The 6th Pay Commission is in the process of discussing pay aspects of the Central Government employees with various other organizations. We have received one such copy from our sources, which the employees can read and relax and sent your comments too. It may be noted that the pay structure is only a draft and no final decision has been taken on this revision:
REPORT OF THE SIXTH CENTRAL PAY COMMISSION
HIGHLIGHTS
Report submitted to the Government on March, 24, 2008. The 18 month tenure of the
Commission was till 4.4.2008.
Full text of the Report available at http://india.gov.in and http://www.finmin.nic.in
Salient features of the Report
•        Implementation of the revised pay scales from January 1, 2006. Recommendations
relating to allowances to be implemented prospectively.
•        To remove stagnation, introduction of running pay bands for all posts in the Government
presently existing in scales below that of Rs.26,000 (fixed).
•        Four distinct running pay bands being recommended – one running band each for all
categories of employees in groups `B’ and `C’ with 2 running pay bands for Group A
posts.
•        The   posts   of   Secretary   to   Government   of   India/equivalent   and   Cabinet
Secretary/equivalent to be kept in distinct pay scales.
•        A separate running pay band, designated as -1S scale, is not to be counted for any
purpose as no future recruitment is to be made in this grade and all the present Group D
employees not possessing the prescribed qualifications are to be upgraded and placed in
the Group `C’ running pay band PB-1 after they are suitably retrained.   Group D
employees possessing the minimum prescribed qualifications to be placed in PB-1 pay
band straightaway.
•        Minimum salary at the entry level of PB-1 pay band to be Rs.6660 (Rs.4860 as pay in the
pay  band  plus  Rs.1800  as  grade  pay).     Maximum  salary  at  the  level  of
Secretary/equivalent to be Rs.80000. The minimum: maximum ratio 1:12.
•        Every post, barring that of Secretary/equivalent and Cabinet Secretary/equivalent to have
a distinct grade pay attached to it. Grade pay (being a fixed amount attached to each
post in the hierarchy) to determine the status of a post with a senior post being given
higher grade pay.
•        The total number of grades reduced to 20 spread across four distinct running pay bands;
one Apex Scale and another grade for the post of Cabinet Secretary/equivalent as
against 35 standard pay scales existing earlier.
1
•        At the time of promotion from one post to another, the grade pay attached to posts in
different levels within the same running pay band to change. Additionally, increase in
form of one increment to be given at the time of promotion. A person stagnating at the
maximum of any pay band for more than one year continuously to be placed in the
immediate next higher pay band without any change in the grade pay.
•        Annual increments to be paid in form of two and half percent of the total of pay in the Pay
Band and the corresponding grade pay. The date of annual increments, in all cases, to
be first of July. Employees completing six months and above in the scale as on July 1 to
be eligible.
•        Another form of variable increments for Group A Pay Band PB-3, where annual
increments in the band will vary depending upon the performance. Eighty percent or
more employees in the grade to be allowed normal increment at the rate of 2.5% with the
high performers (not exceeding 20 percent) during the year being allowed increment at
the higher rate of 3.5%.   Government advised to extend the scheme of variable
increments in running pay bands PB 1 and PB 2.
•        The following scheme of revised pay bands is being recommended:-
(In Rs.)
