No.55/4/06-S&D/Vol III/ 775 dated 25.06.

08 Government of India Directorate General of Works Central Public Works Department S & D Unit To The Cabinet Secretary Government of India Rashtrapati Bhawan New Delhi Sub: Memorandum to redress Grievances caused in various ranks of CPWD by recommendations th of 6 Central Pay Commission

Sir, CPWD has received memorandum of grievances caused by recommendations of 6 Commission from following Associations a) CES Gr A Association (DR) b) All India CPWD Engineers Association c) CPWD Junior Engineers Association (India) d) CPWD Engineers Association e) All India Engineering Drawing Staff Association f) All India CPWD Office Staff Association
th

Central Pay

Memoranda of grievance submitted by the associations are almost on same principles, logic and facts. The grievances include (a) Issues which are common to all services under the Central Government as they pertain to applicability of recommendations and (b) issues which affect as CPWD Staff/Officers. The same are recommended as hereunder for kind consideration and redressal. (A) (1) GENERAL ISSUES Minimum pay needs to be fixed at Rs. 10,000/= against Rs. 5740/= proposed by the 6th CPC as suggested by the staff associations. It is felt that the rates adopted by the VI CPC to work th out minimum pay as per 15 ILC norms are not a true reflection the situation prevalent then. The proposal for not recruiting Group D employees is not in public interest. With particular reference to maintenance activities of CPWD, maintaining a work force is inevitable as they provided continuity and professionalism. CPWD maintains various historical entities like Rashtrapati Bhawan, Parliament House, Hyderabad House, North Block, South Block etc. which involve multiple services. These institutions do permit outsourcing for want of security considerations. Moreover, availability of departmental workforce ensures that the subsurface services are identified with ease which helps in ensuring uninterrupted service. The Running Pay Band and Grade Pay concept as recommended by 6th CPC needs careful treading. Following should be considered before it is implemented Why was it dumped by 5th CPC when 4th CPC recommended it and implemented it for Armed Forces? What were the lessons learnt from 4th CPC recommendation implementation? How the lessons are addressed in 6th CPC recommendations? Differential benefits of the recommended system over conventional system needs to be recorded and scrutinized through public participation. Anomalies include(a) Actual drawl as on 01.01.2006 was 86% and not 74% as stated in the recommendations. Fixation should therefore be done on the basis of 86%. (b) The 5th CPC maintained the minimum - maximum salary ratio as 1: 10. Against this, the ratio recommended by VI CPC is 1:12. It is recommended that the ratio of 1:10 be maintained.

(2)

(3) (a) (b) (c) (d) (4)

(c) The Pay Bands need to be fixed with consistency, rational and uniform formula. To illustrate this requirement lowest pre-revised scale of each recommended Pay Band has been taken and examined to indicate disparity in increase. S.No. Lowest prePay Band % increase revised scale in PB -1S PB1 PB 2 2550-55-2660-603200 3050-75-3950-804590 5000-150-8000 5500-175-9000 6500-200-10500 4440-7440 4860-20200 8700-34800 {(4440-2550)/2550}*100 = 74% {(5310-3050)/3050}*100 = 74%

JE : {(8700-5000)/5000}*100 = 74% {(9570-5500)/5500}*100 = 74% AE : {(11310-6500)/6500}*100 = 74% 15600-39100 AEE : {(15600-8000)/8000}*100 PB 3 8000-275-13500 = 95% 10000-325-15200 EE : {(1740012000-375-16500 10000)/10000}*100 = 74% 14300-400-18300 EE(NFSG) : {(2088012000)/12000}*100 = 74% SE : {(24890-14300)/14300}*100 = 74% PB 4 18400-500-22400 39200-67000 CE : {(4328022400-525-24500 18400)/18400}*100 = 135% 24050-650-26000 ADG : {(4899022400)/22400}*100 = 119% ADG (Spl) : {(5277024050)/24050}*100 = 119% Apex 26000 Fixed 80000 Fixed DG(W) : {(8000026000)/26000}*100 = 208% This inconsistency needs to be removed to motivate junior government functionaries. It may be seen that whereas the pay band is only neutralizing already availed Basic Pay + DP + DA as on 1.1.2006 up to proposed PB3, it is going beyond neutralization in case of proposal for PB4, Apex Scale and Cabinet Secretary/Equ. The VI CPC is accordingly benefitting SAG and above and neutralizing the formations subordinate to SAG. (d) Grade pays need to be fixed rationally. For example the difference between the two successive pre-revised pay scale 6500-200-10500 and 7450-225-11500 works out to be 7450-6500=950 at initial level and 11500-10500 = 1000 at maximum level against the difference of 4600-4200=400 between the proposed grade pay for these two scales. Various suggestions have been put forth by various associations which are worth consideration. They are as hereunder The grade pay of higher pre-revised scale should be equal to grade pay of lower pre-revised scale plus 1.86 time the average of the difference of the maximum and minimum of the two pre revised scale. For the same instance stated above the grade pay for the pre-revised scale of 7450-225-11500 should be 4200+1.86X{X(7450-6500)+(11500-10500)} = Rs. 6013.50 (say Rs. 6010). Grade pay ought to have been 40% of basic of the maximum of scale and 50% Dearness Pay. Pay Commission appears to have ignored the DP component. Grade pay may also be worked out in percentage so as to ensure uniform benefits in percentage terms; otherwise staff/employees in higher pay but same grade pay will suffer due to lesser %age increase. For instance for S-12 the status is as hereunder:

(e)

(f)

(g)

(h)

(i)

(j)

(k)

Pay in Grade Total % Increase PB2 Pay 6500 11310 11310 4200 15510 37.14% 8500 14790 14790 4200 18990 28.4% 10500 18270 18270 4200 22470 22.9% It is recommended that Grade may be worked out in percentage terms considering 40% of basic of the maximum of scale and 50% Dearness Pay. The rate of increment at 2.5% is far below than that already provided by 5th CPC. Infact rate of increment should be related to growth rate of the country. It is hard to believe that the government employee will have a value addition of 2.5% only p.a. whereas the country could grow by a higher percentage due to his working. Once the increment is related to growth rate of the nation, it includes performance as well. The target for national growth is fixed annually in the Finance Bill. The same is assessed by way of economic survey at the end of the financial year. The increment for the following year should be announced in the finance bill depending upon how the country has performed due to implementation of policies by the Central Government Employees. The merger of various scales by placing them at a common grade pay in the same pay band needs revision. The pay band for such merged scales has been fixed by multiplying the lower of the lowest scale with 1.74 and the grade pay has been fixed by adding 40% to the higher of the lowest scale. Instance under consideration is merger of S-9, S-10, S11 and S-12 in PB2. The pay band width is Rs. 8700-34800 with GP of Rs. 4200 for all the merged scales. This in a way means not merger, but withdrawal of S-10, S-11, and S-12 scales and placement in S-9 scale. For effective merger the pay band width should be based on S-12 instead of S-9. 6th CPC has recommended fitment of new recruits as per DoPT O.M. dated 25/5/98. Example has been given in para 2.2.22(iv)d. An existing employee at the start of the prerevised payscale will get a fixation of Rs.5570+Rs.2000 GP i.e. total of Rs.7570/= whereas new recruit will get Rs. 5859/-+Rs.2000/-G.P. This anomaly needs to be resolved. Extension of the provision to other scales will find that the pay as derived by DoPT O.M. dated 25/5/98 is confusing and different. A new recruit will get Rs. 10635/in pre - revised scale of 6500-10500 excluding GP and the existing employee at Rs.6500.00 basic pay in this pre-revised scale will get minimum of Rs.11310. When Rs. 10635/- is extrapolated, it will yield Rs. 6112/- in pre-revised scale i.e. lesser than the scale itself. CCA has been subsumed in TA by 6th CPC recommendations. The appreciation in respect of CCA is not correct. CCA neutralizes the relativity of cities and is in no way connected to transport. When the commission accepts that cities have differential reality rentals and has therefore recommended HRA rates depending upon the type of city; its recommendation to subsum CCA with TA is misplaced. In fact the pay suggested by the Commission should be for a particular class of city and the other class of cities should be duly compensated in %age terms akin to HRA. 6th CPC has maintained HRA @ 30% for A-1 class cities and has increased the rate from 7.5% to 10% for C class city and from 15% to 20% for B Class city. Since A-1 Class cities are almost saturated with availability of land for construction of new dwelling units, the rentals are beyond anybody's imagination. It is recommended that we may have uniform 33 % growth in HRA rates for all types of cities. Therefore the HRA for A-1 class cities should also be enhanced to 40%. VI CPC has recommended reduction in number of pre-revised pay scales. No justification is seen in maintaining two pay scales namely 7450 11500 and 7500 12000. The two can be merged. The recommendations are likely to affect the morale of Deputy Secretary / Director level officers due to proposed merger of 12000 375 16500 scale with 14300 400 18300 scale. This level happens to be the backbone of Government of India functioning and requires intense slogging for giving shape to the policy matters in the Secretariat /

