The Seventh Central Pay Commission (SCPC)

CENTRAL GOVERNMENT PAY COMMISSIONS

7th Central Pay Commission (SCPC) - Implementation - Govt. Orders

Pensioners

7th CPC - Revision of Pension of Pre-2016 Pensioners/ Family Pensioners in pursuance to DP&PW OM dated 12.05.2017 - Concordance Tables
7th CPC - Revision of Pension of Pre-2016 Pensioners/ Family Pensioners in pursuance to DP&PW OM dated 12.05.2017 and MF (DE) OM dated 23.05.2017.
7th CPC - Procedural Actions for Revision of Pension of pre-2016 Retirees in pursuance of the OM dated 12.05.2017
7th CPC - Revision of Pension of pre-2016 Pensioners/ Family Pensioners, etc.
7th CPC - Revision of Pension, Gratuity, Commutation, Family Pension, Disability Pension, etc.
7th CPC - Revision of Pension of Pre-2016 Pensioners and Family Pensioners
7th CPC - Govt.'s Acceptance - Gazette Notification

Employees

7th CPC - Revised Allowances - Government Resolution
7th CPC - Pay Fixation and Payment of Arrears - Office Memorandum
7th CPC - Central Civil Services (Revised Pay) Rules, 2016
7th CPC - Govt.'s Acceptance - Gazette Notification
7th CPC - Cabinet Decisions on Implementation

7th Central Pay Commission (SCPC) submits its report to the Government

Nov 19, 2015, 17.30 PM IST

7th CPC - Commission's Report
7th CPC - Issues - Pay Parity
7th CPC - Pay Projections
7th CPC - Commission's Questionnaire
7th CPC - Terms of Reference - Resolution
7th CPC - Terms of Reference - Resolution - Gazette

7th Central Pay Commission (SCPC) Report - Executive Summary

Pay Matrix (Civilian Employees)

Pay Band

5200-20200

9300-34800

15600-39100

37400-67000

67000-

79000

75500-

80000

80000

90000

Grade Pay

1800

1900

2000

2400

2800

4200

4600

4800

5400

5400

6600

7600

8700

8900

10000

 

 

 

 

Entry Pay (EP)

7000

7730

8460

9910

11360

13500

17140

18150

20280

21000

25350

29500

46100

49100

53000

67000

75500

80000

90000

Level

1

2

3

4

5

6

7

8

9

10

11

12

13

13A

14

15

16

17

18

Index

2.57

2.57

2.57

2.57

2.57

2.62

2.62

2.62

2.62

2.67

2.67

2.67

2.57

2.67

2.72

2.72

2.72

2.81

2.78

1

18000

19900

21700

25500

29200

35400

44900

47600

53100

56100

67700

78800

118500

131100

144200

182200

205400

225000

250000

2

18500

20500

22400

26300

30100

36500

46200

49000

54700

57800

69700

81200

122100

135000

148500

187700

211600

 

 

3

19100

21100

23100

27100

31000

37600

47600

50500

56300

59500

71800

83600

125800

139100

153000

193300

217900

 

 

4

19700

21700

23800

27900

31900

38700

49000

52000

58000

61300

74000

86100

129600

143300

157600

199100

224400

 

 

5

20300

22400

24500

28700

32900

39900

50500

53600

59700

63100

76200

88700

133500

147600

162300

205100

 

 

 

6

20900

23100

25200

29600

33900

41100

52000

55200

61500

65000

78500

91400

137500

152000

167200

211300

 

 

 

7

21500

23800

26000

30500

34900

42300

53600

56900

63300

67000

80900

94100

141600

156600

172200

217600

 

 

 

8

22100

24500

26800

31400

35900

43600

55200

58600

65200

69000

83300

96900

145800

161300

177400

224100

 

 

 

9

22800

25200

27600

32300

37000

44900

56900

60400

67200

71100

85800

99800

150200

166100

182700

 

 

 

 

10

23500

26000

28400

33300

38100

46200

58600

62200

69200

73200

88400

102800

154700

171100

188200

 

 

 

 

11

24200

26800

29300

34300

39200

47600

60400

64100

71300

75400

91100

105900

159300

176200

193800

 

 

 

 

