CHAPTER
III
PAY STRUCTURE FOR DAE
EMPLOYEES
1.1
The
employees of the Research & Development units, Industrial Units, Service
Organisations, Public Sector Units such as NPCIL and BHAVINI and Aided Units
etc are coming under the purview of the recommendations of the Pay Commission.
This memorandum prepared based on the inputs from all recognised unions and
associations of R&D units, Industrial Units and Service Organisations.
1.2
The
employees in the Department are categorised in general as Scientific Officers,
Technical, Administrative and Auxiliary
1.3
The
strength of employees of DAE Constituent units ( Secretariat, R&D units,
Industrial units, Service Sector, Aided Institutions and Public Sector is given
below:
Group
|
Number of Employees
|
||
|
Constituent units
|
Aided Institutions
|
Public Sector Under takings *
|
Group A
|
7548
|
1103
|
6869
|
Group B
|
10458
|
2798
|
6120
|
Group C
|
11458
|
2552
|
9757
|
Group D
|
49
|
|
|
Total
|
29507
|
6453
|
22746
|
Public Sector Undertakings includes ECIL, IREL,
UCIL which are not coming under the purview of Pay Commission as they have the
mechanism of bilateral discussion for wage negotiation.
1.4
The grand total of DAE employees is 58663, out of which about 46000 employees
coming under the ambit of the recommendations of the Pay Commission
1.5
The sanctioned
staff strength of R&D, Industrial and Service Organisations as per the demands for Grants of DAE for the
year 2012 – 2013 is given below:
Group
|
Gazetted
|
Non Gazetted
|
Total
|
No. Of Employees in Position
|
Group A
|
9083
|
859
|
9942
|
7548
|
Group B
|
809
|
11140
|
11949
|
10458
|
Group C
|
|
15692
|
15692
|
11458
|
Group D
|
|
49
|
49
|
49
|
Total
|
9892
|
27740
|
37632
|
29507
|
1.6
The activities of the Department warrant
high grade of technology as well as skill and higher talent and expertise. To
attract and retain the higher talented, committed personality’s remuneration,
incentives and packages also should be attractive when comparing with other
conventional departments and their activities. It is fact that the talented
have been attracted by the Multinational companies as well as at abroad. A
large number of brain and good hands were trained with the help of tax payers
money are waiting to complete the bond and quit the job to get golden
opportunities at the cost of country. To stop the brain drain and ensure retain
the talents in the country more encouragements, facilities, opportunities,
incentive, etc should be offered by considering better pay structure,
incentives, promotional avenues, etc.
1.7
The
scientific, technical and other supporting communities who contribute to
complete the targets in research, production, manufacturing and offices of
various establishments should not be treated on par with other government
organisations.
1.8
The
activities in the established involved highly radio activity, handling of
chemical hazards, atmospheric variations, etc in which the employees are to
work in the R&D sector as well as in the Industrial units. That is why the
Department inducting various categories of employees after rigorous training
programme in their respective cadre. The technicians, Scientific Assistants and
Scientific officers are undergoing training programme for two years and one
year respectively. After the completion of the training based on the interview
only posting them in various units. Similarly other category of employees such
as Work Assistants, Security staff, etc also been undergoing training for three
to six months before assigning the job to acquire sufficient knowledge about
the Nuclear Industry as well as the activities of the Department.
1.9
After the implementation of the Sixth Pay
Commission recommendation on Pay the promotional hierarchy for Technicians,
Scientific Assistants and other Technical post have been disturbed and the
senior most employees brought back and equated them with junior most employees.
To overcome the discrepancies the Department forced to modify the Promotion
norms in the year 2009, 2010 and 2011. Even after the loss on pay fixation of
senior most employees still pending as unresolved. Matters are now pending in
Central Administrative Tribunal for decision. Even after exercising
continuously for three years the Department could not resolve the anomalies and
discrepancies in the selection of pay scales for technical staff
1.10 Considering
the above we submit the following suggestions to construct pay structure for
the consideration if the Chairman
1.11 As
mentioned in the preamble of this memoranda
Department of Atomic Energy has been exempted from UPSC and other
national recruiting agenises and have our own promotion policies. The technical
and scientific community has been recruited after going through various
training programme.
1.12 The Pay commissions recommended pay structures
for various categories considering the qualification, experience, etc. In our
Department as mentioned earlier all
categories of employees such as Work Assistant, Security personnel etc, has to
go to vigorous training programme after recruiting where as the administrative
staff such as LDC, UDC, Assistant, etc. were recruited and trained with our own
infrastructure exists in the Department of Atomic Energy. As far as concern the
Technical Staff and Scientific Officers, the new incumbent after selecting
though written examination and the interview to select as a trainee and
thereafter a vigorous training program being conducting. After completion of
the two year training programm they have been recruited based on the performance, in the entire training progranne.
1.13 Comparing
with any other section of employees, DAE established their employee should
extend better pay structure, as the DAE employees are deserve the better pay, and
other benefits, Accordingly we suggest
upgraded Pay scales for Technical, Auxiliary staff.
1.14 In
the auxiliary category the Work Assistant, Security Guard, Canteen staffs etc
are coming in this category.
1.15 The
proposed Pay Scale corresponding to 6th
CPC pay placed in the chapter 7 (Table 7.1) has been taken into consideration
to prepare the pay structure for all section off employees for DAE.
CHAPTER IV
CATEGORIES OF EMPLOYEES
AUXILLIARY STAFF
WORK ASSISTANTS
4.1 After the
implementation of the recommendations of Sixth Central Pay Commission, the
nomenclature of the Helper (Trade), Helper (CM), Mali, Ayya, Ward boy etc has
been modified as Work Assistant and Hospital Work Assistant. Work Assistant has
been assigned duty in the Operative nuclear plants, Workshops, Laboratories,
Agricultural field and as well as in the Cosmetic Maintenance. Hospital
Assistants are assigned the job in the Hospital as well as various
dispensaries.
4.2 The
educational qualification for the post also was upgraded to SSC Pass.
4.3 Their
responsibilities of Work Assistants are given below:
·
Assist
the operative staff for smooth operation of the Reactors, Production Plants,
Laboratories
·
Cleaning
and decontamination of the equipments and machineries in the radioactive plants
·
Assist
the maintenance staff and technicians in the workshop and machine shop in their
duties
·
Clean
the machines and tools and other equipments in the workshop, machine shop,
store area etc.
·
Attend
the Round the Clock shift duty to assist the running of the operational plants.
·
Developing
garden by digging soil and planting of different plants, maintenance of gardens
by sweeping, watering, weeding, mowing, manuring, pruning and propagating
plants and flower arrangements.
·
Agricultural
operations including ploughing harvesting, seed sorting, seed packing,
pesticides, fertilizer treatment, bird watch, etc
·
Work
as office attendant
4.4 Hospital
Work Assistant has assigned the following responsibilities
·
Keeping
hospital wards and dispensaries in hygienic condition
·
Helping
the patients in sponging, changing, movement for diagnostic tests, treatments,
etc
·
Taking
pathology samples to pathology department
·
Assisting
the nursing staff in bed making, serving food, taking /handing over articles,
pantry articles, etc
·
Bring
indents from Pharmacy, Stores etc and keep it in proper places in the Wards in
hospital and dispensaries, etc.
4.5 Work
Assistants are recruiting through a process of written examination and
personnel interview. After recruiting have undertake rigorous training
programme for three month to acquire knowledge of nuclear installation and
their activities, safety and security of the plants and operation, etc.
Considering
above mentioned job profile we feel the pay structure of Work Assistants should
be upgraded and accordingly we suggest the pay structure given below:
Designation
|
Grade Pay
|
Upgraded Grade Pay
|
Proposed Pay
|
Remarks
|
AUXILLIARY STAFF
|
||||
Work
Assistant
|
||||
Work Assistant A/
Hospital Work Assistant A
|
1800
|
1900
|
31000
|
One upgraded
pay scale considering the nature of job, qualification and training
|
Work Assistant B/ Hospital Work Assistant B
|
1900
|
2000
|
33000
|
|
Work Assistant C/ Hospital Work Assistant C
|
2000
|
2400
|
41000
|
|
Sr. Work Assistant A/
Sr. Hospital Work Assistant A
|
2400
|
2800
|
46000
|
|
Sr. Work Assistant B/ Sr. Hospital Work Assistant B
|
2800
|
4200
|
56000
|
|
Sr. Work Assistant C/ Sr. Hospital Work Assistant C
|
4200
|
4600
|
66000
|
|
Drivers:
4.6 DAE
Drivers should not be
brought under common cadre
because in other
Departments the nature of work of the Drivers is entirely different
from that of DAE Drivers as the Drivers in the
Department of Atomic Energy assigned multiple responsibilities. A DAE driver
is driving vehicle on an
average 100 kilometres per
day carrying heavy
load of materials related nuclear industry in
the busy traffic throughout his
working-hours. The duties of the
drivers of the conventional Departments are limited to bring the senior officials
to office and take back them to home and occasionally taking the officials to
meeting, while the DAE Drivers have to drive vehicles almost whole day. In
major cities and
towns, drivers have
to complete their schedule
by driving 10 to 12
hours.
