Reference the WhatsApp
message titled *8th CPC Buzz*
(Note: contents of WA in italics, facts in normal font)
The Introduction: — A Note to My Fellow Officers, Seniors, and Juniors
Yes, 8th Pay Commission discussions have started making rounds in multiple groups—and sure, some figures being floated may seem like a “win.” But let’s not get carried away with what looks like a raise on paper.
Here’s the hard reality—we’re still carrying the baggage of 37 unresolved anomalies from the 7th CPC. Nothing has been fixed. And history tells us: a fresh coat of paint doesn’t fix a cracked wall.
Core Unresolved Issues That Still Haunt Us
1. No NFU for Armed Forces; Every other Group A service enjoys Non-Functional Upgradation. We’re the only ones left out. No NFU means stagnation, plain and simple.
Fact: - The requirement for NFU for Armed Forces Officers was taken up with MoD but remains unactioned till date because then RM wrote “Wait” on 20 Aug 2013 (Note No. 76 of F No. 22/4/2012-D (Pay/Services) as provided in reply to RTI request No. MODEF/R/2014/61820 dated 04 Oct 14.
Subsequently, the matter is sub-judice in the Supreme Court. Diary No. 12663 of 2017 in UoI vs Col Mukul Dev refers.
2. Slower Career Progression; While civilians climb the ladder at 4, 9, 13, and 16 years, we hit comparable pay levels only at 6, 13, and 21 years. This alone creates a two-year setback at every step.
Fact: 7th Central
Pay Commission did not have Cadre review as one of its Terms of Reference.
Hence it did not go outside its mandate.
Secondly, All India Services viz. Indian Administrative Service (IAS) Officers “climb” the ladder in this time frame.
Please also read the Supreme Court judgment in Civil Appeal No. 3208 of 2015 in Union of Indian vs Lt Col P K Choudhary & Others in the Command/Exit Policy 2009 of Indian Army where extensive tables for promotions of Cols and above are given.
3. The Level 12A Trap - Lt Cols, Wg Cdrs, Commanders are blocked from Level 12 or 13, and instead dumped into a unique 12A grade - slower growth, lower protocol.
Fact
| Level |
Armed Forces Officers (INR) |
Civilian Officers (INR) |
||
|
|
Start of pay scale |
End of pay scale |
Start of pay scale |
End of pay scale |
|
12 |
N/A |
N/A |
78800 |
175200 |
|
12A |
121200 |
212400 |
N/A |
N/A |
|
13 |
130600 |
215900 |
118500 |
214100 |
|
13A |
139600 |
217600 |
131100 |
216600 |
|
Source |
Army Officers Pay (Amendment) Rules dated 06 Jul 2017 |
Table 5 of Chapter 5.1 of Report of 7th CPC
|
||
4. Rank Degradation in Protocol: Captains = Group B, Majors = Junior Group A. This administrative sleight-of-hand has reversed decades of parity.
Fact: All Commissioned Officers are Class I Gazetted Officers. There is an unresolved aspect of JCOs being Class B Gazetted officers but not given the same MSP as Military Nursing Service Officers.
Further, each CPC has provided tables of pay parity.
5. Brigadiers Short-Changed: Placed at Level 13A with a lower index (2.67) compared to civilians (2.72)—same rank, same time, less pay.
Fact: This is an incorrect statement.
The Index of Rationalisation of 2,67 is applied to Brigadiers in Level 13A vide Resolution No. 1-2/2016-IC of Govt of India dated 1st September, 2016 — “In partial modification of the Resolution of even number dated 25.07.2016, para 3 of the said Resolution may be read as under:
"3. The Government has accepted the Commission’s recommendations on Minimum Pay, Fitment Factor, Index of Rationalisation, Pay Matrices and general recommendations on pay without any material alteration with the following exceptions in Defence Pay Matrix, namely :-
(i) the Index of Rationalisation of Level 13A (Brigadier) in Defence Pay Matrix may be revised upward from 2.57 to 2.67;
(ii) additional three stages in Levels 12A (Lieutenant Colonel), three stages in Level 13 (Colonel) and two stages in Level 13A (Brigadier) may be added appropriately in the Defence Pay Matrix.”
7th CPC Report at Para 5.2.8 Rationalisation: An ‘index of rationalisation’ has been applied while making enhancement of levels from Pay Band 1 to 2, 2 to 3 and 3 onwards on the premise that role, responsibility and accountability increases at each step in the hierarchy. …... Recognising the significantly higher degree of responsibility and accountability at levels corresponding to Senior Administrative Grade, the entry pay is recommended for enhancement by a multiple of 2.72. The same multiple is also being applied at the HAG and HAG+ levels. At the apex level the index applied is 2.81 and for the Service Chiefs/Cabinet Secretary the index has been fixed at 2.78.
