ALL INDIA
SAVINGS BANK CONTROL EMPLOYEES UNION
(Service
union under Dept. of Posts)
CHQ
UNION WEBSITE: http://www.aisbceu.blogspot.in/
[HQ-NO: B-105, JAY DWARAKA CHS LTD, NEW AYARE
ROAD, DOMBIVALI [E], DT, THANE-421201
MAHARASTHRA CIRCLE]
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7TH PAY COMMISSION REPORT SUBMITTED TO GOVERNMENT OF
INDIA ON 19.11.2015
MOST DISAPPOINTING AND RETROGRADE RECOMMENDATIONS – NO CHANGE IN MACP
IMPORTANT RECOMMENDATIONS
1. DATE OF EFFECT
– 01.01.2016
2. MINIMUM
PAY – 18000 Based on the Aykroyd
formula, the minimum pay in government is recommended to be set at 18,000 per month
3. FITMENT
FORMULA – The
fixation of revised pay has been greatly simplified in the new pay matrix and
will not involve further calculations. The basic pay being drawn by any person
on the date of implementation is to be multiplied
by a factor of 2.57 and the figure so obtained will Report of the
Seventh CPC be matched for the closest figure in the level pertaining to
his/her existing grade pay and fixed there.
PAY BAND
|
GRADE PAY
|
MULTIBLE FACTOR
|
I –
5200-20200
|
1800,
1900, 2000, 2400 &2800
|
2.57
|
II –
9300 - 34800
|
4200,
4600, 4800 & 5400
|
2.62
|
III –
15600-39100
|
5400,
6600 & 7600
|
2.67
|
Pay
Fixation in the New Pay Structure
5.1.28 The fitment of
each employee in the new pay matrix is proposed to be done by multiplying
his/her basic pay on the date of implementation by a factor of 2.57. The figure
so arrived at is to be located in the new pay matrix, in the level that
corresponds to the employee’s
grade pay on the date of implementation, except in cases where
the Commission has recommended a change in the existing grade pay. If the
identical figure is not available in the given level, the next higher figure
closest to it would be the new pay of the concerned employee. A couple of
examples are detailed below to make the process amply clear
5.1.29 The pay in the new pay matrix is to be fixed in the following
manner:
Step 1:
Identify Basic Pay (Pay in the pay band plus Grade Pay) drawn by an employee as
on the date of implementation. This figure is ‘A’.
Step 2:
Multiply ‘A’ with 2.57, round-off to the nearest rupee, and obtain result ‘B’.
Step 3: The
figure so arrived at, i.e., ‘B’ or the next higher figure closest to it in the
Level assigned to his/her grade pay, will be the new pay in the new pay matrix.
In case the value of ‘B’ is less than the starting pay of the Level, then the
pay will be equal to the starting pay of that level.
Example I
i. For example an
employee H is presently drawing Basic Pay of Rs 55,040
(Pay in the Pay Band Rs46340 + Grade Pay Rs.8700 = Rs 55040).
After multiplying Rs 55,040 with 2.57, a figure of Rs1,41,452.80
is arrived at. This is rounded off to Rs1,41,453.
ii. The level
corresponding to GP 8700 is level 13, as may be seen from Table 4, which gives
the full correspondence between existing Grade Pay and the new Levels being
proposed.
iii. In the column for
level 13, the figure closest to Rs1,41,453
is Rs1,41,600.
iv. Hence the pay of
employee H will be fixed at ₹1,41,600
in level 13 in the new pay matrix table
5.1.30 As part of its
recommendations if Commission has recommended any upgradation or downgrade in
the level of a particular post, the person would be placed in the level
corresponding to the newly recommended grade pay.
7TH CPC PAY FIXATION ILLUSTRATION
A. Select your basic pay as on
01.01.2016 including grade pay - It is your basic pay
B. Identify your grade pay and pay band
to select the Pay Matrix Table No: 5 to
identify your level according to your Grade pay
C.
Multiply
your basic pay as given below:
PAY BAND
|
GRADE PAY
|
MULTIBLE FACTOR
|
I –
5200-20200
|
1800,
1900, 2000, 2400 &2800
|
2.57
|
II – 9300
- 34800
|
4200,
4600, 4800 & 5400
|
2.62
|
III –
15600-39100
|
5400,
6600 & 7600
|
2.67
|
D.
Multiply your basic pay [Pay + Grade pay] as on
01,01,2016 with the above factor according to your Grade pay and round-off to the nearest rupee, and obtain
result = X
E.
The figure so arrived at, i.e., ‘X’ or the
next higher figure closest to it in the Level assigned to your grade pay, will
be the new pay in the new pay matrix. In case the value of ‘X’ is less than the
starting pay of the Level, then the pay will be equal to the starting pay of
that level.
F.
