Corrected version of Draft of JCM’s Memorandum to be submitted to 7th CPC

Corrected version of Draft of JCM’s Memorandum to be submitted to 7th CPC – Please give your valuable suggestions

PREFACE

The 6th CPC submitted its report in March 2008. It made major changes in the structure of pay scales by introducing the concept of Pay band and Grade Pay. Their recommendations were implemented with effect from 1.1.2006. There were plethora of anomalies, common as well as department specific. None of these anomalies were removed despite several rounds of discussions.

1.2. On 1.1.2011, the percentage of DA entitlement crossed over 50%. Since the erosion of the value of wages by that time had become enormous, the demand for merger of DA was raised by the employees. Some of them demanded setting up of the 7th CPC on the plea that the residency period of any wage structure must not exceed 5 years, especially in the background that the pay revision in most of the PSUs takes place at the interval of 5 years.They also pointed out that unlike the 5th CPC the 6th CPC had not suggested as to when the next wage revision must be attempted. The Government ignored those demands, despite well knowing that the inflation and abnormal price rise of food and other essential commodities had reduced the purchasing capacity of the government employees significantly.

1.3 Government refused to discuss these demands either bilaterally or at the forum of JCM. A section of the employees went on a day’s strike action, while the industrial workers in the Railways and Defence took the strike ballot. Climate of confrontation emerged. Taking note of these developments, Government in September 2013 announced the setting up of the 7th CPC. The Standing Council of JCM, National Council met on 24th October, 2013 to discuss various issues connected with the finalisation of the terms of reference of the Commission. The following suggestions were made for incorporation in the Terms of Reference (TOR):

The Commission should have a labour representative.

• DA (the extent of percentage as on 1.1.2014) to be merged and treated as pay for all purposes.
• To include Gramin Dak Sewaks within the ambit of 7th CPC.
• To grant Interim Relief @ 25% of Pay + GP.
• To ensure that the 7th CPC recommendation will be effective from 1.1.2014.
• To ensure parity in pension for all pensioners as per the 5th CPC recommendation.

1.4 In spite of holding out assurance, no further discussions were held. The Government unilaterally notified the Terms of Reference. The Staff Side has now submitted a memorandum to the 7th Central Pay Commission on the twin issues, i.e. the need to grant interim relief and merger of Dearness Allowance.

1.5 It will be the endeavour of the Staff Side to bring about commonality of approach on all issues concerning the wages, allowances and other relevant matters, as was the case on the previous occasions. We are hopeful that all the Associations/ Federations/Unions of Central Government employees will endorse this memorandum, prepared by the Staff Side, National Council, JCM on their behalf. No doubt they will submit separate memoranda on department specific issues.

1.6 With this introduction, we submit this memorandum to the 7th CPC for their consideration.

Click here to download JCM’s Memorandum [1.5 MB .pdf]

Committee to formulate a comprehensive transfer policy: Railway Board Order

Constitution a Committee of Officers representing each stream under the Chairmanship of Member Staff with Secretary to Board as co-Chairman to formulate a Comprehensive transfer policy starting from the lowest level up to various posts in Board.

(GOVERNMENT OF INDIA)
(MINISTRY OF RAILWAYS)
(RAILWAY BOARD)

No. ERB-I/2014/23/27

New Delhi, dated 26.6.2014

ORDER

Ministry of Railways (Railway Board) have decided to constitute a Committee of officers representing each stream under the Chairmanship of Member Staff with Secretary to Board as co-Chairman to formulate a Comprehensive transfer policy starting from the lowest level up to various posts in Board. The Committee will consist of the following Members:-

i) Director General (RHS), Railway Board
ii) Director General (RPF), Railway Board
ill) Addl. Member (Traffic), Railway Board
iv) Addl. Member (PU), Railway Board
v) Addl. Member (L), Railway Board
vi) Addl. Member (CE), Railway Board
vii) Addl. Member (Signal), Railway Board
viii) Addl. Member (Budget), Railway Board
ix) Addl. Member (Planning), Railway Board
x) Addl. Member/Staff (now Adviser/Staff), Railway Board
xi) Adviser (Stores), Railway Board

