution so received will be
included in the current month’s contribution list of the present branch. This will avoid
delay in processing due to reporting of contributions by two Branches against same index
number or creation of dormant account in the Circle Balance Book and transfer the
balance by Inter Circle Transfer as the case may be.
12.2.10 Liability to the bank by the employee

Rule 26
When a member resigns or retires from the service of the Bank, he shall, if he has served
the Bank for a period of five years or more, be entitled to receive the balance at his credit
in the fund. Provided that when any member resigning or retiring from the service of the
Bank is under a liability incurred by him to the Bank the trustee shall, irrespective of the
duration of his service, pay to the Bank out of the balance at his credit in the fund any
amount due by him to the Bank (not exceeding in any case the sums contributed by the
Bank to his account in the fund and any interest credited to his account on the sums so
contributed.
12.2.11 Members with less than 5 years service

Member’s contribution
i) RULE 27
If any member shall cease to be in the service of the Bank before completion of a service
of five years with the Bank, he shall be entitled to receive only the amount of his own
subscription to the Fund with the interest credited thereon to the date of his severing his
connection with the Bank.
Bank’s Contribution
ii) RULE 28
If any member shall cease to be in the service of the Bank before completion of a service
of five years with the Bank, he will not be entitled to receive the amount of the Bank’s
contribution standing at the credit of his provident fund account, but the Trustee may in
their absolute discretion authorize such payment if a member is compelled to retire
before completing five years service owing to any cause beyond his control.
12.2.12 NOMINATION
Definition as per PF Act, 1925
A. Dependent
387
I) wife ii) Husband iii) Parents iv) Child v) Minor brother vi) Unmarried sister vii)
Deceased son’ widow viii) Where none of the parents of the member is alive, paternal
grand parents.
B. Family
i) Wife/Wives ii) Husband iii) Children iv) Widow(s) of deceased son of a member v)
Children of a deceased son of a member
12.2.12.1 Nomination and change of nomination in favour of family members

Rule No 29(1)
Each member shall nominate in Form ‘A’ (ANNEXURE 12.4) one or more persons
belonging to his/her family to whom the amount standing at his/her credit in the Fund
shall be payable in the event of his/her death. A member who has no family shall
nominate a person or persons in Form ‘B’ (ANNEXURE 12.3) provided that such
nomination shall be valid only so long as the member has no family. When a member
subsequently acquired family he/she shall formally cancel the previous nomination and
nominate in Form ‘A’ one or more persons belonging to his/her family.
12.2.12.2 Distribution of %age of share among the nominees

Rule 29 (2) & (3)
A member may distribute the amount that may stand to his credit in the fund amongst his
dependent or family members (as the case may be) at his own discretion expressed in
terms of percentage, covering full amount. Nomination made by a member earlier, may
be cancelled by him/her and replaced by a fresh nomination in accordance with these
rules.
12.2.12.3 Nomination in favour of wife/husband

Rule No. 29(4)
In case a female employee expresses her desire to the Trustees in writing to exclude her
husband from the family, the husband shall no longer be deemed to be a person
belonging to the family unless the member subsequently cancels formally in writing her
notification excluding him.
If a member proves that his wife has been judicially separated from him or has ceased
under the customary Law of the community to which she belongs to be entitled for
maintenance, she shall no longer be deemed to be a person belonging to the family
unless the member subsequently informs by express notification in writing to the Trustee
that she shall continue to be so regarded.
12.2.12.4 Change in name of spouse

In case of death or legal separation of first spouse, the nomination can be changed in
favour of second spouse. Member should apply to the Trustees by an application along
with nomination on Form ‘A” supported by death certificate/deed of legal separation of the
first spouse.
12.2.12.5 Nomination in favour of adopted child
An adopted child can be nominated if the adoption is recognized by the personal law
governing the member.
388
12.2.13 Liability by an employee after death
Rule 32
On the death of a member, who is under a liability incurred by him to the Bank, the
Trustees may pay to the Bank out of the balance at his credit in the fund any sum due by
him to the Bank (not exceeding in any case the sums contributed by the Bank to his
account in the fund any interest credited to his account on the sums so contributed)
before making payment under Rule 30.
12.2.14 Noting/cancellation of lines
A lien noted against the Provident Fund balance of a member is applicable against the
Bank’s contribution only as the Member’s contribution cannot be appropriated unless the
member specifically authorizes to do so. The particulars of all loans/advances
sanctioned to a member where a lien on the PF balance is required to be marked, should
be advised to the PF & Gratuity Department for members working at Circles and to
Central Accounts Office, Kolkata for members working at Corporate Centre and its
establishments on the formats as per ANNEXURE 12.4. Similarly, when the loan is
liquidated in full, a letter of cancellation of lien (ANNEXURE 12.5) should be addressed in
the manner prescribed as above.
Lien can be noted in the following cases:-
Sanction of loan for purchase of vehicle i.e car, scooter, moped etc., Individual Housing
Loan/Additional Housing Loan, Personal Loan, Student loan for children/wards of a
member, Clean Demand Loan against the contribution to the PF, on account of loss
caused to the Bank due to negligence/connivance of member
NOTE
No lien can be noted against the Provident Fund Balance for any other loan/advance
including loan availed by member from the Co-operative Societies.
No lien should be noted against the Provident Fund Balance even an employee
undertakes to guarantee a loan availed by his family/members/near relatives.
12.2.15 Advance against member’s own contribution to provident fund

Rule 15(1)(a)
No advance shall be granted unless the Trustees are satisfied that member’s pecuniary
circumstances justify the advance and it will be expended for the specified purpose.
There is no service criteria but the Trustees may, at their absolute discretion and at the
written request of a member, make advance to member against his own contribution plus
interest thereon standing to his credit in the fund, subject to the following conditions:-
i) to pay expenses incurred in connection with the serious or prolonged illness of

the member or any person actually dependent on him
ii) to pay obligatory expenses on a scale appropriate to the member’s status which
by customary usage the member has to incur in connection with marriages, funerals or
other ceremonies;
iii) to meet any other expenditure or liability which, in the opinion of the Trustee, is
extraordinary and beyond the ordinary capacity of the member to meet.
389
12.2.15.1 Amount of advance
Rule 15(1)(b)
An advance shall not, except for special reasons exceed three month’s basic pay or half
the amount of member’s own subscription and interest thereon standing to his credit in
the fund whichever is less. For the purpose of advance basic pay means basic pay +
other eligible allowances which are reckoned for provident fund contribution.
12.2.15.2 Recovery of advance

Rule 15(2)(a)
The advance will be recovered in equal instalments of not less than 12 months unless the
member so opts and not more than 24 months. Where the amount of advance exceeds 3
month’s basic pay plus eligible allowance, it shall be open to the Trustees to permit
recovery in 36 equal monthly instalments after the last instalments is repaid if the
advance is repayable in 12/24 months. If the advance is repayable in 36 instalments
interest can be recovered in two equal monthly instalments immediately after repayments
of the principal amount.
Recovery of the first instalment shall commence, when the member draws his salary for
the full month for the first time after the advance is made. A member may, at his option,
repay more than one instalments in one month.
12.2.16 Withdrawal against member’s own contribution to

PF Rule 16
No withdrawal shall be allowed for any of the purposes mentioned below except (e)
unless the member has completed 25 years of service or has attained the age of 50
years.
a) Building or acquiring a suitable house for his residence including the cost of the
site or repaying any outstanding amount on account of loan expressly taken for
the purpose.
b) Meeting the cost of higher education, including wherever necessary the cost of
passage
c) Meeting expenses in connection with the marriage of his/her daughter or

daughters or, if the member has no daughter, any other female relatives,
dependent on him.
d) Building or acquiring, as a member of Co-operative Housing Society approved by

the Bank or under any other scheme approved by the Bank for the purpose, a
suitable house for his residence including the cost of the site. (Here age limit and
or service criteria are not applicable.
NOTE:
For the purpose of withdrawal salary means basic pay + other eligible allowances
which are reckoned for provident fund contribution.
12.216.1 Withdrawal under Rule 16 (a) building or acquiring a house
i) Up to one half of the amount of his own subscriptions with interest

thereon standing to his credit in the fund.
390
ii) The actual cost of the house including the cost of site or the amount
required for repayment of the loan taken for this purpose, whichever is
less. To become eligible to avail a withdrawal under Rule 16 (a) of the
fund, the member will have to satisfy all the provisions of Rule 21(1) of
the fund.
12.2.16.2 Cost of higher education

Rule 16(b)
i) Half the amount of his own subscriptions and interest thereon standing to
his credit in the fund or three months salary, whichever is less.
ii) The withdrawal by a member from the fund shall be permitted once in
every six months.
iii) A member, who has been permitted to withdraw money from the fund,
shall satisfy the Trustees within a period of six months from the date of
withdrawal that the money has been utilized for the purpose for which it
was withdrawn.
12.2.16.3 Daughter’s marriage

Rule 16 (c )
i) Six month’s salary, or
ii) Half the amount of his own subscriptions with interest thereon standing to
his credit in the fund, whichever is less.
Provided in special cases, the Trustees may relax the limit and in no
case the amount shall exceed 10 months salary.
12.2.16.4 Son’s marriage

Rule 16 (d)
i) Three month’s salary, or
ii) Half the amounts of his own subscriptions with interest thereon standing
to his credit in the fund, whichever is less.
Provided that in special cases, the Trustees may relax the limit but in no
case shall the amount exceed six months salary.
12.2.16.5 Building or acquiring house under bank’s housing scheme

Rule 16 (e)
Up to one half of the amount of his own subscriptions with interest thereon
standing to his credit in the fund or shortfall of the housing project to be
constructed/acquired out of Bank’s finance, whichever is lower.
NOTE:
a) Withdrawal by a member under clause (c) or (d) above shall not be
permitted before three months preceding the month in which the
marriage is proposed to take place.
391
b) The member shall furnish a certificate to the Trustee within a period of
one month from the date of marriage or if he is on leave, within one
month of return from leave, that the money withdrawal has actually been
utilized for the purpose for which it was intended.
c) More than one simultaneous withdrawals can also be permitted to a

member under Rule 16 (c) and (d) in case marriages of two children are
celebrated simultaneously.
d) Withdrawal under Rule 16 (e) will be permitted once during the service.
12.2.17 Clean demand loan against bank’s contribution
i) Clean Demand Loan may be granted to the member of the staff, who avails
housing loan under the Bank’s Housing Scheme (Rule 16(e) ) for the purpose of
meeting shortfall/margin money or the employee’s own investment required for
the project (Corp. Centre Circular No. CDO/CIR/16 dt. 15.02.1993)
ii) The amount of Clean Demand Loan shall be restricted to 6 month’s basic pay of
the employee or the employee’s own investment in the housing project over and
above the finance available from the Bank whichever is less, after exhausting the
withdrawal facility from the Provident Fund against the employee’s own
contributions. The amount will, however, not exceed the Bank’s contributions to
the Provident Fund together with interest thereon.
iii) The Clean Demand Loan will be repayable by the employee in equal monthly
instalments not exceeding 60 plus interest by way of recovery from salary.
iv) Interest and the periodicity of application of interest will be the same as
applicable to the Demand Loan against Gold ornaments to the staff.
392
GRATUITY
12.3.1 Provisions
Officers in the Bank are entitled to gratuity under the following provisions:
(a) State Bank of India Officers Service Rules
(b) Payment of Gratuity Act, 1972.
(c) Compassionate Gratuity on the death of any officer while in service.
The Central Board has decided that the compassionate gratuity payable to the
dependants of the deceased officers governed under the Bank’s Pension Fund Rules,
shall be the highest of the following amounts:
(a) That payable under the Compassionate Gratuity Scheme.
(b) That Gratuity under the Service Rules
(c ) That payable under the Payment of Gratuity Act.
12.3.2 Under State Bank of India Officers Service Rules
1. An officer who is not governed by the pension scheme referred to in rule 45 of

OSR shall be eligible for gratuity on :
(a) retirement;
(b) death
(c ) disablement rendering him unfit for further service as certified by a medical

officer/board approved by the Bank;
(d) resignation after completion of ten years of continuous service; or
(e) termination of service in any other way except by way of punishment after
completion of 10 years of service.
Note:
(i) Officers who resigned after 01.10.1979 on completion of 10 years and who were
denied service gratuity on the ground that they were members of pension Fund,
may be paid service gratuity as per Bank’s Scheme.
(ii) Officers who resigned after 20 years of service after 01.10.1979 but before
20.09.1986 and claim both proportionate pension and service gratuity will be paid
only service gratuity under that Bank’s Scheme and they will be entitled to
proportionate pension.
(iii) In view of the above, claims of officers made after 01.10.1979 which have been
rejected earlier may be reopened and they may be paid service gratuity after
adjusting the gratuity paid under payment of Gratuity Act. Cases, if any, pending
in Courts, questioning the Bank’s stand denying gratuity may be compromised on
the above lines. Each past case should, however, be referred to PF & Gratuity
393
Department at LHO for seeking administrative clearance from Corporate Centre.
However, cases arising in future should be dealt with on the basis of the
interpretation of Rule 46 provided above. Claims on interest for delayed release
of gratuity will also be examined by Corporate Centre on merits.
OSR:46(2)
2. The amount of gratuity payable to an officer shall be one month's pay for every
completed year of service, subject to a maximum of 15 months' pay.
Provided that where an officer has completed more than 30 years of service, he shall be
eligible by way of gratuity for an additional amount at the rate of one half of a
month's pay for each completed year of service beyond 30 years.
Note : If the fraction of service beyond completed years of service is six months or
more, gratuity will be paid prorata for the period.
12.3.3 Calculation of Gratuity
Gratuity is calculated at the rate of 15 days wages for each completed year of service or
part thereof in excess of 6 months on the basis of 26 working days in a month as per the
following formula and the calculation based on 26 days will be effective from 23 rd July
1980(Corp Centre letter No.ADM/044889 dated 11.10.1980)
WAGES * 15 * NO OF YEARS OF SERVICE

_____________________________________
26
12.3.3.1 Minimum Amount Payable
Actual amount that works out on calculation
12.3..3.2 Maximum Amount Payable
From 01.12.1992 to 23.05.1994 Rs. 50,000/-

From 24.05.1994 to 23.09.1997 Rs. 1,00,000/-
From 24.09.1997 and onwards Rs. 3,50,000/-
12.3.4 Wages constitute:
Basic Pay + D.A + Personal Allowance + PQP + FPA ) incremental component)
3. Gratuity computed in terms of Officers Service Rules to be amended in terms of

agreement dated 23.6.1995 between IBA and Officers' Organisations shall be
recalculated and difference paid only to such eligible officer employees who cease to
be in the Bank's service on or after 1.11.1994. No arrears on account of gratuity shall be
payable to officers who ceased to be in Bank's service prior to 1.11.1994.
12.3.5 Nomination
(i) The following procedure is adopted in obtention and rentention of Gratuity

Nominations on Form F in respect of all employees:
394
(a) Gratuity Nomination on Form F should be obtained from every employee in
duplicate. Both copies should be sent to the PF & Gratuity department at
LHO who will record the nomination at their end, retain one copy with them
and send the other to CAO, Kolkatta, for record at their end. The record of
all such nomination forms should be held by the PF & Gratuity Department at
LHO and filed index number –wise on the lines of Provident Fund
nominations. In case of change in gratuity nomination, the same procedure
as laid down in case of PF nominations be followed with a copy being
forwarded to CAO, Kolkatta.
(b) On death of a member, the PF & Gratuity Department at LHO will process
the application for sanction of gratuity payment to the nominee on the basis
of the nomination held by them or the last posting. The record held by CAO,
Kolkatta, will be an additional source of information to be approached in case
of need. As such the PF & Gratuity Department at this office will hold the
original gratuity nomination, in respect of all employees working in the Circle.
(c) The date of death/retirement should be conveyed to CAO, Kolkatta and the
Nomination Form held by them recalled by the PF & Gratuity Department so
that the nomination forms in respect of deceased/retired employees do not
get accumulated with them.
(ii) In case of transfer of employees between Circles/Other Offices, the Gratuity

Nomination Form held by the transfer Circle will be forwarded to the transferee
Circle or CAO, Kolkatta as the case may be, at the time of exchanging Inter
Transfer (ICT) forms relating to PF balances.
(iii) In case an employee has already submitted the Gratuity Nomination Form and
the present Salary Disbursing Authority is in possession of the same, they may
obtain a duplicate copy thereof and forward them to the LHO, PF & Gratuity
Department who will be retaining the original and forward the duplicate copy to
CAO, Kolkatta.
(iv) The Provident Fund Index Number of the employee may please be mentioned at
the Top of all Gratuity Nomination Forms, to enable the PF & Gratuity
Departments to keep them in files according to index number-wise.
(v) A specimen of the Form F is enclosed in Annexure 12.3
12.3.6 Compassionate Gratuity
PER/122 dt. 24.03.1999
The Central Board at their meeting held on 14.03.1996 have decided, that the ceiling on
compassionate gratuity under the aforesaid scheme be enhanced to Rs. 3.5 lacs. It was
further decided by the Central Board that the above modifications may be brought into
effect from 01.01.1996.
12.3.6.1 Compassionate Gratuity to Dependants of Officials who happen to die while in

service
1. Gratuity under this scheme will be considered on the death, while in the service
of the Bank, and of an officer who is governed by the Rules and Regulations of
the Bank’s Pension Fund.
395
2. (a) Gratuity will be calculated at the rate of one month’s pay for each completed
year of service subject to maximum of 15 months pay, provided that, where an
official has completed over 30 years of service before his dealth, a further
amount at the rate of one-half of a month’s pay for each completed year of
service beyond 30 years will be payable.
(a) Additional Compassionate Gratuity at the rate of 1/4th of a month’s pay for
each completed year of service between the 16th and 30th years of service
will be payable.
3. The authority empowered to sanction gratuity under this Scheme shall have the
discretion to forfeit partly or wholly the payment of gratuity under the Scheme as
indicated hereunder, where disciplinary/criminal proceedings have been initiated
or are in progress at the time of death of an official:
(a) In cases where major penalty proceedings are pending against the official for
willful omission or negligence causing damage or loss to, or destruction of
property belonging to the Bank, the sanctioning authority shall independently,
on the basis of materials available against the official, quantify the extent of
the damage or loss caused or likely to be caused to the Bank by such act of
willful omission or negligence of the official and may forfeit the gratuity to the
extent of the damage or loss so caused or likely to be caused to the Bank.
(b) Where major penalty proceedings or criminal proceedings have been

initiated or are pending against the official for any riotous disorderly conduct
or any other act of violence on his part, or for an offence involving moral
turpitude, the sanctioning authority shall independently, on the basis of the
material available against the official, assess the involvement of the official in
the said proceedings any may forfeit the gratuity under the scheme either
wholly or partly having regard to the nature and gravity of involvement of the
official in the said proceedings.
(c) Payment of gratuity under the scheme shall not be forfeited in cases of minor
penalty proceedings.
Nothing herein mentioned will govern the forfeiture of that portion of gratuity which is
payable under the payment of gratuity Act and the relevant provisions in that Act shall be
followed.
12.3.9 Miscellaneous points about terminal benefits:
(a) In terms of Rule 19 of State Bank of India Employees Pension Fund Rules, if an
officer of the Bank is entitled to pension wishes to accept any commercial
employment within two years from the date of retirement, he should obtain the prior
sanction of the Competent Authority who shall consider such proposals in
accordance with the guidelines laid down.
(b) Sanctioned copies of calculation sheets of Provident Fund and Gratuity should
be provided to the retiring employee at the time of making payment of his terminal
dues. (Corp Centre letter no. CDO/PM/16/CIR/29 dated 04.09.06) /LHO/PPG/2 dt.
14.10.2006.
(c) Pensioners desirous of getting their pension credited to a joint account operated
by a pensioner with his/her spouse in whose favour an authorization for family
pension exist in Pension Payment Order (PPO) is allowed subjected to completion of
certain formalities (LHO/CIRFO/Govt. Business/19 dt. 22.07.05)
396
(d) Terminal benefits proposals should be submitted to PPG Department error free
and well in advance say 4-5 months ahead of the retirement date of the concerned
employee, so that sanction of the Appropriate Authority is timely obtained and
conveyed to the concerned Zonal Office/Branch. No claim of overdue interest will be
entertained without fixing the staff accountability, where such delays occur due to
laxity of the operation staff.(LHO/CirDO/PPG/1 dated 28.04.05)
ANNEXURE-12.1
PROVIDENT FUND FORM B

(Form of nomination when member has no family)
Index No.__________________
Place_____________________
397
Date______________________
Members Name_____________________
To,
The Trustees of the State Bank of India, Employees Provident Fund
Through The________________________
STATE BANK OF INDIA
__________________________________
GENTLEMEN,
I hereby declare that I have no family and direct that the amount payable to me from the State
Bank of India Employees Provident Fund at the time of my death shall, in the event of my having
no family be distributed among persons mentioned below in the manner shown against their
names:-
S.No Name in full with full Relationship with the Age of Amount of share of
address of nominee(s) employee Nominee accumulation
(1) (2) (3) (4)
1
2
3
Without prejudice to my right under sub rule (3) of rule 29 of the State Bank of India Employees
Provident Fund Rules to cancel the nomination made by me whenever I think fit, I hereby give
notice that in the event of the person/any of the persons nominated there under predeceasing
me, this nomination shall forthwith stand cancelled, in so far as it relates to the right conferred
upon such person/any of such persons.
Witness:- Yours faithfully

1) Signature__________
Name______________
Designation_________
Address____________
____________
____________ (Signature)
Name_____________
Designation________
Address___________
____________
Members signature verified by me
_______________________
Branch Manager/Chief Manager/Asstt. General Manager
NOTE- Column 4 may be filled in so as to cover the whole amount at credit.
COS 434
ANNEXURE-12.2
PROVIDENT FUND FORM A

(Form of nomination when member has a family)
Index No.__________________
Place_____________________
398
Date______________________
Members Name_____________________
To,
The Trustees of the State Bank of India, Employees Provident Fund
Through The________________________
STATE BANK OF INDIA
__________________________________
GENTLEMEN,
I hereby declare that the amount payable to me from the State Bank of India Employees
Provident Fund at the time of my death shall be distributed among the members of my family
mentioned below in the manner shown against their names:-
S.No Name in full with full Relationship with the Age of Amount of share of
address of nominee(s) employee Nominee accumulation
(1) (2) (3) (4)
1
2
3
Without prejudice to my right under sub rule (3) of rule 29 of the State Bank of India Employees
Provident Fund Rules to cancel the nomination made by me whenever I think fit, I hereby give
notice that in the event of the person/any of the persons nominated there under predeceasing
me, this nomination shall forthwith stand cancelled, in so far as it relates to the right conferred
upon such person/any of such persons.
Witness:- Yours faithfully

Name______________
Designation_________
Address____________
____________
____________ (Signature)
Name_____________
Designation________
Address___________
____________
Members signature verified by me
___________________________
Branch Manager/Chief Manager/Asstt. General Manager
NOTE- Column 4 may be filled in so as to cover the whole amount at credit.
Annexure-
12.3
STATE BANK OF INDIA
399
Form “F”
(See-sub-Rule (6)
NOMINATION
To
1. Shri/Ms.________________________________________________________________
___
(Name in full here)
whose particulars are given in the statement below, hereby nominate the person(s) mentioned
below to receive the gratuity payable after my death as also the gratuity standing to my credit in
the event of my death before the amount has become payable, or having become payable has
not been paid and direct that the said amount of gratuity shall be paid in proportion indicated
against the name(s) of the nominee(s).
2. I hereby certify that the person(s) mentioned is/are a member(s) of my family within the
meaning of clause(h) of Section 2 of the payment of Gratuity Act, 1972.
3. I hereby declare that I have no family within the meaning of clause (h) of Section 2 of the
said Act.
4. (a) My father/mother/parents is/are not dependent on me.
(b) My husband’s father/mother/parents is/are not dependent on my husband
5. I have excluded my husband from-my family by a notice, dated_______ to the controlling

authority in terms of the proviso to clause (h) of Section 2 of the said Act.
6. Nomination made herein invalidated my previous nomination.
7. This nomination will be valid for payment of gratuity, if any, payable to me under any
scheme of the Bank except compassionate gratuity scheme.
NOMINEES(S)
S.No Name in full with full Relationship with Age of Proportion by which the
address of nominee(s) the employee Nominee gratuity will he shared
(1) (2) (3) (4)
1
2
3
so on
* (Give here name or description of the establishment with full address)
STATEMENT
1. Name of employee in full :
400
2. Sex :
3. Religion :
4. Whether unmarried/married/widow/widower :
5. Department/Branch/Section where employed :
6. Post held with Ticket or, Serial No. if any, :
7. Date of appointment :
8. Permanent Address: :
Village__________________Thana_____________Sub Division________________
Post Office_______________District____________State______________________
Place:
Date: Signature/thumb-impression of the
employee
(Declaration by the witnesses)
Nomination signed/thumb-impressed before me:
Name in full and full address Signature of witnesses

1. 1.
2. 2.
Place
Date
CERTIFICATE BY THE EMPLOYER
Certified that the particulars of the above nomination have been verified and recorded in this
establishment.
Employer’s Reference No., if any.
Signature of the employer/Officer authorized

Designation
Date________ Name and address of the establishment

or
Rubber stamp thereof
Acknowledgement by the employee
Received the duplicate copy of nomination in Form ‘F” filled by me and duly certified by the
employer
Date Signature of the employee
ANNEXURE-12.4
The General Manager/
401
Asstt. General Manager
PF & Gratuity Department
State Bank of India
Local Head Office
Central Account Office
__________________
Letter No.
Date_____________
Dear Sir,
NOTING OF LIEN
Please arrange to note a lien for Rs.__________(Rupees_______________) against the

Provident Fund Account of the employee, under advice to us, the full particulars of whom are
given below:-
1. Name
(In Block letters and must be in the same order as mentioned in
Service Record P.F Agreement Form)
2. Index Number
(Correct Modulus Index Number should be given)
3. Present place of posting
4. Type of loan availed
5. Amount of lien
6. Date of disbursement of loan/advance
7. The month and year when loan/advance will be liquidated
8. Remarks, if any
Yours faithfully
BRANCH MANAGER
ANNEXURE-12.5
402
The General Manager/
PF & Gratuity Department
State Bank of India
Local Head Office
Central Account Office
__________________
Letter No.
Date_____________
Dear Sir,
CANCELLATION OF LIEN
Please arrange to cancel a lien for Rs.__________(Rupees_______________) noted against the

Provident Fund Account of the employee, under advice to us, the full particulars of whom are
given below:-
1. Name
(In Block letters and must be in the same order as mentioned in
Service Record P.F Agreement Form)
2. Index Number
(Correct Modulus Index Number should be given)
3. Present place of posting
4. Branch from which the loan was availed of
5. Type of loan availed
6. Amount of lien
7. Date of disbursement of loan/advance
8. Remarks, if any
Yours faithfully
BRANCH MANAGER
ANNEXURE 12.6
STATE BANK OF INDIA
403
The Chief Manager Place______________
Central Accounts Office,
Kolkatta Date_______________
Dear Sir,
ADVANCE FROM PROVIDENT FUND
I forward herewith, for submission to the Trustees of the State Bank of India Employee’s
Provident Fund, an application from the above member for an advance of Rs.________________
_______________________________________from the amount of his own subscriptions to the
fund and interest thereon.
2. I furnish below further particulars required in respect of the member:
(a) Nature of appointment_____________________________________________________
(b) Salary per month_________________________________________________________
(c ) Member’s and Bank’s combined subscriptions for the three months preceding________
for the month of ______________________20 Rs._______________________
do_________________________________20 Rs._______________________
do_________________________________20 Rs._______________________
(d) Whether twelve months elapsed after the final repayment of all advance (if any) taken by
the member with interest thereon____________________________________________
3. I recommend the application for sanction for the following reasons(s)*
Yours faithfully
Branch Manager
* State clearly as to how far the conditions laid down in Rule 15(1) (a) (i) to (iii) of the
funds are satisfied.
(for use at Local Head Office)
Recommended that an advance of Rs.___________________(Rupees_____________________

____________________________) be sanctioned under Rule 15
STATE BANK OF INDIA

___________________
Chief General Manager
ANNEXURE 12.7
Members name in full____________________________________________________________

(in block letters)
404
Index No.____________
Place_________________
Date_________________
To
THE TRUSTEES OF THE STATE BANK OF INDIA

EMPLOYEE’S PROVIDENT FUND
(Through the_______________
STATE BANK OF INDIA
(___________________________)
GENTLEMEN,
In terms of Rule 15 of the Fund’s Rules, I beg to apply for an advance of

Rs.___________________(Rupees_____________________________) from the
amount standing to my credit in the Fund (to be set off against my own subscription to the
Fund and interest thereon.)
2. The advance is required for the purpose of ______________________________

________________________________________) in support of my application. I
enclose *_______________________________________________________________
3. I certify that I have exhausted all other sources of raising funds.
4. The advance may be recovered from my salary in ________________________

equal monthly instalments of Rs.____________(Rupees_________________________).
In the event of my ceasing to be in the Bank’s service before the advance is liquidated,
the balance outstanding and the interest due, if any, shall deemed to have been refunded
to me out of my contributions to the fund and to that extent it shall be a good discharge to
the Trustees against all claims whatsoever in respect of the said Fund.
5. Interest on the advance may be recovered in ____________one/two monthly

instalments
*documents evidence to be produced where possible.
Member’s signature verified. Yours faithfully
Branch Manager/Chief Manager (Signature of the member)
Advance of Rs.________________(Rupees___________________________________)
Sanctioned on behalf of the Trustees. Recoveries are to be made in equal monthly
instalments of Rs.________________(Rupees________________________________)
Interest is to be recovered _______________one/two equal monthly instalments.
STATE BANK OF INDIA

CORPORATE CENTRE
MUMBAI______200 MANAGING DIRECTOR
ANNEXURE 12.8
Members name in full____________________________________________________________

(in block letters)
405
Index No.____________
Place_________________
Date_________________
To
THE TRUSTEES OF THE STATE BANK OF INDIA

EMPLOYEE’S PROVIDENT FUND
(Through the_______________
STATE BANK OF INDIA
(___________________________)
GENTLEMEN,
In terms of Rule 16* (a) or (b) (i) or (b) (ii) or (c) or (d) or (e), I shall be obliged if you will
permit me to withdraw a sum of Rs.___________________(Rupees_____________________
__________________________________ from the amount of my own subscriptions to the Fund
and interest thereon. **
The amount withdrawn will be utilized for the purpose mentioned in clause* (a), (b), (c)
(d) or (e) of Rule 16 and the required certificate will be submitted to you within the prescribed
period and/or title deeds or documents will be submitted to you within the prescribed period
and/or title deeds or documents will be produced to you if called upon to do so.
I the amount withdrawn by me under Rule 17 to 20 is found to be in excess of that

actually spent for the purpose or is not applied for the purpose. I shall forthwith repay the sum
into the Fund together with interest, thereon, at the prescribed rate.
* The amount will be withdrawn by me in 2/3/4 equal instalments.
Member’s signature verified Yours faithfully,
Branch Manager/Chief Manager (Signature of the member)
* Delete items not applicable.
** For withdrawal under Rule 16(a), full particulars as required under Rule 21 (1) to be given.
Withdrawal of Rs._____________________(Rupees______________________________)
_________________________________________________________________________
STATE BANK OF INDIA

CORPORATE CENTRE
MUMBAI_____________200 MANAGING DIRECTOR
ANNEXURE 12.9
STATE BANK OF INDIA
The Chief Manager Place______________
406
Central Accounts Office,
Kolkatta Date_______________
Dear Sir,
Withdrawals from Provident Fund
Shri__________________________________________________Index No.________________
I forward herewith, for submission to the Trustees of the State Bank of India Employees Provident
Fund an application from the above member for withdrawal of Rs._________________________
_________________________________from the amount of his own subscriptions to the Fund
and interest thereon in terms of Rule 16* (a) or (b) (i) or (b) (ii) or (c) or (d) or (e).
2. I furnish below further particulars required in respect of the member:
a) Nature of appointment___________________________________________
b) Age of the member as per service record_____________________________
c) Total years of service as per service record____________________________
3. I recommend the Application for the following reasons(s)**.
** State clearly as to how for the conditions Yours faithfully,

laid down in Rule 16 * (a) or (b) (i) or (b) (ii)
or (c) or (d) or (e) of the Rules of the Fund
are satisfied
Br. Manager/Chief Manager
Recommended that a withdrawal of Rs.___________________(Rupees____________________

__________________________________) be sanctioned under rule 16.
STATE BANK OF INDIA

___________________
___________________ CHIEF GENERAL MANAGER
407
CHAPTER 13
ALLOWANCES
13.1 DEARNESS ALLOWANCE (Effective 01.02.2005)
(a) Dearness Allowance shall be payable for every rise or fall of 4 points over 2288 points in
the quarterly average of the All India Average Working Class Consumer Price Index (General)
base 1960 = 100 at 0.18% of pay.
(b) 'Pay' for the purpose will mean basic pay only and will not include special pay, officiating
pay or any addition to basic pay under any other nomenclature.
(c) The Dearness allowance payable to the officers of the Bank will be advised to the
Branches by the HR Department of Local Head Office from time to time.
(CC No. CDO/P&HRD-IR/17/2005-06 dt. 07.05.05)
13.2. HOUSE RENT ALLOWANCE
13.2.1 H.R.A. effective from 01.11.2002

1) Where an officer is provided with residential accommodation by the Bank, 1.75% of the
pay in 1st stage of the scale of pay in which he is placed or the standard rent for
accommodation, wherever is less, will be recovered from him.
2) Where an officer is not provided any residential accommodation by the Bank, he shall be
eligible for House Rent Allowance at the following rates with effect from 1.11.2002 :-
i) Major “A” Class Cities and Project Area 8.5% of Pay

Centres in Group A
ii) Other places in Area I and Project Area Centres 7.5% of Pay
in Group B
iii) Other places 6.5% of Pay
Pay for the purpose of House Rent Allowance shall mean basic pay including stagnation
increments in terms of revised pay scales as on 01.11.2002.
Professional Qualification Allowance / Pay shall rank for House Rent allowance with
effect from 01.11.1994.
3) Provided that if an officer produces a rent receipt, the House Rent Allowance payable to
him/her shall be the actual rent paid by him/her for the residential accommodation in
excess over 1.75% of Pay in the first stage of the Scale of Pay in which he/she is placed
with a maximum of 150% of the House Rent Allowance payable as per aforesaid rates
mentioned in Column II above.
Note
408
i. The claims of officer employees for House Rent Allowance linked to the cost of
their ownership accommodation shall also be restricted to 150% of House Rent
Allowance as hitherto.
ii. With effect from 01.11.1987, HRA is payable to all officers who are not provided
with Bank's/leased residence.
13.2.2 Recovery of house/furniture rent with effect from 1.11.1999

i. 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.
ii. Furniture rent recovery shall be @ 0.40% of the first stage of the scale of pay in
which the officer is placed.
OSR:22(3)
Explanation :
1) For the purposes of the aforesaid provision, standard rent shall mean :-
i. in the case of any accommodation owned by the Bank, the standard rent
calculated in accordance with the procedure for such calculation in vogue in the Government.
ii. Where accommodation has been hired by the Bank, the contractual rent
payable by the Bank or rent calculated in accordance with procedure in (i) above, whichever is
lower.
13.2.2.1 CALCULATION OF STANDARD RENT
PER:IR:CIR:29 28.2.91
CDO/PM/CIR/33 Dt.04.09.1998
i. Where accommodation has been hired or is owned by the bank, the contractual rent
payable by it or the rent calculated in accordance with the procedure for such
calculation in vogue in the Government (as given below), whichever is lower, will be
deemed to be the standard rent.
ii. The standard rent depends upon the 'living area' of the accommodation the
computation of which is given in Annexure 13.4. The norms for measuring the 'living
area' are given in Annexure 13.3.
iii. For purposes of calculating standard rent, officers may be asked to advise particulars of
living area in the leased housing accommodation provided to them on the format given
in Annexure 13.5. The correctness of particulars advised therein should be verified by
Branch Manager/Manager of a Division/Accountant. In the case of hired
accommodation provided to Branch Managers, verification of the statement given by
them may not be necessary.
iv. However, where the contractual rent of accommodation hired/provided by the bank
is lower than the standard rent worked out on the above basis, and it is also lower than
1.75% of the first stage of scale of pay in which an officer is placed, recoveries may be
made from the officer to the extent of contractual rent only : in such cases, contractual
rent will be deemed as standard rent.
409
v. Asst.General Managers are authorised to sanction leased housing accommodation
to officers as per their eligibility. Accordingly, standard rent in respect of
accommodation hired by the Bank may be approved by Asstt. General Managers
(Region) concerned in respect of officers working at branches under their control. For
officers posted at other offices, Office Manager or any other officer authorised to
sanction leased housing accommodation may also approve fixation of standard
rent. A format to be used by Branches/Offices for obtaining such approval is given in
Annexure 13.6 for general guidance.
vi. Whenever a proposal for hiring accommodation for leased housing purposes is
submitted by branches/offices, they may also calculate simultaneously standard rent in
respect thereof in accordance with the above norms and seek approval for it from the
authority concerned.
13.2.3 Payment of HRA on Capital Cost / Rent Receipt Basis

(i) Capital cost furnished by the officer prior to 1.11.92 entitles him to the higher House
Rent Allowance in terms of revised rules. In view of the above, eligible house rent
allowance in terms of OSR Rule 22(3) can be paid with effect from 1.11.1992.
(ii) If an officer has furnished details of additional capital cost after 1.11.92, house rent
allowance on the basis of enhanced capital cost can be considered from the date of
submission of the details to the bank, subject to the bank being satisfied about the
additional expenditure incurred by the officer in this regard.
OSR:22(3)
13.2.3.1 Computation
When an officer resides in his own accommodation, he shall be eligible for a House
Rent Allowance for an amount computed:
- as if he was paying by way of monthly rent a sum equal to one-twelfth of the higher at
(A) or (B) below :-
(A) The aggregate of:
i) Municipal Taxes payable in respect of the accommodation and
ii) 12% of the capital cost of the accommodation, including the cost of the
land and, if the accommodation is part of a building, the proportionate share
of the capital cost of the land attributable to that accommodation, excluding the
cost of special fixtures, like air conditioners.
OR,
(B) The annual rental value taken for municipal assessment of the accommodation.
OR,
at the rates indicated in column II of Section 13.2.1 with a maximum of 150 % of the
maximum House Rent Allowance payable otherwise,which ever is lower.
Example
A. Computation of A
i) Total cost of the house Rs.
ii) 12 % of the total cost Rs.
iii) Annual Municipal Taxes, if any Rs.
iv) TOTAL of ii and iii Rs.
410
v) 1/12 of iv (notional rent p.m.) Rs.
vi) 1.75 % of the 1st stage of basic pay Rs.
of the scale in which the officer
is substantively placed
A. v – vi Rs.
B. Computation of B
i) One-twelfth of the annual rental value Rs.
taken for Municipal assessment of the
accommodation
ii) 1.75% of the 1st stage of basic pay Rs.
of the scale in which the officer
is substantively placed
B. i – ii Rs.
C. Computation of C
C. Higher of A or B : Rs.
D. Computation of D
150% of HRA payable in terms of: Rs.
Section 13.2.1.
HRA payable on capital cost shall be the lower of C or D.
13.2.3.2 Related Matters

While determining the capital cost of his own house in which the officer resides, the
following guidelines shall apply :
i) In the case of the Bank's housing schemes, there should be no difficulty in ascertaining
the capital cost of the building. The officer shall, however, produce satisfactory evidence of any
major additions/alterations subsequently carried out in the building/flat at his cost.
ii) In the case of buildings, either constructed and occupied by the officer outside the Bank's
scheme or occupied as being ancestral property, the officer shall produce satisfactory
evidence of the original capital cost of the building (including original cost of the land) and
cost of the subsequent major additions/alterations carried out. Such evidence should be
supported by a certificate from a qualified architect. At the discretion of the Bank, the
Bank's engineer may also visit the house and certify that the capital cost declared is
reasonable. When a portion of a jointly owned house belongs to an officer, the capital
cost will be calculated proportionately.
iii) If it is not possible to give satisfactory evidence of the capital cost, especially in the case
of ancestral house, then the criteria for determining the house rent allowance payable to
the officer will be governed by the rental value as assessed and recorded in the registers
of the local authority like Municipality.
iv) In some cases of the flats and/or plots allotted by certain Government bodies, the
allottees are required to pay annual lease tax in addition to Municipal taxes. Further, at
the time of registration of the land and/or flat, registration fee is required to be deposited
411
by the allottee. It should be in order to include proportionate annual lease tax and
registration charges in the cost of land while arriving at the capital cost.
v) While permitting House Rent Allowance on reimbursement basis, a certificate should be
obtained from the concerned officer that no portion of the house has been let out.
However, in case a portion of the house has been let out, the amount of house rent
allowance payable will be reduced proportionately.
vi) If an officer is entitled to draw HRA, such house rent allowance will be reduced by the
amount of house allowance included in personal allowance, whichever is less. In other
words, if the amount of personal allowance is higher than the amount of protection for
house allowance, the house rent allowance payable under the revised scheme will be
reduced by the amount of house allowance protected. If, however, the amount of
personal allowance is lower than the amount of house allowance protected, the HRA
payable under the revised scheme will be reduced by the amount of personal allowance.
Therefore, in such cases, where HRA is to be reduced by the amount of personal
allowance, there will be a proportionate increase in the quantum of HRA payable to an
officer as consequence of gradual absorption of personal allowance against future
increments / promotion. Where an officer is not entitled to personal allowance, the house
rent allowance, if any, payable to him under the revised scheme, shall not be reduced.
Where the quantum of house allowance as well as the personal allowance are more than
the HRA admissible to an officer under the revised scheme, no amount towards HRA will
be payable to him.
vii) Officers who have not been provided with leased/Bank's accommodation and are
drawing HRA either at specified rate or on the basis of capital cost of their own
accommodation, may be permitted to choose between various options available to them
(for drawing House Rent Allowance).
Note: In the case of an officer who has given his/her flat to the bank on rental/ lease
basis, he can claim HRA on production of rent receipt for the accommodation where he
stays and not in respect of his flat on capital cost basis.
viii) Officers have from time to time been given an option to choose between any of the
modes of drawing House Rent Allowance, under the extant provisions (viz.rent receipt
basis or capital cost basis in respect of their own accommodation) w.e.f.1.11.1987.
However, where an officer does not indicate any change in his option already given or
being availed, the previous option shall continue to hold good. Further, if an officer
wishes to change his option, he can do so in the beginning of the financial year viz. in the
month of April.
13.2.3.3 Difficult Centre : HRA on capital cost basis

(i) Officers who are staying in their own houses prior to their transfer to difficult centres are
permitted to retain their families at their own houses/at a place of their convenience.
Such officers may also be permitted to draw HRA on capital cost basis with effect from
12.2.96.
(ii) In case an official residence is provided by the Bank at the place of his posting in the
difficult centre, the official if retaining his family in his own house in the circumstances
412
stated above may 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.
(iii) The facility of payment of HRA on capital cost basis is extended to such officers also
who shift their families to their own houses after their transfer to difficult centres.
(iv) Officer posted at difficult centre can be permitted to draw HRA on rent receipt basis (at
the rate applicable to the previous of posting), if he was residing in a rental
accommodation arranged by himself prior to his transfer to difficult centre and continues
to retain his family thereat; in such cases, the HRA as admissible in terms of SBIOSR
may be paid to the officer, provided the official / leased accommodation has not been
provided by the Bank to him at the place of his posting.
(CDO/PM/CIR/42 Dt.27.11.1998)
13.2.3.4 Payment of HRA on capital cost basis to officers posted

from outside the circle to Patna / Bhubaneswar / North Eastern
Circles
1. Officers posted at Patna, Bhubaneswar and North Eastern circles from outside these
circles are permitted to retain their own house at a place of their convenience. Officers
who were staying in their own houses prior to their transfer to these circles and retain
their families thereat may also be permitted to draw HRA on capital cost basis.
2. In case an official residence is provided by the Bank at the place of his posting in the new
centre, the official if retaining his family in his own house in the circumstances stated
above may 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.
3. The facility of payment of HRA on capital cost basis is extended to such officers also
who shift their families to their own houses after their transfer to Patna / Bhubneshwar /
North Eastern Circle.
13.2.4 Stay in Hotel / Lodging House: Payment of HRA

In some places, officers may be staying in hotels/lodging houses. In such cases, the
charges paid by the officer for lodging (excluding board) may be taken as the actual
house rent paid by the officer for the purpose of reimbursement of house rent allowance
on rent receipt basis.
13.2.5 H.R.A. where spouse is also employed in the Bank

i. In terms of paragraph 22(2) of the SBI Officers' (DTCS) Order, 1979, House Rent
Allowance (HRA) was payable only as a reimbursement either on rent receipt basis or
capital cost basis. Accordingly, the HRA was not payable to the officers who stayed in
residential accommodation provided to their spouses (who were also officers of the
Bank) except in certain circumstances.
413
ii. However, consequent upon salary revision of officers with effect from 1.11.1987, certain
minimum HRA has become payable in the form of an allowance to officers not provided
with residential accommodation. A doubt arose whether HRA became automatically
payable to the officers referred to in paragraph (i) above irrespective of the fact that they
were staying with their spouses working in the Bank and were not incurring any
expenditure by way of house rent.
iii. The matter was examined by the Personnel Committee of the Indian Banks' Association
at its meeting held on 11.7.1990. They clarified that by virtue of the amendments to
paragraph 22 of the SBI Officers (DTCS) Order, 1979, it implied that HRA will be payable
to all the officers who are not provided with Bank's accommodation. Further, the concept
of claiming HRA 'on certificate basis' is also not acceptable. Officers can be paid HRA as
eligible in terms of the DTCS Order, without reference to rent actually paid. Further,
those who wish to claim HRA on the strength of rent receipt, etc., a separate provision is
made. By the same logic, an award employee whose spouse has been provided with
residence by the Bank, may also be paid HRA as applicable.
iv. It will, therefore, be in order to pay the HRA as applicable to the area of posting, to the
officers and award employees staying in residential accommodation provided to their
spouses who are also officers / award staff in the Bank with effect from 1.11.87.
13.2.6 House Rent Allowance on permanent transfer

At the time of permanent transfer, H.R. A. is not payable to an officer for the period
covered by joining time and taking over charge of the new post, provided he is entitled to
halting allowance as per rules.
13.2.7 House Rent Allowance to officers on leave

An officer on leave is eligible for H.R. A. for the entire period of leave except when he is
on extra-ordinary leave on loss of pay.
13.2.8 House Rent Allowance to officers under suspension

An officer under suspension is entitled to receive house rent allowance equal to half the
allowance that is normally payable to him.
13.2.9 Income tax on House Rent Allowance

Income tax on HRA paid to employees who own their house/flats should be recovered
from the employees concerned from their salaries and allowances.
13.2.10 Set off of Personal Allowance against House Rent Allowance

Where an officer is eligible for House Rent Allowance, the amount of personal allowance,
if any, payable to him should be set off against such House Rent Allowance and the
difference, if any, after such set off shall alone be payable. However, the amount of
personal allowance to be set off against House Rent Allowance payable should be
shown as recovery in red ink against the column of personal allowance.
13.2.11 Sanctioning Authority for HRA on Rent Receipt basis
414
i) The amount of HRA payable to an officer should be approved by the controlling authority.
The rent receipts, wherever applicable, should be forwarded to the controlling authority.
Thereafter, the claim of officer may be passed by the Branch Manager so long as there is
no change in the HRA for the premises originally approved. Whenever there is an
occasion for change in HRA, the matter should again be referred to the concerned
controlling authority. Such occasions might arise whenever there is change in basic pay,
personal allowance or the actual rent being paid by the officer concerned.
ii) HRA to Branch Managers will have to be sanctioned by the Asstt. General Manager of
the Region.
iii) The HRA bills of officers in Zonal Office/LHO may be passed by the Office Manager.
13.3 CITY COMPENSATORY ALLOWANCE

City Compensatory Allowance shall be payable to officers as per the place of their
posting and at the rates / ceiling mentioned below (with effect from 1.11.2002) :-
Area Rate Maximum

Amount
i) Places in Area 1 and in the State 4% of Basic Pay Rs.540/- p.m.
of Goa
ii) Places with population of five 3% of Basic Pay Rs.375/- p.m.
lakhs and over and State Capitals
and Chandigarh, Pondicherry
and Port Blair
Note-
It may be noted that places which are considered contiguous to any of the cities or towns
where City Compensatory Allowance is payable and which, in respect of the Award Staff,
are considered to belong to the Area to which the city or town belongs are deemed to
attract City Compensatory Allowance at the same rate.
For the purpose of rule 22 and 23 of OSR :
OSR:22(3)
i. Area I means places with a population of more than 12 lakhs.
Area II means all cities other than those included in Area I which have a
population of 1 lakh and more.
Area III means all places not included in Area I and Area II.
Project Area centres in Groups A and B shall have same meanings as have been
accepted for the purpose of service conditions of the workmen staff in the Bank
13.3.1 Deduction of Income Tax on CCA
415
The Direct Tax Laws (Income Tax) (Amendment) Act, 1989 which came into force from
1.4.89 contains a provision for treating the City Compensatory Allowance as income in
the hands of the assesses.
13.3.3 Payment of CCA to officers on leave

i) An officer who is in receipt of CCA would be allowed to draw the allowance while on
leave upto a period not exceeding two months, irrespective of the period of leave unless
before proceeding on leave, he is instructed to report for duty at the expiry of the leave at
a place where he will not be eligible for such allowance.
ii) An officer who, before proceeding on leave, is instructed to report for duty at the expiry of
the leave at a place where he will not be eligible for CCA will be entitled to receive such
allowance until the date of his relief from his previous posting.
13.3.4. Payment of CCA to officers on transfer

i) CCA shall be payable to an officer on transfer upto the date of his relief from duty at the
station where such an allowance is payable.
ii) CCA shall be payable to an officer on transfer from the date of his reporting for duty at
the station where such an allowance is payable.
iii) Where an official working at a place where he is eligible for CCA at a higher rate is
instructed before proceeding on leave to report for duty at a place where he will be
eligible for CCA at lower rate, he shall be paid such allowance at the lower rate during
such leave period.
iv) An officer who is temporarily transferred or deputed where CCA is payable shall not be
eligible for the allowance, unless such allowance is payable to him at the place from
where he is deputed. Conversely, if he is temporarily transferred or deputed from a place
where the allowance is payable to a place where the allowance is not payable, he will
continue to draw the allowance even if he is entitled to halting allowance.
v) CCA is not payable during transit time (including joining time) for which halting allowance
is paid.
vi) Panchkula, Mohali are covered as part of Urban Agglomeration of Chandigarh for the
purpose of HRA/CCA/HA vide HR Department Note No. Per/HKB/316 dated 9.10.93.
13.3.5 Ranking of CCA for the purpose of other allowances / retirement

CCA shall not rank for the purpose of any allowance or retirement benefits.
13.4 SPECIAL AREA ALLOWANCE

Special Area Allowance payable to Bank's officers at various centres with effect from
1.11.2002 is as per Annexure. 13.2.
As hitherto the officers shall be eligible to draw only the higher of Special Area Allowance
and Hill and Fuel Allowance and not both at centres where both the allowance are
payable. If the higher of the two allowances is less than aggregate of Special Area
Allowance and Hill and Fuel Area Allowance drawn by the officer on 31.12.1989, then
such difference shall be protected as Personal Allowance (Special Area) till such time the
officer remains posted at that place.
416
13.4.1 Deduction of Income Tax on Special Area Allowance
Special Area Allowance is exempt from income tax upto the extent specified in
notification number S.O.134 (E) dated 21.2.1989 of CBDT.
13.5 PROJECT AREA COMPENSATORY ALLOWANCE

OSR:23(iii)
An officer serving in an area specified as a project area falling in Group A or Group B, will
be paid a project area compensatory allowance at the rate of Rs.210/-p.m. or Rs.185/-
p.m. according to the classification of the area as Group A or Group B w.e.f. 01.11.2002.
Explanation :
(a) For the purpose of this allowance, the project areas in Group A will be the same as have
been accepted as Group A areas in respect of the workmen staff in the Bank, and project
areas in Group B will be those listed under Group B and Group C for that category.
(b) If at a Centre both city compensatory allowance and project area compensatory
allowance are payable to an officer, only the higher of the two (viz., CCA) shall be
payable.
13.6 MID-ACADEMIC YEAR TRANSFER ALLOWANCE

OSR:23(iv)
i) 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 in school/college, in the former place, a mid
academic year transfer allowance of Rs. 500/- p.m. (w.e.f. 01.01.04) will be payable to
him from the date he reports to the latter 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.
ii) It has been clarified that the allowance will be paid if the officer has one or more children
studying in a convenient place also and not only at the place of his former posting.
iii) The allowance would be payable till the completion of the academic year or till the
children cease to study or join the official at the place of his posting, whichever is earlier,
regardless of the number of times he is transferred in the meantime. Probationary
Officers and Trainee Officers are also eligible for the allowance on the above basis.
i) In the case of an employee whose promotion takes effect from the date of his reporting at
the branch to which he is posted, he would be eligible for payment of mid academic year transfer
allowance as applicable to Supervising Staff.
v) The allowance is payable even in case where the children are studying in nursery or
kindergarten.
vi) An officer who had been issued a transfer order before the commencement of the
academic year but who is relieved of his duties only after the commencement of the
academic year due to administrative reasons may be paid mid academic year transfer
allowance for the period from the date of commencement of the academic year to the
date the officer is actually relieved from the previous branch in case the officer has
417
already shifted his family to the place of his next posting and got his child/children
admitted in school/college thereat.
vii) The allowance will not be payable in the following cases :-
A) An officer who is transferred in mid session from one place to another at his own
request.
B) An officer who keeps his children for studies at a place other than the place of
his posting and continues to keep them at that place, even after his transfer from
one station to another in mid session.
C) During the leave period of an officer under orders of transfer, when he proceeds
on leave on relief from his duties.
D) An officer who is relieved on transfer prior to the beginning of the academic
session but who reports for duty at the new place during the academic session
after availing himself of leave granted to him.
E) An officer deputed to Inspection Department.
F) An officer who keeps his child for education at a place other than the place at
which he was working at the time of his first transfer and continues to do so after
his subsequent transfers in mid session.
viii) Clarifications:
A) In a case where an officer is residing at a place other than his place of work and
is travelling daily to the place of work and his children are studying at the place of
his residence, if he is transferred to some other place and shifts his residence to
the new place of work but his children continue their studies in the old place of
residence, he will be eligible for the allowance, as the transfer results in the
maintenance of two establishments.
B) In a case where an officer is transferred from one place to another and the
distance between the two places is such that he can come daily without difficulty, he will not be
eligible for the allowance if he does not shift his residence to the new place and his children
continue their education in the same place.
C) In some cases, due to non-availability of facilities at the headquarters, an officer
may send his children to schools and colleges at nearby places. As the place is
nearby, the children may come to and fro daily or periodically without difficulty. If
the officer is transferred from that place to another during academic session, he
will be eligible for the allowance provided he shifts his residence to his new place
and his children have to stay at the place of their studies. If not, the allowance
will not be payable.
ix) An officer who is eligible for the allowance should submit a declaration on the prescribed
format given in Annexure 13.1. Payment of the allowance will be sanctioned by the
controlling authority.
13.6.1 Deduction of Income Tax on Mid Academic Year Transfer Allowance

Mid Academic Year Transfer Allowance paid to the extent of Rs.50 per month per child
upto a maximum of two children is exempt from Income Tax.
13.7 DEPUTATION ALLOWANCE
418
OSR-23(v)
i) If an officer is deputed to serve outside the Bank, he may opt to receive the emoluments
attached to the post to which he is deputed. Alternatively, he may, in addition to his pay
draw a deputation allowance of 7.75% of pay maximum Rs.1500/-p.m.
(w.e.f.01.06.2005)and such other allowances as he would have drawn had he been
posted in the Bank's service at that place.
ii) Local Deputation :- Provided that where 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, maximum Rs.750/- p.m..
(w.e.f. 01.06.2005)
iii) Deputation to training establishment:- Provided further that an officer on deputation to the
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, maximum
of Rs.750/- p.m. (w.e.f. 01.06.2005)
iv) Deputation to Associate Banks : Modification :- If an officer is posted as Managing Director
of Associate Bank of the State Bank of India or of any other subsidiary of the Bank, he
shall also be entitled to deputation allowance w.e.f. 24.6.93. All officers deputed to a
subsidiary of the Bank shall continue to be entitled to deputation allowance.
13.7.1 Deputation to Territorial Army

Employees relieved for training /duty with Territorial Army are not entitled to receive
salary and allowances from the Bank in addition to emoluments received from the
Territorial Army. Only in cases where such emoluments received from the Territorial
Army are less than the salary and allowances drawn by the employees in the Bank would
an amount, equal to the difference, be payable by the Bank to ensure that the employee
does not, in aggregate, draw less than what he / she would have drawn in the Bank.
13.7.2 Staff requisitioned for election duty/training for election.
Admissibility to compensatory leave, traveling expenses, halting
allowance, overtime and other facilities
Indian Banks' Association has advised that employees who receive orders of
appointment under Section 26 of the Representation of People act, are paid traveling
expenses by the Government. During this period they are not under the superintendence
and control of the Bank. Hence, liability on account of halting allowance, traveling
expenses, overtime, compensatory leave or any other facility will not fall on the Bank.
(CC No. PA/CIR/72 dt. 14.6.91)
13.8 OFFICIATING ALLOWANCE
13.8.1 Officiating in Higher Grade OSR:8

A. The competent authority may require an officer to officiate in a higher grade in a
temporary or permanent vacancy.
B. Officers in JMGS I and MMGS II drawing increments in the next higher scale, shall be
eligible for officiating allowance if asked to officiate in posts categorised as of
MMGS II or MMGS III.
OSR:23(vi)
CDO/PM/16/CIR/7/1369 Dt 24.04.2002
419
i) If an officer is required by the competent authority to officiate in a post in a higher
grade or scale for a continuous period of not less than 7 days at a time or an
aggregate of seven days during a calendar month, he shall receive an officiating
allowance equal to 6% of his basic pay for the period for which he officiates. With effect
from 01.11.1999, the ceiling on maximum allowance payable under the rules has been
removed. Officiating allowance will rank as pay for purposes of provident fund and not
for other purposes.
ii) Officiating allowance to an officer, who comes to officiate as a consequence of review of

categorization in a grade or scale higher than the one in which he is placed, will be paid
from the date of circularization of the revised categorization. He will not be paid
officiating allowance for the period he had worked in the position between the effective
date of categorization and the date of circular.
iii) 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.
iv) 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 a short duration. Where, however, in special
circumstances, an officer is called upon to officiate in a higher grade position on more
or less 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,
as given in Section 13.8.2.
13.8.2 Payment of allowances / extension of benefits while officiating in

higher post
When an officer is called upon to officiate in a higher grade position on more or less
regular basis without stipulating any fixed period, he would get the entitlements
mentioned below as per the categorised post of the grade:-
i) Residential accommodation : -
It would be in order to extend the officials officiating in higher incumbency on regular

basis residential accommodation as applicable to the post in which he/she is officiating.
All other facilities connected with the residential accommodation viz. furniture and
fixtures, cleansing material, telephone, supply of news papers, etc. may also be
extended as applicable to the post.
ii) Conveyance :-
Having regard to the functional requirements of the various categories of officers,

conveyance facilities may continue to be related to the incumbency of the posts.
However, for journeys outside the headquarter on official duty or on LTC the
entitlement of the officer will be as per his substantive grade as these are the facilities
available under the service rules and are related the grade / scale of the officer
concerned.
iii) Halting Allowance and reimbursement of actual hotel expenses:-
420
As these facilities are related to the grade / scale of the officer under the service
rules, these should be extended only as per the entitlement of his substantive grade.
However, where the lodging and boarding arrangements for a peer level group
participating in a meeting / seminar / conference / training programme / workshop are
made by the Bank or any other organising body, the officer in question is required to put
up in such an arrangement. In such cases, reimbursement may be permitted in
accordance with the incumbency of the post.
iv) Personal Entertainment Expenses :-
This should be paid on a pro-rata basis.
These benefits should be provided only when one is posted in a higher incumbency on
a regular basis but not in those cases where one is required to officiate as a stop gap
arrangement when the permanent incumbent is away on leave or otherwise.
13.8.3 Categorisation of positions of Cash Officer as MMGS II - Officiating

Allowance
Where the incumbency of the Branch Manager is in MMGS III or above, the position of
Cash Officer has been categorised as MMGS II. In order to follow a uniform practice
and procedure, the senior most officer in JMGS I should officiate as Deputy Manager
(Cash) in MMGS II whenever the latter is away, provided he has not handled the other
keys (keys of Cash/Accountant, etc.); one of the members of award staff will
consequently get officiating chances in JMGS I either in the Accounts Wing or Cash
Wing.
13.8.4 Recovery of Officiating Allowance on Promotion

It is observed that in a few cases of officers, who have been promoted to higher
grades with retrospective effect, a need arises for recovery as they were drawing
officiating allowance for officiating in higher incumbency and that recovery of higher
amount on account of residential accommodation is involved. It is clarified that it is not
possible to waive the recovery.
13.8.5 General guidelines for officiating DTCS Order 1979 Para (vi) CS.40/89
i) At a branch if the Accountant, Field Officer, Manager of a division or Branch Manager is
on leave, the next officer should discharge both the functions and there will not be any
need to give officiating chances under these circumstances.
ii) Officiating chances should be given strictly based on need and not on any unhealthy
practice prevalent at the branch.
iii) 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' powers of a higher grade or scale be permitted to
be enjoyed.
iv) During the absence of the Branch Manager, the senior most amongst the Managers of
Divisions will look after both 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 (other than cash officer) will discharge both functions.
In the case of Managers of Division, the next senior officer in that Division will attend
to both functions.
421
v) Seniority for purposes of acting chances will be reckoned as given in Chapter 6.
13.8.6 When may officiating be permitted?

CC letter No. PA:CIR:102 dt. 21.3.95
The following norms should be observed while permitting officiating opportunities

to employees/ officers in future :
i) No officiating should be permitted at administrative offices.
ii) Officiating at branches may be allowed only when customer service is likely to be
adversely affected e.g. where a passing official or a SWO or a head clerk in-
charge of passing or an assistant head cashier is on leave.
iii) In any other position in clerical cadre where customer service is not immediately
going to be affected, e.g. checking of day books, etc., officiating may be permitted
only if the absence exceeds 4 days. During this period, the work should be allocated to
other staff so that the work does not remain undone on any day.
iv) Officers posted in higher incumbency positions vis-a-vis their respective grades,
should not be called upon to exercise powers of higher grades. Accordingly, no
officiating should be paid to them.
13.8.7 Authority Structure for permitting officiating

In Circles and other SBUs (all powers/specify what powers not given)
In MMGS II
Upto one month An authority not below AGM
In MMGS II to SMGS V
More than one month in MMGS II An authority not below DGM

and upto three months, and also
upto three months in MMGS III
to SMGS V
3 to 6 months GM
Beyond 6 months CGM
In TEGS VI
Upto three months CGM
More than 3 months but upto Group Executive/DMD & CDO

one year
Over one year Chairman
In or at any establishment under Corporate Centre /Group HQ
422
MMGS II to TEGS VI Respective Group Executives/

DMD & CDO
At all offices
TEGS VII and above
Upto one year Respective Group Executives

in Groups.
DMD & CDO for Central Office
/CO Establishments
13.9 CLOSING ALLOWANCE

OSR:23(vii)
If an officer is posted at a branch where books are closed on 31st March and 30th
September, a closing allowance of Rs.250/- for each of the two closings will be paid to
him.
Clarifications :
i) With effect from 31st March 1990, officers who are posted at Administrative Offices or
at other offices of the Bank where no closing of books is involved will not be eligible
for Closing Allowance.
ii) Closing allowance may be paid in full at the end of September and March every year
to eligible officials irrespective of their dates of appointments during the half year.
iii) Closing allowance is paid to all the regular officers upto and including the rank of
Dy.Managing Director on regular basis.
iv) No closing allowance shall be payable to the officials retiring during the half year unless
they are in service on the 30th September and 31st March.
CC letter No. PA:CIR:105 dt. 18.5.83
v) Closing allowance is not payable to officers on deputation to outside agencies

including Regional Rural Banks unless such closing allowance is payable in the
concerned agency (i.e. RRB itself) and also to officers under suspension.
vi) A statement showing the closing allowance paid to the supervising staff should be
submitted to the controlling authority for the purpose of post-audit.
13.10 SPLIT DUTY ALLOWANCE

OSR:23(viii)
i) Split duty allowance at the rate of Rs.125/- p.m. (w.e.f. 01.11.2002) shall be paid to an
officer working at an office where the business hours are split with a minimum interval
423
of two hours. The allowance will not be payable to an officer who resides in the
building in which the branch/office is housed or in separate quarters in the Bank
compound.
ii) Split duty allowance will not rank for payment of dearness allowance or for contribution
to Provident Fund and Pension Fund and for other benefits.
iii) An officer who is in receipt of split duty allowance, will be allowed to draw the allowance
while on leave upto a period not exceeding two months, irrespective of the total period of
leave unless, before proceeding on leave, he is instructed to report for duty at the
expiry of the leave to a place where he will not be eligible for such allowance.
iv) Split duty allowance is taken into account for computing encashment of leave.
13.11 HALTING ALLOWANCE

Officers shall be entitled to halting allowance at the following rates w.e.f.1.06.2005
Grade / Scales of Major ‘A’ class cities Area I (Rs.) Other Places
Officers (Rs.) (Rs.)
Officers in Scale IV 600/- 550/- 500/-
& above
Officers in Scale 550/- 500/- 400/-
I/II/III
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
Chennai, shall be Rs.700/-.
Clarification:-
An officer who is temporarily transferred / deputed from one station or headquarters on

Bank's work, otherwise than on transfer, shall be paid halting allowance.
13.11.1 Halting Allowance to Joint Custodian OSR:23(ix)

If an officer is required to work as Custodian of a vault or locker on a holiday, a halting
allowance at the rate to which he is entitled shall be paid to him.
13.11.2 H.A.: Officers in T.E.G. Special Scales I & II

The officers in Top Executive Grade Special Scale II should be reimbursed actual
hotel expenses and boarding expenses/halting allowance as under as applicable to
the Chairman and / or Managing Director.
a) Entire cost of room rent (single room occupancy only) in a hotel other than 5 Star hotel
and boarding expenses as specified by Corporate Centre.
b) Where the officer makes his own arrangements for boarding and/or lodging he may be
reimbursed the actual cost of lodging subject to the ceiling of charges levied for lodging
at a four star hotel at the place plus a halting allowance as specified by Corporate
Centre.
This comes into effect from September 1, 1986. The basis for reimbursement of
actual hotel and boarding expenses and halting allowance to officers of Top Executive
424
Grade Special Scale I remains unchanged and they may be paid halting allowance at
the rates applicable to officers in T.E.G. VI & VII.
13.11.3 Supplementary H.A. for Inspecting Officials

A supplementary halting allowance of Rs.10/- per day for halt outside headquarters
on inspection duty may be paid to all inspecting officials. This supplementary halting
allowance is also payable to the Circle Auditors and Auditors at Regional Offices and
Officers posted at Regional Rural Banks for mobile inspection duty in addition to the
Inspection Department mobile staff.
13.11.4 General Guidelines for paying Halting Allowance :SBIOSR 41(4)

i) Where the total period of absence is less than 8 hours, but more than 4 hours, halting
allowance at one-half of the stipulated rates is payable.
ii) Where free lodging is provided at the place of halt, 3/4th of the halting allowance is
payable;
iii) Where free boarding is provided at the place of halt, 1/2 of the halting allowance is
payable;
iv) Where free boarding and lodging are provided at the place of halt, 1/4th of the halting
allowance is payable. Where, however, an officer claims boarding expenses on a
declaration basis without production of bills for actual expenses incurred, then he shall
not be eligible for 1/4th of the halting allowance.
v) For the purpose of computing halting allowance, "per diem" shall mean each period of
24 hours or any subsequent part there-of, 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.
v) Irrespective of the mode of transport an officer should be permitted to avail of only the
actual journey period and he should attend the offce on the same day in case he reaches at
station in the morning/forenoon or say upto 2 p.m.
(CC No.CDO/PM/16/CIR/14 dt 08.05.02)
13.11.5 Halting Allowance on Permanent Transfer

i) An officer transferred from one station to another station shall be eligible to claim halting
allowance at the same rate as in the case of travel on tour, for the period spent on
journey and for the joining time and period of taking over charge of his post, as specified
by the Competent Authority.
However, if residential accommodation is provided by the Bank at the new place of
posting, halting allowance will not be payable from the date such accommodation is
provided by the Bank. Halting allowance in respect of joining time on transfer will be paid
only for 7 days irrespective of the prefixing, intervening and / or suffixing public
holidays/Sundays.
425
ii) An officer who has not been provided by the Bank with free residential accommodation at
his new place of posting shall be entitled to halting allowance for the period he is actually
engaged in taking over charge of the new post, subject to a maximum period of six
weeks, notwithstanding the fact that he has been allowed to retain the residential
accommodation provided by the Bank at his previous place of posting.
iii) In respect of the residence occupied by him at the previous place of posting, suitable
recovery will be made from his salary. Further, no house rent allowance will be
admissible for the period he is in receipt of halting allowance.
iv) The officer will cease to draw halting allowance as soon as he assumes charge of the
new post or is provided with free residential accommodation by the Bank at his new place
of posting, whichever is earlier.
13.11.6 Halting allowance in case of Emergent Permanent Transfers
i) In emergent situations, an officer may be instructed to proceed on permanent

transfer to another station immediately without availing of the joining time. Thereafter, the
officer concerned may have to return to his earlier place of posting in order to wind up his
establishment and/or take his family to the new place of posting for which purpose he
may also avail of the joining time which could not be allowed to him earlier. In such
situations :-
a) The officer concerned should be reimbursed his own fare to and fro for the journey to his
earlier place of posting.
b) The officer should be paid halting allowance for the joining time (excluding journey
period) sanctioned to him, even though he may be in occupation of an official residence
at the new place of his posting.
13.11.7 Deputation /Transfer from one area to another
If an officer travels from a higher area to a lower area (say from Area I to
Other Places) and vice versa while on tour/deputation or on transfer, 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
headquarters. For example, if an officer from 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
periods of onward journey and return journey as also for the period of halt at 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 enroute on tour or on transfer.
13.11.8 Deputation within Municipal Limits
1. With the coming into force of SB1 Officers' (D.T.C.S.) Order, 1979, the practice of paying
halting allowance for deputation within Municipal limits but beyond 15 kms. from the
426
headquarters or residence stands withdrawn. For this purpose, deputation within a given
centre forming one unit or within the constituent units of the Urban Agglomeration of a
place will be considered as deputation within Municipal limits. However, reimbursement of
out of pocket expenses at the rate prescribed below may be made provided if the officer
travels for the following distance and remains away for atleast 4 hours including journey
period:
Particulars Distance
i) Where an officer proceeds Atleast 15 kms. away from
from office office and 5 kms. away from residence
ii) Where an officer proceeds Atleast 15 kms. away from
from residence residence and 5 kms. away from office
2. The Executive Committee of the Central Board (ECCB) in its meeting held on 14th
December 2006 has decided that an officer, if he travels the required distance as
stipulated in paragraph (1) above, may be permitted to claim reimbursement of out of
pocket expenses incurred by him for journeys completed on the same day subject to a
ceiling of half the halting allowance payable to him or Rs.275/- per day whichever is
lower. These instructions are effective from the 1st December 2006.
(CC No. CDO/P&HRD-PM/53/06-07 dt.02.01.07)
3. The officer should furnish a certificate that the amount has been actually incurred. The
controlling authority should exercise extreme care to restrict the visits to the required
minimum as may be warranted for business considerations/follow-up of advances, etc.
Such out-of-pocket expenses should be sanctioned after being satisfied that the visits
were necessary and the claim is reasonable and otherwise in order.
13.11.9 Inclusion of Panchkula & Mohali as part of Urban Agglomeration of
Chandigarh
Effective from 9.10.93 Panchkula, Mohali are covered as part of Urban Agglomeration of
Chandigarh for payment of HRA, CCA, HA etc.
13.11.10 Inclusion of Gurgaon Urban Agglomeration in Delhi
With effect from 1 st June 1989 Gurgaon Urban Agglomeration shall be treated as part
of Delhi for payment of HRA, CCA, HA, etc. to Supervising Staff also.
13.11.11 Officers posted at difficult centres

In terms of current provisions, officers posted at a few centres classified as difficult
centres are entitled to provision of leased accommodation at the previous place of
posting or any other convenient centre so that their families can be stationed thereat. A
doubt has arisen as to the entitlement of such officers to halting allowance in case they
are required to visit on official duty the place where they have been provided with
residential accommodation for stationing their families.
ii. It has been decided that the officers posted at difficult centres may receive full halting
allowance at the place of halt even if they have been provided with residential
accommodation thereat in as much as payment of halting allowance is related to duty
outside headquarters and not to the provision of residential accommodation. Besides, for
the residential accommodation, suitable recovery is made from the officer as per rules.
427
13.11.12 Deputation to residential training centre
Halting allowance at the rate of l/4th of the normal halting allowance is payable in case of
deputation to residential training centre / college of the Bank and / or outside agencies,
where free board and lodging are provided and the officers are required to stay there
overnight, irrespective of whether deputation is within the officer's headquarters or not. In
case of local deputation, a certificate that the officer stayed in the training centre should
be produced from the head of the institution. However, no such halting allowance will be
payable to the officers who are deputed to non-residential training centres / institutions
within their headquarters. This facility will also not be extended to the officers deputed to
the residential training centres but who continue to stay at their residence for any reason
whatsoever while attending a training programme even with the prior permission of the
concerned head of centre / school /college.
13.11.13 Deputation for opening new branches
Where an officer is transferred outstation to open a new branch and is attached to the
Link Branch for some time for the purpose of opening the Branch, he should be paid full
halting allowance for the period he is attached to the Link Branch, subject to the usual
conditions for which halting allowance is payable being specified in each case by the
controlling authority and provided that no official residence is provided to him. No house
rent allowance will, however, be payable during this period. In case the period for which
halting allowance is payable exceeds two months, specific approval should be obtained
from the competent authority specified in Chapter 23 in each case. In case the period
exceeds 3 months, the matter would also need to be reported to the Chief General
Manager.
13.11.14 Halting allowance and reimbursement of actuals to pensioners

Pensioners may be paid halting allowance / permitted reimbursement of the actual
lodging and boarding expenses, in addition to conveyance expenses, as per their
entitlement and in accordance with their grades (i.e. the grades at the time of retirement)
as and when they are required to come to the Bank from outstation places to appear as
witness on behalf of the Bank in court cases / disciplinary cases.
13.11.15 Custodian of vault / locker
An officer who is required to work / attend office on holidays in connection with the
Bank's business on a regular basis, will be paid halting allowance at the rate at which he
is entitled. As regards attending office in connection with conduct of examinations, etc.
for taking out / depositing test materials etc., as there are separate arrangements for
reimbursement of expenses, no halting allowance need be paid.
13.11.16 Grant of advance against halting allowance
Officers may be permitted to draw advance against halting allowance at the appropriate
rate, relating to the entire period of their deputation or for a maximum of ten days in the
first instance, whichever is less. In the case of deputation to training centres, advances
may be availed of for the period of deputation or for a maximum of one month, whichever
is less. The facility of obtaining advance will not, however, be available at the Training
Centres.
13.11.17 H.A. to B.M.s appearing for IIB Examination at out-station centres
428
Branch Managers are not allowed to appear at the examination of Indian Institute of
Bankers held at the branches of their posting. Consequently they have to proceed to
another centre to appear for the examination. Such officials be defrayed with the usual
travelling expenses and halting allowance, subject to the following conditions:
i. The new centre selected must be nearest to the place of their posting.
ii. It would be open to the Bank to utilise their service at the places where they appear for
the examination.
13.11.18 Halting allowance for Probationary Officers / Trainee Officers

Probationary Officers / Trainee Officers accompanying other officers on tours / inspection
for various purposes including for deposit mobilisation campaigns, etc. will be eligible for
halting allowance as applicable to confirmed officers, subject to other terms and
conditions.
13.11.19 Halting allowance payable while staying at houses of the Bank's

clients and Prosecution/Defence witness
Officers should as far as possible make their own arrangements for boarding and lodging
at the places of halt and claim halting allowance applicable to them. Only at places
where no alternative arrangements are available they may resort to staying at the Guest
Houses of our clients. In such cases, if no payments for boarding and / or lodging are
required to be made for the facilities provided to them, it should be treated as if the Bank
itself has provided these facilities and the claim in respect of halting allowance made as
per entitlement.
13.11.20 Halting allowance payable on deputation for Civil Defence work

If an official is sponsored for duty / training in connection with Civil Defence work, he is
eligible for Special Duty leave for that particular period of Civil Defence
Training / Duty. He is also paid the Travelling Expenses and Halting
Allowance for the relative period as per the rules of the Bank.
13.11.21 Halting allowance to defence representatives of charge sheeted

official
Halting allowance is paid at the rate at which the officer is entitled as per his grade.
However, the facility to reimbursement of actual expenses is not extended. Only halting
allowance as such is paid. Although the chargesheeted officer should normally nominate
a defence representative from the same Circle, in case he happens to nominate a
defence representative from any other Circle, he may be permitted to do so and the
representative may be granted duty leave and also reimbursed with the travelling
expenses in terms of his service rules.
13.11.22 Halting allowance: Legal proceedings - Honourably acquitted

employee
An employee who has been honourably acquitted in legal proceedings instituted against him,
in the execution of his duties, may be paid halting allowance admissible to him subject to
maximum entitlements as per relevant rules.
429
13.11.23 Halting allowance : Suspended employee -Honourably acquitted
A suspended employee against whom departmental proceedings were initiated being
honourably acquitted may also be paid halting allowance.
13.11.24 Payment of halting allowance during leave period

Halting Allowance will not be payable to an officer during leave period, while he is on
deputation, except when he is ill and does not leave the station of deputation.
13.12 HILL AND FUEL ALLOWANCE

OSR-.23(x)
Place Rate
a) Places with an altitude of 1000 metres 2% of Pay subject to a
and above but less than 1500 metres maximum of Rs.400/-p.m.
and Mercara Town
b Places with an altitude of 1500 metres 2.5% of Pay subject to a
) and above but less than 3000 metres. maximum of Rs.500 p.m.
c) Places with an altitude of 3000 metres 5% of Pay subject to a
and above. maximum of Rs.1150/- p.m.
Clarification :-Officers posted at places with an altitude of not less than 750 meters and
which are surrounded by hills with higher altitude which cannot be reached without
crossing an altitude of 1000 metres or more, will be paid hill and fuel allowance at the
same rate as is payable at centers with an altitude of 1000 metres and above.
13.12.1 Deduction of Income Tax on Hill and Fuel Allowance

Income Tax on Hill and Fuel Allowance upto a maximum of Rs. 150 per month is exempt
from income tax.
13.13 DISCOMFORT ALLOWANCE OSR:23(xi)

If an officer is required to work in shifts involving hardships or has to perform onerous
duties beyond normal working hours, he shall be paid a discomtort allowance of Rs.100/-
p.m.. The categories of officers to whom such allowance can be paid and terms and
conditions of such payment will be decided by the Managing Director.
13.14 SPECIAL COMPENSATORY ALLOWANCE

All officers who are in the Bank’s service on 23.07.2003 and are currently in receipt of
SCA will be paid SCA as follows w.e.f. 01.10.2001
Basic Pay (Rs.) SCA (Rs.)
Upto 16560/- 575/-
17120/- to 19920/- 650/-
20480/- to 21040/- 700/-
21660/- 850/-
22280/- onwards 1000/-
Note: Medical officers in the Bank as on 31.10.1993 are also eligible for the benefit of SCA..
Clarifications regarding payment of SCA
430
1. The SCA will be taken into account while computing the leave encashment facility
availed of on or after 1.11.93 by an officer / workman staff eligible for payment of SCA.
2. Officers / workmen staff placed under suspension on or before 1.11.93 and who
continues to remain suspended should not be paid subsistence allowance on SCA.
3. However, the SCA will be taken into account while computing subsistence allowance in
respect of those officers / workmen staff placed under suspension after 1.11.93.

13.15.1 Payment of allowance while on deputation
An officer, who is deputed from his place of permanent posting to other centres on official
duty is not eligible for allowances such as Project Area Allowance, Hill and Fuel
Allowance, etc. if payable at the centre to which he is deputed, as he is paid halting
allowance during the period of deputation.
13.16 SPECIAL ALLOWANCE TO EX-DEFENCE PERSONNEL

A special allowance is paid to ex-defence personnel appointed on contract basis in
different capacity in the Bank at various offices on the following scales w.e.f. 1.7.83.
Brigadier or equivalent rank - Rs.800/- p.m.
Colonel or equivalent rank - Rs.725/- p.m.
Lt. Colonel or equivalent rank - Rs.400/- p.m.
Major or equivalent rank - Rs. 325/- p.m.
Brigadier or above and equivalent ranks are also extended the perquisites as applicable
to officers in TEG Scale VI in the Bank irrespective of the post these personnel may hold.
431
ANNEXURES TO CHAPTER 13
Annexure 13.1 Declaration for claiming Mid-Academic Year Transfer Allowance
Declaration to be furnished alongwith claim for mid-academic transfer allowance.
The Branch Manager

Dear Sir,
I hereby declare that my child/children, as per particulars given below, is/are now studying at
the schools/college(s) at place mentioned against each and that I have to leave them
behind, consequent on my transfer from _______________ to ________________where I
reported on _________ I request you to pay me the mid-academic year transfer allowance for
the month of _____________
__________________________________________________________________________
Name of Name of Place Class in Date of Last date of

the child/ school/ which the admis- academic year
children college child/ sion college of
children the school
is/are
studying
__________________________________________________________________________
__________________________________________________________________________
I have earlier been sanctioned the allowance for the following period:
I certify that the above particulars are correct.
Place : Signature
Date : Designation :
432
ANNEXURE 13.2
STATEMENT OF SPECIAL AREA ALLOWANCE PAYABLE AT VARIOUS
CENTRES EXCEPT NORTH EAST CIRCLE
SPECIAL AREA ALLOWANCE - REVISED RATES W.E.F.01.11.2002
Sr.No. Column 1 Column 2
Pay from Pay from

Rs.10,000/- to Rs.14,001 and
Rs.14,000/- above
1. Mizoram (Rs.) (Rs.)
a) Chimptuipui District of Mizoram and 1,000/- 1,300/-

areas beyond 25 kms. from Lunglei
Town in Lunglei District of Mizoram.
b) Throughout Lunglei District excluding 800/- 1,050/-

areas beyond 25 kms. from Lunglei
town of Mizoram.
c) Throughout Aizawl District of Mizoram 600/- 750/-
2. Nagaland 800/- 1,050/-
3. Andaman & Nicobar Islands
a) South Andaman (including Port Blair) 800/- 1,050/-
b) North & Middle Andaman, Little 1,000/- 1,300/-

Andaman, Nicobar & Narcondum
Islands
4. Sikkim 1,000/- 1,300/-
5. Lakshadweep Islands 1,000/- 1,300/-
6. Assam 160/- 200/-
7. Meghalaya 160/- 200/-
8. Tripura
a) Difficult areas of Tripura 800/- 1,050/-
b) Throughout Tripura except difficult 600/- 750/-

areas.
433
Pay from Pay from

Rs.10,000/- to Rs.14,001 and
Rs.14,000/- above
9. Manipur 600/- 750/-
10 Arunachal Pradesh
a) Difficult areas of Arunachal Pradesh 1,000/- 1,300/-
b) Throughout Arunachal Pradesh except 800/- 1,050/-

difficult areas.
11. Jammu & Kashmir
1) Kathua District 1,000/- 1,300/-
a) Niabat Bani
b) Lohi
c) Malhar
d) Macchodi
2) a) Udhampur District 1,000/- 1,300/-
i. Dudu Basantgarh
ii. Lander Bhamag Illaqa
iii. Thakrakote
iv. Nagote
b) All areas in MohreTehsil other than 1,000/- 1,300/-

those included in 2(c).
c) Areas upto Goel from Kamban Side

and areas upto Arnas from Keasi side in 800/- 1,050/-
Tehsil Mohre.
3) Doda District
Illaqas of Padder and Niabat Nowgam in 1,000/- 1,300/-

Kishtwar Tehsil
4) Leh District
434
Pay from Pay from

Rs.10,000/- to Rs.14,001 and
Rs.14,000/- above
All places in the District 1,000/- 1,300/-
5) Barmulla District
a) Entire Gurez-Nirabat, Tangdar Sub- 1,000/- 1,300/-

Division and Keran Illaqa
800/- 1,050/-
b) Matchill
6) Poonch and Rajouri District :

600/- 750/-
Areas in Poonch and Rajouri District
excluding the towns of Poonch and
Rajouri and Sunderbani and other urban
areas in the two Districts.
7) Areas not included in (1) to (6) above, 600/- 750/-

but which are within the distance of 8
kms. from the line of Actual Control or
at places which may be declared as
qualifying for border allowance from
time-to-time by the State Government
for their own staff.
12. Himachal Pradesh
(1) Chamba District
1.a. Pangi Tehsil 1,000/- 1,300/-
1.b. Following Panchayat and Villages of

Bharmour Tehsil
(i) Panchayats : Badgaun, Bajol,

Deol Kugti, Nayagam and
Tundah
(ii) Villages: Ghatu of Gram

Panchayat Jagat, Kanarsi of Gram
Panchayat Chauhata
2. Bharmour Tehsil, excluding

800/- 1,050/-
435
Pay from Pay from

Rs.10,000/- to Rs.14,001 and
Rs.14,000/- above
Panchayats and Villages included in
Part 1.b above.
3. Jhandru Panchayat in Bhatiyat 600/- 750/-

Tehsil,Churah Tehsil, Dalhousie
Town (including Banikhet proper).
(2) Kinnaur District:
a) Asrang, Chitkul and

HangoKuno/Charang
Panchayats,15/20 Area 1,000/- 1,300/-
comprising the Gram
Panchayats of Chhota Khamba,
Nathpa and Rupi, Pooh Sub-
Division, excluding the
Panchayat Areas specified
above.
b) Entire District other than Areas 800/- 1,050/-

included in (a) above.
(3) Kullu District:
3.a. 15/20 Area of Nirmand Tehsil,

comprising the Gram Panchayats of 1,000/- 1,300/-
Kharga, Kushwar and Sarga
3.b. Outer-Seraj (excluding villages of

Jakat-Khana and Burrow in
Nirmand Tehsil) and entire District
600/- 750/-
(excluding outer Seraj area and
pargana of Pandrabis but including
villages Jagat-Khana and Burrow of
Tehsil Nirmand).
(4) Lahaul and Spiti District : 1,000/- 1,300/-

Entire area of Lahaul and Spiti.
(5) Shimla District : 1,000/- 1,300/-

a) 15/20 area of Rampur Tehsil
436
Pay from Pay from

Rs.10,000/- to Rs.14,001 and
Rs.14,000/- above
comprising of Panchayats of
Koot, Labana-Sadana, Sarpara
and Chadi-Branda. 800/- 1,050/-
b) Dodra-Kawar Tehsil, Gram

Panchayat of Darkali in
Rampur, Kashapath Tehsil and
Munish, Ghori Chaibis of
Pargana Sarahan. 600/- 750/-
c) Chopal Tehsil and Ghoris,

Panjgaon, Patsnau, Naubis and
Teen Koti of Pargana Sarahan,
Deothi Gram Panchayat of
Taklesh Area, Pargana Barabis,
Kasba Rampur and Ghori Nog
of Pargana Rampur of Rampur
Tehsil, Shimla Town and its
suburbs (Dhalli, Jatog,
Kasumpti, Mashobra, Taradevi
and Tutu).
800/- 1,050/-
(6) Kangra District:
a) Areas of Bara Bhangal and

Chhota Bhangal
600/- 750/-
b) Dharamshala Town of Kangra
District and the following
offices located outside the
Municipal limits but included in
Dharamshala Town-Women’s
ITI, Dari, Mechanical
Workshop, Ramnagar, Child
Welfare and Town and Country
Planning Offices, Sakoh, CRSF
Office at lower Sakoh, Kangra
Milk Supply Scheme, Dugiar,
HRTC Workshop, Sadher,
Zonal Malaria Office, Dari,
Forest Corporation Office,
Shamnagar, Tea Factory, Dari,
I.P.H. Sub-Division, Dan,
437
Pay from Pay from

Rs.10,000/- to Rs.14,001 and
Rs.14,000/- above
Settlement Office, Shamnagar,

Binwa Project, Shamnagar.
Palampur Town of Kangra

District including HPKVV
Campus at Palampur and the
following offices located
outside its municipal limits but
included in Palampur Town –
H.P. Krishi Vishwavidhalaya
Campus, Cattle Development
Office/Jersey Farm, Banuri,
Sericulture Office/Indo-German
Agriculture Workshop/HPPWD
Division, Bundla, Electrical
Sub-Division, Lohna, D.P.O.
Corporation, Bundla, Electrical
HPSEE Division, Ghuggar.
600/- 750/-
(7) Mandi District:
Chhuhar Valley of Jogindernagar

Tehsil, Panchayats in thunag
Tehsil-of Bagraa, Chatri,
Chhotdhar, Garagushain, Gatoo,
Garyas, Janjehli, Jaryar, Johar,
Kalhani, Kalwan, Kholanal, Loth,
Silibagi, Somachan, Thachdhar,
Tachi, Thana, Panchayats of
Dharampur Block- Binga, Kamlah,
Saklana, Tanyar and Tarakholah,
Panchayats of Karsog Tehsil –
Balidhar, Bagra, Gopalpur, Khajol,
Mahog, Mehudi, Manj, Pekhi,
Sainj, Sarahan and Teban,
Panchayats of Sundernagar Tehsil –
Bohi, Batwara, Dhanyara, Paura-
Kothi, Seri and Shoja.
(8) Sirmaur District:
a. Panchayats of Bani, Bakhali 600/- 750/-
438
Pay from Pay from

Rs.10,000/- to Rs.14,001 and
Rs.14,000/- above
(Pachhad Tehsil), Bharog

Bheneri (Paonta Tehsil), Birla
(Nahan Tehsil), Dibber 600/- 750/-
(Pachhad Tehsil) and Thana
Kasoga (Nahan Tehsil).
b. Thansgiri Tract 160/- 200/-
(9) Solan District :
Mangal Panchayat.
(10) Remaining areas of Himachal

Pradesh not included in (1) to (9)
above.
13. Uttar Pradesh: Areas under Chamoli, 1,000/- 1,300/-

Pithoragarh and Uttar Kashi Districts:
2.a. Other area of District Pithoragarh and

Uttarkashi (including District Headquarters
of Uttarkashi).
2.b. Champawat District (including area

of Lohaghat).
439
Annexure 13.3
Norms for measuring 'living area'
Main Building
-------------
(a) Rooms, kitchen, bath, latrine, store and 100% of the

enclosed verandah floor area
(b) Verandah, corridors and barsati 25% -do-
(c) Porch 122% -do-
(d) Courtyard pucca 5% -do-
Out Houses
----------
(a) Rooms 25% -do-
(b) Verandahs 122% -do-
440
Annexure 13.4
Computation of standard rent
(CC No.CDO/PM/CIR/33 Dt.04.09..1998) effective from 01.07.1998
Living Area Standard Rent per month

(sq. metres) (Rs.)
----------------- --------------------------
Up to 50 113/-
51 to 60 135/-
61 to 75 157/-
76 to 90 209/-
91 to 105 252/-
106 to 120 296/-
121 to 150 362/-
151 to 180 433/-
181 to 225 510/-
226 to 300 728/-
301 to 400 901/-
401 to 550 1073/-
Beyond 550 1250/-
441
Annexure 13.5
Format of letter to be used by officers for advising
'living area'
The Branch Manager / Departmental Head,
______________________________________
Dear Sir,
FLAT / HOUSE NO.

.......................
.......................
_______________________
I have been provided by the Bank leased housing accommodation as above.
2. In this connection, I forward herewith an enclosure, showing particulars of "living area"

in the accommodation provided to me.On the basis thereof, standard rent in accordance
with the existing provisions/instructions, comes to Rs._______ per month.
3. I shall be glad if standard rent as above is fixed for the accommodation provided to me
and recovered / adjusted from my salary accordingly.
Yours faithfully,
(Name of the officer)
(Designation/Grade/Scale)
Place :
Date :
442
Enclosure to Annexure 13.5
(A) Main Building
(a) Room(s), kitchen, bath(s), 100% of ......Sq.m.

latrine(s), store and floor area
enclosed verandah
(b) Verandah, corridors and 25% of ......Sq.m.

barsati floor area
(c) Porch 122% of

floor area ......Sq.m.
(d) Courtyard pucca 5% of

(B) Out House (s)
(a) Room(s), etc. 25% of ......Sq.m.

floor area
(b) Verandah(s) 122% of

floor area ..... sq.m.
-------------------------------
Total eligible area sq.m.
=================
Standard rent chargeable on the

basis of eligible living area
worked out above. Rs.________
I certify that the above particulars in respect of the residential

accommodation provided to me by the Bank are correct.
(Signature of the officer)
Place : Name :
Grade / Scale
443
Annexure 13.6
Format for sanction of standard rent
2. Grade/Scale :
3. Contractual
monthly rent paid
by the Bank : Rs........
4. Entitlement of
officer for : Rs........
leased housing acco-
mmodation (i.e. max-
imum permissible
ceiling).
5. Amount of standard
rent chargeable on
the basis of parti-
culars furnished by
the officer (* copy
enclosed) :
* (Here Branch Managers/Dept. Heads will enclose a copy of particulars as per

Annexure 20.3 submitted by the Officer)
6. Date from which

standard rent is :
applicable
7. The particulars furnished by the officer, regarding the living area of the
accommodation hired by the Bank, have been verified and found to be correct.
Recommended for sanction.
Branch Manager / Departmental Head
SANCTIONED
Asstt. General Manager (Region)/Office Manager
444
CHAPTER 14
TRAVELLING, LODGING & BOARDING EXPENSES

14.1 MODE OF TRAVEL AND ENTITLED CLASS
OSR:41
The following provisions shall apply whenever an officer is required to travel on duty :
OSR:41(1)
Effective from 7th July 2005, the following provisions shall apply wherever an officer is
required to travel on duty :
i. 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.
ii. An officer in Middle 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 the
distance to be travelled 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.
iii. An officer in Senior Management or Top Executive Grade is entitled to travel

by AC 1st Class by train or by air (economy class).
iv. 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.
v. 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 Bank’s vehicle.
vi. For air or rail travel, a single fare for the officer will be reimbursed.
vii. For travel by road by his own vehicle, such rate on a kilometre basis as
may be decided by the Bank from time to time, having regard to the type
of vehicle used, the cost to be incurred and the terrain covered, will be
reimbursed.
14.1.1 TRAVEL BY PRIVATE AIR-TAXI
i. There can be no objection to travel by private air taxi/carrier by officer eligible to

travel by air on duty. In case, however, the air fare is higher than that of Indian Airlines, sanction
of the authority in hierarchy not below the rank of Asstt. General Manager should be obtained.
445
ii. Also, as the service rules restrict the eligibility of officers to travel only by economy
class, all officials traveling by private air taxi/carrier on official duty must travel only by the class
equivalent to 'Y' class of the Indian Airlines.
14.1.2 BOOKING/RESERVATION OF TICKETS : REIMBURSEMENT OF TRAVELLING

EXPENSES
OSR:41(2)
Normally, booking of tickets for journey by an officer while on deputation to State Bank
Learning Centre/Colleges or other places on transfers is arranged through Liaison/
Asstt.Liaison Office at LHO/ZOs. Where it is not possible for booking the tickets through
the above said functionaries i.e. in the case of transfers of staff posted at branches, the
employee who is required to make his own arrangement for booking of his tickets may
be reimbursed for traveling expenses incurred by him for visiting near by station/booking
office by public mode of conveyance on usual terms and conditions. However, this may
not be considered as part of traveling expenses for the air/rail journey to be undertaken
by such employees.
Clarification:
(CC Cir.No. CDO/P&HRD-PHRD/62/2005-06 dt.06.02.06)
a) Our Corporate Centre have entered into a corporate deal with Indian Airlines, Jet
Airways, Sahara Airlines Let. and Kingfisher Airlines Ltd. with a view to availing incentive
from them in case our officers travel by their airlines. Incentives in the range of 10% to
14% is being received by the Bank which saves cost to the Bank to that extent.
b) In view of the fact that many new airlines have started their flight operations on
different domestic sector with attractive packages, it has been decided that following
policy be meticulously followed in this regard which will take care of the changing
scenario:
i) All efforts will be made to enter into Corporate deal with the new prominent
airlines provided their fares and incentives plans are competitive as compared to
that of Indian Airlines. All corporate deals entered into by the Bank will be duly
circulated.
ii) Normally, officers should get their air tickets through the concerned liaison
department only so that the Bank gets the incentive available to it. In emergent
situations, where an officer has to buy tickets himself, he must quote the Bank's
code which is as under for various airlines with which we have corporate deals:
Indian Airlines : B028

Jet Airways : SBI
Sahara Airlines : SBI002
Kingfisher Airlines : 1043001
iii) Where we do not have corporate deal with an airline, the officer may be
permitted to travel provided the fare on the particular sector of the concerned
airline is less than normal economy class fare of Indian Airlines by at least
10.5%.
iv) When an officer travels by those airlines who do not have corporate deal with us,
and the officer has purchased the tickets himself, he will have to certify that he
has not received any cash discount or cash back on the tickets purchased. In
case, he receives the same, the officer must refund the same to the Bank or
claim the fare net of the discount received. In case the officer fails to do so and
446
misappropriates the amount so received, it will be treated as misconduct as per
the Service Rules.
v) Liaison department should book tickets only through Indian Airlines/Jet/Sahara/
Kingfisher or any other airline with which we have corporate deal in place.
Where the travel plan is firm and no change in the same is expected, our Liaison
Department at all offices should preferably book tickets available at much lower
than the normal cost by the mode of Easy fare/Check fare etc. in which
substantive amount is saved.
14.1.3 LOCAL TRANSPORT, PORTERAGE, BED ROLL ETC.
OSR:41(3)
i. Actual expenses incurred for transport and porterage will be reimbursable.
ii. Charges incurred for bed roll supplied by railways are not reimbursable. But such
charges may be reimbursed for officers undertaking journey on duty by a lower class when they
are eligible to travel by a higher class.
14.2 TRAVEL BY OWN VEHICLE
i. For travel by road by his own vehicle, rate on kilometer basis as may be decided
by the Bank from time to time, having regard to the type of vehicle used, the cost to
be incurred and the terrain covered, will be reimbursed.
ii. It is considered necessary to obtain specific sanction each time from the
competent authority, as and when an officer is required to undertake official journey
by his own car/scooter/motor cycle/moped etc. and the competent authority for the
purpose under rule 41(1)(v) of SBI Officers Service Rules is an authority in hierarchy
not below the rank of Top Executive Grade Scale VI. However, for travel within a
radius of 8 kms. from the office, such permission is not required as the same is
covered under the scheme of reimbursement of conveyance expenses on monthly
consolidated basis.
Clarification :
(a) Journeys for official purposes outside the headquarters to a place connected by rail
should normally be undertaken by the entitled class by train and in the case of
eligible officers, by air.
(b) In case the journey is performed by an officer using his own conveyance after
obtaining the prior permission of the competent authority, the officer may be
reimbursed the expenses at the following rates w.e.f 1st January 2004:
(CC No. CDO/PM/CIR/93 dt.30.01.2004)
Type of vehicles Reimbursement rate
per Km.
a. Four wheeler engine capacity Rs.5.80
of 1000 c.c. or more
b Four wheeler engine capacity Rs.4.60
less than 1000 c.c.
c. Motor cycle and scooter Rs.2.80
d. Mopeds Rs.2.00
(c) The rates of reimbursement are applicable in both cases i.e. for use of own vehicles
on official duty and for transport of own vehicles on transfer to new headquarter.
447
(d) Technical Officers/Officers (Marketing & Recovery) Farm Sector may also be
reimbursed with cost incurred by them on official visit, @ Rs.2-/ per k.m. subject to
their undertaking the tour using their own vehicle, with the prior approval of the
controller, if the journey performed by them is beyond 10 kms. from their
headquarters.
14.3 TRAVEL BY TAXI
OSR:41(2)(iii)
(i) Where hiring of a taxi is permitted, the actual taxi charges will be reimbursed.
(ii) Where journeys are undertaken by an officer in a hired taxi, the actual charges
incurred by the officer including waiting charges may be reimbursed, subject to
the claim being reasonable. Luxury taxis should not be hired under any
circumstances.
(iii)
a) Wherever it is possible, without much difficulty, officials should make use of
public transport, viz. mini buses, bus services and suburban trains, on official
duties.
b) The use of taxis for journeys outside the headquarters should not be resorted
to as a matter of practice. This should be done only when trains or other
modes of transport are not readily available or the timings are inconsistent or it
results in substantial saving of time.
c) Officials other than those belonging to SMG and above, travelling to/from airport
terminals should use the airlines coaches or autorikshaws, where available.
14.3.1 Conveyance charges during outstation deputation

Conveyance charges to a reasonable extent, by public transport only, may be
reimbursed to officers deputed for official work outside the station of their posting or for
training to a non-residential training centre, in addition to the usual halting allowance
to which they are entitled. The charges should be kept to the barest minimum and as
far as possible, season tickets instead of daily tickets should be purchased
14.4 TRAVEL BY OTHER MODES
OSR:41(2)(iv)
(i) For travel by public motor or water transport, the actual fare will be reimbursed. Provided
further that an officer on mobile inspection duty shall be entitled to such other facilities as
may be decided by the Executive Committee from time to time.
(ii) In connection with journeys undertaken by the Branch Managers or Field Officers posted
at intensive centers for visits to places which are not connected by proper roads and
where public conveyance such as buses, auto-rickshaws etc. do not ply, thereby
compelling them to hire other modes of conveyance such as bull-carts, horses etc., the
actual reasonable expenses incurred by them in hiring any one of the above types of
conveyance may be reimbursed after satisfying with the reasonableness of such
expenses. If an officer travels by bicycle, he should be paid the actual hire charges and if
he chooses to use his own bicycle for the purpose, he should be reimbursed at the
normal rate payable for hiring the bicycle.
448
(iii) As regards journeys undertaken on foot, road mileage should be paid to the officer at
the rate of Rs.1.20 per km. subject to the following conditions :-
a) The journeys should be to a place situated beyond 2 kms.
b) The officer should certify to the Bank's satisfaction that the journey was
undertaken by foot due to non-availability of any type of conveyance for
visiting the place in connection with the Bank's work.
c) Such road mileage may also be paid if the journey had been undertaken on
foot due to other unavoidable circumstances like absence of pucca road,
urgency of work, etc.
The cases of difficult centres will be examined separately on merits. These cases
should be referred to the controlling authority for prior approval.
14.5 INSURANCE COVER DURING TRAVEL ON DUTY
OSR 41(3)(ii)
Cost of aviation insurance, for tavel by air, on such scale as may be prescribed by the
Executive Committee, from time to time, will be reimbursed.
The prescribed limits, however, are given here-under :
Top Executive Grade (SS I & II) Rs.15.00 lacs

TEG Scale VI & VII Rs.12.50 lacs
SMG Scale V & IV Rs.10.00 lacs
MMG Scale III & II Rs. 7.50 lacs
JMG Scale I Rs. 5.00 lacs
(Under Group Insurance Scheme)
(CC No.CDO/PM/16/CIR/87 dt. 03.02.03)
2. The Bank has also arranged personal accident insurance of all officers in TEGS VI
and above and all Mobile Inspecting Officers as well as Mobile Inspecting Assistants and
has obtained Group Insurance Policies for the purpose. Therefore, it would not be
necessary for such officers and assistants to take separate individual policies for the
official journeys undertaken by air.
14.6 REIMBURSEMENT OF TRAVELLING EXPENSES ON PERMANENT TRANSFER
OSR:42(1)
i) An officer on transfer and the members of his family will be eligible to travel to the place
of posting by the same mode of travel and class of accommodation as in case of travel
on tour by the officer.
ii) When the members of the family travel by road, the entitlement will be the actual
expenditure or the first class rail fare for the distance covered, whichever is less.
Explanation : "Family" for the purpose of this rule will be limited to the following :
a) The officer's spouse.
b) Children wholly dependent on the officer i.e. they reside with the officer and
their monthly income does not exceed Rs.2,550/-.
c) Dependent parents, provided they reside with the officer and either parent
separately or both parents together do not have an income above Rs.2550/-
p.m.
449
d) Brothers and sisters wholly dependent on the officer i.e. they reside with the
officer and do not have an income above Rs.2,550/- p.m. If the income of the
parents of the officer, either separately or together exceeds Rs.2,550/- p.m.,
the brother/sister of the officer will be considered to be dependent on the
parents of the officer and will hence not be eligible for the facility.
e) Widowed sister/widowed daughter/deserted daughter of the officer, provided
(1) she is wholly dependent on the officer;

(2) she has no independent source of income;
(3) she is staying permanently with the officer;
(4) she has no earning member i.e. sons/daughters for support.
Note :
Travelling expenses in respect of servants are not reimbursable under any
circumstances.
14.6.1 Reimbursement of expenses incurred on transportation of luggage

at the time of transfer
i. An officer on transfer will be reimbursed the expenses for transporting his
baggage by goods train upto the following limits:
Pay Range Where he has family Where he has no family

Rs.10000/- p.m. to 3000 Kgs. 1500 Kgs.
Rs.13820/- p.m.
Rs.13821/-p.m. and Full Wagon 2500 Kgs.
above
iii. If an officer eligible for full wagon avails of the facility of 'container service'
by railways, he will be reimbursed actual charges for one container if he is in
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. If there is no railway station or
railway out-agency at the old or new place of posting, the officer will be paid the
actual cost of transporting the baggage by road upto the nearest railway station or
railway out-agency. If both the places do not have railway station/out-agency, the
officer will be paid actual cost of transporting the baggage by road upto the
stipulated weights by a transport operator.
14.6.1.1 Amendment in Rule 42(2)(ii) of SBIOSR, 1992
(CC No. CDO/P&HRD-PM/67/2006-07 dt. 17.2.07)

1) Following the Railway budget 2005, the Railways have rationalized their
freight structure and simplified the goods tariff w.e.f. 1.4.2005 under which freight for
all commodities are being charged based on the carrying capacity of the wagons and
the freight rates have been quoted for weight of goods transported in tonnes relative
to the distance against in quintals hitherto. This rationalization of freight structure has
resulted in substantial reduction in freight rates charged by them consequently, for
the same tonnage transported by approved lorry transport on transfer, the officer's
entitlement for being reimbursed the consequential expenses has got considerably
reduced since there is no corresponding reduction in the rates charged by the
transport operators.
450
2) The matter was considered by the Personnel Committee of the IBA to
find out to mitigate the hardship faced by officers and it has been decided as under:
"If an officer on transfer is shifting his personal effects between the two places by
approved lorry transport, even if the two places are connected by train, the
reimbursement of expenses may be made at the following rates subject to the weight
stipulation mentioned in relevant Officers' Service Rules.
OSR 42(2)(ii)
"Provided that, on and from the 1st August 2006, if the officer on transfer is shifting
his personal effects from one place to another by an approved lorry transport, even if
the two places are connected by train, reimbursement of expenses may be made at
the following rates against submission of bills for the maximum permissible quantity
of goods as mentioned above in Rule 42(2)(i) :
Distance in kilometers Rate in Rupees/ tonne per km.

i. Upto 2000 kms Rs. 1.40
ii. Beyond 2000 kms Rs. 1.10
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."
3) Comparative chart of freight charged by Railway on transportation of

household good
TABLE I
Distance in Kms Freight rate for 60 quintal Freight rate for 6
prior to 1.4.2005 tonnes i.e. 60
quintals Post 1.4.05
500 4551 1092
1000 8883 2132
1500 12989 3117
2000 15989 3837
3000 20489 4917
4000 24989 6105
5000 29376 7050
Note :
i. Pre 1.4.2005 rates are as per Class 250 applicable to household
goods (Rates effective 1.4.2002).
ii. Post 1.4.2005 rates are as per Table 09W 1 applicable to household
goods (Rates effective 1.4.2005)
TABLE II
Distance in Kms Freight rate for 60 IBA FORMULA
quintal post 1.4.2005 Rate in Rs. per tones per
km. Rate for 60 quintals or 6
tonnes
500 1092 1.40 x 500 x 6 = 4200
1000 2132 1.40 x 1000 x 6 = 8400
1500 3117 1.40 x 1500 x 6 = 12600
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2000 3837 1.40 x 2000 x 6 = 16800
3000 4917 1.10 x 3000 x 6 = 19800
4000 6105 1.10 x 4000 x 6 = 26400
5000 7050 1.10 x 5000 x 6 = 33000
Clarification
It is observed that IBA approved transport operators are not available at many of the
rural centers where our branches are established and many of these centers are
not connected by rail. As such, the officers are experiencing difficulty in
transporting household luggage. It is clarified that the approval granted by the IBA
to the transport operators is for the purpose of granting advances against
documentary bills and this need not be related to transportation of household
articles by an officer of the Bank on transfer. All the private lorry operators are
granted permission by the Regional Transport authority as private carriers and are
permitted to ply on specified routes/states. Most of the centers in rural and remote
areas, where we have branches, are not covered by the transport operators
approved by the Indian Banks' Association for the purpose of bill
discounting. It is, therefore, clarified that for the purpose of transporting goods
on transfer, the officer may be permitted to transport the goods by a transport
operator approved by the Controlling Authority, care being taken that the charges
are reasonable and are within the stipulated norms.
iii. In all cases of transportation of baggage by lorry, a receipt should be produced

from the transporters.
iv. The format for claiming reimbursement is given in Annexure 14.5.
14.6.2 Transportation of baggage in case of hilly areas/N.E. Circle

In the case of officers who are transferred to / from hilly areas and in North Eastern
Circle, where rail link is not avail-able, the following procedure may be adopted for
transportation of luggage by lorry :
a) 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 purpose of
comparison.
b) 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.
c) Where none of the above two alternatives cover expenses incurred by an

officer, the rate paid by the Bank for transporting its own articles, like stationery,
by lorry may be allowed.
d) The claims will, of course, have to be supported by acceptable vouchers/ receipts. It

should also be ensured that the facility is not put to any misuse.
14.6.3 Transportation of vehicles

OSR:42(2)(3)
i. An officer who owns a car will be eligible to claim the cost of transporting it by
train to the place of transfer at goods train rate and, where the car is driven by road, with or
452
without the officer and any member of his family travelling in it, irrespective of by whom it
is driven, the officer will be reimbursed at the rates specified in Section 14.2.
OSR:42(2)(4)
ii. An officer who owns a scooter, motorcycle or any other vehicle will be
eligible to claim the cost of transporting it to the place of transfer at goods train rate and if the
vehicle is transported by lorry, the actual lorry charges. When the vehicle is driven by road, with
or without the officer or his family, the officer will be reimbursed at the rates specified in
Section 14.2.
iii. Where the vehicle is not taken by road and is transported by means other than
rail, the reimbursement of actual expenses will be restricted to the amount that would have been
incurred had the car been transported by goods train.
14.6.4 Incidental Expenses on Transfer (w.e.f. 1.5.2005)

OSR:42(3)
An officer on transfer will be eligible to draw a lump sum amount, as indicated below,
for expenses connected with packaging, local transportation, insuring the baggage,
etc. :
Grade Lump sum

Officers in Scale IV & above Rs.8,750/-
Officers in Scale I/II/III Rs.7,000/-
OSR:42(3)
Provided that when for unavoidable or climatic reasons, the family of an officer
travels apart from him but within a reasonable time of the date of his transfer, the
further fares of the entitled class required for the family and the cost of transporting
the family's luggage may be paid subject to the proviso that in no case shall the total
cost to the Bank be more than if the family had accompanied the officer.
Clarifications
a. Lumpsum amount (Rs.8,750/- or Rs.7000/- as the case may be) would include charges
on packing, local transportation and insurance of luggage only. Loading and unloading 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.
b. 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 porterage for
baggage carried with them, which may be reimbursed as a part of travelling expenses.
c. Local transportation charges by rickshaw / cart / van from residence to railway

station/transport head in respect of transportation of household luggage transported by
rail/lorry will be included in the lumpsum amount and will not be reimbursed separately.
d. Before sanctioning any bills in respect of the above, the reasonableness and
genuineness of the claim should be properly assessed to the satisfaction of the sanctioning
authority.
e. The provisions relating to travelling expenses and halting allowance will not be
applicable in case there is no change of residence, consequent on the transfer of an officer.
In the case of a transfer of an official from one branch to another within the same city, transfer
travelling allowance will become payable only if it involves a change in residence.
453
f. The lumpsum amount of transfer travelling allowance stated in this Section is not
payable in the case of change of residence of an officer as a result of his transfer from one
branch/office to another within the same city. However, in such cases, only reasonable actual
loading / unloading and transportation charges between the two residences are payable.
g. Octroi duty on personal household goods on account of transfer or retirement may be

reimbursed.
14.6.5 Shifting the family to a place other than the place of posting
i. When an officer is transferred to a place falling in a difficult terrain, having extreme
climate or lacking educational facilities for his children, he may be permitted to keep his
family at the place of domicile or any other convenient place and reimbursed with actual
travelling expenses in respect of his family members and also the cost of transportation of
household luggage incurred in shifting his family to a place as stated above, provided the
cost to the Bank does not exceed the amount that would have been payable to the officer had
he taken his family and household luggage to the place of posting. This would, however, need
prior clearance from the controlling authority. In the event of an officer claiming such
reimbursement, he will not be subsequently eligible to claim travelling expenses in respect of
his family members, if he decides to take them to the place of his posting at a later date.
ii. At times, an officer, who is posted to a difficult and inconvenient centre, where
educational facilities are inadequate and are sometimes not available at all, may have to keep
his children outside the place of posting for the purpose of their education. In such a case, the
officer may be reimbursed in terms of his eligibility, the expenses incurred on account of his
children, for travel from his present place of posting to the place where he is posted on
transfer or the actual amount spent by the children, whichever is lower.
iii. The above principle will also apply in the case of an officer who is staying alone at
the place of his posting and his family members are not staying with him at the place of his
posting for some convincing reasons.
14.6.6 Transfer at request and temporary transfer

Since the services of officers are transferable at any time for any period, distinction
between a permanent or a temporary transfer need not be made for the purpose of
reimbursement on travelling expenses notwithstanding the fact that the transfer has
been effected at the request of the officer. In all such cases, the fact remains that
the transfer request has been acceded to only when it was administratively feasible to
transfer the officer. As such, reimbursement of travelling expenses in such cases
would be in order, as the officers are not only liable to posting at any branch in the Circle
but are also liable to be transferred again to another branch or to another circle
according to the exigencies of service.
Clarification : However, if it is a temporary transfer for a specific period affected at

officer's request, all charges and expenses incurred by the officer on account of his
transfer should be borne by him and also no reimbursement will be made by the Bank on
this account. Request for transfer for a short period would not generally be acceded to
unless there are compelling reasons.
14.6.7 Reimbursement of travelling expenses to Probationary Officers /

Trainee Officers / Specialist Officers
Where a Probationary Officer is asked to report at the Staff College/State Bank
Learning Centre for Orientation / Induction Course, once he reports at the College for
454
duty and thereafter is transferred to the first branch of his training, he may be deemed
to have joined duty in the Bank in the first instance, when he reports at the
College/Learning Centre, and by virtue thereof would be eligible for travelling expenses
for himself and the members of his family for the purpose of reporting at the first branch.
In the case of a Probationary Officer who is asked to report at the first branch for training
(as against at the College in the first instance) he may be deemed to have joined duty in
the first instance at the first branch of training and, as such, would be eligible in that
case for reimbursement of travelling expenses for himself alone, and thereafter when he
is transferred to the second branch for training, he shall be eligible for reimbursement of
travelling expenses for himself and the members of his family. In such cases, the
reimbursement of travelling expenses in respect of family members may be permitted
from any place in India other than his headquarters, with the approval of the Chief
General Manager provided the family was not already staying with him at the
headquarters. These instructions will equally apply to specialist officers directly
recruited in the Bank, irrespective of the scale in which they may be placed.
14.6.8 Transfer of Trainee Officers / Probationary Officers :

Transportation of luggage
(CDO/PM/CIR/60 Dt.11.01.2002, CDO/PM/CIR/25 Dt.09.09.1997)
i. A Trainee Officer, may be permitted during the training period, to avail leased
accommodation at his previous place of posting from where he is promoted or at a convenient
place to keep his family.
ii. An officer who avails of the above facility will be permitted travelling expenses in respect
of his family members from a place where he was posted before his promotion to the place of
his choice, if any, will be eligible for payment of lump sum amount on that occasion.
iii. The option should be exercised before commencement of the first branch posting and
cannot be revoked before completion of the training.
iv. An officer who avails of this facility will not be permitted reimbursement of travelling
expenses in respect of his family members and cost of transportation of household luggage
on account of his subsequent postings during the entire training period, while his own
travelling expenses are payable in the usual manner. The lump sum amount is not payable in
such cases, as it is payable only in case where the officer is required to transport his baggage.
However, such an officer may be reimbursed such actual expenses as are incurred by him as
excess baggage fare for the excess baggage to a reasonable extent carried by him.
v. On his posting at the end of the training period, the Trainee Officer will be permitted to
shift his family as well as luggage to his place of posting from the place where the family was
allowed to be stationed.
vi. On availing the facility, HRA will not be payable to the Trainee Officer. Usual recovery @
2.50% of the first stage of his basic pay will be made from his salary.
vii. This facility will be extended to Probationary Officers after they report to the first
Branch.
viii. Probationary Officers and Trainee Officers who opt to keep their families at the centre
of choice during the period of training will not be eligible for leased residential
accommodation. They will be paid House Rent Allowance as applicable to their place of
posting.
14.7 OFFICERS DEPUTED TO INSPECTION DEPARTMENT
455
i. It may not be possible for the members of an officer's family to continue to live at the
place of his last posting during the period of his deputation to Inspection Department. In such
a case, the officer may be reimbursed with the actual travelling expenses incurred by him in
shifting his family to a convenient place, to the same extent to which he would have been eligible
if he had been transferred to that place and had joined the Inspection Department from that
place. At the time of reversion, after completing the tenure with the Inspection Department, the
officer will be eligible for reimbursement of similar expenses for shifting the family from that
place to the place where he is now posted. Further, if, as a special case, the officer is
permitted at his request to retain the leased residential accommodation provided to him at
the place of his last posting, he will not be eligible to claim travelling expenses in respect of
members of his family as provided for above.
ii. The inspecting official, while on mobile duty, is permitted an additional fare equivalent to
the fare of the lowest class in railway/bus/steamer, if he is accompanied by a servant. In case
his/her spouse travels with him/her, the expenses on account of a servant will not be
reimbursable.
iii. The spouse of the inspecting official is also entitled to travel by the same class as the
inspecting official once a year in order to join the official. The reimbursement may be given for
the fare from the place of residence of the spouse to the place where the inspecting official is on
mobile duty and also for the return journey from the same place or the next place where the
inspecting official might be on mobile duty. When an inspecting official is deputed for training to
any of the Staff Colleges and in case his/her spouse is accompanying him/her at that time, the to
and fro expenses for the spouse to go back to his/her place of residence during the training
period and joining back shall be reimbursable.
iv. Where inspecting officials proceed on leave from one station and report for duty at
another, they are 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.
v. In addition to the usual Home Travel / Leave Fare concession facilities, the inspection
officials are permitted to take leave and visit the place where their family is stationed at the
Bank's expense in that block of 12 months when the Home Travel or Leave Fare Concession is
not due to expire.
vi. Suitable insurance cover is provided to mobile staff in respect of personal accident
risks to which they may be exposed while travelling on duty.
vii. The actual cost of transporting his and his servant's personal effects over and above
the free allowance made by the railways or steamship company is reimbursed to an
inspecting official. "Personal Effects" include clothes and other necessary articles required on
tour and not motor-car, scooter, motorcycle, horses, carriages or heavy furniture.
viii. The actual cost of road conveyance and coolie charge incurred by him and his
servant while moving from one station to another is reimbursed.
14.8 TRANSFER OF OFFICERS FROM INDIA TO FOREIGN OFFICES
14.8.1 Staff India Based : Reimbursement of travelling expenses prior to

foreign posting
i. Travel to place of domicile
456
An officer may visit, at the Bank's expense, by the entitled class of travel, to his place
of domicile in India (as recorded in his service sheet) in order to settle his personal
affairs before proceeding abroad. Such a visit would be in addition to his entitlement
under Leave/Home Travel Concession facility (HTC/LFC), if any, due to him, for the
current 2 years' block before leaving the country; request for carry forward of this
facility will not be entertained.
ii. The expenses incurred by an officer on travel for himself and his family as well as on the
transportation of personal effects from the place of his posting to the place of domicile or some
other convenient place in India will be reimbursed to him provided that, in the latter case,
the expenditure to be reimbursed would not exceed the amount incurred in travelling to the
place of domicile and shifting the household effects to that place. The reimbursement will be
inclusive of packing charges as permissible under the service rules but no transfer
allowance would be payable. The travelling expenses incurred in proceeding to the foreign
centre, inclusive of charges for transporting personal effects to a reasonable extent, will be
reimbursed in the usual manner from the place of last posting or the place of domicile or such
other convenient centre to which the officer has transferred his excess household articles, as the
case may be.
14.8.2 Staff India Based : Reimbursement of travelling expenses on

repatriation
Where officers returning from abroad are not provided with residential accommodation
at the place of their posting in India immediately upon their repatriation, the following
additional facilities may be provided to them with the prior approval of the appropriate
authority :
i. Reimbursement of cost of journey for the officer's family from the point of disembarkation
in India to the place of domicile or any other convenient place preferred in India and also to the
place of posting therefrom, subsequently.
ii. Reimbursement of cost of transportation of personal effects brought from the foreign
centre to the place of domicile or place where the personal effects were kept by him before
proceeding abroad. The cost of transportation of the personal effects (upto the prescribed
limits) from such place to the place of posting of the officer will continue to be reimbursed as
hitherto.
Note :
In any case, reimbursement will not exceed the amount that would have been incurred
for travel / transportation from the point of disembarkation in India to the place of
domicile or from the latter to the place of posting in India, as the case may be.
iii. India Based officials (including IBTOs) repatriated to India may be reimbursed actual
cost of travel by the entitled class to a port city for the purpose of retrieval of personal
baggage shipped to India. Their stay at the port city will not be treated as being on duty and no
halting allowance will be payable.
14.9 TRAVELLING EXPENSES ON RETIREMENT /DEATH OF THE

OFFICER WHILE IN SERVICE
OSR:43
i. An officer, on retirement, will be eligible to claim travelling expenses, cost of
transportation of baggage and other expenses for himself and his family as if on transfer from
457
the last station at which he is posted to the place where he proposes to settle down on
retirement.
ii. If an officer dies while in service, the cost of transportation of his personal
property and the fares of his dependent family members from his last place of posting to the
place where the family proposes to settle down may be reimbursed, subject to the ceiling laid
down in the service rules.
14.9.1 Extension in period for availing the facility

Retired officers often request to permit them to avail the facility of claiming
travelling expenses long after they have retired from service. In this connection,
separate guidelines have been laid down regarding retention of residential
accommodation after retirement (refer Chapter 20). Once the officer has overcome
his problems mentioned therein, he should vacate the residence and shift to the place
where he proposes to settle down. As such, the period of extension sought for in
availing the facility of travelling allowance after retirement must not exceed the period
for which residential accommodation has been allowed by the competent authority to
be retained. In other words, the period for extension of the facility should be co-
terminus with vacation of the official residence.
14.10 TRAVELLING ALLOWANCE ON REMOVAL

If an officer has been removed from service after completing the required years of
service which would entitle him to pension, his retirement would eventually be
approved by the Executive Committee of Central Board for the purpose of pension.
In such cases it would be in order to pay him travelling expenses in terms of para 43
of SBI Officers' Service Rules (Section 14.9). If, however, an officer has been removed
from service and he will not be entitled to pension, he will not be eligible for
travelling expenses.
If an officer has attained the age of retirement in terms of Para - 19 (1) of SBI Officers
Service Rules 1992, but his services are continued for the limited purposes of
concluding disciplinary proceedings in terms of para 19(3) of Officers Service Rules, and
if he is removed from service on conclusion of the proceedings, he will be entitled to
travelling allowances in terms of Para 43 of Officers Service Rules 1992.
14.11 RECALL FROM LEAVE

OSR:39
An officer on leave may be recalled to duty by the competent authority whenever the
Bank deems it fit to do so. 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.
14.12 OFFICERS NOMINATED AS DIRECTORS OF VARIOUS

INSTITUTIONS
The travelling expenses and halting allowance of the officers nominated as
Directors on the boards of financial institutions/companies may be paid by the
Bank as per rules admissible to them, as if the journeys were performed by the
officers on Bank's business. These expenses incurred by the Bank may, thereafter, be
claimed from the respective financial institutions/companies.
458
14.13 OFFICERS DEPUTED TO DISTRICT INDUSTRIES CENTRE
Officers deputed to District Industries Centres may be paid halting allowance and
reimbursed travelling expenses in accordance with the rates applicable to them in the
Bank and the same will be borne by the District Industries Centres.
14.14 BRANCH MANAGERS APPEARING IN IIB EXAMINATIONS

Branch Managers who are not permitted to appear for the Indian Institute of Bankers'
examination at centres where they are posted and have, therefore, to proceed to
another centre for appearing in the examination, are entitled to claim travelling
expenses provided that the centre selected is the nearest to the place of posting.
14.15 OFFICERS ACQUITTED IN LEGAL PROCEEDINGS

(CC LETTER PA:CIR:10 dt. 3.5.83)
i. An officer who has been honourably acquitted in legal proceedings instituted
against him in respect of acts done or purported to have been done in the execution of his
duties may be reimbursed with the travelling expenses/halting allowance admissible to him
provided such reimbursement of expenses for travel is restricted to the actual expenditure
incurred, subject to the maximum entitlement as per relevant rules. He will also be reimbursed
with the legal expenses incurred in defending himself in such cases, to a reasonable extent. All
such cases should be referred to the Local Head Office with complete details, for prior
clearance from Corporate Centre.
ii. A suspended employee, against whom departmental proceedings are initiated, may
also be similarly reimbursed with travelling expenses incurred by him.
14.16 DEPARTMENTAL ENQUIRIES
14.16.1 Employees under suspension

1) Bank's retired/serving employees, who are required to attend departmental
enquiries/undertaking journey to peruse documents, etc. connected with the proceedings, are
eligible for travelling expenses/halting allowance/lodging boarding charges, etc. as applicable
to their category/scale as under :-
Travelling Halting Lodging/

Boarding
Allowance Allowance Charges
i. Charge-sheeted officials Yes Yes Yes
ii. Defence representative Yes Yes No
iii. Prosecution witnesses Yes Yes Yes
2. An official whose contract of employment is kept in abeyance only during suspension

should also be reimbursed with travelling expenses/halting allowance and lodging
/boarding expenses as applicable to his category / scale had he not been placed
under suspension.
Clarifications :-
459
As regards admissibility of expenses in case of officers when only investigations are in
progress, it is clarified as under :-
i. As long as the case is under investigation, whether by the Bank or CBI or Police or any
other agency for lapses relating to the discharge of official duties and the official is called
upon to travel in connection therewith, the travelling expenses, halting allowance, boarding
expenses, etc. will be reimbursed by the Bank as if the official was on duty. This will be paid
even if he is under suspension.
ii. The journey in question should be performed with prior approval of his present
iii. In such cases, advance from suspense account may also be sanctioned but no fresh
sanction be granted unless the TE Bill for the previous journey has been submitted.
iv. The eligibility for these purposes shall be as per the official's grade/scale.
v. If the investigation/criminal proceedings relate to the conduct of the official in his

individual capacity i.e. unconnected with his official duties, no reimbursement will be
permitted.
vi. In case the investigation by CBI or Police results in prosecution/criminal trial or regular
departmental action, the travelling and legal expenses etc. will be dealt with in accordance with
guidelines set to in Section 14.15.
vii. It is also clarified that attendance in Courts as an accused either on account of

summons, arrest or by way of complying with conditions of trial, etc. will not entitle the official
for travelling/halting allowances and will be governed by the rules of reimbursement after
acquital as set out in Section 14.15.
viii. Further, it has been decided that where an official is prosecuted for an offence alleged
to have been committed by the Bank, for example, prosecution under the Industrial Disputes
Act, Contract/Labour Act or any other Labour Laws or Taxation Laws, the official, apart from
being liable to be defended at the cost of the Bank, will also be entitled to T.A., H.A., etc. as if
on duty.
14.16.2 Defence Representatives

a) An officer nominated by a chargesheeted officer as his representative for the
purpose of defence at a departmental enquiry will be eligible for reimbursement of travelling
expenses as applicable to the grade to which the officer (i.e. the defence representative)
belongs, from the place of his posting to the place where the enquiry is conducted.
b) Halting allowance will also be paid at the appropriate rate. However, the facility of
reimbursement of actual expenses will not be extended.
c) Although the chargesheeted officer should normally nominate a defence representative

from the same circle, in case he happens to nominate a defence representative from any other
circle, he may be permitted to do so and the representative may be granted duty leave and
also reimbursed with the travelling expenses in terms of his service rules
d) If the Bank is satisfied that adjournments are taken merely to delay the proceedings, it
may refuse to extend duty leave, traveling expenses, halting allowance, etc. to the defence
representative.
460
14.16.3 Defence Witness
a) An officer who appears at a departmental enquiry in the Bank as a defence witness
will be considered as on duty and granted duty leave and also reimbursed with
the travelling expenses/halting allowance admissible to him. However, travelling
expenses will not be reimbursed to outsiders who appear as defence witnesses.
b) The Enquiry Officers will have to judiciously decide on the relevance of each
witness cited by the defence and disallow a defence witness whose testimony is not
considered relevant to the case.
14.17 HALTING ALLOWANCE / REIMBURSEMENT OF LODGING

EXPENSES TO REPRESENTATIVES OF OFFICERS' FEDERATION
The representatives of the Officers' Federation/Association called by the Bank for
bipartite meetings/discussions are treated as on duty and apart from duty leave, they
are reimbursed with travelling expenses and paid halting allowance or reimbursed
actual lodging and board expenses as per their entitlement.
14.18 ADVANCE AGAINST TRAVELLING EXPENSES AND SUBMISSION OF

BILLS
i) Branch Managers should ensure that the amount sanctioned by way of advance is
not in excess of the estimated expenses reimbursable by the Bank.
ii) If an officer is transferred permanently from Branch 'A' to Branch 'B' the advance taken
by him should be debited to Branch 'B', which will in turn debit the amount to its
Suspense A/c.
iii) While sanctioning the advance, the officer should be instructed in writing that he
should submit the bill promptly on return from tour and in any case within 15 days from
the date of completion of the journey. In case of transfer, the relative bills should be
submitted as early as possible but not later than one month from the date on which the
officer reports for duty at the new place.
In case an employee's family is not able to accompany him and/or he is not able to
arrange for transporting his household luggage at the time of transfer, the bill can be
preferred at a later date by way of supplementary bills within 15 days of the
completion of such journey/transporting his luggage. In regard to bills in respect of
families travelling apart from the officials, the reasons therefor should be stated at the
foot of the bills with a certificate to the effect that the total expenses claimed are not in
excess of what would have been incurred had they all travelled together.
iv) The advance taken by the officer should be correctly indicated in the travelling
expenses bill submitted by him. The office to which the advance has been debited
should also be clearly mentioned in the bill.
v) The Suspense Register should be perused at weekly intervals to ensure that no

outstandings remain therein in respect of journeys already undertaken, for which bills
should have been submitted. In case there are any such outstandings, the officer
should be advised in writing to submit the bill immediately and that in the event of his
not doing so, the amount will be recovered from his salary. The officer may be
informed that, where necessary, a supplementary bill covering additional expenses
such as transport of personal effects or separate travel by members of the family, etc.,
461
may be submitted later on within 15 days of completion of such journey and/or
transporting the luggage.
vi) In case bills in respect of the advances taken from the Bank on account of LFC/HTC
travel, etc., are not submitted by the employees within one month of the date of
reporting back from leave/to the place of duty, the amount of advance together with
interest at 2% above State Bank Advance Rate, minimum 15% per annum, should be
recovered from the salaries of the employees from the date the advance was taken
in a maximum of three instalments, depending upon the amounts involved. Any
relaxation in the recovery of the interest will be made only with the prior permission of
the controlling authority. This action will be without any prejudice to the Bank's right to
initiate suitable disciplinary proceedings in those cases where willful neglect in
submitting the bills in time or willful intention to misutilise the amounts far in excess of
the requirements is observed.
vii) Branch Managers should indicate, in their statement of outstanding entries in

Suspense A/c, against entries outstanding for more than the period stipulated, the
reasons as to why such entries are still outstanding and the steps being taken towards
their adjustment.
viii) As far as possible, no advance should remain unadjusted for more than one month
from the date of completion of the tour/taking over period.
ix) The travelling expenses bill should be accompanied by money receipts/tickets to enable
the sanctioning authority to verify the genuineness of the claim. Since the railways do
not issue money receipts, a signed declaration in the bill containing the following
particulars should be obtained.
a) Serial No. of the ticket

b) Date of purchase
c) Date of journey
d) Issuing station
e) Amount
f) Destination
g) Any other matter which the Bank may require in order to consider
reimbursement in such cases.
Officers are required to give satisfactory evidence of journey by showing the tickets
before the journey wherever feasible and the reservation tickets, if such tickets are not
required to be surrendered at the destination.
x) The following particulars should be given in the travelling expenses bill :
a) Date and time of departure from the place from which the officer is
transferred/deputed.
b) Date and time of arrival at the place of transfer/deputation.
c) Names, ages and relationship of members of the family for whom fares are
claimed when on permanent transfer.
d) A certificate that the travelling expenses for members of the family were
actually incurred in consequence of his transfer and that the persons concerned
are wholly dependent on him.
e) Whether residence is shifted or not.
462
xi) Submission of false claims will be viewed very seriously and stern action will be taken
against the erring officers.
xii) Bills must be submitted on Annexure 14.4 in case of deputation and Annexure 14.5
in case of transfer. All travelling expenses bills should be supported by money receipts,
tickets, etc. to enable the sanctioning authority to verify the genuineness of the
claims.
xiii) While submitting travelling expenses bill, following certificates should be incorporated
by the officials for their visits at Branches/ Zonal Offices/ Central Office:-
a) The tour programme was approved by Branch Manager / Head of

Department/ Regional Manager / Dy. General Manager / General Manager /
Chief General Manager.
b) I occupied / did not occupy the Bank's flat for my stay at ____________. No
boarding was provided by the Bank.

