User Name: South Central Railway Mazdoor Union 7C Railway Building Secunderabad AP
Comparison with public/private sectors
Should there be any comparison/parity between pay scales and perquisites in Government and the public/private sector?
Yes
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?
Broadly speaking it is possible and even if it is not entirely possible, yet there can be a fair comparison between salaries in the Government vis-a-vis the salaries in the private sector.
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?
If comparison is to be done with large sections of community that are less privileged than Govt. employees and many of whom live below poverty line, then it is not a fair line of thinking. In that case of comparison, it should not be Govt. employees alone but all sections of society should be taken into account.
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?
We agree with this principle. It is not only valid but also desirable.
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?
Firstly, may it be stated that there are states Where salary structure of their employee is higher and better. About autonomous institutions it can safeiy be stated that in some of their cases also the salary structure is better. Regarding others it is stated that the decision in their case depends upon the various factors which cannot be discussed at this level it would not be fair to take any view on that.
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?
We consider that reply to this question could appropriately be given by officers Federations.
What should be the reasonable ratio between the minimum and the maximum of a pay scale?
We suggest ihat there should be a radical change in the system of pay scales. No scale should have any maximum. It should only have a minimum and a rate of increment. One would continue to work in such a pay scale until found fit and promoted to the higher scale.
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?
Kindly take a note that none of our submissions are on ideological basis. Our submissions on each issue is on the principle of fair play and justice. The efficient administration and preventing flight of outstanding talent from the Govt. at all levels should get due consideration, in our opinion.
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?
Answer to this question would be furnished by the Associations, unions, federations representing various section.
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?
Answer to this question would better be given by the organisations representing them.
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?
Answer to this question would better be given by the organisations representing them.
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?
Answer to this question would better be given by the organisations representing them.
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?
We suggest that no change is necessary m the existing classification of Group A, B, C &D.
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?
Answer to this question should better be given by the concerned Unions, Federations. Associations.
Should a similar regrouping of Group D staff into fewer categories capable of performing diverse functions also be carried out?
There are several categories in group D with varied types of duties. In many cases the pay scale may be the same but functions are very dissimilar. Hence this is left to the concerned Unions, Associations, Federations to respond.
Pay Scales
How should a pay scale be structured? What is a reasonable ratio between the minimum and maximum of a pay scale?
Kindly see our reply to question number 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?
In our opinion, generally speaking the scope for further reduction in number of pay scales is hardly there. However, if any necessity of creating any additional pay scale arises, the Departmental Organisations would make their suggestions.
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?
We suggest that the frequency of increment should continue to be annual and its relationship should be with the minimum of each pay scale and its rate should be 4% of the minimum.
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.
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
In our opinion it should be point-to-point Fixation.
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.
a) City Compensatory Allowance is not sufficient compensation. b) The Dearness Allowance, though technically called full neutralization, yet in fact it is not so. Firstly there are deficiencies and secondly it is on 12 monthly average which runs very much behind the actual increase and also it is computed only once in six months. If these aspects are examined, it would be noticed that actual consumer price index figure is much higher than the index figures compensated. Beside the DA is computed on all India Consumer Price Index, therefore it does not take into account the city specific cost. c) Regarding HRA it appears that there is some misunderstanding. HRA does not provide full neutralization. d) We propose that the CCA should continue. e) In our opinion there should be a change in the classification of cities so also in the rates of CCA. The actual proposition in this respect would be submitted in our main memorandum. However, it is added that those cities & Towns where seasonal influx of population takes place should have special provision.
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?
We refrain to give any reply to this question.
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?
We refrain to give any reply to this question.
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.
We are quite in agreement in principal for the abolition of feudalism. The practicality may be examined on merit. We may discuss while tendering the oral evidence.
Specific proposals
In what manner can Central Government organizations functioning be improved to make them more professional, citizen-friendly and delivery oriented?
We are of the opinion that there is a room for increasing professionalism, inculcating citizen friendly approach and a delivery orientation. For this adequate training, proper atmosphere and motivation are the prerequisites.
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.
Since the issues involved in this question are of a very wide nature and the Govt. employees on behalf of whom we are submitting this reply are in large number in-as-much as 3.1 million and spread out following Departments/Ministries (and in each Deptt./Ministry the work done by employees are different in nature):- The Central Govt. employees consist of 1. Rail way men 14 Lacs 2 Defence Industrial Workers 5 Lacs 3. Postal workers 5.5 Lacs 4. Police & Para Military staff 3 Lacs 5. Other Civilians including Adminis- trative & Scientific staff. 3.5 Lac: It is therefore, appropriate that each Departmental organisation should respond to it.
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 suggestions made have not been found useful in the long run. Generally speaking these methods have been used to exploit the labour. Hence we do not agree with it.
For improving punctuality/introducing new concepts like flexi time, should biometric entry/exit be introduced?
This question is so vague in the light of the types of the employees we represent. Hence this may be replied on questioning by the respective organisations to whom it relates.
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.?
This should appropriately be responded by the Organisations who represent them.
Should there be lateral movement from Government to non-Government jobs and vice versa? If so, in which sphere(s) and to what extent ?
If this question is related to Group 'C & 'D' employees our reply is that it depends upon the working conditions and remunerations
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?
We do not agree.
Performance Appraisal
In what way should be present system of performance appraisal be changed? Should be ACR be an open document?
Yes.
How far has the introduction of self-assessment helped in the process of appraisal?
To our knowledge it has been found to be helpful.
Should appraisal be done for an entire team instead of for individuals?
Appraisal for individual - Yes. Appraisal for the team - may be given a fair trial wherever possible
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?
We are of the view that there is no necessity to make any legal or constitutional change.
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.
(a) The five day week was introduced by increasing daily working hours and thus keeping the weekly working hours unaltered. It had resulted in lot of savings of energy etc. This was thus an appropriate measure. (b) The Gazetted holidays have been decided on various considerations which in our opinion have not changed. The last part of this question relating to holidays for all major religious festivals is very vague question in view of large number of religions and there are many festivals belonging to each of the religions. Hence, it is difficult to perceive the consequences.
What do you think is the state of work ethics and punctuality in Government offices? Kindly suggest ways of improving these.
This . question would appropriately be responded by the Organisations who represent the Govt. Offices, the Hon'ble Commission has in view.
