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DGCA Allows Use of Cellphone During Flight

Penulis : NFPE ALUVA on Thursday, April 24, 2014 | 9:09 AM

Thursday, April 24, 2014

The Directorate General Civil Aviation (DGCA) has amended its CAR Section 5 Series X Part I relating to air safety today and decided to allow the use of Portable Electronic Devices (PEDs) including cellphones. The use of PEDs shall be in the non-transmitting mode commonly called flight/airplane mode. The amended CAR also directs all operators for reporting of any suspected or confirmed PED interference or smoke or fire caused by PEDs to the DGCA. It also lays down the guidelines for the crew training.

The scheduled operators, during their meeting on April 17 with the Director General Civil Aviation, raised the demand for allowing use of PEDs during all phases of flight in the flight/airplane mode. The DGCA examined their demand in view of the new and current regulations of the Federal Aviation Administration (FAA) and the European Union Aviation Safety Agency (EASA). Under the FAA and the EASA Regulations, the use of PEDs is allowed in the airplane mode in all phases of flight.


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LETTER TO DIRECTORATE

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Abolish the New Pension Scheme from Indian Railway: Railway Minister's DO letter to Finance Minister

Hon'ble Minister for Railways Sh. Malikarjun Kharge has written a D.O. Letter to Minister for Finance regarding abolition of New Pension System from India Railways.  The text of the said letter, which has been published by AIRF, is reproduced below:-
MALLIKARJUN KHARGE
MINISTER FOR RAILWAYS
GOVERNMENT OF INDIA
NEW DELHI
No. 2012/F(E)III/1/4-Part
29 March, 2014.
Dear Shri P. Chidambaram ji,
Through this letter, I wish to draw your attention to a long standing demand raised by both Staff Federations of Railways on National Pension Scheme (NPS) for employees of Indian Railways. The Federations have been expressing resentment over operation in the Railways of the National Pension Scheme, which is perceived as a lower social security cover for Railway employees. Their contention is that there are enough grounds for Railway employees to be treated differently from other civil employees of the Government, and that Indian Railways should operate the traditional defined .benefit pension scheme available to pre-01-01-2004 appointee's.



You will recall that a few organizations/categories of Government employees were specifically exempted from the purview of NPS on consideration of special, riskier and more onerous nature of duties. The Federations have been drawing parallel with of nature of duties performed by most categories of Railway employees with those in the Armed Forces. They contend that during British period, Railways was conceived and operated as an auxiliary wing of the Army. It was also realized that by virtue of its complex nature, Railways required a high level of discipline and efficiency to be able to perform its role as the prime transport mode. Railways is an operational organization required to be run round the clock through the year. Railway employees have to work in inhospitable conditions, braving extreme weather, unfriendly law and order scenario, and inherent risks associated with the Railway operations itself. As in the Armed Forces, many have to stay away from their families for long periods while performing duties in areas where adequate facilities are lacking.
I feel that there is considerable merit in the contention of the Staff Federations. Besides the critical and complex nature of duties of Railway employees, the hazards involved are also high. Despite best efforts for enhanced safety measures, a large number of Railway employees lose their lives or meet with serious injuries in the course of performance of their duties each year.
During the period 2007-08 to October 2011, the number of Railway employees killed during the course of their duty has been more than number of passengers/other members of public killed in Rail related accidents including accidents at unmanned level crossings. While the nature of duties of Railway employees is inherently high risk during peace time, they also perform functions of critical importance during war time and times of natural calamities, in moving men and materials across the country to maintain supply of essential commodities and safeguard integrity of the nation.
In my view, there are adequate grounds for the Government to consider exemption for Railway employees from the purview of NPS. The implications of this would be that Government expenditure would reduce over the next few years through discontinuance of Government Contribution under the NPS, but the long term liabilities would increase, as financial commitments in the defined benefit pension scheme would be higher. Since Railways are required to meet the pensionary outgo from their internal resources, switch over to defined benefit pension scheme would call for a more systematic provisioning under the Pension Fund through appropriate revenue generating measures. With Rail Tariff Authority on the horizon, I believe that this would be possible.
In the light of the above, I suggest that our request for exemption from operation of the NPS be considered sympathetically and necessary approvals communicated.
A copy of each demands raised by the two Federations is enclosed. 
With regards,
Yours sincerely,
/sd/
(Mallikarjun Khagre)
Shri P. Chidambaram, Finance Minister,
Government of India, North Block,
New Delhi-110001.
Original/Source: http://www.airfindia.com
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Postal Assistant Question Paper 2010

