Friday, 18 September 2015

Verification of qualifying service after 18 years service and 5 years before retirement

Verification of qualifying service after 18 years service and 5 years before retirement



G.I., Dept. of Per. & Trg., O.M.No.1/19/2013-P&PW(E), dated 16-9-2015

Sub: Verification of qualifying service after 18 years service and 5 years before retirement.

It has been observed by this Department that processing of pension cases of the employees retiring from the government service quite often get delayed on account of the issues relating to verification of service from time to time by the concerned authorities during the service of the concerned employee. Although detailed instructions regarding verification of service have been issued by Department of Personnel & Training and by this Department, these instructions are not meticulously adhered to resulting in delay in sanctioning of retirement benefit of the employees.

2. Rule 32 of the CCS (Pension) rules, which existed prior to December, 2012 provided for issuing of a certificate in Form 24 by the Head of Office in consultation with by the Account Officer regarding completion of qualifying service of 25 years. These rules have been amended subsequently and as per the existing provisions, a certificate regarding qualifying service is required to be issued by the HOO after completion of 18 years of service and again 5 years before the date of retirement of an employee. Rule further provide that verification done under that rule shall be treated as final and shall not be reopened except when necessitated by a subsequent – change in the rules and orders governing the conditions under which the service qualifies for pension.

3. It has been noticed that the certificates regarding qualifying service are not invariably issued to the government servant as required under the rules. All Ministries/Departments etc. are therefore requested to bring these provisions to the notice of Heads of Offices and PAOs for strict compliance. Non-compliance of this statutory requirements may be viewed seriously.

4. In order to review status regarding compliance of these rules, all Ministries/Departments are requested that the information may be collected from all establishments / office under them and the same may be compiled and sent to this Department by 15th October, 2015 in the enclosed proforma.

Source: www.pensionersportal.gov.in

Separate counters to women passengers for buying train tickets

Separate counters to women passengers for buying train tickets

Facilities for Women Passengers for buying Train Tickets at Reservation Counters

Ministry of Railways has been providing special facilities to women passengers for conveniently buying tickets at railway reservation counters. The Ministry has further elaborated facilities as follows: –

(a) At computerized reservation office, a separate reservation counter should be earmarked for ladies if the average demand per shift is not less than 120 tickets.

(b) In case, there is no justification for earmarking of exclusive counter for ladies, the requests received from ladies should be dealt with along with the reservation requests of the specific categories viz. senior citizen, physically handicapped, ex. MPs, MLAs, accredited journalists, freedom fighters etc.

(c) At those reservation offices where separate reservation counters have not been earmarked for ladies and also those locations which have not been computerized, ladies/female passengers should not be compelled to join the general queues and be attended to separately at the same counter as for general passengers. A suitable notice board about the availability of this facility should also be displayed near the reservation counter. This facility will however be available only from 11:30 hours to avoid misuse of this facility by unscrupulous elements to block accommodation during opening hours of general and Tatkal reservation.

(d) Ladies may be allowed to purchase tickets from these reservation counters irrespective of persons for whom the reservation is being sought. However, no other persons will be allowed to purchase ticket for them from these counters.

(e) As far as earmarking of separate unreserved ticket counters for ladies, zonal Railways have been asked to assess the demand and do the needful based on the same.

Source: PIB News

Why new Pay Commission report is important?

Why new Pay Commission report is important?

The Seventh Pay Commission report is awaited; it is that time of the decade when Government offices are buzz with expectation and excitement. Revision of salaries of the government employees in the country is a decennial affair. Governments, several of them, have continued with this practice despite the recommendations to the contrary, that is, to reduce the period and have a more frequent pay revision of the government employees. The 7th Pay Commission was appointed in 2014; normally the Commissions have been asked give their reports after due study of pay and allowances of government employees in 18 months. Last month, that is August, the Commission ought to have submitted it’s report.  Revision of pay scales is with effect from 1st. Jan 2016. If there is delay in implementation, which generally is the norm, it will be with retrospective effect without change in the due date.

