Justice Rajendra Mal Lodha sworn in as the Chief Justice of India

At a ceremony held on April 27, 2014 at 1100 hrs at Rashtrapati Bhavan, Shri Justice Rajendra Mal Lodha was sworn in as the Chief Justice of the Supreme Court of India. He made and subscribed to the oath of office before the President.

Source : PIB

DOPT Orders on clarification on increase in certain allowances by further 25% as a result of enhancement of Dearness Allowances w.e.f. 1.1.2014

No.A-27012/1/2014-Estt. (Allowance)

Government of India

Ministry of Personnel, Public Grievances and Pension

Department of Personnel & Training

Block-IV, Old JNU Campus

New Delhi, 28th April, 2014.

OFFICE MEMORANDUM

Subject: Clarification on increase in certain allowances by further 25% as a result of enhancement of Dearness Allowances w.e.f. 1.1.2014

The undersigned is directed to refer to para 1(j) of this Department’s 0M. No.12011/03/2008-Estt. (Allowance) dated 2.9.2008. This provides that the limits of Children Education Allowance would be automatically raised by 25% every time the Dearness Allowance on the revised pay structure goes up by 50%. References are being received from various quarters with regard to the amount of Children Education Allowance admissible consequent upon enhancement of Dearness Allowance payable to Central Government employees @ 100% w.e.f. 1 January, 2014 announced vide Ministry of Finance, Department of Expenditure O.M. No.1/l/2014-E-1I (B) dated 27th March, 2014.

2. In accordance with the above, the following shall be the revised limits:

a) The annual ceiling limit for reimbursement of Children Education Allowance shall be Rs.18,000/- per child. Accordingly, the quarterly claim could be more than Rs.4500/- in one quarter. The Hostel Subsidy shall be Rs.4500/- per month per child;

b) The rates of Special Allowance for Child Care to women with disabilities stands revised to Rs. 1500/- per month; and

c) The annual ceiling for reimbursement of Children Education Allowance for disabled children of Government employees shall be treated as revised to Rs.36,000/- per annum per child and the rates of Hostel Subsidy for disabled children of Government employees shall be treated as revised to Rs.9000/- per child per month.

3. These revisions are applicable with effect from 1st January, 2014.

4. These revisions shall be subject to other terms and conditions mentioned in this Department’s O.M. No.12011/03/2008-Estt (Allowance) dated 2.9.2008, O.M. No.12011/04/2008 dated 11.9.2008 and 12011/07(i)12011-Estt.(AL) dated 21.2.2012.

sd/

(Mukul Ratra)

Director

Source:www.persmin.gov.in
[http://ccis.nic.in/WriteReadData/CircularPortal/D2/D02est/A-27012_1_2014-Estt.Allowance-28042014.pdf]

Income Tax exemption limit should be raised to Rs 5 Lakh: Arun Jaitley

Arun Jaitley, one of BJP’s prominent leaders says that raising income tax slab to Rs 5 lakh will benefit more than thirty million people in the country. He also added that direct tax should be reduced, If the Income Tax limit is raised from Rs. 2 lakh to Rs. 5 lakh, 3 crore people will save Rs. 24 crore which will lead to a small impact of 1 to 1.5 per cent of the National Tax Fund.

All 100% of the Government employees pay taxes without fail, all the time. There is no doubt about it. 

Each year, with Government employees losing about a month’s pay as taxes, the suggestion to raise tax slab to Rs. 5 lakh is a welcome move. But, since such ideas are being aired only around election time, they lose credibility. 

It has almost become a routine for the Government employees to eagerly hope for a tax slab raise during each annual budget presentation, and be disappointed. There haven’t been any alternative savings options to avoid income tax this time also. 

Those who had got employed after 2004 have no options to save and are paying income tax even for comparatively lower incomes. 

Will this situation continue? 

Only the new Government at the Centre will have the answer to this question.

Date of Effect of 7th Central Pay Commission - Minister replied in Parliament

In Parliament the Minister of Finance Shri.Chidambaram informed in a written reply to a question on 2nd Febrauary 2014 that the date of effect of the recommendations of the 7th Central Pay Commission will be decided once the Report is submitted. 

And he also said, the composition of the 7th Central Pay Commission is broadly in line with the composition of the previous Central Pay Commissions. 

The scope of the task before the Central Pay Commission is framed in such a fashion as to enable the Commission to examine holistically all aspects of emoluments structure of various categories of Central Government employees, including personnel of Defence Forces, having regard, inter-alia, to the issues specific to them and make recommendations thereon. 

Annual Increment for Central Govt Employees - Comparison table between 5th & 6th CPC

An overview about Central Government Employees’ Increment

‘Increment’ is definitely one of the most popular words in the Central Government employee’s dictionary. It is a known fact that each year, without fail, increment brings considerable raise in salary for Central Govt employees.

Until about the 5th CPC, there was no major change in the increment system. But, the 6th CPC brought in landmark reforms in the increment system.

Until then, increments were given in the form of a consolidated amount. The 6th CPC recommended that it be calculated on percentage basis. The Central Government ordered that it be calculated at 3% of the employee’s basic pay with effect from 1.1.2006.


The CG employees didn’t realize how useful this was going to be. They thought it wouldn’t amount for much. It was Rs.75 for Rs. 3050 and revised to Rs. 210 for Rs.7000 with simple calculation.

But that was not the end of the story. It was only after a number of years that they realized the true impact of this reform. Let us explain the benefits with an example:

Let us consider the examples of A, and B, two employees who had joined the Central Government services: In five years of getting recruited, B gets a promotion. A gets a promotion three years after B.

On the basis of the 6th CPC :

6th CPC
A' Employee				B' Employee
1.9.2008	1900	5830	7730	1.9.2008	1900	5830	7730
1.7.2009	1900	6070	7970	1.7.2009	1900	6070	7970
1.7.2010	1900	6310	8210	1.7.2010	1900	6310	8210
1.7.2011	1900	6560	8460	1.7.2011	1900	6560	8460
1.7.2012	1900	6820	8720	1.7.2012	1900	6820	8720
1.7.2013	1900	7090	8990	1.7.2013	2400	7090	9490
1.7.2014	1900	7360	9260	1.7.2013	2400	7380	9780
1.7.2015	1900	7640	9540	1.7.2014	2400	7680	10080
1.7.2016	2400	7930	10330	1.7.2015	2400	7990	10390
1.7.2016	2400	8240	10640	1.7.2016	2400	8310	10710

On the basis of the 5th CPC :

5th CPC
‘B' Employee			‘A' Employee
1.2.2000	3050		1.2.2000	3050
1.2.2001	3125	75	1.2.2001	3125	75
1.2.2002	3200	75	1.2.2002	3200	75
1.2.2003	3275	75	1.2.2003	3275	75
1.2.2004	3350	75	1.2.2004	3350	75
1.2.2005	4000	100	1.2.2005	3425	75
1.2.2006	4100	100	1.2.2006	3500	75
1.2.2007	4200	100	1.2.2007	3575	75
1.2.2008	4300	100	1.2.2008	4000	100

Can you understand the difference now?

