ALL INDIA CENTRAL GROUND WATER BOARD EMPLOYEES ASSOCIATION (RECOGNIZED BY GOVERNMENT OF INDIA) H.O. BHUJAL BHAWAN, NH IV FARIDABAD
7th Central Pay Commission Memorandum Index:
Part “A” About CGWB its activity, functions, mandate. Part “B” of the Memorandum General demands. Part “C” of the Memorandum Sectional demands. PART “D” Common Demands of the CG Employees.
Introduction about Central Ground Water Board (CGWB) in brief : Central Ground Water Board (CGWB), a subordinate office of the Ministry of Water Resources, Government of India, is the National Apex Agency entrusted with the responsibilities of providing scientific inputs for management, exploration, monitoring, assessment, augmentation and regulation of ground water resources of the country. Central Ground Water Board was established in 1970 by renaming the Exploratory Tube wells Organization under the Ministry of Agriculture, Government of India. It was merged with the Ground Water Wing of the Geological Survey of India during 1972. Central Ground Water Board is a multi-disciplinary scientific organization consisting of Hydrogeologists, Geophysicists, Chemists, Hydrologists, Hydrometeorologists and Engineers and has its headquarters at BHUJAL BHAWAN, NH 4, Faridabad, Haryana. It is headed by the Chairman and has four main wings, namely (i) Sustainable Management & Liaison (SML), (ii) Survey, Assessment & Monitoring (SAM), (iii) Exploratory Drilling & Material Management (ED&MM) and (iv) Water Quality &Technology Transfer (WQ&TT). Each wing is headed by a Member. The administrative & financial matters of the Board are being dealt with by the Director (Administration) and Finance & Accounts Officer (FAO) respectively. The Board has 18 Regional offices, each headed by a Regional Director, supported by 17 Engineering Divisions and 11 State Unit Offices for undertaking various field activities. The Rajiv Gandhi National Ground Water Training & Research Institute (RGNGT&RI) located at Raipur, Chattisgarhcoordinates the capacity building activities of the Board. Various activities related to
regulation of ground water development in the country are being looked after by the Central Ground Water Authority (CGWA), constituted under the Environment (Protection) Act, 1986. Major activities being taken up by Central Ground Water Board include macro/micro-level ground water management studies, exploratory drilling programme, monitoring of ground water levels and water quality through a network of ground water observation wells comprising both large diameter open wells and purpose-built bore/tube wells (piezometers), implementation of demonstrative schemes for artificial recharge and rainwater harvesting for recharge augmentation. National Aquifer Mapping & Management (NAQUIM), aimed at mapping the major aquifers of the country and planning their sustainable development is the flagship programme of the Board, during the XII Plan. Periodic assessment of replenishable ground water resources of the country is carried out by the Board jointly with the concerned State Government agencies. Geophysical studies, remote sensing & GIS studies and ground water modeling studies are taken up to supplement these activities. The Board also takes up special studies on various aspects of ground water sector such as ground water depletion, sea water ingress, ground water contamination, conjunctive use of surface & ground water, water balance etc. It also organizes various capacity building activities for personnel of its own as well as Central/State Government organizations engaged in various activities in ground water sector as well as mass awareness campaigns on the importance of water conservation and judicious ground water management. The data generated from various studies taken up by CGWB provide a scientific base for water resource planning by stakeholders. Besides advising states and other user agencies on planning and management of ground water resources, Central Ground Water Board also provides technical know-how for scientific ground water exploration, development and management to various stakeholders. The Board regularly publishes scientific reports based on the data generated through various investigations for dissemination to the stakeholders. These include State and District hydrogeological reports, ground water year books and Atlases, ground water user maps and guides/manuals/pamphlets on various aspects of ground water management. Central Ground Water Authority (CGWA) was constituted under sub-section (3) of Section 3 of the Environment (Protection) Act, 1986 for the purposes of regulation and control of ground water development and management in the country. The Authority is engaged in various activities related to regulation of ground water development to ensure its long-term sustainability.
ORGANISATIONAL SETUP OF CGWB Central Ground Water Board is headed by the Chairman and has four main wings namely 1) Exploratory Drilling & Material Management 2) Sustainable Management & Liaison 3) Survey, Assessment & Monitoring and 4) Training and Technology Transfer. Each wing is headed by a Member. The administrative & financial matters of the Board are being dealt with by the Director (Administration) and Finance & Accounts Officer (FAO) respectively. The Exploratory Drilling & Materials Management wing is responsible for the drilling and construction of Exploratory and other type of boreholes required for ground water exploration including monitoring of stores, consumption and inventory for efficient and economic machine utilization, procurement of drilling equipment, vehicles, instruments etc.
The Sustainable Management and Liaison wing looks after issues related to sustainable management of ground water, augmentation of ground water resources including artificial recharge and monitoring of artificial recharge studies, urban ground water management, storage and retrieval etc. The Survey, Assessment & Monitoring Wing of Central Ground Water Board is vested with the responsibilities of undertaking Ground Water Management Studies, work related to monitoring of ground water regime and development, conjunctive use of surface and ground water, Aquifer mapping and assessment of aquifer characteristics based on exploration and surveys, short term water supply investigations, drought management, data collection, special studies, preparation of various Hydrogeological maps, Atlases, Master plans, State reports, District reports, etc. The Water Quality and Technology Transfer Wing is vested with the responsibility coordinating activities related to water quality assessment & contamination as well as training at different levels to entrepreneurs, professionals and administrators concerned with ground water development and management. The wing is also responsible for formulation of overall training policy, assessment of training needs, conceptualization of the training modules and the programme implementation strategy etc for the organization. For undertaking the activities in field, 18 Regional Offices, each headed by a Regional Director, have been established in the country. 11 State Unit Offices have also been established in those states having large geographical area for better management of field activities. 17 Divisional offices handle the exploratory drilling and related activities, each headed by an Executive Engineer. Both the State Unit offices and Divisional Offices work under the overall administrative control of the respective Regional offices. The Board has about 500 Scientists, 200 Engineers and 3500 technical & administrative/ministerial supporting staff. The Board has a fleet of 88 drilling rigs (34 Direct Rotary, 41 Down the Hole and 13 Percussion Combination types) for taking up drilling operations.
ORGANISATIONAL SETUP OF CENTRAL GROUND WATER BOARD
Regional and Unit offices Regional Offices (18) 1. North West Himalayan Region, Jammu, 2. North Himalayan Region, Dharamshala, 3. NorthWestern Region, Chandigarh, 4. Uttaranchal Region, Dehradun, 5.Northern Region, Lucknow, 6.Western Region, Jaipur, 7.Mid-Eastern Region, Patna, 8.Eastern Region, Kolkata, 9. North Eastern Region, Guwahati, 10.West Central Region, Ahmedabad, 11.North Central Region, Bhopal, 12.North Central Chhatisgarh Region, Raipur, 13.South Eastern Region, Bhubaneshwar, 14.Central Region, Nagpur, 15.Southern Region, Hyderabad, 16.South Western Region, Bengaluru, 17.South Eastern Coastal Region, Chennai, 18.Kerala Region, Thiruvananthapuram State Unit Offices(11) 1.Srinagar, Jammu & Kashmir;2.Delhi; 3.Jodhpur, Rajasthan; 4.Pune, Maharashtra; 5.Belgaum, Karnataka; 6.Vishkhapattnam, Andhra Pradesh; 7.Ranchi, Jharkhand; 8. Allahabad, Uttar Pradesh;9.Shillong, Meghalaya; 10.Agartala, Tripura; 11.Naharlagun, Arunachal Pradesh.
Divisional Offices 1.Division-I, Ahmedabad; 2. Division-II, Ambala; 3. Division-III, Varanasi; 4. Division-IV, Chennai; 5. Division-V, Ranchi; 6. Division-VI, Nagpur; 7. Division-VII, Guwahati; 8. DivisionVIII, Jammu; 9. Division-IX, Hyderabad; 10.Division-X, Bhubaneshwar; 11.Division-XI, Jodhpur; 12.Division-XII, Bhopal; 13.Division-XIII- Raipur; 14.Division-XIV, Bangalore; 15.Division-XV, Kolkata;16.Division-XVI,Bareilly; 17.Division- XVII, Dharamshala Rajiv Gandhi National Ground Water Training & Research Institute Rajiv Gandhi National Ground Water Training & Research Institute was established during IXFive Year Plan at Raipur, Chattisgarh as the training wing of Central Ground Water Board, Ministry of Water Resources, Government of India and is functioning since 1997. The RGNGWTRI is envisaged to function as a `Centre of Excellence’ in training ground water resources personnel. It has the important role of conducting training courses for all ground water sector personnel in the specialised and emerging areas related to ground water development and management. Realizing the need to provide trainings to ground water professionals, sub-professional and other stake holders the Institute has embarked upon a three tier training program. The objective of these trainings is to develop a pool of trained resource persons who would be working towards sustainability of ground water resource. In Tier- I Training, the trainings are provided in core ground water areas with scientific input to state and central level ground water professionals and sub-professionals in the Institute at Raipur. As a large pool of trained human resource are needed to work on sustainability which cannot be trained in short duration at Raipur, the Institute has been organizing state level trainings to ground water professionals and sub-professionals under its Tier II Training program. It has been envisaged to carry out Ground Water Management through a Participatory approach. In order to train grass-root level stake holders in basic skills of ground water data collection and assistance in field studies Tier- III Bock Level trainings are being organized by the Institute through CGWB Regional and State Unit Offices.
MANDATE OF CENTRAL GROUND WATER BOARD
"
Develop and disseminate technologies, and monitor and implement national policies for the Scientific and Sustainable development and management of India's Ground Water Resources, including their exploration, assessment, conservation, augmentation, protection from pollution and distribution, based on principles of economic and ecological efficiency and equity."
FUNCTIONS OF CGWB 1. Ground Water Management studies to prepare areaspecific ground water development and management plans, supplemented by Remote sensing, Geophysical and Hydrochemical studies 2. Ground water exploration aided by drilling to delineate ground water worthy areas and deeper aquifers. 3. Periodic assessment of the country’s ground water resources including refinement and updating of methodology. 4. Monitoring of ground water levels and quality through ground water observation wells. 5. Implementation of demonstrative artificial recharge and rain water harvesting schemes popularize area specific methodologies of ground water augmentation. 6. Development/ updating of data storage and information system to store, process and disseminate ground water data. 7. Regulation and control of ground water development and management in coordination with State Government Organizations. 8. Water supply investigations for Government, semi government and user agencies. 9. Assessment of ground water quality for determining their suitability for various types of uses including for agriculture, industrial and allied purposes. 10. Preparation of Reports, Maps, Ground Water Atlases and Brochures and dissemination of information for planners, administrators and stakeholders. 11. Coordination with State governments with a view to establish benchmark methodologies for ground water studies. 12. R & D studies in ground water sector and application and operationalization of newer technologies /techniques for ground water investigation, development and management. 13. Demonstration of water efficient technologies through suitable experimentation. 14. Strengthening of infrastructure by way of acquisition of state of the art equipment’s viz., drilling rigs, hydrological, geophysical and chemical analysis equipment’s etc.
15. 16. for CGWB.
Capacity building and knowledge transfer. Development of infrastructure (offices, workshops etc)
.
Importance of CGWB and its effect Nation Development: The water is an important subject; the basic need for mankind is the food, water and shelter without which the man cannot lead a life. The water if life without water there is no life and the CGWB and Central Water Commission are the important departments of the Central Government in dealing with subject of water. The Central Water Commission deals with surface water whereas Central Ground Water Board deals with ground water. Today with scarcity of surface water new techniques such as rainwater harvesting is introduced by CGWB, aquifer mapping is an important specialised work. More than 80% of the farmers are dependants on ground water for agriculture purpose; even for drinking water the bore wells or tube wells are drilled both in villages, towns & cities. The industry is also dependent on the ground water. Hence the ground water is an important subject. Hence the role of the CGWB is most important department in nation development, CGWB is a scientific department who are experts in exploration, which cannot be compared with any other agencies or departments may be state or central government. The CGWB provide training for state Governments agencies in ground water management, even through water is a state subject, the role of CGWB is outstanding in solving or resolving the issues of ground water management by guiding the State Governments. The nature of the duties of the CGWB personnel is field work in different terrains may be in remote villages, deserts and mountains valleys even in disturbed areas of the country just like army personnel. The skill requirement for the CGWB should be more to carry out professional work. More and more talented employees should join the CGWB in nation building and solving the primary issue of water without which mankind cannot exists, as such the pay scales of CGWB should be more attractive to encourage the persons with calibre to join the CGWB and also motivate the existing personnel to work more. The importance given to Ministry of Defence should also be extended to CGWB employees in pay scales and allowances. The staff position of CGWB are as follows:
Group ”A” post : Group ”B” post : Group ”C” post :
Total:
Part B of the Memorandum General demands: The AICGWBEA being an affiliate of the Confederation of Central Government Employees & Workers agrees to all the proposals of the Confederation and staff side of the JCM. However some specific problems of CGWB staff which are common in nature are existing which are highlighted to the commission to look into.
Proper promotion policy that is in a career and in same grade pay providing additional increment for those who got MACP promotion. Provide five promotion to all. Promotional benefit should be at-least Rs 2000/-. The most of the employees of the Central Ground Water Board are deprived of the regular promotions hardly they may get one or two promotions in entire service of 33 years, even in some cases they are posted from state to state disturbing their family life. The stagnation level is high in CGWB compared to other departments. In many cadres such as Drilling, Surveyors, Laboratory, Drawing, Workshop, etc they get first promotion at the end of 18 years of service and second promotion at the end of 28 years of service. Please see website for details http://www.cgwb.gov.in/slist/ Table showing the stagnation of employees: Name of Post
Sancti oned post
Number of years of service in same post
Numbe r of years of service in same post
Numb er of years of servic e in same post
<10 Years
10- 15 15-20 years years
Numb er of years of servic e in same post 20> years
Direct Recruitment Post TO(D) TO(M) TO(S) SENIOR SURVEYOR DRAFTSMAN GRADE-II DRAFTSMAN GRADE -I SMO LABORATORY ATTENDANT /
FIELD ASSISTANT
LAB ASSISTANT STA (CHEMICAL) ASSISTANT STORE KEEPER COMPRESSOR OPERATOR
768 31 41 37
268 29 17 10
17 01 02 13
34
10
15
31
15
10
07 29 43
462 01 12
01 10
07 +
29
27
16 24
8 8
3 6
94
26
05
30
01
40
01
02
06
07
STORE KEEPER
31
25
02
ASSISTANT
318
317
01
16
8
13
08
17
17
Promotional Post.