Starting from the fourth pay commission, award of every commission has bought a virtual bonanza to the employees of the Government. Goa has one of the highest proportion of government employees to population. The all India average relatively is lower. There are 48 lakh Central Government employees and over one crore state and local government staff. Out of a total workforce of 47 Plus crore, almost 44 crore are in the unorganized sector. They are not covered by any Pay Commission; from time to time governments do fix the minimum wage rate which is neither uniform across the country nor is it followed strictly in letter and spirit. Viewed from this perspective, the pay panel’s exercise is not significant.

Yet, the Pay Commission recommendations are important from different perspectives. It has the potential to kick start the economy that has not seen growth revival for quite some time. Latest release of data regarding inflation in the economy indicates the decline of retail inflation for the second successive month. Actually, the WPI is in the red, which is a rare phenomenon.  By putting more money in the hands of the employees, government might succeed in creating more demand for goods and services. With federal states following in the footsteps of the centre, it is likely to sustain the enhanced demand for a longer time. At least with a time lag it is likely to have a rub off effect on pay and allowances in the organized private sector.

Pay and pension of central government employees amount to a full 1% of nation’s GDP. More pay will only further add to the burden of the exchequer. When the last pay commission’s recommendations were implemented, the fiscal deficit doubled to more than 6% in 2008-09.   According to the estimates submitted to the Parliament, government employees are likely to get a pay hike of around 16%. According to an estimate, this would be around 0.2 to 0.3% of GDP. Going by the recommendations of the previous commissions, the average gross increase would be much higher, may even top 40%. The fear of higher fiscal deficit may force the government to effect cuts in spending, with education and healthcare more likely to be the ‘soft’ targets.  This will hurt the poor and lower middle class sections of our society. The government is also likely to go slow on investment in infrastructure; even in normal times government’s expenditure on capital goods is not high. This will impact the recovery process in the economy and adversely impact the GDP growth rate.

Since the appointment of 7th Pay Commission was done well in advance, there is enough lead time for submission of report. Further, if the Government takes an early decision to implement the recommendations of pay revision, it will not have to shoulder the burden of arrears of pay. In all the previous pay commissions, payment of arrears was a huge financial burden; in the last pay commission revision, arrears of salary hikes for up to two years had to be paid by governments.

Apart from pay hike, there are other expectations from this pay panel. Keeping in view the rise in life expectancy and dearth of competent staff, the age of retirement may be tweaked in favour of the employees. Performance-linked pay is another area the commission may take a serious look at. Flexible working hours to facilitate women and persons with certain disabilities deserve consideration by the pay panel.  The recommendations, therefore, are significant and have far-reaching impact.

Source: http://www.navhindtimes.in

Government employees to get reviewed at 50, says DoPT

Government employees to get reviewed at 50, says DoPT

It is time for Indian bureaucrats to remember school. Or rather, that cold and terrible sweat before exam results.

The performance of those who have either completed 30 years in service or reach 50 years of age, whichever comes earlier, will be reviewed, according to a recent Department of Personnel and Training (DoPT) order. Those who get negative reviews will be given a three-month notice to retire.
The DoPT, headed by PM Narendra Modi, has decided to let go of non-performing officers and those with suspect integrity by giving them compulsory premature retirement.

Whenever the services of a public servant are no longer useful to the general administration, the officer can be compulsorily retired for the sake of public interest, said the DoPT circular. For better administration, it is necessary to chop off the dead wood.

The relationship of the NDA government with its employees has seen ups and downs. This is not the first time that the government has sighted rules to ensure transparency. Earlier, the government had amended the All India Service (conduct) Rules, 1968, to include a 19-point guideline for bureaucrats which mandates that they maintain 'political neutrality' and 'take decisions solely in public interest', among other clauses.

Detailed instructions have been issued for reviewing the quarterly performance of officers. The DoPT cited various Supreme Court observations for assessment of such cases. On integrity, the circular quoted the SC: "The officer would live by reputation built around him. In an appropriate case, there may not be sufficient evidence to take punitive disciplinary action of removal from service. But his conduct and reputation is such that his continuance would be a menace to public service and injurious to public interest."