In 6th CPC the difference between ‘A’ and ‘B’ will be Rs.70 only, whereas in 5th CPC it will be Rs.300.

The Junior doesn’t have to worry that the senior has a tremendous advantage over him. In the past, the Junior wouldn’t be able to attain the Senior’s basic pay until retirement.

-------------------------------------------------------------------------------------------------------------

Revised syllabus for LDCE for the promotion to the cadre of Postal Service Group . B

Postal Directorate vide memo No. A.34012/03/2013-DE dated 22nd April 2014 has revised the syllabus for LDCE for the promotion to the cadre of PS Gr. B.

Metro train smart cards can soon be used in DTC buses

New Delhi, Apr 22 (PTI) Passengers will soon be able to use the metro train smart cards to travel in DTC buses and cluster buses run by DIMTS. Delhi government's long pending proposal in this regard has been approved by the Lt Governor following which the proposal has been sent to the Election Commission for clearance.

Comparison of 7th and 6th Pay Commission Questionnaire...

SIXTH CENTRAL PAY COMMISSION Questionnaire 1. Comparison with public/private sectors 1.1 Should there be any comparison/parity between pay scales and perquisites in Government and the public/private sector? 1.2 Is it possible to quantify all other benefits, excluding pay, derived by employees in Government and the public and private sectors from security of tenure, promotional avenues, retirement packages, housing and other invisibles? In view of these benefits, can there be any fair comparison between the salaries available in the government vis-à-vis the salaries in the private sector? 1.3 In order to ensure a fair comparison based on principles of equity and social justice, would it not also be appropriate to take into account the economic conditions of large sections of the community that are less privileged than Government employees and many of whom live below the poverty line? 2. International comparisons 2.1 Some countries have raised civil service pay scales almost to levels prevalent in the private sector on the hypothesis that a well-paid bureaucracy is likely to be honest and diligent. To what extent would such a hypothesis be valid and how far would such a course of action be desirable? 3. Impact on other organizations 3.1 Salary structure in the Central and State Governments is broadly similar. The recommendations of the Pay Commission are likely to lead to similar demands from employees of State Governments, municipal bodies, panchayati raj institutions & autonomous institutions Their paying capacity is considerably limited. To what extent should this factor be considered in devising a reasonable remuneration package for Central Government employees? 4. Salaries 4.1 How should we determine the salary to be paid to a Secretary in the Central Government? Please suggest an appropriate basic pay for a Secretary? Can appointment to this post be made on a contractual basis where salaries and tenure are linked to the performance in terms of achieving defined targets? 4.2 What should be the reasonable ratio between the minimum and the maximum of a pay scale? 4.3 Is it necessary to persist with a pre-determined minimum-maximum ratio on ideological considerations? Or is it more important to ensure efficient administration by preventing flight of outstanding talent from Government? 5. Relativities 5.1 Employees in the Secretariat and analogous establishments are entitled to higher pay scales than the corresponding field functionaries. This was supposed to compensate them for the loss of certain facilities available to them in field assignments and the extra effort required for decision-making at the policy level. Are these factors valid even today particularly in the context of decentralization and devolution of administrative powers? Is this discrimination between field and secretariat functionaries even justified today? 6. Group-A Services 6.1 Is there a case for a Unified Civil Service, merging therein all Central (both technical and non-technical) and All India Services, allowing vertical and horizontal movement? Or should there be two distinct streams, one embracing all the technical services and the other for non-technical services? 6.2 Do you feel that the pattern of pay scales for all Group A Services should be redesignated so as to attract candidates of the requisite caliber? Keeping in view some of the compensation packages being offered to fresh professionals by the private sector, what emoluments would you suggest for an entrant to a Group-A Service in Government? 7. Professional personnel 7.1 Should there be a higher compensation package for scientists in certain specialized streams/departments like Department of Space, Department of Atomic Energy? If so, what should be the reasonable package in their case? 8. Classification of posts 8.1 Presently, civilian posts in the Central Government are classified into four Groups (‘A’, ‘B’, ‘C’ & ‘D’) with reference to their scales of pay. The Fifth Central Pay Commission had recommended their reclassification into Executive, Supervisory, Supporting and Auxiliary Staff. Would you suggest any changes in the existing classification or should the classification recommended by Fifth Central Pay Commission be adopted with/without modifications? 9. Restructuring of Group ‘C’ & ‘D’ posts 9.1 Should all lower Group ‘C’ functionaries in the Secretariat be replaced by multi-functional Executive Assistants, who would be graduates and well versed in office work, secretarial skills and use of modern office equipment including computers? Should similar arrangements can be evolved for Group ‘C’ posts in other organisations of Government? 9.2 Should a similar regrouping of Group D staff into fewer categories capable of performing diverse functions also be carried out? 10. Pay Scales 10.1 How should a pay scale be structured? What is a reasonable ratio between the minimum and maximum of a pay scale? 10.2 The successive Pay Commissions have progressively reduced the number of distinct pay scales. The number of scales has therefore come down from more than 500 scales at the time of the Second Central Pay Commission to 51 scales before Fifth Central Pay Commission, which was brought down to 33 scales by the Fifth Central Pay Commission. The reduction in the number of pay scales brings in attendant problems like the promotion and the feeder grades coming to lie in the same pay scale, etc. Do you feel whether the existing number of pay scales should be retained or increased or decreased or whether the same should be replaced by a running pay scale? 11. Increments 11.1 What should be the criteria for determining the rates and frequency of increments in respect of different scales of pay? Should these bear a uniform or varying relationship with the minima and/or maxima of the scales? 12. Revision of pay scales 12.1 Is there any need to revise the pay scales periodically especially when 100% neutralization for inflation is available in form of dearness allowance? 12.2 How should pay be fixed in the revised pay scales? Should there be a point-to-point fixation? If not, please suggest a method by which it can be ensured that senior personnel are not placed at a disadvantage vis-à-vis their juniors and due weightage is given for the longer service rendered by the former. 13. Compensatory Allowances 13.1 Is City Compensatory Allowance a sufficient compensation for the problems of a large city? If DA and HRA provide full neutralization, do you think CCA should continue? Is there a need for changing the basis of classification of cities and the rates of CCA? If so, please suggest the revised basis and rates. 14. Pay and perquisites for Armed Forces 14.1 What should be the basis for determination of pay scales for Armed Forces Personnel? What percentage weightage should be assigned to (i) parity with civil services, (ii) comparison with private sector, (iii) special and hazardous nature of duties, (iv) short career span and (v) restricted rights? 14.2 How should the pay of a soldier, sailor and airman be determined? How should it relate to the minimum wage in Government and the pay of a constable in paramilitary or internal security forces? 15. Abolition of feudalism 15.1 Should all vestiges of feudalism in the country like huge residential bungalows sprawling over several acres, large number of servants’ quarters, retinues of personal staff, bungalow peons, use of uniformed personnel as batmen or on unnecessary security or ceremonial duties etc. be abolished? Please make concrete suggestions. 16. Specific proposals 16.1 In what manner can Central Government organizations functioning be improved to make them more professional, citizen-friendly and delivery oriented? 16.2 Please outline specific proposals, which could result in: (i) Reduction and redeployment of staff, (ii) Reduction of paper work, (iii) Better work environment, (iv) Economy in expenditure, (v) Professionalisation of services, (vi) Reduction in litigation on service matters, (vii) Better delivery of service by government agencies to their users. 17. New concepts 17.1 Do you think the concepts of contractual appointment, part-time work, flexible job description, flexi time etc. need to be introduced in Government to change the environment, provide more jobs and impart flexibility to the working conditions of employees? 17.2 For improving punctuality/introducing new concepts like flexi time, should biometric entry/exit be introduced? 17.3 What steps should be taken to ensure that scientists, doctors, engineers and other professionals with sophisticated education and skills are retained in their specialized fields in Government? Should they be appointed on contract with a higher status and initial pay, advance increments, better service conditions, etc.? 17.4 Should there be lateral movement from Government to non-Government jobs and vice versa? If so, in which sphere(s) and to what extent? 17.5 It has been suggested that existing Government employees should be encouraged to shift to employment on contract for specified periods in return for a substantially higher remuneration package. Would you agree? 18. Performance Appraisal 18.1 In what way should be present system of performance appraisal be changed? Should be ACR be an open document? 18.2 How far has the introduction of self-assessment helped in the process of appraisal? 18.3 Should appraisal be done for an entire team instead of for individuals? 18.4 In what manner can Government employees be made personally accountable for their acts of omission or commission, without any special safeguards? Would you recommend any amendments to Article 311 of the Constitution, Section 197 of the Code of Criminal Procedure, Section 17 and 19 of the Prevention of Corruption Act, 1988 and various rules relating to conduct of Government servants and disciplinary proceedings? 19. Holidays 19.1 Kindly comment on the appropriateness of adopting a five-day week in Government offices when other sectors follow a six day week. Please also state whether the number of Gazetted holidays in Government offices should be reduced? Please also comment on the appropriateness of declaring Gazetted holidays for all major religious festivals. 19.2 What do you think is the state of work ethics and punctuality in Government offices? Kindly suggest ways of improving these.

