Sauce for the goose is (not) sauce for the gander

Expose double standards

There's an old saying, "What is sauce for the goose is sauce for the gander." This
meshes well with the Golden Rule, or ethic of reciprocity, which is a key moral
principle in many religions and philosophies This phrase, in a nutshell exposes
"double standard., being practiced by the goernment !"#$ combine in denying ,
delaying our %ust demand of &' ( increase.
)espite economic growth taking a tumble * from oer +( to sub '( * and the
goernment caught in a fiscal bind as reenues diminish, non plan expenditure is
all set to swell with reised salaries of goernment employees salaries with the
,th -ay .ommission kicking in from &/01.,in a sop to its employees ahead of the
elections, among the flurry of proposals cleared by the cabinet was the terms of
reference for the new -ay .ommission then 2-$ goernment on 3ebruary &4,
&/05 announced constitution of the 6eenth -ay .ommission to reise salary and
pension for about 4/ lakh staff and pensioners. The recommendations of the new
-ay .ommission, which will be constituted shortly, will be implemented from
7anuary 0, &/01."The then -rime 8inister 8anmohann 6ingh approed the
constitution of the ,th -ay .ommission. "ts recommendations are likely to be
implemented with effect from 7anuary 0, &/01", then 3inance 8inister -
.hidambaram said in a statement.
The .ongress and the employees union hailed the decision of the 2nited
-rogressie $lliance 92-$*"": goernment.
The union, howeer, demanded that the pay panel's award be implemented with
retrospectie effect from 7anuary 0, &/00.
.ommerce and "ndustry 8inister $nand 6harma said; ""t is the right of the
employees to hae -ay .ommission ...when the recommendations come, the
goernment will be able to implement 9it:. <ou do not do something for which you
do not hae money aailable.
The outflow from the central exche=uer will be massie. The preious
commissions hae cost it as much as Rs & lakh crore 9excluding expenses for
railway and state goernment employees: and seerely impacted the fiscal
situation of both the central exche=uer and departments like the railways, the
aftereffects of which are being felt till date. >onetheless, analysts expect the ,th
panel to suggest ?*?.' times hike in salaries across arious grades according to
some reports, with the goernment een considering merging '/( )$ 9which in
itself will be increased by 0/( to 0//( by end of 3ebruary: with basic pay of
employees, which would further negatiely impact outgo on other allowances like
the house rent allowance 9@R$:.

With inflation aeraging at +( in the last few years, the need for an increase in
pay for the oer , million central goernment employees cannot be a point of
debate. We can also discount for a moment the =uantum of hikes, een though
salaries hae tripled eery 0/ years * a much faster growth rate than in the priate
sector according to an analysis done by The @indu #usiness Aine which estimates
that the aerage wage of a factory worker in @2A increased by less than &.1,
times oer 0/ years.
"t was reported that the commission has also been asked to keep in iew the best
global practices and their adaptability and releance in "ndian conditions while
making the recommendations
"Bxcept for 1th -ay .ommission, all -ay commissions are set up in ?rd year of a
decade....The goernment should attract best of talents as its employees.
-ay .ommissions help in attracting and also retaining best aailable talents,"
.ongress general secretary in*charge for .ommunication $%ay 8aken commented
on the microblogging site Twitter.
@e further said, "The >ational )emocratic $lliance 9>)$: re%ected the legitimate
formation of 1th -ay .ommission in &//?. .ongress set up the 1th -ay
.ommission in &//', now again the ,th .-. in &/0?."
8inistry of 3inance has published gaCette notification on 3ebruary &4, &/05. .
)etails about the terms of reference of the .ommission, tenure are also aailableD
Euestionnaire seeking the considered iews of all stakeholders to be submitted by
7une ?/, &/05 was also put up in the goernment website.
http;!!,cpc.india.go.in! .
" am giing below the TERM OF REFERENCE COM!R"S"ON OF #T$
!N% &T$ CC' E2B6T"F>>$"RB F3 T@B 1-$<.F886"F> $>) ,
T@
-$<
.F88"66"F> $>) $>T"."-$TB) ">.RB$6B WFRGB) F2T #< T@B
2>"F>6 3FR GFHBR>8B>T B8-AF<BB6 to enable the readers to arrie at
their own alue %udgment .
"f one ob(ecti)el* loo+s at the sa,e the ob(ecti)e of the co,,ission is
to e)aluate the COM!R"SON-!R"T. /ET0EEN !. SC!1ES
!N% ER23"S"TES /ET0EEN 4O5ERNMENT !N% T$E
R"5!TE SECTOR to a attract talent6 The essence of to the
reco,,endation is to ob(ecti)el* consider the follo7ing cardinal points
6 co,parison-parit* bet7een pa* scales and per8uisites bet7een
4o)ern,ent and the pri)ate sector
!ttracting Talent
9grade pa*: concept
reasonable 8uantu, of annual incre,ent
Re7ard good perfor,ance;
The principles that go)ern the structure of pension and other
retire,ent benefits;
a*,ent of /onus
That being the case are 7e not (ustified in de,anding parit* 7ith
go)ern,ent e,plo*ees atleast to the le)el of # pa* co,,ission in our <=
bipartite b* de,anding >?@ increase in 7age load that too in pa* slip
co,ponents 60ill the 4o)t-"/! co,bine explain 7ith logical reasons as 7h*
there is paral*sis of 7ill consider our (ustifiable de,ands and our 7age
re)ision is dela*ed b* t7o *ears especiall* 7hen ban+ e,plo*ees ha)e lagged
behind go)ern,ent e,plo*ees and e,plo*ees in financial sector since fifth
bipartite6 6
TERM OF REFERENCE COM!R"S"ON OF #T$ !N% &T$ CC
The belo7 table describes the difference in Ter,s of References bet7een the
earlier pa* co,,ission of #th and &th CC as gien belowI
Ter,s of Reference of the Sixth
Central a* Co,,ission ;*
Ter,s of Reference of the &th Central
a* Co,,ission
.abinet approed TFR of ,th .-. ,th
$. To examine the principles, the date of
effect thereof that should goern the
structure of pay, allowances and other
facilities!benefits whether in cash or in
kind to the following categories of
employees ;*
0. .entral goernment employees J
industrial and non*industrial.
&. -ersonnel belonging to the $ll "ndia
6erices.
?. -ersonnel belonging to the $rmed
3orces.
5. -ersonnel to the 2nion Territories.
'. Ffficers and employees of the "ndian
$udit and $ccounts )epartment.
