DPC

No.22011/5/2013-Estt.(D)

Government of India

Ministry of Personnel, Public Grievances and Pensions

Department of Personnel 86 Training

*********

North Block, New Delhi

Dated the 9th May, 2014

OFFICE MEMORANDUM

Subject:- Procedure to beobserved by Departmental Promotion

Committees (DPCs) - Assessment of entries and gradings

in ACRs/APARs - Reg.

The undersigned is directed to invite reference to this

Department's OM No.22011 / 5/ 86-Estt.D dated 10th April 1989 as

modified from time to time wherein detailed guidelines on Departmental

Promotion Committees (DPCs) has been provided. As per extant

instructions and rulings of Hon'ble Supreme Court in various court cases,

the Departmental Promotion Committees enjoy full discretion to devise

their own methods and procedures for objective assessment of the

suitability of the candidates who are to be considered by them. Para 6.2.1

of the OM dated 10th April 1989 provides that the Confidential Rolls (now

APARs) are the basic inputs on the basis of which assessment is to be

made by each DPC. The evaluation of CRs (now APARs) should be fair, just

and non-discriminatory.

2.

In terms of this Department's OM No.35034/7/ 97-Estt.(D) dated 8th

February 2002, the DPC is required to determine the merits of those being

assessed for promotion with reference to the prescribed bench-mark and

accordingly grade the officers as 'fit' or Unfit' only. Only those who are

graded 'fit' i.e. who meet the prescribed bench-mark by the DPC shall be

included and arranged in the select panel in order to their inter-se

seniority in the feeder grade. Those officers who are graded 'unfit' in

terms of prescribed bench-mark by the DPC shall not be included in the

select panel. There is no supersession in promotion among those who are

graded 'fit' by the DPC.

3.

Further, all the Ministries/ Departments have time and again been

advised by this Department to ensure compliance of instructions on

mandatory provisions regarding proper disposal of representations on

adverse remarks/below bench-mark gradings contained in the APARs in a

quasi-judicial manner as prescribed in this Department's OM

No.21011 / 1 / 2005-Estt(A)

(Pt.II)

dated

14.05.2009,

OM

No.21011/1/2010-Estt.A dated 13.4.2010 and OM No.21011/1/ 2005-

Estt.A(Pt.II) dated 19.05.2011 before placing the same for consideration of

the DPC. These provisions have been reiterated vide this Department's

O.M. No.21011/1/ 2005-Estt.(A)(Part.III) dated 31St January, 2014 and all

the Cadre Controlling Authorities, Ministries/Departments have been

advised to ensure compliance of these provisions before sending proposals

for consideration of DPCs.

4.

It has been brought to the notice of this Department that in certain

cases the Departmental Promotion Committees while assessing suitability

of officers have given recommendations as 'unfit' on grounds including

non-fulfilment of procedural requirements of disposal of representations

preferred on entries/gradings in APAR.

5.

It is reiterated that in discharge of its statutory functions the

respective DPCs are required to determine the merits of those being

considered for promotion with reference to the prescribed bench-mark, by

making its own assessment, on the basis of the entries and gradings

contained in the APARs and other relevant material facts placed before it,

and accordingly grade the officers as 'fit' or 'unfit'. Relevant material

would inter alia include the orders of the competent authority on the

representation of the Government servant on the entries/ grading in

APAR. In the event of the DPC deciding not to take cognisance of such an

order, on the ground that the same is not a speaking order, the DPC shall

make its assessment based on the entries in APAR and other material

including the representation of the Government servant. The DPCs should

substantiate its assessment by giving justifiable and sustainable reasons

including the cases where the assessment of the DPC is different from the

grading in APAR (original or amended after representation by the

Government servant).

6.

All the Ministries/Departments are requested to give wide

circulation to this OM and to ensure that extant guidelines on the subject

are followed scrupulously.

(Mukta Goel)

DIRECTOR (E.I)

Tele: No. 23092479

To

All Ministries/Departments of the Government of India

Copy to:-

1.

The President's Secretariat, New Delhi.

2.

The Prime Minister's Office, New Delhi.

3.

Cabinet Secretariat, New Delhi.

4.

Rajya Sabha Secretariat/ Lok Sabha Secretariat, New Delhi.

5.

The Registrar General, The Supreme Court of India.

6.

The Registrar, Central Administrative Tribunal, Principal

Bench, New Delhi.

7.

The Comptroller and Audit General of India, New Delhi.

8.

The Union Public Service Commission.

9.

The Staff Selection Commission, New Delhi.

10.

All attached offices under the Ministry of Personnel, Public

Grievances and Pensions.

11.

