Human Resources Department,

SBI, Corporate Centre, Mumbai

Page 1 of 39
FOREWORD
From DMD CDO’s desk
Prashant Kumar
Dy. Managing Director (HR) and
Corporate Development Officer
Corporate Centre,
State Bank of India, Mumbai

Date :

On behalf of State Bank of India, I welcome you to the largest banking

network of India. State Bank of India is the only Indian Bank to be listed in
the fortune 500 companies. I appreciate the efforts and diligence which has
resulted in your selection in this prestigious Organisation.

Our Bank will provide you with ample opportunities to grow and to show
your innovative side. You all should put in your best efforts in our
organization and have a mutual passion to fulfill SBI’s Vision, Mission &
Values. This passion will help us all to unite and the energy that will create,
will help all of us to achieve not only our organisational but also our
individual goals.

We need you all as much as you need us. Hence I am grateful to you to join
our prestigious organization ‘SBI’.

This booklet gives an insight about the Bank, the emoluments, career
progression, HR initiatives as well as learning skills at SBI to help you to
choose your career path wisely.

During the next few months, after having a hands on experience, I am sure
that this will help you to be more productive and help you to grow in the
organization.

(Prashant Kumar)

Page 2 of 39
 VISION

MISSION

VALUES

Be The Bank Of Choice For

A Transforming India

Committed To Providing
Simple, Responsive And Innovative
Financial Solutions

Service | Transparency | Ethics |

Politeness | Sustainability

Page 3 of 39
 INDEX

MODULE WISE
STRUCTURE OF
MODULE I ORGANISATION

AND FRINGE
MODULE II PAY PACKAGE
BENEFITS

PROMOTION
MODULE III POLICIES
AND DUTIES

SERVICE AND HR
MODULE IV CONDITIONS INITIATIVES

DEVELOP-
LEARNING MENT
MODULE V AND
AT SBI

Page 4 of 39
EVOLUTION OF SBI
The origin of the State bank of India goes back to the first decade of the nineteenth century with
the establishment of the Bank of Calcutta on 2nd June 1806. Three years later the bank received
its charter and was redesigned as Bank of Bengal (02nd January 1809). A unique institution, it
was the first joint-stock Bank of British India sponsored by Government of Bengal. The Bank of
Bombay (15th April 1840) and Bank of Madras(01st July 1843) followed Bank of Bengal. These
three banks remained at the apex of modern banking in India till their amalgamation as The
Imperial Bank of India on 27th January 1921.

BANK OF BENGAL BANK OF BOMBAY BANK OF MADRAS

. . .
.

THE IMPERIAL BANK

.
In 1951, when the First Five Year Plan was launched, the development of rural India was given
the highest priority. The commercial banks of the country including the Imperial Bank of India
had till then confined their operations to the urban sector and were not equipped to respond to
the emergent needs of economic regeneration of the rural areas. In order, therefore, to serve the
economy in general and the rural sector in particular, the All India Rural Credit Survey
Page 5 of 39
Committee recommended the creation of a state-partnered and state-sponsored bank by taking
over the Imperial Bank of India, and integrating with it, the former state-owned or state-
associate banks. An act was accordingly passed in Parliament in May 1955 and the State Bank of
India was constituted on 1 July 1955. More than a quarter of the resources of the Indian banking
system thus passed under the direct control of the State. Later, the State Bank of India
(Subsidiary Banks) Act was passed in 1959, enabling the State Bank of India to take over eight
former State-associated banks as its subsidiaries (later named Associates).

THE IMPERIAL BANK STATE BANK OF INDIA

. .

The State Bank of India was thus born with a new sense of social purpose aided by the 480 offices
comprising branches, sub offices and three Local Head Offices inherited from the Imperial Bank.
The concept of banking as mere repositories of the community's savings and lenders to
creditworthy parties was soon to give way to the concept of purposeful banking sub serving the
growing and diversified financial needs of planned economic development. The State Bank of
India was destined to act as the pacesetter in this respect and lead the Indian banking system
into the exciting field of national development.

Thus SBI is the oldest commercial Bank in the Indian subcontinent. It represents a sterling
legacy of over 212 years.

Today, SBI is the largest commercial bank in India with the Merger of Associate Banks & Bhartiya
Mahila Bank Ltd.
SBI, Headquartered at Mumbai, provides a vast range of products and services to its customers.
SBI’s products cater to the needs of the farmers in the remotest corner of our country to huge
commercial enterprises & corporate clients.

