7th CPC report has been submitted to Finance Ministry for
implementation.  The recommendations made by the 7th CPC about PRIS is given below.

Performance Related Incentive Scheme (PRIS)

PRIS is operational in Departments of Atomic Energy and Space. PRIS is a variable component of pay and is awarded on the basis of the performance of individual/ group/organization, measured against goals set for a given period of assessment. PRIS is non- additive and non-cumulative. The form of PRIS envisaged is organization and design specific and is payable as a cash incentive either when it becomes due or on a monthly/quarterly/annual basis. It is based on the principle of differential reward for differential performance. The scheme is transparent and centrally implementable. The Scheme has three components- Organizational, Group and Individual.

Organizational PRIS

Organizational PRIS or PRIS (O) is awarded to all personnel in the
department and its constituent units based on accomplishment of various objectives at the organizational level, in the form of Special Allowance at the rate of 20 percent of pay, payable on a six monthly basis and subject to fulfilling the following eligibility criteria:

• Attendance of not less than 175 working days during the preceding financial year.
• Incentive shall not be admissible for the period of EL/HPL/Commuted Leave etc. availed singly or in combination, in excess of 30 days during the financial year for which the organizational incentive is otherwise payable.
• APAR grading should be Good/B+ or above.
• Should not be under suspension or deputation.

Group PRIS

Group PRIS or PRIS (G) is awarded to all employees belonging to
specific groups identified in all Units of the Department–scientific,
technical, administrative and auxiliary, exhibiting excellence which
have significantly contributed towards the realization of the
organizational objective in a particular year, in the form of Special
Allowance at the rate of 10 percent of the basic pay of the individual
during the financial year, based on annual assessment and which is
further subject to fulfilling the following eligibility criteria:

• Overall grading in APAR of the preceding reporting year should be Very Good or above.
• For SC/ST personnel, the same should be Good or above.
• Other criteria remain the same as PRIS (O).

Individual PRIS

Individual PRIS or PRIS (I) are variable additional increments
granted to all eligible Scientific and Technical personnel at the time
of promotion in recognition of individual meritorious performance
subject to fulfilling the following eligibility criteria:

• Variable increments awarded to Scientific and Technical personnel are specific to the Grade.
• An employee will enter into PRIS (I) only after the first merit promotion.
• A promoted candidate should not get less PRIS (I) increments than what the candidate was drawing before the effective promotion date.
• Eligibility condition of 175 working days is not applicable for grant of PRIS (I).
• The DPC/Standing Selection Committee, after considering the total length of time taken by an employee to earn promotion, will recommend the total number of variable incentives payable under PRIS (I)
• Up to six increments can be recommended to the officers in the grade of Scientist H and above (except Officers at Apex Scale), four increments to the officers in the grade of Scientist C to Scientist G and maximum three increments to Technical Staff.
• Variable increment will be multiple of one increment, but subject to the ceiling of Rs.10,000 per month.
• The amount of incentive increment payable as PRIS (I) has no
  relation with the normal rate of increments under pay fixation/annual increment.

The Commission has been informed that of the three components, only PRIS (O) and (I) are under implementation and that PRIS (G) is yet to be awarded.

Demands

Associations of scientific staff in Departments of Atomic Energy and
Space have submitted that PRIS, as presently implemented, has gone a long way in arresting attrition and accordingly need to be continued.
They have however sought an increase in the incentive percentage of PRIS (O) and PRIS (G) as lately the attrition rate has somewhat increased.
They have also demanded extension of PRIS (I) to the apex level posts of the organizations presently covered under the scheme, the stated justification being that Heads of Organization have a critical role to play in the formulation and implementation of scientific policy of the government. The associations have also requested extension of PRIS (I) to the entire department instead of limiting it to the scientific cadres. Demands have also been made for exempting Medical Leave for fulfilling the conditionality of attendance for being considered eligible for grant of PRIS (O) and PRIS (G). A demand has also been placed to extend PRIS to DRDO.

In response to a query, current data on attrition rate was supplied
by Departments of Atomic Energy and Space, as well as DRDO. The
attrition rate, defined as the number of scientists resigning/taking VRS during a year as a percentage of total scientists on the payroll at the end of that year, is shown in the table below:

From the table above it is seen that attrition rate has been on
decline in all the three scientific departments which would be partly
due to PRIS and partly due to salary increase after VI CPC.

Analysis and Recommendations

It is noted that contrary to the assertion by Departments of Atomic
Energy and Space, the attrition rate has continued to fall. Therefore,
while the Commission sees merit in continuing with PRIS for arresting attrition in these organizations, it is not in favour of increasing the incentive percentage. The PRIS (O) and PRIS (G) taken together already amount to 30 percent of the basic pay, which is substantial. This would be more so when the rise
in pay levels post implementation of VII CPC recommendations is taken into account. The demand to bring apex level functionaries under PRIS
(I) is not supported as Heads of Organizations have sufficient incentive to perform being in the position they are in and like others are already the beneficiaries of PRIS (O). The Commission is also not in favour of extending PRIS (I) to non-scientific staff. The demand for exempting medical leave from the eligibility conditions of PRIS is a matter that may be dealt with administratively. The Commission also does not recommend extension of PRIS to DRDO as they have a separate system of variable increments in place which is similar
to PRIS (I).
Source: gconnect.in

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The Tamil newspaper Dinamalar recently published an opinion of one of its readers about Performance Related Incentive Scheme.