12

24900

27600

30200

35300

40400

49000

62200

66000

73400

77700

93800

109100

164100

181500

199600

 

 

 

 

13

25600

28400

31100

36400

41600

50500

64100

68000

75600

80000

96600

112400

169000

186900

205600

 

 

 

 

14

26400

29300

32000

37500

42800

52000

66000

70000

77900

82400

99500

115800

174100

192500

211800

 

 

 

 

15

27200

30200

33000

38600

44100

53600

68000

72100

80200

84900

102500

119300

179300

198300

218200

 

 

 

 

16

28000

31100

34000

39800

45400

55200

70000

74300

82600

87400

105600

122900

184700

204200

 

 

 

 

 

17

28800

32000

35000

41000

46800

56900

72100

76500

85100

90000

108800

126600

190200

210300

 

 

 

 

 

18

29700

33000

36100

42200

48200

58600

74300

78800

87700

92700

112100

130400

195900

216600

 

 

 

 

 

19

30600

34000

37200

43500

49600

60400

76500

81200

90300

95500

115500

134300

201800

 

 

 

 

 

 

20

31500

35000

38300

44800

51100

62200

78800

83600

93000

98400

119000

138300

207900

 

 

 

 

 

 

21

32400

36100

39400

46100

52600

64100

81200

86100

95800

101400

122600

142400

214100

 

 

 

 

 

 

22

33400

37200

40600

47500

54200

66000

83600

88700

98700

104400

126300

146700

 

 

 

 

 

 

 

23

34400

38300

41800

48900

55800

68000

86100

91400

101700

107500

130100

151100

 

 

 

 

 

 

 

24

35400

39400

43100

50400

57500

70000

88700

94100

104800

110700

134000

155600

 

 

 

 

 

 

 

25

36500

40600

44400

51900

59200

72100

91400

96900

107900

114000

138000

160300

 

 

 

 

 

 

 

26

37600

41800

45700

53500

61000

74300

94100

99800

111100

117400

142100

165100

 

 

 

 

 

 

 

27

38700

43100

47100

55100

62800

76500

96900

102800

114400

120900

146400

170100

 

 

 

 

 

 

 

28

39900

44400

48500

56800

64700

78800

99800

105900

117800

124500

150800

175200

 

 

 

 

 

 

 

29

41100

45700

50000

58500

66600

81200

102800

109100

121300

128200

155300

180500

 

 

 

 

 

 

 

30

42300

47100

51500

60300

68600

83600

105900

112400

124900

132000

160000

185900

 

 

 

 

 

 

 

31

43600

48500

53000

62100

70700

86100

109100

115800

128600

136000

164800

191500

 

 

 

 

 

 

 

32

44900

50000

54600

64000

72800

88700

112400

119300

132500

140100

169700

197200

 

 

 

 

 

 

 

33

46200

51500

56200

65900

75000

91400

115800

122900

136500

144300

174800

203100

 

 

 

 

 

 

 

34

47600

53000

57900

67900

77300

94100

119300

126600

140600

148600

180000

209200

 

 

 

 

 

 

 

35

49000

54600

59600

69900

79600

96900

122900

130400

144800

153100

185400

 

 

 

 

 

 

 

 

36

50500

56200

61400

72000

82000

99800

126600

134300

149100

157700

191000

 

 

 

 

 

 

 

 

37

52000

57900

63200

74200

84500

102800

130400

138300

153600

162400

196700

 

 

 

 

 

 

 

 

38

53600

59600

65100

76400

87000

105900

134300

142400

158200

167300

202600

 

 

 

 

 

 

 

 

39

55200

61400

67100

78700

89600

109100

138300

146700

162900

172300

208700

 

 

 

 

 

 

 

 

40

56900

63200

69100

81100

92300

112400

142400

151100

167800

177500

 

 

 

 

 

 

 

 

 

Pay Matrix (Defence Forces Personnel - Except MNS)

Pay Band

5200-20200

9300-34800

15600-39100

37400-67000

67000-

79000

75500-

80000

80000

90000

Grade Pay

2000

2400

2800

3400

4200

4600

4800

5400

5400

6100

6600

8000

8700

8900

10000

 

 

 

 

Entry Pay (EP)

