Presentation by Group-III
in respect of issues with regard to
i)
Charge
man
ii)
JWM
iii)
ASO
& SO
iv)
Stenographic
cadre in factories & OFBHQ
v)
Rajbhasha
cadre
It is important to highlight the unique space occupied
by OFB Organization in the national context.
1)
OFB is
not a profit making organization.
2)
Known as
the fourth arm of
Defence, meeting the
hardware requirements of
the Forces.
3)
It is
a service oriented organization.
4)
Needs
personnel with sincerity,
dedication, and high
levels of integrity.
5)
Involved in
production of a wide variety
of product range
having criticality and
unique nature like
explosives, ammunition &
large caliber weapons.
The role &
importance of the
mentioned cadres
They
constitute the middle
management which actually
is the most
important within management
structure BECAUSE
(i)
it is
the cadre that
implements on ground
the policies of
top management of
OF organization
(ii)
vital link
between the top
management and work-force
(iii)
has to
control the entire
work-force
(iv)
first administrative level and
the most experienced
technocratic level in
the organization
(v)
strengthening this
level would be
strengthening the organization
(vi)
Sitting at
the top of
shop-floor management they
handle onerous responsibility relating to
safety, security of
man, machine &
govt. property
Anamolies
in Pay-structure &
other aspects
1)
The position
of various grades
/ posts in
various CPCs are
given in Table
below :-
|
DESIGNATION
|
PAY SCALE AS PER CPC
|
|
|||
|
3rd
|
4th
|
5th
|
6th
|
||
|
Supervisor
|
380-12
|
1400-40
|
5000-150
|
9300-
33400 grade pay of Rs4800/-
with MACP benefit.
|
|
|
CM-II
|
425-15
|
1400-40
|
5000-150
|
||
|
CM-I
|
550-20
|
1600-50
|
5500-175
|
||
|
A/F
|
700-30
|
2000-60
|
6500-200
|
||
|
JWM
|
840-1600
|
2375-75
|
7450-225
|
||
|
AWM
|
700-1600
|
2200- 75
|
8000- 275
|
15600-39100
|
Grade-Pay Rs. 5400
|
2) As stated
above, JWM cadre
downgraded by 5th CPC
and 6th CPC.
JWM has been
kept below AWM
in 5th CPC and
6th CPC whereas
it was above AWM
upto 4th CPC.
It is required
that status of
JWMs as it was upto 4th CPC
should be restored by 7th CPC.
Anomalies
specific to 6th CPC
1) Traditionally CM
was always given
higher scale compared
to MCM (the
highest grade of
IEs) because they
were discharging supervisory
functions and possessed
higher educational qualifications.
2) the balance
was disturbed due to developments
after implementation of 6th CPC
and Industrial cadre
re-structuring thereafter, and
MCM were granted
Grade-pay equal to
Chargeman. Propose that
Chargeman be given
higher pay-scale / Grade-pay compared
to MCM.
3) Anomalies due to Fitment
Table : Pay- fixation in
respect of JWM
and CM not
given as per
Fitment Table.
4) Fixation benefits
of individuals in
higher grades before
merger to be
fixed
5) MACP to
be granted in promotional hierarchy
as settled by
Supreme Court.
6) Harmonic distribution
of span / difference between
minimum and maximum
scales. It is
seen that the
span / spread is minimum
in PB-2 ( for Middle
Management cadre) when compared
to the lower
cadres as well
as the higher
cadres.
6) Increment related
anomaly : In the present
scheme where increments
given in July
every year, individuals may be
getting increments even
after 17 months
of service. To
redress (i) Increments
be given twice
a year in
January & July
(ii) Distinction be
made in promotion
increments & annual
increments.
7) Pension
commutation factor : Has
been reduced in 6th CPC
(from 117.72 in 5th CPC
to 98.328 in 6th CPC)
8) Entry Pay
related anomaly :
In respect of
JWMs there is an
anomalous situation where
the promotees are
getting less pay
than DR, even
when they might
have a higher
seniority. It is
required to be
ensured that minimum / similar entry pay
is given to DR,
LDCE & promotee
candidates.
9) The multiplication-factor for
determining replacement scales
should be same / uniform for
all levels -
this was not
so in 6th CPC.
10) Distortions in
pay-scales : (i) Chargeman vis-à-vis
MCM (ii) JWM pay-scales
in 4th CPC
to 6th CPC.
11) Relativity with
other Deptts. : (i) Railways
have already proposed
Rs. 4600 Grade-pay
for JE in their
deptt. (equivalent to Chargeman
in OFB orgn.)
(ii) Entry pay
in Group-B Gazetted
cadre (viz., JWM in OF
orgn) compared to
that in similar
Grp-B Gaz cadres
in Defence Accounts,
Railways, SOs in
CSS/Ministries & AFHQ
etc.)
12) Relativity /
hierarchy pattern existing
within OF orgn
(i.e., JWM vis-à-vis
Matron, Rajbhasha &
Teaching staff / Principal) has
been disturbed after
implementation of 6th CPC.
13) Parity for
Stenographic Cadre vis-à-vis Ministry and Attached Offices :
Pay Scales and promotional avenues should be available
for O.F. Stenographic Cadre on similar lines as that available to Central
Secretariat Stenographers Cadre.
