BRPD Circular Letter No 34: Regarding National Integrity Award (Amendment) Guideline - 2022

Bangladesh Bank
(Central Bank of Bangladesh)
Head Office
Motijheel, Dhaka-1000
Bangladesh.
Department: Banking Regulation and Policy Department BRPD Circular Letter No- 34 21 Bhadra 1429 Date: ----------------------- 5 September 2022 Managing Director/Chief Executive Officer All Scheduled Banks operating in Bangladesh. Dear Sir, Regarding 'National Integrity Award (Amendment) Guideline, 2022'. Reference is drawn to BRPD Circular No-08 dated: 08 August 2018 and BRPD Circular Letter No-29 dated: 04 December 2019 on the above subject.

2. Through the aforementioned circulars, instructions were issued to provide 'Integrity Awards' to suitable employees/officers to encourage, develop, and recognize the integrity practices of employees/officers of scheduled banks, in accordance with the 'Guideline on Providing Integrity Award' issued for this purpose. Subsequently, through the aforementioned circular letters, the said 'Guideline on Providing Integrity Award' was partially amended, and instructions were given to consider the English calendar year instead of the Bengali calendar year.

3. Now, to bring more systematic transparency and expand the scope in the field of providing Integrity Awards, the 'Guideline on Providing Integrity Award (Amendment), 2022' has been formulated by amending/amending/modifying the 'Guideline on Providing Integrity Award' formulated in 2018 for the employees/officers of banks. All scheduled banks will follow this guideline in providing the 'Integrity Award' for the fiscal year 2021-22.

4. These instructions are issued under the powers conferred by Section 45 of the Bank Company Act, 1991.

Yours faithfully,
(Md. Ali Akbar Farazi)
Director (BRPD)
Phone: 9530095

Formulated for the employees/officers of scheduled banks 'Guideline on Providing Integrity Award (Amendment), 2022' Banking Regulation and Policy Department Bangladesh Bank Head Office Dhaka.

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'Guideline on Providing Integrity Award (Amendment), 2022' for the employees/officers of scheduled banks

1. Background:
   After the National Integrity Strategy titled 'Building Golden Bengal: Faith: National Integrity Strategy' was approved in the Cabinet meeting in 2012, it was published by the Cabinet Division in the form of website, gazette, and booklet. The vision of the National Integrity Strategy is 'Happy-Prosperous Golden Bengal' and the objective is 'Establishment of Good Governance in State Institutions and Society'. In accordance with the decision of the National Integrity Advisory Council under the leadership of the Honorable Prime Minister and the Executive Committee of the National Integrity Advisory Council under the leadership of the Honorable State Minister, the National Integrity Strategy is being implemented. Ethical Committees have been formed in all ministries/departments/other state institutions for the implementation of the Integrity Strategy, and the Member-Secretary of the Ethical Committee is working as the Integrity Focal Point. All ministries/departments/other state institutions are formulating and implementing Integrity Action Plans for the implementation of the National Integrity Strategy. The issue of providing Integrity Awards along with other awards is included in the said Action Plan. Similar programs have been taken up in scheduled banks operating in Bangladesh parallel to the government's integrity program. Ethical Committees have been formed, Focal Points designated, and Action Plans formulated in all scheduled banks for the implementation of the National Integrity Strategy. Programs for providing awards to employees/officers are included in the Integrity Action Plan to encourage integrity practices. To bring more systematic transparency and expand the scope in the field of providing Integrity Awards, the 'Guideline on Providing Integrity Award (Amendment), 2022' has been formulated by amending/amending/modifying the 'Guideline on Providing Integrity Award' formulated in 2018 for the employees/officers of scheduled banks.

2. Objective:
   This guideline has been formulated for the purpose of providing awards to selected employees/officers of all scheduled banks operating in Bangladesh. In accordance with this guideline, awards must be provided annually to encourage integrity practices among employees/officers of banks.

3. Fields for Providing Awards:
   The following fields of the bank must be considered for providing Integrity Awards:

3.1 In the case of State-owned and Specialized Banks:
3.1.1 Employees of the two steps immediately below the Chief Executive of the bank (i.e., up to the third step);
3.1.2 Employees from the fourth step to the sixth step of the bank;
3.1.3 Employees from the seventh step to the lower steps below the bank;
3.1.4 Branch Managers of the bank*;
3.1.5 Staff of the bank.

3.2 In the case of Private and Foreign Banks:
3.2.1 Employees of the three steps immediately below the Chief Executive of the bank (i.e., up to the fourth step);
3.2.2 Employees from the fifth step to the seventh step of the bank;
3.2.3 Employees from the eighth step to the lower steps below the bank;
3.2.4 Branch Managers of the bank*;
3.2.5 Staff of the bank.

• Branch Managers will not be considered for awards in any other field;
  Staff means all other employees working in the bank such as Peon/Messenger/Watchman/Driver (excluding employees mentioned in paragraphs 3.1.1 to 3.1.4 and paragraphs 3.2.1 to 3.2.4).