1. 8embers of the regulatory bodies
9excluding the R#": set up under $cts of
.entral -ay .ommission
The 2nion .abinet today gae its
approal to the Terms of Reference of
,th .entral -ay .ommission 9.-.: as
follows;*
a: To examine, reiew, eole and
recommend changes that are desirable
and feasible regarding the principles
that should goern the emoluments
structure including pay, allowances and
other facilities!benefits, in cash or kind,
haing regard to rationaliCation and
simplification therein as well as the
specialiCed needs of arious
)epartments, agencies and serices, in
respect of the following categories of
employees;*
i. .entral Goernment employees*
industrial and non*industrialD
-arliamentK.
,. Ffficers and employees of 6upreme
.ourt of "ndiaKK.
#. To transform the .entral Goernment
Frganisations into modern, professional
and citiCen*friendly entities that are
dedicated to the serice of the people.
.. To work out a comprehensie pay
package for the categories of .entral
Goernment employees mentioned at
9$: aboe that is suitably linked to
promoting efficiency, productiity and
economy through rationaliCation of
structures, organiCations, systems and
processes within the goernment, with a
iew leeraging economy,
accountability, responsibility,
transparency, assimilation of technology
and discipline.
ii. -ersonnel belonging to the $ll "ndia
6ericesD
iii. -ersonnel of the 2nion TerritoriesD
i. Ffficers and employees of the "ndian
$udit and $ccounts )epartmentD
. 8embers of regulatory bodies
9excluding the Resere #ank of "ndia:
set up under $cts of -arliamentD and
i. Ffficers and employees of the
6upreme .ourt.
b: To examine, reiew, eole and
recommend changes that are desirable
and feasible regarding principles that
should goern the emoluments
structure, concessions and
facilities!benefits, in cash or kind, as
well as retirement benefits of personnel
belonging to the )efence 3orces, haing
). To harmoniCe the functioning of the
.entral Goernment Frganisations with
the demands of the emerging global
economic scenario. This would also take
in account, among other releant factors,
the totality of benefits aailable to the
employees, need of rationaliCation and
simplification, thereof, the preailing
pay structure and retirement benefits
aailable under the .entral -ublic 6ector
2ndertakings, the economic conditions
in the country, the need to obsere fiscal
prudence in the management of the
economy, the resources of the .entral
Goernment and the demands thereon on
account of economic and social
deelopment, defence, national security
and the global economic scenario, and
the impact upon the finances of the
6tates if the recommendations are
adopted by the 6tates.
regard to historical and traditional
parities, with due emphasis on aspects
uni=ue to these personnel.
c: To work out the framework for an
emoluments structure linked with the
need to attract the most suitable talent to
Goernment serice, promote
efficiency, accountability and
responsibility in the work culture, and
foster excellence in the public
goernance system to respond to
complex challenges of modern
administration and rapid political,
social, economic and technological
changes, with due regard to
expectations of stakeholders, and to
recommend appropriate training and
capacity building through a competency
based framework.
d: To examine the existing schemes of
B. To examine the principles which
should goern the structure of pension,
death*cum*retirement gratuity, and
family pension and other terminal or
recurring benefits haing financial
implications to the present and former
.entral Goernment employees
appointed before 7anuary 0, &//5.
3. To make recommendations with
respect to the general principles,
financial parameters and conditions
which should goern payment of bonus
and the desirability and feasibility of
introducing -roductiity Ainked
"ncentie 6cheme in place of the existing
ad hoc bonus scheme in arious
)epartments and to recommend specific
formulae for determining the
productiity index and other related
parameters.
payment of bonus, keeping in iew,
among other things, its bearing upon
performance and productiity and make
recommendations on the general
principles, financial parameters and
conditions for an appropriate incentie
scheme to reward excellence in
productiity, performance and integrity.
e: To reiew the ariety of existing
allowances presently aailable to
employees in addition to pay and
suggest their rationaliCation and
simplification, with a iew to ensuring
that the pay structure is so designed as
to take these into account.
f: To examine the principles which
should goern the structure of pension
and other retirement benefits, including
reision of pension in the case of
employees who hae retired prior to the
G. To examine desirability and the need
to sanction any interim relief till the time
the recommendations of the .ommission
are made and accepted by the
Goernment. K$. i substituted by
8inistry of 3inance Resolution
>o.'!&!&///1*B.""" 9$: dated the ,th
)ecember, &//1. KK$. ii substituted by
8inistry of 3inance Resolution
>o.'!&!&//1*B.""" 9$: dated the 4th
$ugust, &//,.
The .ommission will deise its own
procedure and may appoint such
$disers, institutional consultants and
experts, as it may consider necessary for
any particular purpose. "t may call for
such information and take such eidence,
as it may consider necessary. 8inistries
and )epartments of the Goernment of
"ndia will furnish such information and
documents and other assistance as may
date of effect of these
recommendations, keeping in iew that
retirement benefits of all .entral
Goernment employees appointed on
and after /0./0.&//5 are coered by the
>ew -ension 6cheme 9>-6:.
g: To make recommendations on the
aboe, keeping in iew;
i. the economic conditions in the
country and need for fiscal prudenceD
ii. the need to ensure that ade=uate
resources are aailable for
deelopmental expenditures and welfare
measuresD iii. the likely impact of the
recommendations on the finances of the
6tate Goernments, which usually adopt
the recommendations with some
modificationsD i. the preailing
emolument structure and retirement
be re=uired by the .ommission.
The Goernment of "ndia trusts that
6tate Goernments, 6erice $ssociation
and others concerned will extend to the
.ommission their fullest cooperation and
assistance. The .ommission will hae its
head=uarters in )elhi.
The Commission will make its
recommendations within 18 months of
the date of its constitution. "t may
consider, if necessary, sending reports on
any of the matters as and when the
recommendations are finaliCed.
benefits aailable to employees of
.entral -ublic 6ector 2ndertakingsD and
. the best global practices and their
adaptability and releance in "ndian
conditions.
h: To recommend the date of effect of
its recommendations on all the
aboe. The Co,,ission 7ill ,a+e its
reco,,endations 7ithin <A ,onths
of the date of its constitution. It may
consider, if necessary, sending interim
reports on any of the matters as and
when the recommendations are
finalised. The decision will result in
the benefit of improved pay and
allowances as well as rationalization
of the pay structure in case of Central
overnment employees and other
employees included in the scope of the
!th Central "ay Commission.
