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im3ii!n. Bank of Baroda August 9,2019

CIRCULAR TO ALL BRANCHES! OFFICES IN INDIA

Issued By:-
Strategic HR Deptt., BCC, Mumbai

Dear Sir/Madam,

Re: POLICY FOR PLACEMENT OF OFFICERS/ EXECUTIVES AT OVERSEAS CENTRES

As we know that Bank of Baroda has one of the largest overseas presence amongst Indian Banks and
With such a wide presence across 20 countries, spanning across 5 continents and all time zones, our
Bank truly works "round-the clock, round-the globe". Managing such a diverse and huge spread of
branches/ offices across the globe calls for a wide range of skills, competencies and leadership
capabilities, most of which are provided by officers from our Indian Operations.

The Bank, therefore, provides substantial opportunities to our officers to get an overseas assignment to
further invest in their learning and thereby performing as per the growing business needs. An overseas
assignment has traditionally been viewed as a reward mechanism for our top performers and it also
greatly enhances social prestige of persons going overseas.

With a view to bring about more clarity / transparency in the processes adopted by the Bank for selection
of officers for overseas posting, and to enable the Bank to identify and post the best performers from
across the Bank at our overseas centers, it was felt necessary to prepare a rigorous and transparent policy
guidelines which govern the entire identification and selection process for overseas postings. Therefore,
the Bank's Board in its meeting held on 25th July 2019, vide agenda no. H-2 reviewed the existing policy
and has approved the revised Policy for placement of Officers / Executives at Overseas Centres. The
revised policy document is annexed herewith. Broadly, the following major changes have been
incorporated:

(a) The selection process for identifying the "best fit" candidate for the required position function at
overseas has been made rigorous by introducing a knowledge test, which shall be qualifying in nature
besides other selection process.
(b) Revision in age criteria across Grade/Scales in view of the experience and knowledge level required
for the respective position in the given Grade/Scale in overseas territories.
(c) Introducing requirement of certification courses / qualifications for Specialised positions as per the
regulatory requirements of the host country and the guidelines issued by RBI from time to time.
(d) Modifications in the eligibility criteria for certain position functions.

We trust that the revised Overseas Selection Policy shall enable greater transparency and clarity with
respect to the criteria and processes used for selection and enable the best and the most competent
officers to be selected for posting at the Bank's overseas centers who can make a significant contribution
to the Bank's International business.

Kindly bring the contents of this circular and the policy to the notice of all Officers/ Executives in the
Branch/Office.

(J YDEEP DUTTA 0
GENERAL MANAGER &
HEAD (STRATEGIC HR & HR INTEGRATION)

Enclosure:
~
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,~-26, ;:;n-~, ~~ ""IAi <Ri, ~
at Ov~eas Centres
(~), ~ 400051, 1fffi1".
Baroda Corporate Centre, C-26, G-Slock, Sandra Kurla Complex, Sandra (E), Mumbai - 400 051, India.
q;'r;, / Phone: 91 22 6698 5000· ~ / Web: www.bankofbaroda.com
 POLICY FOR
PLACEMENT OF
OFFICERS/ EXECUTIVES
AT OVERSEAS CENTRES

deb 317..lh ildh;1

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Bank of Baroda
Indfals International Bank

BANK OF BARODA

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Bank of Baroda
India's International Bank

CONTENTS
i OBJECTIVE 2
'1 SELECTION PROCESS 2
'2 DETERMINATION OF VACANCIES 3
3 PROCEDURE FOR IDENTIFICATION 3
3.1 ELIGIBILITY CRITERIA FOR IDENTIFICATION OF IBOs 3
- -- _._.". __ . -_ _._- ---
3.2 ELIGIBILITY CRITERIA FOR IDENTIFICATION OF IBTOs 8
, 4 SELECTION METHODOLOGY 9
- _. - - --.- -_.-
5 . SELECTION COMMITTEE 9
.-~- -- ------ ._------
·6 PLACE OF POSTING 9
,7 TRAINING & GROOMING 9
. -. _._-------_ -_. -- ~ .. _---- --------
, 8 TENURE OF POSTING 10
,9 , SALARY, ALLOWANCES ETC. 11
! 10 PROMOTION WHILE POSTED ABROAD 11
11 RESIGNATION 11
--- - - --
12 EXECUTION OF BOND 11
,13 COOLING PERIOD 12
14 OTHER PROVISIONS 12
15 CODE OF CONDUCT 13
: 16 ' PREMATURE REPATRIATION 13
-
• 17 . MANAGING DIRECTOR & CEO'S DISCRETIONARY POWERS 13
_.
• 18 ENABLING PROVISIONS 13
19 SUNSET CLAUSE 14
,-- -j------_ .... ----- -~-
 ttm 3ii!Ti 1Ii/1t::1
Bank of Baroda
India's International Bank