4.7 The job of the
drivers involves in project development which always may be in the remote
locality, transportation of radioactive and/or hazardous materials at a long
distance, working for senior scientists and VVIPs. Duty also involves in Round the Clock Shift.
Most essential service during emergency occurs.
4.8 The Staff Car Drivers
are recruiting based on driver holding licence of the Light Vehicle where as in
DAE one who having the Driving license to drive Heavy Vehicle only recruits.
4.9 Present promotional
avenues are linked with vacancy available based on specific ratio.
4.10 Since the activities
of the Drivers of the Department is entirely different from that of the Staff
Car Drivers and higher qualification and skill prescribed for recruiting
Drivers in DAE, the promotional
avenue for DAE drivers and
present scale of
pay should be changed
according to the
functional requirement and
responsibility .
4.11 Entry of Drivers will be at the
level of 2400 GP level and the existing Ordinary will be phased out and the
existing drivers given one time relaxation
|
||||||
Designation
|
Grade Pay
|
Upgraded Grade Pay
|
Proposed Pay
|
Remarks
|
||
AUXILLIARY STAFF
|
||||||
Drivers
|
||||||
Driver Ord
|
1900
|
2400
|
41000
|
SSC with
Driving License for Heavy Vehicle
|
||
Driver Gr. II
|
|
2800
|
46000
|
Promotion post after 6 years
|
||
Driver Gr I
|
|
4200
|
56000
|
Promotion post after 5 years
|
||
Driver Sp Gr I
|
|
4600
|
66000
|
Promotion post after 5 years
|
||
Driver Sp. Gr II
|
|
4800
|
78000
|
Promotion post after 6 years
|
||
Driver Sp. Grade III
|
|
5400
|
88000
|
Promotion post after 6 years
|
||
Security Personnel
4.12 There is about 1500 security
Staff working in various units of the Department of Atomic Energy. They
include, Security Guard, Sr. Security Guard, Assistant Security Officer,
Security Officer, etc.
4.13 In the present as the threats to Nuclear
Installation are very high, the responsibility and risk level of Security in
D.A.E installation has increased manifold, Security duties includes Physical
Security (Physical Protection Systems), Material Security (Material Control by
gate pass etc), Visitor/ Vendor Management, Operations and Maintenance of
Electronic Security Gadgets such as Employee Attendance and Visitors Tracking
Systems, D.F.M.D, CCTV Cameras/ Monitors, Explosive Detectors, Baggage X-Ray Scanners,
Radiation Monitors, Radiation Detectors and its associated Equipments, Electric
fence and its associated Equipments, Wireless Communication Systems etc.
Investigation, Intelligence Collection, Escorting of Nuclear Material and many
other activities also has been the responsibility of the Security Personnel. .
4.14 The recruitment of Security Guards &
A.S.O’s under goes three stages (physical Endurance Test, Written Test &
Interview).
4.14 The qualification at the entry level
has been enhanced to 10th pass. Security staffs are recruiting
through a process of written examination and personnel interview. After
recruiting they have undertake rigorous training programme upto six month to
acquire knowledge of nuclear installation and their activities, safety and
security of the plants and operation, etc. The training programme is look like a Soldiers of
Armed Forces, wherein they are imparted with Physical Exercise Training, Parade
Training, Unarmed Combat, Yoga, etc. Thereafter theoretical training such as
Security Classes about Rules and Regulations, Civil Defense, Bomb Detection
& Disposal, Fire Fighting, (v).
Response to Radiation Emergency, Nuclear Security Culture etc, anti-Terrorists
Courses for 45 days under C.I.S.F. Radiation Safety Radiological Emergency
preparedness related to E.P.A.R.C and Orientation Training at ATI imparted for
all old staff to make them acquainted with the latest sophisticated Electronic
Security Gadgets, whereas no other category of Employees in D.A.E undergoes
such training programme
4.15 D.A.E Security not only protecting Building,
Men and Checks the Materials, I Cards etc, they are protecting the Secret, Top
Secret, Esteemed Scientists and Special Nuclear Materials (SNM). D.A.E Security is not an ordinary watch and ward Security, it
is the Nuclear Security bestowed with higher responsibility.
4.16 Nuclear Security faces great challenges due
to the global problem/threat, so it is very difficult to limit our duties to
particular area as any Leakage/Damage/Theft of S.N.M could affect society in
large and become international issue.
4.17 Security Staff are trained for response to
Radiation emergencies to tackle any Radiological Emergencies round the clock.
4.18 Terrorist cannot be stop by Gunpoint, they
are required to be stopped by Intelligence, they are to be Detected and checked
before they enters into our vital areas, it is only possible by keeping
constant vigil round the clock, Intelligence, quick reaction and the sacrifice
of Security Personnel.
4.19 D.A.E. Security Staff does not have Time
Bound Promotional Avenue, Security Guard having two Promotions; one is Senior
Security Guard and second is Head Security Guard which is on vacancy basis,
Assistant Security Officer having A.S.O. (B), S.O, Dy. C.S.O & C.S.O promotion
which is also on vacancy basis, due to this most of the A.S.Os retire as A.S.O
only and so with the Security Guards. Thereby the D.A.E Security Cadre depends
only on M.A.C.P which gives next Grade Pay on fulfilling the norms, whereas
Security Staff are the Backbone of this establishment, their morale needs to be
kept high at all time.
4.20 Considering the responsibilities and the
role of the Security personnel Department should come forward with a better
Promotional Avenue. At least six Promotions in their entire service period for
Security Guard as A, B, C, D, E, F as in the case of Scientific Assistant, Technical Staff, Work
Assistant, etc. By considering the nature of work and responsibilities
of the Security Staff better pay structure may be suggested.
4.21 Assistant Security Office (ASO) are having higher
responsibility, heavy work load, much risk of life, severe physical and mental
stress are kept below assistants,
4.22 Earlier days
the Security was considered as a unskilled job, but now it is a Nuclear
Security recruited after various stages of selection process and under goes
Rigorous Induction Training Programme, Operating Sophisticated Electronic
Security, Fire Fighting & Radiation Gadgets, thereby now they are very essential and highly skilled Personnel
in the department. The threat to D.A.E installations are very high in this
present global scenario, the Nuclear Installations are the prime targets of any
anti social elements, these installations are very vulnerable to attack by
Terrorists, thereby the Security Staff is very vulnerable to attack, their life
is at higher risk than anyone else in the department, Therefore the salary of
Security Staff may be considered higher than any other categories in the
establishment. Accordingly we suggest the following pay structure for the
security personnel
|
||||
Designation
|
Grade Pay
|
Upgraded Grade Pay
|
Proposed Pay
|
Remarks
|
AUXILLIARY STAFF
|
||||
Security
Staff
|
||||
Security Guard A
|
1800
|
2000
|
33000
|
|
Security Guard B
|
|
2400
|
41000
|
|
Security Guard C
|
|
2800
|
46000
|
|
Security
Asst
|
|
4200
|
56000
|
|
Sr. Security Asst./
Asst. Sec. Officer A
|
|
4600
|
66000
|
|
ASO B
|
|
4800
|
78000
|
|
Security Officer A/ ASO C
|
|
5400
|
88000
|
|
Security Officer B/
|
|
6600
|
102000
|
|
Canteen
Employees:
4.23 While
formulating guidelines for Departmental Canteens, Director Canteens clarified
that the scientific establishment such as Department of Atomic Energy,
Department of Space, etc can make their own Rules for running the Departmental
Canteens.
4.24 Unlike
the conventional units, the units of DAE are stationed and remote places or
away from the city and places for refreshment shall not be available. More over
stringent security measures are following all DAE units and hence no private
vendors can run canteens nearby.
4.25 In such
condition Departmental Canteen is the only source to depend the employees and
proper manned canteen only can ensure timely catering services to the
employees.
4.26 Outsourcings
of the canteens are not practical again because of the Security alertness.
Round the clock shift operation etc also affects the shortage of manpower.
