SIXTH CENTRAL PAY COMMISSION

Response of All India Customs Preventive Service Federation

17. New concepts

17.1 Do you think the concepts of contractual appointment, part-time work, flexible job description, flexi time etc. need to be introduced in Government to change the environment, provide more jobs and impart flexibility to the working conditions of employees?

Ans. No. This will not be apposite, on the principles of accountability, as most of the Govt. Departments are ongoing service with considerable public contact.

17.2 For improving punctuality/introducing new concepts like flexi time, should biometric entry/exit be introduced?

Ans. This again will not be feasible, where it involves interaction with the public. However, the concept of bio-metric entry / exit can be explored.

17.3 What steps should be taken to ensure that scientists, doctors, engineers and other professionals with sophisticated education and skills are retained in their specialized fields in Government? Should they be appointed on contract with a higher status & initial pay, advance increments, better service conditions, etc.?

Ans. The theory of contract or hire & fire is not suited to on-going services. This would stifle accountability and transparency, leading to total loss of control. There should be an invisible bond of allegiance to the Government.

17.4 Should there be lateral movement from Government to non-Government jobs and vice versa? If so, in which spheres) and to what extent?

Ans. The idea can be explored to provide better exposure and skill to Govt. Servants. However, this should be open to all and not restricted to any particular group or grade. But there is no scope for the vice versa, for upholding the principles of accountability.

17.5 It has been suggested that existing Government employees should be encouraged to shift to employment on contract for specified periods in return for a substantially higher remuneration package. Would you agree?

Ans. Yes. But such employees should be allowed to retain seniority and retirement benefits, if he/she wishes to revert to Govt. service within a period of 8 years of joining such new employment.

18. Performance Appraisal

18.1 In what way should be present system of performance appraisal be changed? Should be ACR be an open document?

Ans. Yes. The system of appraisal by ACR should be transparent. Further, it should be an open document, once the same is completed and accepted. This will enable the reported officer to commit additional efforts for an improved performance. Further, ACR should be in two parts. One to evaluate efficiency, competency and discipline and other to evaluate HR, specialization and orientation. Former should be reckoned for promotion and latter for posting. But while appraising the performance of any officer due consideration must be given to the infrastructure and other resources made available to the officer concern.

Further, Performance appraisal must include the concept of 'Multiple ratings' i.e. comparing the ratings of all previous years. This will reduce errors relating to judgment on the part of reporting officer. For example, if a person has had ten ratings out of which nine are 'Excellent' and one 'Poor', the adverse rating deserves to be discounted as an instance of improper evaluation.

Finally, there should be a scheme of evaluating superior officers by their respective subordinate officials.

18.2 How far has the introduction of self-assessment helped in the process of appraisal?

Ans. To a certain extent, it has checked arbitrariness of the reporting and reviewing officer. But, still the gradations given are subjective and do not have a scientific basis.

18.3 Should appraisal be done for an entire team instead of for individuals?

Ans. No. The outstanding minority in the team may go un-noticed. Besides, eventually it will tend to provide premium on inefficiency, which will not be in the overall interest of the organization.

But, a scheme of evaluation for the team as a whole can be explored as an additional mechanism to foster sense of belonging within the team.

18.4 In what manner can Government employees be made personally accountable for their acts of omission or commission, without any special safeguards? Would you recommend any amendments to Article 311 of the Constitution, Section 197 of the Code of Criminal Procedure, Section 17 and 19 of the prevention of Corruption Act, 1988 and various rules relating to conduct of Government servants and disciplinary proceedings?

Ans. The superior authorities are duty bound to point out mistakes and suggest measures to rectify the same and prevent its recurrence. But, it should be in a reasonable manner and to a reasonable extent. While fixing accountability and responsibility there should be judicious consideration to gravity of the act. It should not be at the whims I fancies of superior officer or to settle personal score or vendetta.

No amendments need to be made to Article 311 of the Constitution except that the provisions of Clause 2 (b) & (c) needs to be deleted. Service conditions of the Govt. employees should be regulated by an Act of Parliament, as enshrined in the Article 309 of the Constitution.

19. Holidays

19.1 Kindly comment on the appropriateness of adopting a five-day week in Government offices when other sectors follow a six day week. Please also state whether the number of Gazetted holidays in Government offices should be reduced? Please also comment on the appropriateness of declaring Gazetted holidays for all major religious festivals.

Ans. Five day week has stood the test of time and need not be tinkered with. This is a worldwide phenomenon and also exists in most of private sector also. Further, this has been introduced keeping in view that actual working hours are not reduced. Also, there is actual savings for the Government on the expenses on electricity and other infrastructure.

