Subject: 7th Pay Commission Questionnaire

7th Pay Commission Questionnaire – Ratio of Minimum & Maximum Salary, Grade Pay Suggestion, Increment Date, Determination of HR

7th CPC Questionnaire

1. Salaries

1.1 The considerations on which the minimum salary in case of the lowest Group ‘C’ functionary and the maximum salary in case of a Secretary level officer may be determined and what should be thereasonable ratio between the two.

1.2 What should be the considerations for determining salary for various levels of functions falling between the highest level and the lowest level functionaries?

2. Comparisons

2.1 Should there be any comparison/parity between pay scales and perquisites between Government and the private sector? If so, why? If not, why not?

2.2 Should there at all be any comparison/parity between pay scales and perquisites between Government and the public sector? If so, why? If not, why not?

2.3 The concept of variable pay has been introduced in Central Public Sector Enterprises by the Second Pay Revision Committee. In the case of the Government is there merit in introducing a variable component of pay? Can such variable pay be linked to performance?

3. Attracting Talent

3.1 Does the present compensation package attract suitable talent in the All India Services & Group A Services? What are your observations and suggestions in this regard?

3.2 To what extent should government compensation be structured to attract special talent?

4. Pay Scales

4.1 The 6th Central Pay Commission introduced the system of Pay Bands and Grade Pay as against the system of specific pay scales attached to various posts. What has been the impact of running pay bands post implementation of 6th CPC recommendations?

4.2 Is there any need to bring about any change?

4.3 Did the pay bands recommended by the Sixth CPC help in arresting exodus and attract talent towards the Government?

4.4 Successive Pay Commissions have reduced the number of pay scales by merging one or two pay scales together. Is there a case for the number of pay scales/ pay band to be rationalized and if so in what manner?

4.5 Is the “grade pay” concept working? If not, what are your alternative suggestions?

5. Increment

5.1 Whether the present system of annual increment on 1st July of every year uniformly in case of all employees has served its purpose or not? Whether any changes are required?

5.2 What should be the reasonable quantum of annual increment?

5.3 Whether there should be a provision of variable increments at a rate higher than the normal annual increment in case of high achievers? If so, what should be transparent and objective parameters to assess high achievement, which could be uniformly applied across Central Government?

5.4 Under the MACP scheme three financial up-gradations are allowed on completion of 10, 20, 30 years of regular service, counted from the direct entry grade. What are the strengths and weaknesses of the scheme? Is there a perception that a scheme of this nature, in some Departments, actually incentivizes people who do not wish to take the more arduous route of qualifying departmental examinations/ or those obtaining professional degrees?

6. Performance

What kind of incentives would you suggest to recognize and reward good performance?

7. Impact on other organizations

Salary structures in the Central and State Governments are broadly similar. The recommendations of the Pay Commission are likely to lead to similar demands from employees of State Governments, municipal bodies, panchayati raj institutions & autonomous institutions. To what extent should their paying capacity be considered in devising a reasonable remuneration package for Central Govt. employees?

8. Defence Forces

8.1 What should be the considerations for fixing salary in case of Defence personnel and in what manner does the parity with civil services need to be evolved, keeping in view their respective job profiles?

8.2 In what manner should the concessions and facilities, both in cash and kind, be taken into account for determining salary structure in case of Defence Forces personnel.

8.3 As per the November 2008 orders of the Ministry of Defence, there are a total of 45 types of allowances for Personnel Below Officer Rank and 39 types of allowances for Officers. Does a case exist for rationalization/ streamlining of the current variety of allowances?

8.4 What are the options available for addressing the increasing expenditure on defence pensions?

8.5 As a measure of special recognition, is there a case to review the present benefits provided to war widows?

8.6 As a measure of special recognition, is there a case to review the present benefits provided to disabled soldiers, commensurate to the nature of their disability?

9. Allowances

9.1 Whether the existing allowances need to be retained or rationalized in such a manner as to ensure that salary structure takes care not only of the job profile but the situational factors as well, so that the number of allowances could be at a realistic level?

9.2 What should be the principles to determine payment of House Rent Allowance?

10. Pension

10.1 The retirement benefits of all Central Government employees appointed on or after 1.1.2004 a re covered by the New Pension Scheme (NPS). What has been the experience of the NPS in the last decade?

