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Wednesday, April 30, 2014


ஊதிய குழுவிற்கு பாரத் பென்சனர் சங்கம் சார்பாக கொடுக்கப்பட்ட மனு --
குறைத்தபட்ச ஊதியம் ( Lowest  group c  ) மற்றும் அதிகபட்ச ஊதியம் ( secretary level officer )    இவைகளுக்கு இடையே  இருக்கவேண்டிய விகிதாசாரம்     

Bharat Pensioners Samaj reply to 7th CPC

No. BPS/SG/2014/7CPC/2                                                                                  Dated : 26.04.2014

Ms Meena Agarwal,
Secretary  GOI Seventh Central Pay Commission
 New Delhi

Through : Joint Secretary GOI M/O Personnel,PG & Pensions-DOP &PW

Subject: 7th CPC Questionnaire
Reference: D.O. No 7cpc/15/questionnaire dated 9th April 2014
‘Bharat Pensioners Samaj’. One of the identified Pensioners’ Federation by GOI  M/O Personnel,  PG & Pensions-DOP& PW and a stake holder. In its capacity as one of the oldest & largest Pensioners Organization with over 550 Affiliated Associations, submits hereunder its reply to the questionnaire issued vide your D.O. No 7cpc/15/questionnaire dated 9th April 2014.
As Pension is not independent of Salary. Salary structure also, is a matter of concern to pensioners. However, Bharat Pensioners Samaj limits its answers to Question Nos 1.1, 1.2, 10.1 & 10.1.2 under the heads ‘Salary’ & ‘Pension’ .

Q.1.1 The consideration on which the minimum and maximum 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 ratio between the two.

 Ans. Socialistic structure of the country, constitutional provisions for equality & reduction of vast inequality in income & wealth between highest and lowest paid should be the main consideration for fixing maximum & minimum Salary. Rectifyin the inequality created by different multiplication factors  adopted by 6th CPC  for arriving at  Pay Bands & Pay Scales .The ratio between minimum & maximum of Salary be brought down to 1: 9. Ensuring uniformly equal % rise in Salary of all employees by adopting a common multiplication factor.

4th CPC had determined the ratio between minimum & maximum of salary to be 10.7(Chapter 41 & 43). In accordance with  the basic fiber of a Socialistic State this ratio should have gone reducing Pay Commission after Pay Commission. Even in capitalist countries like America & Britain this ratio is 1: 3.3 &1:5 respectively   In  countries with weaker economy like Philippines this is 1: 9.5. VI CPC adopted conversion factor of  1.86 to arrive at the minimum of lowest pay Band, where as it adopted a factor of  3.37 for arriving at the highest scale. This shredded the very basic fiber of the Constitution of Indian Socialistic State by raising  the  ratio  between minimum & maximum of Salary to 1: 12.85. This negative and socially regressive effect of the 6th Central Pay Commission has had the effect of worsening wealth and income inequality not only between pre-and post-2006 retirees, but even within pre-2006 retirees wherein higher-ups got full parity in Pension (Through modified parity).

Adoption of  a ratio of 1:9 between minimum & maximum paid will  rectify to some extent the injustice done so far.

கேடர் சீரமைப்பில் POSTMASTER GRADE ஊழியர்களுக்கு உயர் ஊதியம் --
மத்திய சங்கத்தின் விளக்க கடிதம்    



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 important.

(M. Krishnan)
Secretary General

Tuesday, April 29, 2014


CEA 25 சதம் 01.01.2014 முதல் உயர்ந்து ரூபாய் 18000 ( ஆண்டொன்றுக்கு ) ஆனது .காலாண்டுக்கு ரூபாய் 4500 என மாற்றம்   

25% Hike in Allowances - Dopt Orders on increase in certain allowances by further 25% Dearness Allowances w.e.f. 1.1.2014

Dopt Orders on clarification on increase in certain allowances by further 25% as a result of enhancement of Dearness Allowances w.e.f. 1.1.2014

No.A-27012/1/2014-Estt. (Allowance)
Government of India
Ministry of Personnel, Public Grievances and Pension
Department of Personnel & Training
Block-IV, Old JNU Campus
New Delhi, 28th April, 2014.

