Suggestions - All India Railway Engineers Federation
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Sixth Central Pay Commission:Suggestions
User Name: All India Railway Engineers Federation Jhansi
Comparison with public/private sectors
Should there be any comparison/parity between pay scales and perquisites in Government and the public/private sector?
Yes, that should be. It is natural. This has always been present between the people of same status, breathing in same geographical section and living in same socio-economic-political environment. The total emolument of pay on hand plays a vital role in deciding the status of an individual in society. In spite of so many merits & demerits of Private /Public sector over Govt. sector these comparisons will always remain in society. The existing social and political scenario has drastically changed the dignity of govt. sector. The new generation is more dynamic, calculative & result oriented and prefers pay & perquisites at the moment.
Is it possible to quantify all other benefits, excluding pay, derived by employees in Government and the public and private sectors from security of tenure, promotional avenues, retirement packages, housing and other invisibles? In view of these benefits, can there be any fair comparison between the salaries available in the government vis-à-vis the salaries in the private sector?
The scene of security of tenure is only make a slight difference between both sectors for an employee. The introduction of New pension scheme has also narrowed the difference between two sectors. At present reputed Public /Private sectors are providing better promotional avenues, retirement benefits, Housing Accommodation / HRA, Medical, Travel & other facilities than Govt. sector. Private /public sector compensate the sense of security by higher salary. As such, even after quantifying all other benefits, employees in Govt. are behind the private sector in respect of total emoluments including quantified benefits.
In order to ensure a fair comparison based on principles of equity and social justice, would it not also be appropriate to take into account the economic conditions of large sections of the community that are less privileged than Government employees and many of whom live below the poverty line?
This less privileged & below poverty line sections of society should not be ignored for equality and social harmony. This can only be done by enhancing the income of lower section and cut-shorting the income of very highly privileged section. The main cause for not improving the condition of this section is the excessive non-productive expenditure & non-implementation of rural & urban development plan in true sense. As such, the benefit of the development schemes have not reached to these people for whom it was made. The corruption, bureaucracy made the condition worst. A major percentage of national income should be allocated towards Job oriented education, Agriculture, small industry, housing & slum rehabilitation particularly in rural area. The less privileged and below the property line large section, is due to un checked limitless population growth and policies of the government, for carrying out govt. jobs on contractual basis. As such the principle of equity in context of less privileged and below poverty line section is not justified.
International comparisons
Some countries have raised civil service pay scales almost to levels prevalent in the private sector on the hypothesis that a well-paid bureaucracy is likely to be honest and diligent. To what extent would such a hypothesis be valid and how far would such a course of action be desirable?
How ever the matter not pertains to the jurisdiction of Association, but higher salary is not the only criteria to remove corruption. It may be a tool. It depends on the society and working environment in which an individual lives and works. However, it is a bare fact that present pay structure is not enough to maintain a level of Civil Services / UPSC services/ Central Govt. Services in comparison to international salaries & public /private sector where in some organizations CEO / Directors are getting up to 280 lakhs and the top most salari in of Govt. of India is only a maximum of 7.0 lakhs only. Naturally the raising of pay scale equal to private sector will raise the honsety and dilligent but it should be added with the accountiblity for the job.
Impact on other organizations
Salary structure in the Central and State Governments is broadly similar. The recommendations of the Pay Commission are likely to lead to similar demands from employees of State Governments, municipal bodies, panchayati raj institutions & autonomous institutions Their paying capacity is considerably limited. To what extent should this factor be considered in devising a reasonable remuneration package for Central Government employees?
Almost all the state Govts. & such other bodies are already paying better scales and promotional avenues than Central Govt. to their employees in reference to the 5th CPC. This question has been also has arisen by 5th CPC but states have shown their capability by paying better pay scales & promotional avenues to their employees (Annexure -1). As such there should not be any doubt to 6th CPC in this regard. Actually matter of concern is that, the Central Govt. should have no any package below the state Govt. It is to state that there are many states paying more wages to their JEs/BDO /Nayab Tahsildar, once who were in lower scale to JEs of central till 3rd CPC (annexure-1)
Salaries
How should we determine the salary to be paid to a Secretary in the Central Government? Please suggest an appropriate basic pay for a Secretary? Can appointment to this post be made on a contractual basis where salaries and tenure are linked to the performance in terms of achieving defined targets?
The question does not pertain to the association.
What should be the reasonable ratio between the minimum and the maximum of a pay scale?
It should be 1:8 only.
Is it necessary to persist with a pre-determined minimum-maximum ratio on ideological considerations? Or is it more important to ensure efficient administration by preventing flight of outstanding talent from Government?
