REPRESENTATION FOR SEVENTH PAY COMMISSION FROM NAVAL DOCKYARDS AND NSRYS
CONTENTS
1.
INTRODUCTION
2.
PAST HISTORY
3.
ROLE AND RESPONSIBILITY OF CIVILIAN CADRE OF NDs/ NSRYs 4. TECHNICAL ESTABLISHMENTS
INTERACTION ION
ASSOCIAT IATED
WITH ITH
VARIOUS
5.
PRESENT STRUCTURE OF CIVILIAN CADRE IN NDS/ NSRYS ORGANISATION
6.
DUTIES AND RESPONSIBILITIES OF VARIOUS POSTS
7.
ANAMOLIES ANAMOLIES DURING DURING IV,V IV,V & VI TH CPC
8.
NEED FOR UPGRADATION OF CADRE
9.
EXISTING AND PROPOSED STRUCTURE
10.
FUNCTIONAL JUSTIFICATION JUSTIFICATION FOR PROPOSED STRUCTURE
MOD MOD
11. COMPARISION OF CADRE STRUCTURE WITH OTHER QA ORGANISATION AND DGOF/DG DGOF/DGONA ONA IN MOD 12.
INCREASE IN SANCTION STRENGTH
13.
EFFECTIVE IMPLEMENTATION IMPLEMENTATION OF RECRUITMENT RULES
14.
INTRODUCTION OF TIMEBOUND PROMOTION
15.
OTHER ALLOWANCES
CONTENTS
1.
INTRODUCTION
2.
PAST HISTORY
3.
ROLE AND RESPONSIBILITY OF CIVILIAN CADRE OF NDs/ NSRYs 4. TECHNICAL ESTABLISHMENTS
INTERACTION ION
ASSOCIAT IATED
WITH ITH
VARIOUS
5.
PRESENT STRUCTURE OF CIVILIAN CADRE IN NDS/ NSRYS ORGANISATION
6.
DUTIES AND RESPONSIBILITIES OF VARIOUS POSTS
7.
ANAMOLIES ANAMOLIES DURING DURING IV,V IV,V & VI TH CPC
8.
NEED FOR UPGRADATION OF CADRE
9.
EXISTING AND PROPOSED STRUCTURE
10.
FUNCTIONAL JUSTIFICATION JUSTIFICATION FOR PROPOSED STRUCTURE
MOD MOD
11. COMPARISION OF CADRE STRUCTURE WITH OTHER QA ORGANISATION AND DGOF/DG DGOF/DGONA ONA IN MOD 12.
INCREASE IN SANCTION STRENGTH
13.
EFFECTIVE IMPLEMENTATION IMPLEMENTATION OF RECRUITMENT RULES
14.
INTRODUCTION OF TIMEBOUND PROMOTION
15.
OTHER ALLOWANCES
Introduction
1. NAVAL DOCKYARD and NSRY (NDs/NSRYS) are responsible for Inspecti Inspection/Q on/Quali uality ty assuran assurance ce of all Naval Naval Armament Armament (NA) (NA) stores stores includi including ng guided guided weapons which are held in the Navy. In addition, NDS/ NSRYSO is associated with Inspection and Quality assurance for Indigenous Missiles under design, development and and manuf manufac actur ture e as part part of Integ Integrat rated ed Guide Guided d Missil Missile e Deve Develop lopme ment nt Prog Program ramme me (IGMDP) as well as with Strategic missiles which are inspected by Strategic System Quality Assurance Group (SSQAG). The organisation is at present headed by Director General of NAVAL DOCKYARDs AND NSRYs (DGNDS/ NSRYS) of the rank of Rear Admiral. At present NDS/ NSRYSO NSRYSO has an authorised authorised complement complement of 167 Service officers and 727 Civilian officers and staff personnel. Past History
2.
(a) The ND NDS/ NS NSRYSO ha had its its or origin po post in independence fo for in inspection of of conventional armaments. The emergence of the 3-dimensional Navy in early 70’s saw the introduction of torpedoes and missiles, which enhanced the inspection responsibilities of NDS/ NSRYSO. The inspection which was earlier confined to works worksho hops ps in NADs NADs for for Conve Conventi ntion onal al Nava Navall Arma Armamen ments ts was was exten extende ded d to Torpedoes in 1976. In the initial stages missile inspection was confined to missile explosives. In 1984 it was decided by Naval Headquarters to hand over complete inspection of missiles i.e. missile hardware and explosives to NDS/ NSRYSO. This was later followed by making NDS/ NSRYSO responsible for life extension activities of missiles. During Mar 92, the onboard ships / submarine inspection of the torpedo tubes have been brought under the ambit of NDS/ NSRYSO. In recent past the facilities for Explosive testing including Rocket Motor Static Firing Facility, ISAT and various mechanical testing facilities are established and new facili facilitie ties s are are being being adde added d from from time time to time time at vario various us inspe inspecto ctora rates tes.. The The establishment of facilities and induction of state of art weapons have increased the technical appreciation and competence level required by civilian officers and staff of NDS/ NSRYSs. (b) During During past past 10-1 10-15 5 years years,, induct induction ion of of highly highly soph sophist istica icate ted d weapo weapons ns from from dive divers rse e sour source ces s abro abroad ad and and indi indige geno nous us has has resu result lted ed in incr increa ease sed d of responsibilities of the NDS/ NSRYSO manifold. The imported Armaments from various sources abroad are mostly received without drawings, specification and other other techn technica icall parti particu cular lars. s. In orde orderr to keep keep the expen expensiv sive e inve invento ntory ry in a serviceable state for prolonged period, there are requirements to undertake life extension/assess extension/assessment ment through critical design studies, tests, experimentation experimentation and trials/proof. The NDS/ NSRYSO also undertakes indigenisation of fast moving
spares and consumables for their cost effectiveness and timely availability. The Indigenisation Cell established in 1984 undertakes design and development of such such store stores s and and other other criti critical cal stores stores throug through h desig design n studie studies s and and revers reverse e enginee engineering ring process processes. es. The organisa organisation tion thus engages engages in technic technical al activiti activities es during during the entir entire e life life cycle cycle of nava navall armam armament ent from from design design,, devel develop opmen ment, t, production, production, repair, repair, maintenance, maintenance, calibration, calibration, preparation, modification and up gradation of NA stores until exploitation/use and disposal. ROLE ROLE AND AND RESP RESPO ONSIB NSIBIILITI LITIES ES ORGANISATION
OF
CIVI CIVIL LIAN IAN
CADRE ADRE
OF
NDS/ DS/
NSR NSRYS
3. The broad res responsib sibili ilitie ties of the the NDS/ NSRYS orga organ nisat isatio ion n cons onsist ist of the following:(a) Administrative and technical DOCKYARDs AND NSRYss.
control
of
Controllerates
/
NAVAL
(b) (b)
Advi Advic ce the the IHQ/ IHQ/ Comm Comma and on all tech techn nical ical matt matter ers s pert pertai aini ning ng to NA Stores.
(c)
Inspec Inspectio tion n of all all armam armamen ents ts fitt fitted ed onb onboa oard rd ship ships/ s/ sub submar marine ines/ s/ airc aircraf rafts ts..
(d) (d) Insp Inspec ecti tion on of all missi missile les s & torped torpedoe oes s duri during ng mediu medium m repa repair irs, s, perio periodi dic c inspection, preparation and storage. (e) Inspec Inspectio tion n of entir entire e stock stock of ammu ammuni nitio tion, n, mines mines and and A/S A/S rocke rockets ts and and other other NA Stores. (f) Perio Periodic dical al cal calibr ibrat ation ion of of all all electr electrica icall and and elect electro ronic nic inst instrum rument ents/ s/ test test sets sets being used at various workshops. (g) (g) Evalu aluatio tion of prac ractice tice// comb comba at torpe rpedo firin iring gs and analys lysis of min mine performance. (h) (h) Deta Detail iled ed inves investi tiga gati tion on into into the the caus causes es of in servi service ce failu failure re of Arma Armame ment nt,, Weapons and Ammunition and to recommend remedial measures. (j) Analy Analyze ze tria trials ls of of guns, guns, torpe torpedo does es,, miss missile iles s under under water water weap weapons ons and and othe other r Naval Armament Stores. (k)
Liaiso Liaison n with with variou various s Resea Research rch and and Deve Develop lopme ment nt Agenc Agencies ies and and Ordna Ordnance nce
Factories during indigenous design, development armament/ammunition as user’s representative.
and
production
of
(l) Inspection and quality control of all NA Stores/ components being indigenously manufactured at NADs and other production units at all stages right from material procurement till providing and final sentencing. (m) Inspection and quality control of all armament stores/ components being indigenously manufactured at ordnance factories/ pvt sources at all stages right from material procurement, manufacture and final sentencing. (n) Inspection and testing of indigenous ancillary armament stores and gauges procured from local trade firms. (p) Promulgation of Inspection Instructions, for all weapons/ armament stores. (q) Interact and provide QA/Inspection and expert opinion to Air Force and Coast Guard as and when sought. (r)
Pre Delivery Inspection of NA stores being obtained from various sources.
TECHNICAL INTERACTION ASSOCIATED WITH VARIOUS MINISTRY OF DEFENCE ESTABLISHMENTS
4. The NDS/ NSRYS civilian cadre personnel work in close association with different organizations associated with Naval Armaments as given below :(a)
Naval Armament Depots (NADs) and Technical Positions (TPs). The NDS/ NSRYS personnel work in close association with the personnel in various NADs and TPs (Tunir and Kalinga) for day to day work in connection with maintenance and preparation of Naval Armament Stores (NAS), comprising of torpedoes, missiles, Mines, rockets, munitions, etc. including their test set up, gauges, test equipment and instrumentation etc. Besides this, NDS/ NSRYS organisation personnel undertake Life assessment of NAS, Proof firing, Maintenance, repair and calibration prior to preparation for issue to ships/ submarines including for firing trials and evaluation.
(b) Naval Dockyard. The NDS/ NSRYS personnel work in close association with the personnel of Naval Dockyard for repair/ maintenance and inspection of guns, barrels, launchers of missiles and rockets, torpedo tubes and ordnance installed on board various ships/ submarines.
