User Name: Uttariya Railway Mazdoor Union Ludhiana Branch
Comparison with public/private sectors
Should there be any comparison/parity between pay scales and perquisites in Government and the public/private sector?
Yes, there should be a fair comparison/parity between pay scales and perquisites in govt. and public/ private sector on the basis of profit made in these areas, keeping their social obligations in view. For instance, India Railways is an industry, manufacturing, maintenance unit as well as provides social services to public, which is earning profit without increasing its freight rates as well as passenger fares even if escalation of rates of each & every material used to run railway trains e.g. torn, diesel, electricity etc. These are the following factors which tend the railway profitable:- (a) Production of more trains, maintenance of these trains and to run these trains by the railway employees without increasing in the number of employees. (b) The professional attitude of railway employees. So, if Railway is running in profit despite adverse political atmosphere, it is only due to working class of Railways, who are continuously performing their duties even having lower pay scales. Therefore, the pay scales of Railway employees', particularly technical employees should be amended/ enhanced in comparison with the public sector.
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-ΰ-vis the salaries in the private sector?
Yes, excluding pay we can quantify scientifically all the benefits provided to Government employees and employees of private sector. If there is more security of job in govt. sector, than the jobs of private sectors are also legally secure. The changes are more in public/ private sector. Other benefits are also more in public/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?
On the principal of social justice and equality, we cannot stretch down the pay scales of Govt. employees. No employee of public/ private sector living below the poverty line which sector is profit-making sector. The duty and job of pay commission is to create new pay scales for central employees keeping their financial condition in view and to strong their financial status. The states and government should take appropriate decision/ steps to improve the condition of the citizen of India in any sector.
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?
It is true that the well-paid employee is likely to be honest and diligent. It is also in favour of those employees who work honestly and diligently. Besides it, hard and effective actions against the corrupt and ineffective workers should also be taken. For it, reclassification of work should also be made.
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?
It is correct that the pay structure of central and state governments is broadly similar. But the salary structure of many states is more than central govt. employees e.g. Punjab and Haryana etc. states. We feel that the new definition of the pay scales of central govt. employees should be made only by keeping in view the profit earning by the department and working condition of particular category not on the basis of state or no the basis of personal popularity.
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?
It is correct that the pay structure of central and state governments is broadly similar. But the salary structure of many states is more than central govt. employees e.g. Punjab and Haryana etc. states. We feel that the new definition of the pay scales of central govt. employees should be made only by keeping in view the profit earning by the department and working condition of particular category not on the basis of state or no the basis of personal popularity.
What should be the reasonable ratio between the minimum and the maximum of a pay scale?
There should be ratio of 1:10 between minimum and maximum of pay scale e.g. if maximum basic pay is Rs. 70,000/- pm, then minimum basic pay should be Rs. 7000/-pm.
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?
The reason of flight of outstanding talent from government is not the less salary, but it is due to restriction in doing work honestly and the influence of corrupt officers in administration. So, pay scales should determine on the basic of minimum-maximum.
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?
No, employees in analogues establishments should not be given high pay scales than others working in field. It is also not correct after decentralization and it is not justified today to make discrimination between field and secretariat functionaries. Each and every category of govt. employees should allow the pay scales according to the job performed by them. For example, the function of railway employees can be divided amongst following categories:- (i) Technical (ii) Running (iii) Traffic & Operating (iv) Commercial (v) Personnel, Accounts & Stores (vi) Medical The following department in Railway, which is classified as artisan category, is getting lower pay scales despite more physically heavy and mentally technical jobs. The pay scales for technical category are suggested at the last after all questions.
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?
There should be two different streams; one is from with technical and other non-technical service.
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?
The pattern of pay scale for all employees should be re-designated and no doubt the salaries of class A service should be more. Keeping in view some of the compensation package offered to fresh professionals, the salary of class A service should be more than Rs. 50,000/-pm.
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, there should be higher compensation package for Scientists in specialized streams/departments. They should be given more than Rs.1, 00, 000/-pm.
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 recommended by the Fifth Pay Commission should be adopted regarding reclassification of posts from four groups (A, B, C, & D) into Executive, Supervisory, Supporting and Auxiliary staff.
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?
Yes. 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, skilled and use of modern office equipment including computers. Yes, a similar arrangements should also be evolved for Group C posts in other organization of government.
Should a similar regrouping of Group D staff into fewer categories capable of performing diverse functions also be carried out?
Yes, a similar regrouping of Group D staff into categories capable of performing diverse functions also carried out.