#ackground .entral -ay .ommissions
are periodically constituted to go into
arious issues of emolumentsL structure,
retirement benefits and other serice
conditions of .entral Goernment
employees and to make
recommendations on the changes
re=uired
Co,parison of &th CC and #th CC 2uestionnaire
S"BT$ CENTR!1 !. COMM"SS"ON
2uestionnaire
0. Co,parison 7ith public-pri)ate sectors
0.0 6hould there be any comparison!parity between pay scales and per=uisites in
Goernment and the public!priate sectorM
0.& "s it possible to =uantify all other benefits, excluding pay, deried by
employees in Goernment and the public and priate sectors from security of
tenure, promotional aenues, retirement packages, housing and other inisiblesM "n
iew of these benefits, can there be any fair comparison between the salaries
aailable in the goernment is*N*is the salaries in the priate sectorM
0.? "n order to ensure a fair comparison based on principles of e=uity and social
%ustice, would it not also be appropriate to take into account the economic
conditions of large sections of the community that are less priileged than
Goernment employees and many of whom lie below the poerty lineM
&. "nternational co,parisons
&.0 6ome countries hae raised ciil serice pay scales almost to leels prealent
in the priate sector on the hypothesis that a well*paid bureaucracy is likely to be
honest and diligent. To what extent would such a hypothesis be alid and how far
would such a course of action be desirableM
?. ",pact on other organiCations
?.0 6alary structure in the .entral and 6tate Goernments is broadly similar. The
recommendations of the -ay .ommission are likely to lead to similar demands
from employees of 6tate Goernments, municipal bodies, panchayati ra%
institutions O autonomous institutions
Their paying capacity is considerably limited. To what extent should this factor be
considered in deising a reasonable remuneration package for .entral Goernment
employeesM
5. Salaries
5.0 @ow should we determine the salary to be paid to a 6ecretary in the .entral
GoernmentM -lease suggest an appropriate basic pay for a 6ecretaryM .an
appointment to this post be made on a contractual basis where salaries and tenure
are linked to the performance in terms of achieing defined targetsM
5.& What should be the reasonable ratio between the minimum and the maximum
of a pay scaleM
5.? "s it necessary to persist with a pre*determined minimum*maximum ratio on
ideological considerationsM Fr is it more important to ensure efficient
administration by preenting flight of outstanding talent from GoernmentM
'. Relati)ities
'.0 Bmployees in the 6ecretariat 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 aailable to them in field
assignments and the extra effort re=uired for decision*making at the policy leel.
$re these factors alid een today particularly in the context of decentraliCation
and deolution of administratie powersM "s this discrimination between field and
secretariat functionaries een %ustified todayM
1. 4roupD! Ser)ices
1.0 "s there a case for a 2nified .iil 6erice, merging therein all .entral 9both
technical and non*technical: and $ll "ndia 6erices, allowing ertical and
horiContal moementM Fr should there be two distinct streams, one embracing all
the technical serices and the other for non*technical sericesM
1.& )o you feel that the pattern of pay scales for all Group $ 6erices should be
redesignated so as to attract candidates of the re=uisite caliberM Geeping in iew
some of the compensation packages being offered to fresh professionals by the
priate sector, what emoluments would you suggest for an entrant to a Group*$
6erice in GoernmentM
,. rofessional personnel
,.0 6hould there be a higher compensation package for scientists in certain
specialiCed streams!departments like )epartment of 6pace, )epartment of $tomic
BnergyM "f so, what should be the reasonable package in their caseM
4. Classification of posts
4.0 -resently, ciilian posts in the .entral Goernment are classified into four
Groups 9P$L, P#L, P.L O P)L: with reference to their scales of pay. The 3ifth
.entral -ay .ommission had recommended their reclassification into Bxecutie,
6uperisory, 6upporting and $uxiliary 6taff. Would you suggest any changes in
the existing classification or should the classification recommended by 3ifth
.entral -ay .ommission be adopted with!without modificationsM
+. Restructuring of 4roup ECF G E%F posts
+.0 6hould all lower Group P.L functionaries in the 6ecretariat be replaced by
multi*functional Bxecutie $ssistants, who would be graduates and well ersed in
office work, secretarial skills and use of modern office e=uipment including
computersM 6hould similar arrangements can be eoled for Group P.L posts in
other organisations of GoernmentM
+.& 6hould a similar regrouping of Group ) staff into fewer categories capable of
performing dierse functions also be carried outM
0/. a* Scales
0/.0 @ow should a pay scale be structuredM What is a reasonable ratio between the
minimum and maximum of a pay scaleM
0/.& The successie -ay .ommissions hae progressiely reduced the number of
distinct pay scales. The number of scales has therefore come down from more than
'// scales at the time of the 6econd .entral -ay .ommission to '0 scales before
3ifth .entral -ay .ommission, which was brought down to ?? scales by the 3ifth
.entral -ay .ommission. 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. )o 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 scaleM
006 "ncre,ents
00.0 What should be the criteria for determining the rates and fre=uency of
increments in respect of different scales of payM 6hould these bear a uniform or
arying relationship with the minima and!or maxima of the scalesM
0&. Re)ision of pa* scales
0&.0 "s there any need to reise the pay scales periodically especially when 0//(
neutraliCation for inflation is aailable in form of dearness allowanceM
0&.& @ow should pay be fixed in the reised pay scalesM 6hould there be a point*
to*point fixationM "f not, please suggest a method by which it can be ensured that
senior personnel are not placed at a disadantage is*N*is their %uniors and due
weightage is gien for the longer serice rendered by the former.
0?. Co,pensator* !llo7ances
0?.0 "s .ity .ompensatory $llowance a sufficient compensation for the problems
of a large cityM "f )$ and @R$ proide full neutraliCation, do you think ..$
should continueM "s there a need for changing the basis of classification of cities
and the rates of ..$M "f so, please suggest the reised basis and rates.
05. a* and per8uisites for !r,ed Forces
05.0 What should be the basis for determination of pay scales for $rmed 3orces
-ersonnelM
What percentage weightage should be assigned to
9i: parity with ciil serices,
9ii: comparison with priate sector,
9iii: special and haCardous nature of duties, 9i: short career span and 9: restricted
rightsM
05.& @ow should the pay of a soldier, sailor and airman be determinedM @ow
should it relate to the minimum wage in Goernment and the pay of a constable in
paramilitary or internal security forcesM
0'. !bolition of feudalis,
0'.0 6hould all estiges of feudalism in the country like huge residential
bungalows sprawling oer seeral acres, large number of serantsL =uarters,
retinues of personal staff, bungalow peons, use of uniformed personnel as batmen
or on unnecessary security or ceremonial duties etc. be abolishedM -lease make
concrete suggestions.
