(A) GENERAL ISSUES - CPWD CPC.pdf(c) The Pay Bands need to be fixed with consistency, rational and...
Transcript of (A) GENERAL ISSUES - CPWD CPC.pdf(c) The Pay Bands need to be fixed with consistency, rational and...
No.55/4/06-S&D/Vol III/ 775 dated 25.06.08
Government of India
Directorate General of Works
Central Public Works Department
S & D Unit
To
The Cabinet Secretary
Government of India
Rashtrapati Bhawan
New Delhi
Sub: Memorandum to redress Grievances caused in various ranks of CPWD by recommendations
of 6th
Central Pay Commission
Sir,
CPWD has received memorandum of grievances caused by recommendations of 6th
Central Pay
Commission from following Associations
a) CES Gr A Association (DR)
b) All India CPWD Engineers’ Association
c) CPWD Junior Engineers’ Association (India)
d) CPWD Engineers’ Association
e) All India Engineering Drawing Staff Association
f) All India CPWD Office Staff Association
Memoranda of grievance submitted by the associations are almost on same principles, logic and
facts. The grievances include (a) Issues which are common to all services under the Central
Government as they pertain to applicability of recommendations and (b) issues which affect as CPWD
Staff/Officers. The same are recommended as hereunder for kind consideration and redressal.
(A) GENERAL ISSUES
(1) Minimum pay needs to be fixed at Rs. 10,000/= against Rs. 5740/= proposed by the 6th CPC
as suggested by the staff associations. It is felt that the rates adopted by the VI CPC to work
out minimum pay as per 15th
ILC norms are not a true reflection the situation prevalent then.
(2) The proposal for not recruiting Group D employees is not in public interest. With particular
reference to maintenance activities of CPWD, maintaining a work force is inevitable as they
provided continuity and professionalism. CPWD maintains various historical entities like
Rashtrapati Bhawan, Parliament House, Hyderabad House, North Block, South Block etc.
which involve multiple services. These institutions do permit outsourcing for want of security
considerations. Moreover, availability of departmental workforce ensures that the sub-
surface services are identified with ease which helps in ensuring uninterrupted service.
(3) The Running Pay Band and Grade Pay concept as recommended by 6th CPC needs careful
treading. Following should be considered before it is implemented -
(a) Why was it dumped by 5th CPC when 4th CPC recommended it and implemented it for
Armed Forces?
(b) What were the lessons learnt from 4th CPC recommendation implementation?
(c) How the lessons are addressed in 6th CPC recommendations?
(d) Differential benefits of the recommended system over conventional system needs to be
recorded and scrutinized through public participation.
(4) Anomalies include-
(a) Actual drawl as on 01.01.2006 was 86% and not 74% as stated in the recommendations.
Fixation should therefore be done on the basis of 86%.
(b) The 5th CPC maintained the minimum - maximum salary ratio as 1: 10. Against this, the
ratio recommended by VI CPC is 1:12. It is recommended that the ratio of 1:10 be
maintained.
(c) The Pay Bands need to be fixed with consistency, rational and uniform formula. To
illustrate this requirement lowest pre-revised scale of each recommended Pay Band has
been taken and examined to indicate disparity in increase.
S.No. Lowest pre-
revised scale in
PB
Pay Band % increase
-1S 2550-55-2660-60-
3200
4440-7440
{(4440-2550)/2550}*100 = 74%
PB1 3050-75-3950-80-
4590
4860-20200 {(5310-3050)/3050}*100 = 74%
PB 2 5000-150-8000
5500-175-9000
6500-200-10500
8700-34800 JE : {(8700-5000)/5000}*100 =
74%
{(9570-5500)/5500}*100 = 74%
AE : {(11310-6500)/6500}*100 =
74%
PB 3 8000-275-13500
10000-325-15200
12000-375-16500
14300-400-18300
15600-39100 AEE : {(15600-8000)/8000}*100
= 95%
EE : {(17400-
10000)/10000}*100 = 74%
EE(NFSG) : {(20880-
12000)/12000}*100 = 74%
SE : {(24890-14300)/14300}*100
= 74%
PB 4 18400-500-22400
22400-525-24500
24050-650-26000
39200-67000 CE : {(43280-
18400)/18400}*100 = 135%
ADG : {(48990-
22400)/22400}*100 = 119%
ADG (Spl) : {(52770-
24050)/24050}*100 = 119%
Apex 26000 Fixed 80000 Fixed DG(W) : {(80000-
26000)/26000}*100 = 208%
This inconsistency needs to be removed to motivate junior government functionaries. It
may be seen that whereas the pay band is only neutralizing already availed Basic Pay +
DP + DA as on 1.1.2006 up to proposed PB3, it is going beyond neutralization in case of
proposal for PB4, Apex Scale and Cabinet Secretary/Equ. The VI CPC is accordingly
benefitting SAG and above and neutralizing the formations subordinate to SAG.
(d) Grade pays need to be fixed rationally. For example the difference between the two
successive pre-revised pay scale 6500-200-10500 and 7450-225-11500 works out to be
7450-6500=950 at initial level and 11500-10500 = 1000 at maximum level against the
difference of 4600-4200=400 between the proposed grade pay for these two scales.
