Welcome to the official blog of AIPSA. This blog is meant for use by members of All India Postal Stenographers' Association for news and views. Send comments/suggestions/views to e-mail: parambilmohan@gmail.com

Monday, November 30, 2015

45th UPU letter writing competititon 2016


Commemorative Postage Stamps issued by the Department of Post during the month of November 2015









7th CPC Pay Calculator

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Central Govt Employees to get PPO, other benefits on retirement day

Central Govt Employees to get PPO, other benefits on retirement day

New Delhi: The government has decided to give pension payment order (PPO) and all other retirement benefits on the day of retirement to all 50000 central government employees retiring every year, Union minister Jitendra Singh said on Thursday.
“The goal is to ensure 100 per cent payment of all retirement benefits and the delivery of pension payment order (PPO) to retiring employees on the day of retirement itself,” The Minister of State for Personnel, Public Grievances and Pensions Jitendra Singh said at the inauguration of a workshop on ‘Bhavishya ’, an online pension sanction and payment tracking system for central government retirees.
“Last year of a retiring employee is spent in preparation of pension payment order (PPO) and collecting no-dues certificates as he fears no one will let him in after he retires. The reputation of a retiring government servants becomes such that he is preparing to get his pension on time. This is just not done,” Singh said
“Our experience shows pension payments are considerably delayed. Retirees need a dignified exit from service and can’t be expected to run around for their pension payment order (PPO) and all retirement benefits or make requests to someone for it,” said an official on this occasion.
Bhavishya involves preparation of advance list of employees retiring in the next 12 months and sending each such employee a login and password for ‘ Bhavishya ‘ portal eight months before the date of his retirement on his mobile phone and e-mail ID.
The employee fills up his details on the portal and based on that information, pension forms are auto-generated by the software and submitted for processing. The system then sends SMS and e-mail alerts to the employee, his head of department and disbur...
The Minister said apart from ensuring timely disbursal of pension, the Department is also holding pre-retirement counselling for employees and considering various options on how best to utilize the experience of retired personnel who can contribute a lot to the government and society as they are energetic and resourceful for long beyond 60 years of age.

Source : http:// tkbsen.in

The 13th Kerala Philately exhibition KERAPEX 2016

The 13th Kerala Philately exhibition KERAPEX 2016

The 13th Kerala Philately exhibition KERAPEX 2016 is scheduled to commence from 7th Jan to 9th Jan 2016 at Sree Sankara Hall Thrissur. 

Article received from Shri Prem Singh, Stenographer

PAGE 655
Stenographers
11.23.167 A demand has been made for higher grade pay for Steno Grade-II from existing GP 4200 to GP 4600 and Sr.P.A Gr.I from GP 4600 to GP 4800 and GP 5400 (PB-3) after completion of four years of service. They have demanded the higher pay scale in respect of specific posts to bring parity with that of CSSS cadre posts. The demand has been justified on the ground that the mode of recruitment is same as for the CSSS, i.e., All India Competitive Examination with similar eligibility criteria and that all Stenographer of the rank of Steno Grade II and above working in the GNCT of Delhi have been recruited through Staff Selection Commission prior to Delhi Subordinate Services Selection Board.
Analysis and Recommendations
11.23.168 GNCT Delhi has already upgraded the pay scales of Sr.P.A/Stenographer Gr.I, Stenographer Grade II and Stenographer Grade III vide Orders No. 56, 57 and 58 respectively all dated 03.02.2015. Hence, no further recommendations are required.



Thursday, November 26, 2015

Transfer and postings in Junior Administrative Grade of the Indian Postal Service, Group 'A'


Promotion from Inspector line to PS Group 'B' cadre.


Deputation of Shri V. Ramulu, (IPoS-1992), PMG, Northern Region, Kerala, Kozhikode to the Government of Andhra Pradesh


MAHAPEX-2016, MAHARASHTRA STATE LEVEL PHILATELIC EXHIBITION

MAHAPEX-2016, MAHARASHTRA STATE LEVEL PHILATELIC EXHIBITION

Mahapex-2016, Maharashtra State Level Philatelic Exhibition will be held from 16th to 18th January 2016 at Nashik.
Venue: Postal Stores Depot, Upnagar, Nasik City - 422 006.
Last date for submitting Entry Forms: 15th December 2015.

