6th cpc

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

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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


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


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


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.


CAS Gr B

Existing


1

Assistant Architect

(Group B Gazetted,

Non Graduate,

Promotional Post)

6500 - 200 - 10500 PB2 8700 - 34800 4600 PB2 8700 - 34800 5400


parity with Section



Superintendents of

CGHS.


CES and CE&MES Gr C

Existing


1

Junior Engineer (Group C

Non - Gazetted; Non -

Graduate)

5000 - 150 - 8000 PB2 8700 - 34800 4200 PB2 8700 - 34800 4600


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.


CAS Gr C

Existing


1

Architect Assistant

(Group C Non -

Gazetted; Non -

Graduate)

5000 - 150 - 8000 PB2 8700 - 34800 4200 PB2 8700 - 34800 4600


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


granted to next in

heirarchy of

promotion and to

ensure that non -

availability of

promotional avenues

is not a deterrent to

performance.


Ministerial Staff ex Gr D

Existing


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)


PB2 8700 - 34800

PB2

Engg Drawing Establishment

Existing


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


Ministerial Estab Gr D

Existing


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


Horticulture

Existing


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


parity with Section



Superintendents of

CGHS.

6 SO(H) 5000 - 150 - 8000 PB2 8700 - 34800 4200 PB2 8700 - 34800 4600


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


Remarks


granted to next in

heirarchy of

promotion.

No change

No change

No change

6th cpc

Documents

minimum pay

recommended pay band

pay bands

basic pay

grade pay concept

cpc recommendations

running pay band

central pay commission