SBI Staff Benefits

Welcome to State Bank

Human Resources Department, SBI, Corporate Centre, Mumbai

Welcome to State Bank

Human Resources Department, SBI, Corporate Centre, Mumbai

Human Resources Department – SBI SBI

CONTENTS 3

Organization Structure

5

Employee Benefits

10

Other Facilities and Benefits

15

SBI Officers Service Rules

17

Disciplinary Proceedings

18

Award Staff Service Service Conditions Conditions

20

Promotion Policy

22

Group Mediclaim Policies for SBI Retirees

23

New HR initiatives

27

List of Holiday Homes

29

List of Important Links

Page 2 of 30

Human Resources Department – SBI

ORGANIZATION STRUCTURE

CHAIRMAN Chief Vigilance Officer

DMD & CDO

MD (CBG)

Chief Customer Service Officer

MD (C&R)

MD (A&S)

MD (NBG)

DMD & CIO

DMD (MCG)

DMD & CCO nd cao

DMD (Global markets)

DMD (SAMG)

DMD & CRO

DMD (DB & NB)

DMD & CFO

DMD (CAG)

CGM & GCO

DMD (Retail Business)

DMD (IBG)

DMD (I & MA)

CGM (Circles)

All Subsidiaries

DMD (CCO)

CGM (BUs)

Chief Marketing officer (CMO)

CBG MCG CAG IBG C&R CRO CCO CSO GCO

Corporate Banking Group Mid Corporate Group Corporate Accounts Group International Banking Group Compliance & Risk Chief Risk Officer Chief Credit Officer Chief Sustainability Officer Group Compliance Officer

I&MA CDO A&S CIO CFO NBG COO DB&NB BUs

Page 3 of 30

Inspection & Mgmt. Audit Corporate Development Officer Associates & Subsidiaries Chief Information Officer Chief Financial Officer National Banking Group Chief Operating Officer Digital Banking and New Business Business Units


LOCAL HEAD OFFICE

Chief General Manager

PS

GMs (Network)

DGM (AC&P)

DGM & CFO

DGM & CDO

DGM (Vigilance)

DGM & (CCO)

DGMs (B &O)

AGM (AC&P)

AGM (ATM – Operations)

AGM (BPMM)

AGM (Disciplinary Proceedings)

AGM (Circle Security)

DGM 1 (Law)

CIM (Risk Rater)

DGM Headed Branches

AGM (GBU)

AGM (MAB)

AGM (Audit)

AGM (ITSS)

AGM (Law)1

AGM BPR –IT

AGM (NPA)

DGM/AGM (PBBU)

CM (BOPM)

AGM (Reconciliation)

AGM (Prem. & Est.)

CM (Official Languages)

AGM (PR & CSB)

AGM (CPM)

DGM/AGM (ABU)

AGM (RB-FI)

AGM (FSLO)

AGM (OAD)

State Bank Learning Centers

DGM/AGM (SME)

CM (Cross Selling)

AGM (Surveillance)

AGM (PPG)

CM (L&D)

AGM FMC

AGM (HR)

CM (Procurement)

CCC Sect.

CM (Appeal & review)

AGM/CM (ORM)

B&O SME BOPM BPMM ORM ITS CDO PR&CSB

Banking & Operations Small & Medium Enterpris es Business & Operations Monitoring Budget, Performance Monitoring & MIS Operationa l Risk Mgmt. Informati on Technology Services Circle Development Officer Public Relations & Corporate Service Banking

L&D OAD CCO CCC PBBU GBU MAB FMC

Learning & Development Office Administra tion Deptt Circle Credit Officer Circle Credit Committee Personal Bkg. Business Unit Govt. Business Unit Merchant Acquiring Business Fraud Monitoring Cell

AC&P ABU RBFI FSLO

Alternate Channels & Payments Agri. Business Unit Rural Bkg. & Financial inclusion Funds Settlement Link Office

HR PPG CPM NPAM

Human Resources Pension, Provident Fund & Gratuity Credit Performance Monitoring Non-Perfor ming Assets Mgmt.

1

Depending on the legal support required by the circle either the AGM/CM (Law) or a DGM (Law) will be present

Page 4 of 30


EMPLOYEE BENEFITS (OFFICERS) A.

