(Revised Basic Pay Calculator as per 7th CPC Gazette Notification)

Fixation of pay in the revised pay structure : The pay in the applicable Level in the Pay Matrix shall be the pay obtained by multiplying the existing basic pay by a factor of 2.57, rounded off to the nearest rupee and the figure so arrived at will be located in that Level in the Pay Matrix and if such an identical figure corresponds to any Cell in the applicable Level of the Pay Matrix, the same shall be the pay, and if no such Cell is available in the applicable Level, the pay shall be fixed at the immediate next higher Cell in that applicable Level of the Pay Matrix

Enter your 6th CPC Pay details and get your revised pay as per Revised Pay Rules 2016.

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[Disclaimer: This calculator gives only approximate value on the basis of 7th Central Pay Commission Gazette Notification and also shown the estimate figures only basis on your inputs. Readers are requested to refer CCS Revised Pay Rules 2016]

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Revision of Pension of pre 7th CPC retirees : The Commission recommend the following pension formulation for civil employees including CAPF personnel who have retired before 0.1.0.1.20.16

(i) All the Civilian personnel including CAPF who retired prior to 01.01.2016 (expected date of implementation of the Seventh CPC recommendations) shall first be fixed in the Pay Matrix being recommended by this Commission, on the basis of the Pay Band and Grade Pay at which they retired, at the minimum of the corresponding level in the matrix. This amount shall be raised, to arrive at the notional pay of the retiree, by adding the number of increments he / she had earned in that level while in service, at the rate of three percent. Fifty percent of the total amount so arrived at shall be the revised pension

(ii) The second calculation to be carried out is as follows.The pension, as had been fixed at the time of implementation of the VI CPC recommendations, shall be multiplied by 2.57 to arrive at an alternate value for the revised pension.

(iii)Pensioners may be given the option of choosing whichever formulation is beneficial to them. It is recognized that the fixation of pension as per formulation in (i) above may take a little time since the records of each pensioner will have to be checked to ascertain the number of increments earned in the retiring level. It is therefore recommended that in the first instance the revised pension may be calculated as at (ii) above and the same may, be paid as an interim measure. In the event calculation as per (i) above yields a higher amount the difference may be paid subsequently.(Para 10. 1.67 and Para 10.1.68 of the Report)

Both the options recommended by the 7th Central Pay Commission as regards pension revision be accepted subject to feasibility of the implementation. Revision of pension using the second option based on fitment factor of 2.57 be implemented immediately.

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The 7th Pay Commission report recommendations have been cleared today by the Cabinet. Earlier in its report, in November last year, the commission itself had recommended 14.27 per cent hike in basic pay at junior levels, the lowest in 70 years.

Here are the 7th Pay Commission report highlights:

1. Recommended Date of implementation: 01.01.2016
2. Minimum Pay – Calculator:Based on the Aykroyd formula, the minimum pay in government is recommended to be set at Rs 18,000 per month.
3. Maximum Pay:Rs 2,25,000 per month for Apex Scale and Rs 2,50,000 per month for Cabinet Secretary and others presently at the same pay level.
4. Financial Implications:
5. a) The total financial impact in the FY 2016-17 is likely to be Rs 1,02,100 crore, over the expenditure as per the ‘Business As Usual’ scenario. Of this, the increase in pay would be Rs 39,100 crore, increase in allowances would be Rs 29,300 crore and increase in pension would be Rs 33,700 crore.
6. b) Out of the total financial impact of Rs 1,02,100 crore, Rs 73,650 crore will be borne by the General Budget and Rs 28,450 crore by the Railway Budget.
7. c) In percentage terms the overall increase in pay & allowances and pensions over the „Business As Usual‟ scenario will be 23.55 percent. Within this, the increase in pay will be 16 percent, increase in allowances will be 63 percent, and increase in pension would be 24 percent.
8. d) The total impact of the Commission‟s recommendations are expected to entail an increase of 0.65 percentage points in the ratio of expenditure on (Pay+Allowances+ Pension) to GDP compared to 0.77 percent in case of VI CPC.
9. New Pay Structure:Considering the issues raised regarding the Grade Pay structure and with a view to bring in greater transparency, the present system of pay bands and grade pay has been dispensed with and a new pay matrix has been designed. Grade Pay has been subsumed in the pay matrix. The status of the employee, hitherto determined by grade pay, will now be determined by the level in the pay matrix.
10. Fitment:A fitment factor of 2.57 is being proposed to be applied uniformly for all employees.
11. Annual Increment:The rate of annual increment is being retained at 3 percent.
12. Modified Assured Career Progression (MACP):
13. Performance benchmarks for MACP have been made more stringent from “Good” to “Very Good”.
    b. The Commission has also proposed that annual increments not be granted in the case of those employees who are not able to meet the benchmark either for MACP or for a regular promotion in the first 20 years of their service.
    c. No other changes in MACP recommended.
14. Military Service Pay (MSP): The Military Service Pay, which is a compensation for the various aspects of military service, will be admissible to the Defence forces personnel only. As before, Military Service Pay will be payable to all ranks up to and inclusive of Brigadiers and their equivalents. The current MSP per month and the revised rates recommended are as follows:

7TH PAY COMMISSION REPORT

10. Short Service Commissioned Officers:Short Service Commissioned Officers will be allowed to exit the Armed Forces at any point in time between 7 and 10 years of service, with a terminal gratuity equivalent of 10.5 months of reckonable emoluments. They will further be entitled to a fully funded one year Executive Programme or a M.Tech. programme at a premier Institute.
11. Lateral Entry/Settlement:The Commission is recommending a revised formulation for lateral entry/resettlement of defence forces personnel which keeps in view the specific requirements of organization to which such personnel will be absorbed. For lateral entry into CAPFs an attractive severance package has been recommended.
12. Headquarters/Field Parity:Parity between field and headquarters staff recommended for similar functionaries e.g Assistants and Stenos.
13. Cadre Review:Systemic change in the process of Cadre Review for Group A officers recommended.
14. Allowances:The 7th Pay Commission has recommended abolishing 52 allowances altogether. Another 36 allowances have been abolished as separate identities, but subsumed either in an existing allowance or in newly proposed allowances. Allowances relating to Risk and Hardship will be governed by the proposed Risk and Hardship Matrix.
15. Risk and Hardship Allowance:Allowances relating to Risk and Hardship will be governed by the newly proposed nine-cell Risk and Hardship Matrix, with one extra cell at the top, viz., RH-Max to include Siachen Allowance.

The current Siachen Allowance per month and the revised rates recommended are as follows:

7TH PAY COMMISSION TABLE

This would be the ceiling for risk/hardship allowances and there would be no individual RHA with an amount higher than this allowance.

1. House Rent Allowance: Since the Basic Pay has been revised upwards, the Commission recommends that HRA be paid at the rate of 24 percent, 16 percent and 8 percent of the new Basic Pay for Class X, Y and Z cities respectively. The Commission also recommends that the rate of HRA will be revised to 27 percent, 18 percent and 9 percent respectively when DA crosses 50 percent, and further revised to 30 percent, 20 percent and 10 percent when DA crosses 100 percent.
2. In the case of PBORs of Defence, CAPFs and Indian Coast Guard compensation for housing is presently limited to the authorised married establishment hence many users are being deprived. The HRA coverage has now been expanded to cover all.
3. Any allowance not mentioned in the report shall cease to exist.
4. Emphasis has been placed on simplifying the process of claiming allowances.
5. Advances:
6. All non-interest bearing Advances have been abolished.
7. Regarding interest-bearing Advances, only Personal Computer Advance and House Building Advance (HBA) have been retained. HBA ceiling has been increased to Rs 25 lakhs from the present Rs 7.5 lakhs.
8. Central Government Employees Group Insurance Scheme (CGEGIS):  The Rates of contribution as also the insurance coverage under the CGEGIS have remained unchanged for long. They have now been enhanced suitably. The following rates of CGEGIS are recommended:

7TH PAY COMMISSION TABLE

17. Medical Facilities:
18. Introduction of a Health Insurance Scheme for Central Government employees and pensioners has been recommended.
19. Meanwhile, for the benefit of pensioners residing outside the CGHS areas, CGHS should empanel those hospitals which are already empanelled under CS (MA)/ECHS for catering to the medical requirement of these pensioners on a cashless basis.
20. All postal pensioners should be covered under CGHS. All postal dispensaries should be merged with CGHS.
21. Pension:The Commission recommends a revised pension formulation for civil employees including CAPF personnel as well as for Defence personnel, who have retired before 01.01.2016. This formulation will bring about parity between past pensioners and current retirees for the same length of service in the pay scale at the time of retirement.

