Upload
others
View
9
Download
0
Embed Size (px)
Citation preview
\
[-.T I n
THE PAY COMMISSION REPORTVOL. | : Recommendations on Pay Structure
PAY COMMISSION
.$$$
Names Designation
Shri G. S. Kang (lA5) Chairman
Shri Rahul singh (lAS) Member Secretary
Shri Vinay Kumar (lAS) Member
Shri Murlidhar Prasad Singh Rtd. Section Officer
Shri Shashi Bhushan Kumar Sinha Rtd. Section Officer
Shri Kamakhva Naravan Srivastava Section Officer
Shri Navendu Narayan Data Entrv Ooerator-Grade'C'
ShriSanjay Kumar Assistant
Shri Dilip Kumar Pathak Excise Inspector
Shri Neshat Ahmad Principal Private Secretary, lT
Shri Santosh Kumar Pandev Stenographer
shri Shashi Ranjan Kumar Data Entry Operator
Shri Amanullah Khan Assistant
Shri surendar Thakur Office Attendant
Shri Vimal Prasad Office Attendant
4
ForewordAt the outset, I must admit that I was a bit apprehensive as to whether the Commissionwould be able to submit its report in the time allowed to it. This was all the more sobecause none of the pay bodies constituted earlier have been able to submit theirreports within 3 months. Therefore, we started work in right earnest atmost from theword go! The pay Commission was deluged with representations demandingupgradatlon in the pay structure. Commission decided to provide hearing to all thepetitioners and tried to resolve the said anomalies through a reasoned methodology. Iam proud to say that the Commission is ready with its report within 4 months of its firstmeeting. Never before has a pay body been able to submit its recommendations withinsuch a short time as this Commission. I feel that this report will prove to be a milestonein resolving the long standing anomalies in different cadres. Adoption of this report intotality by the State Government will definitely improve administratrve efficacy anddiffuse resentment. The 7th SpC has tried to mitigate the possibility of inadvertenterrors or any element of arbitrariness. The recommended pay Level Matrix will resolveissues pertaining to entry pay, existing pay structure and common treatment of likecadres.
The contribution provided by shri Kamakhya Narayan shrivastava, section officer,Finance Department and Shri Navendu Narayan, Data Entry Operator Grade ,C,, FinanceDepartment has been immense in accomplishing the task of the Commission and Irecord my great appreciation for their unfailing contribution to this Commission. I alsorecord my appreciation for the useful assistance provided by Shri Neshat Ahmad,Principal Private Secretary, Shri Murlidhar prasad Singh, Section ofticer, Shri ShashiBhushan Kumar Sinha, Shri Dilip Kumar pathak, Excise lnspector, Shri Sanjay Kumar,Assistant, Shri Santosh Kumar pandey, Stenographer, Shri Shashi RanJan Kumar, DataEntry Operator, and Shri Amanullah Khan, Assistant, who have very ably assisted me inperforming my duties. I am deeply impressed by their devotion and the confidentialitywith which they have assisted me in discharging my duties. lalso record my apprecrationfor my driver Shri Umesh Kumar prasad who served me with great dedication. I alsorecord my appreciation for Shri Surendra Thakur, Office Attendant and Shri VimalPrasad, Office Attendant in aiding us towards accomplishing the task of the Commissionsuccessfully. r record my gratitude for all of them. They have assisted thrs commissionfaithfully and devoted their time usefully in completing the task of this Commrssaon.
Finally, I express my heartfelt appreciation for the useful cooperation provided by
Member secretary shri Rahul singh and Member shri Vinay Kumar' shri Singh's
experience in these matters was an asset to the Commission and helped in solving
intricate problems of Pay determrnation lshall be failing in my duty if ldo not record hjs
useful contribution in accom plishing the task of Commission in recordtime l am equally
grateful to Shri Vinay Kumar, who provided useful inputs to the completion of this task'-n"
i, "
u"ry amiable and cheerful person Shri Singh and Shri Kumar were always
available on time for the Commisslon'
Last but not the least, I apprectare the timely logistical and administrative support bV
the Finance Department. I render my gratefulness to the Hon'ble Chief Minister and the
State Government for providing me a platform to render my services for the welfare of
the state, with Whom I have been |ong associated and for the peop|e of which I have the
highest regard.
6
Chapter 1. Introduction
Employee compensation is an important element of government functioning. Everystate tries to provide a pay structure which is competitive yet affordable, attractive yetacceptable, forward looking yet adaptable, simple yet rational, and one which matcheswith the current socio-economic and political conditions as well as the changingperception of the overall administrative machinery and the public governance sysrem.This Pay Commission was set up vide Resolution No. 9701 dated 22/12/2076 of theFinance Department. The terms of reference of this Commission were as follows: _
To recommend a revised pay structure for the employees under the StateGovernment on the lines of the recommendations made bv the Seventh CentralPay Commission for the revised pay structure for employees under the CentralGovernment;
To recommend revised allowances for the employees under the StateGovernment on the lines of the recommendations made bv the Seventh CentralPay Commission for the revised allowances sanctioned for employees under theCentral GovernmenU
To make recommendations regarding matters in which any orders of the Hon,bleHigh Court/Supreme Court and State government have been issued;
The Commission was required to take the economic condition, state of availability ofresources, financial capability and other committed expenditure of the State intoconsideration while making recommendations with respect to the above
The Commission had Shri G. 5. Kang, Former Chief Secretary, Gow. of Bihar, as itsChairman; Shri Rahul 5ingh, Secretary, Expenditure, Department of Finance, as Member-Secretary; and Shri Vinay Kumar, Secretary, Rural Works Department, as Member.Member-secretary, Shri Rahul Singh, and Member, Shri Vinay Kumar, were required toperform their functions in the Pay Commission in addition to their original duties.
Alongside the constitution of the Commission, it was provided office space in the Vikas
Bhawan and staff was provided to it in the form of three Section Officers, one Principal
Private Secretary, one Excise Inspector, two Assistants, two Data Entry Operators, one
Stenographer and two Office Attendants.
This Commission started work in right earnest in the month of January itself State Pay
Commission in order to make relevant recommendations reached out to all
stakeholders. Commission wrote to various ministries/departments seeking information
regarding all state level posts, pay and allowances with respective cadre rules including
educational qualifications.
Various Associations were also asked to submit any representation regarding their
cadre rules, pay disparity and educational qualifications etc. Newspaper advertisements
were placed inviting demands/ representations from Employees'/ Officers' Associations/
Federations as well as individual employees/ officers. In all,349 representations were
received. Once the representations were received, dates were fixed for hearings on the
memoranda and notices issued to the representationists to appear and put forth their
case. Hearings on the representations commenced on O2/O2|2OU and went on till
O3/O3/2o17. During that period, all the memoranda received from the various Service
Associations were heard individually. Most representations of individuals were heard
along with the Associations. Of the rest, those who were able to attend the hearing of
the Commission, were heard individually. In any event, all the received representations
were considered while finalizing the recommendations.
The Commission was required to make its recommendations in the light of the report of
the 7th central Pay Commission. Key observations regarding underlying principles of pay
determination and other recommendations which have guided this Commission are
being summarized below.
The efforts of the 7th central Pav Commission have been to devise a simple pay
structure with rules of fixation that are easy to understand and apply. This would take
away the possibility of either inadvertent errors or any element of arbitrariness. 7th
Central Pay Commission has, therefore replaced Pay Bands and Grade Pays by a Pay
Level Matrix for the purpose of pay fixation.
Apart from providing a transparent pay structure, Pay Levels Matrix also addresses
issues such as common entry pay, rationalization of the existing pay structure and
common treatment of like cadres. subsuming the grade pay, the rationalized matrix
presents the whole universe of pay levels in one simple chart. The levels have been
rationalized too, displaying a logical pay progression. Employees would be able to see
their pay level, where they fit in and how they are likely to progress over their career
span.. The new pay structure will bring out clearly what the total emoluments will be at
a given point in time during one's career span' The
stated upfront for existing as well as new entrants'
rate of pay progression will also be
The commission while analyzing the important question of whether wages were
sufficient to attract and retain qualified staff, observed that at lower levels salaries are
much|owerintheprivatesectorascomparedtogovernmentjobs.Atthehighestechelons of governance, nowever, the compensation in' government is nowhere
comparable to their counterparts in the private/ public sector' In light of this
observation, the 7,h central Pay commission has accorded slightly higher index of
rationalization at the level of Senior Administration Grade and above'
The 7th cPc has adopted an innovative design to make the remuneration structure
attractive. lt has adopted the need based minimum wage formula for designing the pay
matrix. The rationalization of pay levels has been done keeping this minimum pay as the
base for all calculations. lt has recommended that the minimum pay at each level will be
the entry pay for direct recrurts for those levels Each level has been placed
equidistantly. The various stages within a level move upwards at the rate of 3 percent
perannum.owingtothisrationaIization,thequantumofincreaseinpayonpromotion,either on regular basis or through the MACP, is likely to be substantial This design will
make the existing remuneration pattern in the government more attractive'
To emphasize on the culture of performance, the commission has recommended that
all the non-performers in the system should be phased out after 20 years The
commissionhasrecommendedthatPerformanceRe|atedPayshou|dbeintroducedinthe government and that all Bonus payments should necessarily be linked with
productivity.
As emphasized by the 7th Central Pay Commission, this commission also endorses that
the framework in the emoluments structure is required to be linked with the need to
attract the most suitable talent to state services, promote efficiency, accountability and
responsibility in the work culture, and foster excellence in the public governance
svstem. Recommendations have to be made keeping in view the economic conditions in
state and need for fiscal prudence as also the need to ensure that adequate resources
are available for developmental expenditures and welfare measures'
9
The Report is organized in the following manner: -
. In Chapter 2, the principles of pay determination and the methodology appliedhave been enunciated;
. Chapter 3 contains post wise recommendations where changes have beenrecommended;
. Chapter 4 contains recommendations on matters referred to the commission bvthe Finance Department:
. Chapter 5 bears the summary of post wise recommendations on pay Structure;and
' Finally, chapter 6 contains the commission,s observations regarding the financialimpact of the recommendations.
The Commission has noted the multiplicity of same or similar posts across variousDepartments. An effort has been made to deal with all such posts which exist in morethan one Department in the discussion on Common Categories.
It would be desirable that the public at large have access to the contents of this Re'ortin the interest of transparency and convenience. Therefore, the Finance Department isrequested to put the Report in downloadable format on the State Government Websiteas and when it is decided to make the Report public.
Note: In the following, wherever cpc is mentioned, it wourd mean a reference to centralPay Commission.
10
chapter 2. Principres of pay Determination and Generar RecommendationsHistorically, the pay Structures of the Central Government employees and theState Government emproyees have been divergent, This was mainry due to thedifference in names of posts performing the same tu*tionr,
", also differenthierarchies and relativities which themselves resulted from different tunctionalrequirements as well as different qualifications prevailing. The very concept of Centralequivalence arose following an agreement between the state Government and thevarious Employee Associations that Central pay would be granted.
This gave rise to the first exercise of this nature in the State, when the Fitmentcommittee was set up foflowing the Fifth cpc. rts mandate was to determine whichCentral post would correspond to each of the State posts and, then recommeno tne payscale.for that post. The methodology adopted by the fitment Committee was, briefly, asIOllows: -
First, a corresponding central post was identified against each State post,lf such a post could be located, then. -
. lf the qualification prescribed in both the governments were thesame, as were their functions, then the posts were held equivalenr,and, same pay scales recommended;
. lf qualifications were lower in the State Government, then lowerpay scales were generally recommended with the recommendationthat higher pay scales would be available once the recruitmenrqualifications were enhanced;
. In certain cases, lower pay scales were recommended forpromotional posts as the cadre rules were different. Here, too, rrwas recommended that higher pay scales would be available oncethe cadre rules were rewritten so as to be similar to central cadrestructure;
. In certain cases, lower pay scales were recommended because ofexisting parities in the State Services and the State Cadres.
lf a central post could not be identified, then general principles of paydetermination as recommended by the Fifth Central pay Commissionwere applied, and pay scales recommended;Finally, if these principles, too, could not be made applicable, thenreplacement pay scales were recommended.
11
The Government accepted the recommendations of the Fitment Committee ano
notified the pay scales. lt also set a Fitment Appellate Committee up to receive
representations against the recommendations of the Fitment Committee with the
mlndate to recommend changes in case the original recommendations were not in Iine
with the mandate of the Fitment committee That Committee submitted its report and
th" Gou"rnt"nt accepted those of its recommended changes as were found to be in
line with its mandate.
Subsequently, the Government took certain decisions' especially 2005 onwards'
whereby it upgraded the pay scales of a few cadres and posts A few of these decisions
were outcomes of the Fitment Committee's recommendations having been acted upon;
Whi|e others Were entire|y new decisions. |n certain cases, orders of the Hon,b|e High
Court led to revision of pay scales for certain posts A State Pay committee was set up in
2009. When the Pay commrttee was deliberating upon its methodology for-r"*trn"naing
the pay structure following the Sixth central Pay Commission' it was
conscious that the relativity which had settled after the Fitment committee had been
.irng"a au" to these decisions. That committee decided to accept the changes which
n"a o"..urr"O in the pay structure beyond central equivalence or beyond the framework
suggested by the Fitment Committee The Report was subsequently adopted and the
revised oav structure sanctioned.
The main observatlons regarding the pay structure following the
recommendations of the Sixth Central Pay Commission arethefollowing -
lntroduction of o of Pav Bonds ond
of runnina pov scales: This being an unfamiliar concept, numerous
crept in fixation of pay. Additionally, Finance Department, too,
several clarifications one after the other whi(h were, quite
contradictory,
the s merror5issued
often,
ition of Gtod ov scoles AII CM s were de lllot /eost: This has led to a situation where there are
requirements, yet the cost structure is now pegged very high;
MACP in ploce of ACP: ln the ACP Scheme, time bound upgradations were
provided in the promotional levels, while in the Modified AcP Scheme,
these were granted in the next hiSher grade pay. This has created a
situation where those emplovees who were lucky to obtain the ACP
benefits before the cut-off date, have higher levels of pay as compared to
others of the same cadre who got upgraded after the cut-off date,'
A pav fixqtion formulo which resulted in an anomalous situotion wherebv
pov of emplovees oppointed ofter 01.07.2006 wos, in quite a few coses.
hiohet thon thot of emplovees oppointed prior to that date: Even though
there exists a mechanism for stepping up the pay of the senior in case of
functional
12
i1.
q'lch an anomaly, the process ls too cumbersome' This has led to
,"s"ntm"nt amonctji!: :TIII:"-?"; voitind prierJqlls!.leIlLsJgelI of 184tII9!9
nothet level of arode
rhoush the 7,n cpc has,i:::*T:: :l :n,'j."[ :ff::iT:?,:l#'":::
fi::H"Jl"i ilJ 'ilili?Lil''"1il'fi ;;;;i;;o'"ssins the number or pav revers
any further.
The recommendations of the Fitment committee were made when the numDer
I.fiL:L"j'#Hnt*ln'*"*:-'""':"::'":*'':':"i"J::'""ffi :'.*:
**fr*rT#J5*ii*ffi 'fl ::"J1T"'i"i'."xliiJJ-"":"'l';Tru:*Hl
H ni','"""ffi [tl1,'fi {f.ffi rfi t* *..;lr'[l"i,"f, 1#
ZO-OS, tt"t 6 levels now This has necessttare-u-'llll r-"i'. ^", "et
been extended to
lrui:rifl:***'l:"':m*ll;1T,ffi li;lT#l'1il'n"'"oto""
which were ettner In d "''"'"''-: f,itr","*es earlier' In addition' there
there had existed historical level I
were other issues, which are dtscussed in detail in the following'
2.1. Principles of Pay Determination
The starting point for determination of pay would have to be the recommendations of
;;;;;;; ioimitt"" as modified by the accepted recommendations of the Fitment
ilil;; ;;;;i;" " *"tt "' uv.'uliequ"nt eou"rnm"nt decisions or decisions or the
Hon'ble courts. In certain cases' *;;;;;* might need a relook if these decisions have
the number o
13
ffiT:,.r'l'i:ll:T Ll::lrq'l'J]lliltativirroE 0{ course, suLr cases wourd be
;;;1;'"';";"."';#:ilil'ii:;:'31";1i",^1"11Jii,fl *:J..,1::rum,;:1il
^ Now, for each of those postr-which do not-constitute part of a cadre, subsequent;:fi:HTll.Ji:fi:[1';::;:r'' decisions, ir anv,,r,"rri"
"""rv."o arons with the,, *'"", ."'.*,o,iJil ;T?ff]"j: H: :;JH',',T J:;il:::"":3;il,#,_"1."::
For posts which constjtute,levels in an organized cadre, entry pay rn the cadrewoutd be decided first. First, the n"y corrittee{ ;;;;;";,1*,"* woutd be;#:t'"T,il::,-jil,, *::: ::l :^"::'rr1 "; I ;,;;": :;i;J# o.
"s bv co u rts
determ ned ."0;; l;i;;il;";ffT[ff:"i,J]il,:r: T: i:.;,;# ff:ia i;corresponding cadres at the Centrla view to determin ing: -
e Then' the cadre structure would be examined with
a) Whether the number of leveis desirable in te*,
"r rn" o,lt-ll-1110-''ite'
less than adequate or more than whatb) rne pay structur;;; ; #::::::''ns
in the roresoin$ and
rhe terms of examination *or,,t'"t". *'tn
""th level ln the cadre.
feasibirity in 1",.', ;;,#-1,'?"H:, central , equiva rence, and, secondty,
recommendations *o,ro o",.1"1",,i1'"r.";, #i;rl.J" r.."i",lJfii,,iil,. i"1Ll;rnan enumeration of the promotilw-ourd ease q,,.r", .",0i"i".1iH":ff ff:: "T:i, :i,T"
r:l jf,il,jr.*ii:certain cases, the recommendations about promotion;; ,;;.;';";;;:':"nd.tionat uponthe number of levels being raised or reduced. n r"',r,.iJ.", rr,,irri""lro o","*"n ro,detailed discussion as to their functionatity
"no r."comm"ii"ilniil",o"'"..oratngfy.
2.2. Pay Fixation
14
Chapter 3. Posts Where Changes are Recommended3.1. Posts having pay structure of Gp Rs. lgOO or below
Before the 6.'CpC, there were various class lV posts below the then pre-revisedpay scale of 2750-4400. In the State covernment, there were three levels of which thelowest level was for the Orderly peon, while the higher levels were for posts belo\rMatriculation level but requiring some degree of expertise. The 6th cpc recommendeddoing away with Class IV posts totally and fitment of these levels along with theincumbents in the then pre-revised scale of 2750_4400 in the pay structure of pB1+GpRs 1800. The incumbents at the levels below the pay scale of 2750_4400 were initiallyplaced in a sub scale and they were to be granted the prescribed pay structure ofPB1+GP Rs 18OO after completion of training prescribed by the cadre controllingauthority in consultation with the General Adminjstration Department.
For the orderry peons, which were at the rowest rever, detaired insrructrons wererssued and training programs organized, folowing which a| of them were granted arevrsed pay structure of pBl+Gp Rs L8OO. Most of the posts which were placed higherthan "orderry peons", for exampre, Gardeners, cooks etc,, which are distributed acrossseverar departments continue to be in the pay structure of -1S+Gp Rs 1650 simDlvbecause their cadre controlling authorities have not been able to devtse a tratningprogram in consultation with the General Administration department. lt will beappreciated that the incumbents on these posts were performing higher duties thanthat of orderly Peons, but were placed at levels below them for which no rever has beenprescribed by the 7'" CpC. This presents the Commission with a quandarV.
15
3.2.Clerks and Accounts Clerks
There is a plethora of posts in the State Government having broadly similar or
identica| functions' ln non-work departments, these posts may carry the post name of
clerks, store clerks, accountants erc ln works departments' there is a division between
clerks and accounts clerks. The post of correspondence clerk in these departments has
parity with the posts of clerks in other departments There are also posts of store
keepers in works departments'
There are 2 broad systems of pay scales for these posts: -
. For the clerks/ correspondence clerksi and
. For the accounts clerks.
Store keepers fall in a separate category The storekeepers appointed prior to 1981
enjoy parity with accounts clerrs and those appointed after those dates are similar to
clerks. Originally, the recrultment qualification for the post of clerk was Matriculation
while the recruitment qualification for the post of junior accounts clerk was
Matriculation with Mathematics as a subject while that for direct recruitment to the
oost of senior accounts clerk was Intermediate with Mathematics as a subject lt is to be
borne in mind that, originally, Mathematics was not an essential subiect in
Matricu|ation. coming to the functions of these two categories, the function of the
Accounts Clerks in works departments is essentially to verify arithmetical calculations on
Bi||sofQuantitiesandonMeasurementBooks.withtheexpansionofworkbeingexecuted in non.Works departments, the c|erks there, too, are performing simi|ar
functions of arithmetical calculations, maintenance of complicated accounts etc'
Historically, the posts of clerks and accounts clerks have enioyed different pay
scales. This has led to problems of cadre management and, of course, of heartburn
amongst those who may be getting lower pay scales This has also led to other
problems, especially, that of fixation of pay of employees appointed on compassionate
basis on higher posts than they should have been to, according to Government
instructions in this regard.
'
I
I
16
a the functions being performed by the horders of these posrs are nowbroadly s jmilar; andb. Mathematics itself is now a compulsory subject in [,4atriculation.
In addition, the clerical cadre is facrng cenatn genuine difficulties:-i. Ihe demerger of the posts into LDCS and UDCS: Even though the GAD has issuedcadre rules for the Muffassil clerical cadre of the district .i,,".ar"* tevel, mostcadre controlling authorities have not been
"bt" to u"rrark o|. demarcate thetotal posts into those of LDCS or UDCS. This has led to stagnatron of theincumbents at the level of LDC;
ii. Promotionar avenues: Thus, at the first rever, promotion to the lever of uDcs isstalled, and, at a second rever, p.omotion to the rever of Head cr;rks is stared;iii. Promotional avenues of accounts clerk: presently, they have no promottonalavenue beyond that of senior accounts clerk. lt must be noted, though, that,recenfly, a promotional avenue in the shape of Divisional Accountant rn the gradepay of Rs 4200/- has been creared;
iv. Pay structure for compassionate ground appointees: As these appointments hadto be at the lowest level in Class lll, therefore, they should have been appointedto the post of LDC, or, if they are appointed to some other post carrying higherpay, they should have been allowed only the pay of LDC. The foregorng has beenthe consistent stand of the State. However, this stand has come under strainrecently owing to certain judgments of the Hon,bre High court. Be that as it may,it may be concluded that the matter of pay scale of appointees on compassronateground to posts other than those of LDC5 has created an additional comolication.
The pay structure for clerks and accounts clerks, at present, is as follows:_
This Commission feels that these divisionsespecially so because:_
may no longer be necessary. This is
Basic Grade
1'r promotional Ievel
Accounts Clerks
GP Rs 1900/- GP Rs 2400/-
GP Rs 2800/-
GP Rs 4200/-
GP Rs 2400/-
2"" promotional level I cp Rs 42OOl_
3 " promotional level GP Rs 4600/- Not Available
17
It is manifest that these two cadres are slightly different in terms of their career
prospects. Thus, though Clerl(s would now start at a lower level' Vet the final
promotional level for them is higher than that of Accounts Clerks Therefore' an outright
merger might not be totally practtcable because of issues of inter-se senioritv which
would arise especially at the levels of GP Rs 2400/- and at GP 42OOl- Thus' while
reducing the multiplicity of cadres performing similar functions is an.objective' a more
nuanced approach might need to be adopted One mechanism which the Commission
deliberateduponwasdec|ar.ngoneortwocadresasdyingcadres.ThisseemstobeafeasibIeso|utionandwiIlbeexpoundeduponindetailinWhatfolIow5.
The following recommendations would address most of the grievances raised in
the representations received by the commission The demand for paritY with Assistants
ofthesecretariat,however,cannotbemetbecausethejobresponsibi|itiesandtherecruitment qualifications have been historically different and are still divergent
2.
