hi,
m doing my summer interns and in relation to the same i need the structure of the salary of our professors according to th e5th/6th pay commission.
ps forward the information ASAP
THNKS & regards
Shruti Bhandari
From India, Hyderabad
m doing my summer interns and in relation to the same i need the structure of the salary of our professors according to th e5th/6th pay commission.
ps forward the information ASAP
THNKS & regards
Shruti Bhandari
From India, Hyderabad
We have set up a new ITES services company and mostly engineers are working in different levels like Design Engineer, Prject Engineer ,Team Member and Prject managers. Pl sugeest us salary structure by posting Your company's salary structures. WE are based at south india(Coimbatore).
From India, Bangalore
1From India, Bangalore
Hello
Is that Sixth pay commission declared , I think the big white collars are still working on it
The fourth pay commission was set up on 1983 and the implementation was on 1985 , the life of a pay commission is set for 10 years with dearness allowance of 5% at the begining when the DA increases above 100 percentage ADA will be announced
The Fifth paycommision was set up on 1995 march and implemented on September 1996 with dues back dated to 1 Jan 1995. During this pay commision the whole ADA and DA was merged to basic and 5 % DA instiututed to the gross amount . Grade system such as all CG employees were grouped in to X, Y ,and Z cateogaries according to nature of job. The Fixation of pay was developed for all these cateogories also decided to merge DA with Basic when the DA attain 55 percentage of Basic Pay
Hill station allowance and hardliving allowances were enhanced also exempted from Tax or additional deduction, According to the Last agreement the next pay commission was planned to set up on 2005 March but after a nation wide strike by CG employees and other memorandum the commision was set up only on 2006 October , The results and declaration of the commission is still awaited .
These are the some snippets of the paycommission history
Hope it may help you
Karunadasp
From Oman, Muscat
Is that Sixth pay commission declared , I think the big white collars are still working on it
The fourth pay commission was set up on 1983 and the implementation was on 1985 , the life of a pay commission is set for 10 years with dearness allowance of 5% at the begining when the DA increases above 100 percentage ADA will be announced
The Fifth paycommision was set up on 1995 march and implemented on September 1996 with dues back dated to 1 Jan 1995. During this pay commision the whole ADA and DA was merged to basic and 5 % DA instiututed to the gross amount . Grade system such as all CG employees were grouped in to X, Y ,and Z cateogaries according to nature of job. The Fixation of pay was developed for all these cateogories also decided to merge DA with Basic when the DA attain 55 percentage of Basic Pay
Hill station allowance and hardliving allowances were enhanced also exempted from Tax or additional deduction, According to the Last agreement the next pay commission was planned to set up on 2005 March but after a nation wide strike by CG employees and other memorandum the commision was set up only on 2006 October , The results and declaration of the commission is still awaited .
These are the some snippets of the paycommission history
Hope it may help you
Karunadasp
From Oman, Muscat
Sixth Central Pay Commission:Suggestions
User Name: Shaikzameeruddin Professor of Physics MJCET Banjara Hills Hyderabad
Comparison with public/private sectors
Is it possible to quantify all other benefits, excluding pay, derived by employees in Government and the public and private sectors from security of tenure, promotional avenues, retirement packages, housing and other invisibles? In view of these benefits, can there be any fair comparison between the salaries available in the government vis-à-vis the salaries in the private sector?
There should be a fair comparison between the retirement packages available to the retired people of government and the packages in the private sector.
In order to ensure a fair comparison based on principles of equity and social justice, would it not also be appropriate to take into account the economic conditions of large sections of the community that are less privileged than Government employees and many of whom live below the poverty line?
It is not appropriate to take into account the economic conditions of the large sections of the community when you are thinking about the quality.
International comparisons
Some countries have raised civil service pay scales almost to levels prevalent in the private sector on the hypothesis that a well-paid bureaucracy is likely to be honest and diligent. To what extent would such a hypothesis be valid and how far would such a course of action be desirable?
Not necessary. A well paid bureaucrat need not be honest and deligent.only teaching community must be given good salaries, on par with the private sector.
