Should there be any comparison/parity between pay scales and perquisites in Government and the public/private sector?
In view of the prevailing socio and economic scenario, though absolute parity in pay and perks in Government, public and private sectors may not be realistic some sort of comparisons would not be out of place. The legitimate aspirations of a Government servant can not be ignored.
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-ŕ-vis the salaries in the private sector?
Most important benefits of Govt. service were job security and assured pension. The later has since been discontinued. These benefits are more than compensated in terms of better medical facilities, better housing, quality of life, secured working environment and high salaries available in public and private sectors . The CPMFS in particular, are the worst sufferers since have hardly been compensated for all the above factor including risk to life and arduous nature of job performed by them.
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?
It will not be appropriate to compare the Govt. servant with people living below the poverty line. Government which is considered the model employer, definitely has the privilege to select the cream of society for Government jobs. Despite several reservations and benefits given to the under privileged those who are still living below the poverty line nothing can be done unless the over all economic situation of the country improves with more job opportunities, which is a long drawn process. The salaries of Govt. servants cannot be determined on this account, as performance will always play most important role in the growth of society and the nation. An efficient and motivated bureaucracy can go a long way in bringing about overall development & growth.
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?
Raising pay scales of civil service at par with private sector as in other countries is definitely going to reduce the level of corruption and dishonesty and enhance efficiency. Methods like right to information, transparency, should be further increased which is going to curb the corruption in case corrupt officials are dealt with severely, once the pay structures are raised to the genuine level, the accountability can be enforced to the expected level. Surety of punishment and not severity is the key to preventing corruption.
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?
Basic needs like food, shelter and clothing are same for all employees. It is natural that every person has similar aspirations. Better salaries are going to attract better-educated, efficient and sincere workers. On the contrary, poor salaries are going to attract less efficient people. Exercising economy should not be detrimental to efficiency. However, there can be reduction in posts.
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?
Appointment to the post of Secretary can definitely not be on contractual basis. However, appointment to professionals, technocrats, doctors, engineers for ministry of health, ministry of finance, economics, technology etc. can be considered for giving impetus to the functioning of such ministries. Persons good in their fields can be hired on contractual basis to improve functioning of such ministries. Ministries dealing with foreign affairs, home affairs, personnel and training need to have officers who have expertise of administration behind them to manage the job/post. Salaries should be commensurate to the rank , society in which the officer is expected to live the status of people he is likely to interact so as to enable him to live decently , entertain respectably, educate his children in good schools and prevent the feeling of inferiority in comparison to people of his stature working in private sectors. The present salary definitely needs to be increased by at least 4-5 times to meet the aspirations of every Govt. servant. The salary of Secretary should be equal to mean average salary of 10 leading CEOs of the country.
What should be the reasonable ratio between the minimum and the maximum of a pay scale?
If we go back to the British Era where salaries were fixed keeping in mind the status of the bureaucrats, ratio of minimum and the maximum of the pay scales should be 1: 30. That will place a secretary at 1 lakh per month which can be reasonably comparable with CEO of any private or public sector after factoring in the other factors like perquisites, job security etc.
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?
Brain drain or flight of outstanding talent from Government is on the increase and is likely to increase further. Government has already failed to attract efficient, educated and eligible persons for Govt. jobs who are considered the pillars of development in terms of policy and planning which is further effecting the overall development of the country.
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 no comparison that can be drawn between the employees working in the field and those in the secretariat. The personnel of police in J&K, North East and Left Wing Extremists states and personnel of para militrary forces spend their entire life away from their families in extremely hazardous conditions living life on razors edge. They work for at least 20 hours a day, 365 days in a year without any rest or recuperation, but for leave they spent at home. They are deprived of all social activities, life's pleasant moments , entertainment or any semblance of normal life. Person working in a secretariat have fixed working hours , has a house to fall back, has time to look after his family, enjoys with his family and attends to his social, biological and felial responsibilities. There cannot be any comparison between an LDC of secretariat and Constable of the CPMF. It is mandatory to attract able bodied persons for defence of the country by placing the salary of a Constable of the Police or soldier of the army above that of an LDC or even an ITI, diploma holder.
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?
