Fourth CPC
Para 28.1. Terms of reference in respect of armed
forces personnel are as follows: -
“To examine the present structure of emoluments taking into account the
total packet of benefits in cash and kind including death-cum-retirement
benefits available to Armed Forces personnel and to suggest changes which may
be desirable and feasible, having regard to their terms of conditions of
service.”
Para 28.2. Thus
we were required to suggest changes in the structure of emoluments, benefits
etc for armed forces personnel taking into account their conditions of service.
Matters concerning their conditions of service like terms of engagement,
service tenure, age of retirement, qualifying length of services for purposes
of promotions are reviewed by government in order to maintain morale of the
services and keep them an efficient instrument of defence. We have taken note
of the conditions of service while determining the package of compensation for
the armed forces personnel. The duties and responsibilities of the service
personnel in different appointments, rigours and hazards of service life, their
truncated career, the rigid disciplinary code, frequent moves and separation
from family, constraints of organisational structure and stringent promotion
criteria, etc., have been given due consideration while making our
recommendations.
Para 28.3. It was
considered necessary to evolve a suitable procedure for presentation of the
proposals for services personnel. The question of appointing a sub-committee or
special panel for examination for examination of matters relating to pay and
allowances was considered by us. We felt that such a sub-committee or a special
panel was not necessary as all the matters relating to defence personnel should
be examined and dealt with by the Commission as a whole. We were informed that
a procedure similar to that adopted at the time of the Third Pay Commission
would be followed for presentation of proposals relating to armed forces
personnel. Accordingly special pay cells were created in the three services
headquarters under an officer of the rank of Major General and equivalent. An
expert cell was also created in the Ministry of Defence for coordination and
appraisal of the proposals to be made by the pay cells.
Para 28.4. The proposals
formulated by the three pay cells were forwarded to Defence Ministry and copies
were received in the Commission from October 1984 onwards. We were subsequently
informed by the Defence Ministry that it had not been possible for the expert
cell to work out formulations acceptable to the three services headquarters on
the one hand and the Ministry of Defence and Defence Finance on the other. It
was suggested by the Defence Ministry that the proposals furnished by the pay
cells may be considered on their merits.
Para 28.5. Subsequent to receipt of the proposals from
the three pay cells, we received in April 1985 joint proposals regarding
military salary system of officers, and military service pay as recommended by
the Chiefs of Staff Committee. We were informed that it had not been possible
to achieve any consensus in regard to the pay structure for personnel below
officer rank. We also received joint proposals as recommended by the Chiefs of
Staff Committee on allowances and non-effective benefits of the armed forces
personnel. It was noted that in case of certain allowances it had not been
possible to reach consensus among the three service headquarters. In our
examination of the pay structure, allowances and other related matters for the
service personnel, we have taken into account the joint proposals as also
clarifications received from the pay cells from time to time.
Para 28.11. It has
been urged that the pay scales of service officers should be determined with
reference to the requirements of the services. It has been pointed out that the
nature of cadre structure in services is different as the number selected for
advancement in every rank is limited in view of the command and control
structure of the services. As a result, officers who cannot be promoted are
entrusted with other assignments requiring skill and experience. It has been
suggested that it will be desirable to provide necessary incentives to such
officers also. In a rank oriented organisation like the Armed Forces, cadre reviews
which result in upgradation of posts cannot always achieve the desired effect.
It has been pointed out that although the cadre reviews carried out in the past
brought about some improvements in career progression of service officers, they
created problems in the organisational structure. It has been emphasised that
it is not possible to undertake any further large scale cadre reviews without
unacceptable aberrations in the functional hierarchical structure. It has
therefore been suggested that the pay structure for defence services should be
such that a fair share of the talent is attracted and kept motivated throughout
the service. In the joint proposals the services have proposed a running pay
band for all officers covering pay band for all officers covering a time span
of 33 years. Separate rank pays have been proposed for each successive rank on
a cumulative basis……
Fifth CPC
Our Terms of Reference 142. 1. Our
terms of reference in respect of the Armed Forces personnel
are identical to the terms of
reference for other Central
Government employees. As brought
out elsewhere, our terms of reference with regard to Armed Forces personnel represent
a major departure from the terms of reference of the Third and Fourth CPCs.
