NATIONAL DEFENCE GROUP ‘B’ GAZETTED OFFICERS ASSOCIATION(NDGBGOA)

(An all India association of GROUP’B’ Gazetted Officer of Indian Ordnance Factories.)

C.E :- ORDNANCE FACTORY BHANDARA (M.S)

S.CHANDRAKANTH RAO JAI GOPAL SINGH

President (CE) General Secretary (C.E)

Q.No. 4/8, WEST LAND, Q.NO. 56/2, TYPE G

ORDNANCE FACTORY ESTATE, ORDNANCE FACTORY ESTATE

KHAMARIA, JABALPUR (MP)482005 JAWAHAR NAGAR,

MOBILE: 07566089517 BHANDARA(MS) 441906

MOBILE: 09922881369

07184-275515 ( R)

E-mail : schandrakantrao@yahoo.com E-Mail: jaigopal_2010@rediffmail.com

Correspondance Address: -Q.No. 56/2, Type G, OF Estate, Jawahar Nagar, Bhandara (MS)- 441906

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No. NDGBGOA/02/CR/2012-07 Date:- 11-07-2012

1.SHRI P.W.RALEGUNKAR,ADDL.GENERAL MANAGER

Chairman/CADRE REVIEW COMMITTEE

ORDNANCE FACTORY BHANDARA (M.S)

2. SHRI M.S.RAO,DDG/NG

MEMBER/CADRE REVIEW COMMITTEE

ORDNANCE FACTORY BOARD

KOLKATTA (W.B)

3. SHRI G.C. ARON,DIR/G&HRD

MEMBER/CADRE REVIEW COMMITTEE

ORDNANCE FACTORY BOARD

KOLKATA (W.B)

Sub: Submission of Cadre Review proposals for middle management-Reg.

Ref: DOP&T-OM No.35034/9/2010-Estt.(D),Dt.10.02.2011 issued to all Central Govt. Departments.

R/Sir,

The central executive committee of this association has directed the undersigned to bring the following suggestions towards the cadre review/carrier progress of middle management particularly the JWM cadre in Ordnance Factories in an effort to remove the stagnation caused due to “Merging” and to bring the old glory of the organization. This is in line with the DOPT order/OM cited under reference above , instructing all central Govt. Departments to review the cadre structure in a time bound manner to mitigate the problem of stagnation. It is also felt necessary to have a perception about the situation that has lead to the stagnation happened today, to the cadre of JWM, before going for a proposal for the cadre review.

1. The hierarchy of the middle management cadre existed in ordnance factories was, CM-II, CM-I, SH,AF & FM which was maintained till 4^TH CPC . Foreman was the commander of the section, who is competent in Administration, planning , production, quality and establishing/developing of new products indigenously as well. The pay scale of FM was higher than that of AWM , till 4^th CPC . There was no direct recruitment up to the post of FM and the vast experience acquired through years in each cadre made the post of Foreman, ready to meet any challenges in the sphere of the profession with dignity and made the glory of ordnance factories sky high during the period. More over FM was bestowed with all financial benefits like OTA, NDA, BONUS and he worked wholeheartedly with a sense of ownership towards the organization that resulted in better administration and productivity. During the period the outsourcing in Ordnance Factories was almost ‘NIL’. In the year 1994 the cadre of FM (NG/Supervisory) was upgraded to the post of JWM with Group-B Gazetted status, while doing so, all financial benefits of OTA, Bonus e.t.c were slashed. It is also well known fact that, 500 Nos. of JWM posts were surrendered and utilized for other purpose.The up gradation resulted in abolition of the FM cadre that too just before the implementation of 5^TH CPC, can be seen as an intentional, planned attempt to degrade the cadre and it’s charisma that has been glorious throughout the history of OFs. The comparison of pay scales that was existing till 01.01.1996 is furnished below :

Post	Pay Scale 2^nd CPC	Pay Scale 3^RDCPC	Pay Scale 4^TH CPC
AWM(GroupA)	355-480	700-1600	2200-4000
Foreman/ NG	450-580	840-1600	2375-3500

From the above table it is evident that though FM was an Non gazetted post , the pay scale was higher than that of AWM which is a Gr. ‘A’ gazetted post.

