GUIDELINES FOR PRE-APPOINTMENT FORMALITIES 2.1 INTIMATION TO SELECTED CANDIDATES The candidates selected for appointment in the Bank are advised by the Zonal Office/Module concerned to report for medical examination and for completion of necessary pre-appointment formalities. The candidates are also advised the approximate charges for medical examination. A specimen of the letter to be addressed to the candidates is given at Annexure 2.1 2.1.1 Requests for extension in time for joining: Such requests for extension in time for joining should be dealt with as under : a) Any request from a candidate for extension in time to join duty at the Branch or for a change in the place of posting is referred to the controlling authority for consideration. If, however, the candidate does not report for duty even after the given extension period, the controlling authority should be advised to cancel his appointment. b) Request for extension of time for reporting for duty by SC/ST/OBC candidates. i) All requests from the SC/ST/OBC candidates seeking extension of time to join duty will be considered sympathetically and no such request will be rejected by an officer at a level lower than that of the General Manager. ii) In case a candidate who has been offered appointment in the Bank does not report for duty within the stipulated time, it should not be straightaway presumed that he is not interested in joining the Bank. To ensure that the offer of appointment has actually been received by him, if a candidate belonging to SC/ST/OBC does not report for duty within the stipulated time in response to the letter of appointment sent to him by the Bank, the post will be offered to the next candidate only after a second letter has been sent to such a candidate by registered post acknowledgement due giving him at least 15 days notice to join duty. 2.2 Medical Fitness for New Recruits/Promotees i) Candidates selected for employment in any cadre of the Bank are required to undergo a medical examination at the time of entering the Banks service. Employees are also required to undergo a medical examination when they are promoted from subordinate to clerical cadre or from clerical to officers cadre. ii) The medical examination should be carried out by the Banks Medical Officers/Authorised Doctors. In case the Banks Medical Officer/Banks Authorised Doctor is not fully equipped to carry out the examination properly, arrangements should be made for medical examination of employees at the government hospitals. The candidates should be issued a letter of introduction as per Annexure-2.2 to be produced to the Medical Officer at the time of medical examination. A copy of the guidelines for medical examination should be forwarded to the Medical Examiner/Authorised Doctor/Civil Surgeon as and when candidates/employees are referred to them for medical examination. iii) The fees for medical examination at the time of appointment in the Bank should be borne by the candidates. However, the fees incurred by the employees at the time of promotion may be paid by debit to Charges Account. 2.2.1 Personal statement of the candidate A personal statement is required to be filled in by the candidate in his own handwriting (Annexure 2.3) which should be scrutinised by the medical examiner carefully to see that all the particulars are given and all the questions are answered properly. The signature of candidate should be obtained by the Medical Examiner in his presence which should be tallied with the signature appearing in the letter of introduction attested by the Referring Authority. (a) The Medical Examiner should give due attention to the family history and personal history of the candidate (b) The medical report must be written legibly. Answers and statements in the report should be clear and unambiguous. The report should be submitted in the format as per Annexure-2.4. (c) Wherever considered necessary, Medical Examiners should take the opinion of specialists before finalising the report. They should always consider whether the candidate is fit for continuous service in the Bank for a long period. Cases such as kidney ailments, congenital heart diseases, rheumatic heart, malignant hypertension, diabetes, juvenile/or otherwise and HIV positive cases should not be missed. In the cases where, despite a specialists opinion, the Medical Examiner is unable to come to a final conclusion regarding the fitness or otherwise of the candidate, he may obtain the opinion of a second specialist. Even then if the Medical Examiner finds any difficulty in coming to a conclusion about fitness or otherwise of a candidate, he may refer such cases to the Banks Senior Medical Officer at Local Head Office through the Asstt. General Manager (PER&HRD). If necessary, the Circle authorities may refer these cases to Corporate Centre for guidance in the matter. It may be clarified that in the final evaluation of the candidates health, Specialists opinion is a very important aspect in declaring the candidate fit/unfit for service. While declaring a candidate unfit for service, the Medical Examiner should clearly state the reasons for arriving at this conclusion. In cases where the Medical Examiner considers that a minor disability disqualifying a candidate for Banks service can be cured by treatment (surgical/medical) within a reasonable period of time, say, 3 to 6 months, a statement to that effect should be recorded in the report. The appointing authority should scrutinise the medical reports carefully before issuing the appointment letters to the candidates. The candidates declared unfit by the Doctor should not be appointed in the Bank. 2.2.2 Aim of medical examination The Medical Examiner is expected to ensure that a candidate in his existing state of health will be able to render uninterrupted service to the Bank. Hence Medical Examiner must give a thorough medical check-up. To be passed as fit for appointment, a candidate must be in good mental and bodily health and free from any physical defect likely to interfere with the efficient performance of his duties in the Bank. The following are the minimum required tests. 