Unified promotion policy for state banks introduced

In a move aimed at standardising career progression and ensuring transparency across the public banking sector, the Ministry of Finance has introduced a formal promotion policy for employees of state-owned commercial and specialised banks.

The Promotion Policy 2025, announced through a ministry circular recently, marks the first comprehensive framework for career advancement in these institutions.

The policy is expected to bring long-awaited clarity to thousands of banking professionals working in these institutions for years without a clear promotion structure.

The policy seeks to address longstanding issues related to inconsistencies in promotion standards and unclear evaluation systems, according to the circular.

The newly approved policy will be applicable for employees of six state-owned commercial banks—Sonali Bank, Rupali Bank, Janata Bank, Agrani Bank, BASIC Bank, and Bangladesh Development Bank PLC.

It will also cover staff at three specialised banks—Bangladesh Krishi Bank, Rajshahi Krishi Unnayan Bank, Probashi Kallyan Bank, Karmasangsthan Bank, Ansar-VDP Unnayan Bank, and Palli Sanchay Bank.

STATE-OWNED BANKS PROMOTION CRITERIA

Under the new rules, employees who meet the criteria set out in their respective bank's service regulations must be considered for promotion to the next higher grade.

Before promotions are processed, each bank must prepare a grade-wise seniority list with the approval of the relevant authority.

Promotions will be based on a mix of performance indicators, including educational qualifications, service record, merit and efficiency, completion of relevant training, demonstrated integrity and seniority.

However, employees with a poor performance record during the last three years in the feeder post will not be considered for promotion.

The circular states various indicators to determine unsatisfactory performance, including having adverse remarks in annual confidential reports that have not been expunged by the appropriate authority.

Other indicators include being convicted in a departmental proceeding with the disciplinary action still in effect or being charge-sheeted or convicted in a criminal case.

Besides, if an employee has been accused in a departmental or Anti-Corruption Commission (ACC) case, is facing a criminal trial or is under arrest, he or she will be ineligible for promotion until the final judgment is delivered.

It also states that in the case of minor disciplinary measures, promotions shall not be considered for a period of one year from the date the employee fulfils the disciplinary measure.

In the case of major punishments, promotions shall not be considered for a period of two years from the date the employee fulfils the disciplinary measure, it added.

SPECIALISED BANKS PROMOTION CRITERIA

Promotion eligibility in specialised banks will involve a structured evaluation process.

For a candidate to be considered for promotion, he or she must meet the minimum qualifying marks determined by the board.

Of the total marks, 50 percent will be allotted from written examinations, 30 percent from oral assessments, and the remaining 20 percent from service record and training credentials.

The policy also outlines that employees must have a clean service record and should not have any unresolved disciplinary cases or penalties pending against them at the time of their promotion application submission.

Each bank will be required to form a dedicated promotion committee chaired by a senior executive, and the committee must include representatives from human resources and audit divisions to ensure checks and balances in the selection process.

Employees who fail to secure a promotion after three consecutive attempts despite being eligible will have their cases reviewed by a special board to investigate whether any procedural injustice or exceptional circumstance may have hindered their advancement.