18
ittr" trrh ord"rr. Roth"r. if th"rq ,""*.JEtio-*-ffiirow *ith th"Go""^"nt th"n th" ittuorr. 9f thot Gou"-^liiiilourd ,ufri"" fo,- e.bt"*on"" of th"r" bn
"n"_ "odr" "ontrolliro orthli-==:
"t ,O"n ,ro, oro-ortono, ororo"rO. TO" ,o,r" ,uooiiffi"r"O u,r. ,Or-UDC. Heqd Clerk ond Office Suoerintendent. tf the iifiimotionot oostsor" O,rf"r"r, tn orn "rro',,rO."rt. ,0. ,oa", *or,O Ou & ,o ,or" U"",
t: tl"k trtt th" .-^,
", promoted to the posts of UDCs. tt is nrimarilv becouse lire contro inoagthorities hove not been able to bifurcote the oosts beiiil-ronks of HeadClerks into those for LDCs or lJDCs. One solution wouldEiix the rotio ofposts of LDC to UDC os 60:40 and to recommend that t;iccept-qnce or thesetecommendotions shall be token qs Government oporovol of the sdme withoutthe need tor onv seoqrote orders hovina to be issued. This siion- however.mov not work simplv becouse it hos not wo*ed for the last l;eo6 or more.
of LDcs be qiven o oromotion to the oost of tJDCs if thev;;;;oteted 6 vears
orders bv the resoective codre controllino quthoritv qrei;;;: Further. theCo^-istion -orld ,ecom-end thot "o"h "odr"
cortrollina o-iiritv issre o,order of bifurcation of the oosts in the oool of LD(l qnd uDl;;ie rotio OO:40
the meroer of these two levels into the sinale level of Clerk.?, fir"ilr. rn"r rrt^*
be considered if combined exoerience meets the ,,Kqtavqdhi,, crite d. This is
dnd UDCS dte the some.
19
rccommended st edch level'
3,3,Secretariat Assistants and Supervisors
Supervisors are appointed through a common examination and constitute the
feedercadreforclassl|postsandservicesinsevera|departments,thoughsometlmesthey may be isolated posts with no promotional avenues The pay structure for the
entry level posts are fixed one levei below that of Class ll posts Normallv' these cadres
wou|dnothavebeentakenupforconsiderationtogether,but,duetoreasonsofhistorical parities having been disturbed subsequent to the acceptance of the
recommendations of the 5th cPc' " '"io"n '""t' to be required Prior to the 5th cPc'
Supervisors enjoyed pay tevets higher than those allowed to.Assistants of the
,"ir","rO,. witn ine ss cPc recommendations being accepted by the State' Assistants
were granted the pay scale of Rs 5500-9OOO while Supervisors were granted Rs 5000-
80oo with the exception "f " f"* ;;;; the situation remained the same after the 6th
cPc too. Thus, although the Assistants were initially granted the pay structure of PB2 +
GPRs42oo/'bythe6.''cPc,theyweresubsequentlygrantedthepaystructureofPB2+GP Rs 4600/- The Supervisors, however' remained at PB2 + GP Rs 4200/-'
The main grouse of the Supervisors is that they can't be given pay structure
inferior to that of Assistants In vlew of the historical relativity which had alwavs existed'
The 7'h CPC has deliberated upon the paY structure of Assistants and has made a
categorical averment that they cannot be given a pay level higher than that of PB2 + GP
Rs 4200/-. However, the Central Government has not accepted this recommendation of
downgrading the pay structure and has granted replacement pay level 7 to Assistants of
the Central Secretarlat.
one consistent demand of secretariat Assistants had been that they be granted
parity with Assistants of the Central Secretariat both in terms of promotional avenues as
well with regard to pay structure The Fitment Committee' however' did not accept thls
totally. Rather, while granttng the equivalent entry pay scale of Rs 5500-9000 to
Assistants, it said that the entlre structure would need to be organized similarly to the
central Secretariat Service for the entire set of benefits to be extended to this cadre'
However,withoutthatexercisehavingbeencompleted,higherpayscaIeswereextended to the Assistants of the Secretariat The cadre rules of 2005 also do not serve
20
to make the structure of the State Secretariat Service similar to that of the centrat
ili,Xilril;;;:-revised srade pav or Rs 4200/-'
Secretariat Service
In Chapter 7'l'' the 7th CPc has discussed the posts of the Central Secretariat
**..,i"?ii,. *, '""1i 1:1i":X;:nru".lil ii ll.,1"ill"ll"'ill,1ii
or the Assistants was raised bv """;ffi;";; ,* :t i: Ltjlr..:"Ji:::f:l:exampre while *" t' :t: ::,:'^;"""r, ,-",*o n. ,rade pay of Rs. z
Government accepted it, but subrequEx" ln"lorr""*, be given level 6 in the matrix
has made a very clear recommenl -' n-
^'>^ot-
matrix'
As has been noted earlier' themai:::::H"i:["".!il:[
::::T:'."","":TTi!:fi :":.1Tm:t jll*:::;T":i;
Government, then rePlacement Pa\
should redress their grievance'
is that their PaY
should not have
accepted bY the
of the PaY matrtx
Assistsnt codrc os well'
3.5. Electronic Data Processing Staff Cadre
Various posts at different levels with varying educational qualifications have been
created in various departments for these functions The pay structure sanctioned to
these posts range from GP Rs 24oo ;o GP Rs 6600 However' these posts are isolated
and have not yet been formally encadred either within departments or within groups of
departments. The Fitment Committee had made certain recommendations which could
not be acted upon because that would have required a high degree of coordination
amongst various dePartments'
3.4. Personal Assistant Cadre in the secretariat
21
".,""1:: :il:11:'l j;":":::'the importance or this cadre wrt\ increase,51tth
n:,ri";;r*l;:*:l#i:ili:i.:nfl ^:i::fl :1 j,:::**;,7meetrng this requirement ,nrou"in^]lllout
oepa-rtments Presently, Government isto* oo*rnr"i, r;;"r,#;i:"
outsourcins of this function throush BELTR9N, anot an extremery opr,r", ,"" lro. "oo"ars
to the commission that the.s., Resistration Department, o,. *'^'11'ry'nln: ",-ut';;;,;';;:.:;Js
arrantement is
etc. In general, Government n"r r.1u^il1-lo""tt't"' " r', ."tt"r.;:iiil:"tTJr"j:estabrishment. ' -- -rnctroned very few such posts under the permanent
The Commission would comrthis catesory
" ,"u,i",# ;.,j;:::L:,",:,:ast
the runctions beins perrormed bythe clerical cadre or the s".ru,*r-'l - available through outsourcing, withpoint out to the ,"d*,r"oinu
"i""'-l.Aststant.cadre The commission would like to
hlvinc no 0""-"' or",n",,"ln'"t"'"t:::t- tl*" t"nctions performed by outsourced staff
ortenure. Goins ror*",r,;:;;;;;ilf;ff:Tffi::,... rons period without security
a. Continue with outsourcing fothese levels be merged *irt ri^Tttl
below class 2 levels Existing personner atmay be. Further, ,n" ,.".rr,rr]l,tl"'ical
cadre or the Assistant cadre, as the case
be raised to '";";r;.;" ;;::t
qualification for clerks as well as for Assistants
Graduation ** o"ri o*r"il one-year Diploma in computer Application or
Needless to add, thu ,.".rrit.n"1D Ploma in computer Application respectively.
, ::j"T:'I"";:::":jtff TJ{,,#*:JIlTilt"iff: ;:m:;:o"pa.tm"nt
'' ",";;il;1"j;:T T:'::::,,f1il::J::: :ff'J**constder reducing the reliancestrength of employees uno",
on outto"ted staff and increase the sanctioned
promottonal avenuesare availal permanent establishment so that sufficient
in- criticar areas or s""",""".". J;:,:,n",f ;':::"J,"#::Ji,T l:;i;,"1*of the heightened reliance on I
50;50 for the permanent staff aiutsourced staff at present' a minimum ratio of
vrsuatised. ]o outsourced staff in each establishment may be
I{,
22
:"T,H ili5.i"lti,lff :1 i- il:."",i*ffi
monitorinS and coordinatron- ar
,:" ;";i;-, b odd. onc" ddto ,
thathigh
i
{
The
option "b"
degree of
structure.
:
3'6'state servi'es "^+^ c6^'i'ec and state cadres
Here,theentrypav":::::l::Hl"T;:T:,,;^"*;tXfr*k::;f :
i;T:['"'.'$:lfl Hj"'i1"#i:::'i*^*:*::iilru;:::il:l;
*l'"t, j,#i:ilit;l-'"'#'i.t",ffi
1*l,r,nut tnt'" the entry PaY stl
:"J#J:: "::l 6:: y . "'::i::g;il I *:k*::i :f ;lRs 54oo/- after 4 Years of servrce'
ti il;::,:: :::l',Hl,ll'.iri#$l1-,t-,t#xjfi :"'J,'ffi *1;il
ITlil,ilili"l;llff '.llii*:ilf :Xi:it:",*l:Hi:ff I:':i"'i:led to demoralization amongsr uot'""'- "',-^-.|."- t"" l" siven the upgraded pay
;::,';;;';;;;' bv arl other state services that' too' be srven
It has further been observed by the commission that' under the cover of
formulation of new cadre rules, several new levels have been :'":t"t]l:"11""::t:::t""-;."t:' ; .nil;'*" o'n"'"*" between state services and the state cadres has
23
::..:"::.Jl::".'"*'v brurred with most cadre ru\es now pr0daiming that thg\ an a
>
Pre-revised paystructure
Recommended level inpay matrix
Easic Grade P82+Gp48OO
PB2+Gp5400rn srtu upgradation to
PB3 + GP 54OO1" p.omotiona|IGPB3+Gp660a
z promotional level PB3+Gp7600Levet 123'" promotionii teG PB4+Gpf700_--Levet 13+" promotionit iEv-J PB4+Gp89ba
5'' promotionai t&J PB4+Gp10!00--(if applicabte)
3.7, Bihar Engineering Service
r ne pay structure for members of Bil)ar Engineering Service is as follows:
DesitnationUnrevised pay Scale
Assistant Engineer PB2+GpS4OOExecutive Engineer
Superintending Engineer PB4+GP8700Chief Engineer PB4+Gp8900
Engineer-in-Chief PB4+GP10O0O
24
One long standing demand of the service associations has been that they shouldbe given entry pay in Class j. scale in line with the Central Engineering Services. Thisdemand has not been accededGovernment or by the state Gov",":"il,""iJ::;:T;I:ililJ:" 1 ;:". :n::The general view has been that State Services have parity wjth the Bihar AdmjnistrativeService, which itself ls a Class 2 entry level service owing to its parity wrth DAN|CS. Thevrew has, therefore, been that State Services shall be at Class 2 level at the entrv level.
Another demand of this service is to create a level between Executtve Engineerand Superintendent Engineer which shall be eligible for pay structure of pB 3 + cp7600/-. ln the Government of lndia, there are two levels of Executive Engineers, onecarryrng the pay structure of Gp Rs. 6600/_ and the other carrying the pay structure ofGP Rs. 7600/-. The Government may consider creation of this rever in the variousengineering cadres because there ls stagnation at the Ievel of Executive Engineer in theState Government at the level of Gp Rs 6600. The Government may opt for either:
. A fixed percentage of posts being earmarked for this level;. Or it may consider granting in situ upgradation to that level aftercompletion of a fixed number of years in the Gp Rs. 6600.
level ds Seniot Executive Enoineer,
respectively.4
A further demand has been made for enhancing the pay structure for ChiefEngineer and Engineer-in-Chief under the State Government. These posrs are currenflyenjoying the pay structures of pB 4 + Gp 89OO/_ and pB 4 + Gp 10000/_ respectively. Thedemand is to raise them to levels of pB 4 + Gp IOOOO/_ and Rs. 80000/_ fixed
25
3.8. Bihar Health service
There are several demands made by the members of this service association'
These, however, can be summarized as being at three levelsl
a.
b.
c.
entry pay equivalent to Group 'A' entrv pay;
grant of fixed pay of Rs. 80OOo (unrevised) to Director-in-Chief;
recommendation that any changes made in service conditions or promotlons
avenues under DAcP scheme should be suo motto applicable in the statej and
grant of Non-Practicing Allowance'
.
d.
Now let's take the other demands up for consideration At the outset' it must be
clarified that this Commission is of a very firm view that the health sector in the state is
in Oir" n""O of a revamp The 2nd Pay commission for the state' in its time had
recommended higher pay scales for doctors than granted in the neighboring states of
Uttar Pradesh and West Bengal Decause the commission felt that unless higher pay was
granted, phYsicians won't be attracted to work in a comparatively more backward state
tite ginar. The commission is cognizant of the huge number of vacancies subsisting in
the cadre of both General Physiclans as well as that of Specialists lt is also aware that
these vacancies are subsisting despite efforts to fill them lt appears that well qualified
doctors are not willing to work in the rural areas of the state due to various factors'
While other factors are not germane to the present discussion' the Commission does
feel that pay structure ts one malor factor keeping Doctors away from Government The
commission, however, is not in favour of increasing the pay at the entry leve| in view of
the historical parities at that level between the various State Services'
As regards grant of Non-Practicing Allowance' the Commission is aware that In
the past there were several instances where doctors were drawing Non-Practicing
Allowance while found to be indulging in private practice as well This was the maior
reason for withdrawal of this facility in the past The commission is also aware of the
rampant absenteeism being reponed from the health establishments especially in PHcs
etc.5o, the Commission would not like to recommend enhanced pay structure in the
26
shape of Non-Practicing Allowance. However, it would like topromotional prospects for doctors.
recommend improved
aService os well.
3.9, Bihar lail Service
The pay structure at present is as follows:
The reason for granting 10000-15200 to the superintendent, centrar Jair has beendiscussed in the Fitment Committee Report at paragraph g.12,14. The Fitmentcommittee found that the posts of superintendent of centrar iair are manned bv thepersonnel of Delhi & Andaman Nicobar Officers (DANICS) of the Selectron grade. Sincethe selection grade for DANICS is 1O0OO_15200 accordingly the Fitment Committeerecommended pay structure of 10000_15200 for thjs post. The pay Committee, too,based its recommendations on the same understanding. The Commission feels that thismight have been a bit harsh on the members of this service.
It is to be noted that the hierarchy of Superintendent of Jails woutd follow thehierarchy of Prisons which is Sub Jail, District Jail and Central Jail. Further, Bihar JailService being the long-established State Service should be entitled to the same paystructure as that of other State Services. Beyond the post of Superintendent of CentralJail, a functional level of Assistant Inspector General, prison is posed and above that apost of Deputy lnspector General has been visualized although the post of DeputyInspector General doesn,t seem to be In extstence.
Present Pay ScaleBasic Grade (Deputy
Superintendent)PB2 + cP Rs 4800/-
Superintendent, District jail PB2 + GP Rs 5400/-Superintendent Central
Jail/Assistant Inspector General
PB3 + GP Rs 6500/-
27
sttucture:
Recommended level in
PaY matrixPre-revised PaY
structure
As for other State
ServicesPB2+GP4800Basic Grade
Level 11PB3+GP66001" promotional level
2nd promotional level PB3+GP7600
PB4+GP87003'd promotional level
Level 13APB4+GP89004'h promotional level (if
the post is sanctioned)
3.10. Bihar Administrative service
TheBiharAdministrativeServicehasseenamajorrevampafterthepreviousPay
Committee recommendations. Essentially, the sanctioned cadre strength has been
reduced and new promotional levels added or the number of posts in promotional
levels augmented. The character of the service too has changed from being essentially
the prime mover of administration at the field level below the level of the lAs to a
secretariat oriented service The superfluous strength of the cadre is being utilized for
various other functions of the State Government in the period that either that function
is taken over by the specialized cadre created for that function or till the actual cadre
strength reaches the sanctioned cadre strength levels'
The Commission would like to discuss the 6-tiered cadre structure as is prevailing
in the BAs now. As noted in chapter 2, compression in the number of pay levels should
lead to reduction in levels in each cadre while in the case of the BAs' it has resulted in
an increase! Thus, We have a s|tuation where a BAS officer, on promotion to the |A5, is
entitled to a pay structure which is inferior to the one he would be entitled to if he were
not promoted to the IAS either because of non-fulfillment of eligibility norms or because
of having crossed the age limit for consideration The number of BAs officers getting the
oav structure of GP Rs 10000/- on promotion to the lAs is far lesser than the number of
28
those officers of thedifferent in the Biharof Rs 8700/-.
BAS as could not get thatPolice Servlce where there
elevation into theare now no posts
lAS. The situation is
above the Grade pay
3.11. Eihar Industrial Training Service
There are two cadres, The first is that of Instructors and the second is that of VicePrincipals of lTls. Although the cadre of Instructors is not a State Service, jt is beingtaken up here for better appreciation of the cadre. rn the cadre of rnstructors, there arethree levels, viz Instructor, Head Instructor/Technical Assistant and AssistantSuperintendent, owing to compression in the number of pay scales, all the three havecome to lie in the same pay level of pB2 + cp 42OO/_.
Now the apex level in the cadre of lnstructors constitutes the feeder level forpromotion to the rank of Vice principal, lll which post presently has a pay structure ofPB 2 + GP 4600. tt is obvious that any change in the pay structure of this cadre wouldrmpact the pay structure for the cadre of Vice principals as well. There are rwo possiblesolutions:-
(a) retaining the three_tiered structure of the Instructor cadre and granting itupgraded pay levels while also upgrading the pay level of Vice principal, tTlto Gp Rs. 4900/_ and simultaneously recommending removal of theprovision of the promotjon from the cadre of Instructor to the BiharIndustrial Training Service; or
(b) reducing the number of functional levels in the cadre of Instructors fromthree to two while raising the pay level appropriately for the firstpromotional level of this cadre whjch is that of Vice principal, tTts.
The Commission, after due deliberation and consideration of the representattonsreceived on this regard, feels that removal of provision of upgradatton to a highercadre might lead to loss of employee morale.
29
level 6 andlbc romotional level ot level 7:
ovoilabte.
3.12. Bihar Excise Service
The structure of not only the Bihar Excise Service but the entire Excise
Enforcement machinery is being taken up for better appreciation and claritv under the
EXcisecommissionerate,thevariousfunctionariesmaybeenumeratedasfolIows:-
Post name Mode of
Selection
Grade PaYSl. No.
Direct 2000I Constable
A.S.l
s.l.
InsPector
Superintendent
2800Direct and
promotron2
Direct and
promotion
24003
Direct and
promotlon
42004
Promotlon 48005
5400Promotlon6 A<sistant CommissionerPromotion 7600
7 Dehutv CommlsslonerPromotion 8700
8 Joint Commlssloner
It will be readily manifest that the above structure would make for an extremely
inefficient cadre managemem sYsrem The Commission feels that the number of levels
at which direct recruitments oe made should be limited The commission is also
30
cognizant of the anomaly in the pay strucrureInspector and Ass jstant Commissioner.
especially at the level of Sub Inspector,
recommendotions mqde qbove: ond
Bihar Agriculture Service is vertically divided into various silos, which are called"Categories". Movement from onequarirications ror recruitmentto "J::,t"]":;::tj,:ji,::T:.:f,1";: #::11:j:cadre is the category 1 (Agronomy) cadre. The other cadres are category 2 (AgricultureEngineering), category 3 (Chemistry), category 7 (Horticulture) etc. Cjre rutes for thesefour aforementioned cadres have been framed in the year 2014. Each vrsualizes a four_tjered cadre of Assistant Director/Deputy Director/oint Director/Additional Director. ltappears that the post of Additional Director is available only to members of category 1
(e)
(f)
riculture Service
3t
and that the
not yet even
other posts of Additional
been sanctioned.
Director mentioned in the said cadre rules have
s o n cti o14!-l9L!h9!E9SE:
Pay Level Recommended
Assistant Director
Deputy Director
Joint Director
Additional Director
(only for categorY 1-AgronomY)
3.13. Bihar Industry Service
According to the cadre rules of 1987' Bihar Industries Service is a six-tiered cadre
The pay structure sanctioned, however' is five tiered with the apex post of Director'
Technical being granted the pay structure of PB 4 + GP Rs 8900 and the posts of
Additional Director and Joint Director both lying at PB 4+ GP Rs 8700 The demand is for
raising the pay structure for Additional Director to PB 4 + GP Rs 8900 and for Director'
Technical to PB 4 + GP Rs 10000 The Fitment Committee had recommended a five
tiered structure and accordingly pay scales up to Rs 16,400-20'ooo were sanctioned The
Fitment Committee had recommended Functional Managers and Deputy Directors to be
at the same level. The Fitment Appellate committee upgraded the pay scale for Depuiy
Director to Rs 12,000-16,500 and that of Joint Director at Rs 14'300-18'300 As a
result, Joint Director and Additional Directors lie at the same level lt is to be noted that
the Fitment committee has already found that Deputy Directors in the state are already
getting more than their Central counterparts'
(a) The cqdre rules be rcviewed to mske d five tiercd'
32
3.14. Minority Welfare Service
than other State Services. The Commission, accordinalv, recommends their
Thjs is a new service constituted in the year 2011. The relevant cadre rules arethe "Bihar Minority Welfare Officer Cadre Rules, 2013,,. The basic grade ot the cadre ismade up of District Minority Welfare Officers. They were placed in pB2 + Gp Rs 5400/_.This was the level allowed only to the 6 so called ,,premier,,
Services. As regardsfunctions, the functions are no doubt important, but are decidedly a notch below thefunctions attached to the post of members of the BAs and the other so caired ,.premier,,services. The grant of elevated pay structure to this service has led to resentment inother services. The Commission is of view that they cannot be placed at any level higher
3.15. Bihar Cooperative Service
The cadre rule of Bihar Cooperative Service was constituted in year 2011. In chaoter llpara 7 of the Cadre Rules it is mentioned that ,,unless there is any provisron repugnant,the related provision for direct recruitment in the Bihar Administrative Service shallremain effective for direct recruitment in this service too.,,The Committee recommendsrepealing of this para by the Controlling department. However. the Commission
3.15. Bihar Child D€velopment Service
It appears that cadre rules have been framed in the year 2015 after the previousPay committee submitted its recommendations, The requests are for recognluon as astate service and, accordingly, grant in situ upgradation to pB3+Gp Rs 54OO after 4 years
of service as well as recommendation of pay structure for the promotional posts in thiscadre.
Stdte Seryices,
Replacement PaY scale
Entry Level same as other State Services
First promotional level
second promotional level
Third promotional level
above the basic grade
3.u. Bihar child Protection Service
No posts are sanctioned a
tlt vesent. IEtrEglgL-the
3.18, Other State Services
No change is recommended for the other State Services'
3.19. Laboratory Staff
The eligibility criterion for Laboratory Technician is l.Sc and DMLT. At present
the pay scale granted under 6th PaY Committee for Grade ll Technicians is PB 1+ GP
2800 and for Grade I Technicians is PB 2 + GP 4200 respectively. Laboratory Technicians
have sought parity with their Central Government counterparts who have been granted
higher pay scale under 6th cPC i.e. PB 1+ GP 4200 for Grade ll Technicians and PB 2 + GP
4200 for Grade I Technicians respectively. Both the Fitment Committee as well as the
Pay Committee have dealt with the matter of Laboratory staff. The Pay Committee had
recommended that Laboratory Attendant, Laboratory Boy and Laboratory Khalasi and all
other similar posts which do not have any specific recruitment qualification attached to
.1
Replacement PaY scale
same as other state
ServicesEntry Level
ilst orornotional level (once sanctioned)
second promotional level (once sanctioned)
ft'irO pro.otionat tevel (Once Sanctioned)
34
them, be placed in level 1. This Commission further recommends thot these posts nolonger carry the present post ndmes. Rdther they should be brcught in the generolpool ol the erstwhile Class lV stoff in line with the rccommendqtions being mode lorthis category of personnel in in poro 3.7 ol this chopter.
