Wednesday, September 22, 2010

NAPE GROUP C SUBMITS PROPOSALS ON CADRE RESTRUCTURING

THE NAPE GROUPC SUBMITTED  PROPOSALS ON CADRE RESTRUCTURING.THE PROPOSALS ARE POSTED HEREUNDER AND YOUR SUGESTIONS ARE INVITED FOR FURTHER MODIFICATIONS,IF ANY.
GENARL SECRETARY& MEMBER CADRE RESTRUCTURING COMMITTEE
CADRE RESTRUCTURING IN POSTAL & RMS PROPOSALS SUBMITTED BY THE NAPE GROUPC TO THE COMMITTEE ON CADRE RESTUCTURING


------------------------------------------------------------------------------------------------

POSTAL ASSISTANT/SORTING ASSTS. deserves up gradation in pay/grade pay/emoluments etc. In the first place the anomalies are furnished below in support of the same.

Postman Service Grade Pay Pay Band

Initial entry 2000 5200-20200 – Pay Band I

10 yrs of service 2400 5200-20200 – Pay Band I

20 yrs of service 2800 5200-20200 – Pay Band I

30 yrs of service 4200 9300-34800 – Pay Band II



Postal Assistant is drawing the following pay

Postman Service Grade Pay Pay Band

Initial entry 2400 5200-20200 – Pay Band I

10 yrs of service 2800 5200-20200 – Pay Band I

20 yrs of service 4200 9300-34800 – Pay Band II

30 yrs of service 4600 9300-34800 – Pay Band II



Prior to implementation of the 6th CPC, BCR Postman pay scale is the starting scale of the Postal Assistant. Hence there is no anomaly in the pay and so the postman could show interest for promotion to Postal Assistant.

6th CPC has clearly mentioned that Grade Pay reflects the cadre in a scale. But after implementation of 6th CPC the scenario is different. Due to overlapping of the grade pays, even though a Postman gets promoted to PA his grade pay will be from 2400 even though in Postman cadre he may be drawing 2800 as Grade pay. This is irregular and this setup discourages a postman for promotion to Postal Assistant. In this connection it can be argued that the DP Quota of 50% in PA Cadre will never be filled up as PA cadre is not at all compensative or attractive, consequent of which the work in Post Offices suffers due to 50% shortage of staff.

Another example is the Grade Pay of LSG supervisor i.e APM(Mails)/APM(SB)/APM(Accounts) is 2800 where as Cash Overseer, Mail Overseer or Senior most Postman will be drawing grade pay of Rs.4200/- here a glaring indication of supervisor drawing less pay than his subordinate postman..



An HSG-II Postmaster will be drawing Rs.4200/- as Grade Pay and the Cash overseer or Mail overseer also drawing the same Rs.4200/- as Grade pay

The contentions of the Postman that the pay of Sorting Postman/Head Postman/Mail Overseer/Cash Overseer should be equal to Sorting Assistant/Postal Assistant is very much welcomed and accepted as it is in accordance with the recruitment rules of Postal Assistant. In this connection the postman is well compensated by the Pay Commission as discussed above with the Grade Pay of Rs. 4200/- to Sorting Postman/Head Postman/Mail Overseer/Cash Overseer whereas for Postal Assistant/Sorting Assistant the Grade Pay is only Rs.2400/- A GLARING ANOMOLY WHICH HAS TO BE ADDRESSED. Now it is understood that the Postman Cadre is aiming for IPOs Grade Pay of Rs.4600/- ending with SSPOs Grade Pay.

The Historical/Traditional duties of a Postal Assistant and radical changes is furnished below

The growth chart of a Postal Assistant reveals how a brilliant student who had secured good percentage in 10+2 i.e. more than 80% and whose fate is sealed up by the entering into the department. Where as an employee of different departments enjoys more number of avenues for growth and better remuneration and pay scales attached to them.

Employee of this department is not even offered a post card free whereas in Railways and other departments their departmental service is provided free of cost. The XLRI Jamshedpur report has clearly clarifies that there is no separate costing of compensation for the postal employees. The employees are in receipt of functional specific allowances and they are very similar to the general category of government employees with respect to pay.

This XLRI report has clearly mentioned that the employees were not satisfied with the pay and benefits. The report also clearly mentions the dissent for promotional avenues in the department. This report should have made the 6th CPC members to have a good in-depth study for settling the discontent among the employees.

