Report of the Seventh Central Pay Commission
Executive
Summary
Chapter
17
Summary
Chapter
17
17.1 Minimum Pay: After considering all relevant factors and based on the Aykroyd formula the minimum pay in government is recommended to be
set at Rs.18000 per month. (chapter 4.2)
set at Rs.18000 per month. (chapter 4.2)
17.2 New Pay Structure: The present system of pay bands and grade pay has been dispensed with and a new pay matrix has been designed.
The status of the employee, hitherto determined by grade pay, will now be determined by the level in the pay matrix. Separate pay matrices have been drawn
up for civilians, defence personnel and for military nursing service. All existing levels have been subsumed in the new structure; no new levels have been
introduced nor has any level been dispensed with. (paras 5.1.13 to 5.1.17)
The status of the employee, hitherto determined by grade pay, will now be determined by the level in the pay matrix. Separate pay matrices have been drawn
up for civilians, defence personnel and for military nursing service. All existing levels have been subsumed in the new structure; no new levels have been
introduced nor has any level been dispensed with. (paras 5.1.13 to 5.1.17)
17.3 In the “horizontal range”of the pay matrix level corresponds to a ‘functional role in the hierarchy’
and as the employee’s level rises he or she moves from level to level. The “vertical range” for each level denotes ‘pay progression’ within that level and an employee would move vertically within each level as per the annual financial progression of three percent. The
starting point of the matrix is the minimum pay which has been arrived based on 15th ILC norms or the Aykroyd formula. (para 5.1.21)
and as the employee’s level rises he or she moves from level to level. The “vertical range” for each level denotes ‘pay progression’ within that level and an employee would move vertically within each level as per the annual financial progression of three percent. The
starting point of the matrix is the minimum pay which has been arrived based on 15th ILC norms or the Aykroyd formula. (para 5.1.21)
17.4 Fitment: The starting point for the first level of the matrix has been set at Rs.18,000. This corresponds to the present starting pay of Rs.7,000,
which is the beginning of PB-1 viz., Rs.5200 + GP 1800, on the date of implementation of the VI CPC recommendations. Hence the starting point now proposed is
2.57 times of what was prevailing on 01.01.2006. This fitment factor of 2.57 is being proposed to be applied uniformly for all employees. (para 5.1.27)
which is the beginning of PB-1 viz., Rs.5200 + GP 1800, on the date of implementation of the VI CPC recommendations. Hence the starting point now proposed is
2.57 times of what was prevailing on 01.01.2006. This fitment factor of 2.57 is being proposed to be applied uniformly for all employees. (para 5.1.27)
17.5 Annual Increment: The rate of annual increment is being retained at 3 percent. (para 5.1.38)
17.6 Entry Pay:Thedifferential of entrypaybetween new recruits and promoted employees at various levels has been done away with. (para 5.1.32 and para 5.1.33)
17.7 Modified Assured Career Progression (MACP):
i. This will continue to be administered at 10, 20 and 30 years as before.
ii. In the new Pay matrix, the employees will move to the immediate next level in the hierarchy.
iii. In the interest of improving performance level, the benchmark for MACP has been recommended to be enhanced from ‘Good’ to ‘Very Good.’
iv.
The Commission has proposed withholding of annual increments in the case of those employees who are not able to meet the benchmark either for MACP or a
regular promotion within the first 20 years of their service. (paras 5.1.44-5.1.46)
The Commission has proposed withholding of annual increments in the case of those employees who are not able to meet the benchmark either for MACP or a
regular promotion within the first 20 years of their service. (paras 5.1.44-5.1.46)
17.8 Defence pay matrix: A pay matrix similar to that for civilian employees has been drawn up for defencepersonnel. Thecommencement
of the DefencePayMatrixforcombatants corresponds to the existing GP 2000, which is the induction level for Sepoys and equivalent. The Pay Matrix designed
for the defence forces personnel is more compact than the civil pay matrix keeping in view the number of levels, age and retirement profile of the service
personnel. (para 5.2.13 and para 5.2.14)
of the DefencePayMatrixforcombatants corresponds to the existing GP 2000, which is the induction level for Sepoys and equivalent. The Pay Matrix designed
for the defence forces personnel is more compact than the civil pay matrix keeping in view the number of levels, age and retirement profile of the service
personnel. (para 5.2.13 and para 5.2.14)
17.9 Military Nursing Officers (MNS): Similarly, in the case of the pay matrix for (MNS), the existing uniqueness in the pay structure
of MNS officers has been captured in the pay matrix designed for the MNS. (para 5.2.12)
of MNS officers has been captured in the pay matrix designed for the MNS. (para 5.2.12)
17.10 Military ServicePay(MSP): TheDefenceforces personnel will continueto beentitled to payment of Military Service Pay for all ranks up to
and inclusive of Brigadiers and their equivalents. The MSP per month recommended is as follows:
and inclusive of Brigadiers and their equivalents. The MSP per month recommended is as follows:
| i. | Service Officers | Rs.15,500 |
| ii. | Nursing Officers | Rs.10,800 |
| iii. | JCO/ORs | Rs. 5,200 |
| iv. | Non Combatants (Enrolled) in the Air Force | Rs. 3,600 |
17.11 MSP will continue to be reckoned as Basic Pay for purposes of Dearness Allowance, as also in the computation of pension. Military Service Pay will
however not be counted for purposes of House Rent Allowance, Composite Transfer Grant and Annual Increment.
however not be counted for purposes of House Rent Allowance, Composite Transfer Grant and Annual Increment.
