Chapter - 17
17.1 : Minimum Pay:
After considering all relevant factors and based on
the Aykroyd formula the minimum pay in government is recommended to be set at
Rs.18000 per month. (chapter 4.2)
17.2 : New Pay
Structure:
The present system of pay bands and grade pay has
been dispensed with and a new pay matrix has been designed. The status of the
employee, hitherto determined by grade pay, will now be determined by the level
in the pay matrix. Separate pay matrices have been drawn up for civilians,
defence personnel and for military nursing service. All existing levels have
been subsumed in the new structure; no new levels have been introduced nor has any level been dispensed
with. (para s 5.1.13 to 5.1.17 )
17. 3 : In
the “horizontal range” of the pay matrix level corresponds to a ‘functional
role in the hierarchy’ and as the employee’s level rises he or she moves from
level to level. The “vertical range” for each level denotes ‘pay progression’
within that level and an employee would move vertically within each level as
per the annual financial progression of three percent. The starting point of
the matrix is the minimum pay which has been arrived based on 15th
ILC norms or the Aykroyd formula. (para 5.1.21)
17.4 : Fitment:
The starting point for the first level of the
matrix has been set at Rs.18,000. This corresponds to the present starting pay
of Rs.7,000, which is the beginning of PB-1 viz., Rs.5200 + GP 1800, on the
date of implementation of the VI CPC recommendations. Hence the starting point
now proposed is 2.57 times of what was prevailing on 01.01.2006. This fitment
factor of
2.57 is being proposed to be applied uniformly for
all employees. (para 5.1.27)
17.5 : Annual
Increment :
The rate of annual increment is being retained at 3
percent. (para 5.1.38)
17.6 : Entry Pay:
The differential of entry pay between new recruits
and promoted employees at various levels has been done away with. (para 5.1.32
and para 5.1. 33)
17.7 : Modified
Assured Career Progression (MACP):
i.
This will
continue to be administered at 10, 20 and 30 years as before.
ii.
In the new
Pay matrix, the employees will move to the immediate next level in the
hierarchy.
iii.
In the
interest of improving performance level, the benchmark for MACP has been
recommended to be enhanced from ‘Good’ to ‘Very Good’
iv.
The
Commission has proposed withholding of annual increments in the case of those
employees who are not able to meet the benchmark either for MACP or a regular
promotion within the first 20 years of their service. (paras 5.1.44-5.1.46)
17.21: Cadre Review :
To hasten
the process of cadre reviews and reduce the time taken in inter-ministerial
consultations, it is recommended that the examination of the cadre
restructuring proposal should be undertaken at the department level itself with
one member each from DoPT and Department of Expenditure attending such meetings
chaired by the concerned Secretary of the cadre seeking the review, in the
capacity of the cadre controlling officer. The proposal can thereafter be
placed before the Cadre Review Committee chaired by the Cabinet Secretary where
the concerned Secretaries are represented. (para 7.3.17)
17.22 : Common Categories:
To
streamline the common cadres residing in different Departments/Ministries/UTs
it is recommended that the government assign specific ministries to be the
nodal ministry for each such category. These nodal ministries be tasked with
drafting model recruitment rules laying down the educational qualifications,
job responsibilities and pay structure for all such categories. A few examples
are the Statistical Cadres and Fire-fighting staff.(para 7.7.75)
17.23 : Allowances:
The
entire structure of allowances have been examined de novo with the overall aim
of transparency, simplification and rationalization, keeping amongst other
things, the proposed pay structure in mind. The Commission has recommended
abolishing 52 allowances altogether. Another 36 allowances have been abolished
as separate identities, but sub summed either in an existing allowance or in
newly proposed allowances. Particular emphasis has been placed on simplifying
the process of claiming allowances. Allowances relating to Risk and Hardship
will be governed by the proposed Risk and Hardship Matrix. (para 8.2.5)
17.24 : Most
of the allowances that have been retained have been given a raise that is
commensurate with the rise in DA. Allowances that are in the nature of a fixed
amount but fully indexed to DA have not been given any raise. Regarding
percentage based allowances, since the Basic Pay will rise as a result of the
recommendations of this Commission, the quantum of percentage based allowances
has been rationalized by a factor of 0.8. (para 8.2.3)
17.25 : Risk and Hardship Allowance:
Allowances
relating to Risk and Hardship will be governed by the newly proposed nine-cell
Risk and Hardship Matrix, with one extra cell at the top, viz., RH-Max to
include Siachen Allowance. This would be the ceiling for risk/hardship allowances
and there would be no individual RHA with an amount higher than this allowance.