4 IN 1 IN BRIEF:

Officers are eligible for reimbursement of Conveyance expenses as per their grade & place of posting. (CDO/P&HRD-PM/21/2015 – 16 dated 17.06.2015) Petrol Charges (Litr e)

Cleansing Materials / month

Casual Labour per day

Newspaper/

TEGSS II

2900

375

6000

TEGSS I

2800

300

5750

TEGS VII

2200

220

5500

TEGS VI

2150

215

4250

Grade Category I

Category II Category III

Magazines per month

SMGS V

115

105

95

1700

143

1400

SMGS IV

110

100

90

1350

71

1240

MMGS III

100

90

80

1200

40

840

MMGS II

85

80

75

1125

34

800

JMGS I

65

60

55

850

20

550

Page 5 of 30


B.

ENTERTAINMENT & TEA / COFFEE EXPENSES: Officers in our bank, depending upon their grade/scales and positions are being reimbursed with personal entertainment expenses incurred on entertaining customers up to specific ceilings stipulated as per their grade and position. Further, they are also reimbursed expenses incurred on tea, coffee, cold drink, snacks etc. Up to the ceiling as per the scheme. (CDO/P&HRD-PM/71/2016 – 17 dated 03.10.2016) Combined Enti tlement fo r Entertainm ent & Tea/ Coffee etc. as per CDS Roles Scale

Category I

Category II

TEGSS II

Category III

110,000

TEGSS I

59,500

95,000

TEGS VII

48,750

83,500

TEGS VI

39,500

55,560

73,920

SMGS V

22,750

35,640

52,440

SMGS IV

20,000

30,600

44,400

MMGS III

17,125

25,440

36,840

MMGS II

15,375

20,760

28,560

JMGS I

12,500

16,800

22,800

Category-III = Officials in Non Measurable roles Category-II = Officials in Measurable & Budgetary (not specified) roles Category-I = Officials in Budgetary (in specific assignment positions) roles

Page 6 of 30


C.

HALTING AL LOWANCE: (CDO/P&HRD IR/24/2015 16 DATED 26.06.2015) Grade

4 Metros (Rs.)

Major A (Rs.)

Area I (Rs.)

Other Places (Rs.)

Officers in Scale VI & above

1800

1300

1100

950

Officers in Scale IV & V

1500

1300

1100

950

Officers in Scale I/II/III

1300

1100

950

800

D.

REIMBURSEMENT OF LODGING EXPENSES: (CDO/P&HRDPM/97/2011 – 12 DATED 08.02.2012) Grade

Eligibility in ITDC Hotels

Metro

Major A

Area-I

Other

TEGSS I & II

4 STAR

14600

13400

7200

6200

TEGS VI & VII

4 STAR

11000

9700

6200

4800

SMGS IV & V

3 STAR

7200

6700

3800

2900

MMGS II & III

2 STAR (Non AC)

4000

3600

2600

2000

JMGS I

1 STAR (Non AC)

2600

2400

1900

1600

E.

TRANSFER RELATED: (CDO/P&HRD-PM/73/2011 – 12 DATED 08.10.2011)

Lump sum expenses in connection with packing, local transportation, insuring baggage, etc. are as under: Top Executive

Rs. 35,000

Senior Management

Rs.25,000

Middle Management & Junior Management

Rs.20,000

Further, in the case of administrative transfer (i.e. other than request transfer) outside the Circle, the officer will be eligible for additional amount of Rs.10,000/- towards lump sum expenses.

Page 7 of 30


The officers may be reimbursed actual expenses incurred on loading and unloading of their belongings, subject to production of receipt, up-to the monetary ceiling mentioned as under: Metro

Urban

Semi Urban

Rural

Top Executive

15000

12000

10000

8000

Senior Management

10000

8000

6000

4000

Junior & Middle Management

7000

6000

5000

3000

Rates for transfer of Household goods. Rs. / km / tonne: Other than hil ly t errain Hill t errain

6.70

F.

