Q. No
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7th CPC Questionnaire
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Suggestions for Proposed Reply to 7th CPC
Questionnaire
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1
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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?
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9:1 as already decided Operations,
Executions, Speedy Monitoring, Quick
Decision Making, Delivering Goods
in Best Manner, Honesty & Integrity, Providing Welfare Measurers, Right to
Health, Pension, Property, e-Governance, Prompt
Settlement of Grievances,
Managerial Methods, Teaching Capacity, accomplishment of Targets, Welfare of
Subordinates, Counselling all Levels of hierarchy, Dignified
Living while in service and after retirement.
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2
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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?
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This comparison should be equal in
respect of Lower and Higher Hierarchy since Livelihood will be same. Perks
can be provided for Higher Level to retain their
Talent to the minimum extent as is required without very
much gap.
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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?
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Repeated as above
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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?
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Employees Associations / Unions as suggest
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3
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3. Attracting Talent
3.1 Does the present compensation
package attract suitable talent in
the All
are your observations and
suggestions in
this regard?
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All
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3.2 To what extent should
government
compensation be structured to
attract
special talent?
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4
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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?
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Running Pay Band system has
done away with granting One Increment in existing Cadre on promotion to
Higher
Cadre. (2) The concept of
giving increments making it nearest to Rs.10/- is not correct (3) The Grade
Pay system with the introduction of MACP, in some cases, the controlling
authority and the subordinates are drawing same rate of Grade Pay. This is
not correct. (4) With this, Even the Modified parity also did not helpful to
many. Fitment Tables are to be used for Refixation of Basic Pay
adding Grade Pay according to
each cadre.
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4.2 Is there any need to bring
about any
change?
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Definitely a change must be done. For instance, the pay scale
of Gazetted Officers in Class II or Group B in various Departments is not
equal and varies
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4.3 Did the pay bands recommended
by
the Sixth CPC help in arresting
exodus
and attract talent towards the
Government?
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Yes to some extent
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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?
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Vide
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4.5
Is the “grade pay” concept working? If
not, what are your alternative
suggestions?
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No. This is due to different grade
pays being allowed to identical cadres in different departments of GOI.
Efforts should be made to achieve Parity. No discrimination
should be made.
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5
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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?
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Those who are retiring on 1st
July (Large in Number ) are denied of
having retired from service from the previous working day afternoon. The
Bharat Pensioners Samaj has sent a proposal long back for amending the F.Rs. This
should be expedited. A few Pensioners have also been denied of 6th CPCs
benefits having retired on 1st Jan. This is a grave injustice that
needs to be set right as the officials those who have earned increments by
putting in requisite service, are denied the fruits of their labour.
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5.2 What should be the
reasonable
quantum of annual increment?
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By Employees Associations /
Unions as suggest
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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?
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-do- as above against 5.2 This is a good proposal. Good
achievers must be rewarded handsomely as proposed by Service Associations/Unions.
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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?
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Does not concern to Pensioners
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6
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Performance
What kind of incentives would
you
suggest to recognize and reward
good
performance?
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As at 5.4
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7
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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?
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As it is,
most of the State Governments are allowing C.G. Scales, while some of the
State Govts like A.P. are allowing much improved and higher pay scales. If
C.G. scales are allowed, there will be no adverse impact on financial
aspects. The Paying Capacity of State Governments and Public Bodies may be
left to those organisations. To retain the Talent only one should take into
these for Central Government Organisations. Moreover, State Govt. Pay Bodies
are being appointed in every 5 years while it is Not so with the Central Government.
The Central Govt. also should allow the Revision of Pay Scales in every 5 years
in as much as the Central Govt. Pay Scales /Salaries / Pensions / Family Pensions
are found to be LESS THAN what the Central Government is affording taking
into economical viability. Reasonable and much Higher remuneration package is
needed for Central Govt. organisations.
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8
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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?
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Both the Defence Forces &
Civilian-defence Forces should have same salary structure. However, special package
may be given for Defence Forces for most and vulnerable / arduous nature of
work performance. All the Welfare Measures must also be equally be extended
without any discrimination.
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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.
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do- as above. However,
Employees Associations /Unions as suggested. It is only a suggestion
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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?
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As reported by the concerned Defence Establishments
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8.4 What are the options available
for
addressing the increasing
expenditure on
defence pensions?
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Does not relate to Associations
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8.5 As a measure of special
recognition,
is there a case to review the
present
benefits provided to war widows?
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Better Benefits under Welfare may be provided in the case
of War Widows.
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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?
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Defence / Civilian Pensioners Association as suggest
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9
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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?
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Allowances need to be rationalised realistically duly taking
into account all other important factors. It should always be realistic
looking into the cost of living and not necessarily on financial constraints.
By looking into paying capacity, the Supervisory/Executive Personnel and
above were given less wages which resulted now in getting drop in pension
when their same cadre pensioners now getting higher rates of pension. Earlier
Pay Commission have inflicted financial crunch.
7th CPC should set right the misery.
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9.2 What should be the principles
to
determine payment of House Rent
Allowance?
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Pension should also be
supplemented with H.R.A. for Pensioners since many of the Pensioners/Family Pensioners
may not have earning children to have some shelter. Suitable HRA to some
extent be given.
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10
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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?
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As suggested by Secretary General B.P.S.
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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?
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As suggested by the Secretary General BPS. It is additionally
suggested that a 25% increase of proposed pension be allowed (especially
Pre-1996 pensioners who are surviving) having undergone Drop In Pension
during the periods of 2nd
3rd and 4th CPC
recommendations to compensate the loss of pension (Points circulated by POPA
in Managing Committee held on 23.2.2014) Modified Parity with Minimum of the Revised Pay causing great loss. Revised
Basic Pay at the Minimum will never be fixed for Employees unless utmost
fitment is given. Only new recruits will be in Minimum Pay. Last Pay Drawn
being the Emoluments under FR 33 should be the criteria for Revision of
Basic/Revised Pension and NOT with reference to existing Pension. This will
end Junior getting Higher Pension than Senior by comparing length of service.
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11
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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?
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Employees Associations / Unions as suggest
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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.
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Constant revision of establishment, redeployment of posts
as per the need whether shot-gap or on regular basis of positions held. Reduction
of Paper work only will hasten the efficiency and transparency with better
e-Governance. Service before Self must be the motto for good governance.
Economy is for Self. How can it be conjoined one should ponder over
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12
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12. Training/ building competence
12.1 How would you interpret the
concept
of
“competency based framework”?
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Employees Associations / Unions as suggest
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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?
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Relates to Organisational Heads
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13
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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?
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Same as above
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14
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14. Regulatory Bodies
14.1 Kindly list out the
Regulators set up
under 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
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Heads of Departments
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15
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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?
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Bonus is in the case of ex-gratia.
Same benefit may also
be extended to Pensioners
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