Suggestions - Indian Railway Permanentway Engineers' Association
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Sixth Central Pay Commission:Suggestions
User Name: Indian Railway Permanentway Engineers' Association Chennai
Comparison with public/private sectors
Should there be any comparison/parity between pay scales and perquisites in Government and the public/private sector?
Firstly as Railway men, we, Indian Railway Permanent Way Engineers’ Association, demand separate Pay Commission to look in to our nature of work and problems for fixing our pay scales, especially for open line employees of Railways. Of course, as far as Railway job is concerned comparison should be there with public/private sectors. In Railways, train is moving round the clock round the year round the decade even three decades. Even for a single day the wheels of trains have not been stopped due to railway staffs in the form of strike or disturbances. Though the duty of railway staff is classified as intensive, continuous and excluded categories, the employees are called for performing duty at any time round the clock. In particular the excluded category staff (Technical supervisors) of all departments is called for any emergency beyond their normal schedules stipulated in manuals. No other private sector/public sector except railway staff would perform duty beyond their normal duty whenever warranted. In particular excluded category staffs (PW Engineers), even when they are not physically called to attend any duty they are mentally engaged in the duties relating to their portfolio, are performing 24 hours duty when warranted. If they refuse due to their tiredness after performing 8 hours duty of routine inspection or any other special works they will be subjected to disciplinary action. In that punishment they can be given with, at most severity of, removal from service. From that above concept we represent the PW Engineers (JE/SE/SSE/PWAY) from railways shall be given due consideration for fixing the pay scales than other cadres of railway as well public/private sector. If you consider other public/private sector, bank employees and other central government employees they can close their premises gate (strike work) at any time as they wish. Also they are availing all national holiday and closed / restricted holidays in the calendar year. But in the case of railway employees those working in open line, cannot enjoy all national holidays and closed / restricted holidays. If you consider the pay and remuneration of private sectors, the government employees are ashamed of disclosing their scale of pay, even in engineer level, to others. An employee those who have two years experience in private sector drawing pay more than rupees 40,000 whereas a government employee who cannot even attain the salary even after completion of 15 of years service. A private sector which makes business turnover of Rs. 100 crores can offer his engineer a sum of Rs. 40,000 per month and allowances. But an engineer who is having 10 years of experience getting only a sum of Rs.8000 per month. In the past days state government employees were demanding pay on par with central government employees but now a days the central government employees are demanding the pay and remuneration on par with state government employees. So, the point of comparison should be in the higher level not in the lower level. In a nutshell, there will have to be a comparison about the overall remuneration of a Railway category with a similar category either in public sector or private sector. The susceptibility for removal from service, job security factor all are one way or other common between Railway and public sector undertakings. The prohibition of Railway servants in carrying out private business/outside work is a factor to be reckoned if a comparison is to be made with private sector employee relating to job security.
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?
1.1. It is possible to quantify these factors in as much as,Article 311(b) & (c) providing for summary dismissal without assigning any reason, which a private sector management possesses to remove an employee from service. Similar comparison can be made pertaining to other aspects highlighted vide.1.2.
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?
1.3. a) A misplaced view prominently held that, pension is an extravagance. It is not so. It is related to the service held by an employee in Railways. b) Family pension and compassionate ground appointment are only the benefits not related to the tenure. However, the family pension is guaranteed only based on the tenure of the employee’s service in Railways. The fraction of the family protected by the compassionate appointment is meager, if compared with (i) over all strength of the Railway men. (ii) Continuing existence of vacancies in all grades and cadres due to half hearted recruitment moves. c) Housing facility is extended as substantial house rent allowance or as well maintained company provided accommodation for all established private sectors employees also. The condition of Railway quarters if considered, the Railway accommodation is no blessing. Essential staffs like P.Way Engineers are forced to occupy quarters when there is no demand, but are made to move pillar to post where there is acute demand (places like Chennai, Madurai., etc.,). Type IV quarters are less in area than a toilet provided for bank employees in their working premises and the dilapidated condition in which they are maintained is disgrace both to Railways as an administration and to the profession of civil engineering. 1.4. a)Further, the salaries fixed for employees of banks, ONGC, LIC, IT sector etc., are fixed, over looking the economic condition of large section of society ( despite them living below poverty line), the government employees alone, being sought this question of morality is inappropriate. b) Further, based on this logic, if pay scales are constrained, then, the flight of talents from government sector cannot be prevented, apart from inability to recruit competent personnel for filling up of vacancies.
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?
There should be comparable scale of pay for private and public sector both for ensuring status and comparable standards. However, the higher or equal pay scale of government employees is no guarantee for honesty. Honesty is offshoot of personal virtue, which can be swayed by the honesty levels of superiors and societies concern for protecting the honesty.
