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Seventh Pay Commission Report: Pay Structure Defence Forces Personnel

Report of the Seventh Central Pay Commission

Pay
Structure
(
Defence
Forces
Personnel) Chapter
5.2

7thcpc+report+defence+pay+structurture




5.2.1 The Defence Services in their Joint Services Memorandum have contended that the emoluments in the Defence Services should stand a fair comparison
with what is available in the Civil Services, otherwise the Defence Services will be denied their legitimate share of the available talent pool.
5.2.2 The Commission has devised pay matrices for civil and defence forces personnel, after wide ranging feedback from multiple stakeholders. The
common aspects of the two matrices and the unique elements in the defence pay matrix are outlined in the succeeding paragraphs.

General
Approach
to
the
Pay
Matrices:
Civil
and
Defence


5.2.3 Pay levels have been set out in a pay matrix, separately for civilian and defence forces personnel. The Commission has evolved a fresh approach
by merging the grade pay and pay bands into distinct pay levels. The approach regarding the pay levels and pay matrix has been explained in Chapter
5.1. Some of the major points in the pay matrix which have a common bearing on civilian and defence forces personnel, are highlighted below.
5.2.4 Pay Bands and Grade Pay: Pay Bands and Grade Pays have been
dispensed with and the new functional levels have been arrived at by merging the Grade Pay in the Pay Band. All the existing levels have been subsumed
in the new structure.
5.2.5 Entry Pay: The entry pay for various ranks of defence forces personnel, other than MNS Offices, has been arrived at
on the same premise, as has been done in the case of civilian. As an illustration, entry pay for a Captain has been arrived at as follows:
Entry pay in existing pay band + (Residency Period for promotion to Captain from Lieutenant x annual increment) + grade pay of the rank of Captain
= Rs.15,600 + (2 x Rs.630) + Rs.6,100 = Rs.22,960.
5.2.6 An exception to this approach has been made in the case of Brigadiers/equivalents where pay for the rank has been arrived at as per the fitment
table notified by the Ministry of Defence through its Special Army Instructions of October 2008.
5.2.7 Fitment: The starting point of a Sepoy (and equivalent), the entry level personnel in the defence forces, has been fixed in the
Defence Pay Matrix at Rs.21,700. The starting point in the existing pay structure is Rs.8,460 for a Sepoy/equivalent. The fitment in the new matrix is
essentially a multiple factor of 2.57. This multiple is the ratio of the new minimum pay arrived at by the Commission (Rs.18,000) and the existing
minimum pay (Rs.7,000). The fitment factor is being applied uniformly to all employees. It includes a factor of 2.25 to account for DA neutralisation,
assuming that the rate of Dearness Allowance would be 125 percent at the time of implementation of the new pay as on 01.01.2016. The actual
raise/fitment being recommended by the Commission is 14.29 percent. An identical fitment of 2.57 has also been applied to the existing rates of
Military Service Pay (MSP), applicable to defence forces personnel only.
5.2.8 Rationalisation: An ‘index of rationalisation’ has been applied while making enhancement of levels from Pay Band 1 to 2, 2
to 3 and 3 onwards on the premise that role, responsibility and accountability increases at each step in the hierarchy. At the existing PB-1, this
index is 2.57, increasing to 2.62 for personnel in PB-2 and further to 2.67 from PB-3. Recognising the significantly higher degree of responsibility
and accountability at levels corresponding to Senior Administrative Grade, the entry pay is recommended for enhancement by a multiple of 2.72. The same
multiple is also being applied at the HAG and HAG+ levels. At the apex level the index applied is 2.81 and for the Service Chiefs/Cabinet Secretary the
index has been fixed at 2.78.
