8th Central Pay Commission is collecting Personnel Data i.e. Strength, Vacancies, Retirement Metrics, Resignation trends etc.

8th Central Pay Commission is collecting Personnel Data i.e. Strength, Vacancies, Retirement Metrics, Resignation trends etc. from Ministries, Departments, Organizations, and Offices.

8th Central Pay Commission is collecting Comprehensive Personnel Data

The 8th Central Pay Commission (CPC) has officially launched an extensive data collection initiative, reaching out to various Ministries, Departments, Organizations, and Offices. This critical phase is designed to gather granular workforce statistics necessary for the Commission’s upcoming evaluations.

Here is a detailed breakdown of the Commission’s requirements, submission guidelines, and the specific metrics being requested.

Strict Digital Submission Guidelines

To manage the extensive data requirements efficiently, the 8th CPC has implemented a strict digital-only submission policy.

• Designated Portal: All requested data must be submitted directly through a dedicated link provided on the 8th CPC portal. Links and formats for this data are being shared separately with the respective offices.
• No Physical Copies: The Commission has explicitly stated that it will not consider or entertain data submitted via physical hard copies, standalone Excel sheets, or emails.
• Deadline: The final cutoff for all data submission is June 30th, 2026.

Comprehensive Data Requirements (The Annexure)

The data framework laid out in the Commission’s Annexure is highly detailed, requiring departments to track personnel statistics across all hierarchical pay tiers, from Level 1 through Level 18.

Departments are tasked with providing historical and current data across several key organizational metrics:

1. Workforce Strength and Vacancies

To understand staffing levels and shortages over time, organizations must report the following for two specific benchmark dates (January 1, 2018, and January 1, 2026):

• Sanctioned Strength
• Number of Personnel in Position
• Vacancy Position

2. Attrition and Retirement Metrics (2023–2025)

The Commission is also analyzing employee turnover by requesting detailed records from the last three calendar years (2023, 2024, and 2025) regarding:

• Superannuation: Employees who retired upon achieving the standard age of retirement.
• Voluntary Retirement: Employees who opted to retire before attaining the standard retirement age.
• Compulsory Retirements and Terminations: The total number of personnel terminated or forced to retire.

3. Resignation Trends (2023–2025)

To assess employee retention, especially among newer recruits and specialized roles, the Commission requires a breakdown of resignations over the same three-year period (2023, 2024, and 2025):

• Total Resignations: The overall number of employees who resigned.
• Early-Career Resignations: The specific number of resignations that occurred within an employee’s first five years of joining the service.
• Technical Resignations: Total technical resignations filed during this timeframe.

By mandating this detailed, portal-based submission by June 30, 2026, the 8th Central Pay Commission aims to build a highly accurate, data-driven foundation for its future recommendations regarding government employee structures and compensation. Ministries and departments are urged to comply strictly with the digital formatting requirements to ensure their personnel data is officially registered.

The format to seek personnel data is as under:-