10.2 As far as pre-1.1.2004 appointees are concerned, what should be the principles that govern thestructure of pension and other retirement benefits?

11. Strengthening the public governance system

11.1 The 6th CPC recommended upgrading the skills of the Group D employees and placing them in Group C over a period of time. What has been the experience in this regard?

11.2 In what way can Central Government organizations functioning be improved to make them more efficient, accountable and responsible? Please give specific suggestions with respect to:

a) Rationalisation of staff strength and more productive deployment of available staff;

b) Rationalisation of processes and reduction of paper work; and

c) Economy in expenditure.

12. Training/ building competence

12.1 How would you interpret the concept of “competency based framework”?

12.2 One of the terms of reference suggests that the Commission recommend appropriate training and capacity building through a competency based framework.

a) Is the present level of training at various stages of a person’s career considered adequate? Are there gaps that need to be filled, and if so, where?

b) Should it be made compulsory that each civil service officer should in his career span acquire a professional qualification? If so, can the nature of the study, time intervals and the Institution(s) whose qualification are acceptable, all be stipulated?

c) What other indicators can best measure training and capacity building for personnel in your organization? Please suggest ways through which capacity building can be further strengthened?

13. Outsourcing

13.1 What has been the experience of outsourcing at various levels of Government and is there a case for streamlining it?

13.2 Is there a clear identification of jobs that can be outsourced?

14. Regulatory Bodies

14.1 Kindly list out the Regulators set up unde r Acts of Parliament, related to your Ministry/ Department. The total number of personnel on rolls (Chairperson and members + support personnel) may be indicated.

14.2 Regulators that may not qualify in terms of being set up under Acts of Parliament but perform regulatory functions may also be listed. The scale of pay for Chairperson /Members and other personnel of such bodies may be indicated.

14.3 Across the Government there are a host of Regulatory bodies set up for various purposes. What are your suggestions regarding emoluments structure for Regulatory bodies?

15. Payment of Bonus

One of the terms of reference of the 7th Pay Commission is to examine the existing schemes of payment of bonus. What are your suggestions and observations in this regard?

CAT case update

Dear Members

                       Our Parity case was heard by the CAT on 11-4-2014.  DOPT is yet to submit the reply whereas the  Govt.counsel argued that  Ministry of Expenditure is seriously considering our case and calculating the financial implications and requested to grant more time and considering the submission, Hon'ble CAT granted final time till June(after vaccation)

  We hope  a favourable CAT orders.

SG

FAQ on Children Education Allowance Scheme-DOPT orders on 01.04.2014.

02 April 2014

FAQ on Children Education Allowance Scheme-DOPT orders on 01.04.2014.

FAQ on Children Education Allowance Scheme – Dopt Orders on 1.4.2014

The following FAQs supplement the FAQs in respect of Estt.(Allowances) Section already placed in public domain vide F. No.21011/08/2013-Estt.(AL)Establishment Allowances Section Children Education Allowance Scheme (CEA)

SI. No.	Frequently Asked Questions	Answer
1.	Whether the examination fees as charged by the school is reimbursable?	“Examination fee” has been included as part of reimbursable items as indicated in para 1(e) of O.M. dated 2nd September, 2008, subject to the fulfillment of other existing conditions vide) OM No.12011/01/2012-Estt.(AL) dated 31-07-2013. The said orders do not have a retrospective effect.
2.	Whether reimbursement of amount of fee paid during 1at and 2nd quarter could be claimed in 3rd or 4th quarter, without the fee receipts of the 3rd and 4th quarter?	No. As it is reimbursement for the whole year, original receipts for the fee paid for the 3rd / 4th quarter has to be submitted to ensure that the child has not dropped out of the school in the mid-session. O.M. No.12011/01/2013-Estt. Allowances dated 23.04.2013 refers.
3.	Whether a Government servant is required to give a certificate that the spouse, if earning, has not claimed CEA?	Yes. In terms of O.M. No.12011/01/2013-Estt.(Allowances) dated 23.04.2013, the claimant Government servant is required to furnish an undertaking that reimbursement of CEA has not been claimed in respect of the child by the spouse of the claimant.

