Search This Blog

Thursday 31 July 2014

Transfer/Posting in JTS Gr. ‘A’ cadre under WB Circle

Name of the officer
Present place of posting
Posted on completion of training
Abhinav Pratap Singh

SSPOs, North Presidency Divn.
Sri Ram Nath Ram transferred
Ansuya Prasad
SB Region
Vice Sri S.K.Hazra, SSPO’s Midnapore Divn. to be reverted on joining of Sri Prasad
Sri M. K. Nag
SSPOs, Central Kolkata Divn
Chief Postmaster, Barrabazar HPO
Vice vacant post
Sri Ram Nath Ram
Sr. Supdt. North Presidency Divn
SSPOs, Central Kolkata Divn
Vice Sri M.K.Nag transferred

Transfer and Posting in IP Cadre under Kolkata Region

Vide RO No : SFA/P-20/Tenure Trf/Kol Region/IOP/2011 dated 25.07.2014
Name of the officer
Present Posting
Posted on Promotion
Anurupa Dan
SDI (P) , Habra SDN , Barasat DN
IP (PG) , East Kolkata  Dn
Vice vacant posts
Chitralekha Das
SDI(P) , Dimond Harbour SDN , South Presy Dn
IP (PG) , South Kol Dn
Vice vacant posts
Satyabrata Roy Chowdhury
SDI(P) , Kakdwip SDn , South Presy
IP , Sainthia SDN , Birbhum Dn
Vice vacant post
Anindita Banerjee
IP , Circle Stamp Depot    ( attached to Circle Trg cel)
Asstt Manager , BO , ISI PO , North Kolkata Dn
Vice vacant post

Promotion/Transfer in IP Cadre under Kolkata & MM Region

Name of the officer
Present Posting
Posted on Promotion
Chinmoy Halder
IP(PG) , Midnapore Dn
SDI(P) , Habra SDN , Barasat
Vice Anurupa Dan
Vide RO No SFA/P-20/Tenure Trf /Kol Region/IOP/2011 dated 25.07.2014 &
Amitava Mitra
PA , North Kolkata Dn
IP , Mathurapur SDn , South Presy Dn
Vice Vacant post
Vide RO No SFA/P-20/Tenure Trf /Kol Region/IOP/2011 dated 25.07.2014 &
Sanjeev Roy
PA , East Kolkata Dn
SDI(P) , Canning Town SDN
Vice Vacant Posts
Vide RO No SFA/P-20/Tenure Trf /Kol Region/IOP/2011 dated 25.07.2014 &
Avijit Ghosh
PA , Nadia North Dn
SDI(P) , Kakdwip SDN , South Presy Dn
Vice Satyabrata Roy Chowdhury
Vide RO No SFA/P-20/Tenure Trf /Kol Region/IOP/2011 dated 25.07.2014 &
Amar Nath KAr
PA , Birbhum Dn
IP , Diamond Harbour SDN
Vice Chitralekha Das transferred
Vide RO No SFA/P-20/Tenure Trf /Kol Region/IOP/2011 dated 25.07.2014 &
Niranjan Mandi
IP (PG) , Malda Dn
PI , Sealdah RMS , RMS H Dn
Vice Vacant post
Vide RO No SFA/P-20/Tenure Trf/MM Region/IOP/2011 dated 25.07.2014
Rajib Banerjee
PA , South Kol Dn
Vice Vacant post
Vide RO No SFA/P-20/Tenure Trf/MM Region/IOP/2011 dated 25.07.2014
Pranab Kumar Khan
PA , Nadia South SDN
Vice vacant post
Vide RO No SFA/P-20/Tenure Trf/MM Region/IOP/2011 dated 25.07.2014

Performance Related Incentive Scheme (PRIS)

Press Information Bureau 
Government of India
Ministry of Personnel, Public Grievances & Pensions

30-July-2014 16:52 IST

Government of India has accepted in principle the recommendation of the Sixth Central Pay Commission for introduction of a Performance Related Incentive Scheme (PRIS) in the form of pecuniary benefit over and above the regular salary, based on the targeted performance and performance parameters, out of the Non-Plan budgetary savings, for the Central Government employees.

All the recommendations of the Sixth Central Pay Commission were discussed with all stakeholders, including employees’ unions, before Cabinet approval.

Dr. Jitendra Singh MoS (PPG&P) gave this information in Lok Sabha today in a written reply to a question by Shri Bhartruhari Mahtab and Shri Sanjay Dhotre.