Employees of this department are known for their hard work. No employee of any other Department in the country handles so many duties as a Postal Assistant does.

1. A Postal Assistant is directly related in providing the services of booking/sorting of registered letters, registered parcels, VPP articles, Money orders, instant Money Orders, Speed Post articles, Speed Post Parcels, Express Parcel Post, Telephone Bills, Logistic Pots, Rural Postal Life Insurance, Postal Life Insurance, pension payments of Railways, Coal Mines, Postal Service, Postal Family, EFP and Western Union Money Transfer Payments.

2. Of recent Postal Assistant also handles the newly introduced schemes namely National Rural Employment Guarantee Scheme, and acceptance of applications of Right to Information act.

3. He also attends to the services of Small Savings Scheme (manning the largest Banking System in the world), like Savings Bank Scheme, Recurring Deposit Scheme, Monthly Income Scheme, PPF, Time Deposits, NSS, Senior Citizens Savings Scheme, National Savings Certificates, Kisan Vikas Patras.

4. He also attends to the duties of a Sub Postmaster and he is whole custodian of the Sub Post Offices and its Branch Offices. Like in Railways or in other Departments there is no separate recruitment of staff for managing of accounts relating to drawl of salaries, expenditure, revenues generated etc. The same Postal Assistant also works as Accounts PA in the Accounts Section.

5. He also works as Public Relations Inspector (Postal) and Assistant Treasurer (Cashier) and Treasurer (Chief Cashier) handling the same volume of cash.

6. The same Postal Assistant also works as Office Assistant in Divisional Offices, Regional Office, where as in Railways and in other departments separate cadre people are recruited with different pay scales for working in Administrative offices.

7. He works as System Administrators/System Mangers whose duties comprises of implementation of the software packages(Western Union Money Transfer, iMO, Sanchay Post, developed, in various offices, maintenance of the network, computer hardware, UPS, printers.

8. He works as Business Development Executives whose duties comprises of procuring business and marketing of departmental products to the wider market.

9. He works as programmer computerizing the departmental work. Software developed are, V2SBCO, Meghdoot, E-Corr, SpeedNet etc.

10. The Postal Assistants are now asked to sell various Devasthanam’s tickets, procure business for various mutual fund companies like, UTI, Reliance energy fund, PNB Mutual fund, SBI Mutual fund at the cost of Small Savings business.



The nature of works performed by a Postal Assistant have undergone a sea change after the advent of 5th CPC. Many of the above duties performed clearly reveals even to a layman that they require calibre above the 10+2 basic educational qualifications of a Postal Assistant. It is a fact that the Department is using the services of the officials who were having Bachelor’s degrees, Masters Degrees in Computers, Business Administration without properly compensating for their efforts. This is evident in the 6th CPC report in Para 7.6.21 wherein it has acknowledged that the Postal Assistants are performing multifarious functions. The 6th CPC in its report in para 7.6.21 has clearly stated that it is now way concerned with individual cadre review and thereby creating further scope for the Department to exploit this cream of people without proper compensation which is an infringement of Article 23 – Right against Exploitation of the Indian Constitution. 6th CPC has not even discussed about the works and duties being done by a Postal Assistant and the justification of the present pay being given to the Postal Assistants.



Comparison with other departments:- Department of Railways the pay commission has upgraded many pay scales drastically.

The hierarchy in the cadre of Commercial Clerks is as follows:

Commercial Clerks Rs.3200-4900

Senior Commercial Clerks Rs.4000-6000

Head Commercial Clerks Rs.5000-8000

Chief Commercial Clerks Rs.5500-9000

Commercial Superintendent Rs.6500-10500



The Commission, has recommended, that the category of Senior Commercial Clerks may be upgraded and placed in the scale of Rs.4500-7000 corresponding to the revised pay band PB-1 of Rs.4860-20200 along with grade pay of Rs.2800.

Similarly in respect of Transit Clerks where, the initial recruitment is in the pay scale of Rs.3200-4900 and the first promotion is in the grade of Rs.4000-6000 as Senior Transit Clerk. The next promotion is that of Head Transit Clerk in the scale of Rs.4500-7000. All these posts were merged and the Commission recommended merger and made the transit Clerks automatically be eligible for first promotion in the scale of Rs.4500-7000 corresponding to the revised pay band PB-1 of Rs.4860-20200 along with grade pay of Rs.2800.