7th CENTRAL PAY COMMISSION  Questionnaire 1. Salaries 1.1 The considerations on which the minimum salary in case of the lowest Group ‘C’ functionary and the maximum salary in case of a Secretary level officer may be determined and what should be the reasonable ratio between the two. 1.2 What should be the considerations for determining salary for various levels of functions falling between the highest level and the lowest level functionaries? 2. Comparisons 2.1 Should there be any comparison/parity between pay scales and perquisites between Government and the private sector? If so, why? If not, why not? 2.2 Should there at all be any comparison/parity between pay scales and perquisites between Government and the public sector? If so, why? If not, why not? 2.3 The concept of variable pay has been introduced in Central Public Sector Enterprises by the Second Pay Revision Committee. In the case of the Government is there merit in introducing a variable component of pay? Can such variable pay be linked to performance? 3. Attracting Talent 3.1 Does the present compensation package attract suitable talent in the All India Services & Group A Services? What are your observations and suggestions in this regard? 3.2 To what extent should government compensation be structured to attract special talent? 4. Pay Scales 4.1 The 6th Central Pay Commission introduced the system of Pay Bands and Grade Pay as against the system of specific pay scales attached to various posts. What has been the impact of running pay bands post implementation of 6th CPC recommendations? 4.2 Is there any need to bring about any change? 4.3 Did the pay bands recommended by the Sixth CPC help in arresting exodus and attract talent towards the Government? 4.4 Successive Pay Commissions have reduced the number of pay scales by merging one or two pay scales together. Is there a case for the number of pay scales/ pay band to be rationalized and if so in what manner? 4.5 Is the “grade pay” concept working? If not, what are your alternative suggestions? 5. Increment 5.1 Whether the present system of annual increment on 1st July of every year uniformly in case of all employees has served its purpose or not? Whether any changes are required? 5.2 What should be the reasonable quantum of annual increment? 5.3 Whether there should be a provision of variable increments at a rate higher than the normal annual increment in case of high achievers? If so, what should be transparent and objective parameters to assess high achievement, which could be uniformly applied across Central Government? 5.4 Under the MACP scheme three financial up-gradations are allowed on completion of 10, 20, 30 years of regular service, counted from the direct entry grade. What are the strengths and weaknesses of the scheme? Is there a perception that a scheme of this nature, in some Departments, actually incentivizes people who do not wish to take the more arduous route of qualifying departmental examinations/ or those obtaining professional degrees? 6. Performance What kind of incentives would you suggest to recognize and reward good performance? 7. Impact on other organizations Salary structures in the Central and State Governments are broadly similar. The recommendations of the Pay Commission are likely to lead to similar demands from employees of State Governments, municipal bodies, panchayati raj institutions & autonomous institutions. To what extent should their paying capacity be considered in devising a reasonable remuneration package for Central Govt. employees? 8. Defence Forces 8.1 What should be the considerations for fixing salary in case of Defence personnel and in what manner does the parity with civil services need to be evolved, keeping in view their respective job profiles? 8.2 In what manner should the concessions and facilities, both in cash and kind, be taken into account for determining salary structure in case of Defence Forces personnel. 8.3 As per the November 2008 orders of the Ministry of Defence, there are a total of 45 types of allowances for Personnel Below Officer Rank and 39 types of allowances for Officers. Does a case exist for rationalization/ streamlining of the current variety of allowances? 8.4 What are the options available for addressing the increasing expenditure on defence pensions? 8.5 As a measure of special recognition, is there a case to review the present benefits provided to war widows? 8.6 As a measure of special recognition, is there a case to review the present benefits provided to disabled soldiers, commensurate to the nature of their disability? 9. Allowances 9.1 Whether the existing allowances need to be retained or rationalized in such a manner as to ensure that salary structure takes care not only of the job profile but the situational factors as well, so that the number of allowances could be at a realistic level? 9.2 What should be the principles to determine payment of House Rent Allowance? 10. Pension 10.1 The retirement benefits of all Central Government employees appointed on or after 1.1.2004 a re covered by the New Pension Scheme (NPS). What has been the experience of the NPS in the last decade? 10.2 As far as pre-1.1.2004 appointees are concerned, what should be the principles that govern the structure of pension and other retirement benefits? 11. Strengthening the public governance system 11.1 The 6th CPC recommended upgrading the skills of the Group D employees and placing them in Group C over a period of time. What has been the experience in this regard? 11.2 In what way can Central Government organizations functioning be improved to make them more efficient, accountable and responsible? Please give specific suggestions with respect to: a) Rationalisation of staff strength and more productive deployment of available staff; b) Rationalisation of processes and reduction of paper work; and c) Economy in expenditure. 12. Training/ building competence 12.1 How would you interpret the concept of “competency based framework”? 12.2 One of the terms of reference suggests that the Commission recommend appropriate training and capacity building through a competency based framework. a) Is the present level of training at various stages of a person’s career considered adequate? Are there gaps that need to be filled, and if so, where? b) Should it be made compulsory that each civil service officer should in his career span acquire a professional qualification? If so, can the nature of the study, time intervals and the Institution(s) whose qualification are acceptable, all be stipulated? c) What other indicators can best measure training and capacity building for personnel in your organization? Please suggest ways through which capacity building can be further strengthened? 13. Outsourcing 13.1 What has been the experience of outsourcing at various levels of Government and is there a case for streamlining it? 13.2 Is there a clear identification of jobs that can be outsourced? 14. Regulatory Bodies 14.1 Kindly list out the Regulators set up unde r Acts of Parliament, related to your Ministry/ Department. The total number of personnel on rolls (Chairperson and members + support personnel) may be indicated. 14.2 Regulators that may not qualify in terms of being set up under Acts of Parliament but perform regulatory functions may also be listed. The scale of pay for Chairperson /Members and other personnel of such bodies may be indicated. 14.3 Across the Government there are a host of Regulatory bodies set up for various purposes. What are your suggestions regarding emoluments structure for Regulatory bodies? 15. Payment of Bonus One of the terms of reference of the 7th Pay Commission is to examine the existing schemes of payment of bonus. What are your suggestions and observations in this regard?

