"EMPLOYEE

SATISFACTIO
N IN
AGRICULTUR
AL

1
DEVELOPME
NT BANK"
A STUDY OF
PADB
SUBMITTED TO

2
 PUNJAB TECHNICAL
UNIVERSITY
IN PARTIAL FULFILLMENT OF THE
REQUIREMENT FOR THE AWARD OF THE
DEGRRE OF
MASTERS IN BUSINESS
ADMINISTRATION

Supervised by: Submitted by:

Mr. Rohit Joshi Manpreet Kaur
Assitant Professor Roll No 1460150
Satyam Institute Of MBA 4th Semester
Management
& Technology Nakodar

Table of Contents

3
Sr. No. Title Page No.

1. Introduction to the Subject 4-9

2. Chapter 1- Employee Satisfaction 10-15

3. Chapter 2- Bank Profile 16-24

4. Chapter 3- Research Methodology 25-29

5. Chapter 4- Data Analysis & Interpretation 30-38

6. Findings & Conclusion 39-44

7. Bibliography 45

8. Questionnaire 46-47

4
INTRODUCTION
TO
THE SUBJECT

5
 TO WHOMSOEVER IT MAY
CONCERN

This is to certify this is my original piece of work. The project entitled,

"Employee Satisfaction in Agricultural Development Bank- A Study of
PADB", is carried out by me. This is submitted to Punjab Technical
University in partial fulfillment of the requirement for the award of the
degree of master in business administrations.

Manpreet Kaur (Roll No. 1460150)

Signature: _________________

Dated: ______________

6
 ACKNOWLEDGEMENT

It is not a single man’s effort which is sufficient for the accomplishment

of a research. No task can be successfully accomplished by a single
individual.

I acknowledge here the names of those people who have been

instrumental in preparation of my project.

I readily acknowledge my indebtness to my Parents whose support,

dedication and honest efforts have given me an immense help in doing
this project.

It gives me immense pleasure to express my deep sense of gratitude and

appreciation to my Husband Mr. Harninderjit Singh Whose constant
encouragement and valuable suggestions gave support in completing
this project.

I take the opportunity to thank Mr. Rohit Joshi for motivating,

encouraging, guiding and supporting at every step and sparing his
valuable time for me.

Last but not the least I thank the Almighty God with whose help I Could

complete my project successfully.

Manpreet Kaur
Roll No 1460150

7
 EXECUTIVE SUMMARY

A study on Employee Satisfaction was carried out in The Nakodar

Primary Co Operative Development Bank Ltd, Nakodar (PADB) . The
main objective of this study was to find the satisfaction level of the
employees in the organization.

Employee satisfaction is essential to the sucess of any organisation. The

important factors to be considered in the job are salary, promotion,
working conditions and so on.....

The primary data was collected by means of questionnaire. The

secondry data was collected from the Bank records and its web site. A
Structured Questionnaire was given to the employees of the PADB and
the data was collected based on the same. Utmost care has been taken
from the beginning of the preparation of the questionnaire till the
analyses, findings and suggestions.

8
 SCOPE OF THE STUDY

The study aims to understand the employee satisfaction in The PADB,

which covers the various working schedule, remuneration, overtime
allowance, work freedom and job postion etc.

The backbone of the Employee Satisfaction is respect for workers and

job they perform and easy revenue for the employees to disscuss
problems with upper managenet .

The employees are vital for any organisation, so they should be

motivated and satisfied, so that they can work more and hence help the
organisation to acheive its goals.

OBJECTIVES
Primary Objective:
 The Primary Objective is to find the employees'satisfaction level.
Secondry Objectives:
 To access the General Attitude of the employees towards PADB
 To understand the problems of employees at their workplace
 To know what employees think of their job, workplace and salary
 To study various factors determining the Employee Satisfaction

9
 STATEMENT OF
THE PROBLEM
This study will help us to understand the Employee’s satisfaction about their
workplace. This study will help the bank to understand how an employee
selects, organizes and interprets the quality of workplace and the
environment offered by the bank.

10
 CHAPTER 1
EMPLOYEE SATISFACTION
Employee satisfaction is the terminology used to describe whether employees
are happy and contented and fulfilling their desires and needs at work. Many
measures purport that employee satisfaction is a factor in employee
motivation, employee goal achievement, and positive employee morale in the
workplace.