As regards those posts which have some technical qualification attached to them,in accordance with the recommendations of the Fitment Committee, the paV srrucrureof PB2 + GP Rs 4200/- was granted to those posts where the recruitment qualificationwas B.Sc. with DMLT. In certain cases, pay structure of pB 2 + Gp Rs 2g0O was granted ifthe recruitment qualification was LSC./B.SC./DMLT. In other cases, the pay structuregranted was the replacement paV structure.
In the Health Department, the department, jn the meantime has drafted cadrerules for the Laboratory Technician Cadre, where the recruitment qualification has beenprescribed as l.Sc. + DMLT. Now the demand is that all incumbents to be given the pay
structure of corresponding to PB 2 + Gp Rs 4200. lt is to be noted that, under theGovernment of India the pay scale of 4200 is applicable onlv if the recrurtmentqualification is B.Sc. with DMLT.
pov motnx.
3.20. OtherTechnical Posts in the Health Department
rccommenddtioni
1. O.T. Assistqnt
2. Lqborotory Technicion (Dentol)
35
3. X-Rdy Mechqnic
4. x-Roy fechniciqn
5. E.C.G. fechniciqn
6. Phormdcists
7. Lob Technicion
8. Medidn Mon (Ldb. Assistdnt)
9. Medicol Record Technician
70.Others, if dny.
mqke it functiondllv rcdlistic.
3.21. Filaria Control Programme, Health Department
The Superior Field Worker and the Insect Collector under the Filaria control
Programme were granted PB 1 + GP Rs 18OO by the Pay Committee. The Superior Field
Worker and the Insect Collector have claimed that they are class lll employees and theY
have to qualify Hindi (Noting & Drafting) Examination along with Computer Proficiency
Test. Their basic contention is that after the pay scale upgradation of trained class lV
emolovees to PB 1+ GP Rs 1800, the anomaly in pay scale needs to be rectified lt has
been pointed out in this regard that relevant cadre rules have been drafted for them in
which recruitment qualifications have been prescribed as Intermediate The said cadre
rules also provision creation of 3-tiered structures for the 2 cadres separately'
At the outset, it must be noted that there exists no rationale for a blanket
upgradation of the pay structure of the basic posts in both these cadres However, in
view of historical relativities having been disturbed, the commission feels that upgraded
oav structure should be made available at the higher levels.
Accordinalv, the Commission recommends thoti
.
reolacement pov level of level 7 Ptovided;
36
3.22. Dresser/Dresser-cum-Compounder
Dresser/Dresser-cum_Compounder are working under different departments vjz.Health department, Home Department, Science & Technology Deparrment, AnimalHusbandry Department etc, The eligibility criterion for Dresser/Dresser_cum_Compounder is Matriculation along with certlficate course from a recognrzed institute.Their nature of work is of primary aid, The sanctioned scare for this post rs p8l+Gp Rs1650 which has now become redundant. Now the scale sanctioned for the Matriculationlevel post is pB1+Gp Rs 1gO0 and Dresser/Dresser-cum_Compounder have an additionalqualificatlon. The cadre rules have been notified for the Dresser/Dresser-cum_Compounder whjch provides a four-tiered hierarchy. While the Commission is agreeableto raising the pay for the basic level, but is of the opinion that a 4_tiered cadre hierarchyis not required for this post.
3.23, Dresser-cum-Compounder in Health Department (lndigenous)
Incumbents on the posts of Dresser-cum,Compounder in Heatth Department(lndigenous Treatment) have been selected on the basis of Intermediate (Biology) with50% marks and five years'experience in Government Hospjtar. The sanctioned scale forDresser-cum-Compounder with the mentioned qualiflcation is pBl+Gp Rs 1900. Theyhave demanded a pay scale of pB2+ Gp Rs 2800 as like pharmacists_
3.24. Civil Court Cterical and Stenographer Cadre
Civil Court Clerical and Stenographer Cadre have demanded Graduate level paystructure in light of the judgment delivered in CWJC No._5456/j.994. By anotherJudgment, the minimum recruitment qualification for the appointment of Clerks in CivilCourt had been raised to Graduation. Vide the said judgment, the State Governmentwas required to form a view about the pay structure to be granted to these employees.It is not very clear as to how the judgment of 1997 is being pressed before this
37
commission. No reference of the Government has been made before the commlsslon as
vet. As such, no separate view as praYed for in the representations can be taken'
As regards independent examination of
category of employees had always enjoyed
Collectorate. Therefore, recommendation of
the demands, it is to be noted that this
parity with the Clericai cadre of the
a different pay structure than that for
coflectorate clerical cadres is extremely dillicrlt The commission recommends
to it bv the concemed Administrotive Deoqrtment'
3.25, 1423 Agriculture Inspector and 587 Block Agriculture Officers
It is to be first of all categorically pointed out that there is and never was
existence of any category of posts in the Agriculture Department with the nomenclature
of 1423 Agriculture lnspectors The question then naturally arises as to whv these posts
are finding a mention in this report While it is true that no posts of this name have ever
existed, there has been a history of litigation over the past roughly 27 Years' which iS
why these are being mentioned here too ln addition' a representation has been
received from Bihar Agriculture Graduate Service Association' raising preciselV the same
points which have been cate8orically denied by the Fitment Committee' the Fitment
Appellate Committee, the Pay committee' the Agriculture Department as well as bv the
State Government.
In brief, Block Agriculture officers man blocks as the name would readily suggest'
Then, there are various posts in the Agriculture Department akin to Supervisory level
posts of other departments These are manned by Agriculture Graduates and do not
constitute a feeder cadre for the Bihar Agricutture Service This is precisely the group of
employees which has classified itself as 1423 Agriculture Graduates and has demanded
class 2 pay scales. Each of the posts that are held by these employees already has a pay
structure of PB2+GP Rs 4200/- attached to it Therefore' no separate consideration is
being made on the representation of this service association The general
recommendation for Supervisors made elsewhere in this chapter shall apply'
38
3.26. Bihar Revenue Service, Bihar Rural Development Service and Bihar UrbanService
The first two are newly created services. The Rural Development Service is meantto man post from the level of Rural Development Officers onwards to BlockDevelopment Officers. The basic grade post of Bihar Revenue Service is Circle Inspector.The cadre rules of Bihar Revenue Service and Bihar Rural Development Service werenotified in the year 2010. The pay structure for the basic grade for both the services isP82+GP Rs 42OO/-. They have contended that they have technical problems inadministering the office due to the pay structure being similar to the Supervisory cadre.
The claim raised is that their pay structure can also be upgraded simjlar to otherposts whose pay structure has been enhanced after the recommendations of the pavcommittee From perusar of the cadre Rures of these two services, it is apparent thatthe basic grade for these servjces has been consciously kept at a level equivalent to thatof Supervisors while the posts of Block Development Officer and Circle Officer, whichwould constitute the first promotional level for these cadres, are already placed at alevel equal to that of entry level for the class I state services. No chonae is therefore
The Bihar Urban Service Cadre Rules have not been formulated. The pay scale forthe basic grade post of this cadre is pB 2 + Rs 4600/_. They have sought parity with BiharAdministrative Service as they have been selected through the same examination andneed to perform same duties as performed earller by the members of the BiharAdministrative Service. Their main demand is recommendation of a Cadre hierarchyalongside upgradation of the entry pay structure. cadre review shourd be carried out bythe administrative department concerned and suitable pay structure notified by theFinance Department. The present stage is pre-mature for the Commission to take anvview on the proposed structure.
3,27, +2 Vocational Teachers and Laboratory Assistants
The present pay scale of +2 Vocational Teachers and Laboratory Assistants isPB2+GP Rs 4200. The +2 Vocational Teachers and Laboratory Assistants were recruitedby the State Government under the ,,plan Head,, in the unrevised pav scale of Rs 15OO_2750 in the year 1993. The recruitment qualification for these +2 vocational Teachers isMaster Degree/Engineering/Technical Degree in Medical or post Graduate Daproma inthe concerned trade. At present these incumbents are getting pay in the pav structure
39
of pB2+Gp Rs 4200. They have demanded reasonable pay scale from the date of joining
in accordance with the judgment passed in cWJc No 1054U2009 The administrative
deoartment had recommended the pay scale of PB 2+GP 48oo/- for these +2 Vocational
Teachersfrom0l.0l.2006.LaboratoryAssistantshassimi|ar|ysoughtparitywith+2Vocational Teachers on the ground that they perform the same functions as Vocational
Teachers.
It appears that the incumbents were first appointed against posts under the
"PIan category" and subsequently brought under regular "Non-Plan" establishment in
the vear 2005. Initially, they were getting fixed pay at the initial stage of the pay scale
notified in the recruitment advertisement. subsequent to the High court ruling in cwJc
No..10541/2009, it has been ordered that they be granted regu|ar pay sca|es With
regular increments in the prescribed pay scales since ihe date of appointment The
Hon'ble High Court had ordered on 08.10.2010, that, "the respondents will take steps
for fixation of the pay scales of the petitioners, revised pay scales and increments
treating the said corrections to have been made in the appointment letters from the
date of their issue itself."
According to the appointment letters, Instructors have been appointed at the
initial stage of the then pay scale of 1'500-2750 while Laboratory Assistants had been
aDDointment at the fixed initial stage of 1400 in the then prevalent pay scale of 1400-
2600.TheseWererevisedandbroughttothe|eve|of5000-8000inthepayStructureeffective from 01.01.1996 and further to PB2+GP Rs 4200 from 01 01'2006 When the
file for compliance of the Hon'ble High order was marked to the Finance Department'
the Finance department riShtlY noted that the pay structure has been alreadv
prescribed and it was noted that if the incumbents have anY grievance' they may
approach the next Pay Revision body. Now, the administrative department as well as
the incumbents have respectively recommended and demanded the pays structure of
6500-10500 from 01.01 1996, PB2+GP Rs 48OO from 01 01 2006 and placement in level
8 of the Dav matrix from 01.01 2016. The grounds adduced in the favour of this
recommendation/demand are that they are equivalent to +2 teachers and therefore'
they should be given a paY structure equal to that of the +2 teachers
The commission has discussed the posts of Instructors in the lTls elsewhere in
this chapter and has recommended placement in level 6 for the Instructors of lTls The
Commission is of very strong view that, in terms of their recruitment qualification' the
incumbents can't claim superiority over instructors of lTls This is all the more so
40
oecause the Instructors in lTls were appornted"Non-Plan" head while these incumbenrs were
against the permanent posts under theappointed on the temporarV posts underthe "Plan" head.
07.07.2016.
3.28. PBX Operator of coverno/s Secretariat
The pay scale for pBX Operator of Governor,s Secretariat is presently pB1+cp Rs1900. PBX operators in other departments of the state Government have beensanctioned the pay scale of pB1+Gp Rs 2400 and an unrevised pay scale of Rs 40OO_5000. on the basis of equivarence and the recommendation made bv Governor,sSecretariat, !tSecretdiat.
3.29. Mender cum Book Binder GrouD ,C,
The Mender cum Book Binder,s cadre rule has been notified in year 2014. Therecruttment qualification for the Mender cum Book Binder,s is Intermediate and twoyears' experience of book binding in any institution or short period training in recordpreservation from National Archives. The pay scale sanctioned for thjs post ts pBl.+GpRs 1900. The Mender cum Book Binders have contended that their post is higher thanRecord Keeper who are placed at pB1+cp Rs 2000, accordingly their pay scate should berevised. The Commission feels that Mender cum Book Binder,s should have someadvantage and they should be sanctioned higher pay scale. Accordinolv, theCommission recommenrt< lcvat t f^, rh- 'c.
Assistant Engineers of pwD are posted and Research Assistants of the ResearchWing are promoted to the post of Assistant Director. presently, the pay scale ofAssistant Director, Research wing is 6500-10500 in the unrevised scale and pB2+Gp Rs4600 in the revised pay structure. They have demanded parity in pav scate withAssistant Engineer.
3.30. Assistant Director, Research Win& public Works Department
41
3.31. Librarian/Library Assistants of different departments
Posts of Librarian/Library Assistant are to be found in various departments A
very strong case is made out for upgradation of the pay structure of the incumbents
holding these posts based upon their recruitment qualification in the representations
receivedinthisbehalf.TheFitmentcommitteeinparalT.8Vo|||hadprovidedreplacement scales in the interregnum till the State Government decided upon a
uniform system of deciding upon recruitment qualifications for the various posts taking
into account the size of libraries, the specialization of the books of the library and the
clientele they cater to. This exercise has not yet been carried out by the State
Government. Z!!
3.32. MalarialnsPector
TheHea|thdepartmenthasframedtheBiharMa|arialnspectorcadreRu|ein2015 whereby it has created a four-tiered structure The representation received in this
regard has requested for recommendation of pay structure for the promotional posts in
view of the fact that earlier it was a flat structure having only one layer' placed at PB2
GPRs42oo'Thecomm.ssionlsnotinfavourofcreatingpromotiona|leve|sjustforbenefitting the members in the cadre when functional levels cannot be defined for
reasons of administrative efficiencies. This seems to be exactly a matter which illustrates
the above. The levels proposed are of Malaria Inspector, senior Malaria Inspector'
Malaria Inspector Supervisor and Senior Malaria Inspector Supervisor' Obviously' these
are not functional levels, but created just for grant of promotional benefits to these
members.
Accordindlv, we rccommend thot:
a. The cadre be reviewed to make it at best a two-tiered codre'
b. subiect to the obove exercise beino corried out' the Dav structure tor
motrix.
42
3.33. Bihar Audit Service Rules
The Finance Department has, on 20.02.2017 has notified the cadre rules for BiharAudit Service. This visualizes a seven_tiered cadre with 100% direct recruttment at thefirst tier and 50% direct recruitment at the third tier. All other tiers and the balance 50%at the third tier are to be filled up by promotions only. prior to this the posts were notin the form of a service spanning several levels. Rather, there were posts, some of whichwere filled up directly and some through promotion from subordinate posts which weregoverned by circulars. The cadre rules have been framed with a view to strengtheningthe audit machinery in the state in vjew of the increased responsibility being conferredupon the Audit wing in the shape of local bodies, audit.
Post Name Pay Level Recommended
w.e.f. 20.03.2017
Senior AuditorAssistant Audit Officer
Audit OfficerSenior Audit Officer/Assistant Director
Deputy Director
Joint Director
3.34. Urdu Translators, Raibhasha Department
The Assistant Urdu Translators of Rajbhasha directorate are recrujted on thebasis of educational qualification of Intermediate (+2)/equivalent with at least 100marks in Urdu subject from any recognized university/Board. The minimum educationalqualification required for direct recruitment to the post of urdu Translator is Graduationor equivalent with Urdu subject from any recognized University. The pay scalesanctioned for the post of Assistant Urdu Translators of Rajbhasha directorate rs p82+GpRs 2400 and of Urdu Translator is pB2+Gp Rs 2g00. The cadre rules tor the UrduTranslators has been notified in the year 2016 through which two additional promotion
43
Dosts named "senior Urdu Translator" and "Translation officer (Urdu)" has been
created.
The demands of the Urdu Translators and the commission's opinion about the
demands are as follows:-
a) That they should be treated at par with Translators of Law Department ano
the replacement pay level in the new structure should be sanctioned
accordingly lt is instructive to note thot the Tronsldtors of Roibhosha
deportmenthovethesomeeducotionalqualificotionandsomepoystructureos Assistont Tronslator of the Low Deportment; and
b) That the upgradatrons under the ACP Scheme are inferior to those enjoyed by
Urdu/Hindi Typists under the same Directorate Again' ACP upgrodotions qnd
the anomolies ar|'ng out of these ore the moin reoson why the 6th cPc
discontinued the AcP scheme ond fromed the MA'P scheme
Pay Level
RecommendedPost Name
Assistant Urdu
Translators
Urdu Translators
Senior Urdu Translator
Urdu Translation
Officer
44
Chapter 4. Matte.s referred to the Gommission by the Finance Department
4.1. Personnel under the State Archives, Department of Cabinet Secretariat
The posts in the State Archives and the pay structure available to them is just twotiered at present. The post of Director of Archives is in pB 3 + Gp Rs 7600 while all otherposts are in pB 2 + Gp Rs 4200. The Department had, in 2072, notitied a set of Cadrerules in which it introduced further two layers while prescrjbing the pay scates for thesetwo layers at pB 2 + cp Rs 4600 and pB 3 + Gp Rs 6600 respectively. As rhese pay scaleswere not agreed to by the Finance Department and in view of demand for upgradationin the pay structure for the Director, Archives, the file had been referred to thisCommission. The matter of pay scales has been agitating these employees for long. TheFitment Committee had discussed these posts in para 1.2.1 to 1.2.5. The FitmentCommittee didn,t recommend pay scales equal to that prevailing in the NationalArchives for three reasons :-
{a) The functions of the State Archives can,t be compared with those ofNational Archives because of the higher duties and responsibilities inthe National Archives of India.
(b) The National Archives of lndia has been declared as the nodal agencyfor implementation of the public Record Act which is not the case inthe state.
(c) The National Archives of lndia imparts training which not the case withthe state is.
Further, the Fitment Commjttee found that training in archtves keeping orconservation is not an essential recruitment qualification in the state. Rather, it is only adesirable qualification. lt very clearly recommended that, ,,recruitment
rures wi need tobe suitably amended and desired candidates recrulfed (emphasis ours) before theArchivists can be in the scale of Rs 6500-10500,,. lt further found that the Director ofstate Archives who was in the then pre revised scare of 3ooo_4500 wourd at best begrven the upgraded pay scale of 12000_16500 only because of the importance of thework and that he was performing while equating his post with that of Deputy Director inthe NationalArchives_
The Fitment Appellate Committ(and had recommendud
"o .h""r". ;;:"l";:"*Hj,#;:,::, ::il".ffiJ,f ;;
cnange.
45
Now, the department has notified recruitment rules by which it has raised the
recruitment qualifications to the same level as that in the National Archives and it hOS
now been declared essentia| rather than a desirable qualification A|so, the state has
notified Public Record Act. The claim of elevated scale is based on these lt may be
recalled that the Fitment commrttee has explicitly prescribed that till people with
enhanced qualification are reffulted, grant of equivalence cannot be granted Now it is
notthecaseofthedepartmenlthatthepeop|ewithenhancedqua|ificationhaveactually been recruited. Therefore, the commission finds it extremelv difficult to
recommend the pay scales as demanded in the representations or in the writ
aoolications filed before the Hon'ble High Court because of the following undisputed
facts:
(a) Substantial presence of incumbents who
qualification; and
(b)The undeniably lower level of functions at the
National Archives.
fh recommends as followsr
were recruited without the requisite
state level as compared to the
Thus, grant of equity with central Archives is not possible However' the efforts of
the department in enhancing the functions being performed by the State Archives and
also its intent towards Setting In people with requisite qualification to work on these
posts also must be borne in mind'
the State Archives Dov level 73 is beina recommended'
erefar9-!h9-99gnE i9!
Replacement PaY
levelGrade PayPay Scale
PB 2 (9300-34800)Archivist
PB 2 (9300-34800)Assistant Director of
Archives
O"p"tv O*.t", "t PB 2 (9300-34800)
Archives
46
incumbents sre recruited occordino to enhonced duolificotion qs Drcscribed
in the cadre rules of 2072 in lines with the rccommenddtions of the Fitment
Commiftee.
4.2. Bihar Co-ooerative Audit Service
District Audit Officer is the feeder post for the Bihar Co-operative Audit Service.
The promotional posts in the hierarchy are Deputy chief Auditor and Joint Registrar,
Audit. The pay scales sanctioned for the post of District Audit Officer (basic grade) is P82
r GP Rs 48OO/- and in situ upgradation in PB 3 + GP Rs 5400 after 4 years. For the post of
Deputy Chief Auditor, the pay scale sanctioned is PB 3 + GP Rs 5400. lt is evident that
the pav scale sanctioned for the post of District Audit Officer and the promotional post
of Deoutv Chief Auditor is same which needs to be reclified- The Commission
post of toint Reaistror, Audit.
4.3. Bihar Drug Control Cadre
Drug Inspector is the basic grade post in the Bihar Drug Control Cadre. The
promotional posts in the cadre are Assistant Drug Controller, Deputy Drug Controller
and State Drug Controller. The pay scale granted for the Drug Inspector was PB2 + GP Rs
4600, PB2 + GP Rs 4800/- for Assistant Drug Controller, PB3 + GP Rs 6600 for Deputy
Drug controller and PB4 + GP Rs 8700 for State Drug controller in accordance with the
scheme prevailing at the center. Subsequently, the pay scale of Drug Inspector was
upgraded to PB2 + GP Rs 4800/- at the Centre. Drug Inspectors in the state are
demanding parity with their central counterparts as well as enlistment as a state cadre
along with identical pay sftucture.
The Commission has noted that the Fitment committee had not recommended
pay structure similar to that of State Services in absence of mention of promotional
posts in the cadre rules of 1989. lt had, also, very specifically declined to compare the
State Drug controller with the Drug Controller of India and had, instead, found it to have
parity with the post of Professor of Medical College. The State Government has, in 2014,
47
issued the Bihar Drug Control Cadre Rules, which prescribes a four-tiered cadrehierarchy. lt is to be noted that, as far as recruitment qualifications were concerned,there is no difference between the Centre and the State. With the Central Governmentupgrading the pay structure for Drug lnspectors, a revision is called for.
Accordinalv, the Commission recommends thqt the four-tiercd structure beorunted in the rcvised pov stlttcture in pdy levels g, 71. 12 dnd 73 rcsoectivelv. No
4,4, Posts under the Fisheries Directorate
The present hierarchy of posts under the Fisheries Directorate along with thesource of recruitment and the pav structure for each is as in the table below :-
Representation received in this regard seeks some rationalization of the pay
structures for the post mentioned in the Sl. No. 1, 2, 3 above. lt appears that the pay
structure of the post of Fisheries Extension 5upervisor which was sanctioned at
sl.
No.Name of Post Pay Structure Source of Recruitment
I Fisheries Extension Supervisor PB2+GP Rs 4200 Direct
2 Fisheries Inspector PB2+GP Rs 4200100% promotion from Sl.
No. 1
I Fisheries Extension Officer P82+cP Rs 4200
1. Direct
2. Promotion from Sl.
No.2
4 District Fisheries Off icer PB2+GP Rs 4800100% promotion from Sl.
No.3
Deputy Director PB3+GP Rs 5400100% promotion from Sl.
No.4
6 Joint Director, Fisheries P83+GP Rs 7600100% promotion from Sl.
No.5
7 Director, Fisheries P831GP Rs 8700100% promotion from Sl.
No.68 Assistant Engineer, Fisheries P82+GP Rs 4600 Direct
9 Executive Engineer, Fisheries PB2+GP Rs 6600100% promotion from Sl.
No.8
4A
4500'7000, revised to PB1+GP Rs 28OO w e.f. 01 01 2006 was granted upgraded pay
structure of PB2+GP Rs 42OO following a judgment of the Hon'ble High Court in CWJC
No. 19935/2010 dated L8.07.2013. Thus, that post and its promotional post have come
to lie at the same level. A further claim is that the Pay Committee wrongly considered
the post of District Fisheries Officer as the entry level of Bihar Fisheries service and the
service rules bear out that the Fisheries Extension Officer is the entry level post of the
Bihar Fisheries service. The third claim made is for grant of upgraded pay structure to
Deputy Director, Fisheries in line with the recommendations of the Pay Committee' The
final claim is that Assistant Engineers should be provided the same pay structure as is
prevailing for the same post in the works departments'
Firstly, the Commission reaffirms the finding of the Fitment Committee that the
Fisheries Service is not a state service lt can at most be considered to be a state cadre
The Commission would also seek to reaffirm the recommendation of the Fitment
committee that the Assistant Engineer under the Fisheries Directorate shall have parity
with the gost of District Fisheries Officer. The Commission further reaffirms the finding
of the Fitment Committee that the posts in the Fisheries discipline even in the Centre
are in the lower paY scales than technical posts in the disciplines of Agriculture or
Animal Husbandrv.