Sighting FR 56(j), the rule pertaining to compulsory retirement, the order has asked every department to set up a two-member review committee which will screen officers and employees based on the internal feedback and yearly appraisal reports.

For Group A officers, secretaries of departments would head review committees. The Chief Vigilance Officer (CVO) of departments will mark cases where the record reflected adversely on the integrity of the gazetted officer. The CVOs are an extension of the Central Vigilance Commission (CVC ). The Government of India has about 45 laky employees.

Service record
For reviews, the entire service record will be considered, DoPT said. An officer could also be appraised on the basis of how she dealt with files or by delving into other documents and reports prepared and submitted by her. The instructions from Cabinet Secretary Pradeep Kumar Sinha also underlined the need for rotating officers working in sensitive and nonsensitive posts.

Our government has always believed in transparency. The PM has assured minimum government and maximum governance. This circular is a step in that direction, minister for department of personnel and training Jitendra Singh said. "It is a welcome step, this will help cleanse the system and ensure that those who have been misusing the system. It is necessary for the government to ensure periodic reviews," said BJP MP and former home secretary RK Singh.

"It is a welcome step by the government. Now the deserving and hard-working will get a chance to get ahead rather than those serving political masters. It will give us an incentive to perform and even go against politicians if the latter want to pressurise us to do something wrong," said a senior Haryana IAS officer posted in Rohtak, requesting anonymity.

But the review needs to be done regularly, say after every ten years. At 50 years, if some officer is let go for wrong conduct, it is hardly a punishment as he or she has had the best of time.

Source :http://m.businesstoday.com

Postal LGO Exam Results out to the cadre of PAs/SAs held on 23.11.2014

LGO Exam Results out to the cadre of PAs/SAs held on 23.11.2014

Results of LGO Examination 2014

Reckoning of GP 4600 as entry Grade Pay for Graduate Engineers (Drawing) for the purpose of MACPS

Reckoning of GP 4600 as entry Grade Pay for Graduate Engineers (Drawing) for the purpose of MACPS
National Federation of Indian Railwaymen
3, CHELMSFORD ROAD, NEW DELHI - 110 055
No. IV/MACPS/09/Part 9
Dated: 16/09/2015
The Secretary (E),
Railway Board,
New Delhi
Dear Sir,

Sub: Reckoning of GP 4600 (PB-2) as entry Grade Pay for Graduate Engineers (Drawing) for the purpose of MACPS-reg.

Ref: (i) NFIR’s PNM item no. 18/2011.

(ii Railway Board’s letter No. PC-V/2009/ACP/2 dated 20/06/2011 (RBE No. 93/2011)

(iii) Discussions held by NFIR with the MS/FC in the meeting held on 19/05/2015

The issue of placement of Graduate Engineers (Drawing) joined railways prior to 01/09/1998 came up for discussion in the separate meeting held between the Federations and the Board (MS/PC) on 19/05/2015. During the meeting following key points were emerged:-

In a Production Unit like ICF, there are 11 Graduate Engineers. These were recruited prior to 1998 in the pre-revised Scale of Pay of Rs. 5500-9000.

These Engineers were promoted to the pre-revised Scale of Pay of Rs. 6500-10,500 through normal promotion and a few through LDCE.

Since LDCE quota for promotion to pre-revised Scale of Rs. 6500-10,500 was very limited, only a couple of persons were accommodated and the remaining persons were promoted through normal promotion against promotion quota.

Federation also desires to highlight a peculiar case of Shri Karthikeyan. N of ICF. He was working as JE-II in the pre-revised Scale of Rs. 5000-8000 (required entry qualification is Diploma in Engineering only) during the period 1992 to 1996. Since he was holding Engineering Degree he was subsequently recruited against DR Quota in the V CPC Pay scale of Rs. 5500-9000 on 11/12/1996. However he was treated as holder of entry Grade Pay Rs. 4200/- only from the date of his appointment.

