7th CPC on MACP – NFIR Opposes the Benchmark ‘Very Good’

NFIR

National Federation of Indian Railways

3, Chelmsford Road, New Delhi – 110 055

PRESS RELEASE

Reacting to the news item appearing in ‘The Hindu’ of 04th October 2016 relating to the acceptance of the recommendation of 7th Central Pay Commission on Modified Assured Career Progress Scheme (MACPS) and the DoP&T OM dated 27th/28th September 2016, the General Secretary said that while the Government has wrongly accepted the recommendation, at the same time has been spreading wrong news through the media. He said that the Scheme has been existing since 1st September 2008 and is not a new scheme as claimed by the Government.

Dr.Raghavaiah further said that while accepting the 7th CPC recommendations relating to the MACP Scheme for Central Government employees, the Government has totally ignored the agreement reached with the JCM (Staff Side) on 17/07/2012 and 27/07/2012 in the Joint Committee and National Advisory Committee Meetings wherein agreement was reached to maintain the same benchmark as is applicable for filling the vacancies through promotion by selection/non-selection/fitness instead of insisting upon the benchmark ‘Very Good’ recommended by the 6th Central Pay Commission. Thereafter, the DoP&T vide OM dated 01st November 2010 and 04th October 2012 issued necessary instructions for granting MACP to the Central Government employees.

The Federation takes note that the Government while accepting the 7th CPC recommendations relating to financial upgradation under MACP Scheme to its employees has again taken U-turn and had once again fixed the benchmark ‘Very Good’ arbitrarily for granting financial upgradation mainly to deny the legitimate benefit to its employees without any dialogue with JCM (Staff Side) – the machinery setup to deal with the issues of Central Government employees which is totally unjustified.

The Federation strongly opposes the move of the Government for which communications have already been sent by the Federation twice to the Cabinet Secretary on 2nd August and 23rd August 2016 to respect the bilateral agreement reached with the JCM (Staff Side) and restore the decision given vide DoP&T OM dated 01/ll/20l0 and 04/10/2012 without making any change on the settled issue.

The General Secretary, NFIR hopes that the Government would consider the above points and rectify the mistake soon duly restoring the earlier instructions of DoP&T to honor the commitment made to the Staff Side.

04th October 2016

(Dr. M.Raghavaiah)

General Secretary

Source: NFIR

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Modified Assured Career Progression Scheme (MACPS) for the Central Government Civilian Employees – Implementation of Seventh CPC Recommendations.

F.No.35034/3/2015-Estt.(D)

Government of India

Ministry of Personnel, Public Grievances and Pensions

Department of Personnel and Training

North Block,

New Delhi

Dated the September 28,2016

OFFICE MEMORANDUM

Subject: Modified Assured Career Progression Scheme (MACPS) for the Central Government Civilian Employees – Implementation of seventh CPC recommendations.

The Modified Assured Career Progression Scheme was introduced with effect from 01.09.2008 in pursuance of the recommendations of the Sixth Pay Commission by this Department’s OM No.35034/3/2008-Estt(D) dated 19th May, 2009. Subsequently, clarifications/ FAQs were issued vide OM dated 16.11.2009, 09.09.2010, 01.04.2011, 13.06.2012, 04.10.2012 and 10.12.2014. These instructions are in force with effect from 01.09.2008.

2. The 7th Central Pay Commission (CPC) in para 5.1.44 of its report has recommended inter-alia as follows:

“MACP will continue to be administered at 10, 20 and 30 years as before. In the new Pay Matrix, the employee will move to immediate next level in hierarchy. Fixation of pay will follow the same principle as that. For a regular promotion in the Pay Matrix. MACPS will continue to he applicable to all employees up to Higher Administrative Grade (HAG) level except members of Organised Group ‘A’ Services.”

3. The Government has considered the above recommendation and has accepted the same. In the light of the recommendations of the 7th CPC accepted by the Government, the Modified Assured Career Progression Scheme (MACPS) will continue to be administered at 10, 20 and 30 years as before. Further, Para 1 and 2 of the existing Scheme (Annexure to this Department’s OM No. 35024/3/2008-Estt.D dated 19th May, 2009) will be substituted by the following words:-

“1. There shall be three financial upgradations under the MACPS as per 7th CPC recommendations, counted from the direct entry grade on completion of 10, 20 and 30 years services respectively or 10 years of continuous service in the same level in Pay Matrix, whichever is earlier,

2. The MACPS envisages merely placement in the immediate next higher level in the Pay Matrix as given in PART A of Schedule of the CCS (Revised Pay) Rules, 2016, Thus, the level in the Pay Matrix at the time of financial upgradation under the MACPS can, in certain cases where regular promotion is not between two successive levels in the Pay Matrix, be different than what is available at the time of regular promotion. In such cases, the higher level in the Pay Matrix attached to thenext promotion post in the hierarchy of the concerned cadre/organisation will be given only at the time of regular promotion.”