01. Specific proposals
01.0 "n what manner can .entral Goernment organiCations functioning be
improed to make them more professional, citiCen*friendly and deliery orientedM
01.& -lease outline specific proposals, which could result in;
9i: Reduction and redeployment of staff,
9ii: Reduction of paper work,
9iii: #etter work enironment,
9i: Bconomy in expenditure,
9: -rofessionalisation of serices,
9i: Reduction in litigation on serice matters,
9ii: #etter deliery of serice by goernment agencies to their users.
0,. Ne7 concepts
0,.0 )o you think the concepts of contractual appointment, part*time work,
flexible %ob description, flexi time etc. need to be introduced in Goernment to
change the enironment, proide more %obs and impart flexibility to the working
conditions of employeesM
0,.& 3or improing punctuality!introducing new concepts like flexi time, should
biometric entry!exit be introducedM
0,.? What steps should be taken to ensure that scientists, doctors, engineers and
other professionals with sophisticated education and skills are retained in their
specialiCed fields in GoernmentM 6hould they be appointed on contract with a
higher status and initial pay, adance increments, better serice conditions, etc.M
0,.5 6hould there be lateral moement from Goernment to non*Goernment %obs
and ice ersaM "f so, in which sphere9s: and to what extentM
0,.' "t has been suggested that existing Goernment employees should be
encouraged to shift to employment on contract for specified periods in return for a
substantially higher remuneration package. Would you agreeM
04. erfor,ance !ppraisal
04.0 "n what way should be present system of performance appraisal be changedM
6hould be $.R be an open documentM
04.& @ow far has the introduction of self*assessment helped in the process of
appraisalM
04.? 6hould appraisal be done for an entire team instead of for indiidualsM
04.5 "n what manner can Goernment employees be made personally accountable
for their acts of omission or commission, without any special safeguardsM
Would you recommend any amendments to $rticle ?00 of the .onstitution,
6ection 0+, of the .ode of .riminal -rocedure, 6ection 0, and 0+ of the
-reention of .orruption $ct, 0+44 and arious rules relating to conduct of
Goernment serants and disciplinary proceedingsM
0+. $olida*s
0+.0 Gindly comment on the appropriateness of adopting a fie*day week in
Goernment offices when other sectors follow a six day week. -lease also state
whether the number of GaCetted holidays in Goernment offices should be
reducedM -lease also comment on the appropriateness of declaring GaCetted
holidays for all ma%or religious festials.
0+.& What do you think is the state of work ethics and punctuality in Goernment
officesM Gindly suggest ways of improing these
&th CENTR!1 !. COMM"SS"ON
Euestionnaire
&th CC 2uestionnaire
<6 Salaries
0.0 The considerations on which the ,ini,u, salar* in case of the lowest Group
P.L functionary and the ,axi,u, salar* in case of a 6ecretary leel officer may
be determined and what should be the reasonable ratio bet7een the t7o.
0.& What should be the considerations for determining salary for arious leels of
functions falling between the highest leel and the lowest leel functionariesM
>6 Co,parisons
&.0 6hould there be any comparison!parity between pa* scales and per8uisites
bet7een 4o)ern,ent and the pri)ate sectorM "f so, whyM "f not, why notM
&.& 6hould there at all be any comparison!parity between pay scales and
per=uisites between Goernment and the public sectorM "f so, whyM "f not, why
notM
&.? The concept of ariable pay has been introduced in .entral -ublic 6ector
Bnterprises by the 6econd -ay Reision .ommittee. "n the case of the
Goernment is there merit in introducing a ariable component of payM .an such
ariable pay be linked to performanceM
H6 !ttracting Talent
?.0 )oes the present compensation package attract suitable talent in the $ll "ndia
6erices O Group $ 6ericesM What are your obserations and suggestions in this
regardM
?.& To what extent should goernment compensation be structured to attract
special talentM
I6 a* Scales
5.0 The 1th .entral -ay .ommission introduced the s*ste, of a* /ands and
4rade a* as against the system of specific pay scales attached to arious posts.
What has been the impact of running pay bands post implementation of 1th .-.
recommendationsM
5.& "s there any need to bring about any changeM
5.? )id the pay bands recommended by the 6ixth .-. help in arresting exodus
and attract talent towards the GoernmentM
5.5 6uccessie -ay .ommissions hae reduced the number of pay scales by
merging one or two pay scales together. "s there a case for the number of pay
scales! pay band to be rationaliCed and if so in what mannerM
5.' "s the 9grade pa*: concept 7or+ing; "f not, what are your alternatie
suggestionsM
?6 "ncre,ent
'.0 Whether the present system of annual increment on 0st 7uly of eery year
uniformly in case of all employees has ser)ed its purpose or not; Whether any
changes are re=uiredM
'.& What should be the reasonable 8uantu, of annual incre,ent;
'.? Whether there should be a proision of ariable increments at a rate higher
than the normal annual increment in case of high achieersM "f so, what should be
transparent and ob%ectie parameters to assess high achieement, which could be
uniformly applied across .entral GoernmentM
'.5 2nder the 8$.- scheme three financial up*gradations are allowed on
completion of 0/, &/, ?/ years of regular serice, counted from the direct entry
grade. 0hat are the strengths and 7ea+nesses of the sche,e; "s there a
perception that a scheme of this nature, in some )epartments, actually incentiiCes
people who do not wish to take the more arduous route of =ualifying departmental
examinations! or those obtaining professional degreesM
#6 erfor,ance
What +ind of incenti)es would you suggest to recogniCe and re7ard good
perfor,anceM
&6 ",pact on other organiCations
6alary structures in the .entral and 6tate Goernments are broadly similar. The
recommendations of the -ay .ommission are likely to lead to similar demands
from employees of 6tate Goernments, municipal bodies, panchayati ra%
institutions O autonomous institutions. To what extent should their paying
capacity be considered in deising a reasonable re,uneration pac+age for
Central 4o)t6 e,plo*eesM
A6 %efence Forces
4.0 What should be the considerations for fixing salary in case of )efence
personnel and in what manner does the parit* 7ith ci)il ser)ices need to be
e)ol)ed, keeping in iew their respectie %ob profilesM
4.& "n what manner should the concessions and facilities, both in cash and kind,
be taken into account for determining salary structure in case of )efence 3orces
personnel.
