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Sunday, 20 April 2014
D.O No. 7CPC/15/Questionnaire dated 9th April, 2014
GOVERNMENT OF INDIA
SEVENTH CENTRAL PAY COMMISSION
9-1 WA, NEW DELHI-110001
D.O No. 7CPC/15/Questionnaire
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
Encl: - As above.
all Secretaries to Govt of India
7th CPC Questionnaire
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?
2.1 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
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
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
4.3 Did the pay bands
recommended by the Sixth CPC help in arresting exodus and attract talent
towards the Government?
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?
5.1 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
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?
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.
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
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
8.5 As a measure of
special recognition, is there a case to review the present benefits provided to
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?
9.1 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
9.2 What should be the
principles to determine payment of House Rent Allowance?
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
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
Rationalisation of staff strength and more productive deployment of available
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,
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
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?
13.1 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
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
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