While these CPCs were not required to examine the terms and conditions of service
of the Armed Forces personnel, we have been entrusted with the task of studying
and making recommendations also on the various conditions of service of the Armed Forces Personnel like their
terms of engagement, service tenure, age of retirement, qualifying service for
promotion etc. as for
other Central, Government
employees.
Setting
up of Cells 142.2.
To enable the services to formulate
their proposals in respect of service personnel, the Government set up special
pay cells in the three Service Hqrs under an officer of the rank of Major General and equivalent.
Following the procedure adopted by earlier Pay Commissions, a cell was also set up by the government
in the Ministry of Defence for handling of these matters in the Ministry.
Joint Proposals 142.3. The
Armed Forces submitted a joint memorandum containing their proposals on pay
and allowances, and conditions of service and pensions. We are
happy to note that it was for the first time that a joint memorandum on
such issues was submitted
to a CPC
by the three Services. On
receipt of the memorandum, we obtained the views of the Ministry of Defence on
the proposals made by the Armed Forces. We also received supplementary demands
from the Armed Forces in the form of addenda to the joint memorandum.
Considerations of
proposals 142.4. In order to consider the proposals in detail, we
had several discussions with the representatives of the Armed Forces Pay
Commission Cells and officers of the Ministry of Defence. A substantial amount
of supplementary comprehensive presentation
of their proposals also provided us an opportunity to clarify the position with
regard to many service matters.
Involvement of the Army in Internal security Duties 143.14. The primary task of the Army is to defend our territorial integrity against external
aggression and war and to remain ever prepared to meet any eventuality of war
and external aggression. The current trends indicate that the Army has been increasingly involved
in internal security duties,
which has not only put avoidable strain on the Army but is also affecting the ethos
and morale of its personnel. We
strongly feel that though the Army
should be available it should not be routinely involved in
internal security problems, the primary responsibility of which is that of the Ministry of Home Affairs.
We have separately made recommendations
elsewhere on reorganisation of Police Forces for counterinsurgency
and internal security purposes.
Major Demands 144. 6. 'The Services have suggested two options for restoring the attractiveness
of' the Armed Forces -the first to improve the psychic factor and the second to improve the emoluments
structure, The 'psychic' factor is stated to flow from a sense of possessing authority and power, status and
prestige, distinction in society at large and a feeling of involvement in the governance of the country. It has been
stated that the adverse changes in the relativity established through the
Warrant of Precedence has been a major contributor to the deteriorating psychic factor
and restoration of the position prevailing as per Warrants of Precedence before 1950 has been demanded. Besides this, the Armed Forces have emphasised
the need to give special consideration to the constraints of their organisational and functional hierarchy which prevents creation of posts at higher levels and therefore results
in limited career prospects with the accompanying
psychological pressure of possible supersession. The long term solution in their
opinion lies in a lean regular cadre and a wide Short Service Commission participation. As regards emoluments structure, the Armed Forces have
suggested delinking of pay
structure from rank structure on the lines of the present integrated pay scales
both for officers and PBOR with
relativities vis-à-vis civilians being based on pay rather than rank. In
addition, compensation for turbulence, provision of housing and education of
children have also been cited as major concerns. Another proposal is to provide
an assured career upto the universal age of retirement through lateral
induction for a second
career option or as an alternative to provide adequate compensation in pensions.
Our Approach 144.10 In our view, the shortfall in the regular entry could be attributed to
the liberalised economic scenario and the removal of ceiling in private sector
salaries, which have had an all round impact on the attractiveness of the Government
Sector in general and have been discussed elsewhere. …….
