7th Pay
Commission Questionnaire – Ratio of Minimum & Maximum Salary, Grade Pay
Suggestion, Increment Date, Determination of HRA and NPS...
GOVERNMENT
OF INDIA
SEVENTH
CENTRAL PAY COMMISSION
NEW
DELHI-110001
Meena
Agarwal
Secretary
D.O No. 7CPC/15/Questionnaire
9th April, 2014
Dear
………..,
As you
may be aware the Seventh Central Pay Commissions has been constituted by the
Government on 28 February 2014 with a view to go into various issues of
emoluments’ structure, retirement benefits and other service conditions of
Central Government employees and to make recommendations on the changes
required. The terms of reference of the Seventh Central Pay Commission are
available on the http://7cpc.india.gov.in .
2. A
Questionnaire seeking the considered views of all stakeholders is enclosed. The
response of your Ministry to this Questionnaire is sought. I shall be grateful
if the replies are furnished to the Commission on or before 10th May, 2014, so
as to enable the Commission to take them into account as part of its
examination of the issues that it is mandated to address. The reply may be sent
to Post Box No. 4599, Hauz Khas P.O, New Delhi 110 016, and in the case of
email to secy-7cpc@nic.in.
Encl:- As
above.
With
Regards,
Yours
sincerely,
(Meena
Agarwal)
To all
Secretaries to Govt of India
7th CPC
Questionnaire
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.
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?
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?
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?
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?
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?
3.2 To
what extent should government compensation be structured to attract special talent?
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?
4.2 Is
there any need to bring about any change?
4.3 Did
the pay bands recommended by the Sixth CPC help in arresting exodus and attract
talent towards the Government?
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?
4.5 Is the “grade pay” concept working? If not, what are your alternative suggestions?
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?
5.2 What
should be the reasonable quantum
of annual increment?
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?
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?
6.
Performance
What kind of incentives would you
suggest to recognize and reward
good performance?
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?
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?
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.
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?
8.4 What
are the options available for addressing the increasing expenditure on defence
pensions?
8.5 As a
measure of special recognition, is there a case to review the present benefits
provided to war widows?
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?
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?
9.2 What
should be the principles to determine
payment of House Rent Allowance?
10.
Pension
10.1 The
retirement benefits of all Central Government employees appointed on or after 1.1.2004 a re covered by the New Pension Scheme(NPS).
What has been the experience of the NPS in the last decade?
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?
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?
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.
c) Economy in expenditure.
12.
Training/ building competence
12.1 How
would you interpret the concept of “competency based framework”?
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?
13.
Outsourcing
13.1 What
has been the experience of outsourcing at various levels of Government and is
there a case for streamlining it?
13.2 Is there a clear identification of jobs that can be outsourced?
14.
Regulatory Bodies
14.1
Kindly list out the Regulators set up unde r Acts of Parliament, related to
your Ministry/ Department. The total number of personnel on rolls (Chairperson
and members + support personnel) may be indicated.
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.
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?
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?
***************
Seventh
Central Pay Commission
Government
of India
PUBLIC NOTICE
GOVERNMENT of India vide its Resolution No.
1/1/2013-E.III(A) dated the 28th February, 2014 have constituted the Seventh
Central Pay Commission with the following terms of reference:
a) To examine, review, evolve and recommend
changes that are desirable and feasible regarding the principles that should
govern the emoluments structure including pay, allowances and other
facilities/benefits, in cash or kind, having regard to rationalization and
simplification therein as well as the specialized needs of various Departments,
agencies and services, in respect of the following categories of employees:
(i) Central Government employees — industrial
and non-industrial;
(ii) Personnel belonging to the All India
Services;
(iii) Personnel of the Union Territories;
(iv) Officers and employees of the Indian
Audit and Accounts Department;
(v) Members of the regulatory bodies
(excluding the RBI) set up under the Acts of Parliament; and
(vi) Officers and employees of the Supreme
Court
b) To examine, review, evolve and recommend
changes that are desirable and feasible regarding the principles that should
govern the emoluments structure, concessions and facilities/benefits, in cash or
kind, as well as the retirement benefits of the personnel belonging to the
Defence Forces, having regard to the historical and traditional parities, with
due emphasis on the aspects unique to these personnel,
c) To work out the framework for an emoluments
structure linked with the need to attract the most suitable talent to
Government service, promote efficiency, accountability and responsibility in
the work culture, and foster excellence in the public governance system to
respond to the complex challenges of modern administration and the rapid
political, social, economic and technological changes, with due regard to
expectations of stakeholders, and to recommend appropriate training and
capacity building through a competency based framework,
d) To examine the existing schemes of payment
of bonus, keeping in view, inter-alia, its bearing upon performance and
productivity and make recommendations on the general principles, financial
parameters and conditions for an appropriate Incentive Scheme to reward excellence
in productivity, performance and integrity,
e) To review the variety of existing
allowances presently available to employees in addition to pay and suggest
their rationalization and simplification with a view to ensuring that the pay
structure is so designed as to take these into account,
f) To examine the principles which should
govern the structure of pension and other retirement benefits, including
revision of pension in the case of employees who have retired prior to the date
of effect of these recommendations, keeping in view that retirement benefits of
all Central Government employees appointed on and after 01.01.2004 are covered
by the New Pension Scheme (NPS),
g) To make recommendations on the above,
keeping in view:
i. the economic conditions in the country and
the need for fiscal prudence;
ii. the need to ensure that adequate resources
are available for developmental expenditures and welfare measures;
iii. the likely impact of the recommendations
on the finances of the State Governments, which usually adopt the
recommendations with some modifications;
iv. the prevailing emolument structure and
retirement benefits available to employees of Central Public Sector
Undertakings; and
v. the best global practices and their
adaptability and relevance in Indian conditions.
h) To recommend the date of effect of its
recommendations on all the above,
2. The Commission invites all associations,
unions, institutions, other organisations and interested individuals to send
memoranda contain their views on the aforesaid matters so as to reach Office of
Seventh Central Pay Commission latest by 31st May, 2014. This
memoranda/material may be sent to PO Box No. 4599, Hauz Khas P.O. New Delhi
110016 (Ten copies) and in case of email to secy-7cpc@nic.in
Meena
Agarwal
Secretary
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