Nirdhan Utthan Bank Ltd
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1 PERSONNEL BY-RULES, 2005 Nirdhan Utthan Bank Limited Central Office, Kathmandu, Nepal
Transcript of Nirdhan Utthan Bank Ltd
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PERSONNEL BY-RULES, 2005
Nirdhan Utthan Bank Limited
Central Office, Kathmandu, Nepal
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Approved from Nepal Rastra Bank: 2062/2/1 BS (25/05/2005)
Preamble: The Board of Directors of Nirdhan Utthan Bank Ltd. has made this Personnel Bylaw
taking approval from NRB as per authority given to the BOD by Bank and Financial Institution
Ordinance 2005, article 91 to be enforceable to employees of the bank.
Chapter 1
Preliminary
Short Title and Commencement
These bylaws are said as "Nirdhan Utthan Bank Ltd. Personnel Bylaws, 2005."
These bylaws will be enforceable to all employees of the bank.
These bylaws will be enforced after approval from NRB.
Definition: Unless the subject and context otherwise requires otherwise in the bylaws:
Bank
Board of Directors (BOD)
Chairperson
Chief Executive Officer
General Manager
Departmental Chief
Regional Chief
Branch manager
Staff
Title
Permanent Position
Permanent staff
Temporary Staff
Family
Pay scale
Salary
Year
Fiscal year
Authorized person
As stipulated
Annexure
These 21 terms, words, phrases used in bylaws are defined.
Explanation: The BOD has right to explain the bylaws and if anybody gets suffered from such
explanation can appeal with BOD.
Right to Resolve any problems incurred: The BOD has right to resolve any problem incurred
while implementing these bylaws.
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Chapter 2
Organization Structure, Position, Recruitment and Promotion
The organization structure: The organization structure of the bank will be as spelled in annex 1.
Definition of Title: Every staff will be given a corporate title, in some cases functional title may
also be given.
Level and designation
Level Designation (Title)
Executive Chief Executive Officer
General Manager
Dy. General Manager
Managerial Director
Dy. Director
Sr. Manager
Manager
Asst. Manager
Assistant Supervisor
Sr. Assistant
Assistant/ Head Driver
Support Head Peon/ Sr. Driver
Sr. Peon/Driver
Peon
Recruitment Policy
Bank will have following recruitment policy
(a ) The sub-ordinates will be recruited as prescribed by CEO as per approved position from the
BOD.
(b) The assistants will be recruited through open competition or roster approved by the
recruitment committee.
(c ) The supervisor position will be filled through open competition or through promotion.
(d) The assistant manger will be recruited through open competition or through talent hunt taking
prior approval from the BOD.
(e) The candidate from deprived family, marginalized communities and women candidate will be
given priority in selection.
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(2) The senior assistant and other positions above assistant manager in managerial level will
be generally filled through promotion otherwise approved by the BOD.
(3) Few positions in supervisor can be filled through promotion among eligible supervisors.
(4) If there is no eligible competent candidate for promotion, then such position will be filled
through open competition with approval from the BOD. When any position needs to be filled
immediately, the BOD can authorize CEO to recruit such through CV.
(5) (a) The Dy. General Manager will be appointed by the BOD on the recommendation of
the sub-committee headed by any director appointed by the BOD and CEO and GM will be the
member of the sub-committee.
(b) The GM will be appointed by the BOD on recommendation of the sub-committee
headed by a director as chair and other director and CEO as members of the committee. The
directors will be as appointed by the BOD.
(6) The number of position to be filled in through open competition, through promotion or
through internal competition will be decided by CEO.
9. Recruitment Committee
(1) To fill in the vacant position through open competition, promotion or through internal
competition, there will be a recruitment committee as below:
(a) General Manager chairperson
(b) 2 Senior officials nominated by CEO members
(c ) 1 external expert appointed by BOD member
(d) Head HRM Member-secretary.
(2) In the case of senior officials above Sr. manager, the vacant position will be filled
through BOD on the recommendation of sub-committee headed CEO, GM and director/ dy.
director related to HRM being members.
(3) Any person being one-self as candidate for promotion will not be allowed to sit in
committees under (1) and (2).
Functions of Recruitment Committee
To recommend to appoint new candidate or promote existing.
To recruit, screen, take examination, and recommend for appointment.
To recommend for promotion on the merit of marks obtained.
Secretariat of Recruitment Committee: The HRM department will act as secretariat of
recruitment committee.
Restriction of Time frame: The vacant position should be filled in stipulated time.
