7th PAY COMMISSION QUESTIONNAIRE
The 7th CPC has issued a Questionnaire to
all stake holder (All Departments, State Governments etc.)
asking them to reply by 10th May 2014.
The Questionnaire is given hereunder.
Seventh Central Pay
Commissions Seeks Views of all Stake Holders
GOVERNMENT OF INDIA
SEVENTH CENTRAL PAY COMMISSION
9-1 WA, NEW DELHI-110001
SEVENTH CENTRAL PAY COMMISSION
9-1 WA, NEW DELHI-110001
Meena Agarwal
Secretary
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 thehttp://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 1 st 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?
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?
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