July 29, 2009

Regulation of Journey by air while availing Leave Travel Concession

Department of Personnel and Training Memo No No.3lOII/2/2006-Est1.(A) dated 27.7.2009

Subject:- Regulation of Journey by air while availing Leave Travel Concession - clarification regarding.

The undersigned is directed to refer to Ministry of Finance, Department of Expenditure O.M.No. I9024/1/2009-E.lV dated 13/7/2009 modifying the O.M. No. 7(2)/E.Coord/2005 dated 23rd November, 2005 and superseding ofO.M.No. I9024/l/E.lV/2005 dated 24/3/2006.

It has been decided by the Department of Expenditure that in all cases of air travel both domestic and international where the Government of India bears the cost of air passage, the officials concerned may travel only by air India. The matter whether these orders will apply in cases of LTC has been considered in consultation with Ministry of Finance, Department of expenditure and it is confirmed that these orders/conditions will apply in cases of LTC also.

2. This issues in consultation with Ministry of Finance (Department of their ID No. 39/DS(EG)/2009 dated 20/7/2009.

Department of Personnel and Training Memo dated 27.7.2009

Preparation and maintenance of Annual Performance Assessment Reports

Department of Personnel and Training Memo No No. 210111112005-Estt (A) (Pt-II) dated 23.7.2009

Sub : Preparation and maintenance of Annual Performance Assessment Reports (APAR).

The undersigned is directed to invite the attention of the Ministries/Departments to the instructions contained in this Department's a.M. No. No. 21011/02/2009-Estt.(A) 16/02/2009 and a.M. of even umber dated 14.05.2009 on the subjects of timely preparation and proper maintenance of APAR and making the APAR transparent for representation for upgradation, if any, by the officer reported upon. The matter of preparation and maintenance of APAR has been further reviewed in this Department keeping in view the system in this regard in respect of All India ~ervices (AIS) and the undersigned is directed to convey the following decisions:-

(i) All cadre authorities shall include a box in the APAR for reflecting by the reporting officer the pen picture of the officer reported upon where the reporting officer will be required to indicate his comments on the overall qualities of the officer including areas of strengths and lesser strength and his attitude towards the weaker sections. A column will also be added in the section relating to the reviewing authority for giving the reviewing authority's remarks on the pen picture reflected by the reporting officer. There will be no other separate column in the APAR for overall assessment apart from the pen picture.

(ii) A provision may be made in the APAR in the relevant section for remarks by the reviewing officer to indicate specifically the differences, if any, with the assessment made by the reporting officer, and the reasons therefor.

(iii)Numerical grading are to be awarded by reporting and reviewing authorities for the quality of work output, personal attributes and functional competence of the officer reported upon. These should be on a scale of 1-10, where 1 refers to the lowest grade and 10 to the highest. The guidelines given in Annexure- I shall be kept in mind while awarding numerical gradings.

(iv)The format for the purpose of numerical grading in the three areas of work output, assessment of personal attributes and assessment of functional competency is in Annexure-II. For Group 'B' and 'C' officials however, suitable changes may be made by the concerned cadre authorities in the items of assessment as per functional requirements of the job and the next promotional post for them. The overall grade on a score of 1-10 will be based on 40% weightage on assessment of work output, and 30% each for assessment of personal attributes and functional competency. The overall grading will be based on addition of the mean value of each group of indicators in proportion to weightage assigned.

(v) Wherever 'accepting authority' has been prescribed in the existing system in the cadre, columns may also be provided for such authority to give his comments on the remarks of the reporting/reviewing authority and details of difference of opinion, if any, with reasons for the same. In such cases, the accepting authority will also give overall grade on a score of 1-10.

(vi) A schedule for completion of all activities relating to the APAR is given in Annexure-III.

2. The above provisions would be applicable for the APAR from the reporting year 2009-10 onwards. The concerned authorities may accordingly make necessary changes in the APAR format for numerical grading to be given by reporting and reviewing officer. This O.M. does not in any way affect the part to be filled in by the officer reported upon and other existing columns in the APAR format like attitude towards SC/ST/OBC, relations with public (wherever applicable), integrity, training requirement etc. for descriptive remarks.

3. All Ministries/Departments are requested to bring to the notice of all the offices under them for strict implementation of the above instructions.

Details of the Memo dated 23.7.2009

July 25, 2009

COMPLAINTS COMMITTEE SHALL BE DEEMED AS INQUIRY AUTHORITY UNDER RULE 14 IN SEXUAL HARRASMENT CASES

Department of Personnel and Training Office Memorandum No 11013/3/2009-Estt.(A) dated 21.7.2009

Subject : CCS (Conduct) Rules, 1964 - Guidelines regarding prevention of sexual harassment of working women in the workplace.

The undersigned is directed to refer to Department of Personnel and Training O.M. No. 110,13/10/97-Estt. (A) dated 13.02:1998 and 13.07.1999, O.M. No. 11013/11/2001-Estt. (A) dated 12.12.2002 and 04.08.2005 and O.M. No. 11013/312009-Estt.(A) dated 02.02.2009 on the abovementioned subject and to say that it is necessary to have in place at all times an effective Complaint Mechanism for dealing with cases of sexual harassment of working women and to create awareness in this regard, particularly amongst working women. The salient features of the Complaint Mechanism and inquiry procedure are as follows :-

(i) Rule 3 C of the CCS (Conduct) Rules, 1964 provides that no Government servant shall indulge in any act of sexual harassment. of any women at her work place. Every Government servant who is incharge of a work. place shall take appropriate·stepste prevent sexual harassment to 'any woman at ,such work place, "Sexual harassment" includes such unwelcome sexually determined behaviour, whether directly or otherwise, as --

(a) Physical contact and advances;

(b) demand or request for sexual favours;

(c) sexually coloured remarks;

(d) showing any pornography; or /

(e) any other unwelcome physical, verbal or non-verbal conduct of a sexual nature.