With the qbove beino established. the Commission makes the followino
recommendotion:'
ond rcdefininq the fundionol rcouirements.
mqtrix,
QfrEe!,
49
4.5. Teachers in nationalized schools
The pay structure for teachers in nationalized schools needs no change and nosuch recommendation has been received in this regard. However, representations havebeen received regarding an apparent dichotomy with regard to admissibility and grantof benefits under the ACp scheme. Ihe generalized scheme of time bounq promotronsavailable to other state government employees since 01.04.19g1 was not avairabre tothis class of government employees. Rather, ACp scheme, whereby, an in situupgradation after 12 years of service to all teachers and a second in situ upgradation to20% teachers on completion of minimum 24 years of service was prescribed for thisclass of Government employees. Since 09.0g.1999, all other state governmentemproyees are getting unconditional upgradations of 12 and 24 years of service, whirethis category of government employees continued in their scheme unique to them.Thus, while all other government employees including teachers of government schools,would get a second financlal upgradation automatically, once they complete 24 years ofservice, in the case of teachers of nationalized schools, it would be based on .,vacancv,,
and only 20% of the teachers at the first upgraded level would be eligible for the secondupgradation.
The representations received have harped upon this seeming discnmination andthey have averred that the state government has recognized this and has agreed tounconditional grant of second financial upgradation from 04.03.2014. The request madeis that the Commission recommend that it be made applicable from 09.08.1999, as isthe case with all other government employees as well as their peers in tne governmentschools.
72.07.2070. Thercfore. onlv dfter occeotdnce of the conditions of MAC\, should theseteocheE be ollowed the rccommended benefits.
50
4.6. Photo Expert under Home Department
Government Examiner of photographs working under the Crime Investigationdepartment of the State police has raised a grievance that they be treated similarly toState Examiner of euestioned Documents and Government Examiner of Fingerprintsbecause of historical parities as well as similar education qualifications.
It appears that the aforesaid two posts were initially granted the pay structure ofRs 6500-10500 and PB2+Gp Rs 4600 from 01.01.1996 and 0j..01.2006 respectively. TheFitment Committee has explicitly brought forth that they could at best have parity withAssistant Central Intelligence Officer and that they cannot be compared with thesuperior posts in the Central Government under the establishment of GovernmentExaminer of Questioned Documents at Shimla, Kolkata and Hyderabad. The Fitmentcommittee had further noted that the recruitment qualifications were lower in the statethan even the post of Assistant Central Intelligence Officer,
However, subsequent to the revision of cadre rules for these posts in the year2014 Government in the Finance department reviewed the pav structure and chose togrant the pay structure available as entry pay structure for state services to this post inslight departure from the recommendations made by the Fitment Committee.
This Commission strongly feels that the upgradation granted to these two posts
was not entirely well founded in terms of the recommendations made by the FitmentCommittee. However, it would not like to recommend a downgrade to Gp Rs 4600 butthe possibility of in situ upgradatjon to PB3+GP Rs 5400 after 4 years of service is not atall well founded and therefore subject to review. Finally, the Commission is of the view
that the Government Examiner of Photographs cannot be granted the upgraded pay
structure because the recruitment qualifications for the same have not been upgraded.
ln sum. theteforc, the Commission would recommend repldcement oov level I for thepost of Government Finqerp nt Examiner qnd Stote Examiner of Auestioned
Documents alondside rcplqcement pov level 7 for Govenment Exdminer ofPhotodtdphs.
4.7. Bihar sports and Youth service
A file has been referred to the Finance department for the consideration of the
pav structure for the various levels under the aforesaid service. lt appears that a Bihar
Sports and Youth service rule has been framed in the year 2014. Originally, the posts
51
enumerated under these rules were manned by members of the Bihar Education Service
with the subordinate levels being manned by members of the Bihar Subordinate Service
while the class 2 posts manned by Bihar Education Service Class 2 With the creation of
a new department, these isolated posts are sought to be grouped together and
encadred into a separate service. lt might be instructive to look into the
recommendationsoftheFitmentcommitteeWithregardtotheseposts.TheFitmentcommittee has discussed these posts in chapter 17 of its report and doesn't appear to
have recommended pav scales of above entry levels for District Sports Officer and pre-
revised 10000-15200 for Deputy Directors and the same pay structure was envisaged for
Stadium Manager as well. The cadre hierarchy proposed by the department is four
tiered and the department desires that the pay structure should commence at the entry
level for Class 2. This cannot be granted. However, the Commission would recommend a
careful relook at the cadre hierarchy such that the posts of District Sports Officer is at a
first promotional level and then granted a pay structure of PB2 GP Rs 4800'
The com mi ssi on rc co m me nds :'
c.
recommendotions mode bv the Fitment Committee'
The posts identified should be such thdt a Dromotionol hierorchv is
mqintoined without compromisinq on odministrqtive efficiencv,
fhe followino pqv strudure is recommended :-
Sl. No. Level Pay Level
I Entry Level 6
2 First Promotional Level 8
3 Second Promotional Level 1,L
Third Promotional Level 12
4.8. Bihar Archaeology and Museum Service
A file has been referred to the Finance department for the consideration of thepay structure for the various levels under the aforesaid service. lt appears that a BiharArchaeology and Museum Service rule has been framed in the year 2014. Originally, theposts enumerated under these rules were manned bv members of the Bihar Education
52
service with the subordinate Ievers being manned by members of the Bihar subordinateService while the Class 2 posts manned by Bihar Education S"rui." i,"rr 2. With thecreation of a new department, the:and encadred into a separate s;e
rsolated posts are sought to be grouped together
recommendations of the Fitment €rvrce. tt might be instructive to look into the
committeehasdiscussed.ilr:;",TJ.'rT,lJ'ir:,'i',t,jlff ;#:::#:rtJ:T:il
|;:: r:::i::ilpay scales of above entry revers. No speciar recommendations havebeen made for the Gazetted Cadre "".o.r ,"_^ _-^-j.,^_ ,'rvr'rrrrElrudtrons
nave
commission raeom^on.t. +L^ .^t,-.1." "lt"ot those mentioned in patas 17.6.3. Ikg
Entry Level
First Promotional Level
Second promotional GG
4.9. Registrar cum Accounts Officer in Government polytechnic and GovernmentEngineering colleges
It appears that thls post of Regrstrar cum Accounts Officer exists in each of theseinstitutions under the Science and Technology Department. The depanment hasbrought these posts together into a three-tiered cadre and has prescribed that allIncumbents working on the posts of Assistant Registrars shall be deemed to be nowworking on the posts of Registrars Suo moto. Accordingly, pay structure for thepromotional posts has been asked for. The Commission recommends the followinsstructure: -
Entry Level
First Promotional Level
Second Promotional Level
53
4.10. Grant of in situ upgradation to PB 3 GP Rs 5400 to members of Bihar Statistical
service
A reference has been received for adiudication upon a claim made by this
.rr"goryof uaptoyees for grant of in situ upgradation to PB 3 GP Rs 5400 after 4 years
inPB2GPRs4So0.TheSroundc|aimedi5thatthisfaci|ityisavai|ab|etothestateservices and because, they have now got themselves declared a state service'
therefore, they should be granted this facilitv'
On the face of it, this claim seems irrefutable However' as we have noted In
chapter3therehasbeenanlncreasingtendencyamongstVariouscadrestodec|arethemselves as a state servlce ro obtainlhis benefit This commission has proposed to
do awaY with the facility of in-situ upgradations Therefore' the commission is not
making any recommendation at present Replacement pay structure shall prevail
4.11. Pay Structure for Ass'stant Professor' Physiotherapy' in Bihar College of
Physiotherapy and Occupational Therapy
AreferencehasbeenmaoebytheFinanceDepartmentfordecidinguponthepay
structure to be granted to Assistant Professor in the Bihar college of Physiotherapy and
OccupationalTherapy At the ourset' it will be worthwhile to note that the recoBnltron
of degree or diploma courses In Physiotherapy and Occupational Therapy falls under
the purview of the State Government' while the same function is carried out by the
Rehabilitation Council of Indra for specialists in other forms of disabilities This
commissionhastriedveryhardtoobtainthelistofrecognizeddegreesinthesedisciplines. lt appears that the certificate awarded by the Bihar College of
Physiotherapy and occupatronal Therapy shall be considered equivalent to a degree
However, no document related to recognition of any other degree course in these two
disciDlines is available or has been made available before this commission Thus' all
personnel working on these posts are diploma holders either with or without post
qualification work experience before been appointed'
Secondly, it must be considered that Physiotherapists and Occupational
Therapists, either degree holders or diploma holders have been agitating or
representing before the central Government as well as the State Government for grant
ofoavstructureandstatusequaltothatofdoctors'Equa||yconsistenthasbeenthe
54
rejection of such claims by the Expert pay Bodies at both the levels. The FitmentCommittee recommended thefollowrng:_
"The 5th poy Commission wos of the view thot educotionol qualificotionsand nature of duties of the physiotherapists ond Occupational Theraprsts arenot comporable to those of MBBS and BDS (Dentot Surgeons). tn Bihar, the non_diplomq horder physiotherapist and the occupationqr Therapists ore n the scoreof 1400-2j00 while the Diplomo Holder physiotherapist is in the scate of Rs1640-2900. We recommend thot in future no physiotherdpist without a degreeor diplomo should be recruited. The present incumbents will only get thereptacement scale of Rs 4SOO7O00. For the diploma hotder physiotherop', werecommend the revised scqle of Rs, 5SOO g0O0 ond Lecturerc or those n the payscole of Rs 2OOO-j800, will be in the revised scqle of Rs 6500_10500. tf there orefunctionar and duty posts of senior physiotherapist or occupotionor Theropist ino scale higher thon Rs 2OOO-3^OO and are in q qrade above Lecturers then theywill be entitled to the revised scale of Rs 8000-13500."
Thus, it is readily seen that physiotherapists were grantedpersonnet working under the Health department. Similarlv,Commission, too, has recommended the followine:_
parity with Technical
the 7'" Central pay
llMA Report reflects that the salory ot' physiotheropists in the Governmentand the CPSUS ore comporoble. tn the private sector, however, the solqrvstructure is very low. llMA Report olso points thot retention is not o mo\orconcern for this job role in the privdte sector. The Commission has exomined thedemqnd of physiotherqpists. Takinq note of the sdlory structure ofPhysiotheropists in the private sector, the Commission recommendsre plqceme nt poy levels for physiothe ro p i sts."
' The existing structure ofthe physiotherqpists is as followsi
Grade Pay
Senior Physiotherapists
Physiotherapists
s400 (PB-3)
55
Chapter 5. Summary of Post-Wise Recommendations
5.1. All Post Except Class ll Entry Level State Services
X ;!i:i*6""", fiJ**-rwo*<soeexiveo
' A.o.' a.lCLfl_L '4 5ro?lee@'' 5b€'eepe
""";;';;"-". '"""."."""tehvd oepe o' eonr e' G?d'o"r d
;,r;;'",'"i;d;",.,h",'"",".,prc\oc ''!erao'-'o1i nqau,hoi,
lot€ (a) Alroth6r posls ordl€rcarnaru
Srade Pays orRs. 1900/ Rs 24ool' I
per lhe above labe The 'ncumoenG
s
For Det:ils KLndlY reler Chapler 4
Not€ (b) Alolher posis n No^ Wo*s€dre Nowever lh6lncumbents In$r!.frer the posts sla^d vacaled ow ng ro
Depadmenlsorsinlanalure bul nGradePavsofRs 2ooo/_ or Rs 2Sool 3hallbemercedwlhcleical
J* *", Ju"""r**. "pl-"m€nl
pav slructure and posls would be mersed wlli theclei€lcadre onlv
dealh/ rcsiqnar on/ d'.missaLr r€t r
:qWORI€DPAF €NT ---
3 loil@sup6 nlendenl 4600
ro lsddA@stscrP'*lolera):Alotherposlsofcler€ nalure belhevrno{n:s"Accounlanl Accounlanlcum_cerk"'slo6Keepe' "siorekg€per om Le'( erc
'ade'dfolFt.oooP.l4oo.'o.a200"''..'''i,i."'':"""'gi., rhe above rabr€ rhe ncumbe",". "r",,""."".""," "" "J"nh;snqre ds;a .adrc al rhe ere orrh€,6speci ve ca'r,e coirorrno Authorrv
,o, D"tu, "
Kind,y ,"f"" anrp,", o , , , , ,,r, ,ra=arar::: i: ;;: : ;;i: ; ;;;i ;;; ;i iF;; ;;G i;ii ;;;;;i{ote lbJ: Th€ €dreofAcoounts c,J^iil, o*,t *" *" -, o ". 's.
/ rer rcmenl or the incumbenr For delal s k'ndrv see chaprer 4
,,',,:_aFlA!€araBrlsHMeNr :i loh.e AlLendanl and6qu'va ent
r6bphon€ AtendanvTe ephone
cperalod Telex op€raldr, Rtrept oiCum Tel€phone OPeEto, T€ eP nt€r
Oporabr/ Re@ption sl dum'Telephon€
56
2
611
12
13Grcduale(Trained Feadfr aste. in
-€durero0+2 sdhoo, PGT)
16
12
Musrdcraffictralkha/oEw ngfi abta/DarceR* n9/SericurrurcAle6vnq/can€s/Scen
These posrs a@ known bydiflere.tnam€sin ditlbrenl d6padmeirs A unifomnom€nclalu.e s ndiered. The pay
srucrur€ r@mmeded is rep acementpay
20 lL,braranr Ass L braran
4200
c.mpounder (Non phamaDisl)
25
srafiNorse Grade .aYGrade 1
5
(.RayTechn ciana Equ vaenl As p€r recommendalions in Chapter 3
32
skrred Arr$n (srerwood/ sericuftore/Spinn nOr Sheet Melat/ Backsmirh/Iechncai)/tvlaste. Anisa j (Wood Toys)/
Hrqher ski En Anisan (sler/ wed)
Pholo Cop er.um PrnrerOperaror
57
35 Sleno TyPEUSreno Cred Crade lll
36 lreno TyPLs!5teno C|ed GEde ll
sieno Typisllsteno c ed G6de I
,und Slalistical SuP6Msor
Labou' Inp€.br/ Labourwelra€ orf (6r
,,".Gren PanchaYal SuPeto6or
:mperatv. Enenslon Orfi er
SsLor Slal'stical Assislanl
Cad€R€vewRe@dmonded
u/mn Deeropm€nlOm6f
Enonslon orficer ( ndusBe commerce)ORADA
\gr culture InspecLr& Equvalenl
:1,.:.;,\tt;,Try". tqaro't*"* sry _I :- t .
2
5
2300 5
58
con(iabreca,penre,
-lF;lGrepoy c.@enrer
-F-
1900s.pov ord€rry
-F&,
Rectutmenl qualiti€tion has b€en
Rerull1h6nt qlalin€[on has been
,05
4240
106 lRes€toosub nspedor
R€seM Sub tnspe.ro.Amour
115a-2
sEno. assrsranl Su!rnspocror Pa-1
124
L rerare constabre ( ope€ro. GBde )
'ierareconsiabre (op€krorcrade t)
121 llileGr€consrabte(Tehnie)
assn subrnsp€clor(opeEtorcrade [)5
Assn sub-hspedor (operaror Grade )
124 A$tt Sub-tnsp€cror(Techn catcrade [)
125 Asslt. S ub,tn spector cr€chnica c rade 05
tt€ ess Sultnspecio, crade I
Sub lnsperor Technic.t cEde tl
Sub hsp€cror Tec h nrcal crade l
ispecror(communic.l,on)
131
60
69
P€enal SecGlarv io Cove'^o/s Seqekrv6
Prlvale secGlarv !o Govemor
-a
'1-F "ot'r l
GSFEVT
".
h6G a€ seveGl isolat€d posrs ln th€se
6tablishments.'tis €@mmend€driar
E* Posls b€ brought into 4labl shed
adres so lhat mannins ol ih6s poss rs
nadesmpleras*l6ction/ecruitme tor
$Laled posls is diffioull Ev6npres€nrv
hee aGbe'nqmanned oi depuralon
leedless to sav. depubtDn'sts shall €rvh6 oav sltuclure in lhoir pa'eni cadre lo th(
-,;.::ii,ri\y,'.f':l'.:,:,
tE!
2
2
ES-t;;9-
lec€tadal lnfomaf on onrcr
3
3PB.r | 19oo
PB I I re0093
PB r I l9oo
>B.t I 1900
59
132
119
5
tudqdOnicerdum-Accounts Or@r
n6no Sub hspector (w rhoul 6ny shodh;
150
trP5raronom.4 IPB 2
155
DB 2 | rooo\ssn D'v sional Fire otf cer
153
Gov{ Examine, orFinoer,F ;G7aEG-Eramin€rorOu*rionnane Dodum€nr:ovl Eram n€r or Phorooraphs
*"& c'-o "*aorsp-uq.for.r,p "pr.e
same as aiharPori@subjoc( tolhe6nd'tion lhat lher .€ouihent quat t€tion
s ratsod to Inl6hediale. Erse r€ret2.3.4
61
1
?
2
2
2
,_
PB | | 1900
133 2
,
,,,noFardJobb€, IPB I
5
LadyAssislanl sup€rin(endenr
2
aaaenter Maste(Bo6ta school)
2022
243 TaiLor Master (806l.l school)
Seniorsupetoisor{Boretalsdh )
2
House Mastercum cl€d((Remand Bome)
62
Head Teach$ (Bo6rat sch ooD
,-,- uuli vdse. cun crelk (Remand
20a CBfr Instruclor (Borstat Sch )
rtrnror House Masrer (Borslat sch)
home D€panfrent hayrakea hot stic viewor rh€ pons c'o.hd n the Renand hom€s
6
oepury supe i nronde ni(Rema nd r-tome )
212 He€d Teacher(Bo6ta schoo/)
213
reacher (other lhan Rehand Hom€)
6\ss, ToacherlJatH gh S.hor)zrs l,r"d ru,.nu,r:, rf,qr, s.hooD
217 Senior Hous€ Nrasrer €;;;Schoo /prob Houser'!osteti
214
219
seperinleid6nt.specar sch@tBig arorhe,
superintendont S€n or Remand Home
Plann/nO dum Staristi€t Oilcer221 suoeintendenr (Borerat sch@ )222
224
4240
224
229
11
232 12D r&ror Fo.ens cscien@Laboralory
13
,.:Educa on offier ( nsp6ctorHom€ cu.d) rosl Name lnspecror Home cuard
63
)epulYconttoler (DePUtY @r ec@ B2236
assn D Gdod lunLor siatl orl.er I
I!0 lo -
5
i;ldcr wellaG olii@r (Adhoc F D Lel
11
DFtctSoderAssn Oftcer
cFMs A€PAF!i4E 'If''L"..^tt ono a"r"ru,ts-erteIl pa *tn sate sen ce.
ndqsecy & Equivallenl Posi
oeputy seor€larv a Equiv: enl Posl
ro'msdrelarYa Equ'va eni PDsr
.s.dstti€tet nogf.dEr Ssl€250
FB 3 I 6600251
A
253
1P 2i. secretary to Lokavukra
256 T
261
262
ch. man istenoqrapher cadre)
64
lsi t, :{
266 lRarBhashaa*rad cEde IR.j BhashaAssistanl TBnstatorGEde tl
3269 Depuly Drccror. Rajbhasha
\ss slani hslructor Typing
272 Asstr Raj Bhasha Insrrucror2300
273o visiondr Raj BhasMtn-i;a7F;--qlasha hsiructor
Secion Offe. Sabdawatl6
Ex€d.6 posl evet12 b€ingre@mmended ifr€cru(ment is madeon lhs9osr erse d€putar onists wiu erry his p.y
2?74204
6oroof 6.der cun pubticalion Assistanr
242
faxF PAF6/EYi" I . -- :
42006
230
241
242
6
i,,: l-' ',TT,
2235
4200 6247
1200
65
c --: -___^i^4te ==.;:-,-^*;-._ l' i
239
Asstt. Public Relalion Om@r
291
' '-1::_:_____-_
294 Naliona Sav'nqs Execuuve ofilc€r
Lad y ofticer (N alional savLng )
lffilsrF"tcl.
Revised pay ev€l lo b6 ava lab € aft€r
ed€ rule notilcalion cat€d 20 02 20r7
Olhefr Fe €PLa@menl PaY revel
2S3
]l Aud(omer/a$t Dieclof
12
ffi!@garqog"ecnt*rr4,rolFr'- YryY{1::.,.:ra€lare' (c,v'rlr'Assfi carebrer lPB
'zffiaiNqs€cnoi.l ' :
5
;up€fr isor(BoBlal schooL)6
6
tu310
3115
31212
2
315 Assft. Slamp Pr r ing OpeEtor2
n6chin6lly BoY and lnkfran pB I | 1900
pB.l I 1900
66
321 llypeCastingOpe6lo.122 llun'orBoor ahd€r
r2r lvan Drver rum m{han,c 2
124 lAssh cene..lm..han. 2
2
2
331
332
2
2
335 22000
3
fu."'iih"'"' D "u' "azr;;="'
Pr.bman lpa r2re,arMore' lpe I
Aook Bindets€n oraook B nder
\ssn sbndino Fom Keoper2
compositor Incharge (Raj Bhawan pr€ss)3
3oor 8'nder tsete.l on crads) 2000at49
350 -ompureE. sstect on Grade Dned.rot
351
Ma.hine Jamada' (Nisht sh fi )
\ssrr Incharq€, Dtsriburonand Typestore
)ress.nd Machine Jahadar
67
Papsr lssuer cum Store K@P€r
361
A$t. Store Keeper cum D.sPatcher
355
369 MachLn. Mlid$ (Heavl l'rachine lollery
LLnoM.chantr IPB I
stD@ K@pe. com Despatcher
Asst Cameraman cum Platemaker
331 llnslruclototAPP€nlEe2300
333
noG Keepercum oespatcher 2300
5
s;;€,al Fo,eman aid hcharse G€neral
333 Vachine and Binding Foreman
301 :am€Edan cum Plale maker
392
3955400
11
390 \ssn olary machine Op€ralor 1900
399
68
400
Nuhbennq Machrne Opeator
\utomatic Tlcker Pr nting Machine opoBlor 2AA03
qulomaUc machin€ OpeGror2lyllnderirachine OperarorlIruck Dnv€r dum Mech.nic
2
2
=B-1
22000
3
3.anr*ncred rBsp) lpel2
rress ramad6, lpe iMachinoJamadar lps r
423
3
2440
424
SIo€keperdum Desparcher
2400
5oJmin cum Acmunrs ofltcer6
21900
439
69
:omposilor cum Rubbd slamp
ienior Typew ler [,lechanro
3
2300
{ead Typewnrdmechanic
5Assh In.narqe(Bool D€Podl
\dm n Cum Acmunls officer11
tu
6
rciaftmainrenanGEns n.erM G ess lpB,
6600
11
{ddf chcl PilovDepuly ch €l anc6n 12
SenorAdd bnal Ch'erP ol
Addl ChelAnc€frEngneer6900
-dororop€raids
cum ch'ercovr P ot
1l
)eputy chief a rcbn Ens neer12
tu
70
J@p Orivercofr JunjorMechan,c
2
6
432
9
l-*'-+I
lrh€ P annins D.parhenr has 2bbadladres s€fricnsd, viz lhe pranninqsetuice
land thesralislcatc6drc tt has seveE/
lwrnqs orwhom lhe mosl mpdiGnt srhe
p.nnrngb@fd tiapp*rs thar ils wtngs acetrhor und€Btatrod or uns(afl€i ftwoutd b.qule in prae that rhe d€panmeniund€rlake a thorough r€view olh€ vadoussolat€3 rcsrs 6nd irs s€verat w nss wrlh a
v/ew to racitlare beller funcr oiai ly as re Ias*r€rprogrcssion to ils emproyees
lfvErr f ---- .-
r9002
Res€ar.h Asstt. (Fom6rty Srarist ca ,sslr )
Research assrl (Form;,1-a;;iE;S;-stat sri€tassh )
6,osrffinol\Ep FoFsrFEisnir.tw*rc-r.6[tlq
M3A (M6srer or susiness Adhrnisi€hve)
IRe$archcuh Techn'carotr@f
)rcf - , - . l-
6
4200
2542
71
4240
505
4240503
510 12
511 12
515 r-l I4200
Peenat Assn lo MemFrwrerarv
'1519 2
,521
'81?5
2300
s25i-ior slarisli@r Asst /Block slet st €l Sade as oth6r Sup6ru'sory €dr's
6
524 a2
ffireqeffii.B.L
6E-n P|annins Dra:nsman, Arch toctuEl
72
itis reommendedthallhe depanm€nlarc ook [email protected] arecad(tu s aier s! lable reslrucruing f requ r€n
lrrrhatlimo repecemenrpaysrtucrtrre sha
iralisra Ass,1 1T@n3 PeEoa Phnnq
\ssfl Panner(Arch ecrura/Ens /S@k)
runor rown Ptanner (Archd€.lu.at Eng/11
Assciateplanner(ArchirecllE En!/
539Town Planner (ArchitdctuEt . EnO/S@io
:recul ve of,ier (Biha Nasarseva)
a,rigtMrD m{Ertr' '3lock Dev€lopment Oflicer and Equiva en-
\ssisianr 0 sindDevetopmenl Orflaor a^d
Disrrict oevoropnenr oriier iidEautai6i11
D'vrsonal oeve opment Of cer ahd
Ar Eqt €Ll€tsddr{r ."
