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Here are the details of Branch Manager- Commercial Banking job in ICICI Bank
Key
Deliverables:
* Oversee and generate sales - Trade and CMS Fees; Average Current Account Float; Forex Turnover through Inward and Outward remittances and Inward and Outward Collection Bills and mobilisation of Fixed Deposits at Card rates. * The incumbent is expected to lead a team of Account and Trade Managers. Core delivery of aforementioned parameters are judged both in absolute terms and in terms of penetration per client.
Key
Skills:
* Hands on experience of Trade Finance and Documentary Credits. * Sound knowledge of RBI regulations on Imports, Exports, ECB, Overseas Direct investments, Foreign Direct Investments etc; DGFT rules; Exim Policy etc. * Sound knowledge of ICC rules on Documentary Credits, Relationship banking skills, Ability to manage multiple interfaces * Qualifications:- Graduates/Post Graduates with minimum 8 of experience in Commercial Banking/Trade Finance.
Recruitment of Bank Staff 6.1 When recruiting to the bank, the principles of the Trust’s Recruitment and Selection procedures should be adhered to. The Recruitment Flowchart is in Appendix 1. The following action should take place prior U to bank staff working for the U Trust:• All new applicants to the bank should complete an application form • A formal interview Umust be arranged to assess the candidate’s suitability for a U bank contract and be conducted by at least two people, one of whom should have attended the Recruitment and Selection training
• References will be requested by the Human Resources Department • Medical clearance must be sought • Criminal Records Bureau checks must be undertaken if appropriate • Appropriate certificates and registration should be checked Bank staff should not be allowed to work until the process is complete
8. Payment 8.1 Payment shall be made in accordance with the Agenda for Change terms and conditions. 8.2 Incremental progression shall be paid upon completion of one year’s service provided that she/he has worked not less than the required hours for the grade during that 12 month period i.e. 488 hours. Where on completion of a 12 month period as bank staff, the total hours worked equate to less than required number of hours an increment becomes due as soon as that minimum number of hours service has been accrued. The 12 month period will then commence from the new date for incremental progression. Bank Staff are responsible for retaining copies for their time sheets in order to demonstrate that they have worked sufficient hours to warrant incremental credit. Applications for incremental credit should be made via line managers to the Human Resources Department. 8.3 Staff who are multi-post holders on AFC terms and conditions, incremental progression for their bank work will occur on the incremental date of the substantive contract for any work performed in the same or lower grade. Any bank work performed on a higher grade paragraph 6.2 will apply.
10. Time Sheets 10.1 Bank staff should make a claim for hours worked on the appropriate bank time sheet. Bank staff are responsible for the security of their time sheets. 10.2 Managers or other authorised signatories should ensure prior to authorisation of bank staff time sheets that:• The time sheet is completed in full • All entries relating to their area are signed in full (dittos must not be used) • The information given is correct and it has been certified that the work has been undertaken • The sheet is correctly coded and graded • Is authorised in a timely fashion in order to meet deadline for payment • Deadline for payroll processing 5P th of month P 10.3 The individual should:• Enter their Payroll number on the time sheet • Not use correction fluid to make amendments, any errors should be crossed out and signed • Not use dittos to complete columns and must show the figures clearly • The times and hours entered on the sheet currently reflect those worked • Ensure the time sheet is submitted to bank co-ordinator after authorisation on a monthly/weekly basis (as appropriate) • Failure to submit timesheets prior to the deadline for Payroll processing (5P th of P
month) will result in a delay of payment • Only one time sheet must be used per month/week and include all areas/departments of work 6 • Meal breaks and other breaks are on an unpaid basis and should be deducted from the total hours claimed • Original time sheets must be submitted to Payroll/Staff Payments, as photocopies will not be accepted. Only one original time sheet per person will be processed by Payroll/Staff Payments • Anyone finding difficulty in completing bank time sheets should contact the Payroll/Staff Payments Department 11. Sickness Any periods of sickness should be notified to the manager/co-coordinator and dealt with in accordance with the Trust’s sickness absence policy. There is no entitlement to occupational sick pay. 11.2 Bank staff may be eligible to receive statutory sick pay in accordance with Benefit Agency regulations provided they meet the required earnings level and submit the appropriate sick notes. 11.3 Should sickness absence be due to a work related injury in Trust employment, advice should be sought from Human Resources and or Occupational Health as appropriate. 15. Training 15.1 Bank staff will be linked to an identified Manager, usually a Team Leader who will then provide mentorship/preceptorship. 15.2 In order to remain employed on the bank, all bank staff must complete the mandatory training requirements for their discipline on an annual basis. (Please refer to the Training and Development Policy).
15.3 Managers must ensure attendance on mandatory courses. 15.4 Failure to attend the mandatory courses during the financial year will result in the individual being unable to work any shifts until successful completion of the course. 16. Continuous Personal Development 16.1 All bank staff must undergo a Performance Development Review on an annual basis with an identified manager. See 15.1 16.2 Any mandatory training needs should be identified and addressed. 16.3 Any other training/development needed to fulfil the role should also be identified and access made available.