National Commissions for SCs/STs/OBCs, New Delhi.

12.

Secretary, National Council

(JCM),

13, Ferozeshah Road, New

Delhi

13.

Establishment Officer & A.S.(10 copies)

14.

All Officers and Sections in the Department of Personnel and

Training.

15.

NIC(DOP&T) for placing this Office Memorandum on the

Website of DOP&T

16.

Establishment (D) Section (20 Copies).

(Pushpender Kumar)

Under Secretary to the Government of India

7th CPC Terms of Reference - Whether Govt. actually merged Dearness Allowance with basic pay today (20/02) ?

7th CPC Terms of Reference - Whether Govt. actually merged Dearness Allowance with basic pay today (20/02) ?

7th CPC Terms of Reference

Confederation Secretary General informed today that "DOP&T has finalized the terms of reference of Seventh Central Pay Commission and submitted to Cabinet for approval. 

Details of the terms of reference finalized by DOP&T is not disclosed to the staff side. Details will be known only after the Cabinet meeting which is likely to be held today evening or tomorrow". 

(Date of Cabinet Meeting not confirmed)

NFIR General Secretary said today, "Major Demand of NFIR's 65 Point Charter - DA Merger and Interim Relief is being considered by Union Cabinet today i.e.,20.02.2014, results awaited..."

And one of the popular blog(paycommissionupdate) for CG Employees has published as under...

Whether Govt. actually merged Dearness Allowance with basic pay today (20/02) ?

Rumors spread very fast this afternoon that central cabinet approved terms of reference of seventh CPC and agreed to merge 50% of D.A. with basic pay for central employees and pensioners. Some of the popular websites and media sites started flashing this news. A cabinet meeting did took place today but according to sources, it was not discussed in the meeting due to paucity of time. 

Merger of D.A., granting interim relief and enhancing superannuation age are definitely being actively considered by the Govt. but nothing has been materialized as of now.

F.M. is proceeding to Australia for a five days official tour and it is most likely that cabinet will take any decision only after his return from abroad. 

So good news may be expected in the next weekend. 

Courtesy : http://90paisa.blogspot.in

Launching of CBS is in full swing....

Launching of CBS is in full swing....

Today, CBS will be launched in 'OC Building PO' and 'T Nagar HO' Chennai 600017. All other identified post offices and head post offices in pilot Circles will be rolled out in a phased manner. Shri S Samuel, our Ex-GS is holding the charge of Senior Postmaster at T. Nagar Head Post Office, Chennai 600017.

The work of installation of ATM machines and its training are also in progress at 1000 identified post offices and head post offices in the country. ATM machines will be put into operation in phased manner very soon.
 

7th CPC News: Performance-linked pay system may be introduced.

The new pay commission needs to embed performance meaningfully in babus' pay structure

The government last week cleared the setting up of the 7th Central Pay Commission for its employees. The move may be prudent politically but it will add to the problems of the next government which will also be burdened with the impact of the Food Bill on financial and the Land Bill on investment.

The CPC recommendations, which will be implemented from January 2016 have to be handled properly—implementation of the 6th CPC recommendations threw fiscal deficit out of gear for two years, FY09 and FY 10. Though there will be no arrear burden this time as 7th CPC recommendations can be implemented from the due date itself—CPC is constituted every 10 years and 6th CPC recommendations were implemented from 2008 instead of 2006—the new pay structure itself will add to the government woes, especially at a time when the government is expected to be considerably cash-strapped for an extended period of time. The 12th five-year-plan average growth rate is unlikely to surpass even 6%.

A close look at the composition of the central government staff and pay structure clearly indicates there is not much that the government can do (or be willing to do) as far as curtailing the expenditure on this account is concerned. But what the CPC can do certainly is target hikes better to reward performers. A transparent and effective performance-linked pay system devised carefully, rather than the current token one, can be a catalyst for improving the government functioning.

The 6th pay commission recommended variable increments for Group A, where annual increments in the band will vary depending upon the performance. Eighty percent or more employees in the grade are now allowed normal increment at the rate of 2.5% with the high performers (not exceeding 20%) during the year being allowed increment at the higher rate of 3.5%. The government advised to extend the scheme of variable increments in other pay bands also. This system needs to be scaled up now to the next level.

Then, it had also suggested the introduction of performance related incentive scheme (PRIS) in the government under which employees would be given pecuniary remuneration over and above the pay, replacing the ad hoc bonus scheme.