CEPIHIMEITT
Secrotary lo supei^rendnq E^s neersec@iary to Chler Enqi^e€r (Nm
6600
fIA] DEPAFTVEMi
55111
552
2000 3
2S€cond rnsituclor/Thid r^strucror
5
73
5616
,62
565 Depury Dtredo, pan.hayal Ral11
2000
srar slicar rnvest galor DF|AOA
571Dnedbr AeounlsAdmln skalion 3nd 12
\sslslail Prqecl Offier Ctedil
B odr Pan.haj€i Raj Officer
Ledurer, o slicl PanchayatRaj rra'nngInslituio/Mukhiya-saQanchTra'ning
)rstrici Panchayat Raj Officer
Pnnc pal Z aPanchayatl RalTmin n0
]lirc'p; (Mukhia andSaQanchTra nmq
T/6@IAL
;J*""';579
;ffiit,"""@ *"o-i"otoi* a -
SriDrer4l|ea '
nslruclof (reavnq/ s€wing7 cotlaqe
6
532
:
6
585
2440
RfEare{4r
74
2
vi^lBc€rthF, riairtAAi/A2
qqlq c6r(q B^$,!.r l
JlrE wEAr/Drc CES|TFE AO*}rA AA2,AF
592
ienrorlnstu.or(se r weav,ns centr€l
;*"."**,{a;;fr F "t"** (F..eErsn )
593 1900
nstrucloLcum-Poof Reader B1
a-1 2300
L.dy S@ial Wdtu€ Orcaniz€r
spec'al Orfi cer, Pehaia Wella€
611
612
11
:.: :.:::..,goatJaFrE8- :,
nspectoGorwomens lndusrri€|Sch@l
75
Joint Di€clor Admin slralion
619 rnspecror ol T€chn €l Educalion
620
G'.phicAd sr'@m Pholoq€pher
Sraphic !6sist nl/ Laamho Modra
Pholocopi€ropeGior/oup i€tnsMachine Operalor / Docu m€ nl a indlng
6
623
)redto(adminisrmt on) cum Deputy 11
Sp€c al Otr@'.um Depury S{rerary
:aIGOIRCEF I ENONEEFIiIG COILECES
reg srrat - cum ' ac@unls on'@r/
vde norilicarion no 2321dated 05-09-
633
No*shop super nlendenls of th€ Enqg
ryqR ryq.qvpq ry519Nq4rq coerrcE
2
2
W@dWo* ng MachineOpemlor
2
Assft Mochanc/Radio Mechanic/ Jun orMechani.r' Mehadd lnstrum6nt M€chan.
1900 2
76
650
651
24AA
vdeFD erro.no 5700 021072014
/de FD lefte. no. 5700 02107/2014
Ere.rr. supp yslpetu ror
671 6
\srn Wod shop Supemrendent
Jun o. h{ru or Seoor nsrtudor / de FD )ener ^o
5100.02107 2014
2
5
4240
631 5
632 5
6
635 6
&i$tirr.,ireidru orrrcrivi. } ,:: ':
77
636 1!00 2
2
2
La^ouaqe & Human ly Inslructor
2AA0
142
n*'"-o"o "oiooL
a4N{EN srOUSrffA SCf|oOLS
2300
qArF+rAFmEM
2300
;talisl ca Assfi (Prov siona )
lpec al Offier cum oeputyReqislmr
Secy LoCaneConmiss'oner
!4,F 66dLbA,Eiin eecnoN
78
naT21
T22
724 5
725
seno'srar iicalA*ri (P/ousotur)
6
\srculture Ofiicer (S scane)
\sst Di. OrAgnculurerSCane)
creparr.a:ryr ir rur.rs a qo-oar . rrr r .r, _
v!$l€a O,REqrcnArE
M nes hspectof (prcvisonall 6
slal'sl ca Ass( (Provis ona )
s enio r slalist'ca A$t (P rovFion ar)
Lega A\sn (La{ Graduarp)
Minera Econom st(Oeoraq6r) IDqECrcR|IE* OeOL9'6f
2
Non Technida Personlt Assistanl
;ralisrcar Assn (P@visionaD
6
79
6
Sc enlifi c Ofh@r/ Chedisl (Gaalled)
qrtgrppaFrMg'llrEL-DgsT &Usi[,ta^]r
2
aoupaOv.6€€r, F6l ng Ove6€r 2
2
2
772 Mach'neman MachneFier
Alt st Phoiographerand Museum cu€lor
783
i:\|lagt9aPARt En|...r . , . ,:
oTH*r POSrr
rubowel operalor/Pump ope€ior
80
1900
r. -'.-:., .,.... ..'. . .:::...,,'ir-.'ir.l
*?ryiPERSoNNE
6
6
IYQFAULJC FE6.qqr 0.l6ER-rtErfi AGAUL
Gauge Re^dffcum Sitana Yst
F.ld Asst Cum LabAssn
5
6
6
PUBT rc RELA'I qN 8TL}€IiDN QTAFF
a2a
81
)ressAssn cum nlelp@ler
\sst Pub Roraron orcer
5
ll Ls a dyrnq establlshmenland posts shab€ abo Ehed astheytarlvacantRepla.emenr pay srtucrur€ sha I beavarab6t a tb€empoyeesslit workinqaqainsr rhese posrs Posr wse.eommendauons are n01 beins made
, ,:. ::.^qoo"^t""r,io r"".r'"rro.,
6
6
P A to Spl L.ndAcquislion Omcer
Assfl. Lia en orficer Biahagar
PGssAsltrum lnsp€clor
nd Aeslr lo Spi LandA.qu6ion
qtts qAa-sr+id'd2
2AA0
353
359
6
82
:crp€GlaB!+MErs
365
369
370 \sslh Embankmenr nspocror 1900
3735
6
379 6
332
)y super nlend€nt, WalerWod(s 6
6
6
393 Sup€nnlendenl. wa(erWorks
1900 2
399
83
sJsNg qPatn/Er,rsEr sliar Assft . / slalisl cian
r- Fqia&l'1r,qfr
TaperRe6.drng OpeEtor
Feocsr+14'$i}[903
909 2
2
916
6
fiUNffi EEFY'!|IMCXT
\sstt SIale Transpod commiss on€r
,o ntTraispod coddiss oner
922
\ddl Transpod commlsrioner
Entor@menl Sub Inspectof
925
!.!!1:-':":l:"-:rrGinf ̂8e|-
Ecrr6P4i|3,ar
84
2
2
5
5
9396
3
::,1,
' i:;2
lanery Chalg nq Terhnrr:n
5
953
953
85
963
2300
NaikluP Naik(l'rodamnd. t
2300
935 \s3n Pub c Re alionsOllic€r6
e37 lPressAso.€reiocftl
rldu lEnslaro'/urdu Ass'sranlrH nd I\sEtlanl/H nd'r,.nslaror.ufr Prmr lPB 2
IPB 2 6
Addl O sr PubricRearon om.€r
997
c*istanl Electronic Ensine€r
Pholo Anim.loFcum Graph cadisl5
1005
1007
86
fransraiorcumP6orpeador lpa 2
*AFT EAtroFTltu{srv - -_---t--
:iiemanope€ror lpB-j
lpB.2
lPB l2
Guid€Leclurer IPB_I
\ssn roudsr rnrormarion ofr€r lpq2Phoroqrapher lpB 2
rou, tm Inrornairon officer lp]2Manaaer r.rrsr aunqarow lpB 2
6
lPa 2
lPB 'z
6Pubrk ryorlcer lpB,E,h'b'L,on ojfi.er lpB-2
6supennr€ndeni Aerr Ropeway Ralqtr lpB 2
1022
1423 Dy Dtr Tmve TEde/PubuclylTounsh
qs SrltstcarSuperusof
1023
6
6
6
1039
ady socia weltare lnspe.lor
)br rft*.ttbt i..,*E 9i9ViePhncipal/Dy S0pernrendent
3
87
rhe dopanmenl 's
ab e to conduct a cldr€
Pinc pa (se Gf.)/Resona n3p6clonone.(hen 6v€ s 3. 11 12and13shal rre
12
Jo nt Direclor & Equiva eni
rrrffi,qaAr oANt€Er.l
re @ver.lr i. ]:
Asslt. manaler sec.€ta atcanteen
manager s€c€taiet canloen
Ass Accounls Oflicer (Pomoted frofr
uuFr"sgL esraBJsr$r€xl
1055
10532
-abour Enrorcement On.er
ntE [.rsiEc-roFATE or rncrcrglEa
r065 llr srarisl(a Assil
10b6 ls, slal's(.a !sstt
1o6e IPA bch,€l l^spe(rorFadonos
i07l lr, sralsi calsuPetu sor
r072 lJr slatstcalAssrl 6
1073 lhvesrisdo,cumAnaryi
1076 lAdmnEtratveOrcer
,.,? lEmp o\nenrLaLson officr.um Addl'-' lDrc.tor LE C.drc)
88
1073'B-2 4200
4200 6t030
21082
1033
1045 24lA
l.slructor lTr (Ofie€nt TEdes)[email protected]. tui th. d6p6rtnent lorndensko €d€ rdiew lo tEmrm lh. 6
1047 ,1600 7
a1091 \$lslant District Supply Off6r1092 1l
laUoning Of ic€r/Addltronal C.lleior,tupply/Dop{ty onedoi. F@d & civit supp\ 11
1095
D€€lopment off@r (waqD
1@7 l€.d libEian dw6ie cenoEtoft@ 7
-i&aian (Advo€16 Gere€l Olii@)
Ilt
PS,3 12
1102 13
13
t
89
1104 2000 3
1106 rp€Elion Rdm Asstt (Maiic) 2
4240 6
ffim6 ''.
rdy h€allh Visitor (Non l\ratric)
1113
3
3
1121
1122
Senio. Publ c Heallh Nurce
1124Supedntgnd€nl Lady heallh vis lors
'1125 si:te NuGing Supednr€nden(
Phys o Theraoisr, Non D poma forder
PhysD Tho6pisl. Diploma tsorder
hyeoThe€p el DegreeHo der
1129
1130 -eciur€r/ sen'orocdupal onal Therap rl
1131
5en6rhysromerap wlen or uccupauonnrhe€pst above Leclure. inPhysiorhe€py/o.dp.l onal Th66py(if
1133 11
lpech Palhooqistcum AudiologLsl
1135 laldio TheEp c Surgeon DMcH
F.6cit' ' -- ' t- - ;
90
PhFi@ Train/^q Inspector
2400
1140 D elid.n (l'red €r cot ege Hospbr) 6
1142iard'ographer Indna Gandh lnsl uteof
5
'Arsar FqiibN i4EocAr PEFloinE!
6
Slalistician cum 6ctu€r PSM D€ph
AdminOfficerS K Med €l Col 6qe
1152:hi.racounrs oficer & A o orMedica
Phama(euL(archem sr tNon med ral
1155 crrn €r Psy.hoosisr (rNon Medicar)
BicPhysic sl(Non Medi.al)
Financ€ Offcerin S K MelicarCorrese.
R.sislm(Mm n)s K Medrca cnrrese
Jui'or Occupat onal Trrer.p'sr
sen or occupalion. Iheraprsr
sen d risttucior Ere.rroprat nq
lctfqrfq!!!9lr:4q''' -" -',,..,.. ; :. :i.
Mechan c (Phamacy nstlule Paina)
rHE frArl Fal4!.Y ,4d-F./ I-2
9'r
2
Famrly P anning Wod(er (datnc) 2
11t5 2
2
rmscum HnobE.pn€rmcuo ng v An
{€a rh Educator, Famiywerfare
Photos€pher(Pr@ss cameraman)
\ss{ suponnt€ndonr (sror€)
1142 l6arrh Eduaror (rnsp.do 6
l6arih Educror Sup€N sor
SenorHeath Edu€iorSup.rulsor
1136
srar stician (in Dslicr FamiryWerfa6
6
1193 oy. l\rass Edumrlon aM rnfomatu^ ofi cel
92
Slaristician n RegtonrtTrainins cenlrc
bn Mass Edlcafon and infomation
1193
61203
Demonslhror/Pub icityOfficer
r205
1206Leclue(Haar0r Edu€l on and Farnly
1247 Leclur€(oehography and statistcs)
Disft mass Edu. & htomalionOff@r
) slnd Exrens on and nedra Ofcer
1210
1211Dy Direror massEducatonand
1212
,rArl,{ EHAdc n(N46RA|raE , 1
1214 2440
1215
2
1214
12193
4200
tuperlnrendenr cum Accounianl
1222
1223
1225
1226
122712
ry!8449tfrp!rFeqs{,4& fr1224
93
3ibd,tory Asstl (T.chni-rAssn /Lab 2000
2
1232Assll Fi ana contb officer/astt.
66ffirblffi1233
ffi"rr,*.'1236
1233
ffibv ooqryr- eoreiuE
1212 spec ar vaGinator Insp€clor
5
+alth Edu€lion Insnlctdr ($ JL Roy&
1244
rui@cpvrFqi"ioc l/Mg _____
5
3cG rem Lead€r(rrained )
1256
1257 chief LaboEIoryTechn cian
1253
12616
1262 medi€l olli€( Non Gaatled )
94
1263 42AA
tn€F roqoryFE-b es, iG|.F4r{ ' ' I
1267 19oO
2
i27A 2
2
2
1273
1274
1279
1241
1242
1243
123/
r233
123S
r293
5 ifruri riog quam€r on or phamacsr ir
Lab.6(oryrechnLo?n (Dentar) 5
5
2300 5
1,293 Raeptonis|N M Co rese
12!9
Ch ef Laboratory T.chnici8n 5
95
1307 2
1303
-ady superinlendenl ol HGtel
Chiel OpeElor (Govl vadd nalbn
:ameramancum P are Maker
Laundry Mechanic Ensine Dr ver
1313
Socia Wofter(FoTJLNMCH. ahaga pur
ProFction st (s K M cor€0e)
1316Tecrinican B ood Bank (SadarHospital
r313
1321
1J22 fdhnralconLolManage.
1323
Psycholoqisl cum Soc al woAer
Depury Direclor lransporl
Anatomy monuary operalor (Magadh
1324 An $ cum Mod er (Nl\rCH)
H_EA9gUreIE& €Sr4s-6fS/CNr
JuniorS(atst€lAss( I Provrsion: )
sen or stalisl ca Asst (pbvis ona )
A$ft onedor ot Heallr sery ce (Addn)
1335 Nead C edcumAccounlanl
|frf4dt i!@a4$F.qt9rlK;\daroiAniA , Lr. .'
ski led anesian (untz ned) 2
tenior Instuctor (E ecld€l)
96
J€rn F.ni ssrs.irla Adrryrre €\f- hchiii, Ebdn :.,.:.'.'.i.1 :
1342€
NOTBA CiANOf { tNSTltutEOF CCFDTOLOOY '. .....................--..--
o*o**r-noi
(FAJKYA AA.D,
rEAdirNo FrM rFaMNcFr) '
2
iOIN E EAUCATKT\I5ER/IC-E
. lEacl,lNc |!ici-g aF^€,ri
Subord'nale €du€ron s€rui@ (Bas.
Inslruclr€ss/ nslructorindf€€ntd scip ines
JiAQSSA |lr MoF+MSrrL I{JOA ra rN./i
r351
E{r!€ igro€rfrr4c}rFc+
':
1355 2300
97
1359
SupeN sor (Stat sli6 and Evaluaton) 6
ffiilsve- '
1361
"r o *Lct*of
.
1363 1S00
rE o#s FAr.ra.€ ooLr. €Gf2
PubrlcalionAsset dum salesManager
,.''':-,.,.,',
IAJ/II Lrr.rD M riAwraF
1342
:::::::l
98
1J866
dll{ual,rA P|F€H 5copyHoidor(rasht6bh.sa Paisad)
5
)R@roRATE q Y6urx sFofrrslAiloNAL FrnGss ooFi'S l
Crassiricarion Index Worker
5
5
'*'glcAl eduoATroNPhyEdu InslruclorinT€acherc traini^g
)hrs GlTra n nq Insku.ror)hys €l nsiruclorin G.d aoys High
Physelnsruciorin Govl ctrrs NQh
Phys'@rrnslruclorinodGo!,t Grrs vid
Phys'€ Edu€lion Inslructorin Govt frioh
Phy Educ .stfuclor,n Heahh A Phys ft
SlaleCoaches (upper D'vsian oflhe S E.S)
FfryEdu Inslruclo. n Nealh and Ptrys cal
6L€.lu..r m covl HealihandPhy Edu
ady supenolendent. Phys €r Eduarion6
99
Supenntendent Phys€l Educatun lc ass
ItBES)
1422Loclu€r. Govl H€a th and €nucalioi. Pat
d€set onecbr ol Edu Youlhseto'€
nncipa Govt Health and Edu colege
1425)y Di€ctof of Edu You$Seryc€ (class I
LE BtArLl{|j"lanager(BiharEdu€tion seryice c]ass lll
JoLI.EOE FOqAFIS ANO CRAPI!!, OATNT
)AIIC OENTFE AT 9AFAKT L
nslruolor, Pro Vocauona TGining Centre
trl]saFtE6 :
1433
Asth Lb'anan(LNM PsR)
Laboralory Ass6 (Paha Mtrseuml 2000
Sen6r Phorog€pher Paina Museufr
1450
1451
1452
ten'or Photog.aph€r{o r4lorale ol
100
1454 Seiior Modellor (Mus€un and Ai.haeotosy
6:/poraronandTechnc Asser
1462
6
6
6
Rese3rchand Pubtcalion Ofice, Ass slanl
Res onaloepury Onedor & Equiva enr11
\ddlonal Oiredor& Equvarent12
D .eolo. ol A,chaeo ogy & lL/ls€um
FIOFTS & YOUTH
D srricl spods ofii@r & equ Gtent
rhep' 5 \ denrfied thoutd besu.h rhataPnncipa Gov{ Healr & phyEdn Cotleje&
rep!ry otraclor He.dquaner sradlum@mpromsmq on adminrstralive €ilid ency
As*tAE9qrqy A\6MusE!{,i.: | '\ssr onector & Equivatenr
Oeputy Otreroi reg ona Drector
rdd, D,€.r.r 4(haeot!,!y
orsLridAn & c! ere oRtler
Ass,siani Lr r..rof Cullure/Ad3
Dcpury 0 re!iorAd & C, r!rp 3 equNatent11
J. nl Directof Aar & culrure&equiva ent
Purrrkalronasrr .um.sat€s Manager
1 0'1
1439
meCrqere or tr-CC
Ship Model lnslruclor (Ex-€drel
1492 nstructor NalionalD6clpl naryscheme
krcmoder hqru( tor (E, caLrr)
\ssfi Adm nistralive Oflicer
rnstuctor (on resu arbasis)
:ec*rrhr,qr Esrpers.nag.n
1542
trTDLETTIES DEPAFTMEM ',.1 ' ':'-1.:. "1505 ndusf arE^enson Off.er
1506
TechnicalAsslt (D€s.eeor D pora 'nEnginerns.r slalstcs)rT6chnl€l ofiicer
Super nlendenr. Mod€l u/orkshop
lhem sr sarpererRerneryM.hs (M s. r lPg 2
1512 Plannnq.umstarsi.alofiFr lP6,Adm n'slralveotf.er IPB ,
P lor Pqed omr€r lser culiurc ) lPB2)ubt'cnyorfier lPs 2 4200
s€norResearch orfider IPB 2
rp€n.Lendentra*'sansrhan lPB,
supernrend€nr sIInsi ure Bhasalpur lP82
1519 sup€nnr€^denr And Bas. seedsupplv IFE 2
NSrFwr4aInslructo6(Basiccrafrs) lP3-1
1521 tFB I
Weavins rnslruclo r IFB-r
102
15232
1526 lenor nstructo.{sercurur€)
1527 renor rnstiuctor 0^/eaMnq)
senior Inslructor (comm cr"ft s)
Senor nsrruclortpaper Machin€ crans)
seniorrdsrucror(€recparno) lpta-::=;::d:-
T- ,"* 5
:tsintci rr"uJgrn'es oEMrF€s =--
IUFIAI AqNSAN ITAINI\G C€ITRF
r5362
1537 Marhinar lpB I
lpe.1
2
2
2
2
21553
2Masier Adrsan (W@d roy)
2aaounls-cun Headcrert
103
1556
r557
1553
1559
1561
lae M llekum.Wood c uii6r
HiSherSk lledAnisan (sl6el)
1565 'I sher skil €! ad6an (wood)
Foreman ( Model wodchop)
15t1
1572
l+r6E scHEi/tES
157s2
15762
15TT2
15302
1531
1532
salesman..um D€spa clrer
)wfsr(i1)(R€cruihenladm s bLe wh€n
2
15912
2
15952
104
15q7 ls€i.u,,ur€ Ma,,e. -------lF;
2
2400slperyisor(promol€n ftohskite.Artsan)
Lady conductor(sanch6 ik6r
a;;;;;;; ""',"''''""""^,
\dnze.tMus.arrnnruhenil
5
qs9ir PrcdtrdonManager
'16225
5
1626 5
i!1i1,,""'il:':r;l'--o;r*'t;r;
1631 iupdsq(W.r.c )1632
PB2 420A6
Pho o0raphe. lcomm€rc ar Ad6ll
ruc
r616
6
.ocrurcr (R€ 'n9
a^d spnni^s)
- car, IPB I
Pnncipal, Tasar Sangsthan
;-fDes,qn€'(w',l.oeq€e d o'P om-)
--=-
i'':':i':,.:"Fe{;,-,'**"..;tni +b;.r'rNqltqt2
1653B2 €
1653
*"""s*"^*' lPB l
roso lso,L",op","to'.u' s'P"*'t-
r665 sup€Msor (shLP Bufl er Yojnz)
|.Wc4tr{rEaa{AsePcqad- I b a0 I
106
1667
2
)p6€ior(P P s.h€me)Itr)2
1671
2
2
1632
1634 Fed ErpermsnrAssn lPB.12
F erd rnlen€ai/onAstr iMihaprr lpB.l 2lpa r
2000
2
2Pesis And Disease Repor€r
6read Mislry (Equipment Mtrhan c). on[,idihli DeodhaiTMri
2
2
2
'eed le.hnoan lForAgr cradualer
Sed T€chnic:n (FoI C{he6)
't07
1900
:aEenl€rcum Pattern Maker3
2
2
1716 robaco Fierd ass( (Gr.duale)
New R€cfuils shall be Ln L6vel 3
1121
Commod y G€ding Inspector
Mad€t nre li9en6 ope€tor
1T2A
P anl Prote.lion Supeflisor
FruilP€serualion nspeclor
Agdculture hsP€clor(Otherthan Graduare)
Junio.Res6archr€stt (P P scheme) PB2
Planl Prcbctron lnsP€.tor (Non_
6
ieniof sialislEal Ass( (Hon)
r vis onal ad6unls rnsp*lor (Fam)
'108
Oisn Agf.Ma dinq tnspeolor
Ma'retuo s*Erary (G.ade B)
Disfl.Agr ftlarkeling tnsp€cror(Rese6Eh)
osil As. Ma.relno nsped;n;;;;Z-
Pranr Protecrion tnsp€cror (Asro)
1752
4240rr Rosearch Assn. Seed tnspeclor
nsp€clor olw6rghls & Measu€s
soniorAnis, Phoroqrapher
1753
Assn Tobacd Enn Oncer
\ssn seed c€nfiabotrcer\ssft seed Poduclion ofi@f
un'or Hodicult!re Exrn Ofiicer
23005
son,orr€ernqAss,i lpe )Mechai.arTennsAssn. lpB-2
5
23005
;s.,enhfc ofti@r lcenkdr L6b )
-*",. ****-Eraf;; \ '
::rm PressAss[ tAqr Inro Seru)
a
109
17335
r€nsl.lorcum-ProorReader
1795 Head Press OPe EtoFcu m M€chan'c
61301 lnslrudior n Animal Husbandry
1302
Specia Oriicer (conndent al)
S.cy To O teclorof Asrl.ultu€
cnst(aqnouru,er lPBtassn Dn of Asr (Evauaiion)
Dy Oir ofAcr. (Adm nisl€ton)
Asstt D r. OlAqr (Plannrng)
Accounb offce..um Aesn secv
ludset & A@unls ofic€rcum under
1311 O r. Admin'am-OePuty secrcrarY12
h el A@ounls offi@Fcum Joint S€Glarv
Secrclary toAddlt O Gclor
madrne M.n andoperator
Audro visual Adds SUPeN sor
:dlourPhotograPhYTeclrnic an
110
PB r I rgoo1320 I rsoo1421
1422
2
2
2
2soirCons )
31332
1333
lpB.l
450 rConseBaron E4n SuoeRl
;5
;\grcurrure EnOineerinq Oversser '8.2
6Pa 2 | c.roo
;
;4240
!6cssn soit Consetoation Sufr ey Oflicr
1€51 6
1452
)isn SoilConetoaton Land Oev Ofiicer
{,6n' l:ll-l ,
111
6-5
1353 SubdvisonalAudil Omcer
+rdpoir- IstAELlqDran . ,
1359
1361 Designd Weav€F Co'oP Soceli€s
rechn ca! Assn (Handloom)
\,la eling hspector(Hand oom)
1365
rcpeotor, weav€re co4p soodes
arklins Officer. Hendroom
S€n ior c o-operal ve Ertension Offi cer
:hi€t co opeBtiveErlonsion offioer
*...__
1371
v si,rsrcarrsEl IPB '
an6rA5en IPB '
Sp€cial Off cer (chaEcrer Ho r)
sc.v IoR@'st,ar.coop sac erv
;
;;
1331
1AA2 Assistanl D rcclor, star st 6
6
-ecelofi@rcd$md
ild comm ss oner s oflice),En
Oist An mal Husbandry Otrdor1335
rrl,B gt cl lN FEID EsrAgus'MEMT
ft;.;-. on@r ldstiture ol A H &
-c@u^c
orfii€r. Ba@n Fa.ldy,rvrinstera) €
1033I;FEi l,fomarion (other rhai ver
G€duare) ,.,. , irS'Y DdaqFi4lrr
112
1339
1392
1393
6rB 2 | r.zoo6
Mechanlccum-PranrOpeEror
- ' -' -:-t-l
5
Foodorueve opmenrArsn
52300
5
ls recnn ct Offi@r IFodde4
t9l6{!.r!.5r r,\ Ft!il59nn/B-
compuler
3
113
42001923
- ,: ''- -.1924
1926 2
1927 2
1923
2
2
z
2
1rsou 8,."-.- -. Pnnt".
