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IRCON INTERNATIONAL LIMITED
Civil, Mechanical, Electrical, Communications and Turnkey Contractors
(A Govt. of India Undertaking)

NO: lRCON/IIRM/P&A/3rd PRC & 7lh 1)(/31 Dated: 13.12.2017

CIRCULAR NO. 7S/2017


All Project in India and Abroad.

Sub: - Revision of pay scale and allowances of Board level and below Board level executives and staff
in lOA scale of pay w. e. f.01.01.2017.

Consequent upon issue of notification by DPE on revision of lOA scales of pay vide its OM No. W-
02/0028/2017-DPE (WC)-GL-XIII/17 dated 03.08.2017 (Annexure - A) & OM no. W-02/0028/2017-DPE
(WC)-GL-XIV /17 dated 04.08.2017 (Annexure - B), and approval thereof by BoO of IRCON in its 237th BoO
meeting held on 28.09.2017 & Minislry of Railways vide order No. 2017/PL/44/07 dated 24.11.2017, the
pay scales, DA, HRA and other allowances in respect of employees governed by lOA pay scales stands
revised as indicated below:

1. Revision of Scales:
The revised pay scales of Board level, below Board level executives staff as approved by Ministry of
Railway and indicated in Annexure - C shall be applicable w.e.f. 01.01.2017.

2. Fitment Benefit:
A uniform full fitment benefit of ] SO;i) 01 Basic Pay + DA shall be applicable. To arrive at the revised
Basic Pay as on 01.01.2017 fitment methodology shall be as under;
- .- - -- -- --
A B C 0
[Revised BP as on
01,01.2017]
BaSIC i-ay + Stagnation + Industrial De arness + 15% of = Aggregate amount
increment(s) as on Allowance (I DA) (A+B) rounded off to the
31.12.2016 (W119.5% as next Rs.10/-.
(Personal Pay/Special Pay applicable on
not to be included) '1.1.2017 -- ----
_.- - - -- - - -- --- c-.

" d 131) a s- on 01 .,01 2017 arrivcd 'so is less than the minimum of the revised pay scale, pay
In case revise
will be fixed at the minimum of the revised pay scale,

3. Increment:
of 30f() of' 131) will be applicable for both annual increment as well as promotion
1\ uniform rate It

increment.

4. Stagnation Increment:
Joint of ray scale, an executive would be allowed to draw sta.~n.~titohne
In case of reaching the end l . of three such increments proviceo
increment, one after every LWO years upto a maximum
executives gets a performance raung 01 'Good' or above.

,,~ -.:m<riWl : ~4. ~cre: <1,,-, . mmn. ~ ~- 110017, 'fffi'I


Regd. Office: C-4, District Centre, Saket, New Delhi-110017, INDIA
Tel.: +91-11-29565666 Fax: +91-11-26854000. 26522000
E-mail: info@ircon.org Web. : www.ircon.org
CIN - U45203DL 1976GOI008171
5. Dearness allowance
Rates of Dearness allowance admissible to al] cntegortcs of employees following IDA pattern shall be
as under [Ann.lll (R) & Ann. D);

Effective Date Rate of DA (in percentage)


01.01.2017 o
01.01.2017 -1.1% of basic pay
01.07.2017 -0.2% of basic pay
From 01.10.2017 2.2% of basic pay

6. House Rent Allowance:


(i) The revised house rent allowance, payable with effect from the date of issue of Presidential Directive
from Ministry of Railways i.c. from 21.11.2017 shall be at the following rates:

Classification of Cities Rate ofHRA


X - Class (Population of 50 I.akh and above) 24% of Basic Pay
Y - Class (Population of 5 LZJkhto 50 Lakh] 16% of Basic Pay
Z - Class (Population below 5 l.akh) 8% of Basic Pay

(ii) The rates of HR/\ will be revised Lo 27%, 18% & 9% for X, Y and Z class cities respectively when IDA
crosses 25% and further revised la 30%, 20% and 10% when IDA crosses 50%.

7. Revision of Perks &Allowance:


The 'basket of allowances' under cafeteria approach initially approved in 186th BoO meeting held on
30.09.2009 (notified vide circular no. 54/2009 dated 20.10.2009) and amended time to time is now
been revised as under:

Fixed Allowances Variable Allowance


---:-::---:-:-----:...=.::..==-==...:..:....:::::=...=.-=-------
Transport Allowance Field Allowance
Leave Travel Concession(UC) Admissible to all IDA employees posted at the project sites
News Paper /\llowance excluding those posted in Corporate Office, Anand Vihar
Dress Allowance Guestllouse Delhi, CCM Gurgaon and Regional Offices in
Children Educational Allowance Northern Region, Bangalore, Kolkatta & Murnbai,
Medical Outdoor
Special Persona I AIIowa nee Allowances specific to Project/Locations/Nature of
Duty
Special (Du ty)Allowance
I1ard Area Allowance
- --- ------- ---- ---

Allowances outside the purview of the allowed percentage;


(i) Work based Hardship Duty Allowance upto 12% of basic pay.
[ii] Location based Compensatory Allowance
(a) Allowance for serving in North -East States and Ladakh Region @ 10% of Basic pay.
(b) Allowance for serving in Island territories of Andaman & Nicobar Islands and
Lakshadwccp @ 10- 20% of hasic pay as per DPE's OM dated 07.09.2017.
(c) Special Allowance for serving in the difficult and far flung areas @ 3 -8% of ha sic pay
as per DPE's OM dated 07.09.2017.
(In the event of a place falling in more than one category i.e. (a), (b) & Cc) mentioned
above, in that case only the higher rate of allowances will be admissible.)
Ciii) Nail PracticingAlkiwanco limited to 20% of Basic Pay for Medical Officers.
(iv) Medical indoor rr..irnburscrncnt as per existing rule will be paid
Cv) All incentivcx/addiunnal alkiwances related to J&K Projects.
(vi) Reimbursement to Expenditure for office work at resircnce.
(vii) Expenditure incurred on special diseases and periodical medical checkup permissible
under Ircon Medical ruk ..s as reimbursement based on actual as in case of indoor
treatment.
(viii) Special Vehicle Allowance.
(ix) Birthday & Diwali Gift.

The detail of above allowances is placed at Annexure - E.

8. The percentage of Fixed & Variable Allowance is revised as under:


Levels Allowances for Corporate Allowances for Project Office
Office and Regional Offices (%age of actual Basic pay)
(%age of actual Basic pay)
Fixed Allowances Fixed Variable Allowances --
Allowances Field All. Specific All.
CMD & Directors 3'1· (!la -- -- --
----- -
---
E8 to E9 :3'1. (0) 31\· % -- --
- -- - - ~- -
Executives (El to
E7) and Non :3 0 [Vc) 30 % 2% 2%
Executives --'----
--- -

9. Cafeteria Approach with Special Personal Allowance:

The employees in lOA scales GlIT entitled for the perks and allowances upto the ceiling of 30% of Basic
pay (34% for E-8 & above) for Fixed Allowances including the Special Personal Allowance and 1% of
Variable Allowance w. e. f. 01.01.2017.

Note: - Employees under 11);\ pay-scCjles are granted revised allowances I perks as detailed under
[urnp sum approach w. c. 1. Ol.Ol.2017 to 30.06.2017. From 01.07.2017 are granted Cafeteria
Approach with Spccial Personal Allowance.

10. Option to switch from CDA to lOA pay scale- The employees governed by CDA pay scales have an
option to switch over to IDA pay scale w.e.f. 01.01.2017. The options may be submitted in thp
prescribed attached a Annexure - F to the HRM, Corporate Office through their controlling officer
within three months from the date of issue of this circular.
11. Lease accommodation:

EntitlemcnLs for Leased accommodation will be revised later. Till then, the existing amount at existing
rate will be continued to he paid at pro-revised pay scales. Accordingly, revision in House rent
recovery will also be done simultaneously with revision in lease entitlements,

12. Superannuation Benefits:

(i) The existing provisions rcga rd ing superann uation benefits have been retained as per which
CPSEs can contribute upto 30% of BP plus DA towards Provident Fund (PF), Gratuity, Post-
Supcrannuation Medical Benefits (PRMB) and Pension of their employees.

(ii) Gratuity: The ceiling of gra tu ity of the executives and non-unionised supervisors shall be raised
from 10 lakhs to I\s.20 lakhs w.e.f. 1.1.2017 and the funding for the entire amount of Gratuity
would be met from within the ceiling of 30% of BP plus DA. Besides, the ceiling of gratuity shall
increase by 25% whenever IDA rises by 50%.
(iii) The existing requirement of superannuation and of minimum of 15 years of service in the CPSE
has been dispensed with for the pension.

(iv) The existing Post-Retirement Medical IlcncfiLS will continue to he linked to requirement of
superannuation and minimum of I S years of continuous service for other than Board level
Executives.

(v) The Post-Retirement medical benefits shall be allowed to Board level executives (without any
linkage to provision of 15 years of service) upon completion of their tenure or upon attaining
the age of retirement, whichever is earlier.

13. Corpus for medical benefits for retirees of CPSEs:-The corpus for post-retirement medical
benefits and other emergency needs for the employees of CPSEs who have retired prior to 1.1.2007
would be created by contributing the existing ceiling of 1.5% of PBT. The formulation of suitable
scheme in this regard by C:PSEs has to be ensured by the administrative/Departments.

14. Club Membership: The C:PSEs will be allowed to provide Board level executives with the Corporate
Club Membership (upto maximum of Lwo clubs). Cc-terminus with their tenure.

15. Leave Regulations/Management: CPSEs would be allowed to frame their own leave management
policies and the same can be decided based on CPSEs operational and administrative requirements
subject the principles that:
a) Maximum accumulation of Earned Leave available are not permitted beyond 300 days for an
employee of CPSE. The same shall not be permitted for encashment beyond 300 days at the
time of retirement.

b) CPSEs should adopt 30 day's month for the purpose of calculating leave encashment.

c) Casual and Restricted Leave will continue to be lapsed at the end of the calendar year.

16. Employees who have switched over from CDA to IDA pattern in the period from 01.01.2016 to
01.01.2017 will get benefit of PJy revision either in IDA or in COA pay revision based on option
exercised by concerned em ployees.

This issues with the approval of Competent Authority.

.~
End: As Above.
~) \~\\"L-
(Anupam Ban)
GM/HRM
Copy to:
1. PS to CMD, lW, OW & OF, IRCON, Corp. Office.
2. CVO, lRCON, Corp. Office
3. All EDs, GMs & AGMs in Corporate Office, mCON.
1\. Co. Secy, mCON, Corp. orrice
5. Oy. Manager/Fin/HQ, mum, Corp. Office.
6. Circular File.
7. Irconnet.
Annexure-F..

Allowances

The various allowances are detailed as under:

1. Transport Allowance;

1.1 Vide circular No. 21/5/2017 - I·: 11 (B) dated 07.07.2017 and No. 21/5/2017 - E II (B) dated
02.08.2017 (Annexure - I & I1) Department of Expenditure, Ministry of Finance has issued order
for revision of rates of Grant of Transport Allowances to employees w. e. f. 01.07.2017. According
to which the entitlement of Transport Allowance shall be as under:-
-- -- .- --- - _.-
Employees drawing pay in Rate of Transport Allowance per month
-
Pay Grade Empl oyees posted in the Employees posted at all
CiLies . a~per Annexure Other Places
E - 3 and above Rs. 72 00 + DA thereon Rs. 3600 + DA thereon
---- --
NE - 5 to E - 2 Rs. :Hi 00 + I)A thereon Rs. 1800 + DA thereon
NE - 1and below Rs. 13 SO + DA thereon Rs. 900 + DA thereon
--

1.2 Officers drawing pay in E - B and above in the Pay Grade, who are entitled to the use of official car
in terms of Department of Expenditure's OM No. 20 (S)-E II (A)/93 dated 28.01.1994 shall be
given the option to avail the official car facility or to draw Transport Allowance (Special Vehicle
Allowance) at the rates of Rs. 15750/- p.m. plus Dearness Allowance thereon.

Note- For 1~-8 & above level officers the item of (a) Transport Allowance and (b) Special Vehicle
allowance shall be outside the ceiling of allowances.