4.? $s per the >oember &//4 orders of the 8inistry of )efence, there are a total
of 5' types of allowances for -ersonnel #elow Ffficer Rank and ?+ types of
allowances for Ffficers. )oes a case exist for rationaliCation- strea,lining of the
current )ariet* of allo7ancesM
4.5 What are the options aailable for addressing the increasing expenditure on
defence pensionsM
4.' $s a measure of special recognition, is there a case to reiew the present
benefits proided to war widowsM
4.1 $s a measure of special recognition, is there a case to reiew the present
benefits proided to disabled soldiers, commensurate to the nature of their
disabilityM
J6 !llo7ances
+.0 Whether the existing allowances need to be retained or rationaliCed in such a
manner as to ensure that salary structure takes care not only of the %ob profile but
the situational factors as well, so that the nu,ber of allo7ances could be at a
realistic le)el;
+.& What should be the principles to deter,ine pa*,ent of $ouse Rent
!llo7anceM
<=6 ension
0/.0 The retirement benefits of all .entral Goernment employees appointed on
or after <6<6>==I a re co)ered b* the Ne7 ension Sche,e 9>-6:. What has
been the experience of the >-6 in the last decadeM
0/.& $s far as preD<6<6>==I appointees are concerned, what should be the
principles that goern the structure of pension and other retire,ent benefitsM
<<6 Strengthening the public go)ernance s*ste,
00.0 The 1th .-. recommended upgrading the skills of the Group ) employees
and placing them in Group . oer a period of time. 0hat has been the
experience in this regard;
00.& "n what way can .entral Goernment organiCations functioning be improed
to make them more efficient, accountable and responsibleM -lease gie specific
suggestions with respect to;
a: Rationalisation of staff strength and ,ore producti)e deplo*,ent of
a)ailable staffD
b: Rationalisation of processes and reduction of paper workD and
c: Bconomy in expenditure.
<>6 Training- building co,petence
0&.0 @ow would you interpret the concept of Qco,petenc* based fra,e7or+RM
0&.& Fne of the terms of reference suggests that the .ommission recommend
appropriate training and capacity building through a competency based
framework.
a: "s the present leel of training at arious stages of a personLs career considered
ade=uateM $re there gaps that need to be filled, and if so, whereM
b: 6hould it be made compulsory that each ciil serice officer should in his career
span ac=uire a professional =ualificationM "f so, can the nature of the study, time
interals and the "nstitution9s: whose =ualification are acceptable, all be
stipulatedM
c: What other indicators can best measure training and capacity building for
personnel in your organiCationM -lease suggest ways through which capacity
building can be further strengthenedM
<H6 Outsourcing
0?.0 What has been the experience of outsourcing at arious leels of Goernment
and is there a case for streamlining itM
0?.& "s there a clear identification of (obs that can be outsourced;
<I6 Regulator* /odies
05.0 Gindly list out the Regulators set up under r $cts of -arliament, related to
your 8inistry! )epartment. The total number of personnel on rolls 9.hairperson
and members S support personnel: may be indicated.
05.& Regulators that may not =ualify in terms of being set up under $cts of
-arliament but perform regulatory functions may also be listed. The scale of pay
for .hairperson !8embers and other personnel of such bodies may be indicated.
05.? $cross the Goernment there are a host of Regulatory bodies set up for
arious purposes. What are your suggestions regarding emoluments structure for
Regulatory bodiesM
<?6 a*,ent of /onus
Fne of the terms of reference of the ,th -ay .ommission is to examine the
existing schemes of payment of bonus. 0hat are *our suggestions and
obser)ations in this regard
&th CC expected pa* scales and a brief on re)ious a* Co,,issions
First a* Co,,ission
The first pay commission was constituted in 0+51 and the goernment appointed
6riniasa Haradacharia as .hairman of this commission. The first pay commission
was based upon the idea of Qliing wagesR to the employees, this idea was taken
from the "slington .ommission and the commission obsered that Qthe test
formulated by the "slington .ommission is only to be liberally interpreted to suit
the conditions of the present day and to be =ualified by the condition that in no
case should be a manLs pay be less than a liing wage.
The minimum basic pay for .lass "H staff has been raised from Rs. 0/!* to Rs. ?/!*
and for .lass """ from Rs. ?'!* to Rs. 1/!* per month.
The .ommission had fixed Rs. ''!* as minimum wage 9Rs. ?/ plus Rs. &' as
)earness $llowance:. The recommendations were accepted and implemented in
0+51.
Second a* Co,,ission
0/ years after independence, the second pay commission was set up in $ugust
0+',. 6hri 7aganath )as was appointed as .hairman of this .ommission. The
second pay commission finished its report within two years and submitted it to the
Goernment. The recommendations of the second pay commission had a financial
impact of Rs ?+1 million.The second pay commission reiterated the principle on
which the salaries hae to be determined. "t stated that the pay structure and the
working conditions of the goernment employee should be crafted in a way so as
to ensure efficient functioning of the system by recruiting persons with a minimum
=ualification. The .ommission reised the pay scales by merging '/( of the
)earness $llowance with basic -ay and it recommended Rs. 4/ as the minimum
remuneration9#asic -ay Rs. ,/plus )$ Rs.0/!*: payable to a Goernment
employee.
Third a* Co,,ission
6hri. Raghubir )ayal was appointed as .hairman of the third pay commission. "t
was set up in $pril 0+,/ and gae its report in 8arch 0+,?. The commission took
almost ? years to submit the report,. The main demand of employees for a need
based minimum wage as per the norms of 0'th "ndian Aabour .onference was
accepted in principle een though .ommission eoled its own concept of need
based wage.
The Third -ay .ommission recommended 8inimum remuneration of Rs. 04' per
month.
#y taking into the consideration of employeeLs iews Goernment modified some
of the recommendations of the .ommission and minimum wage was raised from
Rs. 04' per month to Rs. 0+1!* per month.
The pay scales of group P)L, P.L and P#L of Third -ay commission and "H pay
commission gien below. "n the case of minimum basic pay of each scale of -ay in
the two pay commissions recommended scales gien below , it is to be kept in
mind that 5th .-. pay was increased by &.4 to ?.4 times from ?rd .-..
""" -$< .F88"66"F> H6 "H -$< .F88"66"F> GRF2- ),. and #
6.> """ -$< .F88"66"F> -$< 6.$AB6
"H -$< .F88"66"F>
-$< 6.$AB
">.RB$6B
9T: T"8B6
0.
a: 0+1*?*&&/*B#*?*&?&
,'/*0&*4,/*B#*05* +5/ ?.4
b: &//*?*&0&*5*&?&*B#*5*&5/96G:
&.
a: &//*?*&0&*5*&?&*B#*5*&5/
,,'*0&*+''*B#*05*0/&' ?.4
b: &//*?*&/1*5*&?5*B#*5*&'/
?.
a:.&0/*5*&'/*B#*'*&,/
4//*0'*0/0/*B#*&/*00'/ ?.4
b: &0/*5*&&1*B#*5*&'/*B#*'&+/
5. &&'*'*&1/*1*B#*1*?/4 4&'*0'*+//*B#*&/*0&// ?.,
'. &1/*?&1*B#*4*?'/ +'/*&/*00'/*B#*&'*05// ?.,
1.
a: &+/*1*?&1*B#*4*?'/
+'/*&/*00'/*B#*&'*0'// ?.5
b: &1/*1*&+/*B#*1*?&1*4*?11*B#*4*
?+/*0/*5//
,.
