Proposed Pay Structure in the Final Memorandum of NC JCM to 7th CPC
National Council JCM , Staff Side has finalised its Memorandum to be
submitted to 7th Pay Commission and it has been posted in its website
NCJCMstaffside.com for all central government employees. The Full Final
Memorandum consists 98 pages and the download link is provided below
this post
Chapter —VII
Proposed Pay Structure and Rate of Increment
In the preceding chapters we have dealt with the various principles
of pay determination as was enunciated by the successive Pay
Commissions. The 6 CPC introduced the new concept of Pay Band and Grade
Pay. We are not able to comprehend any logical methodology having
been adopted by the 6th CPC in constructing the Pay Band and Grade Pay.
In the ultimate analysis, we found that there had been no uniform
multiplication factor. It varied from 2.2 time to 3. The changes
effected by the Government while implementing the recommendations of the
6th cpc further compounded the confusion and making t more irrational
and arbitrary. The 6 cPC in their report stated that they have upgraded
certain pay scales having appreciated the contention made by the
employees organizations. They merged certain other pay scales in an
effort to delayering the functions. But the new pay that emerged from
such upgradation/merger was not equivalent to the higher pay scales in
the said group. For instance, the erstwhile pay scales of Rs.5000-8000,
5500-9000 and 6500-10500 were merged. The multiplication factor for pay
band construction was 1.86 times of the minimum. Therefore the pay band
for the pre merged pay scales was determined to begin at Rs.9300/-.
Having merged, the pay band must have begun at 12,090/-, i.e. 1.86 times
of 6500/- in which the other pay scales were merged.
7.2 The manner in which the Grade pay was devised is also
questionable. At the lower level the Grade Pay progresses @ Rs.100/-
,i.e. 1800, 1900, 2000, etc. The pay in the Band + Grade Pay at the
entry level is 5200 + 1800 = 7000. An employee is entitled for 3%
increment every year. He gets a financial benefit of Rs. 210 every year
on account an increment whereas on promotion his grade pay gets
increased by just Rs.100/. only. The Grade Pay was devised at 40% of
the maximum of the pre revised time scale of pay. The maximum of any
time scale of pay will depend upon the rate of increment and the span of
the scale of pay. The ratio between the minimum and the maximum of all
pay scales was not uniform, rather it could not be uniform. Therefore,
prescribing Grade Pay as a percentage of such variable maximum, in our
opinion, was erroneous. Normally fitment benefit represent the gap
between pre revised minimum and the revised minimum. The 6th CPC
recommendation of Grade Pay did not serve this purpose also. Having been
expressed in absolute quantum amount it gave varied benefit in
different pay bands as also at different stages in the same pay bands.
7.3 The Grade Pay system brought about various anomalies, which were
raised at the NAC but found no resolution despite discussions on several
occasions in the last 6 years. We are of the firm view that the 7” CPC
should revert to the Pay Scale System which has been time tested. We
have constructed the pay scales maintaining the relativities with the
time scale of pay suggested by both 5’ and 6th CPC
7.4 While constructing the pay scales we have taken the rate of
increments at 5% instead of 3% presently available. We have done so on
the ground that most of the PSUs including the banking industries
provide the incremental rate at 5% and over a period of time it raises
the salary level of the personnel. We therefore request that the 7th CPC
may recommend the rate of annual increment at 5%. Incidentally we may
also state that the uniform date of increment prescribed by the 6th CPC
has encountered certain problems and anomalies. We, therefore, suggest
that the 7th cpc may recommend, for administrative expediency, two
specific dates as increment dates, Viz. 1st January and 1st July. Those
recruited/appointed/promoted during the period between l January and
30th June will have their increment date on 1stt January and
those recruited/appointed/promoted between 1st July and 31st December
will have it on 1st July next year. This apart we request the
Commission to specifically recommend that those who retire on 30th June
or 31St December are granted one increment on the last day of their
service.