1.3 Those employees who arc drawing pay of Rs. 24200/- & above in pay grade of NE -4 and below
shall be eligible for grant of Transport Allowance @ Rs. 3600 plus D. A. thereon at the cities
mentioned in the Annexure to the above cited O.M. and @ Rs. 1800 plus D. A. thereon at all other
places.

2. Dress Allowance;

As per Mof', Department 01 Expcnd iturc OM No. 19051/1/2017 - E IV dated 02.08.2017 [Aunexure >-

Ill), the revised rate shall be paid as Dress Allowance w. e. f. 01.07.2017 at the following rates»

l.Nool Category of employee Rate per annum (In RS.)

r
1- Other categories of staff who were supplied Uniforms 5000
and are required to wear them regularly like Trackrnen,
Staff Car Drivers, MTS, Canteen staff of Non - Statutory
_ Department Canteens ete --' _

(i) Allowances related to maintenance, washing of Uniform as subsumed in Dress Allowance


and will not he payable separately.

(ii) The amount of Dress J\IIowance shall be credited to the salary of employees directly once a
year in the month of"July.

(iii) The rates of"Dress Allowance will go up by 25% each time Dearness Allowance rise by 50%.
3. Special Compensatory (Hill Area) Allowance;

As per MoF, Deportment of Expenditure OM No. 4/1/2017 - E II (B) dated 13.07.2017 (Annexure -
IV), the Special Compensatory (frill Area) Allowance stands abolished with effect from 01.07,2017,

4. Extra Work Allowance;

As per MoF, Deportment of Expenditure OM No, 12 - 3/2016 - E III (A) dated 20,07,2017 (Annexure -
V), the existing allowances of Caretaker Allowance, Extra Duty Allowance, Flag Station Allowance,
Flight Charge Certificate Allowance, Library Allowance, Rajbhasha Allowance and Special AppointmenL
Allowance have been abolished as a separate allowance and the eligible employees are now to be
governed by the newly proposed Extra Work Allowance w, e. f. 01.07,2017,

Accordingly, the above allowances shall stand abolished and the eligible employees shall now be
covered under a new Extra Worki\lIowance which shall be governed as under:

(a) Extra Work Allowance will be paid at a uniform rate of 2% (two percent) of the basic pay per
month.

(a) An employee shall receive this allowance for a maximum period of one year, and there should be
minimum gap of one year before the SCllTIeemployee is deployed for similar duties again.

(b) This allowance shall not be combined i.e. if the same employee is performing two or more such
duties and is eligible for L% (two percent) allowance for each add-on, then the total Extra Work
Allowance payabale will remain capped at 2% [two percent) of basic pay.

5. Family Planning Allowance;

As per Mar, Deportment of Expenditure OM No. 1L l4)/2016 - E Ill. A dated 07.07.2017 (Annexure-
VI), the Family Planning Allowance shall stands discontinued with effect from 01.07.2017.

6, Children Education Allowance;

As per DO PT's OM No. A-2701L/OL/L01'/ - Lstt. (AL'j dated 16.08.2017 and No. A - 27012/ 02/2017-
Estt. (A) dated 31.10.2017 (A n ncxu re - VII & VIII). The revised rate of Children Education allowance
w. e. f. 01.07.2017 shall be ~IS under:

a) The amount fixed Ior rcimburscmcnt of Children Education Allowance will be Rs. 2250/- pm.
b) The amount fixed for reimbursement of Hostel Subsidy will be Rs, 6750/- pm.
c) In case both the spouses are Government servants. only one or them can avail reimbursement
under Children Education Allowance.
cl) The above limits would be automatically raised by 25% every time the Dearness Allowance on
the revised [lay structure goes up by 50%. The allowance will be double for differently abJed
children,

7. Perks / Reimbursements;

The following perks / reimbursement facilities will be allowed as per the existing practice /
entitlement of mCON employees which arc nol covered by the OPE Circular dated 03,08,2017,
8. Newspaper Allowance;

The present scheme for Newspaper / Magazine allowance for IRCON employees shall be as per the
existing entitlement.

9. Medical Outdoor;

The Medical outdoor allowance for all mCON employees shall be as per cxisting entitlements as
covered under mCON Medical Rules - 2002 as amended from time to time.

10. Birthday and Diwali Gift;

/\s a token of appreciation to the employees, mCON has a scheme of bestowing gifts to its employees
on Diwali and on the employee's Birthday. The existing entitlements i.e. Rs. 1500/- for Diwali and Rs.
1000/- for Birthday will continue.

11. Other Allowances / Perks;

The following allowances will be outside the purview of Ceiling of 35% of Basic Pay under 'Cafeteria
Approach and admissible w.c.f date of prcsidential directives i.e. 24.11.2017;

(a) Work based Hardship Duty Allowances (Annexure-IX): The payment of work based hardship
duty allowance upto 12% of Basic Pay shall be admissible for period the executives / non -
unionized supervisors has actually performed one of the following hardship duty:-
(i) For performing duty in Underground mines, and
(ii) For performing duty at offshore exploration site.

(b) Location based Compensatory Allowance (Annexure-X):


(i) For serving in North - East States and Ladakh Region:

Assam, Mcghalaya, Manipur, Nagaland, Tripura, 10% of Basic Pay


/\runachal Pradesh, Mizoram and Sikkirn

Ladakh Region 10% of Basic Pay

(ii) For serving in Island tcrr itor ics of Andaman and Nicobar (A & N) Islands and
Lakshadweep:

Areas around Capital Towns (Port Blair in A & N Islands, 10% of Basic Pay
Kavaratti and Agalli in l.akshadwccp)

Difficult Areas (North and Middle Andaman, South Andarnan 16% of Basic Pay
excluding Port Hlair, entire Lakshdwccp except Kavaratti,
Agalli and Minicoy)

More Difficult Areas (Little Andarnan, Nicobar group of 20% of Basic Pay
Islands, Narcondarn Islands, East lslands and Minicoy)
No. W-02!0028!2017-DPE (WC)-GL-XIIII17
Government ofIndia
Ministry of Heavy Industries and Public Enterprises
Department of Public Enterprises
Public Enterprises Bhawan
Block No. 14, C. G. O. Complex,
Lodhi Road, New Delhi-llOOOS
Dated: srd August, 2017

OFFICE MEMORANDUM
Subject:-Pay Revision of Board level and below Board level Executives
and Non-Unionised Supervisors of Central Public Sector
Enterprises (CPSEs) w.e.f. 01.01.2017.

The last revision of the scale of pay of Board level and below Board
level Executives and Non-Unionized Supervisors of Central Public Sector
Enterprises (CPSEs) was made effective from 01.01.2007 for a period of 10
years. As the next Pay Revision became due from 01.01.2017, the Government
had set up the STd Pay Revision Committee (PRC) under the chairmanship of
Justiee Satish Chandra (Retd.) to recommend revision of pay and allowances fOF
above categories of employees following IDA pattern of pay scales with effect
from 01.01.2017. The Government" after due consideration of the
recommendations of the srd PRC have decided as follows:

2'. :Revised PalY S€allles: - The Fevilsed Paty scales f0lF lB'03!l!dJ
and! bell0w
Boardl level executives would be as irrdicated in Annexmre-li. There will be no
change in the number and structure of pay scales and every executive has to be
fitted into the eorresponding new pay seale, IIm. case OD CPSE's which are yet to
ID'e €a1ttegIDltiizedl" tEnt' nevised pay s€'alles, as aPIPlli!ccaJh>De'to tIll'e' Scclrnedll!llle 'D" Cl?SEs,
wouid be' appl'i€abJle..

time (wn<lililtli:(1)lJill ttfuJaiti tllre- a<lilcliiltiXom.lalll ffiiJillallil'€iadl iliIil]>3€t i'l1l:the' yeaJl1' (!)ff illiIillwllel1IilelilltiJlillg,
nEre' trl?viised!pa:y,--}p(lt€ikiag€ f0r" lB~<oailndl ]evdl eJt,e~l\Ilt1iives" lB~€rOlW ]3'(!)3ilidl leve]
ex>e€H:tilVes,
a[Jl'<lilN0n~T.lJ
W(i)lJJl,:neCilISlllp€lI"vis(i)rs, slil'(i)'Ullld! n(i)t be liIil0l1"e thall1l. 2.'(1)% of the
alVel'a1g,e ~11(!)ili!1!lifef(!)'l7€ 1i'aiX(l?'B.1i') of the last thnee fiilnalIiJ:(!;iaill JealFs W'II€(!;€<litin:g the
y.eallr (l)f:f imW1]eIiIil'eIill1laltli:(I)m

11
Fitment Benefit:

(i) In case additional financial impact in the year of implementing the


revised pay-package of a CPSE is within 20% of average PBT of last 3 years, a
uniform full fitment benefit of 15% would be provided.

(ii) If the additional financial impact in the year of implementing the


revised pay-package is more than 20% of the average PBT of last 3 Financial
Years (FYs), then the revised pay-package with recommended fitment benefit
of 15% of BP+DA should not be implemented in full but only partly, as per the
part-stages recommended below-

Part Additional financial impact of the full revised Fitment


stages pay package as a % of average PBT of last 8 benefit
FYs (%ofBP+DA)

I More than 20% but upto 30% of average PBT of 10%


last s FYs
11 More than 30% but upto 40% of average PBT of 5%
last s FYs
..
Nofitment or any other benefit of pay reotston wlll be implemented In the CPSEs where
the additional financial impact of the revised pay package is, more tkan 40%' cif the
average PBT' of last sfinancial years.

(iii) At the' time of implemeatatien of pay revision, if the additional financial


impa.~t after al]owing fw~] / pa1lit ftttmellltr exeeeds, 20,% of the average ]>'BT oOast
3' yealis" then PRP payout / allow3!liIees s,mowM me reduced so as to' restrict
impect ofpalJ revisio)lI1'wiJthiIiI 20%,

(~v) SllllbS€<qj1!l€IiIltr to iml!J~emeIlJttati:o·nof palY lieviisIon, the profit3!lhiliJtyof a CPSE


wOlllM IDe reviewed afiter'eve'rry s\ years aIiIcll

a1} it' tih€lie is' illililp;FOiVeliIiI€IiIt in the alV€l1ag~' PBT of tllre' last 3>Y€3.JliSr thelill fulilllJ

pa;y 1!J3:elliag,e/migl1Ieti" s;ttag\e' @Epa~ pac'Kag\C' w@uid be' immJjlfemelilltedl wEciJle'


€!ifs'\lllliiirwg tlll1at uotra~ a:ddiillli(i)JJllaill iim]>ff€1i (S1!l!lilill tIDtaill of ]>ueVi0\!l'&]Y

iimpEelil1l.:emedl }i>'3llit paty lPad~a;ge' allildlWJlt'IDJ!>(i)'Sedaddil1ri:0)IIDal~ ]>'ackag,e) s,taIJs;


wi1iniin: 2.(j)%,0·t"tEre' a~eliage 0f'P}lJJT @fflast s yealis

lbJ)~ itf t:l1re- Ji>1i@f[i1iai1l,i~lity Gf IDCC'PS:E' fa~~sinl s-\[:el'll a w~ t&alt tl1Ie' eadlier. pa'Y
u~vijS\i:(i)1till til~W €tilrtiaqllls; iimp:tt<r.ti (i)€' J1li1'@llT€' trlD.l(ll1ll1 2:(\)/%, 0€ aweliaJge' P'liJ]"' IDfll3!st 31
year, then PRP / allowances will have to be reduced to bring down
impact

s. Methodology for pay fixation: To arrive at the revised Basic Pay as on


1.1.2017 fitment methodology shall be as under:

A B C 0
[Revised BP as
on 1.1.2017] *
Basic Pay + + Industrial Dearness + 15% = Aggregate
Stagnation Allowance (IDA) @119.S% as /10%/5% amount rounded
increment(s) as applicable on 1.1.2017 of (A+B) off to the next
on 31.12.2016 [under the IDA pattern RS.lO/-.
(Personal Pay / computation methodology
Special Pay not linked to All India Cumulative
to be included) Price Index (AICPI) 2001=100
series]

* In case revised BP as on J.l.fl017 arrived so is less than the minimum


of the revised pay scale, pay will he fixed at the minimum of the
revised pay scale.

