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India Post Payment Bank officers recuritment . Apply Now

Posted by binu P Tuesday, October 17, 2017 0 comments

India Post Payments Bank (IPPB) has called for the recruitment of officers of scale 2, 3, 5 and 7. There are six posts available in the fields of operations, risk and compliance and HR and administration. Candidates who wish to apply for these posts can do so from the official website of India Post (indiapost.gov.in).

 The application process began on October 5, 2017 and will carry on till October 24. Candidates have to pay a fee of Rs 700 (Rs 150 for resrved category).
“Before applying candidates are advised to ensure that they fulfill the stipulated eligibility criteria. Candidates are advised to fill in the particulars of themselves correctly in the online application form,” IPPB said in a notification.
Posts available: 6
TEGS VII- 2
SMGS V- 1
MMGS III- 2
MMGS II- 1
Pay scale:
TEGS VII- Rs 76,520 – Rs 85,000
SMGS V- Rs 59,170 – Rs 66,070
MMGS III- Rs 42,020 – Rs 51,490
MMGS II- Rs 31,705 – Rs 45,950
Steps to apply for India Post officer scale  2, 3, 5 and 7 recruitment 2017:
Step 1: Go the the official website of India Post as mentioned above.
Step 2: Follow the links to the financial pages.
Step 3: Click on the tab that says “work with us” and on the link that reads as “Click here to apply online for IPPB Scale II/III/V/VII Posts”.
Step 4: Register for the site and apply online.
Step 5: Save a copy of the application form for further reference.

Post office fined Rs 1 lakh for delay in delivery

Posted by binu P Monday, October 16, 2017 0 comments

Plea by Punjab Public Service Commission aspirant upheld

Upholding a judgment passed by the Punjab State Consumer Disputes Redressal Commission, the National Consumer Disputes Redressal Commission (NCDRC) said earlier this month that the post office concerned in Mohali was required to compensate a Punjab Public Service Commission aspirant after his application was not delivered on time.
The NCDRC also upheld the State commission’s order for compensation of ₹1 lakh to the aspirant.

Speed Post Indiapost

Disqualified from exam

The aspirant had alleged that despite sending his application form for the examination on time the post office had failed to deliver it on time to the authorities concerned, which led to his disqualification from the examination.
“The citizen’s charter of India Post has declared the time for speed post within same circle as one or two days. Patiala, where the speed post was to be delivered, is just 70 km from Mohali. He [the complainant] came to know that the speed post was wrongly sent to Delhi,” read the order dated October 6.
In defence, the respondents contested the claim citing relevant sections from the Indian Post Office Act stating that “no officer shall incur any liability by reason of any such loss, misdelivery, delay or damage unless the same was caused fraudulently or by wilful act or default”.
Rejecting the claim, the District Consumer Disputes Redressal Forum in Mohali had in 2013 directed the post office to compensate the complainant by paying ₹50,000.
“Not delivering the speed post article to its addressee clearly constituted a wilful act of deficiency in service on their part,” the order had read.
The opposite parties contested the claim and appealed to the State commission. However, the State forum not only upheld the order but also increased the compensation amount to ₹1 lakh.

Aspirant traumatised

“The complainant had prepared for the examination and had undergone trauma when his application was received late. In our view, ₹1 lakh will be adequate compensation,” read the State commission’s order.
Upholding the same, the NCDRC said the postal service “cannot take shelter behind Section 6 of the Indian Postal Act to absolve of its responsibility by merely stating that the complainant should have kept track of the article on the postal website. There is a clear cut of deficiency of service on their part.”

The United Forum of IDBI Officers and Employees is planning a strike on October 24 and 25 to protest the ‘inadequate response’ to the long-pending demand for a wage hike.
The latest offer amounted to a hike of only between 7 per cent and 8 per cent against a demand of 15 per cent due from as far back as November 1, 2012, the Forum said. 

IDBI BANK EMPLOYEES STRIKE FOR WAGE REVISION

MORE PAIN POINTS 


The Forum could not accept the proposal for this and other reasons, Ratnakar Wankhade and Vithal Koteswara Rao AV, joint convenors, explained.