The authority empowered to sanction the travelling expenses and halting allowance
bills is explained in the Chapter 23 - "Delegation of Administrative Powers - Misc".
14.20 BANK'S VISITING OFFICERS' FLATS/GUEST ROOMS

The Bank has flats/guest rooms at various centres for the use of officers during their
official visits to these places. A list is given in Annexure 14.1. The following
guidelines shall be followed for the use of the guest houses/flats by officers of the
Bank.
i) Officers will normally be permitted to stay in the Bank's guest houses/ flats on
payment of Rs.5/- per day while they are on duty, subject to availability of
accommodation. The computation will be for each block of 24 hours or part thereof.
ii) In exceptional circumstances, officers may be permitted by the Chief General Manager
to make use of the guest houses while on vacation, subject to availability of
accommodation. In such a case, officers shall pay a charge of Rs.20/- per day.
iii) In such exceptional cases, where permission is granted to make use of the Bank's
guest houses while on vacation, this facility shall not be granted for a period exceeding
7 days at a time.
iv) Direction (as per Section 14.20.1) should be displayed in each of the rooms of the
flat/guest house and a register (on the lines of Annexure 14.2 should also be
maintained in each of the flats/guest rooms. The caretaker, wherever appointed,
should ensure that necessary entries are made in the register by the officers availing
themselves of the facility. The caretaker should issue receipts for the amount received
from the officers, on the lines of Annexure 14.3, with counterfoils. The collection of a
particular day should be credited to Charges A/c the next day. An officer of the Bank
should verify at irregular intervals, once a week or earlier, if so desired, whether the
amount received has been properly accounted for.
463
v) Arrangements may be made for provision of tea / coffee / breakfast and, if possible,
meals at the flats, subject to payment of actual cost to the caretaker by the officers
availing themselves of the facility.
vi) Officers availing themselves of the above facility will be eligible for the usual halting
allowance applicable under the Service Rules but reimbursement of expenses for board
will not be permissible in such cases.
vii) When officers are required to visit out station centres on official duties, they should
normally occupy the guest houses / visiting officers' accommodation of the Bank and, if
these are not available, efforts should be made through the liaison officers / other
officials to get accommodation in the guest houses of the Government / other Public
Sector enterprises including other nationalised banks / port trusts, etc. Only in the
event of non-availability of such guest house accommodation, including those belonging
to the Government / other Public Sector enterprises, an official may be permitted to
book hotel accommodation. Also, whenever such guest houses / visiting officers'
accommodation are not available and the officers are compelled to stay in hotels,
they should append a suitable certificate to that effect in their T.A. Bills for claiming
reimbursement of hotel expenses.
The authorities passing T.A.Bills may please ensure that bills passed for payment
invariably contain the certificate referred to above, where appropriate.
CDO/PM/16/CIR/12 Dt.07.05.2002
14.20.1 Notice to be displayed in Visiting Officers' Flats / Guest Rooms

1. The Officers should record the time and date of their arrival as well as departure in the
register maintained for this purpose.
2. The charges for stay are as under :
One room for 24 hours or part thereof : Rs.5/-
If the officers are on vacation, the charges shall be Rs.20/- per room per day.
3. Keys of the rooms occupied by officers should be returned to the caretaker prior to their
departure.
14.21 REIMBURSEMENT OF HOTEL (LODGING) AND BOARDING EXPENSES
14.21.1 Reimbursement of Hotel Expenses
(i) In terms of the proviso to Rule 41(4)(i)(b) of the SBIOSR 1992, actual hotel expenses are
considered for reimbursement subject to single room occupancy charges in ITDC Hotels
of the starred category specifically laid down therein. Where, however, the officer stays
in a non-ITDC hotel, either because there is no ITDC hotel at the center or
accommodation in the ITDC hotel of the eligible starred category is not available at the
center, then the limits upto which hotel accommodation should be considered are laid
down from time to time.
464
(ii) The maximum room tariff permissible, which can be reimbursed to officers who stay in
non ITDC hotels, with effect from February 7, 2005 is as under :-
Officers in Eligiblity Maximum Room Tariff permissible

to stay (Exclusive of admissible taxes) (Rupees)
Major A Class Area-I Other
Cities places
TEG Scala VI & VII 4* Hotel 4000 2000 1750
SMG Scale IV & V 3* Hotel 2500 1500 1300
MMG Scale II & III 2* Hotel 1500 1000 800
(Non-AC)
JMG Scale I 1* Hotel 1000 750 500
Non-AC
Major A-class cities : Mumbai, Kolkata, Delhi, Chennai, Ahmedabad,

Bangalore and Hyderabad
Area I Cities : Pune, Nagpur, Kanpur, Surat, Jaipur, Lucknow,
Vishakapatnam, Patna, Vadodara, Kochi,
Indore Bhopal, Ludhiana, Coimbatore,
Madurai, Agra & Varanasi.
However, if officers in the Top Executive Grade (Scale VI & VII) are unable to stay in
ITDC hotels at Delhi and at other hotels at 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 the tariff of their entitled class at Delhi and Mumbai.
(iii) Reimbursement of Services Charges: Service charges, if levied by hotels and shown
separately in the lodging bills, may be reimbursed within the limit of room tariff.
However, such charges should not be paid if they are over and above the
admissible limit stipulated for room tariff.
(iv) In order to help our officials visiting major centres for official purposes, and to enable
them to save their out of pocket expenses, the Bank has arrived at best possible
packages with some of the well reputed hotels at these centres, under which they
have agreed to charge tariff only to the permissible limit of the occupant officials. A list
of such hotels alongwith the facilities is circulated by HR Department from time to time.
(CC No. CDO/P&HRD-PM/67/2004-05)
14.21.2 Reimbursement of Boarding Expenses

Boarding expenses are reimbursed on the same scales as halting allowance. Rate of
reimbursement of halting allowance given in Section 13.11 will also, therefore, be
applicable in this case. Please also refer Section 13.11.4.
465
Annexure 14.1 List of Visiting Officers' Flats/Guest Rooms
1. Flat No.21, 44, Ronaldshay Road, Calcutta 27
2. D 2/2, Defence Colony, New Delhi
3. 11, Parliament Street, New Delhi
4. Dehradun (one suite in the Branch Manager's residence)
5. Srinagar (One suite in the Branch Manager's residence)
6. Gulmarg
7. Coimbatore - (Guest room in the branch premises)
8. Pondicherry - (Guest room in the branch premises)
9. Vellore - (Guest room in the branch premises)
10. Erode - (Guest room in the branch premises)
11. Tirupur - (Guest room in the branch premises)
12. Heavy Electricals, Kailasapuram (Tiruchirapalli)
13. Pollachi - (Guest room in the branch premises)
14. Nagercoil - (Guest room in the branch premises)
15. Tirumangalam - (Guest room in the branch premises)
16. Thanjavur - (Guest room in the branch premises)
17. State Bank Learning Centre, Tiruchirapalli
18. State Bank Learning Centre, Nagapattinam
19. State Bank Learning Centre, Bangalore
20. Bangalore
21. Belgaum
22. Sirsi
23. Willingdon Island
24. Cannanore
25. Mangalore
26. Quilon
27. Gadag
28. Dharwar
29. Hubli
30. Maharashtra Lawn Tennis Association Guest House, Mumbai
31 Flat No. 2225, Sector 42-C, State Bank Flats, Chandigarh (UT)
466
Annexure 14.2
Register to be maintained at the Guest Rooms / Visiting Officers' Flats
_____________________________________________________________________________________
_
Sr. Date Name,Designation Time Date Purpose Time Date Charges paid Signature
No. and address of checked of of checked of and mode of
the officer in arrival visit out departure payment
_____________________________________________________________________________________
_____________________________________________________________________________
467
Annexure 14.3
Format of Receipt
VISITING OFFICERS' FLATS
Received from Shri .............................................. ……………………… a sum of
Rs. ………….......... (Rupees…………………………………………………………...........................)
being the occupancy charges for stay in the visiting officers' flat from ………........ a.m. / p.m.
on .....……………….. to ..…………………..... a.m. /p.m. on..............................
Date : (Signature)
468
Annexure 14.4
Format of travelling expenses bill (on account of deputation)
STATE BANK OF INDIA
_______________________ Branch/Deptt.
Date______________________
TRAVELLING EXPENSES BILL

(ON ACCOUNT OF DEPUTATION)
Name :________________________________ Designation____________________

Basic Pay :_____________________
Purpose :_______________________
Timings : Left______________ at___________hrs on ________________
(Place) (Date)
for_______________________ and returned to Head Quarters at

_____________________________ hrs on ____________________________
Onward Journey
i) Cost of Air/A.C. Sleeper Railway/S.T. Bus ticket:
From___________to__________:Rs._______________
From___________to__________:Rs._______________
From___________to__________:Rs._______________ Rs. _____
ii) Reservation, Bedroll charges, Air Insurance, etc: Rs. _______
Return Journey
i) Cost of Air/A.C. Sleeper Railway/S.T. Bus ticket:
From___________to__________:Rs._______________
From___________to__________:Rs._______________
From___________to__________:Rs._______________ Rs. ______
ii) Reservation, Bedroll charges, Air Insurance, etc. :Rs. _______
Journey By Road
Taxi/Own Car
Total distance covered from _________ to ________ kms._______________
Cost @ Rs._________ per km.: Rs._______
Conveyance Charges
at__________
at__________: Rs.________
at__________
Porterage etc.
469
at__________
at__________: Rs.________
at__________
Halting Allowance *
i) For________ days from _________ to______________Cost @ Rs.___________ per day

Rs. ________
ii) Halting allowance on pro-rata basis :
Lodging Boarding Prorata Total Amount

Charges Charges halting claimed
Rs. Rs. Rs. Rs.
_____________________________________________________
Rs. _______
Add : Cost of tickets purchased by the Bank : Rs. _______
TOTAL : Rs. _______
Less :
Cost of tickets purchased by the Bank : Rs. _______
Less :
Amount of advance taken on __________ : Rs. _______
Amount payable : Rs. _______
(Rupees_____________________________________________________ only)
a) The above tour programme was approved by the Branch

Manager/Departmental Head /AGM (Region) /Dy. General Manager / General Manager /
Chief General Manager.
b) I occupied / did not occupy Bank's flat for my stay at ____________. No boarding
was provided by the Bank.
CERTIFIED that the above expenses have actually been incurred by me except the item(s)
marked with an asterisk.
Signature
_____________________________________________________________________________
Bill scrutinised, found in order and forwarded to Office Manager's Department/ Asstt. General
Manager, Region_______________, Zonal Office ______________ for sanction.
HEAD OF THE DEPARTMENT / BRANCH MANAGER

Date______________
______________________________________________________________________
SANCTIONED
Rs._________ (Rupees____________________________________________only)
470
BRANCH MANAGER / OFFICE MANAGER / ASSTT. GENERAL MANAGER (REGION)
STATE BANK OF INDIA
_____________________Department/Branch/Regional Office
Sanction No.__________________ Date _____________________________
471
Annexure 14.5 Format of travelling expenses bill (on account of transfer)
TRAVELLING EXPENSES BILL ON ACCOUNT OF TRANSFER
1. Name of the official_________________________________________

2. Designation____________ Dept./Branch_________________________Substantive
Salary________________________
3. Purpose in connection with transfer from_______to__________________________in
terms of L.H.O./R.O. letter No.___________dated__________
4. Timing Scheduled time of departure of plane/bus/train at___________ at ________
hours
(Place) (Date)
on_____________ and actual time of arrival at______________ on __________ at
__________ hours. (Destination)
(Date)
5. Particulars of members of the family accompanying the official:
Name Age Relationship

__________________________________________________________________
1.
2.
3.
4.
Particulars of travel
i) Air/Railway/Bus/Taxi Fare Cost of____________ tickets for self and/or members

ofthe family @ Rs._____________ per ticket (including reservation
charges)............................ Rs._____________
ii) Journey by Road in own Car/TaxiFrom__________to_____________distance.........Kms.

@ Rs__________ per Km. [Receipt for taxi(No. ) hired enclosed]
Rs._____________
iii) If travelled by taxi/higher class/Air as shown in (i) above, the amount of fare by
___________the entitled class i.e. A.C Sleeper/Air as the case may be for
_______ tickets @ Rs._________ per ticket (whichever is lower)
Rs._____________
7. Transportation charges of household kits weighing ________________ quintals by

Railway/Transport Co./truck No.________from________to___________(transport
company's money receipt showing truck No., weight, rate per quintal, etc.or R.R.
should be attached)
Rs._____________
8. Octroi paid for household kit as per receipt No._____________attached

Rs._____________
9. Loading and unloading charges
i) Rs._____________
ii) Rs._____________
472
In case the household kits have been brought by road, the comparative expenses by
Railway as per Annexure 14.6 should be attached.
10. Conveyance charges Taxi/Rickshaw/Truck charges from Residence to Station

Rs._____________ Taxi/Rickshaw/Truck charges from Station to Residence
Rs._____________
11. Porterage
i) Rs.________________
ii) Rs.________________
iii) Rs.________________
iv) Rs.________________ Rs._____________
12. Transfer Travelling Allowance Rs._____________
13. Halting allowance * for _________ days @____ Rs._____________ per day on
account of journey period/joining time/taking over period Rs._____________
Total Rs._____________
Less :Advance taken from _____________ Branch/LHO on _______by debit to

_________________ Rs._____________
Total amount claimed Rs._____________
CERTIFIED that the above expenses except item(s) marked with an asterisk have
been actually incurred by me. In respect of item 12 (if claimed), I certify that I have
shifted my residence.
Place : ( )
Date : Signature
______________________________________________________________________
_
Bill scrutinised, found in order and forwarded to_________________ No._______

date_________________ for sanction.
Rs.___________________
(Rupees _________________________________________________________
_________________________________________________________________)
Branch Manager/Head of the Dept./ AGM(Region)/Office Manager

--------------------------------------------------------------------
SANCTIONED
COMPETENT AUTHORITY
DATE:
473
CHAPTER 15
REIMBURSEMENT OF CONVEYANCE EXPENSES INCURRED FOR
OFFICIAL PURPOSES
15.0 GENERAL
i. Reimbursement of conveyance expenses to supervising staff is made on one of the
following two basis:
(a) On monetary ceiling basis.
(b) On actual consumption basis subject to specified limits.
ii. Officials are required to exercise their option at the time of their becoming eligible for
claiming reimbursement of conveyance expenses, either on monetary ceiling basis or actual
consumption basis.
iii. The option can be exercised only once by an officer and will not be allowed to be
changed unless there is a change in the residence of the officer or change in the vehicle or a
change in the place of posting. Change in place of posting also implies a change in the office
within the city itself or transfers within the city without change in residence. The option should
be exercised by the officer within a period of one month from the date of his occupying a new
residence or change of his posting or on acquiring a new mode of transport. If the officer
does not exercise the option within this period, he will not be allowed to opt for a change later
and his previous option will hold good.
15.1 REIMBURSEMENT ON MONETARY CEILING BASIS

i. Expenses incurred by a member of the supervising staff on conveyance at the place of
his posting for official purposes are to be reimbursed only on actual basis. However, with a
view to eliminating avoidable administrative work in scrutinising bills submitted by officers both
before payment and at the time of audit, it would be in order to reimburse such actual expenses
for short journeys within a radius of 8 kms. on consolidated basis to officers. For this purpose,
the officers have been divided into two categories : those who own vehicles and those who do
not own vehicles.
ii. The Executive Committee of the Central Board at their meeting held on 24th November
2006, has approved an increase in the ceiling of reimbursement of conveyance expenses
(effective from 1st November 2006) both on actual receipt and monetary ceiling basis. The
ceilings have also been increased for those who are not maintaining vehicles. The revised
monetary ceiling is given in Annexure 15.1.
(CDO/P&HRD-PM/49/2006-07 Dt.29.11.06)
iii. It has been decided that such officers JMGS-I, who have put in less than 5 years of
service (including POs/TOs) may be reimbursed conveyance expenses on consolidation basis
upto Rs.610/- per month w.e.f. 01.11.2006 (at all centers).
(CDO/P&HRD-PM/49/2006-07 Dt.29.11.06)
iv. Executives in TEGS-VI and above shall not be entitled to availment of this facility
because they are provided with official car with permission to use for personal purposes also.
474
15.1.1 Reimbursement of actual expenditure on hired conveyance :
Clarification
It is possible that an officer who draws reimbursement of conveyance expenses on

monetary ceiling (consolidated) basis may have considerable travelling duty within 8
kms and may incur more expenditure and consequently may be out-of-pocket. In such
a case, there would be no objection to his claiming reimbursement of the actual
conveyance expenses incurred by him for official duties on hired conveyance at the
rates applicable to him. Such bills should be sanctioned by the controlling authority in
the usual manner. However, such officers would not be eligible to claim
reimbursement on monetary ceiling basis for the months for which they have claimed
reimbursement on the basis of expenditure on hired conveyance.
15.2 REIMBURSEMENT ON ACTUAL CONSUMPTION BASIS

The Executive Committee of the Central Board at their meeting held on 24th November
2006, has approved an increase in the ceiling of reimbursement of conveyance
expenses (effective from 1st November 2006) both on actual receipt and monetary
ceiling basis. The ceilings have also been increased for those who are not maintaining
vehicles. The revised monetary ceiling is given in Annexure 15.2.
(CDO/P&HRD-PM/49/2006-07 Dt.29.11.06)
Clarification :
Henceforth, executives in TEGS VI and above shall not be entitled to availment of this
facility because they are provided with official car with permission to use for personal
purposes also.
15.2.1 Reimbursement of cost of high-octane fuel/oil

As the high-octane fuel/petrol is being recommended for use in case of new fuel-efficient
models of four wheelers as it provides better mileage. Besides it also creates lesser
pollution. Accordingly, it has been decided that the cost of high-octane fuel may also
be reimbursed to the officers on actual consumption basis.
(CC No. CDO/PM/16/CIR/33 dt. 05.09.03)
15.2.2 Accumulation of unavailed petrol quota

If an officer owns a vehicle (four wheeler or two wheeler) and has opted for
reimbursement of petrol charges, he may be permitted to accumulate the permissible
quota of petrol subject to the following :-
i. 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) : 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
quota unavailed in March to the month of April.
ii. Where an officer proceeds on long leave (say, exceeding two weeks in a month) he will
not be permitted to carry over the unavailed quota in respect of that month.
15.3 REIMBURSEMENT OF CONVEYANCE EXPENSES WHILE

OFFICIATING IN HIGHER CAPACITY
Having regard to the functional requirements of the various categories of officers,
conveyance facilities may continue to be related to the incumbency of the posts.
475
However, for journeys outside the headquarter on official duty or on LTC the
entitlement of the officer will be as per his substantive grade as these are the facilities
available under the service rules and are related the grade / scale of the officer
concerned.
15.4 REIMBURSEMENT OF CONVEYANCE EXPENSES WHILE ON

LEAVE/DEPUTATION
When an officer is on leave, it is expected that the actual expenses on conveyance
for official work will be less than the normal though not in exact proportion. While,
therefore, there cannot be a stipulation in this regard, the sanctioning authority will be
free to pay the claim whenever warranted for a reduced amount and if the officer feels
aggrieved, he may prefer a detailed claim. When an official is required to be absent
from his headquarters on account of deputation on Bank's work intermittently
but for an aggregate period of more than 7 days during a calendar month, it is similarly
expected that expenses on conveyance for official work will be less than normal. The
officer is therefore expected to prefer a reduced claim, unless he certifies that for the
period during which he was at headquarters he incurred conveyance expenses in the
discharge of official duties upto the full amount claimed.
Note:
Joining time cannot be treated as on duty for the purpose of reimbursement of

conveyance expenses incurred for official purpose.
15.5 REIMBURSEMENT OF CONVEYANCE EXPENSES WHEN THE

JOURNEY EXCEEDS 8 KMS.
Whenever an officer submits the monthly consolidated bill of conveyance expenses,
the assumption is that all journeys for official purposes, made within a radius of 8 kms.
are covered in the consolidated bill. In cases where the officer undertakes journeys
beyond 8 kms. for official purposes no deduction need be made in respect of 8 kms.
distance, provided the officer concerned certifies that the charges in respect of such
journeys for distances within a radius of 8 kms. have not been included in the
consolidated bill.
15.6 MISCELLANEOUS GUIDELINES

i) Reimbursement of conveyance expenses on consolidated basis will be subject to the
specific condition that the claims within limits represent actual expenses and it should
not become a source of profit. Such practice should not degenerate into an automatic
payment of fixed amount on certificate basis.
ii) Officers who claim reimbursement of conveyance expenses for the maintenance of
vehicles are entitled to do so only when they maintain the vehicles at the place of their
work.
iii) For the purpose of reimbursement of conveyance expenses, any automobile that is
required to be registered with the Road Transport Authorities under the Motor Vehicles
Act and which requires a licence to drive should be considered a vehicle.
iv) Officers under suspension are not eligible for reimbursement of conveyance expenses.
v) Officers eligible for the facility should submit their claims for reimbursement of
conveyance expenses on form the specimen of which is given in Annexure 15.3.
476
vi) The bills on account of reimbursement of conveyance expenses on a consolidated
basis every month may be sanctioned by the authorities mentioned against Group III
(Travelling Allowance, Halting Allowance etc.) in the Scheme of Delegation of Financial
Powers, 1994 (Circular No. 2/3 of 1994 of Org. Plg. Department). The bills of Branch
Manager(s) should be paid in terms of Section 29.1.
vii) The officers who opt for reimbursement of petrol charges should produce the petrol
receipts/vouchers, along with the monthly certificate claiming reimbursement. The cost
of petrol will not include the cost of engine oil.
viii) In the case of diesel-run cars, the cost of prescribed quantity of diesel, instead of petrol
will be reimbursed i.e. if an officer is eligible for reimbursement of 75 litres of petrol per
month, he will be entitled to be reimbursed the cost of 75 litres of diesel. There will,
however, be no change in the amount reimbursable to those who opt for consolidated
cash amount.
ix) When retired officers of the Bank are called upon to appear as witness on behalf of the
Bank in court cases or disciplinary proceedings, they are reimbursed the actual
conveyance expenses incurred for their journey from the place of residence to the
place where their services are required and back.
x) Conveyance expenses on actual basis are reimbursed to officers and clerk-typists

engaged in inspection (mobile) duty between the place of temporary residence and
branch under inspection.
xi) Officers are permitted to draw benefits/perquisites as applicable to the posts

occupied by them in so far as these relate to discharge of official duties. Hence, claims
for arrears of benefits on account of promotion with retrospective effect do not merit
consideration.
15.6.1 Maintenance of Log Book for Cars / Vehicles provided by Bank

It has been decided that the maintenance of log books at various offices / branches
where cars / jeeps / other vehicles are provided / owned / hired by the Bank, should
be in the standard format given in Annexure 15.4. Separate log books must be
maintained for each vehicle. Officials using the vehicles are required to authenticate
particulars of each visit separately.
15.6.2 Where cars/jeeps are provided for use at branch or in administrative offices, officers who
may occasionally use the bank's vehicle (owned or hired) for official use need not be
debarred from claiming reimbursement of conveyance expenses on monthly
consolidated/actual basis. However, in such cases the sanctioning authority should be
satisfied about the admissibility of the amount claimed.
15.7 REIMBURSEMENT OF CONVEYANCE EXPENSES TO SPECIALIST

OFFICERS
As officers in specialist appointments have to frequently undertaken visits in the
discharge of their duties, they have also been extended the facility of reimbursement of
conveyance expenses on consolidated basis, as per details given below :
i. Officers in specialist appointments in Junior Management Grade Scale (viz.

Assistant Security Officers, Assistant Law Offficers, etc.) who have been appointed on regular
and full time basis, and whose nature of duty warrants continuous and frequent out-door vists,
477
may henceforth be extended the facility of reimbursement of conveyance expenses as applicable
to other officers in JMG Scale I.
ii. Specialist Offices holding appointments in regular scales of pay in MMGS II and
above will also be eligible for the above facility as applicable to other officers in the same grade
and scale of pay.
iii. In all cases, while sanctioning claims of above officers, the sanctioning authority
will satisfy himself in the usual manner about the reasonableness thereof and that specialist
officers concerned are continuously and frequently undetaking outdoor visits.
iv. Officers in specialist appointments, who have not been appointed on full
time basis (like medical officers) or in regular scales of pay but have been engaged either on
contract basis or consolidated pay, would continue to claim reimbursements of actual expenses
incurred by them in discharging their duties as permissible/provided in their terms and conditions
of service.
15.8 REIMBURSEMENT OF SALARY PAID TO DRIVERS HIRED BY

GENERAL MANAGERS / OFFICERS IN TEGSS I & II
(CDO/PM/16/CIR/19 Dt.08.06.2002)
The ceiling on reimbursement of salary paid by general managers to drivers hired by

them with effect from 01.04.2001 is as under shown against the respective circle.
OFFICERS PLACE RUPEES

General Managers Major “A” Class Cities Rs.3500/-p.m.
Other cities Rs.3000/-p.m.
TEGSS I & II Major “A” Class Cities Rs.5000/-p.m.

NOTE:
Officers in TEGSS I & II may opt for Bank’s driver or engage a driver. However, where
Bank’s driver is not available, officer will have no option but to hire the driver.
15.8.1 Recovery on Account of Use of Bank’s Car for Personal Use

Officers in TEGS VI and above are provided with a car for official use. They are also
allowed to use the car so provided for personal purposes up to 500 kms. on payment of
Rs.150/- p.m. If an officer uses the car beyond 500 kms. in a month for personal
purposes, additional recovery at the rate of Rs. 1 per km for use beyond 500 kms. is
made from him.
Henceforth, recovery for personal use of official car from officers, who have been / are
provided with air-conditioned cars, shall be at the rate of Rs.200/- for first 500 kms. and
Rs.1.25 per km. for use beyond 500 kms.
15.8.2 Provision of Bank's Car for Personal Purposes outside Headquarters

When on HTC/LTC
i. It has been decided that the request of officers in TEGS-VI & above for provision
of Bank's car for personal use outside headquarters during the period of their leave shall be
forwarded by them to the circle concerned for their necessary action after the leave is sanctioned
and the circle concerned may arrange to meet their request.
478
ii. It has been decided to permit the officers in Top Executive Grade Scale VI and
above to use the Bank's car from out of the pool for personal purposes when they proceed on
Home Travel Concession (HTC)/Leave Travel Concession (LTC) at a place of their domicile or at
places covered under LTC only for local use, subject to their surrendering the Bank's car at the
headquarters and recovery of usual charges, as applicable.
15.8.3 Use of Official Car at a place other than headquarters

1. There may be instances where an officer on his transfer from one place to
another has not been able to move into official residential accommodation at the new place of
posting for the reason that it has not been vacated by the previous incumbent and he is thus not
in a position to shift his/her family to the new place of posting. In the circumstances, the official's
family stationed at previous place of posting, is deprived of the facility of use of official car for
personal purposes which they have enjoyed for quite some time causing hardships to them.
2. Wherever a request for use of official car for personal purposes at the place
other than the place of headquarters is received from an official under the above mentioned
circumstances, the same may be considered with the approval of the controlling authority,
subject, however, to the following conditions :
i. The request should be entertained only if the official residential

accommodation at the new place of posting has not been vacated by the previous incumbent for
reasons beyond his control or, if the places like Mumbai, no residential accommodation has been
provided by the Bank to the official.
ii. The car should only be provided out of the pool of cars maintained by
the LHO at the previous place of posting.
iii. The official will have to forego the personal use of car at the new place
of posting.
iv. Usual recovery for use of car for personal purposes will be made from
the official.
479
Annexure 15.1 Monetary ceilings on reimbursement of expenses to
those officers who maintain vehicles and claim on certificate basis
(Revised w.e.f. 01/11/2006)
(CC No. CDO/P&HRD-PM/49/2006-07dt 29/11/2006)
TABLE-I
Category of Officers Area I Area II Other centers
A) CAR OWNERS Rs. (p.m.) Rs. (p.m.) Rs. (p.m.)
Revised Limits (w.e.f. 1.11.2006)
SMGS IV & V 1475 1300 1130
MMGS III 1475 1300 1130
MMGS II 1185 1130 955
JMGS I : BMs/Mgr of Div/ 815 725 640
Asstt.Mgr(Accts)/ Asstt.Mgr(Adv)/
System Admn./Poj.Officer and other
officers who have put in at least
seven years of service in that
grade.
B) OWNERS OF TWO WHEELERS 815 725 640

All categories of officers referred to in (A)
above.
TABLE-II
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 Limit Payable

Rs. (p.m.)
SMGS IV & V 960
MMGS II & III 785
JMGS I 610
480
Annexure 15.2 ACTUAL RECEIPT BASIS (Revised w.e.f. 1/11/2006)
Reimbursement of petrol expenses on production of actual receipts
for the officers maintaining vehicles :
(CC No.CDO/P&HRD-pm/49/2006-07 DT.29/11/06)
LIMITS FOR REIMBURSEMENT OF PETROL COST PER MONTH SUBJECT TO
PRODUCTION OF BILLS FOR USE OF OWN VEHICLE (FIGURES IN LITRES)
TABLE-I
I) OFFICERS OWNING CARS

SMGS IV & V 90 80 70
MMGS III 85 75 65
MMGS II 70 65 60
JMGS I : BMs/Mgr of Div/ 55 50 45
Asstt.Mgr(Accts)/ Asstt.Mgr(Adv)/
System Admn./Poj.Officer and other
officers who have put in at least
seven years of service in that
grade.
TABLE-II
I) OFFICERS OWNING SCOOTERS/MOPEDS

All officers owning Scooters referred 45 40 35

to in Table (I) above
All officers owning Mopeds referred 35 30 25

to in Table (I) above
481
Annexure 15.3 Specimen of form for claiming conveyance expenses
STATE BANK OF INDIA
Branch / Dept. : ________________________ Date : _______________
BILL FOR REIMBURSEMENT OF CONVEYANCE CHARGES INCURRED IN CONNECTION

WITH THE DISCHARGE OF OFFICIAL DUTIES DURING THE MONTH OF ___________
1. Name of employee :
2. Grade :
3. Substantive Salary : Rs.___________ No. of days
4. (i) Period of leave availed from ____________ to __________ __________
(ii) Particulars of absence from headquarters Date Places visited
during the month on account of deputation
on Bank's work.
I may please be reimbursed with a sum of Rs.__________ (Rupees ________________

_______________________) being the amount expended on conveyance which is attributable to
the discharge of my duties during the month of _________ 200 ___.
I confirm that I am maintaining Scooter/Motor Cycle/Motor Car No.________________
which stands in my name. (Please delete, is not applicable)
Details of Petrol purchased :
Receipt No. Date Quantity Amount
Total
Date : _______ Signature _____________

Department ___________________
I certify that the information given by the officer as above is correct to the best of my knowledge.
Head of the Department

________________________________________________________________________
482
Annexure 15.4
FORMAT FOR MAINTENANCE OF LOG BOOK FOR CARS/VEHICLES
PROVIDED BY BANK
PARTICULARS OF PETROL/DIESEL - QUANTITY IN LITRES
DATE :
FORMAT OF THE STANDARD LOG BOOK
Date Mileage Mileage Total Mileage Mileage Officer's Remarks Arrival Lunch Departure
Out In Mileage Official Personal Initials Time Time Time
483
CHAPTER 16
LEAVE RULES
16.0 GENERAL
The terms and conditions relating to grant of leave to officers are contained in the SBI
Officers Service Rules, 1992 to which reference should be made wherever necessary.
Note :
In terms of Corporate Centre Circular No. CDO/PM/16/CIR/80 dated the 28th December
2002, it has been decided to change the existing procedure of computing entitlement to
privilege as well as casual leave of the officers/employees from calendar year basis to
financial year basis, effective from 1st April 2003. However, there is no change in the
existing computation procedure for the sick leave.
16.01 Kinds of Leave

OSR:31(1)
1. Subject to the grant of leave by the Competent Authority, being determined by the
exigencies of service, an officer shall be eligible for the following kinds of leave:
i) Casual leave
ii) Privilege leave
iii) Sick leave
iv) Study leave
v) Maternity leave
vi) Extraordinary leave on loss of pay
vii) Special casual leave and special leave.
OSR:31(2)
2. Unless an officer is required or permitted to do so by the authority which granted his
leave, an officer may not return to duty before the expiry of the period of leave granted
to him.
OSR:31(3)
3. An officer proceeding on leave shall hand over charge of his post at the close of the last
working day preceding the date on which he proceeds on leave.
The last day of an officer's leave shall be the last working day preceding that upon which
he reports his return to duty.
OSR:31(4)
4. When an officer on leave returns to duty he shall invariably report his return in writing to
the authority empowered to grant him leave.
Unless otherwise instructed, an officer on leave shall return to duty at the place from
where he proceeded on leave.
484
16.02 Sanctioning Authority
Leave as admissible under the leave rules shall be subject to sanction by the
appropriate authority as detailed hereunder: (PER/87 dt.6.3.1997)
i) Casual leave Branch Manager/Divisional Manager

Head of the Department/Office
ii) Privilege leave -do-

iii) Maternity leave -do-
iv) Sick leave -do-
However, if the sick leave applied for in a
calendar year is more than sixty days, the
Authority to consider sanction of sick leave
shall be the authority in hierarchy not below
the rank of an Assistant General Manager.
16.1 CASUAL LEAVE

OSR:32(1)
i) An officer shall be eligible for casual leave on full emoluments for 12 working days
in a year, provided that :
a) not more than four days' casual leave may be availed of at any one time.
b) an inspecting official on continuous mobile duty may avail casual leave without
the ceiling of four days. (PER/14 dt.8.7.1994 & PER/16 dt
21.7.1994)
c) casual leave shall not be granted in combination with any other kind of leave.
d) the incumbents of certain posts as may be declared by the Managing Director

from time to time having regard to the nature of duties performed by them,
shall be deemed to be ineligible for casual leave. The balance of casual
leave in their cases shall be converted to privilege leave and added to the
next year's balance.
e) Casual leave not availed of in a particular year may be suffixed or prefixed to

sick leave in the following three years. In case an officer does not avail himself of
the unavailed casual leave in the following three years, it will automatically lapse.
Unavailed casual leave will be on full pay and consequently it will be accounted
for in a separate column in the leave records. A separate head "Unavailed
Casual Leave" will have to be opened in the leave register.
(PER&HRD 81 dt.17.1.1998)
f) The unavailed casual leave of an award staff employee, which has been credited
to sick leave account and thus accumulated thereby stands protected on his
promotion to supervisory cadre. Accordingly, such sick leave will be shown as
credit to the sick leave account of an employee on promotion and the sick leave
so credited will be in addition to the sick leave to which the employee will be
entitled to after his promotion in terms of his service rules.
485
Note
Although sick leave can be availed of only on production of a medical certificate, an

officer suffering from a minor ailment might want to avail himself of the unavailed casual
leave without production of a medical certificate. While sick leave can be availed of by
utilizing the unavailed casual leave, the discretion to waive the medical certificate in such
cases lies with the sanctioning authority. Such leave need not necessarily be prefixed or
suffixed to sick leave and can be availed of independently.
i(a) Casual leave may be prefixed or suffixed to or combined with Sundays / holidays. Public
holidays and Sundays falling within the period of casual leave shall not be treated as
part of casual leave. Further, though not more than four days casual leave shall be
granted at a time, no limitation on the period of absence on account of casual leave,
including holidays, at any one time, has been stipulated.
i(b) I) The incumbents of the following posts are deemed to be ineligible for
casual leave :
a) Branch Managers
b) Officers, including Managers of Divisions, entrusted with joint custody

of currency chest, control documents, valuables, securities, etc.
c) Cash Officers
d) Supervising officials in charge of sub-offices.
ii) In the case of an officer who is ineligible for casual leave, the entire balance of
casual leave should be credited to previlege leave account. An Officer who is holding a post in
which he is ineligible for casual leave, and who is relieved before the end of the year to man a
post where he would be eligible for casual leave, will be given the option of converting the pro-
rate casual leave i.e one day per month, into privilege leave upto the period he was ineligible.
Alternatively, he will be permitted to enjoy the total period of casual leave during the remaining
period of the year, subject to other conditions stipulated in regard to availing of casual leave. The
provision of carry forward of unavailed leave are effective from the year 1997.
iii) An officer who is holding a post where he is eligible for casual leave and is
transferred before the end of the calendar year to a post where he would be ineligible for casual
leave, will be permitted to convert his unavailed casual leave into privilege leave.
It is clarified that the incumbents of the following post would be deemed to be eligible for
casual leave.
a) Deputy General Managers at Main Branches.
b) Divisional Managers at Main Branch.
c) Branch Managers of Divisionalised branches having the post of Manager

(Accounts).
d) Divisional Managers not holding custody of security documents, valuables or

locker keys, etc.
i(c) An officer will be eligible for 12 days’ casual leave in the year of his retirement. Casual
leave will not be restricted to one day for every month of service left in the year of
retirement. (CDO/PM/16/CIR/32 Dt.06.08.2001)
486
16.2 PRIVILEGE LEAVE
OSR:33(1)
1. An officer shall be eligible for privilege leave computed at one day for every eleven 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.
Provided that maximum period of privilege leave admissible to an officer at any one time
shall be four calendar months.
Provided further that a member of the Bank's staff promoted as an officer shall have
such privilege leave as may be due to him at the time of promotion credited to him as
privilege leave earned under this Rule.
OSR:33(2)
2. An officer on privilege leave shall be entitled to full emoluments for the period of
leave.
OSR:33(3)
3. 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.
OSR:33(5)
4. An officer desiring to avail of privilege leave shall ordinarily give not less than one
month's notice of his intention to avail of such leave. Provided that applications for
leave will be called for periodically at the time considered most convenient for the
Bank to make necessary arrangements.
5. To reckon 'service on duty' the following types of leave taken should be deducted (1)
Privilege leave (2) Sick leave (3) Extra-ordinary leave on loss of pay (4) Special leave
in respect of sportsmen.
However, special leave granted to Officers' Association office bearers and duty leave
granted by the Bank is not to be reckoned for the purpose. The period of casual leave
taken and encashment of leave need not be deducted in computing 'service on duty'.
6. Probationary Officers/Direct recruits in other specialist grades are not eligible for
privilege leave before completion of 11 months of service.
16.2.1 Accumulation of Privilege Leave

OSR:33(4)
i. On and from 1.1.1990 privilege leave may be accumulated upto not more than 240
days except where leave has been applied for and it has been refused.
Provided further that where an officer retires from the Bank's service, he shall be
eligible to be paid a sum equivalent to the emoluments of any period not exceeding
240 days of privilege leave that he had accumulated.
ii. While the instructions stated above continue to hold good, the portion of Privilege
Leave that is allowed to be carried over should necessarily be availed as early as
possible, say within 3 months, of the following year; and in extreme emergent
situations such carry over of leave may be extended up to a period of 6 months. While
advising carry over of leave, the officer should also be asked to advise the proposed
487
date from which he would be availing carried over leave so that necessary relief
arrangements may be finalised well in advance.
CDO/PM/CIR/22 dt.01.08.1998
If an officer has accumulated more than 240 days of earned leave to his credit, while
encashing the same he will at present get tax exemption for salary equivalent of 240
days subject to a ceiling of Rs.2,40,000/- in case of officers on superannuation or
otherwise after 1.7.1997 in terms of Section 10 (10AA)(ii) of the Income Tax Act, 1961
as modified by Government of India vide their extra-ordinary gazette notification dated
March 3, 1996.
CDO/PM/CIR/16 Dt.02.06.1999
OSR:33(5)
iii. An officer desiring to avail of privilege leave shall ordinarily give not less than one
month's notice of his intention to avail of such leave.
iv. An officer will earn privilege leave during each year separately, regardless of the
maximum leave at his credit at the beginning of the year, subject to the maximum limit
indicated under the Service Rules. Credit will be afforded to the privilege leave account
as on the 1st April each year in respect of leave earned during the previous year. An
illustration is given below to explain the position.
Months Days
Leave at credit as on 1.4.2005 5 15

Less : Leave of one month granted from
1.10.2005 1 -
Add : Leave earned for the period
1.4.2005 to 31.3.2006 1 -
___________________
Leave at credit as on 1.4.2006 5 15
___________________
v. 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.
vi. When an officer who is ineligible for casual leave avails himself of privilege leave, such
leave upto 12 days, if availed of, may be deducted from the total privilege leave availed
of by him while computing the privilege leave accruing to him, so that he is not placed
at disadvantage compared to officials who are eligible to avail themselves of the casual
leave.
vii. While calculating privilege leave earned by an employee in a financial year, if the actual
number of days for which he had worked during that year (i.e. number of days in the
year less privilege / sick/ maternity leave, etc. but not casual leave, actually availed
of by him) is not exactly divisible by 11, remainder days in excess of the quotient may
be carried forward and added to the number of days of actual service put in next
year, so that the benefit thereof is extended to him at the time of calculating privilege
leave. A few examples are given below :
Employee 'A' Employee 'B'

(days) . (days) .
488
Balance as on 31.3.2002 : 100 100
No. of days in 2002-03 : 365 365

Privilege leave taken : 21 -
Sick leave taken (days actually absent) : 24 -
Extra-ordinary leave taken : 2 -
Casual leave taken : 12 12
__________ ___________
No. of days actually worked : 365-47 365
(21+24+2)
= 318
Privilege leave earned in 2002-03 : 318/11 365/11
= 28 = 33
Remainder days carried over to next year: 10 2
Balance on 1.4.2003 : 107 133

No. of days in 2003-04 : 366 366
Privilege leave taken : 25 15
Sick leave taken (days actually absent) : 5 6
Extra-ordinary leave taken : - -
Casual leave taken : 12 12
___________ __________
No. of days actually worked : 366-30 366-21
(25+5) (15+6)
= 336 = 345
Add : Balance carried forward : 10 2
from previous year = 346 = 347
Privilege leave earned in 2003-04 : 346/11 347/11

= 31 = 31
Remainder days carried over to next year : 5 6
viii. Where an official is due to proceed on leave during the financial year and the leave to
be availed of partly falls in the current year and partly in the 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 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 financial year, the leave account
may be debited after the usual credits are posted on April 1 of the year in which leave is
to be availed of.
16.3 SICK LEAVE

OSR:34(1)
i. 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 Bank's discretion, nominated by it at its cost.
Note 1 :
489
The expression 'completed year of service' would include the period spent on duty as
well as on leave, including extraordinary leave.
Note 2 :
Sick leave on pro-rata basis may be granted to an officer who joins the Bank in the
middle of a year, for the first year of his service.
Note 3 :
Sick leave due to an officer on any particular day may be calculated on the basis of
total period of service as on that date at the rate of 30 days for each completed year of
service and pro-rata for the broken period.
OSR:34(2)
ii. 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 his sick leave account.
OSR:34(3)
iii. The Bank may require any officer desiring to resume duty on the expiry of sick leave,
to produce a medical certificate saying that he is fit for duty.
OSR:34(4)
Where an officer has put in a 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 3 months of additional sick leave. The benefit of commutation of sick
leave on full pay and allowances may be allowed in all cases of sick leave availed on or
after 29.06.1999 in terms of rule 34(2) of SBIOSR. However, past cases need not be
reopened.
OSR:34(5)
iv. So long as privilege leave is due, an officer who proceeds on leave on medical grounds
may exercise the option of availing himself of sick leave or privilege leave.
In the case of officers promoted from the clerical grade, the unavailed portion of
casual leave carried over in their leave account would continue to be available to them
as sick leave, under a separate head, distinct from the respective sick leave / privilege
leave to their credit.
Clarifications :-
(A) Where an officer has put in less than 24 years' service and has availed sick leave
exceeding 18 months (but not exceeding 21 months), he will not be entitled to any
further sick leave during the remaining part of 24 years of service. However, after
completing 24 years of service, he will be eligible for additional sick leave, as
provided, after adjusting sick leave already availed of by him in excess of 18 months.
(B) Where an officer has put in more than 24 years of service and has availed sick leave
of 21 months or more, he will not be entitled for any sick leave during remaining part
490
of his service. However, if he has availed less than 21 months' sick leave, he can be
sanctioned additional sick
leave subject to a maximum of 3 months but not exceeding 21 months in aggregate.
16.4 STUDY LEAVE

(P&HRD/CM/5/SPL/1557 Dt.07.05.2002)
OSR:35
Study leave m ay be granted to Bank's O fficers for the purpose of pursuing higher studies in India or
abroad in a subject which has close and direct relevance to the Bank's various functions and which will
be useful for his/her future career in the Bank. The assessm ent regarding this aspect by the com petent
authority will be
final and is not open to any appeal.
ELIGIBILITY
i. The official applying for study leave should have served for not less than 5 years in the B ank as an
officer, and such leave shall not be considered unless he/she is perceived to be having adequate stake
in future service in the B ank as an officer, and is deem ed to be having a good service
good
record and
perform ance to his/her credit consistently.
ii. The officer applying for study leave should have m ore than 5 year's residual service left after return from
study leave.
iii. The officer should have completed all mandatory assignments for his next promotion.
iv. The period of study can be between 12 and 36 months to be decided on the basis of the duration
of the course as advised by the
University/College/Institute which the officer is joining.
v. An official will be eligible to be granted leave only on one occasion for this
purpose during his entire service.
SANCTION OF LEAVE
i. The leave shall be granted at the sole discretion of the Managing Director depending upon the
merits of each case.
ii. The competent authority is not bound to specify any reason(s) while rejecting an application for
study leave under these provisions and his decision willfinal.
be
EMOLUMENTS PAYABLE
i. Officers may draw 50% salary during the leave period, the balance 50% being paid in
three equal instalments, on successful completion of the study and on resuming duty,
the first instalment one year after resumption of duties, the second two years after
resumption and the third after three years. In other words the entire salary of the leave
period will be paid to the officer, 50% during the leave period and the balance in three
instalments after resumption of duties. If the study is not successfully completed, the
balance 50% will not be payable. Similarly no payment would be made in case the
officer does not continue in Bank's service. This will be in addition to recovery of bond
money.
491
ii. S ince the B ank w ould be paying 50% salary during the leave period w ith the balance 50% in instalm ents
on return, there is no separate provision forformother
s of financial support. Scholarship/fellow ship
received by the officer m how
ay, ever, be perm itted to be retained by the M anaging D irector.
FURNISHING OF UNDERTAKING/BOND
i. A n officer sanctioned study leave w ill have to execute a bond to serve the B ank for five years on return.
The bond am ount is fixed at R s 2 lac for those availing of study leave upto 1 year, R s 4 lac for those
availing of the leave for m ore than 1 year and upto 2 years and R s 6 lacs for those availing of leave for
m ore than 2 years and upto 3 years, in keeping w ith, the average be salary
paid bytothe B ank during the
leave period. (T he bond is expected to act as reasonable deterrent against officers w ho have decided to
quit at the tim e of availing the leave or during their period of study).
ii. In the event of the officer failing to return for duty or com m itting breach of any of the obligations of the
bond, the B ank w ill have an undisputed right to take any disciplinary action against the officer besides
having right to recover a sum as m entioned above from the officer personally as w ell as from the salary
and allow ances, bonus and as an attorney from provident fund, gratuity or any other am ount payable to
him . A n irrevocable letter of authority w ill have to be given by the officer for the purpose.
iii. A s a corollary to this, the officer applying for study leave m ust have the required residual service for the
bond to be effective.
SUBMISSION OF REPORT ON COMPLETION OF STUDY LEAVE
O n returning from study leave the officer shall subm it a full report to the B ank on the nature of study
undergone by him , with supportive evidence, com m enting on its usefulness to him and in turn to the
B ank.
OTHER TERMS & CONDITIONS
i. Study leave shall be counted or not counted as service for the purpose
seniority,
of sanction of
increments etc. at the discretion of Managing Director.
However, officers will have to give an
undertaking agreeing to the condition that they will not be considered for promotion during the
period of study leave. They will be eligible for being considered for promotion only after they
serve the Bank for the required period and meet other eligibility criteria. officers
Such will be
bound by the Bank's extant instructions in the matter.
ii Requests for retention of Bank's fiat/designated residences at any place would not be entertained.
However, retention of leased house mayperm be itted for a span not exceeding one year at a time on
the m erits of each
case. This will be subject to recovery of normal monthly rental. Requests
m ust be
received well in advance, otherw ise the house mdehired/allotted
ay be to another officer. In case an
officer does not complete the course for which study leave v/as granted, the rent for the leased
accommodation would be recovered from him.
iii. Specimen of the letter to be given by the Bank to the em ployee and undertaking
form at of to be
furnished by the employee are given in Annexure '1' & '2' respectively. The application form, the
492
bond and letter of promotion authority for marking a lien on PF would be as per existing prescribed
formats.
iv. Even on such study leave being sanctioned, an official may only be eventually relieved from his
official duties, depending on the exigencies of service.
16.5 MATERNITY LEAVE

OSR:36(1)
i) 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 if the request is supported by sufficient medical
certificate including in respect of postnatal period or at the time of miscarriage or
abortion, 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 case of miscarriage/M.T.P./abortion, maternity leave may be granted as a rule upto six

weeks, on the basis of medical certificate/advice of a competentMedical practitioner, i.e.
a qualified gynaecologist.
In special/exceptional cases involving medical complications associated with

miscarriage/M.T.P./abortion, maternity leave may be granted beyond six weeks if advised
by a competent medical practitioner (qualified gynaecologist) but upto six months only or
any one occasion, within a overall limit of twelve months during the entire period of
service.
Leave may also be granted once during service to a childless female officer 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:
1) leave will be granted for adoption of only one child

2) the adoption of a child should be through a proper legal process and the officer should
produce the adoption deed to the bank for sanctioning such leave.
(Corp. Centre Cir. No. CDO/IR/CIR/29 DT. 30.07.2001 )
(Corp. Centre Cir. No.CDO/IR/CIR/77 DT. 28.02.2002 )
OSR:36(2)
ii) Maternity leave may be combined with leave of any other kind unless provided otherwise
in these Rules.
Any leave applied for in continuation of the former may be granted only if the
request is supported by sufficient medical certificate.
OSR:36(3)
An officer on maternity leave shall be entitled to full emoluments for the period of
leave.
16.6 EXTRAORDINARY LEAVE ON LOSS OF PAY

OSR:37(1)
i) 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 for more than 90 days at a time.
Provided that in very special circumstances, the competent authority may grant
extraordinary leave on loss of pay to an officer upto a total period of 720 days.
493
ii) Provided further that extraordinary leave granted under this rule shall not count as
service for pension.
OSR:37(2)
Subject to any other rule, extraordinary leave may be granted in combination with or in
continuation of any kind of leave and the competent authority may commute
retrospectively periods of absence without leave into extraordinary leave.
Since any period of extraordinary leave on loss of pay will have the effect of
postponing the date of increment/seniority of the official concerned, as and when the
extraordinary leave on loss of pay is granted to /availed of by the members of the
super-vising staff, a letter to this effect must be placed in the respective service file
to enable the concerned controlling authority to take proper care thereof while
releasing next annual increments.
iii) Such leave will not count for pension, increment, etc. and the seniority of the officer will
also be affected to the extent of such leave granted to him except in the cases
where the absence is condoned. The authority structure for this is given below:

Upto An authority not below
----------- ---------------------------------
180 days (cumulative) DGM
360 days (cumulative) GM
720 days (cumulative) CGM
iv) Extraordinary leave on loss of pay may be granted to an official when no privilege
leave is due to him and when, having regard to his length of service, sick leave is
not considered justified by the authority empowered to grant leave. All cases for
sanction of extraordinary leave should be critically screened by the controlling
authorities before making recommendation to the competent authority. Normally,
extra-ordinary leave may be sanctioned in the following circumstances:-
a) An officer's own sickness;
b) Sickness of officer's wife or children;
c) For appearing in examinations;
d) For prosecuting higher studies in the cases of those who are not eligible for study
leave;
e) Any other reason beyond the control of the officer, the discretion for which will lie
entirely with the sanctioning authority.
16.7 SPECIAL CASUAL LEAVE/SPECIAL LEAVE/DUTY LEAVE

OSR:37A
An officer may be granted Special Casual Leave and any Special Leave by the
competent authority in accordance with the guidelines issued in this regard.
494
a) In the event of Serious Injury suffered in Duty
When an officer meets with an accident during the course of his normal duties and
approaches the Bank for grant of special leave for the period of incapacitation/
hospitalization, the matter may be referred to the concerned controlling authority who
will in turn, refer such case with details reasons or/and reasoned recommendations to
the Chief General Manager who is empowered to grant special leave for period of
medical treatment and recuperation as may be advised by the Bank's authorized
Medical Officer.
b) Outstanding Performance in Various Cultural Activities
Staff members may be granted special leave who are participating in events at the
National/Regional level. The outstanding performers in the field of classical music,
classical dance, stage acting, painting and literature may be granted special leave on
the following conditions :
i. The event should be recognized one at National/Regional level.

ii. There should be official invitation from the organizers.
iii. The leave, depending on the event, should not exceed 7 days including time
used for travel to and fro.
iv. The employees will not be eligible for any other monetary benefits or time-off
facility for practice.
v. The leave should be treated as non-cumulative special leave.
vi. An individual employee may be granted such non-cumulative leave upto 7 days
at any one instance and not more than 30 days in a year. Maximum entitlement
of an employee during his/her career will be 300 days.
The competent authority for sanctioning the special leave will be the General
Manager(Learning & Development) in the NBG at Corporate Centre.
16.7.1 Special Casual Leave
Special Casual Leave may be granted for the following purposes:
16.7.1.1. 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.
16.7.1.2. Working for St. John Ambulance Brigade

Officers enrolling themselves as members of St. John Ambulance Brigade may be
allowed special casual leave, subject to the following conditions :
a) prior permission will have to be obtained from the controlling authority;
b) the grant of leave should not interfere with the effective discharge of their official duties;
c) 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; and
d) where the officers are detailed 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.
495
16.7.1.3. Disabled ex-servicemen for visiting artificial limb centre
i) Disabled ex-servicemen who have been provided with artificial limbs as a result of
injuries sustained in operations and re-employed in the Bank and who have to report
to artificial limb centre/hospital as and when the artificial limbs require
replacement/treatment, may be sanctioned special casual leave for the purpose.
Special casual leave may also be granted to disabled ex-servicemen for appearing
before the Medical Re-survey Boards for assessing their disability pension. However,
the special casual leave facility as above as also for the purpose of reporting to
artificial limb centre, etc. shall be restricted to an overall maximum period of 15
days in a calendar year, including transit time both ways, on the basis of
medical discharge certificate.
ii) Special casual leave, as above, will be sanctioned by the authority specified below:
Grant of special casual The authority empowered to

leave/ special leave sanction casual leave or
privilege leave provided the
purpose of the leave and/or
the period is/are covered by
the guidelines laid down by
the Executive Committee of
the Central Board.
16.7.1.4. Family planning operations

Special casual leave is admissible to all employees who undergo sterilisation
operations or IUD insertions to the extent indicated below:-
i) Special casual leave not exceeding 6 working days to male employees who undergo
sterilisation operation (Vasectomy).
ii) Special casual leave not exceeding 14 working days to female employees who undergo
puerporal or non-puerporal tubectomy operation. However, an employee who
undergoes sterilisation operation will be granted seven days' special leave.
Employees who have more than three surviving children and are within the
reproductive age group shall not be eligible for special casual leave under this
scheme if they undergo sterilisation operation.
iii) One day's special leave to such female employees as have had IUD insertion.
iv) Further, special casual leave upto 7 days to male employees whose wives undergo non-
puerporal tubectomy operation subject to the production of medical certificate from the
doctor who per-formed the operation to the effect that the presence of the
employee is essential for the period of leave to look after the wife during her
convalescence after operation.
The above facility will be subject to the following conditions :
a) Sundays/holidays, if any, intervening in a period of special casual leave should be

taken into account while calculating special casual leave. In other words, holidays,
496
Sundays, weekly offs falling within the period of special casual leave will be treated
as part of special casual leave.
b) The special casual leave for the purpose may be suffixed or prefixed either to privilege
leave or to casual leave and not to both. The intervening holidays and/or Sundays may
be prefixed or suffixed to the privilege leave, as the case may be.
16.7.1.5. For joining auxiliary police organisations

1. Employees may be permitted to join officially sponsored auxiliary police
organisations such as Home Guards, National Volunteer Corps, Prantiya Raksha Dal
(Territorial Army), etc., provided they could be relieved without detriment to their
official duties. Grant of permission will be subject to the following conditions :
i) The period of training and duty as Home Guards, etc. will be treated as special casual
leave and the person concerned permitted to receive, in addition to his pay,
emoluments as the State Govt. may offer.
ii) The Bank will not be responsible for any risks, injuries, damages or other
consequences arising out of or during the course of employment in the Home
Guards, etc. organisations.
2. All applications for this purpose should be forwarded to controlling authority for
sanction. A suitable letter of undertaking absolving the bank from any liability for
risks, injuries, damages, etc., as mentioned in item (ii) above, should also be obtained
and forwarded .
Note :
The provision to permit an employee to join the Territorial Army has been withdrawn. In
respect of employees who were earlier granted permission to join Territorial Army,
efforts should be made to secure the release of employees on deputation to Territorial
Army.
16.7.1.6. For exercising franchise during general/ bye-elections to Lok

Sabha/state assemblies
Every eligible voter is entitled to be registered on the electoral rolls of a
constituency in which he ordinarily resides. It may happen in some cases that a bank
employee residing and enrolled as a voter in a particular place/constituency may be
posted in a branch / office located at some other place. In such cases, the individual
employee may be granted special casual leave for full or part of the day of polling
if his branch /office does not happen to be closed on the particular day to enable
him to exercise his franchise after obtaining an undertaking as per specimen
given in Annexure 16.3. However, no special leave shall be granted for the period of
journey between the place of posting to the place where the election is being held
and back.
Clarification :-
Employees who are university graduates and bonafide voters in the elections to the
State Legislative Councils from graduates constituencies are eligible for special
casual leave for the day of election to enable them to exercise their franchise.
497
16.7.2 For Sportsmen
i. There cannot be stipulation on the maximum amount of special leave that can be
sanctioned to sportsmen employees. Sportsmen employees are basically the
employees of the Bank. While maximum facilities need to the extended to deserving
sportsmen, the primary goal or employment should not also be lost sight of.
ii. Application for special leave from sportsmen candidates should invariably be
received before the commencement of tournament. In case of participation at
international tournaments abroad, the leave applications should accompany copy of the
letter received from the International Body, approvals of Sports Federations in India
and Government of India.
iii. For recornised games (Cricket, Hockey, Football, Basketball, Volleyball, Table-
Tennis, Athletics, Badminton, Kabaddi and Chess), Special Leave is sanctioned to the
extent of 180 days in a financial year for participation in tournament of
University/State/National/ International levels by the Chief General Manager. (Non-
cumulative to the extent of 30 days at any one instance and maximum 180 days in a
calendar year).
(sports control board, compendium OF instructions)
Special leave for participating in the above tournaments beyond 30 days and upto 60
days has to be referred to the Deputy Managing Director & CDO, in his capacity as
Vice-president of the Sports Control Board, for sanction.
Authority to Sanction Special Leave Period
Chief General Manager Upto 180 days (in India)

Dy. Managing Director & CDO Beyond 180 days ( in India)
Dy. Managing Director & CDO Any number of days (Abroad)
iv. FOR NON-RECOGNISED GAMES:
Special leave to the extent of 30 days in financial year for representing the state/
country in National/International tournaments is sanctioned by the Chief General
Manager. For Special leave for participation in non-recognised games beyond 30 days
the application should be sent to Dy. Managing Director & CDO for his approval.
Maximum special leave available is 180 days (excluding foreign tours by the National
teams and for coaching camps).
Circle Welfare Committee should recommend each case for approval by Dy. Managing
Director & CDO and Vice-President (Sports Control Board).
16.7.2.1 Other Sports

i) The Chief General Manager is empowered to sanction leave upto 30 days to
employees for participating in mountaineering expeditions approved by the Indian
Mountaineering Foundation or Youth Hostel Association of India. However, such
leave may be availed of only thrice in the entire service of the employee.
The following conditions have been stipulated for grant of this special leave.
a) Special leave for mountaineering/trekking programmes will be granted to an

employee only once in three years starting from 1986.
498
b) Only one employee from a branch at any one time will be allowed to avail of this
facility.
ii) The following information/documents are required for considering applications for such
leave :
a) Copy of the invitation letter received by the employee which shows that the employee
has been selected for the particular programme.
b) Leave application should clearly state the number of days required by the employee
for the actual trekking programme and the number of days required by him for the
journey period.
c) Recommendations of the Branch Manager/Departmental Head.
d) Certificate regarding successful completion of the programme, to be submitted after

attending the programme and reporting back for duty.
The applications, complete in all respects should be forwarded to the Personnel &
HRD Department at the Local Head Office for sanction.
iii) Time Off
The active sportsmen employees may be given a reasonable time off for practice
during the season the game is played and in respect of such games which cannot be,
or are not played, in the evening. The extent of time off is to be determined
according to the nature of the games i.e. maximum of 2 hours should
normally be sufficient.
A register will be maintained to record full details of time off granted which shall be
initialed by the authority empowered to sanction time off. Any misuse of the facility
will attract suitable disciplinary action against the concerned sportsman employee.
The register sports-wise and player wise shall be inspected by the President, CWC
annually who, or a nominance appointed by him, should also periodically visit the
practice venue to satisfy himself that the players have the best of practice facilities
and make full use of them.
iv) Absence to be treated as on duty
Where any employee plays in a team on behalf of the Bank in any recognised event,
he will be treated as on duty.
v) Nomination on Technical Committee
Nomination to serve on technical committees is an honour conferred on a select few of

our sportsmen employees in recognition of their knowledge and technique of the sport
concerned. Accordingly, it has been decided that our sportsmen employees nominated
to the technical committees at national/international level in India may be sanctioned
special leave up to 90 days in a financial year by the Circle Chief General Manager in
respect of the employees working in the circles and by the Chief General Manager(HR)
in respect of the staff working in the Corporate Centre and its establishments. The
Dy. Managing Directory has been designated as the competent authority to grant such
leave beyond 90 days, and also for granting any such leave, irrective of the period, for
499
representing the country abroad in technical committees. The recommendations for
grant of special leave may be forwarded to HR Department at Local Head Office for
necessary action.
16.7.3 Special leave to office bearers of Officers' Association

CO LETTER ADM:16805 24.07.68
Four office bearers of Officers' Association will be allowed 10 days' special leave
each in a year for organisational work. Pooling of this special leave to 4 office
bearers will also be allowed. Leave applications for the purpose should be forward by
the controlling authority to the HR Department at the LHO for sanction. Upon receipt
of advices from HR Department thereafter, a suitable note indicating the period of
special leave granted and the purpose therefore should be made in the leave record of
the official concerned.
16.7.4 Duty leave to Defence Representatives/Witnesses:

Departmental Enquiry
Duty leave may be granted to an officer identified as a defence representative/witness
in a departmental enquiry on the following conditions :
i) Duty leave will normally be granted to an official chosen as the defence representative.
However, the prerogative of relief of the official will rest with the management who, if
they consider it necessary, may indicate their inability to relieve that particular
official on duty leave in which case the charge sheeted official will be free to identify
another official as the defence representative. Similarly, the defence counsel will, as
far as possible, be belonging to the same place but in any case not from outside the
Circle.
ii) No adjournment of proceedings will be granted on the plea that the defence
representative cannot attend.
iii) If the Bank is satisfied that the adjournments are being sought merely to delay the
proceedings, the Bank may refuse to extend the above facilities to the defence
representative in that particular case.
iv) An employee who is required to appear as defence witness at an enquiry will be treated
as on duty leave. In this context, it is for the Enquiry Officers to judiciously decide
on the relevance of each witness cited by the defence and disallow ones whose
testimony is not considered relevant to the case.
16.8 RURAL SERVICE LEAVE

All employees of the Bank will be granted Rural Service Leave to enable them to
engage themselves in constructive activities in villages like survey of credit needs of
rural households, helping the village panchayat in preparing a plan for development of
the village, etc. The operation of the scheme is subject to the following specific
terms and conditions:
i) The basis for applying for this leave for any employee could be a work project
undertaken in the social service field or upliftment of the downtrodden in rural areas,
etc., which should be entirely of non-political character. Opportunities for social
500
service would also be available at the centres where Integrated Rural Development
Programme initiated by our branches are in operation.
Branch Managers should forward names of willing employees to the HR Department

under advice to controlling authori-ties. The applicant employees will be advised
details of the I.R.D. Programmes by the HR Department. The employees would
thereafter specifically apply for rural service leave to their Branch Managers in
conformity with the provisions of the scheme.
ii) Short leave of one or two days at the rate of one day per month may be granted to an
employee working at a rural branch for a specific purpose at the station where he is
working or in a nearby village, preferably a village adopted by our Bank.
Illustrative purposes could be to enable the employee to help a school in teaching
adults or to help a community service unit to organise a function or a small co-
operative society of tribals to maintain their accounts or to work in any social
service organisation. An employee desirous of availing himself of social service leave
should choose an area the language of which is known to him.
iii) To employees who are working at branches far away from the rural areas, leave for a
day or two may not serve the purpose. Such employees may be granted a maximum
of 6 days rural service leave at a time at the rate of one day per month, once in six
months (first half year ended on 30.6.78) which may enable them to do something
constructive in a village, such as survey of credit needs of the rural households, help
the village panchayat in preparing a plan for the development of village, help the
villagers in preparing proposals for getting assistance from banks, etc.
iv) At branches where the total strength of employees is upto and including 30, not more
than one employee will be granted leave at a time. At branches where the total
strength is over 30, not more than 2 employees will be granted leave at a time.
v) The selection for the purpose of grant of leave should be made at a branch by
consensus, once in six months, and recommendations submitted for sanction to
the Regional Manager. At larger branches, this leave may be granted by the Dy.
General Manager. At the Local Head Office and Dy. General Manager's Office, the
leave may be granted department-wise on the same basis as outlined above, except
that it should be sanctioned by the General Manager or the Dy.General Manager, as
the case may be, on the specific recommendations of the departmental heads.
vi) Applicants for leave should furnish full details of the work proposed to be undertaken and
an address at which the employee could be contacted. On resuming regular duties,
the employee concerned should submit a report to his controlling authority, through
the proper channel, on the project undertaken by him during the leave. A quarterly
report of all the cases should be submitted to the Circle Management Committee by
the controlling authorities.
vii) Rural service leave may be prefixed or suffixed to or combined with Sundays and
holidays but should not be availed of in combination with any other leave.
viii) An employee will not be eligible for halting allowance and/or reimbursement of
travelling expenses, while on rural service leave.
16.9 COMPENSATORY LEAVE

(CC No. CDO/PM/06/CIR/29 dt 11.9.2000)
i) 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
501
required to work. Such compensatory off is to be availed of, as far as possible, by the
officers who are eligible for casual leave.
ii) As it is not possible to grant compensatory off to a Branch Manager / Accountant / Cash
Officer (and other officers who are ineligible for casual leave) 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 dispatch of remittances, etc., leave in lieu of
compensatory off should be added to his privilege leave account 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.
iii) In unavoidable circumstances, the facility of credit to privilege leave account within the
maximum permissible limit may be permitted to an official who is eligible for casual
leave but is not allowed to avail of the compensatory off due to exigencies of services
with the approval of the compentent authority which is as under:
Officers Posted at Existing Authority Proposed Authority

Branches/ZOs. Dy. General Manager Officers in hierarchy
LHOs General Manager immediately above the level
Corporate Centre Dy. Managing Director of sanctioning authority but
& CDO not below the Deputy
General Manager
iv) Compensatory off may be given to faculty members / instructors who are required to
conduct short duration courses / programmes at the College / Learning Centres during
intervening Sunday / holiday. Such compensatory off should, however, be availed of
during succeeding week.
v) Officers who are required to work on intervening Sundays/holidays while on

deputation will also be granted compensatory holiday or credit to leave account in
addition to the halting allowance for which they are eligible.
vi) Compensatory holidays will not be granted to officers attending seminars, etc. on
Sundays/holidays as, on such occasions, they are not entrusted with any routine
duty, but are required to participate in such seminars, etc. only to have their doubts
and difficulties on various matters cleared.
vii) In view of special emphasis on computerization, officers working in C&I Project in

Corporate Centre/ITS Dept. LHO and Project Officers at ZO/Regions have been
permitted as a special case, to avail the compensatory off during the following three
months. Where it is not possible to permit an official to avail off the compensatory off
during the next three months, the same may be credited to his privilege leave account,
within the maximum permissible limit of 240 days, with the approval of the appropriate
authority.
Officers other than those mentioned above may be allowed to avail compensatory off
during the month following the Sunday/holiday on which he was required to work.
16.10 QUARANTINE LEAVE

a) In case an employee is absent from duty on account of quarantine, the Bank may, at
the request of the employee, treat such absence upto a maximum of three months as
privilege or sick leave, if such leave is otherwise permissible.
b) Wherever the provisions of any law applicable to any place are in conflict with the
provisions contained in this chapter the provisions of law should be applied.
502
OSR:44(1)
16.11 ENCASHMENT OF LEAVE WHILE AVAILING LTC/HTC

OSR:44(6)
Once in every 4 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 whilst 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 availing of the Leave Travel Concession commences shall be admissible.
When the Competent Authority permits carry over of Leave Travel Concession block in
terms of rule 44, sub-rule 5, the officer may be permitted carry over of privilege leave
encashment block.
(CC no. CDO/PM/16/CIR/67 dated 27.11.2003).
Clarification:
i) For the purpose of such encashment, total emoluments (i.e. aggregate of basic pay,
dearness allowance and other allowances, if any) payable for the month during which
the availing of leave travel concession commences, will be taken into account. Further,
in the case of officers who have been provided with residential accommodation by
the Bank, notional House Rent Allowance will also be included for the purpose of
computing total emoluments.
ii) For the purpose of encashment of leave, a month should be treated as 30 days and
the leave account should be debited with 30 days. If the officer is sanctioned
encashment of 20 days or 15 days privilege leave, he should be paid 2/3 or 2 salary
and allowances respectively.
DONATION TO PRIME MINISTER'S RELIEF FUND
Provided that an officer at his option shall be permitted to encash one day's
additional privilege leave for donation to the Prime Minister's Relief Fund
subject to his giving a letter to the Bank to that effect and authorising the Bank to
remit the amount to the Fund.
Clarification:
It is clarified that the encashment of one day's additional privilege leave for donation to
the Prime Minister's Relief fund may be allowed only once every calender year,
without linking it to availment of leave travel concession.
16.11.1 Calculation of the period of encashment

i) The four year period for encashment facility in respect of officers who were in service
as on 1.10.1979 will commence from 1.1.1982. In respect of officers appointed on or
after 1.10.1979, the first four year period will commence from the respective date of
appointment.
ii) In the case of an officer promoted from the Bank's staff on or after 1.10.1979 :
503
(a) If he has availed himself of the facility in his previous cadre, his next quadrennial
period will commence with effect from 1.10.1983 or from the expiry of the
quadrennial period from the date of his appointment, whichever is later.
(b) If he has not availed himself of the facility in his previous cadre, the quadrennial
period of leave encashment will commence from 1.10.1979 or the date of joining
service, whichever is later.
iii) In the case of an officer promoted prior to 1.10.1979, his first quadrennial period will
commence with effect from 1.1.1982.
16.11.2 Encashment of leave where husband and wife are employees of the
bank
A lady officer whose husband is also an employee of the Bank, will be permitted to
encash leave once in a period of 4 years, subject to the condition that she either
accompanies her husband when he avails of LTC on his account or she herself avails
of it on her own. This is applicable irrespective of whether the husband is a clerk
or an officer in the Bank.
16.11.3 Miscellaneous
a) Officers on contract basis like Adviser (Defence Services Banking), Chief Technical
Officer (Agriculture), etc. will also be eligible for leave encashment on completion of
2 years' service on contract basis in the Bank.
b) An officer will be eligible for the encashment of leave facility only on completion of one
year's service as a member of the supervising staff. This, however, will not apply in the
case of award staff promoted to the supervising cadre.
c) Encashment of leave, at the time of availment of Leave Travel Concession, should be

treated as part of salary and income tax should be deducted at source at the
appropriate rate.
d) Encashment would not be regarded as wages for reckoning eligibility for bonus.
e) When only family members avail of LTC (with the employee himself forgoing it), the
facility of leave encashment will not be available.
f) The facility of the carry forward of leave encashment may be permitted to those officers
in whose cases the carry over of the LTC / HTC has been sanctioned.
g) The actual HRA paid to an officer should be taken into account for the purpose leave
encashment where an officer is being paid HRA on capital cost basis.
(CDO/PM/CIR/67 Dt.19.03.1999)
16.12 ENCASHMENT OF LEAVE AT THE TIME OF SUPERANNUATION /

DEATH
504
16.12.1 Officers who die while in service
(CDO/PM/16/CIR/18 Dt.09.06.2001)
i) As per Rule 38 of the SBI Officers' Service Rules, where an officer dies while in
service, there shall be payable to his legal representative sums which would have
been payable to the officer if he had availed of the privilege leave he had
accumulated, at the time of his death. Under extant instructions, in order to avoid
hardship to the family of the deceased employee, the salary and allowances for the
unavailed privilege leave, not exceeding 240 days are paid to the widow without
production of legal representation, where legalcomplications are not foreseen, on
the basis of an indemnity bond with two sureties acceptable to the Bank and each
being good for the amount involved.
ii) The competent authority for the above purpose is given in Chapter 23.
16.12.2 Retiring Officers

(Please also refer Section 16.2.1).
OSR:38
i) When an officer retires from the Bank's service, he shall be eligible to be paid a sum
equivalent to the emoluments of any period of privilege leave, not exceeding 240 days
that he had accumulated. The provision of including notional house rent allowance for
the purpose of leave encashment will also be available to officers at the time of
retirement.
Note :
Retirement does not refer to the age of superannuation only and hence for an officer
appointed on contract basis for a particular period, his retirement will take effect on
the expiry of the contract period. Hence, such an officer will also be eligible for the
above facility subject to other stipulations laid down.
ii) An officer who is to retire from the Bank's service may either avail himself of the
privilege leave at his credit in such a manner that his retirement takes effect on the date
he attains superannuation or partly encash privilege leave at his credit, provided,
under no circumstances, his date of retirement is extended beyond the age of
superannuation. The option will have to be exercised by the retiring officer well in time
and it is incumbent on him to advise the Bank in writing, indicating the manner in
which he would like to utilise the privilege leave at his credit.
iii) Encashment of Privilege Leave in case of resignation:

Where an officer has resigned / resigns on or after 01.04.2001, after giving due notice,
he will be paid a sum equivalent to the emoluments in respect of Privilege Leave to the
extent of half of such leave to his credit on the date of cessation of service subject to
the maximum of 120 days.
iv) Privilege leave encashed at the time of retirement will be exempted from Income Tax
to the extent of the least of the following :-
(a) Cash equivalent of the leave salary in respect of the privilege leave at the time of
retirement / superannuation;
(b) eight months' 'average salary';
505
(c) thirty days' 'average salary' for every year of actual service rendered.
(d) Rs. 2,40,000/- w.e.f 1.7.1997.
v) The following authorities are empowered to sanction payment of salary for leave
accrued to an officer at the time of his retirement :-
General Manager : for officers at Local Head Office
Dy.Gen. Manager : for officers at branches under his

control
Dy.Gen. Manager : for officers at branches which are

directly under the control of GM
Office Manager, : for officers posted at the Central

Central Office Office
Concerned Departmental head : for officers at the Corporate Centre office and
Corporate Centre establishments.
vi) Under no circumstances encashment of privilege leave beyond 240 days should be
permitted.
16.12.3 Officers facing disciplinary action - Payment of leave salary on

superannuation
In case of an officer (facing disciplinary action) who has al-ready reached the age of
superannuation, while pension and payment of Bank's contribution towards provident
fund to such an officer be held in abeyance, depending on merits of each case,
pending the outcome of such disciplinary proceedings, the emoluments for the period
of accumulated leave may be paid to him if there is no liability which warrants
recovery from the officer concerned.
16.13 LEAVE TAKEN ON FALSE GROUNDS

Sometimes employees avail of leave on false grounds and thereafter participate
in agitations during the period of leave. In such circumstances, it would be open for
the Bank to cancel such leave and not pay him salary for the period of leave on the
ground that the leave was obtained on false pretext, without prejudice to the Bank's
right to take disciplinary action.
16.14 LAPSE OF LEAVE

OSR:38
All leave shall lapse on the death of the officer or if he ceases to be in the service of the
bank, provided that where an officer dies while in service, there 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 Bank's service, he shall be
eligible to be paid a sum equivalent to the emoluments of any period of privilege
leave that he had accumulated.
506
16.15 RECALL TO DUTY
OSR:39
An officer on leave may be recalled to duty by the competent authority whenever
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.
16.16 FURNISHING LEAVE ADDRESS TO THE BANK

OSR: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.
16.17 UNAUTHORISED ABSENCE FROM DUTY/OVERSTAYING LEAVE

OSR:40(2)
1. An officer who overstays his leave, except in circumstances beyond his control, shall
not be entitled to any salary or allowance for the period of his absence without leave
and shall also be liable to any of the penalties specified in rule 67 of OSR.
OSR:40(3)
2. 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 or overstays the sanctioned leave by 90 or
more consecutive days notwithstanding the provisions of sub-rule
40(2) of OSR, 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 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 monies as are
payable in case of resignation as 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 it is satisfied that the officer was prevented by any sickness
incapacitating him from reporting 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.
16.17.1 Procedure to be followed in case of unauthorised absence : It has been observed

that employees often remain absent from duty for an unduly long period without
submitting leave applications and no follow-up action is taken by the Branch
Managers/Departmental Heads/immediate superiors. It would be necessary to closely
monitor, in time, cases of employees remaining frequently absent from duty in an
unauthorised manner. To this end, the following procedure should be followed :
i) If an officer has remained absent in an unauthorised manner for, say, a period

exceeding a week, the authority empowered to sanction leave should send him a
notice by registered A.D. post at his recorded local/permanent address (as per
specimen given in Annexure 16.4) asking him to report for duty within 30 days of the
507
receipt of communication by him and explain the reasons for his unauthorised
absence. The salary for the period of unauthorised absence should also be
withheld.
ii) In case the officer resumes duty within the stipulated period, the terms on which his
unauthorised absence is to 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
unauthorisedly, appropriate penalties in terms of Rule 67 of the State Bank of India
Officers Service Rules should be initiated. In case the officer does not report for duty,
a second and final notice (as per Annexure 16.5) should be sent to him forfeiting his
appointment, without any further notice or giving him an opportunity to join duty.
Before serving the notice, however, the approval of the Appointing Authority should
be obtained.
iii) Before the aforesaid procedure is completed i.e. simultaneously when sending
the first communication, the authority empowered to sanction leave may seek
instructions from his controlling authority at Regional Office/Local Head Office in
regard to allowing the employee to join duty and in regard to the terms on which the
absence should be treated.
iv) If the officer reports within the period of notice and offers a satisfactory explanation, he
may be allowed to join duty. If the explanation is not satisfactory, then also he may be
allowed to join duty without prejudice to the right of the Bank to take such disciplinary
action as deemed fit, having regard to the nature of the misconduct. A clearance has
to be obtained from the controlling authority for initiating disciplinary action.
v) In the case of officers who were granted study leave for studies abroad or in India and
who have not reported for duty after the foreign assignment is over, the notices
should be issued in consultation with the Law Department.
vi) Alongwith sending the notices as mentioned above, the branch should, in
consultation with the controlling office, initiate proceedings for recovery of the loans,
if any, availed of by the employee, such as Housing Loan, Festival Advance,
Vehicle Loan, Consumer Loan, etc.
16.18 ABSENCE OF EMPLOYEES ON ACCOUNT OF BUNDHS, STRIKE,

CURFEW, ETC.
16.18.1 Absence of employees on account of curfew
16.18.1.1 Where a bank office is kept closed for the day

If a bank office remains closed on account of a curfew order imposed during the
entire working hours, the employees should be given special casual leave for the day.
16.18.1.2 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 employees who do not attend office during the time it is open
should be adjusted against their appropriate leave account.
16.18.1.3 Where the bank office remains open
508
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 the employee to
report for duty. No special casual leave should be given if it is possible 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.
16.18.2 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 of paragraph 511 of the Sastry
Award.
16.18.3 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 principle 'no work no pay', in addition to any action the management may like to
take as per the service rules.
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, etc., and he did not participate in the Bundh, etc., but
was prevented from attending office due to non-availability / disruption of transport
facilities, physical obstruction or other legitimate reasons, his appropriate leave account
may be debited.
16.18.4 Absence of employees during strike/agitation, etc.

1. If there is a call for strike given by any union of the 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.
2. If on the day of the strike, a particular office of a bank remains locked, the absence of
the employees who were not on strike should be regularised as special casual
leave by an authority not lower than the Dy. General Manager subject to fulfillment
of the following conditions :-
(a) 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.
509
(b) 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.
(c) 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 not be given to those who did not enter the office.
16.18.5 Absence of employees for the part of the day

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 principle of 'no work no pay' should uniformly apply
subject to the decisions of the court, if any. Even where an employee is in breach of
his contract for part of the day, he will 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 employees 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 that month.
16.19 MISCELLANEOUS
i) The rules in this chapter shall not be deemed to confer upon officers the right to claim
leave because it has been earned or is due. When the exigencies of service so
require, discretion to refuse or revoke leave of any description is reserved to the
authority empowered to grant it and an officer already on leave may be recalled by
the authority when it considers it necessary in the interest of the Bank.
ii) (a) An officer on leave shall not take service or accept any employment which involves
acceptance of remuneration without obtaining the previous consent of the authority
which granted the leave.
(b) An officer on leave preparatory to retirement shall not accept any employment which
involves acceptance of remuneration or any commercial office or employment
including service under a Bank.
iii) The leave particulars of employees promoted to the Supervising Staff Cadre
should be advised to the controlling authority in the proforma given in Annexure 16.6.
The same form may also be used in other cases where leave particulars of staff
members are required to be forwarded to other branches/offices.
iv) No leave shall be granted to an officer under suspension.
v) As the various allowances are linked to salary, it follows that in case an employee is in
receipt of half the substantive salary, allowances will also be payable to him at half
the rate at which these are permissible under the rules. The period for which a
particular allowance can be paid during the period of leave will be such as has been
permitted under the Rules. In the case of dearness allowance, as there is no limit in
regard to the period for which it is payable while an officer is on leave, it would be in
510
order to pay it at half the usual rate when the officer is eligible for half the substantive
salary.
vi) If an official who proceeds on leave from a branch and reports back for duty on the
expiry of the leave at the same branch, his leave salary and allowances should be
paid by that branch, irrespective of the period of leave granted to him. The salary
and allowances of an official who is transferred from one office to another should be
paid by the office at which he has been serving upto the date of his relief.
vii) If an official who is transferred, say from 'X' branch to 'Y' branch and proceeds on
leave immediately on relief, his leave salary and allowances should be paid by 'Y'
branch by debit to its charges account if the duration of the leave does not exceed a
month and when it does, such leave salary and allowances should be paid by 'Y'
branch by debiting Zonal Office under detailed advice to the controlling authority on
form C.O.S.272. The leave salary and allowances debited to Zonal Office should be
shown in detail under the heading viz. 'Leave salary paid to the Supervising Staff
for the month__________' in the monthly pay sheet on form C.O.S. 243 for the
purpose of scrutiny. The total thereof should be shown as a distinct item and should not
be merged with the final figures under column 12 ibid.
viii) If an official who proceeds on leave, say from 'X' branch, is during the course of
leave, given orders of transfer to 'Y' branch, his salary and allowances for the
unexpired portion of the leave should be borne by 'Y' branch if it does not exceed a
month and when it does, the same should be paid by 'Y' branch by debit to Zonal
Office as explained above.
ix) An official who is transferred to a place where he will be eligible for CCA, increased
HRA, etc. should be paid such allowance(s) only from the date he reports for duty at
the new place.
16.19.1 Election Duty - Leave not eligible

i) Officers requisitioned for election duties by the State authorities are required to
perform their duties as citizens of the country, and, as such, compensatory leave or
any other facility in lieu thereof will not be granted to them.
ii) Employees who receive orders of appointment under Section 26 of the Representation
of People Act for election duties by the state government on public holiday are paid
travelling allowance by the government. During this period, they are not under the
superintendence and control of the Bank. Hence, liability on account of halting
allowance, travelling expenses, overtime, compensatory leave or any other facility
will not fall on the Bank.
511
Annexure 16.1
LETTER IN DUPLICATE TO BE ADDRESSED BY THE BANK TO THE EMPLOYEE,
PERMITTING HIM TO PROCEED ON STUDY LEAVE
Name of the Employee,
----------------------------
----------------------------
----------------------------
----------------------------
Dear Sir,
This is with reference to your letter dated --------------- requesting us to grant
you study leave for studying for (name of course) ------------------ at (Name of
the Institute) ------------------ for a period of ------------------ months to be
commenced from ----------------- to --------------------. We hereby agree to your
request and permit you to study the above course at ------------- for a period of
------------ months subject to your agreeing to the following terms and
conditions.
1. On completion of the period of --------------------- months (from --------------- to

------------------) of your study, you should punctually report for duty with the Bank and
thereafter serve the Bank in India or elsewhere as may be decided by the Bank for a period
of not less than 5 years. Please note that you should report to Personnel Dept. of ----------
LHO within a month from the date mentioned above i.e. -------------- (date)
2. During the study period you will be entitled to 50% of salary, balance 50% will be payable
to you after resumption of duties and on successful completion of the course/study as
follows :-
i. 1st Instalment 1 year after reporting for duty
ii. 2nd Instalment 2 years after reporting for duty
iii. 3rd Instalment 3 years after reporting for duty
The balance 50 % will not be payable if the study is not successfully

completed.
3. While study leave shall be counted as service for the purpose of seniority, sanction of
increments etc., you will not be considered for promotion during the period of study leave.
You will be considered for promotion only after you serve the Bank for the required period
and meet other eligibility criteria.
4. You should not without the express written consent of the Bank, apply for any job
assignment or employment for profit or otherwise or seek change of nationality or
citizenship until you discharge your obligation set out in clause (1) above.
512
5. In the event of your failing to return to duty for any reason including the termination of
service by resignation, but excluding permanent incapacitation or in the the event of your
committing breach of any of the conditions or obligations arising out of the conditions set
out above, you shall have to pay a sum of Rs. * (Rupees ----------------- only) by way of
pre-estimated liquidated damages to the Bank.
6.. If the Bank, at your request, provides a leased accommodation to you, during the period
of study leave and you do not complete the course for which the study leave was granted
the rent paid for the leased accommodation would be recovered from you, in full.
7. You should execute a bond undertaking to pay a sum of Rs. * (Rupees ------------) as per
estimated liquidated damages.
8. The Bank will have an undisputed right to take any disciplinary action against you
besides having right to recovering a sum of Rs. * from you personally; as well as from the
salary and allowances, and as an attorney from provident fund, gratuity, etc. if any, or any
other amount as may be payable to you and for this purpose you will execute necessary
authority letters. The balance 50 % of your salary held back by the Bank for payment in
three instalments on your resumption of duty after successfully completing the study will
not be available for adjustment towards the above amount. Further, the Bank will have
the right to set off for monies recoverable in case of breach of the conditions of the
scheme.
In token of your acceptance of the terms and conditions contained herein, you are
advised to return the duplicate hereof duly acknowledged.
* Rs. 2 lacs/4 lacs/6 lacs as applicable depending on the period of leave.
Yours faithfully,
( Signature of the official)
513
ANNEXURE 16.2
PROFORMA OF UNDERTAKING TO BE FURNISHED BY THE

OFFICER WHO HAS BEEN SANCTIONED STUDY LEAVE
The Branch Manager,

-----------------------
-----------------------
WHEREAS the State Bank of India (hereinafter referred to as 'the Bank') has at my
request agreed to grant me leave to undertake study in ------------- at --------------- for a
period of ------------------- years commencing from ---------------- subject to the terms and
conditions set out in the letter dated ----------------------- from ------------ in consideration of
the above, I agree and undertake to comply with the following terms and conditions :
1. On completion of the period of ------------------ years (from --------------- to ------------------) of

my study hereinafter referred to as '"Study Period"), I shall punctually report for duty with
the Bank at ------------ LHO, Personnel Dept. and thereafter serve the Bank in India or
elsewhere as may be decided by the Bank for a period of not less than 5 years.
2. During the study period I will be entitled to 50% of salary, balance 50% will be payable to
me after resumption of duties and on successful completion of the course/study as
follows :-
i. 1st Instalment 1 year after reporting for duty
ii. 2nd Instalment 2 years after reporting for duty
iii. 3rd Instalment 3 years after reporting for duty
If the study is not completed or I do not serve the Bank for the bond period, the balance
50% will not be payable.
3. I am aware that while study leave shall be counted as service for the purpose of seniority,
sanction of increments etc., I will not be considered for promotion during the period of
study leave. I will be eligible for being considered for promotion only after I serve the
Bank for the required period and meet other eligibility critieria. I give my consent to the
above-mentioned stipulation.
514
4. I shall not, without the express written consent of the Bank, apply for any job assignment
or employment for profit or otherwise or seek change of nationality or citizenship until I
perform my obligation set out in clause (1) above.
5. In the event of my failing to return to duty for any reason including the termination of
service by resignation, but excluding permanent incapacitation, or in event of committing
breach of any of the condition or obligations arising out of the conditions set out above I
shall pay a sum of Rs. * (Rupees ------------only) by way of pre-estimated liquidated
damages to the Bank. Further, the balance 50% of my salary will not be payable to me.
6. In the event the Bank provides me a leased accommodation during the period of study
leave, at my request, and I do not complete the course for which the study leave was
granted the rent paid for the leased accommodation will be recovered from me in full.
7. I further agree that the Bank will have an undisputed right to take any disciplinary against
me besides having right to recovering a sum of Rs. * ( Rupees -----------only) from me
personally as well as from the salary and allowances, and as an attorney from provident
fund, gratuity, etc. if any, or any other amount as may be payable to me. The Bank will
also have the right to set-off for monies recoverable in case of breach of the conditions of
the scheme.
8. I enclose letter of authority for the purpose mentioned in para 5 above.
* Rs. 2 lacs/4 lacs/6 lacs as applicable depending on the period of leave.
(Signature of the official)
515
Annexure 16.3
Specimen of undertaking for taking special casual leave for
exercising franchise
I_______________________________________________________________
(Name) (Designation)
resident of ____________________________________________________ hereby

declare that I am a regular resident and/or a registered voter of the Parliamentary and
State Assembly Constituencies in the ______________________________ State and
had actually cast a vote on _____________.
Signature :
Date :
516
Annexure 16.4
Specimen of 1st notice to be sent to an officer who is
unauthorisedly absent
1ST NOTICE
REGISTERED A.D. POST

Shri
Dear Sir,
VOLUNTARY VACATION OF SERVICE
It is observed that you have been absenting from duty without submitting an application
for leave / despite your leave being refused / beyond the period of sanctioned leave since
.........*
2. In terms of Rule 40(3) of State Bank of India Officers Service Rules, you are advised to
report for duty and submit satisfactory explanation for your absence within 30 days from
the date of this letter, failing which it will be deemed that you have voluntarily vacated
your service amounting to voluntary resignation from service without giving requisite
notice.
Yours faithfully.
BRANCH MANAGER / DEPARTMENTAL HEAD

* Strike out whichever is not applicable.
517
Annexure 16.5
Specimen of 2nd notice to be sent to an officer who is unauthorisedly absent
2ND NOTICE
REGISTERED A.D. POST
Shri........
Dear Sir,
VOLUNTARY VACATION OF SERVICE
It is observed that you have been absenting from duty without submitting an application
for leave / despite your leave being refused / beyond the period of sanctioned leave since
.........* In this connection, we refer to our Registered A.D. notice dated........... instructing
you to report for duty and explain the reasons for your absencewithin 30 days of the date
of the notice. It is, however, observed that you have so far not complied with the
instructions contained therein.
2. Now that you have failed to report for duty inspite of the above notice, it is deemed that
you have voluntarily vacated your service amounting to voluntary resignation from the
service of the Bank with effect from ................(date)
3. You are hereby requested to pay 3 months' emoluments within 15 days of the receipt of
this notice, failing which the Bank will be constrained to set off the same against your
terminal dues and any other amount payable to you without prejudice to recovering the
full amount or part thereof by suit.
Yours faithfully,
APPOINTING AUTHORITY
* Strike out whichever is not applicable.

N.B. : In 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 the surety for the amount due from him should also be issued.)
518
Annexure 16.6
Format for advising leave particulars to the controlling authority of those employees who are
promoted to the Supervising Staff Cadre
To:
The Branch Manager
(Transferee Branch),
Dear Sir,
STAFF SUPERVISING
ADVICE OF LEAVE PARTICULARS IN RESPECT OF SHR1/SMT/KUM.
(NEWLY PROMOTED JMG)
We give below the particulars of leave pertaining to the above official who has been
recently promoted to JMGS I :-
Months Days
1. Privilege leave due to him as on the 1st January (Year of promotion / transfer)
2. Privilege leave availed of by him from 1 st January to .................. (the date of relief)
3. Casual leave availed of by him from 1st January to .................. (the date of relief)
4. Extraordinary leave on loss of pay taken by him so far as on............. (date of relief)
Yours faithfully,
BRANCH MANAGER (TRANSFEROR BRANCH)
519
Annexure 16.7 Format for submitting recommen dations for
grant of study leave to officers STUDY LEAVE
1. Name of the Employee
2. Designation
3. Date of BirthAge as on _______

4. Joined the Bank as Total service in the Bank as officer
5. Educational Qualifications
6. Position of CAIIB
7. Assignments held during the last 5 years with dates (Please specify whether the official
has completed line assignment successfully. If not, confirmation that the official will have
no claim for promotion if not given when otherwise due).
8. Name & Address of the Institution which he/she wishes to join
9. Name of the course and subjects. Whether it is leading to higher studies or specialised
training (Please specifically confirm that the officer fulfills the eligibility norms for this
course).
10. AARF marks of the
official for the preceding three year Year 1 Year 2 Year 3
Part III/IIIA (Maximum 60)
Part IV/IVA (Maximum 40)
Total (Maximum 100)
11. Whether willing to serve the Bank for atleast 5 years after study and comply with the
conditions under study leave scheme given in Section 16.4.
12. Particulars of and how the official proposes to manage the periodical payments besides
payment of fees in the absence of salary and allowance during study leave
13. Particulars of loans taken
Type of loan Outstandings in Remarks regarding
Loan Accounts payment arrangements
14. Details of monetary resources to meet financial liability under the Bond in case of failure
to fulfill its conditions.
15. Mode of study leave Ordinary Leave Extra-ordinary Leave Study Leave
16. Whether he has beenallotted Bank's residential accommodation. Confirmation that it will
be surrendered to the Bank (only if necessary. Refer Section 16.4.)
16. How the completion of course by the official will benefit him and the Bank
18. Recommendations
STATE BAN K O F IND IA RECOMMENDING AUTHORITY

Date
520
CHAPTER 17
LEAVE TRAVEL / HOME TRAVEL CONCESSION
17.1 ELIGIBILITY
OSR:44(1)
1. During each block of four years, an officer shall be eligible for leave travel concession for
travel to his home town/place of domicile once in each block of two years. Alternatively,
he may travel in one block of two years to his home town/place of domicile and in the
other block of two years, to any place in India by the shortest route.
Alternatively, an officer, by exercising an option during a 4 years block or 2 years block,

as the case may be, surrender and encash his LTC as detailed in para 17.21 of this
chapter.
Provided that in the case of an officer promoted from the Bank's staff, the period shall be
deemed to commence from the expiry of the concession last availed of in his previous
cadre.
For the purpose of this rule:
(a) "headquarter" means the place of posting of the officer;
(b) "home town" means the place declared by an officer to be his place of domicile in India;
(c) "designated place" means the place the officer has declared to travel to under this rule;
(d) "onward journey" means a journey from the headquarter of an officer or place from
where he or his family members proceed to his home town or to the designated place;
(e) "return journey" means a journey from the home town or the designated place to the
headquarters or to place of commencement of the onward journey;
(f) "family" for the purpose of this rule shall mean an officer's 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/parent shall mean such of the family relatives having a
monthly income not exceeding Rs.2550/- p.m. If the income of one of the parents
exceeds Rs.2550/- p.m. or the aggregate income of both the parents exceeds Rs.2550/-
p.m., both the parents shall not be considered as wholly dependent on the officer. In the
case of female officer "family" shall include her husband only if he is not an employee of
the Bank. If an officer and his wife are employed 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;
(CC No. IR/17/2005-06 dt. 7.7.05)
(g) "permissible distance" means the shortest distance between the headquarter and
home-town or designated place;
(h) "travelling expenses" means a single air/rail/steamer/road fare by the entitled

class for the permissible distance, or the actual cost of travelling, whichever is lower.
521
OSR:44(2)
2. An officer who proceeds to his home town or designated place during leave granted
under these rules shall be entitled to claim from the Bank, the travelling expenses in
respect of one onward journey and one return journey performed by himself and by
each member of his family.
OSR:44(3)
3. Entitled Class : 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 Central Board or the Executive Committee from time to time.
Clarification :-
The LTC entitlement of officer in the Middle Management Grade will be as per air
economy class if the distance to be travelled is more than 1000 kms. by the most direct
route.
OSR:44(4)
4. No claim for travelling expenses shall be admitted under this rule unless:
(a) The officer has completed one year's service in the Bank before the date on which the
onward journey to which the claim relates is commenced.
Provided that this restriction shall not apply to an officer who has completed one year's
service including the service in the cadre immediately preceding his appointment in the
present grade.
(b) The time gap between the commencement of onward journey by a member of the family
and that of the officer is not more than 3 months.
(c) The time gap between the termination of return journey by a member of the family and
that of the officer is not more than 3 months.
(d) The officer certifies that he and the members of his family in respect of whom travelling
expenses are claimed actually performed the journey and incurred the expenditure the
reimbursement of which is claimed, and produces satisfactory evidence of the
expenditure by way of money receipts or tickets, or otherwise.
OSR:44(5)
5. Where an officer is not able to avail himself of the leave travel concession during a
particular two year block because the leave applied for has had to be 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. Please also
refer Section 17.20.
17.2 NATURE OF LEAVE WHILE AVAILING LTC/HTC

The concession may be availed of by an officer when on leave of any kind including
casual leave. It would not be in order to grant extraordinary leave to avail of LFC.
522
17.3 DESIGNATED PLACE
i) An officer proposing to avail himself of LTC should designate the place of visit and
apply to his controlling authority indicating the probable date of availing. It will,
however, be open to him to change the place for any valid reason, acceptable to the
controlling authority. However, if the change is made even before the commencement of
the journey and if the officer has obtained a higher advance fare relating to the place
earlier designated, he should refund the excess amount immediately. With regard
to HTC, the declaration regarding the place of domicile will be already on record. When
permission is granted by the controlling authority, the fact will be noted in his service
sheet maintained at the controlling office. If the officer could not avail himself of the
concession, he should immediately apply to the controlling authority for cancellation of
the entry in the service sheet.
17.4 LONGER/CIRCUITOUS/CONVENIENT ROUTE/TRAVELING ABROAD

i) 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 fare to the
designated place by the shortest route by the entitled class, whichever is lower. For
travelling by taxi/hired car, the same should be hired through a travel agency approved
by the Bank for this purpose, at a centre where an approved agency is operating.
However, at centres where no such agency operates the journey may be performed by
a registered private taxi, provided the rates charged are equal to / less than those
charged by the approved agency. Prior permission of the controlling authority should
be obtained before undertaking the journey by taxi.
ii) While availing Leave Travel Concession / Home Travel Concession by a

longer/circuitous route, if an 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/headquarters, the expenditure incurred in visiting
places en route with deviations touching the same place more than once can be
permitted within the overall entitlement. However, the headquarter or the designated
place cannot be touched more than once because as soon as the designated
place/place of domicile/headquarter is reached, the journey is terminated and cannot be
revived.
Example :
If an officer on his way to the designated place, say, Kanyakumari from

Bhubaneshwar first follows the circuitous route Bhubaneshwar-Mumbai-Bangalore and
on his way he breaks journey at:
a) Panaji and visits Panaji-Vasco-Panaji, Panaji-Calangute-Panaji:
b) Bangalore and visits Bangalore-Mysore-Bangalore;
c) Chennai and visits Chennai-Mahabalipuram-Chennai
before reaching the designated place i.e. Kanyakumari, all the charges for journeys
mentioned at (a), (b), (c) would be reimbursed within his/her overall entitlement.
When an officer faces difficulties in getting direct booking by the shortest route, while
availing of LTC reimbursement by a convenient route, which is considered shortest in
523
point of time, though it may be slightly costlier than the shortest route in terms of
distance, it may be permitted.
Iii) TRAVEL TO A FOREIGN LAND ENROUTE TO HIS DESIGNATED PLACE : So long as

the designated place is anywhere in India and the officer actually visits the place so
designated, reimbursement may be made to him for his entire journey by the circuitous
route and the officer may also travel to a foreign land enroute to his designated place.
However, the officer must visit the designated place which has to be in India. The
reimbursement will be limited to the actual fare/hire charges or the cost of fare to his
home town/designated place, by the shortest route, by his entitled class, whichever is
lower.
(Corp. Centre No. CDO/PM/ 16/SPL/1061 dt. 29.11.06)
17.5 AVAILING OF LTC/HTC BY FAMILY SEPARATELY/ONLY

i) The members of the family of an officer may also be permitted to avail of Leave Travel
Concession without the attendance of the officer. Further, the officer and/or his family
members may be permitted to visit the same or different places within the
permissible distance. The facility of visiting different places may be permitted only
when the officer is entitled to visit a place in India other than the home town (i.e. any
other place in India) and in such cases the designated place of the officer and the
designated place(s) for the family members could be different.
ii) When the family of an officer has been permitted to avail of the part LTC
unaccompanied by the officer concerned, the second part of the LTC must be
completed within 3 months of the commencement of the journey for the first part, as is
provided in paragraph 44(4) of State Bank of India Officers Service Rules (see para of
Section 17.1 above). In other words, while the journey by the officer and his family may
be performed separately both ways, such separate journeys (both onward and return of
the officer's family) must be completed within a span of 3 months, failing which the
unavailed part will lapse.
In this connection, it is further clarified that it would be in order if :
a) the time gap between the commencement of the onward journey by a member of
the family and that of the officer is not 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
this time gap stipulated; and / or,
b) if the time gap between the termination of return journey by a member of the family
and that of the officer is not 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.
c) clubbing of entitlement is not permissible. Individual entitlement should be calculated.