It is worth considering that all Group 'A' posts and all group 'A" Central Services should be merged to give parity in terms of pay and allowances and parity in promotions of all group 'A" officers should be empanelled at par with all other Indian Services and civil services. However, they should continue to grow in their respective departments or ministries to gain experience to manage higher positions. Integrated scale of pay and perquisites must be allotted for all central services and all India services to remove distortion and heart burning at various ranks. For empanelment of posts in Central Govt, Officers of equivalent seniority ( in terms of years of allotment) whether from IAS, IPS, CPMF, RPF, Revenue, Accounts etc. should be considered together. All top managerial positions in Government offices as well as PSUs which basically involve administration and supervision should be equally made available to all Group 'A" officers depending upon year of joining and subsequent empanelment, this will improve. Spirit of competition and bring to fair competent and dedicated administrators.
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?
It is imperative that pay scales of group 'A' Officers be re-designated if government wants to improve the functioning and attract candidates of required calibre. There have been an increase in instances of Group 'A' Officers leaving service immediately after basic training or sometimes later for better pay package. Hence, it is suggested that average salary of group 'A' Officers at the entry level must be attractive enough to stand to the social needs taking into account all the facilities like housing, transport etc.
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?
Yes, we fully agree that scientists, and doctors must be given salaries at par with their counter parts in private sector to prevent brain drain from government to private sector and it should be at par with their counterparts in Ranbaxy, Fortis, Appolo etc.
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?
There is no harm in classifying the present Group A,B,C,D. Executive, Supervisory, Supporting and Auxiliary staff since earlier classification reflects feudal Character of services. However, it is very important that certain positions in group'B' upgraded to Gazetted ranks to provide better status and job satisfaction in stenographic and ministerial cadre.
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?
This is indeed a very good proposal since it will enhance the efficiency of the functioning of the office and will also help to implement the scheme of performance related pay and Government will have the provisions of upgrading competent and efficient staff of C & D class to group 'B'. Number of pay scales must be also reduced and pay scales should be scientific , holistic and must be commensurate to the status of the employee. It must definitely change with every promotion giving sense of elation, financial upgradation and reflect recognition of the work.
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?
Increment should be at least 10-15% of the basic pay worked out in a scientific manner.
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?
In case the decision is taken to merge Dearness Pay and DA with basic pay once it reaches 100% and the DA automatically starts from zero. Ministry of Finance should take holistic view of the prevailing economic conditions price index etc. to fix increase of DA.
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-ŕ-vis their juniors and due weightage is given for the longer service rendered by the former
Basic needs of every employee are same as already spelt out. However, with increase in number of years in service requirements of education, social obligations, housing standards increases. It is mandatory that the pay of senior personnel are fixed keeping in view the requirements of his children's education, marriage settlement and social interactions. Every Govt. employee should have a feeling that he belongs to a responsive organisation/Govt.
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.
It is better that the CCA and HRA are linked to percentage of basic pay and they should be commensurate to the price index of various cities in the country like house rent, cost of transport etc on the basis of realistic value. There should not be any income tax on such allowances as these are purpose specific and not a regular income.
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?
There is every reason and justification for better salaries to the armed Forces personnel and their counter parts, Central Para Military Forces. Members of the Armed Forces and the CPMFs should be given much higher pay and allowances at least 50% more than their counter parts in the civil services in the corresponding ranks. The privation factors of the armed forces like long duty hours, arduous liviing conditions, exposure to risk , separation from families , hostile working conditions. Inclement weather conditions are much more aggravated and there can be no comparison with general services and tfvjy certainly deserve higher pay,
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?
Comparison with private sector should be taken into mind while fixing their pay . The private sectors have a pleasant working environment. The fact that sub versive elements are being controlled by the armed forces and CPMF on the borders thus enabling the private sectors to flourish. Special and hazardous nature of duties of armed forces entitles much higher pay and allowances. The career span of armed forces personnel is also short compared to their counter parts in line of education, technocrats and management areas. Hence they need to be compensated of better pay and allowances because of their difficult working conditions exposure to various ailments, which renders them in capacitated to take up jobs after retirement. Moreover, everyone else can work because of the secured environment provided by them. Pay scale of soldier, sailor and airmen should be at par because risk exposure is equal and working conditions are equally difficult.
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, pomp and glory in establishments has almost gone out. Such luxuries are no longer available in the field areas. Even DMs and SSPs and commissioners who are entitled to sprawling bungalows can be now done away with since circuit houses and guest houses are available to them for holding public functions. However, minimum decorum would be advisable to ensure implementation of genuine power and authority.