(ii) Whether or: not such conduct constitutes an offence under law or a breach of the service rules, an appropriate complaint mechanism should be created in the. employer's organization. for redress of the complaint made by the victim. Such complaint mechanism should ensure time bound treatment of complaints.

(iii)The complaint mechanism should be adequate to provide, where necessary, a Complaints Committee, a special councellor or other support 'service, including the maintenance of confidentiality.

The Complaints Committee should be headed by a woman and not less than half of its member should be women Further to prevent the possibility of any undue pressure or influence from senior levels, such Complaints Committee should involve a third party, either NGO or other body who is familiar with the issue of sexual harassment.

The Complaints Committee must make an annual report to the Government department concerned of the complaints and action taken by them.

The employers and perso'n' in charge will also report on the compliance with the aforesaid guidelines including on the reports of the Complaints Committee to the Government department.

(iv) The Committee constituted for redressal of the complaints by the victims of sexual harassment should be headed by an officer sufficiently higher in rank so as to lend credibility to the investigations.

(v) The Complaints Committee, established in each Ministry or Department or Office for inquiring into complaints of sexual harassment shall be deemed to be the inquiring Authority appointed by the Disciplinary Authority and that the Complaints Committee shall hold, if no separate procedure has not been prescribed for the Complaints Committee for holding the inquiry into such complaints,the inquiry, as for as practicable in accordance with the procedure laid down in the said rules.{In 2004,a proviso was added to rule 14(2) of the Central Civil Services (Classification, Control and Appeal) Rules, 1965 (copy enclosed) to this effect].

(vi) The Complaints Committee in terms of Cabinet Secretariat's Order No. 1 dated 26.09.2008 will inquire into complaints made against officers of the level of Secretary and 'Additional Secretary and equivalent level in the Government of India in the Ministries/Departments and Organisations directly under the control of the Central Government (other than the Central PSUs) The existing Complaints Committee established in each Ministry or Department or Office will, inquire into complaints of sexual harassment against only those Government servants who are not covered by the Cabinet Secretariat's Order NO.1 dated 26.09.2008.

(vii. It may be ensured that the Complaints Committee shall at all times be in existence and changes in its composition, whenever necessary, should be made promptly and adequately publicized. The composition of the Complaints Committee be also posted on the websites of the concerned Ministries/Departments/Offices concerned.

3. All Ministries/Departments are requested to bring the foregoing to the notice of all concerned.

PROVISIONS OF RULE 14(2) OF THE CENTRAL CIVIL SERVICES (CLASSIFICATION, CONTROL & APPEAL) RULES, 1965

14(2) Whenever the disciplinary authority is of the opinion that there are grounds for inquiring into the truth of any imputation of misconduct or misbehaviour against a Government servant, it may itself inquire into, or appoint under this rule or under the provisions of the Public Servants (Inquiries) Act, 1850, as the case may be, an authority to inquire into the truth thereof.

Provided that where there is a complaint of sexual harassment within the meaning of rule 3 C of the Central Civil Services (Conduct) Rules, 1964, the complaints Committee established in each ministry or Department or Office for inquiring into such complaints, shall be deemed to be the inquiring authority appointed

Source : Department of Personnel and Training Memo dated 21.7.2009

July 24, 2009

SUB POST MASTER ARRESTED FOR SAVINGS CERTIFICATES FRAUD BY CBI

PTI News dated 17.7.2009

Hyderabad, July 17 (PTI) The CBI today arrested a postal department official from Warangal district in Andhra Pradesh on charge of "fraudulently" withdrawing funds to the tune of over Rs one crore deposited under different postal savings schemes.

According to CBI sources, Venu Madhav Chittempalli, a sub-post master at Godavarikhani in Karimnagar district allegedly committed the fraud through fabrication of documents of various schemes that come under Postal Savings Schemes and withdrew over Rs 90 lakh.

The accused postal official was indulged in the fraud since 2005, but the matter came to light few months ago when a woman depositor approached the post office seeking withdrawal of her deposited amount after its maturity period and found that the amount had already been withdrawn," a CBI officer told PTI.

ENHANCEMENT OF CHILD ADOPTION LEAVE FROM 135 DAYS TO 180 DAYS AND EXTENSION OF PATERNITY LEAVE (15 DAYS) TO ADOPTIVE FATHERS

Department of Personnel & Training office memorandum No 13018/1/2009-Estt.(L) dated 22.7.2009

Subject :- Enhancement of Child Adoption Leave from 135 days to 180 days and extension of the facility of Patemity Leave to adoptive fathers.

The undersigned is directed to refer to this Department's O.M. No. 13018/4/2004-Estt.(L) dated 31st March, 2006 regarding grant of Child Adoption Leave for 135 days to female Govemment servant on adoption of a child upto the age of one year, on the lines of matemity leave admissible to natural mothers. After implementation of the Sixth Central Pay Commission recommendations, the period of matemity leave was enhanced from 135 days to 180 days. Subsequently, this Department has received representations requesting for enhancement of the period of Child Adoption Leave from 135 days to 180 days in line with the matemity leave. The matter has been examined in this Department and it has been decided to enhance the period of Child Adoption Leave from 135 days to 180 days.

2. A female Govemment servant in whose case the period of 135 days of Child Adoption Leave has not expired on the date of issue of these orders shall also be eligible for Child Adoption Leave of 180 days.

3. It has also been decided that a male Govemment servant (including an apprentice) with less than two surviving children, on valid adoption of a child below the age of one year, may be sanctioned Patemity Leave for a period of 15 days within a period of six months from the date of valid adoption.

4. These orders shall take effect from the date of issue.

5. In so far as persons serving in the Indian Audit and Accounts Department are concemed, these orders issue in consultation with the Comptroller and Aditor General of India.

