7th Pay Commission to submit report on November 19 (Tomorrow 19.30 Hrs.)

7th Pay Commission to submit report on November 19 (Tomorrow 19.30 Hrs.)

“Once every ten years, the salaries and perks of Central Government employees are completely revised. The previous revision was implemented on 01.01.2006. The new set of salaries and benefits will come into effect from 01.01.2016 onwards.”

The 7th Pay Commission, under the chairmanship of Justice A.K.Mathur, will submit its 900-page report to the centre tomorrow at 19.30 Hrs.

A review of the 7th Central Pay Commission :-

25.09.2013 – P. Chidambaram, the then Minister of Finance, made headlines when he announced the proposal to constitute the 7th Pay Commission.

04.02.2014 – The then Prime Minister, Manmohan Singh gave approval for constituting the 7th Pay Commission. Under the chairmanship of Justice A.K.Mathur, a four-member Pay Commission committee was formed (1. Justice Ashok Kumar Mathur, Chairman; 2. Vivek Rae, Member; 3. Dr. Rathin Roy, Member; and 4. Mrs. Meena Agarwal, Secretary).

28.02.2014 – The Terms of Reference were issued to the Pay Commission, with the approval of the cabinet.
The Pay Commission was given 18 months time to complete its work. This time around, the commission managed to effectively complete its task, almost on time.

The Pay Commission visited various places in the country to personally inspect the work conditions and gather feedback from the workers associations and representatives.

Opinions were invited from all, and not just the NC JCM Staff Side, Confederations and major employees unions and associations.

The Pay Commission hosted its own website where it regularly updated its progress.

In a section called “Questionnaire,” the commission asked questions to the visitors and gathered online feedback from them.

24.06.2014 – the NC JCM Staff Side presented a Memorandum to the Pay Commission, containing the suggestions and proposed pay structure of nearly 45 lakh employees and also such demands for 50 lakh pensioners.

25.06.2015 – The Pay Commission made an important announcement on its website. It said that task on the report will end very soon and it will be submitted to the government on time.

The report, which was supposed to be submitted in August, was delayed when the Pay Commission, on 27.08.2015, asked for an extension of four months to complete its report.

The OROP protests and Bihar polls are believed to be the reasons for submitting the report much ahead of December. Initially, the Pay Commission was expected to submit its report on November 20 or 23. But, PTI announced yesterday that the report will be submitted on November 19.

And Today the official website of 7th CPC also published the date and time of submission of its report to the Central Government.

Experts and various sources expect 15 to 20 percent hike in the salaries. But, none has explained the basis on which the numbers were arrived at.

The employees are not just curious about the salary hikes. They are interested in other aspects, including Promotions, Retirement Age, DA merger, Increment, Grade Pay, HRA, Bonus, LTC, and the removal of certain pay anomalies of the 6th Pay Commission are some of the expectations.

By evening tomorrow, we will have most of the answers. Let’s all wait!

Source: 90paisa.blogspot.in

Expected DA Jan 2016 – Gets carefully scrutinized by the 7th Central Pay Commission

“Expected DA Jan 2016” gets carefully scrutinized by the 7th Pay Commission

"This time, it is not just the employees, but the members of the 7th Pay Commission too who are very eager to know about the Dearness Allowance from January 2016. "

'Expected DA January 2016' has the honour of making not just the Central Government employees and pensioners curious; it has even got the 7th Pay Commission on the list of eagerly waiting audience.

It is a well-known fact that Central Government employees love to read all kinds of information, analyses, orders, and predictions about the Dearness Allowance. Here are our fact- and trend-based predictions for the additional Dearness Allowance which will be announced from 01.01.2016. 

Calculation of DA : The Government of India presently calculates the level of inflation for purposes of grant of dearness allowance to Central Government Employees on the basis of the All India Consumer Price index Number for Industrial Workers (2001=100) (AICPI). The twelve monthly average of the AICPI (2001 base) as on 1st January and 1st July of each year is used for calculating the Dearness Allowance (DA).

Each month, the Central Government’s Labour Bureau releases price-related data called the CPI (IW) on Base Year 2001=100. 78 important cities and towns from all over the country were selected and the fluctuations in prices of essential commodities in all these places are noted. Based on these data, the points, abbreviated as AICPIN, are calculated. The Pay Commission will, in its report, explain in detail how the DA is calculated based on these statistics, known as the ‘DA Determination Formula.’

The Dearness Allowance of not just the Central Government employees, but also the state government employees, is being paid as per the method prescribed by the 6th Pay Commission. The DA calculation method was implemented from January 2006 and will continue to be in effect for ten years, until December 2015. This DA determination method comes to an end now due to the constitution of the 7th Pay Commission.

Implementation of 7th CPC : The 7th Pay Commission is expected to submit its recommendations to the government before December 2015. Its recommendations are expected to be implemented from January 2016 onwards. 

Dearness Allowance after 1.1.2016 : After 01.01.2016, Dearness Allowance will be issued based on the prices of essential commodities, as per the method recommended by the 7th Pay Commission. For example, the 6th Pay Commission’s recommendations were implemented from January 2006 onwards. The DA for the months of January 2006 to June 2006 was not paid. DA was issued only from the month of June 2006. 

DA Calculation Method of the 7th Pay Commission : Successive Pay Commissions have made changes to the DA formula, suggesting their own methodology for determining the quantum and frequency. The 7th Pay Commission will also expected to recommend a different methodology to determine the DA.

One cannot say for sure that the 7th Pay Commission will follow the method that was recommended by the 6th Pay Commission. It could modify the current CPI(IW) BY 2001-100 statistics index. It could also change the current “Linking Factor 115.76” method. It is difficult to predict how these factors would differ in the recommendations of the 7th Pay Commission report. 

Expected DA January 2016 : The Dearness Allowance from January 2016 will be calculated based on the AICPIN points for the six months starting from July 2015. The AICPIN points of only three months have been released as of now. Expected DA for January 2016 can be calculated only after the AICPIN points of October, November and December are released. On a fair guess, assuming that the AICPIN points remain the same for the remaining three months, one can expect Dearness Allowance of 6 percent and the total Dearness Allowance will increase by 125 percent. Unless there is a dramatic change in the AICPIN points, the total Dearness Allowance will very likely be around 125 percent. 

The relationship between the 7th Pay Commission and the DA : The quantum of Dearness Allowance mentioned above is an important aspect for 7th Pay Commission. It is based on this number that the much awaited Revised Basic Pay will be calculated. For instance, the amount of total DA percentage will be added to the current Basic Pay and to this, the weightage to be reommended by the 7th Pay Commission will be added and the new Basic Pay will be arrived at. 

The AICPIN points for the month of December 2015 will be released only in January 2016. Only then will it be possible to accurately calculate the Dearness Allowance from January 2016.

The 7th Pay Commission is expected to submit its report to the Central Government by December 2015. It remains to be seen how the 7th Pay Commission has calculated the final Dearness Allowance percentage.

Source: 90paisa.blogspot.in

Unions and Associations are seriously involved in filling up the questionnaires prepared and sent by the 7th CPC

 Unions and Associations are seriously involved in filling up the questionnaires prepared and sent by the 7th CPC

The sheer pace of the 7th CPC has impressed the central Government employees so much that their expectations have started to grow.