(
para
5.2.22)
para
5.2.22)
17.12 The Military Service Pay, which is a compensation for the various aspects e.g., intangibles linked to special conditions of service, conducting full
spectrum operation including force projection outside India’s boundaries, superannuation at a younger age and for the edge historically enjoyed bythe
Defence Forces over the civilian scales, will be admissible to the Defence forces personnel only. (para 6.1.31)
spectrum operation including force projection outside India’s boundaries, superannuation at a younger age and for the edge historically enjoyed bythe
Defence Forces over the civilian scales, will be admissible to the Defence forces personnel only. (para 6.1.31)
17.13. MACP: MACP for defence forces personnel will continue to be administered at 8,16 and 24 years of service. (para 6.2.85)
17.14 Rationalisation of Trades: All X trades should mandatorily obtain a qualification which is equivalent of a diploma in
engineering (recognised by AICTE). The incentive structure will henceforth be linked with the qualifications as follows:
engineering (recognised by AICTE). The incentive structure will henceforth be linked with the qualifications as follows:
i. X pay for JCOs/ORs in Group X at Rs.3,600 per month for those currently in X pay, but not having a technical qualification recognised by AICTE).
ii. X pay for JCOs/ORs in Group X at Rs.6,200 per month for all X trades which involve obtaining a qualification which is equivalent of a diploma recognised
by AICTE.
by AICTE.
(
para
6.2.79
and
para
6.2.88)
para
6.2.79
and
para
6.2.88)
17.15 Defence Security Corps (DSC): The benefit of MACP be permitted to DSC personnel also. However this benefit should be limited to
a total of three upgrades in the entire service career, taking the combined length of the regular employment and the course of reemployment as defence
service corps personnel. The first benefit of MACP may be extended to them after a period of eight years from their date of re-employment, in case they do
not get a promotion during this period. (para 6.2.98)
a total of three upgrades in the entire service career, taking the combined length of the regular employment and the course of reemployment as defence
service corps personnel. The first benefit of MACP may be extended to them after a period of eight years from their date of re-employment, in case they do
not get a promotion during this period. (para 6.2.98)
17.16 Grant ofAnnual Increment to Recruits: Thebenefit of grant of first annual increment to recruits will be reckoned
from date of enrolment. (para 6.2.94)
from date of enrolment. (para 6.2.94)
17.17 Short Service Commissioned Officers: Short Service Commissioned Officers will be allowed to exit Armed Forces any time
between 7 and 10 years of service with a terminal gratuity equivalent of 10.5 months of reckonable emoluments. They will further be entitled to a fully
funded one year Executive Programme or a M.Tech. programme at a premier Institute. (para 6.2.63)
between 7 and 10 years of service with a terminal gratuity equivalent of 10.5 months of reckonable emoluments. They will further be entitled to a fully
funded one year Executive Programme or a M.Tech. programme at a premier Institute. (para 6.2.63)
17.18 Headquarters Staff: Parity in pay, up to the rank of Assistants, between the field staff and headquarter staff is recommended.
It is recommended that the level of Assistants of CSS be brought at par with Assistants in the field offices who are presently drawing GP 4200.
Accordingly, in the new pay matrix the Assistants of both Headquarters as well as field units will come to lie in Level 6 in the pay matrixand pay fixed
accordingly. This level corresponds to pre-revised GP 4200. The corresponding posts in the Stenographers cadre will also follow similar pay parity between
field and headquarter staff. The pay of those Assistants/ Stenographers who have, in the past, been given higher Grade pay would be protected. (chapter 7.1)
It is recommended that the level of Assistants of CSS be brought at par with Assistants in the field offices who are presently drawing GP 4200.
