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Thursday, May 29, 2014

LAST DATE FOR AVAILING LTC BY AIR TO JAMMU KASHMIR IS 17-6-2014

 
 
 
As per OM F.No.31011/2/2003-Estt.A-IV Dated 15th June 2012, The last date for availing this relaxation for travel by Air to visit Jammu and Kashmir is 17/6/2014. The last date for commencement of outward journey of LTC by Air to visit  Jammu and Kashmir  is 17th June 2014
 
 
The Government servants those who are not availed LTC of any kind for the block of 2010-2013, are still having the chance to avail this relaxation as the grace period exists up to 31.12.2014 for LTC block year of 2010-2013.
 
 
Some agencies said this facility may be extended to Himachal Pradesh and Andaman and Nicobar Island. But it is not confirmed. More over there is no any word from government whether this existing relaxation will be extended or not.
 
 
So Don’t Miss it and have the fun visiting  JK

Monday, May 26, 2014

CAPF Personnel

Updating of Data of ex-CAPF Personnel

The Welfare and Rehabilitation Board (WARB) for the Ex-Central Armed Police Force Personnel under the Ministry of Home Affairs has been set up to look after their welfare, rehabilitation and redressal of grievances.
 
The Board has decided to update the latest data of retired CAPF personnel and upload the same on the website of the Board.
 
The Board request ex-CAPF personnel to update their latest address, Mobile No. on the WARB website www.warb-mha.gov.in
 
All ex-CAPF personnel may update their data accordingly. They can also send the data by e-mail secywarb-mha@nic.in to the Board.
 
pib

Enhancement in the rate of various allowances again by 25% as a result of enhancement of Dearness Allowance to 100% w.e.f. 01.01.2014.

GOVERNMENT OF INDIA
MINISTRY OF RAILWAYS
(RAILWAY BOARD)

RBE No. 50 / 2014

No. E(P&A)I-2014/SP-1/Genl. 2

New Delhi, dated 19.05.2014.

The General Managers/FA& CAOs,
All Indian Railways/Production Units.

Sub: Enhancement in the rate of various allowances again by 25% as a result of enhancement of Dearness Allowance to 100% w.e.f. 01.01.2014.

In accordance with the recommendations of VI CPC, the rates of various allowances admissible to different categories of railway staff were doubled. The VI CPC while making recommendations in this regard had also recommended that the rates of these Allowances will be increased by 25% every time the Dearness Allowance goes up by 50%. Railway Board accordingly issued instructions in respect of various allowances listed in the enclosed Annexure.

2. Consequent upon the enhancement in the rate of Dearness Allowance to 51% from 01.01.2011 it was reiterated vide Board’s letter No. E(P&A)I-2011/SP-1/Misc.1 dated 13.06.2011 that the rates of allowances shall increase by 25%.

3. The rate of Dearness Allowance has now been enhanced to 100% w.e.f. 01.01.2014. In order to dispel any doubts that may arise in the Railways, it is clarified that the rates of allowances listed in the enclosed Annexure shall again increase by 25% (on original VI CPC rates prescribed by Ministry of Railways) with Dearness Allowance now again having gone up by 50% w.e.f. 01.01.2014.

4. This issues with the concurrence of the Finance Directorate of the Ministry of Railways.

5. There is no change in the other terms and conditions for grant of these allowances.

6. Kindly acknowledge receipt.

DA: As above
(K.Shankar),
Director Estt. (P&A),
Railway Board.

ANNEXURE

LIST OF THE VARIOUS ALLOWANCES THAT STAND REVISED W.E.F. 01.01.2014 ON ACCOUNT OF ENCHANCEMENT IN THE RATE OF DA TO 100 %