8460

9910

11360

12700

13500

17140

18150

20280

21000

22960

25980

45400

48900

52290

53000

67000

75500

80000

90000

Level

3

4

5

5A

6

7

8

9

10

10B

11

12A

13

13A

14

15

16

17

18

Index

2.57

2.57

2.57

2.62

2.62

2.62

2.62

2.62

2.67

2.67

2.67

2.57

2.57

2.57

2.72

2.72

2.72

2.81

2.78

1

21700

25500

29200

33300

35400

44900

47600

53100

56100

61300

69400

116700

125700

134400

144200

182200

205400

225000

250000

2

22400

26300

30100

34300

36500

46200

49000

54700

57800

63100

71500

120200

129500

138400

148500

187700

211600

 

 

3

23100

27100

31000

35300

37600

47600

50500

56300

59500

65000

73600

123800

133400

142600

153000

193300

217900

 

 

4

23800

27900

31900

36400

38700

49000

52000

58000

61300

67000

75800

127500

137400

146900

157600

199100

224400

 

 

5

24500

28700

32900

37500

39900

50500

53600

59700

63100

69000

78100

131300

141500

151300

162300

205100

 

 

 

6

25200

29600

33900

38600

41100

52000

55200

61500

65000

71100

80400

135200

145700

155800

167200

211300

 

 

 

7

26000

30500

34900

39800

42300

53600

56900

63300

67000

73200

82800

139300

150100

160500

172200

217600

 

 

 

8

26800

31400

35900

41000

43600

55200

58600

65200

69000

75400

85300

143500

154600

165300

177400

224100

 

 

 

9

27600

32300

37000

42200

44900

56900

60400

67200

71100

77700

87900

147800

159200

170300

182700

 

 

 

 

10

28400

33300

38100

43500

46200

58600

62200

69200

73200

80000

90500

152200

164000

175400

188200

 

 

 

 

11

29300

34300

39200

44800

47600

60400

64100

71300

75400

82400

93200

156800

168900

180700

193800

 

 

 

 

12

30200

35300

40400

46100

49000

62200

66000

73400

77700

84900

96000

161500

174000

186100

199600

 

 

 

 

13

31100

36400

41600

47500

50500

64100

68000

75600

80000

87400

98900

166300

179200

191700

205600

 

 

 

 

14

32000

37500

42800

48900

52000

66000

70000

77900

82400

90000

101900

171300

184600

197500

211800

 

 

 

 

15

33000

38600

44100

50400

53600

68000

72100

80200

84900

92700

105000

176400

190100

 

218200

 

 

 

 

16

34000

39800

45400

51900

55200

70000

74300

82600

87400

95500

108200

181700

195800

 

 

 

 

 

 

17

35000

41000

46800

53500

56900

72100

76500

85100

90000

98400

111400

187200

 

 

 

 

 

 

 

18

36100

42200

48200

55100

58600

74300

78800

87700

92700

101400

114700

192800

 

 

 

 

 

 

 

19

37200

43500

49600

56800

60400

76500

81200

90300

95500

104400

118100

 

 

 

 

 

 

 

 

20

38300

44800

51100

58500

62200

78800

83600

93000

98400

107500

121600

 

 

 

 

 

 

 

 

21

39400

46100

52600

60300

64100

81200

86100

95800

101400

110700

125200

 

 

 

 

 

 

 

 

22

40600

47500

54200

62100

66000

83600

88700

98700

104400

114000

129000

 

 

 

 

 

 

 

 

23

41800

48900

55800

64000

68000

86100

91400

101700

107500

117400

132900

 

 

 

 

 

 

 

 

24

43100

50400

57500

65900

70000

88700

94100

104800

110700

120900

136900

 

 

 

 

 

 

 

 

Pay Matrix Military Nursing Service (MNS)

Pay Band

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

 

 

 

 

Executive Summary of 7th CPC

17.1 Minimum Pay: After considering all relevant factors and based on the Aykroyd formula the minimum pay in government is recommended to be set at ₹18000 per month. (chapter 4.2)

