Thanks to Madam Hon'ble FM for your advice to bankers which Officers' Association was repeatedly pursuing in last 2/3 years.Though very late but still your advice will instill some introspection within them. what Officers' Association thinks today others think tomorrow .

INDIAN ADMINISTRATIVE SERVICE OFFICERS INDUCTED FROM THE STATE CIVIL SERVICES AND ATTENDING THE 128TH INDUCTION TRAINING PROGRAMME AT LBSNAA CALL ON THE PRESIDENT Indian Administrative Service officers inducted from the State Civil Services and attending the 128th Induction

Lack of clear advancement opportunities is a leading cause of voluntary turnover, with many employees quitting due to perceived inequities & favouritism. A transparent and logical promotion process is essential to eliminate favoritism, build trust, and motivate employees.

Sanjay Das Agree sir. When growth is unclear or feels unfair, people lose trust and may leave. A transparent and fair promotion process is key to removing favoritism, building trust, and keeping employees motivated.

Sanjay Das For public sector bankers, March is the most hectic and emotionally draining month of the year. There's intense pressure to meet business targets. It continues into April to ensure statutory audits run smoothly and earnings calls go well with analysts.

Sanjay Das Officers spend the last evening of March 31 anxiously awaiting promotion results even as their families ready themselves for yet another relocation to yet another geography. The results can even be released on April 1, the first thing in the morning, on the bank's internal portal

Sanjay Das Vacancies arise because of routine retirements and the growing need for leadership talent as business expands. Promotions are designed to identify officers capable of shouldering higher responsibilities.

Sanjay Das Of course, a few banks handle this process transparently, with a robust mechanism to spot genuine leaders from the crowd. Such PSBs outperform peers and com-mand greater employee loyalty.

Sanjay Das Typically, this segment accounts for 40 to 50 per cent of total promotion marks. Each year's report is meant to capture these traits, recorded by the immediate reporting officer and reviewed by the next higher authority,

Sanjay Das Promotions in most PSBs relied mainly on past performance and a brief interview by senior officials until the Department of Financial Services (DFS), Ministry of Finance, convinced them to introduce objective written tests to evaluate professional knowledge across banking,

Sanjay Das Some of the best field performers-juggling with the traffic of walk-in cus-tomers, implementing government schemes such as the Pradhan Mantri Jan Dhan Yojana, driving recoveries and meeting aggressive cross-sell targets lack the flair for scoring in quiz-style tests.

Sanjay Das Such tests are modelled on a com petitive entrance exam; they don't measure the practical competence of a practising banker and run the risk of fil-tering out genuine performers in the field. .

Sanjay Das Along with putting their best efforts to meet year-end targets, prospective candi-dates spend a lot of time building con nections and "corridor capital," seeking support from those who can sway the interviewers.

Sanjay Das There is no guarantee that the high performers will find themselves on the list of successful candidates if others, the more con-nected ones, need to be elevated.

Sanjay Das positions-such as chairpersons, managing directors and executive directors of PSBs and other public sector entities in the financial space-typically publishes the results the very day the processes conclude. But the results of internal bank promotions can take as much as a month.

Sanjay Das The time lag between the interview and the result invites speculation: if marks are allotted on the day, why can't the results be published that very even-ing?

Sanjay Das A transparent interview process, which is recorded and available for future reference, and a tighter timeline would reduce rumours and lend credi bility to the process.

Sanjay Das Even after the merit list is drawn, candidates face another hurdle: Vigi-lance clearance. Any officer against whom disciplinary proceedings are contemplated, initiated or pending, falls under the discretionary lens of the Departmental Promotion Committee.

Sanjay Das For bankers, March is the most hectic and emotionally draining month of the year. There’s intense pressure to meet business targets. It continues into April to ensure statutory audits run smoothly and earnings calls go well with analysts.