Hence we request the Pay Commission to direct the Government/Department to run
all canteens as statutory canteen in all DAE units.
4.27 A well
paid employee with proper promotional avenues only will be motivated and in
turn show interest in work. Thus a better pay structure we suggest to the
Canteen employees in the Department.
|
||||
Designation
|
Grade Pay
|
Upgraded Grade Pay
|
Proposed Pay
|
Remarks
|
AUXILLIARY STAFF
|
||||
Canteen
Staff
|
||||
Canteen Attendant A
|
1800
|
1900
|
31000
|
|
Canteen Attendant B
|
1900
|
2000
|
33000
|
|
Asst Halwai- Cook/ Canteen Attendant C/ Clerk
|
2000
|
2400
|
41000
|
Promotion post for Canteen Attendant B
|
Cook/ Asst. Manager cum Store Keeper
|
2400
|
2800
|
46000
|
|
Manager cum Accountant
|
2800
|
4200
|
56000
|
|
Dy General Manager
|
4200
|
4600
|
66000
|
|
General Manager
|
|
4800
|
78000
|
|
Sr. General Manager
|
|
5400
|
88000
|
|
ADMINISTRATIVE STAFF
ADMINISTRATIVE CADRES
Junior
Assistant (LDC)
1. Name
of the post : Junior Assistant (LDC)
2. No. of
Posts :
3. Pay
Band : 5300-20200
4. Grade
Pay : 2400
5. Education Qualification : HSC
6. Method of recruitment : Compassionate
appointment and Limited Departmental Examination for
auxiliary
And other erstwhile Group D staff i.e.
Canteen staff, etc.
4.28 The
entry level for work assistant and other erstwhile cadres has been revised as
SSC as per the implementation of 6th CPC recommendations. At the
time 2nd Cadre Review, ISRO has upgraded the post of LDC with change
in the nomenclature and on the similar grounds LDC may be upgraded to GP 2400
with educational qualification as HSC (minimum entry level qualification).
Senior
Assistant (UDC)
1. Name
of the post : Senior Assistant (UDC)
2. No.
of posts :
3. Pay
Band : 5300-20200
4. Grade
Pay : 4200
(While
upgrading the post of UDC to GP 2800, the MACP granted earlier may be ignored
and may be seen afresh. Otherwise, this may further lead to loss to the senior
UDCs who already got MACP to GP `2800).
4. Education Qualification : A
degree in Arts, Science or Commerce
From recognised University
or equivalent.
5. Method
of recruitment : (a) 90% - by direct
recruitment
(b) 5% - by Departmental Qualifying
Examination
(c) 5% - by promotion on the basis of
seniority-cum-fitness
6. Upgradation of UDC : 30% UDC may be
upgraded on non-
Functional
basis to Grade Pay Rs.4600 in
Accordance
with DoPT OM on the basis of
seniority-cum-fitness
4.29 Justification
1. In the
present scenarios almost all the posts of UDCs are being filled by the candidates
with post-graduation and thorough knowledge of computer and further we are
providing specialized induction training on appointment. Hence it may be
appropriate to upgrade the GP of UDCs to ` 2800.
2. On
implementation of 2nd cadre review, the sanctioned strength of LDCs
of the Department has been reduced to 76 and UDCs has been increased to 1072,
the method of recruitment for the post of UDC needs to be modified
proportionately. Hence, the percentage
has been proposed as 90% Direct, 5% Departmental Qualifying Examination and 5%
seniority cum fitness.
4.30 It is
also suggested that as onetime exception vacancies in all the additional posts
of Assistant arising as a result of cadre restructuring would be filled only by
promotion of eligible UDCs. The vacancies in Executive Assistant grade arising
due to normal wastage on account of retirement, promotion, etc. would, in
future be filled to the extent of 50% LDCE graduates possessing computer
proficiency; 30% by promotion of UDCs with SCF and 20% through LDCE for UDCs.
Financial
upgradation from Grade Pay 2800 to Grade Pay 4200:
4.31 30%
Sr. Assistant (UDC) may be upgraded in the Grade Pay of 4200 in accordance with
DoPT OM on seniority-cum-fitness basis.
SENIOR
CLERK
4.31 We propose for abolition of Senior Clerk Post
in the Department
(i)
The hierarchy of selection of Grade Pay in Nodal
Ministry is to be adopted
(ii)
Existence of Sr. Clerk post is disadvantageous to
seniors in Department especially while operating promotion scheme.
(iii)
The post of Sr. Clerk does not exist in the DAE
Secretariat whereas the same is operated in the Units.
(iv) UDCs
in DAE Secretariat is benefited as under SCF they are considered as Assistant
(GP4600) whereas in Units they are considered as Sr. Clerk (GP4200)
(v)
After implementation of 2nd Cadre
Review, all Units have been provided the posts of Assistant.
(vi) In
order to have uniform policy in DAE and its Constituent Units, the post Sr.
Clerk may be abolished.
(vii) Proportionately,
increase the post of Assistants and APOs so that the existing staff will get
better opportunities for further promotion.
(viii)
Executive Assistant-(ASSISTANT)
1. Name of the post : Executive Assistant or Office
Superintendent or Office Executive or
Jr.
Officer
2. No.
of posts : Should be
increased
3. Pay
Band : 9300-34800
4. Grade
Pay : 4800
5. Method of Recruitment : 50%
through LDCE for graduates
Possessing
Computer proficiency; 30% by promotion of UDCs with SCF and 20% through LDCE
for UDCs those who are not graduate.
4.33 Justification for increasing the sanction strength
(i) The post of Senior Clerk may be abolished so that there will be
uniform policy in DAE and its Constituent Units.
(ii) Considering the increased activities/projects of the Department,
the additional posts may be sanctioned
(iii) Proportionately, increase the post of Executive Assistants/APO so
that existing staff will get ample opportunity for promotion.
ASSISTANT
ADMINISTRATIVE OFFICER (APO)
1. Name of the post : Assistant Administrative Officer
2. No.
of posts :
3. Pay
Band : 9300-34800
4. Grade
Pay : 5400
5. Method of Recruitment : (a) 50% on the basis of departmental
Qualifying
examination
(b) 50% on the basis of
seniority-cum-fitness
6. In case of recruitment by : Executive
Assistants in Pay Band 2
(9300-34800)Promotion/deputation/ with Grade Pay of 4800 who have
Transfer,
grades from which completed
Three years regular service
in grade promotion / deputation / Transfers to be made
4.34 Justification:-
(i)
Number
of posts of Executive Assistant/ Assistant Administrative Officer (APO) may
please be 50% and 50% *structural ration for JTS due to following reasons:
a) Earlier
the number of posts of Assistants was 103 and APOs post were 110. However,
after implementation of 2nd Cadre Review, the number of posts of
Assistants has been increased to 264 but consequently APOs post have not been
increased. Due to this, promotional avenues for Assistant have been reduced
drastically. As more number of candidates is eligible for consideration to the
post of APO, the number of posts of APO needs to be increased.
b) The
number of Groups/Divisions has been increased since 1992. Similarly, new
Projects/facilities have been started at different places. However, the number
posts of APO have not been increased substantially in the changed scenario.
Considering this aspect, the following suggestions are proposed so that some
promotional avenues will be made available to existing Assistants.
i) The
post Sr. Clerk may please be abolished so that there will be uniform policy in
DAE and its Constituent Units.
ii) Proportionately,
increase the post of Executive Assistants and ASSTT. Admn. Officer so that the
existing staff will get better opportunity for promotion.(50:50)
(ii)
The
Grade Pay of Assistant Administrative Officer (APO) be considered as Rs.5400
due to following reasons:
a) The
difference between GP of erstwhile Assistant and APO is 200 which lead to
de-motivation.
b) The
senior most of Assistant are getting MACP to the GP of 4800 and hence no
fixation benefit on promotion to grade APO.
c) Further
under SCF appointment as APO, candidates are being posted outside their
headquarters which leads to further monitory loss and hence candidates opt out
(iii) The method for consideration of promotion to be
filled for the post Asstt. Administrative Officer (APO) grade needs to be
revised:
As per existing norms, the following categories of
employees are eligible to appear in the APO’s Exam.
(a)
Private Secretary(NS with GP 4600)
(b)
PA/Steno Gr.I/Jr. Hindi Translators (GP 4200) with
3 years services
(c)
Assistant (GP 4600) with 3 years’ service
(d)
UDCs (GP 2400-PB-1) with 6 years’ service
(e)
Senior Clerks/Accounts Assistants/Asstt. Security
Officer/(A & B)/ Sr. Telex Operator / Supervisor (Transport)/ Public
Relations Assistants/ Publicity Assistants/ Welfare Assistants/
Managers/Cashiers/Caretakers etc with GP 4200 with 3 years’ service.