The MARG
Report has indicated a high degree
of sensitivity to the compensation package and has brought out that an
additional 13% bright students would
be willing to join the
Armed Forces if the take home packet is increased to Rs 7000/- p m. We find that the Third CPC, while considering
the issue of shortfall in the intake of the officer cadre had held that "the quality of recruitment
to the Armed Forces will be satisfactory only if service pays are comparable to levels of remuneration
in civilian employment." Considering all these factors, we have recommended a starting
salary of Rs.82W/- p.m. for
Commissioned Officers of the Armed Forces giving them an edge over the Civil Services……We feel that the higher starting salary coupled
with the other benefits recommended specially for the Armed Forces would make
them more attractive and lead to better response from the youth.
Our Suggestions 144.11 In addition, in order
to attract the youth as also to influence perceptions, we suggest that purposive efforts may be
made by the Armed Forces to give wide publicity through the media highlighting
the advantages and special benefits available in a career in the Armed forces. The constant refrain of the statements ascribed to the highest leadership in the
Armed Forces only brings out the
negative features of the present disenchantment of the youth with a military career. Such an attitude is bound to be
counter-productive as it may dissuade even those
young men who may otherwise
be willing to join the Armed
Forces for reasons of patriotism, love of adventure or a nationalistic sentiment
Existing Package 144.14
We have also looked into the total
package of benefits available to service
personnel as compared to civilian
employees. A large
number of concessions and facilities are not
available to civilian
Gp. 'A'
Officers which arc available to service officers even in peace areas. These include free rations. subsidised license fees,
electricity and water
charges, free medical facilities, more liberal leave entitlements, travel concessions, CSD facilities, weightage in qualifying service for pensions etc. Similarly, PBOR are entitled free food, accommodation,
clothing, free medical facilities, and concession vouchers for travel, liberal leave
entitlements, and compensation in
pensions. Therefore, the total
package of compensation
available is tilted in favour of
the Services. The
Ministry of Defence have further pointed out that that cadre review undertaken for officers from time to time have provided a substantial number of posts at higher levels and many posts earlier held by Colonels are now being held
by Brigadiers or Major Generals. The provision of granting acting or
officiating rank also results higher monetary compensation to Defence Officers. Moreover,
the provision of free food, accommodation, and allied services to PBOR insulates them
from inflationary trends and service in Armed Forces enables them to acquire at Government cost technical
and other skills which arc marketable in the civilian world. Besides, several
schemes for rehabilitation of ex-servicemen have also been formulated by the Government and since 1992 near parity in pensions
of past and present pensioners have also
been provided.
Our Recommendations 144. 15 We consider that all the existing additional benefits
are morale boosting measures and have made our recommendations elsewhere on the
continuance of these special privileges. In addition, the following new
provisions have also been suggested by us under the relevant Chapters:
1. Grant
of Assured
Career Promotion Scheme to
officers and PBOR to
provide financial upgradation delinked from vacancies
2. Abolition
of rank
of Second Lieutenant
3. Reduction
in time taken for substantive
promotion of Service
Officers.
4 Increase in
weightage in qualifying service for pension.
5. Substantial increase in rates of CILQ.
6. Increase in rates of risk related and other allowances.
7. Introduction of it scheme of lateral entry into CPOs to provide a fuller career.
8. Introduction of liberal ex-gratia payment for
casualties.
9. Scheme to grant near parity in pensions.
10. Enhanced percentages of reservation of posts in Government, and
11. Rationalisation of rules governing disability pension.
Status of Warrant of Precedence 144.16 As regards the concern expressed
by the Armed
Forces regarding status as related to Warrant
of Precedence, we feel it is not within our purview to suggest any changes in the
Warrant of Precedence which is published after the approval of the President. The
Ministry feels that the existing table is well balanced and does not require
any change
Sixth CPC
Chapter 2.3
of Sixth Central Pay Commission Report: Pay scales of Defence Forces Personnel
Introduction
2.3.1.