Up-to 600 Km

Beyond 600 km (Incremental)

4.50

2.25

RENTAL CEILING FOR LEASED ACCOMMODATION / CAR PARKING CHARGES: (CDO/P&HRD-PM/20/2012 – 13 DATED 03.07.2012) Category of Centre Grade

Mumbai

Delhi

Major A

A

B

C

JMGS-I

29500

26500

20000

15000

10000

8000

MMGS II

32500

27000

21000

16000

11000

9000

MMGS III

34500

29500

23000

18000

12000

11000

SMGS IV

39500

32500

26000

21000

14000

12000

SMGS V

49500

39500

29000

23000

16000

13000

TEGS VI

74500

64500

40000

30000

20000

17000

TEGS VII

79500

74500

50000

35000

27000

20000

TEGSS I

81500

76500

52000

37000

29000

22000

Some specified posts enjoys higher ceiling than the t able above.

Page 8 of 30


G.

MONETARY CEILINGS FOR PURCHASE OF FURNITURE / FIXTURES IS AS UNDER: (CDO/P&HRD-PM/30/2013 – 14 DATED 12.09.2013) Grade

Ceiling (All Centres)

TEGSS I

700000

TEGS VII

600000

TEGS VI

500000

SMGS V

250000

SMGS IV

165000

MMGS III

140000

MMGS II

130000

JMGS I

120000

Officers posted outside their parent circle on administrative ground are eligible for 20% additional entitlement.

H.

GROUP INSURANCE SCHEME: INSURANCE COVER FOR OFFICERS UNDER MASTER POLICY TAKEN BY THE BA NK IS AS UNDER Grade

Scale I III

Scale IV

Scale V

TEGS VI

TEGS VII &TEGSS I

TEGSS II

Ins. Cover (In Rs. Lacs)

05

06

07

08

10

12

Page 9 of 30


OTHER FACILITIES AND BENEFITS Provision of s ome important facilities and benefits t o the workmen staff Sr. No.

Particulars

Special pay

1

2

3

4

(Subject to exercising the passing powers of respective grades)

Special Allowance

Reimbursement of expenses on entertainment

Category of employees

Amount (in Rs.)

Chief Associate (Customer Support & Sales) who act as Cash Incharge

5720/-

Chief Associate (Customer Support & Sales)

3970/-

Special Associates (Customer Support & Sales)

3970/-

Senior Associate (Customer Support & Sales)

2410/-

Associate (Customer Support & Sales)

1640/-

Junior Associate (Customer Service & Sales)

330/-

Senior Head Messenger

2420/-

Head messenger

950/-

Messenger (Who are entrusted the role of printing / updating passbook)

670/-

All Workmen Staff

7.75% of Basic Pay with applicable DA thereon (Not reck oned for Superannuation benefits)

Chief Associate (Customer Support & Sales) who act as Cash Incharge

950/-

Other Chief Associates

500/-


450/-

Senior Associate (Customer Support & Sales)

350/-

Associate (Customer Support & Sales)

300/-

Chief Associates (Customer Support & Sales), including

43 lts/Rs 900/-

Page 10 of 30

Periodi city

Date of effect

Per month

E-Circular CDO/P&HR DIR/25/201516 dated 26.06.2015

Per month

E-Circular CDO/P&HR DIR/25/201516 dated 26/06/15

Per month

E-Circular CDO/P&HR DIR/70/201213 dated 31.01.2013

E-Circular CDO/P&H


Provision of s ome important facilities and benefits t o the workmen staff Sr. No.

Particulars

Category of employees

Amount (in Rs.)

Periodi city

those working as cash-incharge

Reimbursement of Petrol

5

6

7

Reimbursement of expenses on Newspaper and magazines

Brief Case

Transport Allowance


35 lts/Rs 850/-

Senior Associate (Customer Support & Sale)

25 lts/Rs 700/-

Associate / Junior Associate (Customer Support & Sales)

20 lts/Rs 625/-

Senior Head Messenger

17 lts/Rs 500/-

Head messenger

15 lts/Rs 425/-

Messenger

13 lts/ Rs 350/-

Chief Associates/Special Associates working as Cash In- charge, ATM and member of marketing and out bound sales force

425/-

Clerical-Others

360/-

Sub-ordinate Staff

280/-

Special Associates working as in-charge of Cash, incharge of ATM and member of marketing and out bound sales force

Date of effect RDIR/10/2016 -17 dated 02.05.2016

per month

1000/-

Upto 15th stage of scale of pay Rs 425/ All Workmen Staff 16th Stage of the Scale of pay and above - Rs 470/-