POLICY FOR PLACE,MENT OF OFFICERS! EXECUTIVES AT OVERSEAS

CENTRES

OBJECTIVE
To put in place a uniform and pragmatic selection policy for identifying India Based Officers
(IBOs) based on the guidelines issued by the Government of India and India Based Trainee
Officers (IBTOs) as "Trainee Officers" at Bank's Overseas Centres i.e. Overseas Branches/ Offices,
Subsidiaries, Joint Ventures and Associates.

1. SELECTION PROCESS
The process of identifying Officers/ Executives for overseas assignment is proposed to be done
with a view to ensure that we select officers who are not only competent and skilled but also well
groomed and well attuned to the needs of overseas territories by the time they are placed in the
respective overseas location.

It is also to ensure that officers are well groomed and trained to take over the charge from the
present incumbent smoothly and the exercise for selection is well planned and time lines are
maintained for smooth transition. The Bank shall endeavor to choose and post the "best-fit"
candidate at overseas centres.

Selection process shall consist of:

i. Identification of vacancies existing or anticipated in the year (April-March) to be carried

out and for this purpose applications may be invited normally once in a year and the
process of selection will be completed by September of the previous year, so that the
selected officer can be imparted necessary training, acquaint themselves with the job
responsibility and also obtain language certificate, if necessary.

ii. Applications from willing and eligible officers shall be invited for consideration of
overseas posting for officers up to Scale-IV. A panel of officers to be considered for posting
shall be prepared from the applications.

iii. For Officers upto Scale-IV and for Executives in Scale-V & Scale-VI, a committee of three
General Managers (CoGM)may be constituted by the Managing Director & Chief Executive
Officer to shortlist candidates in the ratio of 1:3 for submission to the Competent
Authority for selection.

iv. The stipulation for shortlisting of applicants in the ratio of 1:3 for further selection
process can be relaxed and/or unanimously decided by the Committee of General
Managers (CoGM) in order to arrive at a better pool size of shortlisted candidates for the
given position function

v. There may be no shortlisting in respect of selection of Executives in Scale-VII for overseas

posting and the competent authority shall consider all Executives in Scale-VII who
fulfill the eligibility criteria specified.

vi. It will be ensured that the CEO/ MD and the second officer of any foreign branch are not
changed simultaneously and within a short period of each other.
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Bank of Baroda
tnate'« International Bank

2. DETERMINATION OF VACANCIES
Vacancies in the overseas territories to be crystallized in April each year (demarcated functional-
area wise) by International Banking Division and informed to Corporate HR Deptt. to initiate the
selection process. For this purpose, the following will be reckoned:

• Repatriation of IBOs in the next 1 year upto March

• Manpower requirements for International expansion: new offices, new territories, new
positions in existing territories, etc.
• An additional 10% of the existing strength in the major functional areas of intake.

However, in the case ofIBTOs, positions in Overseas Branches / Offices where vacancies of trainee
officers exist or which are expected to arise due to repatriation of earlier batch of trainee officers
will be notified by International Banking Division, BCC to Corporate HR Deptt. so as to initiate the
process of selection.

3. PROCEDURE FOR IDENTIFICATION

Depending upon the number of vacancies where IBOs / IBTOs are required and number of
candidates available, the detailed procedure shall be decided after obtaining the approval of MD
& CEO / ED.

3.1 ELIGIBILITY CRITERIA FOR IDENTIFICATION OF IBOs

No Criteria MMG/S-III I SMG/S-IV SMG/S-V, TEG/S-VI, TEG/S-VII

Age
45 Years 55 Years
(Maximum)
II Professional/ Graduation, Professional/ Technical qualification shall be given
Technical weightage. Preference will be given to candidates possessing
Qualification specialized qualifications like MBA (or equivalent qualification),
CA, ICWA,ACS, CAIIB, CFA, CISA. Preference shall also be given to
candidates having knowledge of foreign languages (other than
English) used in Bank's overseas territories.
III Track Record No Disciplinary Action/ Suspension/ Prosecution should be
pending/ contemplated.
IV Rural Semi- The selected officers should have completed the requisite Rural/
urban Semi-Urban tenure before expatriation (applicable in case of
Generalist officers). In case candidates with Rural/Semi urban
tenure are not available for Dealers vacancies, exemption from
Rural/Semi-urban posting shall be considered with the approval
of MD & CEO / ED.
V Work Shortlisted candidates shall have work experience in different
Experience verticals such as Credit Management, International Banking,
Computer Application, Treasury Operations, Business
Management, Risk Management, Investment Management, etc.

