Suggestions - Western Railway Engineers Association
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Sixth Central Pay Commission:Suggestions
User Name: Western Railway Engineers Association Valsad 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 comparison and more parity between pay scales and perquisites in Govt and the public/private 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-ŕ-vis the salaries in the private sector?
To an extent it is possible to have a fair comparison between the salaries available in the Govt vis-ŕ-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?
It is not appropriate to take into account the economic condition of large section of community that are less privileged than Govt employees are and many of whom live below the poverty line. Those who are less privileged and live below the poverty line should no doubt be helped but not at the cost of the Govt employees.
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?
The hypothesis that a well paid burocracy is likely to be honest and diligent is correct, and the hypothesis is valid to full extent and such a course of action is extremely desirable so as to offset the negative effects of its paid bureaucracy.
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?
This factor should not be considered. In case of engineers, it is other way round. The salary structure of the engineers in state Govt is broadly better than in the Central Govt. At every level, the State Govt. municipal bodies, panchayati raj institutions and autonomous institutions are inferior with regards commitment Quality and efforts put in the work. But in few of these better salary structure is prevalent if not less. Hence a reasonable remuneration package only on the base of a Central Government Organization be done for the purpose of a Central Government Employees. For other organizations, different salary structure depending in the prevailing candidates may be provided.
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?
No Comments.
What should be the reasonable ratio between the minimum and the maximum of a pay scale?
The reasonable ratio may be kept as 1:2 i.e. Maximum be approximately twice the minimum.
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?
It is more important to ensure efficient administration by preventing flight of out-standing talent from Government.
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?
As explained in the question itself, the discrimination between field and secretariat (and analogous establishment) is not justified today.
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?
No Comments.
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?
In the present scenario, there is a need for redesignation of the pattern of pay scales for all Group A Services so as to attract candidates of the requisite caliber. In view of the compensation packages being offered to fresh professionals by the private sector, the starting emoluments as on 1-1-2006 may be Rs.75000 per month plus HRA, CCA, and such other allowances.
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?
For getting best talent, and still higher compensation package for scientists in certain specialized streams/departments like Department of Space, D.O.A.E. may be given. The starting emoluments for such professional in Group 'A' are Rs. 100000 (one lakh) plus allowances. as on 1-1-2006.
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?
Existing classification may be continued.
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?
We agree with the suggestion.
Should a similar regrouping of Group D staff into fewer categories capable of performing diverse functions also be carried out?
Regrouping of Group'D' into fewer categories in Railways is not desirable as it is not expected to give better. Group 'D' staff in the technical departments needs to be upgraded to achieve better productivity with modern methods.
Pay Scales
How should a pay scale be structured? What is a reasonable ratio between the minimum and maximum of a pay scale?
There should not be maximum of a Pay Scale. The structure of a pay scale may be kept as follows. Basic Pay and Increments as follows. Yearly Increment @ 6% of Basic pay for three years. Yearly Increment @ 7% of Basic pay for three years. Yearly Increment @ 8% of Basic pay for three years. Yearly Increment @ 9% of Basic pay for three years. Yearly Increment @ 10% of Basic pay till further promotion. If maximum of pay scale is fixed, it may be twice of the minimum.
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?
Scope for reducing the number of pay scale is available. There are four numbers of pay scales for railway subordinate Engineers which may be reduced to three in the existing scales viz. i) 6500-10500 entry scale and ii) 7450-11500, iii) new scale creates these may be appropriately upgraded as per our demands.
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?
Increament should be yearly and stagnation increament should be also yearly, rate should be as per answer 10.1 and icreament should have exponential (varying) relationship with the minima and/or minima should as explained in 10.1.
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 need to be revised every five years due to fast increasing in daily consumes materials price and increasing in standard of living as in the case of banks.
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
Pay scales should be fixed Minimum 10 times of existing scales and keep in mind last three CPC pay scales injustice made with Railway's Subordinate Engineers and should be in this CPC. To avoid disadvantage to seniors point to point fixation to be done.
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.
CCA is not a sufficient compensation at present. CCA should be continue and increased substantially as DA does not provide full neutralization and HRA does not provide any neutralization. Instead of All –India consumer price Index, cities/state wise consumer price index needs to be formulated for paying justified CCA.