Employee satisfaction, while generally a positive in your organization, can

also be a downer if mediocre employees stay because they are satisfied with
your work environment.

11
 DEFINITIONS
Employee Satisfaction Definition:

Employee satisfaction is the extent to which employees are happy or

content with their jobs and work environment.

Gaining high levels of Employee satisfaction is very important to a workplace

because satisfied Employees are most likely to be loyal and to work with an
increased capability and productivity.

There are many factors which lead in high levels of Employee satisfaction
including work environment which are Employee focused and hence provide
high levels of value for money. Some of them are as under:

Management,

Understanding Of Mission And Vision,

Empowerment,

Teamwork,

Communication, And

Coworker Interaction.

The facets of employee satisfaction vary from company to company.

What is clear about Employee satisfaction is that Employees are most likely to
give the best results in the producivity of a workplace. Htey are the ones
which a company or an organisation would look for their business to flourish.

12
 BENEFITS OF
EMPLOYEE SATISFACTION

1) Job Satisfaction: Researchs indicate that if employees are satisfied with

the company their job satisfaction levels increase. Employees that are
satisfied and engaged are very invested in the success of the business and
have a high level of commitment and loyalty. Satisfied employees play a key
role in the success of an organization, as ambassadors of the company. They
promote and support the company’s mission, strategy and brand.

2) Productivity: Satisfied employees are often top performers, those

committed to ‘going the extra mile’ to achieve business success. As an
employee becomes more satisfied their absenteeism lowers and their
motivation increases leading to increased productivity. What this means is
that the more satisfied the employee is the more efficient and driven to
succeed they become.

3) Retention & Recruitment: Retaining good employees is key to the success

of every business. Employees who are satisfied significantly lower the risk of
turnover for the company. As satisfied employees are more invested in the
success of the company they also become more loyal. Simply put, when
employees are satisfied and engaged they are far more likely to stay with the
organization. Coupled with retention, businesses that have a highly satisfied
workforce have an increased ability to attract new, qualified employees.

13
4) Innovation: There is a close relationship between innovation and
employee engagement. Satisfied employees perform at a higher level and
bring passion and interest to their job, which often leads to innovation in the
workplace. As highly satisfied employees feel they have a real stake in the
organization, they strive to efficiently create new products, services and
processes. Collaboration in the workplace amongst satisfied employees and
top management also leads to overall organizational growth.

5) Profitability: Companies with more satisfied employees tend to have

higher profitability rates. When employees are satisfied they become more
productive and efficient, positively affecting the company’s bottom line. The
more satisfied your employees are the more efficient and productive they
become, lowering operating costs and increasing the profit margin.

14
 WHAT DO EMPLOYEES WANT

1.
1.
1.
1.
1.
1.
1.
1.
1.
1.
1.
1.
1.
1.
Handsome amount of Salary

2. Work And Personal Life Balance

3. Opportunities to learn and grow

4. Ability to accomplish goals

5. Good relations with the boss

6. Camaraderie with Co-Workers

15
 WHAT CONSTITUES
SATISFACTION
We cannot create Employee satisfaction just by meeting Employee’s
requirements fully because these have to be met in any case. However failing
short is certain to create dissatisfaction.

Major attributes of Employee satisfaction can be summarized as:

 Having trust and confidence in the company’s leadership

 Feeling valued as a person, not a number
 Satisfaction with daily responsibilities
 Being paid fairly for the work performed
 Overall communication, accessibility and attitude.

WHAT ARE THE TOOLS

Employee satisfaction can be identified using various methods such as:

Periodic Reviews
Personal Observations
Information Discussions
Satisfaction Surveys.

Depending upon the Employee base and available resources, we can

choose a method that is most effective in measuring the Employee’s
perceptions. The purpose of the exercise is to identify priorities for
improvements. We must develop a method or combination of methods
that helps to continually improve working of an organisation.

16
 CHAPTER 2
BANK PROFILE

The Nakodar Primary Co Operative Agricultural Development Bank, also

shortly known as PADB Nakodar or simply PADB, is one of the 89 Branches
working throught Punjab under the Flagship of The Punjab State Co
Operative Development Bank Ltd. Chandigarh (Established 0n 26-02-
1958) which is also known as SADB. The main functioning of the PADB is
to provide long term loan to its customers. Being a Co Operative Institute,
it lends loans to only those customers who are admitted as 'A' Class
Members of the Bank.