DOPT- It is as powerful as a magical spell for Central government employees..!

Department of Personnel & Training 
(http://www.persmin.gov.in)

The Department of Personnel & Training is the coordinating agency of the Central Government in personnel matters, specially in respect of issues concerning recruitment, training, career development and staff welfare.

DOPT- It is as powerful as a magical spell for Central government employees. 

This is the powerful department that decides on all the service-related issues of the Central Government employees. One of the important duties of the department is to resolve all the problems and issues faced by Central Government offices all over the country. 

The Department of Personnel & Training, under the Ministry of Personnel, Public Grievances and Pensions is the coordinating agency of the Central Government in personnel matters, specially in respect of issues concerning recruitment, training, career development and employees welfare.

Four-five years ago, the Dopt’s website was not regular in updating and releasing all the relevant Government Orders. But, things have changed now and, along with timely updates, the website has also become a very reliable forum to clear doubts. 

  

             

7th Pay Commission Questionnaire – Ratio of Minimum & Maximum Salary, Grade Pay Suggestion, Increment Date, Determination of HRA and NPS...

GOVERNMENT OF INDIA

SEVENTH CENTRAL PAY COMMISSION

NEW DELHI-110001

Meena Agarwal

Secretary

D.O No. 7CPC/15/Questionnaire

9th April, 2014

Dear ………..,

As you may be aware the Seventh Central Pay Commissions has been constituted by the Government on 28 February 2014 with a view to go into various issues of emoluments’ structure, retirement benefits and other service conditions of Central Government employees and to make recommendations on the changes required. The terms of reference of the Seventh Central Pay Commission are available on the http://7cpc.india.gov.in .

2. A Questionnaire seeking the considered views of all stakeholders is enclosed. The response of your Ministry to this Questionnaire is sought. I shall be grateful if the replies are furnished to the Commission on or before 10th May, 2014, so as to enable the Commission to take them into account as part of its examination of the issues that it is mandated to address. The reply may be sent to Post Box No. 4599, Hauz Khas P.O, New Delhi 110 016, and in the case of email to secy-7cpc@nic.in.

Encl:- As above.

With Regards,

Yours sincerely,

(Meena Agarwal)

To all Secretaries to Govt of India

7th CPC Questionnaire

1. Salaries

1.1 The considerations on which the minimum salary in case of the lowest Group ‘C’ functionary and the maximum salary in case of a Secretary level officer may be determined and what should be the reasonable ratio between the two.

1.2 What should be the considerations for determining salary for various levels of functions falling between the highest level and the lowest level functionaries?

2. Comparisons

2.1 Should there be any comparison/parity between pay scales and perquisites between Government and the private sector? If so, why? If not, why not?

2.2 Should there at all be any comparison/parity between pay scales and perquisites between Government and the public sector? If so, why? If not, why not?

2.3 The concept of variable pay has been introduced in Central Public Sector Enterprises by the Second Pay Revision Committee. In the case of the Government is there merit in introducing a variable component of pay? Can such variable pay be linked to performance?

3. Attracting Talent

3.1 Does the present compensation package attract suitable talent in the All India Services & Group A Services? What are your observations and suggestions in this regard?

3.2 To what extent should government compensation be structured to attract special talent?

4. Pay Scales

4.1 The 6th Central Pay Commission introduced the system of Pay Bands and Grade Pay as against the system of specific pay scales attached to various posts. What has been the impact of running pay bands post implementation of 6th CPC recommendations?