Other pain points include introduction of a concept of additional protection allowance and withdrawal of certain pay slip components from the date of settlement.

When combined, these would have a deleterious effect on the gross emoluments and superannuation benefits. So the Forum had no other option but to reject the proposal.

Similarly, the bank’s response to all other crucial issues raised by the Forum forming part of the strike notice has been apathetic and evasive.

Individually, the officers and employees' associations have adopted utmost restraint and used all persuasive efforts at their command to avoid a confrontation.
“But, owing to the lack of a reciprocal approach from the bank, we have been pushed to an inevitable situation of intensifying the agitation and declaring a fresh plan of action culminating in the two-day nation-wide strike,” they stated.

They recalled that after the deferred one-day strike action on May 23, many rounds of discussions were held with the bank. 

PARLIAMENTARY PANEL VIEW 

As responsible trade unions, constituents of the Forum did not rush with a major escalation of action, keeping in view the larger interest of the bank in terms of infusion of capital by the Centre and concomitant signing of an MoU on a turnaround plan.

“We had no reason to disbelieve the assurance from the head of the institution that he would personally intervene and resolve the issue amicably before July. But this has proved to be futile.”

The Parliamentary Committee on Petitions, Lok Sabha, which deliberated on the wage revision during their study visit to Goa on August 21, is learnt to be convinced of the rationale and legitimacy of the demand for wage hike of 15 per cent.

“The committee, to our information, was unanimous in exhorting the representatives of the bank and the Centre to accede to the demand.”

Earlier, the Forum was informed that the bank has made provision in the balance sheet towards impending wage revision with a 12.5 per cent load hike.
Meanwhile, C.H. Venkatachalam, General Secretary, All India Bank Employees' Association, and S Nagarajan, General Secretary, All India Bank Officers' Association, have extended their support to the strike call given by peers at IDBI Bank. 

source: the hindu businessline
IDBI BankBSE -0.47 % employees along with the members of various bank unions would hold a two day strike later this month demanding wage revision.
The wage revision for employees and officers of IDBI Bank is due from November 1, 2012 to October 31, 2017 on the lines of settlement in all other banks, AIBEA General Secretary, CH Venkatachalam said in a statement.
Noting that the wage revision was already settled in other banks, he said, the negotiation talks were underway for ne ..

IDBI BankBSE -0.47 % employees along with the members of various bank unions would hold a two day strike later this month demanding wage revision.
The wage revision for employees and officers of IDBI Bank is due from November 1, 2012 to October 31, 2017 on the lines of settlement in all other banks, AIBEA General Secretary, CH Venkatachalam said in a statement.
Noting that the wage revision was already settled in other banks, he said, the negotiation talks were underway for ne ..

employees along with the members of various bank unions would hold a two day strike later this month demanding wage revision.
The wage revision for employees and officers of IDBI Bank is due from November 1, 2012 to October 31, 2017 on the lines of settlement in all other banks, AIBEA General Secretary, CH Venkatachalam said in a statement.
Noting that the wage revision was already settled in other banks, he said, the negotiation talks were underway for next wage revision due  ..

The market-linked pension scheme would have 10 per cent contributory fund by Government and 10 per cent by the employees. In this, Government knows the money is being used, but the employee does not have any information regarding the use of its funds, said AIRF General Secretary, Shivagopal Mishra

The Government of India, in its different departments, has recruited over 5 lakh employees since 2004, including one lakh employees in the Indian Railways. The new officials and employees, recruited under the new pension scheme are not finding the new scheme workable.

The market-linked pension scheme would have 10 per cent contributory fund by Government and 10 per cent by the employees. In this, Government knows the money is being used, but the employee does not have any information regarding the use of its funds, said AIRF General Secretary, Shivagopal Mishra while addressing the press conference on Tuesday at the West Central Railway Employees’ Union (WCREU) office. He is in city to attend the Youth Zonal Conference of WCREU.

He added that the new pension scheme has various lapses. First, it is market-linked and has limited provisions for withdrawal. Its provision is against employee’s benefits
that is benefits provisions would end if the service is not complete. On this issue, when the AIRF gave a notice of strike to the Government, the present Government constituted a committee to review the demands of AIRF. “We are demanding guarantee pension scheme for the employees that is 50 per cent of last salary. On death or permanent disability of the employee, the compensation should be given as per old scheme. On this, the Government has shown some positive response, while also, the committee constituted has given recommendations in this direction, asking the Government to accept this demand,” he said.

