HomeSeventh Pay Commission

7th Central Pay Commission Questionnaire

Secretary 7th Pay Commission has sought views of various associations on the Pay Structures, Retirement Benefits, Other Service Conditions, Increments, Grade Pay Systems.  A questionnaire has put on 7th CPC’s website and the text of questionnaire is reproduced below:-


9-1 WA, NEW DELHI-110001

Meena Agarwal

D.O No. 7CPC/15/Questionnaire

9th April, 2014 

Dear ………..,

As you may be aware the Seventh Central Pay Commissions has been constituted by the Government on 28 February 2014 with a view to go into various issues of emoluments’ structure, retirement benefits and other service conditions of Central Government employees and to make recommendations on the changes required. The terms of reference of the Seventh Central Pay Commission are available on the . 

2. A Questionnaire seeking the considered views of all stakeholders is enclosed. The response of your Ministry to this Questionnaire is sought. I shall be grateful if the replies are furnished to the Commission on or before 10th May, 2014, so as to enable the Commission to take them into account as part of its examination of the issues that it is mandated to address. The reply may be sent to Post Box No. 4599, Hauz Khas P.O, New Delhi 110 016, and in the case of email to [email protected]

Encl:- As above. 
With Regards, 
Yours sincerely, 
(Meena Agarwal) 
To all Secretaries to Govt of India  

 7th CPC Questionnaire  

1. Salaries 

1.1 The considerations on which the minimum salary in case of the lowest Group ‘C’ functionary and the maximum salary in case of a Secretary level officer may be determined and what should be the reasonable ratio between the two. 
1.2 What should be the considerations for determining salary for various levels of functions falling between the highest level and the lowest level functionaries? 

2. Comparisons 

2.1 Should there be any comparison/parity between pay scales and perquisites between Government and the private sector? If so, why? If not, why not? 
2.2 Should there at all be any comparison/parity between pay scales and perquisites between Government and the public sector? If so, why? If not, why not? 
2.3 The concept of variable pay has been introduced in Central Public Sector Enterprises by the Second Pay Revision Committee. In the case of the Government is there merit in introducing a variable component of pay? Can such variable pay be linked to performance? 

3. Attracting Talent 

3.1 Does the present compensation package attract suitable talent in the All India Services & Group A Services? What are your observations and suggestions in this regard? 
3.2 To what extent should government compensation be structured to attract special talent? 

4. Pay Scales 

4.1 The 6th Central Pay Commission introduced the system of Pay Bands and Grade Pay as against the system of specific pay scales attached to various posts. What has been the impact of running pay bands post implementation of 6th CPC recommendations? 

4.2 Is there any need to bring about any change? 

4.3 Did the pay bands recommended by the Sixth CPC help in arresting exodus and attract talent towards the Government? 
 4.4 Successive Pay Commissions have reduced the number of pay scales by merging one or two pay scales together. Is there a case for the number of pay scales/ pay band to be rationalized and if so in what manner? 
4.5 Is the “grade pay” concept working? If not, what are your alternative suggestions? 

5. Increment 

5.1 Whether the present system of annual increment on 1 st  July of every year uniformly in case of all employees has served its purpose or not? Whether any changes are required? 
5.2 What should be the reasonable quantum of annual increment? 
5.3 Whether there should be a provision of variable increments at a rate higher than the normal annual increment in case of high achievers? If so, what should be transparent and objective parameters to assess high achievement, which could be uniformly applied across Central Government? 
5.4 Under the MACP scheme three financial up-gradations are allowed on completion of 10, 20, 30 years of regular service, counted from the direct entry grade. What are the strengths and weaknesses of the scheme? Is there a perception that a scheme of this nature, in some Departments, actually incentivizes people who do not wish to take the more arduous route of qualifying departmental examinations/ or those obtaining professional degrees? 

6. Performance 

What kind of incentives would you suggest to recognize and reward good performance? 

7. Impact on other organizations 

Salary structures in the Central and State Governments are broadly similar. The recommendations of the Pay Commission are likely to lead to similar demands from employees of State Governments, municipal bodies, panchayati raj institutions & autonomous institutions. To what extent should their paying capacity be considered in devising a reasonable remuneration package for Central Govt. employees? 

8. Defence Forces 

8.1 What should be the considerations for fixing salary in case of Defence personnel and in what manner does the parity with civil services need to be evolved, keeping in view their respective job profiles?  
8.2 In what manner should the concessions and facilities, both in cash and kind, be taken into account for determining salary structure in case of Defence Forces personnel. 
8.3 As per the November 2008 orders of the Ministry of Defence, there are a total of 45 types of allowances for Personnel Below Officer Rank and 39 types of allowances for Officers. Does a case exist for rationalization/ streamlining of the current variety of allowances? 
8.4 What are the options available for addressing the increasing expenditure on defence pensions? 
8.5 As a measure of special recognition, is there a case to review the present benefits provided to war widows? 
8.6 As a measure of special recognition, is there a case to review the present benefits provided to disabled soldiers, commensurate to the nature of their disability? 

9. Allowances 

9.1 Whether the existing allowances need to be retained or rationalized in such a manner as to ensure that salary structure takes care not only of the job profile but the situational factors as well, so that the number of allowances could be at a realistic level? 
9.2 What should be the principles to determine payment of House Rent Allowance? 