(c) The Naval Armament stores worth over 180 Ordnance Factories. crores per annum are produced by various Ordnance Factories under the Ordnance Factory Board (OFB). These stores are inspected by NDS/ NSRYS organisation from raw material stage until final production including proof, acceptance and dispatch. Inspection at Ordnance factories located at Ambernath, Kanpur, Nagpur, Pune, Ambernath And Jabalpur, Itarsi, Bhandara, HAPP Trichy etc are dealt by NDS/ NSRYSs. (d) One third of Missile System Quality Assurance Agency (MSQAA). (MSQAA) comprises of NDS/ NSRYS personnel for QA/ inspection of missiles being designed and developed by DRDO laboratories. NDS/ NSRYS civilian staff are directly associated with many state of the art projects being undertaken at various Pvt enterprises like M/s L & T, Godrej and Boyce, Tata’s, Mahendra Defence System,BDL,HBL etc. (e) DRDO Labs ( NSTL/ DRDL/ ARDE/ HEMRL). NDS/ NSRYS, Mumbai personnel closely interact with DRDO for Design , development and discharge a significant role during productionisation and inspection of Naval Armament stores, assessment trials, technical trials, user trials, deployment, proof, test firing, environmental tests etc. (f) Due to the Govt policy for greater Private Industry/ Trade Inspection. involvement of private industries for Defense production, their role has been increasing in recent years. Private industries are developing and producing Naval Armament stores of diverse nature such as under water mines, torpedoes and submarine batteries, launchers, missile and gun components and many fast moving spares and consumables. During past decade they have produced store with over Rs 500 crores , which was inspected/ accepted by DGNDS/ NSRYS organisation. As a result NDS/ NSRYS personnel closely interact on regular and daily basis with leading industrial units such as L & T, Tata, HBL, HEB, ARPPL, KELTRON and more than thousand other industrial units for production and inspection of Naval Armament Stores from raw material stage to final product, including their proof/ trials, acceptance and dispatch to the consignee. PRESENT STRUCTURE OF CIVILIAN CADRE IN NDS/ NSRYS ORGANISATION
5. The NDS/ NSRYS civilian personnel comprise of three different streams / cadres viz. Ammunition, Mech and Design. The induction post as per 4 tier structure in Ammunition cadre is Examiner and Chargeman-II, of Mech cadre is Chargeman-II and that of Design cadre is Draughtsman-III. Consequent to implementation of 2 grade structure, the cadre structure has been changed from four grade structure to two grade
structure of Chargeman and Foreman. (a)
The pay scale in each cadre is given below:-
Pay Band
PB-1
PB-2
PB-3
(b)
Grade Pay
2400 4200 4600
Total Civilian Personnel Mechanical -Chargeman Foreman
4800
Civilian Officer
Technical
6600
Senior Officer
Technical
Ammunition Examiner Chargeman Foreman
Civilian Technical Officer Senior Technical Officer
Design D’man Sr D’man Junior Design Officer Civilian Technical Officer Senior Technical Officer
The duties relevant to each cadre are as given below:-
(i) The charter of duties of the Mechanical Cadre Mechanical Cadre. includes Inspection of Naval Armament like torpedoes, missiles, mines, launchers of AS rockets/ torpedoes/ missiles, gun and their spares produced indigenously or procured from abroad. The responsibilities further include preparations, trials, environmental tests, indigenisation and development of Naval armaments. They are on all India roaster and work in association with NAD, Naval Dockyard, DRDO, Ordnance Factories, PXE Balasore, MSQAA, etc for inspection/ Quality assurance of Naval Armaments. (ii) Ammunition cadre is responsible for Ammunition Cadre. inspection of various ammunition, their re-filling, assembly, gauging, testing, proof firing, radiography, maintenance/ inspection of bombs, rockets, war heads of torpedoes & missiles, anti-submarine rockets, under water ammunition, scare charges, depth charges, annual inspection/ routine inspection of Naval Ammunitions. They are also engaged in explosive tests, rubber tests, fitments trials, environmental tests, indigenisation of naval armaments. They are on all India roster and work in association with NAD, Naval Dockyard, DRDO, Ordnance Factories, PXE Balasore, MSQAA, etc for inspection of Naval Armaments.
(iii) Design / Drawing cadre in Design/ Drawing Cadre. DGNDS/ NSRYS, being the AHSP of all Naval Armament Stores, prepare
and hold all the engineering drawings of Torpedoes, Missiles, Mines, rockets, conventional and sophisticated weapons, gauges, jig & fixtures and the various modifications/ amendments to Naval armament drawings and specifications. Design/ Drawing staff and officers are also required to maintain drawing generated over the year and thousands of specifications/ technical/ priced specifications and other documents pertaining to Naval Armaments. Formulation and updating of departmental specifications for production and inspection guide lines, liaising with the Standardization and BIS for updating of technical knowhow also form an integral part of the duties of this cadre. They are also responsible for preparation of trial schedules for armament stores during the course of indigenisation and productionisation. DUTIES AND RESPONSIBILITIES OF VARIOUS POSTS
6.
The nature of duties and responsibilities of staff and officers are as follows:(a) He is responsible and accountable to Senior Technical Officer. CNDS/ NSRYS/PINA/CINA on all administrative and technical matters. The nature of duties and responsibilities are as follows:(i) STO is the senior most civilian officer and he is responsible to his superiors for the discipline of the employee/ staff in the section under his control and also for the safe, efficient and optimum performance of the work undertaken by them. He is to thoroughly familiarize himself with all the technical and administrative issues entrusted on him. (ii) Responsible for effective implementation of IHQ policies and CNDS/ NSRYS/PINA/CINA directives on armament inspection and quality assurance procedures.
(iii) Responsible for establishing liaison with HQs, establishments regarding usage and storage of NA stores.
IN
ships
(iv) Liaise with R&D agencies for Design, Development and Production of NA stores in consultation with CNDS/ NSRYS/PINA.
(v) Initiate measures to improve inspection procedures, techniques and establish additional facilities, equipments etc. when required with view to achieve better quality and reliability.
(vi) Ensure timely preparation of Inspection Instruction/ QAPs and Guidelines for Inspecting Officers and Staff. (b) The Civilian Technical Officer (proposed Civilian Technical Officer. SSO-II) will assist NDS/ NSRYSO for carrying out his duties. He will also carry out any other duties assign to him by his superior officers. CTO will be responsible directly to SINA/CINA on all technical and administrative matters concern to his section. The nature of duties are as follows:(i) To provide inspection coverage during preparation, testing, repair, storage, production, indigenization, proof & evaluation etc of all Naval Armament stores in accordance with the laid down instructions. (ii) To monitor the work at various sections and distribute/ detail the staff at various inspection points/ work places. (iii)
Train and guide the inspection staff working under him.
(iv) To ensure that only serviceable equipment, material and spares etc are used. (v) To bring to the notice of his superiors any bottlenecks/ problem faced during work and advice/ suggest on modification/ innovative ideas on various issues pertaining to the section. (vi) Co-ordinate compilation and rendition of technical reports and returns concerning to the section. (vii) Ensure administration/ discipline/ punctuality of the staff working under him. (viii) To look after the welfare of subordinate staff and try and resole their grievances to the extent feasible at his/ her level. (ix) To maintain proper liaison with counterpart for smooth and efficient functioning of the sections.
(x) To familiarize, adhere and implement the rules and regulations regarding handling of classified and un-classified documents. (xi)
Ensure safety of subordinates while performing their duties.
(xii) Attending to such work and carry out any other duties as assigned by the superiors. (c) Foreman (proposed Asst. Engineer) is the junior most Foreman. technical officer available in the section. He / She is responsible to his/ her superiors for the discipline of the employees / staff in the section under his control and also for the safe, efficient and optimum performance of the work undertaken by them. He is to thoroughly familiarize himself with all the technical and administrative issues entrusted on him. The general duties of a Foreman (proposed Asst. Engineer) are listed below:(i) To provide efficient inspection coverage during preparation, testing, repair, storage, production, indigenisation, proof & evaluation etc of all Naval Armament stores in accordance with the laid down instructions.
(ii) To plan the work and distribute/ detail the staff at various inspection points/ work places. (iii)
To supervise and guide the inspection staff working under him.
(iv) To ensure that only serviceable equipment, material and spares etc are used. (v) To scrutinize all the inspection reports for its correctness and completeness. (vi) To ensure that all the registers / records are regularly maintained and are up to date. (vii) To maintain the log books / mini log books and ensure completeness of the same in all respect.
(viii) To bring to the notice of his supervisors any bottlenecks/ problem faced during work and advice/ suggest on modification/ innovative ideas on various issues pertaining to the section. (ix) Maintenance and upkeep of all the technical files and documents regarding the section. (x) Preparation of inspection instructions, quality assurance plans and any such other documents required for guidance of subordinate staff. (xi)
To educate and impart technical knowledge to the subordinate staff.
(xii) Responsible for maintaining latest copies of specification, drawings, gauge schedule and other technical literature. (xiii) To ensure that the subordinate staff are familiar with the latest drawings, specifications, instructions and other technical literature. (xiv) Co-ordinate compilation and rendition of technical reports and returns concerning to the section. (xv) To assist superiors in preparation of returns, reports and other activities. (xvi) Preparation of draft replies on technical and administrative issues and getting them cleared from his superiors prior to dispatch. (xvii) Ensure administration/ discipline/ punctuality of the staff working under him. (xviii) Identify various training needs/ requirements of the subordinate staff and initiate suitable action for its fulfillment. (xix) To look after the welfare of subordinate staff and try and resolve their grievances to the extent feasible at his/ her level. (xx) To maintain proper liaison with counterpart for smooth and efficient functioning of the section. (xxi) To familiarize, adhere and implement the rules and regulations regarding handling of classified and un-classified documents.
