PRESS RELEASE
A
delegation of Government Employees
Federation led by its President Shri. P. Kannan, met the 7th Central Pay Commission
at Megadode Resort, Port Blair on 04.02.2015
at 2.30 p.m. and welcomed the Chairman and his team members and a
special welcome to the then Chief
Secretary of A&N Administration Shri. Vivek Ray who is also team
member, to A & N Islands. The President Shri. P.Kannan has submitted a
Memorandum of 41 Points Common demands
of entire Government servants, Department-wise demands of 19 Departments of
A&N Administration including one Central Govt. Department of ALHW and representations submitted by 27 affiliated
service associations before the
Chairman, 7th CPC. The Federation also presented all the demands
including 19 departments and 27 service Associations through POWER
POINT presentation before the Commission and discussed the
demands in person. The Chairman and Committee
members discussed the demands in details. The President Shri. P.Kannan &
General Secretary Shri. S.K.Majumdar
have jointly presented justifications of the demands placed and the Chairman
and his team members have accepted
almost all the demands placed by the
Federation and assured of best
results. Finally, Shri. P.
Kannan, President GEF on behalf of the delegation expressed hearty gratitude to
Chairman and his team members for giving a patient hearing and the assurance
given by them.
The demands presented by the
Federation are given below:-
7th
CPC GENERAL COMMON DEMAND OF GEF
1.
A Special recommendation is to be made to bring the PAY BAND and GRADE PAY of Govt. Servants of
A&N Islands (UT) at par with Central
Government Employees i.e. Govt. of NCT, Delhi to remove Anomalies. At present, the affected Govt. servants
are compelled to approach Court of Law
to get the Pay Band and Grade Pay at par
with their counterpart of NCT Delhi. The
5th CPC had also advised all the UTs to compare the
anomalies cases only with Delhi. Which was not strictly adhere too. Since, the employees of A&N
Administration are also Central Government Employee, a specific recommendation
may be made in the 7th CPC report to avoid Court cases and other
incidental problems faced by employees of
A&N Administration. This demand will resolve 75% of problems
of Govt. servants.
2.
Enhancement of ACP/MACP Scheme under Assured
Carrier Progression from 3 (Three) Nos.
to at-least 4 Nos. on completion
of 8 (Eight) years of regular service.
3.
The MACP scheme introduced by Sixth CPC has
not become fruitful to many Govt. Servants. We request to modify MACP
Scheme benefits as per promotional hierarchy of a Govt. servant instead of granting next Grade Pay.
4.
One Foreign Tour to all Central Government
Employees along with his/her family in the entire period of
his/her service, who have completed at-least minimum service of 10 years.
5.
2 (Two)
Leave Travel Concession (LTC) in a Calendar year for all Govt. Servant
working in A&N Islands irrespective of Islanders and Mainlanders.
6.
4 (Four)years LTC Block may be modified into 2
year block for all India Tour.
7.
Air Travel entitlement in Helicopter/Plane
Services to inter-Islands for Govt. Servants drawing Grade Pay of Rs. 4200/-
and above for on duty and LTC.
8.
Grant of Lowest Class Ship Cabin entitlement
to all Group “C” employees of A&N
Administration in ship Journey drawing Grade Pay of Rs. 1800/- . The 6th CPC had granted 1st Class / 3rd AC Sleeper Class
entitlement in Train Journey but unfortunately
failed to grant Lowest Class Cabin entitlement in ship
Journey. This may be granted to poor
Govt. servants.
9.
Air Travel Concession to all Government
Servants working in A&N Islands at par with North Eastern Region
considering the remoteness and only two means of Transport i.e. Ship and Air to
visit mainland.
10.
One increment should be awarded to all Central
Government employees who retire on 30th June, after rendering one
full year of service. Because, the increment Rule says that, a Govt. servant
become entitle for an increment on
completion of six months period, but presently deprived of increment after rendering 12 months service just because he /she is not in
service as on 1st July.
11.
Revision of
“CHILDREN EDUCATION ALLOWANCE & HOSTEL SUBSIDY” at present cost of living.
12.
“CHILDREN EDUCATION ALLOWANCE & HOSTEL
SUBSIDY ” of children of Government
servant is to be extended for
Higher Technical and Non-Technical
Education too.
13.
25%
extra Children Education Allowance & Hostel Subsidy may be granted to the Government Servants having one child to promote Small Family
Norms.
14.
Enhancement of Transport Allowance as per
present Market Rate.
15.
Enhancement of Daily Allowance of Government
Servants on Duty –Cum- Tour as per present Market Rate.
16.
Enhancement of Uniform Allowances to all eligible
Govt. employees irrespective of Categories.
17.
Washing
Allowance should be increased as per
present Market rate with a special recommendation for employees working in
A&N Islands.
18.
