ALL INDIA RADIO & DOORDARSHAN STENOGRAPHERS ASSOCIATION by ABfc30

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									                          (Regd. & recognized by Govt. of India)
          News Services Division: All India Radio: Parliament Street: New Delhi

 M.K.S.Pillai                                                                                 V.K.Singh
 President                                                                                      Secretary
 Ph:9818418919                                                                              9213232157
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                                                                                        January 8, 2007

Smt. Sushma Nath
Member Secretary
Sixth Central Pay Commission
2nd Floor, CCADR Building
Plot No – 6
Vasant Kunj Institutional Area - Ph.II
New Delhi – 110070.


Sub: Response to the Questionnaire of Sixth Central Pay Commission
     ---------------------------------------------------------------------------------------

Respected Madam,

It is noteworthy that the VIth Central Pay Commission comprises personalities of
high eminence and stature. Our congratulations and best wishes in its
endeavours.

We enclose herewith our response to the questionnaire. We request the Pay
Commission to give due consideration to our submission and strongly
recommend to the Government to do justice to our cadre inter-alia by removing
the existing anomalies.

We also request to kindly give us an opportunity to personally present our Case
before the Commission.

Thanking you

Yours faithfully
For AIR & Doordarshan Stenographers Association

   Sd/-
(M.K.S. PILLAI)
 President
Enc; a/a
Cc to: DG:AIR(Attn: DDA(WL) – with reference to Dte:ID. No.7/1/06-Scor/1
dt.29.12.06
                          (Regd. & recognized by Govt. of India)
          News Services Division: All India Radio: Parliament Street: New Delhi

 M.K.S.Pillai                                                                                 V.K.Singh
 President                                                                                      Secretary
 Ph:9818418919                                                                              9213232157
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                                                                                    December 27, 2006



RESPONSE TO THE QUESTIONNAIRE OF SIXTH CENTRAL PAY
                   COMMISSION
At the outset, kindly accept our greetings and best wishes for a Very Happy and Prosperous
New Year. We are grateful to the Sixth Central Pay Commission for having given us also an
opportunity to express our views on various recommendations to be submitted to the
Government. We hope that the views/suggestions enumerated hereunder on certain points
that are of interest to us will be given due consideration by the Commission while offering its
recommendations to the Government, with regard to pay and allowances and other measures
for the welfare of Central Government employees. We submit :

1.     Comparison with public/private sectors:

        BACKGROUND:

        The Stenographers cadre in the Central Government has been made a divided house.
        It is, therefore, unethical for us to compare with Stenographers in public/private
        sector, as far as pay scales and other related matters are concerned. We humbly
        request the Sixth Pay Commission to set the divided house in order.

        We may be allowed to bring to the notice of the Commission the following facts to
        substantiate our view points:

     i) Recruitment:

        Grade-III Stenographers (entry level) for various Departments/Offices of the
        Central Government are recruited by the Staff Selection Commission. The basic
        qualification and other requirements are same for all the candidates. Applications
        are invited and a preliminary screening in the form a written test is held. Those
        who come up to the prescribed standard in the written test are finally called for a
        skill test i.e. Stenography test and thereafter the qualified candidates are
        sponsored for appointment in different Departments/Offices. Thus it may kindly
        be seen that right from the beginning of the invitation of the application and up to
        the appointment stage, there is absolutely no discrimination.
                                             :2:

ii)    Placement:

       At the time of applying for the post, candidates are given the option to chose ‘X’ or
       ‘Y’ category for which they would like to be considered for appointment. While those
       who opt for ‘X’ category are appointed in the Central Secretariat Service, others opt
       for ‘Y’ category are sponsored for appointment in various Departments/Offices of
       non-Secretariat Service. All candidates come through similar exercises such as
       fulfillment of qualifications and other requirements, preliminary screening and the
       final skill test.

iii)   Pay Scale

       All candidates irrespective of the category they have opted for are placed in
       the same scale in the initial stage.

iv)    Lack of information:

       Candidates are kept in the dark. While inviting applications, no mention is made
       anywhere in the advertisement or information is given in any other form about the
       facilities available/future prospects in a particular Department/Office. The candidates
       are, therefore, constrained to apply for the category in which large number of posts
       are available.

v)     Duties and responsibilities:

       Stenographers i.e. Personal Assistants/Private Secretaries in all Central Government
       Departments/Offices perform the same duties and have the same responsibility. A
       Private Secretary to the Chairman of the Central Pay Commission performs the same
       nature of duties that a Private Secretary attached to any Officer in any
       Department/Office of the Central Government carries out. The functional
       responsibilities of all Stenographers whether he sits in ‘X’ office or ‘Y’ office or
       attached to ‘X’ Officer or ‘Y’ Officer are unquestionably similar in Central
       Government. This is particularly so in the case of Stenographers of All India
       Radio/Doordarshan. For example, a PA attached to a Station Director/Superintending
       Engineer of a Radio Station or Doordarshan Kendra has the same functional duties
       and responsibilities that a PA/PS to Director of Programmes/Director of Engineering
       has at the Directorate of All India Radio/Doordarshan. It may be mentioned here that
       a Station Director/Superintending Engineer is called                      Director of
       Programmes/Director of Engineering when posted in the Directorate.
                                            :3:
SUMMARY:

Thus, it may kindly be seen that Stenographers in Central Government are recruited and
placed in the same manner and given same pay scale in the initial stage. Duties and
responsibilities do not differ in any way.