(f)
Stenographer Gr.III (GP-2400) who have completed 8
years service
(g)
Data Entry Operator “A” (GP-2400) who have
completed 6 years service and Data Entry Operator “B”.
(h)
Township Supervisor (GP-4200) who have completed 3
years service.
ACCOUNTS CADRES
Senior Accountant
Assistant (UDC)
1. Name
of the post : Senior Accountant Assistant (UDC)
2. No.
of posts :
3. Pay
Band : 5300-20200
4. Grade
Pay : 4200
(While
upgrading the post of UDC to GP 2800, the MACP granted earlier may be ignored
and may be seen afresh. Otherwise, this may further lead to loss to the senior
UDCs who already got MACP to GP `2800).
4. Education Qualification : A
degree in Arts, Science or Commerce
From recognised University
or equivalent.
Computer proficiency
5. Method
of recruitment : (a) 90% - by direct
recruitment
(b) 5% - by Departmental Qualifying
Examination
(c) 5% - by promotion on the basis of
seniority-cum-fitness
6. Upgradation of UDC : 30% UDC may be
upgraded on non-
Functional
basis to Grade Pay Rs.4200 in
Accordance
with DoPT OM on the basis of
seniority-cum-fitness
4.35 Justification
1. In the
present scenario almost all the posts of UDCs are being filled by the
candidates with post-graduation and thorough knowledge of computer and further the
Department providing specialized induction training on appointment. Hence it
may be appropriate to upgrade the GP of UDCs to Rs. 2800.
2. On
implementation of 2nd cadre review, the sanctioned strength of LDCs
of the Department has been reduced to 76 and UDCs has been increased to 1072,
the method of recruitment for the post of UDC needs to be modified
proportionately. Hence, the percentage
has been proposed as 90% Direct, 5% Departmental Qualifying Examination and 5%
seniority cum fitness.
4.36 It is
also suggested that as onetime exception vacancies in all the additional posts
of Assistant arising as a result of cadre restructuring would be filled only by
promotion of eligible UDCs. The vacancies in Executive Assistant grade arising
due to normal wastage on account of retirement, promotion, etc. would, in
future be filled to the extent of 50% LDCE graduates possessing computer
proficiency; 30% by promotion of UDCs with SCF and 20% through LDCE for UDCs.
Financial
upgradation from Grade Pay 2800 to Grade Pay 4200:
4.37 30%
Sr. Accountant Assistant (UDC) may be upgraded in the Grade Pay of 4200 in
accordance with DoPT OM on seniority-cum-fitness basis.
ACCOUNTS
ASSISTANT
4.38 The
Second Cadre Review has been proposed to abolish the Accounts Assistant Post. We
propose for abolition of Accounts Assistant post by merging the post into
Assistant Accountant
2.
The
hierarchy of selection of Grade Pay in Nodal Ministry is to be adopted
3.
After
implementation of 2nd Cadre Review, the post of Account Assistnat
has been declared as dying cadre.
4. Proportionately, increase the post of Assistant
Accountants and AAOs so that the
existing staff will get better opportunities for further promotion.
Executive Accountant-(ASSISTANT
ACCOUNTANT)
1. Name of the post : Executive Accountant
2. No.
of posts : Should be increased adding the post of
Account Assistant
3. Pay
Band : 9300-34800
4. Grade
Pay : 4800
5. Method of Recruitment : 50%
through LDCE for graduates
Possessing
Computer proficiency; 30% by promotion of UDCs with SCF and 20% through LDCE
for UDCs those who are not graduate.
4.39 Justification for increasing the sanction strength
(i) The post of Accountant Assistant may be abolished so that there
will be uniform policy in DAE and its Constituent Units.
(ii) Considering the increased activities/projects of the Department,
the additional posts in Executive Asccountant may be sanctioned
(iv) Proportionately,
increase the post of Executive Accountant/AAO so that existing staff will get
ample opportunity for promotion.
ASSISTANT
ACCOUNTANT OFFICER (AAO)
1. Name of the post : Assistant Accountant Officer
2. No.
of posts :
3. Pay
Band : 9300-34800
4. Grade
Pay : 5400
5. Method of Recruitment : (a) 50% on the basis of departmental
Qualifying
examination
(b) 50% on the basis of
seniority-cum-fitness
6. In case of recruitment by : Executive
Accountant in Pay Band 2
(9300-34800)Promotion/deputation/ with Grade Pay of 4800 who have
Transfer,
grades from which completed
Three years regular service
in grade promotion / deputation / Transfers to be made
4.40
Number of posts of Executive Accountant/Assistant Accountant Officer (APO) may
please be 50% and 50% *structural ration for JTS due to following reasons:
Justification:-
a) There
was no substantial increase in the number of post in AAOs even after the 2bd
Cadre Review. Due to this, promotional avenues for Assistant Accountant have
not been improved. As more number of
candidates is eligible for consideration to the post of AAO, the number of
posts of AAO needs to be increased.
c) The
number of units, Groups/Divisions has been increased since 1992. Similarly, new
Projects/facilities have been started at different places. However, the number
posts of AAO have not been increased substantially in the changed scenario.
Considering this aspect, the following suggestions are proposed so that some
promotional avenues will be made available to existing Assistants.
iii) The
post Accountant Assistant may please be abolished so that there will be uniform
policy in DAE and its Constituent Units.
iv) Proportionately,
increase the post of Executive Accountants and Asst. Accounts Officer so that
the existing staff will get better opportunity for promotion.
4.41
The
Grade Pay of Assistant Accounts Officer (AAO) be considered as Rs.5400 due to
following reasons:
The difference between GP of erstwhile Assistant
Accountant and AAO is 200 which lead to de-motivation.
The senior most of Assistant Accountants are
getting MACP to the GP of 4800 and hence no fixation benefit on promotion to
grade AAO.
Further under SCF appointment as AAO, candidates
are being posted outside their headquarters which leads to further monitory
loss and hence candidates opt out
4.42
Percentage of posts to be filled in the Assistant Accountant Officer grade
needs to be revised as:
The quota for consideration of Assistant Accountant
Officer Post on percentage basis needs to be increased as under:
a) 50%
on the basis of departmental qualifying exam
b) 50%
on the basis of seniority-cum-fitness.
c) Out
of (b) above, 75% may be promoted to the post of AAO from those who have passed
written examination of Assistant Accountant.
d) Remaining
25% in (b) above, may be promoted to the post of AAO from those SCF Assistant
Accountant
4.43 Based on the above mentioned observation, we suggest the following
pay structure for administrative and accounts cadre.
PAY
STRUCTURE FOR DAE EMPLOYEES
|
||||
Designation
|
Grade
Pay
|
Upgraded
Grade Pay
|
Proposed
Pay
|
Remarks
|
Administrative
Staff
|
||||
LDC
|
1900
|
2400
|
41000
|
HSC with computer proficiency – Compassionate
|
UDC
|
2400
|
4200
|
56000
|
Direct Recruitment – Graduation with Computer
Proficiency for Administration and Account Cadre
|
|
4200
|
4600
|
66000
|
30% of the post may be upgraded on seniority
|
Assistant/Asst. Acct
|
4600
|
4800
|
78000
|
|
APO/AAO/SO
|
4800
|
5400
|
88000
|
|
STENOGRAPHERS
4.44 Entitlement of an
officer at secretariat for stenographic assistance has been based on Central
Secretariat Service pattern whereas for field based units of DAE this has been
recommended purely on functional basis.
A higher
level of stenographic assistance in the pay scale of Rs. 12000-16500 has been
recommended for functionaries at senior most level
Jt. Secretary
or equivalent level has been recommended a higher level of stenographic
assistance in the pay scale of Rs. 10000-15200.
Director, Dy.
Secretary and ADG level posts in various units have been provided Pvt.
Secretary (Rs. 6500-10500) or PA (Rs. 5500-9000).
Under
Secretary, Pr. Scientists and other officers with equivalent functions have
been provided with PAs (Rs. 5500-9000).
Entry grade
of stenographers in the Grade Pay of Rs.2400 has to be upgraded into 4200 as
recommended by VI CPC.
Justification for changing the Nomenclature
4.45
The functions of a Stenographer are now manifold and it has become a multi-task
job. i.e in earlier days, only knowledge
of Typewriting & Shorthand was sufficient to discharge the duties of a
Stenographer. But now in modern
scientific days, a Stenographer must possess knowledge of Computer operation,
faxing, e-mail, internet in addition to managing the affairs of an office like
taking dictations and making printouts, filing & DAK management, attending
phone calls, attending to the visitors, making arrangements for the tour
programme of his Superiors, etc. And
moreover most of the jobs were made online in many areas of work. In order to deal with all these things, a
Stenographer must become a person with Multi-task oriented.
