National Federation of Atomic Energy Employees (NFAEE)

Transcription

1 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. 1

2 *OUR VIEWS ARE FRAMED CONSIDERING VARIOUS CIRCUMSTANCES SUCH AS: COMPARISION OF CAREER PROSPECTS OF JUNIOR VS SENIORS. VERTICAL AND HORIZONTAL RELATIVITIES AMONG VARIOUS CADRES. RECOMMENDATIONS OF ANAND COMMITTEE. THE PAY STRUCTURE & CAREER PROGRESSION ADOPTED IN THE SIMILAR R&D DEPARTMENT LIKE DEPRTMENT OF SPACE etc. 2

3 TECHNICAL CADRE Consequent upon the implementation of the VIth CPC report, a committee was constituted under the Chairmanship of Dr. A.K.Suri to examine the implementation of the decision of the Government on the VIth CPC with regard to the revision of pay scales for certain common categories of employees. The said committee was constituted by an Office Memorandum dated 12th September 2008 issued by the then Principal Adviser, DAE, Shri. V.P.Raja. The salient points of the terms of reference contained in the OM such as. 3

4 To examine all aspects and formulate a proposal for implementing the recommendation of the VIth CPC with regard to revision of pay scales for certain common categories of employees as contained in the Part B of the notification dated 29th August, 2008 of the Dept. Expenditure, Min. of Finance. To consider anomalies, if any, arising while implementing the above mentioned Govt. notification among the various groups ( Scientific, Technical, Administrative and Auxiliary employees) in the DAE and recommend measures to correct the anomalies, without creating any new anomalies. 4

5 To consider the representations received from the employees and their recognized unions/associations in the light of the various notifications issued by the Government based on the recommendations of VIth CPC. The committee may consult similar Departments like the Department of Space for comparable categories of employees while arriving at its conclusions etc. 5

6 The report of the committee was implemented with effect from the The committee report could not retain parity of various categories of employees within department as well as similarly placed department like the Department of Space (DOS). And also the vertical and horizontal relativities among various cadres could not be retained. Two promotional pay scales of and remained merged. 6

7 It is worth to mention that the 5th CPC also recommended for the merger of Pay scales of Rs.950- and Rs.1150 and recommend the pay scale of Rs for both grades and merger of Rs and Rs and recommend the pay scale of Rs for both grades. All these merged scales were operated as promotional scales in DAE. 7

8 While implementing the 5 th CPC report the Department constituted a committee under the chairmanship of Shri. A.K. Anand to consider the implementation of Vth CPC report. The committee in its report observed that while such merger is common in the Pay commission scenario and may not have any impact on many other Government Department, in DAE, this has badly affected the career of thousands of employees threatening the industrial environment. 8

9 Accordingly the committee had recommended demerging the grades to remove the frustrations among the senior employees in DAE. DAE has also taken a decision to demerge the grades which had merged consequent upon implementation of the 5 th CPC report and selected hierarchical pay scales available to each grade in the Technician s promotional grades. By doing so the Department could retain the promotional grades benefits what was existed prior to the 5 th CPC report 9

10 This Federation (NFAEE) and various Union/Associations represented to the Department. As a result of that a Norms committee was constituted under the Chairmanship of Dr. A.K.Suri to consider and mitigate the shortcomings of the previous decisions. This Federation (NFAEE) and the AEW&S Union BARC had an opportunity to present its view before the norms committee. The Federation and the Union presented its view on carrier prospects of various categories by considering various aspects and comparing the position in the Department of Space (DOS) 10

11 The position of Technicical category in the DOS was that consequent upon the implementation of the Vth CPC report the DOS has adopted the pay scale of Rs /- as a promotional pay scale from the pay scale of RS /-. Whereas DAE has adopted the pay scale of Rs /- as the promotional pay scale from the pay scale of RS /-. Hence unlike in DAE the senior employees in DOS were getting a jump of one pay scale. So the senior employees of DOS was better positioned than employees of DAE. Moreover the Technicians of DOS was reaching to the Grade Pay of Rs in a span of 33 years of service. 11