He further said that, every year, around 400 to 500 employees die on duty. In these incidents, a number of linemen and trackmen lose their lives. We are demanding that like the Indian Army has been exempted from the new scheme, the Indian Railways employees and officials should be exempted from the new pension scheme provisions.

Commenting on the outsourcing trending in Railways, Mishra strongly criticized the ongoing outsourcing and said that outsourcing of important works in Railways would not be tolerated. We are demand the Government to fill all 1.25 lakh vacancies in safety and security departments, as without manpower of Railways, proper instrumentation and equipment, the security of Railways is not possible, he added.
After recent incidents, the Government has ordered to fill all vacancies in Railways and now, following pressure, now again the decision is being reviewed. He lastly added that if Railways does not have any option for privatisation of every work, the AIRF would have no other option left, but to go on strike. He said, Railways is the lifeline of country’s economy. If we go on strike, it would add fuel to the ongoing impact of recession in the country.
source: the hitavada com

I) On Contributions:

Employee’s own Contribution- Eligible for tax deduction under sec 80 CCD (1) of Income Tax Act up to 10% of salary (Basic + DA) within the overall ceiling of Rs. 1.50 Lacs under Sec. 80 C of the Income Tax Act.
 
From F.Y. 2015-16, subscriber will be allowed tax deduction in addition to the deduction allowed under Sec. 80CCD(1) for contribution in his NPS account subject to maximum of Rs. 50,000/- under sec. 80CCD ) .
Employer’s contribution: Up to 10% of Basic & DA (no upper monetary ceiling) under 80CCD(2). This rebate is over and above 80 C. (This tax benefit is only available for NPS subscribers).
II) Partial Withdrawal– Tax free
III) Lump sum Withdrawal– In case of superannuation, 40% of lump sum withdrawal is tax free.
IV) Annuity– Amount utilized for purchase of annuity is not taxable in the hands of the subscriber.
source: FNPO.ORG

Cost consciousness is one of the core areas that can improve the financial of Air India and employees must ensure that not even a single 'paisa' is wasted for a better future, airline chief Rajiv Bansal has said. Bansal, who took over the charge of the top position in the disinvestment-bound airline in late August, in a message to the employees, has also urged them to be economical and adopt thrifty work practises without compromising with safety and quality.

"Cost consciousness is another core area to improve the financial health of the company. While we strive to make improvements in our services, be it in-flight catering or entertainment, aircraft cabin ambiance, lounges and offices, we must ensure that not even a single 'paisa' is wasted," Bansal said.
The Government-run Air India has a little over 21,000 employees on its payroll.
"We ought to shun all avoidable and wasteful expenditure and adopt thrifty work practises without compromising with safety and quality," the Air India Chairman and Managing Director said in the message.
As per the provisional numbers announced by the Government in July, the airline's net loss after tax narrowed to Rs 3,643 crore and operating profit rose to Rs 300 crore in the last financial year.
The airline had posted a net loss of Rs 3,836.77 crore and an operating profit of Rs 105 crore in 2015-16 fiscal.
However, the expenditure went up to Rs 25,789 crore in the last financial year, as per the provisional numbers.
In 2015-16, the same was lower at Rs 24,361.33 crore.
The Air India chief also said since his assuming the charge of the airline he has been "focusing upon a few core areas which play a vital role in determining the success of a service company like ours."
Ensuring that AI flights leave on-time and its customers are satisfied is extremely important to generate brand loyalty, he said.
Surviving on a ten-year bailout package amounting to Rs 30,231 crore which began from 2012, the airline is currently in the disinvestment process.
The Cabinet Committee on Economic Affairs (CCEA) gave its in-principle nod for the strategic disinvestment of the airline which has a debt burden of more than Rs 50,000 crore in June this year.
Bansal, in his message, also said "whether it is our personal or professional front, we need to tighten our belt and face the challenging financial situation with grit and determination."
The strength of an organisation lies in its disciplined and committed workforce, he said adding, "it is, therefore, essential that we dedicate ourselves to these core values of punctuality, fitness, cleanliness and cost consciousness for a brighter future ahead."