4.46
As an entry grade Stenographer with Grade Pay of Rs.2,400/- has to wait for 10
years for moving to next grade pay of Rs.2800/- that too under MACP
Scheme. From Gr. III to II one cannot
say how much period it may take. Hence,
this entry grade pay has to be raised upward and fixed at Rs.2800 and after 4
years revise into Rs4200/-.
4.47
The Section Officer in other offices which have always had an established
historical parity with CSS/CSSS are extended the scale of Rs. 8000-13500 in
Group ‘B’ corresponding on completion of four years’ service in the lower
grade. This ensured full parity between all Offices. These recommendations
shall apply mutatis-mutandis to the post of Private Secretary/equivalent in
these services as well.
4.48 There is no
differentiation between Secretariat and non-secretariat office
Stenographers. Accordingly the
pay band +
grade pay may
be fixed for
non-secretariat Office Stenographers also.
4.49 Taking into account
the strength of Senior Officials such as Distinguished Scientists, Outstanding
Scientists, Group directors, Head of the Divisions, etc the number of posts of
Stenographers corresponding to the eligibility may accordingly be increased in
the following grades:
1. Steno
Gr. III
2. Steno
Gr. II
3. Steno
Gr. I, Personnel Assistant
4. Private
Secretary (Non Secretariat)
5. Senior
Private Secretary (Secretariat & Non Secretariat)
4.50 If
the no. of posts in PS/SPS is increased then automatically the junior
stenographers will have their own promotional avenues/chances of coming up in
their career.
4.51 Based
on the above observations we suggest the following pay structure for
Stenographers:
Designation
|
Grade
Pay
|
Upgraded
Grade Pay
|
Proposed
Pay
|
Proposed
Nomenclature
|
Remarks
|
Stenographers
|
|||||
Stenographer
III
|
2400
|
4200
|
56000
|
Junior Management
Assistant
|
|
Stenographer
II
|
4200
|
4600
|
66,000
|
Management Assistant
|
|
Stenographer
I
|
4200
|
4800
|
78000
|
Senior Management Assistant
|
|
PS
|
4800
|
5400
|
88000
|
Principal Management Assistant
|
|
Sr. PS
|
|
6600
|
102000
|
Senior Principal Management Assistant
|
|
PPS
|
|
7600
|
120000
|
Junior Management
Assistant
|
|
Hindi Translator - Official Language
4.52 The
proposal for the pay structure of the Hindi Translator and other Official
Language grades is given below:
Designation
|
Grade Pay
|
Upgraded Grade Pay
|
Proposed Pay
|
Remarks
|
Hindi
Translator - Official Language
|
||||
Jr. Translator
|
|
4600
|
66000
|
|
Sr. Translator
|
|
4800
|
78000
|
|
Hindi Officer
|
|
5400
|
88000
|
|
Dy Director (OL)
|
|
6600
|
102000
|
|
Director (OL)
|
|
7600
|
120000
|
|
STORE KEEPING STAFF
4.53 Directorate of Purchase &
Stores (DPS) is one of the constituent unit of Department of Atomic Energy
(DAE) provides support in Material Management functions. DPS is catering the needs of various
programme of the DAE in the matter of procurement of highly sophisticated
stores such as scientific equipment, components, raw materials, spares for
plant and machinery, medicines, medical equipments, hazardous chemicals
etc. And other material management
functions related thereto. Due to
sensitive nature of activities DAE has been exempted from the purview of
Directorate of General Supply & Disposal (DGS&D).
4.54
Directorate of Purchase and Stores (DPS) is a service organization of
Department of Atomic Energy functioning from last 40 years and maintaining a
separate cadre as Purchase & Stores, which is recognized by the Department
of Atomic Energy as DISTINCT CADRE apart from Accounts and
Administration at one side and Mutatis-Mutandis at other side, but it is
noticed that at the time of upgradation of pay scales of said Cadre Department
have extended step motherly treatment to the cadre under operation in Directorate
of Purchase and Stores.
4.55 The duties and responsibilities
of Storekeeping staff extent to identification and evaluation of vendors,
capable of making indigenous as well as foreign supplies at the level of sophistication concluding contract and
purchase orders by professional skill and negotiation and monitoring its execution ensuring
expenditure committed in the budget.
4.56 DPS is catering the needs of
various programme of the DAE in the matter of procurement of highly
sophisticated stores such as scientific equipment, components, raw materials,
spares for plant and machinery, medicines, medical equipments, hazardous
chemicals, clearance of imported item mainly nuclear raw materials (Uranium)
and delivered them at the point of supply, Export of Heavy Water to various
countries etc. And other material
management functions related thereto.
Due to sensitive nature of activities DAE has been exempted from the
purview of Directorate of General Supply & Disposal (DGS&D).
4.57 Besides as and when
materials/equipments are received, the same are handled as desired by the user
division and keep them in safe custody, ensuring its preservation accounting
till such time it is consumed by the users.
The inventories received are maintained and statistics are kept for
various managerial requirements. Apart
from this, common user items are identified and provisioning is made to make
sure that these items are always available to user without affecting production
and services for Research and development programme of DAE. The logistics of delivering the materials to
the users premises also taken care by the Directorate, besides organising to
and fro transportation inter departmental unit spread all over the country.
4.58 DPS is undertaken the direct
disposal activities of various surplus/ obsolete/ unserviceable equipments and
Stores. Scrap arising in the various constituent units of DAE brings revenue to
organisation apart from getting rid of the unwanted items for better
housekeeping and optimum utilisation of storing area.
4.59 DPS is also undertakes the
disposal of radioactive material, export of heavy water, re- export of empty
containers of radioactive material at various places including radiation
medicines to hospitals etc. The responsibility of storage Uranium related
materials, handling and transportation also rests with this Directorate.
4.60 Thus this Directorate has
distinct responsibility and therefore persons with appropriate skills and
knowledge are needed for carrying out the work.
4.61 The Purchase and Stores Cadre
is therefore distinct cadre, professionally competent to discharge such
sophisticated work in scientific and systematic manner like defence and
railways to take the various challenges and objective related to materials
management and related logistic unit of DAE spread across the country.
4.62 Therefore Storekeeping Staff
desire to have the stores stream declared as Technical Cadre. The stores functions involves intricate technical
functions including receipt , inspection, classification, modification,
standardization, stocking preservation issue, scrap disposal, transportation,
material handling and packing requiring wide technical knowledge. An internal
committee has already declared that the functions of the Directorate of
Purchase and Stores are technical in nature and technical skill is required to
discharge the functions. But no attempt has been made in the past for proper
evaluation of function of Storekeeping Staff of DPS.
4.63 Since duties and
responsibilities of storekeeping staffs are higher and they are answerable for
safety and accountability of Government property. Storekeeping Staff are made
mandatory to furnish Security Deposit as such type of Security Deposit is not
made mandatory to other cadres working in Department of Atomic Energy as such it is justifiable to get higher
remuneration in terms of scales of pay.
4.64 Storekeeping Staff are also to
furnish security deposit which itself serves to establish that the
responsibilities are higher and more onerous and would justify higher
remuneration in terms of scales of pay.
4.67 The Vth CPC introduced separate
chapter for storekeeping staff at Page No 802 to 807 under para 55.249(F)
recommended for restructuring of Stores cadre that the model structure and the
replacement scales corresponding to the scales of Pay. But Department have not
taken any initiate either to restructure stores cadre or upgradation of stores
cadre at par with the other organisation like Military Engg.Services(MES), DRDO
and ISRO.
4.68 In the light of foregoing
clarification this association would like to propose the prospective pay
package for Stores and Purchase Staff by considering the base as VTH CPC
recommendation for Storekeeping Staff as detailed below.
1) Jr.
Purchase Assistant/Jr. Store Keeper grade were in the pay scale of Rs.
1200-2040 in the Fourth Central Pay Commission were fixed in the corresponding
pay scale of Rs. 4000-6000. In this connection equivalent post in store keeping
staff operated in the Military Engineering Services were upgraded to the
pre-revised pay scale of Rs. 1600-2660 and fixed in the pay scale of Rs.
5000-8000 (where the direct recruitment procedure is involved). Therefore
the pre-revised pay scale of Rs. 4000-6000 should also be upgraded to the pay
scale of 5000-8000 and corresponding pay scale of Rs. 9300-34800 in PB-2 with
corresponding grade pay of Rs. 4200 may be granted. (Proposed designation Jr.
