IBPS Released Calendar for Clerk, PO/MT, RRB Office Assistant, and Officers 2025-26

The tentative exam schedule for the Common Recruitment Process (CRP) for Public Sector Banks (PSBs) and Regional Rural Banks (RRBs) for the 2025–2026 recruitment cycle has been released by the Institute of Banking Personnel Selection (IBPS). For a number of positions, including Office Assistants, Officer Scale I, II, and III, Probationary Officers (PO/MT), Specialist Officers (SPL), and Customer Service Associates (CSA), the timetable contains dates for preliminary, main, and single exams.

IBPS RRBs 2025-26 Exam Schedule

Exam	Date
Office Assistant Prelims Exam	30 August, 6-7 September 2025
Office Officer Scale-I Prelims Exam	27 July, 23 August 2025
Officer Scale-II, III Single Exam	13 September 2025
Officer Scale-I Mains Exam	13 September 2025
Office Assistants Main Exam	9 November 2025

IBPS Clerk (CSA) 2025-26 Exam Schedule

Exam	Date
Prelims Exam	6-7, 13-14 December 2025
Mains Exam	1 February 2026

IBPS PO/MT 2025-26 Exam Schedule

Exam	Date
Prelims Exam	4, 5, 11 October 2025
Mains Exam	29 November 2025

IBPS SO 2025-26 Exam Schedule

Exam	Date
Prelims Exam	22-23 November 2025
Mains Exam	4 January 2026

• Click here to Download IBPS Exam Calendar 2025-26

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AIBOC’s 13th Triennial General Council Resolves to Key Issues in PSU Banks

The 13th Triennial General Council of the All India Bank Officers’ Confederation (AIBOC) took place at Comrade Santha Raju Mancha, Srimanta Sankaradeva International Auditorium, Guwahati, from 7 to 9 July 2024. The council concluded with significant resolutions aimed at fortifying the public sector banking in India.

Resolutions on Extra-Hours Work and Transfer Policy Reform

AIBOC has urged the Indian Banks' Association (IBA), respective bank managements, the Department of Financial Services (DFS), and other regulatory authorities to recognise the necessity of regulated working hours for bank officers. The council emphasised the need for strict instructions against calling officers to work on holidays.

The council also demanded a codified transfer posting guideline to minimise discomfort for officers by ensuring postings within their linguistic zones. The policy should prevent the use of transfers as a demotivating tool.

Mis-Selling of Third-Party Products and Threat of Privatisation

The general council addressed the issue of mis-selling third-party products(TPPs). It called upon the IBA, bank management, DFS, and regulatory bodies to stop this practice and implement immediate corrective measures.

AIBOC strongly opposed the privatisation of public sector banks, urging the Government of India, IBA, DFS, and other authorities to consider the potential compromise of economic sovereignty that privatisation could bring.

Call for Recruitment, No to Outsourcing

AIBOC called for an end to outsourcing core activities to private agencies and emphasised the need for regular recruitment to ensure adequate human resources in banks.

Highlighting the disparity in staff between public and private sector banks, the council resolved to mobilise efforts to increase recruitment in public sector banks. As of March 2024, public sector banks employed significantly fewer staff compared to private banks. AIBOC also urged the government and bank management to appoint non-workmen (officers) as directors on the boards of banks, enhancing representation and governance.

Pension Reforms

The 13th Triennial General Council of AIBOC resolved to spearhead a unified struggle for the restoration of the old defined pension scheme by bringing together banking trade unions and unions from other Public Sector Undertakings and financial institutions. Additionally, AIBOC aims to form a joint committee with trade unions across various sectors, including government and public services, to collectively demand the reinstatement of the old pension scheme. The council also strongly demanded the resolution of the long-pending issue of pension updation within a specified timeframe.

Merger of Regional Rural Banks (RRBs)

The AIBOC General Council reiterated their demand for the merger of RRBs with their respective sponsor banks to ‘enhance efficiency and viability within the banking sector’.  

The General Council saw the reelection of P M Balachandra as President and Rupam Roy as General Secretary. Both will serve a three-year term, along with the newly elected Executive Committee, effective from 9 July, 2024. The open session on the evening of 7 July featured a large solidarity march, showcasing the cultural diversity of the North-Eastern Region with performances by the troupe of ‘Purbaranga’. Prominent figures from the banking trade union movement, including C H Venkatachalam, General Secretary of AIBEA, participated in the march led by President P M Balachandra.

