Ref. No. : GEF/ANI/2014/44 Date : 19.05.2014
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 personnels 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