DRILLER -CUMMECHANIC OFFICER SURVEYOR HEAD SURVEYOR CHIEF DRAFTSMAN
The present MACP scheme which is introduced from the year 2008, which assures three promotions also but falls short of the aspirations of CG Employees
As the next grade pay system is introduced in this scheme, for example a LDC who is in the GP of Rs 1900/ gets regular promotion after 18 years as UDC in GP 2400/- . Now by present MACP orders he gets MACP at the end of 10 years in Rs 2000/- GP. And at the end of 20 years in Rs 2400/- GP which is not beneficial to them. The same is the case of Technical operators whose GP is Rs 1800/- in MACP after 10 years he gets GP of Rs 1900/- and after 20 years he gets GP of Rs 2000/- where the first regular promotion takes place as ADCM/ Mechanic in the grade pay of Rs 2400/- after 18 years. Hence promotions on next promotion hierarchal grade pay should be given rather than next grade pay. The Principal CAT [OA 904/2012 dt. 26-11-2012], Delhi and the Punjab & Haryana High Court [CWP No. 19387 of 2011 (O&M) Date of Decision: 19.10.2011] have held that MACP is to be granted on promotional hierarchy and not on next higher Grade Pay as per the 6th Pay Commission Recommendation. The SLP filed by Union of India against the P&H decision was dismissed by the Supreme Court [CC 7467/2013]. The person joining a Central Government Service is not just for the employment is for a whole career. He should get not less than five promotions during his service to motivate him to work more. The cadre review proposals are pending in Ministry Of Water Resources which has hampered the promotion prospects and also they are demanding matching savings hence cadre review proposals are not taking the real shape or desired results of providing promotions. The Government has introduced Flexible complementary scheme for scientific officers of various departments vide http://ccis.nic.in/WriteReadData/CircularPortal/D2/D02est/AB14017_37_2008-Estt-RR.pdf The Sixth Central Pay Commission (6th CPC) has examined these schemes in detail and observed that various time-bound promotion schemes may be necessary for scientific organizations as the morale of the scientists has to be kept high in order to keep them motivated and to stop the flight of talent from Government organizations involved in research and scientific activities. In this context, the 6th CPC has recommended that the existing scheme of FCS with necessary modifications has to be continued for R&D professionals in all SBT organizations, and the merit based promotion scheme in the Departments of Atomic Energy, Space and DRDO would also need to be persisted with. This scheme is extended to many other departments such as GSI, CGWB etc. These schemes are only for scientists, whereas supporting staff in these departments such as other technical such as Surveyors, Laboratory, Drawing staff, Drilling, Workshop and clerical staff are deprived of Flexible complementary scheme (FCS) promotions.
The supporting staff of CGWB are also assist the scientist of CGWB in day to day work, the entire CGWB should be declared scientific rather than only for scientist. Since these staff doesn’t have proper promotion policy in CGWB. The scientific officers are having promotions every three or four or five years by this they get five promotions or more are so, where as other Government servants are having promotions every 10 years that too in next grade pay. The persons are transferred from place to place disturbing their family life. On promotion they should get additional financial benefits rather than normal increment as they also perform higher duties and responsibilities of the post, in some cases they even don’t get any benefit at all as they are promoted in same grade pay. Hence a minimum benefit should be Rs 2000/- per month, rather than just one additional increment of 3% and no promotion should take place in same grade pay.
Rectification of all anomalies of 5th CPC and 6th CPC: So far many anomalies of the 5th CPC and the 6th CPC has not been resolved so far, the anomaly committee’s formed has not been functioning and these has led to the dissatisfaction amongst the affected employees, these should be resolved. These anomalies are result of many factors in fixation of pay scales or grade pay as per the 5th CPC report and 6th CPC report. Even anomalies which has been accepted has not been implemented nor any attempt made to rectify the same in CGWB. a) For the same post which include similar duties and responsibility there are lower grade pay’s/ pay scales in CGWB compared to Geological Survey of India, Central Secretariat & Railways etc. There are different pay scales/ Grade Pay existing for same nature of duties and similar R/Rules for following cadres such as Store Keepers, Workshop staff, Drivers, Clerical, Stenographers, Workshop staff etc. there are many examples, overall the pay commission should grant uniform pay scales/ Grade Pay to all such cases. The EQUAL PAY FOR EQUAL WORK concept should be adopted.
b) As per the 6th CPC report with the merger of pay scale from S9 to S12 into Grade Pay of Rs 4200/- there are many pay scales which was merged into single GP of Rs 4200/- which has created anomalies, the promotions have been made in same grade pay without financial benefits. There should be clear distinction in pay scales or GP as nature of duties performed for different posts are quite different.
While merging the pay scale into in a single one there should be a clear cut policy and it should benefit the employees rather than demoralising them. For example the post of Office Assistant & Office Supdt. Were merged into a single grade pay of Rs 4200/- but both these post carry quite different duties and responsibility. The very fact the Office Supdt. is a supervisory posts and should have been placed in GP Rs 4800/- .
c) The 5th CPC as a policy matter vide para no 40.17 & 43.15 has considered educational qualification as criteria for fixation of pay scale the 10th Standard pass were provided with Rs 3050/- pay scale, Diploma holders with Rs 5000/- pay scales etc. But while providing pay scales in many cases these pay scales were not provided even through R/Rules of these post were processing the required qualification, the anomaly committee has not considered these cases so far. d) The Diploma holders are appointed in various departments of Central Government with initial pay of Rs 425 -700 as per the 3rd pay commission vide chapter 14 page no 153 para 80 vol-I and the 5th CPC has indicated the method of pay evaluation of pay scale in para no 40.17 vide page no 407 “ we felt that as a preliminary step towards rationalisation , the entry qualification could provide a fairly reliable clue. “ and vide para no 43.15 the Diploma holders were placed in the pay scale of Rs 1400-2300 (revised Rs 5000-8000) , Rs 1600-2660 (revised Rs 5500-9000) & Rs 1640-2900 (revised Rs 6500-10500). Whereas these principles of the 5th CPC were not applied to various cadres of CGWB such as Surveyors, Drilling, etc. Hence all anomalies of the 5th CPC and 6th CPC should be settled before arriving at pay scales of the 7th CPC.
Medical facilities for field person: The medical facilities for field person are not in existence, since in remote places if a person is sick, there is no CGHS wellness clinic is there or recognised AMA is available, he has to take medical treatment at nearest
hospital or private clinic which is not reimbursed. Hence for these field orientated persons if they take medical treatment they should be reimbursed fully.
Increasing tour TA/ DA rates for field staff: All allowances are doubled hence the tour traveling allowances should also be doubled to meet the current cost escalation. Example: In case of persons who were in the basic of Rs 4000/ were getting Rs 90/- and after 6th CPC they are getting Rs 100/ as tour DA the net increase is only Rs 10/- which is a meagre amount compared to the current cost escalation. The details of present daily expenditure as follows 1) Morning tea Rs 10/- 2) Morning breakfast Rs 50/- 3) Lunch Rs 100/- 4) Evening Snacks and tea Rs 40/- 5) Night dinner Rs 80/- 6) Miscellaneous Rs 20/- Total food expenses is Rs 300/- per day. After DA has crossed 50%, there has an minimal increase of tour TA/DA rates by 25%, If DA cross 100% in Jan 2014 it will be another 25% increase, whereas actual food expenses have gone up by over 200%, hence tour TA and DA rates should be doubled. Even hotel rates should be increased by 100% especially in Metro city and A-I City’s. As such below Rs 4200 Grade Pay it should be Rs 300/- and Above Rs 4200 to 4800 Grade Pay Rs 350/-. The minimum hotel rates should be Rs 600/- in class “C” cities and Rs 800/- in A-I city. The hotel rates should be increased by more than 100% from the present entailment. a)
Food Bill Exemption: It has been increasingly difficult to obtain food bills during field work as there as many un organized hotels in villages & taluk, who don’t have bill facility, more over it is cumbersome for accounts section to pass the bills as it takes more time to check the bills. The Ministry of Earth Sciences , AG’s, Ground Water Board departments have already
issued food bill exemption. The food bill exemption is absolutely required as the employees are working in remote places in villages for carrying out field work that include collection of data and analysing of data from villages .
Transport Allowance for all field staff without any pre conditions: The field staff of various organisations such as Ground Water Board, Survey of India, IMB, Geological Survey of India etc. are field oriented departments. The field staff of these organisations go to field work for months together and hence they are not entitled for Transport allowance, earlier CCA was paid to them, since CCA has been submerged into Transport allowance as per the recommendations of the 6th CPC they are denied both CCA and transport facilities as per the new transport allowance order issued in the year 2008. As per the present orders of transport allowance the condition of minimum stay of day in headquarters should be there to get transport allowance which has deprived these field staff of Transport allowance this condition should be removed as they are deprived of both CCA and transport allowance. More over after 6th CPC report one important clause of transport allowance is removed that is a minimum one km distance from office to residence. In that case a person who is residing within 100 meters of the office who actually walk down to office is paid transport allowance, then this case who a person who actually performs his official Government duty at all terrains may in deserts, mountains, in sea shore etc. are deprived of this transport allowance, who actually sacrifices his family life to the nation development. If the field staff to report for duty for a day or two at headquarters for getting transport allowance, as such Government money is also wasted and field activities are also stopped for this period. Since CCA component is submerged into Transport Allowance. Hence there should not be any precondition for transport allowance payment for field staff. Or
Alternately the field staff should be allowed to visit headquarters once in a month on government expenditure as a welfare measurer, this will help the employee to visit his family members and solve their domestic issues.
Providing good quality uniforms: The uniforms are issued to MTS, Drivers, Workshop staff, Postmen etc. The present uniforms are purchased from Government owned company’s such as Lidkar, NTC etc the rates are not realistic even these companies have started stopping the supply of these items. For example the cost of the chappal and shoe rates are around Rs 100/- but whereas the market price is around Rs 500/- and Rs 1000/- similarly the cost of the cloth is as lot of difference between the actual government rate and the market price. Field Establishment allowances (FEA); The FEA is provided for field going persons in CGWB and GSI who continuously remain in field for an uninterrupted period of 90 days or more. This allowances are provided to maintain field establishments for the Government servant in the field now it is impossible to maintain the field establishment of Rs 300/- per month. The minimum wages as specified by various state Government are in the range of Rs 170 to Rs 220 per day which works out to Rs 5000/- per month. These persons are utilized for half days job. As such it should be provided a minimum of Rs 2500/- per month. To fill up all vacancies in CGWB and remove ban on recruitment: In CGWB nearly 800 posts are laying vacant these has affected the functioning of CGWB and its mandate for nation development in serving the aspirations of the people of India in getting water to all. In 1993, the Government of India introduced a total and blanket ban on creation of posts. This was with a view to reduce the manpower in the Governmental establishments, for on implementation of the neo liberal
economic policies, the Government will be required to close down some of its activities and some others to be shifted to the private domain. In 2001, the GOI issued an executive instruction modifying the complete ban on recruitment that was in vogue whereby various departments, if they so desire, resort to recruit personnel to fill up the existing vacancies, provided they abolish 2/3rd of such vacancies. In other words, the concerned heads of Departments will be permitted to fill up 1/3rd of the vacancies provided they abolish the 2/3rd vacancies permanently. Since it was impossible to carry on the functions assigned to the CGWB Department with large number of vacant posts, they had to implement the above cited directive of the Department of personnel, which was meant to arbitrarily reduce the manpower especially in Group C and D segments. Though the directive was to be applied uniformly to all cadres where direct entry is one of the mode of recruitment, not a single Group A. post was abolished as most of the departments offered to do away with Group C and D posts even in the place of require Gr.A posts. Since direct recruitment is seldom resorted to in Group B cadres, the brunt of the burden of the above cited instruction had to be borne by the Group C and D cadres in each department. The said directive remained operative for nearly a decade i.e. upto 2010. Such abnormal and arbitrary abolition of posts affected very adversely the functioning of many departments consequent upon which the public at large suffered immeasurably, besides accentuating the unemployment situation to alarming proportion. To cope up with the genuine complaints of the public, CGWB had to resort to either outsourcing of the functions or engaging contract workers. The Govt. encouraged this endeavour by providing unlimited funds. In the circumstances, it is imperative that the sanctioned Strength as on 1.01.2001 is restored and the consequent vacancies filled up by a special drive for recruitment. Since CGWB is a specialised in Exploration work and other scientific works these cannot be carried out by the private contractors or other agencies, a few works may be security system or cleaning works can be handed over to private agencies, but not specialisation work. The Government has a time tested and scientific system of assessing the workload and measuring the manpower requirement. This seems to have been presently abandoned and the vacancies barring in a few cases are not being filled up. Even though there had been phenomenal increase in the workload in each department no new posts are created to cope up with the situation. The 6th CPC dealing with the subject has recommended that such ban on creation of posts for a long period is not desirable and the Departments should be empowered to create the need based posts for its effective functioning. The commensurate posts that are needed to cope up with the increasing workload must be sanctioned
and recruitment of personnel resorted to so that the assigned functions of each department could be carried out effectively and efficiently.
Part C of the Memorandum Sectional demands: DRILLING STAFF: The Central Ground Water Board ia an apex organisation under the Ministry of Water Resources carrying out scientific drilling operations in remote places for scientific purpose not for commercial purpose. These scientific drilling operations are very different from the drilling work carried out by private parties. Sampling is taking place at all levels, the deep drilling work is carried out at different zones and strata, may be upto 1500 feet (500 meters) level this drilling work is just like drilling work at ONGC. Hence the drilling work is a specialized work. The data of drilling work is transmitted to state governments and other user agencies, these reports forms a basic report for many, the drilled wells are also handed over. These drilling staff are sacrificing their family life for nation development.
