Status of Cadre Review proposals processed in DoPT from 1st January, 2011 to 30th November 2015

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Status of Cadre Review proposals processed in DoPT from 1st January, 2011 to 30th November 2015

A. Approved by Cabinet

S.No. Name of the Service CRC* Meeting Cabinet Approval
1. CPWD Central Engineering Service. Central Electrical & Mechanical Engineering Service and Central Architecture Service 27/06/2011 03/01//2012
2. Military Engineering Services (Indian Defence Service of Engineers. Architect Cadre and Surveyor Cadre) 22/09/2011 and 23/01 /2012 18/04/2013
3. Indian Revenue Service 19/02/20 13 and
GaM** on
29/04/2013
23/05/2013
4. Indian Radio Regulatory Service 19/02/2013 03/07/2013
5. Central Labour Service 19/02/2013 17/07/2013
6. Indian Customs & Central Excise 27/08/2013 05/12/2013
7. Indian Cost Accounts Service 29/10/2013 02/01/2014
8. Central Power Engineering Service 11 /12/2013 13/05/2014
9. Indian Ordnance Factory Service 19/03/2014 29/10/2014
10. Indian Civil Accounts Service 17/07/2013 16/01/2015
11. Border Road Engineering Service 26/02/2015 07/04/2015
12. Defence Aeronautical Quality Assurance Service 08/01/2015 06/05/2015
13. Indian Trade Service 06/05/2014 01 /07/2015
14. Indian Statistical Service 24/06/2014 29/07/2015
15. DGET & Women Training Directorate 10/04/2015 07/10/2015

* CRC – Cadre ReView Committee **GoM – Group of Ministers

B. Pending Proposals

S. No. Name of the Service Status
1. With Concerned Ministry – CRC meeting held and Cabinet approval pending (3)
1. Railway Protection Force CRC meeting held on 29/07/2013. Decision with the approval of MoS (PP) and FM has been communicated to the Ministry of Railways on 09/10/2013 for taking Cabinet approval.
2. Indian Naval Material Management Service The CRC meeting held on 24/10/2013. Comments of DoPT on Cabinet Note have been provided to Ministry of Defence on 21 /1/2015 .
3. Indian P& T Acctt. and Fin. Service CRC meeting was held on 17/09/2015 . Approval of MoS (PP) and FM has been conveyed to Department of Telecom on 17/11/2015 for taking Cabinet approval.
2. With Cabinet Secretariat (3)
4. Ministry of Micro. Small and Medium Enterprises (MSME) Approval of Secretary (P) & Secretary (Exp) has been obtained and the Note for Cadre Review Committee has been sent to Cabinet Secretariat.
5. Central Reserve Police Force Approval of Secretary (P) & Secretary (Exp) has been obtained and the Note for Cadre Review Committee has been sent to Cabinet Secretariat.
6. Indian Postal Service The CRC Meeting was held on 20107/2015 and it was decided in the meeting that the Cadre review proposal may be taken after the report of 7th Pay Commission is received
3. With Department of Personnel & Training (3)
7. Indian Telecom Service CRC meeting held on 17109/2015 and it has been directed that the matter has to be re-examined in consultation with DoT and DoE. Two meetings chaired by Secretary (Telecom) have been held on
09/10/2015 & 27/10/2015 and certain clarifications have been called for by letter dated 26/10/2015 . Reply of DoT has been received on 30/11 /2015 .
8. Central Engineering Service (Roads) A meeting under the chairmanship of Secretary (P) is scheduled to be held on 14/12/2015 .
9. Indian Information Service CRC meeting held on 30107/2014. Approval of MoS (PP) and FM has been conveyed to Ministry of Information & Broadcasting on 15/12/2014 for taking Cabinet approval. Ministry of I&B has sent a revised proposal recently.
4. With Ministry concerned for clarifications (10)
10. Indian P& T Building Works Clarifications are awaited from DoT on the cadre strength.
11. Indian Defence Accounts Service Clarifications have been sought vide letter dated 23/11/2015. Reply awaited.
12. Indian Railways Personnel Service A letter dated 14/10/2015 asking for details of work charge posts has been sent to Ministry of Railways. Reply is awaited.
13. Indian Railways Accounts Service -do-
14. Indian Railways Stores Service -do-
15. Indian Railways Service of Signal Engineers -do-
16. Indian Railways Service of Electrical Engineers -do-
17. Indian Railways Traffic Service -do-
18. Indian Railways Service of Mechanical Engineers -do-
19. Indian Railways Service of Engineers -do-

Note: 1. In all the remaining cadres. letters have been written to the Cadre Controlling Authorities to send the cadre review proposals for the serviceslcadres pertaining to their departments.

2. By letter dated 20104/2015 suggestions have been invited from the cadre Controlling Authorities on Cadre
Review on email id singh.mona@nic.in

3. A presentation dated 19/12/2014 on “Reforming Personnel management in Gujarat “has been uploaded on the site for information as it contains many new initiatives of the Government of Gujarat. Slide number 16-47 has the details of restructuring and the recruitment calendar. The link is persmin.gov.in

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Upper Division Clerk Grade Limited Departmental Competitive Examination 2015-intimation of vacancies for SLY-2015 -regarding.

Upper Division Clerk Grade Limited Departmental Competitive Examination 2015-intimation of vacancies for SLY-2015 -regarding.

LAST & FINAL REMINDER
TIME BOUND

Ministry of Personnel, Public Grievances & Pensions
Department of Personnel & Training

3rd Floor, Lok Nayak Bhawan
Khan Market, New Delhi-11 0003
Dated: 15t December, 2015

OFFICE MEMORANDUM

Subject: Upper Division Clerk Grade Limited Departmental Competitive Examination 2015-intimation of vacancies for SLY-2015 -regarding.
The undersigned is directed to refer to this Department’s O.M. of even number dated 13.08.2015 and 28.08.2015 followed by reminders dated 23.10.2015 and 16.11.2015 on the subject mentioned above and to say that out of 41 cadre units, 19 cadre units (As per Annexure) have not yet intimated the requisite vacancy position for UD Grade Limited Departmental Competitive
Examination -2015.
2. The Staff Selection Commission is to be provided with the information immediately in the light of the examination calendar of that commission. The concerned cadre units are, therefore, once again requested to intimate the vacancies for UD Grade Limited Departmental Competitive Examination to this Department in the newly prescribed proforma, latest by 10.12.2015 failing which vacancies for SL·2015 from the defaulting cadre units will be treated as ‘NIL’ and consolidated information on vacancies based on reports received till that date will be furnished to SSC. This may be accorded “TOP PRIORITY”.

(A.K.Saha)
Deputy Secretary to the Govt. of India

To
Dir/DS (Admn.)
Participating cadre units of CSCS
(As per Annexure)

ANNEXURE

S. No.  Cadre Units

1.  Civil Aviation

2.  Culture

3.  Defence

4.  Expenditure

5.  Fertilizers

6.  Home Affairs

7.  Labour

8.  Legal Affairs

9.  Niti Aayog

10.  MSME

11.  Minority Affairs

12.  Science 8, Technology

13.  Shipping

14.  Social Justice 8, Empowerment

15.  Steel

16.  Telecom

17.  UPSC

18. Water Resources

19. Women &: Child Development

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New Functionalities released under National Pension System (NPS)

New Functionalities released under National Pension System (NPS)

National_Pension_System_NPS

Pension Fund Regulatory and Development Authority (PFRDA) has been established by the Government of India for regulation and development of Pension Sector in order to protect the old age income security of subscribers. PFRDA takes various initiatives from time to time in order to simplify and improve the operational issues in National Pension System (NPS) like new functionality development under NPS architecture, simplification of account opening, withdrawal, grievance management etc. In this regard, recently many new functionalities have been released by the Central Recordkeeping Agency (CRA) to provide the ease of operation for the benefit of subscribers and nodal offices. These are detailed below:

Functionality released in CRA system recently for the benefit of NPS subscribers:

 

Sr. No. Functionalities Benefits Description
1 Contribution upload for shifted subscribers Point of Presence (POPs) were previously allowed to upload the regular monthly contribution in the CRA system only for the subscribers pertaining to their associated Corporate. Now, a POP can also upload the contribution for subscribers who have shifted from one of their associated Corporate to another associate Corporate.
2 One way switch Currently, there is no provision for transfer of funds from Tier-II to Tier-I account. Now, the POP can process a subscriber request to transfer funds from Tier II to Tier I account. Such transactions can be processed only for subscribers under All Citizens of India Model or Corporate Sector Model having active Tier I and Tier II accounts, subject to the availability of adequate holdings in the Tier II account. There is no limit (minimum or maximum) on the amount and number of one way switches that can be requested by a subscriber.
3 Upload of unequal contribution for Govt. employees In case of Govt. sector employees, the Uploading Office is required to prepare and upload the contribution file wherein the Employee and Employer Contribution are equal for each subscriber. This functionality will now allow the Uploading Offices to prepare and upload contribution files where Employer and Employee contribution amount are not same.
4 Processing of voluntary contribution for corporate subscribers through any POP Currently, POPs are allowed to upload contributions for corporate subscribers only if the Corporate is associated with them. With the release of this new functionality, the POPs can process the ‘Voluntary’ contributions made by any Corporate subscriber even if they are not associated to them.
5 Functionality for nodal offices on Tier – II operations and voluntary contribution processing The Govt. sector Nodal Offices have now been provided with utility for activating the Tier II account and its operation for all Government employees.   The Government subscribers (mandatorily covered under NPS) can also approach their associated Nodal Office for making additional investment (Voluntary Contributions) in their PRAN – Tier I account.
6 Insertion of QR Code facility on backside of PRAN The QR code is a matrix barcode and is used to store URL of websites. The QR code can be converted to data by using a smart phone.  The application to read QR code is available as free application for all smartphone users. Further, utility to convert website URL to QR code is also freely available online.
7 Grievance resolution by monitoring office in CRA system In case of Govt. sector nodal offices, only the PAOs/DTOs can provide resolution remarks for the grievances raised against them by their associated subscribers in Central Grievance Management System (CGMS) module. However, the mapped Pr.AOs/DTAs can only monitor the status of the grievances (using ‘Token No’) raised against underlying PAOs/DTOs. Now, with the new facility made available in the CRA system, the Pr.AOs/DTAs along with the PAOs/DTOs can provide resolution remarks to the grievances raised against the associated office.
8 Pop – Up window for resolution of pending grievance in CRA system To aid the Nodal Offices, a pop-up alert is displayed on the home page immediately after the User logs in to CRA website (www.cra-nsdl.com). The pop-up displays the count of grievances pending (if any) for more than 30 days. The User have two options i.e., either to resolve the grievances immediately by selecting the option ‘Resolve Now’ (which will guide the user to ‘grievance resolution’ screen) or to select ‘Resolve Later’ to continue with regular operations and provide resolutions to the grievances later. The pop-up window is a reminder to all the Nodal Offices which have any grievance pending for resolution beyond 30 days in Central Grievance Management System (CGMS) module.
9 Functionality for capturing bank details and contact details of the nodal offices A facility has been provided to Nodal Offices of Central Government to enter the contact details of their Nodal Officer (along with details of alternate Nodal Officer) and the Bank account details of respective Nodal Office in CRA system. This will help Trustee Bank and CRA to identify the nodal offices for better coordination.

Currently, NPS has more than one crore subscribers with total Asset Under Management (AUM) of more than Rs. One lakh crore.

PIB

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One Rank One Pension – Payments Expected to Start in January

One Rank One Pension – Payments Expected to Start in January

The Ministry of Defence, meanwhile, is rethinking whether it should debar officers and men who go home before completing their tenure from the benefits of OROP.

About 25 lakh armed forces veterans get their first enhanced pension under the One Rank One Pension Scheme, or OROP,  in January, top Ministry of Defence officials said. The enhanced pensions will cost the exchequer around Rs. 7,000 crore.

The Ministry of Defence, meanwhile, is rethinking whether it should debar officers and men who go home before completing their tenure from the benefits of OROP.

About 80% officers and men leave the forces when they fail to make it to the next rank. The benefits of the current scheme are denied to them. For example, a Colonel who leaves the army before completing his tenure as he didn’t make it to the next rung – Brigadier – will not be entitled to OROP.

But sources said Defence Minister Manohar Parrikar has ordered a rethink on this and is inclined to strike this provision off.

If done, it would address one of the major concerns of the armed forces.

“If officers who leave their tenure incomplete and quit for not being making it to the next rung are denied OROP, the forces will be saddled with passed over officers. Worse, they will have to work under the command of junior officers,” a source in the ministry said.

Veterans will also get their OROP arrears – the scheme has been brought into effect from July 2014 – before the end of this financial year. It will cost the government Rs. 11,000 crore.

War widows and Gallantry award winners will their arrears in one go – the rest will get it in four equal installments.

The implementation of OROP – a pre-election promise by the BJP – was announced this September after prolonged negotiations.

The scheme could, however, not be implemented immediately because of the Bihar elections and the model Code of Conduct that came into play during elections.

Source: NDTV

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7th Pay Commission Recommendations on PRIS

7th Pay Commission Recommendations on PRIS – Performance Related Incentive Scheme to continue as such.  No PRIS for Non-Scientific Staff. DRDO can continue with their existing system.

7th CPC report has been submitted to Finance Ministry for
implementation.  The recommendations made by the 7th CPC about PRIS is given below.

Performance Related Incentive Scheme (PRIS)

PRIS is operational in Departments of Atomic Energy and Space. PRIS is a variable component of pay and is awarded on the basis of the performance of individual/ group/organization, measured against goals set for a given period of assessment. PRIS is non- additive and non-cumulative. The form of PRIS envisaged is organization and design specific and is payable as a cash incentive either when it becomes due or on a monthly/quarterly/annual basis. It is based on the principle of differential reward for differential performance. The scheme is transparent and centrally implementable. The Scheme has three components- Organizational, Group and Individual.

Organizational PRIS

Organizational PRIS or PRIS (O) is awarded to all personnel in the
department and its constituent units based on accomplishment of various objectives at the organizational level, in the form of Special Allowance at the rate of 20 percent of pay, payable on a six monthly basis and subject to fulfilling the following eligibility criteria:

  • Attendance of not less than 175 working days during the preceding financial year.
  • Incentive shall not be admissible for the period of EL/HPL/Commuted Leave etc. availed singly or in combination, in excess of 30 days during the financial year for which the organizational incentive is otherwise payable.
  • APAR grading should be Good/B+ or above.
  • Should not be under suspension or deputation.

Group PRIS

Group PRIS or PRIS (G) is awarded to all employees belonging to
specific groups identified in all Units of the Department–scientific,
technical, administrative and auxiliary, exhibiting excellence which
have significantly contributed towards the realization of the
organizational objective in a particular year, in the form of Special
Allowance at the rate of 10 percent of the basic pay of the individual
during the financial year, based on annual assessment and which is
further subject to fulfilling the following eligibility criteria:

  • Overall grading in APAR of the preceding reporting year should be Very Good or above.
  • For SC/ST personnel, the same should be Good or above.
  • Other criteria remain the same as PRIS (O).

Individual PRIS

Individual PRIS or PRIS (I) are variable additional increments
granted to all eligible Scientific and Technical personnel at the time
of promotion in recognition of individual meritorious performance
subject to fulfilling the following eligibility criteria:

  • Variable increments awarded to Scientific and Technical personnel are specific to the Grade.
  • An employee will enter into PRIS (I) only after the first merit promotion.
  • A promoted candidate should not get less PRIS (I) increments than what the candidate was drawing before the effective promotion date.
  • Eligibility condition of 175 working days is not applicable for grant of PRIS (I).
  • The DPC/Standing Selection Committee, after considering the total length of time taken by an employee to earn promotion, will recommend the total number of variable incentives payable under PRIS (I)
  • Up to six increments can be recommended to the officers in the grade of Scientist H and above (except Officers at Apex Scale), four increments to the officers in the grade of Scientist C to Scientist G and maximum three increments to Technical Staff.
  • Variable increment will be multiple of one increment, but subject to the ceiling of Rs.10,000 per month.
  • The amount of incentive increment payable as PRIS (I) has no
    relation with the normal rate of increments under pay fixation/annual increment.