2. Although in the meeting held on 19/05/2015 with the Railway Board (MS & PC) the discussions were inconclusive, the Federation did mention that those Drawing cadre staff recruited with the entry qualification of B. Tech were allotted incorrectly the Pay Scale of 5500-9000 (6th CPC/GP 4200/) instead granting them the 5‘“ CPC Pay Scale of 6500-10,500 (6th CPC GP 4600/-). To remedy this anomalous situation, it was suggested that in the case those Engineering Graduates (Drawing), they be reckoned as holders of entry GP 4600/- - PB-2 for the limited purpose of MACP duly appropriately modifying the Board’s letter dated 20th June 2011 for covering all such cases.

As another meeting date has not yet been fixed, the issue continues to remain unresolved. It is also relevant to place on record that while some Engineering Graduates benefited on account of induction against LDCE quota, the similarly placed Engineering Graduates who got appointed against promotion quota vacancies of Rs. 6500-10,500 (5th CPC) have not been covered for the purpose of MACP on the pretext that they were not inducted in pay scale of Rs. 6500-10,500 against LDCE Quota. This anomalous situation needs to be rectified for ensuring equal treatment to all the Engineering Graduates of Drawing cadre whether reached pay scale of Rs. 6500-10500 through promotion or through LDCE quota.

NFIR, therefore, requests the Railway Board to reconsider their decision and see that all Engineering Graduates of Drawing cadre are granted MACP duly treating them as holders of entry Grade Pay of Rs. 4600/- (PB-2).
Yours faithfully,

(Dr. M. Raghavaih)
General Secretary


Source: NFIR

Strengthening of administration-Periodical review under FR 56(j) and Rule 48 of CCS (Pension) Rules, 1972

Strengthening of administration-Periodical review under FR 56(j) and Rule 48 of CCS (Pension) Rules, 1972
No.25013/01/2013-Estt.A-IV
Government of India
Ministry of Personnel, Public Grievances and Pensions
Department of Personnel and Training
Establishment A-IV Desk
North Block, New Delhi
Dated 11th September, 2015
OFFICE MEMORANDUM

Subject: Strengthening of administration-Periodical review under FR 560) and Rule 48 of CCS (Pension) Rules, 1972

The undersigned is directed to refer to this Department’s OM No. 25013/1/2013-Estt(A) dated 21/03/2014 on the periodical review under Fundamental Rule 56 or Rule 48 of CCS (Pension) Rules.

2. Various instructions issued on the subject deal with compulsory retirement under the above mentioned provisions. The Supreme Court has observed in State of Gujarat Vs. Umedbhai M. Patel. 2001 (3) SCC 3l4 as follows:

(i) Whenever the services of a public servant are no longer useful to the general administration, the officer can be compulsorily retired for the sake of public interest.

(ii) Ordinarily, the order of compulsory retirement is not to be treated as a punishment coming under Article 31 l of the Constitution.

(iii) “For better administration, it is necessary to chop off dead wood, but the order of compulsory retirement can be passed after having due regard to the entire service record of the officer.”
(iv) Any adverse entries made in the confidential record shall be taken note of and be given due weightage in passing such order.
(v) Even un-communicated entries in the confidential record can also be taken into consideration.
(vi) The order of compulsory retirement shall not be passed as a short cut to avoid Departmental enquiry when such course is more desirable.
(vii) if the officer was given a promotion despite adverse entries made in the confidential record, that is a fact in favour of the officer.
(viii) Compulsory retirement shall not be imposed as a punitive measure.

3. , In every review, the entire service records should be considered. The expression ‘service record’ will take in all relevant records and hence the review should not be confined to the consideration of the ACR / APAR dossier. The personal file of the officer may contain valuable material. Similarly, the work and performance of the officer could also be assessed by looking into files dealt with by him or in any papers or reports prepared and submitted by him. it would be useful if the Ministry/Department puts together all the data available about the officers and prepares a comprehensive brief for consideration by the Review Committee. Even uncommunicated remarks in the ACRs/APARS may be taken into consideration.

