7TH PAY COMMISSION PROPOSED PAY SCALE OF NC JCM STAFF SIDE
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;
Transport allowance.
Foreign Tour for CG Employees – Demanded by NC JCM Staff Side
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:-
NC JCM Staff Side demanding five promotions in the service career
Source: 90paisa.blogspot.in
[http://90paisa.blogspot.in/p/proposed-pay-scale-of-7th-pay.html]
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.26000MAXIMUM PAY SCALE – Rs.240000RATIO BETWEEN MIN & MAX – 1:8MERGER 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.
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.
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.
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.
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
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IV CPC
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V CPC
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VI CPC
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“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]