1< Pay revision in respect of Non-unionized Supervisors of CPSEs: The


revision 0'£ scales- of pay for N on-unionized Supervisory staff would be decided by the
respective Board of Directors.

5. The applicability of affordability clause in respect of certain types of CPS:Es is


given at Anne:xuil1'e' U

6. Illeremelllt::- 1\ I!lmif0li1inrate of s% of HP' win roe applieable for both annum


increraena as, well] as, premotios» ineremeat. The' cl1etaj]s reg.aFdlDnJg Stag~aJti(i»)Il])

li l1l:crelllll'el1!t am:dl ]J,lIlllill1:hi,lil'g,0t: paty a'Fe g,ivem. alt Almexuil1'e-Jl.l «A)

€'X€cutiv.es. <liIil:cl JirOlll'-UlFlIi:{I) llIis edl supervisors, who are' (I))))) ~DA patter11L (I),£' scales of! paljf

w.e.f f!))11..ID'~•.2:0117. TEl'Il'1)\. lDlAas wil]


0'1J);(i)r.Hr.~'~11I1 become zero with nillllK point 0fAl']
]mltdl~al CC@Jl1l:1Hllllllil,€lr Priee I(JIl'd1ex (AnlCl?'~) 2C!)~)ll1= D00i, w.r.1Jielm is, 27.7..3'3> (Ave'lralge' (l)ff AllCl?'Jl
f{.)Ift'· tlire' lilil'o,lmtlills, @f,' S€p>t€lIlil1lheF" O~1!0'fu'€lr & N@'V€liliIllhel1,. 201]6» ss 0,])]) 0)li ..@\Jl•.2'(9)li7.·.. 1f'1n:e'

wiJa1
IPeFi:@d.~'€ttly @>ffad.~1l\lS>1l1;m'elll,t De' once iiml thsee lOOlOn:tll1Is,as> pen the €xis>ti1Iirg, pcaetiee.
The quarterly DA payable from 01.01.2017 will be as per new DA gIven at
Annexure-III(B).

8. House Rent Allowance (HRA)/ Lease Accommodation and House Rent


Recovery (HRR): Separate guidelines would be issued later on these allowances.
Till then, the existing allowance at the existing rate may be continued to be paid at
pre-revised pay scales.

9 Perks & Allowances: The Board of Directors of CPSEs are empowered to


decide on the perks and allowance admissible to the different categories of the
executives, under the concept of 'Cafeteria Approach', subject to a ceiling of 35% of
BP. Under the concept of 'Cafeteria Approach' the executives are allowed to choose
from a set of perks and allowances. The recurring cost incurred on running and
maintaining of infrastructure facilities like hospitals, colleges, schools etc. would be
outside the ceiling of 35% of BP. As regards company owned accommodation
provided to executives, CPSEs would be allowed to bear the Income Tax liability on
the 'non-monetary perquisite! of which 50% shall be loaded within the ceiling of 36%
of BP on perks and allowances.

10. CertailD other perks &. Allowallces~ Separate guidelines, would be issued on
location based Compensatory Allowance, Work based Hardship Duty Allowances
and! Non-Practil:ing Allowance. Till then the existing allowances at the existing rate
wouk] eeminue to' be patjd, art the pre-revised p'ay scales,

]],. Perl'o,rmatlil€'e' Belated P'31Y ~P'.RP'):-The adJlIlil~s&i%)D]~ty, qtllUI:n1n!llffl and!

pF(i)€cdlut'e' for dictermiilrl!atio'Ill of P'R'P has been givee iFlI AIilIIe'XlBe- lV. The j>'RP'
model: will be' etfe€t~ve' W(!)l1Jl FY 2017-18 and eawards, For the' FY 20I7-18,. t11e
i'l1HCteliI1eIil1ta~ promt wiillJIhe based on previeus FY 2(!)]6-17. The PRP' mode] wilrn be
appl:i'(mlD,Fe 0'lilJllyto) tliH9se CFSEs, w ID.1iefu. S.ilgl1l1Me Iililo>ralmcllvl'FI1l' of lLJIIl!clier&tll'lil:dliilll!g (MOU),
alFldl h'alVe' at NcmUll1l€F3J1ii'CD'll\i <CO'lil1lll1lll1iJttee (fu1€aded! lI>y. 31l1l1~11l~ep'em;d!el1ltt ID)jilieccto1u) UIilIp)lla€~
t(!)' deei'd'e OIilI tm'e payment (!)ff PNl? witllI,i.IilI the' pl1'€seriibedl ]i;lil1liit& all1l.Xli,
gl!llrdlelii.lIl!€s.

j)~. Su,eliaiJillllualtIioJII Belile1tilts~ 'Fro'e' exi1S)llillillg~ }pFID:vi!siol1l:s) lteg,alT{dli~g; &U~eli'(lIlillIil1Ualti(!)r'll

lhel1l'<~ffittis.mawe' liHi:€'IilI li'etatilltledl as, pet w fu'i:(!;NICCl?SE's €Rl'l: (wn1il!ifu'llllte' uptO) S(I)% (!)f]3Jil' ,P'Lll's,
DA towards Provident Fund (PF), Gratuity, Post-Superannuation Medical Benefits
(PRMB) and Pension of their employees.
12.1 The ceiling of gratuity of the executives and non-unionised supervisors of the
CPSEs would be raised from Rs 10 lakhs to Rs 20 lakhs with effect from 01.01.2017
and the funding for the entire amount of Gratuity would be met from within the
ceiling of 30% of BP plus DA. Besides, the ceiling of gratuity shall increase by 25%
whenever IDA rises by 50%.
12.2 The existing requirement of superannuation and of minimum of 15 years of
service in the CPSE has been dispensed with for the pension.
12.S The existing Post-Retirement Medical Benefits will continue to be linked to
requirement of superannuation and minimum of 15 years of continuous service for
other than Board level Executives. The Post-Retirement medical benefits shall be
allowed to Board level executives (without any linkage to provision of 15 years of
service) upon completion of their tenure or upon attaining the age of retirement,
whichever is earlier
]:3> Corpas for medical benefits fo'l' retirees of CPSEs: The corpus for post -
retirement medi;€a] benefits ano other emergency needs for the employees of CPSEs
who have retired prior to OUH.2007 would be created by contributing the existing
ceiling of 1.5% of PBT. The formulation of suitable scheme in this regard by CPSEs
has to liJe eJIIS,l'lllietdi
by the' a:dlmin\ilsbaltive MiJni'stri:eslDepartmcll!ts,.

:14. Club Mem1))eTShip'~ The CPSEs wiilI be allowed to provide Board Ievel
executives with the Corporate Club members,hip (upto maximum of two dUlbs)~
eo-termiaus with their temlllliC.

]5\. JL,earve yegNI~atiJ(i)1lilslJiliIalnQlgeliliIelllm:: CCPSI£'sWtD{Ill}d1the allltDlwedi to frame their

O,Wlill leave malilag,eliIiIelil.t policies and the sanae (Cam be decided basecll Oil! C]>SEs.
0peratiolil alE
1
amm admiooJis.t11a11live requieemerms sl!llDject to the p.ltim:<ci]pl:es, tat:

al., Mal:&illlllI.l!lltlill (1I«;€l!lIlil!ll\!llllaltii@\lill(i)£' lEallililledl Leave aw.adlalIDlEe are lil1(i)lt peIililllultte<i.ll

ID€:YtD1IildlS(O(i)1 d1aiJs;f<D'ltalM.lelil!llP1li@yee' CD~' C]>5-E. 1i'm.:e·saene s.m..allilll700Jtr ID€:'P€liliIiIwttedl

£~)li'elilcashliIiI€lll't IDeY@l1l'dl 3<O'@) dJatys, am tJlJ:e- time @f lietirclilIl'Cl'llt.

\lJl. <CPSls- sm.:@,\\llllclla;cli(!)}j)t $(i)) t01i'


clla.!i·s\ 1il!lIi}1fI1ltlFm tm.'€ lPUllTlP@S€' @iff €af€l!lil:atillillg; Ee<W'€
€Jil:«als lllllilll:emrti.,
c. Casual and Restricted Leave will continue to be lapsed at the end of the
calendar year.

16. Periodicity: The next pay revision would take place In line with the
periodicity as decided for Central Government employees but not later than 10
years.

17. Financial Implications: Expenditure on account of pay revtsron IS to be


entirely borne by the CPSEs out of their earnings and no budgetary support will be
provided by the Government.

18. Issue of Presidential directive, effective Date of implementation and


payment of allowances. The revised pay scales will be effective from
Ol.01.2017(except the allowances mentioned in the paras 8 and 10 above). The
Board of Directors of each CPSE would be required to consider the proposal of pay
revision based on their affordability to pay, and submit the same to the
administrative Ministry tor approval. The administrative Ministry concerned will
issue the Pres,idlcntiall Disectsve wiltb the concurrence of its Financial Adviser in
respect of eacb CPSE. separattelly. Siimiltn:rly presidemiel directives would! be issued by
th:e acitministrative Mlnils,tliy cO'l'lccnled based! Qln the res,u]t of review which is to be
done after every s' yeacs s,wliJscQllI.telilltto' imp]cmcntatiun. A copy of the' Pres.rd!entiaJi
n~rectitves. iss,llllcdlby the adm~njistr31tiive MiJn1rs,try
/Dep'aFtment concerned may be
cnrdlollised! to' the DepalFtmeliJJt o~·Pl!llblli:<eElIlJteFplrilses,.

119). Issue of iimst)juctii0DSi/ Cd311riific31tii(!)lII)3lllId proviisiiolll) (!),f Alilom31Jiies


C(!)lmmIIUee';: 1"llt~e' IDepalli'tm'elllJtt o)f ]>'N'fu~i~ E'11l1telip1li'iises,(DPE) w.illa, IS&N'C' llre<eessalry
illillstrl!lll:ti:o'}i))s./ dlalrilf'hcat1til(l)IIIJJS' w ful€li€V€ll' Iieqlwilliedl" fi"<i>'F iimw,Ie'lilIl€mltalti:olill o,f the ali>(\)iWC

dle(Cii~,iC)lmls,. Ami Am:olllillat}lies. C(i)'lilIlllll1J.1irt1tee·c(i)'l1Il&i&t~l1lg,


(i),ff Secretaeies (i)'E ]):epalli'tmem1t 0)1

PI!lllli)]J;\t; Elilrtielip'Fi:s'(i!/'\ (IDlP'E)" lDep,mllitlilll:el'tllt ofJE:xip:elllldlirt:llll11'e· alIil1clJIDepalll'tmel!l)'([ o,f'P'eliS;(i)mlm:ell

& 1i"liariil'tlliillllg', is liJeillillg, €m;l\lJS,til1!lillti~dl f(i)Ir,· al }il'€l1'i(i)'tdl off nwe yeallls, to) E«)'«)lli iIJllit(i) flllllitthe1i sJjl€eilfIi€

iis'SU1€si/pt1(()lfu;]eliIills, tifu'alt; lilIla~ 0$ tliIl€' GO)V€lfl1llme'lill1i"s,


alt1iISe' ill'tll im1fP1!€'Fl1l'€11l1talti(i)11l1 llJev:ii&ii«))1IDoml
31<:\1 }il'a1J' li'eviis,ii@lll)J.
Alilly allill(i)JliIil'aJlly s,fu'(i)ll!l~kdl lbe' f<i»liWalFdlt!d! w. iitlJ.1 nEtt!' ruP!(l»liO)~raa!OlD' lB~'ali'ldl (i)'1j'

ID1111'eell(i)1is; 11«)'tfuJe· aJditwIliilil)iis~li'aJtiiiv€'MiililJis,t!liy/])eW'allitIllJiI€JllItI Wllwl wiJm e'X;alllllllii.m:e'


ttfu€' s'aOJlil€

alliful uijisJ!l:(!)s~'0ff nlllll:' &alIlIll,€:. JHjID>W€V€ll'., ilfi' iIt is lill(\)!t!. li>'(i)'S~iiIMIe'ff@lli tlll~' acll1ililJiitmiis,tliarttiNC~'
Ministry/Department to sort out the issue, they may refer the matter to DPE, with
their views for consideration of the Anomalies Committee.