MMG/S-III - 4 years} (in the respective functional area)

Minimum work SMG/S-IV- 5 years}
experience SMG/S-V
TEG/S-VI As suitable for the role and the ~ 6, N~
TEG/S-VII concerned overseas territory fI.4-!!); ~~ ;('<9
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Bank of Baroda
India's tnternetione! Bank

VI Experience Shortlisted candidates shall have work experience in different

specification verticals such as Credit management, International banking,
(In officers' Computer application, Treasury Operations, Business
cadre) Management, Risk Management, Investment Management. Specific
requirement for each position is provided hereunder. However,
these are only illustrative and depending upon the vacancies,
number of available candidates, office exigencies etc. the necessary
variations would be made after obtaining the approval of MD &
CEO / ED.

For Operational Positions:

1. Branch Operations/ Forex/ Treasury

• Fulfilling the minimum scale wise work experience norms

in Branch Operations/ respective functional areas like
Forex, Treasury, etc.

2. Branch Head Positions

• Fulfilling the minimum scale wise experience norms as a

Branch Head
• Should have had successful tenures as a Branch Head,
preferably having headed more than 1 Branch

3. Credit positions

• Preferably, should have completed certificate examination

in 'Certified Credit Officer' conducted by IIBF or any other
Institute identified by the Bank.

• These positions will be more specifically defined in terms

of Corporate Banking/ Mid-Corporate Banking
positions and Credit Officer positions. For such
positions, specific requirements will be as under:

Corporate Banking / Mid-corporate Banking positions

• Exposure to Corporate Credit, Project Finance, Trade

Finance with ability to appraise financial needs of
corporate customers with reference to Economy and
various risks such as Market, credit, operational &
environmental risks (Industry, Business, Financial and
Management quality, etc).

• Conceptual knowledge of syndication (primary /

secondary) and documentation, various treasury products,
Forex dealings, international interest rate developments
and its impact. Global economics & industry trends,
developments in international financial markets, etc.

• Fulfilling the minimum scale-wise experience

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Bank of Baroda
India's International Bank

Credit Officer positions

• Fulfilling the minimum scale-wise experience norms of

working in Credit area

• Credit positions requiring Forex skills will require

adequate exposure to Forex area also in addition to
ex erience in Credit area.
4. Dealers

• Dealers in Scale-III - Minimum 2 years' experience in Front

I Back Office I Mid Office dealingsof Treasury, preferably,
within the past 6 years.

• Dealers in Scale-IV - Minimum 5 years' experience in Front

I Back Office I Mid Office dealings
of Treasury, preferably,
within the past 10 years.

• Preferably, should have completed certificate examination

in 'Certified Treasury Professionals' conducted by IIBF or
any other Institute identified by the Bank.

5. Internal Auditors

i. Officers possessing CA qualification:

• Minimum 3 years Branch experience

• Experience in Inspection would be preferred

ii. Other Officers:

• Should have passed CAIIBI AlB (London)1 CFAI

ICWAI ACSI CISA

• Minimum 3 years' experience in Inspection

Territory specific requirement of Internal auditors shall

be ensured during actual selection.

6. IT positions: These positions will be more specifically

defined in terms of pure IT positions and General Banking
positions (with IT background). For such positions, specific
requirements will be as under:

Pur~ IT positions

a. Generalist Officers

•
 ilTi 3ii!n f1$}c;J
Bank of Baroda
India's International Bank

• Certification in Cyber Security, preferably,

b. Specialist IT officers
(recruited as specialist IT officer in scales II III III)

• Minimum 2 years' experience in Bank

• Candidates Worked in Network / System Administration /

Software Development / Database Administration I
Project Management / Application Support in Bank's IT or
Data Centre I Disaster Recovery Environment may be
given preference.