Entry forms may be sent to:

The Secretary, Exhibition Committee, Mahapex -2016, O/o Sr. Supdt. Of Post Offices, Nashik Division, Nashik - 422 001.
Phone No.: +91-253-2414675 +91-253-2414675 

Employment News : 21 November to 27 November 2015


  1. MILITARY ENGINEER SERVICES, PUNE.
    Name of Post –Mate Tradesman 
    No. of Vacancies – 762
    Last Date –26.12.2015
  2. NAVAL DOCKYARD, MUMBAI.  
    Name of Posts –Tradesman Mate
    No. of Vacancies -325
    Last Date – 02.12.2015
  3. INDIAN ORDINANCE FACTORIES, U.P.  
    Name of Posts – Tradesman (Semi-Skilled)
    No. of Vacancies – 116
    Date- 21 days after publication
  4. CENTRAL ORDNANCE DEPOT, M.P.  
    Name of Posts – L.D.C., Store Superintendent, Upholster, etc. 
    No. of Vacancies –89
    Last Date – –21 days after publication
  5. NORTH EASTERN INSTITUTE OF AYURVEDA AND HOMOEOPATHY (NEIAH), MEGHALAYA. 
    Name of Post –Deputy Director Admn., Finance Manager, Accounts Officer, Assistant Admin officer, etc.
    No. of Vacancies -110
    Last Date: – 45 days after publication
Source : http://employmentnews.gov.in

Monday, November 23, 2015

VII CPC Report - Stenographer cadre

There is no recommendation in the 
VII Central Pay Commission report 
relating to Stenographers cadre 
for the pay parity or upgradation of Grade Pay etc. etc.   All our genuine demands have been rejected by the Pay Commission.

Blog Administrator

VII report - Rationalisation Applied in the Present Pay Structure


Inspector Cadre : VII CPC report - GP upgraded

Inspector Cadre :
The Commission, therefore, recommends that Inspector (Posts) who are presently in the GP 4200 should be upgraded to GP 4600. With this upgradation, Inspector (Posts) shall come to lie in an identical grade pay as that of their promotion post of Assistant Superintendent of Posts (ASPOs). A higher grade would thus need to be extended to ASPOs. Accordingly, the Commission recommends that the promotional post of ASPOs be placed in the next higher GP 4800 and further, the post of Superintendent (Posts), which is presently in the GP 4800, be moved up to GP 5400 (PB-2). ( Para 11.8.21)

17.7 : Modified Assured Career Progression (MACP): VII CPC report

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)

17.41 : Pension: VII CPC report - proposal

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)