It has come to our knowledge that a number of unions and associations are seriously involved in filling up the questionnaires prepared and sent by the 7th CPC. It is also well known that on behalf of the National Council JCM Staff Side, the questionnaire had already been filled with the approval of all members and has been sent.

There is no uniform pay scale or promotion hierarchy for the Central Government employees. The departments functioning under each Ministry are evaluated separately. Promotions and pay scales are decided based on the post/category of the employees in each of those departments. Based on these segregations, the employee unions/associations of each department are preparing their Memorandums containing their demands and issues.

Various unions and associations of each of these departments are currently preparing their own memorandums to send to the 7th CPC. These memorandums also contain their long-standing demands and expectations.

It can be inferred that these memorandums, prepared by various associations of employees starting with Group ‘C’, right up to the Gazetted Officers Association, reflect their thoughts and demands.

Pensioners Associations are also participating in this in large numbers. It shows the fact that they believe that their requirements will be fulfilled by this Pay Commission.

The 7th Pay Commission is offering this rare opportunity that was not given in the previous Pay Commissions. Each issue has a number of different perspectives. This could lead to a consensus-based decision that appeases all. It is a healthy trend to watch so many people vying with each other to present their opinions and suggestions.

There is special curiosity and eagerness to read the Memorandums of some of the important Central Government and railway employee federations.

Given below are the links to some of the most prominent Central Government employee unions and associations:

ALL INDIA ASSOCIATION OF CENTRAL EXCISE GAZETTED EXECUTIVE OFFICERS

SEVENTH CENTRAL PAY COMMISSION MEMORANDUM by AISBCEU

INDIAN RAILWAYS TECHNICAL SUPERVISORS ASSOCIATION - REPLY TO 7TH CPC QUESTINNAIRE

DRAFT MEMORANDUM TO 7TH CPC - CG PENSIONERS ASSOCIATION KERALA

RAILWAYS SENIOR CITIZENS WELFARE SOCIETY - REPLY TO 7TH CPC QUESTINNAIRE

MEMORANDUM TO 7TH CPC - COORDINATION COMMITTEE OF CG PENSIONERS ASSOCIATIONS

IOFGOA REPLY TO 7CPC QUESTIONNAIER

Source: 90paisa.blogspot.in
[http://90paisa.blogspot.in/2014/05/unions-and-associations-are-seriously.html]

Delhi HC refuses to stay functioning of Seventh Pay Commission

Delhi HC refuses to stay functioning of Seventh Pay Commission

 

New Delhi: The Delhi High Court on Tuesday declined to stay the functioning of the Seventh Pay Commission while hearing a plea that challenged a notification on inclusion of a former IAS officer as a member of the panel.

 

Justice Sudershan Kumar Misra also issued notice to the central government on the plea filed by retired members of the all India Services, central civil services and armed forces against the government’s February 28 notification constituting the commission.

 

The petitioners argued that inclusion of a former Indian Administrative Service officer, Vivek Rae, in the four-member commission give rise to a “real likelihood of bias” on his part to give a favourable recommendation to the IAS.

 

The petition said: “The impugned resolution, by retaining the practice of including a member of the IAS as a member of the commission has given rise to a real likelihood of bias on the part of such member in favour of maintaining the status quo, under which the IAS enjoys a position of special privilege in respect of pay fixation.”

 

Rae has a directed pecuniary interest in the recommendations of the commission, as it would also determine his pension and retirement benefits, alleged the plea.

 

The petitioners further questioned the practice of previous pay commissions providing an “edge” in pay scales to members of the IAS over other members of the AIS and other central civil services including India Forest Services (IFS), Indian Police Service (IPS), Indian Revenue Service (IRS), and all other group A central services.

 

“Past report of the commission rise to a reasonable apprehension that the reason for the repeated rejection of the demands for parity of other services in the AIS with the IAS is attributable to the fact that the commission has always comprised of a member of the IAS,” the petition submitted.

Central government counsel, however, argued the commission was not a “one-man show” and that it recommendations inturn have to go through scrutiny of the government and Rae was included in the commission because of his wide experience in the field.

 

Former Supreme Court judge Justice Ashok Kumar Mathur is the chairman of the commission and former petroleum and natural gas secretary Rae, National Institute of Public Finance and Policy (NIPFP) Rathin Roy, OSD in finance ministry’s expenditure department Meena Agarwal are the members.

 

Source: www.ibnlive.in.com

[http://ibnlive.in.com/news/delhi-hc-refuses-to-stay-functioning-of-seventh-pay-commission/470060-7.html]

Comparison of 7th and 6th Pay Commission Questionnaire.

Comparison of 7th and 6th Pay Commission Questionnaire.