(OAD MEMO)
Failing this, the un-availed portion will be deemed to have lapsed.
It must also 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 carry-
over.
(iii) In cases where the journey is commenced either by the officer or by a member of his
family from a place other than the officer's place of posting, the claim will continue to be
524
limited to the amount admissible, had the journey been made from or to the actual
headquarter of the official as laid down in Section 17.1. In case of visit to a place other
than the home town, as the designated places can 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.
(iv) Since separate journeys without the attendance of the officer are permitted, return of
the officer with the family or vice-versa need not be insisted upon.
(v) As an officer and his family members may like to visit different places when entitled, it
will be necessary to ensure that the LTC bills of the officers 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 visit to different places by the officer and
his family members, these should be duly taken note of. Thereafter, it should be
ensured that the bills are submitted by the officer in time and passed for
appropriate amounts. It should also be followed up that the facility is availed of by all
members of the family within the prescribed time, failing which the unavailed facility
should be treated to have lapsed.
17.6 MISCELLANEOUS MODES/METHODS OF TRAVEL
17.6.1 Travel by helicopter

Helicopter service is not an acceptable mode of transport. However, if officers travel
by helicopter service from Jammu to Vaishno Devi, they may be reimbursed the eligible
train fare for the actual distance from Jammu to Vaishno Devi.
17.6.2 Travel by own vehicle

When an officer with the prior approval of the concerned authority travels in his own
car he will be reimbursed at the per k.m. rate for travel on duty (refer Section 15.2) upto
the place of domicile/designated place. The reimbursement would, however, be subject
to a maximum of the train fare by the entitled class from headquarters to place of
domicile/designated place by the shortest route in respect of himself and the eligible
members of his family who travel with him.
17.6.3 Travel under Season/Circular Ticket

An officer may travel under Season/Zone/Circular ticket issued by Railway Authorities.
He may also travel under concessionary tickets issued by the Railways for journeys
to specific hill stations. He will, however, be reimbursed the actual fare incurred or
the fare to the designated place by the shortest route by the entitled class, whichever is
lower.
17.6.4 Travel along with sightseeing tour

Travel along with a sightseeing tour arranged by a travel agent/company is
permitted, provided the total amount of expenditure (excluding board/lodging
expenses) does not exceed the cost an officer would have incurred by the entitled class
of accommodation upto the designated place. But local sightseeing tours arranged
after reaching the destination are not reimbursable even though the total cost may
not exceed the permissible limit of expenditure mentioned above.
525
17.6.5 Travel by air between places partly connected by air/steamer
a) If the designated place and the headquarters are partly connected by air and partly by
rail/road, he will be entitled for reimbursement of rail/road fare for distance covered by
rail/road and air fare for the distance covered by air. For this purpose, only the nearest
airport on the shortest air route, generally accepted as the connecting link en route, will
be considered. If the place is partly connected by steamer, the eligibility of class of travel
by steamer/water transport for various grades/scales of officers for LTC/HTC purposes
will be as under:
S.No. Officers in Scale Class entitled

1 JMGS-I First class by steamer
2 MMGS-II & III (if the distance to be First class by steamer
traveled is less than 500 km)
3 MMGS-II & III (if the distance to be Highest class of steamer
traveled is more than 500 km)
4 SMGS-IV and above Highest class of steamer
(CC No. CDO/PM/16/CIR/96 dt.12.3.03)

b) If an officer is 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 fare incurred by him or the amount calculated
on the following basis, whichever is lower :
i) Train fare by air-conditioned first class from headquarters to the designated place by
the shortest route.
OR
ii) Air fare for the distance for which air travel is available by the normally accepted
shortest air route and for the remaining distance, air conditioned first class fare by rail.
c) The surcharge as well as reservation charges payable by the official may be included
while calculating notional fare in case of officers travelling by higher class or by other
mode of transport.
17.6.6 Use of pithu/doli/palki

'Pithu', 'Doli', 'Palki' charges are reimbursable within the total permissible limit of
expenses on the same basis as pony charges.
17.7 REIMBURSEMENT OF CONVEYANCE CHARGES
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. In this connection, it is clarified that if an officer
actually travels by the shortest route on which there is a connecting place where he
has to change over e.g. he gets down from the plane and then goes to a railway
station, the expenses incurred for such transport should be paid as part of the
entitlement. If he takes a circuitous route, or undertakes a round tour, such charges at
connecting points will not be payable as an entitlement; but, if the charges are within the
526
entitlement by the shortest route, they may be permitted to be included as actual. When
a journey is undertaken other than by a direct route, the travelling expenses including
reservation charges will have to be limited to such expenses by the entitled class by the
shortest route.
17.8 TRAVEL TO/FROM A PLACE OTHER THAN HEADQUARTER

(Please refer Section 17.4 also.)
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 headquarters, or travels from his home town or any
other place in India to a place other than his headquarters, the place where the former
journey commences and the latter journey terminates shall be regarded as the
headquarters of the officer and his claim for travelling 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 headquarters of
the officer. Further, in case of visit to 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.
17.9 AVAILING OF STUDENTS' CONCESSION BY CHILDREN

An officer may avail himself of concessionary facilities in respect of his children, while
travelling on LTC/HTC. 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. But the officer will have to
bear the additional travelling expenses for himself and his wife as well as other
members of his family (except his children) as permissible under the service
conditions.
17.9.1 CONCESSION TO HANDICAPPED PERSONS
Handicapped persons are also extended by the Indian Railway certain concessions in the
fares, in such cases reimbursement be made to officer treating the normal fare as their
entitlement as no additional cost will be involved on his score. In other words, even if a
handicapped officer or a handicapped dependent 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 up to the normal fare by entitled class he
would have had to pay for traveling to the designated place. The officer himself, will of
course, have to bear the additional traveling expenses in respect of other non-
handicapped members of his family who perform the journey in excess of their normal
entitlement.
17.10 TRAVEL IN HILLY TERRAIN

While computing expenses incurred for undertaking journey by road in hilly terrains
(where trains do not ply) fares as applicable to the journeys by train in hilly areas should
be taken into account and not those as applicable to journeys in plains. Officers
should include a suitable certificate to this effect in their travelling expenses bills and the
controlling authority has to satisfy itself that the official had indeed to travel on hilly
terrains before sanctioning the bill.
17.11 ENTITLEMENT IN CASE OF CHILDREN BELOW 5 YEARS OF AGE
527
Expenses incurred in respect of a child below 5 years, in other modes of conveyance,
such as bus, steamer, air, etc. may be reimbursed to the extent of actual expenditure,
or half the rail fare by the entitled class, whichever is less.
17.12 GRANT OF ADVANCE FOR LTC/HTC
17.12.1 Advance for LTC/HTC fare

Advance upto the eligible fare may be obtained ordinarily upto 30 days before the
journey. However, if advance is required earlier than 30 days, the officer should
undertake to produce evidence to sanctioning authority within 7 days of availing of the
advance, to the effect that the amount has been utilised for booking tickets. Wherever
possible, the onward tickets may be booked through the Bank.
17.12.2 Grant of advance payment of salary

An officer availing himself of LTC/HTC may be granted, if he so requests, advance
payment of salary and allowances falling due for payment during the leave period of the
officer.
17.12.3 Submission of bill

i) 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,
the bills must invariably contain the following particulars, as also some evidence in
support of visit to the designated place should be furnished:
a) Serial number of the tickets
b) Date of purchase
c) Date of journey(s)
d) Issuing station
e) Amount
f) Destination
g) Any other data which the bank may require. The Bank may at its discretion ask
the officer to give satisfactory evidence by showing the tickets/reservation tickets
before/after the journey, if it is not necessary to surrender them at the destination.
ii) In the case of travel by own vehicle, cash memos or vouchers for purchase of petrol, toll
tax receipts, etc., if any, should be furnished.
iii) In case of travel by taxi, a copy of the trip sheet duly signed by the taxi operator should
be submitted along with the bill.
iv) In exceptional circumstances, if an officer produces receipts/furnishes other relevant

details in respect of either the onward or the return journey only, the claim for the
onward/return journey for which receipts have not been produced may be allowed by
the lowest class, if the reasons adduced for non-production are satisfactory.
528
17.12.4 Recovery of advance granted for availing of LTC/HTC
In case the bill in respect of the advance taken by an officer on account of LTC/HTC is
not submitted within one month from the date of reporting to the place of duty, interest
rate applicable to clean overdraft should be recovered along with the amount of advance
from the salary of the officer in a maximum of three instalments, depending upon the
amount involved. Relaxation in deserving cases for recovery of interest can be made only
by the General Manager. The above action will be initiated without prejudice to the
Bank's right to initiate suitable disciplinary proceedings in those cases where willful
neglect in submitting the bills in time or willful intention to misutilise the advance, far in
excess of the actual requirements, is observed.
17.13 WHERE BOTH HUSBAND AND WIFE ARE EMPLOYED
17.13.1 Where they are employed in our Bank

i) If both husband and wife are working in the 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.
ii) When both husband and wife avail of LTC/HTC 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 of LTC in his/her own right, only one of them
would be entitled to claim LTC in respect of their dependent children, but the wife will not
be eligible for LTC in respect of any other dependent except for her dependent parents,
subject to the following conditions :
a) The parents of the female employee should be residing with her. If, however, a married
female employee establishes to the satisfaction of the Bank that though her parents are
living separately from her, they are still dependent on her, each such case will be
decided on its merits and reimbursement allowed.
b) The female employee should be the only earning member of their family.
c) If there are other members earning, but they are married daughters, the Bank may
consider the claim of the employee for inclusion of the parents on merits.
d) The parents of the female employee, either separately or together, should not be in
receipt of a monthly income exceeding Rs.2550/- p.m..
17.13.2 Where husband of a lady officer is not employed in our Bank

i) Where the husband of a lady officer is employed elsewhere, the lady officer may claim
reimbursement of travelling expenses incurred in respect of her husband, irrespective of
whether or not he is in receipt of LTC/HTC facility from his employers, provided both
of them do not claim reimbursement for the same journey from their respective
employers. There should not be two payments by both the employers for the same
journey.
17.14 COMPUTATION OF BLOCK PERIOD
17.14.1 In respect of officers who joined before 1.10.1979
529
The block of 4 years or 2 years as the case may be, shall be computed from the
commencement of triennial period current on the appointment date i.e. 1.10.1979.
17.14.2 In respect of officers who joined on or after 1.10.1979

A) Probationary Officers and Rural Development Officers
The facility will be available from the date of their joining the Bank.
However, they will not be entitled to avail themselves of the concession before
they complete one year's service in the Bank.
B) Promotees
In case of Trainee Officers and other officers promoted from amongst the award staff
employees, the block of four years will be reckoned from the expiry date of the last
biennial / quadrennial period of leave fare concession if they have availed of the facility
in the award cadre. However, in case they had not availed of leave fare/home travel
concession in award cadre, the reckoning of four years' block will commence from
the commencement of biennial/quadrennial period in the award cadre.
17.15 LTC FOR OFFICERS APPOINTED ON CONTRACT BASIS

Officers like Circle Security Officer, Adviser (Defence Services Banking), Chief
Technical Officer (Agriculture), etc. who are appointed on contract basis will be eligible
for LTC/HTC and leave encashment on completion of 2 years' service on contract
basis in the Bank.
17.16 LTC FOR INDIA BASED TRAINEE OFFICERS

India Based Trainee Officers are not permitted to avail of LTC/HTC during their stay
abroad due to administrative exigencies. They may be permitted to avail of the same, if
such facilities were due to them during their stay abroad and could not be availed of due
to above mentioned reasons, within six months of their return to India.
17.17 AVAILING LTC WHEN FAMILY IS NOT RESIDING WITH THE OFFICER
(Please refer Section 17.5 also.)
In the case of an officer, who may have to keep his children outside the place of his
posting for their education (because of lack of facilities), the expenses incurred on
account of the children may be reimbursed in terms of his eligibility from his place of
posting, to the designated place for LTC or the actual amount spent by the children,
whichever is lower, subject to the usual terms and conditions. This principle will also be
applicable in case of an officer who is staying alone at the place of his posting for some
convincing reasons.
17.18 AVAILING LTC WHILE TRAVELLING TO FOREIGN COUNTRIES
17.18.1 When the final destination is outside India

An officer who proceeds outside India by rail/road will be reimbursed fare by the entitled
class to the farthest point within the Indian border or actual amount spent upto the Indian
border, whichever is lower. On the same analogy, an officer who travels by air abroad,
530
under the LTC, may be permitted to claim reimbursement of the notional fare by the
entitled class upto the farthest point on the Indian border from the place of his work, as
if the journey had been undertaken by the entitled mode of conveyance.
17.18.2 When the final destination is in India but travel abroad is involved as
part of 1 circuitous route
An officer who performs journey by way of LTC/HTC to a designated place/hometown,
anywhere in India, will be reimbursed the fare for his entire journey by the circuitous
route involving travel to a foreign land, provided it falls in the circuitous route adopted
by him to go to his designated place/ hometown. However, the reimbursement will be
limited to the actual fare/hire charges or the fare to his home town/designated place, by
the shortest route, by his entitled class, whichever is lower.
(CC Cir. No. CDO/PM/16/SPL/1061 dt. 29.11.2006)
17.19 RECALL FROM LEAVE TAKEN FOR AVAILING LTC

When an officer is recalled from leave taken by him for availment of LTC, he will be
reimbursed with the travelling expenses for himself as well as for his family members, if
they had accompanied him, to and from the place where he was spending his leave. He
will also be allowed to carry forward the LTC, the utilisation of which was interrupted on
account of recall from leave.
17.20 CARRY OVER OF LTC AND ENCASHMENT BLOCK

(CC No. LETTER PER:PIR:11490 18.9.80)
(i) Requests received from officers for leave for the purpose of availing of LTC should not
be withheld under any circumstances, including administrative grounds, without the prior
approval of the controlling authority.
(ii) 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 months for genuine reasons, by the Chief General
Manager..
(iii) It is observed that a large number of officers apply for leave period only at the fag end of
the block which is refused and the LTC / HTC facility is recommended for carry over. As
there is a two year period for availing of LTC / HTC facility, it should be availed within
the prescribed period.
(iv) We are not in favour of any carry forward/extension of LTC block. All officials should,
therefore, avail of their LTC facility within their block period.
AMANDMENT TO RULE 44, SUB-RULE 6 OF SBIOSR 1992
(CC No. CDO/PM/16/CIR/67 dt. 27.11.03)

Once in every 4 years when an officer avails of Leave Travel Concession, he may be
permitted to surrender and encashment the privilege leave not exceeding 30 days (one
month) at a time. Alternatively, he may whilst traveling in one block of two years to his
home twon and in other block to any place in India, be permitted encash 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 LTC commences shall be admissible.
Provided that the Competent Authority permitted carry over of LTC block in terms of rule
44, sub-rule 5, may permit carry over of privilege leave encashment block, where the
531
officer is unable to avail encashment during the block of 2 years/4 years as the officer
was not permitted/sanctioned leave applied for availing LTC due to exigencies of service,
for such period for which the relative Leave Travel Concession has been deferred/carried
over, subject, however, to a maximum of two encashment blocks outstanding at any one
time.
17.21 ENCASHMENT OF LEAVE TRAVEL CONCESSION (LTC)

(CC Cir. CDO/P&HRD-IR/17 dt. 07.07.2005)
i) An officer, by exercising an option anytime during a 4 year block or 2 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 up to a distance of 4500 kms. (one way)
for officers in JMG Scale I and MMG Scale II and III and 5500 kms. (one way) for officers
in SMG Scale IV and above. An officer opting to encash his LTC shall prefer to 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 Convession is also available while encashing the facility of LFC.
ii) 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 tems and
conditions subject to which the LTC may be availed by and officer shall be as decided by
the Board from time-to-time.
SOME CLARIFICATIONS : However, some queries in this regard, have also been
clarified by the Corporate Centre, vide their Circular No. CDO/P&HRD-IR/42/2005-06
dated 23.09.05, which are as under :
Query : What is the distance limit and entitled mode of conveyance for encashment of LTC?
Clarification :
The officers in Scale I, II and III are eligible to be reimbursed 75% of the eligible fare by
the entitled class by train upto a distance of 9000 kms (4500 kms x 2). Similarly, officers
in Scale IV and above are entitled to be reimbursed 75% of the eligible fareby the entitled
class by train upto a distance of 11000 kms (5500 kms x 2).
Query : The time table published by Railways indicates fare structure only upto 5000
kms. How to compute fare for 5500 kms?
Clarification :
For this purpose of arriving at the actual fare for 5500 kms in the care of officers in Scale
IV and above, the aggregate of fares for 5000 kms and 500 kms may be taken.
Query : What will be the entitled calss for officers in JMG/MMG?
Clarification:
In terms of sub regulation (1) of Regulation 41 of SBI Officers' Service Rules, and officer
in JMG/MMG is entitled to travel by either 1st class or AC sleeper while traveling on duty
or under LTC. It is clarified that for the purpose of encashment of LTC facility, in the case
of officers in JMG/MMG, the actual train fare for AC sleeper class for a distance of 4500
kms (one way) may be reconed.
Query : Whether Rajdhani Express fare can be reconed for encashment of LTC?
Clarification:
The fare of mail/express trains and not of Rajdhani Express is to be reconed for
encashment of LTC.
Query : Whether 'designated place' is to be mentioned in the application for availing LTC?
532
Clarification:
As encashment of LTC is based on distance, 'designated' place is not to be mentioned in
the application.
Query : Whether any leave is required to be availed for encashment of LTC?
Clarification:
As in case of availing LTC facility, the officers encashing LTC facility have to proceed on
leave of any kind including casual leave or a minimum period of one day.
17.22 SUBMISSION OF FALSE BILLS

Submission of false bills is a fraud and in such cases, strict and prompt action should be
taken in conformity with the service rules.
17.23 CHANGE IN PLACE OF DOMICILE

While declaration of home town or place of domicile once made should ordinarily be
treated as final, there may be exceptional cases warranting a change. Accordingly, it has
been decided that while each case will have to be examined on merits, the following
criteria will apply :
i) The place declared as home town should be the place where the employee would
normally reside but for the exigencies of 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, accordingly, the employee should have been visiting that place
regularly.
ii) The employee should own a residential property in that place or be a member of a joint
family having such property.
iii) The facility of changing the place of domicile is to be extended only once in the
employee's service in the Bank. It has been decided to lay down the following
competent authority to approve the request made by the official:
In Circle
Officers in TEGSS I : Dy. Managing Director & CDO at
Corporate Centre
Officers in TEGS VII : CGM (HR) at Corporate Centre
Officers in MMG III : General Manager
to TEGS VI
Officers in JMG I/MMGS II
- Posted at LHO : AGM (OAD)
- Posted at branches : DGM of Zonal Office or
DGM of the branch concerned if the
Branch is under the charge of DGM.
In Corporate Centre and its establishments
Officer in JMGS I : CGM (HR)
to TEGS II
Officer in TEGSS I : Dy. Managing Director & CDO
533
Officer in TEGSS II : Managing Director

The authority empowered to sanction the Leave Travel/Home Travel Concession bills of
officers shall be as per the scheme of Delegation of Financial Powers 2003.
Asstt. General Manager : Full

Chief Manager : Rs.50,000/-
Branch Manager MMGS III : Rs.20,000/-
Branch Manager MMGS II : Rs.10,000/-
Branch Manager JMGS I : Rs. 5,000/-
Branch Manager JMGS I (SAB) : Rs. 3,000/-
17.25 INCOME TAX ON LEAVE TRAVEL CONCESSION

1. In terms of Section 10(5) of the Income-Tax Act, Leave Travel Concession received by
an employee to any place in India shall be exempt from tax subject to the following :-
i) The exemption will be as per rules framed by the Central Board of Direct
Taxes laying down the cases and the circumstances in which the value of the
travel concession or assistance received for journey to any place in India would
qualify for exemption. The said rules will also lay down the number of journeys
and the amount of exemption per head.
ii) The exemption will be limited to the amount of expenses actually incurred on
travel.
Income Tax Exemption:
1. The Central Board of Direct Taxes have now, made certain amendments to
Rule 2B of the Income Tax Rule 1962, vide their notification no.10502
dated12.01.1998. The implication of the above amendments which come into
effect from 01.10.1997 for the assessment year 1997-1998 onward in regard to
exemption of income-tax shall be as under:
i) The officers / employees who are eligible to avail of LTC by air are now not
required to pay tax on the amount of LTC reimbursed to them in case the journey is performed on
or after 01.10.1997 by air by the shortest route to the place of destination provided the amount
does not exceed the air economy fare of the national career.
ii) Where place of 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 01.10.1997 by any mode of
transport other than by air, an amount not exceeding the AC first class rail fare, by the shortest
route to the place of origin shall be exempt from tax.
iii) 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 01.10.1997 between such places, the
amount eligible for exemption shall be:
a) Where a recognized public transport system exists, an amount not

exceeding the first class or deluxe class fare, as the case may be on such transport by the
shortest route to the place of destination; and
b) 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.
534
2. The exemption referred to above shall not be available to more than 2 children of
an individual after 01.10.1998 provided that this sub rule shall not apply in respect
of children born before 01.10.1998 and also in case of multiple births after one
child.
17.26 MISCELLANEOUS
The principles mentioned above will also apply to Home Travel Concession, in which
case, the designated place will, of course, be the declared place of domicile.
535
ANNEXURE TO CHAPTER 17
Annexure 17.1 Format for submitting LTC/HTC bill
STATE BANK OF INDIA
LEAVE FARE CONCESSION BILL
1. Name :__________________________________________________________
2. Designation :___________________________________________________
3. Department/Branch : ____________________________________________
4. Date of joining & length of service : __________________________
5. Date when Leave Fare Concession was last availed of :___________
6. Period of leave (mention the dates ) :__________________________
7. Place of (a) domicile & ________________________________________
(b) nearest rail head _________________________________
8. (a) Place visited and (b) distance in kilometers from place of
work : (a)_________________________ (b) ________________________
9. The date and time of departure from the place of work.
Time________________________ Date ______________________________
10. The date and time of arrival at the place visited.
Time________________________ Date ______________________________
11. The date and time of departure from the place visited.
Time________________________ Date ______________________________
12. The date and time of arrival at the place of work.
Time________________________ Date ______________________________
13. Names, age and relationship of the members of my family who
accompanied me to the above said place :
Name Age Nature of Relationship
1. ________________________________________________________________
2. ________________________________________________________________
3. ________________________________________________________________
4. ________________________________________________________________
5. ________________________________________________________________
14. Particulars of the Railway/Steamer/Bus tickets purchased for the onward and return
journeys :
-----------------------------------------------------------------------------------------------------------------------
From To Class No.of Date Cost of No.of Total Actual
of Tickets/ the tickets Amount Fare
travel money tickets
receipt(s) Rs. P. Rs. P.
-----------------------------------------------------------------------------------------------------------------------
___________________________________________
____________________________
Total Rs.
The entitled fare by the shortest route would have been Rs.
__________________________
536
15. Amount of advance taken by me : Rs._______________ on ______________________
Certified that the particulars mentioned above are correct and the amount claimed was
actually spent by me.
(Signature of Employee)
Also certified that the children and/or parents for whom the expenses have been
claimed are wholly dependent on me and that my parents have no independent source of
income/their income is not more than Rs.500/- p.m.
Also certified that the fares claimed by me for my dependent parent have not been
claimed by my brother(s) and/or sister(s) at other office(s)/Branch(es) of the Bank.
____________________________
Signature of Employee.
Also certified that my husband, who is employed in ________________________

_________________________________ is not in receipt of any leave fare concession
facility.
____________________________
Signature of Employee
Certified that a suitable note in respect of the employee's claim for the leave fare
concession has been made in his/her service record and leave record maintained at the
Department/Branch and that he/she has not so far availed of leave fare concession
during the current biennial period *. It is also certified that the place visited by the
employee is his/her place of domicile in our books viz., (name of the place)
___________________________
___________________________
Signature of Branch Manager/ Head of the Department
*Delete if inapplicable.
----------------------------------------------------------------------------
537
Annexure 17.2 Format of application for grant of advance fares for
leave fare concession
The Office Manager/Branch Manager/Dy.General Manager
State Bank of India, Branch.....................
Local Head Office
___________
I have been granted __________ days leave from ________to_______ for availment
of LTC/HTC________ I intend to visit_________ for rest and recuperation which is my
place of domicile and is _____kilometers from my place of duty. The details of my family
members (i.e. wife, children and parents) who are wholly dependent on me and will
accompany me to the above said place and also the actual cost of fares are :-
NAME AGE RELATIONSHIP FARE

.
On my return journey I shall be accompanied by the same members of my family, and

in case of any change I shall advise the Bank.
I undertake to produce the Air/Railway/Bus tickets/numbers and to submit my bill for the
concession within 15 days of the resumption of my duties. In the event of my failure to
submit the bill, the amount of advance may be recovered from my salary and allowances
or by debit to my Current/Saving Bank Account No__________ maintained
at______________ Branch.
I declare that the above information is correct.
I request you to please advance me a sum of Rs...…….

(Rupees_____________________) in connection with above.
Date of joining service.................

Length of service....................
Date when Leave Fare / Home Travel Concession was last availed of ………........
I also certify that my parent(s) is/are wholly dependent on me and he/she has no
independent source of income. Their monthly income is not more than Rs..…….......
Signature.....................
Full Name.....................
Designation....................
Department...................
Shri/Kum/Smt................... has been granted....days leave from......to......... for availment

of Leave Fare/Home Travel Concession for the current BIENNIAL/QUADRENNIAL
PERIOD ending...........which has been noted in his/her SERVICE RECORD.
We recommend the advance of Rs..........as requested by...........
538
Signature of Departmental Head/Controlling Authority
FOR USE IN THE OFFICE MANAGER'S DEPARTMENT/BM'S DEPTT/DGM'S DEPTT.
Debit Suspense Account with Rs......... (Rupees........................................) and pay

to............................
Cheque No................
dt............. for Rs........
issued.
Office Manager/BM/DGM
--------------------------------------------------------------------------
539
CHAPTER 18
MEDICAL AID
18.1 DEFINITIONS
For the purpose of this chapter:

OSR:24(1)
a) "Authorised Doctor" means a registered medical practitioner nominated by the Bank
for attendance on its employees at a place where an officer or his family undergoes
treatment;
Note:
It has been decided to empanel as “Authorised Doctor’ one reputed/qualified/registered

medical practitioner each in the Ayurvedic/Homoeopathic/Unani System of medicine at
LHO and each Zonal Office. The Bank medical officers, in case of doubt can take the
assistance of authorized doctor in the particular discipline.
b) "Doctor" means any qualified registered medical practitioner;
c) "Eligible parents and children" shall mean the legitimate parents and children of the
officer who ordinarily reside with and are wholly dependent on him and shall include
legally adopted parents or children;
Note:
i. The term “wholly dependent child/brother/sister/parents” mean such relative having a
monthly income not exceeding Rs. 2550/- per month. If the income of one of the parents
exceeds Rs. 2550/- per month or the aggregate income of both the parents exceeds Rs.
2550/- per month, none of them shall be considered as wholly dependent on the
employee.
ii. Married children shall not be eligible but widowed daughters shall be eligible
provided they are wholly dependent on and reside with the officer.
PER/85 dt. 19.08.1991
iii. Male children who are over 24 years of age subject to their satisfying the dependency
criterion in terms of the monthly income stipulation and other terms & conditions in
relation to medical reimbursement are also eligible.
PER & HRD/24 dt. 04.06.1998
iv. The facility of “Medical Aid” may be allowed in case of a married daughter of the
employee/officer 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/officer.
d) "Family" means the officer's spouse and eligible parents and children, provided that
where the officer's spouse is also employed elsewhere and is eligible for
reimbursement of medical expenses from that employer, the officer's claim will be
reduced to the extent of the spouse's entitlement under the spouse's employer's rules;
e) "Sanctioning Authority" means the authority empowered to sanction medical bills

under the scheme of delegation of financial powers in force from time to time.
540
18.1.1 Clarifications
18.1.1.1 Children who receive scholarships, etc. PER/3 dt. 02.01.1988
In the case of children who are in receipt of scholarships, internships, articleships,

stipends, fellowships, etc:-
(a) Merit/Merit-cum-loan scholarships and scholarships based on social status e.g.

backward caste/economically backward class scholarship, etc. shall not be treated as
income; and
(b) Fellowship payments in professional and other courses, internship / articleship /

apprenticeship payments and receipts from investments (movable/immovable and
actionable claims) in the name of the children shall be treated as income.
18.1.1.2 Parents of married lady officers
i. In the case of a married lady officer, her parents will be considered to be wholly
dependent on her, if the parents ordinarily reside with the officer. If, however, the
officer establishes to the satisfaction of Bank that notwithstanding the fact that her
parents are living separately from her, they are still dependent on her, the Bank may
reimburse such claims on the merits of each case.
ii. The lady officer should be the only earning member of the family : (if there are other
members earning, but are married daughters, the Bank may consider on merits, the
claim of the officer for inclusion of her parents).
18.1.1.3 Dependent parents of officers whose brother(s)/sister(s) are also serving in our
Bank
PER/68 dt. 17.04.1986
Reimbursement of medical expenses in respect of dependent parents can be claimed
by only that employee with whom the dependent parents ordinarily reside. In other
words, the brother /sister with whom dependent parents do not stay ordinarily should
not claim reimbursement of such expenses. Further, the following certificate should
also be given by the employee on the reim-bursement form while claiming
reimbursement in respect of dependent parents :-
"I further certify that dependent parent(s) in respect of whom the reimbursement is
being claimed ordinarily reside(s) with me and my other brothers and sisters working in
the Bank have not claimed / are not claiming reimbursement of such expenses."
18.1.1.4 Officers whose spouse is engaged in business
In case of an officer whose spouse is engaged in a business and is not entitled for
reimbursement of medical expenses for the treatment taken for self/children from any
other source, he/she would be eligible for reimbursement of 75% of such medical
expenses.
18.2 MEDICAL BENEFITS
OSR:24(2)
i. Subject to the provisions contained herein, the amount of medical, surgical and
hospital expenses as are actually and necessarily incurred by an officer in respect of
any injury, disease or illness suffered by him shall be reimbursed in full by the Bank. The
reimbursement of such expenses incurred in respect of his family will be restricted to
75% of the expenses so incurred with the exception stated below.
541
ii. However, with a view to reduce financial hardship to officers, the scheme of
reimbursement of medical expenses is as under:
CDO/PM/16/CIR/ 39 and 71 Dt.27.06.2002 and 1.11.2002 respectively.
(a) In cases of diseases other than those listed in Annexure 18.4, the additional
reimbursement shall be considered as under:
Expenses incurred up to Rs.1.00 lac : 75%
Expenses incurred over Rs.1.00 lac : 95%
(b) In case of serious diseases detailed in Annexure 18.4, the reimbursement shall be
considered as under:
Expenses incurred up to Rs.50,000/- : 75%
Expenses incurred over Rs.50,000/- to
Rs.1.00 lac : 85%
Expenses incurred over Rs.1.00 lac : 95%
Note:
For the purpose of additional reimbursement, eligible hospitalization expenses and pre
and post hospitalization domiciliary treatment expenses as recommended by the
attending doctor and certified as necessary in view of seriousness of the disease by
CMO/MO at LHO/CC, ordinarily not exceeding six weeks for each of the stages of pre
and post hospitalization, to be reckoned separately, shall be considered.
Additional reimbursement shall be considered without making it as entitlement, and only

when the officer has suffered financial hardship on account of the treatment. The Circle
Chief General Manager shall satisfy himself with supportive data in this regard.
The Circle will submit their recommendation duly supported by hospital bills, cash memo,
prescriptions, discharge certificate, etc., to the HR department, Corporate Centre on the
format given in Annexure 18.5.
18.2.1 Where husband is officer and wife an award employee

PER/135 dt. 17.08.1987
Where the husband is an officer and wife is an award employee, the wife may avail
herself of medical facilities as allowed to award employees and the expenses incurred
by her, in excess of the amount to which she is entitled to as an award employee, may
be claimed by the husband under his service rules, i.e., at 75% of the balance.
18.3 TREATMENT BY A DOCTOR OTHER THAN AN AUTHORISED DOCTOR
OSR:24(3)
Reimbursement shall normally be admissible only if the attending doctor is an
authorised doctor nominated by the Bank. However, where the attendance or treatment
is by a doctor other than an authorised doctor, the reimbursement may be ordered
at the discretion of the sanctioning authority to such extent as the authorised doctor
considers the expenditure to be reasonable, having regard to the circumstances of the
case. While prior consultation of the authorised doctor for treatment by another doctor
need not be insisted upon (excepting in cases mentioned hereunder), all such bills shall
require to be scrutinised by the authorised doctor from the point of view of
reasonableness as well as the need for the treatment, having regard to the nature of
the ailment and an effort shall be made to see the requirements of the patients in
each case.
542
18.3.1 Officers posted at village branches
In the case of medical bills of the officers posted at village branches, counter signature
of the Bank's authorised doctor need not be insisted upon, provided the amount of the
medical bill does not exceed Rs.100/- in each case.
18.3.2 Centres where no authorised doctor has been appointed
At centres where the Bank is established and where an authorised doctor has not yet
been appointed, Branch Managers should take steps to finalise the arrangement and till
such time as this is done, claim received from the members of the supervising staff for
payment without the necessary certificate from the authorised doctor may be entertained
provided the sanctioning authority is fully satisfied with the reasonableness of the claims.
18.4 VISITING AND CONSULTING CHARGES
OSR:24(4)
Visiting and consulting charges are reimbursable on such scales as may be laid down
by the Bank from time to time for various centres. Travelling expenses incurred by the
doctor or the officer in this regard are, however, not reimbursable.
18.5 CONSULTATION WITH SPECIALISTS
OSR:24(5)
Consultation with specialists, wherever considered essential by the attending doctor,
may be allowed both in the case of the officer and his family. Ordinarily, such
consultations should take place in the consulting room of the specialist, but in
exceptional circumstances, where the attending doctor certifies in writing that the
removal of a patient to a hospital or to the consulting room of a specialist was
dangerous or injurious to life, consultation or treatment at the residence may be
allowed. Except in emergent cases and where prior consultation with the authorised
doctor for any reason is not possible, all consultations with specialists will be
subject to the prior approval of the authorised doctor.
18.6 HOSPITALISATION
OSR:24(6)
(i) Except in emergent cases, and where prior consultation with the authorised
doctor for any reason is not possible, an officer or his family may, with the prior
approval of the authorised doctor, be admitted for treatment in a private hospital
or nursing home. In the former case, the authorised doctor should be informed
of the full particulars of the case as soon as possible, after the patient has been
admitted. Hospital and nursing home fees may be reimbursed to a reasonable
extent depending on the status of the officer.
(ii) The stay at a hotel cannot be equated to the stay at the hospital and hence the
lodging expenses cannot be reimbursed treating it as hospitalization expenses.
(CO/ADM/29177 dt. 08.08.1990)
18.6.1 Diet charges not reimbursable
i. Charges for 'Board' or 'Diet' in the nursing home/hospital are not reimbursable by the
Bank. In case the diet charges are not shown separately in the hospital bill, 20% of
543
the room rent charges should be deducted, while paying the claim of the officer subject
to what is stated below.
CO LETTER PA:CIR:81 17.05.86
ii. The deduction of 20% of bed charges need not be made if one or more of the following
criteria is/are fulfilled :
a) If the hospital authorities certify that the bed charges do not include diet charges.
b) If the hospital authorities certify that the bed charges would have been the same
irrespective of whether the patient had taken the diet or not.
c) If the hospital authorities certify that the diet was not supplied to the patient.
18.7 ENGAGEMENT OF NURSES

OSR:24(7)
The charges for engaging special nurses will not be normally reimbursable, but in
special circumstances and where such engagement is considered absolutely
essential by the Medical Superintendent/Medical Officer in charge of the
hospital/nursing home where the treatment is taken, the charges may be reimbursed to a
reasonable extent by the Bank.
18.7.1 MEDICAL EXPENSES OF KIDNEY DONORS
Medical expenses incurred on the kidney donor considering it as part of medical

expenses on the patient himself may be reimbursed. However, payment for kidney to the
donor towards the cost of kidney is not be entertained.
18.8 TREATMENT IN PLACES OTHER THAN THE HEADQUARTERS
OSR:24(8)/CO ADM/24346 dt. 21.06.1989

i. An officer shall be entitled for reimbursement under these provisions only if treatment
is received at his headquarters. However, an officer who falls ill at a station other than
his headquarters, while on tour or during leave, shall be eligible for the benefit in
respect of treatment at the station where he falls ill.
ii. Benefits in respect of members of the family shall also be admissible only if the
treatment is received at the headquarters of the officer. However, if a member of the
family of the officer falls ill at a station other than the headquarters of the officer,
during a casual visit, the benefits shall be available in respect of treatment taken at that
station where the member of the family falls ill. Such outstation treatment shall not be
admissible if the member of the family normally resides at that station.
iii. In the case of an officer transferred to a new headquarters and whose family remains at
the old headquarters, the benefits shall be available in respect of treatment of the
members of the family at the old headquarters, provided the family continues to reside
at the old headquarters for good and sufficient reasons. If the family members of an
officer stay away from him, at some other place, for some convincing reasons like lack
of educational facilities, etc., the benefit of reimbursement may be permitted.
iv. In respect of children who are prosecuting whole time studies in recognised educational
institutions at a station in India, other than the headquarters of the officer, benefits in
respect of treatment availed of at that station shall be admissible.
544
v. In respect of illness where adequate facilities for treatment thereof are not available at
the headquarters of the officer or at another station permissible under sub-paragraphs
(i), (ii), (iii) and (iv) above, treatment at the nearest appropriate place shall be
permissible provided:
a) the attending doctor certifies that adequate facilities are not available for treatment at the
said station and that treatment at the other station is necessary;
b) where the attending doctor is not the authorised doctor, prior approval of the authorised
doctor, where possible, is obtained; and
c) the sanctioning authority permits such treatment on being satisfied in this regard.
In cases of emergency, such outstation treatment may be commenced and ex-post facto
permission from the authorised doctor and the sanctioning authority may be obtained.
Such permission will be granted only if the authority is satisfied regarding the need for
such outstation treatment and also on the point regarding emergency on account
of which prior permission could not be obtained.
OSR:24(8)
vi. In no case, however, travelling expenses incurred in such outstation treatment shall be
reimbursable.
vii Expenses incurred on treatment in a country outside India will not be reimbursable
unless the officer is posted for duty in that country.
18.8.1 SPECIFIED SERIOUS DISEASES OUTSTATION TREATMENT
CC/CDO/IR/SPL/451 dt. 02.01.2004/LHO/CirDO/P&HRD/156 dt. 03.02.2004
i) Employees and their families may take treatment at a place outside their headquarter
where the specialized treatment in a hospital is available for the specified serious
diseases. This should be on the basis of a certificate from the attending
physician/registered medical practitioner (MBBS or above) indicating reasons and
justification for which treatment outside the headquarter is being recommended. The
employee, before proceeding to take the treatment, should submit an application to the
controller indicating reasons and justifications for outstation treatment supported by a
copy of certificate from attending physician as above.
ii) The reimbursement of medical expenses would be on the basis of rates approved for
the Circle/center where the employee/his family takes the treatment.
iii) The Bank’s Medical Officer’s comments/recommendations should be obtained on the

bills/claims when submitted to the Bank by the employee for reimbursement and based
on the employee’s application and certificate referred to in paragraph (i) above, the
sanctioning authority will take the decision.
iv) The official processing the bill must provide a copy of the schedule of charges of the
center where the treatment is taken under the above scheme before putting up for
sanction by the competent authority.
v) Sanctioning authority should ensure that the amount reimbursed is strictly in

accordance with the schedule of reasonable charges of the center where the treatment is
taken and no deviation is permitted.
545
vi) The employee shall not be entitled to traveling/halting expenses on account of the
treatment taken outside the headquarters.
vii) It is clarified that if an employee avails, treatment in the class/category of beds/rooms

above his eligibility, the Bank shall not reimburse the expenses more than the eligibility
as per rules.
18.9 TREATMENT BY PERSONS WHO HAVE NO DEGREE FROM RECOGNISED

MEDICAL COLLEGE OR NON-RECOGNISED MEDICAL PRACTITIONERS
a. 'Doctor' has been defined as qualified medical practitioner. The question of paying
medical bills representing charges for treatment taken from a doctor who is not a
qualified and registered medical practitioner or who does not possess
adequate/recognised medical qualifications, therefore, does not arise. For the same
reasons, the bills submitted from bone setters, massagers, etc. are not reimbursable.
b. The recognised medical qualifications of various specialists are as under :-
----------------------------------------------------------------------------------------------------------------------
Specialists Recognised Medical Not recognised medi-
Qualification cal Qualification
----------------------------------------------------------------------------------------------------------------------
i) Pathologists M.D. (Pathology) or B.Sc. or M.Sc. (Micro

D.P.B. (Diploma in biology) or C.M.L.T.
Pathology or Bacteri- are not recognised
logy) or Ph.D. (Patho qualifications
logy)
ii) Radiologists D.M.R.E. or D.M.R.D. X-Ray technicians

or M.D. (Rad.)
iii) Ophthalmic D.O. or D.O.M.S.(Opth.) Optometrists,

Surgeons Opticians or
Contact lens
Specialists.
iv) E.N.T. M.S.(E.N.T.) or F.R.C.S.

Surgeons
v) Cardiologists M.D. or M.B.M.R.C.P.

or M.B.M.D.M.R.C.P.
or M.B. PACC (USA)
vi) Neurophysicians (For E.E.G.) M.D. M.R.C.P Technicians’ reports
vii) Obstetricians M.D. or M.R.C.O.G. for

and major operations and
Gynecologists M.B.B.S., D.G.O. for
minor operations.
----------------------------------------------------------------------------------------------------------------------
18.10 EXCLUSIONS FROM THE SCOPE OF THESE RULES

OSR:24(10)
Benefits in respect of the following are excluded from the scope of these rules :
546
a) Diseases, injury or disablement directly or indirectly due to breach of law or hunting,
steeple chasing, polo, winter sports, riding or driving in races or engaging in aviation or
ballooning or entering, leaving or travelling in any aircraft or balloon; but this provision
shall not be deemed to exclude injury resulting from an accident whilst travelling as a
passenger in a fully licensed standard type of aircraft operated by a recognised airline on
a regular scheduled air route.
b) Circumcision or stricture or vaccination fees or inoculation fees or change of sex or

beauty treatment of any description or hearing aid, intentional self injury or dissipation
or general debility or 'run down' condition or venereal disease or intemperance or
the use of intoxicating drugs or liquors or any disease, injury or disablement, directly or
indirectly due to any one or more of them.
However, when there is a definite danger to a person due to exposure to rabies by dog
bite, if forms an essential part of definite treatment to save his life, expenses on
vaccination may be reimbursed upto the prescribed ceiling.
c) Dental or eye treatment, other than treatment undertaken for some disease with the
prior approval of the authorised doctor. Cost of dentures or spectacles is in any case not
reimbursable.
d) General check-up in respect of a member of the family.
e) Nervous breakdown in respect of a member of the family, except in cases where it

necessitates hospitalisation in which case, benefits shall be admissible for a maximum
total period of three months.
f) Reimbursement of expenses for treatment of psychiatric disorders in respect of their

eligible family members which will be, however, subject to the condition that the
expenses in respect domiciliary treatment shall be for the period stated in the
prescription; if no period is stated, the prescription for the purpose of reimbursement shall
be valid for the period not exceeding 90 days.
(CDO/16/CIR/49 Dated 23.07.2002)
g) Charges incurred in respect of a member of the family for diagnosis, X-ray, laboratory
examination, etc. not consistent with or incidental to the diagnosis and treatment of the
positive existence or presence of any disease, illness or injury.
h) Medical and/or non-surgical treatment for diseased or enlarged tonsils and/or

adenoids in respect of a member of the family.
i) Vitamins and/or tonics and/or orthopedic appliances unless they are forming a
necessary part of treatment of any specific illness or disease or injury or forming a
necessary part of convalescence treatment.
j) Expenses in connection with the maternity of an officer or a member of the officer's

family, including prenatal or post-natal treatment, except where a caesarean operation or
forceps delivery has to be performed to save the life of the mother/child.
Reimbursement of medical expenses, to a reasonable extent, may be made in respect

of 'incomplete abortion' or 'abortion and evacuation' operation in the case of a lady
officer or an officer's wife.
547
k) Fees or charges of attending physician, specialist, surgeon or nurse, who is a near
relative of the officer, near relative for this purpose shall mean husband, wife, father,
mother, son, daughter, brother, sister, son-in-law or daughter-in-law.
l) Expenses incurred in for treatment of high myopia by Keratotomy, ‘Lasik-Laser’ and

‘Excimer Laser’ technique may be reimbursed and the charges of Rs. 15000/- to Rs.
16000/- therefore, are reasonable. Any degree of myopia may be covered for
reimbursement.
(CC/CDO/IR/CIR/88 dt. 05.02.2003/LHO/CirDO/P&HRD/153 dt. 14.02.2003)
m) Cost of routine items sold across the counters should not be reimbursed unless the
claim is accompanied by the prescriptions and the item was essential for treatment.
18.10.1 Reimbursement of laboratory fees
Expenses for pathological investigations are reimbursable only if these are made in
clinic/laboratory headed by a qualified pathologist who is Ph.D./M.D. in pathology or a
Diploma holder in Pathology and Bacteriology or a Consulting Physician with M.D. or
equivalent qualification, with a clinical laboratory technician working under him. (These
instructions are equally applicable to Award Staff.)

CirDO/PER/76 dt. 01.02.1997
The authority competent to sanction advance to meet medical expenses in deserving
cases is given in Chapter 23. The following terms and conditions shall apply in such
cases:
i) The advance shall be restricted to the amount reimbursable under 'Medical Benefit' as
provided in the service rules/scheme.
ii) Necessary estimate for the expenditure from the concerned hospital/doctor is
produced and this is found in order by the Bank's Medical Officer/ Authorised Doctor.
iii) The amount shall be disbursed directly to the hospital concerned by debit to
Branch/Regional Office/Local Head Office suspense account against receipt. The
hospital should be asked to send the bill directly to the Bank so that the amount
advanced can be adjusted from the amount reimbursable. The employee/ his relative
should ensure that the bill is submitted within a month of discharge of the
employee/officer or his family members from the hospital.
iv) The expenditure involved should be outside the normal means of the officer / employee.
Normally, cases of serious ailments involving high expenditure or prolonged treatment
in hospital e.g. bypass surgery, major operations, etc. should only be considered.
18.11.1 Treatment at hospitals with which Bank has arrangement - Prior sanction for
expenses necessary
It has been observed that incidence of employees / officers landing in Mumbai for
medical attention requiring hospitalisation with request for arrangement with hospitals
for post-payment facility but without authorisation from LHO are on the increase.
The arrangement of post-payment facility with hospitals tantamount to firm

commitment by the Bank to pay the bills without any monetary limit and should have
prior sanction by the competent authority.
548
The officers concerned should, therefore, obtain prior sanction from the competent
authority before proceeding for outstation treatment where they require Bank's support
financially.
18.12 GENERAL INSTRUCTIONS REGARDING REIMBURSEMENT OF MEDICAL

EXPENSES
OSR:24(9)
i) Ambulance charges or taxi / auto rickshaw charges, where the facility of ambulance is not
established / available for removing the officer or his family member from residence to the
hospital / nursing home or from one hospital to another hospital or from hospital / nursing
home to residence on discharge, the officer may also be reimbursed with such charges
for shifting himself / patient for hospitalisation purposes from the place of posting to
another center provided the treatment is not available at the place of duty and it is a case
of emergency with a view to save the life of the officer / patient.
(CDO/PM/16/CIR/49 Dt.23.07.2002)
On no account shall travelling expenses incurred by an officer in connection with his

treatment or the members of his family be reimbursable.
ii) With the prior approval of the sanctioning authority an officer or a member of his family
may be admitted to a sanatorium for treatment of T.B. Such sanatorium charges
including charges for post-sanatorium treatment as are considered reasonable will be
reimbursable by the Bank.
iii) Reimbursement for any specialised method of treatment shall be permissible only if the
treatment is undertaken with the prior approval of the authorised doctor who should
certify at the time of claiming reimbursement that the treatment has been completed or
that the case has reached the stage of maximum benefit from the treatment.
OSR:24(11)
iv) 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.
OSR:24(12)
v) An officer making a false claim or furnishing any false information shall be guilty of
misconduct and shall render himself liable to disciplinary action and consequent
punishment, including dismissal.
vi) The fees incurred by the officials for medical tests at the time of promotion will be paid by
the Bank.
vii) Reimbursement of expenses for treatment of psychiatric disorders in respect of eligible

family members will be, however, subject to the condition that the expenses in respect of
domiciliary treatment shall be for the period stated in the prescription; if no period is
stated, the prescription for the purpose of reimbursement shall be valid for a period not
exceeding 90 days.
Clarifications:
(i) Charges relating to removal of ‘Shirodhkar’ stitches prior to delivery may be reimbursed
upto the permissible extent provided the attending doctor’s certificate to the effect that
549
these stitches are unavoidable keeping in view the medical history of the patient, is
obtained and where Caesarean operation/forceps delivery has to be performed to save
the life of the mother/child.
(ii) Reimbursement of conveyance charges for hospitalization may be permitted provided an

ambulance was not available at the material time and to the extent ambulance hire could
have cost for the identical journey.( CO letter PER/IR/11107 dt. 07.03.1994)
(iii) The TABE treatment is not authorized/approved line of treatment by the Bank;
reimbursement of medical expenses incurred on such line of treatment would not be
permissible. (CO letter ADM/33306 dt. 27.04.1993)
(iv) Cost of vaccination/immunization is not reimbursable since this facility has been made
available free of cost in Govt. Hospitals.
The claim for reimbursement of medical expenses in terms of the provisions of this
chapter will be entertained from an officer under suspension also in the usual way as in
the case of other officers.
18.14 HOMEOPATHIC / AYURVEDIC TREATMENT

PER/30 dt. 25.06.1997
Medical expenses bills relating to Homeopathy or Ayurvedic treat-ment may be passed
for payment without any scrutiny by the Bank's authorised doctor, provided the bills are
prima facie in order, i.e., the doctors are registered medical practitioners and the
medicines are purchased from registered shops of chemists and druggists of repute.
However, such bills should be subjected to strict scrutiny before payment, especially
when the bills are for large amounts. In cases of doubt, the Bank's authorised doctor
may obtain opinions of the practitioners of the respective branches of medicine. The
Homeopathy physician from whom the officer has taken treatment should possess a
degree recognised under the Homeopathy Central Act, 1973.
18.15 PHYSIOTHERAPY TREATMENT
Physiotherapy treatment charges may be reimbursed to a reasonable extent, as per

existing rules (to be scrutinized and certified for reasonableness, by the Medical Officer of
the Bank) provided:
(a) The physiotherapy is advised by the treating consultant (i.e orthopedic, neurologist
etc.) for a specific ailment/disease for a specified period.
(b) The treatment is undertaken from a qualified physiotherapist.
Reasonable charges for Local Head Office and Zonal Office centres may be indicated by
the Medical Officer at the Local Head Office.
18.16 REIMBURSEMENT OF MEDICAL EXPENSES INCURRED ON NATUROPATHY

PER/18 dt. 10.03.1993
It has been decided that with effect from the 1st March 1993 expenses incurred on
naturopathy system of medicine may also be approved for reimbursement to our
officers subject to the following conditions :
i) The naturopathy treatment must be undertaken at a Hospital/Institute/Centre

supervised directly by a qualified registered medical practitioner holding a degree of
recognised university in one of the following systems :
550
a) Allopathic
b) Ayurvedic
c) Degree in naturopathy (BNYS) from University of Health Sciences, Vijaywada and / or
d) in Hospitals/Institutes/Centres approved by Central or State Government for giving

treatment under naturopathy.
ii) The reimbursement of expenses incurred will only be for consultation at the clinic
or as an out-patient at hospitals/institutes/centres. If hospitalisation is involved,
then consultation charges and room rent/bed charges up to a maximum of Rs.75/-
per day would be reimbursed.
iii) Diet charges in no case will be reimbursed. However, where the charges are all
inclusive in the bill, deduction up to 20% shall be made.
iv) The treatment should invariably be taken on recommendations of the Bank's Medical
Officer/Authorised Doctor and no exceptions should be permitted in this regard.
v) The reimbursement may be done at the discretion of the sanctioning authority to

such extent as the authorised doctor considers the expenditure to be reasonable,
having regard to the circumstances of the case. All such bills shall require to be
scrutinised by the Bank's Medical Officer/Authorised Doctor as also the sanctioning
authority from the point of view of reasonableness as well as the need for treatment,
having regard to the nature of the ailment and an effort shall be made to see the
requirements of the patients in each case.
vi) The provisions for the reimbursement of medical expenses as given in Rule 24 of the SBI
Officers Service Rule would continue to govern the reimbursement of medical expenses
under naturopathy system of treatment also.
18.17 REIMBURSEMENT OF EXPENSES ON MEDICAL TREATMENT RELATING TO

ACCUPUNCTURE / ACCUPRESSURE
CO LETTER ADM:2160 19.04.93/PER/103 dt. 03.10.1989
Expenses incurred in respect of treatment taken in respect of

Accupuncture/Accupressure are not reimbursable as there does not appear to be any
recognised qualifications for doctors in this field.
18.18 IMPORT OF DRUGS
CO LETTER PA:CIR:81 17.05./PER/101 dt. 19.06.1986
Under the import trade control rules, import of medicines, in case such medicines are
not available in India, is permitted provided the attending doctor certifies that such
medicines are essential and are not available in India. In such cases, where the
medicine has been imported on completion of exchange control formalities, cost of
imported medicines may be reimbursed. Also, import of certain drugs is permissible and
these are sold over the counter. If the attending doctor prescribes such medicines and
certifies that these are essential and are not made in India, the cost of such medicines
may be reimbursed.
551
18.18.1 USE OF CYPHER MEDICATED STENT
CC/CDO/PM/16/CIR/38 dt. 12.09.2003/LHO/CirDO/P&HRD/82 dt. 03.10.2003
Officers may be reimbursed with the cost of medicated/cipher stent, on case to case
basis, with the approval of Corporate Centre, in the following cases where restenosis
involves/would involve high risk to the patients life:
(a) Osteal/proximal LAD Lesions
(b) Stenosis of Coronary Artery, which is giving collaterals to another blocked artery
thus supplying large area of myocardium.
(c) Stenting of restenotic lesions after previous angioplasty.
A certificate from the attending doctor explaining circumstances necessitating use of

Medicated/Cypher Stent and estimate containing description and cost of
medicated/cipher stent duly certified by the Bank’s Medical Officer should support the
recommendations.
18.19 SUBMISSION OF MEDICAL BILLS AND SCRUTINY
i) Medical bills should be submitted by the officers to the Branch Manager/sanctioning

authority on the lines of the proforma in Annexure 18.3. A copy of this proforma together
with the cash memo/doctor's bills should be sent to the controlling authority with the
monthly abstract of charges for post-audit purposes. Officers posted at Local Head
Office/Regional Office will submit their bills to their respective Office Managers.
ii) Medical bills should be submitted for reimbursement within a period of 2 months of the
date of expenditure or of the officer returning to duty after sickness, whichever is later.
However, in cases where the submission of medical bills is delayed for genuine and
unavoidable reasons, such reasons should be clearly indicated in the medical bills
for consideration by the sanctioning authority.
iii) The medical bills for reimbursement of hospital, nursing or nursing home fees and cost
of specialised methods of treatment should be forwarded to the Dy.Gen.
Manager/General Manager as the case may be, for sanction.
iv) All medical bills submitted should be scrutinised carefully in terms of the prescribed
scheme before being passed for payment. While passing for payment, a certificate
should be incorporated on the proforma that the claims have been passed for payment in
terms of extant instructions.
v) While employees in all cases should be advised to submit stamped receipts from the
doctors if the amount paid exceeds Rs. 500/- in any one instance, reimbursement of
medical bills should not be refused merely on this account, if the claim is otherwise in
order.
18.19.1 Scrutiny of Medical Bills

CC/CDO/PM/16/SPL/242 dt. 29.05.2003
As per Gazette notification published in Part III, Section 4 para 1.1.3 physicians/surgeon,
having qualification recognized by Medical Council of India and registered with Medical
Council of India/State Medical Councils only are allowed to practice modern system of
medicine or surgery and a person obtaining qualification in any other system of Medicine
is not allowed to practice Modern System of Medicine in any form
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18.19.2 Scrutiny of Medical Bills by Diagnostic Centres/Bank’s Medical Officers
CSL/PER/163 dt. 22.09.1997
At centers where Bank’s dispensaries are manned by the Bank’s Medical Officers
(Part/Full time)
(i) The Bank’s Medical Officers at such dispensaries can scrutinize the medical bills
as also refer the cases to the diagnostic centres under tie-up arrangements.
(ii) At Centres where more than Bank’s Dispensaries are Manned by the Bank’s
Medical Officer(s) as also Doctors on Contract Basis
The medical bills may be scrutinized by the Bank’s Medical Officers only.
However, the Bank’s Medical Officer(s) as also the Doctor(s) on contract basis may
refer the cases to diagnostic centres.
(iii) At Centres where Bank’s Dispensaries are Manned by Doctors on Contract

Basis only.
The scrutiny of medical bills upto Rs. 1000/- only be made by Doctors on contract
basis. The bills above Rs. 1000/- may be sent to Zonal/Regional Office for
scrutiny of Medical Officer. The references to diagnostic centres may be made by
Doctors on contract basis at such centres.
(iv) At Centres where Bank’s are not Available but Tie-up Arrangements are made
with Diagnostic Centres
The Bank’s authorized Doctors can scrutinize the Medical Bills upto Rs. 1000/-
only. They can also refer the cases to diagnostic centres. The bills above Rs.
1000/- may be sent to Zonal/Regional Office for scrutiny by Medical Officer.
(v) All Other Centre where we have no Dispensaries nor any Tie-up
Arrangements with Diagnostic Centre
The authroised Doctors will scrutinize the Bills upto Rs. 1000/- only. The bills above
Rs. 1000/- may be sent to Zonal/Regional Office for scrutiny by Medical Officer. At
such centres, the question of referring the cases to Diagnostic Centres would not
arise.
It should be ensured that the bills are submitted for scrutiny to medical officers
promptly and are scrutinized expeditiously to avoid delay so that the staff members
are not inconvenienced.
18.20 RECOVERY OF INCOME TAX AT SOURCE
1. A separate register should be maintained to record the reimbursement of medical

expenses for each officer and entries should be made in this register whenever an
officer's claim is passed.
2. The Central Board of Direct Taxes have vide their circular No.747 dated the 2nd
December 1996 advised as under :-
"Para 5(12)
Under Section 17 of the Act, exemption from tax will also be available in respect of :-
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(a) the value of any medical treatment provided to an employee or any member of his
family, in any hospital maintained by the employer,
(b) any sum paid by the employer in respect of any expenditure actually incurred by the
employee on his medical treatment or of any member of his family :
(i) in any hospital maintained by the Government or any local authority or any other
hospital approved by the Govern-ment for the purposes of medical treatment of its
employees (a list of such hospitals furnished by the Ministry of Health and Family
Welfare on 11.4.91 is given in Annexure 18.2)
(ii) in respect of the prescribed diseases or ailments (refer Annexure 18.4), in any hospital
approved by the Chief Commissioner having regard to the prescribed guidelines :
Provided that, in a case falling in sub-clause (ii), the employee shall attach with his
return of income a certificate from the hospital specifying the disease or ailment for which
medical treatment was required and the receipt for the amount paid to the hospital.
(c) premium paid by the employer in respect of medical insurance taken for his employees
(under any scheme approved by the Central Government) or reimbursement of insurance
premium to the employ-ees who take medical insurance for themselves or for their family
members (under any scheme approved by the Central Government);
(d) reimbursement, by the employer, of the amount spent by an employee in obtaining

medical treatment for himself or any member of his family from any doctor, not
exceeding in the aggregate Rs.15,000 in an year.
(e) As regards medical treatment abroad, the actual expenditure on stay and treatment
abroad of the employee or any member of his family, or, on stay abroad of one attendant
who accompanies the patient, in connection with such treatment, will be excluded from
perquisites to the extent permitted by the Reserve Bank of India. As regards the
expenditure incurred on travel abroad by the patient / attendant, it shall be excluded
from perquisites only if the employee's gross total income, as computed before including
the said expenditure, does not exceed Rs.2 lakhs".
3. The amount of medical expenses reimbursed in respect of the officer and the family
members should be shown separately in the register maintained by each office. When
an officer is transferred to another branch/office, the total amount of medical
expenses reimbursed to him and the members of his family during the financial year
should be advised by a letter to that branch/office.
18.21 STANDARDISATION OF MEDICAL CHARGES
1. The SBI Officers Service Rules, while providing for full reimbursement of medical
expenditure incurred by an of officer in respect of his own illness, also lays down
certain restrictions in this regard. Rule 24(3) provides that when treatment is by
a doctor other than an authorized doctor, reimbursement may be ordered at the
discretion of the Sanctioning Authority to such extent as the authroised doctor
considers the expenditure to be reasonable having regard to the circumstances
of the case. Rule 24(4) states that visiting and consulting charges are
reimbursable on such scales as may be laid down by the Bank from time to time
for various centres. Rule 24(6) states that Hospital and Nursing Home fees may
be reimbursed to a reasonable extent depending on the status of the officers.
2. In order to conform to the aforesaid restrictions and guide the Sanctioning
Authority in examining the claims of medical reimbursement, the charges for
554
various types of medical reimbursement have been standaridised and circulated
vide LHO Circular No. CIRDO/PER & HRD/60 dt. 29.11.2001 (Annexure 18.1).
3. For treatment availed by officials at a centre outside the circle, the medical
charges standardized for that centre by the circle under whose area of operation
it is located, shall apply(CC.NBG/ADM/13/25639 dt. 11.02.1998.
18.22 EXECUTIVE HEALTH SCHEME

CDO/PM/16/CIR/17 Dt.02.06.2001 & CDO/PM/CIR/28 Dt.06.10.1997
i. In view of growing incidence of cardiac problems, hypertension, diabetes, etc.

among our senior officers, it is felt that if these are detected in time and treated with
care, we would have a healthier profile of senior officers. It has, therefore, been
decided that officers in MMGS III and above will undergo compulsory medical check-up
annually.
ii. Two aspects of the compulsory health check-up scheme need to be emphasised: One,
the medical report of an officer will remain confidential between the official and the
medical officer(s). HR Dept. will only collate and present aggregate data without
individual names. Secondly, the information available will not be used for promotion,
placement and other discussions in personnel area concerning the officials. Thus,
only the data on various parameters available through such reports will be compiled
and used for taking corrective measures wherever possible.
iii. After completion of the medical check-up, each officer will submit the medical report to
the Bank's Medical Officer. The Medical Officer will give him suitable counsel on health
care and send the data (report) without the officer's name to the HR Dept. where it
will be compiled. At suitable intervals, such data will be presented to the Circle
Management Committee with inference drawn by the expert identified for the purpose,
to enable the CMC to initiate corrective measures where considered necessary.
iv If additional tests are suggested by the Bank Medical Officer/examining consultant during
the health check up as a follow up of the reports, the same may be carried and paid for
by the Bank as part of the Executive Health Scheme.
v Officers may be permitted to undergo health check up under the scheme at the place /
centre convenient to him even if such centre is located outside the jurisdiction of his
controlling office. However, no special leave and also no traveling expenses shall be
sanctioned for the purpose to the officer.
18.22.1 Cost ceiling
Ceiling on charges under Scheme are Rs. 3500/- and Rs. 3700/- for male and female
officers respectively at Major A category centres. For other centres the limit may
be fixed by the Circles within the above stipulated amount. The list of hospitals
approved under the above scheme and charges approved for these hospitals in
Chandigarh Circle are as under:
CDO/P&HRD-PM/69 dt. 16.03.2005/CIRDO/HR/146 dated 01.02.2006
S.NO Name of the Hospital Charges Quoted (Rs.)

1. Silver Oaks Hospital, Mohali 2400/-
2. Fortis Hospital, Mohali 2400/-
3. Inscol Multi Specialty Hospital, Chandigarh 2500/-
4. The Apollo Clinic, Chandigarh 2300/-
5. Rapid Diagnostic Centre, Ludhiana 2180/-
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6. The Apollo Clinic, Ludhiana 2270/-
7. Dayanand Medical College & Hospital, Ludhiana 2400/-
18.22.2 Package of tests under the scheme
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. Cholesterol /Chol. + Triglycosides + 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 officers
5. Dental checkup
6. Ultra Sonography of abdomen & Pelvis
7. Stress test
8. Eye Check up
The following tests have been added in the list of tests mentioned above which may be carried
out on the recommendation of Bank’s Medical Officer:
556
1. Echocardogram
2. T3, T4, TSH
3. Pulmonary function test
4. Bone Densitometry
5. Mammography
18.22.3 Validity of the scheme
The validity of the scheme is advised separately by HR Department from time to time.
Officers should ascertain this before undergoing the medical check ups.
18.23 PROVISION OF GUEST HOUSE FOR OUR EMPLOYEE PATIENTS AND THEIR
FAMILIES AT MUMBAI
1. The Bank has made provision of Guest House at the following address for stay of
employees / officers and their family members who come to Mumbai for medical
treatment in reputed hospitals. At present, there are four flats available for the purpose
and the allotment thereof, monitored by the Asst.General Manager (Estate) at Coporate
Centre, Mumbai, is made strictly on the basis of recommendations from the Circles at
a nominal charge of Rs.20/- per day.
Address 3-B, Nestle Apartment,

Bombay Dyeing Compound,
Near Deepak Talkies,
Lower Parel,
MUMBAI.
2. In this connection, it is observed by Central Office that the employees send their
requests for allotment of guestrooms directly to Asst.General Manager (Estate) at
Corporate Centre which cannot be considered for allotment in the absence of
recommendations of Controlling Authority. Members of staff are therefore requested to
ensure that their request for allotment of guestroom is invariably accompanied with the
recommendation of Dy.General Manager for employees / officers working in Zonal
Offices / Special Branches, and Circle Development Officer for employees / officers
working in Local Head Office. The employees / officers working in Local Head Office
should route their application through Asst.General Manager (OAD). No direct request
should be sent to Corporate Centre. If any direct request is sent by them the same
would not be entertained by the Estate Department at Corporate Centre.
18.24 REIMBURSEMENT OF MEDICAL EXPENSES TO RETIRED WHOLE TIME

DIRECTORS ON BOARDS OF PUBLIC SECTOR BANK
CC/CDO/P&HRD-PM/58 dt. 22.01.2007
Indian Banks' Association (IBA) and Government of India, Ministry of Finance, Banking
Division, has approved permitting reimbursement of medical expenses to retiring whole
time Directors (viz. Chairman and Managing Director) as was admissible to them while
they were in service. In its meeting held on the 26th December 2006 Central Board of
our Bank has approved adoption of guidelines framed by IBA for reimbursement of
medical expenses to retired whole time Directors (Chairmen and MDs) on the Boards of
Public Sector Banks, which are described as under:
557
18.24.1 ELIGIBILITY:
(i) The Scheme shall apply to all whole-time Directors (Chairmen and MDs of SBI),
who, having been appointed on the Boards of Public Sector Banks (hereinafter
referred to as Banks) by the Central Government, have retired from the Board
level post either on attaining the age of superannuation (58 or 60 years, as the
case may be) or have demitted office at the expiry of the tenure appointment and
are still surviving.
(ii) The Scheme shall also apply to the surviving eligible dependents of deceased
retired whole-time Directors (Chairmen and MDs of SBI).
(iii) The Scheme shall not, however, cover those whole-time Directors on Boards of
Banks who have been removed or dismissed from the Board level post and those
whose services have been terminated by the Central Government for any reason
whatsoever.
18.24.2 COVERAGE
The coverage under the Scheme and the extent of benefits there under shall be as is
admissible as per the present rules.
18.24.3 DATE OF EFFECT:
The coverage for medical reimbursement under the Scheme shall be effective from the
1st April 2005. Medical expenses incurred prior to 1st April 2005 by retired whole-time
Directors will not be eligible for reimbursement.
18.24.4 OTHER GUIDELINES:
(a) Eligible retiree whole-time Directors (Chairmen and MDs of SBI) or their surviving
family members shall claim the reimbursement of medical expenses incurred by them
from the branches making payment of his pension/family pension. For the limited purpose
of medical reimbursement, they will be treated as officials of the branch and the same
systems and procedures will be adopted for payment of their medical bills as are
applicable to our serving officials.
(b) All part time and full time permanent Medical Officers of the Bank be nominated
as "authorised doctors" for attendance on the retired whole-time Directors and their
dependent family members.
(c) The delegation of financial powers for payment of medical bills will be the same
as that applicable to serving officials. The claim for medical bills shall be made on the
same format as that applicable to serving officials. An acknowledgement of receipt of the
medical bills will be given to the retired whole time Directors/their dependent family
member making the claim. On receipt of such claims duly countersigned by the Banks
Medical Officer, the Branch Manager will sanction payment of the bills within his
discretionary powers. For the bills beyond his discretionary powers, he will forward the bill
to the Controlling Authority for payment thereof. A separate record will be maintained for
such bills.
keeping in view the onerous duty rendered by such senior functionaries, it will be
incumbent upon all concerned, dealing with the medical claims of these retired
functionaries, to ensure prompt, efficient and courteous service to them. It should be
ensured that no opportunity is given for dissatisfaction and complaint on the part of these
retired functionaries/their eligible dependents. The addresses with telephone
number/mobile number of these retired functionaries should be kept on record of the
branch and all relevant information should be immediately conveyed to them.
558
18.24.5 Medical Benefits
Subject to the provisions contained herein, the amount of medical, surgical and hospital
expenses as are actually and necessarily incurred by the Chairman and Managing
Director/Executive Director in respect of any injury, disease or illness suffered by him
shall be reimbursed in full by the bank. The reimbursement of such expenses incurred in
respect of a member of his family shall, however, be restricted to 75% of the expenses so
incurred .
18.24.6 Treatment by a doctor other than authorized Doctor
Reimbursement shall normally be admissible only if the attending doctor is an authorized

doctor nominated by the Board. However, where the attendance or treatment is by a
doctor other than an authorized doctor, the reimbursement may be ordered at the
discretion of the Board to such extent as the authorized doctor considers reasonable
having regard to the circumstances of the case. While prior consultation of the authorized
doctor for treatment by another doctor need not be insisted upon (excepting in cases
mentioned hereunder) all medical bills shall require to be scrutinized by the authorized
doctor from the point of view of reasonableness as well as the need for the treatment
having regard to the nature of the ailment and an effort shall be made to see that
expenditure is not incurred in excess of the reasonable requirements of the patient in
each case.
18.24.7 Visiting and consulting charges
Visiting and consulting charges of the authorized doctor are reimbursable. Where
treatment is taken from a doctor other than the authorized doctor, reimbursement of
visiting and consulting fees may be ordered at the discretion of the Board to such extent
as the authorized doctor considers reasonable having regard to the circumstances of the
case. Travelling expenses incurred by the doctor or the Chairman and Managing
Director/Executive Director in this regard are, however, not reimbursable.
18.24.8 Consultation with specialists
Consultation with specialists, wherever considered essential by the attending doctor,

may be allowed both in the case of the Chairman and Managing Director/Executive
Director and members of his family. Ordinarily such consultations should take place in the
consulting room of the specialist, but in exceptional circumstances, where the attending
doctor certifies in writing that the removal of a patient to a hospital or to the consultation
room of a specialist was dangerous or injurious to life, consultation or treatment at the
residence of the patient may be allowed. Except in emergent cases and where prior
consultation with the authorized doctor for any reason is not possible, all consultation with
specialists will be subject to the prior approval of the authorized doctor.
18.24.9 Hospitalisation
Except in emergent cases and where prior consultation with the authorized doctor for any
reason is not possible, the Chairman and Managing Director/Executive Director or
members of his family may, with the prior approval of the authorized doctor, be admitted
for treatment in a private hospital or nursing home. In the former case, the authorized
doctor should be informed of the full particulars of the case as soon as possible after the
patient has been admitted. Hospital and nursing home fees are reimbursable. Charges
for ‘Board’ or ‘Diet’ in the nursing home/hospital are not reimbursable by the Bank.
559
18.24.10 Engagement of nurses
The charges for engaging special nurses will not be normally reimbursable, but in special
circumstances and where such engagement is considered absolutely essential by the
Medical Superintendent of the hospital or nursing home where the treatment is taken, the
charges may be reimbursed.
18.24.11 Treatment at a place other than the Headquarters
a) The Chairman and Managing Director/Executive Director shall be entitled to

reimbursement under these provisions only if treatment is received at the Headquarters.
However, if he falls ill at a station other than his headquarters while on tour or during
leave, he shall be eligible for the benefit in respect of treatment at the station where he
falls ill.
b) Benefits in respect of members of his family shall also be admissible only if

treatment is received at the Headquarters of the Chairman and Managing
Director/Executive Director. However, if a member of the family of the Chairman and
Managing Director/Executive Director falls ill at a station other than the Headquarters of
the Chairman and Managing Director/Executive Director during a casual visit, the benefit
shall be available in respect of treatment taken at that station where the member of the
family falls ill. Such outstation treatment shall not be admissible if the member of the
family normally resides at the station.
c) In respect of the children who are prosecuting whole time studies in recognized
education institutions at a station in India other than the headquarters of the Chairman
and Managing Director/Executive Director, benefits in respect of treatments availed of at
that station shall be admissible.
d) In respect of illness where adequate facilities for treatment thereof are not
available at the headquarters of the Chairman and Managing Director/Executive Director
or at another station permissible under sub clause (i), (ii) and (iii) above, treatment at the
nearest appropriate place shall be permissible provided :
i. the attending doctor certifies that adequate facilities are not available for
treatment at the headquarters or at the said station, as the case may be, and the
treatment at other station is necessary;
ii. where the attending doctor is not an authorized doctor, prior approval of the
authorized doctor where possible is obtained; and
iii. the board permits such treatment on being satisfied in this regard.
In cases of emergency, such outstation treatment can be commenced and ex-post facto
permission from the authorized doctor and the Board may be obtained. Such permission
will be granted only if the Board is satisfied regarding the need for such outstation
treatment and also on the point regarding emergency on account of which prior
permission could not be obtained.
e) In no case, however, travelling expenses incurred in such outstation treatment

shall be reimbursable.
f) Expenses incurred on treatment received in a country outside India will not be

reimbursable.
560
18.24.12 General
a. On no account shall travelling expenses incurred by the Chairman and Managing

Director/Executive Director in connection with his treatment or the treatment of
any member of his family be reimbursable. However, where hospitalization
becomes necessary, ambulance charges for removing the Chairman and
Managing Director/Executive Director or a member of his family from residence
to the hospital for treatment shall be reimbursable by the bank.
b. The Chairman and Managing Director/Executive Director or a member of his

family may be admitted to a sanatorium for the treatment of T.B. Such
sanatorium charges including charges for post-sanatorium treatment as are
considered reasonable by the Board will be reimbursable by the Bank.
c. Reimbursement in respect of any specialized method of treatment shall be

permissible only if the treatment is undertaken with the prior approval of the
authorized doctor who should certify at the time of claiming reimbursement that
the treatment has been completed or that the case has reached the stage of
maximum benefit from the treatment.
18.24.13 Exclusions
(a) Benefits in respect of the following are excluded from the scope of these rules.
i. Disease, injury or disablement directly or indirectly due to breach of law or

hunting, steeple chasing, polo, winter sports, riding or driving in races or
engaging in aviation or ballooning or entering, leaving or traveling in any aircraft
or balloon; but this provision shall not be deemed to exclude injury resulting from
an accident whilst travelling as a passenger in a fully licensed standard type of
aircraft operated by a recognized airline on a regular scheduled air route;
ii. Circumcision or strictures or vaccination fees, or inoculation fees or change of

sex by beauty treatment of any description or hearing aid, intentional self injury,
or dissipation, or general debility, or ‘rundown’ condition or venereal disease, or
intemperance, or the use of intoxicating drugs, or liquors, or any disease, injury
or disablement directly or indirectly due to any one or more of them;
iii. Dental or eye treatment other than treatment for some disease with the prior
approval of the authorized doctor. Cost of dentures or spectacle are in any case
not reimbursable.
iv. General check up in respect of a member of the family;
v. Nervous breakdown in respect of a member of the family, except in cases where

it necessitates hospitalization in which case benefits shall be admissible for a
maximum total period of three months;
vi. Treatment of insanity of a member of the family beyond the first three months of
insanity;
vii. Charges incurred in respect of a member of the family for diagnosis X-ray,
laboratory examinations, etc. not consistent with or incidental to the diagnosis
and treatment of the positive existence or presence of any disease, illness or
injury;
561
viii. Medical and/or non surgical treatment for diseased or enlarged tonsils and/or
adenoids in respect of a member of the family;
ix. Vitamins and/or tonics unless they are forming a necessary part of treatment of
any specific illness or disease or injury or forming a necessary part of
convalescence treatment;
x. Expenses in connection with the maternity of any member of the family including
pre-natal or post natal treatment; and
xi. Fees or charges of attending physician, specialist surgeon or nurse who is a near
relative of the Chairman and Managing Director/Executive Director. Near relative
for this purpose shall mean wife, father, mother, son, daughter, brother, sister,
son-in-law or daughter in law of the Chairman and Managing Director/Executive
Director.
b) While claiming reimbursement, the Chairman and Managing Director/Executive

Director 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 any medical insurance scheme, personal accident
policy or under any claim in respect on an accident or from any other sources. If
any amount has been received or is due from such source, the benefits
admissible shall be reduced by the amount so received or due.
18.25 SBI RETIRED EMPLOYEES MEDICAL BENEFIT SCHEME FORMATION OF TRUST

AND FRAMING OF RULES
CDO/P&HRD-PM/46 dt. 16.11.2006/LHO/CIRDO/HR/80 dt. 29.11.2006
With a view to providing medical assistance to the retired employees of our Bank, a
scheme called "The State Bank of India Retired Employees Medical Benefit Scheme"
(the Scheme I) was implemented in the Bank with effect from the 1st July 1996.
Membership of the Scheme I was closed as from the close of business on the 30th June
2003 and a new scheme called "The State Bank of India Retired Employees Medical
Benefit Scheme II" (the Scheme II) was launched from the 1st July 2003 with higher
contribution by members and correspondingly higher benefit to them.
2. In terms of the clause 5(x) and 8(x) of SBI Retired Employees medical Benefit Scheme
I & II respectively, the management of Fund and administration of the Scheme was to be
vested in a Trust. The Executive Committee of the Central Board have approved
formation of such a trust in its meeting held on the 15th July 2005. The trust so formed
bears the name of 'SBI Retired Employees Medical Benefit Trust and has taken over all
the functions of the Managing Committee.
18.25.1 "Board of Trustees" – Shall mean Trustees managing the SBI Retired Employees
Medical Benefit Trust.
18.25.2 "Chairman of the Board of Trustees" – Shall mean MD & GE (NB); in the absence of
MD & GE (NB), MD & GE (CB) shall act as Chairman and shall exercise all the powers of
Chairman of the Board of Trustees.
18.25.3 OBJECTS OF THE TRUST:
To provide financial assistance for meeting, partly or fully, within specified monetary limits
as prescribed in the rules for life, hospitalization/post-hospitalization expenses for
treatment of specified diseases/ailments to such retired employees, and their spouse as
well as dependent invalid child/children who fulfill the criteria for eligibility as beneficiaries
562
/ members and as such beneficiaries / members entitled to the benefits of Scheme
framed by this Trust and/or as modified from time to time by the Trustees as hereunder.
The above assistance under the Trust shall be met with only out of the income of the
Trust Fund and not out of the corpus of the Trust Fund.
18.25.4 BENEFICIARIES OF THE MEDICAL BENEFIT SCHEME FRAMED UNDER THE

TRUST
The following shall be the beneficiaries under the Trust:
(i) The permanent employees of SBI who have already retired and who have been
receiving medical benefits from SBI Retired Employees Medical Benefit Scheme I & II
hereof would be deemed to be the beneficiaries for the same benefits to the same
extent under this Trust and shall continue to receive benefits from the Trust. .
(ii) The employees of SBI (i) who retired/retires and received pension and applied within
three (3) months from the date of receipt of his/her first pension may apply to become
beneficiary of Medical Benefit Scheme framed under this Trust, provided they fulfill
the under noted eligibility criteria and (ii) those who would retire in future and receive
first pension and apply within three (3) months from the date of receipt of his/her first
pension may apply to become beneficiary of Medical Benefit Scheme framed under
this Trust, provided they fulfill the under noted eligibility criteria:
(a) who will retire 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 and sanctioned pension
under rule 19(iii) of IBI Employees’ Pension & Guarantee Fund Rules/22(ii) of the SBI
Employees’ Pension Fund – Rules ; 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.
18.25.5 Age of retirement: The age of retirement for the purpose of Trust will be deemed to be
the date notified by the Bank from time to time for the purpose of normal
superannuation/retirement. At present the age of retirement is 60 years.
18.25.6 Exclusion: The following categories of the employees of SBI will not be entitled for
membership of the Trust.
(i) 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.
(ii) Employees who were/are discharged/dismissed/removed/compulsorily

retired/terminated from service.
(iii) Such officers in whose case Rule 19(3) of SBI Officers Service Rules was/is invoked
on attaining the age of retirement and they were/are subsequently
discharged/dismissed/removed/ compulsorily retired from service.
18.25.7 TRUST FUND (FUND):
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(a) The Trust Fund shall further consist of :
(i) one-time lump-sum contribution to the extent of the respective amount as

mentioned below by the eligible retired employees of SBI, depending upon the
maximum amount of benefits fixed for respective medical Plans under this
Scheme. This contribution must be made within 3 months of receipt of the first
pension.
18.25.8 MEMBERSHIP CONTRIBUTION
Contribution by permanent retiring and retired SBI employees will be as under:
(1) Employees paying sum equivalent to two months gross pension will be eligible for
admission to Medical benefits viz Plan A as mentioned in Clause 5 (ii) (b) hereof
(2) Rs.37,000/- if the employee opts for admission to Medical benefits viz Plan B as
mentioned in Clause 5 (ii) (c ) hereof
(3) Rs.43,500/- if the employee opts for admission to Medical benefits viz Plan C as
mentioned in Clause 5 (ii) (d) hereof
(4) Rs.49,500/- if the employee opts for admission to Medical benefits viz Plan D as
mentioned in Clause 5(ii) (e) hereof (Beneficiaries / members entitled to the medical
benefits under Plan A, Plan B, Plan C, Plan D and the employees who have already
retired on or before 01-07-2003 and are members of Scheme I and receiving the medical
benefits to the extent they are entitled for the sixteen specified diseases stated hereunder
(hereinafter wherever referred to collectively are called Beneficiaries / Members”)
(ii) contributions made by SBI from time to time, as may be decided by SBI in its
discretion to the Trust Fund for the purposes of the Trust as mentioned hereinafter. The
amount so contributed by SBI will be credited to the Corpus Account of the Trust and/or
Income Account of the Trust, as may be directed by SBI.
18.25.9 BENEFITS UNDER MEDICAL BENEFIT SCHEME FRAMED UNDER THE TRUST :
(i) A member/beneficiary of the Trust will be eligible for medical assistance under the
Trust (as stated in the following paragraphs), in respect of self, his/her spouse as well as
invalid child/children who is/are declared as such in the membership application form.
The spouse and invalid child/children of the member/beneficiary will continue to receive
the benefits under the Medical Benefit Scheme framed under Trust even after death of
the member/beneficiary.
(ii) Expenses for treatment of the diseases/ailments, as mentioned at (iii) below, incurred
on or after the date of his tendering the bank draft towards contribution to the scheme
with the application for membership to the pension paying branch/designated zonal
office, will be reimbursed subject however, to the aggregate claim being limited for life for
member/beneficiary as well as his/her spouse and invalid child/children as under and
also his membership being approved by the Board of Trustees:
a) Beneficiaries/members who have already retired on or before 01.07.2003 and

thereafter and are receiving medical benefits (Scheme I & II) to the extent they are
entitled for sixteen specified diseases stated hereunder will continue to receive the
medical benefit permissible under the respective scheme.
b) Rs.2,00,000.00 if the member/beneficiary has opted to pay amount equivalent to two

months gross pension for the benefits under Plan A of the Trust.
564
c) Rs.3,00,000.00 if the member/beneficiary has opted to pay Rs.37,000.00 for the
benefits under Plan B of the Trust.
d) Rs.4,00,000.00 if the member/beneficiary has opted to pay Rs.43,500.00 for the

benefits under Plan C of the Trust.
e) Rs.5,00,000.00 if the member/beneficiary has opted to pay Rs.49,500.00 for the

benefits under Plan D of the Trust.
(iii) Expenses incurred for treatment of under noted diseases/ailments during

hospitalisation, 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 and also to the beneficiaries/members who have retired on or before
01-07-2003 and thereafter and are members of (Scheme I & II) to the extent they are
entitled :
a) Cardiac ailments;
b) Cancer;
c) Kidney failure/transplant;
d) Paralysis;
e) Retinal detachment or cornea replacement;
f) Major accidents;
g)Tumor;
h)Cerbro-vascular accidents/Brain hemorrhage
i)Total hip/knee replacement;
j) Cataract and Glaucoma surgery;
k)Tuberculosis;
l) Diabetes;
m)Appendicitis surgery;
n) Prostrate;
o) Hernia;
p) Removal of stone in Gall Bladder.
(iv) In case of paralysis, cancer or kidney transplant/kidney failure, the post-

hospitalisation 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-
hospitalisation treatment continues after retirement at the residence, such post-
hospitalisation 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.
(v) 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 decide 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.
(vi) 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
565
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).
(vii) 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.
Provided further: Notwithstanding any thing 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.
18.25.10 PROCEDURE FOR AVAILING THE BENEFITS UNDER THE SCHEME
(i) An employee, retiring after the date of formation of the Trust, and those retired
employees in whose case three months have not lapsed after the payment of first
pension shall, subject to his/her eligibility, apply for the membership of the Scheme on
prescribed Membership-cum-Declaration Form, in duplicate, along with the bank draft for
contribution for such amount as will entitle the applicant for medical benefits prescribed
under the respective Plans A, B, C, D opted by him, within three months from the date of
receipt of first pension. The bank draft will be drawn in favour of the “SBI Retired
Employees Medical Benefit Trust” and payable at the State Bank of India, Madame
Cama Road, Mumbai (code No. 8586) or at such other branch of the State Bank of India
as may be decided by the Board of Trustees. Cash or cheque or any other mode of
payment will not be accepted. The Membership-cum-Declaration Form on Annexure 18.6
will be required to be submitted at the pension-paying branches / designated Zonal
Office. Provided that such a retiring employee may also submit the Membership-cum-
Declaration Form along with the bank draft for such subscription amount before his
retirement but not earlier than 15 days of retirement, at the branch/office from where he is
retiring. However, in such cases the deemed date of receipt of application will be the first
day of the retirement and if the employee unfortunately expires before the date of
retirement, his application will become null and void. In such a situation, the Membership-
cum-Declaration Form together with the subscription amount paid by the deceased
employee will be returned to his/her legal heir in due course. The officer receiving the
Membership-cum-Declaration Form at branches will forward the same to the concerned
designated Zonal Office for further action in the matter.
(ii) A retiring employee or a retired employee of SBI , whose pension is in the process of
sanction, will be required to pay contribution of such amount from his own sources as is
prescribed for availing medical benefits under respective Plans A, B, C and D under this
Scheme framed by the Trust opted by him/her provided he/she is otherwise eligible to
become member of the Scheme. If he/she opts for Plan A he /she is required to pay
contribution equivalent to his/her two months gross provisional pension as certified by the
salary disbursing authority/last salary disbursing authority based on the proposal for
sanction of pension submitted to the competent authority. Such retiring/retired employees
will also be required to give an undertaking for recovery of difference, if any, between the
gross provisional pension paid towards the membership fee and the actual pension
payable in due course, from his/her pension/Saving Bank Account.
(iii) The applications made by retiring employees of SBI for becoming members /
beneficiaries for availing of medical benefits under this Trust will be subject to the
approval of their memberships by the Board of Trustees and will take effect from the date
of approval by the Board of Trustees. However, the reimbursement of medical bills
submitted by the beneficiaries will be made from the date of submission of application
alongwith bank draft at the pension paying branch/designated Zonal Office after
ratification of membership by Board of Trustees. Subscriptions/contributions which are
566
remitted by circles in respect of members and whose applications are not approved by
the Board of Trustees, shall be repaid by debiting the Corpus Account, if already credited
therein.
Explanation : “The Designated Zonal Office” for the purpose of the Trust shall mean
the Zonal Office of the Bank under whose area of operation the pension-paying branch of
the pensioner is situated.
567
Annexure 18.1
SCHEDULE OF CHARGES
S.No. Particulars (Amount

in Rs.)
General Practitioners Charges(Allopathic)
1. Consultation Charges at the clinic
A) MBBS 50
B) M.D 70
(General Physician)
2. Visit Charges for General Practitioners(MBBS) to residence of Patients
Routine Day visit 100
Night/Emergency visit 150
3. Visit Charges for Gen. Practitioners(MD) to residence of Patients
a. Routine Day visit 150
b. Night/Emergency visit 200
4.(i) (i) Specialist Consultation will be reimbursed depending upon the From 150 to
seniority/superspeciality consultation when referred by the Bank’s 200
authorized Medical Officer
From 350 to
(ii) Higher charges for very senior/superspeciality consultant will be 500
considered on merits of each case
NOTE: Follow up charges for same illness for 2 or 3 consultation with in

a reasonable period will be 50% of the first consultation fee. In no case
full consultation fee will be charged for the same disease within a month
HOMEOPATHY
1 First consultation(by Doctor holding recognize qualification) and 50
registration.
2 Consultation for highly qualified/Post Graduate Homeopathic 70
3 Medicine charges as considered reasonable and registration 75 per week
AURVEDIC
i) First examination by recognized degree holders and registration 50
ii) Consultation for highly qualified/Post graduate aurvedic consultation 70
Medicines
iii) Medicines charges as considered reasonable registration should be
purchased
from Chemist
NATUROPATHY
Consultation Charges Treatment will
be considered
for
reimbursement
if taken from
Approved
Govt.
Institutions as
per (Circular
PER/18 of
568
1993
Bed/Room Charges
For Chandigarh, Ludhiana, Jalandhar, Amritsar, Shimla, Jammu,

Rohtak, Karnal, Srinagar
Ordinary Room Scale I to II Ordinary Room of PGI 500 to 650

Delux Room Scale III to IV VIP Room of PGI 650 to 900
Scale V & above 900 to 1200
For Other Distrcits/Centres

Scale I to II 400 to 500
Scale III & IV 550 to 750
Scale V & above 750 to 900
569
Annexure 18.1(i)
LIST OF CHARGES FOR SURGICAL OPERATIONS
Note: Charges are permitted for Consultant Surgeons only and not for G.P.S.
S.NO Grades of Operation Charges

(in Rupees)
SCALE
Grade V I & II III & IV V & ABOVE
1 Minor Operation 400-600 500-700 600-800
Under L.A. (Operation
Charges)
2 Minor Surgery under G.A 500-1000 600-1200 800-1500
(Operation Charges)
3 Anesthesia (G.A.) 400 500 800
4 Theater Charges 400 500 800
Grade IV or
Intermediate Operation
1 Operation Charges 2000-3500 3000-4500 3500-6000
2 Anesthesia (G.A) 700-1100 1000-1400 1400-1800
3 Theater per hour 700-1100 1000-1400 1400-1800
Grade III or
Major Operation
2 Anesthesia (G.A) 1000-1500 1500-1800 1800-3500
3 Theater per hour 1000-1500 1500-1800 1800-3500
Grade II or
Major Plus
2 Anesthesia(G.A) 1400-2100 1800-2500 2000-3000
3 Theater per hour 1400-2100 1800-2500 2000-3000
Grade I or
Super Major
2 Anesthesia (G.A) 2500-4000 3000-5000 4000-6000
3 Theater per hour 3000-4000 3000-5000 4000-6000
570
Annexure 18.1(ii)
SCHEDULE OF CHARGES
S.NO Dentistry (B.D.S) and charges (FOR RETAINERSHIP ONLY) Charges in

(Rupees)
1 XRAY
One Intra Oral File 50
2 MINOR ORAL SURGERY
i) Extraction under L.A 50

ii) Impacted Tooth 300
iii) Lensing Abscess 50
iv) Alveolactomy Minor 150
v) Alveolactomy Major 250
vi) Gingivectomy Full Mouth 400
vii) Apicectomy per Tooth 250
viii) Sub Gingival Curettage (per Segment) 150
3 Conservative Treatment
i) Temporary Filling 50
ii) One Surface Silver Filling 75
iii) Two Surface Silver Filling 150
iv) Synthetic Porcelein Filling 150
v) Root Canal treatment per tooth 150
vi) Scaling (Full Mouth) 250
vii) Composite Filling or Glass Inomor 150
Note: Charges For Specialty Dental Treatment To Be Undertaken By MDS Dentists only
Officials will take consultation for undernoted specialties only after referred by Bank’s authroised
Dentists. Officials will undertake treatment from concerned specialists only (e.g orthodontic
treatment will be reimbursed only if treatment taken from MDS Orthodontic and referred by
Bank’s authroised Dentist)
S.NO Charges for Radiology, Diagnosis, treatment plan and procedure BDS MDS
i) Consultation 50 70
ii) Xrays (intra oral perispical) 50 50-70
Range in charges has been given as per the nature and size of filling
and surgical procedures implicated.
Conservative dentistry
i) Restoration (per filling)

a) Temporary filling with Kalpinol Cement 50 100
b) Silver Analgan restoration 200 250
c) Silicate Cement restoration 150 180
571
d) Composite restoration
i) Full labial 300 400
ii) Incinor margin with pin support
iii) Composite Crown
e) Silver analgan core building with or without support 350 400

Glass Ionomer Restoration 200 250
Crowns
a) Acrylic Jacket 250 450

b) Porcelain Jacket 1700 2000
c) Temporary Crowns
i) Anterior
ii) Posterior 150 200
Crown (Metal)
i) Nickle Chrome Crown 650 800

ii) Virallium Crown 500 700
iii) White Metal (Bego) crown 600 800
iv) With technique Alloy 400 500
v) Acid Etclaved Metal Unit 550 800
Bridges
Charges will be unit wise one unit one crown - -
ENDODONTICS
Root Canal treatment (per tooth)

i) Anterior tooth (canine to canine) 400 550
ii) Posterior tooth (premolars) per tooth 450 550
(Molars) per tooth 400 500
iii) Pulpotomy (per tooth) 200 250
iv) Pulp Capping (per tooth) 90 110
Surgical
i) Apisectomy Anterior or Posterior tooth 450 600
ii) Reimplantation 500 600
iii) Hemisaction 450 600
iv) Endodontic implant 450 600
Orthodontics (Treatment to be taken from orthodontist (MDS)
i) Extraction Case
Treatment period 18 to 24 months 12000
ii) Non Extraction case treatment period 10 to 15 months 10000
iii) Retention plate or simple orthodontic correction plate 500
Maxillofacial & Oral Surgery
i) Extraction One tooth 80 100

ii) Surgical extraction 200 300
572
iii) Surgical extraction impacted tooth 500 600
iv) Alvoolectomy one quadrant 500 600
v) Apicectomy one tooth 500 600
vi) Excision of flap pericoronal 250 350
vii) Frenectomy 250 400
viii) Surgical exposure of tooth 300 450
ix) Interdental wiring & splinting 400 500
x) Bite plates 550 750
xi) Treatment of dry socket 250 300
xii) Minor Oral Surgery Cysts, Granulomes, Residual infection 300 400
Mucocele, Epulis etc
xiii) Per dressing 15 20
PERIDONTIA
i) Scaling and Proohylaxix 300 400

ii) Sub Lingual Curetage
a) per tooth 70 100

b) quadrant 200 300
iii) Gingivoplasty
a) quadrant 500 600

b) full mouth 1200 1500
iv) Gingivectomy
a) quadrant 600 600

v) Flap Operation
a) quadrant 500 600

vi) Papillectomy (per quadrant) 150 300

vii) Soft Tissue Graft (per operation) 300 600
viii) Osteoplasty (per quadrant) 300 600
ROOT AMPUTATION
(post root canal filling)
Occlusal Adjustment 80 100

Bone Graft 300 400
Treatment for sensitivity of tooth after gum recession (per quadrant) 150 200
Pedodontia
i) Metal Crowns (performed) 150 300

ii) Flourodition (per quadrant) 100 200
iii) Fissure sealing (per tooth) 100 150
573
General Anesthesia
For procedure under G.A and additional charges will be levied according to the duration.
Before undertaking any of the specialty Dental treatment, prior submission of Estimate of charges
from the Dental Consultant and approval thereof is absolutely essential.
Specialty Dental Treatment like inlays, crowns, permitted only after submission of a detailed
certificate from the consultant, Dental Surgeon that such procedure is absolutely essential and
prevention of a particular disease process and that without such treatment the General Health of
the patient will be adversely affected in the long run due to reasons to be given in each case
574
Annexure 18.1 (iii)
TOTAL CHARGES OR IN SOME CASES PACKAGE DEAL CHARGES FOR MAJOR

SURGERIES & PROCEDURES LIKE ANGIOGRAPHY ETC. AT DIFFERENT CENTRES
(AMOUNT IN RS.)
S. OPERATION: MUMBAI DELHI CHENNAI CALCUTTA BANGLORE AVERAGE
NO TEST MAXIMUM
PERMISSIBLE
CHARGES AT
METRO CITIES
1. Coronary 12000/- to 13000/- to 13000/- to 13000/- to 8000/- to 12000/- to
Angiography 16000/- 16000/- 16000/- 16000/- 10000/- 16000/- in
Banglore Rs.
8000/- to
10,000/-
2. Muga or Thallium 5000/- to Upto Upto 6500/- 6500/- 6500/- 5000/- to
Scan 6500/- 6500/- 6500/-
3. Balloon 85000/- to 85000/- to 85000/- to 85000/- to 50000/- to 85000/- to
Angioplasty 95000/- 95000/- 95000/- 95000/- 60000/- 95000/-
including cost of except
Ballon Bangalore
60000/-
complex with 150000/- 140000/- 140000/- 140000/- 105000/- 140000/- to

Stent and Ballon to to to to to 155000/-
155000/- 150000/- 150000/- 150000/- 115000/- except in
Banglore
130000/-
Angioplasty with 130000/- 130000/- 130000/- 130000/- 110000/- 130000/-

Rotablator except in
Banglore
110000/-
4 Balloon 65000/- 70000/- 65000/- 65000/- 25000/- 65000/- to
Valvuloplasty 70000/- in
Banglore
25000/-
5. Renal Transplant 100000/- 125000/- 125000/- SMO has to work out with 100000/- to
(including 14 to to to Hospitals on similar lines 140000/-
days stay of 140000/- 140000/- 140000/-
recipient and 7
days stay of
donor
6 Lithotrypsy 15000/- to 15000/- to 15000/- SMO has to 15000/- to 15000/- to
For multiple 17000/- 17000/- to work out 17000/- 17000/-
sittings of single 17000/-
upto
1 cm
FOR ALL METRO CENTRES
SCALE I & II SCALE III & IV SCALE V & ABOVE
7. C.A.B.G(Coronary
Artery Bypass Grafting) 120000/ to 125000/- to 150000/- to
575
130000/- 150000/- 200000/-
8. Open Heart Surgery for

Valve replacement same as above + cost of valve Rs. 25000/- to 30000/-
576
ANNEXURE 18.1(iv)
GRADATION OF OPERATIONS
SURGEONS FEES APPLICABLE ONLY TO CONSULTANT SURGEONS AND NOT G.P.
GENERAL SURGERY
GRADE V (MINOR) GRADE IV (INTERMEDIATE)
-CLW suturing -Multiple CLW

-Foreign body subcutaneous -Tumour of muscle/tendon
-Biopsy of Skin, Gland, muscle -F.B. of muscle/tendon
-Excision ganglion, scar, buses -Wide excision of malignant skin
-Excision of Superficial Tumour/Cyst -Lipectomy
-Excision of Wart/Keloid -Parcial glossectomy
-Evacuation of superficial haematoma -Excision multiple Lymph nodes
-Circumcision (Gen.) -Excision breat lump
-Secondary suturing -Varicocele
-Scraping ulcer -Hydrocoele
-Sphincterotomy/banding piles -Orchidectomy
-Fissurectomy
-Open operation for piles and biding of piles
-Suturing burst abdomen
GRADE III (MAJOR) GRADE II (MAJOR PLUS)
-Excision of submandibalar salivary glands -Block dissection of lymphglands

-Simple mastectomy -Total thyroidectomy
-Bilateral Hydrocoele -Bilateral partial/subtotal thyroidectomy
-Bilateral Varicocoele -Radical mastectomy
-Fistulectomy -Common Bile duct exploration
-Excision of pilonidal sinus -Choledochoje junostomy
-Varicose veins -Partial gastrectomy
-Orchidoplexy -Hemi/partial colectomy
-Excision of tumour & skin grafting -Anterior resections
-Partial parotidectomy -Small intestinal resection
-Hemithyroidectomy -Multiple organ injuries
-Laparatomy for traumatic abdomen -Excision of Retroperitoneal tumour
-Appendicectomy -Abdominal repair of rectal prolapse
-Splenectomy -Parathyroid surgery
-Cholecystectomy -Achelacia Cardia
-Gastrostomy -Hiatus Hernia
-Pancreatic cyst/abscess -Excision of liver tumour
-Inquinal/femoral/paraumbilical Hernia GRADE I (SUPER MAJOR)
-Repair of fecal fistula
-Entero enterostomy -Portal Hypertension
-Sticturoplasty -Total thyroidectomy with block dissection
-Henimandibulectomy
-Abdominoperineal resection
-Total gastrectomy
-Oerophaged resection
-Partial/total panevatectomy
-Pancreatrico-jejunoctomy
-Total Colectomy
577
-Hepatic lobectomy
GYNAECOLOGY & OBSTETRICS
MINOR (GRADE V) GRADE IV (INTERMEDIATE)
-Simple vulvectomy -Tupoplasty

-Adhesiolysis -Operative laparoscopy
-Trachleorrhapy for stress incontinuence -Anterior and post repair
-Diagnostic laparoscopy -Myourectomy
-Culdoscopy, Colpotomy -Hysterotomy
-Excision Bartholin cyst -Ovarian wedge resection
-Valval biopsy -Ventralsuspension
-Endometrial Biopsy -Posterior repair
-Conterisation of Cx -Mid cavity forceps
-Dilatation & Curettage
-Tubal ligation
-Hysterosalpingography (Gyanec Charges)
-Low forceps
GRADE II (MAJOR PLUS)
GRADE III (MAJOR)
Wertheim’s operation
-Operation for vesicovaginal & rectovaginal
fistulae Panhysterectomy and omsentectomy + Lymph
-Addominal Hysterectomy gland removal Internal iliac ligation
-Vaginal Hysterectomy
-Fothergill’s Operation
-Mayoward hysterectomy
-Hysteroplasty
-Ovarian cystectomy
-Repair of complete perineal tear
-Ceasarian Section
ORTHOPAEDIC
GRADE V (MINOR) GRADE IV ( INTERMEDIATE)
-Skin grafting of wounds -Arthroscopic Surgery

-Diagnostic arthroscopy -Corrective osteotomies
-Biopsy and curettage -Release of contractures by open surgery
-Repair of soft tissue wound under G.A -Removal of implants
-Plasters under G.A -Closed manipulation & plaster under G.A
-All procedures done without G.A., e.g.
(Closed reduction of fractures & dislocations
of Elbow, Ankle, Shoulder (minor) and of
collar bone, lower jaw, wrist (very minor)
GRADE III (MAJOR)
-Disc surgery with anterior fusions

-Tuberculosis and infections of spine
-Non union and delayed union with bone
grafting, fixations
-Surgery in limb fractures with soft tissue
578
injuries
-HIP operation for fracture and dislocation
-Operative reduction and fixation of fractures
-Plaster jackets
-Release of entrapments under G.A.
GRADE II (MAJOR PLUS)
-Total joint replacement

-Spine surgery with instrumentation
-Disc surgery with fusions
-Internal fixation of multiple fractures
-Amputations
-Bone tumour management
E.N.T.
MINOR OPERATION, EAR, NOSE & THROAT-GRADE (V)
EAR NOSE
-Myringotomy -A.P
-Wax granuloma -I.D of Abscess
-Auroplasty -Cauterisation of In. Turbinate
-I.D of furuncle abscess -Littles area of cauterization
-Piercing of Earlobel -Nasal Biopsy
-Removal of F.B.
NECK THROAT
-Lymphnode Biopsy -Biopsy throat

-I& D of peritonial abscess
-Post Tonsilectomy bleeding
-Uvulectomy
-Removal of F.B
-Cautery pharyngeal granules
INTERMEDIATE OPERATION E.N.T (IV)
EAR NECK
-Groment ensetion -Tracheostomy

-Bronochoscopy
NOSE -Oesophagoscopy
-D.L. Scopy
-S.M.R -M.L.S & Biopsy
-Polypectomy
-Acrylic grafting
THROAT
-Tonsillectomy
-Adenoidectomy
-Tonsillectomy with adenoidectomy
579
MAJOR OPERATIONS E.N.T GRADE III
EAR NECK
-Myringo plasty -Submandibular Gland Excision

-Tympanopasty -Thyroglossal Fistula
-Mastoidectomy -Bronchial sinus
-Stapedectomy
NOSE
-Caidwell Luc operation

-Ethmoidectomy
-Vidion Neuretomy
-Rhinosporidosisy
-Rhinoplasty
MAJOR PLUS OPERATIONS E.N.T GRADE II
EAR NECK
-Facial decompression -Laryingopharynegectomy

-Labyrinthectomy -Block dissection
-Total Thyroidectomy
NOSE -Partial/subtotal thyroidectomy
-Maxillectomy THROAT
-Excision of Nasopharynx Fibrosis
-Excision of Ethamiod carcinoma Clift palate
-All cancer surgeries of Head and Neck
SUPER MAJOR OPERATION E.N.T GRADE I
EAR NECK
NIL -Total thyroid with block dissection

-Hemimandibulectomy
NOSE -Laryngo pharyngectomy with block dissection
-Cochlear Implant surgery
NIL -Removal of Acoustic Neuromas
THROAT
NIL
580
NEURO SURGERY
GRADE I (SUPER MAJOR) GRADE II (MAJOR PLUS)

-Craniotomies -Subtemporal decompression & other
-Intramedullary spinal tumour & compression craniotomies
-Transnasal hypophyseal surgery for Macro -Cranioplasty
& Micro adenomas -Operation for depressed fracture of skull
-Stereotaxic Surgery -Decompressive laminectomies for stenosis, disc
etc.
GRADE III (MAJOR) -Decompressive carpal tunnel and other nerves
surgery
Carotid ligation and Thromboembolectomy
Chemical lysis of Trigeminal nerve
GRADE IV (INTERMEDIATE)
-Burrholes
-Skull traction
CARDIOTHORACIC SURGERY
-Tube thoractomy -Bronchoscopy

-Pleural tapping -Removal of sternal wires
-Pericardiocentesis
-Lobectomy and Pneumonectomy Reconstruction of trachea

-Removal of Mediastinal mass Repair of chest wall
-Pleurectomy Resection of oesophagus
-Repair of Diaphramgamtic hernia Closed heart valvotomy
-Segmental resection of lung Repair of patent ductus
-Embolectomy Coarctation operation
-Decortication Pacemaker implantation
-Venous thrombectomy Pericardiectomy
-Ligation and stripping of varicose veins B.T Shunt
-Ligation or plication of Vena-Cava Resection of thoracic and abdominal aneurism
Aortofemoral Bypass
Carotid Endarterectomy
Sheunt operation for oesophageal varices
GRADE I (SUPER MAJOR)
All open heart operations including “Coronary

Bypass” and “Congenital, valular single or double
valve replacement.”
581
OPHTHALMIC
-Removal of F.B. -Keratoplasty

-Plosis -Lensectomy with Vitrectomy
-Catraract -Vitreotomy
-Pterygium -Squint
-Anterier chamber washout -Capsulectomy
-Entropion -Iridectomy
-Ectropion -Sac exicision
-Removal of sutures/fundoscopy
-Chalazion
-Cauterization of corneal ulcer
-Glaucoma surgery -Retinal Detachment

-Prophylectic cryopexy of retina -Evisceration
-Cyclocryopexy -Enucleation
-Cataract with I.O. Implant
UROLOGY OPERATIONS
MINOR OPERATIONS (GRADE-V) INTERMEDIATE OPERATIONS (GRADE-IV)
-Catheterisation -Percutaneous nephrostomy (PCN)

-Urethral dilatation -Drainage of perinephric abscess
-S.P Cystostomy -Cystoscopy + RPG
-Prostatic biopsy -Cystoscopy + biopsy
-Drainage of prostatic abscess -Cystolitholopexy
-Meatotomy -Circumcission
-Drainage of periurethral phlegmon -Exraction of urenthral calculi
-Drainage of scrotal abscesses -Testicular biopsy
-A.V Shunt -Vasectomy
-Cystoscopy -Surgery for hydrocoele
-Surgery for varicocoele
-A.V. fistula
-Meatoplasty
-Cystolithotomy
MAJOR OPERATIONS (GRADE-III)
-Extended Pyelolithotomy MAJOR PLUS OPERATIONS (GRADE-II)

-V.V.F. repair
-(simple) Nephrectomy -Unilateral adrenal surgery
-Pyelolithotomy -Nephroureterectomy
-Nephrolithotomy -P.C.N/Uretero-renoscopic surgery
-Operations for renal cysts -Partial nephrectomy
582
-Ureterlithotomy -Bowel replacement of ureter
-Stone basketing -Ileal conduit
-Ureterectomy -Urinary undiversion
-Cutaneous Ureterostomy/Ilecourreterostomy -Donor Nephrectomy
-Uretero neo cystostomy -Radical nephrectomy
-PUJ reconstruction -Surgery for post-prostatectomy incontinence
-Surgery for R.P.F. -Total penectomy
-TUR bladder tumour -Radical inguinal lymphadenectomy
-Partial cystectomy
-Partial amputation of penis SUPER MAJOR OPERATION (GRADE-I)
-Divertionlectomy
-TUR P/1 -Bilateral Adrenal Surgery
-Open Prostatectomy -Bench Surgery for kidney
-TU/Open surgery on bladder neck -Renovascular Surgery
-Staged urethroplasty -Total cystectomy and urinary diversion
-Optical urethretomy -Kidney Transplantation
-Repair of hypospadias -Augmentation cystoplasty
-Repair of Epispadias
-Resection of post urethral valves
-Urethrectomy
-Epiditymectomy/orchidectomy
-V-V/V-E anastomosis
-Orchiopexy
-Cystoscopy with Teflon Injection for v-u reflux
-Repair of UVF (Uretero-vaginal fistula)
-Surgery for stress incontinence/cystocoele
-Uretero-uretoerostomy
-Uretero colic anastomosis
-Penile prosthesis
PAEDIATRIC SURGERY
SUPER MAJOR OPERATIONS (GRADE I) MAJOR PLUS OPERATIONS (GRADE II)
-Exophalos Major -Myelomeningocoele

-Intestinal Atresia -Ventriculo Atrial Peritoneal Shunts
-Diaphragmatic Hernia -Pyeloplasty and Renal procedure
-Tracheo Oesophageal fistula -Abdominal tumours
-Cystic Hygroma Fistula -Intestinal Resections
-Biliary Atresia -Multiple organ injuries
-Choledochal Cyst -Achalasia cardia
-Thoracotomy -Hiatus Herbia
-Pectus Excavatum -Hydatid Cysts
-Ectopia Vesicae -Biliary surgery
-One stage Hypospadius Correction
-Adomino Perineal Pull Through INTERMEDIATE OPERATIONS (GRADE IV)
-Ureteric Reimplantation
-Portal Hypertension -Diagnostic scopies
-Hepatic Lobectomy -Ranula
-Circumscision
MAJOR OPERATIONS (GRADE III) -Intercostal Drainage
-Liver Biopsy
Hernia Hydaocoele -Tonsilectomy
583
Orchidopexy -Rectal polyp; theirsch’s operation
-Pararectal injections
-Appendix -Incision drainage abscess
-Umbilical Hernia
-Gastrostomy MINOR OPERATIONS (GRADE V)
-Oesophageal rail road dilatation
-Colostomy -Urethral Dilatation
-Intussusception -E.U.A
-Branchial and Thyroglossal cysts -Umbilical polyp
-All scopies with procedures -Dressings
-Hypospadius -Suture removal
-Exchange transfusion -Ascitis Tap
-Suprapubic Cystolithotomy -Anal Strectching
ORAL AND MAXILLOFACIAL SURGERY
MAJOR PLUS OPERATIONS (GRADE II)
- Open reduction and fixation of fractures of the facial skeleton
-Bilateral condylectomy or osteoarthrotomy with arthroplasty for ankylosis of T.M Joints
-Orthognathic surgery for facial deformities
-Management of non unions, delayed unions and malunions of fractured facial bones with or
without bone grafting
-Oral implant surgery-multiple units
MAJOR OPERATIONS (GRADE III)
-Close reduction and fixation of fractures of the ankal skeleton.
-Unilateral condylecomy or orteoarthotomy of the T.M joint
-Capsulorraphy-for subluxation of the T.M. joint
-Neurorraphy-inferior alveolar nerve
-Oral implant surgery-single unit
-Replantation or autotransplantation of tooth
-Partial mandibulectomy, maxillectomy or peripheral osteotomy for benign tumours of the jaws
-Peripheral neurectomy for trigeminal neuralgia
-Onlay bone grafting or silastic prosthesis for depressed facial bone fractures
-Excision of fibrous bands and skin grafting for oral sumbucous fibrosis
-Closure of Oro-antral fistula with or without caldwel duc operation
-Sequestrectomy and/or saucerization for osteomyelitis of jaws
584
-Vestibuloplaslty with or without skin grafting
-Removal of impacted/embedded teeth or root tips through transalveolar approach
-Removal of multiple teeth with alveoloplasty
-Removal of multiple teeth with conservative dentistry
-Management of cystic lesions of the jaws
INTERMEDIATE OPERATION (GRADE IV)
-Apisectomy and periapical curettage
-Upper and/or lower arch alveolectomy
-Sialolithotomy-parotid and submandlibular salivary gland ducts

-Excision of mucocele/mucosa cyst/eruption cyst
-Removal of fixations
-Removal of teeth in a single quadrant with alveoloplasty and/or conservative dentistry
-Management of dento-alveolar fractures
-Conservative dentistry
MINOR OPERATIONS (GRADE V)
-C.L.W suturing
-Biopsy of oral mucosa, tongue and jaw bones
-Excision of sinus or scar tissue
-I/D abscess
-Surgery for ankyloglossia
-Frenectomy
-Secondary suturing
-Cauterizsation of intre oral soft tissue lesions
-Dilatation of salivary gland ducts
PLASTIC SURGERY
SUPER MAJOR OPERATIONS (GRADE I) INTERMEDIATE OPERATIONS (GRADE IV)

-Microvasucular Flaps
-Cranio Facial Reconstructions -Scar revision (Intermediate)
-Head and Nect Resections -Blepharoplasty, Local flaps
-Primary reconstructions -Skin Graft for small defects (procedure less
585
than 1&1/2 hour)
MAJOR PLUS OPERATION (GRADE II) MINOR OPERATIONS (GRADE V)
NIL -Scar revisions (Minor)

-Small skin graft
-Localized dermabrassions
MAJOR OPERATION (GRADE III) -Various dressing
-Scar Revision (Major)

-Cleft lip and palate
-Hypespadias, Epispadias, etc.
-Post burn contractures, etc.
-Full face dermabrasion
-Rhinoplasty
-Mammoplasty
-Red sores
-Various distant flaps
-T.M. joint ankylosis
-Prognathism, etc.
-Congenital deformities of hand, syndactily, etc.
-Gynaecomastia
-Local flaps (Lasting for 2 or more hours)
-Skin Graft (for extensive defect procedure
more than 1 & ½ hour
-Verve and Tendon Repair
GASTROENTEROLOGY
INTERMEDIATE OPERATIONS (GRADE IV)
-EGD Scopy with biopsy
-Colonoscopy with biopsy
-Ileoscopy with biopsy
-Jejunoscopy with biopsy
-Peritonioscopy with liver biopsy
-E.R.C.P.
-Endoscopic Sclerotherapy
-Endoscopic Polypectomy
-Endoscopic Sphincterotomy
-Endoscopic billiary endoprosthesis
-Endoscopic balloon dilation of stenotic lesions of the G.I Tract
-Endoscopic foreign body removal
MINOR OPERATIONS (GRADE V)
586
-Ascites tapping
-Percutaneous liver biopsy
587
ANNEXURE 18.2
List of hospitals recognised under Central Government Health Scheme
--------------------------------------------------------------------------------------------------------------------------------------
-
Government Hospitals Private Hospitals
--------------------------------------------------------------------------------------------------------------------------------------
-
1. DELHI (For maternity cases only)
1. Dr. R.M.L. Hospital 1. Dr. B.L. Kapur Memori-

2. Safdarjang Hospital al Hospital, Pusa Road
3. Smt.Sucheta Kriplani Hospital 2. St.Stephen's Hospital,
(Only for maternity and for Tees Hazari.
staff working in the Hospital) 3. Kasturba Hospital, Nr.
4. CGHS Maternity and Gynae Jama Masjid.
Hospital, R.K. Puram. 4. Girdhari Lal Maternity
5. CGHS Maternity Centre, Hospital, Opposite
Srinivaspuri. Kamla Market, Ajmeri
6. CGHS Maternity Centre, Gate
Kalkaji. 5. Delhi Neurological
7. All centres under New Delhi Research Centre (for
Municipal Committee (only CT Scan )(for TB only)
for maternity cases) 6. Lala Ram Swaroop TB
8. All centres under Municipal Hospital, Mehrauli.
Corporation of Delhi (only 7. Rajaan Babu TB Hospi-
for maternity cases) tal, Kingsway Camp.
9. Badshah Khan Hospital, 8. Escorts Heart Institu-
Faridabad te (for by-pass
surgery).
9. Batra Hospital.
10. Natural Heart Institu-
te (for general cases)
11. Narinder Mohan Hospi-
tal, Mohan Nagar,
Ghaziabad.
2. AHMEDABAD
1. Government Civil Hospital

2. Government Mental Hospital
3. Government TB Hospital
4. Government Dental Hospital
5. Shri M.P. Shah Cancer Hospital
(Government aided)
3. ALLAHABAD
1. S.R.N. Hospital
2. M.L.N. Hospital
3. M.D. Eye Hospital
4. Dufferin Hospital
5. T.B. Sapru Hospital
6. Kamala Nehru Memorial
588
Hospital
7. S.N. Children Hospital
--------------------------------------------------------------------------------------------------------------------------------------
-
--------------------------------------------------------------------------------------------------------------------------------------
-
4. BANGALORE
1. Bowring and Lady C

2. Central Leprosarium, Magadi
Road
3. HSIS Gosha Hospital,
Taskar Town
4. Isolation Hospital,
Old Madras Road.
5. Lady Willingdon and TB
Demonstration Training Centre,
K.G. Road.
6. Minto Ophthalmic Hospital
Albert Victoria Road.
7. SDS Sanatorium, Hosur Road.
8. T.B. Sanatorium, Old Madras
Road.
9. Vani Vilas Hospital, Krish-
narajendra Road.
10. Victoria Hospital
11. Shri Jayachamarajendra
Institute of Indian Medicine,
Tank Bund Road.
5. MUMBAI
1. J.J. Hospital 1. Bombay Hospital

2. St.George Hospital 2. Nanavati Hospital
3. G.T. Hospital 3. Radhibai Vatumull
4. Cama Alblese Hospital Sanatorium
5. N.M. Mental Hospital 4. Sarvodya Hospital
6. Municipal Hospitals (three) 5. Tata Memorial Hospital
7. Railway Hospital 6. Children Orthopaedic
8. Naval Hospital Hospital
7. National Hospital
8. Mangal Anand Hospital
589
--------------------------------------------------------------------------------------------------------------------------------------
-
--------------------------------------------------------------------------------------------------------------------------------------
-
8. Naval Hospital 6. Children Orthopaedic Hospital
7. National Hospital
8. Mangal Anand Hospital
6. CALCUTTA
1. S.S.K.M. Hospital 1. Bahala Hospital
2. Medical College and Hospital 2. Ramakrishna Mission Seva Pratishthan
3. N.R.S. Medical College and Hospital 3. Lumbini Park Mental Hospital
4. R.G. Kar Medical College and Hospital. 4. Belle Vue Clinic
5. Polyclinic at Subushan Hospital. 5. Heart Care Centre
6. Diagnostic and Research Centre 6. East India Clinic
7. National Medical College
7. K.S. Roy, T.B. Hospital
7. HYDERABAD
1. Osmania General Hospital 1 C.C. Shroff Hospital
2. Gandhi Medical Hospital 2 Sagarlal MemorialHospital
Secunderabad. 3 Sai Ram Hospital
3. E.N.T. Hospital 4. Sharvana Nursing Home
4. Quarantine Fever Hospital
5. Govt. Maternity Hospital
6. Nizam Orthopaedic Hospital
7. Niloufer Hospital
8. Mental Hospital
9. Cancer Hospital
10. Osmania Dental College
11. T.B. Hospital
12. Sarojini Eye Hospital
13. Govt. Ayurvedic Hospital
14. Govt. Unani Hospital
8. JAIPUR
1. Indian Red Cross Society 1. S.M.D. Hospital
Polyclinic (for tests only)
2. S.M.S. ZananaT.B. and
Mental Hospital.
9. KANPUR
1. L.L.R. Hospital
590
2. U.I.S.E. Hospital
3. U.H.M. Hospital
4. A.H.M. Hospital
5. K.P.M. Hospital
6. M.I. Chest Hospital
7. J.K. Cancer Institute
8. L.L.R. Cardiology Institute
--------------------------------------------------------------------------------------------------------------------------------------
-
--------------------------------------------------------------------------------------------------------------------------------------
-
10. LUCKNOW
1. Civil Hospital 1. Ramakrishna Mission Vivekananda
2. Balrampur Hospital Polyclinic
3. Medical College Hospital 2. U.P. Medical Center ( for CT scan)
11. CHENNAI
1. Govt. Stanley Medical College 1. Public Health Centre
Hospital 2. Andhra Mahila Sabha Nursing Home
2. Govt. Kilpauk Medical College 3. Cancer Institute
Hospital
3. Govt. General Hospital
4. Govt. Royapettah Hospital
5. Govt. Mental Hospital
6. Govt. Ophthalmic Hospital
7. Govt. R.S.R.M.Hospital
8. Govt. Kasturba Gandhi Hospital
9. Govt. Thiruvatterswarar T.B. Hospital
10. Govt. T.B. Sanatorium, Tambaram
11. Govt. Chest Institute’s Tuberculosis
Demonstration and Training Centre, Chetput
12. Institute of Obstetric and Gynaecology and
Hospital for Women and Children
13. Institute of Child Health and Hospital for
Children
14. Govt. Homoeopathic Medical College and Hospital.
15. Govt. Peripheral Hospital, K.K. Nagar.
12. MEERUT
1. PL. Sharma Hospital
2. Medical College Hospital.
3. Dufferin Hospital.
13. NAGPUR
2.
3. 591
4.
1. Medical College Hospital Mayo General
Hospital Dental College and Hospital 1. M ure M em orial Hospital
Mental Hospital 2. Matru Sew a Sangh M ater nity Hospital.
3. G opikrishna Toori Neurological Clinic.
4. R ashtra Sant Tukdoji C ancer Hospital
5. Nagpur N eurological Research C entre (for C T Scan)
14. PATNA
Patna Medical College and 1. Kurjee Holy Family Hospital.
Hospital
2. Nalanda Medical College and
Hospital.
3. Patna City Govt. Hospital
4.
Rajendranagar Hospital.
-------------------------------------------------------------------------------------------------------------------------------------------
-------------------------------------------------------------------------------------------------------------------------------------------
15. PUNE
1. Sassoon General Hospital 1. K .E .M H o sp ita l
2. A m id C h e s t H o s p ita l 2. Ruby Hall Clinic
3. Mental Hospital, Yerwada 3. Hardikar Hospital
4. N.M.Wadia Hospital
5. Sencheti Hospital
6. Joshi Hospital
7. Sharda Clinic
8. Colony Nursing Home
9. Sanjeevan Hospital
10. Pune Hospital and
Research Centre.
11. Nature cure Institute, Urli Kanchan
16. REFERRAL HOSPITALS (with approval of Director, CGHS)
1. All India Institute of Medical Science, New Delhi