The Commission has been informed that of the three components, only PRIS (O) and (I) are under implementation and that PRIS (G) is yet to be awarded.

Demands

Associations of scientific staff in Departments of Atomic Energy and
Space have submitted that PRIS, as presently implemented, has gone a long way in arresting attrition and accordingly need to be continued.
They have however sought an increase in the incentive percentage of PRIS (O) and PRIS (G) as lately the attrition rate has somewhat increased.
They have also demanded extension of PRIS (I) to the apex level posts of the organizations presently covered under the scheme, the stated justification being that Heads of Organization have a critical role to play in the formulation and implementation of scientific policy of the government. The associations have also requested extension of PRIS (I) to the entire department instead of limiting it to the scientific cadres. Demands have also been made for exempting Medical Leave for fulfilling the conditionality of attendance for being considered eligible for grant of PRIS (O) and PRIS (G). A demand has also been placed to extend PRIS to DRDO.

In response to a query, current data on attrition rate was supplied
by Departments of Atomic Energy and Space, as well as DRDO. The
attrition rate, defined as the number of scientists resigning/taking VRS during a year as a percentage of total scientists on the payroll at the end of that year, is shown in the table below:

Attrition Rate of Scientists
(percentage)
Years
Space Atomic Energy DRDO
2010-11
1.34
0.57
0.87
2011-12
1.50
0.70
1.16
2012-13
1.23
0.51
0.93
2013-14
1.25
0.70
0.82
2014-15
0.86
0.48
0.53

From the table above it is seen that attrition rate has been on
decline in all the three scientific departments which would be partly
due to PRIS and partly due to salary increase after VI CPC.

Analysis and Recommendations

It is noted that contrary to the assertion by Departments of Atomic
Energy and Space, the attrition rate has continued to fall. Therefore,
while the Commission sees merit in continuing with PRIS for arresting attrition in these organizations, it is not in favour of increasing the incentive percentage. The PRIS (O) and PRIS (G) taken together already amount to 30 percent of the basic pay, which is substantial. This would be more so when the rise
in pay levels post implementation of VII CPC recommendations is taken into account. The demand to bring apex level functionaries under PRIS
(I) is not supported as Heads of Organizations have sufficient incentive to perform being in the position they are in and like others are already the beneficiaries of PRIS (O). The Commission is also not in favour of extending PRIS (I) to non-scientific staff. The demand for exempting medical leave from the eligibility conditions of PRIS is a matter that may be dealt with administratively. The Commission also does not recommend extension of PRIS to DRDO as they have a separate system of variable increments in place which is similar
to PRIS (I).

Source: gconnect.in

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7th Pay Commission Recommendations on Non-Practising Allowance (NPA)

7th Pay Commission Recommendations on Non-Practising Allowance (NPA) – 7th CPC proposes for reduced NPA at the rate of 20% of Basic Pay as against NPA of 25% paid presently

Rate of NPA:

Non Practicing Allowance (NPA), at the rate of 25 percent of Basic Pay, is paid to medical doctors occupying posts for which minimum qualification of a medical degree is prescribed. There are demands to raise this allowance to 40 percent of Basic Pay.

 

Analysis and Recommendations

 

The VI CPC had included a detailed rationale for the grant of NPA in its recommendations. Most of the reasons are still valid and there is no need to reiterate them here. However, in line with our general approach of rationalizing the percentage based allowances by a factor of 0.8, we recommend that NPA should be paid at the rate of 20 percent of Basic Pay, subject to the condition that Basic Pay + NPA should not exceed the average of Apex Level and the level of Cabinet Secretary.

7th CPC’s remarks on taking NPA for the purpose of calculating HRA

Currently, in the case of those drawing either NPA or MSP or both, HRA is being paid as a percentage of Basic Pay+NPA or Basic Pay+MSP or Basic Pay+NPA+MSP respectively. HRA is a compensation for expenses in connection with the rent of the residential accommodation to be hired/leased by the employee and is graded based on the level of the employee, and therefore should be calculated as a percentage of Basic Pay only. Add-ons like NPA, MSP, etc. should not be included while working out HRA.

Whether NPA can be taken in to account while calculating Transfer Grant

Presently NPA and MSP are included as a part of Basic Pay while determining entitlement for grant of CTG. The Commission finds no justification for doing so, as the expenditure and inconvenience involved in relocation on transfer/retirement is similar for all employees. Hence, no other add-ons should be allowed in Basic Pay while calculating CTG.

 

Source: gconnect.in

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Expected DA Jan 2016 : AICPIN for the month of October 2015

Expected DA Jan 2016 : AICPIN for the month of October 2015

No. 5/1/2015- CPI
GOVERNMENT OF INDIA
MINISTRY OF LABOUR & EMPLOYMENT
LABOUR BUREAU

`CLEREMONV, SHIMLA-171004
DATED : 30th October, 2015

Press Release

 

Consumer Price Index for Industrial Workers (CPI-IW) – September, 2015

 

The All-India CPI-IW for September, 2015 increased by 2 points and pegged at 266 (two hundred and sixty six). On 1-month percentage change, it increased by (+) 0.76 per cent between August and September, 2015 which was static between the same two months a year ago.

 

The maximum upward pressure to the change in current index came from Food group contributing (+) 1.78 percentage points to the total change. At item level, Arhar Dal, Masur Dal, Moong Dal, Urd Dal, Mustard Oil, Onion, Cauliflower, Green Coriander Leaves, Potato, Tea (Readymade), Sugar, Electricity Charges, Private Tuition Fee, Flower/Flower Garlands, etc. are responsible for the increase in index. However, this increase was restricted by Wheat, Fish Fresh, Poultry (Chicken), Eggs (Hen), Apple, Coconut, Tomato, Petrol, Washing Soap, etc., putting downward pressure on the index.

 

The year-on-year inflation measured by monthly CPI-IW stood at 5.14 per cent for September, 2015 as compared to 4.35 per cent for the previous month and 6.30 per cent during the corresponding month of the previous year. Similarly, the Food inflation stood at 5.71 per cent against 3.55 per cent of the previous month and 6.46 per cent during the corresponding month of the previous year.

 

At centre level, Chhindwara reported the highest increase of 10 points followed by Varanasi (9 points), Pune, Tripura, Jalpaiguri and Bhilwara (6 points each). Among others, 5 points rise was observed in 5 centres, 4 points in 7 centres, 3 points in 8 centres, 2 points in 16 centres and 1.point in 19 centres. On the contrary, Goa recorded a maximum decrease of 4 points followed by Ernakulam 3 points. Among others, 2 points decrease was observed in 4 centres and 1 point in 2 centres. Rest of the 9 centres’ indices remained stationary.

 

The indices of 36 centres are above All India Index and other 42 centres’ indices are below national average.

 

The next issue of CPI-IW for the month of October, 2015 will be released on Monday, 30th November, 2015. The same will also be available on the office website www. labourbureau.gov. in.

 

(S. S. NEGI)
DEPUTY DIRECTOR GENERAL

 

Source : labour Bureau

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Check out top 10 points to clear all doubts in mind regarding the 7th Pay Commission pension, pay scales, MSP, MACP and more

Check out top 10 points to clear all doubts in mind regarding the 7th Pay Commission pension, pay scales, MSP, MACP and more:

7th_pay_commission_doubts

7th Pay Commission pension, pay scales – highlights, more:

The 7th Pay Commission report has recommended an average 23.55% hike in salaries and allowances of Central government staff and the same is likely to be replicated in all the states too, except Puducherry where the same system as in Centre is already applicable – minimum pay set at Rs 18,000 per month and maximum pay at Rs 2,50,000 per month – recommended date of implementation: 01, January, 2016.