Impact on other organizations
Salary structure in the Central and State Governments is broadly similar. The recommendations of the Pay Commission are likely to lead to similar demands from employees of State Governments, municipal bodies, panchayati raj institutions & autonomous institutions Their paying capacity is considerably limited. To what extent should this factor be considered in devising a reasonable remuneration package for Central Government employees?
3.1 To keep India at the helm of affairs of the globe, one should not Ihink the paying capacity. No doubt it should be reasonable remuneration package for central government employee. If a fellow doesn't get a central government job then he is opting state government job. It is the problem related to the state government whether to give on par central government pay scales to their employees or not.
Salaries
How should we determine the salary to be paid to a Secretary in the Central Government? Please suggest an appropriate basic pay for a Secretary? Can appointment to this post be made on a contractual basis where salaries and tenure are linked to the performance in terms of achieving defined targets?
As far as faculty positions there should be 3-tier system, as Lecturer, Reader, and Professor, or Assistant Professor, Associate Professor and Professor. And the pay scales may be 3 times to the present pay scale i.e.; Rs. 8000/- may be enhanced to Rs.25000/- Rs. 12000/- may be enhanced to Rs.40000/-
Relativities
Employees in the Secretariat and analogous establishments are entitled to higher pay scales than the corresponding field functionaries. This was supposed to compensate them for the loss of certain facilities available to them in field assignments and the extra effort required for decision-making at the policy level. Are these factors valid even today particularly in the context of decentralization and devolution of administrative powers? Is this discrimination between field and secretariat functionaries even justified today?
Yes it is justified even today
Group-A Services
Is there a case for a Unified Civil Service, merging therein all Central (both technical and non-technical) and All India Services, allowing vertical and horizontal movement ? Or should there be two distinct streams, one embracing all the technical services and the other for non-technical services?
It is necessary for the development of India to keep strictly two distint streams. 1. All technical services and 2. For the non technical services
Do you feel that the pattern of pay scales for all Group A Services should be redesignated so as to attract candidates of the requisite caliber? Keeping in view some of the compensation packages being offered to fresh professionals by the private sector, what emoluments would you suggest for an entrant to a Group-A Service in Government?
To attract candidates of the requisite caliber for the Group-A as well as teaching faculty, emoluments should be 25000/- basic pay with lucrative increments.
Professional personnel
Should there be a higher compensation package for scientists in certain specialized streams/departments like Department of Space, Department of Atomic Energy? If so, what should be the reasonable package in their case?
Yes, it is necessary for the scientists as well as for the faculty to give higher compensation packages to retain them and to encourage them.
Classification of posts
Presently, civilian posts in the Central Government are classified into four Groups (A, B, C and D) with reference to their scales of pay. The Fifth Central Pay Commission had recommended their reclassification into Executive, Supervisory, Supporting and Auxiliary Staff. Would you suggest any changes in the existing classification or should the classification recommended by Fifth Central Pay Commission be adopted with/without modifications?
There should be only 3 classes as Executives, Supportive and Auxiliary Staff. The supervisory cadre may be bifurcated and suitable cadre may be included in executive and the remaining in supporting category.
Restructuring of Group C & D posts
Should all lower Group C functionaries in the Secretariat be replaced by multi-functional Executive Assistants, who would be graduates and well versed in office work, secretarial skills and use of modern office equipment including computers? Should Similar arrangements can be evolved for Group C posts in other organisations of Government?
Yes, it should be modified as indicated in 9.1
Should a similar regrouping of Group D staff into fewer categories capable of performing diverse functions also be carried out?
The ratio of C: D must be 10:1
Pay Scales
How should a pay scale be structured? What is a reasonable ratio between the minimum and maximum of a pay scale?
Once again I suggest 3 times hike may be given in the pay scales between 5* and 6th pay revision scales. A comparison between 1976,1986,1996,2006 pay scales should be > (700/2200/8000/25000) > (1200/3700/12000/40000) > (1500/4500/16400/60000) for Lecturers, Readers and Professors respectively.