ENHANCEMENT OF THE FOLLOWING ALLOWANCES :-
|
ISLAND SPECIAL DUTY ALLOWANCE (ISDA)
|
HARD AREA ALLOWANCE (HAA)
|
HOUSE RENT ALLOWANCE(HRA)
|
|
Existing
|
Proposed
|
Existing
|
Proposed
|
Existing
|
Proposed
|
|
12.5 %
Port Blair
|
25 %
Port Blair
|
25%
|
40%
|
20%
|
30%
|
|
20 %
North, Middle
& South Andaman
|
40 %
North, Middle & S/ Andaman
|
-
|
-
|
-
|
-
|
|
25 %
Southern Group
of Islands
|
50 %
Southern Group of Islands
|
-
|
-
|
-
|
-
|
19.
Special
Compensatory Allowance (SCA) benefit is to be extended to Southern Group
of Islands of A&N Islands, who are
in receipt of Hard Area Allowance too.
20.
HRA
should be granted at par with “X” Class City.
21.
Andaman
Special Allowance is to be extended to all Government servants working in
A&N Islands, which is now restricted to mainlanders work in A&N Island.
22.
Overtime Allowance Should be revised at present market rate and its ceiling of Pay
Band and Grade Pay should also be enhanced.
23.
Night
Duty Allowance Should be revised at
present market rate and its ceiling of Pay Band and Grade Pay should
also be enhanced.
24.
Deputation Allowance is to enhanced from 10%
to 20% to Govt. Employees
25.
Cash handling Allowance is to be granted to
all staff handling CASH in their respective departments, which is now restricted to Cashier only @ Rs. 1500/- per month.
26.
Restoration of 12 days CASUAL LEAVE in a
Calendar year as against 8 & 10 days
recommended by 6th CPC.
27.
Special
bunching of Increment should be done in every 10 years of service of a Govt.
Servant.
28. Restoration of Old Pension Scheme to all
Central Govt. Servants, who have been appointed after 01.04.2004.
29.
“CHILD
CARE LEAVE” should be allowed to Male Government servants too. Because, the
widower is also taking Care of his children after death of his Wife, which is more significant than a Female Child Care.
30.
The
present 20 days “Half Pay Leave” should be converted into 30 days “Full Pay” in a calendar year to all Central Government
Employees.
31.
Regularization of Ad-hoc, Contract Services of
employees who have been appointed
after completing all codal formalities like Registration of Employment
Exchange/ Proper Interview/ Written test/ Trade test/ or by DPC proceedings.
32.
Introduction of “ANIMAL CARE ALLOWANCE” to Para-Veterinary Staff just like “PATIENT CARE ALLOWANCE” is being
given to Health Employees. The Para –Veterinary
staff also taking Care of Animals
in Veterinary Hospitals and also
visiting Houses / location of Animal to give treatment.
33.
“RISK ALLOWANCE" is to be given to
Para-Veterinary Staff of A&N Islands for handling Animals (Pet and Wild) because they put their life in Risk.
34.
“RISK ALLOWANCE" is to be
extended to Employees of Electricity Department of A&N Islands
because they work in DANGER AREAS such as,
POWER HOUSES and TRANSMISSION and DISTRIBUTION (T&D). Because, many
employees have lost their life while discharging their duties and still
employees are working under risk in the said fields.
35.
Medical
Check –Up Allowance is to be extended to all
Central Govt. Servants, which is now restricted only to IAS Officers.
36.
Grade
Pay of Graduate and Post-Graduate Govt. servants should be hiked in their
respective post to boost their morale and to get good achievements.
37.
Non–Practicing Allowance may be extended to
Graduate Engineers at par with Doctors.
38.
Grant
of HRA
at par with Port Blair city to
all Govt. servant working in other parts of A&N Islands.
39.
Enhancement
of Festival Advance from Rs.
4500/- to Rs. 15000/-.
40.
100%
Medical re-imbursement should be made to all Government Employees working in A&N Islands, who take
treatment at mainland, which is now restricted
as per approved rate of CGHS.
41.
Exemption of DA, SCA, ISDA, Hard area
Allowance and Children Education allowance
from Income Tax.
DEPARTMENT WISE DEMAND
1.
DEPARTMENT OF ANIMAL HUSBANDRY AND VETERINARY
SERVICE
a.
Grant of Animal Care Allowance at par with Patient Care Allowance
/ Hospital Patient Care Allowance granted to
Health Department of A&N
Administration and Central Govt. Employees at NCT Delhi. .
b.
Risk Allowance to Para Veterinary Staff for handling
Wild and Pet Animals @ Rs. 1000/-
per month.
c.
Revision of Staff
Structure, Scale of Pay and Grade of
Para Veterinary Staff post- wise as mentioned below to do proper justice and to
give actual deserving benefits to them.
|
EXISTING
|
PROPOSED
|
|
|
DESIGNATION
|
SCALE OF PAY &
GRADE PAY
|
DESIGNATION
|
SCALE OF PAY
& GRADE PAY
|
REMARKS
|
|
* Veterinary
DRESSER
|
Rs.5200-20200
GP Rs.1800/-.