2. It is also confirmed from the above position that JWM being a Gazetted post, definitely stand eligible for a pay scale of one step higher than AWM, and accordingly JWM ‘s grade pay also should be one step higher than that of AWM, (which means, in today’s perspective, JWM should have been placed in PB3 with 6600/-GP by the 6^TH CPC).

3. The AWMs recruited directly to IOFS were attached to the Foreman cadre as a transit arrangement for smooth transfer the technological and Administrative experience and the acquaintance of this organizational and professional capability by the probationary officers could develop themselves to lead the organization with remarkable excellence throughout their carrier. The present Sr.GMs, GMs and SAG level officers might have had undergone such a tenure during their entry as IOFS and will be well aware of the advantage of the system prevailed till 4^th CPC.

The concept of “Indigenous” manufacturing was so simple during that period which was

well encouraged by all Group ‘A’ cadres and every section was acting as an R&D unit under the control of FM with abundant knowledge of manufacturing and administration inherited through a well disciplined system prevailed for decades.

It is important to note that in the present days the above system for transition of professional acquaintance is lacking and the degree holders directly recruited to IOFS are missing the opportunity to train themselves to excel in the practical implementation of their professional/Theoretical knowledge acquired. It is the bound duty of every organization to sustain such system to be availed for the new comers.

4. Being the case,5^th CPC , has not made any reference to the above facts &leading realities as to why such hierarchy of pay scales existed till that period and instead reduced the pay scale of the JWM than that of AWM w.e.from01.01.1996 as follows:

Post	Pay Scale-5^TH CPC
AWM (GroupA)	8000-12000
JWM (GroupB)	7450-10500

5. The NDGBGOA strongly feels that there is an intentional /planned conspiracy behind the above discrimination done to the JWM cadre at this stage and therefore wishes to conduct a thorough study of the circumstances that lead to this atrocious downgrading to the cadre. Actually what was the necessity for up gradation of FM to JWM? and what was the effect of this movement in terms of quantitative and qualitative output? How many post from the JWM surrendered for the benefit of upsizing the cadre of Group “A” in this exercise?.

There are long lasting adverse effects on the organization by disturbing the system prevailed for decades and from this point onwards as the IOFS cadre had rarely acquainted with the state of the art technology that is well available within our infrastructure/never involved in the shop floor training, and the story of degradation of our capability in indigenous development of armaments and equipments started to begin, and as a result our competence in indigenous production has replaced by outsourcing. There was no improvement to show as an advantage rather it was a major setback .The new generation probationers of IOFS without having any guidance are unable to involve in the technologies and losing their edge on their profession constantly.

Consequently the cadre of JWM had been deprived of its merit in respect of rightful pay band and status by the 6^TH CPC while reducing the middle management cadre from the 4grade to 2 grade and as a result the morale of the cadre has drastically gone down, the competency, responsibility, accountability, and the overall efficiency of the cadre has been adversely affected beside losing the emoluments compared to the subordinate cadres which has never been in practice in the history of Ordnance Factories.

6. Also the scientific downsizing of cadres, whenever proposed, is targeting only the middle management and there has been no incidents of such attempts made in IEs cadre neither in the Group ‘A’ cadre. This is only because, JWMs being Gazetted officers always resort to amicable ways and means and expect ethics and natural justice from the organization, rather than going for any kind of agitation, which has been considered as a weakness of the cadre and the strength and privileges has been snatched away from this cadre in the past.

i) Is the above downsizing really scientific?

ii) Or is it a purposeful deliberation of power? ,

iii) what is the state of each cadre of this organization in terms of competence as of today?

iv) What is the volume of outsourcing that had occurred since 1994 till today? After the abolition of FM cadre?

v) What is the accountability of responsibility in respect of the emoluments received by each cadre?,

vi) Can IOFS Cadre be taken for downsizing from the present 6 grades to 3 or 4 grades?.

vii)Can the IEs cadre which is having 5 grades be brought down to 3 Grades?.