STAFF
POSTION
OF
DRILLING
STAFF
IN
CGWB:
DRILLER - IN- CHARGE
DRILLER - IN- CHARGE
DRILLER -CUM- MECHANIC
RS.9300-34800/- WITH GRADE PAY RS. 4800/- Sanctioned posts =84
RS.9300-34800/- WITH GRADE PAY RS. 4200/- Sanctioned posts =181
RS.9300-34800/- WITH GRADE PAY RS. 4200/- Sanctioned posts =181
ASSISTANT DRILLER – CUM MECHANIC
COMPRESSOR OPERATOR
RS. 5200-20200/- WITH GRADE PAY RS.2400/- Sanctioned posts =318
DRILLER - IN- CHARGE
RS. 5200-20200/- WITH GRADE PAY RS.1900/- Sanctioned posts =40
Technical Operators (Drilling) RS.5200 - 20200/-+ GRADE PAY Rs. 1800/- Sanctioned post 768
RS.9300-34800/- WITH GRADE PAY RS. 4800/- Sanctioned posts =84 DRILLER -CUM- MECHANIC RS.9300-34800/- WITH GRADE PAY RS. 4200/- Sanctioned posts =181
ASSISTANT DRILLER – CUM - MECHANIC RS. 5200-20200/- WITH GRADE PAY RS.2400/- Sanctioned posts =318 COMPRESSOR OPERATOR RS. 5200-20200/- WITH GRADE PAY RS.1900/- Sanctioned posts =40 Technical Operators (Drilling ) RS.5200 - 20200/-+ GRADE PAY Rs. 1800/- Sanctioned post 768 As per the R/Rules of drilling staff the educational qualification is as follows : DRILLER - IN- CHARGE Degree in Engineering with one year experience DRILLER -CUM- MECHANIC Diploma in Mechanical Engineering with 3 years’ experience ASSISTANT DRILLER – CUM – MECHANIC Diploma in Mechanical Engineering with 1 year experience Educational Qualifications Driller-in-Charge (i) Degree in Drilling/Mining/Mechanical/Civil/Electrical Engineering/Petroleum Engineering from a University recognized by Government of India, Ministry of Human Resource Development, All India Council for Technical Education, University Grant Commission, Indira Gandhi National Open University or State Government (ii) One year experience in operation and maintenance of drillings rigs; or (i) Diploma in Drilling /Mining /Mechanical / Civil / Electrical / Petroleum Engineering from a University recognized by Government of India, Ministry of Human Resource Development, All India Council
(ii)
for Technical Education, University Grant Commission, Indira Gandhi National Open University or State Government Five Years’ experience in the operation and maintenance of water wells drilling rigs
Driller-cum-Mechanic (i) Matriculation or equivalent from recognized board; and (ii) Eight years’ experience in the operation and maintenance of water well drilling rigs; or (iii) Diploma in Mechanical or Drilling or Mining or Petroleum Engineering from a recognized institute (iv) Three years’ experience in the operation and maintenance of water wells drilling rigs
Assistant-Driller-cum-Mechanic Essential (i) (ii) (iii)
Matriculation or equivalent from recognized board; and Having an Industrial Training Institute certificate from a recognized Institute in Welding trade Having two years’ experience in maintenance of water well drilling machines in any State Government or Central Government Organisation or Undertaking or any local body or any Private Limited Company
Desirable (i)
Diploma in Mechanical or Drilling or Mining or Petroleum Engineering from a recognized institute or equivalent
Compressor Operator (i) (ii)
Matriculation or equivalent from recognized board; and Three years’ experience in the operation and maintenance of diesel operated air compressor
Technical Operator (Drilling) Essential Matriculate or equivalent from recognized Board Desirable
Certificate from Industrial Training Institute in Motor Mechanic or Diesel Mechanic or Welding
1) Technical Operators (Drilling ) RS.5200 - 20200/-+ GRADE PAY Rs. 1800/- Sanctioned post 768
The educational qualification of these Technical Operators are 10th Standard and desirable ITI certificate in respective trade and are placed in the pay scale of RS.5200 - 20200/-+ GRADE PAY Rs. 1800/-. These Technical Operators (Drilling) are the working in field establishment away in remote places, sacrificing their family life for nation development.
Duties and Responsibilities of
Technical Operators (Drilling)
a) Shifting of rig and equipment from one site to other. b) Assisting in drilling exploration work in different operations. c) Attending repairing and maintenance of rigs, equipment’s, vehicles, pumps etc. d) Levelling of rig, mud mixing, gravel shrouding etc. e) Lifting and lowering of pump for pump test.
Hence these Technical Operators are performing technical work these Technical Operators pay scales should be placed above MTS pay scales and on par with similar qualified pay scales. The person who are working similar jobs such as Khalasis in the Ministry of Railways are provided with pay scale of Rs 950-1500 ie Rs 1900 Grade pay by the vth CPC vide para no 54.23 the R/Rules of these Technical Operators and the Khalasis in the Ministry of Railways are one and the same. Similarly the Technical Operators working in the Geological survey of India are placed in the with pay scale of Rs 9501500 ie Rs 1900 Grade pay by the vth CPC vide para no 76.14. 23 the R/Rules of these Technical Operators and the Technical Operators working in the Geological survey of India are one and the same. Further the V th CPC vide para no 43.14 has recommended a pay scale of Rs 950-1500 ( revised to Rs 3050- 4590) to the incumbents holding matric+ and desirable ITI certificate in respective trade. Even though there are many ITI holders and Diploma holders working in
the CGWB as Technical Operators. Whereas the Vth CPC vide para no 54.66 has recommend a pay scale of Rs 800-1150 for these Technical Operators of CGWB contrary to its own recommendations of Rs 9501500 (revised to Rs 3050- 4590), The anomaly committee had examined this case and recommended higher pay scales. The 6th CPC has provided a Grade Pay of Rs 1800/- at the entry level of pay scale, The Pay scales of these Technical Operators have placed at the entry grade pay and should be provided with Rs 2000/- Grade Pay. Today Postmen pay scales are better than a Technical Operators who works in field establishment scarifying in personal and family life just like soldiers working in the border front. A Postmen are placed in the Grade Pay of Rs 2000/- There pay scale has not been revised and there is no future for these ITI holders and Diploma holders working in the CGWB. There is no proper promotion policy also for these Technical Operators working in the CGWB as they get the first promotion as ADCM after 25 years of service which can be notice in the seniority list. Hence the pay scales of these Technical Operators be revised to grade pay of Rs 2000/- accordingly.
Assistant Driller Cum Mechanic (ADCM) The Assistant Driller Cum Mechanic (ADCM) are having educational desirable qualification of Diploma in Mechanical Engineering with 2 years’ experience or equivalent. Duties and Responsibilities of
ADCM are as follows:
a) Checking of rig, equipment and tools at the time of taking over the shift and during the shift. b) Responsible for proper upkeep of drilling rig, equipment and tools etc. c) Operating the rig and equipment on taking shift. d) He is responsible for drilling operations as whole shift. Considering his educational qualification and duties performed there grade pay should be fixed at GP Rs 4200/- in accordance with 5th CPC recommendations vide para no 43.15 the Diploma holders were placed in the pay scale of Rs 1400-2300 (revised Rs 5000-8000) , Rs 1600-2660 (revised Rs 5500-9000) & Rs 1640-2900 (revised Rs 6500-10500).
Driller Cum Mechanic (DCM) The Driller Cum Mechanic (DCM) are having educational qualification of Diploma in Mechanical Engineering with 3 years’ experience or equivalent . Duties and Responsibilities of
ADCM are as follows:
a) He will be incharge of one shift and he will be responsible during shift operating drilling rig and other allied equipment’s b) Proper upkeep and mainataince of rig, equipment’s and tools. c) Writing , maintance and submission of various reports and log books , stores accounts etc. d) In absence of Driller –in Charge the DCM will operate permanent imprest and temporary advances and acts as Driller In Charge. e) His duties are supervisory nature at drilling site. Considering his educational qualification and duties performed there grade pay should be fixed at GP Rs 4600/- in accordance with 5th CPC recommendations vide para no 43.15 the Diploma holders were placed in the pay scale of Rs 1400-2300 (revised Rs 5000-8000) , Rs 1600-2660 (revised Rs 5500-9000) & Rs 1640-2900 (revised Rs 6500-10500).
DRILLER - IN- CHARGE The DRILLER - IN- CHARGE is a gazetted post. With educational qualification of Degree in Engineering with 1 year experience. He is overall in charge of the drilling unit at field, he should be provided WITH GRADE PAY RS. 5400/-.
The proposed pay scales are as follows: DRILLER - IN- CHARGE RS.9300-34800/- WITH GRADE PAY RS. 5400/DRILLER -CUM- MECHANIC RS.9300-34800/- WITH GRADE PAY RS. 4600/ASSISTANT DRILLER – CUM – MECHANIC RS.9300-34800/- WITH GRADE PAY RS. 4200/COMPRESSOR OPERATOR
RS. 5200-20200/- WITH GRADE PAY RS.2400/Technical Operators (Drilling) RS. 5200-20200/- WITH GRADE PAY RS.2000/-
Pay scales of Stores wing persons:
STORE SUPDT.
STORE KEEPER
RS.9300-34800/- WITH GRADE PAY RS. 4200/Sanctioned posts =9
RS. 5200-20200/- WITH GRADE PAY RS.2400/Sanctioned posts =31
ASSISTANT STORE KEEPER
Technical Operators (Stores).
RS. 5200-20200/- WITH GRADE PAY RS.1900/Sanctioned posts = 94
RS.5200 - 20200/-+ GRADE PAY Rs. 1800/- Sanctioned post 41
STAFF POSTION OF STORE STAFF and Pay scales : STORE SUPDT. RS.9300-34800/- WITH GRADE PAY RS. 4200/- Sanctioned posts =9
STORE KEEPER RS. 5200-20200/- WITH GRADE PAY RS.2400/- Sanctioned posts =31. ASSISTANT STORE KEEPER RS. 5200-20200/- WITH GRADE PAY RS.1900/- Sanctioned posts = 94
Technical Operators (Stores). RS.5200 - 20200/-+ GRADE PAY Rs. 1800/- Sanctioned post 41
Pay scales in GSI : STORE Officer. RS.9300-34800/- WITH GRADE PAY RS. 4600/STORE SUPDT. RS.9300-34800/- WITH GRADE PAY RS. 4200/-
STORE KEEPER RS.9300-34800/- WITH GRADE PAY RS.4200/-. ASSISTANT STORE KEEPER RS. 5200-20200/- WITH GRADE PAY RS.2400 /-
Stores Clerk. RS.5200 - 20200/-+ GRADE PAY Rs. 1800
Stores Attendant : RS.5200 - 20200/-+ GRADE PAY Rs. 1800
Educational Qualifications in CGWB Store Superintendent: (i) (ii)
Degree in Science or Commerce from a recognized University; and years’ experience in the maintenance of stores ledgers and accounts
Store Keeper (iii) (iv)
Degree in Science or Commerce from a recognized University; and Two years’ experience in the maintenance of stores ledgers and accounts
Assistant Store Keeper (i)
12th Pass from a recognized Board or equivalent, possessing knowledge of Hindi and three years’ experience of maintaining store accounts
Technical Operator (Store) Essential Matriculate or equivalent from recognized Board Desirable One Year experience in handling and maintenance of Store Accounts Educational Qualifications in GSI
Store Superintendent: (v) (vi)
Degree in Engineering or Science or Commerce from a recognized University; and Two years’ experience in the maintenance of stores ledgers and accounts
Store Keeper (vii) Degree in Engineering or Science or Commerce from a recognized University; and (viii) Two years’ experience in the maintenance of stores ledgers and accounts Note: Both Store Superintendent and Store Keeper are merged Assistant Store Keeper (ii) (iii)
Degree in or Engineering or Science or Commerce from a recognized University. Experience Nil
Store Clerk; (iv)
12th Pass from a recognized Board or equivalent, possessing knowledge of Hindi and three years’ experience of maintaining store accounts
Store Attender Essential Matriculate or equivalent from recognized Board Desirable One Year experience in handling and maintenance of Store Accounts
The store personnel working in different departments are getting different pay scales even though they process similar R/Rules and nature of duty is similar. The work load and level of responsibility are very much higher. These post are technical in nature. A few departments like Geological Survey of India, Central Ground Water Board, CWPRS, and Atomic Minerals etc where scientific drilling activity is there. The Store Keeper is the custodian of stores and they are responsible
for 7 to 10 crores rupees of store materials. Thus there responsibility is much higher compared to their grade pays, as they are custodian of stores. Ranging from drilling rigs, drilling bits, drilling rods, casing pipes, vehicles such as trucks, jeeps, compressors, drilling equipment’s, welding sets etc. there spare parts. They are also involved with procurement process of these machines, materials and procurement of liveries and camp equipment’s also issue of the above items, they are also responsible for physical stock of the above items.
The Store cadre of CGWB are performing similar nature of duties compared to stores cadre of Geological Survey of India (GSI) and CWPRS, The recruitment rules are almost same. In fact the store keeper of CGWB is the custodian of stores in office for nearly 7 crore of materials, similarly in drilling camp the Assistant Store Keeper is the custodian of stores of nearly 2 crores of materials hence the store cadre of CGWB is having similar duties & responsibility compared to store cadre of GSI or CWPRS but they are having less pay scale / grade pay compared to Geological Survey of India and CWPRS. The CGWB was a part of GSI till the year 1972, both GSI and CGWB nature of duties are one and the same, hence CGWB store personnel should get GSI stores personnel pay scales, the 4th CPC had recommend that pay scales existing in GSI should be adapted in CGWB also. The R/Rules of Store wing is as follows which is enclosed. The education qualification for post of Store Supdt and Store Keeper is Diploma in Mechanical Engineering with three years experience , Assistant Store Keeper Higher Secondary with three years experience and TO(S) 10th standard with one year experience.
Nature of Duties a comparison: Post Store Keeper
Assistant Keeper
CGWB He is the custodian of stores. With similar duties as in GSI Store Receipt and issue of store material and in field he is physical custodian and in
GSI He is the custodian of stores as post merged with Stores Supdt. Receipt and issue of store material.
Technical Operator (Store)/ Attender / Store clerk
charge of store materials Opening of packages Opening of packages and arranging it , and arranging it , loading and unloading loading and unloading
Enclosure: CGWB & GSI Nature of duties Technical Operators (Stores). RS.5200 - 20200/-+ GRADE PAY Rs. 1800/- Sanctioned post 41
The educational qualification of these Technical Operators are 10th Standard and are placed in the pay scale of RS.5200 - 20200/-+ GRADE PAY Rs. 1800/-.
Duties and Responsibilities of
Technical Operators (Stores)
a) Shifting of store materials. b) Assisting Store Keeper in maintaining of stores and issuing of store materials. Hence these Technical Operators are performing technical work these Technical Operators pay scales should be placed above MTS pay scales and on par with LDC pay scales. The person who are working similar jobs such as Khalasis in the Ministry of Railways are provided with pay scale of Rs 950-1500 ie Rs 1900 Grade pay by the vth CPC vide para no 54.23 the R/Rules of these Technical Operators and the Khalasis in the Ministry of Railways are one and the same. Similarly the Technical Operators working in the Geological survey of India are placed in the with pay scale of Rs 9501500 ie Rs 1900 Grade pay by the vth CPC vide para no 76.14. 23 the R/Rules of these Technical Operators and the Technical Operators working in the Geological survey of India are one and the same. Further the V th CPC vide para no 43.14 has recommended a pay scale of Rs 950-1500 ( revised to Rs 3050- 4590) to the incumbents holding matric+ and desirable ITI certificate in respective trade. Even though there are many ITI holders and Diploma holders working in the CGWB as Technical Operators. Whereas the Vth CPC vide para no 54.66 has
recommend a pay scale of Rs 800-1150 for these Technical Operators of CGWB contrary to its own recommendations of Rs 950-1500 (revised to Rs 3050- 4590). The 6th CPC has provided a Grade Pay of Rs 1800/- at the entry level of pay scale, The Pay scales of these Technical Operators have placed at the entry grade pay and should be provided with Rs 2000/- Grade Pay. Today Postmen pay scales are better than a Technical Operators who works in field establishment scarifying in personal and family life just like soldiers working in the border front. A Postmen are placed in the Grade Pay of Rs 2000/- There pay scale has not been revised and there is no future for these ITI holders and Diploma holders working in the CGWB.
There is no proper promotion policy also for these Technical Operators working in the CGWB as they get the first promotion as ADCM / Mechanic/ Assistant Store Keeper after 25 years of service which can be notice in the seniority list. Hence the pay scales of these Technical Operators be revised to Grade pay of Rs 2000/- accordingly and renamed as store clerk.
Hence these store wings are to be provided better pay scales and benefits like risk allowance.