CAT case update

No.11015/1/98-Pol.I

Government of India

Ministry of Urban Development

Directorate of Estates

New Delhi, the 20th Feb. 2014

OFFICE MEMORANDUM

Subject:- Revised scales of office space for various categories of officers and staff and special requirements of Central Secretariat excluding those serving in the Income Tax, Central Excise and Customs Departments.

The undersigned is directed to refer to the then Ministry of Work & Housing & Urban Development OM No, 11015(2)/75-Pol.IV dated 24.11.76, this Ministry OM dated 20.10.87 and OM of even number dated 07.08.98 on the above subject and to say that consequent upon revision of pay scales of the Central Government employees on the recommendation of the 6th Pay Commission as notified vide CCS (Revised Pay) Rules, 2008, it has been decided to prescribe revised scales of office space for various categories of officers and staff and special requirement5 as under, with immediate effect:-

Table A : Revised scales of office space for officers and staff

Sl. No.	Proposed Category	Existing Category	Entitlement of Office space in (sq ft./ sq. mt.)
1.	2.	3.	4.
1.	--	Officers drawing Gr. Pay of Rs.10000/- in PB-4 and above	360 sq. ft ( 33 sq. mt.)
2.	Officers drawing pay Rs.15200/- and above Per month	Officers drawing Gr. Pay of Rs 7600/- in PB-3 and above but less than the Gr. Pay of Rs.10000/‑	240 sq. ft. (22 sq. mt.)
3.	Officers drawing Rs.10000/- and above but less than Rs.15200/- per month	Officers drawing Gr. Pay of Rs.6600/- in P8-3 and above but less than the Gr. Pay of Rs.7600/-	120 sq. ft. (11 sq. mt. )
4.	Gazetted Officers drawing Pay less than Rs. 10000/- Per month/ Section Officers in the Secretariat/ Attached Offices	Officers drawing Gr. Pay of Rs. 4800/- in PB 2 and above/ Section Officers in the Secretariat/Attached Offices but less than the Gr.Pay of Rs.6600/-	60 sq.ft. (5.5 sq.mt.)
5.	Technical Staff such as Draughtsman, Tracers, Estimators, etc;	Technical Staff such as Draughtsman, Tracers, Estimators, etc;	60 sq. ft. (5.5 sq. mt.)
6.	Ministerial Staff such as Superintendents, Head Clerks, Assistants, Clerks, Daftries, etc;	Ministerial Staff such as Superintendents, Head Clerks, Assistant, Clerks, Multi Task Staff (MTS)	40 sq. ft. (3.5 sq. mt.)
7.	Ministerial Staff of Audit Offices	Ministerial Staff of Audit Offices	40 sq. ft. (3.5 sq. mt.)

Table B : Revised scales of office space for special requirement.

Sl. No.	Particular	Prescribed entitlement of office space
1.	Conference Room	Conference Room should be subject to the requirement of the Ministry/Department concerned with minimum space of 237 sq.ft. (22 sq.mt) and maximum 474 sq.ft. (44 sq.mt.)
2.	Visitors Room	Visitors Room should be according to the requirement of a Ministry/Department but it should not be more than 474 sq.ft. (44 sq.mt.) Visitor room of the size of 86 sq.ft. (8 sq.mt.) will be provided to the officers of the rank of Joint Secretary & above within the ceiling of 474 sq.ft
3.	Receptionist	120 sq. ft. (11 sq. meters)
4.	Security Room at every entrance	120 sq. ft. (11 sq. meters)
5.	Canteen	One sq. ft. (0.09 sq. mt.) per person in an office including the space for dining hall, kitchen, etc.
6.	Dining/Tiffin Room (for Lunch)	400 sq. ft. (36 sq. meters)
7.	Ladies Common Room	120 sq. ft.(11.00 sq. meters)
8.	Class Room	According to the requirement of Department but should not be more than 474 sq. ft. (44 sq. meters)
9.	Library	One sq. ft. for 25 books or one sq meter for 275 books.
10.	Old Records	One sq. ft. for 20 recorded files or one sq. meter for 220 recorded files.
11.	Care taker Room	120 sq. sq. meter
12.	CPWD Maintenance Staff Room	400 sq. ft.(36.00 sq. meter )
13.	Stores	As per requirement of each office but should not be more than 400 sq. ft.(36.00 sq. meter)
14.	Drivers Room	120 sq. ft.(11 sq. meter)

2. The total screened requirement of office accommodation determined on the basis of revised scales will be subject to the following austerity cuts:-

Entitlement	Percentage of cut
Up to 30,000 sq.	10%
More than 30,000 sq. ft.	15%

3. The question of quantum of provision for future expansion of an office to be accommodated in a new building, whether in the general pool or in a departmental pool, has been under consideration. It has now been decided that provision for additional space should be limited to 10% of total requirement of an office for further expansion and that if a Ministry/Department wants more than 10% of the total requirement as additional space for expansion, they may do so with the approval of their integrated Finance Division, keeping in view the need for maximum economy.