B.P

B.P.+74%

headquarters and implementing them in actuality in field. It is recommended that instead of merging 12000 375 16500 with 14300 400 18300, 14300 400 18300 should be merged with 16400 450 20900 in PB4. (l) There should be a minimum fixed tenure of two years for officers placed in Apex Scale. One of the Associations has submitted a graphic presentation as to how the recommendations are likely to benefit the employees and have very crisply indicated that the recommendations are not evenly placed with non Group A services (PB1 and PB2) and Group A service up to JAG level (PB3) of Government of India. This needs to be examined in detail and resolved. The graphic is as Annexure A. (B) ISSUES SPECIFIC TO CPWD (1) CES, CE&MES, CAS Gr A 6th CPC has proposed merger of pre-revised pay scales of Rs.12000 375 16500 and Rs. 14300 400 18300. In CPWD due to severe stagnation Executive Engineers earn Non Functional Selection Grade of pre-revised Rs.12000 375 16500 after nine years of Gr A service and Superintending Engineers are placed in prerevised pay scales of Rs. 14300 400 18300. 5th CPC had placed the Superintending Engineers of CPWD at par with Conservator of Forests and DIGs of Central Police Organizations. Accordingly the Superintending Engineers of CPWD should be placed in prerevised pay scales of Rs. 16400 450 20900. As per present proposal, EE (NFSG) and SE shall have same Pay Band and same Grade Pay, thereby creating imbalance. It is recommended that our proposal to grant pre revised scale of Rs. 16400 450 20900 to SE of CPWD may be acceded to now to remove the anomaly. (2) CES, CE&MES, CAS Gr B & C 6th CPC appreciation for the Subordinate Engineers is not consistent with the Cadre structures in CPWD (3.4.7). (a) The Junior Engineers (minimum qualification is Diploma in Engineering) Group C CES - are feeder cadre for the Assistant Engineer (Group B CES) and there is no element of direct recruitment of AEs with qualification of graduation in Engineering. (b) The Assistant Engineers (Group B, CES) and the Assistant Executive Engineers (DR. Group A, CES JTS) are together forming the feeder cadre of Executive Engineers (Group A, STS) with quotas of 1/3rd Diploma AEs 9Group B CES), 1/3rd Degree AEs (Group B CES) & 1/3rd AEEs (DR Group A CES JTS). 6th CPC recommendations in respect of promotion of subordinate Engineering Cadres (para 3.4.7) needs clarification. It is not clear whether posts with minimum educational requirement of diploma in engineering shall be feeder to Group A Engineering Cadre posts or it is meant for posts carrying minimum qualification as degree in engineering. In CPWD, we do not have any non Group A post having minimum qualification as graduate (degree) in engineering in engineering cadres. Therefore non-degree engineers who enter at JE level (minimum qualification is diploma in engineering) are promoted as AE and then these AEs are promoted as EEs. It is recommended that this promotional hierarchy is maintained instead of routing them through the post of Assistant Executive Engineer which is the entry level post in Gr A cadre and has the minimum educational requirement of degree in engineering. JUNIOR ENGINEER The Cadre of the Junior Engineer together with the cadres fed by it, constitutes about 85% of total Engineers in the CPWD and hence the pay packages and career prospects of the Junior Engineers also play vital roles in the functioning of the Department. The minimum entry level qualification for the Junior Engineer post is Diploma in Engineering. However, Graduate and post Graduate Engineers also apply to join as Junior Engineer. The majority of the Engineers recruited in the recent past examinations/interviews etc. were Graduates and even Post Graduates. Only few Diploma Engineers qualified for recruitment. It is a fact that a good number of the selected candidates do not prefer to join CPWD and equally good number of candidates who join the department leave it subsequently after

