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