S. No.
Name of the allowance
Authority Number and date
1
National Holiday Allowance (NHA)
E(P&A)I-2008/HL-2 01.12.2008
2.
Special Allowance to Gate Keepers of Civil Engineering Level Crossings
E(P&A)I-2009/SP-1/CE-1 20.12.2010
3.
Night Patrolling Allowance
E(P&A)I-2008/AL-3 03.11.2008
4.
Uniform Allowance, Nursing Allowance & Washing Allowance for Nursing Staff
E(P&A)I-2009/AL/1 06.02.2009
5.
Uniform Allowance, Kit Maintenance Allowance & Washing Allowance(RPF/SRPF Group A)
E(P&A)I-2008/ALL/RPF-3 06.02.2009
6.
Special Allowance to various categories of staff
(i)Health & Malaria Inspectors
(ii)Commercial staff in-charge of Flag Stations.
(iii)Teachers doing Library work
(iv)Announcers – ECRCs/Comml. Clerks/TCs
(v)Train Supdts./Dy. Train Supdts. of Rajdhani Train
(vi)Stewards (Dy. Train Supdt.) of Rajhani Trains
(vii)CTIs/TTEs working in  HQ Flying Squad
(viii) Cook/Cook mate
(ix)Sr. Scale, JA Grade & SA Grade Officers entrust with the Administrative control of Hindi works
E(P&A)I-2009/SP-1/Genl/1 30.04.2010
7.
Post Graduate and Annual Allowance to Medical Officers
E(P&A)I-2009/AL-2 22.06.2009
8.
Breakdown Allowance to
(a) Helper Gr. II/ Helper Gr. I/Others Gr. ‘D’ staff
(b) Technician Gr. III
(c) Technicians Gr. II/Technicians Gr. I/Supervisors (erstwhile Mistry)
(d) Sr. Technicians/Junior Engineers and Staff in higher scales.
E(P&A)II-2007/FE-4/3 25.09.2009
9.
Risk Allowance to eligible unskilled staff on railways.
E(P&A)I-2008/SP-1/AD-3 02.05.2013.
10.
Special Allowance to staff working in Central Ticket Checking Squad.
E(P&A)I-2009/SP-1/Genl-1 13.12,2012.
11.
Special Allowance to Track Maintainer deployed for manning any of the Engineering Gates
E(P&A)I-2009/SP-1/CE-1 11.09.2012.

source-airf

Tuesday, May 6, 2014

Clarification on definition of Hometown LTC

 
CIRCULAR
 
Office of the Principal Controller of Accounts (Fys)
10A, S. K. Bose Road, Kolkata — 700001
 
No. Pay/Tech-I/LTC/2014/04

To
All Controllers of Finance and Accounts (Fys)
Dated: 25.04.2014
Sub : Clarification on definition of Hometown LTC

In continuation to CGDA, Delhi Cantt. letter No. AN/XIV/14162/TA/DA/LTC dated 28- 05-2013 circulated under this office Circular No. 063/AN/VIII/LTC/XIV dated 28-06-2013 on the above subject, HQrs. Office has further clarified vide No. AN/XIV/14162/TA/DA/LTCNol-II dated 04-03-2014 (copy enclosed) that areas falling within Urban Agglomeration of a city but within different districts may be termed as ‘same station’ for the purposes of LTC Rules.
The same may please be circulated to all Branch Accounts Offices under your jurisdiction for information, guidance and necessary action.
 
Asstt.Controller of Accounts(Fys)


Controller General of Defence Accounts,
Ulan Batar Road, Palam, Delhi Cantt-110010
 
No. AN/XIV/14162/TA/DA/LTC/Vol-II Dated : 04/03/2014
To
The P C of A(Fys)
10 A, S.K.Bose Road,
Kolkata

Subject: Clarification on definition of Hometown LTC.
 
Reference: Your Office letter No. Pay/Tech-I/LTC dated 25.11.2013.
The matter has been examined in the light of extant rules on the above subject and the facts brought out under your letter cited above.
 
2. In this regard, attention is invited to GoI, M.F. O.M. No. 21011/13/89- E.II(B), dated 20.12.89 also reproduced under Rule 5 of FRSR Part IV DA , DR and HRA Rules which clearly stipulates that – “the phrase ‘same station’ includes all places which are treated contiguous to the qualified city/town in terms of paras 3(b)(ii) and Para 3(b)(iii) and those places which are included in the Urban Agglomeration of a qualified city”.
 
3. In terms of the above OM, areas falling within Urban Agglomeration of a city but within different districts may be termed as’same station”for the purposes of LTC Rules. Hence, practice being followed by your office is in consonance to the rules.
 
(Upendra Kumar)
For CGDA
source-http://pcafys.nic.in/files/HT%20LTC.pdf
 

Monday, May 5, 2014

20 % interim relief to govt employees: NMC

                                   Recommend interim relief to govt employees: NMC

 National Mazdoor Conference today urged the chairman of the newly-constituted 7th pay commission to recommend 20 per cent interim relief in favour of both central and state government employees.
 
“We urge the chairman of the 7th pay commission that it should recommend to the new Central government (after the election) to accord the interim relief in favor of both central and state government employees and pensioners to the tune of 20 per cent interim relief in basic pay,” NMC president Subash Shastri said in a memorandum sent to the chairman of 7th pay commission.
 
These recommendation should be made soon after lifting up Model Code of Conduct, he said.
He also demanded merger of 50 per cent DA with the basic pay-pension and enhancement of retirement age of 62 years in case of central government employees.
 
Shastri emphasised that whenever the recommendation of the commission are submitted to the Central government, the Commission should extend these recommendations to the state governments in general and Jammu and Kashmir in particular.
 
He batted strongly for commencement of the negotiations with representatives of Associations, unions and Federations of Central government employees and pensioners so that report could be submitted within stipulated period.
 