July 15, 2009

WOMEN EMPLOYEES ARE EXEMPTED FROM PAYMENT OF EXAMINATION FEE FOR RECRUITMENT/DEPTL EXAM CONDUCTED BY UPSC/SSC

Ministry of Personnel, Public Grievances & Pensions, Department of Personnel & Training letter No 39020/03/2009-Estt(B) dated 15.7.2009 addressed to Shri Alok Rawat, Secretary, UPSC and Shri N.K. Raghupathy, Chairman Staff Selection Commission, New DelhI.

Subject :- Need for concerted efforts to increase the representation of Women in Central Government jobs mentioned in the President's address to the joint session of Parliament.

I am directed to refer to the above subject and to say that it has been decided to exempt the women candidates from payment of fees for competitive examinations by Direct Recruitment/Departmental Competitive Examinations/ Direct Recruitment by Interview conducted by Union Public Service Commission (UPSC) and Staff Selection Commission (SSC). This will be applicable for all advertisements to be released for the above purpose after issue of this letter.

July 14, 2009

NPA SHOULD NOT BE ADDED TO THE MINIMUM IN CASE OF REVISED PAY BAND + GP IS TO BE STEPPED UP TO 50%/30% OF PENSIN/FAMILY PENSION

Government of India, Ministry of Personnel, Public Grievances,& Pensions, Departmetn of Pension & Pensioners' Welfare Memorandum No F. No 38/37/08-P&PW(A) dated 14.7.2009

The undersigned is directed to say that in accordance with para 4.2 of this Department's O.M. No. 38/37/08-P&PW(A) dated 1.9.2008 (as clarified vide OM dated 3.10.2008 and 14.10.2008), the revised pension of pre-2006 pensioners shall, in no case, be lower than fifty percent of the minimum of the pay in the pay band plus the grade pay corresponding to the pre-revised pay scale from which the pensioner had retired. In the case of HAG+ and above scales, this will be fifty percent of the minimum of the revised pay scale. Clarifications have been sought by Ministries/Departments as to whether Non- Practicing Allowance (NPA) is to be added to the minimum of the revised pay band plus the grade pay/ revised pay scale while considering stepping up consolidated pension on 1.1.2006. The matter has been examined in consultation with the Ministry of Finance (Department of Expenditure).

2. On implementation of the recommendations of Fifth Central Pay Commission, NPA was not added to the minimum of the revised scale of pay as on 1.1.1996 in cases where consolidated pension/family pension was to be stepped up to 50% / 30% respectively. Hon'ble Supreme Court, in its judgement dated 10.10.2006 in Transfer Case (civil) 72 of 2004 - Col. (Retd.) B.J. Akkara vs. UOI & others, upheld the validity of OM dated 11.9.2001 of Ministry of Defence not allowing the benefit of NPA in the case of retired medical officers of Armed Forces to be added to the minimum of revised scale of pay as on 1.1.1996 corresponding to the scale of pay held by the pensioner at the time of his retirement. Hon'ble Supreme Court held that NPA is not the part of minimum of the revised pay scale as on 1.1.1996.

3. NPA granted to medical officers does not form part of the Pay Bands/scales of pay. It is a separate element, although it is taken into account for the purpose of computation of pension. It is, therefore, clarified, that in the case of pre-2006 pensioners NPA is not to be added to the minimum of the revised pay band+Grade pay/revised pay scale in cases where consolidated pension/family pension as on 1.1.2006 is to be stepped up to 50% / 30% respectively, in terms of para 4.2 of Department'of Pension & PW's O.M. No. 38/37/08-P&PW(A) dated 1.9.2008 (as clarified vide OM dated 3.10.2008 and 14.10.2008).

4. It is impressed upon all the Ministries /Departments of the Government of India to keep in view the above clarifications while disposing of the cases of revision of pension /family pension . They are also advised to dispose the representations received by them from pensioners on the above issues without referring them to this Department.

5. This issues with the concurrence of Ministry of Finance (Department of Expenditure) vide their U.O. No. 264/EV/2009 dated 9 .7.2009

Source : Dept of Pension & Pensioners' Welfare Memo dated 14.7.2009

AIR TRAVEL ON OFFICIAL ACCOUNT - BOTH DOMESTIC AND INTERNATIONAL

Ministry of Finance, Department of Expenditure Office Memorandum Memo No 19024/1/2009-E.IV dated 13.7.2009

In partial modification of this Ministry's OM No F No 7(2)/E Coord/2005 dated 23.11.2005 and in supersession of this Ministry's OM No 19024/1/E IV./2005 dated 24.3.2006, it has been decided that in all cases of air travel, both domestic and international, where the Government of India bears the cost of air passage, the officials concerned may travel only by Air India.

2. For travel to stations not connected by Air India, the officials may travel by Air India to the hub/point closest to their eventual destination, beyond which they may utilise the services of another airline which should also preferable be an alliance partner of Air India.

3. In all cases of deviation from these orders because of operational or other reasons or on account of non-availability, individual cases may be referred to the Ministry of Civil Aviation for relaxation.

4. All Ministries/Departments of the Government of India are requested to strictly adhere to these instructions.

5. These orders will also apply to officials in autonomous bodies funded by Government of India.

Source. Ministry of Minance, Department of Expenditure OM dated 13.7.2009

GRANT OF VARIABLE INCREMENT TO HIGH PERFORMERS IN THE PAY BAND 3 - RECOMMENDATIONS OF THE 6th CPC

Department of Personnel and Training Office Memorandum No 1/1/2009-Estt.Pay I dated 3rd 2009

The sixth Central Pay Commission in para 2.2.12 of its report, has recommended grant of higher rate of increment to not more than 20% of of Group A officers in the Pay Band 3. As per the recommendations, for Group A officers in PB 3, annual increments in the band will vary depending upon the performance of the officer. The recommendations of the Pay Commission were considered and accepted with modification to the extent that Variable Increment may be granted @ 4% instead of 3.5% recommended by the Commission to not more than 20% High Performers in PB 3.

