DRAFT REPLY TO 7TH CENTRAL PAY COMMISSION QUESTIONNAIRE - SUGGESTION, ADDITION AND ALTERATION, IF ANY, CALLED FOR.
We place hereunder the draft reply to the questionnaire issued by the 7th CPC. We want you to go through the same and make suggestions to enrich it further. We propose to place the same at the staff side meeting of the National Council on 6th May, 2014. The final version as formulated by the Staff Side will also be published on7th May. 2014. We have to arrive at a consensus taking into account all shades of opinions.
The replies are drafted to make it as brief as possible. It covers only common issues. The staff side National Council will be submitting a detailed memorandum later as and when it is called for by the 7th CPC. The said memorandum will be drafted taking into account the views of all organizations including pensioners organisations. Department specific issues are to be covered by the memorandum submitted by the respective departmental organizations. Since there will be very short time available for submission of memorandum, in view of the overall time frame of 18 months all affiliates are requested to finalize their approach and prepare the memorandum and keep it ready for submission without loss of time.
It will be our endeavor that on common issues, complete unanimity of opinion emerges amongst all Federations of Central Govt. employees.
MAIN TASK FOR TODAY TO ALL OUR
DIVISIONAL / BRANCH SECRETARIES
is the last date for enrolment of membership for this year. Before close of
today, all Divisional Secretaries will submit membership forms duly filled in
properly to the Divisional Head concerned without fail. This task is much important
to strengthen our union. DON’T FORGET TO
There is a clause in the Cadre Restructuring
agreement that – “in respect of Postmaster Grade I, Grade II and Grade III
posts, once the recommendations of this committee are implemented, the matter
will be examined in the light of the same”. Many officials have sought
clarification on this clause. Hence the following clarification is given.
As already mentioned by us in our
letter given to the Chairman of the Cadre Restructuring committee after the
last meeting (published in Website) and also in the circular dated 28.04.2014,
the staff side has tried its best to get higher pay scale to Post Master cadre
official. Official side took a firm stand that first promotion from PA cadre in
General line and Post Master cadre should be to the G.P. 2800/- and rejected
our plea for 4200 G. P.
Second argument placed by us is
that as all the LSG Post offices/posts are agreed to be upgraded to HSG II, the
grade pay of the officials working in those General line posts will be 4200 (eventhough
official working in that post is promoted from LSG with G. P. 2800)
Postmaster Grade I officials are
working in LSG offices (converted as Grade I). When LSG Post offices are
upgraded to HSG II status, Post Master Grade I post offices are also to be
upgraded to HSG II status with grade pay of 4200. Inspite of our repeated
argument and submission the administration side did not agree to grant G.P.
4200 to PM Grade I. Finally it is agreed to examine the case again once the
present proposal is approved by the Government.
If the proposal is approved by
the Government, there is every possibility of getting higher pay scale for Post
Master grade officials, on the principle of “equal pay for equal work”, as
their counter parts working in LSG post offices upgraded to HSG II will be in
4200 G.P. By signing the cadre restructuring agreement, we have already created
a strong ground for getting higher pay scale to Postmaster Grade officials. If
the proposal signed is rejected by DOP&T and Finance, we have to present
our case before 7th CPC. Hence in the interest of both General line
and Postmaster Cadre officials, implementation of the present proposal is most
The voice, which was strangulated and silenced long long ago
in the distant city of Chicago, is now echoing in the hearts and throats of
millions of workers and common people across the continents, manifesting the
burning desire to fight for the rights. The struggle for ‘working hours’, which
shook the world, transcended and transformed into a symbol of struggle for
establishment of egalitarian society and fighting spirit of working class
across the nations. May Day beckons us to get inspired and imbibe that spirit
of struggle and sacrifice!
The natural resources, the collective property of mankind,
are being swallowed by the capitalists with the aid and abetment of Ruling
Class in the guise of Globalization and Economic development. They have
engulfed the permanent jobs and are extracting the work from the manual labour
in the name of Contractorisation and casualization at dead cheap rates. The
sweat of farmers and workers has no value in the eyes of these exploiters. The
Gobble’s campaign that there is no substitute for Capitalism has had its great
ill effect on the workers and employees! Parallel campaign that the
Socialism has failed and that it is not visible even in the distant vicinity is
being thrust into the psyche of the general public.
We have to recapitulate the famous verses of Sri Sri, the great telgu poet of this century, which are to be engraved in ebony
permanently. “The Kingdoms built on earth, the artificial
Statutes enacted by the Monarchs and by the egoistic, have crumbled like a
palace of playing cards, with the tsunami of forces of working class, far and
near” This reminds every one that
any system which is inimical and exploitative is bound to crash and collapse.
The motive and end of Capital is to earn profit. The
capitalism will never hesitate to denude the Mother Earth and green nature for
the sake of profit. The un-quenching greed of capitalists for profit has become
hazardous to the environment resulting in the pollution of air and water
bodies. The global –warming is causing disorders in environment and, in
effect, posing danger to the very existence of mankind. The changes in the
environment due to pollution are pushing the agriculture and the farmers into
The accumulation of wealth in a few hands, the growth of
corporate sector and the fall in the purchasing capacity of the workers and
employees are the indication of the growing unrest and degradation of the society.