Per month

E- Circular CDO/P&H RDIR/11/2016 -17 dated 02.05.2016

Once in three years

E-Circular CDO/P&H RDIR/5/201112 dated 08.04.2011

Per month

E-Circular CDO/P&H RDIR/10/2016 -17 dated 02.05.2016

Per annum

E-Circular CDO/P&H RDIR/25/2015 -16 dated 26.06.2015

8

Medical expenses under Medical Aid Scheme

9

Bank has obtained a Group Term Insurance Policy covering the outstanding in Housing Loan accounts of employees availed on or after 01.10.2014

10

An incentive scheme for meritorious children of staff pursing professional courses in elite institutes in India is in force in the bank. The scheme envisages payment of incentive of Rs.25,000/- per semester for the entire period of the

All Workmen Staff

Page 11 of 30

Rs 2200/- p.a.


STAFF LOANS

1

Housing Loan (90 % of Project Cost or quantum whichever is lower)

Subordinate Staff

Clerical Staff

Supervising Staff (JMGS - I to SMGS V)

Rs 30 lacs

Rs 45 lacs

Rs 60 lacs

TEGS – VI & VII

TEGSS I & II

Rs 80 lacs

Rs 80 lacs

For all confirmed employees with 2 years of service Rate of Interest (Simple) 2

Vehicle Loan/ (FOR CAR)

3

Two Wheeler Loan (Within the overall limit for vehicle loan)

Up to Rs 40 lacs - 6.50 % and above Rs 40 lacs - 6.95 %

Rs 6.50 lacs

90% of cost of two wheeler subject to ceiling of Rs 1.00 lac

Rate of Interest for Vehic le/Car/ Two-wheeler Loan 4

Rs 10 lacs

90% of cost of two wheeler

6.50 % (Simple)

Personal Loan (OD/DL) 2 years and above and < 5 years of service and confirmed members of Bank's PF)

Rs 0.80 lacs

Rs 1.50 lacs

Rs 2.50 lacs

5 years and above and < 10 years of service and confirmed members of Bank's PF)

Rs 2.00 lacs

Rs 4.00 lacs

Rs 7.00 lacs

10 years of service and above and confirmed members of Bank's PF

Rs 4.00 lacs

Rs 7.00 lacs

Rs 10.00 lacs

Page 12 of 30

Rs 12.00 lacs Rs 16.00 lacs


STAFF LOANS Subordinate Staff

Clerical Staff

Supervising Staff (JMGS - I to SMGS V)

Rate of Interest (Simple)

5

TEGS – VI & VII

6.95%

All permanent staff with 2 years service Computer Loan including probation period

Rs 0.40 lacs

Rate of Interest (Simple)

6.95%

6

Education Loan to wards of Staff (For studies i n India)

Up to Rs 20.00 lacs

7

Global Edvantage loan for Staff (For studies abroad)

Minimum - Rs 20 lacs : Maximum - Rs 1.50 crores

Rate of Interest

6.95% (Male Child) : 6.45 % (Female child)

Page 13 of 30

TEGSS I & II


A.

BENEFITS ADDED DURING 2016-17

1.

Reimbursement of Entertainment Expenses increased substantially for Officers in All Grades. (CDO/P&HRD-PM/71/2016 – 17 dated 03.10.2016)

2.

The cost ceiling on Silver Jubilee Award for completing 25 years of service revised. The upward revision of at-least a third of the existing ceiling has potential benefit for Officers of all categories as well as Clerical cadre employees. (CDO/P&HRDPM/65/2016 – 17 dated 06.09.2016)

3.

Part release of ex-gratia for a uniform amount of Rs 1,00,000/- irrespective of category / grade of deceased employee immediately after the death of an serving employee. (CDO/P&HRD-PM/16/2016 – 17 dated 06.05.2016)

4.

The monetary ceiling on Purchase of Briefcase / Handbags for officers has been revised with at-least 25% hike. (CDO/P&HRD-PM/61/2016 – 17 dated 06.09.2016)

5.

The monetary ceiling on presentation of memento on retirement has been enhanced substantially. (CDO/P&HRD-PM/64/2016 – 17 dated 06.09.2016)

6.

The monetary ceiling on Reimbursement of Petrol and Newspaper/magazines has been enhanced for Award Staff (e-circular dated 2.5.2016)

7.