The past pensioners shall first be fixed in the Pay Matrix being recommended by the Commission on the basis of Pay Band and Grade Pay at which they retired, at the minimum of the corresponding level in the pay matrix.
This amount shall be raised to arrive at the notional pay of retirees, by adding number of increments he/she had earned in that level while in service at the rate of 3 percent.
In the case of defence forces personnel this amount will include Military Service Pay as admissible.

Fifty percent of the total amount so arrived at shall be the new pension.

An alternative calculation will be carried out, which will be a multiple of 2.57 times of the current basic pension.
The pensioner will get the higher of the two.

The financial impact of the recommendations of this Commission will be reflected through increases in expenditure on Pay, Allowances and on Pension. The likely quantum of increase on account of each of these is summarised below:

The total financial impact in the FY 2016-17 is likely to be Rs 1,02,100 crore, an increase of nearly 23.55 percent over the Business As Usual scenario. Based on the current trend, the total expenditure on Pay (including DA, but excluding other allowances), during the year 2016-17, without factoring in the recommendations being made by this Commission, is expected to be Rs 2,44,300 crore. After implementation of the recommendations of the VII CPC, this is likely to rise to Rs 2,83,400 crore, reflecting an increase of Rs 39,100 crore (16.00%).

19. Gratuity:Enhancement in the ceiling of gratuity from the existing Rs 10 lakh to Rs 20 lakh. The ceiling on gratuity may be raised by 25 percent whenever DA rises by 50 percent.
20. Disability Pension for Armed Forces:The Commission is recommending reverting to a slab based system for disability element, instead of existing percentile based disability pension regime.
21. Ex-gratia Lump sum Compensation to Next of Kin:The Commission is recommending the revision of rates of lump sum compensation for next of kin (NOK) in case of death arising in various circumstances relating to performance of duties, to be applied uniformly for the defence forces personnel and civilians including CAPF personnel.
22. Martyr Status for CAPF Personnel:The Commission is of the view that in case of death in the line of duty, the force personnel of CAPFs should be accorded martyr status, at par with the defence forces personnel.
23. New Pension System:The Commission received many grievances relating to NPS. It has recommended a number of steps to improve the functioning of NPS. It has also recommended establishment of a strong grievance redressal mechanism.
24. Regulatory Bodies:The Commission has recommended a consolidated pay package of Rs 4,50,000 and Rs 4,00,000 per month for Chairpersons and Members respectively of select Regulatory bodies. In case of retired government servants, their pension will not be deducted from their consolidated pay. The consolidated pay package will be raised by 25 percent as and when Dearness Allowance goes up by 50 percent. For Members of the remaining Regulatory bodies normal replacement pay has been recommended.
25. Performance Related Pay:The Commission has recommended introduction of the Performance Related Pay (PRP) for all categories of Central Government employees, based on quality Results Framework Documents, reformed Annual Performance Appraisal Reports and some other broad Guidelines. The Commission has also recommended that the PRP should subsume the existing Bonus schemes.
    26. There are few recommendations of the Commission where there was no unanimity of view and these are as follows:
26. The Edge: An edge is presently accordeded to the Indian Administrative Service (IAS) and the Indian Foreign Service (IFS) at three promotion stages from Senior Time Scale (STS), to the Junior Administrative Grade (JAG) and the NFSG. is recommended by the Chairman, to be extended to the Indian Police Service (IPS) and Indian Forest Service (IFoS).
    Vivek Rae, Member is of the view that financial edge is justified only for the IAS and IFS. Dr. Rathin Roy, Member is of the view that the financial edge accorded to the IAS and IFS should be removed.
27. Empanelment: The Chairman and Dr. Rathin Roy, Member, recommend that All India Service officers and Central Services Group A officers who have completed 17 years of service should be eligible for empanelment under the Central Staffing Scheme and there should not be “two year edge”, vis-à-vis the IAS. Shri Vivek Rae, Member, has not agreed with this view and has recommended review of the Central Staffing Scheme guidelines.