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This PSU bank will use Digital Technology for Transfer and Posting of Officers

Punjab National Bank(PNB) – one of the largest public sector banks in India is actively planning to use digital technology for transfer and posting of officers. Recently, PNB has launched ‘UDAAN’ portal to assess the performance of employees and as per the reports, transfers and postings would be determined and implemented through UDAAN portal and Circle Heads can only change 10% of such postings.

All India Punjab National Bank Officers’ Association has taken up this matter with the MD and CEO. AIPNBOA has requested the top management to address the shortcomings and issues that may arise due to use of technology in transfer and posting.

Performance Assessment Based on Tenure: Officer A was posted in a branch for eight months, during which the year-over-year performance declined. Officer B was then posted in the same branch for four months and managed to bring remarkable improvements. However, the digital system might unfairly penalize Officer B for the overall decline, failing to recognize the efforts and context of the shorter tenure. A more human-centric approach would consider the qualitative improvements and efforts made by Officer B during their tenure.

In cases where a branch manager has brought in significant business but faces a setback due to the withdrawal of a big-ticket deposit, the system would consider it as a performance issue. However, the Circle Head is aware of the manager’s capabilities.Quarterly Performance Reviews for Marketing Officers: Marketing officers often face issues when their performance is assessed quarter on quarter. A single bad quarter can skew their overall evaluation, disregarding external factors and cumulative progress made over a more extended period. A digital assessment system may not accurately capture the complexity of their work and the incremental improvements vital for long-term success.

Currently, officers are divided into two categories: those working in the field and those in administrative offices. If transfer and posting decisions are solely based on officers’ preferences, it would perpetuate a permanent divide. In the past, there was a practice of rotating officers between administrative offices and the field, allowing everyone to experience both aspects of the job. However, this practice has been abandoned, leading to one segment feeling dominant over the other.

These examples highlight the limitations of a digital approach in evaluating and managing human resources. What you think of this approach, let us know in the comment section.

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Salary of Officer in PSU Banks after 12th Bipartite Settlement: Check Salary Slip

The salary of a bank officer can vary depending on factors such as the country or region where they work, the size and type of the bank, their level of experience, and their educational qualifications. In general, bank officers typically earn a competitive salary that reflects their responsibilities and expertise.

As of my last knowledge update, in the India, the average salary for a bank officer ranged from around Rs.7,00,000 to Rs. 30,00,000 per year, depending on the factors mentioned above. Senior bank officers or those working in larger banks or financial institutions may earn salaries at the higher end of this range.

It's important to note that salaries can vary significantly based on the factors mentioned earlier, so it's best to consult up-to-date sources like job listings, salary surveys, or official data from government agencies or banking associations to get a more accurate picture of current salary ranges for bank officers in your area or the specific bank you are interested in.

Sample Salary Slip of Scale- 1 Officer in PSU Banks

 

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Bank Officers Union announces All India strike against New Transfer Policy

The All India Bank of Baroda Officers’ Association has declared a strike in protest against the bank management’s new anti-officer transfer policy. According to the circular, officers who have completed 6 years in the officers’ cadre within their current zone can request a transfer to another zone of their preference after this period. The union views this policy as unjust due to the lengthy 6-year duration and is demanding a reduction in the required duration.

The BOB Officers’ Union has threatened an All India Strike if the revised transfer policy is not revoked. They argue that the current policy imposes undue hardship on officers and are advocating for a more flexible approach to transfers.

• Black Badge/Black ribbon wearing from Monday, 29th April.

• Submission of Memorandum to all Regional Heads addressed to our Bank’s MD&CEO by team of Office bearers/Activists on 30th April 2024 evening.

• Demonstrations outside all Regional Offices on one evening during the period 1st May to 4th May 2024, taking into account the election model code of conduct as applicable in the relevant area.

• All India Strike on 7th June 2024, after General Elections are over. In the meantime, we shall serve Strike Notice to the Bank.

The last year transfer policy/IZT were exercised with criteria of 3 years for lady officers and 4 years for Male officers and now with policy being changed to 6 years, the sudden increase in the minimum relaxation tenure for this IZT(Inter Zone Transfer) exercise is creating panic among the officers and demoralising concerned officers and their family members, who have been posted outside the parent zone during previous IZT exercises.