The successive Pay Commissions have progressively reduced the number of distinct pay scales. The number of scales has therefore come down from more than 500 scales at the time of the Second Central Pay Commission to 51 scales before Fifth Central Pay Commission, which was brought down to 33 scales by the Fifth Central Pay Commission. The reduction in the number of pay scales brings in attendant problems like the promotion and the feeder grades coming to lie in the same pay scale, etc. Do you feel whether the existing number of pay scales should be retained or increased or decreased or whether the same should be replaced by a running pay scale?
For Professors there should be only one pay scale not as 16400 for universities and 18400 for central universities. And all the benefits must be extended to private institutes because we have already entered privatization of education. So, faculty must be protected for the development of India. If not the developments may be cripple down if private institutions are not implementing the pay scales. So, the higher authorities and the apex bodies like Executive Secretary of MHRD, UGC, and AICTE must be instructed to cancel the affiliation of the institution, if they are not safeguarding the interests of the faculty. I request honestly and humbly here that for the development of India as a super power, we must give importance to the education sector. I request the finance ministry also to give more tax concessions to the teaching community on the whole.
Increments
What should be the criteria for determining the rates and frequency of increments in respect of different scales of pay? Should these bear a uniform or varying relationship with the minima and/or maxima of the scales?
I need your kind attention for my suggestion in this matter.—I feel it will be better to enhance the increments with 4% cumulative inflation once in a year. Please think about it. It means no separate enhancement of DA will be given. To a great extent the inflation will also comes down.
Revision of pay scales
Is there any need to revise the pay scales periodically especially when 100% neutralization for inflation is available in form of dearness allowance?
It is necessary to revise the pay scales periodically to give job satisfaction as well as to keep him pessimistic once 11.1 is implemented.
How should pay be fixed in the revised pay scales? Should there be a point-to-point fixation? If not, please suggest a method by which it can be ensured that senior personnel are not placed at a disadvantage vis-à-vis their juniors and due weightage is given for the longer service rendered by the former
One increment may be given for 2 years experience in the same cadre
Compensatory Allowances
Is City Compensatory Allowance a sufficient compensation for the problems of a large city? If DA and HRA provide full neutralization, do you think CCA should continue? Is there a need for changing the basis of classification of cities and the rates of CCA? If so, please suggest the revised basis and rates.
In 1993 also I have suggested to give CCA on par with HRA One cannot equate the life conditions, standards of the Professor in a town like Kurnool (Andhra Pradesh), Godavari Khani (Andhra Pradesh), Vidhisha(Madhya Pradesh), Sathyamangalam (Tamilnadu) and so on, with the cost of living of Hyderabad, Pune, Vizag, Bombay, Calcutta, Madras, Delhi etc.So, please think in terms of percentage of the basic pay to maintain the standaris of that cadre, instead of Rs.240/- per month.
Specific proposals
In what manner can Central Government organizations functioning be improved to make them more professional, citizen-friendly and delivery oriented?
The minimum qualification for any job in government sector (central) must be a graduate including police department (except auxiliary cadre).Then only citizen friendly atmosphere can be achieved.
Please outline specific proposals, which could result in: (i) Reduction and redeployment of staff, (ii) Reduction of paper work, (iii) Better work environment, (iv) Economy in expenditure, (v) Professionalisation of services, (vi) Reduction in litigation on service matters, (vii) Better delivery of service by government agencies to their users.
i) The number of peons may be reduced and it is better to hire on contract basis.
New concepts
Do you think the concepts of contractual appointment, part-time work, flexible job description, flexi time etc. need to be introduced in Government to change the environment, provide more jobs and impart flexibility to the working conditions of employees?
All the government sectors should not have contractual appointments. (Executives as well as supportive).
For improving punctuality/introducing new concepts like flexi time, should biometric entry/exit be introduced?
One must be punctual and answerable for his deeds.
What steps should be taken to ensure that scientists, doctors, engineers and other professionals with sophisticated education and skills are retained in their specialized fields in Government? Should they be appointed on contract with a higher status and initial pay, advance increments, better service conditions, etc.?
