Você está na página 1de 9

Vision Statement

Establish Islamic banking as banking of first choice to facilitate the implementation


of an equitable economic system, providing a strong foundation for establishing a fair and
just society for mankind.

Mission Statement

To be a premier Islamic bank, offering a one-stop shop for innovative value added
products and services to our customers within the bounds of Shariah, while optimizing
stakeholders value through an organizational culture based on learning, fairness, respect
for individual enterprise and performance.

PERFORMANCE MANAGEMENT POLICY


Meezan Bank Limiteds performance appraisal system is improved and upgraded from
time-to-time in-line with the Banks requirements, as well as with industry practices.
Performance Assessment should be more than a past-oriented activity that criticizes or
praises employees for their performance in the preceding year.
GENERAL GUIDELINES
3)

OBJECTIVES OF PERFORMANCE APPRAISAL

a. Improving the performance of the Bank and its staff members;


b. Laying a solid foundation for relationships between staff and management;
c. Clarifying performance targets for all;
d. Using the process for career planning and professional development of staff;
e. Review of salary, assignment and career path;
f. Award of bonuses; and
g. Promotion to higher salary category and functional responsibilities.
4)

ROLE OF IMMEDIATE SUPERVISOR AND BRANCH MANAGER / UNIT HEAD

Performance appraisal is an interactive exchange between the immediate supervisor and


staff member(s) reporting to him/her. The Branch Managers and Department Heads will
bear the ultimate responsibility for successful completion of the exercise.
5)

PROCESS FLOW

Human Resource Department will forward the Appraisal Form and guidelines on the
appraisal process to all Branches / Departments for the annual appraisal exercise.
6)

PROMOTION TO HIGHER GRADES

Meezan Bank will promote certain number of people to recognize their professional
achievements and provide them career progression in-line with their performance.
Decision in this regard will be taken in consultation with respective Manager, Regional
Manager and Department Head. Requirements are received from operating units for staff
of higher seniority to suit their operational needs.
7)

PERFORMANCE OF BRANCH / UNIT

When competing for promotions to higher grades, overall performance of a Branch,


Region or Department will also be a factor in considering promotion recommendations.

COMPENSATION POLICY
Employee compensation may be the single most vital aspect of business. Compensation
is the payment a business gives to its employees in exchange for their services.
While the most common forms of cash compensation is monthly salary, compensation
also may include commissions, performance linked incentives, bonuses based on the
performance of the business, equity in the business in the form of stock options, and/or
fringe benefits. In addition to cash compensation, businesses often provide their
employees with group benefits such as group insurance (medical, dental, term life, etc.),
the availability of flexible healthcare spending accounts, disability insurance, retirement
benefits, sick days, vacation time, and/or other benefits.
Businesses succeed or fail based on the quality of employees work, and compensation
generally is considered the most important factor in attracting and retaining quality
employees.
MONTHLY SALARY PAYROLL
Branches will ensure that all salary amendments (Joining, transfers, salary account
numbers, salary stoppage request etc.) must reach the Human Resource Department
latest by 15th of every month via e-mail. Staff monthly salary will be disbursed before the
end of that month.
ADVANCES AGAINST SALARY
Employees in need of funds for an emergency may be allowed advance against salary
for the particular month to be adjusted in full at the time of monthly payroll. Since this
facility is only meant for emergencies, no staff member is allowed to avail this facility more
than two times a year.
An employee wishing to avail this facility should make a request through HRMS for salary
advance duly recommended by the Line Manager/ Department Head. In case of
emergency, the employee could use email facility to inform his/her Line Manager/
Department Head but will have to later incorporate that request in HRMS.
The request is approved by the Head of Human Resource and forwarded to the Finance
Department for disbursement.
Sub-Payroll (for some specific employees) is executed on 5th, 10th and 15th of each
month for advances against salaries. In case the date falls on a holiday, the sub-payroll
execution is forwarded to the next working day.

