Sunday, 29 September 2013

Some interesting information from 5 CPC and its impact on 6 CPC

Fifth Pay Commission

Part VII, 148.2. Pay Fixation methodology and SAI 2/S/98 (if amended after opinion of Ld Attorney General dated 3 Sep 13)

(a)       Pay + Rank Pay

(b)       Stage in the scale

(c)       D.A. at index avg. 1510 + Interim Relief

 (d)      = Existing Emoluments

(e)       Add 40% of (Pay +Rank Pay)

(f)        Total stepped up to the next stage

Sixth Pay Commission

Fitment benefit Chapter 1.2.3 The efforts of the (Sixth) Commission have been to devise a suitable pay package which will not only provide enough incentive to retain the brightest officers but also attract the best to join it in future. The quantum of fitment has been decided, accordingly. At the time of Fifth Central Pay Commission, fitment of 20% of the pre-revised basic pay was recommended. This was subsequently raised by the Government to 40%. The Commission is recommending a new structure of running pay bands and grade pay. In the structure, grade pay has been normally taken at 40% of the maximum of the pre-revised pay scale. Grade pay is, therefore, in the nature of fitment benefit.

The pay in the running pay band, as on 1/1/2006, has been computed by adding the basic pay and dearness allowance at the rate of 74% that would have been payable on the existing Fifth CPC pay scales w.e.f. 1/1/2006 had merger of dearness allowance equal to 50% of the basic pay not been allowed from 1/4/2004.

Anomalies in pay scales. Chapter 1.2.20. All the individual upgradations recommended by the Commission shall, in no case, take effect before 1.1.2006. This is because the Commission has no intention of rectifying these anomalies right from the time of their inception and is of the view that interest of justice will be served if these anomalies are rectified for the present and the future.

Defence Forces Chapter 1.2.24 The Commission has recommended parity between various posts in the Defence Forces and civilian employees. Establishing such parity was necessary for another major recommendation contained in the Report concerning lateral movement of the Defence Forces personnel to Central Para Military Forces (CPMFs), other Central Police Organizations and Defence Civilian Organisations. Such lateral movement would not only result in large savings for the Government but will also help in providing continuous employment to the various grades of Defence Forces personnel and make available a trained and disciplined force for the use of the nation. This will also have numerous other benefits, which have been discussed in detail in Chapter 2.4 of the Report. The pay scales for the Defence Forces have been devised accordingly. As mentioned earlier, the Commission has also recommended a separate element of pay called Military Service Pay for the Defence Forces keeping in view the difficulties specific to the military life. The Military Service Pay is to be treated as pay for all purposes (excluding increments) but will not be available once Defence Forces personnel shift to the CPMFs, etc. The concept has been discussed in detail in Chapter 2.3 relating to pay scales of Defence Forces personnel.

Pay Fixation Chapter 2.2.21.            Fixation has been done ……in the following manner:-

(i) The basic pay (add Rank Pay after Ld Attorney General's opinion) drawn as on 1/1/2006 on the existing Fifth CPC pay scales along with dearness allowance at the rate of 74% (which would have been payable on the Fifth CPC pay scales had merger of 50% dearness allowance as dearness pay not been allowed w.e.f. 1/4/2004) have been totalled and then rounded off to next multiple of 10. This has been taken as the pay in the revised running pay band.

(ii) The grade pay has been computed at the rate of 40% of the maximum of the basic pay in each of the pre-revised pay scale. Where two or more pre-revised pay scales have been merged the maximum of the highest pre-revised pay scale has been taken and 40% thereof is given as grade pay. In some cases, the amount of grade pay has been adjusted so as to maintain a clear differential between successive grades pay.

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