Rates of Interest on Staff Loans viz., Housing Loan, Car Loan, Personal Loan OD and Education loan were brought down to 6.95% from 8%.

B.

DISPENSARIES

288 dispensaries are available in all LHO / AO centers and some big branches. Free of cost consultation and medicines are available in all these dispensaries to all officers and award staff.

Page 14 of 30


STATE BANK OF INDIA OFFICERS’ (OSR), 1992

SERVICE RULES

IMPORTANT SERVICE RULES: SBIOSR

Subject

Rule 14

Appointment

Rule 15

Probation

Rule 16

Confirmation

Rule 17

Promotion

Rule 18

Seniority

Rule 19

Retirement

Rule 24

Medical Aid

Rule 25

Residential Accommodation

Rule 28

Loans for purchase / construction of house

Rule 30

Preferential Interest Rates on deposits

Rule 31

Kinds of Leave

Rule 44

Leave travel & encashment

Rule 45

Provident fund & Pension

Rule 46

Gratuity

Rule 56

Acceptance of gift

Rule 58

Absence from work

Rule 66

Misconduct

Rule 67

Penalties

Rule 70

Central Vigilance Commission

Some of the important rules: 50(4): Every officer shall take all possible steps to ensure and to protect the interest of the Bank and discharge the duties with utmost integrity, honesty, devotion and diligence and do nothing, which is unbecoming of an officer. 52(3): No officer shall grant loan to any individual or company in which his / her spouse is connected. 53: No officer shall take an active part in politics, stand for election in civic / legislative body. 56(1): No officer normally shall accept or permit any member of his /her family to accept any gift from any person obligated to the Bank.

Page 15 of 30


57: No officer shall bring any political or outside influence pertaining to matters of his service. 61(1): No officer shall speculate in any stocks, shares or securities except for bonafide investment. 66: A breach of any of the provisions of the Service Rules shall be deemed to constitute Misconduct punishable under Rule 67.

Page 16 of 30


DISCIPLINARY PROCEEDINGS STAFF: SUPERVISORY Any deviation from the Conduct Rules as incorporated in SBIOSR rule 50 to 65 will amount to an act of misconduct. A breach of any of the provisions of these rules shall be deemed to constitute misconduct punishable under rule (67) (a) to 67 (j) of SBIOSR. Disciplinary Authority (DA) will take a decision at the stage of initiation of disciplinary proceedings on the basis of the gravity of misconduct whether to initiate “major p enalty” proceedings or “minor p enalty” proceedings. MINOR PENALTIES i. Censure ii. Withholding of increments of pay with or without cumulative effect; iii. Withholding of promotion; iv. 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. v. 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 i. Save as provided for in (v) 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 offi cer 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; ii. Reduction to a lower grade or post; iii. Compulsory retirement; iv. Removal from service; v. Dismissal. Further an officer is placed under “Suspension” under SBIOSR Rule (68) if disciplinary proceeding against him is contemplated or is pending or where a case against him in respect of any criminal offence is under investigation, inquiry or trial.

Page 17 of 30


AWARD STAFF SERVICE CONDITIONS The Service Conditions for Award Staff are governed by the provisions contained in the Sastry & Desai Awards.

A.

DISCIPLINA RY ACTIONS & PROCEDURE THEREOF

Procedure for taking disciplinary action for an act of misconduct is laid down in paragraphs 520 and 521 of Sastry Award and Paragraphs 18.19 and 19.20 of Desai Award. These are applicable to award employees Minor Misconduct: Minor Misconduct shall mean 

Absence without leave or overstaying sanctioned leave without sufficient grounds



Unpunctual or irregular attendance



Neglect of work, negligence in performing duties



 







Breach of any rule of business of the bank or instruction for the running of any department Committing nuisance on the premises of the Bank Holding or attempting to hold or attending any meeting on the premises of the bank without the previous permission of the management Canvassing for union membership or collection of union dues or subscriptions within the premises of the Bank Failing to show proper consideration, courtesy or attention towards officers, customers or other employees of the bank, unseemly or unsatisfactory behaviour while on duty Marked disregard of ordinary requirements of decency and cleanliness in person or dress