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Rates of Dearness Allowance applicable w.e.f. 1.1.2014 to the employees of Central Government and Central Autonomous Bodies continuing to draw their pay in the pre-revised scale as per 5th CPC

Rates of Dearness Allowance applicable w.e.f. 1.1.2014 to employees of Central Government and Central Autonomous Bodies continuing to draw their pay in the pre-revised scale as per 5th Central Pay Commission.
No.1(3)/2008-E.II(B)
Government of India
Ministry of Finance
Department of Expenditure
North Block, New Delhi
Dated: 22nd April, 2014.
OFFICE MEMORANDUM
Subject: Rates of Dearness Allowance applicable w.e.f. 1.1.2014 to employees of Central Government and Central Autonomous Bodies continuing to draw their pay In the pre-revised scale as per 5th Central Pay Commission.
The undersigned is directed to refer to this Department’s O.M. of even No. dated 7th October, 2013 revising the rates of Dearness Allowance in respect of employees of Central Government and Central Autonomous Bodies who continue to draw their pay and allowances in the pre-revised scales of pay as per 5th Central Pay Commission.

2. The rates of Dearness Allowance admissible to the above categories of employees of Central Government and Central Autonomous bodies shall be enhanced from the existing rate of 183% to 200% w.e.f. 1.1.2014. All other conditions as laid down in the O.M. of even number dated 3rd October, 2008 will continue to apply.
3. The contents of this Office Memorandum may also be brought to the notice of the organizations under the administrative control of the Ministries/Departments which have adopted the Central Government scales of pay.
sd/-
(Subhash Chand)
Deputy Secretary to the Government of India
Source: www.finmin.nic.in
[http://finmin.nic.in/the_ministry/dept_expenditure/notification/da/da_order_cab01012014.pdf]
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Aluva Division conference -27.04.2014

Penulis : NFPE ALUVA on Wednesday, April 23, 2014 | 9:47 AM

Wednesday, April 23, 2014


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COMPARISON OF 6th AND 7th PAY COMMISSION QUESTIONNAIRE

Comparison of 7th CPC & 6th CPC Questionnaire


7th CENTRAL PAY COMMISSION
Questionnaire
SIXTH CENTRAL PAY COMMISSION
Questionnaire
1. Salaries
1.1 The considerations on which the minimum salary incase of the lowest Group ‘C’ functionary and the maximum salary in case of a Secretary level officer may be determined and what should be the reasonable ratio between the two.
1.2 What should be the considerations for determining salary for various levels of functions falling between the highest level and the lowest level functionaries?


4. Salaries
4.1 How should we determine the salary to be paid to a Secretary in the Central Government? Please suggest an appropriate basic pay for a Secretary? Can appointment to this post be made on a contractual basis where salaries and tenure are linked to the performance in terms of achieving defined targets?
4.2 What should be the reasonable ratio between the minimum and the maximum of a pay scale?
4.3 Is it necessary to persist with a pre-determined minimum-maximum ratio on ideological considerations? Or is it more important to ensure efficient administration by preventing flight of outstanding talent from Government?
2. Comparisons
2.1 Should there be any comparison/parity betweenpay scales and perquisites between Government and the private sector? If so, why? If not, why not?
2.2 Should there at all be any comparison/parity between pay scales and perquisites between Government and the public sector? If so, why? If not, why not?
2.3 The concept of variable pay has been introduced in Central Public Sector Enterprises by the Second Pay Revision Committee. In the case of the Government is there merit in introducing a variable component of pay? Can such variable pay be linked to performance?



