7th Pay Commission Questionnaire – Ratio of Minimum & Maximum Salary, Grade Pay Suggestion, Increment Date, Determination of HRA and NPS...
GOVERNMENT OF INDIA
SEVENTH CENTRAL PAY COMMISSION
NEW DELHI-110001
Meena Agarwal
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 bestructured 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 1st Julyof 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 andreward 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.
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?
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?