4.2 Is there any need to bring about any change?

4.3 Did the pay bands recommended by the Sixth CPC help in arresting exodus and attract talent towards the Government?

4.4 Successive Pay Commissions have reduced the number of pay scales by merging one or two pay scales together. Is there a case for the number of pay scales/ pay band to be rationalized and if so in what manner?

4.5 Is the “grade pay” concept working? If not, what are your alternative suggestions?

5. Increment

5.1 Whether the present system of annual increment on 1st July of every year uniformly in case of all employees has served its purpose or not? Whether any changes are required?

5.2 What should be the reasonable quantum of annual increment?

5.3 Whether there should be a provision of variable increments at a rate higher than the normal annual increment in case of high achievers? If so, what should be transparent and objective parameters to assess high achievement, which could be uniformly applied across Central Government?

5.4 Under the MACP scheme three financial up-gradations are allowed on completion of 10, 20, 30 years of regular service, counted from the direct entry grade. What are the strengths and weaknesses of the scheme? Is there a perception that a scheme of this nature, in some Departments, actually incentivizes people who do not wish to take the more arduous route of qualifying departmental examinations/ or those obtaining professional degrees?

6. Performance

What kind of incentives would you suggest to recognize and reward good performance?

7. Impact on other organizations

Salary structures in the Central and State Governments are broadly similar. The recommendations of the Pay Commission are likely to lead to similar demands from employees of State Governments, municipal bodies, panchayati raj institutions & autonomous institutions. To what extent should their paying capacity be considered in devising a reasonable remuneration package for Central Govt. employees?

8. Defence Forces

8.1 What should be the considerations for fixing salary in case of Defence personnel and in what manner does the parity with civil services need to be evolved, keeping in view their respective job profiles?

8.2 In what manner should the concessions and facilities, both in cash and kind, be taken into account for determining salary structure in case of Defence Forces personnel.

8.3 As per the November 2008 orders of the Ministry of Defence, there are a total of 45 types of allowances for Personnel Below Officer Rank and 39 types of allowances for Officers. Does a case exist for rationalization/ streamlining of the current variety of allowances?

8.4 What are the options available for addressing the increasing expenditure on defence pensions?

8.5 As a measure of special recognition, is there a case to review the present benefits provided to war widows?

8.6 As a measure of special recognition, is there a case to review the present benefits provided to disabled soldiers, commensurate to the nature of their disability?

9. Allowances

9.1 Whether the existing allowances need to be retained or rationalized in such a manner as to ensure that salary structure takes care not only of the job profile but the situational factors as well, so that the number of allowances could be at a realistic level?

9.2 What should be the principles to determine payment of House Rent Allowance?

10. Pension

10.1 The retirement benefits of all Central Government employees appointed on or after 1.1.2004 a re covered by the New Pension Scheme (NPS). What has been the experience of the NPS in the last decade?

10.2 As far as pre-1.1.2004 appointees are concerned, what should be the principles that govern the structure of pension and other retirement benefits?

11. Strengthening the public governance system

11.1 The 6th CPC recommended upgrading the skills of the Group D employees and placing them in Group C over a period of time. What has been the experience in this regard?

11.2 In what way can Central Government organizations functioning be improved to make them more efficient, accountable and responsible? Please give specific suggestions with respect to:

a) Rationalisation of staff strength and more productive deployment of available staff;

b) Rationalisation of processes and reduction of paper work; and

c) Economy in expenditure.

12. Training/ building competence

12.1 How would you interpret the concept of “competency based framework”?

12.2 One of the terms of reference suggests that the Commission recommend appropriate training and capacity building through a competency based framework.

a) Is the present level of training at various stages of a person’s career considered adequate? Are there gaps that need to be filled, and if so, where?

b) Should it be made compulsory that each civil service officer should in his career span acquire a professional qualification? If so, can the nature of the study, time intervals and the Institution(s) whose qualification are acceptable, all be stipulated?

c) What other indicators can best measure training and capacity building for personnel in your organization? Please suggest ways through which capacity building can be further strengthened?

13. Outsourcing

13.1 What has been the experience of outsourcing at various levels of Government and is there a case for streamlining it?

13.2 Is there a clear identification of jobs that can be outsourced?

14. Regulatory Bodies

14.1 Kindly list out the Regulators set up unde r Acts of Parliament, related to your Ministry/ Department. The total number of personnel on rolls (Chairperson and members + support personnel) may be indicated.

14.2 Regulators that may not qualify in terms of being set up under Acts of Parliament but perform regulatory functions may also be listed. The scale of pay for Chairperson /Members and other personnel of such bodies may be indicated.

14.3 Across the Government there are a host of Regulatory bodies set up for various purposes. What are your suggestions regarding emoluments structure for Regulatory bodies?

15. Payment of Bonus

One of the terms of reference of the 7th Pay Commission is to examine the existing schemes of payment of bonus. What are your suggestions and observations in this regard?

Source: http://7cpc.india.gov.in/7cpc_questionnaire.pdf

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SC nod for 2-year uninterrupted leave for childcare

The Supreme Court on Tuesday held that a woman employee of the central government can get uninterrupted leave for two years for childcare, which also includes needs like examination and sickness.

A bench of justices S J Mukhopadhaya and V Gopala Gowda set aside an order of the Calcutta HC which had held that the central civil services (leave) rules did not permit uninterrupted CCL (childcare leave) for 730 days.

"On perusal of circulars and Rule 43-C , it is apparent that a woman government employee having minor children can avail CCL for a maximum period of 730 days i.e. during the entire service period for taking care of upto two children," it said.

The court passed the order on a petition filed by one Kakali Ghosh challenging the government's decision not to grant her leave of 730 days for helping her son prepare for examinations.

Source:The Times of India

Probationers of Indian Postal Service and Indian P&T Accounts and Finance Service call on the President

A group of Probationers of Indian Postal Service of 2010-2013 batches and Indian P&T Accounts and Finance Service of 2011-2013 batches called on the President of India, Shri Pranab Mukherjee today (April 16, 2014) at Rashtrapati Bhavan.

Addressing the probationers, the President said that they were entering government service at a time of great flux and ever increasing expectations of the citizenry from our public machinery. The environment today presents myriad challenges and opportunities at the same time. The State is today no longer merely responsible for the maintenance of law and order or the dispensation of justice. Its role today is far more pro-active and far more inclusive in that it has to promote growth with equity. He said that the development paradigm has changed. The philosophy of development today is empowerment of people through entitlements which are backed by legal guarantees such as Right to Information, Right to Education etc.