Page 6 of 39
Page 7 of 39
STRUCTURE OF OUR ORGANIZATION
CORPORATE CENTRE (As on Sep 2018)

CHAIRMAN

DMD (HR) DMD &

&CDO CFO

CHIEF CHIEF
ETHICS VIGILANCE
OFFICER OFFICER

MD (GLOBAL MD (STRESSED MD (RETAIL & MD

BANKING & ASSETS, RISK DIGITAL (COMMERCIAL
SUBSIDIARIES) AND BANKING) CLIENTS
COMPLIANCE) GROUP & IT)

DMD
DMD & DMD (S) DMD DMD
(GLOBAL DMD
CCO & CDtO (COO) (CCG-I)
MARKETS) (INTERNAL
AUDIT)
DMD &
DMD (CAG) CRO DMD INTERNAL DMD
(RB) OMBUDSMAN (CCG-II)
DMD
(STRESSED
CGM & ASSETS
DMD (IBG) GCO DMD &
RESOLUTION CIO
CHIEF
GROUP) CGM
MARKETING
(CIRCLES)
OFFICER
ALL CGM (FRAUD
SUBSIDIARIES MONITORING)

Page 8 of 39
LOCAL HEAD OFFICE

PS TO CGM CHIEF GENERAL MANAGER GMs

(CHIEF MGR)

DY. MGR
DGM DGM DIGITAL
CHANNEL &
MANAGEMNT TRANSACTION
& CUSTOMER BANKING
SERVICE
DGM CDO DGM
REHBU

DGM CCO DGM PBBU

DGM CFO DGM

SMEBU

DGM DGM ABU

VIGILANCE

DGM
(FI &MF)

Page 9 of 39
ADMINISTRATIVE OFFICE
DGM
(BUSINESS &
OPERATIONS

RMs
(RBO) DY.
DY MGR DY.
(ESTABLISHMEN MGR. MGR.
T) HR - CPC
CM
(GB)

DY.MGR.(I&A
CM – AUDIT &
RB (FI) COMPLAINTS)

DY.MGR.(PREMISE
CM S, MAINTAINANCE
(HR) &GEN. MATTERS)

DY.MGR.(COMPLIANCE
BUDGETING &
CPCS
PERFORMANCE, RECON
RETURNS& MISC)

SECURITY
OFFICER DY. MGR. SYSTEM
OFFICIAL OFFICER
LANGUAGE

LAW
OFFICER CIVIL
ENGINEER

CM
(CREDIT
& NPA)
DY. MGR.
CREDIT &
AGM ZCC
HEADED
BRANCHES
DY. MGR.
(NPA)
CM (DIGITAL
& ONBOARD)

CM MGR MGR
(KAM) (MAB) (RISK)

Page 10 of 39
STRUCTURE FOR RBO FOR BPR CENTERS
REGIONAL MANAGER

MANAGER HR PERSONAL ASSISTANT TO

ASST. (1) REGINAL MANAGER (1)

TEAM 1 TEAM 2
CUSTOMER SERVICE & CROSS SELLING, MARKETING
CHANNEL MANAGEMENT & PERFORMANCE
MONITORING

CHIEF MANAGER
CUSTOMER SERVICE & MANAGER
CHANNEL MANAGEMENT CROSS SELLING, MARKETING &
PERFORMANCE MONITORING

DY. MANAGER DY. MANAGER

(BRANCH (ANYTIME CHANNEL) DY. MANAGER DY. MANAGER
CHANNEL ATM/CDM/SWAYAM (CROSS SELL &
ROLL OUT &
(PRODUCT &
&FI/BC) SERVICES) PERFORMANCE
SUPPORT,
BRANCH ASSETS AND MONITORING)
CORDINATION &IT
EXPANSION , SUPPORT SUPPORTED LAIBILITIES CROSS SELLING
REFURBISHMENT BY CHANNEL PRODUCTS & SALES
CSP / FINANCIAL MANAGERS (ONE FOR TRANSACTION CAMPAIGN
INCLUSION BC / 50 ATMs) BANKING CASA & MANAGEMENT
DRP SCALE I OTHER SALES & PERFORMANCE
DISTRIBUTION MANAGEMENT
RELATIONSHIPS
DY. MANAGER
GOVERNMENT /
(CEEP, CUSTOMER SERVICE,
INSTITUTIONS
COMPLAINT TRACKING AND
MONITORING)

ASSISTANT (2) ASSISTANT (1)

TEAM 3 TEAM 4
COMPLIANCE AND RISK MANAGEMENT CREDIT MANAGEMENT

CHIEF MANAGER CHIEF MANAGER CREDIT

COMPLIANCE & RISK MANAGEMENT

DY. MANAGER DY. MANAGER

RFIA & OTHER KYC / AML, DATA
AUDIT REPORTS QUALITY CONTROL DY. MANAGER DY. MANAGER
RCSA EXERCISE REGULATORY SCRUTINY OF NPA
COMPLIANCE FRAUD CONTROL REPORTS, MONITORING
PREVENTION, REPORTING RCC MEETING, & RECOVERY
& FOLLOW UP CREDIT CONTROL SMA
MONITORING