13. Types of Competition and Selection Test
(i) Open Competition
(ii) Internal Competition
Selection tests:
Written Test
Field Observation Tests
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Interview.
Syllabus: As prescribed by the recruitment committee.
Advertisement: At least giving time of 15 days in National newspaper. Attached sample
seperately
Age Bar:
For Assistant level: 18 years to 35 years
For managerial level: 21 years to 35 years.
5 years more in upper limit for female candidate.
Minimum academic qualification:
For Assistant manager and above: Master's degree
For Supervisor: Bachelor's degree
For Assistant: Intermediate/ +2 degree.
18. Disqualification
Over or under age limit
Disqualified from the court
Political person
Not a Nepali citizen.
19. Analysis of application and short listing: The recruitment committee can check, analyze
the application forms and can publish short list for further selection tests.
20. Admission Card: Each candidate will be provided with Admission Card who needs to go
through written test, field observation/ practical test as well as interview.
21. Written test: Generally within 30 days from the last date of application
22. Results of written test: Generally within two months, candidates securing at least 40
percent marks in each subject in written test.
Field Observation Test: The candidates after passing the written test must go for field
observation test before interview.
24. Interview: Generally within 15 days from field observation test.
Merit list and recommendation: Written test 60% weightage, field observation 10% and
interview 30%, and where field observation test is not applicable interview test will bear 40%
weightage. The merit list with recommendation to appointment will be published within 7 days
from the interview.
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Health Certificate: Needs to submit health certificate approved by a registered medical doctor
listed in NMC.
Appointment/ Waiting list: Appointment within 15 days, waiting list valid for 6 months only.
Authorized person to appoint: The CEO or any official delegated by him.
Probation period:
(1) Probation period of 1 year, including first 6 months as trainee period.
(2) The trainee should learn and work under direct supervision of permanent employee, and
will be kept under probation period, only if training period performance found satisfactory.
(3) If training period of first 6 months found unsatisfactory such person will be terminated or
given 3 months time for correction.
(4) Once an employee gets permanent appointment letter after successfully completing
training and probation period, the service period is counted from the trainee period.
(5) When an employee gets promoted by open or internal competition, one need not sit for
trainee/ probation period.
(6) A trainee gets only stipend during training phase.
(7) One should read and understand this bylaw and NRB's directives fully and give
commitment letter as prescribed in Annex 2 before entering into probation period. Similarly, one
should take oath as prescribed in Annex 3, at the beginning while taking appointment letter.
Appointment in Contract: CEO can appoint for a maximum period of 2 years at a time.
Promotion: On the basis of Performance, seniority and academic qualification.
Eligible candidate: To be eligible candidate for promotion, one should have following years of
service period in immediate lower position:
(a) From Assistant to Sr. Assistant 3 years
(b) From Sr. Assistant to Supervisor 3 years
c) From Supervisor to Asst. Mgr. 4 years
(d) From Asst. Manager to manager 3 years
(e) From manager to Sr. Manager 3 years
(f) From Sr. Manager to Dy. Director 4 years
(g) From Dy. Director to Director 4 years.
Barrier of education: If otherwise approved by the BOD, the minimum academic qualification
for promotion into managerial position is the Bachelors degree and for director level it is
Master's degree.
Barriers to Promotion: None can be promoted more than a position ahead at once.
Bases of promotion: Performance evaluation marks, academic qualification and seniority. The
performance evaluation marks of the last years, whatever required as minimum service period to
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be eligible for promotion, will be taken into consideration and their average is taken. Annex-4
and 5
Restriction for promotion: During suspension, during the promotion forbidden or yearly
increment (grade) forbidden and during the period of salary forbidden.
Recommendation for promotion: On the basis of total marks as obtained as per clause 35 above.
Complaints on Promotion: Within 15 days to complain the BOD through the CEO. The BOD
should check all things and should finalize the case within 3 months.
Transfer: Managerial staff transferred by the CEO and other staff are transferred by CEO or
official delegated by him.
Chapter 3
Salary and Allowances
Salary and allowances:
Salary and allowances are given as stipulated.
In case of death the employee full months salary and allowance is given for the month.
No salary for absent.
No salary deduction without enforcement of this bylaws.
Trainee staff will get only training allowances.
Salary: As decided by BOD.
Dashain Allowance: One months salary is given 15 days prior to Nawadurga as Dashain
Allowance (festival allowance) to all employees who has served at least 6 months till the date.