Accordingly, in the new pay matrix the Assistants of both Headquarters as well as field units will come to lie in Level 6 in the pay matrixand pay fixed
accordingly. This level corresponds to pre-revised GP 4200. The corresponding posts in the Stenographers cadre will also follow similar pay parity between
field and headquarter staff. The pay of those Assistants/ Stenographers who have, in the past, been given higher Grade pay would be protected. (chapter 7.1)
17.19 Recently, through a government order ‘edge in pay’ has been extended to the Upper Division Clerks belonging to CSS in the Secretariat bywayof grant
of non-functional selection grade to GP 4200.This is available to 30 percent of UDCs. Since the Commission is recommending placement of all Assistants,
field and Headquarters, in Level 6 of the pay matrix, which corresponds to pre-revised GP 4200, this non-functional selection grade to GP 4200 for Upper
Division Clerks belonging to CSS is recommended to be withdrawn. (para 7.1.4 (j))
of non-functional selection grade to GP 4200.This is available to 30 percent of UDCs. Since the Commission is recommending placement of all Assistants,
field and Headquarters, in Level 6 of the pay matrix, which corresponds to pre-revised GP 4200, this non-functional selection grade to GP 4200 for Upper
Division Clerks belonging to CSS is recommended to be withdrawn. (para 7.1.4 (j))
17.20 Two Additional Increments in CSS/CSSS are granted at the time of their promotion from the grade of Under Secretary/PPS to the
grade of Deputy Secretary/Senior PPS. The Commission finds no merit in continuation of two increments for CSS/CSSS as no such dispensation exists in any
other service except the IAS and hence recommends abolition of the same. (para 7.1.6 (d))
grade of Deputy Secretary/Senior PPS. The Commission finds no merit in continuation of two increments for CSS/CSSS as no such dispensation exists in any
other service except the IAS and hence recommends abolition of the same. (para 7.1.6 (d))
17.21 Cadre Review: To hasten the process of cadre reviews and reduce the time taken in inter-ministerial consultations, it isrecommended
that the examination of the cadre restructuring proposal should be undertaken at the department level itself with one member each from DoPT and Department
of Expenditure attending such meetings chaired by the concerned Secretary of the cadre seeking the review, in the capacity of the cadre controlling
officer. The proposal can thereafter be placed before the Cadre Review Committee chaired by the Cabinet Secretary where the concerned Secretaries are
represented. (para 7.3.17)
that the examination of the cadre restructuring proposal should be undertaken at the department level itself with one member each from DoPT and Department
of Expenditure attending such meetings chaired by the concerned Secretary of the cadre seeking the review, in the capacity of the cadre controlling
officer. The proposal can thereafter be placed before the Cadre Review Committee chaired by the Cabinet Secretary where the concerned Secretaries are
represented. (para 7.3.17)
17.22 Common Categories: To streamline the common cadres residing in different Departments/Ministries/UTs it is recommended that the
government assign specific ministries to be the nodal ministry for each such category. These nodal ministries be tasked with drafting model recruitment
rules laying down the educational qualifications, job responsibilities and pay structure for all such categories. A few examples are the Statistical Cadres
and Fire-fighting staff. (para 7.7.75)
government assign specific ministries to be the nodal ministry for each such category. These nodal ministries be tasked with drafting model recruitment
rules laying down the educational qualifications, job responsibilities and pay structure for all such categories. A few examples are the Statistical Cadres
and Fire-fighting staff. (para 7.7.75)
17.23 Allowances: The entire structure of allowances have been examined de novo with the overall aim of transparency, simplification and
rationalization, keeping amongst other things, the proposed pay structure in mind. The Commission has recommended abolishing 52 allowances altogether.
Another 36 allowances have been abolished as separate identities, but subsumed either in an existingallowanceor in newlyproposed allowances.
Particularemphasis has been placed on simplifying the process of claiming allowances. Allowances relating to Risk and Hardship will be governed by the
proposed Risk and Hardship Matrix. (para 8.2.5)
rationalization, keeping amongst other things, the proposed pay structure in mind. The Commission has recommended abolishing 52 allowances altogether.
Another 36 allowances have been abolished as separate identities, but subsumed either in an existingallowanceor in newlyproposed allowances.
Particularemphasis has been placed on simplifying the process of claiming allowances. Allowances relating to Risk and Hardship will be governed by the
proposed Risk and Hardship Matrix. (para 8.2.5)
17.24 Most of the allowances that have been retained have been given a raise that is commensurate with the rise in DA. Allowances that are in the nature of
a fixed amount but fully indexed to DA have not been given any raise. Regarding percentage based allowances, since the Basic Pay will rise as a result of
the recommendations of this Commission, the quantum of percentage based allowances has been rationalized by a factor of 0.8. (para 8.2.3)
a fixed amount but fully indexed to DA have not been given any raise. Regarding percentage based allowances, since the Basic Pay will rise as a result of
the recommendations of this Commission, the quantum of percentage based allowances has been rationalized by a factor of 0.8. (para 8.2.3)
17.25 Risk and Hardship Allowance: Allowances relating to Risk and Hardship will be governed by the newly proposed nine-cell
Risk and Hardship Matrix, with one extra cell at the top, viz., RH-Max to include Siachen Allowance. This would be the ceiling for risk/hardship allowances
and there would be no individual RHA with an amount higher than this allowance. (para 8.10.65 and para 8.10.66)
Risk and Hardship Matrix, with one extra cell at the top, viz., RH-Max to include Siachen Allowance. This would be the ceiling for risk/hardship allowances
and there would be no individual RHA with an amount higher than this allowance. (para 8.10.65 and para 8.10.66)
17.26 House Rent Allowance: In line with our general policy of rationalizing the percentage based allowances by a factor of 0.8, the
Commission recommends that HRA should be rationalized to 24 percent, 16 percent and 8 percent of the Basic Pay for Class X, Y and Z cities respectively.
The Commission also recommends that the rate of HRA will be revised to 27 percent, 18 percent and 9 percent when DA crosses 50 percent, and further revised
to 30 percent, 20 percent and 10 percent when DA crosses 100 percent. (para 8.7.15)
Commission recommends that HRA should be rationalized to 24 percent, 16 percent and 8 percent of the Basic Pay for Class X, Y and Z cities respectively.
