7TH PAY COMMISSION PROPOSED PAY SCALE OF NC JCM STAFF SIDE

7TH PAY COMMISSION PROPOSED PAY SCALE OF NC JCM STAFF SIDE 

NATIONAL COUNCIL JCM STAFF SIDE IS PUBLISHED A DRAFT MEMORANDUM SUBMITTED TO 7TH PAY COMMISSION

 HIGHLIGHTS OF THE MEMORANDUM ARE GIVEN BELOW…

MINIMUM PAY SCALE – Rs.26000

MAXIMUM PAY SCALE – Rs.240000

RATIO BETWEEN MIN & MAX – 1:8

MERGER OF GRADES – 3050-3200, 5000-5500 AND 7450-7500 etc.,

CALCULATION BASED ON 5TH CPC

 Suggestion on Dearness Allowance for 7th Pay Commission – NC JCM STAFF SIDE

Dearness allowance

The neutralisation envisaged under the present system of computation of dearness compensation is supposed to be cent per cent, but in reality it is not the case. Actual consumer price index is much higher than the level at which DA is calculated on the basis of 12 monthly average. The average is always lower than the actual cost of living.

The calculation of consumer price index, its basis, the basket of goods on which it is based, are questionable and has become a matter of dispute. Since the Pay Commission being not the forum at which these issues could be taken, we do not propose to go into the details of this aspects.

We suggest, therefore, that the existing formula of computation of DA and its payment with effect from 1st January, and 1st July, may continue.

NC JCM STAFF SIDE SUGGESTION ON HOUSE RENT ALLOWANCE

National Council JCM Staff Side given suggestion on House Rent Allowance for Central Government employees as under…

House Rent allowance. 

The present scheme of HRA is based on the recommendation of the 6th CPC, which is as follows:

Population criteria	classification	Rate as a % of pay + Grade Pay + MSP +NPA
50 lakhs and above	X	30%
50 to 5 lakhs	Y	20%
Below 5 lakhs	Z	10%

We reproduce hereunder the recommendation made by the third Central Pay Commission in the matter of grant of house rent allowance. (Para 29 Part I. Vol. IV.Chapter 56), which would be the best if implemented even today.

While we find it difficult to accept the kind of parity suggested above, we are aware of the acute problem caused by the lack of adequate government housing and by the inadequate government housing and by the inadequacy of the existing rates of house rent allowance and recommend as follows:-

Government should take houses on long lease and make residential accommodation available to its employees on payment of 10% of their pay.

(ii) Government should lay down appropriate house rent allowance rates in different cities and towns based not on population criteria, but on an actual assessment of the prevailing levels of rent in different cities and towns. Alternatively, certain notional rents for different types of accommodation meant for officers and personnel of specified pay groups should be laid down for particular cities after studying the actual conditions in that city. The difference between the actual rent paid and 10% of pay should be reimbursed subject to a maximum of the difference between the notional rent and 10% of the pay. The existing norms in regard to entitlement of accommodation, size of rooms etc. could, if necessary, be reduced depending on the housing situation and the norms usually adopted by different income groups in renting accommodation in the various cities. Such notional rents should, to start with, be applied to all stations falling under the description of classified cities for purposes of House Rent Allowance, Additions could also be made to the list later on by including other cities deserving similar treatment.

(iii) Till the Government is able to make arrangements recommended in the preceding sub-paragraphs, the rates of HRA should be as follows:-

Class of city/town	Rate of HRA
1. A, B-1 and B-2	15% of pay subject to a maximum amount of Rs.400 as house rent allowance.
2. C class	7 ½ % of pay subject to a maximum amount of Rs.200 as house rent allowance

The above said recommendations is still to be acted upon by the Government and the transitory provisions suggested by them i.e. payment of allowances at a pre-determined rate on the basis of classification made of the cities depending upon the population continue to be employed. The non-implementation of the above recommendation of the third CPC , has without exception, gone to depress the wage of all sections of Central Government employees as they are perforce to spend more than what they receive as HRA for obtaining and retaining the accommodation.

The rates prescribed by the 6th CPC, though an improvement over its predecessor Commission, it has not improved the situation. The real estate value throughout the country has skyrocketed and owning an accommodation within the city/Municipal limit has become impossible for Government employees. There is not a single town/village where the real estate boom has remained unaffected. The phenomenal increase in the value of land has naturally impacted the rent, one is to pay on leasing house/flat. The house rent allowance does not bear even a small percentage of the rent. The 7th CPC may recommend to the Government to act upon the suggestion made by the 3rd CPC without any further delay. Pending action on the part of the Government, the Commission may suggest the following rates of House Rent allowance;

X classified cities:	60%
Y classified towns	40%
Z classified places	20%

Transport allowance. 