4. in the case of those officers who have been promoted during the last five years, the previous entries in the ACRs may be taken into account if the officer was promoted on the basis of seniority cum fitness, and not on the basis of merit.

5, As far as integrity is considered, the following observations of the Hon’ble Supreme Court may, while upholding compulsory retirement in a case, may be kept in view:
The officer would live by reputation built around him. in an appropriate case, there may not be sufficient evidence to take punitive disciplinary action of removal from service. But his conduct and reputation is such that his continuance in service would be a menace to public service and’injurious to public interest.
S. Ramachandra Raju vs. State of Orissa
[(l 994) 3 SCC 424]

Thus while considering integrity of an employee, actions or decisions taken by the employee which do not appear to be above board, complaints received against him, or suspicious property transactions, for which there may not be sufficient evidence to initiate departmental proceedings, may be taken into account. Judgement of the Apex Court in the case of Shri K. Kandaswamy, I.P.S. (TN:1966) in K. Kandaswamy vs Union Of India & Anr, l996 AIR 277, I995 SCC (6) l62 is relevant here. There were persistent reports of Shri Kandaswamy acquiring large assets and of his getting money from his subordinates. He also indulged in property transactions which gave rise to suspicion about his bonafides. The Hon’ble Supreme Court upheld his compulsory retirement under provisions of the relevant Rules.

6. Similarly, reports of conduct unbecoming of a Government servant may also form basis for compulsory retirement. As per the Hon’ble Supreme Court in State of UP. And Others vs Vijay Kumar ‘Jain, Appeal (civil) 2083 of 2002:

If conduct of a government employee becomes unbecoming to the public interest or obstructs the efficiency in public services, the government has an absolute right to compulsorily retire such an employee in public interest.

7. Many changes in the nomenclature and in the areas of responsibility of various departments/Ministries have taken place. In order to simplify and speed up the procedure of review, a need is felt to reconstitute the Review Committees. in partial modification of the OM 25013/15/86-Estt (A) dated 27/06/1986, it has been decided that the Secretaries of the Cadre Controlling Authorities will constitute Review Committees consisting of two Members at appropriate level. The Review Committees in the case of various levels of employees will be as under:

(A) in case of officers holding Group A posts:
(a) In r/o ACC appointees:
Review Committee may be headed by the Secretary of the concerned Ministry/Department as Cadre Controlling Authority.
(b) In r/o Non-ACC appointees:
(i) Where there are Boards viz CBDT, CBBC, Railway Board, Postal Board, Telecom Commission, etc. the Review Committee may be headed by the Chairman of such Board.
(ii) Where no such Boards/Commissions exist, the Review Committee may be headed ’by Secretary of the. Ministry/Department.
(B) in case of Group B (Gazetted) officers:
Additional Secretary/Joint Secretary level officer will head the Review Committee.
(C) In the case of Non-Gazetted employees:
(i) An officer of the level of Joint Secretary will head the Committee. However in case the Appointing Authority is lower in rank than a Joint Secretary, then an officer of the level of Director/Deputy Secretary will be the head.
(ii) in the case of Non-Gazetted employees in other than centralised cadres, Head of Department/Head of the Organisation shall decide the composition of the Review Committee.

8. CVO in the case of gazetted officers, or his representative in the case of non-gazetted officers, will be associated in case of record reflecting adversely on the integrity of any employee.

9. in addition to the above, the Secretary of the Ministry/Department is also empowered to constitute internal committees to assist the Review Committees in reviewing the cases. These Committees will ensure that the service record of the employees being reviewed, alongwith a summary bringing out all relevant information, is submitted to the Cadre Authorities at least three months before the due date of review.