Improvement in Conditions of Service :
This has a
direct bearing on
the product quality. Product quality coming out of the
Organisation has two major determinants in the form of discipline and
motivation levels of the employees.
1) To ensure
adequate motivation to employees, parity is required to be maintained for
various entry grades, promotional grades and promotional hierarchy across all
levels / cadres in Central Govt. (as is available for Organised Gr.A Services
in all Govt. departments).
2) Further, One comprehensive incentive scheme for all
employees to be evolved and introduced.
Such scheme may factor in (a) Production linked incentive (b) Plant
performance allowance (c) Target
achievement allowance.
PROPOSAL :
1) Prior to migration to 7th
CPC pay scales
i)
MCM is feeder
grade for Chargeman, Chargeman to be upgraded to
Rs.4600/- grade pay.
ii)
JWM to
be upgraded to Rs.5400/- grade pay in PB-3.
iii)
AWM to
be upgraded to Rs.6600/- in PB-3 and merged with WM/STS.
iv)
After
merging, AWM and WM sanctioned strength for post-merged cadre be increased to
maintain the pyramidal structure.
2)
To
derive/arrive at replacement Pay Scales, multiplication factor of 3.2 may be
considered.
STRUCTURE
OF THE NEW PAY-SCALES:-
The
new pay scale be devised based on the following factors
B
= Existing/Rationalized
Pay in the Pay Band + Grade Pay
That would have
been recommended by the VI th CPC
D
= The
Dearness Allowance @ 125% B
{Assumed
DA as on 01/01/2016}
E
= Erosion in the real salary of a Govt. employees over
the years due to
high price rise and factors not in the
Ambit of Consumer
Price Index@ 65% of B
I
= Interim
Relief (should be declared @ 25% of B, as DA
is crossed 100% & no DA merger has
been declared)
Therefore, the Starting Pay =
B+D+E+I
=
B+1.25 B +0.65 (B) +0.25 of B
=
B+ 2.15(B)
= 3.15 times of B
= 3.20 times of
Existing Pay in the Pay Band and the GP.
In
view of the foregoing submission the Multiplying factor ‘C’ comes to 3.2
3)
End
the Scheme of running pay bands and grade pays.
Independent pay scales for various posts/grades to be restored.
4)
Entitlement
of Type-IV quarters to JWMs.
5)
Six
promotions, failing which six financial upgradations, each after five years to
be introduced. Financial upgradation be
granted immediately on the completion of eligibility period without process by
Screening Committee and promotions / vacancies based processing may follow in
due course.
6)
Difference
between minimum and maximum salary should be harmonically distributed between
all the Cadres from bottom to top.
7)
Pay
package (including all allowances) of JWMs should not be less than Chargeman in
any case, and of Chargeman should not be less than MCM in any case. Failing this, JWM should be placed in
Rs.6600/- grade pay.
8) CSD facility to
retired OF employees.
PROPOSAL
FOR ALLOWANCES :
1)
Special
factory duty allowance may be introduced for compensating higher working hours
and rigours of working conditions within the confines of factory.
2)
Risk
allowance for all involved in risky operations.
3)
Radiation
allowance to be introduced.
4)
Higher
education allowance to be introduced.
5)
Hard
station allowance, Special allowance for Naxal affected areas, Project
allowance to be introduced and CCA to be re-introduced.
6)
HRA
- D.A. to be included as a factor for
HRA calculation. 40% HRA for A1 & A
cities, 35% for B cities and 30% for C cities.
7)
HRA
for pensioners be introduced.
8)
Transport
Allowance - Uniform rates for all cities
/ locations as fuel costs are constant.
9)
NDA
for NG cadre be introduced.
10)
CEA to
be extended upto P.G. level.
Restriction/ceiling to be removed and actuals to be paid including Bus
and Hostel facility.
11)
TA/DA
for temporary duty to be paid in terms of percentage on (BP+DA). Reimbursement system should be done away
with.
12)
Leave
encashment on LTC may be permitted for 30 days at a time and total encashment
to be increased to 180 days.
13)
On
retirement, encashment of leave should not be subject to any ceiling and total
accumulation should be paid for.
14)
LTC to
visit abroad once in ten years.
15)
Incentive
for small family norms :
a) 1
child = 9%
b) 2
children = 7%
16)
Rate
of annual increment should be 5% minimum.
Promotional increment be granted
@ 10%. Fixation benefit on promotion should be
minimum of 2 increments.
17)
No
restriction on study leave.
18)
Health
Card system with cashless facility for all CG employees should be introduced.
19)
Housing
scheme for all CG employees to be introduced.
20)
Loan
for purchase of vehicles to be enhanced.
Ceiling/entitlement for availing 4-wheeler loans should be removed. Loan amount permissible for 2-wheelers to be Rs.60000/- and
4-wheelers be Rs.5.00 lakhs.
21)
HBA
scheme as recommended by 6th CPC may be introduced.
22)
CGEGIS
amount to be enhanced to minimum Rs.5.00 lakhs.
23)
Classification
of services :
‘A’, ‘B’, ‘C’ classification may end. New classification may be introduced as
(a) Gazetted Officers
(b) Non-gazetted Officers
(c) Non-gazetted Staff.
24)
DA merger
whenever DA % reaches
50 %.
25)
Pay Commission
to be constituted
every 5 years
as for PSUs.