1. Blood C.B.C. 2. E.S.R. 3. Blood Sugar -Fasting -P.P. 4. Serum Cholesterol 5. Blood urea/NPN 6. Serum Creatinine 7. HIV test 8. Urine and Stool 9. X-ray of Chest P.A. view 2.2.3 Role of the Medical Examiner The Medical Examination Report is most important and the fundamental document in assessing the health of the candidate/promotee. Medical Examiners should, therefore, furnish a precise and objective picture of the health of the candidate/promotee. It is expected that, through these reports, the appointing authority shall get a complete description of the candidates state of health as well as of any impairments discovered at the time of examination. 2.2.4. Standard of fitness for new recruits/promotees a) MEASUREMENT OF HEIGHT, WEIGHT, CHEST, ETC. In the matter of correlation of age, height and weight of candidates, Medical Examiners may refer to relevant standards. The height-weight evaluation should, however, not be done in isolation but will have to be done with reference to the general state of health of the candidates and as such lower/higher weight or height or obesity as compared to those prescribed in the chart, need not be the sole reasons for dis-qualifying a candidate. If there be any disproportion with regard to height, weight and chest girth, necessary investigation and X-ray of the chest may be taken. b) SYSTEMATIC EXAMINATION i) Examination of all systems is very essential so as to rule out organic ailments which make a candidate unfit for service e.g. extensive pulmonary tuberculosis, kidney failure, malignant hypertension, severe diabetes, lung abscess, etc. Blood CBC investigations for all candidates should be carried out and the reports carefully examined. Also X-ray of the chest, P.A. view or M/M X-ray in all cases should be insisted upon. However, old healed Kochs cases of early and mild nature which had involved a small part of one of the lobes of the lung may be selected for fitness provided a check-up by TB specialists of Banks choice gives a clear report confirming no active Kochs lesion or recent attack thereof and provided the lesion were not bilateral and/or extensive. Extensive investigation of such cases inclusive of Tomograph is essential. ii) Complete check-up of Genito Urinary System with stress on testicles (Males). hydrocele or hernia, etc. should be detected if any. If hydrocele or hernia of minor or major degree is present the candidate should be advised to undergo an operation and then should be referred for fresh examination. A routine urine test should be carried out. In urine, the presence of Glycosuria would necessitate Glucose Tolerance Curve. If considerable albuminaria is present, the candidate should be rejected after a thorough investigation. Of late, there have been many cases of kidney failures resulting in a transplant. Hence Genito-Urinary Tract examination and investigations should be carried out by Medical Examiner. In evaluation of such cases, Congenital Kidney Tumours, Nephritis Pyeletes, Pyelo Nephritis, Malignant Hypertension and such cases which damage the kidney in due course, would be disqualification for service. However, before declaring a candidate as unfit on these accounts an Urologists report clearly mentioning the reasons for disqualification is essential. c) Central and Peripheral Nervous System Organic complaints should be investigated. Any abnormality of functional type should be carefully examined to ensure that it should not hinder uninterrupted service to the Bank. History of Epilepsy, Insanity or Psychiatric problems, Myopathies, Peripheral Neurophathies should be a disqualification. d) Skin Conditions Leprosy and extensive generalised allergic dermatitis is a bar for service. Leucoderma should not be a disqualification. e) Metabolic and Endocrinal System Malignant Hypertension is a case for rejection. Controlled and absolutely mild diabetes without any complication may be considered fit for service. f) E.N.T. System A thorough E.N.T. check-up including ear discharge, perforation, deafness, vertigo, nasal discharge, nasal blocking, speech defects should be done in each case. Deafness or foul smelling or chronic discharge from the ear, nose, stammering of a severe nature, should be regarded as a disqualification. However, candidates should be referred to E.N.T. Surgeon for his opinion in case ailments of this nature are detected by the medical examiners. g) Opthalmic System If any candidate is suspected to have any refractive error in either or both organic or progressive disease of any part of the eyes, squint, colour- blindness and night blindness or any other ocular condition/disease, a thorough opthalmic check-up and report from Opthalmic Surgeon is essential. Accurate assessment of the vision is obviously most important for candidates for Banks service in view of the nature of their duties. i) No limit for minimum naked eye