7th CPC Report – Main issues of Multiple Factor, Allowances & major injustice
INDIAN RAILWAYS TECHNICAL SUPERVISORS ASSOCIATION
(Estd. 1965, Regd. No.1329, Websitehttp://www.irtsa.net )
Central President, IRTSA
# 4, Sixth Street, TVS Nagar, Padi,
Chennai – 600050.
General Secretary, IRTSA,
C.Hq. 32, Phase 6, Mohali,
Shri Pradeep Kumar Sinha
Cabinet Secretary, Government of India &
Empowered Committee on 7thCPC Report,
39-A North Block, New Delhi-110001.
Subject: 7th CPC Report – Main issues of Multiple Factor, Allowances & major injustice and Reg. Pay Level& Classification of Technical Supervisors on Railways
Central Government employees in general and Technical Supervisors on Railways in particular are seriously aggrieved by extremely adverse& unjust Report of the Seventh Pay Commission and appeals to the Empowered Committee on 7th CPC Recommendations topleasesuitably modify the recommendations especially in respect of the following major issues including those of the major injustice Reg. Pay Level and Classification of Posts of Technical Supervisorson Indian Railways and Reg. Fitment Factor, Allowances etc.
1.PAY LEVEL OF TECHNICAL SUPERVISORS ON RAILWAYS(Para 11.40.104 of 7thCPC Report):
7th CPC initially observed that Technical Supervisors on Indian Railways play a vital role in the safe and efficient running of trains, but the Pay Level 6 & 7 recommended for this vital category is not commensurate with their duties, responsibilities, accountabilities and job requirements especially keeping in view the following factors:
i) Need for higher Pay scales for Technical Supervisors in Indian Railways has been grossly ignored by the Pay Commission – in spite of their higher Recruitment Qualifications, Training, Job Requirements, onerous Nature of Duties, and increase in their Responsibilities due to modernization and introduction of high speed trains. Relativity against other nontechnical cadres like Accounts etc. has been further disturbed.
ii) As per established law, an equal cannot be over an equal and that Promotion implies advancement to a higher grade & Supervisor should be in a scale higher than Supervised whereas the JEs (Junior Engineers) on the Railways have been placed in Level-6 in which the Senior Technicians are placed even though JEs supervise the Senior Technicians.
iii) Railways had agreed for higher Grade Pay for Technical Supervisors (JE & SSE) as recorded in item-3 of Minutes of the Departmental Anomalies Committee (Railways) held on 01.06.2010. “It was brought out in the discussion that Technical Supervisors have superior recruitment conditions, duties and multifarious responsibilities to ensure out-turn targets, optimum productivity, quality control, safety, material management, optimum utilization of man-power machinery, equipment, rolling stock and other resources for efficient train operations. They are also given induction training after recruitment for 18 months period which is very much longer compared to other categories….”
iv) It is, therefore, requested that the Junior Engineers (JEs) on the Railways may please be placed in Level 8 (instead of level 6); and Senior Section Engineers (SSE) may please be placed in Level 10 (instead of Level 7) in the new Pay Matrix.
1.2. UPGRADATION OF 33% POSTS OF SSE AS PRINCIPAL SSE & PLACING THEM IN LEVEL-11(PARA OF 7TH CPC 11.40.113):
a) 7th CPC vide para no 11.40.113 in the chapter related to Technical Supervisors, accepted that there is stagnation at the stage of Grade Pay Rs.4600 (SSE) but it failed to consider the demand for upgrading the Posts of SSE in-charge to a higher grade as Principal SSE – as demanded by IRTSA as well as by both the Recognised Federations i.e. AIRF & NFIR; Great degree of confusion in the work hierarchy and order of command has been created in the technical Departments on the Railways as in the Cadre Restructuring of Group ’C’ done thrice on the Railways over the last nearly 30 years, none of the Posts in the apex Grade of Group ‘C’ was ever upgraded and consequently the cadre of Technical Supervisors has become an inverted pyramid with no promotional avenues with 67% posts Technical Supervisors in the apex Grade of SSEs (Senior Section Engineer) and only 2 to 3% thereof in Group B – thus leaving large majority of SSE getting stagnated in that grade for 10 to 20 years or even more and retiring in that Grade itself.
b) SSEs gain expertise in their related fields after putting in years of service. Utilizing the senior most Technical Supervisors as part of managerial cadre will be to the advantage of Indian Railways.
c) Officers in the Junior Scale & Senior Scale who are from different streams cannot directly look after the work at the field level and as such cannot optimize performance of their own without a on-the-spot Managers in the Shop Floor / Shed / Depot etc.
d) It is, therefore, imperative to have posts of Principal SSE for better efficiency and effective management at each level with clear line of control.
e) Most SSEs including even the Graduate Engineers recruited as SSE against 20% DR quota (are placed in proposed Level-7) – do not get promoted to next grades of
AWM/AE/AEE/ADME etc. due to lack of avenue of promotion since only 0.4% chances are available to them for their promotion.
f) Historically, pay scales of apex grade of Technical Supervisors were higher than Group ‘B’ & ‘A’ officers by the 3rd& 4th CPC. But the 5th CPC onwards while level of Group A & Group B have been raised substantially, while the pay scale / Grade Pay of SSE has been relatively suppressed.
g) Foremen ‘A’ / Shop Superintendent & Principal Foreman were granted the pay scale of Rs.840-1040 & Rs.840-1200 respectively above the pay scale of the rest of the Group C especially because they supervised the later. But this was also undone by 5th CPC.