1953
1955
1961
1',t4
1962 Technrcian, Froz€n Somen Bank
;r965
;
1970
qlii"''"'P"**'""' 0"""'p*^;odderDev€opmenrAssn
'82lpa,z
6IPB 2
6csrculrurc Ov€c€r. Halwar Fam
:\ssft. r*hnerffi€r(F.S B )
IACTORAIE'G F]IIi€NGF
2H€.d C eft-c!fr A&ounlanl
riou es erension supe", J-TFiiliiE cad.€ Rev ew Gcommeided, irre r&b;osrs-
19936600
11
5
'l 15
2003 :'shed€sMa'reriA om.er
Jr. Fishd es Research Ofii€r
42402007
irAt-EstArqg$+Nr '
-
el+imh offcer (Gaz€tlet)
€ns alion ol6er (Gazeter)
6:- -,____----r!! EsrABl
2412 I20l3 lcrc€ nsp€dora r:nunso
cmol dalion orhd6, crcl€ on'€tErecutve Maq sl6le 3
Pa'2 I 43oo
Land Rofoms OePutY Collector &
2013)ist,icr Land acquis'lion om€r &
(iiiil6iiitiiiob'tana conso o.mn a
EffidlEFrrsruer9
Acco0nts cum Budq€l ofiicer2420
Sud6yonsuNeldMunsadm
Asst ConsoLidation Olicq {r)
PB]
tuREoenFus ssro1l
2429
420011
'1 16
. ontld.ron t6podd..u;.au;;--
2035
Re@rd he€per lReprodu.i,on)
2A39
2
2043 loisrrburor
sP PFiOOUqT'Oi{ OFHoE .G;;.-"- I rqoo
2
2IPB ] 1900
2056 2
2057 2
2054
2
:
SupeBsor Mrpprod Secl,on
rsr q+Hr'ri^r qF,oaaer.o..L -4r&*.
2
117
-6OoLGeloH
*...:'r'For-{sn1:lsEr5:BIHAFOC1SE gEFVICE
LaboratoryAssti'rTechnic'an
2041
11
==- *iill(}'i5 1 tr(rw{w.Ms!I l4'4,
I.'EADOJAFIEF E$AA-BHMEj\'
'_
A$n campcommandantilRepla@front lev6ls lo be prov'ded lor
€ll$6 posG und.rwo* cnarcePOST UNOEFWORK CHABGED ESTABL SHMENT
1tI
5.2. Class ll Entry Level State Services
Asdscussed m-Chaprer 4. lhe entry tever ot Claurs r!trowrng nrs y the conmon pay structureniimber of tevets in lhe service arc hr
H
_%;s rr enky ievet State Servces shal be riyFd ],h*. "",,""i ," rr" i"oi".li; il";a; i.."j,:..l:oln'y
dr Levd e rn
:n,,oned a,orewtrn setu,ce ,,"";; ,;;##;,"'"'1ie;:e and ,'e
Exisiing I"TFil Recomhended Lev€t
9t1
2 PB.2 4800/5400
3 6600PB-3 7600
5 _ -:i::_:::-::j:t et
' ' dlyr8700 13
13,A6 PB,5 8900
--:-llrrdrrvl
PB.6 r0000
Sl. No.
includingBasicgrade
incruding Basic
Subject to Recommendarionsmade in Chaptef 4
1
2
3
""r!++*i@5 56 6
Aihar HeaIh6
6 6
Bihar r,tedical Education Service
5b Bihar Denrat Seryice
Rrh-;;;;-;;6
7 Biha. Prcsecution Service nome oepadment tefler No._603 dated 12.03.2014.
91011 n'-i;:;;:;# 5
'12
13 Bihar Architecl Service nesotution lro.-7276-iiiE11.07.2014 of Buildingc;onstruclion Deparlment14 Brhe Labour Se;ice
5
16 3 3
17 2 2
,119
iiG- eoucatlon
Department Resolurcn
No. - 698 dated
12.02.2014.Bihar Educanon Servke18
519 Bihar Inousl@
,lvide MrnoriiY Wellare Depanmenl
Resoluiion No -408 daleol
08.02 2017 A discussion has beenl
made about the entry level PaYl
structure for this service Inl
lchapler 3 4 No cadre save rnall
lol Enaineers, Doclorc and nel
lBihar Admrn,slrattve Serv|ces nas
la 6-liered structure
lComm'ssron is ol lhe oPinion lnar
Ittris caor. "an al best be a 4-
hierea in view ol
lresponsibilities enjoined uPon Lr'
20
nar [rlinority Welfare Selv]ce21Bi
6
3 3 @solution No _508
dated-12.03.201022 Bihar SC/ST Welfare SeNice
23 Bihar Co operative Serurce
3 32425 tsrhar law o-s-..:__ :: I I I a26 grhar Agrc!trurE oELw!
Bihar Legislative Wo*s SeNlce
ihe stfuclure rruurrEu ",lepartmenl is not accoding
rcftns fo. state servrc
fherefore, rccommendatons
hat lhe strLrcturc be made sin'
to olher state seruices
27
5 52A urhar Mrnes )H:Lq
:*+#*#F29 3 330
31
Vide notillcaijon No -r rca u44l27.10 2016, the 3'ti6red caorcl
structure has been translormedl
rnlo a tlered one ReferrrnS tol
[he qene'al recommendalions olItn" i..'""o" made in chaprerl
12, Lt rs recommended thal thel
ldepa(menl underta\e a caore
lreliew to make rhe cadre a 4
lrereo one ontY In lhat condlon
lwill these recommendations be
laoolicable. OtheMise onry
lreptacement oav structute snatt ue
l_
120
caore rures mikE6iiEitEEe Ine 5" bvel is to be
ppricabte onty if that post is8inff Orug Conrrois;;i;
121
Chapter 6. Financial Impact Assessment
Whi|emakingrecommendat|onsonpay-revision,thePaycommissionhastokeepinview the limited resources and State's commitments for development programs'
statutory and regularity functions 'nO-O"Ut '"tit"
obligations Recommendations of
the Commission also have to be evaluated in light of the impact they are going to have
on annual targets provided bY the '''""1
*"'po*iUitity and Budget Management (FRBM)
Act,2006. The FRBM Act sets rargets for progressive reduction in outstanding liabilities'
revenue deficit and fiscal deficit of the state government To begin with' macro-
economic highlights of current ano previous financial years as reported by Department
of Finance in Budget Summary 2017-1-8' are following-
(a) The total plan ano non-plan expenditure of the State in 2015-16 was
Rs 112328'03 crores; in 2016-17' as per revised estimates' the expenditure was
Rs 154327 46 crore; and targeted expenditure in 2017-18 is Rs 159709 6 crores
The increase in 2076'77 *'^l " '"*
and expected to rise by 3 5 % in financial
Year 2018-19'
(b) As per budget estrmates 2017-18' total non-plan expenditure of the State rs
expected to tise by 2'g% in 2017-18' from Rs 76504 8 crores in 2016-17 to
Rs 78818.6 crores in 2017-18'
(c) The total outlay on the State Plan has been pegged at Rs 80891 crores in 2017-
18, an increase of 4 07% over the previous year (Rs 76771 66crores)
The State spent Rs 118504 crores in 2015-16 on pension This figure was
Rs 16285.6 crores in 2016-17 and expected to rise to Rs 1987-7 6 crores in this
vear (2017-18), a rce ot 22j]% wrthout considering the effect of State Pay
Commissions' recommendations
The Committed Expenditure of the State on Interest payments and loan
,"Oart"* t", respectively Rs 7097 7 crores and 4124 9 crores in 2015-15 The
""p".,"0 figur", tor 2016-17 and 2017'!8 arc Rs 8488 2 crores and Rs 9591 4
crores in respect of interest payments and Rs 4267 '8 crores and Rs 4797 '3
crores for loan rePaYments'
(d)
(e)
122
T--
I % charye
-r--.-I roTA! PraI| % Cha.8e
d c. Ptan, (Rs, In crores)css+cPS SIATE PIAN TOTA!
2008-2009 (Actual) 2336/.57 13813.74 1,478.62 12335.92009-2010 lActuat) 26601.85 13_8%37181.25
16194 19 17,2% 2196-142010 2011 (Actuar) 29793.9a13998,04 42796.A4 75.1%1,2.0% 20910.54 29.7% 24U.O5
2011-2012 (Actual) 37171.55
18426_51 50704.52 78.5%
24.8% 23007.8a 70.o%
23.4%
26a5.1320321.76 60181.43 18,/%2012.20r3 (Actuei) 40425.47 9A% 28381.16 2722.57 25658.59 69206.572013-2014 (Aduat) 4672/.61 \4.5% 75.O%
336t7.57 74./% 2970.292014-2015 (Actual) s07s8.9530707.27 80405_la 76.2%4.6% 43939.09 30.5% 7.48 43931.61 94698.04201s,2016 { Aduat) 54595.a3 t7 a%75.4% 53732,2 22.3% 247.23 s348-4.97 7182A.032016-171Re. Estimate) 76604.a 18.6%34.7% 17122.66 44.6% 95120t 18 (Budcet Estimate) 78818,6
-t6771_66754327.46 37.4%2.9% 80891 4.1%159709.6 3,49%
Table 6.2: Committed I.XDehditrrra rlh o. .-^---lj zoos.zoro
| {actual)| ,r,,"lactuat)
f"*| (Actual) l'"*| (actuarl
T--I 201s_r6
II GctuaD
2013-14
{AGt!all
2014-15 20t6-tr
{nrl
20t7-201a
{8E)965a.8 10549.7 12185.0 13567.4 14049.9 14603.89.2%
t4829.2 19039.8 18656.9Lt.5% 11,.3% 3.6% 3.9%
4i78.7 6743.91,5% 2a.4% -2.016
7808.s 4363,5 9481.7 71344-5 16285.6 BA77.642.3% 27.1% 7.1% L3.4% 79.6%
3585.5 4379.2
4.5% 37.4% 22.1%43A3.7 442A.3 5459.0 6128.8 7097.7 44a8,2 9591.4
I983,0 2190.0 2922.5 3070.0 3119.6 3609.0 4124.9 4267.A 4 797.3
35686,019645.9 23202.8 27219.6 29429.2 12110.2 31902,7 480a13 32923,2
't23
=--
-t"bl" 6.3, Tr"nd of Revenue Receipt r lln R!i. Crores)
20L+-------f
2015- |"I(A.tuar) I
201F17
(REI
2017-14
(BE)
2010-11
2011-12
2012-l3
2013-14
68918,7
200&09
2@9'10
7A411.5 96123.1 !27537 -4 137158,4
35526.8 44532.3 51320 2 59566,7329AO.1
2254% 32.64% 7.54%
25.35% 15.24% a6.o1% ls.796 !1.14%7.12%
8089.725449.2 21896.7 32001.1
9869 9 L26l2.l 16253.1 19960.7 20750.2
State's Own Tax Revenue 6772.1
1558.0!57c-4
2185.5 23U.4 2875.O
985.5 889.9 l1l5 l 1544.81153,3
22308.2 276?4.4 30241.1 3/1875.1
10a55.4 135oz.o | 1t38a 4 21505.5
Total State s Revenue ,a26,1 9760.1
56109.3 584a8.3 97256.1 fi2242.3
25r65.7 3a576.9 37818.2 42A7a,3 4741X.125654.5
36963,1 48922.7 58880.62397A,4 27935.2 31900.4 34829,1
r7692.5 18202.6
3A375.J 36956.09883.0 ro?7-1.9 12584.0 19145.3 19565.6
7962.L 7564,2 9694.6
(f) Gross revenue resources of the state fall into three categories: tax revenue of
the State, non-tax revenue of the State and transfers from the Centre The
State's own tax revenue has gone up from Rs 25449 2:'-"j: l"::,t^"-it
t *
27896.7 crores in 2016-17 and expected to go up to Rs 32001 1croresjn 2017-
18. Non tax revenue of the State was only Rs 2384 4 crores in 20L6-17 and
l*p".,"a ,o go up to Rs 2875 0 crores in2017-2078'
124
Figure 6.1 : State's Revenue trend in last ten financialyears (ln Rupees Crorel
25449,1827896
340@
290@
240@
19000
19960.68 20750.22r5,54
ly)0
500
1000
ffi.i:,,",72.74
2@&rD 200910 2qlG11 2 -r ra r-, ,, a_r-ro r^i*_ro* ,u ,or, ,, ,or, ,(RE) (BE)
- a - State's Olw| Non Tax Revenuc rtsSht€,s Own Iax Revenue
Figure 6.2 : Tax Revenue of Bihar as % of GSDP
14000
9000
4@0
{g) Tax revenue of state as a percent of State,s GDp has increased from 434% in2008-09 to 5.80 % in 2013_14. Siras shown n the f isure,.r.,n" ;: J;:;:;;::::Tff n:ff 1:: Til:,:Tthe tax effort of the State to incrG D p ratio is ta rsete o
"r r. rn,, rilll r; Tilfl I ffi : :,"#"tl"ll1ll" jilJll llof 5'2% in 2016-17 This impries that groMh in co|ection of ,"r". ,, ,rn oexpected to be lower than economic growth that is expected tobe.l,7%.
3.22:l)
I015-16
5.16%
t201?L15
5.06%
--.
t2077-!A
(BE)
5,8096
5.50%
5,40%
5.20%
5.00%
4.80yo
4.50%
4,4t:%
4.20%
4.(p%
5.54%
I':- I-=---
IITTITltr-
201112 2012_13
4_97 4.85t
ttTIII
tl2@910 2010-11
4.34%
T2m&09
5_1,6!)4
125
Figure 6.3 : YoY growth rate comparision of Tax Revenue and SGDP
29%
,----t.-
tzN i ztx
.v201G2011 20112012 2012'2013 2gI3 m14 ?O1+20I5 2gl'm!6 2015 20L7 2011'2A1a
- it- GrowthRate (TaxReverue) +- Growth Rate (GSDP)
(h)
(i)
State's own tax revenue as a percent of State's total revenue has increased from
84.3% in 2oo9-09 to 93 s%in 2012-13 and has stabilized around 92% sincethen'
Whi|ethelargeincreaseindevo|ution-from32to42percentoftheNetDivisib|ePool has resulted in all states receiving an average increase in tax assignment of
about 47 percent. ln 2015-16 compareJto th" preuious year, Bihar had received an
increase of around 32 percent Thereafter' transfer of share from the Centre displaYs
a consistent increasing trend in light of increasing common divisive pool fueled bv a
i"*0",, robust economic growth, As displayed in Figure 6.4 transfers have grown
much faster in 14n Finance Commtssion period with a CAGR of 114% as compared
to a CAGR of 15 5% during 13'h Finance Commission perloo
126
Figure 6.4 : Trend for Share in Central Taxes :
and 14th Fc (2015_2Ol8l13th Fc (20r0_rs)
70,@0
60,@0
50,000
40,000
30,000
20,@0
190o0
IIIIIIIIII
I 36,963
IIIIItt
18,203
23,97A t!I
, -t ,2017 7A
(8E)
17,693 1, -
2@8 09 2009 10 2O!O-11 201712 2012 73 2013 74 20\+15 201t16 2016-17(RE)
6.1.Increased Salary Expenditure due to pay Revision
The core focus of this Commissiorru,y revenue expen;;,,;;. ;;;;,;H,:lii;,lllilLl.;.i"i1#::ff J:il.: :Tl,:- GDP ratio increase will first be dithere is no fiscar space
"uniJr,"""o'ot"o
to reduce the revenue deficit, it follows thatother than,r,",
"iro,.ouu- o]i'#;:T:; tTr";i"r::j[j":]
jff :1]ir ff:,lexpenditure approximation is provided, in Table 6.4
""0- ii
-ru*".,,u"ty. Salaryexpenditure and pension expenditure, in light of the commission,s recommendations isestimated to increase by Rs. 3,776.
:.j:1.: :, zs.q./. ana- rs.;vl',"s;".,,"J"j"::i;ll.il.l"ijilllli:,:::j:J.JT::2015-16. Both salary and pension ejoverarl increase of 2 z.sv.tro^ v."rlZlnditure
h estimated to increase by Rs. 6,006; an
31,900
127
2OU-18 (After PaY
Revision)2015-16(Actual)
16,480.967,7s2.50
specialSalary6,855.10
Dearness Allowance1,I53.61
TransPortation Allowance
Medical Allowance
Other Allowances
Festival Advances
2017-18 (After PaY
Revision)
70,22A.348,610.36Penslon
Provisional Penslon
FamilV Pen5ion1,5s8.87
GratuitY 693.37Commutation Value
r,077.6rLeave Encashment
128
Figure 6,5Expected Distribution of Salary kpenditure (ln Cr. )
73.15_ 30.30
659.24
r Salary
. HIIA
r MedicalAllowance
Figure 6.6
kpected Distribotion of Pension Expenditure (ln Cr.)
1,558.87
534.3170,228.34
r Dearness Allovnace, Transportation Allowance
. OtherAllowances
I Family Pension, Commutation Value
! Pensionr G ratu ityr Leave Encashment
This estimated increase in pAp expenditure shall impact key macro-economic indicatorssuch as Revenue Deficit, Fiscal Deficit for the 2017-18. A revenue deficit implies that thegovernment needs to borrow in order to finance its expenses which do not createcapital assets. However, the budget estimates a revenue surplus of Rs 14,556 crore (or
129
2.3 % of GSDP) tn 2O17-7a. Even after Adjusting for PAP targeted revenue surplus
remain Rs 8,554 crore (7.35'/0 ot GSDP). The estimate indicates that the state shall
continue meeting the target of eliminating revenue deficit, as prescribed by the 14th
Finance commission and FRBM Act.
Fiscal Deficit i.e, excess of total expenditure over total receipts, requires borrowings by
the government, and leads to an increase in total liabilities of the government A high
fiscal deficit may implY a higher repayment obligation for the state in the future ln
2017-1.8, fiscal deficit is estimated to be Rs 18,112 crore, which is 2.9% of the GSDP ThiS
is within the limit prescribed by the 14th Finance commission and FRBIVI Act However,
when adjusted for PAP, targeted Fiscal Deficit rises up to 3.81%, well above the desired
3.0% limit. However, there is every reason to expect that, Bihar with its current level of
structural fiscal prudence should be able to cope with the consequences of increases 'n
pay allowance and pension (PAP) in coming years
6.2. Recommendation on Fiscal Prudence
The Commission is conscious of the fact that the recommendations made by the
Commission shall have extra financial implications. In this context, the Commission
recommends the following points for action with twin objectives of improving resource
position of the State Government along with improved administration which is more
effective -
a.) Direct revenue earning departments should become more efficient in improving
tax collection and plugging loopholes to prevent tax evasion and mop up
additional revenue to partially meet the funds needed on account of pay revision'
b.) Better methods be attempted for collection of user charges like water, electricity
bills etc.
c.) Productivity of Tax collecting machinery be increased by introducing total
computerization, paperless offices, and use of technology wherever feasible
d.) Speedy completion be ensured in respect of all time bound programs/schemes to
avoid cost overruns.
e.) The Government may set up a review committee for right-sizing all the
departments. All posts which have lost their functional utiiity should be
abolished and terminal scales may be given to the present incumbents' Surplus
,130
manpower may be retrained and redeployed in other departments if required'
This rationalization of manpower may be taken up in a time bound manner'
f.) Existing employees of Class lll may be retrained and made multi-skilled and
multif unctional to increase their productivity'
13'l
Chapter 7. AcknowledgementThe Commission would like to acknowledge the contributions of the followrng personnelwho worked tirelessly and enthusiastically towards submission of this report within thestipulated timeframe:
1. Shri Murlidhar prasad Singh2. Shri Shashi Bhushan Kumar Sinha3. Shri Kamakhya Narayan Srivastava4. Shri Navendu Narayan5. ShriSanjay Kumar6. Shri Diljp Kumar pathak
7. Shri Neshat Ahmad8. ShriSantosh Kumar pandey
9. ShriShashi Ranjan Kumar10. Shri Amanullah Khan11. Shri Surendar Thakur12. Shri Vimal prasad
The acknowledgement part will remain incomplete without expressrngacknowledgement to the following members of the KPMG team who were anpart of every stage of report preparatlon and compilation:
1.. Shri Rananjay pratap2. Shri Rajeev Singh
gratefulintegral
The Committee also wishes to express its gratitude to the Finance Department for thelogistic support and assistance provided to the committee. Acknowledgements are alsodue to all representatives of the various Service Associations who toox time out toapprase the Committee with their points of view as also valuable information which wassometimes not forthcoming from the covernment Departments. The Committee js alsograteful to other officials of the Government who made information available and whoshared their views with this Committee.