The cabinet secretariat has developed result framework document (RFDs) and the ministries and departments have engaged themselves into this exercise which is being monitored now on a regular basis. According to the plan, at the end of the financial year, all ministries/departments will list out their achievements in a report against the agreed results formalised at the beginning of the year. This report will be finalised by May 1, and then will be placed before the Cabinet by June 1. This means the government will have a fair idea of a ministry or a department's performance for each financial year. So, why not embed this also, along with an improved individual performance-linked system, in the overall pay structure?

But this is not going to be easy to implement. Talk to any number of government officials and they will give numerous reasons why a performance-linked system can't be implemented and how this will bring in subjectivity. But, the issue is how will you improve performance then? The larger problem is that the model adopted by the central government is replicated by the states and efficiencies and inefficiencies both get percolated down the line. If the performance has to be linked in any meaningful way to pay, it has to begin earnestly from the centre.

According to the latest analysis of government wage bill by the finance ministry, the total expenditure on pay and allowances (excluding productivity linked bonus/adhoc bonus, honorarium, encashment of earned leave and travelling allowance) for regular central government civilian employees including employees of the Union Territories was Rs 95,291crore in FY12 as compared to R88,651 crore in FY11.

Five major ministries cover 91% of the total manpower—of the total strength of 30.84 lakh—with railways at 42.33%, home affairs at 26.92%, defence (civil) at 11.95%, posts at 6.84% and revenue at 3.2%. All other ministries/departments' had only 8.76% of the total. Almost 84% of the total expenditure is incurred by the five major ministries. Then, the percentage expenditure on pay was 51.93%. It was 28.52% on dearness allowance and 5.88% on house rent allowance (HRA) and 13.67% on other allowances.The 7th pay commission can break away from the past by suggesting ways to remodel the way government works instead of sticking to formulating formulas for hiking pay packages.

Dearness allowance and 5.88% on house rent allowance (HRA) and 13.67% on other allowances.The 7th pay commission can break away from the past by suggesting ways to remodel the way government works instead of sticking to formulating formulas for hiking pay packages.

Courtesy: www.financialexpress.com

www.financialexpress.com

A DEMAND TO 7th CENTRAL PAY COMMISSION - CHILD CARE LEAVE(CCL) FOR MALE GOVERNMENT EMPLOYEES

We know that a lot of anomalies pending in front of National Anomaly Committee.Few of them were solved and remaining anomalies will be discussed in the next NAC meeting.Even though central govt announced 7th CPC.It is a amicable news for CG employees.This is the time to speak out the problems we faced in 6th CPC through social media and blogs.Child Care Leave is one of the important issue to male central government employees.

To be in synchronised pattern with the Fastidious modern world and to fulfill a family's basic needs such as begetting good education for their child's fruitful future it becomes at most necessity that both the husband and wife should earn for their family.

The reality of high priced commodities which the common man can relish only in his dreams. The mountainous rise of land value which acts as a ardent barrier for fulfilling one own dream home,the dizziness caused by cost of rental houses and finally the enormous increase to gigantic proportion of the fees paid to schools for getting a decent education to their children-These force and make it definite that both the life partners should earn to make both ends meet.

In this economic warfare the grave truth is that the children who should be in the warmth and care of their parents spend and shove their time in the company of electronic gadgets

During important moments i.e the child's ill health , the child's important examination days the 6th pay commission has paved way for the mother to be by the childs sideby, the introduction of the plan known as CCL it has been wholeheartedly welcomed by one and all .

Having borne in its mind that todays childcare the sculptors of tomorrows modern India, the central government has given this CCL which is a formidable concession

Of the couples who got to work to earn their living ,those of them who are both central govt employees are very few.

In certain families the husband will be a central govt employee while the wife may work in a private firm.

In some others the husband may work in a private firm while his spouse may work in a central govt institution

For instance let us keep in mind that the husband is a central govt employee and his wife works in a private institution the critend is that they would not reap the beneath of CCL as it as certained only to the female central govt employee.

We are all very well aware that the children need the warmth and care of both parents in equal measures.If it is so why then the central govt has not allotted CCL for their male employees.

During pregnancy time the female central govt employee are given maternity leave On similar basis the male employees are given paternity leave.This seems to be acceptable to a certain extent.But [to say frankly] the allotment of CCL only to the female central govt employee is not acceptable.

It is the same payment for same work for both the female and male employees in a central govt institution.Similarly the concessions given should be in common for both of them.If a female employee is given two years CCL the male employee also can be given nearly the same if not equal.

There are grounds on which a male central govt employee loses his wife or he diverse why hasn't the govt not taken into consideration the condition of their children.Henceforth ccl should be given to the male central govt employees though certain conditions can be imposed. Only then the reason for which this concession (ccl) has been introduced could be realised to it full extent.

