Report of the Seventh Central Pay Commission Chapter 7.1 - Headquarters Organisations in Government of India and Office Staff in Field Offices
Central Pay Commission
Organisations in Government of India and Office Staff in Field Offices
are held by the officers of Central Secretariat Service as also a few administrative posts at the senior level. In the Ministry of Railways, similar
positions are held by the Railway Board Secretariat Service, in the Ministry of Defence they are held by the Armed Forces Headquarter Service and in the
Ministry of External Affairs the same are held by the Indian Foreign Service (B) officers.
[after four years GP 5400 (PB-3)]
and review of the implementation of policies/schemes of various ministries and departments.
years of service to CSS officers after they reach Group ‘A,’ on the same pattern as that given to Officers of the Group `A’ services and in case
promotional posts are not available, non-functioning pay upgradation to the next promotional grade. These demands have been made on the grounds that it
will attract a talented pool in the CSS at the entry level as well as create motivation for the serving officers.
Commission is recommending continuance of the existing MACP Scheme. As regards the grant of time bound promotions at 5, 9, 13, 17 years to CSS officers
on the analogy of Group `A’ Services, this cannot be accepted as the entry level induction of CSS is in Group `B’ and therefore it cannot be compared
with Group `A’ Services.
that the minimum residency period of eight years in the grade is very long. Similar demands have been received from the Stenographers cadres too.
entitled to a non-functional upgrade to GP 5400 (PB-3), effectively two levels higher. Hence the stipulated residency period of eight years at the level of
SO is distributed in two parts, four years in GP 4800 and the balance four in GP 5400 (PB-3). The current position is that the average time spent at the
higher level is around 5-6 years.
any justification for placing the entry level to SO at a higher level. In so far as the non-functional upgrade is concerned, in the newly restructured
pay matrix the earlier situation of a common grade pay i.e., 5400 prevailing in PB2 and PB3 has now been rationalised. Accordingly, the non-functional
upgrade will henceforth be from level 8 to level 9.In the case of all such cadres/services where nonfunctional upgradation is presently available
across two levels, for example, from GP 4800 to GP 5400 (PB-3) the same will now be available across only one level for example, from GP 4800 to GP
5400 (PB-2) or in the new matrix from level 8 to level 9.
in PB-4 as in the case of Lt Colonel in the Indian Army. This demand is based on the ground that in the existing dispensation, there is a considerable gap
in pay in between PB-3 and PB-4. Since the Deputy Secretary resides in PB-3 and the Director in PB-4, and the hierarchy does not require Deputy Secretary
to report to the Director, this demand has been made.
been equitably placed. Therefore, there is no need for any other measure in this regard.
argued that the cadre review Committee in the CSS recommended that the residency period for promotion to Director Grade be set at ten years combined
approved service as Under Secretary and Deputy Secretary with minimum three years’ regular service as Deputy Secretary. The existing residency period for
promotion from Under Secretary to Deputy Secretary is five years and from Deputy Secretary to Director is also five years.
comparable with All India Group `A’ service and hence the demand for NFSG for the post of Director is not supported. The Commission recommends no
change in the present dispensation.
level. This has been sought on the ground that no junior should draw more pay than his senior in a cadre. As against this, presently newly recruited
Assistants of CSS are getting higher pay than Assistants promoted after implementation of the VI CPC.
with different grade pays attached to them and hence there was a difference of total pay in respect of a direct recruit in comparison to a person promoted
to that grade.
fresh/ direct recruits. The pay of a person who moves from a lower grade to higher grade is to be fixed with respect to the pay being drawn by him/her
at the time of promotion. The details of fixation of pay on promotion has been dealt with in detail in the Chapter 5.1. The proposed system is expected
to eliminate the existing anomaly.
has been stated that as per the AFHQ Civil Service Rule 2001, the posts of Section Officers used to be filled 20 percent by direct recruitment, 40 percent
by seniority and 40 percent through LDCE. The LDCE was introduced in AFHQ Civil Service Rule 2001 on the recommendation of the V CPC, following a similar
LDCE pattern in CSS since 1962. Subsequently, a committee of senior officers on cadre review/restructuring recommended abolition of LDCE at the level of
Section Officer and stoppage of direct recruitment in the Assistant Grade. This was in view of the fact that the existing 40 percent quota of LDCE which
was meant to provide accelerated promotion to direct recruits Assistants was to be abolished and hence there would be no direct recruitment at Assistant
level. The above recommendations of the Committee were implemented. Recruitment of Section Officer thereafter has been 50 percent by direct recruitment and
50 percent by promotion, with complete scrapping of the element of LDCE. However, 50 percent direct recruitment quota in the Assistant Grade was retained.