Employees Provident Fund (EPF): 10% of salary will be deducted and the same will be added
and the amount will be deposited into EPF (A separate institution created by Govt. to manage
EPF of civil servants, army, police force, teachers and the like.)
Yearly Increment (Grade increment): Employees whose performance is at least 50 percent can
have 1 grade increment unless last scale is reached from July 16 each year. The grade amount
will be as decided by the BOD.
Salary and benefits while at transfer and promotion: In case of transfer, salary and allowance
from relieving offices till the date and in the case of promotion, new salary allowance will be
effective from the effective date of promotion.
Chapter 4
Leaves
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46. Types of leaves:
(a) Public holidays,
(b) Casual leaves
(c ) Home leave
(d) Sick leave
(e) Maternity Leave
(f) Kiriya (Funeral) leave
(g) Extra ordinary leave.
Public Holidays: As decided by the bank during April for next calendar year.
Casual leave: 9 days for a year, paid leave, can not be accumulated for next year.
Home leave: 30 days for a year, paid leave, can be accumulated upto 120 days, after being more
than 60 days, one can encash the leave.
Sick leave: 15 days for a year, paid leave, can be accumulated upto 150 days, can be encashed
after 120 days.
Maternity leave: 60 days at a time of pregnancy for female staff, paid leave, two facility during
the total service period.
Kiriya Beeda: 15 days paid leave given to those employees whose father, mother or in-laws or
husband is dead and he/she needs to sit for KIRIYA (religious rituals).
Extra ordinary leave: After 5 years of service, in case of study, relevant to bank and/ or employee
grieved with any extra ordinary disease and no other leaves remained, one can get maximum of 2
years of extra ordinary leave.
Leave encashment: In case of home leave and sick leave if accumulated leaves are more than 60
and 120 days respectively, one can encash additional leaves. While retiring from service, one can
get the encashment of leaves that were accumulated. In case of death the nominee will get the
benefit.
None should be absent in office without prior approval of leave
Leave is not right, rather facility to staff.
One should not bear office during leave.
Authorized official to grant leave: The CEO and official delegated by him is the official to grant
leave to employees.
Procedure of leave application and their approval
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Annual leave balance list to be published: by HRM department
Recording the leave: Responsibility of respective office chief.
Chapter 5
Retirement, Gratuity and other Benefits
Compulsory retirement: After 60 years of age. Can be appointed for next years in contract by the
decision of BOD on the recommendation of CEO.
Voluntary Retirement: Any time giving one month prior notice can tender resignation to retire
from the organization.
Firing from Service: An employee will be fired from the bank
If annual performance is less than 50 percent for a period consecutive three years.
If authorized medical doctor recommend that the employees is mentally and/or physically
incapable to accomplish the said job.
As per clause 88 of this bylaws.
As per clause 55 (3) of this bylaws.
Gratuity: If someone leaves after serving five years one can have gratuity at following rate:
(a) Serving 5-10 years 1 months salary for each year served.
(b) Serving 10-15 years 1.5 months salary for each year served.
(c ) Serving 15-20 years 2 months salary for each year served.
(d) Serving more than 20 years 2.5 months salary for each year served.
However, person who is fired from the bank will not get gratuity benefit.
Group Accidental insurance: Employees group accidental insurance will be implemented. The
insured amount depends as decided by the BOD.
Miscellaneous allowance and benefits: As per profitability of the bank as decided by BOD.
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Incentive, Rewards and Certificate of Appreciation
Calculation of age of employees as per document submitted to the bank
Calculation of service period from the initial date of joining the bank.
Chapter 6
Characters, Behaviors and Discipline
To be punctual and regular
(1) Each staff should be present in time.
(2) Each staff should be in office through out office time and none is allowed to leave office
in office hour without taking prior approval from competent authority.
All times will be under bank: The office chief can call the staff at any time for official jobs and it
is the duty of every individual to perform duty as asked.
To fulfill own responsibility
(1) Each staff should fulfill given job responsibility.
(2) While fulfilling responsibility, if anyone encounters with problem, one should come up
with seniors, give information, feedback, recommendation, suggestion to solve the issue, such
feedback should be cost effective and practical.
Maintain Confidentiality
(1) Without taking prior approval from bank, every employee should keep confidentiality on
information, including client data received, data collected.
(2) No employee is allowed to publish any article in paper or in other media to bring the
bank into controversy.
However, literary, scientific and arts works are not prohibited.
Prohibited to do other business and join in any other profession without prior approval from
bank.