2. The Terms of reference of the Committee will be as under:-

i) Comprehensive transfer policy to be formulated;
ii) Minimum tenure and maximum period for each level be defined;
iii) Maximum number of years an officer can stay in one location/city;
iv) Rotation of officer to various Zones in Railways to have Pan-India exposure;
v) Compulsory shifting after maximum period of stay;
vi) Prescribing minimum number of experience in divisions for posting as DRM and minimum experience in number of Zones for GM posts as well as posts in Railway Board;
vii) Examining the possibility of not posting the officer to the native divisions, if desired not to be posted to native zones;
viii) Streamlining the feeder cadre for each level of promotion and cadre management;
ix) Any other references to be made by Chairman and Members of the Board; and
x) Any references to be made by Minister of State for Railways and Minister for Railways.

3. The Headquarter of the Committee will be at New Delhi.

4. The Chairman, Co-Chairman and Members of the Committee will be eligible to draw TA/DA, as per extant rules.

sd/-
(K. Krishnan)
Joint Secretary
Railway Board

Source: http://www.indianrailways.gov.in/railwayboard/uploads/irpersonel/Promotion_Posting/ERB-1/Committee_260614.PDF

Performance Related Incentive Scheme (PRIS): About a reader’s Opinion

Performance Related Incentive Scheme (PRIS): About a reader’s Opinion 

The Tamil newspaper Dinamalar recently published an opinion of one of its readers about Performance Related Incentive Scheme.

According to the write-up, based on the recommendations by the Sixth Pay Commission, the scheme had been introduced more than five years ago in select central government departments like atomic energy, space research and defence.

The scheme has already been implemented in atomic energy, space research and scientific and technical research departments under the name of “Performance Based Incentive Scheme”. As a result, there has been tremendous improvement in the productivity and output of these departments.

One can use the Right to Information Act to find out how the performance is evaluated and details regarding promotions. The annual performance appraisals submitted by the employees and the feedback and comments marked by their senior officials are now declassified and are accessible to all. The employee is evaluated based on the annual targets, and the amount of work accomplished that year.

Options have been created to constantly improve management practices. Still, there are issues that need to be addressed. There is fear that such target-based appraisals would encourage unhealthy and selfish result-obsessed-performances, and discourage team spirit and selfless acts aimed at general welfare.

In order to successfully implement these schemes, it is very important for the management to be proactive, benevolent, focused, with clear thinking process, and very impartial.

In other words, a mere rod isn’t sufficient to control an elephant. One also has to have a properly qualified and trained mahout. Similarly, mere schemes alone wouldn’t bring the required transformation in the central government departments. They also need excellent management teams to implement them successfully.

Source: CGEN.in
[http://centralgovernmentemployeesnews.in/2014/06/a-readers-opinion-about-performance-related-incentive-scheme-pris/]

Revision in the rates of Kilometreage Allowance and Allowance in lieu of Kilometreage (ALK) with effect from 01.01.2014 - RBE No. 65/2014

 Revision in the rates of Kilometreage Allowance and Allowance in lieu of Kilometreage (ALK) with effect from 01.01.2014 - RBE No. 65/2014

GOVERNMENT OF INDIA
MINISTRY OF RAILWAYS
RAILWAY BOARD

S.No. PC-VI:343

RBE No. 65/2014

No. E(P&A)II-2005/RS-34

New Delhi 24.06.2014

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

Sub: Revision in the rates of Kilometreage Allowance and Allowance in lieu of Kilometeage (ALK) with effect from 01.01.2014


In terms of Board's letter of even no dated 28.6.2012.  The rates of Kilometreage Allowance (per 100 kms.) and Allowance in lieu of ALK (per 160 kms.), which were laid down Board's letter No. E(P&A)-II/2005/Rs.34 dated 26.12.2008, were increased by 25% with effect from 01.01.2011 consequent upon increase in the rate of DA to 51%.


