Type of Reference

Competent Authority
for final decision

Response Time

Final Decision

1

Proposals for training programmes

Managing Director / Executive Director / Chief General Manager / General Manager / Dy. General Manager (depends on delegation of power)

Two weeks

Maximum 3 Months

2

Advice to R.O.s about nominations

DGM/AGM/Mgr

At least before two weeks before the date of commencement of the programme

3

Advice to officers of HO deptts.

DGM/AGM/Mgr

At least one week before the date of commencement of the programme

4

Sanction of participation fee

MD/ED/CGM/GM/DGM (depends on delegation of power)

Within 15 days from the date of receipt of claim, list of participants and evaluation report

Broad category /item of work

Competent Authority for final decision

Response time@

Final Decision@@

1

Deputation of Group 'B' & 'C' staff for Training

DGM-HRDD

7 days

10 days

2

MDOs of TEs (5 in No.)

CGM-HRDD

1 week

1 week

3

Other matters of TEs

CGM-HRDD

1 week

1 week

4

RTCs BIRD Coordination Committee meeting related work(Annual)

ED-HRDD is chairman

2 weeks

1 month

5

Follow up of decisions taken in the above meeting

CGM-HRDD

1 week

3 months

6

Financial support to programmes of outside training institutions

MC

2 weeks

1 month

7

Academic Advisory Committee meetings of RTCs and related work

CGM-HRDD

4-5 days

1 week

       8

Review of activities of TEs Annual

EC

1 week

1 month

9

Suggestion received under 'Staff suggestion scheme

ED Committee

1 week

2 months

10

Coordination Cell (Coordinating with other Deptts)

CGM-HRDD

2-3 days

1 week

Types of reference

Competent Authority

Response Time$

Final decision@

1

Memorandum to Board/management Committee

Chairman/Managing Director/Executive Director/Management Committee

1 week

3 months

2

Scrutiny of claims & booking of expenditure under CDF

CGM

1 Week

1 week

3

Compliance to MC decision

Executive Director

1 Week

2 weeks

4

References received from RO

Executive Director

1 week

2 weeks

5

Misc Correspondence

DGM/AGM

2-3 days

1 week

Circular No.& Date & Subject

Decision in brief

1

NB.HRDD. 1770/167(DPAM) /2008-09 dated 31 July 2008

Sub : Induction Programme for newly recruited officers in Rural Development Banking Service (RDBS) - Revision of Training Module

The induction training module for newly recruited officers in Rural Development Banking Service (RDBS) has been revised and as per revised induction training module, 12 weeks' training in 3 phases is imparted as detailed below :-

Phase: I

Class-room training at NBSC, Lucknow (Basic)

Duration : 03 weeks

Phase: II

Desk Level Exposure

Familiarisation training in different departments/desks of the HO/RO where the officer is posted.

06 weeks

Phase: III

Rural orientation & Field level exposure
Rural orientation and exposure through DDM office (including visit to NGO/SHG)

Duration : 02 weeks

Phase: IV

Duration : 01 week

Refresher course in NBSC, Lucknow

Consolidation of learnings & gap filling

Total: 12 weeks

2

NB.HRDD.1770(a) /167(DPAM) /2008-09 dated 31 July 2008

Sub : Induction Training for Assistant Managers (RDBS) - Revised Course Module

In terms of Bank's Management Committee meeting held on 14 March 2000, the course module of induction training for Assistant Managers (RDBS) promotees has been revised. As per revised course module, the title of the programme will be 'Development Programme for Assistant Managers (DPAM)'. AMs promoted from clerical and non-clerical cadres have to undergo the induction training in 2 and 5 phases respectively as under :-

A: Module for AMs promoted from clerical /non-clerical cadre cadre

Phase I

Duration: 1 week

Classroom training at NBSC (Orientation)

Phase II

Duration: 4 weeks

Desk-level training

Familiarisation training in different departments/desks of the HO/RO where the officer is posted.

Phase : III

Rural orientation and exposure through DDM office (including visit to NGO/SHG)

Duration: 02 weeks

Phase: IV

Duration: 01 week
Refresher course in NBSC, Lucknow

TOTAL: 9 weeks

Circular

Gist of Circulars

1

Office Circular No.  07/HRDD/01/2008 dated 01 January 2008

Revised Training Needs Assessment guidelines for preparation of the Annual Training Plan for 2008-09 were issued vide this circular. Guidelines include  TNA of Group A, B and C employees. The TNA has been made online for the first time.

2

Circular No. 75/HRDD-02/2005 dated 5th MaY 2005

The proposal for deputing officers for participation in seminars, conferences, training programmes, etc. (duly approved by CGM / OIC), to be sent to HRDD at least clear four weeks before the date of commencement of the programme/conference, etc,. The recommendation by the HoD, ROs, TEs may include, inter alia, name of the officer proposed for nomination, likely benefits of the programme/workshop/conference, possible areas of its application in NABARD, monitoring mechanism put in place for application of learnings, expenditure likely to be incurred, delegate fees as well as TA/HA. These recommendations should accompany the brochure being forwarded by them.

Name of Scheme

Circular No.

Particulars

1

Scheme of Incentive for acquiring professional qualifications by officers under Distance Learning/ Part-time courses

NB.HRDD/559/III (1)/2007-08 dated 30 April 2007

To acquire/ enhance proficiency and knowledge in different academic areas to improve the work skill
All confirmed employees who fulfill the minimum qualification and other criteria for admission to the course proposed to be pursued as per list of subject areas and courses and the Institutes permissible under the scheme.

The following payment are eligible for reimbursement of fee against production of documentary evidence of such payments

• 90% of fees payable to the Institution towards tuition fee, exam. Fee etc. is reimbursable on production of documentary evidence
• Balance 10% would be reimbursebale after successful completion of the course and submission of diploma/ degree certificate
• An additional one-time ex-gratia equal to 10% of course fee would also be paid subject to a minimum of Rs10000/- and maximum of Rs 25000/-
• Reimbursement of fees would be made to the extent of Rs.100000/- per employee/ per course at the RO level – exceeding this HO approval is required.

2

SABBATICAL SCHEME
FOR
OFFICERS

NB RDD/440/III(Sabbatical)/
07-08  dated 17/04/07

• Duration shall be granted normally for 1 year, but if the project/ research work so requires the period may be extended by one more year
• Grant of sabbatical to any eligible officer is only once during his/her entire service career
• Officers on sabbatical will be treated as on duty for the purpose of accrual of leave, seniority, increment, gratuity, pension etc.
• Up to Rs.10,000 to meet the cost of fees and other admissible charges on actual basis and the travel cost to and fro within India to the place of sabbatical.
• Shall execute a bond/ agreement with the bank to serve the bank on return for a min. period of 5 years or remaining period of service, whichever is less
• Failure to return to service after completion of the research/ project work shall pay a penalty of Rs.1,00,000/- plus the entire amount of salary drawn during the period of sabbatical

Staff-Scheme for Higher Studies for officers of NABARD

NB. HRDD-PPD. 676.HS.94-95 dated 7 July 1994 read with circular NB.HRDD No.1/ III/2001-02 dated 15 September 2001

The purpose of Study Leave is to enable the Bank's officers to pursue sutdies in well known Colleges/Universities/Institutions in India or abroad leading to a post- graduate degree such as M.A., M.Sc., MBA, M.Phil. Etc.

Study Leave shall be granted for a maximum period of 24 months at any one time. However, the Competent Authority may relax this suitably depending on the minimum time required for completion of the course of study chosen. In case of officers pursuing the Ph.d degree, study leave may be extended upto 3 years and very exceptional cases upto an outer limit of 4 years.