vision. But normal eye vision should, however, be recorded. The standard of near and distance vision with or without glasses is as follows : Clerical Staff Below the age of 35 years 6/9 6/12 Above 35 years 6/9 6/18 Near Vision N6 Officers Below the age of 35 years 6/6 6/9 Above 35 years 6/9 6/12 Near Vision N5 The total amount of myopia should not exceed -8.00 and total amount of hypermetropia should not exceed +6.00 for candidates above 20 years of age. For below 20 years of age, the corresponding limits will be -6.00 and 6.00 respectively (Total means the algebric sum of Sph + Cyl. axes) ii) Ocular conditions other than visual acuity Any organic disease or a progressive refractive error likely to lower the visual acuity should be considered as a disqualification. iii) Fundul Examination Any pathological conditions in Fundi should be treated as disqualification. Onset of cataract or glaucoma should be regarded a bar for fresh appointments as Award Staff and Probationary Officers. However, in the case of promotions of employees already working in the Bank, cataract or glaucoma should be operated before certifying the employee/officer fit for promotion. In case there is a damage to the eye after operation, the employee will be disqualified after getting reports of two senior opthalmic surgeons. iv) Squint Squint should not be a bar provided the same is non-paralytic and it does not affect the visual acuity as per norms laid down. v) The eye should be corrected to 6/6 with glasses and not with contact lenses. vi) Colour Vision Tests of colour vision are to be performed at the discretion of the Medical Examiner. Colour blindness is not a bar to appointment except in case of special categories of staff according to job requirements and nature of duties viz. drivers etc. These are equally applicable to promotions also. vii) Refraction, fundal examination and colour vision are a part of the normal medical examination by the specialists in all cases of visual defects. viii) For one-eyed candidate, please refer paragraph k(i) below. h) Orthopaedic system Candidates limbs, hands and feet should be well formed and developed and there should be free and perfect motion of all joints. Any deformities or partial absence of extremities and/or pathological condition of the locomotor system should be referred to a suitable specialist for his expert opinion regarding the fitness of the candidates appointment in the Bank. In this connection, please also refer to paragraph (k) below. i) HIV Positive cases In the recent years, there is considerable increase in the incidence of HIV positive cases in our country. Therefore it has become essential to detect HIV positive cases, if any, at the time of recruitment at any level in the Bank to avoid such cases becoming a liability to the Bank. It is essential to carry out HIV testing for new entrants/fresh appointments. Candidates found positive on the basis of Elisa Test should be subjected to Western Blot Test also for further confirmation as the Elisa Test has been found to be false in a few cases. In this connection, the Government of India have advised that persons who are otherwise eligible for employment but tested positive for HIV should be granted normal rights of employment as other members of the society and the HIV status of the person should be kept confidential. Therefore, it has been decided to adopt the following procedure with regard to conduct of HIV tests : i) The existing provision of subjecting the new recruits to HIV test in addition to laid down examination/tests should be continued as hitherto. ii) The candidates found HIV positive will be further subjected to such medical examination as deemed necessary by the Banks Medical Officer to ascertain the candidates ability to perform the normal job requirements and also, absence of any risk or health hazard the candidate may pose to others at the workplace. The HIV status of such candidates will, however, be maintained confidential. The Bank will offer employment to only such of the HIV positive candidates with ability to perform the normal job requirements and only if they are not likely to cause any risk or health hazard to others at work place. The Banks Medical Officer should give his certificate of fitness specifically on these two points. iii) The Banks Medical Officers certificate regarding the fitness of such candidates will be final. The provisions regarding HIV test would be applicable only to new entrants/fresh appointments j) For female candidates Pregnancy is a bar for immediate appointment and the candidate should be declared temporarily unfit. Only after three months of the delivery, a fresh examination should be undertaken. k) Physically handicapped candidates i) Loss of sight in one eye, provided the other eye has normal vision or is corrected to normal with glasses with maximum Myopia or hypermetropia +4.00 D or -4.00 D, can be appointed in the clerical cadre only. Since the enactment of the Persons With Disabilities Act, 1995, physical disability cannot be a bar to appointment or promotion. ii) The following categories of candidates may be considered for appointment in clerical cadre but not as subordinate staff as per extant instructions: Loss of one arm, provided the candidate can write and work with other hand. Loss of leg(s), provided the candidate can move with artificial leg and/or crutches. Those who have to seek help of wheel chair or such appliances for moving should not be considered for appointment. Physically