1. Comparison with public/privatesectors
1.1 Should there be any comparison/parity betweenpay scales and perquisites in Government and the public/private sector?
1.2 Is it possible to quantify all other benefits, excluding pay, derived by employees in Government and the public and private sectors from security of tenure, promotional avenues, retirement packages, housing and other invisibles? In view of these benefits, can there be any fair comparison between the salariesavailable in the government vis-à-vis the salaries in theprivate sector?
1.3 In order to ensure a fair comparison based on principles of equity and social justice, would it not also be appropriate to take into account the economic conditions of large sections of the community that are less privileged than Government employees and many of whom live below the poverty line?
2. International comparisons
2.1 Some countries have raised civil service pay scalesalmost to levels prevalent in the private sector on the hypothesis that a well-paid bureaucracy is likely to be honest and diligent. To what extent would such a hypothesis be valid and how far would such a course of action be desirable?
3. Attracting Talent
3.1 Does the present compensation package attract suitable talent in the All India Services & Group A Services? What are your observations and suggestions in this regard?
3.2 To what extent should government compensation be structured to attract special talent?


6. Group-A Services
6.1 Is there a case for a Unified Civil Service, merging therein all Central (both technical and non-technical) and All India Services, allowing vertical and horizontal movement? Or should there be two distinct streams, one embracing all the technical services and the other for non-technical services?
6.2 Do you feel that the pattern of pay scales for all Group A Services should be redesignated so as to attract candidates of the requisite caliber? Keeping in view some of the compensation packages being offered to fresh professionals by the private sector, what emoluments would you suggest for an entrant to a Group-A Service in Government?
7. Professional personnel
7.1 Should there be a higher compensation package for scientists in certain specialized streams/departments like Department of Space, Department of Atomic Energy? If so, what should be the reasonable packagein their case?
4. Pay Scales
4.1 The 6th Central Pay Commission introduced the system of Pay Bands and Grade Pay as against the system of specific pay scales attached to various posts. What has been the impact of running pay bands post implementation of 6th CPC recommendations?
4.2 Is there any need to bring about any change?
4.3 Did the pay bands recommended by the Sixth CPChelp in arresting exodus and attract talent towards the Government?
4.4 Successive Pay Commissions have reduced the number of pay scales by merging one or two pay scalestogether. Is there a case for the number of pay scales/ pay band to be rationalized and if so in what manner?
4.5 Is the “grade pay” concept working? If not, what are your alternative suggestions?





5. Relativities
5.1 Employees in the Secretariat and analogous establishments are entitled to higher pay scales than the corresponding field functionaries. This was supposed to compensate them for the loss of certain facilities available to them in field assignments and the extra effort required for decision-making at the policy level. Are these factors valid even today particularly in the context of decentralization and devolution of administrative powers? Is this discrimination between field and secretariat functionaries even justified today?
10. Pay Scales
10.1 How should a pay scale be structured? What is a reasonable ratio between the minimum and maximum of a pay scale?
10.2 The successive Pay Commissions have progressively reduced the number of distinct pay scales. The number of scales has therefore come down from more than 500 scales at the time of the Second Central Pay Commission to 51 scales before Fifth Central Pay Commission, which was brought down to 33 scales by the Fifth Central Pay Commission. The reduction in the number of pay scales brings in attendant problems like the promotion and the feeder grades coming to lie in the same pay scale, etc. Do you feel whether the existing number of pay scales should be retained or increased or decreased or whether the same should be replaced by a running pay scale?
12. Revision of pay scales
12.1 Is there any need to revise the pay scales periodically especially when 100% neutralization for inflation is available in form of dearness allowance?
12.2 How should pay be fixed in the revised pay scales? Should there be a point-to-point fixation? If not, please suggest a method by which it can be ensured that senior personnel are not placed at a disadvantage vis-à-vis their juniors and due weightage is given for the longer service rendered by the former.
5. Increment
5.1 Whether the present system of annual increment on 1st July of every year uniformly in case of all employees has served its purpose or not? Whether any changes are required?
5.2 What should be the reasonable quantum of annual increment?
5.3 Whether there should be a provision of variable increments at a rate higher than the normal annual increment in case of high achievers? If so, what shouldbe transparent and objective parameters to assess high achievement, which could be uniformly applied across Central Government?
5.4 Under the MACP scheme three financial up-gradations are allowed on completion of 10, 20, 30 years of regular service, counted from the direct entry grade. What are the strengths and weaknesses of the scheme? Is there a perception that a scheme of this nature, in some Departments, actually incentivizes people who do not wish to take the more arduous route of qualifying departmental examinations/ or those obtaining professional degrees?
11. Increments
11.1 What should be the criteria for determining the rates and frequency of increments in respect of different scales of pay?
Should these bear a uniform or varying relationship with the minima and/or maxima of the scales?