2. G.B. Pant Hospital, New Delhi
17. SPECIALISED HOSPITALS (with approval of Director, CGHS)
1. Tata Memorial Hospital, Mumbai

2. C.M.C. Vellore (for Neurology)
3. Mental Hospital, Ranchi (Bihar)
4. Eye Hospital, Sitapur (U.P.)
5. Railway Hospital,Perambur
592
Annexure 18.3
Application for Reimbursement of Medical Expenses Incurred in Respect of a

Supervising Official and/or Member(s) of his Family
From___________________________Memorandum_____________________
_______________________________ To______________________________
_______________________________ ________________________________
No.____________________________ ________________________________
Date___________________________ _________________________________
1. Name & Designation :

2. Residential Address :
3. Whether Expenditure claimed is for :
his/her personal illness, if yes state
nature of ailment also
4. Name of the Doctor and his full address :
5. Particulars with dates of leave granted if any :
6. Give following particulars if reimbursement :

Is claimed in respect of dependent family
Members
___________________________________________________________________________
NAME RELATIONSHIP AGE NAME OF AILMENT
__________________________________________________________________________
__________________________________________________________________________
Details of Expenditure (Prescriptions and supporting vouchers to be attached)
Date Chemist/Doctor Bill/Cash Amount

Memo No. Rupees
----------------------------------------------------------------------------------------------------------------------------
------------
Total
- -----------
Less 25% in case of family
Total reimbursement claimed
Total to pay ________
593
I certify that the expenses as detailed above were actually incurred by me for myself/member(s) of
my family fully dependent on me. Further certified that I have not received nor am I entitled to any
reimbursement or contribution towards such expenses under a personal accident policy or under
any claim in respect of an accident or from any other source. I also certify that dependent parent(s)
in respect of whom the reimbursement is being claimed ordinarily reside(s) with me and my other
brothers and sisters working in the Bank have not claimed /are not claiming reimbursement of such
expenses.
(Signature of official)
The bill(s) has/have been scrutinized by me in terms of the instructions contained in H.O
Circular Memorandum No. 82 and Br. No. 246 of 1966. I confirm that the bill(s) is/are in
conformity with the various provision of the scheme for medical benefits for Supervising Staff
and recommended that it/these may be passed for payment.
Head of Department
The claim for treatment for self and members of family should be submitted with separate
memorandum. Please note that nature of ailment and other particulars invariably incorporated in
the above memorandum.
Pay Rs.
Cheque No.__________
Paid on_____________ Branch Manager/Asstt. General Manager
Account No._________
Amount____________
Branch Manager/
_______________________________________________________________________
To be submitted in Triplicate-Original and Duplicate to be forwarded with the supporting bills and
receipts where the bill is to be passed by the controlling authority-In cases where bills have been
passed by Branch Manager, triplicates (without the bills and receipts) to be forwarded to the
controlling authority for post audit purpose.
(Separate forms should be used for bills pertaining to self and family. If treatment has been
obtained from a practioner other than the one approved by the Bank, all the bills should be
scrutinised and countersigned by the Bank's approved doctor.)
594
ANNEXURE – 18.4
SERIOUS DISEASES TO BE CONSIDERED IN TERMS OF PARA 18.2 (a+b)
1. Cerebral Malaria
2. Epilepsy if there is 'Status Expilepticus'
3. Non-alcoholic Cirrhosis of Liver
4. Haemophilia
5. Purpura
6. Thalassaemea
7. Typhoid with complications like
i) Intestinal Perforation or intestinal obstruction
ii) Typhoid psychosis or brain damage
8. Parkinson's disease
9. Cancer
10. Accidents of a serious nature
11. Cardiac ailments
12 Kidney diseases
13. Paralysis
14. Cerebral Palsy
15. AIDS
16. Multiple Sclerosis
17. Meningitis
18. Perforated Duodenal Ulcer
19. Bleeding Oesophageal Varices
20. Acute Peritonitis
21. Intususception
22. Strangulated Inguinal Hernia
23. Arthritis
595
ANNEXURE – 18.5
CIRCLE
REIMBURSEMENT OF ADDITONAL MEDICAL EXPENSES
1 Name of the officer :

2 Grade :
3 Name of the family member for whom claim has been
submitted by the officer and his/her relationship with the
officer *
:
4 Particulars of treatment
(a) Nature of the disease :
(b) Period of Hospitalisation :
(c) Period of domiciliary treatment of each stage of pre
and post hospitalisation treatment considered for
additional reimbursement
:
5 Details of expenses
Particular Actual Amount Amount already

medical admissible for reimbursed
expenses reimbursement as per {i.e. 75%
incurred charges fixed for the of (3)} **
Centre
(1) (2) (3) (4)
(i) Hospitalisation expenses/ Bed

charges ***
(ii) Lab tests/ `

Investigations
(iii) Medicines
and drugs
(iv) Doctors'
Consultation
fee
(v) Other expenses

(please specify)
Total {(i) to (v)}
* In case of parent of the officer, the LHO should confirm that he/ she resides with and is wholly
dependent on the officer concerned.
** 75% of the admissible amount given at (3) is reimbursable.
*** Bed charges should be as per the entitlement of the officer concerned at the centre where
the treatment was taken.
7. Financial condition of the officer in terms of the latest statement of assets and liabilities as on
31st March, 2003 :
596
a) Liquid assets viz.
(i) balance in bank accounts :

(ii) investment in NSCs, PPF, LIC, PLI, shares, etc.:
b) Loans :
c) Cash surplus :
7. a) Whether spouse of the officer is employed? : Yes/No

b) If yes, name of his/ her employer, designation and
monthly income :
c) His/ her medical expenses entitlement :
8. In case of hospitalization of dependent parent, employment status and income of brother (s) of
theofficer :
9. Amount of additional reimbursement
(a) Total amount of admissible/eligible

expenses
:
(b) (i) 75% of (a) upto Rs 50,000/
Rs 1,00,000 :
(ii) 85% of (a) in excess of Rs 50,000 but

upto Rs 1,00,000
:
(iii) 95% of (a) in excess of Rs 1,00,000/-
:
(iv) Total of (i) to (iii) :
(c) Amount already reimbursed :
(d) Additional reimbursement recommended [b(iv)-c]

:
We have examined the request of the officer for additional reimbursement in accordance with
paragraph 2(d) of Corporate Centre Circular letter no. CDO/PM/16/CIR/39 dated the 27 th June, 2003,
and are satisfied that he/ she is facing financial hardship on account of the above medical expenses.
We, therefore, recommend that Shri ___________________________________ be sanctioned
additional reimbursement of medical expenses amounting to Rs _________________.
Place :
Date CHIEF GENERAL MANGER
597
ANNEXURE 18.6
_____________________________________________________________________________
Date of receipt of application :
Signature of the Officer receiving the application :

_____________________________________________________________________________
THE STATE BANK OF INDIA RETIRED EMPLOYEES MEDICAL BENEFIT TRUST

(Membership-cum-Declaration Form to be used by the retired/retiring employees)
Membership No. of the Trust
to be filled at the Zonal Office)
A joint photograph of the member and spouse should be affixed in the box.
(The Branch Manager/ Head of the Department receiving the application should attest the photograph. A
copy of the photograph duly signed by the Branch Manager/ Head of the Department receiving the
application should also be enclosed with the form )
1. Name of the employee :
2. Address :
3. Provident Fund Index Number :
4. Date of Birth :
5. Date of joining the service :
6. Date of confirmation in the service :
7. Date of retirement :
8. Retired/retiring as :
9. Age as on the date of retirement :
10. Whether Rule 19(3) was invoked on :

attaining the age of retirement. If yes,
please furnish the details of the
disciplinary case, date of its conclusion
and penalty, if any imposed
11. Name of the Branch/Office from where :

retired
598
12. Whether retired/retiring on attaining the :
age of retirement/ superannuation or 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
and pension sanctioned under rule
19(iii)/22(ii) of IBI/SBI Employees’
Pension Fund Rules. If Retired on
medical grounds, copy of the report of
Medical Board constituted for the purpose
be enclosed.
13. Branch from where pension is being :

drawn/proposed to be drawn
14. Details of pension/provisionl pension :

(copy of Pension payment advise/certificate
of provisional pension should be enclosed)
: Basic Pension : Rs.
Dearness Relief : Rs.
Total : Rs
15. Proposed Plan of the Scheme/Trust :
16. Contribution payable for the Plan : Rs.
17. If currently employed/propose to take :

employment, if any, after retirement,
please state the details of the
current/proposed employer and medical
benefits available therefrom
18. (a) Name of the spouse :
(b) Date of birth of the spouse :
19. If the spouse is currently employed, :

please state the details of her/his current
employer and medical benefits available
therefrom
20. Details of invalid child/children, if any, :

who has/have been sanctioned pension for life
21 Details of Draft enclosed. : Draft No. :

Amount :
Date of draft :
Isuuing branch :
Drawn on :
Date :
Place :
(Signature of the member)
DECLARATION
599
We declare that –
(i) The particulars given above are correct.
(ii) We have read and understood the terms and conditions of the Scheme/Trust and undertake to
abide by the same.
(iii) We shall not make any false claim from the Bank under the Scheme/ Trust. In the event of our
making any false medical claim or not settling the medical bill, we are liable to forfeit the benefits
under the Scheme/Trust as also our membership to the Scheme/Trust.
(iv) We undertake to pay to the hospital all expenses in excess of our eligibility for treatment
under the Scheme/Trust and the Bank will not be liaible for any such expenses in exceess of our
eligibility. The Bank is also hereby authorised to recover our share of the medical bill from our
Pension/Family Pension/Bank Account or from the legal heirs in case this is not paid by us within
15 days of receipt of advice thereof. A copy of this authorisation is being registered with the
Trustees of the Pension Fund.
(v) We also note that in case the Board of Trustees decides to wind up the Scheme/Trust and dispose
off the contributions/income received by them in a manner deemed fit by them, we shall have no
legal claim against the Bank or the Managing Committee or the Trust.
(SIGNATURE OF THE SPOUSE) (SIGNATURE OF THE MEMBER)
Date: Date:
Branch : ___________ (Countersignature by the Branch

Code Number : ___________ Manager of the branch where
Date : ___________ pension is being drawn)
_____________________________________________________________________________
ACKNOWLEDGEMENT
(to be given to the applicant by the branch/office receiving the Form)
Received from Shri/Smt. __________________________________________________________

Membership-cum-Declaration Form (Annexure – A) of the SBI Retired Employees Medical Benefit Trust
alongwith the draft No. _____________________ dated ____________ for Rs._______________ issued
by ______________________ and drawn on_________________ for
onward submission to _________________Zonal Office.
Date ________________ Stamp of the Branch Signature of the officer

Branch ______________ receiving the Form
600
CHAPTER 19
RESIDENTIAL ACCOMMODATION
19.0 GENERAL
OSR:25(1)
i. No officer shall be entitled as of right to be provided with residential accommodation by the Bank. It
shall, however, be open to the Bank to provide residential accommodation on payment by the
officer on and from first day of November, 1999 a sum equal to 1.75% of the pay in the first stage of
the scale of pay in which he/she is placed or the standard rent for the accommodation,
whichever is less.
Provided that an officer in the Special Scale II of the Top Executive Cadre shall be provided
with free unfurnished accommodation by the Bank.
OSR:25(2)
ii. Where residential accommodation is provided by the Bank, the charges for electricity, water, gas
and conservancy shall be borne by the officer.
OSR:25(3)
iii. Wherever possible, the Bank may at its discretion provide essential furniture to eligible officers on
such scale as may be prescribed from time to time by the Managing Director or the Chairman,
subject to the recovery of a monthly rental of 0.40% of the pay in the first stage of the scale of pay
in which the officer is placed.
OSR:25(4)
iv. An officer provided with such accommodation shall vacate it, if he is transferred to another station,
on the day which he hands over charge of his appointment or if he proceeds on leave, on the day
from which his leave commences.
Provided that the competent authority may permit retention of such accommodation by the officer
for such time on such terms and conditions laid down by the Managing Director.
v. An inspecting official, if he so desires at the time of his joining Inspection Department, or within six
months from the date of joining, may be provided residence on the Bank's usual terms and
conditions at any place of his choice.
vi. An official posted in North Eastern Circle may be provided a residence on the Bank's usual terms
and conditions at any place of his choice.
Vii The facility of leased residential accommodation has also been extended to all our officers on
deputation to Regional Rural Banks. The scale of rental for such leased accommodation will
depend upon the place of their posting at non-specified centres.
19.1 ELIGIBILITY AND RENTAL CEILINGS

C.C/CDO/P&HRD-PM/70 dt. 17.03.05/LHO/CirDO/P&HRD/168 dt. 17.03.2005
All confirmed officers (including Specialist Officers governed by SBI Officers Service Rules) will be
eligible for taking accommodation on lease subject to the rental ceilings given below which will be
effective for 3 years from 1.1.2005:-
Category of Centre
601
Rs. per month
Grade/Scale Major ‘A” ‘B’ ‘C’
‘A”
Centres
SMGS-V 8500 6600 4100 3500
SMGS-IV 7800 6100 3800 3100
MMGS-III 7300 5600 3500 2900
MMGS-II 6800 5500 3300 2600
JMGS-I 6600 5100 3100 2500
Revision of rental ceiling w.e.f 01.04.2005 (C.C/CDO/P&HRD-PM/71 dt 17.03.2005)

Rs. per month
Grade/Scale Major ‘A’ Centres * ‘A’ Category centres
Except in Except in In Ahmedabad

Ahmedbad Ahmedabad Ahmedabad & Bhopal
& Bhopal Circles Circles
TEGS VII 17000 15000 12400 11400
TESG VI 14500 12600 9700 9000
* Mumbai, New Delhi, Kolkata, Chennai, Bangalore, Hyderabad & Ahmedabad.
Rs. per month

Grade/Scale Other centres
Except in Ahmedbad & Bhopal in Ahmedabad & Bhopal Circles
Circles
TEGS VII 9900 9100
TESG VI 6900 6300
NOTE:
(C.C/CDO/P&HRD/PM/70 & 71 dt. 17.03.05 & LHOPER & HRD/73 dt. 15.09.1999)
i. The revised ceilings are the outer limits. All efforts should be made to secure residential
accommodation at lower rates where possible.
ii. The lease rentals of the accommodation already leased to the Bank should not be revised
till the contracted period expires 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.
iii. 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 houses. Further, if the particular
assignment has a designated house, the incumbent should invariably occupy the same.
iv. Under the bank’s co-operative housing loan or individual housing loan scheme, it is
incumbent on the part of the employee 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 lease residential accommodation is kept to the minimum.
v. Flats/houses leased to the bank by employee/officer on economic rent basis should not
normally be released except for the occupation of the employee concerned till the loan is
fully liquidated.
602
vi. The Premises and Estate Department at LHO will draw up a list of residential
accommodations 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 officer.
vii. Increase in lease rent allowed by various controllers will be reviewed by CIRMAC every
quarter.
19.1.1 Reimbursement of parking charges for cars
i. An officer’s request for hiring a garage for parking his car within his entitled rental ceiling for
leased residential accommodation can be acceded to. Where, however, additional charges are
required to be paid for the garage, the instructions given below should be followed.
ii. A discretion of a maximum of Rs. 300/- only, over and above the approved rentals, has been
allowed as under for the purpose of reimbursement of parking charges for cars and other
four-wheelers only levied by societies, cooperatives or welfare associations (unregistered
also) as well as owners of garage space. The discretion would be used only in cases where flats /
houses are located in Major 'A' and 'A' category centres. However, in case of genuine hardship,
the Circle Chief General Manager may permit reimbursement of car parking charges upto Rs. 400/-
p.m. In case of ‘B’ category centers where the need is felt, the Circle Chief General Manager may
notify such a center for reimbursement of car parking charges upto maximum of Rs. 100/- p.m. It is
clarified that the provision for car parking charges is not applicable to officers who are residing in
their own houses/flats. The following guidelines would be kept in mind while using the discretion.
(C.O.CDO/PM/CIR/75 dt. 17.01.2000)
(i) Officers posted in branches / Zos : DGM concerned

(ii) Officers posted at LHO : DGM and CirDO
(iii) Officers posted in CC / CC
establishments other than Belapur : DGM (Estate)
(iv) Officers posted in Belapur : DGM in charge of
Estate matters
a) Discretion to be used only where the flat / house is located in an apartment block or a building /
co-operative society, and where charges are levied separately for parking of a car.
b) Payment may be made either to the society directly or as a reimbursement to the officer concerned
on production of a receipt issued by the society.
c) The vehicle for which parking charges are levied should be registered in the name of the
officer claiming reimbursement.
d) The discretion would be used judiciously.
19.1.2 Reimbursement of maintenance charges:

(LHO/P&HRD/114 dt. 09.02.2000 &
CC/CDO/P&HRD-PM/70 dt. 17.03.2005/LHO/CirDO/P&HRD/168 dt. 17.03.2005)
The maintenance charges levied by the Housing Societies for common services like security,
sweeping common areas, electricity for common area, maintenance of lift, garbage collection etc,
may be reimbursed to the societies to a maximum of Rs. 1000/- p.m within the overall lease rent
ceiling applicable to the officer on case to case basis, by the Circle CGM in respect of officers
posted in the Circle and CGM(HR) in respect of officers posted in Corporate Centre establishments,
after satisfying themselves as to the geniuses, of the claim. The landlord of such flats in the
Housing societies should specify in writing at the time of offering the flats that the societies
concerned charge such maintenance charges and these are not included in the lease rent. The
officer concerned should obtain a certificate from the society to the effect that the maintenance
603
charges are paid by the occupant. Reimbursement of such charges should be made to the officer
concerned on his producing a receipt thereof.
19.1.3 Hiring accommodation at rental beyond ceiling
1. The authority empowered to permit hiring of leased accommodation upto the prescribed
rental ceiling may also permit hiring of leased accommodation beyond the prescribed
rental ceiling provided the authority concerned is satisfied about the merit of the case
and the officer has given in writing that he/she will bear the difference by deductions from
his/her monthly salary by way of letter of authority.
2. In case an officer was paying the amount in excess of rental ceiling applicable to him prior
to its revision, he is eligible for refund of the said amount provided it is within the revised
rental ceiling from the date the revised ceiling became effective.
19.1.4 General provisions C.O.ADM/SPL/1809 dt. 12.04.1991
i. All efforts should be made to secure residential accommodation at economic rent as far as
possible. The prescribed rental ceilings are by way of outer limits only.
ii. The lease should be for a minimum period of 3 years and upto 5 years, preferably with an option
for renewal for another similar term.
iii. In acquiring houses/flats preference should be given for suitable houses built under the Bank's
scheme for financing Staff Coop. Housing Societies /Individual Housing Loan irrespective of the
fact that such houses belong to supervising staff or award staff. In addition, under the Bank's Co-
operative Housing Loan or Individual Housing Loan Scheme, it is incumbent on the part of officers
to offer the houses/flats constructed/purchased there under on lease to the Bank. As it is to
our advantage to requisition such houses/flats and in order to ensure that expenditure by
way of rent is kept to the minimum, it is necessary that residential accommodation available
under this arrangement is effectively utilized. The rent for such houses/flats will be paid on
the basis prescribed for calculation of economic rent.
iv. As long as accommodation requisitioned on economic rent basis is available, there is no need for
officers to go in for leased accommodation from private landlords on payment of relatively higher
rent.
v. 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 centre, the officer may be permitted, as a special case, to take the house on
lease in the Bank's name for his use.
vi. The guidelines regarding minimum carpet area in a flat constructed/provided by the Bank have
been laid down keeping in view the general position/requirements. However, this stipulation, can
be relaxed in cases where, on account of high rents and location of house, etc. it is not possible to
get a house within the prescribed ceiling having the prescribed carpet area. In such cases,
however, reasonableness of the accommodation and rent may be examined/ensured.
vii. 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 the practice followed locally, introduce a flat/house situated in a locality of
his choice within his entitlement.
viii. Normally, no increase in the rental of the existing premises/flats taken on lease should be
permitted during the currency of the lease whenever rental ceilings are revised. If requests are
received in this regard, each case should be examined on merits and clearance obtained from
the Chief General Manager. Increase in rentals in each case should be permitted only to the
bare minimum and after due satisfaction that it is fully justified and advantage is not sought to be
taken by the landlords because of the revised ceilings.
604
ix. An officer who has been initially appointed in the clerical cadre at a specified centre and on
promotion continues to be posted thereat (not at his request) may also be provided official
unfurnished accommodation on promotion provided he does not own a house at that centre. This
would apply to officers in the specialist cadre as well.
x. The format for offering one's house on lease to the Bank is given in Annexure 19.12.
19.2 CATEGORISATION OF CENTRES FOR THE PURPOSE OF RENTAL CEILINGS
CDO/P&HRD-PM/29 dt. 04.08.2005

Based on census 2001 and the parameters mentioned below, centres have been reclassified for
the purpose of lease rentals. Lists of centres classified as Major ‘A’, ‘A’ and ‘B’ category for the
purpose of lease rental are as per Annexure 19.14 All other centres with population below 2 lac will
be categorized as ‘C’ category centre.
a) Major ‘A’------Mumbai Kolkata, Delhi, Chennai, Ahmedabad, Hyderabad, Bangalore.
b) ‘A’---------------Other centers with a population of 7.5 lac and above
c) B’---------------Centres with a population of above Rs. 2 lac but below 7.5 lac.
d) ‘C’--------------- All other centers.
19.3 RECOVERY FROM THE OFFICERS FOR RESIDENTIAL ACCOMMODATION PROVIDED BY

THE BANK
19.3.1 Rate of recovery
(i) House Rent recovery shall be at the rate of 1.75 % of the first stage of scale in which the officer is
placed or the standard rent for the accommodation, whichever is less.
(ii) Furniture rent recovery shall be at the rate of 0.40 % of the first stage of the scale in which the
officer is placed.
OSR:22(3)
Explanation :
For the purposes of the aforesaid provision, standard rent shall mean :-
i) in the case of any accommodation owned by the Bank, the standard rent calculated in accordance
with the procedure for such calculation in vogue in the Government.
ii) Where accommodation has been hired by the Bank, the contractual rent payable by the Bank or
rent calculated in accordance with procedure in (i) above, whichever is lower.
19.3.2 Calculation of standard rent (w.e.f.01.07.1998)
PER:IR:CIR:29 28.2.91
CDO/PM/CIR/33 Dt.04.09.1998
i. Where accommodation has been hired or is owned by the bank, the contractual rent payable by
it or the rent calculated in accordance with the procedure for such calculation in vogue in the
Government (as given below), whichever is lower, will be deemed to be the standard rent.
605
ii. The standard rent depends upon the 'living area' of the accommodation the computation of
which is given in Annexure 19.2. The norms for measuring the 'living area' are given in Annexure
19.1.
iii. For purposes of calculating standard rent, officers may be asked to advise particulars of living area
in the leased housing accommodation provided to them on the format given in Annexure 19.3.
The correctness of particulars advised therein should be verified by Branch Manager/Manager of
a Division/Accountant. In the case of hired accommodation provided to Branch Managers,
verification of the statement given by them may not be necessary.
iv. However, where the contractual rent of accommodation hired/provided by the bank is lower
than the standard rent worked out on the above basis, and it is also lower than 1.75% of the first
stage of scale of pay in which an officer is placed, recoveries may be made from the officer to the
extent of contractual rent only : in such cases, contractual rent will be deemed as standard rent.
v. Asst.General Managers are authorised to sanction leased housing accommodation to officers

as per their eligibility. Accordingly, standard rent in respect of accommodation hired by the Bank
may be approved by Asstt. General Managers (Region) concerned in respect of officers working
at branches under their control. For officers posted at other offices, Office Manager or any other
officer authorised to sanction leased housing accommodation may also approve fixation of
standard rent. A format to be used by Branches/Offices for obtaining such approval is given in
Annexure 19.4 for general guidance.
vi. Whenever a proposal for hiring accommodation for leased housing purposes is submitted by
branches/offices, they may also calculate simultaneously standard rent in respect thereof in
accordance with the above norms and seek approval for it from the authority concerned.
19.3.3 Standard rent in case of hostel accommodation

_______________________________________________________________________Category
of Living area Proposed flat Remarks
Suite (Sq.mt.) rate of license
fee uniformly
applicable
throughout
the country
----------------------------------------------------------------------------------------------------------------------
(Rs.)
---- -------------- --------------- ------------ --------------------------------------------------------------------
1. Single Room 21.5 to 30.0 65.00 Single room
suites without
kitchen
2. Single Room 30.5 to 39.5 90.00 Single room

suites with
kitchen.
3. Double Room 47.5 to 60.00 125.00
19.3.4 Standard rent for servant quarters/garage
(LHO/P&HRD/66 dt. 26.09.1998)

For servant quarters and garages, allotted independent of the regular accommodation/hostel,
the following flat rates may be recovered :-
i) Servant Quarters - Rs.17 /-per month
ii) Garages - Rs.10/- per month.
606
19.4 PROVISION OF LEASED /BANK'S ACCOMMODATION TO OFFICERS WHO OWN
ACCOMMODATION AT THE SAME CENTRE
19.4.1 Houses constructed under Cooperative Housing Loan Scheme
i. An officer who has his own house/flat constructed under staff cooperative housing scheme at the
place of his posting is not entitled to Bank's residential accommodation at that centre and should
occupy his own house/flat. However, exception can be made in the following deserving cases with
the concurrence of Corporate Centre:
a) In a case involving compassionate grounds of a compelling nature, the request would be

considered on merits, provided there is physical disability of a permanent nature on the part
of the officer himself which may cause him hardship in commuting long distances.
b) In a case where the officer's house/flat is far away from the office but whose functional importance
is such that he may have to be given leased accommodation nearer the Bank.
c) Normally the Bank provides leased residential accommodation to an officer at a specified

centre only if he has no place of his own to stay. Thus, so long as he has a house either financed
by the Bank or otherwise, he should stay in that house and avail himself of other facilities such
as house rent allowance. However, where his own house is already leased out, he may be given
Bank's accommodation till the house is vacated. But the officer concerned will have to satisfy
the Bank about the tenancy of the house and the steps being taken to have the house vacated.
Similarly, in a case where the officer has a claim as a coparcener in an ancestral house, the Bank
may consider providing residential accommodation. But each case will have to be judged on its
merits.
To ensure uniformity of approach, recommendations in regard to cases of the above nature

should be submitted HR Dept. at LHO through the controlling authority.
ii. Once the housing loan under the Cooperative Housing Loan Scheme is repaid or the
repayment programme has run for the major part of the normal period of 20 years, say 15
years (excluding 2 years cushion period, if any stipulated), the official's request for providing
him Bank's leased accommodation at the place of posting where he owns a house/flat under
Cooperative Housing Loan Scheme may be considered on merits. The Bank will, however,
continue to have the right to keep the house till the normal repayment period of 20 years expires.
The Chief General Manager may consider such requests on merits.
iii. Officers who have their own houses/flats constructed/purchased under the Bank's Co-
operative Housing Scheme at the centres where they are posted, should occupy such houses
/flats. If it is for any reason considered necessary to provide leased residential accommodation to
such officers, the relative proposal should be referred to L.H.O. for obtaining prior clearance from
Corporate Centre in each such case.
19.4.2 Houses constructed under Individual Housing Loan Scheme
CO LETTER PA:CIR:86
i. Officers, who have their own houses/flats constructed/purchased under Bank's Individual
Housing Scheme at the Centres where they are posted, are eligible for official accommodation.
However, they are required to first offer their house/flat to the Bank on rent for which the Bank will
pay economic rent.
CO LETTERS PER:IR:44735 23.11.82.C.O/PER/IR/24255 dt. 23.06.1983
ii. Where the officer has a house of his own constructed under the Individual Housing Loan Scheme
and the Bank is not inclined to take this house of the officer on lease, and the officer has also
been provided with official accommodation at the same centre, the officer may be permitted to
607
lease out his house to anybody in any manner he deems fit. In this case, however, the following
rule will apply:
CDO/PM/CIR/58 DT.24.09.1999
The recovery of normal rent will be effected from such officers at the following rates:
If the rent fetched:
(a) does not exceed Rs.3000/- p.m., the Bank’s accommodation provided to him will be at normal rent
as stated in rule 25(1) of the SBI Officers’ Service Rules, 1992 and upon revision, the
corresponding rule.
(b) exceeds Rs.3000/- p.m. but does not exceed Rs.5000/- p.m. twice the normal rent.
(c) exceeds Rs.5000/- p.m., thrice the normal rent.
Standard rent will not apply in such cases. These instructions will be effective from 24.09.1999.
iii. The above rule will apply only when the house built under Individual Housing Scheme is at the
same station where the officer is posted.
19.5 LEASING OF ACCOMMODATION OWNED BY RELATIVES
The house belonging to an officer or his/her spouse or his relative falling within the meaning of
Regulation 61 (c) of the S.B.I. General Regulations 1955 as mentioned below normally will not
be taken on lease for allotment to him:
PER/160 OF 1988
(i) Spouse
(ii) Father
(iii) Mother (including Step-mother)
(iv) Son (including Step-son)
(v) Son's wife
(vi) Daughter (including Step-daughter)
(vii) Daughter's husband
(viii) Brother (including Step-brother)
(ix) Brother's wife
(x) Sister (including Step-sister)
(xi) Sister's husband
(xii) Brother (including Step-brother) of the spouse
(xiii) Sister (including Step-sister) of the spouse.
CC/CDO/PM/17/CIR/48 dt. 22.12.2004
Though normally the officers will not be permitted to take houses on lease belonging to their close
relatives for allotment to them, the Bank may at its discretion permit the officers to avail this facility
on case to case basis depending on merits of each case and if the circumstances so warrant
subject to the following terms and conditions :
i) 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.
ii) 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.
608
iii) 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.
iv) While entering into lease agreement in respect of 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.
v) 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.
19.6 LEASING OF ACCOMMODATION OWNED BY EMPLOYEES
i. In case an employee has constructed a house under the Cooperative/Individual Housing

Scheme and the loan is repaid in the normal repayment period, the employee would be free to
use his house in the manner he deems fit and he would not be bound to offer the house to the
Bank.
19.6.1 Maintenance of leased accommodation taken on economic rent from staff:
CO LETTER PRM:CIR:C:2:88 18.6.88
i. Whenever a flat/bungalow is taken on economic rental basis from a member of the staff and
where the components of white washing/minor repairing is not taken into consideration for
calculation of economic rent, the Bank may, as a gesture of good-will, 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. This would be done
even where the Bank is paying ceiling rent provided the lease period exceeds 4 years.
ii. The Bank will carry out the same type of distempering which the landlord had 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 landlord 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/distempering should not be
earlier than 2 years for white washing 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.
iii. It should also be ensured that whenever a 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 Bank's negligence).
iv. As the rates of painting, etc. vary from place to place the discretion in this respect shall vest with
the Chief General Manager.
v. The above mentioned maintenance facilities shall be available to the Bank's retired staff members
(pensioners) as well.
vi. Maintenance charges paid to the societies by officers who stay in flats may be reimbursed up to a
maximum of Rs.1000/- p.m. within the overall lease rental ceilings applicable to them, on a case to
case basis by the circle CGM in respect of officers posted in circles and by the CGM (HR) in
respect of officers posted in Corporate Centre establishments after satisfying themselves as to the
genuineness of the claim. CDO/PM/CIR/77 DT.12.01.2000
19.7 RESIDENTIAL ACCOMMODATION AT VILLAGE/ SAB BRANCHES

609
19.7.1 Village branches
. At certain village branches, arrangements have been made for the Branch
Managers to share a portion of the branch premises, subject to proportionate recovery of monthly
rental depending upon the residential portion occupied by the Branch Manager. As the
accommodation given at the village branches is not of the standard type as in other places, the
amount of recovery in such cases will be restricted to 1/3rd of the usual recovery (given in Section
13.2.2) or the standard rent, i.e. proportionate rent subject to the stipulation that at no point of
time, the amount to be recovered would be less than what the officer would have to surrender on
the old basis.
19.7.2 SAB branches
Where only one room type accommodation is provided, recovery from concerned Branch Manager
of Simplified Accounting Branches may be made at half the rate prescribed in Section 13.2.2 or
standard rent, whichever is less. Where, however, normal residential accommodation (i.e. not
one room type) is provided at such branches, recovery will be made at the prescribed rate.
19.8 PROJECT AREA CENTRES, TOURIST CENTRES, ETC.
In respect of provision of residential accommodation at Project Area Centres where project area
allowance is being paid, government-approved tourist centres and other places attracting large
number of visitors on account of religious importance, the controlling authorities may refer such
cases to LHO for prior clearance, furnishing the recommendation together with factual data
regarding population, availability of accommodation, prevailing rental pattern and other relevant
particulars. This will be examined at Corporate Centre and the decision of the appropriate authority
conveyed suitably.
19.9 RESIDENTIAL ACCOMMODATION FOR PROBATIONARY OFFICERS/TRAINEE OFFICERS

(INCLUDING SPECIALISTS)
CO LETTER ADM:62:1491 11.8.86
i. Probationary Officers/ Trainee Officers (including Specialist Officers governed by SBI Officers
Service Rules) who have family and intend to keep it with them may be provided with unfurnished
residential accommodation wherever possible as per the eligibility of other JMGS I officers
and a recovery as specified in Section 13.2.2 made from them. In other cases (i.e. where the
officer either does not have family or does not intend keeping it with him), the officers may be
provided with dormitory type (unfurnished) accommodation i.e. one room to each such officer in a
flat/house by making suitable additions/alteration in consultation with landlord so as to
accommodate 3 or 4 officers in a flat/house, subject to recovery of rent at the usual rate specified
in Section 13.2.2.
ii. The flat/house for this purpose should be taken on monthly tenancy basis and released whenever
no Probationary Officer/Trainee Officer is available to occupy the flat/house.
iii. Premises for providing dormitory type accommodation to POs/TOs may be taken at reasonable
market rent prevailing at the centre.
19.10 RECOVERY OF HOUSE RENT ALLOWANCE : COMPOSITE PREMISES FOR BRANCH /

RESIDENCE
i. Where a combined lease is taken for office and residential purpose, 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 will be as under:
A = ratio of area occupied for office to residence

610
B = ratio of commercial rent to residence rent per square foot.
X = area of residence
Y = rate of rent for residence.
Therefore XY = rent for residence
ABXY = rent for office
(XY + ABXY) = (AB + 1)(XY) = Lease rent
ii. In the context of present prevailing rentals, the ratio of commercial rent to residential rent works out,
on an average, to 3:1.25. In the circumstances, it has been decided to adopt the ratio of 3:1.25
uniformly for the purpose of recovery of rent in the case of composite premises.
iii. As regards village branches, if the rent chargeable in terms of Section 19.7 above is less than that
worked out as per the above formula, the lesser amount alone should be recovered.
9.10.1 Rent chargeable for residence in case of Composite Premises : Example
Let us assume that:

- Lease rent for the = Rs.800/- p.m.
entire premises
- Area for office = 1000 sq.ft.
- Area for residence = 800 sq.ft.
- Rate of commercial rent = Rs.3 per sq.ft.
(adopted uniformly)
- Rate of residential rent = Rs.1.25 per sq.ft.
(adopted uniformly)
Therefore:
A (i.e. ratio of area for office to residence) = 1000/800 = 1.25
B (i.e. ratio of commercial rent to residence rent = 3/1.25 = 2.4
We know that:
(XY + ABXY) = (AB + 1)(XY) = Lease rent
or, (XY) = Lease rent / (AB + 1)
We are given A (1.25), B (2.4) and the lease rent (Rs. 800 p.m.) and are required to find XY
which would be the rent for the residence.
Substituting these values in the above formula, we get:

XY = 800 / {(1.25 x 2.4)+1}
= 800 / {3 + 1}
= 800 / 4
= 200
And rent for the office would be:

Lease rent for the entire premises - rent for residence
= Rs. 800 - Rs. 200
= Rs. 600 p.m.
9.11 RETENTION OF LEASED RESIDENTIAL ACCOMMODATION UNDER CERTAIN

CIRCUMSTANCES
611
9.11.1 Retention of official accommodation on Retirement/Voluntary Retirement
C.C/CDO/PM17/SPL/1079 dt. 28.11.2003/LHO/CirDO/P&HRD/131 dt. 15.12.2003

(a) At all centres, the designated houses meant for Branch Managers/Asstt. General
Managers/Dy. General Managers/General Managers/Chief General Manager etc. must be
vacated within 15 days of retirement. The incumbent concerned should make alternate
arrangements beforehand as the date of retirement is known in advance. No extension will
be allowed.
(b) Retention of leased house/Bank’s flat other then designated houses will not be permitted
beyond two months under any circumstances. Education of children should not be an
excuse as the date of retirement is known in all cases.
(c) Whenever a retiring official is permitted to retain the Bank’s residence/leased, his/her leave
encashment is retained as term deposit in the name of the official and released only after
the residence/house is vacated. (C.O/CDO/PM16/CIR/31 dt.
10.09.2000/LHO/CirDo/PM/16/CIR/31 dt. 19.09.2000)
(d) where officers on retirement/transfer occupy the Bank’s flat unauthorized beyond the period
for which specific approval was taken, the rent at prevailing market rate will be recovered
from the concerned officers. The Estate & Premises Department will calculate market rent
for various categories of Bank’s quarters and keep the up to date record thereof with them
for ready reference. 50% of the market rent should be recovered forthwith from the salary
of the officer who continues to occupy the Bank’s flat beyond the period for which
permission was granted, so that no officer continues to occupy the Bank’s flat without valid
permission. If the permission is granted subsequently, the officer would be eligible for the
usual recovery only from the date from which such permission is granted and if the
permission is not granted, the remaining 50% of market rent should also be recovered for
the period of authorized occupation.
11.1.2 Telephone
Essentially, telephone is provided for official work. Once an official retires, he hardly has to
transact any official business and hence retention of telephone need not be allowed after
retirement. However, in the case of officers in Scale VI and above, we may permit the telephone
to be retained for as long as the official residence has been permitted to be retained by the
competent authority. Once this period is over, the telephone line will be disconnected. The
authority to permit the retention of telephone shall be same as for retaining the house. The
charges for the calls will be payable by the official concerned; the rental will be paid by the
Bank. Officers in Scale V and below will not be allowed the facility of retention of telephone after
retirement.
11.1.3 Officers in Top Executive Grade Scale VI & above provision of Mobile Handset after
retirement
CC/CDO/P&HRD-PM/41 dt. 10.11.2006
The mobile phone facility so provided is required to be surrendered by the executive immediately
after retirement as they hardly have any official business thereafter. It has been felt that mobile
phone facility has now become integral to the identity of the concerned official. Therefore, it has
been decided that the mobile handset used by an official in TEGS VI and above may be given to
him on his retirement, without any cost subject to the following stipulations:
(a) Call charges and fixed charges will not be borne by the bank after retirement.
(b) Only those handsets will be given, which are already in use for atleast one year. The
mobile phones will be given without charging the officer any cost and new handset will not be
purchased for this purpose.
612
(c) If, however, the sim card is not in the name of the concerned officer and is either in Bank’
name or in the name of any other officer of the Bank, the same would either be transferred in the
name of the retiring officer before it is gifted to him on his retirement or the old sim card will be kept
by the Bank and another sim card will be purchased by the Bank in the name of retiring officer.
11.1.4 Newspapers, cleaning material, reimbursement of casual labour
Since the official has retired from Bank's service, supply of newspapers will stop on retirement.
However, since cleaning materials and reimbursement of casual labour charges are made for
maintenance of the Bank's property provided in the flat / house, these may be continued, as usual.
11.1.5 Office Car
Under Service Rules, only Dy. General Managers and above are permitted to use official car for
personal work, subject to such guidelines as may be laid down by the Bank. In as much as
withdrawal of car abruptly on the date of retirement will cause inconvenience to the officer and
his family members, its retention may be permitted in deserving cases. The entitlement for
petrol will remain unaltered and the charges to be recovered from him for personal use as also
payment, etc. for driver will be the same as if the official was in active service. However, the car
should not be provided for indefinite period because of high expenditure involved. Accordingly,
the car should be provided only for a period of 2 months after retirement and this should be
made clear to the officer concerned in the beginning itself. The competent authority for the
purpose is given in Chapter 23 (C.O/CDO/PM16/CIR/31 dt. 10.09.2000/LHO/CirDo/PM/16CIR/31
dt. 19.09.2000)
11.1.6 Lien on Leave encashment

(CDO/PM/16/CIR/31 dt. 19.09.2000, CirDO/P&HR/78 of 2000-2001)
Where retiring official is permitted to retain the Bank’s 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 Bank’s vehicle is
surrendered and/or the relative LFC/HTC advance is adjusted.
9.11.2 Resignation
i. An officer who desires to resign from the bank's service is supposed to give 3 months' notice to
the Bank. It is expected that the officer should make his own arrangement 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. Even when notice period is
partly or wholly waived, the officer should make his own arrangements from the date the
resignation becomes effective.
ii. The officers who desire to resign from the Bank's service will not be permitted to retain the official
accommodation after the date of resignation.
9.11.3 Study leave

PER/HRD/44 dt. 22.07.1998
(a) Requests for retention of bank’s flats/designated residences at any place including at Staff
Colleges would not be entertained under any circumstances.
(b) Where the officer is residing in a leased house/flat, the competent authority may permit
retention of the leased house on merits of each case for a span not exceeding one year at a time.
Further, retention during the second year would be subject to fresh request, well in advance. If no
request is received and approved by the competent authority well in time the house may be dehired
at the discretion of the Bank.
613
(c) In case an officer does not complete the course for which study leave was granted and is
consequently not entitled to the balance 50% or 20% of salary on resuming duty, the rent for the
leased accommodation should be recovered from him.
(d) In cases, where officers have been allowed to retain bank’s flats at the time of proceeding for
study leave, they should be asked to move to a leased house/flat.
9.11.4 Extraordinary leave on loss of pay
In the case of an officer on extraordinary leave on loss of pay other than 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 have
to be reviewed on its merits by the Chief General Manager.
9.11.5 Deceased Officers
Request from the dependents of the deceased officers may be considered sympathetically
especially for continuance of the residential accommodation upto the end of the current
academic session of the school/college going children of the deceased officer.
9.11.6 Officers under suspension
OSR:68A(7)(ii)
The Central Board of the Bank at their meeting held on March 30, 1994 approved the
amendment of Rule 68A(7)(ii) of the SBI Officers Service Rules to read as under :-
"During the period of suspension an officer may, subject to such guidelines as decided by the
Managing Director, be allowed occupation of such official accommodation as may be decided
by the Bank but shall not be entitled to free use of the Bank's car or receipt of conveyance or
entertainment allowance or special allowance".
The administrative guidelines in this regard are as stated below:-
i. If the suspended officer is residing in the Bank's leased residential accommodation, he

would be left undisturbed.
ii. If the officer is residing in a designated flat/house allotted to him by virtue of his position as Branch
Manager or incumbent of any other post, he should shift to an alternative leased
accommodation.
iii. If the place of residence is Bank's own house/flat, the suspended official should shift to a leased
house or to an alternative accommodation as Bank flats are in short supply and there would be
long waiting list of incoming officers.
iv. The leased accommodation can be at the same centre as the office/branch 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.
v. The recovery on account of provision of the accommodation be as per rules, as if the official
was in active service.
vi. The furniture / fixture already provided in the said house will not be withdrawn and usual rent
will be recovered. However, if a new leased accommodation is taken, the same will be furnished
with essential furniture only.
vii. The rental ceilings will be as per the place of stay.
614
viii. The following facilities will also be allowed to the official 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 materials for upkeep of furniture and fixtures as per rules.
c) Reimbursement of casual labour charges as per rules.
9.11.7 Officers on Transfer
PA/CIR/118 Dt.10.09.1991
CDO/PM/CIR/56 Dt.14.03.2001
1. The Dy. General Manager of Modules/Special Branches may consider the request of
officers working under their Module/branch for granting permission to retain Bank's
residential accommodation at the previous place of posting upto a period of two months. Such
requests for periods beyond two months to four months, should be referred to the General
Manager and beyond four months to six months, to the Circle Chief General Manager for
consideration on merits. Request for retention of accommodation beyond six months, but not
beyond the academic session may be referred to CGM (HR) at Corporate Centre.
2. While retention of official residential accommodation for 2 months may be permitted in deserving
cases to enable the officer to identify a suitable accommodation at the new place of posting and
settle down, requests for periods beyond 2 months should be critically examined keeping in view
the following facts:
a) Requests for retention of residential accommodation on the grounds of education of children /

illness of dependent family member(s), etc. should be considered on merits of each case.
Cases where child(ren) is/are studying in preparatory classes (primary section) or upto
standard IV, should generally not be considered.
b) There is no provision to provide two houses to any officer. In case retention of residential
accommodation is permitted at the previous place of posting, no leased accommodation should be
permitted at the transferee place. However, in case the residential accommodation at the
transferee place is a designated house, the officer concerned may be permitted to occupy it subject
to usual deduction for both the houses.
c) 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.
d) In case of designated residences of Branch Managers, Dy.General Manager and 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.
e) The facility of retaining leased accommodation in parent Circles consequent upon inter-Circle
transfer on promotion, hitherto available for transfer to Patna, Bhubaneshwar and North East Circle
have been extended for all such transfers to deficit Circles. This facility has also been extended on
an experimental basis for posting to Corporate Centre establishments at Kolkata for a period of
one year subject to review thereafter.
3. Mid-academic 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.
615
4. Retention beyond six months but not beyond academic session should be referred to CGM (HR),
Corporate Centre. The prescribed proforma for retention of accommodation beyond the
prescribed period is given in Annexure 19.5.
5. The authority structure in terms of Rule 25(4) of SBI Officers Service Rules:
i) For Circles / CAG branches:

CDO/PM/17/CIR/2 Dt.8.4.2003
For Officers Scale I to V
Up to 4 months : official not below the rank of Deputy General Manager
Up to 6 months : official not below the rank of General Manager
Beyond 6 months but

not beyond the
academic session : Chief General Manager
For Officers Scale VI & VII
Up to 6 months : CGM
Beyond 6 months : Group Executive (NB/CB) excepting

accommodation in Mumbai which will
be approved by DMD & CDO
For Officers TEGSS I : Group Executive (NB/CB) excepting

accommodation in Mumbai which will
be approved by DMD & CDO
FOR CORPORATE CENTRE ESTABLISHMENTS:
For Flats in Mumbai
Scale I to TEGSS I for any period : DMD & CDO
TEGSS II for any period : Chairman
For Flats Outside Mumbai
Scale I to V : Up to 2 months - DGM or GM of the Dept.
Beyond 4 months - CGM(HR)
Beyond 6 months but

not beyond the
academic session - CGM (HR), Corporate
Centre
Scale VI & VII: Any period - CGM (HR), Corporate

Centre
TEGSS I : Any period - DMD & CDO
TEGSS II : Any period - Chairman
616
Retention of residential accommodation at previous place of posting by officers posted to Corporate
Centre. (CIR NO. CDO/PM/GR/24 dt. 9.6.1999)
i) Scale I to V Up to six months GM concerned

or allotment of a in the Circle
flat in Mumbai ,
whichever is earlier
ii) ---do--- Beyond six months and CGM of the Circle

up to twelve months or
allotment of a flat in
Mumbai, whichever is earlier
iii) Scale VI Up to six months CGM concerned

flat in Mumbai ,
iv) Scale VII a) Up to three months CGM concerned

flat in Mumbai ,
b) Beyond three months DMD & CDO
v) Scale I to Scale VI Up to six months Head of the deptt / establishment

transferred from CC allotment of a concerned for leased houses, and
departments/ flat in Mumbai authority not below GM who has
establishment whichever is earlier administrative control of Bank’s
outside Mumbai flats at that centre.
vi) Scale I to Scale VI Beyond six months GM (Corporate Services)

transferred from CC and up to 12 months
departments / or allotment of a flat
establishments in Mumbai, whichever is
outside Mumbai earlier
vii) Scale VII a) Up to three months CGM (HR)

transferred from CC or allotment of a
departments / flat in Mumbai ,
establishments whichever is earlier
outside Mumbai
19.11.7.1 Retention of Bank’s Flat on Transfer
C.C/CDO/PM/17/SPL/1079 dt. 28.11.2003/LHO/CirDO/P&HRD/131 dt. 15.12.2003

Guidelines for retention of Bank’s flats beyond two months on transfer in respect of officers upto
TEG Scale I are as follows:
A. At Mumbai
Since a leased residential flat may not be available due to prevalent rents, an officer who, on
transfer, requests for retention of flat in Mumbai may be allotted a flat in Belapur only (subject to
availability and asked to shift his family there immediately.
617
This will involve certain dislocation but, considering all factors, no representation in this regard shall
be entertained. Such proposals will continue to be processed by the Estate Department at
Corporate Centre.
B. At metro centres other than Mumbai
At metro centres other than Mumbai, an officer on transfer may be permitted to retain Bank’s flat for
a period not exceeding three 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
reasons, the officer should be asked to shift his family to a leased residential house. This should be
stipulated in the sanction itself and retention of Bank’s flat should not be allowed beyond three
months.
(c) Further, in cases where officers on retirement/transfer occupy the Bank’s flat unauthorized beyond
the period for which specific approval was taken, the rent at prevailing market rate will be recovered
from the concerned officers. The Estate & Premises Department will calculate market rent for
various categories of Bank’s quarters and keep the up to date record thereof with them for ready
reference. 50% of the market rent should be recovered forthwith from the salary of the officer who
continues to occupy the Bank’s flat beyond the period for which permission was granted, so that no
officer continues to occupy the Bank’s flat without valid permission. If the permission is granted
subsequently, the officer would be eligible for the usual recovery only from the date from which
such permission is granted and if the permission is not granted, the remaining 50% of market rent
should also be recovered for the period of authorized occupation.
19.11.8 Facility of Leased Accommodation at a Place of Choice In Respect of Officers JMGS-I to

MMGS-III
C.C/CDO/PM/17/CIR/84 dt. 3.1.2004/LHO/CirDO/P&HRD/158 dt. 03.02.2004
In terms of Rule 25(4) of SBI Officers Service Rules it has now been decided to permit officers
JMGS-I to MMGS-III to keep their family at a place of choice with a precondition that the officer
himself/herself will stay at the place of his/her posting and will not commute to the place where
he/she has been provided leased accommodation for retaining his/her family. The other terms and
conditions are as under:
i) An application-cum-undertaking as per Annexure 19.19 will be submitted by the officer who

wants to retain his/her choice.
ii) The officer availing this facility will be eligible for the lease rental ceiling applicable to the
place of his/her 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/her posting,
he/she would not be eligible for guest house/bank’s accommodation at his/her place of
posting and arrangement for his/her stay at the place of posting will have to be made by
him/her own cost/expense.
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/her place of posting to
the place where he/she 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/she 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 where he/she intends to have a leased
accommodation. Such reimbursement will, however, be limited to his/her entitlement had
he/she shifted his/her family and household luggage to the place of his/her posting. This
618
facility will be available only once during one posting, i.e., if the officer again wants to shift
to any other place, he/she will have to do so at his/her own cost and expenses.
vi) If a designated house is provided at the place where the officer is now transferred and
posted, he/she must occupy the same. While such officer can exercise his/her option for
availing the facility of leased accommodation at a place of his/her choice, he/she will be
subjected to recovery of usual rent for both the houses.
vii) The facility of shifting the family to the place of choice is applicable only for leased
accommodation and not Bank’s flat etc. The officer would be required to vacate the Bank’s
flat, if occupied at his/her previous place of posting; Bank’s owned houses/quarters at the
place of choice shall not be made available to such category of officers.
viii) The officers will be permitted to avail the facility only after they report at the proposed place
of posting and apply for the same.
The authority structure to permit the officer to avail the facility of leased accommodation at
the place of choice will be as under:
For officers posted at Authority vested with

i) Branches Controller-AGM (Region)
DGM (Module)
GM (Network)
ii) LHO/ZOs and their dependencies DGM & CirDO at LHO/DGM at ZOs
iii) Corporate Centre and its
establishments:
a) I & MA and Credit Audit DGM-in-charge of administration

b) ZIOs General Managers
c) Colleges/Institutes General Managers
d) Corporate Centre Dy. General Manager (Estate)
9.11.8.1 Facility of Leased Accommodation at a Place of Officers SMGS IV and V
Bank at its discretion may permit the facility of leased accommodation to Officers SMGS IV and V
at their place of choice beyond academic session on case to case basis, depending upon the merits
of each case, with the permission as per undernoted authority structure:
CC/CDO/P&HRD-PM/59 dt. 18.02.2005
For officers in SMGS IV and V Authority vested with
posted at
i) Branches, ZOs, LHOs, and their Circle CGM
dependencies
ii) Branches/offices under Mid- CGM of Mid-Corporate/CAG
Corporate/CAG
iii) Corporate Centre and its
establishments:
a) I & MA and Credit Audit Officer not below the rank of CGM
posted at the department
b) ZIOs The Officer not below the rank of GM
c) Colleges/Institutes The Officer not below the rank of GM
d) Corporate Centre GM (Corporate Services)
The other terms of conditions stipulated above in para 19.11.8 (i) to (viii) will be applicable to the
officers SMGS IV & V also.
9.11.8.2 Payment of HRA on Capital Cost Basis
619
CC/CDO/P&HRD-PM/51 dt. 25.01.2005
Officers who are permitted to retain their families at their own house constructed out of Bank’s
finance at a place of choice 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.
9.11.9 On Deputation on Mobile Duty to Inspection & Audit or Credit Audit Deptt.
For Bank’s Flats in Mumbai and other metros, the previsions of para 19.11.7.1 above shall apply.
9.11.10 Dismissal/Removal from service
i. Officers who are dismissed/removed from service are not aware of the date on which they are
likely to be dismissed/removed from service and hence it may not be possible to them to
make alternative arrangements for shifting their residence in advance. Therefore, such officers
may be permitted to retain their residential accommodation and furniture for a period not
exceeding two months. It should, however, be noted that any retention beyond two months
shall not be permitted. Moreover, telephone, car, newspaper, casual labour, cleansing material,
etc. if provided should be withdrawn immediately on dismissal/removal from service.
ii. The competent authority for the purpose would be as given below:
For Circles:
Up to 2 Months : GM in their respective network branches

and Departments and GM for deptts
under the direct administrative control of the CGM
Beyond 2 Months : In exceptional circumstances – CGM

For CGM himself – Group Executive/DMD & CDO
For CO and its Establishments including CAG Branches:
For flats in Mumbai - DMD & CDO
For flats outside Mumbai:

Upto 2 months - GM heading the Deptt/Establishment.
If no GM is posted, GM (CS) at CC.
Beyond 2 months - CGM
[CGM means :-
For Corporate Accounts Group & CAG
Branches - CGM (CAG)/Principal for
Staff Colleges/ CGM (I&A) for I & A Dept.
CGM (Credit Audit) for Credit Audit Dept.
W here GM or CGM is not posted,
CGM (HR) at CC will decide.]
12 PROVISION OF LEASED ACCOMMODATION TO OFFICERS POSTED AT RURAL /

DIFFICULT CENTRES
CDO/PM/CIR/23 Dt. 09.06.1999 & CDO/PM/CIR/40 Dt.. 28.07.1999
620
An officer posted to a rural center may be permitted to retain his family at a place of his choice.
In case, he keeps his family at the previous place of 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 accommodation within the rental ceiling applicable to his present place
of posting i.e. rural center.
Where the Bank’s flat/leased housing accommodation provided to an officer at the previous place of
posting 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.
An officer living in his 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.
Arrangement for stay at headquarters should be made by them at their own cost.
In respect of officers who are posted as Branch Managers at rural centers where official residence
earmarked for Branch Managers is available, the officer shall occupy that house and the rent will be
recovered at the usual rent.
12.1 Norms for categorising a centre as "difficult" centre
CO LETTER PER:IR:CIR:22 07.03.90
1. For the purpose of deciding whether a centre can be categorised as "difficult" or not, the
following parameters will be taken into consideration :-
(I) The centres where the Central Government is paying to its employees special compensatory
allowance in terms of Fourth Pay Commission Report, would qualify for classification as
"difficult" centre. Also, where the Central Government is paying special compensatory
allowance to its employees posted at specified tribal areas will be treated on the same footing.
However, it will be necessary to cross check with the relative government notification / publication
and make sure that the centre is specifically covered for payment of special compensatory
allowance while classifying the centre as "difficult" on this parameter alone.
(II) For remaining centres, the following parameters will be taken into account :-
(a) (i) High altitude above sea-level resulting in hostile climatic conditions.
(ii) High security risk arising from insurgency, tribal hostility, etc. as per government
guidelines.
(b) Public transport not at all available.
(c) Potable drinking water not at all available and the distance from which and the cost at which it
is procured.
(d) Educational facilities even upto primarily level not at all available.
(e) Basic essentials of life not at all available due to absence of local market and the distance from
which these have to be procured.
(f) Medical facilities even for ordinary ailments not at all available.
(g) Residential accommodation not at all available.

621
(h) Is the branch situated in a rural centre ?
2. If the centre is covered under para (I) above or if four or more out of eight parameters under para
(II) are satisfied, then the centre may be classified as "difficult" centre for extending leased
accommodation to officers posted thereat. The format for recommending a centre to be
categorised as "difficult" is given in Annexure 19.11. The position may be reviewed every two
years and if the special compensatory allowance to the government employees has been
withdrawn or if it fails to satisfy atleast four of the above eight conditions due to improvement
in infrastructural facilities, the centre should be de-classified and fresh benefit should not be
extended to the officers posted at the centre after the date of de-classification. However, those who
are posted prior to this date may continue to avail the facility until they are transferred
elsewhere.
3. The decision regarding classification of a centre as "difficult" or otherwise would be taken by

the General Manager.
19.13 INCOME TAX : OFFICERS PROVIDED WITH RESIDENTIAL ACCOMMODATION BY THE

BANK
Officers provided with leased housing accommodation by the bank need not be subjected to
payment of Income Tax on the basis of actual rent of the accommodation provided to them by the
Bank.
19.14 EXPENSES INCURRED IN SHIFTING RESIDENCE WHEN OFFICIAL RESIDENCE IS NOT

PROVIDED IN THE FIRST INSTANCE
Sometimes, when an officer is transferred to a centre where the facility of leased housing exists,
he may have to make his own private residential arrangements for a short duration if the Bank
is not in a position to offer him suitable accommodation immediately at the time of his transfer.
Later, the officer is required to incur some expenditure in shifting his household goods to the
leased residential accommodation when the same is provided to him by the Bank. In such
circumstances, it would be in order to permit reimbursement of reasonable expenses incurred by
the official in shifting his household goods to the leased residential accommodation.
19.15 UNAUTHORISED OCCUPATION OF RESIDENTIAL ACCOMMODATION
A few cases of officers unauthorisedly occupying the accommodation provided by the Bank even
after the expiry of the period for which they were entitled/permitted have been reported. To ensure
against such occurrences in future, it has been decided :
i) To serve notice on such officers to vacate the residence within a specified time limit, failing
which the entire rent of the leased accommodation / market rent of the Bank's accommodation
may be recovered from the salary and allowances of these officers. If the officer(s) is /are
occupying leased accommodation at his/their next place of posting also, this recovery may be
made in addition to the usual recovery. While serving notice, it may be made clear that this is
without prejudice to any other action that the Bank may decide to take.
ii) Suitable disciplinary action may be initiated depending on the gravity of his conduct.
iii) Eviction proceedings under Public Premises (Eviction of Unauthorised Occupants) Act 1971 may
also be considered in terms of Government of India Notification No. 7(9) B.O. III/74 dated June
12, 1975 published in the Gazette of India, Section 3 (ii) Part II. The Government of India have
empowered Premises Officers (now Asst.General Managers {Estate & Premises}) at the then
622
existing Local Head Offices to exercise the powers under the above Act. A copy of the Government
Notification is given in Annexure 19.6.
iv) An undertaking on the format given in Annexure 19.7 should also be taken from the officials at
the time of initial allocation of the residence by the Bank.
v) The recovery of penal rent shall be in addition to the disciplinary / eviction proceedings that the
Bank might initiate against the officer's misconduct of occupying the Bank's accommodation
unauthorisedly.
vi) where officers on retirement/transfer occupy the Bank’s flat unauthorized beyond the period for
which specific approval was taken, the rent at prevailing market rate will be recovered from the
concerned officers. The Estate & Premises Department will calculate market rent for various
categories of Bank’s quarters and keep the up to date record thereof with them for ready reference.
50% of the market rent should be recovered forthwith from the salary of the officer who continues to
occupy the Bank’s flat beyond the period for which permission was granted, so that no officer
continues to occupy the Bank’s flat without valid permission. If the permission is granted
subsequently, the officer would be eligible for the usual recovery only from the date from which
such permission is granted and if the permission is not granted, the remaining 50% of market rent
should also be recovered for the period of authorized occupation
19.16 PROVISION OF FURNITURE AND FIXTURES
In terms of Rule 25(3) of SBI Officers Service Rules 1992, 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. Executive Committee of the Central Board in its meeting held on the 12 th January 2007 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. The salient features of the scheme are as under:
CDO/P&HRD-PM/59/2006-07 dated 25.01.2007)
i) The scheme is for providing furniture/ fixtures at the residence of all the officers upto SMGS-V
(Bank’s 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 SBI Officers’ Service Rules 1992 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 19.18) permissible by the Bank.
v) The Officers who have already been provided with the Bank’s 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
623
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 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 Bank’s 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.
viii) Monetary ceilings for purchase of furniture/ fixtures for various grades will be as under:
Grade/scale Present entitlement Proposed
for furniture at all centres
(fixtures not included) (furniture/fixtures
excluding taxes & inclusive of taxes,
transportation transportation &
cost of curtains)
Non-metro Metro
SMGS V Rs 1,33,000/- Rs 1,33,000/- Rs 1,75,000/-
SMGS IV Rs 55,000/- Rs 70,000/- Rs 1,10,000/-
MMGS II & III Rs 42,000/- Rs 53,000/- Rs 1,00,000/-
JMGS I Rs 37,500/- Rs 47,500/- Rs 90,000/-
At present, the bank is providing curtains to officers every three years and fixtures. 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, transit insurance, whenever furniture/ fixtures are required to be transported
for any reason) etc. on certificate basis as under:
JMGS I - Rs 9000/- p.a.

MMGS II & III - Rs 10000/- p.a.
SMGS IV - Rs 11000/- p.a.
SMGS V - 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.
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
624
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,
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 Bank’s 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 19.15. 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 19.16)
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 Bank’s Fixed Assets 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
instalments 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. Furniture purchased by an officer will be
verified by the Branch Manager/Designated 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(CS)/DGM &
CDO, LHO/DGM (Module) for CC/LHO/ZO establishment respectively.
xiii) The furniture/ fixtures, provided at the officers’ residences under the scheme, will be Bank’s
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 toward the rent.
xvi) As on the 1st March every year, every officer shall submit the possession certificate (Annexure
19.17 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 Bank’s 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 Bank’s book.
xviii) The branches/offices shall advise the list of items(inventory) supplied to the officers along with the
date of purchase and original purchase price of each item, on the basis of which the fresh
entitlement will be calculated.
19.16.1 CLARIFICATIONS
(CDO/P&HRD-PM/80/2006-07 dated 29.03.2007)
625
Clarifications to several suggestions, references, queries and doubts in respect of the above new
scheme of furniture:
19.16.1.1 Authority structure for sanction of advance and passing of entries in regard to purchases of
furniture/fixtures:
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 fixed assets/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 at the respective branches. In case of the Branch Manager, the
advance and debit to fixed assets/charges a/c will be made with the prior approval of the AGM
(Ops)/Controllers.
(b) ZO: The advance may be sanctioned by CM(OAD) and the entry will be reversed on receipt of
bills by CM(OAD). Records of all the purchases will be maintained in the Office Administration
Department at the ZO.
(c) LHO: The advance may be sanctioned by AGM(OAD) on the recommendation of Estate
Department, LHO and the entry of Suspense A/c will be reversed by OAD on receipt of confirmation
by the Estate Department in regard to purchases of items. Records of all purchases made by
individual officers will be maintained by Estate Dept. as hitherto.
(d) Corporate Centre: The advance may be sanctioned by AGM(OAD) on the recommendation of
Estate Department, Corporate Centre. The entry of suspense will be reversed by OAD on receipt of
confirmation by the Estate Department A/c of the purchases made. In Corporate Centre
establishment where Estate Department is not in place, AGM (OAD) will exercise all powers
mentioned above.
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 : AGM (Ops) & where AGM (Ops) is not in position, the senior-most AGM (Region).
LHO : AGM (Premises & Estate)
CC/CC establishments : DGM (Estate) & where DGM (Estate) is not in position, the AGM (OAD)
19.16.1.2 MISC. CLARIFICATIONS
(i) THE RECKONING DATE FOR FURNITURE/FIXTURES: A doubt has arisen whether the
date 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, we clarify 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.
(ii) PAYMENT OF THE LUMPSUM AMOUNT FOR REPAIRS ETC: In terms of our Circular
dated 31.1.2007, the lumpsum amount for reimbursement of expenses on account of repairs, annual
maintainence charges etc., will be payable to the officer on certificate basis every year in July. It has now
626
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
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.
(iii) TAXES: In terms of our Circular dated 31.1.2007 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.
(iv) COMMON LIST OF ITEMS: In terms of our Circular dated 31.1.2007, 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.
(v) INSURANCE: In terms of Circular dated 31.1.2007 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.
(vi) OFFICERS ON PROBATION: The new scheme applies to all the confirmed officers, including
officers in specialist category in JMGS I to SMGS V who are governed by the SBIOSR, 1992. However, it
was pointed out that officers on probation were earlier supplied with fixtures at leased house
accommodation. Accordingly, it has been decided that the officers on probation may be given upto Rs
20,000/- toward 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.
(vii) RETIRING OFFICERS: In terms of our above mentioned circular dated 31.1.2007 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 31 st 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
April, 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.
(viii) CURTAINS, MATTRESSES AND CARPETS: It has been decided that the value of existing
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.
(ix) 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.
We re-iterate that our above mentioned circular dated 31.1.2007 clearly mentions that officers who are
627
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.
(x) RETIREMENT/EXIT OPTION ETC. A doubt has been raised in regard to items of
furniture/fixtures supplied to the retiree/exit optees etc. We clarify 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.
(xi) NUMBER OF REQUESTS FOR PURCHASE OF ITEMS: In terms of our above mentioned
circular dated 31.1.2007 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.
(xii) SUPPLY FROM GODOWN: No item of furniture/fixtures is to be supplied from the 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 fixed assets 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.
(xiii) 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 dated 31.1.2007 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.
(xiv) IBTO/IBO: Like other officers, they will also be required to keep the furniture/fixtures. 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.
(xv) 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.
19.17 ECONOMIC RENT OF HOUSES CONSTRUCTED BY AVAILING BANK'S STAFF HOUSING

LOAN
i. If a house built under the Staff Co-operative Housing Scheme or the Individual Housing Loan
Scheme is not required by the employee for his own use or for the use of his family and if he
wants to lease it out, he is required to offer it first to the Bank. If the Bank agrees to take the
house, the Bank will pay him the economic rent which will be calculated in the laid down
628
manner on the principle that the net return to the employee should be equal to what he would
have earned on his investment in long term deposits in the Bank. If the house is not required by
the Bank, the employee will be so intimated within one month. He will then be free to let it out to a
person of his choice.
ii. After the Bank's loan is repaid, the employee would not be bound to offer the house to the Bank.
iii. In case the Bank has refused the offer to take the house on rent from the employee but
subsequently it gets interested in taking that house, the Bank will so intimate to the concerned
employee. The employee in that event will make an offer to the Bank when the existing lease
deed/rental agreement expires.
iv. If a house is built under the Staff Co-operative Housing Scheme, the excess of economic rent,
in such cases, will be shared with the Bank in proportion to the employee's and the Bank's
investments.
v. The market rent on the Bank's investments should be calculated as 12% of the investment.
The lease rent may be reckoned for computation of the economic rent. Further,
expenditure on repair of house/flat can be reckoned towards the cost of the project for the
purpose of calculation of economic rent for the year following the year in which expenditure is
incurred provided the expenditure is in excess of normal repairs and reasonableness thereof has
been verified by the Bank's Engineer under the Individual Housing Scheme.
vi. Where the employee is required to necessarily pay the amount of fixed rent as a recurring cost to
the concerned Land Development Authority etc., to keep the land and building thereon in his
occupancy, the lease rent may be reckoned for computation of the economic rent. Further,
expenditure on repair of house/flat can be reckoned towards the cost of the project for the purpose
of calculation of economic rent for the year following the year in which expenditure is incurred
provided, the expenditure is in excess of normal repairs and reasonableness thereof has been
verified by the Bank’s Engineer.
18.1 Calculation of economic rent under Co-operative Housing Loan scheme
No case of outstanding under the erstwhile Cooperative Housing Scheme of the Bank would be
there. As such, the necessity for computation of economic rent would not arise.
18.2 Calculation of Economic Rent under Individual Housing Loan scheme
The format for computing Economic Rent under Individual Housing Loan Scheme is given in
Annexure 19.8.
18.3 Points to be noted while calculating economic rent
While calculating economic rent in respect of a house / flat / tenement constructed under the
Individual Housing Loan Scheme and taken on lease by the Bank, the following points should be
taken into consideration.
(i) Interest at the highest rate available to the staff members on their long term deposits in respect of
the amount which represents the employee's own investment in the house to date (inclusive of
repayments). This will be calculated by averaging the 12 monthly figures during a year (actual in
the case of past months and anticipated on the basis of repayment schedule for the remaining
months). The member's initial investment will be certified by an architect and verified by the
Bank's Engineer.
(ii) Interest at the rate applicable on the loan account in respect of the amount of the loan outstanding
(monthly average for the previous financial year).
629
(iii) Net outgoings in the form of municipal taxes, maintenance and services changes, etc.
(iv) It is clarified that in regard to appropriation of the interest in Bank's loan for the purpose of
determining the economic rent of house, monthly average of the total amount of interest
paid/accrued must be reckoned. To illustrate :- Suppose the amount of interest on loan account
for the previous financial year is Rs.6000/- then the component of interest would be as under
for calculation of Economic Rent. Rs. 6000/12 = Rs. 500/- p.m.
(v) The economic rent calculations may be reviewed annually based on changes in maintenance
charges, municipal taxes, etc.
(vi) In case of houses/ flats taken on lease by the Bank, economic rent or lease rent applicable to
the occupant officer, whichever is lower, is payable. Municipal taxes cannot be paid over and
above the economic rent as these are taken into computation of the economic rent.
Clarification:
C.O.CDO/PM/CIR/2 dt. 11.04.2000/LHO/CirDO/PER & HRD/8 dt. 02.05.2000
Procedure to be adopted while calculating economic rent
(a) 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.
(b) 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.
18.4 Procedure for verification of various components of the Economic Rent
The following guidelines have been laid down regarding the manner in which the correctness of
various components taken into account while calculating the economic rent should be verified:-
Under the Cooperative Under the Individual

Housing Loan Scheme Housing Loan Scheme
--------------------- --------------------
i) Member's As certified by the As certified by the
investment Society on the basis Bank's Engineer/
of approved Architect/ approved Architect.
Engineer's certificate
ii) Taxes As certified by the To be verified from

Society the receipts of the
Municipal Corporati-
on or other local
bodies.
iii) Cost of -do- To be certified by

Maintenance the Bank's Engineer
or approved Architect
630
iv) Contribution Actually paid by the N.A.
to Personal society.
Fund
v) Supervisory -do- N.A.

charges
vi) Member's actual -do- N.A.

contribution to
the sinking funds.
18.5 Calculation of economic rent in the event of additions/alterations in the existing

building / flat
i) When an employee has constructed a ground floor/a small portion on the first floor in the first
instance through the Bank's funds and with his equity, the entire house should be taken by the
Bank and economic rent should be calculated for the whole house. In other words, if the entire
house has been constructed with the Bank's assistance i.e. the Bank's loan has been used for
both ground and first floor, the economic rent should be calculated for the entire house as one
unit.
ii) If an employee has constructed additional portion with his own funds, he should be allowed to let
out the portion to an outsider. However, in case the bank wishes to take this portion too, it may
be taken on such rent as determined between the Bank and the employee. In other words, for
the additional portion constructed out of his own funds, the principle of economic rent would not
apply.
18.6 Authority Competent to Check and Approve Economic Rent
The following guidelines should be followed regarding the authorities who are competent to check
the calculation of economic rent either initially or at the time of its revision:
(i) The economic rent calculation sheet should be checked and approved as on 1 st April each
year by the Dy. General Manager/Asstt. General Manager/Chief Manager through whom
the Bank’s loan was sanctioned, after the due verification of the employee’s investment, the
amount of taxes, etc. through vouchers, receipts etc. or on the basis of certificate tendered
by the Bank’s Engineer or Architect.
(ii) When the economic rent is to be revised, next economic rent calculation should also be
checked by the Dy. General Manager/Asstt. General Manager/Chief Manager on the basis
indicated above each year.
19 REIMBURSEMENT OF CLEANING/DISINFECTING MATERIALS
i. Cleaning/disinfecting materials are supplied to officers provided with furnished/unfurnished

housing accommodation for upkeep and maintenance of the Bank’s residential
accommodation/Bank’s furniture and fixture.
The monetary ceilings for supply of cleansing / disinfecting materials to the officers w.e.f 1 st July
2003
CDO/PM/16/CIR/23 dated 1.8.2003.
631
GRADE AMOUNT (Rs)
JMGS I 400/-
MMGS II & III 500/-
SMGS IV 550/-
SMGS V 650/-
SMGS VI & VII 800/-
TESSS I 1000/-
TESSS II 1000/-
The following items of material may be supplied.
19.1 List of sundry sanitary articles (PA/CIR/38/1/53 Dt 06.08.1993)
19.1.1 Officers MMGS III & above
(1) 3 tins Vim

(2) 1 litre Finit
(3) 2 bottles white cleaner
(4) 3 floor swabs
(5) 2 yellow dusters
(6) 3 table dusters
(7) 2 soft brooms (alternate month)
(8) 1 lavatory brush (alternate month)
(9) 1 scrubbing brush (alternate month)
19.1.2 Officers JMGS I & MMGS II
1. 2 tins Vim
2. 1 litre Finit
3. 1 tin white cleaner (alternate month)
4. 2 floor swabs
5. 2 table duster
6. 1 yellow duster
7. 1 scrubbing brush (alternate month)
8. 1 lavatory brush (alternate month)
9. 1 packet cleaning powder
10. 1 soft broom
19.1.3 General
i Since the cost of cleansing material received by the officers is now taxable in in the hands of
employer, it has been decided to reimburse the said amount to the officers on certificate basis.
However, the officers will have to purchase the cleansing items strictly as per the list prescribed by
the Bank for the purpose and give a declaration in their certificate in this regard every month while
claiming the reimbursement.
ii. The format for submitting bills pertaining to purchase cleaning materials is given in Annexure
19.13.
20 TELEPHONE FACILITY
20.1 RESIDENTIAL TELEPHONE
Eligible Officers are provided with a telephone at their residence. For each grade/scale of officers
there will be specified number of free calls over and above the usual free calls allowed by the
Telephone Department in a bi-monthly period. An officer can make the calls within these
prescribed limits and the Bank will pay the charges. In case the number of calls exceeds these
632
limits, whether it is for official reasons or otherwise, he will have to pay the excess bill amount. In
case an eligible officer has telephone connection at his/her residence in his/her name, he/she is
reimbursed with the rental and calls charges upto his/her eligibility.
2. The ceilings will be as under :-
CC/CDO/PM/16/CIR/37 dt. 12.09.2003/LHO/CirDO/P&HRD/83 dt. 03.10.2003

& CC/CDO/PM/16/SPL/691 & 692 dt. 16.09.2003
TEGSS I - 3000 calls per month
TEGS VII - 2000 calls per month
TEGS VI - 1500 calls per month
SMGS IV & V - 800 calls per month
MMGS II & MMGS III - 300 calls per month
JMGS I - 200 calls per month
3. The above calls, as stated earlier, are over and above the free calls allowed by the Telephone
Department. Charges for the calls in excess of the limits indicated above will be borne by the
officer on a bi-monthly basis when the bills are received. STD facility on residential phones to all
specified officers irrespective of the scale / grade should be permitted.
4. As ceiling on calls to be reimbursed over and above the usual free calls allowed by the telephone
department, has been fixed, it has been decided to remove the restriction of STD facility only to
officers in Grade / Scale IV and above. However, the reimbursement as hitherto, will continue to be
restricted to the ceilings on calls, over and above the usual free calls, allowed by the telephone
department.
5. Considering the adverse effect on the social status of the officer, that may be caused, it has been
decided that the telephone provided to an officer at his residence should be allowed to continue if,
consequent upon change in assignment at the same center, he is not entitled for the facility in the
new position. The facility would continue till the officer continues at the center. However, in such
cases, only telephone rental would be reimbursed and no free calls other than those permitted by
the telephone department would be allowed.
20.2 Telephone services provided by Private Service Providers

C.C/CDO/PM/16/CIR/95 dt. 12.03.2003/LHO/CirDO/P&HRD/180 dt. 28.03.2003
Officers eligible for residential telephone, who have got telephone connections installed at their
residences from private service providers, may be reimbursed with the rental and call charges upto
their eligibility subject, however, to the condition that reimbursement will be limited to the amount
equivalent to rental and call charges upto specified limit chargeable by MTNL/BSNL telephone
department at the relevant centre.
20.3 MOBILE PHONE
The facility of mobile phones was initially extended to Officers in Top Executive Grade Scale I & II
(CC/CDO/PM/10/CIR/41 dt. 08.01.2001). The facility was further extended to the General
Managers (CC/CDO/PM/16/CIR/62 dt. 14.01.2002). As regards the facility to the officers below the
rank of General Managers, Corporate Centre vide above letter delegated the powers to the Chief
General Manager of the Circles to sanction the facility only to such senior functionaries whose
duties are such that:-
633
a) They are frequently required to remain out of their office and are to be contacted for official
purpose.
b) They are frequently required to contact the various functionaries for official purpose while away
from their office and residence.
With a view to have a better control, the guidelines for providing mobile phones are as under:-
i) The sanctioning authority to provide mobile phones to any official will continue to be Chief General
Manager as stipulated in Corporate Centre guidelines.
ii) All the recommendations for providing mobile phone to any official in the Circle will be routed
through the Dy. General Manager & Circle Development Officer only, who will examine the request
vis-à-vis laid down instructions through Premises & Estate Department.
iii) The cost of the instruments are changing frequently. In view of the current market prices the
following limits will be observed.
a) CMC members Rs. 10,000/-
b) Dy. General Manager Rs. 8000/-
c) AGM/CMs Rs. 6000/-
d) Scale I to III Rs. 5000/-
e) Specialist Officers according to Scale
iv) All officers will be provided mobile connection of Spice/Airtel depending upon the availability of
mobile Company in the area, under the Corporate Scheme of the Company. The cost of calls
including rental will have a realistic relationship with the number of calls permitted on residential
telephones. The outer limit per month will however, be as under:-
a) Members of CMC No limit
b) Dy. General Managers No limit
c) Asstt. General Manager Rs. 1200/-
d) Chief Manager Rs. 1000/-
e) Officers in Scale I to III Rs. 500/-
d) Specialist Officers
i) Liaison Officer Rs. 1500/-
ii) Security Office at ZOs Rs. 1000/-
iii) Security Officers at LHO including Rs. 500/-

Control Room
iv) Doctors Rs. 500/-
v) Fire Officer Rs. 500/-

634
vi) Others if any Rs. 500/-
v) Since roaming facility is automatically available and no extra charges are payable now a
days, this has not been restricted to any scale.
vi) The replacement/provision of new instrument to the officials to whom the facility has been provided will
only be made through Premises & Estate Department after ensuring that the instrument has outlived its
life and is no more repairable after obtaining a certificate from the Authorized shop the Company.
vii) The officials retiring/transferred will be required to surrender the instrument/connection on the very
day/next working day to the Premises & Estate Department/Officer taking charge unless permitted by
the Chief General Manage in advance and make a suitable noting the Mobile Phone Register. An
information to this effect will be sent to Premises & Estate Department.
viii) As the limit on bills has been fixed, the cost of personal calls, if any, made within the above limits will
not be recovered from the officers. The reimbursement will be on the same lines as for landline
provided at residence.
ANNEXURES 19.1
635
NORMS FOR MEASURING 'LIVING AREA'
Main Building
(a) Rooms, kitchen, bath, latrine, store and 100% of the

enclosed verandah floor area
(b) Verandah, corridors and barsati 25% -do-
(c) Porch 12-1/2% -do-
(d) Courtyard pucca 5% -do-
Out Houses
(a) Rooms 25% -do-
(b) Verandahs 12-1/2% -do-
Annexure 19.2
COMPUTATION OF STANDARD RENT
(CDO/PM/CIR/33 Dt.04.09..1998)w.e.f.01.07.1998
636
Living Area Standard Rent per month
(sq. metres) (Rs.)
----------------- --------------------------
Up to 50 113/-
51 to 60 135/-
61 to 75 157/-
76 to 90 209/-
91 to 105 252/-
106 to 120 296/-
121 to 150 362/-
151 to 180 433/-
181 to 225 510/-
226 to 300 728/-
301 to 400 901/-
401 to 550 1073/-
Beyond 550 1250/-
Servant Quarters 17/-

Garage 10/-
637
Annexure 19.3
FORMAT OF LETTER TO BE USED BY OFFICERS FOR ADVISING 'LIVING AREA'
The Branch Manager / Departmental Head,

______________________________________
Dear Sir,
FLAT / HOUSE NO.

.......................
.......................
_______________________
I have been provided by the Bank leased housing accommodation as above.
In this connection, I forward herewith an enclosure, showing particulars of "living area" in the
accommodation provided to me.On the basis thereof, standard rent in accordance with the existing
provisions/instructions, comes to Rs._______ per month.
I shall be glad if standard rent as above is fixed for the accommodation provided to me and recovered /
adjusted from my salary accordingly.
Yours faithfully,
Place :
(Name of the officer)
(Designation/Grade/Scale)
Date :
638
(A) Main Building
(a) Room(s), kitchen, bath(s), 100% of ......Sq.m.

latrine(s), store and floor area
enclosed verandah
(b) Verandah, corridors and 25% of ......Sq.m.

barsati floor area
(c) Porch 12-1/2% of

floor area .....Sq.m.
(d) Courtyard pucca 5% of

(B) Out House (s)
(a) Room(s), etc. 25% of ......Sq.m.

floor area
(b) Verandah(s) 12-1/2% of

floor area ..... sq.m.
-------------------------------
Total eligible area sq.m.
=================
Standard rent chargeable on the

basis of eligible living area
worked out above. Rs.________
I certify that the above particulars in respect of the residential accommodation provided to me by
the Bank are correct.
(Signature of the officer)
Place : Name :
Grade / Scale
639
Annexure 19.4
FORMAT FOR SANCTION OF STANDARD RENT
2. Grade/Scale :
3. Contractual
monthly rent paid
by the Bank : Rs........
4. Entitlement of
officer for : Rs........
leased housing acco-
mmodation (i.e. max-
imum permissible
ceiling).
5. Amount of standard
rent chargeable on
the basis of parti-
culars furnished by
the officer (* copy
enclosed) :
* (Here Branch Managers/Dept. Heads will enclose a copy of particulars as per Annexure 20.3
submitted by the Officer)
6. Date from which

standard rent is :
applicable
7. The particulars furnished by the officer, regarding the living area of the accommodation hired by
the Bank, have been verified and found to be correct. Recommended for sanction.
Branch Manager / Departmental Head
SANCTIONED
Asstt. General Manager (Region)/Office Manager
640
Annexure 19.5
PROFORMA FOR PERMISSION TO RETAIN OFFICIAL ACCOMMODATION AT PREVIOUS

PLACE OF POSTING CONSEQUENT UPON TRANSFER
1. Name of Officer :
2. Grade / Scale :
3. Present place of posting :
4. Previous place of posting :
5. a) Leased accommodation's
number and place of its
location
b) Whether telephone faci-
lity is provided ? :
6. a) Date of Transfer Order :
b) Date of Relief :
c) Reasons for delay, if
any, in relieving :
d) Date reported at place
of posting :
7. Period of retention requested
for (please enclose a photo
copy of the Officer's report)
8. Reasons for retention :
9. Details of school going/
college going children viz.
class in which they are studying
name of school/college, when
the session is ending, etc.
10. Whether hostel facility at the
school/college is available or
not :
11. Whether official residential
accommodation provided at
new place of posting :
12. Recommendations :
Date : RECOMMENDING AUTHORITY
Place:
Permitted / Not permitted to retain official accommodation upto ................
COMPETENT AUTHORITY
Date:
Place:
641
Annexure 19.6
Gazette Notification No. 7(9) B.O. III/74 dated June 12, 1975
( PUBLISHED IN PART II SECTION 3(ii) OF THE GAZETTE OF INDIA)
No.7(9)-B.O.III/74
Government of India
Ministry of Finance
Department of Banking
NEW DELHI - 110 0001

12th June, 1975
NOTIFICATION
In exercise of the powers conferred by Section 3 of the Public Premises (Eviction of

Unauthorised Occupants) Act, 1971 (40 of 1971) the Central Government hereby appoints the
officers men-tioned in column (1) of the Table below, being officers equivalent to the rank of a
gazetted officer of Government, to be estate officers for the purposes of the said Act who
shall exercise the powers conferred and perform the duties imposed on the estate officers by or
under the said Act in respect of the public premises specified in column (2) of the said Table.
The Table
_______________________________________________________________________
Designation of the Categories of public premises and
officer local limits of jurisdiction
----------------------------------------------------------------------------------------------------------------------
(1) (2)
----------------------------------------------------------------------------------------------------------------------
Premises Officer Premises belonging to or taken on lease or
State Bank of India requisitioned by or on behalf of the State Bank
Calcutta. of India in the States of West Bengal, Assam
Manipur, Tripura and Orissa and the Union Terri-
tory of Andaman and Nicobar Islands.
Premises Officer, Premises belonging to or taken on lease or re-

State Bank of India, quisitioned by or on behalf of the State Bank
Patna of India in the State of Bihar.
Premises Officer, Premises belonging to or taken on lease or

State Bank of India, requisitioned by or on behalf of the State
Bombay. Bank of India in the State of Maharashtra
and in Goa.

State Bank of India, quisitioned by or on behalf of the State Bank
Madras. of India in the States of Tamil Nadu, Karnataka
and Kerala and Union Territory of Pondicherry.

State Bank of India quisitioned by or on behalf of the State Bank
New Delhi of India in the State of Jammu and Kashmir,
Punjab, Haryana, Rajasthan and Himachal Pradesh
and the Union Territory of Delhi.
642
State Bank of India, requisitioned by or on behalf of the
Kanpur. the State Bank of India in the State
of Uttar Pradesh.

Ahmedabad. Bank of India in the State of Gujarat and in
Daman.

State Bank of India requisitioned by or on behalf of the State
Bhopal. Bank of India in the State of Madhya Pradesh

Hyderabad. Bank of India in the State of Andhra Pradesh.
__________________________________________________________________________
(M.B. Usgaonkar)
Under Secretary to the Government of India
To
The Manager,
Government of India Press,
Mayapuri Industrial Area,
(Near Rajouri Garden)
New Delhi - 110027.
Copy forwarded for information to the :-

1. State Bank of India, Central Office, Bombay-400 021
2. Guard File
(M.B. Usgaonkar)
Under Secretary to the Government of India
643
Annexure 19. 7
FORMAT OF UNDERTAKING TO VACATE LEASED ACCOMMODATION
To
The Chief General Manager,
Local Head Office,
_________.
Dear Sir,
STAFF : SUPERVISING - RESIDENTIAL ACCOMMODATION
I hereby undertake to vacate the Bank's residential accommodation (hereinafter referred to as the
"premises") allotted to me during my service or place of stay at specified centres on the expiry of
the period for which permission has been granted to me failing which the bank apart from being
entitled to summarily evict me from the premises would be at liberty to charge damages for such
unauthorised occupation at not less than double the amount of the rent being paid by the bank or
at double the commercial rent which the premises may fetch if leased out as on the said date in
addition to such action that may be deemed necessary in terms of the rules governing my
service and or the public premises (Eviction of Unauthorised Occupants) Act, 1971 (Central Act)
or any other like law applicable. I also authorise the bank to adjust my liability arising from
the above from my own contribution to Provident Fund account or Pension payable to me in
the event of my retirement from bank's service and to that extent this will be deemed to be
payment received by me.
Yours faithfully
(SIGNATURE OF OFFICIAL)
644
Annexure 19.8
INDIVIDUAL HOUSING SCHEME FOR THE EMPLOYEES - COMPUTATION OF

COMPENSATION EQUAL TO ECONOMIC RENT FOR THE FINANCIAL YEAR ENDING
31ST MARCH 200
(A) Basic Data :
1. Cost of the Project :-
(i) Land/Site Cost

including registration
fee and stamp duty Rs.________
(ii) Cost of construction of

the house/flat as per
the final bill verified
by the Bank Engineer Rs.________
Total (i) and (ii) Rs.________
2. Additional investment of capital nature,

if any, during the year (to be supported
by Engineer's/Architect's Certificate,
where considered necessary) Rs.________
3. Total [(1) + (2)] Rs.________
4. Outstanding amount of loan availed by

the employee from the Bank as on
31st March Rs.________
5. Employee's own investment in the project

as on 31st March [(3) - (4)] Rs.________
(B) Calculation of Economic Rent :-
6. Amount of notional interest at staff rate

(max.) on long term deposits on employee's
own investments i.e. (5) Rs.________
7. Interest accrued during the year on

loan account Rs.________
8. Other Charges :-
(i) House tax as assessed by the

Municipality/Corporation or
Development Authority for
the year Rs.______
(ii) Lease Rent Rs.______
(iii) *Maintenance/Repair
Charges equivalent to
B(8)(i) or actuals,
645
whichever is lower Rs.______ Rs._______
(*Where the Bank has undertaken the maintenance, this component may be ignored for calculation of
economic rent.)
(iv) Total 8[(i)+(ii)+(iii)] Rs.________
9. Total of (B) [(6)+(7)+(8)] Rs.________
10. 1/12 of (9) (Economic Rent Monthly)

(Rounded off to nearest Rs.5/-) Rs.________
NOTE : Where the house has been completed at a date later than 31st March, the economic rent will
be calculated as on the later date.
646
Annexure 19.9
CALCULATION OF ECONOMIC RENT AFTER GIVING FULL WEIGHTAGE OF ADDITIONAL

INVESTMENT ON 1ST FLOOR
(Total area of the house (both floors) has been assumed as 1967 sq.ft.)
1. Member's contribution
(excluding investment on 1st floor) Rs. 94,423.66
2. Bank's loan repaid Rs. 17,667.50
--------------
Total A Rs.1,12,091.16
=============
3. Interest at the maximum rate admissible
to staff (i.e 12%) on long term deposits
on 'A' divided by 12 gives Rs. 1,120.00
4. Actual and anticipated recoveries during

the current financial year : Rs.2700/-.
Interest on this sum (@ 12%) would be
Rs.324/- and divided by 12 gives Rs. 27.00
--------------
Total B (3 + 4) Rs. 1,147.00
--------------
5. a) Taxes of all nature Rs.1530/-

b) Share of maintenance Rs.2295/-
----------
Rs.3825/-
==========
As items (a) and (b) are annual,
the monthly amounts would be Rs. 318.75
---------------
Total of 'B' and 5 gives Total C Rs. 1,465.75
============
6. Proportionate rent for 1st floor

viz. 828 sq.ft. Rs. 617.10
7. Additional investment of Rs.24,000/-

on 1st floor. Interest at the maximum
rate admissible to the staff
(i.e. 12%) on long term deposits
on Rs.24,000/- divided by 12 gives Rs. 240.00
--------------
Economic Rent payable (6 + 7) Rs. 857.10
==============
647
Annexure 19.10
FORMAT OF TELEPHONE REGISTER
DETAILS OF ISD/STD/TRUNK CALLS
_______________________Branch/Office
Telephone No._______________
Name and designations of the officer

at whose desk the telephone has been provided____________________
Sr. No. Date Place for No. on Name of Nature Signature Date & Initials
Which the Which Officer/ of Amount
Call was Call was Employee Call: Of call
made made Who Official/ Charges
Made the personal recovered
call
Annexure 19.11
648
FORMAT FOR RECOMMENDATION FOR CATEGORISATION OF A CENTRE AS "DIFFICULT"
Basic Data for Classification of
"Difficult" Centres
---------------------------------------------------------------------------------------------------------------------------------------
A. CENTRE : DISTRICT :
STATE/UNION TERRITORY : BRANCH OPENED ON:
POPULATION : STAFF STRENGTH :
(i) Officers :
(ii) Clerical Cadre :
(iii) Sub.Staff :
B.1. Progressive number No.of No.of Staff Strength

of centres so far centres Brs. at all branches
identified in the at the ---------------------------
Circle as "Difficult" centres Officers Clerical Sub-stall Total
centres viz.
a) Tribal Area Centres,

as identified by
Central Government :
b) Centres where pay-

ment of Special
Compensatory Allow-
ance is made by
Central Government
to their employees :
c) Centres identified
as "difficult" by
the Bank :
-------------------------------------------
TOTAL :
-------------------------------------------
Particulars about the centre:
2. a)i) Whether hostile climatic conditions exist at the centre on account of high altitude above sea-level. If
yes, please indicate the height of the centre above sea-level and whether employees are eligible for
Hill and Fuel Allowance.
ii) Whether there is high security risk at the centre, arising from in-surgency, tribal hostility etc. as per
Government guidelines : if yes, please enclose relevant Government guidelines / circulars / letter.
b) Whether public transport is not at all available
c) Whether potable drinking water is available locally. If not at all available, the distance from which and
the cost at which it is procured.
d) Whether educational facilities even up to primary level are not a all available.
e) Whether, due to absence of market, basic essentials of life are available. If not, the distance from
which these have to be procured.
649
f) Whether medical facilities for ordinary ailments are available.
g) Whether residential accommodation is available.
h) Is the branch situated in a rural centre.
Note : Particulars / answers in respect of the above should be given in specific terms to avoid further
correspondence.
C. ADDITIONAL INFORMATION :
----------------------
a) Availability of postal facilities :
b) Names of Government / Public Sector establishments at the centre and number of their staff posted
and residing at the centre and nature of facilities provided to them by the employers taking into account
the difficulties / hardship faced by the staff.
c) Additional cost on account of lease rent, if leased houses are provided to officers posted at the centre at
place of choice.
d) Any other relevant information / data
D. RECOMMENDATION OF
DY. GENERAL MANAGER
---------------------
(Please indicate specifically whether the centre qualifies for being classified as a 'difficult' centre as per
norms specified in Section 19.12.1)
DY. GENERAL MANAGER

Date:
Annexure 19.12
FORMAT FOR OFFER FOR LEASING OF RESIDENTIAL

ACCOMMODATION TO THE BANK
Permanent, Full Address Telephone No.

of the Owner : Residence : ___________
650
______________________ Office : ___________
______________________
______________________
______________________
______________________ Date : ________________
To:
The Asst.General Manager/______________________
Premises & Estate Dept./_______________________
Local Head Office, /___________________________
Chandigarh___________________________
Dear Sir,
RESIDENTIAL ACCOMMODATION - OFFER
I desire to let out my own flat / bungalow to the Bank and the terms and conditions of the Bank,
which are enclosed, are acceptable to me. The required particulars are as under :-
i) Full address of the flat / :

bungalow to be let
ii) Total carpet area :
iii) Built up area :
iv) Number of rooms & details :

thereof
v) Other facilities :
vi) Minimum expected rent : Rs. per month

----------------------------
(Inclusive of all taxes)
Yours faithfully,
( )
TERMS & CONDITIONS ON WHICH THE BUNGALOW/FLAT IS GIVEN ON RENT TO STATE BANK
OF INDIA
(1) The Bank will occupy the portion of the bungalow / flat for residential purpose of its officers and
members of their families.
(2) The agreement can be terminated after giving one month's notice on either side.
(3) All rates, taxes, charges in respect of the said portion of the bungalow / flat payable to the Municipality /
Government / Co-operative Housing Society or other authority including education cess shall be paid
651
by me / us. I / We shall also pay charges for water consumed at the said portion of the bungalow /
flat, as also all charges in connection with the maintenance of the said portion of bungalow / flat,
staircase, electricity, gurkha or any other charges. The Bank's official to whom the house will be
allotted would be responsible only for payment of electricity charges in respect of the said portion
of the bungalow / flat as per actual consumption shown in the separate electric meter provided
therein.
(4) I / We also agree to carry out white-washing and distempering atleast once in every two years
and painting of doors, windows and grills, etc., once in five years in the said portion of the
bungalow / flat and also carry out thorough repairs whenever required by the Bank. It is agreed and
understood that if I / we fail or neglect to carry out the above mentioned works within the time
specified in a written requisition from the Bank, the Bank shall be at liberty to carry out the same
on my / our cost and all the expenses so incurred by the Bank shall be repaid by me / us on demand
and if not so paid, the Bank is entitled to deduct the amount of expenses so incurred from the monthly
rent payable to me / us.
I / We agree to the above.
Yours faithfully,
( )
652
Annexure 19.13
FORMAT FOR CLAIMING REIMBURSEMENT OF EXPENSES ON CLEANING MATERIAL

FOR THE MONTH_____________200
1. Name of the officer :
2. Designation :
3. Grade/Scale :
4. Employee Number :
5. Nature of residential : Bank’s own flats/Leased accommodation/

accommodation Owned house*
6. Whether furniture and fixture : Yes/No

at the residence has been
provided by the bank.
I have purchased cleansing material for Rs.________________________(Rupees_______

_________________________________) for maintenance and upkeep of the residential
accommodation and furniture and fixture thereat provided by the Bank/furniture and fixture provided by
the Bank at my own house. In this connection, I confirm that the cleansing material purchased by me is
as per the list prescribed by the Bank for the purpose.
I am eligible for the reimbursement of the amount as per Bank’s instructions in this regard.
Yours faithfully
Date: (Signature of the officer)

Place:
(*Delete whichever is not applicable) Department______________________
H.No./Flat No.________, Sector______
______________________________________________________________________
Passed for payment by debit to Bank’s Charges Account-“Sundries”. The amount will be reckoned in
full for income Tax purpose.
Staff Register Page No.________________
Please issue Banker Cheque to above Noted Officer.
___________________________________
Place: Branch Manager/Chief Manager/

Date:
ANNEXURE – I9.14
653
LIST OF SPECIFIED CENTRES
CENTRES UNDER MAJOR ‘A’ CATEGORY
Ahmedabad Kolkata Chennai

Bangalore Hyderabad New Delhi
Mumbai
CETRES UNDER CATEGORY ‘A’
Agra Gwalior Patna

Allahabad Hubli Pondicherry
Amritsar Indore Pune
Asansol Jabalpur Rajkot
Aurangabad Jaipur Ranchi
Bareilly Jameshedpur Salem
Baroda Jammu Sholapur
Bhopal Jodhpur Siliguri
Bhubaneswar Kanpur Simla
Calicut Kozhikode Srinagar
Chandigarh Lucknow Surat
Dehradun Meerut Thiruvananthapuram
Coimbatore Madurai Tiruchirapalli
Cochin Ludhiana Tirur
Dhanbad (Patna) Mohali (Ch.Cir.) Varanasi
Durg Bhillainagar Mysore Vijayawada
Ernakulam Nagpur Visakhapatnam
Faridabad Nasik
Ghaziabad Panaji
Guwahati Panchkula (Ch. Cir.)
654
ANNEXURE -19.14
CENTRES UNDER MAJOR ‘B’ CATEGORY
Agartala Faizabad Nainital

Ahmadnagar Farrukhabad-cum-Fatehgarh Nanded-Waghala
Aiswal Firozabad Navsari
Aizawal Ganganagar Nizamabad
Ajmer Gangtok Nellore
Akola Gaya (Patna) Parbhani
Alappuzha Goa region Panipat
Aligarh Gorakhpur Patiala
Alleppy Gulbarga Pondicherry
Alwar Guntur Purena
Amravati Habra Quilon
Anand Hapur Raichur
Anantpur Hardwar Raipur
Arrah Hisar Rajahmundry
Barddhaman Ichalkaranji Ramagundam
Bathinda Imphal Rampur
Behrampore (GM) Itanagar Ratlam
Belgaum Jaina Rohtak
Bellary Jalgaon Rourkela
Bhagalpur Jamnagar Sagar
Bharatpur Jhansi Saharanpur
Bhavnagar Jullundur Sambalpur
Bhilwara Junagadh Sangli
Bhiwandi Kakinada Satna
Bihar Kannur Shahijahanpur
Biharsharif Karimnagar Shillong
Bijapur Karnal Shimoga
Bikaner Kharagpur Siliguri
Bilaspur Kodaikanal Sonipat
Bokaro Steel City Kohima Thanjavur
Brahmapur Kolhapur Thoothukkudi
Burdwan Kollam Thrissur
Chandrapur Korba Tirunelveli
Cuddapah Kota Tirupati
Cuttack Kottayam Tirupur
Darbhanga Kurnool Trichur
Darjeeling Latur Tumkur
Devangere Malegaon Tuticorin
Dewas Mangalore Udaipur
Dhule Mathura Ujjain
Dimapur Maunath Bhanjan Vellore
Durgapur Mirzapur-cum-Vindhyachal Wadhwan
Eluru Moradabad Warangal
English Bazar Muzzaffarnagar Yamunagar
Erode Muzzaffarpur
Etawah Nagercoil
655
ANNEXURE 19.15
(To be given in duplicate)
Date :
Place :
To
Branch Manager/ Head of the Deptt.
Dear Sir,
ADVANCE FOR PURCHASE OF BANK’S FURNITURE/

FIXTURES FOR USE AT MY RESIDENCE
656
With reference to the Bank’s circular letter no.____________________________ dated
_________________, please grant me an advance of Rs ______________________ (Rupees
__________________________________________________________) equivalent to my entitlement for
purchase of furniture/ fixtures on Bank’s behalf for my own use at my residence. In this connection, I submit
as under:
i) I have been allotted Bank’s residential accommodation/ leased residential accommodation on

______________________ the postal address of which is as under:
___________________________________
___________________________________
___________________________________
ii) I have been staying in my owned house. I have been permitted to retain my family in my owned
house/ leased house at _________________ vide letter no. _______________________________
dated _______________ (copy enclosed).
iii) I have been provided with Bank’s furniture/fixtures, the original cost of which (excluding the items
which are more than 10 years old) is Rs. __________
iv) I undertake to purchase the items of furniture/ fixtures of my choice from reputed vendors/
companies etc. for the residual amount (Rs. ________) of my entitlement for this purpose.
v) I undertake to give certificate within two week’s time from the date of advance taken to the Bank in
confirmation of having purchased the furniture/ fixtures together with a list containing the particulars
of each item, viz. the name of the item, price etc. together with the relative cash memo(s)/ receipted
challan(s).
vi) I understand that if I do not purchase the furniture within a month from the date of advance being
given to me for this purpose, it will be deemed that I have misutilised the fund and the amount will
be recovered from my salary in 10 (ten) instalments together with interest at the prevalent rate for
clean overdraft and I shall not be given the benefit of this Scheme in my entire service.
vii) I undertake to obtain insurance cover (including transit insurance whenever Bank’s furniture/
fixtures are required to be transported for any reason whatsoever) for the book value of the
furniture/fixtures in the name of the Bank at my own cost in first year and from the amount payable
to me towards insurance and repairs of furniture every year thereafter. The policy issued by the
insurance company will be kept with me. As I shall myself be insuring the furniture/ fixtures provided
to me by the Bank, in case of any loss of any kind, it will be my responsibility to get the amount of
claim from insurance company and I shall not raise any claim with the Bank to replenish the loss.
viii) I understand that if I do not purchase the furniture and fixtures and submit a false certificate
regarding purchases made, I shall be liable to be proceeded against under the relevant service
rules.
Yours faithfully,
( )
Name :
Designation :
657
P.F. index no. :
ANNEXURE19.16
(To be given in triplicate)
Date :
Place :
To
The Branch Manager/ Head of the Deptt.
Dear Sir.
PURCHASE OF BANK’S FURNITURE/FIXTURES FOR MY

658
RESIDENTIAL ACCOMMODATION
Further to my application dated ________________ on the basis of which I was granted an advance of Rs
_______________ (Rupees _____________________________ only), this is to certify that on behalf of the
Bank, I have purchased furniture/ fixtures worth Rs _____________ (Rupees
_________________________________only) of my choice for my residential accommodation. The
statement giving details thereof is enclosed together with the cash memo(s)/ receipted challan(s). I
acknowledge that the furniture/ fixtures purchased by me are Bank’s property which I shall possess and
take good care of as a bailee.
2. I have obtained insurance cover for the book value of Bank’s furniture/fixtures in Bank’s name and the
insurance policy is in my possession. I shall always keep these Bank’s furniture/ fixtures insured for the
Book Value in future also. In case of loss of any kind, it will be my responsibility to obtain the amount of
claim from the insurance company and whether the insurance claim is paid or not paid at all, I shall not
make any claim with the Bank for any replenishment of the loss.
3. I know that the furniture/ fixtures provided to me by the Bank shall remain with me for at least 10 (ten)
years and I shall have to carry them wherever I am transferred within my eligibility for transportation of
household goods on transfer. I shall not make any additional claim separately for transportation of Bank’s
furniture/ fixture provided to me for my residential use.
4. I also know that I shall not get any additional reimbursement for a purchase of any furniture/ fixtures for
my residential use within 10 (ten) years from the date of purchase i.e. _______________(date), except
when my entitlement increases on account of my promotion. Even if there is any upward revision in future,
in the entitlement for my present grade, I shall not be eligible to claim the difference between such
enhanced entitlement and my present entitlement, if I continue to remain in the same grade.
5. In case of my retirement/ voluntary retirement/ removal/ discharge/dismissal/exit from service within 5

years from the date of purchase of Bank’s furniture/ fixtures, I hereby give irrevocable authority to the Bank
to recover from my terminal dues the book value of Bank’s furniture/ fixtures provided to me in lieu of
transferring the ownership of such furniture/ fixtures to me.
Yours faithfully,
( )
Name :
Grade :
P.F. index no. :
Place of posting :
___________________________________________________________________
FOR OFFICE USE
Certified that I have visited the residence of Shri/Smt ______________ on _________ and verified the
purchase of furniture and fixtures as per the list and found it in order.
______________________________________
BRANCH MANAGER/DESIGNATED OFFICER
659
ANNEXURE 19.17
ANNUAL POSSESSION CERTIFICATE
Date :
Place :
To
The Branch Manager/ Head of the deptt.
Dear Sir,
BANK’S FURNITURE/ FIXTURES
I hereby certify that Bank’s furniture/ fixtures worth the original cost of Rs ____________ (Rupees
______________________________ only), purchased on _______________ (date of purchase), remain in
my possession. All the items are insured for the book value and the insurance cover is valid.
Signature : __________________________
Name : __________________________
P.F. Index No. : __________________________
Grade/Scale : __________________________
Residential address where the Bank’s furniture/ fixtures are placed
__________________________________
660
___________________________________
___________________________________
---------------------------------------------------------------------------------------------------------------------
FOR OFFICE USE
1) Tallied with office record : Rs ___________________
2) Original cost of the furniture : Rs ___________________
3) Book value as on 1st April

(i.e. beginning of the year) : Rs _____________________
4) Depreciation entries passed on : Rs _____________________
5) Book value as on 31st March : Rs _____________________
Signature of the Branch Manager/Head of the Department

ANNEXURE 19.17
I. Entries to be passed by the branch/ office from where an officer is transferred
Dr Branch Clearing General A/c ) Book value of furniture/ fixtures carried

(through Schedule No.7) ) by an officer to the transferee branch/
) office
Cr Fixed Assets A/c )
II. Entries to be passed by the Transferee branch/ office to which the officer is transferred
Dr Fixed Assets A/c )

)
Cr Branch Clearing General A/c ) Book value of furniture/ fixtures carried
(through Schedule No. 8) ) by an officer from the transferor
) branch/office
)
661
ANNEXURE 19.18
PROVISION OF FURNITURE AT RESIDENTIAL ACCOMMODATION
OF OFFICERS FROM SCALE I TO SCALE V
Sr. Items No. of items not to
No. exceed
1. 3 piece sofa set 1
2. Centre table 1
3. Show case 1
4. Single bed/double bed(with/without mattresses) 4/2
5. Dining table 1
6. Dining chairs 6
7. Writing table 1
8. Writing chair 1
9. Dressing table with/without stool 1
10. Ironing table 1
11. Iron 1
12. Inverter 1
13. Computer table 1
14. Computer chair 1
15. Steel/Aluminium kitchen rack 1
16. Water purifier 1
17. Washing machine 1
18. Refrigerator 1
19. Mixer grinder 1
20. Vacuum cleaner 1
21. Colour TV 1
22. TV trolley 1
23. Set Top Box (Conditional Access System/DTH) wherever 1
applicable
24. OTG/Microwave oven 1
25. Air conditioner 1
26. DVD/VCD/MP3/Home theatre 1
27. Meat safe 1
28. Peg table 2
29. Bed side table 2
30. Sofa cum bed 1
31. Telephone table with/without seating arrangement 1
662
32. Garden chairs 4
33. Carpet 1
34. Shoe rack 1
35. Room heater 1
ADDITIONAL ITEMS FOR OFFICERS IN SCALE V

1 Cooking range 1
2 Dish washer 1
3 Wardrobe(Wooden) 1
4 Wall unit 1
5 Kitchen chimney hub (metallic) 1
6 Food processor 1
Items of fixture: Ceiling fan (4), Tube light (6), Chandelier (1), Geyser (1), Steel Almirah (2), Air
cooler (1)
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 : Rs 90,000/-
MMGS II& III : Rs 1,00,000/-
SMGS IV : Rs 1,10,000/-
SMGS V : Rs 1,75,000/-
663
Annexure 19.19
The Dy. General Manager/Asstt. General Manager,

Zonal Office, Region,
_______________
Date:
THROUGH THE BRANCH MANAGER/HEAD OF THE DEPARTMENT
Dear Sir,
PERMISSION TO AVAIL THE FACILITY OF

ASED ACCOMMODATION AT A PALCE OF CHOICE
I have been transferred from______________________branch/office to_______________branch/office. I

am presently provided with Bank’s accommodation/leased accommodation. Due to family circumstances, I
would like to keep my family at ____________Distt. _____________and request that permission may
please be granted to me to have leased accommodation thereat as per my eligibility. The rental ceiling for
leased accommodation applicable to my grade at_________and at my present place of posting at
__________are Rs.________________respectively. In terms of the extant instructions, I will be eligible for
lease rental ceiling for Rs.________i.e whichever is lowers.
3. In the vent of my request for provision of leased accommodation at __________being acceded. I

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 withdraw the facility without notice and without
prejudice to Bank’s right for initiating appropriate disciplinary action against me.
4. I undertake to obtain transit insurance cover for the furniture from the lump sum amount payable to
me on permanent transfer in terms of service rules which is payable only in case of change of residence.
Please approve.
Yours faithfully,
664
Signature
Name:
P.F Index No.:
Grade/Scale:
Branch/Office:
Residential Address:
665
CHAPTER 20
ASSETS & LIABILITIES
OSR:62(1)
Every officer shall, on his first appointment, either by direct recruitment or by promotion, submit
a return of his assets and liabilities giving full particulars regarding :
(a) the immovable property inherited by him or owned or acquired by him or held by him on lease or
mortgage, either in his own name or in the name of any member of his family or in the name of
any other person;
(b) shares, securities, debentures and cash including bank deposits inherited by him or similarly
owned or acquired or held by him;
(c) other movable property inherited by him or similarly owned or acquired or held by him; and
(d) debts and other liabilities incurred by him directly or indirectly.
20.2 DATE OF ASSETS & LIABILITIES STATEMENT AND LAST DATE OF SUBMISSION
OSR:62(2)
Every officer shall every year submit a return on his movable, immovable and valuable property
including liquid assets like shares, debentures, etc. as on 31st March of that year to the Bank
before the 30th day of June of that year.
20.3 CUSTODY OF ASSETS & LIABILITIES STATEMENTS
(i) Separate files relating to these statements and reports and request for permission to
acquire, dispose of assets, and sanction etc. have to be maintained on the same lines as
officer's service files.
(ii) When an officer in MMGS-III and above is transferred from one module to another, there is
no system by which his present controller can know the position of submission of the
statements. For effective control and follow of the instructions quoted above, it has been
decided that the receipt/submission of the statement of Assets & Liabilities of each
category of officers (JMGS I onwards should be recorded in the service sheets with actual
date of receipt/submission.
These instructions will be effective from 01.04.1994 for recording of submission of

statement of Assets and Liabilities as on 31.03.1994.
20.4 FORMAT FOR ASSETS & LIABILITIES STATEMENTS
(Corp Centre letter No. CDO/PM/17/CIR/44 dt. 02.012.2004/LHO P&HRD/114 dt. 07.01.2005)
i. Every officer should file his statement of assets and liabilities on Form No. I (for immovable
property) (Annexure-20.1) and Form No. II (for liquid assets, investments, movable properties,
liabilities, etc.) (Annexure-20.2 ) on his first appointment either by direct recruitment or by
promotion. The statement of liquid assets to be submitted annually need not reflect cumulative
transactions over the year. It should, however, reflect the position of all his liquid assets/movable
properties/liabilities on Form No. II on the 31st March every year. Where an officer is a member of a
joint family, his share of the property alone will require to be specified in Form I. The property
666
owned or held by the spouse which were not purchased out of the funds of the officer and continue
to be owned by them need not be included.
ii. On Form No. II (Annexure-20.2 ) of the form prescribed for submission of Assets & Liabilities,
the official should give details of other liabilities (if any) such as guarantees issued by him on
behalf of other individuals and any other contingent liabilities for which he is liable as a co-
obligant.
iii. All officers should furnish information on Form No. IV (as per proforma given in Annexur 20.4
their controlling authority if the total transaction in sale, purchase or both in shares, securities,
debentures, mutual fund, etc. exceeds Rs.25,000/- during the financial year. The above form
should be invariably submitted by all officers every year in addition to the movable/immovable
property returns and the same should be kept alongwith the respective statement of assets
and liabilities.
iv. Please also see Section 20.5.
20.5 ACQUISITION OF SHARES / DEBENTURES UNDER PROMOTERS' / EMPLOYEES' QUOTA

PER/49 & 58 dt. 09.07.1993 & 26.08.1993 respectively
1. Officers / employees are prohibited from making investments in the acquisition of shares /
debentures in their name or in the name of the spouse or of their close relatives including children /
brothers / sisters / father / mother / step-mother / step-children wholly dependent on them, out of
the quota reserved for the friends and associates of the directors of the company.
2. If any officer / employee desires to acquire shares / securities out of the promoters' quota of a
company under some exceptional circumstances (i.e. when a close relative of the officer /
employee is a chief promoter / director of the issuer company), he shall seek prior permission of
the Bank for such acquisition. The competent authority to grant such permission will be as
follows :-
(i) For all employees or : Chief General Manager

officers in a Circle
upto TEGS VII.
(ii) For all employees or : Chief General Manager (HR)

officers in Central
Office or its
establishments upto
TEGS VII.
(iii) For all officers in : Managing Director