General Banking positions (with IT background):

• Officers fulfilling the minimum scale wise experience

norms in Branch Operations with proven IT skills I
background (reflected through experience I posting as
Database Administrator in Branches I in IT departments
at RO IZO ICorporate Office or as IT faculty for a minimum
period of 2 years).

7. Risk Management:

• Minimum of 4 years' experience in Risk Management

Department, BCCI Treasury Mid Office

OR

2 years' experience in Branch Banking (preferably

Corporate Credit) with 2 years' experience in Risk
Management Department, BCC or in Treasury Mid Office or
as a Regional/ Zonal Risk Officer

• Completed Certificate Examination in Risk in Financial

Services conducted by IIBFI Financial Risk Management
Certification (FRM) or any other Institute identified by the
Bank for the purpose.

• Preferably should possess MBA/CA/ICWA/PGPBF or

equivalent post graduate qualification and other risk
management qualification like FRM I PRM

8. For Chief Financial Officer / Accounts officer / Finance

control

• Officers possessing CA I ICWA/ CS / CFA / MBA (Finance)

or equivalent qualifications and fulfilling minimum scale-
wise experience norms in Branches I Administrative
offices.
 itm 3ii!n iIi1)t:7
Bal1k of Baroda
India's International Bank

• LLB qualification shall be preferable for Compliance Officer

positions

• Experience in Accounts & Audit Deptt. at Corporate level

will be preferable

• Minimum 2 years of experience of working in Accounts and

Audit Department at BCC / HO / ZO / RO

• Preference to employees who are lFRS / lnd AS certified.

9. For Administrative / HR positions:

• Minimum 5 years of experience of working in any

administrative office

• Preference to officers who have worked in HR Deptt.

10. For Retail Banking/ Marketing positions:

• Fulfilling the minimum scale wise experience norms,

preferably not more than 35 years of age with flair for
Marketing and Public Relations.

• Knowledge of market scenario and ability to devise

marketing & publicist strategies, sales campaign, etc.

• Experience of around 2 years in Branches, CPCs, SMS,

Moneyplex, Retail Loan factories will be preferred.

• Officers having qualification in Marketing shall be

preferred

11. For Compliance officer positions:

• Officers possessing CA / lCWA / CS / CFA / MBA (Finance)

or equivalent qualifications and fulfilling minimum scale-
wise experience norms in Branches / Administrative
offices.

• Mandatory CAMS Certification for Compliance positions.

• Preference will also be given to candidates who are lCA

Certified/ Certified Compliance Professional (IIBF) or its
equivalent.

• LLB qualification shall be preferable for compliance officer

positions
VII Residual Officers to be posted abroad shall have residual service of at least
Service 2 years after completion of foreign posting

. ........................................................................................................................ ..... _ _ _ _ __ . __ ..............•..•..... ~

 hJ 3ii!Ti ttt!h:1
Bank of Baroda
India's International Bank

3.2 ELIGIBILITY CRITERIA FOR IDENTIFICATION OF INDIA BASED

TRAINEE OFFICERS (IBTOs)
Rationale:

• To groom j develop young officers with high potential and provide them with exposure
in the area of international operations with a prime focus on business development
activities to boost the Bank's marketing efforts for penetrating into uncharted j
untapped foreign markets and that includes aggressively selling of Bank's products and
services to existing as well as prospective clients. Utilization of the knowledge and
exposure of such officers can be gainfully harnessed for domestic operations when they
repatriate to India.

• Given the significant overseas presence of the Bank, one of the key employer branding
value proposition that our Bank professes is the opportunity it gives for people to work
overseas. It will be one of the key aspirations for all young officers and to reward some
of the cream of the top performing young officers with an overseas assignment early in
their career which will not just serve as motivation for them but also build on their
overall development & exposure.

Coverage Only officers in JMGjS-I & MMGjS-II shall be placed as India-based

Trainee officers (IBTOs) at Bank's Overseas Centres, subject to their
being found suitable as per the eligibility criteria and the selection
process stipulated
Age Maximum 35 Years
Qualifications Graduate j Post Graduate. Professional qualifications like CAIIB, MBA
/ MCA (or equivalent qualification), CA, ICWA, CFA, CS, CISA shall be
preferred.
Experience Minimum 2 years active service. However, in the case of DROs
possessing the preferred qualifications as above, the minimum service
criteria can be 1 year.
Rural j Semi- Officers in MMGjS-II should have completed the requisite ruraljsemi-
urban urban service under Reg. 17 - applicable in case of Generalist Officers.
This criteria is not applicable to officers in JMGjS-I. However, officers
who have not completed the requisite RjSU tenure can also apply if
they fulfill all other criteria. However, consideration of their
candidature will be at the discretion of the Selection Committee.
Track Record No Disciplinary Actionj Suspensionj Prosecution should be pendingj
contemplated.

