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National Federation of Atomic Energy Employees (NFAEE)
RESPECTED CHAIRMAN AND MEMBERS OF THE NORMS COMMOTTE,
WE WELCOME ALL OF YOU TO THIS POWER POINT PRESENTATION.
AT THE OUT SET WE WOULD LIKE TO THANK THE DEPT. FOR THE
OPPORTUNITY BEING GIVEN TO THIS FEDERATION TO PRESENT ITS VIEWS
ABOUT THE PROMOTION AND RECRUITMENT NORMS.
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*OUR VIEWS ARE FRAMED CONSIDERING VARIOUSCIRCUMSTANCES SUCH AS:
• COMPARISION OF CAREER PROSPECTS OFJUNIOR VS SENIORS.
• VERTICAL AND HORIZONTAL RELATIVITIESAMONG VARIOUS CADRES.
• RECOMMENDATIONS OF ANAND COMMITTEE.
• THE PAY STRUCTURE & CAREER PROGRESSIONADOPTED IN THE SIMILAR R&D DEPARTMENTLIKE DEPRTMENT OF SPACE etc.
TECHNICAL CADREConsequent upon the implementation of the VIthCPC report, a committee was constituted under theChairmanship of Dr. A.K.Suri to examine theimplementation of the decision of the Governmenton the VIth CPC with regard to the revision of payscales for certain common categories ofemployees. The said committee was constituted byan Office Memorandum dated 12th September2008 issued by the then Principal Adviser, DAE,Shri. V.P.Raja. The salient points of the terms ofreference contained in the OM such as.
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• To examine all aspects and formulate a proposal forimplementing the recommendation of the VIth CPCwith regard to revision of pay scales for certaincommon categories of employees as contained in thePart – B of the notification dated 29th August, 2008of the Dept. Expenditure, Min. of Finance.
• To consider anomalies, if any , arising whileimplementing the above mentioned Govt.notification among the various groups ( Scientific,Technical, Administrative and Auxiliary employees) inthe DAE and recommend measures to correct theanomalies, without creating any new anomalies.
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• To consider the representations received fromthe employees and their recognizedunions/Associations in the light of the variousnotifications issued by the Government based onthe recommendations of VIth CPC.
• The committee may consult similar Departmentslike the Department of Space for comparablecategories of employees while arriving at itsconclusions etc.
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The report of the committee was implemented witheffect from the 2009. The committee report couldnot retain parity of various categories of employeeswithin department as well as similarly placeddepartment like the Department of Space (DOS). Andalso the vertical and horizontal relativities amongvarious cadres could not be retained. Twopromotional pay scales of 5000 – 8000 and 5500-9000 remained merged.
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It is worth to mention that the 5th CPC alsorecommended for the merger of Pay scales ofRs.950- and Rs.1150 and recommend the payscale of Rs. 3050 - 4590 for both grades andmerger of Rs.1200- and Rs.1320- andrecommend the pay scale of Rs. 4000 - 6000for both grades. All these merged scales wereoperated as promotional scales in DAE.
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While implementing the 5th CPC report theDepartment constituted a committee underthe chairmanship of Shri. A.K. Anand toconsider the implementation of Vth CPCreport. The committee in its report observedthat“while such merger is common in the Paycommission scenario and may not have anyimpact on many other GovernmentDepartment, in DAE, this has badly affectedthe career of thousands of employeesthreatening the industrial environment.”
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Accordingly the committee had recommendeddemerging the grades to remove thefrustrations among the senior employees inDAE. DAE has also taken a decision todemerge the grades which had mergedconsequent upon implementation of the 5th
CPC report and selected hierarchical payscales available to each grade in theTechnician’s promotional grades. By doing sothe Department could retain the promotionalgrades benefits what was existed prior to the5th CPC report
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This Federation (NFAEE) and variousUnion/Associations represented to the Department.As a result of that a Norms committee wasconstituted under the Chairmanship of Dr. A.K.Suri toconsider and mitigate the shortcomings of theprevious decisions.