SIXTH CENTRAL PAY COMMISSION Questionnaire 1. Comparison with public/private sectors 1.1 Should there be any comparison/parity between pay scales and perquisites in Government and the public/private sector? 1.2 Is it possible to quantify all other benefits, excluding pay, derived by employees in Government and the public and private sectors from security of tenure, promotional avenues, retirement packages, housing and other invisibles? In view of these benefits, can there be any fair comparison between the salaries available in the government vis-à-vis the salaries in the private sector? 1.3 In order to ensure a fair comparison based on principles of equity and social justice, would it not also be appropriate to take into account the economic conditions of large sections of the community that are less privileged than Government employees and many of whom live below the poverty line? 2. International comparisons 2.1 Some countries have raised civil service pay scales almost to levels prevalent in the private sector on the hypothesis that a well-paid bureaucracy is likely to be honest and diligent. To what extent would such a hypothesis be valid and how far would such a course of action be desirable? 3. Impact on other organizations 3.1 Salary structure in the Central and State Governments is 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 Their paying capacity is considerably limited. To what extent should this factor be considered in devising a reasonable remuneration package for Central Government employees? 4. Salaries 4.1 How should we determine the salary to be paid to a Secretary in the Central Government? Please suggest an appropriate basic pay for a Secretary? Can appointment to this post be made on a contractual basis where salaries and tenure are linked to the performance in terms of achieving defined targets? 4.2 What should be the reasonable ratio between the minimum and the maximum of a pay scale? 4.3 Is it necessary to persist with a pre-determined minimum-maximum ratio on ideological considerations? Or is it more important to ensure efficient administration by preventing flight of outstanding talent from Government? 5. Relativities 5.1 Employees in the Secretariat and analogous establishments are entitled to higher pay scales than the corresponding field functionaries. This was supposed to compensate them for the loss of certain facilities available to them in field assignments and the extra effort required for decision-making at the policy level. Are these factors valid even today particularly in the context of decentralization and devolution of administrative powers? Is this discrimination between field and secretariat functionaries even justified today? 6. Group-A Services 6.1 Is there a case for a Unified Civil Service, merging therein all Central (both technical and non-technical) and All India Services, allowing vertical and horizontal movement? Or should there be two distinct streams, one embracing all the technical services and the other for non-technical services? 6.2 Do you feel that the pattern of pay scales for all Group A Services should be redesignated so as to attract candidates of the requisite caliber? Keeping in view some of the compensation packages being offered to fresh professionals by the private sector, what emoluments would you suggest for an entrant to a Group-A Service in Government? 7. Professional personnel 7.1 Should there be a higher compensation package for scientists in certain specialized streams/departments like Department of Space, Department of Atomic Energy? If so, what should be the reasonable package in their case? 8. Classification of posts 8.1 Presently, civilian posts in the Central Government are classified into four Groups (‘A’, ‘B’, ‘C’ & ‘D’) with reference to their scales of pay. The Fifth Central Pay Commission had recommended their reclassification into Executive, Supervisory, Supporting and Auxiliary Staff. Would you suggest any changes in the existing classification or should the classification recommended by Fifth Central Pay Commission be adopted with/without modifications? 9. Restructuring of Group ‘C’ & ‘D’ posts 9.1 Should all lower Group ‘C’ functionaries in the Secretariat be replaced by multi-functional Executive Assistants, who would be graduates and well versed in office work, secretarial skills and use of modern office equipment including computers? Should similar arrangements can be evolved for Group ‘C’ posts in other organisations of Government? 9.2 Should a similar regrouping of Group D staff into fewer categories capable of performing diverse functions also be carried out? 10. Pay Scales 10.1 How should a pay scale be structured? What is a reasonable ratio between the minimum and maximum of a pay scale? 10.2 The successive Pay Commissions have progressively reduced the number of distinct pay scales. The number of scales has therefore come down from more than 500 scales at the time of the Second Central Pay Commission to 51 scales before Fifth Central Pay Commission, which was brought down to 33 scales by the Fifth Central Pay Commission. The reduction in the number of pay scales brings in attendant problems like the promotion and the feeder grades coming to lie in the same pay scale, etc. Do you feel whether the existing number of pay scales should be retained or increased or decreased or whether the same should be replaced by a running pay scale? 11. Increments 11.1 What should be the criteria for determining the rates and frequency of increments in respect of different scales of pay? Should these bear a uniform or varying relationship with the minima and/or maxima of the scales? 12. Revision of pay scales 12.1 Is there any need to revise the pay scales periodically especially when 100% neutralization for inflation is available in form of dearness allowance? 12.2 How should pay be fixed in the revised pay scales? Should there be a point-to-point fixation? If not, please suggest a method by which it can be ensured that senior personnel are not placed at a disadvantage vis-à-vis their juniors and due weightage is given for the longer service rendered by the former. 13. Compensatory Allowances 13.1 Is City Compensatory Allowance a sufficient compensation for the problems of a large city? If DA and HRA provide full neutralization, do you think CCA should continue? Is there a need for changing the basis of classification of cities and the rates of CCA? If so, please suggest the revised basis and rates. 14. Pay and perquisites for Armed Forces 14.1 What should be the basis for determination of pay scales for Armed Forces Personnel? What percentage weightage should be assigned to (i) parity with civil services, (ii) comparison with private sector, (iii) special and hazardous nature of duties, (iv) short career span and (v) restricted rights? 14.2 How should the pay of a soldier, sailor and airman be determined? How should it relate to the minimum wage in Government and the pay of a constable in paramilitary or internal security forces? 15. Abolition of feudalism 15.1 Should all vestiges of feudalism in the country like huge residential bungalows sprawling over several acres, large number of servants’ quarters, retinues of personal staff, bungalow peons, use of uniformed personnel as batmen or on unnecessary security or ceremonial duties etc. be abolished? Please make concrete suggestions. 16. Specific proposals 16.1 In what manner can Central Government organizations functioning be improved to make them more professional, citizen-friendly and delivery oriented? 16.2 Please outline specific proposals, which could result in: (i) Reduction and redeployment of staff, (ii) Reduction of paper work, (iii) Better work environment, (iv) Economy in expenditure, (v) Professionalisation of services, (vi) Reduction in litigation on service matters, (vii) Better delivery of service by government agencies to their users. 17. New concepts 17.1 Do you think the concepts of contractual appointment, part-time work, flexible job description, flexi time etc. need to be introduced in Government to change the environment, provide more jobs and impart flexibility to the working conditions of employees? 17.2 For improving punctuality/introducing new concepts like flexi time, should biometric entry/exit be introduced? 17.3 What steps should be taken to ensure that scientists, doctors, engineers and other professionals with sophisticated education and skills are retained in their specialized fields in Government? Should they be appointed on contract with a higher status and initial pay, advance increments, better service conditions, etc.? 17.4 Should there be lateral movement from Government to non-Government jobs and vice versa? If so, in which sphere(s) and to what extent? 17.5 It has been suggested that existing Government employees should be encouraged to shift to employment on contract for specified periods in return for a substantially higher remuneration package. Would you agree? 18. Performance Appraisal 18.1 In what way should be present system of performance appraisal be changed? Should be ACR be an open document? 18.2 How far has the introduction of self-assessment helped in the process of appraisal? 18.3 Should appraisal be done for an entire team instead of for individuals? 18.4 In what manner can Government employees be made personally accountable for their acts of omission or commission, without any special safeguards? Would you recommend any amendments to Article 311 of the Constitution, Section 197 of the Code of Criminal Procedure, Section 17 and 19 of the Prevention of Corruption Act, 1988 and various rules relating to conduct of Government servants and disciplinary proceedings? 19. Holidays 19.1 Kindly comment on the appropriateness of adopting a five-day week in Government offices when other sectors follow a six day week. Please also state whether the number of Gazetted holidays in Government offices should be reduced? Please also comment on the appropriateness of declaring Gazetted holidays for all major religious festivals. 19.2 What do you think is the state of work ethics and punctuality in Government offices? Kindly suggest ways of improving these.

7th CENTRAL PAY COMMISSION 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: www.90pasisa.blogspot.in
[http://90paisa.blogspot.in/2014/04/comparison-of-7th-and-6th-pay.html]

Will the 7th CPC Extend Child Care Leave for Male Employees Too?

Will the 7th CPC Extend Child Care Leave for Male Employees Too?

Child Care Leave, introduced by the 6th CPC, was a boon for women employees. 

Women employees have for long, been entitled to Maternity Leave. The 90 days paid leave granted as maternity leave was extended to 135 days by the 5th CPC. The 6th CPC further increased it to 180 days. 

Based on the very reasonable request presented by ATMAJA (Association of Adoptive Parents), the Government announced ‘Child Adoption Leave’ for female employees in 2006. Orders were issued to grant 135 days leave for female employees who adopt child upto one year of age.

The 6th CPC introduced a family welfare privilege for female employees. Consequent upon the decisions taken by the Government on the recommendations of the 6th CPC relating to Maternity Leave and Child Care Leave, the Central Govt decided that the existing provisions of Maternity Leave enhanced to 180 days.

Leave of the kind due and admissible (including commuted leave for a period not exceeding 60 days and leave not due) that can be granted in continuation with Maternity Leave provided in Rule 43(4)(b) shall be increased to 2 years.

Women employees having minor children may be granted Child Care Leave for a maximum period of two years (i.e. 730 days) during their entire service for taking care of upto two children whether for rearing or to look after any of their needs like examination, sickness etc.

Only female employees were entitled to these leaves in order to provide health care and education supervision requirements for her two children. Although there were difficulties in implementing this decision, the announcement was welcomed by women employees.

But this also created a sense of longing among the male employees.

Were they not concerned about their family’s welfare?

Was their presence not required in health and education related issues of their children?

‘Why are we being denied this allowance?’. Men employees were wondered.

But some male staff themselves wondered, it is impossible to give the same privilege to male employees too, who constitute 90% of the government workforce.

