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The news item "SBI goes for fast track promotions" (Business Line, October 9) that the SBI is trying to put in place a viable succession plan has not come a day late. The VRS introduced by the bank is a couple of years old.As per the present policy of time-bound promotion in each scale/cadre in vogue in PSU banks, it may be difficult for an employee from the rank to reach the top post. This may cause vacancy crises at the top management level.

To tune the promotion policy to met the objective of the government to ensure minimum residual service of two years, and to improve the scope for an insider to reach the top post, it is absolutely necessarily to reduce the minimum waiting period in each scale, particularly up to scale IV.

This is because, more often, the prime working period of nearly twenty five years would have lapsed by the time the employee reaches scale IV in a nationalised bank. As bank nationalisation had taken place in two tranches in 1969 and later in 1980, in the years to come, vacuum at the top management level would arise on account of time-bound promotion policies pursued by them so far.

Hence, promotion policies of PSU banks should be fine-tuned to meet the changing needs.

R. S. Raghavan

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