TEGSS I & II in-charge of staff
functions
3. No officer / employee of the Bank can legitimately apply for or accept allotment of shares /
securities out of the employees' quota of any company. Acceptance of such allotment by the
employees of the Bank will be deemed to be an act of misconduct under the relevant conduct
rules and the employee will render himself liable to disciplinary action for such acts. These
instructions will apply, mutatis mutandis, to acquisition of shares / securities out of the
employees' quotas in the names of members of families of the Bank's employees except in
cases where the family member is a bonafide employee of the issuing company.
4. It may be made clear that such acts of investments in shares / debentures, etc. out of the quota
reserved for friends and associates of the promoters as also out of the employees' quotas and
quotas meant for relatives, if applied for and accepted without permission, would be deemed
as violative of the provisions of Rule 61(1) of State Bank of India Officers Service Rules and
para 521 (4)(J) of Sastry Award (and retained by Desai Award), as applicable to officers and
667
workmen employees, respectively. Such misconduct on the part of the officer employees /
workmen employees would be viewed seriously and would entail disciplinary action.
PER & HRD/24 dt. 30.05.1997
5. All employees (officer/award) who are holding shares / debentures of company acquired under
employees' quota under any circumstances should arrange to surrender the same to the issuing
company. It should, however, be noted that the Bank retains its right to initiate action against an
employee who has at any time acquired shares / debentures under employees' quota.
6. The format for submitting the required particulars is given in Annexure -20.4. This would form part
of the Statement of Assets & Liabilities to be submitted by all the officers from the year ended 31st
March 1997 onwards.
NOTE:
LHO/P&HRD/4 dt. 22.04.2002
The above information on acquisition of share under Promoters’/Employees’ Quota was also
obtained from officers at the time of considering them for promotion. Now it has been decided that
as there is already a laid down system for submission and scrutiny of forms on acquisition of share
under Promoters’/Employees’ Quota at periodical intervals, there is no need to collect this
information again at the time of interviews.
20.6 OTHER RULES
OSR:62(3)
No officer shall, except under previous intimation in writing to the competent authority, acquire or
dispose of any immovable property by lease, mortgage, purchase, sale, gift or otherwise either
in his own name or in the name of any member of his family.
Provided that the previous sanction of the competent authority shall be obtained by the officer if
any such transaction is :
(a) with a person obligated to the Bank through official dealings with the officer;
(b) otherwise than through a regular or reputed dealer.
OSR:62(4)
Every officer shall report to the competent authority every transaction concerning movable
property owned or held by him either in his own name or in the name of a member of his family if
the value of such property exceeds Rs.25,000/-.
Provided that the previous sanction of the competent authority shall be obtained if any such
transaction is :
(a) with a person obligated to the Bank through official dealings with the officer; or
(b) otherwise than through a regular or reputed dealer.
C.O. letter No. CDO/PM/CIR/19 dt. 15.06.2001/LHO/PER & HRD/26 dt. 07.07.2001
As discussed above about reporting of transactions covering immovable and moveable properties, the
Central Vigilance Commission has advised as follows:-
It has been observed that there has been a marked tendency in various organizations to raise queries
repeatedly on these intimations without ever accepting them. It needs to be noted that this discourages
public servants from complying with reporting requirements. It also needs noting that such intimations are
668
made when there is no intention to hide the transactions i.e. the transaction is a bonafide one. Therefore,
impediments such as repeated queries de motivate the public servant who is being honest about his
transactions. Repeated querying also does not result in uncovering any wrongdoing on the part of the
public servant. Acceptance of such intimations does not confer immunity from investigation at a later stage
should the need arise, nor is it a reflection on the efficiency or otherwise of the authorities concerned. Mere
intimation and its acceptance do not imply that the value declared is to be accepted in the event of an
investigation. There is, thus, no worthwhile benefit that accrues from such detailed inquiries at the time of
intimation.
It has also been observed that there is a tendency to view with harshness the failure to intimate transaction.
Failure to intimate transactions could arise out of a desire to suppress transactions generated out of illicit
earning or out of mistake/ignorance etc. Cases of the former type are not likely to be many since such
acquisitions would not, normally be in the name of the public servant and they would be brought to light
during the investigation. The latter possibility implies that the acquisition has been financed out of an
acceptable source of income rendering it a case of non-compliance with the specific provision of the
conduct Rules etc., without reflecting on the integrity of the public servant. Those cases where assets
disproportionate to known sources of income have been uncovered would cease to be a mere technical
lapse since the issue becomes one of the lack of integrity. Visiting harsh punishment on mere technical
lapses would not meet the ends of justice since the public servant’s integrity is not in question and failure to
intimate cannot be equated with possession of disproportionate assets.
Taking note of the aforesaid arguments and in order to reduce compliance costs of a large strata of honest
officers, the Commission has observed that its punishment policy with regard to intimations would be as
follows:-
1. Unnecessary queries may not be raised when officers make intimations. As a general rule,
such intimations may simply be noted.
2. If not related to assets disproportionate to known sources of income, failure to intimate should
be treated as a technical lapse. Such lapses should ordinarily attract only a
censure/administrative warning.
3. Since monetary limits for intimation have not kept pace with inflation, the failure to send
intimations of transactions in movable properties should be taken cognizance of only if the
value of movable property dealt in exceeds two month basic pay of the official concerned.
OSR:62(5)
The Bank may, at any time, by general or special order, require an officer to furnish, within a
period to be specified in the order, a full and complete statement of assets and liabilities including
such movable and/or immovable property held or acquired by him or on his behalf or by any
member of his family as may be specified in the order. Such a statement shall, if so required by
the Bank, include the details of the means by which or the source from which such property was
acquired.
20.7 SCRUTINY AND SECRECY
i. Strict secrecy will be observed regarding the information furnished by the employees in their
statements. With this end in view, the employees may submit statements in sealed covers,
briefly superscribed as regards name of the statement, year, etc., addressed to the Receiving
Authority specified below.
ii. The PF Index number should be incorporated on all the four formats in the set of Assets &
Liabilities statements alongwith other existing particulars w.e.f. the Assets & Liabilities statement as
on 31.03.2001. (CDO/PM/CIR/47 DT 27.01.2001)
669
iii. The Branch Manager/Head of the Department should forward sealed cover with a covering letter
direct by Registered Post to the Receiving Authority. Separate files relating these statements
and reports and requests for permission to display of assets, etc. will be maintained on the same
lines as officers' service files.
iv. Scrutiny of these statements should be done only by the controlling authority not below the rank
of SMGS V. For officers posted in Central Office and its establishments and those deputed to
subsidiaries the undernoted system of scrutiny is to be observed.
Grade of Officers To be Scrutinised by
(a) Officers upto Scale V The Departmental Head concerned
(b) Officers in TEGS VI & VII Departmental / Subsidiary Head not below the
rank of CGM; OR the CGM (HR) if the reporting
hierarchy does not include a CGM.
(c) Officers in TEGS S I MD & GE (NBG) for officers in NBG;

MD & GE (CBG) for officers in CBG
(d) Other TEGS S I officers in C.O. / DMD & CDO

its establishments
(e) Other TEGS S I officers on DMD (Associates & Subsidiaries)

deputation to subsidiaries
(f) Officers in TEGS S II Chairman
(v) Only normal scrutiny of statements may be done. Detailed scrutiny of property returns, etc.
should be confined only to those cases which raise ground for suspicion of disproportionate
assets. This process should not degenerate into ‘witch hunting’. Whenever, in exceptional
cases, detailed survey is needed, this should be done only after authorisation by the Chief
General Manager and without embarrassment to the official concerned. Such officials should be
given prior intimation of the intention to do so.
20.8 CONFIRMATION IN BRANCH MANAGER'S MONTHLY CERTIFICATE
The controlling authorities should ensure that in respect of officers at branches, the Branch
Manager's monthly certificate and the relieving Branch Manager's certificate are provided with an
additional column confirming that the statements of assets and liabilities in respect of officers
working under them have been obtained and forwarded as on 30th June each year. Submission
of these statements is mandatory and non-submission of these statements will be viewed
seriously.
20.9 CLARIFICATIONS
20.9.1 What is movable property ?
i. Rule 62 (4) of the State Bank of India Officers Service Rules requires an officer to report every
transaction concerning movable property owned or held by him, if the value exceeds
Rs.25,000/-. The term every transaction includes all transactions of sale or of purchase of such
property. The term movable property would include :
a) jewellery, insurance policies, the annual premium of which exceeds Rs.25,000/- or one sixth of
the total annual emoluments received from the Bank, whichever is less, shares, securities
and debentures;
670
b) loans advanced by such employees, whether secured or not;
c) motor cars, motor cycles, horses or any other means of conveyance; and
d) refrigerators, radios (radiograms and television sets), etc.
20.9.2 Nature of information to be incorporated in the return
i. Any transaction entered into by the spouse or any other member of the family of an employee out
of his or her own funds (including stridhan, gifts, inheritance etc.) as distinct from the funds of
the employee himself/herself in his or her own name and in his or her own right, would not attract
the provision of this rule.
ii. Regarding the information to be included in the various statements, the following points are to be
noted:
a) Where an employee is a member of a joint family, his share of the property alone will require to
be specified.
b) Properties owned or held by spouse or children which were not purchased from out of the funds of
the employee and continue to be owned by them need not be included.
c) Liabilities incurred in the name of any member of the family shall also be included if the
repayment is intended to be made from the income of the employee.
20.9.3 Why should an officer submit the statements?
It is in the interest of the officers to submit the statements as it provides them protection against any
allegation of unaccounted assets.
20.10 STEPS TO BE TAKEN IN CASE OF NON-SUBMISSION OF THE STATEMENT
i. An officer's failure to submit the statement of assets & liabilities by 30th June would render him
ineligible for any type of loan in that year, even if the statement is submitted after that date. In the
next year also, an officer's eligibility for a loan would depend on submission of statement for the
previous year(s) too.
Ii It should be made clear to all officers that non-submission of these statements would constitute
misconduct on the part of the officers in terms of Rule 66 of SBI Officers Service Rules and
would call for appropriate disciplinary action. Every officer should be called upon in writing (on
the lines of the draft given in Annexure 20.5) enclosing copies of the necessary form(s) to submit
his above mentioned statements.
(iii) Non-submission of Statement of Assets & Liabilities as on 31 st March within the stipulated period by
an officer is considered a violation of service rules. An officer who does not submit the statements
on the prescribed formats within the stipulated time becomes ineligible for any type of loan.
Further, one who does not submit the Statements for three consecutive years can be proceeded
against for minor misconduct. Each officer should therefore ensure timely submission of their
statements.
671
ANNEXURE-20.1
STATEMENT OF IMMOVABLE PROPERTY

AS ON 31.03.200
(e.g Lands, House, Shops, Other Building etc.)
(VIDE RULE 62 OF THE STATE BANK OF INDIA OFFICERS SERVICE RULES)
FORM NO. I
NAME___________________________ BRANCH/DEPTT.__________________
DOB____________________________ DATE OF JOINING THE BANK_______
DESIGNATION____________________ BASIC SALARY: Rs.
PF INDEX:_______________________
S.No Details/Description of property If not in own name, How & when

& its location state in whose name held Acquired
(See notes 1 & 5 overleaf) & his/her relationship, if (See notes 2 & 6
any to the employee overleaf)
House/Building/Land No.
1 2 3 4
672
Value of the property Total Annual Income Remarks
(See Note 3 overleaf) From the property
5 6 7
Signatutre_____________Date:______________
Note:
1) If the property is not wholly owned the extent of share may also be indicated.
2) For the purpose of column 4 the term “lease” would mean a lease of immovable property
from year to year for any term exceeding one year of reserving a yearly rent. Where,
however, the lease of immovable property is obtained from a person having official dealings
with the employee, such a lease should be shown in this column irrespective of the term of
the lease whether it is short term or long term, and the periodicity of the payment of rent.’
3) In column 5 should be shown:
a) Where the property has been acquired by purchase, mortgage or lease, the price of
premium paid for such acquisition.
b) Where it has been acquired by lease, the total annual rent thereof
c) Where the acquisition is by inheritance, gift or exchange the approximate value of

the property so acquired.
4. The annual return in respect of immovable property may also be submitted in this form as
on 31st March.
5. Name of District, Division Taluka & Village in which the property is situated & also its
distinctive number etc. will be given in column 2.
6. Whether by purchase, Mortgage, lease, inheritance gift or otherwise & name with details of
person/persons from whom acquired (Address and connections of the employed, if any with
the person/persons concerned here also to be given in Column 4).
673
Signatutre_______________Date___________
FORM NO. II ANNEXURE-20.2
STATEMENT OF ASSETS (OTHER THAN IMMOVABLE PROPERTY) & LIABILITIES

On first appointments/1st April________/as____________
ON ___________200

PF INDEX:_______________________
ASSETS LIABILITIES
A. Liquid Assets & Investments (including deposits I Liabilities to the Bank/Financial Institutions
& LIC Policies
Description Amount/ Held in How Annual Sr. Type of Principal Present
Original the name acquired Income No. loan outstanding
Price of & derived
relationship
1 2 3 4 5
674
B. Movable Properties ii. Liabilities to friends & Relatives
1 2 3 4 5 Sr. Type of Principal Present
No. loan Amount outstanding
iii. Other Liabilities ( if any)

Sr. Type of Principal Present
No. loan Amount outstanding
N.B. : Additional sheets may be attached where necessary
Signature_______________Date______________
Note: 1) In the case of share, securities, debentures etc. face value and approximate
market value as on date of statement may be mentioned.
Note: 2) In the case of Life Insurance Policies the date of maturity may also be stated.
Note: 3) Under B, information may be given regarding items like (a) Gold/Silver
ornaments: Approximate weight only be stated. (b) Silver including ornaments vessels etc.
(approximate weight) (c) Other precious metals, items of jewellery precious stones forming
part of jewellery etc. approximate value to be stated. (d) (i) Motor Car (ii) Scooters/Motor
Cycles (iii) Refrigerator/Air-conditioners (iv) Radios/Radiogram/Television sets and any
other articles the value of which individually exceeds Rs. 2500/- (e) value of items of
movable property individual worth less than Rs. 2500/- other than articles of daily us such
as clothes, utensils books, crockery etc. added together as lump sum.
Note: 4) In column 4, may be indicated whether the property was acquired by purchase
gift, or otherwise.
Note: 5) Under liabilities brief details should be given.
Signature_______________Date_______________
675
FORM NO. III ANNEXURE-20.3
Detailed Statement in respect of Shares/Debentures purchased under Promoters/Employees’

Quota as on 31st March, 200 in Officer’s own name and also those held in the
name of Spouse and Dependent Children

PF INDEX:_______________________
Sr. Name of No. of Face value Cost of Whether How Position

No. the shares acquisition Promoters’/ acquired held at the
Company Employees’ time of
quota acquisition
and if the
company
had any
borrowing
or other
facilities at that
time
1 2 3 4 5 6 7 8
676
B. Spouse and dependant children
(Please give name and relationship)
(2) Any additions/deletions to this statement during the year ended the 31st March 200 and the
profit/loss incurred by me is given below.
Place:
Date: Signature___________________
ANNEXURE-20.4
FORM IV
To be submitted alongwith the Assets & Liabilities Statement

as at the end of March every year
Form for giving intimation where total transactions in securities, Debentures &
Investment in Mutual Fund schemes etc. exceed Rs. 25000/- during the year
ended the 31st March, 200
1. Name and Designation D.O.B

PF Index:
2. Scale of pay & present pay
3. Details of each transaction made in shares,

securities debentures, Mutual funds
scheme etc. during the financial year
4. Particulars of the party/firm with whom

transaction is made
a) Is party related to you ?

b) Did you have any dealings with the
party in your official capacity at any
677
time or is the applicant likely to have
any dealings with you in the near
future ?
5. Source or sources from which Financed
a) Personal savings
b) Other sources, give details:
Declaration:
I hereby declare that the particulars given above are true.
Place: Signature____________________
Date: Designation__________________
Annexure 20.5
Draft of letter to be addressed to officials who have defaulted in submitting

the statement of Assets & Liabilities, etc.
Shri ________________
C/o State Bank of India,
_______________________
_______________________
Dear Sir,
STAFF SUPERVISING
NON SUBMISSION OF STATEMENT OF ASSETS AND LIABILITIES, ETC.
----------------------------------------------------------
1. Our records indicate that the following statements of assets and liabilities as on March 31, _______ as
required under Rule 62 of SBI Officers Service Rules have not been submitted by you so far:
Form No.I
Form No.II
Form No.III
Form No.IV
2. You are, therefore, called upon to submit the aforesaid statements positively within 15 days from the
date of receipt of this letter. Copies of the relevant formats are enclosed for this purpose.
3. In this connection, we would like to impress upon you that it will be in your own interest to submit
these statements as required under the service rules and non-submission will constitute a
misconduct in terms of Rule 66 of SBI Officers Service Rules. Your failure to submit these statements
within the stipulated period will be viewed seriously and dealt with appropriately.
678
Yours faithfully,
(AUTHORITY AS APPLICABLE)
679
CHAPTER 21
SBI OFFICERS SERVICE RULES AND SBI GENERAL
REGULATIONS - AMPLIFICATIONS / AMENDMENTS TO SOME OF
THE RULES/REGULATIONS AND OPERATIVE GUIDELINES
1 GENERAL
. This chapter is based on the book of SBI Officers Service Rules, 1992. Some of the
sections of the book, which have been modified, amplified, amended or clarified, are reproduced below
with changes; for other rules, please refer the book. Only those rules which are not covered elsewhere in
this volume are covered here.
Except where otherwise stated, the source of instructions given in this Chapter is
Annexure I of Chapter XII of Volume I, 1st Edition of the Reference Book on Staff Matters.
SBI Officers Service Rules came into force w.e.f. 01.01.1992. Under these rules, any
amendment to the rules will be issued in the form of a circular only and a copy of the amended rule will not
be furnished to each officer.
2 ERRATUM IN SBI OSR RULE 5(2)

The first item under the proviso to para 5.2 on page 4 of SBI OSR should read “Those who have
passed only Part I of CAIIB” and the second item should read “Those who have passed both Parts of
CAIIB.
3 ENGAGING IN TRADE, BUSINESS, EMPLOYMENT, ACCEPTANCE OF FEE,

ASSOCIATION WITH NEWSPAPERS, OTHER COMMUNICATION SYSTEMS,
ETC.
OSR Subject matter covered Guidelines for administration of the

by the Rule Rule
Rule 51(1) Permitting an employee to Normally permission should not be granted to
engage directly or indirectly an employee to engage directly or indirectly in
in any trade or business or any trade or business or to undertake any other
to undertake any other employment. While an employee may be
employment. permitted to undertake work of a casual or
occasional character, like setting
examination paper relating to Institute of
Bankers, evaluation of answer books relating to
such an examination, giving lectures, etc., a
whole time employee should not ordinarily be
allowed to accept any part-time employment
even though such employment may be after
office hours. While considering the request of
an employee under this rule it may, inter-alia,
be ensured that the discharge of official
duties by him is not in any way adversely
affected.
a) An employee is not permitted to join the

firm of the spouse as a non-
working partner even where the firm
680
does not have any official dealings
with the Bank. Also, an employee,
whose spouse is having official
dealings with the Bank, should not
join the business as a partner.
b) Where an employee inherits his
family business, he may be
permitted to associate himself as a
non-working partner.
Rule 51(3) Permitting an employee to Normally no permission should be granted

take part in the registration, under this rule except when an employee is
promotion or management required to take part in the registration,
of a Bank or other promotion or management of a Bank, or other
Company which is required company on behalf of the Bank or otherwise in
to be registered under the the discharge of his official duties. Other
Companies Act 1956, or cases may be considered on merits when the
any other law, for the time work is undertaken without consideration and
being in force or any co- on an honorary basis or where it would result in
operative society for some benefit to the Bank in the form of useful
commercial purpose. contacts/rapport or in the enhancement of
Bank's image or prestige.
Rule 51(4) Permitting an officer to Decision may be taken on the basis of the
accept fees or honoraria for following points :
work done for any public i. Generally no restriction need be
bodies/private person. imposed on an employee undertaking pursuits
which are purely literary, artistic or cultural in
character, provided such pursuits are
undertaken outside the office hours, and are
not likely to interfere with the discharge of his
official duties and responsibilities in the Bank.
In such cases, the employee may be permitted
to retain, in full, the remuneration he may
receive in connection therewith provided such
remuneration is not received from any
customer of the Bank or the event is not
sponsored by a customer of the Bank.
ii. In the case of lectures / radio / TV
talks or articles contributed to journals,
periodicals, etc., so long as those are
undertaken in his personal capacity, the
necessary permission may be granted to him,
subject to the condition, that he makes it
clear at the beginning of the talk etc.that the
views expressed are his personal views and
not of the Bank does not mention anything
objectionable from the Bank's point of view. In
such cases, the remuneration / honorarium, if
received by the officials, may be retained upto
an aggregate amount of Rs.20,000/- per
annum. If the amount received by an officer
exceeds Rs.20,000/- per annum, he shall
surrender to the Bank the amount received in
excess of Rs.20,000/- per annum.
iii. Employees acting as Paper setters,
Examiners or Moderators at the
Examinations conducted by the IIB, ICA,
IBA,CRB, CMC and similar institutions may be
681
allowed to accept not more than two
assignments in a year and permitted to retain
the fees in respect thereof, subject to the
ceiling of Rs.20,000/- per annum.
iv. If an employee is officially deputed
by the Bank or is invited directly by any
reputed public / private body, mainly on
account of his position in the Bank, or its
subsidiaries, either for delivering lectures
or participating in seminars or as a member
of committee constituted by reputed public /
private bodies, etc., he should be treated on
duty for the period and paid travelling
allowances as per the Bank's rules. The
appropriate authority may permit an official to
retain the honorarium / fee, if any, received by
the employee up to an aggregate amount of
Rs.20,000/- per annum. If the amount received
by an officer exceeds Rs.20,000/-, he shall
surrender to the Bank the amount received in
excess of Rs.20,000/- per annum. The
travelling or conveyance charges, if received
would also to be surrendered by him to the
Bank.
v. If an officer is co-opted as director of a
company, subsidiary of the Bank by virtue of
his official position in the Bank / subsidiary of
the Bank, he shall surrender the entire amount
of sitting fees and honorarium to the Bank.
However, he should be treated on duty for the
period and will be eligible for TA/HA expenses
as per the Bank’s rules. If, therefore, any
travelling or conveyance allowance is received
from those institutions where he is taken as
director, such allowance should be surrendered
to the Bank.
(CC No.CDO/PM/CIR/32 Dt.05/07/1999)
Rule 51(6) Permitting an employee to Permission should not ordinarily be
own or conduct or granted to an employee to own or conduct or
participate in the editing or participate in the editing of any newspaper or
management of any periodical publication except when he is
newspaper or any other required to do so on behalf of the Bank.
periodical publication or to Permission may be granted in other cases
participate in radio where :-
broadcast or to contribute i. it would not adversely affect the
any article or write letter to Bank's interests;
any newspaper or ii. it does not adversely affect the
periodical or publish efficient discharge of official duties by
documents or papers or the employee; and
information or book or to iii. the contents of the talk, lecture, article
deliver a talk or lecture in or publication are not objectionable
public meeting or from the Bank's view point and do not
otherwise. result in giving out official
information which is of a confidential
nature
682
4 USE OF POSITION OR INFLUENCE IN MATTERS OF EMPLOYMENT,
SANCTION OF LOAN, ETC. TO RELATIVES
Subject Guidelines
Rule 52(2) Granting permission to an Permission may be granted when the
employee to allow his son, employment has been obtained on merit,
daughter or any other through regular procedure and not as a
member of his family to result of direct or indirect influence his
accept employment in any exercised by the employee on the concerned
private undertaking which is undertaking. A declaration in writing may be
obligated to the Bank obtained from the employee that he has not
through his official dealings exercised any pressure or influence in
or in any other undertaking securing employment for his son, daughter or
which to his knowledge, is any other member of his family. Where the
obligated to the Bank. acceptance of the employment cannot await
prior permission of the competent authority or
is otherwise considered urgent, the matter
shall be reported to the competent authority
within three months from the date of receipt of
offer of employment and the employment may
be accepted provisionally subject to the
permission of the competent authority.
5 EVIDENCE IN ENQUIRY, COMMITTEE, ETC.

Rule 54(A)(1) Permitting an employee to Permission may be granted when the
give evidence in connection Bank’s interest is not adversely affected and no
with an enquiry conducted information pertaining to the Bank or its activites
by any person, committee is disclosed in the enquiry
or authority.
6 RECEIVING COMPLIMENTARIES, VALEDICTION, ETC.

Rule 55(1) Permitting an employee to Provided that nothing in this sub-rule shall apply
receive any complimentary to:-
or valedictory address or a) a farewell entertainment of a
accept any testimonial or substantially private and informal
attend any meeting or character held in honour of the officer or
entertainment held in his any other employee of the Bank on the
honour or in the honour of occasion of his transfer or retirement
any other employee(s) of or any person who has recently left the
the Bank. service of and
b) the acceptance of simple and
inexpensive entertainment arranged by
employees of the Bank.
Rule 55(2) a) No officer shall directly or indirectly
exercise pressure or influence on any
employee of the Bank to induce or compel him
to subscribe towards any farewell
entertainment.
b) No officer shall collect subscription for
farewell entertainment from any
intermediate or lower grade employee
for the entertainment of an officer
belonging to any higher grade.
683
ACCEPTANCE OF GIFT BY SELF AND FAMILY, AND DOWRY
Rule 56(1) Same as otherwise Explanation : The expression “gift” shall include
provided in this rule, no free transport, boarding, lodging or other service
officer shall accept or or any other pecuniary advantage when
permit any member of his provided by any person who is obligated to the
family or any person acting Bank through official dealings with the officer
on his behalf to accept any other than a near relative or a personal friend.
gift. Note : A casual meal, lift or other social
hospitality shall not be deemed as a gift.
Rule 55(2) On occasions such as marriages, anniversaries,
funerals or religious functions when the making
of gifts is in conformity with the prevailing
religious or social practice, an officer may
accept gifts from his near relatives but he shall
make a report to the competent authority if the
value of the gifts exceeds Rs 500/-.
Rule 55(3) On such occasions as specified in sub-rule (2),
an officer may also accept gifts from his
personal friends who are not obligated to the
Bank through official dealings with the officer but
he shall make a report to the competent
authority if the value of such gifts exceeds Rs
200/-.
Rule 55(4) In any other case, the officer shall not accept
any gifts without the sanction of the competent
authority if the value of the gifts exceeds Rs 75/.
Provided that when more than
one gift has been received form the
same person within a period of 12
months the matter shall be reported to
the competent authority if the aggregate
value thereof exceeds Rs 500/-.
Note : As a normal practice, an officer shall not
accept any gift from a person obligated to the
Bank through official dealings with the officer.
Rule 55(5) No officer shall –
i. give or take or abet the giving or taking
of dowry; or
ii. demand directly or indirectly from the
parents or guardian of a bride or
bridegroom as the case may be, any
dowry.
Explanation: For the purpose of this sub-
rule, “dowry” has the same meaning as in
the Dowry Prohibition Act, 1961 (28 of
1961).
8 BRINGING POLITICAL OR OUTSIDE INFLUENCE

(CC No. P&HRD/CM/5/SPL/246 dt. 02.07.2003)
OSR:57
. 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. Employees should desist from
684
approaching any minister/member of parliament/or any other VIP for redressal of their grievances, as
this will render them liable for disciplinary action.
Notwithstanding the provisions contained in rule 57 of Conduct/Service Rules, it has been our
experience that instances of employees approaching Ministers/Members of Parliament or of a State
Legislature and other VIPs for sponsoring their individual cases are on the increase. Government have
framed guidelines for dealing with cases of this nature in respect of their employees and have desired
us to keep these guidelines in view while dealing with similar cases in our Bank.
Adequate avenues are available in the Bank for officers to submit representations / appeals
against their transfers / promotions / postings and other grievances. This being so, there should be no
need for our employees to approach Ministers/Members of Parliament/VIPs to obtain redressal of their
grievances, if any.
. Employees are warned that they should desist from approaching any Minister/Member of
Parliament/or any other VIP for redressal of their grievances, as this will render them liable for
disciplinary action.
8.1 How to deal with such cases

Based on certain guidelines received from the Government, it has been decided to deal such
cases as under :
. For the first time of violation, Disciplinary Authority may advise the delinquent official to desist from
it. A copy of such letter need not be placed in the service file but a separate record may be kept.
If he 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/warning (censure in
case of officers/warning in case of Award Staff) 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.
If despite aforesaid action, an 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 he
is punished, the letter may be placed in the service file/record.
9 BORROWING, INCURRING DEBTS, BUYING AND SELLING SHARES,

LENDING MONEY, GUARANTEE, ETC.
Rule 59.
No officer shall, in his individual capacity:
. borrow money or permit any member of his family to borrow money or otherwise place himself or a
member of his family under a pecuniary obligation to a broker or a money lender or a subordinate
employee of the Bank or any person, association of persons, firm, company or institution, whether
incorporated or not, having dealings with the Bank.
Provided that nothing in this clause shall apply to borrowing from the Bank, the Life Insurance
Corporation of India, a co-operative credit society or any financial institution including a bank
subject to such terms and conditions as may be laid down by the Bank.
Provided further that an officer may accept a loan, subject to other provisions of these rules, from a
relative or personal friend or operate a credit account with a bonafide tradesman.
buy or sell stocks, shares or securities of any description without funds to meet the full cost in the
case of purchase or scrips for delivery in the case of a sale;
685
incur debts at a race meeting;
. lend money in private capacity to a constituent of the Bank or have personal dealings with a
constituent in the purchase or sale of bills of exchange, Government paper or any other securities; and
. guarantee in his private capacity the pecuniary obligations of another person or agree to indemnify
in such capacity another person from loss, except with the previous permission of the competent authority.
Provided that an officer may stand as surety in respect of a loan taken from a co-operative credit society of
which he is a member by another member.
Provided further that nothing in this clause shall apply to any guarantee/indemnity that an officer
may execute in favour of (a) the President of India in support of a passport application for any
relative of his, (b) any financial institution or educational trust for a loan or advance that such
institution or trust may give to any relative of his for educational purposes.
Personal Guarantee for Loans to Relatives / Others involving Commercial Transactions:
The authority for granting permission to stand as guarantee will be on merits and subject to the
extant guidelines in this regard is vested with Chief General Managers of Circles in respect of staff
working in Circles and with Chief General Manager (HR) in respect of staff working in Central
Office and its establishments. It is, however, reiterated that granting of permission should be
considered only on exceptional basis and in genuine cases where the denial of permission is likely
to result in hardship or inconvenience to the staff applying for permission subject to the following
extant guidelines.
(i) The guarantee or indemnity is not given for consideration.

(ii) The guarantee or indemnity is prima-facie within the means of the employee so
that in the event of the failure of the borrower’s venture, he is able to repay the dues to the Bank
without the Bank being required to file a suit against its own and serving employees.
(iii) The giving of such guarantee or indemnity does not adversely affect the Bank’s
interests.
(CC No.CDO/IR/CIR/59 Dt.28.08.2002)
10 DRAWING ADVANCE SALARY, DISCOUNTING CHEQUES, ACCEPTING

Rule 60(1) Permitting an employee to Normally a situation will not arise for an
draw his salary in advance employee to draw his salary in advance of the
of the date on which it is date on which it is payable. However,
payable. permission may be granted for disbursement
of salary before the date on which it is
normally payable in cases involving extreme
and genuine hardship and on account of
important festivals or yearly closing, etc.
Rule 60(3) Permitting an employee to Permission may be granted when
ask for or accept contributions are raised on purely voluntary
contributions to or basis for social, cultural or religious causes
otherwise associate himself and official position is not misused by the
with the raising of any funds employee and the raising of contributions
or other collections in cash does not adversely affect the Bank's
or in kind. interests or image. An employee may be
permitted to associate himself with the
raising of contributions to the National
Defence Fund and the Flag Day collections.
686
While an employee may make his
personal contributions for the Jawaharlal
Nehru Memorial Fund, he should not
associate himself with the raising of
contributions to that Fund and similar other
Funds.
Rule 60(4) Granting permission in Normally permission should not be granted to
writing to an employee to an employee to canvass for membership or
canvass for membership or collect dues or subscriptions or carry on
collect dues for any activity in connection with an
subscriptions for or carry on association, union or other organisation
any activity in connection during office hours or within the premises of
with any association, union the Bank. Meetings may, however, be
or other organization. permitted after office hours subject to the
condition that no derogatory slogans are
shouted and the proceedings are conducted
in a peaceful manner.
11 SUBMISSION OF STATEMENT OF ASSETS & LIABILITIES
Rule 62(2) Every officer employee These intimations should be forwarded to the
shall submit a return or his authority holding the statement of Assets and
movable, immovable and Liabilities.
valuable property including
liquid assets like shares,
debentures as on 31st
March of that year to the
Bank before 30th day of
June of that year.
Rule 62(3) Receiving intimation in Permission may be granted when no misuse
writing from an employee in of the official position is involved and when
regard to the holding, the transaction is otherwise in order in all
acquisition or disposal of respects. These intimations should be
any immovable property by forwarded to the authority holding the
lease, mortgage, purchase, statements of Assets and Liabilities of the
sale, gift or otherwise either officer concerned.
in his own name or in the
name of any member of his
family.
Rule 62(4) Receiving report from an Permission may be granted when no misuse
employee in respect of of official position is involved and when the
every transaction transaction is otherwise in order in all
concerning movable respects. These reports should be
property owned by or held forwarded to the authority holding the
by him either in his name or statements of Assets and Liabilities of the
in the name of a member of officer concerned.
his family if the value of
such property exceeds
Rs.5000/-.
12 SECOND SPOUSE
687
Rule 64(1) Permitting an employee to Permission may be granted if it is not
& (2) enter into or contract contrary to law or does not otherwise
marriage with a person adversely affect the Bank's interest or image
having a spouse living or and after satisfying that the grounds on
permitting an employee which the permission is sought are genuine.
having a spouse living to
enter into or contract a
marriage with any person
and receiving intimation
from an employee who
marries a person other than
a person of Indian
Nationality.
13 DISCIPLINE AND APPEAL

OSR: 67
Without prejudice to any other provisions contained in these rules, any

one or more of the following penalties may be imposed on an officer, for an act of
misconduct or for any other good and sufficient reason to be recorded in writing:-
3.1 Minor penalties

a) Censure;
b) Withholding of increments of pay with or without cumulative effect;
c) Withholding of promotion;
d) recovery from pay or such other amount as may be due to him of the whole or part of any
pecuniary loss caused to the Bank by negligence or breach of orders.
13.2 Major penalties
a) reduction to a lower stage in time-scale of pay for a period not exceeding 3 years, without
cumulative effect and not adversely affecting the officer’s pension; Major penalties
b) save as provided for in (a) above reduction to a lower stage in the time-scale of pay for a
specified period, with further directions as to whether or not the officer will earn increments to
pay during the period of such reduction and whether on the expiry of such period the reduction
will or will not have the effect of postponing the future increments of his pay;
c) reduction to a lower grade or post;
d) compulsory retirement;
e) removal from service;
f) dismissal.
Explanations : The following shall not amount to a penalty within the meaning of this rule:
i. withholding of one or more increments of an officer on account of his failure to pass
a prescribed departmental test or examination in accordance with the terms of
appointment to the post which he holds;
ii. stoppage of increments of an officer at the efficiency bar in a time scale, on the
grounds of his unfitness to cross the bar;
iii. not giving an officiating assignment or non promotion of an officer to a higher grade
or post for which he may be eligible for consideration but for which he is found
unsuitable after consideration of his case;
iv. reserving or postponing the promotion of an officer for reasons like completion of
certain requirements of promotion or pendency of disciplinary proceedings;
v. reversion to a lower grade or post of an officer officiating in a higher grade or post,
on the ground that he is considered, after trial, to be unsuitable for such higher
grade or post, or on administrative grounds unconnected with his conduct;
688
vi. reversion to the previous grade or post, of an officer appointed on probation to
another grade or post during or at the end of the period of probation, in accordance
with the terms of his appointment or rules or orders governing such probation;
vii. reversion of an officer to his parent organisation in case he had come on
deputation;
viii. termination of service of an officer;
a) appointed on probation in terms of sub-rule (1) of rule 16(3)(a);
b) appointed in a temporary capacity otherwise than under a contract
or agreement on the expiration of the period for which he was
appointed, or earlier in accordance with the terms of his
appointment;
c) appointed under a contract or agreement, in accordance with the terms
of such contract or agreement; and
d) as part of retrenchment.
ix. termination of service of an officer in terms of sub rule 3 of rule 20;
x. retirement of an officer in terms of rule 19.
14 WAVING OF DOMESTIC ENQUIRY IN RESPECT OF MINOR PENALTY

PROCEEDINGS
(CC No. CDO/PM/12/CIR/32 dt 22.09.04)
Corporate Centre have observed that holding of an enquiry is a time consuming process due to
which the officer has to undergo mental agony till the case is concluded. Under the extant
instructions, before imposing a minor penalty (other than that stipulated in Rule 67(e), a statement
of imputation of lapses is served on the charged officer and he is advised to submit his explanation,
which is considered by the Disciplinary Authority before taking a decision. As such, the officer gets
sufficient opportunity to present his side. As per law, holding an enquiry is not mandatory other than
in cases in which employee can be dismissed, removed or reduced in rank. It has, therefore, been
decided that holding an enquiry for imposing a penalty under Rule 67(e) be done away with. Such a
measure would facilitate, among other things, speedy disposal of cases, and help in reduction of
the large number of pending cases. The amended position of the relative rules is furnished below.
These changes have become effective from 31.08.2004 i.e. the date on which the approval was
given by the ECCB.
OSR Amended subject matter covered.

Rule 68(2)(i) No order imposing any of the penalties specified in clauses (f), (g),
(h), (i) & (j) of Rule 67 shall be made except after an inquiry is held in
accordance with this sub rule.
Rule 68(3)(iii) If the Disciplinary Authority, having regard to its findings on all or any
of the articles of charge, is of the opinion that any of the penalties
specified in rule 67 should be imposed on the officer, it shall,
notwithstanding anything contained in sub-rule (4), make an order
imposing such penalty.
Provided that where the Disciplinary Authority is of the opinion that

the penalty to be imposed is any of the penalties specified in clauses
(e), (f), (g), (h), (i) & (j) of Rule 67 and if it is lower in rank to the
Appointing Authority in respect of the category of officers to which the
officer belongs, it shall submit to the Appointing Authority its
recommendations regarding the penalty that may be imposed.
Records of the enquiry specified in Clause (xxi)(b) of sub-rule (2),
shall also be submitted to the Appointing Authority in respect of
penalties to be imposed under clauses (f), (g), (h), (i) & (j) of Rule 67.
The Appointing Authority shall make an order imposing such penalty
as it consider in its opinion appropriate.
689
Rule 68(4)(iv) Notwithstanding anything contained in sub-rule (i), (ii) and (iii) above,
if in a case it is proposed, after considering the written statement of
defence, if any, submitted by the officer under sub-rule (i) to withhold
increments of pay for a period exceeding three years or to withhold
increments of pay with cumulative effect for any period under rule
67(b), and enquiry shall be held in the manner laid down in rub-rule
(2) of rule 68, before making an order imposing on an officer any such
penalty.
Rule 69(2) An appeal shall be preferred within 45 days from the date of receipt of
the order appealed against. The appeal shall be addressed to the
Appellate Authority and submitted to the authority whose order is
appealed against. The officer may, if he so desires submit an advance
copy to the Appellate Authority. The authority whose order is
appealed against shall forward the appeal together with its comments
and records of the case to the Appellate Authority. The Appellate
Authority shall consider whether the findings are justified and/or
whether the penalty is excessive or inadequate and pass appropriate
orders. The Appellate Authority may pass an order confirming,
enhancing, reducing or setting aside the penalty or remitting the case
to the authority which imposed the penalty or to any other authority
with such directions as it deems fit in the circumstances of the case.
Provided that :
i) If the enhanced penalty which the Appellate Authority proposes to
impose is a penalty specified in clauses (f), (g), (h), (i) & (j) of Rule 67
and an enquiry as provided in sub-rule (2) of rule 68 has not already
been held in the case,, the Appellate Authority shall direct that such
an enquiry be held in accordance with provisions of sub-rule(2) of rule
68 and thereafter consider the records of the inquiry and pass such
orders as it may been proper.
Rule 69(3)(i) Not withstanding anything contained in this section, the Reviewing
Authority may call for the record of the case within six months of the
date of the final order and, after reviewing the case, pass such orders
thereon as it may deem fit.
Provided that :
i) If the enhanced penalty, which the Reviewing Authority proposes to
impose, is a penalty specified under clauses (f), (g), (h), (i) & (j) of
Rule 67 and an enquiry as provided under sub-rule (2) of rule 68 has
not already been held in the case, the Reviewing Authority shall direct
that such an enquiry be held in accordance with the provisions of sub-
rule (2) of rule 68 and thereafter consider the record of the enquiry
and pass such orders as it may deem proper.
15 SUSPENSION
Rule 68(A)(7)(1) : Sanctioning subsistence allowance to an employee placed under suspension.
(i) An officer who is placed under suspension shall be entitled to receive during the period of
such suspension and subject to clauses (ii) and (iii) subsistence allowance equal to half his
substantive salary and such other allowance as the competent authority may decide.
(ii) During the period of suspension an officer may, sublect to such guidelines as decided by
the Managing Director, be allowed occupation of such official accomodation as may be
decided by the Bank but shall not be entitled to free use of the Bank’s car or receipt of
conveyance or entertainment allowance or special allowance.
690
(iii) No officer who is under suspension shall be entitled to receive payment of subsistence
allowance unless he furnishes a certificate that he is not engaged in any other employment,
business, profession or vocation.
16 APPEAL AGAINST PUNISHMENT OR SUSPENSION, REVIEW, SERVICE OF

ORDER, EXTENSION OF TIME LIMIT, ETC.
OSR: 69
1.16.1 Effect of death on appeal against penalty of dismissal, etc.: The Corporate Centre had
recently on the basis of advice received from Government of India examined the matter as to
whether an appeal preferred by a delinquent officer against an order of dismissal on conclusion
of disciplinary proceedings initiated against him would stand abated automatically on his death.
The Government of India (Ministry of Law & Justice), based on judgements given by the Courts
earlier in the matter, have come to the conclusion that the appeal process will not stand abated
automatically on the death of the delinquent official and it will be open for the legal heirs or
representatives to have the matter agitated and decided.
The matter was further examined by Corporate Centre, to decide whether the above will apply
only to the penalty of dismissal alone or will also cover other punishments like reduction of
increments, etc. They have advised that the principle would be that except in those cases where
on the death of the party the relief claimed, if granted, would be nugatory i.e. where course of
action dies with the death of a person, the dispute can be continued by the legal heirs /
representatives. Accordingly, legal heirs have the right to agitate the issue for continuance of the
appeal proceedings for the purpose of ascertaining the financial gains that they would get as
legal heirs of the deceased employee from the Bank.
The legal heirs / representatives of the deceased may have to file an appeal separately for
reopening the appeal proceedings within the limitation period. The Bank can initiate legal
proceedings within the limitation period for recovery of the loss caused by the deceased employee,
if any, against his assets by impleading the legal heirs.
17 SBI GENERAL REGULATIONS 1955
17.1 Amended regulation 55 approved by Central Board at its meeting dated

August 25, 1988
55(i) Save as provided in sub-regulation (2), and as may be directed by the Central Board, a Local
Board may exercise all the powers of the State Bank in respect of the staff serving in the areas in
its jurisdiction.
(2)(a) The appointing and/or promoting authority for various categories / grades of officers and
employees shall be such as the Executive Committee may by general or special order
designate from time to time.
(b) No officer or employee of the Bank shall be dismissed, discharged, removed or retired from the
service of the Bank or reduced to a lower grade or post or to a lower stage in a time scale by an
authority lower than the appointing authority.
Explanation : For the purpose of clause (b), the term "appointing authority" shall mean and
include the authority who has been designated as such in respect of such class or grade of
officers or employees to which the officer or employee concerned, as the case may be, belongs at
the time when such order is passed or any proceeding leading to such order or termination is
initiated.
691
(c) Nothing in this sub-regulation shall affect the powers of a disciplinary authority appointed or notified
under any award, settlement under the Industrial Disputes Act, 1947 governing, affecting or
regulating the service conditions of workmen of the Bank and for the purpose of clause (b)
above, the appointing authority shall be deemed to have been substituted by such disciplinary
authority.
(d) The salary and other emoluments to be granted to officers and other employees shall be as
laid down in the Rules of Service approved by the Central Board and, where no such rules have
been laid down, as fixed by the Executive Committee.
(e) The power to grant pensions to officers and other employees leaving the service of the State
Bank, other than pensions provided for under the rules of the pension funds respectively
applicable to them, shall be reserved to the Central Board.
(f) The grant of gratuities or other financial assistance, either temporary or permanent, to widows,
children or other dependents of deceased officers or other employees shall be made by the
Executive Committee of the Central Board except where grant of any such gratuity or financial
assistance is authorised by any general direction given by Central Board.
Explanation : The term "officer" in this regulation shall include any employee to whom the rules of
service generally applicable to officers, apply with or without modification.
18 DISCIPLINARY AUTHORITY IN CASE OF PROMOTEE OFFICERS FOR

MISCONDUCT PRIOR TO PROMOTION
1. As per the VIth Bipartite agreement with the Bank and the All India State Bank Staff Federation, a
clause has been added to the effect that for a misconduct which occurred prior to the
promotion of the employee to officers cadre, the disciplinary action shall be in terms of the rules
applicable to workmen employees as per Sastry Award / Bipartite Settlements.
2. The Disciplinary Authority in such cases will be the Disciplinary Authority applicable to the
category of officers' to which he belongs as per SBI Officers Service Rules.
3. The Disciplinary Authority for such officers will have to be so designated under the award by a
special / specific notification to that effect. Notwithstanding the provisions in the Bipartite
Settlement if the charge-sheeted officer desires to have the disciplinary proceedings in terms of
State Bank of India Officers Service Rules, the same may have to be permitted.
1. In respect of officers promoted with retrospective effect the benefit of the provision will not
be available for the intervening period. For a misconduct which occurred subsequent to the
effective date of promotion, the official will be proceeded against in terms of SBI Officers
Service Rules although he would have performed only clerical duties during the relevant
period.
5. Clarification :-
i) The procedure to be followed for the special/specific notification for designating the disciplinary
authority in respect of cases mentioned above shall be as follows :
As per the provisions of Sastry Award Chapter XXV Section III Paragraph 521(12), the names of
the officers who are empowered to pass the original orders or hear the appeal in respect of
disciplinary proceeding against award employees are required to be published on the Bank's
notice board periodically. This is normally being done when there is a change in the
incumbency. However, in the cases referred to above, the Disciplinary Authority/Appellate
Authority has to be designated and notified separately. The Circle Chief General Manager can
designate the Disciplinary Authority as applicable to the officer according to his grade in each case
and arrange to publish the same on the Bank's notice board at the Local Head Office/Zonal
692
Office as well as at the branches(s) where the officer(s) is/are currently posted. However, in
case the Chief General Manager is to be designated as the Appellate Authority, wherever
applicable, such cases may be referred to Central Office for approval of the Managing Director &
Group Executive (National Banking).
693
ANNEXURE TO CHAPTER 21
Annexure 21.1 Amended position of other related service rules arising out of the amendment
to Rule 67 and consequent enlargement and renumbering of penalties in the service rules
Rule 68 (1)(ii)
The Disciplinary Authority or any authority higher than it may impose any of the penalties in Rule
67 on an officer. Provided that where the Disciplinary Authority is lower in rank than the Appointing
Authority in respect of the category of officers to which the officer belongs, no order imposing any of
the penalties specified in clauses (e), (f), (g), (h), (i) and (j) of Rule 67 shall be made except by the
Appointing Authority or any authority higher than it on the recommendations of the Disciplinary
Authority.
Rule 68(2) (i)
No order imposing any of he penalties specified in clauses (f), (g), (h), (i) & (j) of Rule 67 shall be
made except after an inquiry is held in accordance with this sub rule.
Rule 68 (3)(iii)
If the Disciplinary Authority, having regard to its findings on all or any of the articles of charge, is of
the opinion that any of the penalties specified in rule 67 should be imposed on the officer, it shall,
notwithstanding anything contained in sub-rule (4), make an order imposing such penalty.
Provided that where the Disciplinary Authority is of the opinion that the penalty to be imposed is any
of he penalties specified in clauses (e), (f), (g), (h), (i) & (j) of Rule 67 and if it is lower in rank to the
Appointing Authority in respect of the category of officers to which the officer belongs, it shall submit
to the Appointing Authority its recommendations regarding the penalty that may be imposed.
Records of the enquiry specified in Clause (xxi)(b) of sub-rule (2), shall also be submitted to the
Appointing Authority in respect of penalties to be imposed under clauses (f), (g), (h), (i) & (j) of Rule
67. The Appointing Authority shall make an order imposing such penalty as it consider in its opinion
appropriate.
Rule 68(4)(iv)
Notwithstanding anything contained in sub-rule (i), (ii) and (iii) above, if in a case it is proposed,
after considering the written statement of defence, if any, submitted by the officer under sub-rule (i)
to withhold increments of pay for a period exceeding three years or to withhold increments of pay
with cumulative effect for any period under rule 67(b), and enquiry shall be held in the manner laid
down in rub-rule (2) of rule 68, before making an order imposing on an officer any such penalty.
Rule 69(2)
An appeal shall be preferred within 45 days from the date of receipt of the order appealed against.
The appeal shall be addressed to the Appellate Authority and submitted to the authority whose
order is appealed against. The officer may, if he so desires submit an advance copy to the
Appellate Authority. The authority whose order is appealed against shall forward the appeal
together with its comments and records of the case to the Appellate Authority. The Appellate
Authority shall consider whether the findings are justified and/or whether the penalty is excessive or
inadequate and pass appropriate orders. The Appellate Authority may pass an order confirming,
enhancing, reducing or setting aside the penalty or remitting the case to the authority which
imposed the penalty or to any other authority with such directions as it deems fit in the
circumstances of the case.
Provided that :
694
i) If the enhanced penalty which the Appellate Authority proposes to impose is a penalty
specified in clauses (f), (g), (h), (i) & (j) of Rule 67 and an enquiry as provided in sub-rule
(2) of rule 68 has not already been held in the case,, the Appellate Authority shall direct that
such an enquiry be held in accordance with provisions of sub-rule(2) of rule 68 and
thereafter consider the records of the inquiry and pass such orders as it may been proper.
Rule 69 (2)(i)
If the enhanced penalty which the Appellate Authority proposes to impose is a penalty specified in
clauses (e), (f), (g), (h), (i) and (j) of Rule 67 and an inquiry as provided in sub-rule (2) of Rule 68
has not already been held in the case, the appellate authority shall direct that such an enquiry be
held in accordance with the provisions of sub-rule (2) of Rule 68 and there-after consider the
records of the inquiry and pass such orders as it may deem proper;
Rule 69 (2)(iii)
Where the enhanced penalty to be imposed is a penalty specified in clauses (e), (f), (g), (h), (i) and
(j) of Rule 67 and the Appellate Authority is not of the same rank as or higher than the Appointing
Authority in respect of the category of the officers to which the officer belongs, it shall submit to the
Appointing Authority the record of the proceedings together with its recommendations and the
Appointing Authority shall pass such final orders on the appeal as it may deem appropriate.
Rule 69 (3)(i)
Not withstanding anything contained in this section, the Reviewing Authority may call for the record
of the case within six months of the date of the final order and, after reviewing the case, pass such
orders thereon as it may deem fit.
Provided that :
i) If the enhanced penalty, which the Reviewing Authority proposes to impose, is a penalty
specified under clauses (f), (g), (h), (i) & (j) of Rule 67 and an enquiry as provided under
sub-rule (2) of rule 68 has not already been held in the case, the Reviewing Authority shall
direct that such an enquiry be held in accordance with the provisions of sub-rule (2) of rule
68 and thereafter consider the record of the enquiry and pass such orders as it may deem
proper.
695
CHAPTER 22
DELEGATION OF ADMINISTRATIVE POWERS
The instructions given below are based on Appendix II of SBI Officers Service Rules
1992 (page No.57 to 68) as amended from time to time.
1 Rule 2(2) and 2(3) OFFICERS TO WHOM OSR SHALL APPLY

Rule 2.2
(i) Other officers to whom Dy.Managing Director & CDO
SBIOSR may be made applicable
Rule 2.3
(ii) The authority to specify Dy.Managing Director & CDO
the extent of exceptions to the
SBIOSR which shall apply to
an officer transferred/posted/
deputed outside India.
2 AUTHORITY STRUCTURE FOR DECIDING DISCIPLINARY CASES IN

RESPECT OF VARIOUS GRADES OF OFFICERS IN TERMS OF RULE
3(1) (h) OF SBI OFFICERS’ SERVICE RULES
Grade/Scales of Disciplinary Appellate Authority Reviewing Authority
the Officer Authority (for
Minor Major Minor Major
both minor &
penalty Penalty penalty Penalty
major
[other [including [other than [including
penalties
than Rule penalty Rule 67(e)] penalty
67(e)] under Rule under Rule
67e] 67e]
(For Disciplinary
Proceedings)
SCALE I & II DGM GM CGM CGM RC
SCALE III GM CGM CGM RC RC
SCALE IV & V GM CGM AC RC CHRC
SCALE VI & VII GE/
DMD&CDO CHRC CB ECCB No review
TEGSS I MD (To be ECCB CB ECCB No review
specified by
Chairman)
TEGSS II CHAIRMAN ECCB CB CB No review
For Suspension
SCALE I & II DGM GM
SCALE III/IV/V GM CGM
SCALE VI/VII GE/DMD& CHRC
CDO
TEGS I MD (to be ECCB
specified by
Chairman)
TEGS II CHAIRMAN ECCB
Note : For the above purpose:

696
a) In respect of Officers posted in Branches in Circle/Mid Corporate Group/Stressed
Assets Management Group. Corporate Accounts Group, DGM refer to DGM of the
Branch/Module/DGM (MC – Sales Hub) (as the case may be), GM refer to GM 1 / 2 of
the Circle/GM of Mid Corporate Region/GM (SAMG)/GM (CAG Branch) under whose
administrative control the officer is working. For officers working in CAG Branches which
are being headed by DGM, GM refers to GM (OL&CS) at Corporate Centre. For Officers
posted in offsite centers of Mid Corporate Group, DGM refers to DGM (MC-Sales hub)
and GM refers to GM of Mid Corporate Region.
b) For Officers working in LHO i.e., departments under the direct control of the Chief
General Manager, including training establishments, Zonal Offices, Data Processing
Centres and others departments/establishments as may be created as part of the LHO
Centre and Departments under the General Managers including those on deputation to
Regional Rural Banks (RRBs), DGM refers to the Circle Development Officer (CirDO)
and GM refers to the senior General Manager posted in the Circle.
c) For Officers working in Mid Corporate Region, DGM refers to the senior most DGM in
the concerned Mid Corporate Region and GM refers to GM of the Mid Corporate Region
under whose administrative control the officer is working.
d) For Officers working in Corporate Centre establishments outside Mumbai, DGM/GM

refers to the DGM/GM of the department where the officer is posted. If no DGM/GM is
posted or if the officer is posted at Corporate Centre establishments or Group or SBU
headquarters at Mumbai, including deputations to Associates & Subsidiaries / outside
organizations but excluding RRBs, DGM refers to DGM (Personnel Management) and
General Manager refers to General Manager (OL&CS) at State Bank Bhavan.
e) Chief General Manager will mean Circle CGM/CGM (CAG)/CGM (MCG)/CGM (SAMG),
CGM for Staff college/Academy will mean the Principal of the College/Academy and for
Inspection & Audit Department, CGM will mean CGM (I&A), CGM (Credit Audit) for
Credit Audit Department. For Corporate Centre and all its remaining establishments
including departments under Group Executives and Staff Functionaries at the Corporate
Centre including deputations to Associates and Subsidiaries / outside organizations but
excluding RRBs, Chief General Manager will mean CGM (Personnel & HRD).
f) If the Circle CGM/CGM (CAG)/CGM (MCG)/CGM (SAMG)/Principal of the

College/Academy/CGM (I&A)/CGM (Credit Audit) has not been posted or if posted but
not joined or if he is away on official duty or on leave for more than 7 days, then the
Chief General Manager (HR) will be Appellate Authority or Reviewing Authority as the
case may be. Likewise, in the absence of CGM (HR), the Chief General Manager (A&C)
at Corporate Centre will exercise the powers of appellate Authority or Reviewing
Authority, as the case may be.
g) Group Executive (GE) will mean the respective Group Executive and includes SBUs
under the business group in which the officer is working. For all other officers in TEGS
VI and TEGS VII, DMD & CDO is the Disciplinary Authority.
h) Reviewing Committee (RC) will mean a committee of three Chief General Managers to
be nominated by the Chairman. Quorum will be of two members.
i) Appellate Committee (AC) will mean a committee of three Chief General Managers who
will be nominated by the Chairman but will be different from the members of the
Reviewing Committee above. Quorum will be of two members.
j) CHRC refers to Corporate Centre Human Resources Committee at Corporate Centre.
The quorum for CHRC will be 4 members. However, the members who were associated
in passing the order under appeal or under review will not participate in the deliberations
of the CHRC.
697
k) If an officer against whom disciplinary proceedings are contemplated has ceased to
work in the Branch/Circle/Office where the irregularities took place consequent upon
transfer/deputation therefrom, and, for the reason that relevant records/documents are
in the custody of the earlier controlling authority, or any other person considered
expedient to complete the proceedings, all decisions in regard to the disciplinary
proceedings contemplated or initiated against the officer will be taken by the relative
Competent Authorities of the Branch/Circle/Office where the irregularities took place as
if the officer was posted at the Branch/Circle/Office. In case the disciplinary proceedings
are contemplated after the migration of the account from one group to the other, the
competent authority for initiation of disciplinary proceedings shall be the appropriate
authority for the officer(s) where the account is presently housed. Due to Circle redesign
and formation of Strategic Business Units, there may be cases where the earlier
positions no longer exist. In such cases, the present set up of Disciplinary
Authority/Appellate Authority/Reviewing Authority i.e., where the account is presently
housed, will be the Competent Authority.
APPELLATE COMMITTEE
a) Chief General Manager (Banking Operations), National Banking Group, Mumbai.

b) Chief General Manager (Financial Control), Corporate Centre, Mumbai.
c) Chief General Manager (Foreign Offices), International Banking Group, Mumbai.
The quorum for the above committee, as hitherto, shall be two members.
REVIEW COMMITTEE
d) Chief General Manager (Agri. Business Unit), Corporate Centre, Mumbai.

e) Chief General Manager (Accounts & Compliance), Corporate Centre, Mumbai.
f) Chief General Manager (Mid Corporate), Corporate Centre, Mumbai.
The quorum for the Review Committee is “two”.

(CC No. CDO/P&HRD-PM/24 dt. 22.07.2005)
3 Rule 5(1) SANCTION OF INCREMENTS
a) Officers posted at a Branch, The head of the Branch, Department or
Department or an Office. the Office concerned.
b) In cases of the head The
of next
thehigher authority.
Office/Department /Branch.
However, if any disciplinary proceedings are pending against the concerned officer, the increment
shall not be released without the approval of the Disciplinary Authority.
3.1 Rule 5(1)(b) Efficiency bar

a) Authority empowered to permit Authority in hierarchy not below the
crossing of efficiency bar rank of Deputy General Manager.
4 Rule 6(1) CATEGORISATION OF POSTS (OTHER THAN SPECIALIST

OFFICERS)
Posts at branches as per business Chief General Manager of the
698
or functional norms laid down by the concerned Circle, subject to annual
Executive Committee of the Central reporting to the Dy. Managing Director
Board & CDO in the prescribed manner.
At other offices
If the position is in incumbency of : Chief General Manager/
MMGS II Chief General Manager (HR)
MMGS III Dy.Managing Director & CDO.

SMGS IV and V Managing Director
TEG Scale VI & above Executive Committee of the Central
Board.
5 Rule 7(1) PLACEMENT
5.1 In Circles/SBUs
5.1.1 Officers in JMGS I and MMGS II
Circles :
Direct branches and departments Respective GMs
under GMs
At other offices
Inter Module and between GM- Respective GM
controlled branches and other
branches in GM Network
LHO establishments Circle Development Officer
(Depts. under CGM)
Cross Network & LHO Committee of GMs & CDO
establishments
These placements will be effected within the provisions of the transfer policy for officers in Scale I
& II.
At branches, placements within the branch will be done by the Branch Manager/Div. Manager/ Dy.
Manager, as may be delegated.
In respect of officials The Group Executive concerned

deputed to SBUs will decide upon the placement
in consultation with the SBU head.
5.1.2 Officers in MMGS III

Placement in Circles
The CMC will allot officers to under-mentioned authorities, who will decide their actual placement:

i) Network (Area-I) (including GM (Area I)
departments in network HQ)
ii) Network (Area-II) (including GM (Area II)
departments in network HQ)
iii) LHO establishments CGM
As far as possible, Scale III transfers should be in terms of model transfer policy.
699
5.1.3 Officers in SMGS IV & V
SMGS IV & V Circle Management Committee
5.1.4 Officers in TEGS VI & VII and TEGSS I

TEGS VI & VII CENMAC (based on the recommendation of
DMD & CDO)
Officials deputed to SBUs Group Executive concerned will make the
other than as SBU heads placements in consultation with the SBU head.
TEGSS I Chairman or Managing Director(s) in the
absence of Chairman.
5.2 In Corporate Centre or at establishments under C.C/GroupHQ/SBU

Scales I to V CGM (HR)
TEGS VI & VII CENMAC (based on the recommendations of
DMD & CDO).In respect of officials deputed
to SBUs other than as SBU heads, the Group
Executive concerned will make the placement in
consultation with the SBU head.
TEGSS I & II Chairman or Managing Director(s) in the
absence of Chairman.
5.2.1 In or under I & MA Dept.

Scale I to V CGM (Inspection & Audit)
5.3 Inter circle transfer

JMGS I to SMGS V in NBG CGM (HR) in NBG
Branches under CAG (Central) CGM (CAG)
Between SBUs and to/ from CGM (HR)
C.C.-Scale I to V
I & A Dept CGM (I & A)
5.4 Placement in foreign offices
5.4.1 IBTOs
Upto MMGS II DMD (IB)
5.4.3 IBOs

700
MMGS III TO SMGS V Chairman
TEGS VI and TEGS VII Chairman
TEGSS I & II Chairman
6 Rule 8 OFFICIATING IN HIGHER GRADE
22.6.1 In Circles and other SBUs (all powers/specify what powers not given)

In MMGS II
Upto one month An authority not below AGM
In MMGS II to SMGS V
More than one month in MMGS II An authority not below DGM
and upto three months in MMGS III to
SMGS V
3 to 6 months GM
Beyond 6 months CGM
In TEGS VI
Upto three months CGM
More than 3 months but upto one Group Executive/DMD & CDO
year
22.6.2 In or at any establishment under Corporate Centre/Group HQ

MMGS II to TEGS VI Respective Group Executives/ DMD & CDO
22.6.3 At all offices

TEGS VII and above Respective Group Executives in Groups /DMD &
Upto one year CDO for Corporate Centre/CC Establishments
An authority not below DGM
22.7 Rule OSR 14(1) AUTHORITY FOR APPOINTMENTS IN / PROMOTION TO
Promotion to Appointing Authority Promoting Authority

JMGS I GM GM
MMGS II GM GM
MMGS III GM GM
SMGS IV & V CGM CGM
TESG VI & VII ECCB ECCB
TEGSS I & II ECCB ECCB
22.7.1 Appellate Authority for appeal against non-promotion

JMGS I No provision for appeal
701
MMGS II CGM
MMGS III CGM
SMGS IV & V DMD & CDO
TEGS VI & VII No appeal
TEGSS I & II No appeal
8 Rule 15(3) PROBATION

Period of probation for any officer The concerned Appointing/ Promoting
appointed otherwise than as Authority
Probationary Officer/ Trainee Officer.
Proviso to Rule 15
The power to reduce or dispense with The Executive Committee of Central
the period of probation. Board.
9 Rule 16(1) & 16(2) CONFIRMATION IN SERVICE

Power to confirm an officer who has The respective Appointing Authority
been appointed on probation, power
to extend period of probation.
10 Rule 19(1) AUTHORITY TO APPROVE EXTENSION OF SERVICE &

AUTHORITY TO REFUSE EXTENSION AND CONSIDER APPEAL
CATEGORY AUTHORITY TO APPROVE AUTHORITY TO REFUSE EXTENSION AND
OF OFFICERS EXTENSION OF SERVICE CONSIDER APPEAL
IN CIRCLES
Scales I, II, III Not below the rank of a Not below GM on recommendation of
DGM review committee consisting of the DGM
concerned and any other DGM(s)
nominated by the CGM. Prior reference
to GE (NBG) will be necessary. Appeal
decided by CGM
Scales IV & V Not below the rank of a CGM of the circle on recommendation
GM of review committee consisting of the
GMs at LHO. Prior reference to GE (NBG)
will be necessary. Appeal against non grant
of extension will be decided by
DMD & CDO
In CAG Branches
Scale I, II, III DGM & Chief Operating GM in CAG/Group SBU on recommendations
Officer of the branches of review committee consisting of DGM (PM)
and any other DGM nominated by the CGM
(CAG). A prior reference should be made to
GE (CB). Appeal against non grant of
extension will be decided by the CGM(CAG).
Scale IV & V Not below the rank of GM CGM (CAG) on recommendations of
review committee consisting of GM,
CAG/Group SBU & DGM (PM). A prior
reference should be made to GE (CB).
Appeal against non grant of extension
will be decided by the GE (CB)
In Corporate Centre & its establishments /GroupHQ/SBU
702
Scale I, II, III Not below the rank of Not below the rank of GM on recommen
DGM dations of review committee consisting
of DGM (PM) and any other DGM nomin
ated by CGM(HR). Appeal against
non grant of extension will be decided
by CGM(HR). GM means GM(CS) at
CO. A prior reference should be made
to DMD & CDO
Scale IV & V Not below the rank of GM CGM (HR) on recommendations of
review committee consisting of GM(HR) and
DGM(PM). Appeal against non grant of
extension will be decided by the DMD & CDO.
A prior reference should be made to DMD &
CDO
All Officers
Scale VI, Respective
VII & Group MD(s) on recommendation of a committee
TEGS I Executive. For CC & its consisting of DMD & CDO and DMD
establishments - DMD & & CCO. Appeal against non grant of
CDO extension will be decided by the Chairman.
(MD to be specified by the
Chairman)
TEGS II Chairman Chairman. Appeal against non grant of
extension will be decided by ECCB
10.1 Rule 19(1) 4th Proviso: Approval of voluntary retirement

Scale I to V CGM of Circle CGM(HR) for CC& its establishments
(including SBUs and I&A, Staff Colleges, Credit Audit
Dept., etc)
Scale VI to TEGSS I Group Executive/CDO for CC & its establishments
Scale TEGSS II Chairman
22.10.2 Rule 19(3) Continuation of disciplinary proceedings after ceasing to be

in service
Scale JMGS I to TEGSS I Managing Director (to be specified by
the Chairman)
Scale TEGSS II Chairman
11 Rule 20(1) RESIGNATION

Acceptance of resignation from service Respective Appointing Authority
11.1 Rule 20(2)(a) Officers against whom disciplinary proceedings are

pending
Authority empowered to approve the Same authority as for rule 20(1) in
leaving/discontinuance or resignation of an consultation with the concerned
officer against whom disciplinary Disciplinary Authority.
proceedings are pending or are in progress
703
and also empowered to accept such
resignation.
11.2 Rule 20(2)(b) Final Orders

The Authority to pass final order in The Disciplinary Authority as
disciplinary proceedings. designated for Rule 3(1)(h).
12 Rule 23(vi) OFFICIATING

The Authority to require an officer to The Authority as designated for Rule
officiate in higher grade/scale. 8.
13 Rule 25(4) RETENTION OF RESIDENTIAL ACCOMMODATION ON

ACCOUNT OF TRANSFER
13.1 For Circles/CAG branches
Officers in Competent Authority
Scales I to V
Upto 2 months Not below DGM
Upto 4 months Not below GM
Upto 6 months CGM
Beyond 6 months but not beyond CGM (HR)
academic session
Scales VI & VII
Upto 6 months CGM
Beyond 6 months Group Executive (NB/CB) excepting
accommodation in Mumbai which will be
approved by DMD & CDO.
TEGSS I Group Executive (NB/CB) excepting
accommodation in Mumbai which will be
approved by DMD & CDO.
13.2 For C.C. establishments
13.2.1 Flats in Mumbai

Scale JMGS I to TEGSS I Any period : DMD & CDO
Scale TEGSS II Any period : Chairman
13.2.2 Flats outside Mumbai

Scale JMGS I to SMGS V
Upto 4 months DGM or GM of the Dept.
Beyond 4 months CGM (HR)
Scale VI & VII Any period : CGM (HR)
TEGSS I Any period : DMD & CDO
TEGSS II Any period : Chairman
704
13.2.3 For Officers Transferred to Corporate Centre / CC establishments and
subsidiaries in MUMBAI:
(CDO/PM/CIR/24 Dt.09.06.1999)
Scale I to V Up to six months or allotment of GM concerned in the Circle
a flat in Mumbai, whichever is
earlier
Beyond six months and up to CGM of the Circle
twelve months or allotment of a
flat in Mumbai, whichever is
earlier.
Scale VI Up to six months or allotment of CGM concerned in the Circle
a flat in Mumbai, whichever is
earlier
Scale VII a) Up to three months or CGM concerned in the Circle
allotment of a flat in Mumbai,
Scale I to Scale Up to six months allotment of a Head of the deptt / establishment
VI transferred flat in Mumbai, whichever is concerned for leased houses, and
from CC earlier authority not below GM who has
departments/ administrative control of Bank’s flats
establishments
outside Mumbai
at that centre.
-do- Beyond six months and up to GM (Corporate Services)
12 months or allotment of a flat
in Mumbai, whichever is earlier
Scale a) Up to three months or CGM (HR)
VII allotment of a flat in Mumbai,
transf whichever is earlier
erred
from
CC
transf
erred
from
CC
depar
tment
s /
establ
ishme
nts
outsid
e
Mumb
ai
14 Rule 31 AUTHORITY TO GRANT LEAVE

i) Casual leave Branch Manager/Divisional

Manager/Head of the
Department/Office.
ii) Privilege leave -do-
705
iii) Maternity leave -do-
iv) Sick leave -do-
However, if the sick leave
applied for in a calendar
year is more than sixty days,
the Authority to consider
sanction of sick leave shall
be the authority in hierarchy
not below the rank of an
Asst.General Manager.
15 Rule 37 SANCTION OF EXTRA-ORDINARY LEAVE ON LOSS OF PAY (NOT

COUNTED AS SERVICE)
Upto An authority not below

---- ----------------------
180 days (cumulative) DGM
360 days (cumulative) GM
720 days (cumulative) CGM
15.1 Condonation of absence

Beyond 720 days Group Executive/DMD & CDO for

(cumulative) C.C establishments
15.2 Restoration of seniority in deserving cases

JMGS I to SMGS V
Upto 180 days CGM
Scale VI & above and GE/DMD & CDO for C.C

beyond 180 days in case of establishments
all officers
15.3 Rule 37(A) Grant of special casual leave/ special leave

Grant of special casual The authority empowered to

leave/ special leave sanction casual leave or privilege leave
provided the purpose of the leave and/or
the period is/are covered by the guidelines
laid down by the Executive Committee of
the Central Board.
706
16 Rule 39 RECALL FROM DUTY
Power to recall an officer The authority in hierarchy

to duty from leave. one stage above the authority
who sanctions the leave but
not below Asst. General
Manager.
17 Rule 40(3) APPEAL AGAINST VOLUNTARY VACATION

Authority to consider an The Appellate Authority as

appeal against the order of designated for rule 3(1)(h)
voluntary vacation. for consideration of appeals
against Major Penalties
imposed.
18 Rule 41 MODE OF TRAVEL AND EXPENSES ON TRAVEL
18.1 Rule 41(1)(i) Air travel by JMGS I officers

Authority to permit air Authority in hierarchy not

travel by an officer in below the rank of Dy. General
Junior Management Grade Manager.
18.2 Rule 41(1)(ii) Air Travel by MMG officers for shorter distance
Authority to permit air Authority in hierarchy not

travel by an officer in below the rank of Asst.
Middle Management Grades General Manager.
for shorter distance.
18.3 Rule 41(1)(v) Travel by taxi/own vehicle

Authority to permit an Authority in hierarchy not

officer to travel by hired below the rank of Dy.
taxi/Bank's vehicle/ General Manager.
Bank's vehicle.
18.4 Rule 41(4)(g) Payment of halting allowance beyond 2 months of

deputation
707
For network GM of network
For LHO establishments GM (D &PB)
For C.C establishments CGM (HR)
Authority to specify the period for taking over of charge of a new post by an officer on transfer:
i) Officer reporting for work at:
a) Branches Concerned Controlling

Authority
b) Regional Office/ Zonal General Manager

Office/Local Head
Office (upto Dy.GM).
ii) General Managers at Chief General Manager

Circle
iii) Chief General Manager Managing Director

at Circle
iv) Officers reporting at Deputy Managing Director

Corporate Centre and its
Establishments
19 Rule 40(4) TAKING OVER PERIOD

. Officer reporting for work at :

a) Branch Concerned Controlling Authority
b) ZO/LHO (Upto DGM) General Manager
General Managers at Circle Chief General Manager
Chief General Manager at Circles Managing Director
. Officers reporting at Corporate Deputy Managing Director

Centre and its establishements
20 Rule 44(5) AUTHORITY TO PERMIT CARRY OVER OF LTC BLOCK
20.1 In Circles
Upto Scale VI
For a period upto Authority not below the

6 months grade of GM
708
Beyond 6 months CGM
Scale VII
Any period CGM
20.2 In C.C or establishments/Group HQ/SBU

Upto 6 months
Upto TEGS VI Officer in hierarchy
not below GM
TEGS VII Officer in hierarchy

not below CGM.
Where officers in these
grades are not available at
the Dept./Establishment -
CGM (HR) will take
decision.
Beyond 6 months
Officers upto TEGS VII CGM (HR)
20.3 All offices

TEGSS I Respective Group Executive

(for SBUs as also Depts.
under them). DMD & CDO for
C.C. establishments.
TEGSS II Chairman
21 Rule 45 MEMBERSHIP OF PROVIDENT FUND AND PENSION FUND

Authority empowered to Managing Director

direct the exemption of
an officer from becoming
a member of the Pension
and Provident Fund.
22 Rule 51 ENGAGING IN TRADE, BUSINESS, EMPLOYMENT, ACCEPTANCE OF

FEE, ASSOCIATION WITH NEWSPAPER, OTHER COMMUNICATION
SYSTEMS, ETC.
22.1 Rule 51(1) Engaging in trade, etc.

Engaging directly or Chief General Manager for
709
indirectly in any officers working in a Circle
trade/business or and Dy.Managing Director &
undertaking CDO in cases of officers
employment. working in or under Central
Office.
22.2 Rule 51(2) Receiving report

Receiving report from an Authority in hierarchy

officer if any member not below the rank of a
of his/her family is engaged Dy.General Manager.
in trade/business/
owning/managing insurance
or commission agency.
22.3 Rule 51(3) Promotion of company

Permitting an officer to Authority in hierarchy

take part in registration, not below the rank of a
promotion or management General Manager.
of a bank or other company
which is required to be
registered under the
Companies Act or any other
law for the time being in
force, or any co-operative
society for commercial
purposes.
22.4 Rule 51(4) Accepting honorarium, etc

Permitting an officer to Where the permission of

accept fees or honoraria the Competent authority
for work done for public for undertaking the work
body/private person. was taken under Rule 51
(1) or any other Rule or
administrative instructions
and the amount of
fee/honorarium was indicated
at that time, the permission
by the competent authority
will be deemed to be the
permission under this rule.
If the fee for the work was

not indicated, or permission
to undertake the work was not
needed under the rules of
service :
710
Authority in hierarchy not
below the rank of a
Dy.General Manager may accord
the required permission.
22.5 Rule 51(6) Editing of publication, etc.

Permitting an officer to The Chief General Manager

own or conduct or partici- in respect of officers
pate in the editing or working in a Circle or the
management of any newspaper Chief General Manager (HR)
or any other periodical in the case of an officer working
publication or in or under Corporate Centre.
participate in radio
broadcast or contribute
any article/write any For Chief General Managers
letter to any newspaper, and above, the Managing
etc. or make public, Director.
publish documents, papers,
etc. or to deliver talk
or lecture in public
meeting or otherwise.
23 Rule 52(2) USE OF POSITION OR INFLUENCE IN MATTERS OF

EMPLOYMENT, SANCTION OF LOAN, ETC. TO RELATIVES
Permitting an officer to Authority in hierarchy not

permit his/her son or below the rank of a
daughter or any member of General Manager.
the family to accept
employment in any private
undertaking which is
obligated to the Bank
through official dealing,
or any other undertaking
which to his knowledge
is obligated to the Bank.
24 Rule 54(A)(1) EVIDENCE IN INQUIRY, COMMITTEE, ETC.

Permitting an officer to Authority in hierarchy

give evidence in connection not below the rank of a
with an enquiry conducted General Manager.
by any person, committee
or authority.
25 Rule 55(1) RECEIVING COMPLIMENTARIES, VALEDICTION, ETC.

Permitting an officer to Authority in hierarchy not

711
receive any complimentary/ below the rank of Asst.
valedictory address or General Manager.
accept testimonials/attend
any meetings or entertainment
held in his honour, or in
honour of any other employee
of the Bank.
26 Rule 56 ACCEPTANCE OF GIFT BY SELF AND FAMILY, AND DOWRY
26.1 Rule 56 (2 & 3) Receiving of report of gifts, etc. in case of occasions

Receiving report from an Authority in hierarchy not

officer regarding below the rank of Asst.
acceptance of gifts from General Manager.
his near relatives on
occasions such as marriage,
anniversary, funerals,
or religious functions when
the making of gifts is in
conformity with the prevailing
religious/social practice
and the value of the gifts
exceeds Rs.500/- and from
his personal friends not
obligated to the Bank
through official dealings
with the officer, if the
value of such gifts exceeds
Rs.200/-.
26.2 Rule 56(4) Receiving of report of gifts, etc. in other cases

Permitting an officer in Authority in hierarchy not

any other case, to accept below the rank of Asst.
any gift, the value whereof General Manager.
exceeds Rs.75/- and receiving
report from an officer in
respect of gifts received
from the same person within
12 months if the aggregate
value thereof exceeds Rs.500/-.
27 Rule 59 GUARANTEEING PECUNIARY OBLIGATIONS OF OTHERS

Permitting an officer to guarantee in his personal capacity the pecuniary obligations of
another person or agreeing to indemnify in such capacity another person from loss.
For Circles CGM of the Circle
For C.C and its CGM (P&HRD)

712
establishments
28 Rule 60 DRAWING ADVANCE SALARY, DISCOUNTING CHEQUES,

ACCEPTING CONTRIBUTION, COLLECTING SUBSCRIPTION
28.1 Rule 60(1) Advance salary

Permitting an officer to draw salary in advance of the date on which it is payable:
Officers working in a General Manager

Circle.
Officers working at Central General Manager

Office establishments at (Corporate Services)
Mumbai.
Officers working in other General Manager concerned.

Corporate Centre establishments
outside Mumbai.
28.2 Rule 60(3) Raising funds, etc.

Permitting an officer to Same authority as for 60(1).

collect or accept contri-
bution or otherwise
associate himself for
raising of any funds etc.
28.3 Rule 60(4) Canvass for membership, etc

Permitting an officer to The power will be exercised

canvass for membership, within the guidelines laid
collection of dues or down in this behalf.
subscriptions or carry on Subject to these guidelines
any activity in the Authority will be :
connection with any
association or union, etc.
For officers working at:

a) Branches: Concerned Branch Manager/
Dy.General Manager
b) Zonal / Regional Office: Dy.General Manager
c) Local Head Office : Asst.General Manager (HR)
d) Corporate Centre
establishments-
i) SBI Bhavan, Mumbai General Manager
(Corporate Services)
713
ii) All other Establis- Head of the Dept./
hments Establishment
29 Rule 62 STATEMENT OF ASSETS AND LIABILITIES
29.1 Rule 62(3) Receiving intimation regarding property, etc.

Receiving intimation in Authority in hierarchy not

writing from an officer in below Asst.General Manager.
regard to acquiring or These intimations will be
disposal of any immovable forwarded to the authority
property by lease/mortgage holding the statements of
etc. either in his own name assets & liabilities of the
or in the name of the members officer concerned.
of his family.
29.2 Proviso to Rule 62(3) Previous sanction

Granting previous sanction General Manager in case of

in the cases required under officers working in a Circle/
this proviso. CGM (HR) in case
of officers working in or
under Corporate Centre.
29.3 Rule 62(4) Receiving report of transaction of property, etc.

Receiving report from an Authority in hierarchy not

officer in respect of every below the rank of Asst.
transaction concerning General Manager. These
movable property owned or intimations will be forwarded
held either by himself to the authority holding the
or in his own name or in the statement of Assets & Liabi-
name of a member of the lities of the officer
family in case the value concerned.
thereof exceeds Rs.25,000/-.
29.4 Proviso to Rule 62(4)

Granting previous sanction General Manager in case of

required under this officers working in a
proviso. Circle/CGM (HR)
in case of officers working
in or under Corporate Centre.
30 Rule 64 SECOND SPOUSE
30.1 Rule 64(1) Second Spouse
714
Permitting an officer to General Manager in case of

enter into, or contract an officer working in a
a marriage required under Circle/CGM (HR)
proviso to this rules in case of an officer
working in or under Central
Office.
.30.2 Rule 64(2) Foreign spouse

Receiving intimation of General Manager in case of

marriage by an officer with an officer working in a
a person other than of Circle/CGM (HR)
Indian nationality in case of an officer
working in or under Central
Office.
31 RULE 68(A)(7)(i) SUBSISTENCE ALLOWANCE

Competent Authority for Concerned Disciplinary

sanction of subsistence Authority subject to extant
allowance to an officer Corporate Centre guidelines.
under suspension.
Note 1 :
i) Power to make further delegation in respect of the matters stated above would be only with the
approval of he Executive Committee.
ii) Once delegation is made, these powers should be exercised within the guidelines laid down
or that may be laid down from time to time in this behalf by Corporate Centre.
iii) In the areas of Service Rules, where a specific power structure has not been envisaged, the
Dy.Managing Director & CDO shall be deemed to be the Competent Authority to exercise that
power.
iv) Unless otherwise stated, General Manager and Managing Director in the above power structure
shall mean the General Manager and Managing Director in charge of personnel functions.
v) Powers to provide interpretation/clarification on the above power structure shall vest with the
Managing Director.
vi) Where any of these matters pertain to the Competent Authority himself or any other authority in
equal rank or higher authority, reference will need to be made to the next higher authority who will
act as the Competent Authority for such a functionary.
vii) Authority in hierarchy would mean the next higher authority in the line of command.
viii) Where the Disciplinary Authority is lower in rank than the Appointing Authority in respect of the
category of employees to which the employee belongs, no order imposing any of the major
penalties specified in clauses (e), (f), (g), (h), (i) and (j) of Rules 67 of OSR shall be made
715
except by the Appointing Authority or any authority higher than it on the recommendations of the
Disciplinary Authority and the present practice in this regard will continue.
Note 2 : For exercising the powers under Rules 7(1), 8, 16(1), 16(2), 19(1), 19(1) 4th Proviso, 19(3),
20(1), 25, 37, 41(4)(g), 44(5) and 59 :
a) In respect of officers in Circles serving at branches, Zonal Offices and Depts. at the network
headquarters, General Managers would mean the General Manager in charge of network in which
the officer is working. For officers posted in Local Head Office and its establishments, i.e., under the
direct administrative control of the Chief General Manager, General Manager refers to the senior of
the two General Managers in the circle.
b) Dy. General Manager refers to the DGM of the Module /branch/network under whose control
the officer is working at the material time. For staff at Local Head Office (i.e. Depts. under the
General Managers as well as under direct administrative control of CGM), DGM refers to the
Circle Development Officer (Cir DO).
c) For officers working in Corporate Centre establishments outside Mumbai, Dy.General

Manager/General Manager refers to the DGM/GM of the department where the officer is posted. If
no DGM/GM is posted or if the officer is posted at Corporate Centre establishments or Group or
SBU head quarters at Mumbai, then DGM refers to DGM (Personnel Management) and
General Manager refers to General Manager (Corporate Services) at State Bank Bhavan.
d) Chief General Manager will mean Chief General Manager at Circles, Chief General Manager
(CAG) for CAG, Principal of the College for Staff Colleges, Chief General Manager (Inspection
& Audit) for Inspection & Audit, and CGM (Credit Audit) for Credit Audit Dept. For Corporate Centre
and all its remaining establishments, Chief General Manager will mean Chief General Manager
(HR).
e) Group Executive (GE) means the Group Executive of the Group or SBUs in which officer is
working.
716
CHAPTER 23
DELEGATION OF ADMINISTRATIVE POWERS

MISCELLANEOUS MATTERS
23.0 GENERAL
i. The power to make further delegation in respect of matters detailed below would be only
with the prior approval of Corporate Centre.
ii. These delegated powers should be exercised within the guidelines laid down or that may be
laid down from time to time in this behalf by Corporate Centre.
iii. W here a specific power structure has not been laid down, a reference would be required to
be made to the respective Group Executive.
iv. The powers to provide interpretation/clarification on the power structure shall vest with
Corporate Centre.
v. W here any one of these matters pertains to the Competent Authority himself or any other
authority in equal rank or higher authority, reference will have to be made to the next higher
authority who will act as the Competent Authority for such a functionary, unless it has been
specifically laid down that a lower authority in the line of command can exercise such a
power.
vi. Authority in hierarchy would mean the next higher authority in the line of command.
23.1 REIMBURSEMENT OF RECURRING EXPENDITURE OF BMs
SUBJECT COMPETENT AUTHORITY
1. The bills of recurring nature of

Reim bursem ent of expenditure of recurring
permanent incumbents (BMs & Dept
nature in respect of Branch M anagers like:
Heads) need no longer be submitted to
i) Conveyance the Controllers for sanction. These bills
will paid by the next officer under the
Branch Manager/Dept.Head (Manager
ii) Newspapers
Accounts & Administration in
Divisionalised branches, Accountants in
iii) Reim bursem ent of daily wages
other branches. Support Officers in
paid to casual labourers engaged
Departments, etc.)
at official residence
However, in respect of SAB Branches
iv) Cleansing m aterials and officiating incumbents, such bills
will continue to be sanctioned by
respective controllers as at present.
All bills of non -recurring nature

viz.Travelling Expanses bills, medical
bills, etc. of permanent incumbents, will
717
continue to be sanctioned by the
respective controllers only.
2. Newspaper bill:
delayed submission Upto 2 months :-
Respective controllers not below the

rank of an AGM (i.e. AGM in charge of a
Region, DGM in charge of modules in
respect of branches/ depts directly
under his administrative control,
respective Departmental heads at
LHO/CC Depts).
Beyond 2 months :-
An authority not below the rank of DGM
in charge of modules/branches/ Depts/
establishments. CirDO for officers
posted in LHO Depts including those
under Network heads.
23.2 RETENTION OF HOUSE/TELEPHONE/CAR ON SUPERANNUATION

(CC No. CDO/ PM /CIR/69 dated 9.1.1997)
1. Retention of house on
retirement (on superannuation)
For Circles :-
Upto 2 months
GM in their respect
ive network for network branches
and Depts. and GM(Senior GM of the networks) for
departments under the direct administrative control of
the CGM.
Beyond 2 months in exceptional circumstances - CGM
For CGM himself - Group Executive/ DMD & CDO
For CC and its Establ. including CAG branches
For Flats in Mumbai - DMD & CDO
Outside Mumbai -
Upto 2 months
GM heading the Dept/ Establishment. If no
GM is posted, GM (CS) at CC.
718
[CGM means :-
For Corporate Accounts Group & CAG Branches -
CGM (CAG)/Principal for Staff Colleges/ CGM
(I&A) for I & A Dept. CGM (Credit Audit) for
Credit Audit Dept. W here GM or CGM is not
posted, CGM(HR) at CC will decide.]
2. Retention of telephone Same as retention of house on retirement
on retirement
3. Retention of Bank’s car on Respective Group Executives/DMD & CDO

on retirement (for 2 months only).
23.3 RETENTION OF HOUSE ON DEATH

(CC No. CDO/PM/CIR/69 dated 9.1.1997)
1. Retention of house by family For Circles : in respect of officers upto SM G S V
members on death of the officer Upto 3 months :
Respective GM for network branches and Depts at
network headquarters and senior-most GM of network
for deptts under the direct administrative control of the
CGM
Upto 12 months :
or completion of the academic year of dependent
children whichever is earlier -CGM
For TEGS VI and above - GE/ DMD & CDO

For CC and its establishments including
CAG branches
For flats in Mumbai - DMD & CDO.
Outside Mumbai
Upto 3 months - GM heading the
Dept/Establishment. If no GM is posted, GM
(CS) at Corporate Centre.
[CGM means :-
Principal at Staff Colleges/CGM(I & A) for I
& A Dept, CGM (Credit Audit) for Credit
Audit Dept., CGM(CAG) for Corporate
Accounts Group/CAG Branches. Where there is no
GMor CGM posted, CGM (HR) at CC will decide.]
23.4 PAYMENT OF RENT HIGHER THAN CEILING
719
(CC NO. CDO/PM/CIR/69 dated 9.1.1997)
1. Permission to stay in a Same authority as empowered
leased house beyond permissible to permit hiring of leased
rental ceiling by paying the accommodation.
differential.

1. Advance against medical For Circles
expenses DGM of the Network/branch/module, Circle
Development Officer for all LHO Depts., including
those under network heads.
For CC and its establishments including CAG
Branches Officer not below the rank of DGM
heading or posted in the Department/
Establishment. If DGM is not posted, GM (CS) at CC
will decide.
23.5 NO OBJECTION CERTIFICATE FOR PASSPORT

Passport (NOC) For Circles
(for format of NOC please refer to Respective controllers not lower in rank than AGM
Annexure 23.1 & for format of i.e. AGM in charge of Region, DGM in charge of
forwarding letter, please refer modules in respect of branches/Depts. directly
under
to Annexure 23.2) his administrative control.
LHO : Respective controller not below the rank of
AGM.
For CC and its establishments in Mumbai : AGM (OAD)
For establishments outside Mumbai and CAG

branches
Respective controlling authority not below the rank
of AGM i.e. AGM and above heading the
Department/ Establishment.
23.7 PERMISSION TO APPLY FOR JOB ELSEWHERE
Permission to apply for job For Circles : Respective controllers not lower in rank
elsewhere than DGM i.e. DGMs in charge of modules. Cir DO
in respect of LHO Depts including those under the
net work heads.
For CC & its establishments inclu
ding CAG Branches
within & outside Mumbai
Authority in hierarchy not below DGM. If DGM is not
posted, GM(CS) at CC.
720
23.8 AVAILING JOINING TIME LATER
1. Extension of availing For Circles
joining time after 3 months of Authority in hierarchy not below DGM i.e.
joining DGM heading branches/modules. Cir DO for
LHO Depts.including those under network
heads.
For CC & its establishments including CAG
Branches within & outside Mumbai
Authority in hierarchy not below DGM
heading or posted in Depart./
Establishment. If DGM is not posted, GM
(CS) at CC.
23.9 INSTALLATION OF TELEPHONE AT RESIDENCE

1. Installation of telephone at For Circles
residence DGM of network/branch/modules, Cir DO for
all LHO Depts. including those under
network heads.
For CC & its establishments including CAG
branches within & outside Mumbai
Dept. Head not below GM. GM(CS) for
officers in Mumbai.
23.10 CREATION OF POST OF SUBORDINATE STAFF

1. Creation of post of CGM for Circles
Subordinate Staff CGM (HR) for CC & its establishments
23.11 SETTLEMENT OF CIRCLE LEVEL STAFF BUDGET

1. Settlement of Staff Budget Corporate Centre
(Circle level)
23.12 ALLOCATION OF NEWLY RECRUITED CLERKS

1. Allocation of newly recruited Circle Development Officer
clerks to GM(Area I), GM(Area II) (in consultation with GMs)
LHO, CAG Branches, etc.
23.13 INTER-CIRCLE TRANSFER
23.13.1 Award Staff

1. Inter Circle Request transfers (Award) Circle Development Officer
23.13.2 Supervising
Staff Circle Development Officer for
1. Inter Circle Request grades upto MMGS III strictly for
Transfers (Supervising
Staff)
those falling under the extant
transfer policy.
721
Inter Circle Transfer of SMGS IV & respect of all grades will be effected with
V and ICT on out of turn basis in approval of the MD & GE (NB)
23.14 RAVEL BY TAXI

Travel by taxi/own car on For officials working un the branch : BM
official work / LFC / HTC For Branch Manager : His/her controller, not
below the rank of AGM.
Controller not below the grade of
Asst.General Manager. AGM in charge of
Region and Circle Development Officer at
LHO Depts. including those under network
heads.
For Corporate Centre/Group HQ/SBU,
authority not below AGM. If AGM is not
posted, AGM (OAD) at Corporate Centre.
23.15 PERMISSION TO JOIN COMPUTER/MANAGEMENT COURSES

Permission to join Computer Respective Controllers i.e.DGMs of
courses / Management courses branches/DGM Modules, AGM of Region and
Circle Development Officer at LHO Depts
including those under network heads.
For Corporate Centre/Group HQ/SBU, authority
not below DGM. If DGM is not posted, GM(CS)
at Corporate Centre.
23.16 PERMISSION TO PURSUE HIGHER STUDIES
Permission to pursue higher CGM for Circles and CGM(HR)
studies for CC & its establishments.
23.17 IDENTIFICATION OF DIFFICULT CENTRE
Identification of difficult centres GM of network as per norms
23.18 SANCTION OF LOAN BEYOND DGM's POWERS

Sanction of Gold loan/ Overdraft/ General Managers in charge of the
Loan against shares, etc. to staff respective networks. GM (Senior)
beyond DGM's powers for officers posted in LHO Depts
directly under the administrative control of
CGM. For CC and its establishments/
Group HQ/SBU Dept. Head not below the
grade of GM. If the Dept. Head is not GM,
GM (CS) at CC.
23.19 PROVISION OF FURNITURE FOR OFFICERS IN THEIR OWN HOUSE

Provision of furniture for officers DGM at modules/Main Branches, COO
in their own house constructed for CAG Branches, AGM(Premises
with Bank finance & Estate) for LHO Departments,
AGM (Estate) for Corporate Centre and its
establishments at Mumbai including CAG,
722
concerned head of Dept. not below the rank of
DGM for C.O establishments outside Mumbai.
23.20 VEHICLE LOAN - WAIVER OF 4 YEARS STIPULATION FOR NEXT LOAN

Vehicle Loan - waiver of 4 years Authority not below the rank of Dy. General
stipulation for sanction of another Manager i.e. DGM in charge of
vehicle loan modules/branches/CirDO for LHO Depts.
including those under the network heads.
23.21 COMPASSIONATE APPOINTMENT

Competent Authority
Appointment under the scheme shall be made only with the prior sanction of the
Competent Authority as detailed below:
A. For employees working in Circles
a) The Managing Director & Group Executive (National Banking Group) shall be the
Competent Authority for approving proposals where
i. the nominee requires relaxation in age;
ii. a minor nominee attains majority beyond a period of 4 years and up to a maximum
period of 6 years from the date of death of an employee;
iii. the dependent sponsored for appointment by the widow/ family desires to wait till
he/she attains certain (but not the minimum) educational qualifications, provided that the
date so stipulated is within four years from the date of death of the employee;
b) The Circle CGM shall be the Competent Authority for approving proposals only in case
of dependents of deceased employees
i) provided these do not involve any deviation like relaxation in age, delay in submission of
application etc.
ii) for keeping the offer of compassionate appointment open in case a minor dependent
attains majority or acquires the minimum educational qualification for a post within a
period not exceeding four years from the date of death of the employee.
B. For employees working in Corporate Centre/ its establishments, Subsidiaries
a) The Deputy Managing Director & Corporate Development Officer shall be the
Competent Authority for approving proposals where
i) the nominee requires relaxation in age;
ii) a minor nominee attains majority beyond a period of 4 years and up to maximum period of 6
years from the date of death of an employee;
iii) the dependent sponsored for appointment by the widow/ family desires to wait till he/she attains
certain (but not the minimum) educational qualifications, provided that the date so stipulated is
within four years from the date of death of the employee.
723
b) The CGM (HR) at the Corporate Centre shall be the Competent Authority
for approving the proposals in case of dependents of deceased employees
i) provided these do not involve any deviation like relaxation in age etc.
ii) where a minor dependent attains majority or acquires the minimum
educational qualification for a post within a period not exceeding four years from the date of
death of the employee.
C. For all cases in the following categories
The CGM (HR) at the Corporate Centre shall be the Competent Authority for approving
the proposals in all the cases
i) where the employee has retired voluntarily on medical grounds;
ii) involving condonation of delay in submission of application.
D. As regards an employee, whether working in Circle or Corporate Centre/ its establishment,
subsidiaries, who has died and who has retired on health grounds but was facing
disciplinary action at the time of death/ retirement, the compassionate appointment of
a dependent will be considered by MD & GE (NB) only if on evaluation of evidence
available with the bank, it is clearly established by an authority designated for the
purpose that the evidence is not sufficient to establish the charges and the decision
of the MD & GE (NB) in this regard will be final.
23.22 ENCASHMENT OF PRIVILEGE LEAVE BY LEGAL HEIRS
1. Encashment of privilege Respective controller not below the

leave without legal rank of Dy. General Manager for
representation on account officers (DGM in charge of modules,
of death by legal heirs CirDO for LHO Depts including those
under the network heads) and
respective controller not below the
rank of AGM for award staff.
23.23 DEPUTATION OF OFFICERS

Deputation of officers within
SBI subsidiaries & Associates
Upto MMGS III CGM (HR)
Scales IV & V DMD & CDO
Other organisations – All grades
Scales I to V DMD & CDO
All deputations - TEGS VI Chairman
and above
23.24 COMPENSATION FOR DEATH WHILE ON DUTY
COMPETENT AUTHORITY
The competent authority for sanction of cash compensation, reward, medical expenses,
etc. under the scheme are as follows:
724
a) Cash Compensation/Reward : Respective Group Executive
DMD & CDO for Corporate Centre and its

establishments.
b) Medical Expenses : For Circles
DGM of the network/branch/ module
Circle Development
Officers for all LHO
departments including
those under network
heads.
For Corporate Centre and its

establishments
including CAG branches
Officer not below the rank of DGM heading

or posted in the Dept./Establishment. If
DGM is not posted, GM (Corporate
Services) at Corporate Centre will decide.
For members of public/ police force
Circle CGM/ CGM (HR)
c) Special leave : Employees working in the Circles
Chief General Manager
Employees working at the Corporate

Centre and its establishments
Chief General Manager (HR)
d) Out of turn promotion/ Subordinate staff to clerical cadre, and

advance increments : Clerical cadre to Officer cadre
Respective appointing/ promoting authority

with
the prior approval of Corporate Centre.
In case of officers from one scale/ grade to

higher scale of pay/grade
Respective appointing/ promoting authority

with
the prior approval of the Executive
Committee of the Central Board.
e) Reimbursement of educational CGM (HR)

expenses up to graduation level :
f) Payment of last drawn pay and allowances CGM (HR)

till one of the
725
Children attains the age of
21 years or till the date on which
the deceased would have retired
in the normal course :
g) Transfer of loans for housing etc. to CGM(HR)

family member if compassionate
appointment is given irrespective
of his/ her normal eligibility :
Waiver of interest part if

h) CGM (HR)
compassionate appointment is not sought
by the family, while
the principal amount is recovered
from the compensation/other dues payable
23.25 APPOINTMENT OF SPORTSPERSONS

1. Appointment of sportsperson Corporate Centre through the
Cir DO at the LHO
Award : CGM (HR)
Officers : ECCB
23.26 GRANT OF SPECIAL LEAVE TO SPORTSPERSONS
23.26.1 For recognised games

Grant of special leave to sports
person for 14 recognised
games
1) For grant of special leave
CGM of the circle.
not beyond 180 days for
CGM (HR) for CO Depts/
matches in India Establishments
2) For grant of special
CGM of the circle.
leave upto 30 days at CGM(HR) for CO Depts/
one instance for Establishments
matches in India
3) For grant of special leave at
DMD & CDO
one instance beyond 30
days for matches in India
726
23.26.2 For other non-recognised games/Sports
For non-recognised
games/ sports SUBJECT
1) For grant of special CGM of the circle.
leave upto 90 days for CGM (HR) for CC Depts/Estbs.
matches in India
2) For grant of special DMD & CDO

leave beyond 90 days
for matches in India
23.26.3 Additional leave to sportspersons for injury

Additional leave and reimbursement
of medical expenses to sportspersons
who are injured during official matches
1. For grant of special leave to sportspersons CGM of the Circle
who are injured during official matches CGM (HR) for CC Estbs
for the Bank in India
2. For reimbursement of medical expenses CGM of the Circle

fully to sportspersons who are injured CGM (HR) for CC Estbs
during official matches in India
727
Annexure 23.1 Format for No Objection Certificate for Passport
Annexure "E" Passport Information Booklet Annexure "E"
ALL CENTRAL GOVERNMENT EMPLOYEES, STATE GOVERNMENT EMPLOYEES,

EMPLOYEES OF STATUTORY BODIES AND PUBLIC SECTOR UNDERTAKINGS ARE
REQUIRED TO PRODUCE A NO OBJECTION CERTIFICATE
(On Official Stationery)
Certified that Shri/Smt./Kum _______________________ is a temporary / permanent

employee of this ______________________________ from (date) _________ and is at
present holding the post of. ______________.The Ministry / Department / Organisation has
no objection to his/her acquiring Indian Passport. The undersigned is duly authorised to sign
this No Objection Certificate.
Name & Designation
Tel.No._______
Date:
Annexure 23.2 Format of forwarding letter to be given to
official alongwith NOC for passport
[To be prepared in Duplicate]
(Name of the Officer)
Dear Sir,
ISSUE OF NO OBJECTION CERTIFICATE
With reference to your letter dated _______ requesting for issue of a 'No Objection
Certificate' for obtaining a passport, we forward herewith the 'No Objection
Certificate' which, please note, is issued subject to the undernoted conditions :
i) The Bank will not arrange for your repatriation in the event of any untoward
happening abroad.
ii) The Bank will not be liable for any of your acts outside India.
iii) You will continue to be entitled to avail of only the leave earned by you as per
your service rules and no extension of leave will be permitted merely on
grounds of this NOC having been issued to you.
2. Please return the duplicate copy of this letter duly signed by you in token of
having accepted the above conditions and NOC.
Yours faithfully,
COMPETENT AUTHORITY
729
CHAPTER 24
MISCELLANEOUS PERQUISITES
24.1 REIMBURSEMENT OF NEWSPAPER/MAGAZINE EXPENSES
1. 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 the 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.
24.1.1 ELIGIBLE OFFICERS

a) Officers in TEGS VI
They are eligible for the following :

i. Three newspapers (a financial newspaper and
Two local/national newspapers)
ii. A Financial magazine.
b) Officers from JMFS I to SMGS V
The ECCB, in its meeting on 24th November 2006, has decided to revise the limit for
reimbursement of cost of newspapers/magazines w.e.f. 1st November 2006. It as 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. Therefore, 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 the
reimbursement on certificate basis. The revised ceilings are as under :-
Scale Ceiling of Reimbursement to be made

JMGS I Rs. Rs. 350/- p.m. (Payable to all officers in JMGS I)
MMGS II & III Rs. 500/- p.m. (Payable to all officers in MMGS II
& III)
SMGS IV & V Rs. 700/- p.m. (Payable to all officers in SMGS IV

& V)
24.1.2 PROCEDURE AND FORMAT

1. Bills received from eligible officers on the format given in Annexure 24.1 for officers from
JMGS I to SMGS V may be settled, in the usual manner, by debit to Charges Account -
Sundries (Books & Newspapers), normally within the month following that to which these
relate. In exceptional circumstances, however, late claims may be entertained, after the
appropriate authority is satisfied with the reasons adduced for the delay. However, if the
delay is beyond three months, such claims may be entertained only with the approval of the
2. In respect of officers working at branches, Branch Manager / Manager (Accounts) will be
the sanctioning authority. As regards officers posted at Administrative Offices,
reimbursement may be authorised by the Office Manager / Departmental Head.
730
24.2 REIMBURSEMENT OF ENTERTAINMENT EX PENSES
24.2.1 General Instructions

1. Classification of Entertainment Expenses
Entertainment expenses are classified under the following three heads :
i) Official Entertainment Expenses
ii) Personal Entertainment Expenses
iii) Sundry Entertainment Expenses for tea/coffee etc.
The entertainment expenses are primarily intended for entertaining and maintaining liaison with
important people in India and abroad, government officials, consultants, representatives of trade,
commerce and industry and customers, etc. who have or are likely to have dealings with the Bank.
While the funds allocated to the Circle for entertainment expenses may be used to meet the
expenditure for the above purposes, it would be in order to debit expenses incurred in connection
with the seminars, conferences, and other official meetings, to Charges Account 'Sundries'.
i. Official Entertainment Expenses

Each Module and Special Branch is allotted every year an amount for official entertainment the
instructions related to which are circularised by HR Department. The respective Deputy General
Managers decide upon further allocation of this fund.
ii. Personal Entertainment Expenses

The ECCB has decided to revise the existing ceilings on reimbursement of personal
entertainment expenses as from the financial year 2006-07 which will remain effective upto
31.03.2009 . Category wise rates are as under :
a) Officers other than the Head of the Branches, i.e. other than the Branch Managers :
Category of Officers Revised Ceilings
Officers in TEGS VII Rs. 17,500/- p.a.
Officers in TEGS VI Rs. 14,000/- p.a.
Officers in SMGS V Rs. 7,200/- p.a.
Officers in SMGS IV Rs. 6,200/- p.a.
Officers in MMGS III & II Rs. 5,200/- p.a.
Confirmed Officers in JMGS I, other officers in JMGS I who Rs. 4,100/- p.a.
are posted as Lead Bank Officers/ District Co-ord. / Field
Officer/ Accountant/ Cash Officer in a branch where no Field
Officer is posted and all confirmed Specialist JMGS I officers.
b) Relationship Managers in CAG and MCG and officials under the initiatives of the
Business Process Re-engineering as mentioned hereunder :
Category of Officers Revised Ceilings

Officers in MMGS III & II Rs. 5,200/- p.a.
Confirmed Officers in JMGS I, other officers in JMGS I who Rs. 4,100/- p.a.
are posted as Lead Bank Officers/District Coord. / Field
Officer/Accountant/Cash Officer in a branch where no Field
Officer is posted and all confirmed Specialist JMGS I officers.
731
c) Branch Managers :
Category of Officers Revised Ceilings (w.e.f. 01.04.2006)

Officers in MMGS III Rs. 11,700/- p.a.
Officers in MMGS II Rs. 10,100/- p.a.
Offices in JMGS I Rs. 8,500/- p.a.
d) AGM (REGION)/DGM (MODULE)/ GM(NETWORK) :

e) CGM/DMDs (TEGSS I & TEGSS II) :

Officers in TEGSS II Rs. 27,000/- p.a.
Officers in TEGSS I Rs. 26,000/- p.a.
The format for claiming entertainment expenses is given in Annexure 24.3.
iii. Sundry Entertainment Expenses for tea/coffee/cold drinks, etc.
It has also been decided that the ceiling on reimbursement on expenses incurred on tea, coffee,
cold drinks, snacks etc. in respect of the following officers be revised as under :
Category of Officers Existing Ceilings Revised Ceilings

Managers of Division at branches, Lead Between Rs.1,000/- Between Rs.1200/- to
Bank Officers, District Co-ordinators and to Rs.2,500/- Rs.3,000/-
Rural Development Managers
Branch Managers* Between Rs.1,000/- Between Rs.1300/- to
to Rs.2,500/- Rs.3,250/-
*Discretion given to the Circles to reimburse expenditure upto Rs.4,000/- p.a. in respect of Main
Branch, Special Branches, Zonal Offices, Overseas Branch, Regional Office, AGMs of Region and
Departmental Heads at LHO has also been revised to Rs.5,000/- p.a. Furtherr, the discretion
provided to CGMs of Circles, CGM MCG and CGM-CAG to permit reimbursement of expenses
incurred on tea, coffee, cold drinks, snacks etc.by officials in BPR initiatives, Relationship
Managers in MCG, CAG as mentioned in para 24.1(ii)(b) above may be revised from Rs.2,500/-p.a.
to Rs.3,000/- p.a.
a) Officers in SMGS IV to TEGS VII at Corporate Centre and its establishments:
Category of Officers Existing Ceilings Revised Ceilings

Officers in TEGS VII Rs.4,000/- p.a. Rs.4,800/- p.a.
Officers in TEGS VI Rs.3,000/- p.a. Rs. 3,600/- p.a.
Officers in SMGS V Rs.2,500/- p.a. Rs. 3,000/- p.a.
Officers in SMGS IV Rs.2,000/- p.a. Rs. 2,400/- p.a.
732
iv. Reimbursement of Club Membership/Fees
a) The Branch Managers/ Managers of Business Divisions as well as Accounts Departments,

Managers (Lead Bank), Manager (District Co-ordinator), Rural Development Manager and Officers in
SMGS-IV and above may be allowed to enjoy the facility of joining only one club in their areas. In
such cases, the admission fee not exceeding Rs.1,000/- per annum only will be borne by the Bank by
debit to Bank's Charges Account and the remaining amount of membership subscription, if any, shall
be borne by the officer or claimed through his personal enterainment quota.
b) Admission fee and subscription of local Bank Managers/Bankers' Club will continue to be
paid by the Bank separately depending on the merits of each case to be decided by the Chief
General Manager.
c) Manager(Liaison) is not eligible for club membership.
24.2.3 Mode of reimbursement

The need for submission of bills/cash memos for claiming reimbursement of entertainment
expenses be done away with in view of the fact that it is now covered by Fringe Benefit Tax
imposed by Government of India and no perquisite value is to be added to the exployees income
for tax purposes. The officers may claim the entire amount on certificate basis.
24.3 REIMBURSEMENT OF OUT-OF-POCKET EXPENSES
24.3.1 Officers posted at Service Branches and Airport Offices / MICR

Branches / SWIFT Branches & computerized Branches having extended
Business Hours
( CC No.CDO/PM/16/CIR/3 Dt.17.04.2001)
i) Officers posted at Service Branches and Airport Offices who are required to work before 8.00
a.m or after 8.00 p.m may be paid out-of-pocket expenses not exceeding Rs.100/- per
working day. This will not include holidays / Sundays / leave period, etc.
ii) This facility may be extended to officers concerned only till such time as they are posted at
such offices, on their transfer elsewhere, it should be withdrawn.
iii) Such expenses are reimbursable on the basis of the certificate to be
furnished by the officers to the effect that the expenditure claimed has actually been
incurred by them.
24.3.3 Officers engaged in branch computerisation
1. The All India State Bank Officers' Federation had represented that during the process of
computerisation of branches, the officers 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. The Federation has, therefore, demanded that the officers be paid
compensation on days they are required to stay late in the branch.
2. The matter was examined by Central Office and it was decided that in case the officers
involved in computerisation process are required to sit late, say beyond 8.30 p.m., they may be
reimbursed with the cost of dinner / transport not exceeding Rs.100/- per day (Revised w.e.f.
20.05.2002) say for 1 or 2 weeks before and after the branch going 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
733
days in a month. Needless to add that the above provision would be operative only if the officer/s
concerned are required to sit well beyond their normal working hours. However, payment as men-
tioned above can be effected only after getting the approval of the respective controller
(CC No. CDO/IR/SPL/89 dt. 20.05.2002)
Clarification:
An officer getting halting allowance on deputation will not be eligible for claiming out of pocket
expenses.
24.4 PROVISION OF CARS FOR OFFICIAL/ PERSONAL USE
24.4.1 Eligibility
1. All officers in TEGS VI, including those on mobile duty, would be provided with cars for
official use with permission to use it for personal purposes on recovery of usual charges.
The cars for the purpose should be hired from reputed agencies/ firms.
2. While selecting the firms from whom the cars are to be hired, the following factors should be
taken into account:
a) Number of cars available with the operators

b) Number of years they have been in the business
c) The present clientele of the operator
d) Competitive rates
3. Other instructions for hiring of cars, equipments, etc., such as advertisement where
necessary, approval of rates by a Rates Committee, etc., should also be complied with.
4. In respect of officers on deputation, cars will have to be provided by the borrowing
organisations. However, for officers on deputation to Govt. of India where their salary and
allowances are being paid by us, such cars may be provided by LHOs where their salary,
etc. are being paid.
5. In respect of officers on mobile duty, cars may be provided at the places where they are
conducting inspection.
24.4.2 REIMBURSEMENT OF SALARY PAID TO DRIVERS HIRED BY GENERAL

MANAGERS / OFFICERS IN TEGSS I & II
(CDO/PM/16/CIR/19 Dt.08.06.2002)
The ceiling on reimbursement of salary paid by general managers to drivers hired by them
with effect from 01.04.2001 is as under shown against the respective circle.
OFFICERS PLACE RUPEES
General Managers Major “A” Class Cities Rs.3500/-p.m.

TEGSS I & II Major “A” Class Cities Rs.5000/-p.m.

NOTE:
Officers in TEGSS I & II may opt for Bank’s driver or engage a driver. However, where
Bank’s driver is not available, officer will no option but to hire the driver.
24.4.3 Recovery on Account of Use of Bank’s Car for Personal Use

Officers in TEGS VI and above are provided with a car for official use. They are also
allowed to use the car so provided for personal purposes up to 500 kms. on payment of
734
Rs.150/- p.m. If an officer uses the car beyond 500 kms. in a month for personal purposes,
additional recovery at the rate of Rs. 1 per km for use beyond 500 kms. is made from him.
Henceforth, recovery for personal use of official car from officers, who have been / are
provided with air-conditioned cars, shall be at the rate of Rs.200/- for first 500 kms. and
Rs.1.25 per km. for use beyond 500 kms.
24.4.4 Only Bank's car to be used for personal purposes

1. The practice of utilising the Bank's car at the headquarters of the officials for use of th e ir
fa m ily m e m be rs an d en ga g in g h ire d ta xis fo r th eir o fficia l visits ou tsid
be eencouraged.
is no t to As far as
possible, only the Bank's car provided for official use should be used for official visits even
outside headquarters, instead of engaging hired taxis. However, the Chief General
Manager may permit such use of hired taxis for official visits outside headquarters after
satisfying themselves of the genuineness of the special circumstances or reasons therefor.
24.4.5 Use of official car at a place other than headquarters

1. There may be instances where an officer on his transfer from one place to another has
not been able to move into official residential accommodation at the new place of
posting for the reason that it has not been vacated by the previous incumbent and he is
thus not in a position to shift his/her family to the new place of posting. In the
circumstances, the official's family stationed at previous place of posting, is deprived of
the facility of use of official car for personal purposes which they have enjoyed for quite
some time causing hardships to them.
2. Wherever a request for use of official car for personal purposes at the place other than
the place of headquarters is received from an official under the above mentioned
circumstances, the same may be considered with the approval of the controlling
authority, subject, however, to the following conditions :-
i) The request should be entertained only if the official residential accommodation at the
new place of posting has not been vacated by the previous incumbent for reasons
beyond his control or, if at places like Mumbai, no residential accommodation has been
provided by the Bank to the official.
ii) The car should only be provided out of the pool of cars maintained by the LHO at the
previous place of posting.
iii) The official will have to forego the personal use of car at the new place of posting.
iv) Usual recovery for use of car for personal purposes will be made from the official.
24.4.6 Income tax deduction at source for the perquisite of cars

1. Effective from 2nd June 1 995, the Central Board of Direct Taxes has revised the rates
for valuation of perquisite value of cars provided by employers. Accordingly, the
perquisite value of cars provided by the Bank to our senior officers in TEGS VI and
above should be determined as per the revised rates. The relevant extract from the
above referred circular letter with the revised rates applicable w.e.f 2nd June 1995 is
given below :
"Where the motor car is owned or hired by
the employer and all the expenses on maintenance Rs.600/-p.m.
and running are met or reimbursed to the assessee by the employer. (For cars with h.p.
rating not exceeding 16.) "Provided that where a chauffeur is also provided to run the
motor car, the value of the perquisite as calculated in accordance with this Table shall
be increased by a sum of Rs.300/- per month."
2. Inasmuch as the cars provided to our executives are less than 16 h.p. and driver is also
provided or his remuneration is reimbursed to run the car, the perquisite value of this
facility will be Rs.900/- p.m. As against this, we are recovering @ 1507- p.m. from them
735
for use of the car for personal purposes and at pro-rata amounts at specified rate if the
distance covered on personal work exceeds 500 kms.
3. It should be arranged to add every month to the taxable income of the officers in Top
Executive Grade scales who are provided with the Bank's own or hired car and a driver
(including where remuneration is reimbursed) a sum of Rs.900/- after deducting
therefrom the total amount recovered from them for personal use of the car. (For
example, if the amount recovered from an official for personal use of the car during a
particular month is Rs.300/-, the perquisite value to be shown for that month would be
Rs.900/- minus Rs.300/- = Rs.600/-).
24.5 REIMBURSEMENT OF DAILY WAGES TO OFFICERS IN SMGS IV AND

ABOVE
Officers in Senior Management Grade Scale IV & V are reimbursed with a sum not
exceeding Rs.10/- and Rs.25/- respectively per day w.e.f. 12.04.2001 for engaging
casual labour to attend the maintenance of furniture, fixtures, etc., provided by the Bank
at their residence. The aforesaid reimbursement can be made only if the officer has
taken furniture at the residence for at least one third of the value of his entitlement.
(CDO/PM/16/CIR/1 Dt.12.04.2001)
24.6 REIMBURSEMENT OF EXPENSES ON CLOTHING SECURITY AND

FIRE OFFICERS
The cost ceilings with regard to safari / woolen suits and shoes to the Liaison / Security
officers, Asstt. Liaison / Security officers and fire officers is as under:
(a) Safari Suits (i) At Mumbai, Calcutta, Delhi Rs.2000/- per suit (inclusive
and Chennai of stitching charges)
(ii) Atplaces other than (i) above Rs.1850/- per suit (inclusive
of stitching charges)
(b) Woollen Suits (i) At Mumbai, Calcutta, Delhi Rs.4500/- per suit (inclusive
and Chennai of stitching charges)
(ii) At places other than ( i ) Rs.4250/- per suit (inclusive

above of stitching charges)
(c) Shoes Rs.800/- per pair of shoes
24.6.1 REIMBURSEMENT OF EXPENSES ON CLOTHING TO LIAISON OFFICERS

(CC No.CDO/P&HRD-PM/35/2006-07 dt. 03.10.2006)
a) Since Liaison Officer/Assistant Liaison Officers 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 befitting image of the Bank. Therefor, it has been decided to dispense with
the requirement of wearing of safari suits by them and replace it with combination of white shirt, black
trousers and a contrast colour tie with SBI logo in blue silk embroidery. Therefore, they will be
provided with the following :
i) Liaison Officer 4 Pairs of Shirt/trousers/tie once in 2 years
ii) Asstt. Liaison Officers 3 Pairs of Shirt/trousers/tie once in 2 years
736
iii) Liaison Officer/ 1 Woollen Suit once in 3 years. Where woolen
Asstt. Liaison Officer suit is not required for climatic reasons
additional Shirt/trousers/tie in lieu thereof in the
same periodicity i.e. once in 3 years and within
the cost ceiling applicable for Shirt/trousers/tie.
iv) Liaison Officer/ One pair of shoes per year.

Asstt. Liaison Officer
b) The ceiling of cost for the entire set of dress applicable for them is as under:
(a) White shirt/ Black (i) At Mumbai, Calcutta, Rs.2500/- per pair of Shirt/
trouser/ contrast colour Delhi and Chennai trousers/tie (inclusive of
tie (with SBI logo in blue stitching charges)
silk embroidery)
(ii) At places other than (i) Rs.2350/- per pair of Shirt/
above trousers/tie (inclusive of
stitching charges)
(b) Woollen Suits (i) At Mumbai, Calcutta, Rs.6000/- per suit (inclusive
Delhi and Chennai of stitching charges)
(ii) At places other than (i) Rs.5750/- per suit (inclusive

above of stitching charges)
(c) Shoes Rs.1200/- per pair of shoes
c) The above dress code is applicable from 1.10.2006.
24.7 TELEPHONE FACILITY FOR LIAISON OFFICER

The telephone facility to various officers is decided by the Circle Management depending
upon the utility. However, it has been observed that Liaison Officers are sometimes not
provided with STD facility on their official telephone or on the telephone at their residence.
This would hamper their effectiveness especially in an emergency when they are required
to coordinate VIP movements.
It has, therefore, been decided that Liaison Officers at LHO centres in the various circles
may be provided with STD facility on their residential telephone and on the telephone at
their office. This facility may be made available to only one Liaison Officer per LHO Centre
regardless of their Scale, the ceiling on the number of calls being as applicable to the grade
of the officer.
24.8 OUT OF POCKET EXPENSES INCURRED BY SECURITY/LIAISON OFFICERS

(CC No. CDO/P&HRD-PM/36/2006-07 dt 5.10.06)
Liaison Officers / Assistant Liaison Officers / Security Officers in the Bank often required
to receive / see off important dignitaries at the airports / railway stations at odd hours and
often without sufficient notice. It has been decided to reimburse out of pocket expenses
to Liaison Officers at the following rates w.e.f 1.10.2006 provided that the total absence
from the headquarter is not less than 3 hours.:
Sr.No. Time of Duty Max. limit/ceiling for
reimbursement
(a) Attending duty at airport/railway station during Rs. 100/-
breakfast time i.e. 6 a.m. to 9 a.m.
(b) Attending duty at airport/railway station during Rs. 100/-
737
lunch time i.e. 12 noon to 2 p.m.
( c) Attending duty at airport/railway station during Rs. 100/-
dinner time i.e. 8 p.m. to 4 a.m.
(d) Attending duty at airport/railway station at any time Rs. 60/-
other than the timings at (a) to (c) above
The expenditure will be made on the basis of a certificate claiming the expenditure
incurred by an officer.
Officers claiming reimbursement will be required to mention in the certificate of claim the
purpose of visit to the airport / railway station and timings of the flight / train for which they
had to attend to the airport / railway station duty, duly countersigned by the authorised
officials.
24.9.1 Promotions with retrospective effect - Conveyance expenses,

newspaper bills, entertainment expenses etc.
The question of payment of arrears of benefits on account of promotion with retrospective
effect has been examined. The existing provisions already permit officers to draw
benefits / perquisites as applicable to the posts occupied by them in so far as these relate
to discharge of official duties. Hence claims for arrears for benefit do not merit
consideration.
738
Annexure 24.1 Certificate for claiming reimbursement of

Expenditure incurred on Newspaper/Magazine (for officers in
JMGS-I to SMGS-V)
I certify that I have incurred an expenditure of Rs.________ towards

purchase of newpapers/magazines during the month of
________________ which may please be reimbursed to me as per
my entitlement.
Signature
Name : _______________________
Grade/Scale:___________________
Branch/Office : ________________
739
Annexure 24.3 Format for claiming reimbursement of
entertainment expenses
Statement of expenses incurred on entertainment during the month of _______
1. Name :
2. Designation
3. Scale/Grade :
: Rs.________
4. Eligible limit (From 1 st April to 31st March) Rs..
5. Reimbursement claimed upto previous month Rs.
6. Available amount (4 - 5)
7. Total
Amount reimbursable: Rs.