ASSISTANT (1) ASSISTANT (1)

Page 11 of 39
STRUCTURE FOR RBO FOR NON BPR CENTERS
REGIONAL MANAGER

MANAGER HR ASST. (1) PERSONAL ASSISTANT TO

REGINAL MANAGER (1)

TEAM 1 TEAM 2
CUSTOMER SERVICE & CROSS SELLING, MARKETING
CHANNEL MANAGEMENT & PERFORMANCE
MONITORING
CHIEF MANAGER
CUSTOMER SERVICE & MANAGER
CHANNEL MANAGEMENT CROSS SELLING, MARKETING &
PERFORMANCE MONITORING

DY. MANAGER
DY. MANAGER (ANYTIME CHANNEL) DY. MANAGER DY. MANAGER
(BRANCH ATM/CDM/SWAYAM (PRODUCT & (CROSS SELL)
CHANNEL &FI/BC) ROLL OUT & SERVICES) CROSS SELLING &
BRANCH SUPPORT, ASSETS AND SALES CAMPAIGN
EXPANSION , CORDINATION &IT LAIBILITIES MANAGEMENT
REFURBISHMENT SUPPORT SUPPORTED PRODUCTS
CSP / FINANCIAL BY CHANNEL
MANAGERS (ONE FOR
TRANSACTION
INCLUSION BC / BANKING CASA & DY. MANAGER
50 ATMs) (RELATIONSHIPS
DRP SCALE I OTHER SALES &
DISTRIBUTION GOVERNMENT /
INSTITUTIONS AND
DY. MANAGER PERFORMANCE
(CEEP, CUSTOMER SERVICE, MANAGEMENT)
COMPLAINT TRACKING AND
MONITORING)
ASSISTANT (1)
ASSISTANT (2)

TEAM 3 TEAM 4
COMPLIANCE AND RISK MANAGEMENT CREDIT MANAGEMENT

CHIEF MANAGER CHIEF MANAGER

COMPLIANCE & RISK MANAGEMENT CREDIT

DY. MANAGER DY. MANAGER MANAGER RCC MEETING &

RFIA & OTHER KYC / AML, DATA QUALITY CREDIT CONTROL
AUDIT CONTROL REGULATORY
REPORTS COMPLIANCE FRAUD
RCSA PREVENTION, REPORTING DY. MANAGER DY. MANAGER
& FOLLOW UP SCRUTINY OF LOAN NPA MONITORING
EXERCISE
PROPOSALS & RECOVERY
SCRUTINY OF SMA MONITORING
CONTROL REPORTS
CONTROL

ASSISTANT (1) ASSISTANT (2)

Page 12 of 39
Page 13 of 39
PAY PACKAGE AND FRINGE BENEFITS

i. Scales of Pay-
11765-655(3)-13730-815(3)-16175-980(4)-20095-1145(7)-28110-2120(1)-30230-1310(1)-
31540 (20 years)

ii. Dearness Allowance-

Dearness Allowance shall be payable as per the following rates:-
Clerical 0.10% of ‘pay’

iii. House Rent Allowance-

House Rent Allowance payable shall be as under:
Area Rate as percentage of
Pay
[No Minimum/ No
Maximum]
(i) Places with population of more than 45 lakhs and Project 10.00%
Area Centres in Group ‘A’
(ii) Places with population of 12 lakhs and above including 9.00%
State of Goa and Project Area
Centres in Group ‘B’
(iii) Other places not covered in (i) and (ii) above 7.50%

Page 14 of 39
iv. Special Allowance-
Employees shall be paid Special Allowance at 7.75% of the Basic pay with applicable DA thereon.

v. Transport Allowance-
Transport Allowance shall be paid as under,
Clerical Staff
Up to 15th stage of the scale of Pay - Rs. 425/- per month
16th stage of the scale of Pay and above - Rs. 470/- per month

vi. Special Pay for Graduation & Professional

Qualification-
Special Pay for Graduation and Professional Qualification w.e.f
payable after reaching maximum in the scale of Pay 01.11.2012
A. Graduation : Rs.
(a) On completion of 1 year after reaching maximum in the scale of 450/-
pay
(b) On completion of 2 years 900/-
B. Professional Qualification :
(i) Part I of CAIIB/JAIIB after 1 year 450/-
(ii) Part II of CAIIB:
(a) After 1 year 450/-
(b) After 2 years 900/-
(c) After 3 years 1350/-
C. Graduation & Professional Qualification :
(i) Graduation and/or NDC and have passed JAIIB or Part-I of
CAIIB/CAIB :
(a) After 1 year 450/-
(b) After 2 years 900/-
(c) After 3 years 1350/-
(ii) Graduation and/or NDC and have passed JAIIB or both parts of
CAIIB:
(a) After 1 year 450/-
(b) After 2 years 900/-
(c) After 3 years 1350/-
(d) After 4 years 1800/-
(e) After 5 years 2250/-

