Revised Standard Operating Procedure (SOP) on Fixation of Pay of Gr. A & B in ESIC field offices
ESIC
Sub : Revised Standard Operating Procedure (SOP) on Fixation of Pay of Gr. A & B in ESIC field offices.
Competent Authority has approved the following revised Standard Operating Procedure (SOP) for Fixation of Pay of Gr. A & B (Ministerial / Medical / Nursing / Paramedical) Officers in ESIC offices:
1. Local Administration Branch / Medical Administration Branch of Regional Office / Sub Regional Office/ ESIC Hospital etc. to put up pay fixation proposals and Head of Office to approve with concurrence of Local Finance where Deputy Director (Fin.) or above ranked Finance Officer is posted. Where Finance Officer of Deputy Director or above rank is not posted, there Deputy Director (Fin.) or above ranked Finance Officer posted in the Region to concur the pay fixation on receipt of proposals with comments thereupon by the Finance Officer of the office from where the proposals originated.
2. In case of non-availability of Finance officer in the cadre of Dy. Director and above, the proposal may be sent for financial concurrence in following manner:
i. Regional Office to Model Hospital of the Region / nearest ESIC Hospital in the Region / SRO of the Region where Deputy Director (Finance) is posted.
ii. Sub Regional Office / ESIC Hospital to Regional Office.
3. Internal Audit team (other than the same office) to compulsorily check the correctness of pay fixation and incorporate a certificate in the prescribed proforma(annexed). Region, where only one Audit team is available i.e. other than the same office Audit team is not available, such pay fixation case may be sent to ESIC Hqrs. Office for vetting. For example, if only Regional Office has Internal Audit team in a Region, then the Internal Audit team of Regional Office may vet pay fixation cases in all other offices of the Region and Pay fixation cases of that Regional Office may be sent to Hqrs. Office for vetting.
This issues with the approval of Financial Commissioner.
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