Minor Misconduct : Penalties 

Warning or Censure



Have an adverse remark entered against him / her; or



Have his / her increment stopped for a period not longer than six months



Cash penalty up to Rs 500/-

Page 18 of 30


Gross Misconduct : Gross Misconduct shall mean 





 



Unauthorized disclosure of information regarding the affairs of the bank or any of its customers Drunkenness or riotous or disorderly or indecent behavior on the premises of the Bank Willful insubordination or disobedience of any lawful and reasonable order of the management or of a superior Willful slowing down in performance of work Giving or taking a bribe or illegal gratification from a customer or an employee of the Bank Remaining un-authorizedly absent without intimation continuously for a period exceeding 30 days

Misbehaviour towards customers arising out of bank’s business



Gross Misconduct : Penalties 

Dismissal without notice; or



Removal from service with superannuation; or



Compulsory retirement with superannuation; or



Discharge from service with superannuation; or



Brought down to lower stage in the scale of pay up to a maximum of two stages; or



Stoppage of increment/s with or without cumulative effect; or



Have his / her special pay withdrawn; or



Warning or Censure, or have an adverse remark entered against him; or



Imposition of Fine

Page 19 of 30


PROMOTION POLICY Summary of Promotion Policy for promotion from JMGS-I to SMGS-V effective from the Promotion Year 2017-18 JMGS-I TO MMGS-II

Channel

Merit

A

Eli gibili ty

(i)

Service in the existing 3 Years & 6 grade(as Months on the date of eligibility

(ii)

Residual Service(as on the date of eligibility)

2 years

(v)

No. of chances

Mandatory Assignmen t Requireme nt

6

None

SMGS-IV TO SMGSV

Seniority Cum Merit

Merit

Seniority Cum Merit

10 years

2 Years & 6 Months

9 years

3 years

4 years

2 years

2 years

2 years

2 years

2 years

The Total score minimum of 240 or AARF more (with score in at least 60 any year is in AARF/ 60 or CDS Grade B in Minimum grade B in CDS) in the each of the (iii) AARF/CDS best 3 out score best 4 out of last 4 of last 5 years years of AARF/ CDS AARF/ in the CDS in the present present grade grade (vi)

MMGS-II TO MMGS-III

MMGS-III TO SMGSIV

6

None

Total score of 225 or more (with at least 60 in AARF/ Grade B in CDS) in the best 2 out of last 3 years AARF/CD S in the present grade

6

The Minimum minimum AARF score AARF of 80 or score in CDS Grade any year is A OR a total 60 or CDS of 270 or grade B in more, in each of the best 3 out best 4 out of last 4 of last 5 years AARF years of score/ CDS AARF/ score in the CDS in the present present grade grade 6

2 years’ service in RUSU Branch(es)

Page 20 of 30

(Only Merit (Only Merit Channel) Channel)

6

Minimum AARF score of 80 or CDS Grade A OR a total of 360 or more, in best 4 out of last 5 years AARF score/CDS score in the present grade

6

Min. of 4 years of Br. Exp. (excluding 3 years’ probation service in period) in RUSU Branch(es) any Vertical (NBG/CAG/ SAMG/MC G/IBG), out of which


Summary of Promotion Policy for promotion from JMGS-I to SMGS-V effective from the Promotion Year 2017-18 JMGS-I TO MMGS-II

Channel

Merit

Seniority Cum Merit

MMGS-II TO MMGS-III

Merit

Seniority Cum Merit

MMGS-III TO SMGSIV

SMGS-IV TO SMGSV

(Only Merit (Only Merit Channel) Channel) minimum 2 years as Branch Manager in Scale – II/III/IV incumbency branches.

B

Minimum Qualifying Score

(vi)

written test

40%

N/A

40%

N/A

N/A

N/A

(vii)

interview

40%

40%

40%

40%

40%

40%

(viii)

Promotion Appraisal Form

40%

75%

40%

75%

75%

75%

(ix)

Written Test

50%

N/A

50%

N/A

N/A

N/A

(x)

Interview

10%

20%

10%

20%

25%

25%

(xi)

Seniority

N/A

5%

N/A

5%

N/A

N/A

(xii)

Vacancies (% of the total vacancies in the grade for the promotion year)

80%

20%

80%

20%

100%

100%

(xiii)

Zone of Selection (times the number of vacancies)

3

3

3

3

2

3

C

D

Weightage for

Others

Page 21 of 30


GROUP MEDICLAIM POLICIES FOR SBI RETIREES Two tailor-made Family Floater Group Health Insurance Policies have been launched by the Bank for the retirees of the Bank to avail medical benefits for self, spouse and disabled children as under: i) ii)

Policy ‘A’ – for erstwhile members of SBI-REMBS; Policy ‘B’ – for new retirees and existing non-members of SBI-REMBS.