(Same PB & GP for Entry Grade
& 2 Promotional posts )
|
Veterinary Field Assistant Gr.- IV
|
PB : Rs.5200-20200
GP : Rs.2000/-.
|
Justification given
by Association in their submission is enclosed for reference.
|
|
*Veterinary
STOCKMAN
|
Veterinary Field Assistant Gr.- III
|
PB : Rs.5200-20200
GP : Rs. 2400/-.
|
|
*VETERINARY COMPOUNDER
|
Veterinary Field Assistant Gr.- II
|
Rs.5200-20200
GP Rs. 2800/-.
|
|
SENIOR VETERINARY
COMPOUNDER
|
Rs.5200-20200
GP Rs.1900/-
|
Veterinary Field Assistant Gr.- I
|
Rs.5200-20200
GP Rs. 4200/-.
|
|
LIVESTOCK
SUPERVISOR
|
Rs.5200-20200
GP Rs. 2400/-
|
Veterinary Field Supervisor
|
Rs.5200-20200
GP Rs. 4600/-.
|
*
Note :- The Entry Grade post and two
promotional posts carry the same Grade Pay without any financial benefit.
d.
Up-gradation of Grade Pay
of Hatchery / Plant Operator working under Animal Husbandry and Veterinary
Department, A&N Islands from Rs.1900/-
to Rs. 4200/-.
2.
COOPERATIVE DEPARTMENT
a.
Grant of Grade Pay of Rs. 5400/-
to ASSISTANT REGISTRAR OF COOPERATIVE SOCIETIES ( ARCS),
Cooperative Department, A&N
Administration from Rs. 4200/- to bring at par with their counterparts
working under NCT Delhi.
b.
Grant of Grade Pay of Rs. 4200/-
to INSPECTOR OF COOPERATIVE
SOCIETIES of Cooperative Department, A&N Administration from Rs. 2800/- to bring at par with their counterparts
working under NCT Delhi.
3.
PORT
MANAGEMENT BOARD
a.
Re-designation of posts and enhancement of
Grade Pay as per their function mentioned below :-
|
Designation
|
Existing Grade Pay
|
Existing strength of posts
|
Required strength of posts
|
Proposed Grade Pay at
par 6th CPC.
|
Proposed Re-designation
as per their function.
|
|
MANAGER
|
Rs. 4600/-
|
02
|
02
|
Rs. 6600/-
|
General Manager (Traffic
)
|
|
Superintendent
(Wharf)
|
Rs. 4200/-
|
18
|
06
12
|
Rs. 5400/-
Rs. 4800/-
|
i. Assistant General Manager (Traffic )
ii. Wharf Superintendent Grade-I.
|
|
Assistant Shed Master.
|
Rs. 2800/-
|
13
|
13
|
Rs. 4200/-
|
Wharf Superintendent
Grade-II.
|
b.
Up-gradation of Grade Pay of Port Signalers Staff as mentioned
below :-
|
DESIGNATION
|
EXISTING GRADE PAY
|
PROPOSED GRADE PAY FOR 7TH CPC (PRE-REVISED).
|
|
MARINE RADIO OPERATOR
|
Rs. 2400/-
|
Rs. 4200/-
|
|
SUPERVISOR (SIGNAL)
|
Rs. 2800/-
|
Rs. 4600/-
|
|
SIGNAL SUPERINTENDENT
|
Rs. 4200/-
|
Rs. 4800/-
|
c.
Grant of Hazard / Risk Allowance.
d.
Grant of Dirty Cargo handling
Allowance.
e.
Grant of Shift and Night Duty
Allowance.
The above mentioned Allowances may be paid to A&N Administration Port Employees ( Cargo
/ Traffic Wing ) at par with their counterparts working under various Ports and
other Organizations.
4.
STAFF CAR
DRIVERS OF A&N ADMINISTRATION
a.
Abolishing of Ratios prescribed for promotion of Staff Car
Drivers specially for A&N
Islands.
b.
Introduction of Insurance Scheme for a minimum amount of Rs. 10
Lakhs.
c.
Revision of Overtime
Allowance at present rate.
d.
Lifting of ceiling of restriction on Overtime Allowances from Rs.
12000/- for Drivers for performing Overtime Duties.
e.
Introduction of Supervisor post in the promotional hierarchy of
Staff Car Drivers.
f.
Introduction of lump sum Uniform Allowance of Rs. 5000/- per Annum
for Staff car Drivers.
g.
Driver Cadre may be declared as Technical Cadre to avail Technical
Allowance.
h.
One month extra Salary may be paid to Staff Car Drivers, who are
not entitled for Overtime Wages.
5.
ANDAMAN
LAKSHADWEEP HARBOUR WORKS, PORT BLAIR.
a.
Revision of Entry Grade Pay for Graduate Engineers may be enhanced from
Rs. 4200/- to Rs. 5400 /- and for non-graduate engineer Rs. 4600/-.
b.