Today these questions have much relevance than ever!

7. As per the 6^TH CPC recommendations, pre-revised pay scales of 5000-8000 – 5500-9000, 6500-10500, 7450-11500 and 7500-12000 have been grouped in the same pay band of PB II 9300-34800. The multiplication factor of 1.86 has been calculated only on the 1^st pay scale of 5000-8000 but this has been reduced to 1.24 in the JWMs case. Whereas the multiplying factor has been increased to the extent of 2.61 in the pre-revised scale of 14000-18300 to fix them in pay band IV. While examining theses cases the relaxation has been allowed for pay band III & IV, but wherever merging has been done this has gone down to the extent of 1.24 the above anomalies confirm that JWMs fitment to pay band II, is an error/anomaly and needs amendment as has done for Hindi Officers, Matron, Teacher PGT etc.

The 6^th CPC later has allowed PB3 with 5400 GP( from PB II with 4200 GP ) through amendment to the Non Gazetted posts of Matron, Hindi Officers, Teacher PGT e.t.c by overtaking the Gazetted post of JWM, where in the criteria of 40% of upper limit of the pre-revised is liberalized to the extent of 52% again.

Post	Pay Scale 2^nd CPC	Pay Scale 3^RDCPC	Pay Scale 4^TH CPC	Pay Scale 5^TH CPC	Pay Band & Grade pay Allotted initially as per 6^TH CPC	Amended later by Anomaly Committee
AWM	355-480	700-1600	2200-4000	8000-12000	15600-39100PBIII with GP-5400	No Anomaly
JWM/FM	450-580	840-1600	2375-3500	7450-11500	9300-34800 PBII with GP-4600	Anomaly-Required To be amendeto PBIII
Teacher PGT	300-600	550-900	1640-2900	6500-10500	9300-34800PBII with GP-4800	PB-III (15600-39100)
MATRON	210-320	455-700	1640-2900	6500-10500	9300-34800 PBII with GP-4200	PB-III (15600-39100)
Hindi Officer	No post	No post	1640-2900	6500-10500	9300-34800 PBII with GP-4200	PB-III (15600-39100)

8. The extent of discrepancy borne by JWM cadre, due to merging of posts of CM-II with CM-I AF,SH and FM with JWM , will be well understood if we presume, what would be the structure and Grade pay if the merger was not proposed/implemented, needless to state, it would be Pay Band-2with 4200 GP for CM II, CM –I with 4600 GP/ -, A/F with 5400/-GP and JWM would have been placed with PB-3 with 6600 Grade pay(4800 Grade Pay being omitted as it is not coming in the promotional Hierarchy of these cadres) or at least with GP 5400 in PB-3 in the worst case. Here it is evident that the concept of pay protection has not been followed in this case which is against natural justice. (The question of 40% of upper limit of the pre-revised scale of Matron,Teacher TGT-I, Hindi officers ,works out to Rs.4200 only, even then their grade pay has been elevated to Rs.5400/- , In these cases, the criteria limit of 40% of the upper limit of the pre-revised has been deviated to 51.5%.

9. Similarly, had there been no merging, the 40% of the upper limit of pre-revised pay scale of CM-II ie 5000-8000 works out to only Rs.3200/- as grade pay and due to the advantage of merging this has been enhanced to Rs.4200, in fact CMII has benefitted by merging with relaxation up to 52.5 % from the 40%criteria in fixing the grade pay. If the similar benefit of merging is allowed to JWM then the maximum limit of pre-revised pay scale of JWM ie 11500 X 52.5% will works out to 6037.50 which is well above the grade pay of 5400 and shall be considered for the nearest 6600/- grade pay.