&1/*4*?//*B#*4*?5/*0/*?4/*B#*0/*
5?/
+,'*&'*00'/JB#*?/*0'5/ ?.,
4. ??/*4*?,/*0/*5//*B#*0/*54/ 0&//*?/*055/JB#*?/*04/ ?.1
+. a: ??/*0/*?4/*B#*0&*'//*B#*0'*'1/ 0&//*?/*0'1/*B#*5/*&/5/ ?.1
0/.
a: ?4/*0&*'//*0'*'?/
0?&/*?/*0'1/*B#*5/*&/5/ ?.'
b: ?4/*0&*'//*B#*0'*'1/
00.
a:?4/*0&*55/*B#*05*'1/*B#*&/*15/
0?'/*?/*055/*5/*04//*
B#*'/*&&//
?.'
b: 5&'*0'*'?/*B#*0'*'1/*&/*1//
0&.
c: 5&'*0'*'1/JB#*&/*15/
05//*5/*04//*B#*'/*&?// ?.? b: 5&'*0'*'//*B#*0'*'1/*&/*,//
c: 5''*0'*'1/*&/*,//
0?.
a: 5&'*0'*'//*B#*0'*'1/*&/*15/*B#*
&/*,//*&'*,'/
05//*5/*01//*'/*&?//*
B#*1/*&1//
?.? b: 5&'*0'*'//*B#*0'*'1/*&/*,//*B#*
&'*4//
c: 5,/*0'*'?/*B#*&/1'/*B#*&'*,'/
05.
a: ''/*&/*1'/*&','/
01//*'/*&?//*B#*1/*&11/ &.+
b: ''/*&/*1'/*&'*4//
0'.
a: '//*&/*,//*B#*&'*+//
015/*1/*&1//*B#*,'*&+// ?.0
b: ''/*&'*,'/*B#*?/*+//
01.
a: 1'/*?/*,5/?'*4//*B#*5/*+1/
&///*1/*&?//*B#*,'*?&// &.4
b: 1'/*?/*,5/*?'*44/*B#*5/*0/5/
c: ,//*?/*,1/*?'*+//
d: ,,'*?'*44/*5/*0///
0,.
1'/*?/*,5/*?'*40/*B#*44/*5/*0///*
B#*5/*0&//
&///*1/*&?//*B#*,'*
?&//*0//*?'//
?./
04.
a: 45/*5/*0/5/
&?,'*,'*?&//*B#*0//*
?'//
&.4
b: 45/*5/*0///*B#*5/*0&//
0+. a: 1'/*?/*,5/*?'*44/*B#*5/*0/5/ &///*1/*&?//*B#*?&//* ?./
0//*?'//
b: 1'/*?/*,5/*?'*40/*B#*?'*44/*5/*
0///*B#*5/*0&//
FO3RT$ !. COMM"SS"ON
The 3ourth -ay .ommission was constituted in 7une 0+4? and its .hairman was
6hri. - > 6inghal. #ut the report of 5th .-. was submitted to goernment in three
phases within the period of four years. There from it was started maintaining huge
gap between lowest grade and highest grade as for as pay is concerned.
There was a huge difference in basic pay between lowest grade and highest grade
in "H pay commission pay scales. The basic pay of lowest grade was Rs.,'/,
where as highest grade was Rs.+///. The pay of top most grade was 0& times
higher than the pay of Group ) employee. The 3ourth .-. had recommended the
goernment to constitute permanent machinery to undertake periodical reiew of
pay and allowances of .entral Goernment employees, but which got neer
implemented.
F"FT$ !. COMM"SS"ON
The 3ifth -ay .ommission was set up in 0++5. The chairman of fifth pay
commission was 7ustice 6. Ratnael -andian. The commission gae its report in
7anuary 0++,. Goernment accepted most of the recommendations and issued
appropriate order in 7uly 0++,. The recommendations were implemented with
effect from 0*0*0++1. "t recommended to reduce the number of pay scale from '0
to ?5. "t is noted that about +?( of the employees were in Group ? and Group 5
The minimum 6tarting -ay has been reised from Rs. ,'/! to Rs. &''/!*. "n this,
the pay of 'th .-. scale were about ? times higher than the pay of "H .-. pay
6cale. The pay scale starts from Rs.&''/ and ends up with Rs.?////. The hike of
0& times between low leel and top leel was also maintained in H pay
commission.
The pay scale of "H pay commission and H pay commission are gien below. we
need all this reference for working out to reach a formula to infer what would be
the increase in H"" pay commission.
"H .-. -$< 6.$AB6 H6 H .-. -$< 6.$AB6
3F2RT@ -$< .F88"66"F> -$<
6.$AB6
3"3T@ -$< .F88"66"F>
-$< 6.$AB6
">.RB$6B
T T"8B6
0 ,'/*0&*4,/*05*+5/ 6*0 &''/*''*&11/*1/*?&// ?.5
& ,,'*0&*4,0*05*0/&' 6*& &10/*1/*?0'/*1'*?'5/ ?.?
? 4//*0'*0/0/*&/*00'/ 6*? &1'/*1'*??//*,/*5/// ?.?
5 4&'*0'*+//*&/*0&// 6*5 &,'/*,/*?4//*,'*55// ?.?
' +'/*&/*00'/*&'*05// +'/*&/*
00'/*&'*0'//00'/*&'*0'//
6*' ?/'/*,'*?+'/*4/*5'+/ ?.&
1 +,'*&'*00'/*?/*0'5/ +,'*&'*
00'/*?/*011/
6*1 ?&//*4'*5+// ?.?
, 0&//*?/*055/*?/*04//0&//*?/*
0'1/*5/*&/5/ 0?&/*?/*0'1/*5/*
&/5/
6*, 5///*0//*1/// ?.?
4 0?'/*?/*055/*5/*04//*'/*&&//
05//*5/*04//*'/*&?//
6*4 5'//*0&'*,/// ?.?
+ 05//*5/*01//*'/*&?//*1/*&1//
01//*'/*&?//*1/*&11/
6*+ '///*0'/*4/// ?.'
0/ 015/*1/*&1//*,'*&+// 6*0/ ''//*0,'*+/// ?.?'