2.  Subsequent to enhancement in the rages of Dearness Allowance to 100% w.e.f. 01.01.2014, the matter has been examined and it has been decided by Board that the rates of Kilometreage Allowance (per 100 kms) and Allowance in lieu of ALK (per 160 kms) shall increase by a further 25% w.e.f. 01.01.2014 over the rates laid down vide Board's letter No. E(P&A)-II-2005/Rs.34 dated 26.12.2008.

3.  The other terms and conditions for admissibility of Kilometreage Allowance / Allowance in lieu of Kilometreage shall remain unchanged.

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

5.  Please acknowledge receipt

sd/-
(K. Shankar)
Director, Estt.(P&A)
Railway Board

Source: AIRF

Amendment of Fundamental Rules/Service Rules regarding FR 22(I)(a)(1) pay fixation of re-employed person: DoPT's clarification

DoPT's clarification on amendment of Fundamental Rules/Service Rules regarding FR 22(1)(a)(i) pay fixation of re-employed person.

No.997012/2014-Estt (Pay)
Government of India
Department of Personnel 8; Training
Establishment (Pay) Division

North Block, New Delhi
Dated the.26th June, 2014

CIRCULAR

It is brought to notice that any amendment of Fundamental Rules / Service Rules is required to be made with the approval of President under powers vested by Article 309 of the Constitution. It is clarified that FR  22(l)(a)(1) continues to exist.

2. Similarly, the Rule 2(2)(vii) of CCS (RP) Rules, 2008 has not been deleted as in the case of FR 22(l)(a)(1) above.

3. Hence. the mode of pay fixation as provided for in FR 22(1)(a)(1) continues to apply in respect of cases in the pre-revised scales. Also, the Rule 2(2)(vii) of CCS (RP) Rules 2008 read with OM No.3/13/2008-Estt(Payell) dated 11th November, 2008, continues to apply in cases of pay fixation of reemployed persons.

sd/-
(Mukesh Chaturvedi)
Director (Pay)

Source: http://ccis.nic.in/WriteReadData/CircularPortal/D2/D02est/997012_2014-Estt_Pay.pdf

Grant of Honorarium to Inquiry Officers (IO)/Presenting Officers (PO) - Dopt Orders

 Grant of Honorarium to Inquiry Officers (IO)/Presenting Officers (PO).

No. 142/15/2010-AVD.1
Government of India
Ministry of Personnel, Public Grievances and Pensions
Department of Personnel & Training

North Block, New Delhi
Dated 23rd June, 2014

OFFICE MEMORANDUM

Subject: Grant of Honorarium to Inquiry Officers (IO)/Presenting Officers (PO).

The undersigned is directed to refer to this Department's OM of even number dated 31.7.2012 laying down the rates of honorarium payable to Inquiry Officer / Presenting Officer for holding departmental proceedings.

2. It has been brought to the notice of this Department that the condition mentioned in para 2.1 of the said OM, was in conflict with the provisions of FR 46 B which limits the maximum amount payable as honorarium to an individual in a financial year to Rs. 5,000/- creating confusion whether the same was within the delegated powers of the Ministry.

3. The matter has been considered and it is clarified that the honorarium payable to IO/Presenting Officer for conducting inquiry in departmental proceedings would be outside the purview of the general delegation under FR 46 B.

4. This issues with the concurrence of Department of Expenditure vide their I.D. No. 141412009-E.II(B) dated 16.5.2014.

sd/-
(G.Srinivasan)
Under Secretary to the Government of India

Source: www.persmin.gov.in
[http://ccis.nic.in/WriteReadData/CircularPortal/D2/D02ser/142_15_2010-AVD-1_23062014.pdf]