Introduction of Port Crisis Allowance at par with Risk Allowance.
c.
Non–Practicing Allowance may be extended to
Graduate Engineers at par with Doctors.
6.
DIRECTORATE
OF CIVIL SUPPLIES & CONSUMERS AFFAIRS
a.
Up-Gradation of Grade Pay of
ASSISTANT DIRECTOR (CS&CA) from Rs.
4200/- to Rs. 4800/- at par with their
counterpart of Pondicherry and Food and
Supply Officer of NCT (UT), Delhi.
b.
Up-Gradation of Grade Pay of
WEIGHMAN from Rs. 1800/- to Rs. 1900/-
at par with their counterpart working under Port Management Board of A&N
Administration.
7.
ELECTRICITY DEPARTMENT.
a.
Grant of “RISK
ALLOWANCE" to Electricity employees working in DANGER AREAS such as, POWER HOUSES, POWER TRANSMISSION &
DISTRIBUTION (T&D) and Jungles etc. including bad weather and disaster.
b.
Introduction
of Insurance Scheme for the employees
working in danger areas such as, POWER HOUSES, POWER TRANSMISSION &
DISTRIBUTION (T&D) and Jungles etc. including bad weather and disaster.
c.
Up-Gradation
of Grade Pay of “SWITCH BOARD-CUM-ENGINE OPERATOR” (SBEO) of
Electricity Department, A&N Islands from Rs. 1900/- to Rs. 2400/- to bring
at par with Electrician of Govt. Press,
Fisheries Dept. and Dept. of Environment & Forest of A&N
Administration.
d.
Up-Gradation
of Grade Pay of “ FITTER (Electrical) of Electricity Department, A&N Islands
from Rs. 1900/- to Rs. 2400/- to bring at par with Electrician of Govt. Press, Fisheries Dept.,
Dept. of Shipping and Dept. of Environment & Forest of A&N
Administration.
e.
Up-Gradation
of Grade Pay of “ FITTER (Mechanical) of Electricity Department, A&N Islands
from Rs. 1900/- to Rs. 2400/- to bring at par with Mechanic of Govt. Press, Police Dept., A&N
Administration.
f.
Up-Gradation
of Grade Pay of “ LINEMAN”
of Electricity Department, A&N Islands from Rs. 1900/- to Rs. 2400/-
to bring at par with Electrician of
Govt. Press, Fisheries Dept., Dept. of Shipping and Dept. of Environment &
Forest of A&N Administration.
g.
Revision of Grade
Pay of Mazdoors working in Electricity Department (Essential service) from Rs.
1800/- to Rs. 2000/-.
8.
ANDAMAN
PUBLIC WORKS DEPARTMENT
a.
Up-Gradation
of Grade Pay of “Work Assistant” post from Rs. 2400/- to
4200/- to bring at par Diploma Junior Engineers.
b.
Up-Gradation of
Grade Pay of Surveyors and Draughtsman
Grade-III from Rs. 2400/- to Rs. 2800/-.
c.
Up-Gradation
of Grade Pay of “Ferro Printers” of APWD from Rs. 1900/- to
2000/- to bring at with their counterpart working in CPWD.
d.
Implementation of Planning Allowance to all
Junior Engineers irrespective of their qualification.
9.
TRANSPORT DEPARTMENT
a.
Up-gradation of Grade Pay of “BUS CONDUCTOR” posts
of Transport Department, A&N
Administration from Rs. 1800/- to Rs.
1900/- to bring par with their
Counterpart working at NCT Delhi and Pondicherry.
b.
Up-gradation of Grade Pay of “ CLERK-CUM-CHECKING
INSPECTOR” posts of Transport
Department, A&N Administration from Rs. 1900/- to Rs. 2400/-
to bring par with their
Counterpart working at NCT Delhi and Pondicherry.
10.
HEALTH DEPARTMENT
a.
Revision of Grade Pay of Health Worker (Male) from Rs. 2000/- to Rs.
2400/- to bring at par with their counterpart working at NCT, Delhi.
b.
Up-gradation of Grade Pay of Cooks of Health Department from Rs. 1800/- to
Rs. 2400/- to bring at par with their counterpart working in APWD Establishment, Raj Niwas etc., of
A&N Administration.
c.
Implementation of Risk / Health Hazard Allowance
to Staff Nurse, Safaikarmachari, Aayas
and Ward Attendants etc. @ of 10%
of Pay Band plus Grade Pay being handling with Patients suffering from
contagious & communicable Diseases
like Swine flu, Bird Flu, TB, HIV (Aids)
etc..
d.
Enhancement of issue of Uniforms to Safaikarmachari, Aayas and Ward Attendants etc. from 1 pair to 2 pairs (Teri cotton
cloth) per year as it is cheaper than the Cotton cloth.
e.