One could also hear demands that if not 730 days, at least half of it should be given to the male employees.

Some suggest that the allowance should be made in genuine cases after necessary enquiries.

Some also suggest that in cases where the husband and wife are employed, the leave should be given to both.

Everybody has a right to demand…!

The request to give this privilege to men who have lost their wives, to look after their children sounds very reasonable.

Children who have lost their mothers require the care and presence of their fathers.

Will the 7th CPC consider this demand?

Source: www.employeesnews.in

[http://www.employeesnews.in/2014/04/will-7th-cpc-extend-child-care-leave.html]

Gazette Notification of Terms of Reference of 7th Central Pay Commission

Gazette Notification of Terms of Reference of 7th Central Pay Commission

Finance Ministry issued Gazette Notification of Resolution containing constitution and terms of reference of 7th Central Pay Commission 

 

Ministry Of Finance

(Department of Expenditure)

RESOLUTION

New Delhi, the 28th February,2014

 No.1/1/2013-E.III(A)— The Government of India have decided to appoint the Seventh Central Pay Commission comprising the following :-

1. Chairman	Justice Shri Ashok kumar Mathur
2. Member	Shri Vivek Rae
3. Member	Dr. Rathin Roy
4. Secretary	Smt. Meena Agarwal

2. The terms of reference of the commission will be as follows :-

 

a) To examine, review, evolve and recommend changes that are desirable and feasible regarding the principles that should govern the emoluments structure including pay, allowances and other facilities/benefits, in cash or kind, having regard to rationalization and simplification therein as well as the specialized needs of various Departments, agencies and services, in respect of the following categories of employees:-

i. Central Government employees-industrial and non-industrial;

ii. Personnel belonging to the All India Services;

iii. Personnel of the Union Territories;

iv. Officers and employees of the Indian Audit and Accounts Department;

v. Members of regulatory bodies (excluding the Reserve Bank of India) set up under Acts of Parliament; and

vi. Officers and employees of the Supreme Court.

 

b) To examine, review, evolve and recommend changes that are desirable and feasible regarding principles that should govern the emoluments structure, concessions and facilities/benefits, in cash or kind, as well as retirement benefits of personnel belonging to the Defence Forces, having regard to historical and traditional parities, with due emphasis on aspects unique to these personnel.

 

c) To work out the framework for an emoluments structure linked with the need to attract the most suitable talent to Government service, promote efficiency, accountability and responsibility in the work culture, and foster excellence in the public governance system to respond to complex challenges of modern administration and rapid political, social, economic and technological changes, with due regard to expectations of stakeholders, and to recommend appropriate training and capacity building through a competency based framework.

 

d) To examine the existing schemes of payment of bonus, keeping in view, among other things, its bearing upon performance and productivity and make recommendations on the general principles, financial parameters and conditions for an appropriate incentive scheme to reward excellence in productivity, performance and integrity.

 

e) To review the variety of existing allowances presently available to employees in addition to pay and suggest their rationalization and simplification, with a view to ensuring that the pay structure is so designed as to take these into account.

 

f) To examine the principles which should govern the structure of pension and other retirement benefits, including revision of pension in the case of employees who have retired prior to the date of effect of these recommendations, keeping in view that retirement benefits of all Central Government employees appointed on and after 01.01.2004 are covered by the New Pension Scheme (NPS).

 

g) To make recommendations on the above, keeping in view:

i. the economic conditions in the country and need for fiscal prudence;
ii. the need to ensure that adequate resources are available for developmental expenditures and welfare measures;
iii. the likely impact of the recommendations on the finances of the State Governments, which usually adopt the recommendations with some modifications;
iv. the prevailing emolument structure and retirement benefits available to employees of Central Public Sector Undertakings; and
v. the best global practices and their adaptability and relevance in Indian conditions.

h) To recommend the date of effect of its recommendations on all the above.

 

3. The Commission will devise its own procedure and may appoint such advisors, Institutional Consultants and Experts, as it necessary for any particular purpose. It may call for such information and take such evidence, as it may consider necessary. Ministries and Departments of Government of India shall furnish such information and documents and other assistance as may be required by the commission. The government of India trusts the State Governments, Service Associations and other concerned will extend to the Commission their fullest cooperation and assistance

 

4. The Commission will have Headquarters in Delhi

 

5. The Commission will make its recommendations within 18 months of the date of its constitution. It may consider, if necessary, sending interim reports on any of the matters as and when the recommendations are finalised.

 

RATAN P.WATAL, Secy

 

Source : www.finmin.nic.in

[http://www.finmin.nic.in/the_ministry/dept_expenditure/notification/misc/Gazette_Notification030314.pdf]

7th CPC News - Central Civil Pensioners Forum urged the Centre to announce the name of the chairman and committee members of the VII Central Pay Commission...

7th CPC News - Central Civil Pensioners Forum urged the Centre to announce the name of the chairman and committee members of the VII Central Pay Commission...

‘Name chief, members of 7th pay commission’

The Central Civil Pensioners’ Forum urged the Centre to announce the name of the chairman and committee members of the VII Central Pay Commission at the earliest, with terms of references in consultation with pensioners representatives and with clear instruction to submit its recommendations before June 2015.

A resolution to this effect was adopted at a fourth annual general body meeting of the forum at Srirangam recently.

Another resolution demanded that the government declare interim relief in addition to DA due from January 1, 2014 with effect from that date as the DA was crossing 100 basic points.

The meeting urged the government to drop the proposed health insurance scheme under consideration for the past several years as it was not favoured in several advanced countries in the world.

The government should recognise government headquarters hospitals in all the districts to function as CGHS for central government pensioners by appointing separate doctors for this purpose and utilise the facilities available in such hospitals.

Yet another resolution demanded the Centre to reconsider its decision to revise FMA to Rs. 1,200 to pensioners residing in non-CGHS areas as in the case of EPF and public sector undertaking pensioners.

The meeting urged the Centre to consider to exempt all pensions from Income Tax Act, to grant HRA to all pensioners, enhanced pension for 10 years to the family on the death of the pensioner, exempt from service tax the telephone bills of phones in the name of pensioners and senior citizens. V.S. Ramanujam presided over the programme. N. Guruswamy, president, presented the Pensioners Day address.

Mr. Ramanujam was elected as the new president. N. Guruswamy is the new general secretary and V. Hari Vasudevan secretary (finance) on the occasion.

Source: www.thehindu.com
[http://www.thehindu.com/news/cities/Tiruchirapalli/name-chief-members-of-7th-pay-commission/article5486573.ece]

7th CPC – NO COMPROMISE ON TERMS OF REFERENCE

7th CPC – NO COMPROMISE ON TERMS OF REFERENCE

EDITORIAL - POSTAL CRUSADER - DECEMBER 2013

7th CPC – NO COMPROMISE ON TERMS OF REFERENCE
GET READY FOR STRIKE IF GOVERNMENT REJECTS DA MERGER,
GDS INCLUSION & INTERIM RELIEF

Eventhough Government has announced constitution of 7th Central Pay Commission, the appointment is yet to take place. In the meanwhile one round of discussion was held with Secretary, DOP&T on terms of reference. Subsequently, the staff side, JCM National Council has submitted a unanimous proposal on the items to be included in the terms of reference of the 7th CPC, which includes (i) date of effect as 01.01.2014 (2) merger of DA with pay (3) grant of interim relief (4) inclusion of GDS under the ambit of 7th CPC (5) statutory pension for those entered into service on or after 01.01.2004 (6) settlement of anomalies of 6th CPC (7) cashless/hassle-free medicare facilities etc.