Pre-determined minimum-maximum ratio is essential as guide line for pay determination. Talent grows in free and fair environment, which rarely available in Govt. sector. In present socio-economic-polical scenario, working environment, an outstanding talent in Govt. service either will be condemned or he will leave the job.
Relativities
Employees in the Secretariat and analogous establishments are entitled to higher pay scales than the corresponding field functionaries. This was supposed to compensate them for the loss of certain facilities available to them in field assignments and the extra effort required for decision-making at the policy level. Are these factors valid even today particularly in the context of decentralization and devolution of administrative powers? Is this discrimination between field and secretariat functionaries even justified today?
There is discrimination. Those posted in fields, should get more emoluments to compensate 24 hours hazards duty, posting at small cities and at remote locations, deprived of better education for their children's and other facilities provided in Metro /big cities, risk on life due to dealing in with non-social element & indifferent people etc.
Group-A Services
Is there a case for a Unified Civil Service, merging therein all Central (both technical and non-technical) and All India Services, allowing vertical and horizontal movement ? Or should there be two distinct streams, one embracing all the technical services and the other for non-technical services?
Today is the age of science & technology . A country can not rise in absence of a technical hand ( May be bureaucrat or technician ) but can rise in absence of non technical persons. Sadly, it is not in our country. Here, Scientists, Engineers, inventors, Doctors & other outstanding technological experts are being dominated by the non technical bureaucrat's. Actually the technical people are filling suffocation. As such, there should be vertical & horizontal movement merging all central and All India Services.
Do you feel that the pattern of pay scales for all Group A Services should be redesignated so as to attract candidates of the requisite caliber? Keeping in view some of the compensation packages being offered to fresh professionals by the private sector, what emoluments would you suggest for an entrant to a Group-A Service in Government?
Pay scales for all groups (A,B,C &D) services should be re-destinated. The minimum grade for group 'A' and group 'B' should start from R40000 / or above with 5% increment.
Professional personnel
Should there be a higher compensation package for scientists in certain specialized streams/departments like Department of Space, Department of Atomic Energy? If so, what should be the reasonable package in their case?
Since grievances of these specialized field not known to us, hence no comments.
Classification of posts
Presently, civilian posts in the Central Government are classified into four Groups (A, B, C and D) with reference to their scales of pay. The Fifth Central Pay Commission had recommended their reclassification into Executive, Supervisory, Supporting and Auxiliary Staff. Would you suggest any changes in the existing classification or should the classification recommended by Fifth Central Pay Commission be adopted with/without modifications?
The classification suggested by the 5th PC was good enough but not been implemented in Railway. 5th PC suggested that supervisory staff will be at grade 6500-10500 and above and it will be in Group B. In Railway JE is the supervisory post but it was kept in supporting personnel’s grade. In terms of changing pattern of recruitments and enhancement of qualification for recruitment, it is suggested to minimize the auxiliary staff and minimum basic pay for the auxiliary staff should at-least be started from Rs.12,000 /- per month (Min.) to upgrade their standard of living as per the current trend of inflation.
Restructuring of Group C & D posts
Should all lower Group C functionaries in the Secretariat be replaced by multi-functional Executive Assistants, who would be graduates and well versed in office work, secretarial skills and use of modern office equipment including computers? Should Similar arrangements can be evolved for Group C posts in other organisations of Government?
Since this is the time of multi-skilled functionaries, it is quite relevant to use services of Degree / Diploma Engineers, as Executive Assistant. As many multi nationals or PSU had adopted the formula of multi-skilled personnel who may work in the field unit and in spare time update all records/ performance charts and reports on computer. The technical assistant or Drg. / Design / other technical staff attached to the Sr. / Top Executive are also the same case as Executive Assistant as pointed out in the question. Other clerical staff may also be replaced with the multi-skilled technocrats in the technical departments like in Railway where in five major technical departments i.e. Engineering, Signal and Telecom, Mechanical, Electrical and recently introduced I.T. Deptt. are having scope for utilization as multi-skilled technocrats in place of non-technical clerical staff
Should a similar regrouping of Group D staff into fewer categories capable of performing diverse functions also be carried out?
It is suggested to minimize at least 50 % group D staff and upgrade / replace them with ITI holder giving them group C status. Like in Railway Trackman post may be upgrade to ‘Fitter (track)’ with group C status how ever the requirement of work will remain the same but a basic work of maintaining track will be upgraded when basic initial qualification of employee will be upgrade. In all technical stream, all the present vacant post of group D staff may be filled with the minimum qualification of 10th std. or 8th with ITI holder further and 50% of existing posts may also be upgraded to group ‘C’ after screening and on qualification basic & out of remaining 50 % only 40 % post will have to be upgraded in phased manner. Only 10% post are required to be maintained / retained further in group D only to accommodate raw hand comes to the service on compensation ground.