PRICES OF THE INGREDINTS SPECIFIED IN THE 15TH ILC TO CALCULATE THE MINIMUM WAGES AS ON 01.05.2014

ILC TO CALCULATION OF MINIMUM WAGES AS ON MAY 2014 – NC JCM STAFF SIDE 

PRICES OF THE INGREDINTS SPECIFIED IN THE 15TH ILC TO CALCULATE THE MINIMUM WAGES AS ON 01.05.2014

ITEMS	DELHI	MUMBAI	KOLKTA	CHENNAI	BNGLR	BBSR	TRVDM	HYDBD	AVERAGE	PCU/day in gms	Per Month 3 CU ( in Kg)
Rice/Wheat	44	49	44	48	47	58	42	44	47	475 gms	42.75 kg	2009
Dal (Toor/Urid/Moong)	99	102	140	100	97	97	95	94	103	80 gms	7.2 kg	742
Raw Vegetables	44	46	41	40	42	50	48	41	44	100 gms	9.00 kg	396
Green Vegitables	42	43	40	42	42	43	44	40	42	125 gms	11.25 kg	473
Other Vegitables	43	43	41	40	40	41	49	40	41	75 gms	6.75 kg	277
Fruits	111	114	108	112	109	108	108	109	110	120 gms	10.8 kg	1188
Milk	44	44	39	39	36	36	36	38	39	200 ml	18 ltr	702
Sugar/Jaggery	44	43	42	44	45	44	46	44	44	56 gms	5.00 kg	220
Edible Oil	148	159	142	159	142	141	141	140	138	40 gms	3.6 kg	497
Fish	315	325	315	375	305	310	335	320	325		2.5 kg	813
Meat	423	420	438	388	403	397	398	488	425		5.0 kg	2125
Egg	5	5	5	5	5	5	5	5	5		90 Nos	450
Detergents	404	414	379	399	379	399	399	399	396			396
Clothes	198	203	178	198	178	198	198	188	192		5.5 mtr	1056
Total												11344
Housing@ 7.5%												1174
Miscellaneous @ 20%												3129
Total												15647
Additional @ 25%												5214
Grand Total - Minimum pay for unskilled worker in the earstwhile Group D												20861
Minimum Pay for Group C Added with 30% with the minimum pay above												5214
Minimum Pay at Group C level												26075
Rounded to												26000

20% of the net minimum miscellaneous charges towards fuel, electricity, water charges, etc

Housing at the rate of 7.5% of net minimum

Addition Expenditure at the rate of 25% includes expenditure towards education, marriage etc of the children, medical treatment, recreation, festivals etc. as per the Supreme Court decision in 1991.

Source: www.ncjcmstaffside.com

Dopt introduced new initiatives to boost morale of its employees - Idea Boxes, Employee of the Month etc.,

Best Practices and New Initiatives introduced by the Department of Personnel & Training to boost morale and effective functioning of the employees of the Department - Regarding: 

 

No. I-28011 /46/2014-Coord 

Government of India 

Ministry of Personnel, P. G. & Pensions 

(Department of Personnel & Training) 

North Block, New Delhi 

Dated: 18th June 2014 

OFFICE MEMORANDUM 

 

Sub: Best Practices / New Initiatives introduced by the Department of Personnel & Training to boost morale and effective functioning of the employees of the Department - Regarding: 

 

During the year 2013-2014, the Department of Personnel & Training has introduced the following new initiatives to boost the morale of its employees and to give a fillip to their effective functioning: - 

 

SI. No. New Initiatives / Best Practices 

1. CERTIFICATE OF EXCELLENCE & 

 

2. EMPLOYEE OF THE MONTH 

Realizing that recognition of meritorious performance of employees is a critical tool in human resource management, a new non-monetary incentive in the form of an annual award of "Certificate of Excellence" to recognize the contribution of its meritorious employees of the level of Under Secretary and below has been introduced. This initiative was circulated to all Ministries/Departments vide O.M. No. A-37011/1/2013-Ad.l, dated 18th December 2013 (copy enclosed). 

 

Subsequently, another monthly non-monetary incentive was introduced wherein one employee from across all categories of employees of the level of Under Secretary & below was to be designated as 'Employee of the Month'. The awardee is given a certificate and his photograph is displayed under the relevant link in the intra-Departmental (employee) Portal of the Department. 

 

Under both the initiatives, nominations of eligible employees would be called for from all Wings of the Department and the work performance and outcomes achieved by such employees would be examined by a Committee Of Joint Secretaries in DoPT. The same Committee would meet once every month to assess the nominations received from various Wings to recommend award of 'Employee of the Month'. 