seeing the poor pay scales and poor career prospects in comparison to the offerings of private & public sector organizations. This exodus of the engineers from Junior Engineers cadre of CPWD is adversely affecting the working of the Department. The Junior Engineers of CPWD were being given scales of Rs.5000 Rs.8000, Rs.5500 Rs.9000 (after 5 years) and Rs.6500 Rs.10500 (after 15 years) after 5th CPC. Subsequent to the introduction of the ACP Scheme, the scale of Rs.5500 Rs.9000 was withdrawn and the majority of the JEs, placed in this scales were brought back and placed in the scale of Rs.5000 Rs.8000 to facilitate the grant of 1st ACP scale of AEs (after 12 years) and 2nd ACP scale of EEs (after 24 years). The 6th CPC had maintained that the grant of Rs.5000 Rs.8000 scale for Diploma Engineers was not anomalous. However, to remove certain anomalies it has now merged the scales of S-9, S-10, S-11, & S-12 into one and hence proposed the JEs & S.O (Hort.) a corresponding pay band of PB-2 of Rs.8700 Rs.34800 along with a grade pay of Rs.4200/- corresponding to the merged pre-revised scale of Rs.6500 Rs.10500 (Ref.7.46.12, 7.46.16, 3.4.6, 3.4.7, 2.2.19). The Staff Nurses (Diploma Nurses) have been given with only one scale of Rs.5000 Rs.8000 by the 5th CPC. The scale of Rs.5500 Rs.9000 was promotional to them. The qualifications, duties, responsibilities of Junior Engineers were not at all inferior to that of Staff Nurses rather the Junior Engineers are also having arduous nature of duties. The 6th CPC has now proposed a pre-revised pay scale of Rs.7450 Rs.11500 and placed them in PB-2 with Grade Pay of Rs.4600/-. The Job Evaluation Committee appointed by the Ministry had submitted a report wherein the duties & responsibilities of the JEs of CPWD was stated as more complex and onerous than those of Draftsmen Grade I of CPWD. The report was accepted by the Government and the same was also proclaimed in the Parliament. The 6th CPC has placed both these cadres now at par in PB-2 with Grade Pay Rs. 4200.00. Considering these disturbed horizontal relativities within and outside the Department, and to make this entry level cadre of JEs more attractive to the young talented engineers and for meeting the distinct requirements of the CPWD in the post 2005 GFR scenario, it is recommended for a pre-revised minimum scale of Rs.7450 Rs.11500 for the Junior Engineers and placing them in PB-2 with Grade Pay of Rs.4600/As per the extent rules, subject however to availability of vacancy, the JEs are eligible for promotion to the post of AEs after 4 years (50% through LDCE) & 6 years (50% through Seniority). Further, the AEs are eligible for in the 2/3rd quota of EEs i.e 1/3rd for Graduate AEs after 8 years & 1/3rd for Diploma AEs after 10 years. The Executive Engineers having degree in engineering are eligible for promotion to the post of SEs after 9 years and further promotions are as per prescribed selection norms and availability of vacancies. Therefore ideally speaking, JEs can avail promotions up to EE level without any distinction about their educational background within 14 16 years of service and above EE level only if they are graduates in engineering within 21 25 years of service. However the truth is not so rosy as the provisions are and at present the JEs are stagnating for their 1st promotion even after 27 years and approximately 25% of JEs now get IInd ACP scale of EEs and more than 65% get Ist ACP Scale of AEs (this fact was realized by even the Expenditure Reforms Commission vide its report (CPWD) chapter 4.9). The scenario of future promotion chances is also bleak. For paving the way for introducing the ACP Scheme in CPWD, the higher scale of Rs.5500 Rs.9000 being given to the majority of the JEs were withdrawn and were placed in Rs.5000 Rs.8000. The 1st ACP scale was not financially beneficial to them as the JEs were having higher time bound scales, but he 2nd ACP scale of the EE was a good relief for JEs as welll as AEs. The modified ACP Scheme proposed now by the 6th CPC now will create more anomaly

and assure only a pay even lesser than that of AEs for JEs after 24 years. And hence also, the prevailing scheme of ACP, to the extent of granting the scales of functional promotional post has to be maintained to avoid plethora of anomalies. Considering this acute stagnation in promotion and to avoid exodus of Engineers from the Department and for retaining the Engineers, 3 ACP scales are recommended to extent partial relief to JEs, AEs & EEs as under : 1st ACP of AE scale after 10 years 2nd ACP of EE scale after 18 years 3rd ACP of EE(NFSG) scale after 24 years. ASSISTANT ENGINEER Section Officers of CSS, Assistant Nursing Superintendents of CGHS and AEs of CPWD have enjoyed lateral parity, historically. This has been grossly disturbed and needs to be repaired. 6th CPC has recommended pre revised pay scale of Rs. 7500-12000 in PB2 for SOs. They then get Rs. 8000-13500 in PB2 after 4 years of service. Assistant Nursing Superintendents have been allowed pre revised pay scale of Rs. 8000 13500 in PB3. For maintaining the cited historical parity, AEs of CPWD should be placed in pre-revised scale of Rs. 8000-13500 in PB2 with Grade Pay of Rs. 5400.00. (3) PLANNING AND DESIGN ALLOWANCE 6th CPC has only doubled the existing planning and designing allowance. We recommend converting it to % age terms in harmony with training allowance. As design and planning also require self study to constantly upgrade technical knowledge akin to training, same allowance @ 15% is recommended. The Directorate of Horticulture was established HORTICULTURE SERVICES from the beginning of 20th century during British period in 1912. This Directorate was headed by the Garden Superintendent/Director of Horticulture having jurisdiction all over India. Due to increase in the workload at Delhi/outside Delhi need was felt to create a post of Dy. Director General (Hort.) and it has been created during the year 2005. The Directorate of Horticulture is having following technical staff to look after the various horticulture development/maintenance works at residences and offices of senior bureaucrats and all Government offices as well as Govt. residential colonies and other buildings. The overall control of the Horticulture Wing is with ADG / DGW. The hierarchy of staff in Delhi and outside Delhi is as under :1. Dy.Director General (Hort) 1 2. Directors of Horticulture 3 3. Dy. Directors 17 4. Assistant Directors 52 5. Section Officers 117 The Directorate of Horticulture is having approximately workload of Rs.240 crores at Delhi and outside Delhi. The Hort. Wing is doing very prestigious maintenance work of Prime Minister House, Vice President House, all Cabinet Ministers offices and residences, Parliament House, Honble Judges of Supreme Court and High Court, senior bureaucrats, etc. wherein permanent technical and work charge staff is posted as per security point of view in this age of terrorism. These prestigious premises cannot be looked after (Maintenance/Execution of original work by outsource agencies. Outsource agencies are not fully capable for landscaping and development of garden feature and its maintenance where features like topiary, rockery, etc. are to be made and maintained. For these works our technical as well as workcharged staff is quite capable and conversant with these specialized work. Maintenance of Samadhis of departed leaders is very challenging work and most of the foreign VVIPs and Heads of Foreign States visit these Samadhis and the work like maintenance of Samadhi Complex can never be outsourced as the prestige of the nation is attached and from security point of view in particular. A large number of foreign delegates and VVIPs visit India and floral decoration at AFS Palam and President Estate are being carried out under the supervision of permanent horticulture staff which could not be