Up-gradation of Grade Pay of Safaikarmachari, Aayas and Ward Attendants from Rs. 1800/- to
Rs. 1900/-.
f.
Up-gradation of Grade Pay of Surveillance Worker of Malaria Dept. from Rs. 1800/- to Rs. 1900/- at par with
Lakshadweep (UT).
g.
Up-gradation of Grade Pay of Chief
Pharmacists from Rs. 4800/- to Rs.
5400/-.
h.
Up-gradation of Grade Pay of Operation Theatre
(OT) Attendant Rs. 1900/- to Rs. 2400/-.
i.
One month extra Salary for Health Staff
for attending emergency cases
and essential service duties in the
Hospitals.
j.
Non–Practicing Allowance may be extended
to Nursing Staff at par with Doctors.
k.
Up-gradation of Grade Pay of all LABORATORY STAFF as mentioned below:-
|
DESIGNATION
|
EXISTING GRADE PAY
|
PROPOSED GRADE PAY FOR 7TH CPC (PRE-REVISED).
|
|
LABORATORY ASSISTANT
|
Rs. 2000/-
|
Rs. 4200/-
|
|
LABORATORY TECHNICIAN
|
Rs. 2800/-
|
Rs. 4800/-
|
|
SENIOR LABORATORY
TECHNICIAN
|
Rs. 4200/-
|
Rs. 5400/-
|
|
TECHNICAL ASSISTANT
|
Rs. 4600/-
|
Rs. 6600/-
|
11.
GOVERNMENT INDUSTRIAL TRAINING
INSTITUTE
(ITI)
a.
Up-gradation of Grade Pay of “VOCATIONAL
INSTRUCTORS” Rs. 4200/- to Rs. 4800/- at par with Post graduate Teachers of
Education Department, A&N Administration.
b.
Up-gradation of Grade Pay of “WORKSHOP ATTENDANTS”
from Rs. 1800/- to Rs. 2400/- at par
with their counterpart of Govt. Polytechnic,
A&N Administration.
c.
Up-gradation of Grade Pay of Cooks of ITI
from Rs. 1800/- to Rs. 2400/- to bring at par with their counterpart
working in APWD Establishment, Raj Niwas
etc., of A&N Administration.
12.
CLERICAL CADRE STAFF OF A&N ADMINISTRATION
a.
Up-gradation of Grade Pay of Clerical
Cadre Staff of A&N
Administration. As mentioned below :-
|
DESIGNATION
|
EXISTING GRADE PAY
|
PROPOSED GRADE PAY FOR 7TH CPC (PRE-REVISED).
|
|
LOWER GRADE CLERK
|
Rs. 1900/-
|
Rs. 2800/-
|
|
HIGHER GRADE CLERK
|
Rs. 2400/-
|
Rs. 4200/-
|
|
HEAD GRADE CLERK
|
Rs. 4200/-
|
Rs. 4800/-
|
|
OFFICE SUPERINTENDENT
|
Rs. 4200/-
|
Rs. 5400/-
|
|
ASSISTANT SECRETARY
|
Rs. 4600/-
|
Rs. 6600/-
|
|
DEPUTY SECRETARY
|
Rs. 5400/-
|
Rs. 7600/-
|
13.
EDUCATION DEPARTMENT
a.
Grant of Grade
Pay of Physical Education
Teachers (PETs) at par with Teaching Staff.
14.
INDUSTRIES DEPARTMENT
a. Revision of Scale of Pay and Grade
of Sagarika Govt. Emporium Staff to bring at Par with their Counterpart
working under Delhi Emporium (DSIIDC)
Delhi (UT).
PROPOSED
SCALE OF PAY and GRADE PAY FOR SEVENTH CPC (PRE-REVISED)
|
|
Existing
|
Proposed
|
Remark
|
|
Sl. No.
|
Designation
|
Sagarika Govt. Emporium
A&N Administration (UT)
|
Delhi Emporium, DSIIDC
Delhi (UT)
|
Justification given by Association in their letter is enclosed for reference.
|
|
1
|
Sales Assistant
|
PB
Rs. 5200-Rs20200
GP-
Rs. 1900
|
Rs. 5200-Rs
20200 GP-Rs. 2400
|
|
2
|
Senior
Sales Assistant
|
PB Rs.
5200-Rs20200
GP- Rs. 2400
|
Rs. 9300-Rs
34800 GP-Rs. 4200
|
|
3
|
Manager
|
PB Rs.
5200-Rs20200
GP- Rs. 2800
|
Rs. 9300-Rs
34800 GP- Rs. 4800
|
|
4
|
Senior Manager
|
PB Rs.
9300-Rs 34800
GP-Rs. 4200
|
Rs.15600-Rs
39100 GP-Rs. 5400
|
a. Up-gradation of
Grade Pay of Laboratory In-charge of
Industries department from Rs. 2800/- to Rs. 4200/- to bring at par with
Laboratory Technicians of Govt. Polytechnic
(BRAIT) of A&N Administration.