This Federation (NFAEE) and the AEW&S Union BARChad an opportunity to present its view before thenorms committee. The Federation and the Unionpresented its view on carrier prospects of variouscategories by considering various aspects andcomparing the position in the Department of Space(DOS)
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The position of Technicical category in the DOS wasthat consequent upon the implementation of the VthCPC report the DOS has adopted the pay scale of Rs.8000 – 13500/- as a promotional pay scale from thepay scale of RS. 6500-10500/-. Whereas DAE hasadopted the pay scale of Rs. 7450 – 11500/- as thepromotional pay scale from the pay scale of RS.6500-10500/-. Hence unlike in DAE the senioremployees in DOS were getting a jump of one payscale. So the senior employees of DOS was betterpositioned than employees of DAE. Moreover theTechnicians of DOS was reaching to the Grade Pay ofRs. 7600 in a span of 33 years of service.
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This Federation (NFAEE) and the AEW&S Union BARC hadpresented these facts before the norms committee andsuggested to demerge pay scales for promotional grades andone stage up gradation of pay scales and attain parity withDOS. The parity of pay could have been attained by upgradingthe pay of senior employees.
Due to the merger of the pay scales the promotion to thegrade of Technician ‘F’ and auxiliary grades took place duringthe pendency period of 2006 to 2009 had nullified. Thepromotional benefits granted to them had also withdrawn.This has lead to scenario of litigation. The OM issued by theNodal Ministry in this regard to grant one increment ofpromotional benefit also turned down by DAE.
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The norms committee report implementedwith effect from the year 2011. The normscommittee attempted to address many issues.They have considered parity for junior mostemployees and new recruits. With the revisedpromotion norms in the case of new recruitsand junior most employees 100% parity withthe Department of Space (DOS) is achieved.
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However the case of senior employees who havecompleted a considerable period of service the parityhas neglected. Probably the committee may haveinadvertently ignored the jump of pay scale of RS.6500-10500/- to Rs. 8000 – 13500/- (revised GP RS.4600 to RS. 5400) in the DOS. In the case senioremployees the benefit of the revised norms isdecreasing as the seniority increases and zero benefitto the senior most employees who is about to retirefrom the service.
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Apart from the above issue some anomalieswere also cropped up in the revised norms.
To rectify the above said issues andanomalies while reiterating our earliersuggestions of demerger and one step upgradation, we submit the followingsuggestions.
ANOMALIESPARITY OF PROMOTION NORMS: JUNIOR VS SENIORS
The special relaxation on MEP extended in twopromotional grades gives benefit to few limited numberof employees only. Those who are already crossed thesegrades or completed the MEP was not got any benefits.Completion of same number of 27 years of service forthe special relaxation on MEP for technician ‘G’ to ‘H’and ‘H’ to ‘J’ is stipulated. Hence the G’ to ‘H’ casecannot be considered as a special relaxation. We feel itis unfair that the senior employees who have rendereddedicated service to this Department are not treated atpar with their junior most employees and new recruits.
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CHART COMPALING THE NORMS BEFOR AND AFTER REVISIONS
2006 NORMS REVISED IN 2009 REVISED IN 2011
From Grade To Grade MEP Residency MEP Residency MEP Residency
Tech B
GP 2000
Tech C
GP 2400 3 3 3 3 3 3
Tech C
GP 2400
Tech D
GP 2800 36
36
3 6
Tech D
GP 2800
Tech E
GP 4200 39
511
3 9Tech E
GP 4200
Tech F
GP 413
Tech F
GP 4200
Tech G/ FM A
GP 4600 4 17 6 17 5 14
Tech G/ FM A
GP 4600
Sr.Tech H/FM B
GP 4800 5 22 5 22 4 18
Sr.Tech H/FM B
GP 4800
Sr.Tech J/FM C
GP5400 5 27 5 274*
27 years
(4-1) 3
22
Sr.Tech J/FM C
GP 5400
Tech. Sup. A/FM D
GP 66006
336
335*
33
years
(5-2) 3
27
Tech. Sup. A/
FM D
GP 6600
Tech. Sup. B/
FM E
GP 76007 40 7 40 6 33
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The disparity among the juniors v/ssenior starts from the grade ofTechnician – G onwards hence wesuggest following length of service forthe special relaxation on MEP for thefollowing grades
CHART COMPALING REVISIONS : & OUR SUGGESTIONS
2006 NORMS
REVISED IN
2009
REVISED IN 2011 OUR SUGGESTION
FOR SPECIAL RELAXATION
From Grade To Grade Mep Resid. Mep Resid. Mep Resid.
