National Anomaly Committee Meeting : Agenda Item 4

DISADVANTAGE TO EMPLOYEES ON PROMOTION FROM ONE LEVEL TO ANOTHER LEVEL ON IMPLEMENTATION OF CCS (REVISED PAY) RULES 2016.

As per Rule 13 of CCS (Revised Pay) Rules 2016, the fixation of pay in case of promotion from one level to another level in the revised pay structure shall be made in the following manner, viz; – “One increment shall be given in the level from which the employee is promoted and he shall be placed at a cell equal to the figure so arrived at the level of the post to which he is promoted and if no such cell is available in the level to which promoted, he shall be placed at the next higher cell in that level.

Earlier, till 5th CPC (6th CPC grade pay introduced, so this issue will not come), when pay scales were in force in the place of Grade Pay system, pay on promotion from one scale to another scale was fixed by giving one increment in the lower pay scale from which the employee was promoted and he was placed at the next above stage in the higher scale (promoted scale) and if the figure so arrived after giving one increment in the lower scale was equal to the same stage in promoted scale, then he was being placed at immediate next stage in the higher (promoted) scale.

It is clear that earlier rule was not only more beneficial to the employees but also it make their promotion comparatively charming.

After implementation of 6th CPC grade pay system, there was no question of fixation of pay either at equal or at next stage due to grade pay and percentage increment, which was much beneficial to the employees on promotion/upgradation under MACPS from one grade to another grade.

In the existing Pay Matrix the stages are same in most of the level such as Level 2 & 3, 6 & 7, 7 & 8, 6& 8 etc. In this situation, if an employee is promoted/upgraded under MACPS from one level to another level, his pay will be almost same as he may draw even without promotion.

For example – An employee (like senior Accountant) working in Level – 6 (erstwhile grade pay 4200) and drawing pay of Rs.47600/- (cell-II in Level-6) with effect from 01.07.2016 after annual increment, if promoted under MACPs to Level-7 (erstwhile grade pay 4600) or promoted to the post of Asst. Accounts office (AAO) to the Level – 8 (erstwhile grade pay 4800) with effect from 01.04.2017, his pay will be fixed as under, as per Rule – 13 of CCs (RP) Rules 2016 –

1. Basic Pay in the Revised Pay Structure (Level-6) – 47600
2. On upgradation under MACPS to Level – 7 – 49000
3. On Promotion to higher Level (AAO) Level – 8 – 49000
4. On drawing one increment (without any promotion
Or MACPS) in Level – 6                  – 49000

It can be seen that there is no improvement on promotion/upgradation, which will adversely affect the morale of the employees leading to increase in number of declination (forgoing) of promotion.

Necessary amendment in the Rule – 13 that ___ “on promotion/upgradation of an employee, if stage/cell on pay fixation is equal in the promoted/upgraded level, he shall be placed at the next higher cell/stage in the promoted scale (Level)” __ may be made.

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National Anomaly Committee Meeting : Agenda Item 5

REMOVAL OF ANOMALIES IN PAY MATRIX – PAY OF OFFICIALS DRAWING DIFFERENT GRADE PAY (HIGHER AND LOWER) ARE FIXED AT THE SAME STAGE IN DIFFERENT PAY LEVEL OF 7TH CPC PAY MATRIX

The Pay of officials drawing different grade pay is fixed in the same stage in different pay level of 7th CPC Pay Matrix

Example

The above table is depicting the pay fixation as per the Pay Matrix. The following anomalies may be noted.

(a) Revised Pay of an employee who has drawn 28300 (SL-I) higher basic pay in the pre-revised scale is fixed at the same stage (74300) than the employees who have drawn lower basic pay in the pre-revised scale (See SL-2, SL-3).

(b) Revised basic pay of an employee who had drawn 28470 (SL-4) higher basic pay in the prerevised scale is fixed at the same stage 74300 than the employees who have drawn basic pay in the pre-revised scale (See SL-I, SL-2, SL-3)

(c) Revised basic pay of an employee whose revised basic comes to Rs.81238 (SL-5) in the revised scale is fixed at a stage (83300) equal to the employees whose revised basic comes to 81212 (See SL 7,8,9)

(d) Revised basic pay of employees drawing grade pay of 4200, 4600, 4800, 7600 (SL-6,7,8,9) are fixed at the same stages from index Serial 9 to 20 (44900 to 62200) of Level – 6 (4200 GP), Stages from Index serial 1 to 12 (44900 to 62200) in Level – 7 (4600 GP) and stages from Index-2 to 10 (49000 to 62200) of Level – 8 (GP – 4800) are one and the same in the feeder cadre and promoted level. As a result officials who are promoted from Level 6 to 7 and from – Level 7 to 8 are the losers as their pay on promotion will be fixed in the cell which would be equal to the amount in the lower level after addition of one increment.