Various suggestions have been put forth by various associations which are worth
consideration. They are as hereunder –
• The grade pay of higher pre-revised scale should be equal to grade pay of lower
pre-revised scale plus 1.86 time the average of the difference of the maximum and
minimum of the two pre revised scale. For the same instance stated above the
grade pay for the pre-revised scale of 7450-225-11500 should be
4200+1.86X{½X(7450-6500)+(11500-10500)} = Rs. 6013.50 (say Rs. 6010).
• Grade pay ought to have been 40% of basic of the maximum of scale and 50%
Dearness Pay. Pay Commission appears to have ignored the DP component.
• Grade pay may also be worked out in percentage so as to ensure uniform benefits
in percentage terms; otherwise staff/employees in higher pay but same grade pay
will suffer due to lesser %age increase. For instance for S-12 the status is as
hereunder:
B.P B.P.+74% Pay in
PB2
Grade
Pay
Total % Increase
6500 11310 11310 4200 15510 37.14%
8500 14790 14790 4200 18990 28.4%
10500 18270 18270 4200 22470 22.9%
It is recommended that Grade may be worked out in percentage terms considering 40%
of basic of the maximum of scale and 50% Dearness Pay.
(e) The rate of increment at 2.5% is far below than that already provided by 5th CPC. Infact
rate of increment should be related to growth rate of the country. It is hard to believe
that the government employee will have a value addition of 2.5% only p.a. whereas the
country could grow by a higher percentage due to his working. Once the increment is
related to growth rate of the nation, it includes performance as well. The target for
national growth is fixed annually in the Finance Bill. The same is assessed by way of
economic survey at the end of the financial year. The increment for the following year
should be announced in the finance bill depending upon how the country has
performed due to implementation of policies by the Central Government Employees.
(f) The merger of various scales by placing them at a common grade pay in the same pay
band needs revision. The pay band for such merged scales has been fixed by multiplying
the lower of the lowest scale with 1.74 and the grade pay has been fixed by adding 40%
to the higher of the lowest scale. Instance under consideration is merger of S-9, S-10, S-
11 and S-12 in PB2. The pay band width is Rs. 8700-34800 with GP of Rs. 4200 for all the
merged scales. This in a way means not merger, but withdrawal of S-10, S-11, and S-12
scales and placement in S-9 scale. For effective merger the pay band width should be
based on S-12 instead of S-9.
(g) 6th CPC has recommended fitment of new recruits as per DoPT O.M. dated 25/5/98.
Example has been given in para 2.2.22(iv)d. An existing employee at the start of the
prerevised payscale will get a fixation of Rs.5570+Rs.2000 GP i.e. total of Rs.7570/=
whereas new recruit will get Rs. 5859/-+Rs.2000/-G.P. This anomaly needs to be
resolved. Extension of the provision to other scales will find that the pay as derived by
DoPT O.M. dated 25/5/98 is confusing and different. A new recruit will get Rs. 10635/-
in pre - revised scale of 6500-10500 excluding GP and the existing employee at
Rs.6500.00 basic pay in this pre-revised scale will get minimum of Rs.11310. When Rs.
10635/- is extrapolated, it will yield Rs. 6112/- in pre-revised scale i.e. lesser than the
scale itself.
(h) CCA has been subsumed in TA by 6th CPC recommendations. The appreciation in
respect of CCA is not correct. CCA neutralizes the relativity of cities and is in no way
connected to transport. When the commission accepts that cities have differential
reality rentals and has therefore recommended HRA rates depending upon the type of
city; its recommendation to subsum CCA with TA is misplaced. In fact the pay suggested
by the Commission should be for a particular class of city and the other class of cities
should be duly compensated in %age terms akin to HRA.
(i) 6th CPC has maintained HRA @ 30% for A-1 class cities and has increased the rate from
7.5% to 10% for C class city and from 15% to 20% for B Class city. Since A-1 Class cities
are almost saturated with availability of land for construction of new dwelling units, the
rentals are beyond anybody's imagination. It is recommended that we may have
uniform 33 ⅓ % growth in HRA rates for all types of cities. Therefore the HRA for A-1
class cities should also be enhanced to 40%.
(j) VI CPC has recommended reduction in number of pre-revised pay scales. No justification
is seen in maintaining two pay scales namely 7450 – 11500 and 7500 – 12000. The two
can be merged.
(k) The recommendations are likely to affect the morale of Deputy Secretary / Director level
officers due to proposed merger of 12000 – 375 – 16500 scale with 14300 – 400 – 18300
scale. This level happens to be the backbone of Government of India functioning and
requires intense slogging for giving shape to the policy matters in the Secretariat /
headquarters and implementing them in actuality in field. It is recommended that
instead of merging 12000 – 375 – 16500 with 14300 – 400 – 18300, 14300 – 400 –
18300 should be merged with 16400 – 450 – 20900 in PB4.