(Vinay Kumar)MemberPay Committee1s.05.2017
(RahulSingh)
Member-secretaryPay Committee1s.05.2017
{G. s. Kang)
ChairmanPay Committee15.05.2017
132
Chapter 8. Appendices
8.1. Notification of the constitution of the Commission,
8.1.a. Notification of the constitution of the Commission.
',..j'.: .:''' . . t ::.t I : -,.; I, i :': .: t: .: lil
, Y.'ii, fflF!'; 224212016
frvc:- qE-d dq +r{ 4rdtr a "capt d .crst- ilidt itH a1 qlfi, rfq sntul vi +trr/{d {{{frfm fi t( {q *tn qrct't + F.{ * {<-E ill
rls 6 r6Fr.tt/$t1EF|rc[ 6l iF<rC rFltlCr{qtr'|tfi(qt Fr imn
... g{!Er,&i&; * 51tsq iq,{s.qFt'r girrar imr vm *,' ' ' frrqfi q.c f€ ysR +n:-
- . i) *, *" sr: {i'r, - !*n .Il gq qf€, kr{.- 9:."- "-':.
2 I ll (fi ltt. qr"eotro - q<{q {icc' . - qF l?a), i+{ frqllr'
r) .lt.:ivq trn,. qr"l"to - s<R. - , . q&q, qrdlr S f|qt. ], i,. . .
' 2. ,rqr + tqi io'r@qrd F1 tury.Fd.r il bqr :ns"r' , q-<s. €f{./6.cs qcY iin't3, fid * aftRtu *d{ rrdn 5r 6r{--
.ltri l... , .. . 3. d.uq +f,{ !irq}'r * .&q . ksrt * lq (te'rns. of
Reference) fFfrtui fi-' {q)- -ix .qron er{| H' i6n*i * :Rrq . *F +d1./f{r{'
q$q * ryisr.(E) *-{ r'!ir. EI{r 4dq +Fftd {i .Trr ftc qri * F<-i t
ltt t FF nr{ qvir, <|6 qrdFF q T*t rEFFlr i6 €-<q q{fdgl,
(n) q{ qtq€ f6+i qq-4 q crn|rq rs.k sEl aF|r(rc 6I -il$" df* slcn tm cwei i' @tft + RF{ f : , :.:
_. :,11,. .:1,,1.:. i.*rr. - . l.i._..:,.,.
.-!:-,;d*-: '-
-
. *, :-:: ill
133
Bqr.t !n$,![*{
9\i,|!.4.b.!d.ae.
134
8.1.b. Notification Extending the Tenure of the Commission
.tc:h- 3q-2-io!o-0e/2o!6-257rlffo'
fiER YtTn. fr! ftqrr
d{eTtrr, f{i:q:-o7lo/2ol 7
fsi{r- rra{ *.fq i-dr rirqt{ * {irl{t i ardr Idr .4t{c} d! c!fri, Tq Effd ri i-m/*r{f {{ilildfi *i t.{ rftd lrq +i-{ qr+'r sI anfkffii6-3i/osl201? nrF ffi{ *q ot1 * qK-q dt
ffi ?qrria 6F i@l-g/ol ?4i+-rill:/Nl. + lritdl d. rr' elq ci erqro I rtdi #c idr ttft! * qJdst +4RiE, f fis 6i*ct d drd. {F cFhl ql ft{^rd ct {t*{I ti it{q irn qrclq :E|
'E'r t*{ 'rqr ir :qrd{ a} qqr' nft*al di ar *Nfd,* q${it fid ti
t. *-{ €(in ri dfo !i6hl * ri?, f(q !d * rrtrld dqS fr;E nds d ftq qr wt tr qq*c6! i|q 6fff* * €<d n |.!*qqntd d {ft q f{c. qrt + diq n {S{Br 6!i| *'{c E] ir qfr
ftcftlw*fi 4rqlqd{dfrffiffid qtslTfir qiqa 61 sr
ra al:- !Et: anr.q ft-{rd.ltrd nlq &H tqi! 6r 1;r{6T{
trd{:11/b5h0lt !* nlRlfrq ffrq rnt ttrNrt$:- :trtr Rq s.l t fo 5s t4f, * tfi tt"4 nfi {dlT t
nsFI/ {€t {ifi I g<R I Tqlro * tfi qf<,'5gti?i rilqE| sfkq / {rq {{FF * q* frqrvsql ft{rrFlqq/ft{sF,sr! 3*r qEr.filg&q, filR fist1 q\r.nf!!, fil|t ftrJn
!ftr{t$ !cts#{ qrtFv{A ft{itl EftFr0/qfl!n'sr|{, tnr'w{ / {S 'i* {i Tq.id * alE qf{qt $t q{dd !dqtqls srfr t{ ilid +1 cEt
tdrr G$ qn t f* g *oa rr $Fr{|{ d{rqK{ allrfire ttr' lqn rt I qnqnor tr6 t f{qr q[{l
frtr. Ilrqrd * qri{r d
t(fr
,Mr.rd-tn,r1b;^D.
t35
8.2. Comparative List of pay Levels
5'h cPc 6'h cPc 7'n cPc
2550-3200
1800 Level 12610-3540
2650-4000
2750-4400
3050-4590 1900 Level23200-4900 2000 Level 3
4000-6000 2400 Level 4
4500 7000 2800 Level55000-8000
4200 Level 65500-9000
6500-105004600 Level 77450-rr500
7500-12000 4800 Levet a
8000-13500 5400 Level910000 1s200 6600 Level 11
12000-16500 7600 Level 12
14300-18300 8700 Level 13
16400,20000 8900 Level 13A
1.8400-22400 10000 Level 14
Note : From 5'" CPC to 7th CpC the number of pay levels have come down from 19 to 14.
r36
8.3. Pay Fixation Formula
Thefitmentofeachemp|oyeeinthenewpaymatrixisproposedtobedonebymultiplying his/her basic pay on the date of implementation by a lactot of 2'57 '
The figure so arrived at, is to be located in the new pay matrix as given in section 8 4' in
the level that corresponds to the employee's grade pay on the date of implementation'
except in cases where the commission has recommended a change in the existing grade
pay. lf the identical figure is not available in the given level' the next higher figure
closest to it would be the new pay of the concerned employee
The pay in the new pay matrix is to be fixed in the following manner:
step 1: ldentify Basic Pay (Pay in the pay band plus Grade Pay) drawn by an employee as
on the date of implementation. This figure is 'P''
step 2: Multiply 'P' with 2 57, round-off to the nearest rupee' and obtain result 'C['
Step 3: The figure so arrived at, i.e., 'Q or the next higher figure closest to it in the Level
assigned to his/her grade pay, will be the new pay in the new pay matrix' In case the
va|ue of .Q is |ess than the starting pay of the Leve|, then the pay wi|| be equa| to the
starting pay of that level.
't37
:l; 3 3 3 8
r I r E I
:i I t 8 3
$
,
E
8 8 8 I iFtq 3
I 8 8E
:
3
3t33
Fti8 8
t 3 I 3 I
8 8E3
8 8 3
li 3 I 8 I c
I c 33
8
3 3 3
Fa I 3 8 g E 8 I
+a 3
I' 3 8 3 313 8 8 3+
s :tg
ct
Ii{,
al;
ta
Xf.:
"t
:
8 3 8
s::,
*Al
; 3c
8 8
'1t 8 8
3 3 3
! 3 I
E
E' 3s
3 3a
It:
8 I
E3 8 3
,.:a5
3 g
ilrflt a
8.5. List of Representations
so€o I cTq
l * aes gr{R qntq, .:re+tT, R6R €f+qrdq {gf+flq +ffi {iqsqter qqrJ aiqn. cd {f+er qqR qqr+. +q qd r,ne{6. qfnsroqT{qFrq, q-{r
tFn 1I.{, e+qerl+a|4 tqR ftj€, --kBP qi+qt-q qreiqfiq a.iqrft {iq
qff'r tqR .:rqer, Rarr eh+p6q 6qu6 EFffi €ql-rna rta, rqrF 'rq -,TT{qiat q{qm qartiq tBq.h ,rar;rR*ia arq'. q6rCf . kffr qhE q-qq1flq q;dern-dE-''Id€ sr. qPflr+. grire qar rrq .)pr. +ETq .fi.qnrffi.trr:---:.agfer arqt,
- qd|qfuE, . 6R try dr+ €Rprq efqqa,r Aq.FT +trqftt qq
Irn gq|{ gr,qqrc q6|qFq, k6R 1rq ga6fi harr.r Effi Ei:l
1
2
3
4
5
6
7
8
9
10
:ft irqq Erd, eq6{, k6R {.rfufi c'{ofro€lo --
,fl tq{'q {q. 'rr4?{. A-r- 'rq +riqrrt qeRq.
---3!| EE d|{. qt+4, h.rJ7rq qeT Br{{ iiqiq traiFT T{qt {iqqeX qfd eBrt'. sr4rr. i+-rJ qE-qr+q FCq{ftq Ffu+ ,js:ff gqfr gqR, €Qyq6 qs-srqj-qtr{q, qrFrq or hqnrElo srdfq 3t-irq Er f:qeT. k*rr rrq FlRd fu qrqfi qq{ lhd'F WR +*rft, fre6, q{eriffi::n 'rq 'raq1, Ftiq+, .++err qtqr-q{1q14q,4raBr'_
., qE.=T1 .Fq|', 3nslFllq{, "++aft qfqrcIq- qer+++ir 3]r+ "qqF FqE,
er g+5r irq Fqrqa, q{Br' -qFn(p1. ?qB
LjI.r Tr|'_j{:! rsrFFh. q{BF -qTqTrq, 3{.,.l'qTair
-1,:-l>l {qfr,Iqqqr- FIFFF. q46r{ qrqrda Et|dzt -'pn4 ,lltt, t-tg+. c.FrEF qfq-q. qt4r{dfqI IqInF qq|. F+. hft+. "++rn <q6q. qqga,ft F+E q"Tr-qqi.Bngfdfu+,
-qcr6|{ qrc|qq, i.rqrf,ri-ul
11
72
13
L4
77
18
19
20
27
23
24
25
140
26 ef1 qrfq :6qp, q€Ft€, qq€R qrqroq, lrei<r
27 ,Jt Firq qqR, liR6, q{aR qrq6q, q$srrq28 qt lrgd EqR, s€r{4, q?r€R qrqRfc, 5qw{5t29 :fi 'E q+rer, hft-6. q€r'.qrq6q, Eniqr30 4 grn rrg s€Fr.F, q{er qrqr<rq, }idqt
4 sTrFd+ srEq< eiqrtl, sdFr€, qitrdr qrqrsq, qrdEr
* qfu{ q{rer, idF$, q{6R =qrqr+q, qr{q:it Hrq EqR, Rlto, q+arr qrqroq, +c+Eqniq
34 3il eqrsaq lqr, fufu+, q+cr< qrqrqq, qrR-qr
"Jl qn"{ qte{, Ffqs, qd6F qrqrlq, qFfu36 ""1 xF-d fifum, q{6r. qrqnq, qcFFEtt
37 {t qirq gqr{ Rir, T6r'iil, eq< *gqfufi"_"f*t qq._r-rTf
384 .rqqfi sr, kqr q*, fudr c{t, kar< rrq efi|qqf{d sfft{6Riq, qll{{l
39 4t .]*q{l EqR, T6Fi*, t{6r{ {.q eTIqIRFs,/e{aI-d{ €s, q.qr
40 4t Eirq uqn frq$, TdFitrr, kan qc am.nqBd 6ffi {iq
414t tT{< gqR fu€r, {6rqi{4, fian rrq €mfi|m qfireiqr ri{enq6ffi €q
42 fr q&-<. tr{q ctr{s. RAF rr{qtrlq ,f+qrn qrrqE (nnr Xe)43 4t FqqErer R€, {{Fii, f{6R RE-€r qrii qc sRpa sfqrtl {iq44
:ft Efiqq qqrE RqE, Ir6r'i*, f{€R {rq qgqa=T Fqnr, errrqqf+o6ff1 {iq
45f Tg.iq gnn, raruB+, f{arq rrq cgcrf,{ f4qt.I, .:r{tt+qF{ ({ig-.R)4+qift €q, irq tF
46sll qq rrRrqq fqq, q€irq*, ia-an rq qc+rifi hr{Fr, :fft-dsr{€fuffq q;ffI {iq
47 4l orqq oqn k€r, Fiflr qjl, R-6R
4a * -;rqr* qqp FtE, dfu+, qlalF+ rqpP4 h<, "{iql49 4 fl.q wrr, Frq+,ffq fdii-+, q6rclsI(
50 rii qFft-€ el|q<, Rft-m, n$q s-q qq qqsf,, qGTsc
51 * lq-{c , RfizF, {..{ Gl{{rdrd,
eft q+4R aqt, Frq4,flq ftiR-6, Tfi qqRq,I
"r6+-q qrqq. Tqq+q iifum, t+P|{Ii'n
:fi Hrq qqrr, Firq{ftq trR-+, tr{4 rar'l +-,7 AFcreft €rR qrtrqqr, eTrqfd RF+, qrq q'ti sqqrfrr €reT.r FqFr
56 S qqq [qF, hiq+. qslqr+c FfreTr+q
141
57 4' q*sT qqn, e{-elfrR-m
58 S gis+t wt-q, qepiA,
59 {l qfrq{ tqR sr, f-fi-s60 :il efii{< Uqrr, G{eqer
4i rrqqq FtB, Tarq-i62 +ft lqrq-crel eRUr eilsr<r4
63 "i q*s{r graq', q"IFFF
64 :ft +.q tqR sr65 zt nt-r.1 ?5ti t+16, c.rch
S {q fue'iR qi€rE fs€r, q€irq*
S lrqfs {q{ q+nc, RFI+, fu€R T6 {eTr qrGt't
68 eir Fisr Tqr iTq. i+T+.llq hfu+, nf+ql69 efi 'qlel qrc, rq+,ff-q fqfoa. fusr+rya
10 rft ga ryn sr. qsrrf+q, l{erl'rq .tR Fffi qq71 S Hrs qq;l erq?. hfu+. q1qft-a qseq +<, +'s'72 S e{rq< qiq<,
'rar4{1, i{6R t'4 snfq'€ g.rFrrgq q€rRqefq
73 eft erv+ gnn eld, ftei ereqeT, k6R gRe €ry€ffi 6ffi €q14 3tl q+rar tqq, irqrc|d sE-,is|{q|d, fusr qre rl<e{"r r+r€, .:rm75 4ft ?rfde qqrrl 4il q6rq .AqF. iifu6. qa.rsrT,
4f i'ro qE{ q;qr, Rifu+, sd'r.r Fftnrsq, qrqr77 fr gr< q+n tqB. trR-+. ff-drg' FR qer'. q.{r78 'n q+r.{qir Fi:.E. frfu+. rrlvr+a Fiinr++. ve+19 eft Tfiq EqR, RrR{, Tqs{T{80 $t ir.r< qen RiE, q6r{{t, i+an qtqtrdtq {ffi {is (+qi.lfu)81 dl rF-;i .EqF, tifu+, qrh+t rq l+er+q. irirEl
a24l gqrq aEr, fudr .i*, fii-fl ri{t, i+art nq e{{rqqiid sfflT€T{TET
83 $ g*q q{{|E, qrllRfus, sirq l4qnr84 4 gie4{ cr.t.q, Tsrq*, iq6r{ {rq s{o(tofro 6fui {iq85 * q#Tn qqrr sr, Ffq+, qqo+o rq hqr{q. +fegr86 * er{k< trm, er4rr, ksR tq gR h{ {6r+6 {iqa7 sft tqrTq FSB, qdrCi88 * fir+qq eRsr
"Ff{rRE89 $ Rrqr qrd€, €qrs{, f*an lrq sr.Mas f}rer6 sffr {iq90 S ffaq {qR qr, q-qrr Rfuo, u-qcr c'ti s-{ €qd R"rFr91 ,n :rfuq qrTrr F+8, e6d, rfflqT T;q q]qlqq q'lqJrq
't42
* rrq a*r,]---q{r< REr, qEt-iil, f{6rr Tq ftren er5€tr|q 6ffi1qEt
96 'ii @E|.] rl9ie,9qg!{q, i
"lq* Eten qqrtl, qrrqnq enftfts f*filsr, eqrq gr{ E-{r Fr+-d{'
gi .ar+i aleffi, n"F" qq-edfq qt'4sr, teffi jT. qz-{{ l
"il '"r erq' gf{'rq dlqr n{+e rnfuorr-r }fr|rFl I
* +.re fet fR ?R"r, i{fl|{ qE9. irqaelre ?r4-ru
9'7
116
109
110
7!2
113
7L4
sl.l finer 6qR. sr@ .FeI 'r-r44, iroqqorio(rqo. 'i-a t
=To eita Fie, saTF qriqtrra,
F{6R Efu€r €q
qa qEIl1<t.9crr I
*.-+r-- r+ret qFr{FITaI, g€FFE qrrlFm, qel|ar-jil h3{rrr, {iiqr EE-€r
,n irFar , fdfqm, qoqro, 3{{R{ |
4 +{crer f€6, cqr{ Rfu+, qtr Rqi"r FEI'I,
R+n, qrnqr, qqEr+rff t
qife, .'q+.iq hRs, qr4f"l zF4 ti'T{q.- ri--dd I
, srqteq qMt, tr-dr triq{ tqr qli{4|{' <si-n l
7r/
,143
119* q*4 {Fr, Tt€Frs trqr q<rff+rfi, FRerrdq Rqtqq qA qftte.l"T,f:rQrqq !ffi{. qeqr I
r20 9g qoqro Rr6, r€ri4{ qrqTq, qr|{r heqfuqrf,q, qeqr r
efl rqsr qqrr FiB, Et.ar" f* Eis. q-qr IL21
1-22"E r1 t€r c'ndl fae,iq+. fuT hqrr|. ftep, qsq I
123 "{T q<sTqr B]r, TiTa qolgro, qoFo. qlkqq{. ffi r
724 3lt4?1, ltlFf. qI+C +q qgrFqeFt, k6r{ +q qfui raqr r
z'.Lq gqFl ,il riTq qqrr. qiRa|dt hR6 q,zi jf,q I
gfl IFI9T ][FIr{, AiJlq 6ffiI1"26
L27 efi lgq-rq riqFl ftl , qnq ffii-.5 qEf o Eirl Fsri qaFrsTrdr q- r
1-28 8n i'l-rFT qqrr, iqfq|q, T.rr f++t€ 'tri 3]Idt{T ha{rq fotsTz ,r-nrl
1293lT rl]as sRT, qitGErfr {irror$, {rqiilc gq r6raqr{r f+tla+F, fuAn :rqriqlqc hqFr, q.qrrsi rner gqp sqi. effic q{rf!r4rn. ff+6 qE,.r nRsT|iq. FtdRqe{lsro {id Ri€, q-qrlalr ETeFiFT qqtl, qf+q.
k--r.- qTytFr#_ ilrc{s qe. qFrqg.
130
131
L32
133 8ll tl-I FFQIR 1|{a, t+6R {rq €I{|qqBd {fft {6rda- lTeqr734 qI gqfq qqr. fq"J, q€rs srTEfh,,€fiq{qtfr d6.no[ q€rEr6rft q-irl
4t t+fiq rrq, q-{rejl Faq drd 4rarwE,fueR rrq sa+rtr Erc{
T6rri*,qFI q]FFF {iq, q-ill
73-l ,{ 'rr{q|r qfi, l{a[ql-, hqiq rfi qfuqrsq erqrrrR - qe:rrl
138qr srFtFT tqR Rr€, q€FFF +tsl.rR qdqqtft, ef+s,Tq +rsFrR, RtEn{q-tl, qd:IrlgTo Fg< RT6. q-{r139
140 4{r qr-I slql, qBrrill. qs|{J Sqfqqeri q< e{{q. qetl74! sro €rEq tqR, q6|qlqq, crdo qqo go Grdrr, vc+rr42 .e'IT qaFrqq qt6+, +rErl+{d, kerf {fq €{{rqqB-d 6fft qrr.iE uzir
743sro fro+offo RiE, {6rqEa,ffqr tqi+qr q-+rfffi i-qr -iq, 11fl1
L44 11 9rcq tqn rs€, qogloqqo, i]tlrkgd, r.{r8n 3rqq tqF kfl, qoriocq., t"li" qr+145
746 siFI qiFTeI qtrit. qqrl {Erqf+q, trEr, 'ra +qElrfl TBFiq
144
@, Dr{rq FRrr+ orqleqqrrq h:, stmt
er{I {gr 3r(fr-', foq hqrrl, BaF, q-fl|
stE"t q< fte.{, 'iErqs. }rqr ir-{d Foro }+ +qt
*r f"A- "s", sol$o:oq"frqo +eag'' gA qqjrfr=FTto qaw 1sT d/frRaaT t1rr/ €$rd qqR *'8ffi, +t-q ffissrq+, frls E-flr rEFITIroT @r qrqr
:ft {rt'daq sRT, {6rq€, Fkqr+, fue Aflt 'r*lA-q{ fuq{, Riqr{ qiF6 qris€
* s<q qiqr, to iqo qRTrqI, c<IFrdri'Lq-rr-g-q-qrqrdqS
-Enr< ,sfq Re, q=rq*, mtn -lqea*r+
+ffr ?iq. (i-qidd)'
"fr qim qqra Rte, od sr+n, qfdd qrtrq r RfYot f+eqFqmc,
+o e-<t *4, fiodtoqwo 3itrad{ Tqq€- qfuqTdq. fq11* nfq|-qqn -aq-. nqq'ftq ftfr-6. @ jl{rq
- sTr€n }Fqi
"ft Aler qqr{ RE, Aen rrq ar-+ qRe4 erf*i{ur frqFr offi €s'
* fllsr , irqr fdtusftq 6qq1, a6.n4qfr iET 66, qrq *F{+r, q€s slq@. gfqTt-art-6,- q-{I!