Subject: Clarification on increase in certain allowances by further 25% as a result of enhancement of Dearness Allowances w.e.f. 1.1.2014

The undersigned is directed to refer to para 1(j) of this Department’s 0M. No.12011/03/2008-Estt. (Allowance) dated 2.9.2008. This provides that the limits of Children Education Allowance would be automatically raised by 25% every time the Dearness Allowance on the revised pay structure goes up by 50%. References are being received from various quarters with regard to the amount of Children Education Allowance admissible consequent upon enhancement of Dearness Allowance payable to Central Government employees @ 100% w.e.f. 1 January, 2014 announced vide Ministry of Finance, Department of Expenditure O.M. No.1/l/2014-E-1I (B) dated 27th March, 2014.

2. In accordance with the above, the following shall be the revised limits:

a) The annual ceiling limit for reimbursement of Children Education Allowance shall be Rs.18,000/- per child. Accordingly, the quarterly claim could be more than Rs.4500/- in one quarter. The Hostel Subsidy shall be Rs.4500/- per month per child;

b) The rates of Special Allowance for Child Care to women with disabilities stands revised to Rs. 1500/- per month; and

c) The annual ceiling for reimbursement of Children Education Allowance for disabled children of Government employees shall be treated as revised to Rs.36,000/- per annum per child and the rates of Hostel Subsidy for disabled children of Government employees shall be treated as revised to Rs.9000/- per child per month.

3. These revisions are applicable with effect from 1st January, 2014.

4. These revisions shall be subject to other terms and conditions mentioned in this Department’s O.M. No.12011/03/2008-Estt (Allowance) dated 2.9.2008, O.M. No.12011/04/2008 dated 11.9.2008 and 12011/07(i)12011-Estt.(AL) dated 21.2.2012.

(Mukul Ratra)


              கேடர்சீரமைப்பு - ஒப்பந்தமா ? நிர்ப்பந்தமா ?

கேடர்     சீரமைப்பு 28.04.2014 {நேற்று} இறுதி செய்யப்பட்டது .சிஸ்டம் அட்மினிஸ்ட்டே டர் தனி ஊதியம் ,அக்கௌன்டன்ட்களுக்கு ஸ்பெஷல் அளவன்ஸ் ,MTS சேர்ப்பு ஏதுமின்றி முடிந்தது .
LSG பதவிகளில் 8 சதத்தில் இருந்து  22 சதம் பதவிகளும் 
HSG II   பதவிகளில்2 சதத்தில் இருந்து  12 சதம் பதவிகளும்  
HSG III பதவிகளில் 1.5 சதத்தில் இருந்து  4 சதம் பதவிகளும்    உயர்த்தப்படும் என்றும் HSG 1 பதவிகளில் 2 ஆண்டுகள் பணிபுரிந்தால் அவர்களின் GRADE PAY 4800 க்கு  மாற்றப்படும் என்றும் முடிவெடுக்கப்பட்டது 
மொத்தத்தில் ஊதியக்குழு வை கருத்தில் கொண்டு ஊழியர் நலன் காத்திட போடப்பட்ட ஒப்பந்தம் என்று இரு சங்கங்களும் அறிவித்துள்ளது .



                                         NFPE- FNPO
                           CENTRAL HEAD QUARTERS, NEWDELHI


                 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 7th CPC 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.

                                                                        Yours sincerely
    D.Theagarajan                                                                               M.Krishnan
  Secretary General                                                                  Secretary General
         FNPO                                                                                              NFPE

Monday, April 28, 2014


Rule 38 transfers may be permitted on the basis of declared vacancy i.e. direct recruit may be transferred against direct recruitment vacancy and promotee against a promotion vacancy. Further OC candidate should be transferred against OC vacancy, SC candidate against SC vacancy and ST candidate against ST vacancy.

(vi) Under Rule 38, inter-Circle and intra-Circle transfer from one distinct cadre to another viz. Post Oflices to Circle Office, Regional Office, SBCO, Postal Assistant to Sorting Assistant etc, or vice versa is not allowed. 

(vii) Only such officials who have put in minimum service of five years in the case of direct recruits in the cadre in question and three years in the case of surplus qualified officials wherever applicable would be eligible for transfer under Rule 38. Any relaxation in this regard should be matter of rarest exception. Transfer of officials who have not yet cleared the probation period should be permitted in deserving cases only.