The Commission also recommends that the rate of HRA will be revised to 27 percent, 18 percent and 9 percent when DA crosses 50 percent, and further revised
to 30 percent, 20 percent and 10 percent when DA crosses 100 percent. (para 8.7.15)
17.27 Currently, in the case of those drawing either NPA or MSP or both, the amounts of NPA/MSP are included with the Basic Pay and HRA is being paid as a
percentage of the total amount. The Commission recommends that HRA should be calculated as a percentage of Basic Pay only and that add-ons like NPA, MSP,
etc. should not be included while working out HRA. (para 8.7.16)
percentage of the total amount. The Commission recommends that HRA should be calculated as a percentage of Basic Pay only and that add-ons like NPA, MSP,
etc. should not be included while working out HRA. (para 8.7.16)
17.28 The Commission, in the interactions it has had with the men on the ground at all field locations it has visited, has seen first-hand that the lack of
proper housing compensation is a source of discontentment among these employees. The service rendered by PBORs of uniformed services needs to be recognized
and Housing provisions of PBORs of Defence, CAPFs and Indian Coast Guard have been simplified and HRA coverage has been extended to them. (para 8.7.26)
proper housing compensation is a source of discontentment among these employees. The service rendered by PBORs of uniformed services needs to be recognized
and Housing provisions of PBORs of Defence, CAPFs and Indian Coast Guard have been simplified and HRA coverage has been extended to them. (para 8.7.26)
17.29 Uniform related allowances have been amalgamated under a simplified Dress Allowance payable annually. It is thus recommended that uniform related
allowances be subsumed in a single Dress Allowance (including shoes). (para 8.16.14)
allowances be subsumed in a single Dress Allowance (including shoes). (para 8.16.14)
17.30 Any allowance, not mentioned here (and hence not reported to the Commission), shall cease to exist immediately. In case there is any demand or
requirement for continuation of an existing allowance which has not been deliberated upon or covered in this report, it should be re-notified by the
ministry concerned after obtaining due approval of Ministry of Finance and should be put in the public domain. (para 8.2.5)
requirement for continuation of an existing allowance which has not been deliberated upon or covered in this report, it should be re-notified by the
ministry concerned after obtaining due approval of Ministry of Finance and should be put in the public domain. (para 8.2.5)
17.31 Entire CPMA will be payable to the PBORs of Defence Forces. Except Rum Allowance, other components of CPMA will be payable to PBORs of CAPFs, Indian
Coast Guard, RPF and Police forces of Union Territories. Rum Allowance will be granted to PBORs of CAPFs and Indian Coast Guard as per the existing
guidelines. (para 8.17.25)
Coast Guard, RPF and Police forces of Union Territories. Rum Allowance will be granted to PBORs of CAPFs and Indian Coast Guard as per the existing
guidelines. (para 8.17.25)
17.32 Night Duty Allowance: While the present weightage of 10 minutes for every hour of duty performed between the hours of 22:00 and 06:00 the present
prescribed hourly rate of NDA equal to (BP+DA)/200 may be continued, the amount of NDA should be worked out separately for eachemployee and the existing formulation for giving same rate of NDA for all employees with a particular GP should be abolished. (para 8.17.77)
prescribed hourly rate of NDA equal to (BP+DA)/200 may be continued, the amount of NDA should be worked out separately for eachemployee and the existing formulation for giving same rate of NDA for all employees with a particular GP should be abolished. (para 8.17.77)
17.33 OTA should be abolished (except for operational staff and industrial employees who are governed bystatutory provisions). At the same time it is also
recommended that in case the government decides to continue with OTA for those categories of staff for which it is not a statutory requirement, then the
rates of OTA for such staff should be increased by 50 percent from their current levels. (para 8.17.97)
recommended that in case the government decides to continue with OTA for those categories of staff for which it is not a statutory requirement, then the
rates of OTA for such staff should be increased by 50 percent from their current levels. (para 8.17.97)
17.34 All non-interest bearing Advances have been abolished. (para 9.1.4)
17.35 Regarding Motor Car Advance and Motor Cycle/Scooter/Moped Advance, since quite a few schemes for purchase of vehicles are available in the market
from time to time. The employees should avail of these schemes and both these advances should be abolished. (para 9.1.7)
from time to time. The employees should avail of these schemes and both these advances should be abolished. (para 9.1.7)
17.36 Regarding other interest-bearingadvances, the followingis recommended: (para 9.1.8)
| (i) | P C Advance |
Rs.50,000 or actual price of PC, whichever is lower | May be allowed maximum five times in the entire service. |
| (ii) | HBA | 34 times Basic Pay OR Rs.25 lakh OR anticipated price of house, whichever is least |
The requirement of minimum 10 years of continuous service to avail of HBA should be reduced to 5 years. If both spouses are government servants, HBA should be admissible to both separately. Existing employees who have already taken Home Loans from banks and other financial institutions should be allowed to migrate to this scheme. |
17.37 The three different kinds of leave admissible to civilian/defence employees which are granted for work related illness/injuries–Hospital Leave,
Special Disability Leave and Sick Leave are being subsumed and rationalized into a composite new Leave named Work Related Illness and Injury Leave (WRIIL). (para 9.2.36)
Special Disability Leave and Sick Leave are being subsumed and rationalized into a composite new Leave named Work Related Illness and Injury Leave (WRIIL). (para 9.2.36)
1. Full pay and allowances will be granted to all employees during the entire period of hospitalization on account of WRIIL.
