8th central Pay Commission
F. No. 2/1/2023-JCA
Government of India
Ministry of Personnel, PG & Pensions
Department of Personnel & Training
Establishment (JCA) Section
Floor, ‘B’ Wing,
Lok Nayak Bhawan, New Delhi
Dated: 20-03-2024
OFFICE MEMORANDUM
Subject: Formation of 8th central Pay Commission – regarding.
The undersigned is directed to forward a copy of letter No. IRTSA/Memo-7 dated 26.02.2024 received from Shri R.V. Ramesh, General Secretary, Indian Railways Technical Supervisors’ Association on the subject mentioned above to Department of Expenditure for further necessary action.
Encls: As above.
(Gandharv Kumar Sandilya)
Under Secretary to the Government of India
Tele: 011-2469 4678
To,
Under Secretary (Admin)
Department of Expenditure
North Block
New Delhi
Formation of 8th Central Pay Commission – Demand quoting gist of recommendations of 3rd, 4th. 5th, 6th and 7th CPC about formation of permanent machinery / next pay commission
INDIAN RAILWAYS TECHNICAL SUPERVISORS’ ASSOCIATION
No: IRTSA/Memo-7
Date: 26.02.2024
Smt. Nirmala Sitaraman
Hon’ble Minister for Finance
Respected Madam, Vanakkam.
Sub: Formation of 8th Central Pay Commission.
1) Central Pay Commissions are being constituted at regular intervals of ten years, “to examine, review, evolve and recommend changes regarding the principles that should govern the emoluments’ structure including pay, allowances and other facilities/benefits, in cash or kind, as well as the specialized needs of various Departments, agencies and services, in respect of Central Government employees”.
2) 3rd, 4th and 5th CPCs recommended for constituting permanent machinery to undertake periodical review of the pay, allowances and conditions of service of the Central Government employees.
3) 6th CPC recommended for implementing its recommendations w.e.f. 01.01.2006, ten years period since the implementation of 5th CPC.
4) 7th CPC recommended that the pay matrix may be reviewed periodically without waiting for the long period of ten years. (Gist of recommendations of 3rd, 4th. 5th, 6th and 7th CPC about formation of permanent machinery / next pay commission is given in the annexure)
5) Since the implementation of 7th CPC recommendations w.e.f. 01.01.2016, many changes have taken place in Government functioning, performance & size of Indian economy, GDP growth, quantum of various tax collections, role of various government departments, inflation pattern, erosion of real wages due to inflation, condition of service, role of private sectors in public utilities and government’s regulation over them, number of employees in each department, number of employees covered under National Pension Scheme (NPS), considerable reduction in poverty, changes in consuming pattern of employees & general public, etc.
6) There are many legal cases pending across the country in various courts regarding anomalies in pay level, increment, pay fixation, promotions, MACPS, retirement benefits, etc, consuming precious time of Courts and affecting efficiency of Government functioning.
7) Efficiency in public services should not be compromised for any reasons. There should be a continuous improvement in quality of public service and scope for administrative reforms. New pay commission needs to be constituted for elimination of disparities/anomalies in salaries between different group of employees and for the reasons explained above. Sufficient time should be given to the Pay Commission to study all principles relating to pay & allowance, working conditions, promotional avenue, classification of posts, etc and to hear the views of every stakeholder including staff side.
8) It is therefore requested to constitute 8th Central Pay Commission immediately to enable it to have sufficient time to give comprehensive recommendations to clear all existing anomalies and without giving room for future anomalies.
Thanking you, with regards,
K.V. RAMESH
General Secretary, IRTSA
yogesh says
is there any chance of 8th cpc in 2026 ?
is the government considering this matter?
please reply
Mathew T Abraham says
Dont ask for pay commission till 2026. 7th CPC started in 2014 and implemented in 2016. If it implemented in 2018 we could have got better fitment formula as per DA in 2018 and the present basic pay might have been increased by 20% . Earlier pay commissions implemented two year after the due date and the maximum benefit given to the employees.
JESUDAS says
Dear Yogesh
This government will not consider the people request. They are for the rich people and their development. Middle and poor people have to die in this regime.
Mathew T Abraham says
In the discussion with the 7th pay commission all the associations demanded for scrapping the grade pay. Reason most of the association leaders where in the grade pay of 1900, 2000, 2400 and 2800 because they have not reached any post in the grade of gazetted. They where in the feeling that they are getting increase of 100 to 400 in promotions while the gazetted officers are getting 1000 or more in promotions. But they forgot the fact that in every promotion fixation and MACP fixation we were getting 3% plus difference in grade pay. Since it is discontinued in 7th CPC we are getting only 3% increase in pay fixation on promotion/MACP. The greatest loss occurred to the employees who are getting promotion from the post of UDC to Assistants. UDC have a grade pay of 2400 and Assistants have grade pay of 4200, the difference was 1800. So on promotion they were getting 3% plus 1800 benefit in basic pay in 6th CPC. Then the basic pay of UDCs around 13000 and 3% of that was only 390 but they were getting a benefit of 390+1800=2190 in basic pay. in 7th CPC the basic pay is around 40000 and they are getting a benefit of 1200 only now. Compare the benefit of 2190 in 6th CPC and 1200 in 7th CPC. The greatest foolery demand from the associations was stopping the grade pay. If it is continued with some more rationalization the benefit on promotion would have been doubled. More basic pay means more pension, gratuity, commutation, leave encashment, NPS contribution etc.
Kumar R.S. says
The structure of government hierarchies often presents challenges in terms of career advancement and data management. The lack of promotional avenues, complex procedures, and centralized data can hinder both horizontal and vertical mobility within the system. This rigidity may lead to a stagnation where employees are ‘typecast’ into specific roles with little opportunity for movement or growth. Such systems may prioritize uniformity over efficiency, potentially overlooking the contributions of diligent officials. Addressing these issues could involve reforming promotion policies to reinvigorate the appeal of career progression and ensuring equitable opportunities across different scales. Implementing these changes could help in recognizing and rewarding the efforts of hardworking individuals within the government framework.