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?
The limited paying capacity of local body and the state government should not impair the consideration of pay commission for higher pay scales. Increase in pay scales is not a gratis extended out of benevolence, but acts of expediency both for maintenance of staff morale and for ensuring competitive pay structure to attract/retain talents. The limited paying capacity of local body, state government etc., is problem demanding a more prudent and determined approach over which our association will be eager to offer our views if directed. It will be appropriate for the 6th CPC to convey a clear message to all state government that, their limited paying capacity should not hold the quantum of pay raise to be finally delivered by 6th CPC.
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?
This association is not having any opportunity to appreciate the responsibilities and other factors relating to the secretary of government of India posts. How ever a honorarium type incentive can be fixed, so that such delicate task that can be identified on record, can be suitably rewarded. The contractual basis appointment of secretaries will be disaster in India and seniority cum merit must continue to govern the incumbency of secretary posts.
What should be the reasonable ratio between the minimum and the maximum of a pay scale?
The ratio between the minimum pay scale and the maximum may be 1:6 over a period of 12 to 15 years.
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?
In as much as the directive principles of constitution of India insist that, socialistic pattern of society is the aim of the constitutional ideological consideration on a pre determined minimum and maximum ratio is inescapable. Pay commission being a body functioning under constitution of India can not propose scrapping of the consideration.
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?
The point revealed is not valid. India both due to its feudal past and due to the colonial legacy had entertained concept that, extra effort is required for decision making at the policy level. The field level personnel suffers all vulnerabilities of committing mistakes that will haunt them, not only during their career but even beyond it. This is also emphasized considering the variables at site which might have been over looked at planning level.
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?
Civil engineering it self is having complexities, that a construction failure person can be a successful person in maintenance and vice-versa An engineer doing tremie concrete can be a total ignorant about Permanent way engineering in Railway That being so, a unified technical all India category can be a disaster for future Continued with this a arrogance level of some senior level officers not to heed to their experience sub-ordinates will spell doom for the technical activities of government of India Being so, unified civil services where personnel branch officers start supervising metallurgical activities will be hard to imagine When a dentist can not perform a coronary surgery, such fanciful ideas for unified civil services is undesirable
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 must be substantially attractive so that, the government sector will be able to attract talents that can be sufficient to compete with private sector and to manage the affairs of private sector where ever necessary.
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, it must be adequate so that, a person who is aspiring to do research will not prefer private sector nor fly away abroad. However restructuring the research pattern to encourage inquisitiveness can alone ensure results for the amount spent on research not merely pay scales.
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?
1 This may not be viable as up to senior scale, in officers cadre, same posts are alternatively held by Group A and Group B officers For example, In Railways, Divisional Engineer and Assistant Divisional Engineer posts are alternatively held by Group A and Group B officers Under such circumstances, calling Group A as Executive and Group B as Supervisory will be unjust and discriminative The term supervisory is wrongly applied to Technical supervisory cadres in Railways, as they actually hold junior level executive positions and responsibilities devoid of authority Especially SrSection Engineers, Section Engineers, Junior Engineers – PWay plan, execute, manage and account for tasks, activities and projects, apart from supervising the work done by their subordinates – namely Permanent Way gangs, ministerial staff and Artisans This is not the case with Traffic Inspectors, Traveling Inspectors – Accounts, Sectional Commercial Inspectors, Personnel Inspectors and Catering Inspectors of the Indian Railways Hence, naming a particular Group of employees/ officers as Executives and Supervisory, while following Group A and Group B cadres as basis for the same is unfair and discriminatory More so, if Senior Section Engineers, Section Engineers, Junior Engineers - Permanent Way of Indian Railways or any other group of technical supervisors are to be called as supportive staff as they hold, a) Charge of stores B) Charge for expenditure of Railways C) Manage huge Labour force D) Vested with Disciplinary powers E) Hold membership of joint enquiry committees for accidents F) Hold financial powers by their involvement in M book and other tender related activities G) Hold responsibilities for mobilization and execution of complicated activities like eviction of encroachments that have law and order implications H) By their responsibility towards safety, they are marked for various tasks by Indian Railway ACT 1989 and can be prosecuted under provisions of criminal procedure code J) As per General Rules and Subsidiary Rules 1976 and various other rules and manuals, hold independent charge Officials who hold such vast responsibilities can not by any stretch of argument above termed as supportive staff Only ministerial staff can be called as supportive staff Technical supervisors could not be called so and especially Senior section Engineers, Section Engineers, Junior Engineers - Permanent Way of Indian Railways
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?