15.
JAIL DEPARTMENT
a.
Grant of Grade of Rs. 2400/- to Craft Instructor, Jail
Department from Rs. 1900/- to bring at par with their counterpart working in
Industries Department of same A&N
Administration.
16.
FOREST DEPARTMENT
a.
Removal of anomaly in Grade Pay of NAIB TEHSIDAR post
working under Forest Department from
Rs. 2800/- to Rs. 4200/- to bring at par
with DEPUTY TEHSILDAR of Revenue Department of A&N Administration.
b.
Removal of
anomaly in Grade Pay of SURVEYOR post working under Forest Department from Rs. 2000/- to Rs. 2400/- to bring at par with their counterparts working
in Revenue Department, Andaman Public
Works Department, Electricity Department, Agriculture Department and Fisheries
Department of A&N Administration.
17.
FISHERIES DEPARTMENT
a.
Up-gradation of Grade Pay of Fisheries Inspectors of Fisheries Department
from Rs. 2400/- to Rs. 4200/- to bring at par with their counterpart working at
other UTs and States to remove anomaly. It would be appropriate to mention here
that, the 3 years Graduate level posts have been up-graded to Rs. 4200/-.
Whereas, the Fisheries Inspector who have undergone 4 years Degree/Graduation
were granted lower Grade Pay of Rs. 2400/-. Thus, there Grade Pay may also be
brought at par with Graduates Grade pay i.e. Rs. 4200/-.
18.
Dr. B R Ambedkar Institute of Technology
a.
MACP may be awarded in the
Promotional Grade.
b.
For counting qualifying service
the ad-hoc service may be also be merged
for awarding MACP and other service
benefits.
c.
For awarding MACP the period may
be reduced from 10 yrs., 20 yrs. And 30 yrs. to 8 yrs. , 16 yrs., 24 yrs. and
last 32 years.
d.
8 days CL may be up-graded to 10
days.
e.
One additional increment for
enhancing the qualification for Laboratory / Workshop Staffs.
f.
Pay protection for Ad-hoc employees
consequent on their regular appointment in the existing posts.
g.
Age limit may be standardized for
all Gr. ‘C’ and Gr.’B’ Category between
18 years and 35 years .
h.
Over time allowance is required
to revise.
i.
Revision of Night duty allowance,
honorarium etc.
j.
Merging of Personal pay along
with Basic Pay.
k.
Rate of annual increment may be
increased from 3% to 5%.
l.
TSMs may be granted other service benefits viz.,
LTC, EL , Tuition fee re-imbursement , MACPS and introducing NPS etc.
|
S.No.
|
Name of the post
|
Category
|
Present Pay Band and GP
|
Proposed Pay Band and GP
|
Reason for changes proposed
|
|
1.
|
Foreman
|
Gr.’B’
|
PB-2 +GP Rs.4600
|
PB-2+GP Rs.5400/-
|
For the post of Foreman it is proposed
to have a uniform pay scale and at par with NCT of Delhi
|
|
2.
|
Programmer
|
Gr.’B’
|
PB-2 + GP Rs.4200
|
PB-2 +GP Rs.4800/-
|
As proposed in the Model RR in DOPT’s
OM No.AB-14017/2/ 2011-Estt (RR) dt.
30.05.2014
|
|
3.
|
Computer Instructor
|
Gr. ‘C’
|
PB-1 + GP Rs.2800
|
PB-2 + GP Rs.4200
|
The post is required to upgraded to
Gr.’B’ category and it should be
treated at par with Instructor / Lab Technicians
|
|
4.
|
Physical Training Instructor
|
Gr. ‘C’
|
PB-1 + GP Rs.2400
|
PB-2 +GP Rs.4600
|
The post is required to be treated at
par with PET of Education Department
|
|
5.
|
Workshop Lab Asst.
|
Gr. ‘C’
|
PB-1 + GP Rs.1800
|
PB-1 + GP Rs.2400
|
This post is required to be treated at
par with the Lab Asst. in the
Education Department
|
6.
|
Ferro printer
|
Gr.’C’
|
PB-1 + GP Rs.1900
|
PB-1 + GP Rs.2400
|
This being the promotional post of Daftari
|
|
7.
|
Daftari
|
Gr.’C’
|
PB-1 +GP Rs.1800
|
PB-1 + GP Rs.2000
|
This is the promotional post of peon. It
is required to have higher GP.
|
|
8.
|
Cook
|
Gr. ‘C’
|
PB-1 + GP Rs.1800
|
PB-1 + GP Rs.2000
|
Cooking foods in hostel in bulk quantity
for students. To honor their works it is essential
|
|
9.
|
Heavy Vehicle Driver
|
Gr.’C’
|
PB-1 +GP Rs.1900
|
PB-1 + GP Rs.2000
|
This is due the reason that for
obtaining Heavy vehicle license three years driving experience required in
Light Vehicle Driver. So it should be placed above the LVD Pay scale.
|
|
10.
|
Carpenter, Plumber, Painter, Motor
Mechanic, Electric-cum- Genset operator
|
Gr. ‘C’
|
PB-1 +GP Rs.1900
|
PB-1 + GP Rs.2400
|
These posts are earmarked as technical posts.
|
19. INFORMATION PUBLICITY & TOURISM DEPARTMENT
a.