LENGH OF YERS
Tech B
GP 2000
Tech C
GP 2400 3 3 3 3 3 3
Tech C
GP 2400
Tech D
GP 2800 36
36
3 6
Tech D
GP 2800
Tech E
GP 4200 39
511
3 9Tech E
GP 4200
Tech F
GP 413
Tech F
GP 4200
Tech G/ FM A
GP 4600 4 17 6 17 5 14 *15years (5-1) 4
*16years (5-2) 3
Tech G/ FM A
GP 4600
Sr.Tech H/FM B
GP 4800 5 22 5 22 4 18*19years (4-1) 3
*20years (4-2) 2
Sr.Tech H/FM B
GP 4800
Sr.Tech J/FM C
GP5400 5 27 5 274*
27 years
(4-1) 3
22*23years (4-1) 3
*24years (4-2) 2
Sr.Tech J/ FM C
GP 5400
Tech. Sup. A/
FM D
GP 66006
336
335*
33
years
(5-2) 3
27*28years (5-1) 4
*29years (5-2) 3
Tech. Sup. A/
FM D
GP 6600
Tech. Sup. B/
FM E
GP 76007 40 7 40 6 33
*34years (6-1) 5
*35years (6-2) 4
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SIMILAR BENEFIT SHALL BE EXTENDED TO THE CATEGORIES OF
PHARMACISTS, FIRE STAFF, DRAFT MAN etc.
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CARRY FORWARD BENEFIT OF LENGTH OF SERVICE FOR RELAXATION
The parity may not be attained in most of thecases in a single promotion since manyemployees has rendered more length ofservice. Hence it is requested that the benefitof special relaxation shall be extended at least3 promotions.
COUNTING OF TRAING PERIOD FOR SPECIAL RELXATION
The category II Training period to be counted for thepurpose of relaxation of MEP to those seniors whoput more service to reach grade pay of 4600/- andabove. This subject has already represented in ourearlier letters. Since the relaxation is restricted to thedirect recruited technicians, the technicians whowere recruited through the Cat-II scheme is in adisadvantages position and the direct recruits aresuperseding them.
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Further as per the decisions of the National Council(JCM) the employees who undergo longer period inthe training before absorption to the service, suchtraining period should be counted for the purpose ofincrement/s. In this regard the O.M is issued by theDOPT in the year 1990 with the retrospective effect of1986; the DAE had denied the increments to suchemployees. By ignoring the above training period forspecial relaxation for promotion is furtherdemoralized the seniors who put long service to reachthe grade pay 4600/- and above. Hence it is requestedto revisit the above subject and count the Trainingperiod for special relaxation.
CHART COMPALING Catt- II TRAINEES VS DIRECT RECRUITS
Initial Appointment/Promoted
to the grade
Case of – X Catt- II Trainee
Appointment/Promotion Year
Case of – Y – Direct
Appointment/ Promotion Year
Catt-II Training 10/6/1981 _________
Tech. B _________ 16/01/1982
FM. C / Tech. J 01/7/2011 01/72012
FM. D / Tech. Sup. A
Eligibility
01/7/2016 – on 5 year MEP
since Training period not
counted.
01/7/2015 – on 3year MEP
under special relaxation on
completion of 33 years
length of service
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SPECIAL RELAXATION SHOULD NOT BE LINKED WITH APAR/CR GRADING.
At present the special relaxation on attaining 27/33years of service is restricted to senior employeesthose whose APAR/CR grading A1,A2,A3/OS & VGthat is to say that relaxation is limited to MEP,MEP+1& MEP+2. This condition has put many employeesineligible to avail the special relaxation. In our viewthe very purpose of giving the special relaxation tothe employees who have traveled through a longrout is defected. Hence we request that all thoseemployees who had put log years shall beconsidered for the special relaxation.