00 &///*1/*&0&/ 6*00 1'//*&//*1+// ?.&'
0& &///*1/*&?//*,'*?&// &///*1/*
&?//*,'*?&//*?'//
6*0& 1'//*&//*0/'// ?.&'
0? &?,'*,'*?&//*0//*?'// &?,'*,'*
?&//*0//*?'//*0&'*?,'/
6*0? ,5'/*&&'*00'// ?.0?
05 &'//*5/// 9proposed new pre*
reised scale:
6*05 ,'//*&'/*0&/// ?
0' &&//*,'*&4//*0//*5/// &?//*0//*
&4//
6*0' 4///*&,'*0?'// ?.'
01 &1?/!* 3"TB) 6*01 +///!* 3"TB) ?.5&
0, &1?/*,'*&,4/ 6*0, +///*&,'*+''/ ?.5&
04 ?0'/*0//*??'/ 6*04 0/?&'*?&'*0/+,' ?.&
0+ ?///*0&'*?1&' ?///*0//*?'//*
0&'*5'// ?///*0//*?'//*0&'*'///
6*0+ 0////*?&'*0'&// ?.?
&/ ?&//*0//*?,//*0&'*5,// 6*&/ 0/1'/*?&'*0'4'/ ?.?&
&0 ?,//*0'/*55'/ ?,//*0&'*5,//*
0'/*'///
6*&0 0&///*?,'*01'// ?.&5
&& ?+'/*0&'*5,//*0'/*'/// 6*&& 0&,'/*?,'*01'// ?.&&
&? ?,//*0&'*5+'/*0'/*',// 6*&? 0&///*?,'*04/// ?.&5
&5 50//*0&'*54'/*0'/*'?// 5'//*
0'/*',//
6*&5 05?//*5//*04?// ?.5
&' 54//*0'/*',// 6*&' 0'0//*5//*04?// ?.0
&1 '0//*0'/*',// '0//*0'/*10'/ 6*&1 015//*5'/*&//// ?.&
'0//*0'/*',//*&//*1?//
&, '0//*0'/*1?//*&//*1,// 6*&, 015//*5'/*&/+// ?.&
&4 5'//*0'/*',//*&//*,?// 6*&4 05?//*5'/*&&5// ?.0
&+ '+//*&//*1,// '+//*&//*,?// 6*&+ 045//*'//*&&5// ?.0
?/ ,?//*0//*,1// 6*?/ &&5//*'&'*&5'// ?
?0 ,?//*&//*,'//*&'/*4/// 6*?0 &&5//*1//*&1/// ?
?& ,1//!* 3"TB),1//*0//*4/// 6*?& &5/'/*1'/*&1/// ?.0
?? 4///!* 3"TB) 6*?? &1///!* 3"TB) ?.&
?5 +///!* 3"TB) 6*?5 ?////!* 3"TB) ?.?
S"BT$ !. COMM"SS"ON
"nitially the then goernment refused to set up sixth pay commission to reiew the
pay and allowances of central goernment employees. The then finance minister
told that there was no need to constitute next pay commission since '/ ( dearness
allowance was already merged with the basic pay. The employees had threatened
to go on a nationwide strike if the goernment failed to set up 1th pay commission.
"n 7uly &//1, the .abinet approed setting up of the sixth pay commission. This
commission has been set up under the .hairmanship of 7ustice #.>.6rikrishna
with a timeframe of 04 months to submit the report. The cost of hikes in salaries is
anticipated to be about Rs. &/,/// crore for a total of ?.' million goernment
employees. The commission submitted the Report to the Goernment on 8arch,
&5, &//4.
The 6ixth -ay .ommission mainly focused on remoing ambiguity in respect of
arious pay scales and mainly focused on reducing number of pay scales ."t
recommended for remoal of Group*) cadre.
The 3ifth .-. had compressed many scales. The number of pay scales was
reduced from '0 pay scales as on ?0.0&.0++' to ?5 pay scales by the 3ifth .-.. "n
many cases, this led to the promotion and feeder cadres being placed in an
identical pay scale. $lthough )epartment of Bxpenditure issued orders that
existence of the feeder and promotion posts in the same pay scale will not
constitute an anomaly, howeer, these orders hae consistently been re%ected by
the arious courts of this country. The sixth pay .ommission, therefore, decided to
eole a new system of pay scales that would effectiely address most of the
existing anomalies.
To remoe stagnation, introduction of running pay bands for all posts in the
Goernment presently existing in scales below that of Rs.&1,/// 9fixed:.
The total number of grades reduced to &/ spread across four distinct running pay
bandsD one $pex 6cale and another grade for the post of .abinet
6ecretary!e=uialent as against ?' standard pay scales existing earlier.
3our distinct running pay bands being recommended J one running band each for
all categories of employees in groups P# Land P. Lwith & running pay bands for
Group $ posts.
$nnual increments to be paid in form of three percent of the total of pay in the -ay
#and and the corresponding grade pay. The date of annual increments, in all cases,
is first of 7uly. Bmployees completing six months and aboe in the scale as on 7uly
0 will be eligible.
The reised pay bands hae been implemented retrospectiely from 0.0.&//1. The
3ifth .-. also had recommended implementation of the next -ay .ommissionLs
reised pay scales from 0.0.&//1. This was also in consonance with demands of a
ma%ority of the $ssociations of Goernment employees that had sought
implementation of 6ixth .-. reised pay scales from 0.0.&//1.
8inimum salary at the entry leel of -#*0 pay band is Rs.,/// 9Rs.'&// as pay in
the pay band plus Rs.04// as grade pay:. 8aximum salary at the leel of
6ecretary!e=uialent is Rs.4////. The minimum; maximum ratio 0;0&. The
increase from H .-. to H" .-. in all grades starts from &.5 times to ?., times.
The increase ratio between 'th pay commission and 1th pay commission is 0;?
3"3T@ -$< .F88"66"F> -$< 6.$AB Hs 6"TT@ -$< .F88"66"F> -$<
6TR2.2RB
H .-. -ay 6cale 6ixth .-. -ay 6tructure
"ncrease
9T:Times
6l.
>o.
-ost!
Grade
6cale of -ay >ame
of -ay
#and!
6cale
.orresponding
-ay #ands
.orresponding
Grade -ay
Bntry
Grade
Sband
pay
90: 9&: 9?: 95: 9': 91:
0 6*0
&''/*''*&11/*
1/*?&// *06 555/*,55/ 0?//
& 6*&
&10/*1/*?0'/*
1'*?'5/ *06 555/*,55/ 05//
? 6*&$
&10/*1/*&+0/*
1'*??//*,/*
5///
*06 555/*,55/ 01//
5 6*?