2. All Ministries/Departments are requested to give their suggestions, before the guidelines for grant of Variable Increment are formulated & finalised by this Department. The suggestions should reach the undersigned within a month of the issue of this Office Memorandum failing which it will be presumed that the concerned Ministry/Department has no suggestion to make and this Department will proceed with the process of framing of guidelines in the matter.

Source : Department of Personnel and Training Memo dated 3rd 2009

July 12, 2009

HAVE YOU RECEIVED YOUR ANNUAL PERFORMANCE ASSESSMENT REPORT (APAR) ?

Department of Personnel and Training in OM No 21011/1/2005-Estt(A)(Pt-II), dated 14.5.2009 has issued orders to replace the exisiting ACR with Annual Performance Assessment Report (APAR). The full report of APAR should be communicated to the officer/official concerned with the remarks of the reporting officer and acceptance authority. This is applicable from the report for the year 2008-09.

It is learnt that in Tamilnadu Circle, the APAR has been communicated to Asst. Directors by the Chief PMG. All other officers/officials yet to receive the APARs.

It is a well known fact that DPCs are delayed only for wanting of CRs. Inefficiency in our department is generally pointed to the operating staff but the administration often forget that efficiency is also applicable to them, In most of the cases, the delay in promotin to any cadre is only because of gazetted officers who are responsible for writing and maintaining of CRs. Some of the officers are not writing CRs in time and some of them are are not capable of watching proper maintaining of CRs. The latest instruction issued as above by the Personnel Ministry will be somewhat helpful to us for getting promotion in time. The APAR for the year 2008-09 is being communicated and you will be also receiving in due course.

I want to bring to your atttention that the final assessment in the ACR (now APAR) should be any one of the following:-

(a) Outstanding (b) Very Good (c) Good (d) Average.

If any report is assessed by any other words/adjectives like satisfactory, poor etc and also if the assessment is "Average" you should appeal to the authority. If the grading is "Average", it is an adverse remark and the official/officer will not be considered for promotion. Further for MACPS (Modified Assured Career Progression Scheme) the grading should be 'Good' for promotion upto the GP of Rs 6600/- and 'Very Good' for the GP thereafter. Hence if any of the official/officer gets the remarks of "Average" (upto Group B), they should appeal to the authority within the stipulated time. i.e Fifteen days from the date of disclosure.

Further all are requested to keep the APAR in their custody so that the same may be submitted to the DPC in case of non production of APAR(s) by the administration.

July 9, 2009

Representation of Women Members on the various Gommittees/Boards concerned with selection to Posts in Central Government

Department of Personnel & Training has given instructions to the appointing authorities to scrupulously observe the following guidlines vide Memo dated 8.7.2009:-

(i) The composition of selection Committees should be representative. It should be mandatory to have one woman member in the Selection Boards/ Committees for making recruitment to· ten (10) or more vacancies and lady candidates are expected to be available for the service / Post.

(ii) Where the number of vacancies against which selection is to be made is less than 10, no efforts should be spared in finding a lady officer for inclusion in such Committees / Boards.

(iii) In the event of such an officer not being available in the Ministry / Department itself, there is no objection to nominating lady officer from any other office at the same station.

(iv) Wide Publicity should be given tOt all appointments in Government, Advertisements should be issued in the language (s) spoken by large number of people of the State/UTs, apart from English and Hindi. Further, for Group'C' level Posts, having only basic qualifying requirements, information about vacancies for recruitment should also be disseminated through schools and colleges in that area, in addition to normal channels.

Source Department of Personnel & Training Memo No 35021/2/2009-Estt-(C) dated 8.7.2009

Special Provisions in the Rules and Regulations for the benefit of women employees - need to increase the representation of women in the Central Govt.

Department of Personnel Training has given detailed information about the special provisions extended to the women employees in Central Government Jobs as follows vide Memo dated 8.7.2009:-

Maternity Benefits

A female Govt. employee with less than two survlvmg children is granted Maternity Leave for 180 days. In continuation of the maternity leave a female Govt. servant can also take any leave due and admissible for a period of two years. In case of miscarriage including abortion, the female employee is entitled to leave not exceeding 45 days* during entire service. (O.M. No.13018j2j08-Estt.(L) dated 11.9.2008 & *Notification No.13018j7 j94- Estt.(L) dated 31.3.1995).

Child Care Leave

The women employees having minor children and who have exhausted earned leave are granted child care leave (admissible in different spells) for a maximum period of two yrs. (i.e. 730 days) during their entire service for taking care of up to two children whether for rearing or to look after any of their needs like examination, sickness etc. In continu'ation of the Child Care leave, a female Govt. servant can also take any leave due and admissible for a period of one year. (0.M.No.13018j2j2008-Estt.(L) dated 11.9.2008, 29.09.2008 & 18.11.2008)

Child Adoption Leave

A female Govt. employee with less than two surviving children is granted on valid adoption of a child below the age of one year Child Adoption Leave for a period of 135 days. In continuation of the Child Adoption leave a female Govt. servant can also take any leave due & admissible for a period of one year. (0. M. No.13018j4j2004-Estt. (L)dated 31.3.2006)

Special allowance to women with disability

Women employees with disabilities are paid Rs.I000j- p.m. as Special Allowance for child care. The allowance is payable from the time of the child birth till the child is two yrs. old for a maximum of two children. (O.M. No.12011j04-Estt.AL) dated 11.9.2008)

Guidelines for provision of creche facility

The Govt. of India has set up day care centresj creches in Offices or major residential areas of the employees as a welfare measure.

Posting of husband &wife at the same station .