The 5th CPC had introduced transport allowance for employees working in classified towns on account of various factors like unprecedented growth of city limits, increase in volume of traffic and non availability of residential accommodation at reasonable rents near offices, which are usually located in the heart of cities. If these were the factors it appears that the 5th CPC did not take into account that it is usually a low paid employee who finds residence at a very long distance from his office whereas officers are offered residences very near to their offices. If, therefore, transport allowance was meant to defray the transportation charges from residence to office and back the higher rates should have been recommended for the low paid employees who were residing at a distant places. Since the 6th CPC‟s recommendation in this regard was implemented, there had been several rounds of increase in the fuel charges making a cascading impact on the public transport fares.

Taking these factors into account, we suggest that the following rates of transport allowance may please be recommended.

Pay Range	X classified city	Y classified towns.
Pay upto Rs. 75,000	Rs. 7500 + DA	Rs. 3750 +DA
Above Rs. 75,000	Rs. 6500 +DA	Rs. 3500+ DA

Foreign Tour for CG Employees – Demanded by NC JCM Staff Side

Explore the possibility of allowing an employer to undertake tour outside India  once in his life time in lieu of the LTC.

Leave Travel Concession 

Leave Travel Concession is a facility extended to the Government employees, which enables scheme to avail holidays and undertack travel as a tourist with his family.

The facility provides him with an opportunity to be away from the monotonous daily routine and be with his family without the botherisation of the official duties. It is an established fact that if employer is encouraged to take such holidays they will reform rejuvenated and the employer is benefitted through his increased productivity.

Over the years, on representation from employees, the concession has been widened. However, some aspects of this facilities require certain further relaxations/improvements. We enumerate those as under:-

1. Permission for air journey for all categories of employees to and from NE Region.

2. Permission for personnel posted in NE Region for a journey within NE Region.

3. To increase the periodicity of the LTC once in two years.

4. Explore the possibility of allowing an employer to undertake tour outside India  once in his life time in lieu of the LTC.

We request the 7th CPC to consider recommending our suggestion for improvements

to the Government.

NC JCM Staff Side demanding five promotions in the service career 

Career progression: Grant five promotions in the service career. 

For the efficient functioning of an institution, the primary pre-requisite is to have a contended workforce. It is not only the emoluments, perks and privileges that motivate an employee to give his best. They are no doubt important. But what is more important is to provide them a systematic career progression.
The present system of career progression available in the All India Services and the organised group A Civil services attracts large number of young, talented and educated persons to compete in the All India Civil Service Examination. No different was the career progression scheme available in the subordinate services in the past.

Persons who were recruited to subordinate services were able to climb to Managerial positions over a period of time. The situation underwent vast changes in the last two decades. In most of the Departments, stagnation has come to stay. It takes decades to be promoted to the next higher grade in the hierarchy. It was the recognition of the lack of promotional avenue in the subordinate services that made the 5th CPC to recommend a time bound two career progression scheme. The three time bound scheme of MACP instead of improving the situation has been found less beneficial and has therefore not gone to address the inherent problem of de-motivation that has crept in due to the high level of stagnation.

In most of the Departments, the exercise of cadre review which was considered important was not carried out. Any attempt in this regard was restricted to Group A services. The discontent amongst the employees in the matter is of high magnitude today. The VII CPC therefore, should recommend that the cadre revies are undertaken wherever not done sofar to ensure five hierarchical promotions to all employees in their career on the pattern obtaining for Group A Officers.

Classification of Posts. 

Except the 2nd CPC, all other earlier Commissions had recommended for the retention of the four Groups of classifications. The 2nd Pay Commission was of the opinion that the grouping of Central Government employees into four categories served no practical purpose. Rather, they commented that it had only created an unhealthy psychological effect. The 4th CPC therefore suggested for abandoning the classification of civil servants in 4 groups. They had examined the practice followed by other countries including those with a large and complex civil service, where it had not been found necessary to super impose upon their civil service grade and occupational groups.

During the last six and half decades, our country has moved quite far away from the colonial system of governance in substance and form. The 3rd CPC justified the grouping on an assumed equivalence of the work content in different levels of the various occupational groups. Over the years, changes in the scale of pay of many grade and cadres have taken place, even though there had been no change in the value or level of responsibility of the assigned jobs. Ddespite having no such addition to the level of responsibility to assigned jobs, the grades had to move from one group to another, because of the pay scale based grouping.