(l) There should be a minimum fixed tenure of two years for officers placed in Apex Scale.
One of the Associations has submitted a graphic presentation as to how the recommendations are
likely to benefit the employees and have very crisply indicated that the recommendations are not
evenly placed with non Group A services (PB1 and PB2) and Group A service up to JAG level (PB3) of
Government of India. This needs to be examined in detail and resolved. The graphic is as Annexure A.
(B) ISSUES SPECIFIC TO CPWD
(1) CES, CE&MES, CAS Gr A 6th
CPC has proposed merger of pre-revised pay scales of
Rs.12000 – 375 – 16500 and Rs. 14300 – 400 – 18300. In CPWD due to severe stagnation
Executive Engineers earn Non Functional Selection Grade of pre-revised Rs.12000 – 375 –
16500 after nine years of Gr A service and Superintending Engineers are placed in pre-
revised pay scales of Rs. 14300 – 400 – 18300. 5th
CPC had placed the Superintending
Engineers of CPWD at par with Conservator of Forests and DIGs of Central Police
Organizations. Accordingly the Superintending Engineers of CPWD should be placed in pre-
revised pay scales of Rs. 16400 – 450 – 20900. As per present proposal, EE (NFSG) and SE
shall have same Pay Band and same Grade Pay, thereby creating imbalance. It is
recommended that our proposal to grant pre revised scale of Rs. 16400 – 450 – 20900 to SE
of CPWD may be acceded to now to remove the anomaly.
(2) CES, CE&MES, CAS Gr B & C 6th CPC appreciation for the Subordinate Engineers is not consistent with the Cadre
structures in CPWD (3.4.7). (a) The Junior Engineers (minimum qualification is Diploma in
Engineering) – Group C CES - are feeder cadre for the Assistant Engineer (Group B CES) and
there is no element of direct recruitment of AEs with qualification of graduation in
Engineering. (b) The Assistant Engineers (Group B, CES) and the Assistant Executive
Engineers (DR. Group ‘A’, CES JTS) are together forming the feeder cadre of Executive
Engineers (Group ‘A’, STS) with quotas of 1/3rd Diploma AEs 9Group B CES), 1/3rd Degree
AEs (Group B CES) & 1/3rd AEEs (DR Group A CES JTS).
6th CPC recommendations in respect of promotion of subordinate Engineering Cadres (para
3.4.7) needs clarification. It is not clear whether posts with minimum educational
requirement of diploma in engineering shall be feeder to Group A Engineering Cadre posts
or it is meant for posts carrying minimum qualification as degree in engineering. In CPWD,
we do not have any non Group A post having minimum qualification as graduate (degree) in
engineering in engineering cadres. Therefore non-degree engineers who enter at JE level
(minimum qualification is diploma in engineering) are promoted as AE and then these AEs
are promoted as EEs. It is recommended that this promotional hierarchy is maintained
instead of routing them through the post of Assistant Executive Engineer which is the entry
level post in Gr A cadre and has the minimum educational requirement of degree in
engineering.
JUNIOR ENGINEER
The Cadre of the Junior Engineer together with the cadres fed by it, constitutes about 85% of
total Engineers in the CPWD and hence the pay packages and career prospects of the Junior
Engineers also play vital roles in the functioning of the Department.
The minimum entry level qualification for the Junior Engineer post is Diploma in Engineering.
However, Graduate and post – Graduate Engineers also apply to join as Junior Engineer. The
majority of the Engineers recruited in the recent past examinations/interviews etc. were
Graduates and even Post Graduates. Only few Diploma Engineers qualified for recruitment.
It is a fact that a good number of the selected candidates do not prefer to join CPWD and
equally good number of candidates who join the department leave it subsequently after
seeing the poor pay scales and poor career prospects in comparison to the offerings of
private & public sector organizations. This exodus of the engineers from Junior Engineers
cadre of CPWD is adversely affecting the working of the Department.
The Junior Engineers of CPWD were being given scales of Rs.5000 – Rs.8000, Rs.5500 –
Rs.9000 (after 5 years) and Rs.6500 – Rs.10500 (after 15 years) after 5th CPC. Subsequent to
the introduction of the ACP Scheme, the scale of Rs.5500 – Rs.9000 was withdrawn and the
majority of the JEs, placed in this scales were brought back and placed in the scale of
Rs.5000 – Rs.8000 to facilitate the grant of 1st ACP scale of AEs (after 12 years) and 2nd ACP
scale of EEs (after 24 years).
The 6th CPC had maintained that the grant of Rs.5000 – Rs.8000 scale for Diploma Engineers
was not anomalous. However, to remove certain anomalies it has now merged the scales of
S-9, S-10, S-11, & S-12 into one and hence proposed the JEs & S.O (Hort.) a corresponding
pay band of PB-2 of Rs.8700 – Rs.34800 along with a grade pay of Rs.4200/- corresponding
to the merged pre-revised scale of Rs.6500 – Rs.10500 (Ref.7.46.12, 7.46.16, 3.4.6, 3.4.7,
2.2.19).