The Govt of India has issued detailed instructions to its offices to ensure the posting of the husband and wife at the same station so as to enable them to lead a normal family life and to ensure the education and welfare of their children (O.M.No.28034j2j27-Estt-A dated 3.4.1986 & 12.6.1997.To facilitate posting of couples in the same station, it has been approved that in case of a woman officer,whose husband is posted under the Govt. of India, the 'cooling off period may be waived up to six months so that she may get a posting at the station where her husband is posted.

Special priority for working women in allotment of residential accommodation.

The Directorate of Estates maintains a separate pool for the married/ single women in Govt. house allotment.

Provision for protection of women as kept in CCS Conduct Rules, 1964.

Rule 3.3(C) of the Central Civil Services (Conduct) Rules 1964 explicitly prohibits acts of sexual harassment of any women at her work place. For this purpose, "Sexual Harassment" includes such unwelcome sexually determined behaviour, whether directly or otherwise, as

(a)physical contact and advances,

(b) demand or request for sexual favours,

(c) sexually coloured remarks,

(d)showing any pornography or

(e)any other unwelco~e physical, verbal or nonverbal conduct of a sexual nature.

The guidelines issued under the said Conduct Rules vide DOPT's O.M. No.ll013/10/97-Estt.(A) dated 13.2.1998 provide for creation of an appropriate complaint mechanism in every organisation for redressal of the complaints made by the victims. In terms of DOPT's O.M. No.ll013/10/97- Estt.(A) dated 13.7.1999 and O.M No.ll013/11/2001-Estt.(A) dated 22.7.2003, a complaint committee should be headed by an officer sufficiently higher in rank than that of the complainant. As per sub-rule(2) of rule 14 of the Central Civil Services (Clarification, Control and Appeal) Rules, 1965 and the instructions issued vide DOPT's O.M. No.ll013/11/2001-Estt.(A) dated 4.8.2005, the report of the complaints committee shall be deemed to be an inquiry report.

Rule 13-A of the said rules says, no Government servant shall -

(a) Give or take or abet the giving or taking of dowry.

(b) Demand directly or indirectly, from the parent or guardian of a bride bridegroom, as the case may, any dowry.

Age Relaxation for appointment

Widows,divorced woman and woman judicially separated from their husbands and who are not remarried are allowed age concession up to the age of 35 years (40 years for member of SCs/STs) for posts of Group C&Dfiled through SSC/Employment Exchange (O.M.No.15012/6/98-Estt.(D) dated 21.12.1998)

Special dispensation for women officers of North East Cadre.

All India Service lady officers borne on the North East Cadres may be allowed to go on inter cadre deputation after completion of six years of actual service in the North East. Such lady officerswould also be eligible for deputation for a maximum of 9 years instead of five years. The lady officers would have the flexibility to utilize the maximum allowable period of inter cadre deputation in two spells instead of one. (O.M.No.13017j 16j2003-AIS (1)dated 11.7.2006) In case of marriage between an All India Services lady officer borne on the North East Cadre and an officer of another Cadre, the lady officer would be mandatorily accommodated in the cadre of her spouse, if she so opts. (O.M.No.13017j 16j2003-AIS (1) dated 10.7.2006)

Change of Cadre in case of marriage of All India Service Officer

Inter cadre transfer is permitted for members of All India Service officers on marriage to another member of All India Service where the officer or officers concerned have sought a change. (O.M.No.13017j16j2003-AIS(1) dated 8.11.2004).

Department of Personnel & Training Memo No 13018/4/2009-Estt.(L) dated 8.7.2009

Concerted effort to increase representation of women in Central Government jobs.

Govt. of India has decided to mention the following in all Advertisements/circulars for recruitment to Cengral Government jobs:-

"Government strives to have a workforce which reflects gender balance and women candidates are encouraged to apply."

Department of Personnel and Training Memo No 35021/2/22009-Estt(C) dated 3.7.2009

July 3, 2009

COMPUTERISED RAILWAY TICKETS THROUGH POST OFFICES

Para 24 of Railway Budget speech of Kumari Mamata Banerjee Hon'be Minister of Railways dated 3rd July 2009

“Mushkil Aasaan”

24. Madam, I think members will be very happy to know that how the facility of UTS can be reached to the “Maa Maati Manush” . Under the MoU between Railways and Department of Post, passengers can now buy computerized tickets from nearly 5000 post offices in cities and towns. Madam, this august house would be happy to know that I have decided to introduce mobile ticketing vans “Mushkil Aasaan” for issuing reserved and unreserved tickets in both urban and rural areas. Poor people who are unable to go to the stations can now purchase tickets in market places, mohallas and other busy places. In this year, we will introduce 50 such mobile vans in the country.

July 2, 2009

Representation of Women Members on the various Committees/Boards concerned with selection to Group C&D posts in Central Government

Government of India, Ministry of Personnel, Public Grievances & Pensions (Department of Personnel & Training) Office Memorandum No 35021/2/2009-Estt.(C) dated 30.6.2009

The undersigned in directed to refer to this Department's a.M .. No.35021/1/85-Estt(c) dated 8th November,1985 (Copy enclosed) on the subject mentioned above and to say that the matter has been further considered and reviewed by this Department and it has been decided that all appointing authorities may be instructed to scrupulously observe the following guidelines:-

(i) The composition of selection Committees should be representative. It should be mandatory to have one woman member in the Selection Boards/ Committees for making recruitment to ten (10) or more vacancies and lady candidates are expected to be available for the service / Post.

(ii) Where the number of vacancies against which selection is to be made is less than 10, no efforts should be spared in, finding a lady officer for inclusion in such Committees / Boards.

(iii) In the event of such an officer not being available in the Ministry / Department itself, there is no objection to nominating lady officer from any other office at the same station.

(iv) Wide Publicity should be given to all~·appointments in Government, Advertisements should be issued in the language (s) spoken by large number of people of the State/UTS, apart from English and Hindi. Further, for Group'C: level Posts, having only basic qualifying requirements, information about vacancies for recruitment should also be disseminated through schools and colleges in that area, in addition to normal channels.