(e) An employees who is drawing more pay in the pre-revised pay is being fixed less in the revised pay E.g: Revised Basic Pay drawing 21320 with GP 5400 will be fixed at 69000 on 01.01.2016 (Level 10) where as basic pay of an employee drawing 21300 with GP 5400 will be fixed at 69200 on 01.01.2016 (Level -9)

(f) Similarly when an employee drawing 4600 grade pay (Level-7) is promoted under MACP to 4800 grade pay (Level – 7) is promoted under MACP to 4800 grade pay (Level – 8) there is no change in his revised basic pay as per pay matrix.

Construction of pay matric is done in such a way that on promotion in most of the cases the fixation falls at the same stage (even though pay level is lower and higher).thus the benefit on promotion works out to be mere one increment i.e. 3%, which the employee can get even without promotion as annual increment. If minimum benefit of two increments is not ensured on promotion, that will act as disincentive to the employees for accepting promotion.

The above anomalies are to be rectified.

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National Anomaly Committee Meeting : Agenda Item 6

GRANT OF INCREMENT TO THOSE WHO HAVE COMPLETED ONE YEAR SERVICE ON THE DAY OF SUPERANNUATION.

The demand for grant of one increment to those officials who have completed one year in service on the day of Superannuation (on 30th June/31st December) was not accepted on the technical plea that completion of one year on the stipulated dates of 30th June and 31st December will come into effect only when the day is over and on the next day the official will not be on duty due to retirement. For drawal of increment one has to be on duty. The fact that the official has completed one year is undisputed. As such an anomalous situation arises in the case of those Government servants who retires after completion of one year service on 30th June and 31st December, as the case may be, inspite of the fact that they have completed one year of service which are countable for increment, had the official be in service on 1st July and 1st January.

In order to set right this genuine anomaly, the Government of Tamilnadu has issued an order vide GOM No. 311 dated 31.12.2014. As per that order, a Government servant whose increment falls due on the day following superannuation, on completion of one full year of service which are countable for increment under Fundamental Rules may be sanctioned with one notional increment at the prescribed eligible rate, purely for the purpose of pensionery benefits and not for any other purpose.

It is submitted that the anomaly existing in Central Government Services may be rectified by issuing a similar order as above.

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National Anomaly Committee Meeting : Agenda Item 7

ANOMALY IN THE APPLICATION OF INDEX RATIONALIZATION

In para 5.1.18 of its report, the 7th CPC has stated that the Level in the Pay Matrix would hence forth be the status determiner. In Para 5.1.19 it is stated that the index of rationalization has been applied from pay Band- 2 onwards on the premise that with the enhancement of levels from Pay Band – 2 onwards the role, responsibility and accountability increase at each step in the hierarchy and that the proposed pay structure reflects the same principle. It has further stated that hence, the existing entry pay at each level corresponding to successive grade pay in each Pay band from PB-2 onwards, has been enhanced by Index rationalization.

It is clear from the above that each level in the Pay Matrix with successive higher grade pay, is higher in status than the previous one in terms of role, responsibilities and accountability. But the 7th CPC has applied uniformly the same index to all the posts in PB-I (2.57) PB-II (2.62) and PB-III(2.67). By doing this the commission has contradicted its own statement in para 5.1.18 and 5.1.19 quoted above. By applying the same Index of 2.57 to all the posts in PB-I, 2.62 to all posts in PB-2 and 2.67 to all posts in PB-3, the Commission has implied that all the posts in each of the Pay Bands 1, 2 and 3 carry the same duties, responsibilities and accountability, which is wrong, anomalous and unjust as the successively higher posts in each Pay Band with higher Grade Pay are at higher level in the Pay Matrix, carrying higher duties and responsibilities, Logically, higher ratinalisation indices should have been applied to the higher posts in each of the Pay Bands, including PB-I. Due to this the higher posts in PB-I to 3 has suffered a reduction in pay and pension which is unjust and goes against the basic principle laid down in paras 5.1.18 and 5.1-19 of the report of the Commission. This injustice and anomaly should be removed.

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