Here we provide all you ever wanted to know in 10 points on most crucial aspects of the 7th Pay Commission report:

1. 7th Pay Commission pension, pay scales, allowances – Minimum Pay:

Based on the Dr Wallace Aykroyd formula (nutrition) , the minimum pay (salary) in government is recommended to be set at Rs 18,000 per month; Maximum Pay: Rs 2,25,000 per month for Apex Scale and Rs 2,50,000 per month for Cabinet Secretary and others presently at the same pay level. If passed, the salary hikes this report is recommending are likely to boost demand for consumer goods across the spectrum, even though it could also be inflationary. (Reuters)
2. 7th Pay Commission pension, pay scales, allowances – Advances:

a. All non-interest bearing Advances have been abolished; b. Regarding interest-bearing Advances, only Personal Computer Advance and House Building Advance (HBA) have been retained. HBA ceiling has been increased to Rs 25 lakhs from the present Rs 7.5 lakhs. (PTI)

3. 7th Pay Commission pension, pay scales, allowances – Pension:

The Commission recommends a revised pension formulation for civil employees including CAPF personnel as well as for Defence personnel, who have retired before 01.01.2016. This formulation will bring about parity between past pensioners and current retirees for the same length of service in the pay scale at the time of retirement. The 7th Pay Commission received many grievances relating to New Pension System (NPS). It has recommended a number of steps to improve the functioning of NPS. It has also recommended establishment of a strong grievance redressal mechanism. (PTI)
4. 7th Pay Commission pension, pay scales, allowances – Performance Related Pay:

The Commission has recommended introduction of the Performance Related Pay (PRP) for all categories of Central Government employees, based on quality Results Framework Documents, reformed Annual Performance Appraisal Reports and some other broad Guidelines. The Commission has also recommended that the PRP should subsume the existing Bonus schemes. (PTI)
5. 7th Pay Commission pension, pay scales, allowances – New Pay Structure:

Considering the issues raised regarding the Grade Pay structure and with a view to bring in greater transparency, the present system of pay bands and grade pay has been dispensed with and a new pay matrix has been designed. Grade Pay has been subsumed in the pay matrix. The status of the employee, hitherto determined by grade pay, will now be determined by the level in the pay matrix. The rate of Annual Increment is being retained at 3 percent. (PTI)
6. 7th Pay Commission pension, pay scales, allowances – Modified Assured Career Progression (MACP):

a. Performance benchmarks for MACP have been made more stringent from “Good” to “Very Good”; b. The Commission has also proposed that annual increments not be granted in the case of those employees who are not able to meet the benchmark either for MACP or for a regular promotion in the first 20 years of their service; c. No other changes in MACP recommended. (Thinkstock)

7. 7th Pay Commission pension, pay scales, allowances – Military Service Pay (MSP):

The Military Service Pay, which is a compensation for the various aspects of military service, will be admissible to the Defence forces personnel only. As before, Military Service Pay will be payable to all ranks up to and inclusive of Brigadiers and their equivalents. The current MSP per month and the revised rates recommended are as follows: (Reuters)
8. 7th Pay Commission pension, pay scales, allowances – Short Service Commissioned Officers:

Short Service Commissioned Officers will be allowed to exit the Armed Forces at any point in time between 7 and 10 years of service, with a terminal gratuity equivalent of 10.5 months of reckonable emoluments. The Seventh Pay Commission also says they will further be entitled to a fully funded one year Executive Programme or a M.Tech. programme at a premier Institute to better their prospects in later life. (PTI)
9. 7th Pay Commission pension, pay scales, allowances – Allowances:

The Commission has recommended abolishing 52 allowances altogether. Another 36 allowances have been abolished as separate identities, but subsumed either in an existing allowance or in newly proposed allowances. Allowances relating to Risk and Hardship will be governed by the proposed Risk and Hardship Matrix. a. 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. (PTI)
10. 7th Pay Commission pension, pay scales, allowances – Financial Implications:

The total financial impact in the FY 2016-17 is likely to be Rs 1,02,100 crore, over the expenditure as per the “Business As Usual” scenario. Of this, the increase in pay would be Rs 39,100 crore, increase in allowances would be Rs 29,300 crore and increase in pension would be Rs 33,700 crore. In percentage terms the overall increase in pay & allowances and pensions over the “Business As Usual” scenario will be 23.55 percent. Within this, the increase in pay will be 16 percent, increase in allowances will be 63 percent, and increase in pension would be 24 percent. (Image by PTI)

 

Source:  financialexpress.com

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LIC India: BONUS Info: Reversionary Bonus Rates declared as a result of valuation as at 31st March 2015

LIC India: BONUS Info: Reversionary Bonus Rates declared as a result of valuation as at 31st March 2015

LIC BONUS RATES 2015

L – 42 (Annexure)

IRDA Public Disclosure

S.No. Plan Term* Bonus Rates (Per Rs. 1000/- Sum Assured)**2015
1. Whole Life Type Plans
(2,5,6,8,10,28 – before conversion,
35,36,37,38,
49,77,78,85 & 86)
70
2. Endowment Type Plans
(14,17,27 – after conversion,
28 – after conversion,
34,39,40,41,42,50,54,79,
80,81,84,8 7,90,91,92,95,101,102,
103,109,110 & 121)
< 11 34
11 to 15 38
16 to 20 42
> 20 48
3. New Endowment Plan (814) 12 to 15 38
16 to 20 42
> 20 48
4. Single Premium Endowment Plan (817) 10 to 15 41
16 to 20 46
> 20 51
5. Money Back Assurances Plans (75 & 93) 20 39
25 44
6. New Money Back Plans (820 & 821) 20 39
25 44
7. Jeevan Surabhi Plans (106,107 & 108) 15 34
20 41
25 50
8. Jeevan Mitra (Double Cover Plan), Jeevan Saathi (88,89) 15 40
16 to 20 44
> 20 48
9. Jeevan Mitra (Triple Cover Plan) (133) < 16 40
16 to 20 45
> 20 50
10. Limited Payment Endowment Plan (48) <16 40
16 to 20 44
> 20 49
11. Limited Premium Endowment Plan (830) 12 40
16 45
21 50
12. New Children Money Back Plan (832) 13 to 15 38
16 to 20 42
> 20 48
13. Jeevan Lakshya Plan (833) 13 to 15 41
16 to 20 45
> 20 49
14. Jeevan Anand Plan (149) 5 38
6 to 10 38
11 to 15 41
16 to 20 45
> 20 49
15. New Jeevan Anand Plan (815) 15 41
16 to 20 45
> 20 49
16. Jeevan Rekha Plan (152) < 11 49
11 to 15 44
16 to 20 40
> 20 34
17. Jeevan Anurag Plan (168) < 11 38
11 to 15 40
16 to 20 42
> 20 44
18. New Jeevan Suraksha – I Plan (147) < 6 21
6 to 10 27
11 to 15 31
> 15 35
19. New Jeevan Dhara – I Plan (148) < 6 21
6 to 10 27
11 to 15 31
> 15 35
20. Jeevan Tarang Plan (178) 10 47
15 48
20 49
21. Jeevan Madhur Plan (182) < 11 21
11 to 15 26
22. Child Career Plan (184) 11 to 15 40
16 to 20 38
> 20 40
23. Child Future Plan (185) 11 to 15 38
16 to 20 42
> 20 44
24. Jeevan Bharti Plan (160) 15 38
20 40
25. Jeevan Shree – I Plan (162) 10 44
15 45
20 48
25 52
26. Jeevan Nidhi Plan (169) < 11 38
11 to 15 40
16 to 20 42
> 20 44
27. Jeevan Pramukh Plan (167) 10 47
15 48
20 51
25 55
28. Jeevan Amrit Plan (186) 10 to 15 30
16 to 20 30
> 20 30
29. Jeevan Bharti – I Plan (192) 15 29
20 31
Note:
* Plan – 149 & 152 : Premium Paying Term in place of Term
Plan – 178: Accumulation Period in place of Term
Plan – 147,148 & 169: Deferment Period in place of Term
** Plan – 147 & 148: Bonus rates are per thousand Notional Cash Option
Plan – 182: Bonus rates are per thousand Death Benefit Sum Assured
Plan – 186: Bonus rates are per thousand premium paid

Source: http://www.licindia.in/publicdiscloser/2014-15/032015/L_42_Valuation_Basis_Individual_Annexure.pdf

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7th Pay Commission’s Recommendations on Gratuity

7th CPC recommends for raising Gratuity from the existing Rs.10 lakh to Rs.20 lakh from 01.01.2016. 7th Pay Commission further proposes for DA indexed Gratuity viz., increase by 25 percent whenever DA rises by 50 percent.