(xxii) To ensure and institute measures for proper care, custody and accounting of office items/ equipments. (xxiii) Ensure that the subordinate staff is familiar with the safety and fire regulations and the sectional fire drills are conducted periodically. Also, to ensure that the fire fighting equipments are maintained regularly and remain in serviceable state at all times. (xxiv) Liaise with the concerned authorities for proper upkeep and maintenance of office building and the surrounding area. (xxv) Ensure safety of subordinates while performing their duties. (xxvi) To take order from his superiors from time to time and act accordingly. (xxvi) Attending to such work and carry out any other duties as assigned by the superiors. (d) Chargeman (proposed Jr. Engineer) is responsible to Chargeman. the Foreman (proposed Asst. Engineer) for the safe, correct and expeditious work undertaken in his/ her section. The general duties of Chargeman (proposed Jr. Engineer) are as follows:(i) To provide efficient inspection coverage during preparation, testing, repair, storage, production, indigenisation, proof & evaluation etc of all Naval Armament (NA) stores in accordance with the laid down instructions and be present in the work place to personally supervise/ undertake these activities. (ii) To scrutinize the requisition and to ensure that the work is undertaken as per the same. (iii)
To ensure that all the relevant checks are undertaken correctly.
(iv) To ensure that during preparation, testing, repair, storage, production, indigenisation, proof & evaluation etc of all Naval Armament stores, the procedures laid down in the relevant specifications/ documents are strictly adhered to. If any deviations are observed he will bring it to the notice of his superior.
(v) To ensure that the tests have been carried out and appropriate entries are made in the check sheet/ log books/ reports. (vi) To ensure proper update and maintenance all the paper particulars required for the day to day work. (vii) To ensure that the instruments and gauges are fully serviceable and properly preserved when not in use. To keep the gauges in safe custody and also to arrange for replacement of used gauges as and when necessary. (viii) To ensure that the environmental conditions in the workshop are maintained as per the stipulated requirements. If any deviations are observed, the same are to be brought to the notice of his superior. (ix) To ensure that only fully serviceable spares and consumable materials are used in the work area. (x)
To select samples for various test.
(xi) Maintain technical co-ordination of the section to expedite receipt of the test results from concerned agencies. (xii) Collating and compiling information from various files and documents in aid of failure analysis, defecation, material analysis etc. (xiii) Preparation of draft replies on routine technical matters and getting them cleared from his superiors prior to dispatch. (xiv) Periodic checking and maintenance/ updating documents and files held in the section. (xv)
of classified
Maintenance and upkeep of various registers.
(xvi) Preparation of Inspection Instructions for the guidance of staff working under him and to impart technical knowledge to his subordinate staff. (xvii) To ensure that the latest changes in the process/ technique are communicated to his subordinate staff for correct execution of the jobs.
(xviii) To ensure that all records such as Inspection Notes results of material test, concession/ production deviations are maintained and also to ensure that drawings specifications are maintained and kept up to date. (xix)
To ensure the discipline and punctuality of the subordinate staff.
(xx) To maintain proper liaison with counterparts for smooth and efficient functioning of the section. (xxi) To check all inspection notes and paper particular or any documents and put up for signature of his superior. (xxii) Ensure strict adherence of paper particulars and Inspection Instructions supplied to them to for inspection of NA stores. (xxiii) Attending to such work and carry out any other duties as may be assigned by the superiors. (e) Examiner is responsible to Examiner (Ammunition & Explosive). Chargeman (proposed Jr. Engineer) / superiors for all inspection related work undertaken in the section. The general duties of Examiner are as follows:(i) To provide efficient inspection coverage during preparation, testing, repair, storage, production, indigenisation, proof & evaluation etc of all Naval Armament (NA) stores in accordance with the laid down instructions and be present in the work place to personally undertake/ execute these activities. (ii) Maintain day to day record of inspection work carried out and put up this record for scrutiny/ signature of the superior. (iii)
Prepare proof sheets for proof/ testing of Naval Armament stores.
(iv)
Carry out the paper and physical selection of proof/ test samples.
(v) Provide strict inspection coverage during preparation of ammunition and the proof set up/ apparatus ready for proof and report to his immediate senior for the conduct of proof. (vi)
Undertake proof and record proof parameters.
(vii) Strictly adhere to the paper particulars and Inspection Instructions supplied to them to for all inspection/ proof activities. (viii) Responsible for maintenance/ instruments supplied to them for use.
safe custody of all gauges/
(ix) Responsible for use of fully serviceable instruments and gauges and their proper preservation when not in use. (x) Responsible for monitoring/ recording the environmental conditions in the workshop as per the stipulated requirements. If any deviations are observed, the same are to be brought to the notice of his superior. (xi) To ensure that fully serviceable spares and consumable materials are used in the work area. (xii) Undertake explosives and chemical testing in accordance with the laid down procedures. (xiii) Attending to such work and carry out any other duties as may be assigned by the superiors. (f) The Draughtsman is responsible to prepare Draughtsman. sketches / drawings of various Naval Armament Stores. They are required to study the various design features of the component under indigenisation, understand the critical end use requirement and generate accurate paper particulars. (g) Senior Draughtsman is responsible for Sr Draughtsman. preparation of complex nature of design drawings, assembly drawings, finalization of reverse engineering drawings, providing guidance to juniors and assistance to Junior Design Officer and other Senior Officers in day to day work. (h) Junior Design Officer. The Junior Design Officer practically runs the section by looking after and guiding the draughtsman working under him. CDM is required to distribute the job, finalize the drawing design and help the superiors by providing completed/ updated data. He is responsible for timely completion of work assigned to the section and is also involved in the quality control of the indigenous product by close liaison with the manufacturer and the end user at the shop floor.
(j) Civilian Technical Officer (Design) . CTO (Design) is required to prepare / finalize Drafts specifications, guide lines and finalize / pass the design drawings for the approval of superiors. He performs the duties of AHSP (Authority Holding Sealed particulars). He is involved in all stages of indigenisation viz. the design and development, modification, FFT, user trials, environmental tests and their final deployment.
(k) STO (Design) is considered as the Senior Technical Officer (Design). Technical Advisor in matter related to indigenisation and engineering technology. He performs the duties of AHSP (Authority Holding Sealed particulars). He is involved in all stages of critical indigenisation viz. the design and development, modification, FFT, user trials, environmental tests and their final deployment.
ANOMALIES DURING THE 4 TH, 5TH AND 6TH CPCs:
7. Civilian cadre of NAVAL DOCKYARDs AND NSRYs have suffered continuous down gradation over the past pay commissions in terms of Pay, Status, Promotional prospects, career progression, etc. The 5 th CPC revealed in its findings the bitter truth regarding the worst promotional prospects in the NAVAL DOCKYARDs AND NSRYs as under:(a) SUBORDINATE ENGINEERING CADRES (PAGE N0. 572 OF REPORT- 68- Vol - 01 (1)) Based on the analysis above, we have made following important findings(i)
Diploma Engineers (Civil & Electrical) in CPWD. P&T civil Wing.
All India Radio/ Doordarshan under the Ministry of Information and Broadcasting get higher pay scale (Rs 1640-2900) in a time bound manner.(5 yrs) and subsequently personal promotion to the pay scale of Rs 2000-3500 (15 yrs ). This pattern has recently been introduced in Building and Roads Wing of Military Engineering Service. There is partial direct recruitment of Engineering Degree holders in the pay scales of Rs 2000-3200 and Rs 2000-3500 under the Ministries of Railways, information & Broadcasting and Commerce. (ii) In following Ministries & Depts. Group 'B' are directly promoted to Group'A':-
Defence (Some organizations). P&T Civil Wing.CPWD. I&B. Surface Transport (CES Roads), Survey of India. There is large variation in the pattern of promotion within Group 'C' and from Group 'C' to Group 'B' posts. (iii) The best three organizations in respect of promotions within Group 'C' arcCPWD, P&T Civil Wing, Ministry of I&B (Civil & Electrical) These three organizations have scheme of time bound promotions. The Worst Three organizations are - Border Roads(B&R), I&B (Broadcasting), Indian NAVAL DOCKYARDs AND NSRYs.
(iv) The last line of the above finding has substantiated the lack of promotional opportunities in NDS/ NSRYS organization. Even the benefit of time bound promotions as in the case of Ministry of I& B, Building and Roads Wing of Military Engineering Service as mentioned in para above was not given to equivalent cadre of Chargeman in NDS/ NSRYS organization. (b) The anomalies aroused in various posts of NDS/ NSRYS Organisation over the past three CPCs are as under:The post of Chargeman is common in various (i) CHARGEMAN. organizations under the MoD. The Chargeman of NDS/ NSRYS organization erstwhile Leading/Mechanic Examiner during the 1 st, 2nd and 3rd CPC was at a superior position with its counterpart Chargeman of Naval Armament Depots and Ordnance factories in terms of Pay and Status as the nature of job performed by him was of great importance and involved total quality assurance of the Naval inventory. However during the 4th CPC the Leading/Mechanic Examiner of NDS/ NSRYSO was downgraded and brought at par with that of Chargeman of Naval Armament Depots in terms of Pay and has been awarded a Designation of ‘Chargeman’ which has no relevance with the nature of job performed by him. Chargeman (erstwhile Senior Chargeman) of NASO who was in the same status by pay (1400-2300) as Senior Chargeman of NDS/ NSRYS during the IV th CPC, were given a higher pay scale of 5500-9000 whilst Senior Chargeman (Ammn) of NDS/ NSRYS were given only 5000-8000 during the V th CPC. Despite the fact that the latter was performing more responsible and technically competent jobs, relegation in the pay structure demoralized the Senior Chargeman, who formed 60.2% of NDS/ NSRYS cadre. In addition to the discrepancies in the V th Pay Commission among NAD and NDS/ NSRYSs, a clear disparity happened to the Senior Chargeman (re-designated as Chargeman-II in the pay scales recommended by the 5 th Pay Commission, and implemented by the
Departments. Many posts carrying similar pay scales of Senior Chargeman of NDS/ NSRYS cadre in the IV th CPC got higher pay scales in the Vth CPC. Posts of different organizations at par with Chargeman -II of NDS/ NSRYS Organization with pay scales drawn in IV and V pay commissions, are detailed below:Sl. No.