Level 14 - Maj Gen/Senior Administrative Grade civilian officers, Level 15 - Lt Gen/Higher Administrative Grade), and Level 16 - Lt Gen/HAG+.
6. No Level 14 Access for Defence Mid-Career at 16+ years, civilian officers get Level 14; we’re still waiting.
Fact: 7th Central Pay Commission did not have Cadre review as one of its Terms of Reference. Hence it did not go outside its mandate.
However, the Armed Forces were granted additional higher level (13A, 14, and 15) posts as part of AVSC in the time frames proposed by Army. Please read the Supreme Court judgment in Civil Appeal No. 3208 of 2015 in Union of Indian vs Lt Col P K Choudhary & Others in the Command/Exit Polly of Indian Army where extensive tables for promotions of Cols and above are given.
7. Allowance Inversion – Siachen vs Shillong: How did Siachen Allowance end up lower than 30% SDA paid to civilians in NE or Ladakh? This is nothing short of insult.
Fact: Statement is
wrong.
Vide MoF, DoE, OM No. 11/1/2017-E.II(B) dated 18th July 2017, Central Govt employees serving in North Eastern Region and Ladakh, shall be paid Special Duty Allowance (SDA) at the rate of 10% of Basic Pay. SDA will not be admissible along with Tough Location Allowance…. In respect of Armed Forces personnel and Railway employees, separate orders will be issued by the Ministry of Defence and Ministry of Railways, respectively (emphasis supplied).
Siachen allowance is Rs 31, 500 for Level 9 and above and Rs 21000 for level 8 and below.
To be paid Rs 31500 as SDA, the civilian will have be granted Basic Pay of Rs 3, 15, 000 which is higher than Basic Pay of highest Level 18 (Rs 2, 50, 000).
8. JCO/OR MSP Disparity; MSP for JCOs/ORs capped at ₹5,200—less than half the justified ₹10,000 they deserve. Meanwhile, officers get ₹15,500.
Fact: As per MoF F No. F No. 7/6/2019-E.III(A) dated the 14 June 2019 in reply to RTI Request it is stated at Page 39 that, “The concept of MSP was introduced by 6th CPC (up to Brigadier rank) as an edge for the Army over civilian counterparts and it was treated as Pay for calculating DA, Pension, HRA, Composite Transfer Grant and Annual increment. MSP by the 7th CPC has been calculated by multiplying existing rate with 2.57 and subsequent rounding off. As the amount of MSP was Rs 2000/- for JCO/OR in 6th CPC period which has been increased to Rs 5200/- by 7th CPC, the demand for change in rates of MSP has not been accepted. Similarly, MSP for Serving Officers has been increased from Rs 6000/- to Rs 15500/(emphasis supplied).
9. Slab-Based Disability Pension: Unlike civilians who get a fair, percentage-based disability pension, ours is a capped lump sum—regardless of severity.
Fact: Disability Pension - Granted in invalided out cases due to disability Attributable to or Aggravated by Military Service. It consists of Disability Element and Service Element. Service Element is equal to the retiring pension i.e. 50% of the reckonable emoluments last drawn. Disability Element would be 30% of reckonable emoluments last drawn for 100% disability. For lesser percentage of disability, the amount of disability element is reduced proportionally. No disability element shall be payable for disability assessed as less than 20%. In other than invalided out cases, disability element is granted for disability Attributable to or Aggravated by Military Service, in addition to Service Pension, if otherwise admissible. Source: https://desw.gov.in/en/pensions
This Isn’t Just a Few Issues – It’s Systemic
See response above for the following
These 9 examples are just the surface. I’ve identified 37 major anomalies, officially submitted and still left unaddressed since 2016.
Here’s the complete list of issues that continue to plague Defence Forces under the 7th CPC:
1. Separate pay matrices for Defence Forces and civilian services, breaking long‑standing parity in pay and status.
2. Uniform fitment factor of 2.57, which failed to neutralize post‑2016 inflation for military pay scales.
Fact: CPC has recommended Dearness Allowance to neutralise post-2016 inflation of all pay scales.