Any professional qualification or general post graduation qualification must attract 25000/- basic pay with lucrative increments for example 8000-275—13500 maybe given 25000-1000—and so on
Should there be lateral movement from Government to non-Government jobs and vice versa? If so, in which sphere(s) and to what extent ?
One important suggestion here is that lateral movement from non government to government sector is necessary especially in the administration. It means a lecturer with 15 years of service, age below 50 may be appointed through proper tests to the post of IAS cadre etc, to curb the corruption.
It has been suggested that existing Government employees should be encouraged to shift to employment on contract for specified periods in return for a substantially higher remuneration package. Would you agree?
No
Holidays
Kindly comment on the appropriateness of adopting a five-day week in Government offices when other sectors follow a six day week. Please also state whether the number of Gazetted holidays in Government offices should be reduced? Please also comment on the appropriateness of declaring Gazetted holidays for all major religious festivals.
It must be 6 days a week for government offices throughout India whether it may be central or state. So, that public should not suffer. Prime Minister should take initiative in this matter. The present gazetted holidays in the government offices should not be reduced. We have to take all religious festivals into account while declaring gazetted holidays.
What do you think is the state of work ethics and punctuality in Government offices? Kindly suggest ways of improving these.
To improve the ethics and punctuality measures may be introduced and it will be better if we appoint at least graduates in offices. And reduce the present 3rd and 4th class employee's strength to the minimum required strength.
From India, Varanasi
User Name: Shaikzameeruddin Professor of Physics MJCET Banjara Hills Hyderabad
Comparison with public/private sectors
Is it possible to quantify all other benefits, excluding pay, derived by employees in Government and the public and private sectors from security of tenure, promotional avenues, retirement packages, housing and other invisibles? In view of these benefits, can there be any fair comparison between the salaries available in the government vis-à-vis the salaries in the private sector?
There should be a fair comparison between the retirement packages available to the retired people of government and the packages in the private sector.
In order to ensure a fair comparison based on principles of equity and social justice, would it not also be appropriate to take into account the economic conditions of large sections of the community that are less privileged than Government employees and many of whom live below the poverty line?
It is not appropriate to take into account the economic conditions of the large sections of the community when you are thinking about the quality.
International comparisons
Some countries have raised civil service pay scales almost to levels prevalent in the private sector on the hypothesis that a well-paid bureaucracy is likely to be honest and diligent. To what extent would such a hypothesis be valid and how far would such a course of action be desirable?
Not necessary. A well paid bureaucrat need not be honest and deligent.only teaching community must be given good salaries, on par with the private sector.
Impact on other organizations
Salary structure in the Central and State Governments is broadly similar. The recommendations of the Pay Commission are likely to lead to similar demands from employees of State Governments, municipal bodies, panchayati raj institutions & autonomous institutions Their paying capacity is considerably limited. To what extent should this factor be considered in devising a reasonable remuneration package for Central Government employees?
3.1 To keep India at the helm of affairs of the globe, one should not Ihink the paying capacity. No doubt it should be reasonable remuneration package for central government employee. If a fellow doesn't get a central government job then he is opting state government job. It is the problem related to the state government whether to give on par central government pay scales to their employees or not.
Salaries
How should we determine the salary to be paid to a Secretary in the Central Government? Please suggest an appropriate basic pay for a Secretary? Can appointment to this post be made on a contractual basis where salaries and tenure are linked to the performance in terms of achieving defined targets?
As far as faculty positions there should be 3-tier system, as Lecturer, Reader, and Professor, or Assistant Professor, Associate Professor and Professor. And the pay scales may be 3 times to the present pay scale i.e.; Rs. 8000/- may be enhanced to Rs.25000/- Rs. 12000/- may be enhanced to Rs.40000/-
Relativities
Employees in the Secretariat and analogous establishments are entitled to higher pay scales than the corresponding field functionaries. This was supposed to compensate them for the loss of certain facilities available to them in field assignments and the extra effort required for decision-making at the policy level. Are these factors valid even today particularly in the context of decentralization and devolution of administrative powers? Is this discrimination between field and secretariat functionaries even justified today?