Material Assistant)
2) Prior
to 4th Pay Commission & After Implementation of 4th CPC
Assistant, Assistant Accountant, Purchase Assistant and Store Keeper were in
the same pay scale. During 5th CPC Assistant Accountant and
Assistant were fixed in the pay scale of Rs. 6500-200-10500 and fixed Rs.
9300-34800 with GP 4600 in 6th CPC whereas Purchase Assistant/Store
Keeper who are equivalent to Assistant Accountant & Assistant were kept in
pay scale of Rs. 5000-150-8000 and fixed Rs. 9300-34800 with GP 4200 .
Similarly in the pre-revised Rs. 5000-8000 were operated in this Department for
the post of Purchase Assistant/Store Keeper should be upgraded to the
pre-revised pay scale of Rs. 7450-11500 shall be placed in the corresponding
pay-scale of Rs. 9300-34800 in PB-2 with corresponding grade pay of Rs. 4600.
(Proposed designation Material Assistant)
3) Similarly
Asstt. Purchase Officer/Asstt. Stores Officer who were in pre revised pay scale
of Rs. 6500-10500 should be upgraded to the pre-revised of Rs. 8000-13500 and
be fixed in PB-2 with corresponding pay band of Rs. 9300-34800 with
corresponding grade of Rs. 5400.
If
the proposal submitted is accepted and implemented will help to solve
disparities/anamolies between Section Officers in the CSS (DAE) and Assistant
Purchase Officer/ Asstt. Stores Officer in this Department who were in the
equal pay scale since second pay commission onwards till implementation of
report of Fifth CPC. (Proposed designation Material Officer)
4.69 The pay structure existing for the DPS Cadre is
given below:
DESIGNATION
|
PAY SCALES
|
||
EXISTING
|
5th CPC Recommendation for Store
Keeping Staff
|
5th CPC Implementation in DAE for
Store Keeping Staff
|
6th CPC Implementation in DAE for
Store Keeping Staff
|
Jr. Store
Keeper Jr.
Purchase Assistant
|
Rs. 5000-8000
|
Rs. 4000-6000
|
Rs. 5200-20200 GP Rs. 2400/-
|
Store Keeper Purchase Assistant
|
Rs. 6500-10500
|
Rs. 5000-8000
|
Rs. 9300-34800 GP Rs. 4200/-
|
Sr. Store
Keeper Sr.
Purchase Assistant
|
Rs. 7500-11500
|
Rs. 5500-9000
|
Rs. 9300-34800 GP Rs. 4200/-
|
Asstt. Stores
Officer Asstt.
Purchase Officer
|
Rs. 8000-12000
|
Rs. 6500-10500
|
Rs. 9300-34800 GP Rs. 4800/- &
Rs. 5400/- after 4 yrs in PB-2
|
Stores
Officer Purchase
Officer
|
Rs. 10000-15200
|
Rs. 10000-15200
|
Rs. 15600-39100 GP Rs. 6600/-
|
Deputy
Director
|
Rs. 12000-16500
|
Rs. 12000-16500
|
Rs. 15600-39100 GP Rs. 7600/-
|
4.70 Considering the recommendations of 5th CPC and other
comparable pay structure of Store keeping staff of Ministry of Defence and
other comparable departments under Government of India we propose the following
pay structure for Store Keeping staff of the Department
Designation
|
Grade
Pay
|
Upgraded
Grade Pay
|
Proposed
Pay
|
PROPOSED
|
Remarks
|
Store
keeping Staff
|
|||||
Jr. Storekeeper
Jr. Purchase Asst.
|
2800 GP
|
4200
|
56000
|
Material
Assistant
|
|
Storekeeper
Purchase Asst.
|
4200 GP
|
4600
|
66000
|
Sr. Material
Assistant
|
|
Sr. Storekeeper
Sr. Purchase Asst.
|
4200 GP
|
4800
|
78000
|
Material Officer
|
|
Asst. Stores Officer
Asst. Purchase Officer
|
4800/
5400 GP
|
5400
|
88000
|
Sr.
Material Officer
|
|
Stores Officer
Purchase Officer
|
6600 GP
|
6600
|
102000
|
Chief Material
Officer
|
|
Dy. Director
|
7600 GP
|
7600
|
120000
|
|
|
TECHNICAL STAFF
Technicians
4.71
Technicians in the Department of Atomic Energy (DAE) are engaged in the high
end nuclear technology field they are exposed High-level
Radioactive field, high Pressure high temperature areas etc, their
nature of work involves: Managing continues operation (24 hours on round
the clock basis) and maintenance of nuclear plants such as
Nuclear Reactors, Spent Fuel Reprocessing Plants (including reprocessing strategic components), Reprocessing high-level Radioactive liquid Waste
Plants, Uranium Metal Processing Plant (for fabricating nuclear fuels),
Heavy Water Plants, Nuclear Fuel Complex, etc.
4.72 They
are also associated in advanced Nuclear Fuel Fabrication facility, Advance
Fabrication facility (CDM) for manufacturing Scientific & Nuclear equipments and
specific components in the nuclear applications, Irradiation, processing and distribution facilities of Radio-isotopes for
medical, industrial and agricultural applications, strategic nuclear
components development facilities, Chemical Engineering facilities, Instrumentation and related
indigenous development of reactor control systems facilities, Cryotechnology
facilities, Remote Handling &
Robotics facilities, Neutron beam research facilities, Particle accelerator facilities, Lasers and
Plasma Related facilities, High-level
Radioactive solid waste management facilities, Nuclear Agriculture and Biotechnology Research facilities, Food Irradiation & Processing and
Preservation facilities, Environment and Radiation Monitoring facilities,
Design, development, construction and
commissioning of Nuclear facilities etc.
4.73
To operate, maintain construction and commissioning of high end nuclear
technology plants / facilities by ensuring higher safety measures and adhering
to IAEA/AERB/BSC standards these Technicians have to acquire high calibre
expertise in their respective fields. For that purpose they are selected on all
India Merit selection process through a rigorous two year in plant training
scheme. For operating the nuclear plants the trainee operators are recruited
with qualification of HSC (science)/ITI and rest of the trainee technicians are
recruited with qualification of ITI in the respective field. They have to
undergo rigorous training in nuclear plants/facilities/high-end technology
workshops to understand the intricacy of safe working procedure in nuclear
field etc. They also have to execute an
indemnity bond to complete the training and serve any of the constituent
units of DAE after the training, for a period of 4 years.
4.74
The implementation the pay structure recommended by the VI CPC invited series
of anomalies and discrepancies among the Technical Staff and senior most
employees were faced loss in pay as well as their seniority in grades. Department has to modify the promotion norms
in 2008, 2009,2010 and 2011. Still the problem has not been solved and certain
matter pending with Central Administrative tribunal in this regard.
4.75
The draftsman of the Department also having the same qualification of SSC with
ITI and hence suggest the same pay structure for the Draftsman in DAE.
Similarly Foreman is the promotion post of Technician from the post of
Technician E onwards and it is a track change with same pay structure of the
promotional post of Technician E.
4.76
Accordingly a combined pay structure is proposed and placed here for
consideration
Designation
|
Grade Pay
|
Upgraded Grade Pay
|
Proposed Pay
|
Remarks
|
Technical
Staff
|
||||
Technician A
|
1900
|
2000
|
33000
|
Promotion
post for Work Assistant
|
|
|
|
|
|
Technician B
Draftsman/B
|
2000
|
2400
|
41000
|
SSC with ITI
or HSC in Science Stream
|
Technician C/ Draftsman C
|
2400
|
2800
|
46000
|
Direct
Recruitment/ Promotion post for Technician B.
Above
qualification with 2 year In plant Training
All incumbent
accordingly should be upgraded.
|
Technician D/
Draftsman D
|
2800
|
4200
|
56000
|
|
Technician F/ Draftsman E
|
4200
|
4600
|
66000
|
|
Technician G/ Foreman A/
Draftsman G
|
4600
|
4800
|
78000
|
Foreman A is the promotion post of Technician E
|
Sr. Technician H/ Foreman B/
Draftsman G
|
4800
|
5400
|
88000
|
|
Technical Sup A/ Foreman C/
Draftsman J
|
5400
|
6600
|
102000
|
|
Technical Sup B/ Foreman D/Draftsman H
|
6600
|
7600
|
120000
|
|
Technical Sup C/ Foreman E
|
7600
|
8700
|
139000
|
|
Scientific Assistants
4.77 SA in Research &
Development as well as in the industrial set up plays crucial role as middle
management acts as connecting bridge between top management of theoretical
planning and work force for execution of work as per planning at ground floor. Plays
the role of heart of human body takes orders from brain and sends signals
through blood to different organs to act.