10. Any Cadre review, without referring to the above mentioned deprived positions of the JWM cadre is null and void unless necessary study, of the hierarchy prevailed with proper vision and objectives over decades in our organization, is conducted.

11. Finally to quote, the high lighting ‘thought’ during the HOD’s conference conducted from 18^th to 20^th of may 2012 at Ambajhari, Nagpur where in the projected (XII th plan from 2012to2017)value of issue is estimated to 92,321 crores,

“Nation’s Need”

“Any Nation to be World Leader,then, it is necessary to lead in DefenceProduction

through internally developed technologies, “OFB needs to be the lead Agency”

Receiving inspiration from the above vision, NDGBGOA would like to earnestly suggest to all concerned to recognize the cadre of JWM with due consideration to its hard earned experiences, and make them responsible in venturing themselves into indigenous manufacturing of maximum products in an endeavor to lead our defence production through internally developed technologies. With this vision and untiring enthusiasm, definitely we can scale any heights. It is high time that we should initiate to put the system in the right track and we envisage that the present cadre review committee would eventually able to complete the task with these perceptions.

If we are sincere with the vision that our defence armament requirement will be manufactured indigenously by internally developed Technologies, then bringing the erstwhile system back in to operation and both tapping of talent of well experienced JWM cadre and giving the new generation IOFS a chance to involve in production processes as well as R&D activities together towards achieving our goal of attaining 100% indigenous manufacturing through internally developed Technologies can be easily made possible.

The lost status of cadre of JWM shall therefore be reinstated back along with dignity and pecuniary benefits denied during 1994 (while upgrading from FM to JWM). The cadre of JWM is a gazetted post engaged in discharging Managerial duties but understood to have considered as Supervisory/Ministerial. A gazette post shall not be treated as supervisory and hence necessary to amend the SRO of JWM from Supervisory to Managerial is to be completed on top priority and cadre review shall be conducted in the changed perspective of Managerial status to JWM Cadre.In the lights of the above vision ,NDGBGOA put forward our cadre review proposal keeping all the yardsticks necessary to come out of the situation of stagnation particularly of JWM cadre :

I) SUPERVISORY CADRE:

EXISTING TWO GRADE STRUCTURE WILL CONTINUE IN SUPERVISORY CADRE AS FOLLOWS:

i) EXISTING CHARGEMAN CAN BE RENAMED AS “JUNIOR ENGINEER OR TECHNICAL OFFICER” IN PAY BAND 2 WITH 4600/-GP ( AS INTRODUCED IN RAILWAYS AND ALSO IN SQAE)

ii) A NEW POST IN THE SUPERVISORY CADRE SHALL BE INTRODUCED AS “SENIOR ENGINEER OR SR. TECHNICAL OFFICER” IN PAY BAND 2 WITH 4800/-GP TO MEET THE FUNCTIONAL REQUIREMENT AND TO AVOID STAGNATION.

TECHNICAL

NT/OTS

NT/STORES

GRADE PAY

PROPOSED

EXISTING

PROPOSED

EXISTING

PROPOSED

EXISTING

PROPOSED

JUNIOR ENGINEER OR

TECHNICAL OFFICER

CM/OS

(NT/OTS)

(SUPERVISORY)

SECTION OFFICER

(NT/OTS)

(NT/ST)

STORE OFFICER

(NT/ST)

4600

PB-2

SENIOR

ENGINEER OR

SR.TECHNICAL OFFICER

(NEW POST)

SENIOR SECTION

OFFICER (NEW POST)

SENIOR STORE OFFICER

(NEW POST)