2. Beyond hospitalization, WRIIL will be governed as follows:
a. For Civilian employees, RPF employees and personnel of Police Forces of Union Territories: Full pay and allowances for the 6 months immediately
following hospitalization and Half Pay only for 12 months beyond that. The Half Pay period may be commuted to full pay with corresponding number of days of
Half Pay Leave debited from the employee’s leave account.
following hospitalization and Half Pay only for 12 months beyond that. The Half Pay period may be commuted to full pay with corresponding number of days of
Half Pay Leave debited from the employee’s leave account.
b. For Officers of Defence, CAPFs, Indian Coast Guard: Full pay and allowances forthe 6 months immediatelyfollowinghospitalization, forthe next 24 months,
full pay only.
full pay only.
c. For PBORs of Defence, CAPFs, Indian Coast Guard: Full pay and allowances, with no limit regarding period.
17.38 TheRates of contribution as also the insurance coverage under the Central Government Employees General Insurance Scheme have remained unchanged for
long. The following rates of CGEGIS are recommended: (para 9.3.6)
long. The following rates of CGEGIS are recommended: (para 9.3.6)
| Level of E mployee |
Monthly Deduction (Rs.) |
Insurance
Amount (Rs.) |
| 10 and above | 5000 | 50,00,000 |
| 6 to 9 | 2500 | 25,00,000 |
| 1 to 5 | 1500 | 15,00,000 |
17.39 A simplified process for Cadre Reviews and revamping of the screening process under Central Staffing Scheme have been recommended. (para 7.3.41)
17.40 Health Insurance: The Commission strongly recommends the introduction of health insurance scheme for Central Government employees and
pensioners. In the interregnum, for the benefit of pensioners residing outside the CGHS areas, the Commission recommends that CGHS should empanel those
hospitals which are already empanelled under CS (MA)/ECHS for catering to the medical requirement of these pensioners on a cashless basis. This would
involve strengthening of administrative capacity of nearest CGHS centres. The Commission recommends that the remaining 33 postal dispensaries should be
merged with CGHS. The Commission further recommends that all postal pensioners, irrespective of their participation in CGHS while in service, should be
covered under CGHS after making requisite subscription. The Commission recommends that possibility of such a combined network of various medical schemes
should be explored through proper examination. (para 9.5.18)
pensioners. In the interregnum, for the benefit of pensioners residing outside the CGHS areas, the Commission recommends that CGHS should empanel those
hospitals which are already empanelled under CS (MA)/ECHS for catering to the medical requirement of these pensioners on a cashless basis. This would
involve strengthening of administrative capacity of nearest CGHS centres. The Commission recommends that the remaining 33 postal dispensaries should be
merged with CGHS. The Commission further recommends that all postal pensioners, irrespective of their participation in CGHS while in service, should be
covered under CGHS after making requisite subscription. The Commission recommends that possibility of such a combined network of various medical schemes
should be explored through proper examination. (para 9.5.18)
17.41 Pension: The Commission recommends a revised pension formulation for civil employees including CAPF personnel and Defence personnel,
who have retired before 01.01.2016. This formulation will bring about complete parity of past pensioners with current retirees:
who have retired before 01.01.2016. This formulation will bring about complete parity of past pensioners with current retirees:
i. All the personnel who retired prior to 01.01.2016 (expected date of implementation of the Seventh CPC recommendations) shall first be fixed in the Pay
Matrix being recommended by this Commission, on the basis of the Pay Band and Grade Pay at which they retired, at the minimum of the corresponding level in
the matrix. This amount shall be raised, to arrive at the notional pay of the retiree, by adding the number of increments he/she had earned in that level
while in service, at the rate of three percent. Fifty percent of the total amount so arrived at shall be the revised pension. In the case of the Defence
personnel, total amount so arrived at shall be inclusive of MSP.
Matrix being recommended by this Commission, on the basis of the Pay Band and Grade Pay at which they retired, at the minimum of the corresponding level in
the matrix. This amount shall be raised, to arrive at the notional pay of the retiree, by adding the number of increments he/she had earned in that level
while in service, at the rate of three percent. Fifty percent of the total amount so arrived at shall be the revised pension. In the case of the Defence
personnel, total amount so arrived at shall be inclusive of MSP.
ii. The second calculation to be carried out is as follows. The pension, as had been fixed at the time of implementation of the VI CPC recommendations,
shall be multiplied by 2.57 to arrive at an alternate value for the revised pension.
shall be multiplied by 2.57 to arrive at an alternate value for the revised pension.
iii. Pensioners maybe given the option of choosingwhichever formulation is beneficial to them.