Membership of Policy ‘A’ is restricted to erstwhile members of SBI-REMBS, and premium for the same is paid from the REMBS Trust Fund. Membership for Policy ‘B’ is open to new retirees (retired on or after 01.01.2016) as well as existing non-members of SBI-REMBS, and premium has to be paid by the individual pensioner as per the plan chosen. The benefits available under the Policy ‘B’ and the premium chart for various plans are as under:

Plan

Sum Insured (Rs. in Lacs)

Domiciliary Treatment (% of Sum Insured)*

ICCU Rent (Rs.)

Basic Premium excl. ST (Rs.)

Room Rent (Rs.)

Total Premium incl . ST+Cess (Rs.)

A

3.00

10%

5000

7500

15836

18211

B

4.00

10%

5000

7500

21053

24211

C

5.00

10%

7500

9000

27173

31249

D

7.50

10%

7500

9000

34418

39581

E

10.00

10%

11000

11000

42075

48386

F

15.00

10%

11000

11000

63368

72873

H

25.00

10%

11000

11000

116268

133708

Page 22 of 30


NEW HR INITIATIVES IN SBI A.

CDS (CAREER DEVELOPMENT SYSTEM):

CDS is a scientific performance management system used by the bank to evaluate the performance of its employees. CDS was introduced in FY'16 following an extensive study of globally best practices and after taking into consideration the employee expectations as highlighted in a bank-wide survey CDS brings greater transparency in the performance appraisal system. In CDS, performance of about 90% of the employees is assessed based on data directly extracted from the System thus making the System more objective. Efforts are on to measure performance of the remaining 10% employees also through automation from the present non-measurable roles. The employees can view their monthly performance scores as a feedback and thus get motivated to achieve higher productivity.

Bri ef overview of CDS

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3-Step Assessment Pro cess

The CDS has been successfully implemented in SBI in FY/2015-16 and assessment of the performance of the employees (both Officers and Clerical staff) has been done through CDS.

B.

JOB FAMILY:

Job Families have been introduced in the Bank for all officers from Scale II to Scale V to promote specialization while ensuring flexibility to meet individual preferences in charting their own career paths. Following major benefits are perceived from introduction of Job Families: 

Allows officers to pursue a career in their area of interest;



Provides officers more transparency & predictability about future career path;



Enable them to perform better in their roles by developing relevant expertise

Bank has introduced 7 job families for grouping of jobs which require similar knowledge, experience, skills and abilities to build specialization 1) 2) 3) 4) 5) 6) 7)

Credit & Risk Marketing & Operations Treasury & Forex HR Finance & Accounts IT Analytics

All officers of the bank between scales 2 to scale 5 will be allocated a job family, based on robust selection criteria. The selection criteria has been designed carefully keeping in mind the Bank's need, employee's preference and employee's fit to the

Page 24 of 30


job family. The bank will run an annual process for officers entering scale 2 and officers who want to and are eligible to change their job family. After the process is run and the job family allocation is frozen, employees will be communicated their job family through e-mail. Employees can also view their job family on the CDS portal. Visit https://saksham2hrms.statebanktimes.in/jobfamily/ to know more

7 Job famili es for of ficers i n Scale II - V

Typical career path across job families

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C.

PROSPER (POSTING OPTIMIZATION TOOL):

An IT tool has been developed to ensure posting of ‘right person in the right job’. The tool is currently under testing and will be deployed shortly. The tool will also assist in enforcing postings of officers within job families and reduce the number of transfers. The tool will be put to use in near future.

D.

EMPLOYEE STAFF GRIEVANCE REDRESSAL SYSTEM:

The scheme for Grievance Redressal System (GRS) has been fr amed under section 43 of the State Bank of India Act, 1955. Employees can log their grievance in respect of wage payments, working conditions, leave, transfer, seniority, work assignment, interpretations of service agreement/rules etc. However, disciplinary action taken in accordance with the terms and conditions governing the service shall not constitute a grievance under the scheme. The portal also has a link to lodge CDS related grievance. The escalation matrix, as per the policy, is also available at the portal. The link for GRS is available in SBITIMES.