The PADB Nakodar branch was established on 17-09-1966, almost 50

years back. It was Originated from The Jalandhar Primary Co Operative
Development Bank Ltd in 1966. Further in 1992 The Shahkot Primary Co
Operative Development Bank was originated from the Nakodar branch of
PADB.

The Bank carries a legacy of providing easy loan to the farmers for almost
5 decades. The bank boasts of getting most close to the farmers, keeping
behind all the Public Sector Banks, Private/ Commercial Banks since it has
been in the business when there were no Private banks and only a handful
of Public banks.

As far as funding is concerned, all the 89 branches of the PADBs borrow

money from the Head Office, The SADB, which in turns gets money from
the National Bank for Agricultural and Rural Development (NABARD).

17
Initially the Primary Banks lent money to the farmers to get them rid of
'Shahukars' or for the redemption of their land. with due course of time
the bank started providing loans for various schemes.

The Bank advances loans for the following:-

Installation of Tubewells, Purchase of Tractors, Soil Conservation.

Horticulture and Grapes Cultivation, Reclamation of Alkaline Land, Dairy
Development, Poultry Development, Animal Driven Carts, Farm Forestry
(Poplar Plantation), Inland Fishery Farms. Installation of Bio-gas Plants.
Establishment of Broiler, Bee Keeping, Sheep Rearing etc.

The Bank provides 0.5% interest rebate to the borrowers who repay their
loans regularly, in time & without default. Women are given 0.5% rebate in
interest. Nowadays bank has started providing loan for Non- Farm Sector
(NFS) and Personal Loan to the Punjab Government Employees. The Bank
is the only bank in India which charges Simple Interest on loan, other
banks charging compound interest.

As far repaying structure of loan is concerned, it is as simple as A, B, C...

having two instalments a year, on two crops itself, mainly known as Rabi
(Harhi) and Kharif (Sauni). This does make it easy for the farmers to repay
the loan easily.

 VISION

To be the life long financial partner of member farmers/stake holders.

 MISSION

To play a catalytic role in maximizing the wealth of its member-farmers

and other stake-holders to improve their standard of living by being their
financial-partner and become economic growth-engine for rural Punjab
through Cooperative management.

18
  HEAD OFFICE

The Punjab State Co-operative Agricultural Development Bank Limited,

which was previously known as The Punjab State Co-operative Land
Mortgage Bank Ltd., was registered on 26.02.1958, under the Cooperative
Societies Act basically with the object to grant long term loans to the
owners of land or other immovable property,to enable them to discharge
their debts, to carry out Agricultural improvements, to acquire land for the
formation of economic holdings and other like purposes and thereby to
promote thrift and self help among them. At the initial stage, the Bank had
started functioning through the Central Cooperative Banks, by appointing
them as its Agents. The Agency system was discontinued in the year 1962
when 14 Primary Cooperative Land Mortgage Banks , now known as
Primary Cooperative Agricultural Development Banks came into existence
and were affiliated to the then The Punjab State Co-operative Agricultural
Development Bank, for the purpose of advancing long term loans to the
farmers in the State.

The long term structure in the Punjab State, as such, is a Federal

Structure with Punjab State Cooperative Agricultural Development Bank
(in short, SADB) as an Apex Institution with Primary Cooperative
Agricultural Development Banks as its members (in short, PADB). At
present, the number of the Primary Cooperative Agricultural Development
Banks in the State is 89 besides two other members i.e. Punjab State
Electricity Board and Punjab State Tubewell Corporation.

 ADVANCEMENT OF LOAN

Initially the Bank started advancing loans for the purpose of

Redemption and Purchase of land so as to make land holdings
economically viable. After sometime, the Bank also started providing loans
for the improvement of Banjar, Alkaline and Saline lands. Thereafter, the
Bank played a substantial role in the mechanisation of farming in the State

19
by advancing loans for the purchase of Tractors, Agricultural Implements
and installation of Tubewells etc. The substantial contribution of this Bank
in ushering in Green Revolution in the State, has always been considered
significant. After the Green Revolution, the Bank played meaningful role
for the diversification of agriculture loan by providing loans to the farmers
for the various allied agricultural activities like Dairy, Poultry, Fishery etc.
Now, Punjab is the largest producer of milk and SADB has made a major
contribution to this achievement. Today, every third Tubewell installed in
the State is financed by this Bank. Similarly, every fourth tractor in the
State is financed by this Bank. The Bank has contributed significantly in
White Revolution and Blue Revolution by providing loans for the purposes
of Dairy and Inland Fishery.