(para 8.10.65 and para 8.10.66)
17.26 : House Rent Allowance:
In line
with our general policy of rationalizing the percentage based allowances by a
factor of 0.8, the Commission recommends that HRA should be rationalized to 24
percent, 16 percent and 8 percent of the Basic Pay for Class X, Y and Z cities
respectively. The Commission also recommends that the rate of HRA will be
revised to 27 percent, 18 percent and 9 percent when DA crosses 50 percent, and
further revised to 30 percent, 20 percent and 10 percent when DA crosses 100
percent. (para 8.7.15)
17.27 : Currently,
in the case of those drawing either NPA or MSP or both, the amounts of NPA/MSP
are included with the Basic Pay and HRA is being paid as a percentage of the
total amount. The Commission recommends that HRA should be calculated as a
percentage ofBasic Pay only and that add-ons like NPA, MSP, etc. should not be
includedwhile working out HRA. (para 8.7.16)
17.28 : The
Commission, in the interactions it has had with the men on the ground at all
field locations it has visited, has seen first-hand that the lack of proper
housing compensation is a source of discontentment among these employees. The
service rendered by PBORs of uniformed services needs to be recognized and
Housing provisions of PBORs of Defence, CAPFs and Indian Coast Guard have been
simplified and HRA coverage has been extended to them. (para 8.7.26)
17.29 : Uniform
related allowances have been amalgamated under a simplified Dress Allowance
payable annually. It is thus recommended that uniform related allowances be
subsumed in a single Dress Allowance (including shoes). (para 8.16.14)
17.30 : Any
allowance, not mentioned here (and hence not reported to the Commission), shall
cease to exist immediately. In case there is any demand or requirement for
continuation of an existing allowance which has not been deliberated upon or
covered in this report, it should be re-notified by the ministry concerned after
obtaining due approval of Ministry of Finance and should be put in the public
domain. (para 8.2.5)
17.32 : Night Duty Allowance:
While the
present weightage of 10 minutes for every hour of duty performed between the
hours of 22:00 and 06:00 the present prescribed hourly rate of NDA equal to
(BP+DA)/200 may be continued, the amount of NDA should be worked out separately
for each employee and the existing formulation for giving same rate of NDA for
all employees with a particular GP should be abolished.
(para
8.17.77)
17.33 : OTA
should be abolished (except for operational staff and industrial employees who are
governed by statutory provisions). At the same time it is also recommended that
in case the government decides to continue with OTA for those categories of
staff for which it is not a statutory requirement, then the rates of OTA for
such staff should be increased by 50 percent from their current levels. (para
8.17.97)
17.34 : All non-interest bearing Advances have been
abolished. (para 9.1.4)
17.35 : Regarding
Motor Car Advance and Motor Cycle/Scooter/Moped Advance, since quite a few
schemes for purchase of vehicles are available in the market from time to time.
The employees should avail of these schemes and both these advances should be
abolished. (para 9.1.7)
17.36 : Regarding
other interest-bearing advances, the following is recommended: (para 9.1.8)
|
i
|
P C Advance
|
Rs.50,000 or actual price
of PC, whichever is lower
|
May be allowed maximum five times in the entire service.
|
|
ii
|
HBA
|
34 times Basic Pay
OR
Rs.25 lakh
OR
anticipated price of house, whichever is least
|
The requirement of minimum 10 years of continuous service to avail of
HBA should be reduced to 5 years. If both spouses are government servants,
HBA should be admissible to both separately.
Existing employees who have already taken Home Loans from banks and
other financial institutions should be allowed to migrate to this scheme
|
17.37 :
The three different kinds of leave admissible to civilian/defence employees
which are granted for work related illness/injuries–Hospital Leave, Special
Disability Leave and Sick Leave are being subsumed and rationalized into a
composite new Leave named Work Related Illness and Injury Leave (WRIIL). (para
9.2.36)
1.
Full pay
and allowances will be granted to all employees during the entire period of
hospitalization on account of WRIIL.
2.
Beyond
hospitalization, WRIIL will be governed as follows:
a. For Civilian employees, RPF employees and personnel of
Police Forces of Union Territories: Full pay and allowances for the 6 months
immediately following hospitalization and Half Pay only for 12 months beyond
that. The Half Pay period may be
commuted to full pay with corresponding number of days of Half Pay Leave
debited from the employee’s leave account.
b. For Officers of Defence, CAPFs, Indian Coast Guard: Full pay
and allowances for the 6 months immediately following hospitalization, for the
next 24 months, full pay only.
c. For PBORs of Defence, CAPFs, Indian Coast Guard: Full pay
and allowances, with no limit regarding period.
