National Federation of Atomic Energy
Employees
NFAEE
DEPARTMENT OF ATOMIC ENERGY
Regn.No.17/9615
Recognised by DAE vide DAE OM No.
NFAEE OFFICE, Opp: NIYAMAK BHAVAN,
Anusaktinagar, Mumbai 400 094
Web site: www.nfaeehq.blogspot.com;
Email address: nfaee@yahoo.com
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Ref.No: nfaee/sg/14/053 21.04.2014
To
All Affiliates
NFAEE
Dear Comrades,
Seventh Pay Commission
though its web site published a questionnaire containing 15 questions.
Asked to submit the
reply by 10th May 2014. All the Ministries as well as the Department
also asked to submit their reply on the subject.
All affiliates are
requested to submit their views on the questionnaire before 1st May
2014.
So that the Federation
can compile the same and work out for a uniform reply and can submit to the
Department before 5th May 2014 as well a sto the Pay Commission.
Copy of the
questionnaire is attached along with this letter
Take it as most urgent
and act immediately.
With fraternal Greetings
Comradely yours
Jayaraj KV
Secretary General
Address for Correspondence: Jayaraj. KV, Secretary
General, NFAEE
PESS/UED; BARC, Trombay, Mumbai 400 085
Tel. No: (O): 022 – 2559 6519;
(Res): 022 – 2746 4704; (Mobile): 9869501189
Email
Address: nfaee@yahoo.com, jrajkv@yahoo.com
GOVERNMENT OF INDIA
SEVENTH CENTRAL PAY COMMISSION
NEW DELHI-110001
Meena Agarwal
Secretary
D.O No. 7CPC/15/Questionnaire
9th April, 2014
Dear ………..,
As you may be aware the Seventh Central Pay Commissions has been
constituted by the Government on 28 February 2014 with a view to go into
various issues of emoluments’ structure, retirement benefits and other service
conditions of Central Government employees and to make recommendations on the
changes required. The terms of reference of the Seventh Central Pay Commission
are available on the http://7cpc.india.gov.in.
2. A Questionnaire seeking the considered views of all
stakeholders is enclosed. The response of your Ministry to this Questionnaire
is sought. I shall be grateful if the replies are furnished to the Commission
on or before 10th May, 2014, so as to enable the Commission to take them into
account as part of its examination of the issues that it is mandated to
address. The reply may be sent to Post Box No. 4599, Hauz Khas P.O, New Delhi
110 016, and in the case of email to secy-7cpc@nic.in.
Encl:- As above.
With Regards,
Yours sincerely,
(Meena Agarwal)
To all Secretaries to Govt of India
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 a
re 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 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?