Earlier officers with age of 55 are eligible for retransfer to their parent zone or to the zone of their choice, now in this IZT policy the age criteria has been increased to 58 years which is ruthless.

The IZT policy eligible period for the employees being 6 years is very long and staying away from families is unbearable, which adversely impact family life of the officer’s.

Since 2019 there is no recruitment in Bank and all previous IZT batches have been retransferred with 3 / 4 years ( lady staff 3 years) criteria, Management’s sudden shift to 6 Years minimum tenure is demoralizing officer employees as there is no work life balance in our bank due to IZT Transfers.

Many of the lady officers were undergoing fertility treatments and still were transferred midway and suffered due to delay in treatment due to IZT Still there are some officers whose IZT request has been rejected in earlier IZT exercises for shortage of a day or two with respect to the cutoff date. But these officers has been identified by the Management during the IZT 2019-20 and relieved late by the respective zonal office/regional office which in turn effected the officers during retransfer to the parent zone.

The Management is thinking that they have given enough concession for women and men under the IZT policy but they have forgotten that most of the employees who have undergone IZT posting have been undergoing physical and mental agony, since many of the officers have left their families back at their parent zone due to health problem of parents/in laws, nontransferable employment of spouse, education problem of children etc. This IZT policy has further demotivated and shut down the hope of these officers of getting back to their family.

Every year all the officers of the bank are obeying the instructions of the top management and undergoing the IZT even though they are facing some personal problems with a hope that they will be transferred back to the parent zone after completion of 3 years’ service.

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Salary chart of officers after 12th Bipartite Settlement

Bank employee unions and the Indian Banks' Association have agreed to a 17% annual wage hike, which will result in public sector banks spending around Rs 8,284 crore more per year. Starting from November 2022, approximately 8 lakh bank employees will benefit from this wage increase. This agreement will lead to significant pay raises for bank employees across India.

A joint note has been agreed upon by the parties to recognize all Saturdays as holidays. However, this is subject to government approval, and the revised working hours will come into effect only after the approval.

Also Read : Salary chart of Award staff after 12th Bipartite Settlement

The new pay scales have been formulated by merging Dearness Allowance corresponding to 8088 points and additional load. The new wage settlement also entitles women employees to one day of sick leave per month without needing a medical certificate.

Additionally, accumulated privilege leave can be encashed up to 255 days upon retirement or in the event of an employee's death while in service.

IBA Chief Executive Officer Sunil Mehta highlighted the significance of the agreement, stating that it marks a milestone for the banking industry. Retired employees are also set to benefit, with the agreement stipulating that a monthly ex-gratia amount will be paid in addition to the pension or family pension provided by Public Sector Banks, including SBI, for those eligible to draw pension on or before October 31, 2022.

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AIBOA office bearers meeting-Discussion of Officers Salary-Latest Updates of 12th Bipartite Settlement

AIBOA office bearers meeting held today at 8pm on Google meet.

Most of the office bearers attended. Some important topics has been discussed by office bearers in the meeting like...

#Basic Pay

Scale-I 48480-85920

Scale-II 64820-93980

Scale-III  85900-98320

Scale-IV  102940-120960

Scale-V 120940-135000

Scale-VII 156000 -173800

# Increment Slabs of Rs.2000 

# HRA 8%,9% 10%

# DA 2016. 100 index

# JAIIB one increment and CAIIB two increments

# LFC monetization

Scale- II and above 99000/- per member for four members.

Dependant eligible- Rs 24000

Hope next week all will be finalised and from AIBOA eight office bearers will go to signed the agreement 

Full details of final pay structure and others will be available after signing agreement.

So please be connect with us for another main thing five days banking will be announced immediately may be in the budget session but it is in almost final stage.

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Salary chart of Substaff,Clerical Staff and Officers after 12th Bipartite Settlement (Tentative)

In the recent concluded 12th BPS settlement between IBA and Bankers Union, it is decided to have 3.00% load factor on basic pay. The overall hike will be 17%.

Load factor is the actual hike in the basic pay other than merger of Dearness allowances. The proposed merger of DA is considered as 44.24%. The load factor is calculated on Merged Basic Pay with 3.00% load.

Substaff:-

Officers:-

Clerical Staff:-

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