The above arrived figure is your Rationalized
entry pay i.e. your new basic pay as on 01.01.2016. In the above formula, your
existing DA 119 is automatically merged with the multiply factor.
G. This is
the first pay commission avoiding disparity in the pay fixation in arriving
arrears and all the officials from new recruits to retiring person will get the
benefit equally as per the above multiple factor according your Grade pay.
ILLUSTRATION:
PAY BAND
|
GRADE PAY
|
BASIC PAY AS ON
01.01.2016
|
TOTAL PAY AS ON
01.01.2016
|
MULTIBLE FACTOR
|
NEW BASIC PAY AS ON
01.01.2016
|
ROUNDED NEW BASIC PAY
AS ON 01.01.2016
|
I
|
1800
|
7500
|
9300
|
2.57
|
23901
|
24200
|
1900
|
8500
|
10400
|
26728
|
26800
|
||
2000
|
9500
|
11500
|
29555
|
30200
|
||
2400
|
11000
|
13400
|
34438
|
35300
|
||
2800
|
13000
|
15800
|
40606
|
41600
|
||
II
|
4200
|
15000
|
19200
|
2.62
|
50304
|
50500
|
4600
|
18000
|
22600
|
59212
|
60400
|
||
4800
|
21000
|
25800
|
67596
|
68000
|
||
5400
|
24000
|
29400
|
77028
|
77900
|
Note: The basic pay
mentioned above as on 01.01.2016 is only example for the illustration. You
replace it with your basic pay as on 01.01.2016 and calculate your pay. It is
simple mechanism.
4. FIXATION ON PROMOTION – NO
CHANGE – ONLY ONE INCREMENT IN THE OLD SCALE
A.
For those who have been promoted from the previous level, the fixation
of pay in the new level will depend on the pay they were already drawing in the
previous level, after grant of 3% increment, the official pay will be fixed
to the next level.
- When the employee receives a promotion or a non-functional financial upgrade, he/she progresses one level ahead on the horizontal range – Para 5.1.23. [As per this para, if any officials will get LSG/HSG promotion after getting MACP, the officials will get fixation benefit to the next stage as mentioned in Matrix table.]
5. ANNUAL INCREMENT – 3% NO CHANGE
a. Suppose, Ms. ABC, who, after having been fixed in the Pay Matrix, is
drawing a Basic Pay of ₹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 ₹33,300. [Even though 3%
increment is only for calculation, but the official will be placed one stage
own in the same level.
b. WITH HOLDING OF ANNUAL INCREMENT - The Commission is
therefore proposing 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
6. MODIFIED ASSURED CAREER
PROGRESSION – NO CHANGE
a. The inherent issues in the
existing pay structure owing to which there was widespread resentment have been
set right by way of rationalisation of pay levels, abolition of pay band and
grade pay Report of the Seventh CPC and introduction of a matrix based
open pay structure. Hence, there is no justification for increasing the
frequency of MACP
b. No change in 10, 20, 30 years - Performance benchmarks for MACP have been made more
stringent from “Good” to “Very Good”. The Commission has also proposed that
annual increments not be granted in the case of those employees who are not
able to meet the benchmark either for MACP or for a regular promotion in the
first 20 years of their service. No other changes in MACP recommended.
7. PAY BAND, GRADE PAY SYSTEM ABOLISHED
- Considering
the issues raised regarding the Grade Pay structure and with a view to bring in
greater transparency, the present system of pay bands and grade pay has
been dispensed with and a new pay matrix has been designed. Grade Pay has been
subsumed in the pay matrix. The status of the employee, hitherto determined by
grade pay, will now be determined by the level in the pay matrix.
8. MAXIMUM PAY INCREASE – 14.29% - This
fitment factor of 2.57 is being proposed to be applied uniformly for all
employees. It includes a factor of 2.25 on account of DA neutralisation,
assuming that therate of Dearness
Allowance would be 125 percent at the time of implementation [01.01.2016] of
the new pay. Accordingly, the actual raise/fitment being recommended is 14.29
percent
Comments: [ Actually our basic pay + Grade pay = 100% DA as on
01.07.2015-119% and as on 01.01.2016 presumed as 125%. As such, at present we
are getting 225% [100 + 125} i.e.2.25 , where as our fitment formula
recommended as 2.57. The difference of 2.57-2.25 = 0.32 % is the only real
increase of our existing pay.]
9. ALLOWANCES – NO
IMPROVEMENT
Commission recommended abolition of 52 existing allowances such
as Assisting Cashier Allowance, Cash Handling Allowance, Treasury Allowance,
Handicapped Allowance, Risk Allowance, Savings Bank Allowance, Special
compensatory (Hill Area) Allowance, Cycle Allowance, Family Planning Allowance
etc. Another
36 allowances have been abolished as separate identities, but subsumed either
in an existing allowance or in newly proposed allowances. Allowances relating
to Risk and Hardship will be governed by the proposed Risk and Hardship Matrix.