The proposed pay scales are as follows: The Technical Operators (Stores) should be placed in GP of Rs 2000/- , Assistant Store Keeper should be provided with GP of Rs 2400/- Store Keeper with GP of 4200/- Store Supdt. of GP of 4800/- Store Officer of GP of Rs 5400/- . Many promotional prospects are there for GSI store personnel such as Store office, Store Manager etc but the same is not available in CGWB, similar post should also be created in CGWB on GSI pattern.
CGWB workshop staff. Workshop Staff comprises Artisans and they comprises of Mechanics, Foremen, Black smiths , Hammer man, Slotting machine operators, Electrician and Technical operators. The divisional workshop are at located at 18 divisional offices with good infrastructure. The workshop staff of CGWB are carrying out repair
and maintenance of all vehicles such as drilling rigs, compressors, trucks, jeeps, car, Gypsy, tractor, pumps, cranes, slotting machines, generators etc. at base camp and at drilling sites small repairs are carried out.
FOREMAN
ASSISTANT FOREMAN
MASTER MECHANIC
RS.9300-34800/- WITH GRADE PAY RS. 4200/Sanctioned posts =15
RS.9300-34800/- WITH GRADE PAY RS. 4200/Sanctioned posts =19
RS.9300-34800/- WITH GRADE PAY RS. 4200/Sanctioned posts =13
MECHANIC
RS. 5200-20200/- WITH GRADE PAY RS.2400/Sanctioned posts =110.
Technical Operators (Mechanic)
RS.5200 - 20200/-+ GRADE PAY Rs. 1800/- Sanctioned post 31
Slotting Machine Operators (SMO) ELECTRICIAN
MASTER ELECTRICIAN RS.9300-34800/- WITH GRADE PAY RS. 4200/- Sanctioned posts =01
RS. 5200-20200/- WITH GRADE PAY RS.2400/- Sanctioned posts no 04
Black Smith RS.5200 - 20200/-+ GRADE PAY Rs. 1900/- Sanctioned post 08
RS. 5200-20200/- WITH GRADE PAY RS.2400/- Sanctioned posts =07
Hammer Man RS. 5200-20200/- WITH GRADE PAY RS.1800/- Sanctioned posts =05
STAFF POSTION OF WORKSHOP STAFF IN CGWB:
FOREMAN RS.9300-34800/- WITH GRADE PAY RS. 4200/- Sanctioned posts =15 ASSISTANT FOREMAN RS.9300-34800/- WITH GRADE PAY RS. 4200/- Sanctioned posts =19 MASTER MECHANIC RS.9300-34800/- WITH GRADE PAY RS. 4200/- Sanctioned posts =13 MASTER ELECTRICIAN RS.9300-34800/- WITH GRADE PAY RS. 4200/- Sanctioned posts =01 MECHANIC RS. 5200-20200/- WITH GRADE PAY RS.2400/- Sanctioned posts =110. ELECTRICIAN RS. 5200-20200/- WITH GRADE PAY RS.2400/- Sanctioned posts =04 Technical Operators (Mechanic) RS.5200 - 20200/-+ GRADE PAY Rs. 1800/- Sanctioned post 31 Slotting Machine Operators (SMO) RS. 5200-20200/- WITH GRADE PAY RS.2400/- Sanctioned posts =07 Hammer Man RS. 5200-20200/- WITH GRADE PAY RS.1800/- Sanctioned posts =05 Black Smith RS.5200 - 20200/-+ GRADE PAY Rs. 1900/- Sanctioned post 08 As per the R/Rules of work shop staff the educational qualification is as follows: Educational Qualifications Foreman Essential Diploma in Mechanical / Automobile / Electrical Engineering from a recognized institute with 5 years’ experience on overhauling / repairing of drilling rigs, deep well turbine pumps submersible pumps, vehicles etc. Desirable Degree in Mechanical / Automobile / Electrical Engineering from a recognized University or equivalent
Master Mechanic (i) (ii) (iii)
Matriculation or equivalent from recognized board; and Certificate in Automobile Engineering from Industrial Training Institute Five years experience in operation, maintenance and overhauling of diesel and gasoline engine, drilling rigs, vehicles
Mechanic (i) (ii) (iii)
Matriculation or equivalent from recognized board; and Industrial Training Institute certificate from a recognized Institute in Automobile Engineering and Five years experience in operation, maintenance and overhauling of diesel and gasoline engine, drilling rigs, vehicles
Technical Operator (Mechanical) Essential Matriculate or equivalent from recognized Board or equivalent with Certificate from Industrial Training Institute in grade of Automobile and Diesel Engineering
Slotting Machine Operator (i) (ii) (iii)
Matriculation or equivalent from recognized board; Turner or Mechanic certificate from the Industrial Training Institute; and Three years experience in the operation of slotting machine or as Turner or Mechanic
Hammer Man (i) Ii
Matriculate from a recognized Board or equivalent Certificate in Black Smithy from an Industrial Training Institute
Technical Operators (Mechanic) RS.5200 - 20200/-+ GRADE PAY Rs. 1800/- Sanctioned post 31
The educational qualification of these Technical Operators are 10th Standard and desirable ITI certificate in respective trade and are placed in the pay scale of RS.5200 - 20200/-+ GRADE PAY Rs. 1800/-.
Duties and Responsibilities of
Technical Operators (Mechanical)
a) Assisting the Mechanics in carrying out repair works of machinery and equipment’s. b) Shifting of equipment’s and spare parts.
Hence these Technical Operators are performing technical work these Technical Operators pay scales should be placed above MTS pay scales and on par with LDC pay scales. The person who are working similar jobs such as Khalasis in the Ministry of Railways are provided with pay scale of Rs 950-1500 ie Rs 1900 Grade pay by the vth CPC vide para no 54.23 the R/Rules of these Technical Operators and the Khalasis in the Ministry of Railways are one and the same. Similarly the Technical Operators working in the Geological survey of India are placed in the with pay scale of Rs 9501500 ie Rs 1900 Grade pay by the vth CPC vide para no 76.14. 23 the R/Rules of these Technical Operators and the Technical Operators working in the Geological survey of India are one and the same. Further the V th CPC vide para no 43.14 has recommended a pay scale of Rs 950-1500 ( revised to Rs 3050- 4590) to the incumbents holding matric+ and desirable ITI certificate in respective trade. Even though there are many ITI holders and Diploma holders working in the CGWB as Technical Operators. Whereas the Vth CPC vide para no 54.66 has recommend a pay scale of Rs 800-1150 for these Technical Operators of CGWB contrary to its own recommendations of Rs 950-1500 (revised to Rs 3050- 4590), The anomaly committee had examined this case and recommended higher pay scales. The 6th CPC has provided a Grade Pay of Rs 1800/- at the entry level of pay scale, The Pay scales of these Technical Operators have placed at the entry grade pay and should be provided with Rs 2000/- Grade Pay. Today Postmen pay scales are better than a Technical Operators who works in field establishment scarifying in personal and family life just like soldiers working in the border front. A Postmen are placed in the Grade Pay of Rs 2000/- there pay scale has not been revised and there is no future for these ITI holders and Diploma holders working as Technical Operators (Workshop) in the CGWB.
There is no proper promotion policy also for these Technical Operators working in the CGWB as they get the first promotion as Mechanic after 25 years of service which can be noticed in the seniority list. Hence the pay scales of these Technical Operators be revised as Grade Pay Rs 2000/- accordingly.
As per 6th CPC report the workshop staff is classified as unskilled, semiskilled, skilled, highly skilled and master craftsman Keeping the above discussion in view, the 6th CPC recommends the following structure of pay scales for the workshop staff other than the supervisory categories: (in Rs.) Corresponding Pay Band & Grade Pay Designation Present pay scale recommended pay scale Pay Band Grade Pay Unskilled 2550-3200 2750-4400 PB-1 1800 Semi-Skilled 2650-4000 2750-4400
PB-1 1800*
Skilled 3050-4590 3050-4590 PB-1 1900 Highly Skilled 4000-6000 4000-6000 PB-1 2400 Master Craftsman 4500-7000 4500-7000
PB-1 2800#
* The existing grades of unskilled workers and semi-skilled workers shall stand merged in the revised pay band PB-1 along with grade pay of Rs.1800. # Master Craftsmen presently in the scale of Rs.5000-8000 shall be merged in the cadre of Chargeman ‘B’. In future, the post of Master Craftsman shall be operated only in pay band PB-1 of Rs.4860-20200 along with grade pay of Rs.2800 (4500-7000). 3.8.28 Insofar as supervisory staff of workshop staff is concerned, the following structure exists at present:Designation Pay scale Chargeman ‘B’/Chargeman Rs.5000-8000 Chargeman ‘A’ Rs.5500-9000 Asstt. Shop Superintendent/Dy. Shop Superintendent/ Asstt. Foreman Rs.6500-10500
Shop Superintendent/Foreman Rs.7450-11500 3.8.29 Consequent to restructuring of the pay scales recommended by the 6th Pay Commission, the pay scales of Rs.5000-8000, Rs.5500-9000 and Rs.6500-10500 stand merged. Some restructuring will, therefore, need to be effected in the supervisory cadre of the workshop staff. This is necessary even on functional grounds as, in a delayered organization, no justification would exist for retaining more than two levels of technical supervisors. The Commission, accordingly, recommends following revised pay structure for the cadre of supervisory/technical supervisory staff in the workshops: (in Rs.) Corresponding Pay Band & Grade Pay Designation Present pay scale recommended pay scale Pay Band Grade Pay. Chargeman ‘B’/Chargeman ‘A’ 5000-8000/ 5500-9000 6500-10500 PB-2 4200/Asstt. Shop Superintendent*/ Dy. Shop Superintendent/ Asstt. Foreman 6500-10500 7450-11500 PB-2 4600/Shop Superintendent*/ Foreman 7450-11500 7450-11500 PB-2 4600 * The grades of Asstt. Shop Superintendent/equivalent and Shop Superintendent/equivalent standard.
The workshop staff of CGWB should also be placed in similar grade pay that of CWPRS and Farakka barrage should also be treated as artesian staff and provided with similar pay scales.
Merger of Assistant Foreman with Foreman. Foreman is the overall incharge of the workshop both Foreman and Assistant Foremen are in the same grade pay of Rs 4200/- and are performing similar nature of duties the Foreman is a supervisory posts at workshop , whereas Assistant Foreman is a supervisory posts at drilling camp with similar nature of duties with educational qualifications of the 6th CPC has merger of Rs 5000-8000 and Rs 5500-9000 and allocated Grade pay of Rs 4200/- hence these post should be merged and as they are supervisory post they should be provided with Grade pay of Rs 4800/-
Mechanic and Master Mechanic:
There are having educational qualification of ITI corticated with 5 years’ experience, hence they should be provided with Grade pay of Rs 4200/and Master Mechanic is an promotional post from Mechanic and to maintain vertical and horizontal relativity they should be placed at Rs 4600/Hammer Man: These post are few in existence which should be merged with TO(M) and provided with grade pay of Rs 2000/Black Smith: These are very few post in existence which should be merged with TO(M)post and provided with grade pay of Rs 2000/Slotting Machine Operator: These are very few post in existence which should be merged with Mechanic post and provided with grade pay of Rs 4200/-.
The proposed pay scales are as follows: FOREMAN RS.9300-34800/- WITH GRADE PAY RS. 4800/ASSISTANT FOREMAN RS.9300-34800/- WITH GRADE PAY RS. 4600/MASTER MECHANIC RS.9300-34800/- WITH GRADE PAY RS. 4200/MASTER ELECTRICIAN RS.9300-34800/- WITH GRADE PAY RS. 4200/MECHANIC
RS. 5200-20200/- WITH GRADE PAY RS.2800/Hammer Man: These post are few in existence which should be merged with TO(M) and provided with grade pay of Rs 2000/Black Smith: These are very few post in existence which should be merged with TO(M)post and provided with grade pay of Rs 2000/Slotting Machine Operator: These are very few post in existence which should be merged with Mechanic post and provided with grade pay of Rs 4200/-.
ELECTRICIAN RS. 5200-20200/- WITH GRADE PAY RS.4200/-
Technical Operators (Mechanic) RS.5200 - 20200/-+ GRADE PAY Rs. 2000/-
The Surveyors of the CGWB consisting of:
Officer Surveyor 16 post in the scale of Rs 9300- 34800 of PB-II with GP 4600/Head Surveyor 13 post in the scale of Rs 9300- 34800 of PB-II with GP 4200/-
Sr. Surveyor 37 post in the scale Rs 9300- 34800 of PB-II with GP 4200/-
Jr Surveyor nil post Rs 9300- 34800 of PB-II with GP 2800/-
1) Officer Surveyor 16 post in the scale of Rs 9300- 34800 of PB-II with GP 4600/2) Head Surveyor 13 post in the scale of Rs 9300- 34800 of PB-
II with GP 4200/3) Sr. Surveyor 37 post in the scale Rs 9300- 34800 of PB-II with GP 4200/4) Jr Surveyor nil post Rs 9300- 34800 of PB-II with GP 2800/Total 66 posts Educational Qualifications Head Surveyor Essential (i) (ii) (iii)
Matriculation or equivalent from a recognized University / Board Licentiate in Civil Engineering or Diploma or certificate of Surveyor from a recognized Institute; and Five Years practical experience and knowledge of Surveying and levelling for gravity and seismic work and preparation of a map etc.
Senior Surveyor Essential (i) (ii)
Matriculation or equivalent from a recognized University / Board Licentiate in Civil Engineering or Diploma or certificate of Surveyor from a recognized Institute; and
At least Five Years practical experience and knowledge of Surveying and levelling The post of Junior Surveyor stands almost abolished the direct recruitment is done for the post of Senior Surveyor. As per the R/Rules there educational qualification is Diploma in Civil Engineering or equivalent with three years of experience in Survey work for the post of Junior Surveyor, Diploma in Civil Engineering or equivalent with five years of experience in Survey work for the post of Senior Surveyor, Head Surveyor and Officer Surveyor are promotional posts. Activity of the Department & role of Surveyors The Main role & Activity of the CGWB is related to ground water such as investigation & exploration of ground water, preparation of reports, maps, Atlas, Aquifer mapping,
Conducting of Seminars, workshops, training
programs, Rainwater Harvesting, Mass awareness, Drawing competition and also assisting in Exploratory drilling work
programs
The Surveyors are contributing a lot by actively participating in all of the above programs by assisting the Scientific personnel, The scientist are quite dependent on Surveyors for all works and achieving the mandate of CGWB. A) Connection of NH stations, PZ wells & Key wells with reduced levels which is main & most essential basic data required for the preparation of contour maps, hydro geological maps ,Atlas , Etc., B) The NHs & PZ wells periodical monitoring is one of the most important activity of the dept. The Surveyors are directly involved in this activity at par with other scientists of the dept. and are providing valuable scientific data to the dept. C) Conducting of Seminars, workshops, training programs, Mass awareness and Drawing competition programs. Here also the surveyors are contributing a lot in making arrangements & procuring of the related item required. D) Assisting in Exploratory drilling work
programs.