17.2 New Pay Structure: The present system of pay bands and grade pay has been dispensed with and a new pay matrix has been designed. The status of the employee, hitherto determined by grade pay, will now be determined by the level in the pay matrix. Separate pay matrices have been drawn up for civilians, defence personnel and for military nursing service. All existing levels have been subsumed in the new structure; no new levels have been introduced nor has any level been dispensed with. (paras 5.1.13 to 5.1.17)

17.3 In the “horizontal range” of the pay matrix level corresponds to a ‘functional role in the hierarchy’ and as the employee’s level rises he or she moves from level to level. The “vertical range” for each level denotes ‘pay progression’ within that level and an employee would move vertically within each level as per the annual financial progression of three percent. The starting point of the matrix is the minimum pay which has been arrived based on 15th ILC norms or the Aykroyd formula. (para 5.1.21)

17.4 Fitment: The starting point for the first level of the matrix has been set at ₹18,000. This corresponds to the present starting pay of ₹7,000, which is the beginning of PB-1 viz., ₹5200 + GP 1800, on the date of implementation of the VI CPC recommendations. Hence the starting point now proposed is 2.57 times of what was prevailing on 01.01.2006. This fitment factor of 2.57 is being proposed to be applied uniformly for all employees. (para 5.1.27)

17.5 Annual Increment: The rate of annual increment is being retained at 3 percent. (para 5.1.38)

17.6 Entry Pay: The differential of entry pay between new recruits and promoted employees at various levels has been done away with. (para 5.1.32 and para 5.1.33)

17.7 Modified Assured Career Progression (MACP):

i. This will continue to be administered at 10, 20 and 30 years as before.

ii. In the new Pay matrix, the employees will move to the immediate next level in the hierarchy.

iii. In the interest of improving performance level, the benchmark for MACP has been recommended to be enhanced from ‘Good’ to ‘Very Good.’

iv. The Commission has proposed withholding of annual increments in the case of those employees who are not able to meet the benchmark either for MACP or a regular promotion within the first 20 years of their service. (paras 5.1.44-5.1.46)

17.8 Defence pay matrix: A pay matrix similar to that for civilian employees has been drawn up for defence personnel. The commencement of the Defence Pay Matrix for combatants corresponds to the existing GP 2000, which is the induction level for Sepoys and equivalent. 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. (para 5.2.13 and para 5.2.14)

17.9 Military Nursing Officers (MNS): Similarly, in the case of the pay matrix for (MNS), the existing uniqueness in the pay structure of MNS officers has been captured in the pay matrix designed for the MNS. (para 5.2.12)

17.10 Military Service Pay (MSP): The Defence forces personnel will continue to be entitled to payment of Military Service Pay for all ranks up to and inclusive of Brigadiers and their equivalents. The MSP per month recommended is as follows:

i. Service Officers ₹15,500
ii. Nursing Officers ₹10,800
iii. JCO/ORs ₹ 5,200
iv. Non Combatants (Enrolled) in the Air Force ₹ 3,600

17.11 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. (para 5.2.22)

17.12 The Military Service Pay, which is a compensation for the various aspects e.g., intangibles linked to special conditions of service, conducting full spectrum operation including force projection outside India’s boundaries, superannuation at a younger age and for the edge historically enjoyed by the Defence Forces over the civilian scales, will be admissible to the Defence forces personnel only. (para 6.1.31)

17.13. MACP: MACP for defence forces personnel will continue to be administered at 8,16 and 24 years of service. (para 6.2.85)

17.14 Rationalisation of Trades: All X trades should mandatorily obtain a qualification which is equivalent of a diploma in engineering (recognised by AICTE). The incentive structure will henceforth be linked with the qualifications as follows:

i. X pay for JCOs/ORs in Group X at ₹3,600 per month for those currently in X pay, but not having a technical qualification recognised by AICTE).

ii. X pay for JCOs/ORs in Group X at ₹6,200 per month for all X trades which involve obtaining a qualification which is equivalent of a diploma recognised by AICTE. (para 6.2.79 and para 6.2.88)

17.15 Defence Security Corps (DSC): The benefit of MACP be permitted to DSC personnel also. However this benefit should be limited to a total of three upgrades in the entire service career, taking the combined length of the regular employment and the course of reemployment as defence service corps personnel. The first benefit of MACP may be extended to them after a period of eight years from their date of re-employment, in case they do not get a promotion during this period. (para 6.2.98)

