Saturday, April 19, 2014

7th Pay Commission Questionnaire – Ratio of Minimum & Maximum Salary, Grade Pay Suggestion, Increment Date, Determination of HRA and NPS

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.
 
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?
 
Source: http://7cpc.india.gov.in/7cpc_questionnaire.pdf

Employment News Weekly – A Warning Report

Employment News Weekly – A Warning Report

Employment News Weekly was started in the year 1976. For 38 years and in three languages, the publication had been informing millions of educated but unemployed youngsters all over India about job opportunities. It is a weekly journal and is published simultaneously in Hindi, English & Urdu.
The Employment News Weekly understood the pulse of students and job seekers from various streams, searched for opportunities for them and presented them. This is nothing short of a remarkable service and an achievement in itself. Its prime objective was to provide an effective platform on job vacancies, job oriented training programmes, admission notices relating to job oriented courses and result of recruitment examinations. In addition to job vacancies, Rozgar Samachar, in each issue, carries article on job opportunities in various sectors, including emerging sectors.

In the current age of computers and information technology, countless websites have been launched that spread crucial and relevant information to one and all. Employment News Weekly had recently issued a warning cautioning those who are exploiting this wonderful service provided by the Government of India, and making money unlawfully.

Each day, hundreds of thousands of people visit these websites to look for job vacancies. Advertisements on these sites are created in ways that trigger curiosity, mislead and give false hopes. It has also been found that these unscrupulous websites also collect money online in the name of subscription to the website.
In order to prevent this fraud, Employment News Weekly had issued a warning report to the readers recently on its website…

“It has come to our notice that some websites claiming to be sister concerns of Employment 
News/Rozgar Samachar have been approaching people/ organisations on behalf of Employment News for subscriptions and advertisement. It is hereby informed that Employment News has not authorised any agency to work on its behalf. It does not have any sister concern journal either print edition or web edition. Our official websites are:

www.employmentnews.gov.in
www.rojgarsamachar.gov.in

Employment News does not accept online payments. Before making any payment, credentials may be verified from the office of the EN at the following address:

Employment News
East Block-IV, Level-5, R.K. Puram, New Delhi-110066
Phone numbers: 011- 26107405, 011-26195165

A list of empanelled agents for distribution of copies is available on our website”.

Source: 90pasisa.blogspot.in
[http://90paisa.blogspot.in/2014/04/employment-news-weekly-warning-report.html]

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