E) Assisting in Geophysical Survey programs in selecting points. F) Explaining to Students, public and farmers regarding Rainwater Harvesting methodology. G) Administration works here the officer surveyors are contributing a lot to administration section by discharging the duties as DDO.
The Surveyors play an important role in the CGWB they perform both survey work as well as scientific nature of duties hence they play an important role in CGWB, there post are purely technical in nature. These Surveyors should be treated as Technical Assistants, they are to be renamed as Technical Assistant (Survey) and Senior Technical Assistant (Survey) as they perform highly skilled job. The Junior Engineer in CGWB has an education qualification of Diploma in Engineering same as Junior Surveyor, are placed in the Pay scale of Rs
5000-8000/- by the 5th CPC and Grade Pay Of Rs 4200/- by the 6th CPC compared to Rs 4000- 6000 by the 5th CPC and Grade pay of Rs 2800/- by the 6th CPC also these Junior Engineer in CGWB are promoted as Assistant Engineer , AEE, EE, Supdt Engineer and Chief Engineer, hence he has got lot of promotions where as in CGWB a Jr. Surveyor gets his promotions after 18 years of service as Sr. Surveyor and Head Surveyor in the same GP of Rs 4200/- at the end of 28 years. Officer Surveyor after 32 years of service. There is stagnation in surveyor cadre. Today a Surveyor will get only one or two promotion in his entire service. Hence no proper promotion avenues for Surveyors cadre even though they are performing technical duties similar to other streams such as Engineering cadre
& Scientists who get promotions through
Flexible complimentary scheme every 5 years. The Diploma holders are appointed in various departments of Central Government with initial pay of Rs 425 -700 as per the 3rd pay commission vide chapter 14 page no 153 para 80 vol-I and the 5th CPC has indicated the method of pay evaluation of pay scale in para no 40.17 vide page no 407 “ we felt that as a preliminary step towards rationalisation , the entry qualification could provide a fairly reliable clue. “ and vide para no 43.15 the Diploma holders were placed in the pay scale of Rs 1400-2300 (revised Rs 5000-8000) , Rs 1600-2660 (revised Rs 5500-9000) & Rs 1640-2900 (revised Rs 6500-10500).
On the similar analogy the Junior Surveyor should have been placed in the pay scale of Rs 5000-8000. The Sr. Surveyor should have been placed in the pay scale of Rs5500-9000 , the Head Surveyor should have been placed in the pay scale of Rs 6500-10500 & the Officer Surveyor should have been placed in the pay scale of Rs 7500-12000 to maintain vertical and horizontal relativity. This principles of the 5th CPC reflected in vide para no 40.17 ,43.15 and chapter 168 were not implemented to the Surveyors of CGWB, These principles were implemented for Surveyors of MES & ASI thus depriving of the pay scales existing for diploma holders on par with engineering cadres and other Surveyors. The 5th CPC vide para no 90.26 has observed that incumbents of the posts possessing a certificate in Surveying or initially recruited only as Junior
Surveyors in the pay scale of Rs 1200-2040. Because of mis-quoting of the qualification for direct entry as matriculation with Survey certificate instead of Diploma in Civil Engineering has resulted in lower pay scale of Surveyor cadre. As per general guidelines in para no 40.17 vide page no 407 & 43.15 and chapter no 168 The Junior Surveyors should be placed in the pay of Rs 5000-8000 The Senior Surveyors should be placed in the of Rs 5500-9000 The Head Surveyors should be placed in the of Rs 6500-10500 The Officer Surveyors should be placed in the of Rs 7500-12000
Promotions Aspects to Survey Cadre
The Scenario after 4th CPC was Entry grade
- Jr Surveyor –
Scale-1200-30-1560-40-2040
1st promotion - Sr Surveyor -
Scale-1400-40-2300-60-2660
2nd promotion - STA (Survey)
Scale- 1640- 2900
3rd promotion - Officer Surveyor Scale- 2000 - 3500 Total 3 Promotional avenues was given to survey cadre & justified along with other cadres
The Scenario after 5th CPC was Entry grade
- Jr Surveyor –
Scale-4000-100-600
1st promotion - Sr Surveyor -
Scale-5000-150-8000
2nd promotion – Head Surveyor
Scale-5500-175-9000
3rd promotion - Officer Surveyor Scale-6500-200-10500
The Scenario after 6th CPC i.e the present Scenario Entry grade
- Sr Surveyor –
1st promotion - Head Surveyor
Grade pay -4200 Grade pay - 4200
2nd promotion – Officer Surveyor Grade pay - 4600
Today as a result of 6th CPC recommendations, the promotions are very limited they has been no promotions in survey cadre, as both Senior Surveyor and Head Surveyor have placed in same grade pay of Rs 4200/and then next promotion is to Officer Surveyor in the grade pay of Rs 4600/- . As a result of this there the promotion from Sr. Surveyor to Head Surveyor does not carry any financial benefit even though they perform higher duties and next promotion to Officer Surveyor. Head Surveyor posts and cannot be merged with Sr. Surveyor post as duties differ. They should be provided with Grade Pay of Rs 4800/-. The Officer Surveyor which is supervisory posts should be placed in Grade Pay of Rs 5400/- since it is Group "B" Gazetted posts similar to other Gazetted posts.
In order to have better promotion policy for these Survey cadre they should be placed in different grades as follows. Considering the nature of duties and educational qualification. Hence the Surveyors of CGWB should get better promotion policy and better pay scales to motivate them to work more.
The proposed pay scales are as follows: The Surveyors play an important role in the CGWB they perform both survey work as well as scientific nature of duties hence they play an important role in CGWB, there post are purely technical in nature. These Surveyors should be treated as Technical Assistants, they are to be renamed as Technical Assistant (Survey) and Senior Technical Assistant (Survey). The Junior Surveyors should be placed in the Grade pay of Rs 4200/- re named as Junior Technical Assistant (Survey). The Senior Surveyors should be placed in the Grade pay of Rs 4600/- re named as Technical Assistant (Survey) The Head Surveyors should be placed in the Grade pay of Rs 4800/- and re named as Senior Technical Assistant (Survey). The Officer Surveyors should be placed in the Grade pay of Rs 5400/The Senior Officer Surveyors should be placed in the Grade pay of Rs 6600/- to provide one more promotion avenue for Surveyors. Enclosure:
Recruitment Rules of Surveyors.
Nature of duties with all enclosure.
Drawing and Map section:
Artist PB - III (15600 - 39100 + GRADE PAY 5400/No of Post 01 post
Assistant Artists ( GROUP B, GAZETTED, NON MINISTERIAL) IN PB –II PAY SCALE OF Rs.9300 - 4800/ - GRADE PAY Rs.4600/two posts
Drafts Man Grade –I in Pay PBII PAY SCALE OF Rs.9300 4800/ - GRADE PAY Rs.4200/No of Posts is 31
Chief Drafts Man ( GROUP B, GAZETTED, NON MINISTERIAL) IN PB –II PAY SCALE OF Rs.9300 - 4800/ - GRADE PAY Rs.4600/17 posts.
Drafts Man Grade –II in Pay PB-II PAY SCALE OF Rs.9300 4800/ - GRADE PAY Rs.4200/No of Posts is 34
The drawing staff in CGWB are taking up technical jobs and well versed with modern computer software’s. such as Map Info, Surfer, Auto CAD, Digitized Maps. The CPWD pattern of pay scales should be provided to them, Draughtsman of CGWB, GSI, Survey of India are performing similar nature of jobs. The Drawing staff consists of following 1) Artist PB - III (15600 - 39100 + GRADE PAY 5400/No of Post 01 post. 2) Assistant Artists ( GROUP B, GAZETTED, NON MINISTERIAL) IN PB –II PAY SCALE OF Rs.9300 - 4800/ - GRADE PAY Rs.4600/- two posts. 3) Chief Drafts Man ( GROUP B, GAZETTED, NON MINISTERIAL) IN PB –II PAY SCALE OF Rs.9300 - 4800/ - GRADE PAY Rs.4600/- 17 posts. 4) Drafts Man Grade –I in Pay PB-II PAY SCALE OF Rs.9300 - 4800/ GRADE PAY Rs.4200/- No of Posts is 31 5) Drafts Man Grade –II in Pay PB-II PAY SCALE OF Rs.9300 - 4800/ GRADE PAY Rs.4200/- No of Posts is 34 6) Drafts Man Grade –III in Pay PB-II PAY SCALE OF Rs.9300 - 4800/ - GRADE PAY Rs.2400/- No of Posts is 01 Duties performed by D/Man of CGWB are as follows: Where as in CGWB a D/Man Grade –III gets his promotions after 10 years of service as D/Man Grade –II and D/Man Grade –I in the same GP of Rs 4200/- at the end of 25 years. Chief Drafts Man after 30 years of service. There is stagnation in Drafts Man cadre. Today a Chief Drafts Man will get only two promotion in his entire service. Hence no proper promotion avenues for Drafts Man cadre even though they are performing technical duties similar to other streams such as Engineering cadre & Scientists who get promotions through Flexible complimentary scheme every 5 years. Educational Qualifications Draughtsman Grade I (i) (ii) (iii)
Matriculation or equivalent from recognized board/university Three years Diploma Certificate in Draftsmanship from Industrial Training Institute or equivalent recognized institution Three years experience in the line
Draughtsman Grade II
(i) (ii) (iii)
Matriculation or equivalent from recognized board/university Two years Diploma Certificate in Draftsmanship from Industrial Training Institute or equivalent recognized institution Three years experience in the line
Today as a result of 6th CPC recommendations, the promotions are very limited they has been no promotions in D/Man cadre, as both D/Man Grade –II and D/Man Grade –I have placed in same grade pay of Rs 4200/- and then next promotion is to Chief D/Man Grade in the grade pay of Rs 4600/- . As a result of this there the promotion from D/Man Grade –II to D/Man Grade –I does not carry any financial benefit even though they perform higher duties and next promotion to D/Man Grade –II. D/Man Grade –II posts and D/Man Grade –I should be merged with. D/Man Grade –I they should be provided with Grade Pay of Rs 4600/Chief D/Man which is supervisory posts should be placed in Grade Pay of Rs 5400/- since it is Group "B" Gazetted posts similar to other Gazetted posts. The post of Assistant Artist and Chief D/Man are in the same grade pay of Rs 4600/- which should be merged - similarly Artist scale should also be upgraded. Similarly Artist and Assistant artist post should have better pay scales.
The proposed pay scales are as follows: The D/Man Grade I should be placed in the Grade pay of Rs 4600/The Chief D/Man Grade II should be placed in the Grade pay of Rs 5400/The Assistant Artist should be placed in the Grade pay of Rs 5400/The Artist should be placed in the Grade pay of Rs 6600/Each Regional office should have an artist post.
Laboratory staff of CGWB: The CGWB is having a modern chemical lab for analysis of water sample for many parameters including fluoride, chloride, nitrate, PH, arsenic, Radon in water samples. The GSI and CGWB labs are working on same nature of duties.
Hence these Laboratory staff of CGWB should be placed similar to GSI Laboratory staff. The reports generated by CGWB are very much useful to public and other agencies. The present pay scales are as follows: ASSISTANT CHEMIST (GROUP B) GAZETTED Rs. 9300 - 34800/-, GRADE PAY
Rs.4800/-
Post sanctioned: 23 STA (CHEMICAL) (GROUP ‘B’) Rs. 9300 - 34800/-, GRADE PAY Rs.4600/Post sanctioned- 24
LAB ASSISTANT (GROUP ‘C’) RS. 5200 - 20200/ - + GRADE PAY RS. 2000/- post sanctioned – 16 LABORATORY ATTENDANT (GROUP ‘C’) RS. 5200 - 20200/ - + GRADE PAY OF RS. 1800/Post sanctioned - 29 + 43 ( Field Assistant post merged) Educational Qualifications Laboratory Attendant (i) Matriculation or equivalent from a recognized Board (ii) Two Years working experience in chemical laboratory of Government /Semi Government / Universities etc. where chemical laboratories are in working conditions with Chemical Analytical instruments, Glasswares, reagents etc. Laboratory Assistant (i) Passed Secondary or Senior Secondary School Leaving Certificate Examination or equivalent with Science Three Years working experience in chemical laboratory
There is no proper promotional avenues for chemical lab staff, there are only one promotion for Lab attendant in entire service that as Lab assistant after 25 years of service and there is no promotions for Lab Assistant. Presently these Lab attendants are provided with Grade pay of Rs 1800/- which is equivalent to MTS, they should be provided
higher pay scales than MTS as their educational qualification for the post of Lab attendant is 10th standard with 3 years experience. These Lab attendants have been promoted from the post of field assistant and later on after 6th CPC recommendations they have been merged together. They assist in arranging of water sample bottles, help the chemist in chemical analysis of water samples in arranging the samples for analysis, they clean and upkeep the instruments. These Lab attendants are comparable with Lab attendants of GSI. Their pay scales should be at least Rs 2000/- Grade Pay. The educational qualification for the post of Lab Assistant is 12th standard with 3 years experience. These Lab Assistant have been promoted from the post of Lab attendant. They assist in arranging of preparation of regents for water sample analysis, help the chemist in chemical analysis of water samples they also prepare distilled water and custodian of chemical instruments in chemical lab. These Lab assistant are comparable with Lab Assistant of GSI. Their pay scales should be at least Rs 2400/- Grade Pay. The Post of STA Chemist should be upgraded to Grade Pay of Rs 4800/- and Assistant Chemist to Rs 5400/- as this a gazetted posts.
The proposed pay scales are as follows: The Lab Attendant should be placed in the Grade pay of Rs 2000/The Lab Assistant should be placed in the Grade pay of Rs 2400/The STA (chemist) should be placed in the Grade pay of Rs 4800/The Assistant (chemist) should be placed in the Grade pay of Rs 5400/-
Pay parity of Drivers on par with Secretariat Drivers: The Drivers of CGWB are helping the Scientist and other technical personnel in carrying out field work in remote places of the country. They drive their
vehicles in all places such as hills, deserts, remote places, villages for carrying out tough field work, without their support it is difficult to carry out field work, they also assist them in many small things apart from driving duty and maintance of vehicles. These drivers also help in Shifting of Rigs, Machinery for drilling exploration related works.