17.47 : Ex-gratia Lump sum Compensation to Next of Kin: VII CPC report-proposed

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

Easy steps to Calculate your Basic Pension in 7th Pay Commission

There are two options have been given to Pensioners.  First they have to calculate the two options and whichever is benefit for them, they can select higher amount as their Pension
Option No.1.  The existing Pension may be multiplied by 2.57
Option No.2. The Pay Scale on their retirement and number of increments they earned to be taken for calculation.  In that Case they should know their Pay Scale and Basic Pay drawn on the date of their Retirement and number increments they earned.  By referring the Corresponding Pay scale in successive Pay Commission, they should identify their Sixth pay commission Pay band. If they know their corresponding Pay Band in sixth Pay commission then it will be easy for them to arrive their Basic Pension to be fixed in VII pay commission.  After calculating the Basic Pension from the above two options, they can choose whichever is beneficial for them.  Calculation for arriving your 7th CPC Basic Pension is described below through 5 Easy Steps.  Assume You retired at last pay drawn of ₹4,000 on 31 January, 1989 under the IV CPC regime, having drawn 9 increments in the pay scale of ₹3000-100-3500-125-4500:  Your Basic Pension as revised in VI CPC = 12,543
Calculation Option -I
Step. I
Multiply your Basic Pension with 2.57.  Basic Pension (VI CPC)   x   2.57
= 12543 x 2.57 = 32235.70 (Paisa to be rounded off rupee).  Your basic Pension As per VII CPC = Rs.32236
Calculation Option-II
 Step-II
–Identify your corresponding Pay Level in Pay Matrix
– For that you should know your Pay Band in VI pay commission
[The Pay scale details will be informed you by Concerned Pension Paying Authorities when ever your basic Pension was revised as per the successive Pay commission Recommendation].  For example for this pay scale of ₹3000-100-3500-125-4500, the corresponding Pay Scale and   pay band for Fifth and Sixth CPC respectively is given below
In IV Pay Commission Your Pay Scale is 3000-100-3500-125-4500
In V pay Commission Your Pay scale is 10000-325-15200
In Sixth Pay Commission Your Pay Band is 15600-39100 – Grade Pay is 6000
In Seventh Pay commission your Pay Matrix Level is 11
Step -III
Minimum Pay at this level -11 is Rs. 67700.  Total increment earned on your initial pay on the date of Retirement is 9.  So Count nine cells from the cell assigned as Minimum Pay in that Level 11.  Your index number in that Particular Pay matrix Level 11 = 10.  The figure in Level 11 and Index 10 = 88400
50% of this Pay will be fixed as your Basic Pension.  Hence your Basic Pension will be fixed at Rs.44200/-
Step- IV
Choose whichever is higher to fix your Basic Pension
Basic Pension in Option -1 = 32236
Basic Pension in Option -2 = 44200
You can select option 2 as the fixation for Basic Pension in 7th Pay commission
Your basic Pension in 7th Pay commission = 44200/-
Note: 1.
Those who are retired in Sixth Pay commission regime would be aware of their increment and Pay Band details. It will be easy for them to calculate their Basic pension in VII Pay Commission using this matrix.
For other it will be very difficult to find out their Pay scale and quantum of increment details as of now. Also it will take little time for Concerned Department to verify the Pensioners record to ascertain the number of increments earned in the retiring level
Note -II
So 7th pay commission recommended that in the first instance the revised pension may be calculated using Calculation Option -I and the same may be paid as an interim measure
[Your Present Basic Pension to be Multiplied by 2.57 = Rs .32236]
So Rs.32236 will be paid as Basic Pension as Interim Measure
After checking the records of concerned individuals.  As per calculation Option -II
Then Rs.44200 will be paid as your Basic Pension.  Subsequently the difference of higher amount also will be paid as Arrears. 

VII CPC Pay Calculator

7th CPC Pay Calculator : Click Here


Calculator

Revised Pay Matrix - VII CPC



Calculation for Annual Increment in 7th Pay Commission

7th Pay Commission recommends 3% of the basic Pay for Annual Increment

Annual Increment in Seventh Pay commission remains same. 3% of Basic Pay has been recommended as Annual Increment. But calculation of Annual Increment differs in a way that Pay matrix has been evolved.

In the pre revised Pay, the exact 3 % of the Pay band + Grade Pay would be added in the Pay band on account of Annual Increment on 1st July  of every year.  But here in 7th pay commission there is a possibility to get little more or Less than the three percent of Basic Pay. Because here our Basic Pay has to be moved one stage higher in the same Level. In Pay Matrix , each cell in that particular level is calculated such a way that it is 3% higher than the next cell. Since the figure rounded off to nearest hundred, exact three percent increase cannot be expected.

7th Pay Commission gave an Illustrative Example in Respect of Granting Annual Increment.

Suppose, Ms. ABC, who, after having been fixed in the Pay Matrix, is drawing a Basic Pay of Rs.32,300 in Level 4. When she gets an annual increment on 1st of July, she will just move one stage down in the same Level.  Hence, after increment, her pay will be Rs.33,300.

Meeting with Seventh CPC - extract of VII CPC Report


Highlights of the 7th CPC for Department of Posts Employees:

 Postal Services Board :
The Commission has examined the demand for granting apex level to the members of the PSB and is of the view that adequate functional justification for the same does not exist. ( Para 11.8.11)