4800

PB-2

Justification:

i) At present the existing designation of Charge man in other Organizations like Indian Railways has re-designated as “JUNIOR ENGINEER OR TECHNICAL OFFICER”, accordingly Non-Technical categories of similar status can also be renamed as a boost to the cadre. The “JUNIOR ENGINEER OR TECHNICAL OFFICER”,will be placed in PB-2 with 4600/-GP as They are extracting work from the Industrial Employees including MCM by guiding and controlling them in all sphere of activities which enables the IEs to earn their salary including OTA, Piece work e.t.c and MCM has already given 4200/-Grade pay hence a higher pay band or Grade Pay is definitely desired. The payment received by a “JUNIOR ENGINEER OR TECHNICAL OFFICER”, is much lesser than that of an IE which has never been in practice in the history and has resulted in a moral deterioration to the cadre.

ii) The introduction of new post of “SENIOR ENGINEER OR SR. TECHNICAL OFFICER” for the purpose of functional requirement as this group will be a well acquainted with all statutory and regulatory requirement of the organization and will discharge their duties independently helping their reporting officers in improving the efficiency of overall output. The “SENIOR ENGINEER OR SR. TECHNICAL OFFICER” will be the promotional post for Junior engineer after a residency period of 3 years, The senior Engineer shall be placed in PB-2 with 4800/- Grade Pay. This post will help avoiding stagnation of the post of “JUNIOR ENGINEER OR TECHNICAL OFFICER”,

II) MANAGERIAL CADRE:

ALL EXISTING JWM SHALL BE ELEVATED TO “MANAGERIAL” STATUS FROM THE EXISTING “MINISTERIAL”. NECESSARY AMENDMENT OF SRO TO THE EFFECT IS TO BE TAKEN UP WITH DOPT ON PRIORITY PLEASE.

The legitimate Eligibility position of JWM Cadre in respect of Pay and status is to be reinstated back . Already the senior JWMs have not been given promotion for last 3-4 years. The deprived situation of JWMs is continuing since 1994. As a rehabilitation measure, and in the light of the foregoing facts as mentioned above from Para- 1 to 10 in letter and spirit, The JWM post is legitimately stand eligible for PB-3 with Rs. 5400/-Grade Pay, and out of which the senior JWMs are similarly deserved to be placed in PB-3 with Rs.6600/- Grade pay. Hence we earnestly propose the following cadre review for the cadre of JWM as follows:

TECHNICAL

NT/OTS

NT/STORES

GRADE PAY

PROPOSED

EXISTING

PROPOSED

EXISTING

PROPOSED

EXISTING

PROPOSED

JWM

JUNIOR MANAGER

(RE-NAMED)

JWM

(MANAGERIAL)

JUNIOR MANAGER

(RE-NAMED)

JWM

JUNIOR MANAGER

(RE-NAMED)

5400

PB-3

SENIOR

MANAGER

(NEW POST)

SENIOR

MANAGER

(NEW POST)

SENIOR

MANAGER

(NEW POST)

6600

PB-3

PROPOSED Cadre Review Proposal for Middle Management

TECHNICAL

NT/(OTS)

NT(STORES)

PROPSOED GRADE PAY

EXISTING

PROPOSED

EXISTING

PROPOSED

EXISTING

PROPOSED

Jr. Engineer OR TECHNICAL OFFICER

CM/OS

(NT/(OTS)

SECTION OFFICER

(NT/ST)

STORE OFFICER

4600(PB-2)

Sr. Engineer

SR. TECHNICAL OFFICER

(new post)

Sr. SECTION Office

(New post)

Sr. STORE

OFFICER

(New post)

4800 (PB-2)

AFTER 4 YEAR 5400(PB-2)

JWM

Jr. Manager

JWM

Jr. Manager

JWM

Jr .Manager

5400 (PB-3) *

SR. Manager

(New post)

Sr. Manager

(New post)

Sr.Manager

(New post)

6600 (PB-3) **

(HOS)

(1). The post of JWM shall be renamed as “JUNIOR MANAGER” in PB-3 with 5400/-Grade pay with Managerial status.

( The SRO for JWM shall be amended from the Ministerial to Managerial status).