5.2.9 As noted in Chapter 5.1, dealing with the Civilian pay matrix, marked increase was accorded to directors in the GP 8700 at the stage of
implementation of the VI CPC Report. Accordingly in the matrix the rationalisation index applied at this level has been fixed at 2.57, lower than the
index of 2.67 applied to existing PB-3 officers. A similar formulation has necessarily to be applied to the defence pay matrix since the Lieutenant
Colonels also received a marked increase in their pay level, post VICPC recommendations. Since the defence services have an additional level in the existing
PB-4 and there is a common pay level for SAG level officers in Defence and Civil, the Commission has applied the rationalisation index of 2.57 also to
the officers in the rank of Colonel and Brigadier and their equivalent.
5.2.10 MACP: The Commission is not recommending an increase in the number of MACPs. For defence forces personnel this will continue to be
administered at 8, 16 and 24 years as before. In the new pay matrix defence forces personnel will move to the immediate next pay level in the
hierarchy. Fixation of pay will follow the same principle as that for a regular promotion in the pay matrix.
5.2.11 Equivalence in Pay Levels for Certain Levels : The starting pay level for officers at Group `A’ entry level is identical at Rs.56,100 in the case of both civilian and defence service
officers. Similarly the pay of the Major General and Joint Secretary and equivalent officers and those above [viz., Lieutenant General (in HAG, HAG+,
Apex) and Chief of each defence service] has been kept identical with their civilian counterparts. Identical pay levels has been devised for JCO/ORs
and their civilian counterparts corresponding to the existing pay bands and grade pay.
Defence
Pay
Matrix:
Some
Distinct
Aspects
5.2.12 For defence forces personnel, there are two separate matrices, one for the Service Officers and JCO/ORsand anotherfortheMilitaryNursingOfficers.
Theexistingranks among Officers and JCO/ORs in the Defence Forces personnel has been kept in view while devising the matrix. There are a number of
common strands in the Civil and Defence Pay Matrices, indeed the principles and philosophy on which they are based are identical. In the case of the
pay matrix for Military Nursing Officers (MNS), the Commission has adopted an approach that blends elements of the principles and philosophy adopted in
devising the pay matrices with the existinguniqueness in the paystructureof MNS officers. Some of theunique elements that merit mention in the defence
Pay Matrix have been outlined below:
5.2.13 Commencement of Matrix: The commencement of the Defence Pay Matrix for combatants corresponds to the
existing GP 2000, which is the induction level for Sepoys and equivalent.
5.2.14 More Compact: The Pay Matrix designed for the defence forces personnel is more compact than the civil pay matrix
keeping in view the number of levels, age and retirement profile of the service personnel. For example, the term of engagement of various ranks of
JCOs/ORs are fixed and of shorter duration. Service Officers on the other hand are given time scale promotion upto the rank of Colonel and Equivalent
and will therefore move, from one pay level to another, in accordance with the stipulated time frame.
5.2.15 Pay Levels Unique to Defence Forces Personnel:
Pay levels corresponding to the existing GP 3400, GP 5700, GP 6100, GP 6600, GP 7600, GP 8000, GP 8400, GP 8700, GP 8900 and GP 9000 are unique to
defence forces personnel. The minimum pay corresponding to each of these pay levels takes into account the normative residency period of the various
ranks of officers.
5.2.16 The Commission emphasises that the pay structure designed by it for the defence forces personnel has been done keeping in view (a) some of the
aspects in their rank structure unique to them and (b) pay structure is not intended to determine the status of the personnel vis-à-vis their
counterparts on the civil side.