Revision of pay structure of
workman working under the IP&T Dept.
and drawing Basic Pay Rs.4440/- plus Grade Pay of Rs 1300 + Dearness Allowance into at par with
Group “C” regular Govt. Employees, who have been working in the Department for
more than 20 years. All the benefits of a regular Govt. Employee should be
granted to them.
Sd/-
P.KANNAN
PRESIDENT
Govt. Employees
Federation
A&N
Islands.
*******************************************************************************************************************
Answer of Questionnaires submitted by GEF
Ref. No. : GEF/ANI/2014/46 Date : 20. 05. 2014
To
Ms Meena Agarwal
Secretary, 7th
Central pay Commission,
Post Box No. 4599,
Hauz Khas PO,
New Delhi- 110016.
Subject :- Submission of suggestions and Answers on 7th CPC questionnaire- reg.
Ref. No. :- Public Notice of questionnaires.
Respected Madam,
We take the pleasure to submit our
Suggestions and answers on the 7th
CPC questionnaires asked for through
Public Notice for your kind perusal and to take appropriate decision for the
welfare of Central Government Employees.
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.
Ans. :
The lowest Salary as well as highest Salary of all categories of Central Govt. Employees should be determined
by minimum multiplication factor of 2.3
based on their basic pay become due
as on 01.01.2016. There should not be any discrimination, as it was done
in the 6th CPC i.e. 1.86 for lower employees and 3.00 to highest
employees.
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?
Ans.: Salary for various levels of functions falling
between the highest and the lowest level functionaries should be determined by
applying the ratio of 1:6. However, the Executive Employees Salary should be
increased as compared to Ministerial Employees. Further, we suggest that,
special hike in salary should not be entertained for lower categories of
employees merely on the ground of their dedicated services rendered to
public. In place of that, they should be
granted special allowances and packages
for their dedicated work and skilled
work etc..
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?
Ans.: The Pay Scales of Government Servants should be
higher than that of any Private Sector undertakings. Because, the talented youths and good gem of our Nation are mainly attracted with Salary
and perquisites given to them. As a result, we are losing talented youths in Nation building.
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?
Ans.: Our reply is same as given in 2.
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?
Ans.: We also agree with the recommendation of Second Pay
Revision Committee. This should be seriously taken into consideration and it
should be linked with performance by giving special allowances.
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?
Ans. : The present compensation package is sufficient
to attract suitable talent in the All India Services & Group A Services.
However, we recommend a little hike in their compensation package.
3.2 To what extent should government compensation be structured
to attract special talent?
Ans.: It should be hiked to 10-15 % based on 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?
Ans.: We appreciate the Pay Bands and Grade
Pay system introduced by 6th CPC, but a little changes are
required in lower level and middle level (i.e. PB-1 and PB-2 ). The
corresponding/promotional Grade Pay should be healthy and respectable. The
lower level staff drawing PB-1 are getting Grade Pay of Rs. 1800, 1900, 2000
and 2400 respectively under MACP Scheme
of 10, 20 and 30 years of service of regular service. Similarly, a middle class
employee drawing PB-2 are getting Grade Pay of Rs. 4200, 4600, 4800 and 5400 respectively under MACP Scheme of 10, 20 and 30 years of service
of regular service. The PB-2 categories of
post are mostly either Managerial or Supervisory posts other than some
technical posts. This is in fact not
justified. There must be good differences in grade pay as given in higher
level.
4.2 Is there any need to
bring about any change?
Ans.: Yes, changes are required in Grade Pays of PB-1
and PB-2.
4.3 Did the pay bands recommended by the Sixth CPC help in
arresting exodus and attract talent towards the Government?
Ans. : Yes, but
still there is some lacuna as answered
under item No. 4.1 and 4.2.
Further, our suggestions will
help to strengthen the recommendations of 7th CPC.
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?
Ans.: We suggest to merge the Grade Pay of Rs. 1900 &
2000 in PB-1, Rs.2800 & 4200 in PB-1& PB-2 and Rs. 4600 & 4800 in
PB-2.
4.5 Is the “grade pay” concept working? If not, what are
your alternative suggestions?
Ans.: Yes, but shall
be fruitful if the suggestion of merger
the Grade Pay of Rs. 1900 & 2000 in PB-1, Rs.2800 & 4200 in PB-1&
PB-2 and Rs. 4600 & 4800 in PB-2 are taken into consideration.
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?
Ans.: No, it should
be start with 1st January of every year. Further, one increment
should be given to an employee who retires on 31st December.