9.1.& 9.2. This can be a very useful solution to cut down red tapism in government organization. Even purchase of one liter of paint by a workshop supervisor today can not be covered by the imprest cash held by workshop because of some strict definition made out for expenditure. If this vision is to be realized, models can be taken from organizations like RVNL, RITES, and IRCON etc, which are subordinate bodies of Indian Railways. But sweeping changes in Rules and procedures should be concurrently adopted, if Group C posts of all departments are to be converted into such posts with multi skilled character. (The same can be applied to ministerial staff alone. As explained vide our submission to Para No. 8 above, Senior section Engineers, Section Engineers, Junior Engineers - Permanent way of Indian Railways can not be covered by such scheming and they have to be separated as junior level executive staff.)
Should a similar regrouping of Group D staff into fewer categories capable of performing diverse functions also be carried out?
9.1.& 9.2. This can be a very useful solution to cut down red tapism in government organization. Even purchase of one liter of paint by a workshop supervisor today can not be covered by the imprest cash held by workshop because of some strict definition made out for expenditure. If this vision is to be realized, models can be taken from organizations like RVNL, RITES, and IRCON etc, which are subordinate bodies of Indian Railways. But sweeping changes in Rules and procedures should be concurrently adopted, if Group C posts of all departments are to be converted into such posts with multi skilled character. (The same can be applied to ministerial staff alone. As explained vide our submission to Para No. 8 above, Senior section Engineers, Section Engineers, Junior Engineers - Permanent way of Indian Railways can not be covered by such scheming and they have to be separated as junior level executive staff.)
Pay Scales
How should a pay scale be structured? What is a reasonable ratio between the minimum and maximum of a pay scale?
10.1. Already answered vide point No: 4.2.
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?
10.2. While reducing number of pay scales for a pay commission, the commission has to follow the dictum that “SUPERVISORS SHOULD BE PLACED ABOVE THE SUPERVISED”. Here, our association accepts that the reduction of pay scales but, for our cadre of Permanent Way Engineers all the Pay Commissions declines to reduce the scales of pay. The scales remain 4 stages from 3rd Pay Commission till day. No Pay Commission has taken steps to reduce the scales 4 from 3 which we demanded with the concerned pay commissions. So, it is long pending demand of our association to reduce the number of pay scales from 4 to 3. Here we request to Hon’ble CHAIRMAN of 6th Pay Commission to bring down the number of scales of P.Way Engineers from 4 to 3. i.e., Junior Engineer/P.Way/Gr-II – 5000-8000 ( TO BE ABOLISHED) , Junior Engineer/P.Way/Gr-I – 5500-9000 Section Engineer/P.Way – 6500-10500 Junior Engineer/P.Way/Gr-II – 7450-11500 .
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?
Continuance of existing pattern is desirable. The span shall be 15 years.
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?
12.1. This is another argument advanced by present day economists. 100% neutralization is with reference to certain expenditure related to house hold expenditure alone. Quantum jump for the expenditure of education of children etc., are not reflected by the dearness allowance raise. Hence revision of pay scale is warranted. Further dearness allowance is subject to restriction on the pre text of financial exigencies. Being so pay revision alone renders justice. 12.1. This is another argument advanced by present day economists. 100% neutralization is with reference to certain expenditure related to house hold expenditure alone. Quantum jump for the expenditure of education of children etc., are not reflected by the dearness allowance raise. Hence revision of pay scale is warranted. Further dearness allowance is subject to restriction on the pre text of financial exigencies. Being so pay revision alone renders justice.
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
12.1. This is another argument advanced by present day economists. 100% neutralization is with reference to certain expenditure related to house hold expenditure alone. Quantum jump for the expenditure of education of children etc., are not reflected by the dearness allowance raise. Hence revision of pay scale is warranted. Further dearness allowance is subject to restriction on the pre text of financial exigencies. Being so pay revision alone renders justice.
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.
Prevailing amount of compensation is not sufficient. The present system has a slab ratio which never increases. Unless there is a change in the scale of pay the CCA will not increase. It means one employee will be given same CCA even for 10 years. We request our Hon¡¦ble Chairman to fix the CCA in respect to percentage of basic pay. The same shall be increased on par with the D.A. The D.A and H.R.A does not provide full neutralization. The D.A is based on the Cost index for the entire country. H.R.A is based on the classification of the city. At present, every employee is paying house rent twice that of what he gets. We suggest that, there is a need to review the basis for the classification of the cities and awarding HRA and CCA to the central government employees. City classification shall be based on the following, „« Population and density. 2001 Census shall not be taken for; population growth after 5 years shall be calculated. „« Infrastructure provided in that city. „« Cost of living. „« Percapita potable water available. „« Percapita income. „« Employment potential. „« Economic growth of the locality. We suggest the following for fixing CCA. For Metro cities ¡V 8 to 10 % of Basic pay. For ¡¥A¡¦ class cities ¡V 6 to 8% of Basic pay. For ¡¥B¡¦ class cities ¡V 4 to 6% of Basic pay.