Page 15 of 39
vii. Posts carrying Special Pay:
CLERICAL STAFF
Sl. Special Pay
No. Posts carrying Special Pay (Ranking for DA, HRA
and
Superannuation
benefits)
A. Positions w.e.f 01.11.2012 Rs.
1 Chief Associate 3970/-
2 Special Associate/Officiating Pay (Relief Officer) 3970/-
3 Special Stenographer 2850/-
4 Senior Associate/Head Assistant (Accounts) 2410/-
5 Head Draughtsman/ Head Armourer /Head Telephone 2260/-
Operator/ Head Pharmacist/Spl. Hindi Translator/ Head
Nurse/Head A.C. Plant Operator/
Head S.T. Plant Operator /Head
Electrician(Electrical supervisor) /Head Control Room
Operator/Head Sewage Fitter/Head Plant
Assistant
6 Associate 1640/-
7 Senior Stenographer/Senior Draughtsman 1740/-
8 Special Record Keeper cum Cashier 1310/-
9 Computer Operator/ Stenographer / Inspection 1310/-
Assistant/Sr. Hindi Translator/Sr. Telecom Asst./Sr. Plant
Asst./Senior Telephone Operator/ Senior Electrician
(Electrical Supervisor)/ Senior Armourer/ Senior Sewage
Fitter/ Senior Pharmacist/ Senior
Nurse/ Senior A.C. Plant operator/ Senior S.T. Plant
Operator/ Senior Control Room Operator/
Draughtsman
10 Steward 1230/-
11 Encoder Machine Operator

12 Agricultural Assistant
13 Pharmacist / Nurse 820/-
14 Control Room Operator / A.C. Plant Operator / S.T.
Plant Operator
15 Senior Record Keeper cum cashier
16 All the existing clerical staff who are not drawing any 330/-
special pay

Page 16 of 39
 B. Positions frozen
1 Datanet Operator/ Dy. Head Cashier/ 820/-
Teller/ Head Asst. (Cash)/ Telex Operator
2 Bradma Machine Operator (I)
3 Data Entry Operator
4 Deputy Head Assistant (Cash)/
Cashier Operating Electronic
Cash Register/ Bradma Machine Operator (II)
5 DIR Assistant/ Audit Clerk
6 Hindi Translator/Mill Checking Assistant
7 Addl. Sr. Assistant (e-SBS/e-SBIN) 1930/-
8 Telephone Operator / Computer Operator A 820/-
(eSBs / eSBIN)

viii. Monetary benefits extended to various category

of Award Staff
(vide e- Circular No. CDO/P&HRD-IR/10/2016-17 dated 02.05.2016)
Sl. Category of Employees Reimbursement p.m. of Reimbursement of
No. Petrol Quantity (e-Circular no. Entertainment
CDO/P&HRD-IR/10/2016-17 expenses p.m.
dated 02.05.2016) (amount in Rs)
Those Not (e-Circular no.
maintaining 2 maintaining CDO/P&HRD-
or 4 wheelers vehicles IR/102/2016-17
(Litres p.m.) (amount in dated 24.03.2017)
Rs) Rs.
1 Chief Associate (Customer 43 900/- 1140/-
Support & Sales) (working as
cash-in- charge)
2 Chief Associate (Customer 43 900/- 600/-
Support & Sales) (others)
3 Special Associate (Customer 35 850/- 540/-
Support & Sales)/ equivalent
special category of clerical staff
4 Senior Associate (Customer 25 700/- 420/-
Support & Sales)/ equivalent
special category of clerical staff
5 Associates (C&S) / Junior 20 625/- 360/-
Associates(C&S)

Page 17 of 39
ix. Provision of Newspapers-
(e-Circular No. CDO/P&HRD-IR/11/2016-17 dated 02.05.2016)

Eligibility:
Sr. Category of Staff Rs.
p.m
1 Chief associates (C&S) holding charge of cash/ 425/-
Special Associate (C&S) working as Cash-In-Charge/ATM/Locker In-
Charge/members of outbound sales force.
2 Other Chief Associates (C&S), Special Associates (C & S)/Senior Associates 360/-
(C&S)/Associates (C&S)/Juinor Associates (C&S) including other category of
staff in clerical cadre

x. Provision of Brief Case:

Chief Associate (Customer Support & Sales)s, Special Associate (Customer Support & Sales)s
who are working as cash-in- charge, Special Associate (Customer Support & Sales)s working as
in-charge of safe deposit lockers, Special Associate (Customer Support & Sales)s working as ATM
in-charge and members of outbound sales force etc. who have to carry keys or other papers of
the bank outside the bank may be reimbursed with the cost of brief case once in three years upto
Rs. 1500/-

xi. Halting Allowance

Halting allowance shall be payable at the following rates for the days spent on duty outside the
headquarters:

Clerical Staff
(A) (B) (C)
Places with population of 12 Places with population of 5 lakhs and Other Places
lakhs and above and States of above, State Capitals/ Capitals of Union
Goa Territories not covered in column (A)
Rs.700/- per diem Rs.600/- per diem Rs.450/- per
diem

Page 18 of 39
A. STAFF LOANS

STAFF LOANS
[ELIGIBLE AFTER COMPLETION OF 6 MONTHS PROBATION FOR JUNIOR ASSOCIATES]
Sr. Loans Subordinate Clerical Supervising TEGS- TEGS
No. Staff Staff Staff (JMGS - I VI & VII -I & II
to SMGS -V)
1 Housing Loan (90 % of Rs 30 lacs Rs 45 lacs Rs 60 lacs Rs 80 Rs 80
Project Cost or lacs lacs
quantum whichever is
lower) For all
confirmed employees
with 2 years of service
Rate of Interest Up to Rs 40 lacs - 6.50 % and above Rs 40 lacs - 6.95 %
(Simple)
2 Vehicle Loan/ (FOR Rs 6.50 Rs 10 lacs
CAR) lacs
3 Two Wheeler Loan 90% of cost of two 90% of cost of two wheeler
(Within the overall wheeler subject to ceiling
limit for vehicle loan) of Rs 1.00 lac
Rate of Interest for 6.50 % (Simple)
Vehicle/Car/ Two-
wheeler Loan
4 Personal Loan
(OD/DL)

Page 19 of 39
 2 years and above and Rs 0.80 lacs Rs 1.50 Rs 2.50 lacs
< 5 years of service and lacs
confirmed members of
Bank's PF)
5 years and above and Rs 2.00 lacs Rs 4.00 Rs 7.00 lacs
< 10 years of service lacs
and confirmed
members of Bank's PF)
10 years of service and Rs 4.00 lacs Rs 7.00 Rs 10.00 lacs Rs Rs
above and confirmed lacs 12.00 16.00
members of Bank's PF lacs lacs
Rate of Interest 6.95%
(Simple)
5 Computer Loan Rs 0.40 lacs
All permanent staff
with 2 years service
including probation
period
Rate of Interest 6.95%
(Simple)
6 Education Loan to Up to Rs 20.00 lacs
wards of Staff (For
studies in India)
Global Ed-vantage Minimum - Rs 20 lacs : Maximum - Rs 1.50 crores
loan for Staff (For
studies abroad)
Rate of Interest 6.95% (Male Child) : 6.45 % (Female child)

Page 20 of 39
Page 21 of 39
PROMOTION POLICIES

Bank provides immense opportunities for growth in career. The attractive

promotion policy of the Bank provides an opportunity to the meritorious and
exceptionally brilliant employees to reach their goal.

A. In-cadre Promotion:

Career Progression: In-Cadre Higher Appointments

Policy for Appointment to Special Allowance carrying positions in the clerical cadre.
(e-circular CDO/P&HRD-IR/119/2008-09 dtd. 24.03.2009, CDO/P&HRD- IR/47/ 2009-10 dtd.
20.10.2009, CDO/P&HRD-IR/56/2009-10 dtd. 25.11.2009, CDO / P & HRDIR/14/2010-11 dtd.
14.06.10, CDO/P&HRD-IR/36/2015-16 dtd. 22.07.2015, CDO/P&HRD-IR/47/2017-18 dtd
20.10.2009 & CDO/P&HRD-IR/104/2017-18 dtd 15.03.2018)

1. Clerical Staff- Appointment as Junior Associate (Customer Support &

Sales)-
All new recruits at the time of joining shall be given designation as ‘Junior Associate’.

Page 22 of 39
2. Clerical Staff-Appointment of Associate (Customer Support & Sales)-
All employees in clerical cadre (excluding Record Keepers / Record Keeper- cumCashiers /
Godown Keepers / Bill Collectors) with minimum qualification of matriculation and 1 years of
service or more as on 1st June each year.

3. Clerical staff - Appointment of Senior Associate (Customer Support &

Sales)-
All employees in clerical cadre (excluding Record Keepers / Record Keeper- cumCashiers /
Godown Keepers / Bill Collectors) with minimum qualification of matriculation and 8 years of
service or more as on 1st June each year.

4. Clerical staff - Appointment of Special Associate (Customer Support &

Sales)-
All employees in clerical cadre (excluding Record Keepers / Record Keepers- cumCashiers /
Godown Keepers/Bill Collectors) with minimum qualification of matriculation and 16 years of
service or more as on 1st June each year.