&1'/*1'*??//*
,/*5/// *06 555/*,55/ 01'/
' 6*5
&,'/*,/*?4//*
,'*55// -#*0 '&//*&/&// 04// ,/// &.'5
1 6*'
?/'/*,'*?+'/*
4/*5'+/ -#*0 '&//*&/&// 0+// ,,?/ &.'?
, 6*1
?&//*4'*5+//
-#*0 '&//*&/&// &/// 451/ &.15
4 6*,
5///*0//*1///
-#*0 '&//*&/&// &5// ++0/ &.5,
+ 6*4
5'//*0&'*,///
-#*0 '&//*&/&// &4// 00?1/ &.'&
0/ 6*+
'///*0'/*4///
-#*& +?//*?54// 5&// 0?'// &.,
00 6*0/
''//*0,'*+///
-#*& +?//*?54// 5&//
0& 6*00
1'//*&//*1+//
-#*& +?//*?54// 5&//
0? 6*0&
1'//*&//*0/'//
-#*& +?//*?54// 51// 0,05/ &.1?
05 6*0?
,5'/*&&'*00'//
-#*& +?//*?54// 51//
0' 6*05
,'//*&'/*0&///
-#*& +?//*?54// 54// 040'/ &.5&
01 6*0'
4///*&,'*0?'//
-#*& +?//*?54// '5// &0/// &.1&
0, >ew
6cale
4///*&,'*
0?'//9Group $
Bntry:
-#*? 0'1//*?+0// '5//
04 6*01
+///
-#*? 0'1//*?+0// '5//
0+ 6*0,
+///*&,'*+''/
-#*? 0'1//*?+0// '5//
&/ 6*04
0/?&'*?&'*
0/+,' -#*? 0'1//*?+0// 11// &''?/ &.5,
&0 6*0+
0////*?&'*
0'&// -#*? 0'1//*?+0// 11//
&& 6*&/
0/1'/*?&'*
0'4'/ -#*? 0'1//*?+0// 11//
&? 6*&0
0&///*?,'*
01'// -#*? 0'1//*?+0// ,1// &+'// &.5'
&5 6*&&
0&,'/*?,'*
01'// -#*? 0'1//*?+0// ,1//
&' 6*&?
0&///*?,'*
04/// -#*? 0'1//*?+0// ,1//
&1 6*&5
05?//*5//*
04?// -#*5 ?,5//*1,/// 4,// 510// ?.&?
&, 6*&'
0'0//*5//*
04?// -#*5 ?,5//*1,/// 4,//
&4 6*&1
015//*5'/*
&//// -#*5 ?,5//*1,/// 4+// 5+0// &.++
&+ 6*&,
015//*5'/*
&/+// -#*5 ?,5//*1,/// 4+//
?/ 6*&4
05?//*5'/*
&&5// -#*5 ?,5//*1,/// 0//// '?/// ?.,
?0 6*&+
045//*'//*
&&5// -#*5 ?,5//*1,/// 0////
?& 6*?/
&&5//*'&'*
&5'// -#*5 ?,5//*1,/// 0&/// '+0// &.1?
?? 6*?0
&&5//*1//*
&1/// @$GS
6cale
,''//* 9ann
increment U ?(:
*4////
>il ?.0?
?5 6*?&
&5/'/*1'/*
&1/// @$GS
6cale
,''//* 9annual
increment U ?(:
*4////
>il ?.0?
?' 6*??
&1/// 93ixed:
$pex
6cale
4//// 93ixed: >il ?./,
?1 6*?5
?//// 93ixed:
.ab.
6ec.
+//// 93ixed: >il ?
&CC esti,ated a* Scales
Fbiously it is simple thing, we can say it a mathematical coincidence that we
hae in common in all preious pay commission, but we cannot neglect this.
#ecause it was there, eery time it is noticed that the reised pay was
approximately three times higher than its pre reised pay. $part from all the
factors which has been used to determine the pay reision, we can use this simple
formula Pcommon multiplying factorL to know the ,th pay commission pay scale .
"f next pay commission prefer to continue the same running pay band and grade
pay system for seenth pay commission also, the pay structure may be like the
following pro%ected figures gien below, using common multiplying factor P?L.
The 3ollowing is only the pro%ected figure using common multiplying factor P?L
6"TT@ .-. -$< 6TR2.T2RB
-RF7B.TB) -$<
6TR2.T2RB 3FR >BTT
9H"": -$< .F88"66"F>
>ame
of -ay
#and!
6cale
.orresponding -ay
#ands
.orresponding
Grade -ay
Bntry
Grade
Sband
pay
-ro%ected entry leel pay using
uniform multiplying factorV ?L
#and -ay
Grade -ay
Bntry
-ay
-#*0 '&//*&/&// 04// ,/// 0'1//*
1/1//
'5// &0///
-#*0 '&//*&/&// 0+// ,,?/ 0'1//*
1/1//
',// &?0+/
-#*0 '&//*&/&// &/// 451/ 0'1//*
1/1//
1/// &'?4/
-#*0 '&//*&/&// &5// ++0/ 0'1//*
1/1//
,&// &+,?/
-#*0 '&//*&/&// &4// 00?1/ 0'1//*
1/1//
45// ?5/4/
-#*& +?//*?54// 5&// 0?'// &++//*
0/55//
0&1// 5/'//
-#*& +?//*?54// 51// 0,05/ &++//*
0/55//
0?4// '05&/
-#*& +?//*?54// 54// 040'/ &++//*
0/55//
055// '55'/
-#*? 0'1//*?+0// '5// &0/// &++//*
0/55//
01&// 1?///
-#*? 0'1//*?+0// 11// &''?/ 514//*
00,?//
0+4// ,1'+/
-#*? 0'1//*?+0// ,1// &+'// 514//*
00,?//
&&4// 44'//
-#*5 ?,5//*1,/// 4,// 510// 00&&//*
&/0//
&10// 0?4?//
-#*5 ?,5//*1,/// 4+// 5+0// 00&&//*
&/0//
&1,// 05,?//
-#*5 ?,5//*1,/// 0//// '?/// 00&&//*
&/0//
?//// 0'+///
@$G 1,///* 9ann
increment U ?(:
*,+///
>il &/0///
@$GS
6cale
,''//* 9ann
increment U ?(:
*4////
>il &&1'//
$pex
6cale
4//// 93ixed: >il &5////
.ab. +//// 93ixed: >il &,////
6ec.
6ource; G6erants
http;!!www.gserants.com!