ANOMALIES:

       (i)    Pay scale:

              As already stated, Stenographers in all the Departments/Offices of Secretariat
              and non-Secretariat Service are placed in the same scale in the initial stage.
              However, later anomalies are created and Stenographers in non-Secretariat
              Service are treated indifferently. It is amply clear from the following table the
              disparities in the pay scales of both the cadres i.e. Secretariat and non-
              Secretariat.


                  SECRETARIAT                                NON-SECRETARIAT
Entry level      Grade D     4000-6000                 Gr.D/III           4000-6000
Next promotion   Grade C/PA  6500-10500 *              Gr.II              5000-8000
Next promotion   PS          6500-10500                G.I                5500-9000
                 “           8000-13500 **             NIL                NIL
Next promotion   PPS         10000-15200               PS/Reporter(M)     6500-10500
Next promotion   Sr.PPS      12000-16500               NIL                NIL



* The pay scale of Grade C/PA of Secretariat service was Rs.5500-9000 till 24th September
  2006. It was increased to Rs.6500-10500 w.e.f. 25th September 2006 vide Department of
  Personnel & Training Office Memorandum No.20/29/2006/CS-II(CS-I) dated 25.9.96.
  The revision was made and Order issued after the constitution of the Sixth Pay
  Commission! It is a clear case of bypassing the purview of an authority, creating
  further anomaly and ignoring the interests of a vast number of employees!

       While we, the Stenographers of non-Secretariat Service feel only happy that our
       brethrens in the Secretariat Service have been further benefited by this order, we are
       utterly disappointed in the step-motherly treatment.

**     Similarly pay scale of Rs.8000-13500 was introduced w.e.f. 9.8.2004 for PSs (Private
       Secretaries) in the Secretariat Service who automatically get this pay scale on
       completion of 4 years service in the grade of Rs.6500-10500 .

       The above table displays the growing disparity in the pay scales of Stenographers
       working in the Secretariat and non-Secretariat service even though the initial pay
       scale i.e. at the entry level of both the cadres are same i.e. Rs.4000-6000.
                                            :4:

Promotional avenues

a)     Reasonably ample opportunities of promotion and career prospects exist for
       Stenographers in Central Secretariat Service (CSSS). A Stenographer appointed in the
       initial stage i.e. Grade-C in the Secretariat Service can go up to the post of Sr.
       Principal Private Secretary i.e. in the pay scale of Rs.12000-16500 equivalent to the
       post of Deputy Secretary to the Government of India.

b)     Often restructuring is made in the cadre of CSSS resulting in the creation of more
       posts in the upper Grade. A recent restructuring made vide Department of
       Expenditure, Ministry of Finance U.O. No.79/14/2004-IC/ dated 9.8.2004 created
       130 posts of PA, 372 posts of Private Secretary, 18 posts of PPS and 10 posts Sr.
       PPS. The re-structuring has further boosted the career prospects of CSSS cadre.

c)     Other various promotional avenues are also available to CSSS. Stenographers of this
       cadre are allowed to take part in various Departmental examinations for higher grade
       posts in the cadre and other disciplines such as Section Officers.

       WHEREAS, in the case of non-secretariat Stenographer cadre, a vast majority of
       Stenographers who join the service in Gr. III never reach the level of Private
       Secretary in the scale of Rs.6500-10500.

For an example in All India Radio/Doordarshan out of the total sanctioned strength of 1084
Stenographers, only 34 higher grade posts i.e. a meager 3.13% exist for Stenographers who
can aspire to become Private Secretaries/Reporters(M)

As far as Stenographers in All India Radio/ Doordarshan are concerned no opportunities exist
for Departmental Examinations as no such examinations are conducted for them nor are they
allowed to take part in the examinations conducted by the Staff Selection Commission for
CSSS cadre.