8.
[Amount at item No.8 should not exceed amount at item No.6.]
I declare that the above expenditure has been actually incurred by me for entertain-
ment. Please reimburse.
(SIG NATURE)
STATE BAN K O F IND IA BR ANCH / D EPARTMEN T :
Sanctioned Rs.
Date
COMPETENT AUTHORITY
Encl:- Bills/cash memos in support of the above claim
740
741
CHAPTER 25
SCHEME OF DELEGATION OF FINANCIAL POWERS

GENERAL MATTERS-2003
25.1 GENERAL
1. Scheme of Delegation of Financial Powers-General Matters, 1997, was revised

by the Executive Committee of the Central Board at its meeting held on the
27.03.2003. Thus, the existing Scheme of Delegation formulated in 1997 stands
revised. The salient features of the revised Scheme are detailed hereunder.
2. In order to expedite processing and sanction of proposals under the Bank’s plan
of image Building-Project Metro Ambience MO5, the financial powers of AGM
and above on structural additions & alterations to Bank’s premises (Office), for
interior project of Bank’s Office premises and purchase of the furniture including
carpets, curtains, etc. and electric installations have been enhanced
substantially. The financial powers under the Group II-Electronic and Computer
items for officials of grade DGM and above have been enhanced in order to cater
to the need of computerization and other technology driven initiatives that Bank
has taken up. It is felt that with the experience gained over the years, the
officials at every level have acquired adequate understanding and knowledge of
the computer system and would be able to exercise the powers judiciously. The
revised scale of powers furnished in Annexure 25.1 and 25.2.
3. The existing dispensation in terms of which Branch Managers of AGM grade,

exercise different scales of powers depending upon whether they report to a
DGM or AGM (Region) has given way to a uniform scale of powers for AGMs of
all grades.
(CC letter no. ORG/923 dt. 05.03.2007/LHO/CirDO/OP & SP/16 dt. 05.03.2007)
4. As per extant instructions under the Scheme of Delegation of Financial Powers,

in case there is a mismatch between the grade of an incumbent and
categorization of the Branch or position in administrative office, powers as
applicable for category of the Branch or position, should be exercised. These
instructions apply to both ‘Advances & Allied Matters’ and ‘General Matters’
under the Scheme of Delegation of Financial Powers, in respect of Officials in
SMGS V and below. Powers in respect of Officials in TEGS VI and above, go
with the grade of the Official, and not with the incumbency of the position.
4(i). Officials of grades between MM-II to SMGS-V, if posted in a position of a lower

grade, will exercise the powers corresponding to the grades to which they
belong.
4(ii) The Circle Management will ensure that as far as possible, the grade of the
official posted should be identical with the categorization of the Branch or
position, unless there is an excess of higher grade officials, who cannot be
otherwise deployed in the Circle.
4(iii) In case an official of Grade SMGS V (AGM) is posted in a Branch of lower

incumbency (SMGS – IV), the Branch will be brought under the control of DGM
(Module), and sanctions accorded, will be reported to the DGM (Module), till such
time as the arrangement continues.
4(ivi) Such arrangements of higher grade officials working in positions categorized

lower, will be reviewed half-yearly by CMC, and change in incumbencies, will be
made after the Financial Year is over, to ensure smooth functioning of the
arrangement.
5. It has also been decided that, obtention of administrative clearance from

Corporate Centre is not necessary for items covered herein, that fall within
financial powers of the Circle. Therefore, the Corporate Centre Administrative
Order No. 28 of 1985 dated 26.12.1985 stands annulled.
6. Exercise of powers contained herein will be subject to control reporting to the

next higher authority. The CGM of the Circle shall, however, submit control
reports to the Managing Director & Group Executive-NBG. The Control reports
relating to exercise of powers by the CGM may be submitted at monthly intervals
by means of simple listing with details of the purpose, amount etc. Other
guidelines regarding control reporting remain unchanged.
742
25.2 GENERAL GUIDELINES FOR EXERCISE OF POWERS
1. The Scheme of Delegation of Financial Powers, 1997 stands revised in 2003.

The exercise of powers laid down under different Groups I to VII as detailed in
Annexure 25.1 and 25.2 is subject to the Bank’s policy framework and extant
administrative guidelines, wherever applicable, as revised from time to time.
While exercising the powers, the authorities shall ensure compliance with
provisions of the SBI Act and SBI General Regulations and other applicable
legislation/regulations.
2. The head of an office would mean, in the case of branches, the Branch Manager
and such other officers as may be specifically authorized by the Chief General
Manager to be so.
3. The powers of Managers of Division/Accountants/Dy. Managers of Divisions will

be the same as the power vested in the Branch Managers of their own grade.
4. Only those powers will be exercised by an official which are related to the duties
and responsibilities entrusted to him.
5. No authority shall exercise the power for sanctioning any expenditure, which will
be directly to its advantage.
6. A higher authority may exercise powers vested in a lower authority.
7. The powers prescribed in the Scheme are decision-making powers and do not
affect in any way; the signing powers entrusted to various officials under and in
terms of Regulation 76 of State Bank of India General Regulations.
8. This scheme will not apply to our offices outside India.
9. For the purpose of exercise of powers under the scheme, the undernoted phrase
will mean the following:
(i) Anyone instance: At anyone point of time, it will be related to 1 (one)

single bill or item of expenditure authorized for payment and will not be
related to other similar bills or expenditure even for the same purpose.
(ii) Hiring of Equipment/Machines/Services etc. : This would mean

obtaining the services of a machine/person or a group of
persons/vehicles or any other item under an agreement(oral or written)
with the owners/persons. The terms of payment will be expressed in
units of time in keeping with the process of the concerned trade.
However, hiring of consultancy services will not be included. Such
payments may be made as per delegation of powers under Group V-
charges not enumerated.
(iii) Controlling Authority: The respective immediate authority in hierarchy

to whom an official reports.
At a branch the controlling authority shall be the Branch Manager.
10. Whenever the medical expenses for officers include hospitalization/nursing or

nursing home fees and cost of special treatment, the payment may be authorized
by an official not below the grade of a DGM.
11. Legal fees:
(i) Powers prescribed in Annexure 25.1 and 25.2 ‘payment of Legal Fees’
can be exercised subject to obtention of prior approval from the
competent authority for instituting legal process.
a. If approval for filing of a suit has been accorded by the competent

authority, the Branch Manager/Manager of Division will have ‘FULL’
powers for payment of court fees/stamp duty.
b. The ceiling on powers of Branch Managers for payment of legal fees

relates to each bill covering at least one consultation/appearance, clerical
and other charges of the solicitors/lawyers. The cost of conducting
searches in respect of title deeds etc. for the purpose of granting loans
etc, shall however, be, reimbursed by the concerned borrowers.
743
c. Where the fee payable to/claimed by the lawyer is in excess of the scale
of fees prescribed by the concerned High Court rules, approval of
respective controlling office i.e AGM(Region)/DGM/GM, as the case may
be, would be necessary.
12. Advertisements:
The GMs of the network may exercise Full Powers for expenditure incurred by
the networks within the limits, allocated by the C.G.M.
13. Cash Rewards: The powers indicated herein do not restrict the powers for
payment of honorarium for passing examinations covered by special schemes
approved by the Bank and such payments may be authorized by the authority
designated under the relative scheme.
14. The Head of an office and the Head of a department in an administrative office
shall have powers to authorize the following:
(a) Periodical payment of salary and allowances to:
(i) the permanent staff on the basis of their service or the terms of their
appointment or as sanctioned from time to time by the controlling
authority, and
(ii) the temporary and part-time engaged with the sanction of the controlling
authority in accordance with the terms of their appointment.
(b) The Bank’s contribution to the Provident and Pension Funds on the scale
applicable to the concerned employees as prescribed in relative rules of the
Funds.
(c) Overtime payments in accordance with the instructions issued and in the manner
prescribed by the controlling authority.
(d) All such payments as described below for effective maintenance of the office and
discharge of its functions:
(i) Rent, usual rates and taxes in respect of premises, either for the office or
for other purposes, in accordance with the terms of the relative lease or
agreements, which have already received sanction accorded by the
appropriate authority.
(ii) Insurance premium for insurance cover over the Bank’s property and/or
insurance cover taken under arrangements approved by the Bank.
(iii) Payment of bills for electricity, gas and other fuels consumed in the
Bank’s office premises.
(iv) Cost of lamps purchased for office as well as residence provided by the
Bank.
(v) Payment of bills in respect of telephones installed at the office and also
at residence of officials.
(vi) Cost of postage, telegrams, stamps courier charges, telexes, microwave

link, etc. including the rental of post box, post bag number, telegraphic
address and service charges.
(vii) The payment of fees and allowances of Directors/Local Board in

accordance with rates fixed from time to time.
(viii) Other recurring expenses incurred for the said objectives with sanction of
the controlling authority.
(e) Whenever the rates of catering have been approved by the Corporate
Centre/LHO, the bills in respect of supply of food to trainees at Staff Learning
Colleges/Centres shall be treated as recurring expenditure referred to in para
d(viii) above. All powers exercised by officials will be subject to budgetary
allocation and control.
744
15. The Auditors fees in India shall be sanctioned by CCFO/AGM(BOD) at each LHO
in accordance with terms approved from time to time by the competent authority.
The General Manager/AGM (Inspection & Audit) at Zonal Inspection Office shall
have the powers to pay the bills of the audit firms appointed for purposes other
than statutory audit in accordance with powers vested in them under ‘Charges
not enumerated.’
16. In respect of any matter not specifically indicated in the enclosed table but
considered administratively necessary, the powers of an official will be to the
extent of ‘charges not enumerated.’
17. For exercise of powers relating to purchase of furniture, fixture, machines etc.,
local taxes, freight, installation charges etc. may be excluded.
18. Powers for disposal of the assets of the deceased can also be exercised by
officials of the rank of AGM and above for the purpose of payment of undrawn
salary and allowances of a deceased employee to his legal heir.
19. All powers exercise by officials will be subject to budgetary allocation and control.
20. No prior administrative clearance from Corporate Centre/Business Group Heads

need be obtained for matters falling with the Circle’s powers except consultancy
services.
21. Powers to sanction telephone connections: These are administrative powers and
do not fall within the purview of Scheme of Delegation of Financial Powers.
22. Payment of Annual Listing Fee to Stock Exchange relating to SBI Equity and
Bonds may be authorized in full by the Deputy Managing Director & CCFO.
23. A rates committee as prescribed may be constituted for hiring of services. The
rates should be fixed by the Rates Committees for different areas and
reviewed/revised, if necessary at least once a year.
24. The authority structure for acquisition and disposal of Non-banking assets will be
as per Group 1(B) i.e ‘Purchase and Sale of Premises.”
25. Any official exercising powers for matters contained herein shall report for control
to the next higher official. The CGM of the Circle will however, submit his control
reports to MD & GE (NBG).
26. Electronic & Computer items: For purchase of additional terminals/peripherals

for fully computerized branches, subsequent to full computerization, delegation
under II (ii) will apply.
27. Compensation to Bank’s Clients: Where losses, incurred by Bank’s clients

because of negligent handling of transactions by Bank’s employees, have to be
reimbursed, these may be authorized by officials of the level of AGM and above,
as per Group V (E) ‘Charges not enumerated.’ The payment of penal interest to
ABI on account of delayed/wrong reporting of currency chest transactions may
also be made as above.
ANNEXURE 25.1
(i) CC letters No(s). ORG.1296 dated 28.03.2003 and PRM/S/1277 dt. 31.03.2003/CirDO/OP-
SP/03/03-04 dt. 21.04.2003
(ii) CC letter No. ORG/856 dated 05.02.2007
(iii) CC letter No. ORG/924 dated 05.03.2007
745
SCHEME OF DELEGATION OF FINANCIAL POWERS: GENERAL MATTERS
OFFICIALS (INCLUDING BRANCH MANAGERS) OF THE GRADES OF
ASSTT. GENERAL MANAGER AND ABOVE
Group I Premises & Equipment
(AMOUNT IN RS.)
Category AGM DGM GM CGM Group
Exec/Staff
Functiona
ries at
Corporate
Centre
(MDs/
DMDs)/
Local
Board
A. Leasing of Premises
(monthly rent)
(i) Non residential 20000 50000 Full Full Full
(ii) Residential Full Full Full Full Full

B. Purchase & Sale of Nil Nil 10 lacs 30 lacs 75 lacs
Premises
C. Capital Expenditure
(i)
(a) On structural additions
and alterations to Bank’s
premises (any one instance)
(leased or owned)
2 lacs 7.5 lacs 15 lacs 25 lacs 50 lacs
1) Office
50000 2 lacs 5 lacs 10 lacs 25 lacs
2) Residence
(b) for construction of new
premises for Bank’s Office Nil 12 lacs 25 lacs 50 lacs 1 crore
(excluding interior work)
(c) for interior project of
Bank’s Office premises 5 lacs 10 lacs 20 lacs 30 lacs 50 lacs
(leased or owned)
(ii) On purchase of safe
deposit lockers, safe room 5 lacs 10 lacs 25 lacs 50 lacs Full
doors, currency chest bins,
cabinet cash safes
(any one instance)
D. Purchase of furniture
including carpets,
curtains, etc. and electric
installations
(any one instance)
(i) Office 1 lac 3 lacs 7.50 lacs 15 lacs 50 lacs
(ii) Residence 50000 1 lac 2.5 lacs 5 lacs 12.5 lacs

(iii) Purchase of UPS for full 5 lacs 7 lacs 8 lacs 12 lacs 25 lacs
branch computerization
projects, installation of
ATMs, Networking Core
Banking Solution and Trade
Finance (per branch)#
# These powers can be

exercised for replacement of
batteries for UPS also
subject to norms/guidelines
for replacement of batteries
issued from time to time by
Corporate Centre/Business
Group Headquarters
E. Purchase of machines,
746
vehicles, equipment, etc.
(any one instance)
(i) Purchase of high value 3 lac 5 lacs 10 lacs 20 lacs 50 lacs

machines (where the unit
price exceeds Rs. 1 lac)
(ii) Purchase of other 1.5 lacs 2.50 lacs 5 lacs 10 lacs 20 lacs
machines
F. Hiring of services/vehicles
equipment/machines,
including annual 50000 1.5 lacs 3 lacs Full Full
maintenance contracts for
computers, lifts, typewriters,
electronic typewriters, air-
conditioning plant, air-
conditioners, generators,
UPS, desert coolers and any
other machines/equipment
etc. (any one instance)
G. Sale of old furniture, fans
machines, motor vehicles,
equipment, computers, 50000 1 lac 5 lacs 10 lacs 50 lacs
typewriters, electronic
typewriters, air-conditioning
plant, air-conditioners, desert
coolers, generators, UPS
and any other
machines/equipment, etc.
(market value)
(any one instance)
H. Repairs to Bank’s
property including leased 50000 2 lacs 8 lacs 20 lacs 50 lacs
property
(any one instance)
Group II-Electronic and Computer items:
A. (i) Purchase of initial

computer systems for full
branch computerization (for Nil 10 lacs 15 lacs 25 lacs 50 lacs
any one branch or LAN set
up at LHO/Zonal
Office/SBLC), Networking,
Core Banking solutions and
Trade Finance
(in anyone instance)
(ii) Purchase of Automated
Teller Machines/Cash
Dispensers with accessories Nil #10 lacs 20 lacs 30 lacs 50 lacs
like video Surveillance
System, Access Lock etc.
(any one instance)
B. Purchase of computer
System other than (A) 2 lacs 3 lacs 4 lacs 5 lacs 10 lacs
above.
(any one instance)
Powers of official in IT 2 lacs 3 lacs 4 lacs 25 lacs 50 lacs

Deptt.
C. Purchase of computer
software (any one instance) Nil 50000 1 lac 2 lacs 4 lacs
D. Purchase of data
processing stationery and 10000 25000 75000 5 lacs 10 lacs
computer stationery
including computer
tapes/floppies/ribbons
(any one instance)
@ E $(New)
Hiring of services for
747
maintenance of electronic & 50,000 1.50 lacs 3 lacs Full Full
computer items
F $-(New)
Repairs of electronic & 50,000 2 lacs 8 lacs 20 lacs 50 lacs
computer items
# DGMs (Branch) have not been vested with powers under these sub-heads.
@ The powers delegated only to officials in IT under a new subhead for hiring of professional
services for computer audits, consultations, project management, certification (any one instance)
remains unchanged, as below:
AGM DGM GM CGM DMD & GE

1 lac 1.50 lacs 3 lacs 25 lacs 50 lacs
Group III-Travelling and Medical Expenses:
A. Travelling allowance/
halting allowance/LFC (any
one instance)
(i) Workmen staff Full Full Full Full Full

(ii) Supervising Staff Full Full Full Full Full
B. Payment of medical
expenses as per rules (any
one instance)
(i) Workmen Staff Full Full Full Full Full
(ii) Supervising Staff 15000 Full Full Full Full
C. Expenditure on
maintenance of dispensaries 20000 50000 Full Full Full
including cost of medicines
(per mensem) (where
dispensaries are
located/maintained)
Group IV –Suits and Legal Fees:
A. To institute or defend
legal proceedings (in matter
other than advances) where Nil 10 lacs 50 lacs Full Full
the suit amount does not
exceed.
B. Payment of legal fees Full Full Full Full Full
Group V-Sundry Charges:
A. Sundry purchase of 10000 20000 50000 1 lac --

stationery (any one instance)
B. Printing of circulars and 20000 40000 75000 1.5 lacs --
forms (any one instance)
C. Purchase of Books (per 20000 30000 50000 1 lac --
annum) (per Deptt./Office)
D. Newspapers/Magazines/ 12000 15000 30000 50000 --
Periodicals (per annum) (per
Deptt./Office)
E. Charges not enumerated 15000 30000 2 lacs 5 lacs 20 lacs
(any one instance)
748
Group VI-Advertisement:
A. Advertisement-within Nil Nil Full Full Full

allocation
Group VII-Miscellaneous:
A. Subordinate staff clothing Full Full Full Full Full

B. Disposal of assets of the
deceased constituents
without legal representation
(i) balances in accounts 10 lacs Full Full Full Full
(ii) assets other than 5 lac Full Full Full Full

balances in accounts
(value of assets)
C. Refund of excess cash Full Full Full Full Full
D. Sale of printed stationery,
forms, etc., writing off Full Full Full Full Full
obsolete or useless
stationery
E. Cash Rewards (any one Nil Nil Nil 2500@ 25000**
instance)@
F. Reimbursement of bills Full Full Full Full Full
for cost of Police/Armed
Guards deployed at our
Branches/Offices
G. Powers for
3000 7500 20000 50000 3 lacs
(i) waiver of recovery of
interest/exchange/
commission
3000 7500 20000 50000 3 lacs
(ii) waiver of recovery of
legal fees/incidental charges
incurred#
H (New item)- Powers for Irrespective of the Grade/Scale
granting rewards/incentives
etc. in accordance with the As approved under individual scheme by the appropriate
prescribed rate in respect of authority, without any limit.
individual approved
scheme/any other similar
scheme.
@ Cash rewards in respect of matters not falling under approved schemes.
** Local Board will not have these powers.
# This power is not applicable for write off/compromise cases.
Annexure 25.2
SCHEME OF DELEGATION OF FINANCIAL POWERS: GENERAL MATTERS

OFFICIALS (INCLUDING BRANCH MANAGERS) OF THE GRADES OF
CHIEF MANAGER TO ASSTT. MANAGER
Group I Premises & Equipment

(AMOUNT IN
RS.)
Category Chief Mgr. Manager Dy. Mgr. Asstt. Asstt.

(SMGS IV) (MMGS III) (MMGS II) Manager Manager
749
(JMGS I) (JMGS I )
(SAB)
A. Leasing of Premises
(monthly rent)
(i) Non residential Nil Nil Nil Nil Nil
(ii) Residential Nil Nil Nil Nil Nil

B. Purchase & Sale of Nil Nil Nil Nil Nil
Premises
C. Capital Expenditure
(i)
(a) On structural additions
and alterations to Bank’s
premises (any one instance)
(leased or owned)
Nil Nil Nil Nil Nil
1) Office
Nil Nil Nil Nil Nil
2) Residence
(b) for construction of new
premises for Bank’s Office Nil Nil Nil Nil Nil
(excluding interior work)
(c) for interior project of
Bank’s Office premises Nil Nil Nil Nil Nil
(leased or owned)
(ii) On purchase of safe
deposit lockers, safe room Nil Nil Nil Nil Nil
doors, currency chest bins,
cabinet cash safes
(any one instance)
D. Purchase of furniture
including carpets,
curtains, etc. and electric
installations
(any one instance)
(i) Office 20000 10000 5000 2000 1000
(ii) Residence 10000 5000 2000 1000 500
(iii) Purchase of UPS for full

branch computerization Nil Nil Nil Nil Nil
projects, installation of
ATMs, Networking Core
Banking Solution and Trade
Finance (per branch)#
# These powers can be

exercised for replacement of
batteries for UPS also
subject to norms/guidelines
for replacement of batteries
issued from time to time by
Corporate Centre/Business
Group Headquarters
E. Purchase of machines,
vehicles, equipment, etc.
(any one instance)
(i) Purchase of high value Nil Nil Nil Nil Nil

machines (where the unit
price exceeds Rs. 1 lac)
(ii) Purchase of other 30000 20000 10000 5000 1000

machines
F. Hiring of services/vehicles
equipment/machines,
including annual 10000 5000 3000 2000 500
maintenance contracts for
computers, lifts, typewriters,
750
electronic typewriters, air-
conditioning plant, air-
conditioners, generators,
UPS, desert coolers and any
other machines/equipment,
etc.,
(any one instance)
G. Sales of old furniture, fans
machines, motor vehicles,
equipment, computers, 10000 5000 2000 1000 500
typewriters, air-conditioning
plant, air-conditioners, desert
coolers, generators, UPS
and any other
machines/equipment, etc.
(market value)
(any one instance)
H. Repairs to Bank’s
property including leased 15000 8000 4000 1500 750
property
(any one instance)
Group II- Electronic and Computer items:
A. (i) Purchase of initial

computer systems for full
branch computerization (for Nil Nil Nil Nil Nil
any one branch or LAN set
up at LHO/Zonal
Office/SBLC), Networking,
Core Banking solutions and
Trade Finance
(in anyone instance)
(ii) Purchase of Automated
Teller Machines/Cash
Dispensers with accessories Nil Nil Nil Nil Nil
like video Surveillance
System, Access Lock etc.
(any one instance)
B. Purchase of computer
System other than (A) 40,000 25000 20000 20000 20000
above.
(any one instance)
C. Purchase of computer
software (any one instance Nil Nil Nil Nil Nil
D. Purchase of data
processing stationery and 2500 2000 1000 500 200
computer stationery
including computer
tapes/floppies/ribbons
(any one instance)
E $-(New)
Hiring of services for 10000 5000 3000 2000 500
maintenance of electronic &
computer items
F $-(New)
Repairs of electronic & 15000 8000 4000 1500 750
computer items
# The expenditure for purchase of computer systems/electronic items should be within the
approved capital budget expenditure and in conformity with the extant guidelines by IT
Department/respective Circles in this regard.
$ For Repairs & Hiring of services, Circle guidelines regarding vendors/Service Providers, apart
from Corporate Centre guidelines, if any, may be followed.
751
Group III-Travelling and Medical Expenses:
A. Travelling allowance/
halting allowance/LFC (any
one instance)
(ii) Supervising Staff 50000 20000 10000 5000 3000

B. Payment of medical
expenses as per rules (any
one instance).
(ii) Supervising Staff 5000 4000 3000 2000 1000

C. Expenditure on
maintenance of dispensaries Nil Nil Nil Nil Nil
including cost of medicines
(per mensem) (where
dispensaries are
located/maintained)
Group IV- Suits and Legal Fees:
A. To institute or defend
legal proceedings (in matter
other than advances) where Nil Nil Nil Nil Nil
the suit amount does not
exceed.
B. Payment of legal fees 15000 8000 4000 2000 1000
Group V- Sundry Charges
A. Sundry purchase of 5000 3000 1500 750 400

stationery (any one instance)
B. Printing of circulars and 4000 2500 1500 750 400
forms (any one instance)
C. Purchase of Books (per 10000 5000 4000 2500 1500
annum) (per Deptt./Office)
D. Newspapers/Magazines/ 7500 5000 4000 3000 2500
Periodicals (per annum) (per
Deptt./Office)
E. Charges not enumerated 5000 3000 1500 750 300
(any one instance)
Group VI-Advertisement:
A. Advertisement-within Nil Nil Nil Nil Nil

allocation
Group VII- Miscellaneous:
A. Subordinate staff clothing 25000 15000 10000 7500 3000

B. Disposal of assets of the
deceased constituents
without legal representation
(i) balances in accounts 5 lacs 3 lacs 1 lac 50000 30000
(ii) assets other than 3 lac 2 lacs 50000 30000 20000

balances in accounts
(value of assets)
C. Refund of excess cash 7500 5000 2000 1500 500
D. Sale of printed stationery, 6000 4000 3000 2000 750
752
forms, etc., writing off
obsolete or useless
stationery
E. Cash Rewards (any one Nil Nil Nil Nil Nil
instance)
F. Reimbursement of bills Nil Nil Nil Nil Nil
for cost of Police/Armed
Guards deployed at our
Branches/Offices
G. Powers for
(i) waiver of recovery of Nil Nil Nil Nil Nil

interest/exchange/
commission
(ii) Waiver of recovery of Nil Nil Nil Nil Nil

legal fees/incidental charges
incurred
753
CHAPTER 26
STAFF ADVANCES
26.1 NON-SUBMISSION OF STATEMENT OF ASSETS & LIABILITIES RENDERS AN

OFFICER INELIGIBLE FOR ADVANCES
An officer’s failure to submit the statement of assets & liabilities by 30th June would render
him ineligible for any type of loan in that year, even if the statement is submitted after that
date. In the next year also, an officer’s eligibility for a loan would depend on submission of
statement for previous year too.
FESTIVAL ADVANCE
26.1.1. INTRODUCTION
1. Conceptually, festival advance is treated as salary advance and it is, therefore, interest
free. Festival advance may be granted once in a year to the members of staff, on
application, on terms and conditions laid down below.
2. All officers (including POs and TOs) and permanent confirmed employees (including part
time employees drawing not less than 1/3rd salary) are eligible for sanction of festival
advance.
26.1.2 QUANTUM
(CC/CDO/P&HRD-IR/33 dt. 11.08.2005/LHO/CirDO/P&HRD/80 dt. 17.08.2005)
Employees can apply for festival advance to the extent of one month’s emoluments i.e
Basic Pay+ Dearness Allowance and the maximum limit is Rs. 20,000/- as approved by
Executive Committee of the Central Board in its meeting held on 10.08.2005.
26.1.3 RECOVERY
1. In ten equal instalments, beginning from the salary paid in the month following that in which
the festival falls.
2. The advance will be interest-free, and will be granted for any festival of employee’s choice.
26.1.4 OTHER TERMS AND CONDITIONS
1. The advance will be disbursed not before one month from date of the festival.
2. The advance may be availed of by an employee only once during a calendar year. The
next advance may be granted after the previous advance has been repaid in full as per
original schedule. In other words, it may not be necessary to insist that the next advance
will be granted only after one year from disbursement of the previous advance.
3. An employee, who avails himself of an advance during a year on account of a festival

falling in the succeeding year, will not be eligible to be granted any other festival advance
during the year in which the festival falls. For example, if an employee avails himself
of a festival advance during December 2003 on account of a festival which falls in
January 2004, he would not be eligible to avail himself of another festival advance for a
festival falling in the year 2004.
4. Festival Advance may be sanctioned without having relation to 60% limit placed on
recoveries. In other words, even if the deduction exceeds 60% of gross salary, festival
advance may be sanctioned as the same is a short term advance deductible from salary.
(CDO:IR:CIR:63 dt. 21.11.2003)
5. Temporary employees and employees under suspension are not eligible for the facility.
26.1.5 DISBURSEMENT
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1. The advance will be disbursed in one lump sum on application by debit to Demand Loan
Account.
2. A subsidiary register should be maintained to record advances granted to individual

employees and the monthly recoveries made from the salary and allowances payable to
them. Immediately after the festival for which the advance was granted is over, branches
should submit statements detailing the advance granted, to their controlling authority.
26.1.6 DOCUMENTATION
1. Considering the fact that the obtention of the Demand Promissory Note and the DPN Take
Delivery Letter do not serve any purpose in case of these loans, it has been decided to
dispense with them.
2. The application for the festival advance has been modified, incorporating the necessary
clauses and undertakings as well as the authority to deduct instalments from the salary
payments and such other sums that may be due to them.
3. In the case of administrative offices (like CO, LHO, ZOs, etc.) and in cases where the
sanctioning office and the office / branch where the loan is availed of and loan account is
maintained are different (e.g. AGMs sanctioning loans of Branch Managers whose loan
accounts will be maintained at the branches), this application form will be submitted by
the employee in duplicate and the controller / sanctioning authority, after sanctioning the
loan, will forward a copy duly sanctioned to the branch / office concerned where, on the
strength of this sanctioned application, the loan will be disbursed and relative loan
account will be opened and maintained. There will be no need for any other
documentation at the disbursing office.
26.2 CONSUMER LOAN
26.2.1 INTRODUCTION
1. A scheme for granting consumer loan to all categories of employees in the Bank was
introduced with effect from 25th May, 1983. This scheme is referred to in this Chapter as
“Old Scheme”. In 1991, the Government formulated a new scheme for consumer loan to
staff which was introduced in our Bank with effect from 1.4.1991. A comparison of these
schemes is given below:
Sr.No. Particulars Position under

------------------------- -------------------------------------------------------------------
Old Scheme New Scheme
---------------------------- -------------------
i. Eligibility Minimum 3 years’ Minimum 3 years’
total service confirmed service
ii. Maximum limit 8 month’s basic pay Rs. 15,000/- (not

subject to a maximum linked to basic pay)
of Rs. 20,000/-
iii. Margin to be 20 % 10 %
iv. Rate of interest 11 % p.a. (simple) PLR (p.a.)

(compound)
v. Repayment 84 monthly instalments 60 monthly instalments
2. In case any employee is adversely affected by the New Scheme and desires to avail
consumer loan under the Old Scheme, he may be allowed to avail of the facility according
to his choice. However, employees who:
(a) Joined the Bank’s service on or after 1.4.1991,or
(b) became / become eligible for the loan on or after 1.4.1991will be covered by the New
Scheme only.
3. In other words, there will now be two schemes for consumer loan to staff.
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26.2.2 Purpose
The loan will be given for purchase of the following items mainly (i) T.V. Set (ii) Radio (iii)
Record Player / Music System (iv) Furniture (v) Refrigerators and other kitchen
appliances / gadgets (vi) Fans (vii) sewing machines (viii) Personal Computer, etc.
26.2.3 Eligibility
The following categories of employees are eligible for consumer loan:-
a) Full time employees who have completed 3 years’ total and continuous service in the Bank.
b) Permanent part-time employees engaged on 1/3rd scale wages and above, who have
completed 3 years’ total and continuous service in the Bank. The amount of loan will be
determined on the basis of scale wages drawn by them.
c) Employees on contract basis, who have put in 3 years’ service in the Bank and are left with
enough service to repay the loan. If, however, an employee’s remaining service as per
contract is less than 3 years, repayment programme will be suitably stepped up so that the
loan is repaid before the termination of the contract.
d) Ex-servicemen employees, working on contract basis or as full time permanent employees

in the Bank, with a minimum service of 1 year, provided their total service in the Defence
Forces and the Bank is not less than 3 years.
26.2.4 Documentation
1. D.P. Note and D.P. Note Delivery letter.
2. Hypothecation Agreement
Note :
(i) Where a consumer loan is availed of by an employee in 2 instalments, separate security

documents will be taken in respect of each demand loan.
(ii) D.P. Notes will be renewed well before expiry thereof till the currency of loan in the usual
manner.
26.2.5 Repayment
a) Where loan is availed in two instalments, the two demand loans opened for the purpose
will run independently: repayment thereof will be made separately in 84 monthly
instalments each, as per provision made above.
b) Repayment of loan will begin from the salary paid in the month following that in which the
loan is disbursed.
26.2.6 Mode of disbursement
1. Consumer loan will be disbursed by way of demand loan. If an employee wants to avail
loan in 2 instalments (instead of in one lumpsum), he should mention this position suitably
in his application for loan. The first instalment of loan should be granted / disbursed by
opening a demand loan in the usual manner: the remaining part of loan may be disbursed
by opening a second demand loan.
For example, if a workman employee is eligible for consumer loan of Rs. 15000/- and he
wants to purchase in the first instance an item costing Rs.10000/-, he will be eligible for a
loan of Rs. 9000/- as under :
Cost of item Rs. 10000/-
Less employees’ margin (10 %) Rs. 1000/-
Permissible amount of loan Rs. 9000/-
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The employee will be eligible for further instalment of loan upto Rs. 6000/- (Rs. 15000/-
minus Rs. 9000/-) only.
2. The interval between opening of two demand loans should not generally be more than 3
months. In genuine cases, General Managers may extend this period upto 6 months.
26.2.7 GENERAL CONDITIONS (FOR BOTH THE SCHEMES)
1. Loan will be given for purchase of the following items, mainly : T.V. set, radio, record player
/ music system, furniture, refrigerator and other kitchen appliances / gadgets, fans, sewing
machine, personal computer, etc.
Any departure from the items mentioned above i.e. permitting purchase of an item other
than those listed above may be made only by General Manager / Dy.General Manager in
respect of the employees working in Circles and General Manager (Corporate Services) for
those working in Corporate Centre.
2. Payment will be ordinarily made by the Bank direct to suppliers.
3. Departures in respect of items (1) and (2) above (i.e. permitting purchase of an item other
than those listed and making advance payment to employees direct), may be made only by
General Manager/Dy.General Manager.
4. A fresh consumer loan will be granted only after the demand loan is liquidated. In case
consumer loan was availed in two instalments, a fresh consumer loan will be granted only
after both the demand loans are liquidated.
5. Articles purchased will be subject to inspection during the period of currency of the loan(s).
6. The stipulation that total borrowings of an employee should not exceed an amount which
involves repayment by monthly instalments of a sum equal to 25% of his gross
emoluments will be applicable to the loans made under this scheme.
7. An employee may purchase several items from different sources at one time and, for this
purpose, more than one cheque may be issued to the suppliers.
8. Loan should not be sanctioned for purchase of second hand articles as it would be difficult
to obtain proper evidence indicating the original purchase and to calculate the correct
depreciated value of articles.
9. Loan may be given for purchase of imported items / articles, provided these are purchased
from a dealer holding proper import licence / customs licence.
10. Where husband and wife both are employees, they can individually avail of loan for
separate articles.
11. The agreement contains a clause to the effect that if consumer loan is not utilised by an
employee for the purpose for which it is asked / granted, he would be deemed to have
committed an act of gross misconduct and would be liable to be proceeded against
departmentally in terms of the rules governing his service in the Bank.
12. Application for consumer loan will be submitted by employees.
26.3 VEHICLE LOAN
The Executive Committee of the Central Board, at its meeting held on 24th June 1997,
approved the proposal for implementation of revised provisions for loans for purchase
of power-driven vehicles in our Bank with effect from 24th June 1997. These
modifications, which are given below, are in respect of eligibility, quantum of loan and
interest rates.
26.3.1 ELIGIBILITY FOR POWER DRIVEN VEHICLES
26.3.2 Purchase of car
1. Officers drawing pay of Rs. 13820/- p.m. and more are eligible for car loan.
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2. However, a physically handicapped officer drawing a basic pay of less than Rs. 13820/-
p.m. shall be eligible for a loan for purchase of special motor car marketed by Maruti
Udyog Ltd., provided he has completed 5 years of continuous service in the Bank.
3. Ex-Servicemen officers drawing a basic pay of Rs. 13820/- p.m. and above and
minimum one year confirmed service in the Bank would also be eligible for car loan.
26.3.3 Purchase of scooters/motor cycles
1. All confirmed officers irrespective of basic pay will be eligible for purchase of
scooters/motor cycles.
2. In case of ex-servicemen officers, minimum one year’s confirmed service is necessary

(applicable in the case of officers recruited directly in the cadre). No restriction in
relation to basic pay.
26.3.4 QUANTUM OF LOAN
26.3.5 Purchase of car
80% of the cost of motor car or Rs.3.50 lacs whichever is less.
26.3.5.1 Purchase of scooters/motor cycles
90% of the cost of vehicle.
26.3.6 Treatment of one time road tax as part of cost of vehicle
It has been decided to include the amount of road tax (payable as a lumpsum) for
computing the quantum of loan to be sanctioned to eligible employees for purchase of
new vehicles.
26.3.7 RATE OF INTEREST
26.3.8 Car Loan
For loan upto Rs.80,000/- - 8.5% (simple rate)
For loan beyond Rs.80,000/- - 12% p.a. or Bank rate – whichever is

(simple rate) higher
26.3.9 Two-wheeler loan
For loan up to Rs.15,000/- - 7.5% p.a. (simple rate)
For loan above Rs.15,000/- - 12% or Bank rate, whichever is

(simple rate) higher
Clarification
As regards recovery of principal and interest where simple interest is charged, it is

clarified that till full recovery of the principal amount, interest should be calculated at
monthly intervals but should not be applied; on full liquidation of the principal amount,
the total interest recoverable will be applied and will not be compounded.
26.3.10 RECOVERY OF LOANS
26.3.11 Motor cars
Loan together with interest thereon shall be repayable in not more than 200 monthly
instalments. The principal should be repaid in the first 130 instalments and the interest
in remaining 70 instalments.
26.3.12 Power driven two-wheelers
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Loans together with interest thereon shall be repayable in not more than 84 monthly
instalments. The loan will be recovered in the ratio of 5:1 towards principal and interest
respectively. Accordingly, the principal will be recovered in not more than 70 monthly
instalments and thereafter, interest will be recovered in not more than 14 monthly
instalments.
26.3.13 PURCHASE OF THREE-WHEELERS
It is generally unlikely that an employee would apply for loan for purchase of a three-
wheeler vehicle. However, if it happens in a rare case, the loan can be granted loan on
same terms and conditions as applicable to two-wheeler power driven vehicles, subject
to the Bank being satisfied about the genuine need for said vehicle and provided the
vehicle is used only for personal purposes and the Regional Transport Authority makes
a stipulation in the relative licence to the effect that the vehicle will be used for personal
purpose only. It should be borne in mind that in case of eligible officers, reimbursement
of conveyance expenses will be only on the basis of a two-wheeler vehicle.
26.3.14 OTHER TERMS AND CONDITIONS
26.3.15 Application
An eligible employee on the prescribed formats may submit an application for loan and
the appropriate authority will sanction it by way of demand loan after being satisfied with
the genuineness and need thereof.
26.3.16 Conditions for second (fresh) loan
1. No employee will be permitted to avail himself of a fresh loan within 4 years of

disbursement of the earlier loan. The stipulation of 4 years applies in the case of both
new and old vehicles
2. In exceptional cases, the stipulation of 4 years’ period may be waived, depending on

merits of each case. Such cases should be referred to Corporate Centre for approval
except where the authority has been delegated as stated in the following paragraphs.
3. An Officer who is permitted to avail of a fresh conveyance loan for purchase of a new
car allotted in his / her name less than 4 years after availing an earlier loan for the
purpose, shall be eligible for subsequent loan for purchase of a car only 10 years after
availing of such loan. (Therefore, clause 9(g) has been incorporated in the application
information whether the previous loan was availed under the provisions of circular
No.PER:21 of 1987
4. The stipulation of 4 years may also be waived by the sanctioning authority in the case of
an employee who has already availed of a loan for a vehicle and wants to change over
to another type of vehicle (i.e. scooter/motorcycle/car) subject to investment of sale
proceeds of old vehicle for purchase of new one. Before granting such loans, the earlier
loan should have been fully liquidated.
5. Where an employee applies for a fresh loan after fully repaying the earlier loan in the
normal course, it will not be necessary for him to utilise the sale proceeds of the earlier
vehicle (motor car/power driven two/three wheeler) for purchase of a new one. This
concession would not be available to those who liquidate the previous loan prematurely
and apply for a fresh loan.
6. If an employee repays the conveyance loan granted to him in the normal course and
then applies for a fresh loan for another vehicle, the Bank is not concerned as to what
the employee does with his old vehicle.
7. Where the car / scooter / motor cycle purchased by an employee under the scheme for
grant of conveyance loan is either stolen or suffers irreparable damage leading to
settlement of a “total loss” claim by the insurer, the Circle Chief General Manager may
waive the stipulation of 4 years provided the entire surplus of proceeds of the insurance
claim is brought in as margin towards the cost of the car / scooter / motor cycle
proposed to be purchased.
8. In cases where an employee desires to dispose of an old scooter/motor cycle and buy a
new scooter/motor cycle, the Circle Chief General Manager may approve waiver of
stipulation to avail of a fresh loan after 4 years provided :
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a) the new scooter/motor cycle has been allotted in employee’s name,
b) entire sale proceeds of the old scooter /motor-cycle are brought in as margin for
purchase of new scooter/motor cycle,
c) the employee will not be eligible for another conveyance loan for purchase of a
scooter/motor cycle for a period of seven years.
9.. In cases where an officer, who had availed of a loan for purchase of a second hand car,
desires to dispose of his car, liquidate the existing loan and avail of a fresh loan for
purchase of a new car within four years of disbursement of the earlier loan, the Circle
Chief General Manager may consider the official’s request and waive the above
stipulation provided:-
a) the new car has been allotted in the official’s name;
b) entire surplus of sale proceeds of old car is brought in as margin; and
c) once this concession is availed of, the official will not be eligible for another conveyance
loan for a period of 10 years.
10. Where, however, during the currency of the loan, the vehicle purchased by an
employee under car loan scheme is either stolen or suffers irreparable damage leading
to settlement of a “total loss” claim by the insurer, an authority not below the rank of a
DGM may consider the request for a fresh loan provided the earlier loan is closed with
the proceeds of the insurance claim and shortfall, if any, is met by the employee from
his own sources to close the loan. Once this concession is availed of, the employee will
not be eligible for another conveyance loan for purchase of a car for a period of 10
years from the date of availment of such fresh loan.
11. Regarding repayment of loans in respect of second hand/used cars, the entire loan
should be repaid within the useful life of the vehicles as certified by the approved valuer.
(CDO:IR:2048 dt: 06.05.2002).
26.3.18 Acquiring another vehicle while retaining the first
The question of permitting an employee to retain earlier vehicle and avail of a fresh loan
was examined by the Bank. These loans are being granted to employees for the
purpose of acquiring a vehicle to enable them to discharge their duties efficiently. This
purpose, as well as the Bank’s gesture in extending conveyance loans at concessional
rates of interest would be defeated if an employee is allowed to retain the existing
vehicle in his name and avail of a fresh loan for the purchase of another vehicle. It will
not be, therefore, in accordance with the spirit of the conveyance loan scheme to permit
an employee to retain the earlier vehicle and avail of a fresh loan at concessional rate of
interest for the purchase of another vehicle. While this should be the broad principle to
be borne in mind for deciding cases of this nature, exceptions could be made only
where an employee had earlier taken loan for a two-wheeler and now wants loan for
car.
26.3.19 Permission to avail loan under public scheme
C.C/CDO/IR/SPL/428 dt. 22.12.2003/LHO/CirDO/P&HRD/150 dt. 17.01.2004
Officers may be permitted to avail of conveyance loan under public scheme to purchase
second vehicle while the concessional loan is outstanding subject to the following terms
and conditions:-
i) The total deductions from the salary on account of all borrowings from the Bank
as well as other sources except festival advance, and statutory deductions like
Provident Fund, Income Tax etc. (including the instalment towards the
proposed loan) should not exceed 60% of gross emoluments.
ii) The instalment for the loan under Conveyance Loan Scheme fro public will be
recovered from the salary under check off scheme alongwith instalment under
concessional conveyance loan outstanding, if any. In other words, instalments
towards both the loans have to be recovered from the salary, simultaneously.
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iii) All the other terms and conditions of the Conveyance Loan Scheme as
applicable for public viz. margin, quantum of loan, repayment norms, rate of
interest, discretionary powers etc. shall be adhered to meticulously and lien will
also be noted on the Provident Fund account of the employee.
26.3.20 Purchase of Jeep by eligible officers
Loans for purchase of Jeeps in terrains where these are suited for personal transport
viz. North Eastern States, hilly regions, etc. may be considered on the terms and
conditions prescribed in the scheme. However, while sanctioning the loans to
Supervising Staff for purchase of Jeeps, it must be clarified in each case that Jeeps
purchased out of conveyance loan have to be used strictly for personal purposes. Any
misuse of the facility for commercial purposes will render the concerned official liable for
major disciplinary proceedings.
26.3.21 SECURITY AND DOCUMENTATION
26.3.22 SECURITY
1. The vehicle to be purchased out of Bank’s finance should be hypothecated to the Bank
and Bank’s charge should be registered in the books of the RTA within one month of
the purchase of the vehicle.
2. Lien on Provident Fund balance of the employee including member’s contribution.
26.3.23 DOCUMENTATION
1. Application for loan
2. Demand letter/Allotment letter/Invoice/Cash receipt.
3. Demand Promissory Note (C.O.S. 229) and Demand Promissory Note Delivery Letter
(COS 230).
4. An Agreement on Form A to be obtained on a non-judicial stamp paper.
5. Letter of Hypothecation on Form B to be obtained on a non-judicial stamp paper.
6. Letter to insurance company intimating the Bank’s interest in Insurance Policy.
7. Letter of authority addressed to Trustees of Provident Fund .
(Revival letters for the documents should be obtained at the stipulated periodicity during
the currency of the loan.)
26.3.24 SANCTIONING AUTHORITY
1. In terms of the scheme of delegation of powers, the sanctioning authority will submit to
its controlling authority, a control return in the prescribed format. The Branch Manager,
while exercising the delegated powers, will please ensure due compliance of the terms
and conditions of the sanction, including having a lien noted on the Provident Fund
account of the staff to whom the advance is sanctioned.
26.3.25 INSURANCE
1. The vehicles should be comprehensively insured with the Bank’s interest clause from
the date of purchase of the vehicle. The policy should be taken by the employee in his
name. A letter, should also be sent to the Insurance Company, intimating the Bank’s
interest in the insurance policy.
2. Officials may be permitted to obtain insurance policy for car purchased out of Bank’s
loan covering only third party risk as defined in Motor Vehicles Act, 1988 provided the
unencumbered balance in his/her Provident Fund account is adequate to cover the
outstanding in Conveyance Loan account. In the case of officers who while availing of
conveyance loan for purchase of car after October 7, 1989, desire to avail of this
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concession, a suitably amended document may be obtained. Documentation for loans
in case of officers who are permitted to obtain insurance policy for car against third
party risk shall be as under:-
(a) Form “A”
(b) Form “B” (to be stamped as an agreement).
(c) Letter of authority addressed to Trustees of Provident Fund
26.3.26 LIEN ON PROVIDENT FUND
Lien on Provident Fund of the employee concerned shall continue to be noted as usual
and Central Accounts Office advised accordingly. For this purpose, a copy of the
undertaking obtained from the employee concerned may also be sent to Central
Accounts Office for their information and record.
26.3.27 MISUSE OF CONVEYANCE LOAN
If an employee misutilises the loan/facility in any manner, he will be deemed to have

committed an act of gross misconduct and will be liable to be proceeded against
departmentally in terms of the rules governing his service.
26.3.28 Miscellaneous
1. An employee should not dispose of the vehicle during the period the Bank’s loan is
outstanding.
2. Wherever a car/scooter/motor cycle/ is purchased by an employee with the Bank’s

financial assistance and is hypothecated to the Bank, the interest of the Bank should be
got registered with the concerned Regional Transport Authority as in the case of
advances to Transport Operators. The registration charges, if any, for registering the
interest of the Bank should be borne by the employee.
3. After disbursement of the loan, the employee should produce as soon as possible, the
Registration Book indicating that the vehicle is in his name and/or stands transferred to
his name.
4. While sanctioning a loan for purchase of a second hand vehicle (motor cycles and
scooters ) the original cost or market price thereof, whichever is lower, will be taken as
the basis for arriving at the quantum of advance. In case of doubt, the value of the
vehicle may be got assessed by an approved valuer.
5. The stipulation that the total borrowings of an employee should not exceed an amount
which involves repayment by monthly instalment of a sum equal to 60% of his gross
emoluments will be applicable to the loans made under this scheme.
6. Whenever an employee is transferred from one branch to another, his loan account
should also be transferred to the branch to which he is transferred. While transferring
the account, it should be ensured that the relative Demand Promissory Note as well as
Forms A and B, insurance policy receipts, if any, certificate / acknowledgement from the
Road Transport Authorities, etc. are also forwarded to the branch concerned, along with
the relative debit advice, by a separate covering letter. There will, however, be no need
to endorse the Demand Promissory Note in favour of the branch to which the employee
is transferred as the payee thereof will continue to be the Bank.
7. Conveyance loans should not be granted to employees for purchase of vehicles from
near relatives. For this purpose, near relatives shall be as defined in the scheme for
granting Individual Housing Loans.
8. Purchase of the vehicle should be made within one month from the date of drawal of
advance.
9. All terms and conditions, other than service eligibility criteria, of the loan in case of ex-
servicemen employees will be similar to those applicable to other employees.
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10. Disabled employees: In the case of disabled employees, completion of mini-mum period
of service may be waived on merits of each case. Approval of Corporate Centre should,
however, be obtained before sanctioning the loan.
11. For arriving at quantum of loan to be granted to eligible employees for purchase of
motor car, scooter, etc. the cost of vehicle inclusive of all taxes including amount of road
tax (payable as a lumpsum) and accessories is taken into account.
26.3.29 Loans to employees who have been promoted to higher cadre
An employee in clerical cadre will be eligible to avail car loan on concessionary rate on
promotion to OJMGS 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 instalment
after becoming eligible for concenssionary 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.
Documentation: The existing account will be closed and fresh account will be opened
after obtaining an agreement as per Annexure I to our letter (CDO:IR:CIR:28 dt:
11.09.2003/LHO/CirDO/P&HRD/78 dt. 24.09.2003).
26.3.30 DEMAND LOANS FOR CARRYING OUT REPAIRS TO CARS OWNED BY

OFFICERS
Officers who own cars purchased with or without Bank’s finance may be sanctioned
loans unto a maximum of Rs.10,000/- for carrying out major repairs to their cars once in
every five years subject to the following terms and conditions:-
i) The amount of advance will be 80% of the cost of repairs or Rs.10,000/-, whichever is
less.
ii) Simple interest @ 8.5% p.a. shall be charged on the amount of advance.
iii) The advance alongwith interest thereon would be repayable in 36 months.
iv) The Official will have to produce evidence of expenditure incurred by submitting cash
memos / garage receipts within six weeks of availment of the loans.
26.3.31 ROVISION OF VEHICLE LOANS TO TECHNICAL OFFICERS/OFFICER

(MARKETING & RECOVERY) FARM SECTOR
(CC/CDO/P&HRD-PM/68 dt. 16.03.2005)
Considering the urgent need for mobility, Technical Officers-Farm Sector and Officers
(Marketing & Recovery), Farm Sector are eligible for sanction of vehicle loans
immediately after their appointment in the Bank’s service. The quantum/terms and
conditions of loan are applicable to the members of the public. The Bank will subsidize
2% of interest cost on such loans. The subsidy so borne by the Bank will be reckoned
towards computation of perquisite and will a part of compensation package.
26.4 INDIVIDUAL HOUSING LOAN SCHEME
26.4.1 PROVISIONS EFFECTIVE FROM APRIL 27, 2001

CDO/IR/CIR/6 DT.27.04.2001
The Executive Committee of the Central Board at its meeting held on 26th April, 2001
approved the proposal for implementation of revised provisions of housing loans in
our Bank with effect from 26th April, 2001 which are as follows :-
26.4.2 Quantum of loan
(a) For construction of house:
Rs. 7.50 lacs for officers in all grades or estimated cost of housing project,
which ever is less.
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(b) Rs. 2.00 lacs for repairs / renovations / enlargement of the existing premises:
26.4.3 Rate of Interest
Simple rate of interest as under :-

(a) Loans upto Rs.1.10 lacs : 5% p.a.
(b) Loans exceeding Rs.1.10 lacs
and up to Rs.5.00 lacs : 10% p.a.
(c) Above Rs. 5.00 lacs : 12% p.a.
The rate of interest on housing loans sanctioned on or after 1st October, 2001 are as
under:-
Upto Rs.1.10 lacs : 5% p.a.
Above 1.10 lacs upto 5 lacs : 10% p.a.
Above Rs.5 lacs : 11% p.a.
26.4.4 Recovery of loans
For all categories of staff :
The loan is repayable in 240 instalments from salary and allowances drawn by
employees / officers during service or pension, etc., if the repayment period is extended
beyond retirement at the request of the officer / employee. The principal amount of
loan is recoverable in 180 instalments and interest in 60 instalments.
26.4.5 General
1. In case of employees who have already availed of housing loan facilities on or after
01.09.1999 at pre-revised entitlement but their housing projects are incomplete due to
paucity of funds, the employees’ requests for enhancement of loans upto the revised
limits viz. Rs. 7.50 lacs may be acceded to, subject to the following :
(a) Initial cost of the project on which the estimate was based remains unrevised, and
(b) Construction remains incomplete and the house is not occupied as on the date of
request for the sanction of enhanced limits.
2. Further, due to steep rise in the cost of real estate and owing to inadequacy of the pre-
revised quantum of Bank housing loan, a number of employees have incurred debts,
with Bank’s permission, from various outside sources and/or also have raised loans
from our Bank at commercial rate of interest for the specific purpose of financing
house construction. Such staff members on their making a formal request may be
permitted to avail of the housing loans up to their revised entitlement on format for
repaying outstanding debts subject to the following terms and conditions :-
(a) The outside loans should have been raised from approved and verifiable sources
viz. LIC Housing Finance, HDFC, Staff Co-operative Credit Society and/or any other
Government / semi-Government / Public Sector Financial Institutions, etc. and / or
Bank’s additional housing loans at commercial rate of interest to meet the part cost of
the housing project as initially advised to the Bank in the housing loan application.
The loan raised from non-approved or non-verifiable sources like friends / relatives
and other private sources, etc., however, will not qualify for the facility.
(b) The amount of additional housing loan for repaying outside debt will be to the extent of
the outstanding amount of eligible outside borrowings availed of for housing purposes,
subject to the ceiling of enhanced housing loan component for revised scheme in
respect of each category of employees. The total quantum of loan already availed of an
additional loan to be sanctioned to repay outside debt should not exceed the respective
ceilings for different categories of employees. Once the entire outside borrowings as
initially advised in the housing loan application for sanction of original housing loan from
the Bank has been thus converted into concessional housing loan, no further availment
of the facility on account of subsequent revisions in ceilings will be permitted during the
service of the employee even if he sells this house and wants to acquire another house
under our existing scheme.
764
(c) The original housing loan should have been availed of on or after 24.06.1997 (the date
of last revision of ceilings) and the officer / employee should not have availed of similar
facility earlier.
Clarification:
It would be in order to consider the request for availing of housing loans to the extent
of the enhanced component for repaying eligible outside borrowing resorted to
alongwith additional housing loan taken on or after 24.06.1997 provided the earlier
housing loan has been closed out of the sale proceeds of the old house.
3. The enhanced loan may also be availed for repairs, renovations and alterations subject
to following terms and conditions (CDO:IR:CIR:76 dt: 03.12.2002).
i) The eligible amount of loan will be the difference in the amount of loan already availed
and the revised entitlement of the officers/employees or actual cost of repairs,
renovation or alterations, whichever is less.
ii) Entire housing loan, including the loan for repairs, renovation and alteration should be
repaid as per original repayment schedule by suitably increasing the amount of
instalment.
iii) The facility will be available 7 years after availing the individual/additional housing loan.
iv) The eligibility/quantum of loan will be determined subject to repayment capacity of the
employee. The aggregate monthly instalments towards repayment of all loans,
including P.F. Loan and the proposed loan should not exceed 50% of the monthly
emoluments.
v) The Branch Manager/Manager (PBD) while disbursing the loan should ensure that the
enhanced amount being released is utilized for the purpose for which it is sanctioned.
Pre/post sanction inspection should be carried out for this purpose and instances of
misuse, if any, should be reported to the controlling authority.
vi) The enhanced loan can be availed of only once in service. Further, if an officer avails
the additional amount for the purpose of repair/renovation/alteration, he will be
precluded from selling the present house at any point of time in future and buy another
dwelling with the help of concessional individual housing loan from the Bank.
vii) All other existing terms and conditions relating to individual housing loan will be
applicable to enhanced housing loan.
4. All officers to whom such enhancements are sanctioned will have to execute
supplementary agreement .
26.4.6 PURPOSE OF THE LOAN
1. Loans will be granted to employees of the Bank individually for acquiring suitable
housing accommodation for the bonafide use of the employee and his/her family i.e.
wife, husband, dependent children and dependent parents. Such loans can be availed
of for the following purposes :-
(i) Acquisition of a house or flat or apartment, new or old (already built).
(ii) Acquisition of a site or a plot of land and construction of a house or flat or apartment
thereon.
(iii) Construction of a house or flat or apartment on a site or plot of land already acquired.
iv) Extension or renovation of a house or flat or apartment already acquired.
(v) Acquisition of an old house and renovation/extension thereof or acquisition of an old

house, its demolition and reconstruction.
(vi) Conversion of hire-purchase into outright purchase of house/flat from State Housing
Boards or similar Govt. Controlled bodies, the outright purchase of new ready built
765
house or flat from Govt., semi-Govt. or local bodies, Housing Boards, Development
Authorities etc., and from private parties.
(vii) Getting a plot under co-operative schemes and building a house, where title will vest in
the official after the house is built.
(viii) Purchasing of house/flat under self financing housing scheme and co-operative Group
Housing Societies.
(ix) Repayment of loan taken from bank/private source for house construction, even if the
construction has already commenced.
(x) Constructing the residential portion alone of the building on a plot which is earmarked
as a shop-cum-residential plot in a residential colony.
Clarification:
The official should not have availed of any loan or advance for the purpose from any
other government source and Housing Board, other semi-government or Local Bodies
Development Authorities, etc. When such loan has been availed of, HBA can be
granted if the officer undertakes to repay the outstanding loan forthwith in one lump
sum.
26.4.7 TERMS AND CONDITIONS OF THE LOAN
1. The house/flat/apartment to be constructed, renovated, extended or site or plot of land

already acquired on which house or flat or apartment is proposed to be constructed with
the Bank’s loan should be in the name of the employee or in joint names of the
employee and his/her spouse only. In such cases, the loan is sanctioned to the
employee in his/her name alone or in the name of either of them if both are employed in
the Bank and the spouse of the employee is required to join as guarantor to the said
housing loan. It is in addition to the usual documents to be obtained for granting the
housing loan, the letter of consent and Agreement to Mortgage. At the time of creation
of equitable mortgage, the deposit of title deeds is required to be made jointly by the
borrower and the guarantor and the recitals recorded to this effect.
2. The housing loan will be granted only once during the service of an employee in the
Bank in respect of one house/flat/apartment.
3. Requests for grant of loans under Individual Housing Scheme for employees, who are
already members of a Co-operative Housing Society and have availed of a loan under
the Co-operative Housing Scheme, can also be considered in the following situations:-
(a) The projects undertaken by them are incomplete and the society is agreeable to admit,
upon acceptance of their requests, other eligible members of the staff in the resultant
vacancy(ies), who are ready to take over the liabilities of their predecessors.
(b) The employees have already resigned from the Staff Co-operative Housing Society
before completion of the housing project.
The cases narrated in (a) and (b) above will be considered on merits and prior sanction
from Central Office is necessary.
4. Normally the employee’s share is not expected to be more than the amount of housing
loan granted to him. Each case where this condition is not complied with requires to
be approved by the appropriate authority (please refer Annexure 5.30).
26.4.8 Can the land/house be purchased from relatives?
The loans under the Scheme will not be made available for purchase of land/house,
from a near relative. For this purpose, near relative will mean spouse, parents, children,
brothers, sisters, mother-in-law and father-in-law.
26.4.9 Can old properties be purchased?
Old properties can be purchased by the employees, provided they obtain valuation
certificates from Government approved valuers
766
26.4.10 Cost ceilings
(i) Cost of house excluding cost of land should not exceed Rs. 18 lacs.
(ii) In the case of enlargement of existing accommodation the total cost of the existing
structure and the cost of enlargement should not exceed the limit mentioned in item (i)
above.
(iii) If the advance is for constructing residential part of the building on a shop-cum-
residential plot situated in a residential colony:-
(a) the cost of land, the cost of super-structures of the proposed residential portion and
shop(s) should not exceed the ceiling limit.
(b) the entire property including the shop(s) and the residential portion will have to be
mortgaged to the Bank.
(c) the entire building including the shop(s) should be insured against fire, lightening,
floods, etc. as per the existing insurance provision of the Individual Housing
Scheme.
26.4.11 Time limit for utilisation of advance in case of purchase of land
Deal for purchase of land should be completed and the sale deed should be produced
within six months, failing which the amount should be refunded in lumpsum.
26.4.12 ELIGIBILITY
Confirmed employees, who have completed 5 years’ uninterrupted service in the Bank,
will be eligible for the loan. Five years of uninterrupted service in the Bank includes the
probationary period but not temporary service, if any, put in by the employee. However,
an ex-serviceman employee or an employee who was in confirmed service of a public
sector bank or public sector financial institution or Reserve Bank of India or
Central/State Government or an undertaking of Central/State Government, before
joining the service of the Bank and had not availed of any housing loan from his
previous employer will be eligible for housing loan if he has put in 5 years’ total service
inclusive of service put in the above organisation(s) and is also a confirmed employee
of the Bank with a minimum of 2 years’ total service (inclusive of period of probation
but excluding temporary service).
26.4.13 Loans to employees - Disciplinary cases
26.4.14 Officers placed under suspension or against whom major penalty proceedings
have been initiated
CC/CDO/IR/SPL/431 dt. 28.12.2002/LHO/CirDO/P&HRD/1398 dt. 10.01.2003
1. Ordinarily, officers under suspension or against whom major penalty proceedings are
initiated, where there is a reasonable chance of dismissal, would not be eligible for
house building advance. However, competent authority, depending upon the gravity of
the case, may sanction house building advance to an officer against whom disciplinary
proceedings are pending, subject to the condition that the officer furnishes collateral
security in the form of sureties from 2 permanent officers of the Bank. The employee
who is not granted the loan on this account and as a result he raises it from some other
approved and verifiable source, may be granted loan on conclusion of the disciplinary
proceedings if he continues in service.
2. The documents may be got executed in cases where Officers of the Bank are offering
their guarantee for the House Building Advance to be sanctioned to an Officer falling
under the above category. The guarantee agreement will attract the stamp duty as
applicable to guarantee agreements of similar nature. In this connection, the
undernoted instructions may please be followed :-
a) The officer who is willing to stand as guarantor should obtain the necessary permission
from the competent authority as per his service rules.
767
b) The competent authority giving such permission should satisfy himself from the assets
and liabilities statement submitted by such officers who are willing to stand as
guarantors and take a view whether the official concerned can stand as guarantor.
Such officer can have at any point of time not more than two guarantees outstanding
against his name.
c) The decision of the competent authority who sanctions the housing loan will be final with
regard to the acceptability or otherwise of an officer who is willing to give a guarantee.
26.4.15 Officers against whom disciplinary proceedings on charges of minor nature

have been initiated but are not placed under suspension
House building advance to such category of officers can be sanctioned treating them on
par with those against whom no disciplinary proceedings is/are initiated or pending. In
other words, in such cases, no collateral security by way of sureties from 2 permanent
officers of the Bank will be insisted.
Regarding sanction of housing loan to employees/officers against whom disciplinary

action has been concluded but CBI/Court cases are pending, the Disciplinary Authority
shall take a view, depending on the gravity of allegations/charges being examined by
CBI/Court cases and loan may be sanctioned after taking surety of 2 permanent officers
of the Bank depending upon the nature of allegations or charges.
(CDO:IR:SPL:431 dt.28.12.2002).
26.4.16 Where both husband and wife are employed
If the husband and wife are either working in the same bank or in different banks or the
spouse is working in Central Government/State Government or Public Enterprises or
some other Government Institute or local body etc., House Building Advance (HBA) will
be admissible to only one of them. The Bank will obtain a certificate from the employee
that no HBA has been availed of by his/her spouse or will be availed by him/her.
26.4.17 Employees who are not eligible for loan
The following employees are not eligible for loan:-
1. Employees on contract (for limited number of years less than 20).
2. Employees who already own a house by themselves anywhere or in cases where the
employee’s wife/ husband or dependent children own a house, situated in the
town/urban agglomeration where the employee proposes to construct or acquire a
house with the advance from the Bank.
Clarification
However, the loan would be available for renovation, alteration, demolition or

reconstruction, etc. of an old house standing in the name of employee or jointly with his
or her spouse. Also, where an employee owns a share in the ancestral property in his
own name as a co-parcener or as a member of HUF, he will be eligible for availing
housing loan under the Individual Housing Scheme provided, however, he declares in
his loan application the full details of his interest in the ancestral property and the
sanctioning authority is satisfied that it is not practicable for the borrower employee to
dispose of his share therein. Similarly, in cases where the spouse/dependent children of
the employee inherit(s) any interest in an ancestral property in the same town/urban
agglomeration where the employee proposes to construct or acquire a house with
housing loan from the Bank, the employee will not become ineligible for availing
housing loan under the scheme.
3. Employees who have attained the age of 55 years are not eligible for housing loans
(this age being reckoned at the time of release of loan and not on the date of
application). This upper age stipulation is not relaxable except in following cases:-
i. Where loan under Individual Housing Scheme was sanctioned when an employee was
within 55 years of age but at the time of disbursement he has crossed the age limit, the
768
disbursement may be permitted provided the delay has taken place on account of delay
in allotment of house by the Development Authority/Housing Board and the employee
has not crossed the age of 56 years at the time of disbursement.
ii. Where conversion of loan from that under Staff Co-operative Housing Scheme to
Individual Housing Loan Scheme has been permitted as per the laid down instructions,
such conversion may be permitted even in cases where employees have crossed 55
years of age at the time of conversion but were within 55 years at the time of availing
the loan under the Staff Co-operative Housing Scheme. It may be noted that in such
cases the conversion is permitted subject to the condition that interest will be charged
as per the provisions of the Individual Housing Scheme from the date of disbursement
of the loan under the Staff Co-operative Housing Scheme and ensuring at the same
time, by suitably stepping of the instalments, that the loan is repaid within 20 years from
the date when the repayment became due initially under the Co-operative Housing
Scheme.
iii. Where employees could not, for circumstance beyond their control, avail the housing
loan before they reached the ineligible age and are in a position to repay the loan
from their terminal dues or monthly pension plus interest on long term deposits, Bank
may consider giving suitable relaxation in age after examining each case on merits. The
sanctioning authorities will keep in view the following at the time of sanction of such
housing loan proposals besides compliance of provisions under Individual Housing
Scheme :-
(a) The applicant employee is in a position to explain to the Bank’s satisfaction that he
could not avail the loan before completion of 55 years of age due to genuine and
compelling reasons: reasons of marriage of children or their education, employee’s own
transfer, etc. are not to be considered as circumstances beyond the control of the
employees as these are normal events in life or service in the Bank.
(b) The employee should be able to acquire/construct the house well before his retirement
from the Bank’s service so that the land and the house thereon could be equitably
mortgaged after completing the required formalities. Accordingly, it should be stipulated
that the house should be constructed/acquired before six months to one year
(dependent upon the period of remaining service available with the employee) of his
retirement from the Bank’s service and repayment programme should commence when
the employee is in Bank’s service. This will help in completing the required formalities
including equitable mortgage well in advance.
(c) The burden of repayment of the loan and the interest thereon should not be onerous so
as to take away a major portion of the employees’ pension. Accordingly, it may be
stipulated that amount of loan or repayment thereof should be such that not more than
50% of the employees’ pension and D.A. thereon is appropriated towards repayment of
the loan in monthly instalments after retirement inclusive of existing repayment
instalment, if any, in respect of housing loan already availed under Co-operative
Housing Scheme/Individual Housing Scheme. In case where repayment burden
exceeds 50% of the employee’s pension and D.A. thereon and the sanctioning
authority is satisfied about the requirement of the loan, he may stipulate that the
employee should collaterally secure the loan by depositing an appropriate amount
out of his terminal dues with the Bank in long term deposits, interest on which
should take care of the loan instalment exceeding the aforesaid portion of the
pension and D.A. thereon. Alternatively, the employee may clear a portion of loan
from his terminal dues to conform to the aforesaid stipulation. A suitable irrevocable
letter of undertaking should be obtained from the employee and retained with loan
documents: an appropriate lien should also be marked on Provident Fund account for
the purpose.
(d) Where the employee is not a member of pension fund and/or repayment is proposed
to be made in period extending beyond the age of 70 years, the loan should be
collaterally secured by a long term deposit with the Bank, interest on which should be
sufficient to meet the monthly liability towards repayments. An undertaking to this
effect should also be obtained from the employee and recorded alongwith loan
documents. Appropriate lien should also be got marked on Provident Fund Account,
etc.
Clarification
The above guidelines/provisions will also apply to cases where the employee for
genuine reasons may have taken additional housing loan for enlarging the existing or
acquiring a bigger accommodation under Additional Housing Loan Scheme before the
769
age of 55 years. To facilitate the consideration of the proposal received from employees
for grant of housing loans after attaining 55 years of age, the sanctioning authorities
may be furnished, inter alia, with information.
5. Employees who are members of a staff co-operative housing society financed by the
Bank and who want loan under the above scheme for the purpose of acquiring bigger
accommodation by carrying out additional construction of their flats/houses are not
eligible for such loans on the principle that no second loan can be sanctioned during
service. However, requests for acquiring bigger accommodation could be considered
under the scheme for granting additional housing loan to staff.
6. The requests for loans from the employees, who have already acquired
flats/houses/apartments under the hire purchase scheme of the Government Agencies
would not be considered unless such arrangement was made as an interim measure
pending sanction of loan by the Bank and there is a provision for converting hire
purchase agreement into out-right purchase with transfer of ownership.
26.4.18 LOANS TO EMPLOYEES WHO HAVE BEEN PROMOTED TO HIGHER GRADE

SUBSEQUENT TO SANCTION OF LOANS
An employee, on his promotion in officer grade, may be permitted to avail of housing

loan upto entitlement of the grade/scale to which he is promoted for repayment of
outside borrowings from sources like LIC Housing Finance, 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 the instalment.
Documentation: An application and supplementary agreement as per Annexure II & III

enclosed to our letter No.CDO:IR:CIR:28 dated 11th September, 2003 should be
obtained. In case the loan is being sanctioned for repayment of approved outside
borrowing from other institutions, the mortgage should be extended to cover the
outstandings being taken over by recording a supplementary recital in the books of the
Bank.
(CDO:IR:CIR:28 dt: 11.09.2003).
26.4.19 LOCATION OF THE PROPOSED HOUSE
It would not be necessary for the employee to acquire house/flat/apartment at the

place of posting but it must be for the bonafide use of the employee and/or his/her
family and should ordinarily be within 16 kms. from an office of the bank. However,
the restriction of distance would not apply in cases where an employee already owns a
house/flat/apartment or a site or plot of land and wants to avail of loan for
renovation/extension of old house or flat or apartment or construction of a new
house/flat/apartment.
26.4.20 APPLICATION FOR LOAN
The employees desirous of getting the loan should have a definite proposal and will
submit their applications on the prescribed form, in duplicate together with necessary
documents/certificates prescribed therein to the Branch wherefrom they want to avail of
the housing loan.
26.4.21 MARGIN
Following representations received from the All India State Bank of India Staff
Federation and All India State Bank Officers’ Federation and in tune with the
Government of India guidelines for grant of housing loans to staff, it has been decided
to waive the margin requirements for availing of housing loans for all categories of staff
w.e.f 15.04.1993.
26.4.22 STAMP DUTY/REGISTRATION CHARGES AS PART OF PROJECT COST
Expenses which an employee has to incur on stamp duty and registration charges may
also be treated as a part of project cost like other costs for the purpose of computing the
quantum of housing loan that an employee will be eligible.
26.4.23 INTEREST
770
1. Loans to all categories of staff will carry simple interest and it will be charged from the
date of disbursement of the entire loan or the first instalment of loan when such loan is
disbursed in instalments. The amount of interest will be calculated on the balance
outstanding on the last day of each month at the prescribed rates
2. Concessionary rates of interest are applicable subject to the condition that an officer will
be sanctioned a housing loan only once in his career and under no circumstances will
a second loan be sanctioned.
26.4.24 BORROWING FROM OUTSIDE SOURCES
Considering that the maximum amount of loans that can be sanctioned to various
categories of staff may prove inadequate in some cases vis-a-vis the rise in the cost of
construction, it has been decided to permit raising of additional finance from outsides
sources subject to the following conditions:-
(i) Loans should be raised only from a Government/Semi-Government/Public Sector

Organisation / Housing Development Finance Corporation. As such organisations
generally give loans for construction of houses by creating pari passu charge on the
house, this may be permitted.
(ii) Total quantum of loan from such organisations should not exceed 60% of the loan
taken from the Bank. This should be so because it has been stipulated in our housing
loan schemes that the cost of the house should not normally exceed twice the amount
of Bank’s loan. Such a ceiling is expected to keep the total loan liability within the
repaying capacity of the employees.
(iii) The Housing Boards/Corporations normally do not give loans exceeding 70% of the
value of the property. In computing the value of the property, the Board/Corporation
would obviously exclude the loan taken from the Bank. Therefore, while taking loan
from the Housing Board/Corporation, not only the ceiling fixed by the Bank, namely
60% of the Bank’s loan, should be adhered to but it should be ensured that the loan
amount from the Housing Board/Corporation is within 70% of the value of the property
excluding the Bank’s loan.
(iv) Employees will make their own arrangement for repaying the outside loan and the
repayment programme of the Bank’s loan will not be altered on account of the outside
loan.
(v) The sanctioning authority will examine each case on merits and ensure that the
employee’s repayment obligations are not onerous and are within his capacity.
(vi) The Housing Boards/Corporations normally insist on their loans being repaid before
an employee retires from the organisation in which he is serving. In case the Bank’s
loan continues after retirement of an employee, it would be desirable if the employee
liquidates the outside loan so that the house remains mortgaged solely with the Bank.
This is to avoid any complication in the disposal of the property in case of need after an
employee has retired. If, however, the employee wants the loan of the Housing
Board/Corporation to continue and the latter agrees to it, with a view to avoiding any
disputes, it is considered desirable to ask the employee, whether pensioner or
otherwise, to deposit adequate amount in the Bank’s long term deposits which will yield
enough interest to cover the Bank’s repayment instalments.
(vii) The deductions on account of repayment of the loans thus raised from the external
sources also should not be reckoned for the purpose of calculating the maximum
permissible percentage of 25% stipulated for deductions from the salary of an
employee.
26.4.25 Borrowing from HDFC
1. In respect of loans raised from HDFC, deductions of monthly repayment instalments

from an employee’s salary and remittance thereof to HDFC may also be permitted by
the authority who had sanctioned the housing loan under Individual Housing Scheme
for the housing project for which the supplementary loan is being raised from HDFC; the
permission be accorded on the following conditions:-
(i) The recovery will be effective from salary based on the letter of authority given by the
employee concerned.
771
(ii) The Bank will not undertake any responsibility or give any commitment to HDFC in
respect of recovery of instalments/repayment of their loan to the employee.
2. Where no loan has been raised by an employee/officer from the Bank, the necessary
permission may be accorded by the General Manager at the Local Head Office.
26.4.26 SANCTIONING OF THE LOAN
1. The following instruction should be followed while sanctioning the loan:-
i. The advance should be granted to the employee by way of term loan.
ii. The Branch Manager will thoroughly scrutinize the application forms and the relative
paper/certificates, undertakings, etc. when received from the eligible members of the
staff and after satisfying that the employee’s proposal is in order in all respects, as
detailed in the application form, recommend the proposal for sanction to the controlling
authority. The controlling authority will also again verify all the particulars, papers, etc.
and after satisfying that the proposal is in order in all respects, submit the proposal to
the appropriate authority mentioned in Annexure 5.30 for sanction.
iii. The sanction, thereafter, will be conveyed to the respective branches who should
disburse the loans strictly on the terms and conditions stipulated by the controlling
authority and after obtaining the necessary documents/agreements, etc.
iv. Loan should ordinarily be availed of from the branch situated at the place where the
employee proposes to own flat / apartment / house / bungalow with the Bank’s finance.
2. All the loans sanctioned by a designated authority will continue to be reported to next
authority in the usual manner.
26.4.27 Availing of the loans outside the Circle
In case an employee serving in a circle wants to construct/purchase a house in a

town/place in another circle, he may do so, provided the necessary application is
forwarded by him to the Branch concerned in another Circle where he wants to avail of
the loan and the same procedure of sanction of loan is followed as detailed above.
Further, administrative clearance from funds angle will also require to be obtained.
26.4.28 Properties in Notified Areas
In case the properties to be financed are situated in notified areas and the value thereof
exceeds Rs. 10 lacs (as may be notified), no loan should b e sanctioned/disbursed
unless the proposed transfer is expressly or impliedly permitted under Chapter XX-C of
the Income Tax Act.
26.4.29 Lapse of Loan Account
If the loan amount sanctioned remains unutilised at the end of 2 years’ period, it will
automatically lapse in respect of all categories of staff unless an extension in the time
limit has been granted by the Bank in the meantime.
26.4.30 Urban Land (Ceiling & Regulation) Act 1976
In case of vacant land within the ceiling limit in an urban agglomeration, sale is
permitted subject to the exercise of first option in favour of the State Government
concerned. Therefore, it has to be ensured that title of an employee in respect of land
covered by ceiling law is clear from this point of view also before grant of loan in
respect of housing project on such land.
26.4.31 ACQUISITION OF HOUSING PROJECTS ON LEASEHOLD LANDS
CO LETTER PER:IR:6208 15.3.94
1. Housing loans for acquiring flats/ready-built houses and plot of land for construction
of a house from Government/Semi-Government agency (lessor) like Housing Boards,
Development Authorities, etc. may be sanctioned by Dy. General Manager, Zonal
Offices and Main Branches reporting to General Manager, provided the remaining
772
period of current lease is not less than 20 years. Where the remaining lease period is
less than 20 years but not less than 15 years, the proposal may be sanctioned by the
Chief General Manager of the circle. While scrutinising the aforesaid types of housing
loan proposals and before sanctioning the loan, the sanctioning authorities will satisfy
themselves about the following aspects of the case:-
i. The lessee will get clear, valid and marketable title over the property for a period of not
less than 15 / 20 years and that the loan shall be repaid (with interest) before expiry of
the lease period, if necessary, by stepping up the repayment instalments.
ii. There is no prohibition in the Lease Deed to mortgage the property and availing of loan
there against.
iii. Where permission of the lessor is required for doing any act by the lessee, such a
permission has been obtained by the lessee and it is in order.
iv. Formalities as contemplated under the Indian Stamp Act and Registration Act have
been complied with.
v. All legal angles involved in the case have been examined carefully and thoroughly
and Bank’s interest is fully protected.
vi. In cases where remaining lease period is 20 to 22 years only, the repayment of the
housing loan should commence positively (whether the housing project is complete or
incomplete) on expiry of 1½ years from the date of release of 1st instalment of the
housing loan.
vii. The housing loan proposals for construction of houses or acquiring/purchasing ready
built flats/houses on lease hold lands/plots where the vendors are individuals/private
agencies other than government/semi-government agencies and the lease period is not
less than 15 years, will be sanctioned by the Circle Chief General Managers.
2. The authority structure for sanction/administrative clearance in respect of housing loan

proposals for acquiring housing project on leasehold lands under Individual Housing
Scheme on the prescribed terms and conditions is as under:-
(a) Where the housing project is on a Deputy General Managers of Zonal leasehold land
and the vendor is a Govt. / Offices and Main Branches semi-Govt. agency and the
period of lease reporting to General Manager is not less than 20 years.
(b) Where the housing project is Chief General Manager on a leasehold land and the
(See note below) remaining period is less than 20 years but not less than 15 years
irrespective of the category of vendor i.e. Govt./semi-Govt. agency or private
agency/individual.
Note:
While according sanction, the following aspects, inter alia, may be kept in view:
(a) Bank’s entire loan with interest should be recovered within the currency of the existing
lease period by suitably stepping up the amount of monthly repayment instalments.
(b) The accelerated repayment obligations should not become onerous.
(c) Repayment of the housing loans should commence positively (irrespective of whether
the housing project is complete / incomplete) on expiry of 1½ years from the date of
release of first instalment of the housing loan sanctioned to the employee.
26.4.32 MAINTENANCE OF TERM LOAN ACCOUNT & ACCOUNTING
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1. The loans will be repaid by the employees in equal 180 monthly instalments of principal
and subsequent 60 instalments of interest spread over a period of 20 years. The interest
should be calculated at the prescribed rates on the outstanding balance on the last day
of the month.
2. Before sanctioning the loan to an employee, branches will obtain from him an
irrevocable letter of authority for deduction of instalments from salary/pension duly
signed. This form should be kept attached to other documents.
3. Where a loan is sanctioned/disbursed to an employee who is not serving at that

branch, the sanctioning branch will complete letter of authority, obtained from the
employee and a certified or xerox copy thereof will be forwarded to the Branch / Office
where he is serving for necessary deductions from his salary towards repayment of
loan. The Branch / Office, on receipt of letter of authority, will record the same for
necessary compliance and recover without fail the amount as specified therein from
the salary of the employee and remit the same to the sanctioning branch for credit
of the employee’s Term Loan Account or Branch Interest Account, as the case may
be. Where the employee is transferred to another branch, certified copy of this letter
of authority should be forwarded to that Branch for effecting recovery.
26.4.33 WHETHER TOTAL BORROWINGS OF EMPLOYEE SHOULD BE ALLOWED TO

EXCEED 25% OF GROSS EMOLUMENTS
As per the Bank’s regulations, the total borrowings of an employee should not exceed
an amount which involves repayment by monthly instalments of a sum equal to 25%
of his gross emoluments. This rule is not applicable to the (i) borrowings made under
Bank’s Housing Schemes, (ii) gold loans and advances/loans against Provident Fund
Contribution (both member’s and Bank’s) taken for meeting margin money required to
be provided by the employee under the Schemes and (iii) additional finance raised
only from a Government/Semi-Government/Public Sector Organisation/ Housing
Development Finance Corporation .
26.4.34 SECURITY
The following security will be obtained for sanctioning/disbursing the loan :-
i. Equitable mortgage of the land and building by deposit of title deeds to the property and
a lien on the provident fund balance. This includes Bank’s as well as member’s
contribution to his Provident Fund Account.
ii. In the case where equitable mortgage cannot be created, the amount of loan will be
covered by any other suitable charge on the property and a lien on the account of the
employee’s provident fund. The Bank may also require an employee in such cases to
provide any further security acceptable to the Bank. Where the property/house/flat is
already mortgaged to an outside agency, second charge cannot be accepted as
security by the Bank for granting housing loans to the employees, if he intends to
purchase such property/house/flat.
iii. In the case of ownership flat/house, it would be necessary for the employee to obtain a
certificate from the society/builder stating that the society/builder has not raised any
finance from Government or any other agency against the house/flat allotted to
him/her and that they would not create any encumbrances on the flat/house allotted to
him/her in future.
26.4.35 Case of Terrace Rights
Where the property in the name of the employee consists of a terrace and individual
right on the land surrounding and supporting the structure, the proposals for grant of
housing loans to employees may be considered subject to the following terms and
conditions besides usual terms and conditions stipulated under Individual Housing
Scheme :-
i. The employee must have a co-ownership interest in the land (including right of support)
while obtaining a transfer in his favour by way of sale, settlement, family partition, gift or
lease, etc. duly registered with the Registrar of Assurances.
ii. The following clauses should invariably find a place in above sale deed, settlement,
etc.
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(a) Undivided share in the land or, if division is possible, such portion of land as divided.
(b) Permission to construct building [upper floor(s)] on the existing premises.
(c) Power to alienate and create mortgage of the property so constructed.
iii. The employee’s title to the property is clear, marketable and free from all
encumbrances.
26.4.36 DOCUMENTS REQUIRED
1. It may not be possible for the employee to create mortgage of his property before
disbursement of the loan due to non-transfer of property in his name due to various
reasons. The loan in such circumstances can be disbursed if the following
certificate/papers are produced by the employee and the mortgage may be created
subsequently:
(i) Production of firm offer of a flat/apartment from the builder giving full details such as
total carpet area, total cost, rate per sq. ft./sq. metre, location, etc.
(ii) Production of a certified copy/Photostat copy of the title clearance certificate in respect
of the Vendor/Builder’s title to the property given by his Advocate/Solicitor. Stipulation
of obtention of non-encumbrance certificate is required for 13 years in terms of circular
no. CDO/IR/4149 dt.8.10.98.
(iii) Production of a certificate from the Builder/Architect stating the stages of work yet to be
completed together with the cost thereof and the share that the employees have to pay.
(iv) Undertaking from the employee that he will create mortgage to and in favour of the
Bank as soon as the property is transferred in his name.
(v) Consent in writing authorising the Bank to note a lien against employee’s provident
fund balance (i.e. Bank’s contribution as well as employee’s contribution to the
provident fund account) to the extent of the loan sanctioned will be taken from the
employee borrower and his/her nominee(s) in accordance with the provisions of the
Provident Fund Act as under :-
(a) Letter of authority addressed to the Trustees of the Provident Fund to be obtained from
the employee borrower at the time of sanction of the loan.
(b) Letter of authority addressed to the Trustees of the Provident Fund to be obtained from
the nominee(s) of the employee for his/her Provident Fund.
The above letters of authority are to be obtained from all the employee borrowers.
2. The Term Loan Agreements and other documents to be executed by the employees for
availment of housing loan under Individual Housing Scheme are not required to be
witnessed/attested.
26.4.37 Check list for individual housing loan
1. Application form
2. Certificate from Society / Builder
3. Valuation report from government approved valuer
4. Memorandum of term loan agreement for officers
5. Power of attorney in favour of the Bank for creating mortgage in favour of the Bank at
a later date in case mortgage was not possible at the time of granting of the loan.
6. Letter of authority for deduction from salary
7. Letter of Authority to Trustees of Provident Fund / Gratuity Fund executed by the

employee.
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nominees.
9. Letter for marking lien on Provident Fund of the employee
10. Memorandum of deposit of title deeds
11. Confirmation of deposit of title deeds
12. In case of joint ownership of property with spouse, the following documents may be
obtained :-
(i) Letter of consent and agreement to mortgage by spouse
(ii) Guarantee agreement to be executed by the spouse
13. If an employee becomes a member of Cooperative Housing Society financed by

State Government and that body refuses to give certificates required by the Bank,
then the following documents may be obtained : -
(i) Third party guarantee from another employee
(ii) Statement from the society that they are not agreeable to certify
14. In case of employees who are seeking voluntary / pre-mature retirement, the
following documents may also be obtained :-
(i) Memorandum of Agreement
(ii) Letter requesting continuance of the Housing Loan / Additional Housing Loan.
(iii) Supplementary agreement
15. In case of subsequent enhancement in the quantum of loan, the following

documents may also be obtained :-
(i) Supplementary agreement from officers
(iii) Request letter for availing revised housing loan for repaying outside debts
16. In case of deceased employees, the following documents may be obtained:-
(i) Where the spouse / legal heir is appointed in the Bank, a letter of authority for
deduction of loan instalment from his / her salary
(ii) A letter of guarantee for continuation of housing loan to heir(s)
(iii) A letter from the heir(s) acknowledging liability on account of the loan
17. In case of officers placed under suspension, a guarantee may be obtained from
sureties
26.4.38 SCRUTINY OF TITLE DEEDS & CREATION OF EQUITABLE MORTGAGE
26.4.39 Scrutiny of title deeds
1. Employees availing themselves of the loan facility have to obtain a title clearance
certificate in respect of plot of land/house/apartment/flat purchased/acquired or to be
purchased/acquired by them from local advocate of the Branch where from they obtain
the loans. The expenses incurred in this regard would, however, not be reimbursable.
26.4.40 Creation of equitable mortgage
As per the extant instructions, employees who avail of Bank’s housing loan, are
required to create an equitable mortgage of the house/flat purchased by them with the
help of the Bank’s loan. In order to create a valid and enforceable equitable mortgage
776
charge on the house/flat/tenement financed by the Bank the procedure mentioned
below may be followed.
26.4.41 Stamp duty
The Memorandum of Entry is exigible with stamp duty. The stamp duty which is
exigible is dependent upon State Law. Irrespective of the fact whether or not the MOE
is recorded on behalf of the branch at the non-notified centre, the person recording
the MOE should ensure that it is appropriately stamped.
26.4.42 Material title deeds
1. IN CASE OF PROPERTY SITUATED IN A CO-OPERATIVE HOUSING SOCIETY OR

NON-TRADING ASSOCIATION AND ACQUIRED BY WAY OF ALLOTMENT FROM
THE SOCIETY OR ASSOCIATION ITSELF:
a) Certified true copy of Registration Certificate of Society/Association.
b) Certified true copy of latest village Form No. 7 & 12 in the name of Society/
Association.
c) Certified true copy of Building Permission and plan duly approved by Local
Authority concerned.
d) All original receipts for payment made to Society/ Association or authorised

Builders, if any.
e) Certified true copy of Resolution of the Society/Association regarding membership,

allotment of houses, no dues, no loan and no objection for mortgage of the same to
the Bank.
f) Original Share Certificate issued by the Society/ Association in the name of

employee of the Bank.
2. IN CASE OF PROPERTY SITUATED IN A CO-OPERATIVE HOUSING SOCIETY OR

NON-TRADING ASSOCIATION AND ACQUIRED BY WAY OF PURCHASE FROM
THE MEMBER OF THE SOCIETY OR ASSOCIATION:
All the material title deeds, documents, papers, evidences, and writings mentioned in
para 1 above plus original, or in the absence thereof, certified true copy of Sale Deed,
Original Receipt and certified true copy of Index - II issued by Sub-Registrar alongwith
documentary evidence that the original Sale Deed after registration will be sent to Bank
directly by Sub-Registrar concerned.
3. WHEN A HOUSE/TENEMENT/FLAT IS PURCHASED WHICH IS NEITHER IN A CO-

OPERATIVE HOUSING SOCIETY NOR IN A NON-TRADING ASSOCIATION:
The original, or in the absence thereof, certified true copy of Sale-Deed, Original
Receipt and certified true copy of Index-II, issued by Sub-Registrar alongwith
documentary evidence that the Original Sale Deed after registration will be sent to Bank
directly by the Sub-Registrar concerned.
4. In all cases of 3rd purchase, the Original Sale Deed entered into between the seller and
the owner from whom he had purchased the property should also be obtained in
addition to the documents mentioned in paragraphs 1, 2 and 3 above, as the case
maybe, for creating an equitable mortgage.
5. Wherever certified true copies of the title deeds are obtained because the original title
deeds such as sale deed, gift deed, or any other document of title is not available
because the same is lying with sub-registrar for purpose of completion of registration
formalities, it would be essential to obtain letters of authority from the employee
concerned, one in favour of the sub-registrar with whom the document is lodged for
registration and one in favour of the Bank.
6. The branch/office should, therefore, ensure meticulous compliance of these

instructions, so as to create equitable mortgage in favour of the Bank even in a
situation where the original sale deed or other title deed is lying with the sub-registrar
for the purpose of completion of registration formalities. Further, the branch should
777
also ensure that periodic follow up is made with sub-registrar to ensure that
whenever the registration formalities are completed, the title deeds are taken
possession of and kept with the MOE and other title deeds.
26.4.43 DISBURSEMENT
1. Disbursement will be co-related to the actual progress in the acquisition of the land/site,
construction/repair/ extension/renovation of the house/flat, etc., and wherever it is
possible, disbursement of the loan will be made by means of the Bank’s cheque drawn
in favour of the parties to whom the employees want to make payment for the purpose
of acquisition / construction / renovation / extension of house, etc. The requests from
the employees for credit of the part/full loan amount in their account will normally not be
accepted. However, where it is necessary to make cash payments for purchase of
construction material, payment for labour, etc., the Bank may advance the amount
direct to the employee to the extent of such need, in which case the employee will
have to produce the receipts/vouchers for the Bank’s perusal immediately after the
payment is made. The employees will submit to the Bank within a reasonable time
satisfactory proof of the proper utilisation of the amount of the loan for the stated
purposes e.g. an architect’s certificate certifying the value of the work carried out,
contractor’s bill, stamped receipts, sale agreements for land/house/flat, etc. If
considered necessary, photographs showing progress of construction work also will be
obtained from the employee at his/her own cost. These photographs will be such that
they will show some portions of the neighboring properties also and they will be
certified by a person whose certificate is acceptable to the Bank.
2. Before disbursing the loan amount or additional loan amount, branches will arrange
for execution of the Term Loan Agreement with the employee. Branches will also
obtain from the employees any other documents/certificates prescribed by the
controlling authorities.
3. As soon as the instalments or full/part payment of loan are/is released, the amount
should be paid by debit to Term Loan Account opened in the name of the employee,
by means of Banker’s Cheque(s) in favour of builders/contractors/creditors (from whom
interim loan has been obtained by the employee)/sellers, as the case may be, in terms
of the instructions stipulated by the controlling authority.
Clarification :-
It is clarified that once the loans are sanctioned by the appropriate authority and the
sanction is conveyed to the Branch, seeking approval / sanction by the branch at each
stage of disbursement of the loans from the sanctioning authority is not necessary: in
other words, branches on receipt of sanction of the housing loan proposal will arrange
to disburse the loans strictly on the terms and conditions stipulated by the sanctioning
authority and after obtaining the necessary documents / agreements, etc.
26.4.44 Cases where bulk purchase of building material is involved
As regards the disbursement of loans where the employees desire to avail of the
economies of bulk purchases of building material viz. cement, steel, timber (required
for the entire project ), labour payments, etc., such requests can be considered subject
to other provisions of the Scheme, on the following stipulations:-
i) On the basis of the estimates submitted by the employees for bulk purchase of
construction materials, on proper verification of the estimates, payments may be
made directly to the vendors through Bankers cheque.
ii) The employees will bring their margins as per the housing proposals sanctioned in
accordance with the provisions of Individual Housing Loans Scheme in the usual
manner.
iii) To meet labour payments, amounts may be advanced direct to the employees to
the extent of such need, in which case the employees will have to produce the
receipts / vouchers for the Bank’s perusal immediately after the payment is made.
iv) The receipts / vouchers will be produced for the Bank’s perusal immediately after
the payment is made.
778
v) Adequate storage facilities to store the construction material and security/safety
arrangements will have to be made by the employees. Damages, if any, will be at
their risk and responsibility.
vi) Unused stocks be reported/advised to the branch wherefrom the loan has been
availed of and these are subject to verification by the Branch Manager/branch
staff.
26.4.45 Extension in time limit for completion of housing projects by employees
CO LETTER PER:IR:6208 DT. 15.03.94
1. In cases where houses are being purchased from government / semi-government

agencies viz. Housing Boards, Government Development Authorities, etc., extension in
time limit may be granted by the appropriate authority i.e. GM / DGM of Module for one
year in each instance and upto a total of 3 years excluding the cushion period after
release of the first instalment and cases requiring extensions in time for more than 3
years are required to be referred to CGM / GM .
2. The procedure to be followed in this connection is as follows :-
(i) On completion of the cushion period, the cases where the construction of houses is still
incomplete and on receipt of the employee’s request in time for extension, even in
cases where the extension request is for more than one year, the appropriate authority
may permit extension in time only for one year in the first instance.
(ii) If the house is still incomplete within the extended period, the employee will have to
apply for further extension and the appropriate authority may grant such extension
again for one year only. Such extensions may be granted for a maximum period of 3
years on 3 instances.
(iii) Such cases where the extension in time limit is to be granted beyond 3 years’ period
excluding the cushion period, may be put up to the appropriate authority, who will have
full authority in this area.
3. In all cases where extension in time limit for completion of the project is to be granted, it
should be ensured that :-
(i) Bank’s entire loan together with interest is repaid within 20 years from the date of expiry
of 18 months from the date of disbursement of the first instalment of loan by suitably
stepping up the repayment instalments.
(ii) The accelerated repayment obligations do not become onerous.
7. Extensions wherever these are granted by the Chief General Manager under his
discretion, should be reported to Corporate Centre at quarterly intervals.
26.4.46 REPAYMENT
1. Principal amount will be recovered in first 180 equal monthly instalments and interest
due thereon in 60 equal monthly instalments after principal has been adjusted in
full. In case the repayment is to be effected in a shorter period, the number of
instalments towards principal and interest should be in the ratio of 3:1, the principal
being adjusted first in full.
CDO/IR/4903 Dt.17.11.1997
2. Recovery in respect of construction of a new house/flat will commence from the salary
of the employee from the month following the completion of the house or the pay of the
18th month after the date of disbursement of the first instalment, whichever is earlier.
In the case of a loan taken for purchase of a ready-built house/flat/tenement, recovery
will commence from the salary of the employee from the month following the month in
which the advance is taken. In case where construction of a new house/flat/apartment
by Government agency is involved, the repayment starts from the month following the
completion of the house or the 36th month after the date of disbursement of the first
instalment, whichever is earlier. In cases where delays are owing to the circumstances
beyond the control of the employees, the proposal for extension in the aforesaid time
limit will be dealt with in the following manner:-
779
i. Where the houses are being
(a) Extension in time limit may be purchased from Government/ Semi-granted by the
appropriate authority as Government agencies viz. Housing Boards, Government
Development after excluding the cushion period of Authorities, etc. 36 months after
release of the first instalment. Extension so granted will be reported to the controlling
authority at quarterly intervals.
(b) (b) Cases requiring extension in time beyond the period stipulated may be referred to
the appropriate authority
ii. Where the houses are to
(a) Normally at the time of be constructed by private submission of the proposal for
builders/contractors. sanction of the loan, the employees have to submit an approved
building plan together with cost estimates by an approved architect/engineer certifying
that constructions, if undertaken, could be completed within a specified period.
Accordingly, the cases of delay for these reasons should not ordinarily be considered.
Similarly, reasons such as posting at a distant place, non-availability of a building
contractor or sickness of non-dependent relatives, etc. as cause for delay should not be
accepted.
(b) Where the delay has been caused due to unforeseen circumstances not anticipated at
the time of submission of the proposal by the employee and denial of extension in time
will cause genuine hardship, the appropriate authority may grant sanction for extension
in time limit after excluding the cushion period allowed for construction purposes. Such
cases should also be reported to the controllers at quarterly intervals.
(c) Requests for grant of extension in time beyond stipulated period may be referred to the
appropriate authority.
iii. In all cases where extension in time for completing the project has been granted, it is
to be ensured that the repayment of the loan is completed within 20 years from the date
of expiry of 18 or 36 months as mentioned in para 2(i)(a) above from the date the first
instalment of the loan was released by stepping up the repayment instalments as
provided in the Scheme.
4. As the recovery of loan is made from the salary of employees, it should be ensured
that under no circumstances, the instalments due fall in arrears. A note in
Establishment Register should be made for this purpose. In case of transfer of an
employee to another branch/office, the recovery to be made should be promptly advised
on the Last Pay Certificate.
26.4.47 Repaying the loan in a shorter period and release of Title Deeds
The employee (including an employee who ceases to be in service as a result of

retirement, death or resignation or otherwise), if he so desires, may after obtaining the
prior written permission from the controlling authority elect to repay the loan in a shorter
period (i.e. any time before 20 years) in which case the title deeds can be released to
him after the loan amount along with the interest thereon is fully recovered subject to
the legal feasibility of such release and without affecting the Bank’s interest. After the
title deeds are released, the employee can freely use the property. No penal interest will
be charged for accelerated repayment of the loan amount.
26.4.48 Repayment of loan in case of normal retirement, death or any other form of
cessation of service viz. resignation, dismissal, termination, discharge, etc.
26.4.49 Employees who had joined the Bank before 01.01.1991
1. In case of pensioners, the repayment of the loan can be permitted until an employee
attains the age of 70 years. Where necessary, the repayment schedule should be
modified to satisfy the condition. A letter of authority for deducting the loan instalments
from pension should be taken. No collateral security will be required in such cases. If an
employee is not agreeable to repay the entire loan by the time he attains the age of 70
years and wants to adhere to the original repayment programme, he may be allowed to
do so provided he agrees to put an adequate deposit in the long term deposits with the
Bank which would earn interest at least equal to the loan instalments, besides giving a
letter of authority for deducting loan instalments from pension. In regard to repayment
780
of loans in cases where the Bank agrees to grant loans to employees after attainment of
55 years of age on special considerations.
2. In case of non-pensioners also, efforts should be made to reschedule the repayment

programme so that the loan is repaid by the time an employee attains the age of 70
years. However, whether the loan is repaid by 70 years of age or later, in all cases of
non-pensioners adequate deposit in long term deposit with the Bank should be
obtained which would earn interest atleast equal to the loan instalment.
3. In case of death, the legal heir(s) can be permitted to continue the loan and make
repayment as per the instalments agreed with the deceased employee. But in all such
cases, the legal heir(s) should be asked to make a satisfactory arrangement by which
the instalments are repaid at regular intervals. In this connection, since family pension
payable to the widow is for sustenance and no savings can be expected therefrom,
proposals for making deductions for payment of the monthly instalments of the housing
loan granted to the deceased from family pension should not be accepted. Instead,
deductions be accepted from salary and allowances drawn by the widow/legal heir(s) if
they have been given appointment in the Bank on compassionate grounds. Where the
aforesaid deductions are not feasible, the legal heir(s) can be asked to either deposit
adequate amount in long term deposit with the Bank which will earn interest atleast
equal to the loan instalment and in cases where such deposit is not possible, surety of 2
persons, who could be our employees, should be obtained in addition to alternative
arrangement ensuring regular payment of instalments.
4. In the event of any other form of cessation of service of an employee, outstanding loan
amount must be repaid at the time of the cessation of service failing which penal
interest should be charged.
5. In case the property, land or site or plot of land stands in the joint names of the
employee and his/her spouse, a Letter of Consent and Agreement to Mortgage should
be obtained from the spouse other than borrower.
26.4.50 Employees who have joined the Bank on or after 01.01.1991
In terms of Government of India guidelines, it has been decided that the recovery of
housing loans granted under Individual Housing Loans to employees /officers joining
the Bank on or after 1.1.1991 must be made within the service period of the employee.
In other words, the provisions contained in Individual Housing Loans Scheme regarding
repayment of housing loans beyond retirement are not applicable to the employees /
officers who joined the Bank on or after 1.1.1991 and thus the housing loans availed of
by them will be required to be liquidated before they retire from Bank’s service.
26.4.51 Repayment of loans in case of retirements not in normal course
1. Retired employees (including those who retire voluntarily) are extended the facility of
continuing the repayment of housing loans even after their retirement from the Bank in
instalments 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. This facility is however, not
extended to the employees who joined the Bank’s service on or after 1.1.1991 and they
will have to adjust the outstandings in their housing loan accounts on retirement. In
cases of cessation of service other than by way of retirement the entire outstandings in
the loan account are required to be adjusted at the time of cessation of service.
CC/CDO/IR/SPL/141 dt. 22.08.2000/LHO/CIRDO/PER&HRD/110 dt. 13.01.2001
2. Recently, there has been a big rise in the number of employees seeking
voluntary/premature retirements for getting more lucrative positions elsewhere.
These retiring employees/officers continue their housing 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 subsidised housing loans (at
concessional rate of interest) in the post retiral period. It was, therefore, decided
that a distinction be drawn between those who retire in 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). Thus, the facility of
repayment of housing loans beyond retirement should not be allowed to employees
seeking voluntary retirement, except on medical grounds. Such employees should be
asked to liquidate the outstandings in their housing loan accounts on the date of
781
retirement. In exceptional circumstances, where, however, employees find it
difficult to adjust the outstandings 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 undernoted documents may please be
obtained the specimen of which are given in the Annexures :-
a) Memorandum of agreement executed by the employees seeking voluntary/premature

retirement
b) Letter requesting continuance of the housing/additional housing loans from employees

seeking voluntary/premature retirement
3. The facility of concessional rate of interest will, however, be continued in cases of

normal retirements and voluntary retirements on medical grounds.
4. Further, while sanctioning fresh/additional housing loans to staff, a supplementary

agreement, should be obtained in all cases.
5. These instructions have come into effect from 7.2.1995.
Clarification
In this connection, a query has been raised whether the employee can seek
voluntary retirement on medical grounds on the basis of a simple letter written to the
Bank to this effect without submission of medical certificate and still continue to avail of
the facility of repayment of loan at concessionary rate of interest. The matter has been
examined. Considering the fact that substantial financial relief is allowed to be
accrued to the employees in the form of concessional rate of interest on individual
housing loan even after retirement, it may not be appropriate to accept the retirement
on medical grounds merely on the basis of the declaration made by the employee. It is,
therefore, very much essential to ascertain the veracity of seriousness of illness. It
has, therefore, been decided that such of those employees who are seeking voluntary
retirement on medical grounds and are desirous of continuing the housing loan at
concessional rate of interest would be subjected to medical board as in the case of
compassionate appointment. The provision however would not be applicable in other
cases of voluntary retirement on medical grounds where such a facility has not been
requested for. The revised instructions will be effective from 1st November, 1996.
26.4.52 ALLOCATION OF FUNDS
1. The allocation of funds is made by Corporate Centre on a yearly basis for both the
Schemes viz. Staff Co-operative Housing Scheme as well as Individual Housing
Scheme. The unutilised portion of funds allocated as at the end of each year stands
lapsed.
2. The housing loans are sanctioned and disbursed to officers and clerical staff on ‘first
come first served’ basis within the aforesaid funds allocated. In the event of the funds
allocated for the purpose falling short of the waiting list, the proposal for grant of
housing loan to the eligible employees (both officers and clerical cadre staff) at
commercial rate of interest may also be considered. In such cases the rate of interest
would be appropriately reduced from the date the employee becomes entitled to the
loan in terms of the waiting list.
3. Where an employee wants to construct/acquire house at a place situated within the

jurisdiction of another Circle, for the purpose of funds angle clearance the applications
for housing loans from the other Circle will be treated at par with those of employees
working in the Circle where the housing loan is to be availed of.
4. In respect of the employees at Local Head Office / Corporate Centre Departments and
Establishments and also the employees on deputation to other institutions (SBI Caps,
GOI, IBA etc.), the funds angle clearance will be issued by modules DGM / AGM by
following the same procedure as is observed in respect of staff working under them.
The linkage for clearance from funds angle is now shifted from the place of posting to
the Branch where the loan is sought to be availed of by employees.
26.4.53 LETTING OUT
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1. Employees who own houses, acquired by availing housing loan under Individual
Housing Scheme, are also eligible for official accommodation. However, in case they
are given the official accommodation or are transferred out of the place where the
house is situated, they should be allowed to let out the house. The house should first
be offered to the Bank in which case the Bank will pay “Economic Rent”.
2. When the Bank does not require the house, it can be let out to anybody in any manner
desired by the employee. However, with a view to preventing an employee from taking
any undue advantage of this position, the following rule will apply, if he has been
provided Bank’s accommodation:-
i. If an officer is allowed to let out his house to an outsider, and he does so, in that case
the official accommodation to the Bank’s official shall be
(a) at normal rent (10% of basic pay) if the rent (of the house let out by the officer)
fetched does not exceed Rs.3,000/- p.m.
(b) at 20% of basic pay if the rent exceeds Rs.3,000 p.m. but does not exceed Rs.5,000/-
p.m., and
(c) at 30% of basic pay if the rent fetched exceeds Rs.5000/- p.m. The above rule will
apply only where the house built under Individual Housing Scheme is at the same
station where the officer is posted.
ii. Where the employee is posted at a centre other than the centre where the house is
built, recoveries for the official accommodation provided to such employees will be at
normal house rent as provided in the service rules.
iii. In view of the falling interest rates, in many cases the economic rent is for less than the
prevailing market rent. In such cases, where the economic rent is less than the
entitlement of the officer occupying the house, rent equivalent to the entitlement of the
officer occupying the house or market rent, whichever is lower, should be paid.
(CDO:IR:66 dt: 25.11.2003/LHO/CirDo/P&HRD/124 dt. 11.12.2003).
26.4.54 Calculation of Economic Rent when flat is offered to the Bank
1. The following may be reckoned for calculation of economic rent:
(i) Interest at the highest rate available to the staff members on their long term deposits
in respect of the amount which represents the employee’s own investment in the
house to date (inclusive of repayments). This will be calculated by averaging 12
monthly figures during a year-actual in the case of past months and anticipated on the
basis of repayment schedule for the remaining months. The member’s initial
investment will be certified by an architect and verified by the Bank’s Engineer.
(ii) Interest at the rate applicable on the loan account in respect of the amount of the loan
outstanding (monthly average for the previous financial year).
(iii) Net outgoings in the form of municipal taxes, lease rent to the concerned Land
Development Authority, maintenance and service charges, etc.
(iv) Expenditure on repair of house/flat can be reckoned towards the cost of the project for
the purpose of calculation of economic rent for the year following the year in which
expenditure is incurred provided the expenditure is in excess of normal repairs and
reasonableness thereof has been verified by the Bank’s Engineer.
2. After the Bank’s loan is repaid, the employee would not be bound to offer the house to
the Bank.
3. The proposals for fixation of economic rent on the above lines are to be submitted to the
controlling authorities concerned.
26.4.55 INSURANCE
An employee has to obtain an insurance policy at his own cost which would be
adequate to cover the total cost of construction or atleast the loan amount
including interest. The policy will cover risk of loss by fire and earthquake and should
be obtained in joint names of the employee and the Bank and retained by the
783
employee. If the employee fails to do so, the Bank shall arrange for insurance of the
property and recover the cost from employee’s account/salary. The Bank’s interest
should be noted on the insurance policy and it should be verified annually to ensure
that it is in force or certificate to that effect should be obtained from the employee
and recorded.
26.4.56 NOTING OF LIEN
Branches will advise PPG Department at LHO or Central Accounts Office, Funds
Department, Calcutta, as the case may be, after disbursing the loan to note a lien for
the amount of the loan sanctioned against the employee’s and Bank’s contributions to
Provident Fund Account.
26.4.57 Facility of repayment of loan after retirement : Cancellation of lien noted against
P.F.
1. While granting housing loans to staff, lien is noted on their Provident Fund balances,
and is vacated on full liquidation of loan. However, in the absence of specific
instructions for vacating the lien on retirement of the officials / employees, release
of terminal benefits of such employees is inordinately delayed.
2. In order to mitigate hardship in this regard, it has been decided that the authority
which has initially sanctioned the housing loan will be the Competent Authority to
vacate the lien on Provident Fund balances. However, an undertaking must be obtained
in writing from such employees / officers that the outstanding balance together with
accrued interest will be recovered from the monthly pension payable to them.
Clarification :-
It is clarified that the authority who has initially sanctioned the housing loan to the
employee would only be the competent authority to vacate the lien on provident fund
balance so marked at the time of sanction of such loans.
26.4.58 EMPLOYEES’ SHARE IN THE HOUSING PROJECT
1. The Bank may at its discretion refuse to sanction the loan or reduce the amount of loan
or charge commercial/penal rate of interest or call up the loan in case it is found any
time that the employee’s share in the housing project is disproportionately high.
2. Normally an employee’s share of investment in a housing project is not expected to be

more than the amount of loan. But with the substantial rise in the cost of construction of
houses or acquisition of ready-built houses, the employees have to mobilise their own
resources; the number of such cases has gone up considerably. Accordingly, it has
been decided that the appropriate authority may grant housing loans where employee’s
share of investment on a housing project does not exceed the amount of the housing
loan for which he is eligible, provided that the total cost of housing project does not
exceed 2 times the amount of the Bank’s loan. In other words, if the employee is eligible
for a housing loan of Rs.2 lacs from the Bank, the total cost of the project (including his
own investment) should not exceed Rs. 4 lacs. Where the employee’s share exceeds 2
times, permission of the appropriate authority mentioned may be sought. In this
connection, before granting the administrative sanction in cases of the above nature,
the undernoted aspects may be kept in view:-
(i) The repayment obligations of the instalment of the loans proposed to be raised by
the employee (including Bank’s loan) for constructing a house or acquiring a ready-
built house must not be onerous. In other words, the employee should have after all
deductions from his salary and allowances, adequate take home salary to maintain
himself or herself and his or her family. While determining the repayment capacity of
the employee, his or her income only should be taken into account and not that of his
or her wife/husband or relatives/friends. In cases where the repayment burden of the
loans is considered onerous or unbearable, the employees may be advised to
repay/clear off other types of loans/borrowings viz. demand/gold loans from the Bank,
loans from credit societies, etc., before the commencement of the repayment of the
housing loan so that the repayment burden of the loans and other recoveries from his
or her salary and allowances is reduced to a reasonable extent, say 50% of the gross
salary.
784
(ii) The sources of finance should be scrutinised closely and it should be ensured that
friends and relatives, from whom loans may have been raised, have no proprietary
interest in the house and a declaration to this effect is obtained from them. Part or
even full repayment of loans raised from friends and relatives during the currency of
Bank’s loan may be permitted only if it is possible to do so by the employee from
known sources of income.
(iii) The house proposed to be constructed/acquired should be adequate to meet the

reasonable requirements of the employee and his family who are dependent on him
and should not be ambitious. In other words, the house should be
acquired/constructed to meet the reasonable requirements of residential
accommodation and not for building an asset. In cases where sanctioning authority is
not satisfied with the proposal, he may ask the employee to scale down the project
before granting his administrative clearance.
(iv) All the other terms and conditions of the Individual Housing Scheme should be
complied with, in the usual manner.
26.4.59 PENALTIES IN CASE OF DELAY IN REPAYMENT
1. In case the repayment instalments are not paid in due time (except in cases where the
due time for repayment has been extended by the Bank), penal interest will be charged
@ 1.5% over the State Bank Advance Rate on the overdue instalments. In other cases
of default for which a penal interest has to be levied, the penal interest at the aforesaid
rate will be recovered on the loan amount outstanding from the date the
irregularity/default occurred/ was committed till the date of rectification thereof.
2. Should the houses be not completed within 1-1/2 years of the date of release of 1st
housing loan instalment, except in cases where the Bank has agreed to the extension
of the period of 1-1/2 years / 3 years), interest at State Bank Advance Rate will be
charged on the outstanding loan from the expiry of 1-1/2 years from the date of
disbursement of the 1st housing loan instalment till such time as the houses are
completed.
3. Any breach of the terms and conditions stipulated by the Bank or any mis-utilisation
of the loan facility will constitute a misconduct and in addition to any action as stated in
para 1 above, the employee will be liable for disciplinary action in terms of his service
rules.
4. Auditors attached to Circle Audit Cell and/or Zonal Office will be entrusted with the
task of scrutinising the housing loan account at the time of their visits to branches to
find out whether these are being conducted properly and recoveries are forthcoming
regularly.
5. A review of the position should be undertaken by Local Head Office annually in May
each year and report thereof submitted to Corporate Centre. In April, detailed reports
prepared for the auditors will be available and these will facilitate compilation.
26.4.60 LOANS AGAINST / WITHDRAWAL OF PROVIDENT FUND
1. Advance by way of demand loan can be granted to an employee availing of the loan
under the Scheme against the Bank’s contribution to his Provident Fund Account, as
detailed in Chapter 6.
26.4.61 RETURNS
Branches should arrange to forward half-yearly return as at the end of

March/September every year to their controlling authority
26.4.62 CONTROL RETURNS
In terms of the Scheme of Delegation of Financial Powers, Deputy General Managers

and other functionaries authorised to sanction individual housing loan shall submit the
monthly Control Return to their next higher authority
785
26.4.63 NOTING ON SERVICE SHEETS
The Branch Managers/controlling authorities after sanctioning the loans to the

employees should make a suitable note about the sanction of housing loan on their
service sheets. This would facilitate easy reference about the availing of the housing
facility by our employees in the event of their retiring/resigning or otherwise ceasing
to be in the Bank’s service.
26.4.64 EXEMPTION UNDER INCOME TAX ACT 1961
26.4.65 Issue of Certificate for accrued interest
1. Under Section 71 read with Section 24(i)(vi) of the Income Tax Act, the employees
who have availed housing loans are eligible for deduction in respect of amount of
interest payable on borrowed capital from which the property has been acquired
under “any other head of income” and that such deductions are restricted for the same
assessment year.
2. As the interest accrued is credited in the interest account periodically, no part thereof
is recovered for the first 180 months and the accumulated interest is recovered in 60
equal monthly instalments after the principal amount has been fully recovered. As
such the position is that although interest in respect of the period has accrued, the
same is not actually paid. The branches should, therefore, issue a certificate in the
following manner to employees to enable them to get the deduction of amount of
interest on borrowed capital :-
CERTIFICATE
“A housing loan of Rs. ______________ has been made to Shri/Smt./Kum.