Government while announcing the 7th CPC has made it clear that the date of effect will be 01.01.2016. Further nothing has been mentioned about DA merger and interim relief. Regarding GDS the declared stand of the Government is that GDS are not civil servants and in the past also every time when CPC is appointed, the Government refused to include them in the Pay commission. Last time also inspite of the strong protest and agitational programmes conducted by NFPE and Postal JCA, the Government has appointed a bureaucratic committee. Regarding statutory pension to those who entered into service on or after 01.01.2004, the Government’s stand is well known and it may refuse to include this item also in the terms of reference.

This being the position, our past experience shows that unless and until the demands raised in the staff side proposal submitted to Government on terms of reference of the CPC is backed by serious agitational programmes, rallying the entire Central Government Employees and create compulsion on the Government to accept our justified stand, there is every possibility of Government rejecting the above proposal.

Further all of us are aware that the political situation in the country is gradually getting in election mode. This is bringing forth before the working class movement a crucial task of front-loading our class issues in the ensuring political battle. We have to keep in mind that the corporate class and corporate controlled media has started making effort for relegating the working class issues and the economic policy related issues in particular to the background. It is our duty to bring the demands of the working class to the fore-front and conduct intensive campaign against those policies and also against those who are supporting the neo-liberal globalization policies. Confederation of Central Government Employees & Workers and NFPE being the part and parcel of the mainstream of the working class of our country has got an added responsibility to rally the entire Central Government Employees in the struggle against the anti-people and anti-worker policies of the Government which shall ultimately lead to a change in the political equation ensuring implementation of pro-people, pro-worker alternative policy.

It is in this back the National Secretariat of the Confederation of Central Government Employees & Workers met at new Delhi on 28.11.2013 has decided to go for strike if the Government refuse to accept the staff side proposal on terms of reference. Confederation further decided to organize series of phased programme of action and campaign from now onwards so that the employees will be ready to go for strike on short notice.

NFPE call upon all the Postal, RMS and GDS employees to implement the call of the Confederation at all levels and be prepared to go for strike at any time, if situation warrants. We further make it clear that NFPE and Confederation will not go for any compromise on the demands raised in the proposal submitted by the JCM Staff side on terms of reference of 7th CPC.

Source: www.nfpe.blogspot.in
[http://www.nfpe.blogspot.in/2013/12/editorial-postal-crusader-december-2013.html]

7th PAY COMMISSION DATE : 7th Pay Commission Date for implementation

7th PAY COMMISSION DATE : 7th Pay Commission Date for implementation

Till this moment, the oral announcement only made by the Finance Minister to constitute 7th CPC for Central Government employees. There is no further action to constitute the committee for 7th CPC and we cannot say anything about the members of the committee and when it will be constituted.

 

Thee is no authentic information about the date to constitute the committee for preparing recommendations for 7th CPC. However, the committee will take maximum of 24 months to submit their recommendation report to Indian Government. The implementation of the 7th CPC is likely to be implemented from 1st January, 2016 to all Central government employees.

 

Not only the Central government employees, all government servants including their family members are keenly watching the news about 7th Central Pay Commission, because the same procedure / recommendations of Central Pay Commission are followed by state government to their employees.

Revision of pay has been implemented by the government once in ten years through the pay commissions and an employee can get a maximum of three pay hike in entire service. So, it is very excited to know the details of modifications in all the respect of pay.

 

In the view of above scenario, so many questions and doubts are raising among the Central government employees…

 

The questions and doubts are given below for your information…

1. When will constitute the committee for 7th CPC..?

2. Who are all will be as chairperson and members of the committee..?

3. Minimum pay scale in 7th CPC (7000 in 6th CPC)

4. Multiplication factor in 7th CPC (In 6th CPC 1.86)

5. Is ‘Grade Pay’ structure will continue in 7th CPC also..!

6. Percentage of Increment will be fixed as 10%..!

7. ACP – MACP – what will be next..?

8. ‘Tuition Fee’ then ‘Children Education Allowance’ and next…?

9. Any major changes in LTC Rules

10. Voluntary Retirement Scheme will be announced..?

11. Rectification of anomalies arising in implementation of 6th CPC

12. Any changes in ‘Fixation of Pay’on promotion

13. Rates of HRA (now getting 30%, 20% and 10%)

14. Expectations more on the calculation of Dearness allowance with AICPIN

15. About interest free and bearing advances

16. Minimum Pension (Now Rs.3500)

17. Any ‘Women employees welfare schemes’ (like CCL)

18. Travelling allowance and Daily allowance rules and rates

19. Weightage for promotion

21. Rates of Transport allowance (Now Rs.400, 600, 800, 1600 and 3200 + DA)

22. Modification in Qualifying Service for pension

23. Additional Pension scheme

 

Readers are requested to send their comments and suggestions on this post.

click the below link to download as pdf

7th PAY COMMISSION DATE

 

Source : www.7thpaycommissionnews.in

[http://7thpaycommissionnews.in/7th-pay-commission-date-for-implementation/]

7th Pay Commission – Expectations and Suggestions

7th Pay Commission – Expectations and Suggestions

 We are all aware about the announcement on forming of 7th Pay Commission during the last week. It is our moral responsibility to convey our gratitude to the Central Government and the Unions which were continuously giving voice to this effect. The main reasons for the announcement regarding the forming of 7th Pay Commission as stated are:

The first reason as considered is being the oncoming election in order to take the efforts to obtain the votes. The second reason is to form pay commission every time and by way of allotment of sizable amount for the sake of the same, the problems like inflation are bound to happen in the country. For that, by way of forming of Pay Commission earlier, as stated by the Government, huge amount are being allotted for the sake of the same  in order to avoid the impact at the later stage caused owing to that.

After forming of the 7th Pay Commission, lots of expectations have been created in the minds of Central Government Staff.  When this Committee will be formed? Who are all the people deputed in this Committee? What will be the tentative date of submission of the report by them to the Government? After that, the dream of each and every Government employee would be what will be the quantum of hike? In that, what are all the concessions would be incorporated? Likewise, various questions and expectations would arise in the minds of each and every person.

We are all aware that the contents of the 6th Pay Commission had contained many deficiencies and fulfillments. After the implementation of the 6th Pay Commission, we would have noticed about the problem as ‘one increment’ through National Anomaly was finalized and we have received arrears of amount based on that. We all know that there were many finalized problems of such nature and unsolved problems.

Meanwhile, eagerness is generated in the minds of all the people as to what would be the outcome by forming of 7th Pay Commission. Last AISPIN value and the procedure for calculation of DA as also based on the present price index are not found appropriate. This has been pointed out by the Confederation on many occasions.

The merger of DA with basic pay as adopted in the 5th Pay Commission has not been made applicable in the 6th Pay Commission. Non-merger of 50% DA has formed regret and dissatisfaction on the minds of all the employees.