The Staff Nurses (Diploma Nurses) have been given with only one scale of Rs.5000 – Rs.8000
by the 5th CPC. The scale of Rs.5500 – Rs.9000 was promotional to them. The qualifications,
duties, responsibilities of Junior Engineers were not at all inferior to that of Staff Nurses
rather the Junior Engineers are also having arduous nature of duties. The 6th CPC has now
proposed a pre-revised pay scale of Rs.7450 – Rs.11500 and placed them in PB-2 with Grade
Pay of Rs.4600/-.
The Job Evaluation Committee appointed by the Ministry had submitted a report wherein
the duties & responsibilities of the JEs of CPWD was stated as more complex and onerous
than those of Draftsmen Grade I of CPWD. The report was accepted by the Government and
the same was also proclaimed in the Parliament. The 6th CPC has placed both these cadres
now at par in PB-2 with Grade Pay Rs. 4200.00.
Considering these disturbed horizontal relativities within and outside the Department, and
to make this entry level cadre of JEs more attractive to the young talented engineers and for
meeting the distinct requirements of the CPWD in the post 2005 – GFR scenario, it is
recommended for a pre-revised minimum scale of Rs.7450 – Rs.11500 for the Junior
Engineers and placing them in PB-2 with Grade Pay of Rs.4600/-
As per the extent rules, subject however to availability of vacancy, the JEs are eligible for
promotion to the post of AEs after 4 years (50% through LDCE) & 6 years (50% through
Seniority). Further, the AEs are eligible for in the 2/3rd quota of EEs i.e 1/3rd for Graduate
AEs after 8 years & 1/3rd for Diploma AEs after 10 years. The Executive Engineers having
degree in engineering are eligible for promotion to the post of SEs after 9 years and further
promotions are as per prescribed selection norms and availability of vacancies. Therefore
ideally speaking, JEs can avail promotions up to EE level without any distinction about their
educational background within 14 – 16 years of service and above EE level only if they are
graduates in engineering within 21 – 25 years of service. However the truth is not so rosy as
the provisions are and at present the JEs are stagnating for their 1st promotion even after 27
years and approximately 25% of JEs now get IInd ACP scale of EEs and more than 65% get Ist
ACP Scale of AEs (this fact was realized by even the Expenditure Reforms Commission vide its
report (CPWD) chapter 4.9). The scenario of future promotion chances is also bleak.
For paving the way for introducing the ACP Scheme in CPWD, the higher scale of Rs.5500 –
Rs.9000 being given to the majority of the JEs were withdrawn and were placed in Rs.5000 –
Rs.8000. The 1st ACP scale was not financially beneficial to them as the JEs were having
higher time bound scales, but he 2nd ACP scale of the EE was a good relief for JEs as welll as
AEs. The modified ACP Scheme proposed now by the 6th CPC now will create more anomaly
and assure only a pay even lesser than that of AEs for JEs after 24 years. And hence also, the
prevailing scheme of ACP, to the extent of granting the scales of functional promotional post
has to be maintained to avoid plethora of anomalies.
Considering this acute stagnation in promotion and to avoid exodus of Engineers from the
Department and for retaining the Engineers, 3 ACP scales are recommended to extent
partial relief to JEs, AEs & EEs as under :
1st ACP of AE scale after 10 years
2nd ACP of EE scale after 18 years
3rd ACP of EE(NFSG) scale after 24 years.
ASSISTANT ENGINEER Section Officers of CSS, Assistant Nursing Superintendents of
CGHS and AEs of CPWD have enjoyed lateral parity, historically. This has been grossly
disturbed and needs to be repaired. 6th CPC has recommended pre revised pay scale of Rs.
7500-12000 in PB2 for SOs. They then get Rs. 8000-13500 in PB2 after 4 years of service.
Assistant Nursing Superintendents have been allowed pre revised pay scale of Rs. 8000 -
13500 in PB3. For maintaining the cited historical parity, AEs of CPWD should be placed in
pre-revised scale of Rs. 8000-13500 in PB2 with Grade Pay of Rs. 5400.00.
(3) PLANNING AND DESIGN ALLOWANCE 6th CPC has only doubled the existing planning
and designing allowance. We recommend converting it to % age terms in harmony with
training allowance. As design and planning also require self study to constantly upgrade
technical knowledge akin to training, same allowance @ 15% is recommended.
(4) HORTICULTURE SERVICES The Directorate of Horticulture was established
from the beginning of 20th century during British period in 1912. This Directorate was
headed by the Garden Superintendent/Director of Horticulture having jurisdiction all over
India. Due to increase in the workload at Delhi/outside Delhi need was felt to create a post
of Dy. Director General (Hort.) and it has been created during the year 2005. The Directorate
of Horticulture is having following technical staff to look after the various horticulture
development/maintenance works at residences and offices of senior bureaucrats and all
Government offices as well as Govt. residential colonies and other buildings. The overall
control of the Horticulture Wing is with ADG / DGW. The hierarchy of staff in Delhi and
outside Delhi is as under :-
1. Dy.Director General (Hort) 1
2. Directors of Horticulture 3
3. Dy. Directors 17
4. Assistant Directors 52
5. Section Officers 117
The Directorate of Horticulture is having approximately workload of Rs.240 crores at Delhi
and outside Delhi. The Hort. Wing is doing very prestigious maintenance work of Prime
Minister House, Vice President House, all Cabinet Ministers offices and residences,
Parliament House, Hon’ble Judges of Supreme Court and High Court, senior bureaucrats, etc.