The first two Pay Commissions did not consider the pay scales, allowances and
other service conditions of Defence Forces personnel. At that time, the structure of emoluments of the Defence
Forces personnel was looked into by the departmental committees which included
the representatives of the three services (emphasis supplied).
Post-war Pay Committee
2.3.2.
After the First Pay Commission, a Post War Pay Committee was constituted for
the Defence Forces personnel. Their recommendations were implemented from
1/7/1947. The Committee simplified the pay structure of the Defence Forces
personnel considerably and abolished a number of allowances which had either
relevance only to war conditions or which could be merged with the pay. The
Committee established a broad relativity of officers of Defence Forces with the
officers of Class-I central services and the Indian Police Service (IPS).
Insofar as Personnel Below Officer Ranks (PBORs) were concerned, the fully
trained infantry solider with 3 years service was equated with a semi-skilled
worker. Pension related issues of the Defence Forces were considered
subsequently by the Defence Forces Pension Revision Committee constituted in
1949 which gave its report in 1950.
Raghuramaiah Committee
2.3.3. Subsequent to the report of the Second Pay
Commission, the consequential changes for Defence Forces personnel were
effected as per the recommendations made by the Raghuramaiah Committee that
gave its report in 1960. The revisions made by this Committee were
consequential in nature and broadly followed the revisions made by the Second
CPC on the civil side. The Committee did not modify any of the principles
followed by the Post War Pay Committee. The Raghuramaiah Committee specifically
mentioned that the accepted parallel between defence service officers and
Class-I services of the Central Government, particularly the Indian Police
Service should be continued.
Subsequent developments
2.3.4. Subsequently, the parity of officers’ pay scale
in Defence Forces vis-à-vis that of the IPS got cemented further and
modifications in the IPS scales became a trigger for corresponding changes in
the analogous grade in the Defence Forces.
Chapter 2.3
Third Pay Commission
2.3.5.
The Third Pay Commission was the first Commission whose terms of reference
included examination of the structure of emoluments, the retirement benefits
and terms and conditions of the Defence Forces personnel. The Commission noted
that the relativity of the officers in Defence Forces vis-à-vis IPS was only a
working method of devising scales of pay for the service officers which did not
mean that the functional role of the two services were similar. The Commission,
however, qualified this statement by mentioning that the job profile of IPS
officers was the closest civilian analogue vis-à-vis infantry officers and that
a working relationship did exist between the two organizations. The Commission
also specifically noted that the pay structure of the Indian Administrative
Service with its long pay scales was particularly unsuitable for service
officers.
Disturbance Allowance and the edge in Defence Forces pay scales
2.3.6. The Defence Forces had demanded a higher rate
of Special Disturbance Allowance from the Third Pay Commission. The Commission,
however, noted that the Disturbance Allowance was granted in 1950 as a
temporary measure to improve the earnings of service officers without
interfering with the pay scales introduced as per the recommendations of the
Post War Pay Committee which had brought down the pay scales of many Indian
Commissioned Officers (ICOs). At such time, the grant of Disturbance Allowance
offered some relief to them. The Third Pay Commission noted that the extent of
turbulence was off-set by the special facilities given to Defence Forces
personnel and no justification existed for continuance of the Special
Disturbance Allowance as a separate entity. The Commission, however, did not
recommend total abolition of this allowance as it had existed for a long time
and instead merged this allowance with the pay scales of Defence Forces
officers. Hence, the Third CPC pay scales of Defence Forces officers also
contained an element of Special Disturbance Allowance which had hitherto been
given as a separate allowance. On account of this fact, post-Third CPC, the pay
scales of Defence Forces officers had a slight edge vis-à-vis the analogous
posts in the civilian side.
Fourth CPC
2.3.7. The Fourth CPC, while devising the revised pay
scales of Defence Forces officers took into note the proposal seeking running
pay bands put forth by the Defence Forces. The Defence Forces had desired a
running pay band so as to ensure a smooth and improved career progression which
otherwise was not possible especially as any large scale cadre review in the
Defence Forces would have created unacceptable aberrations in their
hierarchical structure.