“Since twenty months left to complete pay commission report, it has been urged to the chairman and other members of the 7th pay commission to pay visit to all states of the country to obtain views of state governments employees and pensioners organisations,” he said.
 
Shastri also urged the chairman to formulate National Pay policy for both central and state government employees and pensioners, adding that the 7th pay commission should be declared as the National pay commission.
 

Friday, May 2, 2014

Grant of One Rank one Pension to Paramilitary Forces

PARAMILITARY FORCE RETIRED OFFICERS’ ASSOCIATION (REGD.) CHANDIGARH
(Registration No 3089 of 2000)
No. PMFROA/2014/02/ 05
24February, 2014
                                                        MEMORANDUM

                     Grant of One Rank one Pension to Paramilitary Forces

The PARAMILITARY FORCES RETIRED OFFICERS ASSOCIATION, CHANDIGARH, hailed the grant of ‘ ONE RANK ONE PENSION’ to the three wings of the defence service personnel , and termed it as the right move on the part of the government. However, they rued the govts apathy for not extending the same to the Paramilitary Forces,{ Armed Forces of the Union of India under Ministry of Home Affairs, viz Border Security Force (BSF), Sashastra Seema Bal (SSB), Indo-Tibetan Border Police (ITBP), Central Reserve Police Force (CRPF),Central Industrial Security Force (CISF), Assam Rifles ( A R )}. These Armed forces have the same structural features, same command and control elements, serve under similar harsh service conditions, and are subject to stringent legal provisions as per their respective Acts under which these forces were raised, as the army. In spite of the similarities in the duties performed by the PMFs, these forces are deprived of privileges extended to defence services and discriminated in numerous ways, as listed below:
 
(a). The Paramilitary Forces had been raised under the Central Acts of the Parliament, and designated as ‘ Armed Forces of the Union’, and placed under the control of Ministry of Home Affairs ( MHA), in view of international ramifications. For example, BSF was raised under the BSF Act, 1968 (Act 47 of 1968).This Act is almost a replica of the Army Act. Similar is the case with other forces which constitute the Armed Forces of the Union (as per their respective Central Acts). It was later that MHA added the word ‘Police’ before the actual designation of these central forces, to forestall any international ramifications. However, the service conditions of all these forces are akin to the army, with same stringent conditions of service, as applicable to the Army.
 
(b) The ‘ Armed Forces’ or the ‘Central Armed Police Forces’( CAPFs), are deployed to safeguarding the nation externally as well as internally, ensuring the security of the borders of India, and for maintaining internal peace and are placed under the control of Ministry of Home Affairs. The task very much akin to Defence services.
 
(c) The command structure of CAPFs is similar to the army, and so is its rank structure, except that the ranks in CAPFs have different nomenclature ( Commandant, Deputy commandant, Assistant commandant, Subedar, S I etc). The command and control system in a battalion of CAPF is also similar to the army battalion. Under these conditions, when the juniors start getting more pension than the seniors, it violates the hierarchy of command system, as is applicable to all Armed Forces, whether under the Ministry of Defence or the Ministry of Home Affairs. It is a well establish dictum based on the Supreme Court judgement of 1982 and accepted by the Central Govt, that,” pension is not a bounty nor a matter of grace depending upon the sweet will of the employer. It is not an ex-gratia payment, but a payment for past services rendered”. In another judicial ruling, it has been stated that different criteria for grant of unequal pay / pension for the same rank on the basis of cut-off date of retirement violates Article 14 (equality before law) of the constitution. All pensioners irrespective of rank are entitled to same pension. In the case of defence services, the govt has, rightfully, realized the truth of this fact, and given succor to the pre-2006 defence pensioners to come up to the level of their post 2006 retirees of equivalent rank and status by granting them ‘One rank one Pension’. However, the personnel of CAPFs, who have equitable dispositions, command structure, rank system and nature of duties are grossly ignored, discriminated and forced to face the ignominy of far less emoluments vis-à-vis their juniors retiring post-2006. The govt has also termed the retired personnel of CAPFs as ‘ex-servicemen’ on the analogy of defence forces, vide Govt of India, MHA, O M No 27011/100/2012-R&W, dated 23 Nov, 2012 . Denial of any incentive to the ex-servicemen of CAPFs as extended to the ex-servicemen of Defence Armed Forces is most unfair.
 
(d) The CAPFs, such as BSF, ITBP, SSB, A R are deployed on the borders with Pakistan, Bangladesh, Nepal, and Myanmar, and CRPF is actively engaged in counter insurgency operations, Naxalite menace, and also manning high altitude posts in the north-east. BSF, CRPF, ITBP and A R have been actively engaged in the wars that have taken place in the past (1965, 1971 and Kargil Operations in
1999). These forces have suffered heavy casualties in the wars, dealing with trans-border crimes, in anti-Naxalite operation and other such activities. These duties are akin to the army, which is also responsible for the guarding of the borders, and are responsible for security of the nation. In fact, in J & K and in the North-eastern states of India, the CAPFs are deployed side by side with the army, at times, on the same location and high altitude mountain features. They perform their duties in most adverse conditions coupled with threat to their life either by enemy action, insurgents and the climatic hazards in high altitude, deprived of domestic life, which leads to deterioration of the physical and mental ability.
 