Wednesday 30 July 2014

Government ask babus to fle revised property returns by Setempter 15

The Centre has asked all its staff to file their revised property returns by September 15 as part of a mandatory obligation under the Lokpal Act. 

As per Lokpal rules, public servants who have filed declarations, information and annual returns of property, shall file the revised details of their movable and immovable assets as on August 1, 2014, to the competent authority on or before September 15 this year, the Department of Personnel and Training (DoPT) said in a directive. 

The directive asked all Ministries and Departments of the Centre to bring the provisions of Public Servants (Furnishing of Information and Annual Return of Assets and Liabilities and the Limits of Exemption of Assets in Filing Returns) Rules, 2014, to the notice of all concerned for compliance. 

The directive covers all central government servants which comes to a total of about 50 lakh and includes IAS, IFS and IPS officers, and employees of Groups A, B and C. 

The DoPT has developed an online system named PRISM for IAS officers to file their property returns under the Lokpal Act, and asked IAS officers to file information related to assets and liabilities online. 

"An application, namely, Property Related Information System (PRISM) has been designed and would become operational w.e.f. August 1, 2014 to enable the officer to file the information and declaration online," the DoPT said. 

The Centre has issued new forms for filing returns which have fields to fill details of cash in hand, bank deposits, investment in bonds, debentures, shares and units in companies or mutual funds, insurance policies, provident fund, personal loans and advance given to a person or any entity, among others. 

The employees also need to declare motor vehicles, aircraft, yachts or ships, gold and silver jewellery and bullion possessed by them, their spouses and dependent children, according to the form. 

The Public Servants (Furnishing of Information and Annual Return of Assets and Liabilities and the Limits for Exemption of Assets in Filing Returns) Rules, 2014, were notified by the DoPT recently. 

As per the rules, notified under Lokpal and Lokayuktas Act, every public servant shall file declaration, information and annual returns of his assets and liabilities as on March 31 every year, on or before July 31 of that year. 

These declarations are in addition to such returns being filed by the government employees under various services rules. 

According to the Lokpal Act, a public servant shall furnish to the competent authority information relating to the assets of which he, his spouse and his dependent children, jointly or severally, own. 

Source:-The Economic Times

7 CPC-- Visit Bengaluru between 25th to 27th August 2014

The commission has, in its first phase of interaction, been seeking the views of various stakeholders on its terms of reference. To this end, meetings have been held in Delhi with various organisations and heads of various agencies.
In its second phase of interaction, the Commission plans to hold meetings in different parts of the country to facilitate stakeholders staying in various areas to present their views personally before the Commission and ensure larger representation. This exercise is being undertaken to enable the Commission to get a firsthand impression about the functioning and the condition of service prevailing in different parts of the country.
Accordingly, the Commission, headed by its Chairman, Justice Shri A. K. Mathur, proposes to visit Bengaluru between 25th August and 27th August 2014. The Commission would like to invite various entities/associations/federations representing any/all categories of employees covered by the terms of Reference of the Commission to present their views.
Your request for a meeting with the Commission may be sent through e-mail to the Secretary, 7th Central Pay Commission at . The memorandum already submitted by the requesting entity may also be sent as an attachment with this e-mail. An early response in this regard would facilitate proper scheduling of the meetings.