Specific proposals
In what manner can Central Government organizations functioning be improved to make them more professional, citizen-friendly and delivery oriented?
In Government service , no service has been able to grow and excel because of the domination of All India services, There is also no accountability fixed incase of major failures. It is pertinent that every service whether it is ministry of finance, ministry of home affairs or any armed force or CPMFs should grow independently and their officers must be given opportunity to flourish and prove their worth. This will promote competition, self respect, dignity and incentive to prove and their growth should be linked to their performance. Professionalism can be improved only if domination of one service by another services is done away with. District magistrate can remain co-ordinator of fire services, health services, forest service, electric services etc. for taking decisions for overall improvement of the district. The domination on functioning should remain with the respective heads of such department specialized in their work. The central para military Forces will not be able to grow professionally and improve till they remain under the influence of police officers taken on deputation. Professionalism of CPMF officers or Army officers cannot be compared with police officers as the former are trained to fight terrorists, militants and secessionist within the country, external aggressions and the latter has only to deal with day to day law and order and investigation of crimes.
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.
An increase in E-Governess and computerization will improve efficiency. Transparency and accountability which are the only key factors to take care of all the above requirements.
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?
Concept of contractual appointment and part time workers can be introduced in the Government establishment in terms of tradesman, para medical and electricians, tailors, cobblers, drivers etc. to use as and when required . It will not only reduce the expenditure on the exchequer but will also help flourishing of civil agencies who will be available to the government departments for engagement on contract basis to provide services like drivers, skilled labourers mechanics etc. Such organisations have already come up on large scale eg. Security services, car rentals, nurses etc.
For improving punctuality/introducing new concepts like flexi time, should biometric entry/exit be introduced?
Use of biometric entry and exit system should be introduced for improving punctuality and proper attendance in the office.
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.?
Doctors, scientists and engineers should not only be given better pay and allowances for their retention in the Government but they should also be given independence and space to work rather than be under domination of their administrative and political bosses which causes resentment and also leads to disgruntleness and reduces efficiency.
Should there be lateral movement from Government to non-Government jobs and vice versa? If so, in which sphere(s) and to what extent ?
Lateral and vertical movements from Government to non government jobs and vice-a-versa should be promoted to ensure better exposure new ideas and spirit of healthy competition and removing boredom and monotonous nature of work.
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?
This can be encouraged in some services like health, law technology but may not be outrightly implemented for armed forces and CPMFs personnel instead be tried on trial basis to understand complicated pros and cons.
Performance Appraisal
In what way should be present system of performance appraisal be changed? Should be ACR be an open document?
ACR is very important system of performance appraisal and upward career progression. However, despite so many instructions and systems it is still a tool in the hand of seniors to exploit the juniors. The system of transparency giving specifications of negative marking if any must be introduced to make the system of writing the ACR fair and purposeful. ACRs should be shown to the officers reported upon before finalization and his version heard & regarded before signing by both the reported & reporting officer.
How far has the introduction of self-assessment helped in the process of appraisal?
The system of self assessment has only helped to limited extent since agreeing or disagreeing with the same does not have much relevance. It should be made more objective, and only negative attributes if any should be cause of downgrading. Self assessment would work only if clear targets are laid down after mutual discussion at the beginning of the year.
Should appraisal be done for an entire team instead of for individuals?
It can be done collectively only in certain ministries but cannot be implemented in armed forces or CPMFs.
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?
Any act done in bona fide discharge of Govt duty should be eligible for safeguard. At the same time, every serious remissness and dereliction in discharge of duties especially by those holding higher responsibilities, whether in the police, administration, health etc. which seriously effects and endangers the life of citizens must be dealt with severely.
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 5 days a week is very good since increase of one day is not going to improve the efficiency. Rather it gives time to attend to important works on Saturdays through selective working with his staff. But personnel in the central PMFs and the police forces should be compensated with one month's additional salary in a year since they do not have any respite on gazetted or public holidays and also work on Saturdays and Sundays. They are on call of duty all the 24 hours.
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 could be developed by creating better work environments, goal settings, collective recognition and by using modern gadgets. Proper distribution of work to ensure that no employee is neither over loaded nor under worked. System of rewards and decorations be introduced for hard working employees to enthuse competition and sense of pride.