(e) Because of the similarity in the nature of deployments and performance of duties with the defence services, especially the army, the personnel of Central Armed Forces require high standard of physical fitness. To ensure a young profile, these personnel are compulsorily retired at a younger age of 57 years, compared to their civilian and Police counterparts where the normal retirement age is 60 years . The normal superannuation age of the Defence Forces (Army, Navy & Air Force) ranges from 40 to 57 years. No compensation for earlier retirement in the pension/ emoluments is granted to the CAPF personnel for their early retirement, as is applicable to the personnel of defence services.
 
(f) In spite of the fact that the service conditions of CAPF personnel are akin to the Defence Armed Force personnel, they are not compensated with any additional incentives or allowances, as in the case of army. An Army jawan, posted in Leh or Ladakh gets Military Service Pay, for reasons that he is a part of army, but a BSF jawan or a ITBP jawan, serving under same conditions and in the same location, surviving in sub-zero temperatures is deprived of the same , without any potent reasons. It is the harsh conditions of service, and their performance which should matter, and not the name of the wing of the Force, of which these personnel are part of. Denial of ‘One Rank One Pension’ to the Armed Forces under the Ministry of Home Affairs is discriminatory, arbitrary, illegal and unjustified
.
(g) The CAPFs are doubly discriminated. On the one hand, they are employed on duties akin to the army, without the incentives, applicable to Armed forces placed under Ministry of Defence, and on the other hand, by being dubbed as a Police Force, are equated with the Civil Service. Here also, they are deprived of
certain privileges extended to civil servants and the Police, such as Non Functional Up gradation (NFU) etc, on the analogy that they are Armed Forces, governed by specific rules. On one hand, personnel of these Forces are pressurized to face the hazards of serving in most hostile and difficult areas, face the bullets of the enemy, insurgents etc, without any incentive, and on the other hand they are the losers on the financial front granted to certain category of civil employees and Police.
These are only a few instances of the discrimination against the CAPFs, which are agitating the minds of pre-2006 retired personnel of CAPFs, leading to frustration. It is high time that the govt pays attention to mitigate the discrimination of pre-2006 pensioners of CAPFs vis-a -vis defence services pensioners, and consider extending the grant of ‘ONE RANK ONE PENSION’ to the Armed Forces of Union of India under Ministry of Home Affairs at par with Armed Forces under Ministry of Defence.\
 
source-http://www.pmfretiredofficers.com/docs/One%20Rank%20One%20Pension%20to%20%20CAPFs.docx