The President stated that as the nature and scope of the activities of the State changes, the role of its admin¬istration assumes greater importance. Therefore, the greatest challenge before the civil servants today is to adjust to this new role of the Government. He urged the officer trainees to be the agents of the change which they wish to see in their society and country. 

Source : PIB

The 7th pay commission report - when is it going to be submitted?

The announcement about the 7th pay commission report came out on September the 25th of 2013. This pay commission unlike the 6th pay commission was set up well in advance. This became possible due to significant efforts of various organisations, union lists and the finance commission report. Announcements say that the 7th pay commission will be implemented from 1.1.2016 and it will take approximately 18 months time for the report to be submitted.

Recently, the 7th pay commission Chairman and the members gave out a public statement on 4.2.2014 and after that on 22.2.2014 the important 7th cpc terms and references were released. Now, the thought that floats on everyone’s mind is whether the 7th pay commission report will be submitted within the 18 months time period and will the employees be able to get the benefits along with their salary from 1.1.2016.

Recently, in the Lok Shaba during the question and answer session, it was pointed out that no specific time limit can be specified as of now for the implementation of the 7th pay commission. However, the finance ministry is now recruiting people for the 7th pay commission pay cell on deputation basis. This is a good attempt which boosts our confidence in the fact that the 7th pay commission will be put into effect on time.

Reports of the Earlier Pay Commissions

If the employees get the benefits of the 7th pay commission along with our salary on 1.1.2016, then, this will be the first time we are given the pay commission benefits without arrears. I am providing a link containing reports about when the previous pay commissions were set and when they were implemented.

Pay Commission	Date of Appointment	Date of submission of report	Financial impact (Rs. In crores)	Time
First Pay Commission	May, 1946	May, 1947	N.A	1 YEAR
Second Pay Commission	August, 1957	August, 1959	39.62	2 YEARS
Third Pay Commission	April, 1970	March, 1973	144.60	3 YEARS (aprx)
Fourth Pay Commission	June, 1983	3 reports submitted in June, 1986; Dec. 1986 and May, 1987	1282	4 YEARS(aprx)
Fifth Pay Commission	April, 1994	January, 1997	17,000	3YEARS (aprx)
Sixth pay commission	July 2006	March 2008		18 months

Arrears of the 6th Pay Commission :- When you see the timetable above, you can understand that none of the previous pay commissions were implemented on time and without the payment of arrears. When the 6th pay commission was implemented, the government paid a huge amount as arrears in two instalments. This impacted the economy considerably and caused changes in inflation rate and GDP. This shocking fact was revealed by the 13th finance committee report.

The Benefits of the Timely Implementation of the 7th Pay Commission :- What benefits will the employees get if the 7th pay commission is implemented on 1.1.2016? Let us have a look.

Firstly, all the allowances and benefits can be got on 1.1.2016. When the benefits are paid as arrears the employees will not get some of the allowances due to exclusion.

Secondly, the government will not have to pay a huge amount as arrears and thereby can avoid economic burden.

Thirdly, if a National Anomaly Committee is set up and the shortcomings of the 7th pay commission are corrected immediately, employees can receive the benefits easily. We have to note that several points mentioned the anomaly committee report of the 6th pay commission still remain problematic and uncorrected.

Fourthly, let us have a look at the elements of ACP and MACP. Like the ACP and MACP, the financial up gradation is going to be introduced in the 7th Pay Commission; the issues that may arise due to this have to be resolved in a timely manner so that everyone may be benefitted by it.   In the 5th pay commission, the time limit for promotion through ACP remained at 12 years, and in the 6th pay commission the time limit for promotions through MACP remained at 10 years. In the 5th pay commission, a new method of promotion through hierarchy was introduced. In the 6th pay commission promotions happened through grade pay structure.

The main aim of introducing ACP and MACP is to make sure that an employee gets minimal promotion at least thrice in his life time of service. If this is the case, the minimal service period of an employee should be at least 30 years. But presently, employees are appointed even at the age of 37 and so their service period is just 23 years. Such problems have to be carefully considered well in advance and solved before the 7th pay commission is implemented.

Let us believe that the 7th pay commission will be the first arrears-free pay commission and implemented on time as per the guidelines of the 13th finance commission.

Source: www.7thpaycommissionnews.com

LDCE for promotion to the cadre of PS Gr. B .......updates!!!

It is learnt that Directorate is going to revise syllabus pattern and few changes in eligible criteria for PS Gr. B Examination. Actual notification for holding of examination for the year 2013 will be issued thereafter. 

Source : CHQ Blog

Short stories with a moral

A child told the mother: “Mum you are very beautiful today.”
Replied the mother : “Why?”
The child said : “ Because you did not get angry today .”
Moral of the story:
1. It is easy to possess beauty:- do not get angry.
2. Anger is temporary madness.


A man attended an interview for a job.
Along the corridor, he picked up a piece and threw it into a dustbin.
The interviewer passed by and saw it.
This man got the job.
Moral of the story:
Live with good habits, and you will be recognized.


A small boy worked as an apprentice in a bicycle shop.
A man sent a bicycle for repair.
After repairing the bicycle, this boy cleaned up the bicycle and it looked like a new one.
Other apprentices laughed at him for doing redundant work.
The second day after the owner claimed the bicycle back, this boy was pinched and offered a job.
Moral of the story :
1.Go the extra mile to be successful.
2. Doing more gains more Doing less loses more.

The owner of a farm asked his child to work everyday at the farm.
His friend said to him : “ You do not have to make your son work so hard. The crops would grow just as good.”
Owner of the farm replied: “ I am not cultivating my crops, but my child.”
Moral of the story:
1. A simple way to groom a child is to let him experience some hardships.
2. If not cut, jade would not turn into useful ware.

A shop is always brightly lit up.
Someone asked : “What brand of bulb are you using ? It is so lasting.”
The shop owner replied : “Our bulbs blew out frequently. We replaced them once a bulb blew out.”
Moral of the story:
1. It is simple to maintain brightness , change the bulbs regularly.
2. To brightening up everyday life : Endeavor to abandon unwholesome states of mind and make an effort to encourage wholesome states to grow.

Changes in Statutory Rules in the backdrop of implementation of CBS- regarding.

Vide Directorate SB order No. 5/2014 dated 24.03.2014 the following Changes in Statutory Rules in the backdrop of implementation of CBS.

1) Deposits and withdrawals can be done through any electronic mode in CBS Post Offices.