20
ORGANISATIONAL STRUCTURE

21
 MANAGEMENT PROFILE
1. Mr. Harinder Singh Sidhu , Managing Director, SADB
2. Mr. Gurpreet Singh Brar, AMD, SADB
3. Mrs. Rajwinder Kaur Randhawa, RO, JLD Division
4. Mr. Chajju Ram, Asst. General Manager, JLD Distt
5. Mr. Karnail Singh, Chairman, PADB Nakodar
6. Mr. Kuldeep Singh, Vise Chairman, PADB Nakodar
7. Mr. Maninder Kumar, Manager, PADB Nakodar
8. Mr. Gulwinder Singh, Asst. Manager, PADB Nakodar
9. Mr. Harninderjit Singh, Field Officer, PADB Nakodar
10. Mr. Manjit, CDEO, PADB Nakodar
11. Mr. Mohan Lal, Clerk, PADB Nakodar
12. Mrs. Sarabjit Kaur, Peon

22
LIST OF ALL BRANCHES OF PADBS IN PUNJAB

23
24
25
26
 CHAPTER 3
RESEARCH
METHODOLOGY

Research Methodology

27
 The data needed for the study is collected from the
employees, through questionnaire analysis and interpretation.

Methods of Data Collection

To know response, the researcher used questionnaire method. It has
been designed as a primary research instrument. Questionnaires were
distributed to respondents and they also asked to answer the questions
given in the questionnaire.

The questionnaires were used as instrumentation technique, because it

is an important method of data collection. The success of the
questionnaire method in collecting the information depends largely on
proper drafting. So in the present study questions were arranged and
interpreters bias.

Further, coding and analysis was done for each question’s response to
reach into findings, suggestions and finally to the conclusion about the
topic.

Research Design
To achieve my objective I have done descriptive research.

I have selected employees of PADB Nakodar.

Period of Study
This study was conducted by me during a period of 20 days.

28
Types of Data:
There are two different types of data that we use when we are carrying
our research projects. These two different types of data are called
Primary and Secondary data collection.

PRIMARY DATA- Primary data is data that we collect ourselves

during the period of our research e.g. Questionnaires, Observations,
Interviews and so on. We then use the data we have collected and noted
down to begin the next stage of our research which is the theory making
and the understanding of what we are researching.

Primary data is best used for ever evolving research because different
factors play roles in things we research and can lead to varying results
depending on the factor and how much of a role it plays on the research.

SECONDARY DATA- Secondary data is data that has already been

collect and we use for reference or to gain knowledge from other
peoples experiences e.g. published books, Government publications,
Journals and the internet. We then use this data to add to the Primary
data that we have collected and use it to combine different people’s
opinions and base a theory with evidence to back this point up.

Secondary data is best used to add other existing evidence and proof to
the Primary data that we have collected, we are better using Secondary
data as reference and to gain the knowledge that we need to begin our
own research processes.

Primary Data:
Primary data was collected from the bank by taking personal
visit to the employees and also by observing their customer dealings.

29
Secondary Data:
Secondary data for the ratio analysis & interpretation was
collected from journals, bank’s prospectus, bank’s annual reports and
internet.

Limitations of the Study:

Although the study was carried out with extreme enthusiasm and
careful planning, there are several limitations, which handicapped the
research viz;

1. TIME CONSTRAINTS
The time stipulated for the project to be completed is less and thus there are
chances that some information might have been left out, however due care is
taken to include all the relevant information needed.

2. SAMPLE SIZE
Due to time constraints the sample size was relatively small and would
definitely have been more representative if I had collected information from
more respondents.

3. ACCURACY
It is difficult to know if all the respondents gave accurate information; some
respondents tend to give misleading information.