Thursday, May 1, 2014

7th CPC Questionnaire-DRAFT REPLY

7th CPC Questionnaire
DRAFT REPLY TO 7TH CENTRAL PAY COMMISSION QUESTIONNAIRE-CONFEDERATION

1. Salaries

1.1 The considerations on which the minimum salary in case of the lowest Group ‘C’ functionary and the maximum salary in case of a Secretary level officer may be determined and what should be the reasonable ratio between the two.
Any Commission which considers the question of emoluments for employees/workers should first be inspired by the implication flowing from the amendment to the preamble of our Constitution where-by the words “socialist & secular” were prefixed to the word “Republic”, as also the Directive Principles of State Policy enshrined in Article 43 i.e. the state should endeavour to secure living wage for its employees/workers.
Group C is a skilled worker. MTS is the lowest category of Group C. The 6th CPC evolved the MTS by amalgamating some of the unskilled, semi-skilled and skilled functions without any scientific basis or logic. From the standpoint of the stipulation in the recruitment rules, eligibility criteria etc, MTS deserves to be categorized as a skilled worker. In practice, most of the departments have outsourced or contractorised the unskilled or semi skilled jobs leaving the MTS to cater to the requirements of the skilled functions.
Wage structure in civil service is to be determined on the basis of the computation of the minimum wage; fair comparison of wages elsewhere etc. The living wage, which is a constitutional guarantee, has not been defined. The 15th Indian Labour Conference held in 1957 brought in the concept of “Need Based Minimum wage” on the basis of Dr. Aykhroid formula. The need based minimum wage is required to be provided for an unskilled worker whenever one is employed. The definition underwent minor changes, when the Supreme Court revised the norms later. Presently there are no unskilled regular employees’ cadre in Government of India services. The Commission is required to first determine the need based minimum wage as per the Dr. Aykhroid formula and make necessary adjustment to determine the wages of MTS which is the lowest category in Government of India services. The co-relation of the wages of the skilled and skilled worker at the lowest grade had always been of the order of 130% for the skilled worker. The minimum of the pay of the MTS has therefore to be determined at 130% of the need based minimum wage.
The minimum maximum ratio obtaining in different countries as per information gathered by V CPC was as under:
Malaysia – 1:3
Sweden 1:4
USA – 1:4
Britain – 1:6
France – 1:6.6
Indonesia – 1:6.9
` Australia – 1:7.7
Thailand – 1:9
Hong Kong – 1:40
However, the earlier Pay Commissions had adopted a ratio of 1:10. Since the minimum wage in the Central Government sector is no more related to an unskilled worker, this ratio must be proportionately changed to 1:9. If one is to take into account the fact that the Pay of Cabinet secretary, being the topmost Civil Servant I, for no valid justification,is excluded by the 6th CPC, the ratio in reality between the minimum and maximum will be more than 1:9.
Therefore, so far as maximum salary in the case of a Secretary level officer is concerned the reasonable ratio between minimum and maximum salary may be taken as 1:9 and salary of Secretary level officer may be fixed by multiplying the minimum wage by a factor of 9.
1.2 What should be the considerations for determining salary for various levels of functions falling between the highest level and the lowest level functionaries?
Salary for various levels of functions falling between the highest and the lowest level functionaries should be determined by applying the existing vertical and horizontal relativities which have been evolved over a time through various Pay Commissions.
In respect of special functionaries like Professionals and technocrats who normally prefer to work in the Private Sector and therefore either do not offer themselves for Government service or tend to leave it and go over to the Private Sector, Instead of providing them the salary structure of Group A administrative post they may be granted a special Pay package.
Similarly unskilled workers engaged in hazardous activities like scavenging, maintenance of rail track, in Laboratories, Hospitals may also be considered for a special treatment.
2. Comparisons
2.1 Should there be any comparison/parity between pay scales and perquisites between Government and the private sector? If so, why? If not, why not?
There should be no comparison/parity between pay scales and perquisites between Government and the private sector for their functions and objectives are incomparable. While the private sector is motivated by the concept of maximization of profit, the requirement of service to public without any favour is the cardinal principle of governance. A civil servant is supposed to possess the qualities of being fearless but appreciative of inherent individual difficulties, non discriminatory between one citizen and the other; sense of equality; adherence to the rules and regulations etc.
However a “fair comparison with outside wages” is a principle which has been adopted world over for determination of wages of Civil (Government) servants and therefore atleast at the level of unskilled work, the average minimum wage obtaining in selected Private/Public sector undertakings is a must, subject to the condition that it should not be less than the Need Based Minimum wage determined and quantified on the basis of norms adopted by the 15 ILC.
So far as perquisites are concerned no comparison with those obtaining in Private sector is possible except in the case of House Rent/Travelling Allowances. Other perquisites in the Private sector have been granted on altogether different considerations.
2.2 Should there at all be any comparison/parity between pay scales and perquisites between Government and the public sector? If so, why? If not, why not?
Yes. For the sake of a fair comparison of wages.
2.3 The concept of variable pay has been introduced in Central Public Sector Enterprises by the Second Pay Revision Committee. In the case of the Government is there merit in introducing a variable component of pay? Can such variable pay be linked to performance?
The concept of performance related pay structure was actually imported by the 6th CPC through the Pay Band and Grade Pay system. In the absence of an objective measurement criterion to evaluate the performance of individual officials and groups, the innovation was flawed right at the outset. The 6th CPC failed to recognize the fact that in Governmental set up, segmentalisation of functions into tiny units is next to impossible. In order to make the concept workable, the organization must be capable of finalizing clear cut targets both at the individual and group levels. This being difficult in most of the Governmental organizations, it is not desirable either to continue with the existing system or import or replicate what is done in the Public Sector Undertakings. This apart, it is pertinent to point out that most the west European
