Out-of-Turn Promotions to Sports persons/coaches for excellence in field for sports - Clarification by Railway Board

Out-of-Turn Promotions to Sports persons/coaches for excellence in field for sports - Clarification by Railway Board

RBE No. 114/2013

Clarification/Corrigendum No. 39

GOVERNMENT OF INDIA (BHARAT SARKAR)
MINISTRY OF RAILWAYS (RAIL MANTRALAYA)
(RAILWAY BOARD)

No. 2013/E(Sports)/4(1)/1/Policy Clarification

New Delhi, 31st October 2013

Sub: Out-of-Turn Promotions to Sportspersons/coaches for excellence in field for sports - clarification regarding.

Ref:- Railways Board's letter No. 2012/E(Sports)/4(1)/3/OTP/DOPT dated 23.05.2013 (RBE No. 50/2013)

As per Para 2 of Board's letter dated 23.05.2013 referred to above on the subject matter, the instructions contained in this letter shall be effective from the date of issue.  In this connection it is clarified that the sports event concluded on or after 23.05.2013 and which makes eligible to a sportsperson/coach for out-of-turn promotion as per the provisions of Board's letter referred to above, shall only be considered as per this policy letter.  The other cases of out-of-turn promotion on sports account shall be dealt with as per the policy in vogue at the time of sports achievement.

sd/-
(RAKESH RAWAT)
Dy. Director, Estt.(Sports)

Source:  NFIR
Via : http://karnmk.blogspot.in/2013/11/out-of-turn-promotions-to.html

7CPC News:Demands for the 7th Central Pay Commission

7CPC News: Demands for the 7th Central Pay Commission

 1) Providing proper minimum wage of Rs 25000/- for CG Employees including that of GDS employees and pay scales.

 2) Increment rate should be 10% of basic pay. The present grade pay system should be removed, the time scale gap between one posts to another should be at-least Rs 1000/ not Rs 100/ at present and it should be uniform rate from starting to end. The Group B gazetted post should start from Rs 5400/- GP.   Grant of Grade Pay Rs.4800 to  Supervisors cadre. Removal of Grade Pay Rs.2000.  There should be uniform pay scales for similar posts.

3) Proper promotion policy that is in a career and   in same grade pay providing additional increment for those who got MACP promotion. Provide five promotion to all. Promotional benefit should be at-least Rs 2000/- per month.

 4. Providing proper DA for CG employees & rectification of DA formula and DA merger etc.

5) There are three demands of working women

a)Flexi working  working hours due to traffic problems.
b) CCL not granted as loop holes are their in the order.
c)Posting  on promotion at same place.

6) ) Proper entitlement of wards in hospitals under CGHS and proper health care system.

 7)  Increasing tour TA/ DA  rates for field staff.

8 Transport Allowance for all field staff without any conditions.

9) Increase in OTA rates on par with Railways.

10) Night Duty Allowance on par with Railways.

11) Increase in rate of all Allowances including HRA it should be doubled.

12) Stitching charges for uniforms should be doubled.

13) VRS scheme on par with Railways.

14) Compensate appointment on par with Railways remove ceiling.

15) Ensure 8.33% of the Gross salary as Bonus, Removal of ceiling on Bonus, etc
16) Exemption of Transport Allowance from the purview of Income Tax - enhancement of exemption limit from Rs.800 to Rs.3200 plus DA thereon.

17) Providing good quality uniforms.

18) To exempt Children education Allowance from Income Tax.

19) To fill up all vacancies in all Central Government Establishments and remove ban on recruitment.

20) Provide additional increment w.e.f. 01.01.2006 to staff working in old pay scale Rs.7450-11500.

21) The daily wages of the casual labour are to be fixed as 1/30th of the monthly salary of a regular employee working in the same kind of job.

22) To remove the anomalies in the pay of Direct Recruitees and the promotees in the all cadre and stepping up of pay.

23) Merger of Jr. Clerk (LDC) and Sr. Clerk (UDC) and allotment of Grade Pay Rs.2800 as entry level in Clerical Cadre.

24) Parity in pay scales of the Ministerial and Stenographers   between Field and Secretariat offices.

25) Pay parity of Drivers on par with Central Secretariat Drivers.
 .
26 To abolish the license fee for the Departmental Quarters allotted to the employees since the HRA is recovering fully.

27 For improvement in the House Building Advances – To reduce the rate of interest, One more chance to avail HBA who already taken earlier to improve the existing accommodation, allowing to avail HBA for extension, renovation of exiting own accommodations, HBA for purchasing resale flats/houses.

28 To revise various Allowances such as Winter Allowances, Hill Compensatory Allowances, Tribal Allowances, etc. and to ensure the rate on par with the concerned state Governments.