(P.PRABHAKARAN) Deputy Secretary to the Govt. of India Tele:- 23093176

Source Ministry of Pers, Public Grivensions & Pensions Memo dated 30.6.2009

July 1, 2009

Allotment of Govt. accommodation on the basis of revised pay scales

Classification of Residences SR - 317 - B - 5

Date of effect 1.4.2009 (Gaz. dated 3.2.2009)

Type of Residences Grade Pay
I Rs 1300, Rs 1,400, Rs 1,600, Rs 1650 and Rs 1800
II Rs 1900, Rs 2000, Rs 2400 and Rs 2800
III Rs 4,200, Rs 4,600 and Rs 4,800
IV Rs 5,400 to Rs 6,600
IV(Spl) Rs 6,600
V-A (D-II) Rs 7,600
V-B (D-I) Rs 8,700 and Rs 8,900
VI-A(C-II) Rs 10,000
VI-B(C-I) Rs 12,000

Where accommodation hither than type VI-B is available, eligibility of allotment shall be such as shown in the Table below:-

Type of Residences Basic Pay
VII Rs 75,000 to Rs 80,000
VIII Rs 80,000 and above

An officer of All India Service in the Grade Pay of Rs 12,000/- shall also be eligible for Type VII accommodation provided his/her pay plus Grade pay reaches Rs 75,000 or above.

2. Hostel accommodation :- Allotment of hostel accommodation is given below:-

Type of Hostel Category of officer or his Grade Pay as on such date as may be specified by the Central Government for the purpose
Single Suite (Without kitchen) Rs 4,200 and above
Single Suite (With Kitchen) Rs 4,200 and above
Double suite Rs 5,400 and above
Working Girl Hostel All lady officers without limit of emolument shall be eligible

Pay Calculator (Under Maintenance)

Pay Calculator (Under Maintenance)

Present Pay including Grade Pay Rs.
Present Grade Pay and Pay Band
Select present HRA rate
Select your eligibility for higher transport allowance (Offices located in A-1/A Cities)

New Basic Pay (Existing pay * 2.57)
Corresponding New Pay Level
Fitment in the New Pay Level
HRA
Transport Allowance
Gross Emoluments

Illustration 1: If an employee H is presently drawing Pay of Rs 55,040 (Pay in the Pay Band Rs 46340 + Grade Pay Rs 8700 = Rs 55040), his pay should be entered in the calculator as Rs 55040 i.e including Grade Pay. The Pay will be fixed as Rs 1,41,600 (Example No I in Para No 5.1.29)

Illustration 2: If an employee T is presently drawing pay of Rs 24,200 (Rs 20,000 + 4,200) and if the post occupied by T is placed one level higher in GP 4600, then the basic pay should be entered as Rs 24,600 (Rs 20,000 + 4,600) and the pay will be fixed as Rs 64,100 (Example No II in Para 5.1.29). Hence, this example is applicable to Inspector Posts in our Department.

Illustration 3: In our Department the GP of IP/ASP/SP has been upgraded to Rs 4600, 4800 and 5400 respectively. Hence as per the Illustration 2 given below Para 5.1.29, the MACP IPs and MACP ASPs are eligible for GP Rs 4800 and Rs 5400 respectively. i.e their new pay level would be 8 and 9.

7 CPC Pension Calculator

7th Pay Commission - Pension Calculator

Present monthly basic pension fixed as per 6th Pay Commission Rs.
Select the Pay scale from which the pensioner retired.
Enter number of increments earned in the Scale of pay/Pay band from which the pensioner retired

New Pension (Existing Pension * 2.57) (Option 1)
Corresponding New Pay Level
Minimum Pension as per Revised Scale
Fitment in the New Pay Level
Monthly Pension As per VII CPC Pay level (Option 2)

Case I - Para 10.1.70:

Pensioner 'A' retired at last pay drawn of Rs 79,000 on 30.5.2015 under VI CPC regime, having drawn three increments in the HAG scale 67000-79000. Basic Pension fixed in VI CPC is Rs 39,500. Initial pension to be fixed under VII CPC is Rs 1,01,515 (39,500 X 2.57) This is Option 1. Notional Pay fixation based on 3 increments is Rs. 199100. Hence option 2 would be 50 percent of Rs 199100 i.e Rs 99,550. As option 1 is higher, pension admissible is Rs 1,01,515.

Case II - Para 10.1.71:

Pensioner 'B' retired at last pay drawn of Rs 4,000 on 31.1.1989 under IV CPC regime, having drawn 9 increments in the pay scale of Rs 3000-100-3500-125-450. Basic pension revised in VI CPC is Rs 12,543. Initial pension fixed under VII CPC is Rs 32,236 (Rs 12,543 X 2.57). This is Option 1. Notional Pay fixation based on 9 increments is Rs 88,400. Hence option 2 would be 50% of 88,400 i.e Rs 44,200. As option 2 is higher, pension admissible is Rs 44,200.



