SIXTH CENTRAL PAY COMMISSION
Questionnaire
1. Comparison with public/private sectors
1.1 Should there be any comparison/parity between pay scalesand perquisites in
Government and the public/private sector?
1.2 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 salariesavailable
in the government vis-a-vis the salaries in the private sector?
1.3 In order to ensure a fair comparison based on principles ofequity 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?
2. International comparisons
2.1 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?
3. Impact on other organizations
3.1 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 StateGovernments, 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?
4. Salaries
4.1 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?
4.2 What should be the reasonable ratio between the minimum
and the maximum of a pay scale?
4.3 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?
5. Relativities
5.1 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?
6. Group-A Services
6.1 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?
6.2 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 privatesector, what emoluments would you suggest for an
entrant to a Group-A Service in Government?
7. Professional personnel
7.1 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?
8. Classification of posts
8.1 Presently, civilian posts in the Central Government are
classified into four Groups (‘A’, ‘B’, ‘C’ & ‘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?
9. Restructuring of Group ‘C’ & ‘D’ posts
9.1 Should all lower Group ‘C’ functionaries in the
Secretariat be replaced by multi-functional Executive Assistants, who would
be graduates and well versed in office work, secretarial skills and use of
modern office equipment including computers? Should similar arrangements can
be evolved for Group ‘C’ posts in other organisations of Government?
9.2 Should a similar regrouping of Group D staff into fewer
categories capable of performing diverse functions also be carried out?
10. Pay Scales
10.1 How should a pay scale be structured? What is a
reasonable ratio between the minimum and maximum of a pay scale?
10.2 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?
11. Increments
11.1 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?
12. Revision of pay scales
12.1 Is there any need to revise the pay scales periodically
especially when 100% neutralization for inflation is available in form of
dearness allowance?
12.2 How should pay be fixed in the revised pay scales? Should there be a point-to-point fixation? If not,
please suggest a method by which it can be ensured that senior personnel are
not placed at a disadvantage vis-à-vis their juniors and due weightage is
given for the longer service rendered by the former.
13. Compensatory Allowances
13.1 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.
14. Pay and perquisites for Armed Forces
14.1 What should be the basis for determination of pay scales for
Armed Forces Personnel?
What percentage weightage should be assigned to
(i)
parity with civil services,
(ii) comparison with private sector,
(iii) special and hazardous nature of duties, (iv) short
career span and (v) restricted rights?
14.2 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 internalsecurity
forces?
15. Abolition of feudalism
15.1 Should all vestiges of feudalism in the country like huge
residential bungalows sprawling over several acres, large number of servants’
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.
16. Specific proposals
16.1 In what manner can Central Government organizations functioning
be improved to make them more professional, citizen-friendly and delivery
oriented?
16.2 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.
17. New concepts
17.1 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?
17.2 For improving punctuality/introducing new concepts like
flexi time, should biometric entry/exit be introduced?
17.3 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.?
17.4 Should there be lateral movement from Government to
non-Government jobs and vice versa? If so, in which sphere(s) and to what
extent?
17.5 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?
18. Performance Appraisal
18.1 In what way should be present system of performance
appraisal be changed? Should be ACR be an open document?
18.2 How far has the introduction of self-assessment helped in
the process of appraisal?
18.3 Should appraisal be done for an entire team instead of
for individuals?
18.4 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?
19. Holidays
19.1 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.
19.2 What do you think is the state of work ethics and
punctuality in Government offices? Kindly suggest ways of improving these.
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7th CENTRAL PAY COMMISSION
Questionnaire
7th CPC Questionnaire
1. Salaries
1.1 The considerations on which the minimum salary in
case of the lowest Group ‘C’ functionary and the maximum salary in
case of a Secretary level officer may be determined and what should be
the reasonable ratio between the two.
1.2 What should be the considerations for determining salary
for various levels of functions falling between the highest level and the
lowest level functionaries?
2. Comparisons
2.1 Should there be any comparison/parity between pay scales and perquisites between
Government and the private sector? If so, why? If not,
why not?
2.2 Should there at all be any comparison/parity between pay
scales and perquisites between Government and the public sector? If so, why?
If not, why not?
2.3 The concept of variable pay has been introduced in Central
Public Sector Enterprises by the Second Pay Revision Committee. In the case
of the Government is there merit in introducing a variable component of pay?
Can such variable pay be linked to performance?
3. Attracting Talent
3.1 Does the present compensation package attract suitable
talent in the All India Services & Group A Services? What are your
observations and suggestions in this regard?
3.2 To what extent should government compensation be structured to attract special talent?
4. Pay Scales
4.1 The 6th Central Pay Commission introduced the system of Pay Bands and Grade Pay as
against the system of specific pay scales attached to various posts. What has
been the impact of running pay bands post implementation of 6th CPC
recommendations?
4.2 Is there any need to bring about any change?
4.3 Did the pay bands recommended by the Sixth CPC help in
arresting exodus and attract talent towards the Government?