Pay Scales
How should a pay scale be structured? What is a reasonable ratio between the minimum and maximum of a pay scale?
The ratio between minimum & maximum should be 1:2 with an increment of 5% of the minimum and span upto 20 years. Pay scale should be structured on the basis of basic need of a family and the status required to be maintained as per the dignity of post keeping in view the rate of inflation, socio-economic situation, de valuation & full convertibility of Rupee, Repo rate, cost real state and GDP etc.
The successive Pay Commissions have progressively reduced the number of distinct pay scales. The number of scales has therefore come down from more than 500 scales at the time of the Second Central Pay Commission to 51 scales before Fifth Central Pay Commission, which was brought down to 33 scales by the Fifth Central Pay Commission. The reduction in the number of pay scales brings in attendant problems like the promotion and the feeder grades coming to lie in the same pay scale, etc. Do you feel whether the existing number of pay scales should be retained or increased or decreased or whether the same should be replaced by a running pay scale?
Association is of view that there should be maximum 20 pay scale in place of existing 33 with an opportunity to retire atleast after 4 promotion for equality & social harmony.
Increments
What should be the criteria for determining the rates and frequency of increments in respect of different scales of pay? Should these bear a uniform or varying relationship with the minima and/or maxima of the scales?
The rate of Increment should be 5% of the minimum of the grade and should be uniform irrespective of irrespective of maxima & minima of the pay.
Revision of pay scales
Is there any need to revise the pay scales periodically especially when 100% neutralization for inflation is available in form of dearness allowance?
Yes, it should be revised because in enhancement in pay scale provides better status, perks and facility. Lesser number of pay scales enhances the promotion/ ACP prospects. allowances should not be in the form of percentage but in the form.
How should pay be fixed in the revised pay scales? Should there be a point-to-point fixation? If not, please suggest a method by which it can be ensured that senior personnel are not placed at a disadvantage vis-à-vis their juniors and due weightage is given for the longer service rendered by the former
It should be point to point fixation. While arriving on the pay slab in the new pay scale, one should be given the same number of increment in the new pay scale as he earned in the old pay scale.
Compensatory Allowances
Is City Compensatory Allowance a sufficient compensation for the problems of a large city? If DA and HRA provide full neutralization, do you think CCA should continue? Is there a need for changing the basis of classification of cities and the rates of CCA? If so, please suggest the revised basis and rates.
D.A. and H.R.A. does not provide full neutralization. To meet the extra expenses of big cities like transportations, expensive localities, expensive school / collage educations, expensive essential regular commodities like milk, vegetables etc. the present City compensatory Allowances is not found sufficient. To compensate the expenditure the population of city should not be the only criteria for CCA but there some more factors should also be considered / linked like per capita income of resident, local Municipal / Corporation taxes on properties / shops, rate of transportation means, percentage rates hike on compulsory commodities comparative to national price index, Petrol / Diesel price in the city and add some other factors to decide the rate of CCA at a particular city. At current time the Banglore is more expensive to other A1 class city like Kolkata. Noida is more expensive than other part of Delhi. The Rate of CCA should be revised after every 3 years. The CCA rate should be @ 5% , 4% , 3% & 2 % of the basic pay for A-1, A, B-1 / B-2 & C class cities respectively. The classification of cities should be revised after a certain tenure. The basis of revision which is population, should be counted more correctly.
Pay and perquisites for Armed Forces
What should be the basis for determination of pay scales for Armed Forces Personnel? What percentage weightage should be assigned to (i) parity with civil services, (ii) comparison with private sector, (iii) special and hazardous nature of duties, (iv) short career span and (v) restricted rights?
This does not pertains to the Association.
How should the pay of a soldier, sailor and airman be determined? How should it relate to the minimum wage in Government and the pay of a constable in paramilitary or internal security forces?
This does not pertain to the Association.
Abolition of feudalism
Should all vestiges of feudalism in the country like huge residential bungalows sprawling over several acres, large number of servant quarters, retinues of personal staff, bungalow peons, use of uniformed personnel as batmen or on unnecessary security or ceremonial duties etc. be abolished? Please make concrete suggestions.
Feudalism is a gift by britishers who ruled over India as lord. This should not be continued essentials one.
Specific proposals
In what manner can Central Government organizations functioning be improved to make them more professional, citizen-friendly and delivery oriented?
The Answer lies in 'Accountability', this should start from the top level down to the lower level. Accountability should be time bound & in terms of quality and quantity.