According to the write-up, based on the recommendations by the Sixth Pay Commission, the scheme had been introduced more than five years ago in select central government departments like atomic energy, space research and defence.

The scheme has already been implemented in atomic energy, space research and scientific and technical research departments under the name of “Performance Based Incentive Scheme”. As a result, there has been tremendous improvement in the productivity and output of these departments.

One can use the Right to Information Act to find out how the performance is evaluated and details regarding promotions. The annual performance appraisals submitted by the employees and the feedback and comments marked by their senior officials are now declassified and are accessible to all. The employee is evaluated based on the annual targets, and the amount of work accomplished that year.

Options have been created to constantly improve management practices. Still, there are issues that need to be addressed. There is fear that such target-based appraisals would encourage unhealthy and selfish result-obsessed-performances, and discourage team spirit and selfless acts aimed at general welfare.

In order to successfully implement these schemes, it is very important for the management to be proactive, benevolent, focused, with clear thinking process, and very impartial.

In other words, a mere rod isn’t sufficient to control an elephant. One also has to have a properly qualified and trained mahout. Similarly, mere schemes alone wouldn’t bring the required transformation in the central government departments. They also need excellent management teams to implement them successfully.

Source: CGEN.in
[http://centralgovernmentemployeesnews.in/2014/06/a-readers-opinion-about-performance-related-incentive-scheme-pris/]

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By Bharti Jain, TNN | 10 Jun, 2014

NEW DELHI: With the Narendra Modi regime pitching for corporate work-culture in government departments, the department of personnel and training (DoPT) may soon write to all Central ministries and departments to incentivise efficient workers by naming their respective best employee of the month, organizing “off-site retreats” for the staff and facilitating their direct interface with the departmental head from time to time.

Though the incentive plan is already under implementation in the DoPT, most other ministries and departments are yet to take a cue and introduce similar norms to motivate their staff by rewarding the efficient among them.

The DoPT, as part of the initiative, confers the title of “employee of the month” to the highest achiever, decided by a committee of joint secretaries of the department. The employee of the month is rewarded a certificate of excellence by the minister concerned. Also, “off-sites” or ” DoPT retreats” are organised from time to time to discuss ideas and suggestion in a new and relaxed environment. Suggestions from employees, irrespective of their seniority, are encouraged through placement of suggestion boxes at vantage points across the DoPT office.
Besides, the personnel secretary has been meeting deputy secretary and director-level officers one-one-one, taking their inputs and suggestions on better functioning of the department.

“This incentive scheme for motivation of staff amounts is nothing but a stepping stone to corporatization of the government,” a senior DoPT official said adding that the department may now write to other ministries/departments afresh to introduce similar incentives.

Meanwhile, the DoPT also plans to implement competency-based human resource management for the higher and middle level official is in Central government departments. A pilot project is already underway in the DoPT, which has mapped the required attributes for most departmental posts and is in the process of matching them with the knowledge, skills, ethics and attitude of the incumbents. Any gaps will be analysed and filled through refresher training.

“Until now, the bureaucrats were selected for a post based merely on their service records. Now, under the competency-based HR management, the attributes of each senior post in government departments will be mapped and selection will be based on who matches these attributes best,” a DoPT official said adding that the new system may be introduced as soon as the DoPT pilot project is complete.

Source: http://economictimes.indiatimes.com

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There are more than 50 Lakh Central Government employees spread all over the country. The Department of Personnel and Training will soon launch a series of measures that would increase the efficiency of these employees which would directly and indirectly benefit millions of others. If performance based incentive is implemented, then the salaries of the Central Government employees will differ each year based on their performance. The scheme could either be implemented based on an individual’s productivity or on the department’s performance.

For more details click the link…

Source: 90paisa.blogspot.in
[http://90paisa.blogspot.in/2014/06/will-modi-government-implement-pris.html]

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Press Information Bureau
Government of India
Ministry of Personnel, Public Grievances & Pensions

05-December-2012 16:38 IST

Implementation of PRIS

The Performance Related Incentive Scheme (PRIS) is to provide pecuniary benefit over and above the regular salary, based on the targeted performance, out of the Non-Plan budgetary savings, for the Central Government employees.
Some Ministries and Departments have installed Bio-metric Access Control System in their offices. The instructions on punctuality envisage that necessary measures for enforcement of punctuality are to be evolved by the Head of Offices and Departments in the light of broad objective.

This was stated by Shri V. Narayanasamy, Minister of State in the Ministry of Personnel, Public Grievances and Pension and Minister of State in the Prime Minister’s Office in written reply to a question by Shri Baijayant Jay Panda in the Lok Sabha today.

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