4.4 Successive Pay Commissions have reduced the number of pay
scales by merging one or two pay scales together. Is there a case for the
number of pay scales/ pay band to be rationalized and if so in what manner?
4.5 Is the “grade pay” concept working? If not, what are
your alternative suggestions?
5. Increment
5.1 Whether the present system of annual increment on 1st July
of every year uniformly in case of all employees has served its purpose or not? Whether
any changes are required?
5.2 What should be the reasonable quantum of annual increment?
5.3 Whether there should be a provision of variable increments
at a rate higher than the normal annual increment in case of high achievers?
If so, what should be transparent and objective parameters to assess high
achievement, which could be uniformly applied across Central Government?
5.4 Under the MACP scheme three financial up-gradations are
allowed on completion of 10, 20, 30 years of regular service, counted from
the direct entry grade. What are the strengths and weaknesses of the scheme? Is
there a perception that a scheme of this nature, in some Departments,
actually incentivizes people who do not wish to take the more arduous route
of qualifying departmental examinations/ or those obtaining professional degrees?
6. Performance
What kind of incentives would you suggest to recognize
and reward good performance?
7. Impact on other organizations
Salary structures in the Central and State Governments are
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. To what extent
should their paying capacity be considered in devising a reasonable remuneration package for Central
Govt. employees?
8. Defence Forces
8.1 What should be the considerations for fixing salary in
case of Defence personnel and in what manner does the parity with civil services need to
be evolved, keeping in view their respective job profiles?
8.2 In what manner should the concessions and facilities,
both in cash and kind, be taken into account for determining salary structure
in case of Defence Forces personnel.
8.3 As per the November 2008 orders of the Ministry of
Defence, there are a total of 45 types of allowances for Personnel Below
Officer Rank and 39 types of allowances for Officers. Does a case exist
for rationalization/ streamlining of the current variety of allowances?
8.4 What are the options available for addressing the
increasing expenditure on defence pensions?
8.5 As a measure of special recognition, is there a case to
review the present benefits provided to war widows?
8.6 As a measure of special recognition, is there a case to
review the present benefits provided to disabled soldiers, commensurate to
the nature of their disability?
9. Allowances
9.1 Whether the existing allowances need to be retained or
rationalized in such a manner as to ensure that salary structure takes care
not only of the job profile but the situational factors as well, so that
the number of allowances could be at a realistic level?
9.2 What should be the principles to determine payment of House Rent
Allowance?
10. Pension
10.1 The retirement benefits of all Central Government
employees appointed on or after 1.1.2004 are covered by the New Pension Scheme (NPS).
What has been the experience of the NPS in the last decade?
10.2 As far as pre-1.1.2004 appointees are
concerned, what should be the principles that govern the structure of pension and other
retirement benefits?
11. Strengthening the public governance system
11.1 The 6th CPC recommended upgrading the skills of the Group
D employees and placing them in Group C over a period of time. What has been the experience in this
regard?
11.2 In what way can Central Government organizations
functioning be improved to make them more efficient, accountable and
responsible? Please give specific suggestions with respect to:
a) Rationalisation of staff strength and more productive deployment of
available staff;
b) Rationalisation of processes and reduction of paper work;
and
c) Economy in expenditure.
12. Training/ building competence
12.1 How would you interpret the concept of “competency based framework”?
12.2 One of the terms of reference suggests that the
Commission recommend appropriate training and capacity building through a
competency based framework.
a) Is the present level of training at various stages of a
person’s career considered adequate? Are there gaps that need to be filled,
and if so, where?
b) Should it be made compulsory that each civil service
officer should in his career span acquire a professional qualification? If
so, can the nature of the study, time intervals and the Institution(s) whose
qualification are acceptable, all be stipulated?
c) What other indicators can best measure training and
capacity building for personnel in your organization? Please suggest ways
through which capacity building can be further strengthened?
13. Outsourcing
13.1 What has been the experience of outsourcing at various
levels of Government and is there a case for streamlining it?
13.2 Is there a clear identification of jobs that can be outsourced?
14. Regulatory Bodies
14.1 Kindly list out the Regulators set up under r Acts of
Parliament, related to your Ministry/ Department. The total number of
personnel on rolls (Chairperson and members + support personnel) may be
indicated.
14.2 Regulators that may not qualify in terms of being set up
under Acts of Parliament but perform regulatory functions may also be listed.
The scale of pay for Chairperson /Members and other personnel of such bodies
may be indicated.
14.3 Across the Government there are a host of Regulatory
bodies set up for various purposes. What are your suggestions regarding
emoluments structure for Regulatory bodies?
15. Payment of Bonus
One of the terms of reference of the 7th Pay Commission is to
examine the existing schemes of payment of bonus. What are your suggestions and
observations in this regard?
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Tuesday, April 22, 2014
7TH PAY COMMISSION NEWS – COMPARISON OF 7TH CPC AND 6TH CPC QUESTIONNAIRE
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