(4)

performed by the outsourcing agencies as these are not fully acquainted with all the requirements and it is also not possible in view of the security reasons also. In this era of global warming and pollution all over the world the new techniques of horticulture like tissue culture, germ plasma collection are being applied everywhere and we have also to adopt them countrywide. Role of the horticulture is very much required and needed to combat the global warming and pollution of water and air by increasing the horticulture operations on war footing to improve the environment by planting more and more trees and vegetation and by increasing the green cover of the country. This will redeem the impact of global warming and pollution of air in the long run. In todays scenario there is concept of green buildings and horticulture plays a vital role in this green building concept. Even as per the Prime Ministers Rojgar Yojana one of the clause say equal to 5% of the total staff employed in Directorate of Horticulture are to be given apprenticeship training of the Malis every year. This will increase the opportunities of self employment in the country. In developed countries like European countries the green cover is about 30 to 40% whereas in our country it is roughly 8 to 10%. The role of the horticulture is much more important in increasing green cover to match the green area of developed countries and to combat the pollution and to reduce the effect of global warning. The Government controlled horticulture schemes in this direction can only be carried out by technical staff and work charge staff of this Directorate. The Commonwealth Games are to be held in 2010 and horticulture operations will be required in entire Delhi such as green cover on open spaces, landscaping and greenery around stadiums, roads leading to stadiums, international airport and colonies. All these will be handled by the technical staff and work charged staff of Directorate of Horticulture under the supervision of their officers. The role of Directorate of Horticulture will increase manifold and these works cannot be handled by outsourcing agencies as they are not having technical knowhow. Keeping in view the above and the fact that Directorate of Horticulture look after horticulture works of Prime Minister House, Vice President House, Parliament House Complex, offices and residences of Cabinet Ministers, MPs, Honble Judges of Supreme Court and High Court, Samadhi Complex, etc. successfully and to the satisfaction, it is strongly recommended that the horticulture works should not be outsourced as proposed by the VI CPC and the Horticulture Wing of CPWD be allowed to continue with the existing arrangement. Outsourcing will drastically lower the standard of work even if the concerns of security are to be kept aside. (5) Ministerial staff and Engineering drawing staff Amongst the Ministerial staff and Engineering drawing staff, anomaly has been created due to merger of various scales at S9, S10, S11 and S12 level as they pertained to promotional posts. To ensure that the anomaly created by merger of scales is addressed, it is proposed to have following placement with respect to pre-revised payscales and proposed pay bands. This will require merger of OS Gr I and Gr II posts as OS and placing them as Gazetted Group B posts under PB2 and Grade Pay of Rs.4600.00 is proposed against Rs.4200.00 recommended by the VI CPC to maintain hierarchy with respect to Head Clerk. No fixation has been proposed for Stenographer Gr III. It has been placed as per existing lateral parity with UDC and Draughtman Gr III. For the same reasons the posts of Draughtman Gr I and Gr II are proposed to be merged and renamed as Draughtman Gr I and the post of Draughtman Gr III is proposed to be renamed as Draughtman Gr II.