Source : www.centralgovernmentemployeesportal.blogspot.in  

http://centralgovernmentemployeesportal.blogspot.in/2013/09/a-demand-to-7th-central-pay.html

www.centralgovernmentemployeesportal.blogspot.in

1 | Page PROJECTED PAY STRUCTURE AFTER 7TH PAY COMMISSION

1

|

Page

PROJECTED PAY STRUCTURE AFTER 7TH PAY COMMISSION

(BASED ON COMPARATIVE RISE FROM 1

ST

TO 6

TH

CPC)

Demand for setting of Seventh Pay Commission is

being raised since January 2011 on completion of 5 years

since the date of effect of the sixth Pay Commission - as recommended by the last 2 Pay commissions.

Till now six pay commissions had been constituted since 1946 - to review and recommend pay structure of

central government employees.

All the six pay commissions have taken many aspects in

to 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 Go

vernment 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 public

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 recommendatio

ns 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, analyzed 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.

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.

If one tries to suggest or comment about 7th pay commission pay scale or about what the seventh pay

commission pay scales, it will seem too pre-mature.

However, we observed an interesting factor which is common to all the past 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 (except that the rise was only about 2.26 times after 6th CPC for the scales from S4 to S23 and

nearly 3 times or more for the higher scales).

Average increase after each Pay Commission - is shown in each of the following tables.

Obviously it is simple thing, we can say it a mathemat

ical 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 struct

ure 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’...

CONTINUED ----

2

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SIXTH CPC PAY STRUCTURE

PROJECTED PAY STRUCTURE

FOR 7

th

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 of `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

CONTINUED ----

3

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Short Description about Sixth Pay Commission

SIXTH PAY COMMISSION

Initially the then government refused to set up sixt

h pay commission to review the pay and allowances of

central government employees. The then finance minister to

ld 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 th

is 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 A

ssociations 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 Secret

ary/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.

4

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Page

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

Corresponding

Pay Bands

Corresponding

Grade Pay

Entry Grade

+band pay

(1) (2) (3) (4) (5) (6) (7) (8)

S-1 to 4 Upgraded & Merged

S-4 2750-70-3800-75-4400 PB-1 5200-20200 1800 7000 2.54

S-5 3050-75-3950-80-4590 PB-1 5200-20200 1900 7730 2.53

S-6 3200-85-4900 PB-1 5200-20200 2000 8460 2.64

S-7 4000-100-6000 PB-1 5200-20200 2400 9910 2.47

S-8 4500-125-7000 PB-1 5200-20200 2800 11360 2.52

S-9 5000-150-8000 PB-2 9300-34800 4200 13500 2.7

S-10 5500-175-9000 PB-2 9300-34800 4200

S-11 6500-200-6900 PB-2 9300-34800 4200

S-12 6500-200-10500 PB-2 9300-34800 4600 17140 2.63

S-13 7450-225-11500 PB-2 9300-34800 4600

S-14 7500-250-12000 PB-2 9300-34800 4800 18150 2.42

S-15 8000-275-13500 PB-2 9300-34800 5400 21000 2.62

New

Scale

8000-275-13500

(Group A Entry)

PB-3 15600-39100 5400

S-16 9000 PB-3 15600-39100 5400

S-17 9000-275-9550 PB-3 15600-39100 5400

S-18 10325-325-10975 PB-3 15600-39100 6600 25530 2.47

S-19 10000-325-15200 PB-3 15600-39100 6600

S-20 10650-325-15850 PB-3 15600-39100 6600

S-21 12000-375-16500 PB-3 15600-39100 7600 29500 2.45

S-22 12750-375-16500 PB-3 15600-39100 7600

S-23 12000-375-18000 PB-3 15600-39100 7600

S-24 14300-400-18300 PB-4 37400-67000 8700 46100 3.23

S-25 15100-400-18300 PB-4 37400-67000 8700

S-26 16400-450-20000 PB-4 37400-67000 8900 49100 2.99

S-27 16400-450-20900 PB-4 37400-67000 8900

S-28 14300-450-22400 PB-4 37400-67000 10000 53000 3.7

S-29 18400-500-22400 PB-4 37400-67000 10000

S-30 22400-525-24500 PB-4 37400-67000 12000 59100 2.63

S-31 22400-600-26000 HAG+ Scale 75500- 80000 Nil 3.13

S-32 24050-650-26000 HAG+ Scale 75500- 80000 Nil 3.13

S-33 26000 (Fixed) Apex Scale 80000 (Fixed) Nil 3.07

S-34 30000 (Fixed) Cab. Sec. 90000 (Fixed) Nil 3

CONTINUED ----