It has been demanded that the element of direct recruitment in the Section Officer grade be removed and consequently 50 percent vacancies in the grade be
filled up by promotion on seniority and remaining 50 percent through LDCE among the Assistants/Personal Assistants serving in AFHQ.
pattern as available in the CSS seems justified. However, the Commission feels that the issue raised is essentially administrative in nature and hence
no specific recommendations can be made in this regard.
that the benefit of NFU will be available to Group `B’ officers inducted into Organised Group `A’ Service, the same has not been extended to AFHQS
Commission feels since the orders on NFU have already been spelt out, no further recommendations on the issue are required.
grade of Deputy Secretary/Director or by cross posting of CSS officers to posts belonging to Integrated Headquarters of MoD which are currently occupied by
officers in the Central Staffing Scheme however earmarked few posts at the level of Under Secretary and Section Officer in Ministry of Defence for members
of this service. Even after several iterations, the recommendations could not be implemented.
resource pool of officers should be allowed to move laterally and occupy posts in other secretariats on deputation basis. This will not only enrich the
service officers but also bring about harmonisation among services. Later if found feasible these services may also be merged.
available at all levels to CSS officers will be applicable mutatis mutandis to their counterparts in the AFHQS, RBSS, IFS (B) as well
those organisations who maintain pay parity with CSS.
argued by the CSS that parity among various posts and services is to be considered on long established principles of classification of posts, duties and
responsibilities, their hierarchical structure, historical parity, mode of recruitment as well as minimum qualification for recruitment at entry level as
well as level. Historically, various services in the Secretariat have had an edge over analogous posts in the field offices. The CSS has, in its
memorandum, demanded that this edge over other services be retained. This has been justified on various grounds, key amongst which is that office staff in
the Secretariat perform complex duties and are involved in analysing issues with policy implications whereas their counter parts in field offices perform
routine work relating to matters concerning personnel and general administration, and so on. Apart from retention of the edge, the CSS memorandum also
seeks a change in the mode of recruitment. It has been argued that up until 1987, directly recruited Assistants of the CSS were selected through an
examination conducted by the UPSCand other categories of employees falling under Group `C’were recruited through the Staff Selection Commission [SSC]. In
1987, recruitment of Assistants to the CSS was also brought under the SSC and is now carried out through a common examination called the Combined Graduate
Level Exam (CGLE) and an All India Merit List.
in the Secretariat ended up performing more complex duties relating to policy formulation, but over a period of time things had changed. It had noted that
there was an increasing emphasis on strengthening the delivery lines and with growing decentralization, the importance of delivery points in the field
cannot be understated. Therefore, in its view, the time had come to grant parity between similarly placed personnel employed in field offices and in the Secretariatand that this parity would need to be absolute till the grade of Assistant. The VI CPC had noted that beyond this, it would not be possible or even justified to grant complete parity because the hierarchy and
career progression would need to be different. Although the recommendation of the VI CPC was accepted in the first instance, a year down the line the Grade
Pay of Assistants was increased from Rs.4200 to Rs.4600, thereby squarely going back to the original position in which the Assistants in the Headquarters
resided at one level higher than those in the field. In fact this latest modification follows a consistent pattern seen over the decades. This is
elucidated in the table below:
|IV CPC||1.1.1986||1400-2660||31.7.90, but effective from 1.1.86||1640-2900|
|V CPC||1.1.1996||5500-9000||25.9.2006, effective from 15.9.2006||6500-10500|
|VI CPC||1.1.2006||GP 4200||August 2008, but effective from 1.1.2006||GP 4600|
has invariably been modified at a later point and they have been placed at one higher level. As a corollary to this, the level of Section Officers also is
at one level higher than that of SOs in the field.