REQUEST:

The Stenographers of the non-Secretariat Service, therefore, request the Sixth Central
Pay Commission to kindly see reason and strongly recommend to the Government that:

i)     Anomalies created by the Government in the pay scales of Stenographers be removed
       and pay scales of non-Secretariat Stenographers be brought at par with their
       counterparts in the Secretariat Service.

ii)    More promotional avenues be created for non-Secretariat Stenographers also by
       restructuring the cadre as has often been done in the case of Secretariat Service
       Stenographers.
                                                  :5:


iii)   Non-Secretariat Stenographers also be allowed to take part in the Departmental
       Examinations being conducted by the Staff Selection Commission for various higher
       grade posts.

iv)    Parity between both the cadres in all respect be brought in and maintained at all
       times.
4.2    What should be the reasonable ratio between the minimum and the maximum of a pay
       scale?

       The ratio should be re-described as Maximum-Minimum ratio in Pay Scales instead
       of the existing concept of Minimum-Maximum ratio. In this arrangement we propose
       such ratio should be 8:1 instead of the existing Minimum-Maximum ratio – 1:11.8.

5.     Relatives:

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
       context of decentralization and devolution of administrative powers? Is this discrimination
       between field and secretariat functionaries even justified today?

       Here it has been stated that employees in the Secretariat and analogue 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 require for decision-making at the policy level.

       These factors do not hold good as far as Stenographers are concerned. Non-
       Secretariat Service Stenographers do not get any additional facilities that need to be
       ‘compensated’ to their counterparts in Secretariat Service. Secondly, the functioning
       of Stenographers whether working in Secretariat or non-Secretariat does not call for
       any decision-making at the policy level. The functioning of both the entities is
       similar. There can be of some value in the case of other functionaries but it is not
       relevant as far as Stenographers are concerned. Stenographers need complete
       unanimity in treatment irrespective of their place of posting.

8.     Classification of posts:

       The existing classification is a colonial legacy which should be done away with. The
       views of DOPT that the existing classification serves the purpose of enforcing
       disciplinary measures expose the motive of such classification. We are of the view
       that the classification should be based on the nature, importance, responsibility of
       duties or functions assigned to the employees. It should also have respect to the
       dignity of labour. In view of this, we are broadly in agreement with classification as
       was proposed by 5th Central Pay Commission.
                                              :6:



9.     Restructuring of Group ‘C’ & ‘D’ post”

       It is imperative that we move with the wind, particularly in the modern age. It would
       thus be a viable proposition that in 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. As for their qualification that they should be Graduates is another
       laudable proposal, keeping in view the responsibilities they are called upon to
       shoulder. Similar arrangements both in Secretariat and non-Secretariat service and
       other Organisations of Central Government is a welcome suggestion in the present
       scenario as well as the situation that is to emerge. Under such a restructuring,
       manpower requirement will drastically come down and the officials will be required
       to deliver more goods. It will, therefore, be imperative to offer them attractive
       packages. There should however be no retrenchment and the present employees must
       be given proper training in order to cope up with the situation.

10.    Pay Scale

10.1   How should a pay scale be structured? What is a reasonable ratio between the minimum
       and maximum of a pay scale?

       The lowest basic pay should be the one-tenth of the highest basic pay. However, in
       the case of allowances, the ratio needs to be lowered to 8:1 so that the lower cadres
       also gain. The transport allowance should be a fixed amount without any class
       difference.


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 coming 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 by a running pay scale?

       Efforts to reduce pay scales are welcome and the Pay Commission may continue with
       the exercise on the basis of some scientific job evaluation.
11.1   What should be the criteria for determining the rates and frequency of increments in
       respect of different scales of pay? Should these bear a uniform or varying relationship
       with the minima and/or maxima of the scales?

       Increments are a method of recognizing seniority of an employee. It should continue
       to be given on yearly basis as at present. The rate, however, should be at least 10% of
       the basic pay drawn in the preceding year. All allowances i.e. DA etc. too should be
       increased in the same proportion.
                                               :7:


12.    Revision of pay scales

12.1   Is there any need to revise the pay scales periodically especially when 100%
       neutralization for inflation is available in form of dearness allowance?


       Yes. The reasons are as follows: a) 100% neutralization of hike in price, in effect
       does not increase the salary fixed at and pegged with a particular index number. It
       only compensates the erosion of purchasing capacity of salary once fixed. It may
       so happen that the salary once fixed was not proper and justified. b) Cent percent
       compensation is not available to the employees because the existing concept of
       cent percent neutralization is deceptive. Here erosion of purchasing capacity of
       basic pay is taken into account but not of the D. A. With the change of time,
       human needs are changing; updating of needs and consequent upgradation of
       living conditions is an ongoing process in human society. In view of this,
       upgradation of economic level and earnings of the workers and employees
       commensurate to the development of society is essential. Hence, the need of
       Regular and Periodical Revision of Pay is an irrefutable need..

12.2   How should pay be fixed in the revised pay scales? Should there be a point-to-
       point fixation? If not, please suggest a method by which it can be ensured that
       senior personnel are not placed at a disadvantage vis-à-vis their juniors and due
       weightage is given for the longer service rendered by the former.