PAY SCALE
The pay scale has been developed incorporating feedback from a banking industry salary
survey. The bank will follow its pay scales in vogue at the time when offering salaries.
The pay scale is a confidential document and Head of HR is custodian of the same.
The pay scale may be amended based on recommendation of HR and approval of the
HR Committee.
SALARY STRUCTURE
Basic
House

Basic Salary

Rent

Utilities

Medical
Other

Allowance

Gross

45% of
basic

10% of
basic

10% of
basic

16.67% of

Gross
Salary

salary

salary

salary

basic salary

MEDICAL POLICY
The Bank recognizes the importance of medical assistance benefits that give the peace
of mind to an individual to focus on job functions without having to worry about financial
risks in the event of hospitalization.
The following Guideline & Procedure are to be read in conjunction with the policy on the
same.
The medical benefit is of two types;
OUT-PATIENT
The out-patient coverage is as per the following;
A)

ELIGIBILITY:

Employees in grade of SEVP I & above are entitled to claim outpatient medical
reimbursement (administered by the bank) on actual basis for medical treatment in
Pakistan in addition to the hospitalization and maternity Takaful coverage.
B)

SCOPE:

The scope of treatment is as follows:


a) Consultation charges of a registered medical practitioner.
b) Expenses of Dental, ENT or Eye testing charges (excluding Orthodontics, Cosmetic
Dentistry, Teeth Whitening, Optical Glasses, Hearing Aids etc.)
c) Cost of medicines, injections, drips etc. prescribed by a registered medical practitioner.
d) Expenses for the X-ray, Ultrasound, ECG, Pathological Test or any other medical
investigation
HOSPITALIZATION
Meezan Bank has instituted hospitalization and maternity benefit plans for all regular &
contract employees through health Takaful operator (The company which is providing
health Takaful services to MBL).
A)

ELIGIBILITY:

All regular and contract employees up to the age of sixty five (65) years and their
immediate family members (spouse and dependent children) are eligible to benefits under
this policy.

Dependents are defined as below:

Spouse: Husband/Wives only up to the age of sixty five (65) years.


Son: Unemployed son(s) up to the age of twenty five (25) years.
Daughter: Unmarried daughter(s) without any age restriction as long as she is
financially dependent on employee.

At the time of joining MBL, each employee will be required to provide particulars of their
immediate family members (spouse and children) to the Human Resources Department,
and should update the personal details of any changes that may occur over time.
Dependents whose details are not updated in HRMS will not be considered eligible under
this policy.
B)

LIMITS:

Hospitalization due to sickness or accidental injury is covered, on the recommendation of


a registered medical practitioner.
MATERNITY BENEFIT:
Covers all ante-natal, childbirth (delivery) and post-natal treatment for the mother when
admitted as a registered in-patient to a hospital, subject to maximum available limit as per
entitlement.
Normal Delivery limit covers all expenses related to Normal (SVD/Breach/Forceps)
delivery routine hospital and general services charges incurred on Individual
Covered and newborn child expenses during the mothers confinement.
Complicated Delivery limit: In the event where following complications arise, this
limit is increased to the amount stated above or in the Participant Specific
Schedule (PSS).
REIMBURSEMENT PROCESS
Takaful operator will reimburse all reasonable and customary charges under this scheme
for medical necessary services utilized outside at Panel/ Non-Panel hospitals.
Reasonable and customary charges means charges for medical care which shall be
considered by the Takaful operator or its medical advisers to be reasonable and
customary to the extent that they do not exceed the general level of charges being made
by others of similar standing in the locality where the charges are incurred when giving
like or comparable treatment, services or supplies to individuals of the same sex and of
comparable age for a similar disease or injury.