(
para
10.1.67)
para
10.1.67)
17.42 Since the fixation of pension as per formulation (i) above may take a little time it is recommended that in the first instance the revised pension
may be calculated as at (ii) above and the same maybe paid as an interim measure. In the event calculation as per (i) above yields a higher amount the
difference may be paid subsequently. (para 10.1.68)
may be calculated as at (ii) above and the same maybe paid as an interim measure. In the event calculation as per (i) above yields a higher amount the
difference may be paid subsequently. (para 10.1.68)
17.43 The Commission recommends enhancement in the ceiling of gratuityfrom the existing Rs.10 lakh to Rs.20 lakh from 01.01.2016. The Commission further
recommends, as has been done in the case of allowances that are partially indexed to Dearness Allowance, the ceiling on gratuity may increase by 25 percent
whenever DA rises by 50 percent. (para 10.1.37)
recommends, as has been done in the case of allowances that are partially indexed to Dearness Allowance, the ceiling on gratuity may increase by 25 percent
whenever DA rises by 50 percent. (para 10.1.37)
17.44 Lump sum Compensation for Invalidation due to Disability: The Commission recommends an
increase in the existing lump sum compensation of Rs.9 lakh for 100 percent disability to Rs.20 lakh. However it finds no justification to recommend broad
banding for payment of Ex-gratia award to service personnel boarded out on account of disability/war injury attributable to or aggravated by military
service. (para 10.2.65)
increase in the existing lump sum compensation of Rs.9 lakh for 100 percent disability to Rs.20 lakh. However it finds no justification to recommend broad
banding for payment of Ex-gratia award to service personnel boarded out on account of disability/war injury attributable to or aggravated by military
service. (para 10.2.65)
17.45 The Commission notes that cadets are not considered on duty during training and therefore cannot be treated at par with serving defence forces
personnel. The Commission, however, keeping in view the facts relating to cadets, recommends an increased ex-gratia disability award from the existing
Rs.6,300 per month to Rs.16,200 per month for 100 percent disability. (para 10.2.67)
personnel. The Commission, however, keeping in view the facts relating to cadets, recommends an increased ex-gratia disability award from the existing
Rs.6,300 per month to Rs.16,200 per month for 100 percent disability. (para 10.2.67)
17.46 Disability Pension: Keeping in view the tenets of equity, the Commission is recommending reverting to a slab base system for disability
element, instead of existing percentile based disabilitypension regime. Distinct rates separatelyforofficers, JCOs and ORs have been prescribed. (para 10.2.55)
element, instead of existing percentile based disabilitypension regime. Distinct rates separatelyforofficers, JCOs and ORs have been prescribed. (para 10.2.55)
17.47 Ex-gratia Lump sum Compensation to Next of Kin: The Commission is recommending the revision
of rates of lump sum compensation for next of kin (NOK) in case of death arising in five separate circumstances, to be applied uniformly for the defence
forces personnel and civilians. (para 10.2.77)
of rates of lump sum compensation for next of kin (NOK) in case of death arising in five separate circumstances, to be applied uniformly for the defence
forces personnel and civilians. (para 10.2.77)
Circumstances |
P r oposed (Rs.) |
| Death occurring due to accidents in course of performance of duties. | 25 lakh |
| Death in the course of performance of duties attribute to acts of violence by terrorists, anti-social elements etc. | 25 lakh |
| Death occurring in border skirmishes and action against militants, terrorists, extremists, sea pirates | 35 lakh |
| Death occurring while on duty in the specified high altitude, inaccessible border posts, on account of natural disasters, extreme weather conditions |
35 lakh |
| Death occurring during enemy action in war or such war like engagements, which are specifically notified by Ministry of Defence# and death occurringduringevacuation of Indian Nationals from awar-torn zone in foreign country |
45 lakh |
17.48 Indian Coast Guard: The Commission is recommending for the Indian Coast Guard: a. Merger of pay group Z into pay group Y. (para 11.12.15)
b. X pay of Rs.6,200 p.m. to all direct entry diploma holders. (para 11.12.18)
c. Sarang Laskars to be upgraded to paylevel 4 in the civilian paymatrix. (para 11.12.21) d. Upgradation of Director General to Apex Level. (para 11.12.27)
Other
highlights
are
as
under:
highlights
are
as
under:
17.49 The Edge: The edge, presently accorded to the Indian Administrative Service in the form of two additional increments @ 3 percent over
their basic pay at three promotion stages i.e., promotion to the Senior Time Scale (STS), to the Junior Administrative Grade (JAG) and the NFSG to continue
in the proposed pay matrix.
their basic pay at three promotion stages i.e., promotion to the Senior Time Scale (STS), to the Junior Administrative Grade (JAG) and the NFSG to continue
in the proposed pay matrix.
17.50 Having regard to the difficult demands placed on police officers bytheir jobs including longworkinghours, the risk of personal injuryand death and
the immensepublicresponsibility they carry, the view of the Chairman hasrecommended that this financial edge, as given to the IAS, be extended to the IPS
as also to the third All India Service, the IFoS. (para 7.2.38)
the immensepublicresponsibility they carry, the view of the Chairman hasrecommended that this financial edge, as given to the IAS, be extended to the IPS
as also to the third All India Service, the IFoS. (para 7.2.38)
17.51 In so far as the Indian Foreign Service is concerned, the existing dispensation shall continue. (para 7.2.18 and para 7.2.19)
17.52 Shri.Vivek Rae, Member, Seventh CPC is of the view that the financial edge for IAS and IFS is fully justified but has not agreed with the view that
it should be extended to the IPS and the IFoS. (para 7.2.20)
it should be extended to the IPS and the IFoS. (para 7.2.20)
17.53 Dr. Rathin Roy, Member, Seventh CPC is of the view that the financial edge accorded to the IAS and IFS should be removed. IAS officers have a
multi-dimensional leadership role to play and in specific jobs such as that of DM/DC, officers occupying such positions must be able to be primus inter pares by administrative affirmation. According to him, if this position is to be reflected through superior financial remuneration,
then their recruitment must be conducted separately. (para 7.2.21)