countries, which adopted the Performance pay related scheme in civil service in the hay- days of Thatcher-Reagan era subsequently discarded it as infeasible.
3. Attracting Talent
3.1 Does the present compensation package attract suitable talent in the All India Services & Group A Services? What are your observations and suggestions in this regard?
Generally the pay package in Government service at all levels is at a low level compared to the exorbitant pay packets provided by some of the Transnational Corporation in the private Sector. This has no doubt a deleterious impact on the quality of personnel recruited to Civil service, especially at lower levels. Since the Group A Service officers in Civil Service enjoy enormous power, perks privileges and an incomparable job security it has continued to attract talents. As mentioned elsewhere, while parity with the pay and perquisites with the private sector is neither desirable nor feasible, the Commission must ensure thin at the widening gap in this regard is taken into account as an important factor to be addressed. The element of statutory Pension is one very important and significant factor in attracting persons for Government service. Therefore, the NPS and PFRDA Act may be scrapped and statutory pension as a service condition may be restored.
3.2 To what extent should government compensation be structured to attract special talent?
Government may be required to requisition the service of personnel with special talents of professionals and technocrats for specific jobs. The Commission may evolve a scheme for the recruitment and retention of such professionals and technocrats with special pay packets and flexible service conditions.
4. Pay Scales
4.1 The 6th Central Pay Commission introduced the system of Pay Bands and Grade Pay as against the system of specific pay scales attached to various posts. What has been the impact of running pay bands post implementation of 6th CPC recommendations?
The Pay Band and Grade Pay system evolved by the 6th CPC in implementation of the concept of performance related pay structure in civil service, as mentioned elsewhere, was a disaster. Having introduced without proper consultation with the stake holders, It did not serve the requisite purpose. The system brought about innumerable anomalies of varied nature, which could not be addressed by the National or Departmental Anomaly committees within the parameters stipulated by the Government. The failure of these committees to address the issues which were appreciated by all concerned as genuine stand testimony of the incorrigible character of the scheme leaving no alternative except to discard it to be replaced by the Pay scale structure.
4.2 Is there any need to bring about any change?
Yes. This has to be changed lock, stock and barrel.
There is a need to revert to Time Scale pattern of wage structure abandoning the Pay Band Grade Pay Structure. The time scale of pay should have a minimum pay and annual increment at the rate mentioned in answer to question No. 5.2 but without any maximum so that it is a running pay scale. This will eliminate the phenomena of stagnation.
4.3 Did the pay bands recommended by the Sixth CPC help in arresting exodus and attract talent towards the Government?
No. Not at all.
The Pay Band & Grade Pay structure has not prevented the highly qualified technocrats and professions to leave the Government in search of better career avenues in public and private sectors.
4.4 Successive Pay Commissions have reduced the number of pay scales by merging one or two pay scales together. Is there a case for the number of pay scales/ pay band to be rationalized and if so in what manner?
It must be noted that the successive Pay commissions had reduced the pay scales only at the Group C and D levels. It has now reached a saturation point. There is no much scope to have further exercise in this direction except where clear overlapping exists. The Commission must however attempt to bring about uniform hierarchical set up at all levels in all departments. The pay scales are to be constructed by a common multiplication factor as was done by the 5th CPC.
4.5 Is the “grade pay” concept working? If not, what are your alternative suggestions?
It is not working and must be replaced with the pay scale structure which was in vogue prior to the implementation of the 6th CPC. . The purpose for which it had been devised is not specified by the VI CPC. It also did not serve as a fitment benefit. At best the grade pay can only be termed as an adhoc increase which has been allowed over the existing basic pay and DA as on 1.1.2006.
5. Increment
5.1 Whether the present system of annual increment on 1st July of every year uniformly in case of all employees has served its purpose or not? Whether any changes are required?
No. In fact the single date increment system has brought in anomalies, which were discussed at length at the National Anomaly Committee, without reaching an agreement. In our Opinion, the commission must recommend, for administrative expediency, two specific dates as increment dates. Viz. Ist January and Ist July. Those recruited/appointed/promoted during the period between 1st Jan and 30th June, will have their increment date on 1st January and those recruited/appointed/promoted between Ist July and 31st December will have it on Ist July next. This apart the Commission is required to specifically recommend that those who retire on 30th June and 31st December are granted one increment on the last day of their service.
5.2 What should be the reasonable quantum of annual increment?
The reasonable quantum of increment should not be less than 5% of the basic pay or the rate of increment agreed upon through bilateral discussion in the Banking industry, whichever is higher.
5.3 Whether there should be a provision of variable increments at a rate higher than the normal annual increment in case of high achievers? If so, what should be transparent and objective parameters to assess high achievement, which could be uniformly applied across Central Government?
Without defining the term “high achiever” and prescribing transparent and objective parameters to assess high achievement the system of variable increments at a rate higher than normal annual increments will be misused on subjective assessment of high achievements. For these reasons and for what we have stated in reply to question No.
2.3 the scheme of variable increment is not desirable.