Education and medical facilities are unreachable to the common man. A place to
dwell in is still a distant dream to so many employees and workers.
juncture, the Central Government employees should discharge their duty with
full awareness and understanding. To regain the lost pension right, to retain
the health facilities, to ensure the periodical wage revision for every five
years, to get the DA merger, to achieve status to the Grameen Dak Sevaks, etc.,
the Central Government employees have no other alternative but to tread the
path of struggle in the coming days on the face of adversarial political and
Oppose the neo-liberal economic policies, which intend to
privatize every Sector and mortgage the future of employees and common people
to the Capitalists. As enlightened sections of the society we have to pin down
and expose the deceit perpetrated on the people and Working Class in the name
of Globalization and Development. With all the unity, awareness and
conscientiousness, we the Central Government employees, should resist and stop
these anti-employee and anti-people policies. Let’s take pledge on this May Day
to strive hard for Better life and brighter tomorrow for all and to demand
our rightful share as a stakeholder in the process of development, defeating
the nefarious designs of the protagonists of neo-liberal economic policies.
At last after several round of protracted negotiations with the administration, JCM Staff side, Departmental council ( NFPE & FNPO) has signed the cadre restructuring proposal. The staff side has tried to the best of its ability to make maximum improvement in the proposal. In spite of our hard bargaining we could not achieve 100 percent success. Our demand for separate higher pay scale for PO& RMS Accountants, Creation of separate cadre for System Administrators or grant of special pay/allowance, bringing MTS also under cadre restructuring etc is not accepted by the administration. Regarding Postmaster Cadre after much bargaining, it is agreed to examine our claim for higher pay scale after the present proposal is approved by the government.
As Govt has already appointed 7th CPC and the Pay Commission has already published the questionnaire, any further delay in completing the cadre restructuring will adversely affect the interest of Postal employees. We will take up the remaining issues, which are not agreed by the administration in the cadre restructuring committee with the 7thCPC in our memorandum and make one more effort to get a favourable recommendation.
Taking into consideration all the above aspects and also keeping in mind the larger interest of the employees, we have decided to sign the agreement
Copy of the agreement is published below.
The Salient features of the agreement are as follows :
1. Number of LSG posts will increase from 8 % to 22 %
2. Number of HSG II posts will increase from 2 % to 12 %
3. Number of HSG I posts will increase from 1.5 % to 4 %
4. After completion of 2 years in HSG I the official will be promoted to 4800 GP (Non-functional Basis)
5. The above proposal will be applicable to RMS, Circle Office and SBCO in the same ratio
6. Postman/Mail guard will get the same ratio of promotion.
The present proposal is to be approved by Postal Board, DoPT & Finance Ministry. We will make all out effort to get the proposal implemented at an early date.
of Gramin Dak Sevaks (GDS) and inclusion
of GDS under 7TH Central Pay Commission. First Hearing of the
court case on 7th May 2014
Hon’ble Delhi High Court issued noticeto the Government
and Department of Posts.
already reported the Hon’ble Delhi High Court has issued notice to Government
and Department of Posts in the Writ Petition filed by NFPE & AIPEU-GDS
(NFPE) in the Hon’ble Supreme Court of India which stands transferred to Delhi
High Court for grant of Civil Servant status and inclusion of GDS in 7th
Central Pay Commission. Next hearing of
the case is posted for 7th May, 2014. In
the Writ Petition filed by NFPE & AIPEU-GDS (NFPE) following are the main
(1) Give direction to the Government of India and Department of
Posts to grant Civil Servant Status to GDS as per the 1977 Supreme Court
Judgement and grant all the benefits of the Departmental Employees.
(2) Include GDS under the purview of 7th CPC.
(3) Quash the GDS conduct & Engagement Rules 2011.
of India, Department of Posts shall have to file its reply in the High
Court. Now the files have started moving
in the Directorate and DOP&T.
Recognised GDS Union (Mahadevaiah) has no role to play:
GDS Union (Mahadevaiah) has already signed an agreement with the Department of
Posts accepting separate committee for GDS and accordingly Government has excluded GDS from the purview of the terms of
reference of the 7th Central Pay Commission.
NFPE & AIPEU-GDS (NFPE) is fighting both organisationally and
legally for Departmentalisation and for inclusion of GDS under 7th CPC.
Mahadevaiah wrote in his journal (April 2014 Issue) and website supporting
separate committee for GDS and claimed that separate committee is better than
7th Pay Commission. In his journal and
website he wrote as follows:
- “One man GDS committee more independent than
a judge heading a pay commission with other members” (!!!!). Thus Shri. Mahadevaiah has fully justified
separate committee for GDS and he claimed that he has signed a “respectable
agreement” by accepting separate one-man committee!!