____________________________ and interest @ _____% is payable thereon.
Under the loan arrangement, monthly recoveries are made, such recoveries being in
the first instance appropriated towards principal, and interest accrued on the
reducing balance is credited in the Bank’s interest account periodically. Actual recovery
of the aggregate interest accrued is made in instalments after the principal has been
fully paid. Accordingly, Rs._________ has become payable on the loan in respect of
assessment year ______________.”
26.4.66 SCHEME FOR GRANTING ADDITIONAL HOUSING LOAN TO STAFF
26.4.67 Procedure
1. Request for additional loan from an employee for acquiring bigger

accommodation/house/flat (and not for accommodation/ house/flat in better location)
by selling or by carrying out additional construction to his existing house/flat to meet
his need for increased accommodation due to present family requirements/status, will
be considered by the Bank at its discretion.
2. Such accommodation/house/flat should be bigger by at least 120 sq.ft. and should

have at least one more room than the existing house/flat. Where the additional loan is
obtained for extension of house/flat, such extension should also be at least 120
sq.ft. and one more room constructed to the existing house / flat. The stipulation of the
new house being bigger by 120 sq.ft. can be relaxed as a special case on merits with
the prior approval of General Manager. If the existing house/tenement is
extended, the construction plan, etc. for additional construction should be approved by
the Municipal/Local Authority.
Clarification:
In this connection, representations are being received from the employees as well as
from All India State Bank of India Staff Federation and All India State Bank Officers’
Federation that the above stipulations are not being implemented and requests for
relaxation are being declined at Zonal Office level. It is, therefore, requested that
proposals seeking relaxation of the above nature be considered provided these involve
sale of the existing house and acquisition of another house in terms of the existing
786
provisions of Additional Housing Scheme and such proposals with reasoned
recommendations may be submitted to the Circle General Manager (D&PB) or
General Manager (CB) for necessary administrative clearance. The above
provisions will not apply to cases where the employees are going in for additional
construction to the existing houses for availing of additional housing loan.
3. This additional facility will be available only once during the entire service of an
employee.
4. The additional loan will be granted only under the Individual Housing Loan Scheme,
irrespective of the fact whether the original loan was granted under the Staff Co-
operative Housing Scheme or the Individual Housing Scheme, at the rate of interest
applicable to different categories of staff under the Individual Housing Scheme at the
time of sanction of this additional loan. There is no objection to grant of such loans in
cases where earlier loan has been liquidated and title deed released after completion
of the normal repayment programme.
5. A minimum period of 7 years from the date of sanction of the original loan should
have elapsed at the time of applying for the additional loan.
6. The rates of simple interest on additional loan shall be fixed by taking into account the
total outstanding amount in the existing loan account. The rate so fixed will not be
reduced because the total outstanding amount of housing loan in the name of the
employee concerned falls in the lower rate-slab due to subsequent repayments.
7. The additional loan will be repayable in not more than 240 instalments together with
interest thereon. Out of this, the principal amount of the loan will be recovered first
in 180 equal monthly instalments and interest amount accrued on the principal amount
for a period of 180 months in the remaining 60 equal monthly instalments. If,
however, the repayment cannot be completed before retirement, the employee will be
allowed to continue the repayment of the additional loan in monthly instalments as
above even after retirement, Employees who have joined the Bank on or after
01.01.1991 will not be eligible for this relaxation,
8. In case of acquisition of a bigger house/flat, the employee should sell his existing
house/flat at prevailing market rate to the satisfaction of the Bank. In such a case, if
the house/flat is in a housing society financed by the Bank under the Staff Co-operative
Housing Scheme, the Society’s written permission will be necessary. The Bank,
after satisfying itself about the genuineness of the case and ensuring that there is no
profit motive, may permit the member-employee to sell his flat and sanction the loan
to have a bigger house/flat. The sale proceeds of the existing house/flat together with
the funds made available to him with the additional amount of the loan must be utilised
for acquiring a new house/flat.
9. When the existing house is sold and new one is purchased, these should be almost
simultaneous transactions and in no case the time gap between the sale and purchase
should extend beyond 9 months. Proposals where the existing house is sold and new
one is to be constructed may also be considered for granting additional housing loans
provided the employee completes the construction within nine months from the date of
sale of his house and on fulfillment of other terms and conditions laid down under the
scheme. If, however, the construction is not completed within 9 months, interest as on
clean overdraft should be charged. If the loan is not availed of within 9 months, the
sanction should be cancelled. Similar view should be taken in case of purchase of
ready built houses. However, in exceptional circumstances where the appropriate
authority on examination of the circumstances attached to each case, comes to the
conclusion that for no fault/delays attributable to the employee, he is not in a position to
complete the construction within the stipulated period of 9 months, the appropriate
authority may at his discretion grant an extension by 6 months each on two occasions
on request from the employee. A further extension of 3 months may be considered by
Chief General Manager of the Circle under exceptional circumstance on merits of each
case. Thus a total period of 2 years may be made available for completing the process
of sale and purchase of house. In this connection, the stipulation that the repayment of
the additional housing loans has to be made within the prescribed limit would
continue notwithstanding the extension in time limit allowed, by suitably stepping up the
amount of the instalments.
10. The additional loan will be sanctioned by way of a separate Term Loan upon
execution of a fresh Agreement by the employee in favour of the Bank. Further, a letter
of authority may be, will also be required to be executed by the employee. If the first
loan was under the Staff Co-operative Housing Scheme, the Co-operative Housing
787
Society and the employee should jointly make a statement to the branch where the title
deeds are deposited to the effect that in consideration of the Bank giving an
additional loan to the employee, the title deeds already deposited by the Society will
cover the Bank as a mortgagee for additional loan also.
11. As usual, the house/flat, including the additional construction, will remain/be
mortgaged to the Bank. In addition, an appropriate lien will be noted on the
employee’s Provident Fund which includes the Bank’s as well as the employee’s
contribution to the Provident Fund.
12. The additional loan will run concurrently along with the previous loan if additional
construction is put up in the existing house. If, however, an employee wishes to
purchase a bigger house by disposing of the existing one, he should liquidate his
existing loan along with accrued interest, if any. In such an event, the maximum
additional loan amounts would be increased to the extent of outstanding amount repaid
and the recovery for this part of the loan, together with interest, if any, would be in the
same manner as it would have been under the old loan.
13. The additional loan sanctioned under this Scheme shall also be subject to all other
terms and conditions relating to the loans granted under the Individual Housing Scheme.
26.4.68 Special points to be noted in case of sale of existing house and purchase of new
one
CO LETTER PER:IR:6208 DT.15.03.94
1. The employee should sell his house / flat at prevailing market rate to the satisfaction of
the Bank.
2. The Bank after satisfying itself about the genuineness of the case and ensuring that
there is no profit motive, may permit the member employee to sell his flat and sanction
the loan to have a bigger house / flat.
3. When the existing house is sold and new one is purchased, these should be almost
simultaneous transactions and in no case the gap between the sale and purchase
should extend beyond 6 months.
4. The cases, where the existing house is sold and new one is to be constructed may also
be considered for granting additional housing loans provided employee completes the
construction within 6 months from the date of sale of the house, on fulfillment of other
terms and conditions laid down in the scheme.
5. When an employee wishes to purchase a bigger higher or a house in a better

location by disposing of the existing one, he should liquidate the outstandings in
existing loan account alongwith uptodate interest. In such an event, the maximum
additional loan amount would be increased to the extent of outstanding amount repaid
and the recovery for this part of loan together with interest, if any, would be in the
same manner as it would have been under the old loan.
6. The sale proceeds of the existing house / flat together with the funds made available
to the employee by way of additional housing loan must be utilised in full for acquiring a
new house / flat.
7. Maximum amount of additional loan will be the difference between the present
maximum loan entitlement of the employee and the amount of the existing loan
sanctioned initially.
8. In this connection, it is observed that in such cases, while granting permission for
disposal of existing house / flat the firm proposal for the new house to be purchased
is not generally being obtained at the time of granting permission. The houses are
being sold after obtaining the permission but the gap between sale and purchase,
which is to be maintained at maximum 9 months, is not strictly adhered to. In this
regard, it is clarified as under :-
788
i. When the employee applies for permission for disposal of the existing house and
purchase of a new one, firm proposal for purchase of the new house should be obtained
simultaneously.
ii. It should be ensured that the entire sale proceeds of the existing house are utilised for
purchase / construction of the new house / flat.
iii. If the construction is not completed within 9 months, interest as on clean overdrafts will
be charged.
iv. In exceptional circumstances, however, where the sanctioning authority on examination

of the circumstances attached to each case comes to the conclusion that there are no
defaults / delays attributable to the employee and he is not in a position to complete
the construction within 9 months from the date of sanction of the loan, requests for
extension in time may be considered by the competent authoritiy.
CO LETTER NBG:IR:6903 DT. 31.01.96
Clarification:
Cases of employees who could not obtain sanction for purchase of new house as also
avail the additional housing loan within the stipulated period may be considered on
merits and only in case of genuine needs. Such proposals are required to be
forwarded to Corporate Centre for consideration alongwith recommendations of the
Circle and the undernoted particulars :-
i) Date and amount of housing loan initially sanctioned.
ii) Whether the employee obtained prior permission from the Bank for the disposal of the
existing house; if not, the reasons therefor.
iii) Date of disposal of the existing house and its sale proceeds.
iv) Details relating to utilisation of sale proceeds, the amount deposited towards
liquidation of the existing loan account (outstandings + interest separately) - a
photocopy of the certificate to this effect from the concerned branch should be
enclosed. Disposal of the remaining balance from the sale proceeds after liquidating
the outstandings in the housing loan account should also be indicated.
26.4.69 Amount of Loan
Maximum amount of additional loan will be either the difference between the present
maximum loan entitlement of the employee and the amount of the existing loan
sanctioned initially, including additional loan, if any, granted before the completion
of the project. Thus, the additional loan would be a part of the total loan. for example,
if an officer was initially sanctioned a loan of Rs. 1,00,000/- under the Individual
Housing Loan Scheme and his present entitlement is Rs.5 lacs, additional loan upto
Rs. 4,00,000/- can be sanctioned to him.
26.4.70 Interest
1. While the loan granted initially will continue to be repaid at the rate of interest on
which it was sanctioned or without interest if it was a loan under the Staff Co-operative
Housing Scheme, interest at the current rate will be charged on the additional loan
taking notionally the first part of the loan outstanding at the bottom slab(s) and the
additional loan at the slab so determined will not be reduced on account of
repayment of the first loan. For example, an officer who was sanctioned a loan of
Rs.50,000/- under the Staff Co-operative Housing Scheme will be eligible for a
maximum additional loan of Rs.7,00,000/-. If the officer has already repaid Rs.25,000/-
of his co-operative housing loan, interest on the additional loan of Rs.7 lacs will be
decided as on a loan of Rs.7,25,000/- (Rs.7,00,000/- additional loan plus Rs.25,000/-
outstanding loan). When the outstandings of the co-operative housing loan is further
reduced by say Rs.10,000/-, total amount of loan for the purpose of calculation of
interest slab will continue to be Rs.7,25,000/- and not Rs. 7,15,000/- (Rs. 7,00,000/-
additional loan plus Rs.10,000/- reduced outstanding). Similarly, in a case where an
original loan sanctioned under the Staff Co-operative Housing Scheme was Rs.35,000/-
with present outstanding of Rs.25,000/- (without interest) and now an additional amount
789
of loan of Rs.5,00,000/- is sanctioned, interest rate will be 11% or 12% p.a. decided as
on a loan of Rs.5,25,000/- (Rs.25,000/- + Rs.5,00,000/-).
2. In this connection, we give hereunder further two illustrations clarifying the position
regarding application of interest on additional housing loans:-
Illustration No. 1
Amount of Cooperative Housing Loan

sanctioned and availed by an
employee on 15.10.1980 Rs.25,000/-
Amount outstanding against the above loan

at the time of sanctioning of additional
housing loan on 15.07.2001 Rs. 3,000/-
Amount of additional housing loan

sanctioned Rs.4,50,000/-
Amount to be considered for the purpose Rs.4,50,000/-

of arriving at the rate of interest to be + Rs. 3,000/-
applied = Rs.4,53,000/-
Interest rate on the above housing loans will be as under :-
On Rs.3,000/- No Change
(i.e. existing outstanding in Co- i.e. interest free
operative Housing Loan)
On Rs.4,50,000/- *11%
(i.e. Additional Housing Loan)
* On entire amount of Rs.4,50,000/-
Illustration No.2
Amount of Individual Housing Loan

sanctioned and availed by an officer/employee on
the 15.10.1982 Rs.80,000/-
Amount outstanding against the above loan

at the time of sanction of additional
housing loan on 15.10.2001 Rs.20,000/-
Amount of additional housing loan

sanctioned (suppose) Rs.4,50,000/-
Amount to be considered for the purpose Rs.20,000/-

of arriving at the rate of interest to be + Rs.4,50,000/-
applied = Rs.4,70,000/-
Interest rate on the housing loans will be as under :-
On Rs.20000/- No Change
(i.e. existing outstandings in Individual i.e. 5%
Housing Loan)
On Rs. 4,50,000/- * 11%

(i.e. Additional Housing Loan)
* On entire amount of Rs.4,50,000/-.
3. The procedure for charging of interest and recovery of loan would be the same as in
the case of Individual Housing Scheme.
4. Interest rate on additional housing loans sanctioned to staff would be as under :-
C.C/CDO/IR/SPL/298 dt. 12.10.2002/LHO/CirDO/P&HRD/114 dt. 05.11.2002
790
Rate of Interest applicable to
Officers / Workmen
_____________________
Sanctioned advance upto Rs.50,000/- 7%
Sanctioned advance upto Rs.1,00,000/- 8%
Sanctioned advance upto Rs.2,25,000/- 10.5%
(sanctioned after 1.10.2001)
(sanctioned upto 30.09.2001)
(CDO:IR:SPL:298 dt: 12.10.2002)
Note
The interest rate once determined in the manner mentioned heretofore is to be charged
on the entire amount of additional housing loan irrespective of reduction in
outstandings therein due to repayment of loan by an employee: in other words, the
rates mentioned above are not to be applied slab-wise.
26.4.71 Can the land/house be sold to relatives?
The stipulation regarding purchase of land/house/flat from a near relative in case of

Individual Housing Scheme will apply also to the sale of house/flat under the scheme.
26.4.72 Documentation
1. Application Form
2. Term Loan Agreement for additional loan
3. Letter of Authority for deductions from salary in case of purchase of new house .
4. Letter of Authority for deductions from salary in case of additional construction

employee

nominees.
7. Narration to be made in the title deed register in case an employee is already a

member of Staff Housing Cooperative Society and wants Additional Housing Loan.
8. Memorandum of extension of equitable mortgage.
9. Power of attorney in favour of the Bank for creating mortgage in favour of the Bank at
a later date in case mortgage was not possible at the time of granting of the loan
10. Letter for marking lien on Provident Fund of the employee.
26.4.73 HOUSING LOAN AT COMMERCIAL RATE OF INTEREST
26.4.74 Additional Housing Loan Scheme
CC/CDO/P&HRD/IR/43 dt. 27.09.2005
Ceiling of 60% of loan sanctioned under Individual Housing Loan Scheme as ceiling for
additional housing loan scheme at commercial rates of interest has been removed. The
amount of loan to be sanctioned as additional housing loan at commercial rates of
interest will be determined by the cost of the project and the conditions 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.
791
26.4.75 Housing Loans to Staff Members under Housing Loan Scheme for Public
CC/CDO/IR/05189 dt. 06.01.2006/LHO/CirDO/HR/144 dt. 23.01.2006
A staff member, who is not yet eligible under the individual Housing Scheme, due to his
service being less than minimum length of service required, can be granted housing loan
under the scheme for public, subject to his being eligible for loan under that scheme.
26.4.76 Second Housing Loan
CC/CDO/SPL/444 dt. 01.02.2006/LHO/CirDO/HR/153 dt. 14.02.2006/LHO/CirDO/HR/153

dt. 14.02.2006)
Keeping in view the genuine needs of the members of the staff, it has been decided to
permit staff members to avail of a second housing loan under public scheme at
commercial rate of interest, without liquidating the housing loan sanctioned at
concessionary rate of interest under Individual Housing Loan Scheme for staff subject
to the following conditions. This would, however, be allowed subject to the following
guidelines:
i) The total deductions from the salary on account of all borrowings from the Bank
as well as other sources and statutory deductions like Provident Fund, Income
Tax etc. (including the instalment towards the proposed loan) should not
exceed 60% of gross emoluments.
ii) The instalment for the loan under Housing Loan Scheme for public will be
recovered from the salary under check off scheme alongwith instalment under
IHLS, outstanding if any, i.e., instalments towards both the loans have to
recovered from the salary simultaneously.
iii) All other terms and conditions of the Housing Loan Scheme as applicable for
public viz. margin, quantum of loan, repayment norms, rate of interest etc. and
the conditions stipulated for staff viz. eligibility, discretionary powers, marking
of lien on the Provident Fund shall be adhered to meticulously.
26.4.77 Second house acquired/purchased by employees in joint names with family

Members i.e (spouse, son etc.)
CC/CDO/SPL/444 dt. 01.02.2006/LHO/CirDO/HR/153 dt. 14.02.2006 &

CC/CDO/IR/SPL/531 dt. 25.03.2006/LHO/CirDO/HR/4 dt. 12.04.2006
Second housing loan to the staff is sanctioned on the same terms and conditions as
applicable to members of public and the stipulations listed under paragraph 26.4.76
above. Staff is permitted to acquire/purchase second housing property at the same
centre in joint names with their family members (i.e spouse, son etc.) and to include the
income of the said joint owner of the property for the purpose of working out entitlement
for amount of loan and sharing of repayment instalments, subject to the following
conditions:-
i) The family member, who is a joint owner of the proposed property, will be co-
borrower. He/she must have his/her salary account at the branch from where
the housing loan is proposed to be availed and check off facility for his share of
instalment should be available.
ii) The instalment of the proposed loan will be shared in the ratio of the income of
the joint owners of the housing property. The total deduction from salary of the
employee after taking into account his/her share of repayment of instalment will
not exceed 60% of his/her gross emoluments.
26.4.78 Granting of IHLS where the property is in the name of Spouse of Employee
C.C/CDO/P&HRD/IR/44 dt. 17.11.2005/LHO/CirDO/P&HRD/123 dt. 17.11.2005
The Executive Committee of the Central Board in its meeting held on 23 rd August 2005
has approved sanction of housing loans under Individual Housing Loan Scheme to staff
even if the house/flat/apartment/plot is in the name of spouse only, subject to the
fulfillment of undernoted additional terms and conditions;_
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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.
26.4.79 Takeover Of Housing Loans
Housing loans availed of by the eligible employees from other financial institutions can
be taken over by the Bank subject to the following:
1. The employee shall write a letter to the financial institution (FI) requesting them to
deliver the title deeds and / or to send the same to SBI on receipt of their dues from SBI,
with a copy to SBI.
2. FI shall confirm to SBI the above through a letter with a copy to the employee, as also
that the loan was being serviced regularly and no EMIs were in default.
3. Such takeovers of loans from other financial institutions will require disbursement /
release of loan amount prior to creating a mortgage charge in our favour. An agreement
to mortgage should, therefore, be taken as is being done in the existing Staff Housing
Loan Scheme.
4. The Bank should take over only the remaining portion of the loan and the repayment
period should coincide with the remaining maturity of loan with FIs, subject to the ceiling
of 15 years.
8. The switch-over should be permitted only where it is really cost effective to the
employee in view of the pre-payment penalty charges of FIs and the loading of interest
payments in the earlier periods.
26.5 LOAN AGAINST PROVIDENT FUND
Please refer to Chapter 6
26.6 LOANS TO EMPLOYEES AFFECTED BY NATURAL CALAMITIES
26.6.1 INTRODUCTION
1. Whenever our employees suffer heavy losses/damage to their property on account of

floods/earthquakes/drought or any other natural calamity, they may be sanctioned relief
loan, on the under noted terms and conditions :
2. The following procedure may be adopted in such cases :
i) Whenever any area where the Branch is situated is affected by floods, drought, earthquake
or any other natural calamity, the Branch Manager may satisfy himself of the correct
position in regard thereto and recommend the case for administrative clearance for relief
loan to affected employees provided :
(a) the area has been declared by the State Government concerned as such, and
(b) they (the Government) have extended financial assistance to their employees.
No such loan may be sanctioned by sanctioning authorities without the prior

administrative clearance of the Chief General Manager of the Circle.
26.6.2 TERMS AND CONDITIONS FOR RELIEF LOANS
26.6.3 Eligibility
1. Only permanent serving employees would be eligible for the loan which will be by way of
demand loan. Part-time subordinate employees would be entitled to the loan in proportion
to their salary.
2. Eligible employees may apply on prescribed Performa
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3. In case there is more than one person belonging to a joint family working in the Bank, the
loan will be considered only to one member of the family after obtaining proof of the loss or
damage to property suffered by the joint family.
26.6.4 Quantum
(a) Junior Officers - Rs.4,000/- or the actual

loss/damage to the
property suffered by the
employee, whichever is less.
Note : Officers in MMGS II and above are not eligible for relief loans.
26.6.5 Proof of damage
1. Loans may be granted on the employees producing a certificate from President of the
Municipality/ the Tehsildar of the town in which the property is situated / Block
Development Officer under whose jurisdiction the property is situated / the President of the
Gram Panchayat of the village in which the property is situated, accompanied by a
declaration from the employee to the effect that he had suffered actual loss due to
flood/earthquake/drought or any other natural calamity. The declaration is to be given in
prescribed format.
2. Loan shall be sanctioned subject to the condition that the place of posting falls in an area
which has been declared by the State Government concerned as affected by
floods/earthquakes/drought or any other natural calamity. Loans to employees who have
been affected by floods but whose movable / immovable properties have been damaged at
places other than the place of their posting, will not be granted Relief loans.
26.6.6 Interest
Simple interest at the rate of 11% per annum.

(NBG:P&HRD:IR:SPL:503 dt: 15.02.03)
26.6.7 Disbursement
The loan will be disbursed in one lump sum, on the employee executing a Demand
Promissory Note for the amount, by debit to an overdraft account to be opened in the
branch books styled:
“Loans granted to staff at __________ Branch on account of flood / cyclone / earthquake”.
A subsidiary register should be maintained to record the advances granted to each of the
employees and the recoveries made from their salaries from time to time.
26.6.8 Repayment
24 monthly instalments. Principal amount will be payable in 20 instalments and interest in 4

instalments.
26.6.9 Sanctioning Authority
Branch Manager / Asstt.General Manager concerned.
26.6.10 Liquidation of earlier loan
A loan will be sanctioned only when there is no outstanding loan of the nature or if there is
any, it is first liquidated / adjusted.
26.6.11 Stipulation regarding total borrowings
The stipulation that the total borrowings of an employee, subject of course to the
exceptions made in this regard, should not exceed an amount which involves repayment by
monthly instalments of a sum equal to 25% of his gross emoluments, will also be
applicable to loans under this Scheme.
26.7 AGRICULTURAL ADVANCES TO STAFF
1. The Bank has been receiving requests from the employees, most of them belonging to
rural/ semi-urban areas, that they may be permitted to avail agricultural advances from
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other financial institutions. Considering the interest of overall productivity of land, it would
be inequitable to deny financial assistance for cultivating land holdings only because one of
the co-owners happens to be our employee. Insofar as agricultural advances are
concerned, these may be considered for the other co-owners and should not be declined
merely because one of the employees happens to be co-owner. In such cases, the Bank’s
employee being a co-owner may be permitted to be a guarantor on the same terms and
conditions as are applicable to any outsider. Further, the following conditions should be
complied with :-
i) The employee would not engage himself in such a manner as to interfere with the proper
discharge of his duties in the Bank.
ii) The other co-owners or at least some of them are major and can independently carry out
the agricultural operations without the assistance of the Bank’s employee.
iii) The employee’s guarantee would be acceptable only on the basis of his/her financial
status.
iv) Such an advance need not be conducted at the branch where the employee is posted.
v) In every case, prior clearance from the Controlling Authority would be necessary. He
should satisfy himself that there are other members of the family who will carry out
agricultural operations and do not depend for this purpose on Bank’s employee / officer.
2. The above procedure would also obviate issuance of ‘No Objection Certificate’ to our
employees for obtaining loans from other financial institutions.
26.8 Personal Loan Scheme
26.8.1 Objective
To discourage borrowings by staff members from sources other than State Bank of India
and other public financial institutions.
26.8.2 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.
26.8.3 Eligibility :- The loan can be availed by permanent officers having 5 years of total service
in the Bank.
26.8.4 Terms and conditions
(i) Quantum of Loan
Length of service Quantum of loan
5 years and above

but less than 8 years Rs.1.50 lacs
8 years and above

but less than 12 years Rs.2.25 lacs
12 years and above Rs. 4.50 lacs
Note : The amount of loan eligible to be sanctioned, however, will be determined subject to
the stipulation that aggregate deductions from salary on account of instalments for various
loans, provident 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 employee under no circumstances should be less than 40% of his
gross emoluments.
(ii) The facility may be 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.
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(iii) 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 whenever 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 outstandings should be recovered when the employee ceases to be in service, for
any reason whatsoever.
(iv) The employee will be eligible for enhancement in the existing limit as and when his
eligibility on the basis of length of service changes.
(v) 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.
(vi) 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
advance, consumer loan (old scheme), gold loan and loan against funded securities like
TDR, NSCs, LIC policy, Magnums, relief loan and loan against P.F. will cease to be
available and should be closed while availing 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.
26.8.5 Security and Documentation :-
(i) Application form, (including an undertaking that the loan will not be utilised for investment
in shares or equities etc. for speculative purposes and authorising 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 Bank’s and member’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 Bank’s and member’s
contributions to Provident Fund, Gratuity payable and amount of leave encashment on the
lines of proforma enclosed and retained 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 loan 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 India
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 :-
796
Offices/employees posted at Approving Authority
1. Branches upto Scale V incumbency DGM at ZO
2. Branches headed by DGM DGM of the branch
3. Zonal Office/Local Head Office DGM at ZO/

DGM&CDO as
applicable
4. Corporate Centre/Central Office
establishments
(i) Corporate Centre at Mumbai
(a) State Bank Bhavan GM (CS)
(b) Offices at Belapur GM (AB&R)
(ii) Colleges/Institutes Principal/Director
(iii) I&MA at Hyderabad CGM (I&MA) or

(including GMs, DGMs on CGM (Credit Audit)
mobile duty) as applicable
(iv) ZIOs & mobile duty GM (Inspection)at ZIO
(iv) CAO, Kolkata GM (CAO)
(V) FD, Kokata GM (FD)
NOTE :- The controllers of departments/offices as well as CGMs in-charge of various

establishments will obtain permission from their controlling authority.
26.8.6 Release of title deeds on Closure of Housing loan
Query: On closure of Housing Loan accounts by an employee, the title deed of housing
property can be released to him/her even when the Personal Loan availed by him/her
continues to remain outstanding in Bank’s books.
Reply:
C.C/NBG:P&HRD:IR:SPL/134 dt. 25.06.2004/LHO/CirDO/P&HRD/33 dt. 12.07.2004
On closure of Housing Loan account, if the balance in Provident Fund account is sufficient
and free from any lien to cover the maximum amount of Personal Loan that can be availed
by an employee under the scheme, the title deeds of the housing property may be released
to him/her without insisting on liquidation of outstanding balance in Personal Loan account
after ensuring that lien is marked on the Provident Fund for the eligible amount and that all
other documents/letters/formalities etc. are obtained/completed and kept on record as laid
down under the scheme.
26.8.7 Sanctioning Authority
The controller concerned in respect of branches upto SMGS IV incumbency, AGM and
above in respect of other branches. In case of administrative offices, AGM (Office
Administration) or any other officer in SMGS V and above designated for the purpose by
officer in the rank of DGM or above.
26.8.9 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
beyondthe 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 account remains regular at all times. A separate ledger/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.
26.8.10 General Instructions: -
797
(i) The 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 not
exceed 60% of gross salary. In other words, carry home pay of an employee under no
circumstances be less than 40% of gross emoluments. However, only deductions towards
repayment of loans and statutory deductions like P.F., Income Tax should be reckoned for
arriving at 60% limit. Deductions towards savings, such as insurance premium, RD
accounts, savings/welfare fund of society, extra deduction towards Provident Fund etc.
should be excluded for the purpose.
Festival advance is by way of salary advance and therefore instalment towards repayment
thereof should not be reckoned for computing 60% deductions.
The intention of 40% take home salary should be observed during the currency of personal
loan except to the extent that deductions on account of 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.
(CDO:IR:63 dt: 21.11.2003).
(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 an 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 usual manner. For the purpose of review of the scheme a half yearly
return should be submitted to the Controlling Office.
(v) The application of an employee against whom disciplinary action is

pending/initiated/contemplated will be considered by the Competent Authority as under:-
26.8.11 Officers placed under suspension or against whom major penalty proceedings have
been initiated:
Ordinarily, officers under suspension or against whom major penalty proceedings are
initiated, where there is a reasonable chance of dismissal would not be eligible for Personal
Loan. However, competent authority, depending upon the gravity of the case, may
sanction Personal Loans to an officer against whom disciplinary proceedings are pending,
subject to the condition that the officer furnishes collateral security in the form of sureties
from 2 permanent officers/employees of the Bank. The officer/employee who is not
granted the loan on this account and as a result he raises it from some other approved and
verifiable source, may be granted loan on conclusion of the disciplinary proceedings if he
continues in service.
26.8.12 Officers against whom disciplinary proceedings on charges of minor nature have
been initiated and are not placed under suspension:
Personal Loan to such category of officers can be sanctioned treating them on par with
those against whom no disciplinary proceedings are initiated or pending. In other words, in
such cases, no collateral security by way of sureties from 2 permanent officers/employees
of the Bank will be insisted.
(CDO:IR:CIR:65 dt: 03.10.2002).
26.9 LOANS/ADVANCES ON COMMERCIAL RATES
(C.C letter No. CDO/IR/SPL/386 dated 08.01.05/LHO/CirDO/P&HRD/121 dt. 08.01.2005)

(C.C letter No. CDO/IR/SPL/483 dated 14.03.05/LHO/CirDO/P&HRD/167 dt. 23.03.2005)
The employees of our Bank can also be extended Housing Loan, Vehicle Loan, Student
Loan and Personal Loan as made available by the Bank to employees of top rated
public/private sector companies. These facilities are subject to following terms and
conditions:-
798
(i) Lien should be noted on the employee’s Provident Fund balance.
(ii) If the employee’s unencumbered balance in PF does not cover the loan amount, lien
should also be noted on his/her other terminal benefits, viz. Gratuity and Leave
Encashment.
(iii) If aggregate of liens under (i) and (ii) is not adequate to cover the loan amounts,
charge may be extended on the housing property (if a housing loan has already been
availed by the employee) to secure the loan further.
(iv) 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, in line with extant instructions.
(v) Interest application will be on compounding basis with monthly rests as in the case of
public.
(vi) Other terms and conditions of the relevant schemes will be applicable.
The above instructions are applicable on existing loans as well new loans, however a letter
will be exchanged (annexure enclosed) regarding change in rate of interest in respect of
existing loans. The letter, duly accepted by borrower employees will be placed with
respective loan documents and shall become part of the documents.
26.10 LOANS AVAILED FROM CO-OPERATIVE CREDIT SOCIETIES
CC/NBG/P&HRD/IR/155 dt. 25.07.2003/LHO/Cir.DO/PER & HRD/68 dt. 10.09.2003
26.10.1 Officers Service Rule 59(i)
No officer in his individual capacity can borrow money or permit any member of his family
to borrow money or otherwise place himself or a member of his family under a pecuniary
obligation to a broker or a money or lender or a subordinate employee of the Bank or any
person or association of persons, firm company or institution, whether incorporated or not,
having dealings with the Bank.; provided that nothing in this clause apply to borrowing from
the Bank, the Life Insurance Corporation of India, a co-operative society or any financial
institution including a bank subject to such terms and conditions as may be laid down by
the Bank.;
Provided further that an officer may accept a loan, subject to other provisions of these
rules, from a relative or personal friend or operate a credit account with a bonafide
tradesman.
26.10.2 Guidelines for granting permission to raise loan from a co-operative society
In terms of instructions contained in circular no LHO/CirDO/P&HRD/77 dt. 16.8.2002,

officers who have availed of personal loan, shall not avail of any loan, from sources outside
the State Bank of India including loans from co-operative societies and shall 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 a designated authority. For those officers
who have not raised loan under Bank’s Personal Loan Scheme, it will be desirable that
they are counseled to avail of Bank’s personal loan instead of loans from the co-operative
society to avoid indebtness to entities outside the Bank whose terms and conditions are
onerous.
In case, it becomes necessary for an employee to borrow from co-operative society, the
designated authority, while considering such requests, shall follow the following guidelines:
a) The purpose of the loan should be bonafide to meet absolutely urgent or sudden
unforeseen domestic requirements.
b) Examine whether the surety/guarantor has obtained approval from the competent
authority to stand as surety/guarantor for the loan under term s and conditions of his
service in the Bank.
c) The borrower employee must give an undertaking to the society (in case required
under the bye-laws) that he is not a member of any other society.
d) Examine whether the total deductions, including the proposed loan from the co-
operative society are not exceeding 60% of his gross emoluments. The loan
799
proposed to be raised must be liquidated by the employee within his remaining
service. Under no circumstances, the repayment should extend beyond the date of
retirement.
e) The borrower employee and guarantor/surety to the Bank must not assign or give any
authority letter from self or his nominees to adjust the dues of the society from the
Bank’s and member’s contribution to the provident fund, gratuity and leave
encashment etc. payable to him.
f) All such permission accorded to by designated authorities should be put up to next

higher authority for review and control purpose.
g) Each branch/office shall maintain a separate record of such permissions and noting in
this regard shall be made in the service sheet/file of the official.
h) Employees place under suspension are not eligible for Personal Loan. Also,
applications of those who remain on frequent leave without pay/extra ordinary leave
on loss of pay (in the last 3 years) and those who have issued cheques without
maintaining sufficient balance in their account (in the last three years) are not eligible.
Such employees cannot be permitted to borrow from co-operative societies and it
should be made absolutely clear to the society that Bank undertakes no responsibility
for recovery from salary/wages/; subsistence allowances/terminal benefits etc.
i) The certificate/undertaking, where required to be given to society has to be based on

the lines of approved format on Bank’s letter head. The Controllers/salary disbursing
officials should not sign any application/document of the society.
26.10.3 Co-operative Societies Act
As per Section 58 of the Multi State Co-operative Societies Act, 1984, if a member
borrower of a Co-operative Credit Societies executes an agreement in favour of that
society providing that his employer disbursing his salary or wages shall be competent to
deduct every month from the salary or wages payable to him, such amount as may be
specified in the agreement and pay the same to the society in satisfaction of any debt or
other demand owing by the member to the society, the Bank as an employer is duty bound,
as and when requested by the society, by a requesting in writing, to make the deduction in
accordance with the agreement and pay the amounts so deducted to society within 14 days
of the date on which the deduction has been made. This obligation to recover the society’s
dues from the salary or wages payable to the employee is a statutory obligation cast upon
the Bank as an employer in terms of the Act under which the Co-operative Society has
been constituted and is irrespective of whether or not the Branch Manager/Head of Office
of the borrower employee has signed an undertaking in favour of society for recovering
society’s dues or a certificate certifying as to the salary of the employee. It is also not
necessary under the law that there should be an agreement or engagement between the
Bank and the society. If the Bank fails to comply with the requisition of the society to
deduct the amount from the salary or wages payable to the employee, the society is
entitled to recover from the Bank such amount as arrears of land revenue and the amount
so due from such employer shall rank in priority in respect of the liability of such employer
equal to that of the salary or wages in arrears. If a society has been incorporated in
accordance with the provisions of the said Act, the mere fact that the member availed loan
without taking permission from the Bank or the fact that society has been incorporated by
the staff member of the Bank without prior permission of the Bank would not absolve the
Bank from its obligation to comply with the requisition of the society.
26.10.4 Recovery from salary
The obligation to recover under the letter of authority extends to salary and wages, i.e
“wages” as defined in the Payment of Wages Act, 1936. This would also include arrears of
wages and salary but not terminal dues, bonus, TA/LTC, special allowance etc. payable to
the employee. It appears that gratuity has not been specified therein as “wages”. Even
otherwise, it is a settled law that gratuity cannot be assigned. At the most, gratuity can be
forfeited wholly or partially in terms of the provisions of Section 4(6) (a&b) of the Payment
of Gratuity Act, 1972.
a) Provident Fund: Employee cannot enter into an agreement for recovery from
Provident Fund, as the same is not attachable. Even in the case of certain advances
availed from the Bank, the employee authroises the Trustees of the Fund to make the
payment of his P.F to the Bank directly, as P.F cannot be charged/assigned. No lien can,
therefore, be noted for any loan/advances from sources outside the Bank.
800
b) Pension: Pension cannot be assigned as per the Pension Fund Rules. It is also not
“wages” as per the relative statute.
c) Leave encashment: Leave encashment has been included in the definition of

“wages”. It appears that leave encashment is paid not as a terminal benefit to
employees retiring but is encashed from time to time and hence recovery there from
may be possible.
26.10.5 Employee raising loans from a number of thrift & credit co-operative societies
An individual/employee, at any one time, can become a member of only one co-operative
credit society. He has to give a declaration/affidavit in this regard. Thus, if an employee is
a member of many co-operative credit societies, he can be proceeded against by the Bank
or at other level for furnishing a false certificate/declaration/affidavit.
26.10.6 Guidelines to be followed in cases where Legal Notices are received by the Bank for
Non-Liquidation of loans by Officers
A. Serving Employees:
(i) Immediately on receipt of legal notice/notice calling upon the Bank to arrange for
liquidation of an irregular co-operative loan raised an officer, the controllers should request
the said society for the following documents for satisfying itself about the genuineness of
the claim:-
a) application for loan to verify the terms and conditions and to ascertain whether
permission was sought from the Bank or not,
b) commitments by sureties, if any, to verify genuineness and liability terms,
c) undertaking, if any, given by a branch/office where the employee is posted and in that
case to verify genuineness of the undertaking,
d) registration of the society with Registrar Co-operative Societies.
(ii) Ask the employee in writing to liquidate the loan forthwith and also enquire the
reasons of the irregularities mentioned below (whichever is applicable):-
a) Why the co-operative society loan account is kept irregular ?
b) Whether bye-laws of the society permit him to borrow from more than one co-
operative society ?
c) Why should he not be proceeded against for incurring excessive debts (depending on
the total deductions to be effected including recoveries/instalment on account of the
loan for which notice has been received) ?
d) Whether by resorting to outside borrowings without Bank’s permission he has

contravened Rules of Conduct/Service Rules and is rendered liable for action.
(iii) Ask the guarantor/surety, if he is a Bank’s employee, in writing (where applicable), the
reasons for providing undertaking he should be advised to arrange for recovery of the
dues failing which legal expenses will be recovered from him for giving the
undertaking unauthroisedly and involving the Bank in litigation.
(v) Irrespective of whether branch/office has furnished an undertaking or not, on

receipt of notice from society and so long as the society does not intimate that
whole of such debt or other demand has been paid, start making the deduction
in accordance with agreement executed by the member in favour of society and
pay the amount so deducted to the society within 14 days of the date on which
the deductions have been made, as if it were a part of the salary or wages
payable on the day as required under the Payment of Wages Act, 1936.
(vi) In this regard, although the total deduction from the wages of any employed person
should not exceed 75% where such deductions are wholly or partially made for
payment of the co-operative societies under clause (j) of Sub-section (2) of Section 7
of the Payment of wages Act, we may, for the purpose of recovery of instalment
towards loan from co-operative societies, restrict total deductions to 60% of the gross
emoluments drawn by the employee.
801
(vii) In case where recovery is not possible due to suspension of an employee, absconding
from service or remaining on long leave etc., the Co-operative society should be
advised of the position stating that subsistence allowance is not ‘wages” or no salary
is being paid due to long absence etc. of the employee and, therefore, no deductions
can be made.
(viii) Where suits for recovery have been filed, the Bank defence should be put up
effectively stating in full the reasons for which recovery could not be made. LHOs
must maintain a list of such cases filed against the Bank and follow-up effectively to
avoid any decision affecting the Bank’s interest.
(b) Retired Employees
In case of employees who have already retired, under VRS or otherwise or has left
the Bank’s service for any reason, no liability can be attached to the Bank to recover
the loan from the terminal benefits of the employee. The society should be advised
that the borrower employee is no longer in service of the Bank and hence no wages
are being paid to him to enable the Bank to make recovery. Further, the ex-gratia if
any paid (in case VRS retirees) and leave encashment are wages as defined under
Section 2 (vi) (d) & (c) of the Payment of Wages Act. Therefore, it the society has
made a claim before payment of ex-gratia, this may be utilized for paying the claim
from the Society.
802
Annexure 26.1 Control Return for staff advances
STAFF ADVANCES SANCTIONED UNDER DISCRETIONARY POWERS
Date Name
Name Total Salary Form Limit Purpose Margin/ security
of
of the service particulars of granted of the
the
officer/ Basic salary advances advance
Deptt.
Employee & total
with emoluments
Designation (Rs.) (Rs.)
———————————————————————————————————————————
Particulars of other advances Repayment schedule for Initials of the Initials of the
Granted and monthly deductions the present advances sanctioning reviewing
authority authority
Amount Monthly deductions
(Rs.) (Rs.)
Annexure 26.2 Format for noting / canceling lien in case of staff advances
803
TO BE SUBMITTED TO PPG DEPARTMENT, ___________LHO IN TRIPLICATE
To: From:
The Asst.General Manager, The Branch Manager,
State Bank of India, State Bank of India,
PPG Department, __________________
_________ LHO.
No. Date : No. Date :
NOTING OF LIEN CANCELLATION OF LIEN
Shri/Smt./Kum. Shri/Smt./Kum.
(Name in full) (Name in full)
P.F. Index No. P.F. Index No.
Kindly note lien of Rs................. Kindly cancel the lien of Rs.............

on the P.F. a/c of abovenamed employee (Rupees ..............) noted on the P.F.
on account of undernoted advance(s), etc. a/c of the abovenamed employee on
account of undernoted advance(s), fully liquidated by him / her
DETAILS AMOUNT OF LIEN DETAILS AMOUNT OF LIEN

OF LOAN TO BE NOTED OF LOAN TO BE CANCELLED
1. Housing Loan Rs. 1. Housing Loan Rs.

2. Vehicle Loan Rs. 2. Vehicle Loan Rs.
3. Cashier’s Security Rs. 3. Cashier’s Security Rs.
The lien was noted vide your letter

No..................... dated ..........
Yours faithfully, Yours faithfully,

Branch Manager. Branch Manager.
No.PPG/LN/ Date: No.PPG/LN/ Date:
Lien of Rs...................... Lien of Rs......................

(Rupees............................) (Rupees............................)
noted on P.F. A/c of Shri/ Smt. / cancelled on P.F. A/c of Shri/ Smt. /
Kum. ................................... Kum. ...................................
P.F. Index No.................as stated P.F. Index No.................as stated
above. above.
ASST.GENERAL MANAGER ASST.GENERAL MANAGER

PPG DEPARTMENT PPG DEPARTMENT
STATE BANK OF INDIA STATE BANK OF INDIA
__________LHO. __________LHO.
Note:-
Please note to attach this letter along with the relative documents.
804
Annexure 26.3 Format for application for festival advance
To,
The _____________
State Bank of India
_________________
APPLICATION FOR FESTIVAL ADVANCE
Name of Employee :
Employee No., if any :
Designation :
Department / Section :
Branch / Office :
Emoluments :
Basic Pay :
D.A. :
Spl. Allowance, if any :

__________
Total : __________
Dear Sir,
I shall be glad if you will kindly sanction me, in terms of the extant instructions, a festival advance
of Rs. _______________ (Rupees _______________________) 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 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
outstandings of any festival advance taken by me earlier.
5. I confirm that the assets and liabilities statement for the year ________ has already been
submitted by me on _____________.
Yours faithfully,
(SIGNATURE)
FOR OFFICE USE
———————
SANCTIONED RS. ________________ (Rupees ________________________________)
Place :
Date :
(Sanctioning Authority)
805
Annexure 26.4 Format of Application for Consumer Loan
APPLICATION FOR CONSUMER LOAN
Date :.............
The Branch/Chief Manager/

Asst.General Manager
____________________
____________________
Dear Sir,
I shall be glad if you will please sanction me a Consumer Loan of Rs............
(Rs.__________________________________________________________ only) in accordance

with the existing provisions. My particulars are as under :
1. Date of appointment : ...............

2. Length of confirmed service : ...............
3. Basic Pay : Rs.............
4. Special Allowance (if any) : Rs.............
5. Total amount eligible for Loan : Rs.............
5A. Whether the amount is proposed to be
utilised in one or two instalments : ...............
6. Short description of articles/goods
intended for purchase : ...............
7. a) Cost of Article(s) : Rs.............
b) 80%, 90%, 95% of Cost : Rs.............
c) Amount eligible for Loan : Rs.............
8. Name and Address of the Supplier : ...............
9. Details of Proforma Invoice enclosed : ...............
10. Salary Particulars : ..............
Gross Salary : Rs............
Net deductions other than Housing loan
and Festival Advance (if any) : Rs.............
Net Salary : Rs.............
(Latest salary certificate/slip to be attached)
11. Detailed address of the place where
the items mentioned in No. 6 above
would be available for inspection : ...............
12. Provident Fund A/c Index No. : ................
* I have not availed of the loan
OR
* I had availed of the loan in .........(month/year) and the recovery of my last installment with
interest was made in ................ (month/year).
* Delete whichever is not applicable.
[(@)] I would like to avail of the advance at our............ Branch. I hereby authorise the Bank
to recover the amount of advance in 63 monthly instalments of principal first and 21
instalments of interest thereafter, at the rate applicable, from the salary and allowances
payable to me. I undertake to abide by the rules and regulations governing the sanction of
the advance.
806
OR
[(@@)] I hereby authorise the Bank to recover the amount of advance in 60 instalments
with interest at the rate applicable from the salary and allowance payable to me. I
undertake to abide by the regulation governing the sanction of advance.
FOR SUPERVISING STAFF ONLY
I have submitted statement of assets and liabilities for the year ____________.
Yours faithfully,
Signature
Full Name : .................
Designation : ............….
Division / Department............
————————————————-————————--------------——————————
@ Declaration under the Old Scheme ]
@@ Declaration under the New Scheme ] Delete whichever is not applicable.
* Delete the portion in bracket if overdraft is granted.
(FOR OFFICE USE ONLY)
Basic Pay : Rs............
Special Allowances : Rs............
TOTAL : Rs.............
Cost of article(s) : Rs.............
80%, 90%, 95% of the cost : Rs.............
Amount sanctioned : Rs.............
Recovery commences from .............. (Month/Year)
Branch Manager/OfficeManager
807
Annexure 26.5 Hypothecation agreement for Consumer Loan
STATE BANK OF INDIA
Date :..............
FOR STAFF CONSUMER LOAN
(To be stamped as an agreement in accordance with the Stamp Act in force in the State in which this document is
executed [Not to be attested])
AGREEMENT FOR DEMAND LOAN
(SECURED BY HYPOTHECATION OF GOODS)
THE STATE BANK OF INDIA (hereinafter called ‘the Bank’) having at the request of ..................................(hereinafter
called ‘the Borrower’) agreed to grant demand loan or overdraft to the Borrower to the extent of Rs.........………
(Rupees.........………………………………………...) (hereinafter referred to as “the Loan”) for buying..........................
(hereinafter called “the goods”) on the terms and conditions contained herein and in accordance with the consumer loan
scheme for the employees of the Bank and * (to be secured by the Borrower’s Demand Promissory Note in favour of the
Bank) and to be further secured as herein provided, it is agreed as follows:
1. That the borrower shall utilize the loan for the purpose for which it was granted and within the time stipulated.
2. That the Borrower hereby hypothecates the goods purchased or to be purchased by him with the assistance of
the Loan as per his proposal and more particularly described hereunder, wherever the same may be situated
(including any such goods in course of transit or delivery) to the Bank and its assigns by way of first charge as
security for the payment by the Borrower to the Bank on demand of all moneys at any time payable by the
Borrower to the Bank in respect of the said loan and also as security for the payment and discharge of all
indebtedness or liability of the borrower to the Bank with all interest, charges and expenses payable to or incurred
by the Bank in relation thereto.
3. That simple / compound interest at the rate of......... percent per annum shall be payable by the Borrower to the
Bank in accordance with the practice of the Bank or at such other rate or rest as may be advised by the Bank to
the Borrower.
4. That the Borrower shall keep the said goods in good condition and, if so required by the Bank, fully insured
against loss or damage and shall be used at .......................... and will not be removed or disposed of without the
permission of the Bank.
5. Notwithstanding the fact that the said loan is repayable on demand, it will be repaid by the Borrower in such
monthly instalments as may be agreed upon, for which the borrower has authorised the Bank to deduct from his
salary. Provided, however, that in case of default in payment or disposal of the hypothecated goods, the Bank
may recover the entire outstanding balance immediately.
____________________________________________________________________* Delete the portion in

bracket if overdraft is granted.
6. That the Bank, its agents and nominees shall be entitled at all times, without notice to the Borrower but at the
Borrower’s risk and expense, to enter any place where the goods may be kept and inspect, value, insure,
superintend disposal and/or take particulars of all or any part of the said goods and on any default of the
Borrower in payment of any money secured or the occurrence of any circumstances, in the opinion of the Bank
endangering this security, to take possession of and/or sell by public auction or private contract, dispatch for
realisation or otherwise dispose of or deal with all or any part of the said goods, to enforce, realise, settle,
compromise and deal with any rights or claims relating thereto without being bound to exercise any of these
808
powers or being liable for any loss in exercise thereof and without prejudice to the Bank’s rights and remedies of
suit or otherwise and notwithstanding there may be any pending suit or other proceedings the Borrower
undertaking to give immediate possession to the Bank on demand of the said goods and agreeing to accept the
Bank’s accounts of sale and realisation as sufficient proof of amounts realised and relative expense and to pay
any shortfall or deficiency thereby shown provided that the Bank shall be entitled at all times to apply any other
money or moneys in its hands standing to the credit of or belonging to the Borrower in or towards payment of
any amount for the time being payable to the Bank on the said Loan account or otherwise as aforesaid and to
recover at any time from Borrower by suit or otherwise the balance remaining payable to the Bank on the said
Loan account notwithstanding that all or any of the securities may not have been realised provided also that
subject to these powers of the Bank to sell the said goods on the condition that he shall deposit with the Bank
entire proceeds thereof before delivering the goods to the purchaser.
7. That all the said goods and all sale realisations and insurance proceeds thereof and all documents under this
security shall always be kept distinguishable and held as the Bank’s exclusive property specifically appropriated
to this security to be dealt with only under the directions of the Bank and the Borrower shall not create any
mortgage, charge, lien or encumbrance upon or over the same or any part thereof or do or allow any thing to be
done that may prejudice this security.
8. That the Borrower will submit to the Bank necessary information and will also execute all documents and do all
acts and things which the Bank may require, to secure the Bank’s interest.
9. That this Agreement shall operate as a continuing security for all moneys, indebtedness and liabilities of the
borrower to the Bank which may be outstanding at any time or from time to time.
10. The said loan shall be further subject to the conditions contained in the scheme prevailing now or from time to
time for the consumer loans to employees of the Bank.
11. It is hereby agreed between the parties that if the borrower commits breach of any of the terms and conditions set
out hereinabove, he will be deemed to have committed an act prejudicial to the interests of the Bank and as such
a gross misconduct and the Bank shall be entitled to initiate disciplinary action against him under the Service
Rules.
( Particulars of the goods hypothecated )
Date :.......... (BORROWER)
Annexure 26.6 Application for loan for purchase of car / motor cycle/ scooter
1. Name and designation of employee :
2. Date of permanent appointment :
3. Date of confirmation :
4. Full particulars of vehicle proposed to be purchased.
a) Make
b) Model
c) Price of the vehicle proposed to be purchased Rs......
809
5. Amount of loan applied for: Rs. ............... (For cars : 80% of 4(c) above with a maximum of Rs.3,50,000) (For
scooters/motor cycles : 90% of 4(c) above with a maximum Rs.60,000/- for Award Staff and no upper limit in
case of Supervising Staff.)(For mopeds: 90% of 4(c) above with a maximum of Rs. 14,000 in case of
Subordinate Staff.)
6. *a) Distance from the applicant’s residence to the Bank’s premises .
*b) Nature of other modes of conveyance available and the approximate hire charges for one passenger and
time taken to reach office.
(*Applicable in case of clerical staff only)
7. Existing borrowings from the Bank and outside sources :

____________________________________________________________________
Source Purpose Amount Repayment Programme Present
(instalment Outstanding
& interest to be shown )
___________________________________________________________________________
____________________________________________________________________
8. a) Basic Salary Rs...........
D.A. Rs...........
Other Allowances Rs...........
Gross emoluments Rs............
b) Percentage of total deductions on account of repayment of loans mentioned in

item 7 above (including the loan applied for) to the gross emoluments :
9. Particulars of loan availed of in the past for the purchase of car/motorcycle/ scooter/ moped/bicycle.
a) Date of sanction
b) Amount sanctioned
c) Purpose
d) Present outstandings
e) If liquidated in full, the date of closing the account
f) Particulars of vehicle:
________________________________________________________________________ Make of
Date of Approx. Date of If already sold,
vehicle purchase market value sale amount of proceeds

______________________________________________________________________
810
______________________________________________________________________
g) Whether the previous loan was obtained under provisions of Circular No.21 of 1987 (in such a case, the
facility is available only 10 years after the date of disbursement of the previous loan). **
Certified that :
a) I have satisfied myself thoroughly regarding the condition of the vehicle proposed to be purchased by me. It is
in good running condition (applicable in case of purchase of old vehicle).
b) The particulars as stated above are correct to the best of my knowledge and belief.
(Signature of employee)
DEPARTMENTAL HEAD’S RECOMMENDATION
(Signature of the departmental head)
——————————————————————————————————————
** An officer who is permitted to avail of a fresh conveyance loan for purchase of a new car allotted in his/her
name less than four years after availing an earlier loan for the purpose, shall be eligible for a subsequent loan
for purchase of a car only 10 years after availment of such loan. It is, therefore, necessary to incorporate in the
application whether the previous loan was availed under the provisions of the aforementioned circular.
Annexure 26.7 Form ‘A’
(To be stamped as an agreement )
AN AGREEMENT made this ...................... day of .......... Two thousand and ....................
between ...................... of State Bank of India (hereinafter called “the Borrower” which expression shall include
his legal representatives and assignees) of the one part and the State Bank of India (hereinafter called “the
Bank”) of the other part.
WHEREAS the borrower has applied to the Bank for a loan of Rs................... for the purchase of........................
and the Bank has agreed to lend the said amount to the borrower on the terms and conditions hereinafter
contained.
NOW IT IS HEREBY AGREED between the parties hereto that in consideration of the sum of Rs........... paid by
the Bank to the borrower (the receipt of which the borrower hereby acknowledges), the borrower hereby agrees
with the Bank as follows :-
1. That the borrower will pay to the Bank the said sum of Rs............. by instalments of Rs............... each on the last
day of every month together with interest on the said sum of Rs.............. or such part thereof as shall for the time
being remain due and owing to the Bank at the rate of .........% per annum by monthly deductions from his salary
and the Borrower hereby authorises the Bank to make such deductions.
2. That within one month from the date of these presents, the Borrower shall expend the full amount of the said
loan in the purchase of *................ and if the actual price paid for the said *.......... be less than the amount of the
said loan then the borrower shall repay to the Bank forthwith the difference between the amount of the said loan
and the actual price paid for the said *...................
811
3. That immediately upon the purchase of the said *......... the Borrower shall execute a document (in the form
submitted by the Bank) hypothecating the said *................ as security for the amount lent to Borrower with
interest as aforesaid.
4. That if the * ............. is not purchased and hypothe-cated as aforesaid within one month from the date of these
presents or if the borrower within that period becomes insolvent or quits the service of the Bank or dies, then in
every such case the whole amount of the loan and interest as aforesaid shall immediately become due and
payable.
IN WITNESS whereof the Borrower has hereunto set his hand the day and year first above written.
For and on behalf of

State Bank of India
Branch Manager/Chief Manager
Date : ______________
Place : ______________ (Signature of employee)
Annexure 26.8 Agreement for waiver of comprehensive insurance in case of purchase of car
ANNEXURE ‘A’
—————————-
————————— (TO BE STAMPED AS AN AGREEMENT)
Dear Sirs,
CONVEYANCE LOAN FOR PURCHASE OF A CAR — WAIVER OF COMPREHENSIVE INSURANCE

————————————————————-
You have at my request, granted to me a conveyance loan of Rs...... (the loan) for purchase of a car on the terms and
condi-tions contained in the loan agreement dated........... executed by me in your favour. One of the conditions of the
loan agreement is that I should get the car comprehensively insured with the Bank’s interest clause therein within one
month from the date of drawal of the loan. As I found difficulty in comprehensively insuring the car, I requested you to
waive the above condition in the loan agreement.
2. In consideration of your waiving the condition regarding comprehensive insurance and permitting me to insure the
car against third party risks alone, I.............. do hereby irrevocably and unconditionally undertake to you, your
successor and assigns that :
a) I shall get the car comprehensively insured with an insurance company approved by you as and when you
require me to do so.
b) In the event of the car being lost or could not be traced out or its value is diminished due to theft, accident, riot,
fire or any other reasons whatsoever, I shall on demand forthwith repay the loan or the balance of the loan
outstanding on the date together with interest at the agreed rate.
812
c) I am forwarding herewith an authority letter in your favour to claim provident fund accumulation standing to my
credit from the Trustees of Provident Fund.
3. The loan agreement dated............. for the loan is modified to the extent of comprehensive insurance of the car
mentioned therein and in all other respects the loan agreement shall continue in force.
4. This undertaking shall be binding on my legal representatives, executors, administrators and assigns.
Place :
Date :
Yours faithfully,
Annexure 26.9
FORM ‘B’
(TO BE STAMPED AS AN AGREEMENT)
THE STATE BANK OF INDIA,

________________________
WHEREAS the undersigned ................... of State Bank of India (hereinafter called “the Borrower”) applied for and
ob-tained from the State Bank of India (hereinafter referred to as “the Bank”) a loan of Rs............... to purchase a ..........
on the terms and conditions set forth in the Agreement dated the .............. day of ........... and made between the
Borrower of the one part and the Bank of the other part.
AND WHEREAS by the said Agreement dated the ......... day of .......... it was inter-alia agreed that immediately upon
the purchase of the above vehicle the Borrower shall execute a document (in the form submitted by the Bank)
hypothecating the above vehicle as security for the amount lent to the Borrower with interest as therein mentioned.
AND WHEREAS the borrower has purchased with or partly with the amount of the said loan a ........ particulars whereof
are set out in the schedule hereunder written.
AND WHEREAS the Bank has called upon the Borrower to hyphothecate the above vehicle in the manner hereinafter
appearing.
NOW THEREFORE the Borrower hereby hypothecates by way of specific charge all that the above vehicle particulars
whereof are set forth in the schedule hereto including all fixed, unfixed and movable apparatus, fittings, fixtures,
appurtenance, tools and spare parts belonging thereto (hereinafter collectively referred to as “the said vehicle”) and IT
IS HEREBY AGREED AND DECLARED AS FOLLOWS :
1. That the Borrower will repay to the Bank the said sum of Rs..................... in 70/130* equal monthly instalments of
Rs.......each, on the salary day of each month commencing from the month following the month in which the loan
amount is disbursed and also simple interest at the rate of .......% per annum calculated on the aforesaid principal
sum or the reduced balance thereof as the case may be that would remain due for the afore-said period in equal
monthly instalments spread over for a period of 14/70* months, commencing from the expiry of the aforesaid
period of 70/130* months, the first such instalment to be paid on the month following the month in which the
principal amount of loan has been paid in full or payable as aforesaid. The Borrower hereby authorises the Bank
to make such monthly deductions aforesaid from his/her salary.
813
2. The Borrower shall keep the vehicle insured against third party risks as defined under the Motor Vehicles Act,
1988. Further, the Borrower shall as and when required by the Bank, insure the said vehicle against loss or
damage by fire, theft or accident with an Insurance Company to be approved by the Bank to the extent of their full
market value and shall produce to the Bank from time to time relevant policy or policies for its inspection and also
proper evidence to the satisfaction of the Bank that the Insurance Company concerned has noticed that the Bank
is interested in such Policy or Policies.
————————————————————————————————————————-
3. In the event of the said vehicle being lost or could not be found out or its value is diminished due to theft,
accident, riot, fire or any other reason whatsoever the Borrower shall on demand forthwith repay to the Bank the
loan or the balance of the loan outstanding on the date together with interest at the agreed rate.
4. The Borrower shall give a letter of authority in favour of the Bank to claim provident fund accumulation standing
to his credit from the Trustees of Provident Fund.
5. The Borrower shall keep the said vehicle in good working order, repair and condition (fair and reasonable wear
and tear expected) and shall be bound to and shall replace by suitable articles of similar kinds and equal value
all such parts thereof as shall become broken, lost or worn out and shall non-alter, take down or remove any part
or parts of the said vehicle without the consent of the Bank in writing. In the event of the Borrower replacing any
machine, engine part, fixture and fittings of the said vehicle constituting the security hereby created or any parts
thereof during the currency of this security with new or other machine, engine parts, fixture and fittings or part
thereof such new or other machine, engine parts, fitting or parts thereof (which shall be deemed to be included in
the expression the vehicle used in these presents) shall forthwith on its or their being brought into or upon the
said vehicle become hypothecated and charged by way of specific charge in favour of the Bank to secure
repayment to the Bank of the monies hereby intended to be secured.
6. The Borrower shall permit all persons deputed by the Bank at all reasonable times to have access to the said
vehicle and / or the garage or place where the said vehicle may be parked for the purpose of viewing and
examining the state and condition of the said vehicle.
7. If any of the said instalments of principal and interest shall not be paid or recovered in manner aforesaid within
ten days from the due dates of payment thereof or if the borrower shall commit any breach of any of the terms
and conditions herein contained or if the Borrower shall during the continuance of the security hereby created
cease to be in the employment of either by reason of death or otherwise or if the borrower shall sell or pledge or
part with the property in / or possession of the said vehicle or if the borrower shall be adjudicated insolvent or
shall make any composition or agreement with his creditors or if any proceedings in execution of any decree or
judgment shall be taken against the Borrower then in any of such case the whole of the amount then remaining
due and owing to the Bank with interest as aforesaid shall forthwith become payable AND on happening of any of
such events as aforesaid or if any circumstances shall occur which in the judgement of the Chief General
Manager for the time being of the Local Head Office of the Bank is prejudicial to or is likely to prejudice or imperil
the security hereby created it shall be lawful for the Bank (without prejudice to the Bank’s rights and remedies by
suit or otherwise) at the risk and expense of the Borrower to take possession of the said vehicle and either
remain in possession thereof without removing the same or else remove / appoint Receivers of and/or sell the
same either by public auction or by private contract as the Bank may think fit and the Bank shall be entitled to
retain out of the net sale proceeds of such sale the amount then remaining due to the Bank for principal and
interest as aforesaid and all costs, charges, expenses and payments properly incurred or made in maintaining,
defending or realising the Bank’s rights hereunder and the Bank shall pay over the surplus if any to the Borrower,
his executors or administrators.
8. The Borrower hereby declares that there are no encumbrances at the present subsisting on the said vehicle or
any part thereof and that the same is at present the absolute property of the Borrower and the Borrower hereby
undertakes that he will not so long as any money shall remain due or outstanding on the security of these
presents create or permit to be created any mortgage, charge, pledge or encumbrance on the said vehicle
without the previous written consent of the Bank.
814
THE SCHEDULE ABOVE REFERRED TO
Descri- Maker’s No.of Engine Chassis Cost price
ptions Name cylinders No. No. Rs.
of
Vehicle
——————————————————————————————————————————-
IN WITNESS WHEREOF THE BORROWER has hereunto set his hand this ............ day of ............ two thousand
and..................
Place :
Date :
(Signature of the employee)
Annexure 26.10 Letter of authority addressed to Trustees of Provident Fund to be obtained from the employee
ANNEXURE ‘C’
(To be executed by the employee)
Place:....................
815
Date :....................
To
The Trustees
State /Imperial* Bank of India Provident Fund / Gratuity Fund
Dear Sir,
I hereby irrevocably authorise you to hand over to State Bank of India the cheque/draft for entire amount which is
payable to me under the *Imperial/State Bank of India Employees Provident Fund Rules/Gratuity Fund Rules (in force
for the time being) immediately after the same has become payable. Such payment shall be a valid discharge to you for
the amount so paid and the same shall be binding on me and my heirs, executors and administrators and estate.
If any further application, letter or a receipt is required from me to authorise or enable you to hand over such cheque /
draft and effect payment as aforesaid, I shall sign the same after being informed thereof by you or by the Bank. In the
event of my failure, neglect, omission, inability or refusal to do so for any reason or cause whatsoever, I hereby
irrevocably authorise State Bank of India acting through any of its officers, to sign any such application or letter receipt
or discharge or any other letter or writing required by the Trustees and the same shall be valid and binding on me and
shall be a valid authorisation receipt and discharge to the Trustees in the same manner as if I had myself signed the
same.
Yours faithfully,
(Employee)
Copy to :
STATE BANK OF INDIA,

_____________ BRANCH.
(*) Delete whichever is not applicable
Annexure 26.11 Application form for housing loan
APPLICATION FORM FOR HOUSING LOAN
ADDRESS : _________________________
_________________________
DATE : _________________________
To
The Chief/Branch Manager,
816
___________________
Dear Sir,
INDIVIDUAL HOUSING LOAN SCHEME FOR STAFF
I hereby apply for a term loan of Rs. *______________ (Rupees ______________________________

only) in terms of the captioned Housing Loan Scheme for purchase of land for construction / renovation / extension of
house / apartment / flat / tenement in my own name for the bonafide use of myself and my family members, details of
which are furnished in the attached statement.
I undertake to abide strictly by all the terms and conditions stipulated by the Bank and any modifications thereto made
hereafter from time to time. All other rules and regulations of the Bank applicable to the aforesaid Scheme will be
observed by me and the instructions issued by the Bank from time to time will be adhered to by me. I am fully aware
that any breach of the terms and conditions stipulated by the Bank or any misutilisation of the amount of the loan will
constitute a gross misconduct and shall render myself liable for disciplinary action as per service rules governing
my service with the Bank. I also declare that I am in a position to pay my share of an estimated amount
Rs._______________ (Rupees ________________________ only) towards the cost of construction/ acquisition/
purchase/ extension/ renovation of a flat/apartment/house/bungalow.
I also certify that the particulars given in the attached statement are correct and nothing has been concealed by me,
which would prejudice or affect my right to apply for loan from the Bank under the above referred Scheme.
Yours faithfully, SIGNATURE :
NAME :
BRANCH :
------------------—————————————————————————————————————
* This amount should be equal to the figure shown against paragraph 18 in the statement.
Annexure 26.12
STATEMENT GIVING/SUBMITTING ALL THE INFORMATION/PAPERS/DOCUMENTS FOR AVAILMENT OF THE

LOAN
1. Full name of the employee:
2. Date of birth:
3. Age as on the date of application:
4. Date of joining the Bank:
5. Date of confirmation:
6. Designation:
7. Department/Branch:
817
8. Total service as on the date of *(i) husband
application (including probationary (ii) wife
period but excluding temporary service)
9. Total span of service *(i) husband

(in case of contract): (ii) wife
10. (a) Present basic pay *(i) husband

(ii) wife
(b) Special Allowance ** *(i) husband

(ii) wife
11. Provident Fund Index No.: of husband/wife
12. Maximum loan amount admissible: $
13. Amount of loan applied for:
14. Whether the employee in the past joined

any of the Bank’s Housing Society and
subsequently resigned
15. Details in respect of the plot of land/

house/flat/apartment bought/
constructed/renovated/extended
proposed to be bought/constructed/
renovated/extended:
(a) In the case of a Private Housing

Society, where the construction
is completed/ to be completed:
(i) Full name of the Society :
(ii) Registration No.:
(iii) Situated at:
——————————————————————————————————————
* Information to be furnished where husband and wife both are employees of the Bank
** Applicable in the case of workmen staff.
$ Rs.5 lacs in case of officers, Rs.3 lacs in case of clerks and Rs.2 lacs
in case of subordinate staff
(iv) Whether the employees’ membership in the Society is approved, if so, a true copy of such allotment
letter as per specimen marked “A” should be attached (Annexure 5.13)
(v) Where the construction of the Society is completed, the Government approved Valuer’s report should be
submitted as per specimen marked “B” (Annexure 5.14)
(vi) (i) Plinth area:
(ii) Carpet area:
(b) Where an independent house/structure is purchased /is to be purchased.
818
(i) Name(s) of the Vendor(s) and relationship with the employee, if any.
(ii) Name of the building/house:
(iii) Where situated:
(iv) Landlord(s)/Vendor(s)’ letter as per specimen marked “A” (Annexure 5.13) offering a plot of
land/house/building etc.
(v) (i) Plinth Area:
(ii) Carpet Area:
(c) Where renovation of a building/house/apartment owned by the employee:
(i) Name of the building/house/apartment:
(ii) Where situated:
(iii) Government approved Valuer’s report should be submitted as per specimen marked “B” (Annexure 5.14)
(iv) (i) Plinth Area:
(ii) Carpet Area:
(iii) A certified true copy of the municipal approval for such renovation/extension:
(d) Where purchase of plot of land and construction thereon is contemplated:
(i) Full name (s) of the vendor(s)
(ii) A letter from the vendor (s) addressed to the employee, giving the area of land offering it for sale and
mentioning the sale price:
(iii) Survey and other numbers, boundaries etc.
(iv) Area of the plot:

(in sq.yards/meters)
(v) Price per sq.metre:
(vi) Total cost of plot: Rs._____________(Certificate should be attached marked “C” from the Architect that
the purchase price is fair and reasonable and compares favourably with the rates prevailing in the
neighbourhood)
(vii) Any earnest money paid? If so, how much and when does the Agreement to sell expire ? (If an agreement
to sell has been entered into, please attach a copy certified by the local Advocate of the Branch wherefrom
the employee will avail of the loan, marked “D”).
(viii) If the plot has been purchased, please also forward to us a copy of the Deed of Conveyance certified by the
Local Advocate marked “E”.
(ix) Is the land converted in non-agricultural land? If so, please attach a copy of the relative order duly certified,
marked “F”.
819
(x) Is the N.O.C. obtained by the vendor (s) under the provisions of the Urban Land (Ceiling and Regulation)
Act, 1976 ? If so, please attach a copy thereof duly certified marked “G”.
(xi) Whether the plot is fully developed? If not, the estimated expenditure ; who will bear the cost ? - Vendor(s) or
the employee
(xii) Total plinth area of House/Bungalow:
(xiii) Total carpet area of House/Bungalow:
(xiv) Blue prints of the plot of land and House/Bungalow prepared by the Architects as submitted to the
Municipality should be enclosed.(If the plans have been approved by the municipality a copy of the relative
sanction certified as a true copy by the employee’s Architects, marked “H” should be attached)
(xv) Details of the amenities provided/proposed to be provided in the House/Bungalow:
16. Estimated cost of House/Bungalow/Flat/Apartment/Renovation/Extension where
(a) Flat is in a society, the construction of which is under progress:
(b) Renovation/extension of building/house/apartment/flat owned by the employee:
(c) Purchase of plot of land and construction thereon: (This should be supported by a
certificate marked “I” from the employee’s architect that the estimate is in order).
17. Whether the society’s/landlord’s/vendor’s title to the property/land/flat/apartment is clear and marketable, free
from encumbrances and doubts. (A certificate to this effect from the Local Advocate of the Branch
wherefrom the employee will obtain the loan should be attached marked “J”).
18. Amount of the loan for which the employee is eligible i.e. cost of construction inclusive of the cost of land
subject to the ceiling prescribed.
19. The amount the employee will have to pay from his own resources after taking into consideration the Bank’s
loan for which he is eligible.
20. An irrevocable letter of authority in duplicate as per specimen marked “K” (Annexure 5.5) should be attached.
21. Municipal taxes/levies etc. approx. per Rs._________ month in respect of the house/building/flat/apartment :
22. Betterment charges Rs.____________where :
(a) plot of land acquired/to be acquired and construction thereon
(b) flat in the Society/apartments to be purchased/acquired construction of which is in

progress (A certificate should be attached, marked “L”, from the employee’s legal
adviser whether the Land falls in a Town Planning Scheme and any betterment
charges are payable thereon).
23. Proper approach road and water available where:
(a) Plot of land acquired/to be acquired and construction thereon:
(b) flat in the Society/Apartment to be purchased/acquired construction of which is

under progress.(A certificate should be attached, marked “M”, from the
820
employee’s/builder’s Architect stating that there is a proper authorised approach
road to the site/ house/building and water is available for drinking and
construction purpose).
24. Schedule of disbursement where the construction is under progress and the loan will be disbursed in
instalments:(A statement should be attached, marked ”N”, from the employee’s/Society’s/Builder’s Architects
detailing the stages of works required to be completed and showing there against the instalments of the loan
to be released thereafter).
25. Any other information :
26. I hereby declare that :
(i) I am/was not a member of any other Co-operative Housing Society financed by
the bank nor have I availed, in the past, of a loan under the captioned Scheme.
(ii) I do not own any residential accommodation in the name of myself/my

spouse/my dependent children.
(iii) I have read the Circular No. .........dated ..... on the Housing Scheme for granting
individual loans to the staff and agree to abide by the same.
(iv) My wife/husband is not an employee of the Bank. *
(v) * My wife/husband who is an employee of the Bank has not applied for and/or
obtained a housing loan under the Bank’s Co-operative Housing Scheme and/or
under the Individual Housing Scheme.
(vi) * ............... is (here mention the name of the place) the place where I intend
to settle after my retirement.
(vii) * The total cost of the house or flat proposed to be constructed/acquired

(including the cost of land) will not exceed Rs.___________
(viii) * The site/house/flat to be constructed/acquired/enlarged with the help of the loan

availed of from the Bank will not be as a source of income or profit except to such
extent and for such period as the Bank may permit and that my other resources
together with the amount of the loan applied for as detailed below, will be sufficient
to complete the “construction/acquisition of the proposed
site/house/flat/enlargement of the present accommodation”.
(a) Amount of housing loan as per this application Rs._________
(b) * Amount of withdrawal from provident fund balance

or demand loan against Bank’s Contribution to my
provident fund account applied for/ sanctioned. Rs._________
(c) * Amount of loan availed of/to be availed of from

the Co-operative Credit Society Rs._________
(d) * Personal Savings Rs._________
(e) * Other resources (give details and how they were

acquired) Rs._________
821
——————
TOTAL Rs._________
Total estimated cost of acquiring/constructing/

enlarging the house/site/flat. Rs._________
DATE : _____________
SIGNATURE : __________________
NAME : __________________
DESIGNATION : __________________
BRANCH : __________________
Annexure 26.13 Letter from Society / Builder regarding title deeds, borrowing, etc.
MARKED “A”
(To be typed on the Letter Head of Society/Builder)
We, M/s.............................................................................. (Builder/Society) hereby certify that :
(1) Flat No................................. in .................................... (Name of the Building, if any)situated

at ............................ bearing Survey No..................... of (Say Ward) has been allotted to
Shri/Smt./Kum ......................................
(2) That the total cost of the flat is Rs........................ (Rupees .................................... only).
(3) That title to the said land and the building thereon is clear marketable and free from all encumbrances and
doubts.
(4) We confirm that we have no objection whatsoever to Shri/Smt./Kum ....................... mortgaging the flat to
State Bank of India on full and final settlement of the consideration.
(5) We further confirm that the Co-operative Housing Society will be formed in due course.
(6) We have not borrowed from any financial Institution for purchase of land or construction of building and
have not created and will not created any encumbrances on the flat/house allotted to him/her during
currency of the loan sanctioned/to be sanctioned by the Bank to him/her.
(7) We are agreeable to accept State Bank of India as a nominee for the flat allotted to
Shri/Smt./Kum..........................
(Signature of Secretary
of the Society with Stamp)
822
(Builder’s Signature
with Stamp)
Annexure 26.14 Valuation report of property from Government approved valuers
(May be given on Letter Head of Government approved Valuers) Valuation report on the property belonging to
________________
1. Valuation done by :
2. Date of valuation :
3. Name(s) of person or person(s) in whose name(s) the property stands registered :
4. Survey No....................and Municipal No................. of the property.
5. Situation of the property :
6. Whether lease-hold or freehold :
7. Municipal valuation for tax purpose (if available) :
8. Area of land :
9. Value of land :
10. Built up area of the building/flat/apartment : Sq.mtrs.
11. Carpet area : Sq.mtrs.
12. Value of built up area
(Note : While arriving at the approximate cost of the built up area, the rate of current cost of construction to
cubical contents of the building may be taken into consideration).
13. Please state the nature of construction viz. whether it is built up with R.C.C. or stones and bricks. Please also
give some idea about the kind of fittings used in the building, whether flooring is of ordinary kind or whether
there are any special or costly fittings. Also, whether there is independent water supply, other amenities, etc.
14. Year in which the property was constructed :
15. Total value of the property :

Value of land : Rs.
Value of built up area : Rs.
16. From the above, please deduct depreciation (it should be arrived at after taking into account the age and life
of the building) Rs.
17. Please state if entire property is used by owners themselves or hired out to tenant :
823
Place : Signed by :
Annexure 26.15 Specimen of memorandum of term loan agreement in respect of officers
TERM LOAN AGREEMENT IN RESPECT OF OFFICERS
(To be stamped as an Agreement)
Place :______________
Date :______________
_____________________
Dear Sir(s),
I am an employee of State Bank of India.
2. You have, at my request, granted me a loan of Rs.______________ (Rupees

_______________________________________) hereinafter called ‘the Loan’ for purchase / extension /
renovation / construction of flat / house / land site situated at _______________ under the State Bank of
India Scheme for granting housing loans to the employees of the State Bank of India. The said loan is
repayable by me with interest @ ______ per annum on the balance amount of the loan or at such rates
which the Bank may notify to me hereafter with such rests as may be specified by the Bank from time to
time. Such interest will start accruing from the date of disbursement of the loan or the date of disbursement
of the first instalment of the loan where such loan is paid in instalments. The amount of interest will be
calculated on the balance outstanding on the last day of each month.
3. In consideration of the grant of the Loan, I do hereby irrevocably and unconditionally agree and
undertake with you, so as to bind myself, my heirs, executors, administrators, estates, assigns and effects
as follows, viz. :
(a) The disbursement of the amount of the loan shall be at your absolute discretion and shall be co-related to
the actual progress in the acquisition of land / site / construction / repair / extension / renovation of the
house / flat, and wherever it is possible, will be made, by means of the Bank’s cheque(s) drawn in
favour of parties to whom I may desire to make payment for the purpose of
acquisition/construction/renovation/extension of land/house/flat. I shall not make any request for credit of the
part/full amount of the loan in the account maintained by me with the Bank, but even if such a request is
made by me, the Bank shall be entitled to reject the same. In case the Bank, in its absolute discretion,
decides to make payment in cash to enable me to purchase construction material or for payment of labour
etc., I shall produce the receipts/vouchers for the perusal of the Bank immediately after such payments
have been made. I shall submit to the Bank, within a reasonable time, satisfactory proof of the proper
utilisation of the amount of the loan, such as Architect’s certificate certifying the value of the work
carried out, Contractor’s bills, stamped receipts, sale agreement for land/house/flat. If considered
necessary by the Bank, I shall produce, at my cost, photographs showing the progress of construction
work carried out by me, which photograph besides showing portions of the neighboring properties, shall be
certified by persons whose certificates are acceptable to the Bank. The amount of the loan which may
remain unutilised at the end of the second year period will automatically lapse unless the Bank has, in
its absolute discretion, extended the time limit for the utilisation of the loan.
(b) I shall repay the principal amount of the loan in equal monthly instalments each of
Rs.___________________ within the period of 180 months. If the loan amount has been utilised by me for
824
purchase of ready built house/flat/tenement, I shall pay the first such monthly instalment in the month
following the month in which the loan amount is disbursed to me. The subsequent monthly instalments shall
be paid by me on the same day of each subsequent month. If the loan amount has been utilised by me for
construction of house/flat/tenement, I shall pay the first such monthly instalment in the month in
which the house/flat/tenement has been completed or occupied by me or on the expiry of eighteen months
from the date of disbursement of the first instalment, whichever is earlier. I shall pay the subsequent monthly
instalments on or before the expiry of the each subsequent month as the case be. I shall pay the amount of
interest calculated in the manner aforesaid in equal monthly instalments spread over within the next period
of 60 months commencing from the expiry of the aforesaid period of 180 months, the first such instalment
to be paid in the month following the month in which the principal amount of loan has been paid in full or
payable as aforesaid and subsequent instalments on the same day of each subsequent months. In case I
desire release of title deeds before the expiry of 20 years whether due to cessation of my service as a result
of retirement, death or resignation or otherwise, the Bank shall be at liberty to consider the request for
release of the title deeds on merit, even before the expiry of the period of 20 years, provided the entire
balance of the loan, inclusive of interest, has been repaid in full and it is legally feasible without affecting
the Bank’s interest.
(c) I declare and confirm that the amount of the loan or the balance then outstanding shall become payable at
once in case of retirement, resignation or death. In case of retirement or death, the Bank may, at its
discretion, continue the loan provided sufficient collateral security is furnished by me or by my legal heirs or
some satisfactory arrangement for repayment acceptable to the Bank has been made by me/my legal heirs.
(d) I shall occupy the house/flat myself unless the Bank has permitted me to occupy any official
accommodation. Where as a result of my transfer from the place where my house/flat is situated or, if the
circumstances, in the opinion of the Bank, (which opinion shall be final and binding on me) so justify, the
Bank shall be entitled in its discretion to allow me to let out the house/flat or give it on leave and licence
basis to any one of my choice, provided, however, that in case the Bank desires to take the house/flat on
rent, I shall first offer the same to the Bank on payment by the Bank of monthly compensation calculated in
the manner stipulated by the Bank. It is understood that after the loan is liquidated in full by me/us, I/We will
not be required to make an offer of lease of my/our house/flat to the Bank.
(e) You shall be entitled to recover every month from my monthly salary/pension or to the debit of the Current
Account/Savings Bank account with ____________________ Branch/or any other Branch where I may
have singly or jointly the amounts of the instalments payable by me and to appropriate the same in
repayment of the said loan or the interest as the case may be. I shall execute in favour of the Bank, a letter
of authority, in such form as may be prescribed by the Bank.
(f) You shall be entitled to deduct (and I hereby irrevocably and unconditionally authorise you to deduct) the
said monthly instalments referred to in clause (e) above or any of them or any part thereof, which may be
in arrears and unpaid, from the amount of bonus, gratuity or any other amount (whether ex-gratia or
otherwise) which may be payable to me by the Bank.
(g) I declare and confirm that on the sanction of the loan by the Bank to me, the Bank shall be entitled to note
lien against my Provident Fund Account to the extent of the amount of the loan obtained by me and exercise
of the rights under the lien to apply, appropriate and set off the same towards the repayment of the amount
of the loan sanctioned to me or the balance then due as the case may be together with interest due and
payable by me to the Bank.
(h) I declare and confirm that on my retirement from the Bank, the outstanding amount of the loan sanctioned
to me will become repayable at once. I also declare and confirm that on my request, the Bank may, at its
sole and absolute discretion allow to repay the amount of loan or the balance then outstanding together
with interest due and payable by me by way of monthly instalments from my pension by accepting my letter
of authority for such monthly deductions there from.
(i) In the event of cessation of my service by way of resignation or otherwise (except as a result of death or
retirement) I undertake to repay to the Bank forthwith on demand the principal amount of the loan or the
balance then outstanding together with interest due thereon and also further interest for the period
825
commencing from the date of cessation of my service by way of resignation or otherwise upto the date of
actual repayment.
(j) In the event of my ceasing to be in the service of the Bank whether by retirement, resignation, death or by
operation of law or from any other reasons or cause whatsoever and howsoever you shall be entitled, at your
discretion, to appropriate and set-off (i) any amount which may then be payable by you to me whether by
way of salary, allowances, bonus, other remuneration or any payment (whether ex-gratia or otherwise)
whatsoever and (ii) any amount that may be standing to the credit of any account which I may have with
you, either singly or jointly whether current or Savings or Term Deposit or any other account whatsoever
at any of your Branches towards repayment of the balance that may be then remaining due and payable by
me in my said loan account together with interest thereon at the applicable rates upto the date of such
repayment. Any such appropriation made by you shall be conclusive and binding on me and my estate
both in and out of court.
(k) While I am in your service, you shall also have a right to note a lien on the credit balance of any account I
may have with you as aforesaid and of my salary, allowances, and other remuneration and on the bonus,
or any payment (whether ex-gratia or otherwise) whatsoever that may be payable to me in respect of the
said loan of Rs.___________ or the balance thereof for the time being due and owing by me to you and
interest as aforesaid in case of any default on my part in payment of any instalment of the loan on due
date or any interest thereon or any breach by me of the terms and conditions herein mentioned.
(l) I will not sell, assign, mortgage, charge, or in any way encumber or alienate the said flat/house/site or any
part thereof so long as I am indebted to the Bank in the said loan account, without prior permission of the
Bank in writing.
(m) I shall utilise the said flat/house/site only for use and occupation of myself and my family members that is my
husband/wife and dependent children and dependent parents and such other family members as may be
permitted by the Bank.
(n) Except as hereinbefore mentioned, I will not let, sublet the said flat/house/site or any part thereof or give
it on leave and licence basis or otherwise part with possession thereof to any other person so long as I
am indebted to the Bank as aforesaid.
(o) I shall forthwith on demand by the Bank create an equitable mortgage of land / house / flat / site purchased
by me out of the amount of the said loan in favour of the Bank and shall execute/cause to be executed each
documents as may be required by the Bank. Where creation of equitable mortgage is not possible, I shall
create a legal mortgage by execution and registration of proper Deed of Mortgage, of all my rights, title and
interest in the flat/house/site purchased by me in such form as may be approved by the Bank. I shall, if
required by the Bank, give such further security as acceptable to the Bank forthwith on demand by the Bank.
(p) I shall obtain at my cost and produce for the satisfaction of the Bank a certificate from the Advocate/Solicitors
approved by the Bank certifying that I have clear and marketable title to the land/flat/site proposed to be
purchased by me and agree that the Bank shall be entitled not to disburse any amount of the loan until such
certificate has been produced by me.
(q) I shall maintain the flat/house in good tenantable repair and condition at my cost at all times so long as I am
indebted to the Bank and that I shall ensure that the Bank’s security is not in anyway jeopardised. I shall
duly and punctually pay the charges payable to the Co-operative Housing Society and also all the municipal
taxes, charges, rates, cesses etc., from time to time payable by me in respect of the flat/house/land/site. The
Bank shall be at liberty to inspect my flat/house at any reasonable hours of the day on giving to me seven
days’ previous written notice and I shall, forthwith, furnish all such information/particulars whatsoever as
and when called upon to do so by the Bank.
(r) I shall at my cost insure and keep insured in the joint names of myself and the Bank my house/flat at all times
against fire and earthquake risks and for such other risks for its full market value at least the loan
amount wit interest as desired by the Bank from time to time and shall endeavour to get the building in which
my flat is situated insured against fire and earthquake risks at all times by the Co-operative Housing
826
Society/apartment owners/association or any other body under whose control the building is vested. I shall
deliver the insurance policies, cover notes, premium receipts etc. to the Bank for inspection. If I fail to
effect such insurance the Bank may insure the said house/flat against fire and earthquake risks and debit
the premium and other charges to any of my accounts with the Bank and/or from my salary and
allowances. I expressly agree and declare that the Bank shall be entitled to adjustment, settlement,
compromise, or refer to arbitration any dispute between the insurance company and the insured arising from
or under or in connection with any such policy or policies of insurance and such adjustment, compromise or
any award made on such reference to arbitration shall be valid and binding on me. I further agree that the
Bank shall have a right to receive all moneys payable under any such policy or under any claim made
thereunder and to give a valid receipt therefor and that the amount so received shall be credited to my loan
account and I will not be entitled to raise any question that a larger sum might or ought to have been received
or to dispute my liability for the balance remaining due on such account after such credit.
(s) I shall abide by the terms and conditions of the sanction of the loan to me and also to the rules for housing
loans which are now in force and also those which may be altered, revised, amended, added from time to time
by the Bank.
(t) The undertakings, authority and agreement herein contained shall be irrevocable so long as I continue to be
liable to the Bank in the said loan account.
(u) I declare that I am/was not a member of any other Co-operative Housing Society financed by the Bank nor
have I availed, in the past, of a loan under the captioned Scheme. I also declare that I do not own any
residential accommodation in the name of myself apart from the one mentioned in this agreement. Also
my spouse/my dependent children do not own any residential accommodation in the town/urban
agglomeration where the residential accommodation mentioned in the Agreement is located. I further
declare that I have read the Circulars issued from time to time on the Housing Scheme for granting
individual loans to the staff and agree to abide by the same and also by the rules and regulations framed or
directions issued by the Bank or which may be issued by the Bank in future from time to time and in the
event of my failing to do so, the Bank will have a right to recall the advance without prejudice to the
Bank’s right to take such appropriate action as the Bank may deem fit and proper.
Yours faithfully,
SIGNATURE :
NAME :
DESIGNATION :
DEPT/BRANCH :
827
Annexure 26.16 Specimen of supplementary memorandum of agreement in respect of officers
SUPPLEMENTARY MEMORANDUM OF AGREEMENT IN RESPECT OF OFFICERS
Place :______________
Date :______________
_____________________
Dear Sir(s),
I refer to my letter dated ............... and the Agreement dated ............... executed in your favour (hereinafter referred
to as the Agreement) recording the terms and conditions on which you had, at my request, granted to me a loan
of Rs. ............... for purchase/extension/renovation/construction of a flat/house/land/site situated at .................... .
2. I am in need of further or additional loan of Rs. ............ which you have, at my request, agreed to grant to me
to enable me to complete the purchase/extension/renovation/construction of the said flat/house/site/land
situated at ........................ .
3. In consideration of the sum of Rs. ................ (original loan) already paid and disbursed by the Bank to me,
receipt whereof I do hereby admit and acknowledge and in further consideration of the sum of Rs. .............
(balance amount of the original loan) and the sum of Rs. ............. (additional loan) yet to be paid and
disbursed by the Bank to me, I do hereby irrevocably and unconditionally agree and undertake, so as to
bind myself, my heirs, executors, administrators and permitted assigns, as follows:-
(a) The total loan amount of Rs. .......... (i.e. the original loan referred to hereinabove) will be repayable by me
with interest at the rate of ....... per annum on the balance amount of loan or at such rate, which the Bank
may in its absolute discretion notify to me hereafter with such rests as may be specified by the Bank from
time to time.
(b) I agree, declare and confirm that the interest will start accruing from the date of the disbursement of the
original loan or at the date of the disbursement of the first instalment of the original loan where the total
amount of the loan or part thereof is paid in instalments. The amount of interest will be calculated on the
balance outstanding on the last day of each month. Applicable where repayment has commenced
(c) I shall repay the principal amount of the loan (i.e. original loan and the additional loan referred to
hereinabove) or Rs. ............. within a period of 150 months and the period of 150 months shall for all
purposes be deemed to have commenced from the date of first instalment paid by me towards the original
loan in accordance with the Agreement. I shall pay the amount of interest calculated in the manner aforesaid
in equal monthly instalments spread over for a period of 90 months commencing from the expiry of
the aforesaid period of 150 months. The first such an instalment to be paid on the month following the month
in which the principal amount of loan has been paid in full or payable as aforesaid.
828
or
Applicable where repayment has not commenced
(c) I have not repaid any instalment towards the original loan amount. I shall repay the principal amount of the
loan (i.e. original loan and the additional loan referred to hereinabove) in equal monthly instalments each of
Rs. ............, within a period of 180 months. If the loan amount has been utilised for construction of house /
flat / tenement, I shall pay first such monthly instalment in the month in which house/flat/tenement has been
completed or occupied by me or on the expiry of 18 months from the date on which the first disbursement of
the original loan was made, whichever is earlier or such extended period as permitted by the Bank. I shall
pay the amount of interest calculated in the manner aforesaid in equal monthly instalments spread over for a
period of 60 months commencing from the expiry of the aforesaid period of 180 months, the first such
instalment to be paid on the month following the month in which the principal amount of loan has been paid in
full or payable as aforesaid and subsequent instalments on the same day of each subsequent months.
4. Save as aforesaid all the other terms and conditions mentioned in the said letter dated ................. shall
remain in full force and effect and shall mutatis mutandis apply to the further or additional amount of the
loan of Rs................, as if the same were incorporated in this letter.
Yours faithfully,
SIGNATURE:
NAME:
DESIGNATION:
DEPARTMENT:
Annexure 26.17 Letter of authority for deduction from salary/pension
LETTER OF AUTHORITY FOR DEDUCTION FROM SALARY
Marked “K”
Branch/dept._____________
Date ____________________
The Chief/Branch Manager,
829
________________________
Dear Sir,
I, ___________________________________ have been granted a housing loan of Rs. _____________ (Rupees

____________________________) by State Bank of India, hereinafter called “the Bank” and I have also executed
a loan agreement in favour of the Bank on ________________. I hereby irrevocably and unconditionally authorise you
to recover from and out of my monthly salary/pension such sum or sums due to the said Bank, in payment of all or any
of the instalments of loan or loans towards principal and/or interest and all other sums that may from time to time and at
any time become due to and payable by me to the Bank. I agree to your recovering from my salary/pension in
the manner above mentioned.
2. I further irrevocably and unconditionally authorise State Bank of India to deduct from the amount of bonus
or gratuity or provident fund or any other amount payable to me the entire amount of principal or the balance
then due as the case may be with interest thereon due and payable by me including all arrears, if any, of the
monthly instalments whether for principal or interest or both due and payable by me and to credit the same to
my Term Loan Account referred to above.
3. I hereby authorise and empower the Bank to appoint any person or persons as its substitute or substitutes to
exercise, execute and carry out all the powers, acts, deeds and things which the bank itself is hereby
authorised and empowered to exercise, execute and carry out and to remove any such substitute and
substitutes and appoint another in his or their place or places from time to time.
4. If I am transferred to any other Branch, I request and authorise you to forward to my new pay-disbursing
officer, a copy of this agreement and request and authorise him to make the recoveries.
5. I hereby agree to ratify and confirm all and whatever the Bank may do or cause to be done by virtue and in
pursuance of the authority hereby given to it.
Yours faithfully,
SIGNATURE :
NAME :
DESIGNATION :
DEPT./BRANCH :
In case the above letter was not obtained at the time of disbursal of housing loan and is being obtained at
a later date, the following clause may be incorporated beneath clause (5) :-
6. I hereby ratify and confirm the deductions already made by the Bank from and out of my monthly salary such
sum or sums due to the said Bank, in payment of all or any of the instalments of the loan or loans towards
principal and / or interest and all other sums that might have become due and payable by me to the Bank.
830
Annexure 26.18 Letter of consent and agreement to mortgage by spouse in case of joint ownership of
property
LETTER OF CONSENT AND AGREEMENT TO MORTGAGE (To be stamped as an Agreement)
From :
Smt./Shri
W/o./S/o.
Address
To
The State Bank of India,
______________________ Branch.
Sir,
831
My husband/wife Shri/Smt.____________________ employed as _____________ in your
________________ Office (hereinafter referred to as the “BORROWER”) has applied for a loan of
Rs.______ (hereinafter referred to as the “LOAN”) under your Bank’s Scheme for granting Housing Loans to
Staff for the purpose of :
(a) Construction of a house or flat or apartment on a site or plot of land acquired by document __________
dated ______________ in the joint names of my husband/wife and myself and described in the schedule
hereunder (referred to hereinafter as the “SAID PROPERTY”)
OR
(b) Extension or renovation of the house or flat or apartment acquired by document ______________ dated
___________ in the joint names of my husband/wife and myself and described in the schedule hereunder
(hereinafter referred to as the “SAID PROPERTY”).
1. I have studied (a) the terms and conditions of the Scheme for grant of such loans
(b) the application of the borrower and (c) the loan agreement dated ____________ between the borrower and
the Bank and I consent fully to the terms and conditions thereof as if I am the borrower.
2. In consideration of the Bank granting the loan to the borrower I agree to join with the borrower in the creation
of the mortgage of the said property by deposit of our title deeds as security for the repayment thereof with
such interests, charges, costs, etc. as may be applicable to the loan and to execute all documents as the
Bank may require in effectively securing the said property by way of mortgage to the Bank.
3. The Bank shall be at liberty and without my consent or knowledge at any time or from time to time to grant to
the borrower or any person liable for him any time or indulgence and to determine, enlarge or vary the
Bank’s credit, to take or not to take and if taken, to vary exchange to take other security or release or part
with any securities held or to be held by the Bank for or on account of the said loan or any part thereof or to
make any other arrangement with the borrower or any person so liable with or for the borrower without
releasing or discharging and/or affecting my liability under the joint mortgage to be created in favour of the
Bank.
4. I agree not to alienate or enter into any arrangement in respect of my right, title or interest in the said
property without the prior written consent of the Bank so long as the joint mortgage to be created by me
along with borrower in favour of the Bank is in force.
5. I agree jointly with my husband/wife to create the mortgage for the loan not upon any understanding, faith or
belief that the Bank has taken and/or may hereafter take or other such security and that notwithstanding the
provisions of Sections 140 and 141 of the Contract Act, 1872 or any other Section of that Act or any other
law, I will not claim to be discharged in respect of my interest in the said property to any extent because of
the Bank’s failure to take any or other such security or in requiring or obtaining any or other such security
or losing for any reason whatsoever including reasons attributable to its default and negligence, benefit of
any other such security or any rights to any or other security that will be/have been taken.
6. I waive all claim of subrogation and I shall not claim that my liability as a co-mortgagor is discharged by
virtue of any variation in the terms and conditions of the loan or on account of the happening of any
circumstance on which happening or presence of any such fact a surety will stand discharged by virtue of
any provisions of the Contract Act and this shall be deemed to be a contract to the contrary thereof.
7. I agree not to enforce any right of partition or separate enjoyment so long as the loan as may be granted
by the Bank, remains undischarged. In matters of enjoyment of the property or the house/flat/apartment to
be built therein, I shall be bound by all such rules and terms of the Bank as will be applicable as if the said
property belongs exclusively to the borrower.
SCHEDULE
832
(Description of the Property)
Yours faithfully,
Annexure 26.19 Specimen of letter of authority addressed to the trustees of the provident fund to be
obtained from the employee/borrower at the time of sanction of loan
LETTER OF AUTHORITY ADDRESSED TO THE TRUSTEES OF THE PROVIDENT FUND TO BE OBTAINED

FROM THE EMPLOYEE/BORROWER AT THE TIME OF SANCTION OF LOAN
Place:________________
Date :________________
To
The Trustees,
Statel Bank of India Provident Fund/Gratuity Fund.
Dear Sirs,
I hereby irrevocably authorise you to hand over to State Bank of India the cheque/draft for entire amount which is
payable to me under the *Imperial/State Bank of India Employees’ Provident Fund Rules/Gratuity Fund Rules (in force
for the time being ) immediately after the same has become payable. Such payment shall be a valid discharge to you
for the amount so paid and the same shall be binding on me and my heirs, executors, administrators and estate.
If any further application or letter or a receipt is required from me to authorise or enable you to hand over such
cheque/draft and effect payment as aforesaid, I shall sign the same after being informed thereof by you or by the
Bank. In the event of my failure, neglect, omission, inability or refusal to do so for any reason or cause whatsoever, I
hereby irrevocably authorise State Bank of India acting through any of its officers, to sign any such application or
letter, receipt or discharge or any other letter or writing required by the Trustees and the same shall be valid and
binding on me and shall be a valid authorisation receipt and discharge to the Trustees in the same manner as if I
had myself signed the same.
Yours faithfully,
833
(Employee)
Copy to:
___________________ BRANCH
Annexure 26.20 Specimen of letter of authority addressed to the trustees of the Provident Fund to be
obtained from the nominee(s) of the employees for his/her Provident Fund balance
(LETTER OF AUTHORITY ADDRESSED TO THE TRUSTEES OF THE PROVIDENT FUND TO BE OBTAINED

FROM THE NOMINEE(S) OF THE EMPLOYEES FOR HIS/HER PROVIDENT FUND BALANCE)
(To be executed by the Nominee/s)
Place:________________
Date :________________
To
The Trustees,
*State Bank of India Provident Fund/Gratuity Fund.
Dear sirs,
I/We am/are the nominee/s of the above Fund.
I/We hereby irrevocably authorise you to hand over to State Bank of India the cheque / draft for entire amount
which is payable to Mr. / Mrs. / Miss _____________________________ (employee of the Bank) under the
*Imperial/State Bank of India Employees’ Provident Fund Rules / Gratuity Fund Rules (in force for the time being)
immediately after the same has become payable. Such payment shall be a valid discharge to you for the amount so
paid and the same shall be binding on me/us and my/our respective heirs, executors and administrators and estate.
If any further application or letter or a receipt is required from me/us to authorise or enable you to hand over such
cheque/draft and effect payment as aforesaid, I/We shall sign the same after being informed thereof by you or by the
Bank. In the event of my/our failure, neglect, omission, inability or refusal to do so for any reason or cause whatsoever,
I/We hereby irrevocably authorise State Bank of India acting through any of its officers, to sign any such
application or letter, receipt or discharge or any other letter or writing required by the Trustees and the same shall be
valid and binding on me/us and shall be a valid authorisation receipt and discharge to the Trustees in the same
manner as if I/We had myself/ourselves signed the same.
Yours faithfully,
(Nominee/s)
Copy to:
STATE BANK OF INDIA
834
___________________BRANCH
Annexure 26.21 Specimen of memorandum of term loan agreement for additional housing loan
TO BE STAMPED AS AN AGREEMENT MEMORANDUM OF TERM LOAN AGREEMENT FOR ADDITIONAL

HOUSING LOAN
(To be obtained where old premises is sold and a new premises is acquired)
OR
(Additional construction is made on the existing premises)
Place:___________ Date
:________________
State Bank of India
___________________
___________________
Dear Sirs,
I am an employee of the State Bank of India.
*2. In or about __________19___, you at my request, granted to me a loan of Rs._________ (existing loan) for
purchase of a house/flat in the building then under construction/duly constructed (delete whichever is
inapplicable) situated at __________ (hereinafter referred to as ‘the existing premises) on the terms and
conditions contained in a Memorandum of Agreement dated ___________ executed by me in favour of the
Bank. #(In or about _________ 19___ you, at my request granted to me an additional loan of Rs.__________
to enable me to complete the purchase of the existing premises on the terms and conditions contained in
supplemental agreement dated _____________ executed by me in favour of the Bank). The
memorandum of agreement dated __________ 19 ____ and the supplemental agreement dated
___________ (if any) are hereinafter jointly and severally referred to as ‘the said Memorandum
Agreement(s)’. The total amount of loans thus granted to me by the Bank was Rs. ______________. On
completion of the existing premises, I was delivered vacant possession thereof by the builders and since
________________ (date), I am in use and occupation of the same with the members of my family. The area
of the existing premises is ____________ sq. ft. only. I now desire to acquire bigger accommodation or to
extend the existing premises by carrying out additional construction thereto so as to meet the needs of my
family and also because of status. I have, therefore, decided to dispose of and or sell the existing premises
and to acquire and/or purchase another house/flat at _______________ (address). I am in need of a further
loan of Rs._____________ (Rupees ___________________________________ only) (hereinafter
referred to as the ‘additional loan’) which you have, at my request, agreed to grant to me to enable me to
carry out the additional construction to the existing premises or to acquire a new house/flat. The additional
construction to the existing premises or the new house/flat acquired/ to be acquired is hereinafter referred
to as ‘the new premises’.
________________________________________________________________________________
* Delete para 2 if the first loan was availed under Staff Co-operative Housing Scheme.
# Bracketed portion to be deleted if additional loan was not granted earlier.
3.A. * In the year ________, I became a member of the State Bank of India ___________________ Co-
operative Housing Society Limited having its office at _________________ (hereinafter referred to as ‘the
said society’). The said society was financed by the Bank and the amount of the loan obtained by the society
on my behalf was Rs.__________________ (hereinafter referred to as ‘the existing loan’). On the construction
of the house/flat by the said society, the house No.________ flat No. ___________ (hereinafter referred to as
835
‘the existing premises’) was allotted to me by the said society for my use and occupation. I have executed
documents, agreements, hereinafter referred to as “the said Memorandum of Agreement/s”. The area of the
existing premises is __________ sq.ft. only. I now desire to acquire bigger accommodation or to extend the
existing premises by carrying out additional construction thereto with the consent of the said society so as to
meet the needs of my family and also because of my status. I have already, with the consent of the said
society, decided to dispose of and/or sell the existing premises and to acquire and/or purchase another
house/flat at ______________________ (address). I am in need of an additional loan of Rs.______________
(Rupees _________________________________ only) [hereinafter referred to as ‘the additional loan(s)’],
which you have at my request agreed to grant to me to enable me to carry out the additional construction to
the existing premises/or to acquire/purchase a new house/flat. The additional construction to the existing
premises or the new house/flat acquired/to be acquired hereinafter referred to as ‘the new premises’.
3.B. I have already paid directly through the said society to the Bank an amount of Rs.________________, by
instalments, and the balance amount due and payable by me to the Bank through the said society is
Rs._________________. I shall repay to the Bank the said balance amount on or before the execution of this
Agreement notwithstanding that under the memorandum of agreement/s executed between the Bank and
the said society and me the said balance amount is payable by the said society/by me to the Bank and
receivable by the Bank from the said society/by me in instalments. I hereby declare and confirm that the Bank
shall be at liberty to deduct the said balance amount of Rs._________________ from out of the amount of
loan of Rs. ____________ and to adjust, apply, appropriate and set off the same towards my liability/the liability
of the said society to the Bank in respect of or under the said loan obtained by the said society on my behalf
from the Bank by me with interest thereon if any.
3.C. ** I shall sell the existing premises at the prevailing market price to the satisfaction of the Bank. I shall
ensure that the sale of the existing premises and the purchase of the new premises are done simultaneously
and in no case the time gap between the sale and purchase is extended beyond six months of the sale of
the existing premises or such extended period as may be permitted by the Bank.
4. In consideration of the sum of Rs._____________ (existing loan) and Rs._____________ (additional

loan) paid and disbursed by the Bank to me receipt whereof I do hereby admit and acknowledge and in
further consideration of the sum of Rs.____________ [additional loan(s)] to be paid and disbursed by the Bank
to me, I do hereby irrevocably and unconditionally agree and undertake, so as to bind myself, my heirs,
executors, administrators and permitted assigns as follows :
_______________________________________________________________________* Delete para 3A if
the first loan was availed under Individual Housing Scheme.
** Not applicable in case of additional construction on the existing premises.
(a) The disbursement of the amount of the additional loan(s) shall be at your absolute discretion and shall be co-
related to the actual progress in the com-pletion of the new premises and wherever it is possible will be made,
by means of the Bank’s cheque drawn in favour of parties to whom I may desire to make payment for the
purpose of completion of the new premises. I shall not make any request for credit of the part/full amount of
the additional loan(s) in the account maintained by me with the Bank, but even if such a request is made by
me, the Bank shall be entitled to reject the same. In case the Bank, in its absolute discretion, decides to
make payment in cash to enable me to purchase construction materials or for payment of labour etc. I shall
produce the re-ceipts/vouchers for the perusal of the Bank immediately after such payment has been made.
I shall submit to the Bank within a reasonable time, satisfactory proof of the proper utilisation of the amount of
the additional loan(s), such as Architect’s certificate certifying the value of the work carried out, contrac-tor’s
bills, stamped receipts, sale agreement in respect of the new premises. If considered necessary by the Bank,
I shall produce, at my cost, photographs showing the progress of construction work of the new premises
carried out by me, which photographs besides showing portion of the neighbouring properties, shall be
certified by persons whose certificates are acceptable to the Bank. The amount of the additional loan (s)
which may remain unutilised at the end of the six months period will automatically lapse unless the Bank has,
in its absolute discretion, extended the time limit for the utilisation of the additional loan(s).
(b) I declare and confirm that the new premises constructed by me shall be bigger by at least 120 square feet
and shall have at least one more room than the existing premises.
836
(c) I shall get the plan of the new premises approved by the appropriate authorities and I shall carry out and
complete the construction of the new premises strictly according to the approved plan.
(cc) * I shall obtain at my cost and produce for the satisfaction of the Bank a certificate from the Advocate /
Solicitors approved by the Bank certi-fying that I have clear and marketable title to the new premises
proposed to be purchased by me and agree that the Bank shall be entitled not to disburse any amount of the
loan until such certificate has been produced by me.
(d) $ I shall repay the principal amount of the additional loan(s) in equal monthly instalments each of
Rs.___________ within the period of 180 months. I shall pay the first such monthly instalment in the month of
____________. (If the loan amount has been utilised by me for purchase of ready built house / flat, I shall
pay such monthly instalment in the month following the month in which the loan amount is disbursed to me.
OR If the loan amount has been utilised by me for construction of the new premises, I shall pay the first such
monthly instalment in the month in which the new premises has been completed or occupied by me or on the
expiry of six months from the date of sale of the existing premises, whichever is earlier or such extended
period as may be permitted by the Bank.) I shall pay the subsequent monthly instalments on or before the
expiry of the each subsequent month as the .lm
________________________________________________________________
* Not applicable in case of additional construction on existing premises.
$ Bracketed portion not applicable in case of additional construction on the existing premises.
case may be. I shall pay the amount of interest calculated in the manner men-tioned in clause (e) below in
equal monthly instalments spread over within the next period of 60 months commencing from the expiry of the
aforesaid period of 180 months the first such instalment to be paid from the month following the month in
which the principal amount of loan has been paid in full or payable as aforesaid and subsequent instalments on
the same day of each subsequent months. Where repayments of the additional loan(s) with interest by
aforesaid instalments as also the existing and additional loan(s) are not completed before the date of my
retirement and (i) the Bank agrees to continue to me the facility of making payment by instalments in the
manner aforesaid until I attain the age of 70 years, I shall give a letter of authority to the Bank authorising it to
recover the outstanding instalments from out of the amount of pension payable to me. (ii) If the Bank agrees
to continue to give me the facility of making payment by instalments in the manner aforesaid after my attaining
the age of 70 years, I agree and undertake that I shall keep adequate amount in the long term deposits in the
Bank as security which would earn interest at least equal to loan/interest instalments besides giving a letter of
authority for deducting loan instalments from pension.
In case I am not eligible to receive any pension after my retirement :
A. I shall give a letter of authority to the Bank authorising it to recover the outstanding instalment or instalments
from out of the amount of interest payable to me on the amount deposited with the Bank. In case the amount
of interest on such deposit is not sufficient, I shall deposit with the Bank further amount as may be demanded
by the Bank, which will be sufficient to earn interest equal to the amount by which the monthly instalment
falls short. In both the cases referred to above I shall deliver to the Bank duly discharged, the Term Deposit
Receipts issued to me by the Bank. I agree that the Bank shall have authority to adjust, appropriate and/or
set-off the amount due under the Term Deposit Receipt on the date of maturity or even before the date of
maturity if so required, towards payment of the principal and interest due and payable by me under or in
respect of the loan granted to me.
B. In case where cessation of my service is as a result of retirement, death or resignation, the Bank shall be at
liberty to consider the request for release of the title deeds on merits, even before the expiry of the agreed
period of repayment, provided the entire balance of the loan, inclusive of interest, has been repaid in full.
(e) I have paid so far to the Bank through the society a sum of Rs.______________ towards repayment
of the existing loan and/or additional loan(s). The balance amount still due and payable by me to the Bank/
society is Rs._________________. The said balance amount is to be repaid with interest or without interest
as the case may be. I agree and undertake to pay the said balance amount of the existing loan and/or
additional loan(s) in accordance with the terms and conditions of the said Memorandum of Agreement(s) with
Bank/Socie-ty which are still in force. I agree and declare that for the purpose of the calculation of the
837
amount of interest payable by me to the Bank, the amount of the loan and additional loans originally sanctioned
to me /to the society on my behalf shall be notionally included with the amount of additional loan(s) AND I shall
be liable to pay interest [* at the rate of _______% per annum on the loan/additional loan(s) of
Rs.________________ notionally or effectively as the case may be.]
OR
[# at the rate equivalent to one half of the Bank rate prevailing as on 1st of July of each year, notionally or
effectively. The Bank rate for this purpose will
________________________________________________________________
** Not applicable in case of additional construction on existing premises.
* Retain in case of loan under new scheme i.e. loan sanctioned on or after 15.10.1990.mean the
standard rate made public by the Reserve Bank of India from time to time under section 49 of the Reserve
Bank of India Act, 1934 (e.g. the Bank rate as on 1.7.1991 was 10% p.a. and hence the rate of interest
chargeable is 5% p.a. from 1.7.1991 to 30.6.1992)].
(f) I shall my self occupy the new premises unless the Bank has permitted me to occupy any official
accommodation. Where as a result of my transfer from the place where the new premises are situated or if
the circumstances, in the opinion of the bank (which opinion shall be final and binding on me), so justify,
the Bank shall be entitled, in its discretion, to allow me to let out the new premises or give it on leave and
licence basis to anyone of my choice, provided however, that in case the Bank desires to take the premises on
lease or leave and licence, I shall first offer it to the Bank on payment by the Bank of monthly rent or
compensation calculated in the manner stipulated by the Bank.
(g) You shall be entitled to recover every month a sum of Rs._____________ from my monthly salary/pension or
to the debit of the Current Account/Savings Bank Account with ____________________ Branch/or any other
Branch where I may have singly or jointly, the amounts of the instalments payable by me and to
appropriate the same in repayment of the further additional loan or the interest as the case may be. I shall
execute in favour of the Bank, a letter of authority in such form as may be prescribed by the Bank. This letter of
authority shall be in addition to and not in substitution of the one already given by me to the Bank in respect
of the existing loan/additional loan which shall run concurrently with the additional loan(s).
(h) You shall be entitled to deduct the said monthly instalments referred in clause (g) above or any of them or any
part thereof, which may be in arrears and unpaid, from the amount of bonus, gratuity or any other amount
(whether ex-gratia or otherwise) which may be payable to me by the Bank.
(i) I declare and confirm that on the sanction of the further additional loan by the Bank to me, the Bank shall be
entitled to note a lien against my Provident Fund account to the extent of the amount of the further
additional loan obtained by me as also to the extent of the outstanding in the existing loan and/or additional
loan together with interest due thereon, and in exercise of the rights under the lien, to apply, appropriate and
set-off the same towards the repayment of the amounts of the loan sanctioned to me or the balance then due
as the case may be together with interest due and payable by me to the Bank.
(j) I declare and confirm that on my retirement from the Bank, the outstanding amount of the “further
additional loan” sanctioned to me as also the outstanding amount of the existing and additional loan together
with interest will become repayable at once, unless the Bank has agreed to continue the facility of payment
by instalments as provided for in clause (d) above.
(k) I declare and confirm that the amount of the additional loan(s) or the balance then outstanding, together with
balance amount of the existing loan, shall become payable with interest at once in case of my resignation or
death. In case of my death, the bank may, at its discretion, continue the loan provided sufficient collateral
security is furnished by my legal heirs or some satisfactory arrangement for repayment acceptable to the
Bank has been made by my legal heirs.
________________________________________________________________
* Bracketed portion to be deleted in case of award staff.
# Bracketed portion to be deleted in case of officers staff.
$ Bracketed portion not applicable in case of additional construction on the existing premises.
838
(kk) In the event of cessation of my service by way of resignation, dismissal or otherwise (except as a result of death
or retirement) I undertake to repay to the Bank forthwith on demand the principal amount of the further
additional loan together with interest due thereon and also the balance of the principal amount of the existing
loan as well as additional loan together with interest due thereon and also further interest for the period
commencing from the date of cessation of my service by way of resignation/dismissal or otherwise upto the
date of actual repayment.
(l) In the event of my ceasing to be in the service of the Bank whether by retirement, resignation, death or by
operation of law or for any other reason or cause whatsoever and howsoever you shall be entitled, at your
discretion, but subject to clause (d) above to appropriate and set-off
(i) any amount which may then be payable by you to me whether by way of salary, allowances, bonus, other
remuneration or any payment (whether ex-gratia or otherwise) whatsoever and
(ii) any amount that may be standing to the credit of any account which I may have with you, either singly or
jointly whether it is a Current or Saving or Term Deposit or any other account whatsoever at any of your
Branches towards repayment of the balance that may be remaining due and payable by me in respect of or
under both the existing as well as additional loans together with interest thereon at the applicable rates upto
the date of such repayment. Any such appropriation made by you shall be conclusive and binding on me and
my estate both in and out of court.
(m) Whilst I am in your service, you shall also have a right to note a lien on the credit balance of any account I
may have with you as aforesaid either singly or jointly and on my salary, allowances and other remuneration
and on the bonus or any payment (whether ex-gratia or otherwise) whatsoever that may be payable to me to
the extent of my indebtedness to the Bank under or in respect of existing as well as additional loans in case of
any default on my part in payment of any instalment of the said loans on due date or any interest thereon or
any breach by me of the terms and conditions herein mentioned.
(n) I will not sell, assign, mortgage, charge or in any way encumber or alienate the existing as well as the new
premises or any part thereof without prior permission of the Bank in writing so long as I am indebted to the
Bank in respect of said loans.
(o) I shall utilise the said new premises only for use and occupation of myself and my family members that is my
husband/wife and dependent children and dependent parents and such other family member as may be
permitted by the Bank.
(p) Except as hereinbefore mentioned, I will not let, sublet the new premises or any part thereof or give it on leave
and licence basis or otherwise part with possession thereof to any other person without the prior permission of
the Bank in writing so long as I am indebted to the Bank as aforesaid.
(q) I shall forthwith on demand by the Bank, create an equitable mortgage on the existing premises as also the
new premises constructed by me/acquired or purchased by me out of the amount of the said additional loan in
favour of the Bank as security for my liability for repayment of the principal amounts and interest due
thereon in respect of the existing loan as well as the additional loan and shall execute/cause to be executed
such documents as may be required by the Bank. Where creation of equitable mortgage is not possible, I shall
at my cost in all respects create a legal mortgage by execution and registration of proper Deed of Mortgage in
such form as may be approved by the Bank, of all my rights title and interest in the existing as well as new
premises constructed by me. I shall, if required by the Bank, give such further security as acceptable to the
Bank forthwith on demand by the Bank.
(r) I shall maintain at my cost at all times the new premises in good tenantable repair and condition so long as
I am indebted to the Bank and that I shall ensure that the Bank’s security is not in any way jeopardised. I
shall duly and punctually pay the charges payable to the co-operative society and also all the municipal taxes,
charges, rates, cesses etc., from time to time payable by me in respect of the new premises. The Bank shall
be at liberty to inspect the new premises at any reasonable hour of the day and I shall, forthwith, furnish
all such information/particulars/documents whatsoever as and when called upon to do so by the Bank.
839
(s) I shall at my cost insure and keep insured in the joint names of myself and the Bank the new premises at all
times against fire and earthquake risks and for such other risks for its full market value/at least the loan
amount with interest as desired by the Bank from time to time and shall endeavour to get the building in which
the new premises are situated insured against fire and earthquake risks at all times by the Co-operative
Housing Society /Apartment Owners Association or any other body under whose control the building is
vested. I shall deliver the insurance policies, cover notes, premium receipts etc. to the Bank for inspection. If I
fail to effect such insurance the Bank may insure the new premises against fire and earthquake risks and
debit the premium and other charges to any of my accounts with the Bank and/or from my salary and
allowances. I expressly agree and declare that the Bank shall be entitled to adjust, settle, compromise or
refer to arbitration any dispute between the insurance Company and the insured arising from or under or in
connection with any such policy or policies of insurance and such adjustments, settlements, compromise or
any award made on such reference to arbitration shall be valid and binding on me. I further agree that the Bank
shall have a right to receive all moneys payable under any such policy or under any claim made thereunder
and to give a valid receipt therefor and that the amount so received shall be credited to my loan account and
I will not be entitled to raise any question that a larger sum might or ought to have been received or to
dispute my liability for the balance remaining due on such account after such credit.
(t) I shall abide by the terms and conditions of the sanction of the further additional loan to me and also to the
rules for housing loans which are now in force and also those which may be altered, revised, amended,
added from time to time by the Bank.
(u) The undertakings, authority and agreement herein contained shall be irrevocable so long as I continue to
be liable to the Bank in respect of both the existing as well as additional loans.
(v) I declare that save and except the existing premises, I do not own any residential accommodation in the
name of myself. Also my spouse/my dependent children do not own any residential accommodation in
the town/urban agglomeration where I have acquired the existing premises/propose to acquire the new
premises. I further declare that I have read the Circulars issued from time to time on the Housing Scheme
for granting individual loans to the staff and also the Hand Book on the Co-operative / Individual Housing
Scheme and agree to abide by the same and also by rules and regulations framed or directions issued by the
Bank or which may be issued by the Bank in future from time to time and in the event of my failing to do so
the Bank will have a right to recall the advance without prejudice to the Bank’s right to take such appropriate
action as the Bank may deem it fit and proper.
Yours faithfully,
SIGNATURE :
NAME :
DESIGNATION :
BRANCH/DEPT. :
840
Annexure 26.22 Letter of authority to be executed by the spouse / legal heir appointed in the Bank for
deduction from his / her salary loan instalment of housing loan availed by the deceased employee
FROM:-
Full Name :
Designation :
Address :
To
The Branch Manager,
—————————.
Dear Sir,
I hereby authorise the State Bank of India to deduct from my salary not exceeding a sum of
Rs.______________ (Rupees _________________________ only) towards payment of monthly instalment
of principal amount/interest towards repayment of the housing loan (Term Loan Account No.
____________) granted to my husband, /wife/father/mother late Shri/Smt. ___________________,
former _________________ of the Bank at your _________________ Branch.
2. I hereby declare that this authority shall not be revoked by me so long as I remain in the service of the
Bank.
Yours faithfully,
( )
841
WITNESS:
Annexure 26.23 Letter of guarantee for continuation of housing loan to heir(s) of a deceased employee
(To be stamped as agreement)
To
____________________
______________________
Sir,
LETTER OF GUARANTEE - CONTINUATION OF HOUSING LOAN TO HEIRS OF A DECEASED

EMPLOYEE
In consideration of the Bank at our request allowing to continue the housing loan in favour of Shri
_________________ and Shri _________________ heirs of Shri ______________________________
deceased employee of the Bank to whom the loan was originally granted under the Individual Housing
Scheme (hereinafter referred to as the “Scheme”) for its employees, we ______________ and
________________ hereby guarantee repayment of instalments/lumpsum the remaining balance of housing
loan with interest or other charges whatever in accordance with the Scheme.
2. For the purpose of our liability for repayment of balance amount of the loan, interest, etc., the records of the
Bank shall be taken as correct and final.
3. In case of default on the part of the said Shri _____________ and Shri ______________ we shall
immediately make payment of the amount due in respect of the said housing loan without demur and the
decision of Bank about the default as well as quantum of outstanding shall be final and binding on us.
4. This guarantee shall not be discharged except on repayment of all dues on account of the said housing loan.
5. The guarantee is additional and without prejudice to any security whatsoever obtained/to be obtained in
future from the said heirs of the deceased.
842
6. The guarantee shall not be discharged by any variation in the terms of the loan/release of security or due
to any indulgence, time, forbearance as may be granted to the heirs of the deceased, and we shall be
deemed to have consented for such variation, release, indulgence, etc.
Yours faithfully,
1. ( )
2. ( ) WITNESSES:
1.____________________________
2.____________________________
Annexure 26.24 Letter by heir(s) of deceased borrower employee under Individual Housing
Scheme
LETTER BY HEIRS OF DECEASED BORROWER UNDER HOUSING SCHEME
(To be stamped as agreement)
To
_____________________
______________________
Dear Sir,
1. I/We _______________________________________ are successors / heirs of

Shri__________________________ who died on ________________________ (hereinafter referred to as
the deceased).
2. I/We are aware that deceased Shri_________________________________ was employed as

____________________________________ in the Bank and constructed/bought/renovated a house/flat at
______________________________ No._________________ out of the
moneys borrowed under the Individual Housing Scheme (hereinafter referred to as “the Scheme”) of
the State Bank of India (hereinafter referred to “the Bank”) for the employees of the Bank and I/We have
perused the terms and conditions of the Scheme.
3. I/We hereby acknowledge our liability for the balance outstanding on the loan account as shown in the
account books of the Bank and agree to repay the same with interest etc., in instalments as applicable to the
deceased.
4. In terms of the Scheme the deceased created security for the repayment of the loan by way of mortgage by
deposit of title deeds on _______________________ which is still subsisting. The said security is binding on
me/us.
OR
In terms of the Scheme the deceased was bound to create security by way of mortgage in the manner
required by the Bank but because of death he could not do so. I/We hereby undertake to create security in
favour of the Bank as successor(s) in title for repayment of the loan in accordance with the terms of the
Scheme.
843
5. I/We hereby agree to comply with all terms and conditions of the loan in terms of the Scheme and shall
remain bound by the terms and conditions of all documents executed by the deceased as if they were
executed between myself/ourselves and the Bank.
6. I/We am/are ready to deposit with the Bank Rs.________________________________ as term deposit for
a period of __________________________ to guarantee repayment of instalments of the loan in terms of
the Scheme. In case any instalment is not paid in terms of the Scheme, the Bank is at liberty to appropriate
the proceeds of the said term deposit in payment of the outstandings of the loan amount, even by
premature forfeiture of the deposit.
OR
I/We shall furnish sureties satisfactory and acceptable to the Bank for repayment of the loan.
Yours faithfully,
844
Annexure 26.25 Proforma of proposal for grant of housing loans under Individual Housing
Scheme to employees who are over 55 years of age
PROPOSAL FOR GRANT OF HOUSING LOANS UNDER INDIVIDUAL HOUSING SCHEME TO

EMPLOYEES WHO ARE OVER 55 YEARS OF AGE
I. Name, designation and present place of posting of the employee.
II. Age
III. Monthly salary and allowances with deductions, if any.
IV. Total service with Bank
V. (a) Date on which he completes
(i) 58 years of age
(ii) 60 years of age
(b) Whether likely to get extension upto 60 years of age.
VI. (a) Whether he owns any house/plot of land anywhere in India; if so, please give
details.
(b) Whether any house/plot is owned by the spouse/dependent children at the same place where the
proposed house/plot of the land is to be acquired; if so, give details.
VII. Reasons due to which the employee could not construct the house before attaining the age of 55 years and
period for which relaxation is sought.
VIII. (a) Cost of the proposed house.
(b) Whether house is to be constructed or acquired ready built.
(c) Date of completion of construction/acquisition of house.
(d) How the cost of the house/project is proposed to be met.
IX. Repayment Programme :
(a) The repayment programme of the loan.
(b) Amount of monthly instalments towards principal and interest with approximate
date of the commencement of the instalment of each category.
X. (a) Contribution to Provident Fund (Bank’s as well as employee’s)
(b) Amount of lien, if any, marked against contribution to theProvident Fund and the
purpose for which marked.
(c) Approximate amount of gratuity, if any, payable.
845
(d) Approximate amount of pension, if any, payable on retirement and thereon.
(e) Amount of long term deposits, if any, proposed to be lodged with the Bank and
amount of monthly interest payable thereon.
XI. General Manager’s recommendations on
(a) Whether relaxation in age is to be granted.
(b) Cost of project.
(c) Repayment programme.
( )
GENERAL MANAGER

____________________
Dated :
Annexure 26.26 Proposal for extension in the time limit beyond stipulated period for completion of
housing project
846
INDIVIDUAL HOUSING LOAN - PROPOSAL FOR EXTENSION IN THE TIME LIMIT BEYOND STIPULATED
PERIOD FOR COMPLETION OF HOUSING PROJECT
1. Name of employee and Grade
2. Designation and present posting
3. Total service put in (inclusive of period of probation)
4. Amount of loan sanctioned
5. Date of sanction of the loan
6. Loan availed of till date
7. Loan amount still to be availed
8. 1st instalment disbursed on____________ 2nd instalment disbursed on____________ 3rd instalment
disbursed on____________ 4th instalment disbursed on__________ 5th instalment disbursed
on_____________ Final instalment disbursed on___________
9. Date: (a) upto which project should be completed/house to be occupied.
(b) by which repayment of loan should commence.
10. Whether repayment of the loan has commenced; if so, please indicate the date thereof. If not, reasons
therefor be also indicated.
11. Date upto which extension in time for completion of the housing project is required. Please also indicate
period viz. years and months (A copy of employee’s representation be enclosed).
12. Reason(s) for which housing project could not be completed/house could not be completed within the
stipulated period.
13. Recommendations:
___________________ RECOMMENDING AUTHORITY
Date :
Annexure 26.27 Proforma of guarantee agreement to be obtained from sureties in case of officers placed under
suspension
GUARANTEE AGREEMENT
847
To,
___________________ .
Sir,
LETTER OF GUARANTEE
GRANT OF HOUSING LOAN TO EMPLOYEE
————————————————-
In consideration of the Bank at our request having sanctioned to Shri/Smt.