(viii) Under the existing instructions, Heads of Circles i.e. CPMGs are fully empowered to permit such transfers with the approval of CPMG of the other Circle, where the transfer is sought. ln such cases where the prescribed conditions are met the approval of the Direciorate's would not be necessary.

(ix) As and when the applications are received for such transfers, it should be recorded in the register, which will serve as pr,iority list to be operated as and when vacancy (ies) arise.

(x) L-fnden R.ule 38, an official will be allowed to seek tnansfer ontrv twiceduning-his entire service.





Saturday, April 26, 2014

Photo: அம்மா <3

Did you know how the 6th CPC Multiplication Factor of 1.86 was derived?

Did you know how the 6th CPC’s Multiplication Factor of 1.86 was derived?

The 6th Pay Commission had recommended a Multiplication Factor of 1.74, but the Central Government chose to change it to 1.86. One of the reasons for this modification was the intense pressure from various Federations of Central Government Employees. It has to be mentioned at this point that all the federations had presented demands to the Government to raise the minimum basic pay to Rs. 10,000. 

Exactly how did the Government arrive at 1.86? Here is an explanation how - 

Let us assume the Basic Pay, as of 01.01.2006, as 100%. Let’s take the Dearness pay (post the 50% DA Merger) as 50%. Let us also take into account the 24% Dearness Allowance that was given before 01.01.2006. 

If you add Basic Pay and Dearness Pay and calculate 24% of it, then you’d get 36%. (100 + 50 = 150 / 24 x 100 = 36)

100% + 50% + 36% = 186%

This number is being taken for calculations as 1.86. 

At the time of 6th CPC Pay Fixation, the last drawn Basic Pay under 5th CPC was multiplied by 1.86 and rounded off. It was also explained that a new entity named Grade Pay was created and a sum total of this was the new Basic Pay. 

Hence, it was impossible to consider 1.86 as the true yardstick. For example, for a basic pay of Rs. 3050…
3050 x 1.86 = 5680 (After rounded off)
Corresponding Grade Pay for 3050 is 1900, 
Band Pay 5680 + Grade Pay 1900 = Basic Pay 7580
5th CPC basic pay = 3050
6th CPC basic pay = 7580
The multiplication factor number comes to 2.48.

It is not possible to take 2.48 as common for all basic pays. But, 2.48 was considered very low. That’s why we have used a bigger number to calculate in the 7th CPC’s Expected Pay Scale.

Vice President Releases Commemorative Postage Stamp on Centenary of National Council of Churches in India


The Vice President of India Shri M. Hamid Ansari has said that National Council of Churches in India (NCCI) is a truly representative organization of Protestant and Orthodox churches in our country. It brings together the Churches and other Christian organizations for mutual consultation, assistance and action in all matters related to life and witness. Addressing after releasing a “Commemorative postage stamp on the Centenary of the National Council of Churches in India” at a function here today, he has said that since its inception a century ago, inspired by Jesus Christ’s eternal message of love, compassion, forgiveness and selfless service, the NCCI has made invaluable contributions towards the noble task of nation building. It has faithfully served our Christian compatriots and the society at large.

He said that over the years, the NCCI has undertaken concrete programmes and projects in critical areas, such as education, healthcare, natural disaster relief and rehabilitation and ecological degradation. It has focussed on adult and vocational education; providing productive employment for the youth, through setting up industrial cooperatives and implementing cottage industry projects such as tanneries, poultry farming, mat-weaving, brush-making.

The Vice President opined that it would be appropriate to say that the NCCI has been an important vehicle for promoting the overall well-being of our society and country. It has set an example for others to follow by its spiritual and people-oriented work. The release of the Centenary Commemoration Postage Stamp today is a befitting tribute to the Organisation and its work. I am confident that today’s function would also provide an impetus for the NCCI and its members to continue their good work in the future.

Source : PIB

Friday, April 25, 2014

                            கோட்ட அளவிலான செய்திகள் 

இந்தமாத மாதாந்திர பேட்டி 30.4.2014  அன்று நடைபெறுகிறது .