(Raj~ ~r Chaudhry)
Joint Secretary to the Government of India

Administrative Ministry / Department (Secretary by Name) of the


Government of India

Copy to Chief Executives ofCPSEs.

Copy also to:


i) Financial Advisors in the Administrative Ministry/Department
ii) Comptroller & Auditor General of India, 9 Deen Dayal Upadhyay Marg,
New Delhi.
iii) Department of Expenditure, EV Branch, North Block, New Delhi
iv) Department of Personnel & Training (CPC Pay 1), North Block, New Delhi.
v) Chairman, PESB/Secretary, PESB, CGO Complex New Delhi

Copy a:]so to
i) Prinre Minils,ter's, Ofti'ce (Sm1rir T3Ili't!l)1}\ B3Ijaj, AddU. Secretary)

ili) C'ali>,iJill€t
SecFeta'Fi3l1r (S,hli'iI S.AM. Rizvil"JOi!l11t SelCli'etalry)

i) PS to) Miinis,teli (TrU&P'E)


i,i) PS, to Mo5 (l41E&PE)
iii) PS to Seeretary, PE

iv) AS & FA (FE)


v) ANI CD1Ii<i:€FS (i)f][)PJE

viJ) NEC' Cell}I,.IDPJE wiltliJ. the'lie.es4i to) upload the' OM Olill tme' IDPE. w€msi:1Ie.

I
c.·.' ""l'l/,,£R
~---."
((SamsuF Haque)
lUnd1etr SeclTe1iallfY to) 1f11Ie'Ga:veromum.it! a£"limdl3l
Annexure-I

(Para 2 )

Grade Existing(Rs) Revised(Rs)


Eo 12600-32500 30000-120000

El 16400-40500 40000-140000

E2 20600-46500 50000-160000

E3 24900-50500 60000-180000

E4 29100-54500 70000-200000

E5 32900-58000 80000-220000

E6 36600-62000 90000-240000

E7 43200-66000 100000-260000

E8 51300-73000 120000-280000

E9 62000-80000 150000-300000

Grade Existing(Rs) Revised(Rs)


DirectortSeh- D) 4S200-66000 100000-260000

CMD(D) 5,]300'-73000 120000~2 80000

DiIFec1ror(Sch-C) 5 ] 300-730001 120000'-280{)OO

CMD(C) 6500<D-7500(!) 160<DOO-290000

niIFedoF(Scllr-B), ~):5·0()0-7
5000 ] 60000'-2'9'0000

CMD'(B), 150«)0-9000()i 1180000-$20000,

D1Ind(i}lt(Sch~A) 750<D<D-l<D0<D00 ] 8()000'-S:40000

CMD(A) 800([)O-l!2'5,000 200000-3110000'

*E.'iiomy ilJlJ CF'SEs, GfSenedule' .t\" B & C


*Es; Qmillyin CPSEs. Q£SdledlWe A &. B
*E9 Q,Rllyim CFSEs Qf'SmedlU~e'A
Annexure II (Para 5)
AtTordability to certain types of CPSEs:
a) In respect of Sick CPSEs referred to erstwhile Board for Industrial and Financial
Reconstruction (BIFR) / Appellate Authority for Industrial and Financial
Reconstruction (AAIFR), the revision of pay scales should be in accordance with
rehabilitation packages approved by the Government after providing for the
additional expenditure on account of pay revision in these packages.
b) The affordability condition shall also be applicable to the CPSEs registered under
Section 25 of the Companies Act, 1956, or under Section 8 of the Companies Act,
201 S (which by the very nature of their business are not-for profit companies) for
implementation of the revised compensation structure (including Performance
Related Pay) as being recommended for other CPSEs.
c) There are also certain CPSEs which have been formed as independent
Government companies under a statute to perform a specific agenda / regulatory
functions. The revenue stream of such CPSEs are not linked to profits from. the
open market in a competiitiive scenario hut are governed through the fees &
charges, as, prescribed alndi amended from tiJme to time by the Government. There

is no budlgeta,ry slU(pport provided by the Government to s,Meh C:PSEs,. ]n


cons,idieraltilO'n that the impaJct O'f the lievisedi compensatiO'n structure (inc]1!lIding
PelifO'rmance Rdated ]>Iaty) wO'l!lI~di Sl!llp,pO'sed]y fo'rm the pa.lit of revenee s,irealm for

s,l!tchl CPSE's" the afi'o'lida1lli1ji}!iltycO'ndiiti;oIlll, s1:)131]]not be appli:cab]e' to' tnes,e CPS,Es,;.


h:olweveF the iJm1)p1llem:elil1taltilo)lill o~· s'ame s,h!a!]] 'be sCl,bjed to) the a1ppFC!»Val] (f)f

Adlmiil!l!iis,tliaJtiiv€' Millilliis,tFy the iimpad


Uf,JOIilla!gF€e~lil)g, a!lilld €lil's,IUrriiIillg to ~II1COl1ipOl1iate' (f)lt'

cll) As, Jreg.aIFdls,tfue' CC'PSE's, I!lIIilldleF'~0)Ii1IS,tlil!l:ctiJOlillwhiiidll are yet to s,tallit tfueilF (w)mlmeF€iia!li

O}p'eTlatf01IillS'" th!€' iim1pllieIilil'€l1J.ltalti01l1J.lof p''aIJ-lieviisii0Il1ll w0'l!lllld IDe' d1eciidledl ID, th:e'


(GoV€liIillmlellllt fuals·edl 01l1ll tlh'(t p,lliIDp,'(!)saJl@Iff €(!»lIll€~lilllledl Adlml~llll~s,tliaJtilVe' MiilIDiis,tiliy alIilldl

a£1!€li ll:ollills,iidlelraltii011111 of tlll'€iili' fliillllaJlil'll:iia!l1


viia!fui1lliity.

e} ~llll €aJS€' 0)fi' (C'(f)'3JII Elilidlilal lLilIililril1!ecll(c]lL)" tlh.:e' }1}:(1)JEd.!i:lil 1g allilldi ii1is,
(LC!)'liIillwallilIY s;lllIlh~)icdluallli:es,

W,(1)illJ]dl fu'e (I:<O'lillS,ildl€Ii'edl alg, al s,iililtg)Ie' I!lllillilt t@lli tlh.:e· ar£FID!trcdlallli>ialil1iJ.


dlall!llSe' alS, jp:elt jpuIs4i

J!llli€€€'d1elill'li.
Annexure-Ill (A)
(Para 6)
Stagnation Increment: In case of reaching the end point of pay scale, an
executive would be allowed to draw stagnation increment, one after every two
years upto a maximum of three such increments provided the executives gets a
performance rating of 'Good' or above.

Bunching of Pay: - In CPSEs where a lower fitment benefit (i.e. 10% or 5%) is
granted due to afford ability, there is a possibility of bunching at different
grades due to revised Basic Pay falling short of reaching starting point of
revised pay-scale. The revised BP due to bunching of pay in these cases would
be the higher of the followings -

• Adding the difference between the 'pre-revised Basic Pay' and 'the
minimum of the pre-revised pay scale' to the starting point of revised
pay scale.

• The revised BP' as arrived after applying the fitment benefit (ie 10% or
5% ofEP' plus DA).
[Example for Basic Pay revision in cases of bunching in a Grade/level]
------T----~-------·--~#~·-·---------------------I-----------------------... .' - ------------------------------------,
5.. ' Par.ameters, ! Pre-revisedi pa,y-scale, of E-6, re,vel (in Rs.) :
No., '--M~i;;i~:u;;;-r-Mf~i-~~-~:;-:--Mi~,i~~-m'-~--'--M~~:i;,,;,-~~,-+--:
I Sta,rtill1g, ! 11il!T(lrelml'ent 2 3',
o,f /iJCI,y~ @J3% ilil€liermel11its' ilil€H!IiIiIe'lilltS,
, scate @'3'%, : @3,% :
: :------(A,-----r------(8f----- ---- -(ef --- --T ----- -(D;,---- --:
- - - - - _ ••.- - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - .'. - - - - __ - - - - - - - _ •••- - - - - - - - - - - - - - - • ~ ~ •••• - - - - - - - - - - -1- I

T. : E-fiillevel':J?l'ie-lievisedBP':
l
(3\1.12.1\: 3'6600 3\1700, 3'884€.! : 400,]0 :
: : C): : : : :I
--i:--r -i:iA\ii:i:iciiii ------------r--say-;- --T ---43,Cjio- ---: -- --4524o---T-- --46-608- --- T----48C1t2-----!
, I ~. I I I I

: : 1]20% : :::
------}-------.--.------------------~------------~------------ ----------------}-----------------~----------------:
: 31. ; lio;t;all : (Ill) + ~2')": g(iJSZID 8\2:'94(0): 85448 : gSID22 :
r·~----r-----------------------------l------------j---.-----------
I I I I

_.--------------,--------------- I

..,-----------------,
I I

: 4. : F.itime:rM! li:rellrefii,1i. : % of,: 50% Si%. 5;%,: 5%, '


: :. : 1JP').p,Ill~ :
-------- -ib·em,e.ii~T((4));;(13\); T-- -40~&.@)--- r ---- 4l:U4i-ID)"" - -, -- - - 42~2~4----T --- -4.4.IDi.i ---
I I I

r- -5;'-- r- F.i~;;n~emt-
: : amCil1!llilt ,: :
I
t0 -a,;;f~e-:--(~)-~ -(:5:)--i- - - ii4.54~fi--:---S;iuisgJ.IDi-- - ,- - - gsiih@l.:.i----'--- -9~4~ii---:
; - -&'.- -: -~~i--~~~,~~~-
I
1-
I I I ,

:
•..
; att re\tiseclJBp,l
- --- - - •..
- - -- - - - - -- - - - - - - - - - - - - - - - - - - - 'I'. .•.•.
_-
i!
__,_•••••••••••••••••••••••••
__ ••_.•...•.... __ .•.•.......•.•.• to'_ ••••••••••••••.•••••.••••••••••••
,:
_._ •••••••••.••••••••••••.••••.••• --I

: 71. : RIi}t!lI'ill'JeQl
o,fifi : Nex<t: : 8'4550 : 871))'901 : 89;730l : 9243.0l :
~ i_ ~ p •••••••••••••••••••••••••••••••• "_ •• __ 1 ~~.~~~Y:
.._~_ i i ~_ J_ j
: 8 : Mfl'iliRil'l!J1iJiI1 tilJff 1t-6r~! Stta:littil1Tg: !9:QCi)"(O"IDJ : ~lOOI(!)"IDJ : 9l!)(iJlil(!)) . 9'lilllll\I(O) :
:L·_ •••••••••• .1..': __lie~isedl !D'a~~s"€alle)
.~_ •• _"_ •••••••••••••••••••••.•••••••.•••••••••••••••
: p1l.l'ilililt _I:•••••••••••••••••••••••••••••••
J .•••......••..........
:
I.••• _ •••••.••••••••••••.• -.- ••••••
:
" •••••••••••••••••••••••••••••.••.•••
:' ••••••••••••••••.•••.•••.••••.••.••. :
,
.. - - - - - - ---------- -- ---------- - - -- -- - -.- - - - - - - - - - - - - -
----------- _ _ -- .•. .•. - .•. - -
-- - ----_ .•. -.- - _ _ .•. - _ .
9. Difference between Linked: (A)- (A) (B)- (A) (Cl - (A) : (0)- (A)
the 'pre-revised Basic to : '
Pay' and the 'minimum figure: i.e.36600 i.e.37700 i.e.38840 i.e.40010
of the pre-revised pay at - 36600 - 36600 - 36600 - 36600
scale' Column
(A)
mentio
ned at
SI.
No.1. , ,
'io:' .Diff~'r'~~ce'~mount' ..... iioo··········2240·····T····j410······
..... ·····~·····T·····o······ ,
.ii:' .N~t" ···Of····difference' ... (sfi·"'r ··9·‫סס‬00····.... 91ioo····· .... 92240 .... r'" 9341ii ....
,

added to starting point (10) : :


of revised pay-scale 1 !
"i2:' ·iie~iseliPay~scaje · --iiigiJe'·r .. 9OOiJO---- !iiiOii 9224o--··r· ..!i341ii .
of(7} or : :
....._ __' !!:~!. L _ i .
Annexure-Ill (B)
(Para 7)

Rates of Dearness Allowances for the employees of CPSEs following IDA


pattern

Effective Date Rate of Dearness Allowance(in


percentage)
01.01.2017 0

01.04.2017 -1.1

01.07.2017 -0.2

III
Annexure-IV
(para 11)
Performance Related Pay

(I) Allocable profits:

a. The overall profits for distribution of PRP shall be limited to 5% of the year's
profit accruing only from core business activities (without consideration of
interest on idle cash / bank balances), which will be exclusively for executives
and for non-unionized supervisors of the CPSE. The ratio of break-up of profit
accruing from core business activities for payment of PRP between relevant
year's profit to Incremental profit shall be 65:35 to arrive at the Allocable
profits and the Kitty factor.