Engineering drawing Staff

suggested by VI CPC recommem

Pre revised pay scale as is being drawn now Grade Pay

Ministerial Staff

AE (Group B, Gazetted) Chief Estimator (Group B, Gazetted) OS Gr I (Group B, Gazetted) OS Gr II (Group B, Non Gazetted) JE (Group C, Non Gazetted) Draughtman Gr I (Group B, Non Gazetted) Draughtman Gr II (Group C, Non Gazetted) Draughtman Gr III (Group C, Non Gazetted)

6500 200 10500

8700 34800 + GP = 4600 8700 34800 + GP = 4600

6500 200 10500

6500 200 10500

5500 175 9000

8700 34800 + GP = 4200

5000 150 8000

8700 34800 + GP = 4200

Gr I (Group B, Non Gazetted)

5500 175 9000

HC (Group C, Non Gazetted)

Gr II (Group C, Non Gazetted)

5000 150 8000

8700 34800 + GP = 4200

UDC (Group C, Non Gazetted)

Gr III (Group C, Non Gazetted)

4000 100 6000 3050 75 3950 80 4590

8700 34800 + GP = 2400 8700 34800 + GP = 1900

LDC (Group C, Non Gazetted)

(6)

An effort has been made to tabulate the recommendations pertaining to ISSUES SPECIFIC TO CPWD as at Annexure B. This tabulation is however, subject to the assumption that recommendation made under GENERAL ISSUES as may be made available to all Central

Proposed pay band + Grade Pay 8700 34800 + GP = 5400 8700 34800 + GP = 4600 8700 34800 + GP = 4600 8700 34800 + GP = 4600 8700 34800 + GP = 4200 8700 34800 + GP = 2400 8700 34800 + GP = 1900

Engineers

Steno graphers

Government employees upon review of VI CPC recommendations by the Cabinet Secretary shall be applied mutatis mutandis in addition to thereof. It is requested that the recommendations made herein may please be accepted in larger public interest so that various ranks of CPWD can serve Government of India with dignity and pride, which the VI CPC recommendations has not been able to cover. This is issued with the prior approval of Director General of Works. ENCL : Copies of the representations received from the various Associations (Six Numbers)

(D C Goel) Director (S&D) NOT ON ORIGINAL Copy is hereby forwarded to Secretary (UD) with the request that the recommendations may please be endorsed to the Cabinet Secretary at an early date.

Director (S&D)

ANNEXURE A

PAY RISE AT LOWEST,MIDDLE & HIGHEST STAGE FOR ALL SCALES AS PER 6th CPC

PAY SCALES ( pre-revised )

Fig. 1

PAY RISE (in 000s of Rs.) AT LOWEST & HIGHEST STAGE FOR ALL SCALES AS PER 6th CPC

PAY SCALES ( pre-revised ) Fig. 2

DGW & ADGs

ANNEXURE B Sl.No. 1 2 3 Post DG(W) ADG (Spl) ADGs As recommended by VI CPC As suggested by CPWD now Existing Remarks Pay Scale Pay Band Band width Grade Pay Pay Band Band width Grade Pay No change 26000 Fixed Apex Scale 80000 Fixed Nil Apex Scale No change 24050 - 650 - 26000 PB4 39200 - 67000 13000 PB4 The number may be distributed equally @ 50% each in these two categories No change 22400 - 525 - 24500 PB4 39200 - 67000 11000 PB4

CES and CE&MES Gr A

Sl.No. 1

Post Chief Engineer

As recommended by VI CPC As suggested by CPWD now Existing Pay Scale Pay Band Band width Grade Pay Pay Band Band width Grade Pay No change 18400 - 500 - 22400 PB4 29200 - 67000 9000 PB4

Remarks

Superintending Engineer

14300 - 400 - 18300

PB3

15600 - 39100

7600

PB3

15600 - 39100

8400

For maintaing promotional heirarchy which is getting disturbed by merger of the two pre-revised scales.

3 4 5

Executive Engineer (NFSG) Executive Engineer Assistant Executive Engineer

12000 - 375 - 16500 10000 - 325 - 15200 8000 - 275 - 13500

PB3 PB3 PB3

15600 - 39100 15600 - 39100 15600 - 39100

7600 6100 5400

PB3 PB3 PB3

No change No change No change

CAS Gr A

Sl.No. 1

Post Chief Architect

As recommended by VI CPC As suggested by CPWD now Existing Pay Scale Pay Band Band width Grade Pay Pay Band Band width Grade Pay No change 18400 - 500 - 22400 PB4 29200 - 67000 9000 PB4

Remarks

Senior Architect

14300 - 400 - 18300

PB3

15600 - 39100

7600

PB3

15600 - 39100

8400

For maintaing promotional heirarchy which is getting disturbed by merger of the two pre-revised scales.

3 4 5

Architect (NFSG) Architect Deputy Architect

12000 - 375 - 16500 10000 - 325 - 15200 8000 - 275 - 13500

PB3 PB3 PB3

15600 - 39100 15600 - 39100 15600 - 39100

7600 6100 5400

PB3 PB3 PB3

No change No change No change

CES and CE&MES Gr B

Sl.No.