17.16 Grant of Annual Increment to Recruits: The benefit of grant of first annual increment to recruits will be reckoned from date of enrolment. (para 6.2.94)

17.17 Short Service Commissioned Officers: Short Service Commissioned Officers will be allowed to exit Armed Forces any time between 7 and 10 years of service with a terminal gratuity equivalent of 10.5 months of reckonable emoluments. They will further be entitled to

a fully funded one year Executive Programme or a M.Tech. programme at a premier Institute. (para 6.2.63)

17.18 Headquarters Staff: Parity in pay, up to the rank of Assistants, between the field staff and headquarter staff is recommended. It is recommended that the level of Assistants of CSS be brought at par with Assistants 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 units will come to lie in Level 6 in the pay matrix and pay fixed accordingly. This level corresponds to pre-revised GP 4200. The corresponding posts in the Stenographers cadre will also follow similar pay parity between field and headquarter staff. The pay of those Assistants/ Stenographers who have, in the past, been given higher Grade pay would be protected. (chapter 7.1)

17.19 Recently, through a government order ‘edge in pay’ has been extended to the Upper Division Clerks belonging to CSS in the Secretariat by way of grant of non-functional selection grade to GP 4200. This is available to 30 percent of UDCs. Since the Commission is recommending placement of all Assistants, field and Headquarters, in Level 6 of the pay matrix, which corresponds to pre-revised GP 4200, this non-functional selection grade to GP 4200 for Upper Division Clerks belonging to CSS is recommended to be withdrawn. (para 7.1.4 (j))

17.20 Two Additional Increments in CSS/CSSS are granted at the time of their promotion from the grade of Under Secretary/PPS to the grade of Deputy Secretary/Senior PPS. The Commission finds no merit in continuation of two increments for CSS/CSSS as no such dispensation exists in any other service except the IAS and hence recommends abolition of the same. (para 7.1.6 (d))

17.21 Cadre Review: To hasten the process of cadre reviews and reduce the time taken in inter-ministerial consultations, it is recommended that the examination of the cadre restructuring proposal should be undertaken at the department level itself with one member each from DoPT and Department of Expenditure attending such meetings chaired by the concerned Secretary of the cadre seeking the review, in the capacity of the cadre controlling officer. The proposal can thereafter be placed before the Cadre Review Committee chaired by the Cabinet Secretary where the concerned Secretaries are represented. (para 7.3.17)

17.22 Common Categories: To streamline the common cadres residing in different Departments/ Ministries/ UTs it is recommended that the government assign specific ministries to be the nodal ministry for each such category. These nodal ministries be tasked with drafting model recruitment rules laying down the educational qualifications, job responsibilities and pay structure for all such categories. A few examples are the Statistical Cadres and Firefighting staff. (para 7.7.75)

17.23 Allowances: The entire structure of allowances have been examined de novo with the overall aim of transparency, simplification and rationalization, keeping amongst other things, the proposed pay structure in mind. The Commission has recommended abolishing 52 allowances altogether. Another 36 allowances have been abolished as separate identities, but subsumed either in an existing allowance or in newly proposed allowances. Particular emphasis has been placed on simplifying the process of claiming allowances. Allowances relating to Risk and Hardship will be governed by the proposed Risk and Hardship Matrix. (para 8.2.5)

17.24 Most of the allowances that have been retained have been given a raise that is commensurate with the rise in DA. Allowances that are in the nature of a fixed amount but fully indexed to DA have not been given any raise. Regarding percentage based allowances, since the Basic Pay will rise as a result of the recommendations of this Commission, the quantum of percentage based allowances has been rationalized by a factor of 0.8. (para 8.2.3)

17.25 Risk and Hardship Allowance: Allowances relating to Risk and Hardship will be governed by the newly proposed nine-cell Risk and Hardship Matrix, with one extra cell at the top, viz., RH-Max to include Siachen Allowance. This would be the ceiling for risk/ hardship allowances and there would be no individual RHA with an amount higher than this allowance. (para 8.10.65 and para 8.10.66)