(I) PRP differentiator components:

(A) PRP payout is to be distributed based OIl the addition of following


parts, / components»

Part-I: CPSE's performance component:-

(a) Weigbtage = 5,0.%ofPRP payout

(b) Based on CPSE's MOU rating:


MOUrating %age elig,il»~lity of PRP

Exeellent LOO%

Very G00d 75%

G0:odl 50%

Fair 2.'5>%

P00f N~
....

(ID))Based! (i)11ll Tea-m :ral1!iimg; (il..e. ]i!lillfu€dl t<D' lPllalIlllt / IDmit' s lP,li<D<illmd~v.iittJ
vm~a:s'l!llli'es, all'ldl <Dpel)'"atI(i).lJ},a1l/ physi;€,r!l welif<Dlilil1l.'alil"€e):
Team rating %age eligibility of PRP
Excellent 100%

Very Good 80%

Good / Average 60%

Fair 40%

Poor Nil

* In case of a CPSE not having Plants/Units and if there is a no


Team Performance areas/rating, then the PRP for such CPSE will
be determined based specifically on MoU rating after merging the
weightage of Team performance component to the Company's
performance component.

(c) The Team rating shall be linked to individual Plant / Unit's productivity
measures and operational/physical performance, as primarily derived from
CPSEs' MOU parameters and as identified by CPSE depending on the nature of
industry / business under the following suggested performance areas»

• 'Achievement Areas', in which performance has to be maximized (e.g.


market shares, sales volume growth,. product output / generation.
innovatiO'ns in desig» or OpCFaltiton, awards, and either competitive
recognition, ete.), and

• 'Control Areas' in which control has to be maximized (e.g. stock / fuel


loss". operating cost eorarel, litigatron cost" safety, etc.).

(d) Ifor office'locatiees of epSE's", the' Team rating; sho1!]ldlbe ]inked to the
PTialil't/ U ni,t as attachedl to' tIlle saidl office; and! ]f there is more tha» oae Plant /
Unlit aataehed to all! office OF iln case of Hea:dI O~E:ce/ Corporate Office of the
CPSE" the Team lTatin:g slrall }bethe weighted average of all] such Plants. / UlilJits,.
TItre wei:gbtedl <l!v€lTClIgeshal] De based ON the employee rnalilJpower strength of the
respective Pbnts, / UlI1liits.

[Pl(l11111tslU Il).1iits. shallll primari:lly meatIill tlile work pDa<ce' where il'lldl!ls.trry's,
mall'lllmEaduurilllllg, process is, ealiri'edt out a'liHdil'll, case of aJ CPSJE Iil(i»t h3JV]fiIg. aJlI1ly
FHr(!)€eS-S"it &ID:aIImean the W(!)Ir}f place wEIere themail.llbl!ls.iness.is.
l:l1l(l1lill!lfa<etuliil'lllG;
€a'lilTi'ea. out; Tne illl'diivi'dim>aill deJj>a:r.tme'tllt/ seeti;mll1l wirtrliIiin a wIDlr:k pfa:ce' shaH mm>!be
lie€o~J1llilZ'edla's>a .Plla:lI1lt/Uml~1tJ.
Part-S : Individual's performance component:-

(a) Weightage = 20% ofPRP payout

(b) Based on Individual performance rating (i.e. as per the CPSE's


Performance Management System):

Individual performance ' %age eligibility of


rating PRP
Excellent 100%

Very Good 80%

Good / Average 60%

Fair 40%

Poor Nil

(c) The forced rating of 10% as below par / Poor performer shall not be
made mandatory. Ccaseqaently, there shall be discontinuation of Ben-curve.
The CPSEs are empowered to decide on the ratings to be given to' the
executives, however, capp1iJng ofg;iviing ExceUent rating to not more than ]5,% of
the total exeeutive's in the grade (at bdow Board level) should be adhered to.

(al) The' g,liil'dle--wiise'


])'erceJlltag,e'ceiillFlilIg;
for drawaE of P'RP wirltliriJll
the
aII]o€;'alMe'
,PF{i)lfits has, b.eeJllFationalliized as, under:-

Gtr31de Cej)ljjng
(%ofBP)
E«») 40%

Ell 4\(i)0/0,

E2 4«)P/o
]E', 4«)PA"
E41' 50%

E5> 5«)%.
JE6; 6(()P/a,
,
, E1' 7«)%) ,

Em, $(()%,
i
E9 90%
Director (C&D) 100%
Director (A&B) 125%
CMD / MD (C&D) 125%
CMD / MD (A&B) 150%

Note:
I.For Non- Unionized supervisors, the PRP as percentage of BP
will be decided by the respective Board of Directors of the CPSE.

(Ill) Kitty factor: After considering the relevant year's profit, incremental
profit and the full PRP payout requirement (computed for all executives
based on Grade-wise ceilings, CPSE's MOU rating, Team rating &
Individual performance rating), there will be two cut-off factors worked
out based on the PRP distribution of 65:35. The first cut-off shall be in
respect of PRP amount required out of year's profit, and the second cut-
off shall be in respect of PRP amount required out of incremental profit,
which shall be computable based on the break-up of allocable profit (i.e.
year's 5% of profit bifurcated into the ratio of 65:35 towards year's profit
and incremental profit).

The sum of first cut-off factor applied on 65% of Grade PRP ceiling and
the second cnt-off'factor applied on 35% of Grade PRP ceiling will result
in Kitty faetor. The :Kitty factor shall not exceed 1(i)0%.

{IV); :Based on the PRP components. s'peciifi:ed aDove" the P'RP' pay-out
to the e'Xe'C1ll1ti!vesshould De' cDmputedl UpOD addii1:iioD of the'
foUowing dlll1'ee'eJemeRrtts~-

Weilgmtag,e 0D 50% Multiplied witb Parn-t (<CP5E's MOD rratilillg)


Ml!lIltiplied with Ii'\iitty factor

WeiglitJtag,e of 3<DP/o, Ml!lIltiplied with Part-2' (1i'ealililis> perf0rlililailil<l:e)


Ml!lIhiplied with Ii'\ii~tyfactor,

Weiig)lll1la:g,€' 0E 2:0%, MlJllrtiplleJ with P'awt-$; (IlncllilVi:clImIClJs>


P'elT£'0t'"lilillailll:€e)
MI!lIJ'tiiplieJ wiDAl ]\\iitrlly fax~1l01li.
((0)) Ne1t PB'J?= Fae1t01r X +. Fa:Ct\0J.1'" Tt +. .FCl!e1t@J.T·Z -Nett %aIg,e' 0-'f'
J,\,1ll'Jll1!la:1I B,P
EXAMPLES

Performance Related Pay (PRP): Examples for calculating Kitty


factor/ Allocable profit

• PRP Kitty Distribution: within 5% of profit accruing from core business


activities (hereinafter, for brevity, referred to as Profit).
• Ratio of relevant year's profit: incremental profit > 65 : 35
Example -1:

SI. Parameters Amount (Rs.)/ %age


1 FY 2016-17 Profit > 5000 crore
2 FY 2017-18 [for which PRP IS to be Profit > 6000 crore
distributed]
3 Incremental profit 1000 crore
4 5% of the year's profit soo crore
5 A'llocable profit out cif current year's 5% of profit based on distribution in the ratio cif
65:35 towards the year's profit and incrementalprofie
a. PRP p,ayout frorn year's profit 195 crore [i.e. 65% out of 300
crore]
b. P'RP payout n-o'm ilncrementaJ profit ]05- eroee [i.e. 35% out of 300
erore']:
[]06 croce can be fu]]y utilized as,
incremental pnoJi t is ] 000 CFoFe.]
6) Fl!llll PUP Payout reql[iiremelillt ((wmrpt!l1ted 500CFO)re
fOll' alIIl! executives, ba!se~ O'JillGliad!e-wise
ceillliililJg,s",CPSE's MOU raltillll!g.T'eallllillratilll).Ig,
& ] lilldlilvi:dit!l1alll ratillilJg;) - Unlit
perfO rllI<1'aI11lCe
l

wich(i)Tllt applying kitty JadJo-r rel!ated CO' year's,


pp(i)jji;t(i)ip incremental pr@fit

7 P'lR'lP'p,uyo'Tllt@'lieak-up eased (i)/fIi65:·35 distri@Tllb'£(i),nout (i)Jyear's pTi~'UIfand in'(;remenb'af


p1if!Jiif:,
al PR]>' almO'l!l'1Il1tv,e<qluliir€'dI
O'l!llt0,f yeas's ]>JF@,ffiit66% 0,n 5,€)(D) CF(!)re::: 3,2'5 cr(!),v,e'
Cll.e. '. 6'5%
" , 0,rS] N0).,6)
@' I , i., .),

all C'Ellt-(!)fi[:ffa:<et0)Ii(
11 ) (iilll\%alg,eJ :ff(!)lIi'
yeaw's; p~ ]915, <eIi@lIi€' = 6(i)).(i)(i)%,
/ 3;2'5,<CIi0JIie'
]>'3lyolilrtr t(0)Sll. No)., 5(al)' & 7(a0
wiitID\Iiei'€l1'€11l\(i;e'
11>1 P'RP' allilJ}:(!)'\llilllm
Fe<q!1llliiIrecll
0'\1l11t 3;5l%, 0£'5.(l)(j»)
0f iim~ll'elilil€1llma;D €If0))fe'::: ]75, €FOlfe'
(ire. 3~5)%,off'SI!. No). 6;)
}j)lF0)fliit
ID)ll <Cl!tlt-(!)lti]"
£"a!Ci:1/(!)II1(
21) (iIJil\%a\g,e) f~nr iIJil:€l1ewreJil\t!aID / ]]75, <Cl1@)Fe'=
])<06, <Ctr@llie' (i)(i»).(O@P!G,

1171
PRP payout with reference to SI. No. 5(b) &
7(b)
8 Thus, total Profit amount allocated for 195 crore + 105 crore = SOO crore
PRP distribution [i.e. 5% of Core business /
operating profit]
9 Kitty factor for respective Grade (in %age) [65% x Grade PRP ceiling (%) x
Cut-off factor(1)] Plus (+) [35%
x Grade PRP ceiling x Cut-off
factor(2)] = Kitty factor

1181
PRP PayO'ut to' Individual Executives
Example - 1 : FO'r Grade E-1

SI Parameter Amount (Rs.)/ %age payout


A CPSE's MOU rating 75%
[Weightage = 50%J (Very Good)
B Team's rating 100%
[Weightage = 30%J (Excellent)
C Individual's performance rating 60%
[Weightage = 20%] (Good/ Average)
D Grade ceiling (El) 40% of BP
(Max. of 40% of BP)
E Cut-off factor (1) 60.0%

F Cut-off factor (2) 60.0%


G Kitty Factor for Grade El [65% x 40% x 60.00%J + [35% x 40% x
i.e. [65% x D (Grade PRP ceiling) 60.00%J
x E (Cut-off factor(l))J Plus (+) = 15.60% + 8.40%
[S5% x D (Grade PRP ceiling) x F = 24.00%
(Cu i-off factort 2))]
E NetPRP'
I Factor-X Wtg.( 50%) x A x G
[Colmpalny's, performance
co,mponet}ltJ

-,,-. ~.
r.e. 50% Xi =
75,% Xi 2'4UD% 91.<00%
III Faeter-Y Wtg,.{S'O%);<i B;<i G
[reallilllJ's performanee cOIilli!>0JiIentJ
I.e. SCD%
x ]OCD,% = 7.2'CD%
x 24!.CD(i}%,
....
III F'adfD}1":-Z Wtg.(2CD%)x C Xi G
[~liIdli.vidluaI'
s performanee
cliHimp(iHiHeIllt! ]