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?
14.1. Not relevant.
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.
15.1. This issue calls for serious and thoughtful examination of implications. The matters involved are two pronged and hence calls for qualified approach. a) The total emoluments paid for engineering branch officers and officials are disproportionably meager, when compared with their level of responsibilities. An accident can lead to criminal proceedings under section 304 A of CRPC on one hand while the assets held by them either through stores or land can be beyond any imagination by other branch authorities. Similar is the case of officers of Revenue establishment of Railways. Some facilities available, as listed in the questionnaire Para partly compensate their extra responsibilities. But on this pretext, continuation of either costly paraphernalia or facilities of feudal character is neither prudent nor desirable. However such arrangements if to be withdrawn, they must be replaced by just and adequate compensation as under. i) If the working hours of a category staff either during most part of their days in an year or whole of the year is beyond 8 hours per day, then actual per hour total emoluments (to include pay, DA, DP, HRA, CCA, TPA, Leave and weekly rests proportion to working days in a year, and bonus element of previous year) should be paid to him. ii) For the work done on Sundays and national holidays, hourly compensation by cash payment should be made. iii) Categories that shoulder such extra working hours as a routine should be subjected to thorough and rational reappraisal of their quantum of work and their jurisdiction or list of duties should be cut down so that, by mere extra payment, their absence should not be a burden to their families. iv) Differences with equally placed group of employees, in work load and responsibilities should be matched by pay differentials. A full fledged submission is made on this matter. v) Such pay differentials should justify higher pension factor to be multiplied by number of years spent in such positions, for those categories, which can be regulated by tenures held in soft, difficult and extremely difficult posts of the same category. For example, a District collector tenure for an IAS officer will earn him higher bonus factor to be multiplied by number of years in that tenure, while a post held in a training academy will not earn any such bonus factor on pension for that tenure. vi) Traveling allowance and Daily allowance should commensurate with raise in Dearness allowance. The highest Daily allowance entitlement for a Railway officer for an ordinary city is Rs. 135/- while for a HOD this will appear as a pittance. The same is because, with this money, a day of decent vegetarian food expenditure could not be met. Daily allowance should have a realistic enhancement with cost of living and actual commitment for lodging for Group C and D staff, when they have to stay at outstation and when could not be accommodated in Railway rest rooms. The same facility is now available for state government employees, with fixed slabs, in states like Tamil Nadu. vii) Promotions and postings should be transparent and should be made after due consideration for options for the same posts. They must be timely also. The delay in promotion, in actual terms amounts to withholding of increment, with recurring effect, which is a penalty that can be imposed after enquiry process only. As such, if faith in management is to be recaptured, then, the quixotic manner in which promotions and postings are made should discontinue. b) If all the above can be completed in a time bound manner, then the lavish paraphernalia, that is continued for certain category of employees can be dispensed with.
Specific proposals
In what manner can Central Government organizations functioning be improved to make them more professional, citizen-friendly and delivery oriented?
16.1. Unless the postings and selections for any post/ promotions are made in a transparent manner, utilization of officers and officials will hinge on personal prejudices. As long as the personal prejudices are allowed to reign in professionalism, citizen friendly and delivery oriented approach can not be ensured. Hence, posts must be identified for their level of importance, fixed tenures should be marked for those posts on tenure basis and barring on age basis should not be allowed and filling up of these posts should be done on a transparent manner. Promotions should be transparent to that level that, a candidate should be able to identify, if he was unfairly treated, for answering the same question in a written examination vis – a – vis a successful candidate. Age relevant assessment systems to be ensured so that aspiring candidates above 50 should have other options to exercise to prove their suitability for promotions. This kind of faith in management should be built so that, personal loyalties and fear to antagonize – even when public interest is at stake – should not be encouraged. Our address for communication is R. SEKAR, GENERAL SECRETARY, INDIAN RAILWAY PERMANENT WAY ENGINEERS’ ASSOCIATION, No: 165B, WEST RAILWAY COLONY, OLD SURAMANGALAM, SALEM. JN., SALEM, TAMILNADU. PIN – 636 005. (R.SEKAR) GENERAL SECRETARY/IRPWEA.
