6. Vision
Mission
To be the unique modern Islamic
Bank in Bangladesh and to make
Significant contribution to the
national economy and enhance
customers 'trust & wealth’,
quality investment, employees
value and rapid growth in
shareholders' equity.
To provide quality services to
customers.
To set high standards of integrity.
To make quality investment.
To ensure sustainable growth in
business.
To ensure maximization of
Shareholders' wealth.
To extend our customers innovative
services acquiring state-of-the-art
technology blended with Islamic
principles.
To ensure human resource
development to meet the challenges
of the time.
9. Managing Director (MD) 18,00,000
Assistant Managing Director (DMD) 3,00,000
Deputy Managing Director 2,70,000
Senior Executive Vice President 2,50,000
Executive Vice President 2,25,000
Vice President 2,00,000
Senior Assistant Vice President 1,75,000
Assistant Vice President 1,50,000
First Assistant Vice President 1,25,000
Senior Executive Officer 1,00,000
Executive Officer 80,000
First Executive Officer 65,000
Management Trainee Officer 55,000
Senior Officer 45,000
Other 35,000
Trainee Officer 27,500
10. House rent allowance: 40% of Basic pay.
Medical Allowance: 40% of Basic pay.
Festival Bonus: 2 bonus each year.
Performance Bonus (PB): Profit Sharing
Travel Allowance: On officially assigned tour, On transfer, To attend a course
of training sponsored by the Bank etc .
Car Allowances: AVP to SAVP can have an amount of TK. 54, 000
VP and SEVP can have an amount of TK.65, 000
11. Leave Fare assistance (LFA): 15 days once in a
year.
Sick Leave: 15 days leave.
Earned Leave: 33 days earned leave .
Maternity Leave: 6 months maternity leave.
Pilgrim Leave: 30 days leave to the employee for
the purpose of hajj.
12. Gratuity: Employees who completed at least 5
years continues service.
Lets assume,
Basic Salary= 20,000 Taka
Service time= 6 years.
Taka 20,000 x 6 years = Taka 1, 20,000
Total Amount Of Gratuity is TK. 1,20,000
13. Security Fund: The Bank will contribute Taka 5.00/Thousand
on a yearly basis against the last basic salary of each eligible
employees.
Provident Fund: 10% of basic salary.
Car Loan Scheme:
AVP can file for loan amounting to TK. 18,00,000
VP & above for file for loan extending up to TK. 22,00,000
14. o Staff Loan
o House Building loan
o Termination Benefit
o Suspension Benefit
15. In the year 2012 they had introduced the ‘ Bank Ultimas’ software.
Conventional, Islamic, Off-shore Banking
Central Database and Robust Security
Web based system
Customizable and User Friendly
Reduce operating cost and time
More accuracy
16. House building loans interest rate should be 5% for
staff.
Paternity leave should be introduced.
Salary should be increase for Trainee officer to
Executive Officer, otherwise employee may be de-
motivated.
Life Insurance should be introduced.
17. HRIS should be introduced to keep the all employee data.
Too much salary gap between MD & other high official. It should
be minimizing.
Every branch manager should ensure the 15 day compulsory
leave for the all staff.
18. To sum up, it can be said that SJIBL is one of the
renowned bank in our country. They have developed a
good structure for the employee into their
organization. But within this structure there are also
some lacings. The bank should give their proper
attention to those lickings for more betterment in
future.