source: businesstoday


7th Pay Commission : Update on NAC meet and pay hike 


The National Anomaly Committee is set to meet to discuss the hike in pay beyond the 7th Pay Commission. The meeting that was scheduled to be held on October 7 was postponed and now the matter is expected to be taken up anytime before the end of this month. The NAC is meeting to decide on the proposal to hike the basic minimum pay for Central Government employees. Although no official date has been given, sources say that the NAC is making all necessary arrangements to meet this month itself.

Latest update on NAC meet



The NAC was formed by the Union Government to look into the pay anomalies arising out of the pay panel's recommendations. Sources say that considering the fact that the government wants to take a final decision on basic minimum pay by January 2018 itself, the NAC is making all efforts to hold the meeting this month itself.

Why was NAC meet postponed 


CG employees and pensioners were eagerly waiting for the NAC meet to take place. It was scheduled to be held on October 7. However there were some deliberations and discussions that were pending and hence the meeting was postponed. Moreover the decision to raise the fitment factor from 2.57 to 3 times was being discussed. If the fitment factor is raised to 3 times then the pay would go up from Rs 18,000 to Rs 21,000. However many employees were hoping that the pay is hiked to Rs 26,000.

What is the NAC’s final decision 


The NAC basically will tow the line of the government. The government has made it clear that the fitment factor be risen to 3 times and for now it cannot go beyond that. With the government indicating that it has the funds to rise the basic minimum pay, the NAC meeting will vote in majority of what the government wants. While not many would be happy with the pay hike of Rs 21,000, sources in the government say that for now that would be the amount and over the next year or so the pay would vary.

source: one india news



With the government approving the implementation of the 7th Pay Commission for teachers, a big pay hike is on the way.


The benefits which will be applicable to the teaching faculty of central, state universities and aided colleges will see an increase in entry pay growth by 22 to 28 per cent.

  • What will teachers earn:

    'The implementation of the pay revision will enhance the teachers' pay in the range of Rs 10,400 and Rs 49,800 as against the extant entry pay due to the implementation of the 6th Pay Commission for the pay of teachers,' a government statement said. Teachers of 119 centrally-funded technical institutions such as IITs, IISc, IIMs, IISERs (Indian Institutes of Science Education and Research) and NITIE (National Institute of Industrial Engineering) are also eligible for revision of pay. Besides Central universities, 329 universities funded by state governments and 12,912 government and private-aided colleges which are affiliated to state public universities are also eligible for salary revision.

     
  • How much will it cost:

    How much will it cost:

    The Cabinet's decision on revision of pay scales for teachers will cost the state exchequer nearly Rs 9,800 crore annually. The revised pay scales will be effective from January 1, 2016. For state government funded institutions, the revised pay scales will require adoption by the respective state governments. The Centre, however, will bear the additional burden of the states on account of pay scale revision.

  • Who will bear burden of 7th Pay Commission:

    Who will bear burden of 7th Pay Commission:

    The Centre which approved the hike under the 7th Pay Commission will bear the additional burden of the states on account of revision of pay scales. The measures proposed in the revised pay structure are expected to improve quality of higher education and also attract and retain talent,' Javadekar said. The annual central financial liability on account of this measure would be about Rs 9,800 crore.

Source: OneIndia News


After 7th Pay Commission Benefits To Teachers, Will Modi Govt Hike Central Employees’ Basic Pay?

There is news that the National Anomaly Committee (NAC) will decide on the hike in the minimum pay of the Central government employees later this month. However, the government employees are still in dark and ambiguous about the intention of the Narendra Modi-led Central government related to the hike.

As per reports, the NAC will take a final call on further raising the minimum pay as recommended by the 7th Pay Commission this month, after a meeting of its members. However, the hike is likely to be restricted to around 17% of the Central government employees’ present salary.

After 7th Pay Commission Benefits To Teachers, Will Modi Govt Hike Central Employees’ Basic Pay?