Enhancement in the Gratuity Ceiling and its Indexation

A number of representations have been received by the Commission stating that there is a need to revise the existing ceiling of Rs.10.00 lakh with regard to payment of service gratuity.

Analysis and Recommendations

Rule 49 and 50 of the CCS (Pension) Rules provides that a government servant is entitled to get retirement gratuity equal to one-fourth of his emoluments for each completed six monthly period of qualifying service subject to a maximum of 16.5 times of the last emoluments subject to a maximum of Rs.10 lakh.

The Commission sought the views of the government in this regard. The Department of Pension and Pensioners Welfare stated that the VI CPC has increased the amount of gratuity from Rs.3.5 lakh to Rs.10 lakh w.e.f. 01.01.2006. This amount, in the view of the department, is not commensurate with emoluments that are available to senior officers at the time of retirement. The department has suggested to the Commission that a view could be taken to index gratuity with amount of DA admissible at the time of retirement.

The Commission notes that there is merit in the argument advanced to index the ceiling on gratuity so that the benefits of the enhanced ceiling are available to personnel in a manner which is more even over a time frame. 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.

Rationalisation of Death Gratuity

The Commission has received representations pointing to a need for rationalization of current slabs for death gratuity, especially for the slab of 5 to 20 years of qualifying service in which family pensioners are stated to be placed at a disadvantageous position.

Analysis and Recommendations

As per Rule 50 of Pension Rules, the death gratuity admissible will be as follows, subject to the maximum limit prescribed for the gratuity:

Length of Service Rate of Death Gratuity
Less than one year 2 times of monthly emoluments
One year or more but less than 5 years 6 times of monthly emoluments
5 years or more but less than 20 years 12 times of monthly emoluments
20 years or more Half month of emoluments for every complete six monthly period of qualifying service subject to a maximum of 33 times of monthly emoluments

The Commission sought the views of the government in this regard. Department of Pension and Pensioners Welfare stated that it had received similar demands from pensioners’ association and it feels a need for a review of the existing slabs for death gratuity.

The Commission, after examination of the matter, recommends the following revised rates for payment of death gratuity:

Length of Service Rate of Death Gratuity
Less than one year 2 times of monthly emoluments
One year or more but less than 5 years 6 times of monthly emoluments
5 years or more but less than 11 years 12 times of monthly emoluments
11 years or more but less than 20 years 20 times of monthly emoluments
20 years or more Half month of emoluments for every complete six monthly period of qualifying service subject to a maximum of 33 times of emoluments

Reduction in the time period for Restoration of Basic Pension

The Commission has received a number of representations requesting reduction of restoration period of commuted portion of pension from the existing 15 years.

Source: gconnect.in

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7th Pay Commission – Recommends Abolition of 52 Allowances

7th Pay Commission – Recommends Abolition of 52 Allowances – The list of outdated government perks is pretty long. Sample this: select postal department employees are entitled to a Rs 90-per month cycle allowance.

The 7th Pay Commission, headed by Justice Ashok Kumar Mathur submitted its report to the finance ministry about 10 days back. It has made many recommendations to the Government pertaining to salary, pension etc., etc. It has also recommended abolition of 52 allowances that the 7th Pay Commission found obsolete.

The list of outdated government perks is pretty long. Sample this: select postal department employees are entitled to a Rs 90-per month cycle allowance, if the employee fulfills a number of conditions including the submission of proof that there has been an “extensive use” of the bicycle. Indian Foreign Service officers are given a monetary incentive that’s ridiculously low for learning an optional foreign language — Rs 100 per month if the officer turns “proficient” in that language and Rs 200 per month if the officer becomes “above proficient”.

Sounds odd, but Central Industrial Security Force (CISF) personnel receive a haircutting allowance at the rate of Rs 5 per month, the lowest among 196 government allowances that prevail today. This allowance should have been discarded long ago, as haircutting is very much a part of the CISF cadres’ composite personal maintenance allowance. But no one probably had spotted this till the 7th Central Pay Commission found it “outdated” and recommended its abolition.

So, when the 7th Central Pay Commission chairman Justice AK Mathur along with two members of the Commission had to evaluate the demands of IAS, IFS, IPS, Central government services and defence personnel in several rounds of meetings spanning nearly two years, they encountered a humongous task of rationalising as many as 196 allowances in addition to weighing in on the core issues of pay hike and pay parity. The list of allowances includes the well-known ones like DA and HRA.

And the Central Pay Commission, which submitted its report 10 days ago to the finance ministry, clearly recommended abolition of 52 allowances that they found obsolete. We give below a selected list of a few allowances which have been recommended for abolition:

1. Hair cutting Allowance
2. Cash Handling Allowance
3. Hutting Allowance
4. Secret Allowance
5. Cycle Allowance
6. Diet Allowance
7. Soap Toilet Allowance
8. Funeral Allowance

Source: The Economic Times

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LDC-UDC Matter & MACP on Promotional Hierarchy in 7th CPC Recommendation: AIAAS(NG) writes to Confederation

LDC-UDC Matter & MACP on Promotional Hierarchy in 7th CPC Recommendation: AIAAS(NG) writes to Confederation

Message from Secretary AIAAS(NG) :-

This Association has taken up the LDC/UDC, MACP on Promotional Hierarchy, and other issues related to Administrative Staff with Confederation. Copy of the letter sent to the Secretary General, Confederation is given below: All our LDC/UDC friends are requested to raise the issue in their respective Association to force them to represent the issue to Confederation/JCM Staff Side.
ALL INDIA ASSOCIATION OF ADMINISTRATIVE STAFF (NG)
MINISTRY OF STATISTICS AND PROGRAMME IMPLEMENTATION
Bhopal,
Dated 25/11/2015

To

Com. M Krishnan,
Secretary General,
Confederation of Central Government Employees & Workers,
New Delhi