Negligence on part of the commission to Postal Assistant cadre It is for the first time that a Central Pay Commission has been asked to look into the measures that would improve the delivery mechanisms which have a direct bearing on the services provided by various Government agencies to the common citizens

The Postal Assistant is the person who also provides the services to the public. But the 6th pay commission has failed to make justification to these personnel nor suggested any bifurcations required in this cadre for better delivery of the services. These pitfalls in the report which have worst repercussions on decade to come are explained along with necessary suggestions to overcome are suggested below

1. The pay scales with which the Postal Assistant is concerned are as follows









Sl.No Financial upgradation for Postal Assistant 5th Pay Commission Scale Sl.No 5th pay promotional cadres 5th Pay Commission Scale

1 Postal Assistant feeder cadre to all the below 4000-100-6000 4 LSG CADRE after 10/8 yrs service as Postal Assistant 4500-125-7000

2 TBOP after 16 years of service as Postal Assistant 4500-125-7000 5 HSG-II CADRE after 3 years of service in LSG cadre 5000-150-8000

3 BCR after 26 years of service as Postal Assistant 5000-150-8000 6 HSG-I CADRE after 3 years of service in HSG-II cadre 6500-175-10500



The grade pays given by 6th CPC to the above mentioned pay scales are as follows

Sl.No Financial upgradation for Postal Assistant 5th Pay Commission Scale Grade pay % on the maximum of the scale

1 Postal Assistant 4000-100-6000 2400 40%

2 TBOP 4500-125-7000 2800 40%

3 BCR 5000-150-8000 4200 52.5%

4 LSG CADRE 4500-125-7000 2800 40%

5 HSG-II CADRE 5000-150-8000 4200 52.5%

6 HSG-I CADRE 6500-175-10500 4200 40%



The above irrational methodology adapted by the 6th CPC for scales at Sl.No.3and 5 has caused much drift in the pay scales. Hence suggestion to remove contention is given in Para 6 below

2. The 6th CPC has merged the pay scale of Group- D, Postman, T/s Postal Assistants and TBOP Postal Assistants into a single pay band. This irrational move of the 6th pay commission will have a very derogatory effect on the immediate supervisors over this cadre like the Postal Assistants and TBOP Postal Assistants both morally and financially. Hence the Postal Assistants should be moved to the pay band PB-2 of the revised scales of the 6th Pay commission corresponding to the pre-revised scale of Rs.5000-150-8000.

3. The 6th CPC has approved the up gradation of scales of the Inspector of Posts Offices(IPO)from Rs.5500-9000 to Rs.7450-11500 of pre-revised scale. This cadre (IPO) does not have any direct bearing on the services being provided to the public. This cadre (IPO) only inspects the work carried out by a Postal Assistant but cannot create any new work. The nature of duties being carried out by the Inspector of Department of Post does not run on parallel lines of that of Inspector of CBDT. If the 6th CPC has considered that the IPO cadre is eligible for prerevised scale in Rs.7450-11500 then the Postal Assistant is eligible for Rs.5000-150-8000 of the pre-revised scale of 5th CPC.

5. The 6th CPC has considered the issues of the Commercial clerks and Transit clerks basing on the basis of the work load and environment but not to the element of graduate entry. The work load and working conditions of the Postal Assistants/Sorting Assistants are much worse to that of Commercial clerks and Transit clerks. The Postal Assistants are also eligible for the upgradation correspondingly to the scale of Rs.5000-150-8000 of the pre-revised scale of 5th CPC.

6. The 6th CPC has not mentioned nor suggested any measures for TBOP and BCR financial up gradations. It has simply stated that this Commission has no intention of rectifying these anomalies right from the time of their inception and is of the view that interest of justice will be served if these anomalies are rectified for the present and the future. For many demands of other departments it has suggested for merging or upgradation of scales and accordingly it has merged/upgraded various scales and settled the anomalies. When coming to the Department of Posts except for the Inspectorial cadre, Group-D and Postman cadre it has not mentioned of any mergers/up gradations for the Postal Assistants cadre promotions/financial up gradations namely TBOP and BCR so that the present anomalies gets rectified. Hence it is suggested that the following measures may be taken for remedying the anomalies It is observed that in the VI PAY recommendations the perks of the entire work force was adjusted in two PAY BANDS i.e., PB-1 & PB-2 whereas for UPSC candidates they were awarded with two PAY BANDS besides four additional scales that itself is fundamental anomaly. Moreover, there was a statutory condition that any upward revision of the PAY BAND/GRADEPAY in PB-1/PB-2 should not exceed the NEW SCALE GR A Entry i.e., 8000-275-13500 PB-3 15600-39100 and should be invariably be below this and corrections can be made up to this scale. This itself is a glaring anomaly.