Likewise, forming of Pay Commission once in every 10 years is considered to be quite a long period. Due to the present alarming increase of price, in order to overcome the economic problems, it is quite obvious for all to expect the consideration of the present Pay Commission about the aspects like pay revision at least once in 5 years. For this sake, efforts to involve in agitations are being announced by the Union at various levels.

Various dreams and expectations would prevail on all as regards the details that would be covered by the Pay Commission. Likewise, some would be worried about the repetition of the problems those were encountered during the 6th Pay Commission in the 7th Pay Commission also.

Source: /www.7thpaycommissionnews.com
[http://www.7thpaycommissionnews.com/2013/10/7th-pay-commission-expectations-and.html]

7th Pay Commission announced - Focus on 7th CPC

 7th Pay Commission announced - Focus on 7th CPC

The central government today announced the constitution of Seventh Pay Commission which will benefit about 50 lakhs central government employees and more than 30 lakhs pensioners all over India.

The Finance Minister after getting approved from the Prime Minister announced the decisions. The recommendations of the 7th Pay Commission are likely to be implemented with effect from January 1, 2016.The Central Government constitutes  Pay Commission every ten years to revise the pay scales for its employees and it is implemented with some modifications by some states. This announcement has created a joyous atmosphere among the employees and are eagerly waiting for its details.

50% DA Merge
From now, the longstanding question of merging 50% DA with the Basic Pay stands unanswered and the importance of it is slightly decreased.

Who will be the head of committee
Who will be the head of committee the employees are now awaits the announcement regarding who will head the constitution and its members.

Focus on 7th CPC
In VII CPC the anomaly  committee should rectify all anomalies in quick time rather than taking long years.

The merger of 50% DA which was announced in V CPC was not mentioned in the VI CPC . But in VII CPC, employees are expecting the merger of DA and Pay revision in between 10 years.

Final Words
This announcement may trigger in rise in prices right from the vegetable vendor to all other things.

Source: www.7thcpcnews.blogspot.in
[http://7thcpcnews.blogspot.in/2013/09/7th-pay-commission-announced-focus-on.html]

7th CPC News : Central Minister in favour of seventh pay commission

7th CPC News : Central Minister in favour of seventh pay commission

Ajay Maken backs cry for seventh pay panel

New Delhi : With a little over a year to go before the next general election, the demand for a Seventh Pay Commission has started to gather momentum. Union housing and urban poverty alleviation minister Ajay Maken has taken the lead in endorsing the Central government employees' request for setting up of the new pay panel, citing the erosion of real wages due to high inflation since implementation of the Sixth Pay Commission's recommendations.

In a letter addressed to Prime Minister Manmohon Singh, Maken underlined how every pay panel since the Second Pay Commission, barring the Sixth Pay Commission, were set up in the third year of the decade. "We are again in the third year of the ongoing decade and Central government employees are justifiably looking forward to the Seventh Pay Commission," he said.

Recalling that it was under Singh that the last pay panel was set up in 2005, after the NDA government failed to do so in 2003, Maken, in the communication dated March 14, requested that a decision be "taken on priority" for constitution of the  Seventh Pay Commission. A notification for constitution of the 7th Central Pay Commission is the need of the hour, which is bound to have bearing upon about 20 million employees," he said.

Maken concluded by emphasizing that setting up of the new pay panel was in "larger interest of government employees as well as the (Congress) party".

Source: The Times of India
[http://timesofindia.indiatimes.com/india/Ajay-Maken-backs-cry-for-seventh-pay-panel/articleshow/19012903.cms]

7th CPC News : SEVENTH PAY COMMISSION MUST BE SET UP FORTHWITH

7th CPC News : SEVENTH PAY COMMISSION MUST BE SET UP FORTHWITH

The recent statement of the Minister concerned in the Parliament, that the Govt does not propose to set up the seventh Pay Commission at this stage is most unjustified and frustrating for the Govt employees.

Fifth Pay Commission had recommended for a Pay Revision after every five years instead of the past practice to set it up after 10 to 13 years. But the Govt did not accept this recommendation.

The Fifth Pay Commission also recommended for Merger of DA after it crossed 50%. Govt accepted the same and belatedly implemented it from April 2004.

But the Sixth Pay Commission did not favour even the Merger of DA after it crossed 50% and the Govt obvious followed suit and did not Merge the same when it crossed 50% in 1-1-2011 - in spite of the demand by all concerned.

As such, the existing Pay and Pension structure have lost all the relevance and is continuously eroding due to heavy inflation and defective system of compilation of Price Index - which itself is out dated due to the changed economic scenario and requirements of the Industrial Worker of the Country.

All this makes it essential that the Seventh Pay Commission be set up early to compensate for the erosion of real wages and to remove the serious Anomalies of Sixth CPC Report - which the Govt and the Anomalies Committee have failed to address as well as to bridge the vast gap of wages between the Government employees and those of the Corporate Sector etc. all which are having a very demoralising effect amongst the Govt employees and Pensioners.

Er. HARCHANDAN SINGH
General Secretary, IRTSA

Source : www.rscws.com
[http://www.rscws.com/pdfdocs/Seventh_Pay_Commission_Must_Be-Set_Up.pdf]

7th CPC News : 7th Pay Commission Projected Pay Scale

7th Pay Commission Projected Pay Scale

 

People may think that the babus again started to make voice over pay revision and next pay commission or 7th Pay commission. There is a saying that “The crying baby gets the milk”. The need makes the man to act.

 

One should try to understand the fact that being a government servant one can witness a considerable pay hike at least twice or thrice of his/her entire service period. Because, other than promotion, only the pay commission recommendation will give them considerable pay hike. But it takes place once in ten years. Now a days a government employee can render service 20 or 30 years only due to non availability of employment opportunity in government service below the age of 25. So there is no need to be get annoyed by hearing the voice for seventh pay commission from central government employees. Because constituting next pay commission is for nothing but to review the salary of the govt. servants with the current economical condition of the country.

How the pay of a govt. employee had been fixed at the beginning of the Independence India.

 

Till now there are six pay commission had been constituted to review and recommend pay structure of central government employees.

 

All the six pay commissions have taken many aspects into consideration to prescribe the pay structure for government servants.

 

In the first pay commission the concept of ‘living wage’ was adopted.

 

In second pay commission it had been reiterated that the pay structure and working condition to be crafted in a way so as to ensure the effective functioning of government mechanism.

 

The third pay commission adopted the concept of ‘need based wage’

 

The Fourth CPC had recommended the government to constitute permanent machinery to undertake periodical review of pay and allowances of Central Government employees, but which got never implemented.

 

In Fifth pay commission all federations demanded that the pay scale should be at par with the public sector. But the pay commission didn’t accept this and told that the demand for parity with the Public Sector was however difficult to concede as it felt that the Job content and condition of service in the government and pulic sector not necessarily the same. There were essential differences between the two sectors.

 

The Sixth Central Pay Commission, claimed that it had not only tried to evolve a proper pay package for the Government employees but also to make recommendations rationalizing the governmental structure with a view to improve the delivery mechanisms for providing better services to the common man

 

What about seventh pay commission?

 

Generally every pay commission, before recommending a pay structure, it used to analyze all the aspects including the economic situation of the country, financial resources of the government, comparison with the public sector, private sector and state government pay structure etc. So it is very much clear that Pay Determination is very complicated and sensitive task. Without any doubt every one accepts that this is very challenging task too. In order to determine the new pay structure the pay commission has to go through voluminous data consisting current economic condition, strength of the work force and working condition etc. In the meantime, if one tries to suggest or comment about 7thy pay commission pay scale or about what the seventh pay commission pay scale would be, it will not get much importance.