Post

Existing Pay Scale

As recommended by VI CPC As suggested by CPWD now Pay Band Band width Grade Pay Pay Band Band width Grade Pay

Remarks To maintain historical parity with Section Officers of CSS / CSSS and Assistant Nursing Superintendents of CGHS.

Assistant Engineer (Group B Gazetted, Non Graduate, Promotional Post)

6500 - 200 - 10500

PB2

8700 - 34800

4600

PB2

8700 - 34800

5400

CAS Gr B

Sl.No.

Post

Existing Pay Scale

As recommended by VI CPC As suggested by CPWD now Pay Band Band width Grade Pay Pay Band Band width Grade Pay

Remarks To maintain historical parity with Section Officers of CSS / CSSS and Assistant Nursing Superintendents of CGHS.

Assistant Architect (Group B Gazetted, 6500 - 200 - 10500 Non Graduate, Promotional Post)

PB2

8700 - 34800

4600

PB2

8700 - 34800

5400

CES and CE&MES Gr C

Sl.No.

Post Junior Engineer (Group C Non - Gazetted; Non Graduate) I ACP II ACP

Existing Pay Scale 5000 - 150 - 8000

As recommended by VI CPC As suggested by CPWD now Pay Band Band width Grade Pay Pay Band Band width Grade Pay PB2 8700 - 34800 4200 PB2 8700 - 34800 4600

Remarks To maintain historical parity with Diploma Nurses of CGHS. To ensure that ACP is granted to next in heirarchy of promotion and to ensure that non availability of promotional avenues is not a deterrent to performance.

2 3

6500 - 200 - 10500 10000 - 325 - 15200

PB2 PB2

8700 - 34800 8700 - 34800

4600 4800

PB2 PB3

8700 - 34800 15600 - 39100

5400 6100

III ACP

12000 - 375 - 16500

PB3

15600 - 39100

6600

CAS Gr C

Sl.No.

Post Architect Assistant (Group C Non Gazetted; Non Graduate) I ACP II ACP

Existing Pay Scale 5000 - 150 - 8000

As recommended by VI CPC As suggested by CPWD now Pay Band Band width Grade Pay Pay Band Band width Grade Pay PB2 8700 - 34800 4200 PB2 8700 - 34800 4600

Remarks To maintain historical parity with Diploma Nurses of CGHS. To ensure that ACP is granted to next in heirarchy of promotion and to ensure that non availability of promotional avenues is not a deterrent to performance.

2 3

6500 - 200 - 10500 10000 - 325 - 15200

PB2 PB2

8700 - 34800 8700 - 34800

4600 4800

PB2 PB3

8700 - 34800 15600 - 39100

5400 6100

III ACP

12000 - 375 - 16500

PB3

15600 - 39100

6600

Ministerial Staff ex Gr D Sl.No. Post Office Superintendent Gr I (Group B, Gazetted, Non-graduate) Office Superintendent Gr II (Group B NonGazetted, Non graduate) Existing Pay Scale As recommended by VI CPC As suggested by CPWD now Pay Band Band width Grade Pay Pay Band Band width Grade Pay Remarks

6500 - 200 - 10500

PB2

8700 - 34800

4200

PB2

8700 - 34800

4600

5500 - 175 - 9000

To maintain promotional heirarchy. OS Gr I and OS Gr II shall merge as OS (Gr B, Gazetted)

3 4 5 6 7

Head Clerk (Group C Non Gazetted, Non 5000 - 150 - 8000 graduate) UDC (Group C Non 4000 - 100 - 6000 LDC (Group C Non Gazetted, Non 3050 - 75 - 3950 - 80 - 4590 graduate) Stenographer Gr I Stenographer Gr II 5500 - 175 - 9000

PB2 PB2 PB2

8700 - 34800 4860 - 20200 4860 - 20200

4200 2400 1900

PB2 PB2 PB2

No Change No Change No Change Steno Gr I and Gr II shall merge as Stenographer Gr I Stenographer Gr III shall be renamed as Stenographer Gr II Shall be regulated as per CSOL rules and regulations

PB2 5000 - 150 - 8000

8700 - 34800

4200

PB2

No Change

8 9 10 11

Stenographer Gr III AD (OL) SHT (OL) JHT (OL)

4000 - 100 - 6000 6500 - 200 - 10500 5500 - 175 - 9000 5000 - 150 - 8000

PB2 PB2 PB2 PB2

4860 - 20200 8700 - 34800 8700 - 34800 8700 - 34800

2400 4200 4200 4200

PB2 PB2 PB2 PB2

No Change No Change No Change No Change

For Ministerial Staff 1 I ACP 2 II ACP For OL Staff 1 2 I ACP II ACP

4000 - 100 - 6000 5000 - 150 - 8000

PB2 PB2

4860 - 20200 8700 - 34800

2400 4200

PB2 PB2

No Change No Change

5500 - 175 - 9000 6500 - 200 - 10500

PB2 PB2

8700 - 34800 8700 - 34800

4600 4800

PB2 PB2

No Change No Change

Shall be regulated as per CSOL rules and regulations

Engg Drawing Establishment

Sl.No.