wherein permanent technical and work charge staff is posted as per security point of view in
this age of terrorism. These prestigious premises cannot be looked after
(Maintenance/Execution of original work by outsource agencies. Outsource agencies are not
fully capable for landscaping and development of garden feature and its maintenance where
features like topiary, rockery, etc. are to be made and maintained. For these works our
technical as well as workcharged staff is quite capable and conversant with these specialized
work. Maintenance of Samadhis of departed leaders is very challenging work and most of
the foreign VVIPs and Heads of Foreign States visit these Samadhis and the work like
maintenance of Samadhi Complex can never be outsourced as the prestige of the nation is
attached and from security point of view in particular. A large number of foreign delegates
and VVIPs visit India and floral decoration at AFS Palam and President Estate are being
carried out under the supervision of permanent horticulture staff which could not be
performed by the outsourcing agencies as these are not fully acquainted with all the
requirements and it is also not possible in view of the security reasons also.
In this era of global warming and pollution all over the world the new techniques of
horticulture like tissue culture, germ plasma collection are being applied everywhere and we
have also to adopt them countrywide. Role of the horticulture is very much required and
needed to combat the global warming and pollution of water and air by increasing the
horticulture operations on war footing to improve the environment by planting more and
more trees and vegetation and by increasing the green cover of the country. This will
redeem the impact of global warming and pollution of air in the long run. In today’s scenario
there is concept of green buildings and horticulture plays a vital role in this green building
concept.
Even as per the Prime Minister’s Rojgar Yojana one of the clause say equal to 5% of the total
staff employed in Directorate of Horticulture are to be given apprenticeship training of the
Malis every year. This will increase the opportunities of self employment in the country.
In developed countries like European countries the green cover is about 30 to 40% whereas
in our country it is roughly 8 to 10%. The role of the horticulture is much more important in
increasing green cover to match the green area of developed countries and to combat the
pollution and to reduce the effect of global warning. The Government controlled
horticulture schemes in this direction can only be carried out by technical staff and work
charge staff of this Directorate.
The Commonwealth Games are to be held in 2010 and horticulture operations will be
required in entire Delhi such as green cover on open spaces, landscaping and greenery
around stadiums, roads leading to stadiums, international airport and colonies. All these will
be handled by the technical staff and work charged staff of Directorate of Horticulture under
the supervision of their officers. The role of Directorate of Horticulture will increase manifold
and these works cannot be handled by outsourcing agencies as they are not having technical
knowhow.
Keeping in view the above and the fact that Directorate of Horticulture look after
horticulture works of Prime Minister House, Vice President House, Parliament House
Complex, offices and residences of Cabinet Ministers, MPs, Hon’ble Judges of Supreme Court
and High Court, Samadhi Complex, etc. successfully and to the satisfaction, it is strongly
recommended that the horticulture works should not be outsourced as proposed by the VI
CPC and the Horticulture Wing of CPWD be allowed to continue with the existing
arrangement. Outsourcing will drastically lower the standard of work even if the concerns of
security are to be kept aside.
(5) Ministerial staff and Engineering drawing staff Amongst the Ministerial staff and
Engineering drawing staff, anomaly has been created due to merger of various scales at S9,
S10, S11 and S12 level as they pertained to promotional posts. To ensure that the anomaly
created by merger of scales is addressed, it is proposed to have following placement with
respect to pre-revised payscales and proposed pay bands. This will require merger of OS Gr I
and Gr II posts as OS and placing them as Gazetted Group B posts under PB2 and Grade
Pay of Rs.4600.00 is proposed against Rs.4200.00 recommended by the VI CPC to maintain
hierarchy with respect to Head Clerk. No fixation has been proposed for Stenographer Gr III.
It has been placed as per existing lateral parity with UDC and Draughtman Gr III. For the
same reasons the posts of Draughtman Gr I and Gr II are proposed to be merged and
renamed as Draughtman Gr I and the post of Draughtman Gr III is proposed to be renamed
as Draughtman Gr II.
