Press Release No. : 05/2019
Date : 29 March 2019
The Reserve Bank of Fiji (RBF) has announced changes to executive roles as part of its ongoing succession planning programme.
Mrs Susan Kumar has been appointed Chief Manager Risk Management and Communications Group with effect from 01 April 2019.
Mrs Kumar’s appointment is part of the Reserve Banks’s succession planning programme allowing senior bank executives an opportunity to experience different areas of central banking. She rotates from the Currency and Corporate Services Group where she was appointed Chief Manager from 02 May 2011.
Mrs Kumar joined the Bank in 2006 as Manager Accounting and was appointed Deputy Chief Manager Currency and Corporate Services in April 2009. Prior to joining the Bank, Mrs Kumar worked in several private firms as Chief Financial Officer, Accountant, Financial Controller and Senior Accountant.
Ms Vilimaina Dakai, resumes her substantive role as Chief Manager Financial Institutions Group with effect from 01 April 2019, after successfully completing her 12-month rotation as Chief Manager Risk Management and Communications Group.
With 19 years of experience as a financial system supervisor, Ms Dakai reverts to leading the Financial Institutions Group, responsible for the protection of the financial stability mandate of the Reserve Bank of Fiji. Ms Dakai joined the Bank in July 1999 as an Analyst in the Financial Institutions Group and was appointed Manager, Financial System Policy in November 2003. She served as Manager Financial Institution Supervision from 2007 to 2013 and was appointed Chief Manager Financial Institutions on 01 January 2014.
In announcing these changes, the Governor and Chairman of the Board, Mr Ariff Ali stated that it was vital for the Reserve Bank of Fiji to ensure the continued development of its senior leadership team given the important mandates that the Bank has to protect, and the continued evolvement of the role of the central bank. He added that that succession planning is now fully embedded in the Bank’s staff development programme, where not only senior managers are rotated, but middle management is also provided with an opportunity to act in senior management roles when these changes are put in place.