_______________________________________________, son of / daughter of
______________________________________ aged _________ employee of the Bank, a loan of Rs.
_____________ (Rupees ______________________________________) (hereinafter referred to as “the loan”)
for purchase of a house site viz., measuring ______________ sq. metres covered by S.No. _____________
within the Municipal/Zilla Parishad/Town Panchayat limits of _______________________ and for construction of a
residential house thereon.
OR
For purchase of an ownership flat/apartment in Plot No.__________ of an extent of _________________ sq. metres
covered by S.No. _______________ within the limits of Municipal/Zilla Parishad/Town/Panchayat in his name/in his
name jointly with Smt./Shri ____________________________________ his / her wife/husband.
OR
For construction of a residential house/flat/apartment on house site/plot No. ________________ measuring

___________________ sq. metres covered by S.No.____________________ within ______________ owned
by him/by him jointly with Smt. /Shri __________________________________________________ his/her wife
/husband.
OR
For extension/renovation of the house/flat owned by him/his/her wife /husband Smt. / Shri
_____________________________________ jointly with him/her on site/plot No.__________________________
to an extent of ________________ sq. metres covered by S.No. ___________________________.
OR
For purchase in his/her name of house/flat bearing Municipal Door No.________________ on House Site/Plot
No.________________ covered by S.No. _______________ of an extent of_______________ and renovation thereof,
we agree and undertake to be the guarantors for the said employee under the terms and conditions referred to
hereinbelow :-
1. We, Shri _____________________ and Shri_____________________________, hereby guarantee repayment

of instalments / lumpsum of housing loan with interest or other charges whatsoever in accordance with the
Scheme.
2. For the purpose of our liability for repayment of balance amount of the loan, interest, etc., the records of the bank
and entries in the books of accounts of the Bank shall be taken as correct and final.
3. In case of default on the part of the said

Shri/Smt.________________________________________________, we shall immediately make payment of
the amount due in respect of the said housing loan with all interest and charges thereon without demur and the
decision of Bank about the default as well as quantum of outstanding shall be final and binding on us.
848
4. We further guarantee that we shall be liable to pay the entire amount of the loan with interest, cost, etc., on
default of the principal or interest irrespective of any instalments fixed under the agreement for payment.
5. This guarantee is a continuing one, shall not be discharged except on repayment of all dues on account of
the said housing loan and only after the Bank issues a satisfaction certificate to this effect.
6. The guarantee is in addition to and without prejudice to any security whatsoever obtained/to be obtained in
future from the borrower Shri/Smt.______________________________ or from any one else.
7. The guarantee shall not be discharged by any variation in the terms of the loan/release of security or due to any
indulgence, time, forbearance as may be granted to the borrower and we shall be deemed to have
consented to such variation, release, indulgence, etc.
8. The guarantee obligations shall continue even after the death or cessation of service of the employee by any
means whatsoever either by way of retrenchment / termination / resignation / retirement / voluntary retirement,
etc., and our obligation shall not be discharged unless and until all the Bank’s dues are fully repaid as above.
Yours faithfully,
1. ( )
2. ( )
Witnesses :-
————-
1.
2.
Annexure 26.28 Draft of guarantee agreement to be executed where the spouse is required to join as
guarantor
DRAFT GUARANTEE AGREEMENT
————————————-
(To be stamped as an agreement)
This Guarantee Agreement made the ___________ day of __________, 19______ by Shri/Smt.
________________________________________________________ residing at
____________________________________________________ (hereinafter referred to as ‘the guarantor’ which
expression shall be deemed to include the heirs, executors, administrators and legal representatives) in favour of
State Bank of India, incorporated under the State Bank of India Act, 1955 and having its Central Office at Madame
Cama Road, Mumbai and one of its Local Head Offices at _____________ and among other places, a branch at
_______________ (hereinafter referred to as ‘the Bank’ which expression shall, unless repugnant to the context or
meaning thereof, be deemed to include its successors and assignees).
WHEREAS in consideration of the Bank agreeing to grant the Guarantor’s husband/wife,

Shri/Smt.____________________________ the employee of the Bank, residing at
___________________________ (hereinafter referred to as ‘the borrower’), a term loan under the Individual
Housing Loan Scheme of Rs.____________________ (hereinafter referred to as ‘the loan’) for construction of a
849
residential house/flat/apartment on house site/plot No. __________________ an extent of _______________ sq.mts.
covered by S.No. ___________________ within _________ owned by the Guarantor’s husband or wife jointly with
the Guarantor.
AND WHEREAS, in consideration of the Bank having agreed to grant or granted at the request of the Guarantor, the
aforesaid credit facility to _________________, the Guarantor has agreed to execute this Guarantee in favour of the
Bank on the terms and in the manner hereinafter appearing.
NOW THIS INDENTURE WITNESSETH that in consideration of the above premises, it is hereby covenanted and
agreed as follows :
1. If at any time default has been made by the borrower in payment of the principal sum/any or all the instalments
and/or the interest, costs, charges, expenses and/or other monies for the time being due to the Bank in respect
of or under the aforesaid loan, the Guarantor shall forthwith on demand pay to the Bank the whole of such
principal sum not exceeding Rs. ________________________ together with interest, costs, charges,
expenses and/or any other monies as may be then due to the Bank in respect of the aforesaid loan and shall
indemnify and keep indemnified the Bank against all losses of the said principal sum, interest or other monies
due and all costs, charges and expenses whatsoever which the Bank may incur by reason of any default on
the part of the Borrower.
2. The Bank shall have the fullest liberty without affecting this Guarantee to postpone for any time or from time to
time enforce or forbear to enforce any remedies available to the Bank at its liberty with reference to the matters
aforesaid or any of them or by reason of time being given to the Borrower or of any other forbearance, act or
omission on the part of the Bank or any other indulgency by the Bank to the Borrower or any other matters or
things whatsoever which under the law relating to sureties would, but for this provision, have the effect of
so releasing the Guarantor.
3. The Guarantor, agrees that no failure in the observance or performance of any of the stipulations or terms of the
term loan agreement and no default of the Bank in requiring or enforcing the observance or performance of any
of the said stipulations or terms shall have the effect of releasing or discharging or in any manner affecting the
liability of the Guarantor under these presents.
4. The Bank shall be at liberty to take in addition to the subsisting securities any other securities for the aforesaid
credit facility or any part thereof and to release or forbear to enforce all or any of the remedies upon or
under such securities and any collateral security or securities now held by the Bank and that no such release or
forbearance as aforesaid shall have the effect of releasing or discharging or in any manner affecting the
liability of the Guarantor under the Guarantee and that the Guarantor shall have no right to the benefit of the
said security and/or any other security that may be held by the Bank until the claims of the Bank against the
Borrower in respect of the aforesaid loan shall have been fully satisfied.
5. The Guarantee herein contained shall be enforceable against the Guarantor notwithstanding the securities
aforesaid or any of them or any other collateral securities that the Bank may have obtained or may obtain from
the Borrower or any other person shall at the time when proceedings are taken against the Guarantor
hereunder be outstanding and/or not enforced and/or remain unrealised.
6. In order to give effect to the Guarantee herein contained, the Bank shall be entitled to act as if the Guarantor
would be principal debtor to the Bank, for all payments guaranteed as aforesaid to the Bank.
7. The Guarantee herein contained is a continuing one for all amounts advanced by the Bank to the Borrower
under the loan referred to above as also for all interest costs and other monies which may from time to time
become due and remain unpaid to the Bank there under.
8. The Guarantee shall be irrevocable and enforceable against the Guarantor, notwithstanding any dispute
between the Bank and the borrower.
9. The Guarantor shall forthwith on demand made by the Bank deposit with the Bank such sum or security or
further sum or security as the Bank may from time to time specify as security for the due fulfillment of the
850
Guarantor’s obligations under this guarantee and any security deposited with the Bank may be sold by the
Bank after giving to the Guarantor a reasonable notice of sale and the said sum or the proceeds of sale of the
securities may be appropriated by the Bank in or towards satisfaction of the said obligations and any liability
arising out of non-fulfillment thereof by the Guarantor.
10. The Guarantor hereby agrees that notwithstanding any variation made in the terms of the said Agreement of
loan and/or any of the said security documents including variation in the rate of interest, extension of the
date for payment of the instalments if any, or any composition made between the Bank and the Borrower at
given time to or not to sue the Borrower, or the Bank parting with any of the securities given by the
Borrower or any other Guarantor, the Guarantor shall not be released or discharged of obligation under this
Guarantee provided that in the event of any such variation or composition or agreement the liability of the
Guarantor shall, notwithstanding anything herein contained, be deemed to have accrued and the Guarantor
shall be deemed to have become liable hereunder on the date or dates on which the Borrower shall become
liable to pay the amount /amounts due under the said Agreement of Loan and/or any of the said security
documents as a result of such variation or composition or agreement.
11. The Guarantor hereby agrees and confirms that the Bank shall be entitled to adjust, appropriate or set-off all
monies held by the Bank to the credit of or for the benefit of the Guarantor on any account or otherwise
howsoever towards the discharge and satisfaction of the liability of the Guarantor under these presents.
12. The Guarantor agrees that notwithstanding the Bank, for any reason whatsoever, losing and/or parting with any
of the securities given by the borrower, the Guarantor shall not be released or discharged of the obligations
under this Guarantee and, in the event of the Bank so losing or parting with the security, the Guarantor shall be
deemed to have consented to or acquiesced to the same.
13. The Guarantee hereby given is independent and distinct from any security that the Bank has taken or may take
in any manner whatsoever, whether it be by way of hypothecation, pledge and/or mortgage and/or any other
charge over goods, movables or other assets and/or any other property, movable or immovable, and that the
Guarantor has not given this guarantee upon any understanding, faith or belief that the Bank has taken and/or
may hereafter take any or other such security and that notwithstanding the provisions of Sections 140 and
141 of the Indian Contract Act, 1872 or other section of that Act or any other law, the Guarantor will not claim
to be discharged to any extent because of the Bank’s failure to take any or other such security or in requiring or
obtaining any or other such security or losing for any reason whatsoever including reasons attributable to its
default and negligence, benefit of any or other such security or any of rights to any or other such security that
have been or could have been taken.
14. The Guarantor agrees that any admission or acknowledgement in writing signed by the Borrower of the liability
or indebtedness of the Borrower or otherwise in relation to the abovementioned credit facilities and/or any part
payment as may be made by the borrower towards the principal, such hereby guaranteed or any judgment,
award or order obtained by the Bank against the Borrower shall be binding on the Guarantor and the
Guarantor accepts the correctness of any statement of accounts that may be served on the Borrower which is
duly certified by any officer of the Bank and the same shall be binding and conclusive as against the
Guarantor also and the Guarantor further agrees that in the event the Borrower making an acknowledgement
or making a payment, the borrower shall, in addition to his personal capacity, be deemed to act as the
Guarantor’s duly authorised agent in that behalf for the purpose of Sections 18 and 19 of the Limitation Act of
1963.
IN WITNESS WHEREOF the Guarantor has executed these presents the_______ day______ and year_________
first hereinabove written.
Signed by
Shri __________________________
Address________________________
_______________________________
851
_______________________________
Annexure 26.29 Specimen of Memorandum of Agreement executed by the employee seeking

Voluntary/Premature Retirement
PLACE ______________
DATE ______________
STATE BANK OF INDIA
___________________
___________________
Dear Sirs,
I refer to my letter dated _____________ and the agreement dated ____________ executed in your favour
(hereinafter referred to as the ‘Agreement’) regarding the terms and conditions on which you had, at my request,
granted to me a loan of Rs._____________ for purchase / extension / renovation / construction of a flat / house /
land / site situated at ____________________________________________________.
I also refer to further or additional housing loan of Rs. ____________________ granted to me vide a
supplementary Memorandum of Agreement dated _____________________.
I am aware that in case of my voluntary/premature retirement from the Bank’s service at any time, the amount of the
loan or the balance then outstanding in my housing loan account shall become payable at once, or, in the event the
Bank considers continuance of the loan in the post-retiral period also, I shall be liable to pay the interest at the rate
chargeable on such loans at the commercial rate of interest.
I am seeking voluntary/premature retirement w.e.f. ______________ and, in this connection, please refer to my
letters dated ____________ and ___________ with a request to allow me to continue repayment of my housing loan
till I attain the age of 70 years.
In consideration of the Bank having agreed to allow me to continue repayment of my housing loan till I attain the age
of 70 years, I am executing this agreement so as to bind myself, my heirs, the executors, administrators and permitted
assignees as follows :-
a) The entire outstandings in my housing loan account No.__________________ alongwith further interest on
the date of my voluntary/premature retirement shall be payable by me in ________________ equal
monthly instalments of Rs.______________ and the first instalment shall commence from ______________.
b) I agree, declare and confirm that further interest w.e.f. ____________ on the entire outstandings in my above
housing loan account shall be repayable by me with the present commercial rate of interest @ _______ % p.a.
with ________ rests.
c) I hereby irrevocably and unconditionally authorise the Bank to recover from and out of my monthly pension
payable to me, Rs. ____________________ every month in payment of the instalments of the loan now fixed
under this Agreement towards principal and/or interest and all other sums that may, from time to time, and at
any time become due and payable by me to the bank. I agree that the Bank shall recover from my pension in
the manner above mentioned.
AND/OR
852
d) As a further additional security, I have this day deposited an amount of Rs.____________________ enabling
the Bank to deduct such portion of the interest from the said deposit and adjust toward the instalments payable
by me to the Bank. I hereby irrevocably authorise the Bank to deduct a sum of Rs.___________ every month
from the interest earned out of the said deposit in payment of instalments of the loan now payable under this
agreement. The Bank shall have right to set off any amount payable to me under the said deposit at any time in
discharge of the dues payable to the Bank under the said loan account or any other dues payable by me to the
Bank.
e) The Bank shall be entitled, at its discretion, at any time, to appropriate and set off:
i) Any amount which may then be payable by the Bank to me or any amount that may be standing to the credit of
any account which I may have with the Bank either singly or jointly, whether current or savings or term deposits
or any account whatsoever with any of branches towards repayment of the balance that may be remaining due
and payable by me in my said loan account together with interest thereon at the applicable rates upto the date
of such repayment. Any such appropriation made by the Bank shall be conclusive and binding on me thereon.
f) All the securities created by me in this regard in favour of the Bank and all the terms and conditions agreed to by
me under the various documents executed by me in this regard shall continue to be binding on me until the
entire dues towards the Bank are satisfied and I shall be entitled for release of the title deeds only on the full
payment of the entire dues thereon.
Yours faithfully,
SIGNATURE ________________________
Name ________________________
Designation ________________________
Department ________________________
Annexure 26.30 Letter requesting continuance of the Housing Loan / Additional Housing Loan by the employee
seeking Voluntary / Premature Retirement
PLACE ______________
DATE ______________
STATE BANK OF INDIA
___________________
853
___________________
Dear Sir,
I refer to my letter dated __________________ seeking voluntary/premature retirement. Please also refer to Housing
Loan Agreement/Additional Housing Loan agreement dated ______________ executed by me in your favour. I am
aware that on the date of my retirement, I am bound to liquidate the outstandings in my housing loan account as per
the extant instructions in this regard. However, I am unable to liquidate the outstandings in my housing loan account
on the date of retirement for the reasons :-
(i)
(ii)
(iii)
In view of the genuine difficulties expressed by me as above, I may be allowed to continue repayment of my housing
loan till I attain the age of 70 years in __________ equal monthly instalments of Rs. ____________ . I am willing to
pay the commercial rate of interest on the housing loan from the date of my retirement.
Yours faithfully,
SIGNATURE_______________
Name__________________
Designation_____________
Department______________
Annexure 26.31 Draft of supplementary agreement in case of voluntary / premature retirement of an

employee (To be stamped as agreement)
(From :
To,
________________ Branch,_
Dear Sir,
RE : HOUSING LOAN OF RS._________________________________________
I have been granted Housing Loan of Rs. ______________ by State Bank of India (hereinafter called the “Bank”)
and also have executed a Loan Agreement in favour of the Bank on _____________.
854
* I have been granted an additional housing loan of Rs. _____________ and in this connection I have executed a
Supplementary Memorandum of Agreement dated _____________.
I declare and confirm that in case of my seeking voluntary/premature retirement from the Bank’s service at any time,
and the Bank permits me to retire thereon, the amount of the loan or the balance then outstanding in my housing loan
account shall become payable at once or in the event the Bank considers continuance of the loan in the post-retiral
period also, I shall be liable to pay the interest at the rate chargeable on loan account at the commercial rate of
interest then prevailing for similar loans as per the banking practice. Further, the Bank shall be at liberty to fix the
repayment schedule keeping in view the changed conditions and the rate of interest chargeable after retirement. In
the event of my voluntary/premature retirement the Bank shall be entitled at its discretion to appropriate and set off :
(i) any amount which may then be payable by the Bank to me whether by way of salary, allowances, bonus, other
remuneration or any payment (whether ex-gratia or otherwise) whatsoever and
(ii) any amount that may be standing to the credit of any account which I may have with the Bank, either singly or
jointly, whether current or savings or term deposits of any other account whatsoever at any of the branches
towards repayment of the balance that may be remaining due and payable by me in my said loan account
together with interest thereon at the applicable rates upto the date of such repayment. Any such appropriation
made by the Bank shall be conclusive and binding on me and my estate.
On payment of the entire dues or on the completion of the rescheduled instalments of payment and on
satisfaction of the entire dues to the Bank under the above said housing loan/additional housing loan
sanctioned to me, I shall be entitled for release of the title deeds.
Yours faithfully,
( )
Employee
Annexure 26.32 Application form for Additional Housing Loan
APPLICATION FORM FOR ADDITIONAL LOAN
To:
The Dy.General Manager/
Branch Manager,
State Bank of India
_______________
Date :
Dear Sir,
HOUSING SCHEME FOR GRANTING INDIVIDUAL LOANS TO THE STAFF-ADDITIONAL LOAN
I hereby apply for an additional Term Loan of Rs.* .................. (Rupees .................................................. only)
in terms of the captioned Housing Scheme for purchase of land for construction of a house / for acquisition /
construction / extension of house / apartment / flat / tenement in my own name for the bonafide use of myself and my
family members, details of which are furnished in the attached statement.
** I declare that the additional premises to be constructed by me will be bigger by atleast 120 sq.ft. and will have
atleast one more room than those in the existing flat / apartment / house.
** I declare that a new flat / apartment / house will be bigger than the existing flat / apartment / house by 120 sq.ft.
and will have atleast one more room that those in the existing flat / apartment / house.
855
I undertake to abide strictly by all the terms and conditions stipulated by the Bank and any modification thereto made
thereafter from time to time. All other rules and regulations of the Bank applicable to the aforesaid scheme will be
observed by me and the instructions issued by the Bank from time to time will be adhered to by me. I am fully aware
that any breach of the terms and conditions stipulated by the Bank or any misutilisation of the amount of the loan will
constitute a gross misconduct and shall render myself liable for disciplinary action as per service rules governing my
service with the Bank. I also declare that I am in a position to pay my share of an estimated amount of Rs. ........
(Rupees .......................................... only) towards the cost of construction / acquisition / purchase / extension of
apartment / house / bungalow.
I also certify that the particulars given in the attached statement are correct and nothing has been concealed by me,
which would prejudice or affect my right to apply for loan from the Bank under the above referred Scheme.
Yours faithfully,
Signature :
Name :
Branch :
Certified that the particulars stated by the employee in the application are in order and accordingly the loan applied for
is recommended for sanction.
Place : Branch Manager /
Date : Head of the Department
——————————————————————————————————————————————
* The amount should be equal to the figure shown against paragraph 19 in the enclosed statement.
** Delete whichever is inapplicable.
Statement giving / submitting all the Information / Papers / Documents for Availment of the Additional Loan for
Purchase of New Flat / House Extension to the Existing Flat / House
1. Full name of the employee :
2. Date of Birth :
3. Age as on the date of :

application
4. Date of joining the Bank :
5. Date of confirmation :
6. Designation :
7. Department / Branch :
856
8. Total service as on the date of :
application (including probationary
period but excluding temporary
service)
9. Total span of service (in case of :

contract)
10. (a) Present basic pay : Rs.
(b) Dearness Allowance : Rs.
(c) Special Allowance : Rs.

-----—————-
Total : Rs.
-----—————-
11. Provident Fund Index No. :
12. Amount of loan availed under :
(a) Staff Cooperative Housing Scheme/ : Rs.

Individual Housing Scheme
(b) Date of sanction of loan :
13. Maximum Loan amount admissible :
(i) Difference between Loan amount :

permissible under Individual Housing
Scheme and the quantum of loan
already availed of under the staff
Cooperative Housing Scheme /
OR
(i) The cost of additional construct- :

ion whichever is less : Rs. ..............
(ii) Difference between purchase price :

of new house / flat / apartment /
bungalow and sale price of the
existing house / flat / apartment /
bungalow
OR
Difference between loan amount :

permissible under Individual Housing
Scheme and the quantum of loan
already availed of under the Staff
Cooperative Housing Scheme /
857
whichever is less : Rs. ..................
14. Amount of additional loan applied for : Rs. ..................
15. The sale price of house / flat / : Rs. ..................

bungalow / tenement in the Staff
Cooperative Housing Society
(Give name of the Society)
16. Details in respect of the plot of land/ :

house / flat / apartment bought /
constructed / extended / proposed to
be bought / constructed / extended
a) In the case of a Private Housing

Society, where the construction
is completed / to be completed :
i) Full name of the Society :
ii) Registration Number :
iii) Situated at :
iv) Whether the employee’s :

membership in the society is
approved ? If so, true copy
of such allotment letter as
per Specimen marked ‘A’
should be attached (Annexure 5.13)
v) Where the construction of the :

Society is completed, the
Government approved Valuer’s
report should be submitted
as per specimen marked ‘B’
(Annexure 5.14)
Existing Flat/House New Flat/House/

Bungalow/Tenement Bungalow/Tenement
———————----—— -------———————
vi) Plinth area :
vii) Carpet area :
b) Where an independent house/ :

structure is purchased/is to
be purchased by disposing of
existing house/flat in Staff
858
i) Name(s) of the Vendor(s) :
and relationship with the
employee, if any
ii) Name of the building/ house :
iii) Where situated :
iv) Landlord(s)’s/Vendor(s)’s :
letter as per specimen
marked ‘A’ offering a plot
of land/house/building, etc.
(Annexure 5.13)
Existing House/Flat New House/Flat

————————— ———————
v) Plinth area :
vi) Carpet area :
c) Where extension of a building/

house/apartment owned by the
employee :
i) Name of the building/ :

house/apartment/Staff
ii) Where situated :
iii) Architect’s certificate :

should be submitted marked ‘B’
(This should indicate total cost of

additional construction.)
(iv) a) Additional construction :
b) A certified true copy of :

the municipal approval for
such extension
d) Where purchase of plot of land

and construction thereon is
contemplated by disposing of
house/flat in the Staff Co-operative
Society
i) Full name(s) of the Vendor(s) :
ii) A letter from the Vendor(s) :

addressed to the employee,
giving the area of land offering
859
it for sale and mentioning the
sale price
iii) Survey and other numbers, :

boundaries, etc.
iv) Area of the plot :

(in sq.yards/metres)
v) Price per sq.metre
vi) Total cost of plot : Rs. .....................
(Certificate should be attached marked “C” from the Architect that purchase price is fair
and reasonable and compares favourably with the rates prevailing in the neighborhood.)
vii) Any earnest money paid ?

If so, how much and when does
the Agreement to sell expires ?
(If an Agreement to sell has been entered into, please attach a copy certified by the Local Advocate of the Branch
wherefrom the employee will avail the loan, marked ‘D’.)
viii) If the plot has been :

purchased, please also forward
to us a copy of the Deed of
Conveyance certified by the
Local Advocate marked ‘E’.
ix) Is the land converted into :

non-agricultural land ? If so,
please attach a copy of the
relative order duly certified,
marked ‘F’
x) Is the N.O.C. obtained by the :

Vendor(s) under the provisions
of the Urban Land (Ceiling
and Regulation) Act 1976 ?
If so, please attach a copy
thereof duly certified marked ‘G’)
xi) Whether the plot is fully :

developed ? If not, the
estimated expenditure : who
will bear the cost ? Vendor(s)
or the Employee.
Existing New
———— ----—-
xii) Total plinth area of :

house/bungalow
xiii) Total carpet area of :

house/bungalow
860
xiv) Blue prints of the plot :
of land and house/bungalow
prepared by the Architects as
submitted to the municipality
should be enclosed.
* (If the plans have been approved by the Municipality, a copy of the relative sanction
certified as a true copy by the employee’s Architect, marked ‘H’ should be attached.)
xv) Details of the amenities :

provided/proposed to be
provided in the house/bungalow
17. Estimated cost of house/bungalow/

flat/apartment/extension where :
a) flat is in a society, the construct- :

ion of which is under progress
b) extension of building/house/ :
apartment/flat acquired by the
employee either under Co-operative
Housing Scheme or Individual
Housing Scheme
c) Purchase of plot of land and :

construction thereon
(This should be supported by a certificate marked ‘I’ from the employee’s Architect that the estimate is in order)
18. Whether the Society’s/Landlord’s :

title to the property/land/flat/
apartment is clear and marketable,
free from encumbrances and doubts ?
(A certificate to this effect from
the Local Advocate of the Branch
wherefrom the employee will obtain
the loan should be attached marked ‘J’
in case of a new property/land/flat/
apartment.)
19. Amount of the loan for which the : Rs. ..................

employee is eligible in terms of
item No.13 above
20. The amount the employee will have : Rs. ..................

to pay from his own resources after
taking into consideration the Bank’s
additional loan for which he is eligible.
21. A blank irrevocable letter of authority : Rs. .....................

in duplicate as per specimen marked ‘K’
(Annexure 5.10 or 5.11, as the case
may be) should be attached.
861
22. Municipal taxes/levies, etc. approxi- : Rs. .....................
mately per month in respect of the
house/building/flat/apartment
23. Betterment charges where :
a) plot acquired/to be acquired

and construction thereon
b) flat in the Society/apartment to

be purchased/acquired,
construction of which is in progress
(A certificate should be attached, marked ‘L’ from the employee’s legal adviser where the land falls in aTown
Planning Scheme and any better-ment charges are payable thereon.)
24. Proper approach road and water

available where :
(a) plot of land acquired/to be

acquired and construction thereon :
(b) flat in the Society/Apartment

to be purchased/acquired,
construction of which is
under progress.
(A certificate should be attached, marked ‘M’ from the employee’s builder /architect stating that there is a proper
authorised approach road to the site/house/building and the water is available for drinking and construction
purpose.)
25. Schedule of disbursement where the construction is under progress and the loan will be disbursed in instalments.
(A statement should be attached, marked’N’ from the employee’s/society’s/builder’s architect detailing the stages
of works required to be completed and showing there against the instalments of the loan to be released
thereafter)
26. Any other information :
27. I hereby declare that ..........
i) I do not own any residential accommodation in the name of myself/my spouse/my

dependent children
ii) I have read the circular No.10/19 of 1983 on the Housing Scheme for granting
additional individual loans to the staff and agree to abide by the same.
iii) *My wife/husband is not an employee of the Bank
iv) *My wife/husband who is an employee of the Bank has not applied for and/or
obtaineda housing loan under the Bank’s Co-operative Housing Scheme and/or under
the Individual Housing Scheme.
v) ............ is (here mention the name of the place) the place where I intend to settle
after my retirement.
862
vi) The total cost of the house or flat proposed to be constructed/acquired/additional
construction carried out (including the cost of land) will not exceed Rs........
vii) The site/house/flat to be constructed/acquired/enlarged with the help of the loan

availed of from the Bank will not be utilised as a source of income or profit except
to such extent and for such period as the Bank may permit and that my loan applied
for as detailed below, will be sufficient to complete the construction/acquisition of the
proposed site/house/flat/enlargement of the present accommodation.
a) Amount of additional housing

loan as per this application : Rs. ..................
*b) Amount of withdrawal from : Rs. ..................

Provident Fund balance
applied for/sanctioned
*c) Amount of loan availed of/to : Rs. ..................

be availed of from the
Co-operative Credit Society
*d) Personal Savings : Rs. ..................
*e) Other resources (give : Rs. ..................

details and how they were
acquired)
TOTAL : Rs. ..................
Total estimated cost of acquiring/ Rs. ..................

construction/enlarging the house/ite/flat
Date : Signature :
Name :
Place : Branch/Dept.:
* Delete whichever is not applicable, under authentication.
Annexure 26.33 Application Form for relief loan
(To be submitted in duplicate)
The Branch Manager,

_____________________
Dear Sir,
ADVANCES TO STAFF-FLOOD/CYCLONE / DROUGHT/EARTHQUAKE RELIEF LOAN
863
I hereby apply for a relief loan of Rs. ___________ (Rs.____________________ only). The other particulars required in
this connection are given below :-
1. Name in full :
2. Designation :
3. Basic Pay :
4. Present residential address :
5. Location of the property where the damage is actually caused :
i) Survey No.
ii) Village and District
iii) Extent Acre(s)
iv) Whether house property/agricultural lands
v) Registered in the name of
Yours faithfully,
(Signature of the
employee/official)
Annexure 26.34 Declaration Form for obtaining relief loan
To,
The Branch Manager,

__________________________
Dear Sir,
FLOOD/EARTHQUAKE/CYCLONE/DROUGHT RELIEF INTEREST BEARING LOAN
I have to state that during the recent floods/earthquakes which occurred at ................. I have suffered damage to my
house/property, the details of which are attached hereto. This area has been declared as
flood/earthquake/cyclone/drought affected area by............. State Government. As a result of this damage, I have
suffered a loss of Rs. ......................
864
2. I request you to grant me a loan of Rs. ................
3. A certificate certifying the amount of loss sustained by me, obtained from President of the Municipality/ the
Tehsildar of the town in which the property is situated / Block Development Officer under whose jurisdiction the
property is situated / the President of the Gram Panchayat of the village in which the property is situated is
attached.
4. In case I am granted the loan, I authorise the Bank to recover the amount of loan in .............equal monthly
instalments from my salary. I note that the first instalment will be recovered from the month succeeding the month
in which the loan is granted. In the event of my death or my ceasing to be in service before the amount of loan is
fully paid, the outstanding balance shall be adjusted from the superannuation benefits, if any, due to me.
4. I agree to abide by all the conditions stated above and confirm that the facts stated by me in this application are
correct.
Yours faithfully,
(SIGNATURE)
Name : ............................
Designation : ...................
Branch/Department : ...................
DETAILS OF DAMAGE TO HOUSE / PROPERTY
Nature of Total value Amount of

property of property loss
suffered
————— ————— —————
i)
ii)
iii)
iv)
___________ ____________
Total
___________ ____________
DECLARATION
“I, __________________________________________ do hereby declare that the statements furnished above are
correct. In case, at any stage, the above information is found incorrect, I would be liable for disciplinary action being
initiated against me.”
Date : Signature of the Employee
865
Annexure 26.35 Statement of Flood / Cyclone / Drought / Earthquake Loan granted to Staff During
_______________20______
................BRANCH
_____________________________________________________________________________
Name of Designa- Substan- Amt. of Date of Monthly Remarks

the empl- tion tive loan sanction instalment
oyee/ Salary stipulated
officer for repay-
ment.
_____________________________________________________________________________
_____________________________________________________________________________
Certified that I have verified the particulars given in each application for advance and I am fully satisfied that the houses
of the employees/officers listed above have been damaged and they had to incur expenses on repairs.
866
.................. Branch
Date : BRANCH MANAGER
Annexure 26.36 DRAFT OF CERTIFICATE
This is to certify that Shri/Smt./Kum.______________________________ resides at

____________________________________________________________________
FULL ADDRESS
In recent flood/earthquake/drought the properties belonging to him/her as detailed below were damaged and he/she has
suffered loss as mentioned against individual items of property mentioned below:
Nature of Property Total Value of Property Amount of Loss Suffered
___________
TOTAL ___________
Signature of Authority
With SEAL
867
ANNEXURE 26.37
APPLICATION FOR PERSONAL LOAN

(To be submitted in duplicate)
Name of the Applicant : P.F.Index No. :
Designation : Branch/Deptt :
Date of Appointment : Intercom No. :
Date of Confirmation : Employee No. :
Total Service : _______ Year ______ Months

________________________________________________________________________
The Assistant General Manager, Through: The Branch Manager/Head of the Deptt.
State Bank Of India

________________
Dear Sir,
1. I shall be obliged if you please grant me a personal loan of Rs.___________

(Rupees________________________________________) by way of overdraft, as per Personal Loan Scheme of
the Bank (hereinafter called as “loan”) for meeting the expenditure on _____________________ (the necessary
868
documentary evidence is enclosed/will be submitted whenever demanded by the Bank). I have not availed the
loan under this facility earlier/the Loan availed by me earlier has been /will be liquidated on ___________ (date).
2. I hereby apprise the Bank to credit my salary and allowances to overdraft account No.__________________ with
_______________________ Branch and to recover the amount of the loan and the interest thereon at the SBI
PLR rising / falling from time to time from the said overdraft account. I also undertake to pay the interest at the
monthly/quarterly rests in respect of the outstanding of the overdraft A/c. I undertake to abide by the Rules and
Regulations governing the sanction of the Loan. I also undertake to utilise the proceeds for bonafide purposes
and not for reinvestment of speculative nature. Any breach of the terms governing the loan or investment of
speculative nature will entitle the Bank to recover the entire amount then due with interest forthwith and also
render me ineligible for further facility under this scheme or any other staff loan scheme. This will also attract
disciplinary action as may be decided by the Bank.
3. In the event of my ceasing to be in the Bank’s service before the Loan is liquidated the balance outstanding and
the interest due, if any, may be adjusted out of the Bank’s contribution to the Provident Fund, if payable to
me/my nominee in terms of the relevant Fund Rule. If the Bank’s contribution is not payable to me/my nominee
or is not sufficient to repay the entire outstanding including interest, the outstanding may be recovered from my
own contribution to Provident Fund and / or gratuity and I hereby authorise the Trustees of Provident Fund and
Gratuity Fund accordingly and to that extent it shall be a good discharge to the Trustees against all claims
whatsoever in respect of the said Fund. I hereby authorise the Bank to appropriate the amount of leave
encashment due at time of retirement towards outstanding in the Overdraft Account and interest thereon.
4. I also undertake to extend the charge on the house property mortgaged to the Bank in respect of which Individual
Housing Loan has been availed as collateral security for the Personal Loan and submit the necessary
confirmation in this regard from the branch from which I have availed Individual Housing Loan.
5. I also undertake that I shall not avail of any loan from sources outside the State Bank of India including loans
from co-operative societies and / or request the Bank to deduct monthly instalments from salary for this purpose
without the written permission of the Competent Authority in the Bank.
6. I also confirm that I have no external borrowings other than those for which specific written approval has been
obtained from the Bank as detailed below (for officers only).
7. I undertake that my monthly salary will be credited to the overdraft account and the account will not be overdrawn
beyond the drawing power at any time. In the unlikely event of the account remaining overdrawn for any reason
whatsoever including on account of interest debited, I undertake to repay the overdrawn amount promptly failing
which enhanced interest at the rate to be decided by the Bank may be recovered from me.
8. I have fully understood the details of the Personal Loan Scheme and undertake to abide by the rules governing
the scheme failing which I will be liable to repay the entire loan plus interest and will be ineligible for further facility
under this Scheme or any other staff loan schemes.
9. The particulars of my salary and deductions there from are furnished below:
a) Basic Pay Rs.______ Deductions from salary
b) Spl. Allowance Rs.______ (1) Provident Fund Rs.________
c) Other Allowance Rs.______ (excluding voluntary portion)
d) Gross Salary Rs.______ (2) Income Tax Rs.________

(3) Professional Tax Rs.________
(4) Housing Loan Rs.________
(5) Consumer Loan Rs.________
(6) Vehicle Loan Rs.________
(7) Credit Society Rs.________
(Loan deduction)
(8) Festival Advance Rs.________
(9) Gold Loan Rs.________
869
(10) Other deductions,
If any, (please Rs.________
give individual
details if necessary on
separate sheet)
(11) Notional interest on
Overdraft (for Rs.________
entire limit)
TOTAL Rs.________
e) Less Total
Deductions : Rs.________ ( ______% of gross emoluments)
f) Net Take
Home Pay : Rs.________ ( ______% of gross emoluments)
Details of external borrowings:- Details of approval accorded

Source from which borrowed Amount for availing outside borrowing
Date: (Signature of the applicant)
FOR OFFICE USE
Basic Pay (and special allowance, if any) Rs.________
Permissible Amount of Loan Rs.________
Monthly instalment, if any and interest Rs.________
Recovery to commence from Month / Year ________
Scrutinised and found in order and recommended.the sanction of personal loan will not result in the take home pay of
the applicant falling below 40%of his gross salary. We confirm that no disciplinaryproceeding is contemplated / pending
against the employee he / she has not taken frequent leave on loss of pay.
Sanctioned a personal loan of

Rs. _____________________
Branch Manager / Head of the Deptt Asstt. General Manager (OAD)
Date: Date:
870
ANNEXURE 26.38
SPECIMEN OF LETTER OF AUTHORITY ADRESSED TO THE TRUSTEES OF THE PROVIDENT FUND AND
GRATUITY FUND TO BE OBTAINED FROM THE EMPLOYEE / BORROWER
AT THE TIME OF SANCTION OF LOAN
Place : ____________
Date : ____________
To
The Trustees,
State Bank of India Provident Fund / Gratuity Fund.
Dear Sirs,
I hereby irrevocably authorise you to hand over to State Bank of India the Cheque / draft for entire amount which is
payable to me under the State Bank of India Employees Provident Fund Rules / Gratuity Fund Rules (in force for the
time being) immediately after the same has become payable. Such payment shall be a valid discharge to you for the
amount so paid and the same shall be binding on me and my heirs, executors and administrators and estate.
If any further application or letter or a receipt is required from me to authorise or enable you to hand over such cheque /
draft and effect payment as aforesaid, I shall sign the same after being informed thereof by you or by the Bank. In the
event of my failure, neglect, omission, inability or refusal to do so for any reason or cause whatsoever, I hereby
irrevocably authorise State Bank of India acting through any of its officers, to sign any such application or letter, receipt
or discharge or any other letter or writing required by the Trustees and the same shall be valid and binding on me and
shall be a valid authorisation receipt and discharge to the Trustees in the same manner as if I had myself signed the
same.
Yours faithfully,
(Employee)
Copy to:
______________BRANCH.
871
ANNEXURE 26.39
SPECIMEN OF LETTER OF AUTHORITY ADRESSED TO THE TRUSTEES OF THE PROVIDENT

FUND AND GRATUITY FUND TO BE OBTAINED FROM THE NOMINEE(S) OF THE
EMPLOYEES FOR HIS / HER PROVIDENT FUND BALANCE
(To be executed by the Nominee/s)
Place : ____________
Date : ____________
To
The Trustees,
State Bank of India Provident Fund / Gratuity Fund.
Dear Sirs,
I/We am/are the nominee/s of the above Fund.
I/We hereby irrevocably authorise you to hand over to State Bank of India the Cheque / draft for entire amount which is
payable to Mr./Mrs./Miss ____________________________(employee of the Bank) under the State Bank of India
Employees Provident Fund Rules / Gratuity Fund Rules (in force for the time being) immediately after the same has
become payable. Such payment shall be a valid discharge to you for the amount so paid and the same shall be binding
on me/us and my/our heirs, executors and administrators and estate.
If any further application or letter or a receipt is required from me to authorise or enable you to hand over such cheque /
draft and effect payment as aforesaid, I/we shall sign the same after being informed thereof by you or by the Bank. In
the event of my failure, neglect, omission, inability or refusal to do so for any reason or cause whatsoever, I/we hereby
irrevocably authorise State Bank of India acting through any of its officers, to sign any such application or letter, receipt
or discharge or any other letter or writing required by the Trustees and the same shall be valid and binding on me/us
and shall be a valid authorisation receipt and discharge to the Trustees in the same manner as if I/we had
myself/ourselves signed the same.
Yours faithfully,
(Nominee/s)
Copy to:
______________BRANCH.
Annexure 26.40 Certificate/undertaking by disbursing officials for raising loan from Co-
operative societies
872
The General Secretary,
_________USE T&C
Co-operative Society Ltd.,
___________________
___________________
Dear Sir,
Shri________________________
Designation__________________
At the request of Shri_________________________________and keeping in view genuine need of the employee, we

have permitted him to raise a loan of Rs.____________________________
______________________________from your society. We have noted to deduct a sum of
Rs._________p.m. from salary of Shri________________w.e.f______________. This is without
any prejudice to the right of the Bank to stop/vary the deductions/amount of deduction under the
instructions/rules of the Bank in this regard and any other provisions of the law applicable in this
regard. The undertaking will be valid till Shri _________________________draws his salary
regularly and is in service of the Bank. The Bank will not deduct the instalment from subsistence
allowance in case the employee is placed under suspension.
Yours faithfully,
BRANCH MANAGER
Annexure 26.41 (Letter to be exchanged in case of loans/advances to staff on commercial rates in case
of existing loans)
To,
873
(Name of the Borrower & Address)
CHANGE IN RATE OF INTEREST
With reference to the following credit facilities sanctioned to you, the rate of interest stands revised
as indicated against the said facilities on and from ____________________date.
Nature of facilities Existing Rate of Revised Rate of interest

Interest with effect from
Personal Loan
Housing Loan
Car Loan
Student Loan
The said interest will be applied at monthly rests and all other provisions applicable in respect of charging of interest
will remain unchanged.
The Bank shall at any time and from time-to-time, be entitled to change the rate of interest depending on the changes in
the PLR, and such revised rate of interest shall always be construed as agreed to be repaid by you and secured by the
documents executed in connection with the above-referred credit facility. You shall be deemed to have notice of
change in the rate of interest whenever the changes in PLR are displayed/notified at/by the Bank/Branch/published in
newspaper/made through entry of interest charged in the statement of account sent to you. The interest, if not paid on
the date of its application/due date, will be compounded.
Yours faithfully,
Branch Manager Accepted
(Signature of Borrower)
Name of the Borrower
Annexure 26.42 Delegation of financial & administrative powers: Individual Housing Loan Scheme
CDO/IR/SPL/271 DT.21.10.2000
Area Authority to whom powers have been delegated
874
--------------------------------------------------------------------------------
(I) Sanction of Housing (i) The respective Dy.General Managers and

Asst.General Managers in charge of the
Loans and Additional branches (Scale VI & V
incumbencies)
(ii) The Asst.General Managers (at Regions)

controller of the branches of Scale I to IV
incumbencies where the loan is to be availed of
Notes :
(i) In respect of the employees at Local Head Offices / Corporate Centre establishments and also the employees on
deputation to other institutions (SBI Caps, RBI, IBA, etc.) the applications completed in all respect should be
forwarded to the branch where the loan is to be availed of by the respective heads of departments /
institutions with required particulars duly certified. Henceforth, however, funds angle clearance need not be
issued should be obtained from the Office Administration Department at Corporate Centre / Asst.General
Manager (HR) at LHO. The funds angle clearance in such cases instead will be issued by modules by following
the same procedure as is observed in respect of staff working under them. The linkage for clearance from funds
angle is now shifted from the place of posting to the branch where the loan is sought to be availed of by the
employees.
(ii) Where an employee desires to acquire / construct a flat / house in an area under the jurisdiction of another
circle, the application will be forwarded to the concerned branch in the other circle. The funds angle
clearance need not to be issued by the circle in which the employee is working. In other words, for the purpose
of funds angle clearance, the applications for Housing Loans from the other circle will be treated at par with those
of employees working in the circle where the Housing Loan is to be availed of.
(iii) With the delegation of powers for sanctioning of housing loan, it would be necessary to make the allocation of
funds for housing to modules / regions so that the funds angle clearance may be issued at the level of the
sanctioning authority.
(II) Grant of administrative clearance on the basis of project cost:
(i) Authority is vested with General Manager Where the total cost of the housing project exceeds 3.5 times of
the Bank’s loan :-
(ii) Where the total cost of the housing project exceeds 2 times the Banks loan but does not exceed 3.5
times - administrative clearance will be given by authorities based on the relative sanctioning authority, as
under:-
a) If the loan Sanctioning Authority The administrative clearance will be given by:-
is:-
i) AGM at branches of Scale V DGM of the Module
incumbencies & AGM at Regions
controlling branches in Scale I to IV
incumbencies
ii) AGMs at branches DGM
iii DGM headed branches GM

)
b) Extension in time limit for commencement of repayment of loan where the housing
875
project is not completed within 36 months in case of construction of new house by
a Govt. institution/Semi-Govt. agency and 18 months in all other cases.
Extension upto 12 months at a time, Extension beyond 36 months of initial three
(maximum three such extensions (12 months *3 occasions)
extensions)
For DGM headed GM For GM headed branches CGM

Branches
Other Branch DGM Other Branch GM

(Scale I to V) of the (Scale I to V)
module
All other branches GM All other branches CGM

c) Disposal of existing flat/house-grant Same authority empowered to sanction the
of administrative clearance housing loan.
d) Sanction of loans to GM
employees/officers beyond 55 years
of age
e) i) Grant of administrative clearance a) DGM of the branch in respect of DGM
for disposal of existing flat/house incumbency branches
and availing of additional housing b) DGM(Module) in all other cases i.e for
loan Scale I to V branches
ii) If the process of sale & purchase
of the old/new house/flat is not
completed within 9 months as GM
envisaged, an extension by 6
months each may be granted on
two occasions
iii) A further extension of 3 months

may be considered under exception CGM
on merit of each case.
f) Waiver of the condition that the GM
house/flat to be acquired with
additional housing loan should be
bigger by 120 sq.ft.
876
CHAPTER 27
MISCELLANEOUS MATTERS
27.1 PROVISION OF BRIEFCASES TO OFFICERS FOR OFFICIAL USE

1. Brief cases will be provided to officers when considered necessary for their official use.
The minimum period of use will be three years for all categories of officers and the cost
will be reimbursed subject to the following ceilings w.e.f. 21.05.2005
JMGS - Rs.1400/-
MMGS II/III - Rs.1800/-
SMGS IV/V - Rs 2200/-
TEGS VI/VII - Rs.2600/-
TEGSS I/II - Rs.3500/-
(CC No. CDO/ P&HRD-PM/11 dt. 21.05.2005)
2. A record of brief cases provided to officers should be maintained at the branches and by
the controlling authorities. The record should include date of purchase, price and the
name of the officer.
3. Probationary Officers and Trainee Officers are not eligible for this facility during the period
of probation.
27.2 BANKERS' CLUBS - MEMBERSHIP
1. At the instance of the Indian Banks' Association, Bankers' Clubs are being established at
various centres. Our Branch Managers may become members of such clubs and accept
office-bearerships in certain cases. The main objectives of the club are:
i. promotion and exchange of ideas and views between officers of different
banks;
ii. spread of education related to banking;
iii. establishment of rapport with Government/public authorities etc.; and
iv. observance of codes of practice laid down for mutual interests.
2. The admission fees and subscription to our officers joining the Bankers' Club will be
reimbursed. The facility will be extended only to Branch Managers and Managers of
Divisions working in incumbencies classified as MMG Scale III and above. The Branch
Managers of important branches working in other places will also be permitted, if
considered necessary, at the discretion of the Chief General Manager. The subscription
and admission fees may be paid by debit to branch charges account. Recommendations
in this regard should be submitted to the controlling authorities with full details regarding
fees, etc. and only after obtaining their approval, may the officers become members of
the Clubs.
877
27.3 DEPUTATION OF OFFICERS OUTSIDE THE BANK
i. An officer of the Bank, deputed to serve outside the Bank, may either opt to receive the
emoluments attached to the post to which he is deputed or in addition to his pay, draw deputation allowance as
detailed hereunder:
OSR-23(v)
a) If an officer is deputed to serve outside the Bank, he may opt to receive the emoluments
attached to the post to which he is deputed. Alternatively, he may, in addition to his pay draw a deputation
allowance of 7.75% of pay maximum Rs.1500/-p.m. (w.e.f.01.06.2005) and such other allowances as he would
have drawn had he been posted in the Bank's service at that place.
b) Local Deputation :- Provided that where 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, maximum Rs.750/- p.m.. (w.e.f. 01.06.2005)
c) Deputation to training establishment:- Provided further that an officer on deputation to the
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, maximum of Rs.750/- p.m. (w.e.f. 01.06.2005)
d) Deputation to Associate Banks : Modification :- If an officer is posted as Managing Director of
Associate Bank of the State Bank of India or of any other subsidiary of the Bank, he shall also be entitled to
deputation allowance w.e.f. 24.6.93. All officers deputed to a subsidiary of the Bank shall continue to be entitled
to deputation allowance.

ii. The competent authority to approve deputation of officers is given below:
Officers Scales I to V : DMD & CDO
Officers TEGS VI and above : Chairman
iii. Deputation of Bank officers to other organisations is meant to benefit the borrowing as
well as sponsoring organisations. Such deputations are to the benefit of all concerned,
and a balance has to be struck between the gains to the organisation, the deputationists
and the Bank. In this context, the Government has advised that deputations/assignments
should be limited to 3 years in normal cases and 5 years in exceptional cases. All cases
of deputations in excess of 3 years will require to be approved by the Executive
Committee of the Central Board.
(CC LETTER PA:CIR:69 dt. 26.9.83)
27.3.1 General guidelines

27.3.1.1 Maintenance of service files, leave record, sanction of leave,
increments, etc.
(ADM/12/SPL/3574 Dt.07.08.1991 & ADM/12/1/SPL/5283 Dt.15.02.1993)
All those officers from our Bank who are on deputation may be deemed to be on the
establishment of the LHO in whose area of operation they are stationed. The concerned
LHO shall be the link office between the Bank and the deputationists, and the Asst.
General Manager (OAD) at the Link Office may be designated as the Link Officer. In
respect of officers on deputation to our subsidiaries in Mumbai like SBICAP, SBIFCS, as
also officers deputed to organisations in Mumbai (other than sick units), the Office
878
Manager at Corporate Centre may be designated as the Link Officer. Consequently the
following procedure has been laid down:-
i) Maintenance of Service Files :-
Service files in respect of all deputationists (except in case of officers in TEGSS I /
TEGSS II) may be maintained at the HR Department at LHO / Personnel Admn. Dept. at
Corporate Centre. The service files of officers in TEGSS I and II shall be maintained at
Corporate Centre as at present.
Annual Appraisal Reports on the deputationists are also required to be got compiled and
reviewed by the appropriate authorities during the period of deputation by the Link Officer.
ii) Sanction of leave:-

Leave may be sanctioned by the reporting officer in the concerned organisation. In cases
where the deputationist is the Chief Executive of such organisation, the officer may avail
leave in accordance with the practices prevailing in the organisation, but subject to Bank's
rules in this regard.
iii) Maintenance of service sheet-cum-leave record :-

The Link Office (OM at CC/ concerned LHO) shall maintain the service-sheet-cum-leave
record of deputationists. He will advise the concerned organisations details of leave due
to the deputationist as on the date of deputation, and will also ascertain at the end of
each financial year particulars of leave availed by the deputationist during the year, to
update the leave record. The service sheets-cum-leave records in respect of all grades
of officers deputed to RRBs should be maintained at RRB Department at Local Head
Office.
iv) Sanction of increments :-
The Link Officer shall submit to the GM / CGM, depending upon the grade / scale of the
deputationists, proposals to sanction annual increments / stagnation increments as and
when due. He shall also arrange for fitment of the deputationist's salary at the time of
promotion / wage revision, if any.
v) Sanction of loans, scholarships, accounting of Provident Fund / Pension Fund
contributions and other sundry matters :-
The deputationist may submit to the Link Officer his requests for loans, scholarships, etc.
The Link Officer shall accord necessary sanction for the same or arrange for obtaining
necessary sanction of the appropriate authority. He shall also arrange for advising the
requisitioning organisation about changes in rate of D.A or other benefits/perquisites
whenever applicable. The requisitioning organisation shall be required to remit amounts
due to the Bank, including contributions to Provident / Pension Funds, to the Link Office.
vi) Extension in service
The date on which the extension of service is due should be diarised by the Link Officer
and the proposal processed and put up to the competent authority well in time as per
extant instructions in this regard.
vii) Proposals for retirement
Proposals for retirement of the deputationists should also be similarly processed and put
up to the competent authority so as to ensure that their terminal benefits are paid on due
dates.
879
27.3.1.2 Guidelines regarding perquisites to be provided to the deputationists
(CC No. CDO/PM/2/SPL/7172 dt. 31.01.1997)
Residential accommodation should be provided by the company/ organisation to which the
officer has been deputed. In case they desire the Bank to provide the same, commercial rent/lease
rent, as applicable, would be recovered from thepany/
com organisation on monthly basis.
2. As regards medical facilities and all other perquisites, the bills will be paid by the Bank and
reimbursement obtained in due course from the company/ organisation.
3. In addition to the salary and allowances and perquisites of the deputationist, the following will also be
payable to the Bank by the borrowing company/ organisation :-
i) Bank's contribution to Provident Fund :- 10% of Basic Pay (including eligible amount
of PQA every month).
ii) Bank's contribution to Pension Fund :- 10% of Basic Pay (including eligible amount of
PQA every month).
iii) Contribution towards leave salary :- At the end of the period of deputation, leave salary
corresponding to leave earned during the period of deputation but not availed during the
said period shall be payable to the Bank.
iv) Leave Travel Concession :- If the officer does not avail the leave travel concession
while on deputation, the cost of leave travel concession proportionate to the period of
deputation, would be payable at the end of the period of deputation.
27.3.1.3 Procedure to be adopted for recovering expenses from

borrowing companies/ organizations
(CC No.CDO/CM/11/SPL/3838 dt. 27.09.1996)
It has been observed that in a large number of cases, the expenses being incurred by the
Bank on account of deputation of officers to outside organisations and subsidiaries are
not being recovered causing avoidable drain on the profitability. As it is, the Bank is not
covering the opportunity cost of a trained official not being available to us, but the direct
costs are required to be recovered in all cases, except where deputations are at the
Ministry of Finance in the Central as well as state governments, Reserve Bank of India
(under scheme of exchange of officers) and various offices of the Banking Ombudsman.
In some cases, deputations are to Ministries / Departments / Commissions other than the
Ministry of Finance and in such cases, all expenses are to be covered. While recovering
the expenses, the following procedure is to be followed :-
1. Salary and allowances and perquisites should be recovered in full preferably on monthly
basis. It would be advisable if arrangements are made to make payments of salary and
allowances of the deputationists directly by debit to the account of the deputee
organisations.
2. We should try to avoid provision of residence from Bank's owned pool of houses.
However, if such houses are provided, commercial rent (and not standard rent) should be
recovered from the deputee organisations. In case of leased accommodations the
deputee organisation should bear the full lease rental.
3. In case of deputed officers being eligible for provision of cars, the deputee organisation
should be asked to provide the car. In case it is not feasible, car should be leased and
provided to the officer with full lease and operational costs being recovered from the
deputee organisation. However, if it becomes necessary to provide the Bank's car, the
following costs would need to be recovered :-
880
a) Full operating cost including repairs, fuel and consumables.
b) Salary and allowances (including overtime, if any) of the driver pro-
vided.
c) l/36th of the original cost of the car to be recovered per month
(assuming the average life of a car to be 36 months).
4. Where telephones are provided, the deputee organisations should be asked to settle the
bills directly. In case they desire that the bills be paid by us and reimbursement obtained,
this arrangement can also be followed. A proper account should be kept of such bills and
the matter followed up until full reimbursement is realised.
27.3.1.4 General
The terms and conditions relating to officers whose services are lent to other agencies
will be advised to them as and when the deputation is made.
27.3.2 Deputation to District Industries Centres

i) Officers may be deputed to District Industries Centres to function as Manager (Credit) in
those districts where the Bank is the lead bank. These officers will be on deputation to the
DIC till such time as government is able to obtain and train officials from their own cadres
to take over this function. Only such officers who satisfy the following criteria will be
considered for selection to such posts.
a) The officer should be young and enthusiastic and between 30 and 40 years of
age.
b) The officer should have experience in small scale industries and small loans.
c) The officer should have a proven record of achievement in priority sector lendings
particularly in small scale industries.
ii) The tenure of an officer at a DIC as Manager (Credit) cannot straightaway be treated as
line assignment and normally an officer is expected to handle an independent line
assignment in the Bank on reversion from the DIC. If in the meantime any such officer's
case comes up for promotion to Middle Management Grade Scale III, due consideration
will be given to his performance while on deputation as if it was a line assignment.
27.3.3 Deputation to Regional Rural Banks

Officers of the Bank are deputed to Regional Rural Banks sponsored by the to work in
important capacities like Branch Manager, Administrative Officer, etc. These officers will
continue in the assignment with the Regional Rural Bank until such time as the officers
from the Regional Rural Bank's permanent cadre are available in sufficient number to
replace them.
i) The post of Chairman of a Regional Rural Bank is an assignment outside the
bank and officers are deputed to work as Chairman after Government's approval
and only till such time as the post is filled up on a permanent basis.
ii) Officers on deputation, who are posted as Branch Managers, will be considered
as working in a line assignment, but those posted in administrative positions will
not be treated as working in line assignment.
881
iii) The minimum period of deputation for an officer deputed as Chairman of a
Regional Rural Bank will be 3 years. In the case of other officers, the maximum
period will be fixed at 3 years.
iv) The officers deputed to Regional Rural Banks will not be given any special
preference in regard to their posting to places of their choice when they come
back to the Bank. However, if they had remained in rural areas while on
deputation they may get their preferences for posting recorded and their case
considered in accordance with the agreed transfer policy in the Circle.
27.3.3.1 INCENTIVE TO OFFICERS DEPUTED AS CHAIRMAN AND GENERAL

MANAGER OF REGIONAL RURAL BANK
a) Performance based weightage in promotion process
The circle authorities should give due weightage to the performance of these officers as
Chairman and General Manager of RRB while compiling / reviewing annual appraisal
reports or writing promotion appraisal forms on them, particularly in case of officers
MMGS III and SMGS IV. (CDO/PM/17/SPL/748 Dt.13.09.2001)
b) These officers who have completed their tenure as Chairman and General Manager of
RRB should be transferred to a place of their choice to the extent possible.
c) In case of RRBs headquartered at centres other than those already identified as “difficult
centres”, the facility of retaining family at the previous place of posting should be
extended if, keeping in view the branch categorization norms, an officer would not have
been posted to a branch at the centre .The facility shall be as under –
i. When an officer keeps his family at the previous place of posting, the rental ceiling
applicable for that centre i. e. the previous place of posting shall be applicable.
ii. When an officer keeps his family at a place of his convenience other than the place of
previous posting, he shall be eligible for furnished leased residential accommodation within the rental ceiling
applicable to his present place of posting i.e. R.R.B. headquarters.
iii. Where the Bank’s flat /leased residential 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 centre, he
may arrange alternative furnished leased accommodation within his entitlement applicable to that centre i.e.
the centre of previous posting.
iv. An officer living in his own house and drawing house rent allownance on capital cost
basis at the place of 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 deputation to RRB.
v. The officers who are permitted the above facility should necessarily stay at the place of
their posting. Arrangements for a stay at headquarters should be made by them at their cost.
Where official residence earmarked for these officers is available, the officer shall occupy
that house and rent will be recovered at the usual rate
27.4 PAYMENT OF HONORARIUM FOR PROFICIENCY IN FOREIGN

LANGUAGE
882
1. The Bank will award honorarium to officers completing recognised courses in the
following foreign languages : German, French, Arabic, Persian, Spanish, Portuguese,
Russian, Italian and Japanese.
2. The honorarium will be Rs.300/- for completion of a preliminary course and Rs.500/- for
completion of an advanced course.
3. A preliminary course will be a one year course while an advanced one will be of two
years' duration. Courses conducted by any Indian University or by recognised institutions
like Max Mueller Bhavan/Alliance Francaise will be recognised for this purpose.
Certificates or diplomas obtained by officers from other institutions will be considered on
merits.
4. Officers who have qualified themselves in German, French, Arabic, Persian, Spanish,
Portuguese, Russian and Italian after 6.11.1978 will be eligible for the above honorarium.
In respect of Japanese language, the honorarium will be payable to officers who have
completed the course on or after 21.12.1983.
27.5 DUTIES OF RURAL DEVELOPMENT OFFICERS

1. Technical and routine banking functions will be entrusted to the Rural Development
Officers. The duties to be carried out by the RDOs will be broadly as indicated below :
i) a) To survey the villages for adoption and preparation of survey reports,
b) To determine whether the village is suitable for extending loans.
ii) Assessment of credit requirements of villages/areas chosen, formulation of suitable
schemes for development of agriculture and allied agricultural activities and
recommending them to the controlling authority.
iii) Processing/appraisal of the loan proposals and submission of recommendations for
sanction or otherwise of the loan.
iv) To verify the progress of work in respect of term loans.
v) To inspect at periodical intervals, farms/machinery and other assets/securities charged to

the Bank.
vi) Verification of title deeds/rent receipts/etc, with a view to ascertaining the

ownership/possession right of the applicants/guarantors.
vii) To arrange for opening of accounts of borrowers, execution of loan documents and
disbursement of loans as per terms and conditions of the loans sanctioned.
viii) Compilation of opinion reports/evaluation and incorporation in the application forms of the
means of the borrowers/guarantors where detailed opinion report is not required, and
periodical review/revision of such reports.
ix) Collection of data regarding prices of food grains, agricultural inputs, machinery, etc. and
details about the crop conditions.
x) To keep liaison with the village authorities, to organise village meetings for explaining the
Bank's schemes to the farmers and render them necessary assistance and guidance in
completing the application forms.
xi) To keep liaison with State Government Departments/other banks and co-operatives
working in the area. To attend District Consultative Committee meetings when the Branch
Manager/Manager of the Division is not in a position to attend.
883
xii) To offer farm consultancy services to the farmers, where warranted, in close collaboration
with the agriculture and other departments of Government.
xiii) To disseminate knowledge regarding improved varieties of seeds, fertilisers and
pesticides and suggest farm management techniques to the farmers.
xiv) To prepare suitable cropping patterns and implement them.
xv) To suggest changes in the scales of finance.

xvi) To help organisation/development of subsidiary occupation such as poultry, dairy etc. and
infrastructural facilities such as construction of godowns, transport, marketing etc.
xvii) Checking of returns to be submitted to the controlling office and ensure their prompt
submission.
xviii) To arrange for prompt recovery of loans and also collection of cash from villages, where
necessary, subject to a ceiling of Rs.5,000/- provided satisfactory arrangements for transit
insurance have been made.
xix) Deposit mobilisation.
xx) To do such work relating to agricultural financing at the branch as may be required by the
Branch Manager/Manager of the Agricultural Banking Division.
2. Rural Development Officers at branches may be entrusted with the duties of
checking/authenticating control cards, ledgers etc. in addition to their other functions.
They may be delegated signing and passing powers to the extent of Rs. 25,000/-.
3. Rural Development Officers may be entrusted with acting/officiating chance as Branch

Managers of Agricultural Development branches/Rural Development Managers/Managers
of Agricultural Banking Divisions, provided they are senior to other officers in the
branch/division. The prior approval of the controlling authority would be required to be
obtained in the first instance before affording acting/officiating chance to the Rural
Development Officers.
4. Rural Development Officers who have adequate general banking training which will
enable them to function beyond their specialist roles, may be posted permanently as
Managers of Agricultural Banking Divisions, Rural Development Managers and Managers
of Agricultural Development Branches subject to other considerations viz. seniority of the
officer, etc.
27.6 PRESENCE OF RETIRED OFFICERS IN COURT CASES - PAYMENT

OF TRAVELLING EXPENSES
Pensioners of the Bank may be paid halting allowances and reimbursement
of actual lodging and boarding expenses whenever they are asked to appear as wit-
nesses on behalf of Bank in court cases/disciplinary cases in addition to the reim-
bursement of actual conveyance expenses in terms of their entitlement as applicable to
their grade on the date of their retirement. In addition to the above provisions retired
officers attending local court cases may be paid a lumpsum amount of Rs. 150/-- per day
884
w.e.f. 08.04.1999 (CDO/PM/CIR/2-08-04-1999). These provisions may also be followed
when our retired officers are summoned by CBI as prosecution witnesses in their local
offices/courts.
27.7 RECORDING OF SPECIMEN SIGNATURE NUMBER IN SERVICE

SHEET (CO LETTER PA/CIR/.94 Dt 13.8.84)
It has been decided to incorporate the specimen signature numbers of officers in their
service sheets for the following advantages:-
i) It will provide an easy source of reference to the specimen signature number of a

particular officer.
ii) It will enable controlling authorities at the time of posting to determine whether the
official's signature has been circulated.
iii) It will enable controlling authorities to periodically determine whether all officials'
signatures have been circulated and to take corrective steps to arrange for circulation of
signatures and to transfer signatures of promoted officers to other sections of the Book.
27.8 CIRCULATION OF SPECIMEN SIGNATURES: AVOIDING LAPSES /

SHORTCOMING
When specimen signatures are submitted for onward transmission to Central Accounts
Office, Calcutta, the following lapses /shortcomings have usually been observed by them,
which result in rejection of a number of specimen signatures sent to them:
i. Specimen signature of the officer is not legible i.e. does not indicate name of the official.
ii. The three specimen signatures are not uniform.
iii. The specimen signatures appear to be easily forgeable.
iv. The name of the official and the specimen signature should have the same spelling and
should be congruous.
It should be ensured before forwarding the specimen signatures that the above lapses
/shortcomings are avoided.
27.9 JOINING OF STRIKE BY OFFICERS IN SENIOR MANAGEMENT GRADE

i. The question of senior officers of the Bank joining strike calls given by the Officers'
Association has been examined by the Bank and it was felt that while the award staff are
organised as registered Trade Unions and function in terms of provisions of the Industrial
Disputes Act, the officers have formed registered associations which do not have
protection of Industrial Disputes Act. The senior officers in Scale IV and above have taken
membership of these associations and are indulging in trade union activities. The position
in respect of such officers taking part in the strike is anomalous because officers in Scale
IV and above are generally posted in important managerial positions. Officers in Scale IV
and above are not expected to be members of the associations of which officers in Scale
I to III are also members. In case officers Scale IV and above go on strike or abscond
with the keys of the branch of which they are the managers, apart from imposing wage
cut for the strike period, an entry should also be made in their service record.
ii. In the event of participation of officers in Scale IV and above in strike in the above
manner, the names of officers concerned should be advised to the controlling authority for
making entry in service record.
885
27.10 IIB DIAMOND JUBILEE FELLOWSHIP
The Indian Institute of Bankers has set up an Overseas Banking Research Fellowship
known as "Diamond Jubilee Overseas Banking Research Fellowship" to be awarded
annually to a deserving member of the Institute for studying the latest development in
banking abroad.
Under this fellowship, a scholar is selected every year from among the eligible candidates
on the basis of their qualification, experience and subject of study abroad. The selected
candidate visits any country in the world, excluding countries in Europe, for the purpose
of his/her study under the fellowship for a period of about 10 weeks.
27.11 LORD ALDINGTON BANKING RESEARCH FELLOWSHIP

1. A Fellowship with a sum of Rs.5 lacs offered by the Grindlays Bank p.l.c. has been set up
by the Indian Institute of Bankers' to commemorate Lord Aldington's Chairmanship of that
Bank. From the interest income arising out of the Fund, the Institute will award annually
as desired by the donor, a Research Fellowship to a deserving member of the Institute to
enable him to visit Britain and any one of the countries in Europe to be selected by him
for a period of about three months to study the latest developments in banking. The
conditions of eligibility as laid down by the Executive Committee of the Institute are
indicated in the application form, copy of which can be obtained from the Institute.
2. The eligible candidates will have to apply in the prescribed form, copies of which can be
had from the office of the Institute on an application which should be accompanied by a
self addressed envelope (25 x 17'/2 cm. in size) to be superscribed as 'Application for
Aldington Banking Research Fellowship.'
27.12 INDIA BASED TRAINEE OFFICERS

(CC LETTER ID:P&S:10:3545 dt. 23.9.94)
i. The service file/sheets of IBTOs posted abroad are required to be maintained at the HR
Department of their parent circle.
ii. Although rupee salary of an IBTO in India prior to his proceeding abroad remains
notional, annual increments in his salary continue to accrue in the normal course and are
required to be sanctioned at the HR Department of the circles concerned.
27.13 PRESENCE OF OFFICERS IN COURT CASES : GUIDELINES
1. In respect of law suits filed in the courts, officers are generally called upon to be present
in the courts at the instances of lawyers appearing for the Bank when the hearing of a
case is likely to be held. In some cases, particularly at urban and metropolitan centres, it
is found that officers from a number of branches attend the same court even if the Bank's
lawyer for all the cases is one. In a majority of cases, suits for small priority sector loans
are not contested by the borrowers and quite often the date of hearing gets postponed
time and again.
2. With a view to stream-lining the procedure for ensuring economy and effectiveness and
for obviating the presence of branch official(s) in court(s), the following guidelines have
been laid down :-
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i) With regard to cases filed in the courts by branches of the Bank, the presence of the
officers concerned of the Bank in courts will be necessary only when the cases are listed
finally for trial, if they are contested, or where the defendant is absent and the case(s)
is/are posted for ex-parte evidence to enable the Bank to obtain decree(s). For daily
routine hearing, the presence of the officers of the Bank in the court is not necessary.
ii) The advocate appearing on behalf of the Bank should be specifically requested not to
insist upon the presence of the officers for daily routine hearings. The difficulties that are
experienced by the Bank's branches on the advocate's insisting on the presence of the
Bank's officers for routine hearings and the dislocation of work caused in the branches
should be explained to the advocate.
iii) The Bank's officers should also contact the Advocates a day or two prior to the date of the
hearing and ascertain whether their presence is absolutely necessary and, if so, for what
purpose.
iv) If number of cases relating to a particular branch are posted in a court and an officer
from that branch can depose in all the cases with reference to records, it is enough if one
officer, who is conversant with the facts, attends the hearing. It is not necessary that all
the officers who dealt with the matter should attend the hearing.
27.14 TRAINING OF PROBATIONARY OFFICERS/TRAINEE OFFICERS
27.14.1 Training Schedule of Probationary /Trainee Officers

All POs recruited by the Bank would be instructed to report at the respective LHOs. The
POs may be given a befitting welcome by the CMC and apprised suitably of the service
conditions, policies, opportunities for self growth, career progression, etc. Such gesture
will launch their careers on a happy note and may engender enabling feeling like
identification with the institution, loyalty and commitment. On completion of the formalities
and welcome from the CMC members, the POs would be shifted to the identified SBLC
for Phase I of the Foundation Training.
The training schedule for Probationary Officers has been prepared keeping in view that
they are new recruits and the need to prepare them to face the dynamics of the emerging
scenario. While training schedule for Trainee Officers has been prepared taking into
account their optimal training needs in view of their previous work experience in the Bank
as well as their evolving role in the context of the environmental changes and the
emerging challenges. However, the present training has now been reviewed and it has
been decided that, for future batches of POs/TOs :
i. Their actual institutional and on-the-job Branch training be for a period of 1 year.
ii. They will be placed as regular officers during the second year of their probation
with full passing powers as applicable to the post they hold.
iii. After 2 years they will be eligible for confirmation as JMGS I or MMGS II
depending on their qualifying marks in the confirmation test/interview.
(CC No. L&D/CDO/24/399 dt. 20.07.2006)
The training schedule for Probationary/Trainee Officers who are appointed on or after
01/07/2006, is detailed below :
(CC No. L&D/CDO/24/730 dt. 06/10/2006)
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INSTITUTIONAL TRAINING
Sr. Subject Place Existing Revised
No.
1 General Banking & Computers SBLC 4 Weeks 4 Weeks
2 Agriculture SBIRD, Hyderabad 1 Week 1 Week
3 Technology SBIICM, ------- 1 Week
Hyderabad
4 Credit & IB SBLC 4 Weeks 4 Weeks
5 EILDP SBLC/SBA 4 Weeks 4 Weeks
6 General Management Programme IIM, Lucknow 4 Weeks * 4 Weeks*
Total 17 Weeks 17 Weeks
* For Probationary Officers only. For 4 weeks for Trainee Officers, Corporate Centre
will advise separately.
ON-THE-JOB TRAINING IN BRANCHES
Sr. Subject Existing Revised

No.
1 First branch training in GB/Technology 20 Weeks 10 Weeks
2 Second branch training in Agriculture Banking 10 Weeks 5 Weeks
3 Third branch training in PBB/PB Division branch 10 Weeks 5 Weeks
(including deputation to nearby RACPC for 2 weeks).
4 Fourth branch training in Credit/IB 21 Weeks 11 Weeks
5 Fifth branch training in Supervising Phase 20 Weeks @
Total 81 Weeks 31 Weeks
Transit/Joining Period = 4 Weeks

Total Training Period = 17+31+4 = 52 Weeks
@ They will be placed as regular officers during the second year of their probation with full passing
powers as applicable to the post they hold.
27.14.2 Select SBLCs for Institutional Training

The Foundation Training for POs/TOs is conducted at selected centres where we have
the necessary infrastructural facilities.
The Foundation Programmes for POs/TOs are usually to be inaugurated by
Dy.Managing Director(s) Corporate Centre or Managing Directors of Associate Banks in
order to share with them the Bank's policies and concerns and also our expectations from
them. A social get-together may also be arranged inviting senior level functionaries of the
LHO/RO so that POs/TOs could have the benefit of meeting them.
27.14.3 PROJECT WORK IN MARKETING:
Corporate Centre, vide their letter number HRD/CDO/21/555 dated the 9th September
2005, have decided to cancel the project work phase of the training.
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27.14.4 Submission of monthly diary by the POs/TOs, Confidential Report
and Confirmation
While the POs/TOs are undergoing institutional training it would not be necessary for
them to submit the periodical diaries. However, POs/TOs will submit the monthly diary on
prescribed format to the Branch Manager/ Regional Manager/Departmental Head during
the period of on-the-job/ Regional Office/ Local Head Office training who will forward it to
the HR Department at Local Head Office after furnishing the comments thereon. The
monthly diaries submitted by the POs/TOs will be carefully perused by the HR
Department and corrective action, wherever required, will be initiated by them promptly in
order to ensure that the POs/TOs receive proper training and guidance. The scrutiny of
the monthly diary at the level of the branch manager and the HR Department will have to
be of a high order so that it aids the total training of the POs/TOs. Otherwise, the
routineness observed in regard to the diary system under the existing training system
should altogether be avoided. The diary should be seen and used as a tool for monitoring
the training of the POs/TOs. The formats for the diary and BM's report are given at
Annexure 27.1.
During training, the confidential report on the POs/TOs should be submitted at the end of
completion of the training at each of the branches and that a consolidated pre-
confirmation note will be submitted by the Asst. General Manager (HR) to the appropriate
authority recommending the confirmation or otherwise of the POs/TOs. His
recommendations will be based on the reports given by the branch managers,
performance of the POs/TOs in the evaluation tests, project report and his own
observations during the periodical meetings with the POs/TOs. It should be noted that the
POs/TOs, who do not perform well during the training, are not confirmed as a matter of
routine.
27.14.5 Selection of branches and branch managers for training

Selection of branches plays a very important role in the training of POs/TOs.
The branches should, as far as possible, have the appropriate business as well as
location mix. They should have a climate which will facilitate the learning of the POs and
be, as far as possible, problem free. The branches will have to be selected in consultation
with the Asst. General Managers (Region) and a final list of such branches would be
prepared by the HR Department and submitted to the Circle Management Committee for
approval. The list of branches should be periodically reviewed by the Circle Management
Committee for there should be some flexibility in the selection of branches. It is not our
intention that the POs/TOs should be posted only to those branches at comfortable
centres. They should be posted to branches at difficult centres also, provided they offer
adequate opportunities for learning. While selecting the branches for training in
agricultural banking, it is necessary to have in mind the agricultural seasons in the area
so that the POs/TOs are able to receive the training in full.
The Branch Managers also play a vital role in the training of POs/TOs. It is therefore
necessary that the branch managers are carefully selected. The branch managers should
have had a total service of about 6-7 years as officer in the Bank including a service of 2
years in a managerial capacity. He should have been observed to possess positive traits
and be preferably not more than 45 years of age. The branch manager will be selected in
889
consultation with the controlling authorities and approved by the Circle Management
Committee. Once in a year say, around September-October, the branch managers of the
selected branches will attend a one day seminar wherein the various aspects of the
training of the POs/TOs will be discussed and they will be made aware of their
responsibilities in developing these POs/TOs. The members of the Circle Management
Committee should participate in the seminar.
27.14.6 Role of Asst. General Manager (HR)

Asst. General Manager (HR) will play an important role in the training of POs/TOs. Asst.
General Manager (HR) should develop and exhibit proper attitude for the development of
POs/TOs, as the success of the training depends on their involvement, attitude and
initiative.
27.14.7 Counseling
As in case of POs, there will be periodical meetings of the Asst. General Managers (HR)
with the TOs for providing the necessary guidance and counseling to the TOs. They
should be met by the General Managers (GMs) also. A separate meeting with the
GM(Network I) and/or GM(Network II) is not necessary but they can participate in the
periodical meetings of the Asst. General Managers (HR) and the other LHO functionaries
with the POs/TOs at convenient centres. The extension of guidance/counseling to the
POs/TOs will be only if the training is closely followed up by the P&HR Department
through proper scrutiny of the monthly diary, confidential report, etc. Apart from the Asst.
General Manager (HR), the other LHO functionaries, as and when they give an occasion
to meet the POs/TOS, should provide them with necessary guidance as well as
clarifications.
27.14.8 Passing Powers

The PO s/TO s will exercise the passing powers at the Supervisory Branch. The will be placed as regular
officers during the second year of their probation with full passing powers as applicable to the post they
hold.
(CC No. L&D/CDO /24/730 dt. 06/10/2006)
27.14.9 Rules regarding sanction of leave etc. during institutional training
All administrative powers, except when occasional casual leave is sanctioned, will rest
with the parent Circle of the POs/TOs. The service/conduct rules applicable to officers
must be scrupulously followed and any breach of such rules should be seriously dealt
with.
27.14.10 Policy for confirmation of Probationary/Trainee Officers as MMGS-II

With a view to lowering the age profile at middle management and senior management
levels in confirmation and placement/fitment of the meritorious of the Probationary
Officers/Trainee Officers in MMGS-II. The ECCB in their meeting held on the 4th
December 2003 has approved a scheme for confirmation and placement (fitment) of
Probationary Officers and Trainee Officers, exhibiting leadership qualities in MMGS-II.
Accordingly Rule 15 of Officers Service Rules stand amended with Rule 16(1) which
reads as under:
OSR 16(1)
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An officer referred to in rule 15 shall be confirmed in the service of the Bank, if in the
opinion of the competent authority, the officer has satisfactorily completed the training in
any institution to which the officer may have been deputed for training, and the in-service
training in the Bank.
Provided, the Bank may at its discretion, subject to the merit and suitability of a
Probationary Officer/Trainee Officer for future leadership role, being determined through a
screening process to be prescribed by the Central Human Resources Committee may
confirm and give placement (fitment) to such officers in MMGS-II.
Provided that an officer directly recruited in any grade may required also to pass a test in
a language other than his mother tongue or a professional course.
27.14.10.1 Details of the Scheme
a) Applicability
The scheme for confirmation and placement/fitment of meritorious POs/TOs in
MMGS-II would be applicable to such officers and whose confirmation is effective
prospectively from the date after the scheme is approved by ECCB.
b) Process to Identify meritorious PO/TOs
Such of POs and TOs who qualify in a screening process as prescribed by the
Cntral Human Resources Committee would be eligible for confirmation and
placement/fitment in MMGS-II with effect from the date they are due for
confirmation. he remaining POs/TOs if found eligible for confirmation in all respects
would be confirmed in JMGS-I. The screening process for determining the
suitability of POs and TOs for being confirmed and placed in MMGS-II would
consist of test including aptitude test, psychometric test or other such test as
designed in-house or by an agency engaged by the Bank for the purpose plus
group and individual interactions etc.
c) Scheduling of test and interview
The test and interview etc for the confirmation and placement of the Probationary
Officers and Trainee Officers may be scheduled when these officers have
completed a major part of their training with a view to ensuring that they have
gained sufficient exposure in all the aspects of Bank's working including
Supervisory functions.
d) Patter and Conduct of Test
The POs/TOs during the course of their training/probation would acquire/familiarize
themselves with functional knowledge in different facets of banking. It is also
expected that having chosen Banking as a career these officers would be keeping
themselves abreast of the various events and changes taking place in the area of
Banking, financial services and the economy etc. Further the young leaders of
future are required to possess the competencies such as Analytical Ability, Problem
Solving approach, Team Orientation, Innovation and Creativity, high level of
Motivational Profile etc.
e) Administration of Test
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The test would be administered on a pre-determined date to all the POs/TOs of a
batch at all LHO centers. POs/TOs who do not qualify in the test shall be
considered for confirmation in JMGS-I only.
f) Interview/Group Discussion
The officers who score in the test above the cut off point to be decided by the
Central Human Resources Committee, would be called for group
discussion/interview before a committee constituted by the Dy. Managing Director &
CDO. The Interview Committee, besides having executives from the Bank,. may
have one or more outside experts, and will assess the candidates
General/Organisational Awareness, Communication Skills, Clarity of Thought,
Personality and General Poise & Demeanour. Officers qualifying in the interview
will be confirmed and placed in MMGS-II. POs/TOs who do not qualify in the
interview shall be considered for confirmation in JMGS=_ only.
27.14.10.2 Testing Pattern
It has been decided that the following pattern will be followed for the screening process:
i. A written examination will be conducted to test the functional knowledge of the

officer eligible for confirmation. An officer would have to score 75% overall in this test which would be of 31/2
hours duration and carry maximum marks of 200. The detailed pattern is given in Annexure 27.2
ii. The officer shall be subjected to an exercise to assess certain competencies of
the officers and managerial attributes. The test will be of 20 marks with a minimum qualifying mark of 50%.
iii. The eligible officers who score the minimum qualifying mark of 75% in the written
test, 50% in the competencies and managerial attributes assessment exercise and overall 70% would be
subjected to a Group Discussion/Interview in which they will have to score a minimum mark of 75%. The
Group Discussion/Interview will be of 40 marks.
iv. Eligible officers who score the minimum marks laid down in each of the three
exercises mentioned above will be confirmed in MMGS-II. Weightage and minimum qualifying score of various
parts of the process are given in the Annexure 27.3.
2. Officers who do not secure the minimum qualifying marks as laid down will be
considered for confirmation in JMGS-I. For confirmation in JMGS-I, an officer will have to
score a minimum mark of 50% in the written test on functional knowledge. Their
performance in the two other processes, viz simulative exercise and group
discussion/interview will not be considered for the purpose of confirmation in JMGS-I.
3. The screening process will replace the 2nd Evaluation test for a batch due after 85
weeks of training. CR&PD will arrange for conduct of the written test on functional
knowledge. The test for assessment of competencies will also be held a few days before
or after the said test.
14.11 Extension in Probation Period of POs/TOs
All those POs/TOs who do not secure the minimum qualifying marks as laid down will be
considered for confirmation in JMGS-I. In case of confirmation in JMGS-I, an officer will
have to score a minimum of 50% marks in the written test. Those officers who fail to do
so will have to undergo extended training for six months, and their probation period will
be, accordingly, extended by six months.
27.14.12 Penalty to PO/TO for failing in the functional knowledge test

Those POs/TOs, whose probation period is extended, will have to undergo another
functional knowledge test after six months. Again they will have to score a minimum of
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50% marks in the written test. Any Probationary Officer who fails to secure 50% or more
marks in the functional knowledge test, his/her services will be terminated in terms of
the extant provisions contained in Rule 16(3)(a) of SBI Officers Service Rules. However,
in the case of a Trainee Officer, he/she will be reverted back to clerical cadre, if he/she
fails to secure 50% or more marks in the functional knowledge test.
27.14.13 Training in (A) Hindi and (B) Functional Hindi to new POs/TOs
The use of Hindi for prescribed purposes and in the manner prescribed is a statutory
requirement. As per Government instructions, it is the responsibility of the Bank to impart
necessary knowledge of Hindi to its staff members and the progress in this regard is
being reviewed at quarterly intervals by the RBI and Banking Division, Ministry of
Finance. With a view to achieving the various targets set by the Govt. in this regard and
to ensure proper implementation of the Office Languages Policy in our Bank, it has been
decided to impart training to POs/TOs in Hindi as detailed below :-
i) The training Schedule for POs/TOs includes phase I to IV STC and II at Staff
College/Academy. During this period training in Hindi may be arranged at STC, Staff
College/Academy and SBIRD.
ii) The trainees would be grouped under two categories (a) those having working knowledge
of Hindi, and (b) those not having working knowledge of Hindi.
iii) (a) Training in Functional Hindi to be imparted to Officers having working knowledge of
Hindi and (b) spoken Hindi to be imparted to officers not having working knowledge of
Hindi.
iv) Separate classes to be held for both the groups simultaneously.
v) If required, AGM (Trg.) at SBLC/Staff College/Academy/SBIRD may organize Hindi
training by soliciting the services of a reputed lecturer in Hindi or Hindi teacher from local
college/school against payment.
The course designs for the aforesaid programmes have been prepared. At the end of the
course, a test should be administered to judge the proficiency attained.
27.14.14 Payment of TA/Medical Bills

For payment of TA/Medical Bills of POs/TOs, branches should raise a single debit on
LHO at the end of each year. To ensure that amounts are not outstanding due to items-in-
transit as on 31st March the transfers will be effected as on the last day of February each
year for the period 1st March of a year to the last day of February of the next year.
Travelling Allowance/Medical Bills submitted by the POs/TOs should be entered in a
separate register with relevant columns at the branch before making payments of such
bills by debit to Branch Charges Account. A copy (preferably the carbon perforated copy)
of the register entries should be forwarded to the LHO with the Transfer Responding
Advice together with the covering schedule representing the relevant entry by credit to
Branch Charges Account. A copy of the advice marked duplicate may also be sent to the
HR Department at the LHO.
27.14.15 Payment of Salary & Allowances of POs/TOs while on probation

For the sake of uniformity in the procedure and also to facilitate POs/TOs to draw their
salary along with other employees at the branch, the salary and allowances of POs/TOs
will be paid by branches every month and the total amount paid during the period, 1 st
March of the year to the last day of February of the next year, will be transferred by
893
branches to the LHO. Branches will maintain a separate register for the purpose and the
complete date-wise details of the salary and allowances. Particulars will be advised to
the LHO along with the Transfer Responding Advice with the covering schedule. A copy
of the advice with enclosures should be marked to the HR Department at the LHO.
27.15 LIST OF SUPERVISING STAFF TO BE PUBLISHED ONLY
ONCE A YEAR AS ON 1ST OCTOBER
1. The List of Supervising S taff would be published only once a year in the m onth of O ctober every year
instead of twice a year on 1st January and 1st July. T his change w as considered necessary as the annual
transfer exercise w ould be over only by August end and it would be m ore useful to have the list w hich
show s the current assignm ents w here the officials are placed.
2. In view of the wide usage of interanet, it has been decided by C orporate Centre to place the seniority list
on the HR D site of the B ank and to stop printing of these lists henceforth to contain the printing and other
costs in this regard.
(CC No. CDO:PM:CIR:12:64 dt. 08.02.2006)
27.16 REVISED BUSINESS NORMS FOR CATEGORISATION OF

BRANCHES w.e.f 01.10.2006
(CC No.CDO/P&HRD-CM/30/2006-07 dt. 06.08.2006)
The Executive Committee of the Central Board in its meeting held on the 1 st September,
2006, approved revision in business norms for categorisation of branches/divisions as
follows:-
Category of the Business Criteria Incumbency

Branch
Small Branches Average aggregate deposits, advances JMGS I
and 25% of the average outstanding of
non fund based business below Rs. 4
crores during the last 2 years.
Medium Branches Average aggregate deposits, advances MMGS II
non fund based business of Rs. 4 crores
& above but below Rs 20 crores during
the last 2 years.
Large Branches Average aggregate deposits, advances MMGS III
non fund based business of Rs. 20
crores & above but below Rs 75 crores
during the last 2 years.
Very large Branches Average aggregate deposits, advances SMGS IV
crores & above but below Rs 200 crores
during the last 2 years.
Exceptionally large Average aggregate deposits, advances SMGS V
branches and 25% of the average outstanding of
crores & above during the last 2 years.
Note :
1 For categorisation of branches in Scale IV and Scale V the minimum average level of advances
during the last 2 years should be as under :-
894
a. Branches categorised as very large branches (Scale-IV) will be required to
have minimum advance portfolio of Rs. 25 crores.
b. Branches categorised as Exceptionally Large Branches (Scale-V) will be

required to have minimum advance portfolio of Rs. 50 crores.
ii. There will be no staff linkage to the above norms.
iii Each year as on the first day of the financial year i.e. 1st April, the Bank will undertake
an exercise in the matter of classification of branches on the basis of above criteria and
also the special features given below and upgrade or downgrade branches taking into
account two years of average business i.e. average aggregate deposits, advances and
25% of the average outstanding of non fund based business.
2. Apart from the above, the following factors may also be considered while deciding incumbency
of a branch;
i. Branches which conduct government business and maintain currency

chests/repositories and where the volume of business is Rs. 2.50 crores and above
would qualify for categorization in MMG Scale II.
ii. Branches which conduct government business and maintain currency

chests/repositories would be categorised in MMG Scale III at a business level of Rs. 17
crores instead of business level of Rs. 20 crores.
iii. The incumbency of specialized SSI/NRI/P branches would be minimum Scale IV, in
view of the future potential, demanding nature of clientele etc.
iv. The posts of Branch Managers at branches which are located in block headquarters
shall be categorised as MMGS II or above.
v. The posts of Branch Managers at branches located in State Capitals and carrying out
treasury functions/government business shall be categorized one grade/scale above
the eligible incumbency, subject to maximum Scale V.
vi. The posts of Lead Bank Officers and District Co-ordinators may continue to be
categorised in SMGS IV and MMGS III respectively.
3. In respect of divisionalised branches, the incumbency of the branch will be determined first
on the basis of the total business of the branch and the incumbencies of each of the business
divisions at the branch be decided thereafter, based on the business levels being handled by
the Divisions. However, the incumbencies of the Divisions will be kept at least one step lower
than the Branch incumbency. In other words, incumbency of none of the divisions should be
equal to the branch incumbency, even if the business levels of the divisions justify the same
and would be categorised at least one stage below the branch incumbency.
4. As per the branch structure under BPR, in respect of metro and urban branches
linked to CPCs etc., most of credit sanction, monitoring and follow up will be
taken over by the Centralised Processing Centres. Branches will primarily focus
on sales and service and most of back-office functions will also move out from the
branches. As branches will not be required to take significant credit decisions, the
need for having a senior level branch manager is being examined. Above business
norms shall be applied in respect of all branches except those where end state of
BPR has been reached or Micro Market structure has been rolled out. As per the
BPR structure, as these branches are to be placed under Micro Market Manager,
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who will be of SMG Scale V, these branches would be categorised not above Scale-
IV.
5 These norms are to be implemented w.e.f. 01.10.2006 based on 2 years business data as on
31.03.2006
27.17 REVISITING HR ARCHITECTURE

(CC No. HRD/CDG/01/1030 dt. 30.12.2005)
One of the pillars of Project Vijai is Human Resources function that will lift SBI into the elite
league of banks in the world. The bank has taken several positive steps in this regard to
improve the HR functions and productively use the competitive advantage that our people give
us.
2. It was felt that in order to be more focused in our activities, there was a need to align
the nomenclature of functionaries within the HR functions. In this direction, the Executive
Committee of the Central Board has approved the following changes in the HR architecture
across the different levels of the Bank at Corporate Centre, LHOs and Zos:
i. The Chief General Manager (P&HRD) will be designated as Chief General Manager
(HR).
ii. The Dy. General Manager (HRD) will be redesignated as Dy. General Manager
(Learning & Development).
iii. The other departments functioning under the CGM (HR) will retain their current
nomenclature.
iv. At the Circe level, the Asst. General Manager (P&HR) will be designated as Asst.
General Manager (HR).
v. Chief Manager (HRD) at circle level will be renamed as Chief Manager (Learning &
Development)
vi. At the Zonal Office level Chief Manager (P&HRD) will be renamed as Chief Manager
(HR)
vii. At the Regional Office level Manager (P&HRD) will be renamed Manager (HR)
viii. The Staff Training Centres will be renamed as State Bank Learning Centres.
These changes have to come into effect in all circles and central office from 01 January 2006.
These changes are reflected in all communications from the designated authorities and
departments/sections, including name plates, visiting cards, letterheads, email addresses and
any other avenue where the designation of the official or the name of the department is to be
displayed.
3. The change in nomenclature is not designed to change the activities of the

departments, but to give more purpose and direction to the activities that the departments
currently undertake. Please bring this to the notice of all staff working at branch/office and
arrange accordingly.
27.18 IDENTIFICATION OF SPOKESPERSON FOR THE BANK
(CC No.CDO/P&HRD-PPFG/22/2006-07 dt. 10.08.06)

There is a need to identify and authorise the officials at Circle level to act as spokespersons for
the Bank. There are occasions when we wish to share some information relating to the affairs
of the Bank with the press, T.V., radio, etc. At times, the media also wants to get urgently some
information from the Banks on various issues. Accordingly, the Corporate Centre have decided
that at Circle level only the Chief General Manager of the Circle will be the Bank’s
spokesperson who shall be authorised to interact with various sections of the media. However,
while addressing the media, he will speak only about Circle-related issues.
896
General guidelines :-
While interacting with press/media following general guidelines may please be observed.
i) Business leads, strategies and prospects should not be divulged and the Bank should
not be projected in poor light.
ii) The spokesperson should confine his statement to the approved policies of the Bank
and share only such data or information, which correctly reflects the upto date
performance/position of the Bank. The statement should not offend or question the
policies of the Government of India, Local Government, RBI, etc. in any way.
iii) It should also conform to SEBI guidelines and must not make forecast on interest rates,
profitability, NIM, market share, etc.
iv) The spokesperson for the Bank shall refrain from speaking on any Corporate Centre
level policies, data, etc. Further, he should not speak on matters having relevance to
profit, NIM, etc.
27.19 PERFORMANCE LINKED INCENTIVE SCHEME FOR BM/MOD/AGM

(BRANCH/ REGION)/DGM(BRANCH/MODULE).
27.19.1 Original Scheme
A) After the approval from the Government of India, on 24.03.2006, the Central Board of our Bank
has also decided to revive the performance linked incentive scheme for the Branch
Managers/Managers of Division/AGM (Region/Branch)/ DGM (Module/Branch) with the
following salient features :
i. The incentive is to be given based on the business performance for the year ended the
31st March 2006, provided the concerned official has been in position for 6 months or more.
ii. The scheme operates on the principle of achieving certain benchmarks of performance
and accordingly budget and achievement for this purpose was defined as quarterly average of deposits,
advances, net result and net reduction in NPA for the whole year. C&I deposit is not to be taken into account
except for Mid-corporate branches. Criteria for CAG branches and SAM branches are different.
iii. The incentives are proposed to be given to all DGMs (Module/Branch), AGMs (Region/
Branch), BM, MOD who achieve at least 100% on any three parameters out of four (viz. Quarterly average of
deposits, advances, net result and NPA reduction). However, if achievement of 100% is recorded in three
parameters and the fourth parameter happens to be reduction in NPA, achievement of atleast 75% of budgeted
reduction in NPA will be required. For Mid Corporate Branches, 100% achievement in all the three parameters
(average deposits, average advances, net profits) will be required. For CAG branches 100% achievement in
Advances and Net Profit will be required. For SAM Branches 100% achievement in NPA reduction budget will
be required.
iv. The amount of incentive presently being provided be increased to the following scale :-
Incumbency of Branch Branch Manager Budget Manager of Division

achievement Budget achievement
100% to 110% in 3 out of 4 100% to 110% in 3 out
parameters of 4 parameters
TEGS-VI Rs.45,000 Rs.35,000
SMGS-V Rs.35,000 Rs.30,000
SMGS-IV Rs.30,000 Rs.25,000
MMGS-III Rs.25,000 Rs,20,000
MMGS-II Rs.20,000 Rs.15,000
JMGS-I Rs.15,000 Rs.10,000
897
Budget achievement
100% to 110% in 3 out of 4 parameters
AGMs of Regions Rs.45,000/-

DGMs of Modules Rs.50,000/-
(v) Those who shall achieve more than 110% of the budgeted parameters be awarded 15%
extra incentive.
2. The Central Board has further decided that the incentive will be confined to 20 to 25
percentile of top performers only. Therefore top 20% to 25% performers will be
selected strictly on the basis of their performance data as prescribed in the Scheme.
Modules will submit the names of eligible performers and send their names to Human
Resources Department at Local Head Office alongwith the calculation sheets
27.19.2 Revised Scheme for the year 2006-07

TEAM INCENTIVE & INDIVIDUAL INCENTIVE
(CC No. CDO/P&HRD-PM/54/2006-07 dt 06.01.07)

B) In its meeting held on the 21st December 2006, the Executive Committee of the Central Board
has approved implementation of team incentive and individual incentive scheme based on
Govt. of India guidelines for the year 2006-07. The salient features of the scheme are as under:
a) Team Incentive : Team incentives will be given to those branches the Branch Manager of
which will have qualified for incentive in terms of above scheme. At the end of the each year, a Branch Manager
who has received incentive for himself for his outstanding performance, will identify the employees who deserve
to be given team incentive depending upon the contribution made by them in the achievement of various
targets. The details of the Scheme are as under:
SCORING MODEL
PERFORMANCE SCORE AS ON 31ST MARCH __________ (TABLE - I)
Parameter Weightage Percentage Score**

achievement of
budget *
Avg. Deposits 0.15
(Excluding C&I
deposits)
Avg. Advances 0.40
NPA Reduction 0.15
Profit 0.10
Other Fee Based 0.15
Income
HR Factor 0.05
TOTAL 1.00
* must remain 75% or more in each case but for achievement of 150% and more no extra
weightage will be given for average deposits and average advances.
** The upper limit for scores in the Average Deposits and average Advances is set at 22.5
and 60 each. In other words, even if the percentage achievement in deposits and advances is
160% or 170%, the maximum score will remain at 22.5 and 60 only.
b) Individual Incentive : Individual Incentive Scheme is for staff members of such branches
which are not able to qualify for team incentive. The object is to motivate those staff members who have
contributed significantly in the growth of the business of a branch which, for some reasons, could not achieve
898
the target set for team incentive. A scoring model has been prepared as detailed below; based on which the
branch will recommend incentive for individual performers. The Scheme will be applicable for the year 2006-07.
Scoring Model for Individual Incentive Scheme

(TABLE - II)
Branch Base Increment Total score Amount of

Incumbency Achievement of For each point achieved as incentive.
score of 75 to scored above 100 per table I
100 as per incremental
Table-I (Amount) amount would be
(Amount)
Scale VI 2,00,000 4,000
Scale V 1,50,000 3,500
Scale IV 1,00,000 2,500
Scale III 50,000 1,900
Scale II 30,000 1,200
Scale I 20,000 1,000
Example :
1. If a branch achieves 75% of the budgeted figures at the end of the year then it gets 75
marks as shown below
Deposits 11.25
Advances 30.00
NPA reduction 11.25
Profit 7.50
Other Fee Based
Income 11.25
HR Factor 3.75
-----------
Total 75.00
-----------
The incentive will be Rs.2,00,000/- for Scale VI branch, Rs.1,50,000/- for Scale V
branch and so on
2. If a branch achieves 160% in deposits, 125% in advances and 100% in profit, NPA,
Fee Based Income and HR Factor, its score would be as below:
Deposits 22.5 (equivalent to 150% of achievement)

Advances 50
NPA reduction 15
Other Fee Based
Income 15
HR Factor 5
Profit 10
-----------
Total 117.5
-----------
The incentive will be Rs.(2,00,000 + 18 x 4000) which will be equal to Rs.2,72,000/- for
a Scale VI branch.
899
ANNEXURE 27.1
MONTHLY DIARY / REPORT OF / ON POS / TOS
FORM 'A' MONTHLY DIARY OF PROBATIONARY / TRAINEE OFFICER
(To be completed by the Probationary / Trainee Officer)
Name of the Probationary /

Trainee Officer :
Name of the Branch :
For the Month of _________ 20_____.
1. Details of on-the-job training undergone by you during the month under report:
Duration Job Assignment Date

From To
1. First W eek
2. Second Week
3. Third Week
4. Fourth W eek
2. No. of times you met the following officers for guidance, assistance and clarification of doubts:
Designation of No.of Dates Purpose
the official times
i. B.M.
ii. M.O.D.
iii. Actt.
iv. Others
(Please specify)
3. Deviations in the Training Schedule, if any. Please give particulars :
Nature of Period for which Were the
reasons
deviation such deviations therefor
advised ?
were made
4. Deficiencies observed in the method of training viz. non-availability of Bank Book of

Instructions, job cards, programme learning texts, etc.
5. Important constituents to whom you were introduced during the month :

Name of the Introduced by whom ? Date of Introduction
constituent (BM/MOD/ACTT.or
other colleagues)
6. No.of visits on which you accompanied other officers for customer call, deposit mobilisation
campaign, inspection of borrowing units, important meeting, etc.
Nature of visit Accompanied whom ?
Date (BM/MOD/ACCTT or
----------------- other colleagues_____________
Very helpful Helpful Not helpful
900
7. General attitude of officers and staff members with whom you were associated during the
month :
8. Any other comments :
Place:
Date:
Signature
901
FORM ‘B’ MONTHLY REPORT ON PROBATIONARY / TRAINEE OFFICERS
[To be filled by Branch Manager ]
Name of the Branch ;

Trainee officer ;
For the month of ___20
1. Assessment of the qualities of the Probationary / Trainee Officer as a learner. (Please tick
mark the appropriate column.)
a) Comprehension Excellent Good Average Poor

b) Diligence & application Excellent Good Average Poor
c) Quality of work eg. Excellent Good Average Poor
accuracy, neatness, speed
d) Attendance & punctuality Excellent Good Average Poor
e) C onduct & attitude Excellent Good Average Poor
2. S pecial aptitudes as
evidenced during
training :
3. Leave taken during the m onth:
Types of Leave N o. of D ays A vailed
Casual Leave
Privilege Leave
Sick Leave
Special Leave
4. What guidance and support did
you provide to the Probationary /
Trainee Officer in clarifying his / her
Doubts and overcoming difficulties:
5. Your comments on the deviations made,
if any, in the training schedule:
6. Comments about the

weakness pointed out by
the Probationary/Trainee O fficer
in training m ethodology:
7. Deficiencies, if any,
observed by you in the
Probationary / Trainee
Officer during the month
If yes, please specify:
8. Any other comments:
N am e of the branch m anager :
S ignature :
902
P lace :
D ate :
C O M M E N TS B Y A G M (H R ) O N :
A) A dherence to training schedule : Excellent Good Average Poor

B) Quality of guidance and facilities
at the branch : Excellent Good Average Poor
C) How the trainee has utilized
the training opportuinites : Excellent Good Average Poor
D) Whether any follow-up action is
required? If yes, please specify :
Name :
Signature :
Date :
903
ANNEXURE 27.2
Confirmation of POs/TOs as MMGS-II : Testing Pattern
Part A
120 objective type questions carrying half mark each with the following break-up
Weight
General Banking (Systems & Procedures, Banking Law & Practice) 20%
Technology 10%
Personal Banking 20%
Development Banking 20%
Commercial & Institutional Banking 10%
General Awareness 20%
Total duration : 1 hour

Total marks : 60
Part B
Part B will be Descriptive Type and will contain 4 sections as follows :
1. Comprehension of a note/proposal in day to day 30 marks
operations and answering question thereon
2. A correspondence exercise (Note/letter from a Branch/ 10 marks
Administrative Office
3. Case Studies/Situational Analysis simulating practical 60 marks
problems in the Banking environment
4. Rationale for banking practices and Bank's policies 40 marks
(20 Qs)
Total duration : 2 1/2 hours

Total marks : 140
Note :
a. There will be no options in any of the sections

b. In Part B, the comprehension and correspondence section
would compulsorily have to be attempted in English. The test of the paper may be
answered in English or Hindi.
904
ANNEXURE 27.3
WEIGHTAGE & MINIMUM QUALIFYING SCORES
Sr.No. Part/Section of the Process Maximum Minimum Qualifying Score

Marks
Percentage Score
1 Written Test - Functional 200 75 150

Knowledge
2 Competencies and Managerial 20 50 10

Assessment Test
3 Group Discussion/Interview 40 75 30
905
ANNEXURE 27.4
MONTHLY DIARY / REPORT OF / ON POS / TOS
FORM 'A' MONTHLY DIARY OF PROBATIONARY / TRAINEE OFFICER
(To be completed by the Probationary / Trainee Officer)

Trainee Officer :
Name of the Branch :
For the Month of _________ 20_____.
1. Details of on-the-job training undergone by you during the month under report:
Duration Job Assignment Date

From To
1. First W eek
2. Second Week
3. Third Week
4. Fourth W eek
2. No. of times you met the following officers for guidance, assistance and clarification of doubts:
Designation of No.of Dates Purpose
the official times
i. B.M.
ii. M.O.D.
iii. Actt.
iv. Others
(Please specify)
3. Deviations in the Training Schedule, if any. Please give particulars :
Nature of Period for which Were the
reasons
deviation such deviations therefor
advised ?
were made
4. Deficiencies observed in the method of training viz. non-availability of Bank Book of

Instructions, job cards, programme learning texts, etc.
5. Important constituents to whom you were introduced during the month :

Name of the Introduced by whom ? Date of Introduction
constituent (BM/MOD/ACTT.or
other colleagues)
6. No.of visits on which you accompanied other officers for customer call, deposit mobilisation
campaign, inspection of borrowing units, important meeting, etc.
Nature of visit Accompanied whom ?
Date (BM/MOD/ACCTT or
----------------- other colleagues_____________
Very helpful Helpful Not helpful
906
7. General attitude of officers and staff members with whom you were associated during the
month :
8. Any other comments :
Place:
Date:
Signature
907
ANNEXURE 27.5
FORM ‘B’ MONTHLY REPORT ON PROBATIONARY / TRAINEE OFFICERS

[To be filled by Branch Manager ]
Name of the Branch ;

Trainee officer ;
For the month of ___20
1. Assessment of the qualities of the Probationary / Trainee Officer as a learner. (Please tick
mark the appropriate column.)
a) Comprehension Excellent Good Average Poor

b) Diligence & application Excellent Good Average Poor
c) Quality of work eg. Excellent Good Average Poor
accuracy, neatness, speed
d) Attendance & punctuality Excellent Good Average Poor
e) C onduct & attitude Excellent Good Average Poor
2. S pecial aptitudes as
evidenced during
training :
3. Leave taken during the m onth:
Types of Leave N o. of D ays A vailed
Casual Leave
Privilege Leave
Sick Leave
Special Leave
4. What guidance and support did
you provide to the Probationary /
Trainee Officer in clarifying his / her
Doubts and overcoming difficulties:
5. Your comments on the deviations made,
if any, in the training schedule:
6. Comments about the

weakness pointed out by
the Probationary/Trainee O fficer
in training m ethodology:
7. Deficiencies, if any,
observed by you in the
Probationary / Trainee
Officer during the month
If yes, please specify:
8. Any other comments:
908
N am e of the branch m anager :
S ignature :
P lace :
D ate :
C O M M E N TS B Y A G M (H R ) O N :
A) A dherence to training schedule : Excellent Good Average Poor

B) Quality of guidance and facilities
at the branch : Excellent Good Average Poor
E) How the trainee has utilized
the training opportuinites : Excellent Good Average Poor
F) Whether any follow-up action is
required? If yes, please specify :
Name :
Signature :
Date :
909
910

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1

1.1 SHORT TITLE AND COMMENCEMENT

APPOINTMENT/PROBATION AND CONFIRMATION

SUPERVISING STAFF PROMOTION POLICY

RETIREMENT, VOLUNTARY RETIREMENT AND RELATED MATTERS

5.3 EXPEDITIOUS SETTLEMENT OF TERMINAL DUES

DESIGNATED AUTHORITY FOR ISSUING APPRECIATION LETTER ON RETIREMENT

AMENDMENT TO RULE 11 OF IMPERIAL BANK OF INDIA EMPLOYEES' PENSION &

AMENDMENT TO RULE 15 OF SBI EMPLOYEES PENSION FUND RULES STATE BANK

FORMAT FOR SANCTION OF VOLUNTARY RETIREMENT I RESIGNATION STATE

FORMAT OF APPLICATION FOR SEEKING VOLUNTARY RETIREMENT/RESIGNATION

PERFORMA FOR SUBMITTING APPLICATION FOR ISSUANCE OF SERVICE

6.1 GENERAL RULES

TERMINATION OF SERVICE AND RESIGNATION

PLACEMENT, TRANSFER AND JOB FAMILIES

8.1 PLACEMENT OF OFFICERS : SERVICE RULES

8.3 PLACEMENT NORMS

8.4 TRANSFER POLICY

8.5 INTER CIRCLE TRANSFER

8.6 INTER CIRCLE TRANSFER POLICY FOR OFFICERS IN SMG

8.7 TRANSFER POLICY FOR SPECIALIST OFFICERS

8.9.1 INTRODUCTION OF CONCEPT OF JOB FAMILIES

MISCELLANEOUS MATTERS RELATED TO SPECIALIST CADRE

9.1 CONVERSION FROM GENERAL CADRE TO SPECIALIST CADRE

10 ANNUAL APPRAISAL REPORT (AAR)

10.4.5 REPORTING STRUCTURE

C1. F6 FITMENT OF EMPLOYEES HAVING DIFFERENT PROFESSIONAL QUALIFICATIONS

12 PENSION, PROVIDENT FUND & GRATUITY

12.1 PROVIDENT FUND FORM B

13.1 DECLARATION FOR CLAIMING MID-ACADEMIC YEAR TRANSFER

14 TRAVELING, LODGING AND BOARDING EXPENSES

14.1 LIST OF VISITING OFFICER’S FLATS/GUEST ROOMS

15 REIMBURSEMENT OF CONVEYANCE EXPENSES INCURRED FOR

15.1 MONETARY CEILINGS ON REIMBURSEMENT OF EXPENSES TO THOSE

17 LEAVE TRAVEL/HOME TRAVEL CONCESSION

17.1 FORMAT FOR SUBMITTING LFC/HTCBILL

18.1 SCHEDULE OF CHARGES

19.1 NORMS FOR MEASURING LIVING AREA

20 ASSETS & LIABILITIES

20.1 STATEMENT OF IMMOVABLE PROPERTY

21 SBI OFFICERS SERVICE RULES AND SBI GENERAL REGULATIONS

21.1 AMENDED POSITION OF OTHER RELATED SERVICE RULES

22 DELEGATION OF ADMINISTRATIVE POWERS

22.10.1 RULE 19(1) 4TH PROVISO: APPROVAL OF VOLUNTARY RETIREMENT

23 DELEGATION OF ADMINISTRATIVE POWERS MISCELLANEOUS

23.1 FORMAT FOR NO OBJECTION CERTIFICATE FOR PASSPORT

24.1 REIMBURSEMENT OF NEWSPAPER/MAGAZINE EXPENSES

25 SCHEME OF DELEGATION OF FINANCIAL POWERS

25.1 SCHEME OF DELEGATION OF FINANCIAL POWERS: GENERAL MATTERS

26 LOANS AND ADVANCES

26.1 NON-SUBMISSION OF STATEMENT OF ASSETS & LIABILITIES RENDERS AN OFFICER

CONTROL RETURN FOR STAFF ADVANCES

26.41 LETTER TO BE EXCHANGED IN CASE OF LOANS/ADVANCES TO STAFF ON

27.1 MONTHLY DIARY/REPORT OF/ON POs/Tos

STATE BANK OF INDIA OFFICERS SERVICE RULES :

1.1 SHORT TITLE AND COMMENCEMENT OSR : 1

1. These rules may be called State Bank of India Officers

2. Except otherwise provided in these rules, they shall come into

1.2 OFFICERS TO WHOM THE RULES SHALL APPLY OSR : 2

i) Rules governing the service of Officers in the Imperial Bank

ii) Rules governing the service of Assistants in the Imperial

iii) State Bank of India (Supervising Staff) Service Rules; and