Pre-Revised                                                 Revised
Pay
Scale
Pay Scale                  Pay Band
Corresponding
Pay Bands
Grade Pay
S-1*Â Â Â Â Â Â Â Â Â 2550-55-2660-60-3200Â Â Â Â Â Â Â Â Â Â Â Â Â Â -1SÂ Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â 4440-7440Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â 1300
S-2*Â Â Â Â Â Â Â Â Â 2610-60-3150-65-3540Â Â Â Â Â Â Â Â Â Â Â Â Â Â -1SÂ Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â 4440-7440Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â 1400
S-2A*
2610-60-2910-65-3300-
70-4000
-1SÂ Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â 4440-7440Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â 1600
S-3*Â Â Â Â Â Â Â Â Â 2650-65-3300-70-4000Â Â Â Â Â Â Â Â Â Â Â Â Â Â -1SÂ Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â 4440-7440Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â 1650
S-4Â Â Â Â Â Â Â Â Â Â 2750-70-3800-75-4400Â Â Â Â Â Â Â Â Â Â Â Â Â PB-1Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â 4860-20200Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â 1800
S-5Â Â Â Â Â Â Â Â Â Â 3050-75-3950-80-4590Â Â Â Â Â Â Â Â Â Â Â Â Â PB-1Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â 4860-20200Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â 1900
S-6Â Â Â Â Â Â Â Â Â Â 3200-85-4900Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â PB-1Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â 4860-20200Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â 2000
S-7Â Â Â Â Â Â Â Â Â Â 4000-100-6000Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â PB-1Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â 4860-20200Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â 2400
S-8Â Â Â Â Â Â Â Â Â Â 4500-125-7000Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â PB-1Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â 4860-20200Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â 2800
S-9Â Â Â Â Â Â Â Â Â Â 5000-150-8000Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â PB-2Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â 8700-34800Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â 4200
S-10Â Â Â Â Â Â Â Â Â 5500-175-9000Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â PB-2Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â 8700-34800Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â 4200
S-11Â Â Â Â Â Â Â Â Â 6500-200-6900Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â PB-2Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â 8700-34800Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â 4200
S-12Â Â Â Â Â Â Â Â Â 6500-200-10500Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â PB-2Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â 8700-34800Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â 4200
S-13Â Â Â Â Â Â Â Â Â 7450-225-11500Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â PB-2Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â 8700-34800Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â 4600
S-14Â Â Â Â Â Â Â Â Â 7500-250-12000Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â PB-2Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â 8700-34800Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â 4800
S-15Â Â Â Â Â Â Â Â Â 8000-275-13500Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â PB-2Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â 8700-34800Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â 5400
*Employees in these scales to be eventually placed in pay band PB-1
2
Pre-Revised                                                 Revised
Pay
Scale
Pay Scale          Pay Band
Corresponding
Pay Bands
Grade Pay
New
Scale
8000-275-13500
(Group A Entry)
PB-3Â Â Â Â 15600-39100Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â 5400
S-16Â Â Â Â Â Â Â 9000Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â PB-3Â Â Â Â 15600-39100Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â 5400
S-17Â Â Â Â Â Â Â 9000-275-9550Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â PB-3Â Â Â Â 15600-39100Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â 5400
S-18Â Â Â Â Â Â Â 10325-325-10975Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â PB-3Â Â Â Â 15600-39100Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â 6100
S-19Â Â Â Â Â Â Â 10000-325-15200Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â PB-3Â Â Â Â 15600-39100Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â 6100
S-20Â Â Â Â Â Â Â 10650-325-15850Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â PB-3Â Â Â Â 15600-39100Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â 6500
S-21Â Â Â Â Â Â Â 12000-375-16500Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â PB-3Â Â Â Â 15600-39100Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â 6600
S-22Â Â Â Â Â Â Â 12750-375-16500Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â PB-3Â Â Â Â 15600-39100Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â 7500
S-23Â Â Â Â Â Â Â 12000-375-18000Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â PB-3Â Â Â Â 15600-39100Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â 7600
S-24Â Â Â Â Â Â Â 14300-400-18300Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â PB-3Â Â Â Â 15600-39100Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â 7600
S-25Â Â Â Â Â Â Â 15100-400-18300Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â PB-3Â Â Â Â 15600-39100Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â 8300
S-26Â Â Â Â Â Â Â 16400-450-20000Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â PB-3Â Â Â Â 15600-39100Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â 8400
S-27Â Â Â Â Â Â Â 16400-450-20900Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â PB-3Â Â Â Â 15600-39100Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â 8400
S-28Â Â Â Â Â Â Â 14300-450-22400Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â PB-4Â Â Â Â 39200-67000Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â 9000
S-29Â Â Â Â Â Â Â 18400-500-22400Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â PB-4Â Â Â Â 39200-67000Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â 9000
S-30Â Â Â Â Â Â Â 22400-525-24500Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â PB-4Â Â Â Â 39200-67000Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â 11000
S-31Â Â Â Â Â Â Â 22400-600-26000Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â PB-4Â Â Â Â 39200-67000Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â 13000
S-32Â Â Â Â Â Â Â 24050-650-26000Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â PB-4Â Â Â Â 39200-67000Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â 13000
S-33       26000 (Fixed)                     Apex Scale    80000 (Fixed)                           Nil
S-34Â Â Â Â Â Â Â 30000 (Fixed)
Cab. Sec./
Equ.
90000 (Fixed)Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Â Nil
•        Defence Forces given running pay bands and grade pay on par with those recommended
for civilians.