Le, = 2'.88%
2CD%Xi60% Xi2'4.CDCD%

Ht PKP faYCiJ1l!1i diistrciili>utiCiJ'JiI F'adCiJT X + FadCiJF Y + FaetfJlF Z, =


119.,~8o/()l CiJ,fBasie' Pay
Performance Related Pay (PRP): Examples for calculating Kitty
factor! Allocable profit

• PRP Kitty Distribution : within 6% of profit accruing from core business


activities (hereinafter, for brevity, referred to as Profit).
• Ratio of relevant year's profit: incremental profit = 65 : 35
ExamDJe-2:
I
SI. Parameters Amount (Rs.)/ %age

1 FY 2016-17 PBT - 7000. crore

2 FY 20.17-18 [for which PRP IS to be PBT - 60.0.0.crore


distributed]

3 Incremental profit Nil

4 5% of the year's profit 30.0 crore

5 Allocable profit out of current year's 5% of profit based on distribution in the ratio of 65:35
towards the year's profit and incremental profit:
a. PRP payout from year's profit 195 crore [i.e. 65% out of 300 crore]

b. PRP payout from incremental profit 105 crore [i.e. 35% out of 300. crore]:
[Nil amount to be allocated as profit
is N~l.J

6 Full PHP Payout requirement (computed! for aliI 500 crore


executives based on Grade-wise ceilings,
epSE's MOU rating, Team rating & Individual
performance rating) - but without applying kitty
factor related to year's profit or Incremental profit
7 P'R'P'Payo11Jtbreak-up' based @111 65:3-5 distribution out of year's pTiOfitand incremental profit:
a, PR?' amount required out of year's profit (i.e. 65% of 500 crore = $,2'5crore
65% ofS!. No. 6)

a1 Cut-off faetor(lI) (in %age) for year's PRP 19'5 crore / 525 crore- = 60..0{)%
payo,ut with referenee to'Sl... NOl.5(a) & 7(a)
10, P']l;]P' alx:m(\)l\llIID.lt
requiiliedl 0Ut of in€rementaE profit 3\5% of 5001eli0lie = l! 75, €1I011e
(ii.e. 3'5% of&1'. No. 6)

bIl Cut-off fa€t01:(2) (in %ag,e) for incremental' PRlP Nil / 1175crore = 0. .0.0%
1

payout with reference tOlST.No. 5(~))&; 7(b)


-....
81 a!l.1110€al1ieclJ
Tful\!l'S" t@Jta~1Pli(!)Jfi.itall'lll'@Ull1JJt f@f P~P' 11!9)6 enore + 01 erere = ~96 eli@>lie'
cdii;s,tlii]mti;oIDl [jie. 3;.2'5'% @f CCiinre'
busmesa/ 0}jlerattiin.g}jlli@fiit]
9) Imiitty facton fur fes-pecctiIVe <Gliacdk(ilIil %ag.e) [66% Xi <Gt:acleJ?RlP'eeiling (%) Xi <C'lit-
@{fff'fa'Gt0u(1l)J Plus (f+,J; [t15% Xi <Gliad'e'
, 2')J --
P'~IP' eei llill1'.g; Xi <Cut-(1Jtf£a€t01Ji(
Iiiiititiy t'aetiOlr
PRP Payout to Individual Executives
Example - 2 : For Grade E-I

SI Parameter Amount (Rs.)/ %age payout


A CPSE's MOU rating 75%
[Weightage = 50%J (Very Good)
B Team's rating 100%
[Weightage = 30% J (Excellent)
C Individual's performance rating 60%
[Weightage = 20%] (Good/Average)
D Grade ceiling (E 1) 40% of BP
(Max. of 40% of BP)
E Cut-off factor (1) 60.0%

F Cut-off factor (2) 00.0%


G Kitty Factor for Grade El [65% x 40% x 60.oo%J + [35% x 40% x
i.e. [65% x D (Grade PRP ceiling) x E o.oo%J
(Cut-off'factorf Ijf] Plus (+) [S5% x D = 15.60% + 0.00%
(Grade PRP' cei~illlg,) x F (CUlt-off = 15.60%
fildor( 2'))]
E NetPRP
1 Factor-X Wtg.(50%) x A x G
[Compa11lly'sperformaaee cesnpoaent J
I.€'. 50% x 75% x ]5.60% = 5..85Wo
lE Factor'-)" Wtg,~{30%) Xi BxG
[Team's; performance' compmrentJ
r.e.. S0% Xi ]00% Xi 15.60% = 4.68>%
.....
IlJll Fad(i),Ii''-Z Wtg ..~2(}%}x C x G
[IlllldliiVhdllJlla 1!'
s,p'eli'fc!);li'lIl1IaIilc€,
c<1>Jmp(i),lIlemt
J
i.e, 20P/o :xi =
600/0:xi ] 5.6(1),% ].s, 7%

H PBJ»' p31Y;011t
d~s:tri&uti0R Fader, X + Fader, Y + .fad0r, Z = 12'.4&0/0
0fBasle- Fay
:
No. W-02Io02812017-DPE (WC)-GL-XIV 117
Government of India
Ministry of Heavy Industries and Public Enterprises
Department of Public Enterprises
Public Enterprises Bhawan
Block No. 14, C. G. O. Complex,
Lodhi Road, New Delhi-ll0003
Dated: 1·th August, 2017
OFFICE MEMORANDUM
Subject:-Pay Revision of Board level and below Board level Executives and Non-
Unionised Supervisors of Central Public Sector Enterprises (CPSEs)
w.e.f. 01.01.2017-dccision on allowances other than the allowances
under 'Cafeteria approach'
The undersigned is directed to refer to para 8 and 10 of this department's O.M.
NO.W-02/o02S/2017-DPE (WC) dated 3rd August, 2017 regarding the issue of
separate guidelines in respect of allowances mentioned therein. After due
consideration, the Government has decided as follows:
(1) House Rent Allowance:
(i) The house rent allowance to the employees ofCPSEs will be at the
fIo 11owing ra t es.
Classification of cities Rate ofHRA
X-Class (Population of .50 Lakh and above) 24.% of Basic Pay
Y -Class (Population of 5 Lakh to 50 Lakh) 16% of Basic Pay
Z-Class (Po ulation below 5 Lakh) 8% of Basic Pay
(ii) The rates ofJ-IRA will be revised to 27% 18% & 9% for X, Y and
Z class cities respectively when IDA crosses 25% and further revised to
30% 20% and 10% when IDA crosses 50%.

(2) Leased accommodation:


(i) The Board of Directors may decide on the grade-wise lease rental
ceilings in a standardized manner for the different level of executives. The
amount of lease rental ceilings should be decided on its merit keeping in
view 1 linkage to the HRA amount, classification of cities for HRA
purpose, pay-scales of the executives, House Rent Recovery (HRR) rate,
etc.
(ii) If an executive is staying in his/her own house then normally he
or she should be entitled to the HRA amount but if the said house is taken
as lease accommodation for self-occupation purpose, the lease rental
ceilings (after adjusting the HRR amount) should not exceed the net
applicable HRA amount.
(iii) The HRR in respect of leased accommodation should be at the
following rate, or the actual rent, whichever is lower:-
Classification of cities !Rates of HRR
X-class 7.5% of BP
IY -class 5% of BP
Z-class ' 2.5% of BP
-
1
(iv) For accommodation arranged by CPSE in its own township, the
HRR shall be 7.5% of BP (for X-class cities) / 5% of BP (for Y-class cities)
/ 2.5% of BP (for Z-class cities), or standard rent fixed by CPSE,
whichever is lower.
(3) Other Allowances/Perks: The following allowances will be outside the
purview of Ceiling of 36% of Basic Pay under 'Cafeteria Approach':

(a) Work based Hardship Duty Allowances: The payment of work


based hardship duty allowance upto 12% of Basic Pay shall be
admissible for the period the executives / non-unionized supervisors
has actually performed one of the following hardship duty:-
i) For performing duty in Underground mines, and
ii) For performing duty at Offshore exploration site
(b) Separate guidelines regarding Location based Compensatory
Allowance and Non-Practicing Allowance would be issued later.
2. The additional financial impact in the year of implementing the revised pay-
package for Board level executives, Below Board level executives and Non-Unionized
Supervisors, as mentioned in para S of the DPE O.M. No.W-02/0028/2017-
DPE(WC) dated srd August, 2017, would be calculated taking into account the OM
No. W-02/0028/2017-DPE(WC) dated srd August, 2017 and OMs issued on payment
of allowances.
3. The allowances specified in this O.M. would be effective from the date of issue
presidential directive.

L--
(Rajesh mar Chaudhry)
Joint Secretary to the Gov~ rnment of India

Administrative Ministry/Department (Secretary by Name) of the Government


of India '

2
Copy to Chief Executives ofCPSEs.

Copy also to:


i) Financial Advisors in the Administrative Ministry/Department
ii) Comptroller & Auditor General of India, 9 Deen Dayal Upadhyay Marg,
New Delhi.
.•..
iii) Department of Expenditure, E-V Branch, North Block, New Delhi

iv) Department of Personnel & Training(CPC Pay 1), North Block, New
Delhi.
v) Chairman, PESB/Secretary, PESB, CGO Complex New Delhi

Copy also to
i) Prime Minister's Office (Shri Tarun Bajaj, AddI. Secretary)
ii) Cabinet Secretariat (Shri S.A.M. Rizvi, Joint Secretary)

Copy for information to


i) PS to Minister (HI&PE)
ii) PS to MoS (HI&PE)
iii) PS to Secretary, PE
iv) AS & FA (PE)
v) All Officers ofDPE

vi) NIC Cell, DPE with the request to upload the OM on the DPE website.

~~
(Samsul Haque)
Under Secretary to the Government of India

3
ANNEXURE - C.

Revised lOA Pay Scale w. e. f. 01.01.2017.

DESIGNATION
--~ -
GR ADE EXISTING SCALE REVISED SCALE
CMD-
---- ----
Seh-A 80000 - 125000 200000 - 370000
Director Se h-A 75000 - 100000 180000 - 340000
~ - --~- -
Executive Director E-9 62000 - 80000 150000 - 300000
1--------
GGM/GM----- E-8 51300 - 73000 120000 - 280000
Addl General Manager E-7 43200 - 66000 100000 - 260000
--
Jt General Manager
I--- -
E-6 36600 - 62000 90000 - 240000
Dy General
f----'<--~- --
Manager
---
E-5 32900 - 58000 80000 - 220000
Manager <--------
E-4._- 29100 - 54500 70000 - 200000
Qy. Manag~e_r~_ E-3 24900 - 50500 60000 - 180000
-
Assistant Manager E-2 20600 - 46500 50000 - 160000
Asstt. Engineer / Asstt. Officer E-1 16400 - 40500 40000 - 140000
--------~ ~-
S.E./ S.O. / O.S. / P.A. / Sr.
Artisan / Hd. Draftsman /
N E-8 12300 - 24600 29000 - 91000
ACP / Sr. Tech / Sr. Operator
etc.
- -- -
J.E. / Sr. Stenographer /
A.O.S. / Artisan-I / Driver Gr-I
N E-7 10700 - 21400 28000 - 80000
/ Sr. Draftsman / Tech.Gr-1 /
_Operator~r_-I~ -
Sr.Asstt / Stenographer /
Draftsman Gr-I / Driver Gr-II /
N E-6 8500 - 17000 22000 - 63000
Artisan Gr-II / Security Guard
Gr-I / Tech.--
Gr-II
--
etc.
Draftsman Gr - 11. N-E-5
~ 8000 - 16000 21000 - 60000
Asstt / Steno Typist / Driver
Gr-III / Artisan Gr-III / Security N E-4 7500 - 15000 19000 - 56000
Guard Gr-II - / Tech.
/------ --
Gr-III
-
etc. -
Keyman / Gangmate /
Security Guard / MTS./ N E-3 7000 - 14000 18000 - 52000
Security Guard Gr-III etc. ~-.

Sr. Messenger / Sr.