It is the view of he Department of Personnel on classification that has ultimately survived. It may not be out of place to mention that the service condition of Government employees are still governed by the rules enunciated, whether country was a British Colony.

Despite the specific provision in the constitution (Article 309) making it incumbent upon the parliament to enact the legislation to govern the service conditions of civil servants the fact remains that no Government which took over the reins of governance in the country could find time to introduce a Bill in the parliament for that purpose.

It is not therefore surprising that the DOPT stuck to the conservative position of maintaining the status quo. The four grouping which presently refers the classification, we must sadly state has taken the shape and content of “varnashram”. In almost all the PSUs, the classification is “Executive and Non Executives”. In our opinion all cadres, which were characterised as “Gazetted” in 1960s may be placed in the Group of Executive and the rest in non-executive.

We, therefore, request the 7th CPC to make recommendation on classification of posts on the basis suggested by us.

Children Education Allowance 

The Children Education allowance was introduced w.e.f. 1-9-2008 on the basis of the recommendation of 6th CPC. In the background of escalation of school fees, and other expenses connected with education of Children, the present scheme has been a big relief for the Government employees.

Presently the allowance is admissible for two children, for studying in a recognised school upto XII standard. The maximum ceiling is stipulated at Rs.18000/- since this allowance had been hiked by 50% because of the DA component in salary having been crossed 100% on 1.1.2014. We suggest doubling of this allowance and increasing the same by 50 % whenever the DA crosses over by 50%

The insistence of receipt for each and every expense to claim the allowance is a cumbersome procedure, which serves no purpose at all. In order to avoid a probable misuse, the employer may be asked to produce an affidavit to the effect this child/children were bonafide student of the school. The production of receipt may be dispensed with.

We also suggest that the scheme may be extended to cover children studying for Graduate/Post Graduate and Professional courses. This suggestion is being made in view of the huge expenses involved for the children’s higher studies, especially in the background of the Government with… from “higher education sector and allowing private institutions to come up and extract exorbitant changes for … courses. Since the quantum of allowance is fixed with a ceiling on maximum, our suggestion … increase the coverage.

We request our suggestion in the matter may be kindly be recommended to the Government for its acceptance.

