Home7th Pay CommissionNo changes in 7th CPC Pay Fitment Factor

No changes in 7th CPC Pay Fitment Factor [Rajyasabha QA]

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No changes in 7th CPC Pay Fitment Factor [Rajyasabha QA]

GOVERNMENT OF INDIA
MINISTRY OF FINANCE
RAJYA SABHA
QUESTION NO 78
ANSWERED ON 11.12.2018

Increase in pay fitment factor and HRA

78 Shri Ravi Prakash Verma

Shri Neeraj Shekhar

Will the Minister of FINANCE be pleased to state :-

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(a) whether Government proposes to raise the fitment factor under 7th Central Pay Commission (CPC) from 2.57 for intermediate and lower officials to 2.81 which has been implemented for senior officials under 7th CPC;

(b) if so, the details thereof;

(c) if not, the reasons therefor;

(d) whether Government would increase the HRA from 24 per cent to 30 per cent of basic salary as it was under 6th CPC in view of non-availability of rented accommodations within 24 per cent of basic salary in metro cities;

(e) if so, the details thereof; and

(f) if not, the reasons therefor?

ANSWER

MINISTER OF STATE IN THE MINISTRY OF FINANCE
(SHRI P. RADHAKRISHNAN)

(a) to (c): The fitment factor for the purpose of fixation of pay in the revised pay structure based on the recommendations of the 7th Central Pay Commission is 2.57 which is uniformly applicable to all categories of employees. As the same is based on the specific and considered recommendations of the 7th Central Pay Commission, no change therein is envisaged.

(d) to (f): The Government vide Resolution dated 6th July, 2017 decided that HRA shall be revised to 27%, 18% and 9% of Basic Pay in X, Y and Z cities when Dearness Allowance (DA) crosses 25% and further to 30%, 20% and 10% of Basic Pay in X,Y and Z cities when DA crosses 50%.

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Source : RajyaSabha

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1 COMMENT

  1. The anomaly exists in VI Pay Commission between PB3 & PB4 categories.
    .
    “……As per Pay Matrix approved in the 7th Pay Commission, there is wide gap between erstwhile PB3 & PB4 Pay Bands. The following statement will speak for itself the wide gap between these two Pay Band Posts entry Level Pay from 1-1-2016:
    Pay Band 15600-39100: – (PB3) Group-A
    i) G.P. 5400/- Entry Pay .. Rs. 56,100
    ii) ii)G.P.6600/- .. Rs. 67,700
    iii) iii)G.P.7600 /- .. Rs.78,800
    Pay Band 37,400-67,000 – (PB4)
    i) G.P.8700/- Entry Pay .. Rs. 1,18,500
    ii) ii) G.P.8900/- .. .. Rs.1,31,000
    iii) iii) G.P.10000/- .. .. Rs. 1,44,200
    If we look at the entry pay of PB3 under (iii) category entry Pay is fixed at 78,800/- and the entry pay of PB under (i) is at Rs.1,18,000/-
    If a person in erstwhile PB3 under (iii) & PB4 under (i), the difference in Entry Pay will be about Rs.40,000/- This anomaly should be rectified from 1-1-2006 by Matrix formula and the entry pay of Pay Band 3 (Group-A Services) should be revised accordingly from 1-1-2016.
    Length of Service to be taken into account in Pay Matrix
    The picture of fair salary would be incomplete without taking length of service in a category/post contribution of his similarly placed fellow colleagues (generalists in Administration other than Scientists) at next level of hierarchy into account and their fitment table should also be increased proportionately to a fair level .
    After all it’s a team management/work disparity, skills, individual and collective performance and adequate internal communication and collective bargaining on salary issues. When many are paid very lesser pay & perks, they have a tendency to work with heart-burning.
    Anomaly Committee should Increase the Entry Pay Proportionately
    The Anomaly Committee on 7th Pay Panel must consider this suggestion to revise the gap proportionately / uniformly to all categories of posts in (Group-A Services) PB3 & PB4 Pay Bands from 1-1-2006 by applying Matrix formula and revised Entry Pay to these categories of posts should be approved from 1-1-2016 proportionately.
    The following statement as per Fitment Table reveal the wide gap between PB3 & PB4 from 1-1-2006 itself as approved in VI Pay Commission
    Rs. 15,200 (S-19) ————– Rs.34,880 + increased GP
    Rs. 15,000 (S-20) ————– Rs.35,550 + increased GP
    Rs. 15,100 (S-24) ————– Rs.47,230 + increased GP
    Rs. 15,100 (S-25) ————– Rs.48,390 + increased GP
    Rs. 15,200 (S-28) ________ Rs.48,530 + increased GP
    If you look at the above statement for a pre-revised basic pay in the pay range of Rs.15,000/- there is wide difference in the revised pay fitment. The gap should be reduced drastically from 1-1-2006 based on length of service one put in a category etc.
    In many cases. Senior Officers put in more than 30 years of Service getting less emoluments/Pension when compared to many junior Officers after implementation of Sixth Pay Panel Report from 1-1-2006. The suggestion to Govt. is that length of Service in a category coupled with duties & responsibilities should be given its due weight-age to relieve heart-burning among Senior Officers of Non-IAS cadre and similarly placed Officers in other Ministries. In many cases the increase in emoluments ranging about more than 100% to 300% in PB 3 & PB 4 posts. Due weightage should be given to PB 3 category (Group-A) with effect from 1-1-2006 by applying Matrix formula..”
    The picture of fair salary would be incomplete without taking length of service in a category/post contribution of his similarly placed fellow colleagues (generalists in Administration other than Scientists) at next level of hierarchy into account and their fitment table should also be increased proportionately to a fair level . After all it’s a team management/work disparity, skills, individual and collective performance and adequate internal communication and collective bargaining on salary issues. When many are paid very lesser pay & perks, they have a tendency to work with heart-burning. The Redressal Committee on 7th Pay Panel must consider this suggestion to revise the gap proportionately / uniformly to all categories of posts in (Group-A Services) PB3 & PB4 Pay Bands from 1-1-2006 by applying Matrix formula and revised Entry Pay to these categories of posts should be approved from 1-1-2016 proportionately.

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