N E-2 6200 - 12400 17000 - 46000
Gangman / Sr. Khalc~si -
Messenger / Gangman /
N E-1 6000 - 12000 15000 - 45000
Khalasi -- -
No. W-02/0039120 17-DPE (WCt· uL- xxnJI"t-
Government of India .
Ministry of Heavy Industries & Public Enterprises
Department of Public Enterprises

Public Enterprises Bhawan


Block 14, eGO Complex,
Lodi Road, New Delhi-ll 0003
Dated: 6th October, 2017

OFFICE MEMORANDUM
Subject:- Board level and below Board level posts including non-unionised supervisors in
Central Public Sector Enterprises (CPSEs)- Revision of scales of pay w.e.f,
'01.01.2017 - Payment of IDA at revised rates-regarding.
*****
The undersigned is directed to refer to the Para 7 and Annexure-Ill (B) of OPE's OM
dated 03.08.2017 wherein the rates of DA payable to the Board level and below Board level
executives and non-unionized supervisors of CPSEs have been indicated. The next instalment for
revision of rates of DA is due from 01.10.2017. Accordingly, the rate of DA payable to the
executives and non-unionized supervisors ofCPSEs is as follows:
(a) Date from which payable: 01.10.2017

(b) Average AICPI (2001=100) for the quarter June'2017 - August' 2017
June, 2017 280
July, 2017 285
August, 2017 285
Average of the quarter 283.33

(c) Link Point: 277.33 (as on 01.01.20] 7)


(d) Increase over link point: 6 (283.33 minus 277.33)
(e) DA Rate w.e.f. 01.10.2017: 2.2% [(6 +277.33) x 100)
2. The above rate of DA i.e. 2.2% would be applicable in the case of lDA employees who
have been allowed revised pay scales (2017) as per DPE O.M. dated 03.08.2017,04.08.2017 &
07.09.2017.
3. All administrative Ministriesl Departments of the Government of India are requested to
bring the foregoing to the notice of the CPSEs under their administrative control for necessary
action at their end.
~
(Samsul Haque)
Under Secretary
To,
All the administrative Ministries/Departments of the Government ofIndia.
Copy to:
1. Chief Executives of Central Public Sector Enterprises.
2. Financial Advisers in the Administrative Ministriesl Departments.
3. Department of Expenditure, E-I\ Branch, North Block, New Delhi.
4. The Comptroller & Auditor General of India, 9, Deen Oayal Upadhayay Marg, New Delhi.
5. NIC, DPE with the request to upload this OM on the OPE website.
~v..t!.-
(Samsul Haque)
Under Secretary
ANNEXURE - F.

Option to switch over to IDA scale.

Dated: 13.12.2017

Sub: - Willingness to switch over to IDA.

Ref: - IRCON Corporate Office Circular No. -r~ /2017 dated 13.12.2017.

I am willing to opt for IDA scale w. e. f. 01.01.2017.

Signature:
Name:
Designati on:
Emp. Code No.
Project:

Signature of Controlling Officer.

HRM, Corporate Office.


\".r S!I"} e: ;:.~~;.~"'~;:
Dc~a~,..n~ ...~ c· ::X.8EI~::..: ~

s: . lect.- !mp erne, of


~a~b!"li the
TrawtS-part i">Jta'lla see t

:(:.. ~~!.il~: Lf, :- We leo:.S~ll tz:;:T' ~!a:-i.-::",.c--:1,,~ I..•..on :"',~~ ~i"..::::,,:~,rlteft',_i":~~'f! ~~ "!!1:E S~'£::;·1t:-·:~~~,·ti
IS :c-~ed-~
:~.::-;::·.J~e :~:~: T.,

------- ---- -"-"-~-"" - ----- ----


am :1 ci!hm;1l!E

Jtl.1lJ ~
-----_._-------------------
1iarm::2

@V! !, e ajl~ _11 wm:tt !hle *i6lBibl ~ 1u>tm:tre ;e" ':~{f:ESIW"'l1 ''la,:e :~ :::rm
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'S1 OF Ci1iES!TO\·Ji';S .c.a
E •... _E -JR H'G-:~~ RA:'ES OF HI''\."SPORT
;-'\L•..OWANCE ON RE-CLASS!FICAT.ON or C'TIES;-OWNS A~ PE:::: C::r\SUS-
2011 (w.e f 01.04.2015:

-----_.
S. No. NAME OF THE STATESi UNION NAME OF THE ClTYfT W"-!,
TERRITORIES
_ ..- .- .. -. - -- --- -

A 'JAW" I r & N!COBAR ISLAN9S

.- ----- -
2 t-. 'JE:-a:.;oO ,UAj

Pat~2 !UAl

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... ..._ .... -..-_ ...
No 21!5i201i'-r:.iI(B)
Government of India
Ministry of Finance
Department of Expenditure

OFFiCE MEMORANDUM

Subject:· Implementation of the recommendations of the rn Central Pay Commission relating to


grant of Transport Allowance to Central Government employees.

1111pa.rna~ ffi'Odmca,'ofll of IUlIIS Depat1mefll"s 0 M. 0, e'l6, • umber datoo 1. 1, H f€@aming


impieme latr«m d fue emmmood!alic:; 0# the ~e~en , Ce lrai Pay"'· m ~ ~, r;o,laiiilTtg tto gfcmt of
Tr~();l1i . J()Wlante to h1iaiGo emll1J1ie!1]temp~yees. e Plfe~eH1i liS PtMeasoo [ deafe ij'ja O!IDlraj
'V

Q)~t emw.t;Oyees l are [fJ(F~'n9 pay 0 Rs.242- & a TIlt!: ij , Pay liOlveil 11~ :2 fue Paw ~'a~,
SI re
el' iihle h gm i of TIr~ AiJ.i!t'i."r.liilte @ no .':11': s: pfiWS [L' .f elreOO at 'iOOci~es . ,iIJ;Cti1OO In
Ire ~ ID fue aHJ;~ tired OJ.aL aOOb1BOOl- ~s D ,'" ~ at 0" ~iP~ ..

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limt.
-,
No,1 9051/1 12017-E,IV
Government of India
Ministry of Finance
Department of Expenditure

New Delhi, the 2nd August 2017

OFFICE MEMORANDUM

Subject:· Implementation of the recommendations of the Seventh Central Pay Commission. - Dress
Allowance.

Consequent upon the decisions taken by the Govemment on the recommendations of the Seventh
Central Pay Commission, in supersession of the existing orders relating to Uniform related Allowances viz.
Clothing Allowance, Initial Equipment Allowance, Kit Maintenance Allowance, Robe Allowance, Robe
Maintenance Allowance, Shoe Allowance, Uniform Allowance and Washing Allowance which have been
subsumed in a single Dress Allowance, the President is pleased to decide the rates of Dress Allowance in rlo
the following categories of Central Government employees as under:-

S.No. Category of employee Rate per annum


. (In Rs,)
1. Special Protection Group (SPG) Operational 27,800/-
Special Protection Group (SPG) Non-operational 21,225/-
2. Officers of Army IIAFI Navy/ CAPFslCPOs RPFIRPSFIIPS/Coast Guard. 20,0001-
3. MNS officers, Officers of DANIPS/ACP of Delhi Police/ other Union 15,000/-
Territories.
4. Executive staff of Customs, Central Excise and Narcotics Department (both 10,000/-
in summer .and summer-cum-winter), Indian Corporate Law Service (lGLS)
Officers , Legal officers in NIA, Bureau of Immigration Personal (in
Mumbai, Chennai, Delhi, Amritsar, Kolkatta and all check points of Bureau
of Immigration) PBORs of Defence Services / CAPFslRPF/Police Forces of
Union lerritori.es and Indian Coast Guard, StatioR Masters of Indian
Railways.
5. Otlner categories o1i staff w.ho were supplied Uniforms 8md are req,uired t0 1 5fJOOI·
wear them regularly like Trackmen, Running staff of lndian Railways, Staff I
Car Drivers, MTS, Canteen staffo1i N(i)n-Sta!Utory, Departmental Canteens,
etc.
6'. Nurses: 1800/- per month I

2. Allo.wances related to maintenance, washing' of Uniform are subsumed in Dress Allowance and will not
be payable separately,

3. Further categories of staff>who were' earlier being provided Unifonns, will henceforth not be provided
with Uniforms'.

4 The' amount of Dress Allowance shall be credited to the salary of employees direetly once a year in the
month of July.

5. This- allowance covers only ttle basic' uniform of the employees. Any; special clothing like, that pmvided,
all S1achen Glacier or inside submarine or fluorescent clothing. provided! to, Trackmen or IrndlanlRailw8¥s) O~·to)18'
personnel posted at high altitudes will (mliltinue'to: be provided by; the concerned, Milifist~ as per e)('istihg:norms,
,"

6. O'utfitiAllb.walilce\ ~aidl ta Ih(iHanlFo~eign Service offie61iS'and; emplby,ees; willl comlnue to; be; pn!)Nlidedlas:
lb'ef0re"is;enhancedl~.w 5aMl.

7'. lihe; ~ates;Qf Dress, AllowanCe! will 9,0; up! 1J>t<25,o1o each' time) De-arne'Ss;A1I0wan'C~rises, b'l/S(D,%:.

Si. lili'Gse: GIlGer;s; shalll take effeett WGInl anlst JI!JI¥,,,.1Q;111.,


~------'--"'" ..." ~~
~
'; \

-2-

g, Separate orders will be issued by Ministry of Defence, Ministry of Home Affairs, Ministry of Railways,
Ministry of Health & Family Welfare, Ministry of Corporate Affairs, Ministry of External Affairs, Department of
Revenue, Department of Personnel & Training and Cabinet Secretariat in respect of employees of these
Ministriesl Departments,

10, In so far as the persons serving in the Indian Audit & Accounts Department are concerned, these orders
issue in consultation with the Comptroller & Auditor General of India,

Hindi version is attached.

, (Annie George Mathew).


Joint Secretary to the Government of India

To,

All Ministries and Departments of the Govt. of India etc. as per standard distribution list

Capyto: C&AG and U,P,S,C" eic. as per standard endorsement list.


A~-----~

I\JO. 4/'~j2C~7-~.n(3)
Gcvernmsot c' jrC;a
rv1:r.is~ry01 Finance
Department of Exoenditure
",-tif"

New Oelhi. the 13l" Juiy, 2017.

OFFICE MH,\ORANDUM

Su.bject- A.bo!tti01!l o! Specital Compecrrsatory(Hin Afea) Al[OW1lIlC~.. Recommendations of Ihe


Se\lelll~ili Central Pay Commissi.lll't.

COI!1s€~l[en! uW:Cli! the die~is;;{m"ta-~el11 by tine GCVBIT.l ment on !ne remrnme@d:a1io,'11s af Ih.e Se.V8m:ll
Ce/1tttraii Pay CaJ1lITrmiss:i0,Il1I,. l\1Te P'resim:en: is. ,O':eas:edlt(D;(jj,edcfe t:'1at" ~ecial Co.mllensaW (Hm Area)
AJilo,wante stmds atl!J:co:l'ls/lredwith efifect from ~5:1Ju~y..1017. This @i1(J,waocewas cWrnissibJe: t@ Cea:uan
f;~ller:1llli1eJr.t €\'1T,p;lo.yees lIil!l~e this Min.ist:lf'S; C..ML fN~. 4{21!201D~EJ"(B} vi<tOOi 29.1,"':A.l!ig}!Js~, 2ij';)~lL

2'.. lrr.ese otruetTS s:.~alBalGa ail!ltp:I'Y (CD;i!Iired~il!ant a"l1jDfCl;le.es: ~ai<diIfrrQllDl the iD'efemc.eSef'iDices Estimates ..
I1!11ttesWOO:: ruf #.:m1liToo fo:IICleS p:e rrso Inmella'!i'd! !Ra:I~~lawerm jillo''faeS" seperat'e ord:e~s: !.&:iil00 iSstleull b¥ the
IY:tlTm,i'sttrwmff liJ'efumce a\~ ~~ni::i&tIiJ(Cf ~ilw.als.,[eS:O:€t1:g,y.e:lW.

J.
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IDliIlfelis;
J~emt affe QlliiT~emn~
awe i~1il.exdillI:lili!h11ilhe t1:n'U'lEu;,nD.~ 0ft lIiI1e On:Iil11IP:l:Jioi!en- al!1lJit .illOOihrn'lrG.em-ena:;; lQIi ImmtaL

lH!ii;rlIt" 'refi5imm i5' ak,"~.