POST	IV CPC	V CPC	VI CPC				“Ratio between the minimum in 5th CPC and the Proposed Minimum wage. By considering gradual decrease in mulitple factor to ensure rationle between lowest pay to highest as 1:8″	“NEW PAY SCALE W.R. TO THE PAY OF 5TH PC”	“NEW PAY SCALE FOR ROUNDED TO 1000″	“MULTIPLE FACTOR FOR ROUNDED SCALE”	“NEW PAY SCALE AFTER MERGING”	“MULTIPLE FACTOR FOR NP SCALE AFTER MERGING”
			PB	Pay in PB	GP	Pay + GP
S-1	750-12-870-14-940	2550-55-2660-60-3200	5200-20196	5200	1800	7000
S-2	775-12-891- 14-1025	2610-60-3150-65-3540	5200-20200	5200	1800	7000
S-2A	775-12-871-14-955-15-1030-20-1150	2610-60-2910-65-3300-70-4000	5200-20200	5200	1800	7000
S-3	800-15-1010-20-1150	2650-65-3300-70-4000	5200-20200	5360	1800	7160
S-4	825-15-900-20-1200	2750-70-3800-75-4400	5200-20200	5530	1800	7330	26000 / 2550 = 0.2	26010	26000	3.55	26000	3.55
SS-5	950-20-1150-25-1500	3050-75-3950-80-4590	5200-20200	5880	1900	7780	3050 x 10.2	31110	31000	3.98		4.24
S-6	975-25-1150-30-1540., 975-25-1150-30-1660	3200-85-4900	5200-20200	6069	2000	8060	3200 x 10.2	32640	33000	4.09	33000	4.09
S-7	“1200-30-1440-30-1800., 1200-30-1560-40-2040., 1320-30-1560-40-2040″	4000-100-6000	5200-20200	5200	2400	9840	4000 x 10.2	40800	41000	4.17	41000	4.17
S-8	1350-30-1440-40-1800-50-2200., 1400-40-1800-50-2300	4500-125-7000	5200-20200	5200	2800	11170	4500 x 10.2	45900	46000	4.12	46000	4.12
S-9	1400-40-1600-50-2300-60-2600., 1600-50-2300-60-2660	5000-150-8000	9300-34800	9300	4200	13500	5000 x 10.2	51000	51000	3.77		4.15
S-10	1640-60-2600-75-2900	5500-175-9000	9300-34800	9300	4200	14430	5500 x 10.2	56100	56000	3.88	56000	3.88
S-11	2000-60-2120	6500-200-6900	9300-34800	9300	4200	16290	6500 x 10.2	66300	66300	4.05		4.05
S-12	2000-60-2300-75-3200., 2000-60-2300-75-3200-3500	6500-200-10500	9300-34800	9300	4600	16290	6500 x 10.1	65650	67000	4.05	66000	4.05
S-13	2375-75-3200-100-3500., 2375-75-3200-100-3500-125-3750	7450-225-11500	9300-34800	9300	4600	18460	7450 x 10.1	74500	74000	4.06		4.06
S-14	2500-4000	7500-250-12000	9300-34800	9300	4800	18750	7500 x 10.0	74250	74000	3.95	74000	3.95
S-15	2200-75-2800-100-4000	8000-275-13500	9300-34800	9300	5400	20280	8000 x 9.8	78400	78000	3.85		4.34
NEW SCALE	2200-75-2800-100-4000 (Group A Entry)	8000-275-13500	15600-39100	15600	5400	21000	8000 x 9.8	78400	78000	3.71		4.34
S-16	2630/- FIXED	9000	15600-39100	15600	5400	22140	9000 x 9.8	88200	88000	3.97		3.97
S-17	2630-75-2780	9000-275-9550	15600-39100	15600	5400	22140	9000 x 9.8	88200	88000	3.97	88000	3.97
S-18	3150-100-3350	10325-325-10975	15600-39100	15600	6600	25810	10325 x 9.6	99120	99000	3.83		3.96
S-19	“3000-125-3625., 3000-100-3500-125-4500., 3000-100-3500-125-5000″	10000-325-15200	15600-39100	15600	6600	25200	10000 x 9.6	96000	96000	3.81		4.09
S-20	3200-100-3700-125-4700	10650-325-15850	15600-39100	15600	6600	26410	10650 x 9.6	102240	102000	3.86	102000	3.86
S-21	3700-150-4450 3700-125-4700-150-5000	12000-375-16500	15600-39100	15600	7600	29920	12000 x 9.4	112800	113000	3.78		4.01
S-22	3950-125-4700-150-5000	12750-375-16500	15600-39100	15600	7600	31320	12750 x 9.4	119850	120000	3.83		3.83
S-23	3700-125-4950-150-5700	12000-375-18000	15600-39100	15600	7600	29920	12000 x 9.4	112800	113000	3.78	120000
S-24	4100-125-4850-150-5300., 4500-150-5700	14300-400-18300	37400-67000	37400	8700	46100	14300 x 9.2	131560	132000	2.86		3.01
S-25	4800-150-5700	15100-400-18300	37400-67000	37400	8700	48390	15100 x 9.2	138920	139000	2.87	139000	2.87
S-26	5100-150-5700 5100-150-6150., 5100-150-5700-200-6300	16400-450-20000	37400-67000	37400	8900	48590	16400 x 9.0	147600	148000	3.05		3.05
S-27	5100-150-6300-200-6700	16400-450-20900	37400-67000	37400	8900	48590	16400 x 9.0	147600	148000	3.05	148000	3.05
S-28	4500-150-5700-200-7300	14300-450-22400	37400-67000	37400	10000	47400	14300 x 8.8	125840	126000	2.66		3.41
S-29	5900-200-6700 5900-200-7300	18400-500-22400	37400-67000	37400	10000	54700	18400 x 8.8	161920	162000	2.96	162000	2.96
S-30	7300-100-7600 (HAG SCALE)	22400-525-24500	37400-67000	37400	12000	63850	22400 x 8.6	192640	193000	3.02		3.02
S-31	7300-200-7500-250-8000 (HAG + SCALE)	22400-600-26000	75500—80000	75500	0	75500	22400 x 8.6	19640	193000	2.56	193000	2.56
S-32	7600., 7600-100-8000 (HAG + SCALE)	24050-650-26000	75500—80000	75500	0	77765	24050 x 804	202020	202000	2.60	202000	2.60
S-33	8000 FIXED Apex Scale	26000 (FIXED)	80000 (FIXED)	80000	0	80000	26000 x 8.2	213200	213000	2.66	213000	2.66
S-34	9000 FIXED (Fixed Cab.Sec)	30000 (FIXED)	90000 (FIXED)	90000	0	90000	30000 x 8	240000	240000	2.66	240000	2.67

Source: 90paisa.blogspot.in
[http://90paisa.blogspot.in/p/proposed-pay-scale-of-7th-pay.html]