Report
of
the
Seventh
CPC

7thcpc+report+defence+pay+matrix

Pay
Matrix
(Defence
Forces
Personnel

Except
MNS)
Pay
Band
5
200-20200
Grade
Pay
2000 2400 2800
E
ntry
Pay
(EP)
8
460
9
910
1
1360
Le
vel
3 4 5
Index 2
.
5
7
2
.
5
7
2
.
5
7
1 21700 25500 29200
2 22400 26300 30100
3 23100 27100 31000
4 23800 27900 31900
5 24500 28700 32900
6 25200 29600 33900
7 26000 30500 34900
8 26800 31400 35900
9 27600 32300 37000
10 28400 33300 38100
11 29300 34300 39200
12 30200 35300 40400
13 31100 36400 41600
14 32000 37500 42800
15 33000 38600 44100
16 34000 39800 45400
17 35000 41000 46800
18 36100 42200 48200
19 37200 43500 49600
20 38300 44800 51100
21 39400 46100 52600
22 40600 47500 54200
23 41800 48900 55800
24 43100 50400 57500


Pay
Band
9
300-34800
Grade
Pay
3
400
4
200
4
600
4
800
5
400
E
ntry
Pay
(EP)
1
2700
1
3500
1
7140
1
8150
2
0280
Le
vel
5A 6 7 8 9
Index 2
.
6
2
2
.
6
2
2
.
6
2
2
.
6
2
2
.
6
2
1 33300 35400 44900 47600 53100
2 34300 36500 46200 49000 54700
3 35300 37600 47600 50500 56300
4 36400 38700 49000 52000 58000
5 37500 39900 50500 53600 59700
6 38600 41100 52000 55200 61500
7 39800 42300 53600 56900 63300
8 41000 43600 55200 58600 65200
9 42200 44900 56900 60400 67200
10 43500 46200 58600 62200 69200
11 44800 47600 60400 64100 71300
12 46100 49000 62200 66000 73400
13 47500 50500 64100 68000 75600
14 48900 52000 66000 70000 77900
15 50400 53600 68000 72100 80200
16 51900 55200 70000 74300 82600
17 53500 56900 72100 76500 85100
18 55100 58600 74300 78800 87700
19 56800 60400 76500 81200 90300
20 58500 62200 78800 83600 93000
21 60300 64100 81200 86100 95800
22 62100 66000 83600 88700 98700
23 64000 68000 86100 91400 101700
24 65900 70000 88700 94100 104800


Pay
Band
1
5600-39100
Grade
Pay
5
400
6
100
6
600
E
ntry
Pay
(EP)
2
1000
2
2960
2
5980
Le
vel
1
0
1
0B
1
1
Index 2
.
6
7
2
.
6
7
2
.
6
7
1 56100 61300 69400
2 57800 63100 71500
3 59500 65000 73600
4 61300 67000 75800
5 63100 69000 78100
6 65000 71100 80400
7 67000 73200 82800
8 69000 75400 85300
9 71100 77700 87900
10 73200 80000 90500
11 75400 82400 93200
12 77700 84900 96000
13 80000 87400 98900
14 82400 90000 101900
15 84900 92700 105000
16 87400 95500 108200
17 90000 98400 111400
18 92700 101400 114700
19 95500 104400 118100
20 98400 107500 121600
21 101400 110700 125200
22 104400 114000 129000
23 107500 117400 132900
24 110700 120900 136900


Pay
Band
3
7400-67000
Grade
Pay
8
000
8
700
8
900
1
0000
E
ntry
Pay
(EP)
4
5400
4
8900
5
2290
5
3000
Le
vel
1
2
A
13 1
3
A
14
Index 2
.
5
7
2
.
5
7
2
.
5
7
2
.
7
2
1 116700 125700 134400 144200
2 120200 129500 138400 148500
3 123800 133400 142600 153000
4 127500 137400 146900 157600
5 131300 141500 151300 162300
6 135200 145700 155800 167200
7 139300 150100 160500 172200
8 143500 154600 165300 177400
9 147800 159200 170300 182700
10 152200 164000 175400 188200
11 156800 168900 180700 193800
12 161500 174000 186100 199600
13 166300 179200 191700 205600
14 171300 184600 197500 211800
15 176400 190100 218200
16 181700 195800
17 187200
18 192800




Pay
Band
6
7000-79000
7
5500-80000
8
0000
9
0000
Grade
Pay
E
ntry
Pay
(EP)
6
7000
7
5500
8
0000
9
0000
Le
vel
15 16 17 18
Index 2
.
7
2
2
.
7
2
2
.
8
1
2
.
7
8
1 182200 205400 225000 250000
2 187700 211600
3 193300 217900
4 199100 224400
5 205100
6 211300
7 217600
8 224100