Pay Scale in the IVth CPC Chargeman -II NDS/ NSRYS 1400-40(erstwhile Sr. CM) Organisation 1800-50-2300 Chargeman -II NASO Ammn. 1400-40(erstwhile Sr. CM) Workshop 1800-50-2300 JSA-I DGQA 1400-401800-50-2300 JSA-I DTD & (Air) 1400-401800-50-2300 JSA-I DRDO 1400-401800-50-2300 Assistant Engineer/ Department of 1400-40Chargeman Economic Affairs 1800-50-2300
Pay Scale the Vth CPC
(j)
Technical Assistant
1400-401800-50-2300 1400-401800-50-2300 1400-401800-50-2300
5500-175-9000
(h)
Chargeman (Engraver) Senior Engine Driver
(k)
Scientific Assistant
1400-401800-50-2300
5500-175-9000
(l)
Technical Assistant
1400-401800-50-2300 Senior Technical Anthropological 1400-40 Assistant Survey of India 1800-50-2300 Technical Assistant Directorate of 1400-40Field Publicity 1800-50-2300 Technical Assistant CVC 1400-401800-50-2300 Research Assistant All India Soil & 1400-40Land Use Survey 1800-50-2300
5500-175-9000
(a) (b) (c) (d) (e) (f)
(g)
(m) (n) (o) (p)
Present Designation
Department
Department of Economic Affairs Defense Engine Room Staff Central Translation Bureau Indian Meteorological Department National Museum
in
5000-150-8000
5500-175-9000 5500-175-9000 5500-175-9000 5500-175-9000 5500-175-9000
5500-175-9000 5500-175-9000
5500-175-9000 5500-175-9000 5500-175-9000 5500-175-9000
Foreman (Chargeman-I during the 5 th CPC) of NASO who (ii) FOREMAN. held an equal status with the Foreman of NDS/ NSRYS was upgraded to the scale of 6500-10500, whereas Foreman of NDS/ NSRYS cadre was placed in a lower pay scale of 5500-9000 during the 5 th CPC. Foreman (Erstwhile Senior Foreman Gazetted during the 4th CPC) was drawing 7450-11500 in the pre-revised scale and later re-designated as Foreman after merger of Asst. Foreman of lower grade with pay scale of 6500. While fixing the pay band on the revised scale even if the minimum of the pre-revised scale of Foreman (Erstwhile Senior Foreman) multipled by 1.86 works out to 7450 x 1.86 = 13857 which should have been placed in the PB – III where as this has been placed in PB II i.e. 9300-34800 with grade pay of 4600/-. At the same time the Teacher PGT, Senior Nurse Grade – I, Hindi Officer were drawing the pre-revised scale of pay of 6500-10500 and they were placed in PB-III where as Foreman (Erstwhile Senior Foreman) who was drawing higher scale of 7450-11500/- in the pre-revised scale which was higher than these three categories have been granted grade pay of 4600 in PB-2 which is a serious anomaly and creating a serious discontent among the Foreman (Erstwhile Senior Foreman) who were given the status of Group B Gazetted where as the other three were placed in Group ‘A’. The periodic down gradation of the Foreman is tabulated below:-
Pay Scales after implementation of 4th CPC
Revised pay scales implemented after 5th CPC
2375-3500
7450-11500
Class ‘A’ 2200-4000 entry grade
8000-12000
Post
Foreman
Revised pay implemented after 6th CPC
scales
Grade Pay Rs.4600/- in PB-2 Grade Pay Rs.5400/- in PB-3
Civilian Technical Officer of NDS/ (iii) CIVILIAN TECHNICAL OFFICER. NSRYSO has faced continuous disparity and recurrent anomalies in the pay scales as well as grade pay fixed by 5 th and 6th CPC as compared to that of sister Organisation like DGONA and DGOF. CTO is the promotional grade of Foreman in NDS/ NSRYSO.
In the 5 th CPC, the Foreman (Group B Gaz.) having pay scale of 7450-11500 of DGONA and DGOF was promoted to Asstt Manager (AM) (Group A) and Assistant works Manager (AWM) respectively in the pay scale of 8000-13000. However, the Foreman (Group B Gaz.) of NDS/ NSRYSO having the same pay scale of 7450-11500 was promoted to CTO (Group B Gaz.) in the pay scale of 7500-12000. The implication of this serious anomaly was again reflected in the 6 th CPC where in DGNDS/ NSRYS the Foreman (Group B Gaz.) having G.P of 4600 of PB-2 is still being promoted to CTO (Group B Gaz.) having G.P of 4800 of PB-2 as against Group A Cadre of DGONA and DGOF having grade pay of 5400 of PB-3. Thus the CTO having same feeder Grades as that of AMs and AWMs has been placed in lower pay scale in both 5’th & 6’th CPCs. This disparity in the promotional post is tabulated below:Organization
DGNDS/ NSRYS
Existing post Grade Foreman (Gr.’B’ Gaz.)
Grade Pay 4600, PB-2
DGONA
Foreman (Gr.’B’ Gaz.)
4600, PB-2
DGOF
Junior Works 4600, PB-2 Manager (Gr.’B’ Gaz)
Next promotion post Grade Grade Pay Civilian Technical 4800, PB-2 Officer (Gr.’B’ Gaz.) Assistant 5400, PB-3 Manager (Gr.’A’) Assistant Works 5400, PB-3 Manager (Gr.’A’)
Injustice has been meted to the Examiner (iv) EXAMINER (AMMN). th (Ammunition) during the 5 and 6th CPCs. Examiner (Ammunition) of NDS/ NSRYS who is having a higher status when compared with Ammunition Mechanic of NAD (AWS) is responsible for inspection of Naval Armament Stores, conduct of proof, tests, whereas Ammunition Mechanic of NAD (AWS) who were in a lower pay scale (950-1200) vis-àvis Examiner of NDS/ NSRYS cadre (1200-2040) in IV th CPC, were brought at par with the latter. It is pertinent to mention that the basic educational qualification of Ammunition Mechanic is VIII Std, while that of Examiner of NDS/ NSRYS is SSLC. While the Ammunition Mechanic work only in NADs, NDS/ NSRYS personnel are required to work in the NADs, Ordnance Factories (OFs) manufacturing armament stores such as Ordnance Factory (OF), Khamaria, OF, Ambhajari, Ammunition Factory, Khadki, OF, Dehu Road, DRDO labs such as DRDL, Hyderabad, HEMRL, ARDE, inter-services QA organizations such as Missile Systems Quality Assurance Agency (MSQAA) and Standardization cell and undertake inspection at private trade firms. Considering the nature of job performed by the Examiner (Ammunition), he should have been placed in the grade pay of 4200 of PB-2 during the 6 th CPC at par with the MCM of NADs. The
lack of promotion prospects as well as down gradation of the posts vis-à-vis equivalent posts in DGONA, DGOF and other QA organizations like DGQA and DGAQA has resulted in stagnation of various posts in the NDS/ NSRYS organisation. In order to overcome the same, there is need to upgrade and enhancement of Civilian cadre in the NDS/ NSRYS Organisation. UPGRADATION OF CIVILIAN CADRE
8. The role and responsibilities of NDS/ NSRYSO encompasses all activities over the entire life cycle of armament from conceptualization, development of specifications and design, development, production and trials, periodic maintenance, indigenization, quality improvement, safety and serviceability assessment, life assessment and extension to final disposal of armament on obsolescence. With enhanced roles/ responsibilities, the addition in tasks/ duties of NDS/ NSRYSO has undergone a quantum jump. However, the manpower borne and their promotion prospects as per government RRs, are based on workload of 1970s. Also, over the successive pay commissions the parity of NDS/ NSRYSO personnel vis-à-vis sister organisations under MoD has been downgraded which needs correction. In recent times, the alternative job/ career prospects in private industry/ IT industry/ PSUs have become far more attractive and a number of new recruits as well as those with good technical skills who joined the organisation have resigned within a short span. The reason for these is primarily lack of promotional growth and stagnation in various posts. This is a matter of serious concern and hampers the efficient functioning of the organisation. It is, therefore, essential that the career prospects of Mech/ Ammn/ Drawing office cadre of NAVAL DOCKYARDs AND NSRYs be made attractive and their career prospects increased. Some of the primary reasons which are considered to be the contributory factors for need of upgradation are stated below:(a) Though the recommendations of VI th CPC have been implemented, the promotional prospect has been very slow and the promotion for the technical supervisory staff and Civilian Technical Officers could not be given in time. The channel for the promotion at each cadre has been saturated. Though 2 tier structure has been created as per VI th CPC, there is an early need for promulgation of Recruitment rules (RRs) and implementation of 2 tier structure. (b) The responsibilities of civilian officers and staff have increased manifold and their aspirations are growing due better exposure and educational qualifications. A majority of personnel, even after putting in 35 to 40 years of service, are not even promoted to the post of CTO or STO because of limited vacancies.
