Harsh realities about plight of Officers in Public Sector Banks,why Govt.not giving their justified Pay increase

1. Average age of the Bankers is very High, which means most of them can not leave the organization so no risk of attrition.   Any offer is good for them.
2. Talented youngsters join and leave early as job of Assistant in Govt. is more attractive than PO in present days. A person qualifying for PO can easily qualify for some  jobs with better remuneration i.e. CPO, Assistant Grade, Inspector Jobs  etc. Why they should stay in this Job.
3. The Management in the Banks have started recruiting the wards of officials of other  Bank Officials,  Central Govt Officials and PSU Officials on the pretext of campus recruitment. Statistics regarding campus recruitment from third rung B-Schools will reveal that. Those who can not be absorbed any where are absorbed in Banking as Scale-II /III etc.
4. The Banking related services can be easily provided by ICICI and HDFC Bank. The Govt. is not bothered about the PSBs  as a pressure group. Govt. do not understand that these Banks are also being run by the erstwhile Public Sector Bankers ,because they are allowed to implement their thoughts where as in PSBs, the same is not being encouraged. Most of them become operations champions.
5. The Banks are being used  as State Sponsored Exploitation centers by giving incentive only to EDs & CMDs.  Rest all are ignored despite putting a lot of hard work some times up to 9.00 AM  to 10.00 PM.
6. Most of PSBs are being used as charity pocket of Government by forcing waivers etc. without giving due credit to the Bankers for the same by way of better remuneration.
7. Unions are being represented by erstwhile clerks, they start as Clerical Union Leaders and then move to officers association after promotion. They do not have any habit of hard work. The clerk in the Bank is non-subordinate to any one due to protection equal to daily wager provided in Labour Act and he can stick to a routine. Unfortunately presently the settlement is being done by Retired Clerks, who have never worked in the Bank, even may not be knowing what present day Banking is. These people have damaged the Bankers cause most by 1^st creating the problem i.e. Pension Option, Compassionate appointment etc. by misguiding the Bankers and again fighting for the same and wasting Members hard earned money. For the present Union leaders, the salary drawn by them presently is  much higher than they deserve. So they think that this 17.50% offered by IBA is much higher than their expectations.  Most of them do not have even vague idea, how hard the present day banking is. This is not bipartite settlement but unilateral settlement by IBA.
8. Other side in the negotiation is CMDs, supposed to be Top brain of Banking, here is the actual answer for meager wage revision. A Union Leader who can not sort out the even the internal matters with CMDs, How he can do the negotiations at the Industry level in front of his own CMD. The requisite transparency is not there. Even parliament has made every    thing open, the members do not know what the so called representative talk at bipartite meetings. They should do every thing in front of Camera.

 Solutions

The Bank Officers are highly accountable for what they do, even for frivolous complaint they have to provide resolution. The following are the solutions.

• An independent nodal agency for selection of Officers in all bank, this autonomy may prove to be failure in the long run.
• An independent commission for fixing remuneration of the Bank Officials in commensurate with work and responsibility.
• Out sourcing should be sought where there is cost cutting with minimum exposure to the Bank.
• The ratio of Direct recruitment from outside in scale I should be 75%,see the result in the next ten years.  Only experienced candidates be taken as Scale II & above.
• The Business processes need to be re-engineered to align to present day realities.
• The Credit Department in the Public Sector Bank needs to be better equipped for due diligence and better credit appraisal