Key
Deliverables:
* Oversee and generate sales - Trade and CMS Fees; Average Current Account Float; Forex Turnover through Inward and Outward remittances and Inward and Outward Collection Bills and mobilisation of Fixed Deposits at Card rates. * The incumbent is expected to lead a team of Account and Trade Managers. Core delivery of aforementioned parameters are judged both in absolute terms and in terms of penetration per client.
Key
Skills:
* Hands on experience of Trade Finance and Documentary Credits. * Sound knowledge of RBI regulations on Imports, Exports, ECB, Overseas Direct investments, Foreign Direct Investments etc; DGFT rules; Exim Policy etc. * Sound knowledge of ICC rules on Documentary Credits, Relationship banking skills, Ability to manage multiple interfaces * Qualifications:- Graduates/Post Graduates with minimum 8 of experience in Commercial Banking/Trade Finance.
Recruitment of Bank Staff 6.1 When recruiting to the bank, the principles of the Trust’s Recruitment and Selection procedures should be adhered to. The Recruitment Flowchart is in Appendix 1. The following action should take place prior U to bank staff working for the U Trust:• All new applicants to the bank should complete an application form • A formal interview Umust be arranged to assess the candidate’s suitability for a U bank contract and be conducted by at least two people, one of whom should have attended the Recruitment and Selection training
• References will be requested by the Human Resources Department • Medical clearance must be sought • Criminal Records Bureau checks must be undertaken if appropriate • Appropriate certificates and registration should be checked Bank staff should not be allowed to work until the process is complete
8. Payment 8.1 Payment shall be made in accordance with the Agenda for Change terms and conditions. 8.2 Incremental progression shall be paid upon completion of one year’s service provided that she/he has worked not less than the required hours for the grade during that 12 month period i.e. 488 hours. Where on completion of a 12 month period as bank staff, the total hours worked equate to less than required number of hours an increment becomes due as soon as that minimum number of hours service has been accrued. The 12 month period will then commence from the new date for incremental progression. Bank Staff are responsible for retaining copies for their time sheets in order to demonstrate that they have worked sufficient hours to warrant incremental credit. Applications for incremental credit should be made via line managers to the Human Resources Department. 8.3 Staff who are multi-post holders on AFC terms and conditions, incremental progression for their bank work will occur on the incremental date of the substantive contract for any work performed in the same or lower grade. Any bank work performed on a higher grade paragraph 6.2 will apply.
10. Time Sheets 10.1 Bank staff should make a claim for hours worked on the appropriate bank time sheet. Bank staff are responsible for the security of their time sheets. 10.2 Managers or other authorised signatories should ensure prior to authorisation of bank staff time sheets that:• The time sheet is completed in full • All entries relating to their area are signed in full (dittos must not be used) • The information given is correct and it has been certified that the work has been undertaken • The sheet is correctly coded and graded • Is authorised in a timely fashion in order to meet deadline for payment • Deadline for payroll processing 5P th of month P 10.3 The individual should:• Enter their Payroll number on the time sheet • Not use correction fluid to make amendments, any errors should be crossed out and signed • Not use dittos to complete columns and must show the figures clearly • The times and hours entered on the sheet currently reflect those worked • Ensure the time sheet is submitted to bank co-ordinator after authorisation on a monthly/weekly basis (as appropriate) • Failure to submit timesheets prior to the deadline for Payroll processing (5P th of P
month) will result in a delay of payment • Only one time sheet must be used per month/week and include all areas/departments of work 6 • Meal breaks and other breaks are on an unpaid basis and should be deducted from the total hours claimed • Original time sheets must be submitted to Payroll/Staff Payments, as photocopies will not be accepted. Only one original time sheet per person will be processed by Payroll/Staff Payments • Anyone finding difficulty in completing bank time sheets should contact the Payroll/Staff Payments Department 11. Sickness Any periods of sickness should be notified to the manager/co-coordinator and dealt with in accordance with the Trust’s sickness absence policy. There is no entitlement to occupational sick pay. 11.2 Bank staff may be eligible to receive statutory sick pay in accordance with Benefit Agency regulations provided they meet the required earnings level and submit the appropriate sick notes. 11.3 Should sickness absence be due to a work related injury in Trust employment, advice should be sought from Human Resources and or Occupational Health as appropriate. 15. Training 15.1 Bank staff will be linked to an identified Manager, usually a Team Leader who will then provide mentorship/preceptorship. 15.2 In order to remain employed on the bank, all bank staff must complete the mandatory training requirements for their discipline on an annual basis. (Please refer to the Training and Development Policy).
15.3 Managers must ensure attendance on mandatory courses. 15.4 Failure to attend the mandatory courses during the financial year will result in the individual being unable to work any shifts until successful completion of the course. 16. Continuous Personal Development 16.1 All bank staff must undergo a Performance Development Review on an annual basis with an identified manager. See 15.1 16.2 Any mandatory training needs should be identified and addressed. 16.3 Any other training/development needed to fulfil the role should also be identified and access made available.