Shri.Mahadevaiah and his Recognised GDS Union support the Government and Department
of Posts, by cheating three lakhs GDS by signing their “death
warrant” in the name of “ respectable agreement”. NFPE & AIPEU-GDS (NFPE) will not
compromise with the Government and shall continue its struggle both legally and
Shri Mahadevaiah Don’t Want the Support Of
General Secretary of the recognised GDS Union has requested the Department of
PostsNOT TO ALLOW other Federations and Unions
to take up the issues relating to the Gramin Dak Sevaks. As Shri. Mahadevadevaiah has helped the
Government and Department by accepting separate committee for GDS, the
Department accepted the request of Shri. Mahadevaiah and issued orders. It shows that Shri Magadevaiah don’t want the
support of Departmental employees who are members of NFPE & FNPO. NFPE & / AIPEU-GDS (NFPE) believes that
the GDS demands can be achieved only with the full support and joint struggle
of both GDS & of the Departmental employees.
is the difference between the recognised GDS Union (Mahadevaiah) and AIPEU-GDS
(NFPE). LET THE GDS
employees decide which union stands for the cause of GDS.
All GDS& Departmental Employes BE ready to finish the recognised GDS union in
the next Membership Verification
Recognition is not a licence to cheat
the GDS employees. Recognised GDS Union
has signed an agreement with the Department accepting separate committee and
thus admitting that GDS are not civil servants.
Thus recognized GDS Union’s role is over and it has no role to play
hereafter. NFPE & AIPEU-GDS (NFPE)
is challenging in the Delhi High Court the stand taken by the Department of
Posts and the Recognised GDS Union (Mahadevaiah).
& AIPEU-GDS (NFPE) calls upon all GDS Departmental Employees be ready to
finish the “Recognised GDS Union” in the next membership verification. We are sure that AIPEU-GDS
(NFPE) shall become the number One recognised GDS union in the next membership
verification with flying colours.Days are not far away.
Reply to be submitted to 7CPC on Questionnaire is being prepared by Confederation CHQ under the able and experienced guidance and leadership of Com.S.K.Vyasji (Advisor, Confederation) and Com.KKN.Kutty ( National President, Confereration). Suggestions if any, by the C-O-C s and Affiliated Organisations may be sent by e-mail to Confederation CHQ (e-mail-ID email@example.com or firstname.lastname@example.org ). Karnataka C-O-C has already sent its valuable comments and feedback to the CHQ.
Final Draft of the reply to the Questionnaire will be exhibited in the Confederation website.
It will be better if all the affiliates of Confederation submit the reply on the same line
All grievances relating to to State Governments / Union Territory Administrations and Government of NCT Region of Delhi, are to be redressed by the State/ UT/ NCT Government concerned. Citizens are advised to take up matter regarding pendency of their grievance directly with the State Government concerned.
Public Grievances pertaining to identified issues in respect of 20 Central Government Organisations (for list click here) are being handled by Directorate of Public Grievances (DPG), Cabinet Secretariat. If your Grievance falls under the purview of Directorate of Public Grievances, Cabinet Secretariat, please click here to lodge your Grievance.
Subject: Registration of Government employees aged 60 years and above under National Pension System (NPS)
The Authority has been receiving several requests from various governments (central & state) to approve the registration of subscribers under National Pension System (NPS) who are aged 60 years and above and which are being approved on case by case basis by PFRDA at present.
Keeping in view of the difficulties being faced by subscribers, now the Authority has decided to enroll all eligible Government employees (central & state) who are on the rolls of the government in to NPS, irrespective of the age at the time of entry, subject to the condition that the total period of contribution to NPS account shall not be more than 42 years. The NPS applications of such subscribers need to be submitted through the appropriate nodal officer of the Govt/ Deptt, in line with the procedure adopted for NPS registration for Government employees aged below 60 years. Also, the responsibility for ensuring that the employee is eligible for being covered under NPS and that the NPS contribution is not paid beyond 42 years during the entire service period for such an employee, lies with the department submitting the subscriber registration form.
As you may be aware the Seventh Central Pay Commissions has been constituted by the Government on 28 February 2014 with a view 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. The terms of reference of the Seventh Central Pay Commission are available on thehttp://7cpc.india.gov.in .
2. A Questionnaire seeking the considered views of all stakeholders is enclosed. The response of your Ministry to this Questionnaire is sought. I shall be grateful if the replies are furnished to the Commission on or before 10th May, 2014, so as to enable the Commission to take them into account as part of its examination of the issues that it is mandated to address. The reply may be sent to Post Box No. 4599, Hauz Khas P.O, New Delhi 110 016, and in the case of email to email@example.com.
Encl:- As above.
To all Secretaries to Govt of India
7th CPC Questionnaire
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 the reasonable 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?
2.1 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 bestructured 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?
5.1 Whether the present system of annual increment on 1st Julyof 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?
What kind of incentives would you suggest to recognize andreward 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?
9.1 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?
10.1 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 the structure 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?
13.1 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?