10. Pension 

10.1 The retirement benefits of all Central Government employees appointed on or after 1.1.2004 a re covered by the New Pension Scheme (NPS). What has been the experience of the NPS in the last decade? 
10.2 As far as pre-1.1.2004 appointees are concerned, what should be the principles that govern the structure of pension and other retirement benefits? 
11. Strengthening the public governance system 
11.1 The 6th CPC recommended upgrading the skills of the Group D employees and placing them in Group C over a period of time. What has been the experience in this regard? 
11.2 In what way can Central Government organizations functioning be improved to make them more efficient, accountable and responsible? Please give specific suggestions with respect to: 
 a) Rationalisation of staff strength and more productive deployment of available staff;   
b) Rationalisation of processes and reduction of paper work; and c) Economy in expenditure. 

12. Training/ building competence 

12.1 How would you interpret the concept of “competency based framework”? 
12.2 One of the terms of reference suggests that the Commission recommend appropriate training and capacity building through a competency based framework. 
a) Is the present level of training at various stages of a person’s career considered adequate? Are there gaps that need to be filled, and if so, where? 
b) Should it be made compulsory that each civil service officer should in his career span acquire a professional qualification? If so, can the nature of the study, time intervals and the Institution(s) whose qualification are acceptable, all be stipulated? 
c) What other indicators can best measure training and capacity building for personnel in your organization? Please suggest ways through which capacity building can be further strengthened? 

13. Outsourcing 

13.1 What has been the experience of outsourcing at various levels of Government and is there a case for streamlining it? 
13.2 Is there a clear identification of jobs that can be outsourced? 

14. Regulatory Bodies 

14.1 Kindly list out the Regulators set up unde r Acts of Parliament, related to your Ministry/ Department. The total number of personnel on rolls (Chairperson and members + support personnel) may be indicated. 
14.2 Regulators that may not qualify in terms of being set up under Acts of Parliament but perform regulatory functions may also be listed. The scale of pay for Chairperson /Members and other personnel of such bodies may be indicated. 
14.3 Across the Government there are a host of Regulatory bodies set up for various purposes. What are your suggestions regarding emoluments structure for Regulatory bodies? 

15. Payment of Bonus 

One of the terms of reference of the 7th Pay Commission is to examine the existing schemes of payment of bonus. What are your suggestions and observations in this regard? 


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  • Anonymous 10 years ago

    person after retirement should not be given any government job as they are unnecessary occupying vacant post

  • Anonymous 10 years ago


    1] duty hours all force rsonnel should be fixed when personnel posted in static region.
    2]new pension scheme should be abolished and all government worker should be covered by old pension scheme
    3]health facilities to be improved by establishing a system where cost of treatment to be beared by life insurance companies where a person has to pay a minimum amount as yearly subscription
    4]below poverty line should be given free treatment in all government and private hospitals
    5]benefit of overtime should also be extended to force personnel
    6]all government servant should be governed by one rule of salary

  • Sir
    The Clerical and stenographer should be merged as single entity.

  • Anonymous 10 years ago

    Grade pay system need to be abolished

  • Anonymous 10 years ago

    Pending court cases regarding the anomalies arouse upon the implementation of 6th CPC must be settled. The judgements pronounced by Hon'ble CAT, Hon'ble High Courts and Supreme Court in many cases like "granting of MACP in Promotional hierarchy" etc., are not implemented by the Government so far. Albeit it is contempt of court it is not implemented so far. The Govt. must implement the judgement and then 7th CPC may proceed further. Otherwise, the disputed anomalies remain the same and the 7th CPC will follow the wrong service condition which will lead into irrevocable blunders again.

  • Anonymous 10 years ago

    the report should be submitted well in advance so that the same can be implemented from the date of effect, this will felicitate bunching of huge amount of arrears which may lead again to payment of Income tax, legal battles as done in 6th pay commission.

  • sir,being an ex serviceman I am not getting CEA as local zila sainik board says that they don't have any such authority with them,so it is my request that please publish the MOD letter no./policy no.

  • Anonymous 10 years ago

    The status may be kept separate from the supporting staff and the working staff since the latter group vested on more responsibilities

  • Anonymous 10 years ago

    The status may be kept separate from the supporting staff and working class since the latter group shoulder on more responsibilities and have the service experience of 10-30 years in the relevant work. This will certainly improve their potential and develop innovative ideas.

  • Anonymous 10 years ago

    It has been experienced that the grade pay system made much difficult in fixing of pay in promotion/pension and the status. For ex: An employee has to reach the basic pay of Rs. 7440/- for availing enhanced rate of TA (Rs.800/-) where the grade pay is not taken into account but most of the cases the grade pay is main factor for the status. While fixing the pay scale, it may be equalized with direct promotion and department promotion.(This was rectified within the department where only direct post available).

  • Anonymous 10 years ago

    The govt has made blender mistake by introducing the MACP in place of ACP and created unrest in all govt.departments by granting ACP/MACP scheme with retrospective date aand later the DOPT it self has stated that the MACP scheme is fall bak option and collected data from all the departments for granting MACP with promotional hierarchy but failed to implement the same and with this many court cases against govt. were filed in all the cases courts have directed to grant the MACP with promotional hireachry but where as govt. is still playing the game with employees.This should be corrected and better prospects for employees should be introduced by 7th CPC

  • The seventh Pay commission should seriously fix pension formula for pre 2016 retirees as there was lot of confusion with calculations for pre 2006 retirees