At present, in Govt. service there are three national holidays i.e. 26th January, 15th August & 2nd October, 14 closed holidays on account of festivals, two restricted holidays and 8 Casual Leave. Accordingly, it is suggested that there should be three national holidays (15th August, 26th January, and 02nd October) and 24 holidays at the option of the individual employees, on the lines of Restricted Holidays. This will prevent serious dislocation of work, as employees not belonging to a particular group or community can easily discharge official duty, when some others would be availing leave, so on and so forth.

However, these flexi-holidays must be taken out of the purview of leave rules. In other words, a mere prior intimation shall be sufficient for availing the said holidays.

19.2 What do you think is the state of work ethics and punctuality in Government offices? Kindly suggest ways of improving these.

Ans. Some of the impediments like poor transport facility, inadequate accommodation in the vicinity of work area, scant health services, etc. together account for the lack of punctuality. Improvement in these areas will automatically have a congenial effect on punctuality. Pay structure commensurate to nature of work & social status of employees and structured to general cost of living, is bound to have a positive effect on work ethics.

IV. In addition to the above, we submit following points for consideration of 6th Central Pay Commission

1. Gazetted Cadre: In Govt service, there should only two cadres viz. Gazeteed and non Gazetted. The share for induction in the Officer cadre from Non Gazetted should be 75%, which already exists in postal department. Further, the ratio should be based on posts and not on vacancy. This will ensure adequate recognition for experience and will usher in good governance.

2. Annual Carrier Progression: Presently there is no proper system of ACP for promotee officers. There should be minimum 3 promotions in the Gazetted cadre for promotee officers at first within 4 years, second within 4-8 years and third within 8-12 years.

3. Movement of Cadre: For encouraging lateral movement, officers of all cadres should be made eligible for retaining seniority and retirement benefits, even after serving a maximum of 8 years in public/private sector.

4. Productivity Linked Bonus/Incentive: There is no such scheme for the officers in Government of India. In fact both officers and staff contribute towards productivity. As such it is not fair to deprive them of recognition on this count.

5. Non Practicing Allowance: To ensure that Engineers, Scientists and other professionals with sophisticated education and skill are retained in their specific fields in Railway. Govt. Sector, N.P.A should also be paid to these categories as is being given to Doctors.

6. Transport Allowance: With the overall increase of pay scales, it is recommended that the of Transport Allowance should be raised to 10% of the Basic Pay.

7. Group Insurance Scheme: Group Insurance Scheme should cover' only the risk of death and there should be no savings element. The amount payable should be 60 times of the last pay drawn.

8. Travelling (Daily) Allowance: The present rates of Travelling (Daily) Allowance are not sufficient to meet the inflation in the market. The slab rates needs to be revised as under:

More than 12 hours - 100 % of TA / DA rates
Less than 12 hours but upto 4 hours - 60 % of TA / DA rates
Less than 4 hours - 30 % of TA / DA rates

The T.A/D.A. entitlement, which is as per the classification of the place visited, is suggested as under:

9. Children Education Allowance: It should be equal to Rs. 24,000/- per child per annum, in conformity with deduction under section 80C of I.T.Act.

10. Deputation Allowance: It should be made uniform and without any limit for all officers at the rate of 10% for local and 15% for out station posting.

11. Compensated Salary: The concept of 13 months’ salary for 12 months work needs to be extended to all officers based on the reasoning that officers are on 24 hours duty during whole week.

12. Professional Tax: Wherever, charged, should be borne by the respective departments and not by the Officers / employees.

13. Income Tax: Standard Deduction, which is for providing for expenses to earn the salary, needs to be restored. Such an allowance is given for all other heads of income. Hence, salary earners should not be discriminated. Suggested deduction should be Rs. 50,000/- per annum.

14. Retirement Benefits: The old age formula for calculating pension needs a drastic revision looking to the steep rise in prices and the requirement of old age. The cost of medication expenses in old age have increased manifold. The medical facilities are not up to the required standards particularly in small divisional hospitals/health units to take care of old age health requirements. Therefore, the officers & employees have to take specialized treatment which has become very expensive due to technological advancements in the Medical field. As such pension should be equal to last pay drawn.

Restoration of commuted pension: It should be restored after 10 years. The death cum retirement gratuity also needs revision. Death cum retirement Gratuity should be equal to one month's salary for each year of service rendered, without any limit or ceiling, based on the last pay drawn.

15. Voluntary Retirement Scheme: VRS needs to be modified and should be allowed to employees on completion of 15 years, with full benefits.

16. Retirement age: should be based on average life expectancy, which has gone up with improvement in medical facilities. This will reduce Govt. liability on pension.

17. Intimation under CCS Rules: Intimation under Rule 18(2) of CCS Conduct Rules needs to be enhanced to Rs. 5 lacs per annum in respect of transaction in share market and for others, Rs. 50,000/- per transaction.

18. Date of effect: The date of effect for the present Pay Commission should be 1.1.2006. There must be permanent pay review body as existing in PSUs.

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