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Bhubaneswar/New Delhi: There is news that the National Anomaly Committee (NAC) will decide on the hike in the minimum pay of the Central government employees later this month. However, the government employees are still in dark and ambiguous about the intention of the Narendra Modi-led Central government related to the hike.

As per reports, the NAC will take a final call on further raising the minimum pay as recommended by the 7th Pay Commission this month, after a meeting of its members. However, the hike is likely to be restricted to around 17% of the Central government employees’ present salary.

The reason behind the expected slash of around 28% hike in minimum pay as against the demanded 45% hike by the Central government employees is believed to be due to the recent decline in the country’s GDP growth estimation.

Besides the plunge in the growth projection of the International Monetary Fund (IMF), the government seems to be worried about a possible rise in inflation if it will increase the minimum pay by 45% and give arrears on the hiked pay too, believes financial experts.

Source. Odishatv.in


SOURCE: Thesentimes
New Delhi: This give a great pleasure to central government employees, with the government is likely to modify the pay package of its employees, they can expect a higher package from next year. The coming revised pay will be higher than what the Seventh Pay Commission recommended.
The Seventh Pay Commission increased 16 per cent pay hike, which is significantly lower than what the Sixth pay commission had recommended which was close to a 40 percent increase in salaries. The extent of increase is actually on the lower side of expectations.
The Seventh Pay Commission report for pay package hiking submitted to the Finance Minister Arun Jaitley on November 19. However, the central government employees are in for disappointment as the report has been proposed a 16 percent hike in pay package starting January 1, 2016.
We understand from sources of Finance Ministry that the average increase in basic pay for all government employees will be in the region of 20-24%. This is a very rough average because for low paid employees, the payback could increase by more than 26%.
We understand that minimum basic salary is likely to hike at least Rs 20,000 from Rs 18,000 recommended by the Seventh pay commission.

We also understand from sources, in good news for about 50 lakh central government employees, the the government is likely to approve doubling of existing rates of allowances and advances, which has been recommended for abolition by Seventh Pay Commission like risk allowance, small family allowance, festival advance, motor cycle advance.
It is also added that the central government employees at various levels have been complaining of the abolition of the above allowances and advances.
They also demanded to make up pay gap between employees and higher officers because in its report, the Seventh Pay Commission has recommended to increase the pay gap between the minimum and maximum from existing 1:12 to 1: 13.8, while all pay panels from second to sixth made up pay gap from 1:41 to 1:12.

New Delhi: The central government has formulated a fresh approach to deal with the issue of complexity over implementation of the Seventh Pay Commission report.
According to officials close to the implementation process, the government has decided to make up pay gap between employees and higher officers and to continue allowances and advances, which was scrapped by the pay commission.
The Pay Commission recommendations implementation cell under Finance Ministry is now working on an effective mechanism for implementation of the Seventh Pay Commission report by resolving the issues that arose over pay gap between low paid employees and top level officers.
A proposal for raising salaries of the central government employees by 20-24% per instead of 16 per cent, was recommended by the Seventh Pay Commission is also under study, officials close to the implementation process said Thursday.
But the final decision on the row over better pay hike from 16 per cent is expected to come from Prime Minister Narendra Modi’s announcement in next year.
People, familiar with the development, told the Sen Times that for that reason the implementation cell under Finance Ministry is going slow on the file of implementation of the Seventh Pay Commission report.
“The final proposal on the proposed pay matrix for central government employees will be sent to the Finance Minister through Expenditure Secretary before the next budget from us,” officials close to the implementation process told the Sen Times.
On receipt of the proposal from the implementation cell it would be placed before the cabinet for its nod through the group of secretaries of revision pay panel report headed by cabinet secretary, they added.
Under the prevailing circumstances, the central government employees are unlikely to draw salaries under the new pay matrix before next financial year, as promised earlier by the finance minister.
Officials, however, said whenever the new pay matrix would come into effect, the central government employees would get their enhanced salaries with effect from next year January 1 but they will get the benefit of Allowances like House Rent Allowance, Transport Allowance from the date of implementation of the Seventh Pay Commission recommendations.
The complexity over implementation of the new pay commission cropped up soon after the recommendation made by the Seventh Pay Commission headed by Justice A K Mathur.
The central government employees are in for disappointment as the Seventh Pay Commission report has been proposed a 16 percent hike in pay, which is significantly lower than what the Sixth pay commission had recommended which was close to a 40 percent increase in pay.
The central government employees also prefer continuation of some allowances and advances like risk allowance, small family allowance, festival advance, motor cycle advance but the Mathur led Seventh Pat Commission recommended scrapping of those.
The officials close to the implementation process said, the central government wants to increase in basic pay for all government employees will be in the region of 20-24%. This is a very rough average because for low paid employees may get more than 26% pay hike.
Accordingly, minimum basic salary is likely to hike at least Rs 20,000 from Rs 18,000 recommended by the Seventh pay commission.
They also confirmed that the implementation cell is likely to propose doubling of existing rates of allowances and advances, which has been recommended for abolition by Seventh Pay Commission like risk allowance, small family allowance, festival advance, motor cycle advance.
However, a number of sources of the Finance Ministry said the cabinet would take the decision on whether the basic pay would be hiked from 16 percent or not and some allowances and advances would be scrapped or not after recommendation of the group of secretaries of revision pay panel report.
The Seventh Pay Commission proposed the highest basic salary at Rs 250,000 and the lowest at Rs 18,000 for the central government employees.
The Seventh Pay Commission has recommended abolition of pay band and pay scales, and replacing them with what is known as a pay matrix. The status of the employee, hitherto determined by grade pay, will now be determined by the level in the pay matrix.