iii. Non Functional Upgradation for Organised Group ‘A’ Services: The Chairman is of the view that NFU availed by all the organised Group `A‟ Services should be allowed to continue and be extended to all officers in the CAPFs, Indian Coast Guard and the Defence forces. NFU should henceforth be based on the respective residency periods in the preceding substantive grade. Shri Vivek Rae, Member and Dr. Rathin Roy, Member, have favoured abolition of NFU at SAG and HAG level.

1. Superannuation: Chairman and Dr. Rathin Roy, Member, recommend the age of superannuation for all CAPF personnel should be 60 years uniformly. Shri Vivek Rae, Member, has not agreed with this recommendation and has endorsed the stand of the Ministry of Home Affairs.

Source : financialexpress

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At first We would like to extend our gratitude for your over whelming response for our simple ‘Expected Pay Calculator as per 7th Pay Commission‘ provided here by us. This was done by assuming that how the Pay and Allowances will be recommended by 7th Pay Commission almost one year before.

Like it was done before, now we have prepared a new Pay Scale Calculator based on 7th Pay Commission recommendations and You can use this calculator to know your Revised Pay and Allowances with effect from 1.1.2016.

Write us your comments about this calculator.

Click the below link to view the calculator…

7TH PAY COMMISSION PAY SCALE CALCULATOR

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Is there a possibility that the 7th Pay Commission would introduce the new Pay Scale for the CG Employees without Grade Pay?

Unionist who had interacted directly with the members of the 7th Pay Commission say that the chances are high. Although it is impossible to confirm this at the moment, all the employee federations have, through their memorandum, requested that the Grade Pay system be avoided this time.

The 6th Pay Commission had included the concept of Grade Pay as part of the basic pay. The intention behind such a concept was never explained. The Commission too didn’t bother to explain why.

So, do we really need Grade Pay Structure?

What are the advantages?

What do we lose if we avoid it?

As far as we could see, there was nothing to gain by splitting the basic pay into two.

A demand was placed before the 6th Pay Commission that increment be given with each promotion. This demand was stressed by all the employee federations at that time. As a result, the 6th Pay Commission recommended that Promotional Increment be issued with each promotion. All CG Employees federations had an important role to play in the Government’s decision to hike the Pay Commission’s recommended the rate of increment from 2.5% to 3%.

Prior to the 6th Pay Commission, if an employee’s promotion takes him from one pay scale to the next scale, he is then eligible for two promotional increments. If the promotion remained confined within the same pay scale span, then there was no increment. The federations highlighted this situation while making its demand. Also, an average employee hardly gets three promotions in his career, before retirement. In terms of monetary benefits, there was nothing much.

There might not be any relationship between Grade Pay and Promotional Increment, but there is definitely no connection between the Grade Pay and the Annual Increment.

From the day it was introduced, Grade Pay had only created pay anomalies for the employees. The system of Departmental Hierarchy, which had been in place for years, was divided into Promotional Hierarchy and Grade Pay Hierarchy. This was the main culprit. Grade Pay was also responsible for the formation of separate committee for MACP, like the National Anomaly Committee.

Those who were promoted from Rs. 2800 to Rs.4200 might have called Grade Pay a wonderful concept. But Grade Pay structure had nothing to do with it. Credit belonged to the system of Merger of Grades. Since 5000, 5500 and 6500 were merged into one category, the Grade Pay of 6500 was given to 5000 and 5500. This made an increase of 1400 possible with a single promotion from 2800 to 4200. As far as Grade Pay was concerned, this was a 50% hike.

The revelations were surprising indeed. The steep increase of 50% was confined to just one instance.

Will this continue with the 7th Pay Commission too?

Source: 90paisa.orgSimilar Posts:

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