The Fourth Pay Commission, accordingly, recommended an
integrated pay scale for all officers upto the rank of Brigadier and equivalent
in three services and separately gave a rank pay ranging from Rs.200 to Rs.1200
p.m. for posts from Captain/equivalent to Brigadier/equivalent. During such
time, the Defence Forces had desired inclusion of the officers in the rank of
Major General also in the proposed integrated pay scale. This was, however, not
found acceptable by the Fourth CPC who, therefore, placed Major Generals
in the pay scale of Rs.5900-6700 being the senior
administrative pay scale (SAG) for civilians.
Fifth CPC
2.3.8.
The Fifth CPC took note of the fact that the Special Disturbance Allowance had
been incorporated by the Third CPC in the pay scales of Defence Forces
officers. The Commission, accordingly, recommended a similar edge in the
starting pay of Lieutenant (the rank of 2nd Lieutenant having been recommended
to be abolished by the Commission) who was, therefore, given the starting pay
of Rs.8250 as against Rs.8000 recommended for a civilian Group A officer.
Before the Fifth CPC, the Defence Forces
had proposed two running pay bands for Defence Forces
officers – (i) till the post of Colonel; and (ii) from Brigadier to Lt.
General. The Fifth CPC, however, concluded that a separate dispensation for
Defence Forces in the form of running pay bands would have repercussions on
civilian employees and that the better method would be to provide explicit
compensation in regular pay scales. The Commission, accordingly, recommended
abolition of integrated pay scales by regular pay scales with progression in
pay being provided by the mechanism of ACP Scheme. The Fifth CPC, however,
retained the concept of rank pay for officers till the post of Brigadier. The pay
scale of Major General/equivalent was recommended as Rs.18400-22400 on par with
SAG scale of civilians.
Relativity between Defence Forces and
civilian officers established by the earlier Pay Commissions
2.3.9.
The relativity existing between pay scales of analogous posts in the Defence
Forces and the civilians since the time of Third Central Pay Commission is
tabulated as follows:
Third
CPC recommendations (in Rs.)
|
Civilian
|
Defence
Forces*
|
|
Grade Pay Scale
|
Grade Pay Scale
|
|
JTS
700-1300
|
2nd
Lieut. 750-790
Lieut. 830-950
|
|
STS 1100-1600
|
Capt. 1020-1450
Major 1350-1750
|
|
JAG 1200-2000
|
Lt.
Col. (Acting) 1500-1900
Lt.
Col. (Subs.) 1700-1900
Lt.
Col. (TS) 1800 (Fixed)
|
|
NFSG 2000-2250
|
Colonel 1950-75-2175
|
|
DIG 2250-2500
|
Brig. 2200-100-2400
|
|
SAG
I
2500-2750
|
Major
General 2500-2750
|
|
HAG 3000 Fixed
|
Lt.
General 3000
(Fixed)
|
|
Secretary 3500
|
Fixed
General 3500 (Fixed)
|
|
|
Service Chiefs 4000 (Fixed)
|
*(The
pay scales in Navy were slightly different.)
Fourth
CPC recommendations
|
Civilian
|
Defence
Forces
|
|
Grade Pay Scale (Rs.)
|
Grade Pay Scale
(Rs.)
|
|
JTS
2200-4000
STS
3000-4500
JAG 3700-5000
NFSG 4500-5700
DIG
5100-5700
(Revised to
5100-6150)
SAG 5900-6700
HAG 7600 (fixed)
Secretary 8000 (fixed)
Cab.
Secy. 9000 (fixed)
|
2nd
Lieut. to Brig.
2300-100-4200-
EB-100-5000
(Integrated
pay scale)
(Revised to
2300-5100)
Rank Amount of rank pay
(p.m.)
Capt.
& equ. 200
Major
& equ. 400
Lt.
Col. (Sel. & equ.) 600
Col.