Matrix
for
Military
Nursing
Service
(MNS)
Officers
5.2.17 In the design of the pay matrix for Military Nursing Service (MNS) Officers, the Commission has kept in view the approach followed by previous Pay
Commissions as well as historical and traditional relativities between the Armed Forces Officers and Military Nursing Service Officers. In particular the
pay scales/grade pay based on the V and VI CPC Reports were kept in view.
P
ay
Structure
of
Defence
Officers
and
Military
Nursing
Service
O
fficers
over
time
Rank V
CPC
VI
CPC
Army MNS Army MNS
Lieutenant 8250-300-10050RP=Nil 8000-300-9500RP=Nil GP 5400 (PB-3)MSP=Rs.6000 GP 5400 (PB-3)MSP=Rs.4200
Captain 9600-300-11400RP=Rs.400 9400-300-12100RP=Nil GP 6100MSP=Rs.6000 GP 5700MSP=Rs.4200
Major 11600-325-14850RP=Rs.1200 11200-300-14800RP=Nil GP 6600MSP=Rs.6000 GP 6100MSP=Rs.4200
Lieutenant Colonel 13500-400-17100RP=Rs.1600 12800-300-15200RP=Nil GP 8000MSP=Rs.6000 GP 6600MSP=Rs.4200
Colonel 15100-450-17350RP=Rs.2000 13400-300-15500RP=Nil GP 8700MSP=Rs.6000 GP 7600MSP=Rs.4200
Brigadier 16700-450-18050RP=Rs.2400 14700-300-16200RP=Nil GP 8900MSP=Rs.6000 GP 8400MSP=Rs.4200
Major General 18400-500-22400 RP subsumed in Pay 16400-450-20000 GP 10000MSP subsumed in Pay GP 9000MSP subsumed in Pay
RP-
Rank
Pay;
MSP-
Military
S
ervice
Pay

Military
Nursing
Service
(MNS)
Officers
Pay
Matrix

5.2.18 Accordingly, the following Pay matrix for Military Nursing Service (MNS) Officers is recommended by the Commission:
Pay
Matrix
(MNS)

P
ay
Ba
nd
15600-39100 37400-67000
Grade
Pay
5400 5700 6100 6600 7600 8400 9000
Level 10 10A 10B 11 12 12B 13B
1 56100 59000 64100 96300 109800 119700 129800
2 57800 60800 69900 99200 112900 123300 133700
3 59500 62600 72000 102200 116300 127000 137700
4 61300 64500 74200 105300 119800 130800 141800
5 63100 66400 76400 108500 123400 134700 146100
6 65000 68400 78700 111800 127100 138700 150500
7 67000 70500 81100 115200 130900 142900 155000
8 69000 72600 83500 118700 134800 147200 159700
9 71100 74800 86000 122300 138800 151600 164500
10 73200 77000 88600 126000 143000 156100 169400
11 75400 79300 91300 129800 147300 160800 174500
12 77700 81700 94000 133700 151700 165600 179700
13 80000 84200 96800 137700 156300 170600 185100
14 82400 86700 99700 141800 161000 175700 190700
15 84900 89300 102700 146100 165800 181000 196400
16 87400 92000 105800 150500 170800
17 90000 94800 109000 155000 175900
18 92700 97600 112300 159700
19 95500 100500 115700 164500
20 98400 103500 119200 169400
21 101400 106600 122800 174500
22 104400 109800 126500
23 107500 113100 130300
24 110700 116500 134200
5.2.19 As indicated earlier in the case of the Defence Pay Matrix, the Commission has adopted an approach that blends elements of the principles and
philosophy adopted in devising the matrices for civil and defence forces personnel with the existing uniqueness in the pay structure of MNS officers.
5.2.20 Therefore while the minimum pay at the entry level for MNS officers is identical with their civil and defence counterparts, as is the application of
the fitment in pay for officers migrating into the matrix, the Commission has had to adopt a different approach while determining minimum pay corresponding
to the existing grade pays other than GP 5400 (PB-3). In doing so, the Commission has adopted a formulation as under:
Minimum Pay for a Rank in MNS= (Minimum Pay for that Rank in Defence Pay Matrix) x (Grade Pay of the Rank in MNS)/(Grade Pay of that Rank in the Services)
For example Minimum Pay for Colonel in MNS= (125,700) x (7600)/(8700)= Rs.1,09,807. This has been approximated to Rs.1,09,800 in the Matrix.
5.2.21 While this formulation has been adopted for all ranks of MNS officers, two exceptions have been made for purposes of rationalising the pay
structure:
i. In the case of Captains, the Commission has moderated the minimum pay level upwards to Rs.59,00017, to avoid bunching of minimum pay of MNS Lieutenant
and Captain.
ii. In the case of Brigadiers some moderation downwards from the figure arrived at by the formula (Rs.1,26,800) has been effected to provide suitable
differential in the minimum of the pay level between Brigadier and Major General of MNS. Hence the mid-point of the minimum of the pay levels of Colonel
and Major General viz., Rs.1,19,700 has been taken as the minimum pay for the Brigadier of MNS.