4.78 In the Research &
Development area the role of Scientific Assistants are more important as they
are supporting the scientist in their experiments and follow up of the research
activities.
4.77 In the operative plants and
industrial units their role is more crucial and with higher responsibility. Being
a part of planning receives plan of work / operation, leads the team work force
to safe and timely execution of work at shop floor, absorbing shocks/stress
from both sides.
4.78 Operates, operating central
control planes of DCS/Analog system co ordinating with field operation and
maintenance jobs.
4.77 For job planning, allocation
and safe execution of maintenance jobs in radiation and hazardous areas.
Initiates / executes preventive checks and maintenance of vessels / towers /
pumps / compressors etc. for their integrity and estimating future life period,
taking lion share of maintenance and testing during annual / major turnaround
maintenance jobs.
4.78 Initiates to get licence and
its renewal of pressure vessels.
4.79 Maintenance staff responsible
for start up / shut down and safe operation of production units (including
hazardous units, handling toxic flammable H2S gas, radioactive materials and
other chemicals like Clorine, LPG, H2So4, HCL, BORON, Hydrogen having potential
risk facts of toxicity, radiation, explosion, electrical, noise, dust.
4.80 Maintaining of all kinds of
logs, records, M-books, initiating indents,
4.81 Preparation of safe working
procedures for operation and maintenance staff as per stipulated guidelines of
AERB and BARC safety Council. Ensuring safety of work force at maintenance
sites. Compliance to safety procedures / legal requirements; setting safety
goals and culture should be built in the organization. Plays a major role for
continual improvement of safety management system, ensure staff involvement in
development and improvement of procedures. Highlighting near miss incidents,
incidents/accidents to bring awareness to avoid repetition of the same.
Strengthening of organization; safety standards and programmes. (Finding root
cause analysis for accidents and preparing job hazard analysis). Participation
in safety in each and every operation and maintenance (O&M) activity
ensuring compliance of statutory requirements of AERB/SARCOP guidelines. Preparation
of safety audit reports and recommendations etc for improvement the working
atmosphere and work culture also being carried out by the Scientific Assistants.
4.82 Scientific Assistants in the
Department are given degraded pay structure after VI CPC. Even after rigorous
training programme, the Scientific Assistants in DAE is placed in the Pay Scale
having Grade Pay of RS 4200 where as with same qualification and without
training has been placed in the Grade Pay of Rs 4600.
4.83 Considering the important Role
of the Scientific Assistant we propose the following pay structure for
Scientific Assistants of the Department.
Designation
|
Grade Pay
|
Upgraded Grade Pay
|
Proposed Pay
|
Remarks
|
|
Scientific
Assistants
|
|||||
SA B
|
4200
|
4600
|
66000
|
Diploma in
Engineering or BSc
|
|
SA C
|
4600
|
4800
|
78000
|
Direct
Recruitment/Promotion post for SA B
Above
Qualification with 2 year In plant Training
All
incumbent accordingly should be upgraded.
|
|
SA D/TO B
|
4800
|
5400
|
88000
|
|
|
SA E/SO C/TO C
|
5400
|
6600
|
102000
|
Track Change
to Technical Officer without any additional
qualification
|
|
SA F/SO D/TO D
|
6600
|
7600
|
120000
|
|
|
SA G/SO/E/TO E
|
7600
|
8700
|
139000
|
|
|
SOF
|
|
8900
|
148000
|
|
|
SG
|
|
10000
|
162000
|
|
4.84 After the
implementation of the recommendations of the Sixth Central Pay Commission
Department unilaterally changed the promotions norms and introduced additional
qualification for track changing to become gazette post. Since inception the
Scientific Assistants having the qualification of Diploma in Engineering or BSc
Science were got the opportunity to become Scientific Officer during the course
of promotion. The same exists in Department of Space where Flexible
Complementary Scheme is continuing for Scientific Assistants. In CPWD the
Diploma holders are becoming Senior Engineers and responsibilities have been
given. Even an under graduate in the
administrative cadre can become Gazetted Status, but only in the Department of
Atomic Energy crabbed the facility which was enjoying the employees more than
50 years without any reason.
4.85 Similarly the
Scientific Assistant on par with Technical Officer or Scientific Officer who
were in the same feeder cadre are getting various allowances and incentives in
different rate which is against the natural justice.
4.86 Thus we suggest the
Pay Commission to consider the decision taken by the Department to withdraw the
promotional benefit which was existence in decades.
PARA MEDICAL STAFF
4.87
Department of Atomic Energy has its own medical facilities to ensure the best
medical facilities on emergency of nuclear disaster or any other emergency. To
face such eventualities the para medical staffs of the Hospitals and
Dispensaries are trained in the field of nuclear exposure, chemical hazardous,
injury, etc. Considering the importance of the role of the para medical staff
they all are been considered as Technical and extended Flexible Complementary
Scheme, though not fully.
4.88
Considering the above facts the Para medical staff may be given the pay
structure given below:
Designation
|
Grade Pay
|
Upgraded Grade Pay
|
Proposed Pay
|
Remarks
|
Nurses
|
||||
Nurses A
|
4600
|
4600
|
66000
|
BSc Nursing
|
Nurses B
|
4800
|
4800
|
78000
|
|
Nurses C
|
5400
|
5400
|
88000
|
|
Nurses D
|
5400
|
6600
|
102000
|
|
Nurses E
|
6600
|
7600
|
120000
|
|
Sister In Charge
|
7600
|
8700
|
139000
|
|
Sister In charge B
|
8700
|
8900
|
148000
|
|
Asst. Matron
|
8900
|
10000
|
162000
|
|
Pharmacist
|
||||
Pharmacist B
|
|
4200
|
56000
|
|
Pharmacist C
|
|
4600
|
66000
|
|
Pharmacist D
|
|
4800
|
78000
|
|
Pharmacist E
|
|
5400
|
88000
|
|
Pharmacist F
|
|
6600
|
102000
|
|
Pharmacist G
|
|
7600
|
120000
|
|
Dental
Technician
|
||||
Dental Technician A
|
|
2800
|
46000
|
|
Dental Technician B
|
|
4200
|
56000
|
|
Dental Technician C
|
|
4600
|
66000
|
|
Dental Technician D
|
|
4800
|
78000
|
|
Dental Technician E
|
|
5400
|
88000
|
|
Dental Technician F
|
|
6600
|
102000
|
|
FIRESTAFF
4.89
Department of Atomic Energy is operating its fire fighting units in all major
units including R&D establishments as well as Industrial Units. The fire
fighting staff of the Department also has to undergo rigorous training program
to compact the emery on incidents and accidents not only on fire but with
various reason such as radioactive materials, highly corrosive materials,
chemically hazardous materials, etc. Fire fighting staff of the Department also
converted into Technical and extended partially Flexible Complementary
Scheme. A lateral entry of leading
Fireman continuous in the Department and hence the promotional avenue for the
Fireman are reduced by 50%.
4.90
Considering the importance of the Fire fighting staff in the Nuclear
Installations, we propose the pay structure given below:
Designation
|
Grade Pay
|
Upgraded Grade Pay
|
Proposed Pay
|
Remarks
|
Fire
Service Staff
|
||||
Fireman A
|
1900
|
2000
|
33000
|
SSC with
Diploma in Fire Fighting
|
Fireman B
|
2000
|
2400
|
41000
|
|
Fireman C/
L Fireman
A
|
2400
|
2800
|
46000
|
All Leading
Fireman post should be the promotional post of Fireman of the Department only
|
Fireman D/
L Fireman B
|
2800
|
4200
|
56000
|
|
Fireman E/L. Fireman C/ Sub Off A
|
4200
|
4600
|
66000
|
|
L. Fireman D/Sub Officer B
|
4600
|
4800
|
78000
|
|
Sub Officer C
|
4800
|
5400
|
88000
|
|
Sub Officer D
|
5400
|
6600
|
102000
|
|
4.91 We
further suggest that recruitment of the 50% post of leading Fireman should be
withdrawn AND ALL THE VACANT POST OF Leading Fireman should be filled among the
Fireman of the Department.
Scientific Officers
4.92 To
maintain the horizontal and vertical relativity with the Technical Staff and
the Scientist, we propose the following pay structure for the Scientific
Officers of DAE.