•        In addition, Military Service Pay for all personnel of Defence Forces till the rank of
Brigadier/equivalent @ Rs. 6000 p.m.for officers, Rs.4200 p.m. for Military Nursing
Service officers and Rs. 1000 p.m. for Personnel Below Officer Ranks.  The Military
Service Pay to count for all purposes excluding increments.
•        Director General (Armed Force Medical Services) placed in the Apex grade of Rs.
80,000(fixed).
•        In Defence Forces, only two trade groups to be retained for Personnel Below Officer
Ranks with the earlier trade groups Y and Z being merged. The personnel in trade group
X to have an additional X Group Pay of Rs. 1400 per month.
•        Certain posts in Senior Administrative Grade (SAG) and Higher Administrative Grade
(HAG) requiring technical or specialized expertise and not encadred in any of the
services to be opened up for being filled by suitable officers within the Government as
well as by outsiders on contract. Shift from career based to post based selection in the
higher echelons of Government in order to get the best domain based expertise.
3
•        Creation of additional posts in Senior Administrative Grade/equivalent/ higher grades in
future to be strictly on functional considerations with such posts invariably being created
outside the cadre to be filled by method of open selection including contractual
appointment from within or outside the Government.
•        Introduction of Performance Related Incentive Scheme (PRIS) in the Government under
which employees to be eligible for pecuniary remuneration over and above the pay.
PRIS to replace ad-hoc bonus scheme immediately and eventually replace Productivity
Linked Bonus. PRIS to be budget neutral.
•        System put in place for giving market driven compensation package to young scientists
and posts requiring special expertise and professional skills.
•        Parity established between Field and Secretariat Offices
•        The Secretariat and Stenographers cadres to stand merged in future. All future
recruitment in Secretariat to be made as Executive Assistants with minimum
qualifications of Graduation and one year Diploma in Computers. Executive Assistants to
discharge the functions presently being carried out by Assistants as well as the Private
Secretaries.
•        Scale of Rs.26,000 (fixed) corresponding to the revised pay scale of Rs.80,000 (fixed).
•        Base year of the Consumer Price Index (CPI) for computation of dearness allowance to
be revised as frequently as feasible.  Formulation of a separate CPI for Government
employees by National Statistical Commission for computation of dearness allowance
suggested.
•        Existing rates of most of the allowances to be doubled both in case of Defence Forces as
well as civilian employees.
•        Existing rate of HRA to be retained for A-1 cities. A, B-1 & B-2 cities to be given this
allowance at the higher rate of 20%. C and Unclassified cities to be given the allowance
at the higher rate of 10%.
•        CCA to be subsumed in Transport Allowance and the rates of this allowance to be
increased by 4 times.
•        Travel entitlements to be paid on actuals.
•        Reimbursement of education allowance to be raised from existing Rs.50 to Rs.1000 per
child per month, subject to the maximum of two children. Hostel subsidy to be raised
from existing Rs.300 p.m. to Rs.3000 p.m.
•        Risk allowance to be replaced by risk insurance.
4
•        All fixed allowances made inflation proof with provisions of automatic revision whenever
dearness allowance payable on revised pay bands goes up by 50%.   Transport
Allowance to be increased every year on the basis of the increase in the dearness
allowance.
•        Encashment of Earned Leave in case of Defence Forces personnel delinked from the
number of years of service.  All Defence Forces personnel to be eligible for leave
encashment of upto 300 days at the time of retirement/discharge.
•        A new medical insurance scheme recommended for Government employees.  The
scheme to be optional for existing Central Government employees and pensioners. New
Government employees and new pensioners to be compulsorily covered by the scheme.
•        Fitment formula recommended for serving employees to be extended in case of existing
pensioners/family pensioners.
•        Rates of Constant Attendant Allowance for disabled pensioners to be increased by five
times to Rs.3000 p.m.
•        Pension to be paid at 50% of the average emoluments/last pay drawn (whichever is more
beneficial) without linking it to 33 years of qualifying service for grant of full pension.
•        A liberal severance package for employees leaving service between 15 to 20 years of
service.
•        Higher rates of pension for retirees and family pensioners on attaining the age of 80, 85,
90, 95 and 100 years.
•        Revision of the commutation table suggested for commutation of pension.
•        In case of Government employees dying in harness, family pension to be paid at
enhanced rates for a period of 10 years.