3. Delayed top‑time scale fitment (only at 21 years) versus earlier, more frequent civilian increments.
4. Slower time‑scale promotions – AF officers reach Level 11 (Major‑equivalent) at 6 years, civilians at 4.
5. Absence of Level 12 for AF: replaced by Level 12A at 13 years, whereas civilians go to Level 12 at 9 years.
6. Level 13 anomaly – civilians hit Level 13 at 13 years; AF officers remain stuck at 12A.
7. Selection‑grade disparity for Brigadiers: slotting in Level 13A at index 2.67 versus civilians at 2.72.
8. No Level 14 for mid‑career AF officers (16 years) while civilians move on to Level 14.
9. Rank‑equivalence demotions – Captains equated to Group B Section Officers; Majors to junior Group A.
10. Civilian Joint Directors outrank Lt Cols in protocol despite equivalent seniority – Fact: Letter withdrawn.
11. Siachen Allowance capped at ₹31,500–42,500, yet civilians in NE/Ladakh draw 30 % SDA often higher.
12. Special Duty Allowance (SDA) – AF ineligible, while civilians in equally tough postings get 30 % of pay.
21. Exclusion from NFU – unlike all other Group A services, AF was denied non‑functional upgradation.
22. “Watered‑down” NFU ignored – Commission recommended it for AF; Govt. refused to implement.
23. JCO/OR MSP frozen at ₹5,200 instead of the ₹10,000 sought to sustain junior leadership.
24. Officer MSP ₹15,500 seen as disproportionate versus inadequate junior MSP.
25. Slab‑based disability pensions capping benefits, unlike civilians’ percentage‑based awards.
32. Stagnation due to late promotions, feeding into morale and cohesion issues.
For brevity, details not provided for the following: -
13. Transport Allowance rates set lower for uniformed ranks than for civilian counterparts.
14. Field‑area DA anomalies – mismatches in hardship classifications between AF and civilian services.
15. Composite Personal Maintenance Allowance (CPMA) – only partially extended to Defence ranks.
16. Flying Allowance – discriminatory ceilings for Air Force pilots versus civilian aviators.
17. Sea‑going Allowance – Coast Guard vs Navy parity inconsistencies.
18. Hard‑lying Money – unequal rates between Navy and Coast Guard personnel.
19. Outfit & Kit Maintenance Allowances – gaps in entitlement for equivalent civilian posts.
20. Good Conduct Badge & Boiler Watch Allowances – Coast Guard left out despite similar duties.
26. Family pension anomalies – civilian widows/children get proportional benefits; AF gets slabs.
27. Gratuity & lump‑sum anomalies – lower ceilings for AF personnel on retirement.
28. LTC block‑year mismatches – AF officers face more restrictive travel concession cycles.
29. Conference TA/DA rates – capped for AF, while civilians at equivalent levels get higher rates.
30. Cashless medical treatment – AF excluded from streamlined civilian schemes.
31. Children Education Assistance – AF children denied full civilian entitlements at remote postings.
33. “Core anomalies” from 6th CPC (6 items) rolled over unaddressed.
34. Civil‑Military relations – false equating of AF risk mandates with CAPF duties.
35. Protocol & status parity – AF officers relegated below civilian peers in official hierarchies.
36. Pay fixation anomalies on promotion, disadvantaging seniors versus juniors.
37. Discipline & cohesion impacts – unaddressed anomalies erode trust in the Pay Commission process.
So What’s the Ask?
Before we start clapping for what the 8th CPC “might” offer, let’s ask: Who’s cleaning up the mess from the 7th? If history is any guide, they’ll toss a few pennies our way and expect us to forget the structural damage that’s been left unaddressed for nearly a decade.
This isn’t about perks. It’s about: Parity, Dignity, Correcting deep-rooted systemic disparities
What You Can Do: 1. Spread Awareness - Ensure all ranks know these discrepancies—don’t let vague numbers or token hikes fool anyone.
2. Demand Action - Raise these points with Anomaly Committees, Commanders, Veterans Associations. Start with NFU, pay matrix parity, and MSP correction.
3. Hold Leadership Accountable It’s time the Chiefs and Service HQs put pressure where it matters—MoD and DoPT.
Don’t fall for the bait. Stay sharp. Stand united. We’ve earned better. Let’s demand it.
_*— A Committed Officer* (emphasis supplied).