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DISADVANTAGES DUE TO RATIONALIZATION OF DATE OF PROMOTION.
Prior to the VIth CPC implementation thepromotion from the pay scale of Rs 6500 to Rs7450 which falls due on November caseseffectively take place in the month of Februaryof following year. The promotions took placeor due in the year 2006, 2007 & 2008 thepromotions made effective from July of thefollowing year due to the rationalization ofdate of promotion.
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Whereas for the employees whose promotionbecome due on November 2009 onwardstheir effective promotion date was brought toJuly of the same year by giving relaxation of 6months. Hence those employee’s promotionwere due in the year 2006, 2007 & 2008 hadeffectively spent 8 extra months.
Hence we request to grant one year relaxation on MEP of subsequent promotions.
TECH. D TO T.G PROMOTION CUMULATIVE PERIOD COUNTING
According to the para III of the circular dated 1st
August 2011 Ref: TC/1(52)/89/2011/68760,cumulative service from the Technician- D will becounted for those who had promoted to the grade ofTech.-F/ D.Man B in the year 2009 and 2010 whileconsidering the cases for promotion to the grade ofTechnician –G. The above restriction of the year 2009& 2010 condition is putting the senior employees whohad promoted prior to 2009 to the grade of Tech.-F/D.Man B in a disadvantages position. Their joinerspromoted to grade of Tech.-F/ D.Man- B 2009onwards superseding the senior employees
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COMPALIATION CHART: TECH. D TO T.G CUMULATIVE PERIOD COUNTING
Promoted to the grade Case of - X
Promotion Year
Case of - Y
Promotion Year
Tech.-D 2004 2005
Tech. E 2008 2011
Tech. G (proposed) -------- 2013 (proposed)
Similar case was represented in the year 2012 by an individual,
the request was not conceded.
To mitigate the anomaly we request to count cumulative service
from grade of the Technician- D irrespective of the year of
promotion.
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COUNTING OF CUMULATIVE SERVICE FROM THE GRADE OF TECH. ‘H’ TO AVOID ANOMALY OF 2009 NORMS
While revising the norms in the year 2009 it wasinadvertently mentioned 6 years MEP instead of 5years for the promotion from the grade of Technician‘H’ to ‘J’. This anomaly was corrected in the year 2010.However those employees whose case was supposedto be proposed for the promotion was with held duethe anomaly. Their lose was not compensated in thefuture promotions by counting cumulative service. Thishas resulted an anomaly that a junior employee will besuperseding the senior whose case could not be sent inthe year 2009.
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Promoted to the grade Case of Senior employee
X
Case of Junior Employee
Y
Promotion Year Promotion Year
Tech-H / FM - B (GP4800) 2004 2005
Tech- J / FM - C (GP5400) 2010 2010
TS- A/ FM - D --------- 2013 (proposed)
In the case of ‘Y’ (Junior Employee) the cumulative service of 33 years counted for special relaxation while proposing for
promotion.
Where as in the case of ‘X’ (senior employee) his training period is not counted as service for special relaxation.
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Hence we request that adopting the sameanalogy of counting of cumulative servicefrom Tech. ‘D’ to Tech. ‘G’ in the case of ‘X’(senior employee) the cumulative servicefrom the grade of Technician ‘H’ shall becounted for the promotion to the next gradein addition to counting training period forspecial relaxation.
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CONSIDERING APAR/CR OF PROCEEDING 3 YEARS INSTEAD OF 4 YEARS.
Before the revision of promotion norms thepreceding 3 years ACR grading wereconsidered while proposing the promotion tothe next higher grade. This has enhanced to 4preceding years ACR grading while revising thenorms. This condition has put manyemployees in disadvantages position. Hencewe request to restore the earlier stats ofconsidering the preceding 3 years ACR forpromotion.
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RELAXATION SHORTFALL OF 6 MONTHS CONSIDERED FOR PROMOTION BUT NOT CONSIDERED FOR SP.
RELAXATION OF COUNTING 27/33 YEARS.