Thus the Postal Assistant does deserve the Pay Band of PB-2 – 9300 – 34800 with Grade Pay of 4200/- as it is a BREAD WINNER CADRE and also for its sustenance and for promotions with hierarchical grade pays as under.

POSTAL ASST.8 S-7 4000-100-6000 PB-2 9300-34800 Grade Pay 4200/-



9 S-8 4500-125-7000 to be

7450-225-11500 PB-2 9300-34800 4600/-LSG

10. S-9 5000-150-8000 to be

7500-250-12000 PB-2 9300-34800 4800/- HSG-II

11. S-11 6500-200-9600 to be

8000-275-13500 PB-2 9300-34800 5400/- HSG-I

It is also observed that the regular promotional avenues are far less when compared to other Department, the Railways maintain 40% to the basic cadre which is very evident in cadre restructuring done recently and similar in hierarchical cadres, same in the case of Defence Civil where the first promotion (LSG) is awarded between 16 to 20 yrs of service in the cadre and second promotion is between 25 and 30 where as in this Department the first promotion itself is awarded after 30 yrs and second promotion after 35 yrs with no financial benefits.

In the above context the following number of posts should be upgraded as promotional posts correlating to the previous proposals scales and allowances.

POSTAL ASSISTANTS TOTAL 86260

LSG 6900 to 32000

HSG – II 2100 to 12800 40% of LSG

HSG - I 1622 to 6400 50% of HSGII

Further it was clearly enunciated in the PAY COMMISSION RECOMMENDATIONS that whenever there is a promotion one additional increment including Grade Pay besides next higher Grade Pay should be awarded. More over Norm Based Posts are all supervisor Posts carrying much higher responsibilities besides displacement from the Station. Therefore, the above suggestions put forth are JUST and not AVARACIOUS. Besides, special allowances as suggested in Restructuring of Cadres may also be included for Norm Based Promotions.

.

Classification Pre-Revised Revised Grade Pay Special Pay Cadre Restructuring

‘C’ Class SOs 4500-125-7000 9300-34800 4600 800 LSG

‘B’&’A’with

5 or less than 5000-150-7000 9300-34800 4800 1600 HSG-II

5 PAS

Office with more

5 PAs but less

Than 10 Pas 7450-225-111500 9300-34800 5400 2400 HSG-I

Offices with more

Than 10 PAs &

Postmasters 7500-250-12000 9300-34800 5400 3000 HSG (G)

It is understood that the Department itself has mooted/proposed to create a separate POSTMASTERS CADRE, therefore in this context it is suggested that for POSTMASTERS HSG (G) as mentioned above, should be placed in a separate Pay Band that is PB-3 of 15600-39100 with Grade Pay of Rs.6100/- besides SPECIAL PAY as mentioned so as to be compensative and attractive.

The pre-revised scale mentioned is to have a clarity as a base, the basic argument is that in any CADRE RESTRUCTURING there should be some kind of monetary benefit as the officials shoulder higher responsibilities like BD activities Executive works etc., besides manning the largest BANKING SYSTEM in the world i.e., P.O.SB and of course attending to normal postal operational duties therefore a postal assistant does a multi-farious functions which is complicated and needs highly intelligent and skilled personal. Further, like in Railways (Running Staff) and Banking Sectors SPECIAL PAY is given and treated as PAY for all purposes including Pension and in recent 6th Pay Commission such special pay stated to be Travel Pay/Travel Allowance for Railways is treated as Pay while fixing the Pay in the revised pay band







The suggestion was extended, since no official who was promoted to Norm Based Posts are benefited

On implementation of MACPs to Postmen Cadre the Grade Pay further extended as shown below

Entry-2000/-, Ist – 2400-, IInd – 2800/-, IIIrd – 4200/- therefore the IIIrd promotee Postman is getting much higher Grade Pay than PA-2400/- and the Norm Based LSG Supervisor -2800/-

This has shattered the entire lengths and breadths of PA cadre and its supervisors, as the supervisor draws less pay than Postman is ignominious to the cadre itself and the very contentions of PA Recruitment rules are simply flouted.