6. Performance
What kind of incentives would you suggest to recognize and reward good performance?
18. Performance Appraisal
18.1 In what way should be present system ofperformance appraisal be changed? Should be ACR be an open document?
18.2 How far has the introduction of self-assessment helped in the process of appraisal?
18.3 Should appraisal be done for an entire team instead of for individuals?
18.4 In what manner can Government employees be made personally accountable for their acts of omission or commission, without any special safeguards? Would you recommend any amendments to Article 311 of the Constitution, Section 197 of the Code of Criminal Procedure, Section 17 and 19 of the Prevention of Corruption Act, 1988 and various rules relating to conduct of Government servants and disciplinary proceedings?
7. Impact on other organizations
Salary structures in the Central and State Governments are broadly similar. The recommendations of the Pay Commission are likely to lead to similar demands from employees of State Governments, municipal bodies, panchayati raj institutions & autonomous institutions. To what extent should their paying capacity be considered in devising a reasonable remuneration package for Central Govt. employees?
3. Impact on other organizations
3.1 Salary structure in the Central and State Governments is broadly similar. The recommendations of the Pay Commission are likely to lead to similar demands from employees of State Governments, municipal bodies, panchayati raj institutions & autonomous institutions
Their paying capacity is considerably limited. To what extent should this factor be considered in devising a reasonable remuneration package for Central Government employees?


8. Defence Forces
8.1 What should be the considerations for fixing salary in case of Defence personnel and in what manner does the parity with civil services need to be evolved, keeping in view their respective job profiles?
8.2 In what manner should the concessions and facilities, both in cash and kind, be taken into account for determining salary structure in case of Defence Forces personnel.
8.3 As per the November 2008 orders of the Ministry of Defence, there are a total of 45 types of allowances for Personnel Below Officer Rank and 39 types of allowances for Officers. Does a case exist for rationalization/ streamlining of the current variety of allowances?
8.4 What are the options available for addressing the increasing expenditure on defence pensions?
8.5 As a measure of special recognition, is there a case to review the present benefits provided to war widows?
8.6 As a measure of special recognition, is there a case to review the present benefits provided to disabled soldiers, commensurate to the nature of their disability?
14. Pay and perquisites for Armed Forces
14.1 What should be the basis for determination of pay scales for Armed Forces Personnel? What percentage weightage should be assigned to (i) parity with civil services, (ii) comparison with private sector, (iii) special and hazardous nature of duties, (iv) short career span and (v) restricted rights?
14.2 How should the pay of a soldier, sailor and airman be determined? How should it relate to the minimum wage in Government and the pay of a constable in paramilitary or internal security forces?


9. Allowances
9.1 Whether the existing allowances need to be retained or rationalized in such a manner as to ensure that salary structure takes care not only of the job profile but the situational factors as well, so that the number of allowances could be at a realistic level?
9.2 What should be the principles to determine payment of House Rent Allowance?