4. SELECTION METHODOLOGY
The criteria as mentioned above are only indicative and depending upon the vacancies,
number of available candidates, office exigencies, country specific requirements etc. the
necessary variations would be made after obtaining the approval of MD & CEO JED.
Further, if there is no mention about experiencej qualification etc. for a particular position
in the policy, the same may be devised keeping in view the position specific requirements
at the relevant point of time. Further, the shortlisted candidates shall be considered for
further selection only if they are meeting the desired level of certifications, educational /
professional qualifications, etc. as specified for the overseas centre. The desired level of
 i}{fj 3ii!1i fl!})t;J
Bank of Baroda
India's International Bank

certifications / qualifications for all the positions shall be stipulated in the circular inviting
applications from eligible employees.

Other than the broad eligibility criteria for shortlisting the candidates, the shortlisted
candidates shall undergo the further selection process.as mentioned here-under:

• The shortlisted candidates will first appear for a knowledge test. The test will be
qualifying in nature.

• All those applicants who qualify the test will be further shortlisted by a Committee of
General Managers (CoGM).The committee will decide upon the shortlisting criteria
which will include cut-off marks obtained by the applicants in the test, GEMS Grades
/ APARScores, performance & attitudinal feedback.

• The final pool of shortlisted candidates in the ratio of 1:3 or as decided by the
Committee of General Managers (CoGM) shall be advised to appear before the
selection panel for personal interview. The final selection shall be based on a merit
list with weights for the test, GEMS Grades / APARScores & Interview in the ratio of
30:30:40.

5. SELECTION COMMITTEE

i. For Officers upto Scale-IV, the committee shall consist of concerned ED and GM(s).

ii. For post of Scale-V, VI and VII the committee shall consist of MD & CEO and concerned
ED(s).

iii. For CEO / MD positions, the committee shall consist of MD & CEO and all EDs.

6. PLACE OF POSTING
i. The ED shall decide the place of posting upto Scale- IV.

ii. The MD & CEO shall decide the place of posting for Scale-V and above.

7. TRAINING & GROOMING

i. All Selected Officers/ Executives will be imparted training atApex Academy, Gandhinagar
followed by training at International Banking Division / SITB / !BB / CFS etc. depending
on the requirement. In case of need, Bank may also impart training at External training
Institutes before expatriation.

ii. We may also impart on the job training in the country of posting for a specified period as
per the requirement of the Bank.

iii. Certificate course in local language of the country of posting may be necessary in the place
of postings in non-English speaking countries either in India or within three months of
reporting to the place of posting.
 EJtp 3if!li iIi/}t;J
Bank of Baroda
India's International Bank

8. TENURE OF POSTING

i. The tenure of posting of all IBOs in the Bank's overseas territories shall be for a period of
3 years, subject to availability of Work permit / Visa. For Joint Ventures, the tenure shall
be as per the local guidelines, at present for Indo Zambia Bank, the tenure is for 4 years.

ii. The tenure of posting of all IBTOs who are posted as "Trainee Officers" will be for a period
of 24 months. Officers performing Specialised functions or who have been recruited for
very specialised functions or who require a special exposure may be posted as Trainee
Officers for shorter durations also ranging from 6 months to 1 year depending upon
Bank's requirements.

iii. The placement of the Trainee officers in different overseas territories / countries will be
at the sole discretion of the Bank taking into consideration the background / experience
of the officer, his / her potential, category / specialised function for which recruited or
currently placed, etc. and also the Bank's specific requirements at various overseas
territories. The Bank may also endeavor to provide exposure to countries / centres with
active money markets like UK (London), USA (New York), Singapore, Brussels, etc.

iv. Officers posted abroad will have predetermined quantifiable targets set by the Bank,
which should be reviewed and revised, if necessary, periodically considering the
prevailing market conditions.

v. Performance of officers shall be reviewed annually against these targets.

vi. The Territorial Heads cannot change the functional area of an officer for which he/she has
been selected. However, within the said functional area, the Territorial Head may change
the placement of an lBO,taking into account specific needs / requirements of the territory.

vii. In case the performance is adjudged as below expectations, the bank may curtail the
tenure and recall the officer.

viii. Bank may have a special policy for difficult/ hard areas, in case the Bank commences
operations in such areas in future.

ix. As officer can be recalled back at any time before completion of his normal tenure on
account of unsatisfactory conduct or due to any vigilance/ non-vigilance matter against
him. Decision for recalling an officer shall be taken by a committee consisting of Managing
Director & CEO and Executive Director after receipt of recommendation / detailed report
from the International Banking Division. In such cases, the concerned officer being
recalled back may be made ineligible for any future overseas selection exercises, as
decided upon by the management.