Justification:-

i) Pre-revised scale of Non Gazetted cadres of Matron, Teacher TGT-I, Hindi officers is 6500-10500, 40% of the same works out to Rs.4200 only for Grade Pay as per 6THCPC, even then their grade pay has been elevated to Rs.5400/-, In these cases, the criteria limit of 40% of the upper limit of the pre-revised has been deviated to 51.5%. , and PB3 with 5400/- is allowed where as JWM is a Gazetted Post and stand eligible to be placed on a more elevated status , and hence shall be given with PB-3 with 5400/-Grade Pay at a minimum.

ii) During 1994 FM was upgraded/Re-classified to JWM with Gazetted status, FM was NG cadre , FM’s pay scale was Higher than that of AWM (Group-A cadre),It is felt that the Degradation of the cadre as well as the Organization started from that period, hence it is necessary to refer the hierarchy and to bring JWM to a status which is more or equal to AWM as erstwhile FM-an NG cadre- was officiating.

(2). A new post of “SENIOR MANAGER” in PB-3 with 6600/-Grade pay shall be introduced to

accommodate the senior JWMs. The Senior manager will be the Officer for the section and he will

consolidate all activities towards better production and Administration and will lead the team towards

realizing the vision set by the organization.

(3) LDCE for the post of AWM should be conducted every year so that experienced/educated persons

should get opportunities to take fast track promotion in AWM and eligibility criteria should be fixed

from Jr.Engineer/ Sr Engineer or Technical officer/Sr. Technical Officer/Section officer/Sr. Section

Officer/Store Officer/Sr.Store Officer after completion of 03 years residency period in respective grade.

Justification:-

i) Already the senior JWMs have not been given promotion for last 3-4 years. Had the purposeful degradation during 1994 was not done , trapping the JWM by giving the gazette status but making their SRO to “ministerial ”, 5^TH CPC would have continued the higher pay scale than AWM to the JWM cadre. Such JWM’s promotion after exceeding the residency period by years, and having kept stagnated by the situation created due to merging, is pending for last 3-4 years. So eventually these senior JWMs are to be placed nothing less than PB-3 with 6600/-Grade Pay. This is evident from the implementation ofACP/ MACP where in a group of JWMs have already been benefitted with PB-3 with 6600/-Grade Pay.

ii) Ironically there are other senior JWMs who are presently senior to these MACP beneficiaries but are not in PB3with 6600/-Grade pay as benefitted by their juniors through MACP as mentioned in para (i) above. These affected senior JWMs by virtue of excellence and by receiving ‘outstanding’ ACR grading awarded periodically for their performance reached the post earlier and for whom the MACP has become a fall back option. Had the promotions, without the ambiguity of such merging e.t.c, timely happened these JWMs would have also reached the same stage of PB-3 with 6600/-GradePay. This is a typical example for the stagnation of the cadre and the very purpose of the subject cadre review is to remove such stagnations impended on these senior JWMs.

The relevance of DOP&T order /OM No.35034/9/2010-Estt.(D),Dt.10.02.2011 issued to all Central Govt. Departments to review the cadre structure in a time bound manner to mitigate the problem of stagnation, based on which OFB had rightly constituted a Cadre Review Committee, shall be understood in the perspective of the facts elucidated above. As such we submit the legitimate, well explained proposal for due consideration of Cadre review committee, OFB, DOPT and MOD, for an earnest perusal and, for implementation of the Cadre Review as proposed.

With profound regards.

Encl: Annexure - ‘A’

(JAIGOPAL SINGH)

GENERAL SECRETARY/NDGBGOA

COPY TO:-

1. The Chairman/DGOF

Ordnance Factory Board

10-A,S.K.Bose Road, Kolkata (W.B):- For information and n/a please.

2. The Jt. Secretary(OF)

Ministry of Defence

South Block

New Delhi :- For information and n/a please.

