SIXTH CENTRAL PAY COMMISSION
Response of All India Federation of Superintendents of Customs
5. Relativities
5.1 Employees in the Secretariat and analogous establishments are entitled to higher pay scales than the corresponding field functionaries. This was supposed to compensate them for the loss of certain facilities available to them in field assignments and the extra effort required for decision making at the policy level. Are these factors valid even today particularly in the contest of decentralization and devolution of administrative powers? Is this discrimination between field and secretariat functionaries even justified today?
Discriminating factors like Employees in the Secretariat and analogous establishments being entitled to higher pay scales than the corresponding field functionaries supposedly to compensate them for the loss of certain facilities available to them in field assignments and the extra effort required for decision-making at the policy level are not valid and justified today particularly in the context of decentralization and devolution of administrative powers.
6. Group - 'A' Services
6.1 Is there a case for a Unified Civil Service, merging therein all Central (both technical and non-technical) and All India Services, allowing vertical and horizontal movement? Or should there be two distinct Streams, one embracing all the technical services and the other for non-technical services?
Yes, there is a case for an Unified Civil Service, merging therein all Central (both technical and non-technical) and All India Services, allowing vertical and horizontal movement.
6.2 Do you feel that the pattern of pay scales for all Group A Services should be re-designated so as to attract candidates of the requisite caliber? Keeping in view some of the compensation packages being offered to fresh professionals by the private sector, what emoluments would you suggest for an entrant to a Group A Service in Government?
Yes, the pattern of pay scales for all Group A Services should be redesignated so as to attract candidates of the requisite caliber. Keeping in view some of the compensation packages being offered to fresh professionals by the Private sector, same/ similar packages as emoluments would be in order for an entrant to a Group A Service in Government.
7. Professional personnel
7.1 Should there be a higher compensation package for scientists in certain specialized streams/departments like Department of Space, Department of Atomic Energy? If so, what should be the reasonable package in their case?
Yes, there should be a higher compensation package for scientists in certain specialized streams/ departments like Department of Space, Department of Atomic Energy. A reasonable package based on the ones prevailing in U.S.A. and other highly advanced countries in such Departments would be fair and proper.
8. Classification of posts
8.1 Presently, civilian posts in the Central Government are classified into four Groups ("A", "8", "C", & "D") with reference to their scales of pay. The Fifth Central Pay Commission had recommended their reclassification into Executive, Supervisory, Supporting and Auxiliary Staff. Would you suggest any changes in the existing classification or should the classification recommended by Fifth Central Pay Commission be adopted with/without modifications?
The classification recommended by the Fifth Central Pay Commission be adopted with the modification of Supervisory civilian posts in the Central Government to Managerial.
9. Restructuring of Group "C" & "D" posts
9.1 Should all lower Group "C" functionaries in the Secretariat be replaced by multi-functional Executive Assistants, who would be graduates and well versed in office work, secretarial skills and use of modern office equipment including computers? Should similar arrangements can be evolved for Group "C" posts in other organizations of Government?
Yes, all lower Group ‘C’ Supporting functionaries in the Secretariat be replaced by multi-functional Executive Assistants, who would be graduates and well versed in office work, secretarial skills and the use of modern office equipment including computers.
Yes, similar arrangements can be evolved for Group ‘C’ posts in other organisations of the Government.
9.2 Should a similar regrouping of Group D staff into fewer categories capable of performing diverse functions also be carried out?
Yes, a similar regrouping of Group D staff into fewer categories capable of performing diverse functions be also carried out.
10. Pay Scales
10.1 How should a pay scale be structure? What is a reasonable ratio between the minimum and maximum of a pay scale?
Pay scale should be based, all-round, on maximum 08 years structure, including those in respect of Group ‘B’ Supervisory (proposed Managerial).
The reasonable ratio between the minimum and maximum of a pay scale is 1:2.
10.2 The successive Pay Commissions have progressively reduced the number of distinct pay scales. The number of scales has therefore come down from more than 500 scales at the time of the Second Central Pay Commission to 51 scales before Fifth Central Pay Commission, which was brought down to 33 scales by the Fifth Central Pay Commission. The reduction in the number of pay scales brings in attendant problems like the promotion and the feeder grades corning to lie in the same pay scale, etc. Do you feel whether the existing number of pay scales should be retained or increased or decreased or whether the same should be replaced scale?
The existing number of pay scales should be further decreased to maximum 20 scales.
Alternatively, they may be replaced by a running pay scale.