4 "n-ff€
qqR, sn* {4, R-6R Efu-ffi ('ri q{Rr€q 6ffi {iq'
* Eqlqq gqR Ri€, RF4,cq qti=" qqdg{-qd sqr'e+{ R6rt lrq qer \'?i qff{ Frqrol frr{Fr
"n ffiq qqrt qrsqtr. {sret {lr 3Ti+--r }sq trfir -}rqFflr '
Ao ffi iEqri e{dtq, sqr!a!r, {rqslrfi q{-qft {iq' R-rc
+drFlqr ri'fd+ 4ii-i. 5rry-* *ce wn, so q<to, {roeo q@-qqdq-dffi. q-{Rrl
4 qren€ +\rqEql€r R€, sq s{qtq Ficer€, i{6rt {rq e{\iIqFrR
Ffrsnirq, nFlqFTrr q+c, Fr]{t qrR qqreT, tr-6R, qr*'r tr4rq tqt IS.g
1,15
770v{6{ }aTr, s€r{€ f*h{r, EEr q!']rq €€q, {sdqQd sq qlo Eqqeql
L-71 -a Eq q*o. lrErqf+q, REr{ qenqftfi Vqr qq, c- l
772 sro tqr{< trqrE FlE, q-6rqfuq, R€r{ rrq rrqcFd qqrfydrtr €q., q-qT773 * n*rr gqr< M, r-eruFq, k6R irqr k{ €E, qcrTt74 { qRq fuAI. yqrrn. Tgrqfua, R-da 'rq lr{q k{r riq, qc-{r
$ Eq tqR, ,rre4q, Ren rrq ss|E {qrfw {6Riq176 * r{otq qre{ sr, €ka, R6R fuiqq ft-qr €sl
* rirq qqr. qitq, q6r'i{r. Iq-.r' {s ka riq, .r.qrr777
778 €o Ster qrd, n{.d t-{ft, R€rr sii\qnr kqr {iq, q--{r
{ :n< tiqrt qersaq, R-€ri Rren t-qrlqan€R-{) {i.r, r-rT* rR qiot *crt, q6|qFq, R-€R aFil{r tqT €s,
"r,K €fqq
779
180
181 { ksnt etrq, Torsfuq, fu6rr {.R +qr {iq, tr-{r4l sTgFr EIL dq. q.cr742
183* sfiq gqR, k€r, fr$+d R€R micRd i€+qa qH( qdrfucatq,\Ie;III
184 {o dt gtq qqp. erqqer. fusrr s{fu+ }qr (isfrdr) qq, q"nT185 qqfl 'T{r trC-lEq, c}R-d st-f, E-flq nqr185 :ft qiraa{ qr<q, qarsfuq, k6R Fq$qd trfi,r, ver-q €qq gqn, q-ereEq, k6R s-stfudr gi+etq-kar {iq, T-{rr87
188 :ff cReifi Ri€, €fuq, k€R Er€fuE +sr €q, T-rT189 * enRr+ {q{, qo$o, frofio{o, ,rqr
190tro lrqrcq a+, +q [email protected]
191 sl ffiq{ qqF q+qrm. ?TT{ tr1l cn-qE-{ T{Iftrsfrt q-{792 :ff rqi+e-q gqR, sq qlqr4, $atFrs qRtr.r {iem .idqq, c=lr193
194 4 ers"r gqR +qrwa, +Nrq!T, q6rr qq nsT lqrqrq) {q, qzrr* €Rr{rq qr, rrqqFd qErk+lt €q, RER I€ lilT qlG*, qzrT
196 {l rr*er €qx gF, erwr, k6R Cfdq sHq qafrRqeTq, {-rT797 {r {iqq qqrr, gfuq jq1effe1a, qsql198
199 4 *qr tqrc Rie, sarqm FRer€, hlq iq-dF qqFTen<T k€Tr, c-{r200 4 trq'qer +frq ffiq sarqs, Ftr RFr{ enpTalldl RER, q.iT
't16
@ €rr/Eqqq gqR/ gi-{ tqR,
, :r*ter+ :rr"el dfrq +r'r. Yst, rr+
"lca gR€ ffiar+, erq{r€r e{gliqn Fqrr, {rq frr q]i F€r<'
ffi qfier+ s€ e'qr{l FRar+' Ta frqFr
S 'fit tqn sfi, qdrq*,
ksn rrq 4eTrsr q{I|fsrtl ris, F{€R, q-{r
cTo sF=.. dliqE, 3rqqF4 'rq qq4.,aFg-{{- }fg-r{-qfitrq:Ilqo {"rdfd gqR, qdmFs,
k6R €R?a t-ar {iqgro srfrflq, q6|qlq{, srr{osqoig-"1tr{r qciT
gro srF-d gq|{ Rr6, {6|qFrq,
Fr6R e-c nB€d R€{ <€ft<rrt, rr<rero rqlerr tqR Ri€, {d|qFq,i{6R }R-{.( €ffitq qftRcsr{'qrll
=To AFrq qqTE c=(, .q"4er, tr€r{ {tq arfralifqo Ef+-er qqrftmrit
sro {iqq gwi gffi, t:i{4,t{€R 3dd t-qqr effifl sRlftcarr, qgro qti< FlE, qq|r {5rqFaiq6r qel RB-€r €q, ftrqrcR qFi qEIgTo 6qt", q{lq RE, {rffi c{ryr ilEr{_r:lEfu-€r-{iq,-g
=ro dsqr{ {arq6,-"r5fi cq wgo w+erid oqrr trqnirq
RR;er trqfemrt €s, i{€r{' q-{rt
ffi r<r ft€, qElsEs, A"n @sro !qrr<
_-qtrq i€8, qEr{'*;
-tr€R {Gq €rrd4Fd cq T{r{t rsfu€r
qo rio{ +6r, Efuet qqfemft,
qo Sles{ Ri€, qsrq*,
sfud qr'ft'q r]Id.E trirqd E@ Iq
qo erArE cRrq'r eTqt
sro ilirq di-e, qrcr
ETo iria Eqr' *l*-"el hfretr qarfY+rff ariq FEgFF +rq|+q'
220
qr{ur h{, Et|{rl
147
qrdr gqrft, €rm.d fto iik{I m$ iftEe "fis-}te-st{ €iitq,
iro rTn }fiqqq, Efrqd jtTtodlo3n{ocqocqo, c"rTqrEq, sRrq tsrqc qfter6, f6R, tr-{rl
"itjq@ qrq fqB, {FrqEq. A-er. eerqm-q +qT-Trqst :rqtel rq{ fu€r, €fuqmq, qETqs, qqql ffi EErq, qzrr8fr +TR g.i|q FJE, di'rrrfi, €issrdq q-6;fi qq. qdrT
* r<q ei6{, to Ro ranor qslm, qzrr sq elqTqctir qaft qs|E Fqt, Tdrq*. RE|' {rq 3t'rqcBi 4{qrt q€Iqq, qzqr4 *fl €qr Bi-. n-.r' trq A-+rfr ++qrt q-ur.iEt q-e-{r
* , f{6R sr€o Eo ttw r{q, qcclS hfrq tfi ctFis,srcr iifr tr{q), Rqnr, qrc{4 fsq , (crcr qF stra.{tft rrqq qr€ R-+seft, {€i*,
qqsr qdrRmrfi +iq, qs{S Sa< cqrE Rie, eiqei,
@_'rq +q< *r*@ a{f*sr qRrRrtqrq,:ft ra< grt, srua,kan rrq d+t|s {is,* eRi{< gen, +niee 'i*,R6rr {6+lLdr qqR rrclfqfitt {iq:fr ffid tqR sr, rr6rq*,
4 €{{F< qrw.r, +rqlqrc+ fuiq+,
* Fr{-d grR erd, .rrqsT,
k6R qqmd t-qr r{q, qcn4 5*r err"r. orwv,R-6R {rq Gr+{ sArIr er*q qsl|q€rt {iq,{t as}r6 tqr<, srel 3T+q-4. qqa
"ner:ft srrdr.F gqR Fs€r,
4 Tqrgq mi, q-dFi*, fu6r' {q qaFqr frAet6 qq, qerrS g+m 5eR qd, {€Fi*,fuarr rr;q rgrr qalMr riq, q-qr
148
247 4 'ffi-d qqR 6r{', F; srq €?eT'r q?Ed, qglsir,
248* 3rfrdrq tqR, qqoffoerr{o q-{z {Arq tqR Ri€, cqoffoerdo,q-
2494 b{{q tqR k€r, {6|€fuq,kerr rrq cM.fir+ clQlftI"r €er5q 6ffi {q, q-'n
250 rreier+, q&eg 1e, 'r+r, Paswan.
2514 {trtrqs ERr, (6Frr,Ficam R-m Rrnq, ken, qrqrt
252 S qfl< owr kq. +iean
2534 r-ftq gqR on4,qr4s Fsrq q{rftffift, E]RI
2544 q6q tqR, qRqrqrr qffffi qc+t, qqR-sd-qleGr"I +< sft<Ct,R-4rr4 Rgd gqR, qGis Fstv T<Rr+ft, qug{ erru z$ sff"r Sqn ftqqds Fqr"l qflRmrt,([E-TT
256 * erqq {qR qqi, T6r,t*, k€R {q el+eTsr qflfBqtrt €s, q-{r257 S s+yr fr qeqq, frtrrr rRT ttrdr {iTeir 3{M ds, qd-cr
258 aft q+e+t qRFFT, lnis tR qqRrort, @, i1g{q259 S et|lr rsR, fu6R qrftr, i{+r€ t-sr {q, qe-cl
260* erfud t5R/cli +o {66Is {qr€r{, 4ftq ffis {6r{.F, Rfq R-d|c,qQnreTr€r. R6R. q-.n
4 qrqr qqrc Ri€, n{.n ti,rft sT{{ srfqqdr {iq, k6R* {iiw gqR €Tlqq {roqosmlqrd€, q<lffi,qrqsr
263 4 rrqqt arq{. toRo rroqo iurqfqTtttr, q<tE6rt, q.trqr
2644 €T{-d gqR R{e, sarco dwrrrrt,
+rqrm, ffi qqiT, .reil
265zt + Erl3(q,.tEt+t>tlkar< rrq qqr{d t-{€ ds, {re-jn
266* Ra< gqR, {€i*,kan rrq qqr{d €k4 {q, q-cr3ffi €rR gqrt, Trq tFsr,q{qe +rqlqq, ilF{|cl
264*Fdl fi-dr qia. qrq tR-6r.q{4e +rql-dq, gcsrt eftq, q-{r
1ilg
2694 arfil qqr, q6|fffua,
fu6R €iffi i-q r{q, qrqt
270{t rr$e-q srq,qarq+, FRqr+, fum Eqrr
277 $c< gqrt gtTr$,
fudr €iM q-{rfffi, qrqqt
2724 .rqn {rc, Fror eiffi qffffi,qEs
2734t *q cqrEzs}tq trmrar tqrt, sdrr Fs{ , Ffrrrqq, sArr Rqr.r,
c-qT
274 *q sr6q{, ramfuq, l+En t-a rrqqq ${ Totqfrq XF-q{, TcrieTo Ero ffis{ TEqrq erdiq, sqrEqeT, {rqr{qr zrfurtt {is, Tq.FFg{
276 4 ercqrq cr@rc, T6rqks, +r4r{dq, frF5sd d€€, Tc-{r
2774 el|er a69r, {rT€ "{" rigr qa-gw+ Eiq k€r{ {rq eftAqrqnFieqrtrq, q-rr
278
4 qrsaTra inuqqnrac Ri€,
sc arRts FiEsrd, R6R troq erfqirqrrlR FRnrrrq erfttqFm qEq,q-Tr
279qro T{ q]clq, {-rilF{r g€Fr€,
€ s{ FReTroq, qFqsd qFqmq BqFr,
2804t rrge-q qq|E, qr&ft{r qr+ qfreTI clsfh'r +q {€€ dfuq ci{s{,q.qr FeqF{afilrq qdcrt
2ar
S qrrc Tqqr, T{ri*,Rer< rrq €rr6mc ++qrft {iq,qsTI
2824 efiicqr tqt sn, tt"q sqTqrl, \:r+{ fi k+r €q, rreq{t qE+t,qrql
283{I qirq f\q, SRc.sreceT, Toriry€r, +rqi6{q 6rqieq, s@ qFflcel,q-TI
244S qefl.r cRrsrq, gt6sreqeT e{gqYd qft wq-vttet ci*ftr"r +{ qRrdq|{rqqr faeqf€rdq, {{qrn
285 4 Rftq R6rtt r.fc, {€r4{1, R€R IIq g.sdl ?Fffi riq, qrqt
246S arT ai6{ oqrsrFr, elqer, R6R trcq 3rr{odoeoqqo {ftqr $ffi{iq, q-ql
247 4t qsc R|sr{i, to RId cGis E-*re q{rRr{rtl, i|6dRT
2884 ,:rr<o *o k€r, T€rri*, Ars FId'r Eqr.r srg{iqF qa|{{ €q,
'| 50
289fudr .i*, R-sr< rrq Rffi Aqr.r sfft {iq-{, hor nr<r gffqqnur, qrR-6rtt
290 S nfiq EqR qBq, Rr+ qreq qiFs qrisd, Tqcslg{29L 4 t-+ qrer qt{, qe:{r
292 :fl E.gr Frgrft Rt, il€€-d riqr6d, Eq<r
293 qarqfuq. R6r< ld'-e nf+w, a-rtr
294(-J.Dl 3.llil, tllqq,Fan qRqR'+r €q R6R, frogqofroqqo, q-lr
295(€or tqR k€r, {6rqfuq,eeR S.q €R{4 qpreTqr €q,, q.-{r
296F{q r€rq, €fu{, (qaFraTrdr qAErd) sn-( !|Bqr \Frd dniaft?fffr€ cftRrtan, fu6R {.6r€, qdrT
297 1+* t* k€r, k6r rq EB.trr v6Fru €q, gfrq ff, !rc{r
294
qrq gqR, d.r-q q*,(sffi rtq ffqr Efu-€oq)B.E.S.I.S rr rr€s e"fdriq XF-{r, q-{r
299{id tqR Ri€, {6Fi*Rrq orqlR*a, F6R, cfrq srskfliT, qz;
300qo g€oqo q55q, {6|qfuq,iemd €fisqmR-s €q, T-{r
301 df-q tqrr RqE, qRqrq6. fuarr rrq qRrnrd qRsrq€ G.*rt) €q, qrcr
302 Sist SqR,F6R Frqlfu€ ncr+-qr cftREsrt (BPWA), e-<r
303
sietm gqR, *rq 'i*,k6R Rtri€r q?i q{qreq qffi {is qerTr trEe|q si cfhlFr +q,qd;TI
304qqrfi qr€;+, T€irq*.kan rrq trt Efr-qr q{rqqF{ {is, {rir+tc €+EHF{ da-q, T-qr
305EqFTrel Ri€, qarq* (qRertq+)
k6rr fufu-€r qzi qjrgrcea +dqrt, qr<r
306tFI|{q +trfr, €'Arq-{,iem€ qk6 t-ceT qdFi€kart tq gor{, q-rcr
307qqqrqr qtril, {6Fi*RER Rfu-€r {-q .rq €Rlq sffi {iq (ns le), rrtr
151
qd t+ Rie, oreaw
h-"n Aeer q,?i qq sRrq sffi €q, qqr c-Eeir si cierer"r +-<,(f-nt-- hE r6rqd'l. Rd|{ EFffl (,ti qq €rre4 +fft r{e. q-{r
6qr.r 6ron f.rdrr4- qRtflR-6. tr<iq{ qRq?, q-{r
iad- .6crt ..5-irq larieffit €r qogqogqo qd, fi-drr.6r
fu;rq 6qn sr. fitTlq+. q{ogqoqloqrqo, q-cl
ijt< 6qr{. iTRts{. iner qeqt S-e, T6rcrq|e
lTq 6r€1, qtrqq uXo1, 6adr< er*eqr Rrs grrt sn$ds 'r6rfdtr€q'qr tq. i<{
gfro <tr {rqKrq, Rq+(cRferd) c.alq|trc E-qr(rq, {€{,
308
309
310
311
3\2
374
JI)
fr< gqr< f€8, €4qeT,
fuan rrq q-qlqm \'q qtrqrq4 .'iq, q-fleFs aR-r tr€T<, q€Fi{i, B€|{ 1fq TFl gqR s{sft €q.3alrfr377
318rrin g'rn, -4rtrdqr, eiqq erffq,qTa+{€l, qRftgffi tr-ot terdc flqt-dq, 1g+ff
319f+qq tqr-{ erqi, {6|€fqa,kon rrq g.tr g.TR 6ffi iiq, qel.
320qq frq'ln trq|{, rr6rq*, Ran rrq T-qrc q4 c€rqs-sa qfft €q(nrq fe), q Frar< crgqtrlq 4ff1 <q ({('@.' q-qt-
32rar€T cPr fl, fqqr €qri{4, tr-qn rrq fr'cr< qcror+rt €s, q-nr
?rqr;ifd qqiTq f,aqq qrd. q€|€fuq, td-{R {F{ qqt-cF5 €q, qd-;TI
kdTq {qrr trr. q-6rq=ft. FIEF ,Iq Tr iT{6 ]iq. BI-q_324 aq.r EEqT, tre. dltn d'er.r tr-ffero. tR trqrl325 ssr b-r"r, dle{ ri{epr ffia-+, arffgr t*rdt326 3I€'T , qBr+ff, fudrr sraq trq €s, qEqr
327 s{{Fr +tl{i, q€Fi*, kdR {rET qllfi qtraer€ €q, q.{r
324€qq Eq|{ {6|qEq,Bran rrq dqfft €q, M k4r€ FqA* k6R rrr+fi dtq' q-{r
329{rq eFcl Ef€, {€lq{l,kart nsq c-aFr{ €€rqm {iq, @
330{FI q6FT RiE CKE, gTEqQT
R-ert rrq qelqq q&elzr {iq, qdql
't52
.tuid€en^tqlt, qTG effi-Rrfti4,aqrq gF{ trqT h*,aq, qpraq_r
T*a.rz ne,G-#-ffi,rrrdrra
. qdr{q5 Rrer+. zrg-{ +jS-t';m-ffif}lftlsl-j"1H\-q_rfr.t_rq_ Eqq.;. m*r
S"nn"_g*-ffit-ffer sqG;,fi#3q€13rqE1F{r Er-i.n
-t S-ff. t"o 6rr*-*=r"_qqglks |r)efl, T.qr
-rq#q goqohq-GffHwJ#trFSr hqq gqpfr-ffimi*:i \-c-fiql, ftfr€|it
+E-S4q-6C q-6rffi,
ljh * is", i$er+, "q,ri-heriq,fl' lqt{._lh-{ qgh-+ frrer+E. GI fre E* -"ait,rq, G '
Eqq_!_qt'qr{_ Fq Bsr+q, {sqr,r_-edn, qt",q .rit ft*,, € G-sqrr lq,fut*, n-*
',;
III
0II
)It.'tI
T
tII
,i
tv
i:
I
't 54
t-
t
ff
-3rF€
qqr q-6'f*'^
-
-EriEr aesfl ?6fqfi qqFr6rr ,r"r_L]t_: _-=---
= ffi+€, +4r +re qqt{qiEq, ffd qI{6'
aa rerq6 tu. rr+
-ffii@ riq' q{ 'Fr{ (ir
tl'qr"-t-+1
ffi;o-.tapl ei6r qiYq ffi=-irrqq-qq'ry
q.c:
ryffi--ggg tr='-gryffi*. m", t* q4 cRtr-d Rret4'
*ffi.-n*", 4 g5ftF<
R€, eftElrq-Fqrdq- qfir
S Ftqgl'-R-dr, ,"1-6rR4 3rtq'P]-6
sq qrtqtr-6 tr|qrrq. Crfiq.Iq
t53
377gfid tqR RiE, T6rq*, k6R qidtc{to rqo So {dd 91T{qfirq qqr< d, erqe{ k6R@el+d tqrr ffi, q6r'i* qd {i€rfi 6{qt q;er.T €q
-qC,iaft Ri€, q6r-{fuq, R€R {qm
374
379
380
381ot-go ottr, R-dr qtrdq, R-dR srtrqqFd sqqft, qEft (aqtd- gt€rmq{crcsrrq fu, hor qqtl RER@.|c), BrdlTr
382
383sqt eFE{ qsFI, Tdr€lqq .{gpr Rq€, sTr4q karr rrq sT{rqqfdd;rffi q€Riq, q-ir (Mt ge)ffiv gqR +q{t, q-€rqfq, ffis,ffi {iE, qeqr
s-ffi{ri a{dl €r6Tq, {6|qBq, fu€I-q {rq qq \'ii rr+q Frqior BqFT++qrfr eFzrq (nM W), T-{rqqrrr TFA1. TBrq*,
Errr qhftq. Rw eF&erq fffi {iq, qrqt tnI'I ,Ictqirq gqR, €5fi sfus, Ban n-q R@ Rqrrr, s{qrfr q{iqqirqrrfr, qdqr
Ti]-a tqrr 4qt, qfuq. +reft ff{.rc. dreft T# qftRt rr, 6Fsr'
384
385
385
3a7
388
389 q<r+Er fqB. 3{qe{ qg {iqF|{ 6ffr fsr'r qs, qfilfuw< grn R=6r, q€TqEqmTe) q.{rJrq r+rer \rqr, Tarqfus,fu6rr {rq q.ffi T6Riq, qeqr
trq gqn, qitq, qsRqd-g-<[email protected] .9rr rqb, q;iqt, ffi-erel|s tqR Ri€, ftfgt{, €r{ T6{ qCsd, q,i-i{
(nrc390
391
392
393
394
395 n-qq WR Rte, :isnqrq F:tofr rE{ crisd qi-d396 *Rt oia argr, n-ft qiq{, Rd qif{ cqsi{ A-rq{
397al|er Tryr WR, tqr Rfu61\ g+{ Rr6, qrn q+ar trs fro ffo elro qrcr
398sTreh€ gq|{ R€, +d sc+n srR.i-'r Rr{Fr, eRd qRTc"r RftqTFqqkqwq, a{lirn
399
r55
elqEer tqR flid, Fiq{.fu RR-4,
@3r/fu< qqrr. q{rqrr hffi6. qel si{d'€-
400
401
402 .*. .=. nt-. Frqditq ftIfu6. rTrars{ qti erF{dtrJr qqqq .5t-E|{
--t" -r- aqo.te ftfu6. sfd -mqq'r
qq q{ Rsrq c'igd {diqi403
404 =*- nu= *ri 6rq-{ Aq-qrli qiFs qq=a, qrFq+l qrrr qo qEI|{UI
405srrqfr gqR, irq rqrq+ q€ funrq cqsf,-2 q<r €{Iqq rqqrrr'
tt-lt*ltqtq. vc-rl
406 E?-'rE?r a:Fr rd q:{|{r qqFI-TIET.FF {lo gEI qel cErttl, Tqffi{g'
407gffd gqr, sc{r< Rfrs, €6r+6 e{rgffi, ser{ 'Frel<F{ €qr6{s[aFl'rfe-
408 Etr.i EFrr rerd* fuer rdft'e bg SqFrrfq ql-fi rltrqr{qr{' qeil
409 EEiia ?Fqrr FiB ]ft,{re{- fu6rt cRq qfiRtqrrr 2 iFFI {rs qeql
4rog${ qqr{ fiie, creqtr k6R Cfu€ c$rR}el-{' Fr6R Brti{qTrq q-qr,
qlql9r. 9c-ll
411cEr< qsret Ri€, {6IC-if tr-6R i-< riq sRRqsTT 4-dlc rFRr, qs{,
qeqT
412f{< tqR 4.q, {6Fi{l fudR Ctrq rie cftRmarr TqF 3rr{efi s-q'qdql
413we.lr+ gqsq Rq6,
R€R, {.{rir<q qr qfus.
{qNfd fu€R gRr€ }s sRRqeIq aTlqt-sfiiafiq €qI,
tu6R qf=ds (trdq)' q-{r4!4475 rnfu< oqrr, .or;rq+. 3lSer6 +Lqq qqrt q-4lq:_l : r-qT-
+. -orq"r +garr- qffiq €qiqer. k€r< 'ta tsTr qlfidt, q-{r4t6€fiq .iil{ qerc erfqo RiR-m }c-1zfrsa. qr6d s*qeT- k6rt tle{ sdtrq R{qrA rdRis
4\7418
419 :rgq 6qr'. rd' fffer+. 3rffer+. Tsrq 4iqt{q 9rq5{r'
*-]ii- -"tT qerq+- ertilr+ Tr{r q'A {sR ffi, R-an, qr+420
42r a'q rR|qsr &gqR, qris$q sqiEEr, R6R T€ {e qrfedi' qc-T
€$-q {q{ Ti{r< s{qo RR-6 }g-1tt\eEr qr<q, stqeT, fu6r< {q sflrq RIqrA r€R-iq
Grosr i6qr{- stdr frtrerfi, :reinr+. rgrE qrqtfq irqqq '-.'".ffi
* {r$-q t{r qqt, 'r€rq*,
R'ar< rrq €iffi 4ffi {s, q-{r
422
423
424
425
156