 

3. APPOINTMENT OF MENTORS FOR THE EMPLOYEES JOINING DoPT 

A process of mentoring of each 'newcomer' in the Department with a view to sensitize the incumbent about the Department and dealing with court cases, RFD, Parliamentary matters, etc., has been introduced in the Department. The mentoring process is for a period of six months. The mentor is to be an officer two levels above the incumbent. 

 

4. EMPLOYEES' INTERACTION WITH MOS (PP) AND SENIOR OFFICERS IN OPEN HOUSE SYSTEM 

An 'Open House' interaction of the Group 'B' (Non-Gazetted) employees and above was organized in October, 2013 which provided a platform to these employees to interact directly with MOS (PP) and other Senior Officers of the Department. 

 

5. APPOINTMENT OF GRIEVANCE REDRESSAL OFFICERS IN EACH DIVISION 

In each Division, two Grievance Redressal Officers (GRO) have been appointed at US/DS/Director level to redress the grievances of the employees of inter-personal nature. 

 

6. INSTALLATION OF 'IDEA BOXES' IN THE DEPARTMENT FOR SOLICITING 'OUT OF THE BOX' SOLUTIONS TO VARIOUS ISSUES 

The Department has installed 'Idea Boxes' to receive the innovative ideas from the employees to improve the functioning of the Department and to create a conducive work culture. 

 

7. TRAINING OF THE EMPLOYEES WITH SPECIFIC FOCUS ON DEPARTMENT RELATED FUNCTIONS 

A training plan for the employees at the level of Under Secretary & below (and equivalent) of DoPT has been chalked out in consultation with ISTM. The duration of the Training Programme is one week, inclusive of a field visit outside Delhi. 

 

8. RETREAT FOR OFFICERS OF THE LEVEL OF DS AND ABOVE IN THE DEPARTMENT 

The Department organized a two-day Retreat at LBSNAA, Mussoorie in October 2013 for the officers at the level of DS I Director & above in the Department. The objective of the Retreat was to discuss the stakeholders' perception about the Department and develop an action plan to positively change the orientation of the Department towards service delivery. 

 

9. INTRODUCTION OF INTERNSHIP SCHEME IN THE DEPARTMENT. 

The Department has introduced an 'Internship Scheme' under which applications are invited from students to work on selected topics relating to the functions of the Department. The duration of the internship is two months and they are given a stipend of Rs.10,000/- per month and a Certificate on successful completion of the internship and submission of report. The interns are selected by the Committee of Joint Secretaries. 

 

2. The Ministries / Departments of the Government of India may consider adopting the above initiatives as a Human Resource Management Tool to motivate the industrious employees.

 

sd/- 

(Shri Prakash) 

Director (A) 

 

Source: www.persmin.gov.in

[http://ccis.nic.in/WriteReadData/CircularPortal/D2/D02adm/I-28011_46_2014-Coord.pdf]

Dopt orders regarding weeding out of files/records

Dopt orders regarding weeding out of files/records

No.25/17/2014-CS-II(A)
Government of India
Ministry of Personnel, Public Grievances and Pension
Department of Personnel & Training

3rd Floor, Lok Nayak Bhavan, Khan Market,
New Delhi-110003,
Dated: the 24th June, 2014.

OFFICE MEMORANDUM

Sub:- Weeding out of files/records – reg.

The undersigned is directed to say that on review, a large number of old dossiers of ACRs/ APARs in respect of PSs, PPSs ahd Sr. PPSs retained in this section are being considered for weeding out. The ACRs/APARs of officers may be destroyed after five years/more from the date of his/her retirement. As per the instruction contained in this Department’s OM No. 21011/1/2005- Estt(A)(Part-III) dated 02.04.2012, before any ACR dossier is weeded out on completion the normal retention period, it may be certified by the concerned section that no request for handing over the ACR dossier has been received from that retired officer.

2. Accordingly, cadre units participating in CSSS are requested to intimate the details of ACRs/APARs of more than five years vintage in respect of which requests, if any, have been received for handing over from the concerned retired officer. Details of pending disciplinary/ court cases may also be furnished. In case the requisite information being ‘Nil’ the same may also be intimated.