Dear comrade,

This is in connection with LDC/UDC, MACP on Promotional hierarchy and other issues related to Administrative Staff of Subordinate offices. It is surprising to note that the 7th Pay Commission has turned down the genuine issue of LDC & UDC on the ground that the government has stopped direct recruitment for the clerical cadre and gradually phasing out the existing incumbents. If this is true, it is a matter of great concern that the Government has chosen to take a unilateral decision on an important policy matter without consulting the Staff side. The reason given for rejection of the demand is not convincing.
Besides Confederation/Staff Side JCM, several Departments had recommended upgradation of grade pay of LDC & UDC of Administrative Offices especially the LDC & UDCs of subordinate offices of Government of India.
Extracts of the Pay Commission comments on the matter is given below:
By analyzing the demand of SVP, National Police Academy under Para 11.22.100 the Commission has said “This issue has been dealt in Chapter 7.7. Recommendations made there would apply in this case also”
As against the demand of Directorate of Printing under Para 11.52.32 Commission maintained that “posts like LDC, UDC, Accountant are common to a number of ministries/ departments. Recommendations regarding their pay are contained in Chapter 7.7 and Chapter 11.35.”
But, in Chapter 7.7, deals common category, no recommendation for LDC/UDC is given.
However by recording disagreement to increase promotional quota of MTS to LDC under Para 7.7.37 & 11.35.28 Commission has said that “government has already stopped direct recruitment for the clerical cadre and gradually phasing out the existing incumbents, this demand cannot be accepted.”
But the fact is that Staff Selection Commission is frequently conducting recruitment for the post of LDC. Combined higher secondary examination for the selection of LDC also has been conducted recently. Moreover, no alternative recommendation to replace the LDC post is given in the report.  It is to be noted that the normal ratio of LDC and UDC in subordinate offices is 5:2 and thus LDCs have been allocated responsible sections and in many smaller offices LDC alone is handling the work of entire Administration.
On the other hand rejecting Central Secretariat Clerical service demand for parity with DEO, the commission observes “Even though the entry requirements are similar, historically the pay scales of the two posts have been different. Besides, they comprise two distinct cadres with different set of roles and responsibilities. Hence, the demand for parity of pay of LDC with DEOs cannot be acceded to by the Commission.”(Para 11.35.38).
Historically these cadres may be different set of roles but the fact is that functions of LDC are more complex than that of DEO and same was brought before the commission by various Associations/Administrative Authorities. Earlier pay Commissions have fixed Pay Scale to DEO considering their work on computer. But today LDCs are selected on the basis of their expertise in computer operation also.
By concluding the LDC issue, I give hereunder two comments among the dozens of comments/e-mail received us on the subject. This signifies the sufferings of LDCs in subordinate offices.
(1)   I am really disappointed with the decision of 7th CPC, I was hoping that I would get atleast GP 2400 as per their calculation, they don’t even think about lower classMyself Ashutosh, LDC and I am appointed on 2012, 3000 KM far from my house and from last 2 years I am doing the work of cashier along with all the work of Income Tax and budget, apart from me 4 more LDC’s are working here instead of UDC’s and they are the backbone of their branch but as per 7th CPC words we are not having as much responsible work they think LDC’s are recruits only for “dispatch” and “typing” which is not true.
I request to them, sir please come and see how much responsibility we have and what we are getting,
(2)    I am s murugan LDC, handling with pay bills, income tax, TDS and what are related to taxable income such as LTC encashment, final bills, HRA claim and etc…
In 7th Cpc report every where it is stated that this is dealt with chapter 7.7 and 11.35. But, there are no clear instructions for clerical.
The major error is clerical cadre is not included in common categories (chapter 7).
II      Grant of MACP on Promotional Hierarchy:
Even though the Confederation has clarified that the Commission has recommended MACP on promotional hierarchy, the report of the Commission is confusing and contradictory. Para 5.1.44 reads in the new Pay matrix, the employees will move to the immediate next level in the hierarchy. This can be interpreted as fixation in the same principle as that for a regular promotion. But Para 11.52.45 is contradictory.
III     The Grade Pay of  Assistants/Stenographers of Central Secretariat is brought down to Rs. 4200 from the existing Rs. 4600 and NFSG granted to the UDCs of Central Secretariat has been withdrawn thereby the demand for parity with the Grade Pay of Assistant/UDC of Central Secretariat is turned down.
Comrades, Government is bent upon to contractorise all the Administrative posts below the post of Assistants. The demand for merger of Grade Pay of LDC & UDC and upgradation to Rs. 2800, as recommended by the staff side is genuine in accordance with duties assigned. Confederation/JCM (Staff Side) is requested to please help LDC/UDC and other Administrative Staff of subordinate Offices to resolve these genuine issues.
Yours fraternally

TKR Pillai
General Secretary

Source: http://aiamshq.blogspot.in/2015/11/this-association-has-taken-upthe-ldcudc.html

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NJCA – Detailed deliberations on the recommendations of the 7th Central Pay Commission

NJCA – Detailed deliberations on the recommendations of the 7th Central Pay Commission

CONFEDERATION OF CENTRAL GOVT. EMPLOYEES & WORKERS
1st Floor,North Avenue PO Building, New Delhi – 110001 Website:www.confederationonhq.blogspot.com
Email:confederationhq@gmail.com

Date : 27-11-2015

Dear Comrades,

National Secretariat of the Confederation of Central Govt Employees & Workers held on 27-11-15 at New Delhi after detailed deliberations on the recommendations of the 7th Central Pay Commission (CPC) has decided as follows :

1.The National Secretariat has come to the unanimous conclusion that many of the recommendations of the 7th CPC are most retrograde and require to be modified before implementation by the Government, especially the faulty and depressed minimum wage arrived at by the 7th CPC and the fitment formula. Some of the recommendations such as abolition of certain allowances etc., are to be rejected.

2. The National Secretariat is of the firm opinion that a united struggle of entire Central Govt Employees including Railways, Defence and Confederation under the banner of National Joint Council of Action (NJCA) can only compel the Government to modify or reject the retrograde recommendations of the 7th CPC and hence it is decided to further strengthen the unity.

3. The National Secretariat further resolved that the form of the united struggle of NJCA should be an indefinite strike, within a time frame, as Govt is moving fast to implement the recommendations. Negotiation with the Government should precede declaration of indefinite strike and intensive campaign among the employees and mobilization, to create sanction behind the demands.

4. In case the requisite movement is not coming about for any reason, Confederation National Secretariat will meet and chalk out its own independent action.

5. Regarding the sector-wise issues relating to the employees of each department, the affiliated organizations of the Confederation in those departments shall take initiative for uniting all like-minded Federations/Associations/Unions in their department and shall organize agitational programmes on departmental specific demands.

6. The National Secretariat decided to insist that the charter of demands of the NJCA and Confederation should include the demands of Gramin Dak Sevaks, Casual/Contract labourers, filling up of vacancies and scraping the New Contributory Pension Scheme.

7. All affiliated organizations of Confederation are requested to intimate by e-mail to the Confederation CHQ (confederationhq@gmail.com or mkrishnan6854@gmail.com) on the required modifications or additions / deletions in the common recommendations (not department-specific) of the 7th Pay Commission on or before 05-12-2015.

8. Available Secretariat members of the Confederation will meet on 07-12-2015 at New Delhi and finalize the common demands to be included in the charter of demands of NJCA. (NJCA meeting is being held at JCM National Council, Staff-side office on 08-12-2015 to finalize the charter of demands and the further course of action).

9. The National Secretariat congratulated all the Central Govt Employees who made the 27th November 2015 ‘All India Protest Day’ at the call of NJCA, a grand success all over the country by wearing ‘black badges’ and participating in protest demonstrations.

Other Decisions:

1. Next All India Workshop-cum-Trade Union Camp of Confederation will be held at Dehradun (Uttarakhand) before March 2016.

2. The National Secretariat extended full support and solidarity to the proposed agitational programmes of Passport Employees Association including ‘Indefinite hungerfast’.

M.Krishnan
Secretary General

Source: http://confederationhq.blogspot.in/

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Bill on Bonus Act to be brought to Parliament – Prime Minister Narendra Modi

Bill on Bonus Act to be brought to Parliament – Prime Minister Narendra Modi

Prime Minister Narendra Modi today said the government will bring to Parliament a bill to amend the Bonus Act with a view to enhance the benefits for the working class.

“We are going to bring an important (bill) in this House (to amend) Bonus Act.The Cabinet has already approved it. This is a very important bill for our workers. We are taking decisions and working for welfare of the labour class,” Modi said while replying to a two-day long debate in the Lok Sabha to commemorate the Constitution Day and the 125th birth anniversary of Dr B R Ambedkar.

The Cabinet had earlier decided to double the wage ceiling for calculating bonus to Rs 7,000 per month for factory workers and establishments with 20 or more workers.

The bill also seeks to enhance the eligibility limit for payment of bonus from the salary or wage of an employee from Rs 10,000 per month to Rs 21,000.