Pay Scales
How should a pay scale be structured? What is a reasonable ratio between the minimum and maximum of a pay scale?
The structure of new pay scales should be calculated, as existing Basic Pay+Dearness Pay + Dearness Allowance exists at the time from new pay scale will be enforced + installments of Interim Relief + 40% of existing Basic Pay. The reasonable ratio between minimum and maximum of pay scales should be 1:10.
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?
Existing numbers of pay scales should be decreased the few pay scales have no meaning. So these may be merged with their nearer pay scales as mentioned below:- For Group D there are four pay scales:- Rs.2500-3200 Rs.2610-3590 Rs.2650-4000 Rs.2750-4500 Whereas, there are only two categories in Group D i.e. unskilled and semi-skilled. So, these pay scale groups should be reduced to two grades equivalent to Gr. Rs.2550-3590 and Rs. 2750-4500. Similarly, for Group C, there are eight grades:- Rs.3050-4590 R.s.3200-4900 Rs.4000-6000 Rs.4500-7000 Rs.5000-8000 Rs.5500-9000 Rs.6500-10500 Rs.7450-13500 These eight grades should be reduced to six grades equivalent to:- Rs. 3050-4590 Rs. 4500-7000 Rs. 5000-8000 Rs. 5500-9000 Rs. 6500-10500 Rs. 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?
The criteria for determining the rates and frequency of increments in respect to different scales of pay should be made so that the pay reaches from minimum to maximum in the respective grade within fixed time period of ten 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?
Yes, the pay scales should be revised periodically, especially when 100% neutralization for inflation is available in the Dearness Allowance.
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-ΰ-vis their juniors and due weightage is given for the longer service rendered by the former
There should be point fixation of pay in the revised pay scale to be ensured that senior personnel are not placed at a disadvantage vis-ΰ-vis their juniors due weight should be given for the longer service rendered by the former.
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.
Yes, the City Compensator Allowance is a sufficient compensation for the problems of a large city. Yes, the CCA should continue even if DA and HRA are fully neutralized. Yes, the rate of CCA should be fixed at the rate of 5% of the 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?
This Para is related to Armed Forces. They should be given pay scales keeping their nature of working.
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.
Yes, all the vestiges of feudalism in the country like hugh residential bungalows sprawling over several acres, large number of servants quarters, retinues of personal staff, bungalow peons, use of uniformed personnel, unnecessary security etc should be abolished.
Specific proposals
In what manner can Central Government organizations functioning be improved to make them more professional, citizen-friendly and delivery oriented?
The Central Government organizations be improved to make them more professional, citizen-friendly and delivery oriented only by making the administration efficient and the accountability should be fixed for it.
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) The supporting staff gas already been reduced to below the requirement. There is a need to reduced the officers according to supporting and auxiliary staff. (ii) The paper work can be reduced by stopping wasteful practices and by using electronic medium effectively. (iii) Economy in expenditure can be obtained by stopping wasteful practices and e.g. ISO certificates, contract works etc. (iv) Technical staff in Railways is already very professional towards their services. (v) The litigations on service matters are due to ineffective and corrupt working of Personnel and Accounts staff in railways. The same can be reduced only by fixing the time schedule for particular job and fixing punishment for not doing the job in time. The personnel Branch and Accounts Branch should also be decentralized and the staff should be distributed amongst other departments. (vi) By enforcing rules strictly.
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?
No.
For improving punctuality/introducing new concepts like flexi time, should biometric entry/exit be introduced?
No.
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.?
No.
Should there be lateral movement from Government to non-Government jobs and vice versa? If so, in which sphere(s) and to what extent ?
No.
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?
Yes.
Performance Appraisal
In what way should be present system of performance appraisal be changed? Should be ACR be an open document?
Performance Appraisal should be made on the basis of daily, monthly and yearly work performance by individual. Yes, ACR should be an open document.
How far has the introduction of self-assessment helped in the process of appraisal?
Self-assessment helped in the process of appraisal effectively.
Should appraisal be done for an entire team instead of for individuals?
Yes.
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?
Everything is right and correct according to present rules, but required to be enforced them strictly and uniformly.
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.
Five days week in government offices/ administrative offices should be abolished and six days week should be adopted. Gazetted and Restricted Holidays should be abolished completely. Only National holidays should be allowed. In place of it, the number of casual leaves should be increased to 15-20 days in a year.
What do you think is the state of work ethics and punctuality in Government offices? Kindly suggest ways of improving these.
Defaulter should be treated strictly under the rules & regulations.