The Commission however is no t in favour of creating an additional post of member to discharge the financial function and is of the view that the portfolios of the six members can be so re-arranged that the need to create a new post of Member is obviated. ( Para 11.8.12)
IPS (Group – A):
In so far as Director, National Postal Academy is concerned, the view taken is that functional justification from upgrading the post to Apex level does not exist. As far as the rest of the demands for upgradation / creation of posts are concerned, these are administrative matters, which may be taken up with the concerned departments in the government. ( Para 11.8.15)
Postmaster Cadre :
The Commission recommends that while 25 percent of the posts of Senior Post Master may continue to be filled up from Post Master Gr.III through seniority based promotions, eligible officers from the Post Masters’ cadre (Postmaster Gr.II and Postmaster Gr.III) may also be permitted to appear for LDCE along with Inspector (Posts) for the balance 75 percent of the Senior Postmasters’ posts ( Para 11.8.18)
Inspector Cadre :
The Commission, therefore, recommends that Inspector (Posts) who are presently in the GP 4200 should be upgraded to GP 4600. With this upgradation, Inspector (Posts) shall come to lie in an identical grade pay as that of their promotion post of Assistant Superintendent of Posts (ASPOs). A higher grade would thus need to be extended to ASPOs. Accordingly, the Commission recommends that the promotional post of ASPOs be placed in the next higher GP 4800 and further, the post of Superintendent (Posts), which is presently in the GP 4800, be moved up to GP 5400 (PB-2). ( Para 11.8.21)
Postal Assistants / Sorting Assistants / LSG / HSG-II / HSG-I:
The Commission is of the view that there is no justification for enhancement of minimum educational qualifications for Direct Recruits for Postal Assistants/Sorting Assistants from Class XII to Graduation and the entry grade pay from GP 2400 to GP 2800. No justification for upgrading LSG, HSG-II & HSG-I (Para 11.8.23 & 11.8.24)
P A ( SBCO) :
The Commission is therefore of the view that no upgradation is warranted. As regards grant of cash handling allowance, the Commission is of the view that with the spread of banking and internet based payments coming into vogue there is no merit in granting an allowance for handling cash. ( Para 11.8.27).
Postman :
The Commission has noted the entry level qualifications prescribed (Class X or ITI for MTS) as also the work content, and is of the view that there is no justification for further raising the entry grade pay of Postman. ( Para 11.8.29)
Mail Guard :
As no modification in the grade pay of Postman is recommended, the Mail Guard shall also be placed in same pay level. ( Para 11.8.33)
Multi Tasking Staff :
No upgrade is considered necessary for either MTS-domestic or MTS-foreign posts. ( Para 11.8.37)
Binders :
There is no justification for raising the entry grade pay as sought. ( Para 11.8.39)
Artisans :
The Commission is of the view that no anomaly exists in the present pay structure of these posts. The cadre of artisans in the Department of Posts shall accordingly be extended only the corresponding replacement level of pay. ( Para 11.8.43)
Translation Officer :
The Commission, therefore, suggests that a comparative study of the job profiles be carried out by the department to arrive at the precise job content and a view taken thereafter. ( Para 11.8.45)
Technical Supervisors :
No upgrade is recommended. (11.8.47)
Gramin Dak Sewaks:
The Commission has carefully considered the demand and noted the following:
a. GDS are Extra-Departmental Agents recruited by Department of Posts to serve in rural areas.
b. As per the RRs, the minimum educational qualification for recruitment to this post is Class X.
c. GDS are required to beon duty only for 4-5 hours a day under the terms and conditions of their service.
d. The GDS are remunerated with Time Related Continuity Allowance (TRCA) on the pattern of pay scales for regular government employees, plus DA on pro-rata basis.
e. A GDS must have other means of income independent of his remuneration as a GDS, to sustain himself and his
Government of India has so far held that the GDS is outside the Civil Service of the Union and shall not claim to be at par with the Central Government employees. The Supreme Court judgment also states that GDS are only holders of civil posts but not civilian employees.
The Commission endorses this view and therefore has no recommendation with regard to GDS. ( Para 11.8.49 & 11.8.50)
Separate Cadre for S As / M Es :
System Administrators and Marketing Executives have demanded creation of separate cadres with higher pay scales. Presently incumbents of these posts are drawn from the cadre of Postal Assistants/Sorting Assistant Cadre.
The V and the VI CPC have also dealt with this issue and have not recommended separation of cadres. The Commission also does not see any rationale for creating separate cadres. (Para 11.8.51 & 11.8.52)

Seventh Central Pay Commission

7th Pay Commission Report - Headquarters Organisations and Field Offices ( Chapter 7.1)


 Headquarters Organisations in Government of India and Office Staff in Field Offices

Chapter 7.1
  Headquarters Services
 
Introduction

7.1.1 The headquarters organisation comprises the Secretariats of the ministries and departments of the Government of India. Most of the middle level posts are held by the officers of Central Secretariat Service as also a few administrative posts at the senior level. In the Ministry of Railways, similar positions are held by the Railway Board Secretariat Service, in the Ministry of Defence they are held by the Armed Forces Headquarter Service and in the Ministry of External Affairs the same are held by the Indian Foreign Service (B) officers.