தோழர் A  .ராஜகோபால் MTS நாங்குநேரி அவர்களின் பணிநிறைவு விழா 
30.4.2014 அன்று நாங்குநேரியில் நடைபெறுகிறது .

மே தின சிறப்பு கூட்டம் 01.05.2014 அன்று திருநெல்வேலி தலைமை அஞ்சலகத்தில் மாலை 6 மணிக்கு நடைபெறும் .  

ஊதியக்குழு அமுலாக்க தேதி குறித்து மக்களவை உறுப்பினர் கேள்விக்கு 
07.2.2014 அன்று நிதியமைச்சரின் பதில்    

The date of effect of the recommendations of the 7th CPC will be decided once the Report is submitted: FinMin

The date 
 of effect of the recommendations of the 7` Central Pay Commission will be decided once the Report is submitted - Finance Minister has stated in a reply of undermentioned Lok Sabha Starred Question:-

ANSWERED ON   07.02.2014
Will the Minister of FINANCE  be pleased to state:-
(a) whether the Government has initiated the process to constitute the Seventh Central Pay Commission for the Central Government employees;

(b) if so, the details and the present position thereof;

(c) the date by which the new pay is likely to be made effective;

(d) whether the representatives of the Defence forces are likely to be included in the Commission and if so, the details thereof; and

(e) if not, the reasons therefor?

(a) to (e) A statement is laid on the Table of the House.

see also: 
The 7th pay commission report - when is it going to be submitted?


(a) and (b): The Government has decided to 
constitute the 7th Central Pay Commission as under: -

1. Shri 
Justice Ashok Kumar Mathur,  -Chairman
Retired Judge of the Supreme Court and
Retired Chairman. 
Armed Forces Tribunal)

2. Shri Vivek Rae,     - Member (Full time)
(Secretary, Petroleum & Natural Gas)

3. Dr. Rathin Roy.     - Member (Part time)
National Institute of
Public Finance and Policy)

4. Smt. Meena Agarwal,    - Secretary
(OSD, Department of Expenditure,
Ministry of Finance)

(c): The date of effect of the recommendations of the 7` Central Pay Commission will be decided once the Report is submitted.
(d) and (e): The composition of the 7th Central Pay Commission is broadly in line with the composition of the previous Central Pay Commissions. The scope of the task before the Central Pay Commission is framed in such a fashion as to enable the Commission to examine holistically all aspects of emoluments` structure of various categories of Central Government employees, including personnel of Defence Forces, having regard, inter-alia, to the issues specific to them and make recommendations thereon.

Note: Above reply was uploaded on or after 22.04.2013 on Lok Sabha website:-

புதிய பென்சன் திட்டத்தை ரத்து செய்யகோரி ரயில்வே அமைச்சரின் கடிதம் 

Abolish the New Pension Scheme from Indian Railway: Railway Minister's DO letter to Finance Minister

Hon'ble Minister for Railways Sh. Malikarjun Kharge has written a D.O. Letter to Minister for Finance regarding abolition of New Pension System from India Railways.  The text of the said letter, which has been published by AIRF, is reproduced below:-

No. 2012/F(E)III/1/4-Part
29 March, 2014.

Dear Shri P. Chidambaram ji,

Through this letter, I wish to draw your attention to a long standing demand raised by both Staff Federations of Railways on National Pension Scheme (NPS) for employees of Indian Railways. The Federations have been expressing resentment over operation in the Railways of the National Pension Scheme, which is perceived as a lower social security cover for Railway employees. Their contention is that there are enough grounds for Railway employees to be treated differently from other civil employees of the Government, and that Indian Railways should operate the traditional defined .benefit pension scheme available to pre-01-01-2004 appointee's.

You will recall that a few organizations/categories of Government employees were specifically exempted from the purview of NPS on consideration of special, riskier and more onerous nature of duties. The Federations have been drawing parallel with of nature of duties performed by most categories of Railway employees with those in the Armed Forces. They contend that during British period, Railways was conceived and operated as an auxiliary wing of the Army. It was also realized that by virtue of its complex nature, Railways required a high level of discipline and efficiency to be able to perform its role as the prime transport mode. Railways is an operational organization required to be run round the clock through the year. Railway employees have to work in inhospitable conditions, braving extreme weather, unfriendly law and order scenario, and inherent risks associated with the Railway operations itself. As in the Armed Forces, many have to stay away from their families for long periods while performing duties in areas where adequate facilities are lacking.