While rationalizing the date of promotion theDepartment relaxed the shortfall of 6 monthsto benefit the employees joined in a calendaryear. How ever this provision has notextended while counting the length of servicefor special relaxation of 27/33 years. Hence itis requested to the same relaxation forcounting the length of service.
ENTRY LEVEL FOR CAT II TRAINEES SHOULD BE TECHNICIAN C WITH ADDITIONAL INCREMENT AS THE
CASE MAY BE
Prior to the revision of the norms theCategory- II trainees were absorbed in one ofthe following grades depending on theirperformance during the period of training andinterview to be held at the end of the training.They were also offered based on theirperformance during the period of trainingadditional increments may be given onappointment.
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Training Category Posts offered Pre- revised Scale ofPay
Revised Grade Pay
Category - II
Tradesman - D Rs. 4500 - 125 – 7000(S-8)
Rs. 2800
Tradesman - C Rs. 4000 - 100 – 6000(S-7)
Rs. 2400
Tradesman - B Rs. 3200 - 85 - 4900(S-6)
Rs. 2000
Subsequent to the revision of the norms uponsuccessful completion of training they wereabsorbed in the Grade of Technician – B withthe Grade Pay of Rs. 2000. Whereas the directrecruits also appointed in the Grade ofTechnician – B with the Grade Pay of Rs. 2000.These Category – II trainees has to undergotwo year rigorous training process, periodicexaminations, completing checklists finalexamination and final interview. In addition tothat the trainees have to furnish an indemnitybond for a period of 4 years.
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Even after considering the special relaxation forthe first promotion to the grade of Technician‘C’ the junior direct recruits will supersede theCategory – II trainees. Downgrading the entrylevel is an injustice to the employees recruitedthrough Category– II training scheme.
Hence it is requested that upon successfulcompletion of training they shall be absorbedin the grade of Technician ‘C’ with advanceincrements based on their performance duringthe training period.
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EXTENDING THE PERMISSION TO APPEAR FOR DQE FOR THE EMPLOYEES WHO TOOK PERMISSION FOR ACQUIRING
ADDITIONAL QUALIFICATION.
It is learned that many employee were debarredfrom appearing DQE since they took more time tocomplete the course than the conditions of thecircular issued in the year 2009. In this regard wewould like mention that these employees tookpermission prior to the issuance of the circular. Theyare complied the conditions of then prevailing normsin this regard.
Hence we request that the employees who tookpermission prior the year 2009 shall be allow toappear for the DQE.
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OTHER ISSUES
PROMOTION TO TECH – ‘H’ ONWARDS ON ATTAINING YEARS OF AGE48 AND ABOVE SHALL BE
GIVEN WITHOUT CONDUCTING INTERVIEWS
It was observed that the senior employeesundergo tremendous pressure while facingthe interviews on promotions due to agingprocess etc. There were incidents that theemployees collapsed and become paralytic forthe life time.
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In addition to that it was also observed that manyemployees who appeared interview in thesuperannuating year their cases have been differed.It is gone to the extent that consecutively twooccasion’s seniors have been differed without anyfuture opportunity. In most of the cases the differingof the promotional cases has taken place first time intheir career.
In these circumstances we suggest, the employeeswho attained 48 years of age and above, theirpromotions from Technician ‘G’ to ‘H’ onwards shallbe given without conducting interviews
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RESTORE THE ADVANCE INCREMENT GIVEN TO THE CAT II TRAINEES
The advance increments of category IItrainees who absorbed in regular servicefrom 01.01.2006 to November 2008 withadvance increments were reduced/wipedout while fixing their pay in the revisedpay.
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To regulate the advance additional incrementsgranted to direct recruits in the government serviceappointed on or after 01.01.2006 the Department ofAtomic Energy (DAE) issued an OM No.32/1(10)/2010-SCS/9220 dated 7th October 2010. ThisOM was issued in consultation with the Departmentof Personnel and Training and the Department ofExpenditure. The DAE OM dated 7th October 2010and various court orders are dishonored by the BARCin this issue.
Hence it is requested to restore the advanceincrements granted at the time of initialappointment.
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THANK YOU