12 This Federation (NFAEE) and the AEW&S Union BARC had presented these facts before the norms committee and suggested to demerge pay scales for promotional grades and one stage up gradation of pay scales and attain parity with DOS. The parity of pay could have been attained by upgrading the pay of senior employees. Due to the merger of the pay scales the promotion to the grade of Technician F and auxiliary grades took place during the pendency period of 2006 to 2009 had nullified. The promotional benefits granted to them had also withdrawn. This has lead to scenario of litigation. The OM issued by the Nodal Ministry in this regard to grant one increment of promotional benefit also turned down by DAE. 12

13 The norms committee report implemented with effect from the year The norms committee attempted to address many issues. They have considered parity for junior most employees and new recruits. With the revised promotion norms in the case of new recruits and junior most employees 100% parity with the Department of Space (DOS) is achieved. 13

14 However the case of senior employees who have completed a considerable period of service the parity has neglected. Probably the committee may have inadvertently ignored the jump of pay scale of RS /- to Rs /- (revised GP RS to RS. 5400) in the DOS. In the case senior employees the benefit of the revised norms is decreasing as the seniority increases and zero benefit to the senior most employees who is about to retire from the service. 14

15 Apart from the above issue some anomalies were also cropped up in the revised norms. To rectify the above said issues and anomalies while reiterating our earlier suggestions of demerger and one step up gradation, we submit the following suggestions. 15

16 ANOMALIES PARITY OF PROMOTION NORMS: JUNIOR VS SENIORS The special relaxation on MEP extended in two promotional grades gives benefit to few limited number of employees only. Those who are already crossed these grades or completed the MEP was not got any benefits. Completion of same number of 27 years of service for the special relaxation on MEP for technician G to H and H to J is stipulated. Hence the G to H case cannot be considered as a special relaxation. We feel it is unfair that the senior employees who have rendered dedicated service to this Department are not treated at par with their junior most employees and new recruits. 16

17 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 Tech D GP 2800 Tech E GP 4200 Tech F GP 4200 Tech G/ FM A GP 4600 Tech C GP Tech D GP Tech E GP Tech F GP Tech G/ FM A GP Sr.Tech H/FM B GP Sr.Tech H/FM B GP 4800 Sr.Tech J/FM C GP 5400 Tech. Sup. A/ FM D GP 6600 Sr.Tech J/FM C GP Tech. Sup. A/FM D GP 6600 Tech. Sup. B/ FM E GP * 27 years (4-1) 3 5* 33 years (5-2)

18 The disparity among the juniors v/s senior starts from the grade of Technician G onwards hence we suggest following length of service for the special relaxation on MEP for the following grades 18

19 CHART COMPALING REVISIONS : & OUR SUGGESTIONS 2006 NORMS REVISED IN 2009 REVISED IN 2011 OUR SUGGESTION FOR SPECIAL RELAXATION From Grade Tech B GP 2000 To Grade Mep Resid. Mep Resid. Mep Tech C GP Resid. LENGH OF YERS Tech C GP 2400 Tech D GP 2800 Tech E GP 4200 Tech F GP 4200 Tech G/ FM A GP 4600 Sr.Tech H/FM B GP 4800 Sr.Tech J/ FM C GP 5400 Tech. Sup. A/ FM D GP 6600 Tech D GP 2800 Tech E GP 4200 Tech F GP Tech G/ FM A GP *15years (5-1) 4 *16years (5-2) 3 Sr.Tech H/FM B GP Sr.Tech J/FM C GP Tech. Sup. A/ FM D GP 6600 Tech. Sup. B/ FM E GP * 27 years (4-1) 3 5* 33 years (5-2) *19years (4-1) 3 *20years (4-2) 2 *23years (4-1) 3 *24years (4-2) 2 *28years (5-1) 4 *29years (5-2) 3 *34years (6-1) 5 *35years (6-2) 4 19