4. The 7th Central Pay Commission (CPC) in para 5.1.45 of its report has interalia recommended as follows:

“Benchmark for performance appraisal for promotion and .financial upgradation under MACPS’ to be enhanced, from ,`Good’ to ‘Very Good’. “

5. The Government has considered the above recommendation and has accepted the same. In the light of the recommendations of the 7th CPC accepted by the Government, para 17 of the Scheme (Annexure to OM No 3502413/2008-Estt.D dated 19th May, 2009) shall be substituted by the following words:-

“17. For grant of .financial upgradation under the MACPS, the prescribed benchmark would be ‘Very Good ‘ for all the posts.”

6. These changes will come into effect from 25th July, 2016, i.e., from the date of resolution notified by Department of Expenditure, Ministry of Finance regarding acceptance of the recommendations of the 7th CPC.

7. The comprehensive MACP Scheme on acceptance of Seventh Central Pay Commission recommendations will be issued separately.

Sd/-

(Jayanthi G.)

Director(E.I)

Source:http://ccis.nic.in/WriteReadData/CircularPortal/D2/D02est/35034_3_2015_Estt_D.pdf

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Modified Assured Career Progression Scheme (MACPS): Views of Indian Audit & Accounts Department

Modified Assured Career Progression Scheme (MACPS): Views of Indian Audit & Accounts Department

Assured Career Progression was introduced in 1999 with a view to grant at least two financial up gradations at an interval of 12 and 24 years where officials are stagnating for want of promotion. It was further modified to 03 financial up gradations on the recommendations of the 6th CPC. However, the 7 th CPC recommended continuing with the same without any change. Also the bench mark has been increased from ‘Good’ to ‘ Very Good’

There should be at least four financial upgradations in entire service career of an employee at regular interval of 8 years. Hence, the MACPS may be granted to an employee after completion of 8, 16, 24 and 32 years of service.

Further, the bench mark for financial up gradation may be continued as per the existing practice – i.e. the bench mark prescribed for the post for promotion.

Source: https://drive.google.com/file/d/0B7nIuoyYNiJUZkdmYWQySk1QTnM/view

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7th CPC Recommended to extend the benefit of MACP to DSC Personnel

7th CPC Recommended to extend the benefit of MACP to DSC Personnel

Grant of Financial Upgradation under MACP to the DSC Personnel

The proposal of the Services is that the benefit of MACP should be extended to the Defence Security Corps (DSC), on the grounds that they have been implemented for all government employees including defence forces personnel except DSC personnel.

To advance their case it has been contended that Ex-Defence Forces Personnel renrolled into DSC are treated as a fresh intake for pay and allowances and do not carry forward the financial and other benefits availed in the former service and are placed in the lowest pay scale in the Pay Band. There is very limited scope for promotion in DSC due to restricted rank structure. Hence, denial of the financial upgradation under MACP Scheme to DSC Personnel, in their view, is totally unjustified.

Analysis and Recommendations : The Commission notes that Defence Security Corps personnel provide cover to the defence installations of the three Services and to civil establishments under the Ministry of Defence. Such personnel are re-employed from amongst retired JCOs/ORs. The benefits of MACPS for civilian personnel is at intervals of 10, 20 and 30 years of continuous regular service. For defence forces personnel three financial upgradations through MACPS are possible in a career span at intervals of 8, 16 and 24 years of service.

Since Defence Security Corps personnel are personnel under the Army, they may also be permitted the benefit of MACP. However this benefit should be limited to a total of three upgrades in the entire service career, both during regular employment and in the course of reemployment as defence service corps personnel. As they are defence forces personnel the 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.

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MACP scheme for Defence Service Personnel – No marked change in 7th CPC Report

MACP scheme for Defence Service Personnel – No marked change in 7th CPC Report

Assured Career Progression

The Services have sought four financial upgradations under MACP scheme at 6, 12, 18 and 24 years of service or on completion of six years of continuous service in same Grade Pay. It has been stated that 60 percent of the soldiers (i.e., Sepoys and Naiks) are deprived of the third financial upgradation on account of an early retirement.

Analysis and Recommendations : The Commission has considered the demand and notes that as it is the existing scheme of MACP for the Defence forces personnel, at 8, 16 and 24 years of service, is more beneficial than the one on the civilian side, which is spaced at 10, 20 and 30 years. The aspect of early retirement of the defence services personnel is therefore already factored in. Further, no revision in the MACP scheme is intended on the Civilian side.

Keeping these facts in view the Commission is unable to recommend any changes to the MACP scheme insofar as Defence Service personnel are concerned.

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Modified Assured Career Progression (MACP) - 7th CPC Report

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)

Withholding Annual Increments of Non-performers after 20 Years

There is a widespread perception that increments as well as upward movement in the hierarchy happen as a matter of course. The perception is that grant of MACP, although subject to the employee attaining the laid down threshold of performance, is taken for granted. This Commission believes that employees who do not meet the laid down performance criterion should not be allowed to earn future annual increments. The Commission is therefore proposing 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.

This will act as a deterrent for complacent and inefficient employees. However, since this is not a penalty, the norms for penal action in disciplinary cases involving withholding increments will not be applicable in such cases. This will be treated as an “efficiency bar”. Additionally, for such employees there could be an option to leave service on similar terms and conditions as prescribed for voluntary retirement.

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