The report of the Seventh Pay Commission has yet again lost a massive reform opportunity
Pay commissions are appointed to reform government as a delivery system, not just to hike salary scales of government employees.
Pay commissions have over time become trivialized into vehicles for raising the salary scales of serving and retired government employees, justified by citing the need to raise the calibre of aspirants to government service. Pay commission reports also do some minor tweaking of service conditions such as leave and medical entitlements, but neither these nor the salary hikes will by themselves transform the civil services into a functioning delivery system. It will happen only if the structure of government is reformed so that it is shaped to deliver.
The report of the Seventh Pay Commission has yet again lost a massive opportunity for effecting such reform. Surprisingly, for a salary hike that is justified on the grounds that it will raise the calibre of future entrants, no surveys of aspirants are ever performed to get what they are looking for. Are they just looking at salaries?
The terms of reference given to the Seventh Pay Commission were well drawn and explicitly directed them to “...foster excellence in the public governance system to respond to the complex challenges of modern administration and the rapid political, social, economic and technological changes, with due regard to expectations of stakeholders...” Although so empowered, the commission refrains at several points in the report from encroaching on administrative issues. They would have been applauded for doing so by a nation fed up with the bureaucratic gridlock.
The first deep reform needed was to mark a date—say 15 years into the future— beyond which posts at central ministries, including at the highest level, would be filled exclusively from services executing the function required in each. There is a Central Engineering Service (Roads), yet you would never find them occupying top posts in the ministry of road transport at secretary or additional secretary level, or in the National Highways Authority of India. Is it any wonder that an IIT graduate prefers to sit for the civil services exam for entrance into the Indian Administrative Service (IAS) rather than the Indian Engineering Services (IES) exam? The prospect of rising to secretary rank has to be advertised at the time of IES entrance for it to have an impact on the aspirant pool. Structural reforms need to be made today with that kind of forward delivery date.
The service parity issue has indeed been addressed in the report, but in terms of promotion intervals and pay disparities. The more serious consequence of the hierarchy between services has to do with disruption to functioning when a ministry with a particular deliverable is manned at the top by officials with no specialist knowledge or experience in delivering that service at the ground level.
What is technical? The report falls into the common trap of classifying the Indian Audit and Accounts Service (IA&AS) and all other accounts services as non-technical (para 7.4.5). But accounting and auditing are as technical as engineering, in the sense of requiring a specialized course of study. And how does the Indian Railway Store Service get into the technical list? These are all inherited categorizations which need to be done away with. The fundamental distinction is specialist versus general. Specialist services alone should fill posts delivering that specialized service. Simple.
The second failing of the system which the commission accepts as given is that there will be elite Group A services (including the IES inductees), accounting for as little as 2.8% of the total number of central employees (which itself, at 3.3 million, is small by international standards relative to the size of the population). The major task of delivering governance rests with Groups B and C, who are rewarded by being shut out from decision-making posts. This segmentation even within each deliverable has shattered internal cohesion within government.
The thin sliver entitled to key posts together with seniority issues makes for the continued shuffling of senior bureaucrats between ministries. Add to this the absurdity of certain ministries carrying more prestige than others, and you have the elite services themselves more disgruntled than pleased by the rigidities in the present structure. With constant movement at the top, the stable and stagnant base which actually executes the function within each ministry develops resentments and disrespect translating into dysfunction, enough to thwart even the most well-meaning and able IAS officers appointed to head them.