7.1.2 The organisational hierarchy of all the headquarter services by and large includes the following levels with corresponding GP:

Level
Grade Pay

Selection Grade

10000

Director

8700

Dy. Secretary

7600

Under Secretary

6600


Section Officer

4800
[after four years GP 5400 (PB-3)]

Assistant

4600

7.1.3 The headquarter services provide a permanent bureaucratic set up which assists in establishment and administration, policy formulation and monitoring and review of the implementation of policies/schemes of various ministries and departments.


Demands

7.1.4 The pay related demands of various headquarter services are as follows:-


a)  At least five financial upgradations/promotions in the promotional hierarchy, at regular intervals have been demanded: time bound promotions at 5, 9, 13 years of service to CSS officers after they reach Group ‘A, on the same pattern as that given to Officers of the Group `A’ services and in case promotional posts are not available, non-functioning pay upgradation to the next promotional grade. These demands have been made on the




grounds that it will attract a talented pool in the CSS at the entry level as well as create motivation for the serving officers.

Analysis and Recommendations

The Commission notes that the MACP scheme by its very nomenclature is intended to provide assured career progression so that government employees do not stagnate. The Commission is recommending continuance of the existing MACP Scheme. As regards the grant of time bound promotions at 5, 9, 13, 17 years to CSS officers on the analogy of Group `A’ Services, this cannot be accepted as the entry level induction of CSS is in Group `B’ and therefore it cannot be compared with Group `A’ Services.

b)  Demand has been made for entry Grade Pay of 5400 (PB-3) for Section Officers on the ground that there must be one pay for one post in a cadre and that the minimum residency period of eight years in the grade is very long. Similar demands have been received from the Stenographers cadres too.

Analysis and Recommendations

The post of Section officer (SO) is a promotion post for Assistant (GP 4600). Initially, on promotion, the SO is at GP 4800 and after four years is entitled to a non-functional upgrade to GP 5400 (PB-3), effectively two levels higher. Hence the stipulated residency period of eight years at the level of SO is distributed in two parts, four years in GP 4800 and the balance four in GP 5400 (PB-3). The current position is that the average time spent at the higher level is around 5-6 years.

The Commission observes that the current progression from GP 4600 to GP 4800 on promotion as Section Officer is an appropriate upgrade and does not find any justification for placing the entry level to SO at a higher level. In so far as the non- functional upgrade is concerned, in the newly restructured pay matrix the earlier situation of a common grade pay i.e., 5400 prevailing in PB2 and PB3 has now been rationalised. Accordingly, the non-functional upgrade will henceforth be from level
8 to level 9. In the case of all such cadres/services where non functional upgradation is presently available across two levels, for example, from GP 4800 to GP 5400 (PB-
3) the same will now be available across only one level for example, from GP 4800
to GP 5400 (PB-2) or in the new matrix from level 8 to level 9.

c)  Various headquarter/stenographer services have demanded placement of GP 7600 in PB-4 for the post of Deputy Secretary or alternatively, grant of GP 8000 in PB-4 as in the case of Lt Colonel in the Indian Army. This demand is based on the ground that in the existing dispensation, there is a considerable gap in pay in between PB-3 and PB-4. Since the Deputy Secretary resides in PB-3 and the Director in PB-4, and the hierarchy does not require Deputy Secretary to report to the Director, this demand has been made.



Analysis and Recommendations

In the newly proposed rationalised pay matrix recommended by this Commission the skewed spacing between pay bands has been moderated and pay levels have been equitably placed. Therefore, there is no need for any other measure in this regard.

d)  Demand has been received from various headquarter services for allowing the post of Director be made NFSG as against promotional post. The CSS has argued that the cadre review Committee in the CSS recommended that the residency period for promotion to Director Grade be set at ten years combined approved service as Under Secretary and Deputy Secretary with minimum three years’ regular service as Deputy Secretary. The existing residency period for promotion from Under Secretary to Deputy Secretary is five years and from Deputy Secretary to Director is also five years.

Analysis and Recommendations

The Commission notes that the post of Director in the headquarter services is a promotional  one with  a  higher  grade  pay.  The  headquarter  services  are  not comparable with All India Group `A’ service and hence the demand for NFSG for the post of Director is not supported. The Commission recommends no change in the present dispensation.

e)  It has been demanded that persons appointed to a particular post either on direct recruitment or on promotion should have their pay fixed at the same level. This has been sought on the ground that no junior should draw more pay than his senior in a cadre. As against this, presently newly recruited Assistants of CSS are getting higher pay than Assistants promoted after implementation of the VI CPC.