4. For assessment of prescribed revised scales, the total requirement for office space of the Ministry/Department and its Attached/Subordinate offices located in Delhi/New Delhi has to be given in the enclosed schedule I to IV.

sd/-

(Munish Kumar Garg)

Director of Estates

Source/View/Download : Schedule I to IV

7th Pay Commission - Resolution

7th Pay Commission - Resolution

Union Cabinet approves Terms of Reference of the 7th CPC

SATURDAY, MARCH 1, 2014

Union Cabinet approves Terms of Reference of the 7th CPC

The Union Cabinet today gave its approval to the Terms of Reference of 7^thCentral Pay Commission (CPC) as follows:-

a) To examine, review, evolve and recommend changes that are desirable and feasible regarding the principles that should govern the emoluments structure including pay, allowances and other facilities/benefits, in cash or kind, having regard to rationalization and simplification therein as well as the specialized needs of various Departments, agencies and services, in respect of the following categories of employees:-

i. Central Government employees-industrial and non-industrial;

ii. Personnel belonging to the All India Services;

iii. Personnel of the Union Territories;

iv. Officers and employees of the Indian Audit and Accounts Department;

v. Members of regulatory bodies (excluding the Reserve Bank of India) set up under Acts of Parliament; and

vi. Officers and employees of the Supreme Court.

b) To examine, review, evolve and recommend changes that are desirable and    feasible regarding principles that should govern the emoluments structure, concessions and facilities/benefits, in cash or kind, as well as retirement benefits of personnel belonging to the Defence Forces, having regard to historical and traditional parities, with due emphasis on aspects unique to these personnel.

c) To work out the framework for an emoluments structure linked with the need to attract the most suitable talent to Government service, promote efficiency, accountability and responsibility in the work culture, and foster excellence in the public governance system to respond to complex challenges of modern administration and rapid political, social, economic and technological changes, with due regard to expectations of stakeholders, and to recommend appropriate training and capacity building through a competency based framework.

d) To examine the existing schemes of payment of bonus, keeping in view, among other things, its bearing upon performance and productivity and make recommendations on the general principles, financial parameters and conditions for an appropriate incentive scheme to reward excellence in productivity, performance and integrity.

e) To review the variety of existing allowances presently available to employees in addition to pay and suggest their rationalization and simplification, with a view to ensuring that the pay structure is so designed as to take these into account.

f) To examine the principles which should govern the structure of pension and other retirement benefits, including revision of pension in the case of employees who have retired prior to the date of effect of these recommendations, keeping in view that retirement benefits of all Central Government employees appointed on and after 01.01.2004 are covered by the New PensionScheme (NPS).

g) To make recommendations on the above, keeping in view:

i.    the economic conditions in the country and need for fiscal prudence;

ii. the need to ensure that adequate resources are available for    developmental expenditures and welfare measures;

iii.   the likely impact of the recommendations on the finances of the State Governments, which usually adopt the recommendations with some modifications;

iv.  the prevailing emolument structure and retirement benefits available to employees of Central Public Sector Undertakings; and

v.   the best global practices and their adaptability and relevance in Indian conditions.

h) To recommend the date of effect of its recommendations on all the above.

The Commission will make its recommendations within 18 months of the date of its constitution. It may consider, if necessary, sending interim reports on any of the matters as and when the recommendations are finalised.

The decision will result in the benefit of improved pay and allowances as well as rationalization of the pay structure in case of Central Government employees and other employees included in the scope of the 7^th Central Pay Commission.

Background

Central Pay Commissions are periodically constituted to go into various issues of emoluments’ structure, retirement benefits and other service conditions of Central Government employees and to make recommendations on the changes required.