& equ. 800
Brig.
& equ. 1200
Pay
scales for higher levels
Maj.
Gen. & equ. 5900-200-6700
Lt.
Gen. 7600
(fixed)
Army
Comm. 8000 (fixed)
Service
Chiefs 9000 (fixed)
|
Fifth
CPC recommendations
|
Civilian
|
Defence
Forces
|
|
Grade Pay Scale (Rs.)
|
Grade Pay Scale Rank pay
(Rs.) (p.m.)
|
|
JTS
8000-13500
|
Lieut. 8250-10050
Capt. 9600-11400 400
|
|
STS
10000-15200
|
Maj. 11600-14850 1200
|
|
JAG
12000-16500
|
Lt.
Col. 13500-17100 1600
|
|
NFSG 14300-18300
|
Col. 15100-17350 2000
|
|
DIG 16400-20000
|
Brig. 15350-17600 2400
|
|
SAG
18400-22400
|
Maj.
Gen. 18400-22400
|
|
HAG 22400-24500
|
Lt.
Gen. & equ. 22400-24500
|
|
Secretary 26000
(fixed)
|
Vice
Chiefs and Army Comm.
Equivalent 26000 (fixed)
|
|
Cab.
Secy. 30000
(fixed)
|
Service
Chiefs 30000 (fixed)
|
Analysis
2.3.10.
The following facts emerge from the history of the rank structure of officers
in the Defence Forces:-
(i) A broad parity has always existed between the pay
scales of Defence Forces officers and civilian group A services in general and
with IPS in particular.
(ii) Special Disturbance Allowance was given to the
Defence Forces officers in 1950 as a temporary measure to improve their
earnings without interfering with the pay scales introduced as per the
recommendations of the Post War Pay Committee which had brought down the pay
scales of many Indian Commissioned Officers (ICOs).
(iii) An edge was provided by the Third CPC in the
Defence Forces officer’s pay scales because the Commission had converted the
then existing Special Disturbance Allowance into an edge in starting pay
vis-à-vis the civilian group A officers.
(iv) The Fourth CPC had continued this edge in
devising the running pay band for Defence Forces officers up to the rank of
Brigadier and had revised the integrated pay scale taking in account the time
taken for promotion to different pay scales. The element of rank pay was carved
out of the pay scales so revised after giving the edge vis-à-vis civilian group
A officers.
(v) The Fifth CPC maintained this edge even though it
reverted from running pay bands to individual pay scales for various officers’
ranks in the Defence Forces.
(vi) The edge in the Defence Forces pay scales for
their officers is on account of the Special Disturbance Allowance. Otherwise,
the established relativity of the posts of Major General and Brigadier is with
SAG and DIG pay scales of civilians/police forces respectively.
(vii) The Defence Forces had sought running pay band
upto the post of Major General before the Fourth CPC. The Commission, however,
conceded the running pay band only upto the post of Brigadier/equivalent.
(viii) The Fifth CPC had not recommended running pay
in Defence Forces on account of the repercussions it would have had on civilian
pay scales.