Proposed Pay Structure and Rate of Increment submitted by Confedaretion

Proposed Pay Structure and Rate of Increment
In the preceding chapters we have dealt with the various principles of pay determination as was enunciated by the successive Pay Commissions. The 6th CPC introduced the new concept of Pay Band and Grade Pay. We are not able to comprehend any logical methodology having been adopted by the 6th CPC in constructing the Pay Band and Grade Pay. In the ultimate analysis, we found that there had been no uniform multiplication factor. It varied from 2.2 time to 3. The changes effected by the Government while implementing the recommendations of the 6th CPC further compounded the confusion and making it more irrational and arbitrary. The 6th CPC in their report stated that they have upgraded certain pay scales having appreciated the contention made by the employees organizations. They merged certain other pay scales in an effort to delayering the functions. But the new pay that emerged from such upgradation/merger was not equivalent to the higher pay scales in the said group. For instance, the erstwhile pay scales of Rs.5000-8000, 5500-9000 and 6500-10500 were merged. The multiplication factor for pay band construction was 1.86 times of the minimum. Therefore the pay band for the pre merged pay scales was determined to begin at Rs.9300/-. Having merged, the pay band must have begun at 12,090/-, i.e. 1.86 times of 6500/- in which the other pay scales were merged.
7.2 The manner in which the Grade pay was devised is also questionable. At the lower level the Grade Pay progresses @ Rs.100/- ,i.e. 1800, 1900, 2000, etc. The pay in the Band + Grade Pay at the entry level is 5200 + 1800 = 7000. An employee is entitled for 3% increment every year. He gets a financial benefit of Rs. 210 every year on account an increment whereas on promotion his grade pay gets increased by just Rs.100/- only. The Grade Pay was devised at 40% of the maximum of the pre revised time scale of pay. The maximum of any time scale of pay will depend upon the rate of increment and the span of the scale of pay. The ratio between the minimum and the maximum of all pay scales was not uniform, rather it could not be uniform.
Therefore, prescribing Grade Pay as a percentage of such variable maximum, in our opinion, was erroneous. Normally fitment benefit represent the gap between pre revised minimum and the revised minimum. The 6th CPC recommendation of Grade Pay did not serve this purpose also. Having been expressed in absolute quantum amount it gave varied benefit in differentpay bands as also at different stages in the same pay bands.
7.3 The Grade Pay system brought about various anomalies, which were raised at the NAC but found no resolution despite discussions on several occasions in the last 6 years. We are of the firm view that the 7th CPC should revert to the Pay Scale System which has been time tested. We have constructed the pay scales maintaining the relativities with the time scale of paysuggested by both 5th and 6th CPC.
7.4 While constructing the pay scales we have taken the rate of increments at 5% instead of 3% presently available. We have done so on the ground that most of the PSUs including the banking industries provide the incremental rate at 5% and over a period of time it raises the salary level of the personnel. We therefore request that the 7th CPC may recommend the rate ofannual increment at 5%. Incidentally we may also state that the uniform date of increment prescribed by the 6th CPC has encountered certain problems and anomalies. We, therefore, suggest that the 7th CPC may recommend, for administrative expediency, two specific dates as increment dates, Viz. 1st January and 1st July. Those recruited/appointed/promoted during the period between 1st January and 30th June will have their increment date on 1st January and those recruited/appointed/promoted between 1st July and 31st December will have it on 1st July next year. This apart we request the Commission to specifically recommend that those who retire on 30th June or 31st December are granted one increment on the last day of their service.
7.5 We have also felt that a further reduction in the number of pay scales is needed. While  constructing the pay scales we have removed those pay scales pertaining to Grade Pay of  Rs.1900, 2400, 4600, 8700 and the scale of pay of Rs. 75500-80000. We are of the opinion that the instrument of Special Pay which was in operation earlier should be brought back to address the need of intermediary grades in certain organizations. The Associations and Federations representing the employees and officers of various departments and various categories will submit their memorandum indicating the pay scales to be assigned to the categories of the employees and officers they represent taking into account the nature of functions assigned to  those categories separately. 
7.6 Presently, functional promotion is made to the next hierarchical position whereas MACP  promotion is Grade Pay based, irrespective of the fact whether a particular Grade Pay exist in the hierarchy or not in the concerned department. Our suggestion to reduce the number of pay scales go a great extent to obviate the difficulty encountered due to the dual system of promotion.
7.7 We have constructed open- ended pay scales. This is to ensure that no employee stagnates without increment. The pay of the Secretary and the Cabinet Secretary has been kept as a fixed amount as has been the recommendation of the 6th CPC. In consonance with our view on the need for further de-layering, we have suggested only 14 Pay scales indicating in the table the minimum of each of them. The said 14 pay scales are given below: 
 In Table 7.2, the corresponding pay scales of the 6th CPC recommended Grade Pay are given for reference. 
Table No. 7.1.
Proposed pay scale minimum.
Sl. No.Pay scale No.Present PBPB No.Grade PayProposed 
minimum of 
the pay scale.
2S-25200-20200PB 1200033000
3S-35200-20200PB 1280046000
4S-49300-34800PB 2420056000
5S-59300-34800PB 2480074000
6S-69300-34800PB 2540078000
7S-715600-39100PB 3540088000
8S-815600-39100PB 36600102000
9S-915600-39100PB 37600120000
10S-1037400-67000PB 48900148000
11S-1137400-67000PB 410000162000
13S-1380000( Fixed )Apex scale.0213000
14S-1490000 (Fixed)Cabinet Secretary0240000