9. SALARY, ALLOWANCES ETC.

i. The Salary and allowances of all the Officers / Executives (IBOs) shall be decided by the
Standing Committee formed by the Government for the purpose. For Joint Ventures, the
salary and allowances shall be as per the local guidelines, at present applicable to officers
posted at Indo Zambia Bank.

ii. As regards IBTOs, they will be paid salary at overseas centres as applicable to IBOs in that
respective scale.
 I}cp 3ihn i1i;I}c:J
Bank of Baroda
India's International Bank

a. No other facility as extended to regular expatriate officers like LTC, education

allowance, entertainment, etc. will be admissible to the Trainee Offices during the
duration of their posting abroad.

b. Halting allowance, would be payable as per standing committee norms as

applicable to IBOs. No other allowance of any kind will be admissible to the
Trainee officers during the duration of their posting abroad.

10. PROMOTION WHILE POSTED ABROAD

i. An officer during his tenure may be promoted as per the applicable promotion policy
guidelines in normal course.

ii. Officers promoted to Scale IV and above during their posting abroad may either be
continued against the same position / position of a higher scale in the same or in any other
overseas centre OR may be recalled back after identification of suitable substitutes in
their place. Competent Authority to decide on the above shall be the Managing Director &
CEO.

iii. All promoted officers/executives, including executives who are to be repatriated back to
India after identification of suitable substitutes in their places, shall be eligible to draw
the salary/perquisites as applicable to the higher scale in the respective overseas
territory, till such time they are not repatriated back to India.

iv. An IBTO (trainee officer), if promoted to the higher scale while posted abroad, may be
allowed to complete his / her remaining tenure at the respective overseas centre and may
not be repatriated back immediately. However, such officer, though will be deemed to be
notionally promoted from the date of promotion, will continue to draw the same stipend
for the remaining tenure at the respective overseas centre.

11. RESIGNATION

i. Resignation submitted by an officer while he/she is posted abroad, shall not be accepted.
The officer shall have to come back to India and report to his place of posting as decided
by the Bank and thereafter submit his / her resignation, which may be considered by the
Bank, subject to the guidelines of the Bank in force and the discretion of the Competent
Authority. Those who do not comply with the above requirement shall be repatriated,
with the help of Embassy / High Commission and may also entail taking of appropriate
legal action against them.

ii. Officers, who resign from the Bank's services as aforesaid, should obtain the Bank's prior
approval, in case they wish to take up employment with any of the Bank's constituents /
associates within -1- year of their resignation.

12. EXECUTION OF BOND

i.
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Bank of Baroda
India's International Bank

review from time to time as per Government guidelines or as decided by Bank. Waiver
may be granted by the Board of the Bank only in exceptional cases with due reason.

ii. An IBTO (Trainee Officer) will have to execute a stamped agreement / Bond that requires
them to serve the Bank for a minimum period of 3 years from the date of completion of
tenure as a "trainee officer" or in default thereof, to pay the Bank an amount of Rs. 10
lakhs.

13. COOLING PERIOD

i. An officer, after being repatriated from overseas territories after completion of his tenure,
will be eligible to apply / be considered for a second/ subsequent tenure at overseas
locations only after he has completed a cooling period of 2 years in India after his
repatriation. However, no officer shall be sent back to the same place of posting, unless
for some specific requirements of the Bank, as approved by the Competent Authority for
selection and also specific permission of the Government.

ii. Barring exceptional circumstances, no officer shall be considered for more than 2
overseas postings in the entire career. The Managing Director & CEO shall be the
Competent Authority to decide about selecting an officer / executive for a third tenure of
overseas posting, subject to the requirements of cooling period having been met.

iii. No IBTO will be considered for a second / subsequent tenure as a "Trainee officer".
Eligibility of such officers for the normal overseas selection exercise will also be
considered after a lapse of 1 year from the date of their repatriation as Trainee Officer.