5. Clerical staff - Appointment of Chief Associate (Customer Support & Sales)-

All employees with a minimum qualification of matriculation and completed 24 years of service
(or more) in clerical cadre (excluding Record Keepers / Record Keepers-cum-Cashiers / Godown
Keepers / Bill Collectors) as on 1st June of each year.

Page 23 of 39
2. Out-of-Cadre Promotion:

Eligibility Criteria under Different Channels of promotion-

(e-Circular No. CDO/P&HRD-CDS/77/2017-18 dated 28.12.2017)

(All criteria as on 1st April of the Promotion Year)

Criteria Minimum Service Upper Age Limit Number of
(All Gen/SC/ST) Chances
TO 3 Yr with CAIIB Gen: 4 times or
or <=40 Yr prescribed age
4 Yr with JAIIB SC/ST: <=45 Yr limit, whichever
is earlier
Merit 5 Yr with CAIIB Gen: 4 times or
Channel or <=45 Yr prescribed age
6 Yr without CAIIB SC/ST: <=50 Yr limit, whichever
ESM*-Gen: <=52 Yr is earlier
&
ESM*-SC/ST<=55Yr
Normal cum 8 Yr Gen: <=50 Yr 4 times or
Seniority SC/ST: <=55 Yr prescribed age
ESM*-Gen: <=52 Yr limit, whichever
& is earlier
ESM*-SC/ST<=55Yr

*ESM: Ex-Servicemen

**Under Merit channel-5 years with CAIIB, if an employee becomes eligible after 5 years of
service, CAIIB will not be reckoned for the purpose of additional marks since such qualification
is now mandatory qualification. However, additional marks for courses and institutes
recognized by AICTE/UGC viz. MBA, Diploma in Banking, Finance, HR, Business Management,
Marketing, Treasury, Inter CA/ICWA shall continue as hitherto.

***Candidate may opt-out as per instructions contained in e-Circular No.CDO/P&HRD-

IR/114/2011-12 dated 28.03.2012
(e-Circular No. CDO/P&HRD-CDS/77/2017-18 dated 28.12.2017)

Page 24 of 39
Page 25 of 39
A. SERVICE CONDITIONS

1. Leave Rules:

i. Casual Leave-

An employee shall be entitled to Casual Leave up to a maximum of 12 days in each calendar year,
provided that not more than 4 days may be taken continuously.

ii. Unavailed Casual Leave-

Casual leave not availed of by an employee in a financial year shall be convertible into sick leave
on full pay and such sick leave in lieu of unavailed casual leave shall be over and above the
maximum period provided under sick leave.

iii. Privilege Leave-

Privilege leave shall accrue at the rate of one day for every eleven days of service on duty.
Privilege leave should be applied not less than 15 days before the proposed date of
commencement of such leave.
Privilege Leave shall be allowed to be accumulated up to a maximum of 270 days. However,
encashment of privilege leave shall be restricted up to a maximum of 240 days.
(CDO/P&HRD-IR/25/2015-16 dated 25.06.2015)

Page 26 of 39
iv. Sick Leave-

An employee shall be granted sick leave on half pay at the rate of 30 days for each completed
year of service subject to a maximum of 18 months during his entire service. In the first year of
service, an employee will be granted sick leave on pro-rata basis. Where an employee has put in
a service of over 24 years, he shall be eligible to additional sick leave at the rate of one month for
each year of service in excess of such 24 years, subject to a maximum of three months of
additional sick leave.
Sick leave admissible for service in excess of 24 years shall be on half the substantive pay.

v. Maternity Leave-

(a) Maternity leave, which shall be on substantive pay, shall be granted to a female employee for
a period not exceeding 6 months on any one occasion and 12 months during the entire period of
her service.
(b) Within the overall period of 12 months, leave may also be granted in case of
miscarriage/abortion/MTP.
(c) Within the overall period of 12 months, leave may also be granted in case of hysterectomy
upto a maximum of 60 days.
(d) Leave may also be granted once during service to a childless female employee for legally
adopting a child who is below one year of age, for a maximum period of six months, subject to
the following terms and conditions

vi. Paternity Leave-

With effect from the 1st June 2015, male employees with less than two surviving children shall
be eligible for 15 days Paternity Leave during his wife’s confinement. This leave may be
combined with any other kind of leave except Casual Leave. The leave may be availed upto 15
days before or upto 6 months from the date of delivery of the child.

vii. Bereavement Leave-

Bereavement Leave is a paid leave granted to an employee on loss of family member.