(c) The responsibility and technical competence of the NDS/ NSRYS staff is greater vis-à-vis that of the Naval Armament Supply Organisation (NASO) cadre who deal with management of the inventory. At least it is necessary that NDS/ NSRYS cadre staff is at par with the counterparts of NASO. A similar non parity exist at Ordnance Factories also where Froeman are promoted directly to the post Asst Works Manager which is a Group ‘A’ post. Prior to implementation of V th CPC recommendations, Senior Foreman (proposed Asst. Engineer) post of NDS/ NSRYS cadre was having higher pay scales vis-à-vis similar post under NASO/ OFB. The ambiguous hierarchy system among peers needs rectification by upgrading the existing posts in the pre-revised scales of the 6 th CPC during the implementation of 7 th CPC. A comparison of pay structure in DGNDS/ NSRYS and DGONA post IV th CPC is as given below:DGNDS/ NSRYS Cadre
Pay Structure IVth CPC Pay Structure Vth CPC
Examiner (Ammn)
Senior Chargeman
Foreman
Senior Foreman
1200-2040
1400-2300
1600-2660
2375-3500
4000-6000
5000-8000
5500-9000
7450-11500
DGONA Cadre
Pay Structure IVth CPC Pay Structure Vth CPC
Ammunition Senior Mechanic Chargeman 950-1500 1400-2300
1640-2900
Senior Foreman 2000-3200
4000-6000
6500-10500
7450-11500
5500-9000
Foreman
(d) There is a long standing demand from all sectors to re-designate NDS/ NSRYS personnel and award them a respectable, dignified and contemporary designation which matches their technical competence. Also, the present designations are out of sync with the duties/ responsibilities and overshadow their engineering/ technical background. It is pertinent to mention that DGQA has re-designated the post where the duties, responsibilities and entry qualifications are identical of DGNDS/ NSRYS, as Engineers (QA). Copy of the order is placed at Annexure ‘1’. NDS/ NSRYS personnel have continuous interaction with other QA organizations Viz. DGQA and DGAAQA. NDS/ NSRYS staff is posted to tri
service QA organizations like MSQAA where in they perform QA/ Inspection duties/ tasks in association with DGQA and DGAAQA. The adherence to nomenclature of Chargeman (proposed Jr. Engineer) and Foreman (proposed Asst. Engineer) is causing disparity among the similarly placed working staff with respect to other QA organizations. In order to avoid the ambiguity in nomenclature, it is proposed that Chargeman (proposed Jr. Engineer) and Foreman (proposed Asst. Engineer) of NDS/ NSRYS cadre may also be redesignated as Junior Engineer (QA) and Asst Engineer (QA) respectively. The redesignation will not result in any change in the functions of the posts and no additional expenditure will be incurred. However considering that in the Indian Navy posts of Foreman (proposed Asst. Engineer) and Chargeman (proposed Jr. Engineer) exists in NADs, Dockyard and Store/ Material organizations, there is a need to examine the same in overall perspective of the India Navy’s civilian cadres. A comparison of various designations in QA organizations, OFB and DGONA vis-à-vis designations in NDS/ NSRYS cadre is placed at Appendix ‘A’ . (e) In addition to the re-designation of Chargeman and Foreman, there is a need to up-grade and re-designate Civilian Technical Officer and Senior Technical Officer as SSO-II and SSO-I respectively at par with that of DGQA. Also to maintain parity while interacting with DGQA, DGAQA etc. in addition to the existing posts in NDS/ NSRYSO, post of Principal Scientific Officer and Dy. Chief Scientific Officer needs to be introduced in NDS/ NSRYSO. (f) The up-gradation of Cadre in the NDS/ NSRYS Organisation needs to be revitalized to have its people suitably motivated to assume higher responsibilities. With the present two grade structure there is a stagnation of about 22 to 25 years in the post of Chargeman and about 15 years in the post Foreman which needs urgent attention during the present Pay Commission. In near future the stagnation in the post of Foreman is likely to increase beyond 20 years and most of the Chargeman inducted may retire in the grade of Foreman after getting a single functional promotion in their entire service. As per standard norms of government service supported by MACP Scheme, each employee must get promotional/ financial up gradation after every 10 years of service. It is the worst case in Central Government where three promotions are not awarded during the entire service. It establishes that all of the three promotions are to be awarded before or on completion of 30 years of service. In DGNDS/ NSRYS Organization, technical supervisory cadre starts with Chargeman which is alike in other allied/ similar organization under MoD viz. DGONA, DGQA, DGOF, Naval Dockyard and DRDO etc. The educational criteria for recruitment, SRO, nature of duties and responsibilities of Chargeman which is the induction grade in all these organization are identical, but the promotion prospects of employees of DGNDS/
NSRYS Organisation are very less i.e up to Civilian Technical Officer and at the highest level to Senior Technical Officer. It is pertinent to mention that the sanctioned strength for STO in DGNDS/ NSRYS Organization is only five and this post was inducted in 1994-95. Considering educational criteria, nature of duties and responsibilities of Chargeman and Foreman in DGNDS/ NSRYS Organization, the promotional avenues are very less as compared to other allied MoD establishment for e.g in DGONA organization. Chargeman can rise up to the post AGM in PB-4 with grade pay of 8700. To bring the promotional prospects of NDS/ NSRYS personnel at par with other allied establishment under MoD with similar nature of work and responsibilities it is proposed to enhance the existing cadre structure and create additional posts of Principal Scientific Officer and Dy. Chief Scientific Officer . The grade pay will be Rs 8700/- and Rs 8900/- in PB-4 respectively. The creation of these posts in DGNDS/ NSRYS Organisation will enhance the morale of the stagnated Civilian cadre by giving them due recognition and representation in the top management cadre which will be helpful to further diversification of DGNDS/ NSRYS Org.
PROPOSED STRUCTURE OF NDS/ NSRYS ORGANISATION POST 7 TH CPC
9. In view of the above anomalies as brought out in the above paragraphs, during 4’th, 5’th and 6’th CPCs in the grades of Examiner, Chargeman, Foreman and CTO, the existing grade structure may be re-designated and prefixed in the existing pay scales of 6 th CPC before implimentation of the forthcoming 7’th CPC. Also considering the past pay commission’s recommendations and their subsequent acceptance by the Govt., it is proposed to enhance the present pay scales by three times. The existing and proposed structures of the three wings of the DGNDS/ NSRYS Organisation would be as under:(a)
SL
Existing and Proposed structure in Ammunition Cadre.
EXISTING STRUCTURE Grade
Grade Pay & PB
REDESIGNATED AND PREFIXED STRUCTURE Grade Pay Grade & PB
PROPOSED PAY BAND AND GRADE PAY
1.
Examiner (Ammn)
Examiner (Ammn.)
4200, PB2
Rs.27,900 – 1,04,400 (PB-2) GP Rs.12,600/-
Chargeman
4200, PB-2
Junior Engineer (QA)
4600, PB-2
Rs.27,900 – 1,04,400 (PB-2) GP Rs.14,400/-
3.
Foreman
Assistant 4600, PB-2 Engineer (QA)
5400, PB-3
Rs.46,800 – 1,17,300 (PB-3) GP Rs.16,200/-
4.
CTO
4800, PB-2
SSO-II
6600, PB-3
5.
STO
6600, PB-3
SSO-I
7600, PB-3
6.
DOES NOT EXIST
--
7.
DOES NOT EXIST
--
2.
2400, PB-1
Principal Scientific Officer Dy. Chief Scientific Officer
Rs.46,800 – 1,17,300 (PB-3) GP Rs.19,800/Rs.46,800 – 1,17,300 (PB-3) GP Rs.22,800/-
8700, PB-4
Rs.1,12,200 – 2,01,000 (PB-4) GP Rs.26100/-
8900, PB-4
Rs.1,12,200 – 2,01,000 (PB-4) GP Rs.26700/-
Note: However it is strongly demanded that the grade of Examiner (Ammunition) be upgraded and merged with Chargeman (Ammunition) and the recruitment in the grade of Examiner (Ammunition) may be seized henceforth so as to have a total parity amongst various Govt. Organisations working under the MoD. (b)
SL
Existing and Proposed structure in Mech Cadre.
EXISTING STRUCTURE Grade
1.
Chargeman
Grade Pay
4200, PB-2
REDESIGNATED AND PREFIXED STRUCTURE Grade Pay Grade & PB
Junior Engineer (QA)
4600, PB-2
PROPOSED PAY BAND AND GRADE PAY
Rs.27,900 – 1,04,400 (PB-2) GP Rs.14,400/-
2.
Foreman
4600, PB-2
Assistant Engineer (QA)
3
CTO
4800, PB-2
SSO-II
6600, PB-3
4.
STO
6600, PB-3
SSO-I
7600, PB-3
5.
DOES NOT EXIST
--
6.
DOES NOT EXIST
--
(c)
SL.
1. 2. 3. 4.
Rs.46,800 – 1,17,300 (PB-3) GP Rs.16,200/Rs.46,800 – 1,17,300 (PB-3) GP Rs.19,800/Rs.46,800 – 1,17,300 (PB-3) GP Rs.22,800/-
8700, PB-4
Rs.1,12,200 – 2,01,000 (PB-4) GP Rs.26100/-
8900, PB-4
Rs.1,12,200 – 2,01,000 (PB-4) GP Rs.26700/-
Existing and Proposed Structure of Design cadre.
EXISTING STRUCTURE Grade Pay Grade & PB Draftsman 2400, PB-1
REDESIGNATED AND PREFIXED STRUCTURE Grade Pay Grade & PB
Draftsman
Sr. 4200, PB-2 Junior Draftsman Engineer (D) Jr. Design 4600, PB-2 Assistant Officer Engineer (D) CTO 4800, PB-2 SSO-II
5.
STO
6600, PB-3
6.
DOES NOT EXIST DOES NOT EXIST
--
7.
Principal Scientific Officer Dy. Chief Scientific Officer
5400, PB-3
--
SSO-I Principal Scientific Officer Dy. Chief Scientific Officer (Design)
4200, PB2 4600, PB-2 5400, PB-3 6600, PB-3 7600, PB-3
PROPOSED PAY BAND AND GRADE PAY
Rs.27,900 – 1,04,400 (PB-2) GP Rs.12,600/Rs.27,900 – 1,04,400 (PB-2) GP Rs.14,400/Rs.46,800 – 1,17,300 (PB-3) GP Rs.16,200/Rs.46,800 – 1,17,300 (PB-3) GP Rs.19,800/Rs.46,800 – 1,17,300 (PB-3) GP Rs.22,800/-
8700, PB-4
Rs.1,12,200 – 2,01,000 (PB-4) GP Rs.26100/-
8900, PB-4
Rs.1,12,200 – 2,01,000 (PB-4) GP Rs.26700/-
FUNCTIONAL JUSTIFICATION FOR CADRE UPGRADATION
10.
(a)
CHARGEMAN PROPOSED AS JUNIOR ENGINEER (QA).
(i) There is a long standing demand from all sectors to re-designate the Chargeman (proposed Jr. Engineer) and award him a respectable, dignified and contemporary designation of Junior Engineer which matches his technical competence. Also, the designation of Chargeman (proposed Jr. Engineer) is grossly out of sync with the duties/responsibilities and overshadows his engineering/technical background. The designation of Junior Engineer (QA) has been awarded in DGQA and other similar Organisations where the duties, responsibilities and entry qualifications are identical as compared to Chargeman (proposed Jr. Engineer) of DGNDS/ NSRYS. (ii) Grade Pay of Rs. 4600/- to the post of Chargeman (proposed Jr. Engineer): The Chargeman (proposed Junior Engineer) is to be upgraded and awarded a Grade Pay of Rs. 4600 in PB-2. Department of railways granted Grade pay of Rs. 4200/- to the Master Craftsman and on the basis of which counterpart Master Craftsman in other allied/ similar organizations under MoD such as DGONA, DGOF, Naval Dockyard etc have also been granted Grade Pay of Rs.4200/- in PB-2.
