A study on difference in Fitment benefit for 7th Pay Commission Pay Fixation in the case of principles of 5th CPC Pay fixation is adopted in lieu of Fitment Benefit in the form of Grade Pay System evolved by 6th CPC

Fitment benefit in the form of Grade Pay provided by 6th CPC was computed based on highest pre-revised pay in each of the pre-revised Pay Scale – Fitment benefit advocated by previous pay commisions were reckoned with Pre-revised basic Pay drawn on the effective date of CPC

While Central Government Employees keep their fingers crossed after 7th Pay Commission finished all the interaction sessions with the Employees Federations and started finalising its report to be submitted to Govt, many surmises and speculations have already started filling the air through Internet and through word of mouth about possible 7th CPC pay fixation methods.

Some of those 7th Pay Commission rumours are as follows

• There will be no running Pay band and Grade Pay System
• The Minimum Pay will be Rs. 21000
• The uniform multiplication factor for arriving revised pay will be 2.86
• The Criteria for retirement age will be either completion of 33 Years of service or at the age of 60 Years whichever is earlier.

Interestingly, these rumours are spread out this time carry the tags as “inside information provided by Employees federations which participated in the 7th Pay Commission meetings”. The very character of a rumour is, it may be true or false. God only knows.

Among these, the unconfirmed news that 7th Pay Commission is to discard Pay Band – Grade Pay System may be affecting the Pay Structure of Central Government Employees very much if it is true.

In fact this is an off-shoot of proposal moot out by Confederation of Central Government Employees and Workers in its reply to 7th Pay Commission Questionnaire

In this background, we made an analysis as to whether discarding of Grade Pay System would be beneficial to Central Government Employees.

As per the proposal of Confederation, the Pay Band and Grade Pay system evolved by the 6th CPC brought about innumerable anomalies and the same has to be replaced by the Pay scale structure, which was in vogue prior to the implementation of the 6th CPC.

What was Pay Scale Structure prior to 6th CPC ?  How fixation pay was made in that pay scale ?

Obviously, Pay Scale Structure contemplated by Confederation is 5th Pay Commission Pay Structure which is the Pay Structure prior to 6th CPC pay Structure.

Now, let us have a look at the 5th CPC Pay Structure and how pre-revised 4th CPC Pay was revised and fit into the same.

5th Pay Commission Pay fixation Method :

As per Central Civil Services (Revised Pay) Rules 1997 which was notified by Ministry of Finance for implementation of 5th Pay Commission Report, Revised Pay Scales against 4th CPC pay scales are as follows

Further, 5th CPC revised pay of Central Government Employees was worked out by adding DA as on 01.01.1996, two installments of Interim Relief (IR-1 and IR-2) and 40% of pre-revised basic pay with Pre-Revised Basic pay drawn as on 01.01.1996. Then resultant revised basic pay was stepped up to nearest incremented pay in the revised 5th CPC pay scale against the existing 4th CPC pay scale in which the pay was drawn. The following illustration would provide clear cut idea about 5th Pay Commission Pay fixation method

Illustration for 5th Pay Commission Pay fixation

From the above it could be found that fitment benefit of 40% is calculated using the pre-revised basic pay received by an employee as on 01.01.1997. On the contrary, in the case of fitment benefit allowed by 6th Pay Commission in the form of Grade Pay, it has been calculated at 40% of highest Pay in each of 5th CPC Pre-Revised pay scale.

6th Pay Commission Pay Band and Grade Pay hierarchy

We are of the view that if the 7th CPC fitment benefit is calculated on the basis of existing pre-revised pay as in the case of 5th CPC then revised 7th CPC pay would be lesser than the revised 7th CPC Pay calculated by adopting the methods 6th CPC, in which grade pay (fitment benefit) has been arrived at on the basis of highest pay in the pre-revised pay Scale.

At the same time it may not be viable to arrive 7th CPC fitment benefit on the basis of highest Pay in each of Pay Band as 6th CPC Pay Band Structure has been designed in such a way that each of the Pay band accommodates many 5th CPC Pre-Revised Pay Scales

However, even after discarding Grade pay System, if the fitment benefit for 7th Pay Commission Pay revision is provided on the basis of highest pay in the fitment table provided vide O.M 1/1/2008-IC dated 30.08.2008 for the each of the 5th CPC Pre-Revised Pay Scale, then it would be Pay wise beneficial to Central Government Employees.

We invite valuable opinion of readers in the form of comments to this article so that pay fixation method beneficial to CG Employees community can be highlighted

Source: gconnect

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Well organised & impressive presentation on the issues of Technical Supervisors/ Supervising Engineers jodhpur, 12th Dec, 2014

IRTSA delegates met 7th Central Pay Commission and presented a strong case on the demands pertaining to Technical Supervisors / Supervising Engineers.

Through an exclusive well organised and impressive Power Point Presentation and an exhaustive inter action with the entire Pannel – including the Chairman and all Members of the Commission.

