Human Resource Policy for Rural and Community Banks, July 2018

The human resource policy establishes the rules and procedures for recruitments, labor conditions, conditions of service, remunerations of employees, and human resource administration. The rules and procedures defined in this manual apply to all employees of the company and should be used to guide day-to-day decisions in Human Resource Management. The objectives of the HR policy are to promote a personnel environment which is in harmony with the corporate values of the company and optimizes the employees' contributions to the institution. It is the Bank's policy to treat each employee fairly, equally, with dignity, and as respected individuals who are the most valuable asset of the institution. The Bank is committed to equal opportunity and values the diversity of employees. Equal opportunity shall therefore be provided for all employees and applicants for employment on the basis of their demonstrated ability and competence without discrimination on the basis of their age, citizenship, color, disability, marital status, national origin, race, religion, personal appearance, family responsibilities, matriculation, political affiliation, sex, and sexual orientation, or other unlawful forms of discrimination. The Bank is an institution of public trust, and management and employees have a key responsibility of upholding this trust. Any actions of staff members that result in or give the appearance of misconduct or conflicts of interest will weaken public confidence in the company. It is therefore the Bank's objective to promote the welfare as well as behavior of its employees in the workplace and to maintain high standards of professional conduct and work performance. The HR Policies and Procedures are to be approved by the Board of Directors after being reviewed and accepted by the Management of the company. Upon delegation by the Board, the management is responsible for approving non-substantial changes in the Policy and Procedures. The General Manager/HR Manager is responsible for ensuring adherence to the HR policy and to propose modifications when needed. The HR committee was formed to ensure fairness in the existing salary structure, discuss performance of staff for necessary salary increments and promotions necessary for the development of the company, approve the general remuneration and benefits packages, solve general disagreements or complaints if need be, and any other pertinent issues concerning employees. Recruitment decisions are based on competencies and job-related criteria. The manner of recruitment is decided at the sole discretion of the management. After a vacancy announcement has been made, the GM/HRM is responsible for the handling of the recruitment process. The desirability and recruitment of committed staff is essential for the growth of the Bank. Recruitment must therefore be conducted in a manner that is fair, objective, and legally defensible. The recruitment process involves the preparation and publication of a vacancy announcement in a widely circulated medium. The vacancy should clearly state the position, the responsibilities attached to the position, and the qualification or level of experience needed to carry out the task. The geographical area of operation should likewise be stated. All applicants will submit application letters, current curriculum vitae, letters of reference, and all relevant certificates. The received applications are collected and filled for six months, serving as a pool for further recruitment within the period of six months to save time and cost. The GM/HRM is responsible for screening the applicants to identify the best candidates. The short-listed applicants are registered and invited to write an aptitude test, where applicable. The pass mark of the test is based on the average score of a group of applicants at a particular time. For such positions such as Head of Department and specialized areas, the aptitude test may not apply. Interview sessions are necessary for all external recruitments, and the panel for the interview shall usually be composed of the Unit Head (either Branch or Head Office) and a GM or HRM or another person with technical knowledge in the area. The members of the panel shall fill an interview assessment form after the interview is completed. The interview assessment form and evaluation reports will be placed in the personal file of the selected candidates. After the interview, references of selected candidates are cross-checked.