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ll(l))

INDMlillliis$ii'e$lAlle:fp.'aliIiIm1~d!sll\)jfIll!re~l!l11i1lili1'elllttet li:lmiial as;F sJIa_m cif&1IITiilinll:1!iilnm Il5lt.

~w ftlDr.: Q~(G;" ~, •. as; pr $!aftOOiendle:1'1X!lm-mm:rnr1mtt


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Je:Ja men: o' ::~;;enctu'e

'0 r 3t~. ew Dei I


atec 2:· u.y.20 7

Sub: Grant of Extra . or Allowance- (abolition of ex.isting Caretaking Allowance, Extra D ty Allowance
Flag Station Allowance:, flight Charge Certificate !owance, library Allowance, Raib asna AHowance
and Special Appoi tm.en:t Altowance) - deeiste 0 e Government on the rece ' dafio' 0 the
Se;vent Centr Pay Co issiol1 (1' CPC).

<l) IEx4ir.il I~ willl me grraiiillat!a tumi I!afe


~ 6i1I1qrltIDpre~IIIiIfmfiWe tflris alltID.ntalll'lLle ffulr!ill aimnurmngIlBliiillrl! 1lll!I'e.eEJr. aml!ti 1iItrel!e S11lm1IJ
~ mif earr itIeffD:IIe _ Sii!l111le _~ is _ e'lII ftmrsiimril~f(dlJd!iii:s apim
c) 1llhi5 illll~ sfualll mm.ttIil:e [lU.ilIilfujinlfllif ii.e.. ilf tIfne sa!lIl1le mJ!ll ~ is ~in!1!I . (!lIJ'IIlIIlllIleSill as amrdl
iis elllgjlhlleffuJr~ ~ l(i))~) ;ail~ ffmr f6iIldtn~. _ tID.ttaj\ ~ I ~\tD»IJ~ ~ efuaj\e)
wjlll ma' ~ at!.2fk ~ .cID~mn1Q) mif _it: fPli!!K

eJimjlhl
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I imrasfPeBIIDm>smin i' ttir£elhMr ~ A'<m!mIt$~arrtmrem,tt aJettmllltceunred\,ttiJlege(lInital$i5m!usRr


ttml11Sllltetf \\I.i ltar . Idlitmr~1 Ihntti91,

(
"~tt
-
F No.l ~'''; 2016-E'iI.';
Government of India
lints!')' 0' Fmance
Department of Expenditure

orth Block, New Delhi


7''' July, 2017

Office Memorandum

Subject: Discontinuance of Family Planning Allowance for adoption of small family norms-
recommendation of the 7th Central Pay Commission.

The undersigned is directed to refer to this Ministry's OM No. 7(20)/200a-E-IIIA dated 24.9.2008
regarding the existing rates of Family Planning Allowance (FPA) admissible to Central Government
employees and to say that as provided for in para 7 of this Ministry's Resolution No. 1-2/2016-IC dated 25th
July, 2016, the matter regarding allowances (except Dearness Allowance) based on the recommendations of
the 7th Central Pay Commission was referred to a Committee under the Chairmanship of Finance Secretary
and until a final decision thereon, all allowances were required to be paid at the existing rates in the existing
pay structure (the pay structure based on 6th Pay Commission) as if the pay has not been revised w.e.f. 1st
January,2016. Accordingly, FPA was also required to be paid at the existing rates specified in the aforesaid
OM dated 24.9.2008.

2. The decisions of the Government on various allowances based on the recommendations of the 7th
Central Pay Commission and in the light of the recommendations of the Committee under the Chairmanship
of the Finance Secretary, have since been notified as per the Resolution No. 11-1/2016-IC dated 6th July,
2017

3. As mentioned at SI. No. 60 of the Appendix -11 of the said Resolution dated 6th July, 2017, the
recommendation of the 7th Central Pay Commission to abolish Family Planning Allowance has been accepted
and this decision is effective from 1st July, 2017. Accordingly, FPA Family Planning Allowance, as admissible
hitherto, shall cease to exist in all cases

4. These orders shall take effect from 1S1 July, 2017 and hence Family Planning Allowance shall stand
discontinued w.e.f. 1st July, 2017.

5. In their application to the employees serving in the Indian Audit & Accounts Department, these
orders are issued in consultation with the Office of C&AG.

6. Hindi version of these orders is attached.

(Annie George Mathew)


Joint Secretary to the Government of India
To,

All Ministries & Departments


r
@
A~v!( .,-----

No.A-27012/02/2017-Estt.(AL)
Government of India
Ministry of Personnel, P.G. and Pensions
Department of Personnel & Training
~
New Delhi, \6 August,20 17.
Subject: Recommendations of the Seventh Central Pay Commission -
Implementation of decision relating to the grant of Children
Education Allowance.

Consequent upon the decision taken by the Government on the


recommendations made by the Seventh Central Pay Commission on the subject of
Children Education Allowance Scheme, the following instructions are being
issued in supersession of this Department's OM dated 28-4-2014 : -

(a) The amount fixed for reimbursement of Children Education allowance will be
Rs.2250/-pm.

(b) The amount fixed for reimbursement of Hostel Subsidy will be Rs. 6750/-pm.

(c) In case both the spouses are Government servants, only one of them can avail
reimbursement under Children Education Allowance.

(d) The above limits would be automatically raised by 25% every time the
Dearness Allowance on the revised pay structure goes up by 50%. The allowance
will be double for differently abled children.

2. Further, reimbursement will be done just once a year, after completion of


the financial year. For reimbursement of CEA, a certificate from the head of
institution, where the ward of government employee studies, will be sufficient for
this purpose. The certificate should confirm that the child studied in the school
during the previous academic year. For Hostel Subsidy, a similar certificate from
the head of institution will suffice, with the additional requirement that the
certificate should mention the amount of expenditure incurred by the government
servant towards lodging and boarding in the residential complex. The amount of
expenditure mentioned, or the ceiling as mentioned above, whichever is lower,
shall be paid to the employee.

,
il ~ _
3. These orders shall be effective from 1st July, 2017.

4. Insofar as persons serving in the Indian Audit and Accounts Department are
concerned, these orders issue in consultation with the Comptroller and auditor
General of India.

Hindi version will follow. ~


(N avneet Misra)
Under Secretary to the Govt. ofIndia

To

1. All Ministries/Departments as per standard mailing list.

2. NIC with a request to upload the OM on the website of DoPT.

l
--.-----------~.---~--.
- -------_._--

No.l\-L70 12i02/20 17-Estt.(AL)


Government of India
Ministry of Personnel, Public Grievances and P&PW
DepartlT\cnt of Personnel & Training

Block-IV, Old JNU C8:].~.o~s,New Delhi


Dated: :)(tktober, 2017

PEFICE MEMORANDUM

Subj eel. l{econ1Dlendations of the Seventh Central Pay Commission - Implementation


of decision relating to the grant of Children Education Allowance-

i
The undersigned is directed to refer to this Department's O.M.No.1201 l/0412008-
Estt(AL) dated 11-9-2008 and O.M. No.A-27012/0212017-Estt.(AL) dated 16108/2017 on
the subject mentioned above and to state that the reimbursement of Children Education
Allowance for differently abled children of government employees shall be payable at
double the normal rates prescribed. The annual ceiling fixed for reimbursement of
Children Education Allowance for differently abled children of government employees is
now Rs.54,OOO/-. The rest of the conditions will be the same as stipulated vide
O.M.No.12011104/2008-Estt(AL) datecll1-9-2008. .

2. These orders shall be effective from 1st July, 2017.

Hindi version follows.

~~
(Navneet Misra)
Under Secretary to the Government of India
Tel: 26164316

To

1. Ministries/Departments of the Government of India.

2. NIC with a request to upload the OM on the website of Do PT.


No. W-02!0028!2017-DPE (WC)-GL-XVII17
Government of India
Ministry of Heavy Industries and Public Enterprises
Department of Public Enterprises
Public Enterprises Bhawan
Block No. 14, C. G. O. Complex,
Lodhi Road, New Delhi-llOOOS
Dated: 7th September, 2017
OFFICE MEMORANDUM

Subject.-Pay Revision of Board level and below Board level Executives and
Non-Unionised Supervisors of Central Public Sector Enterprises
(CPSEs) w.e.f. 01.01.2017-decision on Location based compensatory
allowances and Non-Practicing Allowance (NPA)
The undersigned is directed to refer to para 10 of this department's O.M. of
even No. dated srd August, 2017 and sub-para 3(b) of para 1 of OM of even No. dated
4th August, 2017 regarding the issue of separate guidelines in respect of Location
based Compensatory Allowance and Non-Practicing Allowance. After due
consideration, the Government has decided on Location based Compensatory
Allowance and Non-Practicing Allowance as follows:
Location based Compensatory Allowance:
(i) For serving in North-East States and Ladakh Region:
Assam, Meghalaya, Manipur, 10% of Basic Pay
Nagaland, Tripura, Arunachal
Pradesh, Mizoram and Sikkim
Ladakh Region 10% of Basic Pay

(ii) For serving in Island territories of Andaman and Nicobar (A&N)


Islands and Lakshadweep:

Areas around Capital Towns (Port Blair in 10% of Basic


A&N Islands, Kavaratti and Agatti in Pay
Lakshadweep)
Difficult Areas (North and Middle 16% of Basic
Andaman, South Andaman excl uding Port Pay
Blair, entire Lakshadweep except
Kavaratti, Agatti and Minicoy)

More Difficult Areas (Little Andaman, 20% of Basic


Nicobar group· of Islands, Narcondam Pay
Islands, East Islands and Minicoy)

1
(iii) Special allowance: For servIng In the difficult and far flung
areas:

Areas Covered Percentage of Basic


Pay
Part 'A' (Areas covered under 8% of Basic Pay
Annexure-I of Dlo Expenditure O.M.
No. si 1/2017-EII(B) dated] 9.7.20 17)
Part 'B' (Areas covered under 6% of Basic Pay
Annexure-I! of Dlo Expenditure O.M.
No. si 1/2017-EII(B) dated 19.7.2017)
Part 'C' (Areas covered under 4% of Basic Pay
Annexure-Ill of DI 0 Expenditure O.M.
No . .'311/20 17-EII(B) dated 19.7.2017)
Part 'D' (Areas covered under 0'3%of Basic Pay
Annexure-IV of Dlo ExpenditureO.M.
No. si 1/2017-EI!(B) dated 19.7.2017)

(iv) In the event of a place falling in more than one category, I.E'.
(i)/(ii) and (iii) mentioned above, in that case only the higher rate of
allowance will be admissible.

Non-practicing Allowance (NPA):


NPA upto 20% of Basic Pay would be paid to Medical Officers. NPA
will not be considered as pay for the purpose of calculating other benefits.

2. The allowances specified in this O.M. will be outside the purview of Ceiling of
0'35% of Basic Pay under 'Cafeteria Approach' and would be effective from the date of
issue of presidential directive.

L---
(Rajesh Kumar Chaudhry)
Joint Secretary to the ~G ernment of India

Administrative MinistrylDepartment (Secretary by Name) of the Government of


India

Copy to Chief Executives ofCPSEs.

2
Copy also to:
i) Financial Advisors in the Administrative Ministry/Department
ii) Comptroller & Auditor General ofIndia, 9, Deen Dayal Upadhyay Marg, New
Delhi
iii) Department of Expenditure, E-V /E-II Branch, North Block, New Delhi
iv) Department of Personnel & Training(CPC Pay 1), North Block, New Delhi.
v) Chairman, PESB/Secretary, PESB, CGO Complex New Delhi

Copy also to
i) Prime Minister's Office (Shri Tarun Bajaj, Addl, Secretary)
ii) Cabinet Secretariat (Shri S.A.M. Rizvi, Joint Secretary)

Copy for information to


i) PS to Minister (HI&PE)
ii) PS to MoS (HI&PE)
iii) PS to Secretary, PE
iv) AS & FA (PE)
v) All Officers of DPE
vi) NIC Cell, DPE with the request to up load the OM on the DPE website.

~~
(Samsul Haque)
Under Secretary to the Government of India