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4. Evaluation Method:
   Employees/officers will be selected for providing this award based on the indicators (parameters) specified in the guideline and following the provided method. To recommend providing Integrity Awards in the field of integrity practices, the total 100 marks (as applicable) prescribed against the evaluation indicators mentioned in the tables below must be considered:

4.1 Integrity Award Evaluation Indicators for Employees of the two steps immediately below the Chief Executive of the bank (3.1.1) in the case of State-owned and Specialized Banks, and for Employees of the three steps immediately below the Chief Executive of the bank (3.2.1) in the case of Private and Foreign Banks:

Serial | Evaluation Indicator | Prescribed Marks

1. | Guidance of Integrity and Ethics | 10
2. | Leadership | 10
3. | Implementation of Institutional Objectives | 10
4. | Proper Financial Management | 10
5. | Efficiency in Decision Making | 10
6. | Encouragement in E-file Service Simplification and Reform Programs | 10
7. | Implementation of Annual Business Contracts | 10
8. | Implementation of Integrity Strategy Action Plan | 10
9. | Efficiency in Project Implementation | 10
10. | Fulfillment of Delegated Responsibilities from Superiors | 10
    Total | | 100

4.2 Integrity Award Evaluation Indicators for Employees from the fourth step to the sixth step (3.1.2) in the case of State-owned and Specialized Banks, and for Employees from the fifth step to the seventh step (3.2.2) in the case of Private and Foreign Banks:

Serial | Evaluation Indicator | Prescribed Marks

1. | Integrity and Ethics | 10
2. | Service Delivery to Beneficiaries | 10
3. | Professional Competence and Use of Information Technology (E-file, E-service, etc.) | 10
4. | Supervision and Monitoring of Subordinate Staff | 10
5. | Coordination in Team Work | 10
6. | Punctuality and Discipline | 10
7. | Diligence in Implementation of Annual Business Contracts and Integrity Strategy Action Plan | 10
8. | Duty Devotion and Self-motivated Initiatives | 10
9. | Interest in Innovation and Reform Programs | 10
10. | Fulfillment of Delegated Responsibilities from Superiors | 10
    Total | | 100

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4.3 Integrity Award Evaluation Indicators for Employees from the seventh step to the lower steps below (3.1.3) in the case of State-owned and Specialized Banks, and for Employees from the eighth step to the lower steps below (3.2.3) in the case of Private and Foreign Banks:

Serial | Evaluation Indicator | Prescribed Marks

1. | Integrity and Ethics | 10
2. | Professional Knowledge and Efficiency in Service Delivery | 10
3. | Behavior with Colleagues and Beneficiaries | 10
4. | Practice of Innovation and Reform Programs | 10
5. | Proficiency in Use of Information Technology | 10
6. | Punctuality and Discipline | 10
7. | Efficiency in File Management | 10
8. | Protection of Official/Information Confidentiality | 10
9. | Obedience and Loyalty | 10
10. | Fulfillment of Delegated Responsibilities from Superiors | 10
    Total | | 100

4.4 Integrity Award Evaluation Indicators for Branch Managers of the Bank:

Serial | Evaluation Indicator | Prescribed Marks

1. | Guidance of Integrity and Ethics | 10
2. | Ability to Coordinate and Lead | 10
3. | Proper Financial Management | 10
4. | Supervision and Monitoring of Subordinate Staff | 10
5. | Diligence in Implementation of Annual Business Contracts and Integrity Strategy Action Plan | 10
6. | Duty Devotion and Self-motivated Initiatives | 10
7. | Efficiency in Decision Making | 10
8. | Encouragement in E-file Service Simplification and Reform Programs | 10
9. | Efficiency in Project/Goal Implementation | 10
10. | Fulfillment of Delegated Responsibilities from Superiors | 10
    Total | | 100

4.5 Integrity Award Evaluation Indicators for Employees of the Bank:

Serial | Evaluation Indicator | Prescribed Marks

1. | Integrity and Ethics | 10
2. | Efficiency in Service Delivery | 10
3. | Behavior with Colleagues and Beneficiaries | 10
4. | Protection of Official/Information Confidentiality | 10
5. | Awareness of Health, Environment, and Official Safety | 10
6. | Punctuality and Discipline | 10
7. | Obedience and Loyalty | 10
8. | Cleanliness and Tidiness | 10
9. | Wearing Appropriate Dress | 10
10. | Fulfillment of Delegated Responsibilities from Superiors | 10
    Total | | 100

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5. Determination of Eligibility for Award:

5.1 To be considered for providing Integrity Awards, employees/officers must have worked in the respective bank for a minimum of 3 (three) years.

5.2 Awards will be provided to the highest scorer in each category based on evidence as much as possible against the award indicators.

5.3 If the total score obtained by any employee/officer is less than 80, he/she will not be considered for the Integrity Award.

5.4 If any complaint against an employee/officer is under investigation/disciplinary/criminal case is ongoing/he is punished in the case, he/she will not be considered for the Integrity Award.

5.5 If the scores obtained by multiple employees/officers are the same, the best employee will be selected jointly, and each will be awarded separately.

5.6 If an employee/officer has received the Integrity Award once, he/she will not be considered for receiving the award again within the next 3 years due to transfer, promotion, or any other reason changing the office/workplace. In cases where transferable jobs are applicable, the previous workplace's certificate must be obtained.

6. Formation of Selection Committee for Providing Integrity Award:

6.1 A selection committee formed by the Chairman of the bank leading and two other members of the Board of Directors in coordination will select one employee from among the employees mentioned in paragraph 3.1.1 or paragraph 3.2.1 for providing awards.

6.2 A selection committee formed by the Chief Executive of the bank leading and the Head of the Human Resources Department in coordination will select one employee in each field from among the other employees/officers mentioned in paragraph 3.1 or paragraph 3.2 (excluding the employees mentioned in paragraph 6.1). The selection committee will take the opinion of the head of the respective regional office of the bank where applicable.

6.3 The award to the employees/officers selected by the selection committee must be approved by the Bank's Board of Directors before providing the award.

7. Value of the Award:
   The employees/officers finally selected for the award will be provided with one Certificate, one Crest, and an amount equal to one month's basic salary as an award. However, the amount equal to the basic salary earned in the month previous to the month in which an employee/officer is selected for the award will be received as the award.