Modi also said that the government has fixed the minimum pension under the EPF scheme at Rs 1,000 per month.
He said earlier people were getting pensions as low as Rs 7 and Rs 20 per month which was even insufficient to cover the transport cost.

While talking about these issues, Modi hailed Baba Saheb Ambedkar for providing in the Constitution a cap of eight hours a day on working hours for labourers.

The Payment of Bonus Act 1965 is applicable to every factory and other establishment in which 20 or more persons are employed on any day during an accounting year, he said.

As per the Cabinet decision, the new norms would come into force from April 1, 2015. The bill also provides for a new proviso in Section 12 which empowers the central government to vary the basis of computing bonus.

At present, under Section 12, where the salary or wage of an employee exceeds Rs 3,500 per month, the minimum or maximum bonus payable to employees are calculated as if his salary or wage were Rs 3,500 per month.

Source: http://www.deccanherald.com/

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Strengthening of Administration – Premature retirement of Railway servants – Periodical review

Railway Board has issued a communication to all the General Managers of Indian Railways regarding the guidelines to be followed on premature retirement of Railway employees.

GOVERNMENT OF INDIA
MINISTRY OF RAILWAYS
(RAILWAY BOARD)

RBE No.143/2015

No. E(P&A)I-2015/RT-38

New Delhi dated 10/12-11-2015.

The General Managers,
All Indian Railways.

Sub:- Strengthening of Administration – Premature retirement of Railway servants – Periodical review under rule 1802 (a)/ 1803 (a)/ 1804 (a) – R- II, 1987 edition – Regarding.

DOP&T vide their OM No. 25013/1/2013-Estt (A) dated 21.03.2014 and 25013/01/2013-Estt.A-IV dated 11.09.2015 have reiterated the instructions on Compulsory Retirement under FR 56(1), 560) or Rule 48(1) (b) of CCS (Pension) Rules, 1972 with a view to improve efficiency and strengthening of the administrative machinery at all levels. They have asked to follow these instructions strictly and to review the performance of Govt. servants periodically with a view to ascertain whether the Government servant should be retained in service or retired from service in the public interest. Provisions in this regard are contained in FR 56(j), 56(I) or Rule 48(1) (b) of CCS (Pension) Rules, 1972. The corresponding rules in railways are Rule 1802 (a)/1803 (a)/1804 (a) of IREC, Vol-II, 1987 edition.

2. DOP&T has also drawn attention to the observation made by Hon’ble Supreme Court in State of Gujarat Vs Umedbhai M. Patel, 2001 (3) SCC 314, which are as follows:

(i) Whenever the services of a public servant are no longer useful to the general administration, the officer can be compulsorily retired for the sake of public interest.

(ii) Ordinarily, the order of compulsory retirement is not to be treated as a punishment coming under Article 311 of the Constitution.

(iii) “For better administration, it is necessary to chop off dead wood, but the order of compulsorily retirement can be passed after having due regard to the entire service record of the officers.”

(iv) Any adverse entries made in the confidential record shall be taken note of and be given due weightage in passing such order.

(v) Even un-communicated entries in the confidential record can also be taken into consideration.

(vi) The order of compulsory retirement shall not be passed as a short cut to avoid Departmental enquiry when such course is more desirable.

(vii) If the officer was given a promotion despite adverse entries made in the confidential record, that is a fact in favour of the officer,

(viii) Compulsory retirement shall not be imposed as a punitive measure.

3. In order to ensure that the power, conferred on the authorities empowered to retire a railway employee prematurely is exercised fairly and impartially and not arbitrarily, consolidated instructions relating to premature retirement of railway servants with a view to strengthening of administration were issued under the Board’s letter No. E(P&A)I-77/RT-53 dated 15.11.1979. These guidelines have, however, not been adequately followed by the Appointing Authorities. With the Government’s commitment to provide clean administration, it is essential that the power for premature retirement in public interest is availed of to weed out all those employees whose integrity is doubtful, with due regard to the appropriate procedure laid down for action for premature retirement.

4. The entire service records should be considered in every review. Here Service record will take in all relevant records viz. ACR/APAR dossier along with personal file of the officer containing valuable material. Similarly, the work and performance of the officer could also be assessed by looking into files dealt with by him or in any papers or reports prepared and submitted by him. All these data along with a comprehensive brief should be prepared for consideration by the Review Committee. Even un-communicated remarks in the ACRs/APARs may be taken into consideration also. In case of those officers who have been promoted during the last five years, the previous entries in the ACRs may be taken into account if the officer was promoted on the basis of seniority cum fitness, and not on the basis of merit.

5. As far as integrity is considered, the following observations of the Hon’ble Supreme Court, while upholding compulsory retirement in the case of S. Ramachandra Raju Vs State of Orissa, may be kept in view:-

“The officer would live by reputation built around him. In an appropriate case, there may not be sufficient evidence to take punitive disciplinary action of removal from service. But his conduct and reputation is such that his continuance in services would be a menace to public service and injurious to public interest.”

Thus while considering integrity of an employee, actions or decisions taken by the employee which do not appear to be above board, complaints received against him, or suspicious property transactions, for which there may not be sufficient evidence to initiate departmental proceedings, may be taken into account. Judgment of the Apex Court in the case of Shri K. Kandaswamy, I.P.S (TN:1966) in K. Kandaswamy vs Union Of India & Anr, 1996 AIR 277, 1995 SCC (6) 162 is relevant here. There were persistent reports of Shri Kandaswamy acquiring large assets and of his getting money from his subordinates. He also indulged in property transactions which gave rise to suspicion about his bonafides. The Hon’ble Supreme Court upheld his compulsory retirement under provisions of the relevant Rules.

6. Similarly, reports of conduct unbecoming of a Government servant may also form basis for compulsory retirement. As per the Hon’ble Supreme Court in State of UP And Others vs Vijay Kumar Jain, Appeal (Civil) 2083 of 2002:-

“If conduct of a government employee becomes unbecoming to the public interest or obstructs the efficiency in public services, the government has an absolute right to compulsorily retire such an employee in public interest.”

7. Further, CVO in the case of gazetted officers, or his representative in the case of non-gazetted officers, will be associated in case of record reflecting adversely on the integrity of any employee.

8. In addition to above, internal committees may be constituted to assist the Review Committees in reviewing the cases. These Committees will ensure that the service record of the employees being reviewed, along with a summary bringing out all relevant information, is submitted to the Cadre Authorities at least three months before the due date of review.

9. In view of DOP&T’s present guidelines, the Board’s letters No. E(P&A)I-77/RT-53 dated 15.11.1979 and E(P&A)I-87/RT-4 dated 17.10.89 containing the provisions on Premature Retirement under Rule 1802 (a)/1803(a)/1804(a) – IREC, Vol-II, 1987 edition are enclosed for guidance. In addition to this, instructions issued by Board from time to time on the subject may also be linked while deciding such matters. Further, all Zonal railways are requested to follow the above instructions and periodically review the cases of railway servants as required under Rule 1802 (a)/1803(a)/1804(a) – IREC, Vol. II, 1987 edition. The quarterly data in enclosed proforma in respect of reviewing the cases of retirement under the aforesaid provisions during the period from 01.04.2014 to 31.03.2015 may be furnished immediately.

10. As per the latest guidelines of DOPcSiT’s OM dated 21.03.2014, para II 3 (c) (d) of the Board’s enclosed letter dated 15.11.1979 should be read as under:

“(c) While the entire service record of an officer should be considered at the time of review, no employee should ordinarily be retired on grounds of ineffectiveness if his/ her service during the preceding 5 years or where he/she has been promoted to a higher post during that 5 year period, his/her service in the highest post, has been found satisfactory.

Consideration is ordinarily to be confined to the preceding 5 years or to the period in the higher post in case of promotion within the period of 5 years, if compulsory retirement is sought to be made on grounds of ineffectiveness. There is no such stipulation, however where the employees is to be retired on grounds of doubtful integrity.”

“(d) No employee should ordinarily be retired on ground of ineffectiveness, if, in any event, he/she would be retiring on superannuation within a period of one year from the date of consideration of his/ her case.