The present position is as follows; Driver (Special Grade) Pay Scale of Rs.9300-34800/ with Grade Pay of Rs.4200/- Sanctioned post -33 Staff car Driver (Grade-I) Pay Scale of Rs.5200- 20200/- with Grade Pay of Rs.2800/- Sanctioned post -234 Staff car Driver (Grade-II) Pay Scale of Rs.5200- 20200/- with Grade Pay of Rs.2400/- Sanctioned post -200 Staff car Driver (OG) Pay Scale of Rs.5200- 20200/- with Grade Pay of Rs.1900/- Sanctioned post - 142
Staff car Drivers in all Subordinate offices are granted grade pay of 1900 at entry level where in Loksabha secretariat and Rajasabha secretariat it is Rs 2400 Grade Pay with following. Educational Qualifications Staff Car Driver Grade II (i) Matriculation from a recognized Board or equivalent (ii) Possess driving license for Heavy Vehicles; and Knowledge of Moto Mechanism Staff (i) (ii) (iii) (iv)
Car Driver Grade (OG) Matriculation from a recognized Board or equivalent; Possess driving license for Heavy Vehicles Three years experience of driving Heavy Vehicles Knowledge of motor mechanism and
Ability to read and write Hindi or English language numbers
Car Driver (Ordinary Grade) in Loksabha secretariat and Rajasabha
secretariat
PAY SCALE: Rs.4000-6000 QLFNS: Possessing Higher Secondary/ Matriculation/Secondary School Certificate and a valid Commercial driving licence for driving light motor vehicles/heavy motor vehicles with skill and experience in driving motor vehicles. Car Driver (Ordinary Grade) in Subordinate offices PAY SCALE: Rs.3050QLFNS: Possessing Higher Secondary/ Matriculation/Secondary School Certificate and a valid Commercial driving licence for driving light motor vehicles/heavy motor vehicles with skill and experience in driving motor vehicles.
The Staff car Drivers working in field organisations such as Ground Water, GSI, Survey of India, Atomic Minerals and RMS are worst affected, they drive their vehicles in all places such as hills, deserts, remote places, villages for carrying out tough field work just like defence employees. They are also processing similar qualification and commercial heavy duty driving licence. They deserve better pay scales compared to the risk involved for that post compared to than those Drivers who are working in the city’s’ . These Staff car Drivers who perform driving in field establishment are having knowledge of mechanical repair of their vehicles, they can attend to minor repair in field conditions. The pay scales of these Drivers Grade (OG) should start from Rs 2400/ GP. The percentage of Special Grade Staff car Drivers should be increased from 5% to 20% to have more promotional avenues.
The proposed pay scales are as follows:
Staff car Driver Grade II should be Rs 2800/ GP Staff car Driver Grade I should be Rs 4200/ GP Staff car Driver Special Grade should be Rs 4600/ GP
Multi Task Staff (MTS): The present position is as follows: Peon
Pay Scale of Rs.5200- 20200/- with Grade Pay of Rs.1800/- Sanctioned post – 84 CHOWKIDAR Pay Scale of Rs.5200- 20200/- with Grade Pay of Rs.1800/- Sanctioned post – 93 DAFTRY Pay Scale of Rs.5200- 20200/- with Grade Pay of Rs.1800/- Sanctioned post – 38 FARASH Pay Scale of Rs.5200- 20200/- with Grade Pay of Rs.1800/- Sanctioned post – 08 SAFAIWALA Pay Scale of Rs.5200- 20200/- with Grade Pay of Rs.1800/- Sanctioned post – 22 BINDER Pay Scale of Rs.5200- 20200/- with Grade Pay of Rs.1800/- Sanctioned post – 06 Educational Qualifications Matriculation from a recognized Board or equivalent
The MTS cadre are recruited with the essential th qualification of 10 Standard and desirable qualification of Computer knowledge, these MTS are engaged in many types of works , such as typing, dairy and despatch , security, peon duties, file management etc. Since the Government policy is to engage private security system and cleaning jobs. These MTS are deployed with computer data entry works and dairy and despatch works etc. The person who are having qualification of 12th Standard are promoted as LDC in a span of 10 to 15 years after trade test , where as those who doesn’t process the education qualification of 12th Standard their promotion prospects of these MTS are very bleak and they continue to be in MTS cadre even
after 30 years of service. None of the MTS in CGWB have 12th standard qualification.
These MTS should be trained and proper promotion prospects should be made available to them. The 5th CPC vide para no 53.13 had recommended graded structure for these MTS, similar graded structure should also be recommended for these MTS.
The proposed pay scales are as follows: The MTS Grade –III should be placed in the Grade pay of Rs 1800/The MTS Grade –II should be placed in the Grade pay of Rs 2000/The MTS Grade –I should be placed in the Grade pay of Rs 2400/The MTS Special Grade should be placed in the Grade pay of Rs 2800/-
Ministerial staff: The present position is as follows; Lower Division Clerk (LDC) Pay Scale of Rs.5200- 20200/- with Grade Pay of Rs.1900/- Sanctioned post -99
Upper Division Clerk (UDC) Pay Scale of Rs.5200- 20200/- with Grade Pay of Rs.2400/- Sanctioned post -166
Assistant Pay Scale of Rs.9300-34800/ with Grade Pay of Rs.4200/- Sanctioned post -74
Office Superintendent: Pay Scale of Rs.9300-34800/ with Grade Pay of Rs.4200/- Sanctioned post -42
Administrative Officer: Pay Scale of Rs.9300-34800/ with Grade Pay of Rs.4800/- Sanctioned post -21
Senior Administrative Officer Pay Scale of Rs. Rs.15600- 39100/- with Grade Pay of Rs.4800/Sanctioned post -1
Senior Private Secretary: Pay Scale of Rs.9300-34800/ with Grade Pay of Rs.4800/- Sanctioned post -01
Private Secretary: Pay Scale of Rs.9300-34800/ with Grade Pay of Rs.4600/- Sanctioned post -05
Stenographer Grade –I Pay Scale of Rs.9300-34800/ with Grade Pay of Rs.4200/- Sanctioned post -15
Stenographer Grade –II Pay Scale of Rs.9300-34800/ with Grade Pay of Rs.4200/- Sanctioned post -27
Senior Hindi Translator Pay Scale of Rs.9300-34800/ with Grade Pay of Rs.4600/- Sanctioned post -01
Junior Hindi Translator Pay Scale of Rs.9300-34800/ with Grade Pay of Rs.4200/- Sanctioned post -01
Jr. Clerk (LDC) and Sr. Clerk (UDC) Pay scales
The educational qualification for the LDC has been raised from 10th standard pass to 12th standard pass, more over the LDC earlier recruited were using type writer, today all LDC are using computer and skill requirement is more for the usage of computer. Due to shortage of staff many LDC are actually performing the duties of UDC. The data entry operator is having better grade pay of Rs 2400/-. Hence they are eligible for better pay scale and above the data entry operator. While the 6th Pay Commission has recommended the merger of the various Group D posts and upgraded the grade pay from 1400 to 1800, for the LDCs, only a replacement grade pay of Rs. 1900 i.e. just Rs. 100 above the MTS has been granted, even after raising the academic and technical qualification to get selected on the post. Thus the basic cadres who are responsible for the smooth functioning of the Central Government offices, especially in the subordinate offices, have ignored/neglected by the 6th Pay Commission as well as the Government. The upgradation of the grade pay of LDC & UDCs is a genuine issue. Cases of all cadres baring the LDC & UDC were considered and favourable decision was taken by the 6th CPC. Similarly, the LDC and the UDC are also deserving higher grade pays than the present one, to commensurate with the qualifications and assignments attached to these posts after the implementation of the recommendations of the 6th Pay Commission. 1.1 Duties/responsibilities assigned to the LDCs in the Non CSCS office: As per the Staff Selection Commission notification Lower Division Clerks are entrusted with routine nature of work, for example registration of Dak, maintenance of section diary, file register, file movement register, indexing and recording of files, typing, comparing, dispatch, preparation of arrears and other statements etc. Whereas in practice, most of the Non CSCS office (where total staff strength is not more than 100) has been allocated with average one Administrative Officer, 1-2 Assistants, two UDC and 3 to 4 LDC. (A) And in a normal Non CSCS office, it has 5-6 major sections which could only be allocated to UDC & above as per the DoPT guide lines, viz. (i) Accounts Section-I (where, various payments are processed and released, Income Tax, Budget, NPS, monthly Expenditure Statement, reconciliation are done), (ii) Store & purchase Section, (iii) Establishment Section (where service records, leave and other personal matters are processed), (iv) Bill Section, where various kind Bills have been scrutinized for passing etc.
(v) RTI, Court Cases, handling of Audit Para etc. (B) In addition there are other sections viz. (i)Accounts/Cash Section-II(to Assist the Accounts Section I in discharging their day to day duties, disbursement of cash and maintenance of related registers, cheque books, postage stamps etc), (ii)Dispatch & Diary, (iii)loans & Advance, (iv)typing, maintenance of library, file register, file movement register, indexing and recording of files, comparing, preparation of arrears and other statements etc. Since the number of UDCs sanctioned is much lesser than the actual requirement, LDCs are posted in the major section as given under ‘A’ above. Thus in contrary to the nature of duties of LDC as given in the DoPT manual as well as the Staff Selection notification the quality and quantity of work done by the LDC & UDCs are much higher in these offices. The officers are only taking decision on the file put up by the LDCs/UDC on all the matters. 1.2 Position in Indian Railways: In Railways also, the Junior Clerk & Senior Clerk are even used to allocate the duties identified for the post of OS-II/Head Clerk and made them responsible for the area of work assigned. Junior clerks are allocated route administrative matters/independent section wherein noting drafting, typing in computer etc are involved. The young, dynamic persons with reasonable academic and technical qualification join on the post of Junior Clerk are capable to take up any kind of assignment and the administration identifies the capabilities of these young chaps and allocates work with higher responsibilities accordingly. Some instances of work allocated to them are as follows – (1) Preparation of staff muster roll and sending it for salary payment to staff. (2) Issue of Pass/PTO/MCTO etc. (3) Dealing with Railway Quarters & House Rent Allowance case. (4) Issue of Medical card/Identity card etc. (5) Keeping up date knowledge of Railway Establishment Serials/Rulings. (6) Matters related with training, Joining, Transfer, Promotion, Retirement etc. (7) Monitoring of Stock & Non-stock, Requisitions related to Store section and Rolling stock section. (8) Ensuring all the records related to Stores & Establishment Section. (9) Monitoring & processing of challans, Condemnation. (10) Dealing with cases related to PNM Items, D&A cases, Court cases, Inspection Notes, Theft Cases, IOD Cases, & Stock verification (11) Different works of technical data entry and computer related work 1.3 Data Entry Operator (DEO) & LDC In accordance with the recommendation of 6th Pay Commission, Government India has raised the academic qualification from Matriculation to 12th class pass or equivalent and technical qualification of typing from manual typewriter to sophisticated computer for getting selected to the
post of LDC through Staff Selection Commission. It is to be noted that typing on computer is far different from the typing on typewriter because for typing on computer one should have the knowledge of the operation of computer for which one required to undergo a computer diploma programme. The academic qualifications required for both LDC & DEO are the same i.e. 12th class pass or equivalent. As regards the technical qualification the candidate appearing for the post of LDC requires 10500 KDPH/9000 KDPH English and Hindi typing respectively on computer whereas the candidate appearing the DEO requires 8,000 KDPH on Computer. But the grade pay granted/fixed for the post of LDC is 1900 and the same for DEO is 2400. Moreover, the DEO has only to entry the readymade data given to them whereas the LDCs have to create data/draft letters and then to type on computer, putting up the matter through file note with justification with the support of rules and procedure. Thus LDC does more work in qualitatively and quantitative terms with less grade pay than that of the DEO. 1.4 LDC & MTS Even though the raising of academic qualification of MTS from 8th Standard to Matriculation, duties prescribed for the earlier Group D and the present MTS are the same. Whereas the academic & technical qualification of the LDC have been upgraded and assigned heavy responsibilities on them by the office concerned. Majority of the persons selected for the post are graduates and even post graduates and qualified to handle any kind of assignment. The job profile of the post has undergone significant changes after introduction of modernization in Government offices. Now, computers have taken the place of typewriters. During the 5th Pay Commission, pay scale S-1 to S-4 were granted to the group D posts and pay scale S-5 was granted to LDC i.e. one step above than the pay scale of the Group D posts which never crossed over the pay scale of LDC. In the 6th Pay Commission the pay band of MTS (formerly group D), LDC & UDC are same and Grade pay of LDC is 1900/ and that of MTS through MACP is 2400/. 2. Upgradation of the Grade Pay of LDC/UDC by the Rajasthan/Punjab/.Himachal Pradesh & Haryana Governments: Rajasthan government had set up Shri Govind Sharma committee to study the upgradation of the grade pay of LDC & UDC. Following a very positive recommendation from the Committee the Rajasthan Government has raised the grade pay of LDC and UDC from the Rs. 1900 & 2400 to 2400 and 2,800 respectively. Also the names of posts 'Lower Division Clerk' and 'Upper Division Clerk’ have been changed as ‘Clerk grade-II' and 'Clerk
grade-I' respectively. Similarly, the Punjab, Himachal Pradesh and Haryana Government have reportedly upgraded the grade pay of LDC & UDC.
The proposed pay scales are as follows: In view of the above, we seek for getting a favourable decision to revise the GP at Rs. 2400/ and 2800/ respectively to LDC & UDC or merge the LDC and UDC post.
Office Assistants: The nature of duties of Office Assistant in CGWB and CSS are almost similar The 6th CPC had granted equal pay for both the subordinate staff and central secretariat staff for both clerical and stenographers vide para number 3.1.10, Page No.162 of 6th CPC Report. Hence they should be equated with CSS and grade Pay of Rs 4600/- should be provided to Office Assistants of CGWB.
Office Superintendent & Administrative Officer: With the merger of pay scale from S9 to S12 into Grade Pay of Rs 4200/- there are many pay scales which was merged into single GP of Rs 4200/- which has created anomalies, the promotions have been made in same grade pay without financial benefits. There should be clear distinction in pay scales or GP as nature of duties performed for different posts are quite different. While merging the pay scale into in a single one there should be a clear cut policy and it should benefit the employees rather than demoralising them. In case the post of Office Assistant & Office Supdt. Were merged into a single grade pay of Rs 4200/- but both these post carry quite different duties and responsibility. An office Assistant in CSS are having grade pay of Rs 4600/- whereas the Office Sudt. In CGWB is having grade pay of Rs 4200/- the very fact the Office Supdt. Is a supervisory posts and should have been placed in GP Rs 4800/- . The Administrative Officer is Gazetted post and in charge of the section to maintain vertical and horizontal relativities they should be placed in Grade Pay of Rs 5400/- . The Senior Administrative Officer should be placed in Grade Pay of Rs 6600/- . The pay scales existing in the Central Secretariat offices should also be applicable to the CGWB staff also.
Pay Structure of the various Grade of CSS: The scales of pay attached to the various Grades of the Service are as follows.
(i) Senior Selection Grade: Rs. 37400-67000 (PB-4) + Rs. 8700 (Grade Pay) (ii) Selection Grade : Rs.15600-39100 (PB-3) + Rs. 7600 (Grade Pay) (iii) Grade I: Rs. 15600-39100 (PB-3) + Rs. 6600 (Grade Pay) (iv) Section Officer’s Grade : Rs. 9300-34800 (PB-2) + Rs. 4800 (Grade Pay) Note: The non-functional pay scale of Rs.15600-39100 (PB-3) + Rs. 5400 (Grade Pay) is admissible to the Section Officers of the Service on completion of 4 years of approved service in that grade and the officers continue to be in Group B. (v) Assistants Grade: Rs.9300-34800 (PB-2) + Rs. 4600 (Grade Pay)
Pay parity in pay scales of the Ministerial and Stenographers between Field and Secretariat offices: The 6th CPC had granted equal pay for both the subordinate staff and central secretariat staff for both clerical and stenographers vide para number 3.1.10, Page No.162 of 6th CPC Report (regarding Amalgamation of Central Secretariat and Stenographers’ Cadres), the 6th CPC has noticed that no justification exists for maintaining a distinct Stenographers’ cadre in any Government offices. Keeping this objective in view where the Secretariat and Stenographers’ cadres would stand merged in future, there is a need for ensuring full parity between these two cadres right from this stage. In the case of Stenographers cadre, the posts of Stenographers Grade II and Grade I in the existing scales of Rs.4500-7000/-, Rs.5000-8000/, and Rs.5500-9000/- will, therefore stand merged and be placed in the higher pay scale of Rs.6500-10,500/-. Pay
structure
-
Central
Secretariat
as
recommended
by
6th
CPC:
Central Secretariat Stenographer service - pay structure of various levels: 1. 2. 3. 4.