handicapped candidates should come through the Medical Boards attached to Special Employment Exchanges for physically handicapped persons or else, the Medical Officer/Banks Authorised Doctor should not examine them and should ask them to appear through the above Medical Board. l) Reimbursement of Medical Expenses The fees incurred by the employees for medical test at the time of promotion may be paid by the Bank by debit to Charges Account. But the new recruits have to bear the entire expenses incurred by them for medical examination. m) General There will be no right of appeal available to the candidates against the decision of the Medical Examiner. If however, the Bank is satisfied on the basis of the evidence produced before it of the possibility of an error of judgement in the decision of the Medical Examiner it is open to the Bank to allow an appeal to a Medical Board which will be constituted as and when required. Such appeal should however, be submitted by the candidate within one month of the communication in which the decision of the Medical Examiner is communicated to him/her. Otherwise no request for any appeal to the Medical Board will be considered. The Medical Board will consist of : (i) Senior Medical Officer of the Circle; (ii) Chief Medical Officer or any Senior Physician/Surgeon of Government/Municipal Hospital; (iii) Senior Consultant of standing in the speciality concerned where a candidate is declared unfit. The choice of nomination on the Medical Board will be that of the Bank. For re-examination, the candidate will be required to deposit an appeal fee of Rs. 50/-. This fee will be refundable to those candidates who are declared fit by the Board whereas in the case of others it will be forfeited. Report of the Medical Board will be final and will not be subject to review by any other specialist panel or Board. It should be clearly understood that the Bank reserves to itself absolute discretion to reject or accept any candidate after considering the report of the Medical Board. 2.3 VERIFICATION OF CERTIFICATES/TESTIMONIALS/ BEFORE APPOINTMENT OF A CANDIDATE 2.3.1 Verification of age/date of birth As proof of age any one of the following documents may be accepted. i) SSC certificate (for verification of the date of birth and the division obtained). The Bank relies on the date of birth mentioned in the School leaving Certificate as the final proof of the age of the Candidate and as such no other document/affidavits are acceptable to the Bank. 2.3.2 Verification of certificates for educational qualifications S.S.C. certificate or University examination certificate should be verified. School Leaving Certificate for appointments in subordinate cadre. 2.3.3 Verification of character/antecedents The following procedure should be followed:- i) A candidate who has qualified in the written test and has been selected for interview would have already submitted his detailed bio-data (on the form prescribed by the Recruitment Board). Three testimonials would also have been enclosed with this bio-data. One of the testimonials would be from the Head Master/Principal of the School/College in which the candidate studied last. These should be re-scrutinised by the Branch Manager, at the time of conducting pre-recruitment formalities. ii) Reports from two referees already named by the candidate in his bio-data should be obtained as per Annexure 2.7 & 2.8. Reports from previous employer(s), if any, as per Annexure 2.9 would also need to be obtained. As far as possible, the candidate should be appointed only after these reports are received. If, however, these reports are not received before the common date fixed for appointment, the candidate may be appointed in the Bank subject to satisfactory reports from the referees/past employers. iii) The candidate is asked to complete an Attestation Form Annexure 2.10. A copy of the Attestation Form on completion by the candidate, is sent by the Branch Manager to the District Magistrate of the District or the locality in which the candidate is permanently resident (Annexure-2.11). The appointment is made subject to the fact that the Official confirms that the candidate has not come to the adverse notice and that he is suitable for employment in the Banks service. If within 5 years preceding the date of enquiry the candidate has resided for more than a year in any other district or locality, a report is also obtained from the District Magistrate of the district/locality also. iv) It should be indicated clearly in the appointment letter that confirmation of the candidate in the Banks service will be subject to a satisfactory report on his/her character and antecedents from the police authorities. In case the police enquiries are not completed before the candidate becomes due for confirmation, the candidate will be confirmed in the Banks service subject to a satisfactory report from the police authorities. If the police report turns out to be adverse, the employees services will be terminated in terms of paragraph 522 (1) of the Award. 2.3.4 Ex-serviceman candidates - verification of discharge book Discharge Book of the candidate should be perused in order to verify his claim for being considered as an ex-serviceman as also to ascertain his character and Medical Category. 2.3.5 Dependants of defence service personnel killed in action/ disturbed areas They should produce a certificate issued by a competent authority, stating full particulars of the ex-servicemen killed in action/disturbed areas and that the applicant is his dependant. 