Analysis and Recommendations

In so far as one fixation of pay for one post is concerned, it may be mentioned that the VI CPC recommended exclusive pay bands for direct entry into posts with different grade pays attached to them and hence there was a difference of total pay in respect of a direct recruit in comparison to a person promoted to that grade.

In the new pay matrix proposed by this Commission, it has been recommended that the first cell in each level in the matrix would be the entry pay for fresh/ direct recruits. The pay of a person who moves from a lower grade to higher grade is to be fixed with respect to the pay being drawn by him/her at the time of promotion. The details of fixation of pay on promotion has been dealt with in detail in the Chapter 5.1. The proposed system is expected to eliminate the existing anomaly.

f)    The AFHQS (LDCE) officers have demanded re-introduction of the scheme of Limited Departmental Competitive Examination in the Section Officer grade. It has been stated that as per the AFHQ Civil Service Rule 2001, the posts of Section Officers used to be filled 20 percent by direct recruitment, 40 percent by seniority and 40 percent through LDCE.  The  LDCE  was  introduced  in  AFHQ  Civil  Service  Rule  2001  on  the




recommendation of the V CPC, following a similar LDCE pattern in CSS since 1962. Subsequently, a committee of senior officers on cadre review/restructuring recommended abolition of LDCE at the level of Section Officer and stoppage of direct recruitment in the Assistant Grade. This was in view of the fact that the existing 40 percent quota of LDCE which was meant to provide accelerated promotion to direct recruits Assistants was to be abolished and hence there would be no direct recruitment at Assistant level. The above recommendations of the Committee were implemented. Recruitment of Section Officer thereafter has been 50 percent by direct recruitment and
50 percent by promotion, with complete scrapping of the element of LDCE. However,
50 percent direct recruitment quota in the Assistant Grade was retained. It has been demanded that the element of direct recruitment in the Section Officer grade be removed and consequently 50 percent vacancies in the grade be filled up by promotion on seniority and  remaining  50  percent  through  LDCE  among the Assistants/Personal Assistants serving in AFHQ.

Analysis and Recommendations

Given the overall parity of posts between the CSS and AFHQS at the level of Assistant and SO, the demand for restoration of the LDCE scheme on the same pattern as available in the CSS seems justified. However, the Commission feels that the issue raised is essentially administrative in nature and hence no specific recommendations can be made in this regard.

g)  Demand has been raised regarding extension of Non Functional Upgradation (NFU) to AFHQS officers. It has been stated that although DoPT has clarified that the benefit of NFU will be available to Group `B officers inducted into Organised Group `A’ Service, the same has not been extended to AFHQS officers.

Analysis and Recommendations

The Commission feels since the orders on NFU have already been spelt out, no further recommendations on the issue are required.

h)  AFHQS has demanded that their officers should be allowed to serve in Ministry of Defence either by earmarking certain percentage of posts up to the grade of Deputy Secretary/Director or by cross posting of CSS officers to posts belonging to Integrated Headquarters of MoD which are currently occupied by AFHQS officers.

Analysis and Recommendations

The issue has been discussed for several years at various fora and as part of the V CPC recommendations. The V CPC did not recommend participation of AFHQS officers in the Central Staffing Scheme however earmarked few posts  at the level of Under Secretary and Section Officer in Ministry of Defence for members of this service. Even after several iterations, the recommendations could not be implemented.

Owing to the fact that various headquarter services are performing similar functions in various secretariats, the Commission is of the view that such a vast




resource pool of officers should be allowed to move laterally and occupy posts in other secretariats on deputation basis. This will not only enrich the service officers but also bring about harmonisation among services. Later if found feasible these services may also be merged.

i)    There has been demand from all headquarter services to extend all recommendations made in respect of CSS to them as well.