Therefore, the second deep reform that the pay commission needed to do was to define verticals for each of the major functions listed in part 7, and look at induction and progression through the vertical as a whole. IES service cadres constitute 15% of all engineers in government service. The vast majority of engineers are appointed not to a service, but to a subordinate post, with quotas governing the proportions of vacancies that can be filled through mobility from lower to higher posts. The pay commission tweaks these proportions, but quotas with floors for compulsory filling from lower levels are as damaging as ceilings to mobility. What is needed is a deeper reform of engineering into a single common service, with functional specializations, cadres within each graded A to E, and entrance to every grade and every level within every grade open to in-service applicants. A diploma holder who enters the service in Grade E should in principle be able to rise through talent and hard work all the way to Grade A.
The third reform needed is non-uniform retirement ages within each functional service. This nettle has been grasped in the armed forces, for example, where it is understood that combat troops have to retire earlier than those in desk jobs. Equivalently, there are jobs like that of linesman in electricity companies, where the rules prescribe an age ceiling for the work of line repair at 45, but where the individuals remain on the payroll up to the uniform retirement age of 60. In an upwardly mobile vertical, these employees can graduate up to higher levels, but for those who do not, the retirement age has to be equated to the performance limit for the function.
IES inductees at least take a separate engineering entrance examination. But a whole host of other services share a common entrance examination with the IAS. We then have the self-reinforcing system whereby, in a structure where higher posts are routinely filled by the IAS, the top ranking candidates in the common examination naturally choose the IAS, which then perpetuates the assignment of top posts to the IAS on the grounds that they got a higher rank in the common exam. The system constantly loops back into itself.
An example is the IA&AS, a Group A service. The post of Comptroller and Auditor General (CAG) as a constitutional position cannot be assigned to any service, so the highest post the IA&AS can aspire to is that of deputy CAG. In practice, the post of CAG is filled by retired IAS officers. Given that, clearly even applicants with excellent prior education in commerce and accounting would prefer the IAS, because among other advantages they get included in the pool from which the national auditor will eventually be drawn. Senior posts in ministries of financial adviser are also typically not filled from any of the accounts services.
The entire accounting and auditing vertical needs to merged, both horizontally across the several services into which it is splintered at the elite level (defence accounts, railway accounts and other such), and also merged vertically with posts into which accountants are inducted on the strength of prior degrees without an entrance test. With full merger, and unobstructed access to senior posts requiring accounting skills, we would begin to see the strength and confidence needed for ensuring that government expenditure is effective, without the obstructionism born of resentment.
The final paradox is that as salaries are regularly winched up for employees on the permanent payroll of government, the salary bill is sought to be held down in practice by either not filling vacancies, or filling them with temporary staff. The data on vacancies show one in five positions vacant as on 1 January 2014 on average across all departments, ranging up to nearly one in two positions in some ministries (the finance ministry among them). This is the single most important indicator of dysfunctionality of government in India, since elsewhere in the world, vacancies either address a functional need (in which case they are immediately filled), or not (in which case the post is axed). The report says nothing about either that or related issues such as the protection (not) accorded to contractual workers in outsourced services for the running of office canteens, security services, and maintenance of buildings and grounds, other than a feeble injunction (para 3.80) against exploitation of such employees.
Every commission is a reform opportunity. That is why the failure of the Seventh Pay Commission to look more deeply at the structure of government is something of such profound consequence. A pulpit like that happens only once in 10 years.

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