(iii) Consequently, Railways has recommended Grade pay of Rs. 4600/for their Junior Engineers who is equivalent to Chargeman (proposed Jr. Engineer) of DGNDS/ NSRYS prior to re-designation. Hence, DGNDS/ NSRYS should also rename Chargeman (proposed Jr. Engineer) as Junior Engineer and recommend Grade pay of Rs. 4600/- so that interdepartment harmony in cadre structure will be maintained. It is also pertinent to mention that the principle behind the derivation of Grade pay was 40% of the upper limit of Pre-Revised Pay scale. This has been restricted to 40% for all the pay scales in Pay Band -2 but the same has been liberalized up to the maximum extent of 43 to 47% for Pay Band III & IV (even after overlooking the Grade pay of 60% granted to the intermediary scales like 10325-10975) .Hence there is full justification for increase of Grade Pay for Pay Band - 2 i.e. Rs.4600/- for Chargeman (proposed Jr. Engineer) in place of RS. 4200 /-. (iv) While examining the Four Pay Bands accepted by the Govt. for the employees it is found that basis of the Pay Band calculation was the multiplying factor of 1.86. While this factor has been meticulously implemented for the PB-1 and PB-2, the same has been liberalized upward for PB-3 and PB-4 . Further wherever the pre revised pay scales have been merged this factor has gone down to the extent of 1.24.
(v) Exemplification:- For PB-2 pre-revised Pay scales of 5000-8000,5500-9000, 6500-10500, 7450-11500 & 7500-12000 have been grouped in the same pay band of 9300- 34800. The multiplication factor of 1.86 has been calculated only on the first pay scale of 50008000 and fixed as 9300, while for other pay scales of 5500-9000, 650010500, 7450-11500 &7500-12000 the multiplying factor works out to be 1.69, 1.43, 1.24 &1.24 respectively. Whereas the multiplying factor has been increased to the extent of 2.61 in the pre revised pay scale of Rs 14300-18300 in Pay Band-4. It has led to a lesser Pay Band granted to the post of Chargeman (proposed Jr. Engineer) and Foreman (proposed Asst. Engineer). As of now, the above mentioned fall backs can only be addressed through cadre restructuring. Therefore it also justifies that the post of Chargeman (proposed Jr. Engineer) should be named as Junior Engineer and be granted Grade pay of Rs. 4600/-.
(b)
FOREMAN PROPOSED AS ASSISTANT ENGINEER (QA).
(i) In the same lines of renaming of Chargeman (proposed Jr. Engineer), the Foreman is proposed to be re-designated as Assistant Engineer (QA). The grades of Chargeman (proposed Jr. Engineer) and Foreman (proposed Asst. Engineer) are the backbones of the Technical cadre of various Organisations under the MoD which constitutes nearly 90% of the sanctioned strength. Hence the grades should have parity in all respects among other similar organizations such as DGQA where the grades of Chargeman (proposed Jr. Engineer) and Foreman (proposed Asst. Engineer) have been recently re-designated as Junior Engineer (QA) and Assistant Engineer (QA) respectively. (ii) Grade Pay of Rs. 5400/- of PB-3 to the post of Foreman (proposed Asst. Engineer): The post of Foreman (proposed Asst. Engineer) is to be granted Grade pay of Rs. 5400/- with condition for minimum eligibility period of 5 Years regular service in the post of Chargeman (proposed Jr. Engineer) for promotion from Chargeman to Foreman. (iii) The grade of Foreman (proposed Asst. Engineer) (erstwhile Senior Foreman in the 4 th CPC) was a superior grade in terms of seniority and experience, and eventually was having a higher pay scale of 2375-3500
which was more than the group ‘A’ entry grade in the pay scale of 22004000. During the 5 th and 6th CPCs, the post has drastically downgraded and lost its identity over the years. Foreman (Erstwhile Senior Foreman Gazetted during the 4th CPC) was drawing 7450-11500 in the pre-revised scale and later re-designated as Foreman after merger of Asst. Foreman of lower grade with pay scale of 6500. While fixing the pay band on the revised scale even if the minimum of the pre-revised scale of Foreman (Erstwhile Senior Foreman) multipled by 1.86 works out to 7450 x 1.86 = 13857 which should have been placed in the PB – III where as this has been placed in PB II i.e. 9300-34800 with grade pay of 4600/-. At the same time the Teacher PGT, Senior Nurse Grade – I, Hindi Officer were drawing the pre-revised scale of pay of 6500-10500 and they were placed in PB-III where as Foreman (Erstwhile Senior Foreman) who was drawing higher scale of 7450-11500/- in the pre-revised scale which was higher than these three categories have been granted grade pay of 4600 in PB-2 which is a serious anomaly and creating a serious discontent among the Foreman (Erstwhile Senior Foreman) who were given the status of Group B Gazetted where as the other three were placed in Group ‘A’. (iv) The proposal of a grade pay of Rs.5400/- in PB-3, is fully justifiable as it will give the lost dignity to the Foreman (proposed Asst. Engineer) up to a certain extent. (c)
CIVILIAN TECHNICAL OFFICER PROPOSED AS SSO-II. Civilian Technical Officer is the promotional grade of Foreman in the DGNDS/ NSRYS. The issue of up gradation of CTO is pending since last 25 years. During the 5 th CPC the pay scale of CTO (Rs.7500-12000) was marginally above than that of the Foreman (Rs.7450-11500). Considering the vast experience and responsibilities the CTO was carrying, a meager difference of Rs.50/- in the pay scales was a down gradation on its own which was further humiliating when the post was placed in PB-2 with grade pay of 4800, when other equivalent grades in various organizations under the MoD were in the PB-3 with grade pay of 5400. Thus the Foreman (PB-2 grade pay 4600, Gr. B Gaz.) is being promoted to a Group A Gaz. Post having grade pay of 5400 in PB-3 in all other organizations under MoD except in the DGNDS/ NSRYS, where he is being promoted to CTO Gr. B Gaz. in PB-2 and grade pay of 4800. This serious anomaly has been highlighted on all the available platforms a number of times but has not been resolved. Since last 25 years no cadre review has been done in the DGNDS/ NSRYS Organisation, it is the only platform to give proper justification to the post of CTO by upgrading it to the PB-3 with grade pay of Rs.6600/-, and thus will at least bring the grade at par with equivalent grades in
other organizations under MoD. The renaming of Civilian Technical Officer as Senior Scientific Officer-II (SSO-II) is to give an equal identity among similar posts in various organizations under the MoD and thus it will have similar prospects in the future. (d) SENIOR TECHNICAL OFFICER PROPOSED AS SSO-I. The STO is the top most grade in the hierarchy of the civilian cadre in the DGNDS/ NSRYS with a diversified role of Inspection, Quality management, Indigenization, Administration, etc. It is proposed to rename the STO as Senior Scientific Officer-I (SSO-I) and subsequently upgrade it to the grade pay of 7600 of PB-3. (e) MERGING OF EXAMINER WITH CHARGEMAN . Examiner (Ammunition) is the lowest non-industrial technical grade in NDS/ NSRYS Ammunition wing performing the duties and responsibilities at shop floor pertaining to inspection/examination of NA stores. As the role of NDS/ NSRYS Org. has diversified manifold, the Examiner being lowest grade is also involved in all inspection activities like life-extension, life assessment and indigenization of NA stores. As on today the educational criteria for the recruitment of Examiner is twelfth Science. However due to saturation in employment highly qualified people are working as examiners. Taking into consideration the diversified role of NDS/ NSRYS Org. and today’s educational scenario and to meet changes in advanced technological up-gradation and professionalism, the minimum educational criteria and their pay scales of Examiner be brought at par with existing Chargeman. It is therefore proposed that to boost the morale of existing examiners and to give due justification to their educational and technical acumen they are required to be merged with existing Chargeman as a onetime measure and the recruitment of examiners be seized henceforth to maintain two tire structure in the technical cadre recommended by 6 th CPC. It is pertinent to mention that DGAS Organisation has already abolished the post of Ammunition Mechanic by merging with their Chargeman way back. Merging makes NDS/ NSRYS cadre at par with other organizations under MoD like DGQA, DGOF, DGONA etc. The post is to be re-designated as Junior Engineer (QA) at par with that of DGQA and DGAQA which are QA/ Inspection Organisations of Army and IAF respectively. 11.
PROPOSAL FOR EXTENSION OF PRESENT CADRE STRUCTURE
(a) At present there is a stagnation of about 22 to 25 years in the post of Chargeman (proposed Jr. Engineer) and about 15 Years in the post of Foreman (proposed Asst. Engineer) needs urgent attention during this cadre review. In near future the stagnation in the post of Foreman is likely to be increased beyond
20 years and most of the Chargeman inducted may retire in the grade of Foreman after getting a single functional promotion in their entire devoted service. As per standard norms of government service supported by MACP Scheme, each employee must get promotion/financial up gradation after every 10 years of service. It is the worst case in Central Government where three promotions are not awarded during the entire service. It establishes that any of the central government department must have a cadre structure which gives at least three promotions before or on completion of 30 years of service. (b) In DGNDS/ NSRYS Organisation, technical supervisory cadre started with Chargeman (proposed Jr. Engineer) like in other allied/ similar organizations under MoD such as DGONA, DGQA, DGOF, Naval Dockyard and DRDO etc. The educational criteria for recruitment, SRO, nature of duties and responsibilities of Chargeman (induction grade) in all these organizations are almost equal. However, after Foreman (proposed Asst. Engineer), the promotional prospects in DGNDS/ NSRYS organization are very less i.e. up to Civilian Technical Officer (proposed SSO-II) and utmost Senior Technical Officer (proposed SSO-I). It is pertinent to mention that the sanctioned strength for STO in DGNDS/ NSRYS Organisation is only five and this post was inducted in the year 1994-95. Considering educational criteria, nature of duties and responsibilities of Chargeman (proposed Jr. Engineer) and Foreman (proposed Asst. Engineer) in DGNDS/ NSRYS Organisation, the promotional avenues are very less as compared to other allied MoD establishments for eg. In DGONA, Chargeman can go up to the post of AGM in PB-4 with grade pay of 8700. The comparative chart of promotional avenues in other allied establishments under the MoD is placed at Appendix ‘A’. NDS/ NSRYS Organisation is growing fast and playing very significant role. Since 1990 the role of NDS/ NSRYS Org. is not only restricted to inspection but also becomes diversified by inducting new inhouse expertise and facilities in aid of indigenization, life extension and life assessment. The NDS/ NSRYS Org. has started various facilities for testing and evaluation of various technical parameters to ascertain the continued serviceability of NA stores required to be supplied to IN ships and coast guard ships. NDS/ NSRYS Org. has established unique facilities like:(i) Rocket Motor Static Firing Facility (RMSFF) for evaluation of ballistic parameters of various missiles and rockets in aid of life extension of depleting IN inventory and life assessment of indigenous NA stores manufactured by various Ordnance factories for Indian Navy. (ii) Explosive Test Facility (ETF) for testing of high explosives, propellant and pyrotechnic stores used in various NA stores in aid of life
extension of depleting IN inventory to ensure the continued serviceability of NA stores prior to issue to IN ships. Previously these tests were undertaken at DGQA organisatins by CQA (ME), Pune. Recently this laboratory has been accredited by National Accreditation Board of Laboratories (NABL) which is a Govt. authorized agency. (iii) Environmental Conditioning and Research Wing (ECRW) This facility has been started in the year 1994-95 for undertaking environmental tests like ISAT (A&B), vibration tests, shock tests, drop tests required for life assessment of indigenous NA stores to design their shelf life. (iv) Radiography Facility: This facility was started in the year 19992000 to undertake radiography of all booster motors of missiles and rockets to determine development of flaws during prolonged storage and aging effect before subjecting them to static evaluation to evaluate ballistic parameters in aid of life extension and life assessment.