Yes it is justified even today
Group-A Services
Is there a case for a Unified Civil Service, merging therein all Central (both technical and non-technical) and All India Services, allowing vertical and horizontal movement ? Or should there be two distinct streams, one embracing all the technical services and the other for non-technical services?
It is necessary for the development of India to keep strictly two distint streams. 1. All technical services and 2. For the non technical services
Do you feel that the pattern of pay scales for all Group A Services should be redesignated so as to attract candidates of the requisite caliber? Keeping in view some of the compensation packages being offered to fresh professionals by the private sector, what emoluments would you suggest for an entrant to a Group-A Service in Government?
To attract candidates of the requisite caliber for the Group-A as well as teaching faculty, emoluments should be 25000/- basic pay with lucrative increments.
Professional personnel
Should there be a higher compensation package for scientists in certain specialized streams/departments like Department of Space, Department of Atomic Energy? If so, what should be the reasonable package in their case?
Yes, it is necessary for the scientists as well as for the faculty to give higher compensation packages to retain them and to encourage them.
Classification of posts
Presently, civilian posts in the Central Government are classified into four Groups (A, B, C and D) with reference to their scales of pay. The Fifth Central Pay Commission had recommended their reclassification into Executive, Supervisory, Supporting and Auxiliary Staff. Would you suggest any changes in the existing classification or should the classification recommended by Fifth Central Pay Commission be adopted with/without modifications?
There should be only 3 classes as Executives, Supportive and Auxiliary Staff. The supervisory cadre may be bifurcated and suitable cadre may be included in executive and the remaining in supporting category.
Restructuring of Group C & D posts
Should all lower Group C functionaries in the Secretariat be replaced by multi-functional Executive Assistants, who would be graduates and well versed in office work, secretarial skills and use of modern office equipment including computers? Should Similar arrangements can be evolved for Group C posts in other organisations of Government?
Yes, it should be modified as indicated in 9.1
Should a similar regrouping of Group D staff into fewer categories capable of performing diverse functions also be carried out?
The ratio of C: D must be 10:1
Pay Scales
How should a pay scale be structured? What is a reasonable ratio between the minimum and maximum of a pay scale?
Once again I suggest 3 times hike may be given in the pay scales between 5* and 6th pay revision scales. A comparison between 1976,1986,1996,2006 pay scales should be > (700/2200/8000/25000) > (1200/3700/12000/40000) > (1500/4500/16400/60000) for Lecturers, Readers and Professors respectively.
The successive Pay Commissions have progressively reduced the number of distinct pay scales. The number of scales has therefore come down from more than 500 scales at the time of the Second Central Pay Commission to 51 scales before Fifth Central Pay Commission, which was brought down to 33 scales by the Fifth Central Pay Commission. The reduction in the number of pay scales brings in attendant problems like the promotion and the feeder grades coming to lie in the same pay scale, etc. Do you feel whether the existing number of pay scales should be retained or increased or decreased or whether the same should be replaced by a running pay scale?
For Professors there should be only one pay scale not as 16400 for universities and 18400 for central universities. And all the benefits must be extended to private institutes because we have already entered privatization of education. So, faculty must be protected for the development of India. If not the developments may be cripple down if private institutions are not implementing the pay scales. So, the higher authorities and the apex bodies like Executive Secretary of MHRD, UGC, and AICTE must be instructed to cancel the affiliation of the institution, if they are not safeguarding the interests of the faculty. I request honestly and humbly here that for the development of India as a super power, we must give importance to the education sector. I request the finance ministry also to give more tax concessions to the teaching community on the whole.
Increments
What should be the criteria for determining the rates and frequency of increments in respect of different scales of pay? Should these bear a uniform or varying relationship with the minima and/or maxima of the scales?
I need your kind attention for my suggestion in this matter.—I feel it will be better to enhance the increments with 4% cumulative inflation once in a year. Please think about it. It means no separate enhancement of DA will be given. To a great extent the inflation will also comes down.