This leave is proposed to be for a maximum period of ‘Seven Days’ at each instance. Intervening
holidays will form part of the Bereavement Leave.
(e-Circular No. CDO/P&HRD-PM/75/2017-18 dated 28.12.2017)

Page 27 of 39
viii. Sabbatical Leave-
Bank has introduced the provision of Sabbatical leave to Women Employees & Single Men
Employees (with Children and/or Aged Parents)

E-Circular No. CDO/P&HRD-PM/54/2013-14 dated 09.12.2013 - advising the provisions for

sanction of sabbatical leave to women employees of the Bank.
E-Circular No. CDO/P&HRD-PM/77/2013-14 dated 03.03.2014 - advising the provisions for
sanction of sabbatical leave to single men employees (with children and/or aged parents).
Note:
1) Only confirmed employees are eligible and
2) At the request of the employee Sabbatical leave sanctioned can be cancelled before its expiry.
However, it cannot be converted into any other kind
of leave.

ix. Vacation Policy- Provision For Compulsory Leave Of Ten Working

Days
In terms of Reserve Bank of India guidelines, employees posted in sensitive positions or areas of
operations need be covered under a ‘Mandatory Leave’ policy. Confirmed officers and clerical
staff members posted in sensitive positions or areas of operations will be required to be away
from their regular work/office for ten continuous working days during a financial year, subject
to sanction of leave by the competent authority, going by the exigencies.
(e-Circular No. CDO/P&HRD-PM/32/2015-16 dated 13.07.2015)

2. Transfer Policy:

i. Five Year Transfer Policy-

Clerical staff (all categories) with 5 years or longer stay at an office are liable to be transferred
to another office.
Transfers would be made within the same Centre / Municipal / Urban Agglomeration area.

Page 28 of 39
ii. Inter Circle Transfer-
(e-Circular no.- CDO/P&HRD-IR/34/2017-18 dated 31.072017)

a) All confirmed employees having a minimum service of 5 years, including probation period,
will be eligible to apply for ICT.

b) Confirmed Lady/women employees will be eligible for ICT on working spouse ground without
any minimum service criteria.

c) Confirmed men employees will be eligible for ICT on working spouse ground after minimum
3 years of service.

d) Confirmed Ex-servicemen employees will be eligible for ICT after completing a minimum
service of 3 years in the Bank.

e) Confirmed employees will be eligible for ICT on extreme compassionate ground

without any minimum service criteria.

f) The application of ICT under extreme compassionate ground can generally be considered for
serious illness of self, spouse, parents and dependent children and for employees who comes
under PWD category provided such conditions have arisen after the employee has joined the
Bank.

g) Employees whose spouse is self-employed and cannot relocate their profession/ job
elsewhere will also be eligible to apply for ICT under working spouse ground.

h) In case of employees recruited under area wise special recruitment drive the minimum
service period of stay is 8 years. Any request for
ICT shall be considered after completion of minimum period which is currently 8 years of
service.

Page 29 of 39
3. Medical facilities

Medical facilities are available to workmen employees and their family members under the
following schemes

(i) Annual Medical Aid

The reimbursement of medical expenses under Annual Medical Aid Scheme shall be restricted
to an amount of Rs. 2200/- per annum with effect from 01.11.2012.

(ii) Improved Medical Aid (specified serious diseases) Scheme

Expenses are also reimbursed to the workmen staff for treatment of themselves in respect of the
following 23 serious diseases with or without hospitilisation. In case of treatment of dependent
family members reimbursement is made to the extent of 100% (w.e.f. 10.11.2017) of the
admissible expenses. The bills for treatment of the employee as well as family members are paid
by debit to Charges Account. (CDO:IR:CIR:54: DTD. 18-12-2001)

(iii) Hospitalisation Scheme -

Hospitalisation expenses will be reimbursed to workmen staff in the bank to the extent of 100
per cent in case of self and dependent members of family subject to the procedure for
reimbursement of hospitalisation expenses as enumerated hereunder:

(a) Hospitalisation charges to the extent stated above will be reimbursed in case of all ailments
and major accidents which require hospitalisation.

(b) A workman or his dependent family member(s) will be considered to have been hospitalised
only if they are admitted as indoor patient(s) in the hospital in respect of diseases/accidents as
mentioned above in sub-Para (a). However, cases where the patient is admitted as an out-patient
and discharged the same day after surgical procedures involving advanced techniques may also
be considered for reimbursement of hospitalisation expenses.

(c) Medical expenses incurred for the hospitalisation will be reimbursed on the strength of
bills/vouchers to the extent of 100% in case of family members subject to limits prescribed
hereunder.
Page 30 of 39
4. Leave Fare Concession

Leave fare concession payable will be the actual return railway fare or steamer fare incurred by
the workman and members of his/her family subject to the following:

a) For availment of leave fare concession under a 2 year block for visit to any place within India,
the maximum permissible distance shall be 2000 kms. (One way) for AWARD staff.

b) For availment of leave fare concession under a 4 year block for visit to any place in India, the
maximum permissible distance shall be 4000 kms. (One way) for AWARD staff.