20 SIMILAR BENEFIT SHALL BE EXTENDED TO THE CATEGORIES OF PHARMACISTS, FIRE STAFF, DRAFT MAN etc. 20

21 CARRY FORWARD BENEFIT OF LENGTH OF SERVICE FOR RELAXATION The parity may not be attained in most of the cases in a single promotion since many employees has rendered more length of service. Hence it is requested that the benefit of special relaxation shall be extended at least 3 promotions. 21

22 COUNTING OF TRAING PERIOD FOR SPECIAL RELXATION The category II Training period to be counted for the purpose of relaxation of MEP to those seniors who put more service to reach grade pay of 4600/- and above. This subject has already represented in our earlier letters. Since the relaxation is restricted to the direct recruited technicians, the technicians who were recruited through the Cat-II scheme is in a disadvantages position and the direct recruits are superseding them. 22

23 Further as per the decisions of the National Council (JCM) the employees who undergo longer period in the training before absorption to the service, such training period should be counted for the purpose of increment/s. In this regard the O.M is issued by the DOPT in the year 1990 with the retrospective effect of 1986; the DAE had denied the increments to such employees. By ignoring the above training period for special relaxation for promotion is further demoralized the seniors who put long service to reach the grade pay 4600/- and above. Hence it is requested to revisit the above subject and count the Training period for special relaxation. 23

24 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/ /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 24

25 SPECIAL RELAXATION SHOULD NOT BE LINKED WITH APAR/CR GRADING. At present the special relaxation on attaining 27/33 years of service is restricted to senior employees those whose APAR/CR grading A1,A2,A3/OS & VG that is to say that relaxation is limited to MEP,MEP+1 & MEP+2. This condition has put many employees ineligible to avail the special relaxation. In our view the very purpose of giving the special relaxation to the employees who have traveled through a long rout is defected. Hence we request that all those employees who had put log years shall be considered for the special relaxation. 25

26 DISADVANTAGES DUE TO RATIONALIZATION OF DATE OF PROMOTION. Prior to the VIth CPC implementation the promotion from the pay scale of Rs 6500 to Rs 7450 which falls due on November cases effectively take place in the month of February of following year. The promotions took place or due in the year 2006, 2007 & 2008 the promotions made effective from July of the following year due to the rationalization of date of promotion. 26

27 Whereas for the employees whose promotion become due on November 2009 onwards their effective promotion date was brought to July of the same year by giving relaxation of 6 months. Hence those employee s promotion were due in the year 2006, 2007 & 2008 had effectively spent 8 extra months. Hence we request to grant one year relaxation on MEP of subsequent promotions. 27

28 TECH. D TO T.G PROMOTION CUMULATIVE PERIOD COUNTING According to the para III of the circular dated 1 st August 2011 Ref: TC/1(52)/89/2011/68760, cumulative service from the Technician- D will be counted for those who had promoted to the grade of Tech.-F/ D.Man B in the year 2009 and 2010 while considering the cases for promotion to the grade of Technician G. The above restriction of the year 2009 & 2010 condition is putting the senior employees who had promoted prior to 2009 to the grade of Tech.-F/ D.Man B in a disadvantages position. Their joiners promoted to grade of Tech.-F/ D.Man- B 2009 onwards superseding the senior employees 28

29 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 Tech. E Tech. G (proposed) (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. 29

30 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 was inadvertently mentioned 6 years MEP instead of 5 years for the promotion from the grade of Technician H to J. This anomaly was corrected in the year However those employees whose case was supposed to be proposed for the promotion was with held due the anomaly. Their lose was not compensated in the future promotions by counting cumulative service. This has resulted an anomaly that a junior employee will be superseding the senior whose case could not be sent in the year

31 Promoted to the grade Case of Senior employee X Promotion Year Case of Junior Employee Y Promotion Year Tech-H / FM - B (GP4800) Tech- J / FM - C (GP5400) TS- A/ FM - D (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. 31