(6) An effort has been made to tabulate the recommendations pertaining to “ISSUES SPECIFIC
TO CPWD” as at Annexure B. This tabulation is however, subject to the assumption that
recommendation made under “GENERAL ISSUES” as may be made available to all Central
En
gin
ee
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Min
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l
Sta
ff
Ste
no
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ph
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En
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dra
win
g
Sta
ff
Pre
–
rev
ise
d p
ay
sca
le a
s is
be
ing
dra
wn
no
w
Gra
de
Pa
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sug
ge
ste
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by
VI
CP
C
reco
mm
em
Pro
po
sed
pa
y b
an
d +
Gra
de
Pa
y
AE (Group
B,
Gazetted)
6500 –
200 –
10500
8700 –
34800 +
GP =
4600
8700 –
34800 +
GP =
5400
Chief
Estimator
(Group B,
Gazetted)
6500 –
200 –
10500
8700 –
34800 +
GP =
4600
8700 –
34800 +
GP =
4600
OS Gr I
(Group B,
Gazetted)
6500 –
200 –
10500
OS Gr II
(Group B,
Non
Gazetted)
5500 –
175 –
9000
8700 –
34800 +
GP =
4200
8700 –
34800 +
GP =
4600
JE (Group
C, Non
Gazetted)
5000 –
150 –
8000
8700 –
34800 +
GP =
4200
8700 –
34800 +
GP =
4600
Gr I (Group
B, Non
Gazetted)
Draughtman
Gr I (Group
B, Non
Gazetted)
5500 –
175 –
9000
HC (Group
C, Non
Gazetted)
Gr II (Group
C, Non
Gazetted)
Draughtman
Gr II (Group
C, Non
Gazetted)
5000 –
150 –
8000
8700 –
34800 +
GP =
4200
8700 –
34800 +
GP =
4200
UDC (Group
C, Non
Gazetted)
Gr III (Group
C, Non
Gazetted)
Draughtman
Gr III (Group
C, Non
Gazetted)
4000 –
100 -
6000
8700 –
34800 +
GP =
2400
8700 –
34800 +
GP =
2400
LDC (Group
C, Non
Gazetted)
3050 –
75 –
3950 –
80 -
4590
8700 –
34800 +
GP =
1900
8700 –
34800 +
GP =
1900
Government employees upon review of VI CPC recommendations by the Cabinet Secretary
shall be applied mutatis mutandis in addition to thereof.
It is requested that the recommendations made herein may please be accepted in larger public
interest so that various ranks of CPWD can serve Government of India with dignity and pride, which
the VI CPC recommendations has not been able to cover.
This is issued with the prior approval of Director General of Works.
ENCL : Copies of the representations received from the various Associations (Six Numbers)
(D C Goel)
Director (S&D)
NOT ON ORIGINAL
Copy is hereby forwarded to Secretary (UD) with the request that the recommendations may please
be endorsed to the Cabinet Secretary at an early date.
Director (S&D)
ANNEXURE A
PAY RISE AT LOWEST,MIDDLE & HIGHEST STAGE FOR ALL SCALES AS
PER 6th
CPC
PAY SCALES ( pre-revised ) Fig. 1
PAY RISE (in 000’s of Rs.) AT LOWEST & HIGHEST STAGE FOR ALL
SCALES AS PER 6th
CPC
PAY SCALES ( pre-revised ) Fig. 2
DGW & ADGs
ANNEXURE B
Existing
Pay Scale Pay Band Band width Grade Pay Pay Band Band width Grade Pay
1 DG(W) 26000 Fixed Apex Scale 80000 Fixed Nil Apex Scale
2 ADG (Spl) 24050 - 650 - 26000 PB4 39200 - 67000 13000 PB4
3 ADGs 22400 - 525 - 24500 PB4 39200 - 67000 11000 PB4
Sl.No. PostAs recommended by VI CPC As suggested by CPWD now
Remarks
No change
No change
No changeThe number may be distributed equally @ 50% each in these two categories at par with other services
CES and CE&MES Gr A
Existing
Pay Scale Pay Band Band width Grade Pay Pay Band Band width Grade Pay
1 Chief Engineer 18400 - 500 - 22400 PB4 29200 - 67000 9000 PB4
2 Superintending Engineer 14300 - 400 - 18300 PB3 15600 - 39100 7600 PB3 15600 - 39100 8400
For maintaing promotional
heirarchy which is getting
disturbed by merger of the
two pre-revised scales.
3 Executive Engineer (NFSG) 12000 - 375 - 16500 PB3 15600 - 39100 7600 PB3
4 Executive Engineer 10000 - 325 - 15200 PB3 15600 - 39100 6100 PB3
5 Assistant Executive Engineer 8000 - 275 - 13500 PB3 15600 - 39100 5400 PB3 No change
No change
RemarksAs recommended by VI CPC As suggested by CPWD now
Sl.No. Post
No change
No change
CAS Gr A
Existing
Pay Scale Pay Band Band width Grade Pay Pay Band Band width Grade Pay
1 Chief Architect 18400 - 500 - 22400 PB4 29200 - 67000 9000 PB4
2 Senior Architect 14300 - 400 - 18300 PB3 15600 - 39100 7600 PB3 15600 - 39100 8400
For maintaing
promotional
heirarchy which is
getting disturbed by
merger of the two
pre-revised scales.