Each employee is prohibited to do business and join other profession without taking prior
approval from the bank.
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Prohibited to take grant, commission or donation
The employee nor his/her family members are allowed to take gift, grant, commission or
donation or grants from others so as to effect on business. However, employee can
participate in social function.
Prohibited to involve in politics
(1) An employee is not allowed to involve in political party or any other political motive
organization.
(2) Employee can use his/her political right to cast vote but he/she is prohibited to ask/
appeal/ campaign for any political party.
Membership of Trade union: Staff can get membership of trade union and pay levy for such
union, those are registered as per prevailing laws of the country, however, managerial level staff
and office chief cannot be the member of trade union.
Prohibited to influence with external social, political and administrative power and pressure.
Each employee is restricted to give influence from social, economic, political or any power
position centre for his job performance in the bank.
Prohibited to go for illegal strike, demonstration, closure, gherao and lock-outs
(1) Employee should not go for illegal strike demonstration, closure, gherao and lock-out that
damages general peace and security, public life and bank's day-to day operation, clients business
with bank and any officials duties and responsibility to serve clients and general public.
(2) No employee is allowed to give physical and mental torture and punishment to official
and employees who carry business and serve clients as per prevailing rules and regulations.
To be honest
Each employee should be honest, obedient and serve the best to institution.
To be obedient , laborious and sincere
(1) Each employee should comply with institutional mission, policies and principles and
procedures.
(2) Each employee should fulfill given responsibility in time.
(3) Any order issued by supervisor should be complied in time.
(4) Employee should pay respect to each official, employees, clients as well as general
public.
(5) The supervisor and seniors should be respected.
(6) The sub-ordinates should be treated with respect and justifiable manner.
(7) Each employee should respect the transfer order and move accordingly.
(8) Employee should comply with regulations and guidelines, circulars issued from time to
time.
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(9) Each employee should adopt the professional ethics and standards set by central bank and
other national and international bodies.
Will get punishment if not complied with above mentioned characters and behaviours.
Each employee should comply with above-said characters and behavious and anyone failing to
comply as prescribed will be punished as mentioned in chapter 7.
Chapter 7
Punishment
Employee can have following punishment depending on offence:
(a ) Warning
(b) Written Warning (Nasihat)
(c ) Annual increment (Grade) Prohibited
(d) Promotion prohibited
(e) Demotion to lower position
(f) Firing from the job.
Warning: The immediate supervisor can give warning for minor mistakes like careless in the job,
disobedience of order, false leave, and breach of conduct as stipulated in clause 71, 72,73, 74,75,
76,77,78,79,81 and 82 as mentioned above.
Nasihat: Administered by CEO or any authorized official when the employee becomes absent
without prior notice, does misconduct with client and others, submits false reports, does not
fulfill responsibility assigned and not improved even after giving warning two times.
Annual increment (Grade) Prohibited/ Promotion prohibited/ Demotion to lower position: The
CEO or any authorized official administers this punishment when an employee gets drunk in
office hour, does not submit cash, document, and kinds etc as asked, does not deposit the
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misappropriation amount in time, damages name and fame of the bank, takes loans and advances
submitting false causes, and if not improved when given Nasihat as per clause 86.
Firing from the Job: An employee is fired from the job by CEO when the employees
performance is below 50 percent for consecutive 3 years, embezzled the assets of the bank,
embezzled collection from the client, breaks the confidentiality of the bank, not improved even
after administering punishment as in clause 86 and 87, involved in corruption, involved in
unethical activities and misconduct as stipulated in clause 80.
Bank has right to claim any loss caused by employee
Official to administer punishment: Firing from the job is administered only be CEO and other
punishment can be administered by any official authorized by him.
Suspension: When further investigation is needed and the concerned official can damage the
proof, the competent authority can suspend the employee. When an employee is under police
custody for more than 48 hours, the employee is said to suspended during the custody period.
Period of Suspension: The suspension period should not be more than 3 months, however, if
more time is needed, the official can extend suspension period taking prior approval from official
deputed for appeal.
Termination of Suspension: Suspension will be terminated when the employee gets clean chit or
fired from the service.
Salary and benefits during suspension period: Only 25 percent of salary and benefits is provided
during the period.
Procedures of administering punishment:
Employees should be given at least 3 days time to submit clarification.
If show cause notice can not be delivered by hand, such notice should be published in national
newspaper giving 7 days time to submit clarification.
Trainee and probation-period employee with unsatisfactory performance can be fired without
adopting above procedures.