5.4 Under the MACP scheme three financial up-gradations are allowed on completion of 10, 20,
30 years of regular service, counted from the direct entry grade. What are the strengths and weaknesses of the scheme? Is there a perception that a scheme of this nature, in some Departments, actually incentivizes people who do not wish to take the more arduous route of qualifying departmental examinations/ or those obtaining professional degrees?
There should be 5 financial upgradation in the departmental promotional hierarchy. MACP is a time bound promotional scheme. The scheme is required to be continued to motivate personnel at all levels and at all departments especially in those organizations, where normal promotional avenues are few and far between. Normal promotions are dependent upon the availability of vacancies at higher levels. The job requirement of certain organizations may not be capable of creating requisite number of higher level positions whereas it might need large number of personnel at lower levels. MACP alone can take care of that specific situation. The arduous route of career progression through examination and professional qualification, no doubt will be preferred if and if only such promotions are made available for the eligible candidates within a reasonable period of residency in the feeder cadre. Say three years.
6. Performance
What kind of incentives would you suggest to recognize and reward good performance?
We are against the system of incentives to reward good performance as this would only encourage favouritism and nepotism for the reasons stated to our reply to question No.2.3 an d 5.2
7. Impact on other organizations
Salary structures in the Central and State Governments are broadly similar. The recommendations of the Pay Commission are likely to lead to similar demands from employees of State Governments, municipal bodies, Panchayati raj institutions & autonomous institutions. To what extent should their paying capacity be considered in devising a reasonable remuneration package for Central Govt. employees?
Capacity of a Governmental organization to pay cannot be gauged only from the available resources but also its potential to raise resources. Wages cannot be determined on the single factor of capacity of the Government to pay. It must be noted that there are various State Governments in the country which pay better pay packets, perquisites and allowances to its employees than what is provided to the Central Government employees. Panchayati Raj institution, Municipalities, normally follow the salary structure of the respective State Governments. It is also to be noted that various State Governments do revise the wages of their employees once in five years. In any case the incapacity of the government to pay cannot be a justification to deny the minimum wage to workers and the salary structure based upon that concept, especially in the background that the government is to function as a model employer. It also cannot be an excuse for denial of wages on a fair comparison of the wages existing in the society which is evolved as a product of collective bargaining of the workers.
8. Defence Forces
8.1 What should be the considerations for fixing salary in case of Defence personnel and in what manner does the parity with civil services need to be evolved, keeping in view their respective job profiles?
No comments
8.2 In what manner should the concessions and facilities, both in cash and kind, be taken into account for determining salary structure in case of Defence Forces personnel.
No comments
8.3 As per the November 2008 orders of the Ministry of Defence, there are a total of 45 types of allowances for Personnel Below Officer Rank and 39 types of allowances for Officers. Does a case exist for rationalization/ streamlining of the current variety of allowances?
No comments
8.4 What are the options available for addressing the increasing expenditure on defence pensions?
No comments
8.5 As a measure of special recognition, is there a case to review the present benefits provided to war widows?
No comments
8.6 As a measure of special recognition, is there a case to review the present benefits provided to disabled soldiers, commensurate to the nature of their disability?
No comments.
9. Allowances
9.1 Whether the existing allowances need to be retained or rationalized in such a manner as to ensure that salary structure takes care not only of the job profile but the situational factors as well, so that the number of allowances could be at a realistic level?
The existing allowances need to be retained. They are at a realistic level having been evolved by successive Pay Commission over detailed deliberations.
9.2 What should be the principles to determine payment of House Rent Allowance?
The IIIrd CPC had recommended that Government should lay down appropriate HRA rates in different cities and town based not on population criteria, but on an actual assessment of prevailing level of rent in different cities and Towns. Alternatively, certain notional rents for different types of accommodation meant for officers and personnel of specified pay groups should be laid down for particular cities after studying the actual market rent in that city. The house rent allowance will have to be the actual rent payable by an employee in a particular location as reduced by 10% of basic pay being the amount factored in the computation of minimum wage.
10. Pension
10.1 The retirement benefits of all Central Government employees appointed on or after 1.1.2004 are covered by the New Pension Scheme (NPS). What has been the experience of the NPS in the last decade?
We are of the considered opinion that the new pension scheme which came into existence for the employees recruited after 1.1.2004 must be scrapped. The old statutory pension scheme as was in vogue prior to 1.1.2004 must be made applicable to all Government employees irrespective of the date of their entry into Government service. The New pension scheme has in fact created a class within class amongst the Central Government employees which is discriminatory and impermissible. It is clearly in contravention of the dictum pronounced by the Constitution Bench of the Supreme Court in Nakara Vs Union of India and therefore deserves to be rescinded.
Since this New Pension Scheme has been introduced with effect from 01.01.2004, it will come into operation only after 30 years in the year 2034 or so when present new entrants retire and get pension from annuities purchased from 40% of total accumulated pension fund.
10.2 As far as pre-1.1.2004 appointees are concerned, what should be the principles that govern the structure of pension and other retirement benefits?