3 Architect (NFSG) 12000 - 375 - 16500 PB3 15600 - 39100 7600 PB3
4 Architect 10000 - 325 - 15200 PB3 15600 - 39100 6100 PB3
5 Deputy Architect 8000 - 275 - 13500 PB3 15600 - 39100 5400 PB3 No change
No change
RemarksSl.No. PostAs recommended by VI CPC As suggested by CPWD now
No change
No change
CES and CE&MES Gr B
Existing
Pay Scale Pay Band Band width Grade Pay Pay Band Band width Grade Pay
1
Assistant Engineer (Group B
Gazetted, Non Graduate,
Promotional Post)
6500 - 200 - 10500 PB2 8700 - 34800 4600 PB2 8700 - 34800 5400
To maintain historical
parity with Section
Officers of CSS / CSSS
and Assistant Nursing
Superintendents of
CGHS.
RemarksSl.No. PostAs recommended by VI CPC As suggested by CPWD now
CAS Gr B
Existing
Pay Scale Pay Band Band width Grade Pay Pay Band Band width Grade Pay
1
Assistant Architect
(Group B Gazetted,
Non Graduate,
Promotional Post)
6500 - 200 - 10500 PB2 8700 - 34800 4600 PB2 8700 - 34800 5400
To maintain historical
parity with Section
Officers of CSS / CSSS
and Assistant Nursing
Superintendents of
CGHS.
RemarksSl.No. PostAs recommended by VI CPC As suggested by CPWD now
CES and CE&MES Gr C
Existing
Pay Scale Pay Band Band width Grade Pay Pay Band Band width Grade Pay
1
Junior Engineer (Group C
Non - Gazetted; Non -
Graduate)
5000 - 150 - 8000 PB2 8700 - 34800 4200 PB2 8700 - 34800 4600
To maintain historical
parity with Diploma
Nurses of CGHS.
2 I ACP 6500 - 200 - 10500 PB2 8700 - 34800 4600 PB2 8700 - 34800 5400
3 II ACP 10000 - 325 - 15200 PB2 8700 - 34800 4800 PB3 15600 - 39100 6100
4 III ACP 12000 - 375 - 16500 PB3 15600 - 39100 6600
Remarks
To ensure that ACP is
granted to next in
heirarchy of
promotion and to
ensure that non -
availability of
promotional avenues
is not a deterrent to
performance.
Sl.No. PostAs recommended by VI CPC As suggested by CPWD now
CAS Gr C
Existing
Pay Scale Pay Band Band width Grade Pay Pay Band Band width Grade Pay
1
Architect Assistant
(Group C Non -
Gazetted; Non -
Graduate)
5000 - 150 - 8000 PB2 8700 - 34800 4200 PB2 8700 - 34800 4600
To maintain historical
parity with Diploma
Nurses of CGHS.
2 I ACP 6500 - 200 - 10500 PB2 8700 - 34800 4600 PB2 8700 - 34800 5400
3 II ACP 10000 - 325 - 15200 PB2 8700 - 34800 4800 PB3 15600 - 39100 6100
4 III ACP 12000 - 375 - 16500 PB3 15600 - 39100 6600
Remarks
To ensure that ACP is
granted to next in
heirarchy of
promotion and to
ensure that non -
availability of
promotional avenues
is not a deterrent to
performance.
Sl.No. PostAs recommended by VI CPC As suggested by CPWD now
Ministerial Staff ex Gr D
Existing
Pay Scale Pay Band Band width Grade Pay Pay Band Band width Grade Pay
1
Office
Superintendent Gr I
(Group B, Gazetted,
Non-graduate)
6500 - 200 - 10500
2
Office
Superintendent Gr II
(Group B Non-
Gazetted, Non -
graduate)
5500 - 175 - 9000
3
Head Clerk (Group C
Non Gazetted, Non
graduate)
5000 - 150 - 8000 PB2 8700 - 34800 4200 PB2
4 UDC (Group C Non 4000 - 100 - 6000 PB2 4860 - 20200 2400 PB2
5
LDC (Group C Non
Gazetted, Non
graduate)
3050 - 75 - 3950 - 80 - 4590 PB2 4860 - 20200 1900 PB2
6 Stenographer Gr I 5500 - 175 - 9000
7 Stenographer Gr II 5000 - 150 - 8000
8 Stenographer Gr III 4000 - 100 - 6000 PB2 4860 - 20200 2400 PB2
Stenographer Gr III
shall be renamed as
Stenographer Gr II
9 AD (OL) 6500 - 200 - 10500 PB2 8700 - 34800 4200 PB2
10 SHT (OL) 5500 - 175 - 9000 PB2 8700 - 34800 4200 PB2
11 JHT (OL) 5000 - 150 - 8000 PB2 8700 - 34800 4200 PB2
For Ministerial Staff -
1 I ACP 4000 - 100 - 6000 PB2 4860 - 20200 2400 PB2
2 II ACP 5000 - 150 - 8000 PB2 8700 - 34800 4200 PB2
For OL Staff -
1 I ACP 5500 - 175 - 9000 PB2 8700 - 34800 4600 PB2