10. HRA
REDUCED TO 26%, 16% AND 8% FOR X, Y AND Z CITIES - Since the Basic Pay has been revised
upwards, the Commission recommends that HRA be paid at the rate of 24 percent,
16 percent and 8 percent of the new Basic Pay for Class X, Y and Z cities
respectively. The Commission also recommends that the rate of HRA will be
revised to 27 percent, 18 percent and 9 percent respectively when DA crosses 50
percent, and further revised to 30 percent, 20 percent and 10 percent when DA
crosses 100 percent
11. Advances: All non-interest bearing
Advances have been abolished - Regarding interest-bearing Advances, only
Personal Computer Advance and House Building Advance (HBA) have been retained.
HBA ceiling has been increased to Rs 25 lakhs from the
present Rs7.5 lakhs
12. DA
FORMULA – NO CHANGE FOR FUTURE INDEX - Commission recommends
continuance of theexisting formula and methodology for calculating
the Dearness Allowance
13.Central Government Employees Group Insurance
Scheme (CGEGIS):
The Rates of
contribution as also the insurance coverage under the CGEGIS have remained
unchanged for long. They have now been enhanced suitably. The following rates
of CGEGIS are recommended:
Present
|
Proposed
|
|||
Level
of Employee
|
Monthly
Deduction
(Rs)
|
Insurance
Amount
(Rs)
|
Monthly
Deduction
(Rs)
|
Insurance
Amount
(Rs)
|
10
and above
|
120
|
1,20,000
|
5000
|
50,00,000
|
6
to 9
|
60
|
60,000
|
2500
|
25,00,000
|
1
to 5
|
30
|
30,000
|
1500
|
15,00,000
|
14. COMPARISON BETWEEN MINIMUM AND
MAXIMUM PAY – 1:11.4
(18000 : 205400)
15. NUMBER OF PAY SCALES – NOT REDUCED - NO
DELAYERING
16. CASUAL
LEAVE – NO INCREASE
17. CHILD
Care Leave - 1st 365 days – Full pay (100%) -
Next 365 days – 80% Pay only.
18. MATERNITY
LEAVE – NO CHANGE -
19. LEAVE
ENCASHMENT AT THE TIME OF RETIREMENT – NO
INCREASE MAXIMUM 300 DAYS ONLY
20. MEDICAL
- Medical Insurance Scheme for serving and retired employees recommended.
21. TRANSPORT
ALLOWANCE - NO HIKE - ONLY 125% MERGER
Pay Level
|
Higher Transport Allowance cities (A, AI)
|
Other places
|
9 and above
|
7200 + DA
|
3600 + DA
|
3 to 8
|
3600 + DA
|
1800 + DA
|
1 and 2
|
1350 + DA
|
900 + DA
|
22. LEAVE
TRAVEL CONCESSION (LTC) – NO CHANGE -
Splitting of Home Town LTC for employees Posted in North East, Laddakh,
Andaman & Nicobars and Lakshdweep allowed.
23. ACCOUNTS STAFF BELONGING TO UNORGANIZED ACCOUNTS
INCLUDING SBCO STAFF – PARITY WITH ORGANISED ACCOUNTS REJECTED - The Commission has noted that the stipulated entry
level qualification and recruitment process of Postal Assistants (SBCO) is
similar to that of direct recruit Postal Assistants in the Postal Assistants’
cadre and their promotional channel is also identical. The Commission is
therefore of the view that no up gradation is warranted
24. PERIODICAL
REVIEW OF WAGES (NOT TEN YEARS) RECOMMENDED. NO PAY COMMISSION REQUIRED
25. PERFORMANCE
RELATED PAY SHOULD BE INTRODUCED IN GOVERNMENT SERVICES AND ALL BONUS PAYMENT
SHOULD BE LINKED TO PRODUCTIVITY - Productivity Linked Bonus for all.
26. COMPULSORY
RETIREMENT AND EFFICIENCY BAR REINTRODUCED - Failure to get required bench Mark
for promotion within the first 20 years of service will result in stoppage of
increment. Such employees who have out lived their ability, their services need
not be continued and the continuance of such persons in the service should be
discouraged.
27. PROMOTEE
AND DIRECT RECRUITS – ENTRY LEVEL PAY ANOMALY IS REMOVED
JCM (SS) demand – the differential entry pay between new
recruits and promoted employees should be done away with.
28. CADRE
REVIEW TO BE COMPLETED IN A TIME BOUND MANNER - Commission recommended to
hasten the process of cadre review and reduced the time taken in
inter-ministerial consultations.