Page 26 of 30


LIST OF HOLIDAY HOMES S.No.

Circle

Place of Holiday Home

1

Ahmedabad

2

Bangalore

3

Bhopal

4

Bhubaneswar

5

Chandigarh

6

Chennai

Chennai, Kodaikanal, Kanyakumari, Rameswaram, Madurai, Udhagamandalam (Ooty), Vellore

7

Guwahati

Guwahati, Shillong, Jorhat, Kaziranga,

8

Hyderabad

9

Kolkata

Kolkata, Digha, Gangtok, Port Blair, Shantiniketan, Pelling, Darjeeling

10

Lucknow

Allahabad, Lucknow, Varanasi

11

Mumbai

Shirdi, Matheran, Lonavala, Panchgani, Panjim

12

New Delhi

13

Patna

14

Thiruvananthapuram

Dwarka, Veraval Bangalore, Mysore, Hubli Bhopal, Pachmarhi, Ujjain, Indore, Khajuraho, Jabalpur, Gwalior Bhubaneswar, Puri Katra (Jammu), Srinagar, Palampur, Shimla, Manali, Dalhousie, Sector 42, Chandigarh

Hyderabad, Vijayawada, Vishakapatnam, Tirupati, Secunderabad

New Delhi, Agra, Haridwar, Jaipur, Nainital Patna, Bodhgaya, Deoghar, Ranchi Ernakulam, Guruvayur, Kumarakom, Munnar, Thekkady, Thiruvananthapurm

Page 27 of 30


List of New Holiday Homes (Associ ate Banks)

1

2

3

4

5

State Bank of Bikaner & Jaipur

Mumbai (2 places), New Delhi, Jaipur, Goa, Manali, Katra, Haridwar, Udaipur, Mussoire, Chandigarh, Bangalore, Jaisalmer, Mount Abu, Kota, Jodhpur, Puri, Amritsar

State Bank of Hyderabad

Hyderabad, Bangalore, Chennai, Mumbai, New Delhi, Shirdi, Tirupati, Goa, Vishakapatnam, Ootacamund (Ooty), Kodaikanal, Puri

State Bank of Mysore

Ootacamund(Ooty),Mysore, Goa, Bangalore, Kodaikanal, New Delhi, Mangalore

State Bank of Patiala

Goa, Mumbai, Amritsar, Bangalore, Chandigarh, Dalhousie, Haridwar, Jaipur, Mussorie, Katra, Agra, Shirdi, Manali, New Delhi

State Bank of Travancore

Guruvayoor (2 places), Munnar, Alapuzha, Thekkady, Ernakulam, Thiruvananthapuram

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LIST OF IMPORTANT LINKS S.No.

Resour ce

URL

1

STATE BANK TIMES

https://statebanktimes.in/

2

HUMAN RESOURCES

https://hrcc.statebanktimes.in/

3

HRMS

https://hrms.statebanktimes.in/

4

GRIEVANCES REDRESSAL SYSTEM

https://sakshamicds.statebanktimes.in:4430/

5

STRATEGIC TRAINING UNIT

https://stu.statebanktimes.in/

6

E-CIRCULAR

https://ecircular.statebanktimes.in/

7

ACTIVE DIRECTORY SERVICES

https://ads.statebanktimes.in/

8

EMS

https://ems.sbi.co.in/

9

SINGLE SIGN ON

https://sso.sbi.co.in/

10

STAFF SUGGESTION SCHEME

http://statebanktimes.in:7009/StaffSuggestionScheme/

11

ASPIRATIONS

https://aspirations.sbi.co.in/

12

ANTI VIRUS

https://avs.statebanktimes.in:4433/

13

KNOWLEDGE HELP LINE

https://khl.statebanktimes.in/

14

ERD RESOURCE CENTRE

https://erd.statebanktimes.in/

15

GITC

https://gitc.sbi.co.in/

16

ICT

https://saksham2hrms.statebanktimes.in/ICT/

All the above links can be accessed through State Bank times

Page 29 of 30

SBI Staff Benefits

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