2 II ACP 6500 - 200 - 10500 PB2 8700 - 34800 4800 PB2
Steno Gr I and Gr II
shall merge as
Stenographer Gr I
No Change
No Change
No Change
PB2 8700 - 34800 4200
No Change
4600
No Change
No Change
No Change
8700 - 34800 4200 PB2 No Change
Shall be regulated as
per CSOL rules and
regulations
No Change
No Change
Shall be regulated as
per CSOL rules and
regulations
No Change
Remarks
No Change
To maintain
promotional
heirarchy. OS Gr I and
OS Gr II shall merge
as OS (Gr B,
Gazetted)
Sl.No. PostAs recommended by VI CPC As suggested by CPWD now
PB2 8700 - 34800
PB2
Engg Drawing Establishment
Existing
Pay Scale Pay Band Band width Grade Pay Pay Band Band width Grade Pay
1
Chief Estimator
(Group B, Gazetted,
Non-graduate)
6500 - 200 - 10500 PB2 8700 - 34800 4600 PB2
2
Draughtman Gr I
(Group B Non-
Gazetted, Non -
graduate)
5500 - 175 - 9000 PB2 8700 - 34800 4200 PB2
3
Draughtman Gr II
(Group C Non-
Gazetted, Non -
graduate)
5000 - 150 - 8000 PB2 8700 - 34800 4200 PB2
4
Draughtman Gr III
(Group C Non
Gazetted, Non
graduate)
4000 - 100 - 6000 PB2 4860 - 20200 2400 PB2
Draughtman Gr III
shall be renamed as
Draughtman Gr II
1 I ACP 5000 - 150 - 8000 PB2 8700 - 34800 4200 PB2
2 II ACP 5500 - 175 - 9000 PB2 8700 - 34800 4600 PB2
Remarks
No Change
No Change
No Change
No Change
Draughtman Gr I and
Gr II shall be merged
as Draughtman Gr I
No Change
No Change
Sl.No. PostAs recommended by VI CPC As suggested by CPWD now
Ministerial Estab Gr D
Existing
Pay Scale Pay Band Band width Grade Pay Pay Band Band width Grade Pay
1 Daftary 2650 - 65 - 3300 - 70 - 4000 -1S 4400 - 7440 1650 -1S
2 Jamadar 2650 - 65 - 3300 - 70 - 4000 -1S 4400 - 7440 1650 -1S
3 Barkandaz 2550 - 55 - 2660 - 60 - 3200 -1S 4400 - 7440 1300 -1S
4 Chowkidar 2550 - 55 - 2660 - 60 - 3200 -1S 4400 - 7440 1300 -1S
5 Peon 2550 - 55 - 2660 - 60 - 3200 -1S 4400 - 7440 1300 -1S
6 Sweeper 2550 - 55 - 2660 - 60 - 3200 -1S 4400 - 7440 1300 -1S
7 Khalasi 2550 - 55 - 2660 - 60 - 3200 -1S 4400 - 7440 1300 -1S
8 Farash 2550 - 55 - 2660 - 60 - 3200 -1S 4400 - 7440 1300 -1S
1 I ACP 2650 - 65 - 3300 - 70 - 4000 -1S 4400 - 7440 1400 -1S 4400 - 7440 1650
2 II ACP - non matriculates 2750 -70 - 3800 - 75 - 4400 -1S 4400 - 7440 1600 PB1 4860 - 20200 1800
3 II ACP - matriculates 3050 - 75 - 3950 - 80 - 4590 -1S 4400 - 7440 1600 PB1 4860 - 20200 1900
Remarks
No Change
No Change
To maintain heirarchy of
promotion in ACPS
No Change
No Change
No Change
No Change
No Change
No Change
Sl.No. PostAs recommended by VI CPC As suggested by CPWD now
Horticulture
Existing
Pay Scale Pay Band Band width Grade Pay Pay Band Band width Grade Pay
1 DDG (H) 18400 - 500 - 22400 PB4 29200 - 67000 9000 PB4
2 Director (H) 14300 - 400 - 18300 PB3 15600 - 39100 7600 PB3 15600 - 39100 8400
For maintaing
promotional heirarchy
which is getting
disturbed by merger of
the two pre-revised
scales.
3 DD(H) - NFSG 12000 - 375 - 16500 PB3 15600 - 39100 7600 PB3
4 DD(H) 10000 - 325 - 15200 PB3 15600 - 39100 6100 PB3
5 AD(H) 6500 - 200 - 10500 PB2 8700 - 34800 4600 PB2 8700 - 34800 5400
To maintain historical
parity with Section
Officers of CSS / CSSS
and Assistant Nursing
Superintendents of
CGHS.
6 SO(H) 5000 - 150 - 8000 PB2 8700 - 34800 4200 PB2 8700 - 34800 4600
To maintain historical
parity with Diploma
Nurses of CGHS.
7 I ACP 6500 - 200 - 10500 PB2 8700 - 34800 4600 PB2 8700 - 34800 5400
8 II ACP 10000 - 325 - 15200 PB2 8700 - 34800 4800 PB3 15600 - 39100 6100
9 III ACP 12000 - 375 - 16500 PB3 15600 - 39100 6600
Sl.No. PostAs recommended by VI CPC As suggested by CPWD now
Remarks
To ensure that ACP is
granted to next in
heirarchy of
promotion.
No change
No change
No change