7.5 We have also felt that a further reduction in the number of pay
scales is needed. While constructing the pay scales we have removed
those pay scales pertaining to Grade Pay of Rs.1900, 2400, 4600, 8700
and the scale of pay of Rs. 75500-80000. We are of the opinion that the
instrument of Special Pay which was in operation earlier should be
brought back to address the need of intermediary grades in certain
organizations. The Associations and Federations representing the
employees and officers of various departments and various categories
will submit their memorandum indicating the pay scales to be assigned to
the categories of the employees and officers they represent taking into
account the nature of functions assigned to those categories
separately.
7.6 Presently, functional promotion is made to the next hierarchical
position whereas MACP promotion ¡s Grade Pay based, irrespective of the
fact whether a particular Grade Pay exist in the hierarchy or not in the
concerned department. Our suggestion to reduce the number of pay scales
go a great extent to obviate the difficulty encountered due to the dual
system of promotion.
7.7 We have constructed open- ended pay scales. This is to ensure
that no employee stagnates without increment. The pay of the Secretary
and the Cabinet Secretary has been kept as a fixed amount as has been
the recommendation of the 6th CPC. In consonance with our view on
the need for further de-layering, we have suggested only 14 Pay scales
indicating in the table the minimum of each of them. The said 14 pay
scales are given below:
In Table 7.2, the corresponding pay scales of the 6” CPC recommended Grade Pay are given for reference.
Table No. 7.1.
Proposed pay scale minimum.
| Sl. No. |
Pay scale No. |
Present PB |
PB No. |
Grade Pay |
Proposed minimum of the pay scale. |
| 1 |
S.1 |
5200-20200 |
PB.1 |
1800 |
26000 |
| 2 |
S-2 |
5200-20200 |
PB 1 |
2000 |
33000 |
| 3 |
S-3 |
5200-20200 |
PB 1 |
2800 |
46000 |
| 4 |
S-4 |
9300-34800 |
PB 2 |
4200 |
56000 |
| 5 |
S-5 |
9300-34800 |
PB 2 |
4800 |
74000 |
| 6 |
S-6 |
9300-34800 |
PB 2 |
5400 |
78000 |
| 7 |
S-7 |
15600-39100 |
PB 3 |
5400 |
88000 |
| 8 |
S-8 |
15600-39100 |
PB 3 |
6600 |
102000 |
| 9 |
S-9 |
15600-39100 |
PB 3 |
7600 |
120000 |
| 10 |
S-10 |
37400-67000 |
PB 4 |
8900 |
148000 |
| 11 |
S-11 |
37400-67000 |
PB 4 |
10000 |
162000 |
| 12 |
S-12 |
75500-80000 |
HAG |
0 |
193000 |
| 13 |
S-13 |
80000( Fixed ) |
Apex scale. |
0 |
213000 |
| 14 |
S-14 |
90000 (Fixed) |
Cabinet Secy |
0 |
240000 |
Table 7.2.
New Pay scale minimum
| SL.No. |
Grade pay of 6thCPC |
Minimum of the new pay scale |
| 1 |
1800 |
26000 |
| 2 |
1900 |
31000 |
| 3 |
2000 |
33000 |
| 4 |
2400 |
41000 |
| 5 |
2800 |
46000 |
| 6 |
4200 |
56000 |
| 7 |
4600 |
66000 |
| 8 |
4800 |
74000 |
| 9 |
5400 |
78000 |
| 10 |
5400 in PB3 |
88000 |
| 11 |
6600 |
102000 |
| 12 |
7600 |
120000 |
| 13 |
8700 |
139000 |
| 14 |
8900 |
148000 |
| 15 |
10000 |
162000 |
| 16 |
12000 |
193000 |
| 17 |
75000-80000 |
202000 |
| 18 |
80000 fixed |
213000 |
| 19 |
90000 fixed |
240000 |
Download :
FULL-FINAL-Memorandum of NC JCM
Source : NC JCM Staffside.com