14. OTHER PROVISIONS

i. All candidates selected for the overseas selection shall immediately take steps to submit
the documents required for obtaining work permit and VISA.

ii. Selection of candidates for overseas assignment is subject to vigilance clearance. Vigilance
Clearance is required to be obtained also at the time of departure for overseas assignment.

iii. New officers to be posted abroad as head of the branch shall be posted 15 days prior to
the completion of tenure of his predecessor in order to enable him to acquaint himself on
operational issues.

iv. The trainee officer will be entitled to only single / shared furnished bachelor
accommodation at the particular overseas centre. However, they may be permitted to
retain the family accommodation, if any, provided to them by the Bank at the last place of
posting if the family actually stays back at such place.

v. Trainee Officers will be required to take a suitable medical insurance cover for themselves
prior to departure and / or in the respective overseas territory where they are placed.
Bank will bear the cost of the same.

vi.
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Bank of Baroda
India's International Bank

vii. In the event of a person declining an overseas selection offer, he would not be eligible to
participate in any future overseas selection exercise for next three financial years.
Further, officers refusing offer of posting after selection and undergoing training etc. will
have to pay the entire expenses incurred on the officer to undergo these processes.
However, this clause may be waived in case the refusal by the officer is for any genuine
reasons / compassionate health grounds or for circumstances beyond the control of the
Officer or have arisen due to regulatory concerns. The Competent Authority to grant such
waiver shall be the Executive Director (holding charge of Human Resources).

viii. No retired officer shall be identified for heading a Subsidiary.

15. CODE OF CONDUCT

Officers with right aptitude, high integrity and dedication towards work shall be preferred.

16. PREMATURE REPATRIATION

i, If an officer is repatriated back to India at the Bank's instance for any reasons whatsoever,
before completion of his stipulated tenure, then the bond provisions shall apply on a pro-
rata basis w.r.t. both the period of service mandated and the amount specified. Ifhowever,
the officer is repatriated at his own instance, then the full bond provisions shall be
applicable.

ii. An officer can be repatriated back to India on his request on very compelling / exigent
circumstances involving family or on health grounds of self or dependents. In such
situations of pre-mature repatriation at the instance of the officer, the cost of repatriation
shall be borne by the individual officer. However, MD & CEO may waive the full bond
provisions and apply only pro-rata bond provisions even in the case of officers who are
repatriated pre-maturely at his/her own instance, in view of any exceptional
circumstances under which such pre-mature repatriation was necessitated.

17. MANAGING DIRECTOR & CEO'S DISCRETIONARY POWERS

i, Within the ambit of the overall policy directions given by the Board with regard to the
Bank's International operations, the International strategy and expansion plans, the
Managing Director & CEO shall be the competent authority to approve of new positions of
IBOs at Bank's overseas territories or to decide on upgradation of existing positions,
subject to meeting regulatory requirements of the host country.

ii, In view of complexities involved at overseas Centers and ever changing global
environment, Managing Director & CEO is authorized to decide the grade / Scale of the
Head at Overseas Subsidiaries.

18. ENABLING PROVISIONS

i. The terms and conditions of posting of Officers / Executives as India Based Officers (IBOs)
and India Based Trainee Officers (IBTOs) at Bank's overseas centres shall be as decided
upon by the International Banking Division from time to time, based on the
recommendation of the Standing Committee (as applicable in case of IBTOs) and duly
approved by the Board.
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Bank of Baroda
India's International Bank

ii. In the absence of the MD & CEO, the ED holding charge of Human Resources shall be the
Competent Authority for all matters prescribed under this policy. In case the post of MD
& CEO lED is vacant, then the available Whole time Director, as the case may be, would be
the Competent Authority, wherever MD & CEO is the Competent Authority

iii. MD & CEO (in his absence, the ED holding charge of Human Resources) shall decide on
any clarification I interpretation pertaining to this policy or make any modifications
thereof that may become necessary for facilitating and or implementing this policy or any
changes that may be warranted in this policy from time to time.

iv. This policy supersedes all other guidelines I policies with respect to the matters which
are covered herein.

19. SUNSET CLAUSE

The policy shall be valid for 3 years. However, it can be reviewed before its due date on account
of changes in Government guidelines in regard to placement of officials of the Bank in Overseas
Centers.

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