Investigation: The CEO or BOD can hire investigation officer if further investigation is needed
on the charges about employee.
Appeal: Managerial staff can appeal with BOD
Assistant level staff can appeal with the CEO.
The decision given by Appellate official will be the final verdict.
Procedures of Appeal
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The grieved employee can go for appeal within 35 days to competent authority as stated in clause
97 through the official who gave the punishment. The punishment giving official should forward
such appeal to competent authority within 15 days with his/her
recommendation/comment on decision.
Decision from Appellate official: generally within 3 months.
100. Procedures to be followed by Appellate Official.
Whether offence is proved or not
Whether proofs are enough to prove the charge or not,
Whether punishment is enough or not
Punishment can be increased or decreased
Appellate official can ask for further investigation.
If any body fired from the bank is reinstated by the decision of Appellate official then he/she
should join the office within 35 days. In such situation she/he will get the full salary and benefits
from the date of firing to re-joining date.
Chapter 8
Miscellaneous
Office time: as decided by bank.
CEO:
Permanent official as executive chief of the organization appointed by BOD.
His salary benefits as decided by BOD
Major responsibility is to implement all activities to achieve organizational goals
Can approve casual leave upto 7 days himself.
If more than 7 days leave needed, or while going outside the country, the CEO should take prior
approval from Chairperson of the BOD.
Everybody should work taking responsibility
Hand-over and take-over should be made while transfer.
Records of Services: The HRM department at the central office should keep all records of
employees.
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Personal Details: Employees should submit own personal details as stated in annex 7.
Authority in-lieu: An employee will have official authority in-lieu as far someone is the position,
being transferred but not relieved, in leave, while in official tour, while being in acting position.
Official Tour (Kaj): CEO gets Kaj from Chairperson of the BOD and GM gets kaj from the CEO
and other staff gets Kaj from GM or official designated by CEO.
Deputing Officiating Official: The immediate junior officer is deputed as Officiating official
while office chief go for Kaj or needs to take leave.
Deputing as "Acting" Official: If the office chief position goes vacant for more than 15 days,
CEO can appoint from the immediate junior official as Acting Official. If someone needs to kept
under Acting more than 6 months, prior approval of the BOD is needed.
Nomination for Training: CEO nominates for foreign training or exposure and GM for domestic
training or exposure
Taking pledge or collateral while sending to foreign training/ tour for more than stipulated
period.
Nominee will get benefits in the case of death of employee.
Annexure will be as decided by BOD
Authority delegation: The CEO can delegate his authority in writing or verbally to any official to
implement this bye-laws.
Safeguarding any activities done with good intentions
Replacement and safeguard: This bylaws has replaced the Personnel Rules, 2000 and activities
done as per that Rules will be taken as done as per this bylaws.
Annexure
Annex 1.
Organization Chart
Attached separately.
Annex 2
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Disclosure and declaration that the employee has read and understood the Personnel Bylaws and
will comply the bylaws.
Letter of Commitment
As per Clause 29
I……………………………………………………………………………………………………
………. hereby declare that I have read and understood the rules regulations prescribed by Nepal
Rastra Bank and stipulated in Bank's Employees Services By-rules and I will obey these rules
and regulations fully.
Signature:
Name:
Position:
Date:
Witness
1.
2.
Annex 3
Oath for the staff as per Clause 29
I……………………………………………………………………….being appointed as
employee of Nirdhan Utthan Bank Ltd. take this oath of office and confidentiality to comply
with bank's mission and serve accordingly and I will comply with NRB regulations and policies,
rules and regulations of the bank. I will keep the information and data confidential during my job
and even after leaving the organization.
Signature:
Name:
Position:
Date:
Witness
1.
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2.
Annex 4
Evaluation
(As per Clause 35)
Evaluation Details
1. Employee will be evaluated in 100 marks as below.
(1) Performance evaluation: 80 marks for staff working in branch offices.
Basis Supervisor Observer Committee Total
Open Evaluation based
on Performance
40 40
Management Evaluation
(Confidential)
12 8 20 40
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And staff working in other than branch offices performance evaluation 80 marks as below
Basis Supervisor Observer Committee Total
Management Evaluation
(Confidential)
24 16 40 80
-2_ Academic Qualification: 5 marks
-3_ Seniority 15 marks
2= Performance evaluation will be as per Annex 5.
3. Academic Qualification and marks
Bases First Div Second
Div
Third Div.
a) Basic required qualification 3 2 1
b) A higher degree 2 1.5 1
4. Seniority
(1) Existing position 1.5 marks served for each year and 1.55 for female staff.