Stenographer Grade ‘D’ PB-I 5,200-20,200 2,400 Stenographer Grade ‘C’ PB-2 9,300-34,800 4,200 Private Secretary Gr. ‘B PB-2 9,300-34,800 4,200 Private Secretary Gr. ‘B’ Gazetted after 4 years continuous service
5. Principal Pvt Secretary 6. Sr. Principal Pvt Sec Reference
Service
pages
Page
no
PB-3 PB-3
PB-3 15,600-39,100 15,600-39,100 15,600-39,100
5,400 6,600 7,600
162
163
report
&
of
the
6th
CPC
The above is the pay structure of Central Secretariat Stenographers’ revised as per 6th Central CPC.
Now the latest development is that as per Ministry of Expenditure Order No. 1/1/2008-IC dated 16.11.2009 endorsed by Department of Personnel and Training letter No. 7/7/2008-C.S.I (A) dated 21.12.2009, the Grade Pay of all Grade ‘C’ Stenographers/Personal Assistants have been changed from Rs.4200/- to Rs.4600/with effect from 01.01.2006. In this regard, it is to bring to your kind notice that in respect of Railways, Assistants/Stenographers Gr.’C’ are granted grade pay of Rs.6600/- on completion of 30 years of continuous service or on completion of 10 years of stagnation in a single Grade Pay whichever is earlier. WHEREAS, in the case of field/subordinate offices, Assistants/Stenographers will get a Grade Pay of Rs.4800/- at the end of 30 years of service. In case of Direct Recruitees in field/subordinate offices, who are recruited at the entry level will get a Grade Pay of Rs.4200/- and at the end of 30 years of service will get a Grade Pay of Rs.5400/- only as per MACP. (Ref No.www.irtsa.net/pdfdocs/Third_MACO_to_Stenos.pdf) The rationale behind giving this new upgradation of Grade Pay of Rs.4600 to Grade II Stenographers of Central Secretariat Cadre was that the Grade II/Grade C /Personal Assistants of Central Secretariat Service were in the Pay Scale of Rs. 6,500-200-10,500 prior to 1.1.2006. Just because of this advantage, Ministry of Personnel has given upgradation of Grade Pay from Rs.4200/- to Rs.4600/- to them among other similarly placed categories of employees working in the operating respectively. Therefore, the 6th CPC in order to fulfill the terms of references in its report para 3.1.3 recommended that Higher pay scales in the Secretariat offices may have been justified in the past when formulation of proper policies was of paramount importance. The present position is different. Today, the weakest link in respect of any government policy is at the delivery stage. This phenomenon is not endemic to India. Internationally also, there is an increasing emphasis on strengthening the delivery lines and decentralization with greater role being assigned at delivery points which actually determines the benefit that the common citizen is going to derive out of any policy initiative of the government. The field offices are at the cutting edge of administration and may, in most cases, determine whether a particular policy turns out to be a success or a failure in terms of actual parity between similarly placed personnel employed in field offices and in the Secretariat. This parity will need to be absolute till the grade of Assistant.
Since, the Stenographers’ of field offices/subordinate offices are also performing the similar duties as that of CSSS, and as per the recommendations of the VI CPC, and should get the benefit of Grade Pay and other benefits as that of Central Secretariat Stenographers’ Service. Further, in the case of non-secretariat offices, the posts of Head Clerks, Assistants, Office Superintendent and Administrative Officers Grade. III in the respective pay scales of Rs.5000-8000, Rs.5500-9000 and Rs.6500-10,500 will stand merged. The government of India while accepting the recommendations of the 6th CPC, merged the common categories of pre-revised scales of 5000-8000, Rs.5500-9000 and Rs.6500-10,500 with 6500-10,500 being upgraded to the next higher grade in pay band PB-2 ie., to the grade pay of Rs.4600 corresponding to the pre-revised pay scale of 7450-11,500 and the same was included at page No.44 under section Section I part B of the Gazette of India as Central Civil Service (Revised Pay) rules, 2008. Please go through the below Office Memorandum in which higher Grade pay upto 30% have been provided to UDC’s & Stenographer Grade ‘D’ of the CSS cadre which should also be provided to field and subordinate offices, as the 6th CPC has clearly mentioned in Para 3.1.14 that there should not be any parity between Field and Secretariat offices.
Excerpts from Sixth Central Pay Commission Report 1.2.18 Parity between field offices and secretariat has been proposed as, in Commission’s view, equal emphasis has to be given to the field offices in order to ensure better delivery. 2.2.19 Scales of Rs.5000-8000, Rs.5500-9000 and Rs.6500-10500 have been merged to bring parity between field offices; the secretariat; the technical posts; and the work shop staff. This was necessary to ensure that due importance is given to the levels concerned with actual delivery. It is also noted that a large number of anomalies were created due to the placement of Inspectors/equivalent posts in CBDT/CBEC and Assistants/ Personal Assistants of CSS/CSSS in the scale of Rs.6500-20010500. The scales of Rs.5500-175-9000 and Rs.6500-200-10500, in any case, had to be merged to resolve these anomalies. 3.1.1 The various Secretariats of the Ministries and Departments of Government of India together constitute the headquarters organisation. The Secretariats are chiefly involved in matters relating to formulation of policy and ensuring that these policies are executed in a coordinated and effective manner. Actual execution of these policies, however, is left to field agencies outside the Secretariat, which may be
either attached or subordinate offices or quasi-Government/ autonomous/ public sector undertakings.
Disparity between Secretariat and field offices: 3.1.2 Historically, various services in the Secretariat have been given an edge over analogous posts in the field offices. This was done on the ground that office staff in their counter parts in field offices perform routine work relating to routine matters concerning personnel and general administration, etc. Another argument that is used to justify the edge for various posts in Secretariat is that in Secretariat, level jumping occurs and personnel in the grade of Assistant etc. submit files directly to decision making levels of Under Secretary, Deputy Secretary, etc. 3.1.3 Higher pay scales in the Secretariat offices may have been justified in the past when formulation of proper policies was of paramount importance. The present position is different. Today, the weakest link in respect of any Government policy is at the delivery stage. The field offices are at the cutting edge of administration and may, in most cases, determine whether a particular policy turns out to be a success or a failure in terms of actual benefit to the consumer. Accordingly, the time has come to grant parity between similarly placed personnel employed in field offices and in the Secretariat. This parity will need to be absolute till the grade of Assistant. Beyond this, it may not be possible or even justified to grant complete parity because the hierarchy and career progression will need to be different taking in view the functional considerations and relativities across the board. 3.1.4 A parity has long been established between the posts of Lower Division Clerk (LDC) and Upper Division Clerk (UDC) in Secretariat and field offices. The position becomes different for posts above UDC level; with the Assistant in Secretariat offices being placed in higher pay scale vis-à-vis those working in field offices. Earlier, the respective pay scales of Rs.55009000 and 5000-8000 existed for Assistants in Secretariat and in Field offices. This disparity was aggravated in 2006 when the Government further upgraded the pay scales of Assistants belonging to Central Secretariat Service to Rs.6500-10500. 3.1.6 Assistants working in other Secretariat organisations like AFHQ, MEA and various other non-participating Ministries/ Organisations etc. have been denied this and are stridently demanding similar higher pay scales from the Government. 3.1.7 The Government, however, did not concede this parity and have referred the issue to this Commission for taking a final view thereon. Recommendations
Designation
Assistant
Pre-revised Scale Rs.650010500 Rs.750012000
Section Officer
Rs.800013500 *
New Pay Scale PB-2 of Rs.8700-34800 along with grade pay of Rs.4200 [which has been improved and modified to Rs.9300-34800] PB-2 of Rs.8700-34800 along with grade pay of Rs.4800 [which has been improved and modified to Rs.9300-34800] PB-2 of Rs.8700-34800 along with grade pay of Rs.5400 * [which has been improved and modified to Rs.9300-34800]
* (on completion of four years) [/DDET] The Sixth Pay Commission had recommended parity in terms of hierarchical structure of Office Staff in field offices and Secretariat up to the level of Assistants/Personal Assistants and the Government had accepted this recommendation. But, contrary to this, the Government of India, Ministry of Finance, Department of Expenditure vide O.M No.1/1/2008-IC dated 16.11.2009 has extended the pay structure of Grade Pay of Rs.4,600/- in the Pay Band PB2 to Assistants and Personal Assistants belonging to Central Secretariat Service, Armed Forces Head Quarter Service, Indian Foreign Service B and Railway Board Secretariat Service and their counterpart Stenographer Services with effect from 01.01.2006, which will cover, SSC, CVC, UPSC etc, and like-wise extended the pay structure of Grade Pay of Rs.4,800/- to the Section Officers. One of the tricky reasons they attribute to this is that there is an element of direct recruitment to the posts of Assistants/Personal Assistants of the Central Secretariat, and that too through an All India Competitive Examination. It is pertinent to mention here that the Staff Selection Commission, through an All India Competitive Examination, selected all staff including those who are on the Pay Band PB2 in the so called field offices all over India to the service on direct recruitment. Therefore, there cannot be any differentiation between the Section Officers/ Assistants/Personal Assistants in the Central Secretariat Service and their counter parts in the field offices, which are constituted by the Central Government itself. Besides, the aforesaid O.M says that with the issue of their own O.M of even number dated 13.11.2009 the grade pay of Rs.4,600/- has already been introduced in the case of office staff in field
offices also. The office staff in field offices mentioned therein refers to the Inspectors of the Customs & Central Excise and the Income Tax, whereas, the Section Officers and Assistants/ Personal Assistants working in the field offices who are in the Pay Band PB2 continue to receive grade pay of Rs.4,600/- and Rs.4,200/- respectively. It is very important to mention here that the Sixth Central Pay Commission, headed by Hon’ble Mr. Justice B.N. Srikrishna, was highly just by recommending merger of the three different pay scales of Rs.5000-8000, Rs.5500-9000 and Rs.6500-10500 to bring parity between field offices, the secretariat, the technical posts and the work shop staff, and fixing it at the Pay Band Rs.9300-34800 along with grade pay of Rs.4200/-. The fact that the Officers and Staff in Field offices often have more work load due to limited manpower in their respective organisations also need to be considered. Hence it is only just and proper to bring parity with the Secretariat and Field Offices, as justified and recommended by the Commission and as accepted and approved by the Government. In judicial side, I would like to point out following decisions which are in line with observations above.
The Hon’ble Central Administrative Tribunal, Chennai in its decision dated 18.12.2007 in Winston Samuel v. Union of India, Secretary, Ministry of Health and Family Welfare and others [OA No.711/2006] had held that jobs with identical functions should have identical pay scales. The Central Administrative Tribunal, vide its order, has extended the grade of Rs.4,600/- to its employees in Pay Band PB2 corresponding to pre-revised scale of Rs.5,500-175-9,000. It is held by the Hon’ble Central Administrative Tribunal, Guwahati in its decision dated 05.12.2007 in the matter of Alok Acharjee and others v. Union of India, Secretary, Home Affairs and others [OA No.323/2006] that an order of court in a case of pay fixation will equally apply to all those similarly placed even if they are not party to the case. The Hon’ble Supreme Court in Union of India and others v. Hiranmoy Sen and others [reported in SCC (L&S) 271] has held that equal pay for equal posts can be applied if there is complete and wholesale identity between two groups (posts). It was also held by the Hon’ble Supreme Court in Nehru Yuva Kendra Sangathan v. Rajesh Mohan Sukhla and others [reported in SCC (L&S) 286] that equal pay for equal work will be applicable irrespective of the sources of recruitment. It is now well settled that a decision given by a Court or Tribunal should be applicable to all persons similarly situated as held by
the Hon’ble Central Administrative Tribunal, Calcutta in its decision dated 27.06.2003 in A. Gowri Sankara Rao v. Union of India and others [OA No.328/2001]. The Hon’ble Central Administrative Tribunal, Jodhpur in its decision in January 2004 in Nem Singh v. Union of India and Others has held that Government should give the benefit of a final decision to all similarly placed persons and should not unnecessarily send people to Court [OA No.273/2002 and M.A No.127/2002]. The law has already been laid down by the Hon’ble Supreme Court in Indra Pal Yadav and Anr. V. Union of India and Ors [reported in 1985 (2) SCC 648] that those who could not come to the Court need not be at a comparative disadvantage to those who rushed in the Court. If they are otherwise similarly situated, they are entitled to similar treatment, if not by anyone else at the hands of the Court. Similar view was taken by the Hon’ble Supreme Court in Gopal Krishna Sharma and Ors. V. State of Rajasthan and Anr [reported in 1999 (3) SCC (L&S) 544]wherein also it was held that the benefit of the Hon’ble Supreme Court judgment is to be extended to all even those who did not join as a party before the Court. The Full Bench of the Central Administrative Tribunal in Abraham Titus and Ors. V. Union of India and Ors etc [reported in 1992(19) ATC 722] has also held that when a court after analysis of rival pleas enunciated a proposition of law and based on those propositions, allows certain relief to some civil servants who are applicants before it, normally, it behoves the Administration to extend the benefit without any discrimination.
Several guidelines/ strictures/ directions derived from the judgments, including the few cited above, could have been considered by the various Administrative Authorities in the respective Departments/ Ministries. The Government cannot merely deviate from the findings of Hon’ble Mr. Justice B.N. Srikrishna by bringing feeble justification such as the posts in the Secretariat are filled through All India Competitive Examinations and more merit is involved there.
Instead the Government may consider bringing the so called similarly placed, or those drawing similar pay scales, by classifying the posts into three, like Ministerial (posts of Assistant, Steno Gr. ‘C’), Technical (professional posts in the fields of Engineering, Accounts and Medical) and Executive (like various posts of Inspectors/ Intelligence Officers in the
executing departments/ enforcement agencies of Income-Tax, Central Excise, etc.). This may reduce the dispute of parity at least in the future. Concluding, it is my request, as well as of many others’ in the field offices throughout India who are deprived of the Grade Pay of Rs.4,600/- on the parity aspect of Sixth CPC recommendation, to bring the Grade Pay of Section Officers and Assistants/ Personal Assistants in the field offices at par with that of the Secretariat. Justice may neither be delayed nor denied.
