NFAEE

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 6^th 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 10^th 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 6^th CPC recommendations. At the time 2^nd 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

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 2^nd 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 2^nd 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 2^nd 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

(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

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

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.

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 2^nd 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 4^th Pay Commission & After Implementation of 4th CPC Assistant, Assistant Accountant, Purchase Assistant and Store Keeper were in the same pay scale. During 5^th 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 6^th 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 5^th 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 5^th 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 7^th 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 dated7^th 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 5^th CPC DoPT has issued an OM dated 21^st November, 1997, No. Pt.FAO. 21017/3/97-Estt (allowance), wherein it is stated that, the 5^th 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 5^th 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 6^th 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 5^th 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 4^th 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 dated7^th 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 21^st November, 1997./ OM dated7^th 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 6^th 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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Sunday, August 3, 2014

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