2) Inter Post Office transaction can be done between CBS Post Office.

3) ATM/Debit Cards can be issued to Savings Account holders having prescribed minimum balance on the day of issue of card which will be circulated separately of CBS post offices.

4) In case of deposit made in RD Account by cheque. Date of credit of cheque into Government Accounts shall be treated as date of deposit.

5) If next monthly deposit in RD account opened between 1st and 15th of a month is not deposited by 15th of following month and next monthly deposit in RD  account opened between 16th and last working day of a month is not deposited  by last working day of the following month , default fee @5 paisa for every 5 rupees shall be charged .This will be applicable to both CBS and non CBS post offices.

6) If in any RD account ,there is monthly default(s) the depositor has to first pay the defaulted monthly deposit with default fee and then he can pay the current month deposit.This will be applicable for both CBS and non CBS post offices.

7) In CBS post office ,when any TD account is matured , the same TD account will be automatically renewed for the period for which the account was initially opened.e.g.2 years TD account will be automatically renewed for 2 years.Interest rate applicable on the day of maturity will be applied.

8) Lock up period for six months for premature closure of TD account has been removed and as and when any TD account is closed before one year, interest @ savings account applicable from time to time shall be payable. This will be applied for both CBS and Non CBS post offices.

9) In Case of MIS accounts standing at CBS post offices.Monthly interest can be credited into savings account standing at any CBS post office.

10) In Case of SCSS accounts, quarterly interest shall be payable on 1st working day of April,July,October and january at any CBS post Office.

11) Quarterly interest of SCSS accounts of SCSS accounts standing at CBS post offices can be credited in savings account at any other CBS post office.

12) minimum amount for opening  of PPF account shall be Rs 100/- for all CBS and non CBS post offices.

13) In case NSC VIII and IX issue ,transfer of certificate from one person to another can be done only once from date of issue to date of maturity.

14) At the time of transfer of Certificates from one person to another,old certificate will not be discharged. name of old holder shall be rounded and name of new holder shall be written on the old certificate and Purchase application ( in case of non CBS post offices ) under dated signatures of the authorized  Postmaster alongwith his designation stamp and date stamp of Post Office.

15) Rule relating to Conversion of one denomination of certificate to other denomination is deleted.

This may kindly be circulated to all field units for guidance and necessary action. These changes should also be placed-on the Public Notice Board of all the post Offices. Post Office working in Sanchay Post shall continue to follow the existing procedure till new Patch is deployed in Version 7.5.

This issues with the approval of DDG(FS)

Senior Postmaster CAT case updates

Although Directorate has directed to apprise Hon'ble CAT Bench Chandigarh on 09.04.2014 that amendment in PS Gr B Recruitment Rules, are under process and would likely to take time. Yet, no development took place in the proceedings. Matter posted to 28.05.2014 without any arguments.

Source : IPASP Punjab Blog

100% D.A from January 2014 – Some Allowances and Advances Rise by 25%

100% D.A from January 2014 – Some Allowances and Advances Rise by 25%

The Fifth Central Pay Commission had recommended uniform neutralization of DA at 100% to employees at all levels and increase in DA calculation too, according to the 12 monthly average of AICPIN for Industrial Workers (1982=100) as on 1st January 1996, of 306.33.

The Linking Factor of 303.33 has now changed to 115.76. This was calculated as 4.63 in the 4th CPC. 

It was due to this change that the Dearness Allowance has increased in recent years. The 6th Pay Commission had promptly calculated it and said that the true impact of price rise and inflation would only then be known. 

It was also mentioned in the recommendations made by the 6th CPC that each time the Dearness Allowance touched 50%, certain Allowances and Advances should also be raised by 25%. 

It is of common knowledge that according to these recommendations, when D.A touched 50% on 01.01.2011, DOPT issued orders to increase it by 25%. 

Since the DA is calculated on the basis of price rise and inflation, this 25% raise was given in order to make it uniformly applicable to all the other Allowances and Advances. The Allowances and Advances mentioned in this are the Children’s Education Allowance and Hostel Subsidy and Festival Advance. 

As of now, the Central Government employee is entitled to claim 15,000 per annum per child under the Children’s Education Allowance and Hostel Subsidy. An increase of 25% would mean that the amount would rise to Rs. 18,750 per year. Similarly, there are chances that the Festival Advance would increase to Rs. 4700. These could be confirmed only after the DOPT makes its official announcements. 

LTC- Will Air Travel Continue for the Next 2 Years?

Will Air Travel Continue for the Next 2 Years?

For a number of years, Central Government employees have been enjoying the benefits of Leave Travel Concession (LTC). When a Central Government employee is employed at a place that is not his home town, then, once every two years or twice every four years, he/she is eligible to reimburse the travel expenses incurred for travelling to and back, along with the entire family. 

A BLOCK YEAR consists of four years. The current block year runs from 2010 to 2013. This is divided into two – 2010-11 and 2012-13, and concession to travel to the home town is offered twice.  Instead of two trips to home town, the employee is eligible to convert one of them as ALL INDIA LTC concession. Those who haven’t availed of the concession of the 2012-13 year block can utilize it in 2014. 

Depending on their designation, the employees are eligible to utilize air, ship, rail and road transportation facilities, along with the travel class. 

In the year 2010, in order to develop Jammu & Kashmir and North-East Region, it was announced that Central Government employees are eligible to travel to these regions via air from Delhi and Kolkata respectively. It was also announced that the travel expenses could be claimed in advance. Following this announcement, Central Government employees have started travelling via air, along with their families. From the HEADQUARTERS, where they are employed, they have to travel to New Delhi or Kolkata by train and go to Shri Nagar or Gauhati by airplane. 

This concession is given in two categories, on the basis of grade pay. Those with GP higher than Rs. 4200 and above are eligible to travel from the airport nearest to their work headquarters. Those with GP lesser than Rs. 4200 will have to travel to Delhi or Kolkata by train and continue only the rest of the journey by airplane. 

These concessions were initially announced for only two years and then extended to 2013. Each BLOCK YEAR can be carried forward to one year, i.e., those who haven’t utilized the facility in 2012-13 BLOCK YEAR can avail of it until December 2014. 

This wonderful opportunity will draw to a close very soon. The Government has issued permission to travel by air to the NORTH-EAST REGION until 30.04.2014 and to JAMMU & KASHMIR until 17.06.2014. 

Question is – Will this concession be extended for the next two years?