Designation
|
Grade Pay
|
Upgraded Grade Pay
|
Proposed Pay
|
Remarks
|
|
|
|||||
Scientific
Officers
|
|||||
SO B
|
4800
|
5400
|
88000
|
BE/BTech or MSc
|
|
SO C
|
5400
|
6600
|
102000
|
Above qualification with One year Training
|
|
SO D
|
6600
|
7600
|
120000
|
|
|
SO E
|
7600
|
8700
|
139000
|
|
|
SO F
|
8700
|
8900
|
148000
|
|
|
SO G
|
8900
|
10000
|
162000
|
|
|
SO H
|
10000
|
12000
|
176000
|
Newly created Grade
|
|
OS
|
12000
|
67000 - 79000
|
193000
|
|
|
DS
|
67000 - 79000
|
75000 - 80000
|
202000
|
|
|
Secretary
|
80000
|
|
213000
|
|
Isolated Posts
4.93 All
isolated and any other post not covered in this memorandum should be clubbed
with the posts equivalent to the job specification, qualification, experience
thereon etc and accordingly pay structure may be evolved.
CHAPTER V
ALLOWANCES & INCENTIVES
OVER
TIME ALLOWANCE
5.1 The
revision of Over Time Allowance (OTA) is pending since the implementation of
the 5th CPC report. The activities and nature of the employees in
the R&D and other non industrial units are at par with the Industrial units
under DAE where the OTA is regulated as per the Factories Act 1948. The
employees in the R&D sector are forced to perform the Overtime because of
the reliever system in the nuclear operating plants. The Nuclear plant
operators, Technicians/Supervisors, Drivers, Security staff, Fire Staff etc.
are forced to perform Overtime to ensure the continuous operation (24 hours on round the clock basis) of
the operating plats, electrical substation pump house etc., This is to follow the safety guidelines and
also to ensure proper security to the Nuclear establishments.
5.2 Realizing
the fact Dr Homi Bhabha (founder of the nuclear establishments in India) an
Office Memorandum dated 7th February 1963, No. 40/72/61 –Adm.II, has
issued regarding the OTA. By the said OM
the norms for grant of OTA has unequivocally laid down for the erstwhile Atomic Energy Establishment,
Trombay (BARC,) which is at par with the Industrial units
where the OTA is regulated as per the Factories Act. The Para 6 of the OM
further state that “The orders contained in the Ministry of Finance (Department of
Expenditure) Office Memorandum No.F.9(5) –E.II(B)/60 dated June 1, 1961, as
amended from time to time , will not be applicable to the staff in the Atomic
Energy establishment Trombay in whose case the grant of overtime allowance is
governed by these orders.” Which means The OTA for the employees of
BARC will continues to be governed by the OM dated7th February 1963,
No. 40/72/61 –Adm.II, irrespective of any subsequent orders of Ministry of
Finance etc.
5.3 Government
of India promulgate Atomic Energy Factories Rules which is identical to the Factories Act 1948
and the same made applicable to the R& D and other non Industrial units
under the Department of Atomic Energy. But always skipped while revising the
Overtime Allowance for Industrial units after the implementation of the Pay
revision based on the recommendations of Pay Commissions.
5.4 After
the implementation of the 5th CPC DoPT has issued an OM dated 21st
November, 1997, No. Pt.FAO. 21017/3/97-Estt (allowance), wherein it is stated
that, the 5th CPC has recommended the discontinuance of Overtime
Allowance. It is also stated that “It has
also been recommended by the Commission that in lieu of cash compensation in
the form of OTA, staff deployed on weekly off days may be entitled only to
compensatory leave. However, the Staff
Car Drivers, Operational Staff and Industrial employees have been recommended
to be governed by the existing rules and instructions on the subject.” By
the above said facts it is very clear that the 5th CPC has neither
recommended nor intended to discontinue the OTA to the Staff Car Drivers,
Operational Staff and Industrial employees, on the contrary they had
recommended to continue the OTA to the above said categories of employees.
Their recommendation for the discontinuance of OTA was limited to the Staff
deployed on weekly off days. Accordingly the OTA for the industrial employees
in the DAE has been revised in the year 1998 and in the year 2009 after the
implementation of the recommendations of 6th CPC. . But the same
provision was not extended to the operational/maintenance staff and other
employees similarly placed in the R&D establishments in the DAE.
5.5 Until
the implementation of the 5th CPC report, the OTA used to be revised
at every Pay Revisions consequent upon the CPC reports. At present OTA is
regulated as per the pay decided by the
4th CPC from the year 1986, by this anomaly the pay for the
extra duty (OT) performed by an employee after their normal duty is much less
than that prescribed by the Government
for unskilled casual labour. The performance of overtime in R&D establishment are not in
comparison with the staff car rules and it is a statutory requirement to follow
various safety guidelines and retain the man power as per the guidelines of international
agencies such as IAEA, the Atomic Energy Regulatory Board ( AERB), BARC Safety
Council, etc.
5.6 Though
NFAEE had repeatedly requested to the Department to revise the OTA since 1998,
the concerned authorities for all these years keep on saying that since OTA for
the Central Government employees are not revised, the OTA for the employees of
the R&D establishments cannot be revised. Due to the apathetic attitude of
the Department, the Issue of revising the OTA was not properly dealt. The
concerned authorities have never tried to invoke the provisions of the OM dated7th February
1963, which treat the R&D establishments (BARC) in the DAE at par with the
Industrial units in terms of
OTA. If at all the concerned authorities fell that any approval is required
from any Ministries/Department, they have never tried to pursue the concerned
Departments/ Ministries by citing peculiarity and special nature of activity of
our Department as well as the above cited provisions of the recommendation
quoted in the OM dated 21st November, 1997./ OM dated7th
February 1963.
5.7 A
large number of employees of operating plants, Hospital Staff, Drivers and
Security Staff, Fire Staff etc. are frustrated/ aggrieved due to the meagre
amount of compensation of OTA for the extra duty which they are forced to
perform. Many of the employees are forced to perform over time without even
cash compensation (beyond the OT ceiling limit) and Compensatory Off since
availing the C- Off will affect the smooth functioning of the institution.
5.8 Thus
we suggest the Pay Commission to recommend to the Government to revise the rate
of Overtime Allowance to ensure the employees who are asked to perform overtime
to ensure the smooth operation of the Nuclear Installations in the Research
& Development units and other non industrial units.
QUALIFICATION
INCENTIVE SCHEME (QIS)
5.9 The Qualification Incentive
scheme (QIS) introduce the Department of Atomic Energy (DAE) in its specific
nuclear operating plants to ensure the safe operation, adopt higher
safety measures, safe working procedure in nuclear plants by adhering
to IAEA/AERB/BSC standards. Every operational, maintenance persons in the
nuclear plant shall be well trained, qualified and experienced to understand
the intricacy of the safe
operation and maintenance procedure of the nuclear
plant. For
that purpose this scheme was introduced through a meticulous qualification
process of completing the check list, examination, interview etc. The employees
are qualified in five different levels depending on their responsibility
qualification and experience. Accordingly the incentives are also paid in five
different levels staring from Rs. 500/
5.10
We suggest the Pay Commission may recommend 3.7 times of the existing rates.
NUCLEAR RESEARCH PLANT SUPPORTING ALLOWANCES (NRPSA):
5.11
The extra work being done by the employees working in Round the Clock Shift
comparing with the general shift people was compensated with NRPSA. Though the
name of the allowance is NUCLEAR
RESEARCH PLANT SUPPORTING ALLOWANCES, it is nothing but an allowance to
compensate Extra Duty which was extended based on an arbitration award.
5.12
At present the same has been giving on slab wise and not actually compensating
the actual work being carried out by the employees.
5.13
Therefore we suggest that the NRPSA should be renamed as EXTRA DUTY ALLOWANCE
and should be given on actual
PERORMANCE RELATED INCENTIVE SCHEMES (PRIS)
5.14 The Department of
Atomic Energy has implemented Performance Related Incentive Scheme (PRIS) since
2009 based on the recommendation of 6th Central Pay Commission in
all the Units keeping in view the need to reward the performance of the
organisation and its personnel in realizing predefined objectives.
5.15 The payment of PRIS
is subject the certain conditionality. We feel there is need to redefine the
conditionality’s to ensure that no one should punished twice for his failure to
fulfil the conditionality to ensure the attendance.
5.16 Similarly one of the
component in PRIS, that is PRIS (I) has not been extended to the administrative
and auxiliary staff of the Department. We suggest that Pay Commission may
recommend to the Government/Department to extend the PRIS (I) to all
administrative and auxiliary staff including Store keeping staff.
**********
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