After the abolition of BSRBs, IBPS is nowadays entrusted with the job of
conducting the examinations for recruitment of clerical staff in the Banks and to
supply required number of candidates to the Banks as per the Indents made by
the Banks with IBPS. While founding the IBPS, it was claimed that this new
institution will improve upon the system and process for recruitment of staff. It
is also being claimed that IBPS is handling lakhs of candidates every year under
the various processes undertaken by them.
But in the recent years, it has been observed and experienced that the Banks
are not being provided with adequate and sufficient number of candidates to fill
up the intended vacancies as notified in their Indents placed with IBPS.
It is very much in the knowledge of the IBPS that even though the IBPS is
providing selected candidates to the Banks as per the indented number of staff,
the actual number of candidates joining the Banks is much less. Additionally,
within a few months of joining, the instances of attrition are also on the
increase. In effect, the Banks are not able to fill up the clerical vacancies as per
their budgeted manpower planning exercise.
While the number of candidates indented by the Banks is far less than the actual
requirements in the Branches, even this indented number of candidates are not
provided to the Banks due to non-supply of replacements towards candidates
who have not joined the Banks or leave the Banks in a short time during a
particular recruitment year.Hence, the vacancies remain unfilled in the Branches due to which the staff in
the Branches are facing acute problem of manpower shortage resulting in stress
and existing employees being not able to complete the routine work within the
stipulated and defined working hours. This is resulting in a lot of frustration and
dissatisfaction amongst the employees including the officers and Mangers.
Earlier, we were informed that IBPS is keeping a buffer upto 10% of the Indents
placed by the Banks towards such replacements and later, we learn, it has been
increased to 30%. But this is not at all adequate to match up with the ground
reality. We are sure that IBPS will be aware that the rate of non-joining and
attrition after joining is more than 50% of the of the original number of Indent
placed.
We were informed by the IBA in the conciliation meeting with the UFBU that
there is going to be some changes in the sequencing of announcing the results
of the examination for recruitments but this may address the issue only
partially.
Due to non-maintenance of adequate buffer of empaneled successful
candidates, Banks are not being provided with equal number of replacements
against drop outs and attrition. In this year’s process also, Banks are not getting
the replacements. We are informed that hardly 20 to 25% of the number of
replacements asked for by the Banks is provided by the IBPS. For example, in
on Bank, against the request for replacement of 1200 candidates, only 250
candidates have been supplied by IBPS. In another Bank, against the request for
800 candidates, about 200 has been supplied.
When the unemployed youth apply for the competitive examination
conducted by the IBPS and when they are successful in the examination, the
entire lot of successful candidates should be kept in the panel of waitlisted
candidates till the end of the financial year. This would help the Banks to get
adequate number of candidates as per their Indents.
The present system requires review. We seek your intervention.