Ordinarily no employee should be retired on grounds of ineffectiveness if he is retiring on superannuation within a period of One year from the date of consideration of the case. It is clarified that in a case where there is a sudden and steep fall in the competence, efficiency or effectiveness of an officer, it would be open to review his case for premature retirement.

The above instruction is relevant only when an employee is proposed to be retired on the ground of ineffectiveness, but not on the ground of doubtful integrity. The damage to public interest could be marginal if an old employee, in the last year of service, is found ineffective; but the damage may be incalculable if he is found to be corrupt and demands or obtains illegal gratification during the said period for the tasks he is duty bound to perform.”

11. The first sentence of para 4 of Boards letter dated 15.11.1979 should be added as under:

“The Supreme Court had not only upheld the validity of FR 56(3) but also held that no show-cause notice need be issued to any Government servant before a notice of retirement is issued to him under the aforesaid provisions.”

12. Kindly acknowledge the receipt.

(Anil Kumar)
Deputy Director E(P&A)I, Railway Board.

Download Railway Board letter RBE No.143/2015 No. E(P&A)I-2015/RT-38 dated 12.11.2015.

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Retired Employee’s Liberalized Health Scheme (RELHS)

GOVERNMENT OF INDIA
MINISTRY OF RAILWAYS
(RAILWAY BOARD)

No. 2013/H/PNM/NFIR

New Delhi, Dated: 17.11.2015

General Managers,
All Indian Railways/PUS
(Including RDSO).

Subj- Retired Employee’s Liberalized Health Scheme (RELHS).
Ref:- This office letter of even No. dated 08.09.2015.

The decision of competent authority in the Ministry of Railways to extend the facility of joining RELHS-97 to those Railway employees who retired at the normal age of ‘superannuation irrespective of number of years of their service before superannuation, was conveyed to the Zonal Railways Vide Board’s letter cited under reference. However, one of the Zonal Railways has raised the issue of cut-off date of implementation of the order. The issue has been examined in consultation with Finance Directorate in the Board’s office.

In this context it is clarified that the instruction issued vide Board’s letter cited under reference is applicable to all Railway employees who have retired or retiring from-Railway service on attaining age of superannuation without any Cut-Off date.

This issues with the concurrence of Finance Directorate in the Board’s office.

(R.S. Shukla)
Joint Director/Health
Railway Board

Download NFIR letter No.2013/H/PNM/NFIR dated 17.11.2015 (Retired-Employees-Liberalized-Health-Scheme)

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West Bengal Government Sets Up Pay Commission

West Bengal Government Sets Up Pay Commission

 

Kolkata: The West Bengal Government has constituted the 6th Pay Commission for its own staff members and certain other categories of employees in the state to revise their salaries.

 

Economist Abhirup Sarkar, who is a professor of the Indian Statistical Institute, has been appointed chairman of the eight-member Pay Commission, which is scheduled to submit its report within six months.

The state Assembly elections are slated for next year and the setting up of the pay panel was made eight days after the Central Pay Commission submitted its report.

 

A Finance Department resolution yesterday said the decision was taken considering changes taken place in the structure of emoluments of state government employees in several respects since the 5th Pay Commission submitted its report.

 

The Commission will also cover employees of local bodies, panchayats, public undertakings, teaching and non-teaching staff of government aided and sponsored educational institutions.

 

As per its Terms and Reference, the Pay Commission would examine the present structure of pay and conditions of service, among other things.

 

It would examine the existing promotion policies and related issues and suggest suitable changes.

It would also examine various allowances, besides issues relating to retirement benefits.

 

To make recommendations on each of the above, the factors which will be considered included the prevailing pay structure under Central government, PSUs and other state governments, the economic condition of the country and the resources of the state government.

 

The Pay Commission will devise its own procedures and may take help of other departments and make estimate of the cost involved in implementing their recommendations.

 

“The Commission will submit their recommendations as expeditiously as practicable but preferably within a period of six months from the date of order notifying the constitution of the Commission,” the resolution said.

The Pay Commission may submit interim recommendations if found necessary or if so desired by the state government, it added.

PTI

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Double benefit in reducing government departments, says Jharkhand CM

Double benefit in reducing government departments, says Jharkhand CM

 

Ranchi: Jharkhand Chief Minister Raghubar Das today said bringing down government departments to 31 from 43 would not only save administrative expenditure but also make running the administration easier.

 

“Bringing down the departments to 31 will save expenditure and that could be spent on common people,” Das told reporters here.

 

Downsizing and reorganisation of Jharkhand government departments from 43 to 31 is one of the two key initiatives that attracted the attention of the Prime Minister s Office, an official statement had said yesterday.

The restructuring would also help investors, Das said.

 

On the PMO asking the NITI Ayog to circulate “best practice” of Jharkhand so that it could be replicated in other states, the Chief Minister attributed it to teamwork.

 

Das said he had a desire to make Jharkhand a role model and “now we can say Jharkhand has become a role model in the country”.

 

“I have been repeatedly saying that Jharkhand has an important role in making India economic super power and the state is discharging its role,” he said.

 

Another key initiative Jharkhand has taken is lateral entry of technocrats and advisors as special secretaries and state PSUs MDs.

PTI

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Inviting suggestions for improving the format of e-service book

No.21011/15/2010-Estt.(AL)
Government of India
Ministry of Personnel, Public Grievances and Pensions
Department of Personnel & Training

Block-IV, Old JNU Campus,
New Delhi – 110 067,
Dated: November 24, 2015.

Office Memorandum

Subject: Inviting suggestions for improving the format of e-service book

The undersigned is directed to state that it has been decided to implement the e-service book across all the Ministries/Departments and attached and subordinate office of the Government of India. Accordingly, software has been developed by NIC in consultation with the DoP&T. The screenshots are appended herewith.

2. All Ministries/Departments and the Central Government servants are requested to give suggestions for improvement latest by 14th December, 2015, to the undersigned.

(Mukul Ratra)

Director

Download/View : PERSONNEL INFORMATION MANAGEMENT SYSTEM – (Screen Shots)

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Revision of rates of stipend to apprentices and trainees on Railways.

GOVERNMENT OF INDIA
MINISTRY oF RAILWAYS
(RAILWAY BOARD)

S.No. Pc-VI/ 358
No, PC-V,/ 2008/Ps/1(Stipend)

RBE No:144/2015
New Delhi, dated 16-11-2015

The General Managers
All Indian Railways and pUs
(As per mailing list)
Sub: Revision of rates of stipend to apprentices and trainees on Railways.

Ref: Railway Board’s letter of even number dated 15.12.2008 (s.No. PC-VI/61, RBE No.198/2008 and Railway Board’s letter No. PC-III/93/Stand/Pt.II dated 01-12-1998.
Consequent upon the revision in training period of JE (Drawing/Design), item Nos. 34 & 35 under Drawing Office of the Schedule in Board’s letter of even number dated 15-12-2008 stand modified as under:-

S.No. Category Revised Designation Training Period Revised Pay Band of the Post (Rs.) Grade Pay (Rs.) Revised rates of stipend alongwith correspondi
ng grade pay (Rs.)
34. Draftsman ‘B’ in Mech/Elect. and S&T Deptt. (Diploma holders) Jr. Engineer (Drawing/Design) in Mech/Elect. and S&T Deptt. (Diploma holders) 52 weeks 9300 – 34800 4200 9300 + 4200
35. Draftsman ‘B’ in Civil Engg. Deptt. (Diploma holders) Jr. Engineer (Drawing/Design) in Civil Engg. Deptt. (Diploma holders) 52 weeks 9300 – 34800 4300 9300 + 4200

2. The above revised rate of stipend are applicable to those batches that undergo the modified training modutes as indicated against the category.

3. This issues with the concurrence of the Finance Directorate of Ministry of Railways.

(N.P.Singh)
Dy. Director/ pay Commission-V
Railway Board

Source: NFIR

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