 

But when we come across all the recommendations of six pay commissions, we observed an interesting factor which is common to all the pay commission recommendations, particularly in the matter of percentage of increase in the pay. Average 3 times increase in the pay was recommended by each pay commission and it was accepted by government and implemented.

Obviously it is simple thing, we can say it a mathematical coincidence that we have in common in all previous pay commission, but we cannot neglect this. Because it was there, every time it is noticed that the revised pay was approximately three times higher than its pre revised pay. Apart from all the factors which has been used to determine the pay revision, we can use this simple formula ‘common multiplying factor’ to know the 7th pay commission pay scale . If next pay commission prefer to continue the same running pay band and grade pay system for seventh pay commission also, the pay structure may be like the following projected figures given below, using common multiplying factor ‘3’. The Following is only the projected figure using common multiplying factor ‘3’...

SIXTH CPC PAY STRUCTURE				PROJECTED PAY STRUCTURE FOR NEXT (VII) PAY COMMISSION
Name of Pay Band/ Scale	Corresponding Pay Bands	Corresponding Grade Pay	Entry Grade +band pay	Projected entry level pay using uniform multiplying factor` 3’
				Band Pay	Grade Pay	Entry Pay
PB-1	5200-20200	1800	7000	15600-60600	5400	21000
PB-1	5200-20200	1900	7730	15600-60600	5700	23190
PB-1	5200-20200	2000	8460	15600-60600	6000	25380
PB-1	5200-20200	2400	9910	15600-60600	7200	29730
PB-1	5200-20200	2800	11360	15600-60600	8400	34080
PB-2	9300-34800	4200	13500	29900-104400	12600	40500
PB-2	9300-34800	4600	17140	29900-104400	13800	51420
PB-2	9300-34800	4800	18150	29900-104400	14400	54450
PB-3	15600-39100	5400	21000	29900-104400	16200	63000
PB-3	15600-39100	6600	25530	46800-117300	19800	76590
PB-3	15600-39100	7600	29500	46800-117300	22800	88500
PB-4	37400-67000	8700	46100	112200-20100	26100	138300
PB-4	37400-67000	8900	49100	112200-20100	26700	147300
PB-4	37400-67000	10000	53000	112200-20100	30000	159000
HAG	67000- (ann increment @ 3%) -79000	Nil				201000
HAG+ Scale	75500- (ann increment @ 3%) -80000	Nil				226500
Apex Scale	80000 (Fixed)	Nil				240000
Cab. Sec.	90000 (Fixed)	Nil				270000

Source: www.gservants.com
[http://www.gservants.com/2013/02/11/7th-pay-commission-projected-pay-scale/]

7th CPC News : Short Description about Sixth Pay Commission

VII CPC : Short Description about Sixth Pay Commission

 

Before discuss about the VII pay commission let us see about sixth pay commission…

 

SIXTH PAY COMMISSION

Initially the then government refused to set up sixth pay commission to review the pay and allowances of central government employees. The then finance minister told that there was no need to constitute next pay commission since 50 % dearness allowance was already merged with the basic pay. The employees had threatened to go on a nationwide strike if the government failed to set up 6th pay commission. In July 2006, the Cabinet approved setting up of the sixth pay commission. This commission has been set up under the Chairmanship of Justice B.N.Srikrishna with a timeframe of 18 months to submit the report. The cost of hikes in salaries is anticipated to be about Rs. 20,000 crore for a total of 3.5 million government employees. The commission submitted the Report to the Government on March, 24, 2008.

 

The Sixth Pay Commission mainly focused on removing ambiguity in respect of various pay scales and mainly focused on reducing number of pay scales .It recommended for removal of Group-D cadre.

 

The Fifth CPC had compressed many scales. The number of pay scales was reduced from 51 pay scales as on 31.12.1995 to 34 pay scales by the Fifth CPC. In many cases, this led to the promotion and feeder cadres being placed in an identical pay scale. Although Department of Expenditure issued orders that existence of the feeder and promotion posts in the same pay scale will not constitute an anomaly, however, these orders have consistently been rejected by the various courts of this country. The sixth pay Commission, therefore, decided to evolve a new system of pay scales that would effectively address most of the existing anomalies.

 

To remove stagnation, introduction of running pay bands for all posts in the Government presently existing in scales below that of Rs.26,000 (fixed).

 

The total number of grades reduced to 20 spread across four distinct running pay bands; one Apex Scale and another grade for the post of Cabinet Secretary/equivalent as against 35 standard pay scales existing earlier.

 

Four distinct running pay bands being recommended – one running band each for all categories of employees in groups ‘B ’and ‘C ’with 2 running pay bands for Group A posts.

 

Annual increments to be paid in form of three percent of the total of pay in the Pay Band and the corresponding grade pay. The date of annual increments, in all cases, is first of July. Employees completing six months and above in the scale as on July 1 will be eligible.

 

The revised pay bands have been implemented retrospectively from 1.1.2006. The Fifth CPC also had recommended implementation of the next Pay Commission’s revised pay scales from 1.1.2006. This was also in consonance with demands of a majority of the Associations of Government employees that had sought implementation of Sixth CPC revised pay scales from 1.1.2006.

 

 Minimum salary at the entry level of PB-1 pay band is Rs.7000 (Rs.5200 as pay in the pay band plus Rs.1800 as grade pay). Maximum salary at the level of Secretary/equivalent is Rs.80000. The minimum: maximum ratio 1:12. The increase from V CPC to VI CPC in all grades starts from 2.4 times to 3.7 times. The increase ratio between 5th pay commission and 6th pay commission is 1:3.

 