2.3.6 Orthopaedically handicapped candidates - submission of certificate for handicap The candidate should submit a certificate issued by the Medical Board attached to the Special Employment Offices for Physically Handicapped stating the nature and extent of orthopaedical handicap. Deaf and Dumb and Blind do not come under the category of orthopaedically handicapped. 2.3.7 Community certificates in respect of scheduled caste/ scheduled tribe/OBC candidates The undernoted certificate(s) should be produced by the candidates as sufficient proof in support of their claims of belonging to Schedule Caste/Tribe 2.3.7.1 Community Certificate a) Certificate issued by one of the following authorities on the lines of proforma given (Annexure-2.12 & 2.12A). i) District Magistrate/Additional District Magistrate/Collector/ Deputy Commissioner/Additional Deputy Commissioner / Deputy Collector/1st Class Stipendiary Magistrate/City Magistrate (Not below the rank of 1st Class Stipendiary Magistrate)/Sub. Divisional Magistrate(Not below the rank of 1st Class Stipendiary Magistrate)/Taluka Magistrate/Executive Magistrate/Extra Assistant Commissioner (not below the rank of Ist class stipendiary magistrate). ii) Chief Presidency Magistrate/Additional Chief Presidency Magistrate/Presidency Magistrate. iii) Revenue Officer not below the rank of Tehsildar. iv) Sub-Divisional Officer of the area where the candidate and/or his family resides. v) Administrator/Secretary to Administrator/Development Officer (Lakshadwip Islands). b) Matriculation or School Leaving Certificate or Birth Certificate giving the Caste or Community of the candidate and place of residence may be accepted by the Appointing Authority as sufficient proof in support of a candidates claim as belonging to Scheduled Caste/Tribe. c) The Government of India have advised that the SC/ST candidates need not be asked to produce caste certificates, countersigned by the District Magistrate or obtain certificates in the forms prescribed by them. We may accept caste certificate issued as social status certificate. However, the appointing authority should verify the caste status of a SC/ST candidate through the District Magistrate of the place, where the candidate and/or his family ordinarily resides. If after appointment in any particular case, the verification reveals that the candidates claim was false, his service may be terminated in accordance with the relevant rules and other legal action may be initiated. 2.3.7.2 Verification of Claims i) The primary responsibility to verify the factual position before issuing the community certificate to an individual is that of the authority empowered to issue the certificate. But, the appointing authority, if they consider it necessary for any reason, may verify the claim of a candidate through the District Magistrate of the place where the candidate or his family ordinarily resides. ii) If after appointment, in any particular case, the verification reveals that the candidates claim was false, his services may be terminated in accordance with the service regulations, unless there are definite redeeming circumstances. A clause to this effect should be incorporated in the appointment orders issued to the candidate belonging to Scheduled Caste/Scheduled Tribe. 2.3.8 Repatriates/Migrants Identity certificate from appropriate authorities such as Embassy of India/High Commission for India/District Magistrate of the area where the candidate is residing should be verified in respect of such candidates. 2.3.8.1 Eligibility certificate in respect of persons other than Indian citizens subjects of Nepal, Bhutan and persons of Indian origin. The Ministry of Finance have advised that as in the Government, apart from Indian citizens, a candidate belonging to any of the following categories may be considered for appointment in the Bank:- a) a subject of Nepal, or b) a subject of Bhutan, or c) a Tibetan refugee who came over to India before the 1st January, 1962, with the intention of permanently settling in India, or d) a person of Indian origin who has migrated from Pakistan, Burma, Sri Lanka, East African countries of Kenya, Uganda, the United Republic of Tanganyika or Zanzibar, Zambia, Malawi, Zaire and Ethiopia and Vietnam with the intention of permanently settling in India. A candidate belonging to any of these categories may be admitted to an examination or interview for selection but may be given an offer of appointment only after he/she is issued an eligibility certificate by the Government of India, Ministry of Finance, Department of Economic Affairs (Banking Division). For this purpose, immediately on selection, steps are to be taken to verify the character and antecedents of the selected candidate and recommendations should be submitted to P&HRD Department through the respective Controlling Authority for onward transmission to Corporate Centre for obtention of issuance of eligibility certificate. A specimen of the format of eligibility certificate is furnished at Annexure 2.13. The recommendations should be comprehensive and indicate the reasons necessitating such appointment. In this connection, the following particulars should be advised while making references for obtention of eligibility certificates:- i) Name : ii) Fathers Name iii) State/Territory of which he is a subject or to which he belongs or his nationality.
Posted on: Sun, 13 Jul 2014 05:10:26 +0000
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