Analysis and Recommendations

The Commission recommends parity between comparable posts in the CSS and other headquarter services in the matter of pay structure. The replacement pay available at all levels to CSS officers will be applicable mutatis mutandis to their counterparts in  the  AFHQS,  RBSS,  IFS  (B)  as  well  those organisations  who maintain pay parity with CSS.

j)    Issue of parity of field functionaries with the Assistants of the CSS: It has been demanded that CSS be allowed to retain an edge over other services or posts which have claimed parity with CSS. It has been argued by the CSS that parity among various posts and services is to be considered on long established principles of classification of posts, duties and responsibilities, their hierarchical structure, historical parity, mode of recruitment as well as minimum qualification for recruitment at entry level as well as level. Historically, various services in the Secretariat have had an edge over analogous posts in the field offices. The CSS has, in its memorandum, demanded that this edge over other services be retained. This has been justified on various grounds, key amongst which is that office staff in the Secretariat perform complex duties and are involved in analysing issues with policy implications whereas their counter parts in field offices perform routine work relating to matters concerning personnel and general administration, and so on. Apart from retention of the edge, the CSS memorandum also seeks a change in the mode of recruitment. It has been argued that up until 1987, directly recruited Assistants of the CSS were selected through an examination conducted by the UPSC and other categories of employees falling under Group `C’ were recruited through the Staff Selection Commission [SSC]. In 1987, recruitment of Assistants to the CSS was also brought under the SSC and is now carried out through a common examination called the Combined Graduate Level Exam (CGLE) and an All India Merit List.

Analysis and Recommendations

The VI CPC had gone into this issue in considerable detail. It had noted that while at an earlier point in time it may well have been the case that those in the Secretariat ended up performing more complex duties relating to policy formulation, but over a period of time things  had  changed.  It  had  noted  that  there was  an  increasing  emphasis  on strengthening the delivery lines and with growing decentralization, the importance of delivery points in the field cannot be understated. Therefore, in its view, the time had come to grant parity between similarly placed personnel employed in field offices and in the Secretariat and that this parity would need to be absolute till the grade of Assistant. The VI CPC had noted that beyond this, it would not be possible or even




justified to grant complete parity because the hierarchy and career progression would need to be different. Although the recommendation of the VI CPC was accepted in the first instance, a year down the line the Grade Pay of Assistants was increased from
4200  to 4600,  thereby squarely going back to the original position in which  the Assistants in the Headquarters resided at one level higher than those in the field. In fact this latest modification follows a consistent pattern seen over the decades.  This  is
elucidated in the table below:

Table 1: Upgradation of Pay of Assistant over Successive Pay Commissions




Post: Assistant
Pay Scale as
Initially
Recommended



Pay Scale as Revised by Government

Date

Scale
Dates (when issued and when effective)

Scale


IV CPC


1.1.1986


1400-2660

31.7.90, but effective from
1.1.86


1640-2900


V CPC


1.1.1996


5500-9000

25.9.2006, effective from
15.9.2006


6500-10500


VI CPC


1.1.2006


GP 4200

August 2008, but effective from 1.1.2006


GP 4600

It may be seen from the above table that the recommendations of successive Pay Commissions with regard to pay of Assistants, even if initially implemented, has invariably been modified at a later point and they have been placed at one higher level. As a corollary to this, the level of Section Officers also is at one level higher than that of SOs in the field.

While notifying the most recent upgrade in August 2008, the order states that the Assistants in Headquarters are required to be at a higher level since there is an element of direct recruitment in their case and that too, through an all-India Competitive Examination.

The Commission notes that certain inherent contradictions prevail. The first relates to the Common Grade Level Examination (CGLE) through which selections are carried out by the SSC for a range of positions, at varying levels of grade pay. No doubt the examination process is a graded one, with applicants for certain positions having to undergo two written examinations as well as an interview and for certain other positions only two written examinations. But in the case of Assistants for CSS and Assistants for certain other organisations, the examination process is common although the grade pay for the two sets are different. This then brings about a situation where those with lower grade pay continuously demand parity with the others while those with higher grade pay seek to set themselves apart. The categorical observations of the VI CPC that the time had come to grant parity between similarly placed personnel employed in the field offices and in the Secretariat are echoed by this Commission, which sees merit in placing all Assistants recruited through the CGLE, whether working in the field offices or in headquarters, at the same level.




The Commission accordingly strongly recommends parity in pay between the field staff and headquarter staff up to the rank of Assistants on two grounds- firstly the field staff are recruited through the same examination and they follow the same rigour as the Assistants of CSS and secondly there is no difference in the nature of functions discharged by both. Therefore to bring in parity as envisaged by the VI CPC, this Commission recommends bringing the level of Assistants of CSS at par with those in the field offices who are presently drawing GP 4200. Accordingly, in the new pay matrix the Assistants of both Headquarters as well as field will come to lie in Level 6 in the pay matrix corresponding to pre revised GP 4200 and pay fixed accordingly. Similarly the corresponding posts in the Stenographers cadre will also follow similar pay parity between field and headquarter staff. The pay of those Assistants/Stenographer who have in the past, been given higher Grade pay would be protected.