29 To revise the Gratuity equal to last drawn one month salary and to extend the gratuity to the employees joined after 01.1.2004.

30  Restore two increments or more on acquiring additional qualifications.

31  To enhance – double the CEGIS coverage limit.

32  To enhance all Allowances such as DA, HRA, Special Allowances by 25% from the date of attaining DA 50%.
                                                                                            
33  To modify the OM issued by Dept of Expenditure to fix the Pay on promotion to a post carrying higher duties and responsibilities carrying the same grade pay by deleting the reference previous OM by the Department issued in the year 2000, i.e. prior to the implementation of 6th CPC.

34  To stepping up the Pay Scale of Seniors on par with the juniors who are elevated on account of ACPs.

35  Rectification of all anomalies.

36  Holidays grant of 12 Casual Leave and Local CWCC should be given more powers.

37  Pension issues & Scrapping of New Pension Scheme.

38  Provide ample facilities to Sports persons working in the Central Government.

Source:  http://karnatakacoc.blogspot.in/
http://karnatakacoc.blogspot.in/2013/11/charter-of-demands-for-7th-central-pay_15.html

Competency Dictionary for Civil Services: Inviting Inputs/Comments by DoPT

Competency Dictionary for Civil Services: Inviting Inputs/Comments by DoPT

 No. 12039/04/2011-PIIA
Government of India
Department of Personnel & Training
(Training Division)

Old JNU CamPus, New Delhi- L10067
Dated November 12,2013

Subject: Inviting Inputs/ Comments on Competency Dictionary for Civil Services.

National Training policy (NTP)- 2012 stipulates that each Government Department/Ministry should classify all posts with a clear job description and competencies required in order to move from the current system of rule-based Personnel Administration to Competency-based system of Strategic Human Resource Management' The objective of moving towards a competency-based approach is to ensure that each job is performed by the person who has the required competencies for that job.

2. DoPT in collaboration with UNDP has prepared a Competency Dictionary for Civil Services to assist Departments/ Ministries/ Training Institutions in identification of competencies for various posts. This competency Dictionary has been developed in consultation with various stakeholders including Senior Civil Servants from Central and States Government Departments, cadre controlling Authorities, PM Award winners and Training Institutions'

3. The competency Dictionary is not specific to any Department/ Ministry, Function or Post' However, this could be useful for Departments/ Ministries/ Training Institutions while identifying competencies for various posts and levels within their organizations' An Implementation tool-kit has also been prepared to provide step-by-step guidance on how Departments/ organizations can identify competencies for each post.

4. Once the competencies for various posts are defined, an assessment of job-holder's competencies vis-)-vis current or future roles could be carried out. This assessment is valuable in preparing the personal Development plan (pDp) for each officer to ensure that training is closely aligned to the specific needs. Training Institutions can play a vital role in this entire process from identifying the competencies to designing of Personal Development Plans'.

5. Inputs/ comments are invited from all Government Departments/ Ministries, Training Institutions, Civil Servants, HR Experts and Public in-general on Competency Dictionary for Civil services and lmplementation Tool-Kit. The Inputs/ comments may be sent latest by December 15' 2013 to the undersigned (Email: sinha.vijay@nic.in/ Postal Address: Room No' 315' Training Division, Department of Personnel and Training (DoPT), Block 04, Old JNU Campus' New Mehrauli Road, New Delhi - 110067).

sd/-
(V.K. Sinha)
Deputy Secretary to the Government of India

Contents of Competency Dictionary for the Civil Services

Competency Dictionary for the Civil Services

GoI-UNDP Project: ‘Strengthening Human Resource Management of Civil Service’

Competency Framework for the Civil Services

Index
Competency Framework for the Civil Services

The Pillars of Good Governance and Citizen Centric Administration

1. Competency Definitions: Ethos

2. Competency Definitions: Ethics

3. Competency Definitions: Equity

4. Competency Definitions: Efficiency
1. Ethos
1.1 People First
1.2 Strategic Thinking
1.3 Organisational Awareness
1.4 Commitment to the Organization
1.5 Leading Others

2. Ethics
2.1 Integrity
2.2 Self-Confidence
2.3 Attention to detail
2.4 Taking Accountability

3. Equity
3.1 Consultation and Consensus Building
3.2 Decision Making
3.3 Empathy
3.4 Delegation

4. Efficiency
4.1 Result Orientation
4.2 Conceptual thinking
4.3 Initiative and Drive
4.4 Seeking information
4.5 Planning and coordination
4.6 Desire for knowledge
4.7 Innovative thinking
4.8 Problem Solving

Click here to download Competency Dictionary for the Civil Services