Table showing 4th Central Pay Commission (CPC) Pay scale corresponding to revised 5th CPC post/grade & pay scale and corresponding to 6th CPC pay band & grade pay:-

SL. NO 4th CPC Pay scale w.e.f. 1.1.1986 5th CPC Post/Grade and Pay scale w.e.f. 1.1.1996 6th Central Pay Commission w.e.f. 1.1.2006 Corresponding Proposed 7th CPC Pay Levels
GRADE SCALE Name of Pay Band/Scale Pay Bands/ Scale Grade Pay
1 750-12-870-14-940 S-1 2550-55-2660-60-3200 -1S 4440-7440 1300 Level-1 Minimum Pay Rs 18000
2 775-12-871-12-1025 S-2 2610-60-3150-65-3540 -1S 4440-7440 1400 Level-1 Minimum Pay Rs 18000
3 775-12871-14-955-
15-1030-20-1150
S-2A 2610-60-2910-65-3300
-70-4000
-1S 4440-7440 1600 Level-1 Minimum Pay Rs 18000
4 800-15-1010-20-1150 S-3 2650-65-3300-70-4000 -1S 4440-7440 1650 Level-1 Minimum Pay Rs 18000
5 825-15-900-20-1200 S-4 2750-70-3800-75-4400 PB-1 5200-20200 1800 Level-1 Minimum Pay Rs 18000
6 950-20-1150-25-1400/
950-20-1150-25-1500/
1150-25-1500
S-5 3050-75-3950-80-4590 PB-1 5200-20200 1900 Level-2 Minimum Pay Rs 19900
7 975-25-1150-30-1540/
975-25-1150-30-1660
S-6 3200-85-4900 PB-1 5200-20200 2000 Level-3 Minimum Pay Rs 21700
8 1200-30-1440-30-1800/
1200-30-1560-40-2040/
1320-30-1560-40-2040
S-7 4000-100-6000 PB-1 5200-20200 2400 Level-4 Minimum Pay Rs 25500
9 1350-30-1440-40-1800
-50-2200/1400-40-1800
-50-2300
S-8 4500-125-7000 PB-1 5200-20200 2800 Level-5 Minimum Pay Rs 29200
10 1400-40-1600-50
-2300-60-2600/
1600-50-2300-60-2660
S-9 5000-150-8000 PB-2 9300-34800 4200 Level-6 Minimum Pay Rs 35400
11 1640-60-2600-75-2900 S-10 5500-175-9000 PB-2 9300-34800 4200 Level-6 Minimum Pay Rs 35400
12 2000-60-2120 S-11 6500-200-6900 PB-2 9300-34800 4200 Level-6 Minimum Pay Rs 35400
13 2000-60-2300-75-3200/
2000-60-2300
-75-3200-3500
S-12 6500-200-10500 PB-2 9300-34800 4200 Level-6 Minimum Pay Rs 35400
14 2375-75-3200-100-3500 / 2375-75-3200
-100-3500-125-3750
S-13 7450-225-11500 PB-2 9300-34800 4600 Level-7 Minimum Pay Rs 44900
15 2500-4000 S-14 7500-250-12000 PB-2 9300-34800 4800 Level-8 Minimum Pay Rs 47600
16 2200-75-2800-100-4000/
2300-100-2800
S-15 8000-275-13500 PB-2 9300-34800 5400 Level-9 Minimum Pay Rs 53100
17 2200-75-2800-100-4000 NEW SCALE 8000-275-13500
(Group A Entry)
PB-3 15600-39100 5400 Level-10 Minimum Pay Rs 56100
18 2630/- FIXED S-16 9000 PB-3 15600-39100 5400 Level-10 Minimum Pay Rs 56100
19 2630-75-2780 S-17 9000-275-9550 PB-3 15600-39100 5400 Level-10 Minimum Pay Rs 56100
20 3150-100-3350 S-18 10325-325-10975 PB-3 15600-39100 6600 Level-11 Minimum Pay Rs 67700
21 3000-125-3625/
3000-100-3500-125-4500/ 3000-100-3500-125-5000
S-19 10000-325-15200 PB-3 15600-39100 6600 Level-11 Minimum Pay Rs 67700
22 3200-100-3700-125-4700 S-20 10650-325-15850 PB-3 15600-39100 6600 Level-11 Minimum Pay Rs 67700
23 3700-150-4450/
3700-125-4700-150-5000
S-21 12000-375-16500 PB-3 15600-39100 7600 Level-12 Minimum Pay Rs 78800
24 3950-125-4700-150-5000 S-22 12750-375-16500 PB-3 15600-39100 7600 Level-12 Minimum Pay Rs 78800
25 3700-125-4950-150-5700 S-23 12000-375-18000 PB-3 15600-39100 7600 Level-12 Minimum Pay Rs 78800
26 4100-125-4850-150-5300/
4500-150-5700
S-24 14300-400-18300 PB-4 37400-67000 8700 Level-13 Minimum Pay Rs 118500
27 4800-150-5700 S-25 15100-400-18300 PB-4 37400-67000 8700 Level-13 Minimum Pay Rs 118500
28 5100-150-5700/
5100-150-6150/
5100-150-5700
-200-6300
S-26 16400-450-20000 PB-4 37400-67000 8900 Level-13A Minimum Pay Rs 131100
29 5100-150-6300
-200-6700
S-27 16400-450-20900 PB-4 37400-67000 8900 Level-13A Minimum Pay Rs 131100
30 4500-150-5700
-200-7300
S-28 14300-450-22400 PB-4 37400-67000 10000 Level-14 Minimum Pay Rs 144200
31 5900-200-6700/
5900-200-7300
S-29 18400-500-22400 PB-4 37400-67000 10000 Level-14 Minimum Pay Rs 144200
32 7300-100-7600 S-30 22400-525-24500 PB-4 37400-67000 10000 Level-14 Minimum Pay Rs 144200
33 7300-200-7500
-250-8000
S-31 22400-600-26000 HAG
SCALE
67000-79000 NIL Level-15 Minimum Pay Rs 182200
34 7600/-FIXED /
 7600-100-8000
S-32 24050-650-26000 HAG+
SCALE
75500-80000 NIL Level-16 Minimum Pay Rs 205400
35 8000/- FIXED S-33 26000(FIXED) APEX SCALE 80000(FIXED) NIL Level-17 Fixed Pay Rs 225000
36 9000/- FIXED S-34 30000(FIXED) CAB. SEC. 90000(FIXED) NIL Level-18 Fixed Pay Rs 250000