Recently, through a government order similar edge in pay’ has also been extended to the Upper Division Clerks belonging to CSS in the Secretariat by way of grant of non-functional selection grade to GP 4200 (available to 30 percent of UDCs). It is expected to lead to further resentment at the level of UDCs in the field as well as with other non-secretariat posts with which they had parity before. Since as per the recommendation of this Commission, Assistants have now come to lie in Level
6 of the pay matrix which corresponds to pre revised GP 4200, this Commission recommends withdrawal of non-functional selection grade to GP 4200 in respect of Upper Division Clerks belonging to CSS.

Stenographers Services


The Central Secretariat Stenographer Service (CSSS)/ Armed Forces Headquarters
Stenographers Service (AFHQSS)

7.1.5 The CSSS/AFHQSS consists of the following grades:

Level
Grade Pay

Principal Staff Officer

8700

Sr. PPS

7600

PPS

6600

PS

4800

Stenographer Grade-C

4600

Stenographer Grade-D

2400


7.1.6 The demands of CSSS and AFHQ Stenographers Service are:

a)  Merger of headquarters services with their counterparts in the Stenographer cadre with full parity and uniform designation and introduction of Executive Assistant Scheme. In the justification for merger, the recommendation of the VI CPC vide paras 3.1.10 to




3.1.12 have been referred to, where the Commission observed inter-alia, that there is no justification for maintaining a distinct Stenographer cadre in any government office. Instead, emphasis should be on recruiting multi skilled personnel at Assistant level to be designated as Executive Assistants who will discharge the functions of present day Assistant besides performing all the Stenographic functions. The VI CPC had justified the need for a unified cadre and common recruitment on the basis of assumption that secretariat functioning would become more IT oriented in future reducing reliance on personal staff. The CSSS and AFHQSS officers Associations have raised demands relating to merger of present incumbents of CSS/AFHQCS and CSSS/AFHQSS with full parity and uniform designation.

The DoPT has referred to propose EA scheme to this Commission.

Analysis and Recommendations

The issue has been deliberated in DoPT several times. Reports of the discussions indicate that although the CSS Associations are strongly opposed to such merger between CSS and CSSS, they are not averse to introduction of the Executive Assistant Scheme. The DoPT itself appears to have not found it feasible in view of the nature of work, duties and responsibilities of the members of CSS and CSSS being different.


In view of the fact that several detailed deliberations have already taken place in DoPT as well as in the meeting of the COS on 1 March, 2013 wherein various aspects of the scheme have been examined threadbare in presence of all the stakeholders, the issue of merger of CSS and CSSS cadre remains an administrative reform issue to be dealt with by the administrative Ministry. The Commission is making no recommendation in this regard.

b)  A demand has been received regarding provision of promotional channel to the grade of Joint Secretary in CSSS stating that such creation is essential to bring full parity (in grade) between CSS and CSSS. It has also been argued that this would ensure career progression for PSOs, who have no promotional avenues even after completing five or more years of approved service in the grade.

Analysis and Recommendations

As regards demand for in-situ promotion of PSO to the rank of Joint Secretary and demand for creation of the post of JS for removal of stagnation and career progression of CSSS Cadre beyond the level of PSO is concerned, it is stated that these issues are purely administrative in nature and can be dealt with through the process of cadre review. Hence, the Commission is making no recommendation in this regard.
c)  A demand for creation of additional posts in the grade of Sr. PPS (GP 7600) and PPS (GP 6600) has been received on the ground that these additional creations will facilitate smooth merger of present incumbents of CSSS and CSS.



Analysis and Recommendations

The demand for creation of additional posts in the grade of Sr. PPS and PPS is linked to the demand of cadre merger, hence it is for the cadre controlling authority i.e., the DoPT to decide the issue in its entirety.
d)  The AFHQSS has demanded grant of two increments at par with CSS/CSSS at the time
of promotion from GP 6600 to GP 7600 for parity.

Analysis and Recommendations

The Commission finds no merit in continuation of two increments for CSS/CSSS
and hence recommends abolition of the same