32 Hence we request that adopting the same analogy of counting of cumulative service from Tech. D to Tech. G in the case of X (senior employee) the cumulative service from the grade of Technician H shall be counted for the promotion to the next grade in addition to counting training period for special relaxation. 32

33 CONSIDERING APAR/CR OF PROCEEDING 3 YEARS INSTEAD OF 4 YEARS. Before the revision of promotion norms the preceding 3 years ACR grading were considered while proposing the promotion to the next higher grade. This has enhanced to 4 preceding years ACR grading while revising the norms. This condition has put many employees in disadvantages position. Hence we request to restore the earlier stats of considering the preceding 3 years ACR for promotion. 33

34 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 the Department relaxed the shortfall of 6 months to benefit the employees joined in a calendar year. How ever this provision has not extended while counting the length of service for special relaxation of 27/33 years. Hence it is requested to the same relaxation for counting the length of service. 34

35 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 the Category- II trainees were absorbed in one of the following grades depending on their performance during the period of training and interview to be held at the end of the training. They were also offered based on their performance during the period of training additional increments may be given on appointment. 35

36 Training Category Posts offered Pre- revised Scale of Pay Revised Grade Pay Category - II Tradesman - D Rs (S-8) Rs Tradesman - C Rs (S-7) Rs Tradesman - B Rs (S-6) Rs

37 Subsequent to the revision of the norms upon successful completion of training they were absorbed in the Grade of Technician B with the Grade Pay of Rs Whereas the direct recruits also appointed in the Grade of Technician B with the Grade Pay of Rs These Category II trainees has to undergo two year rigorous training process, periodic examinations, completing checklists final examination and final interview. In addition to that the trainees have to furnish an indemnity bond for a period of 4 years. 37

38 Even after considering the special relaxation for the first promotion to the grade of Technician C the junior direct recruits will supersede the Category II trainees. Downgrading the entry level is an injustice to the employees recruited through Category II training scheme. Hence it is requested that upon successful completion of training they shall be absorbed in the grade of Technician C with advance increments based on their performance during the training period. 38

39 EXTENDING THE PERMISSION TO APPEAR FOR DQE FOR THE EMPLOYEES WHO TOOK PERMISSION FOR ACQUIRING ADDITIONAL QUALIFICATION. It is learned that many employee were debarred from appearing DQE since they took more time to complete the course than the conditions of the circular issued in the year In this regard we would like mention that these employees took permission prior to the issuance of the circular. They are complied the conditions of then prevailing norms in this regard. Hence we request that the employees who took permission prior the year 2009 shall be allow to appear for the DQE. 39

40 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 employees undergo tremendous pressure while facing the interviews on promotions due to aging process etc. There were incidents that the employees collapsed and become paralytic for the life time. 40

41 In addition to that it was also observed that many employees who appeared interview in the superannuating year their cases have been differed. It is gone to the extent that consecutively two occasion s seniors have been differed without any future opportunity. In most of the cases the differing of the promotional cases has taken place first time in their career. In these circumstances we suggest, the employees who attained 48 years of age and above, their promotions from Technician G to H onwards shall be given without conducting interviews 41

42 RESTORE THE ADVANCE INCREMENT GIVEN TO THE CAT II TRAINEES The advance increments of category II trainees who absorbed in regular service from to November 2008 with advance increments were reduced/wiped out while fixing their pay in the revised pay. 42

43 To regulate the advance additional increments granted to direct recruits in the government service appointed on or after the Department of Atomic Energy (DAE) issued an OM No. 32/1(10)/2010-SCS/9220 dated 7 th October This OM was issued in consultation with the Department of Personnel and Training and the Department of Expenditure. The DAE OM dated 7 th October 2010 and various court orders are dishonored by the BARC in this issue. Hence it is requested to restore the advance increments granted at the time of initial appointment. 43

44 THANK YOU 44