EXPECTED PAY STRUCTURE OF 7TH CPC

EXPECTED 7TH CPC PAY SCALE :-

7th CPC Pay Scale is fast becoming the most mesmerizing phrase among Central Government employees these days. 

Every Central Govt Employee is waiting to find out the changes in their pay scale that the 7th CPC would recommend to the pay structure. Sensing this eagerness, Bloggers have been regularly coming up with their own versions of what the pay structure could be. Do not take those writings seriously sand authentically. 

Based on all the changes right from the 1st CPC, until the 6th CPC, we have predicted a pay structure. Even though we weren’t keen on it, we have been receiving requests by email and comments. At a point, it became unavoidable. We just had to give our own interpretation too. 

Since the basic pay of an ordinary employee has evolved from 260-950-3050-7730, the next change is expected to increase the salary by 2.5 times. Our Projected Pay Scale is expecting an increase of no more than 3 times. 

It could be 260-950-3050-7730-22500..!

More than the hike, everybody is hoping that the Grade Pay would be in proper series. 

And, everybody wants and hopes for a recommendation that prescribes a uniform Multiplication Factor (6th CPC 1.86) to all categories of employees. 

6th CPC PAY STRUCTURE					EXPECTED PAY STRUCTURE OF 7TH CPC
Pay Band	Pay Bands	Grade Pay	Pay in the Pay Band	Pay Scale	Pay Band	Grade Pay	Pay in the Pay Band	Pay Scale
PB-1	5200-20200	1800	5200	7000	15000-60000	5000	15000	20000
PB-1	5200-20200	1900	5830	7730	15000-60000	5500	17000	22500
PB-1	5200-20200	2000	6460	8460	15000-60000	6500	20000	26500
PB-1	5200-20200	2400	7510	9910	15000-60000	7500	23000	30500
PB-1	5200-20200	2800	8560	11360	15000-60000	8500	26000	34500
PB-2	9300-34800	4200	9300	13500	30000-100000	10000	30000	40000
PB-2	9300-34800	4600	12540	17140	30000-100000	13500	35000	48500
PB-2	9300-34800	4800	13350	18150	30000-100000	15000	40000	55000
PB-3	15600-39100	5400	15600	21000	50000-150000	16500	50000	66500
PB-3	15600-39100	6600	18750	25530	50000-150000	20000	60000	80000
PB-3	15600-39100	7600	21900	29500	50000-150000	23000	70000	93000
PB-4	37400-67000	8700	37400	46100	100000-200000	26000	100000	126000
PB-4	37400-67000	8900	40200	49100	100000-200000	27500	110000	137500
PB-4	37400-67000	10000	43000	53000	100000-200000	30000	120000	150000

38th Biennial Circle Conference of U. P. Circle

38th Biennial Circle Conference of All India Association of Inspectors and Assistant Superintendents Posts, UP Circle Branch was held on 13th April 2014 at  Maharani Hotel, Clock Tower, Saharanpur. Sh. V. K. Singh, DPS (HQ), Uttarakhand Circle, Sh. Vilas Ingale,General Secretary, Sh. Janardan Sharma, Retired SSPOs, Meerut, Sh. Roop Chand, Circle President & Sh. R. D. Sharma, Circle Secretary, Delhi Circle also attended the conference. 

Sh. Prabhakar Tripathi, ASP, Shahganj Sub Division, Jaunpur, Sh. Kripal Singh Yadav, ASP, South Bareily Sub Division, Bareily, Sh. Sanjay Asthana, ASP (Court) o/o CPMG, UP Circle, Lucknow were elected unanimously as Circle President, Circle Secretary & Circle Treasurer respectively.

RETIREMENTS IN DELHI CIRCLE IN 2014

Following officers in Delhi Postal Circle will retire from service on superannuation during the year 2014 :-
1. Sh. Devendra Mani, SSPOs, New Delhi South Dn. on 31.05.2014.
2. Smt. Raj Kishori, Asstt. Director (PG), Circle Office on 30.06.2014.
3. Sh. Madan Ram, Supdt., Postal Stores Depot on 30.06.2014.
4. Sh. Satya Prakash Sharma, Dy. Manager, MMS on 30.06.2014.
5. Sh. Dinesh Chandra Sharma, SSPOs, New Delhi West Dn. on 31.07.2014.
6. Sh. Parmod Kumar, Asstt. Manager, MMS on 31.10.2014.

Induction Training for Inspector, Posts (Departmental) at PTC, Saharanpur

Competent Authority orders to permit Sh. Sushil Kumar Prasad, Inspector, Posts (PG-I), New Delhi West Dn. (Adhoc) for induction training at PTC, Saharanpur during the period from 21.04.2014 to 19.07.2014.

Authority : C. O. Letter No. Staff/BB-5/Deptt/Trg/2007 dated 03.04.2014

Appointment of successful candidate of Inspector, Posts Examination-2013 as Inspector, Posts

The competent authority is pleased to appoint Sh. Sushil Kumar Prasad, PO & RMS Accountant, New Delhi GPO as Inspector, Posts (PG-I), New Delhi West Dn., New Delhi-110028 in the PB-2, Rs. 9300-34800+ GP Rs. 4200/- on adhoc & temporary basis against vacant post with immediate effect.

Authority : C. O. Memo No. Staff/BB-5/I. Posts/Deptt/2013 dated 01.04.2014

Digitization of Service Books of employees at Head Post Offices- Nomination of Single Point of Contacts (SPOCs) thereof

The Competent Authority has decided to nominate Accountant of each Head Post Office as Single Point of Contact (SPOC) for digitization activity under the Core System Integrator (CSI) in his Post Office. He will help the digitization team in reading and understanding the Service Book entries and identifying the documents that are scanned. After the quality check by the digitization team, he will verify the entries entered in the system with the respective Service Books and also ascertain whether the relevant documents have been scanned properly. Subsequently, He will submit a report in this regard to the Divisional Head/Unit Head providing list of employees, whose Service Books have been digitized and the relevant documents have been scanned; and also the list of missing documents employee-wise.

 

It has also been decided that as the work is HPO specific, the concerned Divisional Head/Unit Head will nominate Sr. PM/PM or ASP/IP of the Division/Unit in case of non-availability of regular HSG-I/HSG-ll Postmaster for each HPO for checking, countersigning and releasing the list of employees, whose Service Books have been digitized and list of missing documents employee-wise to the TCS Digitization Team.

 

Source : Personnel Division Letter No.25-4/2013-SPG dated 7th April, 2014