(ii) With the effect from 1stJune 2015, the class of fare to which the workman and the members
of his/her family would be entitled, shall be as follows:

Award Staff:
II AC for the journey by Mail / Express train.
By Steamer – I Class Cabin

Note: The above entitlement shall also be applicable for travel on duty.

Page 31 of 39
5. Disciplinary Actions & Procedure Thereof .

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 32 of 39
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 33 of 39
B. HR INITIATIVES

1. 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.

2. SANJEEVANI :
i) “SANJEEVANI”-SBI HR Helpline became operational from February, 2018. It is a two-way
communication channel between the employees and HR Team through Interactive Voice
Response System (IVRS), to provide quick and meaningful resolution of HR matters.
SANJEEVANI helpline can be reached through phone, SMS and email.

ii) SANJEEVANI has also been extended to SBI pensioners from 1st July, 2018, for resolution
of pension related queries/grievances.

Page 34 of 39
3. SBI GEMS:
To enhance motivation and loyalty of employees, senior officials (AGMs & above) may award
Gems to the junior colleagues across the Bank as a token of appreciation for the good work
done. 50087 employees were appreciated through ‘SBI Gems’ in FY 2017-18.

4. 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.
Bank has introduced 7 job families for grouping of jobs which require similar knowledge,
experience, skills and abilities to build specialization
1) Credit & Risk
2) Marketing & Operations
3) Treasury & Forex
4) HR
5) Finance & Accounts
6) IT
7) Analytics
Visit https://saksham2hrms.statebanktimes.in/jobfamily/ to know more

5. EMPLOYEE STAFF GRIEVANCE REDRESSAL

SYSTEM:
The scheme for Grievance Redressal System (GRS) has been framed 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 35 of 39
Page 36 of 39
Learning and Development in SBI

Training in the State Bank is a proactive, planned and continuous process and forms an integral
part of organisational development. It seeks to impart knowledge, improve skills and reorient
attitudes for individual growth and organisational effectiveness.

The robust & vast training system of the Bank commenced its journey with setting up of 1st non-
residential training school in Kolkata on the 26th April 1954 (Imperial Bank of India) and
entered into a new era with establishment of Staff Training College (named State Bank Staff
College) at Hyderabad on the 2nd December 1961. With 6 national level Apex Training Institutes
and 54 Learning Centres spread over the country, the Bank is continuously engaged in skill
enhancement of its employees. With a view to transform the Bank into a learning organisation
and to bring the entire training system of the Bank under a unified command, Strategic Training
Unit (STU) was operationalized on the 5th April 2010. The training system in the Bank functions
under the overall supervision and guidance of STU which is based at Corporate Centre, Mumbai
and headed by a CGM.

Page 37 of 39
STU’s mission is: Communicate... Collaborate... Change...

Steps have been initiated to adopt best practices of learning: ¾ Self learning, besides
institutional learning has been promoted for all levels. For this purpose, the e-learning platform
has been strengthened to service more than 10,000 simultaneous users and brought to the
internet. ¾ Services of Corporate Trainers providing e-learning have been engaged for providing
industry learning. ¾ Leveraging IT facilities of the Bank for providing on line information
regarding training under development through the State Bank Training Management System,
which will soon be implemented. ¾ Efforts for Standardisation of Academic and Infrastructural
facilities pertaining to training have been launched. ¾ Considerable progress has been made in
identifying various parameters relating to selection of faculty, courses, categorisation of SBLCs,
management of libraries etc.

CAPACITY BUILDING
Role Based Certifications: - CP – Associate
For award staff other than Cash-in-charge, program named CP-Associate has been designed.
The program has now been rolled out on the e-learning (Gyanodaya) portal. The program
consists of 36 e-lessons clubbed into 5 different modules as under:
(Circular no. CDO/STU/MNDTRY-LEAR/5/2018-19 dated 01.09.2018)

Module No. of e-lessons Category

A 6 Compulsory
B 13 Compulsory
C 2 Optional
D 11 Optional
E 4 Optional

CP-Associate can also be accessed from SBI Times – My Workplace – Knowledge Hub – Strategic
Training Unit – Gyanodaya – CP-Associate.

Page 38 of 39
Let’s walk the ‘STEPS’ so that the bank continues to retain the
crown position in the banking sector and delivers ‘new age banking
for new India’.

STEPS stands for

Strong ethics,
Transparent & high standards of corporate
governance,
Empathy & compassion for colleagues, customers
& communities around,
Politeness in dealing with customers, peers,
seniors & junior colleagues and
Sincerity.

State Bank of India

Page 39 of 39