29. NEW
PENSION SCHEME – WILL CONTINUE
30. CEA
& HOSTEL SUBSIDY Rate
CEA per
month
2250 - 25% increase when DA crosses
Hostel subsidy
6750 –
50& increase when DA crosses
31. IPO/ASP/SP
SCALE UPGRADED : Commission has
noted that the VI CPC had placed Inspector (Posts) at par with Inspector of
CBDT/CBED. Subsequently the Inspector of CBDT/CBE were elevated to GP 4600. The
Commission has further noted that the Inspector of Posts and Inspector of
CBDT/CBED are recruited through the same combined graduate level examination.
Therefore the commission recommended 4600 GP for IP and 4800 GP and 5400 GP for
SPOs.
32. ADDITIONAL WORK
ALLOWANCE - 2% of the Basic Pay per month - 10% of the Basic pay
if period exceeds 45 days.
33. DAILY ALLOWANCE:
LEVEL
|
ACCOMMODATION CHARGES
|
TRAVELLING CHARGES
|
DAILY ALLOWANCE LUMP SUM AMOUNT
|
14 and above 7500
|
7500
|
AC
Taxi charges up to 50 km
|
1200
|
12 and 13 4500
|
4500
|
Non-AC
Taxi charges up to 50 km
|
1000
|
9 to 11 2250
|
2250
|
338
per day
|
900
|
6 to 8 750
|
750
|
225
per day
|
800
|
5 and
below 450
|
450
|
113
per day
|
500
|
NOTE: The Lump sum amount will increase by 25 percent whenever DA increases
by 50 percent.
34.
Regarding Personal and HBA interest-bearing
advances, the following is recommended
NAME OF THE ADVANCE
|
RECOMMENDED CEILING
|
RECOMMENDATIONS
|
PC Advance
|
50,000 or actual price
of PC, whichever is
lower
|
May be allowed maximum
five times in the
entire service.
|
HBA
|
34 times Basic Pay
OR
25 lakh
OR
anticipated price of
house, whichever is
least
|
The requirement of
minimum 10 years of continuous service to avail of HBA should be
reduced to 5 years.
If both spouses are
government servants,
HBA should be
admissible to both separately.
Existing employees who
have already taken
Home Loans from banks
and other financial
institutions should be
allowed to migrate to
this scheme.
|
35. GDS: 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
PENSIONARY BENEFITS
1 . PENSIONERS – PARITY – LONG STANDING DEMAND OF THE
PENSIONERS ACCEPTED - The
Commission recommends a revised pension formulation for civil employees
including CAPF personnel as well as for Defence personnel, who have retired
before 01.01.2016. This formulation will bring about parity between past
pensioners and current retirees for the same length of service in the pay
scale at the time of retirement.
The past pensioners shall first be fixed
in the Pay Matrix being recommended by the Commission on the basis of Pay Band
and Grade Pay at which they retired, at the minimum of the corresponding level
in the pay matrix.
This amount shall be raised to arrive at
the notional pay of retirees, by adding number of increments he/she had earned
in that level while in service at the rate of 3 percent.
Fifty percent of the total amount so
arrived at shall be the new pension.
An alternative calculation will be
carried out, which will be a multiple of 2.57 times of the current basic pension.
The pensioner will get the higher of the two
2 . PENSIONERS
– MINIMUM PENSION RS. 9000/- (50% of the minimum pay recommended by the
7th CPC)
3. . PENSIONERS
– GRATUITY - Enhancement in the
ceiling of gratuity from the existing ₹10 lakh to ₹20 lakh. The ceiling
on gratuity may be raised by 25 percent whenever DA rises by 50 percent.
4.. PENSIONERS
– FIXED MEDICAL ALLOWANCE (FMA) – NO CHANGE (RS. 500/-
5. Introduction of
a Health Insurance Scheme for Central Government employees and
pensioners has been recommended - Meanwhile, for the benefit of pensioners
residing outside the CGHS areas, CGHS should empanel those hospitals which are
already empanelled under CS (MA)/ECHS for catering to the medical requirement
of these pensioners on a cashless basis. All postal pensioners should be
covered under CGHS. All postal dispensaries should be merged with CGHS.
6. 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 various circumstances relating to
performance of duties, to be applied uniformly for the defence forces personnel
and civilians including CAPF personnel.
7. New Pension System: The Commission
received many grievances relating to NPS. It has recommended a number of steps
to improve the functioning of NPS. It has also recommended establishment of a
strong grievance redressal mechanism.
8.. Performance Related Pay: The Commission has recommended
introduction of the Performance Related Pay (PRP) for all categories of Central
Government employees, based on quality Results Framework Documents, reformed
Annual Performance Appraisal Reports and some other broad Guidelines. The
Commission has also recommended that the PRP should subsume the existing Bonus
schemes.
J.SUKUMAR
EX.GENERAL SECRETARY
AISBCE UNION
MADURAI-625016
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