This facility has been (v) Calibration and Metrology Facility: extensively used for the calibration of electronic instruments and various gauges used during preparation, maintenance and repair of armaments such as torpedoes, missiles, mines at NADs and Naval Dockyard. This laboratory also got NABL accreditation. (vi) Rubber test laboratory: This facility was started in 2000-01 to undertake testing of rubber components used in various NA stores.
(c) The above facilities are very significant to ensure the continued serviceability of IN inventory. These all facilities have been started in the last fifteen years by using the existing manpower and by developing state of the art techniques and in house expertise and facilities. No additional manpower sanction and expertise were inducted/ hired from other agencies and the specialized works at all the above test facilities were undertaken by imparting training to the existing manpower only which resulted in acute shortage of technical manpower. It is pertinent to mention that besides regular inspection activities the NDS/ NSRYS personnel are involved in various activities to fulfill the diversified role of NDS/ NSRYS organization. However the promotional prospects of NDS/ NSRYS personnel are not at par with other allied establishments under MoD having limited nature of work and responsibilities. (d) Considering the above facts it is proposed to enhance the existing structure and create two additional posts i.e. PRINCIPAL SCIENTIFIC
OFFICER and DY.CHIEF SCIENTIFIC OFFICER in PB-4 with grade pays of Rs.8700/- and Rs.8900/- respectively. The creation of these posts in DGNDS/ NSRYS Org. will enhance the morale of the stagnated Civilian cadre by giving them due recognition and representation in the top management cadre which will be helpful to further diversification of the DGNDS/ NSRYS Organisation.
(e)
PRINCIPAL SCIENTIFIC OFFICER (PROPOSED NEW GRADE). Objectives of a cadre review have to be the restructuring of cadre to harmonise functional needs with career expectation and improve career progression. Introduction of new grade of PRINCIPAL SCIENTIFIC OFFICER with Grade Pay-8700 in PB-4 will further enhance the functionality of the civilian cadre by opening new avenues/opportunities in the field of Quality assurance and thus will help in better career prospects of Chargeman (proposed Jr. Engineer) and Foreman (proposed Asst. Engineer) resulting in reduction of stagnation to a certain extent. To match up with similar/equivalent posts in other Organisation under MoD, it is proposed that the post of Principal Scientific Officer may be filled by promoting SSO-I possessing qualification of engineering degree or post graduate degree in Science. Nature of duties and responsibilities of Principal Scientific Officer will be as follows:-
(i) He will be responsible to the Dy.Chief Scientific Officer in all technical and administrative matters. (ii) Will be responsible for accounting, custody and maintenance of all NA stores and associated test equipments, devices on charge of NDS/ NSRYS. (iii) Will be responsible for effective control and directions of all officers and staff placed under him. (iv) Will initiate measures to improve inspection procedures, techniques and establish additional facilities, equipments etc. when required to achieve better quality and reliability. (v) Will ensure timely preparation of inspection instructions, quality assurance procedures and guidelines for newly inducting advanced NA stores to all inspecting officers and staff. (vi) Will be responsible to ensure technical updation of all officers and staff.
(f) is DY. CHIEF SCIENTIFIC OFFICER (PROPOSED NEW GRADE). It proposed to introduce new grade of DY. CHIEF SCIENTIFIC OFFICER with Grade Pay-8900 in PB-4 and will be the topmost grade in the hierarchy of the civilian cadre of DGNDS/ NSRYS organization to meet the highly challenging tasks of inspection, quality control, production, research and development in aid of indigenization of various conventional and non-conventional arms and ammunition including guided weapons used in IN inventory. Nature of duties and responsibilities of Dy.Chief Scientific Officer will be as follows:(i) Will be responsible to the Controller of NAVAL DOCKYARDs AND NSRYs at Controllerates and will be responsible to the PDNDS/ NSRYS at IHQ. (ii) Will be responsible for effective implementation/ execution of IHQ policies, directives and instructions of Controller on Armament inspection and Quality assurance procedures. (iii) Will be responsible for liaising with Naval head quarters, IN Ships and with allied establishments regarding usage, storage and maintenance of NA stores. (iv) Will liaise with R&D agencies for design, development and indigenization of NA stores in consultation with the Controller. (v) Will be responsible for effective implementation of day to day technological updation during R&D and production undertaken at various DRDO labs and Ordnance factories. (vi) Will be responsible for the implementation of training programmes, foreign deputations and welfare schemes for civilian officers and staff placed under him.
11. COMPARISION OF CADRE STRUCTURE WITH OTHER QA ORGANISATION AND DGOF/DGONA IN MINISTRY OF DEFENCE. Comparison chart for similar posts in other department under Ministry of Defence is placed at Annexure ‘A’. 12.
INCREASE IN SANCTION STRENGTH.
(a) The present strength of DGNDS/ NSRYS civilian cadre was sanctioned during the formulation of RRs of the 3 rd CPC when the quantum of work was less due to restricted role of NDS/ NSRYS. However during the last 30 years, the role of NDS/ NSRYS has been diversifies manifold due to induction of new advanced naval armament stores in IN inventory. Accordingly facilities like Rocket Motor static Firing Facility (RMSFF), Explosive Test Facility (ETF), Environmental conditioning and research Wing (ECRW), Radiography Facility, Calibration and Metrology Facility, Rubber test laboratory, etc. have been established by using state of the art techniques and in-house expertise without taking any assistance from other outside agencies and also without taking any separate manpower sanction for the same. Also it is pertinent to mention that 16 nos. of civilian group ‘A’ officers posts other than existing STOs sanctioned are still lying vacant. (b) In view of the above it is proposed that the existing sanctioned strength be increased by 50% and subsequently existing civilian cadre be enhanced upto the post of Principal Technical Officer as per ratio appended below:Sl. No.
1. 2. 3. 4. 5. 6.
Proposed Grade
Junior Engineer (QA) Assistant Engineer (QA) SSO-II SSO-I Principal Scientific Officer Dy. Chief Scientific Officer
Proposed Pay Grade Pay
Band
Rs.27,900 – 1,04,400 (PB-2) GP Rs.14,400/Rs.46,800 – 1,17,300 (PB-3) GP Rs.16,200/Rs.46,800 – 1,17,300 (PB-3) GP Rs.19,800/Rs.46,800 – 1,17,300 (PB-3) GP Rs.22,800/Rs.1,12,200 – 2,01,000 (PB-4) GP Rs.26100/Rs.1,12,200 – 2,01,000 (PB-4) GP Rs.26700/Total
& % of Proposed Sanctioned Strength
48 32 10 7 2 1 100
EFFECTIVE IMPLEMENTATION OF RRs
13. Recruitment Rules are being formulated by all concerned departments during every CPC. The purpose of formulation of new RRs during every pay commission is basically due to changes in nature of work, modifications and availability of highly educated people for recruitment at entry levels. However it is observed that the
promulgation of RRs takes a long time i.e. up to 10 years during the last two CPCs. RRs of 5th CPC have been promulgated after implementation of 6 th CPC i.e in the year 2008. In the worst case the RRs of 6 th CPCs have not been promulgated till date. As per the 5th CPC recommendations the RRs should be implemented within six months from the effective date of respective CPCs. This delay in promulgation of RRs leads to delay in administrative process for departmental promotions and new recruitment and thus causes further stagnation in the cadre. Therefore it is proposed that the effective promulgation of RR needs to be strongly recommended during 7 th CPC.
INTRODUCTION OF TIME BOUND PROMOTION
14. The MACP policy was introduced to compensate for the losses/ drawbacks of the ACP. As per the MACP policy, an employee is eligible for three promotions/financial upgradations during his 30 years of service. But the drawbacks of MACP policy are that the financial up-gradations are in the hierarchy of grade pay rather than the hierarchy of the cadre as was in the case of the ACP. Hence practically there is no benefit in the MACP policy for group ‘B’ cadre which needs urgent attention. On the contrary, this MACP policy is beneficial for the group ‘C’ and group ‘A’ cadre. Group ‘A’ entry level post in Grade Pay 5400 (PB-3) is getting 3 promotions within 13 years entering 1st post in PB-4 and he get retired after generally reaching the 5 th /6th promotions in top post of PB-4. Group ‘C’ entry level post reaches in 2 nd level of Grade Pay 4600 in PB-2. Group ‘B’ entry level post in Grade Pay 4200 (PB-2) is getting 3 MACP after 30 years of service within same pay Band (PB-2). Thus, it is a serious discrimination in granting financial up gradation to Group ‘B’ with respect to Group ‘C’ and Group ‘A’ cadres. The above-mentioned facts are more visible and evident through the comparison appended below:EFFECT OF MACP AND INCREASE IN GRADE PAY AFTER 30 YEARS GRUOUP ‘C’ INDUSTRIAL EMPLOYEE DESIGNATION
MACP 1ST MACP (AFTER 10 YEARS)
LABOUR WORKMAN SKILLED
SEMI
WORKMAN SKILLED
GRADE PAY 1800
1900 2000
GUOUP ‘B’ SUPERVISORY CADRE OF DGNDS/ NSRYS/ DGONA/DGOF/DGQA DESIGNATION CHARGEMAN (PROPOSED JR. ENGINEER)
FOREMAN (PROPOSED ASST.