Post Chief Estimator (Group B, Gazetted, Non-graduate) Draughtman Gr I (Group B NonGazetted, Non graduate) Draughtman Gr II (Group C NonGazetted, Non graduate) Draughtman Gr III (Group C Non Gazetted, Non graduate) I ACP II ACP

Existing Pay Scale 6500 - 200 - 10500

As recommended by VI CPC As suggested by CPWD now Pay Band Band width Grade Pay Pay Band Band width Grade Pay PB2 8700 - 34800 4600 PB2 No Change

Remarks

5500 - 175 - 9000

PB2

8700 - 34800

4200

PB2

No Change Draughtman Gr I and Gr II shall be merged as Draughtman Gr I

5000 - 150 - 8000

PB2

8700 - 34800

4200

PB2

No Change

4000 - 100 - 6000

PB2

4860 - 20200

2400

PB2

No Change

Draughtman Gr III shall be renamed as Draughtman Gr II

1 2

5000 - 150 - 8000 5500 - 175 - 9000

PB2 PB2

8700 - 34800 8700 - 34800

4200 4600

PB2 PB2

No Change No Change

Ministerial Estab Gr D

Sl.No. 1 2 3 4 5 6 7 8 1 2 3

Post Daftary Jamadar Barkandaz Chowkidar Peon Sweeper Khalasi Farash I ACP

As recommended by VI CPC As suggested by CPWD now Existing Pay Scale Pay Band Band width Grade Pay Pay Band Band width Grade Pay No Change 2650 - 65 - 3300 - 70 - 4000 -1S 4400 - 7440 1650 -1S No Change 2650 - 65 - 3300 - 70 - 4000 -1S 4400 - 7440 1650 -1S No Change 2550 - 55 - 2660 - 60 - 3200 -1S 4400 - 7440 1300 -1S No Change 2550 - 55 - 2660 - 60 - 3200 -1S 4400 - 7440 1300 -1S No Change 2550 - 55 - 2660 - 60 - 3200 -1S 4400 - 7440 1300 -1S No Change 2550 - 55 - 2660 - 60 - 3200 -1S 4400 - 7440 1300 -1S No Change 2550 - 55 - 2660 - 60 - 3200 -1S 4400 - 7440 1300 -1S No Change 2550 - 55 - 2660 - 60 - 3200 -1S 4400 - 7440 1300 -1S 2650 - 65 - 3300 - 70 - 4000 -1S -1S -1S 4400 - 7440 4400 - 7440 4400 - 7440 1400 1600 1600 -1S PB1 PB1 4400 - 7440 4860 - 20200 4860 - 20200 1650 1800 1900

Remarks

II ACP - non matriculates 2750 -70 - 3800 - 75 - 4400 II ACP - matriculates 3050 - 75 - 3950 - 80 - 4590

To maintain heirarchy of promotion in ACPS

Horticulture

Sl.No. 1

Post DDG (H)

As recommended by VI CPC As suggested by CPWD now Existing Pay Scale Pay Band Band width Grade Pay Pay Band Band width Grade Pay No change 18400 - 500 - 22400 PB4 29200 - 67000 9000 PB4

Remarks For maintaing promotional heirarchy which is getting disturbed by merger of the two pre-revised scales.

Director (H)

14300 - 400 - 18300

PB3

15600 - 39100

7600

PB3

15600 - 39100

8400

3 4

DD(H) - NFSG DD(H)

12000 - 375 - 16500 10000 - 325 - 15200

PB3 PB3

15600 - 39100 15600 - 39100

7600 6100

PB3 PB3

No change No change To maintain historical parity with Section Officers of CSS / CSSS and Assistant Nursing Superintendents of CGHS. To maintain historical parity with Diploma Nurses of CGHS. To ensure that ACP is granted to next in heirarchy of promotion.

AD(H)

6500 - 200 - 10500

PB2

8700 - 34800

4600

PB2

8700 - 34800

5400

SO(H)

5000 - 150 - 8000

PB2

8700 - 34800

4200

PB2

8700 - 34800

4600

7 8 9

I ACP II ACP III ACP

6500 - 200 - 10500 10000 - 325 - 15200 12000 - 375 - 16500

PB2 PB2

8700 - 34800 8700 - 34800

4600 4800

PB2 PB3 PB3

8700 - 34800 15600 - 39100 15600 - 39100

5400 6100 6600