CLASSIFICIATION OF CITIES FOR HRA

'X' Cities - 24% HRA

Tamilnadu


States


Cities Classified as "X"
Andhra Pradesh Hyderabad (UA)
Delhi Delhi (UA)
GujaratAhmadabad (UA)
Karnataka Bangaluru (UA)
Maharashtra Greater Mumbai (UA), Pune (UA)
Chennai (UA)
West Bengal Kolkatta (UA)

'Y' Cities - 16% HRA



States


Cities Classified as "Y"
Andhra Pradesh Vijayawada (UA), Warangal, (UA),
Greater Vishkhapatnam (M.Corpn), Guntur (UA), Nellore (UA)
Assam Guwahati (UA)
Bihar Patna (UA)
Chandigarh Chandigarh (UA), SAS Nagar, Mohali
Chattisgarh Durg-Bhilai Nagar (UA), Raipur
(UA)
Gujarat Rajkot (UA),
Jamnagar (UA), Bhavnagar (UA), Vadodara (UA), Surat (UA)
Haryana Faridabad*(M.Corpn), Gurgaon*(UA)
Jammu & Kashmir Srinagar (UA), Jammu (UA)
Jharkhand Jamshedpur (UA), Dhanbad (UA),
Ranchi (UA), Bokara Steel City (UA)
Karnataka Belgaum (UA), Hubli-Dharwad,
Mangalore (UA), Mysore (UA), Gulbarga (UA)
Kerala Kozhikode (UA), Kochi (UA),
Thiruvananthapuram (UA), Thrissur (UA), Malappuram (UA), Kannur (UA), Kollam (UA)
Madhya Pradesh Gwalior (UA), Indore (UA),
Bhopal (UA), Jabalpur (UA), Ujjain (M.Corpn)
Maharashtra Amravati (M.Corpn), Nagpur (UA),
Aurangabad (UA), Nashik (UA), Bhiwandi (UA), Solapur (M.Corpn), Kolhapur (UA), Vasai-Vrar City (M.Corpn), Malegaon (UA), Nanded-Waghala (M.Corpn), Sangli (UA)
Orissa Cuttack (UA), Bhubaneswar (UA), Raurkela (UA)
Puducherry (Pondicherry) Puducherry/Pondicherry(UA)
Punjab Amritsar (UA), Jalandhar (UA),
Ludihiana (M.Corpn)
Rajasthan Bikaner (M.Corpn), Jaipur (M.Corpn), Jodhpur (UA),
Kota (M.Corpn), Ajmer (UA)
Tamilnadu Salem (UA), Tiruppur (UA),
Coimbatore (UA), Tiruchirappalli (UA), Madurai (UA), Erode (UA)
Uttarkhand Dehradun (UA)
Uttar Pradesh Moradabad, Meerut (UA),
Ghaziabad* (UA), Aligarh(UA), Agra (UA), Bareilly (UA), Lucknow (UA), Kanpur (UA),
Allahabad (UA), Gorakhpur, Varanasi (UA), Varanasi (UA), Sahranpur (M.Corpn), Noida (CT), Firozabd (NPP), Jhansi (UA)
West Bengal Asansol (UA), Siliguri (UA), Durgapur (UA)

*only for the purpose of extending HRA on the basis of dependency


Remaining cities/towns which are not covered under "X" or "Y" are classified as "Z" for the purpose of HRA.



6h Commission - Pay Band and Grade Pay

STANDARD PAY SCALES

Pay Band Pay in the Pay Band (Rs.) Grade Pay (Rs.)
PB-1 5,200-20200 1,800
PB-1 5,200-20200 1,900
PB-1 5,200-20200 2,000
PB-1 5,200-20200 2,400
PB-1 5,200-20200 2,800
     
PB-2 9,300-34800 4,200
PB-2 9,300-34800 4,600
PB-2 9,300-34800 4,800
PB-2 9,300-34800 5,400
     
PB-3 15,600-39100 5,400
PB-3 15,600-39100 6,600
PB-3 15,600-39100 7,600
     
PB-4 37,400-67000 8,700
PB-4 37,400-67000 8,900
PB-4 37,400-67000 10,000
     
HAG Scale 67,000 (annual increment @ 3%) - 79000 Nil
HSG+ Scale 75,500 (annual increment @ 3%) - 80000 Nil
Apex Scale 80,000 (Fixed) Nil
Cabinet Secretary 90,000 (Fixed) Nil

Rates of Fixed Conveyance Allowance under SR-25

The revised rates of Conveyance Allowance under SR-25w.e.f. 1.9.2008 revised under Ministry of Finance OM No F. No 19039/2/2008-E.IV dated 23.9.2008 are as under:-

Average Monthly travel on official duty For journeys by own motor car (in Rs.) For journeys by other mode of conveyance (in Rs.)
201-300 Kms 1120 370
301-450 Kms 1680 480
451-600 Kms 2070 640
601-800 Kms 2430 750
Above 800 Kms 3000 850

The above rate wll be increased by 25% whenever the Dearness Allowance goes up by 50%

GDS SERVICE DISCHARGE BENEFITS

Nature of benefit Present Benefits Revised Benefits (w.e.f. 9.10.2009)
Ex-gratia Gratuity Granted at the rate of half months basic TRCA drawn immediately before discharge of service for each completed year of service subject to a maximum of Rs 18,000 or 16.5 months basic TRCA last drawn whichever is less. Minimum service prescribed is 15 years. Continuance of the existing formula for grant of Ex-gratia Gratuity subject to a Maximum of Rs. 60,000.
Severance Amount A Lumpsum severance amount of Rs 30,000/- is paid on discharge provided a GDS has completed 20 years of continuous service. In case of a GDS completing 15 years of service but less than 20 years of continuous service the severance amount paid is Rs 20,000 Severance Amount shall be paid at the rate of Rs 1500 for every completed year of service subject to a Maximum of Rs 60000 with reduction in Minimum eligibility period to 10 years.

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