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?
No comments.
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.
Not preferable completely .Need full provision may be kept.
Specific proposals
In what manner can Central Government organizations functioning be improved to make them more professional, citizen-friendly and delivery oriented?
Liberal allowances to be paid or providing proper vehicles to field staff, Particularly Railways subordinate Engineers whose are working in field and depend only on train, which is stopping on particular station, and work to be done in between the sections. Technical books, periodical training, computers/laptop (for field staff) motivational atmosphere, providing entertainment & sports, yoga. This will give better atmosphere to make a central Govt organization more professional, citizen friendly & delivery oriented.
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.
As far as Railway is concern reduction in employees are not possible. Redeployment of surplus staff is essential. Staff needs to be given training in computers. Railway's Subordinate Engineer should be given provisions of mobile phone communication and provision of 8 to 10 % monthly mobile charges to the Railway's subordinate Engineers. Procurement of stores may be made good by adopting Konkan Railway system. Frequently cons selling/ appraisal of staff so as to improve to them, avoid delay in conduct of enquiries, implementing of decision of administrative tribunal to avoid consistent litigation on service matters, making the working of establishment matters more transparent and in time also etc. for better services by Govt Agencies to their users, top to bottom responsibilities to be fixed for the employees concern, But in usual always bottom most are taken up without their offence.
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?
We agree with the concept of the contractual appointment, part time work, flexible job description, flexi time etc should be introduced in Govt to change environment, provide more jobs and impart flexibility to the working condition of employees. If such concept is not introduced in the VI CPC than adequate, compensation to be provided to the Railway's subordinates Engineers.
For improving punctuality/introducing new concepts like flexi time, should biometric entry/exit be introduced?
Yes, Biometrice entry/ exit should be introduced.
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.?
To ensure that scientists, doctors, engineers and other professionals with sophisticated education and skills are retained in the specialized fields in Government, they should be appointed on contract with a higher status and initial pay, advance increments, better service conditions, etc. as it will be advantageous to the working engineers, who can gain higher knowledge from different spheres of work.
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 movement from Government to public sector and semi-Government should be freely allowed.
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?
Government employees should be encouraged to shift to employment on contract for specified periods in return for a substantially higher remuneration package. It will surely benefit the subordinate engineers.
Performance Appraisal
In what way should be present system of performance appraisal be changed? Should be ACR be an open document?
ACR should be an open document. ACR's should be used as a tool to improve the performance of the employees by communicating to him about his shortcomings. It should not be used to harass the employees or use unfairly particularly at the time of their promotions.
How far has the introduction of self-assessment helped in the process of appraisal?
Self-assessment has definitely helped in the process of appraisal as it gives a base on which the reporting officer can give more accurate comments and the employees can also use for betterment. of themselves.
Should appraisal be done for an entire team instead of for individuals?
In rare cases where team does the work and it is difficult to differentiate the individual work, appraisal may be done for the team, otherwise individual appraisal should continue.
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?
Existing rules are sufficient, but the process needs to be made more open , fair and faster . Punishment should be given well in time to the guilty employees and others should not be made scapegoat for the failure of the administrative system. Service conduct rules should be made more liberalized in regard to the social activities of the employees. Disciplinary proceedings in railways have become routine activity . Instead, it should be used very rarely. When necessary only. The subordinate engineers fall prey to unwanted disciplinary proceedings. Subordinate engineers are given duties in addition to their normal work of acting as enquiry officers for the compensation is too merge. It should be upwardly revised in adequate amount.
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.
1As far as subordinate engineers are concerned they are not having any rest as majority of them are placed in "Excluded" category under HOER. Even they are not able to enjoy their sufficient amount of leave when it is necessary for their personal reasons. A system may be put in place so that employees wishing to use their leave may be granted their leave and very rarely their leave may be regretted. Since India is a secular country having various religions, the present system may be kept unchanged.
What do you think is the state of work ethics and punctuality in Government offices? Kindly suggest ways of improving these.
As far as Railway's subordinate engineers are concerned, the state of work ethics and punctuality is high. In case of offices and workshops card, punching system may be adopted.