17.38 : The
Rates of contribution as also the insurance coverage under the Central Government Employees General
Insurance Scheme have
remained unchanged for long. The following rates of CGEGIS are recommended:
(para 9.3.6)
|
Level of Employee
|
Monthly Deduction(Rs)
|
Insurance Amount (Rs.)
|
|
10 and above
|
5000
|
50 00 000
|
|
6 to 9
|
2500
|
25 00 000
|
|
1 to 5
|
1500
|
15 00 000
|
17.39 : A simplified process for Cadre Reviews and
revamping of the screening process under Central Staffing Scheme have been
recommended. (para 7.3.41)
17.40 : Health
Insurance:
The Commission strongly recommends the introduction
of health insurance scheme for Central Government employees and pensioners. In
the interregnum, for the benefit of pensioners residing outside the CGHS areas,
the Commission recommends that CGHS should empanel those hospitals which are
already empanelled under CS (MA)/ECHS for catering to the medical requirement
of these pensioners on a cashless basis. This would involve strengthening of
administrative capacity of nearest CGHS centres. The Commission
recommends that the remaining 33 postal
dispensaries should be merged with CGHS. The Commission further recommends that
all postal pensioners, irrespective of their participation
in CGHS while in service, should be covered under
CGHS after making requisite subscription. The Commission recommends that
possibility of such a combined network of various medical schemes should be
explored through proper examination. (para 9.5.18)
17.41 : Pension:
The Commission recommends a revised pension
formulation for civil employees including CAPF personnel and Defence personnel,
who have retired before 01.01.2016. This formulation will bring about complete
parity of past pensioners with current retirees:
i.
All the personnel who retired prior to 01.01.2016
(expected date of implementation of the Seventh CPC recommendations) shall
first be fixed in the Pay Matrix being recommended by this Commission, on the
basis of the Pay Band and Grade Pay at which they retired, at the minimum of
the corresponding level in the matrix. This amount shall be raised, to arrive
at the notional pay of the retiree, by adding the number of increments he/she
had earned in that level while in service, at the rate of three percent. Fifty
percent of the total amount so arrived at shall be the revised pension. In the
case of the Defence personnel, total amount so arrived at shall be inclusive of
MSP.
ii.
The second calculation to be carried out is as
follows. The pension, as had been
fixed at
the time of implementation of the VI CPC recommendations, shall be multiplied
by 2.57 to arrive at an alternate value for the revised pension.
iii.
Pensioners may be given the option of choosing
whichever formulation is beneficial to them. (para 10.1.67)
17.42 : Since the fixation of pension as per
formulation (i) above may take a little time it is recommended that in the
first instance the revised pension may be calculated as at (ii) above and the
same may be paid as an interim measure. In the event calculation as per (i)
above yields a higher amount the difference may be paid subsequently. (para
10.1.68)
17.43 : The Commission recommends enhancement in
the ceiling of gratuity from the existing Rs.10 lakh to Rs.20 lakh from
01.01.2016. The Commission further recommends, as has been done in the case of
allowances that are partially indexed to Dearness Allowance, the ceiling on
gratuity may increase by 25 percent whenever DA rises by 50 percent.(para
10.1.37)
17.44 : Lump sum
Compensation for Invalidation due to Disability :
The Commission recommends an increase in the
existing lump sum compensation of ₹9 lakh for 100 percent disability to ₹20
lakh. However it finds no justification to recommend broad banding for payment
of Ex-gratia award to service personnel boarded out on account of
disability/war injury attributable to or aggravated by military service. (para
10.2.65)
17.45 : The Commission notes that cadets are not
considered on duty during training and therefore cannot be treated at par with
serving defence forces personnel. The Commission,
however, keeping in viewthe facts relating to
cadets,recommends an increased ex-gratia disability award from the existing ₹6,300
per month to ₹16,200 per month for 100 percent
disability. (para 10.2.67)
17.46 : Disability
Pension:
Keeping in view the tenets of equity, the
Commission is recommending reverting to a slab base system for disability
element, instead of existing percentile based disability pension regime.
Distinct rates separately for officers, JCOs and ORs have been prescribed.
(para 10.2.55)
17.47 : Ex-gratia
Lump sum Compensation to Next of Kin:
The Commission is recommending the revision of
rates of lump sum compensation for next of kin (NOK) in case of death arising
in five separate circumstances, to be applied uniformly for the defence forces
personnel and civilians. (para 10.2.77)
|
Circumstances
|
Proposed
( Rs.)
|
|
Death occurring due to
accidents in course of performance of duties.
|
25 lakh
|
|
Death in the course of
performance of duties attribute to acts of violence by terrorists,
anti-social elements etc.
|
25 lakh
|
|
Death occurring in border
skirmishes and action against militants, terrorists, extremists, sea pirates
|
35 lakh
|
|
Death occurring while on
duty in the specified high altitude, inaccessible border posts, on account of
natural disasters, extreme weather conditions
|
35 lakh
|
|
Death occurring during enemy
action in war or such war like engagements, which are specifically notified
by Ministry of Defence# and death occurring during evacuation of Indian
Nationals from a war-torn zone in foreign country
|
45 lakh
|
No comments:
Post a Comment