Please outline specific proposals, which could result in: (i) Reduction and redeployment of staff, (ii) Reduction of paper work, (iii) Better work environment, (iv) Economy in expenditure, (v) Professionalisation of services, (vi) Reduction in litigation on service matters, (vii) Better delivery of service by government agencies to their users.
(i) Accountability starting from top level down to bottom level. (ii) Time bound execution of work with fixation of responsibility for delay. (iii) Free hand for keeping material & man power for supervisors at the execution level. (iv) The clerical staff to be multi skilled and made accontable for delay in paper /file dealing. (v) The movement of file should be time bound for every table irrespective of the post. (vi) Proper on spot proper supervision of contractual work by the authorities irrespective of quality ,quantity & time frame. (v) Forced retirement of the sub-standard and non performing employees (vi) Reduction of paper work using computers LAN/,WAN & other technologies. (vii) Better work environment.
New concepts
Do you think the concepts of contractual appointment, part-time work, flexible job description, flexi time etc. need to be introduced in Government to change the environment, provide more jobs and impart flexibility to the working conditions of employees?
The above concept may be implemented on experimental basis for a certain period and further analyse the benefits and drawbacks in it.
For improving punctuality/introducing new concepts like flexi time, should biometric entry/exit be introduced?
The flexi time is a good concept but not only the entry and exit time control is sufficient to improve the Govt. Sector working. It is widely seen that some one, who is a good worker having rush of work where as those who are getting pay as pension having on burden being not sincere. The system not want to waste its energy to tight up such employee, who are neither good worker nor sincere to their assigned work. It is there fore suggested to provide out put generating system and an individual should be analyzed periodically not yearly and grading system of performance(A to E) should be introduced in place of ACRs, which should not be confidential but be circulated quarterly by the controlling officer so that efforts can be made to improve the working.
What steps should be taken to ensure that scientists, doctors, engineers and other professionals with sophisticated education and skills are retained in their specialized fields in Government? Should they be appointed on contract with a higher status and initial pay, advance increments, better service conditions, etc.?
There is great financial implications to be a Doctor, Engineers or to acquire professional diploma / degree. It is seen that these professionals are those who have high talent but in Govt. Sector they feel some limitations in their working, they feel that there is no requirement of talent but need follower, to say ‘yes sir’ only. The specific need is that they should be provided opportunity & freedom to use their skill.
Should there be lateral movement from Government to non-Government jobs and vice versa? If so, in which sphere(s) and to what extent ?
The horizontal movements may be permitted for a single spell of 3 to 5 year after 10 to 15 year of service, those willing for the same in this own interest at his own cost. The basic pay of such employee be freeze for the tenure of out service but his seniority will not be effected / loose. To replace such post experienced persons of that specific field may be posted on contractual basis for limited time frame which may be extended on need basis.
It has been suggested that existing Government employees should be encouraged to shift to employment on contract for specified periods in return for a substantially higher remuneration package. Would you agree?
There is a quite possibility of misuse of this act of Govt, hence not agreed.
Performance Appraisal
In what way should be present system of performance appraisal be changed? Should be ACR be an open document?
The existing ACR form in Railways should be revised for proper information. It should be filled twice in year and should be an open document.
How far has the introduction of self-assessment helped in the process of appraisal?
It is helpful and should continue.
Should appraisal be done for an entire team instead of for individuals?
Not for the entire team but for the individuals only.
In what manner can Government employees be made personally accountable for their acts of omission or commission, without any special safeguards? Would you recommend any amendments to Article 311 of the Constitution, Section 197 of the Code of Criminal Procedure, Section 17 and 19 of the Prevention of Corruption Act, 1988 and various rules relating to conduct of Government servants and disciplinary proceedings?
Govt. in most of the cases fails in court proceedings to finalize the charges framed against an employee. Govt. should think about it and develop a system so that all necessary formalities be made before framing charges against an employee with consultation of legal expert since an officer who frame charge having lack of knowledge regarding legal proceedings.
Holidays
Kindly comment on the appropriateness of adopting a five-day week in Government offices when other sectors follow a six day week. Please also state whether the number of Gazetted holidays in Government offices should be reduced? Please also comment on the appropriateness of declaring Gazetted holidays for all major religious festivals.
The present system of five days week & and Gazetted holidays may be continued. those working in offices in field with six day week system, should be compensated for the sixth day working in terms of some allowance.
What do you think is the state of work ethics and punctuality in Government offices? Kindly suggest ways of improving these.
Work ethics and punctuality can be maintained simply by enforcing the present rules strictly. It should be implemented for top level also to achieve better result.