are carried out by the SSC for a range of positions, at varying levels of grade pay. No doubt the examination process is a graded one, with applicants for
certain positions having to undergo two written examinations as well as an interview and for certain other positions only two written examinations. But in
the case of Assistants for CSS and Assistants for certain other organisations, the examination process is common although the grade pay for the two sets
are different. This then brings about a situation where those with lower grade pay continuously demand parity with the others while those with higher grade
pay seek to set themselves apart. The categorical observations of the VI CPC that the time had come to grant parity between similarly placed personnel
employed in the field offices and in the Secretariat are echoed by this Commission, which sees merit in placing all Assistants recruited through the CGLE,
whether working in the field offices or in headquarters, at the same level.
firstly the field staff are recruited through the same examination and they follow the same rigour as the Assistants of CSS and secondly there is no
difference in the nature of functions discharged by both. Therefore to bring in parity as envisaged by the VI CPC, this Commission recommends bringing
the level of Assistants of CSS at par with those in the field offices who are presently drawing GP 4200. Accordingly, in the new pay matrix the
Assistants of both Headquarters as well as field will come to lie in Level 6 in the pay matrix corresponding to pre revised GP 4200 and pay fixed
accordingly. Similarly the corresponding posts in the Stenographers cadre will also follow similar pay parity between field and headquarter staff. The
pay of those Assistants/Stenographer who have in the past, been given higher Grade pay would be protected.
grant of non-functional selection grade to GP 4200 (available to 30 percent of UDCs). It is expected to lead to further resentment at the level of UDCs
in the field as well as with other non-secretariat posts with which they had parity before. Since as per the recommendation of this Commission,
Assistants have now come to lie in Level 6 of the pay matrix which corresponds to pre revised GP 4200, this Commission recommends withdrawal of
non-functional selection grade to GP 4200 in respect of Upper Division Clerks belonging to CSS.
Central Secretariat Stenographer Service (CSSS)/ Armed Forces Headquarters Stenographers Service (AFHQSS)
|Principal Staff Officer||8700|
Assistant Scheme. In the justification for merger, the recommendation of the VI CPC vide paras 3.1.10 to 3.1.12 have been referred to, where the Commission
observed inter-alia, that there is no justification for maintaining a distinct Stenographer cadre in any government office. Instead, emphasis should be on
recruiting multi skilled personnel at Assistant level to be designated as Executive Assistants who will discharge the functions of present day Assistant
besides performing all the Stenographic functions. The VI CPC had justified the need for a unified cadre and common recruitment on the basis of assumption
that secretariat functioning would become more IT oriented in future reducing reliance on personal staff. The CSSS and AFHQSS officers’ Associations have
raised demands relating to merger of present incumbents of CSS/AFHQCS and CSSS/AFHQSS with full parity and uniform designation.
merger between CSS and CSSS, they are not averse to introduction of the Executive Assistant Scheme. The DoPT itself appears to have not found it feasible
in view of the nature of work, duties and responsibilities of the members of CSS and CSSS being different.
various aspects of the scheme have been examined threadbare in presence of all the stakeholders, the issue of merger of CSS and CSSS cadre remains an
administrative reform issue to be dealt with by the administrative Ministry. The Commission is making no recommendation in this regard.
bring full parity (in grade) between CSS and CSSS. It has also been argued that this would ensure career progression for PSOs, who have no promotional
avenues even after completing five or more years of approved service in the grade.
career progression of CSSS Cadre beyond the level of PSO is concerned, it is stated that these issues are purely administrative in nature and can be dealt
with through the process of cadre review. Hence, the Commission is making no recommendation in this regard.
creations will facilitate smooth merger of present incumbents of CSSS and CSS.
authority i.e., the DoPT to decide the issue in its entirety.
Commission finds no merit in continuation of two increments for CSS/CSSS and hence recommends abolition of the same.
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