       We are in favour of point - to-point fixation formula.

13.    Compensatory Allowances

       Is City Compensatory Allowance a sufficient compensation for the problems of a
       large city? If DA and HRA provide full neutralization, do you think CCA should
       continue? Is there a need for changing the basis of classification of cities and the
       rates of CCA? If so, please suggest the revised basis and rates.

        No. CCA does not meet the actual needs. It hardly takes care of hazards and the
       problems emanating from the ever increasing population. Hence, we propose the
       rate may be enhanced substantially and make it uniform in terms of percentage
       like HRA. We are also in favour of continuing CCA even if D.A. and HRA
       provide full neutralization. It may be noted that D.A. and HRA address such
       problems which are not of similar in nature that are addressed by CCA.
                                              :8:

       It may also be noted that the existing rate of HRA does not provide full
       neutralization. HRA should be given in accordance with the prevailing market
       rate of accommodation in different places. Classification of cities should be
       reviewed. We also propose that the classification should not be exclusively based
       on population criteria.

       We take the opportunity of reiterating that transport allowance is made uniform
       for all categories of employees. Whether a Group ‘D’ or Group ‘A’ employee,
       everyone incurs the same expenditure on public transportation for commuting to
       the office and back home. However, the existing transport allowance is on the
       basis of pay scales. It is unfortunate that some category of employees is paid a
       paltry sum of Rs.100/- while certain other categories are paid Rs.800/- per month,
       as transport allowance. This issue needs to be looked into and a uniform amount
       of transport allowance should strongly be recommended.

16.    Specific proposals

16.1    In what manner can Central Government organizations functioning be
        improved to make them more professional, citizen-friendly and delivery
       oriented?

       We feel that sense of social obligation and allegiance to people’s cause and
       interest need to be developed among the government employees and as such an
       atmosphere conducive to such development is required to be created and
       generated from top to grass- root level. This is necessary to make the government
       machinery responsible, equipped and citizen friendly.

16.2   Please outline specific proposals, which could result in:
             (i) Reduction and redeployment of staff,
             (ii) Reduction of paper work,
             (iii) Better work environment,
             (iv) Economy in expenditure,
             (v) Professionalisation of services,
             (vi) Reduction in litigation on service matters,
             (vii) Better delivery of service by government agencies to their
                users.


       So far as item No. (vi) is concerned, reduction in litigation on service matters is
       possible if government and the competent authorities seriously implement the
       rules many of which need to be suitably amended, and act in non-partisan manner.
       Timely action of speedy redressal of employees’ grievances will drastically
       reduce the scope of litigation.

       So far item No. (vii) is concerned, reply has already been furnished in response to
       Question No.16.1.
                                          :9:


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?

          We are strongly opposed to the introduction of these concepts. We feel that
          these measures are not conducive to generation of more jobs and better
          working environment. Contract system will encourage corruption and
          aggravate exploitation.

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

          We understand that the system of Biometric entry/exit has already been
          introduced in certain organizations. On the basis of the experience drawn from
          such practice, it may be considered whether the system could be introduced in
          general.

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

          No

   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?

           We are not in favour of introduction of contract system. This has already been
           dealt with in our response to Q.17.1

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

           ACRs are often used as an instrument of coercion and in some cases for
           rewarding the employees who are blindly obedient to their superiors. The
           system of retaining the same as confidential should be done away with. As it
           is a performance appraisal report, it should be an open document.
                                                 : 10 :

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

             In general it has been observed that self-assessment is not given due
              importance as it deserves while reporting or reviewing an ACR. Thus it has
              not so far been of much help in the process of appraisal.


      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?

             Adequate safe guards are necessary in order to do justice while ascertaining
             the accountability of individual employees for their omissions and
             commissions. So far amendments of various Acts are concerned, we are of the
             considered view that classes (2 ) (b) & (c) of Article 311 be finally removed.
             It is also required to remove undemocratic provisions in SCR and CCA rules
             that predominantly bear imperialist legacy. Section 17-A of Fundamental
             Rules be scrapped.

19.      Holidays

         The introduction of five-day week was a step in the right direction. The purposes for
         which it was introduced are being served. There are offices that work 24 hours a day
         and 365 days a year.

         The curtailment of Casual Leave to 8 from 12/14 by the Vth Pay Commission was
         not a step in the right direction. We propose that Casual Leave may be increased to 24
         days a Year. At the same time National Holidays may be restricted to 3 days i.e. 15th
         August, 26th January and 2nd October. This arrangement will compensate the
         proposed increase in the Casual Leave and will facilitate the employees to avail of
         Holidays on various occasions as per their need and choice.
                                         <><><>



                                                                                  Sd/-
                                                                             (M.K.S. PILLAI)
                                                                                    President

								
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