As illustrated above, the MACPs should carry the same benefits as shown below:

Postal Assistant Grade Pay 4200/-

Ist MACP 4600/-

IInd MACP 4800/-

IIIrd MACP 5400/-

The Grade Pay that is 4600/- is obsolete and can be abandoned as the difference between the Grade Pays that 4600/- and 4800/- is just 200/- and awarding such is simply a mockery further the average difference from 4200/- onwards is 600/-

Regarding, P.R.I.(P)s they should be invariably kept at H.S.G.-II with all the benefits mentioned above and similarly, all norm based posts in S.O.s and H.O.s to carry similar benefits.



Regarding ACCOUNTANTS, they can be placed in LSG Cadre with the same special pay benefit and similarly APM ACCOUNTS can be placed in HSG-II Cadre with the Special Pay mentioned.

TREASURERS dealing with cash and stamps of value less than 5 lakhs should be kept in one cadre

TREASURERS dealing with more than 5 lakhs but less that 10 lakhs in an another cadre

TREASURERS dealing with more than 10 lakhs to be treated as CHIEF TREASURER as in BANKS with supportive GRADE PAY &SPECIAL PAY.

THE SYSTEM ADMINISTRATORS should be placed in higher cadre, as per the above hierarchy

The structure may be as follows

Postal Assistants who are recruited with Inter as Basic qualification are made to perform the following tasks

Software Programmers

System Admins whose work involve maintenance of Networks (LAN/WAN) and continuity, updation of softwares, and other back end operations like maintenance of databases and backups, maintenance of hardware

The tasks performed by the above two cadre of officials can be categorized into the following category of officials in terms of categories presently seen outside the department

Software Engineers/Programmers

Networking Engineers

Systems Administrator

Hardware Engineer

Database Manager

Back-end operators

Troubleshooter

Trainer



The present working setup is Systems Administrator at Head Post Office levels and Systems Manager at Regional levels. But this nomenclature is giving a very bizarre look to the general public.

Hence the following new nomenclature is proposed along with levels and units to be under their control

Software Development Centres

a) Junior Software Engineer: This should be the entry grade for every software developer/programmer. Proposed scale in the pre-revised is Rs. 7500-250-12000.

b) Asst.Software Engineer: This should be the next higher grade after some years of service like 5-7years

c) Software Engineer:

d) Senior Software Engineer:

At Field levels:

a) Officer(IT): His duties should be comprised of Networking Engineers, Systems Administrator, Database Manager, Back-end operators, Troubleshooter, Trainer. The duties Hardware Maintenace should not be included in his duties. He should be made incharge of the HO and its underlying SOs. The proposed scale in the pre-revised scale is Proposed scale is Rs. 7500-250-12000

b) Regional Manager: He is supposed to be at Regional level as justification at DO level cannot be brought out. He is supposed to guide the Officer (IT) of various HOs

c) Senior Manager: He is supposed to be at each Circle level and to guide the Regional managers in implementation of projects

d) Zonal Mangers: This comprises of whole country as zones at southern, northern, western, North Eastern, Central respective

e) Managing Director: At apex le Regarding matching savings

The Savings Bank revenue realisation should not be on slab basis i.e., Rs140/- per account but on percentage basis of 3% on net assets which itself contributes some additional 6000/- crores as in the case of Banking/Insurance Sector. In variably shutting down of all Regional Offices.

Cutting the commission paid to SAS/MPKBY agents by 50% and divert those funds to Departmental Revenue realisation which amounts to nearly 3000/- crores .

THIS UNION FIRMLY REITERATES THAT BOTH POMOTIONAL AVENUES THAT IS MACP SCHEME AND CADRE RESTRUCTURING POMOTIONS SHALL RUN CONCURRENTLY.

If an official gets both the promotions that is NORM BASED and MACP simultaneously/concurrently or separately, having the same PAY BAND and GRADE PAY, to one promotion he should awarded FIXATION OF PAY and GRADE PAY and to the other atleast one additional Increment.