(2) For immediate lower position 0.5 for each year served.
Total should not exceed 5 for (2) and total not 15.
Annex 5
Guidelines for Performance Evaluation
1. Performance evaluation should be done by Supervisor. The marks should be given based
on achievements against target. The performance marks should be shown to subordinate and
should take his/her signature.
2. After taking performance evaluation, one should proceed for management evaluation and
it should be confidential.
3. While taking management evaluation one should consider overall performance,
discipline, commitment towards institutional values and mission, relation with clients and
general public, non-financial services, etc.
4. Management evaluation is taken through supervisor, observer and evaluation committee. 5. The supervisor and observer are as below:
S.No. Staff Supervisor Observer
a Asst Staff Branch manager Regional manager
b Branch incharge Program manager Regional manager
c Program manager Regional manager Director at HO
d Assistants at Head Office Departmental Manager Director
e Managers Departmental Manager Director
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f Regional and departmental manager Dy. General Manager CEO
6. Evaluation Committee will be as below:
a Dy. General Manager Chair
b Senior 3 Official nominated by CEO Member
c HRM Department Chief Member Secretary
7. Management evaluation will be taken twice a year on semi-annual basis.
Annex 6.1 (A)
Performance Evaluation sheet
Nirdhan Utthan Bank ltd.
……………….. Office
For Branch Level Staff
Performance Evaluation Form for Branch Manager/ Accountant
Name: Code No:
Position:
From 20…………………………………………..to 20………………………………
S.No. Particulars Marks Target Actual
Performance
Marks
Obtd.
1 Loan Portfolio 10
2 Portfolio at Risk 10
3 Profitability 10
4 Savings, Deposits 10
Total 40
Performance Evaluation Form for Field Assistants
Name: Code No:
Position:
From 20…………………………………………..to 20………………………………
S.No. Particulars Marks Target Actual
Performance
Marks
Obtd.
1 Loan Clients 10
2 Portfolio at Risk 10
3 Loan Portfolio 10
4 Savings, Deposits 10
Total 40
The above figure are correct and represent my performance
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The employee's Signature Supervisor's Signature
Name Name
Position Position
Date Date
Annex 6.1 (B)
Performance Evaluation sheet
Nirdhan Utthan Bank ltd.
……………….. Office
For Branch Level Staff
Management Evaluation Form for Branch Level Staff
Name: Code No:
Position:
From 20……………………………………………..to 20…………………………………….
Basis of Evaluation Supervisor Observer Committee
Full
Marks
Marks
Obtd
Full
Marks
Marks
Obtd
Full
Marks
Marks
Obtd
Honesty, integrity,
commitment towards
mission, relation with
clients and general
public, commitment and
performance towards
non-financial services,
loyalty, innovative,
creative, leadership
12 8 20
Justification to give <40% and >80% Justification to give <40% and >80%
Supervisor Observer
Signature Signature
Name Name
Date Date
Justification to give <40% and >80%
Committee
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Signature Signature Signature Signature Signature
Annex 6.2
Performance Evaluation sheet
Nirdhan Utthan Bank ltd.
……………….. Office
For Branch Level Staff
Management Evaluation Form for Staffs other than working in Branch Offices
Name: Code No:
Position:
From 20……………………………………………..to 20…………………………………….
Basis of Evaluation Supervisor Observer Committee
Full
Marks
Marks
Obtd
Full
Marks
Marks
Obtd
Full
Marks
Marks
Obtd
Honesty, integrity,
commitment towards
mission, relation with
clients and general
public, commitment and
performance towards
non-financial services,
innovative, creative,
leadership, pro-
activeness, problem
solving skills
24 16 40
Justification to give <40% and >80% Justification to give <40% and >80%
Supervisor Observer
Signature Signature
Name Name
Date Date
Justification to give <40% and >80%
Committee
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Signature Signature Signature Signature Signature
Annex 7
Personal Details (To be filled by Employee one-self)
1. Name (in Nepali)
Name (Use Block Letter):
2. Permanent Address 3. Temporary Address
Zone: Zone:
District: Distrcit:
VDC/ Municipality VDC/Municipality:
Ward No: Ward No:
Tole: Tole:
House No: House No:
4. Dist where permanent home VDC/ Municipality:
Ward No: Tole:
House No: Tel. No:
5. DOB
dd/mm/yyyy (BS)
dd/mm/yyyy (AD)
6. Citizenship No: 7. Religion 8. Gender
9. Identification
10. If Married, Name of Spouse:
11. Spouse's Profession
12. No. of Children:
13. Father's Name 14. Mother's name
15. Father's Profession 16. Mother's Profession
17. Grandfather's Name:
18. Nominee's Name
Address
Photo of Nominee
Photo of
Employee
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Zone Dist VDC/ Muni. Ward No:
Tole House No
Relation with Nominee
19. Academic Qualification
S.