4. DIFFICULTY
It was difficult to find respondents as they were busy in their
schedule and collection of data was very difficult. Therefore, the
study had to be carried out based on the availability of respond

30
 NEED FOR THE STUDY
 The deeper the company understands of Employee’s needs and
satisfaction, the earlier the product or service is introduced ahead of
competition, the greater the expected contribution margin. Hence the
study is very important.
 The study will help companies to customize the service and product,
according to the consumer’s need.
 This study will also help the companies to understand the experience
and expectations of the existing Employees.
 In today’s competitive environment relationship marketing is critical to
banking corporate success. Banking is a Employee oriented services
industry and Indian banks have started realizing that workplace
depends on client service and the satisfaction of the Employee. This is
compelling them to improve Employee service and build relationships
with Employees.
 Employees who shift banks mainly do so because they are dissatisfied
with service. At the same time, Employees who are satisfied with their
banks’ service stay loyal, even if they have to pay a little more for it.
Over time, satisfied Employee’s turns into advocates, recommending
their banks to others.

31
 CHAPTER 4
DATA ANALYSIS
&
INTERPRETATION

32
 Table No 4.1: Working Experince of Employees
Employees No. of Respondants Percentage

Below 2 years 9 25.00 %

2-5 years 18 50.00 %

Above 5 years 9 25.00 %

Total 36 100.00 %

Interpretation: From the above table and graph it is clear that 25%
employees have a work experience of Below 2 years and 50% employees
have an experience of 2-5 years and the rest of 25% have more than 5
years experience.

33
 Table No 4.2: Satisfaction of Employees in Training
Employees No. of Respondants Percentage

Highly Satisfied 24 66.67 %

Satisfied 9 25.00 %

Dissatisfied 3 8.33 %

Total 36 100.00 %

Interpretation: From the above table and graph it is clear that 66.67%
employees are Highly Satisfied, 25% are Satisfied and 8.33% employees
are dissatisfied.

34
 Table No 4.3: Opinion of Employees in Safety Measures
Employees No. of Respondants Percentage

Good 21 58.33%

Average 6 16.67%

Bad 9 25.00%

Total 36 100.00 %

Interpretation: From the above table and graph it is evident that 58.33%
employees feel that safety measures are Good, 16.67% feel them average
and 25% feel that the safety measures are Bad.

35
 Table No 4.4: Satisfaction of Employees on Leave Periods
Employees No. of Respondants Percentage

Highly Satisfied 12 33.33 %

Satisfied 6 16.67 %

Dissatisfied 18 50.00%

Total 36 100.00 %

Interpretation:
From the
above table and graph it is found that most of the employees are not
satisfied with the leaves they get. Only 33.33% find leaves highly
satisfactory, 16.67% feel leaves satisfactory but 50.00% employees are
dissatisfied from the number of leaves.

Table No 4.5: Satisfaction about their Ambitions

Employees No. of Respondants Percentage

36
 Yes 27 75%

No 3 8.33%

Can't Say 6 16.67%

Total 36 100.00 %

Interpretation: The
above Table and Pie
Chart show that 75%
Employees say Yes
about the Satisfaction
of their Ambitions, 8.33% say No and 16.67 Can't Say about it.

Table No 4.6: Satisfaction about Role in Decision Making

Employees No. of Respondants Percentage

37
 Highly Satisfied 6 16.67 %

Satisfied 9 25.00 %

Dissatisfied 21 58.33%

Total 36 100.00 %

Interpretation: The above Table and Graph Show that most of the
employees are dissatisfied about their involvement in Decision Making. .

Table No 4.7: Satisfaction about Salary

Employees No. of Respondants Percentage

38
 Highly Satisfied 9 25.00 %

Satisfied 6 16.67 %

Dissatisfied 21 58.33%

Total 36 100.00 %

Interpretation: The above Table and Graph Show that most of the
employees are dissatisfied about their salary. 58.33% employees
demand more salary.

Table No 4.8: Promotion should be on Qualification Basis

Employees No. of Respondants Percentage

39
 Yes 18 50.00 %

No 6 16.67 %

Can't Say 12 33.33 %

Total 36 100.00 %

Interpretation: The above Table and Graph Show that 50.00 %

employees want promotion on the basis of Qualification but 16.67 % do
not want this. The Rest cant say anything about this.

40
 FINDINGS
&
CONCLUSION

41
 FINDINGS
1. Most of the employees are satisfied with the overall working of the
bank.
2. Majoirty of the employees are satisfied with traning and other
programs.
3. Most of the respondents want more leaves during the year.
4. Most of the respondents did not find their role in decision making
satisfactory.
5. More employees are happy with the security measures and less are
unhappy.