5.2 What should be the reasonable quantum of annual
increment?
Ans.: The present 3%
increment should be increased to minimum 5%.
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?
Ans.: One
additional increment should be given to talented and high achievers. A committee should be constituted in every department of State and UTs, in which
at least two member should be employee representatives. If the committee found an employees work
Excellent or Outstanding should be considered for such increment.
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?
Ans.: The MACP scheme is not sufficient or
fruitful to employees renderer good
service. It should be increased from 3 to 4 in normal case and one more
promotional benefit i.e. 5 MACP should be given to talented and high achiever
in regular interval of 8 years.
6. PERFORMANCE
What kind of incentives would you suggest to recognize
and reward good performance?
Ans.: One additional increment should be given to Talented
work or High Achievers. A committee
should be constituted in every
department of State and UTs, in which at least two member should be employee
representatives. If the committee found
an employees work Excellent or Outstanding should be considered for such
increment.
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?
Ans.: The Salary and Wages structure given to Central
Govt. Employees should be at par with the post held, irrespective of
Organization of Central / State Government.
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?
Ans.: We have no comments or objections on the decisions of
Pay Commission as well as Central Government.
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.
Ans.: Refer answer given in 8.1.
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?
Ans.: Refer answer given in 8.1.
8.4 What are the options available for addressing the increasing
expenditure on defence pensions?
Ans.: Refer answer given in 8.1.
8.5 As a measure of special recognition, is there a case to review
the present benefits provided to war widows?
Ans.: Refer answer given in 8.1.
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?
Ans.: Refer answer given in 8.1.
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?
Ans.: We suggest to
retain all the existing Allowances and also suggest to increase the
percentage of HRA from 20% to 30%, ISDA minimum 25%, Hard Area Allowances
minimum 30 %. All the Allowances except DA should be exempted from Income Tax.
9.2 What should be the principles to determine payment of
House Rent Allowance?
Ans.: HRA should be minimum of 30% to Port Blair City or at par with “A” Class
City as a special case, keeping in view of market rate and cost of living at
Port Blair City.
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?
Ans.: New Pension Scheme should be abolished and the Old
Pension System should be retained in the largest interest of Government
servants.
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?
Ans.: We suggest the same principal and pattern of Pension
scheme to be adopted of pre- 1.1.2004.
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?
Ans.: Decision of 6th CPC was good but
still required periodical in-service training for skill development and
up-gradation for promotion 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) Rationalization of staff strength and more productive
deployment of available staff;
b)Rationalization of processes and reduction of paper work; and
c) Economy in expenditure.
Ans.: a) Staff strength should be increased or
decreased based on the work load / requirement of all Organisation’s for smooth functioning.
Which should be surveyed / reviewed periodically at an interval of 5 (five)
years. This is also possible through re-structuring of employees cadre. And for
increase of productivity and development of the Organsiation workers should be
given appropriate training from time to time.
b) We suggest to implement single file system and
reduce the number of channel of process and also reduction of paper works by
adopting modern technology and technical know-how.
c) Unwanted Expenditure should be curtailed. And motivation should be
given to such Organization minimize the expenditures. Modern technologies
should be introduced to control the expenditure. Paper work is to be reduced. Replacement of old
machineries, equipments etc. are to be
done
12. TRAINING/ BUILDING COMPETENCE
12.1 How would you interpret the concept of “competency based
framework”?
Ans.: Citizen Charter should be strictly implemented and
responsibility should be fixed on the concerned Officers.
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?
Ans.: Not sufficient,
induction Training should be given to all Govt. Employees at the time of
entering into Govt. Job and time to time trainings and refresher courses be conducted on post basis to get good
output.
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?
Ans.: Yes,
professional qualification is compulsory in Civil Service Officers to
perform their duties more efficiently. Qualification certificate obtained from
a recognized Institution should be entertained.
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?
Ans.: Latest technical know-how training and other
refresher courses will boost the work culture and good governance of an employee in capacity
building.
13. OUTSOURCING
13.1 What has been the experience of outsourcing at various levels
of Government and is there a case for streamlining it?
Ans.: We do not recommend for outsourcing at various level
because of non- accountability and responsibility.
13.2 Is there a clear identification of jobs that can be
outsourced?
Ans.: Yes, we do agree for outsourcing, where lacking of
required qualified personnel’s for a
special nature of Job.
14. REGULATORY BODIES
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.
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?
Ans.: For point No. 14.1 to 14.3, we do agree with the
decision recommended and taken by the Pay Commission and Central Government.
Thus, we have no suggestion as such.
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?
Ans.: We suggest minimum adhoc Bonus of Rs. 10000/= for
all Central Govt. Servants up to Group “B”.
However, the Productively Link Bonus scheme may continue as it is.
Thanking You.
Your faithfully,
Sd/_
S.K.MAJUMDAR
GENERAL SECRETARY
e-mail : majumdar_swapankumar@yahoo.co.in