No.
Name of Institution Degree Board/ University Passed
Yr
Division Major
Subjects
20. Promotion details
21. Major Trainings and Experiences:
S.No Subject Venue and Time Duration Remarks
1
2
3
4
5
6
7
The abovementioned information are correct.
Thumb Stamp Signature:
…………………….
(in Nepali)
……………………
(in English)
R L
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Approved By
Office Chief
Name
Seal
Computer entered by:
Nirdhan Utthan Bank Ltd.
Commitment of Staff towards Clients
1. We all the employees are well aware about Mission, Vision, Principles, Values and
Norms of Nirdhan Utthan Bank Ltd. We take these into full consideration while delivering our
services to target group.
2. We treat each client with full responsibility without any discrimination.
3. We treat clients with professionalism and with due respect.
4. We inform all the terms and conditions of our products and services in transparent
manner. While making loan deed and other documents we clearly spell the interest rate, service
charges applicable and other terms and conditions.
5. We are always aware on utilization and repaying capacity of clients and the loan should
be within their capacity.
6. We will not use unethical practices and coercion in collection. We expect all clients could
mobilize loans properly, have regular savings and pay back installments regularly.
7. We expect our clients to put grievances with branch manager and we will redress the
grievances in time.
8. We keep the clients data and information in confident and such information will not be
released to any unauthorized person or institution unless legal provision mandates.
25
Annex 6.3
Date:
The Board of Directors
……………………….Bank/ Financial Institution Ltd.
……………………………,
Subject: Disclosure
Dear Sir,
I …………………………………………………being appointed as Director of this bank with
effective from 20……./……../………, I hereby disclose and declare following information as
per Clause 22 of Bank and Financial Institution Act 2006.
(1) Neither myself nor any member of my family have entered/ entering into any contract
with this bank.
(2) I have no vested personal interest in appointment of CEO, Managing Director or
Company Secretary or General Manager and Auditors.
(3) I and my family members have taken……….shares of this bank, besides we have neither
invested in Debentures nor in shares.
(4) I am not in Director position in any other licensed (from NRB) institution.
(5) No family member is working as office bearer/ employee in the organization, if
yes…………….
(6) As per clause 18 (e) of Bank and Financial Institution Act 2006, I am not involved as
Director, Employee or Auditor or Advisor in any other institutions involved in saving credit
business, including cooperatives. And I will not take position of Director in any other institution
involved in saving credit business.
(7) I have not taken loan against promoter shares of this bank. If yes……………
(8) The above mentioned information and disclosure are true and correct, if found wrong I
will bear any legal consequences.
Signature
Name
Father's name
Grand father/ Husband's name
Address
Citizenship No., date and dist. issued
(This disclosure should be submitted in concerned bank within 7 days of appointment and the
bank should forward the same to NRB within 7 days of receipt of the same)
26
Annex 28
(Related to Article 99 (3)
Oath of Newly Appointed Director
I………………………………………………….take this oath in the name of GOD that I as a
Director of the Company, I will fully comply the Memorandum of Association, Articles of
Association, Company Act and other related Acts, Rules and regulations. I will do my best for
the betterment of the company. I will keep confidentiality in the information as otherwise
compelled by laws, whether in position or not.
Date:
Signature of Director:
Name:
27
Nirdhan Utthan Bank Ltd.
(Class D institution licensed from Nepal Rastra Bank)
Central Office
Kathmandu, Nepal
Appointment Letter
Date:
Mr/Ms………………………..
…………………………………,
……………………………………
Dear Gentleman/ Lady:
This Appoint letter of Trainee/ Probation/ Permanent position is given to you as per decision of
the bank dated……………….as you have successfully passed all examination set under
Advertisement No……. I welcome you as member of the institution.
Your salary benefits for said position are as below:
1. Position:
2. Salary:
3. Allowances and other benefits:
4. Service terms and conditions and JD:
While working in the said position you need to stay in rural area and serve the hard core poor
people who are striving to survive, your major duty is to serve these poverty burdened people
and helping them to uplift from vicious circle of poverty. I hope you will be successful in the
mission of uplifting the poor from poverty.