As far as CGWB is concerned Stenographers Grade -I are attached to the Regional Directors who are in the pay scale of IN THE PB -4,Rs 37400-
67000/-+ with GRADE PAY Rs 8700/ - and hence there pay scale needs up gradation. Stenographers Grade -II are attached to the Executive Engineers who are in the pay scale of IN THE PAY BAND PB-3 RS.15600-39100/- WITH GRADE PAY Rs 6600/-
The proposed pay scales are as follows: The 7th Central Pay commission should grant parity with the Central Secretariat staff and field staff ie Subordinate offices as nature of duty’s are performed are similar in nature as observed by the 6 th Central Pay Commission itself. In respect of Assistants and Stenographers. Sl.No. 1. 2.
Position LDC UDC
Proposed PB and Grade Pay PB 1 + GP Rs. 2400.00 PB 1 + GP Rs. 2800,00
3.
Assistant
PB 2 + GP 4600.00
4.
Office Superintendent PB 2 + GP Rs. 4800.00
5.
Administrative Officer PB 2 + GP Rs. 5400.00
On completion of 8 years, 30% of UDCs may be upgraded to the GP of Rs. 4200.00 as is applicable to the CSCS UDCs. The Assistants of Central Secretariat Service have already been upgraded to GP of Rs. 4600.00 after 6th CPC. This is a Supervisory Gr.B post in CGWB controlling all the activities of Estt. Accounts wing. Hence, the OS may be given higher GP abd proposed to grant GP of Rs. 4800.00 Prior to the implementation of 5th CPC recommendations, the pay
6.
8.
Principal Private PB 3 + GP Rs. 6600.00 Secretary (PPS) Sr. Private Secretary PB 2 + GP Rs. 5400.00 (SPS) Private Secretary (PS) PB 2 + GP Rs. 5400.00
9
Stenographer Gr.I
PB 2 + GP Rs. 4800.00
10.
Stenographer Gr.II
PB 2 + GP Rs. 4600.00
7.
scale of AO was Rs. 23753500.00 and direct recruit Gr.A officers Rs. 2200-4000. Thus the AOs were drawing more pay than Gr.A officers. But after 5th CPC, AOs were placed in the Pay scale of Rs. 7500-12000 and Gr.A officers at Rs. 8000-13500 and thereafter AOs always remained below Gr.A pay scales. Hence, it is proposed that AOs may be placed in the GP of Rs. 5400 to remove the anomaly. To be attached with the Chairman Attached with the Members of the Board. To be attached with Regional Directors/Director(Admn) To be attached with SEs/Suptdg.HG etc To be attached with Executive Engineers and OICs of StateUnits
The proposed pay scales are as follows: The 7th Central Pay commission should grant parity with the Central Secretariat staff and field staff ie Subordinate offices as nature of duty’s are performed are similar in nature as observed by the 6th Central Pay Commission itself.
PART “D” Common Demands of the CG Employees.
1) Factors for Wage Revision, providing proper minimum wage of Rs 27000/- for CG Employees including that of GDS employees and pay fixation formula. 2) Increment rate & Pay scales
a) Increment rate should be 6% of basic pay. b) The present grade pay system should be removed. c) The time scale gap between one posts to another should be at-least Rs 1000/ not Rs 100/ at present and it should be uniform rate from starting to end. d) The Group B gazetted post should start from Rs 5400/- GP. Grant of Grade Pay Rs.4800 to Supervisors cadre. Removal of Grade Pay Rs.2000/- & Rs 2800/-. e) There should be uniform pay scales for similar posts. f) Rectification of all anomalies of 5th CPC and 6th CPC. 3) Proper promotion policy that is in a career and in same grade pay providing additional increment for those who got MACP promotion. Provide five promotion to all. Promotional benefit should be at-least Rs 2000/- per month. 4. Providing proper DA for CG employees & rectification of DA formula and DA merger etc 5) There are three demands of working women. a)Flexi working working hours due to traffic problems. b) CCL not granted as loop holes are there in the order. c)Posting on promotion at same place. 6) ) Proper entitlement of wards in hospitals under CGHS and proper health care system. 7) Increasing tour TA/ DA rates for field staff. 8 Exemption from the purview of Income Tax -Enhancement of Transport Allowance exemption limit from Rs.800 to Rs.3200 plus D.A. thereon. 9) Transport Allowance for all field staff without any conditions. 10) Increase in rate of all Allowances including HRA it should be doubled and linked to DA. 11) Increase in OTA rates on par with Railways.
12) Night Duty Allowance on par with Railways. 13) Stitching charges for uniforms should be doubled. 14) VRS scheme on par with Railways. 15) Compensate appointment on par with Railways remove ceiling. 16) Ensure 8.33% of the Gross salary as Bonus, Removal of ceiling on Bonus, etc. 17) To fill up all vacancies in all Central Government Establishments and remove ban on recruitment. 18) Provide additional increment w.e.f. 01.01.2006 to staff working in old pay scale Rs.7450-11500.
19) The daily wages of the casual labour are to be fixed as 1/30th of the monthly salary of a regular employee working in the same kind of job. 20) Providing good quality uniforms. 21) To remove the anomalies in the pay of Direct Recruitees and the promotees in the all cadre and stepping up of pay. 22) Holidays grant of 12 Casual Leave and Local CWCC should be given more powers. 23 To abolish the license fee for the Departmental Quarters allotted to the employees since the HRA is recovering fully and revise the entailment of CPWD quarters. 24 Provide two increments or more on acquiring additional qualifications. 25 To reduce the rate of interest of HBA, increase HBA Advance. Pension Issues: 26) Pension issues & Scrapping of New Pension Scheme. 27 To revise the Gratuity and to extend the gratuity to the employees joined after 01.1.2004.
50 times of revised basic pay may be granted as HBA and the present system of Mortgaging the property must be discontinued since the original documents of the property are submitted to the Government as Guarantee,
At present only 34 times of the pay is admissible as HBA to the employees which is comparatively low considering the cost of building materials and increasing labour charges. The existing HBA sanction process is lengthy and needs to be simplified as the loanee has to mortage the land/property to the President of India and re-conveyance the sale deed after repayment of loan amount with interest. Both these exercise are involved payment of stamp fee and other charges for documentation. Since the original sale deed has to be deposited with the authorities as guarantee, the existing system of mortgaging the land/property must be dispensed with. It is also demanded that 50 times of the pay may be sanctioned as HBA to the employees without any ceiling.
Computer/Car interests may be brought down.
The existing rate of interest for car/computer advances is 11.5% per annum which is comparatively high considering the rate of interest on loan applicable to public sector and bank employees. Car and computer are become necessary in life now, most of the employees are compelled to take loan for purchase of car and computer paying high rate of interest from private financial agencies/bank etc. It is therefore demanded that the interest rate for computer/car advances may be brought down to 9% p.a as is applicable for scooter advance.
Group C officials may not be transferred outside their home state.
Group-C officials being low paid category of the working class may not be transferred outside their home state/settled station even on promotion as the transfer from one state to another put them not only in financial hardship but in mental agony too.
Restore 12 days casual leave.
The old system of 12 days casual leave in a year may be restored as 8 days is not sufficient.
Leave encashment while in service may be introduced without any ceiling.
At present only 10 days EL can be encashed that too while availing LTC subject to a maximum of 60 days in entire service. The EL encashment facility to central government employees is
limited to 60 days in entire service when their counter parts in Banking sector, public undertakings and certain state governments enjoy the facility of 30 days leave encashment every year without any ceiling. It is therefore proposed that central government employees may also be allowed to encash 30 days EL in a year without any ceiling or without clubbing it with LTC. Stop Recovery of HBA and other Advances on death
Recovery of HBA and other advances may be stopped on death of Government servants as a welfare measure to the family of deceased employees.
Washing Allowance may be enhanced to Rs. 300.00 p.m. At present only a meagre amount of Rs. 75.00 per month is being paid as washing allowance to the staff who are issued uniform cloth. As the amount of allowance is very less to meet the expenditure, it is demanded that washing allowance may be enhanced to Rs. 300.00 per month.
Bonus to all Group B & C gazetted/non-gazetted.
All Group B and C officials irrespective of their status (gazetted/non gazetted) may be paid bonus @ one month’s basic pay.
Restore commutation of pension after 12 years instead of 15 years.
A Central Government Pensioner gets restoration of his commuted portion of his pension only after 15 years despite the fact that the commutation amount paid to him at the time of superannuation is only for 12 years. This anomaly may be removed and restoration of pension may be allowed on completion of 12 years instead of 15 years.
CEA may be paid proportionately along with salary every month up to graduation level (12 th Std + 4 years) without insisting for submission of bills.
At present Children Education Allowance (CEA) to the employees whose children are studying in recognized schools up to XII Standard are being paid on submission of bills. Normally a child has to study up to graduation to secure employment elsewhere. The cost of education on children is going up day by day and higher education is beyond the reach of Group C & B officials. They are finding it
very difficult to send their children for higher education and most of the parents are forced to discontinue higher education for want of sufficient funds. It is therefore suggested that CEA may be paid up to the graduation level (XII + 4 years).
To simplify the present reimbursement scheme and to reduce the work load on the skeleton strength of officials, it is demanded that CEA may be paid to all eligible officials every month along with salary on proportionate basis without insisting for production of bills to avoid avoidable paper works etc.
The amount of CEA may be doubled as the existing rate is not sufficient to meet the increasing expenditure on education.
Special Leave to male employees having school/college going children till the wards attain the age of 18 years.
At present the women employees having children up to the age of 18 years are getting 730 days Child Care Leave during their service for the purpose of taking care of their wards. It is a known fact that the male parent of the children are also equally responsible to take care of their wards and are contributing their precious time for upbringing, education etc. of the children which a mother alone cannot do. The male parents are therefore forced to avail leave often to take care of their wards. As the children are the citizens of tomorrow and future of our great nation, it is the responsibility of the government to ensure their well being. In view of it, it is demanded that male parent/guardian of the children up to the age of 18 years may be allowed to take at least 300 days special leave during their entire service for taking care of their wards.
Enhance GPF interest rate to 12%
The rate of interest on GPF may be enhanced to 12% as in the past.
Air travel entitlement on tour/LTC may be extended to all Group-B Officers irrespective of their status and grade pay.
At present the officers drawing grade pay of Rs. 5400.00 and above are only entitled to travel by air on tour/LTC. Thus almost all the Group-B officers are deprived of the facility of air journey on tour/LTC on the ground that they draw Grade Pay below Rs. 5400.00. As the Group-B officers are also holding responsible and supervisory positions, air travel entitlement on tour/LTC may be extended to all Group B officers also.
Non gazetted employees drawing grade pay below Rs. 4800.00 may be exempted from payment of income-tax.
The non gazetted employees drawing grade pay below Rs. 4800.00 may be exempted from payment of income-tax from salary keeping in view the fact that they are low paid category of the employees.
Remove ceiling on Accumulation of Earned Leave.
As per CCS Leave Rules in force, the central government employees can accumulate Earned leave up to 300 + 15 days en-cashable at the time of retirement. It is the 5th CPC which has recommended enhancement of EL from 240 days to 300 days. The Commission is therefore requested to remove ceiling on accumulation of Earned Leave like HPL.
Central government employees may be allowed to avail LTC with family every year.
At present central government employees can avail LTC along with dependent members of their family once in four years – Once home town and once Bharatdarshan. The newly joined government servants can however, avail this facility every year for the first 8 years. Therefore, all the employees may be permitted to avail LTC every year along with their family – three times home towns and once Bharat darshan in a block of 4 years to enable them to get the opportunity of visiting their home town at least once a year.
The ceiling on payment of gratuity may be removed.
The ceiling fixed for payment of gratuity i.e Rs. 10 lakhs may be withdrawn and the retirees may be paid gratuity without any restriction.
Compassionate appointment to the dependent family members of employees die in service may be given without linking to the availability of posts.
Dependent family members of employees die service may be given compassionate appointment to Group-C posts according to qualification without linking it to the availability of posts.
Immediate relief to the family of employees die in service may not be recovered from retirement benefits payable to the nominee.
As per the existing rules, immediate relief payable to the family of employees who die in service is recoverable from the DCRG payable to the nominee of the deceased employee. The immediate relief is meant for expenses after death like expenditure for last rites and other religious functions. It is therefore suggested that immediate relief so paid may not be recovered from DCRG.
Enhance OTA rates.
At present the rate of OTA to ministerial staff in subordinate offices is only Rs.12.50 per hour which is very less and needs to be enhanced. It is therefore proposed that OTA may be paid commensurate with the pay of the claimant.
Fill up all vacancies in CGWB and remove ban on recruitment:
In CGWB, nearly 800 posts are lying vacant which badly affects the functioning of the department resulting shortfall in achievement of fixed target. In 1993, the Government of India introduced a total and blanket ban on creation of posts. This was with a view to reduce the manpower in the Governmental establishments as a part of implementation of the neo liberal economic policies. Some departments are being closed down and various works shifted to the private domain. In 2001, the GOI issued an executive instruction modifying the complete ban on recruitment that was in vogue whereby various departments, if they so desire, resort to recruit personnel to fill up the existing vacancies, provided they abolish 2/3rd of such vacancies. In other words, the concerned heads of Departments will be permitted to fill up 1/3rd of the vacancies provided they abolish 2/3rd vacancies permanently. Since it was impossible to carry out the functions assigned to CGWB with large number of vacant posts, they had to implement the above cited directive of the Department of personnel, which was meant to arbitrarily reduce the manpower especially in Group C and D segments. Though the directive was to be applied uniformly to all cadres where direct entry is one of the mode of recruitment, not a single Group A post was abolished as most of the departments offered to do away with Group C and D posts. Since direct recruitment is seldom resorted to in Group B cadres, the brunt of the burden of the above cited instruction had to be borne by the Group C and D cadres in each department. The said directive remained operative for nearly a decade i.e. up to 2010. Such abnormal and arbitrary abolition of posts affected very adversely,the functioning of many departments consequent upon which the public at large suffered immeasurably, besides accentuating the unemployment situation to alarming proportion.
To cope up with the genuine complaints of the public, CGWB had to resort to either outsourcing of the functions or engaging contract workers. The Govt. encouraged this endeavour by providing unlimited funds. In the circumstances, it is imperative that the sanctioned Strength as on 01.01.2001 is restored and the consequent vacancies filled up by a special drive for recruitment. Since CGWB is specialised in Exploration work and other scientific works, these cannot be carried out by the private contractors or other agencies, a few works may be security system or cleaning works which can be handed over to private agencies, but not specialised work. The Government has a time tested and scientific system of assessing the workload and measuring the manpower requirement. This seems to have been presently abandoned and the vacancies barring in a few cases are not being filled up. Even though there had been phenomenal increase in the workload in each department’, no new posts are created to cope up with the situation. The 6th CPC dealing with the subject has recommended that such ban on creation of posts for a long period is not desirable and the Departments should be empowered to create the need based posts for its effective functioning. CGWB being a scientific department, the commensurate posts that are needed to cope up with the increasing workload must be sanctioned and recruitment of personnel restored to so that the assigned functions of each department could be carried out effectively and efficiently.