V CPC PAY SCALES   VS VI CPC PAY SCALES
V CPC Pay Scale			Sixth CPC Pay Structure				Increase (X) Time
Sl.No.	Post/Grade	Scale of Pay	Name of Pay Band/Scale	Corresponding Pay Bands	Corresponding Grade Pay	Entry Grade +band pay
(1)	(2)	(3)	(4)	(5)	(6)
1	S-1	2550-55-2660-60-3200	-1S	4440-7440	1300
2	S-2	2610-60-3150-65-3540	-1S	4440-7440	1400
3	S-2A	2610-60-2910-65-3300-70-4000	-1S	4440-7440	1600
4	S-3	2650-65-3300-70-4000	-1S	4440-7440	1650
5	S-4	2750-70-3800-75-4400	PB-1	5200-20200	1800	7000	2.54
6	S-5	3050-75-3950-80-4590	PB-1	5200-20200	1900	7730	2.53
7	S-6	3200-85-4900	PB-1	5200-20200	2000	8460	2.64
8	S-7	4000-100-6000	PB-1	5200-20200	2400	9910	2.47
9	S-8	4500-125-7000	PB-1	5200-20200	2800	11360	2.52
10	S-9	5000-150-8000	PB-2	9300-34800	4200	13500	2.7
11	S-10	5500-175-9000	PB-2	9300-34800	4200
12	S-11	6500-200-6900	PB-2	9300-34800	4200
13	S-12	6500-200-10500	PB-2	9300-34800	4600	17140	2.63
14	S-13	7450-225-11500	PB-2	9300-34800	4600
15	S-14	7500-250-12000	PB-2	9300-34800	4800	18150	2.42
16	S-15	8000-275-13500	PB-2	9300-34800	5400	21000	2.62
17	New Scale	8000-275-13500(Group A Entry)	PB-3	15600-39100	5400
18	S-16	9000	PB-3	15600-39100	5400
19	S-17	9000-275-9550	PB-3	15600-39100	5400
20	S-18	10325-325-10975	PB-3	15600-39100	6600	25530	2.47
21	S-19	10000-325-15200	PB-3	15600-39100	6600
22	S-20	10650-325-15850	PB-3	15600-39100	6600
23	S-21	12000-375-16500	PB-3	15600-39100	7600	29500	2.45
24	S-22	12750-375-16500	PB-3	15600-39100	7600
25	S-23	12000-375-18000	PB-3	15600-39100	7600
26	S-24	14300-400-18300	PB-4	37400-67000	8700	46100	3.23
27	S-25	15100-400-18300	PB-4	37400-67000	8700
28	S-26	16400-450-20000	PB-4	37400-67000	8900	49100	2.99
29	S-27	16400-450-20900	PB-4	37400-67000	8900
30	S-28	14300-450-22400	PB-4	37400-67000	10000	53000	3.7
31	S-29	18400-500-22400	PB-4	37400-67000	10000
32	S-30	22400-525-24500	PB-4	37400-67000	12000	59100	2.63
33	S-31	22400-600-26000	HAG+ Scale	75500- (ann increment @ 3%) -80000	Nil		3.13
34	S-32	24050-650-26000	HAG+ Scale	75500- (annual increment @ 3%) -80000	Nil		3.13
35	S-33	26000 (Fixed)	Apex Scale	80000 (Fixed)	Nil		3.07
36	S-34	30000 (Fixed)	Cab. Sec.	90000 (Fixed)	Nil		3

Source: www.gservants.com
[http://www.gservants.com/2013/02/11/vii-cpc-short-description-about-sixth-pay-commission/]

7th CPC News : Fourth CPC pay scale and Fifth Pay commission

7th Pay Commission : Fourth CPC pay scale and Fifth Pay commission

 

It will be very use full to know all the pay commissions recommendations before getting into VII pay commission

 

FOURTH PAY COMMISSION

The Fourth Pay Commission was constituted in June 1983 and its Chairman was Shri. P N Singhal. But the report of 4th CPC was submitted to government in three phases within the period of four years. There from it was started maintaining huge gap between lowest grade and highest grade as for as pay is concerned.

There was a huge difference in basic pay between lowest grade and highest grade in IV pay commission pay scales. The basic pay of lowest grade was Rs.750, where as highest grade was Rs.9000. The pay of top most grade was 12 times higher than the pay of Group D employee. The Fourth CPC had recommended the government to constitute permanent machinery to undertake periodical review of pay and allowances of Central Government employees, but which got never implemented.

 

FIFTH PAY COMMISSION

The Fifth Pay Commission was set up in 1994. The chairman of fifth pay commission was Justice S. Ratnavel Pandian. The commission gave its report in January 1997. Government accepted most of the recommendations and issued appropriate order in July 1997. The recommendations were implemented with effect from 1-1-1996. It recommended to reduce the number of pay scale from 51 to 34. It is noted that about 93% of the employees were in Group 3 and Group 4

 

The minimum Starting Pay has been revised from Rs. 750/ to Rs. 2550/-. In this, the pay of 5th CPC scale were about 3 times higher than the pay of IV CPC pay Scale. The pay scale starts from Rs.2550 and ends up with Rs.30000. The hike of 12 times between low level and top level was also maintained in V pay commission.

 

The pay scale of IV pay commission and V pay commission are given below. we need all this reference for working out to reach a formula to infer what would be the increase in VII pay commission.

 

IV CPC PAY SCALES   VS V CPC PAY SCALES
FOURTH PAY COMMISSION PAY SCALES		FIFTH PAY COMMISSION PAY SCALES		INCREASE X TIMES
1	750-12-870-14-940	S-1	2550-55-2660-60-3200	3.4
2	775-12-871-14-1025	S-2	2610-60-3150-65-3540	3.3
3	800-15-1010-20-1150	S-3	2650-65-3300-70-4000	3.3
4	825-15-900-20-1200	S-4	2750-70-3800-75-4400	3.3
5	950-20-1150-25-1400 950-20-1150-25-15001150-25-1500	S-5	3050-75-3950-80-4590	3.2
6	975-25-1150-30-1540 975-25-1150-30-1660	S-6	3200-85-4900	3.3
7	1200-30-1440-30-18001200-30-1560-40-20401320-30-1560-40-2040	S-7	4000-100-6000	3.3
8	1350-30-1440-40-1800-50-2200 1400-40-1800-50-2300	S-8	4500-125-7000	3.3
9	1400-40-1600-50-2300-60-2600 1600-50-2300-60-2660	S-9	5000-150-8000	3.5
10	1640-60-2600-75-2900	S-10	5500-175-9000	3.35
11	2000-60-2120	S-11	6500-200-6900	3.25
12	2000-60-2300-75-3200 2000-60-2300-75-3200-3500	S-12	6500-200-10500	3.25
13	2375-75-3200-100-3500 2375-75-3200-100-3500-125-3750	S-13	7450-225-11500	3.13
14	2500-4000 (proposed new pre-revised scale)	S-14	7500-250-12000	3
15	2200-75-2800-100-4000 2300-100-2800	S-15	8000-275-13500	3.5
16	2630/- FIXED	S-16	9000/- FIXED	3.42
17	2630-75-2780	S-17	9000-275-9550	3.42
18	3150-100-3350	S-18	10325-325-10975	3.2
19	3000-125-3625 3000-100-3500-125-4500 3000-100-3500-125-5000	S-19	10000-325-15200	3.3
20	3200-100-3700-125-4700	S-20	10650-325-15850	3.32
21	3700-150-4450 3700-125-4700-150-5000	S-21	12000-375-16500	3.24
22	3950-125-4700-150-5000	S-22	12750-375-16500	3.22
23	3700-125-4950-150-5700	S-23	12000-375-18000	3.24
24	4100-125-4850-150-5300 4500-150-5700	S-24	14300-400-18300	3.4
25	4800-150-5700	S-25	15100-400-18300	3.1
26	5100-150-5700 5100-150-6150 5100-150-5700-200-6300	S-26	16400-450-20000	3.2
27	5100-150-6300-200-6700	S-27	16400-450-20900	3.2
28	4500-150-5700-200-7300	S-28	14300-450-22400	3.1
29	5900-200-6700 5900-200-7300	S-29	18400-500-22400	3.1
30	7300-100-7600	S-30	22400-525-24500	3
31	7300-200-7500-250-8000	S-31	22400-600-26000	3
32	7600/- FIXED7600-100-8000	S-32	24050-650-26000	3.1
33	8000/- FIXED	S-33	26000/- FIXED	3.2
34	9000/- FIXED	S-34	30000/- FIXED	3.3

Source : www.gservants.com
[http://www.gservants.com/2013/02/11/7th-pay-commission-fourth-cpc-pay-scale-and-fifth-pay-commission/]