I feel that there is considerable merit in the contention of the Staff Federations. Besides the critical and complex nature of duties of Railway employees, the hazards involved are also high. Despite best efforts for enhanced safety measures, a large number of Railway employees lose their lives or meet with serious injuries in the course of performance of their duties each year.

During the period 2007-08 to October 2011, the number of Railway employees killed during the course of their duty has been more than number of passengers/other members of public killed in Rail related accidents including accidents at unmanned level crossings. While the nature of duties of Railway employees is inherently high risk during peace time, they also perform functions of critical importance during war time and times of natural calamities, in moving men and materials across the country to maintain supply of essential commodities and safeguard integrity of the nation.

In my view, there are adequate grounds for the Government to consider exemption for Railway employees from the purview of NPS. The implications of this would be that Government expenditure would reduce over the next few years through discontinuance of Government Contribution under the NPS, but the long term liabilities would increase, as financial commitments in the defined benefit pension scheme would be higher. Since Railways are required to meet the pensionary outgo from their internal resources, switch over to defined benefit pension scheme would call for a more systematic provisioning under the Pension Fund through appropriate revenue generating measures. With Rail Tariff Authority on the horizon, I believe that this would be possible.

In the light of the above, I suggest that our request for exemption from operation of the NPS be considered sympathetically and necessary approvals communicated.

A copy of each demands raised by the two Federations is enclosed. 
With regards,

Yours sincerely,
(Mallikarjun Khagre)
Shri P. Chidambaram, Finance Minister,
Government of India, North Block,
New Delhi-110001.

Wednesday, April 23, 2014

                                 மத்திய சங்க செய்திகள் 

List of ATM locations in pilot circles


Agenda for discussion in the Standing Committee of National Council(JCM)


Excess pay given due to wrong pay fixation shall not be recovered from the employee

CLICK HERE to view the Press News



ஏழாவது ஊதியக்குழு ----புதிய வலைதளம் தொடக்கம் 

New Website for 7th Central Pay Commission

Tuesday, April 22, 2014

Monday, April 21, 2014

                               வாழ்த்தி .....  வரவேற்கிறோம் 

தோழர் G .செந்தில்குமார் ASP ஆக திருநெல்வேலி உப கோட்டத்தில் இன்று 21.04.2014 பொறுப்பேற்கிறார்  .அவர்களை நாம் வாழ்த்தி வரவேற்கிறோம் .இது குறித்து 
அவருடைய FACEBOOK இல் அவரின் கருத்துக்கள்   

Dear All,
After completion of 6 years at R.O Madurai, I got transfer as ASP, Tirunelveli Sub Division and going to join on 21st April, 2014. At this juncture, I would like to express my gratitude to all my colleagues, friends, DSMs, officers who helped and guided me for my successful career. Thanks to all.

ஊதியநிலை .தகுதி ஊதியம் ,ஆண்டு ஊதிய உயர்வு உள்ளிட்ட பலவகையான கோரிக்கைகளுக்கு ஊதியக்குழு கேட்கும் கருத்துக்கள் ,ஆலோசனைகள்   

7th Pay Commission Questionnaire – Ratio of Minimum & Maximum Salary, Grade Pay Suggestion, Increment Date, Determination of HRA and NPS...

Secretary 7th Pay Commission has sought views of various associations on the Pay Structures, Retirement Benefits, Other Service Conditions, Increments, Grade Pay Systems. A questionnaire has put on 7th CPC's website and the text of questionnaire is reproduced below:-

NEW DELHI-110001

Meena Agarwal

D.O No. 7CPC/15/Questionnaire
9th April, 2014
Dear ………..,

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 the http://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 secy-7cpc@nic.in.

Encl:- As above.

With Regards,
Yours sincerely,
(Meena Agarwal)

To all Secretaries to Govt of India

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 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. 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 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. 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?

Source: http://7cpc.india.gov.in/7cpc_questionnaire.pdf
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