•        Framing of an appropriate insurance scheme suggested for meeting the OPD needs of
pensioners in non-CGHS areas.
•        A new mechanism for grant of advances under which an employee will take the advance
from an approved bank and the Government will give an interest subsidy equal to two
percentage points on the rate of interest being charged by the bank to the employee.
Existing limits of various advances increased and provisions made for their automatic
revision periodically.
•        Continuation of five day week. Government offices to remain closed only on the three
national holidays. All other gazetted holidays to be abolished and compensated by
increasing the number of restricted holidays from two to eight days in a year.
•        Benefits like staggered working hours, special leave for child care, enhanced maternity
leave of 180 days, better accommodation facilities in the form of working women’s
hostels, etc. specifically for women employees.
5
•        Government employees with disabilities recommended various benefits like enhanced
number of casual leave, special aids and appliances for facilitating office work, higher
interest subsidy for automobile loans, liberal flexi hours, higher rate of transport
allowance, better prosthetic aids and proper grievance redressal machinery.  Extra
allowance for disabled women employees to take care of young child till the time the child
attains the age of two years.
•        Lateral movement of all Defence Forces personnel (both Personnel Below Officer Ranks
& Short Service Commission Officers) at appropriate levels in Central Police
Organizations/Central Para Military Forces as well as to the various posts of defence
civilians in Ministry of Defence.
•        Steps leading to improvement in the existing delivery mechanisms by more delegation,
delayering and an emphasis on achieving quantifiable and concrete end results.
Emphasis to be on outcomes rather than processes.
•        Greater emphasis on field offices/organisation at the cutting edge of delivery.
•        Enhanced pay scales for Nurses, Teachers, Constabulary and Postmen with whom the
common citizen has most frequent interaction. Forest Guards also to get higher pay
scale.
•        Better deal for training academies.
•        Normal replacement pay band, grade pay and allowances for the existing Members of
regulatory bodies. A revised method of selection with a higher pay package to those
recruited through the revised process of selection in selected organisations.
•        All the recommendations to be treated as an organic whole as partial implementation will
bring in several anomalies and inconsistencies.
•        The recommendations contained in the Report to cost Rs.12,561 crore in the year 2008-
09.   Savings of Rs.4,586 crore likely to accrue on account of various measures
suggested in the Report. The net financial implications of the recommendations
contained in the Report estimated to be Rs.7,975 crore for the year 2008-09.  An
additional, one-time burden of Rs.18,060 crore on payment of arrears.
*****
6
Those who are operational in the clandestine and flamboyant private sector constantly gaze at the C.G. employees as starving dogs as we are remunerated on a very smaller amount. Howsoever, we put effort and hard work in our respective desk, but in view of the fact that we are paid a smaller amount, we encompass no esteem and high regard before the hush-hush private sector individuals. Now it is for the 6th Pay Commission to wipe down our tears, bestow us with a excellent package so that we acquire the admiration and veneration we necessitate forever. Please gratify us by removing the tag of sarkari babus from us and infuse in us the tag of imperative human resources.
Thanks……Mrs Elizabeth
a C.G. Employee,
Yes it is high time CG employees’ handsome salary is due. Last times’ Pay Commission report was only a flashy fixation written on paper. But when it materialised we did not see much difference in our pay. We look forward to a better package this time is as has been commended by Elizabeth.
Sundaraswamy Srinivasan Aiyyer
The annual increments work out to (See section 2.2 of the Commission Report):
1S Annual increment @ 2.5%.
PB-1 Annual increment @ 2.5%.
PB-2 Annual increment @ 2.5%.
PB-3 Annual increments @ 2.5% & 3.5%.
PB-4 Annual increment @ 2.5%.
This means that the new pay (Revised Pay Band + Grade Pay) = (Annual Increment Percentage listed above) * Existing (Basic Pay + DA + DP )
Wonder who it is that is hoodwinking the public, the govt or the media ? 40% pay hike … yeah right!
- Thanks god for the Right to Information Act
haha Kevin you seem disappointed? We actually know of many people who are still keeping high expections out of this new commission..anything which pays more money free of cost is widely accepted right?
what will be my new basic on 1.1.2006 as my basic was Rs 18300/-/\? What will be the rate of R A & C C A in the city Ahmedabad?
what are the new regulations regarding VRS can i avail if i have put in 17 years in service in railsways and what benefits will i get