13. Compensatory Allowances
13.1 Is City Compensatory Allowance a sufficient compensation for the problems of a large city? If DA and HRA provide full neutralization, do you think CCA should continue? Is there a need for changing the basis of classification of cities and the rates of CCA? If so, please suggest the revised basis and rates.
10. Pension
10.1 The retirement benefits of all Central Government employees appointed on or after 1.1.2004 are covered by the New Pension Scheme (NPS). What has been the experience of the NPS in the last decade?
10.2 As far as pre-1.1.2004 appointees are concerned, what should be the principles that govern the structure of pension and other retirement benefits?




11. Strengthening the public governance system
11.1 The 6th CPC recommended upgrading the skills of the Group D employees and placing them in Group C over a period of time. What has been the experience in this regard?
11.2 In what way can Central Government organizations functioning be improved to make them more efficient, accountable and responsible? Please give specific suggestions with respect to:
a) Rationalisation of staff strength and more productive deployment of available staff;
b) Rationalisation of processes and reduction of paper work; and
c) Economy in expenditure.
16. Specific proposals
16.1 In what manner can Central Government organizations functioning be improved to make them more professional, citizen-friendly and delivery oriented?
16.2 Please outline specific proposals, which could result in:
(i) Reduction and redeployment of staff,
(ii) Reduction of paper work,
(iii) Better work environment,
(iv) Economy in expenditure,
(v) Professionalisation of services,
(vi) Reduction in litigation on service matters,
(vii) Better delivery of service by government agencies to their users.
12. Training/ building competence
12.1 How would you interpret the concept of “competency based framework”?
12.2 One of the terms of reference suggests that the Commission recommend appropriate training and capacity building through a competency based framework.
a) Is the present level of training at various stages of a person’s career considered adequate? Are there gaps that need to be filled, and if so, where?
b) Should it be made compulsory that each civil service officer should in his career span acquire a professional qualification? If so, can the nature of the study, time intervals and the Institution(s) whose qualification are acceptable, all be stipulated?
c) What other indicators can best measure training and capacity building for personnel in your organization? Please suggest ways through which capacity building can be further strengthened?





17. New concepts
17.1 Do you think the concepts of contractual appointment, part-time work, flexible job description, flexi time etc. need to be introduced in Government to change the environment, provide more jobs and impart flexibility to the working conditions of employees?
17.2 For improving punctuality/introducing new concepts like flexi time, should biometric entry/exit be introduced?
17.3 What steps should be taken to ensure that scientists, doctors, engineers and other professionals with sophisticated education and skills are retained in their specialized fields in Government?
Should they be appointed on contract with a higher status and initial pay, advance increments, better service conditions, etc.?
17.4 Should there be lateral movement from Government to non-Government jobs and vice versa? If so, in which sphere(s) and to what extent?
17.5 It has been suggested that existing Government employees should be encouraged to shift to employment on contract for specified periods in return for a substantially higher remuneration package. Would you agree?
13. Outsourcing
13.1 What has been the experience of outsourcing at various levels of Government and is there a case for streamlining it?
13.2 Is there a clear identification of jobs that can be outsourced?


9. Restructuring of Group ‘C’ & ‘D’ posts
9.1 Should all lower Group ‘C’ functionaries in the Secretariat be replaced by multi-functional Executive Assistants, who would be graduates and well versed inoffice work, secretarial skills and use of modern officeequipment including computers? Should similar arrangements can be evolved for Group ‘C’ posts in other organisations of Government?
9.2 Should a similar regrouping of Group D staff into fewer categories capable of performing diverse functions also be carried out?
14. Regulatory Bodies
14.1 Kindly list out the Regulators set up under Acts of Parliament, related to your Ministry/ Department. The total number of personnel on rolls (Chairperson and members + support personnel) may be indicated.
14.2 Regulators that may not qualify in terms of being set up under Acts of Parliament but perform regulatory functions may also be listed. The scale of pay for Chairperson /Members and other personnel of such bodies may be indicated.
14.3 Across the Government there are a host of Regulatory bodies set up for various purposes. What are your suggestions regarding emoluments structure for Regulatory bodies?
15. Payment of Bonus
One of the terms of reference of the 7th Pay Commission is to examine the existing schemes of payment of bonus. What are your suggestions and observations in this regard?