The team included the following Senior CEC Members of IRTSA:

1. Er.Darshanlal, Working President / IRTSA
2. Er.K.V.Ramesh, Seniorjoint General Secretary/ IRTSA
3. Er.O.N.Purohit, Central Treasurer/ IRTSA
4. Er.M.K.Bhatnagar,Zonal Secretary IRTSA RCF
5. Er.jatana, joint General Secretary/ IRTSA
6. Er.j agatar Singh, joint General Secretary/ IRTSA

1. In his introduction speech Er.Darshanlal, Working President IRTSA thanked 7th CPC for giving the chance for oral evidence and explained about IRTSA & the category. He said that apex category of Technical Supervisors had received raw deal always and their pay scale, promotional avenue are grievously inadequate. Graduate Engineers recruited in the GP of Rs.4600 remains in same Grade Pay without any promotion & 1 Es after getting one promotion to SSE remains in same Grade Pay for many years. He also told that proposal sent by Railway Board to Finance Ministry to upgrade the Grade Pay of SSE has not understood well and returned back. MACPS have not brought expected relief and motivation o the category. Group ‘B’ (Gaz) recommended by Pay Commissions were not implemented in Railways. He also told that SSE scale has been downgraded compared to others and there is heretical confusion.

2. Er.K.V.RAMESH, SeniorJGS / IRTSA made a Power Point Presentation on main demands pertaining to Technical Supervisors / Supervising Engineers. (A copy of the PPP is placed on the Website of IRTSA)

Following main points were explained in the PP presentation

1. Direct responsibility shouldered by the category in Production, repair maintenance of rolling stock, locos, P.Way, Bridges, Power distribution, Signal & Telecommunication, machinery plant & equipments, Design Drawing, Chemical & Metallurgical lab, Stores, IT etc were explained.

2. Hierarchy of Technical Supervisors in Indian Railways – Supervision of Five grades of Skilled & semi skilled besides ministerial category including Chief Office Superintendent etc.

3. Determination of new Grade Pay / Pay scale by job Evaluation duly taking into account Duties, responsibilities and accountabilities shouldered by each category / post and Technical categories which shoulder direct responsibilities who should be placed one grade higher than-non technical supporting categories (as prior to 5th CPC).

4. a. Replacement Grade Pay of Rs.4800 to j E and Rs.5400 to SSE.

b. Similarly placed posts of CMA, DMS & j E/ IT should be granted the pay at par with Junior Engineer.

c. Similarly placed posts of CMS, CDMS & SE/ IT should be granted the pay at par with Senior Section Engineer.

5. Disturbance of vertical relativity between JE and Sr.Technician who work under J E in violation of 5th & 6th CPC recommendations were highlighted.

6. Categories which were in the Pay Scale of 425-700 during 3rcl CPC are placed in the GP of Rs.4800] 4600, whereas I E-I who were in the pay scale of Rs.550-750 are placed in the GP of only Rs.4200.

7. Disregard to Duties & Responsibilities shouldered by SSE.

8. Exclusive pay scales (Rs.840-1040 & 840-1200) recommended by 3rd CPC for Technical Supervisors were diluted and many categories who were in two grade below are placed in GP Rs.5400/ 4800 by 6th CPC.

9. Scale of SSE was placed over Group ‘A’ & Group ‘B” posts previously but now degraded.

10. Un-just multiplication factor adopted by 5th CPC and the disadvantage carried through to 6th CPC.

11. Highest Recruitment Qualification of Gradate in Engineering with one year training and stagnation of Engineering Graduates in recruitment grade for more than 20 years.

12. Discrimination in the Grade Pay of CMA-l which has the element of DR with Gradate in Engineering.

13. Incumbents of SSE, CMS, CDMS & Sr.Er/ IT are stagnated in same grade till 4th CPC.

14. Meager number of Posts in Group A & B vis-a-vis Group C on the Railways as compared to all other Central Government Departments.

15. Promotion chances limited to vacancies arising in 4200 Group ‘B’ posts.

16. Non implementation of previous pay commission recommendations DoPT orders on classification of posts as Group-B Gazetted.

17. Posts carrying similar functions have to be given the same classification as per DoPT’s submission to 5th CPC.

18. Cadre restructuring didn’t bring any relief to senior supervisors (SSE/ CMS/ CDMS).

19. Number of Gazetted posts increased by 36% in other Govt. Departments over last 8 years, but not in Railways.

20. Necessity to have combined cadre structure for Group ‘A’, ‘B’ & ‘C”.

21. Requirement of higher number of managerial posts to meet out the increased plan outlay of Railways during 12th plan and to manage huge outsourcing.

22. Anomalies and Improvements required to be done in MAPCS & Time bound promotions to Technical Supervisors/ Supervising Engineers.

23. Allowances pertaining to the category.

Source: IRTSA

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