17.26 House Rent Allowance: In line with our general policy of rationalizing the percentage based allowances by a factor of 0.8, the Commission recommends that HRA should be rationalized to 24 percent, 16 percent and 8 percent of the Basic Pay for Class X, Y and Z cities respectively. The Commission also recommends that the rate of HRA will be revised to 27 percent, 18 percent and 9 percent when DA crosses 50 percent, and further revised to 30 percent, 20 percent and 10 percent when DA crosses 100 percent. (para 8.7.15)

17.27 Currently, in the case of those drawing either NPA or MSP or both, the amounts of NPA/MSP are included with the Basic Pay and HRA is being paid as a percentage of the total amount. The Commission recommends that HRA should be calculated as a percentage of Basic Pay only and that add-ons like NPA, MSP, etc. should not be included while working out HRA. (para 8.7.16)

17.28 The Commission, in the interactions it has had with the men on the ground at all field locations it has visited, has seen first-hand that the lack of proper housing compensation is a source of discontentment among these employees. The service rendered by PBORs of uniformed services needs to be recognized and Housing provisions of PBORs of Defence, CAPFs and Indian Coast Guard have been simplified and HRA coverage has been extended to them. (para 8.7.26)

17.29 Uniform related allowances have been amalgamated under a simplified Dress Allowance payable annually. It is thus recommended that uniform related allowances be subsumed in a single Dress Allowance (including shoes). (para 8.16.14)

17.30 Any allowance, not mentioned here (and hence not reported to the Commission), shall cease to exist immediately. In case there is any demand or requirement for continuation of an existing allowance which has not been deliberated upon or covered in this report, it should be re-notified by the ministry concerned after obtaining due approval of Ministry of Finance and should be put in the public domain. (para 8.2.5)

17.31 Entire CPMA will be payable to the PBORs of Defence Forces. Except Rum Allowance, other components of CPMA will be payable to PBORs of CAPFs, Indian Coast Guard, RPF and Police forces of Union Territories. Rum Allowance will be granted to PBORs of CAPFs and Indian Coast Guard as per the existing guidelines. (para 8.17.25)

17.32 Night Duty Allowance: While the present weightage of 10 minutes for every hour of duty performed between the hours of 22:00 and 06:00 the present prescribed hourly rate of NDA equal to (BP+DA)/200 may be continued, the amount of NDA should be worked out separately for each employee and the existing formulation for giving same rate of NDA for all employees with a particular GP should be abolished. (para 8.17.77)

17.33 OTA should be abolished (except for operational staff and industrial employees who are governed by statutory provisions). At the same time it is also recommended that in case the government decides to continue with OTA for those categories of staff for which it is not a statutory requirement, then the rates of OTA for such staff should be increased by 50 percent from their current levels. (para 8.17.97)

17.34 All non-interest bearing Advances have been abolished. (para 9.1.4)

17.35 Regarding Motor Car Advance and Motor Cycle/ Scooter/ Moped Advance, since quite a few schemes for purchase of vehicles are available in the market from time to time. The employees should avail of these schemes and both these advances should be abolished. (para 9.1.7)

17.36 Regarding other interest-bearing advances, the following is recommended: (para 9.1.8)

(i) PC Advance ₹50,000 or actual price of PC, whichever is lower May be allowed maximum five times in the entire service.
(ii) HBA 34 times Basic Pay
OR

₹25 lakh

OR

anticipated price of house, whichever is least
The requirement of minimum 10 years of continuous service to avail of HBA should be reduced to 5 years.
If both spouses are government servants, HBA should be admissible to both separately.

Existing employees who have already taken Home Loans from banks and other financial institutions should be allowed to migrate to this scheme.

17.37 The three different kinds of leave admissible to civilian/defence employees which are granted for work related illness/injuries–Hospital Leave, Special Disability Leave and Sick Leave are being subsumed and rationalized into a composite new Leave named Work Related Illness and Injury Leave (WRIIL). (para 9.2.36)

1. Full pay and allowances will be granted to all employees during the entire period of hospitalization on account of WRIIL.