The
Formula for Revising Pay Scales
|
Fourth
Pay Commission
|
Fifth
Pay Commission
|
Sixth
Pay Commission
|
|
Increase by 20% of the
sum arrived at by (i) basic pay + (ii) DA, Addl DA, Adhoc DA + Interim relief
+ (iv) special pay where applicable (v) + NPA where applicable
|
Increase by 40% of the
sum arrived at by (i) basic pay + Rank pay (ii) DA, Addl DA, Adhoc DA +
Interim relief + (iv) special pay where applicable (v) + NPA where applicable
|
Existing pay multiplied
by a factor of 1.8
|
The Allowances
|
Fourth
Pay Commission
|
Fifth
Pay Commission
|
Sixth
Pay Commission
|
|
Increase in
CILQ
Outfit allowances
Kit Maintenance
Allowance
Outfit allowance for
PBOR
Travelling allowance
Leave Travel Concessions
Rations
Separation Allowance
Technical Pay
Qualification Pay/Grant
Specialist Pay for AMC,
ADC
NPA
Good Service/Good
Conduct Pay
Field Service
Concessions
Snow bound area
allowance
Flying Pay
Submarine Pay
Hardlying Money
Diving allowance/Dip
Money
Survey Bounty/Pay
Sea Service Concessions
Project allowance
Deputation allowance
Transport for school
going children
|
Changes from 4th
CPC
Increase in
(i) Rations
(ii) House building
advance limit from Rs 70,000 to Rs 2.50, 000
(iii) Conveyance advance
as for civilians
(iv) CILQ
(v) Flying Pay
(vi) Test Pilots
allowance
(vii) Submarine Pay
& renamed as
(viii) Submarine
allowance
(ix) Dip money
(x) Special Forces
allowance (earlier Para Commando allowance)
(xi) Marine Commando
& Chariot Pay
(xii) Para Pay
(xiii) PJI Pay
(xiv) Field Service
(xv) Modified Filed Area
allowance
(xvi) High Altitude
allowance
(xvii) Sea Duty
allowance
(xviii) Entertainment
allowance for Service Chiefs, Army Cdrs and equivalents etc
(xix) Flight Steward
allowance
(xx) Air despatch pay
(xxi) Qualification Pay
& Grant
(xxii) Technical Pay
(xxiii) Submarine
Technical allowance
(xxiv) Language
allowance
(xxv) Unit certificate
and Charge Certificate allowance (Navy)
(xxvi) Flight charge
certificate (Navy)
(xxvii) JAG Deptt
examination reward
(xxviii) Uniform
allowance PBOR, and for Commissioned Officers
(xxix) Kit Maintenance
Allowance
(xxx) Personal
Maintenance allowance – PBOR
(xxxi) Rum allowance – PBOR
(xxxii) LTC
(xxxiii) Daily Allowance
New Introductions
(i) Provision of SFQ
(ii) Siachen allowance
(iii) PG allowance at
CHS rates of Civilian Medical officers
(iv) Spectacles
allowance
(v) Funeral allowance
(vi) Permanent transfer
entitlements
|
1. Allowances common to
civilian personnel i.e. DA, CCA, Tpt allowance, Children Education allowance,
Conveyance allowance, NPA (Para 4.10.5)
2. In addition
compensatory allowances, and if field service concessions are admissible in
such areas, higher of
(i)Special Compensatory
(Hill Area) Allowance,
(ii) Special
Compensatory (Remote locality) allowance
(iii) Island Special
Duty allowance
(iv) Project allowance
(v) Hard Area allowance
(Special Compensatory
allowance
(Para 4. 10.6)
3. Deputation allowance
4. HRA
5. Bhutan Compensatory
allowance
6. Instructional
allowance
7. Specialist allowance
(AMC, ADC and RVC)
8. PG allowance
9. Language allowance
10. Flying, Submarine,
Siachen allowance
11. Test Pilot allowance
12. Submarine Duty allowance
12. Diving allowance,
Dip money, Attendant allowance
13. Special Forces
allowance
14. PJI and Free Fall
Jump Instructor allowance
15. Para and Para
Reserve allowance
16. Highly Active Arae
Allowance and Counter Insurgency allowance
17. High Altitude
allowance
18. Sea Going/Sea Duty
allowance
19. Hardlying money
20. Official Hospitality
allowance
21. Technical allowance
and Professional allowance
22. Qualification grant
23. Qualification Grant
24. JAG Deptt
Examination Rewards
25. Uniform related
allowances - Officers
26. Funeral allowance
27. Hydrographic survey
allowance
28. Free ceiling for
electricity
29. LTC
30. Full pay and
allowances during entire period of hospitalisation
31. Maternity leave
32. House Building
Advance and Conveyance Advance same as for civilians
33. Rate of allowance
enhanced by 25% every time DA payable goes up by 50%
|
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