MACP 1ST MACP (AFER 10 YEARS)
GRADE PAY
GUOUP ‘A’ INAS/ IOFS CADRE DESIGNATION
MACP
AM/ AWM 4200
4600
GRADE PAY 5400 in PB-3
MANAGER/ WORKS MANAGER
1ST Promotion (after 4 Yrs)
DEPUTY GENERAL MANAGER
2nd Promotion (after 9 Yrs)
6600 7600
WORKMAN SKILLED-II
HIGHLY
WORKMAN SKILLED-I
HIGHLY
2400
ENGINEER)
2800
2ND MACP (AFTER 20 YEARS)
4800
4200
3RD MACP(AFT ER 30 YEARS)
5400 PB-2
2ND MACP (AFTER 20 YEARS)
MASTER CRAFTSMAN
ADDL.G M/ GENERAL MANAGER
3RD MACP (AFTER 30 4600 YEARS)
in
JT.
3RD Promotion (after 13 Yrs)
8700 in PB-4
----
8900
GENERAL MANAGER/ ADDL. GENERAL MANAGER
10000
CHIEF GM/ GENERAL MAMAGER
12000
SR.
MEMBER/ADDL DG
75000-80000
DGONA/ CHAIRMAN
80000 (FIXED
(a) It is visible from the comparison table that there is a serious discrimination and injustice for granting promotions/financial upgradations to group ‘B’ as compared to group ‘C’ and group ‘A’ cadre. (b) In view of these facts, it is proposed that during 7’th CPC, the provision of time bound promotion policy/ financial up-gradations up to five promotional grades in 30 years be introduced. (c) The following career progression for Civilian Cadre in the DGNDS/ NSRYS incorporating Provision of time bound promotion instead of MACPS:Existing hierarchy of posts
Post
Chargeman
Grade Pay
Rs.4200 (PB-2)
Proposed hierarchy of posts after proposed cadre restructuring
Correspondin g Post
Junior Engineer (QA)
Provision of time bound promotion instead of MACPS which shall compensate the losses due to MACPS
Proposed Pre-revised Grade Pay
Entry grade 4600, PB-2
Foreman
Rs.4600 (PB-2)
Assistant Engineer (QA)
5400, PB-3
Civilian Technical Officer
Rs.4800 (PB-2)
SSO-II
6600, PB-3
Senior Technical Officer
Rs.6600 (PB-3)
SSO-I
7600, PB-3
Does not exist
--
Principal Scientific Officer
8700, PB-4
--
Dy. Chief Scientific Officer(Design)
8900, PB-4
Does not exist
For entry level post of JE (GP-4600) : 1st Functional/nonfunctional promotion to GP-5400 (PB-3) after completion of 8 years in GP-4600 2nd Functional/nonfunctional promotion to GP-6600 (PB-3) after completion of further 6 years in GP-5400 (PB3) 3rd Functional/nonfunctional promotion to GP-7600 (PB-3) after completion of further 6 years in GP-6600 (PB3) 4th Functional/nonfunctional promotion to GP-8700 (PB-4) after completion of further 6 years in GP-7600 (PB3) 5th Functional/nonfunctional promotion to GP-8900 (PB-4) after completion of further 4 years in GP-8700 (PB4)
GENERAL POINTS
15.
(a) To meet the requirement of diversified role of Technical Allowance. NDS/ NSRYS, they are being trained by undergoing various technical courses at different institutes like DIAT University, CQA (A), CQA (ME) Pune, BARC, Mumbai, etc. and even abroad also. They are undertaking jobs out of their
preview. Therefore TA is recommended for personnel undergoing such technical courses. (b) As per the role of NDS/ NSRYS, personnel are Hazard Allowance. handling explosives and hazardous chemicals directly during their association with various organizations like OFs, NADs, DRDO Labs and Naval Dockyard etc. It is pertinent to mention that they are involved in life assessment as well as life extension of shelf life expired Ammunition / Explosives which are more prudent to Hazards. Therefore this long standing demand of Hazard allowance to NDS/ NSRYS staff be introduced in this CPC.
(c) Now a day medical treatment has become very Medical Allowance. expensive and out of reach of government employees drawing salary in PB-1 & PB-2 as they are unable to get treatment from good hospital. Though CGHS and AMA facilities are provided by government, there are a lot of technical and practical difficulties an individual has to face, and during emergency the condition becomes very cumbersome. To avoid this it is recommended that all central government employees serving and retired and others who are covered under existing CGHS and under CS (MA) rules may be offered reimbursement of the premium paid by the individual towards any health insurance scheme covering medical expenses up to ten lakh rupees on a voluntary basis subject to a limit of one Basic Pay. This will avoid the hardship faced by an individual during submission of the medical claims. (d) Presently there are three slabs of HRA House Rent Allowance. based on categories of cities i.e. 30%, 20% & 10%. However all central government offices are situated at least at district places. Considering the inflation rate and escalated prices of houses and their rents it is recommended that rate of HRA be increased by 5% and the present slabs be changed from three to two i.e. 35% & 25%. (e) During LTC people are getting only fare for to and fro LTC. journeys. But lodging and boarding charges during stay are not being reimbursed during LTC. It is recommended that LTC to be made more comprehensive and fixed amount for lodging and boarding charges be included in it irrespective of cities for atleast one week duration. (f) It is being paid as per type of City (X, Y or Z) Transport Allowance. and grade pay. However in this era of industrialization all the cities have been
developed manifold. Moreover fuel cost is same in all the cities. Due to expansion of city peripheries, people have to commute from long distances. Therefore it is recommended that transport allowance be given rationally irrespective of type of city and grade pay. (g) Presently CEA is given till 12 th Children Education Allowance. standard for two children and amount given is very partly considering escalation of fee structure by schools. Therefore it is requested that the existing rate be increased to actual school / college fees plus fixed amount for books, uniform etc. and it should be extended till completion of education (Graduation & post graduation). (h) Entitlement for travel by flight for Central Govt. Servants in PB-2. Existing people are expected to be ready for duties on travel at the eleventh hour, notwithstanding their age factor. It is observed that it is difficult to get rail tickets on time. The problem is more pronounced in organizations, where supervisory cadre personnel have spent long years of even nearly two decades in the feeder cadre and have aged considerably. By virtue of designations they have been carrying over for years (due to poor HR and not well-defined career policies in the respective departments) they are deputed for external duties for field work, which causes severe physical discomfort on journeys by rail / road. This is also adding to the stigma of non-promotion for several years. It is therefore recommended that to ease their physical discomfiture and an efficient output on external duties, staff placed in PB-2 may be extended the privilege on air travel at least by economy class. (j) TA/DA on official duties. In general, most of the time on audits is spent on scrutinizing claims on TA/DA. The submission of vouchers, bills, receipts, testimonials etc. involves enormous paper work by Central Govt. Servants on TA/DA claims on regular official duties. The submission process by the individuals and the subsequent scrutiny by Accounts/ Audit departments concerned suck away valuable time, which can be diverted worthwhile for other important tasks that await immediate attention. It is mentioned that in travelling and at new place nobody gives bill of food and even hotels refuges to allot rooms if we ask for TIN No bills. As the eligibilities have been conveniently laid down according to the grade pay status of the employees, it would suffice if the audit departments ensure that the stipulated amounts are given and acknowledgements are taken from employees for receipt. At least this can be followed for employees up to Group - B, where the financial implications are modest. Detention certificates from concern department should be sufficient for the claim.
(i)
Conveyance Allowance: - To be made Rs. 350/- as against Rs.100/-. (ii) Food Allowance: - To be made Rs.525/- as against Rs.150/- initially. (iii) Accommodation (Hotel):- To be made Rs.1750/- as against Rs. 500/-.
(k)
Local Temporary Duty. (i) RMA to be enhanced to Rs. 12/- per Km and to be altered accordingly for every six months basing on AICPI and rates published by respective State Governments. (ii) Eligibility of Taxi be made available from PB-2 onwards.
(l) Higher Education Allowance. Personnel are inducted as per the specified educational criteria for recruitment. However some people inducted with higher qualification than required and some getting higher education during their service which beneficial to the department / government during their service and they becomes assets for government. Therefore HEA bi introduce in forthcoming CPC. (m) OT Allowance. Calculation of OT allowances should be followed uniformly for peer categories in similar nature of departments. (i) As a case study, staff placed under Min.of. Defence are paid on different calculations based on their departments. While, staff working in Ordnance factory boards, and quality control organizations annexed to Ordnance factories are paid with latest pay scales, staff working in Naval Armament Inspectorates ( a unit of Indian Navy, under Ministry of Defence, Government of India ) are compared with Naval Dockyards, where OT calculations are done on notional pay scales in line with IV CPC, which is obviously archaic. The financial losses due to such outdated calculations can be imagined, at a time when the advent of VII CPC is gaining ground. The problem gets magnified, when the concerned administrative heads and accounts departments plead ignorance on the subject and try to throw the ball on each other’s court ultimately leaving the issue in a stalemate. (ii) It is high time that the issue is redressed for such underpaid departments, to clear the air of disparity and financial losses. (n) Casual Leave. Casual Leave to be restored to 12 days as it is widely felt that on an average a person would require one day a month to meet any personal exigencies with a faster pace of demanding life. (p) Increment. Increment of 3% is not justified as to reach the maximum scale an employee will have to serve 40 to 50 years of service which is impractical. Moreover pay scale will be changed for every 10 years due to MACP. Hence 3% of increment is unjustified. Therefore it is proposed that the rate of increment be made 7.5 % of (Band Pay + Grade Pay). (q) Car Loan. Eligibility of Car loan be made available for Central Government drawing salaries in PB-2. It is also proposed that CSD facility for