2. Beyond hospitalization, WRIIL will be governed as follows:

a. For Civilian employees, RPF employees and personnel of Police Forces of Union Territories: Full pay and allowances for the 6 months immediately following hospitalization and Half Pay only for 12 months beyond that. The Half Pay period may be commuted to full pay with corresponding number of days of Half Pay Leave debited from the employee’s leave account.

b. For Officers of Defence, CAPFs, Indian Coast Guard: Full pay and allowances for the 6 months immediately following hospitalization, for the next 24 months, full pay only.

c. For PBORs of Defence, CAPFs, Indian Coast Guard: Full pay and allowances, with no limit regarding period.

17.38 The Rates of contribution as also the insurance coverage under the Central Government Employees General Insurance Scheme have remained unchanged for long. The following rates of CGEGIS are recommended: (para 9.3.6)

Level of Employee Monthly Deduction (₹) Insurance Amount (₹)
10 and above 5000 50,00,000
6 to 9 2500  25,00,000
1 to 5 1500 15,00,000

17.39 A simplified process for Cadre Reviews and revamping of the screening process under Central Staffing Scheme have been recommended. (para 7.3.41)

17.40 Health Insurance: The Commission strongly recommends the introduction of health insurance scheme for Central Government employees and pensioners. In the interregnum, for the benefit of pensioners residing outside the CGHS areas, the Commission recommends that CGHS should empanel those hospitals which are already empanelled under CS (MA)/ECHS for catering to the medical requirement of these pensioners on a cashless basis. This would involve strengthening of administrative capacity of nearest CGHS centres. The Commission recommends that the remaining 33 postal dispensaries should be merged with CGHS. The Commission further recommends that all postal pensioners, irrespective of their participation in CGHS while in service, should be covered under CGHS after making requisite subscription. The Commission recommends that possibility of such a combined network of various medical schemes should be explored through proper examination. (para 9.5.18)

17.41 Pension: The Commission recommends a revised pension formulation for civil employees including CAPF personnel and Defence personnel, who have retired before 01.01.2016. This formulation will bring about complete parity of past pensioners with current retirees:

i. All the personnel who retired prior to 01.01.2016 (expected date of implementation of the Seventh CPC recommendations) shall first be fixed in the Pay Matrix being recommended by this Commission, on the basis of the Pay Band and Grade Pay at which they retired, at the minimum of the corresponding level in the matrix. This amount shall be raised, to arrive at the notional pay of the retiree, by adding the number of increments he/she had earned in that level while in service, at the rate of three percent. Fifty percent of the total amount so arrived at shall be the revised pension. In the case of the Defence personnel, total amount so arrived at shall be inclusive of MSP.

ii. The second calculation to be carried out is as follows. The pension, as had been fixed at the time of implementation of the VI CPC recommendations, shall be multiplied by 2.57 to arrive at an alternate value for the revised pension.

iii. Pensioners may be given the option of choosing whichever formulation is beneficial to them. (para 10.1.67)

17.42 Since the fixation of pension as per formulation (i) above may take a little time it is recommended that in the first instance the revised pension may be calculated as at (ii) above and the same may be paid as an interim measure. In the event calculation as per (i) above yields a higher amount the difference may be paid subsequently. (para 10.1.68)

17.43 The Commission recommends enhancement in the ceiling of gratuity from the existing ₹10 lakh to ₹20 lakh from 01.01.2016. The Commission further recommends, as has been done in the case of allowances that are partially indexed to Dearness Allowance, the ceiling on gratuity may increase by 25 percent whenever DA rises by 50 percent. (para 10.1.37)

17.44 Lump sum Compensation for Invalidation due to Disability: The Commission recommends an increase in the existing lump sum compensation of ₹9 lakh for 100 percent disability to ₹20 lakh. However it finds no justification to recommend broad banding for payment of Ex-gratia award to service personnel boarded out on account of disability/ war injury attributable to or aggravated by military service. (para 10.2.65)

17.45 The Commission notes that cadets are not considered on duty during training and therefore cannot be treated at par with serving defence forces personnel. The Commission, however, keeping in view the facts relating to cadets, recommends an increased ex-gratia disability award from the existing ₹6,300 per month to ₹16,200 per month for 100 percent disability. (para 10.2.67)

17.46 Disability Pension: Keeping in view the tenets of equity, the Commission is recommending reverting to a slab base system for disability element, instead of existing percentile based disability pension regime. Distinct rates separately for officers, JCOs and ORs have been prescribed. (para 10.2.55)