3. The Under Secretary

D-Fy-II (B wing )

Sena Bhawan, New Delhi :- For information and n/a please

4. The Secretary

DOP&T Department

North Block

New Delhi :- For information and n/a please

Annexure-A

The following explanations are offered in response to the point wise comments sought by the Chairman, CadreReview Committee,Shri P.WRaleganker,AGM/O.F.Bhandara vide Lr.No.AGM/E&MM/CR-GR-B/BF Dt.31.05.2012.

1. Whether the recommendation of 6^th CPC and its implementation by the Govt. to bring the grade structure in the Group-B(NG/G) cadre to two tier in place of erstwhile four grade structure in Ordnance Factories presently, caters to the functional requirement of any improvement in structure/hierarchy is required?.

Comments:- Consequent upon merger, following bottlenecks/hindrance in functional requirement has arisen due to reduction from 4 grade structure to 2 grade structure in Group B Cadre . Supervisory responsibilities of existing CM has increased due to abolition of the post of CM-I/AF/FM/SH. Managerial responsibilities of JWMs are increased due base level activities and Productivity level of CM has deteriorated due to lower pay package as compared to similar/higher grade pay structure in IEs level working in same shop floor.

2. There is any difficulty in the deployment of Chargeman & JWMs?

Comments: Yes ,following practical difficulties have been experienced.Some JWMs are working as HOS with huge managerial responsibilities and some JWMs are deployed just like CM as earlier. Consequently, such JWMs other than HOS are unable to contribute their best towards Organisation as per the designation, qualification and experience acquired.

3. Whether Career progression of the incumbents of existing two tiers will be affected adversely by the present set-up and distribution of posts. Suggestions if any for rearrangements so that Careers related aspirations of the incumbents can addressed appropriately.

Comments:- Yes ,the career progression/promotional avenue of the incumbents of existing two tiers(CM & JWM) in OFB has detrimentally affected by the present set up and distribution of posts. The pyramid structure of the organization in respect of the cadre has become in zig zag shape which is not in a balanced position to achieve the maximum efficiency/out put. Promotion Avenue of JWMs are adversely hindered due to stagnation.

Suggestion for Career Progression:-

Two new posts may be created/inserted in existing Group-B(NG/G) Cadre ,i.e. one Post after Chargeman and another post after JWM. Initial GP of NG Cadre will be 4600 (PB-2) since present CM is holding more responsibilities and higher entry qualification as compared to MCM who is already given GP:4200.

4. Whether there is need of making the cadre with more grades for proper distribution and finalisation of work smoothly .If so, how the grades may be created.

Comments:-Yes, it needs inserting/creating new grades in Group-B/A (NG/G) Cadre for smooth functioning of the organization as well as better career progression of the Cadre. The suggestion for restructuring of existing Group-B/A(NG/G) Cadre is furnished in nutshell herewith as Annexure-B:

5. Is there any apprehension about stagnation in any grade in future and if so, possible remedies can be suggested.

Comments: Yes, existing trend (two tier structure) will result in severe stagnation in CM as well as in JWM Cadre. The No. of JWMs are considerably increased which was with in the sanctioned strength in supervisory cadre. Now JWM post is proposed to be placed to avoid such stagnation/set back in future.

6. The impact of any change in the existing structure on the cost of supervision and productivity ?

Comments: In case of implementing aforesaid suggestion i.e proposed four tier structure in Group-B(NG/G) Cadre instead of existing two tier structure , it will improve the supervision efficiency and productivity of the Cadre which in turn will add to betterment of the OFB Organization as a whole.

Submitted for kind perusal & necessary onward action please.

With profound regards

(JAIGOPAL SINGH) GENERAL SECRETARY/NDGBGOA

National Defence Group B Gazetted Officers Association

Tuesday, 31 July 2012

CADRE REVIEW

“Nation’s Need”

“Any Nation to be World Leader,then, it is necessary to lead in DefenceProduction

TECHNICAL