Revision of pay scales
Is there any need to revise the pay scales periodically especially when 100% neutralization for inflation is available in form of dearness allowance?
It is necessary to revise the pay scales periodically to give job satisfaction as well as to keep him pessimistic once 11.1 is implemented.
How should pay be fixed in the revised pay scales? Should there be a point-to-point fixation? If not, please suggest a method by which it can be ensured that senior personnel are not placed at a disadvantage vis-à-vis their juniors and due weightage is given for the longer service rendered by the former
One increment may be given for 2 years experience in the same cadre
Compensatory Allowances
Is City Compensatory Allowance a sufficient compensation for the problems of a large city? If DA and HRA provide full neutralization, do you think CCA should continue? Is there a need for changing the basis of classification of cities and the rates of CCA? If so, please suggest the revised basis and rates.
In 1993 also I have suggested to give CCA on par with HRA One cannot equate the life conditions, standards of the Professor in a town like Kurnool (Andhra Pradesh), Godavari Khani (Andhra Pradesh), Vidhisha(Madhya Pradesh), Sathyamangalam (Tamilnadu) and so on, with the cost of living of Hyderabad, Pune, Vizag, Bombay, Calcutta, Madras, Delhi etc.So, please think in terms of percentage of the basic pay to maintain the standaris of that cadre, instead of Rs.240/- per month.
Specific proposals
In what manner can Central Government organizations functioning be improved to make them more professional, citizen-friendly and delivery oriented?
The minimum qualification for any job in government sector (central) must be a graduate including police department (except auxiliary cadre).Then only citizen friendly atmosphere can be achieved.
Please outline specific proposals, which could result in: (i) Reduction and redeployment of staff, (ii) Reduction of paper work, (iii) Better work environment, (iv) Economy in expenditure, (v) Professionalisation of services, (vi) Reduction in litigation on service matters, (vii) Better delivery of service by government agencies to their users.
i) The number of peons may be reduced and it is better to hire on contract basis.
New concepts
Do you think the concepts of contractual appointment, part-time work, flexible job description, flexi time etc. need to be introduced in Government to change the environment, provide more jobs and impart flexibility to the working conditions of employees?
All the government sectors should not have contractual appointments. (Executives as well as supportive).
For improving punctuality/introducing new concepts like flexi time, should biometric entry/exit be introduced?
One must be punctual and answerable for his deeds.
What steps should be taken to ensure that scientists, doctors, engineers and other professionals with sophisticated education and skills are retained in their specialized fields in Government? Should they be appointed on contract with a higher status and initial pay, advance increments, better service conditions, etc.?
Any professional qualification or general post graduation qualification must attract 25000/- basic pay with lucrative increments for example 8000-275—13500 maybe given 25000-1000—and so on
Should there be lateral movement from Government to non-Government jobs and vice versa? If so, in which sphere(s) and to what extent ?
One important suggestion here is that lateral movement from non government to government sector is necessary especially in the administration. It means a lecturer with 15 years of service, age below 50 may be appointed through proper tests to the post of IAS cadre etc, to curb the corruption.
It has been suggested that existing Government employees should be encouraged to shift to employment on contract for specified periods in return for a substantially higher remuneration package. Would you agree?
No
Holidays
Kindly comment on the appropriateness of adopting a five-day week in Government offices when other sectors follow a six day week. Please also state whether the number of Gazetted holidays in Government offices should be reduced? Please also comment on the appropriateness of declaring Gazetted holidays for all major religious festivals.
It must be 6 days a week for government offices throughout India whether it may be central or state. So, that public should not suffer. Prime Minister should take initiative in this matter. The present gazetted holidays in the government offices should not be reduced. We have to take all religious festivals into account while declaring gazetted holidays.
What do you think is the state of work ethics and punctuality in Government offices? Kindly suggest ways of improving these.
To improve the ethics and punctuality measures may be introduced and it will be better if we appoint at least graduates in offices. And reduce the present 3rd and 4th class employee's strength to the minimum required strength.
From India, Varanasi
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