17.47 Ex-gratia Lump sum Compensation to Next of Kin: The Commission is recommending the revision of rates of lump sum compensation for next of kin (NOK) in case of death arising in five separate circumstances, to be applied uniformly for the defence forces personnel and civilians. (para 10.2.77)

Circumstances Proposed (₹)
Death occurring due to accidents in course of performance of duties. 25 lakh
Death in the course of performance of duties attribute to acts of violence by terrorists, anti-social elements etc. 25 lakh
Death occurring in border skirmishes and action against militants, terrorists, extremists, sea pirates 35 lakh
Death occurring while on duty in the specified high altitude, inaccessible border posts, on account of natural disasters, extreme weather conditions 35 lakh
Death occurring during enemy action in war or such war like engagements, which are specifically notified by Ministry of Defence# and death occurring during evacuation of Indian Nationals from a war-torn zone in foreign country 45 lakh

17.48 Indian Coast Guard: The Commission is recommending for the Indian Coast Guard:

a. Merger of pay group Z into pay group Y. (para 11.12.15)

b. X pay of ₹6,200 p.m. to all direct entry diploma holders. (para 11.12.18)

c. Sarang Laskars to be upgraded to pay level 4 in the civilian pay matrix. (para 11.12.21)

d. Upgradation of Director General to Apex Level. (para 11.12.27)

Other highlights are as under:

17.49 The Edge: The edge, presently accorded to the Indian Administrative Service in the form of two additional increments @ 3 percent over their basic pay at three promotion stages i.e., promotion to the Senior Time Scale (STS), to the Junior Administrative Grade (JAG) and the NFSG to continue in the proposed pay matrix.

17.50 Having regard to the difficult demands placed on police officers by their jobs including long working hours, the risk of personal injury and death and the immense public responsibility they carry, the view of the Chairman has recommended that this financial edge, as given to the IAS, be extended to the IPS as also to the third All India Service, the IFoS. (para 7.2.38)

17.51 In so far as the Indian Foreign Service is concerned, the existing dispensation shall continue. (para 7.2.18 and para 7.2.19)

17.52 Shri.Vivek Rae, Member, Seventh CPC is of the view that the financial edge for IAS and IFS is fully justified but has not agreed with the view that it should be extended to the IPS and the IFoS. (para 7.2.20)

17.53 Dr. Rathin Roy, Member, Seventh CPC is of the view that the financial edge accorded to the IAS and IFS should be removed. IAS officers have a multi-dimensional leadership role to play and in specific jobs such as that of DM/DC, officers occupying such positions must be able to be primus inter pares by administrative affirmation. According to him, if this position is to be reflected through superior financial remuneration, then their recruitment must be conducted separately. (para 7.2.21)

17.54 Chairman and Dr.Rathin Roy, Member are of the view that all AIS and Central Services Group A officers who have completed 17 years of service should be eligible for empanelment under the Central Staffing Scheme and the “two year edge”, presently enjoyed by the IAS should be withdrawn. Shri Vivek Rae, Member, has not agreed with this view and has recommended review of the Central Staff Scheme guidelines. (para 7.2.23 and para 7.2.24)

17.55 Non Functional Upgradation for Organised Group ‘A’ Services: The Chairman is of the considered opinion that since NFU has been in existence for the last ten years and is being availed by all the organised Group `A’ Services it should be allowed to continue. The same will be available not only to all organised Central Group ‘A’ Services but also members of CAPFs, ICG and Defence forces. NFU will henceforth be based on the respective residency periods in the preceding substantive grade. All the prescribed eligibility criteria and promotional norms including ‘benchmark’ for upgradation to a particular level would have to be met at the time of grant of NFU. (para 6.2.35, para 7.3.21 and para 7.3.22)

17.56 Shri Vivek Rae, Member and Shri Rathin Roy, Member, have favoured abolition of NFU at SAG and HAG level. (para 7.2.24)

17.57 Chairman and Dr. Rathin Roy, Member, hold the view that the age of superannuation for all CAPF personnel should be 60 years uniformly. Shri Vivek Rae, Member, has not agreed with this recommendation and has endorsed the stand of the Ministry of Home Affairs. (para 11.22.33 and para 11.22.34)