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

|

Page

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

|

Page

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

|

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 ----

Cabinet Committee on Dearness Allowance

Cabinet Committee on Dearness Allowance : Cabinet Committee may declare Dearness allowance for Central Government employees and Pensioners on tomorrow…
 

As per the Labour Ministry recommendation, the Finance Ministry making arrangements to obtain the approval from the Union Cabinet on the agenda point.
 

The agenda point may be taken for the discussion in the meeting to be held on tomorrow at New Delhi. The additional Dearness allowance of 10% from July 2013 to all CG Staff and Pensioners may be granted to compensate the price hike. The total Dearness allowance will go up to 90%.

 

Meanwhile all the federations of CG Staff are demanding to merge 50% of Dearness allowance with basic pay.

 

Source: www.centralgovernmentemployeesnews.in

D A

Friday, June 7, 2013

Expected DA (Dearness Allowance) from July 2013 to central government employees

Since the implementation of 6CPC from 1-1-2006, the consumer price index number for industrial worker is not coming down ever but it is increasing month by month. Similarly the rate of dearness allowance paid to central government employees also increasing at the interval of every six months period. The rate of dearness allowance was at zero level on 01-01-2006. After six years from implementation of 6CPC, now the dearness allowance stands at 80% level. The average increase in the dearness allowance is at the rate of 13% per year. Actually there is nothing to rejoice over the increase of dearness allowance. The Dearness allowance is nothing but the reflection of consumer price index.
Likewise the consumer price index is determined by increase in the prices of basket of identified essential commodities. The increase of CPI number is not good any way for either the government employees or common people. Whatever the money the central government employees are supposed to get from the dearness allowance hike will be swallowed by the essential commodities for which they have to spend every month, since the prices of all the essential commodities are increasing at the alarming rate.

Now everyone eyes at the expected dearness allowance from July 2013. It is now 80 percent of AICPI Numbers from which the rate of DA has to be arrived has been released. The AICIN for Industrial Workers for two more months are yet to be released to confirm the exact rate of Dearness Allowance going to be approved by the central government. The average of AICPIN for IW from the month of July 2012 to June 2013 will determine the rate of dearness allowance to be paid from July 2013. So look at the Consumer price Index numbers from June 2012 given below...

Month	Jul-2012	Aug-2012	Sep-2012	Oct-2012	Nov-2012	Dec-2012	Jan-2013	Feb-2013	Mar-2013	Apr-2013	May-2013	Jun-2013
AICPIN	212	214	215	217	218	219	221	223	224	226	-	-

The formula for calculating dearness allowance is:

( Avg of AICPI for the past 12 months – 115.76)*100/115.76

To find out the average CPI for 12 months we need remaining two months CPI numbers. Let us assume that if the remaining two months AICPI numbers stands at 226 levels, the average AICPI for 12 months is 220.0833.

If we apply this in the formula given above the answer is = 90.120

From this it is now very much clear that, even though if there is no change in the position of AICPI numbers for remaining two months, if it happened to continue in the same level of 226 points for remaining two months, the increase in the rate of dearness allowance will be 10% for the next six months starts from July 2013. According to this, the expected dearness allowance from July 2013 for central government employees will not be less than 90% level. So it is expected that the dearness allowance will be increased from existing 80% to 90% level from July 2013. With this 10% increase in dearness allowance, the annual increment for the year 2013 also will be granted for all the central government employees from July 2013.

 

Source : www.gservants.com