multi-dimensional leadership role to play and in specific jobs such as that of DM/DC, officers occupying such positions must be able to be primus inter pares by administrative affirmation. According to him, if this position is to be reflected through superior financial remuneration,
then their recruitment must be conducted separately. (para 7.2.21)
17.54 Chairman and Dr.Rathin Roy, Member areof the viewthat all AIS and Central Services Group A officers who have completed 17 years of service should be
eligible for empanelment under the Central Staffing Scheme and the “two year edge”, presently enjoyed by the IAS should be withdrawn. Shri Vivek Rae,
Member, has not agreed with this view and has recommended review of the Central Staff Scheme guidelines. (para 7.2.23 and para 7.2.24)
eligible for empanelment under the Central Staffing Scheme and the “two year edge”, presently enjoyed by the IAS should be withdrawn. Shri Vivek Rae,
Member, has not agreed with this view and has recommended review of the Central Staff Scheme guidelines. (para 7.2.23 and para 7.2.24)
17.55 Non Functional Upgradation for Organised Group ‘A’ Services: The Chairman is of the
considered opinion that since NFU has been in existence for the last ten years and is being availed by all the organised Group `A’ Services it should be
allowed to continue. The same will be available not only to all organised Central Group ‘A’ Services but also members of CAPFs, ICG and Defence forces. NFU
will henceforth be based on the respective residency periods in the preceding substantive grade. All the prescribed eligibility criteria and promotional
norms including ‘benchmark’ for upgradation to a particular level would have to be met at the time of grant of NFU. (para 6.2.35, para 7.3.21 and para 7.3.22)
considered opinion that since NFU has been in existence for the last ten years and is being availed by all the organised Group `A’ Services it should be
allowed to continue. The same will be available not only to all organised Central Group ‘A’ Services but also members of CAPFs, ICG and Defence forces. NFU
will henceforth be based on the respective residency periods in the preceding substantive grade. All the prescribed eligibility criteria and promotional
norms including ‘benchmark’ for upgradation to a particular level would have to be met at the time of grant of NFU. (para 6.2.35, para 7.3.21 and para 7.3.22)
17.56 Shri Vivek Rae, Member and Shri Rathin Roy, Member, have favoured abolition of NFU at SAG and HAG level. (para 7.2.24)
17.57 Chairman and Dr. Rathin Roy, Member, hold the view that the age of superannuation for all CAPF personnel should be 60 years uniformly. Shri Vivek
Rae, Member, has not agreed with this recommendation and has endorsed the stand of the Ministry of Home Affairs. (para 11.22.33 and para 11.22.34)
Rae, Member, has not agreed with this recommendation and has endorsed the stand of the Ministry of Home Affairs. (para 11.22.33 and para 11.22.34)
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COMMENTS
The role of the Air Force is to fly the aircrafts. Whether fighter or transport, all the flying machines must be kept airworthy, at all the times. The technical airmen do that job, sincerely and dedicatedly. In addition to their technical duties, the technical airmen are also detailed for the key orderly, mail orderly, fire piquet, Mess, security, grass cutting, white wash, painting, administrative and various other non technical duties. Those are part of military duties! In my logic, PT, Parade or Range Firing can be part of military duties, but detailing the highly skilled technical personnel for the clerical or above mentioned duties is nothing but loss of valuable technical man hours. Due to this apartheid atmosphere, maximum numbers of technical airmen either ask for premature discharge or go out as soon as they complete their initial bonds. There are only two classes of categories in service. The Commissioned officers and the JCOs/ORs and on the post retirement facilities also the same hierarchy is maintained.
These technical airmen are not only diploma engineers with 20 years experience but many of them might have achieved a Masters degree in science/Arts or a bachelor degree in engineering. They are offered the pre-release courses for their post retirement career can become a matter of debate or discussions. I do not want to name those courses which don’t have any academic value at all atleast for a diploma engineer with 18 years on job experience, leaving aside their higher qualifications achieved through personal interests. With this mentality and discriminating policies, are we sure that we will be able to become a developed nation in the future? My question to those who do not want to change these discriminating policies, do they enjoy the same treatment when they visit to any developed nation or deployed for a United Nation’s exercise? In some developed countries, upto the rank of Brigadier rank officers and soldiers dine in the same mess and have the same accommodation facilities. That facilitates good mutual understanding between those officers and the soldiers. That is possible when officers are selected from the ranks onwards as done in some developed countries. Does that seem a dream and arbitrary for us? If that is true then, becoming a developed nation will be also a dream for us.
During pre-independence British era, we had whites and the Indians and now we have the officers and the men in the Armed Forces. We got the freedom but the powers only transferred from the white hands to the brown hands and the laws remain the same. British used to take care of their officer’s welfare selfishly and resorted to various disciplinary policies of the subordinate ranks only. I hope, we are not abiding by the same mentality even after 67th years of independence also. We are a completely independent country now. We must feel proud to be an Indian. Why to follow age old Act and rules? Can’t we move forward with our own sets of rules? Aristocratic rules have no place in the armed forces/flight safety atmosphere. Same way, suppression and oppression also have no place in a democratic country. Equality, opportunity and respect for each and every citizens of this country can only make us a strong global power. What is the purpose of purchasing those costly flying machines or weapons if the soldiers who will operate or maintain those have low morale, sense of prejudice or a sense of neglect? The good politicians and the bureaucrats must step in at the earliest, for the sake of the country’s prosperity, safety and security.