10. The procedure as prescribed from time to time has been consolidated and enclosed as Appendix to the OM issued by this Department on 21/03/2014. As per these instructions the cases of Government servant covered by FR 56(j), FR 56(l), or Rule 48(1) (b) of CCS (Pension) Rules, 1972 should be reviewed six months before he/she attains the age of 50/55 years, in cases covered by FR 56(j) and on completion of 30 years of qualifying service under FR 56(l)/Rule 48 of CCS (Pension) Rules, 1972 as per the following calendar:

Sl No.Quarter in which review is to be made Cases of employees who will be attaining the age of 50/55 years or will be completing 30 years of service or 30 years of service qualifying for pension, as the case may be, in the quarter.
1.January to  MarchJuly to September of the same year
2.April to JuneOctober to December of the same year
3.July to SeptemberJanuary to March of the next year
4.October to DecemberApril to June of the next year 
11 All Ministries/Departments are requested to follow the above instructions and periodically review the cases of Government servants as required under FR 56(j)/FR56(l)/Rule 48(1)(b) of CCS (Pension) Rules, 1972.

12. instructions on composition of the Representation Committees will be communicated separately.
sd/-
(Mukesh Chaturvedi)
Director (Establishment)
Authority : www.persmin.nic.in

Government employees to get reviewed at 50, says DoPT

Government employees to get reviewed at 50, says DoPT

It is time for Indian bureaucrats to remember school. Or rather, that cold and terrible sweat before exam results.

The performance of those who have either completed 30 years in service or reach 50 years of age, whichever comes earlier, will be reviewed, according to a recent Department of Personnel and Training (DoPT) order. Those who get negative reviews will be given a three-month notice to retire.

The DoPT, headed by PM Narendra Modi, has decided to let go of non-performing officers and those with suspect integrity by giving them compulsory premature retirement.

Whenever the services of a public servant are no longer useful to the general administration, the officer can be compulsorily retired for the sake of public interest, said the DoPT circular. For better administration, it is necessary to chop off the dead wood.

The relationship of the NDA government with its employees has seen ups and downs. This is not the first time that the government has sighted rules to ensure transparency. Earlier, the government had amended the All India Service (conduct) Rules, 1968, to include a 19-point guideline for bureaucrats which mandates that they maintain 'political neutrality' and 'take decisions solely in public interest', among other clauses.

Detailed instructions have been issued for reviewing the quarterly performance of officers. The DoPT cited various Supreme Court observations for assessment of such cases. On integrity, the circular quoted the SC: "The officer would live by reputation built around him. In an appropriate case, there may not be sufficient evidence to take punitive disciplinary action of removal from service. But his conduct and reputation is such that his continuance would be a menace to public service and injurious to public interest."

Sighting FR 56(j), the rule pertaining to compulsory retirement, the order has asked every department to set up a two-member review committee which will screen officers and employees based on the internal feedback and yearly appraisal reports.

For Group A officers, secretaries of departments would head review committees. The Chief Vigilance Officer (CVO) of departments will mark cases where the record reflected adversely on the integrity of the gazetted officer. The CVOs are an extension of the Central Vigilance Commission (CVC ). The Government of India has about 45 laky employees.

Service record
For reviews, the entire service record will be considered, DoPT said. An officer could also be appraised on the basis of how she dealt with files or by delving into other documents and reports prepared and submitted by her. The instructions from Cabinet Secretary Pradeep Kumar Sinha also underlined the need for rotating officers working in sensitive and nonsensitive posts.

Our government has always believed in transparency. The PM has assured minimum government and maximum governance. This circular is a step in that direction, minister for department of personnel and training Jitendra Singh said. "It is a welcome step, this will help cleanse the system and ensure that those who have been misusing the system. It is necessary for the government to ensure periodic reviews," said BJP MP and former home secretary RK Singh.

"It is a welcome step by the government. Now the deserving and hard-working will get a chance to get ahead rather than those serving political masters. It will give us an incentive to perform and even go against politicians if the latter want to pressurise us to do something wrong," said a senior Haryana IAS officer posted in Rohtak, requesting anonymity.
But the review needs to be done regularly, say after every ten years. At 50 years, if some officer is let go for wrong conduct, it is hardly a punishment as he or she has had the best of time.

Source :http://m.businesstoday.com

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