(D.KISHAN RAO)

7 comments:

Anonymous said...

ALWAYS THESELECTION GRADE SUPERVISORS ARE IGNORED IN TOTAL BY THE UIONS. HOW A SELECTION GRADE SUPERVISOR OR A POSTMASTER BE EQUATED WITH A POSTAL ASSISTANT IN MACP-IOR II OR III.THE LSG PROMOTION IS GETTING AFTER 30 YERAS EXCEPT IN VERY RARE AND FEW CASES OF FTPs.BY THAT TIME THE OFFICIAL WHO IS OFFERRED THE LSG PROMOTION WILL BE DEFINETLT IN GP RS.4600/- OR ATLEAST IN gp rs.4200/-.THEREFORE IF LSG/HSGII/HSGI ARE CALLED PROMOTIONS THEN THEY SHOULD BE FIXED IN THE SCALES OF GP ABOVE MACP. TO BE PRECISE THE GP OF THE LSG SHOULD BE 4600/- ATLEAST AND THAT OF HSG-II SHOULD BE RS 4800/-IN GROUB B AND FIR HSG-I IT BE RS 5400/- IN GROUP-A.
THIS MAY BE CONSIDERED FAVOURALBLY AND INCLUDE IN THE MODIFIED PROPOSAL TO BE SUBMITED TO BEFORE THE COMMITTE UNDER CADRE RESTRUCTURING.

P.S.BABU said...

The FNPO had also published its views. Why there are two proposals. Now whether the department will take the
Federation's proposal or NAPE Gr.C proposal for consideration.

P.S.BABU

P.S.BABU said...

I studied your proposal in depth. Congrats Mr.Rao for your excellent proposal. Please pursue the proposal in the Cadre
Restructuring Committee Meeting and make the department to accept this proposal. Wish you good luck.

= P.S.BABU

Anonymous said...

I have thoroughly studied your proposal. There is a full justification for enhancing/upgradation of Pay Band plus Grade i/r/o Postal/Sorting Assistants. Because, all the plans/ programmes of Postal deptt. are to be finally implemented by this cadre. Though this a Group-C cadre, but highly talented and qualified personals are working in this cadre. All the Postal Businesses as well as earning of revenues are depend on this cadre, i.e. on PAs/SAs. PAs/SAs are performing various as well as diversific tasks which are offered by this great Department from time to time. All new products of the deptt.are to be handled/implemented by this cadre at the market. The 6th CPC did not give such importance on this cadre of this department. But, we suggest/expect that the pay slab of the PAs/SAs should be enhanced to PB-2,Rs.9300-34800 plus Grade Pay Rs.4200/- in entry grade. And it should be settled before finalisation of the Group-C cadre restructuring process.

At last, Welcome Mr. Rao as well as your great proposal. With best wishes & anticipation ---

Swaraj

james said...

I am a newly recruited for PA/SA 2012, after visiting the office i found that it is not only a 10+2 job but a graduation job, heavy duty and low salary, I expect Postal assistant will be like maintaining data and carrying files but the work is like a group B post, what postal assistant can do is like the Inspector of Post performs. The name of Postal Assistant sounds like Assistant's in SSC posts and all are Group B posts. PA/SA has open competitive exam and DE/typing test, so, salary should not be same as the driver, mail man, speed post man, post man, even though they are very senior in service. Most of the PA/SA selected are graduates and Master degree holders once they join and submit their degree certificates they should be entitled to pay band 2 with administrative responsibilities.

Anonymous said...

I am a newly recruited for PAPO 2012 , i ve study for job role of PA, it is responsible job but regarding to pay it very low compare to work load and it not a 10+2 job every thing know about post rule and other issue i think it not for 2400 grade pay job , grade pay will be increase around 2800 minimum so newly recruiter work done here....

james said...

Postal Departmental examination should be open to all eligible candidates or employees within the department to compete for higher pay band/scale/grade. Eg. A postman/assistant is qualified for Inspector/pay band 2/higher scale in terms of his qualification and minimum years of continuous service duration parameter should not be less than 3 years be eligible not 10, 15, 20, 25 long years. Everyone who are eligible and clear the exam must be given a chance to become Group A category or higher post before his retirement