Fact: Most of the Points 1 to 37 in the latter half are repetitions of several points in the first half. They either ignore or appear to be unaware that Chairman, CoSC and CAS had taken up the following issues with then RM on 09 Sep 2016 and followed up with his successor:
(A) PAY RELATED ISSUES. Out of six Core concerns, two have been resolved and following four concerns are remaining:
i. Military Service Pay
(MSP) at higher rates for JCOs – MSP of (Rs) 10000 for JCO
ii. MSP as a separate element of pay for Maj General and above.
iii. Non Functional Upgradation (NFU)
iv. Correction in entry pays for 6 Ranks/Levels.
(B) PENSION RELATED ISSUES
i. Weightages to be restored to cater for truncated carrier (sic)
ii. One Rank One Pension
iii. Sharing of report of One Man Judicial Committee (OMJC).
(C) ALLOWANCES RELATED ISSUES
Out of 19 concerns, 11
issues relating to entitlement of Ration to Officers in Peace Areas, Dress
Allowances, Reciprocity of Allowances, Technical Allowances, Sea Going
Allowances, Flying/SF/MARCOS/Chariot Allowance, Correction in RH Matrix,
Restoration of CILQ, Qualification Pay (Q-Pay), GCB/GS Pay (and) Classification
Allowances and Travel Entitlement of Navy have been mentioned.
Similar issues were listed
in the TRIPAS letter dated 20.01.2016 addressed to Hon’ble Raksha Mantri and
Appendix A and B of that letter.
Min of Finance stated as follows: -
5. Demands of the Defence Forces already accepted: The
under mentioned demands of Defence Forces in respect of pay and pension has
been accepted by Government.
(I) Vide Cabinet approval dated 29.06.2016, the following exceptions in (the) Defence Pay Matrix were approved.
i. The IOR of Level 13A (Brigadier) in Defence Pay Matrix revised upwards from 2.57 to 2.67.
ii. Additional 3 stages in Levels 12A (Lt Col), 3 stages in Level 13 (Colonel) and 2 stages in Level 13A (Brigadier) added appropriately in the Defence Pay Matrix.
(II) The Defence Pay Matrix (except Military Nursing Service (MNS) which had 24 stages extended to 40 stages similar to Civilian Pay Matrix (Cabinet Approval May 2016).
(III) The Index of Rationalisation (IOR) of Levels 12A and 13 of Defence Pay Matrix enhanced from 2.57 to 2.67. The Defence Pay Matrix and Matrix of MNS have been accordingly revised. (Cabinet approval - May 2016).
(IV) Percentage based system for disability pension has been restored after the matter was referred/considered by National Anomaly Committee (Cabinet approval – May 2016).
(V) Demands for allowing broad-banding of disability pension for disability assessed at 20% and above and benefit of additional pension on attaining the age of 80 years and above applicable on disability element accepted (FM approval).
6. With respect to the manner in which the concerns/recommendations of the Defence Forces were addressed it is submitted that Defence Forces made a presentation before the Empowered Committee chaired by Cabinet Secretary on 11.03.2016 on their demands. Subsequently a series of meetings were held with nodal authorities involved in the implementation of the 7th CPC Report and all the issues raised by the Defence Forces have (been) extensively discussed in these meetings. Joint Secretary (IC) and Director (IC) from the then Implementation Cell participated in these meetings. Based on the outcome of these consultations, proposals have been processed for obtaining approval of Cabinet.
7. The concerns of the Defence Forces were also received vide their letter dated 18.07. 2016 addressed to Hon’ble PM and letter dated 08.09.2016 addressed to Hon’ble RM. The matter was discussed in the meeting taken by the then RM (on) 13.04.2017 and MoD vide their OM dated 19.04.2017 recommended three core concerns i.e. 40 stages in Defence Pay Matrix, revision pf IoR for Level 12A (Lt Col), and 13 (Col) and grant of Personal Pay in 7th CPC pay structure to address pay/pension anomalies between Col/Brig and Maj Gen and above rank(s). The first two issues related to Defence Pay Matrix have already been addressed and (the) third issue pertaining to grant of Personal Pay for Maj Gen and above, MoD advised to approach DoPT, the nodal Ministry concerned with pay fixation issues.
Finally, the Armed Forces requested delaying implementation of 7th CPC pay scales till certain issues were resolved.
As approved by Hon’ble RM vide note on page-6, the letter of payment of arrears on adhoc basis of pay to Defence Forces Personnel pending issuance of Notification accepting 7th CPC award was issued vide No. 1(11)/2016-D(P/S) dated 10 Oct 2016.
Conclusion
In conclusion, let us be aware that some issues had been resolved. Let us get out of the box of grievances and self-pity and look ahead on how to improve our pay, allowances and pensions.
* * * * * * * *