Military
Service
Pay
(MSP)

5.2.22 The defence forces personnel, in addition to their pay as per the Matrices above, will be entitled to payment of Military Service Pay for all ranks
up to and inclusive of Brigadiers and their equivalents. The Commission recommends an MSP for the four categories of Defence forces personnel at Rs.15,500
for the Service Officers, Rs.10,800 for Nursing Officers, Rs.5,200 for JCO/ORs, and Rs.3,600 for Non Combatants (Enrolled) in the Air Force per month. MSP
will continue to be reckoned as Basic Pay for purposes of Dearness Allowance, as also in the computation of pension. Military Service Pay will however not be counted for purposes of House Rent Allowance,
Composite Transfer Grant and Annual Increment.
17 Without moderation upwards, by use of formula, the minimum pay for a Captain of MNS would be Rs.57,280, which would be very close to Rs.56,100 the
minimum pay at the level of an MNS Lieutenant.
Annex
to
Chapter
5.2

Annex:
L
evels
as
per
the
Pay
Matrix
Existing
Pa
y
Bands
Existing
levels
o
f
Grade
Pay
Available
for*
New
Levels
PB-1 1800 C 1
1900 C 2
2000 C,D 3
2400 C 4
2800 C,D 5
PB-2 3400 D 5A
4200 C,D 6
4600 C,D 7
4800 C,D 8
5400 C 9
PB-3 5400 C,D,M 10
5700 M 10A
6100 D 10B
6100 M 10B
6600 C,D,M 11
7600 C 12
PB-4 7600 M 12
8000 D 12A
8400 M 12B
8700 C 13
8700 D 13
8900 C 13A
8900 D 13A
9000 M 13B
10000 14
HAG 15
HAG+ 16
Apex 17
Cabinet Secretary, Defence Chiefs 18
*C: Civil; D: Defence; M: Military Nursing Service (MNS)

Pay Structure (Civilian Employees) 

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COMMENTS

WORDPRESS: 3
  • where is zee news? every day they shows an episode named DNA in fabour of bjp. zee news cannot show DNA of OROP for exservicemen. because if they shows, the real meaning of OROP will opened and bjp will be in blackface .

  • Who ever prepared the 3rd Feb 2016 OROP Table for PBOR, if he proves from any angle that the chart he made tally with the definition of One Rank One Pension we recommend he should be awarded Bhart Ratna, if it is proved wrong he should be sent Siachen sector without protective clothing for 1 week. OROP means one pension to all same ranks with same length of service how come a 28 yrs, WO / Subedar is getting Rs.0 increment and 0 Arrears. it Shame on the part of FM and RM to implement such a table and name it OROP, they are proud to say BJP has fulfilled the promise of OROP. if BJP finds Cow dung as Biryani come on eat and celebrate Cow dung as Biryani for fulfilling the promise of OROP for Ex-Servicemen.

    • Anonymous 7 years ago

      Dear friend: Bharat Ratna is not an award just for a clerical excellence and Siachen Sector is not for serving punishment. India is not that cheap and primitive. www. godhealing. org