While pursuing my BSc I was lured by the attractive advertisement of the Air Force. Immaturity of my age drew my attention to join in the Indian Air Force as a Technical Airman. Now, look at the benefits of joining in the Indian Air Force as a technical airman:-
(a) My discharge book says, I am released from the Air Force after completing my initial bond. That means, although I am drawing a government pension, I was on a contractual job, not a permanent job. (Long sigh!)
(b) Being recruited as a diploma qualified person, I was called a ‘Fitter’ in the Indian Air Force.
(c) I was an OR in the service and after the retirement also facing the same discrimination whenever I visit to a CSD canteen or an ECHS polyclinic. Still I am recognised as an OR in those places.
(d) I served in the Indian Air Force for twenty years as a group ‘X’ technical airman (equivalent to a diploma engineer) and thereby did the servicing, maintenance and repair of two modern aircrafts but enjoyed the restriction to remain in the lowest pay band throughout my career. Now, I am drawing very less pension accordingly.
(e) I am now thinking that was it difficult for me even to get a clerical job, in which I could have reached to the Pay band 3 or pay band 4 in due course, whereas the highest rank of an airmen also can’t reach in pay band 3.
(f) I am now cursing me for spoiling my life by taking the decision of joining in the Indian Air Force as a technical Airman.
(g) I am not thinking of OROP or Pay Commission because nothing is going to benefit me unless the pay anomalies of the technical airmen are removed as early as possible.
What are the benefits of joining in Indian Air Force as a Technical Airman? Long training, long working hours, maintaining and repairing the highly sophisticated and costly machines, but restricted to remain in the lowest pay band, starting from joining to leaving the service (initial bond of 20 years). This may be also a reason that very few of these highly skilled and experienced Technical Personnel extend their services after completing their initial bonds. The service loses the experience and the skills, but who cares? It takes years to know the sophisticated airborne machines thoroughly and by the time he learns, the initial bond ends and he finds no reason to extend his service further, because of the low salary and the very least chance of getting any further promotion. Is it the loss of the nation or the organization?
Technical Airmen of the IAF are either a civil diploma holder or 10+2 in Science. After their training, they become equivalent to a civil diploma engineer but the reason is unknown why they are placed in the lowest pay band (5200-20200) with an X group pay of 1400 Rs. only. The civil diploma holders are directly placed in PB-2 with a Grade pay of 4200 Rs. Can I say that, this is a gross injustice and discrimination towards the Technical Personnel of the IAF?
Further, a civil diploma engineer starts getting degree engineer’s scale in 10 to 12 years, after getting promoted to an Asst Engineer or an engineer, but for a Technical Airman, even to get a diploma engineer’s scale, he has to complete a minimum of 13 years of service, clears all the relevant exams and becomes a SGT (Supervisor), but does he get the diploma engineer’s scale then also? You will be astonished to know the fact.
In 5th Pay Commission: Civil diploma engineer: 5000-150-8000 / Pay of technical SGT: 4670-85- 5945. Later upgraded to 5000-100-6500 (Why? Who cares?)
In 6th Pay Commission: Civil diploma engineer: 9300-34800 with a grade pay of 4200 Rs. / Pay of Technical SGT (fact but true) 5200-20200 with a Grade pay of 2800 Rs. only. Why this sort of discrimination and injustice? For how long this exploitation will go on? Thanks God, the attained basic pay can not be reduced.
Neither the government nor any successive pay commission has tried to remove the above mentioned pay anomalies. There is no dearth of good politicians and bureaucrats in our country. Why they have not intervened so far? Why the every Pay Commission has neglected the status and pay of the Technical Airmen of the IAF? There can not be any argument that higher ranks deserve higher pays, but does that mean the subordinate staffs need to be suppressed and paid less?
Now come to the point of Military Service Pay. What does that pay means? Commissioned officers 15500/-, military nursing officers 10800/- and the ranks, placed below the commissioned officers, only 5200/-? The subordinate ranks, including the JCOs, SGTs are less military than the military nursing officers? How a non combatant staff will draw more MSP than the Combatant Personnel? If this pay is related to the status and rank, then why this pay is waived off for the higher ranking officials? I suggest renaming this pay as military status pay, else MSP must be made equal for each and every combatant member of the armed forces.
The pay anomalies of the Technical Airmen of the IAF must be sorted out at the earliest, because sense of prejudice, sense of neglect and low morale may become a cause for any fatal accident, involving the experienced men and the costly flying machines and the nation will ultimately bear that loss. It then needs to repurchase those costly machines again and again, for smooth functioning of the organization. A developing nation, like us, can not afford that. (Views expressed are my personal)
Sir , there is a huge difference in allowances between PBOR and commissioned officer as per 7CPC. It is injustice with the PBOR. Such as clothing allowance,Field area allowance,High altitude allowance, Ration Allowance etc. There is a equal standard for physical fitness, dress wearing,and while living in field area/high altitude area, there are more facility to officers rather than PBOR. That is why allowance for PBOR and officers must be equal. Thank You.
Though we are proud to be Indian and proud in democratic, we still keep the barrier between leaders and followers. In the army the difference is beyond imagination. Some officers think that the other ranks are their servants and the JCOs are for looking after their welfare.
Today a pensioner's basic is Rs 100 say and his DA is Rs 125 , hence present pension is Rs 225. His new pension will be close to Rs 257. The increase is thus 257 /225 = 1.14 or 14% increase. Why the media is saying 24% increase for pensioners, when it is actually 14% only?