The concept of modified parity introduced by the 5th CPC as a measure to reduce the financial implication must be replaced with the full parity concept as was made applicable for the personnel retired prior to 1.1.1986. In other words, the pay of every retired person must be re-determined notionally as if he is not retired and then his pension to be computed under the revised rules. This alone will protect the value of pension of a retired person.
5th CPC in their Para 127.6 has observed, “It needs to be averred emphatically that pension is not in the nature of alms being doled out to beggars. Senior Citizens (Retired Government employees) need to be treated with dignity & courtesy benefitting their age. Pension is their statutory, inalienable, enforceable right & it has been earned by the sweat of their brow” Hon’ble Supreme Court, in its landmark 5 Judge Constitutional Bench judgement dated 17.12.1982 in the case of D.S. Nakara Vs Union of India ruled – “A Pension scheme consistent with available resources must provide (adequate pension) so that the Pensioner would be able to live
i) free from want, with decency, independence and self respect and
ii) At a standard equivalent at pre-retirement level.
iii) Pensioners from payment of pension form a homogenous class. Different formulae affording unequal treatment cannot be adopted to compute their pension solely on the ground that some retired earlier and some retired later.
A comprehensive scheme of retirement benefit has been suggested by the stake holders both as an agenda in the National Council meeting of JCM and the meetings of SCOVA. The Commission is requested to consider the well thought out scheme formulated in those agenda and make recommendations to the Government, so that the pension and retirement benefits will really become meaningful for the retired employees. We shall elucidate the points in detail when we submit the memorandum to the Commission on retirement benefits.
11. Strengthening the public governance system
11.1 The 6th CPC recommended upgrading the skills of the Group D employees and placing them in Group C over a period of time. What has been the experience in this regard?
The then existing Group D employees, to the best of our understanding have all been trained, upgraded or promoted to function as skilled group C employees.
11.2 In what way can Central Government organizations functioning be improved to make them more efficient, accountable and responsible? Please give specific suggestions with respect to:
a) Rationalisation of staff strength and more productive deployment of available staff;
b) Rationalisation of processes and reduction of paper work; and c) Economy in expenditure.
Whatever rationalization effected so far by the Government had been through an unscientific and arbitrary executive fiat like the one issued in 2001 and which was kept operative till 2009. The said exercise only reduced the staff strength drastically. We are not aware of any rationalization or reduction in Group A cadres through this exercise even though the executive instruction covered all grades and cadres in the Government service. It in effect made most of the departments of the Govt. of India either non functional or dysfunctional. In our considered opinion, the 7thCPC must recommend to the Government to set up a Committee in each department with experts from outside the organization, the officials from within the organization and representative of the Unions of the respective department to study the functional changes taken place over the years, especially due to the induction of modern technology the new challenges and the best way to meet those challenges’ reduction in paper work, customer satisfaction and economy in expenditure and make suggestions to the Government for their acceptance and implementation in toto.
12. Training/ building competence
To ensure that periodical professional training is imparted to all personnel to update the skills.
12.1 How would you interpret the concept of “competency based framework”?
No comments. This in fact is a matter which must be considered by an Administrative
Reforms Commission rather than a Pay Commission.
12.2 One of the terms of reference suggests that the Commission recommend appropriate training and capacity building through a competency based framework.
a) Is the present level of training at various stages of a person’s career considered adequate? Are there gaps that need to be filled, and if so, where?
b) Should it be made compulsory that each civil service officer should in his career span acquire a professional qualification? If so, can the nature of the study, time intervals and the Institution(s) whose qualification are acceptable, all be stipulated?
c) What other indicators can best measure training and capacity building for personnel in your organization? Please suggest ways through which capacity building can be further strengthened?
In our opinion in- service training is the best course for skill development. Outsourcing of Governmental functions per se is undesirable and must be stopped.
13.1 What has been the experience of outsourcing at various levels of Government and is there a case for streamlining it?
The experience has been sheer duplication of work by existing regular employees and deterioration of efficiency in pubic service.
13.2 Is there a clear identification of jobs that can be outsourced?
No. for reasons stated in reply to question No. 13.
14. Regulatory Bodies
No comments.
14.1 Kindly list out the Regulators set up under Acts of Parliament, related to your Ministry/ Department. The total number of personnel on rolls (Chairperson and members + support personnel) may be indicated.
No comments. The reply has to be given Government Departments.
14.2 Regulators that may not qualify in terms of being set up under Acts of Parliament but perform regulatory functions may also be listed. The scale of pay for Chairperson /Members and other personnel of such bodies may be indicated.
No comments. The reply has to be given Government Departments.
14.3 Across the Government there are a host of Regulatory bodies set up for various purposes. What are your suggestions regarding emoluments structure for Regulatory bodies?
No comments.
15. Payment of Bonus
One of the terms of reference of the 7th Pay Commission is to examine the existing schemes of payment of bonus. What are your suggestions and observations in this regard.
The 7th CPC must make note of the recommendations of the 5th CPC & Bazle Karim Committee Report which are yet to be acted upon by the Government. The present system of Productivity linked bonus is the product of bilateral agreements and cannot be changed through unilateral decisions. What is needed is that the Government must issue necessary guidelines to enable all departments to enter into such bilateral agreements with their staff unions so that the adhoc bonus system presently in vogue in many departments could be abolished.