LEAVE POLICY
The objective of this guidelines & procedure is to provide and regulate leave facility to
employees for certain incidents i.e. sickness, emergency, bereavement in immediate
family etc.), certain occasions/eventualities (Hajj, maternity, prolonged illness etc.) that
necessitate their temporary absence from duty and paid leave for leisure and recreation
of employees for physical & mental rejuvenation.
APPLICATION FOR LEAVE
An employee who wishes to proceed on leave will submit an application on the Banks
standard leave application system (i.e. HRMS), sufficiently in advance of the date of
intended leave. The employee may proceed on leave only if it has been approved by the
sanctioning authority as per Leave Approval Matrix. All leave requests entitled (annual,
casual, hajj & maternity) or non-entitled (official visit & training) follow the aforementioned
procedure.
APPLICATION FOR LEAVE WITHOUT PAY
An employee who wishes to proceed on leave without pay will submit a written
application approved as per the leave approval matrix mentioned below (Clause # 27.3).
The application is then submitted to the Human Resource Department for further
processing (i.e. scrutinizing of relevant documents and reason for availing leave).
Final approval is given by the President & CEO.
AVAILING ANNUAL LEAVE
A leave roster for the entire staff strength of each branch/ office must be drawn, signed
by all concerned against their names, approved as per Leave Approval Matrix. A copy will
be forwarded to Human Resource Department for record.
AVAILING CASUAL / SICK LEAVE
C/L is only allowed up to three days at one time. Any absence of four days or more will
be treated as Annual Leave.
ADVANCE LEAVE
Annual Leave is an earned leave. An employee also may be granted annual leave equal
to his/her projected earned leave balance as would accrued at the end of the current year.
Employees will not be granted advance leave against leave to be earned in following
years.

STAFF AUTO LOAN


i. The car/motorcycle loan facility will be granted only for the purchase of a car/motorcycle.
ii. The motorcycle loan facility shall be provided only for the purchase of brand new
motorcycle.
iii. In case of car loan facility, car may be maximum five (5) years old. However if the car
is beyond five (5) years old up to Eight (8) years, the bank may allow up to 75 percent of
valuation or entitlement, whichever is lower.
iv. Installments shall be recovered from the monthly salary of the staff. Payroll Manager
will ensure regular deduction of monthly installments from his / her salary.
v. In cases where the number of remaining months of service up to staffs retirement age
of 60 fall short of the maximum payment period (60 months), the amount of the monthly
installment will be increased to ensure complete recovery of the outstanding amount up
to retirement.
vi. The change of security is allowed up to maximum of two (2) times in the service.
vii. The employee will be entitled to this facility only twice during the tenure of service.
However the second instance will be allowed after one (1) year of adjustment of the first
disbursement, subject all criteria is fulfilled as per policy
viii. All expenses related to the purchase of the vehicle registration and transfer etc. shall
be borne entirely by the employee himself/herself.
ix. Employee would be liable for comprehensive Takaful coverage of vehicle for the period
the loan remains outstanding.
x. If an employee is promoted in Banks provided vehicle grade, he/she will be liable to
repay the total outstanding amount of loan within a month.
xi. The approval will be valid for three (3) months.
xii. In the event of separation from service for any reason, the entire amount of loan will
become payable. If not paid by the employee before release / last working day and the
Bank is of the opinion that the delay in payment is without a valid reason then employee
will be liable to pay to the bank as charity an amount calculated at the rate of 20% per
annum for the unpaid amount.

STAFF HOUSE FINANCE


MBL offers House Financing for its staff to own a residential property. The following
Guideline & Procedure are to be read in conjunction with the policy on the same.
Total outstanding House Finance should be adjusted within 20 Years from the date of
disbursement or before the age of retirement whichever is earlier. Regular installments
shall be recovered from the monthly salary of the staff. In case of enhancement / change
of security, the tenure will be counted from the date of last disbursement under any mode
of staff housing finance.
In cases where the number of remaining months of service up to staffs retirement age of
60 fall short of the maximum payment period (240 months), the amount of the monthly
installment will be increased to ensure complete recovery of the outstanding amount up
to retirement. This will be subject to the principle of maximum deduction level of 40% of
gross salary. The CIB report of the employee will also be considered before approving
this facility.
If the above-mentioned conditions cannot be fulfilled, or if it is observed that the staff will
not be able to repay the outstanding amount upon retirement, the Bank shall have the
discretion to reduce the amount sanctioned to the concerned staff member.

Você também pode gostar