With thanks,
…………….
DGM/ GM/ CEO
cc.
1. Nirdhan Utthan Bank Ltd. Central Office Funds & Accounts Dept.
2. Nirdhan Utthan Bank Ltd. Regional Office……………..
3. Nirdhan Utthan Bank Ltd., Branch Office…………………..
28
Vacancy Announcement
Nirdhan Utthan Bank Limited (NUBL), a national level microfinance development
bank, invites applications for following position from qualified Nepali citizens who
are highly motivated, creative and competent with a strong desire to excel in
microfinance sector.
Position: Assistant Manager
Work Station: Branch offices located in different part of the country.
No. of Position: 10 (Ten)
Salary and Benefits: As per Bank's Rules
Requirements:
Masters Degree from a recognized University (Bachelors degree along with 3
years experience for in-house working Supervisors).
Age not exceeding 35 years (40 years for female candidates and no age bar for
in-house working candidates).
Note: It is a permanent position with 1 year Probation period along with initial
6 months as Trainee.
To apply: Send your application in prescribed format to [email protected]. The
application form can be downloaded from its website: www.nirdhan.com/careers.
Application Deadline: 20th Chaitra 2069 (2nd
April 2013).
Only shortlisted candidates will be contacted for further selection process.
NUBL promotes workforce diversity and applies positive discrimination to women
and candidates from Dalit, Janajati, Madhesi/ Terai, and other minorities
communities.
Recruitment Committee
Nirdhan Utthan Bank Ltd.
Central Office, Kathmandu
29
Nirdhan Utthan Bank Ltd.
Kathmandu, Nepal
Recruitment Committee
Job Application Form
Position Applied For: Assistant Manager
Full Name
In Nepali and
in English
(in Capitals):
DOB (dd/mm/yyyy):
Sex (Male/ Female):
Permanent Address:
Contact Address:
E-mail:
Phone Numbers: Home: Office: Mobile:
Academic Qualifications (SLC and Onwards)
Degree Year Passed Institution/
Board/
University
Division (with
percent)
Area of
Specialization
Relevant Trainings (maximum 3 most recent and relevant for said position)
S. No. Course Focus Area Organized by Duration Year
Employment History (maximum 3 most recent and relevant for said position)
S.
No.
Employer (s) Position From To Major
responsibilities
30
Justification for the said Position (Write either in English or in Nepali, however writing in
English is encouraged)
Explain in brief, how you justify yourself as suitable candidate for the said position:
Personal Competencies (Write either in English or in Nepali, however, writing in English is
encouraged)
Explain your Competencies in following area (in objective manner as far as possible):
(a) Working with rural, deprived and marginalized communities
(b) Communication skills
(c) Motivating and monitoring others’ performance
(d) Analytical and problem solving skills
(e) Coaching and counseling subordinates
(f) Computer (IT )skills and efficiency
References (Please give details of two Referees)
Name (Current or most recent Direct Supervisor):
Contact detail: Mobile: e-mail:
Capacity/ Position:
Known Since:
Name (Other than employer/ supervisor):
Contact detail: Mobile: e-mail:
Capacity/ Position:
Known Since:
Declaration:
I hereby declare that the above mentioned information is filled by me and are correct to best of
my knowledge. I can provide evidences of the above information as and when required.
Signature:
Date:
31
Position: Assistant Manager
Job Description:
Reporting to Regional Office, the assistant manager plays critical role in managing and
controlling operation of the branch office. More over it is the entry point for managerial level
and the senior positions are filled through internal promotion, therefore the assistant manager
need not to limit oneself into branch operation only, one should be capable to bear further
responsibilities while moving upward in management hierarchy. Therefore the assistant manager
is expected to develop oneself in overall aspects of management.
Specific responsibilities include:
Oversee all accounts, ledgers, and reporting systems, ensuring compliance with
guidelines set by bank.
Maintain internal control, safeguards and coordinate all financial resources and activities.
Supervise and verify all branch level transactions and ensure proper security, back up
mechanisms and timely reporting to concerned official.
Managing the funds of the branch with the view from short term and medium term
prospective.
Planning and implementation of branch level annual plan thereby to achieve set targets.
Oversee and control branch saving, credit, insurance and remittance business.
Motivating, coaching and counseling subordinates to achieve the targets set by the branch
office.
Reporting and developing rapport at local level with multiple stakeholders.
Tracking performance of staff as well as clients and handling their grievances.