8. Classification of posts
8.1 Presently, civilian posts in the Central Government are classified into four Groups (‘A’, ‘B’, ‘C’ & ‘D’) with reference to their scales of pay. The Fifth Central Pay Commission had recommended their reclassification into Executive, Supervisory, Supporting and Auxiliary Staff. Would you suggest any changes in the existing classification or should the classification recommended by Fifth Central Pay Commission be adopted with/without modifications?
15. Abolition of feudalism
15.1 Should all vestiges of feudalism in the country like huge residential bungalows sprawling over several acres, large number of servants’ quarters, retinues of personal staff, bungalow peons, use of uniformed personnel as batmen or on unnecessary security or ceremonial duties etc. be abolished? Please make concrete suggestions.
19. Holidays
19.1 Kindly comment on the appropriateness of adopting a five-day week in Government offices when other sectors follow a six day week. Please also state whether the number of Gazetted holidays in Government offices should be reduced? Please also comment on the appropriateness of declaring Gazetted holidays for all major religious festivals.
19.2 What do you think is the state of work ethics and punctuality in Government offices? Kindly suggest ways of improving these.

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Excess pay given due to wrong pay fixation shall not be recovered from the employee

Madras High today said that if excess pay was granted to an employee due to the mistake of the department and not due to any misrepresentation by him, that amount shall not be recovered from the worker from the retiral benefits, that too after retirement.

Allowing a petition from K Syed Razack, a retired Police Inspector, Justice D Hariparanthaman set aside the order of the Commissioner of Police, Chennai, to recover Rs 36,312 from the DCRG (Death-Cum-Retirement Gratuity) of the petitioner.

He directed the authorities not to make any recovery on the ground of any wrong fixation done during the service, as it was not the petitioner's mistake.

The judge also directed that the amount be refunded if any already recovered from the petitioner within six weeks.

Razack submitted he was appointed Grade-II constable on June 1, 1971. After two promotions, he was listed in 'C' list of head constables fit for promotion to Sub-Inspector's post on Sep 22, 1985. As there was no vacancy, he was not promoted at that time.

Later, he was promoted temporarily as SI on September 15, 1987 and also paid salary by fixing his pay to the post. He was regularised in the post with effect from August 17 1992, promoted as Inspector on October 15,2003 and retired from service on January 31, 2009.

When the pension proposals were sent, the Accountant General opined that the benefit of fixation was given from September 15, 1987 and should be given only from the date of regularisation of service (August 7, 1992).

The CoP then passed an order to recover Rs 36,312 from the DCRG of Razack towards alleged excess payment due to the fixation.

Citing a judgment of a division bench, which held such recovery was bad, the judge said he was also of the view that the judgement applies to the facts of this particular case.

"Any wrong fixation that was said to have been made in 1987 shall not be sought to be recovered, after retirement in 2009, more particularly, when it is not the case of the authorities that the wrong fixation was done at the instance of the petitioner by way of misrepresentation."

"Even, if there was any error, the petitioner cannot be made to suffer after retirement, by way of recovery," the judge said.



Source:http://www.business-standard.com/
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List of ATM locations in pilot circles

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Online model test for Postal/Sorting Assistant Examination

Dear friends
Here we set an online test for Postal/Sorting Assistant Examination -

( Computer Awareness - 10 question )
Please participate and check your knowledge..........

To participate this test : Click Here
Courtesy : http://postalguide100.blogspot.in/
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