3. In case, no information is received from a cadre unit by 30.06.2014, it will be presumed that the requisite information pertaining to that cadre unit is ‘Nil’.

sd/-
(Kameshwar Mishra)
Under Secretary to the Govt. of India

Source:www.presmin.gov.in
[http://ccis.nic.in/WriteReadData/CircularPortal/D2/D02csd/wof24.pdf]

Retirement issue is to be handled with social mindset – says Dr. Jitendra Singh

Retirement issue is to be handled with social mindset – says Dr. Jitendra Singh

There are approximately 40,000 fresh retirees every year from the Central Government Civil establishments alone. This number could be close to 1,00,000 including defense, railways, posts and telecom. In addition there is a pool of around 50 lakh existing pensioners. This group of personnel can, by and large, offer greater maturity, experience and stability. With improved living conditions and the best of medical facilities, most of these retiring government employees would be capable of putting in a good 5-7 years of active service.

Press Information Bureau
Government of India
Ministry of Personnel, Public Grievances & Pensions

25-June-2014 21:25 IST

MoS (Personnel) Dr. Jitendra Singh addresses pre-retirement counseling programme

The retirement issue is to be handled with social mindset – says Dr. Jitendra Singh

The Department of Pension and Pensioners’ Welfare conducted a pre-retirement counseling for retirees here today. Addressing the concluding session the Minister of State for Personnel, Public Grievances and Pension Dr. Jitendra Singh said that the issue of retirement is to be handled with social mindset. The MoS stated that the society should feel good about it. He stated that the issue is too large to handle by the government itself and hoped that social organization should come forward to help.

The Department of Pensions has institutionalised regular conduct of pre-retirement Counseling workshops. These workshops target retiring personnel two to two-and-a-half years before the retirement date. Topics covered are (i) Formalities to be covered for timely payment of retirement dues (ii) Financial planning for the amounts received at retirement (iii) Preparation of Will (iv) CGHS facilities after retirement and (v) Post-retirement opportunities through Sankalp.

The “Sankalp’ programme has been initiated by the Department towards this end and a web portal of the same name has also been launched. Pensioners, Pensioner Associations and NGOs can register on the website http//www.pensionersportal.gov.in/sankalp.

Recognising the fact that a retiring government employee is very often unprepared to face the fact that he may be without a daily routine and a meaningful existence the day after he retires, the Government is looking for ways to engage the retired employees in meaningful social work.

There are approximately 40,000 fresh retirees every year from the Central Government Civil establishments alone. This number could be close to 1,00,000 including defense, railways, posts and telecom. In addition there is a pool of around 50 lakh existing pensioners. This group of personnel can, by and large, offer greater maturity, experience and stability. With improved living conditions and the best of medical facilities, most of these retiring government employees would be capable of putting in a good 5-7 years of active service. Further, the financial requirements are by and large taken care of by the regular monthly pension payments which are also inflation indexed. What that hurts is a sense of not being wanted anymore and the lack of a daily routine.

Realising the potential of such a large section of experienced, capable and productive workforce, the Department of Pensions and Pensioners’ Welfare has conceptualised such pre-retirement counseling sessions for retirees. This serves as a platform for exchange of information between retiring employees and voluntary or other organisations working towards building society looking for expertise, skill and maturity which can be offered by these retired government servants. The forum will serve to facilitate matching of broad parameters of geographical location and basic skills/ expertise required/ available. Both employees and organisations will have to register on to this portal.

Another possibility is to bring together groups of like-minded pensioners /Pensioners’ Associations and the ministries which are looking for concurrent audit or evaluation of development schemes being implemented all over the country.

The stakeholders identified for the project are:

Supply side:

    a) Pensioners
    b) Pensioners Associations identified by the Department involved in pensioners welfare
    Demand side:
    a) Organisations involved in Social welfare projects
    b) Government Departments having Social welfare schemes
    c) Indian Institute of Corporate affairs for CSR activities
    d) Corporate-Public and Private with CSR funds

Source: PIB News