42
 CONCLUSION
The project entitled “Employee Satisfaction in Agricultural Development
Bank- A Study of PADB” has helped me in studying satisfaction about
workplace of the Employees.

Since its beginning PADB under SADB has done a commanding job both for
farmers and its employees.

Although there is some dissatisfaction in some areas from the employees but
most of them like the way they work and the facilities provided to them. Yet
there is a lot to be done.

I am sure the bank will find my findings relevant and I sincerely hope it uses
my suggestions enlisted, which I hope will take them miles ahead of
competition.

In short, I would like to say that the very act of the concerned management at
PADB in giving me the job of critically examining employee satisfaction
towards work environment of the bank is a step in their continual mission of
making all sound improvements as a means of progress.

I am sure the bank has a very bright future to look forward to and will be a
trailblazer in its own right.

43
 SUGGESTIONS
With regard to banking work environment, employees respond at different
rates, depending on their characteristics. Hence, PADB should try to provide
thier employees some more facilities. The suggestions are as follows:

 Due to the intense competition in the financial market, PADB should

adopt better strategies to attract more Employees.
 PADB should adopt effective promotional strategies to help the
employees.
 Employees should be involved in decision making far more than they
are being involved now.
 Division of work should be done properly.
 The bank should try to increase the brand image through performance
and service then the employee will be satisfied.

44
 Ways adopted by PADB
to Satisfy its Employees
To provide its employees with satisfaction PADB has adopted some of
the measures that are disscussed below:

 Salary and Allowances: All the employees get a handsome amount

of salary, which helps them fulfill their social, financial and
personal needs.

 Leaves: Employees who are in service for five years, get 10 casual
leaves every year. Employees having more than 5 years of service,
get 20 casual leaves every year. Apart from this all employees can
take Earned Leaves, Medical Leaves, Maternity/ Peternity Leaves
etc

 Job Security: After the completion of two years of service, all the
employees are confirmed as permanant employees of the PADBs.

 Increments: Every employees get an increment of 3% of salary

every year. Apart from this special increments are also awarded to
the employees who clear JAIIB, CAIIB or DBF exams.

 Promotionas: Promotions in PADBs are done on seniority basis.

 Posting: Most of the employees are deployed in their own

localities, that makes them feel comfirtable, because they do not
have to travel a long way to go for their duty.

 Security and Amenities: All branches have CCTV Camers, Security

Guards and Security Alarms. These things make them feel safe.
More than that PADBs also provide employees with all the
amenities and facilities.

45
 Special Allowances: Special Allowances like TA, Mobile Allowance,
Medical Allowance are given to Employees.

 Free Insurance: PADBs provide its staff free health insurance so

that in case of any emergency these employees can be benefitted.
Medical reimbursement is also available for all the employees.

 Uniform for Class IV employees: Class IV employees get free

uniform from the bank after every six months.

46
 BIBLIOGRAPHY

BOOKS:
 Research Methodology by C.R. Kothari, 2nd Edition.
 Banking and Insurance, Thakur Publishers.
 Strategic Management, Thakur Publishers.


WEBSITES:
 www.agribankpunjab.org
 www.nabard.org
 www.google.com
 www.wikipedia.org

QUESTIONNAIRE
47
 EMPLOYEE FEEDBACK FORM
Name of the Employee _____________________
Designatione _____________________
Age _____________________
Sex __________________

1. For how long have you been wo rking in PADB?

 Below two Years?
 2-5 years?
 above 5 years?

2. How do you find Traning Programmes?

 Highly Satis fied
 Satisfied
 Dissatisfied

3. How do you feel about safety in the bank?

 Good
 Average
 Bad

4 . Yo u r t h o u g h t s a b o u t l e a v e s ?
 Highly Satis fied
 Satisfied
 Dissatisfied

48
5. Are you satisfied with fulfillment of your ambitions?

 Yes
 No
 Can't Say

6. Are you satisfied with your involvement in decision

making?

 Highly Satis fied

 Satisfied
 Dissatisfied

7. Are you satisfied with your salary?

 Highly Satis fied

 Satisfied
 Dissatisfied

8. Do you think promotion should be on Qualification basis

rather than seniority basis?

 Yes
 No
 Can't Say

49